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Vodafone People Strategy

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Marcus Vannini
Marcus Vannini

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Vodafone People Strategy (VPS)
Did We Say “Talent Matters”? “The top software developers are more productive than average software developers not by a factor of 10X or 100X , or even 1,000X , but 10,000X .” Nathan Myhrvold, former Chief Scientist, Microsoft Source: Tome Peters
Fortune 100’ CEO’s spend 33% of their time in people issues. HR is the primary mission of today’s CEO
The War for Talent - McKinsey The Old Way The New Way Talent Mindset HR is responsible for people management All managers – starting with the CEO- are accountable for strengthening their talent pool Employee Value Proposition We provide good pay and benefits We shape our company, even our strategy, to appeal to talented people Recruiting Recruiting is like Purchasing Recruiting is like Marketing Growing Leaders We think development happens in training programs We fuel development through stretch jobs, coaching, and mentoring Differentiation We treat everyone the same, and like to think that everyone is equally capable We affirm all our people, but invest differentially in our A, B, and C players
The Deal Communication & Involvement Reward & Recognition Safety, Health & Wellbeing Learning & Development Touchpoint The employee’s aspiration: Employees’ Share of the deal is: Vodafone's Share of the deal is: I can talk positively and confidently about our business, it’s easy to find out what I need to know to perform at my best, and my ideas and thoughts are listened to and acted upon I get regular feedback on how I am doing, and I am encouraged to develop my skills and behaviours to continually improve my performance, and realise my potential I know my contribution is valued because I can see how my performance drives the reward and recognition I receive I work in a stimulating and safe environment, knowing the organisation cares about my wellbeing and supports me in developing a healthy lifestyle ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Resourcing I am attracted to Vodafone as an employer, and my experience as I join, and as I move internally, assures me of a challenging career, and support when I change roles or leave the business ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Organisation & Change My role and goals are clear and challenging, I know who my customers are, and how I fit into my team and the organisation, I understand organisational changes as they occur, and I enjoy the way we do things around here ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

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Vodafone People Strategy

  • 2. Did We Say “Talent Matters”? “The top software developers are more productive than average software developers not by a factor of 10X or 100X , or even 1,000X , but 10,000X .” Nathan Myhrvold, former Chief Scientist, Microsoft Source: Tome Peters
  • 3. Fortune 100’ CEO’s spend 33% of their time in people issues. HR is the primary mission of today’s CEO
  • 4. The War for Talent - McKinsey The Old Way The New Way Talent Mindset HR is responsible for people management All managers – starting with the CEO- are accountable for strengthening their talent pool Employee Value Proposition We provide good pay and benefits We shape our company, even our strategy, to appeal to talented people Recruiting Recruiting is like Purchasing Recruiting is like Marketing Growing Leaders We think development happens in training programs We fuel development through stretch jobs, coaching, and mentoring Differentiation We treat everyone the same, and like to think that everyone is equally capable We affirm all our people, but invest differentially in our A, B, and C players
  • 5.

Notas do Editor

  1. This detailed page, summarises the employee value proposition Here you can see the simple terms of reference we have established, that give us the guidance necessary to develop our VPS activities. They are written in language that is easy to understand, and give us a set of minimum standards in creating the right experience for our people