october 19th, 2016 - 2pm est - worldwide erc · edwards lifesciences overview. edwards lifesciences...

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October 19th, 2016 - 2pm EST

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Developing Talent with

Rotational Assignments

WORLDWIDE ERC® WEBINAR

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Today’s Presenters

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Mary Fitzpatrick – Manager, Consulting

Services, Plus Relocation

Chris Pardo, SGMS-T – Vice President,

Global Services, Plus Relocation

Heather Sheira, CRP – Manager, Global

Mobility, Edwards Lifesciences

Today’s agenda Developing Talent with Rotational Assignments

• Setting the stage: talent and mobility

• Recent survey findings: exploring

rotational assignments

• Overview of Edwards Lifesciences

• Considering the challenges of RAP’s

• Q&A

• Close

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The goal: Talent

“The number one change that

CEOs are making in their talent

management agenda is to elevate

their focus on better developing

their talent and leadership

pipelines.”

– PWC’s 19th Annual Global CEO Survey

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Growth needs talent

The ways employers relate

to employees is changing

due to:

• technology

• workforce demographics

• globalization

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Today’s talent challenges

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Today’s talent development

Talent development is key to: • combat skills gaps

• deal with volatile and emerging economies,

• support clients in an increasingly wider range of geographies

and cultures

• retention

Companies need a generation of people:• with innovative ideas

• who can harness technology

• who drive customer loyalty

• who lead dynamic and responsive future growth initiatives

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Enter Rotational Assignments

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Rotational assignment programs provide for the systematic

movement of talent from one location to another where there is

a series of two or more assignments for a specific employee.

Enter Rotational Assignments

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“Building the C-Suite Talent Pipeline” – The Center for Executive Succession

Job Rotation/Stretch Assignment

Rotational Assignments in action

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• Rotations are an opportunity to cultivate broad and diverse

experiences, that improves talent development, mission

delivery and collaboration.

• Research has also shown that on-the-job experiences, such as

rotations, contribute to 70% of an executive’s learning.

• Rotations can deepen an executive’s understanding of the

impact of the agency’s work on those it serves; leading to both

increased engagement and improved sense of mission.

• Senior Executive Service example: www.whitehouse.gov

Just published

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The report considers:

1) what drives these assignments

2) what companies have to say about

the outcomes of rotational

assignments– successes and

challenges

3) who is targeted for rotational

assignments

4) how employees are selected

5) program specifics of rotational

assignments

Growing interest in Rotational Assignments

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88% of companies predict that their rotational assignment

activity will increase or remain the same in 2017

Of the 66% of companies that do currently send

employees on rotational assignments, nearly two-thirds of

companies already have formalized (written and

documented) policies

59% indicated that they have two, three or more policies

developed for managing different rotational assignment

programs within their company

Growth in Rotational Assignment Programs

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Of the 34% who reported they

are not currently using rotational

assignments

Of the companies that do rotational

assignments but that do not have

a formalized program in place

half of them indicated that

they plan to in the future.

77% are planning to develop

a formal program in the near

future.

Poll

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What is your level of experience and interest in Rotational

Assignments?

A) We are using rotational assignments and have a structured

program/policy in place

B) We are using rotational assignments, do not have a structured

program, but are going to be structuring a program soon

C) We are using rotational assignments, do not have a structured

program, and are not going to be developing a formal program

D) We are not currently utilizing rotational assignments, but are

considering developing a program soon

E) We are not currently utilizing rotational assignments, and probably

will not be using them nor developing a program any time soon.

What is driving Rotational Assignments?

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What are the talent objectives?

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Full spectrum of employees targeted

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Attract and retain talent:

• provide opportunities to discover other areas where they

can develop skills

• offers them an “internal career”

Result: retention rates for millennials will improve

Poll

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Which talent group do you target most in your current or future rotational

assignment program?

A) College Grads/Millennials

B) Hi-Po’s (High potential

employees)

C) Wide variety of existing

employees

D) Managerial (mid-level)

development

E) New hires

F) Executive leadership

• How did the program come about?

• How old is the program?

• Why does it exist?

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Edwards Lifesciences overview

Edwards Lifesciences

Goals/Purpose of program• To address critical business initiatives and

projects, predominately in our

manufacturing locations

• Typically Boomerang in nature

• Manufacturing employees/engineers either

teaching production line workers the skills and

techniques required to manufacture Edwards

products, or learning the skills to take back to

their home country and teach employees there.

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Edwards Lifesciences

Program Structure –• Unaccompanied

• 1 to 12 month rotations

• Typically 1 or 2 segments

• Locations – California, Utah, Singapore, Costa

Rica

• Selection Criteria – who, where, when?

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Edwards Lifesciences

International Rotational Assignment Benefits• Getting there –

– Airfare

– Excess baggage

– Immigration services

– Home and host country tax briefing

• On assignment –– Per diem

– Corporate housing

– Transportation allowance

– Emergency assistance

• Returning home –– Airfare

– Excess baggage

– Tax preparation and filing

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• How does Edwards measure success?

• Measure ROI?

• What happens at the end of these

rotations?

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Edwards Lifesciences

Edwards Lifesciences

Biggest challenges• Rapid growth

• Immigration lead times

• Tax compliance

• Education of business

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Biggest challenges

Conclusion

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Rotational Assignments are increasing as a method to help companies:

• Attract top talent that are seeking growth

• Retain talent in difficult-to-retain demographic groups

• Develop and increase the engagement of the talent they want to keep

• Retain and capitalize on talent that has cross-function knowledge of

an organization

• Strengthen succession planning

• Design client-specific project work in multiple locations

To obtain a copy of the “Exploring Rotational Assignments Survey Report”, head to our website:

www.plusrelocation.com

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Questions and answers

Thank you for attending!

Visit the Worldwide ERC® web site at

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Worldwide ERC® for more information on

these topics: 703.842.3400

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