Not Very Likely Atlas Van Lines

Document Sample
Not Very Likely Atlas Van Lines Powered By Docstoc
					Entering the Age of Talentism
     45th Annual Forum
         Stephen Cryne
      President & CEO CERC
                Agenda
         Drivers of Talent Mobility

         From Tactical to Strategic

Good Practices and Organizational Strategies

                   Q&A
                About CERC
• Established in 1982 Canada’s leading authority
  on talent mobility
  – Research
  – Advocacy
  – Education
  – Knowledge Transfer
• Membership includes many of Canada’s top
  FP100 companies
         Drivers of Change
• Demographic changes
• Globalization of trade and human
  capital mobility
• Transformation to knowledge based
  economies


                                      4
                   Drivers of Change
    “The success of any
national or business model
for competitiveness in the
 future will be placed less
on capital and much more
  on talent …the world is
moving from capitalism to
        talentism”
   Klaus Schwab, Founder and Executive
   Chairman World Economic Forum, 2012
                 Canada’s Population Growth




Source: Urban Futures Institute


                                  HRPA Talent Pipeline Conference April 19,
                                                    2012
                       Population Aging
                   Canada’s aging population




Source: Statistics Canada
                              Population Aging




Courtesy Economist Magazine
The Shrinking Workforce




*2025 total population
Source: UN population prospects, 2008
         Labour Force Growth
• Between 1996 ‐ 2008, Canada created 3
  million net new jobs – a 23% increase.
• Between 1991 – 2001, immigration accounted
  for 70 per cent of Canada’s workforce growth
• Immigration will account for all workforce
  growth over the next decade
• 2.1 workers supporting 1 retiree
           Employment Trends

Canadian
employers have
created over
700,000 net new
jobs since July
2009

                    Source Statistics Canada
     Employment Trends

Canada’s
Unemployment
rate = 7.2 %




                                     Source: Statistics Canada


          HRPA Talent Pipeline Conference April 19,
                            2012
Employment Trends




   HRPA Talent Pipeline Conference April 19,
                     2012
                Talent Index




Heidrick Struggles Global Talent Index Report


                  HRPA Talent Pipeline Conference April 19,
                                    2012
US Employment Trends

                                                2012

                                                13.1%



                                                8.4%

                                                 7.2%

                                                 4.2%




    HRPA Talent Pipeline Conference April 19,
                      2012
         Employment Forecasts
• 25 million new workers needed in the US by
  2030
• 1 million job openings in B.C. by 2019 - 75% will
  require secondary education
• 800,000 new Oil Sands jobs over next 20 years /
  $250 billion investment
• 25 million – new workers needed in EU by 2030
• $1.8 trillion investment in Australia’s mining
  industry – 750,000 new jobs

                 HRPA Talent Pipeline Conference April 19,
                                   2012
Employment Forecasts




    Human Resources and Skills Development Canada
     HRPA Talent Pipeline Conference April 19,
                       2012
Employment Forecasts




     HRPA Talent Pipeline Conference April 19,
                       2012
Talent Mobility is
       Key



     HRPA Talent Pipeline Conference April 19,
                       2012
Recommendations for Government
• Develop a talent mobility blueprint
• Lead cross-border collaboration with other
  governments
• Share access to labour market data / forecasts
• Develop a framework for a collaborative
  approach to talent mobility
 Recommendations for Organizations
• The Talent Mobility function is often viewed
  as being transactional role
• Leading companies see Talent Mobility as a
  strategic opportunity to create a competitive
  advantage & grow new markets
• Talent Mobility is a strategic function that
  supports business objectives

                 HRPA Talent Pipeline Conference April 19,
                                   2012
     Aligning Mobility and Business
               Strategies
• 88% of companies said it was important, or
  critically important to align their global talent
  mobility strategy with their business strategy
• But only 2% feel that current programs are
  aligned
• Only 35% of respondents believe senior
  executives understand the role of global
  mobility
                         Deloitte, Strategic Moves January 2012


                 HRPA Talent Pipeline Conference April 19,
                                   2012
        From Tactical to Strategic
                                           Talent Acquisition and Retention
Align the talent mobility                  Talent Development (Individual &
programs with the                          Strategic)

organization’s talent and                  Leadership Development
strategic business                         Compensation
objectives                                 Performance (Business and Individual)
                                           Return on Investment
                                           Finance/Budgeting

                                           Tax Planning/ Compliance/ Reporting
                                           (Corporate and Individual)
                                           Security, Travel Systems (HRIS)



                   HRPA Talent Pipeline Conference April 19,
                                     2012
Good Practices in
 Talent Mobility



   HRPA Talent Pipeline Conference April 19,
                     2012
 Global Mobility Essentials

                       Career              Strategic
                    Development           Opportunity
DEVELOPMENT VALUE




                     Volunteer                Skill Need
                                      (management or technical)




                             BUSINESS VALUE
The Assignment Lifecycle
                         Candidate
                         selection




                                                          Pre-
 Redeployment
                                                      Assignment




                                             On
        Repatriation
                                         Assignment




          HRPA Talent Pipeline Conference April 19,
                            2012
                                      Good Practices
CERC 2011 Survey
• 90% track assignment costs
• 90% have formal relocation
  program
• 60% pre-qualify candidates
• 51% have specific International
  global mobility program

CERC Employee Relocation Policy Survey, 2011
         Repatriation Practices
• 82% track success of
  assignment
• 1/3 of companies have
  a formal repatriation
  program
• 50% of those include
  career planning




                                  28
           Tactical to Strategic
2011 CERC Employee Relocation Policy Survey
• 88% of companies have a formal mobility policy
• The (HR) management objectives that mobility
  policy supports
  – talent acquisition
  – talent development
• Greatest management challenge for international
  assignments - tax &immigration compliance
                                 Tactical to Strategic
Marriott International:
centralized global mobility
operations
• higher retention of its high
  performing GMs,
• improved organizational
  efficiencies
Source WEF Report January 2012




                                     HRPA Talent Pipeline Conference April 19,
                                                       2012
                                 Tactical to Strategic
COM DEV:
Harmonized approach to
mobility–
• better mobilization of staff
• Benefits to the
  Organization
      – Attracts first-choice
        candidates
      – Fosters talent retention
      – Enhances ROI
Source WEF Report January 2012



                                     HRPA Talent Pipeline Conference April 19,
                                                       2012
                              Tactical to Strategic
 ITT Corporation
 Mobility Principles
• Strategic Workforce
   Planning
• Compliance
• People
• Innovative
   Administration and Best
   Practices
CERC annual conference 2010




                                  HRPA Talent Pipeline Conference April 19,
                                                    2012
Managing Mobility




   HRPA Talent Pipeline Conference April 19,
                     2012
Assignment Policy Considerations
• Purpose/objectives of
  assignment
• Type of assignment
• Employee level
• Budget and cost implications
• Repatriation considerations
                HRPA Talent Pipeline Conference April 19,
                                  2012
                Key Policy Elements
• Pre-assignment assessment                         • Tax
• Immigration                                       • Moving
• Compensation                                      • Social Insurance/Security
• Pension and benefits                              • Payroll
• Pre-visit, destination services,                  • Home leave
  cultural training                                 • Language training
• Allowances and incentives                         • Schooling
• Housing                                           • Repatriation
                          HRPA Talent Pipeline Conference April 19,
                                            2012
      International Assignment Cost

                                             Year 1                 Year 2         Year 3

Departure expenses                              $ 56,000                      $0            $0

Annual ongoing expenses                        $325,000                $325,000    $ 325,000

Repatriation expenses                                  $0                     $0     $ 35,000

    Total Expenses                            $ 381,000               $ 239,000    $ 360,000

Total assignment*                                                                   $980,000
*Toronto – Beijing Excludes provisions for tax; includes salary $150,000 pa
But Will They Go?



   HRPA Talent Pipeline Conference April 19,
                     2012
        CERC Global Mobility Study

                                                                     Total   Canada
Imagine if you had a full-time
job opportunity in the near      Very Likely
                                                                     27%      20%
future that would mean           Somewhat
relocating to another city for a Likely                              37%      37%

minimum of two years with at Not Very Likely                         23%      26%
least a 10% pay raise and all of Not at all Likely
your moving expenses covered.                                        13%      16%

How likely would you be to take
the job?


                         CERC Global Trends in Talent Mobility Feb
                                                                                      38
                                          2012
           CERC Global Mobility Study
Imagine if you had a full-time                          Total   Canada
job available in another
                                          Very Likely
country for 2-3 years & 10%                             19%      10%
increase in your pay. How                 Somewhat
likely would you be to consider           Likely
                                                        30%      29%
moving to this new job?
          CERC / IPSOS Research Global    Not Very
          Mobility Study September 2011   Likely
                                                        25%      25%

                                          Not at all
                                          Likely
                                                        26%      36%
          Why Employees Decline
         International Assignments
• Spouse’s career
• Loss of dual income
• Elder care
• Safety and security concerns
• Children’s education/special needs
• Uncertainty of role/position upon
  return

                    HRPA Talent Pipeline Conference April 19,
                                      2012
                   Mobility Model
Talent Strategy & Business Objectives
•   Workforce Planning + Talent Management =Business Objectives
•   Assignment VS Local Hire
•   Policy design for employee levels & demographics
•   Repatriation and succession planning
•   Internal administration & ROI
Management
• Centralized control – C Suite sponsor/ Authorizations,
• Compliance and risk mitigation
• Provider and service level management
Service Delivery
• An outsourced or “in-house mobility team” global providers?
• Regional delivery/administration
• Standards for service level performance


                       HRPA Talent Pipeline Conference April 19,
                                         2012
      Corporate Responsibilities /
             Obligations
 Senior management commitment to talent
  management
   Clearly define roles and responsibilities for
    mobility management
   Systems to ensure compliance with internal
    controls & statutory regulations
   Service provider agreements for global supply
    chain
   Communication
                 HRPA Talent Pipeline Conference April 19,
                                   2012
            Communication

• The value of mobility to the enterprise
• The value of mobility to the employee and
  accompanying family
• Ownership and authorizations
• The risks consequences of non compliance



                HRPA Talent Pipeline Conference April 19,
                                  2012
               HR Strategy
• Use performance measures to track progress
  and identify leaders / expertise
• Ensure retention through effective
  repatriation programs
• Benchmark assignment policy




               HRPA Talent Pipeline Conference April 19,
                                 2012
                Conclusion
• Make workforce planning Job# 1
• Design and promote talent mobility strategies
  internal to the organization
• Manage talent like other forms of capital
• Establish a direct link between mobility and
  talent development
• Embrace cultural diversity as a business
  strength

                HRPA Talent Pipeline Conference April 19,
                                  2012
                 Conclusion
• Align business and mobility objectives
• Match business goals and assignee selection
• Set out the purpose and specific objectives to
  be met
• Adjust objectives and purpose to meet
  changing business realities



                HRPA Talent Pipeline Conference April 19,
                                  2012
Questions

Thank you
scryne@cerc.ca
 www.cerc.ca

				
DOCUMENT INFO
Shared By:
Categories:
Tags:
Stats:
views:6
posted:10/14/2012
language:English
pages:47