Agenda. How to Implement Global Talent Management in a Decentralized Organization: Tips & Tricks

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1 How to Implement Global Talent Management in a Decentralized Organization: Tips & Tricks Dorota Polkowska & Christoph D hein SuccessConnect, London 2012 Agenda 1 About Allianz 2 Talent Management How it All Started 3 Global Platform for Talent Management 4 System Configuration and Implementation 5 Follow Up 6 Take Aways 2 1

2 1 1 About Allianz 2 Talent Management How it All Started 3 Global Platform for Talent Management 4 System Configuration and Implementation 5 Follow Up 6 Take Aways 3 1. About Allianz Our Businesses & Products Confidence for life s important moments House & Home Protecting Businesses Protection on the Road Protecting Families Property/ Casualty Asset Management Life/ Health Allianz serves as navigator in a financial world full of opportunities Green Solutions Managing Global Business Risks Optimizing Investments Employee Benefits Solutions Old-age Provisions 4 2

3 1. About Allianz Building the Strongest Financial Community Financial strength protect strong capital base sustainable & profitable growth optimal asset allocation Operational excellence excellent local delivery of global skills collaboration between Global Lines and OEs balance cost efficiency, quality and future competitiveness enforce digitalization Insurance and Investments Trusted partner for stakeholders significantly increase customer loyalty leverage multi channel distribution system and address web based customer needs enhance total shareholder return Best people strong engagement and performance culture, strong leadership brand, robust leadership pipeline effective workforce cost management and efficient and shared HR infrastructure excellence delivered by One HR Despite an uncertain environment, volatile financial markets and challenging regulatory frameworks a promise is a promise 5 1. About Allianz Our People Employees in numbers International: More than 50 different nationalities represented in executive positions worldwide. Talent Management: EUR 667 spent on training and development per employee in South America 2.7% Germany 28.8% NAFTA 7.5% Asia-Pacific & Africa 11.8% Total: 142,000 employees in over 70 different markets Rest of Europe 49.2% 6 3

4 1. About Allianz Allianz AZOA AGI US AZSE Euler Hermes AGCS AAA AGI Europe ACS IDS AMOS SE AZ Turkey AZ France AZ RE AZAP AZ Real Estate AZ Italy AIM AZ Australia Goal & Performance Management 22,000 users in 18 Allianz Companies Compensation Management Employee Profile Succession Management 7,000 users worldwide 3,000 users worldwide 6,500 users worldwide About Allianz 2 Talent Management How it All Started 3 Global Platform for Talent Management 4 System Configuration and Implementation 5 Follow Up 6 Take Aways 8 4

5 2. Talent Management How it All Started One Global Talent Management Approach Transformation from to 9 2. Talent Management How it All Started Challenges for Talent Management What makes top talent How quickly can we identify top talent within our organization Are we attractive for top talents What can we do to improve it Are we visible enough to outside potential talent How can we best leverage different talent 10 5

6 2. Talent Management How it All Started Challenges for Talent Management How do we develop our potential pool Are we successful in keeping them in the company Are we promoting them Do we systematically manage leadership changes Are the successors prepared Talent Management How it All Started Our Solution in 2007 Talent Management means having the right people in the right jobs at the right moment. Our approach is built on three major pillars: Who drives the process Joined effort between business leaders and HR HR - finds top talent Business leaders procures and retains the top talent What to look for in talent One group-wide model with the same definitions for Talent Management Global Competency Model Global Potential definition Key Job Roles How to find top talent Four major steps in the Talent process Analyze Identify / Assess Calibrate Develop 12 6

7 3 1 About Allianz 2 Talent Management How it All Started 3 Global Platform for Talent Management 4 System Configuration and Implementation 5 Follow Up 6 Take Aways Global Platform for Talent Management Global Platform for Talent Management From WESP WESP - a bi-annual reporting/compliance tool, not an enabling tool for talent management processes in Allianz companies Allianz companies managing performance appraisal, development plan, succession planning with local solutions (e.g. manual basis) resulting in duplicate work and inconsistency in data CDC Reporting Tool CDC Reporting Tool - (interim solution) capturing results of Talent Management discussions SuccessFactors SuccessFactors Global Solution enabling, underlining, and supporting Talent Management discussions and processes by: - Reducing complexity and redundancy - Automating workflows - Standardization of assessments - Producing Talent Management reports (R1-R9) including Short CVs - Utilizing job codes and target competencies to identify talent gaps - Facilitating international mobility across Allianz companies 14 7

8 4 1 About Allianz 2 Talent Management How it All Started 3 Global Platform for Talent Management 4 System Configuration and Implementation 5 Follow Up 6 Take Aways System Configuration and Implementation Configuration and Implementation Plan 2010 Q1 Q2 Q3 Q4 Q1 Q Q3 Q Gather detailed IT requirements incl. fields, sections, workflows, reports, links to other systems Review and discuss requirements with vendors System Configuration Testing Q1 Develop proposals, Sign Off. Pilot Sign Off Develop realization plan, Sign Off. Develop training concept Develop training materials Train Pilot power users Phase 1 Training Talent Discussions in SuccessFactors 16 8

9 4. System Configuration and Implementation Configuration and Implementation Plan Tips Knowing SF system and modules is highly beneficial Keep the configuration standard and avoid workarounds Keep the first implementation simple Allow 2-3 iterations for configuration Provide detailed requirements to reduce the configuration and implementation time Include a pilot during the configuration phase to get a buy in from users System Configuration and Implementation Employee Profile 18 9

10 4. System Configuration and Implementation Tips Highlight the benefits of data maintenance to the employees Enable employees to fill out their Employee Profile, SELF SERVICE Communicate the results (KPIs) System Configuration and Implementation Pixel Perfect Talent Cards 20 10

11 4. System Configuration and Implementation Tips Can be used for gathering/distributing assessments on paper System Configuration and Implementation Succession & Lineage Chart 22 11

12 4. System Configuration and Implementation Tips Clean the data (positions, successors) based on HR processes System Configuration and Implementation Forms 24 12

13 4. System Configuration and Implementation Tips Use forms only if there is a need for workflows, stack/team ranker and calibration Use separate forms for different assessments (e.g. competency, potential & performance assessment) allowing for granular reporting, different workflows, roles, timing System Configuration and Implementation Stack Ranker 26 13

14 4. System Configuration and Implementation Tips This functionality is truly liked by managers when assessing competencies System Configuration and Implementation Calibration 28 14

15 4. System Configuration and Implementation Tips Can be used online during the talent discussions Best to have one system expert managing the system during live discussions System Configuration and Implementation Reports 30 15

16 4. System Configuration and Implementation Tips Use the standard reports and then build your own, based on emerging needs About Allianz 2 Talent Management How it All Started 3 Global Platform for Talent Management 4 System Configuration and Implementation 5 Follow Up 6 Take Aways 32 16

17 5. Follow Up Configuration and Implementation Plan 2010 Q1 Q2 Q3 Q4 Q1 Q Q3 Q Q1 Phase 1 Talent Discussions in SuccessFactors Feedback Gather feedback from Allianz companies Review, discuss requirements with vendors System Configuration. Testing Develop realization plan, Sign Off Sign Off Phase 2 Update training materials Follow Up Follow Up Tips Allow time to gather feedback from customers (run user-friendliness surveys) Let users get familiar with the system before introducing major changes Keep the system up to date, new releases and enhancements every 3 months Go for quick wins! Empower HR (admins) to be in charge of running of the system, decentralize admin/support approach Provide ample time for training 34 17

18 6 1 About Allianz 2 Talent Management How it All Started 3 Global Platform for Talent Management 4 System Configuration and Implementation 5 Follow Up 6 Take Aways Take Aways Take Aways Change of HR s role, from admin to business partner and consultant System and process integrated and transparent Very powerful and easy to use functionalities Implement granularly, first HR then Manager and Employee Execute to the stakeholders (KPIs) Prerequisites: Try it! Put an effort in data quality Train and engage your managers and employees 36 18

19 Contact Dorota Polkowska Allianz Managed Operations & Services SE Fritz-Schäffer-Str Munich Phone dorota.polkowska@allianz.com Christoph D hein Allianz Managed Operations & Services SE Fritz-Schäffer-Str Munich Phone christoph.dhein@allianz.com 37 19