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At OHL, one of the world's largest third-party logistics providers,
employee performance and development is a day-to-day priority, and
is strategically supported through the company's Talent Management
system using modules to support job description creation, performance,
learning, and succession planning. But this wasn't always the case. In 2011,
after recognizing its legacy system wasn't intuitive enough to drive its
Talent Management strategy, OHL migrated to a new system. In this case
study presentation, learn the steps OHL took to replace its legacy system
and the key factors your organization should consider when evaluating,
selecting and migrating to a new talent management system.
Tia Smith, Senior Manager, Global Talent, OHL, serves in a consultative
role to support the corporation's 7,000 managers and employees in the
areas of performance management, leadership development, and learning
& delivery. Tia has worked with multiple talent management systems.