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

http://www.dir.texas.gov/

February 10, 2017cpshr.com

CPS HR’s Talent Management Model


The Continuity of Your Organization… and Beyond!

Business Continuity Plan?

Emergency Plan?

Comprehensive Plan?

Other Contingency Plans?

People Continuity Plan?


POLL #1


POLL #2


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


The Workforce is Changing

Proportion of the

population aged 60 years+

In 2020, half of our

workforce will be

Millennials.

50%


What Do Our Employees Expect?


What the Incoming Workforce Wants

Purpose

Responsibility

Autonomy

Flexibility

Attention

Opportunities for Innovation

Transparency

Compensation


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%


Current State of Development

Orientation/Onboarding

Classes

Conferences

Projects


Implications For Unprepared Promotions

Frustration

Steeper Learning Curves

Anxiety or Uneasiness

Increased chances for mistakes

Lack of trust among teammates

Time Wasted


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


Even the Dark Side (Sith) Does Leadership Development


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

CPS HR Consulting

Succession Planning Toolkit


Step 1 – ID Key Positions


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


Accountability

Great Chemistry in

Organizations start

from the top

Development of talent

is shared throughout

the organization


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


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


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


Step 1 - Tool


Step 2 - ID Talent


Go Beyond Finding Talent

What should we really be looking for?


Determine Potential and Readiness


Find Teachable Players


Find Team Players


Find Adaptable Players


Assess Bench Strength


Find Talent Others Overlook

Best Credentials don’t always equate to best talent

Careful who you write off

Let others fight for talent


Step 2 - Tool


Step 3 – Prepare Participants


Communicate Expectations

Requirements

Communicate Gaps

Resources/Support Structure

Joint Effort

Listen to Participant Expectations


Transparency


Create a Development Roadmap

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


Step 3 - Tool


Step 4 – Provide Development Opportunities


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


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


OJT Development

Managing Project

Serving on cross-functional Team

New task or assignment

Volunteering with an external organization to pursue a

learning


Encourage Distributed Decision-Making


Leadership

Leadership Management

Not limited to one person

Group Ownership

Mentorship

Leverage wisdom with energy


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


Standardize Learning


Development Teams


Capture Knowledge Now


KM at its Core

Content – Capture and document for access

Collaboration

Culture of knowledge-sharing


Importance of Knowledge Management


Step 4 - Tool


Step 5 – Monitor


Measure

Reaction

Learning

Behavior

Results


Feedback

Feedback from Participants

Feedback from Program Supports

Use of Scorecards


Assess Alignment

Is development efforts predictive of success?

Are you using the correct tools?

Identify opportunities and obstacles


Update Plans

Update to ensure accountability

Reassess gaps

Is the position changing

(KSAO’s, expectations, etc.)


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


Share Successes/Advertise

Communicate with Organization

Share Metrics

Share Successes

Share Participant Testimonials

Make Information Accessible


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

Documents

Presented for The Technology Today Series Hosted By: DIR