Research Brief
A recording for this session isn't published. Below is the BPI editorial brief — key takeaways, an in-depth summary, and FAQs drawn from the original session materials and the presenter's body of work.
Presenter
Tess Reinhard
**Live Webinar with Q&A**
Description
Visibility, Vendors, and Systems are all important to the process of Integrating Talent Management. By using technology and systems, organizations can begin to utilize new techniques for information visibility. By focusing on drivers and critical factors, CDW began this journey and will share the key points of Integration. CDW is the leading provider of technology solutions in the US and Canada. With over 6,000 employees worldwide, sharing information on an Integrated System was a must. Tess Reinhard will share how focusing on the needs of Performance Management drove the strategy and journey of Integrating Talent Management. The process of vendor selection and assessment will be shared.
Learning Points
-How CDW Designed Their Strategy for Integrated Talent Management -The Three Factors That Should Not Be Ignored During Integration -How Performance Management Played a Part in the Process -Evaluations and Assessments for Vendor Selection
Who Will Participate
Executives, Talent Management Leaders, HR Managers, Change Agents, Technology Teams, Organizational Development leaders, anyone who wants to learn more about Integrating Talent Management.
Key Takeaways
- 1.CDW's integrated talent management strategy was driven by the specific needs of its performance management process.
- 2.Effective talent integration hinges on three critical factors: visibility, vendors, and systems.
- 3.Technology and systems are essential tools for improving the visibility of information across a large organization.
- 4.A deliberate process for vendor selection and assessment is a crucial step in building an integrated talent system.
- 5.The case of CDW demonstrates how a large company can successfully implement an integrated system to improve information sharing.
The Challenge of Integration at CDW
CDW, a leading provider of technology solutions in the US and Canada with over 6,000 employees, recognized that an integrated system for talent management was a necessity for effective information sharing. This webinar, featuring Tess Reinhard of CDW, explores the journey the company undertook to unify its talent management processes.
Strategy Driven by Performance Management
The core of CDW's approach was allowing the specific needs of its Performance Management function to drive the overall strategy and journey of integrating talent management. This focus provided a clear objective and guided the decision-making process, ensuring the resulting system directly addressed a critical business requirement.
Key Factors for Successful Integration
The session highlights three factors that were central to CDW's process and should not be ignored during any talent management integration initiative:
- Visibility: Utilizing technology and new systems to improve the visibility of information across the organization.
- Vendors: Implementing a thorough process for vendor selection and assessment to find the right partners.
- Systems: Focusing on the technological architecture to ensure seamless integration and information flow.
Vendor Selection and Evaluation
A significant portion of the discussion is dedicated to the practical steps of vendor selection. Tess Reinhard will share the specific evaluation and assessment criteria CDW used to choose its technology partners. This provides a template for other organizations facing similar challenges, covering how to assess vendor capabilities and align them with strategic goals.
This session, recorded in 2012, delves into CDW's strategic approach to integrating various talent management functions. It provides valuable insights into how a large organization aimed to unify its HR processes, a challenge that remains highly relevant for organizations striving for efficiency and cohesion in their talent strategies today. The discussion offers practical lessons on overcoming common obstacles in talent function integration.
What you'll learn
- Strategies for integrating disparate talent management functions within a large enterprise.
- Insights into how CDW approached the challenge of unifying its HR processes.
- Key considerations for aligning talent initiatives with broader business objectives.
- Practical methods for gaining buy-in and managing change during integration efforts.
- How to build a more cohesive and impactful talent management system.
Who this webinar is for
This content is ideal for:
- HR leaders and executives interested in integrated talent management.
- Organizational development professionals seeking to streamline processes.
- Learning and development specialists looking to connect L&D with broader HR strategies.
- Business leaders who want to understand the impact of integrated HR on organizational performance.
- Anyone involved in talent strategy, workforce planning, or HR technology implementation.
Why it matters now
The drive for integration in HR and talent management is more critical than ever. Organizations continue to face siloed systems, inconsistent processes, and a lack of data visibility that hinder strategic decision-making. Learning from early adopters like CDW, even from 2012, offers foundational lessons on how to approach these challenges. A unified approach to talent ensures that all HR efforts, from recruitment to development and retention, work together synergistically to support business goals, rather than operating as isolated functions. This leads to greater efficiency, better employee experiences, and stronger organizational capabilities in a rapidly changing business environment.
How leaders can apply this
Leaders can apply the insights from this integration journey by:
- Conducting a current state assessment: Identify existing silos and areas for integration within their HR functions.
- Developing an integration roadmap: Create a phased plan for bringing together talent acquisition, development, performance management, and succession planning.
- Championing cross-functional collaboration: Encourage teams responsible for different HR areas to work together more closely.
- Focusing on technology enablement: Explore platforms that can support a unified talent management system.
- Communicating the 'why': Clearly articulate the benefits of integration to all stakeholders, as Tess Reinhard likely emphasized, to build support and manage change effectively.
- Measuring impact: Establish metrics to track the success of integration efforts, such as improved talent retention or reduced time-to-fill critical roles.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on workplace culture. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Tess Reinhard's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for workplace culture inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about workplace culture.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.