Achieving Results With Talent Mobility: Case Studies and Lessons

The audio will automatically stream through your computer speakers.

To join the teleconference (optional), please dial:

Toll Free: 1.866.469.3239Access Code: 664 758 312 #

You will be listening to music until the webinar begins.

Achieving Results With Talent Mobility: Case Studies and Lessons

#CLOwebinars

Speaker: Stephan Millard Director Product Marketing,SumTotal Systems, Inc.

Moderator: Kellye Whitney Managing Editor Chief Learning Officer magazine


#CLOwebinars

• Q&A

– Click on the Q&A panel (?) in the bottom right corner

– Type in your question in the space provided

– Click on “Send.”

Tools You Can Use

#CLOwebinars

• Polling

– The poll will appear on the right side of your screen

– Select the best option for each question

– Click on “Submit”

#CLOwebinars

Tools You Can Use

#CLOwebinars


Kellye WhitneyManaging EditorChief Learning Officer magazine

CONFIDENTIAL – NOT FOR DISTRIBUTION

Achieving Results with Talent Mobility – Case Studies & Lessons

Stephan MillardDirector Product Marketing

SumTotal Systems

- April 9, 2023 – PROPRIETARY AND CONFIDENTIAL

Today’s Discussion

■ RESEARCH METHODOLOGY

■ DEFINITIONS & CHALLENGES

■ ORGANIZING FOR SUCCESS

■ TALENT MOBILITY & SOURCING

■ GAME PLANNING

■ THE TALENT MOBILITY ECOSYSTEM

■ TALENT MOBILITY IN ACTION

■ ABOUT SUMTOTAL

■ Q & A


Research Methodology

■ SumTotal’s 2010 “State of Global People Management” survey

■ 300 HR professionals interviewed

■ Global, web-based survey

■ 69% NA; 24% UK & EMEA; 7% APAC

■ Nearly 20 industries represented

■ Large enterprises & SMBs represented

■ 55% >5,000ee; 45% 100-5,000ee

The data from this research will be

referenced throughout the

presentation


Talent Mobility is…

■ A business strategy that facilitates organizational agility

■ A mechanism for acquiring and retaining high performing talent

■ A recruiting philosophy that favors internal sourcing

■ A method for aligning organization and individual needs

■ A proactive and ongoing approach to succession planning

A systematic talent mobility strategy enables organizations to more effectively acquire, engage, develop, align, and

retain high performing talent by implementing a consistent, repeatable, and global process for talent rotation.


Current State of Talent Mobility

“Increasing globalization has made talent managers'

ability to move talent across regions and countries critical

to business success, but integrating global mobility with

talent management is still a relatively new trend.”

Source: Charlene Solomon, Talent Management Magazine, May 2009


Key Challenges & Barriers

■ Aligning current and future talent needs to rapidly changing business needs

■ Developing deep talent succession pools and bench strength

■ Retaining high performers and potentials / reducing flight (#2 HR priority*)

■ Reducing external recruiting costs

■ Improving overall HR measurement and reporting

Challenges Barriers

No single, complete view of global talent due to spaghetti mix of processes, systems, and data

No succession planning process, or one focused only on senior execs (65% of orgs*)

Inconsistent employee assessment process and inability to calibrate ratings

Sporadic and informal employee development process

*Source: SumTotal’s 2010 State of Global People Management Survey


Did You Know That…

…47% of organizations do not currently have the ability

to easily identify their high performers?

and…

…56% of HR leaders do not believe that their workforces

are adequately prepared to meet their organizations’

future growth plans?

Source: SumTotal’s 2010 State of Global People Management Survey


Getting Started: Organizing for Success

■ Develop your people management strategy■ Must be aligned to overall business objectives & strategy

■ 48% of organizations have no strategy or only a very basic one

■ Assign a dedicated senior executive who is responsible for overall vision and execution of your strategy and programs■ 60% of organizations have done this, with another 11% planning to do it

■ Integrate your talent functions from a process, systems, and data perspective■ Performance, succession, development, learning, recruiting, etc.

■ Only 12% of organizations report complete integration from a process and technology perspective

Our analysis of people management “leaders” reveals that they outperform “laggards” by 37% across 12 key business and HR operating metrics.



Where Leaders Outperform Laggards

■ Better internal talent mobility

■ Decreased voluntary turnover

■ Improved workforce alignment to overall strategy

■ Workforce responds more quickly to changing business needs

■ Increased workforce productivity

Institutionalizing people management strategy, accountability, and integration has a profound effect on improving talent mobility and

reducing high performer flight.

Source: SumTotal 2010 State of Global People Management Survey


How HR Technology Can Help Reduce High Performer Flight



Analyst Perspective

“Talent mobility can only be achieved through a well-integrated

talent management strategy. In addition to succession management,

how a company recruits talent, manages its employees’ careers,

and develops the right capabilities to fulfill business needs is

essential for enabling a mobile, high-performing workforce.”

Source: Kim Lamoureux, Bersin & Associates’ “Talent Mobility: A New Standard of Endurance” report, November 2009


What Integrated Talent Management Can Do

Turnover Among High Performers 40%

Overall Voluntary Turnover 17%

Revenue per Employee 26%

Companies Downsized During 2008-2009 28%

Greater ability to “hire the best people” 87%

Organizations with a Mature Talent Management Practice

Talent Management : “Benchmarks & Best Practices for Today’s Economy”, 2009

Focus On Whole Talent Management Strategy


Current State of Talent Sourcing

OpenPosition

CreateReq.

Source(Mostly Ext.)

External sourcing is the de facto standard because most organizations do not have the tools and business intelligence to

effectively source and rotate talent internally.


Is There a Better Way?

OpenPosition

Decision

Internal(75%)

External(25%)

CreateReq.

Example: A $20 Billion footwear & apparel manufacturer’s goal is go from <5% to 75% internal sourcing within three years. This is an essential component of its talent mobility strategy.

• Talent pools & bench strength depth

• Positions & people at risk

• Existing development & career plans

• Employee performance assessments

• Position demand (market-factors)

TalentPools


Game Planning Approach to Talent Mobility

■ Goal: Align people (hi-pos) at risk to positions at risk■ Certain indicators flag risk, which opens the door to more thorough

analysis and discussions

■ Game planning answers these key questions:■ What do we have from a current talent “inventory” perspective?

■ Which hi-pos are a flight risk and why?

■ Which critical positions are at risk or will be at risk in the near future (weak bench)?

■ What positions will become open in 6-9 months and how do we plan to fill them?

■ How can I provide more meaningful work and/or career paths to ensure my hi-pos are engaged and getting what they need to be successful?

■ Can we take at risk hi-pos and put them in open positions today (or develop them to be ready in the future)?


Answering The Questions: The Talent Mobility Ecosystem

DevelopmentLearning

SuccessionPlanning

Talent-Based System of

Record

Centralized employee records (HRMS) , talent profiles,

competencies, & job profiles

Individual development plans & pool-based development (skills, competencies, and behaviors)

Development plan execution, formal and

informal training, & progress / results tracking

Strategy planning, potential assessments, flight risk, 9-box calibration, & talent pool management

Hiring & Recruiting

PerformanceManagement

TalentMobility

Compensation

Performance reviews, ratings calibration, goal alignment, & high performer identification

Talent sourcing (internal / external) &

extending talent pools to external

candidates

Organization hierarchy structures as reflected

by pay & impact analysis of movement

Integrated Reporting & Workforce Analytics


Where Do I Get A “Talent Mobility Ecosystem?”

Which of the following best describes the state of your talent management system(s)? Where do you anticipate your organization will be by 2011?

Organizations currently using a single “best-of-breed” platform report:

- Better internal talent mobility- Improved workforce alignment to overall strategy- Workforce responds more quickly to changing business needs- Reduced administration overhead and costs



Talent Mobility in Action

Background Highly diversified, global company located in

Mexico and consisting of four businesses: petrochemicals, aluminum auto parts, refrigerated food, and telecommunications

Deployed in 16 Countries

Industries Global Conglomerate (Chemicals,

Consumer Goods, Manufacturing, Telecom)

Users 50,000+

Deployed Products HR Management (HRMS) Learning Management Performance Management Recruiting & Hiring Succession Planning

“Only vendor that had everything we needed”

Key Challenges:

Global consistency in managing employees

Employee commitment & loyalty

Talent mobility across multiple divisions

High performer retention & employee satisfaction

Approach:

Obtained stakeholder input and support upfront

Communicated and promoted the application

Multi-phase rollout (core records, TM, Analytics)

Why SumTotal Was Selected:

Only end-to-end offering in single platform

Deep understanding of effective global deployments

Results:

Employee driven development process

Greater global talent mobility

HR elevated to strategic function to impact business outcomes


SumTotal – What We Offer

People:

HR Process Expertise

Product:

Complete End-to-End

HR Platform

Services:

Solution Consulting & Support

Results:

Deep Reporting

& Analytics

■ Deployed in 156 countries & 39 languages

■ 98% Customer Retention

■ 20+ years of Domain Experience

■ Rapidly Scalable Global Infrastructure

■ Profitable with Consistent Growth

■ Significant Financial Backing

■ Long-standing Global Customer Community

■ Offices in US, Europe, India, China, Japan, & Australia

■ One Partner for All of Your Talent Needs

Complete End-to-end Talent Solution


Most Complete – Comprehensive & End-to-end

■ Complete End-to-end Solution

■ Broadest & Deepest Capabilities

■ Holistic Talent Management Workflows

■ Pervasive Embedded Analytics

■ Seamless User Experience

■ Proven, Scalable Architecture

■ Highly Configurable & Easy to Use

■ Talent-based system of record


Most Innovative - Recognized as Leader by Analysts

Rated “Visionary” (Gartner EPM MQ)“…well-suited for global organizations seeking best-in-class…functionality”

Highest Rated Overall (AMR Strategic HCM)“...the broadest and most mature application suite in the strategic HCM specialist space”

Highest Score Among All Vendors (Forrester)Forrester Wave for Enterprise Learning Suites”

Highest Rated Overall (Bersin TM Systems) “…best-suited to support the needs of large, multinational organizations that are seeking a well-integrated and global solution”

Highest Rated Overall (Ventana Total Compensation)“The top supplier, based on the weighted factoring of the seven product and customer assurance categories…”

4+ Years in the Leader’s Quadrant (Gartner)Gartner Magic Quadrant for Corporate Learning Systems

Highest Rated in Product Offering (Forrester TM)“...among the leaders for integrated performance & compensation solutions”


Summary

■ A majority of today’s HR leaders do not think that their workforce is prepared for future business needs

■ Talent mobility directly effect workforce preparedness

■ Institutionalizing people management strategy, accountability, and integration has a profound effect on improving talent mobility and reducing high performer flight

■ Several technology solutions can directly improve talent mobility

■ Single best of breed platforms report better business results


Questions & Answers

@SumtotalSystems

http://www.linkedin.com/groups?home=&gid=45382

http://www.facebook.com/SumTotal.Systems

Visit us at www.sumtotalsystems.com and through these social channels:

http://www.softscape.com/

Join Our Next CLO Webinar!

Thursday, March 3, 2011

Leadership Development in the 2020 Workplace

CLO Webinars start at 2 p.m. Eastern / 11 a.m. Pacific

Register at www.clomedia.com/events

Join the CLO Network: http://network.clomedia.com/

#CLOwebinars

http://www.clomedia.com/events

http://network.clomedia.com/

Achieving Results With Talent Mobility: Case Studies and Lessons

Business

Transcript of Achieving Results With Talent Mobility: Case Studies and Lessons