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Tokio Marine fuels HR transformation
About Tokio Marine HCC
Transforming HR by building new skills
Transforming HR
Tokio Marine HCC built a philosophy around One HR to unify its HR practices across multiple entities and large geographical footprint. The approach was designed to make HR more responsive to business needs.
“We built depth over a 9-year period in our centers of expertise, like talent acquisition, compensation, L&D, and organizational development. We also ensured that HRBPs were the primary relationship owners aligned to each business unit,” said James Smalley, chief learning officer @Tokio Marine HCC.
“Our goal was to evolve to the point we were not just responding to business leaders, but bringing human capital insights and business intelligence to them.”
New ways of working
In order to deliver on the next phase of its transformation, Tokio Marine HR would implement a new, common HRIS. Upskilling was identified as the crucial component for success.
“It was a significant change from a cultural and workflow perspective, and also from a capabilities perspective,” explained James. “Automating daily transactional tasks, and proactively dealing with the business meant understanding both who to equip and how to equip them for that transition.”
In addition, the organization knew there would be exponentially disruptive technologies on the horizon and wanted to future-proof the HR professionals whose skill sets continued to be relevant and crucial for the next 5-10 years.
“We wanted to give HR the tools to be competent and confident in strategic, value-added work.”
Sustaining momentum with continuous development
Breaking down silos
AIHR worked with Tokio Marine to develop a persona-based approach that built on their strategic plan. Personas were mapped to the T-Shaped Competency Model to prioritize the necessary skills for the business environment.
“We work with a mantra as common as possible as different as necessary,” said James. “AIHR’s T-Shaped Competency Model complimented how we work today and how we wanted to work in the future.”
A tiered curriculum was built for each persona with an overlap in analytics, consultation, and business acumen to reinforce a common language. This approach fostered understanding between personas and information sharing across roles, functions, and seniority in an agile business environment
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Establishing continuous development
Tokio Marine ensured that COEs and HRBPs were fully supported to manage change and step up to the plate, but the journey has just begun. They will spend another 18 months on organizational learning and coaching.
The plan for continuous development moved into phase two with a focus on senior leaders and front line managers, including a deeper dive into COE skills and the impact of AI.
“We have to continue to learn, hone our skills, and prepare for a radically different future,” said James. “Culturally we reinforce the importance by encouraging learners to set time each week for the program as a part of work in support of
the business.”
“AIHR’s thought leadership and HR persona-based approach was key to our partnership and success.”
James Smalley, Chief Learning Officer at Tokio Marine HCC
Becoming true HR advisors and partners to the business
Proactive, confident partners
AIHR’s approach gave Tokio Marine’s HR team a common way of looking at challenges and opportunities, and a common language with which to tackle them.
“We’ve come from a world where HR simply responded or reacted,” said James. “Our team is now proactively using the business acumen and analytical skills they developed within the courses as a framework for discussions, and business leaders are wowed.”
Excited learners
One of the most gratifying aspects of the transformation was seeing previous siloes break down and the culture of learning take hold.
The team shares their most used resources from AIHR’s Resource Library and stays up-to-date on trends with the mini courses.
“People are diving in,” noted James. “They love the courses. Participants have taken courses outside of their expertise to better understand other functions.”
Other companies that trusted AIHR in their transition
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Do you recognize the need for upskilling your HR Team and are ready to set them up for success with a team plan? Simply request a price quote via the form. Or let’s have a chat in case you still have any questions.
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