How to Develop and Leverage Talent in a Global

MarketNovember 2012

2 File Number

Introduction

Xi (Cici)ChenTalent

Management

Dawn Lovely

Attracting & Developing

Talent

ShawnaGreiner

Expatriate Assignments

KaraWarrensfordVirtual Teams

Talent Management in a Global Market

Xi (Cici) Chen

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Why Talent Management?

Global resources in global presence

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Why Talent Management Matters

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Strategic Planning

Talent Management

Talent management as a differentiator

Management Resource

Review• Performance Assessment

• Differentiation• Pay for Performance

• Potential Assessment• Retention Risk

Assessment• Leadership Pipeline

Staffing

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Talent Management

•Performance & Development Summaries•Compensation Planning•Performance & Compensation Discussions

•Strategic Planning•Mid Year Assessment Preparation

•Mid Year Assessments•Executive Management Resource Review

•Goal Setting•Performance & Development Summary Preparation•Executive Management Resource Review

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Keep and Attract Talent

• How to keep talented individuals in our organization and to attract more to our organization- Rewards and recognition- Company branding- Pioneer in industry- Building trust/ transparency (Mentor/Buddy Program/Matrix

report) - Career development (Career plan/Management resource

review/Technical resource review)- Employee engagement

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Wonderful Moment

Attracting and Developing Talent in Global Locations

Dawn Lovely

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Attracting Talent In High Growth Region

• Labor markets are competitive in high growth regions; find innovative ways to attract talent

- Company branding and advertising

- Build strong community relationships and reputation

- Partnership with universities and technical schools Graduate trainee program (functional rotational development program)

Thesis work, Bachelor/Masters/PhD, special projects

Site tours (Basic schools, Technical schools, Universities)

Practice/trainees

Attend recruiting events - job fairs, open days

Scholarship program

Special lectures

Part-time jobs

People are the ultimate differentiator

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Growing Talent In High Growth Region

• Build loyalty with employees

- Benefits

- Work environment

- Teamwork

- Growth path discussions

- Reward and recognition

• Invest in your best

- Managers are the face of the company – need to take that responsibility seriously

Make it personal - know your team and what motivates them

Work to understand what they want from their careers and make it clear that you're ready to help them achieve it

Employees that feel valued are less likely to leave

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Grow Talent Internally

• Focus on developing employees to fill positions internally

- Regular management resource review

Identify top talent and future talent

Documented development plans for every employee

Development programs for top performers

- Challenge employees

Set challenging goals; raise performance bar year over year

Offer special assignments and highly visible projects

Short-term bubble assignment for new skills

- Reward employees

Building internal pipeline talent impacts future health

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Understand and Maximize Talent Pool

• Understand the local cultural differences and what motivates employees

- Willingness to-

Commute or relocate

Take on challenging assignments

Openly discuss ambition

- Personal and cultural values

- Growth expectations

- Work/life balance

- Local labor laws

Understanding the local culture, laws and expectations is critical to connecting with the work force

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Retaining Talent In High Growth Region

• Managers directly impact retention

- Clearly communicate clear vision and strategy

- Regular career path discussions, provide challenging assignments to learn & develop

- Frequent communication and performance feedback and impact on company goals

- Reward and recognize contributions

- Provide positive work environment that encourages creativity and growth

- Build teamwork, create fun and friendly competition

- Encourage company or team events and activities

Use “High Touch” to retain top performers and create A work environment where people feel appreciated

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Retaining Talent In High Growth Region

Retaining top performers is the key to success

• Why employees leave

- Recognition from managers and leaders

- Opportunities to grow and lead projects

- Promotions and ability to develop careers

• Employee feedback

- Critical, don’t wait until mid-year and end of year reviews

Provide employees with continuous, informal performance feedback (most impactful immediately after event)

Be clear about expectations and contributions to the organization's success

Be specific about successes and improvement opportunities

Expatriate Assignments

Shawna Greiner

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International Assignments

• What is a expatriate?

• Why should you consider an international assignment?

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International Assignments

• How can you prepare for an international position?

• What are the biggest challenges?

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International Assignments

• On assignment

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International Assignments

• Repatriation

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International Assignments

Trips,Time Zones and

ToolsKara WarrensfordNovember 2012

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Our Journey…

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And, Here’s Your New Assignment!

• Lead the Honeywell Aerospace Electronics Task Group- Team is comprised of technical experts in electronics

manufacturing across 15+ Internal design sites spanning the globe!

• Lead an Aerospace electronics materials standardization project aimed at reducing complexity and cost in our electronics manufacturing processes- Use your applicable internal technical experts at our design

sites

• Support new Honeywell Aerospace team development in Puerto Rico and Penang, Malaysia• You work out of Clearwater, Florida, USA

What Challenges May Be Encountered?

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Maybe They Are On Holiday!

Trips

Why Aren’t My Co-Workers

Accepting My Meeting

Notices?

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Holidays Around Our Aerospace Sites

• U.S.- Memorial Day- Independence Day- Thanksgiving Day

• Penang, Malaysia- King’s Birthday- Malaysia Day- Eid

• Toronto, Canada- Victoria Day- Remembrance Day

Consider Regional /Cultural Holiday Schedules

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Holidays Around Our Aerospace Sites

• Yeovil, England- Boxing Day

• Shanghai, China- Ching Ming Festival- Dragon Boat Festival

• Puerto Rico- Three King’s Day- Puerto Rico Constitution- Luis Muñoz Rivera

Birthday

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Time Zones: “It’s 5 O'clock Somewhere”

• Managing virtual teams across the globe

Meeting time may work fine for you, but…What about your team members in Phoenix and China?

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Tools: Online Meetings

• What works great about this tool?• Desktop sharing with external• Web-based audio management controls – promote presenters,

mute and un-mute• Microsoft Outlook® integration• Interactive chat• Visually see who is speaking

• Issues?Who Let The Dog Out?1

• Interruptions• Late entry• Background noise

• What isn’t really that useful with the tool?• User familiarity is important• Meeting courtesy

Online Meetings Are A Key Tool For Virtual Teams

1See “The Conference Call” by Dave Grady

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Tools: Team Sites (SharePoint)

• What works great about this tool?

• Easy control of access & use• Roster- contact lists• One location to collaborate

• Issues?• Peripheral team members lose the

link• Consider access rights

• What isn’t really that useful with the tool?

• Didn’t I Post That TPS Report?

Team Sites Enable Sharing of Information

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Tools: Instant Message (Lync)

• What works great about this tool?

• Quick access• Can get contact while person is

otherwise busy• Replacing phone lines• Desktop sharing option• Video capability

• Issues?• Quick question…Can turn into lengthy

discussion. • Have to know when to pick up the

phone!

• What isn’t really that useful with the tool?

• Multi tasking is ineffective1

1 See Also “The Monkey Business Illusion” by Daniel Simons

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Success!

• Were these tips and tools effective? How to measure success?

• Team accomplishments• Acknowledgement of team member’s contributions• Team growth

• Individual• Team reputation

• Team member’s willingness to provide continued support

Recognize Your Team Member’s Accomplishments …Whether They’re in Your Office or Across The Globe!