alignment international company and hr strategies 2013

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  • 1.April 2013 1 Survey Result Alignment International Company and HR Strategies

2. April 2013 2 Going Global 3. April 2013 3 Love does not consist of gazing at each other, but in looking outward together in the same direction. (Antoine de Saint-Exupery) 4. April 2013 4 Fact-Box Sample (Randomwise) N = 500 Participants: 69 Managers & Leaders with international Background Sectors: Manufacturing Industry, IT & Telecommunications Industry, Trade, Financial Services Sector, Services, Consumer Goods, Real estate & Construction, Logistics and transport Time Period: February March 2013 Functions: 22,9 % HR Directors and Managers 34,3 % CEOs, CFOs, Board Members (All the others) 14,3 % Expats, Country Managers, Sales, Purchasing (All the others) 28,6 % international Project Managers (All the others) Method: Online-Questionnaire (Survey Monkey) Countries: Germany, Austria, Spain, Italy, China, Netherlands, Mexico Russia 5. April 2013 5 1. Does your human resources department have a written HR strategy which is connected to the international Company Strategy? 37.50% 50.00% 12.50% 50.00% 30.00% 20.00% 48.50% 32.40% 19.10% 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% Yes Partly No Total All the Others Human Resources (HR) 6. April 2013 6 2. How do you organize your company and consequently the human resources department? 0.00% 25.00% 75.00% 46.70% 13.30% 40.00% 45.60% 17.60% 36.80% 0.00% 20.00% 40.00% 60.00% 80.00% Centralized (Headquarters determine all processes) Decentralized (Country organization is self-determined) Both - centralized as well as decentralized in different specifications Total All the Others Human Resources (HR) 7. April 2013 7 3. Does the HR (human resources) department participate in the development of the corporate strategy? 25.00% 75.00% 0.00% 48.33% 40.00% 11.66% 45.60% 44.10% 10.30% 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% 80.00% Yes Partly No Total All the Others Human Resources (HR) 8. April 2013 8 4. Does management as well as internal customers (in the country of origin and abroad) know about the HR management services? 25.00% 75.00% 0.00% 41.66% 41.66% 16.66% 39.70% 45.60% 14.70% 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% 80.00% Yes Partly No Total All the Others Human Resources (HR) 9. April 2013 9 5. Which communication channels are used within the company? Multiple answers possible! 100.00% 75.00% 100.00% 87.50% 87.50% 87.50% 50.0% 50.0% 98.28% 82.76% 50.00% 79.31% 44.83% 32.76% 24.14% 24.14% 98.5% 81.8% 56.1% 80.3% 50.0% 39.4% 27.3% 27.3% 0.00% 20.00% 40.00% 60.00% 80.00% 100.00% 120.00% E-mails Telephone calls Intranet Face to face / presence meetings Events Employee magazines Information boards Posters/Folders Total All the Others Human Resources (HR) 10. April 2013 10 6. How do you manage language differences? Multiple answers possible! 12.50% 62.50% 37.50% 50.00% 12.50% 44.23% 59.62% 23.08% 9.62% 3.85% 40.00% 60.00% 25.00% 15.00% 5.00% 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% Everyone speaks the corporate language (e.g. German) All communication channels use both languages (corporate language and English, English and national language) Everyone speaks English Interpreters for the most important languages spoken in the Company Visualized workflows or multilingual machine labelling Total All the Others Human Resources (HR) 11. April 2013 11 7. How do you handle cultural differences? Diversity- Management 12.50% 87.50% 75.00% 12.50% 44.90% 48.98% 40.82% 8.16% 40.40% 54.40% 45.60% 8.80% 0.00% 20.00% 40.00% 60.00% 80.00% 100.00% Everyone follows the main Corporate culture (values, philosophy, language) Via Management - Leadership and Employee Programs on intercultural sensitivity Each culture has its place, is respected and integrated (religion, young & old, gender, different nationalities) How does Corporate communications and/or the HR department give support? Total All the Others Human Resources (HR) 12. April 2013 12 8. What do you consider to be the strategic focuses within the International Human Resource Responsibilities for the next two years? Multiple answers possible! 37.50% 37.50% 62.50% 75.00% 25.00% 100.00% 37.5% 87.5% 42.31% 50.00% 48.08% 51.92% 19.23% 53.85% 42.31% 36.54% 41.7% 48.3% 50.0% 55.0% 20.0% 60.0% 41.7% 43.3% 0.00% 20.00% 40.00% 60.00% 80.00% 100.00% 120.00% Development of an international communications strategy Internationalization of the workflows and processes to improve efficiency Internationalization of the HR-instruments (e. g. employee surveys, Management by Objectives, Appraisal Systems, Retention-Systems...) Recruiting in different Countries (How to recognize different Qualifications, Academic degrees...) Outsourcing of company support processes (payroll , accounting procedures...) International leadership/talent development International job rotation Employer branding Total All the Others Human Resources (HR) 13. April 2013 13 9. In what area does your HR Department give the utmost performance for foreign markets? 87.50% 62.50% 25.00% 50.00% 62.50% 62.50% 50.00% 52.27% 27.27% 47.73% 31.82% 34.09% 55.80% 53.80% 26.90% 48.10% 36.50% 38.50% 0.00% 20.00% 40.00% 60.00% 80.00% 100.00% Expatriation Recruiting Human resources management systems Consulting within legal affairs Contact to local Personnel Consultants Presence within the respective/different countries Total All the Others Human Resources (HR) 14. April 2013 14 10. How important are the international HR KPIs (Key Performance Indicators) for corporate management? (fluctuation, employee surveys, absenteeism rates, diversity mix, etc.) 37.50% 37.50% 25.00% 37.50% 0.00% 22.45% 30.61% 28.57% 24.49% 18.37% 24.60% 31.60% 28.10% 26.30% 15.80% 0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% 35.00% 40.00% Are not reviewed at all Are reviewed and evaluated periodically in an international context Are reviewed and applied for strategic decisions Are reviewed, applied for strategic decisions and translated into action plans No comments possible Total All the Others Human Resources (HR) 15. April 2013 15 11. How important do you consider an International Human Resource Management System to be and how do you put this in practice? Multiple answers possible! 25.00% 87.50% 25.00% 87.50% 37.50% 40.82% 55.10% 10.20% 59.18% 38.78% 38.60% 59.60% 12.30% 63.20% 38.60% 0.00% 20.00% 40.00% 60.00% 80.00% 100.00% Harmonised and centralised approach (guidelines are specified worldwide for the local HR work) Adjustments to regional conditions (high degree of autonomy) Each region has its own system (possibly there are recently purchased corporate units) Strategic HR processes, e.g. talent management, that are defined worldwide Development of a uniform pool of young management talents and top management for international assignments Total All the Others Human Resources (HR) 16. April 2013 16 12a. International HR portfolio/Cluster (multiple answers possible) in worldwide deployment 62.50% 62.50% 50.00% 50.00% 50.00% 25.00% 41.67% 39.58% 37.50% 41.67% 50.00% 18.75% 44.60% 42.90% 39.30% 42.90% 50.00% 19.60% 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% Strategy and principle International projects including control systems HR controlling Recruitment and selection of personnel Employee development incl. talent management Education (apprentices, lateral entrants or career break returners) Total All the Others Human Resources (HR) 17. April 2013 17 12b. International HR portfolio/Cluster (multiple answers possible) in worldwide deployment 50.00% 50.00% 50.00% 62.50% 12.50% 0.00% 37.50% 33.33% 47.92% 27.08% 25.00% 27.08% 39.30% 35.70% 48.20% 32.10% 23.20% 23.20% 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% Compensations & benefits Consultancy and development of the employees and managers (personnel evaluation, trainings, coachings, integrations & welcome culture, etc.) Employment abroad selecting and supporting Support of the expatriates as well as return programmes Labour law Personnel administration Total All the Others Human Resources (HR) 18. April 2013 18 12c. International HR portfolio/Cluster (multiple answers possible) in worldwide deployment 12.50% 0.00% 12.50% 37.50% 75.00% 62.50% 20.83% 14.58% 8.33% 25.00% 35.42% 27.08% 19.60% 12.50% 8.90% 26.80% 41.10% 32.10% 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% 80.00% Salary statement Occupational pension schemes Time Management, Time Keeping etc. HR-IT (talent programs, qualifications, fluctuation) Internal communication (employee magazines, intranet, corporate social responsibility) Employer branding Total All the Others Human Resources (HR) 19. April 2013 19 13. HR role models: How is the international HR work percieved by internal customers? (executives, managers, expatriate managers, etc.) What is the competence level of HR business partners? (self or external assessments) 37.50% 62.50% 0.00% 0.00% 0.00% 4.88% 53.66% 34.15% 7.32% 0.00% 10.2% 55.1% 28.6% 6.1% 0.0% 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% Very competent Competent Partly Less competent Not competent Total All the Others Human Resources (HR) 20. April 2013 20 14. Do the HR business partners regularly attend management meetings? 50.00% 50.00% 0.00% 0.00% 0.00% 17.50% 27.50% 27.50% 20.00% 7.50% 22.9% 31.3% 22.9% 16.7% 6.3% 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% Very often Often Sometimes Seldom Never Total All the Others Human Resources (HR) 21. April 2013 21 15. Are there mandatory trainings for HR business partners, referring to the company's business? 12.50% 0.00% 50.00% 25.00% 12.50% 5.41% 13.51% 43.24% 10.81% 27.03% 6.7% 11.1% 44.4% 13.3% 24.4% 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% Very often Often Sometimes Seldom Never Total All the Others Human Resources (HR) 22. April 2013 22 16. What is the satisfaction level of national management with the HR business partner? 12.50% 75.00% 12.50% 0.00% 0.00% 4.88% 56.10% 29.27% 4.88% 4.88% 6.1% 59.2% 2

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