Presentation on theme: "Strategic HR Management"— Presentation transcript:
1 Strategic HR Management Focus on People DevelopmentJulie Chu / Oct. 2010
2 PurposeShare the vision on why people development is so important to an organizationUnderstand the key steps on people developmentBe aware of some key challenges organization will face in people development
4 Companies are lacking of talented people to support their strategic growth Managers complain that the people inside the organization are not capable for new responsibilitiesEmployees with potential complain that they got no development opportunities, and leave the companyRecruiting needs increased with huge cost up, yetMany new managers’ from outside fail in the new organizationEmployee may be a good individual contributor, but can’t foresee their ability to manage a team;Gap between employees’ self perception v.s. assessment from the management team, no relevant tools to help to improve self awareness and continuous progressEverybody is looking for opportunities outside, talented people are hunted and cost increased without rationalityFailure of new managers’ (high salary, high expectation, cultural difference, internal stress……)
6 Outlines Issues Actions Challenges People issue has become one of the top priorities for many CEOsActionsChallenges
7 Where to find talented people? Challenges External hiring of talented people is a quick solution, but it may not solve all the problemsIn local China market, short supply of qualified peopleVery fierce competition from all companiesTalented people are more & more demandingIntegration success rate
8 Where to find talented people? Opportunities In local market, abundant supply of fresh graduates or people with 2-3 years working experience provide good hiring poolIn 2009, we have Chinese overseas returneesAsian or western talented people are more & more interested in China marketAre we sufficiently attractive to the potential talented people?
9 Start by making our hiring activity more future oriented Not only hire to meet current needs, but also hire for future growthNot only hire for a job need, but hire for a long term perspectiveEmployer’s brandMake our offer attractive
10 Develop multiple hiring channels LocallyCooperate with schoolsFor some specific profession, sponsor good potential students for their overseas studies and offer internship opportunities before hiringEstablish link with targeted schoolInternational outlookMake use of worldwide hiring networkOverseas campus recruitmentCooperation with hunters with global experience
11 Nurture people development culture inside the organization Associate with the business strategy, develop clear HR strategiesCEOs shall have personal commitmentHR department shall be fully empowered to drive the HR processesPeople development shall be included in each level manager’s performance objectivesWe start by understanding our people’s potentialHere I assume that the HR process will be able to generate the annual recruitment needs, including operations needs, growth needs
12 What is potential?Different organization may have different definition in potentialWe describe it as the highest level of responsibilities that an employee can take within 5 or 10 yearsManagers are the best placed to assess employees’ potential with HR’s support
13 Why do we need to assess potential? Necessary to fulfill a role, but not sufficientExpertiseKnowledgeBehaviorCommunicationListeningLeadershipCan predict long-term successIn order to present this slide, when the title appears, say to participants: “As you recall from earlier phases of competency training, there are 2 essential components to competencies, the first is Knowledge and Experience. Click once to display the top part of the iceberg (knowledge component). This is the visible component i.e. it can be seen by simply reviewing employee files, resumes, etc. It is necessary to fill a role, but by itself, not enough to assure that we will be successful.Discuss with participants ‘that research has shown that the key factor in determiningsuperior performance is the lower part, the demonstrated behavior component, thatwill have a more significant impact on long-term success’. Click again to reveal thelower part of the iceberg. Unless we take the time to observe and evaluate thesebehaviors, the true drivers for development that will lead to success will remainhidden, just like most of the iceberg is hidden from our view.It is these competencies (the lower section) that were examined in order to createthe managerial competency referential.
14 We need to customize development program for people with different level of potential Normal employeesIntegrationInitial trainingOn job learning & developmentCareer progress speed is relatively slowWe focus on 2 types of potentialsHigh potential & boosted potentialThis group becomes a population to monitor for development and retentionRelatively quick career development path
15 Potential assessment approach Next level company needs gapassessmentInternal observationExternal observation (behavior)
16 Put in place simple criteria in internal potential assessment Performance and Values alignment are the 2 pre-requisites criteriaPotential assessment shall also take the following into consideration:AdaptabilityDeterminationManagement of situationImpact and influence
17 What is the process linked with potential assessment? Potential has been preliminary assessed at hiring stagePotential needs to be assessed & reviewed over timeWe conduct potential detection on yearly basisHR coordinate potential validation panelThe process is kicked off at year end, validation panel is organized in Q1 of following yearThe process cover whole population
18 Leadership program for high/boosted potential employees Learning: attend a 18 months program to learn leadership skills and knowledge in business administration, and learn to work in cross functionDevelopment: obtain feedback through 360o survey and improve self awareness through Harrison Test, form IDP associated with external coaching sessionNetworking: establish networking relationship through the leadership program and global integration programHolding a post abroad to develop networking and international exposureOversea training for middle level management
19 Put BP/HP employee in the situation Business department to specify the future organizational evolution & needed profilesVacant posts can be generated from succession planningCreate some intermediate posts if necessaryBased on validated potential, future needs and succession planning, HR to build individual career pathPut individual in situation
20 Outlines Issues Actions We have no time to waste, every manager in the organization need to be mobilized to act now to focus on people developmentChallenges
21 Key challenges organization will face on people development Engagement of business managers on people developmentManagers have no time to coach the high potential employeesOther HR processes shall follow the people develop processContinuous training/learning support is expensiveCreate a culture of learning and empowerment for BP & HPHigh potential employees’ retentionKPI management, are business managers willing to release their high performer for their future development?Time consuming process,
22 Outlines Issues Actions Challenges Are we ready to invest in time and money on people development?