组织与人才盘点 Organization amp; Talent Review.docxVIP

CLICK TO EDIT MASTER TITLE STYLE Organization Talent Review Kathleen Larkin Vice President, Human Resources ATT Today ’s Conversation Journey Process Results Learnings 2 2007Today 2007 Today Our Journey New company; business settling Standardize HR processes Get to know talent 3  Look more critically at talent Focus on development More accountability  Business rapidly evolving Focus on required capabilities Move talent to broaden perspective ? Understand the current and future ? Understand the current and future state of the organization and the associated talent implications. ? Identify critical positions, skills competencies based on the needs of the business, in advance of Organization Talent Review. ? Identify hi-potential, hi-performing and SME individuals to assume critical roles in order to prevent significant interruptions in business performance. ? Create plans and provide opportunities to close developmental gaps for top talent, to prepare them for the future (one-step or two+) movement. Organization Talent Review Process Organization Review Succession Planning Philosophy Process Talent Review Development Planning 4 rganization Review urpose is to review the contextual factors occurring in the organization’s business strategy/environment that may have implications for talent and that might inform the talent review process and strategy. Outcome is a talent strategy that is aligned with business strategy. ATT ’s philosophy is to conduct an analysis and review from both a demand (business needs) and supply (talent) perspective, considering: State of the business lifecycle Known organizational events External market factors Talent trends 5 Succession Planning Philosophy ? Business / leadership imperative to identify talent and develop leadership bench strength for key roles. Frequency ? At a minimum, ANNUALLY, however as we enter emerging business markets and/or restructure, succession planning is reviewed. Target Positions ? Focus is on critical positi