investing in people building a learning organization (2.1)
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Investing in People
Building a Learning Organization
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People
Process
Platf
orm
3P Strategy
3 Pillar Approach
The Canvas
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HR Audit by KELSA
Organic Renewal Plan
‘Check point’ Rollout
Hi-Performance
Culture
Our Path
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Process-Driven Delivery
Work Force Development
People-Led Business Planning &
Performance Management
• CCS Model• Adopting Best
Practices• Promoting Ownership
• LDI• Competency
Framework• Banding Framework• Sharing Best
Practices• Shared Business
Vision• Vision led programs• Business Plan tied
with goals
Implementation Landscape
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We Deliver
We Connect
Knowledge Sharing
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Associate
Senior Associate
Specialist Supervisor
Senior Specialist Manager
Consultant Leader
Technical /
Professional
Managerial
Meaningful Career Paths
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Competency FrameworkCore•Customer Orientation•Result Orientation•Teamwork and
Collaboration•Process Orientation•Flexibility & Openness to
Change
Leadership•Business Orientation•People Development
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Core Competencies
Customer
Orientation
Ability to anticipate customer needs
Deliver services to meet immediate needs while ensuring long-term benefit
Understand the business environment in which clients operate and provide solutions that are aligned
Result Orientati
on
Set challenging goals
Focused on the achieving end results with a strong sense of urgency
Sustained energy and determination in the face of obstacles
Team work
& Collabor
ation
Cooperate with different stakeholders across cultures and organizational boundaries to achieve shared goals
Treat others with dignity and respect
Maintain a friendly demeanor and value the contributions of others
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Core Competencies
Process Orientati
on
Manage tasks so they lead to accomplishments
Look for ways to improve quality, efficiency, effectiveness and generate value
Discover incremental improvements in work processes and results
Flexibility &
Openness to
Change
Accept change and adapt to ambiguity
Adjust behavior in light of new information, changing situations, people or environments
Do not be disconcerted or stopped by the unexpected
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Leadership Competencies
Business Orientati
on
Discover new ways of improving business performance while understanding root causes
Think strategically, identify opportunities, and take measured risks
Persist in efforts to leverage opportunities, taking along team members in the endeavors
Identify opportunities for process and financial improvement using financial data
People Develop
ment
Provide a supportive environment for enhanced performance and professional growth of others
Lead, mentor, encourage, inspire, and support individuals to realize their full potential
Delegate fully so that individuals are empowered and given the right opportunities, support and resources to grow and to take on more responsibility
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2012 Secova, Inc. All rights Reserved
Competence Levels & MappingCustomer Orientation for example:
Beginner
•Responds to client requests
•Does not always anticipate needs
Proficient
•Anticipates and adapts to client needs
•Proposes new, creative, and sound alternatives
Advanced
•Fosters a client-focused culture
•Balances between customer needs and organizational constraints
Expert
•Ensures services are strategically aligned with current and future needs
•Becomes an advisor for the client and is part of their decision making process
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Set Goals
Review Performance against Goals
Review Competency Expectations
Summarize Overall
Performance
Discuss Aspirations & Development
Employee Development
Plan
Link to Business objectives:• Financial / Organizational goals• Client Expectation• Employee Goals
Training & Organizational Development Initiatives
Client Feedback
Performance Management
Succession Planning
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The Painting
Employee Engagement
Employee Connect programs Employee
Development programs
Rewards & Recognition
Knowledge sharing
sessions
Employee Delight
Customer Delight
Relentless drive towards process
efficiency
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