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BMW Employee Value Proposition

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by

Julius Mahne

on 24 February 2015

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Transcript of BMW Employee Value Proposition

In Pursuit of an Attractive Employee
Value Proposition for BMW SA

Main Objectives
Ideal EVP
What is an EVP and Why is it Important?
"The Appeal Associated with Working for an Organisation"
Flexible Salary Structuring
Traditional Model
Research Methodologies & Findings
Fun & Stimulating Working Environment
1. Determine the Importance of a Competitive EVP
2. Research
3. Make & Test Recommendations
4. Proposed EVP
Professional Body Registration
Employer Benefits
Continued Professional Development (CPD)
Broadened Skill Set
Professional Recognition, Accreditation and Credibility
Connected to a Network of Professionals
World Class Education &Training Opportunities
Access to Excellent Knowledge Repositories
Peer Recognition
International Recognition
Marketability
Employee Benefits
High Level of Confidence in Employee Competence
Recourse
Marketability
Improved Retention
Cost
Once-off Initiation Cost = R105 pp
Annual Membership Cost = R989 pp
x 351
Total = R348 850 (Maximum)


“What If We Spend All This Money to Up-skill & Educate Them, But They End Up Leaving The Company?”

“What If We Don’t
& They Stay...”
Flexible Working Time/Environment
Mentorship Program
To
Define
and Propose a Unique Employee Value

Proposition for BMW SA, That is Aligned to the

Strategic Business Objectives
in Order to
Attract
,

Engage
and
Retain
Talent.
Milestones
BMW BRAND VALUES
Key Issues Identified

1. There is a Clear Talent Strategy.

2. Wide Variety of Benefits Available.


1. There is no Clear Engagement Strategy for Different Generations in the Workplace.

2. Different Forms of Communication are not Being Leveraged Sufficiently.


1. Alternative Education for Up-skilling Should to be Investigated.


1. Increased Globalisation Will Amplify Talent Shortcomings Going Forward.

Internal Surveys
Proposed EVP
External Research
Tools Utilised
Top Performing Companies Consulted in Benchmark Exercise
Various Tools were used to collect and assess information
PESTEL Analysis (External Factors)
McKinsey 7S (Internal Factors)
SWOT Analysis
Decision Matrix (Evaluating Solutions)
S
W
O
T
Simple Definition
Why is it Important to BMW SA?
There is a Disconnect between the Customer Experience and the Employee Experience

The Average Time Generation Y Spend with An Employer is 2.4 years

By 2025, Generation Y will be 75% of the Workforce

The "War for Top Talent" is only just starting

The Average Cost to Replace an Employee is R500 000
- Compulsory Medical Aid
- Compulsory Retirement Contribution
- Less Access to Cash
- Employee has no Discretion
- No Flexibility
Total Cost Model
- Choice to Contribute to Medical Aid

- Choice to the Most Suitable Medical Aid Plan

- Choice to Contribute to a Retirement Annuity Fund

- Choice on How Much to Contribute to the Fund

- Choice on Allocation of Vehicle Allowance

- Annual Changes Allowed

- Flexibility for when Requirements Changes

Where does the 40 hour (8-5) work week come from?

Does
"Time at Work" = Value & Productivity?
We need a better primary metric to measure individuals working:
Quality of Work
Deadlines Met
Higher Overall
Productivity and Effectiveness
from Workforce

Higher
Employee Satisfaction
&
Retention
Rates

80% of Employees Believe
Work/Life Balance
Greatly Influence their Employer Preference

Decreases Absenteeism

Increased Focus on Work/Life Balance for
Generation Y
Benefits
Key Concepts
Cost
Per Person for Off-Site Working Capability:
R850.00
{
{
1
2
3
4
5
6
Any Questions?
The Need

70% of
Fortune 500
Companies have Conducted Mentorship Programs

High Drive for Career Guidance & Development From Generation Y

Building
Talent vs
Buying
Talent

Increasingly High Emphasis on Future Leadership Development

Benefits
Improves Retention by up to 25%

Improves Critical Technical Skills & Soft Skills

Excellent Vehicle to Transmit Company Culture

Cost
Mentor Training Cost:
Training Cost: R10 500 pp
(1 Week from Gibs)

x 110 (Functional Level IV Managers)
= R 1 155 000

Customer Experience = Employee Experience

Creating an
Innovative
Environment

The Need
Promotes Teamwork

Improving Employee Satisfaction

Cultivating Morale & Company Culture

Increased Innovation -> Cost Benefit

Benefits
Best Practice
Young Companies (like Google & Facebook) take Pride in Their Innovative Workplaces & Engagement Techniques.
Savings on Overheads:
- Less Water
- Less Electricity
Dynamic
Efficient Dynamics
Aesthetic
Innovative
Compensation
Work Content
Career & Development
Benefits
People
Organisation Affiliation
Griffin Solutions
~ Peter Baeklund
Joy
Full transcript