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PILAT TALENT MANAGEMENTPILAT TALENT MANAGEMENTOVERVIEWOVERVIEW
Roger Edwards
Director of Consulting and Client Relationship
Presentation OverviewPresentation Overview
Overview of Pilat
Talent Management Model
Developing a Talent Strategy
Engaging & Retaining Talent
Talent Solutions
Integrated Talent Technology Examples
Who are we?Who are we?
Pilat is a leading International Human Resources Consultancy,
Software House and Services Company, founded in 1974, Public
since 1997.
c.200 professional staff.
HR, MD & OD professionals Understand critical HR & MD requirements & best practice
Occupational Psychologists Understand People and their behaviour
Statisticians Understand data and what it really tell us
Information Technologists Understand the behavioural engineering power of technology
Experienced Managers Understand the bottom line needs
OurOur MissionMission
To enable our clients to excel
by optimising the HR
processes proven to underpin
superior organisational
performance.
We do this by integrating
advanced HR Methods,
Technology, and Data
Management.
Pilat HR Solutions: Areas of ExpertisePilat HR Solutions: Areas of Expertise
Why Pilat? Why Pilat?
Thought Leadership: Creative, Innovative professionals
in OD, MD, HR
Tried & Tested: Track record with blue chip clients
Pragmatic & Flexible: Tailoring to client culture and
practicalities
Our Clients Our Clients
Proven track record:
Talent ManagementTalent Management
Developing a Talent StrategyDeveloping a Talent Strategy
Designed to identify the organisation’s mission critical talent
practices that will ensure it can:
» Attract
» Engage
» Build
» Leverage
» Retain talent
Participants also identify the key HR metrics to ensure ROI and the practical actions to implement the ‘Talent Plan’
Building a Mission Critical Talent StrategyBuilding a Mission Critical Talent Strategy
Intervention OverviewIntervention Overview
Identifying business critical Talent factors
Identify what to start/continue/stop
Identify the measures for success & ROI
Using the Talent Management Toolkit
Identify manager actions for the ‘Talent Plan’ Cracking the talent code for each employee
Building the ‘team talent plan’
Identifying personal actions
Making the changes
Engaging & Retaining TalentEngaging & Retaining Talent
For all those in a leadership or management position, this
programme is a highly interactive and engaging 1 day
workshop aimed at:
Building an understanding of what it takes to engage and retain employee talent
Identifying why it is an imperative for managers
Equipping leaders to take immediate action.
Creating a personal action plan to improve business performance through engagement actions
ATTRACT Talent
Source Talent
Recruit Talent
Select Talent
Onboard Talent
ENGAGE Talent
Employee Talent
Plan
Engagement Planning
Performance Management
Manager Capabilities
BUILD Talent
Career Development
Plan
Internal Mobility Process
Succession Planning
Talent Review
LEVERAGE Talent
Career Development
Plan
Internal Mobility Process
Succession Planning
Talent Review
RETAIN Talent
Length of Service
Intentions
Departure Risk
Assessment
Job Sculpting
Turnover Scorecard
Organisation Direction
Values Visions Mission Business Strategy
Talent Results
Attract Talent
Engage Talent
Build Talent
Leverage Talent
Retain Talent
Business Results
Growth
Customer Satisfaction
Competitiveness
Speed
Innovation
Talent FrameworkTalent Framework
Intervention OverviewIntervention Overview
Understanding the engagement & retention concepts
Identifying the cost of engagement (bottom line impact)
Identifying personal action:
Assessment of current performance
Using the Fast Action Development Guide (48hours, 7 days, 30 days
and 90 days)
Identifying development and action
Draft ‘team talent plan’
Making the changes
Talent Solutions & Talent TechnologyTalent Solutions & Talent Technology
Talent Solutions On line development actions for managers and employees
Manuals and workbooks for manager development
Talent Technology Integrated talent Applications
Talent SolutionsTalent Solutions
Aligning engagement actions
Solutions that managers can implement
Solutions for teams
Solutions that can be given to individuals
Pilat HR Pulse™ TechnologyPilat HR Pulse™ Technology
A highly configurable HR decision support application building toolkit
Flexible, web-based, secure, multi-lingual and scalable technology
Application functionality addressing: Performance Management and Assessment
Development Planning
Talent Management and Succession Planning
360 Degree Assessment
Organisational Transition
Job Evaluation and Reward
Compensation Planning
HR PULSE is a ToolkitHR PULSE is a Toolkit Web-based accessible from anywhere
Intuitive and easy to use, our philosophy is no end-user training required for the system
Designed to reflect the process that you want
Provides Employee Self Service
Workflow via e-mail, trigger messages and calendaring
Can incorporate any competency/capability model
Can interface to multiple existing HRIS and other systems
Scaleable and flexible – easy to adapt to changing needs and expansion into other areas (e.g. Career Planning, Performance Management, Succession Planning, 360 Assessment, Performance Related Pay & Compensation Planning, Re-organisation)
Full security model – you decide who sees what, when.
Unlimited historical data analysis
Extensive standard reporting plus extensive ad hoc reporting and query tool
Data integration capabilities to allow access to all your HR data on your employees from one system
Hosting & SecurityHosting & Security
Multi-level approach to security to meet client needs:
Application level Hardening against Cross Platform Scripting, SQL injection, Buffer
overflow
Full suite of password options (Sarbanes Oxley)
Regular third party penetration tests
“Hardware” level Dedicated firewalls/servers if required
IP Filtering to ensure incoming traffic
Infrastructure level Tier 1 Hosting Partner
Performance Management FeaturesPerformance Management Features
Employee or Managers can initiate goal-setting and weighting of goals
Supports process workflow and alerts
Supports cascading goals aligned to business goals
Rating scales are company defined
Reporting such as Employee Profiles, Individual Development Plans, Performance Reviews, Rating Distribution, Compliance reporting, etc.
Supports semi-annual, annual or variable review periods
Stores historical performance data
Links to employee development planning
Support developmental activity libraries linked to competencies
External 360 results can be imported
Career Development FeaturesCareer Development Features
Person to role ‘Gap Analysis’
Recording of aspirations
Workflow to support Manager validation
Development Assignment and or Activity Planning to support
career development
Development tracking and success recording
Reporting covering Role coverage
Succession
Individual career plan
Succession Planning FeaturesSuccession Planning Features
Managers or HR can nominate successors
Supports position successors plus talent pools, job family nominations, etc.
Supports process workflow and alerts
Supports both position and employee-based succession
Successor and organisation charts with interfaces to organisation charting packages
Reporting such as Employee Profiles, Individual Development Plans, Succession Plans, Performance/ Potential Grid, What-If Analysis, etc.
Links to employee development planning
Support developmental activity libraries linked to competencies
Development PlanningDevelopment Planning
Employee or Manager development planning
Development advice and recommendation prompts
Competency/Capability aligned development advice
Links to corporate development advice and programmes
Tracking of progress and outcomes for IIP and evaluation of
materials
Reporting for – TNA
Development progress
completion
Talent Management System ScreenshotsTalent Management System Screenshots
Example SystemExample System
Project Summary: Pulse™ (Succession Planning)
System Size: 2500 employee records (profiles), Succession planning for top 600 positions spanning their top 4 bands (A-D).
Deployment: US & UK
Key Features Succession Planning Document Management
(ability to store documents within the database against employee records)
User customised “Home Page” for each menu via admin functions
Bulk Email
Example SystemExample System
Example SystemsExample Systems
Project Summary: Pulse™ (Performance Management & 360 Feedback®)
System Size: 4000 employee records
Deployment: UK
Key Features Performance Management Workflow: 360 administrator capability Message Centre to show
outstanding items Notification processes
Example SystemExample System
Example 360 SystemsExample 360 Systems
ManagerManager Menu: Nine Box GridMenu: Nine Box Grid
Where performance is recorded, we can provide an interactive function to allow managers to record potential and performance by placing the employee in a particular grid reference.
This can be particularly useful at senior level in moderating or validating managers’ recommendations.
Manager & HR Succession Nomination GridManager & HR Succession Nomination Grid
Nominations for any position can be reviewed dynamically. Reports can be run on any individual in the grid and, if being used as a moderating process with senior management, names can be moved around the grid or even removed if necessary.
HR Administration Menu: Employee MatchHR Administration Menu: Employee Match
As the employee can search to find which roles might suit them, the HR administrator can create a profile of skills and competencies and identify which individuals have the closest match. By highlighting any individual in the shortlist, their personal profile is overlaid against the HR determined profile showing comparative strengths and weaknesses.
HR Administration Menu: Simple SearchHR Administration Menu: Simple Search
More complex searches can easily be created using the search wizard. This can use any of the fields in the data base and will lead the person creating the search through a step-by-step process, building up a series of criteria.
The search is then named and stored for future reference.
EXAMPLE REPORTSEXAMPLE REPORTS
Report: Executive ProfileReport: Executive Profile
Report: Individual Development PlanReport: Individual Development Plan
Report: Competency ScoresReport: Competency Scores
HR Administration Report: Performance MonitoringHR Administration Report: Performance Monitoring
HR Administration Report: Performance MonitoringHR Administration Report: Performance Monitoring
HR Administration Report: Performance MonitoringHR Administration Report: Performance Monitoring
HR Administration Report: Performance MonitoringHR Administration Report: Performance Monitoring
Report: Skill & Competency SummaryReport: Skill & Competency Summary
Report: Overdue Development ActivitiesReport: Overdue Development Activities
Individual Succession PlanIndividual Succession Plan
Succession ChartSuccession Chart
Report: Position Succession SummaryReport: Position Succession Summary
Ripple AnalysisRipple Analysis
Report: Employees With No SuccessorsReport: Employees With No Successors
Report: High Potential SummaryReport: High Potential Summary
Report: Metrics Analysis ReportReport: Metrics Analysis Report
Report: Age, Length of Service, Time in Position AnalysisReport: Age, Length of Service, Time in Position Analysis
Report: Talent DashboardReport: Talent Dashboard