NATO TRAINING AND DEVELOPMENT WORKFORCE MANAGEMENT 20/04/2017 NATO TRAINING AND DEVELOPMENT WORKFORCE MANAGEMENT Intensive HRM Training Day Dr. Eric Welch Head, Talent Management and Organizational Development NATO HQ

“The management of an organization’s workforce”

Human Resource Management Process Describe the profile Identify the person Train/ Develop the person Design the posts Strategy and Requirements Performance (Organizational and personal) Talent Management In order to Identify the Person (i.e. Recruit and Select), we have to know what we’re looking for. Post descriptions and vacancy notices are our tools for that.

Policy and Strategy Coordination Staff Services Director HR Policy and Strategy Coordination Staff Services Management and Organizational Support Recruitment Talent Management and Organizational Development HR Advisers

“Professional Development”?? What is it? Why do it?

What is Professional Development? Information sessions Skills training Preparation for future roles and responsibilities

Why do Professional Development? Attract people to join Make people more effective in their current jobs Prepare them for promotion Reward them for good performance

Professional Development at NATO Our areas of responsibility Primarily for HQ International Staff Some NATO-wide elements “Typical” staff profile Fairly high average tenure in job More likely to be “experts” than “generalists” Other NATO providers The NATO school

What matters to us in Professional Development Focus primarily on skills training Some information sessions Some future-oriented development Focus is primarily to make people more effective in their current jobs Elements of attraction and organizational reputation Training participation is generally voluntary

Organizational Design and Development Performance Review & Development Objectives: I will set them with my manager NATO’s Objectives & Needs Mid-term: we will review progress My Post Description Annually: I will be evaluated on my work and on …. My Competencies My Result Areas My Languages Because of different job families and work levels My IT And if I want OR I need, I can further develop my Competencies…………. ME IT Training Competencies training Language Courses NATO Executive Development Programme Management Development Programme Training and Development Pre-deployment training Senior Circle Leadership Journey

Professional Development Areas at NATO Job-specific training Competency-focused common training Languages Pre-deployment Managers Leaders Senior leaders NATO-wide Executive Development Program

Professional Development Budget

Job-specific Training Translation training for translators Firefighting training for firefighters IT training for IT professionals Finance training for finance professionals Legal training for legal advisors

Competency Focused Training Achievement Flexibility Analytical Thinking Impact and Influence Change Leadership Initiative Clarity and Accuracy Leadership Conceptual Thinking Organizational Awareness Customer Service Orientation Organizational Developing Others Commitment Empathy Self-Control Teamwork

NATO has 2 official languages: English and French Language Training NATO has 2 official languages: English and French Group classes for all levels Also have training for languages of strategic interest Russian Arabic Progress should be noted during Annual Review Appraisal

Pre-deployment Training - NATO civilian staff deployed to volatile areas - Adequate preparation required - Mandatory hostile environment training - Cultural awareness, first aid, etc.

Training: Managerial and Leadership Manager’s Charter: Attract Staff Develop Staff Monitor and Promote Performance Foster Continual Improvement Senior Circle Leadership Journey Management Development Program NATO-wide Executive Development Program

Membership by invitation of the Deputy Secretary General Senior Circle Membership by invitation of the Deputy Secretary General Target audience: ASGs and DASGs Discusses hot topics: latest thinking and trends from across and outside NATO Gives opportunities to further hone leadership and management skills

Format: Info Sessions or Luncheons with guest speakers When: Ongoing throughout year, responding to the needs of senior management Past events: - “Understanding and Leveraging Cultural Differences” - “Chairing Skills” - “Recruiting for Success” - Guest speakers from private and public sector Future event: - “The Role of Competencies”

Open to all senior managers Leadership Journey Open to all senior managers Series of 1-day sessions (modular approach) Results in certification Example workshops: “Understanding Yourself as a Leader” “The Changing Global Environment and What it Means for NATO” “Enhancing Relationships and Gaining Commitment” “Leading and Innovating in an International Public Sector Environment”

Management Development Program (MDP) Required for new managers Available to existing managers Five modules over 12 months Registration anytime, through Training Portal Objective: Fashion a common, professional, managerial culture at NATO HQ.

Assessed on their progress and development in their Annual Review Desired result: Ensures that junior and middle managers gain and develop appropriate managerial skills and competencies

NATO-wide Executive Development Program (NEDP) The first and only NATO-wide development initiative 10-month program Junior and mid-level managers / potential leaders Currently in the 5th cycle

Strengthen NATO’s corporate identity and core values Goals of the NEDP Build networks Strengthen NATO’s corporate identity and core values Foster a common culture Develop leadership and managerial skills Improve career development prospects = Benefits for the Organization AND the individual

24 civilian participants per year Participation 24 civilian participants per year A2 – A5 grades (Mid to Upper Management) NATO-wide Self-submission by individuals Endorsement by their managers Selection by senior management panel

Sponsored by senior leaders Projects Sponsored by senior leaders Conducted and implemented by NEDP participants Contribute towards NATO Objectives

Challenges in Professional Development Getting more value for our investments Ensure relevance (and interest/participation) Transfer of training/skills Skills database Reusable training Ensure provider quality In-source training Link to other initiatives (e.g., assessment centers) NEDP Alumni network Mentoring and coaching Keep up with changing needs (e.g., new HQ)

Right person in the right place at the right time Workforce management “Talent” Management Right person in the right place at the right time How to know the right person?

Where: HR Service Portal Staff Skills Database Purpose: mechanism to expand capabilities in times of crisis (Surge Capacity) using existing resources from other divisions What it is: individual profiles completed and maintained by staff members – focus on the skills not used in the normal job Where: HR Service Portal Additional benefit: ad-hoc support for short-term help on other projects and initiatives

Inputs: Identify skills Education and Languages Skill Categories, Areas, and Topics Professional Interests References Career Goals and Expectations (HR eyes only) Menus and free text

Structured + Free text search options Production of CV-type reports Meet needs Structured + Free text search options Production of CV-type reports Open to all staff, on request Result: 180 unique visitors, 60 profiles, 70 searches within 30 days of implementation Next steps: Increase usage, expand to other NATO bodies, create Surge Capacity Pool

North Atlantic Treaty Organization Eric Welch, Ph.D. North Atlantic Treaty Organization Welch.eric@hq.nato.int +32 (0)2 707 3750

Recent Professional Development Initiatives Relevance Training Needs Analysis Identify the need, not the solution Competency gap analysis Skills database Expanding our audience and area of impact Sharing costs Standardizing practices Managerial involvement in staff development

Recent Professional Development Initiatives Managerial development Tools for administration Measurement and metrics New formulations (e.g., length of training) “Talent Management” What is “talent”? Links to other HR areas (e.g., recruitment, performance management)