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06 09 Retaining Talent (34 Slides)
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06 09 Retaining Talent (34 Slides)

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2006 September HR Summit Presentation on Retaining Talent

2006 September HR Summit Presentation on Retaining Talent

Published in: Technology, Business

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  • Transcript

    • 1. Retaining Talent: When Does it Really Start? 18 September 2006
    • 2.
        • Recruiting talent
        • Retention from the start
        • My company… GASCO
        • Engaging employees
        • Benefits
      Program Overview
    • 3. Attracting & retaining talent is one of the most challenging activities companies face today
    • 4. From the book “Good to Great” Jim Collins on finding Talent… Great business leaders all feel one of the biggest limitations on successful business growth is the difficulty of attracting and keeping enough of the right people…
    • 5. “ Getting top people is my number 1 concern because the strength of the whole team determines Yahoo’s overall success…” Terry Semel Yahoo’s CEO…
    • 6. Strategic Questions
        • What is the company’s Vision & Mission
        • Are major changes taking place in the industry
        • Will we be doing the same thing in
          • 5 weeks, 5 months, 5 years…
        • Are we heading in a new direction
        • What does it take to be successful today
        • What will it take to be successful tomorrow
    • 7.
      • Disadvantages:
      • Inbreeding
      • Lack of new ideas
      • Political infighting for promotion
      • More training & development
      • Retention of people NOT selected
      • Advantages:
      • Improves employee morale
      • Encourages high performance
      • Better assessment of talent
      • Lower recruiting costs
      • Promotes succession planning
      Internal Recruiting
    • 8.
      • Disadvantages:
      • Morale of existing employees
      • Adjustment – orientation period
      • Weaker assessment of talent
      • Applicant may not be a good fit
      • Commitment problems
      • Advantages:
      • Bring new ideas to the company
      • High level of competence
      • No political infighting
      • Faster than training a marginally qualified in-house candidate
      External Recruiting
    • 9. Focus the Recruiting Efforts
        • Identify skills needed
        • Prioritize vacant positions
        • Focus efforts on the most critical positions
        • Consider Nationalization implications
        • Collect resumes, CVs and job applications
        • Follow systematic screening process
        • Select the top candidates for interview
        • Manage the interview process
        • Make final selection decisions quickly
    • 10.
        • Explain hiring process to applicants
        • Sell the company
        • Sell the job to applicants
        • Keep the applicants informed
        • Ensure good fit between applicant & the company
        • Make final selection decisions quickly
      Attracting High-Potentials
    • 11.
        • Matches applicant skills, knowledge, & abilities with company needs
        • Direct impact on the employee’s work efforts
        • Lowers cost
        • Improves morale
        • Greater job satisfaction
      Why is a Good Fit Important?
    • 12. When Does Retention Start? Visionary companies start thinking about employee retention when they make a job offer…
        • Offer contains more than salary & starting details
        • It promotes company image
        • It reinforces applicant’s decision to join
      How can we do this?
    • 13.
        • Candidate’s acceptance letter
          • Contains the job title
          • Brief job description
          • Starting date
          • Time and place to report
        • Pay & benefits program information
        • Company promotional literature
        • Copies of in-house newsletters
        • Product descriptions & catalogs
        • Annual Report
      A Good Offer Package
    • 14.
        • Supervisor writes a welcome letter
        • Includes recent achievements
        • Outlines future objectives
        • Provides department organization chart
      Other Items Could Include… HR sends the offers but the gaining manager can still play a role… A “good offer” helps the applicant reconfirm their decision to join while providing material friends & family can look at.
    • 15.
        • Initial documents
        • Complete screening formalities
        • Enter data in the system
        • Outline major Policies & Procedures
        • Provide Company ID Card
        • Discuss Pay & Attendance
        • Introduce employee to their new manager
      The Employee Arrives… HR welcomes the new employee during a short meeting to collect…
    • 16.
        • Prepare the new employee’s physical work area
        • Ensure they have the right supplies & equipment
        • Establish computer access & email account
        • Make sure their phone number is working
        • Discuss the employee’s job description
        • Explain their major duties & responsibilities
        • Explain standards they will be evaluated against
      The First Day… New employees should always meet their manager and see their work environment…
    • 17.
        • Explain the organization’s culture
        • Discuss customs, values and traditions
        • Explain department’s day-to-day activities
        • Conduct a department tour
        • Introduce employee to their colleagues
        • Point out the location of:
          • Rest rooms
          • Break areas / smoking areas
          • Cafeteria
          • Emergency exits / safety gear
          • Supply cabinets, photocopy and fax machines
      The Manager Should Also…
    • 18. Making A Difference…
        • Assign a work project that supports the department’s mission
        • Their work should be task with real value
        • Don’t give them manuals / policies to read
        • Conduct regular & frequent follow-up
    • 19.
        • Dress code
        • Email / internet usage
        • Employee manual
        • Grievances / complaints
        • Health plan
        • Meal breaks
        • Parking facilities
        • Probationary period
      Later in the Week… HR personnel provides additional information…
        • Overtime rules
        • Telephone policies
        • Security regulations
        • Smoking policy
        • Suggestion program
    • 20. Why is this Important to GASCO ?
    • 21.
      • Joint Venture Company started February 1978
        • ADNOC, Shell, Total & Partex
      • Daily Processing Capacity of:
        • 5 billion cubic feet of gas
        • 20,000 tons of Natural Gas Liquids (NGL)
        • 220,000 barrels of condensate
        • 4,500 tons of Sulphur
        • 3,000 tons of Ethane
      • Production is for Local Consumption & Export
      • Operates 2300 KM of pipelines within the UAE
      Abu Dhabi Gas Industries Ltd.
    • 22. Other Critical Factors
        • More than $6 billion worth of projects
        • GASCO’s capacity doubling by 2008
        • Extensive recruiting efforts underway
        • Ageing workforce / future retirements
        • Increasing Nationalization targets
        • Extremely competitive recruiting market
      So… employee engagement and retention efforts are critical to the Company’s future success…
    • 23. Engaging & Retaining Employees
    • 24. Ruwais Asab Buhasa Jebal Ali Abu Dhabi Habshan/ Bab Customer Service 2004-2005 1) MIND LEAP We cross over to better performance through a change in thinking April & May 314 people 2) UNDERSTAND OTHERS We solve many problems by understanding other people July & August 367 people 3) LISTEN UP We improve communication when we develop our listening skills November & December 391 people 4) PRO-ACT We take action to help our colleagues February & March 329 people
    • 25. Interactive Workshops 1401 people attended Customer Service Training in 2004-2005
    • 26. Commercial Awareness 2005-06
    • 27. 1012 people attended workshops in 2005-2006 Commercial Awareness Sessions
    • 28. Engaged Workforce Benefits
    • 29. In Closing…
        • Good training will not fix a bad recruiting and selection process
        • If you don't hire the right applicant, your competitor will
        • Every company has equal access to materials, information & resources – the real difference is the way successful companies use these assets!
    • 30. Additional Information
    • 31. The Society for Human Resource Management (SHRM) is the world's largest association devoted to human resource management. Representing more than 200,000 individual members, the Society's mission is to serve the needs of HR professionals by providing the most essential and comprehensive resources available. http://www.shrm.org What is SHRM
    • 32. ASTD (American Society for Training & Development) is the world's largest association dedicated to workplace learning and performance professionals. ASTD's 70,000 members and associates come from more than 100 countries and thousands of organizations--multinational corporations, medium-sized and small businesses, government, academia, consulting firms, and product and service suppliers. What is ASTD? http://www.astd.org
    • 33. The Human Capital Institute (HCI) is a professional organization dedicated to leadership in the business science of Talent Management. Members are Human Capital professionals & executive leaders who share the conviction that TALENT is the most powerful competitive lever in a knowledge economy. What is HCI? http://www.humancapitalinstitute.org
    • 34. Questions ?