2. We are not a great place to work because Offer high salaries Financially healthy Strong image Strong brand and clientele including world’s most premier businesses. Best in class infrastructure Employee friendly policies Dominant position in our sector International career opportunities Care about environment and society Enabling technology Job security Future prospects
3. We take pride in… Strong thrust on our Values and Culture. Human face & engagement with employees. Providing unique career experiences to our people. Holisitic development through EYU
5. Most engaged employeescreating a competitive advantage for self and firm People practices Learning Conversations EY Fit Flexibility Strong brand Choices Value differences Coaching Hiring rigor Celebrations Inclusive Leadership Experiences A E I D Be the NGAGE EVELOP NCLUDE TTRACT People leading people strategy employer of choice to attract the best t he most energetic and the broadest and the most diverse teams culture where all can be successful enthusiastic people deepest professionals Our values Integrity Respect Teaming Energy Enthusiasm Courage to lead Building relationships based on doing the right thing Our culture Quality People first Entrepreneurial spirit Collaboration
7. Drivers Develop skills that are a market differentiator Addressing personal & organisational goals Holistic Development Unique career experiences “The right people with the right skills in the right place at the right time serving the right clients”.
8. EYU — Discovering and Developing talent “Ernst & Young and You” (EYU), reflects the mutual commitment we have to supporting our people to achieve their potential, and our people have to owning their careers. EYU, our development planning framework has three core elements Learning, Experiences and Coaching In the context of our clients, our business, our communities, as well as the role, needs and competencies of our people.
37. EYU — Discovering and Developing talent EY’s global competency framework is at the core of EYU Competency Assessment — Identifying competency gaps to be addressed Mapping competency gaps to Learning and experience offerings. Individual Development Planning through EYU – Selecting relevant Learning, Experiences and Coaching engagements.
38. EYU: Learning Soft skills: Over 50 formal soft skills courses critical for success in today’s marketplace, categorized as: Mandatory courses Role-based and Milestones programs Skill-based programs Organizational development initiatives Technical curriculum: Being a knowledge enterprise it goes without saying that our people must have the latest legal, regulatory, technical and best practices update. Technical solutions and methodologies Sector/Industry specific training Knowledge/technical updates Web based interactive courses
39. EYU: Learning 3 tier Learning & Development organization : Global/Area L&D framework Training content, program frameworks and globally coordinated programs . Corporate L&D team Dedicated team of 10 creating strategies and learning plans on common themes — values inculcation, culture building and leadership development. Service line technical training teams Focusing on key knowledge, solutions, services and sector requirements.
40. Opportunity to put knowledge into practice High-impact experiences defined globally service line-specific experiences, quality service delivery, account development, coaching, leading change, recruiting, brand building EYU: Experiences
41. EYU: Coaching Effective coaching transforms learning and experiences into practical application on the job Counselors as Coaches Coaching support Training External coaches for special needs Creating coaching champions
42. Developing leaders for future Over 90% of our senior leadership is home grown Key leadership development interventions Global Next Gen Leadership track development — Ernst & Young’s development center Mentoring for Partners — By the partners and for the partners Account management curriculum Milestones — Role-based programs Executive programs Succession Planning Building a robust and diverse leadership pipe Partner Admission Process
43. Developmental feedback Middle and Senior Management covered in MSF 95% of the target population received their MSF reports Results used for development planning and critical input for evaluation.
44. Managing careers Well defined and externally aligned career paths for all SLs. Accelerated careers for high potentials. Cross-functional mobility/Permanent transfers International mobility opportunities – short and long term Career Conversations- meaningful, future focused conversations about people’s short and long-term career aspirations and how the counselor can support in aligning these with business needs.
45. Counselor Development Counselor – the focal point for delivering all people related priorities Ongoing sensitization on ‘role of counselor’, people responsibilities of an EY People Manager and supporting metrics. Training all counselors on effective Feedback Coaching Development and Career Conversations Trio meetings to enhance partner connect on performance, development and careers of junior colleagues.
46. What the numbers say… About 45,000 mandays of training per year 95% people completed development plans Over 482 soft skill training sessions conducted in FY11 9932 experiences and 2058 coaching needs selected Our programs consistently rated 4+ on a scale of 5
47. Sounds good….but does it work? Ranked #1 most attractive employer in all up consulting — Randstad Global 2011 “Continuous innovation in HR Strategy at Work” award — Employer Branding Awards – India – 2011 “Excellence in Training” award — Employer Branding Awards 2008, 2009 and 2011 Golden Peacock National Training Award — 2008 … and now A Great Place to Work
