Talent Management at HP 2007 Partner Conference Beijing, China Sung Hae Kim HR VP, Personal Systems Group, APJ
Topics HP s people promise Talent management at HP 2 2007 Partner Conference - HR Module
Our brand and people
Brand is the essence of our company. It is our reputation in the marketplace and the community. Brand is a promise we make to our customers. It is everything we say and do that makes us stand out. It is one of our most valuable assets. 4 2007 Partner Conference - HR Module HP Restricted 2007 年 7 月 11 日 4
Our brand promise We can help you do that. Our character: Inspired Genuine Trusted 5 2007 年 7 月 11 日 2007 Partner Conference - HR Module
Centered around our brand people practices sales & marketing brand promise: we can help you do that customer experience products 6 2007 Partner Conference - HR Module
Our people promise Grow and win with HP. Employee value proposition HP helps great people grow. We develop strong leaders who trust and respect our people, give them opportunities to stretch and achieve, and reward those who focus on the customer, drive innovation and help HP win. 7 2007 Partner Conference - HR Module
Centered around our people promise talent management learning & dev. people promise: grow and win with hp total rewards recruiting & staffing 8 2007 Partner Conference - HR Module
We have the same two tools every other company uses to affect people s perception of our brand and our people promise: What we say and what we do. To increase our brand s strength, both need to be aligned. 9 2007 年 7 月 11 日 2007 Partner Conference - HR Module 2007 年 7 月 11 日 9
Employee value proposition
Employee value proposition Work Environment Inferior Value Superior Line of Equal Value Value $ $$$$$ Compensation 11 2007 Partner Conference - HR Module
What HP offers Great people Diversity of talent Trusted reputation Meaningful work Career development Passion for customers Open, honest managers Performance management Strong HP brand HP s People Promise Grow and win with HP Global citizenship Collaborative teamwork Operational excellence and global leader Recognition Competitive & differentiated total rewards Talent management Positive work environment 12 2007 Partner Conference - HR Module
FY07 focus areas Grow and win with HP Career development Launch and implement career development frameworks to help all HP employees build a plan for meeting their career objectives Talent management Create a deeper, more disciplined approach to talent management to increase number of placements of qualified, internal candidates Leadership learning solutions Leaders teaching leaders to instill a set of disciplined management practices to foster execution and results Grow a diverse talent pool ready for leadership in more senior positions Total rewards Differentiated and competitive rewards tied to performance 13 2007 Partner Conference - HR Module
Talent management at HP
Talent management Objective: To create a Talent Advantage for HP by ensuring we have: better leadership talent a stronger pipeline of replacements more compelling development opportunities than our competitors 15 2007 Partner Conference - HR Module
Talent assessment grid High Performance (Results/Business experience) Less leadership potential; strong performance and experience Less leadership potential; lower performance or less experience Has leadership potential and strong performance Has leadership potential; mixed performance or less experience Too new to rate Low Leadership Capability High 16 2007 Partner Conference - HR Module
HP Leadership Standards Results and Performance Driven Deliver exceptional results Manage execution Customer-Centric Focus on customers Business Acumen and Thought Leadership Make seasoned decisions Shape strategy Team Leadership & Personal Effectiveness Lead the team Operate with integrity Develop talent 17 2007 Partner Conference - HR Module
Talent assessment grid High Performance (Results/Business experience) Retain Manage Promote Develop Too new to rate Low Leadership Capability High 18 2007 Partner Conference - HR Module
Talent assessment grid High Performance (Results/Business experience) Bob Yang Michelle Dell Sara Lee H.S. Kim Mark Suzuki Too new to rate: Tony Watts Low Leadership Capability High 19 2007 Partner Conference - HR Module
Organization Chart/Succession Plan Org Leader/Key Position: 1. 2. (potential successors) (current direct reports of leader) 1. 2. 1. 2. (potential successors) 1. 2. 1. 2. 1. 2. 1. 2. 1. 2. Color code boxes based on Talent Assessment Grid and identify critical roles and any diverse talent Retain Promote Manage Develop Too New C = Critical Role (D) = Diverse 20 2007 Partner Conference - HR Module
Organization Chart/Succession Plan Org Leader/Key Position: Tom Goh 1. Sara Lee 2. HS Kim Bob Yang Sara Lee HS Kim Mark Suzuki Tony Watts Michelle Dell Sales Mgr Sales Mgr Marketing Mgr Product Mgr Finance Mgr Cust Svc Mgr 1.Amy Woo 2. Bill Ang 1. Amy Woo 2. Bill Ang 1. Anthony Smith 2. Kara Koo 1. Kara Koo 2. 1. 2. 1.Bill Ang 2. John Wang Color code boxes based on Talent Assessment Grid and identify critical roles and any diverse talent Retain Promote Manage Develop Too New C = Critical Role (D) = Diverse 21 2007 Partner Conference - HR Module
Developing talent @ HP Higher Development Impact Lower 70% Experience 20% Relationship 10% Education Development in role on the job Special projects/taskforces Job rotation Start-up/Shut-down assignments Cross-functional teamwork Role models Coaching Ongoing feedback/360 Mentoring Career Planning Formal training Books Conferences/seminars E-learning/Blended Learning Professional journals 22 2007 Partner Conference - HR Module
Breakout questions
In groups of 10 Appoint a scribe and a presenter Take 10 minutes to discuss these questions: 1. What innovative hiring methods has worked well for you and your company? 2. What is your company s value proposition? Why do people join, stay, or leave? 3. How can HP help you in attracting, hiring, developing and retaining your people? Each group takes 2 mins to present. 24 2007 Partner Conference - HR Module