presentation tms webinar v08
TRANSCRIPT
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MAXIMIZING HUMAN CAPITAL INVESTMENT
Practical guidelines on implementing a TMS
WELCOMEThe webinar will begin in a few momentsIt is recommended all attendees use VOIP for audio. VOIP is activated when you log on. You may connect headphones or use your computer speakers to hear this webinar. Alternatively, you may also choose to dial in to the teleconference.
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AGENDA
1. Benefits of implementing a Talent Management System
2. Best practices around Talent Management Systems
3. Where to from here: 10 Steps to Implementing a TMS
4. Special Offer
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GUIDING PRINCIPLE
Measurement=
Management
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Importance of Real-Time Measurement
Real Time Measurement of People Metrics
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Importance of Real-Time Measurement
Pro-active management of People Metrics
Real Time Measurement of People Metrics
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Importance of Real-Time Measurement
Pro-active management of People Metrics
Real Time Measurement of People Metrics
Improved Organizational
Metrics
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DOES IT WORK?
CedarCreststone 13th Annual HR Systems in Canada. Survey 2009/10
Businesses using a TMS / HR automation
Businesses NOT using TMS / HR automation
Net income growth 48% 11%
Sales per employee $517,000 $395,000
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HOW IS IT DONE?
• Talent management is not “easy” to get right
• Finesse and insight required, but basic principles apply
• WHERE TO START?
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BASIC PRINCIPLES
Organizational Strategy
People Strategies
Manpower planning, recruitment, on-boarding, performance, compensation, learning, mentoring, career development, succession, off-boarding.
Supported, held together, institutionalized by a Talent Management System
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WHAT A TMS IS NOT
• “Silver bullet”
• A quick and simple solution to all people-related problems
• Medium of command
• Social forum
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WHAT IS A TALENT MANAGEMENT SYSTEM
• Next-generation of traditional Human Resource Management Systems (HRMS)
• HRMS:
– Transaction processing
– Administration of basic human resources processes(personnel administration, payroll, time management)
• TMS
– Leverages information on HRMS
– Combines into advanced functionalities
– Assist in strategic business decision making
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TMS BEST PRACTICE
A great TMS will be:
• User-friendly – Customizable to your needs
• On one platform, hosted, SaaS model, in the cloud
• Affordable, secure, comprehensive, scalable
• Supported by outstanding vendor team
• Supportive of all your talent management initiatives
• Advanced in its analytics to provide the right information at the right time to make the best business decision
• Directly linked to improvements in your bottom line
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WHERE TO FROM HERE?
1. Make a decision based ROI in terms of costs saved and efficiencies gained
2. Educate yourself
3. Identify and retain appropriate new system
4. Partner with a Subject Matter Expert
5. Thorough analysis of your current systems
6. Defining the desired outcome
7. Mapping the gap
8. Implement
9. Change Management
10. Training
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1. Make a decision based ROI in terms of costs saved and efficiencies gained
Add the following factors
- Cost of HR Inefficiencies:
- Cost of mistakes, waste
- Cost of time for each HR process
- Cost of low productivity
- Cost of staff turnover
- Project a 5% improvement (conservatively)
- Compare to
- Cost of TMS implementation – implementations fee
- Cost of TMS – monthly subscription fee
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2. Educate yourself
1. Attend webinars
2. Attend seminars
3. Internet searches
4. Read and research
5. Speak to Subject Matter Experts
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3. Identify and retain appropriate new system
Vendor HRIS ATS Perf. Mgt Payroll Self-service $ - implement $ - monthly $ - maint.
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4. Partner with a Subject Matter Expert
Evaluate your SME along the following criteria:
- Number of years of experience with HRIS’s
- Number of years of experience in the HR space
- Analytical competence (ability to map systems and processes, identify gaps and suggest solutions)
- Number of implementations
- Scope of implementations
- Client testimonials
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5. Thorough analysis of your current systems
Evaluate data and process flow in
- Recruitment & selection
- Onboarding
- Orientation
- Performance management
- Salary & Benefits
- Career development
- Succession planning
- Official communication
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6. Define Desired Outcome
Together with the SME, map desired processes around
- Recruitment & selection (ATS)
- Onboarding & managing employee data (HRIS)
- Orientation (LMS / LCS)
- Performance management (TMS)
- Salary & Benefits (Payroll)
- Career development (TMS)
- Succession planning (TMS)
- Official communication (Intranet)
- Levels of authority (security / admin settings)
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7. Mapping the gap
Example:
Item As-is To-be
Performance Review
Annual review meeting to be held between employee and manager
Annual review meeting to be held between employee and manager
Data (scores & development plans) captured by manager onto Excel
At meeting, information captured online, together with development plan and follow-ups
Excel emailed to HR dept. System tracks status, sends reminders
HR to save into employee file
HR to diarize follow-ups onto Outlook
Outlook follow-ups emailed to manager
HR to follow-up status and completion, log on Excel
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8. Implement
Together with your SME
1. Create project plan including
1. Timelines (what-by-when)
2. Resource allocation (by-whom)
3. Communication / feedback strategy
2. Regular project review meetings, corrective actions
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9. Change Management
1. Clear communication to all stakeholder re. need for new system and anticipated benefits
2. Dealing with stakeholder concerns
3. Senior leadership to champion the change and become early adopters
4. Incentive, reward and penalty system in place to promote compliance
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10.Training
1. Create and rollout up skilling programme
2. Best accomplished in small groups
3. Web-based if possible
4. Vendor to provide sufficient hours of on-site or telephonic support
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Q & A
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SPECIAL OFFER
Carola Moore
416 216 [email protected]
Let a Drake TMS expert
map out your path ahead!
OBLIGATION FREE!!