2013 People Strategy
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Transcript of 2013 People Strategy
Pla
nn
ed
Work
Forc
e
Data Driven Decisions
Alig
ned
Goals
an
d
Hig
h P
erfo
rman
ce
Engaged Employees
Recruitment
New Hire Ori-entation
KUSB LMS/LZ
Performance Management
Rewards & Recognition
Career Path Development
Succession Planning
Employee Re-lations
‘Only those that feel valued can truly add value’
People Plans –Personal ObjectivesVisibility
Organizational Structure
People’ Systemsprocesses SAP/LMS
Culture | Work Environment | Partnership HR | Brands
Clarity
Flexibility
Consistency & Simplicity
Pillars
Retention &
Brand Delivery
SPPIICED
Score
Card
ME
CE
PM
UA
High Professional (7HPR)
5% (24-25)
Adaptable Professional (8AP)
5% (26-27)
High Potential (9HP)
5% (28-32)
Future High Professional (4FHPR)
10% (12-15)
Future High Potential (6FHPO)
10% (22-23)
Low Performer (1LP)
5% (0-6)Inconsistent Performer (2IP)
10% (7-9)Rough Potential (3RP)
20% (10-11)
(L
OW
) P
erf
orm
an
ce
(HIG
H)
LOW Potential HIGH
Key Performer (5KP)
30% (16-21)
Talent Manager‘Field
Trainer’Manages
Specific Skills/Talent
Identification
Independent Review/Assessment
GIA
1INTERNALOVERSEAS
LOCAL
2HIRE
3NHO
4Generic MAOS
5Brand Training
LZ
6PDR
9 BOX MATRIX
PROBATION REVIEW
9Acceleration
TALENT POOLS
11CLOSE SKILLS
GAP KUSB
12ASSESSMENT
13BENCH
14APPOINT
10Identify
Training Need
Performance Improvement
Plan
Keep the talent inside pipeline engaged until
business is ready
Talent Attraction
TalentPerformance
Talent Development
TalentEngagement
TalentRetention
ContinuousImprovement
Process
Reunion
8Bench Review
SUCCESS CRITERIAGate Pass
KFG Career Path