Ernst & Young

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Ernst & Young

  1. 1. Helping people achieve their potential<br />
  2. 2. We are not a great place to work because<br />Offer high salaries<br />Financially healthy<br />Strong image<br />Strong brand and clientele including world’s most premier businesses.<br />Best in class infrastructure<br />Employee friendly policies<br />Dominant position in our sector<br />International career opportunities<br />Care about environment and society<br />Enabling technology<br />Job security<br />Future prospects<br />
  3. 3. We take pride in…<br />Strong thrust on our Values and Culture.<br />Human face & engagement with employees.<br />Providing unique career experiences to our people. <br />Holisitic development through EYU<br />
  4. 4. Our Strategy towards great workplace<br />
  5. 5. Most <br />engaged<br />employeescreating <br />a competitive advantage <br /> for self and firm<br />People practices<br />Learning<br />Conversations<br />EY Fit <br />Flexibility<br />Strong brand<br />Choices<br />Value differences<br />Coaching<br />Hiring rigor<br />Celebrations<br />Inclusive Leadership <br />Experiences<br />A<br />E<br />I<br />D<br />Be the <br />NGAGE<br />EVELOP<br />NCLUDE<br />TTRACT <br />People <br />leading <br />people <br />strategy<br />employer of choice <br />to attract the best<br />t<br />he <br />most energetic and <br />the <br />broadest <br /> and <br />the most diverse teams <br />culture<br />where all can be successful<br />enthusiastic people<br />deepest professionals<br />Our values<br />Integrity <br />Respect <br />Teaming <br />Energy <br />Enthusiasm <br />Courage to lead <br />Building relationships based on doing the right thing<br />Our culture <br />Quality <br />People first <br />Entrepreneurial spirit <br />Collaboration <br />
  6. 6. Helping people achieve their potential<br />
  7. 7. Drivers<br />Develop skills that are a market differentiator <br />Addressing personal & organisational goals<br />Holistic Development<br />Unique career experiences<br />“The right people with the right skills <br />in the right place at the right time <br />serving the right clients”. <br />
  8. 8. EYU — Discovering and Developing talent<br />“Ernst & Young and You” (EYU), reflects the mutual commitment we have to supporting our people to achieve their potential, and our people have to owning their careers.<br />EYU, our development planning framework has three core elements <br />Learning, <br />Experiences and <br />Coaching<br />In the context of our clients, our business, our communities, as well as the role, needs and competencies of our people.<br />
  9. 9. <ul><li>Three core elements of our development planning framework EYU:
  10. 10. learning,
  11. 11. experience and
  12. 12. coaching
  13. 13. In context of our clients, our business, and communities
  14. 14. and the role, needs and competencies of our people</li></li></ul><li><ul><li>Our clients expect us to think and act with a global mindset
  15. 15. EYU helps our people to gain broader perspectives and develop technical excellence to perform industry, account and service line engagement role</li></li></ul><li><ul><li>To support our business, we also undertake important people, quality and operations roles
  16. 16. EYU helps recognize these roles as we plan and review our performance and development</li></li></ul><li><ul><li>As an organization we strive to make a difference in the communities in which we work and live
  17. 17. EYU helps us share our business skills and knowledge with others in our communities which include entrepreneurship, sustainability, health and education</li></li></ul><li><ul><li>Role is defined by service line and rank and describes the required skills and competencies
  18. 18. EYU helps our people identify current and future roles and plan the learning, experiences and coaching they need to develop competencies and skills</li></li></ul><li><ul><li>Potential of every person is unique and so are each persons development needs
  19. 19. EYU helps counselors understand the personal development needs of their people</li></li></ul><li><ul><li>11 core competencies which apply to every role complemented by competencies specific to each service line and sub-service line.
  20. 20. Our core competencies are:
  21. 21. Analysis and insight
  22. 22. Business acumen
  23. 23. Business development
  24. 24. Coaching and developing others
  25. 25. English language
  26. 26. Leadership
  27. 27. Project management
  28. 28. Quality service delivery
  29. 29. Relatinship management
  30. 30. Teamwork</li></li></ul><li><ul><li>With EYU Learning, our people have access to high-quality
  31. 31. soft-skill,
  32. 32. technical and
  33. 33. web-based training
  34. 34. Tailored to match their development needs
  35. 35. Delivered through our 3 tier Learning & Development organization</li></li></ul><li><ul><li>EYU Experiences put knowledge into practice through a set of eight enterprise-wise experience and customized activities for each service-line and role</li></li></ul><li><ul><li>EYU Coaching is a meaningful conversation that helps transform learning and experiences into practical application on the job</li></li></ul><li><ul><li>We expect our people to take personal responsibility for their development
  36. 36. We empower our counselors with the right coaching and frameworks to help their people achieve their potential</li></li></ul><li>
  37. 37. EYU — Discovering and Developing talent<br />EY’s global competency framework is at the core of EYU<br />Competency Assessment — Identifying competency gaps to be addressed<br />Mapping competency gaps to Learning and experience offerings.<br />Individual Development Planning through EYU – Selecting relevant Learning, Experiences and Coaching engagements.<br />
  38. 38. EYU: Learning<br />Soft skills: Over 50 formal soft skills courses critical for success in today’s marketplace, categorized as:<br />Mandatory courses <br />Role-based and Milestones programs<br />Skill-based programs<br />Organizational development initiatives<br />Technical curriculum: Being a knowledge enterprise it goes without saying that our people must have the latest legal, regulatory, technical and best practices update.<br />Technical solutions and methodologies<br />Sector/Industry specific training<br />Knowledge/technical updates<br />Web based interactive courses<br />
  39. 39. EYU: Learning<br />3 tier Learning & Development organization :<br />Global/Area L&D framework<br />Training content, program frameworks and globally coordinated programs .<br />Corporate L&D team<br />Dedicated team of 10 creating strategies and learning plans on common themes — values inculcation, culture building and leadership development.<br />Service line technical training teams<br />Focusing on key knowledge, solutions, services and sector requirements.<br />
  40. 40. Opportunity to put knowledge into practice <br />High-impact experiences defined globally<br />service line-specific experiences, <br />quality service delivery, <br />account development,<br />coaching, <br />leading change, <br />recruiting, <br />brand building<br />EYU: Experiences<br />
  41. 41. EYU: Coaching<br />Effective coaching transforms learning and experiences into practical application on the job<br />Counselors as Coaches <br />Coaching support<br />Training<br />External coaches for special needs<br />Creating coaching champions<br />
  42. 42. Developing leaders for future<br />Over 90% of our senior leadership is home grown<br />Key leadership development interventions <br />Global Next Gen<br />Leadership track development — Ernst & Young’s development center<br />Mentoring for Partners — By the partners and for the partners<br />Account management curriculum<br />Milestones — Role-based programs<br />Executive programs <br />Succession Planning <br />Building a robust and diverse leadership pipe<br />Partner Admission Process <br />
  43. 43. Developmental feedback<br />Middle and Senior Management covered in MSF <br />95% of the target population received their MSF reports<br />Results used for development planning and critical input for evaluation. <br />
  44. 44. Managing careers<br />Well defined and externally aligned career paths for all SLs.<br />Accelerated careers for high potentials.<br />Cross-functional mobility/Permanent transfers<br />International mobility opportunities – short and long term <br />Career Conversations- meaningful, future focused conversations about people’s short and long-term career aspirations and how the counselor can support in aligning these with business needs.<br />
  45. 45. Counselor Development<br />Counselor – the focal point for delivering all people related priorities<br />Ongoing sensitization on ‘role of counselor’, people responsibilities of an EY People Manager and supporting metrics. <br />Training all counselors on effective <br />Feedback<br />Coaching<br />Development and Career Conversations <br />Trio meetings to enhance partner connect on performance, development and careers of junior colleagues. <br />
  46. 46. What the numbers say…<br />About 45,000 mandays of training per year<br />95% people completed development plans<br />Over 482 soft skill training sessions conducted in FY11<br />9932 experiences and 2058 coaching needs selected<br />Our programs consistently rated 4+ on a scale of 5<br />
  47. 47. Sounds good….but does it work? <br />Ranked #1 most attractive employer in all up consulting — Randstad Global 2011<br />“Continuous innovation in HR Strategy at Work” award — Employer Branding Awards – India – 2011<br />“Excellence in Training” award — Employer Branding Awards <br />2008, 2009 and 2011<br />Golden Peacock National Training Award — 2008<br />… and now A Great Place to Work<br />

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