施耐德电气组织发展实践——施耐德电气王俊ppt课件.ppt

IntegratedTalentManagementandOrganizationDevelopment WangJun Ph DDirector OrganizationDevelopment HumanResources 1 SchneiderChina 26 000Employees1HeadquarterinBeijing 5branches 40RegionalOffices1CustomerCareCenterlocatedinBeijingandWuhan700 Distributors300Citiespresence26ProductionFacilities8DistributionCenters3R DCenters1 000 R DEngineers1EnergyUniversity1 000 LocalSuppliers HRBP GlobalHRFunctions Rewards L D Operations TA M HRStructure InteractionwithOD TM HRBusinessPartner HRSolutions HRServices ReporttoHRorBusinessLeader ReporttoGlobalHumanResources SystemsupportforTMcampaigns TalentReview SuccessionPlan PerformanceManagement CompetencyReview DatasourceontalentanalyticsOperationalsupportfortalentprogramsCriticalrole talentshiring TalentrewardsandretentionsolutionSalaryanalyticsontalentsTalentdevelopmentprogramexecution 30 ofimplementationofglobalTM ODinitiatives50 ofexecutionofcountrylevelTM ODprograms20 BUspecificTM OD TM OD 3 TransformationalPeopleStrategyToSupportBusiness HighPerformanceCulture Diversity Inclusion Learning Leadership Well Being Talent Perform reviewHC peoplecostSpans layersWESOPSTIPRecognitionprogram Well beingtrainingWell beingcampaignCoolSite2 0 GenderworkshopFemaleinfrontofficeFemaletalentsYoungtalentsHeforshe OnedaytrainingDigitallearningSaleslearningpathOn boarding ChinaActions Performanceandoptimization Happyandhealthworkplace Female Generation Learningday path ChinaPriority 6LeadershipexpectationMentoringCareerConnectEmployeeEngagementRetentiondialogue checklist Feedback coaching TalentReviewandexposurePositionbasedsuccessionplanCriticalrolecommunities assessmentChineseTalentCommunity PipelineandCommunity Wedriveperformance Winasateam Empowerandengageourpeople Wehelpindividuals teamsunleashtheirfullpotential Wevalueandrespectdifferences Webuildacompanywhereeveryonehasanequalchancetosucceedandgivefairopportunitiesforall Wewantourpeopletoberecognizedasthebestprofessionalsofourindustry Ourleadersareauthentic Theycoachandinspiretheirteams Webuildcareers AllemployeeswhoareperformingattherequiredlevelandwhodemonstratealignmentwiththeSchneiderSCOPEvaluesareTalents GlobalAmbition TM ODFocus Leadstrategicinterventionleadingtogreatertalentandorganizationaldevelopment IntegratedTalentManagement PerformancegapshighlightareasforcompetencydevelopmentAccurateperformanceassessmentunderpinstheTalentReviewSuccessionplanningisinformedbyaccurateassessmentofcandidatecompetencyvssuccessproresultsfromthetalentreviewIDPscontainingSMARTdevelopmentgoalsarethecentrallinkbetweenallthesediscussionsandarethemeansoftrackingprogress Newcalendar Performanceprocess TalentManagementprocess Solution Challenges ONEChinaTalentManagement Leadinginnew Normal ONEteamspiritSuccession Digitalcompetency capabilityStrategicoutside inviewFemaleleadership IdentificationoftopAccelerateddevelopmentInnovativeretentionplan Buy Build Hire5 101jobawaypotentialstopreparesuccession Developownsuccessors Femaleincommercialmgt Digitaltalents Tiger2 0IDPforBox9 8 6 MarcoPoloManagementTrainee Leading EngagingGenYBUyoungtalentsprogram1genYatN 2 LEAD LEAP OneLeadershipprogramReverseMentoringprogram Quality Raisethebarthroughhighperformanceculture Consistency CalibrationandValidation Visibility CrossBUTalentExposure Mobility IDP HRC SCCmobilitymeeting Diversity Nationality Generation TalentManagement DevelopmentStrategy 7 Managers judgmentonfinalperformanceassessmentbalancingresultsandbehaviorsNotargetdistributiononrating nohardrulesonweightingPIPtomanagelowperformer Differentiation CalibrationManagersmustdifferentiateaccordingtoperformanceN 2managerscalibrateforconsistency SCOPEvalues Individual StraightforwardChallengeOpenPassionateEffective 6LeadershipExpectations MGR BusinessdeveloperTeambuilderTeamplayerSCOPEvaluesrolemodelGreatprofessionalDecisionmaker ManagerresponsibilityPerformance what howPerformancemanagementisayear roundbusinessprocessSTIPisintegratedintoperformancemanagementStrongempowermentindecisionmakingDevelopingpeopleandteams PerformancePhilosophy Transfo