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SELECTION – DEVELOPMENT – UTILISATION

SELECTION – DEVELOPMENT – UTILISATION . DONG Energy is one of the leading energy groups in Northern Europe. We are headquartered in Denmark Approximately 6.000 employees Our business is based on procuring, producing, distributing and trading in energy and related products in Northern Europe.

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SELECTION – DEVELOPMENT – UTILISATION

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  1. SELECTION – DEVELOPMENT – UTILISATION

  2. DONG Energy is one of the leading energy groups in Northern Europe • We are headquartered in Denmark • Approximately 6.000 employees • Our business is based on procuring, producing, distributing and trading in energy and related products in Northern Europe

  3. DONG Energy's vision is to produceclean and reliableenergy 15 / 85 50 / 50 85 / 15 From black to green energy Green Energy 2006 2020 2040

  4. Our strategy demands for a major transformation… Extensivegrowthincreaseourorganisationalcomplexity  Expansion of ourgeographicalfootprintlaysfocus on ourcompetitiveness Weneed new capabilitieswhilefacing aggressive competition for scarce human ressources

  5. DONG Energy Leadership Performance & Development

  6. High Potential in DONG Energy & Stand Out Fit In Meets DONG Energy Values & is a role model Shows exceptional results & high potential

  7. The purpose: To accellerate the process of turning potential into performance Selection Development Utilisation

  8. Selection

  9. Selection Criteria are official - process confidential Open dialouge managers & HIPOT Weak pipeline Strong pipeline Closed Transparent Structured Search Unstructured Search

  10. Selection Weak pipeline Strong pipeline Closed Transparent Objective criteria; performance measurements, evaluation of potential and assessment. Result is confirmed at people review. Structured Search Unstructured Search Subjective Objective

  11. Selection Weak pipeline Strong pipeline Closed Transparent Structured Search Unstructured Search Subjective Objective Line managers key role in identifying candidates. Line manager nominates and BU management team approve. Decentral Central

  12. Overview of the People Review Process Step 4: Action Plan Individual and Team Action Plans to ensure follow-up Step 3: High Potentials & Successors Overview of employees who are ready to take on a greater responsibility Step 2: Potential Potential is defined as promotability Step 1: Performance Performance is defined as the combination of business results and leadership behaviour

  13. Development

  14. Selection Development Utilisation HIPOTs difficult and costly to replace, BUT main purpose is creating a pipeline of high potentials, retention is a positive side-effect. Weak pipeline Strong pipeline Closed Retention Development Transparent Structured Search Unstructured Search Subjective Objective Decentral Central

  15. Selection Development Utilisation Weak pipeline Strong pipeline Closed Retention Development Transparent Hipots must work outside their comfort zone by taking on challenges :on-the-job training, hands-on experience or business case simulations to accelerate learning. Structured Search Unstructured Search Action Learning Subjective Objective Formal Training Decentral Central

  16. Selection Development Utilisation Weak pipeline Strong pipeline Closed Retention Development Transparent Structured Search Unstructured Search Action Learning Subjective Objective Formal Training Increased learning with active involvement, knowledge sharing, peer tuition and opportunities for reflections. It enhance participant ownership and commitment. Decentral Cooperative Learning Class-room Central

  17. Utilisation

  18. Selection Development Utilisation All candidates from the high potential pool are included in the internal candidate database for easy tracking, transparency and enhanced pipeline Weak pipeline Strong pipeline Closed Retention Weak Development Strong pipeline Transparent Structured Search Unstructured Search Action Learning Subjective Objective Formal Training Decentral Cooperative Learning Class-room Central

  19. Selection Development Utilisation Weak pipeline Strong pipeline Closed Retention Weak Development Strong pipeline Transparent Before recruiting externally, search for internal candidates for vacant positions is carried out. Structured Search Unstructured Search Action Learning Structured search Subjective Objective Formal Training Unstructured Decentral Cooperative Learning Class-room Central

  20. DONG Energy Leadership Performance & Development

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