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Ray Kazan

Director Talent Management at CAE

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What do you do with unsolicited vendor gifts?

People & Leadership Financial Management Vendor Management

Keep it

I never accept them

Donate it

Depends on the dollar amount

Other (leave a comment)

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23.7k views10 Upvotes35 Comments

Which tech company would you be most proud to work at?

Culture & Values

Facebook

Google

Amazon

Tesla

Other (please comment)

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14.2k views8 Upvotes26 Comments

Is AI going to affect the number of jobs in your company in the next 12 months?

Culture & Values AI & Machine Learning

Yes, more jobs created

Yes, jobs lost to AI

Other (please comment)

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50k views11 Upvotes47 Comments

What type of coach do you pay for?

Leadership coach

Business coach

Career coach

Executive coach

Other (comment)

I don’t have a coach

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4.2k views4 Upvotes3 Comments

Does your diversity, inclusion and belonging plan include practices and programs (i.e. retention and training programs)?

People & Leadership Culture & Values

Yes

Unsure

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7.5k views5 Upvotes

Does your enterprise have an internal talent marketplace?

Strategy & Architecture Talent Management & Performance Innovation

Yes

Other (please comment below)

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8.7k views4 Upvotes1 Comment

Will the “Great Resignation” have a lasting impact on talent management?

People & Leadership Talent Management & Performance Mentoring & Coaching

Yes

Unsure

View Results

743 views

Do you agree with this prediction from Gartner: By 2024, 30% of corporate teams will be without a boss due to the self-directed and hybrid nature of work.

Innovation Team & Organizational Design Talent Management & Performance

Strongly agree

Agree

Neither agree nor disagree

Disagree

Strongly disagree

View Results

4.3k views4 Comments

How frequently is cross training offered at your organization?

Team & Organizational Design Talent Management & Performance Training & Certification

Always; it’s a regular part of our operations.

Often

Sometimes

Rarely

Never

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1.2k views1 Upvote

What is your organization's primary focus when it comes to talent management?

Talent Management & Performance People & Leadership

Hiring and retaining the best talent

Developing existing talent

Measuring and improving performance

All of the above

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772 views2 Comments

How do you manage to initiate a span of control exercise within the organization while one of the top challenges across several organizations at this point is that managers are overwhelmed by the growth of their job responsibilities?

Team & Organizational Design

Ray KazanDirector Talent Management at CAE in Softwarea year ago

When looking at the span of control there is no general optimal number for different companies. This is because the nature of work, the size of the organization, and the attention each subordinate requires need to be considered. ...read more

155 views1 Upvote1 Comment

CNA is fast tracking a re-design of our new leader development cohort experience. Looking for a new name for the program - something modern & catchy. What are some of the names of your programs for new leaders?

People & Leadership

Ray KazanDirector Talent Management at CAE in Software6 months ago

Some of the program title suggestions could be: CELP (CNA Emerging Leaders program), Accelerate, GROW (Get Ready for Opportunities at Work), LEAD (Leading Effectively through Accountability and Development), Catalyst, RISE ...read more

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777 views1 Upvote7 Comments

For those who have implemented an internal gig marketplace for short-term assignments / projects: what successes and challenges have you faced in adoption and impact?

Human Resources (HRIS)

Ray KazanDirector Talent Management at CAE in Software8 months ago

we have not done this

1 Reply

Read More Comments

2.3k views14 Comments

We are interested in implementing a cross-functional collaboration key performance indicator. Do you measure collaboration in your companies? How do you measure it, and what KPIs do you use? We are not interested in surveys but in a more practical KPI.

People & Leadership Management Tools Process Management

Ray KazanDirector Talent Management at CAE in Software8 months ago

We use our regular pulse survey to measure it. We have launched a collaboration microlearning which was very well received by our employees with quick actions to follow. We measure the collaboration through our survey to ...read more

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870 views3 Comments

Does anyone who is a Workday user use their Performance Rating Calibration functionality during their review process? If so, would you be open to a discussion on how you're using it and the feedback from your HR Business Partners and Managers?

Ray KazanDirector Talent Management at CAE in Software8 months ago

Can you be a bit more specific; do you mean using the performance calibration dashboard during calibration review meetings?

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503 views2 Comments

What metrics do you use to determine how many ER associates are in your organization? We are a 1,500-person organization and we have 1 ER associate. I am looking at adding 1 additional ER specialist and need to make the case for the new FTE. How many ER associates do you have per total headcount? How many cases do each of your ER associates typically manage?

Business Applications Human Resources (HRIS)

Ray KazanDirector Talent Management at CAE in Software8 months ago

Hello, we have 8 ER for a company of 15,000. We have them pretty much everywhere across the world. Some of our ER associates may handle a smaller number of complex cases that require in-depth investigation and resolution, ...read more

752 views1 Comment

At my company we track 3 key diversity metrics, Women in Leadership, People of Color at all Levels in the Organization, and People of Color in Leadership. We currently only have 4 employee bands, one for individual contributors and 3 for leaders. Our leader diversity metric calculations include these 3 leader bands. It ranges from our executive suite as well as our lowest level front line managers. We are currently moving to a new HCM and introducing a new job structure so will have to make some updates to our calculations and thought this may be a good time to take a look at our overall diversity metrics. Would love to know what others are measuring in this space and what kind of calculations they use. Anyone that is willing to share this information or that could connect on this would be appreciated. Questions: 1. What are the key diversity metrics you track (such as our 3 above) 2. If you do segment diversity metrics by leader and not just the entire population, how do you define a leader? Level in the organization, has or does not have direct reports, some other method?

Ray KazanDirector Talent Management at CAE in Software10 months ago

1- We track diversity on a company level & leadership level based on voluntary self identification in terms of: Gender, Race & Ethnicity, Sexual Orientation, Veterans.
2- We have 14 bands, so to categorize things ...read more

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1.3k views1 Upvote2 Comments

I work in a global organization that operates on a federated model. My team covers Global DE&I, we have specific global programs we deliver, however, this is also through a federated approach. I would like to understand from others working in the same structure how they have driven greater alignment globally and built a cohesive strategy or whether they have found an alternative operating approach and model.

Ray KazanDirector Talent Management at CAE in Software10 months ago

Our DE&I team is based in Montreal, but has a global reach across all our locations where we operate in (more than 120 locations globally)
We build the structure, strategy globally but aim to keep the messaging locally ...read more

256 views1 Comment

What type of performance review process do you have in place for your senior management team?

Ray KazanDirector Talent Management at CAE in Software10 months ago

We use the same process across all the levels, but we add the layer of OKRs at the very top level purely because we have not yet rolled out OKRs across all the levels in the organization, we are doing it gradually.

Read More Comments

1.6k views4 Comments

As we look to ensure our sourcing function is operating as effectively as possible and to set guidelines for performance management, I would love insight as to what the community is doing to hold their sourcing team/individual sourcers accountable. What are the metrics that you and your teams hold as the highest priority and what do the quantifiable stats look like for those metrics? Hires per month? Candidates in pipeline? Candidates added to CRM? Thank you for the insight!

People & Leadership Data & Analytics Management Tools

Ray KazanDirector Talent Management at CAE in Software10 months ago

We check key metrics such as time-to-fill, quality of hire, and candidate engagement. Metrics like candidate pipeline, sourcing channel effectiveness, and candidates added to the our pipeline system provide insights into ...read more

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1.1k views2 Comments

We are rethinking our internal talent management process. Do any of you use any specific framework to assess and develop individuals in your organization? Do you use a 9-box based on performance and potential? Or any other framework?

Talent Management & Performance

Ray KazanDirector Talent Management at CAE in Softwarea year ago

We are using 9 Box framework and also we have a career pathing framework. With the Career Pathing framework Job streams, job roles, job description for each role, career level, competencies (techo functional & behavioral), ...read more

Ray Kazan

Identified Expertise

Content Ray is Following

What do you do with unsolicited vendor gifts?

Which tech company would you be most proud to work at?

Is AI going to affect the number of jobs in your company in the next 12 months?

What type of coach do you pay for?

Does your diversity, inclusion and belonging plan include practices and programs (i.e. retention and training programs)?

Does your enterprise have an internal talent marketplace?

Will the “Great Resignation” have a lasting impact on talent management?

Do you agree with this prediction from Gartner: By 2024, 30% of corporate teams will be without a boss due to the self-directed and hybrid nature of work.

How frequently is cross training offered at your organization?

What is your organization's primary focus when it comes to talent management?

How do you manage to initiate a span of control exercise within the organization while one of the top challenges across several organizations at this point is that managers are overwhelmed by the growth of their job responsibilities?

CNA is fast tracking a re-design of our new leader development cohort experience. Looking for a new name for the program - something modern & catchy. What are some of the names of your programs for new leaders?

For those who have implemented an internal gig marketplace for short-term assignments / projects: what successes and challenges have you faced in adoption and impact?

We are interested in implementing a cross-functional collaboration key performance indicator. Do you measure collaboration in your companies? How do you measure it, and what KPIs do you use? We are not interested in surveys but in a more practical KPI.

Does anyone who is a Workday user use their Performance Rating Calibration functionality during their review process? If so, would you be open to a discussion on how you're using it and the feedback from your HR Business Partners and Managers?

What type of performance review process do you have in place for your senior management team?

We are rethinking our internal talent management process. Do any of you use any specific framework to assess and develop individuals in your organization? Do you use a 9-box based on performance and potential? Or any other framework?

Engagement Stats

Content Ray is Following

What do you do with unsolicited vendor gifts?

Which tech company would you be most proud to work at?

Is AI going to affect the number of jobs in your company in the next 12 months?

What type of coach do you pay for?

Does your diversity, inclusion and belonging plan include practices and programs (i.e. retention and training programs)?

Does your enterprise have an internal talent marketplace?

Will the “Great Resignation” have a lasting impact on talent management?

Do you agree with this prediction from Gartner: By 2024, 30% of corporate teams will be without a boss due to the self-directed and hybrid nature of work.

How frequently is cross training offered at your organization?

What is your organization's primary focus when it comes to talent management?

How do you manage to initiate a span of control exercise within the organization while one of the top challenges across several organizations at this point is that managers are overwhelmed by the growth of their job responsibilities?

CNA is fast tracking a re-design of our new leader development cohort experience. Looking for a new name for the program - something modern & catchy. What are some of the names of your programs for new leaders?

For those who have implemented an internal gig marketplace for short-term assignments / projects: what successes and challenges have you faced in adoption and impact?

We are interested in implementing a cross-functional collaboration key performance indicator. Do you measure collaboration in your companies? How do you measure it, and what KPIs do you use? We are not interested in surveys but in a more practical KPI.

Does anyone who is a Workday user use their Performance Rating Calibration functionality during their review process? If so, would you be open to a discussion on how you're using it and the feedback from your HR Business Partners and Managers?

What type of performance review process do you have in place for your senior management team?

We are rethinking our internal talent management process. Do any of you use any specific framework to assess and develop individuals in your organization? Do you use a 9-box based on performance and potential? Or any other framework?