talent management web-based systems diana rivenburgh president talent strategies & solutions,...
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Talent Management Talent Management Web-Based SystemsWeb-Based Systems
Diana RivenburghDiana RivenburghPresidentPresident
Talent Strategies & Solutions, Inc.
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AgendaAgenda
TM Application ChoicesTM Application Choices Features of TM SystemsFeatures of TM Systems Process to Select & Implement TM Process to Select & Implement TM
SystemSystem Challenges & Ensuring SuccessChallenges & Ensuring Success Evaluating the System & ROIEvaluating the System & ROI Q & AQ & A
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Applications for TM SystemsApplications for TM Systems
Performance Management
Selection & Hiring
360° Multi-Rater Feedback
Succession Planning
Organization Assessment
Competency Development
Career Development
Competencies
Company’s Processes &Philosophy
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Features - OverallFeatures - Overall
On-line routing, approval, notificationOn-line routing, approval, notification Customizable/configurable to company’s PM Customizable/configurable to company’s PM
program, workflow, policies, etc.program, workflow, policies, etc. Competency databasesCompetency databases Links to HRIS, LMS, Compensation, etc.Links to HRIS, LMS, Compensation, etc. Language, international scopeLanguage, international scope Multiple applications linked togetherMultiple applications linked together ASP or in-houseASP or in-house Help features, legal checks….Help features, legal checks….
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Features PMFeatures PM
Writing assistance toolsWriting assistance tools Coaching adviceCoaching advice Goal alignment, visibility, statusGoal alignment, visibility, status Development plans & recommendationsDevelopment plans & recommendations Appraisal Appraisal Performance notesPerformance notes Confidential easy to administer 360Confidential easy to administer 360 Reports – timing, rating, gap analysis….Reports – timing, rating, gap analysis….
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Features – SelectionFeatures – Selection
Behavioral-based interview questionsBehavioral-based interview questions Response indicatorsResponse indicators ReportsReports Gap analysisGap analysis Comparisons to job specs, other Comparisons to job specs, other
interviewersinterviewers Degree of difficulty to developDegree of difficulty to develop Link to other hiring systemsLink to other hiring systems
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Features – Succession PlanningFeatures – Succession Planning
ProfilesProfiles Assessments, evaluationsAssessments, evaluations Link to PM, 360Link to PM, 360 Search capabilitiesSearch capabilities Gap analysis – job specs vs. person or Gap analysis – job specs vs. person or
candidate to candidatecandidate to candidate Pooling – not just replacement planningPooling – not just replacement planning Confidential accessConfidential access Reports, charts, graphs….Reports, charts, graphs….
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Features:Features:Organizational Organizational
AssessmentAssessment
Survey capabilities customized to the Survey capabilities customized to the company’s needs: company’s needs: Employee SatisfactionEmployee Satisfaction CultureCulture Assess initiatives, programs, etc.Assess initiatives, programs, etc.
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Competency DevelopmentCompetency Development
Access comprehensive competency Access comprehensive competency database to build:database to build: Core competenciesCore competencies Level competenciesLevel competencies Functional competenciesFunctional competencies
Survey employees to validate modelsSurvey employees to validate models Link to writing assistance tools, Link to writing assistance tools,
development recommendations, interview development recommendations, interview questions, etc. in other applicationsquestions, etc. in other applications
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Prepare + Select + ImplementPrepare + Select + Implement
Sponsor TeamProject
PlanDefineSpecs
ResearchRFI
Demos RFP Select &
Negotiate
Customize Test &
Pilot Launch Evaluate
Prepare
Select
Implement
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Challenges & Ensuring SuccessChallenges & Ensuring Success
Implementation Plan:Implementation Plan: Change Management Change Management
Analysis & StrategyAnalysis & Strategy Communication Strategy & Communication Strategy &
PlanPlan
HRIS Data – CLEAN!!!!!!!!!HRIS Data – CLEAN!!!!!!!!! ““Training” and Help Training” and Help
ResourcesResources
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Change ManagementChange ManagementWhat are the changes?
Who will they impact (stakeholders)?
What might their reactions be?
What is the strategy to address reactions?
Training Communication
DesignImplementation Approach
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Communication PlanCommunication Plan
Who are the Stakeholders & Influencers?
What do you want them to do?
What information/actions are needed to get them to do this?
What are the Vehicles, Messengers & Timing?
How will you Monitor & Evaluate?
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EvaluationEvaluation
SurveysSurveys Focus groupsFocus groups User groupsUser groups ROIROI
Be sure to communicate results again & Be sure to communicate results again & again……….again……….
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Final TakeawaysFinal Takeaways
All systems are not alikeAll systems are not alike You won’t get everything on your wish listYou won’t get everything on your wish list Build support throughout initiativeBuild support throughout initiative Education and communication are criticalEducation and communication are critical Don’t underestimate resistance to changeDon’t underestimate resistance to change Team approach with an “owner”Team approach with an “owner” Continuously market system & featuresContinuously market system & features Evaluate & refine – ongoingEvaluate & refine – ongoing Feedback needs & issues to vendorFeedback needs & issues to vendor
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Questions?Questions?