Talent Management Strategy & Execution

For most companies, 2008 and '09 were trying times, and forward-looking talent strategy often took a back seat to near-term survival in the face of falling profits, workforce reductions and budget cuts. The good news is, there is some sense of stability today. But if you're involved in talent planning, you may have torn up your strategy over the last year-and now it's time to pick it up an spring back into action. Where do you begin?

In this session, Talent Management expert Lynne Morton draws from her experience in talent management strategy for today's top companies to help you make sense of your overall talent picture. She will explore five key areas for jump starting your strategy and developing a practical approach to improving your talent picture over the coming year. These include: Performance Management, Employee Engagement, Accountability, Hi-Potential/Leadership Development and Showing Value.

This presentation is a great opportunity for anyone involved in talent operations (line executives and HR partners) to gain a perspective that looks beyond the downturn in preparation for the changing economic environment that lies ahead. more »

Keeping employees engaged-for many talent decision-makers, this is a foremost challenge as they continue to operate in a world of re-organization, layoffs and uncertainty. Studies have shown that employee engagement and commitment to their employer can have a direct correlation to retention, productivity, and, ultimately, core business value.

In today's economy, how do you honestly assess your employees' needs and their perception of the company? Have they become dis-engaged due to recent activity? How do you identify the issues and improve relationships in a real, lasting manner? In this session, we will cover an honest, objective approach to getting to the answers-an approach that is driven by The Employment Value Proposition (EVP).

Talent strategy expert Mitzi Adwell of The Newman Group will show you how EVP, a concept that is commonly associated with candidate perception and recruiting, is just as important in employee retention and engagement. We will explore how a focused EVP assessment can help reveal critical employee needs, values and issues that are frequently hidden within the company culture. We will also cover examples of EVP in action, including a recent effort with Volkswagen Group of America, an intiative that dramatically improved retention and employee engagement. Featured areas of focus include:

• An intro to EVP: What is the employment value proposition? How does it affect your relationship with candidates and employees alike? How can you define, quantify and act on it?
• Employee retention and engagement: What are the EVP concerns that influence the way your existing employees view your organization? How does that influence the value they provide to the company? How do you re-recruit your critical internal talent?
• An honest objective process for re-focusing your EVP: How do you understand what employees really think about your company? What does it take to truly influence that perception?
• Case in point-Volkwagen Group of America: How did this automotive sales leader discover employee EVP challenges, and how did it address them to dramatically streamline and improve its facility re-location effort? A great example of employment-engagement in action.

   

  This is a great chance to gain a practical understanding of a proven process for better understanding and engaging employees in these turbulent times.

The ideal of the complete talent management suite has become a fixture in the industry over the years. Driven by competition and market expectations, solutions providers have built, expanded or acquired functionality-- reaching for everything from job posting to onboarding and performance management. In turn, companies have increased their demands based on what the market has to offer. Will the apparent trend toward broad and deep functionality ever lead to a complete talent suite that is everything to everyone? It may be difficult to believe in such an ideal, but it has driven a very real evolution in technology. In many ways, it's not important whether the ideal becomes a reality. For those who develop talent technology and the companies that buy it, the trends inspired by the ideal are what matter most, and those trends will continue to affect how business is done well into the future.

Join us for a fascinating look into the future of TMS-and the history that drove it. Ed Newman, president of The Newman Group, a (FutureStep company) and recognized leader in talent acquisition and management consulting services will share his extensive experience in addressing the most difficult talent challenges facing today's companies. We'll examine the myths and fallacies of TMS, but also look at real life planning-including getting the right sponsorship, planning for implementations and prioritizing your functional requirements. more »

Of all the ingredients in an effective talent management strategy, reporting is one of the most underestimated. Companies constantly struggle to translate data from their systems into meaningful measures of performance and success, and industry pundits continue to advance a variety of metrics for measuring talent acquisition effectiveness. While there is no shortage of measurement options, the real challenge is to define the metrics that are relevant to the goals of the business.

This session is aimed helping to identify quantifiable measures of performance that point directly to talent management goals and overall business objectives. In this webcast, Victor Atsinger of The Newman Group will explain the challenge and the importance of aligning reporting to talent management goals, and explore a proven methodology aimed at developing an effective reporting strategy. This process focuses on identifying the critical operational needs of your organization, customers, and management. In this webcast we will:

• Explore the impact of reporting on overall business strategy
• Help you recognize and address the challenges that stand in the way of effective reporting capability
• Discuss and demonstrate the process for identifying and defining business objectives
• Isolate metrics and measures to support those goals
• Assess reports, dashboards and scorecards for managing and auditing key metrics and measures
• Identify needs that do not have a current process or system solution

This is a great opportunity for anyone involved in talent acquisition and management planning to gain a practical understanding of what it takes to develop an effective reporting strategy. more »