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Global hr forum2007-tom_vines-talent attraction and retention in the asia pacific region

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Talent attraction and retention in the asia pacific region

Talent attraction and retention in the asia pacific region

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    Global hr forum2007-tom_vines-talent attraction and retention in the asia pacific region Global hr forum2007-tom_vines-talent attraction and retention in the asia pacific region Presentation Transcript

    • IBM Asia Pacific Talent Attraction and Retention in the Asia Pacific Region Tom Vines, Vice President, IBM Asia Pacific HR October 2007 © 2007 IBM Corporation
    • IBM Asia Pacific Partnering with clients for innovation that matters IBM KOREA Korea Landscape Founded : Apr. 1967 Employee Size : 2,500 + 2006 Revenue : Won 1,071B Korea 2006 Profit after Tax : Won 66B Greater China Japan Group Korea Innovation Agenda “Korea Report” Co-project between IBM Korea and Korea Economic Daily to address the INNOVATION agenda for Korean Economy and Society ndia/South Asia Special articles in Korea Economy Daily ASEAN Australia/New Zealand BM IN ASIA PACIFIC: Employees: 125,000+ Operating in: 17 countries in 6 regions 2 IBM Asia Pacific Overview | October 2007 © 2007 IBM Corporation
    • IBM Human Resources Strategy Performance-Based Opportunities IBM Diverse, Talented Leadership People Differentiators I Values-based B Flexibility Climate An inspiring M Innovation Business climate in which Value employees S Focus on flourish by T Enterprises that creating value Value Innovation for our clients R On Demand Anticipate and Build Skills Global A Integration Infrastructure and the world T Human E Resources Lead the Transformation G Focus Areas Y Grow IBM 3 IBM Asia Pacific Overview | October 2007 © 2007 IBM Corporation
    • Changing the Role of the HR Leader – Towards Growth & Innovation Talent & Workforce Management - A Key Value Driver Talent & Workforce Management - A Key Value Driver Enable collaboration and innovation Enable collaboration and innovation Lead enterprise transformation Lead enterprise transformation The ‘enforcer’ of HR Knows the business Cost Justification Value realization Infrastructure centric Process focused Transaction based Business benefit delivered HR Project milestones Cross functional collaboration Standardization Global consistency Firefighter Proactive Innovator 4 IBM Asia Pacific Overview | October 2007 © 2007 IBM Corporation
    • Key Challenges and Focus Actions in IBM Korea Environmental Factors Environmental Factors Lifetime Employment => Lifetime Career => Decreased Loyalty to Company => High Attrition Lifetime Employment => Lifetime Career => Decreased Loyalty to Company => High Attrition High Unemployed Youth, but Competition in Recruiting Talents High Unemployed Youth, but Competition in Recruiting Talents Challenges Focus Actions Campus tours, internships, Talent attraction leveraging global opportunity Junior employee retention Development and integration Global leader development International assignments Competitive compensation Differentiation Resource deployment Integrated talent supply chain 5 IBM Asia Pacific Overview | October 2007 © 2007 IBM Corporation
    • AN INTEGRATED TALENT SUPPLY CHAIN THE What does this mean for IBM: Enables an integrated end-to-end workforce management approach : Global Talent can be recruited, deployed and developed in a “borderless” approach Talent Skills and resources can be applied consistently across business units, enterprise wide Puzzle Expertise can be located around the world ” The right person, with the right skills, at the right time, at the right place, for the right cost “ Resource Supplier Management Management Manufacturing Integrated Clients Supplier Development Relationship Talent Supply Chain Employee Learning and Opportunity Development Bus Partner Delivery Support End-to-end focus on the talent value chain to innovate for clients Expertise Management 6 IBM Asia Pacific Overview | October 2007 © 2007 IBM Corporation
    • Winning the War for Talent INDIA : Project Cheetah one of the fastest referral program of IBM CREATIVE SOURCING BRAND BUILDING R E A C H I N G T H E T A L E N T “Blue Extension” An Over-sea Job Posting portal on w3 Extension” China Global Virtual Career Fair • Enrich local talent pool Provide a real-time communication opportunity between • Promote strong corporate IBM China image Destination China Executive Team & overseas IBMers • Foster cross-culture and global mindset in IBM China team China Deliver the information about IBM China’s business, - Overview of IBM China (GM Speech) career opportunities and HR practices. - BU introduction (BUE Video); - HR policies and practices in IBM China. - Background information about living in China, including: overview, economy, culture, food, travel and working situation. - BBS aligned by BUs for IBMers to share knowledge & experience and to know the career information in China. - Opportunity Mart in which the vacancies will be listed for global IBMers to search & apply.
    • Winning the War for Talent – IBM Korea New Hires IBM Internship Program - Campus Recruiting - Entry Level Training Value Camp PwD Scholarship & Mentoring 8 IBM Asia Pacific Overview | October 2007 © 2007 IBM Corporation
    • Winning the War for Talent Enabling a Career Development Culture Collaborate Induct Trustworthiness Teamwork & Communication Your IBM New Collaboration Employee Orientation Your IBM e-learning via Edvisor IBMers Value Dedication to every clients Adaptability success Taking 4 phases in 4 months Ownership Innovation that matters – for our 3 mnths 6 mnths 9 mnths 12 mnths company and for the world Trust and personal responsibility Creative in all relationships Touch point calls Problem Client Solving Focus Passion for Drive to the Business Achieve C a re er O n b o a rd in g C o a ch in g & M en to rin g C a re e r D e v e lo p m e n t A c a de m ic @ IB M L e arn in g P a rtn ersh ips E ve n ts L e a rn in g R e s o u rc e s Grow 9 IBM Asia Pacific Overview | October 2007 © 2007 IBM Corporation
    • Winning the War for Talent - - enabling a leadership culture Leading the Enterprise Leading Organizations Executive Accelerating Performance Up-line Manager Diversity Achieving Readiness Experienced Manager Programs 1st-line Manager Manager Leading Teams Feedback Program Manager Candidates 1 year to appt. Achieving Readiness Lateral Hires Mergers and Manager Candidates 2–3 years to Acquisitions appt. 10 IBM Asia Pacific Overview | October 2007 © 2007 IBM Corporation
    • Talent Planning & Recruitment Learning & Development • Talent Planning • Objective • Leadership Talent Assessments Recruitment • Tailored Learning • Top Talent Modules / Programs Identification …+++ • Coaching/Mentoring with Feedback • Accelerating leadership talent identification & exporting • Experienced-based development & deployment of high-potential executives Executive Talent Management 11 IBM Asia Pacific Overview | October 2007 © 2007 IBM Corporation
    • 12 IBM Asia Pacific Overview | October 2007 © 2007 IBM Corporation