Finland Learning Values Network
Meeting Summary for 27th September 2012
Thanks to Minna Schrey-Hyppänen for hosting the Learning Value Network at UPM on 27th September. Despite the rain and dark night and some people struck down by flu, we had a good turnout from Finnair, Fiskars, Kone Cranes, UPM and Outotec and a valuable discussion.
The discussion was focused on the differences between Employee Brand and EVP with global example from Unilever of how employee brand has been re developed to reflect their goal of doubling growth but halving environmental footprint.
Kaisa Ventelä-Nilsson shared an excellent and in-depth presentation of work in progress on EVP at UPM and how this is developing and we discussed the need for different aspects to appeal to a wide ranging workforce from factories to chemical engineers, dangers of over promising and what indications there were of what aspects most appealed to employees in UPM.
The first network meeting was hosted by Fiskars, an international consumer products company. The theme was ‘Trends in HR & OD for 2012’ and our conversations centred around the following:
Virtual World
- Although the world is recovering from the economic downturn businesses will still be looking to increase the value and reduce the cost of development. This will be helped by the boom in accessibility to virtual solutions and real-time communication using social networking
- The ability for business to expand globally will present a new set of challenges: How do companies accommodate all of the local needs for talent practices, leadership, compensation strategies and learning, yet globally manage and optimize them around the world?
Engagement and Individual Focus
- How do businesses engage with their staff and keep their focus on individuals?
- A startling set of statistics was just released by Mercer. In late 2011, its global research (more than 10,000 employees responding) found that 32 percent of employees are “planning on leaving” their employers, versus only 19 percent two years ago
- While businesses need to be able to provide up to the minute development for all staff, they also need to focus more on the individual, and their engagement
Top Talent Development and Retention
- In 2012, talent acquisition will increasingly move from being the “staffing and recruiting” function to a full-fledged part of organizational talent management
- Companies will need to provide manoeuvrability and development possibilities if they want to hold on to their top talent
- Talent mobility reduces the cost of recruitment, improves engagement, increases skills specialization and overall is just good business
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