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HCM-06:Development Plans: Core of Deltek Talent Management, Central to Employee Success
Dave Lee/Amy Champigny, Deltek
Agenda
Introduction
Modern Challenges
Live Product Demo
3 Development Plan Examples
Onboarding
Current Role (Proficiency)
Reskill/Upskill (Mastery)
Sample Timeline
Implementation
CONFIDENTIAL © Deltek, Inc. All Rights Reserved. 2
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Introduction
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Difficulty Locating
Qualified Talent
Employee Turnover in
Specialized Roles
Skills Shortages in
the Workforce
Employee Development is Your Secret Weapon
If you can’t find them, you have to
build them
Constantly recruiting for the
highly specialized roles that are
most difficult to fill
Reskilling and upskilling existing
employees helps address gaps
More than 2/3 of participants feel
that their workforce is not
prepared for what is coming in the next three years
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The Digital
HR Function
Alignment: Getting Lost
With all this change, how do you
keep your workforce aligned with
organizational growth and strategic
goals?
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Top Notch Good So-So Not Great Quite Bad
Employee Experience Self Assessment
Only 2% of
respondents feel
their employee
experience is
top notch
54% rated their
employee
experience as
being good
32% rated their
employee
experience as
just so-so
10% reported
that their
employee
experience
wasn’t great
3% actually
stated that their
employee
experience is
quite bad
The Digital
HR Function
Invest in Development to Improve Profitability?Managing the workforce is about more than acquiring the
right talent
» Does your organization have any of the following goals in
mind for this year and beyond?
» Create a strong company culture
» Build a solid reputation in the talent marketplace to attract
even more great talent
» Improve the employee experience to improve
engagement and retention
» Increase productivity AND profitability
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Modern Challenges
Deltek Clarity 2019A&E GovCon
Deltek Clarity 2019GovCon
Deltek Clarity 2019A&E GovCon
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Manpower Group
67% of recruiters say their biggest challenge in hiring is the lack of skilled and high
quality candidates
Manpower Group
45% of employers globally report they can't find the
skills they need
Manpower Group
1/3 employers claim the main reason they can't fill roles is because 27% candidates lack the necessary hard and soft
skills
Insights45% say they can't find the skills
they need, and for large organizations (250+ employees)
it's even higher, with 67% reporting talent shortages in
2018
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Better Buys
7/10 people say that professional development opportunities affect their
decision to stay at a company
Gartner
Gartner research indicates that companies need to shift
from external hiring strategies towards training
their current workforces and applying risk mitigation
strategies for critical talent shortages
KornFerry
The $8.5 Trillion Talent Shortage study, finds that by 2030, there will be a global human talent shortage of
more than 85 million people
Future Workplace
97% of HR leaders are planning to increase their investment in recruiting
technology by the year 2020, including nearly a quarter (22%) who anticipate a 30-50% increase in spending
Do we need to find them? Do we need to build them?
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OR
So Where Did All The Money Go?» Let’s hire another recruiter, or two, or three
» 3rd party recruiting fees
» Additional LinkedIn/Job Board Licenses
» Additional advertising or paid search costs
» New hire onboarding…again and again and again (pulling
productivity)
» HR salaries
» Trainer salaries
» Manager/Employee/Mentor salaries
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Sample
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» Let’s hire another recruiter = $50,000 plus burden ($65,000)
» 3rd party recruiting fees = 5 fees @ $17,500 ($87,500)
» Additional LinkedIn/Job Board Licenses ($15,000)
» Additional advertising or paid search costs ($10,000)
$177,500 just for this small business…
***How much revenue must you generate to cover this expense at your current GM?
Where Should The Money Have Gone?Retaining institutional knowledge
**Development and Performance management software- skill management, continuous performance management
**Learning budget
**LMS, training, conferences, webinars, succession planning development
**Onboarding programs- immediate engagement and training/skill development
**Recognition/rewards programs
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DTM Product
» Development Plans
» Plan Items
» Competency Suggestions
» Mentoring
» External Development
» Super powerful in tandem with LMS
DTM Can Help!
Employee Development
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Timeline
© Deltek, Inc. All Rights Reserved.22
23CONFIDENTIAL © Deltek, Inc. All Rights
Reserved.
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Implementation
Transition Takes Patience, Time, and Communication
Gain and Influence Buy-In
Define Development
Process &
Framework
Development
Time
Be the agent of change and influence the
organization appropriately
Define development plan process and
skills/competency framework to develop and
award
Communication of plan and rollout
strategy
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Implement
Framework
Time to engage, retain,
and let them grow!
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When 80% benefit, don’t let 20% bring you/it down
Optimization
Workshops/
Additional
Consulting
Talent Reporting
Tool Packages
Module Add On
Implementations
Technical Integrations &
Data Migration, Scripting
Administrator &
End-User
Training
Why work with Talent
Consulting team?We can offer the following:
For more information visit www.deltek.com/globalconsulting
CONFIDENTIAL © Deltek, Inc. All Rights Reserved. 29
Summary
Important Takeaways
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» We are not going to be able to recruit all of the talent we need
» Development and retention $ is money better spent than unnecessary
additional acquisition
» Onboarding, role-based, upskill/reskill
» Development variety
» Development is a process, just like any other- you need to develop a plan
and stick to it
Final Takeaway
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» Ask yourself the question…
“How do I intend to change my organization based on what I have
learned today?”