"Target Corporation Employee Recruitment"
Thank you, Sponsor! 2010 1 Leveraging ERGs for Talent Management: The Critical Essentials for Recruitment, Retention & Engagement Laura Brock, Medtronic, Inc. Brad Wagner, Target Corporation Darrell Nakagawa, Sara Lee 2010 1 Agenda Audience Poll – What 1 thing would you like to take away from today’s session? Overview of Employee Resource Groups (or other brand identity) Medtronic – Laura Brock (Moderator) Target – Brad Wagner (Panelist) Sara Lee – Darrell Nakagawa (Panelist) Group Discussions/Panelist Feedback 2010 Wrap-up 3 Who is Medtronic? We are the world’s leader in Medical Technology; operating in 123 countries with over 39,000 employees around the globe. Our mission statement was written over 40 years ago: To contribute to human welfare by application of biomedical engineering in the research, design, manufacture, and sale of instruments or appliances that alleviate pain, restore health, and extend life. To change the face of chronic disease, we need fresh ideas and diverse insights. So we seek out and welcome people with differing backgrounds and perspectives – from employees and suppliers to healthcare partners and patients. 2010 4 An Overview of Employee Groups Employee Resource Groups, Business Resource Councils, Affinity Groups, Inclusion Councils, Professional Association Networks, etc. • Support employee development, education and training, recruitment and retention, community involvement, and corporate branding. They provide insight and counsel to various business functions such as human resources, senior leadership teams, and local communities. They play a role as change agents and advocates for diversity and inclusion. • Being a sounding board around strategic diversity objectives within the organization to help create a more inclusive work environment. • Being a collective voice around shared issues or concerns that help to promote an inclusive and respectful workplace by surfacing issues that are specific to the needs of a diversity community within the organization. 2010 • Providing opportunities for employee development, education and training, recruitment, retention, community involvement, and corporate branding. 5 Value Proposition Employees, Managers, Shareholders • Employees; recruitment, retention, development, inclusion and employee engagement. Shareholders • Managers/High performing teams; talent development, operating leverage, collaboration, innovation and project management. • Shareholders; customer focus, global perspective, market impact, outreach and execution. Engagement Employees 2010 High Performance Teams 6 Employee Value Proposition Employee Engagement Networking Mentoring Professional development Personal growth Leadership development Project management Presentation/Speaking Visibility 2010 Community Brand Leveraging Business Volunteerism 7 Medtronic Employee Groups Employee Resource Groups • ABLED (Awareness Benefiting Leadership & Employees About Disabilities) • ASPIRE (Women’s Field Resource Group) • CERG (Christian Employee Resource Group) • DEL SI (CardioVascular Indian Resource Group) • EXCEL (African American Sales Resource Group) • FOCUS (Fostering Occupational Creativity, Unity & Success) • MARG (Medtronic Asian Resource Group) • MCOM (Muslims for Carrying Out the Medtronic Mission) • MECCA (Medtronic Black Employee Resource Group) • MLCNET (Medtronic Latin Cultures Network) • MTA (Medtronic Triangle Alliance) • MWC (Medtronic Women’s Council) • VERG (Veteran’s Employee Resource Group) Professional Association Networks • NSHMBAnet (National Society Hispanic MBA Network) 2010 • SHPEnet (Society of Hispanic Professional Engineers Network) • SWEnet (Society of Women Engineers Network) • NSBEnet (National Society of Black Engineers Network) • NSN (National Sales Network) • NBMBAAnet (National Black MBA Association Network) • BDPAnet (Black Data Processors Association Network) 8 Leveraging External Partnerships Darrell Nakagawa Continuous Improvement Change Agent Sara Lee 2010 Chair, Minority Forum 1 Who is Sara Lee? Major CPG Corporation Downers Grove, IL 30,000 Employees Globally Transformation of Sara Lee Many Top Consumer Brands 2010 10 Global Diversity & Inclusion Framework Global Diversity & Inclusion Framework Workforce Multi-Cultural Work Marketing Environment Business impact through diversity and inclusion 2010 Community Supplier Outreach Diversity 11 Business Case Driving New Model •Buying talent •Building talent •Posting & Praying •Pipeline of diverse talent •Lack a Strong Workforce Plan •Developed Diverse Workforce Plan •Habitual National Conference •Develop Local/Regional Sponsor Relationships •Low D&I Engagement •Increase D&I Engagement •Few Hi Potential Development •Increased Hi Potential Development Opportunities Programs •Employee Satisfaction—Sharing the •Growing the Brand and Employee Brand Satisfaction 2010 12 D&I Ambassador Model Create a focused relationship with each D&I Partner Organization Attraction Recruiter Affinity Hi Pot Partner Retention Recruitment Org Group Participant Leader 2010 Hiring Development Manager 13 Expectations of the Ambassador Teams Drive our partnership with the Partners by engaging the internal stakeholders Drive Sara Lee participation in Partner events aimed at identifying and attracting diverse talent Drive KPIs measuring the success of the program and partnership 2010 14 Ambassador Team Accomplishments HACE/NSHMBA Joint Event at Sara Lee • Targeted Hiring Managers across Business • Table Discussions • Guest Speaker • Networking Time NAAAP Leadership Workshop • ―We Make Leaders‖ NAAAP Vision • Sara Lee Leadership Profile • Case Studies to Role Play Leadership Behaviors • ―Sets a new standard for workshops‖ 2010 15 Right Team Engaged to Drive Shareholder Value Individually: • Our goals are unique • Our careers are unique • Our lives are unique Together: • We are all accountable to succeed • We are all driven to do better • We are all passionate to make a difference 2010 16 2010 17