Download as PDF, PPTX
Uploaded bySlideTeam
Strategic Workforce Planning PowerPoint Presentation Slides
This presentation covers strategic workforce planning and talent management. It includes sections on talent planning, recruitment sources and processes, current vacancies, hiring plans, performance management, employee motivation, talent retention strategies, talent development plans, and talent management reviews. The slides provide templates and guidelines for organizations to develop strategic workforce and talent management processes.
More Related Content
Similar to Strategic Workforce Planning PowerPoint Presentation Slides
Strategic Workforce Planning PowerPoint Presentation Slides
- 1. Strategic workforce planning Your Compan y N am e 1
- 2. 2 CONTENT 01. Talent ManagementMethodology 02. Performance Management 03. Employee Motivation 04. Talent Management Review 05. Talent Management Feedback 06. Succession & Career planning 07. Employee Engagement Process 08. Training & Development 09. KPI Metrics and Dashboard
- 3. Talent Management Methodology Thisslide is 100% editable. Adapt it to your needs and capture your audience's attention. 3 Talent Planning Overview Recruitment Sources Recruitment Process Talent Planning Talent Development Plan Current Vacancies Hiring Plan by Department Recruitment Tracker Talent Acquisition Talent Retention based on Performance Employee feedback for Talent Retention Talent Retention Strategies Retaining Talent
- 4. Talent Planning Overview Thisslide is 100% editable. Adapt it to your needs and capture your audience's attention. 4 Define & Identify Workforce o Get an accurate view of current workforce data o Identify functional positions/roles o Add text here o Add text here Phase 1 Phase 2 Conduct Supply Analysis o Conduct a workload analysis to understand the work status o Define the workforce capabilities o Add text here o Add text here Phase 3 Conduct Demand & Gap Analysis o Analyse the current state o Identify the ideal future state o Determine what gaps exist o Add text here Phase 4 Implement Workforce Planning o Develop and implement action plan o Add text here
- 5. Recruitment Sources 5 Employment Agencies Thisslide is 100% editable. Adapt it to your needs and capture your audience's attention. Internal Searches This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Campus Placement This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Voluntary Applicants This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Employee Referrals This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Advertisements This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 6. Recruitment Process 6 Understands theClient’s Requirement This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Sourcing Candidates This slide is 100% editable. Adapt it to your needs and capture your audience's attention. First Interview Round This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Send for Final Interview This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Job Offer This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Shortlist Candidates This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 7. Current Vacancies 7 Department Research &Analytics Job Position Associate/ Senior Associate Min. Experience Required 1- 4 years o Assist in the collection and/ or creation of data sets o Thoroughly understand the functionality & features of research databases o Play a role in the development of innovative data products Roles & Responsibilities Text Here
- 8. Department Current EmployeeStrength Future Employee Target Finance 60 63 Marketing 12 85 Operations 56 56 Human Resources 52 63 Strategy 62 26 Department 6 46 52 Department 7 21 52 Department 8 66 66 Department 9 53 56 Department 10 64 89 Hiring Plan by Department 8This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 20202019
- 9. Oct’18-Dec’18 Recruitment Tracker 9 Process TotalReferrals Targeted Sources Other Sources Applications Received 120 70 40 10 Minimally Qualified 80 60 15 5 Assessments Conducted - - - - Eligible Candidates - - - - Interview Invite - - - - Interview Accepted - - - - Interviewed - - - - Interested in Hiring - - - - Job Offer Extended - - - - Job Offer Extended - - - - Reported for Duty - - - - This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Oct’20-Dec’20
- 10. Talent Development Plan 10 TrainingArea Module Delivery Options Time Classroom E-Learning Blended Off-the-Shelf Curriculum Business Business Communication 1/2 Days 1 Days 2 Days 1/2 Days 2/3 Days Presentation Skills 2 Days 5 Days NA 2/3 Days NA Add Text Here 1 Days 1/2 Days 3 Days 2 Days 3 Days Add Text Here NA 2/3 Days 4 Days 2 Days Customer Service Dealing with Customer 1/2 Days 3 Days NA 3 Days 1/2 Days Delivering Customer Focused Services NA 4 Days NA 2 Days 3 Days Add Text Here NA 1/2 Days 1/2 Days NA 2 Days Add Text Here 4 Days NA 2 Days Human Resource Training Employee Review Training 1/2 Days NA 1/2 Days 2 Days 3 Days Add Text Here 2/3 Days NA NA NA 2/3Days Add Text Here 1/2 Days 1/2 Days 2/3 Days 2/3Days NA Sales Market research 5 Days 1/2 Days 2 Days NA 1/2 Days Add Text Here 1/2 Days 2/3 Days 1 Days 1/2 Days NA Add Text Here 2/3 Days NA 1 Days 2 Days 3 Days Add Text Here 3 Days 1/2 Days NA 2 Days This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 11. Talent Retention Basedon Performance 11 Add Employee Name Here Add Employee Name Here Add Employee Name Here Add Employee Name Here Add Employee Name Here Add Employee Name Here Add Employee Name Here Add Employee Name Here Add Employee Name Here 3. High 2. Medium 1. Low 1. Needs 2. Meets 3. Exceeds Performance Retention This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 12. Employee Feedback forTalent Retention 12 Very Low Low Moderate High Very High Satisfaction with current job Text Text Text Text Text Fair Compensation for work Text Text Text Text Text Job Security Text Text Text Text Text Working condition and environment stability Text Text Text Text Text Add text here Text Text Text Text Text Add text here Text Text Text Text Text Add text here Text Text Text Text Text This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Company can ask the employees to fill a questionnaire to understand the aspects related to employee satisfaction
- 13. Talent Retention Strategies 13Thisslide is 100% editable. Adapt it to your needs and capture your audience's attention. Based on employee responses received through the questionnaire, the company can decide regarding the successful retention strategy 20% 36% 40% 55% 60% 75% 80% 95% 100% 120% 135% 140% 150% 165% 170% 200% Unsure Other Employee Engagement Excellent Communication Learning/Growth Opportunities Excellent Coworkers Company Culture Cash Bonuses Perks Competitive Benefits Package Job Security Flexible Work Measures Competitive salary Interesting/Challenging Work Excellent Management/Supervision Positive Work Environment
- 14. Performance Management 14This slideis 100% editable. Adapt it to your needs and capture your audience's attention. Guidelines for Performance Planning Types of Goals/ Priorities Performance Planning Performance Coaching Performance Feedback
- 15. Guidelines for PerformancePlanning 15 Skills Guidelines Feedback (Met/ Not Met, Not Tested) Comments Content Research o Understands the topic objectives & research plan ( what is required , how to find it, do we need to time box the effect) o Request, pro-activity for additional clarity when required o Discuss with supervisors regarding content o Plagiarisms Issues o Add your guidelines here Met Add comments here Quarterly Standards Accepts responsibility for outcomes (positive or negative) of one’s work; admits mistakes and refocuses efforts when appropriate Not Met Add comments hereLevel of dependency on co-workers in terms of tasks given Average number of tasks in a day o Add your guidelines here o Add your guidelines here Review Meeting Standards Professionalism o Uses professional language & refrains from using profanities in the office environment o Conduct during review meetings Not tested Add comments here Team Meetings o Demonstrates an ability to clearly & concisely explain your thoughts o Ability to implement changes discussed during review meetings Time Management Complete assigned work in allotted delays in advance Add feedback here Add comments hereInform proactively o Highlights any anticipated delays in advance o When free, requests for additional tasks or volunteers to help others Supervisors Experience Make all the discussed changes during review o Showcases good listening skills & accurately captures expectations & feedback on his/her task o Add your guidelines here o Add your guidelines here Add feedback here Add comments here
- 16. Types of Goals/Priorities(1/2) 16 Item P 2 3 4 To have good understanding of organization’s business goals To understand the steps needed to reach the business goals To behave consistently with organization’s core values To have understanding of how your job contributes to the organization achieving its business goals Add priorities here Add priorities here Add priorities here Add priorities here Add priorities here Add priorities here Priority Level. Larger boxes indicate that an item is a higher priority for increasing engagement. P Score is OK. Moderate to low score. Potential problem area. Take a closer look. Low score. Problem area. Benchmark reference line. This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 17. Types of Goals/Priorities(2/2) 17 Goal (Objective) Action Steps Responsible Person Measured Due Date Improve Staff Performance And Reduce Time Wasted Looking For Information Add Your Text Here Jon Smith Manager Add Text Here 12/6 Determine wait times by employee 2/3 Meet with staff to determine best practices 11/25 Add Your Text Here 10/2 Determine any possible training needs 9/11 Train/ inform employees on new standard 05/10 Add Your Text Here 06/1 Add Your Text Here Katie brown Manager Add Text Here 11/4 Add Goal Here Add Your Action Steps Here Jessi Bran Manager Add Text Here 1/25 Add Your Action Steps Here 2/26 Add Your Action Steps Here 6/20 Add Your Action Steps Here 07/10 Add Your Action Steps Here Jon Smith Manager Add Text Here 10/5 Add Goal Here Add Your Action Steps Here Jessi Bran Manager Add Text Here 1/24 Add Your Action Steps Here 06/6 Add Your Action Steps Here 3/4 Add Your Action Steps Here 11/29 Add Your Action Steps Here 08/11 This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 18. Performance Coaching 18 Type ofEmployee Training Time Allotment Coaching Time Allotment Trainer Proposed Training New Employee (First month) 10-20 minutes/ Day 20-30 minute/ Week Combination of Top Performer Solid Experienced Performer o Training on employee’s technical Skill o Add Text here o Add Text here Top Performer 20 minutes/ Week 15 minutes/ Week Manager o Training on employee’s career goals o Increasing employee engagement o Add Text here o Add Text here Average Performer 10 minutes/ Week 15 minutes/ Every 3 Weeks Combination of Top Performer/ Solid Experienced Performer/ Team Leader o Increasing technical abilities o Increase the proficiency of employee’s strength o Add Text here o Add Text here Under Performer Depends on situation Depends on situation Manager/ Others o Delegate the development responsibilities o Add Text here o Add Text here This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 19. Performance Feedback (1/2) 19 Whathas the employee learned this week/month? What progress has the employee made towards his or her goals this week/month? What progress has the employee made in terms of his or her development plan this week/month? List some of the frustrations or challenges the employee mentions. List items that the employee shares where he or she could use help. Did the employee express any interest in future roles or positions? Actions given to employee for next one-on-one: Actions you took for next one-on-one: Post-meeting notes and comments for next one on one: This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Pre One on One Notes List at Least 3 questions to ask the employee to ensure an effective coaching session Topic Checklist 1. Your Text Here Goals ○ Development ○ 2. Your Text Here Concerns ○ Help Needed ○ 3. Your Text Here Further Interests ○ Action ○ During the One-on-One What project is the employee working on? What challenges has employee encountered this/ month?
- 20. Performance Feedback (2/2) 20 TeamMember Date Department Time Personal/ Notes (Spouse, Children, Pets, Hobbies, Friends, History, etc.) Team Member Updated/ Notes Manger Update/ Notes Future Is there anything I need do, & if so by when? Tell me about what you’ve been working on. How are you going to approach this? Tell me about your – what’s it been like? What do you think you should do? Tell me about your family/ weekend/ activities? So, you’re going do “X” by Tuesday, right? Where are you on ( ) project? How do you think we can do this better? Are you on track to meet the deadline? What are your future goals in this area? What questions do you have about the project? What are your plans to get there? What areas are ahead of schedule? What can you/ we do differently next time? What are you on budget? Any ideas/ suggestions/ improvements? What did ( ) say about this? This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 21. Employee Motivation 21This slideis 100% editable. Adapt it to your needs and capture your audience's attention. Action Plan of Employee Motivation Employee Motivational Factors
- 22. Employee Motivational Factors 22 Praise fromManager This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Employees are Motivated by Increase in Pay 53% Attention from Leaders 64% Opportunities to lead 63% Stock/ Option 42% Cash Bonus 62% Text Here 35% 90%
- 23. Action Plan forEmployee Motivation 23This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Acquire Reward System o Point-based recognition o Incentivize knowledge sharing o Add text here Bond Culture o Value collaboration and Team work o Cultivating a successful mentor/mentee relationship o Add text here Comprehend Job Design o Add text here Defend Performance - Management & Resource - Allocation Processes o Enable managers to reinforce key behaviours o Emphasize their fairness o Add text here DRIVE PRIMARY LEVER ACTIONS
- 24. Talent Management Review 24Thisslide is 100% editable. Adapt it to your needs and capture your audience's attention. Evaluate Performance & Goals Employee Performance Specify Successes & Failures
- 25. Evaluate Performance andGoals 25 Goal Tactical Steps (how) Responsible Person (who) Measured by Due Date (when) Status Professional Development Create checklist Nair Smith Completion by due date 10-oct-18 Completed Perform quarterly audit Nair Smith Completion by due date 24-nov-18 Need improvement Create complaint document Nair Smith Completion by due date 08-dec-18 In Process Submit audit report Nair Smith Completion by due date 01-dec-19 Not started Goal 2 Add Text here Add Name here Add Text here DD-MM-YY Add Text here Goal 3 Add Text here Add Name here Add Text here DD-MM-YY Add Text here Goal 4 Add Text here Add Name here Add Text here DD-MM-YY Add Text here This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 26. Specify Successes &Failures 26 20% 90% 80% 30% 70% 40% 70% 50% Task 2 Task 3 Task 4Task1 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Success Rate Failure Rate
- 27. Evaluate Performance 1/3 27 Employeeinfo Employee Name Text Here Department Text Here Employee ID Text Here Reviewer Name Text Here Ratings Excellent =5 Good = 4 Satisfactory = 3 Fair =2 Poor = 1 Job knowledge Text Here Text Here Text Here Text Here Text Here Work quality Text Here Text Here Text Here Text Here Text Here Attendance/punctuality Text Here Text Here Text Here Text Here Text Here Initiative Text Here Text Here Text Here Text Here Text Here Communication/listening skills Text Here Text Here Text Here Text Here Text Here Creativity Text Here Text Here Text Here Text Here Text Here Punctuality Text Here Text Here Text Here Text Here Text Here Overall Rating Text Here Reviewers Comments Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 28. Evaluate Performance 2/3 28 EmployeeInfo Employee Name Department Employee ID Reviewer Name Behaviors Quality Unsatisfactory Satisfactory Good Excellent Work to full potential Quality of work Work consistency Communication Takes initiative Strengths / Training needs Text here Goals Text here Comments and approval Text here This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 29. Evaluate Performance 3/3 29 Employeeinfo Employee Name Text Here Department Text Here Employee ID Text Here Reviewer Name Text Here Current Responsibilities Performance Assessment Comments And Approval Job description Evaluate performance and achieved goals Provide Any additional feedback Text Here Text Here Text Here Area of excellence within performance Text here Text Here Text Here Text Here Area of improvement Text here Text Here Text Here Text Here Future goals with set expectations Text here Text Here Text Here Employee Signature Reviewer Signature This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 30. Talent Management Feedback 30Thisslide is 100% editable. Adapt it to your needs and capture your audience's attention. Employee’s Self Assessment 360 Degree Feedback Manager Feedback’s Comment
- 31. Employee Self Assessment1/2 31 How will you accomplish these goals Your Text Here Your Text Here Your Text Here What are your goals for the next evaluation period Your Text Here Your Text Here Your Text Here What didn’t you accomplish that you had planned on accomplishing. Why Your Text Here Your Text Here Your Text Here How do these accomplishments relate to your key responsibilities & goals for you & your unit/ department Your Text Here Your Text Here Your Text Here Your Text Here What were your most significant work- related accomplishments (Include projects, assignments, new skills or knowledge gained) Your Text Here Your Text Here Your Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 32. Employee Self Assessment2/2 32 Employee Name Supervisor Name Provide to your supervisor by :_________ *Rating Core Responsibilities – Comments on Results Achieved o Extraordinary Contributor Performance Management (Complete if you supervise & evaluate others) o Contributor Your Text Here o Below Contributor Your Text Here o Extraordinary Contributor Your Text Here o Contributor Your Text Here o Below Contributor Your Text Here o Extraordinary Contributor Your Text Here o Contributor Your Text Here o Below Contributor Your Text Here o Extraordinary Contributor Your Text Here o Contributor Your Text Here o Below Contributor Your Text Here o Extraordinary Contributor Your Text Here o Contributor Your Text Here o Below Contributor Your Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 33. 360 Degree Feedback-Employees 33 Strong Agree Agree Disagree Strongly Disagree Not Applicable Sets high standards for quality of work output Ensures work is error-free before submitting Helps others improve the quality of their work Communicates well orally & inwriting from Displays good listening skills Shares information Freely with others For Evaluating Employees Quality of Work Communication
- 34. 360 Degree Feedback-Managers 34 A B C D E Demonstrates an interest in training & upgrading others Demonstrates ani interest in training & upgrading self Gives complete & proper instructions when delegating work Effectively follows - through & meets deadlines Effectively delegates Supervises others well Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here For Evaluating Managers
- 35. Manager’s Feedback 35This slideis 100% editable. Adapt it to your needs and capture your audience's attention. Current Responsibilities Attach job description, noting any significant changes Your Text here Your Text here Performance Assessment Evaluate performance & achieved goals Discuss areas of excellence within performance Discuss areas of improvement Develop future goals with set expectations Comments & Approval Provide any additional feedback Your Text here Your Text here Your Text here
- 36. Succession & CareerPlanning 36This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Overcoming Roadblocks in Succession & Career Planning Evaluate, Monitor, and Observe Development of Succession & Career Plan Identify the Critical Position
- 37. Identify the CriticalPosition 37 Succession Planning Business-Critical Position1 Head of Sales Ready now 1-2 years > 2 years (year estimated) o This slide is 100% editable. o This slide is 100% editable. o This slide is 100% editable. o This slide is 100% editable. o This slide is 100% editable. o This slide is 100% editable. › This slide is 100% editable. › This slide is 100% editable. › This slide is 100% editable. Position2 Head of Operations Ready now 1-2 years > 2 years (year estimated) o This slide is 100% editable. o This slide is 100% editable. o This slide is 100% editable. o This slide is 100% editable. o This slide is 100% editable. o This slide is 100% editable. › This slide is 100% editable. › This slide is 100% editable. › This slide is 100% editable. Position3 Head of R&D Ready now 1-2 years > 2 years (year estimated) o This slide is 100% editable. o This slide is 100% editable. o This slide is 100% editable. o This slide is 100% editable. o This slide is 100% editable. o This slide is 100% editable. › This slide is 100% editable. › This slide is 100% editable. › This slide is 100% editable. This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 38. Development of Successionand Career Plan 38This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Business Focus Text Here Text Here Text Here Skill development by leader Operational Efficiency Business Process Efficiency CEO & other senior leader replacement SM Focus Text Here Talent Mobility & Upgrading 50% Succession Plaining & Management 48% Executive/ Sr. Leader Replacement Plaining 35% Individual Development Planning 20%
- 39. Evaluate, Monitor, &Observe 39 Succession Planning Task Status Start Date Quarter 1 Quarter 2 Quarter 3 Quarter 4 Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nev Dec Task 1 Ongoing DD-MM-YY Task 2 Finished DD-MM-YY Task 3 Ongoing DD-MM-YY Task 4 Add text here DD-MM-YY Task 5 Add text here DD-MM-YY Task 6 Add text here DD-MM-YY Task 7 Add text here DD-MM-YY Task 8 Add text here DD-MM-YY Task 9 Add text here DD-MM-YY Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 40. Roadblocks to Successionand Career Planning 40This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. 10% 25% 35% 40% 51% 55% 62% 75% 80% 90% Add Text Here Add Text Here Add Text Here Add Text Here Add Text Here Add Text Here Lack of top management involvement in shaping the talent management strategy Lack of a Talent Assessment Database Organization don’t encourage the sharing of resources Lack of top management support Specify the obstacle in the pathway of succession planning, in percentage
- 41. Overcoming Roadblocks inSuccession and Career Planning 41 Prioritize Goals/ Solutions Action Items Which barrier will prevent your success? What can you do to reduce this barrier? What are your start & end dates for reducing the barrier? Who can help you reduce this barrier? What will be evidence of completion? How will you measure success for this goal? Priority Process for employee identification Streamline Frequency & Duration of interventions Common tool for program monitoring Other This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 42. Employee Engagement Process 42Thisslide is 100% editable. Adapt it to your needs and capture your audience's attention. Employee Engagement Model Employee Engagement Initiative Employee Engagement Action Planning
- 43. Company Initiative towardsEmployee Engagement 43 0% 20% 40% 60% 80% 100% Add Text Here Add Text Here Add Text Here Add Text Here Add Text Here Performance Riviews Skill Training Recognition Program Team Building Feedback Program 55% 51% 75% 80% 62% 40% 35% 25% 10% 90% This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
- 44. Employee Engagement Model 44Thisslide is 100% editable. Adapt it to your needs and capture your audience's attention. Compensation • Pay • Benefits • Recognition People o Leadership o Manager o Customer o Co-workers o People focus Work o Sense of accomplishment o Work tasks o Resources o Work processes Opportunities o Career opportunities o Learning & development Quality of Life o People/HR practices o Managing performance o Brand o Company reputation Procedures o People/HR practices o Managing performance o Brand o Company reputation Engagement
- 45. Employee Engagement ActionPlanning 45 Areas for Improvement Problem Definition (finding out root causes) Proposed Solutions Success Measures Owner(s) Estimated Timelines › Staff has indicated in the survey that they do not have adequate training opportunities › Supervisors did not release staff from work or asked staff to postpone training › Supervisors to be held accountable if staff are meeting required training hours › Exemption from training must be accompanied by strong reasons as money is wasted if staff fail to show up › 90% of staff achieve 100 hours training by year end › Les than 5% no shows in signed up training › HR to brief Heads › Heads to brief all supervisors › Supervisors to brief all staff › Jamie (from HR) to compile no shows in training › HR to brief Heads by 1st week of Sent 2017 › Heads to brief all Supervisor by 3rd week of spend 2017 › Supervisors to brief all staff by 1st week of Oct 2017 › Half yearly training attendance to be submitted to be submitted in July & Dec This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 46. Training & Development 46Thisslide is 100% editable. Adapt it to your needs and capture your audience's attention. Training Schedule On/Off Job Training Plan Training Roadmap
- 47. Training Roadmap 47 Month 1Month 2 Month 3 Month 4 Month 5 Month 6 Month 7 Training Kickoff Admin Training Start pilot with partner Initial Checkpoint Certification Guide Complete Begin high priority course content Your Text Here Course Syllabi Complete Complete high priority courses Business case complete Purchase LMS Complete all courses Develop rollout strategy Your Text Here Fully implemented Training & Certification Program Partner engagement Design Build Rollout This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 48. Training Schedule 48 Name 2020 Jan FebMar Apr May Jun Jul Aug Upward Airlines Corporate › Create new Employee Training o Hire consultants o Survey a sample of employees o Compare results › Test new curriculum with some employees o Form test group o Test #1 o Test #2 › Write curriculum › Evaluate results of sample group and make › Rollout new training This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 49. On/Off Job TrainingPlan 1/2 49 Job Title: Hours/ Week: Job Description: Required job skills for occupation: Starting capability: Date Measured Job skill needed • Add text here ❑ Not Skilled ❑ Some skill ❑ Skilled Job skill needed • Add text here ❑ Not Skilled ❑ Some skill ❑ Skilled Job skill needed • Add text here ❑ Not Skilled ❑ Some skill ❑ Skilled Job skill needed • Add text here ❑ Not Skilled ❑ Some skill ❑ Skilled Job skill needed • Add text here ❑ Not Skilled ❑ Some skill ❑ Skilled This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 50. On/Off Job TrainingPlan 2/2 50 Skills to be Learned Estimated Training Hours End Capability Date Measured Skill to be learned • Add text here Estimated Training Hours ❑ Beginning ❑ Intermediate ❑ Skilled Skill to be learned • Add text here Estimated Training Hours ❑ Beginning ❑ Intermediate ❑ Skilled Skill to be learned • Add text here Estimated Training Hours ❑ Beginning ❑ Intermediate ❑ Skilled Skill to be learned • Add text here Estimated Training Hours ❑ Beginning ❑ Intermediate ❑ Skilled Skill to be learned • Add text here Estimated Training Hours ❑ Beginning ❑ Intermediate ❑ Skilled List Supplies & Tools needs for Training:
- 51.
- 52. 2015 2016 20172018 2019 2020 Absenteeism Over the last 5 years Series 1 Series 2 Talent Management Dashboard 1/2 52 Avg Yearly Absenteeism Training Costs 50 70 50 40 30 50 0% 50% 100% 2015 2016 2017 2018 2019 2020 Yearly Avg Overtime Hours (Per Employee) 15 30 20 17 11 8 <15 16-25 26-35 36-45 46-55 56-65 Hours Avg Overtime by Age Group 25 12 5 51 65 HR Sale Marketing IT Customer Service OLE by Department 40 70 60 55 40 65 0% 50% 100% 2015 2016 2017 2018 2019 2020 OLE Over the Last 5 Years 30 50 40 70 1 2 Return 2-Year Occupation 25 12 53 30 15 60 1 2 3 Net cost 3-Year Occupation 7.5 Days Avg overtime per Work2.5 Hours 50 100 0 Avg Absenteeism Rate Target < 50% This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. Overall Labor Effectiveness (OLD) Training Costs by Training Years & Duration of Training
- 53. Talent Management Dashboard2/2 53 Staffing Trends 10 8 9 6 5 4 6 7 4 6 10 9 2 6 10 14 18 Q1 2015 Q2 2016 Q3 2017 Q4 2018 Q1 2019 Q2 2020 Hire Terminate Headcount Flow -4.2% 50 35 30 20 15 20 15 13 10 8 0 20 40 60 Q3 2016 Q4 2017 Q1 2018 Q2 2019 Q3 2020 Voluntary Involuntary Turnover Rate 25% 49% 56% 80% 90% 96% 0% 20% 40% 60% 80% 100% Administration Operations Finance Human Resources Sales Marketing Headcount This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. 475 Out250 In
- 54. Talent Management KPI1/2 54 KPIs Target Segment Retention rate 84% of employees retained for 3 years Mentees who complete a partnership Employee engagement rate 20% increase in 2 years Mentees who complete a partnership Internal hires 41% increase in 3 years Mentees who complete a partnership Participation rate in program 52% Eligible employees informed about program Partnership completion rate 95% Mentees who get matched
- 55. Talent Management KPI2/2 55 KPI Strong Leadership All others Relative Difference Effectively communicates with employees 2.36 4.22 53% Well understood vision, mission & strategy 2.33 2.20 65% Ease of getting things done 3.63 5.52 56% Innovation-focused 6.63 5.3 23% Confidence in PS leadership 6.22 6.5 51% Embraces change: Nimble & flexible 6.23 1.63 52% Goals and measurement alignment 3.63 5.5 89% Employees have confidence in P50's future 1.32 6.4 21%
- 56. Strategic Workforce PlanningIcons Slide 56
- 57.
- 58. 50 30 50 55 60 40 70 75 0 10 20 30 40 50 60 70 80 90 100 FY 16 FY18 FY 19 FY 20 SalesInMillionBar Graph 58This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. Years This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. Product 01 This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. Product 02
- 59. Our Mission 59 Vision This slide is100% editable. Adapt it to your needs and capture your audience’s attention. Goal This slide is 100% editable. Adapt it to your needs and capture your audience’s attention. Mission This slide is 100% editable. Adapt it to your needs and capture your audience’s attention.
- 60. Timeline 60 This slide is100% editable. Adapt it to your needs and capture your audience's attention. 2014 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 2015 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 2016 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 2017 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 2020 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 2019 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 2018
- 61. 61 About Us Preferred byMany This slide is 100% editable. Adapt it to your needs and capture your audience’s attention. Value Client This slide is 100% editable. Adapt it to your needs and capture your audience’s attention. Target Audience This slide is 100% editable. Adapt it to your needs and capture your audience’s attention.
- 62. 62 Our Team This slide is100% editable. Adapt it to your needs and capture your audience's attention. Designation Name Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Designation Name Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Designation Name Here
- 63. Financial 63 15% 60% 25% This slide is100% editable. Adapt it to your needs and capture your audience's attention. Maximum This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Minimum This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Medium
- 64. Thank You 64 Contact Number 0123456789 EmailAddress emailaddress123@gmail.com Address # street number, city, state