06 09 retaining talent (34 slides)

The Middle East HR Summit 2006, Dubai, 17-19 September 2006

Gasco 21Realizing the Vision

Retaining Talent: When Does it Really Start?18 September 2006



Recruiting talent

Retention from the start

My company… GASCO

Engaging employees

Benefits

Program Overview



Attracting & retaining talent is one of the most

challenging activities companies face today



From the book “Good to Great”

Jim Collins on finding Talent…

Great business leaders all feel one of the biggest limitations on successful business growth is the difficulty of attracting and keeping enough of the right people…



“Getting top people is my number 1 concern because the strength of the whole team determines Yahoo’s overall success…”

Terry Semel Yahoo’s CEO…



Strategic Questions

What is the company’s Vision & Mission

Are major changes taking place in the industry

Will we be doing the same thing in

5 weeks, 5 months, 5 years…

Are we heading in a new direction

What does it take to be successful today

What will it take to be successful tomorrow



Disadvantages: Inbreeding

Lack of new ideas

Political infighting for promotion

More training & development

Retention of people NOT selected

Advantages: Improves employee morale Encourages high performance Better assessment of talent Lower recruiting costs Promotes succession planning

Internal Recruiting



Disadvantages: Morale of existing employees

Adjustment – orientation period

Weaker assessment of talent

Applicant may not be a good fit

Commitment problems

Advantages: Bring new ideas to the company High level of competence No political infighting Faster than training a marginally qualified in-house candidate

External Recruiting



Focus the Recruiting Efforts

Identify skills needed

Prioritize vacant positions

Focus efforts on the most critical positions

Consider Nationalization implications

Collect resumes, CVs and job applications

Follow systematic screening process

Select the top candidates for interview

Manage the interview process

Make final selection decisions quickly



Explain hiring process to applicants

Sell the company

Sell the job to applicants

Keep the applicants informed

Ensure good fit between applicant & the company

Make final selection decisions quickly

Attracting High-Potentials



Matches applicant skills, knowledge, & abilities with company needs

Direct impact on the employee’s work efforts

Lowers cost

Improves morale

Greater job satisfaction

Why is a Good Fit Important?



When Does Retention Start?

Visionary companies start thinking about employee retention when they make a job offer…

Offer contains more than salary & starting details

It promotes company image

It reinforces applicant’s decision to join

How can we do this?



Candidate’s acceptance letterContains the job titleBrief job descriptionStarting dateTime and place to report

Pay & benefits program information

Company promotional literature

Copies of in-house newsletters

Product descriptions & catalogs

Annual Report

A Good Offer Package



Supervisor writes a welcome letter

Includes recent achievements

Outlines future objectives

Provides department organization chart

Other Items Could Include…

HR sends the offers but the gaining manager can still play a role…

A “good offer” helps the applicant reconfirm their decision to join while providing material friends & family can look at.



Initial documents

Complete screening formalities

Enter data in the system

Outline major Policies & Procedures

Provide Company ID Card

Discuss Pay & Attendance

Introduce employee to their new manager

The Employee Arrives…

HR welcomes the new employee during a short meeting to collect…



Prepare the new employee’s physical work area

Ensure they have the right supplies & equipment

Establish computer access & email account

Make sure their phone number is working

Discuss the employee’s job description

Explain their major duties & responsibilities

Explain standards they will be evaluated against

The First Day…

New employees should always meet their manager and see their work environment…



Explain the organization’s culture

Discuss customs, values and traditions

Explain department’s day-to-day activities

Conduct a department tour

Introduce employee to their colleagues

Point out the location of:Rest roomsBreak areas / smoking areasCafeteriaEmergency exits / safety gearSupply cabinets, photocopy and fax machines

The Manager Should Also…



Making A Difference…

Assign a work project that supports the

department’s mission

Their work should be task with real value

Don’t give them manuals / policies to read

Conduct regular & frequent follow-up



Dress code

Email / internet usage

Employee manual

Grievances / complaints

Health plan

Meal breaks

Parking facilities

Probationary period

Later in the Week…

HR personnel provides additional information…

Overtime rules

Telephone policies

Security regulations

Smoking policy

Suggestion program



Why is this Important to

GASCO ?


Gasco 21Realizing the VisionJoint Venture Company started February 1978

ADNOC, Shell, Total & Partex

Daily Processing Capacity of: 5 billion cubic feet of gas 20,000 tons of Natural Gas Liquids (NGL) 220,000 barrels of condensate 4,500 tons of Sulphur 3,000 tons of Ethane

Production is for Local Consumption & Export

Operates 2300 KM of pipelines within the UAE

Abu Dhabi Gas Industries Ltd.



Other Critical Factors

More than $6 billion worth of projects

GASCO’s capacity doubling by 2008

Extensive recruiting efforts underway

Ageing workforce / future retirements

Increasing Nationalization targets

Extremely competitive recruiting market

So… employee engagement and retention efforts are critical to the Company’s future success…



Engaging & RetainingEmployees



Ruwais

Asab

Buhasa

Jebal Ali

Abu Dhabi

Habshan/Bab

Customer Service 2004-2005

1) MIND LEAP

We cross over to better performance through a change in

thinking

April & May314 people

2) UNDERSTAND OTHERS

We solve many problems by understanding other

people

July & August367 people

3) LISTEN UP

We improve communication when we

develop our listening skills

November & December391 people

4) PRO-ACT

We take action to help our

colleaguesFebruary & March329 people



Interactive Workshops

1401 people attended Customer Service Training

in 2004-2005



Commercial Awareness 2005-06



1012 people attended workshops in 2005-2006

Commercial Awareness Sessions



KPI Achievement

85%

109%

118%

0%

20%

40%

60%

80%

100%

120%

2002

2003

2004

Engaged Workforce Benefits



In Closing…

Good training will not fix a bad recruiting and selection process

If you don't hire the right applicant, your competitor will

Every company has equal access to materials, information & resources – the real difference is the way successful companies use these assets!



AdditionalInformation



The Society for Human Resource Management (SHRM) is the world's largest association devoted to human resource management. Representing more than 200,000 individual members, the Society's mission is to serve the needs of HR professionals by providing the most essential and comprehensive resources available.

http://www.shrm.org

What is SHRM



ASTD (American Society for Training & Development) is the world's largest association dedicated to workplace learning and performance professionals. ASTD's 70,000 members and associates come from more than 100 countries and thousands of organizations--multinational corporations, medium-sized and small businesses, government, academia, consulting firms, and product and service suppliers.

What is ASTD?

http://www.astd.org



The Human Capital Institute (HCI) is a professional organization dedicated to leadership in the business science of Talent Management. Members are Human Capital professionals & executive leaders who share the conviction that TALENT is the most powerful competitive lever in a knowledge economy.

What is HCI?

http://www.humancapitalinstitute.org



Questions ?

06 09 retaining talent (34 slides)

Technology