Succession Planning- From One to Number One and Planning for the Future- ASUG Fall Focus Presentation

SUCCESSION PLANNING – FROM ONE TO NUMBER ONE AND PLANNING FOR THE FUTURE
Mike Molinaro – VP OF HR Operations
Tom McKeown – President and COO

Agenda
Definition of Succession Planning
Challenges
Solution
Who is Aquire
Comcast Story

What is Succession Planning
A process of identifying, developing and transitioning potential successors company’s present and future key roles
Aligned with the talent and ambition of company’s current employees and talent network
Largely Predictive – Most instances have employees moving into positions they have not held before
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Statistics
43 percent of companies had no formal CEO succession plan in place
More than 60 percent have no CEO replacement in the event of an emergency
67 percent do not have a five-year plan for succession
Over 60 percent have no internal candidate in development
- According to the latest NACD statistics – 10-27-09 (National Association ofCorporate Directors)

Challenges - Growth
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Challenges - Growth
An organization can only support and sustain growth if it has the talent to address it (Down the line)
Identify growth areas and prepare your high performers
More risk and expense to go outside the company but should not be excluded from your plan
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Challenges – Aging Workforce
By 2016 43 percent of the workforce will be eligible for retirement – US Census Bureau

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Challenges - Turnover
The median number of years that wage and salary workers had been with their current employer was 4.1 years in January 2008
Tenure for managers was 5.1 years
Bureau of Labor Statistics 2008

Challenges – Turnover
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- Aberdeen Group

Why not?
Tracking and identifying succession candidates is time consuming and difficult
Tools used to track candidates are either too complex or archaic and fragmented
Data is dispersed, inaccurate, and not married with hierarchy
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Founded in 1994 -Headquarters in Dallas, Texas
Global Leader in Workforce Planning & Analytics Solutions
since 1996
2700+ Customers Across the Globe
About Aquire

Aquire Solutions

Our Solution
Eliminate the ad-hoc, manual succession planning process
Leverage the data that resides within HCM and other systems
Use a visual solution to generate succession plans that everyone can understand (an org chart)
Quickly share secure, web-based succession plans with individuals involved in the decision making process
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Case Study
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Mike Molinaro – VP OF HR Operations

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How much has your business changed over the last 10 years?

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How much has your business changed over the last 10 years?
Your Customers?
Your Products?
Your Competition?
Your Markets?
Your Employees?
Your Talent Pools?

Who are we?
Comcast founded in 1963 with 1200 customers
We now serve 23 Million Households in the US
Combined revenue last year was about $36 (US) Billion

Today We Employ Nearly 100,000 People

In the past, there was typically one cable television provider offering one product with little competition

Now, the offerings include high-speed internet, telephone and multiple video products

Expanded business interests

Now everyone wants a piece of our pie . . .And we want a piece of theirs

We need to dream big…

The Challenge
Create a state-of-the-art succession planning system that will help Comcast rebuild the bench and not lose track of up-and-coming talent in the organization . . . . . And do it in time for the next talent cycle

Were We Ready For Change . . Are you?Is Anyone?
The Comcast Center
The First “Green” Skyscraper in the US

Scope of project

How we did it
Gathered and Validated requirements before Day 1
Clean Data
“Ruthless Standardization”
Implementation plan adjustments
One Comcast (Challenge 2010)
Clear expectations and don’t deviate
Aquire’s Succession Planning Module on top of our Org Publisher installation and their professional services support

What did we convert from?

Hierarchical View
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Hotlinks from Inside the Box
On Demand Reporting to OrgPublisher
9Box
Hotspot multi-select to custom forms
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Legends and reference data
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9Box Analysis
Drag and drop successors
Side by side profile comparison with hierarchical drilldown
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Custom Certification Form
Users check off certification for each employee
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Pathway to Success
Timeline and budget mattered
Clear project expectations
Succession Planning as a business initiative; not as an HR initiative
Executive engagement
Commitment to fundamentals of Talent Management
Process, Process, Process

Lessons learned
Start Small
Be Ware of the “Me Next, Me Next!” syndrome
Always think about User Experience and Adoption
Scope increases heightened project risk/vulnerability
Create clear unbendable deadlines
“Cascading” communications through normal channels proved ineffective
Who sees what?
Know the end from the beginning
Analytics, Analytics, Analytics

Next Steps for Comcast
Take Succession Planning Deeper into the Organization
Leverage Work as a Development Plan and HiPo Manager
Build expanded visibility across enterprise
Incorporate New Business Acquisitions

You can CHANGE your organization
Great-Grandfather
Saverio Molinaro
Came to the US in 1913

Questions
46

Thank You
Thank You!
Mike MolinaroVP of HR OperationsComcastMike_Molinaro@cable.comcast.com
Tom McKeownPresidentAquiretomm@aquire.com

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Thank you for participating.
Please remember to complete and return your evaluation form following this session.
For ongoing education on this area of focus, visit the Year-Round Community page at www.asug.com/yrc
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SESSION CODE: 1112

Succession Planning- From One to Number One and Planning for the Future- ASUG Fall Focus Presentation

by HR Resources by Aquire on Sep 13, 2010

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Succession Planning- From One to Number One and Planning for the Future- ASUG Fall Focus Presentation — Presentation Transcript