Talent Management at HP · 2007-07-11 · Talent management −Create a deeper, more disciplined approach to talent management to increase number of placements of qualified, internal

Talent Management at HP

Sung Hae KimHR VP, Personal Systems Group, APJ

2007 Partner ConferenceBeijing, China

2 2007 Partner Conference - HR Module

Topics

• HP’s people promise

• Talent management at HP

Our brand and people

4 2007 Partner Conference - HR Module2007年7月11日HP Restricted 4

Brand is the essence of our company.It is our reputation in the marketplace and the community.Brand is a promise we make to our customers.It is everything we say and do that makes us stand out.It is one of our most valuable assets.

5 2007 Partner Conference - HR Module5 2007年7月11日

Our character:

We can help you do that.

InspiredGenuineTrusted

Our brand promise


Centered around our brand

brand promise: we can help you do that

people practices

products

customerexperience

sales & marketing


Our people promise

Employee value propositionHP helps great people grow. We develop strong leaders who trust and respect our people, give them opportunities to stretch and achieve, and reward those who focus on the customer, drive innovation and help HP win.

Grow and win with HP.


Centered around our people promise

people promise: grow and win

with hp

talent management

recruiting & staffing

totalrewards

learning&

dev.

9 2007 Partner Conference - HR Module9 2007年7月11日2007年7月11日 9

We have the same two tools every other company uses to affect people’s perception of our brand and our people promise: What we say and what we do. To increase our brand’s strength, both need to be aligned.

Employee value proposition


Employee value proposition

Work Environment

Compensation

Line of Equal Value

SuperiorValue

InferiorValue

$ $$$$$


What HP offersGreat people Diversity

of talentTrusted reputation

Meaningful work

Career development

Operational excellence and global leader

Recognition Competitive & differentiated total rewards

Talent management

Positive work environment

Strong HP brand

Collaborative teamwork

Performance management

Global citizenship

Passion for customers

Open, honest managers

HP’s People PromiseGrow and win with HP


FY07 focus areas

Grow andwin with HP

Career development− Launch and implement career development frameworks to help all

HP employees build a plan for meeting their career objectives

Talent management− Create a deeper, more disciplined approach to talent

management to increase number of placements of qualified, internal candidates

Leadership learning solutions− “Leaders teaching leaders” to instill a set of disciplined

management practices to foster execution and results− Grow a diverse talent pool ready for leadership in more senior

positions

Total rewards− Differentiated and competitive rewards tied to performance

Talent managementat HP


Talent management

Objective:

To create a Talent Advantage for HP by ensuring we have:

−better leadership talent−a stronger pipeline of replacements−more compelling development opportunities than our

competitors


Talent assessment grid

Has leadership Has leadership potential;potential;

mixed mixed performance or performance or less experienceless experience

Less leadership Less leadership potential; lower potential; lower performance or performance or less experienceless experience

Has leadership Has leadership potential and potential and

strong strong performanceperformance

Less leadership Less leadership potential; strong potential; strong performance and performance and

experienceexperience

Leadership Capability

Too new to rate

HighPe

rform

ance

(Res

ults/

Busi

ness

exp

erie

nce)

Low High


HP Leadership Standards• Results and Performance Driven

− Deliver exceptional results− Manage execution

• Customer-Centric− Focus on customers

• Business Acumen and Thought Leadership− Make seasoned decisions− Shape strategy

• Team Leadership & Personal Effectiveness− Lead the team− Operate with integrity− Develop talent



DevelopDevelopManageManage

PromotePromoteRetainRetain


Too new to rate

Low High

HighPe

rform

ance

(Res

ults/

Busi

ness

exp

erie

nce)



Mark SuzukiMark SuzukiMichelle DellMichelle Dell

Sara LeeSara LeeH.S. KimH.S. Kim

Bob YangBob Yang


Too new to rate:Tony Watts

Low High

HighPe

rform

ance

(Res

ults/

Busi

ness

exp

erie

nce)


Organization Chart/Succession PlanOrg Leader/Key Position:

1.

2.

1.

2.

1.

2.

1.

2.

1.

2. 1.

2. 1.

2.

1.

2.

Color code boxes based on Talent Assessment Grid and identify ‘critical’ roles and any diverse talent

Retain Promote Manage Develop

C = Critical Role

(D) = Diverse

Too New

(current direct reports of leader)

(potential successors)

(potential successors)


Organization Chart/Succession PlanOrg Leader/Key Position:

Tom Goh 1. Sara Lee

2. HS Kim

Bob Yang

Sales Mgr

Sara Lee

Sales Mgr

HS Kim

Marketing Mgr

Mark Suzuki

Product Mgr

Tony Watts

Finance Mgr

1.Amy Woo

2. Bill Ang

1. Anthony Smith

2. Kara Koo

1. Kara Koo

2.

1.

2. 1. Amy Woo

2. Bill Ang

Color code boxes based on Talent Assessment Grid and identify ‘critical’ roles and any diverse talent

Retain Promote Manage Develop

C = Critical Role

(D) = Diverse

Too New

Michelle Dell

Cust Svc Mgr

1.Bill Ang

2. John Wang


LowerHigher Development Impact

10%

Formal “training”

Books

Conferences/seminars

E-learning/BlendedLearning

Professional journals

Education70%

Development in role “on the job”

Special projects/taskforces

Job rotation

Start-up/Shut-down assignments

Cross-functional teamwork

ExperienceRole models

Coaching

Ongoing feedback/360

Mentoring

Career Planning

Relationship20%

Developing talent @ HP

Breakout questions


In groups of 10…

• Appoint a scribe and a presenter• Take 10 minutes to discuss these questions:

1. What innovative hiring methods has worked well for you and your company?

2. What is your company’s value proposition? Why do people join, stay, or leave?

3. How can HP help you in attracting, hiring, developing and retaining your people?

• Each group takes 2 mins to present.

Documents

Talent Management at HP · 2007-07-11 · Talent management −Create a deeper, more disciplined approach to talent management to increase number of placements of qualified, internal