Talent Management Capability Development in Operations

1. Talent Management Capability Development in Operations Fiona Davenport March 2010

2. Purpose To uplift capability both of the line and HR to embed talent management in operations to ensure : • Consistency of approach and interpretation , enabling better calibrated outcomes • Improved quality of outcomes • AOPs and IDPs • Better quality talent development discussions with individuals • Consistent understanding and application of the potential model • Talent management embedded in a way that actively supports the development of the pipeline to meet future needs • Managers less reliant on HRBPs in supporting the basics, freeing them up to add more value in the active development and management of talent

3. Scope of Target Session • Train the Trainerfor HRBPs : • To uplift both their own capability and to equip them with the knowledge and material to deliver the workshop within their own regions/functions • Does not include • Using IA’s, GO

4. Current Activity ISMO • Two 3 hour workshops run jointly with MCPs and HRDs. • Development Planning • to equip managers and HR with the skills to have quality development conversations and build skills in creating effective development plans • to develop understanding of what good IDPs look like • Delivered by external partner • Identifying potential • preparing managers and HR for move to performance/potential matrix for 2010 talent review, with emphasis on understanding the YSC Potential model • Definition of potential and the difference between performance and potential • To understand and apply the potential drivers of drive, judgement and influence • For cascade within the regions across the wider HR and Line community Other • Above three hour Potential workshop being developed further by Courtney to be used across the HRBP community to uplift capability

5. Operations : 90 minute session at GOHRLT Option 1 Train the trainer session for GO HRLT • To cascade with own HR Team • To cascade within the business Whilst cover both identifying potential and the quality of the IDP, majority of time to focus on identifying potential Session format • Brief overview of facilitator notes • More in depth time spent on Identifying talent • 10 minutes - scene set. What is talent management • 60 minutes – Identifying Talent Understanding the talent categories (10mins) The YSC potential model (20mins) The Performance Potential Matrix (10mins) The AOP – what good looks like (20mins) • 20 minutes – The IDP what good looks like Option 2 Knowledge nugget session • To focus on identifying potential only • Slightly more indepth than option 1 • May choose to run other knowledge nugget sessions at a later date, eg IDP etc Run further sessions for HRBP’s /and or provide facilitator notes for HRBPs to cascade within the business Session Format • Understanding the talent categories (10mins) • The YSC potential model (40 mins) • The Performance Potential Matrix (10) • The AOP – what good looks like (30)

6. Appendix Detailed Workshop Overviews

7. Option 1: Talent Workshop Overview….. (1) TTT 10 mins overview of slides and exercise TTT 60 mins overview of slides and exercise 10 minutes 30 minutes 20 minutes

8. Option 1: Talent Workshop Overview….. (2) TTT 10 mins overview of slides and exercise

9. Option 2: Talent Workshop Overview