The Challenges in the Oil and Gas Industry through the HR Lens

Size: px
Start display at page:

Download "The Challenges in the Oil and Gas Industry through the HR Lens"

Transcription

1 The Challenges in the Oil and Gas Industry through the HR Lens Darwin, Australia 19 July, 2012 Presenter: Philip Askew Vice President, Australasia 0

2 By 2015, E&P industry will have achieved its crew change transition PETRO TECHNICAL PROFESSIONALS PER AGE BRACKET ON A GLOBAL BASIS % 25% 20% 15% % 5% 0% 20y - 24y 25y - 29y 30y - 34y 35y - 39y 40y - 44y 45y - 49y 50y - 54y 55y - 59y 60y - 64y 65y+ Note: Retirement rate: 20% for 55y-59y, 90% for 60y-64y, 100% for 65y+ Recruitment targeted inputted in the demographic profiles as follows: 40% in 20y-24y, 60% in 25y-29y Attrition at 1.4% (people leaving the E&P industry) Source: SBC O&G HR Benchmark 2011; SBC analysis 1

3 Australia is poised to be the No.1 LNG exporter AUSTRALIAN LNG EXPORTS Million Tonnes Australian World Export Ranking Source: Australian Bureau of Statistics, Australian Bureau of Agricultural and Resource Economics and Science List of major minerals and energy projects April 2011, Company websites, The Australian, SBC Analysis 2

4 This growth in Australia has serious implications on the workforce THE GROWTH THE CONSEQUENCES Capex will increase by 8% by 2014, from 2011 level of $21bil Shortage: Expected shortage of skilled workers will reach 36,000 by 2015 LNG output is expected to grow by around 250% between 2011 and 2018 Salary cost: Average Australian oil & gas worker earned US$140,000 last year vs. global industry average of $76,000 Source: Factiva; Working in Australia 3

5 Workforce shortages can have serious consequences on projects SBC HR BENCHMARK RESULTS WHAT ARE THE CONSEQUENCES OF STAFFING DIFFICULTIES? % of respondents Western Independents Majors NOCs Delay projects 0% 100% 44 % 0% 100% 60 % 0% 100% 71 % Take more risk because of tight staffing 67 % 20 % 57 % Increase non-operated assets 0% 0% 43 % Note: No companies have indicated that they abandon projects when facing staffing difficulties Source: SBC O&G HR Benchmark

6 Effective planning for different skills is required both current and future AUSTRALIA MAJOR ENERGY PROJECTS AND ACTIVITIES NT LNG Gas with Shale potential West Australia - Conventional LNG & Oil, Getting Deeper Western Australia Northern Australia Central Australia Mature Gas & Oil with Shale potential East Coast Unconventional & Mature Oil Do you have the right people with the right skills to deliver current and future projects? Source: Australian Bureau of Agricultural and Resource Economics and Sciences, Major development projects April 2011, Reuters 5

7 Australian and global companies are pushing forward with mid-career hiring to fill workforce gaps MID CAREER GLOBAL RECRUITMENT TARGETS Normalized, Majors International NOCs Company hiring gaps given lack of home market talent: Mid-Careers: 10-60% Graduates: 3-10% 120 Independents 100 NOCs e 2013e Source: SBC O&G HR Benchmarks 2010 & Identical panel of respondents 6

8 Attrition is increasing globally and with Australian companies 2011 ANNUAL VOLUNTARY ATTRITION GEOSCIENCES AND PETROLEUM ENGINEERING GEOSCIENTISTS PETROLEUM ENGINEERS 7.2% 4.2% 5% 4.9% 4% 5.8% 3.5% 5.1% 3.9% 4.6% 2.6% 2.6% Independents Majors NOCs Independents Majors NOCs Source: SBC O&G HR Benchmark

9 While mid-careers are crucial, the consequences of a mid-career hiring strategy needs to be managed CONSEQUENCES OF A MID-CAREER HIRE STRATEGY Lack of or no company culture Incoherent or many ways of working Inconsistent salary structure, perceived inequality Real skills and application need to be verified Hard to fill positions 8

10 High Growth companies need to review old-rules of thumb High Growth Companies: Require higher manpower intensity Use technology for productivity Have pragmatic approaches to HR Reduce time-to-autonomy of recruits 9

11 High growth companies have more Petro-Technical Professionals per unit of production higher PTP intensity OPERATED PRODUCTION Average CAGR High Growth Companies Low Growth Companies 5% ~0% PETRO-TECHNICAL PROFESSIONAL INTENSITIES # PTPs per unit of operated production 1-2 Petroleum Engineering Geosciences High growth companies need more professionals, and they need them faster then ever before Source: SBC O&G HR Benchmark

12 High growth companies use technology to improve productivity of staff HOW DO YOU MITIGATE PROJECT STAFFING DIFFICULTIES? % of respondents High Growth Low Growth 50% 50% 50% 57% 55% 36% 36% 27% Use virtual team technologies Use productivity enhancing technologies Outsource Standardize projects to staff more juniors Source: SBC O&G HR Benchmark

13 High growth companies have pragmatic approaches to HR EXPATRIATES RECRUITMENT PROCESS CYCLE TIME Average months per peer group DO YOU INTEND TO BRING BACK RETIREES? % of respondents 76% 43% % OF TIME SPENT PER TRAINING TYPE FOR JUNIOR PTPS? Average % per respondents 52% 38% High Growth Low Growth 17% 13% Mid Careers - NATIONALS* Mid Careers - EXPATRIATES Note: Process is understood from sourcing to acceptance * from company s home country Source: SBC O&G HR Benchmark 2011 High Growth Low Growth On-the-Job Training Coaching 12

14 High growth companies promote people faster and are more gender diverse IS SENIORITY TAKEN INTO ACCOUNT TO GENDER DIVERSITY AMONG PTP REACH A POSITION OF AUTONOMY? DISCIPLINES % of respondents Average % of females PTPs in total PTP Headcount 57% High Growth Low Growth 29% 27% 18% 19% 11% High Growth Low Growth Geosciences Petroleum Engineering Source: SBC O&G HR Benchmark

15 Higher Growth companies continue to pursue reduction of time to autonomy TIME TO AUTONOMY In years, Identical panel COMMON HR PRACTICES ADOPTED BY SHORT TIME-TO-AUTONOMY COMPANIES Accelerated development program Formal competency development program for all new grad with less than 5 years in technical function Structured career path and promotion criteria Rotations Blended learning with on-the-job training Mentoring Western Independent Major International NOC NOC Technical academy Coaching programs Source: SBC O&G HR Benchmark 2008 ; SBC O&G HR Benchmark

16 Most Majors and NOCs now have a competency management system DO YOU HAVE AN E&P COMPETENCY MANAGEMENT SYSTEM DEFINING ALL THE COMPETENCIES REQUIRED BY PROFICIENCY LEVEL AND POSITION? % of positive respondents NO NO NO NO NO 27% 50% 58% 75% 18% 73% 100% 82% 25% 42% 50% Independents Majors NOCs Independents Majors NOCs In Australia, there are varying levels of coverage and implementation Source: SBC O&G HR Benchmark

17 The industry needs to manage its Supply chain of Talent TM SUPPLY CHAIN OF TALENT TM Plan future needs Quantifying the competency gap Manage inflow Recruiting from new areas Integrate & develop Accelerating development Allocate & utilize Leveraging new technology and process Manage outflow Fighting attrition TM Business Consulting 16

18 Conclusion: HR Management is the main driver of long-term growth E&P industry is going through a major transition with Australia at the forefront of a broad capability challenge Australia s high growth companies will require more technical people and pragmatic HR policies: no barriers to promotion, higher diversity, on the job training Companies are focusing on reducing time to autonomy and putting in place the programs to drive this Managing the complete Supply Chain of Talent TM will be critical 17

Workshop: Predictive Analytics to Understand and Control Flight Risk

Workshop: Predictive Analytics to Understand and Control Flight Risk Workshop: Predictive Analytics to Understand and Control Flight Risk Data science for deeper insights and more accurate predictions Peter Louch Founder and CEO peter.louch@ (917) 443-4572 Agenda Introductions

More information

Workforce Planning in Oil & Gas

Workforce Planning in Oil & Gas OIL & GAS TALENT OUTLOOK Mercer s Energy Vertical Workforce Planning in Oil & Gas 29 October 2013 Kuala Lumpur Convention Centre Jay Doherty Partner and co-founder Mercer Workforce Sciences Institute Oil

More information

Bridging the Talent Gap

Bridging the Talent Gap Bridging the Talent Gap E&P companies are investing in the education of current employees as well as acquiring additional talent. A Schlumberger training program is helping companies manage such talent

More information

SPE Strategic Plan 2013-2017 APPROVED BY THE SPE BOARD OF DIRECTORS

SPE Strategic Plan 2013-2017 APPROVED BY THE SPE BOARD OF DIRECTORS SPE Strategic Plan 2013-2017 APPROVED BY THE SPE BOARD OF DIRECTORS MARCH 2013 TABLE OF CONTENTS Introduction... 3 Strategic Framework... 5 Strategic Priorities... 6 Appendix A: Strategic Planning Steering

More information

THE SKILLS GAP IN ENTRY-LEVEL MANAGEMENT ACCOUNTING AND FINANCE. The Problem, Its Consequences, and Promising Interventions

THE SKILLS GAP IN ENTRY-LEVEL MANAGEMENT ACCOUNTING AND FINANCE. The Problem, Its Consequences, and Promising Interventions THE SKILLS GAP IN ENTRY-LEVEL MANAGEMENT ACCOUNTING AND FINANCE The Problem, Its Consequences, and Promising Interventions THE SKILLS GAP IN ENTRY-LEVEL MANAGEMENT ACCOUNTING AND FINANCE The Problem, Its

More information

ANU Human Resource Directions to 2010

ANU Human Resource Directions to 2010 ANU Human Resource Directions to 2010 November 2007 ANU Human Resource Directions to 2010 Supporting our staff to achieve excellence This paper identifies HR priorities to maintain ANU s excellence in

More information

AAPG CONFERENCE AND WORKFORCE PANEL GEOSCIENCE WORKFORCE FOR THE FUTURE THE GREAT CREW CHANGE

AAPG CONFERENCE AND WORKFORCE PANEL GEOSCIENCE WORKFORCE FOR THE FUTURE THE GREAT CREW CHANGE AAPG CONFERENCE AND WORKFORCE PANEL GEOSCIENCE WORKFORCE FOR THE FUTURE THE GREAT CREW CHANGE Jatinder Peters,GM(HR), ONGC,INDIA WHY THIS PANEL??? ENERGY UNDERLIES DEVELOPMENT ENERGY CONSUMPTION IS INDEX

More information

Process Guide TALENT MANAGEMENT. This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction.

Process Guide TALENT MANAGEMENT. This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction. TALENT MANAGEMENT Process Guide This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction. Innovation & Growth Nova Scotia Public Service Commission

More information

The attraction, retention and advancement of women leaders:

The attraction, retention and advancement of women leaders: The attraction, retention and advancement of women leaders: Strategies for organizational sustainability BUSINESS CASE 1 Table of Contents Introduction Business Case 1 Barriers and Success Factors Overview

More information

Succession Planning. Passing The Torch To Our Future Leaders. Gary Milewski Perkins+Will, Inc

Succession Planning. Passing The Torch To Our Future Leaders. Gary Milewski Perkins+Will, Inc Succession Planning Passing The Torch To Our Future Leaders Gary Milewski Perkins+Will, Inc There are two kinds of people in organizations: Those with 20 years experience and those with one year experience

More information

Career Development and Succession Planning. Changing Landscape of HR 2012 Conference

Career Development and Succession Planning. Changing Landscape of HR 2012 Conference Career Development and Succession Planning Changing Landscape of HR 2012 Conference Overview Career Development Program Succession Planning Process Benefits Reduced organizational risk. Increased productivity.

More information

Organization and Operations. Metric Name Formula Description

Organization and Operations. Metric Name Formula Description Metric List Organization and Operations *Revenue Factor Revenue / Regular FTE Revenue per FTE. Workforce s Revenue Factor Revenue / Workforce On Payroll FTE Revenue per FTE (including all regular employees

More information

Planning for the impact of an Aging Workforce

Planning for the impact of an Aging Workforce Planning for the impact of an Aging Workforce Presentation to: NE Gas Association Maryjane Baer, Director US Recruiting Tom Bennett, Director Resource Planning April 2013 Agenda Workforce Trends in Engineering

More information

The Importance of Succession Planning and Best Practices. Shellie Haroski, SPHR

The Importance of Succession Planning and Best Practices. Shellie Haroski, SPHR The Importance of Succession Planning and Best Practices Shellie Haroski, SPHR Questions to consider What percentage of your employees will retire in the next 5 years? 10 years? What percentage of your

More information

STRATEGIC WORKFORCE PLANNING LATEST TRENDS AND LEADING PRACTICE EXAMPLES

STRATEGIC WORKFORCE PLANNING LATEST TRENDS AND LEADING PRACTICE EXAMPLES STRATEGIC WORKFORCE PLANNING LATEST TRENDS AND LEADING PRACTICE EXAMPLES BERLIN, 21 MAY 2015 Julia Howes Mercer Workforce Analytics & Planning A WORKFORCE TSUNAMI IS APPROACHING COPYRIGHT MERCER 2015 STRATEGIC

More information

An Innovative Global Information Management Solution for Exploration Unlocking the Value of Unstructured Data in Oil & Gas

An Innovative Global Information Management Solution for Exploration Unlocking the Value of Unstructured Data in Oil & Gas An Innovative Global Information Management Solution for Exploration Unlocking the Value of Unstructured Data in Oil & Gas 1 Executive Summary The exploration function of a global Integrated Oil and Gas

More information

Asia and Thailand Reward Trends 2011-2012. 16 th March 2012 Thanwa Chulajata

Asia and Thailand Reward Trends 2011-2012. 16 th March 2012 Thanwa Chulajata Asia and Thailand Reward Trends 2011-2012 16 th March 2012 Thanwa Chulajata What we will cover Regional Market Snapshot Thailand Reward Trends Economic Indicators Pay Market Findings Participant Profile

More information

Succession Planning Tool Kit

Succession Planning Tool Kit Succession Planning Tool Kit Succession planning is the process of identifying the key leadership positions within each department and developing employees within state government to assume these positions.

More information

Recruitment Process: Why Outsource?

Recruitment Process: Why Outsource? Recruitment Process: Why Outsource? Open House November 2010 Think differently about work. John Loukas Manpower Business Solutions Director 2 RPO - Agenda RPO Overview - Definition RPO as a Talent Acquisition

More information

The Value of Tuition Assistance

The Value of Tuition Assistance The Value of Tuition Assistance A 21st Century Benefit for 21st Century Challenges Tuition assistance has the potential to be a very powerful benefit within an organization, providing employees with opportunities

More information

Controlling Leadership Talent Risk: An Enterprise Imperative. By Seymour Adler, Senior Vice President and Amy Mills, Vice President

Controlling Leadership Talent Risk: An Enterprise Imperative. By Seymour Adler, Senior Vice President and Amy Mills, Vice President Volume 1, Issue 1 November 2008 By Seymour Adler, Senior Vice President and Amy Mills, Vice President Leadership Shortage Imminent Grooming leaders is one of the most critical business needs in the modern

More information

CONSULTING RESEARCH TRAINING VOLUME 2 - ISSUE 11. Three Hot Trends in Recruiting and Retaining Sales Talent

CONSULTING RESEARCH TRAINING VOLUME 2 - ISSUE 11. Three Hot Trends in Recruiting and Retaining Sales Talent CONSULTING RESEARCH TRAINING VOLUME 2 - ISSUE 11 Three Hot Trends in Recruiting and Retaining Sales Talent The Miller Heiman Sales Performance Journal, Volume 2, Issue 11 Copyright 2007 by Miller Heiman,

More information

The Challenge for HR Professionals:

The Challenge for HR Professionals: The Challenge for HR Professionals: Using workforce analytics to support business strategy and fact-based decision-making 2015 National EMSI Conference September 23, 2015 Welcome Lindsay Scott Principal,

More information

NEW YORK STATE SUCCESSION PLANNING

NEW YORK STATE SUCCESSION PLANNING NEW YORK STATE SUCCESSION PLANNING A Guidebook for Local Officials 2015 Environmental Finance Center Syracuse University PREFACE This guidebook is intended to aid local officials in understanding the

More information

PROJECT MANAGEMENT SALARY SURVEY 2014

PROJECT MANAGEMENT SALARY SURVEY 2014 ESI INTERNATIONAL ASIA PACIFIC PROJECT MANAGEMENT SALARY SURVEY 2014 An ESI International study SURVEY OBJECTIVES The inaugural Asia Pacific project management salary survey conducted by ESI International

More information

xxxxx Council Workforce Planning for the xxxxx HR Function Consultancy Proposal xxxxx

xxxxx Council Workforce Planning for the xxxxx HR Function Consultancy Proposal xxxxx Ways HR Consulting Ltd 1 Portland Street Manchester, M1 3BE T. 0870 890 9882 F. 0871 431 0655 E. enquiries@wayshrc.com Council Workforce Planning for the HR Function Consultancy Proposal Prepared for:

More information

World Mobility Perspectives: 2015 Global Mobility Trends. Issue 1, 2015. How the world works better www.crownworldmobility.com

World Mobility Perspectives: 2015 Global Mobility Trends. Issue 1, 2015. How the world works better www.crownworldmobility.com World Mobility Perspectives: 2015 Global Mobility Trends Issue 1, 2015 How the world works better www.crownworldmobility.com 2015 Global Mobility Trends A new year gives us the opportunity to reflect on

More information

Best Practices in Workforce Demand Forecasting

Best Practices in Workforce Demand Forecasting Best Practices in Workforce Demand Forecasting The Vision for Intelligent Performance TM In 1997, Dr. Jac Fitzenz published the book The Eight Practices of Exceptional Companies based on his studies at

More information

Attraction and Retention Series A focus on people and business. Workforce planning toolkit: Models, frameworks and processes Resource document 2

Attraction and Retention Series A focus on people and business. Workforce planning toolkit: Models, frameworks and processes Resource document 2 Attraction and Retention Series A focus on people and business Workforce planning toolkit: Models, frameworks and processes Resource document 2 Issue 3 November 2008 Table of contents Introduction... 3

More information

Cybersecurity Capability Maturity Model

Cybersecurity Capability Maturity Model National Initiative for Cybersecurity Education Cybersecurity Capability Maturity Model White Paper Version.0 Last Updated: October 0, 0 0 0 Executive Summary Cybersecurity is one of the leading national

More information

Benefits of the APMP Professional Certification Program to Organizations & Individuals

Benefits of the APMP Professional Certification Program to Organizations & Individuals Benefits of the APMP Professional Certification Program to Organizations & Individuals Table of Contents TABLE OF CONTENTS... 2 INTRODUCTION... 4 THE PROFESSIONAL Certification PROCESS... 5 THE BENEFITS

More information

Recruiting Recovery Finding Hidden Budget Dollars in Optimized Recruiting Practices

Recruiting Recovery Finding Hidden Budget Dollars in Optimized Recruiting Practices Recruiting Recovery Finding Hidden Budget Dollars in Optimized Recruiting Practices HRsmart October 3, 2012 2 Introduction Carl Kutsmode Partner Talent Acquisition Management Consultant with over 18 years

More information

planning for success.

planning for success. planning for success. how a succession plan can help your business retain knowledge & grow leaders. move up in the world. planning for success: how a succession plan can help your business retain knowledge

More information

Occidental Petroleum Corporation Texas A&M University SHRM. Brittany Billon April 23, 2013

Occidental Petroleum Corporation Texas A&M University SHRM. Brittany Billon April 23, 2013 Occidental Petroleum Corporation Texas A&M University SHRM Brittany Billon April 23, 2013 Introductions Brittany Billon Texas A&M University Human Resource Development BHP Billiton - Training & Development,

More information

CERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE

CERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE CERTIFICATIONS IN HUMAN RESOURCES» HRMP HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE HRMP EXAM CONTENT OUTLINE AT-A-GLANCE HRMP EXAM WEIGHTING BY FUNCTIONAL AREA:» HR as a Business

More information

Change is happening: Is your workforce ready? Many power and utilities companies are not, according to a recent PwC survey

Change is happening: Is your workforce ready? Many power and utilities companies are not, according to a recent PwC survey January 2012 Change is happening: Is your workforce ready? Many power and utilities companies are not, according to a recent PwC survey At a glance Our utilities-industry survey shows that many companies

More information

Training and Development Survey

Training and Development Survey Training and Development Survey SPE Research, December 2012 Sponsored by Table of Contents Executive Summary 03 Objectives and Methodology 05 Skills and Preparation 06 Personal Experience 09 Formal Training

More information

Total National Boston Charlotte Seattle Yes 72% 78% 60% 59% 71% No 27% 22% 38% 41% 28% Don t know / refused -- -- 2% 1% 1%

Total National Boston Charlotte Seattle Yes 72% 78% 60% 59% 71% No 27% 22% 38% 41% 28% Don t know / refused -- -- 2% 1% 1% NORTHEASTERN UNIVERSITY BUSINESS ELITE NATIONAL POLL 3 rd INSTALLMENT OF THE INNOVATION IMPERATIVE POLLING SERIES TOPLINE REPORT Business Leaders N = 502 Oversample in Boston, Charlotte, and Seattle N

More information

Succession Planning Process

Succession Planning Process Planning Process INTRODUCTION planning is a systematic approach to: Building a leadership pipeline/talent pool to ensure leadership continuity Developing potential successors in ways that best fit their

More information

Talent Management: Developing the Talent Pipeline. Presented by: Jerry Greenwell, CEO

Talent Management: Developing the Talent Pipeline. Presented by: Jerry Greenwell, CEO Talent Management: Developing the Talent Pipeline Presented by: Jerry Greenwell, CEO The Problem Without comprehensive workforce and succession efforts intertwined with wellexecuted full spectrum talent

More information

WORKFORCE PLAN 2012-2014

WORKFORCE PLAN 2012-2014 2012-2014 ADOPTED 25 JUNE 2012 Contents Council Vision Statement... 1 A Workforce Plan as an integral component of Integrated Planning and Reporting... 1 Workforce Strategy objectives... 1 Introduction

More information

Job Family Modeling. Tools to Support Job Evaluation and Career Development October 21, 2009. Vincent Milich

Job Family Modeling. Tools to Support Job Evaluation and Career Development October 21, 2009. Vincent Milich Job Family Modeling Tools to Support Job Evaluation and Career Development October 21, 2009 Vincent Milich Agenda What is job family modeling? What can job family modeling do for an organization? Unique

More information

Supply Chain Talent: The Missing Link?

Supply Chain Talent: The Missing Link? Supply Chain Talent: The Missing Link? 11/8/2012 By Lora Cecere Founder and CEO Supply Chain Insights LLC Contents Research... 2 Research Methodology and Overview... 2 Executive Overview... 3 The State

More information

2016 Survey on Leadership Development. Copyright Borderless - http://borderless.net

2016 Survey on Leadership Development. Copyright Borderless - http://borderless.net 2016 Survey on Leadership Development Table of Contents 3 9 Executive Summary About Survey Respondents 15 Leadership Development definition & scope Leadership Development inside organizations 24 36 Leadership

More information

Recruiting a Competitive Workforce: Should Needed Skills be Built or Bought?

Recruiting a Competitive Workforce: Should Needed Skills be Built or Bought? A ManpowerGroup TM Solutions White Paper Recruiting a Competitive Workforce: Should Needed Skills be Built or Bought? For more information on RPO, please visit manpowergroup.co.uk Recruiting a Competitive

More information

Supply Chain Talent: A Broken Link in the Supply Chain

Supply Chain Talent: A Broken Link in the Supply Chain Supply Chain Talent: A Broken Link in the Supply Chain Five Proven Strategies to Close the Gaps 8/19/2014 By Lora Cecere Founder and CEO Supply Chain Insights LLC Contents Disclosure Research Research

More information

Measuring your most important Asset: Human Capital

Measuring your most important Asset: Human Capital Measuring your most important Asset: Human Capital Workforce Analytics Training We are all familiar with the conventional HR metrics that are frequently used in organizations today Turnover rate, time

More information

Human. Rısk. By Matt Shadrick and Seymour Adler, Ph.D., Aon Consulting Worldwide

Human. Rısk. By Matt Shadrick and Seymour Adler, Ph.D., Aon Consulting Worldwide 10 08 The Magazine of WorldatWork WHY YOU SHOULD BE A Capıtal Human Rısk Manager QUICK LOOK When asked about your HR department s strength today, only 5 percent said strategic HR differentiation. Evaluating

More information

Succession planning: What is the cost of doing it poorly or not at all?

Succession planning: What is the cost of doing it poorly or not at all? Energy insights At a glance There are substantial benefits to be gained by identifying talented employees including those deep in the organization with specialized skills and coordinating their training

More information

The Business of the HR Crisis

The Business of the HR Crisis T. 1300 550 674 F. +61 7 3503 9254 E. business@hrcoach.com.au Australian businesses are under threat due to the pressure of the increasing complex labour market. What was once a vague business management

More information

Revised Human Resources Strategy

Revised Human Resources Strategy Background Revised Human Resources Strategy WHO is a knowledge-based organization, and depends on a highly skilled, flexible and motivated workforce 1 1. The HR strategy currently in effect, Build One

More information

Belgian Association of HR Managers

Belgian Association of HR Managers High Performance Through People June 2008 1 Belgian Association of HR Managers Paul Bulcke CEO Nestlé 6 th May 2009 Belgian HR Managers Conference, Olympic Museum, May 6, 2009 2 Nestlé Long-standing history

More information

HR Metrics Interpretation Guide

HR Metrics Interpretation Guide Version 7.2 / August 2014 A data service owned and operated by: Welcome! This Interpretation Guide is designed to give you the information you need to interpret your metric and benchmarking results. This

More information

Utility Supply Chain Talent Management

Utility Supply Chain Talent Management Utility Supply Chain Talent Management Results from the ScottMadden UMMBC 2012 Survey Copyright 2012 by ScottMadden, Inc. All rights reserved. Many companies proudly claim that their employees are their

More information

Global Trends in RPO & Talent Recruitment 2014. pam berklich

Global Trends in RPO & Talent Recruitment 2014. pam berklich Global Trends in RPO & Talent Recruitment 2014 pam berklich The Recruiting Challenge Map Far from simply filling existing gaps as quickly and economically as possible, recruiting has become a high-stakes

More information

The Future of HR in Europe Key Challenges Through 2015

The Future of HR in Europe Key Challenges Through 2015 The Future of HR in Europe Key Challenges Through 2015 The Future of HR in Europe 1 Executive Summary Companies in Europe will face five particularly critical HR challenges in the near future: managing

More information

Global Oil & Gas Suite

Global Oil & Gas Suite IHS ENERGY Global Oil & Gas Suite Comprehensive analysis and insight on upstream opportunities, risk, infrastructure dynamics, and downstream markets Global Oil & Gas Suite Make optimal decisions about

More information

Implementing a Global Learning Strategy- (Avoiding Random Acts of Training)

Implementing a Global Learning Strategy- (Avoiding Random Acts of Training) Implementing a Global Learning Strategy- (Avoiding Random Acts of Training) Terry Lehmann Director - Employee Development Weatherford International Houston, TX Business Drivers Growth of business Double

More information

TALENT DEVELOPMENT THE ROI OF MENTORING, COACHING, AND OTHER EMPLOYEE DEVELOPMENT PROGRAMS

TALENT DEVELOPMENT THE ROI OF MENTORING, COACHING, AND OTHER EMPLOYEE DEVELOPMENT PROGRAMS THE ROI OF MENTORING, COACHING, AND OTHER EMPLOYEE PROGRAMS it s no secret that organizations who invest in employees are top performers. Programs like mentoring and coaching are increasingly popular methods

More information

The Nursing Labor Market in California: Still in Surplus? May 2013

The Nursing Labor Market in California: Still in Surplus? May 2013 The Nursing Labor Market in California: Still in Surplus? May 2013 Today s presenters Joanne Spetz Professor at the Philip R. Lee Institute for Health Policy Studies, University of California, San Francisco

More information

Written Statement of. Ramanan Krishnamoorti. Acting Vice President and Vice Chancellor for Research and Technology Transfer Chief Energy Officer

Written Statement of. Ramanan Krishnamoorti. Acting Vice President and Vice Chancellor for Research and Technology Transfer Chief Energy Officer Written Statement of Ramanan Krishnamoorti Acting Vice President and Vice Chancellor for Research and Technology Transfer Chief Energy Officer University of Houston Before the House Committee on Energy

More information

Military Recruiting Consulting & Training Services Proposal

Military Recruiting Consulting & Training Services Proposal In Partnership with Military Recruiting Consulting & Training Services Proposal Prepared For: March 9, 2015 Our Understanding of Your Needs XYZ is a rapidly growing organization with... An evolving military

More information

Skilled Occupation List (SOL) 2015-16

Skilled Occupation List (SOL) 2015-16 Skilled List (SOL) 2015-16 Tracking Code: 5BDN9W Name Individual * John Hart Organisation Restaurant & Catering Australia What are the industry/industries and ANZSCO occupation/s that you or your organisation

More information

<Insert Picture Here> JD Edwards EnterpriseOne Human Resources

<Insert Picture Here> JD Edwards EnterpriseOne Human Resources JD Edwards EnterpriseOne Human Resources EnterpriseOne Human Resources Human Resources Payroll Self Service erecruit Financial Project Supply Chain Key Features Workforce Job Position

More information

Talent Management for the Financial Management Community: A Federal Public Service Perspective FMI Atlantic Chapters December 2014

Talent Management for the Financial Management Community: A Federal Public Service Perspective FMI Atlantic Chapters December 2014 Talent Management for the Financial Management Community: A Federal Public Service Perspective FMI Atlantic Chapters December 2014 Presented by: Sylvie Séguin, CPA, CGA Acting Senior Director Financial

More information

2015 TEACHING WORKFORCE SUPPLY AND DEMAND

2015 TEACHING WORKFORCE SUPPLY AND DEMAND 21/09/15_19195 September 2015 PEO PLE A N D SERV I CES DI REC TO R AT E 2015 TEACHING WORKFORCE SUPPLY AND DEMAND NSW Department of Education 2015 Teaching Workforce Supply and Demand www.dec.nsw.gov.au

More information

Workforce Planning Toolkit

Workforce Planning Toolkit Workforce Planning Toolkit A Guide To Developing Your Agency s Succession Plan 2007 NASPE SUCCESSION PLANNING IN A MERIT SYSTEM Introduction The nation s estimated 78 million baby boomers began turning

More information

EXPERTISE NEEDED EXPERTISE FOUND

EXPERTISE NEEDED EXPERTISE FOUND Our global capabilities EXPERTISE NEEDED EXPERTISE FOUND www.nesglobaltalent.com Our global capabilities ManagedServices We offer a range of bespoke managed services, which enable you to outsource part

More information

BENEFITS & COMPENSATION INTERNATIONAL TOTAL REMUNERATION AND PENSION INVESTMENT

BENEFITS & COMPENSATION INTERNATIONAL TOTAL REMUNERATION AND PENSION INVESTMENT BENEFITS & COMPENSATION INTERNATIONAL TOTAL REMUNERATION AND PENSION INVESTMENT Compensation and Benefits in Iraq Mirna Charaf El Dinne Mirna Charaf El Dinne is a consultant with Hay Group in the Middle

More information

The Supply Chain Academy

The Supply Chain Academy Accenture Australia Point of View The Supply Chain Academy Transforming professionals and supply chains to help organisations achieve high performance An efficient and effective supply chain operation

More information

Part 3: Business Case and Readiness

Part 3: Business Case and Readiness The Fundamentals of Managed Service Provider (MSP) Programs Part 3 of 3 Part 3: Business Case and Readiness By Jennifer Spicher contents This is the final of a three-part series designed to outline key

More information

Human Capital Financial Statements

Human Capital Financial Statements Presents: Human Capital Financial Statements April 19, 2011 About Human Capital Management Institute The Human Capital Management Institute (HCMI) was founded on the belief that organizations can and must,

More information

Accenture Management Consulting. Open Roles

Accenture Management Consulting. Open Roles Accenture Management Consulting Open Roles Who are we? Accenture s Consulting workforce is involved in business consulting, process design work and the application of technologies to business. Management

More information

Big Data Analytics. A Game Changer for OD Practitioners. Michele Reeves, SAS. Technology & Tools Change & Agility Diversity & Culture

Big Data Analytics. A Game Changer for OD Practitioners. Michele Reeves, SAS. Technology & Tools Change & Agility Diversity & Culture Big Data Analytics A Game Changer for OD Practitioners Michele Reeves, SAS Technology & Tools Change & Agility Diversity & Culture Look Who s Talking I hope you learn 1. The difference between business

More information

NCBS HUMAN RESOURCES EXPERT COACH TERMS OF REFERENCE. National Capacity Building Secretariat. 2. BTC Change co-manager. Signature.

NCBS HUMAN RESOURCES EXPERT COACH TERMS OF REFERENCE. National Capacity Building Secretariat. 2. BTC Change co-manager. Signature. NCBS HUMAN RESOURCES EXPERT COACH TERMS OF REFERENCE Position Type Organization Partner organization Duration Type of contract Human Resources Expert Coach Consultancy contract National Capacity Building

More information

Women in Engineering. Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental

Women in Engineering. Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental Women in Engineering Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental Introduction Creating a Business Case for an In-House Professional Women s Program In 2012, Engineers

More information

HR Professionals Building Human Capital

HR Professionals Building Human Capital Human Resource WSQ 1 Marina Boulevard #16-01 One Marina Boulevard Singapore 018989 Tel: 6883 5885 Fax: 6512 1111 Email: http://portal.wda.gov.sg/feedback Website: www.wda.gov.sg Printed in Feb 2015 HR

More information

Succession Planning: Your Bank s future leadership

Succession Planning: Your Bank s future leadership Succession Planning: Your Bank s future leadership 1 Succession Planning Immediate and Long-Term Plan for Both If the CEO of your bank won the lottery tomorrow, who could run your bank? Planning for an

More information

Creating the Competitive Advantage. CEOs agree that human capital is the number one challenge globally

Creating the Competitive Advantage. CEOs agree that human capital is the number one challenge globally Talent Management Creating the Competitive Advantage This year PMI will release its newest Thought Leadership Series on the topic of talent management at the 2014 PMO Symposium. The Thought Leadership

More information

Workforce Planning for Human Resource Professionals

Workforce Planning for Human Resource Professionals Workforce Planning for Human Resource Professionals Presented to: Department of the Interior Human Resource Specialists StrategyWorks, Inc. stratwks@flash.net www.strategyworksinc.com Learning Outcomes:

More information

The CEO s Guide to Succession Planning Managing Risk & Ensuring Business Continuity. www.softscape.com

The CEO s Guide to Succession Planning Managing Risk & Ensuring Business Continuity. www.softscape.com The CEO s Guide to Succession Planning Managing Risk & Ensuring Business Continuity www.softscape.com RGB Table of Contents Automate to Drive Efficiencies & Reduce Costs Drive Succession Planning Deeper

More information

1/26/2016. Creating Leadership Bench Strength for the Future. Our Expert Panel. Talent Management & Succession Planning.

1/26/2016. Creating Leadership Bench Strength for the Future. Our Expert Panel. Talent Management & Succession Planning. Creating Leadership Bench Strength for the Future Talent Management & Succession Planning January 26, 2016 Strong leadership is likely the single most important driver of overall organizational performance,

More information

Helping our clients win in the changing world of work:

Helping our clients win in the changing world of work: Helping our clients win in the changing world of work: Recruitment Process: Why Outsource? A Manpower Insights Paper The future of RPO looks strong despite or perhaps aided by the current global recession.

More information

Integrated Talent Management Presentation. University HR Benchmarking Conference 1 November 2013

Integrated Talent Management Presentation. University HR Benchmarking Conference 1 November 2013 Integrated Talent Management Presentation University HR Benchmarking Conference 1 November 2013 Introduction Evolution & Challenges of the HR Industry Strategic Talent Management 5 Step Framework for Talent

More information

PART 1: THE WHAT, WHO, AND WHY OF MSP BY JENNIFER SPICHER

PART 1: THE WHAT, WHO, AND WHY OF MSP BY JENNIFER SPICHER THE FUNDAMENTAL S OF MANAGED SERVICE PROVIDER (MSP) PROGR AMS PART 1 OF 3 PART 1: THE WHAT, WHO, AND WHY OF MSP BY JENNIFER SPICHER CONTENTS p3 Introduction p4 Why an MSP is Important p6 What Is an MSP?

More information

Career Management. Succession Planning. Dr. Oyewole O. Sarumi

Career Management. Succession Planning. Dr. Oyewole O. Sarumi Career Management & Succession Planning Dr. Oyewole O. Sarumi Scope of Discourse Introduction/Background Definitions of Terms: Career, Career Path, Career Planning, Career Management. The Career Development

More information

HR Road to Leadership

HR Road to Leadership Bernard COULATY, Vice President Human Resources, Pernod Ricard Asia HR Road to Leadership 28 May 2013 HR Road to Leadership Shaping our Future with Asian Talents & Leaders who are Collectively Committed

More information

10 Big Data Insights for HR and Training

10 Big Data Insights for HR and Training 10 Big Data Insights for HR and Training Kellye Whitney Associate Editorial Director Chief Learning Officer magazine #CLOwebinar 10 Big Data Insights for HR and Training Karie Willyerd Vice President of

More information

WHEN INDIVIDUALS SUCCEED ORGANIZATIONS WIN

WHEN INDIVIDUALS SUCCEED ORGANIZATIONS WIN WHEN INDIVIDUALS SUCCEED ORGANIZATIONS WIN THE WORKPLACE IS CHANGING There s a new dynamic in employee and employer relationships. Employees want to learn and grow throughout their entire careers. They

More information

A Framework for Attraction and Retention in the Government of Nova Scotia

A Framework for Attraction and Retention in the Government of Nova Scotia Government of Nova Scotia, Attraction and Retention Framework - 1 - A Framework for Attraction and Retention in the Government of Nova Scotia Summer 2006 Government of Nova Scotia, Attraction and Retention

More information

Updated Requirements for Developing New Leaders and Onboarding New Hires

Updated Requirements for Developing New Leaders and Onboarding New Hires Updated Requirements for Developing New Leaders and Onboarding New Hires Over the past five years, companies have created efficiencies in operations while controlling headcount growth. The trend has been

More information

v o l u m e f i f t e e n p e r f o r m a n c e m a n a g e m e n t

v o l u m e f i f t e e n p e r f o r m a n c e m a n a g e m e n t whitepaper v o l u m e f i f t e e n p e r f o r m a n c e m a n a g e m e n t g e t t i n g t o t h e h e a r t o f t h e m a t t e r : t h e s i x s t e p s t o g r e a t p e r f o r m a n c e r e v

More information

Staff Training Demands, Succession Planning and Certification

Staff Training Demands, Succession Planning and Certification Chapter 8 Staff Training Demands, Succession Planning and Certification In 2005, workers over 55 represented 16 percent of the workforce; by 2020, that will rise to almost 25 percent. Although these numbers

More information

TELLING STORY WITH DATA: GAINING SENIOR- LEVEL SUPPORT FOR ANALYTICS AND PLANNING

TELLING STORY WITH DATA: GAINING SENIOR- LEVEL SUPPORT FOR ANALYTICS AND PLANNING MERCER WEBCAST TELLING STORY WITH DATA: GAINING SENIOR- LEVEL SUPPORT FOR ANALYTICS AND PLANNING 24 September 2013 Astik Ranade, Principal Julia Howes, Principal Today s Presenters Julia Howes Principal,

More information

Workforce Management Plan 2013-2017

Workforce Management Plan 2013-2017 Workforce Management Plan 2013-2017 Adopted on Wednesday 19 June 2013 Contents Message from the General Manager 5 city Plan: Cascade of Plans 6 our Vision, Mission and Community Outcomes 7 Introduction

More information

Business Entities - Review of the PageGroup: Large, High Potential Markets

Business Entities - Review of the PageGroup: Large, High Potential Markets Second Quarter 2014 Trading Update 15 July 2014 PageGroup Second Quarter 2014 Trading Update 2 Overview Group Q2 Gross Profit +9% in constant currency +2% in reported rates Y-o-Y growth in all regions

More information

Department of Human Resources

Department of Human Resources Workforce Services Workforce Policy and Planning Department Management/ Human Resource Information Systems Employee Relations Employment Compensation and Workforce Analysis Employee Benefits Organizational

More information

The Developer Hiring Landscape 2015 - US Insight

The Developer Hiring Landscape 2015 - US Insight The Developer Hiring Landscape 2015 - Insight 2 Introduction Our goal with Stack Overflow Careers is to build a system where developers can get jobs that really match their hearts a Joel Spolsky CEO &

More information

the growing demand for niche skills: HIGH TECH BY STEVEN SCOTT Vice President of Global Solutions

the growing demand for niche skills: HIGH TECH BY STEVEN SCOTT Vice President of Global Solutions the growing demand for niche skills: HIGH TECH BY STEVEN SCOTT Vice President of Global Solutions 2 THE HIGH TECH INDUSTRY has remained remarkably resilient in riding the economic roller coaster of recent

More information

HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where HR Divisions should be. Where most HR Divisions are

HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where HR Divisions should be. Where most HR Divisions are HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Human Capital Management Human Resources Department Personnel Department Levers: Differentiated Pay Career Ladders Distribution of

More information