HR Transformation & Strategy Overview. Mahesh Puducheri Vice President Human Resources Halliburton
|
|
- Lisa Pearson
- 6 years ago
- Views:
Transcription
1 HR Transformation & Strategy Overview Mahesh Puducheri Vice President Human Resources Halliburton
2 Halliburton Global Franchise 60,000 employees in approximately 80 countries $18 Billion in Revenues in 2010 (Fortune 200 company) Market Capitalization: ~$40 billion
3 So What s Changing Business Landscape Investor Customer Employees/Talent Community
4 Overall Themes from Executive Interviews Halliburton Overall Strong people, focused on the customer and driven to execute Viewed by customers as reliable, trustworthy and solving the hard problems Siloed, too conservative in marketing and upselling customers The future is an increased focus on customer needs by providing integrated, innovative solutions Employees of the future must have technical depth, yet have increased capability to work across PSLs Increased local talent and leadership is critical HR Overall Recognition that HR is trending upward overall the past 3-4 years Systems and tools highlighted as effective and best practice Strong senior team talent, but significant talent gap at country/local level Too much drive-by HR, leaders want more insights from dedicated HRBPs. Need increased business acumen for HR staff Increase alignment of HR metrics to business metrics
5 Organizational Capabilities Top 3 Capability Description: We are good at Mentions Leadership Strategic Unity Customer Connectivity Collaboration Building leaders that generate confidence in the future (includes one mention of delegation and empowerment) Creating a shared agenda and broad commitment and engagement around our strategy (includes two mentions of shared mindset) Fostering strong and enduring relationships of trust with target customers 15 Working together across boundaries to ensure leverage and efficiency (includes one mention of partnership) Learning Generating, generalizing and implementing ideas with impact 0 Innovation Talent Creating new products, services and ways of working that are commercially successful Attracting, motivating, developing, and retaining talented and committed people Speed Making important changes rapidly 3 Efficiency Accountability Reducing the costs of our business activities without hurting the core business Creating and enforcing standards that lead to high performance and execution
6 Perceived HR Strengths and Needs Mentions Strengths Mentions Needs 9 Effective systems and processes 7 Helpful, responsive people 4 Succession planning / Attention to high-potential employees 3 Energy / Eager to contribute and improve 3 Senior HR managers are effective and talented 11 HR talent gap at lower local levels / Disconnect between corporate HR and local execution 10 Understaffed at senior levels / Too much drive-by HR partnership 8 HR tends to be too administrative / Transactional 7 Demonstrated business knowledge 5 Increase flexibility, speed 3 Talent acquisition
7 Views on HR Organization / Resourcing Mentions Feedback 12 At senior levels, dedicated HR business partners who are part of the business leadership team (not drive by ); HR is spread too thin 10 Need to accelerate development of HR talent 9 Need cadre of HR leaders and professionals who are proactive, know the business, are skilled business partners, talent developers and change leaders 8 Need greater HR competence in local markets 5 More high-potential employees spend time in HR as part of their development
8 HAL HR Strategy Map Strategic Context: To better meet our customer / market segment needs by continuing to innovate our products, services and ways of working Unity of Identity: Reliable, Problem Solvers, Trustworthy Capability Requirements: Customer Connectivity Innovation Leadership HR Practices: People/Talent Performance and Reward Information and Communication Work and Organization HR Vision: Lead. Connect. Innovate. HR Strategic Priorities: Get It Right in HR Talent and Leadership Pipeline Build a High Performance and Rewards Culture Business Development and Sales Capabilities Integrated Solutions Across PSLs Leadership For Change: Building HR Leaders and Leadership Implement
9 HAL Strategic HR Priorities
10 Team 1: Talent and Leadership Pipeline
11 RETENTION RETENTION & REALIGNMENT REALIGNMENT Talent Pipeline Pyramid STRATEGIC TRANSFORMATIONAL OPERATIONAL FRONTLINE INDIVIDUAL CONTRIBUTOR ASSESSMENT & DEVELOPMENT ATTRACTION ATTRACTION & SELECTION SELECTION
12 Team 2: Build a High Performance and Rewards Culture
13 Business Case For A High Performance Culture 1 Drive Company Performance Align resources and create/reinforce a culture of excellence. High Performance Culture 2 Engage and Reward Employees Identify and meaningfully reward high performing employees. 3 Optimise Human Capital Optimise human capital and drive effective talent management practices
14 Current State Goals, performance assessments and rewards do not differentiate between high performers and low performers.
15 Future State
16 Team 3: Business Development and Sales Capabilities
17 What Did We Learn What Can We Influence? Identify Top Talent BD Career Path BD Training 1. Leverage and refine our process for determining high potential employees 2. Compile the competencies and behaviors that are shared across high performers and high potentials 3. Create success profiles based on these shared competencies, behaviors and skills 1. Identify key roles & criteria for methodical career progression 2. Ensure right people are in the right roles at the right time 3. Identify and strengthen our pipeline for each key role 1. Focus training on creating solution focused BD who know how to identify and apply the technical expertise required to win the work 2. Invest training dollars in top talent
18 Team 4: HR Partnering to Drive Cross-PSL Solutions Strategy
19 Cross PSL Solutions Optimized Drilling Performance Reservoir Insight Digital Workflows
20 Team 5: Get It Right in HR
21 The New Model of HR Competence
22 Summary Talent & Leadership Pipeline Build a high performance & rewards culture Build BD & Sales Capabilities Cross PSL Solutions
VISION, MISSION, VALUES
VISION, MISSION, VALUES Vision Statement: Through a combination of best practices and well established strategic partnerships, the Department of Human Resources will recruit, develop, and support the diverse
More informationPerformance Management & Learning
Performance Management & Learning Delivering a complete solution that supports organization excellence & individual fulfillment Exxceed, Inc. Dean H. Dussias President & CEO Purpose of This Presentation
More informationCustomer Experience Is the New Black:
Customer Experience Is the New Black: The Key to Revenue Generation in the 21 st Century Presented by: K.C. Blonski Vice President, Customer Experience Chris Sheaffer Senior Account Executive January 19,
More informationBrand Knowledge & Advocacy: Understanding the brand s essence, values and vision to build advocacy among stakeholders
Consumer Insight & Empathy: Developing an understanding of consumers behaviors and underlying motivation Brand Knowledge & Advocacy: Understanding the brand s essence, values and vision to build advocacy
More informationCompetency Modeling. APTMetrics
Competency Modeling APTMetrics Competency Models Impact on Talent Management Assessment & Selection Workforce Planning Competency Models Succession Planning Learning & Development Performance Management
More informationHR Transformation Leaders Conference. Luc Vanden Broeck Vice President HR GSK Biologicals
HR Transformation Leaders Conference Luc Vanden Broeck Vice President HR GSK Biologicals May, 19, 2009 Agenda Who are we? HR Challenges & priorities HR Service Delivery Model GlaxoSmithKline Origin GlaxoSmithKline
More informationTalent Community of Expertise
Future-State HR Service Delivery Model Operating Model Design IMPACT CoE HR Leadership Communications Change Management Executive Recruitment Talent Community of Expertise Talent Recruitment Talent Management
More informationReward next practices
Reward next practices A Study of Reward Leaders WorldatWork Conference - Philadelphia APRIL 29, 2013 insert client logo Presenters Tom McMullen Hay Group Chicago tom.mcmullen@haygroup.com +1.312.228.1848
More informationGovernance and decision rights. HR Business Partner and Centers of Expertise. The HR Chief Operating Officer. HR Organization
5 HR Business Partner and Centers of Expertise 6 Governance and decision rights HR Organization 4 The HR Chief Operating Officer 5 HR Business Partners and Centers of Expertise HR is at a turning point.
More informationGW Human Resources Strategic Plan
GW Human Resources Strategic Plan 2017-2021 OUR VISION We aspire to develop a diverse and engaged workforce to lead GW to excellence. OUR MISSION The mission of Human Resources is: to serve as an effective
More information2003 Balanced Scorecard Collaborative, Inc. bscol.com. Best Practice Strategy Maps
Best Practice Strategy Maps Private Sector Strategy Maps Software Company Strategy Map Increase Shareholder Value Leader in Strategic Markets Diversified Revenue Streams Predictable Profitability Intimacy
More informationHuman Resources Strategic Update. Presented by Stephen Trncak October 28, 2011
Human Resources Strategic Update Presented by Stephen Trncak October 28, 2011 Agenda Past and Future for the College The End Game (Elevating the Human and Organizational Capabilities and Capacity of the
More informationEMIRATI DEVELOPMENT PROGRAM
Human Development Solutions JLT Journey to Excellence EMIRATI DEVELOPMENT PROGRAM "Harness the potential of national talent" Approved by: knowledge & human development authority Message from the CEO "Human
More informationHuman Resources Strategy
Human Resources Strategy 2007-2012 1. Introduction 1.1 QMU will deliver its Institutional Strategy through the efforts, skills and capabilities that our people contribute to the organisation. In order
More informationOffice of Human Resources Courage. Compassion. Commitment.
Office of Human Resources Michelle Lamb Moone, SPHR Assistant Vice Chancellor and Chief Human Resources Officer mlmoone@uncg.edu; (336) 334-5167 Agenda for Today 90-Day Assessment The Role of the Human
More informationICMI PROFESSIONAL CERTIFICATION
ICMI PROFESSIONAL CERTIFICATION Contact Center Management Competencies The ICMI Professional Certification Contact Center Management Competencies specify job role-specific knowledge, skills and abilities
More informationUniversity of Portland. Staff Classification & Market Pricing Project
University of Portland Staff Classification & Market Pricing Project 2014 Agenda Project Objective and Goals Classification Structure Compensation Philosophy Salary Structure & Market Pricing Manager Responsibilities?
More informationDesigning a High-Performing Engagement Culture in a Corporate-wide Function
Designing a High-Performing Engagement Culture in a Corporate-wide Function Organization Design Forum May 10, 2011 Beth Ann Johnson, Corporate Export/Import Shared Services Scott Bartlett, Shipbuilding
More informationHow Often Should Companies Survey Employees?
How Often Should Companies Survey Employees? Emerging Trends and Practical Considerations. 2017 Perceptyx, Inc. 28765 Single Oak Drive, Suite 250, Temecula California 92590 951.676.4414 www.perceptyx.com
More informationBuilding an Integrated Talent Management Strategy. Stavros Liakakos, VP HCM Strategy Knowledge Infusion
Building an Integrated Talent Management Strategy Stavros Liakakos, VP HCM Strategy Knowledge Infusion 1 Knowledge Infusion: HCM as a Strategy 2 Vicious Cycle 3 Talent Management Strategy Alignment 4 Key
More informationInnovating for Today s New Workforce
RETHINKING PROCUREMENT TALENT MANAGEMENT: Innovating for Today s New Workforce Presented by: Don Dougherty, Partner Executive Vice President Marrena Anderson Senior Vice President AN APPROACH UNHEARD OF
More informationBuilding Brighter Futures for Vulnerable Children STRATEGIC PRIORITIES. Building Brighter Futures for Vulnerable Children
Building Brighter Futures for Vulnerable Children 2017-2020 STRATEGIC PRIORITIES Building Brighter Futures for Vulnerable Children 1. INTRODUCTION World Vision has approved its new global strategy, Our
More informationStrategic Workforce Planning Webinar
Strategic Workforce Planning Webinar Christian Neubert, Founder 1 June 2017 Agenda External Perspective Introduction to Strategic Workforce Planning Strategic Workforce Planning Process Client examples
More informationCompetency Model. Level B. Level C Applies to: Manager Coordinator. Applies to: Assistant Vice President Assistant Dean Director
Job Knowledge a. Demonstrates detailed knowledge of FIT programs, products and services in independently carrying out varied professional duties. a. Uses thorough knowledge of the range of FIT products,
More informationCOURSE CATALOG. vadoinc.net
COURSE CATALOG 2018 vadoinc.net Welcome Welcome to the Vado 2018 Course Catalog. Vado provides any organization or learner numerous opportunities to build the skills needed to lead and manage others, as
More informationAbout Ag Growth International
About Ag Growth International Ag Growth International (AGI) is a leading manufacturer of portable and stationary grain handling, storage and conditioning equipment, including augers, belt conveyors, storage
More informationOMRHA FALL CONFERENCE 2011 HUMAN RESOURCES AS CONSULTANT
OMRHA FALL CONFERENCE 2011 HUMAN RESOURCES AS CONSULTANT City of Mississauga's Strategic Business Partner Model Sharon Willock Director of Human Resources Strategy Review Process 1. Conducted internal/external
More informationFuture State HR Service Delivery Model Service Community of Expertise. Talent CoE. IMPACT CoE. Service CoE
Future State HR Service Delivery Model Service Community of Expertise Note: Benefits & Wellness is now a part of the IMPACT Community of Expertise HR Leadership Communication Change Management Talent CoE
More informationAppendix L International Finance Corporation 2013 Change Initiative
Appendix L International Finance Corporation 2013 Change Initiative 1. The International Finance Corporation s (IFC s) most recent restructuring IFC2013 was reviewed to identify lessons IFC has learned
More informationSTATE OF PRO BONO: CORPORATE EDITION
STATE OF PRO BONO: CORPORATE EDITION As the field of pro bono service continues to grow, companies increasingly identify pro bono programming as a critical element of their overall social impact objectives.
More informationNZ POLICE CORE COMPETENCIES. Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop HOW WE DO THINGS: OUR CORE COMPETENCIES
NZ POLICE CORE COMPETENCIES Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop 1 INTRO These are behaviours that are important to achieving our goals. They describe how we work as opposed to
More informationUNITED WAY PARTNERSHIPS
United Way s bold goals in education, income and health are designed as a rallying cry to the nation to join together and work collectively on real, lasting solutions that would fundamentally put people
More informationCompetency Modeling for Talent Management. at the San Francisco Public Utilities Commission
Competency Modeling for Talent Management at the San Francisco Public Utilities Commission CHALLENGES FACING SFPUC Managers eligible for retirement within 5 years (57%) Career paths are unclear for employees
More informationNZ POLICE CORE COMPETENCIES. Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop HOW WE DO THINGS: OUR CORE COMPETENCIES
NZ POLICE CORE COMPETENCIES Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop 1 INTRO These are behaviours that are important to achieving our goals. They describe how we work as opposed to
More informationMSC Industrial Direct Co., Inc.
MSC Industrial Direct Co., Inc. October 7, 2014 Introduction Kim Shacklett, Vice-President Metalworking Sales, Southfield, MI 8.5 yrs. MSC 23 yrs. industry experience Dave Purdy, Director Sales Training,
More informationHOW HR NEED S TO. By Karen Shellenback, Karen Piercy and Denise LaForte, Mercer Select Intelligence Mercer HR Transformation
HOW HR NEED S TO CHANGE By Karen Shellenback, Karen Piercy and Denise LaForte, Mercer Select Intelligence Mercer HR Transformation YOUR BRIEFING IN 3 2 1 3 HIGHLIGHTS High performing HR organisations leverage
More informationThe NEW Male Champion Kevin A. Carter, President & Founder Inclusion Innovates
The NEW Male Champion Kevin A. Carter, President & Founder Inclusion Innovates Opportunity: Acceleration Accelerate organizational progress by transforming more men, and women, into effective women champions
More informationTalent Community of Expertise
Future-State HR Service Delivery Model Operating Model Design Service CoE HR Leadership Communications Change Management Executive Recruitment Talent Community of Expertise Talent Recruitment Talent Management
More informationSales & Marketing. Walter Owens Executive Vice President Chief Sales & Marketing Officer
Sales & Marketing Walter Owens Executive Vice President Chief Sales & Marketing Officer We Are Building a Sustainable Growth Engine for CIT... Deliver Sustainable Long-Term Growth Accelerate Productive
More informationThe new focus for the digital CFO
2014 High Performance Finance Research The new focus for the digital CFO Consumer Goods and Services Results Accenture s ongoing research into the role of finance and enterprise performance mastery in
More informationBEST PRACTICES IN Talent Management Article Title Format
SCHOONOVER ASSOCIATES WHITE PAPER BEST PRACTICES IN Talent Management Article Title Format SCHOONOVER ASSOCIATES, LLC. 2015 Dr. Stephen C. Schoonover President, Schoonover Associates, LLC Contents Executive
More informationVoluntary Separation Scheme
Voluntary Separation Scheme Sharing Best Practices & Experiences ARL HR Conference Syed Mazhar Hussain Senior Executive Vice President Human Resources Agenda 1 3 4 5 6 Organization Business Planning Process
More informationLearning Center Key Message Guide. 3M Company
Learning Center Key Message Guide The purpose of this Guide is to enable Learning Center communicators to achieve their communication objectives by delivery of consistent messaging, linking to 3M and LC
More informationEXECUTIVE LEADERSHIP DEVELOPMENT PROGRAM
RESEARCH RESULTS CLIENT REALIZATION RESULTS: Participants reported a 35% increase in the frequency of positive leadership behaviors after attending the program. The number of leaders who expanded their
More informationKorn Ferry Executive to Leader Institute. Accelerating development for senior executives and enterprise leaders.
Korn Ferry Executive to Leader Institute Accelerating development for senior executives and enterprise leaders. Are your senior leaders ready for enterprise leadership? The transition from executive to
More informationRiding Off Into the Sunset? A Trail Guide to Succession Planning
Riding Off Into the Sunset? A Trail Guide to Succession Planning Nebraska Hospital Association October 25, 2018 Tina Nazier, MBA, CPC, CCM, Director Health Care Strategic Alignment Wipfli LLP Today s Agenda
More informationDirector, Wholesale Partnerships (India)
Director, Wholesale Partnerships (India) Location: Delhi NCR (Noida), India Are you a change maker who wants to play a pivotal role in restoring vision for millions of people in low income settings across
More informationSEE Enterprise Design and Galbraith Organizational Design Comparison
SEE Enterprise Design and Galbraith Organizational Design Comparison The following outline broadly compares the organizational design elements between the SEE framework and Galbraith taxonomy. SEE Framework
More informationThe Evolution of the HR Business Partner
The Evolution of the HR Business Partner A Discussion of the Changing Role of the HR Business Partner in a Shared Services Model June 2015 Copyright 2015 ScottMadden, Inc. All rights reserved. Agenda About
More informationENGAGED EMPLOYEES ON A PATH TO PREMIER PERFORMANCE
ENGAGED EMPLOYEES ON A PATH TO PREMIER PERFORMANCE A study of employee engagement ABOUT INGERSOLL RAND Advancing the quality of life by creating comfortable, sustainable and efficient environments. Its
More informationTalent Community of Expertise
Future-State HR Service Delivery Model Operating Model Design Talent CoE HR Leadership Communications Change Executive Recruitment Talent Community of Expertise Talent Recruitment Talent Employee Relations
More informationThe HR Function in 2021: Models & Competencies Fall 2017 CAHRS RA Project - White Paper Chris Kelly & Katie Rapp
The HR Function in 2021: Models & Competencies Fall 2017 CAHRS RA Project - White Paper Chris Kelly & Katie Rapp I. Methodology The findings of this research project are based on interviews with 57 Human
More informationWhat Makes A Leader? Competencies for the New Healthcare. January, 2015 Carol Jennings, Sr. Director Organization Development & Training
What Makes A Leader? Competencies for the New Healthcare January, 2015 Carol Jennings, Sr. Director Organization Development & Training Session Highlights The industry demands the right leadership competencies.
More information4/10/2014. Developing an HR Strategic Plan A Step by Step Approach. Agenda. By a Show of Hands: The HR Strategic Plan. Critical Success Factors
Developing an HR Strategic Plan A Step by Step Approach Sue Jones Managing Director - KLS Group (541) 213-2075 sue@theklsapproach.com www.theklsapproach.com Creating an HR Strategy Agenda The HR Strategic
More informationBC Timber Sales Strategic Plan Ministry of Forests, Lands and Natural Resource Operations
BC Timber Sales Strategic Plan 2012 Ministry of Forests, Lands and Natural Resource Operations BC Timber Sales Headquarters PO Box 9507 Stn Prov Govt Victoria, British Columbia V8W 9C2 Tel: 250 356-1918
More informationCreating a Talent Development Culture in Government
Creating a Talent Development Culture in Government October 11, 2018 Dr. Trish Holliday, SPHR, IPMA-HR Assistant Commissioner and State Chief Learning Officer Opening Activity Biggest Challenges in Retaining
More informationMGM RESORTS INTERNATIONAL LEADERSHIP COMPETENCIES
MGM RESORTS INTERNATIONAL LEADERSHIP COMPETENCIES Mission, Vision, Core Values and People Philosophy Our Mission MGM Resorts International is the leader in entertainment and hospitality - a diverse collection
More informationCareer opportunity: Executive Vice President and General Manager, Worldwide - Wolters Kluwer Finance, Risk and Regulatory Reporting (FRR) - London
Career opportunity: Executive Vice President and General Manager, Worldwide - Wolters Kluwer Finance, Risk and Regulatory Reporting (FRR) - London About Wolters Kluwer Financial Services Wolters Kluwer
More informationCEO Performance Planning and Review Process
DRAFT 01 Feb 2017 CEO Performance Planning and Review Process A good leader is not the person who does things right, but the person who finds the right things to do. Anthony T. Padovano, theologian and
More informationTrupp HR, Inc EMPLOYER BRAND SLIDE 1
Trupp HR, Inc. 2015 EMPLOYER BRAND SLIDE 1 JEAN ROQUE President + Founder T R U P P H R, I N C. Focusing your Employer Brand through the Applicant s Lens Understanding Employee Value Proposition Today
More informationUnit: Learning Services Date Submitted: September 30, 2011
2010-2011 HR: Learning Services 1 of 12 EMORY UNIVERSITY 2010-2011 Assessment Report for Administrative and Educational Support Units Assessment Period Covered: September 1, 2010-August 31, 2011 Unit:
More informationAmherst H. Wilder Foundation Search for Vice President, Wilder Center for Communities
Amherst H. Wilder Foundation Search for Vice President, Wilder Center for Communities The Organization Amherst H. Wilder Foundation ( Wilder and Foundation ) is a non-profit organization dedicated to improving
More informationSupply Management Three-Year Strategic Plan
Supply Management Three-Year Strategic Plan 2010-2012 Message From the Vice President, Supply Management I am pleased to present our new three-year strategic plan for fiscal years 2010 2012. The plan
More informationFinance Business Partnering: The Evolving Role of Finance & Accounting
Finance Business Partnering: The Evolving Role of Finance & Accounting 2 nd Croatian ICV Conference 5 November 2014 Raef Lawson, PhD, CFA, CMA, CPA Vice President, Research & Policy and Professor-in-Residence
More informationSuccessFactors for Human Capital Management in Banking & Insurance. Dr. Christian Acosta-Flamma Vice President, SAP AG
SuccessFactors for Human Capital Management in Banking & Insurance Dr. Christian Acosta-Flamma Vice President, SAP AG Dynamics in the Banking Industry Affecting HR Undergoing massive transformations from
More information5G MINI MBA. Business & Technology. Format: Classroom. Duration: 5 Days
5G MINI MBA Business & Technology Format: Classroom Duration: 5 Days COURSE SUMMARY WHY COMPLETE THE 5G MINI MBA Gain the benefit of extensive experience - over 400 Mini MBA and Executive Programmes delivered
More informationCSR / Sustainability Governance and Management Assessment By Coro Strandberg President, Strandberg Consulting
Introduction CSR / Sustainability Governance and Management Assessment By Coro Strandberg President, Strandberg Consulting www.corostrandberg.com November 2015 Companies which adopt CSR or sustainability
More informationHighways England People Strategy
Highways England People Strategy 1. Accountable Leadership 2. Capable Employees We require positive, proactive and engaging leadership to be demonstrated at all levels of the organisation, through all
More informationMcGill ITS Strategic Plan
McGill Strategic Plan Context: Our 5 Year Roadmap Approved in April 205 Focuses on improvements to the following areas Teaching and Learning Research Student systems Campus Administration Must be cyclically
More informationOUR PEOPLE, OUR STRENGTH
OUR PEOPLE, OUR STRENGTH 2015-2017 TABLE OF CONTENTS 1. 1. Employee messages... 2 i. Message from CAO ii. Message from Director, Human Resources 2. Executive summary... 3 3. About the Our People, Our Strength
More informationCollaborative Solutions
Collaborative Solutions Workshop Facilitated by Robert Danna, Executive Vice President and Chief Operating Officer Bersin & Associates HRO Summit Europe 2011 Barcelona, Spain November 3, 2011 Copyright
More informationAchieving Sustainable Results:
Achieving Sustainable Results: Strategic Alignment of the Human Resources Function HR TAMPA 2013 Conference & Expo Developed & Presented By Charlie Walsh President Focus The Strategic Perspective of HR
More informationEvolution of the Project Management Office. A Guide to Helping the PMO Thrive
Evolution of the Project Management Office A Guide to Helping the PMO Thrive What is the Project Management Office? The Project Management Office (PMO) encourages a new way of thinking about project management
More informationWomen in Leadership. Accelerate Women s Careers Through Coaching
Women in Leadership Women in Leadership Accelerate Women s Careers Through Coaching Having women at the top of your org chart is more critical than you may realize. According to Catalyst *, companies with
More informationMentorship: How to build an effective Mentorship Program to Increase Employee Engagement and Propel Business Goals
Mentorship: How to build an effective Mentorship Program to Increase Employee Engagement and Propel Business Goals ANGIE VINCENZO, DIRECTOR OF MENTORSHIP PROGRAMS & SHAWN MINTZ, PRESIDENT MENTORCITY WEST
More informationBuilding an Integrated Talent Management Strategy. Driving Organizational Alignment & Performance
Building an Integrated Talent Management Strategy Driving Organizational Alignment & Performance Morne Swart SumTotal Vice President of Product Strategy and Business Transformation Every Organization is
More informationOMHRA. City of Oshawa. HR Enabling Organizational Excellence. Municipal Case Study Succession Planning Session E April 14, 2016
OMHRA HR Enabling Organizational Excellence City of Oshawa Municipal Case Study Succession Planning Session E April 14, 2016 1 Jackie Long Executive Director, Human Resource Services City of Oshawa Population
More informationReady to help lead a dynamic team that is reshaping health care shared services and how they re delivered?
Ready to help lead a dynamic team that is reshaping health care shared services and how they re delivered? Mohawk Medbuy is a national not for profit shared service organization trusted by Canadian hospitals
More informationIt starts today. Chief Executive Officer s Message
It starts today Darryl White Chief Executive Officer BMO is on the move. Adapting. Innovating. Working hard to anticipate customers expectations and deliver value to shareholders. Always. Now it s year
More informationUCISA Conference 2012
UCISA Conference 2012 World Café From Servers to Services Sustainable IT Leadership Feedback Presentation John Hemingway NOV8 Limited 16 th March 2012 Scenario One Some Managed Service provision Internal
More informationWhatWorks Membership
WhatWorks Membership info@bersin.com +1-510-251-4400 www.bersin.com How Do we Help You? Bersin & Associates WhatWorks membership delivers proven people strategies that leaders and their organizations need
More informationSTRATEGIC PLAN Our Mission
STRATEGIC PLAN 2017-2019 Our Mission Eastern National promotes the public s understanding and support of America s national parks and other public trust partners by providing quality educational experiences,
More information2017 Human Capital Training. Drive growth and performance in your organization
2017 Human Capital Training Drive growth and performance in your organization Introduction The global economy is moving forward at very high dynamics and multiple speeds. To be competitive, companies must
More informationACCENTURE & SAP SUCCESS FACTORS INVESTIGATE CAPABILITIES WORKBOOK. Imagine where we will go together...
ACCENTURE & SAP SUCCESS FACTORS INVESTIGATE CAPABILITIES WORKBOOK Imagine where we will go together... Imagine where we will go together... AGENDA TUESDAY APRIL 19TH 12:00 PM Lunch (outside Ali Conference
More informationDriving Global Change Through Process Discipline 2011 APQC Member Meeting, November 7-11, 2011
Driving Global Change Through Process Discipline 2011 APQC Member Meeting, November 7-11, 2011 Ken Dechert Manager, Enterprise Facilities Engineering Services Sean Riley Vice President, Kelley Management
More informationBusiness Model Transformation: Empowering Employees to Focus on the Customer
THINK TANK TWO: CORPORATE STRATEGY GIL 2012: SILICON VALLEY Business Model Transformation: Empowering Employees to Focus on the Customer FEATURING HCL Technologies Limited KRISHNA SRINIVASAN Global President
More informationCEO Challenge CREATING OPPORTUNITY OUT OF ADVERSITY Building Innovative, People-Driven Organizations
CEO Challenge 2015 CREATING OPPORTUNITY OUT OF ADVERSITY Building Innovative, People-Driven Organizations 1 Background on CEO Challenge Annual survey in its 15 th year; fielded from September 2014 to October
More informationHow it works: Questions from the OCAT 2.0
Social Sector Practice How it works: Questions from the OCAT 2.0 OCAT 2.0 is an updated and improved version of our original OCAT survey. It asks nonprofit staff to rate their organization s operational
More informationDesigning Journeys to Activate Talent. SilkRoad Strategic Services
SILKROAD Services Designing Journeys to Activate Talent. SilkRoad Strategic Services BEST PRACTICES IMPLEMENTATION EXPERTISE OUTSOURCED STAFFING SENIOR LEADERSHIP CONSULTING TALENT BRANDING & MARKETING
More informationThe SAP Procurement Function Between Strategic Procurement and Procurement Shared Services
The SAP Procurement Function Between Strategic Procurement and Procurement Shared Services Martin Vajdl, Procurement Solutions Excellence, SAP SE October 29, 2015 Public Agenda 1 2 3 SAP s Procurement
More information2018 LeadingAge Texas Awards Program
2018 LeadingAge Texas Awards Program ALL CATEGORIES & CRITERIA AWARD OF HONOR The Award of Honor, LeadingAge Texas s highest award is presented to one distinguished individual who has provided outstanding
More informationWinning the War for Talent in a People-Led Economy. Michelle M. Smith, CPIM,
Winning the War for Talent in a People-Led Economy Michelle M. Smith, CPIM, CRP @michellemsmith9 And free tools for you! Leadership Challenges Research Headlines We are shifting to a People-Led Economy
More informationPOSITION NUMBER: LOCATION: Vancouver. DATE: January 2013
POSITION TITLE: Human Resources Consultant REGION: CLBC Headquarters CURRENT CLASSIFICATION LEVEL: Management SUPERVISOR POSITION NUMBER: POSITION NUMBER: LOCATION: Vancouver DATE: January 2013 SUPERVISOR
More informationOrganizational Challenge Worksheet
Organizational Challenge Worksheet Leading for Organizational Impact provides the insight, experience, and focus needed to lead organizational functions while at the same time, balancing short-term and
More informationSummary of Results DESIGN, COLLEGE OF. Staff Results. January 2014
Summary of Results DESIGN, COLLEGE OF Staff Results January 2014 1 How to Understand Your Report This report presents survey results for your work group. The survey measures employees levels of engagement
More informationHow Can Corporate Volunteers and Community Collaboration Support Opportunity Youth?
How Can Corporate Volunteers and Community Collaboration Support Opportunity Youth? Co- Investing in Entry-Level Talent: Review of New Research Nicole Trimble Executive Director, Impact Hiring Initiative
More informationSummary of Results DESIGN, COLLEGE OF. Faculty Results January 2014
Summary of Results DESIGN, COLLEGE OF Faculty Results January 2014 1 How to Understand Your Report This report presents survey results for your work group. The survey measures employees levels of engagement
More informationTransform the Talent Acquisition Function!
As per industry reports, more than half of organizations in India expect to increase headcount in the next year yet the concerns of availability; of key talent is at an eight-year high, according to PwC
More informationFuture FS Leadership Development Managing Talent to Deliver Value
Future FS Leadership Development Managing Talent to Deliver Value Service Overview: An effective Talent Management strategy ensures that an organization has the people and skills, now and in the future,
More informationClick to edit Master title style Creating a culture of customer centricity and innovation. Campbell McGlynn, Group Head of People & Culture
Creating a culture of customer centricity and innovation Campbell McGlynn, Group Head of People & Culture 1 Let s talk about IRT s culture journey Business imperatives for change Assessing culture & taking
More information