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HR ManageMent touR «it’s all about people»
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HR ManageMent touR «it’s all about people»tour schedule
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*Please be advised that 1) under certain circumstances, the schedule may be changed (in case of force majeure). if a visit to a certain company cannot be carried out, tour organizers will arrange a meeting at an equally prominent company in the
same field. To receive updates on the tour schedule, please contact the FastForward representatives. 2) When drawing up the schedule, tour participants’ requests and objectives are taken into account. Some visits are included in the schedule
based on organizing company’s long-term experience
Hr ManageMent tour preliMinary scHedule*
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HR ManageMent touR «it’s all about people» tour schedule
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Sunday
arrival
welcome to san francisco!on sunday, the group arrives at the san francisco international airport (sfo).http://www.flysfo.com/
fastforward provides transportation (a comfortable minibus) which will take the group from the San Francisco international airport to the hotel.
we recommend the four seasons Hotel.http://www.fourseasons.com/siliconvalley2050 university avenue, east palo alto, ca 94303.
Monday
7:30-8:15 Breakfast at the Hotel
8:15-8:30Official welcome and tour overview. introduction Speaker: FastForward Managing Director Alesya Glushchuk
9:00-11:00Visit to sap.3410 Hillview Avenue, Palo Alto, CA 94304. http://www.sap.com
the driving force of the company is a ceo who is able to motivate. sap made the list of 25 best employers in the it sphere in 2011, according to businessinsider.com. during the meeting, the following topics will be discussed: major methods of personnel motivation and candidate assessment techniques.
Speaker: David Swanson, Human Resources Executive.
12:00-13:30 Visit to salesforce.comOne Market, Suite 300, San Francisco, CA, 94105http://www.salesforce.com/
the company is listed among the best-paying and the most helpful employers according to fortune. during the meeting, the following topics will be discussed: preferential terms for employees; motivation methods in the company. a Q&a session will be held.
Speaker: Jennifer Johnston, senior director employee success.
13:30-14:30 dinner
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HR ManageMent touR «it’s all about people»tour schedule
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15:00-17:00Visit to bain & company. one embarcadero center, suite 3600, san francisco, ca 94111http://www.bain.com/
bain & company is an international multi-specialty strategic consulting firm. According to Financial Times, the company is considered a high-profile recruiting expert. bain & company employs a visionary recruiting and personnel development system. during the meeting, discussion will focus on current HR trends, new methods and approaches to staff management, pros and cons to financial and non-financial incentives, key client focus development techniques. a Q&a session will be held.
Speaker: Gregory J Caimi, Partner Bain & Company, Inc.
17:00-20:00 a guided tour of san francisco
san francisco is considered a major us cultural centre. the tour starts at the high viewpoint of the Twin Peaks Mountains and continues to Civic plaza, the main city square which is home to the city Hall, the san francisco public library, the opera and ballet theatre, and the davies symphony Hall. Next stop is at the Golden Gate Park, after which the group travels to Sausalito where the participants will visit the observation deck commanding a breathtaking view of the Golden Gate and San Francisco. Later, the group travels to the famous fisherman’s wharf which features numerous museums, boutiques, art galleries, restaurants, and gift shops.
18:00 Supper at the Pampas Brazilian Steakhouse
529 Alma St, Palo Alto, CA 94301, США+1 650-327-1323
tueSday
8:00-9:00 Breakfast at the Hotel
10:00-11:30 Visit to insideView technologies и встреча с Loree Farrar, VP Human Resources (бывший VP по персоналу Yahoo!)444 de Haro street, suite 210, san francisco, ca 94107http://www.insideview.com/
insideView technologies is one of the world’s fastest-growing companies specializing in cr platforms and intelligence. founded as a small private startup, the company grew to be a market leader with a sales level of over 450,000 in less than 10 years. insideView technologies provides services for more than 19,000 companies, including Adobe, Hub International, Franklin Covey, Rosetta Stone, and SuccessFactors. Loree Farrar has been working with the company for three months. she specializes in building an Hr strategy for the company’s move over to the next business level. loree brought to the table her 20-year experience of developing Hr technologies at sunpower and yahoo! loree helped develop the yahoo! corporate culture when the company was expanding its staff from 3,000 to 15,000 employees.
Speaker: Loree Farrar, VP Human Resources.
12:00-13:00 Visit and Dinner at Starbucks
2727 Mariposa Street, San Francisco, CA, 94110 http://www.starbucks.com/Starbucks differs from other companies in its approach to employee training and motivation which is done locally. In 2013, the company was ranked no. 13 on the list of the most inspiring businesses. discussion will focus on recruiting system, preferential terms for employees, and motivation methods employed at the company. a Q&a session will be held).
Speaker: Raquel Mata, Store Director.
13:30-15:30 Visit to target.1550 el camino real, san bruno, ca www.target.com/
the company is famous for its unique corporate culture. target is the 6th largest retailer in the usa. discussion will focus on the company’s motivation system and team-building techniques.
Speaker: Rachel Manfre, Team Leader and a coach.
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HR ManageMent touR «it’s all about people» tour schedule
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15:30-18:00 Visit to wharton center for Human resources.san francisco at Hills bros. plaza; 2 Harrison streethttp://www.wharton.upenn.edu/
the wharton center for Human resources is a center for scientists and practitioners specializing in human resources. the center facilitates widespread networking which forges close ties and allows experts to share the latest research results and hands-on Hr experience. this is the place to go for groundbreaking ideas pertaining to talent management, employee training, corporate culture development, etc. during the meeting, discussion will focus on competition for talent, referral programs based on Hr metrics for high-efficiency recruitment techniques, and personalized recruiting. A Q&a session will be held.
Speaker: Doug Collom, Vice Dean of Wharton Center for Human resources.
18:00 dinner at the pastis restaurant
447 S California Ave, Palo Alto, CA 94306, СШАpastispaloalto.com
WedneSday
8:00-9:00 Breakfast at the Hotel
9:00-11:00 Visit to stanford university. 450 serra Mall, stanford, ca 94305
a guided tour of the stanford university campus. the tour participants will learn more of the major trends which are currently emerging and the existing educational programs. they will also get a general idea of the professionals nurtured by stanford.
11:00-13:30 Visit to credit tech union.2010 N. First Street; San Jose, CA 95131 United States https://www.techcu.com
Credit Tech Union is acknowledged as one of the best managed and the most reliable financial institutions in the US. During the meeting, discussion will focus on new employees’ adaptation and their development while working for the company, as well as talent management. a Q&a session will be held.
Speaker: Angela Toomey, VP of Human Resources.
13:30-15:00 dinner with an apple representative
and visit to apple shop
15:00-17:30 Visit to Trader Joe’s.855 el camino road, palo alto, ca 94301http://www.wholefoodsmarket.com/
the company’s features are independent teams and transparency. since its inception, Trader Joe’s has been included in the Fortune 100 list of the best employers on a yearly basis. during the meeting, discussion will focus on teamwork and integrity, transparency policy and its influence on employees, as well as new approaches to staff motivation. A Q&A session will be held.
Speaker: Jason Jacob, Store Captain (director of the store).
17:30 dinner at the
Maggiano’s little italy restaurant.3055 Olin Ave #1000, San Jose, CA 95128, США+1 408-423-8973urbanspoon.com
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HR ManageMent touR «it’s all about people»tour schedule
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tHuRSday
8:00-9:00 Breakfast at the Hotel
9:00-11:00 Visit to Alexander and Krol, LLC.
alexander and Krol, llc is an executive search company specializing in high tech and IT sectors on the US and Eastern European markets. For more than 20 years, the company has been amassing experience in Hr and executive recruiting. among its clients are google, Hp, sony, yandex, zynga, and new World Symphony. During the meeting, discussion will focus on key methods and secrets to executive recruiting, as well as it recruiting features.
Speaker: Natalia Krol, Managing Partner.
11:00-13:00 Visit to LinkedIn.2029 Stierlin Ct, Mountain View, CA 94043, США
the company’s features are its corporate culture and team spirit. the company is ranked no. 15 on the best IT employers list. During the meetings, discussion will focus on new headhunting tools and methods used to encourage employees to promote the company’s values. a Q&a session will be held.
Speaker: Head of Talent.
13:00-13:30 dinner at LinkedIn.
13:30-16:00 Visit to Facebook.the company’s features are its powerful corporate culture and team spirit. Facebook has been named the best employer in the US and the best American company to work for. During the meeting, discussion will focus on the company’s corporate culture, innovative methods and approaches to employee management, working environment structure, and the company’s Hr department operation. a Q&a session will be held.
Speaker: Cortney E., Head of Technical Recruiting; natalie H., Hr business partner.
16:00-18:00 Visit to google.1600 Amphitheatre Pkwy, Mountain View, CA 94043
Among the company’s features are its benefits package and a comprehensive system of bonuses. the tour participants will learn more about google’s unique motivation system, employee involvement methods, and employee training techniques. a Q&a session will be held.
Speaker: Head of HR.
flight to las Vegas
the group arrives at the Mccarran international airport serving the Las Vegas Valley and Clark County, Nevada, united states. 5757 wayne newton blvd, las Vegas, nV 89119, united states.
transfer to the hotel
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HR ManageMent touR «it’s all about people» tour schedule
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FRiday
10:00-11:00 Breakfast at the Hotel
11:00-14:00 Посещение компании Zappos.400 E Stewart Ave, Las Vegas, NV 89101, СШАwww.zappos.comzappos is famous for its unique corporate culture, the ability to generate a WOW effect among its customers and partners, fun and creative working process, and client-oriented policy. during the visit, discussion will focus on creating and supporting corporate culture, the company’s values and features, employee motivation methods, and the WOW effect. At the end of the visit, a Q&a session will be held.
Speaker: Motivation and engagement manager.
14:00-17:00 Посещение Mandarin Oriental.3752 s las Vegas blvd, las Vegas, nV 89109http://www.mandarinoriental.com/
Mandarin oriental is one of the best hotels in the world. it has received an aaa five diamond award and forbes five star awards in each category. during the visit, discussion will focus on the hotel’s values and features, the employees’ client focus, and the first-rate service at Mandarin Oriental.
Speaker: Head of HR.
17:00 Closing Dinner of the Week.
SatuRday
cultural program.After breakfast at the hotel, the group leaves for a one-day tour of the grand canyon.the grand canyon is one of the deepest canyons in the world. it is situated on the colorado plateau, in arizona, united states. it’s contained within and managed by Grand Canyon National Park, the Navaho Nation, the Hualapai Tribal Nation, and the Havasupai tribe. the canyon had been carved by the colorado river in limestone, slate, and sandstone. The Grand Canyon is 446 km long, 6 to 29 km wide at the plateau level, and less than a kilometer wide at the bottom level. It attains the depth of up to 1,800 meters. More than 4 million tourists visit the canyon each year. In 2013, the famous American high wire artist Nikolas Wallenda walked across a Grand Canyon area gorge without any safety accessories.
Sunday
departurethe group leaves for the Mccarran international airport. fastforward provides transportation to the airport.
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HR МенеджМент-тур «it’s all about people»Hr Market overview
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Hr MarKet oVerView. deVelopMent trends and cHallenges.With each passing year, HR managers grow in demand and prospects. Consequently, qualified professionals face more and more strict requirements. Today, an experienced HR manager is responsible not so much for staff records keeping as for human resources management as well as training and motivation systems development. Where does the HR manager’s path to success start?
Hr Managers’ bacKground
it and telecommunications; education and linguistics; accounting, finance, Management; psychology, Hr Management; Marketing, advertising, pr; law; Manufacturing, engineering; tourism, Hospitality industry
position prior to Hr retraining reasons for retraining
Hr Manager Hr department Manager recruiter
17%
8%
19%
42%
3%
8% 10%
38%
5%
19%
5%
24%
18%
29%
6%
engineering; lawyer; Staff Inspector, Recruiter, Staff Records Keeping; Accountant, Economist, Banker; Manager; teacher;
Administrator, Secretary, Office Manager; therapist, sociologist; interpreter; other (layout designer, physician, dispatcher,
Hairdresser, Military)
Desire to work with people; studying for Hr; Interest in the field; turn of events (a job opportunity, reorganization, company’s objectives, etc); New skills, multitasking, specifics; good pay; no reason,
it’s a terrible profession; personal and professional growth; other (2009 crisis, intuition)
11%
8%
8%
21%
18%
8%
5%
3%
13%
3%
8%
9%
2%
5%
4%
9%
11%
13%
39%
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HR МенеджМент-тур «it’s all about people» Hr Market overview
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How do aMerican coMpanies View Hr?
Half the american companies view Hr as their overriding priority. this widespread trend was brought to light in a research conducted by right Management which provides career consulting services for Manpower group. 537 American companies took part in the survey. The study showed that 49% of companies viewed Hr as one of their major priorities, 13% believed it to be nonessential, and 38% claimed Hr didn’t fall within their priorities scope.
according to right Management ceo and president at Manpower group owen sullivan, the Hr strategy comprises recruiting, evaluation, training and development, employee retention and leadership programs provided that each of these aspects is closely connected to the company’s business objectives. The respondents were also asked to name the key points of their talent management strategy if present.
the following answers were the most popular: leadership development (for instance, coaching, promising employees’ development, continuity management, onboarding, performance management, multicultural competencies, etc); talent recruitment (employment, sourcing, screening, and onboarding); employee involvement (for instance, involvement and retention strategies, healthcare, performance optimization); individual and team development (competency modeling, organization, team and individual evaluation); organizational effectiveness (development strategy
implementation, staff-to-objective collation, change management, etc); outplacement and position change (for instance, career change support, career management and development).
wHat sHould recruiters expect in 2014?
What will happen to HR metrics and résumés, video interviews and online assessment, referral programs and screening strategies?
Below are eight major factors which will define the corporate recruiting strategy in 2014:
1. Competition for talent will intensify. in 2014, recruiting is anticipated to become much more competitive. for years, screening process had been conducted in a relaxed, almost leisurely manner. In 2014, however, competition will grow so keen recruiters will have to use every method available to the fullest extent.
2. Referral programs based on HR metrics will become the primary recruiting source. (referral program is a recruiting method based on recommendations given by present or former employees). as more and more companies employ quality metrics for screening evaluation it becomes clear that referral programs help attract highly efficient employees and maintain high retention level.
3. Prognostic metrics and sizable data sets will be viewed not as gimmicks, but as a necessity. before
long, managers will be actively using metrics to monitor developments in real time and prognostic metrics able to alert recruiters to potential problems and offer means to avoid undesirable effects. .
4. Promoting HR brands becomes the only long-term recruiting strategy. since present and former employees often describe their working environment in social networks, companies collecting such information gain more prominence (for instance, such companies as Glassdoor, LinkedIn, and Universum).
5. Recruiting finally learns to monetize its business influence. despite the fact that recruiting has long been a standard business practice, now it gradually steers away from the traditional tendency to serve existing business objectives and starts to actively influence them instead.
6. Constant innovation drive will push up the demand for innovative employees. Companies that had banked on state-of-the-art technology achieved massive success. Financial triumph of the likes of Apple, Google, and Facebook proved the economic impact of innovative employees can be tremendous. in order to compete with innovative leaders, companies must put great emphasis not only on recruiting and employee retention, but talent management as well.
1. Boomerang recruiting will once again gain prominence. (boomerang recruiting means rehiring employees who have left the company). boomerang employees have already proven their efficiency as a recruitment source, and the shortage of gifted professionals will rescue this recruitment method from a long oblivion. as the competition for talent
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HR МенеджМент-тур «it’s all about people»Hr Market overview
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intensifies, leading companies will re-energize alumni groups. (Here, ‘alumni’ stands for former employees, not actual university alumni).
7. Résumés will give way to social network profiles which will open doors for candidates not actively hunting for jobs.
wHat probleMs will recruiters be facing in 2014?
How will student and alumni recruitment change? Does quick vacancy processing really matter? Where will successful recruiters work? Why will startups easily outstrip large corporations? What technologies will recruiters fail to master in 2014?
Let’s have a look at eight major problems of 2014:
1. employee retention will gain in importance. today, employees feel more confident, and they aren’t afraid to hunt for a new job, choosing the most interesting and inspiring options. consequently, employee turnover will reach almost 25% in 2014. in order to stem the tide even a little, employers will have to add a new screening criterion: ‘tendency to frequently change jobs’.
2. Quick vacancy processing will once again become a crucial advantage. recent years saw high unemployment levels and low competition for talent. Recruiters could work at leisure and still find the best
candidates. today, as business is rapidly changing and competition for talent intensifies, companies have no choice but to bank on fast screening methods.
3. Resource shortage will call for prioritization. in view of increasing recruitment volume and the inevitable recruitment budget deficit, most firms will have to prioritize their vacancy processing.
4. Business changes call for a more careful workforce planning while simultaneously complicating matters. given the situation, more and more executives demand that workforce planning be based on data set analysis.
5. Student and alumni recruitment will be successful only if recruitment approaches change. Working with career centers for alumni and young professionals is no longer enough. Businesses must learn to work with students from various areas, including distance learning and online universities, and take notice of students who aren’t hunting for jobs yet.
6. Shortage of highly-skilled recruiters will become apparent. as recruitment is gaining momentum, businesses will soon realize they are in dire need of able professionals skilled in the latest recruitment methods. The market is rapidly shirking, and if they fail to lure the best corporate recruiters away from other companies, businesses will have to wage a salary war.
7. Major companies will have to compete with startups for talent. Enjoying generous budgets and financial success of late, many startups will continue to attract talented professionals.
8. Recruiters will have to wait for high-end screening technologies. contemporary recruiting uses numerous
state-of-the-art technologies, but they are mostly focused on cost saving and executive workload relief.
In 2014, demand in the following three recruitment areas will fall.
1. Vacancy adverts at job portals and corporate websites will play a less important part. as more and more jobseekers demand ‘real and truthful information’ on employers, corporate vacancy site roi and traditional recruitment advert roi will decrease.
2. initial headhunting will become easier. since today almost anyone can be found on the internet or in social networks, organizing the incoming applications is not that crucial anymore. Much more emphasis must be put on developing selling technologies for recruitment.
3. Less effective recruitment methods will take the backseat. More and more businesses will use metrics which help evaluate recruitment quality while employing different headhunting sources.
Trends which won’t become influential until 2015:
• Competitive analysis has not yet become standard practice. Most recruiting functions are focused on solving internal problems. unfortunately, you won’t convince your boss you’re giving the company a competitive advantage unless you constantly compare your achievements to other recruiters’ results.
• Labor market research helps evaluate both the applicants and your company’s recruitment prospects. commerce and customer service have been using market research for quite some time now, and it won’t
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HR МенеджМент-тур «it’s all about people» Hr Market overview
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be long till leading recruiters jump on the bandwagon, too. Market research will be used for recruiting experienced professionals as well as students and college alumni.
• Businesses will anticipate talent sources. Sooner or later, businesses will learn to stay ahead of the tide: while looking for responses to their standard vacancies, they will anticipate potential talent sources. this approach requires businesses to determine their needs and sources which will later yield professionals in target areas. Thus, when candidates make a decision, there will already be a bridge to lead them onboard.
• Online recruiting will become a key employment method. the more people post texts, images, videos, and portfolios on the internet, the more businesses will look online for talented individuals who aren’t actively hunting for a job.
• Computer simulations will gradually become an integral part of assessment procedures. for years now, computer simulations have been used in pilot and military training. yet simulators are too expensive to use them for applicant assessment. as the prices drop, using simulators for assessment will become standard practice.
• Hiring candidates without a diploma or other professional certificate will become commonplace. Google, Facebook, and many startups achieved great success without paying much attention to their employees’ educational background. More emphasis will be put on past achievements, since in business they are just as important as in sports and showbiz.
• The age of personalized recruiting is drawing nigh.
personalized recruiting is still rare, but in the future it will become much more common as businesses will target individual talented professionals.
recruiting competition will intensify in rapidly developing sectors such as it, mobile platforms, social media, construction, and healthcare. Moreover, in 2014, highly-qualified professionals, engineering experts, and innovators will grow in demand. Executive recruitment will be the first to feel the change. the trend is already present: according to a recent executive survey, 77% of businesses are already changing their recruiting strategy. this means that most ceos agree that traditional talent recruiting methods are outdated..
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