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Welcome

MATT O’CONNOR, PHD&

JENNIFER ORCELLETTOFEBRUARY 16, 2016

Talent Management: Aligning Implementation with Your Organization’s

Needs

PROBLEM

HCR ManorCare lacks an integrated approach to the Development and Succession of employees linked to their job and career performance. This results in confusion for employees, inability for the organization to effectively identify/develop talent, and difficulty linking performance to important knowledge, skills and abilities.

TALENT MANAGEMENT APPROACH

Organization

Strategy and

Culture

Learning

Succession

Performance

Management

PHASE 1 - LEARNING

Learning Assessment and Strategy

Learning GovernanceLearning Council

ASSESSMENT - CURRENT STATE

CURRENT STATE

LEARNING PRIORITIES

Standard tools and processesAutomation of processesAccountability for learningImproved technologyTime and accessibility

ASSESSMENT –VISION FOR THE FUTURE

LEARNING STRATEGY

Process

People

Technology

LEARNING GOVERNANCE

Learning Communit

y

Steering Committee

Learning Services

Learning Council

LEARNING CHAOSAS

SIST

ED

LIVI

NG

BU

SIEN

SS

OFF

ICE

CLI

NIC

AL

(FIE

LD)

CLI

NIC

AL

SERV

ICE

S

HE

ARTL

AND

H

HH

HU

MAN

R

ESO

UR

CE

S

HR

(FIE

LD)

INFO

SER

VIC

ES

LEG

AL

MAR

KE

TIN

G

OPE

RAT

ION

S

RE

HAB

SE

RVIC

ES

ASSI

STED

LI

VIN

GB

USI

ENSS

O

FFIC

EC

LIN

ICAL

(F

IELD

)C

LIN

ICAL

SE

RVIC

ES

HE

ARTL

AND

H

HH

HU

MAN

R

ESO

UR

CE

S

HR

(FIE

LD)

INFO

SER

VIC

ES

LEG

AL

MAR

KE

TIN

G

OPE

RAT

ION

S

RE

HAB

SE

RVIC

ES

LEARNING COUNCIL

LEARNING COUNCIL

Select and implement technologyCreate and implement standardsDefine and communicate strategyAddress inconsistencies

ON-GOING

Regular Meetings (Quarterly) Attendees find value in attending these

Learning Audits

Progress Reporting to Steering Committee

Keep Communication going between Departments

PHASE 2 – SUCCESSION ASSESSMENT FINDINGS

If you are here long enough you can get promoted. Less to do with knowledge and skills. More to do with tenure and expectation.

Employees are rarely told what needs to be done to move along a career path. Fend for yourself.

Didn’t have an easily accessible repository of employee education, skills, projects, competencies, etc.

Started with fillable pdf put into an Excel data base. Only a few people had access. Felt secretive.

PHASE 2 – SUCCESSION STEP 1

PHASE 2 – SUCCESSION STEP 2

Competencies linked to Learning and developed resources to improve in these competencies

PHASE 2 – SUCCESSION STEP 3

Buying content from Relias to improve skills and development

PHASE 2 – SUCCESSION STEP 4

Capture employee information on Learning, Experience, and Career Preferences

PHASE 2 – SUCCESSION STEP 4 CONT.

PHASE 3 – PERFORMANCE MANAGEMENT ASSESSMENT

Everyone has same performance review

Not linked to Succession or Learning.

Minimal focus on what an employee needs to do outside of goals for the next year often in terms of projects that need to be completed.

Done once a year and always looked at as a raise

CONCLUSION

Organization

Strategy and

Culture

Learning

Succession

Performance

Management

Thank You!