… what about the other 30,000 employees in this place? elease wright senior vice president, human...
TRANSCRIPT
…What about the other 30,000 employees in this place?
Elease WrightSenior Vice President, Human ResourcesAetna Inc.
Beyond the Beyond the Succession Plan:Succession Plan:
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Aetna at a Glance
32,000 employees 75% women; 26% people of color Management: 46% women Among leading health insurers
– 15.8 million medical members – 13.1 million dental members – 10.5 million pharmacy members
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Making history:three generations in the workplace
Convergence of traditional leadership with diverse workforce
Different values create competing priorities
Youngest employees expect fastest career progression
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A new breed of worker
About 70% of workers under 26 feel companies should use volunteering as a professional development tool.*
In 2007, only 16% of employers offered paid leave for volunteering – a 4% decrease from last year.**
*Deloitte** SHRM
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Employers (still) looking for fundamental skills
Top five skills employers want in Top five skills employers want in 4-yr college grads:4-yr college grads:1. Oral Communications2. Teamwork/Collaboration3. Professionalism/Work Ethic4. Written Communications5. Critical Thinking/Problem Solving
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“Helicopter Parents” add new dynamic
“What opportunities are you offering my child in this summer internship…”
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How these dynamics play out in the war for talent
Business needs: Leaders in the short-term pipeline Stable of middle managers gaining
valuable experience Promise of opportunities to retain
young talent Foresight to recognize new
leadership needs Agility to keep pace
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How these dynamics play out in the war for talent
Business needs: Leaders in the short-term pipeline Stable of middle managers gaining
valuable experience Promise of opportunities to retain
young talent Foresight to recognize new
leadership needs Agility to keep pace
Employee needs:
Clear path for progression
Access to opportunities
Systematic way to track progress
Affirmation
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Implications to traditional succession planning
• Identify talent for specific roles • Develop talent via broad experience
Current
• Recruit grads for fast track training • Companywide talent database• Senior leadership support
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Implications to traditional succession planning
Future
• Strategic planning for talent needs• Information fuels workforce planning•“Bundling” bench through talent pools• Two-way conversation• Infrastructure supports all employees
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Talent ManagementCase Studies – “Two Susans”
After four years of modest growth in a new business, we need someone to lead an aggressive growth strategy for this business. Who would you pick?
20+ yr career in sales An MBA w/ 20+ years of strategic
marketing in a consumer products company
18 years of customer operations experience, 2 years P&L
SUSAN 1
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Talent ManagementCase Studies – “Two Susans”
She started in HR employee relations 20 years ago…since then worked in financial services, administration, business areas…Now she’s:
Our top sales person for our National Accounts segment
Head of our Employee Relations & Compliance area
Head of our product strategy & development
SUSAN 2
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Making the switch:talent management More than one-to-one succession Business needs: now & future Engaging employees with different
values, goals & expectations Finding the “Susans” among
30,000 employees
Dynamic business needs
Three generations
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Migration to Talent Management Mindset
Rewards &Opportunities
Rewards &Opportunities
Employee Engagement
Employee Engagement
ManagerEngagement
ManagerEngagement Training &
Development
Training & Development
Business Needs:Future
Business Needs:Future
Available Talent
Available Talent
Business Needs:Current
Business Needs:Current
Talent Management
Culture
Talent Management
Culture
• Talent Manager inventory
• Core curriculum• Leadership development• Talent pool programs• Diversity plans
• HR as business consultant• Long-range planning• Mergers & Acquisitions• Succession planning• Recruiting strategy• Employer of Choice
• Compensation design• Developmental
assignments• Selected for special
training• Recognition
• Potential employees being recruited
• Existing employees looking for career
opportunities
• Succession Planning• Productivity initiatives• Redeployment
• Performance discussions• Mandatory training• Voluntary training• Development
opportunities
• Talent Pools• Performance Management
process• Productivity initiatives
Operational connections
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• Proof that the new way works• Evidence that they will benefit
• Minimal effort to learn/do new thing• Credit for agreeing to try it!
• Outlet for offering “suggestions for improvements”
• Proof that the new way works• Evidence that they will benefit
• Minimal effort to learn/do new thing• Credit for agreeing to try it!
• Outlet for offering “suggestions for improvements”
Changing the mindset from compliance to commitment
TimeTime
Early Adopters care about…Early Adopters care about…
• Change that makes sense
• Things that help them• Leading the way • Cool tools
• Change that makes sense
• Things that help them• Leading the way • Cool tools
ComplianceCompliance
CommitmentCommitment
Fence-sitters and Resistors care about…
Fence-sitters and Resistors care about…
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Putting the pieces together…
Requires a different perspective
Business needs
Individual goals
Talent “Information Super Highway”
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Key to success:Know them…all of them
Almost two-thirds of Americans won’t buy an appliance if it doesn’t come in their favorite color.
-- J.L. Morton, color consultant