Frazer Jones host HR Directors' Circle in Frankfurt

Das Jahr neigt sich langsam dem Ende zu, und wir wollten die Gelegenheit nicht verpassen, Sie persönlich noch einmal zu treffen und uns mit Ihnen auszutauschen. Dazu haben wir in der vergangenen Woche im wunderbaren Ambiente der Kameha Suite in Frankfurt zu unserem HR Directors‘ Circle zum Thema „The highest high-potential program – developing tomorrow‘s CEOs“ eingeladen, zu dem wir Andreas Bosnjak von der Siemens AG als Keynote Speaker begrüßen durften. Herr Bosnjak leitet in seiner Funktion als Director HR Excellence Programs die Entwicklungsprogramme für High-Potentials hinsichtlich zukünftiger Nachbesetzungen für CEO und CFO Positionen bei Siemens.

Wie wird man CEO in einem international agierenden Großkonzern? Laut einer aktuellen Umfrage des Harvard Business Managers unter den weltweit 100 erfolgreichsten CEOs, gaben 86 Prozent an, über eine interne Entwicklung in ihre erste CEO Position hineingewachsen zu sein. Die Auswahl der Lenker eines gesamten Unternehmens hat weitreichende Folgen und ist eine diffizile Aufgabe, so auch bei Siemens. Im Rahmen dieser Aufgabenstellung ist es für Herrn Bosnjak von besonderer Bedeutung, Diversity im Unternehmen voranzutreiben und internationales Talent zu identifizieren, zu rekrutieren und zu fördern.

Die Talentförderung bei Siemens ist zweigleisig aufgestellt, sodass sie Entwicklungsprogramme für interne High-Potentials sowie externe High-Potentials vorsieht. Vor allem die externen Talente sollen dabei neue und innovative Ideen ins Untenehmen einbringen, um nachhaltige Verbesserungen und Neuerungen einzuführen. Um externe Talente zu gewinnen, verfolgt Siemens seit einiger Zeit eine besondere Strategie. Pro Jahr werden lediglich eine Handvoll Top Talente akquiriert und diese anhand individueller maßgeschneiderter Assignments innerhalb des zweijährigen Programms gezielt so entwickelt, dass einerseits fehlende fachliche Erfahrungen erlangt werden können und andererseits die Teilnehmer vor immer neue Herausforderungen gestellt werden, die es zu meistern gilt. Vor allem aber gehört zur Philosophie des Programms die absolute Bedingung, dass die Kandidaten ihren individuellen Karriereweg selbstständig suchen und ausgestalten.

Key Learnings aus den Erfahrungen von Siemens sind dabei, dass das Talent Management ein starkes Committment des CEO benötigt, mit einem entsprechenden Budget ausgestattet sein muss und die Teilnehmer die Möglichkeit erhalten, an echten Projekten mit großer Verantwortung zu arbeiten und daran zu wachsen. Bei Siemens ist zudem das Thema Global Mobility dieser speziellen Mitarbeitergruppe besonders wichtig, sodass hierauf von Tag eins an hingewirkt wird.

Wie gestalten Sie Ihre High-Potential Programme und welche Faktoren sind Ihnen besonders wichtig? Wir freuen uns auf den Austausch mit Ihnen.

As 2015 slowly draws to a close, Frazer Jones Germany were pleased to get together, for the final time this year, with HR Professionals in Frankfurt to discuss the latest HR topics and trends. The most recent HR Directors’ Circle was held on Wednesday 18th November in the beautiful Kameha Suite in Frankfurt.

The topic of the evening was “The highest high-potential program – developing tomorrow‘s CEOs” and was presented by our keynote speaker Andreas Bosnjak from Siemens AG. In his function as Director HR Excellence Programs, Andreas is responsible for the development programmes of High-Potentials regarding future successors for CEO and CFO positions at Siemens.

How does one become CEO in an internationally operating large company? According to a current survey of Harvard Business Manager magazine amongst the 100 globally most successful CEOs, 86 percent of these developed internally into their first CEO position. Selecting the leaders of a whole company has far-reaching consequences and is a difficult task, as it is at Siemens. Regarding this task it is of the utmost importance to Andreas to boost diversity within the company and to identify, recruit and develop international talent.

Talent development on this level works via two tracks, one for internal high-potentials and one for external high-potentials. Particularly the latter is supposed to bring new and innovative ideas into the company to achieve sustainable improvements and innovations. To acquire external talent, Siemens has introduced a specific strategy. Only a handful of top talent is recruited per year to be able to develop these promising employees within the 2-year programme along individual and customised assignments, aiming to gain new experiences within the function on the one hand and on the other hand constantly providing the participants with new challenges. Most importantly though is the requirement that the candidates find and shape their individual career paths themselves.

Key learnings from Siemens‘ perspective are that for talent management on this level a strong commitment of the CEO is crucial, an appropriate budget needs to be assigned to this and the programme’s participants work on real projects with an extensive responsibility which enable them to grow. For Siemens regarding this specific target group global mobility is especially important and is encouraged from day one.

How do you set up your high-potential programme and which factors are important for you? We are looking forward to hearing your thoughts on this.

Thank you to everyone that attended on the day.

  • Frazer Jones Germany were delighted to host their final HR Directors' Circle of the year in Frankfurt. The topic was “The highest high-potential program – developing tomorrow‘s CEOs” with Andreas Bosnjak from Siemens AG as our guest speaker.
  • Frazer Jones Germany were delighted to host their final HR Directors' Circle of the year in Frankfurt. The topic was “The highest high-potential program – developing tomorrow‘s CEOs” with Andreas Bosnjak from Siemens AG as our guest speaker.
  • Frazer Jones Germany were delighted to host their final HR Directors' Circle of the year in Frankfurt. The topic was “The highest high-potential program – developing tomorrow‘s CEOs” with Andreas Bosnjak from Siemens AG as our guest speaker.
  • Frazer Jones Germany were delighted to host their final HR Directors' Circle of the year in Frankfurt. The topic was “The highest high-potential program – developing tomorrow‘s CEOs” with Andreas Bosnjak from Siemens AG as our guest speaker.
  • Frazer Jones Germany were delighted to host their final HR Directors' Circle of the year in Frankfurt. The topic was “The highest high-potential program – developing tomorrow‘s CEOs” with Andreas Bosnjak from Siemens AG as our guest speaker.
  • Frazer Jones Germany were delighted to host their final HR Directors' Circle of the year in Frankfurt. The topic was “The highest high-potential program – developing tomorrow‘s CEOs” with Andreas Bosnjak from Siemens AG as our guest speaker.
  • Frazer Jones Germany were delighted to host their final HR Directors' Circle of the year in Frankfurt. The topic was “The highest high-potential program – developing tomorrow‘s CEOs” with Andreas Bosnjak from Siemens AG as our guest speaker.
  • Frazer Jones Germany were delighted to host their final HR Directors' Circle of the year in Frankfurt. The topic was “The highest high-potential program – developing tomorrow‘s CEOs” with Andreas Bosnjak from Siemens AG as our guest speaker.
  • Frazer Jones Germany were delighted to host their final HR Directors' Circle of the year in Frankfurt. The topic was “The highest high-potential program – developing tomorrow‘s CEOs” with Andreas Bosnjak from Siemens AG as our guest speaker.