october 19th, 2016 - 2pm est - worldwide erc · edwards lifesciences overview. edwards lifesciences...
TRANSCRIPT
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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!
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Worldwide ERC® for more information on
these topics: 703.842.3400
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