Talent Scorecard for Grand Rapids SHRM Group
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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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Talent Scorecard for Grand Rapids SHRM Group
- 1. Grand Rapids, MI SHRM Group Talent Scorecard™ For Leaders and Organizations www.thetrugroup.com / Twitter: @trugroupscott / LinkedIn
- 2. 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
- 3. Objective
- 7. initiatives Talent Management ___________ become necessary when we stop habits ______ doing some of the ______ Core Belief #2 that enable performance at all levels of our organization. Preserve the key habits and you avoid most initiatives.
- 8. Talent Management Core Belief #3 is about great conversations. ____________________________
- 9. 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
- 10. Talent Scorecard
- 11. Key Habits – Your Results 100% <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
- 12. Key Habits – Your Results 100% <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 %
- 13. Budget?
- 14. MV People/Roles – Your Results 100% <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
- 15. MV People/Roles – Your Results 100% <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 %
- 16. Team Focus – Your Results 100% <100% a. Plan for 2011 / Know top priorities 63 % 37 % b. Monthly review of goals 59 % 41 % c. Hit our 2010 goals 41 % 59 %
- 18. Extra Questions – Smoldering Embers Strongly Agree Neutral Disagree Strongly agree Disagree 1 2 3 4 5 a. Very satisfied with promotions 2.0 b. Team is leading and resolving 2.4 conflict c. Confident we will hit our goals 2.0 d. Someone is on my team that 2.7 SHOULD NOT be there
- 20. Sample: Development Plan *sample of this and others are on my website : www.thetrugroup.com/resources/talent- management-resources/
- 21. 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
- 22. Talent Management WE NEED MORE COWBELL!
Notas del editor
- Ask – show of hands – who is here?
- Before we start lets loosen up a little – we have lots of HR professionals in the room.Everyone has an HR face: You know, how you look when your leader walks in and drops a line like – so I hear there were some shenanigans at the sales outing to Wrigley. Or maybe you just hear the words : We need to talk or You won’t believe this - - - and you put your face on and listen - - but your inside, there is something else going on. . . . And you want to give a totally different reaction. . . . .
- Is: Tool for leaders to assess How am I doing? What should be my priorities?Is: Tool for HR business partners to have a yearly conversation?Is Not: More metricsIs Not: ClubIs Not: Meant to be an initiative
- Is: Tool for leaders to assess How am I doing? What should be my priorities?Is: Tool for HR business partners to have a yearly conversation?Is Not: More metricsIs Not: ClubIs Not: Meant to be an initiative
- Is: Tool for leaders to assess How am I doing? What should be my priorities?Is: Tool for HR business partners to have a yearly conversation?Is Not: More metricsIs Not: ClubIs Not: Meant to be an initiative