customer focus people imperative to drive customer focus and service excellence, through sourcing...
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Customer Focus
People Imperative
To drive customer focus and service excellence, through sourcing the best and brightest talent while providing an inclusive environment which enables people to maximize their contributions in delivering the best products/servicesanywhere in the world.
Business Imperatives
Business Imperatives
Global Coverage and Local Strength
Integrated Capabilities and Broad Range of Solutions
People Imperatives
• Enabling the business to have the right supply of skilled people from around the globe to deliver world class performance in the geographies we serve.
• Maintaining an organizational infrastructure that enables collaboration and supports the pursuit of integrated solutions.
L & D Strategy
Business Imperatives
Our People and Business Expertise
Our Processes and Operational Excellence
People Imperatives
• Having a broad base of competitively advantaged skill sets which provide the capabilities to differentiate our products and services.
• Delivering consistency and productivity through commitment to standardizing management process best practices and measuring follow through.
L & D Strategy
Human Resource Strategy
Human Resource Mission
People Imperatives
Group Strategy
Group Mission
Business Imperatives
L & D Strategy
1. To provide dependable tools and processes for understanding the talent pipeline demands and progressing the associated actions.
2. To continuously seek to identify capability related barriers to success and drive remedies which stimulate innovative thinking and encourage collaboration.
3. To establish and maintain assessment, selection and development processes which enable the company to have the right skills, at the right place and at the right time.
4. To establish a one-look and one-way people development agenda that is aligned to the most vital business imperatives.
To provide dependable tools and processes for understanding the talent pipeline demands and progressing the associated actions.
Management Development and Succession Review (MDSR)
Comprehensive and integrated Performance Management Process
MDSR and PMP approach
STRATEGIC DRIVERS DELIVERED VIA
Globally Regionally
To continuously seek to
identify capability related
barriers to success and drive
remedies which stimulate
innovative thinking and
encourage collaboration.
Global Business Excellence
Program
Top Management forum
Business Academy
Campus
Leadership Challenge
programme
Young Leaders
programme
To establish and maintain
assessment, selection and
development processes which
enable Exel to have the right
skills at the right place and at
the right time.
Global Competency Model
and related applications for
selection and assessment
360 & Personal
Development Planning
Training & Development
Curriculum
To establish a one-look and one-way people development agenda that is aligned to the most vital business imperatives.
Company training interventions
- Such as Sales Academy Integrated global learning and
development curriculum
STRATEGIC DRIVERS DELIVERED VIA
Globally Regionally
Company training interventions
- Such as Sales Academy
1. To provide dependable tools and processes for understanding the talent pipeline demands and progressing the associated actions.
Percentage of openings filled utilizing the MDSR process against target
Number of short term (0-12 months) successors to critical roles
Percentage of internal/external hires against target
2. To continuously seek to identify capability
related barriers to success and drive
remedies which stimulate innovative thinking
and encourage collaboration.
International measures being evaluated to
determine fit into KPI reporting
Attainment of training measures on utilization
3. To establish and maintain assessment,
selection and development processes which
enable Company to have the right skills, at
the right place and at the right time.
Percentage of participation in 360 feedback
process
Percentage that have a Personal Development
plan in place
4. To establish a one-look and one-way people
development agenda that is aligned to the
most vital business imperatives.
Percent participation in Training against target
GOALS KEY PERFORMANCE INDICATORS
The regional and HR KPI reporting will use the same calculation methodology
Each measure will have an annual goal and be reported on a quarterly basis
The KPI results should be reported in a quarterly and year to date basis
KPI’s will be tracked and reported
Percentage of senior exec openings …..
Number of short term…..
Percentage of internal/external….
Using MDSR bench plan charts, for positions filled in the quarter, determine what percent used the successor identified on the bench plan
For critical roles (locally determined), how many of these have 0-12 month backfills
For all positions filled, calculate percentage that were internally/externally filled
% Participation in the 360 degree …..
% participation in training versus target
Determine % that have gone through the Exel 360 feedback process
For each training offering, determine the % of participation