Elaine Mason

Vice President, People Planning, Design and Analytics
Cisco Systems

As the Vice President of People Planning, Design and Analytics, Elaine Mason leads a transformation function at Cisco that works with senior executives on executive talent and performance management, workforce analytics and planning, organization effectiveness and design thinking. Since joining Cisco in 2016, Elaine has lead three transformation initiatives – the redesign of performance, build out of workforce planning and the reinvention of the company’s talent strategy. Prior to joining Cisco, Elaine was the Vice President of Organization Effectiveness and Workforce Planning at American Express (2012-2016) and Vice President of Planning and Education at Viacom/MTV Networks (2002-2007). Outside of her business experience, Elaine serves on the board of Imperative (a B-Corporation focused on enabling purpose driven work). Previously, Elaine has served as a National Board Member for the Taproot Foundation as well as the Board of the Organization Development Network of New York. Elaine holds a Master of Science in Organization Development from Pepperdine University.

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Day Two, Monday, April 29,2019

Monday, April 29th, 2019

8:20 AM Identifying Future Talent Needs and Evolving Your Existing Workforce to Meet Those Needs

As companies get a handle on current talent management strategies, they are beginning to forecast their future talent needs. With all of the changes over the years and advances in technology, HR may need to take a different approach to developing talent for the future of the business. For instance, a data analysis may forecast where talent will be needed in the next 12 to 18 months or we might discover that the line of business leaders reveals a real lack of future leadership. In such cases, HR needs to shift its focus to pursue a new approach to succession planning and develop a strategy and criteria for vetting existing candidates, without causing alarm among the existing workforce. In this case study, learn:

•How to examine your organization’s upcoming hiring needs and your current readiness

•Developing a better plan of action to fill vacancies and increase employee loyalty by investing in top performers

•Calculating gains and losses through analyzing previous hires and retention rates