PILAT TALENT MANAGEMENTPILAT TALENT MANAGEMENTOVERVIEWOVERVIEW

Roger Edwards

Director of Consulting and Client Relationship

Presentation OverviewPresentation Overview

Overview of Pilat

Talent Management Model

Developing a Talent Strategy

Engaging & Retaining Talent

Talent Solutions

Integrated Talent Technology Examples

Who are we?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

OurOur MissionMission

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.

Pilat HR Solutions: Areas of ExpertisePilat HR Solutions: Areas of Expertise

Why Pilat? 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

Our Clients Our Clients

Proven track record:

Talent ManagementTalent Management

Developing a Talent StrategyDeveloping a Talent Strategy

Designed to identify the organisation’s 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’

Building a Mission Critical Talent StrategyBuilding a Mission Critical Talent Strategy

Intervention OverviewIntervention 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

Engaging & Retaining TalentEngaging & 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

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

Organisation Direction

Values Visions Mission Business Strategy

Talent Results

Attract Talent

Engage Talent

Build Talent

Leverage Talent

Retain Talent

Business Results

Growth

Customer Satisfaction

Competitiveness

Speed

Innovation

Talent FrameworkTalent Framework

Intervention OverviewIntervention 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

Talent Solutions & Talent TechnologyTalent Solutions & Talent Technology

Talent Solutions On line development actions for managers and employees

Manuals and workbooks for manager development

Talent Technology Integrated talent Applications

Talent SolutionsTalent Solutions

Aligning engagement actions

Solutions that managers can implement

Solutions for teams

Solutions that can be given to individuals

Pilat HR Pulse™ TechnologyPilat 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

HR PULSE is a ToolkitHR 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

Hosting & SecurityHosting & 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

Performance Management FeaturesPerformance 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

Career Development FeaturesCareer 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

Succession Planning FeaturesSuccession 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

Development PlanningDevelopment 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

Talent Management System ScreenshotsTalent Management System Screenshots

Example SystemExample 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

Example SystemExample System

Example SystemsExample 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

Example SystemExample System

Example 360 SystemsExample 360 Systems

ManagerManager Menu: Nine Box GridMenu: 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.

Manager & HR Succession Nomination GridManager & 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.

HR Administration Menu: Employee MatchHR 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.

HR Administration Menu: Simple SearchHR 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.

EXAMPLE REPORTSEXAMPLE REPORTS

Report: Executive ProfileReport: Executive Profile

Report: Individual Development PlanReport: Individual Development Plan

Report: Competency ScoresReport: Competency Scores

HR Administration Report: Performance MonitoringHR Administration Report: Performance Monitoring

HR Administration Report: Performance MonitoringHR Administration Report: Performance Monitoring

HR Administration Report: Performance MonitoringHR Administration Report: Performance Monitoring

HR Administration Report: Performance MonitoringHR Administration Report: Performance Monitoring

Report: Skill & Competency SummaryReport: Skill & Competency Summary

Report: Overdue Development ActivitiesReport: Overdue Development Activities

Individual Succession PlanIndividual Succession Plan

Succession ChartSuccession Chart

Report: Position Succession SummaryReport: Position Succession Summary

Ripple AnalysisRipple Analysis

Report: Employees With No SuccessorsReport: Employees With No Successors

Report: High Potential SummaryReport: High Potential Summary

Report: Metrics Analysis ReportReport: Metrics Analysis Report

Report: Age, Length of Service, Time in Position AnalysisReport: Age, Length of Service, Time in Position Analysis

Report: Talent DashboardReport: Talent Dashboard