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Honeywell International Hr

To build a world-class workforce that transforms how organizations operate by creating safer, more efficient, and sustainable businesses

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To build a world-class workforce that transforms how organizations operate by creating safer, more efficient, and sustainable businesses

Strengths

  • TALENT: Strong technical talent pipeline via university partnerships
  • DIVERSITY: 37% of global workforce are women, 38% US minorities
  • DEVELOPMENT: Robust learning platform with 1000+ courses
  • RETENTION: 92% retention rate for high-performing employees
  • GLOBAL: Established presence in 70+ countries enabling talent mobility

Weaknesses

  • DIGITAL: Limited HR analytics capabilities to drive talent decisions
  • AGILITY: Complex legacy systems slowing HR process efficiency
  • SKILLS: Gaps in emerging technology skills (AI/ML, quantum)
  • ENGAGEMENT: Below-industry engagement scores in R&D division
  • LEADERSHIP: Inconsistent people management quality across divisions

Opportunities

  • AI: Implement AI-powered talent acquisition and development tools
  • REMOTE: Expand flexible work options to access global talent pools
  • RESKILLING: Launch targeted upskilling in sustainability tech
  • GIG: Develop internal talent marketplace for cross-functional projects
  • PARTNERSHIPS: Establish more tech apprenticeship programs

Threats

  • COMPETITION: Tech giants offering 15-20% higher compensation packages
  • AGING: 28% of senior engineers eligible for retirement within 5 years
  • TURNOVER: Rising attrition rates in software engineering (18%)
  • COMPLIANCE: Increasing global regulatory complexity in employment
  • BURNOUT: Post-pandemic workplace stress impacting productivity

Key Priorities

  • DIGITAL: Accelerate HR analytics and AI-powered talent systems
  • SKILLS: Launch comprehensive reskilling in emerging technologies
  • RETENTION: Redesign compensation and benefits for critical roles
  • CULTURE: Build sustainable high-performance, inclusive workplace
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To build a world-class workforce that transforms how organizations operate by creating safer, more efficient, and sustainable businesses

DIGITIZE HR

Transform HR through analytics and AI capabilities

  • PLATFORM: Implement integrated cloud HRIS platform across 80% of global operations by Q4
  • ANALYTICS: Train 85% of HR team on people analytics tools with certification by Q3 end
  • AUTOMATION: Reduce administrative tasks by 30% through AI-powered workflow automation
  • INSIGHTS: Deploy predictive retention dashboards for 100% of business leaders by Q2 end
FUTURE SKILLS

Build critical capabilities for tomorrow's challenges

  • ASSESSMENT: Map skill gaps for 100% of technical roles against 3-year technology roadmap
  • ACADEMY: Launch digital skills academy with 25 learning paths for emerging technologies
  • CERTIFICATION: Achieve 1,500 new technical certifications in AI, IoT and cybersecurity
  • PIPELINE: Establish 5 new university partnerships focused on quantum computing talent
RETAIN TALENT

Create a compelling employee value proposition

  • COMPENSATION: Implement skills-based compensation model for 3,000 technical roles
  • CAREERS: Launch internal talent marketplace with 250+ cross-functional opportunities
  • FLEXIBILITY: Expand flexible work program to 85% of global workforce with 90% satisfaction
  • RECOGNITION: Deploy AI-powered recognition platform with 75% monthly active usage rate
ELEVATE CULTURE

Build inclusive, high-performance environment

  • LEADERSHIP: Certify 100% of people managers in inclusive leadership practices by Q3
  • WELLBEING: Achieve 80% participation in wellness program with 15-point NPS improvement
  • FEEDBACK: Implement continuous feedback platform with 70% bi-weekly usage by employees
  • COMMUNITY: Launch 50 employee resource groups with executive sponsorship globally
METRICS
  • ENGAGEMENT: Employee Engagement Index 85% (up from 78%)
  • RETENTION: High performer retention rate of 95% (up from 92%)
  • PRODUCTIVITY: Revenue per employee $325K (up from $295K)
VALUES
  • Integrity and Ethics
  • Inclusion and Diversity
  • Innovation
  • Customer Focus
  • Sustainable Growth
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Align the learnings

Honeywell International Hr Retrospective

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To build a world-class workforce that transforms how organizations operate by creating safer, more efficient, and sustainable businesses

What Went Well

  • TALENT: Successfully recruited 200+ software engineers despite market
  • PROGRAMS: Leadership development program achieved 92% completion rate
  • DIVERSITY: Increased women in leadership roles from 27% to 32% YoY
  • SAFETY: Reduced workplace incidents by 23% through enhanced training
  • BENEFITS: New wellness program resulted in 15% reduction in sick days

Not So Well

  • ATTRITION: Experienced 15% turnover in critical cybersecurity roles
  • COSTS: Recruiting expenses exceeded budget by 12% due to competition
  • ONBOARDING: New hire productivity lagging 25% below expectations
  • ENGAGEMENT: Employee satisfaction scores declined 5 points in Q4
  • PRODUCTIVITY: Remote work transition created inconsistent performance

Learnings

  • COMPENSATION: Need more agile compensation strategies for hot skills
  • FLEXIBILITY: One-size-fits-all policies don't work across all divisions
  • DEVELOPMENT: Career pathing clarity directly correlates to retention
  • TECHNOLOGY: Outdated HR systems significantly impede effectiveness
  • MEASUREMENT: Better people analytics leads to better business outcomes

Action Items

  • REVIEW: Conduct comprehensive total rewards analysis vs. competitors
  • IMPLEMENT: Deploy new skills-based talent acquisition platform by Q3
  • DEVELOP: Create cross-functional rotational program for high potentials
  • MODERNIZE: Replace legacy HRIS with cloud-based solution in 18 months
  • FORMALIZE: Establish quarterly talent reviews with business leadership
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To build a world-class workforce that transforms how organizations operate by creating safer, more efficient, and sustainable businesses

Strengths

  • FOUNDATION: Established AI Center of Excellence with 50+ specialists
  • LEADERSHIP: C-suite commitment to AI-driven people processes
  • PILOT: Successful AI recruitment screening pilot reduced time-to-hire 32%
  • DATA: Rich historical employee data across 130,000 global employees
  • EXPERTISE: Growing internal AI expertise in workforce planning

Weaknesses

  • INTEGRATION: Siloed HR systems limiting AI implementation
  • SKILLS: Only 12% of HR team has advanced analytics capabilities
  • ADOPTION: Low user adoption of previous HR technology initiatives
  • GOVERNANCE: Underdeveloped ethical AI frameworks and policies
  • INVESTMENT: Limited budget allocation for AI HR applications

Opportunities

  • PERSONALIZATION: AI-powered personalized learning experiences
  • PREDICTION: Predictive analytics for retention and performance
  • EFFICIENCY: Automate 40% of administrative HR tasks via AI
  • INSIGHTS: Real-time people analytics dashboards for managers
  • EXPERIENCE: AI chatbots for enhanced employee self-service

Threats

  • PRIVACY: Employee concerns about AI monitoring and data usage
  • RESISTANCE: Cultural resistance to AI-driven people decisions
  • COMPETITORS: Industry rivals deploying advanced AI HR solutions
  • BIAS: Potential algorithmic bias in AI talent management systems
  • REGULATION: Evolving regulatory landscape for AI in employment

Key Priorities

  • UPSKILL: Develop AI literacy and skills across the HR organization
  • PLATFORM: Integrate HR systems for comprehensive AI applications
  • ETHICS: Establish robust AI governance and ethics framework
  • EXPERIENCE: Deploy AI solutions focused on employee experience