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오라클 HCM 클라우드의 핵심인재관리와 승계계획

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HCM 온라인 컨퍼런스 제 2회 - 인재관리 최신 트렌드와 기법
일시: 2015년 10월 15일 (목)

세션4) 4:30 - 5:10 : 미래를 위한 투자-오라클 HCM클라우드의 핵심인재관리와 승계계획 (한국오라클 이경연 수석컨설턴트)

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오라클 HCM 클라우드의 핵심인재관리와 승계계획

  1. 1. Copyright © 2014 Oracle and/or its affiliates. All rights reserved. | 미래를 위한 투자 : 오라클 HCM클라우드의 핵심인재관리와 승계계획 2015. 10. 15 Oracle Korea Apps Sales Consulting 이경연(Kyoungyoun.Lee@oracle.com)
  2. 2. Copyright © 2014 Oracle and/or its affiliates. All rights reserved. | Modern HR Systems 전체 조직에 대한 협업을 위해 소셜 기능과 통합 최고의 인재를 발굴, 육성, 유지 완전한 인재관련 통찰력 제공 어떤 장비에서도 쉽게 사용 SocialTalent Centric Insightful Mobile
  3. 3. Copyright © 2014 Oracle and/or its affiliates. All rights reserved. | Modern HR Systems 다양한 채용 툴을 통해 쉽고 빠르게 채용 및 온보드1 직원의 지속적인 참여를 위한 직원의 경력목표 및 개발 관리2 최고의 인재를 미래 리더와 핵심업무에 정렬3 핵심인재 관리 및 인재의 퇴직 위험 관리4 Talent Centric
  4. 4. Copyright © 2014 Oracle and/or its affiliates. All rights reserved. | Quiz 1. 아래 기업들은 어떤 공통점이 있을까요? 4 척 프린스(Prince): 서브프라임 모기지 부실 투자로 회사 순이익 57% 격감, 사퇴 한 달 넘도록 CEO없이 위기 맞이 왜고너(Wagoner): GM 100년 역사상 최대 손실, 불명예 퇴진. 스탠리 오닐(O’Neal): 서브프라임 모기지에 대한 부실 투자로 8조원 이상 손실. 사퇴 리더십 공백으로 경영 타격. Bank Of America에 인수 차기 CEO가 준비되지 않아서 수년간 곤경에 빠진 경험이 있는 회사
  5. 5. Copyright © 2014 Oracle and/or its affiliates. All rights reserved. | Quiz 2. 아래 기업들은 어떤 공통점이 있을까요? 5 앤 멀케이: 2001년 CEO가 된 해 이사회에서 승계계획 논의. 2007년 공식 발표. 2009년 승계 Truck List: 고위 임원이 트럭에 치였을 때, 차례로 그를 대신할 사람 나열 짐 칸탈루포 회장 심장마비 사망. 이사회 2시간만에 CEO 선임 찰리 벨(Bell): 맥카페, 좋은 재료 CEO 승계 계획을 포함한 조직 내부 리더십 계발계획이 체계적이며 전략적으로 이루어지는 회사
  6. 6. Copyright © 2014 Oracle and/or its affiliates. All rights reserved. | Xerox 사례 6Oracle Confidential – Internal/Restricted/Highly Restricted CEO 앤 멀케이 승계계획 2001년: 앤 멀케이가 CEO된 해 이사회에서 승계계획 논의 후계자 양성 계획에 따라 더 많은 책임과 권한 부여 2005년: 제록스 사업의 절반 관장 2007년: CEO 승계자로 공식 발표 후보자A 후보자B 후보자C 우르술라 번스 준비도 현재 준비 현재 준비 3~4년 준비 3~4년 준비 성과 Low Medium Medium High 잠재력 High Medium High Hiigh 예시
  7. 7. Copyright © 2014 Oracle and/or its affiliates. All rights reserved. | 승계계획에 대한 기업의 현실 7Oracle Confidential – Internal/Restricted/Highly Restricted • Global기업, “CEO 승계 계획이 준비되어 있지 않다”160% • 승계계획의 부족으로 재정적으로 악영향을 받은 기업 2 • 리더십의 부족을 경험하고 있다.4 60% 27% • 우리나라 기업, “CEO 승계 프로그램을 비롯한 경영권 후계 대책이 없다”3 87% 1Harvard Business Review Survey, 2Right Management “Managing Succession: Global Insights on Current Processes” 3세계경영연구원 연구, 4Corporate Executive Board, 2012
  8. 8. Copyright © 2014 Oracle and/or its affiliates. All rights reserved. | 승계계획의 수준 5단계* Oracle Confidential – Internal/Restricted/Highly Restricted 8 Source: William Rothwell, IJTD, Replacement planning: a starting point for succession planning and talent management 대체계획(Replacement Planning) 핵심직위 또는 핵심 인재에 대한 장/단기적인 백업플랜 조직 내부의 핵심인재 풀을 중심으로 하는 승계계획4단계 조직 내부 및 외부를 포괄하는 승계계획5단계 중간 관리자들을 포함하는 승계계획 및 관리 프로그램3단계 단순한 형태의 CEO 대체 계획1단계 CEO와 임원의 대체 계획2단계 승계계획(Succession Planning) 핵심인재 풀을 관리하면서 경력개발과 통합되어 운영되도록 함
  9. 9. Copyright © 2014 Oracle and/or its affiliates. All rights reserved. | 승계계획 시행 시 문제점 Oracle Confidential – Internal/Restricted/Highly Restricted 9 Costly Complex Quickly Outdated Inefficient Not Align to the Business “엄청나게 많은 돈과 시간을 들이더라도 미래의 리더는 10%일 뿐이다”
  10. 10. Copyright © 2014, Oracle and/or its affiliates. All rights reserved. | 10 “Transferring Ownership to Business”

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