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RWS Unilever presentation by Raquel Suarez
- 1. UNLOCKING CAPACITY & CAPABILITY 4 GROWTH#BeResourceful
- 2. 2.5 billion People use Unilever products everyday 53 billion Euro annual turnover last year 51% sustainably sourced materials -96% Total waste 920,000 women enabled to access initiatives to develop their skills MAKESUSTAINABLE LIVINGCOMMONPLACE
- 3. MARKET TRENDS NOW Explosion of ‘Gig Economy’ Digital Boom AI-enabled talent platforms Changing expectations Millennials, Gen Z Age of Partnership Open Sourcing, Scrum Teams
- 5. Fast Access to Business Value People UNLOCKING CAPACITY 4 GROWTH | BE RESOURCEFUL ‘An abundance of resources, new skills and new business ideas & models’ New skills Talent, Intrapreneurs New Business Ideas & Business Models Dynamic & seasonal < People CostGrowth Less Fix more Flex < Balance Sheet Purpose Development A BORDERLESS, FLEXIBLE, DYNAMIC AND AGILE WORKFORCE
- 6. BE RESOURCEFUL ‘OPEN TALENT ECONOMY’ INTERNAL TALENT MARKETPLACE PARTNERSHIPS AGILE WAYS OF WORKING FREELANCERS CROWD- SOURCING TALENT OUTBOUNDS Leverage startups small companies Faster better innovation New Skills & Additional Capacity Fast track skills building biz opportunities Maximise Agility & Capacity Internal fluidity
- 7. Explore Experiment Pivot Inspire Scale Agile Adoption Agile Adoption
- 8. iTO GROWTH HOW TO DELIVER ICE CREAM IN 10 MINS? Pakistan
- 9. CAPACITY & CAPABILITIES 50% FASTER WITH FREELANCERSIndonesia
- 10. China FAST INNOVATION CROWDSOURCING MILLENNIAL CAMPAIGN & PACKAGING
- 11. Turkey MILLENNIAL DIGITAL INSIGHTS & DEVELOPMENT UNIVERSITY PARTNERSHIPS
- 12. Mindset Shift Think without constraints Lessons learnt Adoption Inspire, allow, upskill, show value Allow Experimentation business & HR Local vs Global Freedom for intrapreneurship Framework to scale Agile innovation Test, learn, improve, energize Roadblocks Bureaucracy, capability gap, business adoption Workforce planning Breaking down roles HR Externally connected systematically
Editor's Notes
- We see tackling these challenges not as problems to be solved but as opportunities to grow our business.
- 1. Shifting from connecting with students only F2F in Universities and recruitment fairs, to digital experiences. Present all the time in the most relevant social media channels. With relevant content and experiences for student. Using chatbots and AI. 2. CRM digital platforms (candidate relationship management) to personalized experience for candidates ‘Unilever landing page’. AI matching candidates expectations with potential jobs. AI used to match external and internal candidates skills vs jobs and tasks. 3. Use of data and analytics to identify different personas/employee segments to plan for personalized rewards (employees), careers (mapping experiences) and learning. Connecting the ecosystem of platforms for curated learning pathways/content relevant for persona and role. 4. AI matching internal talent to jobs and tasks, using external digital platforms with AI to bring in freelancers, students crowds, etc. 5. Next Gen recruitment – An ecosystem of digital platforms to connect external talent in a fully digital experience. From Face recognition for candidate selection to gamification based on our standards of leadership to chatbots interacting with people to human intervention. Interesting to see how Humana interfase with technology in the process. One of the key challenges of the digital era where we need to define what the role of humans will be. 6. Agile ways of working as an enabler of a Digital culture. 7. Acknowledging the complexity, volatility and speed of this new industrial revolution we need to move into dynamic goal setting, feedback and performance appraisal. As well as using data for ‘natural matching’ which means recognizing people’s natural strengths and matching them to the natural job as we know by research that people will increase their productivity when they have a natural fit for the role.