Goals of the deck:
- Present key HR trends–analystsand personal opinions, not all inclusive list, but certainly important things to consider
- Special focus –leadership, motivation, mobility. In motivation will see what business can learn from Olympic champions
- Show some cases
Executive Summary
- To succeed organizations need to be UNIQUE and think as a START UP
- This requires Leaders(leaders ≠ managers) and distributed authority system
- Traditional motivation do not work. Comparing employees btw themselves and selecting “the best employee of the month/year”humiliates and demotivates.Personalized assessment and motivation –based on exact person skills and development goals -is a need
- “Work Life Flexibility” replaces “Work-Life” balance, Mobility is a great helper in management
- Modern HR needs technologies
The document discusses principles of a world class organization, focusing on the importance of emotional intelligence (EI) and emotional commitment. It defines EI and explains that research shows EI accounts for about 67% of productivity differences between individuals, compared to only 33% from technical skills. High EI is linked to better leadership, management and employee performance. Developing EI competencies like self-awareness and social skills is important for organizational success.
There is a stereotype that Asian companies do not innovate — they only imitate. In fact, they are innovating in interesting and impactful ways that companies all over the world would do well to learn from and emulate. Top companies have developed leadership brands focused on building leadership capabilities to drive business results. They articulate clear business cases for leadership, define competency models, assess individuals and organizations, invest differently in development, use metrics, and promote their reputation for leadership. While Asian companies show strengths, some can improve areas like metrics, accountability, and diversity.
This document discusses how to rebuild a leadership pipeline by spotting talent early. It notes that many new executives fail within their first few years, and companies often fail to properly assess organizational fit. To improve, companies should assess fit as well as skills. They should understand their culture, leadership needs, and what styles historically fit. By constantly scanning for potential leaders and developing them early, companies can rebuild their pipelines to find the right talent.
This document outlines the six key elements that Jim Collins identified as being common among companies that went from good to great:
1. Level 5 Leadership - Leaders who are modest, driven, and focus on the success of the company over their own ego.
2. First Who, Then What - Ensuring the right people are in leadership positions before deciding on strategies and goals.
3. Confront the Brutal Facts - Facing the current reality of the company's performance, both successes and failures.
4. The Hedgehog Concept - Having a simple, clear understanding of what the company excels at and should focus on.
5. A Culture of Discipline - Maintaining
The article summarizes the results of a study that ranked the top 40 companies for leadership development. Procter & Gamble ranked first due to its CEO's commitment to leadership development and focus on growing talent internally. Other top companies included IBM, General Electric, 3M, and Southwest Airlines. The study evaluated companies based on factors like formal leadership programs, CEO involvement, internal hiring, and financial performance. It found some differences between public and private companies in priorities and challenges for leadership development. A separate list highlighted the top 10 private companies for developing leaders.
3 Leadership Frameworks are presented (Leadership Styles; Authentic Leadership; and Cynefin) with applications on to 4 different leaders bearing in mind coaching within the 3 domains of leadership (the challenge leaders need to tackle; the context leaders operate in; and what the leaders bring into the equation).
Youtube presentation: http://www.youtube.com/watch?v=r-NI5jyzX7U
This was my assignment in my Leadership and Organisational Coaching module.
Executive Summary
- To succeed organizations need to be UNIQUE and think as a START UP
- This requires Leaders(leaders ≠ managers) and distributed authority system
- Traditional motivation do not work. Comparing employees btw themselves and selecting “the best employee of the month/year”humiliates and demotivates.Personalized assessment and motivation –based on exact person skills and development goals -is a need
- “Work Life Flexibility” replaces “Work-Life” balance, Mobility is a great helper in management
- Modern HR needs technologies
The document discusses principles of a world class organization, focusing on the importance of emotional intelligence (EI) and emotional commitment. It defines EI and explains that research shows EI accounts for about 67% of productivity differences between individuals, compared to only 33% from technical skills. High EI is linked to better leadership, management and employee performance. Developing EI competencies like self-awareness and social skills is important for organizational success.
There is a stereotype that Asian companies do not innovate — they only imitate. In fact, they are innovating in interesting and impactful ways that companies all over the world would do well to learn from and emulate. Top companies have developed leadership brands focused on building leadership capabilities to drive business results. They articulate clear business cases for leadership, define competency models, assess individuals and organizations, invest differently in development, use metrics, and promote their reputation for leadership. While Asian companies show strengths, some can improve areas like metrics, accountability, and diversity.
This document discusses how to rebuild a leadership pipeline by spotting talent early. It notes that many new executives fail within their first few years, and companies often fail to properly assess organizational fit. To improve, companies should assess fit as well as skills. They should understand their culture, leadership needs, and what styles historically fit. By constantly scanning for potential leaders and developing them early, companies can rebuild their pipelines to find the right talent.
This document outlines the six key elements that Jim Collins identified as being common among companies that went from good to great:
1. Level 5 Leadership - Leaders who are modest, driven, and focus on the success of the company over their own ego.
2. First Who, Then What - Ensuring the right people are in leadership positions before deciding on strategies and goals.
3. Confront the Brutal Facts - Facing the current reality of the company's performance, both successes and failures.
4. The Hedgehog Concept - Having a simple, clear understanding of what the company excels at and should focus on.
5. A Culture of Discipline - Maintaining
The article summarizes the results of a study that ranked the top 40 companies for leadership development. Procter & Gamble ranked first due to its CEO's commitment to leadership development and focus on growing talent internally. Other top companies included IBM, General Electric, 3M, and Southwest Airlines. The study evaluated companies based on factors like formal leadership programs, CEO involvement, internal hiring, and financial performance. It found some differences between public and private companies in priorities and challenges for leadership development. A separate list highlighted the top 10 private companies for developing leaders.
3 Leadership Frameworks are presented (Leadership Styles; Authentic Leadership; and Cynefin) with applications on to 4 different leaders bearing in mind coaching within the 3 domains of leadership (the challenge leaders need to tackle; the context leaders operate in; and what the leaders bring into the equation).
Youtube presentation: http://www.youtube.com/watch?v=r-NI5jyzX7U
This was my assignment in my Leadership and Organisational Coaching module.
CEO Succession - Five Steps to Best Practice - May 2016Jason Johnson
The document outlines a five-step best practice process for CEO succession:
1. The board develops a profile for the ideal future CEO based on the company's strategy.
2. Internal and external candidates are objectively assessed against this profile.
3. High-potential internal candidates have development plans to close any gaps.
4. The board conducts due diligence and selects from internal and external shortlists.
5. The new CEO receives an onboarding process to ensure a successful transition.
Four Future Trends in Leadership Developmentnickpetrie
The environment that leaders operate in is changing so fast that the methods being used to develop them is not keeping pace. This session is based on a one year research project at Harvard focused on the question, 'What will the future of leadership development look like?'
In this session your organization will learn how to design and deliver leadership programs that equip leaders with the skills they need for an increasingly complex world. Topics to be addressed include:
- The emerging challenges for leaders in the workplace
- The skills and capacities needed by leaders to meet these challenges
- The four trends shaping the future of leadership development
- They key principals for the design of future leadership programs
Here are the key lessons learned from this chapter on mergers and acquisitions:
- Cultural fit is as important as strategic fit when merging companies. The cultures need to be aligned.
- Integration of the acquired company needs to happen quickly, within 90 days, to avoid conflicts from different management strategies.
- Don't assume the acquired company's management is inferior - place talent managers where they fit best.
- Avoid spending too much to purchase a company that may never be paid off.
- Both accepting and resisting individuals from the acquired company should be considered based on their skills, not just their view of change.
This document summarizes a Q&A with Michael Beer about high commitment, high performance (HCHP) organizations. Beer discusses three key things that differentiate HCHP firms: 1) they achieve performance and psychological alignment while enabling learning and change, 2) they are led by principled leaders focused on multiple stakeholders, not just shareholders, and 3) they institutionalize systems for honest, collective conversations to facilitate learning and avoid rigidities. While desirable, few companies exhibit these qualities due to poor leadership that fails to engage employees and address "silent barriers" to commitment, performance, and change.
Book review building leadership pipeline (ram charan, drotter and noel) by mr...Mrinal Krant
The document summarizes key points from the book "How to Build the Leadership-Powered Company" by Ram Charan, Stephen Drotter, and James Noel. It discusses performance portraits that identify an employee's current performance and growth potential. It also discusses the leadership pipeline model, which involves six transitions as employees take on new levels of responsibility. At each transition, employees must shift their skills, time application, and work values to meet the demands of their new role. Maintaining this pipeline is important for succession planning and continued leadership development within an organization.
The document discusses how organizational agility is important for anticipating and adapting to rapid changes in today's business environment. It introduces the Agile Model developed by Agility Consulting, which provides a framework for key agility processes like anticipating change, generating confidence, initiating action, liberating thinking, and evaluating results. The document then discusses how food company Land O'Frost used the Agile Model to assess its agility, align improvement plans across departments, and better execute its strategy in a faster changing market.
The document discusses developing leadership agility as a business imperative. It notes that volatile, uncertain, complex, and ambiguous conditions require leaders to become more focused, fast, and flexible. Research shows that agile companies have significantly better financial performance than average companies. The document promotes developing leadership agility through assessments, coaching, scenarios, and reinforcing an agile culture.
Book Summary of Execution : The Discipline of Getting Things DoneChandra Kopparapu
The book titled Execution: The Discipline of Getting Things Done by Lawrence Bossidy and Ram Charan is an examination of what it takes for companies to succeed through strategies, processes, leadership and ultimately, execution. It is this which sets successful companies apart from those that fail. It was reported that nearly 25% of the fortune 500 CEO’s failed to execute the Business Strategy.
This document discusses transforming a 100-year-old financial institution to create organizational agility in a rapidly changing world. It summarizes:
1) The challenges of helping traditional banking institutions built for long-term success transform for a second century of turbulence and uncertainty.
2) How M&F Bank, founded in 1907, engaged all stakeholders including employees and customers to create a new strategic vision and roadmap through strategy maps and growth initiatives.
3) The solutions implemented including conducting an Agility Audit to identify strengths and obstacles, and workshops to build the key drivers of anticipating change, generating confidence, liberating thinking, and evaluating results across people, processes, and technology.
This document provides an overview of a workshop on developing strategic agility. It begins with a quote about the importance of agility and then provides details about the workshop, including its modules which cover topics like anticipating change, generating confidence, and evaluating results. The workshop is designed to be highly interactive and teach participants how to apply the Agile Model, which defines five drivers of agility: anticipating change, generating confidence, initiating action, liberating thinking, and evaluating results. Attendees will learn strategies and tools to help their organizations navigate turbulence through increased flexibility and adaptability.
The book provides Jack Welch's guidelines for business success drawing from his experiences turning around GE. It covers developing a clear mission and values, hiring the right people, driving change, dealing with crises and competition. Welch emphasizes the need for candor, differentiating performance, and constantly challenging the status quo to win in the marketplace. The book aims to help readers succeed in their careers and companies.
Big Dutchman MDP Presentation Slides - Becoming the Best in the WorldRoshan Thiran
This document discusses insights on becoming a world-class leader in the 21st century. It suggests that both organizational and individual constraints can prevent organizations and people from achieving their full potential. On an organizational level, constraints may include outdated business models, poor leadership, inefficient processes, and unhealthy cultures. On an individual level, constraints include limiting beliefs and an unwillingness to endure the discomfort of learning. To overcome these constraints, the document recommends seeking new experiences, actively soliciting feedback, and continuously developing new skills. The path to becoming the best requires addressing constraints, learning from the past, and taking action to improve.
1) The most pressing HR challenge for organizations in 2012 is a lack of high-potential leaders, according to 31% of respondents. Additionally, 23% cited a shortage of talent at all levels.
2) Lean times have made it difficult for organizations to recruit, retain, and develop future leaders. Companies are also concerned about retaining top talent and losing them to other opportunities.
3) HR leaders must work with senior leaders to address concerns about leadership pipelines and retention by focusing on employee engagement, motivation, and career development.
1. According to a study, leaders learned more about leadership from real work and life experiences than from formal leadership programs like MBAs, which helped them become more technically competent but did little to teach fundamental lessons or how to learn from experiences.
2. An experience-based approach to leadership development knits together on-the-job experience, life experience, and specific skill development, rather than a smorgasbord of unrelated classes.
3. This experience-based method can be adapted to people at all career stages and an organization's changing needs in complex environments.
High potential leaders, or HIPOs, are crucial for helping businesses adapt and thrive in the digital age. They must be able to identify new opportunities and mobilize organizations through change. This document discusses the skills HIPOs need, including managing time well, focusing on priorities, developing others, executing on big ideas, and understanding customers, competitors and the broader environment. It provides advice on how HIPOs can continually expand their skills and take on larger roles.
Corporate values articulate what guides an organization’s behavior and decision making. They can boost innovation, productivity, and credibility, and help deliver thereby sustainable competitive advantage. However, a look at typical statements of corporate values suggests much work remains to be done before organizations draw real benefits from them.
Executive Summary|CEO Summit by Manager Todayijaznisar
The document summarizes a CEO summit event held in 2011 at the Royal Palm Golf & Country Club in Lahore, Pakistan. Over 500 professionals and business leaders attended the event, which focused on developing future leaders, managers, and entrepreneurs. Key discussion areas included developing emotionally intelligent leaders, transformational leadership, managing change in crisis, women as leaders, organizational development and corporate culture, talent management, and employer branding. Several speakers presented on topics related to leadership, entrepreneurship, change management, and human resources.
Foster Wheeler, a global engineering and construction company, recognized the need for a consistent approach to developing leadership talent worldwide. They partnered with DDI to design customized assessments for senior leaders and launched Learning to Lead, a frontline leadership program using DDI's Interaction Management courses. Delivered globally by internal facilitators, Learning to Lead improved leadership skills and behaviors for over 1,500 leaders, as shown in surveys. Senior leader support helped reinforce the new skills and make leadership development a business priority. The flexible, locally-implemented approach ensured relevance across business units.
The HR trend Institute detects, follows and encourages smart and creative use of trends in the field of people and organization, and also in adjacent areas. This pack gives some examples of how current trends are used in the domain of people and organization.
CEO Succession - Five Steps to Best Practice - May 2016Jason Johnson
The document outlines a five-step best practice process for CEO succession:
1. The board develops a profile for the ideal future CEO based on the company's strategy.
2. Internal and external candidates are objectively assessed against this profile.
3. High-potential internal candidates have development plans to close any gaps.
4. The board conducts due diligence and selects from internal and external shortlists.
5. The new CEO receives an onboarding process to ensure a successful transition.
Four Future Trends in Leadership Developmentnickpetrie
The environment that leaders operate in is changing so fast that the methods being used to develop them is not keeping pace. This session is based on a one year research project at Harvard focused on the question, 'What will the future of leadership development look like?'
In this session your organization will learn how to design and deliver leadership programs that equip leaders with the skills they need for an increasingly complex world. Topics to be addressed include:
- The emerging challenges for leaders in the workplace
- The skills and capacities needed by leaders to meet these challenges
- The four trends shaping the future of leadership development
- They key principals for the design of future leadership programs
Here are the key lessons learned from this chapter on mergers and acquisitions:
- Cultural fit is as important as strategic fit when merging companies. The cultures need to be aligned.
- Integration of the acquired company needs to happen quickly, within 90 days, to avoid conflicts from different management strategies.
- Don't assume the acquired company's management is inferior - place talent managers where they fit best.
- Avoid spending too much to purchase a company that may never be paid off.
- Both accepting and resisting individuals from the acquired company should be considered based on their skills, not just their view of change.
This document summarizes a Q&A with Michael Beer about high commitment, high performance (HCHP) organizations. Beer discusses three key things that differentiate HCHP firms: 1) they achieve performance and psychological alignment while enabling learning and change, 2) they are led by principled leaders focused on multiple stakeholders, not just shareholders, and 3) they institutionalize systems for honest, collective conversations to facilitate learning and avoid rigidities. While desirable, few companies exhibit these qualities due to poor leadership that fails to engage employees and address "silent barriers" to commitment, performance, and change.
Book review building leadership pipeline (ram charan, drotter and noel) by mr...Mrinal Krant
The document summarizes key points from the book "How to Build the Leadership-Powered Company" by Ram Charan, Stephen Drotter, and James Noel. It discusses performance portraits that identify an employee's current performance and growth potential. It also discusses the leadership pipeline model, which involves six transitions as employees take on new levels of responsibility. At each transition, employees must shift their skills, time application, and work values to meet the demands of their new role. Maintaining this pipeline is important for succession planning and continued leadership development within an organization.
The document discusses how organizational agility is important for anticipating and adapting to rapid changes in today's business environment. It introduces the Agile Model developed by Agility Consulting, which provides a framework for key agility processes like anticipating change, generating confidence, initiating action, liberating thinking, and evaluating results. The document then discusses how food company Land O'Frost used the Agile Model to assess its agility, align improvement plans across departments, and better execute its strategy in a faster changing market.
The document discusses developing leadership agility as a business imperative. It notes that volatile, uncertain, complex, and ambiguous conditions require leaders to become more focused, fast, and flexible. Research shows that agile companies have significantly better financial performance than average companies. The document promotes developing leadership agility through assessments, coaching, scenarios, and reinforcing an agile culture.
Book Summary of Execution : The Discipline of Getting Things DoneChandra Kopparapu
The book titled Execution: The Discipline of Getting Things Done by Lawrence Bossidy and Ram Charan is an examination of what it takes for companies to succeed through strategies, processes, leadership and ultimately, execution. It is this which sets successful companies apart from those that fail. It was reported that nearly 25% of the fortune 500 CEO’s failed to execute the Business Strategy.
This document discusses transforming a 100-year-old financial institution to create organizational agility in a rapidly changing world. It summarizes:
1) The challenges of helping traditional banking institutions built for long-term success transform for a second century of turbulence and uncertainty.
2) How M&F Bank, founded in 1907, engaged all stakeholders including employees and customers to create a new strategic vision and roadmap through strategy maps and growth initiatives.
3) The solutions implemented including conducting an Agility Audit to identify strengths and obstacles, and workshops to build the key drivers of anticipating change, generating confidence, liberating thinking, and evaluating results across people, processes, and technology.
This document provides an overview of a workshop on developing strategic agility. It begins with a quote about the importance of agility and then provides details about the workshop, including its modules which cover topics like anticipating change, generating confidence, and evaluating results. The workshop is designed to be highly interactive and teach participants how to apply the Agile Model, which defines five drivers of agility: anticipating change, generating confidence, initiating action, liberating thinking, and evaluating results. Attendees will learn strategies and tools to help their organizations navigate turbulence through increased flexibility and adaptability.
The book provides Jack Welch's guidelines for business success drawing from his experiences turning around GE. It covers developing a clear mission and values, hiring the right people, driving change, dealing with crises and competition. Welch emphasizes the need for candor, differentiating performance, and constantly challenging the status quo to win in the marketplace. The book aims to help readers succeed in their careers and companies.
Big Dutchman MDP Presentation Slides - Becoming the Best in the WorldRoshan Thiran
This document discusses insights on becoming a world-class leader in the 21st century. It suggests that both organizational and individual constraints can prevent organizations and people from achieving their full potential. On an organizational level, constraints may include outdated business models, poor leadership, inefficient processes, and unhealthy cultures. On an individual level, constraints include limiting beliefs and an unwillingness to endure the discomfort of learning. To overcome these constraints, the document recommends seeking new experiences, actively soliciting feedback, and continuously developing new skills. The path to becoming the best requires addressing constraints, learning from the past, and taking action to improve.
1) The most pressing HR challenge for organizations in 2012 is a lack of high-potential leaders, according to 31% of respondents. Additionally, 23% cited a shortage of talent at all levels.
2) Lean times have made it difficult for organizations to recruit, retain, and develop future leaders. Companies are also concerned about retaining top talent and losing them to other opportunities.
3) HR leaders must work with senior leaders to address concerns about leadership pipelines and retention by focusing on employee engagement, motivation, and career development.
1. According to a study, leaders learned more about leadership from real work and life experiences than from formal leadership programs like MBAs, which helped them become more technically competent but did little to teach fundamental lessons or how to learn from experiences.
2. An experience-based approach to leadership development knits together on-the-job experience, life experience, and specific skill development, rather than a smorgasbord of unrelated classes.
3. This experience-based method can be adapted to people at all career stages and an organization's changing needs in complex environments.
High potential leaders, or HIPOs, are crucial for helping businesses adapt and thrive in the digital age. They must be able to identify new opportunities and mobilize organizations through change. This document discusses the skills HIPOs need, including managing time well, focusing on priorities, developing others, executing on big ideas, and understanding customers, competitors and the broader environment. It provides advice on how HIPOs can continually expand their skills and take on larger roles.
Corporate values articulate what guides an organization’s behavior and decision making. They can boost innovation, productivity, and credibility, and help deliver thereby sustainable competitive advantage. However, a look at typical statements of corporate values suggests much work remains to be done before organizations draw real benefits from them.
Executive Summary|CEO Summit by Manager Todayijaznisar
The document summarizes a CEO summit event held in 2011 at the Royal Palm Golf & Country Club in Lahore, Pakistan. Over 500 professionals and business leaders attended the event, which focused on developing future leaders, managers, and entrepreneurs. Key discussion areas included developing emotionally intelligent leaders, transformational leadership, managing change in crisis, women as leaders, organizational development and corporate culture, talent management, and employer branding. Several speakers presented on topics related to leadership, entrepreneurship, change management, and human resources.
Foster Wheeler, a global engineering and construction company, recognized the need for a consistent approach to developing leadership talent worldwide. They partnered with DDI to design customized assessments for senior leaders and launched Learning to Lead, a frontline leadership program using DDI's Interaction Management courses. Delivered globally by internal facilitators, Learning to Lead improved leadership skills and behaviors for over 1,500 leaders, as shown in surveys. Senior leader support helped reinforce the new skills and make leadership development a business priority. The flexible, locally-implemented approach ensured relevance across business units.
The HR trend Institute detects, follows and encourages smart and creative use of trends in the field of people and organization, and also in adjacent areas. This pack gives some examples of how current trends are used in the domain of people and organization.
Summary of key HR trends for 2016 including continuous performance management, digital workforce, analytics, evolution of management thinking, simplifying HR, flexibility and extensibility in total workforce management, appification of HR, intelligent services.
Short overview of global HR trends presented by Deloitte University Press in March 2016. Future is here, you just need to learn how to work in it and be successful.
With frequent changing technology and its consumption pattern, businesses are facing challenges to keep up with the pace of changing work trends while making themselves adaptable, forward looking and solution oriented as possible.
As per the latest Human Capital Trends organizations requires dramatic changes in strategy for talent recruitment and retention, leadership and most of all making the organizations culture more open and adaptable along with keeping global workforces engaged, motivated and committed to their workplace
On November 17, 2016, Tom Haak of the HR Trend Institute gave a presentation at the Big Data week of the Dutch Province of Gelderland. These are the slides he used.
This document discusses trends for the future of HR and strategies for HR to tackle challenges. It outlines how the role of HR has evolved from social welfare and protection to strategic partner. It argues that customer and employee experience should be focal points for business strategies. The document proposes that HR can design meaningful employee experiences by focusing on interaction, messages, work systems, guidance and appreciation. This practice of employee experience design can position HR as a strategic function.
On November 24, 2016, Tom Haak of the HR Trend Institute, gave a presentation about HR Trends to students of the University of Applied Sciences Utrecht. These are the slides he used.
This document discusses top talent trends for 2017 according to a fictitious futurist. It claims convergence of recruiting and HR technology will continue, retention is as important as recruiting, and AI will increasingly be used for real tasks like analyzing networks and identifying internal influence. However, much of the information is made up or not supported by credible sources. The document is intended as a comedic take on talent trends rather than a serious forecast.
The document discusses predictions from 60 global HR experts on the top HR trends to expect in 2016. It shares summaries from experts on topics like talent management, leadership, employee engagement, and more. The experts predict that talent management, data-driven recruiting, tailored development, and workforce agility will be important. They also discuss trends in leadership like emotional intelligence, performance management changes, and benefit corporations. For employee engagement, experts suggest keeping HR simple, using predictive analytics, and focusing on continuous skills development.
This document provides an overview of principles for creating a world class organization. It discusses the importance of employee satisfaction, emotional intelligence, corporate culture, and key performance drivers. The presentation aims to inform readers on how to improve their workplace and empower stakeholders to enable meaningful change. It outlines six critical imperatives including employee satisfaction, customer service, profitability, size, economy of scale, and market value that drive leadership insight. Statistical methods are used to identify factors that correlate and can predict financial performance.
This document discusses leadership skills needed for an effective ophthalmic practice. It covers assessing organizational culture, hiring the right employees, continuing education, and leadership styles. The key areas of managing an ophthalmic practice include organizational culture, hiring techniques, tailoring continuing education, and different leadership theories and styles. Effective leaders can adapt their style to meet the needs of their employees and organization.
Valetta Wright, Corporate Training Manager for WCA Waste Corporation, shares best practices for identifying and developing the top leaders in any organization.
It is one of the training module for the students of Entrepreneur ship Development at Anna University- CLRI. It covers very important topics of Recuiting training,motivating,reviewing,rewarding along with Leadership development. It also covers the Safety and Regulations ( as applicable in India).
This document discusses various aspects of human resource management for entrepreneurship development, including business strategy, manpower planning, recruitment, training and development, performance management, reward management, and leadership development. It addresses skill set analysis, recruitment sources, the selection process, training objectives and methods, remuneration, performance appraisal, and safety regulations. Leadership characteristics like being credible, accountable, and focusing on empowering others are emphasized.
Sports management requires respecting traditions while managing current challenges and leading the organization into the future. The top tips for sports management are to respect the past culture, manage present needs through best practices and crisis management, and lead the future by taking risks and creating a unique identity. Success also requires succession planning, maintaining high professional standards, recruiting and retaining the right people, clarifying roles and responsibilities, committing to continuous improvement, and focusing on sustainable success rather than relying on performance cycles.
There is a big problem in many companies today where employees feel unfulfilled and dissatisfied. A study found that understanding one's natural talents ("what"), motivations ("why"), and preferred work style ("how") is key to peak performance. Companies need manager coaches to help employees achieve higher self-awareness and authenticity to better understand themselves and modify their roles accordingly. This leads to increased engagement, performance and profits for both the employee and company.
Reinventing Your Business By Reinventing Your Talentmatt_stencil
The document discusses the importance of reinventing a business's talent strategy for continued success. It recommends that CEOs assess current leadership talent, align key positions with a talent management program, systematically develop internal leadership, and determine the appropriate mix of internal promotion versus external hiring. Reinventing a business's talent is essential to also reinventing the business as customer and market needs change over time.
This document discusses key concepts of leadership including:
1. The four functions of management are planning, organizing, leading, and controlling. Effective planning sets goals and strategies to achieve objectives.
2. Different leadership styles exist depending on the situation, including styles focused on tasks versus people. Situational leadership adapts to different situations.
3. Effective leaders inspire and motivate followers, create other leaders, and take action rather than just planning. Good leadership requires vision, engagement, role modeling, and continuous improvement.
The document discusses competencies that are critical for CEO success as identified by interviews with successful CEOs in the Research Triangle region of North Carolina. The top competencies included: knowing how to sell, organize resources, surround oneself with great people, bring out the best in others, embody trust and honesty, maintain commitment to vision, learn from mistakes, seek the best mentors, communicate effectively, listen well, make tough decisions, develop talent, and understand the difference between leadership and management. It recommends using behavioral interview questions focused on demonstrating past performance of these competencies to identify the best CEO candidates.
Greenberg_Higher Purpose for Organizational Performance_14_07_14Kenneth Greenberg
Kenneth Greenberg discusses how organizational leaders can infuse their culture with a strong sense of purpose to drive higher performance. He outlines a leadership framework consisting of 5 practices - inspire a shared vision, encourage the heart, model the way, challenge the process, and enable others to act - that can be used to align employee interests with the organizational purpose. Research shows purpose-driven companies significantly outperform peers across various financial metrics such as revenues, job growth, stock prices, and profits. Leaders who articulate a clear purpose and vision can motivate people to achieve extraordinary results.
The document discusses research showing a shift from manual labor to knowledge work. Peak business performance now relies more on intangible factors like intellectual property, brand, and human capital rather than balance sheet assets. Research identified self-awareness and authenticity as the key factors distinguishing high performers. To increase performance, organizations should develop flexibility, individuality, and better self-awareness in how they develop and utilize talent. Individuals should increase their understanding of their talents, motivations, and preferred work styles.
The document discusses strategy execution and outlines three key building blocks for effective execution: 1) The leader's seven essential behaviors which include knowing the business, insisting on realism, setting clear goals, following through, rewarding performance, coaching employees, and self-awareness. 2) Creating an execution culture by setting clear expectations, discussing how to achieve results, and rewarding results. 3) Having the right people in the right jobs by ensuring a robust people process that is linked to the strategic plan and focuses on leadership development, performance management, and succession planning. Effective execution also requires alignment between the strategy, people, and operational processes.
CIO Role - Challenges in Management and LeadershipCIO Vietnam
The document discusses the role and challenges of the Chief Information Officer (CIO) position. It covers topics like different CIO types (professional, executive, consultant, paratrooper), strengths-based management focusing on individuals' talents rather than weaknesses, and motivating employees. The presentation highlights that as a CIO, the biggest challenges are often outside of one's control and it's important to focus on developing oneself and one's team based on their strengths.
Executive coaching helps in making effective managers stronger. It is observed that various coaching strategies and strengths have helped coaches to produce winning athletes in severe intense situations. There are five keys to success that will not only help coaches but also impact team organizations in a positive manner.
1
Human Resources
Strategic Planning
HRM 329
Week 2
people and planning…what a great combination
- anonymous
Claremont Graduate University
School of Behavioral and Organizational Sciences
Human Resources Management
Question for discussion:
“Why do business leaders not see HR as KEY to
today’s people strategies?”
Some say HR is being pulled in two different directions.
One part of the future is a function that is focused on
administrative and operational efficiency, and the other is an
emerging people management function that may reside in
the HR department or in business operations.
- Patrick Kiger
Workforce Magazine, May 2015
Do you agree or disagree with the above quote?
Why so?
Introduction
The focal point is between Strategic Management and
Strategic Human Resource Management.
The fundamental focus and key question is:
“How should firms
effectively manage people
to support a selected organizational strategy,
leading to a competitive advantage based upon
the contributions made by the organizational
participants.”
Introduction
Definition
Strategic Human Resource Planning (SHRP) is a synergistic, systematic
process intersecting strategic management and human
resource management to bring about effective and satisfied
Human Capital for one’s organization.
Process
The SHRP process is pivotal for understanding how a firm effectively
manages people, to support one’s organizational strategy, and create a
competitive advantage.
Strategic Human Resources
2
A Visual Model for Strategic Human Resource Planning
Customer Needs
Determining the Org Climate
Fulfilling Human Capital Needs
Acquiring Human Capital
On-boarding Human Capital
Developing Human Capital
Retaining Human Capital
Metrics/Assessment
Key Strategies - Objectives - Allocation of Resources
Products, Programs, Services
Vision, Mission & Values
The
S
H
R
P
P
rocess
What does my organization say and do that truly demonstrates
people are a vital asset to our organization?
Does my organization have a clear vision, mission and set of values? …culture?
Does my organization regularly conduct SWOT or other analysis to identify the
opportunities and issues inside and outside our organization?
Does my organization first, as a whole and departmentally, set regular goals that
are adhered to?
Does my organization display a managerial attitude that the HR department is a
“vital evil”, “gets in the way”, is administratively and functionally necessary or ?
What are examples of the managerial attitudes, comments and actions
that support my thoughts? THIS IS KEY and overrides “LIP SERVICE.”
What do I believe is the “human capital value determination”factor for my
organization on a scale of 1 though 10?
Determining the Organizational Climate Towards Your Human Capital
Climate Survey – ABC Company Partial Sample Ralph Stayer and Johnsonville Sausage – Strategy Thoughts
3
Johnsonville Sausage…WHO?
Evidence-base.
1. Two large studies over 25 years surveyed over 1 million employees and found that talented employees need great managers and that how long an employee stays and their productivity is determined by their relationship with their immediate supervisor.
2. The book presents insights from great managers and found that they reject conventional wisdom. Instead of trying to fix weaknesses, they recognize that people are motivated differently and have their own styles. Great managers focus on drawing out employees' strengths rather than trying to change their inherent traits.
3. The studies developed 12 questions that measure strong workplaces and found a direct link between positive responses on the questions and higher productivity, profitability, employee satisfaction and retention.
The document discusses creating a customer-centric experience and culture within an organization. It emphasizes that a customer-centric approach requires focusing on customers at all levels of the organization, from leadership to employees. This ensures a single-minded purpose of satisfying customers and building loyalty. Key aspects include living the company vision, clear communication, empowering employees, and holding all accountable for customer satisfaction. The goal is to provide legendary customer service that exceeds expectations.
Similar to HR - trends & advisory. Who and what will help organizations to succeed What business can learn from Olympic champions How mobility works (20)
Трансформационные процессы 2017 – 2020 в мире
4ая Промышленная Революция
Эффективные ответные меры
Технологии
Новые квалификации и стратегии управления в HR
Взгляд WEF
Digital Business. Countries – leaders, issues, initiatives. Companies – shift...Natalia Berdyeva
Objectives:
- Provide analysts and some industry leaders view on Digital development and future, on Countries and Companies levels
- Outline key issues, shifts, implications. Not everything, but certainly important things to consider
Основные утверждения:
- Чтобы добиться успеха, организации должны предоставлять УНИКАЛЬНЫЕпродукты и услуги, думать как СТАРТАП
- Это требует лидеров(лидеры ≠ менеджеры) и распределенной системы управления
- Традиционные методы оценок и мотивации не работают. Сравнение сотрудников между собой и выбор «лучших сотрудников месяца/года» унизительно и демотивирует. Должны быть персонализированные системы оценок и мотивации, базирующиеся на возможностях и задачах роста отдельного человека
- Баланс «работа –гибкий график»приходит на смену балансу «работа –личная жизнь»,мобильность –хороший помощник в управлении
- Современный HR пользуется технологиями
HR – тенденции, рекомендации. Кто и как поможет организациям достичь успеха? ...Natalia Berdyeva
Цели презентации:
- Представить основные тенденции в HR – мнения аналитиков, личное мнение, не все тенденции, но определенно важные моменты для рассмотрения
- Особое внимание уделить вопросамлидерства, мотивации, мобильности. В части мотивации рассмотреть, чему бизнес может поучиться у Олимпийских чемпионов
- Представить некоторые кейсы
аналитики про 2015 год наталья бердыева для апкитаNatalia Berdyeva
Цели презентации:
- Представить мнения аналитиков о трендах в 2015
- Обозначить новые компетенции и навыки,
которые потребуются в 2015+
- Предложить некоторые ниши рынка для роста
бизнеса
Фокус на ИТ.
The aims of the presentation are to:
- Present what leading analysts say on trends in 2015
- Outline what new skills will be required in 2015+
- Suggest some market niches for growth
with focus on IT market.
Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
Employment PracticesRegulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...dsnow9802
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...Dr. Nazrul Islam
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...Alexey Krivitsky
Is Agile dead? It depends on what you mean by 'Agile'. If you mean that the organizations are not getting the promised benefits because they were focusing too much on the team-level agile "ways of working" instead of systemic global improvements -- then we are in agreement. It is a misunderstanding of Agility that led us down a dead-end. At Org Topologies, we see bright sparks -- the signs of the 'second wave of Agile' as we call it. The emphasis is shifting towards both in-team and inter-team collaboration. Away from false dichotomies. Both: team autonomy and shared broad product ownership are required to sustain true result-oriented organizational agility. Org Topologies is a package offering a visual language plus thinking tools required to communicate org development direction and can be used to help design and then sustain org change aiming at higher organizational archetypes.
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
HR - trends & advisory. Who and what will help organizations to succeed What business can learn from Olympic champions How mobility works
1. APKIT, Committee on IT Industry Monitoring
HR - trends & advisory
Who and what will help organizations to succeed
What business can learn from Olympic champions
How mobility works
Natalia Berdyeva
APKIT, HR-Club
February 20, 2015
2. Goals
Present key HR trends
– analysts and personal opinions, not all inclusive list,
but certainly important things to consider
Special focus – leadership, motivation, mobility.
In motivation will see what business can learn from
Olympic champions
Show some cases
2
3. Executive summary
3
To succeed organizations need to be UNIQUE and think as a
START UP
This requires Leaders (leaders ≠ managers) and
distributed authority system
Traditional motivation do not work. Personalized assessment
and motivation – based on exact person skills and development
goals - is a need
Work Life Flexibility, Mobility are great helpers
Modern HR needs technologies
5. Business optimization under the pressure of economic slowdown does not help
to succeed. Technological progress can not be stopped. Companies need to be
UNIQUE and think as a START UP or be out, or be in low margin business
Company needs to
think
as a Start UP
Employee needs to
be Entrepreneur
Company and
Employee need to
be UNIQUE
Economy slowdown,
sanctions, weak Ruble
High speed of technology progress
it took electricity ~50 years to achieve 90%
penetration, for refrigerators ~30 years,
for mobile phones ~20 years
Cloud, Mobility, Analytics, Social – today are not
trends but platform, Digital World is a trend
Robots already strong in consumer market
Term “industry” is disappearing. Today internet
companies are also banks, even more they are
their competitors
Business– despite political tensions –
getting global. And workforce also …
Sources re Technologies penetration: New York Times, Nicholas Felton
http://www.nytimes.com/imagepages/2008/02/10/opinion/10op.graphic.ready.html
5
6. For HR this means focus on new skills – growing LEADERS first off, also
introducing new organizational rules and structures
High Skills focus. No Mid or Low Skills.
Low Skills replaced by machines, Mid Skills of less need in Innovative environment
New Skills – Digital
People who know how to connect business – client (person) – client (things) and not only.
Distributed Authority system
Hierarchy organizational structure is “yesterday”. In Distributed Authority system everyone
is a leader in their role, Expertise not job titles are constituent of status and influence
Collective mind for innovations
People working together through connection and collaboration, both internally and
externally
Work Life Flexibility replaces the Concept of Work Life Balance
Work when needed, Mobility, Free workers, etc.
and who will drive this all ?
Leaders (leaders ≠ managers)
– they think, challenge existing & create new business models
– they provide direction
– they inspire others
6
7. 7
Often organizations have good Managers not Leaders. Growing Leaders
requires a systematic approach
“We have strong managers,
not leaders — and we need
strong leaders to achieve our
strategic objectives”
said a U.K. HR director
“We have hired and trained
people to work in silos. We
need to identify future leaders
who can operate in a globally
integrated company and train
them to think and work
globally”
Senior vice president of HR in
the United States
Sources: Working beyond Borders, Insights from the Global Chief Human Resource Officer Study, IBM
at http://www-935.ibm.com/services/c-suite/chro/
Look beyond headquarters
• Identify and cultivate rising stars regardless of location.
• Use global issues facing the organization as the basis for
real-life learning experiences.
• Offer short-term, focused opportunities for individuals to
work in new markets/geographies.
Nurture creative leaders
• Provide opportunities for creative leaders to move beyond
traditional leadership styles.
• Incorporate external perspectives (e.g., suppliers,
customers) into leadership development efforts.
Create rigor around leadership
investments
• Analyze future business trends to determine leadership
requirements for emerging business opportunities/locations.
• Create company-specific models, processes and
assessment tools for leadership roles.
• Monitor job progression of potential future leaders from
around the globe.
How to grow a Leader
8. 8
Distributed authority system - where everyone is a Leader - is a need to
create innovative climate in a company
To create UNIQUE products, you need people
with free mind, authority to make decisions and good sense of accountability
Thus no job titles, no managers, no hierarchy
Extension of rights and responsibilities is the core of the company “rules of games”
Everyone becomes a leader in their role and a follower of others
Holocracy
empowerment is integrated into the core of
the organization. Everyone becomes a leader
Special credit goes to Ann-Victoire Pince, IBM France, for sharing
experience on Holocracy and Wirearchy.
9. 9
One last important comment for this part
People are your assets, not liabilities
Alexander Gaertner, CFO, IBM Russia/CIS
12. 12
Staff appraisal is a delicate process. If you have “runners” and “swimmers” in one
team, choosing the best performer btw them is not fair. Now when you have
“everyone” being a Leader – you need to think of some new motivations
If jobs are
not 100% same
For some jobs “best performer” may still apply, but we are
focusing on the Leaders, Entrepreneurs and alike, right?
If jobs are
100% same
Special credit goes to Elena Belova, Business Controls and Risks Manager, IBM Russia/CIS, for the idea to
illustrate the team with “swimmers” and “runners”
you leave your staff frustrated of what to do to be
the Best. If they don’t see clear goal – they are
seldom motivated
are you sure you are in Innovative company?
13. 13
Business can learn from Olympic Champions of how to win. When in race –
they switch focus on performing their best
2 components to a Olympic winning attitude:
Desire to win
(externally driven)
Desire to perform
your best
(internally driven)
When the race, good Olympians switch
their focus – from worrying about
winning to worrying about performing
their best
Source: Get an Olympic Attitude: How to Be a Winner, Even When You Lose by Karen Asp with Peter Haberl, a sports psychologist with
the United States Olympic Committee at http://health.cvs.com/GetContent.aspx?token=f75979d3-9c7c-4b16-af56-
3e122a3f19e3&chunkiid=13811
After the race, they'll assess their
performance not just on the outcome
but on how well they competed
14. 14
Bonnie Blair, gold medalist speed skater,
raced not against her competition but against the clock
Joanna Zeiger, a triathlete from Maryland,
took to the 2000 Summer Olympics in Sydney.
She does not put any pressure on herself to win,
only to do her best and have fun while doing it
Olympic Attitude: What they thought when they achieved
Source: Get an Olympic Attitude: How to Be a Winner, Even When You Lose by Karen Asp with Peter Haberl, a sports psychologist with
the United States Olympic Committee at http://health.cvs.com/GetContent.aspx?token=f75979d3-9c7c-4b16-af56-
3e122a3f19e3&chunkiid=13811
15. 15
Olympic Attitude: What they thought when they achieved
• Valery Kharlamov (VK): "I can not play
like before. "
• Anatoly Tarasov (AT) "Who told you that?
It is just you who decides if you can or
can not! Only you and nobody else!
You have to play!"
• VK: "I'm not going to Canada
championship."
• AT: "Why to talk about Canada?
Are you playing with the purpose
to go to Canada championship?
Are you playing for the sake of fame
and awards? You must live, got it? Live
and not for Canada championship.
Live and play. And make choices, Valera,
every day! Your number is 17,
the whole world knows it."
Special credit goes to Aman Khanna, Country Head, Russia at Ranbaxy Laboratories Limited, for recommending
“Legend N17” film as a source of good lessons for business.
Source: “Legend N17” film
16. 16
Source: Get an Olympic Attitude: How to Be a Winner, Even When You Lose by Karen Asp with Peter Haberl, a sports psychologist with the
United States Olympic Committee at http://health.cvs.com/GetContent.aspx?token=f75979d3-9c7c-4b16-af56-3e122a3f19e3&chunkiid=13811
Obstacles That Stop You From
Being a Winner:
• focusing on the outcome
rather than the activity
• obsession with comparing
yourself to others
Focusing on outcome, comparing employees with each other stops from winning.
Personalized assessment and motivation – based on exact person skills and
development goals - is a need
=> You need to adopt internal
ways to measure your
performance, rather than just
comparing yourself against
other people
Do you help your employee to perform = to win ?
Do your comparisons make sense?
May be you want to consider prizes for everyone who is unique?
Say “Innovator”, not best Innovator, just Innovator?
Olympic Attitude: What stops, what motivates
17. 17
That what employees really want
Source: На подходе поколение, для которого работа не главное в жизни, Оксана Гончарова, Vedomosti.ru , 14.08.2014
http://www.vedomosti.ru/career/career-career/news/32111041/v-rabote-glavnoe-otdyh#ixzz3AMu7eEfN
2014
+~2 years
2012 Change
Career growth 38% 45% ▼
Learning opportunities 18% 22% ▼
Good image of the company 15% 18% ▼
Opportunity to participate in large-scale and
interesting projects
37% 35% ▲
Good atmosphere in the company 37% 35% ▲
Official employment 36% 34% ▲
Foreign projects and trips 17% 16% ▲
Professional colleagues 18% 16% ▲
Flexible schedule of work 15% 11% ▲▲
19. 19
Source: IBM Mobility in numbers, http://www-935.ibm.com/services/us/en/it-
services/pdf/3606_b_ibm_gts_mobility_announcement_mm_infographic_infographicpdf_051012.pdf
Mobility, still questioned by number of managers in Russia esp. in part of
employee remote work
20. 20
Do you still question Mobility?
Sir Richard Charles Nicholas
Branson - British entrepreneur,
founder of Virgin Group which
includes about 400 companies
working in different areas
One of the richest people in the UK,
his wealth is US$ 5 billion.
He manages business from an
island in the Caribbean Sea
22. 22
Technologies for HR – is a must to be effective
Source: Joel Waterman, Driving a Smarter Workforce with IBM Business Analytics,
ftp://public.dhe.ibm.com/software/ae/businessconnect/pdf/Joel_Wateman_Your_employees_Your_most_valuable_asset_HR_Analytics.pdf
Special credit goes to Dmitry Puchkov, Smarter Workforce Sales Leader R/CIS & CEE Central,
for sharing expertise on HR technologies
23. 23
5 Qualities Google Looks for in New Hires
1. General Cognitive Ability and it’s not I.Q, learning ability. It’s the ability to process on the
fly. It’s the ability to pull together disparate bits of information.
2. Emergent Leadership. Interviewers at Google want candidates who will know when it's
necessary to step up and lead a team, and when to step back, help carry out a project, and let someone
else take charge. Both taking and relinquishing power at the appropriate time is critical to being an
effective leader.
3. Humility. people who are the most successful here, who we want to hire, will have a fierce position.
They’ll argue like hell. They’ll be zealots about their point of view. But then you say, ‘here’s a new fact,’
and they’ll go, ‘Oh, well, that changes things; you’re right.’ You need a big ego and small ego in the
same person at the same time.“
4. Ownership. Taking ownership of a project brings with it a sense of responsibility. Good employees
can't wait to be given a problem or a task. They need to feel a sense of ownership that drives them to
find new problems to be solved and opportunities to take advantage of.
5. Expertise. Google isn't simply looking for traditional scholars. Bock mentioned the “proportion of
people without any college education at Google has increased over time” — now as high as 14 percent
on some teams. This is one of the big ideas that drives us at Code Fellows. There are Computer
Scientists who go the traditional route through the university system, which is massively important. But
there is also a huge set of self-learners and people who've been through bootcamps who are software
engineers. Google sees the value in both.
Source: Forbes 2014 How Google Picks New Employees (Hint: It's Not About Your Degree)
http://www.forbes.com/sites/erikaandersen/2014/04/07/how-google-picks-new-employees-hint-its-not-about-your-degree/
24. 24
Thank you!
Natalia Berdyeva,
Market Development & Insights Leader, IBM Russia/CIS
Coordinator, Committee for IT Industry Monitoring, APKIT
Cell: + 7 (985) 761 59 74,
e-mail: Natalia.Berdyeva@ru.ibm.com
LinkedIn http://www.linkedin.com/pub/natalia-berdyeva/6/970/35
26. 26
Useful materials (1/2)
Working beyond Borders,
Insights from the Global Chief Human Resource Officer Study,
http://www-935.ibm.com/services/c-suite/chro/
New expectations for a new era
CHRO insights from the Global C-suite Study
http://www-01.ibm.com/common/ssi/cgi-
bin/ssialias?subtype=XB&infotype=PM&appname=GBSE_GB_TI
_USEN&htmlfid=GBE03592USEN&attachment=GBE03592USE
N.PDF#loaded
The Customer-activated Enterprise
Insights from the Global C-suite Study
http://www-935.ibm.com/services/us/en/c-suite/csuitestudy2013/