施耐德电气组织发展实践课件

IntegratedTalentManagementandOrganizationDevelopmentWang

Jun,Ph.DDirector,OrganizationDevelopment,HumanResources施耐德电气组织发展实践SchneiderChina26,000Employees1HeadquarterinBeijing，5branches,40RegionalOffices1CustomerCareCenterlocatedinBeijingandWuhan700+Distributors300Citiespresence26ProductionFacilities8DistributionCenters3R&DCenters1,000+R&DEngineers1EnergyUniversity1,000+LocalSuppliersSuzhouShanghaiGuangzhouShenzhenTianjinBeijingChengduUrumqiWuhanXi’anHeadOfficeRegionalOfficeProductionFacilityR&DCenterDistributionCenterCustomerCareCenterHRBPGlobalHRFunctionsRewardsL&DOperations/TA&M

HRStructure&InteractionwithOD/TMHRBusinessPartnerHRSolutions

HRServicesReporttoHRorBusinessLeaderReporttoGlobalHumanResourcesSystemsupportforTMcampaigns(TalentReview,SuccessionPlan,PerformanceManagement,CompetencyReview)DatasourceontalentanalyticsOperationalsupportfortalentprogramsCriticalrole/talentshiringTalentrewardsandretentionsolutionSalaryanalyticsontalentsTalentdevelopmentprogramexecution30%ofimplementationofglobalTM/ODinitiatives50%ofexecutionofcountrylevelTM/ODprograms20%BUspecificTM/ODTM/OD施耐德电气组织发展实践TransformationalPeopleStrategyToSupportBusinessHighPerformanceCultureDiversity&InclusionLearningLeadershipWell-BeingTalentPerform.reviewHC&peoplecostSpans&layersWESOPSTIPRecognitionprogramWell-beingtrainingWell-beingcampaignCoolSite2.0GenderworkshopFemaleinfrontofficeFemaletalentsYoungtalentsHeforsheOnedaytrainingDigitallearningSaleslearningpathOn-boardingChinaActionsPerformanceandoptimizationHappyandhealthworkplaceFemale&GenerationLearningday&pathChinaPriority6LeadershipexpectationMentoringCareerConnectEmployeeEngagementRetentiondialogue/checklistFeedback&coachingTalentReviewandexposurePositionbasedsuccessionplanCriticalrolecommunities&assessmentChineseTalentCommunityPipelineandCommunityWedriveperformance.Winasateam.Empowerandengageourpeople.Wehelpindividuals&teamsunleashtheirfullpotential.Wevalueandrespectdifferences.Webuildacompanywhereeveryonehasanequalchancetosucceedandgivefairopportunitiesforall.Wewantourpeopletoberecognizedasthebestprofessionalsofourindustry.Ourleadersareauthentic.Theycoachandinspiretheirteams.Webuildcareers.AllemployeeswhoareperformingattherequiredlevelandwhodemonstratealignmentwiththeSchneiderSCOPEvaluesareTalents.GlobalAmbitionTM&ODFocusLeadershipDevelopmentLeadershipvisionLeadershipcompetencyLeaderintegrationMentoring/coaching

TalentManagementCultureandTransformationEmployeeEngagementPerformanceManagementDiversityandInclusionChangeManagement

OrganizationCapability

TalentstrategySuccessionplanTalentreviewHipodevelopmentprog.OrganizationdiagnosticsSpans&LayersCriticalroledevelop.Career&competencyLeadstrategicinterventionleadingtogreatertalentandorganizationaldevelopmentIntegratedTalentManagementPerformanceManagementCompetency&DevelopmentTalentReviewSuccessionPlanningIndividualDevelopmentPlanningPerformancegapshighlightareasforcompetencydevelopmentAccurateperformanceassessmentunderpinstheTalentReviewSuccessionplanningisinformedbyaccurateassessmentofcandidatecompetencyvssuccessproresultsfromthetalentreviewIDPscontainingSMARTdevelopmentgoalsarethecentrallinkbetweenallthesediscussionsandarethemeansoftrackingprogressNewcalendar&PerformanceprocessTalentManagementprocessN-1N-2/N-3YoungTalentsSolutionChallengesONEChinaTalentManagementLeadinginnew“Normal”ONEteamspiritSuccessionDigitalcompetency&capabilityStrategicoutside-inviewFemaleleadershipIdentificationoftopAccelerateddevelopmentInnovativeretentionplanBuyBuildHire5-101jobawaypotentialstopreparesuccession

DevelopownsuccessorsFemaleincommercialmgt.Digitaltalents

Tiger2.0IDPforBox9/8/6MarcoPoloManagementTraineeLeading&EngagingGenYBUyoungtalentsprogram1genYatN-2LEAD/LEAP/OneLeadershipprogramReverseMentoringprogramQualityRaisethebarthroughhighperformancecultureConsistencyCalibrationandValidationVisibilityCrossBUTalentExposureMobilityIDP,HRC+SCCmobilitymeetingDiversityNationality,Generation

TalentManagement&DevelopmentStrategy施耐德电气组织发展实践IndividualgoalachievementPerformanceexceedstargetPerformanceontargetPerformancePartiallyontargetPerformanceBelowtargetMatchtoarequiredbehaviourRolemodelDemonstratedImprovementareaOverallassessmentHighPerformerPerformerCompetentUnder-performer+Managers‘judgmentonfinalperformanceassessmentbalancingresultsandbehaviorsNotargetdistributiononrating,nohardrulesonweightingPIPtomanagelowperformerDifferentiation&CalibrationManagersmustdifferentiateaccordingtoperformanceN+2managerscalibrateforconsistencySCOPEvalues(Individual)StraightforwardChallengeOpenPassionateEffective=6LeadershipExpectations(MGR)BusinessdeveloperTeambuilderTeamplayerSCOPEvaluesrolemodelGreatprofessionalDecisionmakerManagerresponsibilityPerformance=what+howPerformancemanagementisayear-roundbusinessprocessSTIPisintegratedintoperformancemanagementStrongempowermentindecisionmakingDevelopingpeopleandteamsPerformancePhilosophyTransformationinPerformanceManagementAssessingandSelectingLeaders:9BoxHighperformance/atpotentialHighperformance/SolidpotentialHighperformance/HighpotentialSolidperformance/atpotentialSolidperformance/SolidpotentialSolidperformance/HighpotentialLowperformance/atpotentialLowperformance/SolidpotentialLowperformance/Highpotential245678At(Samerolescope)Solid(Expandedrolescope)PotentialtoadvanceHigh(SignificantlyExpandedrolescope)SolidHigh

LowPerformanceovertime913AssessingPotentialOptionScore1.Displaysastrongorientationtoourbusiness-PositiveaboutSchneiderandhis/hercareerwithinthecompanyHigh3-Recognisedfordeepknowledgewithintheirbusiness/functionMedium2-Demonstratesahighdegreeofcustomer-orientation,whetherexternalorinternalLow12.Demonstrateseffectivecriticalthinkinganddecisionmaking-Effectivelybalanceslonger-termstrategicwithshort-termtacticaldemandsHigh3-Managescomplexitywell,identifyingcasuallinkagesamongstdiversedataMedium2-WillingtochallengeacceptedsolutionsandtakeafreshapproachLow1-Unafraidtomaketoughcallswhennecessary3.Demonstrateslearningagilityandembraceschangeatthepersonalandorganisationallevels-Isself-awareandunderstandsownstrengths/weaknessesHigh3-Adaptsrapidlytochallengingsituations,deliveringresultswithminimalsupervisionMedium2-ShowsawillingnesstochampionandleadimportantchangeinitiativesLow14.Activelyfostersteamandpeopledevelopment-Isateambuilder,focusedonimprovingperformancethroughpeopleHigh3-DemonstratestherequiredinterpersonalskillssuchasgivingfeedbackandcoachingMedium2-IsabletogetthebestoutofpeoplewithdiversebackgroundsLow15.Demonstrateseffectivecollaboration:buildsbridgestooptimiseperformance-IsopentonewideasanddiverseopinionsHigh3-ManagesthematrixwellandcollaborateseffectivelyacrossdifferentpartsofthebusinessMedium2-Iswell-networkedexternallyLow1施耐德电气组织发展实践AssessingPotential6.Isaneffectivecommunicatorandinfluencer:-InfluencesdecisionmakingthroughsoundanalysisHigh3-IsastraightforwardandpersuasivecommunicatorMedium2-ClearlylinksargumentsandbusinesscasestooutcomesbeyondownBU/functionLow17.Demonstratesstrongaspirationforleadershipincareertodate(inside/outsideSchneider)-Rapidupwardprogressioninresponsibility/seniorityHigh3-HasembracedlateralmovestogainnecessaryexperienceMedium2-Showsevidenceofseekingtotakeonextraresponsibilitieswithinhis/hercurrentroleLow1-Showsawillingnesstoleadbyexample8.OverallalignmentwithSchneiderexpectationsofleaders/SchneidervaluesForpeoplemanagersandotherleaders,hasdemonstratedthe6LeadershipBehaviours:High3Businessdeveloper-'Discoverswhatthecustomerneedsanddeliversitprofitably'Medium2Teambuilder-'Improvesperformancethroughdevelopingeffectiveteamsandindividuals'Low1Teamplayer-'Easytoworkwith,aconsistentcollaborator.Buildsbridges,notwalls'Rolemodel-'Cle