tallent management ibm smarter workforce

Smarter Workforce Solutions

TELKOM INFO DAY18 November 2015

© 2015 IBM Corporation2

Addressing Talent Gaps is the Top Workplace Challenge Most Concerning the C-Suite

Source: 2014 IBM CHRO study: New Expectations for a New Era: CHRO insights from the Global C-Suite Study

% of CHROs

• 66% anticipate losing business to competitors

• 64% fear a loss of revenue

• 53% anticipate delays in innovation

• 59% face lower customer satisfaction

• 87% say their employees feel more pressure/stress

Accenture 2013 Skills and Employment Trends Survey

CHROs find developing talent to be their largest workforce challenge

CEOs fear gaps in their current talent will directly impact customer success:


How can I attract and hire more people just

like my top performers?

How do I foster knowledge sharing and collaboration to drive more innovation?

How do I develop the next generation of leaders for a more global, flexible, and

diverse workforce?

How can I rapidly develop, deploy and optimize skills and capabilities to match emerging opportunities?

How do I know if I’m recognizing and rewarding my employees optimally?

How can I predict what different segments of my

employees need and what actions to take to optimize

business outcomes?

How do I find real-time, hidden, game-changing

insights from data available inside and outside my

organization?

How can I bring people into the organization so they’re productive from

Day 1?

How do I gain continuous insight into what my employees

think of the organization?

How do I know salary planning is aligned with our

business strategy?

Workplace Challenge Most Concerning the C-Suite


• Workforce Readiness and Predictive Hiring/Retention (Talent Insights powered by Watsons Analytics)

• Survey Analytics

• Talent Acquisition Suite (BrassRing Applicant Tracking, Assessment Testing and Selection, Onboarding, CRM)

• Leadership Assessment

• Leadership Development

• Engagement Surveys

• Learning Management System (LMS)

• Social Collaboration (Connections)

• Social Learning, Learning Content Management System (LCMS)

• Performance Management• Talent Framework

• CompAnalyst (Market Data)

• Career & Succession Planning

• Compensation Planning

IBM Talent AcquisitionHow you can attract the best talent and get them productive?


Organizations Struggle to Find People with the “Right” Skills who Fit into their Organizations

1 Bersin, 2 DDI 3: LinkedIN

“Today’s critical talent shortage is the result of a major mismatch between available skills and needed ones”1

Organizations struggle with the effectiveness of their talent acquisition processes, and continue to rely on subjective ratings2

70% of the Global Staffing Leaders agree that Brand is a Key Driver to hiring top talent. Only 58% of companies has a brand strategy.


Ranked #1 as the Industry leading recruitment technology

IBM Recruitment Technology simplifies and improves the efficiency of attracting, assessing, tracking & onboarding talented candidates as they move through the hiring process.

Science based approach to clearly articulate and reflect your organizational culture ensures candidates will fit and thrive.

Employment branding services to help organizations create and articulate corporate culture to attract and hire the best people.

Fully-integrated, highly predictive assessments with a library of 1200 skills assessments and 200 behavioral/cultural/personality assessments to improve quality of hire

Hire the Right People , Right Job , Right Time


Solutions and information presented in a design tailored for easy access and immediate action

Persona-based digital experience

simplifies use and enables

social engagement from

any page

IBM SaaS Cloud infrastructure

ensures reliability, performance and

ease of deployment

Talent Acquisition Suite

Feature Rich Solutions for Screening, Assessing , Selection, Hiring & Onboarding of Talent

36 LANGUAGES340M+

APPLICATIONS IN DATABASE

DEPLOYED IN 170 COUNTRIES

1M+ USERS LOG IN PER DAY

50M+ APPLICATIONS

PER YEAR


It takes TOO LONG!

Not easy to hire

associates…

People Business• 80K seasonal

associates• Hired/off-boarded

each year• August-January

hiring cycle

Each professional position not filled added up to millions of lost revenue

• Complex & cumbersome recruitment process

• Understaffed team• Unhappy users and candidates

• Too many steps, too many emails, • Too many hand-offs, too much

follow-up

Customer Case Study - Financial Services CompanySeasonal business, reaches 1 out 6 Americans annually


The Results :

• The company is hiring candidates 75% faster, adding

additional revenue to the business.

• Faster hiring, Faster time to productivity.

• Field leaders are spending less time on recruiting and

more time devoted to adding additional value to the

business

• Also Improved candidate experience significantly

• IBM met an aggressive seven-month deadline to

implement its Applicant Tracking (ATS) and

onboarding solutions. SAME DAY HIRING!! ( Down from 12 days)

Customer Case Study - Financial Services CompanySeasonal business, reaches 1 out 6 Americans annually

IBM Talent Engagement How you can listen to the voice of the organization to measure engagement and take actions to ensure it’s as high as possible to boost business results?


Thomas Watson, Jr. Former CEO of IBM

I believe the real difference between success and failure in a corporation can very often be traced to the question of how well the organization brings out the great energies and talents of its people.

“

”


EngagementSatisfaction

Pride

Advocacy

Commitment

Engaged employees want to perform. They are:

Extremely satisfied with the company

Willing to recommend their company

Committed, rarely thinking about leaving

Proud to work for their company

Enabled employees can perform. This requires that:

Leaders focus on quality and set performance standards

The company uses customer feedback to improve

Employees have the training to perform

Employees cooperate to drive results

EnablementQuality

Teamwork

Customer activation

Skill development

Engagement by itself is not enough. To achieve your goals, you also need enablement.

Profitability

Retention

Absenteeism

BUSINESS IMPACT

Quality

Diversity&

Inclusion

Safety

BUSINESS IMPACT

High Performance Engagement Model


1 2 3 4Drive & Sustain Change• Executive summary of

overall results (Story behind the numbers)

• Priority Analysis• Survey Champions

Training• Online Action Planning

tool & resources

It’s All About YOU• Stakeholder

Interviews• Mission, Vision,

Strategy• Values• Competencies• Current Survey

Content• Research Based

Indices- 74 items• Customized Questions

Survey Management Portal• Unique Org Mapper* • Survey Order System

(SOS)*• Barcode Paper

Surveys*• Multilingual –52

languages, and reports translated into 28 languages

• Real Time Response Rate Tracker

• Automatic Email Reminders

• Reporting Solutions • Survey Analytics*

Real Time Dynamic Reporting

• Tailored Reporting Options

• Simple & Easy to Understand

• Manager 2 pager Dashboard

• Data Miner & Graphical Reporting Tool*

• Qualitative Analytics*• Linkage Research

(optional)

*Enterprise Platform only

Largest Global Norm800M Survey item responses 200 countries795 survey projects annually 400 clients globally


Connecting employee engagement and key metrics impacts the bottom line for Caterpillar

IBM Talent FrameworksHow you can do job and competency modeling better, faster and with more impact.


Talent Frameworks – Content Overview Just Released in 2015!


The IBM Competency Types

Functional Competencies

Lead

ersh

ipCor

e

Reflects strategy and culture Supports selection and hiring Reflects the leadership pipeline Applicable to all roles

Reflects functional strategy and key skills

Applies to all functional incumbents and candidates

“A combination of knowledge, skills and abilities (KSAs) describing the demonstrable indicators of proficiency.”

Reflects job/role specific knowledge and skills

Well suited for skills assessment, skills inventory analysis and development

Applies to incumbents and candidates by position

Technical Domain Specific Competencies

• Lominger/KornFerry/PDI• DDI

• Internal


Competency Implementation – Build vs buy? Accelerate the time to result

Develop and use quickly and update over time. Focus on buy-in and change management processes. Make sure you get to the applications; don’t get stuck

in model development

Get the “big things right”; “don’t dwell on the small stuff”.

Apply existing materials and best practices in developing a rapid draft

Focus on the overall architecture

Key success criteria and themes.

Position models as prototypes for learning how to change behaviors (vs. a perfect output image).

application Integration

IterationLaunch &

Communication ImplementationIBM / IBM Competency Development

80% of the effortRecommended Approach 20% of the effort

Typical Competency Developmentapplication Integration

Iteration

Launch & Communication

Implementation

20% of the effort (if able to move out of development stage)

Typical Approach 80% of the effort

IBM Talent Insights How you can apply analytics easily to any workforce challenge using any HR data


HR ProfessionalData Scientists & Statisticians

ITData Access

Analysis

Validation

Collaboration

Reporting

Data Preparation

HR Analyst

Getting insights has never been a straight forward process


https://www.youtube.com/watch?v=taZh_yYsctM

Powerful workforce analytics that are easy to use Harness the potential of any HR data Cognitive Analytics and deep HR expertise

Understands the Language of HR

Automated intelligence accelerates your ability to answer questions

Think Ahead

Guided analytics reveals insights and opportunities within your workforce data

Tell a Story

Visualizations support your decisions and communicate results

Your HR data

IBM Kenexa Talent InsightsPowered by Watson Analytics

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IBM Kenexa Talent InsightsOpen, for any HR Data

Data Selection / File

Extraction

Data Quality Analysis / Profiling

Data Integration

Data Shaping

Easily connect to workforce data and add customized HR ontologies for a more personalized analytics experience.

Data services to profile, clean and transform data for analysis and create a trusted source of all HR data for analysis.

Accelerate time to insights by leveraging the expertise of over 100 Industrial and Organizational Psychologists.

Define the Business Problem

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Other HR Data

Retention Data

Performance Data

Business Metrics

Expert Consulting

How can we improve high performer retention

within our critical locations?

How can we improve customer loyalty

through workforce drivers?

How can we safeguard our leadership talent pool for critical roles?

How can we mitigate conduct risk?

Are we hiring the right quality of

staff?

What drives employee

engagement?

Are our leaders effective?

How healthy is our talent pipeline for

critical skills?

Skills & Performance

Inventory

Employee Surveys

Hiring Systems

Training & Learning Assets

Leadership Assessments

KENEXA TALENT INSIGHTS ANSWERS QUESTIONS THAT ALIGN HR WITH STRATEGIC BUSINESS DECISIONS.

ANSWER TODAY’S HR QUESTIONS

IBM Kenexa Talent Insightspowered by Watson Analytics

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Single-vendor Strategy

• Unified look & feel• Cross-module

reporting/analytics• Reduced choice; must

utilize all modules from the same vendor to realize the benefits of integration

• Existing investments must be discarded

Multi-vendor Strategy

• Can select the best provider in each area

• Can retain legacy technology investments where it makes sense

• Users must deal with multiple systems

• Cross-module reporting/analytics is difficult

Open Framework Strategy• Can select the best provider in

each area• Can retain legacy technology

investments where it makes sense

• Unified look & feel• Cross-module reporting/analytics

From Single-Vendor to Open HR Strategy

33

SMS

Job Distribution

Assessments

Virtual Interviews

Consultants

HRIS Integrations

Work Opportunity Tax Credit

Employment Screening

Job Marketing and CRM

Learning

Recent partnerships

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Easily navigate between apps

Thank you!