eBay Classifieds Talent Management- Aileen O'Toole
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Transcript of eBay Classifieds Talent Management- Aileen O'Toole
Talent Management as a Strategic Business Process
- an eBay Case Study
September 2011
Introducing eBay & the business case for talent management
Developing a talent mindset – how did we do it?
Key learnings & advice for HRSPs
Topics for Discussion
Introducing eBay & the business case for Talent Management
Click to edit Master text styles
Second level
Third level
Fourth level
Fifth level
eBay
The world’s largest online marketplace —where practically anyone can trade practicallyanything at any time.
We connect buyers and sellers
Buyers
eBay
Classifieds
Shopping.com
StubHub
Mobile Apps
PayPal
Sellers
Global online classifieds portfolio with local brands
The business imperative for Talent Management
We believe Classifieds will be a leading e-commerce format in the future, and we want to be present:
…in all relevant geographies
…in all relevant categories
…on all relevant platforms
Talent is our only binding constraint!
Developing a Talent Mindset – How did we do it?
Challenge – focus on performance
Ownership – clear line of sight to results
Empowerment
Interesting new frontiers, an early stage in the industry
We defined our Employee Value Proposition (EVP)
Our employee value proposition is central to our success
A culture of celebration
Unique rewards/recognition
Talent management is part of our DNA
Personal development in a growing, global BU
Culture of immediate feedback
Coaching & mentoring readily available
Inspiring mission
Innovative & fun
Trusted, values-based leadership
A start-up atmosphere with big company resources
We articulated how leaders “owned” talent mgmt
As people managers we have a number of different roles
Who we are: talented people are at the heart of our culture and our success
we play to win
We value passion, energy and commitment. We compete fiercely and we want to win, for ourselves and our users. Innovation and entrepreneurship drive that competitiveness. We are a high-performance culture. We believe in maximum accountability and high levels of autonomy.
we tell it like it is Open, direct and honest communication underpins our success. Constructive disagreement leads to better decisions; however once we decide, we commit.
we respect people
We create a challenging environment for people where personal & professional development come hand-in-hand with great business performance. We care about each other and want to treat people the way we ourselves would like to be treated.
we have fun We like to work with people who take their work seriously but not themselves; who keep their egos in check, who like to laugh frequently and who are fun to hang out with.
We were explicit about Values & Behaviours
We segmented our people based on engagement & acted upon it
Source: Corporate Leadership Council Employee Engagement Survey (2004)
We drove performance hard and ensured line of sight to business results & individual compensation
We were explicit about our assessment of potential – agility is a key predictor
We used a simple 9 box framework to bring it all together at an individual level
And agreed actionable talent outcomes at the business level
The Results
We’ve built scale, and grown revenues and people 10x in 4 years
We are #1 or #2 in 8 major markets
…and now
Operating Highlights
• 6B page views a month
• 18.3M total live ads
• >25 countries
• > 800 employees
• 100% top positions with successor in 2 years
• 50% top positions with ‘ready now successor
• 70% directors have been promoted internally
OnlineClassifiedsCompany in the World
comScore Monthly UVs
65M 52M
40M42M
#1
Our Learnings & Advice for HRBPs
Our Learnings - 3 Pillars of Success for Talent Management
Ref: Talent Management Handbook
Understand strategy & operations deeply and start your talent thinking there
Ensure the HR basics are in place
Accurately assess business & leadership readiness
Know the talent yourself
Speak the language of the business and avoid HR jargon
Focus on facilitating quality conversations, keep process light
Remember the ‘value zone’
It’s a multi-year journey, few quick fixes
Advice to HRBPs
Thank you!