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Commercial in confidence, not to be distributed. The engagement game Creating a culture of growth, engagement and workforce agility Career Engagement Group Anne Fulton Organizational Psychologist Author: The Career Engagement Game Co-Founder: Fuel50/ CEG

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The engagement gameCreating a culture of growth, engagement and workforce agilityCareer Engagement Group

Anne Fulton Organizational PsychologistAuthor: The Career Engagement GameCo-Founder: Fuel50/ CEG

Commercial in confidence, not to be distributed.

79%of employees leave due to a lack of career development?

Career Engagement Group

Human capital / Talent # 1 ranked issue on CEO Challenges surveyCEO Challenge Global Survey 2013

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Top drivers of engagementAON Hewitt 2013Top Drivers of Engagement2013 (Global)2014 (Global)2015(Global)Asia PacificEuropeLatin AmericaNorth AmericaCareer opportunities1111111Organisation reputation32323Pay34234Recognition24425Communication4553Managing performance52552Innovation4Brand alignment354

Career Development is the #1 driver of engagement globallyAon Hewitt 2015

From Career Engagement Group

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Did you know81% of employeesfeel their skills arent being fully utilized at work?

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Did you knowOnly 30% of employees are satisfied with their future career opportunities at their organizations.Reference: CEB 2015, Infographic of the Quarter

Our Career Pathing ResearchThe Career Agility & Engagement Report 2014 research reflects the online responses of over 1,000 individuals from all over the globeThe Career Practices Global Benchmarking Report 2015 research reflects the responses of over 100 organizations

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.Career accelerationwant to accelerate their careers or dial upwant to decelerate or dial-down their careerwant more work responsibilities and believe they can contribute morewant less responsibility at workof all respondents would use their own time to further their career and take on additional learning that would benefit them at work31%14%35%10%75%

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.Flexible work patternsWhat flexible work practices do employees want?People who are happy with their work-life benefits are also likely to:Work 21% harder33% more likely to stay at that organization

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.9%Leadership aspirationand the diversity agenda

15%Percentage of men and women who aspire to leadership positionsof all respondents want to lead at the most senior level in an organization11%Younger people have higher leadership aspirations overall, so you may find more Millenial females are leadership aspirant

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.Retention and career developmentwant to leave their current organization in the coming year17%plan to leave in the next three years50%planning to leave within the next five years60%who will you be left with in 2020??

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.Less than 20% are very satisfied with their career development opportunities...those who were very satisfied with their career development opportunities were more likely to plan to remain with their current employer (r= .345**)however

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.Global Best Practices Research 2015:The 3 Es of career engagementEmployee EmpowermentLeader EnablementOrganizational Execution

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.

Career engagement drives business outcomesCareer engagement practices scoreInternal recruitingLateral movesEngagementReduced recruitment costsSufficient internal talentAbility to fill key roleVoluntary attritionAbsenteeismRevenue growth per employee (r=.258**)Overall revenue growth (r=.321**)r=.22*r=.421**r=.322**r=.486**

r=.367**HR processesHR outcomesROI*correlation is significant at a confidence level of .05 **correlation is significant at a confidence level of .01

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.

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Career paths of the future

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.

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both for the business and the individual.

Career pathing across the talent lifecycle

Career pathing is aboutprofitable growth,

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.The career pathing game redefined#1 Enable employees to own & grow their careers#2#3

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.The career pathing game redefined#1 Enable employees to own & grow their careers#2 Drive engagement through supporting leaders to deliver better quality growth conversations#3

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.The career pathing game redefined#1 Enable employees to own & grow their careers#2 Drive engagement through supporting leaders to deliver better quality growth conversations#3 Customize career propositions & targeted experience-growth to support workforce agility

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.

Search for talentLeader Insights to drive retention and engagement

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.The career pathing game - a working exampleMichael Martin - IngersollRand

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.Ingersoll Rand Fuel50 Pilot OverviewJanuary 28, 2016

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.Key Facts Company HeadquartersIngersoll Rand is incorporated in Swords, Ireland.Ingersoll Rands North American Headquarters and Corporate Center is located in Davidson, North Carolina.

New York Stock ExchangeIngersoll Rand has been listed continuously on the New York Stock Exchange since October 11, 1906.Ingersoll Rand is the 16tholdest company and the 12tholdest continuously listed company on the NYSE.Ingersoll Rands stock ticker is IR.

Company HistoryIngersoll Rand is 143 years old. The company was founded when Simon Ingersoll patented the steam-powered rock drill in 1871.The Ingersoll-Rand Company was first incorporated on June 1, 1905.

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Ingersoll Rand Communities and Our People

World-Class Talent in Every MarketMore than 40,000 employees globally.

Global Footprint and Ingersoll Rand LocationsMore than 792 facilities around the world.We have 66 manufacturing facilities around the world.

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Our Brands

Industrial BrandsClimate Brands

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Career Development Needs & Fuel50 Pilot

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.Employees want more focus on career development: Employee engagement survey results consistently tell us we have opportunity to improve important growth and development areas, including: I can achieve my career goals at this company.The company has effective processes for developing people.I am supported in taking advantage of available career opportunities.31Career Development: An Existing Need

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Career Development is important to the company, and we know its important to our people, too.

Over the past few years, our people have told us through the employee engagement survey that growth and development is important to them its a key reason why an employee might stay at Ingersoll Rand.

In response to this feedback and our ongoing commitment to operational excellence and continuous improvement, we have taken a comprehensive look at our approach to career management and development opportunities.

The result is Career Progress.31

Supply a foundation for more focused development planning and career guidanceProvide greater visibility to career optionsEncourage flexibility to gain new experience and growCreate clarity on job expectations and requirements32

Desired Future State

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The purpose of Career Progress is to provide our people with more focus and direction for development and career planning. We want employees to have greater clarity on job expectations and more flexibility to grow and gain experience at Ingersoll Rand.

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Piloted Fuel50 with employees in Engineering and Global ProcurementApproximately 170 invited to participateMix of individual contributors and people leadersLocated in multiple countriesProvided access to the 5 Fuel Factor Assessments and summary reports Implemented prior to our development planning activities in March 2015

33Fuel50 Pilot

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Review content on the slide33

2015 Ingersoll Rand employee engagement results confirmed our positive qualitative feedbackResults show a statistically significant difference in the improvement of Fuel50 participants* compared to their peers

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*109 Fuel50 participants who completed all 5 assessment modulesFuel50 Pilot Impact on Engagement

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Review content on slide34

Additional significant improvements seen on specific questions for Fuel50 participants compared to their peers

35Fuel50 Pilot Impact on Engagement Cont.

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.Review content on slide

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Based on the results from the pilot we are expanding the usage of Fuel50 across the enterprise as part of a broader career development initiativeLate Q1 2016 will provide access to My Career Navigator driven by Fuel50 to 20,000+ salaried employees globallyLate Q2 2016 will implement career path information / functionalityQ4 2016 will be providing access to translated versions of My Career Navigator

36Post Pilot Activities

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Review content on slide

Any Questions?

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Questions?

Career Engagement GroupCareer agility and engagementCommercial in confidence, not to be distributed.

Anne FultonCareer Engagement GroupMike MartinIngersoll Rand

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