Presentation is loading. Please wait.

Presentation is loading. Please wait.

Charles Obazuaye Assistant Chief Executive, HR. Talent Management - the big picture Age profile of workforce with significant % of senior post holders.

Similar presentations


Presentation on theme: "Charles Obazuaye Assistant Chief Executive, HR. Talent Management - the big picture Age profile of workforce with significant % of senior post holders."— Presentation transcript:

1 Charles Obazuaye Assistant Chief Executive, HR

2 Talent Management - the big picture Age profile of workforce with significant % of senior post holders ( top three tiers) nearing retirement A cascade of retirement dates within management tiers below senior level Perception of high external fill rate to senior posts Challenge of change & leadership skills needed in local government Changing the culture Succession planning versus equalities Funding source – LPSA money

3 Lack of Talent or Lack of Courage People decisions are the most difficult decisions in organisations. The ability to make the right decisions about people represents the most reliable source of competitive advantage because few organisations have it Peter Drucker

4 Talent Management – Holistic Approach Talent Management Leadership Values Talent Pipeline Reward & Recognition REAL Values REAL Competencies Employment Processes National Graduate Scheme Internal Management Trainee Scheme Future Leaders Programme Local PI - % of internal fill rate Bromley Oscars/Stars A Night to Remember!) Thank You Culture Ideas Aloud!

5 Leadership Values Respect Empower Ambition Learn Leadership competences Performance Appraisal & Development Recognition & Reward Recruitment & selection Creating a talent pipeline

6 REAL leadership competences Leadership is not a function of status or position - we are all capable of leading; however all managers in Bromley should be able to lead Staff workshops to explore values and associated behaviours Draft competence profile – ready for consultation (9 competences) Draft implementation plan – CEX road shows; workshops to remove barriers

7 Performance Appraisal & Development Refocus PRP scheme on key objectives Introduce 180º Extend management trainee scheme to encourage internal talent Introduce leadership development programme Update and enhance our Management Development Strategy Integrate REAL competences Use 360º appraisals for some groups of staff

8 Management trainee scheme Joined the national graduate scheme Extended concept to identify internal talent to run in parallel Extend scheme to encourage people with disabilities into management

9 Performance culture based on shared Leadership values External job market External National Graduate scheme TALENT PIPELINE Use of appraisal system/ to segment performance and spot potential Recruitment & appointments (Use information to inform recruitment & appointments) Use assessment centres to assess level of potential talent in the organisation Talent Pipeline (Create a pipeline of suitable potential applicants) Succession planning (Identify critical posts and future requirements) Upskilling (Develop high fliers) Internal graduate scheme Staff into Mgt Grades programme Mgt Grades as Leaders programme (incl. chief officers)

10 Programme preparation: briefings of participants and managers; training of mentors Progress review: 4/5 monthly review meetings, use of 360º techniques Programme completion: Mentoring support to next group Network events Future Leaders Programme – 18 months Post assessment centre: feedback with chief officer involvement Develop personal development plan Core Development Elements: REAL Values and competences Personal Dev Plan & mentoring Personal Development: tailored activities Assessment Centre: OPQ, EI, etc Organisationa l Development: mandatory element Secondments, corporate projects, etc

11 Reward & Recognition Bromley stars – 9 awards linked to our values – nominations by the staff Flexible use of honoraria Recognition awards (based on a non consolidated payments)

12 Recruitment & selection REAL concept integrated into recruitment literature induction of new staff and newly appointed managers management training Integration of competences into job descriptions/person specifications Integration into recruitment interviewing practices

13 Questions?


Download ppt "Charles Obazuaye Assistant Chief Executive, HR. Talent Management - the big picture Age profile of workforce with significant % of senior post holders."

Similar presentations


Ads by Google