attracting and retaining human capital
Post on 25-Feb-2016
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Attracting and Retaining Human Capital
David Lofquist, HR Director for Russia, ExxonMobil
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Employee Engagement
Employee EngagementThe extent to which employees commit to their organization, how hard they work and how long they stay as a result of that commitment
Discretionary EffortAn employees willingness to go above and beyond the call of duty such as helping others with heavy workloads, volunteering for additional work, etc.
Intent to StayThe employees desire to stay with the organization, based on whether he or she intends to look for a new job, frequently thinks of quitting, or is actively looking for a job
Organizational Performance
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Attraction and Retention Drivers
• Compensation
• Work-Life Balance
• Ethics & Respect
• Supv / Mgr Quality
• People Management
• Stability
• Compensation• Future Career
Opportunities• Development
Opportunities• Stability• People Management• Supv / Mgr Quality• Work-Life Balance• Recognition• Work Environment
Top Global Drivers of Attraction
Top Global Drivers of Attrition
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Employee Values
Rewards Opportunities
People Work
Compensation Future Career Opportunities Development Opportunities Stability
Supv. / Mgr. QualityPeople Management
Recognition Work Environment Work-Life Balance
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People
• Enable employees to contribute to organizational success
• Provide clear goals and direction, instill ownership
• Provide routine informal feedback
• Enable team feedback to augment supervisory feedback
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Work • Provide relevant, customized and timely
recognition for teams and individuals
• Ensure mutual trust and respect, open communication
• Facilitate meaningful peers interaction to enhance productivity
• Promote work/life balance and ensure flexible workplace programs are available and supported
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Opportunities• Provide line managers with communication
guidelines to effectively communicate around organizational stability
• Demonstrate trustworthiness by delivering against career expectations
• Help employees reach personal development goals
• Work experiences contribute to professional growth and development (technical and leadership) in line with business needs
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Rewards
• Long-term, career orientation
• Rewards performance, experience, and responsibility
• Provide externally competitive Total Remuneration (TR) package
• Employees understand the remuneration philosophy and underlying principles
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• Restart Career paths to avoid attrition• Provide Development, not Just Promotions• Realize the Full Value of your Total
Remuneration program through improved Communication
• Enable Peer-Driven engagement and Productivity
• Develop an Internal Informal Feedback Process
Summary / Key Strategies
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