People Overview - 2015
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Transcript of People Overview - 2015
HR – People Overview – 2015
2
HR Org Chart
VACANCYHR Intern
Dawn RobinsonGlobal HR Director
Kat UlanczykHR
Administrator
Samantha LinkTalent &
Development Manager
Yvonne GilmoreHR Manager
Rockville
Nick CamaraHR Business
Partner
3
• LEADERSHIP & MANAGEMENT CULTURE
• PERFORMANCE DRIVEN CULTURE• PEOPLE DEVELOPMENT
Key Priorities
Business Swot Analysis
Strengths Weaknesses
Opportunities ThreatsAttritionCompetitive markets gaining groundDisengaged minorityCustomer dissatisfactionTrustFinancial status with suppliersSkills gaps & development Limited Technical Development
Quirky offering/niche in marketSkills of our peopleSmall enough for everyone to matterGlobal presenceKPD’s
Leadership/people developmentCareer Path & benefits/rewardLack of data/systemsProduct quality fixesResourcingProcessesKPD’s
New BrandingValues launchRevitalise engagement & ‘quick win’ people initiativesPricing strategy/offeringStrategic Growth Business PlanPatent ability
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People interventions for Nomad
Short-term competence devt. : longer-term L&D for
all
People Survey & Action Plans short-term : longer-term 360 devt.
Longer-Term 2016/17
Recognition Scheme now – salary bands & pay/ reward
longer-term
Under review now – incl. Induction & competencies
Pilot witth SLT short-term : longer-term for all
Basic policies & benefits under review now : Diversity & WLB
longer-term
People Life Cycle – a
Behavioural Experience
Talent Mgt & Skills Progress
Approach to Pay & Reward
Rect. right people & right roles
Perf. MgtFeedback from our People
Development competence
Welfare & Support
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People Roadmap 2014-2017
Performance Targets Values/competencies Job specs/org charts Performance Mgt pilot Recruitment Tools & Induction
Training Recognition Scheme People pulse survey Basic Benefits & Absence Policy Mandatory H&S/compliance
training
Engagement Touch Points & Leadership Development
Performance Mgt for all Critical/Technical Skills Training Mentor & Coaching Management Development Reward & Benefits review Skills Progression/Career Paths
Talent Mgt & Succession Planning
Learning for all & platform HRIS system People Survey Career Development 360 Feedback
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HR Initiatives – Progress : (September 2014-May 2015)
People Branding
• Office Guides : Handbook : Policies : Buddy & Onboarding
UK Benefits• Survey for our
people – prioritised sick-pay, pension & holidays & actioned
Support with communications• Management Community established • Thirsty Thursday, Town
Hall, web-ex & Platform input
• New starters engagement• Monthly & quarterly
Office Mgrs’ network launched
Training progress• 38% H&S : 22%
General & 40% Technical @ £70k spend
• First Leadership Trg• Prince 2 foundation• Finance for non-
finance• Excel trg• H&S compliance• PTS, LRQA
Recruitment • US accountability• Global rect mtgs
established• Onboarding &
Buddy to support• 60+ appointments • Key new roles for
Sales & R&D
Competency Development
• Framework scoped for Business
• Values created• Leadership
created• Generic &
Technical defined
Engagement & ERS:
• External professional cipd representation
• HR presence/team development
• One Voice scoped & org mapping prep & comms ready to launch
• 2 successful Quarterly awards & site to support scheme
OD Support
• SD night shift changes• Pre-Sales & Bid Team
changes• Denmark & Vienna
support• Senior contractual
changes & exits• Hildesheim job
alignment• Sys Admin – Holland
move
C.S.RCharity support
• £1,350 for MacMillan through Secret Santa staff raffle.
• Electronic Christmas cards in place of paper -proceeds going to UNICEF.
HR Website Employee Recognition
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Recruitment overview
EMEAI:22 (29)
US:2 (1)
24 (30) active vacancies & 16 (7) potential
R&D: 8 (7)Sales: 3 (7)Delivery: 7 (6)
O&M: 6 (9)
M,F&A: 0 (1)
News since Dec:
We have temporarily stalled recruitment to further re-visit the vacancies against how we continue to perform in the business. To be further reviewed W/C 8th Feb
• PSL submissions now at final stages.• New referral/relocation program to be
launched.• New Onboarding Program launched –
not great engagement as yet!• New Career site to be finalised &
launched.• Germany visit confirmed and has taken
place.• Low yield recruitment time (during
holidays)• 2 RSMs recruited • 3 Internal promotions• 1 PM (USA) hired• 3 Direct hires• Closed 10 positions since Dec 11th
Search: 12 (15)
Interviews or CVs in play: 5 (9)
Final/Offer: 7 (6)
By department: By stage:
By region:
Aus:0 (0)
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Different routes, different channels for Communication
Platform• Bi-monthly• Contributions
across the business
The week that was….• Email from AT to all
staff – Monday mornings
• Drafted by Marketing• Based on good news
updates from SLT weekly calls
Global Calls• Hosted by AT and AN
Other • 30 mins• Bi-monthly alternate
to Platform • First call Thursday 18
December 4.30pm (UK) – AT and DR
Intranet• ND hosted intranet• To launch Q3• Host all company
updates, info feeds, social announcements and spontaneous announcements & celebrations
Town Halls• Quarterly face-to-
face • Per location• Presentation
supplied centrally post SLT Quarterly face-to-face meeting
• Business update & presentation(s)
Thirsty Thursdays• Quarterly• Different months to
Town Halls and Global Calls
• Include AT where poss
• Business update and presentation(s)
Ad hoc • Office get-togethers • Organised by staff• Funded by staff
Managers forum• To be discussed at
SLT
Department & Team meetings• Monthly & quarterly
– as required• SLT briefing notes
supplied for cascade via team leaders
Staff survey in Q 4
• Results shared with SLT then company-wide
• Action Plans made in response to feedback
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4
3
1
2
8
7
5
6
Globalised re-fresh of Policies, Branding & Benefits
Support for One Voice – people engage survey with pragmatic Action Plans in the business
Performance Management – address any salary review for 2014/2015 & revisit new scope for 2015/2016
Competence library developed – to include skills progression, career paths, trg support & succession plg
Heighten Management Community engagement
Ops - OD structure support, enhance Hildesheim presence & recruitment support for all
Basic Mgt Devt tools created – Absence, rect, perf mgt, coaching
Apprenticeships & interns support/launch
Support Office move9
HR H1 priorities
10 Drive & support Annual ERS review & winner!!!
2015
Timeline for Building and Establishing Leadership Culture at Nomad
2016
11
2017
Build the culture of open, honest discussions and sharing quality feedback and coaching and enhance the role of the Management Community
Embed leadership competencies and create coaching support and career path opportunities, through succession planning and talent management process
Build and evolve the Nomad leadership competencies and behaviors within a Leadership Framework & some basic devt tools
Create and launch continuous performance and development process linked to the What & How
NOTE: SLT support needed to ensure success
Basic leadershipprogramme commissioned with QA – Managing Technical Teams for 8 leaders- April –June 2015
Management Community established
Current state
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Competencies & Competitive Advantage
Job family / Technical competencies:Competencies along the job families (Engineering & projects, Marketing & Sales, RTD & Technology, Services, Functions)
High
Small
Generic competencies:Enablers of organizational efficiency.
Leadership/Strategic competencies:People ManagementDirection/VisionEngagement/Inspiration
Competitiveadvantage
Values Competencies
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Framework / illustrative exampleCompetency lists within Competency
Nomad General Competencies
R&D & TechnologyLeadership Skills
Nomad Value Based Competencies
Leadership Competencies Nomad Functional Competencies
ExpertTools / IT Skills
Language Skills
Working safely
Leading virtual networks
Customer relationship
management
Nomad processes and ways of
working
Nomad business understanding
Delivery of results
Conceptual thinking
Embracing change
Collaboration / Cooperation
Adapting and Coping
Analytical thinking
Technology understanding
Engineering Technical Support
Project Manga's
Sales & Marketing
Business Support
Technical skills;Mechanical / Electrics & Automation / Hydraulics / Process expertise
Training skills
Financial acumen
Transportation Management
Contact Expertise
Quotations Operations Expertise
Import & Export procedures handlingSupply chain management
Procurement
Demand Planning
Documenting
Order fulfillment
Inventory Management
Engineering
Technical writing
Reliability engineering
Site Operation skills
Equipment Process ExpertiseMaintenance management
Project management
Sales Expertise
Account managementNegotiation Skills
Business understanding (relevant business)
Decision Making
Resilience
Influence / Change Leadership
Planning & Organisation
Driving for results
Learning Agility
Empowerment / Delegation
Strategic Thinking
Managing performance
Innovative Trustworthy Collaborative
Product business understanding
Communication Skills
The HR DepartmentE: [email protected]: 020 7096 6966 ext. 2228