• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Iia 2009 International Conference  Securing Global Talent Mary Anne Burke
 

Iia 2009 International Conference Securing Global Talent Mary Anne Burke

on

  • 829 views

 

Statistics

Views

Total Views
829
Views on SlideShare
807
Embed Views
22

Actions

Likes
0
Downloads
0
Comments
1

3 Embeds 22

http://www.linkedin.com 20
http://www.lmodules.com 1
https://www.linkedin.com 1

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel

11 of 1 previous next

  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
  • http://www.youtube.com/watch?v=Us-TVq40ExM

    Playing For Change: Song Around the World 'Stand By Me'
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Iia 2009 International Conference  Securing Global Talent Mary Anne Burke Iia 2009 International Conference Securing Global Talent Mary Anne Burke Presentation Transcript

    • Securing Global Talent Track 3 Monday 11 May, 2009 15:30 – 16: 15 Mary Anne Burke
    • Key Questions Addressed
      • How can IA organizations build a competitive advantage in the global economy?
      • What defines IA competitive employment value?
      • How can IA organizations increase their competitiveness across critical talent segments?
      • How can IA organizations build credible employment value proposition in the global
      • labor marketplace and keep up with all
      • demands placed on the role?
    • How Can IA Organizations Build Competitive Advantage?
      • By focusing on the Employment Value Proposition
      • Critical to talent attraction and commitment
      • Reduces New-Hire Compensation Premiums
      • When candidates in the labor market view an organization’s EVP as attractive, they demand less of a compensation premium when deciding to join.
      • Organizations need to vary their EVP geographically.
    • Decreasing Compensation Costs
    • What Defines the IA Competitive Employment Value
      • 7 Attributes
      • Organizational Stability
      • Development Opportunities
      • Sustainability of Career
      • Financial “health” of the organization
      • Compensation
      • Respect
      • Corporate Culture
    • What Defines the IA Competitive Employment Value
      • 5 Unique Attributes
      • Location
      • Work–Life Balance
      • Meritocracy
      • Ethics (Moral Compass)
      • People Management
      • Top Drivers: Attraction & Commitment
    • How Can Organizations Increase the Competitiveness of Their Employment Value Proposition Across Critical Talent Segments?
      • The winning EVP addresses geographic variation in the EVP preferences of critical talent segments.
      • Talent segments in emerging markets have unique EVP preferences that must be prioritized .
      • Must be locally relevant and globally consistent.
      • ID the points in the recruiting life cycle with the greatest impact .
    • How Can IA Organizations Build a Credible Employment Value ?
      • A successful labor market communication strategy emphasizes organizational reality, message consistency, and self-assessment.
      • Three keys to increasing the number of employees advocating for the organization are trust, flexibility, and organizational values.
      • Employees are a trusted source of information – employee referral program.
      • The Employment Value Proposition (EVP) is critical
      • to talent attraction and commitment.
      • Sharing Best Practices
    • Significant Global trends
      • An era of uncertainty
      • Recruitment themes
      • Competition for talent is intense
      • Rules have changed
      • ID seams of global talent
      • How do corporations secure global talent
    • An Era Of Uncertainty
      • Recent Scandals
      • Governance Reforms
      • International pressure – what this means
      • Audit Committee’s proactive role
      • The future - change is constant
    • Audit Functions Hold Steady
      • • How to maintain a course of “strong internal and external recruitment”
      • Inclusion and diversity of internal audit staff, including intergenerational integration
      • Use of SME’s – specific skill training into internal audit activities
      • Rotating “guest auditor” program from inside the business and recruiting directly from business operations
      • Strong internal and external recruitment, strong on boarding, training and staff integration
      • Campus recruiting and internships
    • Major Challenges for Conducting International Operations
    • Recruitment Themes
      • The Talent War
      • Making do with less
      • The aging workforce
      • Quality vs. quantity
      • Human Resources
      • Sustainability
    • Your I.A Team in Tight Times
      • Budget crunch
      • Reinventing
      • Preparing to live with risk
      • Prioritizing – offer trust and respect
      • Commit to providing continuous learning
      • Transparent about the level of coverage
    • Challenges of Developing a Global Workforce
      • Changes in demographics
      • The demands of Gen Y and X
      • Increasing diversity
      • New technologies have eliminated barriers of distance, time, boundaries.
      • Changing risk profile
      • Are we hiring the right skills for the task?
    • How do you address challenges of maintaining the proper level of staffing?
      • The risk profile of organizations are changing
      • Creating a positive change with urgency
      • Transformation from financial reporting compliance skills to staff with operational, technical and specialized skills – Integrated Auditors.
      • Retaining talent
      • Investments are made through recruiting or with a third party relationship.
    • Global trends in covering international operations
    • Retention and Corporate Culture
      • Collaborative, supportive team players
      • Desirable place to work
      • Provide interaction with management
      • Personal contributions and success of the business
      • Encourage networking
      • Give employees more responsibility
    • Developing Talent
      • Take a long term view
      • Keep staff challenged and grow professionally
      • Rotational programs
      • Encourage cross training
      • Career planning sessions
      • Mentoring
    • How to Secure Global Talent
      • Look at your company’s armor
      • Empower your IA career
      • Audit Makeover
      • Be proactive
      • Get management buy in
      • Longevity
      • Create positive change
      • http:// www.youtube.com/watch?v =Us-TVq40ExM
      • Look at your company’s armor
      • Empower your IA career
      • Audit Makeover
      • Be proactive
      • Get management buy in
      • Longevity
      • Create positive change
    • Results-Oriented Resumes
      • Contact Information
      • Executive Summary
      • Experience
      • Key Accomplishments
      • Education
      • Professional Associations, Board Affiliations, Awards and
      • Publications
      • Languages
    • Thank You ! Siyabonga
      • Bedankt Vielen Dank
      • Danksche Well done Arigato gozaimasu Dank u wel Muchas gracias
      • Dankie Спасибо Gratia Eso
      • Gui lah hui te ha Toa chie ありがとう
      • Multsãnjescu Merci Yaddung jee
      • Kiitos Takk fyrir Vielen Dank
      • Eskerrik asko Ulfaad'd'a Mahalo nui loa
      • Cheers Muchas gracias
      • Kiitos Obrigado Cám ón ông
    • FERGUSON & BURKE Mary Anne Burke 800 .401.2323 [email_address]