Strategy Leadership Talent Culture Market. HR Leadership Development Program Pulse Survey Analysis

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Randell Perkins
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1 Strategy Leadership Talent Culture Market HR Leadership Development Program Pulse Survey Analysis

2 Playbook About i4cp i4cp enables high performance in the world s top companies. i4cp is the world's largest vendor-free network of corporations focused on building and sustaining a highly productive, high-performance organization. Through a combination of peer networking, human capital research, tools and technology, we enable high performance by: Revealing what high-performance organizations are doing differently Strategy Identifying best and next practices for all levels of management Providing the resources to show how workforce improvements have bottom-line impact Market Peers Research i4cp Network Leadership Over the last 40 years, i4cp research has revealed the five key human capital domains that companies leverage to drive performance. Our members - many of the largest and most respected companies in the world across a wide spectrum of industries - use this research, i4cp's expertise, tools, technology and vast network of peers to improve productivity and drive business results. Culture Tools Technology Talent Visit i4cp.com to learn more.

Through a combination of peer networking, human capital research, tools and technology, we enable high performance by: Revealing what high-performance organizations are doing differently Strategy

3 Contents What Was Asked 1 Lessons Learned 2 Lesson 1: A limited number of companies overall employ specific HR leadership development programs, but large organizations are more likely to have one. 2 Lesson 2: Feeding the succession planning pipeline and making HR more strategic are key elements in HR leadership development programs. 3 Lesson 3: Most companies look inward to develop training strategies for their leadership programs. 4 Strategic Insights 6 About this report Pulse Survey Analyses offer perspectives on what companies and practitioners are doing about a particular practice or policy. The findings are based on a sampling of industry professionals who responded to a short online survey. The summary of the findings includes strategic insights on current practices. Our members use these findings for benchmarking their practices or policies against those of other companies.

3 Lesson 3: Most companies look inward to develop training strategies for their leadership programs.

4 Pulse Survey Analysis HR Leadership Development Program The Institute for Corporate Productivity (i4cp) conducted the HR Leadership Program Pulse Survey in May A total of 308 organizations participated. Note: Due to rounding, percentages may not total 100. Note: The results are sorted by overall response and broken down by size of workforce (ranging from under 1,000 employees to more than 10,000). For full survey results, please contact Greg Pernula at [email protected]. Copyright 2009 by the Institute for Corporate Productivity, St. Petersburg, Florida, U.S.A. All rights reserved. For much more information on related subjects, see i4cp s Coaching, Effective Leadership, Skill Level of the Workforce, Workforce Planning, Knowledge Management, Measuring Human Capital, The Evolving HR Profession, Recruitment and Selection, Succession Planning, Talent Management, and Training and Development Knowledge Centers. What Was Asked a. Do organizations utilize a formal Human Resources Leadership Development Program (HRLDP)? What training is required? b. What learning approaches are used for the organization s HRLDP? What are the key elements of the program? c. What strategies are used to develop HR leaders? What competencies are covered in HRLDP programs? How long do programs last? Institute for Corporate Productivity 1

Note: The results are sorted by overall response and broken down by size of workforce (ranging from under 1,000 employees to more than 10,000).

5 Pulse Survey Analysis HR Leadership Development Program Lessons Learned Lesson 1: A limited number of companies overall employ specific HR leadership development programs, but large organizations are more likely to have one. a. The study found that just 29% of polled organizations overall offer HR Leadership Development Programs (HRLDPs). The findings are somewhat different in larger companies. In organizations with more than 10,000 employees, almost half (49%) say they have such a program in place. b. Higher-performing organizations (43%) are more likely to have an HRLDP than lower performers (22%). Yes Higher performers 43.0% Lower performers 21.7% No 57.0% 78.3% c. Of the companies that have HRLDPs, 39% overall require job rotations. That figure increases to 52% in large companies. Higher-performing organizations are slightly more likely (57%) than lower performers (55%) to require rotations. 10,000 or more 1,000-9,999 Fewer than 1,000 Yes 51.6% 16.0% 47.6% No 48.4% 84.0% 52.4% d. When onboarding new HRLDP participants, 87% of all respondents and 100% of respondents with more than 10,000 employees provide training about the company s history. e. Regarding other onboarding training, 85% of all companies (and 94% of large companies) offer information about the company s business (or businesses), and 83% overall focus on organization values, brand, vision and mission. 2 Institute for Corporate Productivity

In organizations with more than 10,000 employees, almost half (49%) say they have such a program in place. b.

6 i4cp enables high performance in the world s top organizations. Contact us at: i4cp (4427) or at Peers. Research. Tools. Technology.

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