HR Focus n°1
April 2011
> NEWS
> EDITORIAL
> 7,757 RFPs, 2.5 million...
Dear colleagues, One of the most important requests you did in January’s HR Conference workshop session, is a call for Communication. Please consider this EADS HR Focus as a very first step. Its new format and content focus is paving this long-haul way towards fluid information flows. Every couple of months, short articles are informing you on key topics about HR. They are conceived as a concrete answer to your proposal. This HR Focus is yours! Share it with your colleagues and influence its way forward thru feedbacks and comments. Enjoy your reading! Jussi Itävuori
> ECM pilot on HRBP > CoCs Competences > ESOP 2011 > 2 + 2 or 2 > Coming soon...
Internship day Donauwörth: 4.05.2011 ESOP subscription: 6-17.06.2011 Le Bourget: 20-26.06.2011 HR Conference: 26-27.10.2011
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> HR CONFERENCE You have a nail? You need a hammer? Anyone who attended January’s HRConf in Domaine de Preissac can remember the famous Theorem of the Hammer told lively by Professor Maurice Thevenet. But how many of us are still able to tell the full Hammer story to our team members? How many of us can still share it with managers? Read More We have taken notes for you...
Voice of the Customer Our guest speakers, Charles Champion, EVP Engineering Airbus and Eric Beranger, CEO Astrium Services were key contributors in the last HR Conference. They asked us to be One HR, always giving one answer... Read More
Innovative and Engaging Workplace!
> HR PRIORITIES They said it... «You have ideas! I count on you to be creative and to foster an innovative culture» harangued Louis Gallois, adding «Thank you for your achievements». Let’s also remind us of some key words given by our HR Directors. Some good food for thoughts... Read More
2011 HR priorities The HR conference was the opportunity for Jussi Itävuori to communicate 2011 HR priorities. Just as a reminder... Read More
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HR Focus n°1 Efficiency and user friendliness of our tools!
April 2011
> YOUR IDEAS What’s new on your ideas from the workshops? Anyone who has already organized an event knows that the worst part of it is coming when the guests have left and the cleaning has been done... Remember the headache of sharing your marriage photos and videos with your guests... Ring a bell? Before getting a fancy «Facebook-for-HR», this article gives you both some fresh news on a couple of outspoken proposals and a direct access to the Read More official lengthy workshop outcomes. You to decide...
> HR CONFERENCE You have a nail? You need a hammer? What is comparable between the HR Processes & tools and a hammer? At first sight, not so much… Except if we consider the Theorem of the Hammer which is telling us that for any processes and tools, this is the way we use them that makes them work.
> Theorem 1: When I hit my finger with the hammer, it is not the fault of the hammer. We can always improve any process or tool but it is how we use them that makes them work. It is our behaviors, the proximity we have with the business and people, and the cooperation between the 3 HR pillars that will make our HR processes & tools work. > Theorem 2: Since we have a hammer, every problem tends to be a nail. The difficulty of HR tools and processes is not to expect too much of them. They can not solve everything; HR work is much more than only processes. > Theorem 3: When you hit your head with the hammer; it is very very nice when it stops. If you put too much on a tool, at some point, people have the feeling that it is really too much and they try to go around it.
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HR Focus n°1
April 2011
> HR CONFERENCE Voice of the Customer… For Charles Champion, HR is part of the Business and its delivery is as important as the one of people on the shop floor or in the engineering offices. Eric Beranger adds on his side that “HR must be operational and deliver concrete solutions everywhere the Business is”. The most important features for what HR is delivering are Agility, Anticipation, Consistency, Quality and Reactivity. “Agility on competencies; to anticipate the evolutions and the needs” for Charles while Eric asks for “a continuous and consistent quality”. If Eric states simply that “HR needs to react quickly”, Charles goes even one step further: “In any case, HR should never let a business question unanswered; the answer being a yes or a no, but an answer”. Regarding the HR community, they expect: Ownership, Accountability, Reactivity and Change support. Consistently, Charles and Eric are asking HR to act as ONE team. All the HR community must be behind HRBPs who are in front of the customers and take accountability and responsibility. “Change is the essence of EADS and the world we are now living in”. Managers need to change: Business and HR efforts must continue to ensure a real appropriation of the company culture, mindset, values and behaviors.
> HR PRIORITIES They said it... A way to make the results of the Engagement survey more understandable is to correlate them with facts by giving concrete examples. Thierry Baril, Head of HR Airbus, explains two concrete correlations coming from Airbus 2010 survey: “Everywhere we have a bad score in terms of absenteeism, we have a bad score in terms of engagement.” “Every time you have a team who participated to a Team Booster (600-650 teams in Airbus), you get a high engagement score”.
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HR Focus n°1
April 2011
> HR PRIORITIES They said it...
HR 2012 is our roadmap to ONE HR and to proximity, agility and engagement
The Implementation of HR Delivery Model can only come thru a proper and managed Change process. Klaus Hofmann, Head of HR Astrium, is pointing out that our key target and challenge is to speak with ONE voice. “It does not matter if the interface with the Business comes from someone in the Center of Competences because we need an expert, or if it comes from Shared Services because there is a concern with pay slip”.
“When we are talking about empowerment, we should talk about exemplarity as empowerment really starts by it” explained Michel Sesques, Head of HR Eurocopter adding that we should redefine our training offer in that perspective.” “We are too vague in what we are proposing in terms of development of people and trainings provided. We should really focus on how to manage a team”.
Considering the challenges Cassidian is facing, Christoph Hoppe, Head of HR Cassidian concluded “The Future EADS HRBP’s approach will help us a lot”. Ground has been prepared over the years through continuous HR transformation. Now it is time to know how individuals will adapt themselves in the new HR Delivery Model? “We do not have the full answer on HRBP yet. How do I translate being HRBP in seeing each employee at least once a year?” How do I go away from my computer to meet people personally? Even if challenging, it is a big chance for us”.
As a conclusion, Jussi Itävuori, Head of EADS Human Resources, thanked warmly the overall HR community for their engagement and proven achievements. The HR transformation started some years ago with the introduction of HRBPs and the investments in e-HR. Now we are bringing the model together with the HR Delivery model and its 3 pillars. There is “light in the tunnel” for this long journey of change – the delivery model is bringing our organization together and e-HR is bringing our processes together.
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HR Focus n°1
April 2011
> HR PRIORITIES 2011 HR Priorities Implementation of Future HR 2012 We have to implement the HR Delivery model and develop HR Competencies through our HR Shared College. Out of the 34 M€ Future EADS committed savings, 23.6 M€ must be delivered in 2011. Securing our savings and improving HR qualitatively is a priority for us. A focus will be paid as well on the functional streams (Apprenticeship, health & safety,…). Improved HR Delivery The Annual HR Cycle must be implemented in all Divisions, ensuring a high quality of Annual Interview and Mid-Year Review. The recruitment process must take 35 days for standard recruitment by end of 2011. Engagement action plans We must keep the momentum of the engagement and empowerment action plans, with a focus on team level activities and follow-up action plans. HR Policy action plans for all employees We have to improve our Employer Image, so that EADS is seen also in the future as an innovative and engaging workplace. At the same time, a Diversity action plan has to be developed to cover a wide range of issues: Gender, intergeneration, international, social,… Qualitative objectives for recruitment and diversity 25%, that’s our 2011 target for recruitment of woman graduates in general and for FAST nominations in particular. 20% is our target for recruitment of non-national graduates in home countries.
Innovative and Engaging Workplace !
Talent management We must develop a pool of talented L5 (+L4) women. Action plans have to be defined to develop talents and career paths for program, engineering and manufacturing. Finally, we have to improve overall mobility of Executives and Senior Managers. In 2011 we need to exceed the 50% compliance with the “2 + 2or2” rule (i.e. candidates for promotion from BIV to BIII must have worked at least 2 years outside of home country and at least in 2 EADS Divisions or 2 different function).
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HR Focus n°1
April 2011
> YOUR IDEAS What’s new on your ideas from the workshops? Nothing has been lost! You will find 84 slides gathering your outputs from the workshops on the right column in myEADS. All the actions proposed have been addressed to the relevant HR functions and networks so that they fully take them into account. Let’s focus now on direct impact already on their way…
HR Communication The 12 workshops have gathered 45 proposals. 17 of them are linked to COMMUNICATION. We cannot expect HR people to communicate properly to their customers if they are not globally well informed on what’s going on. On that perspective, Jussi has decided to launch two initiatives to start meeting this expectation: - This EADS HR Focus is a two-way communication channel between you and Group HR. You get information from the Top and can address your ideas for continuous improvement to it directly. Feel free to do so! - “Increase proximity of information through new technology tools” was on of your ideas. We are currently investigating the possibility to create a specific HR for HR space on a shared platform.
HR Career Path To echo the “2 + 2 or 2” Executive Promotion Policy, the idea was launched to consider a “1 + 1 or 1” HR Development Policy, fostering HR mobility between the three HR Delivery Model pillars: ShS, HRBP, CoC. This idea, which gets full support from Jussi, has already been shared within the HRBP Future HR 2012 sub-stream, and will now be further discussed with the TEM team for feasibility and next steps.
Quality of Annual Interviews The best way of improving annual interview quality is first to ask our employees for feedback. A random survey among employees has been proposed. Jussi shared his enthusiasm regarding this idea during the HR Conf. 3 months later, he is even more precise: “We should organize this customer feedback survey and I commit that we will do it after 2011 P&D Cycle”. It’s then time to get prepared as mid-year review is coming soon...
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HR Focus n°1
April 2011
> YOUR IDEAS What’s new on your ideas from the workshops? User-friendly HR tools One challenge was: Why not asking iPhone designers to work for us?
Efficiency and user friendliness of our tools!
To move ahead, action was taken quickly: Ergonomists have been consulted, a study is on-going to review myHR portal and HR applications user-friendliness. A proposal should be submitted to the Integration Panel - the committee in charge of eHR roadmap and myHR evolution - by mid-year. Will we build a «P&D app» or «iRecruit»? Probably not, the context in which we operate and the data that we manage requires solid process in applications that are flexible enough to be adapted to specific business needs. As a first step in this direction, an “Employee Profile” is being developed and planned to be deployed by mid-year in Airbus. It will also become available for the other divisions in the following months. What is it? A consolidated view for managers, employees and HR giving main employee information across applications at a glance.
> NEWS 7,757 RFPs, 2.5 million… Some key HR shared services figures 2010. Overall: - 165 M€ business volume (+ 66 % vs 2009) - 27 M€ planned savings delivered (savings total 2006-2010: 61 M€) ERC: 7,757 RFPs received; 96,256 applications managed; 22,690 candidates short listed ELS: 205,000 participants managed; 31,000 sessions organized; 2.5 million training hours delivered EPS: 1.5 million pay slips; 2.5 million time statements delivered ECM pilot on HRBP Common HRBP Competences & Skills have been defined across EADS, , as part of the HR Delivery model. To manage a proper assessment, decision was taken to use ECM process & tool. As pilot, Airbus & Astrium HRBPs (~ 270 HRBPs) went thru with excellent feedbacks. This pilot is now extended to all HRBPs in Eurocopter, Cassidian and HQ. This will enable our HRBP population to experience ECM in “real-life” before the EADS wide roll-out mid of the year. Would you need any information on the ECM process or tool, please ask your HRBP colleague who will tell you the story from a user perspective. CoCs Competences Following the same process put in place for HRBP, TEM and C&B required Competences have been clarified, defined and organized. Interviews of all stakeholders have been done on SP&IR and workshops are planned for May. The loop will be closed with L&C CoC before mid-year.
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HR Focus n°1
April 2011
> NEWS ESOP 2011 Up to 50% discount in 22 countries. Following the 10 free shares initiative of 2010, we have changed the format of ESOP with the intent to reach as many employees as possible. Thus, the former 20% rebate can now go up to 50% this year if you buy 10 shares. Moreover, the number of countries in scope is doubling to fit with our globalization strategy. Some more details: - Subscription period between June 6 and June 17, 2011 (inclusive) Subscription of a fixed number of EADS shares at fair market value (either 10, 30, 50, 100, 200 or 400 shares) - Upon purchase, EADS will provide with a number of free matching shares (respectively: + 10, +20, +30, +43, +67, +107) representing a discount between 50% and 21% 2+2 or 2 That’s the EADS Executive Promotion policy; the objective being to increase required global leadership capabilities, in full alignment with the Vision 2020.
Thus, a prerequisite for L4 to be promoted L3 is having, worked at least: 2 years outside of their home country and in 2 Divisions of EADS or in 2 different Functions. The application of the EADS Mobility criteria is implemented in 2 phases: - A missing experience could be compensated by others - Full compliance to the EADS mobility criteria, increasing up to 90% in 2016. In 2010 we reached already a 58% compliance rate.
Coming soon… Safe and Healthy Working place, Family support and Diversity. EADS HR is about to launch several initiatives related to the HR policies which are of interest for all employees and in this respect can improve general employee engagement – these issues are linked mainly to health, wellbeing, family support and diversity issues. You will hear more about this soon.
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