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Happy, engaged employees coached to their fullest potential

High Performance Teams (HPT) Development was founded in 2009 with the mission of supporting companies with innovative solutions focused on learning, professional growth, and career development. Their core focus is to unite people who can implement techniques for optimizing people development for maximum social and economic impact.

HPT aligns Talent Management to Develop Culture and Create Positive Change in the World

The Challenge – Building Synergistic Teams

HPT’s culture is based on a unique model for building high performance in an environment where everyone shares a mutual vision, and they trust and value others’ contributions. HPT uses a sophisticated recruiting and development process to form teams based on a combination of behavioral traits and key competencies. Development and feedback are based on a continuous evaluation and recognition of each employee as a whole, rather than focusing on solely on employees cognitive skillset.

This case study looks at how HPT used an integrated talent management suite to foster their high performance culture, and share it with everyone from the senior executive team to new recruits. TalentGuardís CloudSuite was instrumental in turning HPTís vision into a tangible and usable model across the entire business.

The Solution – A Culture of Managed Talent

We chose TalentGuard to answer our need for a combination of integrated, and adaptive human resource management practices, driven by and aligned with our business strategy to achieve optimal, sustainable organizational performance. -Douglas Drane, CEO

HPT’s goals were (1) to build out its unique competency model, (2) assess employees using that model, and (3) build succession pools for their key roles. They also wanted to make sure that the high level of performance generated by new teams could be perpetuated into a stable and growing model as each team expanded into larger functional entities. TalentGuard and HPT’s talent management team took the following steps to design and implement an organic rollout:

TalentGuard laid the groundwork by conducting a formal needs assessment. This involved a series of one-to-one interviews and focus group activities with key people across all companies. By asking very specific questions, TalentGuard was able to identify both cultural strengths and barriers to change. These sessions were designed to find out how employees thought and felt about their work culture, and to provide the feedback necessary to outline the strategy and key messages needed to support a high performance culture.

TalentGuard collaborated with the HR team to create the organizational framework in terms of departments, roles, pay grades, and ratings to ensure consistency for future analytics and reporting. This allowed them to build out and adapt HPTs existing competency model to include performance indicators at various levels and across diverse roles.

Using CloudSuite by TalentGuard, a direct link was made between the strategy of the business and development plans for each individual. Every individual was assigned targets based on their role and responsibility within the company. This process was the first step in building trust and open communication by:

  • setting clear objectives
  • monitoring ongoing progress
  • creating relevant dialogue between each team member and his/her manager
  • enabling forthright discussion across the entire company

Prior to launch, TalentGuard conducted several workshops to educate and prepare the company on the new process:

Manager workshops – Managers play an integral role in introducing the new ways of working. These workshops concentrated on how they could help to lead the transformation process.

Pilot workshops – Two pilot workshops of 10 participants taken from all levels of the organization contributed to the pilot. The emphasis was on breaking down communication barriers across the company so a new model of team-working relationships could be established.

One day workshops for all employees – The final stage of the roll out of the culture change program was a one-day employee workshop. These sessions gave all employees a clear understanding of the new expectations and processes, as well as reinforcing values and behaviors.

With a comprehensive database of competencies, job role profiles, talent profiles and performance ratings in place, HPT implemented a formal succession management strategy to better prepare leaders as the company continued to rapidly expand its workforce.

The Result – Full Engagement

After 12 months working with TalentGuard, HPT achieved the following results:

100% attainment of the performance review
Higher levels of year-round feedback and total user engagement
Standardized competency framework used for all talent practices
Two successors identified per key role
Real time analytics and an inclusive understanding of skills gaps against competencies
92% of employees with active development plans to close skills gaps

Location: Austin, Texas

Type: Private sector

Web: www.hptdevelopment.com

Employees: 250 people in 6 Offices