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© Copyright, 2016
How to Increase Employee Engagement Through Competency-Based Ta lent Management
© Copyright, 2016
Presented by Christine Lamothe,
Director, Professional Services
HumanResourceSystemsGroup,Ltd6AntaresDrive,PhaseIISuite100O6awa,Ontario,K2E8A9,Canada
www.competencycore.com
Hosted by Linda Ginac,
CEO
TalentGuard,Inc.9015MountainRidgeDriveIISuite240
AusJn,Texas78759www.talentguard.com
PRESENTATION TITLE | 3
About our Presenter, Christine Lamothe
Ms.Lamothehasover25yearsexperienceasahumanresourcesprofessional,andiswellknownforherexperJseindevelopingcompetency-basedhumanresourcemanagementprogramsandtoolssuchasassessment,interviewing,competency-basedhumanresourceplanninganddevelopment,andperformancemanagement.Sheco-authoredHRSG’sCBMCerJficaJonProgram,definingthemethodologyfordevelopingcompetencyframeworksandusingcompetenciesinTalentManagement.
3
© Copyright, 2016
Agenda WhatarecompetenciesTheirbenefitsBestpracJcesCompetenciesandtalentmanagementVigne6es
© Copyright, 2016
About HRSG Worldleaderincompetency-basedtalentmanagementOfficesinO6awa,TorontoandDubaiFor25+years,wehavehelpedourclientsusecompetenciesto:• definetheirtalentneeds,• addressskilldeficiencies,and• improveindividualandorganizaJonalperformance
PartnerwithTalentGuardtodeliveracompetency-basedtalentmanagementsoawaresuite
© Copyright, 2016
Return on Investment
– 92%greaterabilityto“respondtochangingeconomiccondiJons”
– 156%greaterabilityto“developgreatleaders”– 40%lowerturnoveramonghighperformers– 87%greaterabilityto“hirethebestpeople”– 26%higherrevenueperemployee
» Bersin2010
– 19%improvementinemployeeperformance– 12.5%increaseinsalesandprofits
» Spencer2001
6
PRESENTATION TITLE | 7
“AnorganizaJondoesnotsucceedbecauseitisbigorlongestablished;itsucceedsbecausetherearepeopleinitwholoveit,sleepit,dreamit,andbuildfutureplansforit.”(unknown)
© Copyright, 2016
Company-wide Enablement
8
Competenciesdrivebehavioralchange.
Competenciesprovideameanstomeasureemployee
behaviors.
© Copyright, 2016
Why Do Organizations Turn to Competency-based Talent Management?
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StrategicVision
EmployeeBehaviors
ImprovedBusinessResults
Fororganiza1onsthatseektoaligntheirworkforcewithbusinessobjec1ves,competencymanagementiscri1cal.
AberdeenResearch
© Copyright, 2016
Link to Success
Ø Competenciestranslatethestrategicvision,valuesandgoalsfortheorganizaJonintobehaviorsoracJonsemployeesmustdisplayinorderfortheorganizaJontobesuccessful.
11
ObservableabiliJes,skills,knowledge,moJvaJonsortraitsdefinedintermsofthebehaviors
neededforsuccessfuljobperformance.
12
Whatisacompetency?
© Copyright, 2016
HR Professional HR Manager Executive HR Director
© Copyright, 2016
Competency-BasedTalentManagement
IdenBfygapbetweenpresentskillsetsand
futureskillrequirements
ShortenstheLearningCurve,asthenew
recruitsdemonstratehighpotenBal,etc.
IncreasesemployeesaBsfacBonleadingtoreducedturnoverrate
IncreasesemployeeproducBvityand
operaBngeffecBveness
IdenBfyareasforemployee
developmentthataredirectlylinkedto
desiredorganizaBonobjecBves
Improvedhiringdecisions
TranslatetheorganizaBon’svisionandgoalsintoexpectedemployeebehavior
CAREERPATHING
SUCCESSIONPLANNING
PERFORMANCEMANAGEMENT
LEARNING
MANAGEMENT
360DEGREEFEEDBACK
© Copyright, 2016
3 Vignettes
Ø PoorhiringdecisionØ LossofagoodemployeeØ Hiringawellalignedcandidate
16
© Copyright, 2016
Vignette #1: Poor Hiring Decision
MeetJoe…• 6yearsexperiencein
productdevelopmentwithrelatededucaJonandcredenJals
• HiredasaProductDevelopmentManager
• HiringmethodfocusedoneducaJonandexperience
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© Copyright, 2016
Vignette #1: Poor Hiring Decision
ABer6months,hadtofireJoeduetolackofperformance.
18
© Copyright, 2016
Why didn’t things work out with Joe?
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PoorfitØ PersonalityconflictsØ DifficultyadapJng
LackofengagementØ Noclearunderstandingof
expectaJonsandrole
SlowlearningcurveØ Didn’thavetheskills
neededtolearnquickly
PoorperformanceØ Didn’tmeettargetsØ Couldn’tmoJvateteamto
perform
© Copyright, 2016
Organizational Impacts
SpentJmeandmoneyhiringanemployeewhodidn’tstay
Affectedmoraleandperformanceofteam
RiskofliJgaJon
Failedtomeetgoals:delayedproductlaunch
20
© Copyright, 2016
Let’s try it again!
21
OrientaBon&CoachingØ Clearlydescribedbehavioral
expectaJonsØ On-jobCoachingforkey
competencies
Ø Usedcompetenciestodescribeexpectedbehaviors
Ø CoachedtokeycompetenciesØ Monitoredbehaviors&
performance
Hiringmethodsfocusedonkeycompetenciesrequired
Ø Teamwork&TeamLeadershipØ Adaptability
Ø CompetenciesdefinedØ Structuredcompetency-based
interviewapproachØ Referencesfocusonkey
competencies
© Copyright, 2016
© Copyright, 2016
Vignette #2: Loss of a Good Employee
MeetJackie…• 12yearsexperienceasa
SalesRep,strongtrackrecordandmajorpotenJalforgrowth
• AcceptedposiJonduetocompanycultureandpotenJaladvancementopportuniJes
23
© Copyright, 2016
Vignette #2: Loss of a Good Employee
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ABer18months,JackieleBthecompanytogotoacompe1tor.
Oncehired…⁻ Managerdidnotcommunicate
possiblecareerpathopportuniJes⁻ Nomechanisminplacetofindthe
informaJon
© Copyright, 2016
Why Jackie left?
25
LackoffeedbackØ Managerunabletoprovide
feedbackonhowtodevelopcareerpath
LackofengagementØ Unabletotakechargeof
hercareerØ Wasn’tchallengedinthe
role
LackofmanagementcompetenciesØ Managerdidn’thavethe
rightcompetenciesrequiredtoempowerhisemployees
PoorjobsaBsfacBonØ Didn’tseewhereshefitin
theorganizaJonandwasunabletoreachherfullpotenJal
© Copyright, 2016
Organizational Impacts
SpentJmeandmoneyhiringandtraininganemployeewhodidn’tstay
LostahighpotenJalemployeetothecompeJJon
Lostmomentuminmakingsales
Sendsamessagetootheremployees:nocareerhere!
26
© Copyright, 2016
Let’s try it again Jackie!
Everythingyouwantedtoknowaboutcompetencies27
CareerDevelopmentToolsØ Keycompetenciesrecognized
bytheorganizaJonØ CompetencyProfileswithin
careerpathØ Toolsforself-assessmentand
developmentØ Policiesandresourcesfor
developmentofcompetencies
PerformanceCoachingØ Careerdevelopment
discussionwithmanagerØ Competencyassessmentand
coachingØ Developmentassignments
© Copyright, 2016
Vignette #3: Hire a well-aligned candidate
MeetRebecca…• 2yearsretailsalesexperience• HiredasaCustomerServiceRepbased
onalignmentofpersonalcompetenciestojobrequirements
• Duringinterviewprocess,demonstrated:§ AchievementOrientaJon§ IniJaJve§ ClientFocus
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© Copyright, 2016
Vignette #3: Hire a well-aligned candidate
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ABer16months,Rebeccawaspromotedto
CustomerServiceManager.
© Copyright, 2016
Why did Rebecca succeed?
30
GoodfitØ Hiredbasedondisplaying
competenciesneededforsuccessinthejobANDtheorganizaJon
Highlevelofengagement&jobsaBsfacBonØ Wasabletotakechargeof
herowncareerduetocleardevelopmentpaths
ShortlearningcurveØ Addressedskilland
knowledgegapsinatargetedmanner
ExcellentperformanceØ ExcelledinherposiJonØ Managerreinforcedand
recognizedcompetencies
© Copyright, 2016
Organizational Impacts
CustomerServicedeliveredeffecJvelyandconsistently
HighimpactandreplicablehiringpracJcesinplace
Engagementamonghighperformingemployees;moJvatedtosucceed
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© Copyright, 2016
Best Practices for Using Competencies
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• Communicateidealcandidateprofile
• Selecttokeycompetencies
• Standardizedtoolsandmethods
• CommunicatejobexpectaJons
• Coachtocompetencies
• AssesscompetenciestoidenJfygaps
• Learningplanstoaddressgaps
• Careerdevelopmenttoolsalignedwithcompetencies
• Careerdevelopmenttools
• Expectedbehaviorsclearlydefined
• Reinforcekeycompetencies
• Assesssuccessorsagainstcompetencies(e.g.leadershipprofile)
• IdenJfykeycompetenciesneededinworkforce
Hiring Performance Development Engagement Planning
Hirebe9erquality
employees
Greaterjobknowledge&competence
Quicklearningcurveandtargeted
development
GreateremployeeretenFon&moFvaFon
BuildahighperformingworkforceGo
als
© Copyright, 2016
Getting Started with Competencies
33
1. CompetencydicJonarywithgeneralandtechnicalcompetencies
4. Training
2. PlanforimplementaJonandroll-out
3. Enablingtools
CompetencyLibraries
ConsultaJonEngagement
Guides,Templates,BestpracJces
SupportalltalentmanagementapplicaJons
HowHRSGCanHelp?
© Copyright, 2016
TalentGuard Software Solutions
Maximize the potential of your employees by measuring their progress.
Ensure total compensation and rewards are fair and transparent.
Enable employee-driven career development.
Find the best job fit for your workforce based on comprehensive data.
Take advantage of employee centered feedback to drive improvements.
Foster inspiration and high morale with accomplishments you can see.
Engage your workforce with competency-based learning.
Match employees with coaches and mentors to improve outcomes.
© Copyright, 2016
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