Nexus Recruitment Bell Canada Case Study

Transcription

1 Nexus Recruitment Bell Canada Case Study Maureen Bell Consultant Careers Practice CASS Conference April 2003

2 Bell Canada 43,700 employees 25 million customer connections IP/broadband Wireline and wireless High-speed, dial-up and wireless Internet access Satellite TV breadth Network Operations Bell Ontario Bell Quebec Bell West Bell Mobility Bell Distribution Inc. Functions Finance Information & Technology Marketing Human Resources Communications Legal 2

3 tactics Understand Plan Recruit Integrate Evolve 3

4 foundation What made Bell think about Human Capital planning? High performing companies are defining their new economy strategic advantage in terms of the people they employ HCP is strategic competency-driven workforce forecasting that aligns staffing with business objectives It encompasses staffing the appropriate number of employees as well as those with specified skills Corporate Leadership Council 4

5 Human Capital Planning How does Human Capital Planning impact the business? Strategic Planning Headcount Planning (forecasting) Competency Planning (identify/close skills gaps ongoing) Financial Planning Impact Effective headcount and budget planning Maximized investments in Human Capital initiatives 5

6 Evolving the Human Capital Planning process PHASE IV HCP evolution PHASE III 2003 HCP Introduction of competency module PHASE II 2002 HCP integrated to Bell Planning Cycle PHASE I 2001 Demographic profiles/analysis linked to business issues cost of turnover, Nexus hiring requirements 6

7 Case Study on the increase? Age of workforce Retirement eligibility 7

8 tactics Understand Plan Recruit Integrate Evolve 8

9 Nexus rejuvenation Tap into latest learning and technology Ease transition Minimize expenses Case Study Post-secondary graduates with less than 5 years Nexus experience hired into management positions 9

10 Evaluate results Nexus program activities and timelines Forecasting Preparation Career Fairs Nexus requirements Event management and recruitment Program build Jan Feb Mar Apr May Jun Jul Aug Sept Oct Nov Dec 10

11 partnerships Leveraging campus relationships Earlier access to top talent Queen s MBA 2001/02 Golf Tournament 2003 Get-together results 20% increase in targeted campus 2001 grad hirings and 50k contribution in campus sales 11

12 HR Forecasting tool Marketing Communications Logistics Web-enabled training Résumé bank Tracking Operations Define requirements Attend training sessions Participate in events Selection and hiring process 12

13 tactics Understand Plan Recruit Integrate Evolve 13

14 Branding is key 14

15 values Consistent image reinforces GO culture 15

16 results How did we do in 2001 and 2002? 405 new Nexus hires 51 internal promotes 357 new Nexus hires 98 internal promotes CVI score 94% Retention rate 94%

17 tactics Understand Plan Recruit Integrate Evolve 17

18 integrate Foster professional growth and development Orientation program Mentor match Career mobility develop 18

19 tactics Understand Plan Recruit Integrate Evolve 19

20 evolve Nexus rejuvenation program Target specific campus Diversity recruitment Expand activities Focus on internal talent Diversify campus touch points 20

21 needs Critical success factors Executive support Business unit buy-in Understanding requirements Compelling message Flawless execution Tight recruitment process Keep the promise 21

22 Thank you Maureen Bell Consultant Careers Practice CASS Conference April 2003

23 Sample xx% xx% Demographics Management Employees xx% xx% xx% xx% xx% < >49 Y2K Hires xx% xx% xx% xx% Y2K Promotions xx% xx% xx% xx% Y2K Resignations xx% xx% xx% xx% 2001 Active xx% xx% xx% xx% Age groups Are we prepared? Over xxx managers will be eligible to retire over the next 10 years (xx%) Only xx% of our managers are <30 while 22% of Canadian labour force is between There will be continued competition for external resources as there are 43% fewer Canadians aged than What should we do? Increase the ratio of <40 promotions xx% of our external hires are <40 yet only xx% of our promotions are <40 Stem resignations <40 xx% of resigning managers have less than x years of service Increase intake <40 in certain business units

24 Sample Retirement Eligibility Number of Employees xx xx xx xx XXX managers will be eligible for retirement over the next 10 years xx% Number of Employees x x x xx xx xx Years Retirement Eligibility xx% xxx Bell managers will be eligible for retirement over the next 10 years xx% Percentage xx% xx% 0% XXX xx% xx% xx% xx% xx% xx% Bell Canada xx% xx% xx% xx% xx% xx% Years