Becoming An Employer Of Choice

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Helping organisations become an Employer of Choice

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Becoming An Employer Of Choice

  1. 1. Becoming an Employer of Choice People * Performance * Solutions A pathway toward excellence in people management Talent Transformations, Ltd.
  2. 2. Your Company Vision Statement <ul><li>Ensure your board has determined a unifying and engaging vision for your: </li></ul><ul><ul><li>Market </li></ul></ul><ul><ul><li>Products </li></ul></ul><ul><ul><li>Customers </li></ul></ul><ul><ul><li>Employees </li></ul></ul><ul><li>Turn this vision into a strap line and communicate it as often as possible </li></ul><ul><li>Link your Vision, Mission and Values to performance measurement and pay </li></ul>Talent Transformations, Ltd.
  3. 3. Your Mission Statement <ul><li>Develop an exciting and actionable mantra for everyone to follow </li></ul><ul><li>Test it for style, engagement, excitability on your marketing company </li></ul><ul><li>Build it into your internal and external communications (quarterly meetings, letterhead, email, posters) </li></ul><ul><li>Make sure everyone is delivering to that mission </li></ul>Talent Transformations, Ltd.
  4. 4. 100 Best Companies to Work For Criteria <ul><li>“ A place where employees trust the people they work for, have pride in what they do and enjoy the people they work with” </li></ul><ul><li>Measurement is: </li></ul><ul><ul><li>Relationship between employees and management </li></ul></ul><ul><ul><li>Relationship between employees and their jobs/company </li></ul></ul><ul><ul><li>Relationship between employees and other employees </li></ul></ul><ul><li>5 areas make up the model for Employer of Choice Elements: </li></ul><ul><ul><li>Credibility </li></ul></ul><ul><ul><li>Respect </li></ul></ul><ul><ul><li>Fairness </li></ul></ul><ul><ul><li>Pride </li></ul></ul><ul><ul><li>Camaraderie </li></ul></ul>Talent Transformations, Ltd.
  5. 5. Credibility <ul><li>Communications are open and accessible to all employees </li></ul><ul><li>Competence in coordinating human and material resources </li></ul><ul><li>Integrity in carrying out vision with consistency </li></ul><ul><li>“ Managers regularly communicate with employees about the company’s direction, and plans and solicits their ideas. People and resources are coordinated efficiently and effectively so that employees know how their work relates to the company’s goals. The integrity of management brings to the business – Words must be followed by actions.” </li></ul>Talent Transformations, Ltd.
  6. 6. Respect <ul><li>Supporting professional development and showing appreciation </li></ul><ul><li>Collaboration with employees on relevant decisions </li></ul><ul><li>Caring for employees as individuals with personal lives </li></ul><ul><li>“ Providing employees with the equipment, resources and training to do their job. Appreciating good work and effort. Reaching out to employees and making them partners in the company’s activities, fostering a spirit of collaboration across departments and creating a safe and healthy work environment. Work/life balance is a practice not a slogan.” </li></ul>Talent Transformations, Ltd.
  7. 7. Fairness <ul><li>Equity – balanced treated for all in terms of rewards </li></ul><ul><li>Impartiality – absence of favouritism in hiring and promotions </li></ul><ul><li>Justice – lack of discrimination and process for appeals </li></ul><ul><li>“ Economic success is shared equitably through compensation and benefit programmes. Everybody receives equitable opportunity for recognition. Decisions on hiring and promotions are made impartially and the workplace seeks to free itself of discrimination with clear processes for appealing and adjudicating disputes. To be fair you must be just.” </li></ul>Talent Transformations, Ltd.
  8. 8. Pride and Camaraderie <ul><li>Pride: </li></ul><ul><ul><li>In personal job, individual contributions </li></ul></ul><ul><ul><li>In work produced by one’s team or work group </li></ul></ul><ul><ul><li>In the organization’s products and standing in the community </li></ul></ul><ul><li>Camaraderie: </li></ul><ul><ul><li>Ability to be oneself </li></ul></ul><ul><ul><li>Socially friendly and welcoming atmosphere </li></ul></ul><ul><ul><li>Sense of ‘family’ or ‘team’ </li></ul></ul><ul><li>“ As a company becomes ‘Great’ the division between management and employees fades and the workplace becomes a community. All employees take pride in their job, team and the company. They feel they can be themselves at work and they celebrate the successes of their peers and cooperate with others within the organisation. They take pleasure in their work and the people they work with. They want to stay around for their careers.” </li></ul>Talent Transformations, Ltd.
  9. 9. Additional EOC Elements to Consider <ul><li>Holiday is typically 25 days minimum with option to purchase up to 31 </li></ul><ul><li>Pensions doubled by employer contributions </li></ul><ul><li>Maternity Leave is 10 weeks fully pay, up to 18 based on LOS with Return to Work bonuses </li></ul><ul><li>Training & Development is engrained with PDP linkage </li></ul><ul><li>Leadership is a critical area of development and focus for all employees </li></ul><ul><li>Flexible work arrangements are fostered and supported </li></ul>Talent Transformations, Ltd.
  10. 10. Mind – Body - Spirit <ul><li>‘ People who say they work in a great organisation put it down to a knowledge that they know what's going on and how they fit into the bigger picture, and a sense that their contribution is valued and makes a difference. All of this adds up to a sense of opportunity, achievement and excitement.’ </li></ul><ul><li>( www.greatplacetowork.co.uk ) </li></ul>Talent Transformations, Ltd.
  11. 11. Improving Total Rewards is The Key Talent Transformations, Ltd. <ul><li>PAY </li></ul><ul><li>Base Pay </li></ul><ul><li>Annual Bonus </li></ul><ul><li>Commission </li></ul><ul><li>LTIP (Long Term Incentive Plan) </li></ul><ul><li>Shares </li></ul><ul><li>Profit Sharing </li></ul><ul><li>BENEFITS </li></ul><ul><li>Pension </li></ul><ul><li>Healthcare </li></ul><ul><li>Life Insurance </li></ul><ul><li>Holidays </li></ul><ul><li>Perks </li></ul><ul><li>TRAINING & DEVELOPMENT </li></ul><ul><li>Performance Management </li></ul><ul><li>Career development </li></ul><ul><li>Training </li></ul><ul><li>Succession planning </li></ul><ul><li>Leadership/Management Training </li></ul><ul><li>ENVIRONMENT </li></ul><ul><li>Organisational Culture </li></ul><ul><li>Leadership </li></ul><ul><li>Physical Environment </li></ul><ul><li>Communication </li></ul><ul><li>Involvement </li></ul><ul><li>Work-Life Balance </li></ul>
  12. 12. 10 Top Critical Areas of Focus <ul><li>Select – Recruitment Strategy and Execution Excellence </li></ul><ul><li>Engage – Innovative On-Boarding and Acclimation </li></ul><ul><li>Connect – Employee Satisfaction Survey </li></ul><ul><li>Exceed – Performance Measurement/Development </li></ul><ul><li>Reward – Compensation & Benefits </li></ul><ul><li>Achieve – Employee Recognition </li></ul><ul><li>Progress – Learning & Development </li></ul><ul><li>Advance – Internal Employee Mobility </li></ul><ul><li>Control – Management Training </li></ul><ul><li>Lead – Leadership Development </li></ul>Talent Transformations, Ltd.
  13. 13. Pay <ul><li>Use a proven compensation benchmarking methodology to define compensation structure, then provide targeted benchmarking </li></ul><ul><li>Develop global compensation policy, establish competitive compensation ranges, communicate and manage through secure systems </li></ul><ul><li>Bring compensation in line with key candidate sources </li></ul><ul><li>Review additional enhancements to compensation such as employee ownership through stock plans </li></ul><ul><li>Link corporate goals and revenue outcomes with performance ratings and individual achievement so the link is obvious </li></ul><ul><li>Communicate this transparently and ensure complete understanding with employees </li></ul><ul><li>Reward achievement quarterly if possible as the link becomes more relevant the more often it happens </li></ul>Talent Transformations, Ltd.
  14. 14. Training & Development <ul><li>Provide training in technical, professional and personal effectiveness via website training portals </li></ul><ul><li>Build and deliver leadership and management training curriculum for all levels of management </li></ul><ul><li>Create linkage to personal development plan process through performance management </li></ul><ul><li>Build stronger consensus and support through management – hold them accountable for the performance of their employees </li></ul><ul><li>Measure effectiveness of training through performance management process </li></ul><ul><li>Continue training needs analysis and update offerings cost effectively </li></ul>Talent Transformations, Ltd.
  15. 15. Benefits <ul><li>Review existing benefits being offered: </li></ul><ul><ul><li>Review costs </li></ul></ul><ul><ul><li>Review applicability to populations </li></ul></ul><ul><ul><li>Review more attractive options, increased coverage </li></ul></ul><ul><ul><li>Review and deliver employee perks </li></ul></ul><ul><ul><li>Stay competitive where possible with our industry </li></ul></ul><ul><ul><li>Benchmark companies from which we hire </li></ul></ul>Talent Transformations, Ltd.
  16. 16. Environment <ul><li>Organisational Culture </li></ul><ul><ul><li>Focus on Performance and Learning </li></ul></ul><ul><li>Leadership </li></ul><ul><ul><li>Radically improve leadership acumen </li></ul></ul><ul><li>Work/Life Balance </li></ul><ul><ul><li>Review existing conditions and improve (ask employees) </li></ul></ul><ul><li>Physical Environment </li></ul><ul><ul><li>Improve facilities where costs allow </li></ul></ul><ul><li>Communication </li></ul><ul><ul><li>Radically improve the amount and methods of communication </li></ul></ul><ul><li>Involvement </li></ul><ul><ul><li>Seek employee integration and participation in company direction </li></ul></ul>Talent Transformations, Ltd.
  17. 17. Leadership <ul><li>Train, develop and deliver much stronger management and leadership throughout your organisation </li></ul><ul><li>Build curriculum for all managers as consistency is critical </li></ul><ul><li>Incorporate leadership mentoring as a core discipline </li></ul><ul><li>Incorporation of Level-5 leadership competencies in all recruitment/promotion </li></ul>Talent Transformations, Ltd.
  18. 18. Culture of Performance & Learning <ul><li>Performance rating linkage to rewards and overall compensation </li></ul><ul><li>Personal Development Plan process drives learning culture, importance of developing over time personally and professionally </li></ul><ul><li>Internal promotions driven by performance in role, not seniority or off-the-cuff decisions </li></ul><ul><li>Recognition programs highlight strongest efforts and performers – be loud and proud! </li></ul><ul><li>Succession planning drives future of business </li></ul>Talent Transformations, Ltd.
  19. 19. Communication <ul><li>Monthly newsletter – Employee briefing on benefits for them, learning opportunities and positive change in the business </li></ul><ul><li>Drive messaging around company direction and focus </li></ul><ul><li>Everybody Sells – get the mission rolling! </li></ul><ul><li>Weekly leadership “briefs” to all employees regarding organisational changes occurring </li></ul><ul><li>Monthly employee highlights to keep your company a small, familiar village – keep engagement and connectivity high </li></ul><ul><li>Encourage two way communication as core discipline </li></ul>Talent Transformations, Ltd.
  20. 20. Key Risks to EOC Initiatives <ul><li>Retention of key utility players, top performers & best leaders </li></ul><ul><li>Communication must be enhanced throughout company </li></ul><ul><li>Maintaining an exciting - growth oriented culture </li></ul><ul><li>Stabilisation & optimisation of the existing operating environment and team (with so many change initiatives occurring around us) </li></ul><ul><li>Enabling margin attainment through managing people costs intelligently </li></ul><ul><li>Remaining fiscally responsible while building well defined and competitive “Total Rewards” strategy </li></ul><ul><li>Linking the entire Employee Experience together seamlessly </li></ul>Talent Transformations, Ltd.
  21. 21. Building a Culture of Excellence <ul><li>Ensure attraction & retention of top talent </li></ul><ul><li>Increase employee production in Sales, Provisioning, Technology </li></ul><ul><li>Reduce hiring costs and increase faster hiring times </li></ul><ul><li>Improve morale and employee empowerment, involvement, commitment </li></ul><ul><li>Manage compensation practices knowledgeably </li></ul><ul><li>Linkage of competency models, performance, pay, promotion </li></ul><ul><li>Significant risk reduction and increased optimisation/stabilisation of business </li></ul><ul><li>Vast improvement in Management/Leadership acumen </li></ul><ul><li>Improve communications throughout all levels of business </li></ul><ul><li>Keep fun and engagement in the employment experience </li></ul>Talent Transformations, Ltd.

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