Forced conversation at Google

People tend to fall back on hierarchical modes of working, notes Laszlo Bock, vice-president of people operations at Google, the California-based Internet search and advertising technologies corporation. “As you get bigger as an organisation, you have to work harder and harder, and more deliberately, to unpack the biological and cultural trappings that people normally bring with them,” he says. The company has a leadership training programme—the Advanced Leadership Lab—designed to create meaningful personal connections across its global operations.

IBM: Watching workers

In 2004 IBM, a global technology and consulting organisation, introduced a workforce management system that allows the company to oversee its global resources while employees manage their own careers.

Two-hundred fifty distinct roles (eg, project manager, IT architect) were identified across the global organisation and given descriptions. The descriptions comprise skills, which are also defined uniformly across the organisation. Each role description is “owned” by a practitioner of that job, who updates it as necessary.

Enterprise Rent-A-Car: Super recruiter

At Enterprise Rent-A-Car, the largest car rental company in North America, everyone begins as a management trainee, and all higher-level positions are filled through internal promotions. Recruitment is therefore critical. “If we’re not getting the right people coming in the front door, we’re not going to be able to grow and sustain our operations,” says Donna Miller, HR director for Europe. “So, from our point of view that’s always the biggest focus. It’s not just a function that falls into the HR or the recruitment teams.

Engineers unite at GM

“Ten years ago, we were much more regionally based,” says Mary Barra, vice-president of global HR at GM, a US-based automaker. Now the company is benefiting from a strong push towards global integration. The objectives are saving money, responding faster to the market, speeding up the innovation process and producing better cars. How does the company operate globally?

Are talent issues back on the agenda?

In their new roles as "solutions providers", identifying and maintaining a steady supply of talented workers will become increasingly important for manufacturers. Many were forced to lay off hundreds of workers during the worst of the downturn, but retaining and hiring skilled workers remains a high priority.

How do we prepare the students of today to be tomorrow’s digital leaders?

With rapidly evolving business needs, technological advances and new work structures, the skills that will be needed in the future are shifting. In response to these changes, policymakers, educators and experts around the world are rethinking their education systems.

Acquiring talent in Asia

Mark Braithwaite, Asia Pacific managing director of Odgers Berndtson, a global executive search firm, gives three tips for hiring talent in Asia.

Housing and education

The secret to successful urban schools is housing, argues Megan Sandel, principal investigator at Children’s Health Watch.

Should undervalued employees be more Scottish and less Welsh?

Threatening to leave should not be the only way to get rewarded. Businesses in post-crisis mode should do more to encourage loyalty

Managing an ageing workforce

Interview with Ruth Finkelstein, associate director at the Robert N Butler Columbia Ageing Centre

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