Talent Management is a set of integrated organizational HR processes & practices designed to attract, develop, motivate, and retain productive, engaged employees, in support of the Company becoming the “Provider of Choice” & the “Employer of Choice” in the markets we serve.
Companies with effective Talent Management Systems (TMS), the results speak for themselves:
- 66% had higher return on sales,
- 20% had a higher return on assets,
- 20% had a higher return on investment,
- 13% had a higher return on equity,
- Many reported improvement’s in key human capital metrics
- There was a correlated relationship between better talent & better business performance, talent was acknowledged as a rapidly increasing source of value creation
- Enhanced capacity in talent is necessary to support more complex & dynamic business requirements, Boards, customers, employees, and financial markets are expecting more.
Key Trends for 2020:
Trend 1: Organizational Design (e.g., “The Organization of the Future”) Will be Challenged Everywhere
Trend 2: Culture, Employee Engagement, and Employee Experience Remain Top Priorities
Trend 3: Real-Time Feedback and Analytics Will Explode in Maturity
Trend 4: A New Generation of Performance Management Tools Will Emerge, and a Focus on “Human Performance” and Wellbeing Will Become a Critical Part of HR, Talent, and Leadership Solutions
Trend 5: Talent Acquisition Will Focus on Culture Fit, Leadership Skills, Technical Skills Instead of Just “Credentials”
Trend 6: Digital HR and Learning Will Help Us to Reinvent L&D and HR Systems
Trend 7: The Leadership Market Will Start a Steady Process of Reinvention
Trend 8: Diversity, Inclusion, and Unconscious Bias Will Become a Top Priority
Trend 9: The L&D Function Will Continue to Struggle, But Careers & Learning Must Be Real Time, All the Time
Trend 10: The Future of Work is Here and HR Is in the Hot Seat
Execution Framework has six pillars:
(1) Plan,
(2) Attract,
(3) Develop,
(4) Perform,
(5) Retain, and
(6) Optimize.
International Business Environments and Operations 16th Global Edition test b...
Talent Management System (TMS) a 2020 Model
1. All rights reserved. Subject to general limitations, some copyrighted material(s) are deemed fair use(s) based
on this program(s) intentions to stimulate creativity for the enrichment of the general public, comment,
criticism, research, news reporting, teaching, and scholarship. Cited work(s) are the property of the author(s)
/ copyright holders.
Richard Swartzbaugh
2. 2
Thousands of organizations around the world use the Baldrige Excellence Framework to improve and get sustainable results.
Those recognized as national role models receive the Malcolm Baldrige National Quality Award, a Presidential award. More than 100
recipients have broadly shared their best practices with others. Through that sharing, many thousands of organizations have
improved their operations and results, and thus their contributions to the U.S. and global economy. This is especially timely for
healthcare as competition for patients increases (internally & externally), enhanced regulatory compliance, and changes in payor mix
& reimbursement impacting top line revenue & net income (or loss).
Baldrige has a simple purpose. The purpose of the Baldrige framework is simply to help our organization—no matter its size
or the types of health care services we offer —answer three questions:
1. Is our organization doing as well as it could?
2. How do we know?
3. What and how should the organization improve or change?
By challenging ourselves with the questions that make up the Health Care Criteria for Performance Excellence, we explore
how we are accomplishing what is important to our organization. The questions (divided into six interrelated process categories and
a results category) represent seven critical aspects of managing and performing as an organization:
1. Leadership
2. Strategy
3. Customers (aka Patients)
4. Measurement, analysis, and knowledge management
5. Workforce
6. Operations
7. Results.
Baldrige promotes a systems perspective. A systems perspective means managing all the components of our organization as a
unified whole to achieve ongoing success. The system’s building blocks and integrating mechanism are the core values and concepts,
the seven interrelated Health Care Criteria categories, and the scoring guidelines.
The Baldrige Model of Performance Excellence: A 2020 Model – Executive Summary
“I see the Baldrige process as a powerful set of mechanisms for disciplined people engaged in disciplined thought and taking disciplined action to
create great organizations that produce exceptional results.” —Jim Collins, author of Good to Great: Why Some Companies Make the Leap . . . and
Others Don’t.
3. 3
A focus on core values and concepts. Baldrige is based on a set of beliefs and behaviors. These core values and concepts are the
foundation for integrating key performance and operational requirements within a results-oriented framework that creates a basis for
action, feedback, and ongoing success:
• Systems perspective
• Visionary leadership
• Patient-focused excellence
• Valuing people
• Organizational learning and agility
• Focus on success
• Managing for innovation
• Management by fact
• Societal responsibility and community health
• Ethics and transparency
• Delivering value and results
A focus on processes. Processes are the methods our organization uses to accomplish its work. The Baldrige framework helps
us assess and improve our processes along four dimensions:
1. Approach: How do we accomplish your organization’s work? How effective are our key approaches?
2. Deployment: How consistently are our key approaches used in relevant parts of our organization?
3. Learning: How well have we evaluated and improved our key approaches? How well have improvements been shared
within our organization? Has new knowledge led to innovation?
4. Integration: How well do our approaches align with our current and future organizational needs? How well do our
measures, information, and improvement systems complement each other across processes and work units? How well are
processes and operations harmonized across our organization to achieve key organization-wide goals?
The Baldrige Model of Performance Excellence: A 2020 Model – Executive Summary
“I honestly in my heart believe that because we participated in the Baldrige Program and because it gave us that consistent feedback, there are people
who are alive today who wouldn’t have been had we not been so committed to the Baldrige process.” —Rulon Stacey, former president/CEO, Baldrige
Award recipient Poudre Valley Health System.
4. 4
A focus on results. The Baldrige framework leads us to examine our results from three viewpoints: the external view (How do
our patients, other customers, and other stakeholders view us?), the internal view (How efficient and effective are our operations?),
and the future view (Is our organization learning and growing?). In Baldrige, results include all areas of importance to our
organization. This composite of measures ensures that your strategies are balanced—that they do not inappropriately trade off
among important stakeholders, objectives, or short- and longer-term goals. The Baldrige framework helps us evaluate our results
along four dimensions:
1. Levels: What is our current performance on a meaningful measurement scale?
2. Trends: Are the results improving, staying the same, or getting worse?
3. Comparisons: How does our performance compare with that of other organizations and competitors, or with benchmarks
or industry leaders?
4. Integration: Are we tracking results that are important to our organization and that consider the expectations and needs of
our key stakeholders? Are we using the results in decision making?
A focus on linkages. The linkages among the Health Care Criteria categories are an essential element of the systems
perspective provided by the Baldrige framework. Some examples of these linkages are:
• The connections between our processes and the results you achieve;
• The need for data in the strategic planning process and for improving operations;
• The connection between workforce planning and strategic planning;
• The need for patient, other customer, and market knowledge in establishing our strategy and action plans; and
• The connection between our action plans and any changes needed in our work systems.
A focus on improvement. The Baldrige framework helps us understand and assess how well we are accomplishing what is
important to our organization: how mature and how well deployed our processes are, how good our results are, whether our
organization is learning and improving, and how well our approaches address our organization’s needs. The Baldrige scoring
guidelines are based on the process and results dimensions described above.
Tactically, Baldrige’s Workforce Focus (Environment & Engagement) can be translated into a Talent Management System
(TMS) -- a set of integrated organizational HR processes & practices designed to attract, develop, motivate, and retain productive,
engaged employees, in support of becoming the “Provider of Choice” & the “Employer of Choice” in the markets we serve.
The Baldrige Model of Performance Excellence: A 2020 Model – Executive Summary
5. 5
Our TMS supports & helps enable our: (1) employment brand & organizational
communications; (2) talent management / workforce planning; (3) recruiting; (4) on-
boarding; (5) alignment of culture, strategy, execution; (6) performance management; (7)
Learning Management System (LMS) – Training: 360° assessments; executive coaching;
leadership development; professional development; training; career-pathing &
development, team development; (8) recognition programs; (9) compensation; (10)
succession management; (11) diversity / inclusion; (12) employee engagement; (13)
competencies; (14) retention; (15) avoidance of third-party intervention (non-organized
settings) OR labor-management partnership (LMP) (organized settings); (16) HR
technology; (17) workflow analysis; (18) HR metrics, scorecards, analytics; (19) HR
compliance; (20) HR Best-Practices; (21) OSHA, emergency preparedness; (22) tax credits;
(23) fun.
Our TMS leverages leading best practices, including: (a) Organizational Development (OD) (e.g., validating Mission, Vision, Values,
culture & change management, strategic & tactical planning, development of organizational processes, systems, structures, governance models,
retreat design & facilitation, organizational assessment & redesign, work climate assessment, process analysis & redesign, program evaluation,
curriculum development, technology solutions, programs, projects, & cascading tasks & activity, Lominger toolset), (b) Performance Excellence
(PE) through the Malcolm Baldrige National Quality Award. Our TMS has been custom tailored; it is not “one size fits all.” Our TMS is a key
component of our performance excellence strategy, and includes our Mission, Vision, and Values, business goals, the voice of our customers
(BtoB & BtoC, employees, shareholders), mindful of our organization’s progress & challenges, the regions in which we compete, the competition
(internal and external), industry best practices, and our organization’s history, culture, & leadership.
We celebrate our history and progress to date, we’ll identify our goals, resources, and metrics, and put in place what’s missing, needed,
& affordable (with a return on investment mindset). Focus on what’s “good” that should be “great,” & continue the journey to a sustainable
culture of continuous learning, and performance excellence as the “Provider of Choice” & “Employer of Choice.”
Our TMS Framework Supports Category 5, and has six tactical pillars: (1) Plan, (2) Attract, (3) Develop, (4) Perform, (5) Retain, and (6)
Optimize. Additional business functions include: (1) Validating Mission, Vision, and Values, (2) Strategic & Tactical Planning Options – e.g.,
Balanced Scorecard, (3) Budget Planning Model, (4) Enterprise Risk Management Framework (COSO), (5) Mergers, Acquisitions, Integration,
and Divestitures Framework (M&A), (6) Confirming our Performance Excellence Strategy – e.g. Baldrige, (7) Patient Service Framework, and an
(8) Execution Framework.
Talent Management System (TMS) A 2020 Model – Executive Summary
6. All rights reserved. Subject to general limitations, some copyrighted material(s) are deemed fair use(s) based
on this program(s) intentions to stimulate creativity for the enrichment of the general public, comment,
criticism, research, news reporting, teaching, and scholarship. Cited work(s) are the property of the author(s)
/ copyright holders.
Richard Swartzbaugh
82. All rights reserved. Subject to general limitations, some copyrighted material(s) are deemed fair use(s) based
on this program(s) intentions to stimulate creativity for the enrichment of the general public, comment,
criticism, research, news reporting, teaching, and scholarship. Cited work(s) are the property of the author(s)
/ copyright holders.
Richard Swartzbaugh
83. 83
Talent Management System (TMS)
Item # Who
What - Objective (Qualitative goal to be
achieved over the next 36 months)
How (S.M.A.R.T. Tactics), and "How Success is
Measured" (Quantitative)
When
How Much
($)
I.
Senior
Leadership
Team
Customer – Become The "Provider of
Choice" in the markets we serve.
See Approved Execution Framework: (A) 2018-
2020 ; (B) 2019; (C) 120 Days (Tab 1).
2018 -
2020
TBD
II.
Senior
Leadership
Team
Employee – Utilizing Best-in-Class Talent
Management Practices, Become The
"Employer of Choice," and a "Great Place
to Work" in the markets we serve.
See Approved Execution Framework: (A) 2018-
2020 ; (B) 2019; (C) 120 Days (Tab 1).
2018 -
2020
TBD
III.
Senior
Leadership
Team
Shareholder – Earn Sufficient Net
Operating Income (NOI) & maintain
sufficient liquidity to fund daily
operations & short-term deliverables.
Long-term deliverables may require
external capital investment(s).
See Approved Execution Framework: (A) 2018-
2020 ; (B) 2019; (C) 120 Days (Tab 1).
2018 -
2020
TBD
IV.
Senior
Leadership
Team
Process, Program, Technology, Training –
Leverage process, programming,
technology, and training to ensure
efficient, sustainable outcomes, that
continuously improve over time.
See Approved Execution Framework: (A) 2018-
2020; (B) 2019; (C) 120 Days (Tab 1).
2018 -
2020
TBD
Execution Framework (e.g., Balanced Scorecard)
84. 84
Talent Management System (TMS)
Item # Who
What - Objective (Qualitative goal to
be achieved over the next 36 months)
How (S.M.A.R.T. Tactics),
and "How Success is
Measured" (Quantitative)
When
(2018)
When
(2019)
When
(2020)
How
Much ($)
1
Team
Leader,
Team
Company’s Existing Strategic &
Tactical Goal #1
2
Team
Leader,
Team
Company’s Existing Strategic &
Tactical Goal #2
3
Team
Leader,
Team
Company’s Existing Strategic &
Tactical Goal #3
4
Team
Leader,
Team
Company’s Existing Strategic &
Tactical Goal #4
5
Team
Leader,
Team
Company’s Existing Strategic &
Tactical Goal #5
6
Team
Leader,
Team
Company’s Existing Strategic &
Tactical Goal #6
7
Team
Leader,
Team
Company’s Existing Strategic &
Tactical Goal #7
Execution Framework (e.g., Balanced Scorecard)
85. 85
Talent Management System (TMS)
Item # Who
What - Objective (Qualitative goal to
be achieved over the next 36 months)
How (S.M.A.R.T. Tactics),
and "How Success is
Measured" (Quantitative)
When
(2018)
When
(2019)
When
(2020)
How
Much ($)
8
Team
Leader,
Team
Mission, Vision, and Values
Validated
9
Team
Leader,
Team
Strategic Planning & Execution
Framework Selected, and Deployed
10
Team
Leader,
Team
Budget Planning Model Selected &
Deployed
11
Team
Leader,
Team
Enterprise Risk Management (ERM)
Framework Selected, Assessment
Undertaken, Action Steps
Undertaken
12
Team
Leader,
Team
Mergers, Acquisitions, Integration,
and Divestiture Framework Selected
& Deployed
13
Team
Leader,
Team
Performance Excellence Strategy
Selected & Deployed
14
Team
Leader,
Team
Patient Excellence Strategy Selected &
Deployed
Execution Framework (e.g., Balanced Scorecard)
86. 86
Talent Management System (TMS)
Item # Who
What - Objective (Qualitative goal to
be achieved over the next 36 months)
How (S.M.A.R.T. Tactics),
and "How Success is
Measured" (Quantitative)
When
(2018)
When
(2019)
When
(2020)
How
Much ($)
15
Team
Leader,
Team
Programs, Processes, and Training
Designed, Deployed, and
Continuously Improved In Support
of:
16
Team
Leader,
Team
Employment Brand & Organizational
Communication(s) Framework
17
Team
Leader,
Team
Talent Management / Workforce
Planning Framework
18
Team
Leader,
Team
Recruiting
19
Team
Leader,
Team
Onboarding
20
Team
Leader,
Team
Strategic Plan / Goal Alignment
21
Team
Leader,
Team
Performance Management
Execution Framework (e.g., Balanced Scorecard)
87. 87
Talent Management System (TMS)
Item # Who
What - Objective (Qualitative goal to
be achieved over the next 36 months)
How (S.M.A.R.T. Tactics),
and "How Success is
Measured" (Quantitative)
When
(2018)
When
(2019)
When
(2020)
How
Much ($)
38
Team
Leader,
Team
Learning Management System (LMS)
– Training
39
Team
Leader,
Team
- 360° Assessments
40
Team
Leader,
Team
- Executive Coaching
41
Team
Leader,
Team
- Leadership Development
42
Team
Leader,
Team
- Professional Development
43
Team
Leader,
Team
- Training
44
Team
Leader,
Team
- Career Pathing & Development
45
Team
Leader,
Team
- Team Development
Execution Framework (e.g., Balanced Scorecard)
88. 88
Talent Management System (TMS)
Item # Who
What - Objective (Qualitative goal to
be achieved over the next 36 months)
How (S.M.A.R.T. Tactics),
and "How Success is
Measured" (Quantitative)
When
(2018)
When
(2019)
When
(2020)
How
Much ($)
46
Team
Leader,
Team
Recognition Programs
47
Team
Leader,
Team
Compensation
48
Team
Leader,
Team
Succession Management
49
Team
Leader,
Team
Diversity / Inclusion
50
Team
Leader,
Team
Employee Engagement
51
Team
Leader,
Team
Competencies
52
Team
Leader,
Team
Retention
53
Team
Leader,
Team
Union Avoidance Program OR Labor
Management Partnership (LMP)
Execution Framework (e.g., Balanced Scorecard)
89. 89
Talent Management System (TMS)
Item # Who
What - Objective (Qualitative goal to
be achieved over the next 36 months)
How (S.M.A.R.T. Tactics),
and "How Success is
Measured" (Quantitative)
When
(2018)
When
(2019)
When
(2020)
How
Much ($)
54
Team
Leader,
Team
Technology
55
Team
Leader,
Team
Workflow Analysis
56
Team
Leader,
Team
HR Metrics
57
Team
Leader,
Team
HR Compliance
58
Team
Leader,
Team
HR Best-Practices
59
Team
Leader,
Team
Occupational Health & Safety,
Emergency Preparedness
60
Team
Leader,
Team
Tax Credits
61
Team
Leader,
Team
Fun
File Name: “Talent Management System (TMS) a 2020 Model.” 09122018
Execution Framework (e.g., Balanced Scorecard)