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BUILDING A SUSTAINABLE WORKFORCE
KRISTINA KOHL, MBA, PMP
CREDIT QUESTIONS TOPIC
HOUSEKEEPING
The use of this seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification through HR Certification Institute's® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification through HR Certification Institute's® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
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Managing Principal of BEcoming Sustainable, Division of HRComputes Author of “Becoming a Sustainable
Organization” published by CRC Press Faculty member of the Bard MBA in
Sustainability program Global Speaker: PMI Global Congress
EMEA and the SHRM
Today’s Presenter
KRISTINA KOHL
Learning Objectives Define sustainable strategy and discuss its role in supporting 21st
Century business strategies Identify macro trends impacting organizational resilience and
agility Discuss HR’s role in creating value through alignment of
sustainable strategy and human capital management strategy. Outline tools and techniques to help HR build a sustainable
workforce Share case studies and best practices for embedding sustainability
into organizational culture. Define metrics to measure impact & drive success
6
Macro Trends
Natural Resource Scarcity
• Volatile Commodity & Energy Prices
• Conflict Over Resources
• Water Scarcity• Biodiversity
Global Connectivity and
Technology
• News 24/7• Social Media• Transparency• Digital Divide• 7+Billion Cell
Phones• Innovation
Climate Change
• Natural Disasters• Storm Damage
and Business Interruption
• Loss of Habitat and Biodiversity
• Food Production• Rising Sea Levels
Demographic Change
• Growth in Developing Countries especially Middle Class
• Aging Population in Developed Countries
• Increased Urbanization
Stakeholder Interest
• Investors • Customers• Employees• NGO • Communities• Regulators
7
Triple Bottom Line: UN SDGs
8
Source: http://www.stockholmresilience.org/images/18.36c25848153d54bdba33ec9b/1465905797608/sdgs-food-azote.jpg
Creating Value
9Source: Eccles etal, HBR, 2011
Exposure• Compliance• Benchmark
Baseline Indicators
• Corporate Philanthropy
Integration• Sustainability
Added to Business Process
• Stakeholder Engagement
• Reporting • Sustainability
Goals
Transformation• Alignment of
Business and Sustainable Strategic Goals
• New Markets and Opportunities
• Culture of Sustainability
• Embedded Sustainable Strategy
Sustainability Journey
10
www.shrm.org/certification/documents/shrm-bock-final.pdf
11
Corporate Social Responsibility
“Corporate Social Responsibility represents the organization’s commitment to operate in an ethical and sustainable manner by engaging in activities that promote and support philanthropy, transparency, sustainability and ethically sound governance practices.”
12
SHRMBOK
Developing programs for community outreach and engagementCreating shared value Developing voluntarism programsCreating communication plan for stakeholder engagement
Translating organizational vision into culture and policies Developing principles for corporate citizenship and governance.Establishing protocols for corporate philanthropy and charitable
Creating a CSR Program
13
Organizational Culture
Attitudes & Beliefs
Shared Values
Sustainability Culture Assessment
What is our sustainability story?
How is it reflected in actions and behaviors?
How do stakeholders perceive us?
What is the gap between vision and perception?
Building a Sustainable Workforce
15Aim2Flourish.com
Tools to Achieve HCM Benefits
Alignment of Sustainability and Business GoalsAlignment of Employee IncentivesHealth, Safety and WellnessCommunication PlanDiversity and InclusionVoluntarismFlexible WorkLeadership Development
Employer Branding and Recruitment Employee Engagement and RetentionEmployees as AmbassadorsRecruitment of Top TalentSustainable Leadership Improved ProductivityHigher ProfitsInnovation
Tool
s Benefits
16
Integrating Corporate Sustainability into HR
Engage with Key Stakeholders
Identify Material Issues
Create an Organizational
Structure to Support
Encourage CSR Thinking, Align
Incentives
Communicate , Track, Measure
Improve, Scale, Celebrate
17
Successful Organization
Triple Bottom Line
Approach
Employee Engagement
Customer Access and
Loyalty
Positive Treatment Outcomes
Greater Market Share
and Profits
Novo Nordisk “Virtuous Cycle”
18
Novo Nordisk TBL Approach
80% of US Employees say TBL positively impacts Novo reputation and makes it an attractive place to
work.
Employees say reputation correlates to overall performance and strong stakeholder support.
Employee Satisfaction Scores have been 4+ (5 highest)
eVoice survey scores indicate alignments between management
and employee views.
Employee Engagement
19
Source: “Creating shared value through socially responsible initiatives in the US”, The Blueprint for Change Program, Jan.2012, Novo Nordisk.com
Embed into HCM Functions
20
Talent AcquisitionSkills Gap AnalysisOnboardingTraining & DevelopmentLeadership CompetenciesTalent ManagementTotal RewardsPerformance ManagementEmployee CommunicationHRIS/Metrics/ Analytics
(CPI, WBCSD)
University of Cambridge Programme for Industry Competency Map
21
Impact on Recruitment, Retention, Development
22
9%
14%
17%
40%
45%
48%
49%
40%
33%
Creating a Positive EmployerBrand That Attracts Top
Talent
Improving EmployeeRetention
Developing theOrganization's Leaders
Importance of Sustainability in Attracting, Retaining and Developing Employees
Unimportant Important Very Important
Source: Advancing Sustainability: HR’s Role (SHRM, 2011)
Attracting Millennial Talent
• 72% of College Students say that a job that can make a difference is “extremely” or “very” important. (Net Impact 2012 Survey)
• 40% of MBA grads rated CSR as a an “extremely” or “very” important company reputation measure when job hunting (Hill & Knowlton Jan 08)
• 70% of young Millennials say that an employer’s “commitment to community” influences job selection (Deloitte 2011 Survey)
• 91% would trust companies that support solutions to specific social issues. (Brookings Institute Research)
23
Incentives Along the Sustainability Continuum
24(Kohl,2016)
Creating Shared Value
Projects
• Leadership Development
• Health Campaigns
• Flexible Work
Impact on Behavior
• Management Skills
• Perception of Leadership
• Perception of Incentives
• Work/Life Balance
Impact on Company
• Employee Engagement
• Innovation• Productivity• Client
Satisfaction• Productivity• Employer of
choice
Financial Metric
• Revenues• Operating
Margin
25
Engaging Employees
26(Kohl 2016)
(Kohl,2016)27
Voluntarism with Impact
Sponsored
• Behalf of Employer
• Company Resources
• Company Directed
Planned
• Framework Developed by Company
• Process for Identifying New Opportunities
• Formal Policy
Strategically Aligned
• Senior Management
• Builds Skills and Competencies
• Culture• Performance• Goals, Metrics,
Reporting
28
Capital One: Winning Formula
29
(Schuyler & Berkowitz,2009)
Measuring Impact
30(Kohl,2016)
Developing a Sustainable Workforce Creates Shared Value Adopting a Sustainable Strategy Attracts, Retains, and
Engages Employees Utilizing a Variety of Tools HR Leaders Drive Corporate
Culture Change and Move the Organization Forward on the Sustainability Journey Utilizing HRIS to Measure Impact Through Meaningful
Metrics Drives Success
Conclusion
31
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QUESTIONS
The use of this seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification through HR Certification Institute's® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification through HR Certification Institute's® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
Be watching using YOUR
unique URL for login
Stay on the webinar, online for the full 60
minutes.
Certificates delivered by
email no later
HOUSEKEEPING
than 10/29/17
Kristina Kohl, Principal Email: [email protected] www.HRComputes.com www.BecomingSustainable.org 856-982-7163
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