TALENT FOR TOMORROW - Missouri...TALENT MANAGEMENT INTEGRATION • Division of Personnel...
Transcript of TALENT FOR TOMORROW - Missouri...TALENT MANAGEMENT INTEGRATION • Division of Personnel...
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TALENT FOR TOMORROW
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DEVELOPING A VISION • Changing demographics of Missouri’s workforce
has resulted in labor gaps
• Need to expand our workforce pool to include underrepresented populations as part of our workforce shortage solution.
• The economic disparity of persons with disabilities continue to increase
• Accessing this new population of workers makes for a better bottom line.
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SUPPLY AND DEMAND
• Employment is a priority based upon the gap between the percentage of Missourians with disabilities who want to be employed in the community and those who are actually employed.
• As Missouri employers are facing a labor shortage, we are able to meet the needs of businesses and individuals.
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RETURN ON INVESTMENT
• Health and Wellness
• Self-Identity and Self Esteem
• Financial Capital
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NATIONAL BEST PRACTICE
• US Department of Labor’s, Office of Disability Employment Policy
• Employment First State Leadership Mentoring Program (EFSLMP)
• National Governor’s Association – Better Bottom Line Initiative
• National Council of State Legislators – State as a Model Employer
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Strategic Design
National Public Policy Analysis
Missouri Public Policy Review
Talent Acquisition
Business Case
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IMPLEMENTATION
Talent Culture
Capacity Connection
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OUTREACH VIDEO
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DATA COLLECTION, TRAINING &
RECRUITMENT
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WORKFORCE SURVEY
• Establish a baseline measure
• Survey is optional and anonymous
• Survey will launch by Governors Office Oct. 1
• Opportunity to request support in emergency situations by providing contact information.
• Participation rates will be available at the department level.
• Plan to conduct survey annually in October.
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HR TRAINING • Developed training to be conducted on
October 3rd during an extended HR Core meeting.
• Learning Objectives:
• designing recruitment strategies,
• revising job descriptions,
• restructuring job duties,
• interviewing best practices,
• an ADA knowledge check.
• Capstone project
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Employee Disability Awareness Training
• Increase awareness on the value of a diverse workforce in state government
• Create workplaces which embrace employees with and without disabilities
• Foster greater understanding
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TALENT MANAGEMENT INTEGRATION
• Division of Personnel transformation places emphasis on recruitment from a statewide perspective.
• As a talent acquisition team is established, at least one position will include duties related to hiring individuals with disabilities.
• HR leaders focus on compliance with ADA regulations.
• Other areas to build expertise include expanding the awareness of how individuals with disabilities contribute to organizational outcomes and the importance of promoting an inclusive culture.
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MISSOURI AS A MODEL EMPLOYER TALENT SHOWCASE
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TALENT SHOWCASE
• Job seekers have opportunity to connect with employers
• Develop solid connections and subsequentially matches for employment
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TALENT SHOWCASE
• Primary audience State Department HR Professionals and Frontline Hiring Managers
• Goal 60 Job Seekers, 14 State Departments and 10+ local employers from Central Missouri
• Potential for model scalability in other communities via local chambers of commerce and workforce development centers
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EMPLOYERS