INTERNATIONAL HRC SQUARE 2023
OUR KEY PATHS FOR 2022
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Yana Prokhorova
WELLA COMPANY
KEY POINTS
Core things in the employee life cycle, what are the moments that matter? It's important to have an holistic vision
We need to understand, in each part of the employee life cycle, which are the ones that matter most and where do we see the bottlenecks potentially in terms of these employee experiences
We have a clearly team sponsorship for the programs that we're running
It's also important to build the right structure from the organizational perspective and the infrastructure of everything else
Caroline Foster
THE NATIONAL AUTISTIC SOCIETY
KEY POINTS
There is very often a mindset internally that support functions, including HR
I think some of the transitions required of operating boards and chief people officers is to transform what is often perceived as a negative cost center to becoming a high impact value centre
Separation and advocacy is an area of the employee life cycle that is not just limited to an exit discussion where the employee can walk away from the organization with pride, with efficacy and then in the years to come
The breadth of skill set within HR functions is technically, operationally, strategically, commercially able to deliver player impactful solutions
Vatsal Soni
NJ GROUP
KEY POINTS
I personally feel that there should be a defined set of SOP for onboarding of an employee
The initial first six months becomes very critical as far as technical know how imparting is concerned
We have to ensure that we are giving a comfort to the new entrants ensuring to take care of their new journeys
In terms of upscaling our employees, we need to identify the key competencies of the employee and try to fill the gap against the expected competencies
Laurette Makhubele
JTI
KEY POINTS
Make sure that you've tailored your retention plan around those things that you can actually manage and influence
When an employee is leaving, managers sometimes tend to take it people's resignations personally and it's a concept I don't understand
Watch how the tone that you set when people have resigned and make sure that they leave amicably, happily and we also then can retain that relationship because you never know what you're gonna need in the future
We don't spend enough time assessing whether the people will actually be a good fit for the organization
Brandy Patterson
BAYLOR SCOTT & WHITE HEALTH
KEY POINTS
The on-boarding is a key time for an employee, especially during the first days
How do we get us to a very simple, scalable, self-guided platform essentially that really allows the candidate to manage their process rather than HR managing that process?
We're moving from where we help the candidate schedule to where they're moving to a self scheduling tool
We're also putting in place a what we call "activity guide", which is basically a tool to help new hires navigate through
"We need to design an on boarding process which is very effective for the candidates" Vatsal Soni
"I took some points from everyone from different angles" Yana Prokhorova
"It's important to leverage high impact solutions to attract, retain, develop, promote and maximise the optimization of human beings in the workplace" Caroline Foster
"I really enjoyed taking a sort of global perspective" Brandy Patterson
"Don't forget your candidates once you've given them the offer" Laurette Makhubele
THANK YOU
