Loading presentation...

Present Remotely

Send the link below via email or IM

Copy

Present to your audience

Start remote presentation

  • Invited audience members will follow you as you navigate and present
  • People invited to a presentation do not need a Prezi account
  • This link expires 10 minutes after you close the presentation
  • A maximum of 30 users can follow your presentation
  • Learn more about this feature in our knowledge base article

Do you really want to delete this prezi?

Neither you, nor the coeditors you shared it with will be able to recover it again.

DeleteCancel

Make your likes visible on Facebook?

Connect your Facebook account to Prezi and let your likes appear on your timeline.
You can change this under Settings & Account at any time.

No, thanks

Talent Management: Sub-Team Presentation

No description
by

Ashley Russell

on 22 August 2013

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of Talent Management: Sub-Team Presentation

Exit


Strategic Talent Planning

PRIORITY

Priority: A
Owner: Shelly

Resources needed: Strategy roadmap, tool

Key TMOE Connectors: All TMOE
2014
2013
2014
2014
2013
Strategic Talent Planning
Employment Branding
Talent Acquisition
Onboarding
TMOE
Talent Management & Organization Effectiveness
PRIORITY
Philosophy: Guiding Principles

Workforce planning tools and processes that identify future resource requirements with emphasis on critical skills in emerging markets and improving global mobility and diverse workforce
Shift Change

Currently a misaligned guessing game of forecasting need; new shift will be to design and implement a streamlined process that enables Flowserve to identify and respond to global talent needs ensuring alignment with business strategy.
Metric

# of plans forecasting talent needs
(what type, how many, by when)
Stragetic Talent Planning
Annual Report
Shift Change

currently non-existent; new shift will be to market the story behind key initiatives and successes implemented by TMOE team branding the delivery and effectiveness which are aligned with the business strategy.
Career Sites, Microsites, Media Room
Social Media Strategy
Philosophy: Guiding Principles

Branding efforts that establish the organization as an employer of choice; Branding has significant impact on the ability to hire great talent. Why Now? Since launch of RPO, the online traffic for Flowserve has increased by over 100%; current messaging and content has not been refreshed; strong employer brand can increase retention rates by as much as 25%
Employment Value Proposition Messaging
Shift Change

No ownership over content, traffic control, advertising, SEO within current landscape of external sources; internal sources currently owned by corp comm
Metric

Talent community metrics (population, engagement, diversity)
Shift Change

Current site is outdated, not mobile friendly, no global conetnt, does not appeal to job seaker or alumni audience

Shift Change

There is no current EVP or Employment Branding messaging available; no projects have previously been administered
Metric

Online traffic flow
Metric

Online reach & penetration of potential applicant pools
PRIORITY
Philosphy: Guiding Principles

Global program implementation to ensure consistent processes, user adoption and change management
Philosphy: Guiding Principles
Philosphy: Guiding Principles

Provide meaningful metrics and data in order to measure the success and effectiveness of the Talent Acquisition Program. Regional SLAs and KPIs to be set 6 months post go-live
Shift Change

From HR creating reqs to manager self service. New fields will allow for more accurate reporting.
Shift Change

none
TAS Reconfiguration
Optimization to allow better user interface and increased auto population which will enable move to manager self-service
RPO Implementation (Germany)
RPO Metrics: KPIs and SLAs
Metric

Source and quality of hires
Metric

RPO KPIs and SLAs
Metric

Speed and cost of hire, number of new hire attrition, hiring statistics
Shift Change

Due to inconsistent and non-use of TAS on a global basis, Flowserve has never had accurate recruiting metrics.
PRIORITY
Onboarding Program
Philosophy: Guiding Principles

Ensuring a smooth transition and accelerated development to productivity
Shift Change

Create a global standardized onboarding program all managed in one central hub (tool). Customize onboarding by new hire function and job level. Revise all current onboarding material.
Metric

New hire experience and onboarding ratings. Time to productivity.


PRIORITY
Philosophy: Guiding Principles

Determining work force issues and mitigating future risks
Shift Change

Currently a broken process and ineffective survey; new shift will be to re-design survey and implement a streamlined process to deliver analysis that can impact engagement and retention
Metric

# of issues identified and addressed as driving turnover.
2014

Priority: A
Owner: Rob

Resources needed: Candidate experience

Key TMOE Connectors: Employment Branding

Priority: A
Owner: Rob

Resources needed: none in TMOE

Key TMOE Connectors: None
2014
RPO Implentation
2014
2014

Priority: A
Owner: Ashley

Resources needed: Strategy roadmap, tool, existing metrics

Key TMOE Connectors: RPO, Employment Branding, LMS, Leadership Training
2014

Priority: A
Owner: Ashley

Resources needed: Survey re-design, new vendor

Key TMOE Connectors: Engagement Survey

Priority: A
Owner: Scott

Resources needed: KCI, Business Strategies, Business Focus/Plan, Consultant, Executive Sponsorship, D&I

Key TMOE Connectors: D&I
Employment Value Proposition Messaging

Priority: A
Owner: Scott

Resources needed: existing creative elements, access to website, career roadmaps, job profiles

Key TMOE Connectors: D&I; Job Profiles / Career Road Maps (content will be developed on career site from these tools); Campus Programs / Referral Program (microsites and CRM's will be developed specifically for these programs)

Career Site, Micro Sites, Media Room

Priority: A
Owner: Scott

Resources needed: Access to tools, website, etc.

Key TMOE Connectors: D&I

Social Media Strategy
Annual Report

Priority: A
Owner: Shelly

Resources needed: TMOE key metrics, branding material

Key TMOE Connectors: All TMOE
TAS Reconfiguration
RPO Metrics: KPIs and SLAs

Priority: A
Owner: Rob

Resources needed: none in TMOE

Key TMOE Connectors: None
Onboarding Program
Exit Survey
Exit Survey
We drive business
G R O W T H
and
SUSTAINABILITY
through
TALENT ATTRACTION
and
ASSIMILATION
fueling a
highly skilled, diversified workforce
TALENT MANAGEMENT
solutions
Full transcript