IHRM in General Electric

Presented By R.SUDHA M.TECH(HRD) Final Yr.

Company Profile
Headquarters: Fairfield, Connecticut, U.S. Fortune rank: 2 Revenue: US$157 Billion Operating income: US$10.34 Billion Net income: US$10.7 Billion Total assets: US$782 Billion Total equity: US$117 Billion

SOME UNIQUE FEATURES OF GE

One of the leading conglomerates of the world 134 years since its establishment Spread across 160 countries involved in 11 businesses and Employee strength of 307000 One of the first company to establish Management Development Centre

Training and Development

Educate employees: focusing on leadership, change, Six Sigma, e-Business and other key corporate initiatives Communicate and strengthen employee's commitment to GE and the GE Values Build bridges across boundaries: by providing a setting for people to interact across businesses, functions and hierarchies

Training and Development

Enhance our customer focus:build relationships with strategic customers and other key constituencies Management Development : In addition to our facilities for learning, GE offers intensive management training through special leadership programs. These programs provide a curriculum designed to accelerate learning for GE's high performing employees

Training and Development

Four bold verbs that express what it is to be part of GE. Imagine, solve, build lead

Benchmarking T&D
Investing nearly 1.38billion for both In-house and reimbursing tuition fee for their employees

Training and Development

World's First Corporate University Establishment of a corporate training center for GE executives . The management development center was set up in the year 1956, at Croton Ville in the village of Ossining, New York. It was the world's first corporate university and a major milestone in the area of T&D for the company.

A solution for increasing size & complexity along with growing need for T&D.
Establishing Management development centre

A LOST TRACK FROM LEADERSHIP DEVELOPMENT TO TECHNICAL TRAINING

During training employees were instructed in Plan-OrganizedIntegrate-Measure

A 3500 page Blue book containing dos and donts of management was also given to participants
With increasing Decentralization more emphasis was given to technical aspect and for managing effectively in crises

A COURSE ON SIX SIGMA FINANCIAL MANAGEMENT PROGRAM INFORMATION MANAGEMENT LEADERSHIP PROGRAM EDISON ENGINEERING DEVELOPMENT PROGRAM OPERATION MANAGEMENT LEADERSHIP PROGRAM EXPERIENCED COMMERCIAL LEADERSHIP PROGRAM HUMAN RESOURCE LEADERSHIP PROGRAM

Training and Development

Focus on e-learning:

GE had started implementing on-line training way back in the year 1998.

Training and Development

the company decided to implement an online course instead to reduce costs involved. the company assessed the effectiveness of the online program, it turned out that employees were able to absorb nearly the same learning in a three hour online course.

GOING ONLINE A COST EFFECTIVE SOLUTION TO GROWING NEED OF T & D

FINDING TRAINNED EMPLOYEES FEW CLICKS AWAY

A PERFECT BLEND OF ONLINE AND OFFLINE

Training and Development

key benefit of GE's focus on training was that it brought global consistency to all its businesses. diversity to transform itself into a learning organization where employees could develop themselves continuously.

Training and Development

The on-the-job rotational assignments that the company offered enabled employees to get tremendous exposure across its varied business segments and divisions and gave them unmatched practical exposure to sharpen their managerial capabilities.

GES LEADERSHIP PROGRAMS

Use all four approaches to employee development

Formal education Assessment Job experiences Interpersonal relationships

ENTRY-LEVEL LEADERSHIP PROGRAM

Combines

responsible and important job assignments along with formal classroom studies
rotational assignments provide the trainee with a broad and valuable experience

Use

ENTRY-LEVEL DEVELOPMENT
India United States Southeast Asia

Australia

Mexico

Japan

Canada

Europe

China

ENTRY-LEVEL DEVELOPMENT PROGRAMS ARE OFFERED IN THE FOLLOWING AREAS

Communications Engineering Finance Information Technology Sales & Marketing Manufacturing/Operations

BUSINESSES THAT OFFER THE SALES & MARKETING -Entry LEVEL LEADERSHIP PROGRAM ~

GE Energy GE Money NBC Universal GE Healthcare GE Industrial, Consumer & Industrial Motors GE Industrial, Consumer & Industrial GE Infrastructure, Water & Process Technologies GE Industrial, Fanuc

EXPERIENCED LEADERSHIP PROGRAMS

At GE, employees can work on extraordinary projects with some of the top innovators in their fields They can also advance their career by leaps and bounds with the Experienced-Level Leadership Training programs.

EXPERIENCED DEVELOPMENT
United States Southeast Asia Japan/Korea

Middle - East

Europe Latin Amercia

EXPERIENCED DEVELOPMENT PROGRAMS ARE OFFERED IN THE FOLLOWING AREAS

Corporate Audit Staff Human Resources Sales & Marketing

ENTRY-LEVEL LEADERSHIP PROGRAM ~ IN SALES & MARKETING ~

Offers

a core curriculum that fosters the development of commercial skills and techniques that are critical to success in all GE businesses. Structure and additional training are determined at the business

Although the training approach may vary for the different companies the end results are always the same. CLP prepares candidates for a successful career in sales or marketing

PARTICIPANTS QUALIFICATIONS ~ ENTRY-LEVEL PROGRAM ~

Basic Qualifications:
BA/BS

in a Business related field 1-2 years of relevant work experience Demonstrated relationship management skills Strong project management skills Strong proven Leadership Skills Superior oral and written communication skills Demonstrated ability to analyze and interpret complex information Analytic or experimental design experience, with an understanding of customer segmentation Targeting and statistical modeling Strong PC skills Geographic flexibility/mobility a must

DEVELOPMENT ACTIVITIES ~ ENTRY-LEVEL PROGRAMS ~

The

Commercial Leadership Program develops marketing and sales skills through a strong core curriculum and challenging assignments in key sales and/or marketing roles in a technology, industrial, media, or financial services business.

The structure of the Commercial Leadership Program may vary based on the needs of the different GE businesses and the industries they serve.

The Commercial Leadership Program is a program that prepares candidates for a successful career in sales or marketing by providing the opportunity to learn about our products, industry, and customers while simultaneously making valuable contributions to the organization.

PARTICIPANTS QUALIFICATIONS ~ EXPERIENCED PROGRAM ~

Candidate Criteria:
MBA

with 2-4 years marketing or sales experience Bachelor's Degree with 4-6 years marketing or sales experience Product marketing experience preferred Private label credit card or retail experience preferred Demonstrated leadership, communication and analytical skills Strong strategic thinking skills Creative and innovative Geographic mobility Second language preferred (English required) Unrestricted work authorization in the United States

LENGTH OF THE PROGRAMS

Entry level program 1 year course Experienced Level Program A two-year program consisting of four sixmonth, rotational assignments within the commercial function of a GE business

DEVELOPMENT ACTIVITIES - EXPERIENCED PROGRAMS

This

program consists of four sixmonth, rotational assignments within the commercial function at a GE business Two rotations are Marketing focused and two are Sales focused

Program participants strengthen their commercial, business, and leadership skills by completing an intensive curriculum consisting of eight weeks of classroom training and in-residence global symposiums at the John F. Welch Learning Center

In addition to hands-on job assignments all program participants will complete two weeks of Six Sigma Black Belt training and participate in customerfocused projects Geographic mobility is a requirement for this program

IMLP

General Electric's Information Management Leadership Program (IMLP) focuses on developing a core set of competencies which are integral to the success of the IT professional in the GE environment .

IMLP
The Information Management Leadership Program (IMLP) is designed to develop GE's next generation of leaders in Information Management. The program focuses on developing solid leadership communication project management skills.

JOHN F. WELCH LEADERSHIP CENTER

Worldwide, GE invests about $1 billion annually on training and education programs to develop some of the best leaders and some of the most widely practiced business techniques.

Talent Management

Putting the nine box grid to use Talent Management Talent management is the process of managing the current top performers and attracting the new credible individuals to join the team to attain high professional performance in accordance to companys goals

The horizontal of 3 boxes assesses (leadership) performance and the vertical assesses (leadership potential). A combination of these makes up the box within the grid that the leader is placed.

Enigma employees who are completely wasted in an organization people with high potential but deliver low performance. either wrongly placed or are working under wrong managers who have been unable to harness their full potential.

Dilemma employees having average potential but showing low performance can perform better if given proper opportunities and motivation. Under performer These employees are the individuals with low potential coupled with low performance. They under perform and dont show any scope for improvement

Growth employees employees that constantly show high potential but the performance is not up to that standard. Core employees This category has employees that more or less perform up to the job potential but there is always a chance to achieve higher performance by giving them necessary push.

Future leaders These employees are the leaders of tomorrow and are the best possible options for succession at senior positions. High Impact Performers High impact performers are those who by some grooming and motivation can become the future leaders

Trusted professionals Trusted professionals perform much higher than their potential because of some special talent they may be having.
Effective

people with specific talents as they show higher performance as compared to their potential. reached their full career potential so here the talent management team can keep them engaged, focused and motivated to get the desired results.

General Electric surveys its employees, analyzes survey data, has conversations around the results and ultimately brings about change for the better.

In terms of performance management and the talent development process, Aviation Engineering created more communication around the process, as well as tools to explain the company's performance management strategy.

THANK YOU