PILAT TALENT MANAGEMENT OVERVIEW

1
PILAT TALENT MANAGEMENTOVERVIEW
Roger Edwards Director of Consulting and Client
Relationship
2
Presentation Overview

• Overview of Pilat
• Talent Management Model
• Developing a Talent Strategy
• Engaging Retaining Talent
• Talent Solutions
• Integrated Talent Technology Examples

3
Who are we?

• Pilat is a leading International Human Resources
  Consultancy, Software House and Services Company,
  founded in 1974, Public since 1997.
• c.200 professional staff.
• HR, MD OD professionals Understand critical HR
  MD requirements best practice
• Occupational Psychologists Understand People and
  their behaviour
• Statisticians Understand data and what it
  really tell us
• Information Technologists Understand the
  behavioural engineering power of technology
• Experienced Managers Understand the bottom line
  needs

4
Our Mission

• To enable our clients to excel by optimising the
  HR processes proven to underpin superior
  organisational performance.
• We do this by integrating advanced HR Methods,
  Technology, and Data Management.

5
Pilat HR Solutions Areas of Expertise
6
Why Pilat?

• Thought Leadership Creative, Innovative
  professionals in OD, MD, HR
• Tried Tested Track record with blue chip
  clients
• Pragmatic Flexible Tailoring to client culture
  and practicalities

7
Our Clients
Proven track record
8
Talent Management
9
Developing a Talent Strategy
Building a Mission Critical Talent Strategy

• Designed to identify the organisations mission
  critical talent practices that will ensure it
  can
• Attract
• Engage
• Build
• Leverage
• Retain talent
• Participants also identify the key HR metrics to
  ensure ROI and the practical actions to implement
  the Talent Plan

10
(No Transcript)
11
Intervention Overview

• Identifying business critical Talent factors
• Identify what to start/continue/stop
• Identify the measures for success ROI
• Using the Talent Management Toolkit
• Identify manager actions for the Talent Plan
• Cracking the talent code for each employee
• Building the team talent plan
• Identifying personal actions
• Making the changes

12
Engaging Retaining Talent

• For all those in a leadership or management
  position, this programme is a highly interactive
  and engaging 1 day workshop aimed at
• Building an understanding of what it takes to
  engage and retain employee talent
• Identifying why it is an imperative for managers
• Equipping leaders to take immediate action.   
• Creating a personal action plan to improve
  business performance through engagement actions

13
Talent Framework
Talent Results Attract Talent Engage
Talent Build Talent Leverage Talent Retain
Talent
ATTRACT Talent Source Talent Recruit Talent
Select Talent Onboard Talent
ENGAGE Talent Employee Talent Plan
Engagement Planning Performance
Management Manager Capabilities
BUILD Talent Career Development Plan Internal
Mobility Process Succession Planning Talent Review
LEVERAGE Talent Career Development
Plan Internal Mobility Process Succession
Planning Talent Review
RETAIN Talent Length of Service
Intentions Departure Risk Assessment Job
Sculpting Turnover Scorecard
Business Results Growth Customer
Satisfaction Competitiveness Speed Innovation
Values Visions
Mission Business Strategy
14
Intervention Overview

• Understanding the engagement retention concepts
• Identifying the cost of engagement (bottom line
  impact)
• Identifying personal action
• Assessment of current performance
• Using the Fast Action Development Guide (48hours,
  7 days, 30 days and 90 days)
• Identifying development and action
• Draft team talent plan
• Making the changes

15
Talent Solutions Talent Technology

• Talent Solutions
• On line development actions for managers and
  employees
• Manuals and workbooks for manager development
• Talent Technology
• Integrated talent Applications

16
Talent Solutions

• Aligning engagement actions
• Solutions that managers can implement
• Solutions for teams
• Solutions that can be given to individuals

17
Pilat HR Pulse Technology

• A highly configurable HR decision support
  application building toolkit
• Flexible, web-based, secure, multi-lingual and
  scalable technology
• Application functionality addressing
• Performance Management and Assessment
• Development Planning
• Talent Management and Succession Planning
• 360 Degree Assessment
• Organisational Transition
• Job Evaluation and Reward
• Compensation Planning

18
HR PULSE is a Toolkit

• Web-based accessible from anywhere
• Intuitive and easy to use, our philosophy is no
  end-user training required for the system
• Designed to reflect the process that you want
• Provides Employee Self Service
• Workflow via e-mail, trigger messages and
  calendaring
• Can incorporate any competency/capability model
• Can interface to multiple existing HRIS and other
  systems
• Scaleable and flexible easy to adapt to
  changing needs and expansion into other areas
  (e.g. Career Planning, Performance Management,
  Succession Planning, 360 Assessment, Performance
  Related Pay Compensation Planning,
  Re-organisation)
• Full security model you decide who sees what,
  when.
• Unlimited historical data analysis
• Extensive standard reporting plus extensive ad
  hoc reporting and query tool
• Data integration capabilities to allow access to
  all your HR data on your employees from one
  system

19
Hosting Security

• Multi-level approach to security to meet client
  needs
• Application level
• Hardening against Cross Platform Scripting, SQL
  injection, Buffer overflow
• Full suite of password options (Sarbanes Oxley)
• Regular third party penetration tests
• Hardware level
• Dedicated firewalls/servers if required
• IP Filtering to ensure incoming traffic
• Infrastructure level
• Tier 1 Hosting Partner

20
Performance Management Features

• Employee or Managers can initiate goal-setting
  and weighting of goals
• Supports process workflow and alerts
• Supports cascading goals aligned to business
  goals
• Rating scales are company defined
• Reporting such as Employee Profiles, Individual
  Development Plans, Performance Reviews, Rating
  Distribution, Compliance reporting, etc.
• Supports semi-annual, annual or variable review
  periods
• Stores historical performance data
• Links to employee development planning
• Support developmental activity libraries linked
  to competencies
• External 360 results can be imported

21
Career Development Features

• Person to role Gap Analysis
• Recording of aspirations
• Workflow to support Manager validation
• Development Assignment and or Activity Planning
  to support career development
• Development tracking and success recording
• Reporting covering
• Role coverage
• Succession
• Individual career plan

22
Succession Planning Features

• Managers or HR can nominate successors
• Supports position successors plus talent pools,
  job family nominations, etc.
• Supports process workflow and alerts
• Supports both position and employee-based
  succession
• Successor and organisation charts with interfaces
  to organisation charting packages
• Reporting such as Employee Profiles, Individual
  Development Plans, Succession Plans, Performance/
  Potential Grid, What-If Analysis, etc.
• Links to employee development planning
• Support developmental activity libraries linked
  to competencies

23
Development Planning

• Employee or Manager development planning
• Development advice and recommendation prompts
• Competency/Capability aligned development advice
• Links to corporate development advice and
  programmes
• Tracking of progress and outcomes for IIP and
  evaluation of materials
• Reporting for
• TNA
• Development progress
• completion

24
Talent Management System Screenshots
25
Example System

• Project Summary Pulse (Succession Planning)
• System Size 2500 employee records (profiles),
  Succession planning for top 600 positions
  spanning their top 4 bands
• (A-D).
• Deployment US UK
• Key Features 
• Succession Planning
• Document Management (ability to store documents
  within the database against employee records)
• User customised Home Page for each menu via
  admin functions
• Bulk Email

26
Example System
27
Example Systems

• Project Summary Pulse (Performance Management
  360 Feedback)
• System Size 4000 employee records
• Deployment UK
• Key Features 
•  Performance Management
• Workflow
• 360 administrator capability
• Message Centre to show outstanding items
• Notification processes

28
Example System
29
Example 360 Systems
30
Manager Menu Nine Box Grid
Where performance is recorded, we can provide an
interactive function to allow managers to record
potential and performance by placing the employee
in a particular grid reference. This can be
particularly useful at senior level in moderating
or validating managers recommendations.
31
Manager HR Succession Nomination Grid
Nominations for any position can be reviewed
dynamically. Reports can be run on any
individual in the grid and, if being used as a
moderating process with senior management, names
can be moved around the grid or even removed if
necessary.
32
HR Administration Menu Employee Match
As the employee can search to find which roles
might suit them, the HR administrator can create
a profile of skills and competencies and identify
which individuals have the closest match. By
highlighting any individual in the shortlist,
their personal profile is overlaid against the HR
determined profile showing comparative strengths
and weaknesses.
33
HR Administration Menu Simple Search
More complex searches can easily be created using
the search wizard. This can use any of the
fields in the data base and will lead the person
creating the search through a step-by-step
process, building up a series of criteria. The
search is then named and stored for future
reference.
34
EXAMPLE REPORTS
35
Report Executive Profile
36
Report Individual Development Plan
37
Report Competency Scores
38
HR Administration Report Performance Monitoring
39
HR Administration Report Performance Monitoring
40
HR Administration Report Performance Monitoring
41
HR Administration Report Performance Monitoring
42
Report Skill Competency Summary
43
Report Overdue Development Activities
44
Individual Succession Plan
45
Succession Chart
46
Report Position Succession Summary
47
Ripple Analysis
48
Report Employees With No Successors
49
Report High Potential Summary
50
Report Metrics Analysis Report
51
Report Age, Length of Service, Time in Position
Analysis
52
Report Talent Dashboard