People Development: Imperatives Attract and retain the world’s top talent through the differentiation of TS’ people practices in the marketplace. Develop.

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Presentation transcript:

People Development: Imperatives Attract and retain the world’s top talent through the differentiation of TS’ people practices in the marketplace. Develop an outrageously engaged workforce. Become the employer of choice through disciplined processes that enable our colleagues to be surrounded by the very best performers with a highly evolved work, community and life balance. Achieve a world-class culture of meritocracy. Ensure each TS colleague has easy access to and a clear understanding of the career pathing process. Develop a strong leadership bench and enhanced employee career advancement through the facilitation of cross-business and regional job rotations. Engaged Workforce Employer of Choice Meritocracy Leadership Development 2% Improvement in Employee Engagement Appraisal / Performance Alignment (Quality) Full Deployment, Consistent Use of Global Performance Mgt System, Disciplines COMPANY CONFIDENTIAL

People Development C.H. Chan - VP HR, TS Asia Pacific

Human Resources – Asia Pacific  Strategy Highlights – FY08 ► All Survey Indices up 3% to 7% over FY07 ► Strong focus on performance management ► Timely and smooth HR integration of acquired companies  Anticipated Progress – FY09 ► Performance and recognition culture ► Management and employee development ► HR as business partner

People Development Jan Hermans – VP OD/HR, TS EMEA

Human Resources – EMEA  Strategy Highlights – FY08 ► Acquisitions and integrations ► Develop and implement a new organizational structure ► Rebuild and develop HR Team to become a business partner to management  Anticipated Progress – FY09 ► Attract top talent (Lominger tools) ► Retention of our talent ► Management development ► Performance management

People Development Cheryl Naumann – VP OD/HR, TS North America

Human Resources – Americas  Strategy Highlights – FY08 ► Re-alignment of merit cycle timeline to follow reviews ► Good progress toward performance management ► Initial roll-out of Lominger tools  Anticipated Progress – FY09 ► Culture of Meritocracy ► WorkLife Initiative Program ► Job Profile development/use in recruitment ► Career planning – Live Profile tool

People Development

Moving toward transformation…  People Development is the responsibility of our entire leadership team – how can each of us, in our respective regions: ► Increase employee engagement? ► Develop strong players? ► Manage performance toward transformative outcomes? ► Create a culture of innovation and excellence?