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Strategic Competency Profiling/Integration

Strategic Competency Profiling/Integration. Simple Truths, Strategies and Tools Presented by Andrew Zak, Managing Partner TalentMinders, LLC. Before We Begin…. Ask questions during or following the presentation Raise “Hand ” if you experience issues Handouts available at end of session.

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Strategic Competency Profiling/Integration

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  1. Strategic Competency Profiling/Integration Simple Truths, Strategies and Tools Presented by Andrew Zak, Managing Partner TalentMinders, LLC.

  2. Before We Begin… • Ask questions during or following the presentation • Raise “Hand” if you experience issues • Handouts available at end of session Thank you for joining us today Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  3. Andrew ZakFounder/Managing PartnerTalentMinders, LLC. Medical and consumer electronics experience –KPMG, Apple, FedEx, Cordis J&J, Boston Scientific Head of regional/global Centers of Excellence Track record for driving change and growth Dedicated to helping others leverage Talent Management as key enabler of growth. Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  4. 2012 Talent Management Webinar Calendar Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  5. Agenda • Select an approach that achieves revenue growth • Build a strategic competency profile • Integrate across key HR processes • Key success factors • Questions and answers Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  6. Select an Approach that Achieves Revenue Growth Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  7. Select an Approach that Achieves Revenue Growth Contribution To Organization Age Research performed by Global Novations Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  8. Stage II Stage III Stage IV Role Individual Sponsor / Change Contributor Innovator Activity Tasks with Guiding Shaping the Competent Supervision Others Organization Change on Own Relationship Responsibility Responsibility for the for Others Change Organization Competencies required for success evolve and change enabling greater contribution Select an Approach that Achieves Revenue Growth (cont’d) Stage I Learner Coach/Mentor Dependent Independent Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  9. Select an Approach that Achieves Revenue Growth (cont’d) Stage I – Depending on Others Characteristics of Stage I include: Willingly accepts supervision Demonstrates success on portion of larger project/task Shows “directed” creativity and initiative Performs well under time and budget pressure Masters basic and routine tasks Learns how “we” do things Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  10. Select an Approach that Achieves Revenue Growth (cont’d) Stage II – Contributing Independently Characteristics of Stage II include: Assumes responsibility for definable projects Relies less on supervision; works independently and produces significant results Increases in technical expertise and ability Develops credibility and a reputation Builds a strong internal network of relationships. Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  11. Select an approach that achieves revenue growth (cont’d) Stage III – Contributing Through Others Characteristics of Stage III include: Builds a strong internal and external network Develops broader business perspective Stimulates others through ideas and knowledge Serves as a manager, mentor, coach or idea leader in developing others Represents the organization effectively to stakeholders and external groups. Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  12. Select an approach that achieves revenue growth (cont’d) • Stage IV – Leading Through Vision • Characteristics of Stage IV include: • Provides direction to the organization • Defines and drives critical business opportunities and needs • Represents the organization on critical strategic issues • Sponsors promising individuals to prepare them for leadership roles • • Obtains essential resources. Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  13. Select an approach that achieves revenue growth (cont’d) • Stage IV – Leading Through Vision • Characteristics of Stage IV include: • Provides direction to the organization • Defines and drives critical business opportunities and needs • Represents the organization on critical strategic issues • Sponsors promising individuals to prepare them for leadership roles • • Obtains essential resources. Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  14. Select an Approach that Achieves Revenue Growth (cont’d) Characteristics Knowledge and Skills Job Performance Leadership Competencies Technical/ Business Competencies Key Responsibilities Separate “hard” from “soft” to reinforce focus Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  15. Select an Approach that Achieves Revenue Growth (cont’d) KCI Leadership Characteristics / Competency: 2. Results Matter - Executes Key Behaviors by Dimension of Value Contribution “Strategic Agility”-”Motivates and Inspires Others”-”Optimizes Communication”- “Manages Execution”… Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  16. Select an Approach that Achieves Revenue Growth (cont’d) Sales Competency: 5. Customer Focus • Key Behaviors by Dimension of Value Contribution “Market Knowledge”-”Strategic Selling”- “Customer Focus” –”Business Management”… Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  17. Common to all Functional Teams LEADERSHIP LEADERSHIP LEADERSHIP LEADERSHIP CASH Function Specific - HUMAN RESOURCES BUS. DEVELOPMENT TO - OPERATIONS MARKETING R&D/QLTY FINANCE ORDER SALES KCI KCI VALUES VALUES KCI KCI VALUES VALUES Staged Core Competencies Select an Approach that Achieves Revenue Growth (cont’d) Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  18. Build a Strategic Competency Profile Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  19. Build a Strategic Competency Profile • Identify Executive Sponsor • Leadership (CEO) • Functional (Functional Head) • Interview key stakeholders to identify needs • Appoint C-Suite-approved HIPO team (12) • Keep commitments/costs to minimum • Execute within short timeframe (3 months). Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  20. Build a Strategic Competency Profile (cont’d) • Competency Development Meeting Structure: • Allow 3-4 (4-5 hrs each) meetings maximum; onsite • Executive Sponsor opens 1st meeting with strategy • Identify Organization Competencies to achieve strategy • Split into teams to identify Stage II competencies (future-oriented) that support Organization Competencies • Assign Organization Competencies to complete Stages • Seek Executive Sponsor endorsement and approval. Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  21. Integrate Across Key HR Processes Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  22. Strategic Needs Integrate Across Key HR Processes Performance Management Employee Development Integrated HR Systems Talent Management Competencies Strategic Staffing On-boarding Training Curriculum Rewards & Recognition Image courtesy of Global Novations, Inc. Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  23. Integrate Across Key HR Processes (cont’d) Example: Workforce Development Sales Training & Development Roadmap Time Core Technical/Solutions Orientation Basic 1 Stage I Basic Basic 2 Stage II Intermediate Advanced Stage III Manager Toolkit Key Stage IV Management 1 Function specific Management 2 Cross functional 23 Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  24. Integrate Across Key HR Processes (cont’d) Example: Leadership Development 24 Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  25. Integrate Across Key HR Processes (cont’d) Example: Career Development (based on Horizontal growth and not traditional Vertical growth) Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  26. Integrate Across Key HR Processes (cont’d) Example: Performance Appraisal 26 Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  27. Key Success Factors

  28. Key Success Factors • Success Factors: • Select “staged” approach • Keep process very simple • Engage C-Suite and business stakeholders • Engage Executive Sponsors • Leverage representative HIPO teams • Focus on the business/future orientation • Keep commitment/cost to minimum • Focus on integration not communication • Amend competencies to meet business needs. Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

  29. Good Luck…but don’t say goodbye… Let me know when you get stuck and need to move forward quickly. talentminders.com andrewjzak@talentminders.com Complimentary tools can be accessed by following link http://bit.ly/JDjVy8 Visit TalentMinders, LLC. at talentminders.com and/or send mail to info@talentminders.com

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