Phase Two Presentation to the Chief Human Resources Officers October 1 2015 Talent Management Consortium How do we sustain our ability to continuously attract develop and retain people with the capabilities and the commitment needed for current and future organizational success ID: 723708
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Slide1
Organizational ReadinessPhase TwoPresentation to the Chief Human Resources Officers October 1, 2015
Talent Management ConsortiumSlide2
How do we sustain our ability to continuously attract, develop, and retain people with the capabilities and the commitment needed for current and future organizational success?
Sustainability & Successes
Vision of the Future
Assessment of Current Bench Strength – Talent Review
Gap Analysis between Current Skills and Future Needs
Gap Resolution – Develop, Retain, Acquire
Competencies for Key Roles
Structures and Key Roles
Sustainability
&
Successes
7
Vision of the Future
Assessment of Current Bench Strength – Talent Review
Gap Analysis between Current Skills and Future Needs
Gap Resolution – Develop, Retain, Acquire
Competencies
for Key Roles
Structures and Key RolesSlide3
Five Key Sustainability FactorsManagement commitment and accountability
Link to business and HR strategies and systems (e.g., talent acquisition, performance management, development, and retention)
Focus on future requirements
Active work on closing future-focused development gaps
Systems are not too broad; processes and tools are user-friendly
Sustainability & SuccessesSlide4
For a dynamic organizational readiness model to be sustainable, everyone
in the
organization should have a
Talent Mindset.
Executive leadership
ensures talent sustainability is a priority and coach/mentor other leadersManagers grow the talent, coaching/mentoring and removing barriers to learning and development.Human Resources serves as accelerators to the talent and facilitate the talent management process.Employees are responsible for their growth, communicating development needs, and taking initiative to learn and develop.
Sustainability & SuccessesSlide5
Turnover and RetentionTalent InfrastructureWorkforce ProductivityDiversityEmployee Engagement
Sustainability & Successes
What data already exists in your HR and/or other systems?
Which metrics, and
t
o what extent do they, link to your strategic plan and/or principles and values?
Metrics That Matter are those that measure the impact and successes of organizational readiness and address long-term focus:Slide6
Sustainability & Successes
Metrics That Matter: 15 Key Questions to Ask
Turnover and Retention
What is our voluntary turnover rate among individuals in key roles? What are the associated costs to the organization?
What percentage of our high performers are at high-risk for departure?
What is our voluntary turnover rate among top performers? What are the associated costs to the organization?Talent InfrastructureWhat is the depth and quality of the successor pool for key positions?
What percentage of our workforce moves internally?What percentage of our workforce is promoted annually? Which departments or managers are the best developers of talent as measured by the promotions out of their department?Workforce ProductivityHow differently do we pay top contributors from our average contributors? Is this in proportion to their contribution?In the last five years, has workforce productivity increased, decreased, or remained the same? What is our relative performance against competitors?Are we under-staffed in areas where if we added people we would increase our productivity?
DiversityHow diverse is our managerial population? Is the recruiting pipeline appropriately diverse to ensure diversity in hires and the overall workforce?Is our successor pool sufficiently diverse?Employee EngagementWhat percentage of our employees are fully engaged and are “doing their best work” at all times? How does this vary across functions and departments?
What percentage of our employees would say they are committed to the organization? Why are they committed?Slide7
Sustainability & Successes
Best Practices for Sustaining Your
Organizational Readiness
Process
Assess Overall DesignImprove Design and Implementation
ProcessesToolsKey roles and capabilitiesLink to HR and other systemsConduct Annual Talent ReviewsRevisit Strategic PlanAnalyze Metrics for Trends