hr society event 15 th dec 2011 Αθήνα, 15 Δεκεμβρίου 2011 “Ο...
TRANSCRIPT
HR Society Event
15thDec 2011
Αθήνα, 15 Δεκεμβρίου 2011
“Ο Στρατηγικός ρόλος του HR στις νέες εργασιακές συνθήκες και πραγματικότητα”
HR Society Event
15thDec 2011
1. build a lean andEffective Organisation
Organisation Effectiveness& Change
2. raise the bar on Talent
3. embed The Vodafone Way
4. develop people’s keyCapabilities
5. drive a Performance Culture
6. create a Safe place to work
7. build an Admired HR Function
Talent & Resourcing
Culture &Engagement
Learning & Capability Development
Performance, Reward& Recognition
Health, Safety & Wellbeing
HR clear priorities
HR Society Event
15thDec 2011
Rightsizing essentially refers to systematic restructuring programs aiming to maximize efficiency, to cut corporate bureaucracy and hierarchy and thereby reduce costs in order to focus on core business priorities.
Downsizing refers to the permanent reduction of a company's workforce and is generally associated with corporate reorganization, or creating a leaner and more effective organization.
Rightsizing vs Downsizing
HR Society Event
15thDec 2011
Elements of Macro Design
STRUCTURE
PROCESSREWARD & PM
PEOPLE
• Measures of Performance at top unit
•Financial•Operational•Customer•Staff
• Key business processes (high level RACI mapped to high level processes)
• Key decision making authorities • External partnerships and
alliances• High level Value chain analysis
• Grouping of activities• Org Charts high level• Direct and indirect reporting
lines for and between sub-units• Key locations• Sourcing of activities
• Key roles/ responsibilities at top of unit
• Relevant Skills and Capabilities (high level)
• Job profiles for key managers
HR Society Event
15thDec 2011
Change Framework Phases
7
2. Define Phase: At this stage you will define how and when you will deliver the change.
1. Assess Phase: During this phase you will understand the reason for the change, the benefits, challenges and risks.
4. Connect Phase: During this phase you will embed the change in the organisation by making sure that the new ways of working become business as usual.
3. Deliver Phase: This is the phase when you deliver the change based on the project plan
HR Society Event
15thDec 2011
New Sources of Talent
- global MBAs - local program MBA/MSc graduates - Increased usage of Social Networks
New Sources of Talent
- global MBAs - local program MBA/MSc graduates - Increased usage of Social Networks
Raise the Bar
- Targeted hirings - Tackle low performance
Raise the Bar
- Targeted hirings - Tackle low performance
Worship Potential and Take Risks
- Annual Talent reviews meetings- Succession plans in place for all managerial positions
Worship Potential and Take Risks
- Annual Talent reviews meetings- Succession plans in place for all managerial positions
Global and Diverse- Increased number of participations in global openings (e.g. NWSQAD)
- Promote cross-functional projects
- Diversity strategy
Global and Diverse- Increased number of participations in global openings (e.g. NWSQAD)
- Promote cross-functional projects
- Diversity strategy
Talent Management StrategyOur current reality
Line Capability
Educate line managers to “scout” for talent and how to assess it
Line Capability
Educate line managers to “scout” for talent and how to assess it
HR Society Event
15thDec 2011
Potential Classifications
Pote
nti
al
4 2 1
7 5 3
9 8 6
Low Performers
Up or Out
Unusual
Coach
Rising Stars
Invest: Increase
Challenge
Rising Stars
Invest: High Risk Assignments
Low Performers
Identify Mismatch/Move
Key Contributors
Stretch & Test
AdaptableStars
Retain, Appreciate& Leverage
Contributors / Professionals
Strengthen
ProfessionalStars
Retain & Appreciate
Level of Performance
12
3
4
5
6
7
89
HR Society Event
15thDec 2011
Develop People CapabilitiesOur approach
Develop Skills – Knowledge – Experience- Behaviours required
to meet our Business Objectives while living The Vodafone Way
Strategic
Capabilities
Functional
Capabilities
Cultural
Attributes
> Capabilities to set strategic directions, lead and manage people
> Capabilities required by specific function to deliver operational excellence
> Behaviours required to live The Vodafone Way
HR Society Event
15thDec 2011
Developing Functional capabilitiesMajor efforts on commercial areas
…Developing Functional Expertise
• Design and implement simple and focused frameworks
• Bring the knowledge in house
Retail Sales Behavioral related course “Pelatis”
Retail Sales Entrepreneurship Course
Business Sales Sales Academy Framework
Marketing Marketing Academy
Customer Obsession Zone
Technology & ITTechnology AcademyCOPS
Customer Operations Local Framework
Human Resources HR Academy
FinanceFinance AcademySCM Academy
HR Society Event
15thDec 2011
The Difference between…
Potential versus Promotability
It is about the longer-term, the people who have what it takes to grow into the top leadership roles at Vodafone.
It is about the short-term, the next role for people who are excelling performance-wise in their current job and they are ready for the next challenge
HR Society Event
15thDec 2011
C.E.O.
HUMAN RESOURCES HUMAN RESOURCES
Human Resources
HR SERVICES
HR Processes & policies Self service tools guidance HR reportingPeople Survey
HR SERVICES
HR Processes & policies Self service tools guidance HR reportingPeople Survey PROPERTY
MANAGEMENTPROPERTY
MANAGEMENT
HEALTH & SAFETYHEALTH & SAFETYFUNCTIONALHR BUSINESS PARTNERS
CommercialCustomer OperationsTechnology, IT Support Functions
O.D. & REWARDSO.D. & REWARDS
RESOURCING, LEARNING &
DEVELOPMENT
RESOURCING, LEARNING &
DEVELOPMENT
CENTERS OF EXPERTISE
CENTERS OF EXPERTISE