HR Organizational Excellence Howard H. Gibson Intellectual Capital Director CIS
Caterpillar is The world s largest manufacturer of construction and mining equipment, diesel and natural gas engines & industrial gas turbines The technology leader in construction, transportation, forestry, mining, energy, logistics & electric power generation Number 44 in the Fortune 500 list More than $67 billion in assets Turnover 2009 $32,4 billion Number one in stockholder returns for the Dow 30 Companies for the last 5 years CIS presence for 35+ years
CIS Dealer Geography 16 Dealers
How do we recruit employees? How to we train & develop employees? How to we keep our employees?
ATTRACT DEVELOP RETAIN
CIS Intellectual Capital Department Safety Dealership HR Organisational Development CIS HR Shared Services (Operational & Strategic) CIS Training & Development Shared Services Dealer Training & Development Building Services Graduate, Internship & Apprentice Programmes CIS IT Shared Services Reception & Auxiliary Staff
Cat CIS People Strategy HR ORGANISATIONAL EXCELLENCE RETAIN TALENT MANAGEMENT DEVELOP DEVELOPMENT & TRAINING PERFORMANCE EVALUATION ATTRACT TOTAL REWARDS JOB EVALUATION RECRUITMENT
ATTRACT Total Rewards & Job Evaluation Annual Market Salary Survey Employee Opinion Surveys Fixed + Variable + Fringe Benefits Adaptable Training & Career Development Culture Empowerment Culture Recruitment Professional Internal Recruitment Consultants Internal & External Recruitment Process = Objective Ownership Career Planning vs. Succession Planning Options Transparent Functional Growth Based on Objective Performance Evaluation
DEVELOP Career Planning Employee-led Process Focus on People Key aim: to identify the best possible career path for employees based potential Key drivers: employee motivation, flexibility, talent and opportunity Key tools: Talent Management System, Annual Appraisal System, Skill Gap Analysis & Competency Evaluations Succession Planning Corporate-led Process Focus on Functions Key aim: Manage the Caterpillar pipeline for position backfill Key drivers: function tenure, organizational change, job evaluation (hard and soft skills), skill-gap analysis with identified candidates Key tools: Appropriate use of the TMS and rigueur in the internal recruitment process
Vision Innovative Thinking Strategic Achievement Customer and Market Insight Develop: 12 Leadership Competencies at Caterpillar Vision Execute Legacy Execute Influencing Others Leading Change Building Organizational Capability Self-Confidence Enterprise Focus Legacy Developing Others Managing Performance Interpersonal Understanding Leveraging Differences
Develop: Dealership Development: University Relationship Management Caterpillar Training Center at the Admiral S.O. Makarov Maritime Academy, St.-Petersburg Caterpillar Engine Training Center at the State Maritime University Vladivostok
Develop: University Courses Proposed
Retain: Talent Management Career Management Employee Motivation Appraisal Process Internship, graduate and traineeship programmes Internal & External Recruitment TALENT MANAGEMENT Expatriate Selection Corporate Diversity Training & Development Succession Management Knowledge / Know- How Transfer & CRM Essentials
Retain: Talent Management Career Management Employee Motivation Appraisal Process Internship, graduate and traineeship programmes Internal & External Recruitment TALENT MANAGEMENT Expatriate Selection Corporate Diversity Training & Development Succession Management Knowledge / Know- How Transfer & CRM Essentials
Career Management 8+ Years of Cat / Industry Experience SG: 25 Salary Grade 24 23-24 22-23 21-22 21 20-21 SG: 26 SG: 27 SG: 28 Black Belt Commercial Senior Field Assignment Senior Staff / Black Belt 2 nd Field Assignment Staff Assignment SG: 29 Industry Supervisor 1 st Field Assignment SG: 30 Industry Corporate Accounts Developmental Assignment SG: 31 Depart / Region District Marketing Marketing & Sales Department Marketing Support Business Intelligence Supervisor Black Belt Marketing Support Product Groups SG: 31 Product Regional Product NPI Supervisor SG: 30 SG: 29 SG: 28 Commercial Black Belt Product SG: 27 Service Center SG: 26 Base Skills & Competencies Leadership - Technical Cultural Diversity Commercial Marketing Dealer Operations 6Sigma - Application Segment Groups Product Support SG: 25 Power Systems Marketing Training Class - Transfer to Marketing - External Hire Staff & Field Support 75% Leadership 25%
Career Management 8+ Years of Cat / Industry Experience SG: 25 Salary Grade 24 23-24 22-23 21-22 21 20-21 SG: 26 SG: 27 SG: 28 Black Belt Commercial Senior Field Assignment Senior Staff / Black Belt 2 nd Field Assignment Staff Assignment SG: 29 Industry Supervisor 1 st Field Assignment SG: 30 Industry Corporate Accounts Developmental Assignment SG: 31 Depart / Region District Marketing Department Marketing Support Business Intelligence Supervisor Black Belt Marketing Support Product Groups SG: 31 Product Regional Product NPI Supervisor SG: 30 SG: 29 SG: 28 Commercial Black Belt Product SG: 27 Service Center SG: 26 Base Skills & Competencies Leadership - Technical Cultural Diversity Commercial Marketing Dealer Operations 6Sigma - Application Marketing & Sales Segment Groups Product Support SG: 25 Power Systems Marketing Training Class - Transfer to Marketing - External Hire Staff & Field Support 75% Leadership 25%
Employee Motivation: One theory is that motivation is based on 4 relationships WHEN ALL 4 OF THESE RELATIONSHIPS ARE STRONG, EMPLOYEES TEND TO BE MOTIVATED AND WILL STAY IF ANY ONE, OR MORE OF THESE RELATIONSHIPS ARE WEAK, EMPLOYEE EFFORT IS LIKELY TO SUFFER
Employee Motivation: EFFORT : APPRAISAL APPRAISAL : REWARD REWARD : REQUEST SATISFACTION : PRODUCTIVITY
HR Organizational Excellence Is Essentially About Taking a Holistic View of People Management AND Removing the Obstacles To Employee Productivity
Thank you for your attention Caterpillar CIS LLC Howard H. Gibson