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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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Presentation Transcript
dong energy is one of the leading energy groups in northern europe
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
slide3

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

our strategy demands for a major transformation
Our strategy demands for a major transformation…

Extensivegrowthincreaseourorganisationalcomplexity

Expansion of ourgeographicalfootprintlaysfocus on ourcompetitiveness

Weneed new capabilitieswhilefacing aggressive competition for scarce human ressources

high potential in dong energy
High Potential in DONG Energy

&

Stand Out

Fit In

Meets DONG Energy Values & is a role model

Shows exceptional results & high potential

the purpose to accellerate the process of turning potential into performance
The purpose: To accellerate the process of turning potential into performance

Selection

Development

Utilisation

slide9

Selection

Criteria are official - process confidential

Open dialouge managers & HIPOT

Weak

pipeline

Strong

pipeline

Closed

Transparent

Structured Search

Unstructured Search

slide10

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

slide11

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

overview of the people review process
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

slide14

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

slide15

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

slide16

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

slide18

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

slide19

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