Human Resources Chassis & Safety Public

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2 Bitte decken Sie die schraffierte Fläche mit einem Bild ab. Please cover the shaded area with a picture. (24,4 x 11,0 cm) Talent Continental: Our People. Our Culture. Our Signature. HR Spotlight Vereinigung der Hessischen Unternehmerverbände, Rainer Hetzer / Jessica Feth

3 Our Vision Your Mobility. Your Freedom. Our Signature. Highly developed, intelligent technologies for mobility, transport and processing make up our world. We want to provide the best solutions for each of our customers in each of our markets. All of our stakeholders will thus come to recognize us as the most value-creating, highly reliable and respected partner.

4 HR Vision to Support Achievement of Company Goals HR Vision: our people. our culture. our signature. People Mission Employer Branding E-Recruiting Feedback Culture Diversity Talent Management Skilled Workforce Change Management Flexibility & Individual. HR Excellence HR Excellence Waves Culture HR Talents HR IT & Org Data Management

5 Continental s Talent Management Tools Leadership & Talent Development Programs Tailored diagnostic and development programs for all employee and leadership levels Cross Moves Enabling Network Culture Talent Development by broadening employee s horizon in new functional area, organizational unit or country Career Paths & Talent Pools for Key Functions Diversity Management Perspectives for employees outside of management career and securing succession candidates for key functions Creating an inclusive working environment in which all employees can contribute to the overall success of Continental

6 Continental Development Programs Tailored Solutions for every Leadership Level

7 Cross Moves as a Method of Talent Development Types of Cross Moves within Continental: Functional - Change of area Organizational - BU or Division International - Change of country Achieved Cross Moves 2014 YTD: 25 Functional Cross Moves 64 Organizational Cross Moves 17 International Cross Moves Focus on Executives and Executive Potentials Early planning of Management Cross Moves: 30% Cross Move candidates in succession plans of Executives and Senior Executives Identification of Cross Move candidates: Quarterly Talent Exchange Meetings in Divisions Quarterly Cross Move Meetings on Top HR Level Annual HRD Conference

8 Career Paths and Talent Pools for Key Functions Multiple Career Paths within Continental Expert Career Path R&D and Manufacturing Offers an attractive alternative career path Helps safeguard competitively relevant knowledge in current & future technologies Increases attractiveness of Continental as an employer of choice for technological experts Project Management Development Options Effective development of Project Managers Hybrid Career Approach moving between line management and project management roles encouraged Transparent title and grading system based on project size and complexity as well as personal PM skills Talent Pools for Key Functions Global Talent Initiatives Identification of Key Functions in Continental with gaps in succession plan Structured initiative to identify and develop potential candidates with the help of development centers, project work and training modules Focus currently on Plant Managers, Quality Managers and Asia Leaders DRIVE Trainee Program High Potential Trainee Program to identify future project managers and leaders 2 year program including 8 months delegation abroad

9 Continental s Global Diversity Focus Gender and International Balance Why Diversity matters By effectively managing our diversity, we will be more innovative, create proximity to our global markets and customers as well as attract the world s best talents to achieve great results with our leadership teams. FOCUS AREA OF CONTINENTAL Reflect the available female talent pool of the market within Continental goal to reach 16% female Executives by 2020 FOCUS AREA OF CONTINENTAL Nationality - Build up local talents in our markets Experience Foster an international mindset in our leaders Mix International mix of leadership teams

10 Talent Management along the annual HRD Cycle Give guidance on which Talents are needed Give timely and open feedback even if uncomfortable Share Talents openly across BU s, Divisions and locations Business Strategies & Plans Identifying critical roles/ positions Defining competences required for those Identifying talented people with potential for roles Performance & Succession Mgmt Development Retention Tracking Business Impact Apply standard performance and potential measurement rules to provide equal chances Give Talents the support to develop even outside of your department

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12 Continental Achieving Success From Inner Strength Our Values Our four values form the basis of our joint actions. Together with our vision and mission, our values stand for what drives us forward and how we want to work together. None of the values takes precedence over any of the others all four are of equal importance for our sustained success. We live out our values on a day-to-day basis, bringing our own behaviour into line with them all employees are role models for their fellow colleagues as well as for business partners, customers and all other stakeholders.

13 Continental s Talent Management Approach Talent Management Tools Key Functions As Is Talent Situation Pools Cross Moves Talent Identification Development Programs Expert Career What for? Systematic support of business having the right people to reach its strategic objectives and secure future success Ultimate Goal Right person in the right place at the right time Influencing Factors Business Objectives Stakeholder Expectations Regional Challenges Global economic and cultural challenges As Is Situation

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15 Talente für Deutschland Bistrotalk Dr. Wolfhart Burdenski Infraserv GmbH & Co. Höchst KG Rainer Hetzer Continental Division Chassis & Safety Prof. Dr. Ralph Alexander Lorz Hessischer Kultusminister Charlotte Venema VhU

16 Talentmanagement: Was ist zu tun? Ergebnisse der BarCamps Karlheinz Pape Berater Corporate Learning