SWOT
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Deere Hr

To build a world-class talent ecosystem that enables agricultural innovation by empowering people to revolutionize how we feed, fuel, and build a better world.

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Align the strategy

Deere Hr SWOT Analysis

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To build a world-class talent ecosystem that enables agricultural innovation by empowering people to revolutionize how we feed, fuel, and build a better world.

Strengths

  • TALENT: Strong employer brand in agricultural sector
  • CULTURE: Well-established values-driven organizational culture
  • TRAINING: Robust leadership development programs
  • RETENTION: Lower than industry average turnover rate (11%)
  • BENEFITS: Comprehensive compensation and benefits packages

Weaknesses

  • DIVERSITY: Insufficient representation in leadership positions
  • TECH: Outdated HR systems requiring significant modernization
  • SKILL: Digital talent gaps in emerging technology areas
  • GLOBAL: Inconsistent HR practices across geographic regions
  • ANALYTICS: Limited workforce analytics capabilities

Opportunities

  • DIGITAL: Adoption of AI/ML for talent acquisition & development
  • REMOTE: Expanded talent pool through flexible work arrangements
  • UPSKILLING: Developing internal technology capabilities
  • PARTNERSHIPS: Educational collaborations for talent pipeline
  • ESG: Strengthening sustainability initiatives to attract talent

Threats

  • COMPETITION: Intensifying war for technical talent
  • AGING: Significant portion of workforce nearing retirement
  • REGULATION: Evolving labor laws across global operations
  • PERCEPTION: Agricultural sector viewed as less innovative
  • ECONOMY: Recession risks affecting recruitment capabilities

Key Priorities

  • TECHNOLOGY: Modernize HR systems and analytics capabilities
  • TALENT: Build digital and technical skills pipeline
  • DIVERSITY: Accelerate DEI initiatives across all levels
  • CULTURE: Evolve employer brand to attract next-gen talent
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Align the plan

Deere Hr OKR Plan

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To build a world-class talent ecosystem that enables agricultural innovation by empowering people to revolutionize how we feed, fuel, and build a better world.

DIGITAL TRANSFORM

Revolutionize HR through intelligent technology

  • PLATFORM: Implement integrated AI-ready HR system with 95% data migration by Q4
  • ANALYTICS: Launch HR insights dashboard with predictive capabilities used by 100% of managers
  • AUTOMATION: Achieve 40% reduction in administrative tasks through intelligent process automation
  • ADOPTION: Reach 85% technology utilization rate across all HR functions and regions
TALENT POWERHOUSE

Build future-ready workforce for innovation

  • TECHNICAL: Increase digital talent pool by 30% through targeted acquisition and upskilling
  • PIPELINE: Establish 5 new educational partnerships yielding 100+ technical hires annually
  • DEVELOPMENT: Enable 75% of workforce with critical future skills through learning pathways
  • RETENTION: Improve technical talent retention to 90% through personalized growth plans
DIVERSITY ACCELERATE

Create inclusive culture driving innovation

  • REPRESENTATION: Increase diverse leadership representation by 15% at all management levels
  • ACCOUNTABILITY: Implement DEI metrics tied to performance evaluations for 100% of leaders
  • BELONGING: Achieve 80% positive score on inclusion index across all employee demographics
  • EXPANSION: Launch 5 new ERGs with executive sponsorship and measurable business impact
CULTURE EVOLUTION

Reimagine workplace for next generation

  • EXPERIENCE: Redesign employee journey with 90% satisfaction rating across key touchpoints
  • BRAND: Increase employer brand strength by 25% in key digital talent markets
  • FLEXIBILITY: Implement hybrid work model reaching 90% favorability among employees
  • SUSTAINABILITY: Integrate ESG goals into talent management reaching 100% of employees
METRICS
  • ENGAGEMENT: Employee Engagement Index of 85%
  • TALENT: Digital skills coverage at 75% of identified critical roles
  • EFFICIENCY: HR operational cost reduction of 20% through AI automation
VALUES
  • Integrity: Conducting business ethically and honestly
  • Quality: Delivering superior products and services
  • Commitment: Keeping promises and following through
  • Innovation: Creating breakthrough solutions
  • Talent Excellence: Developing extraordinary people
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Align the learnings

Deere Hr Retrospective

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To build a world-class talent ecosystem that enables agricultural innovation by empowering people to revolutionize how we feed, fuel, and build a better world.

What Went Well

  • PERFORMANCE: Record Q1 2023 net income of $2.86B reflected HR's support
  • PRODUCTIVITY: 12% increase in production efficiency linked to training
  • ENGAGEMENT: Employee satisfaction scores increased by 7 percentage points
  • RETENTION: Critical talent retention improved 8% in engineering division
  • DEVELOPMENT: Leadership pipeline expanded with 35% more high-potentials

Not So Well

  • RECRUITMENT: Hiring goals missed by 15% for specialized tech positions
  • DIVERSITY: Only 2% increase in underrepresented groups at senior levels
  • SYSTEMS: HR technology implementation delays affected data accessibility
  • COSTS: Talent acquisition costs increased 11% above projected budget
  • TURNOVER: 22% turnover rate in digital roles exceeded industry average

Learnings

  • COMPETITIVE: Need stronger value proposition for technical talent market
  • INTEGRATION: Must better align HR strategy with digital transformation
  • ANALYTICS: Data-driven decision making requires improved capabilities
  • FLEXIBILITY: Work models need evolution to meet changing expectations
  • ACCELERATION: Transformation timeline too conservative for market pace

Action Items

  • TECHNOLOGY: Implement integrated HR platform with AI capabilities by Q4
  • SKILLS: Launch digital talent acquisition and development strategy by Q3
  • DIVERSITY: Establish accountability metrics tied to leadership incentives
  • EXPERIENCE: Redesign employee journey with focus on digital enablement
  • ANALYTICS: Build HR analytics center of excellence with dedicated team
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Drive AI transformation

Deere Hr AI Strategy SWOT Analysis

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To build a world-class talent ecosystem that enables agricultural innovation by empowering people to revolutionize how we feed, fuel, and build a better world.

Strengths

  • LEADERSHIP: Executive commitment to AI transformation
  • FOUNDATION: Initial AI implementation in recruitment processes
  • DATA: Rich historical employee performance data for analysis
  • PARTNERSHIPS: Strategic tech partnerships for HR solutions
  • INVESTMENT: Dedicated budget for HR technology modernization

Weaknesses

  • SKILLS: Limited internal AI/ML expertise in HR function
  • INTEGRATION: Siloed HR systems creating data fragmentation
  • ADOPTION: Uneven technology acceptance across HR teams
  • GOVERNANCE: Underdeveloped AI ethics and governance framework
  • INFRASTRUCTURE: Legacy systems limiting advanced analytics

Opportunities

  • RECRUITMENT: AI-powered talent acquisition and matching
  • PERSONALIZATION: Customized learning and development paths
  • PREDICTIVE: Analytics for workforce planning and retention
  • AUTOMATION: Streamlined HR operations through intelligent tools
  • EXPERIENCE: Enhanced employee experience through AI assistants

Threats

  • PRIVACY: Data protection concerns with AI-driven HR processes
  • RESISTANCE: Employee skepticism about AI in talent decisions
  • BIAS: Algorithmic bias reinforcing existing inequities
  • REGULATION: Evolving compliance requirements for AI in HR
  • COMPLEXITY: Implementation challenges across global operations

Key Priorities

  • CAPABILITY: Develop AI expertise within HR teams
  • SYSTEMS: Implement integrated AI-ready HR platform
  • ETHICS: Establish robust AI governance and ethics framework
  • EXPERIENCE: Deploy AI to enhance employee experience