New MAXIMIZING HUMAN RESOURCE LEADERSHIP AT YOUR BANK · 2018. 8. 4. · MAXIMIZING HUMAN RESOURCE...
Transcript of New MAXIMIZING HUMAN RESOURCE LEADERSHIP AT YOUR BANK · 2018. 8. 4. · MAXIMIZING HUMAN RESOURCE...
MAXIMIZING HUMAN RESOURCE LEADERSHIP AT YOUR BANK
Terry Ann Saber Principal
Saber Advisory Group, LLC Dassel, MN
[email protected] 612-202-6313
August 6 & 7, 2018
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Human Resource Management Elective
Graduate School of Banking 2018
Maximizing HR Leadershipat Your Bank
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• Assess HR Leadership role• Identify critical HR accountabilities• Assess “New World Order” HR tools/strategies
• Manager Expectations of HR:–Performance Management–Recruiting and Hiring– Learning and Development– Total Rewards
• Checks/balances & metrics2
5 Course Objectives
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Why are you in this Elective?
What’s important?
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Establishing Priorities
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• TBD . . . Class Priorities• HR Structure: “Up to snuff?”• 12 HR Functions• HR Toolkit• HR Inventory
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Agenda
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• “Up to snuff?”• Do you have the role defined properly?
• Contributing to bottom‐line performance? How?
• Who’s leading the charge?
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HR Leadership
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. . . of coaching and development?
. . . of excellent “sales” skills?
. . . of open, transparent communication?
. . . of desired constructive culture
. . . of core values?6
HR Leadership: A Role Model?
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. . . of a staff support role w/tools in place to support managers to effectively coach and manage?
… of seasoned business leadership with specialized HR expertise?What shape is the role in?
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HR Leadership: A Role Model?
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• All may or may not apply• Importance / weighting may differ by bank . . .• . . . by culture
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11 Critical HR Functions
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1. Recruiting/Talent Acquisition2. Employee Engagement3. Learning & Development4. Organizational
Development/Culture
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11 Critical HR Functions
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DEFINITION:
The practice of changing organizations for positive growth
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Organizational Development
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5. Total Rewards– Compensation– Benefits– Perks
6. Performance Management7. Talent Management and Succession8. HR Operations
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11 Critical HR Functions
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9. Human Resource Information Systems (HRIS)/Data Analytics
10. AA/Diversity/Inclusion11. Compliance/Risk Management
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11 Critical HR Functions
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1. HR Leadership with a “seat at the table”
2. Competitive compensation structure(s) and plans: Foundational!
3. Updated meaningful job descriptions with “new world content”!
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“New World Order” HR Toolkit
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4. Recruitment strategies that mirror a social media‐connected world
5. Bottom line measurement with quarterly reporting, at a minimum
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“New World Order” HR Toolkit
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6. Market competitive total compensation that aligns with the bank’s peer performance
7. Talent Management Leadership/tools• Accelerate the “A” team• Retain and motivate the “B” team• Coach up or coach out the “C” team
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“New World Order” HR Toolkit
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1. Recruiting/Talent Acquisition2. Performance Management3. Talent Management/Succession4. Total Rewards – Comp and Benefits5. Compliance and Risk Management
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Foundational “Big 5”!
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Shared Responsibility
To find qualified candidates for the job that are “fits” for the bank
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Recruiting/Talent Acquisition
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Shared Responsibility
To attract and select the most qualified and best fit for the job
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Recruiting/Talent Acquisition
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1. Updated Job Descriptions(s)2. Performance Standards
• Transactions per hour• New accounts opened per month• Loan portfolio size / number of clients• Deposit portfolio size / number of relationships
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Recruiting/Talent Acquisition: 9 Basics
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3. Talent Acquisition Pipeline4. Job Posting Process/Policy5. Standardized Recruiting/Sources6. Employee Referral Process7. Skilled Behavioral Interviewing
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Recruiting/Talent Acquisition: 9 Basics
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8. Centralized Job Offer Process with Background Checks
9. Ongoing Onboarding
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Recruiting/Talent Acquisition: 9 Basics
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• Time to hire• Cost to hire• Turnover within the first 180 days• Turnover within the first 18 months
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HR: Key Performance Criteria
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ONBOARDING:
Have a plan!
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Recruiting and Hiring
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1. Recruiting/Talent Acquisition
2. Performance Management3. Talent Management and
Succession4. Total Rewards – Comp and Benefits
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Foundational “Big 4”!
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• Performance Standards• Current Job Descriptions• Total Compensation• Key Resources
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Performance Management Toolkit
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Performance Management LoopReminder: First year LBM
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3. SALARY GRADE / RANGES
4. EMPLOYEEGOALS
6. REWARDS
5. PERFORMANCECOACHING
1. JOBDESCRIPTION 2. JOB
EVALUATION
KEYNon-Incumbent Specific
Incumbent Specific
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1. Coaching is the key word!2. Formal system / timetable3. Self‐appraisal4. Objective & subjective criteria5. Job description / goals6. Closed‐door session: Eyeball to
eyeball!27
Performance Coaching: Ongoing!
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1. Recruiting/Talent Acquisition2. Performance Management
3. Talent Management and Succession
4. Total Rewards – Comp and Benefits
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Foundational “Big 4”!
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Strategic Leadership Issues2nd Year
No repeat!Refresher!
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Talent Management & Succession
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• 80 / 20 Rule: Highest Potential• Development plans• Product Training• Sales Leadership / Sales Training• Customer Service Training• Technology Training• Compliance Training• Knowledge of the Organization, Values and Culture
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L&D Priorities and Budget
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• Tuition Reimbursement Policy• Supervisory / Management Skills• Leadership Skills• Career Development
–Coaching–Mentoring–Talent Assessment
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L&D Priorities and Budget
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1. Recruiting/Talent Acquisition2. Performance Management3. Talent Management and
Succession
4. Total Rewards – Comp and Benefits
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Foundational “Big 4”!
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1. Base Salary2. Incentive Compensation (variable)3. Benefits (both hard / soft)4. Perks
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Total Compensation: 7 Components
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5. Executive (BOLI, deferred comp)6. Equity Stake (real or phantom)7. Non‐financial
–Flex scheduling–Virtual office–Tools
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Total Compensation: 7 Components
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•Welfare Benefits vs. Retirement Benefits
• Annual Disclosure• Salary / Benefits as % of Average Assets (UBPR)
• Average Personnel Expense per Employee
• Total Package: 35–40% of Base Salary–25%: Hard costs–10–15%: Soft costs
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Benefits: Key Part of Comp Package
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How well is this asset portfolio being managed?
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The Balanced HR Scorecard
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Balanced Scorecard Metrics‐HR Related (Sample)Strategic Plan Financial Measures of Success
Measure ActualYE 2017
Peer12/31/2017
Actual3/30/2018
Target 2018(Budget)
Target2019
Target2020
Comments
Personnel Expense(Sal/bnft Exp to AEA)
3.8% 3.1% 1.4%
Assets per FTE 2,156 1,530 6,362
Core Revenue per FTE $109 $150 $259
Compensation per FTE(sal/bnfts to FTE)
$46.0 $57.0 $78.0
Delivery System CapacityCore Deposits per office
7.1MM 10.2MM $7.3MM
Turnover41% NA 44% Industry Standard 18%
Efficiency Ratio 65% 59% 66% 63%
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Balanced Scorecard Metrics‐HR Related (Yours?)Strategic Plan Financial Measures of Success
Measure ActualYE 2017
Peer12/31/2017
Actual3/30/2018
Target 2018(Budget)
Target2019
Target2020
Comments
Personnel Expense(Sal/bnft Exp to AEA)
Assets per FTE
Core Revenue per FTE
Compensation per FTE(sal/bnfts to FTE)
Delivery System CapacityCore Deposits per office
TurnoverIndustry Standard 18%
Efficiency Ratio
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Themes of HR Scorecard: Story depicted?
Theme:
Theme:
Theme:
Theme:
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• Turnover Rates• Exit Interviews / Stay Interviews• Employee Opinion / Engagement Surveys• Scorecard “Story”
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Human Resource Checks and Balances
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•Overall Compa‐Ratio•Out‐of‐Range Exceptions• Succession Readiness• Talent Assessment
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Human Resource Checks and Balances
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•Human Resource Management School
• Strategic HR Forum
• SHRM Certifications (PHR, SPHR)
• CEBS: Certified Employee Benefit Specialist
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HR Resources & Certifications
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Your Most Valuable Asset . . . Really?
YES!43
People
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Terry SaberSaber Advisory Group, [email protected]
612.202.6313
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Questions?