Corporate Human Resources. GE is the world’s Digital Industrial Company, transforming industry with software-defined machines and solutions that are. Noel is Program Manager, Executive Education, Management Development Institute, General Electric Company. Ram Charan actively advises Chief Executive Officers and Boards of Directors, and designs and conducts. GE a Trailblazer in HR Development. General Electric’s 50-year-old Human Resources Leadership Program is perhaps the seminal program for developing future HR executives. As manager of HR development programs. Ge hrm project 3,117 views. Human Resource Management General Electric. GE offers an entry-level leadership program. Human Resource Executive Online . How many of you, he posed to them, believe your companies value your HR leaders as much as your CFO? It's crazy, and yet that's the way it is. Thriving in the company's fast- paced, demanding environment, Conaty, considered a giant in the field of human resources, has been intimately involved in the corporation's highly visible CEO succession plan and widely heralded corporate- governance initiatives. In the transition after the Jack Welch- era, when GE could have followed the path of other companies in similar situations where the loss of a respected leader was followed by an exodus of insiders, Conaty has successfully kept the corporation's stable of leadership riches intact. And while dealing with the demands of globalization, health- care increases, union unrest and two major acquisitions and a divestiture, he has continued GE's tradition of superbly managing careers, building exceptional HR leaders and leading a companywide effort to drive a diverse talent pool. In his off hours, when not spending time in his vacation home in New Hampshire with his family, Conaty contributes to strategic human resource leadership in general as chairman of both the HR Policy Association in Washington and the National Academy of Human Resources in Santa Fe, N. M. For those and other reasons, the soft- spoken and tough- minded Conaty, GE's senior vice president of corporate human resources, was chosen as the 2. Human Resource Executive of the Year. How is Human Resource Leadership Program abbreviated? What does HRLP stand for? Arrington graduated from GE's corporate human resource leadership program.Experienced Leadership Programs. That's part of the reason I'm here at GE, because I really believe GE is changing the world and I wanted to be a part of it. Ge Human Resource Leadership Program Articles, experts, jobs, and more: get all the professional insights you need on LinkedIn. Human Resources Leadership Development - AT&T Careers Supplier Resource Efficiency. GE Volunteers; Human Rights. Human Trafficking; Public Policy. Sustainability means aligning our business strategy to meet societal needs. The challenges just pump him up. Conaty has worked with GE for his entire career, after graduating from Bryant College with a bachelor's degree in business administration - - with a tour of military duty thrown in after a three- year GE management program. Through the years, he has worked in human resource roles in GE's Transportation Division and Aerospace Human Resources Operation, and was plant manager of GE's Diesel Engine Plant before moving to GE Aircraft Engines, where he was HR vice president prior to assuming the corporation's top HR spot. One of his first tasks at the HR helm was the search for a new CEO. The process was a textbook example of success, says Marc Chini, vice president of HR for GE Transportation. Conaty and Welch constantly reviewed candidates over a series of years, placed contenders in different assignments, compared year- over- year data and analyzed how candidates . It wasn't a hit- or- miss proposition. As the process glided toward its top- secret culmination, Conaty and Welch decided to name replacements for the top contenders - - Immelt (then CEO of GE Medical Systems), James Mc. Nerney (then CEO of GE Aircraft Engines, now CEO of 3. M) and Robert Nardelli (then CEO of GE Power Systems, now CEO of Home Depot) - - because they decided it was extremely unlikely the unannointed would remain at GE. By having the contenders train their own successors, the transitions throughout the organization were smooth, Chini says. Donovan, who left GE to become executive vice president of human resources for Home Depot in April 2. HR Executive of the Year. GE's leadership riches, Donovan says, are due to many things. Among them: the leadership- development programs at GE's 5. Ossining, N. Y., known as Crotonville; the way careers are managed and rewarded; and the organization's well- known . Process aside, Conaty has an innate ability, say observers, to judge character and situations, to spot phonies and to relate to people, from janitors to board directors. And with all of those people, they say, he exhibits integrity and fairness, shares credit, accepts blame for failure and always stays in control. He respects the confidences of others and remains true to his own words. Conaty also, says Donovan, has the ability . So, too, is differentiation. The company's controversial . We've got a company that is trying to grow revenue and earnings to be double digits every year, and it just doesn't happen from having a bunch of average people. Conaty regularly attends large activities and dinners sponsored by GE's affinity groups: the GE Women's Network, the African- American Forum, the Asian- Pacific Forum and the Hispanic Network, among others, she says. That visible, subtle endorsement just doesn't happen at most other companies, Elam says. Even more important, the company's talent- development processes require all managers at the executive level to slot at least one diverse candidate on their succession slates. Company leaders regularly review present and future gaps in leadership as they relate to diversity and business needs. Executives are reviewed on their diversity- promotion efforts and unsatisfactory performance affects their performance rating. His open and candid relationships with the corporation's senior executives allow him to make sure important information gets passed along, without burning his colleagues. Some HR leaders, Welch says, . He's gotten a settlement in every single . He's not a guy who meets them every three years. He meets with them constantly. That was the first labor action against GE in more than 3. At the same time, the company enhanced its pension program and offered an . He always weighs the employee perspective on every issue, always has a . You never have to be fearful of doing the right thing. Under Conaty's leadership, GE set specific goals on the amount of GE stock each senior officer must hold (six times base salary for the CEO, five times base for vice chairmen and four times base for senior officers such as Conaty). It also removed stock options and restricted stock from Immelt's compensation, using instead performance- share units that vest in five years and are tied to internal and external financial metrics - - if GE's total shareholder return meets or exceeds that of the S& P 5. Stock options, though less attractive because of the relatively flat market, remain a valued part of GE's compensation, Conaty says, but top executives cannot exercise options or receive premiums until one year from the vesting date. As such, the organization has become more involved in congressional lobbying and stakes out positions on various legislative issues under discussion. In addition, in an extremely ambitious effort, the organization has undertaken a health- care initiative striving to deal with the problem of uninsured working Americans. The three- prong effort, involving a coalition of Fortune 5. GE's corporate health- care staff is helping define strategy); and a spotlight on the manufacture and cost of prescription drugs, including the impact of pharmacy- benefit managers' pricing. As chairman of the prestigious National Academy of Human Resources, Conaty helped launch the Chief HR Officers Academy. The academy is a venue for new senior HR executives from global companies to meet with top CEOs who can fill them in on what CEOs are looking for in their HR leaders. For Welch and Immelt, no other HR executive could do better than Conaty. He's the best I've ever seen. He, as much as anybody I ever worked with, was totally able to make me feel from the very first day that he was there as a full partner. Unbelievable intuition. A special, special, special man. When the organization adopted the Six Sigma program, Conaty made sure thousands were trained, and that competency was evaluated, measured and rewarded. Six Sigma was tied into the HR review process and became a requirement for promotion. As globalization took center stage, Conaty emphasized the importance of it by restructuring HR to create a global training program and including employees from global enterprises on his own HR staff. In the past year, Conaty has had to integrate the two largest deals in GE's history: the $1. Amersham, a British biomedical company, and the $1. Vivendi Universal Entertainment, which includes NBC, Universal Pictures and many other recognized entertainment brands. Conaty worked with the businesses to formulate organizational structure, determine key leaders, create competitive executive compensation and benefits packages and ensure a smooth integration. At the same time, he worked on the divestiture of GE's insurance business, with the public offering of a new company, Gemworth Financial. When he came to corporate headquarters, he had always previously worked in factory environments, he says, and when house- hunting, kept asking the real estate agent, 'How far are we from the plant?' She kept asking, 'What plant?' until she realized he was talking about the corporate headquarters. Where the real work is being done. Where the income is coming from.'. I am way the hell more comfortable dealing with our business leaders who are out there slugging it out every day than I am sitting around in corporate meetings. Human Resources Leadership Program. Rotational assignments will be hands- on opportunities that will enhance and grow your skill sets, as you develop a comprehensive understanding of our operations and demonstrate your acquired knowledge through tangible actions. Your growth as a human resources professional will include several foundational experiences, with assignments that may include: Compensation & Benefits. HR Generalist. Labor Relations. Learning & Development. Organizational Development & Planning. Talent Acquisition. Professional Development. In addition to accelerated work assignments, you will participate in individualized skill and competency development programs, as well as formal and informal training activities to further prepare you for a successful career at UTC. Participation in the HRLP provides you with a unique opportunity to gain valuable exposure to senior business leaders and colleagues from across the businesses, while benefitting from both formal and informal mentoring relationships with executives, managers and your program manager. The HRLP can serve as a springboard into a rewarding human resources career at UTC. At the conclusion of the program, participants will have the opportunity to move into either generalist or specialist roles in support of both functional and business objectives. For me personally, it was one of the best decisions I could have made for my career and development in HR. Also as a graduate of the program, one of the things I valued most while in the program, was the mentorship and support from leaders, the program manager and from other HRLP participants. The camaraderie and support within the HRLP cohort is invaluable, especially when moving to a new site or assignment. Close. Lisa The UTC HR Leadership Program has provided me with a great opportunity to build a network of professionals across the business units very quickly.
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