Employee Value Proposition (EVP) February 2016

Transcription

1 Employee Value Proposition (EVP) February 2016

2 Why is important an EVP? EVP Talent Development & Career Compensation & Benefits Attracting and Retaining Talent Strategy TO ATTRACT TALENT Nowadays is more difficult to find and attract the right talent The economic situation in Spain is changing and seems to be improving (more opportunities in the labor market) We need to differentiate from other companies Some key people has left the company in the last few months TO RETAIN POTENTIAL Increase the engagement with the employees to convince them to stay just in case they receive offers from other companies Avoid employees to give up the company because they think we don t meet their expectations To keep our best talented people on board, in a more competitive labor market 2

3 Definition in 4 steps Discovering Analyzing Building Sharing Objective and Description Define a public target (intern and external) Groups segmentation Analysis and diagnosis: knowledge point Choose principal elements Employer Branding and EVP definition Building big rocks Launch actions Communication plan Format Current strategy of Securitas Direct vs. the past Benchmark Vision: Securitas Direct: world class organization" Profiles map Internal and external perception by collective Identify potential elements for EVP Funnel elements Impact and Feasibility matrix Implementation schedule of initiatives and actions by 2016 Definition of key indicators SWOT analysis Timing W1-W2 October 2015 W3-W4 October 2015 y November 2015 W1-W2 December 2015 Q1-Q

4 Cómo lo hemos realizado? Phase I: Discovering - VISION: what kind of company we want to be in 4 years? (to take into account the strategy lines to create a local proposition) - SWOT: where we are? (the real situation inside the company) - BENCHMARKING: what others players are doing regarding to compensation, training, recruitment, EVP, ads 4

5 External Internal Phase I: Discovering Identify the Company position aligned with our strategy Strengths Weaknesses x x Opportunities Threats x x 5

6 Impact on the business Phase II: Analyzing Job profiles analysis. Profiles Map Customer service x Sales leadership x Replacement difficulties 6

7 Phase II: Analyzing First: identify the <<Key positions>> for the company and classify into 4 main groups: x Sales Leadership x Customer service Definition x Candidates with commercial profile to work in our salesforce x Candidates who are our Operators and Technics. Working on a daily basis with clients. Impact direct on client Demographic profile - Women and Men years old (Millennial/ X) - Experience: Business Consulting and Consumer experience - Studies: Engineer / Business Administration, Digital Marketing (International Profile) - Women and Men years old - Experience: Direct Sales - Studies: High School - Women and Men years old (Millennial/ X/Z) - Experience: operating systems, development tools, processes, maintenance processes. - Studies: Industrial, IT, Electronics Engineers - Women and Men years old (Millennial/ X/ Z) - Experience and Studies: Not required (High School) Capabilities - Analytical - Conceptualize - Inspire - Interpersonal skills - Cross-business vision - Innovative - Perspective - Sales Profile - Influence/impact - Interpersonal skills - Team management - Organization and planning skills - Motivation - Creative and Innovation - Logic thinking - Change management - Functional empathy - Customer service - Resolution skills - Follow the rules - Emotional Intelligence - Commercial skills Motivations - Teamwork - Stability - Confidence - Results - Visibility and Recognition - No hierarchy - Professional development - Continuous learning - Careers plans - Recognition - Retribution - Motivate manager - Technologies - Interesting Projects - Professional development - Work environment and casual - Retribution - Careers path - Recognition - Work environment - Follow the rules 7

8 Phase II: Analyzing Analyze internal and external leverages of Securitas Direct - Internal diagnosis: Analyzing information on internal perception of employees: Engagement survey Employees focus groups Recruitment process feedback Exit interviews Company Policies Management of employees process Communications to the employees Analysis of information communicated outside: Corporate identity Communication as employer Marketing recruitment Employment prescribers Analysis of cross information: Social media plan and company web careers center - External diagnosis (information about SD as employer in the market): Opinions of a pool of key prescribers (recruitment consultancies, schools, journalists and other recruitment source) Analysis of Employer Branding rankings (MERCO, Universum, Great Place to Work ) Universities and business schools 8

9 Phase II: Analyzing External analysis of SD, done by Peoplematters Analysis and specialized HR media Social Media (Facebook, forums ) Flat organization, open doors High commissions in sales Involvement of the company with employees Team work Stability Experience, recognition in the industry. x Head-hunter and Recruitment consultancy firms Career plan development Market position Growth in the company Good work environment Learning opportunities Competitive salary Ownership & Empowerment x 9

10 Phase II: Analyzing External diagnosis of Securitas Direct Universities and Business Schools Job search in social media Define SD. Before Define SD. After Innovation Protection Leadership Growthing Technology Talent 12

11 Phase II: Analyzing Internal Leverage Corporate Culture and Identify -Mission, vision and values of Securitas Direct - Corporate identify,logo image - Who we are? - What is the Securitas Direct Way? - Recognition and identification with values People Management process - Consistency between actual process and management tools External Leverage Corporate communication - External exposure - What messages are we sending? regarding businesses or employers? Communication as an employer - Specific messages about the employer company - What do we communicate as a place to work? Cross Leverage Social Media and Web How is our the presence in social networks? - Are we following up what other s say about us? Governance and Management Capacity - Are we carrying out the management process adequately? - Management style is coherent and homogeneous Internal Communication - Good channels for communicating - Messages are transmitted effectively - Communication in cascade Don t do pending working on it Sometimes we do working on it Recruiter marketing - Participation in job fairs - Contact with students. Branding on campus - Just one recruitment process Employment prescribers - Relationship with universities, business school, recruitment consultants Alumni - Knowledge about the industry - Do they know Securitas Direct vision and mission? - Recognition and identification with our values - Commitment and pride of belonging - Work environment Done and continue working on it 11

12 Phase III: Building. Main Elements To be included in the EVP (the most representatives) Social Role of the Company due to our activity, protect people, save lives Brand prestige, largest Monitoring Station in Europe Stability (future of the company) Multinational Company growth Differentiate SD from Securitas, and from guarding Company Culture : positive, dynamic, closeness, communicative, simple, with passion, not authoritarian, adaptation capacity. Flat organization, open doors, young staff Innovation Interesting projects Marketing campaigns Ownership & Empowerment Culture Professional development (due to growth,.) Career path (operations and Sales) High remuneration (sales) Not to be included in the EVP (the following are identified as an elements to be improved) Workload Remuneration (Company OH & Operations) High stress and pressure to reach objectives Career path (not for COH staff) Work Life Balance Excessive bureaucracy Working tools: cars, uniforms.. 12

13 Contribution to society Prestige of the company Stability Multinational Growth Work environment Flat Organization Innovation Ownership Professional development Phase III: Building. Elements Linked to business Valued by every profile Real Different from competitors Aligned with future Corp. EVP Contribution to society Leadership and prestige Growing project Innovation 13

14 Phase III: Building. Elements Elements Ideas Facts Contribution to society x x Prestige and leadership of our brand A growing project x x x x x x Innovation 14

15 Phase III: Building. Philosophy We are creating a different company. A company in which we need you to grow up and enable people around our vision feel safe and secure, connect and protect what really matters. Our service brings peace of mind. We know what to do. We know to protect everyone and everything. We are organized and ready since 20 years ago. We do not tell it, the two million people who we serve tell it. And this has been achieved thanks to professionals like you who have taught us that everything is possible and that together we can develop a great company to work in. A growing project: Contribution to society: The prestige and leadership of Innovation: Today we are European Leader We are aware of the our brand: High tech, best business and tomorrow will be worldwide. importance of what we do: We have the most complete model, best service We are not going to stop. Save Lives. security solution than exists solutions thanks to the know-how and Trend mark. experience of our professionals. Main claim: «People who protect people» 15