Advanced Pipeline Management Tier 1 GIP and Tier 1 GCDP
Advanced Pipeline Management Tier 1 GIP and Tier 1 GCDP
Why Pipeline Management
What is Pipeline
Management
How to do Pipeline
Management
What is Pipeline
Management
HR pipeline management is to set the goal for HR needs based on organizational goal, to forecast the HR capacity gap and to create initial actions/adjustments to make up the gap accordingly.
What is Pipeline Management?
At any given time, you are aware of how many members you have across each area and whether this is the right number consider goal for
number of exchange experiences and productivity in your entity!
A talent pipeline is having the right profile of people for roles in your entity!
Simply put, Pipeline Management is just talent tracking based on a talent plan which is aligned to the OD Model
of an entity!
Why Pipeline Management
HR pipeline Management is important because it will have us forecast Retention Rate, Number of members needed based on current productivity, and come up with L&D needs!
Why is Pipeline Management important?
“You have Planned for number of members and
productivity goals per programme but don’t know
whether you are on track or not”
“You have planned goals for productivity however if productivity is increasing
it is important to make adjustment in the number of members in a particular
programme or adjust exchange goal”
Why is Pipeline Management important?
“ To understand what the current situation of each LC is based on the talent plan and coaching LCs
based on this – of course connected to the focus
exchange programme of the LC”
“It is important to manage pipeline so that there are
enough of the right profile of members during
EXCHANGE PEAKS for Sign up, apply, Match and
Realize”
How to do Pipeline Management at the LC level
How to do Pipeline
Management For Team Member
In a given period, we can do the member pipeline management step by step: 1. Clarify Demanded HR pipeline based on Function goal 2. Predict actual HR pipeline considering retention rate 3. Monthly tracking and adjustment:
Demand Predict > Take in Strategy External: Recruitment Internal: Re-allocation, Re-integration, Dual role.
Retain Strategy Corresponding talent process improvement
Process Optimization Outsourcing Re-structuring
Demand Predict < Let go Strategy Re-allocation Exit Interview
Process Optimization Re-structuring to create new role for more effective process
How to do Pipeline
Management For Team Leader
In a given period, we can do the TL pipeline management step by step:
1. Identify the number of demanded TL candidate at the end of term 2. Create L&D plan for current members
3. Monthly member performance assessment to see how many senior members we have:
If it’s less than the candidate demanded q Ensure the current L&D Plan’s delivery happened in
place q Improve L&D program based on the performance
assessment q Need based recruitment / member re-allocation for
better member capacity
If it’s more than the candidate demanded q Re-allocation of membership q Exit Interview q Reframe the structure to open more TL
position to enhance overall organizational efficiency
It is important to track the following to measure pipeline effectively in your LC 1. Current number of members per function vs. Goal for number of members (based on realization
goal) 2. Current productivity in a programme vs. Goal for productivity (If productivity is higher than
goal, members can either increase exchange goal or re-allocate to another function) 3. Current TMP Retention rate vs. Goal for TMP Retention rate (This affects recruitment strategy
in the LC)
At the LC level, it makes sense to manage pipeline every 2 weeks as membership is dynamic and we need to make sure we always have the CAPACITY to deliver! If you are only delivering exchange in peaks, then ensure you are managing pipeline well for the peaks! If you are managing peaks and off-peaks then pipeline management should be done for both continuously (At a given time you may need members to focus on match and realize for a peak but raise for a non-peak and this means that you need to manage pipeline frequently to have this kind of capacity)
How to do Pipeline Management at the MC level
Before understanding how to do pipeline management, look at what are all the things
that need to be planned for before:
- Number of members needed per programme in exchange and back office per quarter - Number of members needed per LC per programme and function - Productivity goals per programme per LC (based on OD Model) - TMP Retention rate goal (can be accumulation of LC goals)
Steps in Pipeline management at the MC level
Steps in Pipeline Management
• Track number of members in every exchange programme and back office and actual productivity per LC in every exchange programme
• You should ideally do this aligned to your entity OD Model (focusing more on the focus
programme of the MC and aligned focus programme of LCs) • Once this is done, for each LC check what is it that needs to happen, recruitment, re-
allocation, focus on L&D etc! • Do this process once a month • This is done by the MCVP TM however the MCVPs in GIP and GCDP must be aware of
pipeline in their programmes to be able to lead LCs in the right way!
Once you have worked on pipeline management, there are many scenarios
Some LCs have enough pipeline for the peaks, but need to start building capacity for off-‐peak
Some LCs have increased in produc=vity in a par=cular programme and decreased in another, so we ensure that they re-‐allocate
Some LCs have enough members but produc=vity hasn’t increased, hence we focus them more on L&D
Some LCs have low pipeline for TLP so we focus on building leadership pipeline
Once you have worked on pipeline management, there are many scenarios
Some LCs have enough pipeline for the their focus programmes, however need to build pipeline for their non-‐focus programmes!
Some LCs have enough members in front office but need to build capacity for the back office!
Through Pipeline Management, we can also get LCs to focus more on IXP (Re-‐integra=on if low pipeline and sending members on X if excess pipeline)
Pipeline Management is just talent tracking based on PLAN!
However it is the MOST Simple and Effective way to ensure LCs are focused on the right talent challenge and are growing in GIP and GCDP
by fulfilling this challenge!