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This is a presentation I gave to the Grand Rapids SHRM group around the talent scorecard. View my blog for some q and a around the presentation.
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Grand Rapids, MI SHRM Group
Talent Scorecard™For Leaders and Organizations
www.thetrugroup.com / Twitter: @trugroupscott / LinkedIn
My Background• Mission: To be a guide for others so they realize
the excellence they were born to achieve.• Work Experience – Manufacturing / Banking /
Healthcare• People (Executive / Individual / Team Coaching)• Process (Consulting Around Talent Systems |
Organizational Growth/Strategy | Change)
More? LinkedIn | www.thetrugroup.com
Objective
Talent Management?
Core Belief #1
Core Belief #2
Talent Management ___________ become necessary when we ______ doing some of the ______ that enable performance at all levels of our organization. Preserve the key habits and you avoid most initiatives.
initiatives
stop habits
Core Belief #3
Talent Management ____________________________is about great conversations.
21 days – install a new habit
90 % of learning happens outside a
class
10,000 hrs to mastery
70 % coming to training with no why?
Perf Eval: 30% past, 30% now, 40%
future
ISTalent Scorecard
IS NOT
Key Habits – Your Results100% <100%
a. Delivered all evaluations on time
b. One-on-one discussions – monthly
c. Received all evals – my team’s staff
d. My team – have development plans
Key Habits – Your Results100% <100%
a. Delivered all evaluations on time 33 % 67 %
b. One-on-one discussions – monthly 56 % 44 %
c. Received all evals – my team’s staff
33 % 67 %
d. My team – have development plans
19 % 82 %
Budget?
MV People/Roles – Your Results100% <100%
a. List of key people AND
i. Checking in < 1 month
ii. Written Development Plans
b. List of key roles AND
i. Performance/potential chart
ii. List of potential candidates
c. High potentials for promotion
MV People/Roles – Your Results100% <100%
a. List of key people AND 44 % 56 %
i. Checking in < 1 month 33 % 67 %
ii. Written Development Plans 22 % 78 %
b. List of key roles AND 52 % 48 %
i. Performance/potential chart 22 % 78 %
ii. List of potential candidates 15 % 85 %
c. High potentials for promotion 26 % 74 %
Team Focus – Your Results100% <100%
a. Plan for 2011 / Know top priorities 63 % 37 %
b. Monthly review of goals 59 % 41 %
c. Hit our 2010 goals 41 % 59 %
Extra Questions – Smoldering Embers
Strongly agree
Agree
Neutral
Disagree
Strongly
Disagree
1 2 3 4 5
a. Very satisfied with promotions
2.0
b. Team is leading and resolving conflict
2.4
c. Confident we will hit our goals
2.0
d. Someone is on my team that SHOULD NOT be there
2.7
Sample: Development Plan
*sample of this and others are on my website : www.thetrugroup.com/resources/talent-management-resources/
Next Steps
Questions? Email them and I will blog answer in next 2 weeks
Sign up for blog / trUTips (website – www.thetrugroup.com)
trUTips Mailing list? Leave business card / QR Code
Talent Management
WE NEED MORE
COWBELL!