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The Learning and Reporting System on Corporate Culture. Enterprise for Health May 7-8, 2007, Rouen, France Carsten Tams. Values. Intern. policies & practices. Employee attitudes. Employee behavior. Delegation Dezentraliza-tion Leadership Communi-cation Participation Development - PowerPoint PPT Presentation
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Enterprise for HealthMay 7-8, 2007, Rouen, FranceCarsten Tams
The Learning and Reporting System on Corporate Culture
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Compare: Putting the Service-Profit Chain to Work; James L. Heskett; Thomas O. Jones; Gary Loveman; W. Earl Sasser Jr.; Leonard A. Schlesinger, HBR OnPoint Article, July 01, 2000.
From values to business successOur model for measuring organizational culture:The “values-profit chain”
Businesssuccess (e.g., revenue growth, profitability)
Contribution to society
Goals
Employee retention
Employee productivity
Employeebehavior
Identification with job and company
Autonomy and self-actualization
Participatory leadership
Development perspectives
Motivation
Employeeattitudes
Workplace design
Job design Employee
selection & development
Employee rewards & recognition
Tools for serving customers
Intern. policies & practices
Delegation Dezentraliza-
tion Leadership Communi-
cation Participation Development Job security Health &
safety Entrepreneur-
ship Creativity Citizenship
Values
h-3
Interlinked tools for managing organizational culture
What are the mission and values that make us successful?
The Essentials
According to our employees, do we live up to these values and goals?
Employee Surveys
What practices are available to enhance the culture in our company?
The Corporate Culture Toolbox
How do the people practices in our company compare to others?
h-58
Sample company
Sample VP of HR
The Corporate Culture Survey
h-4
From values to business success
Corporate Culture Survey:
A web survey for heads of HR on people related policies & practices
Businesssuccess
Intern. policies & practices
Values
Putting the values-profit chain into practice:
h-5
From values to business success
Companies participating in survey
33
0
19
28
18
0 10 20 30
2005
2004
2003
2002
2001
Redesign
Businesssuccess
Intern. policies & practices
Values
Putting the values-profit chain into practice:
h-6
From values to business success
Each company receives a customized, detailed report.
This report allows the company to compare the practices it has implemented with the practices implemented in the comparison group.
Businesssuccess
Intern. policies & practices
Values
Putting the values-profit chain into practice:
h-7
From values to business success
Aggregating the responses of multiple companies reveals shared priorities or challenges.
240. In managing people in your company, which of the following topics will be among your top 3 priorities in the next 12 months? max. 3 answers
32%
37%
37%
37%
58%
0% 50% 100%
Compensation and benefits
Leadership development
Training & development
Employee information and communication
Staffing/job security/job creation
Businesssuccess
Intern. policies & practices
Values
Putting the values-profit chain into practice:
h-8
From values to business success
The Corporate Culture Toolbox:
A directory of policies and practices of Bertelsmann companies
Businesssuccess
Intern. policies & practices
Values
Putting the values-profit chain into practice:
h-9
From values to business success
High demand for employee surveys leads to foundation of Bertelsmann Survey Services.
Businesssuccess
Employeeattitudes
Intern. policies & practices
Values
Putting the values-profit chain into practice:
Bertelsmann Stiftung
RTL Group
2008200720062005200420032002 Comp.Eligible employees
Since 2002, more then 20.000 employees were eligible to participate in a survey commissioned by their division or company.
arvato
Gruner + Jahr 2
1
30
39 ca. 6.000
279
11.296
12 2.730
2024
DirectGroup
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From values to business success
Corporate CultureSurvey (Heads of HR):• Employee
behaviors (turnover, sick rate, etc.)
Businesssuccess
Employeebehavior
Employeeattitudes
Intern. policies & practices
Values
Putting the values-profit chain into practice:
h-11
Administration of the Corporate Culture Survey
What were the topics addressed in the questionnaire?
The questionnaire asked about HR-related practices (e.g, Does your company have a succession management program?), workforce demographics (e.g., How many managers are female?) and employee behaviors (e.g., turnover).
Who filled in the survey?
Typically the Head of HR of the company. In some cases the GM or the works council representative participated.
Per company, only one questionnaire was filled out.
h-12
Who was invited to participate in Corporate Culture Survey?
1. arvato direct services Dortmund GmbH2. arvato direct services Kornwestheim GmbH3. arvato direct services, Springe4. arvato direct services Wilhelmshaven GmbH5. arvato services Gütersloh6. arvato services UK Liverpool7. arvato systems GmbH8. BAG Unternehmensbereich Mohn Media9. BCA10.Berryville Graphics11.BFS finance Ltd.12.BMG Direct Indianapolis13.BMG publishing14.Bookspan, US15.Circulo de Lectores16.Circulo de Leitores S.A.17.Corporate Center18.Donauland19.Eurohueco
20.France Loisirs21.GGP Media GmbH22. inmediaONE23.JPK Bertelsmann Distribution Russia24.mb Tiefdruck25.Offset Paperback Manufacturing26.Random House Germany27.Random House UK28.Random House US - Adult Publ. & Sales29.Random House US - Childrens Books30.Random House US - Op. Cent. Westminster
and Crawford31.Sonopress Germany32.Sonopress Irland33.Sonopress LLC34.SONY BMG35.Sony/SonyBMG36.Swiat Ksiazki Polen37.UFA Film & TV Produktion
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Learnings
Aggregating the responses of multiple companies reveals shared priorities or challenges
1. Bottom-up learnings
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Top 3 Priorities for HR professionals in arvato companies
240. In managing people in your company, which of the following topics will be among your top 3 priorities in the next 12 months? max. 3 answers
3%
5%
5%
8%
10%
13%
16%
24%
27%
27%
35%
49%
51%
0% 50% 100%
Delegation
Occupational health & safety
Other
Awareness of company mission and values
Employee relations/employee representation
Work/life balance...
Customer relations
Compensation and benefits
Human resource strategy
Employee information and communication
Leadership development
Training & development
Staffing/job security/job creation
Bertelsmann (N= 37)
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241. Which of the following programs/policies/practices is currently of particular interest to you? (49 possible answers)
Practices currently of greatest interest to Bertelsmann companies
38%
38%
40%
40%
43%
43%
43%
46%
49%
49%
51%
51%
57%
62%
65%
0% 50% 100%
Departmental bottom-up feedback meetings
Performance recognition programs for outstanding performance
Mentoring and coaching programs
Market rate comparison of compensation package
Programs to promote communication btw. CEO and employees
Performance objectives / competency models
Programs for planning employees’ T&D activities
Succession planning programs
Regular review of company’s human resource strategy
Leadership performance evaluation
Goal setting and performance evaluation
Developmental training programs
Leadership training programs
Health/wellness-related benefits
Technical training programs
Bertelsmann (N= 37)
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241. Which of the following programs/policies/practices is currently of particular interest to you? (49 possible answers)
Practices currently of greatest interest to Bertelsmann companies
Departmental bottom-up feedback meetings
Performance recognition programs for outstanding performance
Mentoring and coaching programs
Market rate comparison of compensation package
Programs to promote communication btw. CEO and employees
Performance objectives / competency models
Programs for planning employees’ T&D activities
Succession planning programs
Regular review of company’s human resource strategy
Leadership performance evaluation
Goal setting and performance evaluation
Developmental training programs
Leadership training programs
Health/wellness-related benefits
Technical training programs
Bertelsmann (N= 37)
38%
38%
40%
40%
43%
43%
43%
46%
49%
49%
51%
51%
57%
62%
65%
0% 50% 100%
3 areas are of particular interest to Bertelsmann companies:
• Leadership development
h-17
241. Which of the following programs/policies/practices is currently of particular interest to you? (49 possible answers)
Practices currently of greatest interest to Bertelsmann companies
Departmental bottom-up feedback meetings
Performance recognition programs for outstanding performance
Mentoring and coaching programs
Market rate comparison of compensation package
Programs to promote communication btw. CEO and employees
Performance objectives / competency models
Programs for planning employees’ T&D activities
Succession planning programs
Regular review of company’s human resource strategy
Leadership performance evaluation
Goal setting and performance evaluation
Developmental training programs
Leadership training programs
Health/wellness-related benefits
Technical training programs
Bertelsmann (N= 37)
38%
38%
40%
40%
43%
43%
43%
46%
49%
49%
51%
51%
57%
62%
65%
0% 50% 100%
3 areas are of particular interest to Bertelsmann companies:
• Leadership development
• Training
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241. Which of the following programs/policies/practices is currently of particular interest to you? (49 possible answers)
Practices currently of greatest interest to Bertelsmann companies
Departmental bottom-up feedback meetings
Performance recognition programs
Mentoring and coaching programs
Market rate comparison of compensation package
Programs to promote communication btw. CEO and employees
Performance objectives / competency models
Programs for planning employees’ T&D activities
Succession planning programs
Regular review of company’s human resource strategy
Leadership performance evaluation
Goal setting and performance evaluation
Developmental training programs
Leadership training programs
Health/wellness-related benefits
Technical training programs
Bertelsmann (N= 37)
38%
38%
40%
40%
43%
43%
43%
46%
49%
49%
51%
51%
57%
62%
65%
0% 50% 100%
3 areas are of particular interest to Bertelsmann companies:
• Leadership development
• Training
• Performance management
h-19
Expertise offered by Bertelsmann companies
242. About which of the following programs/policies/practices would you be willing to share your expertise with other Bertelsmann companies? (49 possible answers)
Employee intranets
Performance recognition programs for outstanding performance
Employee suggestion programs
Market rate comparison of compensation package
Work/life balance-related activities
Employee handbooks, outlining company’s policies & programs
Occupational health and safety programs
Orientation/induction program for newly hired employees
Performance objectives / competency models
Leadership training programs
Goal setting and performance evaluation
Flexible work arrangements
Developmental training programs
Insurance plans for medical/health/life
On-the-job training programs
11%
11%
11%
14%
14%
14%
14%
14%
14%
14%
14%
14%
16%
16%
16%
0% 50% 100%Bertelsmann (N= 37)
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Expertise offered by Bertelsmann companies
242. About which of the following programs/policies/practices would you be willing to share your expertise with other Bertelsmann companies? (49 possible answers)
Employee intranets
Performance recognition programs for outstanding performance
Employee suggestion programs
Market rate comparison of compensation package
Work/life balance-related activities
Employee handbooks, outlining company’s policies & programs
Occupational health and safety programs
Orientation/induction program for newly hired employees
Performance objectives / competency models
Leadership training programs
Goal setting and performance evaluation
Flexible work arrangements
Developmental training programs
Insurance plans for medical/health/life
On-the-job training programs
Bertelsmann (N= 37)
11%
11%
11%
14%
14%
14%
14%
14%
14%
14%
14%
14%
16%
16%
16%
0% 50% 100%
Expertise offered in 3 areas are of particular interest:
• Training: some
h-21
Expertise offered by Bertelsmann companies
242. About which of the following programs/policies/practices would you be willing to share your expertise with other Bertelsmann companies? (49 possible answers)
Employee intranets
Performance recognition programs
Employee suggestion programs
Market rate comparison of compensation package
Work/life balance-related activities
Employee handbooks, outlining company’s policies & programs
Occupational health and safety programs
Orientation/induction program for newly hired employees
Performance objectives / competency models
Leadership training programs
Goal setting and performance evaluation
Flexible work arrangements
Developmental training programs
Insurance plans for medical/health/life
On-the-job training programs
Bertelsmann (N= 37)
11%
11%
11%
14%
14%
14%
14%
14%
14%
14%
14%
14%
16%
16%
16%
0% 50% 100%
Expertise offered in 3 areas are of particular interest:
• Training: some
• Performance management: some
h-22
Expertise offered by Bertelsmann companies
242. About which of the following programs/policies/practices would you be willing to share your expertise with other Bertelsmann companies? (49 possible answers)
Employee intranets
Performance recognition programs for outstanding performance
Employee suggestion programs
Market rate comparison of compensation package
Work/life balance-related activities
Employee handbooks, outlining company’s policies & programs
Occupational health and safety programs
Orientation/induction program for newly hired employees
Performance objectives / competency models
Leadership training programs
Goal setting and performance evaluation
Flexible work arrangements
Developmental training programs
Insurance plans for medical/health/life
On-the-job training programs
Bertelsmann (N= 37)
11%
11%
11%
14%
14%
14%
14%
14%
14%
14%
14%
14%
16%
16%
16%
0% 50% 100%
Expertise offered in 3 areas are of particular interest:
• Training: some
• Performance management: some
• Leadership development: little
h-23
Learnings
Feeding back aggregate (!) data to companies provides them with a more comprehensive picture
of the state of their company.
1. Bottom-up learnings
2. Top-down learnings
h-24
What are some of the key findings that this report reveals to “Sample Company”?
h-25
h-26
h-27
Leadership Development is one of the areas in which relatively few practices are implemented.
h-28
h-29
“Sample company” has implemented fewer practices in the category “Leadership development” than 50% of the companies in the comparison group.
h-30
h-31
h-32
“Sample company” has implemented 20% of all practices related to “Leadership development”.
In the comparison group, companies implemented on average 41% of all practices related to “Leadership development”. This means: “Sample company” does considerably less than the average company in the comparison group.
Let’s take a closer look inside the category “Leadership development”.
h-33
h-34
“Sample company” uses 360-degree feedback.
But is has only partially implemented a training program for leadership development.
It has no program to evaluate managers’ leadership performance.
h-35
“Sample company” does not track who amongst its managers is ready for promotion.
h-36
The 360 survey about managers’ leadership style is not conducted regularly.
h-37
Succession planning is not conducted regularly.
h-38
Members of the senior management group have short tenure. Only 11% have been with the company for more than 3 years.
This is less then in 93% of companies in the comparison group (7th percentile).
h-39
A lot of change in the Management Team!
Leadership Development might be an important issue in this company.
h-40
h-41
“Leadership development” is not marked as one of the 3 priorities in the next 3 months.
h-42
However, the company identifies 9 Leadership Development-related practices as of current interest.
h-43
h-44
h-45
h-46
h-47
h-48
Summary of learnings about Leadership Develop-ment that “Sample company” can draw from this report:
• Leadership Development is one of the areas in which relatively few practices are implemented.
• To the extent that Leadership Development practices exist, they tend to be partially implemented and not applied regularly.
• However, Leadership Development might be an important issue: The Management Team’s tenure in the company is very low. Many senior managers have been promoted from within.
• Not surprisingly, “Sample company” identifies 9 Leadership Development-related practices as of current interest.
• There are a number of other companies who share interest in these practices. Is there potential to cooperate or exchange expertise?
h-49
Please contact:
Carsten Tams
Vice President HR Policy and Corporate CultureCorporate Human ResourcesBertelsmann AG
[email protected]:+1 212 782 1057+49 (0) 5241 80 89026
Any questions or comments?