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Managing People:Managing People:Becoming a Talent ManagerBecoming a Talent Manager
ABOG ConferenceABOG ConferenceUC Santa BarbaraUC Santa Barbara
April 2012April 2012
Farfalla BorahManager, Employee & Labor RelationsUCSB Human Resources
Lubbe LevinAssociate Vice ChancellorUCLA Campus Human Resources
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Why is Talent Management Important?
Changing economic environment
Challenge of remaining competitive
Loss of intellectual capital; knowledge gaps
Need for internal knowledge transfer
Workload challenges during transitions
Value of developing internal talent with a diverse workforce
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UCLA Strategy: Succession through Development
Management Skills Assessment Program
Professional Development Program
Staff Enrichment Program
Comprehensive Skills Training Programs
Management Development
Management Seminars
UC Business Officer Institute
UCLA Stewardship Roundtable
Leadership Development
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UCLA’s Professional Development Program (PDP)
Goals: Develop management skills Expand professional networks Understand UC culture Enhance diverse leadership talent
Program components: Career Assessment Retreat 360 degree feedback (confidential) Skill development and team building Mentoring with Senior Managers Department-sponsored Team Projects
Becoming Your OwnTalent Manager
Study yourself
Learn how others see you
Is your current role a good match?
Find your passion
Go the extra mile to achieve excellence
Put your values into action
Create your own path
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UC Santa Barbara
Be S.M.A.R.T.* Training Program.
Funded by Office of Risk Services’ Be Smart About Safety Program
*Successfully Managing & Retaining Talent
Employee Engagement &
Change Management
What is the #1 way we can improve employee retention, morale and
increase employee engagement?
YOU!
What is Employee Engagement?
“...a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work." (The Conference Board)
An employee’s direct relationship with his/her manager is the strongest of all drivers of employee engagement.
What can you do?
Be a mentor. Focus on employee career development and professional growthActively Listen. Your “Open Door” policy is not enough. Recognize, Thank and Reward. Daily or weekly not annually.Get out of the way. Trust, delegate and share (information, resources).
Change Management: What is your appetite for change?
What can we do to help our employees prepare for and succeed at change?
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Q & A