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2015 State of Talent Management
Powering Up Talent Management for Business Performance:
A Close Look at Progress and Trends
Sponsored by
your hosts
Amber Hyatt, SPHR
Chris Lennon
Director, Product [email protected]
@spamberhyatt
VP of Product [email protected]
@chrislennon13
Roll Out the RedCarpet® Experience
Talent Acquisition
Talent Development
Talent Administration
The HR of Tomorrow is Here Today
Businesses are reimagining the workplace in ways that seemed like science fiction a few years ago.
• Distributed workgroups network across continents
• New models of social interaction reshape top-down leadership styles, enable collaboration
• Sophisticated data analysis methods empower companies to minimize risks
4
2015 Industry Snapshot
Change is in the air• Disruption, movement in the makeup of the workforce
• Companies visualize new ways to engage and develop employees
• Greater and more complex regulation
• Heightened attention to privacy of employee data
• Business users clamor for mobile apps, 24/7 data access
• Recruitment hot seat as global economies strengthen, employees jump ship
• Consolidated, integrated HR solutions center around the HRMS
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Research Scope and Methods
• Surveys: Talent Management Technology, HR Strategy, HRMS, and What Keeps HR Up at Night?
HR and L&D professionals responded
work in companies > 500 employees
10+ years of experience as talent management professionals
6
Top 10 HR Trends for 2015
key technology priorities
Your CEO says it’s a priority but you have to hold fundraisers to buy it.
Key technology priorities
HR technology purchases
27.8% Onboarding
21.6%HRMS
13.9%Recruiting
24.6% Performance
24.1%Benefits
20.1%Learning
2014 HR technology survey by Human Capital Media Advisory Group, the research arm of Talent Management
48.8%Suite
Solutions“the Works”
Integrated with HRMS
Integration of HR functions
64%Partial Automation
minimize confidential data risk
“Being an open organization doesn’t mean sharing everyone’s salary information.”
HRMS Experience
Improper disclosure of private information is harmful and damages reputations. In addition to resources required for investigating and correcting problems, the law allows for civil penalties against individuals and/or institutions found to be in violation of the law.
‐‐ Major University Newsletter
user interface: the “deal breaker”
“We know Facebook is easy to use than our systems,
but you can’t use it at work.”
We need systems that are easy to use so managers can focus on their jobs rather than struggling to master new systems.
talent management gets pressure to go mobile
Hawaii vacation really means “working remote”
Put momentum in mobile HR
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“The focus of new applications should now be ‘mobile first’ and the usage mechanics, user interface, and design should be built around the use of a mobile device.”HR Technology for 2015, Josh Bersin, Bersin by Deloitte, October 2014
Mobile way of life
Mobile technology: HR isn’t savvy yet
22
31% use mobile Recruiting
26% use
mobile Learning
57% neutral or
unconcerned about mobile
HR
Self‐service HR: Managers behind
of employees have
self-service
of managers have self-service
easier approval for purchasing analytics tools
What do you mean “you didn’t join HR to be an accountant?”
C-suite in demand of workforce data
84%Performance Management
83%Recruiting
81%Workforce Planning
New HR watchword:Internet of Things “IoT”
Another acronym you have to learn like: LOL, TMI or IOAWSILLIW
What is the Internet of Things?
Gartner says by 2020 over 26 Billion connected devices
“Connecting any device with on/off switch to the internet & each other”‐Jacob Morgan, Forbes.com
Giant connected network
How does “IoT” impact HR?
• Endless opportunities for connections & impact
• New boundaries for developing workforce capabilities
elevating performance management
Like that time you totally mastered “I Like to Move It” on Just Dance for Wii
Top Performance Concerns
30
49%Want to tie performance
to compensation
45%Want to tie performance
with learning and development
68%Want reviews to be more strategic – not yearly
tactical events
Instead of wasting our time debating whether to eliminate performance appraisals, we should be talking about how to make them more effective.
‐ Edward E. Lawler III (University of Southern California)
Is PM Going Away?
Only 6% are considering ending the annual review
develop leaders | address skill gaps
“Does increasing bench strength have something to do with starting a
company baseball team?”
Leadership Bench
60%No
or Don’t Know
40%Yes
#2 HR Concern
84%executives think the ability to develop and manage teams will be essential for future competitiveness
Developing Leaders
71%High performers missing something to excel at the
next level
Successful Leaders
70%Challenging assignments
(job changes and stretch assignments)
20%Other people
(bosses, coaches, mentors, etc.)
10%Formal courses and books
Source: Center for Creative Leadership
engagement & retention, biggest human capital issues
Consider adopting Oprah’s retention plan: “You get a car, and you get a car…”
• Engaging and retaining the best employees
• Developing leaders and addressing skills gaps
• Recruiting the best employees
37
1
2
3
Top HR Concerns
Close the Gap, Make Way for Millennials
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Millennials already in leadership positions “The Mantle Of Leadership Is Passing To Millennials -- Get Ready,” George Bradt, Forbes
Professionals concerned about recruiting Millennial talent as “Boomers” retire
Millennials that have 4 or more direct reportsDeloitte Global Impact 2013. Deloitte Touche Tohmatsu Limited (DTTL) Millennial Survey.
• Develop engaging career web sites with rich content• Design employment packages focused on work/life
balance• Generate excitement during onboarding
• offer plentiful opportunities for learning & development
• Develop a social, collaborative, team-oriented culture
• Enable mobile, social technology • Role rotation to provide exciting challenges
How can HR pros attract & engage millennial talent?
HR still elbows for a seat at the strategic business table
Regressing back to your childhood when you were forced to sit at the little kids table until you were 23.
The Business Side of HR
41
Professionals say their HR planning is linked to business strategy
HR expresses anxiety about strategy:
report concerns about developing a strategic—not tactical—HR organization
want a seat at the table in strategic business decisions
Challenges faced in aligningHR with overall company strategy
Tips from the Pros: Aligning HR with Business Strategy
• “Make HR decisions like any business decision. Make sure it’s in the interest of the company and the bottom line.”
• “Consistent and continuous inclusion in the planning process ensures alignment.”
• “Partner with C‐level leaders.”
• “Lead as if you were the business owner: Know the business, understand the financials, insist on accountability.”
• “Capability mapping. Quarterly reviews. Coaching and advising. Strategic evaluations. Employee surveys.”
43
HR Call to Action in 2015
Lead the Pack with Innovation and Business SavvyPassing the “Wallet Test”
44
“Human Resources work does not begin with HR—it begins with the business… Competitive advantage exists when a firm does something unique that competitors cannot easily copy. HR passes the wallet test when it creates human abilities and organizational capabilities that are substantially better than those of the firm’s competitors.”
The HR Value Proposition, Ulrich and Brockbank, Harvard Business School Press.
Proprietary and ConfidentialThis material is proprietary to SilkRoad, inc. It contains trade secrets and confidential information which is solely the property of SilkRoad, inc. This material is solely for the client’s internal use. This material shall not be used, reproduced, copied, disclosed, transmitted, in whole or in part, without the express consent of SilkRoad, inc.
Thank You!