组织及职业生涯开发.pptVIP

Organisation Career DevelopmentDelivering Learning Development in practice 1 March 2011 By the end of the session you will have: Worked on a “live” business issue for Beazley Discussed your thinking around the issues Heard about the Beazley views on these issues Explored these issues through different HR and OD lenses. Objectives of the session: Presentation 2 Beazley is a specialist insurance business with operations in Europe, the US, Asia and Australia Launched in 1986, this is our 25th trading year We opened our US operation in 2005-now around half of the workforce is US based (we have approx 800 employees with around 400 in the US) The  CEO, Executive team and all business line heads are based in the UK-therefore, whilst there are local managers, ultimately everyone reports to the UK We have strategic objectives to grow our business at Lloyd’s and also across Europe and are therefore actively looking to acquire complementary businesses with a strong cultural fit Setting the context 3 Our current CEO, Andrew Horton started in the role around 3 years ago-before this he was the CFO He set out a number of strategic objectives; one of which was “Managing for Performance”. This provided the HR function with some strategic purpose and business alignment; before this we struggled to get traction at an organisational level and therefore whilst there were some pockets of good practice, the function was transactional in focus and seen as a service provider. Historically themes such as leadership management development and training were seen as largely irrelevant, but this is changing.  Since the CEO’s active involvement, the talent agenda has really gathered pace... Our traditional approach has been to recruit seasoned talent and therefore many of our underwriters have 10 years industry experience Lloyd’s is a very closed market-it is very international, but underwriters tend to remain in the market for their entire careers. We have never had a retention problem-we h