Managing People: Becoming a Talent Manager ABOG Conference UC Santa Barbara April 2012 Farfalla Borah Manager, Employee & Labor Relations UCSB Human Resources Lubbe Levin Associate Vice Chancellor UCLA Campus Human Resources

2 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

3 UCLA Strategy: Succession through Development Management Skills Assessment Program Professional Development Program Staff Enrichment Program Comprehensive Skills Training Programs Management Development Management Seminars UC Business Officer Institute UCLA Stewardship Roundtable Leadership Development

4 UCLA’s 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

Becoming Your Own Talent 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 5

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

Employee Engagement & Change Management

What is the #1 way we can improve employee retention, morale and increase employee engagement?

YOU!

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 employee’s direct relationship with his/her manager is the strongest of all drivers of employee engagement.

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).

Change Management: What is your appetite for change?

What can we do to help our employees prepare for and succeed at change?

14 Q & A