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Iia 2009 International Conference Securing Global Talent Mary Anne Burke

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Iia 2009 International Conference Securing Global Talent Mary Anne Burke

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

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