Transcript Slide 1

Prove It To Me!
Resilient Talent Management that Delivers
Have you ever wondered why some people…
 Seem to perform better than others?
 Receive promotions and others do not?
 Are more highly regarded and respected?
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Prove It To Me! Resilient Talent Management that Delivers
Have you ever wondered why some people…
 Seem to perform better than others?
 Receive promotions and others do not?
 Are more highly regarded and respected?
It’s about
competencies!
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Prove It To Me! Resilient Talent Management that Delivers
Presentation Objectives
 Illustrate how to use competencies in talent management to
evaluate performance, identify competency gaps, determine
promotions, build learning plans
 Discuss with your peers how to integrate a competency
approach into your company
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Prove It To Me! Resilient Talent Management that Delivers
Introducing O-Equip
O-Equip
Office Equipment
Quality products, Unmatched Service
O-Equip is dedicated to meeting the office needs of all of our customers, big
and small. Our goal is to provide office equipment solutions that increase your
productivity and free up your valuable time.
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Prove It To Me! Resilient Talent Management that Delivers
Profile: Derek Jay, Sales Rep, O-Equip
Title: Sales Representative, Office Equipment,
Western British Columbia
 Education: BA Commerce
 Experience: 6 years in sales, Sales Rep in previous company, 2 years with
O-Equip in current position
 Track Record: Met all goals in past 2 years, exceeded last two quarters;
considered a “go-getter”; star player of corporate Hockey team
 Position considered for: Regional Manager
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Prove It To Me! Resilient Talent Management that Delivers
Profile: Lea Kater, Sales Rep, O-Equip
Title: Sales Representative, Office Equipment,
City of Vancouver
 Education: BA Psychology
 Experience: 9 years with O-Equip, 2 years Customer Service, 3 years Sales
Administrator, 4 years as Sales Rep
 Track Record: Met all goals in position, exceeded sales targets in previous
year; loyal client base; very organized; active in fundraising
 Position considered for: Regional Manager
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Prove It To Me! Resilient Talent Management that Delivers
The Performance Development & Review Cycle
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Prove It To Me! Resilient Talent Management that Delivers
Key Focus Areas
PERFORMANCE GOALS
COMPETENCY OBJECTIVES
Cascade from the Strategic/Departmental
Plan and Team Priorities
Required to achieve the Goals
The The
What How
Need to Learn
& Develop
LEARNING & DEVELOPMENT OBJECTIVES
Areas that will assist employees achieve their accountabilities,
competencies and career objectives
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Prove It To Me! Resilient Talent Management that Delivers
Goals: Sales Rep, O-Equip
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Goals
(Specific, Relevant)
Success Measures & Targets
Achieve sales targets for standard
equipment
Quarterly targets $200K
Introduce new product line into existing
client base
Achieve $100K in sales by end of year
Renew and Increase service contracts
Renew 90% of current contracts
$20K in new contracts (4 new contracts)
by end of year
(Measurable, Achievable, Time-Bound)
Prove It To Me! Resilient Talent Management that Delivers
What are Competencies?
Competencies Defined



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Any motive, attitude, behaviour or
other personal characteristic that is
critical to success and
differentiates outstanding
performance.
Why are they important?
characteristics that enable you to
perform a job in more situations,
more often, with better results
tell us “How” superior
performance is created.
Prove It To Me! Resilient Talent Management that Delivers
The competency in detail
Client Focus
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Prove It To Me! Resilient Talent Management that Delivers
Competency Profile – Sales Representative
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Prove It To Me! Resilient Talent Management that Delivers
Competency Profile – Sales Representative
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Prove It To Me! Resilient Talent Management that Delivers
Assessing the Competencies
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Prove It To Me! Resilient Talent Management that Delivers
Derek’s Competency Assessment
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Prove It To Me! Resilient Talent Management that Delivers
Lea’s Competency Assessment
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Prove It To Me! Resilient Talent Management that Delivers
What Are Learning and Development Objectives?
L&D Objectives
 Areas that need improvement to support

accountabilities or competencies
Focus on the job specific skills to be developed
Why are they important?
 Assist you in performing your current job

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and/or preparing you for likely future jobs
Develop abilities so you can make a greater
contribution to the team or organizational
performance
Prove It To Me! Resilient Talent Management that Delivers
Considerations for Setting L&D Objectives
Education
Based
Relationship Based
Experience Based
Training
Workshop
Reading
Videos
Role Modelling
Feedback
Coaching
Develop in Role
Full Job Change
Skill Building &
Practice
New
Knowledge
Copy of a
particular skill
or behaviour
360 feedback
Mentor
relationships
Projects
Assignments
Task forces
Stretch
assignments
Less
10%
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Development Impact
More
70-85%
L & D Objectives
 Support goals and career
planning
 Help you grow in relevant
skills and experiences.
Activities can include:
 Self learning (reading,
videos)
 On-the-job activities
(challenging assignments,
mentoring, etc.)
 Learning programs
(workshops, professional
meetings, training)
Prove It To Me! Resilient Talent Management that Delivers
Derek’s Learning Plan
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Prove It To Me! Resilient Talent Management that Delivers
Derek’s Learning Plan
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Prove It To Me! Resilient Talent Management that Delivers
What else should you consider?
Career Planning Discussions
 Discussions on career plans typically take place during the ‘Plan’ phase
and are critical to helping you set your Learning & Development
objectives
 Career planning is a joint responsibility that is initiated by staff and
supported by management.
 Spend the time and discuss short & long term goals and welcome the
coaching and support from your manager
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Prove It To Me! Resilient Talent Management that Delivers
Software Enablers – What to look for?
Learning
Plan & Bank
of Learning
Resources
Performance
Management
Succession
Planning
Competency Gap Assessments
Competency Profiles
Robust competency dictionary with
behavioral indicators
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• Process Efficiency
• Predictability of Best
Job Fit
• Objective
Assessments
• Transparent
Communication
• Data for Decision
Making
Prove It To Me! Resilient Talent Management that Delivers
DISCUSSION QUESTIONS
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Prove It To Me! Resilient Talent Management that Delivers
1. Would competencies improve the
performance management system in
your company? Why or why not?
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Prove It To Me! Resilient Talent Management that Delivers
2. What would prevent you from
implementing competencies
tomorrow? What can you do
about it?
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Prove It To Me! Resilient Talent Management that Delivers
Thank you!
For more information, please contact:
Lorraine McKay
Vice-President, HRSG
613-745-6605 x229
[email protected]
www.hrsg.ca
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Prove It To Me! Resilient Talent Management that Delivers