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Talent Management Priorities and Observations for 2010

The talent management initiatives for 2010 focus on enhancing graduate programs and ensuring a strong emphasis on talent development at both functional and global levels. Key observations include the need to tighten the Graduate Training Program (GTP), improve the quality of yearly operational plans (AOPs) and individual development plans (IDPs), and apply rigorous identification processes for Functional Training Program (FTP) nominees. Additionally, external sourcing is crucial for strengthening the succession pipeline for the Operations Senior Leadership Team (OSLT). A clear business case is needed for post-graduate programs to ensure alignment and ROI.

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Talent Management Priorities and Observations for 2010

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  1. T&SWP in Operations Priorities for 2010

  2. Observations Talent Management: • Graduate programme been a real success and this will be continues this year • There is a real focus on talent development both at the Functional and Global level and senior sponsorship for TM in general. • Anecdotal feedback from both HR and OSLT members suggests the GTP needs to be tightened– i.e. Not all of the 25 individuals should be in the GTP. • BAU talent process – room for improvement based on feedback from Ops HRLT, Fiona and Marc – quality of AOP’s, IDP’s etc. • Quality of FTP nominees varies by area within Ops the identification process will require greater rigour especially given the investment in this group via YSC sessions. • Need to continue the momentum with the FTP development programme but also ensure that we are clear on what we do with the outcomes/ how we embed the learning to ensure a good ROI from this work • External sourcing to bolster the OSLT succession pipeline is a critical piece of work, once the individuals are recruited a structured development proposal will be key to ensure we develop viable successors for OSLT roles. • IA’s needs to be managed to ensure we optimise the ROI from a development perspective SWP: • This work got off to a good start but has lost it’s way in terms of focussed outcomes – this is the view of both HR and OSLT members • Must be connected to other activity in HR • There is real appetite for a post-graduate programme – this needs evaluating in terms of ‘what are we trying to fix’ and we need to pull together a clear business case for this work.

  3. TM Priorities for 2010 BAU talent process

  4. SWP Priorities for 2010 • Review work done so far, consolidate. • Plan the next steps in the process and the resources required to deliver. • Present a proposal to OSLT in terms of next steps, key roles and responsibilities and key outcomes against a clear timeline. • Deliver a meaningful and credible SWP with OSLT which clearly identifies the target capability profile for the operations organisation and sets out a plan for achieving this. • Asia Talent Plan

  5. 2010 Activity 2010 Q1 Q2 Q3 Q4 XXX XXX XXX XXX

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