Succession Planning Downloads
White papers
Key HR Technology Trends in 2010
In the current economy, the last thing in the world businesses can afford is to waste talent, or be surpassed by competitors that manage their talent better. Human Resources (HR) professionals are hard pressed to keep up with constant waves of change — from emerging technologies and shifting market priorities to high turnover rates, low employee morale, and stronger requirements for alignment with business objectives.
From Strategy to Solution: Evaluating Your Approach to Employee Performance Management
Why should any organization implement an Employee Performance Management (EPM) system? Ultimately, a well-functioning and appropriately-used EPM can deliver real, bottom-line business results. However, those results don't come overnight. In fact, not all EPM software investments prove successful. Companies must take certain measures to ensure the right strategic direction, the appropriate choice of vendor and solution, and the best methods for deploying and utilizing the system.
The Top 5 Trends in Learning Technology
Users have wielded their unique power to significantly impact today's top five learning technology trends. This new white paper explores those trends, looking at factors such as Web 2.0, mobile learning, and changes in the mix of blended learning. In addition, we discuss next steps to help your organization strategically select new technology in order to unlock its full potential.
Roadmap to a High-Performance Culture: Talent Development at its Finest
Waiting for a high-performance workplace culture to magically appear? It's not going to happen. You've got to work for what you want—and that means taking stock of your employees. What do they need to succeed as individuals? What motivates each person to do more for the company as a whole?
Gaining Perspective on Performance: Best Practices for an Effective 360-degree Feedback Program
When planned in advance and run strategically, a 360-degree feedback program can offer serious business value. Feedback from multiple raters provides useful data on your employees, their performance, and their development needs. But be forewarned—you can't launch a 360-degree feedback program without thinking ahead. Here's a look at six critical questions to consider before embarking on the path to greater perspective.When Workforce Goals Meet Corporate Strategy: Six Tips for Getting the Greatest Value from Alignment
Like a skilled sports team working together to score points, a productive workforce knows its overall objectives—and each employee, as part of the team, plays a specific and important role in advancing toward the goal. The key is alignment. You must ensure that all players are properly aligned, performing the right tasks, and focused on how they fit into the team's strategy at all times. Here you'll find six tips for achieving and maintaining alignment between your employees and your business goals. Plus, you'll learn how successful alignment, as part of a unified approach to talent development, can help you build your competitive edge by accelerating your time-to-market and increasing your business agility—so you can react faster to threats and seize opportunities in new markets.
Navigating the Rough Road of Workforce Reduction:
How HR Can Derive Value from a Difficult Process
Conducting a round of layoffs is no picnic. Unfortunately, in today's economy, layoffs are a harsh and often unavoidable reality. How should your HR professionals approach the challenge?
Harnessing the Power of Informal Learning Technology
Web 2.0 technologies are making it easier than ever for businesses to unlock tacit knowledge and make it globally available among their employee populations. Social networking, wikis, blogs, mobile technology, and online communities present knowledge-sharing and just-in-time learning opportunities that, in many businesses, still remain untapped. While this is frustrating for early-adopter employees in late-adopting companies, Web 2.0 learning has proven to be a gold mine for companies who leverage it well.
Software-as-a-Service (SaaS) in learning and talent management software - The Pros and Cons
SaaS is defined as model of delivery where the software company provides hosting, maintenance, daily technical operation, and support for the software provided to their client. This whitepaper outlines the specific benefits of software-as-a-service and things to look out for before fully adopting the approach.10 Steps in Presenting an Effective Business Case for a Learning Management System
Following these 10 steps will help you address immediate problems, build alliances throughout the organization, and make a Learning Management System business case. These best-practices come directly from SumTotal customers who have faced similar challenges.Emergence of Talent Management
Senior management still talks of leadership development as part of the mix but often fails to mention all staff development at all levels. Because of this, today we still too often see gaps between learning, talent acquisition, succession planning, and performance management. Before talent management can really take off and reach analyst’s lofty predictions, the reality of the market today is that executive support still has a long way to go. While the industry is rife with preachers who have been delivering that sermon for decades, there’s obviously still a lot of missionary work left to do.
The Ten Steps in Developing an Effective Performance Management Strategy
How do you make your performance management program a source of competitive advantage? Here are ten steps that we have discovered as being effective in developing an effective performance management strategy.
Talent Management: The New Silver Bullet?
In corner offices and boardrooms across the globe, a new weapon is reemerging in the executive arsenal with powerful implications for driving and even predicting business success: Talent Management. Variously called human capital management, employee relationship management and workforce management, among others, talent management is not a new concept, but one that in the past corporations have not been prepared to embrace. In most companies functions such as recruitment and succession planning, learning and development, performance management, workforce planning, compensation and other HR or training functions have often been sequestered in departmental silos. So why has talent management suddenly recaptured the imagination.
7 Key Steps to Starting Effective Career and Succession Planning – A Vaccination Plan for the Talent Shortage Crisis
Know the 7 key steps to start an effective career and succession planning in your organization and overcome talent shortage threats. This white paper will discuss factors causing talent pools to dry up, recent survey results that show how people are addressing talent shortages and retention, and succession planning practices that can help your organization overcome talent shortage threats.
Case studies
Performance Food Group (PFG)
We needed a best-of-breed solution to support the radical changes we hoped to accomplish, and TotalPerformance™ gave us just that. It has everything we wanted in a performance management tool.
– Robert Sandy, Director of Human Resources, PFG
PEMEX
As with any other oil company, PEMEX Exploration and Production (PEP) faces business challenges that include the urgent need to train and effectively develop its highly technical exploration and production professionals. For PEMEX the stakes are particularly high since their earnings represent 30% of the Mexican national budget.
Capgemini
"With SumTotal's software, it takes a few keystrokes. And we can easily see where people are in the process and readily assess how well our company goals are being attained."
– Robin Polsky Capgemini
JEA
"Do a lot of little things right, and the corporation will be successful. SumTotal Performance allows the corporate goals and initiatives to be cascaded throughout the organization, all the way to the front line employees. Employees know what they are expected to do to contribute to the corporate strategy."
- Greg Lynn
Manager, Performance Management
Articles
Succession Planning to Avoid Crisis – TM magazine article
Talent Management’s editor writes, “Using performance management software, JEA has implemented an individual assessment process that establishes stretch goals directly tied to corporate areas of focus. Individual development plans for each management position assess an individual’s needs and matches those needs with the appropriate training curriculum. This year, … JEA plans to integrate that assessment into employees’ permanent records to determine who in the pipeline is ready for the next level of responsibility.”
Destination Hotels: Leveraging Technology for effective Succession Planning – CLO article
According to CLO magazine, “Destination [Hotels & Resorts] launched a 360-degree feedback program and multi-rater feedback system to evaluate individuals’ competencies quickly. More than 500 managers participate in the succession planning module, or the ‘My Career’ tab within the platform.”
Web seminars
It’s the ROI, Stupid: Making the Argument for Career and Succession Planning
As a well-informed HR professional, you get it: career and succession planning are indispensable weapons in the battle for talent. An organization can’t just “make it up as we go along” anymore; a carefully thought-out strategy is necessary. So why is it sometimes so difficult to articulate this to upper management? How can you make the execs “get it” too?
There are numerous measures of ROI from talent management, but no single process can impact business results more than Career and Succession Planning. Yet data shows that companies still aren’t making succession planning a priority, even as we’re warned continually about pending demographic shifts and changes in the workforce. Career and succession planning processes are among the most important diagnostics needed for companies to maintain and develop their most important asset, their people.
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Linking Learning to Business Strategy: How Aetna Changed the Game
Aetna realized early that effective learning management isn't about distributing content, but about securing positive business results. Training departments everywhere are increasingly challenged to more effectively link learning to their company's organizational goals and demonstrate a return on training investment. Faced with severe business setbacks several years ago, this challenge was especially critical for the training organization at Aetna when it became clear that traditional methods would not meet the demands of Aetna's new reality. Upgrading the skills and competencies of the workforce would be an integral part of the company's successful turnaround. Deborah Kelly, Head of Learning Services at Aetna, discusses the cultural shifts involved in "changing the game". Learn how Aetna's learning community worked together to leverage technology, re-design business processes and align content to change the game of training and contribute to an amazing business turnaround.
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Employee Performance Management: 10 Steps to Building a Business Case
Learn how to build a business case for an online Employee Performance Management solution that will take minimal effort from your organization while delivering maximum ROI on your organization's only appreciating asset — Human Capital.
In this web seminar, you will learn:
- Why Employee Performance Management is so critical to business success today
- 10 steps to setting your organization’s Employee Performance Management strategy
- How BPO fast-tracks execution of your Employee Performance Management (EPM) strategy
- The cost of doing nothing
- The ROI of taking action on your EPM strategy
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Essential Engagement Strategies for Succession Planning
What is your organization’s engagement strategy for succession planning? Strategic HR consultant Bill Kline takes a unique approach, driving succession planning deep into the organization and focusing on employee dialogue. Join us to learn from Kline’s own experiences as an HR executive at GE and Delta Air Lines, and find out how the most successful organizations engage employees to transform succession planning into a strategic engine for talent management.
