does integrated talent management make recruiting better?

ACHIEVE TALENT MANAGEMENT SUCCESS

Does Integrated Talent Management Make Recruiting Better?

November 3, 2010

Agenda

 Why Integrated Talent Management?  Why is integrating Talent Management so difficult?  What is the Black Box?  How does Recruiting benefit from the Black Box?  What are your questions?


Why Integrated Talent Management?

Traditional Talent Management

Integrated Talent Management

Talent Strategy & Workforce Planning

Competency Management

System Enablement

Strategy

Process

DNA

Scalability

Change Management Awareness – Acceptance – Adoption

Transformation

Corporate Vision, Culture & Strategy

Talent Acquisition Succession Planning Learning & Development

Performance Management Compensation Planning Leadership Development


What it looks like:   Talent Strategy and Planning

as derived from your WFP   Disciplines execute processes

in accordance with strategy   Coordination between

functions: inputs and outputs   HR Systems communicate and

share data   Competency management is

the DNA / common language   All HR functions operate in

alignment with the business strategy

Source: Bersin Associates, 2008 Talent Management Factbook


Source: Bersin Associates, 2008 Talent Management Factbook

Why integrate? Why now?

What’s Troubling Recruiting?

  Timing –  Impossible objectives –  Sudden deadlines –  Difficult to find talent

 Resources –  Doing more with less –  Effort-intensive sourcing and recruiting (network building/social

media use etc.) –  Lack of support from other talent functions (workforce planning,

learning and development, succession planning)

  Impact –  Tactical functionality (“order-taking”) –  Lack of ability to connect to business strategy

Recruiting: Solutions through ITM

 Pro-active Timing –  Early requirements (based on workforce planning) –  Known deadlines –  Time to address challenges –  Time to establish networks for difficult-to-find talent

 Aligned Resources –  Informed strategy –  Alignment of recruitment resources with talent needs –  TIME for effectiveness

 Measurable Impact –  Driven and by strategic workforce planning data –  Measureable impact, based on defined needs and timelines


Why is integrating Talent Management so difficult?

Integration Challenges – Strategy

  Integration Focus: One TM project at a time, without a meaningful view of the whole

 Continuity: Projects start and stop

 Consistency: Some areas integrate with others, while others fall behind

 Purpose: Funding often goes to the squeakiest wheel

 Sustainability: Not a sustainable approach

Integration Challenges - Execution

 Complexity: High level of complexity  Dependencies: Difficult to design dependent

processes  Ownership: Owners of processes are

organizationally separate  Technology: Technology requirements for

integration are unclear  Expertise: Lack of individual with broad expertise

across Talent Management


What is the Black Box?

Black Box Analysis

 Purpose –  To develop a “schematic” of the “architecture” of the

Integrated Talent Management “system”  Objectives

–  To create a high-level picture of the future state interaction between all Talent Management disciplines

–  To define the future state inputs, outputs and assumptions of each Talent Management discipline

–  To develop the framework for the future state process development in each Talent Management discipline

Complex System

Black Box Analysis: Overview

Black Box #1 •  Objectives

•  Activity #1 •  Activity #2 •  Activity #3









Black Box Analysis Process

  For each Talent Management discipline, determine: –  The objectives and high-level activities of that discipline –  The inputs required to meet the objectives of that discipline

•  If possible, the supplier of each input –  The outputs produced by each discipline

•  If possible, the consumer of each output –  The assumptions required to meet that discipline’s objectives

TM Discipline #1 •  Objectives


Assumptions

Inputs Outputs Supplier Consumer

Sample: Process Alignment Grid

Black Box Analysis: ITM Schematic


How does Recruiting benefit from the Black Box?

Traditional Recruiting (Before)

•  Uninformed Workforce Information: On March 15th, Jane, a Manufacturing Site Manager says her plant is fully staffed, not realizing that the business strategy dictates a change in production schedule requiring additional staff.

•  “Surprise” Short-Notice Recruitment Requests: On March 22nd, Jane calls her recruiter and says she needs to hire 100 people by April 15th.

•  Reactive, Behind-Schedule Recruitment: The recruiter scrambles to initiate hiring as rapidly as possible based on this unforeseen need; as a result, Jane’s plant is not fully staffed for six months.

ITM and Recruiting (After)

•  Forecast-Driven: As an output of the Business Planning / Capabilities Planning process, the Staffing, Career Planning & Development and Succession Planning teams receive a forecast near the beginning of the year.

•  Pro-active Sourcing: The forecast indicates two scenarios of either “no hiring” or the “need to hire 100 people at this plant.” All three teams begin to identify talent for this talent need at the beginning of the year.

•  On-time Responsiveness / Recruitment Results: When the call comes in on March 22nd, internal and external talent has already been identified to meet the need.

Common Recruiting Inputs

 Succession Planning to Recruiting –  List of successors –  List of positions with weak / no benches

 Performance Management to Recruiting –  Performance / Competency Ratings (Quality of Hire, Internal

Applicants)

 Workforce Planning to Recruiting –  Buy Plan / Borrow Plan

  Learning & Development to Recruiting –  Competency Model

 Compensation to Recruiting –  Competency-Based Job Descriptions –  Salary Ranges

Common Recruiting Outputs

 Recruiting to Workforce Planning –  External Labor Market Analysis –  Offer Decline Trends

 Recruiting to Learning & Development –  Newhire Competency Evaluations –  Newhire Start Notification –  Internal Candidate Application History / Hiring Assessements

 Recruiting to Succession Planning –  Newhire Competency Evaluations

Insights for Leadership and Planning

 Key Benefits of Black Box Approach –  Combines “big picture” perspective and functional detail –  Drives both immediate activity and long-term strategy –  Allows for design of each process while meeting the integration

needs of the system –  Creates practical direction and prioritization for all ITM activities

 Key Considerations –  Importance of “Big Picture” thinking –  Importance of innovative thinking –  Aggressive timeline helps drive results –  Balance perfection w/ timeline / progress

What are your questions?

Andy Rice, Practice Manager, ITM The Newman Group, A Futurestep Company

[email protected]

www.futurestep.com www.tng.futurestep.com