In recent years, the hype of big data has left some organizations in limbo with unfulfilled promises of what that data can help them achieve. Mature HR organizations have honed their strategy to find success with the next technology evolution: applied analytics.
Applied people analytics can highlight trouble-spots, forecast trends, and otherwise help you make sense of millions of rows of records so that you can make better decisions for your organization, but it can also be leveraged to help employees on an individual basis. In this webinar you will learn:
Why promoting career development helps the organization as well as the employee
How to learn from past employee movement to best predict where to invest development resources
How to empower managers to have career development conversations in the absence of HR-defined career paths
According to Gallup, when employees leave an organization, 32% are leaving for career advancement. Learn how you can use big data insight to drive meaningful conversations about career development in your organization and achieve better workforce and business outcomes. In this webinar, Talent Management expert Caitlin Bigsby will discuss how you can empower people managers to be career coaches using people analytic insights.
Mastering Vendor Selection and Partnership Management
PERSONALIZED CAREER COACHING USING BIG DATA INSIGHT
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Frequently
Asked
Ques0ons
6. Agenda
§ Career development helps the organization as well
as the employee
§ Empower managers to have career development
conversations
§ Predict where to invest development resources
6
8. Poll Question
8
How much of a concern is employee
retention at your organization?
§ Top concern of the CEO down
§ Major concern of senior leadership
§ Something of a concern
§ Not a concern at all
9. 9
Slightly more than half
of employees (51%) say
they are actively looking
for a new job or
watching for openings
More than 50% of
employees are
actively looking
for new
opportunities
10. 10
An overwhelming
majority of employees
(91%) say that the last
time they switched jobs,
they left their employer
to do so
91% of people
said their last job
change was also
a company
change
Gallup: State of the American Workplace
16. Poll Question
16
What is your biggest challenge when faced
with turnover?
§ The cost of replacement
§ Finding the right talent fit
§ Loss of institutional knowledge
§ Productivity and morale dips
17. • Outside hires are a risk
• Promoted employees understand the goals and the culture of the organization and can
get up to speed quickly
• Demoralizing to other employees
17
Outside hires can be a risk
Fit
Ramp up
Demoralizing to
existing
employees
18. Failure to Promote Career Advancement
Costs Money, Experience and Morale
18
19. 19
Internal hires:
§ Are productive faster
§ Reflect corporate DNA
§ Don’t carry the same cost
§ Inspire their colleagues
22. Poll Question
22
Is your organization supportive of internal
career movement?
§ Very; we actively promote from the top down
§ Somewhat; we’ll always consider internal
candidates
§ It depends on the department and manager
§ Not very
24. The Front Line
Your managers are the face of your organization’s career development efforts, for good or
for bad
24
With Manager Support Without Manager Support
Motivated to do their best at
work
Satisfied with their job
Feel valued by the organization
Would recommend their
organization
88%
86%
80%
79%
48%
39%
16%
22%
25. How Can You Help
• Create a culture of coaching
• Coach the coaches
• Provide tools to facilitate conversations
25
How Can You Help
Lead
26. Poll Question
26
How well prepared are your people
managers to have conversations about
career development with their reports?
§ Very prepared
§ Somewhat prepared
§ A little prepared
§ I wouldn’t trust them to even try it
27. Coach The Coaches
§ Soft skill education guidance
§ Self-paced training
§ Workshops
§ HR roadshows
27
28. Create a Culture of Coaching
§ Top down action
§ Reward managers:
§ Who coach.
§ Who have direct reports who
move up
§ Make it an element of
performance
28
29. Provide the Tools
§ Provides tools
§ Tools to track conversations
§ Tools to prompt conversations
29
31. Meet Adan
§ Mid-20s
§ High-performer
§ Quick learner
§ Hasn’t spoken much
about what he wants to do
next
31
32. Meet Adan’s Manager
§ New to the organization
§ Wants Adan to stay and grow
§ Not sure how to guide him
§ She knows the average tenure for his
role is 2 years
32
33. Without the Data
§ What to talk about?
§ Rely on HR’s defined career
track?
§ Does it exist?
§ Is it current?
§ Can she answer his questions?
33
34. Add in the Data
§ Career movement
§ Past and current occupants
§ Time to movement
§ Stability in the new positions
34
35. What Does Career Coaching Look
Like When We Add Data?
§ Talk about real options
§ Explore avenues to goals
§ Assess timelines
§ Identify mentors
35
36. The Journey
§ Customer Support Senior Rep is
most common path
§ But there are other viable options
36
38. Options
§ Sales has a lot of
movement and a short
tenure
§ But people who move into
this role move onto other
roles in the organization
§ Adan sees that it can take
him to the role of sales
executive
38
40. Choosing the Path
§ Together, Adan and his manager can
create a Career JourneyTM:
§ Explore options
§ Identify routes
§ Look at timelines
§ Identify mentors
40
41. Big Data Benefits
§ Real career paths based on real
movement
§ Generated in real time
§ Shows other options
§ Includes timelines
§ Leverages existing organization data
§ Focuses on mobility
41
42. Look to the Past to
Plan Wisely for the Future
42
43. Developing Wisely
Inform coaching decisions with
insight:
§ Functions/jobs that are likely to
have open headcount in the
future
§ Which functions/jobs produce
great leaders
§ Which functions/jobs have too
much churn
43
44. Poll Question
44
How prepared is your organization for
employee growth and change in the near
future?
§ Good - we’re prepared with an accurate talent
forecast
§ OK - we know what we want but we don’t have
a talent forecast
§ Not great - we’re pretty reactive and hire when
the need arises
49. Nurture Tracks
§ Some roles and
organizations produce more
leaders than others
§ Direct high performers/high-
potentials to these
organizations
49
50. Nightmare Tracks
§ Some organizations have a lot of churn
§ Steer valuable employees away from
these orgs
50
53. Keeping it Real
§ Big data isn’t just about anonymizing
data points
§ Analytics can have a real impact on
a person’s career development
§ Managers can up their game when
they are empowered with knowledge
§ You can more strategically allocate
development efforts
53
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5 Things Not to Overlook During HR Tech Vendor Selection
Wednesday, July 25, 2018
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