Webinar: Mercado laboral actual y tendencias del mercado futuro
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Partners académicos WEBINAR: MERCADO LABORAL ACTUAL Y TENDENCIAS DEL MERCADO FUTURO Juan Manuel Delgado, HR Advisor Lead / Talent&Development Manager BP OIL Spain&Portugal en BP OIL José Díaz Canseco, Socio- Director de The Human Touch y profesor de EAE Business School. Online Business School 17 de octubre de 2013
Webinar: Mercado laboral actual y tendencias del mercado futuro
El pasado jueves 17 de octubre organizamos un nuevo Webinar de Desarrollo de Talento, sesión online organizada por el Servicio de Carreras Profesionales cuyo objetivo es ofrecer herramientas para mejorar la empleabilidad de los alumnos y antiguos alumnos En esta ocasión trataremos qué nos ofrece el mercado laboral en la actualidad y sobre todo qué busca de un profesional. Adicionalmente tendrás la oportunidad de conocer el programa de gestión del talento de una multinacional líder en el sector de hidrocarburos. ¿Cuáles son los perfiles más solicitados? ¿Qué sectores son los más activos en la actualidad? ¿Influye el papel de los líderes a nivel interno en las empresas? ¿Qué buscan las empresas en sus empleados? ¿Por qué retener talento? ¿Qué cambios se acercan en el mercado laboral? ¿Menor demanda de empleo y mayor oferta de profesionales? Juan Manuel Delgado, HR Advisor Lead / Talent&Development Manager BP OIL Spain&Portugal en BP OIL y José Díaz Canseco, Socio- Director de The Human Touch y profesor de EAE responden a estas preguntas.
Citation preview
1. WEBINAR: MERCADO LABORAL ACTUAL Y TENDENCIAS DEL MERCADO
FUTURO Juan Manuel Delgado, HR Advisor Lead /
Talent&Development Manager BP OIL Spain&Portugal en BP OIL
Jos Daz Canseco, Socio- Director de The Human Touch y profesor de
EAE Business School. Online Business School 17 de octubre de 2013
Partners acadmicos
2. Mercado laboral actual y tendencias del mercado futuro
Madrid, 17 de octubre de 2013
3. Mercado laboral actual y tendencias de futuro
4. Mercado laboral actual y tendencias de futuro
5. Mercado laboral actual y tendencias de futuro
6. Mercado laboral actual y tendencias de futuro
7. Mercado laboral actual y tendencias de futuro Lo que cuestan
los ni-nis: 15.735 millones al ao (1,47% PIB)
8. Mercado laboral actual y tendencias de futuro
9. Mercado laboral actual y tendencias de futuro Salidas de
talento.
10. Mercado laboral actual y tendencias de futuro
11. Mercado laboral actual y tendencias de futuro
12. Mercado laboral actual y tendencias de futuro Salidas de
talento.
13. Mercado laboral actual y tendencias de futuro
14. Mercado laboral actual y tendencias de futuro En los
prximos aos dos factores sern los determinantes para el crecimiento
de las empresas: la innovacin y el talento.
15. Mercado laboral actual y tendencias de futuro * 2012
BCG/WFPMA
16. Mercado laboral actual y tendencias de futuro
17. Mercado laboral actual y tendencias de futuro
18. Mercado laboral actual y tendencias de futuro
19. Mercado laboral actual y tendencias de futuro
20. Mercado laboral actual y tendencias de futuro Innovacin y
el Talento Los costes salariales y logsticos de los pases
emergentes provocan el regreso de diversas industrias nacionales y
extranjeras que haban abandonado Espaa en busca de mayor
competitividad.
21. Mercado laboral actual y tendencias de futuro
22. BP & TALENT MANAGEMENT Juan Manuel Delgado
10/17/2013
23. For more than 100 years, BP has been discovering energy We
are BP ` Organization Focus on Refining & Marketing Future of
Energy BP Moving forwards 23
24. Our Values 24
25. BP at a glance BP is one of the world's leading
international oil and gas companies. We operate or market our
products in more that 80 countries, providing our customers with
fuel for transportation, energy for heat and light, retail services
and petrochemicals products for everyday items. Number of employees
85,900 (at 31 Dec 2012) Sales and other operating revenues $375,765
million Replacement cost profit $11.4 billion Proved reserves
17,000 million barrels of oil equivalent Service stations 20,700
(at 31 Dec 2012) Refining and Marketing Active in 73 countries
Exploration and Production Active in over 30 countries Refineries
(wholly or partly owned) 17 Refining throughput 2,354 thousand
barrels per day 4
26. BP & Brands 4
27. Our operations and our people 27
28. Integrated model 2 Finding oil and gas Developing and
extracting oil and gas 3 Moving oil and gas 1 Selling fuels and
products 5 Investing in renewable energy 4 Making fuels and
products 6 28
29. The Refining & Marketing Segment BPs product &
service-led arm R&Ms strategy is winning sustainably in the
fuels, lubricants and petrochemicals markets in which we choose to
compete by building sustainable competitive returns and enduring
growth. Refining & blending Storage Distribution Sales &
Marketing We will achieve our strategy by delivering the 5 R&M
priorities and working in a way that lives the BP Values and
Behaviours of Safety, Respect, Excellence, Courage and One Team.
Safe, compliant & risk-managed operations Build capability
& live Values & Behaviours Portfolio quality (cash margin
capability) & integration Operating cash flow growth &
attractive returns Efficient use of resources & excellent
execution 29
30. R&M operates three business models Fuels Integrated
refining, marketing, logistics, supply, optimization and trading
linked to global markets Lubricants High growth, high return global
business leveraging brand, technology and relationships
Petrochemicals High growth, high returns with leading technology
Asia focused with strong global market shares 30
31. R&M: 12 Performance Units operating across 73 countries
SAM Fuels US East of Rockies Fuels Value Chain Refineries BP US
Northwest Fuels Value Chain US Southwest Fuels Value Chain Rhine
Fuels Value Chain Texas City Refinery JV Iberia Fuels Value Chain
Petrochemicals sites PTA sites Acetyls sites PX sites O&D 3
Business Models in R&M Lubricants Petrochemicals Fuels**
Southern Africa Fuels Value Chain Australia/New Zealand Fuels Value
Chain ** includes Global Fuels SPU, Refining, trading and
optimization and the Fuels Value Chain SPUs. See slide notes for
more details) 31
32. Four key drivers of the energy future GDP growth
Urbanisation Demand mgmt. Demand growth Supply challenges
Significant resources Infrastructure Non-conventionals Local
pollution Climate change Environmental constraints Security of
supply Import dependence Resource competition 32
33. Non-OECD economies to drive consumption growth Billion toe
Billion toe Non-OECD OECD *Includes biofuels 14
34. TALENT MANAGEMENT PLAN PROCESSES / Questions SPA /
Accountability Leadership Team Line Manager HR OUTCOMES Employee
CONFIDENTIAL BP INTERNAL USE ONLY 3 4 Complete People processes
(performance), keep PDP updated and establish a direct, honest
& constructive conversation about professional carrier with the
managers. DISTRICT MANAGER SOUTH & WEST Jose Ignacio Corpas
DISTRICT MANAGER CENTER, EAST, NORTH WEST Laura Pea SENIOR RTM Luis
Cao RTM Teresa Gomez M Angustias Lpez Erasmo Nuez Jos Pedro Martn
Antonio Gordo Victor Balas TBD Spain Based Iberia Logistics
Operations Manager DISTRICT MANAGER NORTH EAST & BALEARES Joan
Segu DISTRICT MANAGER CANARIES & B2C PROCESS EXPETISE Isabel
Ayo RTM Jos Manuel Perez Jos M Brillas Ildefonso Boto Alberto Palao
SENIOR RTM Jos Mara Siu RTM ngel Lpez Jos Miguel Pascual Ricardo
Ubals Teresa Losada Bienvenida Falaguera Jos Antonio Martin RTM
Eugenio Hernndez Javier Domnguez B2C CONTRACT & REBATES
ADMINISTRATOR Cristina Muoz B2C PROCESS PERFORMANCE IMPROVING &
DOCUMENTING Mar Ortiz Level F Accountabilities The Iberia Logistics
Operations Manager is accountable for storage & handling and
secondary transport activities for the Iberia FVC SPU. Its main
goals are to provide a world-class logistics service to the Iberia
FVC MS&L through achieving and maintaining high operational
integrity, operational excellence, optimal business processes and
effective customer relationships. This job holds professional
expertise in the areas of deployed S&OR, Asset operation,
Engineering and Technology incl. IT systems, and in overall assures
permanent compliance of all developed activities with applicable
legislation and BP standards, this way ensuring the creation and
maintenance of a Safe, Progressive and Challenging work environment
that supports the delivery of Iberia FVC MS&L and other
supported businesses targets and strategies. Detailed Activities
Manage all aspects of logistics operations within Iberia geography
including monitoring of performance as well as continuous analysis
and improvement of key Logistics processes. Manage Safe Operations
as per BPs HSSE and Group S&OR agenda incl. Operational risk
management as per GDP 3.1, ensuring asset operational integrity and
asset security through implementation of adequate BP standards by
competent staff Ensuring and monitoring the maintenance of required
capabilities ( incl staff skills and competencies ) across
logistics operations in Iberia. Ensuring and monitoring the
application of Engineering and Integrity standards across logistics
operations and BP assets in Iberia. Ensuring Logistics 3rd party
contracts are adequately managed across Iberia, including
mobilization, execution and monitoring of defined service levels
provision in a cost effective way and in full compliance with BP
contractual requirements and applicable standards Guarantee the
delivery of a reliable and consistent service in line with business
needs ensuring alignment with supported Businesses in order to
deliver effective order 2 delivery processes in support of their
marketing offers and financial profitability. Maintain Logistics
DOAs and other internal controls - following BP group stds -
required to support business financial and operational
targets/plans Coordinate the interface of Logistics activities in
the two countries with FVC and other supported business as well as
with functional areas like S&OR, HSSE, Finance, HR. Establish
and maintain transparent performance management processes enabled
by clear data, as well as by innovative ideas to deliver continuous
performance improvements. Under guidance of Iberia FVC MS&L
Strategy, contribute to define Logistics participation and drive
its implementation across the Iberia logistics operations Develop
and contribute towards FVC Strategic Portfolio and Assets
optimisation projects, including those driven by acquisitions and /
or divestments, and its implementation within Logistics.
Proactively share best practices from S&OR, Engineering,
Techonology and Processes - across Iberia, from Logistics in Europe
networks as well as from any other internal or external relevant
contributions Manage Logistics leadership team agenda, acting as
Coach and Leader within the Iberia Logistics teams. Health, Safety,
Security, Environment & Quality (HSSEQ) Implement, without
exceptions, BPs Operating Management System, OMS, to ensure all our
operations are safe, responsible and reliable with the clear
objective of zero accidents and no arm done to people or
environment Consistently achieve and exceed the highest HSSEQ
Health, Safety, Security, Environment, Quality standards and comply
with all legal requirements applicable to our organization or that
we subscribe. B2B REP Beatriz Boris B2C SUPPORT & PROCESS
EXPERT Nuria Nombela Time Allocation & Location Madrid Time
allocation or Lisbon SP 50% Core Competencies High HSSE awareness
with leadership skills & coaching experience Strong analytical
skills, and disciplined compliance to standards Good commercial
skills to drive performance improvement Experience / ability to
work and behave federally Strategic thinker able to challenge the
status quo Proven ability to lead and deliver outstanding
performance Strong People Management skills to attain maximum
performance from a diverse team Proven Team Leadership skillsSound
Educational background Education : Technical / Engineering degree
or equivalent work experience Languages : English, with at least
one of Spanish and Portuguese UNREALISED POTENTIAL GROWTH 7 4 NEXT
GENERATION Key - 1 High potential / promotion headroom Further
growth initially in role or laterally SPU Leader Reached full
potential Move out of position Diverse Too early to call or no data
In role > 2 years Name Vacant position UNDER ACHIEVING KEY 8 5
(Date) HIGH IM PACT (Date) (Date) Include date incumbent is
expected to move (Date) (Date) (Date) (Date) 2 Role Role Role Role
Role Role Role Name Name Name Name Name Name Name Role Name
Emergency Below Expectations Meets Expectations 6 Exc. Expectations
Name Name Name Name Name Ready 0-2 yrs HIGHLY VALUED Name Name Name
Name Name Name Name Name Name Name Name Name Name Name Name Name
Name Ready 5+ yrs EFFECTIVE 9 Name Ready 3-5 yrs UNDER PERFORMING
Name Name Name Name Name Name Name Name Name 3 Exceptional In Year
Performance Key Exceptional performance CONFIDENTIAL Competences
and Capabilities Assessment, 9 Box Grid matrix, PDP, Succession
plan, People sessions, D&I Update. These pages are designed as
pre-set title slides. Cut and paste the desired title slide into
your presentation and type in your ow n details Participate in
definition and proposal of the development plans. Take advantage of
the different actions proposed by BP. PO 50% Experience The
candidate should have a mminimum of 5 years experience in Logistics
and /or Fuel Value Chain management Head count control exercise,
Organization reflection, Charts, Job descriptions, High Upw ards
Potential (+2 levels) 2 Provide Define and Implement the Assessment
& coordinate with assessment Talent LT the people Do we have
the right people in process to its Management strategy, know the
right place? team. Confirm tools, assist well his/her Do they have
the competences that people managers in the team, assess that we
need in our organization? are right for process and their What
potential do they have? Do each job. verify the we have an D&I
plan embedded? competencies & Evaluate its deployment of skills
and Do we have a plan to make them performance & evaluate their
reach future positions? our D&I policy, potential. performance
& potential. Manage Manage and Decide on Internal Development
relationship with safeguard the Special talented people, talent
programs Assignments, What is the right plan for them to inform
about (Design the integrate and grow? special programs reward
model, boost BP How to accelerate this internal and ensure that
propose Talent & growth? development training Governance How to
guarantee they reach actions are actions, ...). boards. their full
potential? defined. Monitor the progress. Coordinate Set business
Keep updated authorization of needs, join External Recruitment
contact with external recruitment strategic What is the best option
to recruitments. panels and partners capture talent abroad? Decide
on the propose final (recruitment There is a need for the future
priority, integrate candidates agencies, or is an immediate and
boost Talent according talent business requirement? Governance
management schools,) and boards. requirements. coordinate talent
People Portugal Based Potential Do we have the right organization
What kind of roles do we need? Logistics Immediate SupervisorIberia
Head of Supply & Logs RETAIL OPERATIONS MANAGER SPAIN Martin
Thomsen Potential for grow th (+1 level) Organization 4 Draft for
discussion purposes only Organizational Design FOM Spain B2C
Develop at current level 1 Challenge constantly the organization,
analyse alternatives and define the roles we need. CONFIDENTIAL BP
INTERNAL USE ONLY 1 Draft for discussion purposes only Boost and
Collaborate with Propose Support the line managers, improvements in
reflection about the organization BP organization reporting
possible improvements in and updated job and preserve the
organization descriptions & the details of competences this
information. and the content of their job. required. PROGRAM A EM
ERGING LEADERS BP Emerging Leaders, CAPS programmes and development
& training offer. future leaders programme Biographical
Interview Briefing Amy Talbert, Head of Resourcing, R&M and
C&F Graduate Program, Future Leader Program and External
recruitment.
35. and now to the Talent Programmes: Iberograduates future
leaders programme 35
36. Spain & Portugal Iberograduate Programme Caractersticas
del Programa: El programa est diseado para reclutar jvenes
profesionales con talento y favorecer su desarrollo profesional
para que se conviertan en los futuros lderes de BP en Espaa y
Portugal. Son parte esencial del programa las asignaciones en reas
tan diversas como marketing y refino en BP Espaa y Portugal, la
asuncin temprana de responsabilidades y la exposicin a trabajos con
un elevado componente de relacin con el cliente. Buscamos: Jvenes
profesionales que hayan realizado estudios universitarios de ciclo
superior y los hayan completado con un master en negocio o
similares. Personas con potencial y motivacin para desarrollar una
carrera profesional en BP Espaa y Portugal Experiencia de trabajo
de al menos 2 aos, preferiblemente en un entorno internacional.
Nivel avanzado al menos en castellano e ingls. Portugus deseable.
Ofrecemos: Apoyo explcito para favorecer un desarrollo profesional
a puestos de liderazgo en BP Espaa y Portugal. Remuneracin
atractiva y excelentes beneficios sociales. Seleccionamos jvenes
profesionales con talento Si ests interesado, por favor enva tu
solicitud antes del 31 de octubre a travs del portal de empleo de
BP en internet. [email protected] Ref: Iberograduados
2014 BP Oil Espaa 36