Building a talent strategy from your company’s strategic plan

1. Building a talent strategy from your company’s strategic plan Employment Resource Group, Inc.

2. ERG Talent Strategies Video

3. Why Strategic Planning? • Company establishes must/have – can’t fail goals for the year and possibly next 3-5 years. • Aligns organizations on where to focus time, energy, resources and talent. • Establishes agreement and accountability around intended outcomes and/or results. • Allows organizations to assess and adjust the organization’s direction in response to changing economic or market conditions. • Ensures that employees and stakeholders are working toward common goals.

4. Strategy is set, now what? As human capital leaders, it is our role to constantly have a pulse on the stakeholders within the organization: • Potential turnover • High Performers – keeping them challenged to deliver results • High Potential – leadership development to grow • Performance plans (the “good” turnover) • Succession planning for transfer of institutional knowledge

5. Stakeholder analysis

6. Current Stakeholder Analysis • Done each year during performance reviews • Employees lead performance reviews so you understand their goals and desire within their career. • During talent planning you can match desires with company strategy. • Supervisors assess for culture fit.

7. Employee lead Performance Reviews Do you want to have input and impact in your personal career? Everyone does! Suggested questions: • What was your most significant learning this year? • What do you believe was your greatest achievement(s)? • What areas would you like to improve upon? • What are your career goals (next year, 3-5 years, ultimate goal)? • What competencies/training will you require to assist with your career goals? What can I do to help?

8. Supervisor input - Performance Reviews Supervisor independently reflects on these same questions. He does not share input until the employee has reviewed first. • What was your most significant learning this year? • What do you believe was your greatest achievement(s)? • What areas would you like to improve upon? • What are your career goals (next year, 3-5 years, ultimate goal)? • What competencies/training will you require to assist with your career goals? What can I do to help? Component is added where the Supervisor evaluates the employee based on your Shared Values – Culture fit.

9. Career Pathing Supervisor Questionnaire

10. Employee Development Plan

11. Career-pathing form

13. Next Steps in your Talent Plan • Plan out hiring for the year. Makes you aware so you may take advantage of opportunity hires. • Succession planning can begin because you have a clear line of sight on who needs to begin the transfer of knowledge. Align career-paths with retirements. Three year timeframe. • Leadership development can begin. High performers and high potential are the targets. • Give you the opportunity to review each stakeholder and each team to ensure they are functioning to hit the must do/can’t fail goals.

14. Innovation Summits Culture alignment and work performance determine high potential and high performing employees. ERG conducts off-site Innovation Summits built around employee alignment with strategy, critical thinking and problem solving skills.

15. Questions? 3100 North Ballard Road Appleton, WI 54911 [p] 920.996.9700 • [f] 920.996.9701 [e] talent@ergsearch.com www.ergsearch.com