Case Study

Talent Management

Ingenium Training & Consulting

Case Study - Talent Managem

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Ingenium Training and Consulting has recently completed the development of a Talent Management Program (TMP) with one of the world’s largest oil and gas service companies.

Our brief: “Work with both our head office and project organizations to develop a sustainable TMP that addresses the challenging shortfalls in our human capital requirements – including the development of a leadership skills program to provide a pipeline of talent from within the organization ready to backfill entry- to mid-level management positions – to meet the annual 30% growth aspirations of the corporation.”

The development of talent was identified by the organization very early in their growth strategy as critical, along with maintaining a coherent, almost-filial culture, to future-proof that growth.

Ingenium combined a number of unique approaches together with established methodologies to develop a tailored solution for our client through:

- Consulting and research within the organizatio;

- The implementation of a succession planning software, which provided a repository for data, learning and performance results, facilitating the mapping of in-house talent;

- Development of an in-house, three-tiered structured development program, aligning with a credible university in a location suitable to our client’s needs, covering Certificate, Diploma and Masters thresholds;

- Development of a component Leadership Development Program, LDP, within the TMP, to build executive leadership skills;

- Provide a solution for skills assessment testing to identify and select leadership potential ;

- Careful selection and mapping of candidates through the program, as well as oversight of the program;

- Development of a series of interactive workshops with in-organization teams for coaching and mentoring programs to sustain development.

Talent Management

Case Study - Talent Managem

ent

The three-tiered structured development program, finishing at MSc level is highlighted below. Entry level to the program was not limited to post-graduates only, and allowed for consideration of well-experienced, rank-and-file employees that possessed enormous knowledge, loyalty and capacity to lead, but lacked any formal education in the subject. Depending on the academic ability of the employee, they could progress through the program as far as they could participate comfortably: exiting at the completion of the Certificate, Diploma, or carrying on to achieve the final Masters level, should the desire meet the capability.

Figure 1: Structured Tiered Learning

A more detail review of some of the components and modules of the program are highlighted in Figure 2.

Figure 2: Core Leadership Learning Paths

Ingenium Training & Consultinginfo@ingeniumTC.comwww.ingeniumTC.com

Case Study - Talent Managem

ent

The program provided a differentiating strategy to build bench strength from within the organization through structured leadership development along with the provision of additional academic opportunities: opportunities that emerging talent seek and desire. Bridging them together inside one program provides a very efficient platform for matching the expectations of the ‘developing employee’ and the ‘developing organization.’ The result: 86 leaders were identified for development within the organization, of which 62, after completing the program, went on to grow at least two grade levels within the first year after completion. The organization exceeded its 30% growth aspirations year-on-year, and backfilled all of its additional management positions from within its in-house developed talent pool.

The study provides strong reference that investment in talent management can facilitate an internal pipeline of skills that not only backfills critical succession planning but also provides significant motivation for growth, loyalty and success in partnering between company and individual aspirations.