【正文】 A v o i d s o r r e s i s t s c h a n g eG r o w t h D r i v e n , G l o b a l l y O r i e n t e dD r i v e s e f f o r t s t o e x p a n d o u r 。 B u i l d s a c c e p t a n c e f o r c h a n g e w i t h i n t h e t e a mV a l u e s c h a n g e f o r t h e o p p o r t u n i t i e s i t b r i n g s 。 feedback system GE Proprietary Information For GE Use Only Individual Inputs to Business Session C HR Best Practices 022022 GE Proprietary / Do Not Distribute Identifies best know replacements for key positions Used to: ? Check quality and depth of backups ? Encourage discussions about developmental opportunities, crossfunctional/anizational moves ? Gain consensus from peer anizations on people they will team with in the future ? Identify berths for developing talent or where we lack a pipeline ? Check for diversity of pipeline talent ? Provides starting point to generate slates for key jobs Component Incumbent SUCCESSION PLAN GE AIRCRAFT ENGINES * * New Organization GE Proprietary Information For GE Use Only Succession Planning HR Best Practices 022022 GE Proprietary / Do Not Distribute Thank You Questions amp。 L o c a ti o n Cu rri c u l u m o r Ma j o r Da te s A tt e n d e d De g re eMAJ OR PROGRAMS amp。 3’s Organization Issues Talent Summaries Succession Plans ? Business Snapshots ? Crossbusiness issues and personnel moves ? Growth potential of future business leaders ? Crotonville executive course nominations ? Anticipated key openings and backup plans ? Best Bets for earlycareer stretch assignments ? Diversity activity and pipeline status GE Proprietary Information For GE Use Only Session C Process HR Best Practices 022022 GE Proprietary / Do Not Distribute EMS2 EMS3 GE Proprietary Information For GE Use Only Session C Begins With 2 Forms A nn ual A cpl i shment amp。 Impact GE Proprietary Information For GE Use Only Developing Future Leaders Six Sigma HR Best Practices 022022 GE Proprietary / Do Not Distribute How the “system” works: 1. Questions are asked, based on the GE values 2. Data are gathered (by mail, puter, phone, or interview) by Human Resources 3. Data are collated by category or question and/or category of person giving the feedback 4. A consolidated report (numerical scores, graphical representations and/or narrative ments) is given to the employee 5. The identity of the people supplying the inputs is kept confidential ? to reduce reliance on the manager’s lone opinion of an employee’s performance ? to gather inputs from all people who deal with an employee, both inside and outside the anization ? to present this information to the employee in a helpful and nonthreatening way ? to make employees more aware of how their behavior and values impact others in the anization Peers Subordinates Manager Customers 360176。 Exposure Mentoring Networking Structured Performance Feedback Technical Training Expansion of opportunities through a broad range of experiences Leadership Training Entry Level Program Experience GE Proprietary Information For GE Use Only HR Best Practices 022022 GE Proprietary / Do Not Distribute ?Differentiate GE From the ?Competition: – GE?s Size/Diversity = Unparalleled Opportunity – GE Is a Leader – GE Is an Innovator – GE Is a People Developer Our “Product” Is a Future ... Not an Entrylevel Position Drive Consistent Image Through People and Campus Media Recruiting: Building a Powerful Employment Brand HR Best Practices 022022 GE Proprietary / Do Not Distribute Businessbased training GE Crotonville ? Leadership development ? Project management skills ? General business skills ? Functional skills ? Six Sigma tools ? Leadership development ? Advanced business skills ? Targeted functional skills ? GE values reinforcement ? Best practice sharing Training Talent GE Proprietary Information For GE Use Only HR Best Practices 022022 GE Proprietary / Do Not Distribute Leadership Training amp。 HR Systems, (GTSIndia) Gerald Santosh – Sourcing , (GTSIndia) Aircraft Engine?s HR Structure HR Structure Aligns with Centralized Business Structure Functional Support Specialist Support Babatu Short Entry Level Recruiting Judy Lacey Ev endale Staffing/Nonexempt Salaried Relations Kathy Ward Expatriate Admin Karen Clark Early Ident /Interns/Coops Recruitment , Placement amp。 HR Systems David Frederick HR Sy stems Ron Manne HRIS Leader Debr a Melton HRIS Analyst Sean Higgins HRIS Support/Trng Linda Cor r ell – HRIS Analyst Compensation David Schacher er Comp Leader Benefits Alice Guillott Benefits Leader Faye Mathews Sr HR Clrk Health Care Management Faith Yohman Eve JacksonDFWP Beth Hallgr en Health Care Management and Medical Services Joyce Huber Medical Director John Zer be (Open) Clinical Specialist Lynn Elizabeth PeartNurseLynn Jeannine FaulknerLynnNurse Barbara HinemanMedical TechLynn Mary HoldenNurseLynn Patricia SchavoneNurseLynn Steven Howery – HRM Military Projects and IAD. amp。 Sales/CLP Program Linda Leever – Customer amp。 Integration, Materials and Processes Dept. Kinga Zalucka – HR Mgr Poland Husniye Yilmaz – HR MgrTurkey Jose Chavez – HR MgrMexico Katya Dmitrieva – HR MgrRussia Prasan Raj – HR MgrIndia Commercial Engines, Marketing amp。 Qlty Tech, MIamp。 recognize those who drive for stretch ? Don?t punish them for a miss ? Results always higher because you aimed higher