Presented for The Technology Today Series Hosted By: DIR

Presented for The Technology Today Series

Hosted By: DIR

Explore the Future: Prepare Your Organization

for Tomorrow’s Talent

Joshua D. Smith, SPHR, CPM, CSSBB-ASQFebruary 15, 2017

Learn More About DIR Programs

• Visit the DIR CALENDAR to view events and

access more details. www.dir.texas.gov - top of

any page

• Click on STAY CONNECTED on DIR home page

(bottom left) to subscribe to discussion groups.

Today’s Webinar

• Audio is transmitted via computer. (Telephone is

also an option.) All attendees are muted – no mic

needed.

• Attendees key questions via the Question Pane.

• The presenter company will send a follow-up

email with the CPE form and any resources

promised

Welcome!

DIR thanks CPS HR Consulting for participating in the Technology Today Series (TTS)

Host

Joy Hall BryantProgram Manager, IRM Outreach

Texas Dept. of Information Resources

Co-Host

David DuncanBusiness Development Associate

CPS HR Consulting

Presenter

Joshua SmithSPHR, SHRM-SCP, CPM, CSSBB

Senior Human Resources Consultant

CPS HR Consulting

February 10, 2017cpshr.com

CPS HR’s Talent Management Model

February 10, 2017cpshr.com

The Continuity of Your Organization… and Beyond!

Business Continuity Plan?

Emergency Plan?

Comprehensive Plan?

Other Contingency Plans?

People Continuity Plan?

February 10, 2017cpshr.com

POLL #1

February 10, 2017cpshr.com

POLL #2

February 10, 2017cpshr.com

What’s is the Deal with Development?

Firefighting

Lack of Expertise/Too Hard

Lack of Standardized practices

Lack of Technological Tools

Delay in Retirement

Ownership – HR’s Job

Economy - Demand to do more with less

Time/Prioritization

Lack readiness due to gaps in foundational data

needed to develop workforce

February 10, 2017cpshr.com

The Workforce is Changing

Proportion of the

population aged 60 years+

In 2020, half of our

workforce will be

Millennials.

50%

February 10, 2017cpshr.com

What Do Our Employees Expect?

February 10, 2017cpshr.com

What the Incoming Workforce Wants

Purpose

Responsibility

Autonomy

Flexibility

Attention

Opportunities for Innovation

Transparency

Compensation

February 10, 2017cpshr.com

Demands of the New Workforce

TRAINING &DEVELOPMENT

FLEXIBLE HOURS

CASHBONUSES

FREEHEALTHCARE

PENSION/ RETIREMENT

MORE VACATION

SOURCE: https://www.pwc.com/gx/en/managing-tomorrows-people/future-of-work/assets/reshaping-the-workplace.pdf

22%

8%

6%6%

19%

14%

February 10, 2017cpshr.com

Current State of Development

Orientation/Onboarding

Classes

Conferences

Projects

February 10, 2017cpshr.com

Implications For Unprepared Promotions

Frustration

Steeper Learning Curves

Anxiety or Uneasiness

Increased chances for mistakes

Lack of trust among teammates

Time Wasted

February 10, 2017cpshr.com

Implications For Zero Development

State of Limbo for Employees

Increases Reliance on External Hiring

What if I develop them and they

leave?

Employees feel less valued

Time to hire could take much longer

February 10, 2017cpshr.com

Even the Dark Side (Sith) Does Leadership Development

February 10, 2017cpshr.com

Developing Current & Incoming Talent:* Using the 5-Step CPS HR Succession Planning Toolkit

CPS HR Consulting

Succession Planning Toolkit

February 10, 2017cpshr.com

Step 1 – ID Key Positions

February 10, 2017cpshr.com

What is a Key Position?

Important regardless of the current incumbent

Vital to the support and operation of the organization

Risk of not having someone in position

February 10, 2017cpshr.com

Accountability

Great Chemistry in

Organizations start

from the top

Development of talent

is shared throughout

the organization

February 10, 2017cpshr.com

Alignment

Ensures current and future business needs

Link Talent Management with Strategic Plan

Define Positions that are mission-critical

Aligned Organizations:

• Create a system for success

• Create an environment conductive to success

February 10, 2017cpshr.com

Assess - ID KSAO’s

Identify the competencies required for exceptional

performance for each of the critical areas/functions

Will the KSAO’s look different in the future?

Define Leadership Deficiencies

February 10, 2017cpshr.com

Assortment

Talent development not just for executives

Cascade development of future key leaders

Focus on areas the organization is heavily reliant

and/or weak

Define positions critical to the support of the

organization

February 10, 2017cpshr.com

Step 1 - Tool

February 10, 2017cpshr.com

Step 2 - ID Talent

February 10, 2017cpshr.com

Go Beyond Finding Talent

What should we really be looking for?

February 10, 2017cpshr.com

Determine Potential and Readiness

February 10, 2017cpshr.com

Find Teachable Players

February 10, 2017cpshr.com

Find Team Players

February 10, 2017cpshr.com

Find Adaptable Players

February 10, 2017cpshr.com

Assess Bench Strength

February 10, 2017cpshr.com

Find Talent Others Overlook

Best Credentials don’t always equate to best talent

Careful who you write off

Let others fight for talent

February 10, 2017cpshr.com

Step 2 - Tool

February 10, 2017cpshr.com

Step 3 – Prepare Participants

February 10, 2017cpshr.com

Communicate Expectations

Requirements

Communicate Gaps

Resources/Support Structure

Joint Effort

Listen to Participant Expectations

February 10, 2017cpshr.com

Transparency

February 10, 2017cpshr.com

Create a Development Roadmap

“I know he can get the job but can he do the job?”

February 10, 2017cpshr.com

Step 3 - Tool

February 10, 2017cpshr.com

Step 4 – Provide Development Opportunities

February 10, 2017cpshr.com

Developmental Resources

Fundamental outcome of development is action to

close gaps between skills/competencies needed

and skills/competencies now

An action plan or developmental plan will provide

the path to grow skills and experience

Development should not default to “take a class”-

the “inoculation” approach

Developmental resources can be found both

internal to and external to the organization

February 10, 2017cpshr.com

Development Toolbox

Internal

Instructor–led training

Web/on-line training

Resource Library

OJT

Leadership academies

Mentoring/Coaching

Job rotation

Project leadership

Job shadowing

External

Colleges/universities

(academic and extension

programs)

Commercial training

Professional certifications

Self-paced learning

Loaned Executive

programs

February 10, 2017cpshr.com

OJT Development

Managing Project

Serving on cross-functional Team

New task or assignment

Volunteering with an external organization to pursue a

learning

February 10, 2017cpshr.com

Encourage Distributed Decision-Making

February 10, 2017cpshr.com

Leadership

Leadership Management

Not limited to one person

Group Ownership

Mentorship

Leverage wisdom with energy

February 10, 2017cpshr.com

Create Experiential Development

Create opportunities for rising stars

Anticipate and Encourage learning through mistakes

Promote a culture of inclusion

• Everyone has a chance to get in the game

• Play time through rotation

• Prevents burnouts and increases ability

February 10, 2017cpshr.com

Standardize Learning

February 10, 2017cpshr.com

Development Teams

February 10, 2017cpshr.com

Capture Knowledge Now

February 10, 2017cpshr.com

KM at its Core

Content – Capture and document for access

Collaboration

Culture of knowledge-sharing

February 10, 2017cpshr.com

Importance of Knowledge Management

February 10, 2017cpshr.com

Step 4 - Tool

February 10, 2017cpshr.com

Step 5 – Monitor

February 10, 2017cpshr.com

Measure

Reaction

Learning

Behavior

Results

February 10, 2017cpshr.com

Feedback

Feedback from Participants

Feedback from Program Supports

Use of Scorecards

February 10, 2017cpshr.com

Assess Alignment

Is development efforts predictive of success?

Are you using the correct tools?

Identify opportunities and obstacles

February 10, 2017cpshr.com

Update Plans

Update to ensure accountability

Reassess gaps

Is the position changing

(KSAO’s, expectations, etc.)

February 10, 2017cpshr.com

Tie PM to Talent Review

Performance History plays critical role development

Use different PM while cross-developing (OJT)

• Program Eligibility

• Development Plan while in the program

• Skill development as a results of identified gaps

February 10, 2017cpshr.com

Share Successes/Advertise

Communicate with Organization

Share Metrics

Share Successes

Share Participant Testimonials

Make Information Accessible

February 10, 2017cpshr.com

Step 5 - Tool

Questions

Key questions into the question pane

Host

Joy Hall BryantProgram Manager, IRM Outreach

Texas Dept. of Information Resources

Co-Host

David DuncanBusiness Development Associate

CPS HR Consulting

Presenter

Joshua Smith, SPHR, SHRM-SCP, CPM,

CSSBBSenior Human Resources Consultant

CPS HR Consulting

Explore the Future: Prepare Your Organization

for Tomorrow’s Talent

Joshua D. Smith, SPHR, CPM, CSSBB-ASQFebruary 10, 2017