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Sailing Together Through Rough Seas Natalie Wang, Nick Schuler, JC VanBrunt Take care of today, actively prepare for tomorrow
Sailing Together Through Rough Seas
Natalie Wang, Nick Schuler, JC VanBrunt Take care of today, actively prepare for tomorrow
Identifying current challenges
Challenge Future Solution Goals
Increased Turnover
Identifying current challenges
Challenge Future Solution Goals
Increased Turnover
Identifying Talent
Identifying current challenges
Challenge Future Solution Goals
Increased Turnover
Identifying Talent
Inclusive Corporate Culture
Restructure HR For Growth
Restructure HR For
Growth
Our geographic diversity goals
Our values
Build a diverse family
Sustainable growth
Embrace change
Challenge Future Solution Goals
Our geographic diversity goals
Our values
Build a diverse family
Sustainable growth
Embrace change
Challenge Future Solution Goals
Our geographic diversity goals
Our values
Build a diverse family
Sustainable growth
Embrace change
Challenge Future Solution Goals
Restructure HR For Growth
Restructure HR For
Growth
Talent acquisition
Retain the right people
Rotational programs
Leadership change M&A
Company wide impact
5 5 4 5 3
Employee performance/satisf 5 5 5 3 3
Culture 4 5 4 3 3
Diversity 5 4 3 3 4
Skills/Learning 4 4 5 3 2
Average
Evaluation of strategies to achieve our goals
Challenge Future Solution Goals
Talent acquisition
Retain the right people
Rotational programs
Leadership change M&A
Company wide impact
5 5 4 5 3
Employee performance/satisf 5 5 5 3 3
Culture 4 5 4 3 3
Diversity 5 4 3 3 4
Skills/Learning 4 4 5 3 2
Average 4.6 4.6 4.2 3.4 3
Evaluation of strategies to achieve our goals
Challenge Future Solution Goals
Talent acquisition
Retain the right people
Rotational programs
Leadership change M&A
Company wide impact
5 5 4 5 3
Employee performance/satisf 5 5 5 3 3
Culture 4 5 4 3 3
Diversity 5 4 3 3 4
Skills/Learning 4 4 5 3 2
Average 4.6 4.6 4.2 3.4 3
Evaluation of strategies to achieve our goals
Challenge Future Solution Goals
Address challenges with a 2-pronged strategy
Talent acquisition
Retain the right people
Challenge Future Solution Goals
1) Build a diverse family
2) Sustainable
growth
3) Embrace change
1. Talent Acquisition
Challenge Future Solution Goals
Experienced Hires
From competitors
Former employees
1. Talent Acquisition
Challenge Future Solution Goals
2. Retaining the Right Employees
Challenge Future Solution Goals
Individual Personal Development
Line of Sight Training Theory
Individual Personal Development
Challenge Future Solution Goals
2. Retaining the Right Employees
Through Maersk Mentor Program
Challenge Future Solution Goals
2. Retaining the Right Employees
External HR Initiatives
Semi-annual reviews
Exit interviews
Internal HR Initiatives
Company sports teams
Employee Interest Groups
Restructure HR For Growth
Restructure HR For
Growth
Challenge Future Solution Goals
Implementation Plan
Internal HR
Initiatives Year 1
Year 1-3 External & Internal HR Initiatives
Reevaluate HR Initiatives &
Implement Changes Year 5
Challenge Future Solution Goals
Short-Term Growth
Go Team Maersk!
Challenge Solution Goals
Long-Term Growth
Future
World’s Most Inclusive Company Sustainable Growth
Challenge Solution Goals
Long-Term Growth
Future
Strong Leadership
Challenge Solution Goals
Building value for future generations
Future
Increase recruiting budget
Increase development budget
Create budget to include diversity programs
Cost $525,000
$150,000
$100,000
$875,000
Building value for future generations
Challenge Solution Goals Future
6%
7%
8%
9%
10%
11%
12%
2012 2013 2014 2015 2016
Achieve 10% ROIC
Family Growth Change
What Why How
Appendix Hofstede
Core values
Challenges
SWOT
Root cause
Finance
Competition
Mentor
Question & Answers
Diversity
International experience
Constant Care
“Take care of today, Actively prepare for tomorrow”
Humbleness
“Listen, Learn, Share and Give Space to Others”
MAERSK Group Values
MAERSK Group Values
Uprightness
“Our Word is Our Bond”
Our Employees
“The Right Environment for the Right People ”
Our Name
“The Sum of Our Values: Passionately Serving Higher ”
Recognizing the root cause
Family Culture
Performance based culture
Talent Attrition Rates
1-2 Years2-5 Years5 Years+
HR efforts will be targeted at retaining top talent in this bracket
HR and management will be working towards creating ownership and autonomy in this group
9 out of 10 employers ranked Boomerangs as “above average” performers Source: Hudson Talent
Nearly 7 out of 10 rehires returned to their firm within 3 years Source: Texas A&M University
The Practice of Re-Hiring
Build a Successful Mentorship and Buddy Program
1. Meet and Greet Event 2. Identify Mentees and Mentor’s Interests 3. Match based on interests, preferred partner,
and job position 4. Facilitate connection through email 5. Quarterly Events
Firm’s International Experience
General Electric Female Employees: 35%
http://www.ge.com/files_citizenship/pdf/GE_07_08_Citizenship_Report.pdf
General Electric- Diversity
http://www.ge.com/files_citizenship/pdf/GE_07_08_Citizenship_Report.pdf
Compensation policy analysis
“Nearly 70% of employees said they would work harder if they were better recognized for their efforts”
-Business Insider
Porter 5 Forces
Hofstede’s Scale
Strengths: Big market cap Strong leadership Forward-thinking Strong Brand Equity
Weakness: Large-sized firm Wide geological spread
Opportunities: Continued expansion into EMEA Relationships with potential
partners/local government Increased emphasis on utilizing
localized business practices
Threats: Susceptible to market forces Susceptible to macro-economic
forces Susceptible to non-systematic risk
that cannot be diversified away (i.e. country risk)
HR SWOT Analysis
Financial Results for The Group
Source: 2012 Maersk Annual Report
Emerging Market Opportunities
Source: 2012 Maersk Annual Report
Maersk Oil with outstanding results
Source: 2011 Maersk Annual Report
