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Career Development & Role of Communications & HR
Lynn JolliffeLynn JolliffeAugust 14, 2008August 14, 2008
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Today’s Points
My BackgroundMy Background
Public Speaking and Career DevelopmentPublic Speaking and Career Development
HR Strategy and InitiativesHR Strategy and Initiatives
Q&AQ&A
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My Background
EDUCATIONEDUCATION
CEGEP CEGEP –– BishopBishop’’s University, Quebec s University, Quebec -- CanadaCanada
BA BA –– QueenQueen’’s University, Ontario s University, Ontario –– CanadaCanada
MBA MBA –– University of Toronto, Ontario University of Toronto, Ontario –– CanadaCanada
CERTIFICATIONCERTIFICATION
GPHR GPHR –– Global Professional Human Resources Global Professional Human Resources --EuropeEurope
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My Background
WORK EXPERIENCEWORK EXPERIENCE
Bell Canada Bell Canada –– Sales and MarketingSales and Marketing
Bank of Montreal Bank of Montreal –– Commercial/Corporate Banking, Human Commercial/Corporate Banking, Human ResourcesResources
Holt Renfrew Holt Renfrew –– IT, Finance, HR, General Manager, CFO with IT, Finance, HR, General Manager, CFO with responsibility for Finance, Distribution, IT and Loss Preventionresponsibility for Finance, Distribution, IT and Loss Prevention
White Rose Crafts & Garden Centre White Rose Crafts & Garden Centre –– CFO with responsibility for CFO with responsibility for Finance, HR, IT, Distribution, Loss PreventionFinance, HR, IT, Distribution, Loss Prevention
Ingram MicroIngram Micro–– EMEA EMEA –– HR, Six Sigma. Security and FacilitiesHR, Six Sigma. Security and Facilities–– North America North America –– HRHR–– Global Global -- HRHR
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Other
EXTRA CIRRICULAR ACTIVITIESEXTRA CIRRICULAR ACTIVITIES
Married with 2 grown sonsMarried with 2 grown sons
Active in sports & coach of kidsActive in sports & coach of kids’’ teamsteams
Take vacationsTake vacations
Board of Parent Cooperative Nursery SchoolBoard of Parent Cooperative Nursery School
Board of Directors, Sun Life Mortgage & TrustBoard of Directors, Sun Life Mortgage & Trust
Board of Trustees, International School of BrusselsBoard of Trustees, International School of Brussels
Member Forum for Corporate DirectorsMember Forum for Corporate Directors
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Public Speaking and Career DevelopmentPublic Speaking and Career Development
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Public Speaking vs. Communication
SimilaritiesSimilarities–– Getting your point across (inform, influence)Getting your point across (inform, influence)–– Logical approach to the argument/presentationLogical approach to the argument/presentation–– Engage your audience whether 1 or 1000Engage your audience whether 1 or 1000
DifferencesDifferences–– One way (typically) One way (typically) vsvs two waytwo way–– Larger groupLarger group–– Speaking aids generally usedSpeaking aids generally used
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How It Helped Me
Career RolesCareer Roles–– SalesSales
How to engage How to engage How to influenceHow to influence
–– ManagerManagerHow to engage How to engage How to influenceHow to influence
–– ExecutiveExecutiveHow to engage How to engage How to influenceHow to influence
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Communication Style
Communication should be geared to your audienceCommunication should be geared to your audience–– SizeSize–– Composition (junior, mid level, senior)Composition (junior, mid level, senior)–– CultureCulture–– LanguageLanguage
HumourHumour–– Know when to use itKnow when to use it–– Be careful Be careful –– Be selfBe self--depracatingdepracating
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What Do We Admire About Great Speakers
Clear, articulateClear, articulate
PassionatePassionate
CompellingCompelling
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What Does Not Work
NervousNervous
Confused, illogical speakingConfused, illogical speaking
MonotoneMonotone
UmmsUmms, like, you know, like, you know
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HR Strategy & InitiativesHR Strategy & Initiatives
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Communication Skills
In addition to Toastmasters, 133 courses listed in In addition to Toastmasters, 133 courses listed in catalogue on communicating effectivelycatalogue on communicating effectively–– Basics of Effective CommunicationBasics of Effective Communication–– Business Meeting SkillsBusiness Meeting Skills–– Presentation SkillsPresentation Skills–– Business WritingBusiness Writing–– Express YourselfExpress Yourself
IDPIDP
Observe othersObserve others
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HR Vision & Mission
VisionVision
We will have the right talent and developmental We will have the right talent and developmental opportunities in place to ensure achievement of opportunities in place to ensure achievement of Ingram Micro strategies and objectives.Ingram Micro strategies and objectives.
MissionMission
We will be an indispensable partner by We will be an indispensable partner by understanding and responding to the business and understanding and responding to the business and its strategies. We will lead organisational and its strategies. We will lead organisational and talent development through streamlined and talent development through streamlined and equitable processes that are measurable.equitable processes that are measurable.
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HR’s Split Personality
Internal/Transactional External/StrategicDefense: Cost Control Offense: Strategic Business Partner - Drive to Efficiency - Drive to impact - Self service transaction - Internal customer intimacy - HR benchmarking focus - Unique strategic focus - Heavy systemization, technological leverage - Heavy consultative leverage - Easily outsourced activities - Demand for deep organizational understanding - Order-taker, reflexive responder - Proactive teacher/advisor
Demand for Basic Staffing Importance of Human CapitalTwo things HR must do: hire & pay Competitive edge as "culture", knowledge workers
Pressure for Basic Associate Relations Pressure for Marketplace - Diversity in workplace - Diverse marketplace - Global associates - Global customers - Start efforts with HR issues - Start efforts with business outcomes
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Moving Up The HR ROI Scale
Value $HRM
Internal Business OrganizationConsultant Partner Designer/
DeveloperWelfare Personnel Effective Business Total People-
Administration Personnel Person in Business Management Personnel Integration
Helping managers
make decisions
Working with
managers to achieve their
business objectives
Ensuring the HR strategy is aligned
with business strategy
Strategic HumanResource Management
Potentail added
MINIMUM - CRITICAL
Personnel/Management
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The HR Development Journey
Centralize OD EffortsCentralize OD EffortsStreamline TransactionalStreamline Transactional
Strategic HR to Impact ResultsStrategic HR to Impact Results
Global Talent Global Talent ManagementManagement
PMP WWPMP WWGM Dev PilotGM Dev Pilot
Enhance OAP/Enhance OAP/SuccSucc PlngPlng
Vision/MissionVision/MissionKey ProjectsKey Projects
20072007 20082008 20092009 20102010 20112011
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Talent Management In Place
ATTRACTTalent
Source Talent
Recruit Talent
Select Talent
Onboard Talent
ATTRACTTalent
Source Talent
Recruit Talent
Select Talent
Onboard Talent
ENGAGETalent
Engage Each Associate
Engagement Planning
Performance Management
Manager Capabilities
ENGAGETalent
Engage Each Associate
Engagement Planning
Performance Management
Manager Capabilities
BUILDTalent
Talent Assessment
Individual Development
Planning
DevelopmentExperiences
Talent Networking
BUILDTalent
Talent Assessment
Individual Development
Planning
DevelopmentExperiences
Talent Networking
LEVERAGETalent
Career Development
Plan
Internal Mobility Process
Succession Planning
Talent Review
LEVERAGETalent
Career Development
Plan
Internal Mobility Process
Succession Planning
Talent Review
RETAINTalent
Length of Service
Intentions
Departure Risk
Assessment
Job Sculpting
Turnover Scorecard
RETAINTalent
Length of Service
Intentions
Departure Risk
Assessment
Job Sculpting
Turnover Scorecard
Attract Talent
Engage Talent
Build Talent
Leverage Talent
Retain Talent
Attract Talent
Engage Talent
Build Talent
Leverage Talent
Retain Talent
Talent Results
Sustained Profitable Growth
Business Results
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Key Skills
InitiativeInitiative
Good communication skillsGood communication skills
Sense of urgencySense of urgency
Ability to executeAbility to execute
Good follow upGood follow up
Our valuesOur values–– TeamworkTeamwork–– RespectRespect–– InnovationInnovation–– IntegrityIntegrity–– AccountabilityAccountability
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Thank You
QuestionsQuestions
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