hr transformation & strategy overview - c.ymcdn.comc.ymcdn.com/sites/ · pdf filehr...
TRANSCRIPT
HR Transformation & Strategy Overview
Mahesh PuducheriVice President Human Resources – Halliburton
Halliburton Global Franchise
• 60,000 employees in approximately 80 countries
• $18 Billion in Revenues in 2010 (Fortune 200 company)
• Market Capitalization: ~$40 billion
So What’s Changing…
• Business Landscape
• Investor
• Customer
• Employees/Talent
• Community
Overall Themes from Executive Interviews
Halliburton Overall• Strong people, focused on the
customer and driven to execute
• Viewed by customers as reliable, trustworthy and solving the hard problems
• Siloed, too conservative in marketing and upselling customers
• The future is an increased focus on customer needs by providing integrated, innovative solutions
• Employees of the future must have technical depth, yet have increased capability to work across PSLs
• Increased local talent and leadership is critical
HR Overall • Recognition that HR is trending
upward overall the past 3-4 years
• Systems and tools highlighted as effective and best practice
• Strong senior team talent, but significant talent gap at country/local level
• Too much “drive-by” HR, leaders want more insights from dedicated HRBPs.
• Need increased business acumen for HR staff
• Increase alignment of HR metrics to business metrics
Organizational Capabilities – Top 3
Capability Description: We are good at … Mentions
LeadershipBuilding leaders that generate confidence in the future (includes one
mention of delegation and empowerment)16
Strategic UnityCreating a shared agenda and broad commitment and engagement
around our strategy (includes two mentions of shared mindset)6
Customer Connectivity
Fostering strong and enduring relationships of trust with target customers 15
CollaborationWorking together across boundaries to ensure leverage and efficiency
(includes one mention of partnership)6
Learning Generating, generalizing and implementing ideas with impact 0
InnovationCreating new products, services and ways of working that are
commercially successful11
TalentAttracting, motivating, developing, and retaining talented and committed
people9
Speed Making important changes rapidly 3
EfficiencyReducing the costs of our business activities without hurting the core
business2
AccountabilityCreating and enforcing standards that lead to high performance and
execution9
Perceived HR Strengths and Needs
Mentions Strengths
9 Effective systems and processes
7 Helpful, responsive people
4 Succession planning / Attention to high-potential employees
3 Energy / Eager to contribute and improve
3 Senior HR managers are effective and talented
Mentions Needs
11 HR talent gap at lower local levels / Disconnect between corporate HR and local execution
10 Understaffed at senior levels / Too much “drive-by” HR partnership
8 HR tends to be too administrative / Transactional
7 Demonstrated business knowledge
5 Increase flexibility, speed
3 Talent acquisition
Views on HR Organization / Resourcing
Mentions Feedback
12 At senior levels, dedicated HR business partners who are part of the business leadership team (not “drive by”); HR is spread too thin
10 Need to accelerate development of HR talent
9 Need cadre of HR leaders and professionals who are proactive, know the business, are skilled business partners, talent developers and change leaders
8 Need greater HR competence in local markets
5 More high-potential employees spend time in HR as part of their development
HAL HR Strategy Map
StrategicContext:
CapabilityRequirements:
HR Practices:
LeadershipFor Change:
HR Vision:
HR StrategicPriorities:
To better meet our customer / market segment needs by continuing to innovate our products, services and ways of working
Unity of Identity: Reliable, Problem Solvers, Trustworthy
InnovationCustomer Connectivity Leadership
People/TalentPerformance and
RewardInformation and Communication
Work and Organization
Building HR Leaders and Leadership
Lead. Connect. Innovate.
Get It Right in HR
Talent and Leadership
Pipeline
Build a High Performance and Rewards
Culture
Business Development
and Sales Capabilities
Integrated Solutions
Across PSLs
Implement
HAL Strategic HR Priorities
Team 1: Talent and Leadership Pipeline
INDIVIDUAL CONTRIBUTOR
FRONTLINE
OPERATIONAL
TRANSFORMATIONAL
STRATEGIC
ATTRACTION &
SELECTION
ATTRACTION &
SELECTION RETENTION &
REALIGNMENT
RETENTION &
REALIGNMENT
ASSESSMENT & DEVELOPMENTASSESSMENT & DEVELOPMENT
Talent Pipeline Pyramid
Team 2: Build a High Performance and Rewards Culture
High Performance
Culture
Engage and Reward
Employees
Drive Company Performance
Optimise Human Capital
� Align resources and create/reinforce a culture of excellence.
� Identify and meaningfully reward high performing employees.
� Optimise human capital and drive effective talent management practices
1
2
3
Business Case For A High Performance Culture
Goals, performance assessments and rewards do not differentiate between high performers and low performers.
Goals, performance assessments and rewards do not differentiate between high performers and low performers.
Current State
Future State
Team 3: Business Development and Sales Capabilities
What Did We Learn – What Can We Influence?
Identify Top Talent BD Career Path BD Training
1. Leverage and refine our
process for determining
high potential employees
1. Identify key roles &
criteria for methodical
career progression
1. Focus training on creating
solution focused BD who
know how to identify and
apply the technical
expertise required to win
the work
2. Compile the
competencies and
behaviors that are
shared across high
performers and high
potentials
2. Ensure right people
are in the right roles at
the right time
2. Invest training dollars in
top talent
3. Create success profiles
based on these shared
competencies, behaviors
and skills
3. Identify and strengthen
our pipeline for each
key role
Team 4: HR Partnering to Drive Cross-PSL Solutions Strategy
Cross PSL Solutions
OptimizedDrilling Performance
Reservoir Insight
Digital Workflows
Team 5: Get It Right in HR
The New Model of HR Competence
Summary
Build BD & Sales Capabilities
Cross PSL Solutions
Build a high performance & rewards culture
Talent & Leadership Pipeline