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Does your organization practice goal and performance management? Do you complete development plans for employees? Are employee goals aligned with the organization’s strategy? A recent study by McKinsley & Company has found that, “Human capital departments are struggling to deal with a talent shortage, adapt to a changing workforce, and develop new flexible working models to meet the needs of tomorrow’s workers.” This has triggered a fundamental shift in the HR function from information management to practices that aim to attract, develop, and retain top talent. Topics covered include: Unifying talent management into your workforce strategy for a holistic approach Best practices for employee and manager performance appraisals Cascading goals that align employees with the organization Development plans with customized training requirements for individuals, groups, or departments
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A Strategic Partner with
A Holistic Approach to Modern Talent Management
Walking the path toward innovation and growth
A Strategic Partner with
DATIS HR Cloud, Inc.
� Headquartered in Tampa, FL
� 18 years of experience in human capital management
� Focused on not-for-profit human services industry
� Strategic partner with National Council for Behavioral Health
A Strategic Partner with
Representing DATIS
� Erik Marsh – President & CEO
� Dellas Hustead – Account Executive
� Toni Aliberti – DATIS Marketing
A Strategic Partner with
Goals for Today’s Call
Increase your knowledge and understanding of:
� Unifying talent management into your workforce strategy for a holistic approach
� Best practices for employee and manager performance appraisals
� Cascading goals that align employees with the organization
� Development plans with customized training requirements for individuals, groups, or departments
A Strategic Partner with
ROOM FOR IMPROVEMENT
� “According to a recent World at Work study, 58 percent of HR leaders gave their performance management process a “C” grade or worse. Few other processes in an organization are allowed to perform so poorly, and performance management should not be allowed to any longer.”
Deloitte: Human Capital Trends 2013
A Strategic Partner with
TRADITIONAL CYCLE
A Strategic Partner with
MASLOW’S HIERARCHY OF NEEDS
A Strategic Partner with
HUMAN CAPITAL TRENDS 2014
Deloitte – Human Capital Trends 2013
A Strategic Partner with
PERFORMANCE MANAGEMENT PHILOSOPHIES
Deloitte – Predictions for 2014
A Strategic Partner with
DESIGN PRINCIPLES
Deloitte – Predictions for 2014
A Strategic Partner with
IT BEGINS WITH ONBOARDING
The Talent Board - Candidate Experience 2013
A Strategic Partner with
ONBOARDING SYSTEM
DATIS e3 - New Hire Wizard
A Strategic Partner with
CLEARLY DEFINED JOB DESCRIPTION
DATIS e3 – Position Control
A Strategic Partner with
CONTINUOUS COACHING MECHANISM
DATIS e3 – Development Plans
A Strategic Partner with
LEARNING MANAGEMENT
DATIS e3 – Learning Management
A Strategic Partner with
SCHEDULING AND COMPLIANCE
DATIS e3 – Performance Management
A Strategic Partner with
EMPLOYEE ENGAGEMENT Quick, Anywhere Access to:
• Attendance Calendar • Benefit & Dependent Info • Compensation Data • Credentials • Direct Deposit • Documents • Learning Management • Pay Stubs • Performance Management • Skills • Timesheets • W2’s • W4 Forms
DATIS e3 – Employee Self-Service
A Strategic Partner with
ENGAGEMENT ACTIVITY
A Strategic Partner with
WRAP UP
� Talent Management should be tightly integrated with an overall workforce strategy
� More frequent and more meaningful interactions between employees and managers
� Include your mission, your agency goals and your program goals into development plans
� Embrace some of these emerging trends into your strategies
A Strategic Partner with
Q & A Ø Type your
question in the chat window
Ø Click the icon to raise your hand in your control panel to ask your question by phone
A Strategic Partner with
Thank You for Attending!
§ DATIS HR Cloud, Inc. § [email protected] § 877-386-1355 § www.datis.com
§ Erik Marsh ext. 1030 § (813) 505-5989 (m) § [email protected]
§ Dellas Hustead ext. 1250 § (412) 973-2560 (m) § [email protected]
A Strategic Partner with
A Strategic Partner with
A Strategic Partner with
A Strategic Partner with
A Strategic Partner with
A Strategic Partner with
FOUR PILLARS OF CAREER MANAGMENT
A Strategic Partner with
HR TRANSFORMATION
A Strategic Partner with
EVOLUTION OF HIGH-IMPACT HR
A Strategic Partner with
TRADITIONAL PERFORMANCE REVIEWS
� Backward looking
� Does little for future growth
� Can feel “forced” or routine – “It’s that time again”
� Disconnected from agency or program goals
� “1 to 5” rating can trigger employee resentment
� Just a tool, not a strategy
A Strategic Partner with
CHANGE THE GAME
� More frequent and deeper interactions
� Steps to develop your employees
� Align everyone to your agency goals and program objectives � Establish S.M.A.R.T. goals (Specific, Measurable, Attainable,
Relevant and Time bound)
� Better engage employees – retain them as well
� Make the process easier for managers and HR
� Create additional reasons for employees to work for you, beyond just the paycheck
A Strategic Partner with
CHANGE THE GAME
� Broaden the definition of Performance Management
� Widen the scope of the employee / manager interaction
� Integrate Performance Management with systems and processes like Position Control, Learning Management, Development Plans, Compensation Management, Credentialing, and Compliance
A Strategic Partner with
PERFORMANCE MANAGEMENT
� Include comprehensive and forward-looking Development Plans � Goals � Training � Employee career aspirations
� Tie in Agency goals and objectives as well as Program initiatives
� Automate the process – make it easy for all involved
� Manager accountability
A Strategic Partner with
PERFORMANCE MANAGEMENT
� One-Time Appraisals (Probationary, e.g.)
� Annual and Quarterly Appraisals
� Quarterly, Monthly and Weekly Supervisions
A Strategic Partner with
TIGHT INTEGRATION
A Strategic Partner with
SELECTIVE CRITERIA
A Strategic Partner with
AUTOMATE THE FORMS PROCESS
A Strategic Partner with
PERFORMANCE APPRAISALS
A Strategic Partner with
INDIVIDUAL DEVELOPMENT PLANS
A Strategic Partner with
LEARNING MANAGEMENT
A Strategic Partner with
MANAGER DASHBOARD
A Strategic Partner with
EMAIL NOTIFICATIONS
A Strategic Partner with
COMPENSATION