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Commercial Competency & Development Discussion august 23, 2012

Commercial Competency & Development Discussion august 23, 2012. Meeting PURPOSE & agenda. Welcome and Overview Why develop competencies? Enable achievement of current and future objectives Newfield Plans for C ompetencies

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Commercial Competency & Development Discussion august 23, 2012

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  1. Commercial Competency & Development Discussionaugust 23, 2012

  2. Meeting PURPOSE & agenda • Welcome and Overview • Why develop competencies? • Enable achievement of current and future objectives • Newfield Plans for Competencies • How competencies are being used now and will be used in the future • What we need to accomplish today • Commercial Development Process and Outcomes • Definitions and 3xamples (competencies, proficiency levels, profiles, etc.) • Project Flow and sample outcome • Next Steps • Expectations for Steering Team • Decision points regarding sequence of departments, timing and assignment of SMEs

  3. General Near term objectives • Provide a structure and focus for employee’s development as well as “getting the job done” • Improve retention rates with current employees • Reduce staff development cycles and improve “time to autonomy” • Increase recruiting success with college hires and experienced candidates • Clarify staff expectations with more standardized performance measures • Clarify “What is expected?”, “Where can I go?” and “Where do I stand?”

  4. Long term value • Increase employee ownership in professional development and career management • Increase ratio of experienced staff to learners • Reduce task and process time • Reduce mistakes due to inexperience • Increase flexibility in assigning staff • Support implementation of new technology and systems • Increase value of KSA’s leading to technical customer satisfaction

  5. Definitions • Competency: cluster of related skills and actions that are necessary for successful performance in a particular area – “What work is done?” • Proficiency level: degreeof mastery in the competency – “What level of skill is needed?” • Position Profile: specific group of competencies and proficiency levels required by a position • Subject Matter Expert (SME) : expert in each functional level to assist with defining competencies and proficiency levels 5

  6. Accounting Position ProfileExample

  7. Who is the commercial family?

  8. Development process

  9. Commercial Development Cycle

  10. steering team Roles • Set direction • Agree upon commercial-wide competencies standards and processes across the Company • Review and approve plans • Serve as advocates • Monitor results • Change management Responsibilities • Identify subgroups within your function • Provide list of functional SMEs • Mediate cross-group differences • Provide final voice on functional competency standards

  11. APPENDIX

  12. Commercial Functions CompetencyUnit Skill Element

  13. Career Learning Model – 70/20/10

  14. Individual Development Plan

  15. Commercial Functions

  16. 10 Step approach to developing commercial competencies

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