By 2030 eThekwini will be Africa’s most caring and liveable city

ETHEKWINI MUNICIPALITY TALENT MANAGEMENT LEARNING EXCHANGE

ETHEKWINI DRAFT TALENT MANAGEMENT POLICY

14 JUNE 2017

By: Ashlesha Singh

OVERVIEW

Definition of Talent Management

Policy Framework

Benefits of Talent Management

Value Add to Talent Management Processes

Monitoring and Evaluation

DEFINITION OF TALENT MANAGEMENT

Talent Management is the proactive design and implementation of an integrated talent driven organisational

strategy directed to attracting, developing, engaging and retaining talent requirements as outlined in the workforce plan

in order to ensure organisational sustainability and competitiveness

• Purpose: To provide the strategic framework for the management of talent within eThekwini Municipality in order to ensure the right people with the right skills are in the right roles at the right time to deliver the eThekwini 2030 vision of eThekwini being Africa’s most caring and liveable City as well as the IDP.

• Scope: All employees, management, MCPs and scarce skill posts. Excludes Section 56 and 57 employees

• Legislative framework: -The Employment Equity Act, 1998 (Act No 55 of 1998) as amended; -The Skills Development Act, 1998 (Act No 97 of 1998);-The Municipal Systems Act, 2000 (Act No 32 of 2000);-COGTA Regulations-Competency Frameworks for local government occupational streams-The Health Profession’s Council of South Africa’s List of Tests classified as Psychological Tests-The Health Profession’s Council of South Africa’s (HPCSA) Ethical Rules of Professional Conduct for Practitioners registered under the Health Professions Act (Act 56 of 1974)

POLICY FRAMEWORK

BENEFITS OF TALENT MANAGEMENT

Improved Service Delivery

Reduction of costs (recruitment costs, re-training, relocation costs and lost productivity)

Higher morale resulting in an engaged workforce working in a high performance culture

Motivated employees following a progressive career path in line with aspirations and organisational objectives

Fairness and consistency through scientific measurement, development and monitoring of talent

Higher retention rate of talent

BUILDING THE WORKFORCE PLAN

• Required organisational structures, systems, policies processes and infrastructure

OrganisationalCapability

• Talent available internally and sourcing of external talent where required-People Capability

• COGTA Competency Framework for local government occupational streams

• Backbone of Talent Management to inform and integrate all HR processes

Competency Profiling

INTEGRATION OF TM WITH HR PROCESSES

• Talent pools of potential successors and levels of readiness

• Strategic, focused career growth oppurtunities in line with organisationscorecard

• Oppurtunities for skills development

• KPAs

• Identification of HIPOS, key performers and underperformers

• Employee Engagement

• Job descriptions

• Progression Circulars

• Reward and Remuneration

• Employment Equity targets

• Social Media platforms

• Job Adverts

• Psychological Assessments

• Work sample tests

• Competency based interviewing

• EVP

Recruitment & Selection

Performance Management; Employee Wellness Compensation Management

Succession Planning

Career Pathing;

Training and Development

TALENT MANAGEMENT & COMPETENCY PROFILING

Talent Module on ResourceLink- Addressing all aspects of the employee lifecycle, not just at a single point in time

BUILDING A WORKFORCE PLAN- (A)PERFORMANCE BY DESIGN

STRATEGY

• Revisit our City Manager’s and Strategic Committees scorecard and how it aligns with eThekwini’s vision, mission, values and strategic objectives

• Identify desired performance and what these standards are aligned to (required competencies). Identify current gaps in meeting strategic objectives.

CHANGE MGMT

• Engage relevant stakeholders on and input towards competency profiling, levels and descriptors, KPI Index for posts, performance contracting, appropriate performance management behavioural indicators, moderation training for moderators, review of performance reward schemes, enabling technology and monitoring and evaluation mechanisms- Focus on competency profiling for mission critical, scarce skill and leadership positions first

APPROVAL OF POLICY & WORKSHOP

• Revise Performance Management Policy in light of what has been agreed upon and submit to Policy Committee and EXCO for further amendment and approval.

• Once approved, TM & HR to workshop and communicate the revised Policy to staff and host relevant PM training sessions and moderator training

COMPETENCY PROFILING

• Working Group to pilot competency profiling for Units (TM, EMA, R&OD, ODCM, GRADING and LINE). Identify successes, challenges and the way forward. Modify implementation strategy for continuous improvement. Create competency libraries and rollout to the rest of the Municipality.

(B) MANAGE BENEFITS & REWARDS

Leadership of eThekwini Municipality to decide on the applicability and adoption of Total Rewards Strategy. Benchmark short term, long term and non-financial incentives plan to differentiate it and improve it.

Remuneration benchmarking- Define market, jobs and compensable factors. Benchmark report to include details such as cash compensation, benefits summary, similar profiles, and attributes affecting pay.

Rewards Optimisation Survey-Employee perceived high and low values placed on reward offerings, perks, new programs to offer distinctive value and enhance brand strength, knowledge about benefits

Currently, retention rate high but attraction rate low. Possibly due to poor morale within organization. Benchmark A&R strategies- Investigate “Quality of Life” rewards strategy for employees within the City of Cape Town

TALENT ACQUISITION: TALENT ATTRACTION

Employee Value Proposition- Values, Organisational Culture and Ethics questionnaire with ODCM

• Research-Benchmarked VOCE in public and private sector. Seek to obtain employee and management current VOCE perceptions and priorities quantitatively (survey) and qualitatively (Focus groups). Analyse data on current perceptions and priorities.

• Design- Develop a credible EVP that showcases eThekwini’s strengths

• Implement- Introduce and promote EVP and identify improvement opportunities

• Measurement- Implement consistent tracking mechanisms to measure impact of EVP improvements

Strategic Recruitment- strategic alliances with universities, technikons, schools, to offer learnerships and bursaries, LinkedIn, Facebook, Twitter showcasing eThekwini EVP and advertising posts

TALENT ACQUISITION: TALENT ATTRACTION AND RECRUITMENT

Strategic Recruitment-strategic alliances with

universities, technikons, schools, to offer learnerships

and bursaries, LinkedIn, Facebook, Twitter

showcasing eThekwini EVP and advertising posts

Psychometric Assessments and work sample tests

(competency based)

Competency based interviews

Identify ROI from onboarding process

TALENT DEVELOPMENT

Development needs and ILPs identified via performance appraisals and psychological assessments (performance and potential-ability, aspiration, motivation, engagement, EQ, leadership competencies).

Individual Learning Plan addresses performance development for current job and career development in ready for succession

Utilise creative learning and development oppurtunities for differentiated talent

EMA to assign courses from WSP and source courses externally in initial stages of competency profiling. Assign when needed

Creation of competency based career paths in line with organisational strategy.

TALENT DEVELOPMENT

HR ASSESSMENT AND DEVELOPMENT

1. Scope:• HR Service Offerings• HR Approach to service delivery• Competencies of the HR Team (SABPP HR Competency Model)

2 . Structure: • Participants rate how HR is performing on these attributes and rate their relative

importance

3. Stakeholders: • Leaders and HR to identify areas where priorities are misaligned

Enables identification of highest priority oppurtunities to improve HR performance where it matters most to organisational success

• Funding of professional registrations with SABPP to improve HR professionalism and credibility as a business partner with Line

• HRBP Masterclasses- Elevating talent management in HR practice

TALENT DEVELOPMENT

LEADERSHIP ASSESSMENT AND DEVELOPMENT

360 Degree Assessment (Supervisors, peers, direct reports and other colleagues)

Business & Financial Acumen; Analytics and Decision-making; Creating & Conceptualising; Persuasive Leadership & Communication; Strategic Stakeholder Management; Organising & Executing;Adapting and Coping; Delivering Results; Team Development;

Identifies HIPOs, pinpoints leadership gaps, improves leadership programmes, plan successions

LeadershipTransition Accelerator(Measures and obtains objective stakeholder feedback on the new leader’s function, performance, potential, strategy and culture

Functional Performance-Operations and Team Understanding; Team Potential-Competencies and Engagement; Current Strategies- Clarity, Correctness & Achievability; Organisational Culture

Assists new leaders in identifying what they are doing well vs what they can push to later in their tenure; make better decisions based on ojective feedback; earn stakeholder trust

TALENT RETENTION

TALENT ENGAGEMENT

Meaning of Work

Recognition and care

Autonomy and

Patience

Flexibility

Stress Management

Stay-In Interviews

MONITORING AND EVALUATION

LineTransform organisational

culture to embrace Talent Management as a

way of life

Ensure implementation of Talent Management Policy and Processes

Talent Management

Subject Matter Experts on Talent Management

Educate Line and HR on Talent Management

HR

Effective business partners with Line, providing guidance,

highlighting benefits and success of Talent

Management

Ensure objectivity and fairness in TM process whilst monitoring and

reporting on TM activities

By 2030 eThekwini will be Africa’s most caring and liveable city

THANK

YOU!