What HR investments are non-negotiable for you, even in a tight budget year?

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CHRO2 months ago

High talent to value learning

HR Manager2 months ago

training. 

VP of HR in Manufacturing3 months ago

What a timely question. As with most other companies, we are navigating through these uncertain times and SG&A is always scrutinized during such seasons. What we choose not to compromise are our Outside Firms and Services that help us with our People analytics, Performance management, Recognition, Inclusive Culture Platform, Employee Resource Groups budget, and other resources that support our onboarding and development of our people. The EVP remains strong as we concentrate on our current employees while we may not hire as many this year. 

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At BASF, we're evaluating the structure of our rotational programs and would like to understand the best practices in other organizations (ideally chemical/manufacturing but open to all industries). We're looking at our rotational programs with fresh eyes, so feel free to answer as many or as few questions as you'd like – I appreciate it! Goals/Talent -What is the overarching goal of your program (e.g., to develop future executives/leaders, promote a diversity of skills/experiences, support succession planning, attract any talent)? -What types of talent do you target for the program (e.g., bachelor's, MBA, PhD, technical, production)? -How is post-program placement determined? Are participants guaranteed jobs, or do they need to apply for openings? Are they integrated into talent or leadership pipelines? -What specific skills and competencies do you aim to develop in participants during each rotation? -What methods do you use to evaluate participant performance during rotations, and how do you gather feedback? Rotations -How long is the entire program, and what is the length of each rotation? -How many rotations are included in the program, and how is mobility structured (all rotations in the same location/metro area or across different locations)? -Are the rotations domestic only, or do you include any international experiences? -How is rotation selection determined (participant-driven, business-driven, random, etc.)? -How are rotation assignments solicited? What's the criteria, how far in advance are they submitted and assigned to participants, etc.? -How do you ensure cross-functional exposure for participants, and what strategies do you use to facilitate this? Business Involvement -How do business units participate in the program, and what cost charge-back mechanisms are in place? -How do you incorporate mentorship and support into your program, and what resources are available to participants? -What opportunities do you offer for participants to network with leadership and peers throughout the program?