IHRM in General Electric

Presented By

R.SUDHA

M.TECH(HRD) Final Yr.

Company Profile

Headquarters: Fairfield, Connecticut, U.S.

Fortune rank: 2

Revenue: US$157 Billion

Operating income: US$10.34 Billion

Net income: US$10.7 Billion

Total assets: US$782 Billion

Total equity: US$117 Billion

SOME UNIQUE FEATURES OF GE

One of the leading conglomerates of the world 134 years since its establishment

Spread across 160 countries involved in 11 businesses and Employee strength of 307000

One of the first company to establish Management Development Centre

Training and Development

Educate employees: focusing on leadership, change, Six Sigma, e-Business and other key corporate initiatives

Communicate and strengthen employee's commitment to GE and the GE Values

Build bridges across boundaries: by providing a setting for people to interact across businesses, functions and hierarchies

Training and Development

Enhance our customer focus:build relationships with strategic customers and other key constituencies

Management Development : In addition to our facilities for learning, GE

offers intensive management training through special leadership programs. These programs provide a curriculum designed to accelerate learning for GE's high performing employees

Training and Development

Four bold verbs that express what it is to be part of GE.

Imagine, solve, build lead

Benchmarking T&D

Investing nearly 1.38billion for both In-house and reimbursing tuition fee for their employees

Training and Development

World's First Corporate University – Establishment of a corporate training center

for GE executives . The management development center was

set up in the year 1956, at Croton Ville in the village of Ossining, New York.

It was the world's first corporate university and a major milestone in the area of T&D for the company.

A solution for increasing size & complexity along with growing need for T&D….

Establishing Management development centre

During training employees were instructed in Plan-Organized-Integrate-Measure

A 3500 page Blue book containing do’s and don’ts of management was also given to participants

With increasing Decentralization more emphasis was given to technical aspect and for managing effectively in crises

A LOST TRACK FROM LEADERSHIP DEVELOPMENT TO TECHNICAL TRAINING

A COURSE ON SIX SIGMA

FINANCIAL MANAGEMENT PROGRAM

INFORMATION MANAGEMENT LEADERSHIP PROGRAM

EDISON ENGINEERING DEVELOPMENT PROGRAM

OPERATION MANAGEMENT LEADERSHIP PROGRAM

EXPERIENCED COMMERCIAL LEADERSHIP PROGRAM

HUMAN RESOURCE LEADERSHIP PROGRAM

Training and Development

Focus on e-learning:

GE had started implementing on-line training way back in the year 1998.

Training and Development

the company decided to implement an online course instead to reduce costs involved.

the company assessed the effectiveness of the online program, it turned out that employees were able to absorb nearly the same learning in a three hour online course.

GOING ONLINE A COST EFFECTIVE SOLUTION TO GROWING NEED OF T & D

FINDING TRAINNED EMPLOYEES FEW CLICKS

AWAY

A PERFECT BLEND OF ONLINE AND OFFLINE

Training and Development

key benefit of GE's focus on training was that it brought global consistency to all its businesses.

diversity to transform itself into a learning organization where employees could develop themselves continuously.

Training and Development

The on-the-job rotational assignments that the company offered enabled employees to get tremendous exposure across its varied business segments and divisions and gave them unmatched practical exposure to sharpen their managerial capabilities.

GE’S LEADERSHIP PROGRAMS

Use all four approaches to employee development Formal education Assessment Job experiences Interpersonal relationships

Combines responsible and important job assignments along with formal classroom studies

Use rotational assignments provide the trainee with a broad and valuable experience

ENTRY-LEVEL LEADERSHIP PROGRAM

ENTRY-LEVEL DEVELOPMENT

Australia

ChinaCanada

India

Europe

Mexico Japan

United States Southeast Asia

ENTRY-LEVEL DEVELOPMENT PROGRAMSARE OFFERED IN THE FOLLOWING AREAS

Communications Engineering Finance Information Technology Sales & Marketing Manufacturing/Operations

BUSINESSES THAT OFFER THE SALES & MARKETING -Entry LEVEL LEADERSHIP PROGRAM ~

GE Energy GE Money NBC Universal GE Healthcare GE Industrial, Consumer & Industrial Motors GE Industrial, Consumer & Industrial GE Infrastructure, Water & Process Technologies GE Industrial, Fanuc

At GE, employee’s can work on extraordinary projects with some of the top innovators in their fields

They can also advance their career by leaps and bounds with the Experienced-Level Leadership Training programs.

EXPERIENCED LEADERSHIP PROGRAMS

EXPERIENCED DEVELOPMENT

Middle - East

EuropeLatin Amercia

Japan/Korea

United States Southeast Asia

EXPERIENCED DEVELOPMENT PROGRAMSARE OFFERED IN THE FOLLOWING AREAS

Corporate Audit StaffHuman ResourcesSales & Marketing

Offers a core curriculum that fosters the development of commercial skills and techniques that are critical to success in all GE businesses.Structure and additional training are

determined at the business

ENTRY-LEVEL LEADERSHIP PROGRAM~ IN SALES & MARKETING ~

Although the training approach may vary for the different companies the end results are always the same.

CLP prepares candidates for a successful career in sales or marketing

PARTICIPANTS QUALIFICATIONS~ ENTRY-LEVEL PROGRAM ~

Basic Qualifications:BA/BS in a Business related field1-2 years of relevant work experienceDemonstrated relationship management skillsStrong project management skillsStrong proven Leadership SkillsSuperior oral and written communication skillsDemonstrated ability to analyze and interpret complex

informationAnalytic or experimental design experience, with an

understanding of customer segmentationTargeting and statistical modelingStrong PC skillsGeographic flexibility/mobility a must

DEVELOPMENT ACTIVITIES ~ ENTRY-LEVEL PROGRAMS ~

The Commercial Leadership Program develops marketing and sales skills through a strong core curriculum and challenging assignments in key sales and/or marketing roles in a technology, industrial, media, or financial services business.

The structure of the Commercial Leadership Program may vary based on the needs of the different GE businesses and the industries they serve.

The Commercial Leadership Program is a program that prepares candidates for a successful career in sales or marketing by providing the opportunity to learn about our products, industry, and customers while simultaneously making valuable contributions to the organization.

PARTICIPANTS QUALIFICATIONS~ EXPERIENCED PROGRAM ~

Candidate Criteria:MBA with 2-4 years marketing or sales experienceBachelor's Degree with 4-6 years marketing or sales

experienceProduct marketing experience preferredPrivate label credit card or retail experience preferredDemonstrated leadership, communication and analytical

skillsStrong strategic thinking skillsCreative and innovativeGeographic mobilitySecond language preferred (English required)Unrestricted work authorization in the United States

LENGTH OF THE PROGRAMS

Entry level program1 year courseExperienced Level Program

A two-year program consisting of four six-month, rotational assignments within the commercial function of a GE business

DEVELOPMENT ACTIVITIES

- EXPERIENCED PROGRAMS This program consists of four six-

month, rotational assignments within the commercial function at a GE businessTwo rotations are Marketing focused

and two are Sales focused

Program participants strengthen their commercial, business, and leadership skills by completing an intensive curriculum consisting of eight weeks of classroom training and in-residence global symposiums at the John F. Welch Learning Center

In addition to hands-on job assignments all program participants will complete two weeks of Six Sigma Black Belt training and participate in customer-focused projects

Geographic mobility is a requirement for this program

IMLP

General Electric's Information Management Leadership Program (IMLP) focuses on developing a core set of competencies which are integral to the success of the IT professional in the GE environment .

IMLP

The Information Management Leadership Program (IMLP) is designed to develop GE's next generation of leaders in Information Management. The program focuses on

developing solid leadership communication project management skills.

JOHN F. WELCH LEADERSHIP CENTER

Worldwide, GE invests about $1 billion annually on training and education programs to develop some of the best leaders and some of the most widely practiced business techniques.

Talent Management

Putting the nine box grid to use – Talent Management

Talent management is the process of managing the current top performers and attracting the new credible individuals to join the team to attain high professional performance in accordance to company’s goals

The horizontal of 3 boxes assesses (leadership) performance and the vertical assesses (leadership potential). A combination of these makes up the box within the grid that the leader is placed.

Enigmaemployees who are completely wasted in an organization

people with high potential but deliver low performance.

either wrongly placed or are working under wrong managers who have been unable to harness their full potential.

Dilemmaemployees having average potential but showing low performance

can perform better if given proper opportunities and motivation.Under performerThese employees are the individuals with low potential coupled with low performance. They under perform and don’t show any scope for improvement

Growth employeesemployees that constantly show high potential but the performance is not up to that standard.

Core employeesThis category has employees that more or less perform up to the job potential but there is always a chance to achieve higher performance by giving them necessary push.

Future leaders These employees are the leaders of tomorrow and are the best possible options for succession at senior positions.

High Impact Performers High impact performers are those who by some grooming and motivation can become the future leaders

Trusted professionals Trusted professionals perform much higher than their potential because of some special talent they may be having.

Effectivepeople with specific talents as they show higher performance as compared to their potential.

reached their full career potential so here the talent management team can keep them engaged, focused and motivated to get the desired results.

General Electric surveys its employees, analyzes survey data, has conversations around the results and ultimately brings about change for the better.

In terms of performance management and the talent development process, Aviation Engineering created more communication around the process, as well as tools to explain the company's performance management strategy.

THANK YOU