Michael Salone Email & Phone Number

Isla, Isla, Malta

After many years working in HR, it was time to begin a new venturein historical Malta.

France / United States / Canada / Malta

3-6TY Software helps companies be "proud of the crowd" through our innovative social recognition, peer-to-peer talent identification and learning solutions. Our areas of expertise include=> Social Learning Strategies & Enterprise Talent Crowdsourcing=> Social Branding=> Collective Intelligence=> Corporate Universities=> Change Management & Communicationwww.3-6TY.com

Paris Area, France

The Boostzone Institute is a reference research and training institute on the future of the World of Work as it impacts corporations and their strategies.http://www.boostzone.fr/en/http://www.boostzone.fr/

Paris Area, France

Established award winning Corporate University in 2007 to provide a more cohesive approach to learning and development for the Group.Key accomplishments:- Achieved ISO9001 Certification for the university- Launched and deployed innovative video learning approach called AUtube (Alstom University Tube) where employees can upload videos that teach something to a colleague-Established university infrastructure with cost center approach. Mixed funding by Group, Functions and service users. -Implementation of 5 Regional Campuses (China, India, Brazil, US, Switzerland)-Development of Alstom Collaborative Way approach-Distance Learning, M-Learning and Self-Directed learning initiatives-Outsourcing of administration function to a managed service-Curricula design and communication (Leadership, Finance, HR, EHS, Sourcing, Project Management)- Recognised Education Provider certification by the Project Management Institute (PMI)-Events organised: Alstom Connection, PeopleQuest-Case Study on Alstom Turnaround in partnership with Insead-Head of cost cutting initiative for global training-Operations and technical training consolidation-Learning Management System (LMS) projectAWARDS:- Winner of "Prix de l'Initiative RH" (HR Initiative award) for AUtube project - Le Figaro . Hudson, June 2011. - "Best New Corporate University" - CorpU Xchange, May 2011- "Best Practices award - Alliances" for Partners Advisory Board approach - CorpU Xchange, May 2011.SPEAKING ENGAGEMENTS:TEGEP Learning and Development Association ConferenceIstanbul, Turkey, Dec 2013Speexx, Reality ExchangeBerlin, Germany Dec, 10 20132nd Annual Global Learning AcademyJohannesburg, South Africa 14-16 Sept 2011iVentive Training & Development, Executive Knowledge Exchange London 7-8/6/2010Stategic Account Management Association (SAMA)Pan–European Conference 2011Paris 15/3/2011

Reporting directly to the Senior VP Human Resources shortly after his arrival to Alstom. Objective was to establish the main methodologies and processes to aid in the recovery of the Group. Key accomplishments:- Consolidate and communicate on new Alstom Values: Trust – Team – Action- Cost cutting where “nice-to-haves” existed (unnecessary languages, LMS…).- Global re-launch of HRIS system (PeopleSoft) under mandatory guidance- Established University Recruitment approach- Assessment of top 500 managers- Re-design of People Review system- Redployment of Performance Management process worldwide - Implementation of Alstom Know-How (competency) structure- Branding of HR – “It’s All About People” - Designed and deployed new “HR Commitments”- Deployment of e-Learning module for new hires Alstom Discovery Tour- Events organised: numerous Ways of Working workshops; two global HR Conferences

INFORMATION SOLUTIONS SEGMENT - ALSTOM TRANSPORT SECTOR - PARIS, FRANCEReporting directly to the ALSTOM Transport Deputy President, this interim position was taken during the extensive search for a full-time replacement in addition to the my position above. The Information Solutions Segment, developers of Signaling, Automatic Train Control, Passenger Information Systems, and other technologically advanced control systems, employees 5,000 employees internationally. Main responsibilities during this period have been to reorganize the Segment, re-evaluate processes, and restructure.

Reporting directly to the Transport Senior V.P. Human Resources, this position was responsible for the strategic planning and implementation of learning and development policies for this 4.4 billion euros in sales, 28,000 employee Sector. The Learning & Development Competency Centre was created with the aim of combining resources, reducing costs, and better servicing our clients. Responsible for: Leadership Development Centres, e-Learning initiatives, succession planning, High Potential Development Centres, coaching, development planning, performance management, e-HR initiatives, recruitment benchmarking, and all worldwide Learning programmes. Development of the Transport Leadership Programme, Employee Referral initiative and web-based Exit Interviews. Reduced training costs by 500k Euro in first year. Due to success of the Competency Centre,ALSTOM Corporate decided to transfer the ALSTOM Learning Institute to be under my direction.

ALSTOM COUNTRY NETWORK - PARIS, FRANCEReporting directly to the Senior Vice President, this International Sales organisation is responsible for sales and relationship building in over 60 countries with a headcount of more than 700 employees. Main tasks were to restructure the workforce as a result of the formation of ABB ALSTOM Power and create a common Human Resources organisation. Implementation of Succession and Management Development programmes. Also Project leader for first ALSTOM-wide e-Learning initiative for Performance Management.

ALSTOM ENERGY SECTOR - PARIS, FRANCEReporting directly to the Senior Vice President Human Resources. The Energy Sector had revenues in excess of 2.3 billion Euros and a worldwide population of 22,500 employees. Was responsible for the creation and implementation of management and organisation development programs. The company announced the creation of the world’s largest Power Generation company with the signing of a joint venture with ABB. Accomplishments include: - Implementation of first ALSTOM-wide Performance Management System- Member of ABB ALSTOM Power HR Integration team- Design of first cross-Sector Human Resources Development Programme- Development of Energy Financial Community Learning System- Creation of Energy level Career Committee succession planning

Reporting to VP with worldwide responsibility for all aspects of human resources for this $700 million, 1700 employee Marine Seismic business. Identified and developed HR strategies to help the business achieve the division goals. Challenges include all aspects of international recruitment, compensation, benefits, communications and employee relations. Travel extensively to three main regional offices: Europe and Former Soviet Union, Asia, and North America as well as to 24 sea-based vessels. Address Crewing issues and implemented Marine Training programs around the world. Spearheaded strategic initiatives to address the following: - Severe shortages of a qualified labour pool- International cultural and gender diversity issues- Non-traditional methods to incent vessel crews- Succession planning at executive and crew levels

A $13.7 billion multi-platform technology company employing over 80,000 people in more than 100 different countries. For more information, please see: http://www.slb.com

SCHLUMBERGER TECHNOLOGIES, ELECTRONIC TRANSACTIONS, SMART CARDS & SYSTEMS, NORTHAMERICA - MOORESTOWN, NJ, USANorth American headquarters of Start-Up division with responsibility for the sales, marketing, engineering and production of smart cards and systems in the North American market. As a member of the Executive team, held strategic responsibility for HR initiatives at three manufacturing and development sites. Projects included the 1996 Summer Olympics, Parking & Transit installations in major metropolitan areas, and implementation of SIM and GSM Telecom products. Major accomplishments included:- Development and implementation of strategic policies and procedures for two separate acquisitions, allowing for the successful integration of 500 employees in multiple sites.- Succession Planning- Group Relocation

SCHLUMBERGER INDUSTRIES, WATER METER DIVISION - TALLASSEE, AL, USA Responsible for all human resource functions for 700 employee, $130 million manufacturing division, including: budgeting, manpower planning, recruitment, healthcare management,employee relations, field service and sales operation management, organizational development and union avoidance. Coordinate training, TQM, and communication activities. - Developed and implemented a successful union avoidance strategy at Hartford, CT field location.- Was a driving force in maximizing diversification of the workforce.- Responsible for meeting & exceeding compliance requirements in a highly volatile HSE atmosphere.- Served on Schlumberger Ltd. North American Relocation Policy team.

SCHLUMBERGER MONTROUGE RESEARCH (SMR) - PARIS, FRANCEResponsible for the dissolving of a research center, successfully coordinated the transfers of the engineering staff from France to the U.S., and relocated remaining scientists to various operating units.- Successfully negotiated with the union all pre-transfer conditions.- Developed and implemented guidelines, timetables, and budget for smooth transition.- Designed and oversaw the cultural, spousal, vendor, and relocation training program.- Oversaw immigration procedures for 6 different nationalities transferring to the U.S.

SCHLUMBERGER INDUSTRIES, WATER AND GAS WORLD HEADQUARTERS - PARIS, FRANCE Reported to the Director of Personnel and responsible for expatriation, staff development, staff acquisition, and pension issues for over 7,500 employees worldwide. - Coordinated Schlumberger staff development program for European divisions.- Integrated newly acquired divisions in Germany and Italy.- Managed expatriation of employees between units and countries.

SCHLUMBERGER INDUSTRIES, MEASUREMENT DIVISION - GREENWOOD, SC Oversaw all Human Resources activities for this 250 employee, $28 million industrial meter manufacturing division. Responsible for taking aggressive measures aimed at turning a profit at this division. Results included Partnership Purchasing program, ISO9001 certification, andreturn to profitability.- Reduced recruitment costs by 50%.- Reduced employee turnover by 10%.- Successfully Implemented Self-Directed Work Teams.- Instituted Team Merit Incentive Program.

SCHLUMBERGER INDUSTRIES, FAIRCHILD WESTON SYSTEMS, INC. - SARASOTA, FL, USA (now part of L-3 Communications)Coordinated all staffing activities at this 900 employee, $110 million employee defense related, high technology manufacturing facility. Responsible for policy and proceduredevelopment, university relations and job fair participation, agency negotiations, relocation issues, manpower and succession planning.

Ms, Human Resource Management

Bs, Psychology

Diploma, General