hr-it'2013. Светлана Гильдебрант. Доклад "Удержание...

PERSONNEL

RETENTIONTendencies 2013

by Svetlana Gildebrandt

ABOUT MYSELF

Working as HR in game development since 2005

From HR Assistant to HR Specialist

Working in multinational game development company since 2008 (26 studios worldwide)

Organizing and nurturing game development studio start up (as part of 8000+ people company)

HR Manager (2 people in team)

ABOUT MY PRESENTATION

What is retention?

Old view on retention and why it doesn’t work

What makes retention…

…work in 2013?

Q&A

WHAT IS RETENTION:

Employee retention refers to the ability of an

organization to keep its employees. Basically

employee retention as relating to the efforts

by which employers attempt to retain

employees in their workforce. Thus, retention

refers to the strategies rather than the

outcome.

The goal of employers is usually to decrease

employee turnover, thereby decreasing

training costs, recruitment costs and loss of

talent and organizational knowledge.

VIEW ON RETENTION: DOESN’T WORK

Money as a key of remuneration package

Talent pool limitation

HR as the only driver of HR processes

Career development – only up!

Succession plan

WHAT MAKES RETENTION:

Remuneration package

Challenging work

Personnel development

Open environment

Company values support

Company reputation

Social responsibilities

WHAT MAKES RETENTION WORK:

Remuneration / Benefits package

focus on a salary as a part of compensation package;

constant improvement of benefits package;

transparent and communicated bonus system;

logical and communicated salary increase process

WHAT MAKES RETENTION WORK:

Challenging work / Projects

sense in your own work;

involvement in tasks distribution, project selection;

regular appraisals as a tool to update PDP;

results of work are seen and processed (word, money, career moves)

WHAT MAKES RETENTION WORK:

Personnel development

training actions forecast beforehand, in line

with company strategy and knowledge

applied;

balanced team with specialists of junior to

senior levels matching company qualification

criteria;

internal sharing sessions rather than external

trainings;

vertical and horizontal career moves

WHAT MAKES RETENTION WORK:

Open environment

satisfaction surveys are held regularly but

not too often to analyze and work on results;

consistent management;

ideas are considered, good ideas are

nurtured;

“If a company wanted to make a difference in its

workplace, the one single thing it could do is just start

listening to people more”

Dr Pete Bradon, Research Manager, Best Companies

Ltd.

WHAT MAKES RETENTION WORK:

Company’s values / Reputation

company values translated into

core skills upon evaluation;

brand DNA translated into

company website;

online presence reaching its TA;

attention to constant

improvements

WHAT MAKES RETENTION WORK:

Corporate / Social responsibilities

Focus on benefits securing teams’ confidence in tomorrow;

Activities pushing teams to make something small better;

Regular activities to encourage teams creativity and unite them;

Increase awareness on go-green and charity programs

USEFUL DATA

Grant Thornton international business studies: search and

retention of required specialists, 2008

www.wikipedia.com

www.monsterrussia.com

www.dou.org.ua

www.trainings.ru

www.bis.gov.uk

THANK YOU FOR YOUR TIME!

QUESTIONS?

My contacts:

Svetlana.Gildebrandt@ubisoft.co

m

Svetlana.gildebrandt575