PRESS RELEASE Best Companies –Best Practices: Keeping the Competitive Edge Written By: Chris Keller, Gatti/Xavier Associates
Rita B. Allen Associates, Gatti & Associates, and Northeastern University’s College of Business Administration hosted their 6th Annual Executive Breakfast Forum “Best Companies – Best Practices: Keeping the Competitive Edge” on November 7, 2007 at Northeastern University. The event was well attended by senior Human Resources and line executives. The distinguished panel this year consisted of Ted MacLean, General Manager, Enterprise and Partner Group, Northeast US, Microsoft; Vicary Graham, Regional President, BNY Mellon Private Wealth Management; Balaji Purushothaman, Human Resources Director, Global Grooming Business Unit, Proctor & Gamble and Richard Daniels, Chief Operating Officer, Gatehouse Media New England. The moderator, Professor Leonard Glick, introduced key topics such as Talent Management, People Practices, Strategic Human Resources, and Impact of Generational Differences in the Workforce. The panel responded with information relevant to their organizations followed by a substantive Q&A period from the audience. Talent management is a concern to all organizations in today’s competitive marketplace. Thirty million managers are retiring, workers’ expectations are changing and the average employee changes companies eight times. Microsoft, with 85,000 employees globally, filled 68% of their positions this year by creating a highly competitive environment, a culture of long-term engagement where employees can do their best work. This results in low attrition making the company attractive for external hires. Being consistent across the board, differentiating, coaching, mentoring for individuals, and getting necessary feedback are germane to employees’ positions and relevant to their skills. BNY Mellon’s program echoes Microsoft's best practices. The recent acquisition by Bank of New York provides a rich opportunity to start a career with significant access to senior management; they look at their top performers and give them what they need to excel. Procter & Gamble is reacting to this issue by focusing on the 95% of their hires which are internal. Also, 40% of their employees joined Procter & Gamble through acquisition and of major importance is how to integrate these people within the organization. Gatehouse Media New England recently surveyed their hiring managers and 62% are worried about shortfalls; Human Resources is responding to this with competitive hiring practices. All companies noted the impact of Generation Y on their organizations: they want more work life balance, feedback, and a chance for development. Suggestions for the new generation of employees: Be open to what they ask for but give them expectations and reward them if they are meeting commitments; don’t assume they are challenged; move them around based on aptitude and expose them to business; and provide mentoring and training opportunities. It was agreed by all on the panel that great Human Resources professionals need to be real business partners, build credibility by learning the business they support, be engaged, proactive and part of the dialogue around strategic intent. To that end, P&G created a training program for Human Resources by asking management what they wanted. BNY Mellon wants Human Resources professionals who can make their process invisible, recognize how candidates will fit in with the business and culture, work with senior management and help them achieve goals. Microsoft wants Human Resources Professionals to be creative, present, counter-cultural, wearing a people hat at the table, working the same way the business does with no boundaries and thinking about how to make ways to make their managers more effective. Gatehouse Media wants Human Resources professional to be relentless, tough, and smart; helpful, kind and friendly is fine, but not enough. The common theme shared by all executives on our panel was around the strategic imperative for strong and competitive people practices throughout all four industries represented. The panelists’ honest and reflective insights on all of these timely topics were appreciated by the audience. The Executive Forum was well-attended and once again a very successful event. The panelists provided valuable insight into key areas from each of these successful organizations. The session concluded with an active question and answer period, moderated by Len Glick, a Professor in the College of Business Administration at Northeastern University. Other participants from Northeastern University included the Dean of the College of Business Administration, Tom Moore, as well as David Abdow from the College of Business Administration, and Fred Hoskins from the Office of Corporate Partnerships.
Bob Gatti Rita B. Allen |
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