1. Organizational & Staff development An opportunity to acquire new skills Human Resources Here to assist you

2. HR Strategy - Global Plan O & S Development Developing a Talent Management Framework?  Where does this come from?  What brings us there?  What does this mean for us?  Who will be impacted?  What does this involve?

3. HR Strategy - Global Plan O & S Development “M” Compensation Performance Dialogue Development Plan Competency Model Talent Management

4. HR Strategy - Global Plan O & S Development “M” Compensation M Compensation Structure  In response to the Pay Equity legislation  Created role profiles in 7 job families  Developed guidelines to enhance flexibility in salary management

5. HR Strategy - Global Plan O & S Development Performance Dialogue Performance Dialogue  Introduced in 2003  A simple process  Focusing on the “dialogue”  Agreeing on SMART work objectives  Preparing development plans  Providing coaching

6. HR Strategy - Global Plan O & S Development Development Plan Staff Development Group - Created in 2002  Started offering training activities in 2003  Core, leadership, communication and managerial skills  Created a “one-stop-shop” through our website  Developed our first integrated training program  Customized training made available  Organizational & Staff Development

7. HR Strategy - Global Plan O & S Development Organizational & Staff Development  In 2003 ► 350 participations  6 different workshops  In 2004 ► 1,542 participations  13 different workshops  In 2005 ► 1,551participations  Over 25 different workshops/information sessions  Launched the Leadership Development Program 3 groups - 34 participants  In 2006 focused on alignment with the Competencies

8. HR Strategy - Global Plan O & S Development Competency Model Competency Directory is Created  To enrich Performance Dialogue discussions  To guide Staff Development programs  To guide the Staffing process

9. HR Strategy - Global Plan O & S Development Talent Management Talent Management Framework  To be developed!  What would it mean for McGill?

10. Talent Management What is it?...A conscious, deliberate approach undertaken to attract, develop and retain people with the aptitude and abilities to meet current and future organizational needs… It includes the creation and maintenance of a supportive, people-oriented organization culture. - Derek Stockley O & S Development

11. Talent Management O & S Development Why?  To support McGill mission and vision of the future Who?  Staff members…our intellectual property How? getkeep  Make sure we get and keep the right people

12. Talent Management O & S Development It Means… We We need to pay attention to:  Workforce planning  Recruiting and hiring  Learning and development  Employee integration and alignment

13. Talent Management O & S Development It Also Means…  More than just another HR process…  It is a McGill mindset!  Part of the organizational culture; be;  More than something to do…it is something to be;  Championed by the leadership;  Modeled by management;  Supported by jointly developed initiatives.

14. Talent Management O & S Development Up-coming Activities - 2007  Organize focus groups & consultation round tables  The goal: Define Talent Management at McGill  Present focus group results  Design Talent Management framework  Develop an action plan

15. Organizational & Staff development An opportunity to acquire new skills Sophie F. Marcil Manager, Organizational & Staff Development sophie.marcil@mcgill.ca, ext.; 2303 Human Resources