Managing People: Becoming a Talent Manager

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Managing PeopleBecoming a Talent Manager
ABOG ConferenceUC Santa BarbaraApril 2012

Farfalla Borah Manager, Employee Labor
Relations UCSB Human Resources
Lubbe Levin Associate Vice Chancellor UCLA Campus
Human Resources
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Why is Talent Management Important?

• Changing economic environment
• Challenge of remaining competitive
• Loss of intellectual capital knowledge gaps
• Need for internal knowledge transfer
• Workload challenges during transitions
• Value of developing internal talent with a
  diverse workforce

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UCLA Strategy Succession through Development
Leadership Development
Management Development Management Seminars UC
Business Officer Institute UCLA Stewardship
Roundtable
Management Skills Assessment Program Professional
Development Program Staff Enrichment
Program Comprehensive Skills Training Programs
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UCLAs Professional Development Program (PDP)

• Goals
• Develop management skills
• Expand professional networks
• Understand UC culture
• Enhance diverse leadership talent
• Program components
• Career Assessment Retreat
• 360 degree feedback (confidential)
• Skill development and team building
• Mentoring with Senior Managers
• Department-sponsored Team Projects

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Becoming Your OwnTalent Manager

• Study yourself
• Learn how others see you
• Is your current role a good match?
• Find your passion
• Go the extra mile to achieve excellence
• Put your values into action
• Create your own path

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UC Santa Barbara

• Be S.M.A.R.T. Training Program.
• Funded by Office of Risk Services Be Smart About
  Safety Program

• Successfully Managing Retaining Talent

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Employee Engagement Change Management
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What is the 1 way we can improve employee
retention, morale and increase employee
engagement?
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YOU!
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What is Employee Engagement?

• ...a heightened emotional connection that an
  employee feels for his or her organization, that
  influences him or her to exert greater
  discretionary effort to his or her work." (The
  Conference Board)
• An employees direct relationship with his/her
  manager is the strongest of all drivers of
  employee engagement.

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What can you do?

• Be a mentor. Focus on employee career development
  and professional growth
• Actively Listen. Your Open Door policy is not
  enough.
• Recognize, Thank and Reward. Daily or weekly not
  annually.
• Get out of the way. Trust, delegate and share
  (information, resources).

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Change Management What is your appetite for
change?
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What can we do to help our employees prepare for
and succeed at change?

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Q A