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  • Talent Management Maturity Models HRxAnalysts John Sumser May 2011

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    Earlier this week I was in Austin Texas where I attended and presented at the Lumesse Customer Conference (formerly StepStone Solutions). This is a presentation on Talent Management Maturity Models from research and analysis I've conducted in my role at HRxAnalysts. Here's the PowerPoint presentation.

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    Earlier this week I was in Austin Texas where I attended and presented at the Lumesse Customer Conference (formerly StepStone Solutions). This is a presentation on Talent Management Maturity Models from research and analysis I've conducted in my role at HRxAnalysts. Here's the PowerPoint presentation.

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
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    598 views30 pages

    Talent Management Maturity Models HRxAnalysts John Sumser May 2011

    Uploaded by

    john8957
    Earlier this week I was in Austin Texas where I attended and presented at the Lumesse Customer Conference (formerly StepStone Solutions). This is a presentation on Talent Management Maturity Models from research and analysis I've conducted in my role at HRxAnalysts. Here's the PowerPoint presentation.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    of 30

    May, 2011

    www.HRxAnalysts.com

    Talent Management Maturity Models


    Oh, Grow Up. John Sumser
    Stay Foolish

    www.HRxAnalysts.com | Slide 2
    • Maturity Models Leave A lot to be desired
    • One Size Fits All
    • Best Practices Look Backward
    • Odd Definition of Maturity
    • Focus on Tools not results
    • Maturity = Realizing Potential
    • So, how do you navigate
    • HR is becoming the owner of the network
    • Right person, training, place, time
    • Business results
    • Never let a crisis go to waste
    • Avoid Being Blindsided

    www.HRxAnalysts.com | Slide 3
    TYPICAL MATURITY MODEL

    Stage 3
    Stage 1

    Stage 2

    Stage 4
    Potential Bought Bought Bought
    Customer Some of More, Everything
    Our Stuff Uses
    Some

    www.HRxAnalysts.com | Slide 4
    Maturity Models Usually Describe
    Technology Adoption

    www.HRxAnalysts.com | Slide 5
    TECHNOLOGY ADOPTION CURVE

    www.HRxAnalysts.com | Slide 6
    ADOPTION IS AN “S” CURVE

    Percent of Adoption

    www.HRxAnalysts.com | Slide 7
    IT’S A MATURITY MODEL

    www.HRxAnalysts.com | Slide 8
    Innovation Follows
    Path of Lowest Perceived Risk

    www.HRxAnalysts.com | Slide 9
    HR INNOVATION MARKET MAP

    < 1,000
    > 500
    90%

    > 100 80%


    Number of Firms

    70%

    60%

    50%

    40%

    30%

    20%

    10%

    10% 20% 30% 40% 50% 60% 70% 80% 90%

    Street Level SHRM Standard Xformative


    www.HRxAnalysts.com | Slide 10
    Real Maturity Is Reaching Your Potential,
    Staying A Little Immature

    www.HRxAnalysts.com | Slide 11
    TALENT ORIENTATION

    Strategic Advantage

    Acquire Develop

    Compliance / Structural
    www.HRxAnalysts.com | Slide 12
    MODES OF PLANNING

    Strategic

    Anticipate Hyper Opportunistic

    Structural
    www.HRxAnalysts.com | Slide 13
    PRIMARY QUALIFICATION

    Strategic

    Skills Temperament

    Structural
    www.HRxAnalysts.com | Slide 14
    EMOTIONAL TONE

    Strategic

    Hot Cold

    Structural
    www.HRxAnalysts.com | Slide 15
    VIEW OF EMPLOYEE

    Strategic

    Transactional Asset

    Structural
    www.HRxAnalysts.com | Slide 16
    ROLE OF EXTERNAL DATA

    Strategic

    Navigational Irrelevant

    Structural
    www.HRxAnalysts.com | Slide 17
    ROLE OF ANALYTICS

    Strategic

    Core Of
    Reporting Improve Process

    Structural
    www.HRxAnalysts.com | Slide 18
    www.HRxAnalysts.com | Slide 19
    HOUSTON, WE HAVE A PROBLEM

    www.HRxAnalysts.com | Slide 20
    THE BURBS

    www.HRxAnalysts.com | Slide 21
    EDWARD SCISSORHANDS

    www.HRxAnalysts.com | Slide 22
    LANDSCAPE DESIGN

    www.HRxAnalysts.com | Slide 23
    HR’s Primary Role:
    Optimize the Network

    www.HRxAnalysts.com | Slide 24
    COMING TO A THEATER NEAR YOU

    • Social Network Analysis


    • Signals and Triggers
    • Mapping
    • Layers of Responsibility

    www.HRxAnalysts.com | Slide 25
    NETWORK SCIENCE IS EMERGING

    www.HRxAnalysts.com | Slide 26
    MANAGE THE CONSEQUENCES

    www.HRxAnalysts.com | Slide 27
    Staying Foolish

    www.HRxAnalysts.com | Slide 28
    AVOID BEING BLINDSIDED

    • 10% of Budget to Stupid HR Tricks


    • Punish Ass Kissing and Brown Nosing
    • Rotate Indispensible People
    • Push for Positive Cash Flow In HR
    • Use Analytics To Ask Questions
    • Save Data, Lots of Data. As Much as You Can
    • Get More Data (Cell Phones, Network Transactions)
    • Continual Focus On External Results

    www.HRxAnalysts.com | Slide 29
    • Contact Info:
    • John Sumser
    • john@hrxanalysts.com
    • 415.683.0775

    www.HRxAnalysts.com | Slide 30

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