Securing Global Talent

Track 3

Monday 11 May, 2009

15:30 – 16: 15

Mary Anne Burke

Key Questions Addressed

• How can IA organizations build a competitive advantage in the global economy?

• What defines IA competitive employment value?• How can IA organizations increase their

competitiveness across critical talent segments?• How can IA organizations build credible

employment value proposition in the global

labor marketplace and keep up with all

demands placed on the role?

How Can IA Organizations Build Competitive Advantage?

By focusing on the Employment Value Proposition

• Critical to talent attraction and commitment• Reduces New-Hire Compensation Premiums • When candidates in the labor market view an

organization’s EVP as attractive, they demand less of a compensation premium when deciding to join.

• Organizations need to vary their EVP geographically.

0%

5%

10%

15%

20%

25%

Increase in Compensation forCandidates Who Think EVP is

Attractive

Average Increase incompensation

Increase in Compensation forCandidates Who Think EVP is

Unattractive

Decreasing Compensation Costs

What Defines the IA Competitive Employment Value

7 Attributes 1. Organizational Stability2. Development Opportunities3. Sustainability of Career 4. Financial “health” of the organization5. Compensation6. Respect7. Corporate Culture

What Defines the IA Competitive Employment Value

5 Unique Attributes 1. Location2. Work–Life Balance3. Meritocracy4. Ethics (Moral Compass) 5. People Management

Top Drivers: Attraction & Commitment

How Can Organizations Increase the Competitiveness of Their

Employment Value Proposition Across Critical Talent Segments?

• The winning EVP addresses geographic variation in the EVP preferences of critical talent segments.

• Talent segments in emerging markets have unique EVP

preferences that must be prioritized.• Must be locally relevant and globally consistent.• ID the points in the recruiting life cycle with the greatest

impact.

How Can IA Organizations Build a Credible Employment Value ?

• A successful labor market communication strategy emphasizes organizational reality, message consistency, and self-assessment.

• Three keys to increasing the number of employees advocating for the organization are trust, flexibility, and

organizational values. • Employees are a trusted source of information – employee

referral program.

• The Employment Value Proposition (EVP) is critical

to talent attraction and commitment.

• Sharing Best Practices

Significant Global trends

• An era of uncertainty

• Recruitment themes

• Competition for talent is intense

• Rules have changed

• ID seams of global talent

• How do corporations secure global talent

An Era Of Uncertainty

• Recent Scandals

• Governance Reforms

• International pressure – what this means

• Audit Committee’s proactive role

• The future - change is constant

Audit Functions Hold Steady

• How to maintain a course of “strong internal and external recruitment”

• Inclusion and diversity of internal audit staff, including intergenerational integration

• Use of SME’s – specific skill training into internal audit activities

• Rotating “guest auditor” program from inside the business and recruiting directly from business operations

• Strong internal and external recruitment, strong on boarding, training and staff integration

• Campus recruiting and internships

Major Challenges for Conducting International Operations

0

10

20

30

40

50

60

70

Language andCulture

Knowledge oflocal

laws/regulations

Knowledge ofemeriging risk

issues

Travel and TimeCost

Use ofstandardizedmethodology

Other

Recruitment Themes

• The Talent War

• Making do with less

• The aging workforce

• Quality vs. quantity

• Human Resources

• Sustainability

Your I.A Team in Tight Times

• Budget crunch

• Reinventing

• Preparing to live with risk

• Prioritizing – offer trust and respect

• Commit to providing continuous learning

• Transparent about the level of coverage

Challenges of Developing a Global Workforce

• Changes in demographics

• The demands of Gen Y and X

• Increasing diversity

• New technologies have eliminated barriers of distance, time, boundaries.

• Changing risk profile

• Are we hiring the right skills for the task?

How do you address challenges of maintaining the proper level of staffing?

• The risk profile of organizations are changing• Creating a positive change with urgency• Transformation from financial reporting

compliance skills to staff with operational, technical and specialized skills – Integrated Auditors.

• Retaining talent• Investments are made through recruiting or with

a third party relationship.

Global trends in covering international operations

0

5

10

15

20

25

30

35

40

Centralizedcoverage from

corporateheadquarters

Decentralized /located at

internationaloperations

Combined InternalAudit and third-

party serviceprovider

Thrid-party serviceprovider

No internationalcoverage

Not applicable -co.does not haveany international

operations

Retention and Corporate Culture

• Collaborative, supportive team players

• Desirable place to work

• Provide interaction with management

• Personal contributions and success of the business

• Encourage networking

• Give employees more responsibility

Developing Talent

• Take a long term view

• Keep staff challenged and grow professionally

• Rotational programs

• Encourage cross training

• Career planning sessions

• Mentoring

How to Secure Global Talent

• Look at your company’s armor

• Empower your IA career

• Audit Makeover

• Be proactive

• Get management buy in

• Longevity

• Create positive change• http://www.youtube.com/watch?v=Us-TVq40ExM

• Look at your company’s armor

• Empower your IA career

• Audit Makeover

• Be proactive

• Get management buy in

• Longevity

• Create positive change

Thank You ! Siyabonga Bedankt Vielen Dank

Danksche Well done Arigato gozaimasu Dank u wel Muchas gracias

Dankie Спасибо Gratia Eso

Gui lah hui te ha Toa chie ありがとう Multsãnjescu Merci Yaddung jee

Kiitos Takk fyrir Vielen Dank

Eskerrik asko Ulfaad'd'a Mahalo nui loa

Cheers Muchas gracias Kiitos Obrigado Cám ón ông

FERGUSON & BURKE

Mary Anne Burke 800 .401.2323

careers@fergburke.com