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3M Hr

To build the diverse team that reimagines what's possible by becoming the most innovative and trusted company in our markets

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To build the diverse team that reimagines what's possible by becoming the most innovative and trusted company in our markets

Strengths

  • TALENT: Deep bench of technical talent across 51,000 employees globally
  • CULTURE: Strong innovation culture with 60,000+ patents globally
  • DEVELOPMENT: Robust learning programs with 87% employee participation
  • REPUTATION: Recognized as a top employer in multiple markets
  • BENEFITS: Comprehensive compensation packages above industry average

Weaknesses

  • RETENTION: Higher than industry average turnover in key segments
  • DIVERSITY: Underrepresentation of women and minorities in leadership
  • TRANSFORMATION: Slow adaptation to new workforce management models
  • ANALYTICS: Limited people analytics capabilities to drive decisions
  • SKILLS: Growing technical skills gaps in emerging technology areas

Opportunities

  • HYBRID: Implement leading hybrid work model to attract global talent
  • RESKILLING: Develop internal AI and digital transformation talents
  • ANALYTICS: Build predictive HR analytics for workforce optimization
  • AUTOMATION: Automate 40% of transactional HR processes by 2026
  • CULTURE: Strengthen innovative culture during ongoing transformation

Threats

  • COMPETITION: Intensifying talent war with tech companies for skills
  • DEMOGRAPHIC: Aging workforce with 24% eligible for retirement by 2028
  • EXPECTATIONS: Changing employee expectations on purpose and impact
  • SKILLS: Accelerating skills obsolescence due to technological change
  • REGULATION: Increasing global employment regulatory complexity

Key Priorities

  • CULTURE: Revitalize innovation culture aligned with transformation
  • TALENT: Implement strategic workforce planning for future needs
  • ANALYTICS: Build advanced people analytics capabilities
  • DEVELOPMENT: Create agile learning ecosystem for critical skills
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To build the diverse team that reimagines what's possible by becoming the most innovative and trusted company in our markets

CULTURE CATALYST

Revitalize our innovation DNA across the organization

  • ENGAGEMENT: Launch quarterly innovation pulse surveys achieving 85% participation and 7-point increase
  • RECOGNITION: Implement global innovation recognition program with 500+ submissions in first quarter
  • COLLABORATION: Create 15 cross-functional innovation teams tackling top business priorities
  • MEASUREMENT: Develop and deploy innovation index with baseline and 10% improvement target
TALENT FORWARD

Build the workforce of tomorrow, today

  • PLANNING: Complete strategic workforce planning for all business units identifying future skill gaps
  • RETENTION: Implement targeted retention program for top 250 critical talent, reducing attrition by 30%
  • DIVERSITY: Increase representation in leadership by 8 percentage points through accelerated development
  • ACQUISITION: Launch reimagined employer brand campaign driving 40% increase in qualified candidates
INSIGHT ENGINE

Transform HR into a data-driven strategic partner

  • DASHBOARD: Deploy executive people analytics dashboard with real-time insights for all leaders
  • PREDICTIVE: Implement predictive attrition model with 80% accuracy to identify retention risks
  • CAPABILITY: Train 100% of HR business partners on advanced people analytics applications
  • ROI: Quantify workforce investments with new measurement framework showing 3:1 return
SKILL ACCELERATOR

Build critical capabilities at unprecedented speed

  • DIGITAL: Launch digital skills academy with 5,000 employees completing advanced certification
  • LEADERSHIP: Implement new leadership model with 100% of managers trained in first 90 days
  • LEARNING: Deploy personalized AI-powered learning platform achieving 75% monthly active usage
  • INNOVATION: Create innovation capability program with 1,000 certified innovation champions
METRICS
  • Employee Engagement Index: 85% by EOY 2025
  • Critical Role Retention Rate: 92%
  • Innovation Capability Index: 78 (12-point increase)
VALUES
  • Innovation
  • Collaboration
  • Integrity
  • Diversity & Inclusion
  • Sustainability
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Align the learnings

3M Hr Retrospective

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To build the diverse team that reimagines what's possible by becoming the most innovative and trusted company in our markets

What Went Well

  • INNOVATION: Healthcare and safety business units showed strong results
  • TRANSFORMATION: Cost reduction initiatives achieved 103% of target goals
  • TRANSITION: Successful spinoff of healthcare business showing promising
  • SUSTAINABILITY: Exceeded carbon reduction goals by 12% ahead of schedule
  • DIVERSITY: Increased representation in management roles by 5 percentage pts

Not So Well

  • RETENTION: 15% increase in voluntary turnover among high-potential talent
  • ENGAGEMENT: Employee engagement scores decreased 7 points year-over-year
  • PRODUCTIVITY: Restructuring disrupted key work processes across divisions
  • READINESS: Leadership pipeline showed gaps for critical future positions
  • CULTURE: Change fatigue evident in organizational health metrics

Learnings

  • COMMUNICATION: Transparency during transformation is critical to trust
  • PACE: Need to balance speed of change with employee change readiness
  • CAPABILITIES: Strategic workforce planning must precede restructuring
  • LEADERSHIP: Middle management requires more change management support
  • METRICS: Leading indicators needed for workforce health during change

Action Items

  • ENGAGEMENT: Launch pulse survey system with 30-day feedback cycles
  • RETENTION: Implement targeted retention strategy for critical talent
  • DEVELOPMENT: Accelerate leadership capability building for new structure
  • ANALYTICS: Deploy predictive attrition model to identify flight risks
  • CULTURE: Create change champion network across all business units
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To build the diverse team that reimagines what's possible by becoming the most innovative and trusted company in our markets

Strengths

  • FOUNDATION: Strong data infrastructure across HR operations
  • LEADERSHIP: Executive commitment to AI transformation initiatives
  • PILOTS: Successful AI recruitment and onboarding pilots in progress
  • RESOURCES: Dedicated HR technology innovation team established
  • PARTNERSHIPS: Strategic tech partnerships with leading AI vendors

Weaknesses

  • SKILLS: Limited AI expertise within core HR teams globally
  • INTEGRATION: Fragmented HR systems limiting AI implementation
  • GOVERNANCE: Underdeveloped AI ethics framework for HR applications
  • ADOPTION: Low employee comfort with AI-enabled HR tools
  • STRATEGY: Lack of comprehensive HR AI implementation roadmap

Opportunities

  • EFFICIENCY: Automate 65% of administrative HR tasks with AI
  • INSIGHTS: Deploy predictive analytics for talent retention
  • EXPERIENCE: Enhance employee experience with personalized AI tools
  • UPSKILLING: Develop AI skills curriculum for HR professionals
  • INNOVATION: Create AI-powered innovation hubs within HR

Threats

  • ETHICS: Emerging ethical concerns around AI in employee decisions
  • RESISTANCE: Employee skepticism about AI-driven HR processes
  • COMPETITION: Competitors advancing HR AI capabilities faster
  • COMPLIANCE: Evolving global regulations on AI in employment
  • SECURITY: Data privacy risks in AI-powered HR applications

Key Priorities

  • ROADMAP: Develop comprehensive HR AI strategy and implementation
  • SKILLS: Launch HR team AI upskilling initiative across organization
  • EXPERIENCE: Prioritize employee-centric AI applications
  • GOVERNANCE: Establish robust ethical framework for HR AI use
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