施耐德电气组织发展实践——施耐德电气王俊

• Gender workshop • Female in front office • Female talents • Young talents • Heforshe
• One day training • Digital learning • Sales learning path • On-boarding
Leadership Development
Leadership vision Leadership competency Leader integration Mentoring/coaching
Organization Capability
Organization diagnostics Spans & Layers Critical role develop. Career & competency
Guangzhou Shenzhen
HR Structure & Interaction with OD/TM
HR Services HR Solutions
Global HR Functions
Operations/TA&M Rewards L&D HRBP
HR Business Partner
• Talent rewards and retention solution • Salary analytics on talents • Talent development program execution
• 30 % of implementation of global TM/OD initiatives • 50% of execution of country level TM/OD programs • 20% BU specific TM/OD
Learning day & path
Pipeline and Community • Talent Review and exposure • Position based succession plan • Critical role communities & assessment • Chinese Talent Community
Schneider China
• 26,000 Employees • 1 Headquarter in Beijing，5 branches, 40 Regional Offices
Urumqi Beijing
• 1 Customer Care Center located in Beijing and Wuhan
• Marco Polo • Management Trainee
• Develop own successors
Build
• Tiger 2.0 • IDP for Box 9/8/6
• Leading & Engaging Gen Y • BU young talents program • 1 gen Y at N-2
We build careers. All employees who are performing at the required level and who demonstrate alignment with the Schneider SCOPE values are Talents.
China Priority
Solution
LEAD/LEAP /One Leadership program
Quality Consistency Visibility Mobility Diversity
Reverse Mentoring program
ONE China Talent Management
Raise the bar through high performance culture Calibration and Validation Cross BUTalent Exposure IDP, HRC+SCC mobility meeting Nationality, Generation
Performance Management
Competency & Development
Hale Waihona Puke Baidu
Individual Development Planning
Talent Review
Succession Planning
Confidential Property of Schneider Electric
Report to Global Human Resources
Report to HR or Business Leader
Transformational People Strategy To Support Business
High Performance Culture Well-Being Leadership Diversity & Inclusion Learning Talent
• Retention dialogue /checklist
4
TM & OD Focus
Lead strategic intervention leading to greater talent and organizational development
Talent Management
Talent strategy Succession plan Talent review Hipo development prog.
• 700+ Distributors • 300 Cities presence • 26 Production Facilities • 8 Distribution Centers • 3 R&D Centers • 1,000+ R&D Engineers • 1 Energy University • 1,000+ Local Suppliers
Integrated Talent Management
• Performance gaps highlight areas for competency development • Accurate performance assessment underpins the Talent Review • Succession planning is informed by accurate assessment of candidate competency vs success profile and results from the talent review • IDPs containing SMART development goals are the central link between all these discussions and are the means of tracking progress
Confidential Property of Schneider Electric | Page 2
Tianjin
Xi’an Suzhou Chengdu Wuhan Shanghai
Head Office Regional Office Production Facility R&D Center Distribution Center Customer Care Center
Performance and optimization • Perform. review • HC & people cost
Happy and health workplace
Feedback & coaching • 6 Leadership expectation
Female & Generation
Transformation in Performance Management
1. 2. 3. 4. 5. 6. Manager responsibility Performance = what + how Performance management is a year-round business process STIP is integrated into performance management Strong empowerment in decision making Developing people and teams
We value and respect differences. We build a company where everyone has an equal chance to succeed and give fair opportunities for all.
We want our people to be recognized as the best professionals of our industry.
Culture and Transformation
Employee Engagement Performance Management Diversity and Inclusion Change Management
5
New calendar & Performance process Talent Management process
Integrated Talent Management and Organization Development
Wang Jun, Ph.D Director, Organization Development, Human Resources
Confidential Property of Schneider Electric
Global Ambition
We drive performance. Win as a team. Empower and engage our people.
We help individuals & teams unleash their full potential.
Our leaders are authentic. They coach and inspire their teams.
Young Talents
• Identification of top • Accelerated development • Innovative retention plan
• Hire 5-10 1 job away potentials to prepare succession
• Female in commercial mgt. • Digital talents
TM/OD
• System support for TM campaigns (Talent Review, Succession Plan, Performance Management, Competency Review) •Data source on talent analytics •Operational support for talent programs •Critical role/talents hiring
6
Talent Management & Development Strategy
N-1 Challenges
Buy
• Leading in new “Normal” • ONE team spirit • Succession
N-2/N-3
• Digital competency & capability • Strategic outside-in view • Female leadership
China Actions
• Spans & layers • WESOP • STIP • Recognition program
• Well-being training
• Well-being campaign • Cool Site 2.0
• Mentoring • Career Connect • Employee Engagement