Poultry India 2015 - Knowledge Day Technical Seminar - Presentation by Mr. Christodoulou Yiannis on "Attracting and Retaining Talent in Poultry Sector"

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Attracting and Retaining
Talent in the Poultry Sector
by: Yiannis Christodoulou
Knowledge Day Technical Seminar
24th November 2015
Hyderabad

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Are we giving this
topic the amount
of attention it
deserves?
HOW SERIOUS IS THE SITUATION?

4. Attracting and Retaining Talent in the Poultry Sector
Content of the presentation
 Current Situation
 Future Direction
 Strategy & Tactics
 Conclusion

5. Companies
exist because
of people
Company’
s success
is based
on its
talented
employees
It’s going to be
harder and harder
to find and replace
top talent
Lengthening
time-to-hire
hampers the
company’s
ability to
grow

6. GROWTH
& START-
UPS
CHANGE
DIFFERENT
SKILL SET
MORE
EXPERTISE
NEEDED
MORE
HIRING
TALENT
WAR
The
challenges
faced are
the same for
big, medium
or small
companies
The degree
of the
challenge
may be
different for
big, medium
or small
companies

7. Attracting and Retaining Talent in the Poultry Sector
LOW
EMPLOYEE
ENGAGEMENT
LOW INTAKE
OF NEW
TALENT
 HIGHER EMPLOYEE TURNOVER
 FEW EMPLOYEES CAN BE CLASSED AS TALENT
 HIGH INCIDENCE OF MICROMANAGEMENT
 LOW MORALE LEADING TO POOR CUSTOMER SERVICE
 LOW CREATIVITY AND INNOVATION
 TAKES TOO LONG TO FILL VACANCIES
 COMPETING FOR SAME SMALL POOL OF “TALENT”
 STRATEGY INBREEDING & LOW CREATIVITY AND INNOVATION
 SLOW EXECUTION OF VALUABLE STRATEGIES
 INCREASE WORKLOAD & WORK PRESSURE ON EXCISING STAFF
WHERE ARE WE NOW
MODERATE
GROWTH

8. Attracting and Retaining Talent in the Poultry Sector
 EXPANDING THE TALENT POOL AVAILABLE TO THE INDUSTRY
 SUSTAINABLE IN-HOUSE TALENT POOL
 LONG SERVING TALENTED EMPLOYEES
 MORE INTERNAL CANDIDATES FOR PROMOTIONS TO FILL VACANCIES
 EMPLOYEES THAT PERFORM AT THEIR ABSOLUTE BEST AT ALL TIMES
 CREATIVE EMPLOYEES THAT INNOVATE FOR THE BUSINESS
 ENGAGED EMPLOYEES – DEDICATED AND COMMITTED
 EMPOWERED EMPLOYEES
 EMPLOYEES THAT FULLY EMBRACING THE COMPANY’S CULTURE
 TRANSFORMATIONAL GROWTH
WHERE WE SHOULD AIM TO BE
EXPANDING POOL
OF TALENTED
CANDIDATES
ENGAGED
EMPLOYEES
TRANSFORMATIONAL
GROWTH

9. Attracting and Retaining Talent in the Poultry Sector
ꭗ NOT EFFECTIVE OR LACK OF RECRUITMENT AND RETENTION PRACTICES
ꭗ IGNORANCE AS TO WHAT THE INDUSTRY DOES AND IT’S SIGNIFICANCE. THE GENERAL
PUBLIC CONSIDERS THE INDUSTRY AS ‘PRIMITIVE’
ꭗ FEW COMPANIES IMPLEMENT “NON-PRODUCT" RELATED EMPLOYEE TRAINING
ꭗ LACK OF ‘SPECIALIZED’ COMPANY PERSONNEL DEALING WITH TALENT RELATED MATTERS
ꭗ THE INDUSTRY OFTEN OFFERS LABORIOUS AND HARSH WORK CONDITIONS
ꭗ NON-INDUSTRY EXPERIENCED TALENT IS NOT WELCOMED INTO THE INDUSTRY
ꭗ COMMUNITY MOSTLY UNAWARE OF THE IMPORTANCE OF THE INDUSTRY
WHY ARE WE WHERE WE ARE TODAY
ATTRACTING & RETAINING

10. Attracting and Retaining Talent in the Poultry Sector
Projected 2020 Labor Demand and Supply
HIGH-SKILLED
WORKERS
Demand: 66 million
Supply: 74 million
LOW-SKILLED WORKERS
Demand: 319 million
Supply: 346 million
MEDIUM-SKILLED
WORKERS
Demand: 133 million
Supply: 120 million
-13 M
+8
M
+27 M
Source McKinsey&Company, McKinsey Global Institute, 2012
The Country Develops the Talent BUT, HOW MUCH OF TALENT
 Remains in the country?
 Attracted into the industry?
 With industry-related education?
Today, 39% of Indians say it is a
good time to find a job, up from
29% in 2013
ATTRACTING TALENT

11. Attracting and Retaining Talent in the Poultry Sector
WAR FOR TALENT ACROSS INDUSTRIES
EMERGING ROLES
The scarcity of people
with skills required
for new emerging
roles
GENERATIONAL GAP
Younger skilled workers
seem less interested in
traditional roles
GLOBALIZATION
Talent/Skill shortages will most
likely increase as globalization and
competitive pressures take hold
across sectors and industries and
improving economic conditions
WITHIIN INDUSTRY JOB
COMPETITION
ATTRACTING TALENT
Job opportunities outside the
company improve

12. Attracting and Retaining Talent in the Poultry Sector
WAR FOR TALENT ACROSS INDUSTRIES
o ONLINE AND DIGITAL
MARKETING
o ENGINEERING
o R&D
o SALES/BUSINESS DEVELOPMENT
o TRADITIONAL MARKETING
o PRODUCT DESIGN
o PROJECT MANAGEMENT
DEMAND FOR ROLES
FOR THE INDIAN TALENT
o INFORMATION TECHNOLOGY
o TELECOM
o HEALTHCARE/PHARMA
o INFRASTRUCTURE
o RETAIL
o START-UPS
PREFERRED INDUSTRIES
FOR THE INDIAN TALENT
ATTRACTING TALENT

13. Attracting and Retaining Talent in the Poultry Sector
EMPLOYEE ENGAGEMENT IN INDIA
COUNTRY ENGAGED
NOT
ENGAGED
ACTIVELY
DISENGAGED
INDIA 9% 60% 31%
Sri Lanka 14% 62% 24%
China (Incl. Hong Kong) 6% 68% 26%
Philippines 29% 63% 8%
Thailand 14% 84% 2%
Malaysia 11% 81% 8%
Singapore 9% 76% 15%
Indonesia 8% 77% 15%
Australia 24% 60% 16%
United States 30% 52% 18%
Source: Gallup, Inc, The State of the Global Workplace: Employee Engagement Insights for Business Leaders Worldwide (2013)
91% of employed Indians
are not psychologically
committed to their
organizations or been
productive as they could be
---------
31% of employed
Indians are
‘disruptive’ to their
organizations
RETAINING TALENT

14. Attracting and Retaining Talent in the Poultry Sector
● The employee is doing well at the
current role/ is promoted beyond their
competence, then fails.
● There isn’t any point in training and
developing people. If do, other company
will just poach them anyway
● Employee turn over is a fact of life
● There is no need for a succession plan
● Need to have over 10 years experience
in the industry - “talent stereotype”
● People will not talk about their
employment conditions with others
● Company policy does not allow for
hiring this person
● Employees should be on a ‘need to
know’ basis
COMMON BELIEFS: BENEFICIAL OR DESTRUCTIVE?
RETAINING TALENT

15. Attracting and Retaining Talent in the Poultry Sector
GDP Growth
Source: The World Bank Group, http://www.worldbank.org/
In June 2015, the World Bank forecast 7.5% economic growth for India
this year, which would make it the world's fastest growing major economy
Talent acquisition
related costs
increase as the
GDP increases
%
ATTRACTING TALENT

16. Attracting and Retaining Talent in the Poultry Sector
What is your organization doing to
create a workforce strategy?
Source: Workforce Strategy Survey: Global Key Findings, 2010, Manpower
But still, many have not gone
beyond the talking stage
Create and implement a dynamic
recruiting and retention strategy
and continually adjust to improve
results and meet future needs
Strategic workforce planning
helps organizations understand
the talent required to deliver
their strategy
WHAT CAN BE DONE?
INCLUDE TALENT IN THE
‘BOARD ROOM AGENDA’
ATTRACTING & RETAINING

17. Attracting and Retaining Talent in the Poultry Sector
Steps to Creating a Sound Talent Recruitment Strategy
Board Room
Strategy
Function &
Result
Expectations
Skills,
Experience
& Attributes
Training
Needs
Resourcing
Needs
Recruiting
Tactics
Execution &
Evaluation
Leadership
Styles

18. AttractingandRetainingTalentinthePoultrySector
COLLEGE & UNIVERSITY
STUDENTS
GRADUATES
REMAINING IN LOCAL
INDUSTRY
YOUR
INTERVIEW
FINALLY
YOUR TALENT ACQUISITION
AVAILABLE
TALENT
PUBLIC SECTOR
REJECTED
OWN BUSINESS
FOREIGN
MIGRANTS
NON GRADUATES
MIGRATION (5%)
NO CURRENT FIT
HIRED BY OTHER
COMPANIES
RETURNING
MIGRANTS
CHANGE SUBJECT
THENEWTALENTFUNNEL

19. Attracting and Retaining Talent in the Poultry Sector
1. Within the Company
2. Across the Poultry sector
3. Across the Agriculture market
4. Across India / Other Industries
5. Internationally…..
TALENT MARKET
Companies that can’t find
creative ways to find the
employees they need, can’t grow
INCREASING THE
CHANCES
 Industry Image
 1.2Bn Indians need food
 Education
Secondary School Promotions
University Promotions
 Company Market Image
Employee Value
Market Value as Employer
Brand Recognition & Value
Differentiations
 Recruitment Strategy/Process
Interview Process
Talent Search Strategy

20. Attracting and Retaining Talent in the Poultry Sector
Some Tactics for Effective Talent Recruitment
# TALENT RECRUITMENT ACTION / TACTIC CHECK LIST
CHECK IF
COMPLETED
1 Create/implement dynamic recruiting strategy and continually adjust to improve results
2 Networking to create pools of potential employees and create connections and relationships
3 Enlist and empower management in talent management
4 Focus on developing clear career paths
5 Looking for talent across industries
6 Develop interest young and early!
7 Tell a story that attracts the talent you seek -> winners like winners
8 Commit yourself to transparency -> align each other’s goals
9 Dis-aggregate complex jobs by splitting into several roles and allow for faster learning curves
10 Develop existing employees: The war for talent can’t be won by poaching from the outside
Forget the ‘that’s how we’ve always done things’ Innovation and growth involve doing things differently

21. Attracting and Retaining Talent in the Poultry Sector
EMPLOYEE RETENTION STRATEGY
FOCUS ON
EMPLOYEE
ENGAGEMEN
HIRE RIGHT IN
THE FIRST
PLACE
 
EXECUTION
&
EVALUATION
Board Room
Strategy
Direction, Clarity,
Responsibility,
Authority
Employee
Training &
Development
Sincere
Employee
Recognition
Hire & Train
Leaders
Remain Market
Relevant
Look For
Stressors

22. Attracting and Retaining Talent in the Poultry Sector
Retaining Talent Through Employee Engagement
Examples of what Indians are looking for;
 Opportunities to work in an environment that
emphasizes collaboration, and to have the opportunity
to create and innovate
 There is greater emphasis on having co-workers who are
intelligent, intellectually elite and culturally diverse
 Clear career paths, including future earning potential
and work-life balance
Source: Ernst & Young Global Limited (2012) How to secure top talent

23. Attracting and Retaining Talent in the Poultry Sector
3 NEW FORCES THAT IMPACT THE WORKPLACE
Globalization
Digital
Workplace &
Social Media
Multiple
Generations
Cultural Dynamics
and Work
Behaviors
Access to Talent
5 generations in the
workplace at once
Different Age Different
Priorities
Employer Image
Employer
Attractiveness
Transparence
Sourcing Talent
Training Employees

24. Attracting and Retaining Talent in the Poultry Sector
EFFECTIVE RETENTION STRATEGIES BY GENERATIONS
Rank
Generation Y
(under 30)
Generation X
(Ages 30 to 40)
Baby Boomers
(Ages 45 to 64)
Veterans
(Over Age 65)
1 Company Culture
Additional Bonus or
Financial Incentives
Additional Benefits
(health, pension)
Additional Bonus or
Financial Incentives
2
Flexible Work
Arrangements
Additional Compensations
Additional Bonus or
Financial Incentives
Additional Benefits
(health, pension)
3
New Training
Programs
Strong
Leadership/Organizational
Support
Additional
Compensations
Flexible Work
Arrangement
4
Recognition from
Supervisors
Customized/Individual
Career Planning
Strong
Leadership/Organization
al Support
Corporate Social
Responsibility
Source: Deloitte Talent Edge 2020
India has at least 3: the Gen Y, Gen X and Baby Boomers

25. Attracting and Retaining Talent in the Poultry Sector
Cultural Dynamics & Generations Challenge at the Workplace
• Do employees understand how to work effectively and
efficiently with collogues from different generations?
• Do employees understand customer needs, interaction
and work styles from different generations?
• Similarly, for the cultural dynamics and work behaviors
Both demand certain fundamental capabilities from an
organization

26. Attracting and Retaining Talent in the Poultry Sector
ORGANIZATION AND EMPLOYEES VALUE TRAINING
PEOPLE ARE THE MOST IMPORTANT ASSET TO YOUR BUSINESS, YOUR
ORGANIZATION AND EMPLOYEES VALUE TRAINING
But, some businesses feel it is an unnecessary exercise and
does not make a difference. Common misconceptions
include;
ꭗ Once employees are trained, they will look for a different job or
better opportunities elsewhere
ꭗ Rather than investing time and money in training for existing
members of staff, it is cheaper to hire new employees with the
necessary skills
ꭗ Employees do not like or often resist training
ꭗ We only hire experienced staff

27. Attracting and Retaining Talent in the Poultry Sector
IT IS CRUCIAL TO TRAIN YOUR EMPLOYEES
Training provides a wealth of far-reaching benefits. It
has a massive impact on;
 EMPLOYEE RETENTION!
 EMPLOYEE DAILY WORK EFFICIENCY
 EMPLOYEE MOTIVATION
 EMPLOYEE JOB SATISFACTION
 SAVES MONEY FOR THE COMPANY
 ENHANCES COMPANY PROFITS
 RECRUITMENT!
By engaging more
employees and tapping
the full extent of their
talents, skills, and ideas,
organizations can develop
and expand their loyal
customers and retain their
staff

28. Attracting and Retaining Talent in the Poultry Sector
BUT WHERE DO I START?
1. COMPANY & IT’S BUSINESS!
2. THE MARKET
3. FUNCTIONAL TRAINING: KNOWLEDGE
AND SKILL THAT EMPLOYEES NEED TO DO
THEIR JOB TODAY
4. FUNCTIONAL TRAINING FOR TOMORROW
5. GENERAL SKILLS TRAINING 27M Low-Skilled Workers will need new job
opportunities and skills
PROJECTED 2020 LABOR DEMAND AND SUPPLY

29. Attracting and Retaining Talent in the Poultry Sector
Some Tactics for Effective Talent Retention
# TALENT RETENTION ACTION / TACTIC CHECK LIST
CHECK IF
COMPLETED
1 Hire the right person at the right place at the right time
2 Create/implement dynamic recruiting strategy and continually adjust to improve results
3 Share information and expand knowledge
4 Provide regular training and development
5 Empower employees
6 Provide honest feedback on performance regularly and formally
7 Recognize and appreciate employee achievements, make them realize that they are valuable
8 Have respect, faith and trust in employees
9 Keep high motivation
10 Create a healthy working environment
Forget the ‘that’s how we’ve always done things’ Innovation and growth involve doing things differently

30. Attracting and Retaining Talent in the Poultry Sector
HOW MUCH DOES ALL THIS COSTS: It is a balancing act
 Cost to the business if open positions do not get filled in timely manner
 Research estimates that it takes around 28 weeks for a new hire to
reach their optimum productivity level & Cost of new hires
 Risk of the hired employee not having the capacity to perform at the
required standard leading to loss of time and business opportunity
 Risk of burning out the best workers; if they bail out, the vacancy
problem get’s worse or they be asking for higher wages as their work
load has increase
 Cost of having a workforce under delivering due to lack of appropriate
skills
 Hire for exactly the skill needed and pay more vs hiring cheaper less
skilled workforce. TRAIN, TRAIN, TRAIN!

31. Attracting and Retaining Talent in the Poultry Sector
Top 5 Drivers of Attraction, Retention and Sustainable Engagement
ATTRACTION RETENTION
SUSTAINABLE
ENGAGEMENT
Base pay/Salary Base pay/Salary Leadership
Job Security
Career Advancement
Opportunities
Stress, Balance and Workload
Career Advancement
Opportunities
Relationship/Confidence with
supervisor/manager/leaders
Goals and objectives
Convenient work location Training and Development Supervision and Support
Training and Development
Opportunities
Manage/limit work-related
stress
Company Culture

32. Companies that can’t
find creative ways to find
and retain the employees
they need can’t grow
A company’s success is
based on its talented
employees
It’s going to be harder
and harder to find and/or
replace top talent
SUMMARY
TAKEHOMEMESSAGE
Investing in talent
acquisition, training
and retention will
help raise
productivity,
improve efficiency
Motivate employees, train
them, care about them and
make winners of them
LET’S APPLY SOME STRATEGIC THINKING TO THESE OPPORTUNITIES

33. Attracting and Retaining Talent in the Poultry Sector
MY CONTACT DETAILS
• Name: Yiannis Christodoulou
• Organisation: Athene Consulting, Progressus, Agentis Innovations
• Position: Co-Founder & Managing Director
• www: www.progressus.asia & www.agentisinnovations.com
• Email: yiannis@atheneconsult.com or yiannis@progressus.asia
• Phone: +66 (0) 2653 1148 or +66 (0) 2653 1147
• Twitter: @yiannnischristod or @progressus1
• LinkedIn: https://th.linkedin.com/in/yiannis-christodoulou-99866118
• Skype: yiannischristodoulou