BUILDING A SUSTAINABLE WORKFORCE KRISTINA KOHL, MBA, PMP

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1 BUILDING A SUSTAINABLE WORKFORCE KRISTINA KOHL, MBA, PMP

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3 HOUSEKEEPING CREDIT QUESTIONS TOPIC

4 HOUSEKEEPING Certificates delivered by no later than 10/29/17 Be watching using YOUR unique URL for login Stay on the webinar, online for the full 60 minutes. The use of this seal confirms that this activity has met HR Certification Institute's (HRCI ) criteria for recertification credit pre-approval. Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aphr, PHR, PHRca, SPHR, GPHR, PHRi, SPHRi recertification through HR Certification Institute's (HRCI ). For more information about certification or recertification, please visit the HR Certification Institute website at Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aphr, PHR, PHRca, SPHR, GPHR, PHRi, SPHRi recertification through HR Certification Institute's (HRCI ). For more information about certification or recertification, please visit the HR Certification Institute website at

5 Today s Presenter KRISTINA KOHL Managing Principal of BEcoming Sustainable, Division of HRComputes Author of Becoming a Sustainable Organization published by CRC Press Faculty member of the Bard MBA in Sustainability program Global Speaker: PMI Global Congress EMEA and the SHRM

6 Learning Objectives Define sustainable strategy and discuss its role in supporting 21 st Century business strategies Identify macro trends impacting organizational resilience and agility Discuss HR s role in creating value through alignment of sustainable strategy and human capital management strategy. Outline tools and techniques to help HR build a sustainable workforce Share case studies and best practices for embedding sustainability into organizational culture. Define metrics to measure impact & drive success 6

7 Macro Trends Natural Resource Scarcity Global Connectivity and Technology Climate Change Demographic Change Stakeholder Interest Volatile Commodity & Energy Prices Conflict Over Resources Water Scarcity Biodiversity News 24/7 Social Media Transparency Digital Divide 7+Billion Cell Phones Innovation Natural Disasters Storm Damage and Business Interruption Loss of Habitat and Biodiversity Food Production Rising Sea Levels Growth in Developing Countries especially Middle Class Aging Population in Developed Countries Increased Urbanization Investors Customers Employees NGO Communities Regulators 7

8 Triple Bottom Line: UN SDGs Source: /sdgs-food-azote.jpg 8

9 Creating Value Source: Eccles etal, HBR,

10 Sustainability Journey Exposure Compliance Benchmark Baseline Indicators Corporate Philanthropy Integration Sustainability Added to Business Process Stakeholder Engagement Reporting Sustainability Goals Transformation Alignment of Business and Sustainable Strategic Goals New Markets and Opportunities Culture of Sustainability Embedded Sustainable Strategy 10

11 on/documents/shrmbock-final.pdf 11

12 Corporate Social Responsibility Corporate Social Responsibility represents the organization s commitment to operate in an ethical and sustainable manner by engaging in activities that promote and support philanthropy, transparency, sustainability and ethically sound governance practices. SHRMBOK 12

13 Creating a CSR Program Developing programs for community outreach and engagement Creating shared value Developing voluntarism programs Creating communication plan for stakeholder engagement Translating organizational vision into culture and policies Developing principles for corporate citizenship and governance. Establishing protocols for corporate philanthropy and charitable 13

14 Organizational Culture Sustainability Culture Assessment What is our sustainability story? How is it reflected in actions and behaviors? How do stakeholders perceive us? What is the gap between vision and perception? Shared Values Attitudes & Beliefs

15 Building a Sustainable Workforce Aim2Flourish.com 15

16 Tools to Achieve HCM Benefits Tools Alignment of Sustainability and Business Goals Alignment of Employee Incentives Health, Safety and Wellness Communication Plan Diversity and Inclusion Voluntarism Flexible Work Leadership Development Employer Branding and Recruitment Employee Engagement and Retention Employees as Ambassadors Recruitment of Top Talent Sustainable Leadership Improved Productivity Higher Profits Innovation Benefits 16

17 Integrating Corporate Sustainability into HR Engage with Key Stakeholders Identify Material Issues Improve, Scale, Celebrate Create an Organizational Structure to Support Communicate, Track, Measure Encourage CSR Thinking, Align Incentives 17

18 Novo Nordisk Virtuous Cycle Successful Organization Greater Market Share and Profits Triple Bottom Line Approach Positive Treatment Outcomes Employee Engagement Customer Access and Loyalty 18

19 Novo Nordisk TBL Approach 80% of US Employees say TBL positively impacts Novo reputation and makes it an attractive place to work. Employees say reputation correlates to overall performance and strong stakeholder support. Employee Engagement Employee Satisfaction Scores have been 4+ (5 highest) evoice survey scores indicate alignments between management and employee views. Source: Creating shared value through socially responsible initiatives in the US, The Blueprint for Change Program, Jan.2012, Novo Nordisk.com 19

20 Embed into HCM Functions Talent Acquisition Skills Gap Analysis Onboarding Training & Development Leadership Competencies Talent Management Total Rewards Performance Management Employee Communication HRIS/Metrics/ Analytics 20

21 University of Cambridge Programme for Industry Competency Map (CPI, WBCSD) 21

22 Impact on Recruitment, Retention, Development Importance of Sustainability in Attracting, Retaining and Developing Employees Creating a Positive Employer Brand That Attracts Top Talent 9% 40% 49% Improving Employee Retention 14% 45% 40% Developing the Organization's Leaders 17% 48% 33% Unimportant Important Very Important Source: Advancing Sustainability: HR s Role (SHRM, 2011) 22

23 Attracting Millennial Talent 72% of College Students say that a job that can make a difference is extremely or very important. (Net Impact 2012 Survey) 40% of MBA grads rated CSR as a an extremely or very important company reputation measure when job hunting (Hill & Knowlton Jan 08) 70% of young Millennials say that an employer s commitment to community influences job selection (Deloitte 2011 Survey) 91% would trust companies that support solutions to specific social issues. (Brookings Institute Research) 23

24 Incentives Along the Sustainability Continuum (Kohl,2016) 24

25 Creating Shared Value Projects Impact on Behavior Impact on Company Financial Metric Leadership Development Health Campaigns Flexible Work Management Skills Perception of Leadership Perception of Incentives Work/Life Balance Employee Engagement Innovation Productivity Client Satisfaction Productivity Employer of choice Revenues Operating Margin 25

26 Engaging Employees (Kohl 2016) 26

27 (Kohl,2016) 27

28 Voluntarism with Impact Sponsored Behalf of Employer Company Resources Company Directed Planned Framework Developed by Company Process for Identifying New Opportunities Formal Policy Strategically Aligned Senior Management Builds Skills and Competencies Culture Performance Goals, Metrics, Reporting 28

29 Capital One: Winning Formula (Schuyler & Berkowitz,2009) 29

30 Measuring Impact (Kohl,2016) 30

31 Conclusion Developing a Sustainable Workforce Creates Shared Value Adopting a Sustainable Strategy Attracts, Retains, and Engages Employees Utilizing a Variety of Tools HR Leaders Drive Corporate Culture Change and Move the Organization Forward on the Sustainability Journey Utilizing HRIS to Measure Impact Through Meaningful Metrics Drives Success 31

32 QUESTIONS Enter all questions into the Questions section of the GoToWebinar panel on your computer screen

33 HOUSEKEEPING Certificates delivered by no later than 10/29/17 Be watching using YOUR unique URL for login Stay on the webinar, online for the full 60 minutes. The use of this seal confirms that this activity has met HR Certification Institute's (HRCI ) criteria for recertification credit pre-approval. Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aphr, PHR, PHRca, SPHR, GPHR, PHRi, SPHRi recertification through HR Certification Institute's (HRCI ). For more information about certification or recertification, please visit the HR Certification Institute website at Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aphr, PHR, PHRca, SPHR, GPHR, PHRi, SPHRi recertification through HR Certification Institute's (HRCI ). For more information about certification or recertification, please visit the HR Certification Institute website at

34 HRComputes Kristina Kohl, Principal

35 Ascentis HCM Solutions Ascentis HRIS: Branded portal ACA-compliant Comprehensive benefits administration Over 300 standard reports Ascentis Talent Management Mobile interface No training required Easily identify top employees Employees can rate themselves

36 Free live webinars monthly Free HRCI, SHRM, and APA credits All webinars recorded and posted to website for free. UPCOMING WEBINAR Oct. 5, 2017: Abrasive Leaders: How to Handle Them Oct. 25, 2017: Who Would Do That? Preventing Sexual Harassment in the Workplace

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