PNC Bank Integration of HRIS, LMS, and Competency Management System
Goal
Rollout a performance management methodology integrated with PNC Bank's HRIS, competency management system, and learning management system to enable PNC Bank to improve workplace performance, improve compliance with their performance management system, and improve the retention of employees meeting the performance standards for their jobs.
Challenges
- The existing HRIS did not incorporate competencies in the performance management process.
- The learning management system the client had in place did not include the appropriate models for competencies linked to training/development solutions, so a 3rd party competency management system (Pathlore) was purchased.
- The competency management system included extensive but ambiguous lists of competencies and required careful selection of the right competencies for each job and skill within the job.
- On previous projects of this nature the client had not achieved the senior-level management buy-in and commitment needed to ensure success.
- The client had recently experienced layoffs that had reduced internal staff available for project support and completion.
Solution
Cognitive's approach was two pronged:
First, we organized a pilot project to drive competency models and the competency/performance management processes to a standard which could then be rolled out enterprise-wide. This part of the project entailed developing a project plan with measurable milestones, scoping the work into manageable workstreams, and creating and facilitating matrixed teams representing the numerous roles and business functions inside the business unit (e.g., IT, training, customer service, HR, business unit specialists, finance, and executive management). Cognitive staff in support of this effort included a certified project manager and a lead/senior business analyst.
After an initial week of scoping and project planning, a 5-month project began with a major kick off to create buy-in and common vision for all of the groups participating. The solution included integration of LMS, HRIS, and competency/performance management system, and provided customized corporate competencies and standards for rating competencies that included skill gap analysis and learning interventions.
In parallel, Cognitive provided a strategic consultant who was skilled in change management, competency management, and learning management. She facilitated a steering committee of senior level management throughout each bank line of business. This committee was sponsored by the VP of HR. Meeting weekly for status updates and monthly in person, this committee was facilitated and coached to address critical change management issues, including:
- Defining the project vision
- Enlisting and improving stakeholder support
- Creating a communications plan to let the workforce know what the project was doing and why
- Implementing that plan to improve rollout success.
Cognitive Value Added
Cognitive provided a senior project manager, a senior business analyst, and a strategic consultant to meet the client's needs. The team brought with them a number of tools that were critical to the success of the project, including:
- Cognitive's Transition Management Toolkit
- Project management templates
- Work process re-design techniques
- The project delivered a pilot system on time with the appropriate models and processes in place. It was deemed a success by the VP of HR and critical bank stakeholders.