PILAT TALENT MANAGEMENT

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PILAT TALENT MANAGEMENT
Roger Edwards Director of Consulting and Client
Relationship
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Presentation Overview

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

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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

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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.

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Pilat HR Solutions Areas of Expertise
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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

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Our Clients
Proven track record
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Talent Management
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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

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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

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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

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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
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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

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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

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Talent Solutions

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

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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

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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

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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

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Integrated Talent Management
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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

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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

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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

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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

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Talent Management System Screenshots
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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

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Example System
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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

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Example System
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Example 360 Systems
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Self Menu Logon
Employees log onto the system after a launch
email, provided automatically from the system.
This is triggered by the Global Administrator and
will clearly explain to the users how to log in
to the system.
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Self Menu My Dashboard
On logging in, the system will determine the role
the person has and the level of functionality,
self, manager, HR admin etc. A personal
Dashboard provides quick links to pages
frequently used, help advice, as well as a
reminder of things that are due or outstanding.
This could be review dates set by the individual
or manager or by HR globally.
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Self Menu My Dashboard

• The left frame provides links that can take the
  employee to-
• Their personal details (some could be fed from a
  main HRIS system),
• Career Planning and aspirations.
• Development Planning
• Performance Planning
• Performance assessment
• Process documents and web links
• Links that will enable a workflow process to be
  facilitated e.g. a Submit to Manager link

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Self Menu My Dashboard

• The right frame presents-
• General information and instructions
• Useful web pages and links
• Forms to complete data
• List of records to select from

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Self Menu Help Information
In addition to standard help text, instructions
and links to other web applications, Pilat HR
Pulse solutions can facilitate video clips for
disseminating information and supporting personal
development.
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Self Menu My Resume
Basic employee data can be imported from internal
HR systems such as PeopleSoft, SAP, Oracle, etc.
to ensure that no duplicate data entry is
required. The system can be set to ensure that
users cannot update data that belongs in another
system. Note that any fields can be changed,
added or deleted to conform to your requirements.
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Self Menu My Resume
Employee data can be entered via an efficient
resume format (either by the employee, manager or
by HR). Existing records can be edited and new
records entered if required.
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Self Menu My Resume
Continue to scroll down the Resume for additional
data. Each client business unit could have
different resume data available. Note that even
salary information can be displayed with no
access for changes (no NEW or EDIT buttons).
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Self Menu Job Description
Job Descriptions can be held on the system as
either attached documents or entered information.
These may be held as read only and controlled by
HR or the Manager or access can be given to
individuals to write their own.
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Self Menu My Competencies
Personal competency assessment against current
role can be undertaken by employees. This can be
extended to a manager or even a full 360 feedback
on current performance.
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Self Menu My Strength and Development Needs
Strength and development needs can be kept
constantly up to date by the employee against
both current position and any possible future
positions.
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Self Menu Career Planning
If Career development is encouraged, employees
can review their skills, experience, and
competencies to identify what other job
opportunities might provide a progression for
them. The level of match is identified as well
as any gaps. This informs the individual of any
gaps that will need filling to support their
career development.
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Self Menu Career Planning
The employee can enter other specific data
related to themselves outside performance
plans/appraisals, such as career preferences.
These can roll on from year-to-year or be
categorised into an annual plan (i.e. each detail
is stored against a specific year).
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Self Menu My Current Development Activities
Development activities can be planned to support
personal development. It is possible to link
activities to company development resources if
required.
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Self Menu My Current Development Activities
Part of the development planning progress can be
to identify, review, and set completion dates and
record evidence. The latter is becoming
increasingly important for IIP accreditation.
Workflow will prompt the individual and the
manager to review against submitted dates.
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Self Menu My Current Development Activities
Employees can draft and submit requests for
development. Managers will be able to review and
discuss with individuals before approving.
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Self Menu My Personal Goals/Objectives
Any cancelled goals would be visible for
reference purposes. The Performance Plan can be
perpetual or can be configured as an annual plan.
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Self Menu My Personal Goals/Objectives
Goals and objectives can be compiled separately
or linked directly to manager or corporate goals
or competencies. In addition sub objectives can
be recorded if required.
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Self Menu Self Progress Notes
Progress notes can be recorded against any goal
or overall performance.
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Self Menu Key Challenges
Having determined the goals, employees can
consider the challenges, their strengths and
limitations and therefore any development needed.
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Self Menu View Performance Plan
The Performance Plan compiles key objectives,
challenges, personal strengths and (if
appropriate) competency ratings and development
activities.
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Self Menu Select Performance Review
Within an appraisal employees can record their
ratings and comments prior to submitting these to
their manager for approval and comment. The
process flow of this allows the mutually agreed
scores to be defined within a specification phase.
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Self Menu Performance Rating
Each individual goal can be rated before
compiling the overall appraisal rating.
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Self Menu Submit to Manager
On completion of goals, appraisal rating, and
development activities, employees can submit
their entries to their manager.
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Self Menu Performance Survey
The effectiveness of Performance Management
processes can be rated by employees by completing
an online survey, providing useful information to
the organisation.
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Self Menu My Reports
Individuals can review a number of reports based
on their own information, for example- resume,
development plan, competency assessment etc.
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Manager Menu Select Employee
The Managers home page displays their direct
reports and any actions required, e.g. the
finalisation of development plans.
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Manager Menu Select Employee
The Manager will be able to review their direct
reports and their associated data/appraisals
etc.. On some screens the manager will see
different fields to complete, such as Manager
Comments. Other areas may be read-only. A
different menu of functionality appears in the
left frame.
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Manager Menu Manager Summary
Managers have the facility to review and compare
all their employees data, running individual
summaries or permitting export to excel if
required.
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Manager Menu Quick Edit
Dependant on the type of information the manager
may want to record against an individual, Pilat
can provide Quick Edit screens. These are
particularly useful in recording and reviewing
potential ratings, and can determine whether the
individual or role is critical to the
organisation.
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Manager Menu Employee Goals
The manager can view and authorise submitted
goals or view current goals, previously approved.
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Manager Menu Progress/Conduct Tracking
The manager can view employee notes and make
their own notes.
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Performance Review
The manager can view employee notes and any other
managers, coaches feedback and make their own
notes.
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Performance Review
The manager can make a final end of year
appraisal review which can be printed into a
performance plan or submitted for grandparent
or HR verification.
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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.
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Manager Menu Nine Box Grid
Employee profiles and development plans can be
retrieved on any individual in this screen to aid
assessment.
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Manager Menu Succession Nominations
Managers can review employees and nominate them
either as potential against alternative roles or
into talent pools (as the company requires). If
nominated for a specific role, it is possible to
record when that person is likely to be ready
(ready now, ready 1 year etc.) and record any
commentary to support nomination.
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Manager Menu Succession Nominations
Work flow processes can be implemented to ensure
that validation can be performed by the manager,
the managers manager, and/or HR.
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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.
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Manager Menu Nominated Successors
In addition to making his own recommendations on
direct reports, a manager can view the
nominations his successor has already made and
review the individuals profiles and/or add his
own nominations.
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Manager Menu Talent Metrics
On a more sophisticated scale, it is possible to
record additional information on any employee
that might be required for talent management
decisions.
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Manager Menu Succession Chart
Managers can view not only their own direct
reports but also individuals further down the
reporting structure. They can also view ratings,
including succession nominations. This quickly
identifies any issues. For example William
Tell is the only Ready Now candidate for Chris
Bowens job but William does not have any
successors identified that will be ready in the
next five years.
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Manager Menu Compensation Planning
Compensation Planning can also be undertaken
within Pilat HR Pulse.
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Manager Menu Compensation Worksheet
Reports can be produced showing full workings.
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Manager Menu Reports
Reports are always configured around individual
company requirements. It is usual, however, for
Managers to have a number of prepared reports
that they can call on. Some examples of these
are shown at the end of this presentation.
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HR Administration Menu Select Employee
The administrator can search by any field to find
either the individual or individuals they want.
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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.
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HR Administration Menu Employee Match
A profile of skills, experience, and education
can be defined for a role and potential matches.
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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.
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HR Administration Menu Simple Search
The returned list of employees from any search
can be viewed on screen.
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HR Administration Menu Simple Search
Further reports can be run from a predetermined
menu. Reports can be exported with relevant data
to an Excel spreadsheet for further analysis and
presentation.
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Reports
A pre-configured set of reports is compiled for
easy reference and use by HR.
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EXAMPLE REPORTS
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Report Executive Profile
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Report Individual Development Plan
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Report Competency Scores
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HR Administration Report Performance Monitoring
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HR Administration Report Performance Monitoring
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HR Administration Report Performance Monitoring
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HR Administration Report Performance Monitoring
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Report Skill Competency Summary
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Report Overdue Development Activities
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Individual Succession Plan
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Succession Chart
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Report Position Succession Summary
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Ripple Analysis
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Report Employees With No Successors
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Report High Potential Summary
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Report Metrics Analysis Report
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Report Age, Length of Service, Time in Position
Analysis
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Report Talent Dashboard