prepared by china sp method team china sp strategic hr management focus on people development julie...
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PREPARED BY CHINA SP METHOD TEAMCHINA SP
Strategic HR ManagementFocus on People Development
Julie Chu / Oct. 2010
PREPARED BY CHINA SP METHOD TEAMCHINA SP
Purpose
• Share the vision on why people development is so important to an organization
• Understand the key steps on people development• Be aware of some key challenges organization will face in
people development
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Outlines
• Issues• Actions• Challenges
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Companies are lacking of talented people to support their strategic growth
• Managers complain that the people inside the organization are not capable for new responsibilities
• Employees with potential complain that they got no development opportunities, and leave the company
• Recruiting needs increased with huge cost up, yet • Many new managers’ from outside fail in the new
organization
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Organizational capability differentiatecompanies’ capabilities
TechnologicalCapability
Financial Capability
Strategic Capability
OrganizationalCapability
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Outlines
• IssuesPeople issue has become one of the top priorities for many CEOs
• Actions• Challenges
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Where to find talented people? Challenges
• External hiring of talented people is a quick solution, but it may not solve all the problems
• In local China market, short supply of qualified people• Very fierce competition from all companies• Talented people are more & more demanding• Integration success rate
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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 pool
• In 2009, we have 100000 Chinese overseas returnees• Asian or western talented people are more & more
interested in China market
Are we sufficiently attractive to the potential talented people?
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Start by making our hiring activity more future oriented
• Not only hire to meet current needs, but also hire for future growth
• Not only hire for a job need, but hire for a long term perspective
• Employer’s brand • Make our offer attractive
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Develop multiple hiring channels
• Locally– Cooperate with schools – For some specific profession, sponsor good potential
students for their overseas studies and offer internship opportunities before hiring
– Establish link with targeted school• International outlook
– Make use of worldwide hiring network– Overseas campus recruitment– Cooperation with hunters with global experience
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Nurture people development culture inside the organization
• Associate with the business strategy, develop clear HR strategies
• CEOs shall have personal commitment• HR department shall be fully empowered to drive the HR
processes• People development shall be included in each level
manager’s performance objectives• We start by understanding our people’s potential
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What is potential?
• Different organization may have different definition in potential
• We describe it as the highest level of responsibilities that an employee can take within 5 or 10 years
• Managers are the best placed to assess employees’ potential with HR’s support
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BehaviorBehaviorCommunicationCommunication
ListeningListening
LeadershipLeadership
ExpertiseExpertiseKnowledgeKnowledge
Necessary to fulfill a role, but not sufficient
Can predict long-term success
Why do we need to assess potential?
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We need to customize development program for people with different level of potential
• Normal employees– Integration– Initial training– On job learning & development– Career progress speed is relatively slow
• We focus on 2 types of potentials– High potential & boosted potential – This group becomes a population to monitor for
development and retention– Relatively quick career development path
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Potential assessment approach
Next level company needs gap
assessment
Internal observation External observation (behavior)
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Put in place simple criteria in internal potential assessment
• Performance and Values alignment are the 2 pre-requisites criteria
• Potential assessment shall also take the following into consideration:– Adaptability– Determination– Management of situation– Impact and influence
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What is the process linked with potential assessment?
• Potential has been preliminary assessed at hiring stage• Potential needs to be assessed & reviewed over time• We conduct potential detection on yearly basis• HR coordinate potential validation panel • The process is kicked off at year end, validation panel is
organized in Q1 of following year• The process cover whole population
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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 function
• Development: obtain feedback through 360o survey and improve self awareness through Harrison Test, form IDP associated with external coaching session
• Networking: establish networking relationship through the leadership program and global integration program
• Holding a post abroad to develop networking and international exposure
• Oversea training for middle level management
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Put BP/HP employee in the situation
• Business department to specify the future organizational evolution & needed profiles
• Vacant posts can be generated from succession planning• Create some intermediate posts if necessary• Based on validated potential, future needs and succession
planning, HR to build individual career path• Put individual in situation
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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 development
• Challenges
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Key challenges organization will face on people development
• Engagement of business managers on people development• Managers have no time to coach the high potential
employees• Other HR processes shall follow the people develop process• Continuous training/learning support is expensive• Create a culture of learning and empowerment for BP & HP• High potential employees’ retention
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Outlines
• Issues• Actions• Challenges
Are we ready to invest in time and money on people development?
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Thanks for your attention