Talent Start to Finish

2015 ADP Pro User Conference

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• Would you say you have a well defined Talent Management program within your organization?

• Are you using a manual process for any of your Talent Management process?

• Are you currently using Workforce Now for Recruiting, Performance Management or Compensation Management?

Let’s Hear from You

Talent Management - Lifecycle

Measure

Attract

Select

Engage/Grow

Reward

Process

Technology

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Human Capital Management Trends

Culture & Engagement

Focus on Recruiting

New Approach to Performance Management

People Data Everywhere

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Trend #1 – Culture and Engagement

“Culture is what people do when no one is looking”

– Herb Kelleher, Chairman Southwest Airlines

The Value of Culture“Culture eats strategy for breakfast”

• Focus: Aligns the entire company towards achieving its vision, mission, and goals.

• Motivation: Builds higher employee motivation and loyalty.

• Connection: Builds team cohesiveness among the company’s various departments and divisions.

• Cohesion: Builds consistency and encourages coordination and control within the company.

• Spirit: Shapes employee behavior at work, enabling the organization to be more efficient and alive.

Source: Shawn Parr – Fast Company October 2013

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Trend #1 – Culture and Engagement

The Challenge“Culture can be a key competitive advantage or Achilles

heel”

• Transparency: Culture is more transparent thanks to social media – Glassdoor, LinkedIn, Twitter – what are your candidates reading about your company?

• Reinvent: 66% of HR organizations are updating their retention and engagement strategies in the next year.

• Engagement: Only 13% of the worldwide workforce is ‘highly engaged’

Source: Bersin by Deloitte 2015 Global HR Trends Source: Steve Crabtree of Gallup October 2013 Source: ADP Research Institute HR and Benefits Decision Makers Study

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20 percent of HR decision makers identify Employee Retention as their biggest HR challenge

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Trend #2 – Focus on Recruiting

36%36 percent of HR decision makers cite Recruiting as their number one challenge facing their Human Resources function

Source: 2015 ADP Research Institute: HR and Benefits Decision Makers Study

• Companies are hiring! Nearly half of mid-sized business leaders surveyed plan to hire within the next year

• Businesses are recognizing the value in finding the RIGHT talent

• Competition for Talent in some sectors is fierce

Source: 2014 ADP Research Institute: Top Concerns of Business Leaders in the Post-2008 Economy

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Trend #3 – New Approach to Performance Management

51% More than half of mid-sized business owners surveyed lack confidence in their Talent Management Strategy

Source: 2014 ADP Research Institute: Top Concerns of Business Leaders in the Post-2008 Economy

• Current process is universally unpopular with Employees and Managers alike

• Many companies are reducing the importance of Performance Ratings or doing away with them all together

• Focus is shifting to continuous feedback and coaching

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Trend #4 – People Data Everywhere

HR is leveraging social data to:

• Monitor and build employment brand

• Find and recruit key talent

• Recognize flight risk

• Monitor employee satisfaction and engagement

Talent Management - Lifecycle

Measure

Attract

Select

Engage/Grow

Reward

Process

Technology

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Attract The Right Talent

• Convey your organization’s brand to Job Seekers• Treat your employees as brand ambassadors • Convey WIIFM to Job Seekers• Create specialized experiences for different jobs• Keep the content fresh

Process

Technology11

Process

TechnologyVideos of interest to Job Seekers

Articles of interest to Job Seekers

Use social media to stay connected

Your logo to promote your brand

Use images to convey your brand and integrate with your website

Most recent postings appear first

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Natural language search

Job Seeker Search Page

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Share job via email

Job Description Page

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Simple set up of career center

Easily show or hide each section and add your content

Career Center Set-up Page

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Sections automatically adjust based on your content

Career Center Set-up Page

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Talent Management - Lifecycle

Measure

Attract

Select

Engage/Grow

Reward

Process

Technology

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Select The Right Candidate

Process

Technology

• Tap into ‘passive candidate’ pools:• Search internally – Leverage Talent Profiles• Contact previous candidates• Reach out to Talent Network• Leverage Social Media• Don’t rely on ‘Post and Pray’ methods

• Select a diverse interview panel• Keep cultural fit at top of mind

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Easily track open requisitions

Aging requisitions clearly noted

Access applicants and track application stage

Track cost for each Requisition

Recruiter Dashboard

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Easily find applications by Status

Quickly find your most effective sources

Recruiter Dashboard

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Customize your view

Easily find applications

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• Ability to create a Talent Network

• Allow Job Seekers to create a profile without applying for a specific position

• Job Agent for Job Seekers

• Ability to search passive candidate pool

• Better tools to tap internal employees for new positions

• Better tools to track internal candidates and notify others within the organization

On the Horizon for Workforce Now Recruiting

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Talent Management - Lifecycle

Measure

Attract

Select

Engage/Grow

Reward

Process

Technology

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Pitfalls of the classic Performance Management approach

• Process sits outside of the day to day manager/Employee relationship

• Goals are rarely updated and often do not reflect reality

• Feedback is given infrequently and inconsistently

• Lack of relationship between individual goals and the business strategy

• Assessment criteria is often unclear

Engagement and Growth – The Traditional Approach

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Engagement and Growth – ADP Innovation

Talent management integrated throughout the talent journey supporting all types of employees in personalized ways as they work and develop

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Newest thinking from ADP’s Innovation Lab

Engagement and Growth – A Modern Approach

Evolved Performance Management includes:

• Goal setting with frequent, ongoing discussion of goals

• Connection between team/individual goals and organizations goals is clear

• Regular managing and coaching

• Frequent, informal feedback – focus on conversations

71%71 percent of highly engaged employees work in organizations at which their peers are recognized monthly or more frequently

Source: Bersin by Deloitte, High Impact Performance Management, November 2012

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• Social/Public Goals

• Cascading Goals

• Tools to gather and use informal feedback

• Additional review types (360, PIP)

• Individual Development Plans

On the Horizon for Workforce Now Performance Management

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Talent Management - Lifecycle

Measure

Attract

Select

Engage/Grow

Reward

Process

Technology

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Reward

Source: Bersin by Deloitte, High Impact Performance Management, November 2012

Non Financial Incentives

• Draws upon the notion of intrinsic motivation:

• Assignment of a high-profile project

• Increased work schedule flexibility

• Peer to peer public recognition – badges or kudos

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Reward

Source: Bersin by Deloitte, High Impact Performance Management, November 2012

Pay for Performance

Advocates CriticismsPromotes fairness Money is not long-term motivatorNecessary to retain top talent Merit/Bonus budgets tend to be flatDrives positive business results Incentives kill intrinsic motivation

Doing it Right

• Emphasis on goal setting and frequent updates• Provide managers clear guidance on assessment scales• Encourage managers to gather frequent feedback from a broad

audience• Truly differentiate pay to reward top performers

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Compensation Dashboard

User specific controls

Real-time progress and budget updates

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Compensation – Roll up View of Event

All Metrics in one View

Summary of Statuses

Narrow into for detail

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Compensation – Printable Compensation Notice

Employee Details

Award Details

Customize the message you want to convey

Award specific presentation

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Talent Management - Lifecycle

Measure

Attract

Select

Engage/Grow

Reward

Process

Technology

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Measure

• Where do we source our most successful hires?

• What are the common attributes of our most successful employees

• Do we see a correlation between our top performers and their compensation?

• How are we compensating compared to others in our industry

How do we know we’ve been successful?

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DASHBOARDS• Built with one purpose in mind: Simplify how

you isolate relevant data and extract its full value

• View a snapshot of all your dashboards & navigate further from here

ADP Data Cloud Product

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