Mercer美世经典-人才管理2.ppt

1、Talent Magnets,Hugh Bucknall,21 August 2001,- Issues and Practical Experiences,Nicole Sexton,Guangzhou Office Opening Ceremony Seminar,Talent Magnets,Session 2: Practical experiences Lessons from other places What they have done about it What does it mean for you,Hugh Bucknall,21 August 2001,2,4 Way

2、s to become a Talent Magnet,Staff Attraction unlimited beverages Week off between Christmas and New Year 36,000 square foot on-site gym On-site day care On-site massages Unlimited sick days and time to care for sick family Lights out at 5:00!,* Fast CompanyMagazine, 1998,Offers no stock options, and

3、 salaries are no better than competitive, yet turnover is an unbelievable 3%*,30,Take aways,How do you rate Tools you can use,31,How Does Your Organization Rate?,n,Shared set of values around talent management,n,Understand what is required from people in,order to meet business plans,Transitioning th

4、e strategy to talent requirements:,Grade: _,n,Culture encourages risk-taking,n,Employees have access to role models,n,Managers are held accountable for developing,their employees,n,Employees are recognized and rewarded for,development,n,People promoted are good role models of,desired behaviors,n,Sen

5、ior leaders participate in training others,Creating a content that values learning & development:,Grade: _,n,Shared set of values around talent management,n,Understand what is required from people in,order to meet business plans,Transitioning the strategy to talent requirements:,Grade: _,n,Developme

6、nt is recognized as a corporate priority,n,Frequent feedback from, multiple source is given,n,Willingness to put people in stretch assignments,n,People are moved cross-functionally, cross business-units etc.,Developing future leaders:,Grade: _,n,Belief that talent impacts the,business,n,Managers kno

7、w strengths and,weaknesses of employees,n,Understand where talent gaps exist,n,Differentiates people on,performance and potential,Creating a talent mindset:,Grade: _,32,Costs of turnover,Costs of turnover,Culture Audit,Culture Audit,Process design,Process design,Competency,development,Competency,dev

8、elopment,Communication,strategy,Communication,strategy,Remuneration &,benefits,Remuneration &,benefits,Recruiting strategy,Recruiting strategy,Culture change,Culture change,Retention analysis,Retention analysis,Process mapping,Process mapping,Segmentation,Segmentation,Communicating,Communicating,Pla

9、nning,Planning,Performance,management,Performance,management,Results tracking,Results tracking,Leadership &,management,development,Leadership &,management,development,Absence,management,Absence,management,Absence tracking,Absence tracking,Exit interview,analysis,Exit interview,analysis,Organisation,

10、design,Organisation,design,Learning &,Development,strategy,Learning &,Development,strategy,Understanding,the issues,Solution,design &,development,Solution,implementation,Agreed,deliverables,Profiling talent,Profiling talent,Some of the tools available,Employer brand,review,Employer brand,review,Data analysis,Data analysis,Benchmarking,Benchmarking,Employer brand,dimensions,Employer brand,dimensions,33,So, in Summary,There are some who make things happen There are others who watch what happens There are even more that wonder what happened The talent