Fortunately the second day I came to Silicon Valley I get to meet VR of HR in SK planet, Seung Hyun Hwang. He was kind to buy us dinner three times and take us to different places in San Francisco(Muir Woods, Sao Salito, Halfmoon bay). Because of the experience he have gave us I genuinely wanted to be a help for him as well. I decided to introduce him to KIC president and professor in Stanford D.School because they had common interest and expertise that could be shared to make synergy. He was anointed as one of the mentors in KIC and to give a lecture about his expertise in HR to Nesting & Soaring participants. He have vast insight about HR that he can even give 3 hours of lecture of it.
This is his profile:
Been in Human Resources for 23 years both in corporate HR and consulting business. Worked for Towers Perrin focusing on HRM consulting, and co-founded and Linkage Korea which focuses on HRD/OD consulting as a partner. Worked for Google Inc. In MTV, US as an HR Business Partner for Tech, and now working as VP of HR for SK Planet to support a start-up (shopkick, Inc) based in Redwood City.
To receive his PPT slide in his lecture give me an email: sunghoonsuh13@gmail.com
황상현 상무님 11월 17일
KIC Nesting Education Program 16:30~18:30
<People
Management in Silicon Valley>
Work Experience:
-
SK
-
Yahoo
-
HR consulting firm
-
Google : Globalize Human
Resource
-
SK planet Start-ups
기업 문화: 초창기에 기업 조직 DNA를
만들어야 한다.
가장 큰 위험한 생각 인사관리는 HR부서에서만 한다.
l Clearly Shared Mission and Vision
l Corporate culture / values
l Performance Management Process / Philosophy
l Leadership
l Communication
l Ownership
l Lateral process in Organization Structure / Design
n 수평조직관리
4 stages of Team development
l Forming
l Storming
l Norming
l Performing
10% Rule of game – Structure, Strategy,
Process, Guideline
1% Management by culture: Google 은 이미 1만명 직원들을 가지고 있는 성장을 했을 때에도 기업 문화를 가지고 있었다.
사람의 대한 전략을 짜기 위해서는 어떤 것이 필요한가?
l 경영 환경
– 안에서 Vision (what do we want to be) –
경영 전략
Mission (Why-Purpose of the business) 왜
존재하는 것이냐?
Vision (What to be) 무엇이 되고 싶은 거냐?
Business Strategy (How-어떻게 그런 모습이 될 것이냐?)
1.
Organizational Capability=business
조직 역량
2.
Individual Capability=stockholder
개인 역량
HR Strategy
Core Value
Hard Stuff , Soft Stuff
Strategy realization / Expected performance
Performance Engagement
Business Result
Business Strategy
HR
Value Chain
Work Force Planning -> Recruiting ->
Learning & Development -> Performance Management -> Compensation
& Benefit -> Existing -> HR process & Systems -> HR Analysis
-> Employment Legal -> Career Development
How are we doing these?
l 모든 것은 Engineer 숫자가 중요하다
Workforce
Planning
1.
Headcount requests based on
strategic discussion checked & verified by the leadership team
2.
Robust research on ideal ratio
among key functions
A.
(Engineer: PM=5:1. Engineer:
UX-50:1)
3.
Impacts the workforce planning
of the functional recruiting team
Clear
Hiring Criteria
1.
GCA (General Cognitive Ability)
2.
RRKE (Role Related Knowledge
& Experience)
3.
Leadership
4.
Cultural Fit – 이것을 맞추지 못하면
위에 3개는 필요 없다.
Leadership
Involvement 미국 성공적인 기업들은 최소 일주일 2시간 Recruiting 에 참여한다.
1.
Highest Priority for all levels
2.
Hiring Committee all the way to
the top
3.
Leadership as a biggest
attractor for talents
The industry
standard conversion funnel
100 resume -> 1 hire
15%-28% response ratio – 20 rounted in
-50% get cut throught PS
-10 move forward
50-70% get cut onsite out of 10 candidates
3 offers made
1-2 accepts
Learning
& Development
1.
70:20:10 rule / 70% 일을 통해서
스스로 학습 20% 동료에게 배운다. 10% Leadership
& management training (외부 인사가 와서 참가자들을 토론시킨다.)
2.
Focus on self-learning &
blended learning
3.
Hiring Criteria
4.
Leadership involvement –
director + sessions
일을 학습으로 만들어라
똑똑한 인재가 조직을 키울 수 있게 독려하는 문화
무능한 인력이 조직 문화로 인해 Peer-pressure로 인해 스스로
나가는 조직 문화
Performance
Management: 성과관리
한국 기업: 우리 애들 승진시켜주고 월급 주려고… (1차적 이유는 아니다.)
개인들이 책임감을 가지고 할 수 있는 일이 없다. 있다고 해도 그것에
대한 성과를 주지 않는다.
No feedback = No need to stick around
Compensation Structure and Objectives
Base + Bonus + Equity + Benefits + Work
Content Environment and culture
Total Reward
Total Remuneration
Total Direct Pay
Total Cash
Base 는 미래형 Bonus 는
과거형
Equity
Program
1.
Key component of the total compensation
in Silicon Valley
A.
In the form of RSU or Stock
Option or Both
2.
4 year vesting with 1 year
3.
Refresh grants
4.
Target 15-20% of base
Key
Talent Management
1.
Retention is the key
2.
Streamlined with the
performance management process
3.
Criticality, Performance
ratings, Potential Assessment
4.
HR Analytics on predicting
retention risk
5.
Top 10% - Top 25% gets special
attention (Compensation)
A.
Huge differentiation on equity
grants (RSU)
Types
of Lateral Processes
1.
Variety
2.
Change
3.
Interdependence
4.
Connections
5.
Speed
5
Activities that foster voluntary processes
1.
Interdepartmental voluntary
processes
2.
Interdepartmental Events
3.
Co-location
4.
Mirror image departments
5.
Consistent Reward & Measurement
Systems
1.
Voluntary and informal group
(Minimal or extensive)
2.
E-coordination
3.
Formal Group
4.
Integrator
5.
Matrix organizations
How
organization design affects behavior
1.
Strategy
2.
Structure
3.
Process
4.
Rewards
5.
People
Change
Process
Case -> Common Vision ->
Communication -> Barrier -> Progress -> Reinforcement
쉽지만은 않다.
Operational Excellence , Customer
Intimacy , Product Leadership 에 따라 채용, 평가 조직문화가 매우
다르다.
----------
