SlideShare a Scribd company logo
Using Technology to Drive Effective Talent Management

    -Dr Sujaya Banerjee

    Chief Learning Officer, Essar Group




NHRDN Virtual Learning Session
27th June 2012

                                                           1
Strategic Imperatives for Technology


                                              Enhanced Measurability & Accountability
               Scalability of
               Processes &
               Initiatives




                     Process Integrity & Transparency
Cross-cultural Integration




                                                   Uniform Hi-tech Hi-touch employee
                                                               experience

                                                                                 2
What Organizations Want from an e-Talent Management System


                       • Provision to set and share goals across all levels in the organisation
                       • Enabling stakeholders to track progress against goals
     Ease of Use       • Providing the team the big picture to better appreciate their role and
                         contribution
                       • Leverage technology to enable employees create SMART Goals



                        • Talent repository (HRMS, Performance & Talent systems) with enriched
                          profiles
   Know Its People      • Tap knowledge from organization and enable employees to connect, share
                          and collaborate
                        • Improve decisions on the deployment of talent across the organization



                        • Goal cascading / alignment across levels, integration of LMS, succession
                          planning with PMS
   Best Practices       • Empower employees with meaningful dialogue through available technology
                        • Deliver high quality feedback that will motivate employees and drive
                          performance


                         •   Assess and discover competency gaps and performance
                         •   Create development plans
 Career Development      •   Suggest learning activities
                         •   Monitor and Measure learning programs and
                         •   Coach and mentor team to improve employee performance



                                                                                                     3
Revamping the Existing Performance Management System


    Need felt to evolve a customised PMS process that was seen as contextually
    relevant



    - 2 parallel Taskforces constituted with 20 Line Managers and 20 HR Managers

    - Taskforces mandated to adopt a ‘blue sky’ approach and present recommendations to the
    People’s Committee (constituting of Promoter Directors and Business Heads)



   (1)   Inaugural Meet                                       : Nov 15th, 2010
   (2)   Joint Taskforce Offsite                              : Dec 22nd – 23rd
   (3)   e-group created to facilitate interaction between team members
   (4)   Presentation to People’s Committee by Joint Taskforce : Feb 7th, 2011


                 SuccessFactors amongst 6 shortlisted found to be most
                          ideally suited as solution partners




                                                                                              4
Recommendations from PMS Taskforce



                             Usage of Intuitive and User Friendly Technology


                             Greater Objectivity


                            Creation of Individual + Group KPAs


                            Assessment on Capabilities


                            Use of Descriptors and proficiency scales


                            Functionality to track Career Progression & Development


                            Functionality to track cross-functional exposures



                            Mandatory PMS Certification for all Supervisors / Employees




                                                                                          5
Success    HR     Emp
                                                             Halogen   SAP
                                   Factors   Smart   Track

Market Leadership
User Interface
Customisation
Navigation
One Essar Project
Functionalities / Features
Web Access Option




         Indicates best-in-class



                                                                             6
7
8
The PMS Cycle @ Essar

                                     Dec           Jan

                                                                                    Feb
                 Nov




                                                   Q3 Review
                         Q3                                               Q4


                   Q2 Review & EDR                                                          Mar
         Oct

         Sep                                                     Annual Performance
                                                                                            Apr
                                                                      Review
                                                                     Goal Setting
                                       Q1 Review

                         Q2                                                Q1

                                                                                      May
                   Aug

                                     Jul                       Jun



                                                                                                  9
Popularizing Balanced Scorecard by Creating e-Module




                       PERFORMANCE MANAGEMENT          10
FUNCTIONALITIES
  Notes & Badges




                                    Using Notes and Badges

                                       —   Employees use ‘Notes’ to send
                                           feedback or comments to their
                                           co-workers

                                       —   ‘Badges’ are e-tokens of
                                           appreciation which can be sent
                                           anytime during the year




                   TALENT PROFILE                                     11
FUNCTIONALITIES

  Self Directed Learning on e-Compass




                      For the First time in Asia
                                   Integration of



                                            &




                                  Self-Directed Learning   12
Mapping of As-Is process to Desired Process was key in giving clarity- enhancing usage of
tool and process


Creating of Cross functional Team (IT/HR/SAP) and weekly meetings/reviews


User Access Audits


4 Wave Training Certification- getting Businesses to own success and User training


Leaders Buy-In and Adoption



Super Administrator prompts and monitoring continuously


Analysis/Dashboards in the hands of HR/Line Managers


Strong Channels of Communication- Workshops, Meetings, Training, Posters, Roadshows,
Contests, Townhalls


13
IT Engagement and competence

User Access Testing (VPN) and IT Infrastructure readiness

Connectivity issues and country specific laws

Additional software requirement and planning
Separate strategy for Non SAP Locations

HR Process implementation in new acquired entities and early adoption

Dependency on Web based training for remote locations

Web Enabled Solution for Data cleanup




14
5000 Unique users
                              have logged on to
   95% Completion of               SkillSoft             350 HR Persons
        Annual
                                                         Process and
     Performance
                                                         Functionality Savvy
     Review on e-
      Compass                                     LMS@Essar powered by


96% Performance
and Development
                                                                     14000 Users
 Savvy Leaders                                                          in 21
                                                                      countries

                                                                          Visibility to
17,748 e-learning
Resources Accessed
                                                                        Business Plans
                                                                           and CEO
                                                                        Scorecards for
                       95% Employees          Buy In of Group            the first time
                       (12k+) Goals with      CEO and Board
                       75% Alignments                                    15
FUNCTIONALITIES
  LMS@Essar powered by



       Unlimited user          Contains 22,000+ world-
         access                    class courses


    Accessible through
                                Unlimited user access
      single sign on



    10 e-books released           Cloud Computing
      on daily basis


      Dashboard and             Accessible anywhere,
    Reporting capability              anytime



    ONE CLICK access to 22,000+ world class courses


                           Self-Directed Learning        16
FUNCTIONALITIES
  LMS@Essar powered by SkillSoft




                               Great opportunity for Self-directed learning




                          Access to courses for development of behavioral and
                                        functional competencies




                          Availability of unlimited access to e-courses, e-Books,
                                       journals at anytime, anywhere




                            Self-Directed Learning                                  17
FUNCTIONALITIES
  Books 24x7




                  Self-Directed Learning   18
19
FUNCTIONALITIES




        • Career Ladders                                           • The opportunity for
          provide an incentive                                       advancement
          for employees to                                           motivates employees
          stay within an                                             to produce and
          organization when                                          perform well on the
          they see                                                   job and to acquire
          opportunities to                                           new knowledge and
          advance.                                                   skills
                                     Employee     Incentive to
                                     Retention    Performance




                                     Career        Succession
                                   Development      Planning
       • The graphic                                                 • Career Ladders
         representation of                                             enable organizations
         career ladders                                                to plan for and
         provides an easily                                            develop the skills,
         understood tool to                                            knowledge, and
         assist an individual                                          abilities they need
         in career planning                                            now and in their
         and decision making                                           future workforce


                                 Career Development and Planning                              20
Awards and Accolades




          Best Project Implementation Award in Asia Pac
                            Award 2011




Best Biz Adoption in Asia Pac Award (2012)




                                                          21
THANK YOU




            22

More Related Content

PDF
WebMentor Skills Competency Management System Product Brief
PDF
Pcs Value Features Data
PDF
How to make_it_real-hayden_lindsey
 
PPT
Next Generation Leadership: Integrated Talent Management for Robust Talent Pi...
PDF
Establishing a performance culture
PPTX
Talent Guard Overview 2012
PPTX
12 seconds to project management greatness
PDF
Talent Guard Overview
WebMentor Skills Competency Management System Product Brief
Pcs Value Features Data
How to make_it_real-hayden_lindsey
 
Next Generation Leadership: Integrated Talent Management for Robust Talent Pi...
Establishing a performance culture
Talent Guard Overview 2012
12 seconds to project management greatness
Talent Guard Overview

What's hot (20)

PDF
JD Edwards & Peoplesoft 3 _ Linda Hemsworth _ PeopleSoft HCM 9.1 Achieving Ta...
PDF
Charisma HCM Talent Management
PDF
IBM Rational Software Conference 2009 Day 1 Keynote: Jamie Thomas
PDF
Flexibility: The Profitable Difference that Matters
PDF
Improving business performance through the recession: Are your HR systems fit...
PDF
Mike Wangsmo CV
PDF
Psyche Hospitality Enterprises Ltd.
PDF
'A is for Agile, the start of something good!'
PPTX
C2C ebrochure smartwave
PDF
HR and Efficency Solutions
PDF
Profile - Phanidhar Palakoti
PDF
Presentation by libby mac rae and bob mcdonald
PPTX
Human capital management
PDF
Corporate profile aronagh genzee collaborating partner
PPTX
Professional Business Results & Selected Accomplishments
PDF
QFH Consulting Capabilities
PDF
Cf Wi Vision
PDF
Diaz Del Oro & Hires - Royal Caribbean Building on Talent
KEY
Creating a strategy map #PCV12
PDF
Definitive Guide to Strategic Human Capital Management
JD Edwards & Peoplesoft 3 _ Linda Hemsworth _ PeopleSoft HCM 9.1 Achieving Ta...
Charisma HCM Talent Management
IBM Rational Software Conference 2009 Day 1 Keynote: Jamie Thomas
Flexibility: The Profitable Difference that Matters
Improving business performance through the recession: Are your HR systems fit...
Mike Wangsmo CV
Psyche Hospitality Enterprises Ltd.
'A is for Agile, the start of something good!'
C2C ebrochure smartwave
HR and Efficency Solutions
Profile - Phanidhar Palakoti
Presentation by libby mac rae and bob mcdonald
Human capital management
Corporate profile aronagh genzee collaborating partner
Professional Business Results & Selected Accomplishments
QFH Consulting Capabilities
Cf Wi Vision
Diaz Del Oro & Hires - Royal Caribbean Building on Talent
Creating a strategy map #PCV12
Definitive Guide to Strategic Human Capital Management
Ad

Viewers also liked (11)

PPTX
Designing and Evaluating Virtual Reality for Learning
PPT
Technology Enhanced Situated Learning and Virtual Skills Rehearsal in Workfor...
PPT
Hr technology service providers slide_share
PPTX
Organizational strategy
PPTX
9 Key Principles to Successful Organizational Strategy
PDF
Successful Shared Services Implementation
PPT
HR Shared Services: Kellogg's Case Study
PDF
The Emerging Virtual Reality Landscape: a Primer
PPTX
Overview of HR Shared Services
PDF
HR 2020 - The future of HR Practices
PPT
Chap 2 Organization Strategy
Designing and Evaluating Virtual Reality for Learning
Technology Enhanced Situated Learning and Virtual Skills Rehearsal in Workfor...
Hr technology service providers slide_share
Organizational strategy
9 Key Principles to Successful Organizational Strategy
Successful Shared Services Implementation
HR Shared Services: Kellogg's Case Study
The Emerging Virtual Reality Landscape: a Primer
Overview of HR Shared Services
HR 2020 - The future of HR Practices
Chap 2 Organization Strategy
Ad

Similar to Using Technology to Drive Effective Talent Management (20)

PDF
10 Things HR Can Do to Help Align an Organization’s Goals
PPTX
B2b Lead Generation - Roadmap to Success
PPTX
Investing in people building a learning organization (2 1).0
PPTX
Investing in people building a learning organization (2.1)
PPTX
Investing in people building a learning organization (2.1)01
PDF
Beyond Learning: Make Your LMS Mission Critical to Your Organization
PDF
Intuit Transforms HR - HR Technology Conference 2011
PDF
E Talent Overview Final 1.10
PDF
Improving Business Results Through Talent Management
PDF
Talent Management
PPTX
BSC - HR
PPTX
Talent Guard Overview 2012
PDF
Performance Management Brochure 2010
PDF
Competency framework
PDF
Talent Guard Overview 2012
PDF
Maximizing the Individual and Organizational Impact of Professional Development
PDF
Agile NCR 2013 - Seema Verma - energizing hr for agile excellence-competency...
PPT
Competency new 156
PPTX
Learning Leader Symposium - Bersin 6-27-12
10 Things HR Can Do to Help Align an Organization’s Goals
B2b Lead Generation - Roadmap to Success
Investing in people building a learning organization (2 1).0
Investing in people building a learning organization (2.1)
Investing in people building a learning organization (2.1)01
Beyond Learning: Make Your LMS Mission Critical to Your Organization
Intuit Transforms HR - HR Technology Conference 2011
E Talent Overview Final 1.10
Improving Business Results Through Talent Management
Talent Management
BSC - HR
Talent Guard Overview 2012
Performance Management Brochure 2010
Competency framework
Talent Guard Overview 2012
Maximizing the Individual and Organizational Impact of Professional Development
Agile NCR 2013 - Seema Verma - energizing hr for agile excellence-competency...
Competency new 156
Learning Leader Symposium - Bersin 6-27-12

More from National HRD Network (20)

PDF
HR Managers Who make a Difference
PDF
Creating a Strong Talent Pipeline: how ready are you
PDF
Creating a strong talent pipeline how ready are you23072014
PDF
Building A Happy Organization
PDF
Talent Management in Turbulent Times : Internal Talent Identification and St...
PDF
Tomorrow’s Leader (Musings on Nirvana)
PDF
Towards Inspirational Business Leadership in Challenging Times – The New H...
PPTX
Talent Management in Turbulent Times : Internal Talent Identification & Strat...
PPTX
Importance of Effective Communication during Annual Performance & Rewards Cycle
PPTX
1 Act on Sexual Harrassment
PDF
PPTX
Using Benefits as a Differentiator
PPTX
Learning Investments: Making Workforce Future Ready
PPT
Using Benefits as a Differentiator
PPTX
Learning Investments: Making Workforce Future Ready
PPTX
Using Benefits as a Differentiator
PPTX
Using benefits as a Differentiator
PPTX
Social Learning
PPTX
Social learning at workplace
PPTX
Hurconomics: HR Economincs
HR Managers Who make a Difference
Creating a Strong Talent Pipeline: how ready are you
Creating a strong talent pipeline how ready are you23072014
Building A Happy Organization
Talent Management in Turbulent Times : Internal Talent Identification and St...
Tomorrow’s Leader (Musings on Nirvana)
Towards Inspirational Business Leadership in Challenging Times – The New H...
Talent Management in Turbulent Times : Internal Talent Identification & Strat...
Importance of Effective Communication during Annual Performance & Rewards Cycle
1 Act on Sexual Harrassment
Using Benefits as a Differentiator
Learning Investments: Making Workforce Future Ready
Using Benefits as a Differentiator
Learning Investments: Making Workforce Future Ready
Using Benefits as a Differentiator
Using benefits as a Differentiator
Social Learning
Social learning at workplace
Hurconomics: HR Economincs

Recently uploaded (20)

PPTX
CkgxkgxydkydyldylydlydyldlyddolydyoyyU2.pptx
PPTX
DMT - Profile Brief About Business .pptx
PDF
Unit 1 Cost Accounting - Cost sheet
PDF
Types of control:Qualitative vs Quantitative
PPTX
HR Introduction Slide (1).pptx on hr intro
PDF
DOC-20250806-WA0002._20250806_112011_0000.pdf
PDF
Dr. Enrique Segura Ense Group - A Self-Made Entrepreneur And Executive
PPTX
AI-assistance in Knowledge Collection and Curation supporting Safe and Sustai...
PDF
A Brief Introduction About Julia Allison
PPTX
ICG2025_ICG 6th steering committee 30-8-24.pptx
PPTX
Probability Distribution, binomial distribution, poisson distribution
PPTX
5 Stages of group development guide.pptx
PDF
Power and position in leadershipDOC-20250808-WA0011..pdf
PPT
Data mining for business intelligence ch04 sharda
PDF
Business model innovation report 2022.pdf
DOCX
unit 2 cost accounting- Tender and Quotation & Reconciliation Statement
PPTX
Dragon_Fruit_Cultivation_in Nepal ppt.pptx
PDF
Roadmap Map-digital Banking feature MB,IB,AB
PDF
Reconciliation AND MEMORANDUM RECONCILATION
PDF
kom-180-proposal-for-a-directive-amending-directive-2014-45-eu-and-directive-...
CkgxkgxydkydyldylydlydyldlyddolydyoyyU2.pptx
DMT - Profile Brief About Business .pptx
Unit 1 Cost Accounting - Cost sheet
Types of control:Qualitative vs Quantitative
HR Introduction Slide (1).pptx on hr intro
DOC-20250806-WA0002._20250806_112011_0000.pdf
Dr. Enrique Segura Ense Group - A Self-Made Entrepreneur And Executive
AI-assistance in Knowledge Collection and Curation supporting Safe and Sustai...
A Brief Introduction About Julia Allison
ICG2025_ICG 6th steering committee 30-8-24.pptx
Probability Distribution, binomial distribution, poisson distribution
5 Stages of group development guide.pptx
Power and position in leadershipDOC-20250808-WA0011..pdf
Data mining for business intelligence ch04 sharda
Business model innovation report 2022.pdf
unit 2 cost accounting- Tender and Quotation & Reconciliation Statement
Dragon_Fruit_Cultivation_in Nepal ppt.pptx
Roadmap Map-digital Banking feature MB,IB,AB
Reconciliation AND MEMORANDUM RECONCILATION
kom-180-proposal-for-a-directive-amending-directive-2014-45-eu-and-directive-...

Using Technology to Drive Effective Talent Management

  • 1. Using Technology to Drive Effective Talent Management -Dr Sujaya Banerjee Chief Learning Officer, Essar Group NHRDN Virtual Learning Session 27th June 2012 1
  • 2. Strategic Imperatives for Technology Enhanced Measurability & Accountability Scalability of Processes & Initiatives Process Integrity & Transparency Cross-cultural Integration Uniform Hi-tech Hi-touch employee experience 2
  • 3. What Organizations Want from an e-Talent Management System • Provision to set and share goals across all levels in the organisation • Enabling stakeholders to track progress against goals Ease of Use • Providing the team the big picture to better appreciate their role and contribution • Leverage technology to enable employees create SMART Goals • Talent repository (HRMS, Performance & Talent systems) with enriched profiles Know Its People • Tap knowledge from organization and enable employees to connect, share and collaborate • Improve decisions on the deployment of talent across the organization • Goal cascading / alignment across levels, integration of LMS, succession planning with PMS Best Practices • Empower employees with meaningful dialogue through available technology • Deliver high quality feedback that will motivate employees and drive performance • Assess and discover competency gaps and performance • Create development plans Career Development • Suggest learning activities • Monitor and Measure learning programs and • Coach and mentor team to improve employee performance 3
  • 4. Revamping the Existing Performance Management System Need felt to evolve a customised PMS process that was seen as contextually relevant - 2 parallel Taskforces constituted with 20 Line Managers and 20 HR Managers - Taskforces mandated to adopt a ‘blue sky’ approach and present recommendations to the People’s Committee (constituting of Promoter Directors and Business Heads) (1) Inaugural Meet : Nov 15th, 2010 (2) Joint Taskforce Offsite : Dec 22nd – 23rd (3) e-group created to facilitate interaction between team members (4) Presentation to People’s Committee by Joint Taskforce : Feb 7th, 2011 SuccessFactors amongst 6 shortlisted found to be most ideally suited as solution partners 4
  • 5. Recommendations from PMS Taskforce Usage of Intuitive and User Friendly Technology Greater Objectivity Creation of Individual + Group KPAs Assessment on Capabilities Use of Descriptors and proficiency scales Functionality to track Career Progression & Development Functionality to track cross-functional exposures Mandatory PMS Certification for all Supervisors / Employees 5
  • 6. Success HR Emp Halogen SAP Factors Smart Track Market Leadership User Interface Customisation Navigation One Essar Project Functionalities / Features Web Access Option Indicates best-in-class 6
  • 7. 7
  • 8. 8
  • 9. The PMS Cycle @ Essar Dec Jan Feb Nov Q3 Review Q3 Q4 Q2 Review & EDR Mar Oct Sep Annual Performance Apr Review Goal Setting Q1 Review Q2 Q1 May Aug Jul Jun 9
  • 10. Popularizing Balanced Scorecard by Creating e-Module PERFORMANCE MANAGEMENT 10
  • 11. FUNCTIONALITIES Notes & Badges Using Notes and Badges — Employees use ‘Notes’ to send feedback or comments to their co-workers — ‘Badges’ are e-tokens of appreciation which can be sent anytime during the year TALENT PROFILE 11
  • 12. FUNCTIONALITIES Self Directed Learning on e-Compass For the First time in Asia Integration of & Self-Directed Learning 12
  • 13. Mapping of As-Is process to Desired Process was key in giving clarity- enhancing usage of tool and process Creating of Cross functional Team (IT/HR/SAP) and weekly meetings/reviews User Access Audits 4 Wave Training Certification- getting Businesses to own success and User training Leaders Buy-In and Adoption Super Administrator prompts and monitoring continuously Analysis/Dashboards in the hands of HR/Line Managers Strong Channels of Communication- Workshops, Meetings, Training, Posters, Roadshows, Contests, Townhalls 13
  • 14. IT Engagement and competence User Access Testing (VPN) and IT Infrastructure readiness Connectivity issues and country specific laws Additional software requirement and planning Separate strategy for Non SAP Locations HR Process implementation in new acquired entities and early adoption Dependency on Web based training for remote locations Web Enabled Solution for Data cleanup 14
  • 15. 5000 Unique users have logged on to 95% Completion of SkillSoft 350 HR Persons Annual Process and Performance Functionality Savvy Review on e- Compass LMS@Essar powered by 96% Performance and Development 14000 Users Savvy Leaders in 21 countries Visibility to 17,748 e-learning Resources Accessed Business Plans and CEO Scorecards for 95% Employees Buy In of Group the first time (12k+) Goals with CEO and Board 75% Alignments 15
  • 16. FUNCTIONALITIES LMS@Essar powered by Unlimited user Contains 22,000+ world- access class courses Accessible through Unlimited user access single sign on 10 e-books released Cloud Computing on daily basis Dashboard and Accessible anywhere, Reporting capability anytime ONE CLICK access to 22,000+ world class courses Self-Directed Learning 16
  • 17. FUNCTIONALITIES LMS@Essar powered by SkillSoft Great opportunity for Self-directed learning Access to courses for development of behavioral and functional competencies Availability of unlimited access to e-courses, e-Books, journals at anytime, anywhere Self-Directed Learning 17
  • 18. FUNCTIONALITIES Books 24x7 Self-Directed Learning 18
  • 19. 19
  • 20. FUNCTIONALITIES • Career Ladders • The opportunity for provide an incentive advancement for employees to motivates employees stay within an to produce and organization when perform well on the they see job and to acquire opportunities to new knowledge and advance. skills Employee Incentive to Retention Performance Career Succession Development Planning • The graphic • Career Ladders representation of enable organizations career ladders to plan for and provides an easily develop the skills, understood tool to knowledge, and assist an individual abilities they need in career planning now and in their and decision making future workforce Career Development and Planning 20
  • 21. Awards and Accolades Best Project Implementation Award in Asia Pac Award 2011 Best Biz Adoption in Asia Pac Award (2012) 21
  • 22. THANK YOU 22