Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.
-
Upload
lester-carson -
Category
Documents
-
view
215 -
download
0
Transcript of Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.
![Page 1: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/1.jpg)
Contributors
Name BU/D Name BU/D
![Page 2: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/2.jpg)
Reviewed by:
Name BU/D Name BU/D
![Page 3: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/3.jpg)
Strengths
• 88% of 30,500 openings in 1993 were filled with internal transfers
![Page 4: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/4.jpg)
Opportunities
• HR feels 2-5 weeks can be cut out of the staffing process
• Other companies have reduced transfer cost by reducing relocations and shortening learning curve
• Providing a higher level of HR service will increase hiring manager productivity
![Page 5: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/5.jpg)
Findings
• Productivity is lost while positions sit empty for 2-3 months
• The level of service provided by HR varies widely between business units
• Employees feel it is difficult to get a job using ECOS
• Transferring management employees each 3-5 years carries a hefty price tag
![Page 6: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/6.jpg)
Strengths
• HR Executives consider financial, product, and market planning to be generally effective
• Corporate recognized the need for change and acted to improve the process for 1994
![Page 7: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/7.jpg)
Opportunities
• Developing and implementing integrated HR and business unit planning will improve performance
![Page 8: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/8.jpg)
• Workforce and Human Asset Planning is a small part of Business Planning Process
• Our workforce plans and strategies are viewed as sensitive and restrictive in distribution
• Where they exist, HR plans and forecasts are not integrated with business plans and each other
• Forecasts (numbers) are considered inaccuratewed as an exercise versus adding value to the BU/D workforce planning
Findings
![Page 9: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/9.jpg)
Strengths
• AT&T Continues to Attract Interest from the Technical and Managerial Ranks
• AT&T Maintains an Active and On-Going Relationship with Top Universities
![Page 10: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/10.jpg)
Opportunities
• By Addressing Four Areas of the Hiring Process, 2-6 Weeks Could Be Saved in Filling a Position
• A Streamlined Matching Process Could Improve Service and Lower Administration Costs
• A Strong Link to the Forecasting Process Will Help AT&T Attract Quality People in a Shorter Timeframe
![Page 11: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/11.jpg)
Findings
• The Time Required to Hire Someone Is Normally Between 6 Weeks and 6 Months
• The Process of Matching Candidates to Positions Is Done Manually and Is Fairly Subjective
• The Link Between the Hiring Process and the Forecasting Process Is Weak
![Page 12: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/12.jpg)
Strengths
• Force Management Process (FMP) recognizes the need to minimize the effects of displacement
• Force management offers innovative options and opportunities for those in the process
![Page 13: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/13.jpg)
Opportunities
• A streamlined FMP will reduce HR costs and increase customer satisfaction
• An effective workforce planning process will keep more people employed and increase BU/D performance
![Page 14: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/14.jpg)
Findings
• No one knows the true cost of HR involvement in the FMP
• BU/D leaders believe the process is cumbersome, time consuming and disruptive
• Force management decisions are not a part of an HR planning process
• Fewer and fewer AT&T employees are offered opportunities in other business units
• We don’t prepare our employees for the “Jobs of the Future”
![Page 15: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/15.jpg)
Initiatives
Initiative Name Contact
![Page 16: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/16.jpg)
Your Input Please!Strengths
Comments
Opportunities
![Page 17: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/17.jpg)
Do You Agree?
(Give Us Your Comments)
![Page 18: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/18.jpg)
Management Staffing Process
Brown Paper
Corporate HR
![Page 19: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/19.jpg)
Management Employment
Process
Brown Paper
Corporate HR
![Page 20: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/20.jpg)
Force Management Process
Brown Paper
Corporate HR
![Page 21: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/21.jpg)
Management Planning &
Forecasting Process
Brown Paper
Corporate HR
![Page 22: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/22.jpg)
Position Filling System
Effectiveness
Brown Paper
Corporate HR
![Page 23: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/23.jpg)
Findings Flags
1 2 3 4
5 6 7 8
![Page 24: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/24.jpg)
2 Rectangles
![Page 25: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/25.jpg)
2 Decision Diamonds
![Page 26: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/26.jpg)
Medium Cloud
![Page 27: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/27.jpg)
Telephone
![Page 28: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/28.jpg)
3 4
![Page 29: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/29.jpg)
1 2
![Page 30: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/30.jpg)
![Page 31: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/31.jpg)
![Page 32: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/32.jpg)
DAY 1 DAY 31
![Page 33: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/33.jpg)
DAY 75 DAY 90
![Page 34: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/34.jpg)
DAY Š335
![Page 35: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/35.jpg)
Our Common BondRespect for IndividualsHighest Standards of IntegrityTeamwork
Dedication to Helping CustomersInnovation
Human Resources RoleAs members of the AT&T Human Resources community, we participate as equal partners in continuously revitalizing and transforming the organizations we support into environments in which AT&T people worldwide share in achieving the business mission.
We share a commitment with our partners to:
Develop competence within individuals, teams and organizations to accelerate change for success in a rapidly evolving global marketplace.
Foster a climate in which AT&T people live ‘Our Common Bond.”
And, we make a commitment to our partners to:
Maintain our professional and business knowledge at leading edge levels and provide world-class, high quality Human Resources programs and delivery systems that enable the people of AT&T to attain the highest levels of satisfaction and performance.
The ultimate measure of the contribution of the Human Resources Community is the progress made throughout AT&T in creating value for our people, our customers and our shareholders.
![Page 36: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/36.jpg)
Foundation GoalTo keep as many people in this process
employed as possible
![Page 37: Contributors NameBU/DNameBU/D. Reviewed by: NameBU/DNameBU/D.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649eeb5503460f94bfc39a/html5/thumbnails/37.jpg)