investing in people building a learning organization (2.1)01
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Investing in People
Building a Learning Organization
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PeopleProcess
Platform
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 needsDeliver services to meet immediate needs while ensuring long-term benefitUnderstand the business environment in which clients operate and provide solutions that are aligned
Result Orientation
Set challenging goals Focused on the achieving end results with a strong sense of urgencySustained energy and determination in the face of obstacles
Team work & Collaboration
Cooperate with different stakeholders across cultures and organizational boundaries to achieve shared goalsTreat others with dignity and respectMaintain a friendly demeanor and value the contributions of others
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Core Competencies
Process Orientation
Manage tasks so they lead to accomplishmentsLook for ways to improve quality, efficiency, effectiveness and generate valueDiscover incremental improvements in work processes and results
Flexibility & Openness to
Change
Accept change and adapt to ambiguityAdjust behavior in light of new information, changing situations, people or environmentsDo not be disconcerted or stopped by the unexpected
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Leadership Competencies
Business Orientation
Discover new ways of improving business performance while understanding root causesThink strategically, identify opportunities, and take measured risksPersist in efforts to leverage opportunities, taking along team members in the endeavorsIdentify opportunities for process and financial improvement using financial data
People Development
Provide a supportive environment for enhanced performance and professional growth of othersLead, mentor, encourage, inspire, and support individuals to realize their full potentialDelegate 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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