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OSLT Talent Review

OSLT Talent Review. October 2009. Agenda . 2008 Summary Outcomes and Updates Profile of Operations Global Talent Pool (GTP) Agreed actions versus the GTP Talent Action Plan for 2008/09 2009 Nominations Summary nominations by region/function Confirm and agree calibration outcomes

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OSLT Talent Review

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  1. OSLT Talent Review October 2009

  2. Agenda • 2008 Summary Outcomes and Updates • Profile of Operations Global Talent Pool (GTP) • Agreed actions versus the GTP • Talent Action Plan for 2008/09 • 2009 Nominations • Summary nominations by region/function • Confirm and agree calibration outcomes • Key Vacancies and 2009 Succession Plan • Review of key hotspots • Next steps • Talent Development Principle • Communication Plan • Priority activities for 2010 • Full succession plan review

  3. 2009 Talent Review - Target Outcomes • Validated Operations Global Talent Pool & priority ‘Radar’ talent. • Agreed communication & timeline to cascade TM outcomes – additions & removals. • Summary feedback for each individual. • Clear & focused development goals to inform updating AoP & IDP for talent. • Nominated OSLT mentor. • To have identified 4 priority candidates for 2010 participation in the Global Talent Development Programme • Agreed action plan to address priority Outstanding Vacancies and Succession Plan “Hot Spots”

  4. Ways of Working & Session Norms • Each OSLT member to profile GTP nominated candidates using AOP data • Use of AZ Leadership capabilities & YSC drivers (Drive, Judgment, Influence) to support testing & validating candidate potential. Feedback should focus on citing specifics (not generalizations) of achievements and observable behaviors • Challenge ourselves – are we taking enough risk to develop our talent ? • Recognize talent individuals who have taken on new stretching roles may have experienced a dip in performance. • This should not automatically result in their removal from the talent pool. 1 year Performance Time

  5. 1. 2008 Summary Outcomes and Updates

  6. 2008-09 : Operations Global Talent Pool (Current) Name Function Talent Category Gender Nationality Talent Moves/losses Dapo Ajayi IPR CSL Female UK Eva Iden UK CSL Female Sweden -------------------------------------------------------------------------------------------------------------------------------------------------------------------------- Margareta Ozolins AZE HP Female Sweden To GES, Head of F&P Supply Sheena Behn* GSC HP Female UK Move planned - Site Head ,Wuxi Per Alfredsson Swe HP Male Sweden Adrian Barass AZE HP Male UK Returns to UK shortly, role TBC Matt Shaughnessy UK HP Male UK Derek Seaborn UK HP Male UK To GSC as GSM -------------------------------------------------------------------------------------------------------------------------------------------------------------------------- David Brandt AsiaPac ET Male UK Chris Maddock EMEA ET Male UK Move Planned - GSM Birk Vanderween EMEA ET Male Belgium Herve Berdou EMEA ET Male France Kevin Whitehead AZE ET Male UK To GES, Global Packaging Note : Juliette White removed as now moved into HR. * Denotes individuals also nominated by SET/Functions outside of Ops

  7. Operations Talent Radar: 2008-09 Functional High Potentials (Candidates with Future GTP Potential) Name Function Talent Category Gender Nationality Talent Moves/Losses Daniela Castanho LatAm FHP Female Brazil Sarah Ainsworth UK FHP Female UK To Procurement, Account Mgr Nick Barlow UK FHP Male UK To AZE, Global Cap. Lead Fredrik Linde Swe FHP Male Sweden Resigned - Left AZ Feb 09 Fredrik Asell AsiaPac FHP Male Sweden Dominic Franey GES FHP Male UK To Procurement, Head of BPO Nicklas Westerholm GES FHP Male Sweden Stuart Anderson AsiaPac FHP Male Australia Tony Broughton AsiaPac FHP Male Australia Move planned, GSC as GSD Jeremy Smithers AZE FHP Male UK Andrew Potts GQO FHP Male UK Tanya Harris US FHP Female US Mark Ewing US FHP Male UK To UK Ops, PETL

  8. Progress against GTP and Radar Priority Actions 2008/2009

  9. Operations Talent : Progress of Activity 2009 Talent Development • 46% of GTP and 41% of radar individuals moved into bigger or broader roles in the year • Two GTP members attended the Global Operations Talent Development programme • 1-1’s held during Q2 with all global and radar talent pool members • Operations Strategy event delivered for global and radar talent pool members • Two successful Functional Talent Development Events run in Europe and APAC, covering 25 Functional Talent • Five further Functional Talent Development Events scheduled between now and Q2 next year Entry Level Talent • Global graduate programme established with 12 graduates recruited globally • Successful graduate induction event delivered September 2009 • Graduate scheme principles and standards developed and refined for 2010 entry International Assignments • Maintained the rigour around international assignments, including IA Lite • IA lite successfully piloted and introduced more broadly across the AZ business. Two IA lite functional talent development opportunities implemented, with IA lite extended to support international graduate placements Strategic Workforce Planning • Asia talent plan further developed , with work on track to deliver a 3-5 year strategic workforce plan • Outputs from the Operations Strategy Day being further developed in conjunction with OSLT members in support of delivering a Strategic workforce plan for the Operations Business

  10. 2. Nominations for 2009. (Pre Calibration overview)

  11. Summary Of Talent Pool Nominations Global Talent Pool – total nominations = 32 • There are an additional 6 nominated individuals supporting the Operations business from Corporate Functions • Of the 32 individuals, 84% are male and 16% female • Of the 32 individuals the geographic diversity is as follows: Sweden 9; UK 13; France 1; Belgium 1; US 4; Australia 2; Latin America 2 – (1 nationality Philippines, other Brazil) Functional Talent Pool – currently numbers 162 individuals of whom: • 33% (54) are FHP; 67% (108) FET • 57% male and 43% female

  12. 2009/10 Operations Global Talent Pool Nominations (1) Name Function Talent Category Gender Nationality OMT Sponsor Per Alfredsson SE ops GHP Male SE A Vikdahl Pontus Rundström SE ops GET Male SE A Vikdahl --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- Eva Iden EMEA CSL Female SE A.Kvarnström Birk Vanderweeen EMEA GHP Male Belgium A.Kvarnström Matt Shaughnessy EMEA GHP Male UK A.Kvarnström Herve‘ Berdou EMEA GET Male FRA A.Kvarnström Chris Maddock EMEA GET Male UK A.Kvarnström Rob Haxton EMEA GET Male UK A.Kvarnström --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- DapoAjayi Americas CSL Female UK K Murtha Eduardo de La Calle Americas GHP Male Mexican K Murtha Marty Nealey Americas GHP Male US K Murtha Edgar Takahashi Americas GHP Male Japan K Murtha Mike Crawford Americas GHP Male US K Murtha Tanya Harris Americas GET Female US K Murtha ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Tony Broughton APAC GHP Male Aus D Schrader Stuart Anderson APAC GHP Male Aus D Schrader David Brandt APAC GET Male UK D Schrader --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- Margareta Ozolins GES GHP Female SE M Jones NiklasWesterholm GES GET Male SE M.Jones Kevin Whitehead GES GET Male UK M Jones

  13. 2009/10 Operations Talent Pool Nominations (2) • Name Function Talent Category Gender Nationality OMT Sponsor • --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- • Sheena Behn GSC GHP Female UK J.Amey • Andy Evans GSC GHP Male UK J Amey • Derek Seaborn GSC GET Male UK J Amey • --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- • Adrian Barrass AZE GHP Male UK M. Uhno • Alan Horowitz AZE GHP Male US M. Uhno • Jeremy Smithers AZE GET Male UK M. Uhno • MaritBrusdalPenna AZE GET Female SE M. Uhno • Per HamidGatan AZE GET Male SE M. Uhno • Robert Fredell AZE GET Male SE M. Uhno • --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- • Karen Mansell Proc GHP Female UK J. Kirby • ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Andrew Potts GQ GHP Male UK S Bleach • Fredrik Asell* GQ GET Male SE S Bleach • *Also nominated by SE Operations/APAC • FHP on Radar 2008, not nominated for GTP 2009 • Name 2009 Nomination • ------------------------------------------------------------------------------- • Dominic Franey FHP • Nick Barlow FHP • Mark Ewing FHP • Daniela Castanho FET • Sarah Ainsworth Not nominated for talent pool • Question : Who are our 4 priority nominees for the 2009 Global Talent Development Programme ?

  14. 3. Key Vacancies and 2009 Succession Plan

  15. Update on Key Outstanding Priority Vacancies (1)

  16. Update on Key Outstanding Priority Vacancies (2)

  17. 2009 Succession plan “Hot Spots” (Red) Note 1: Currently recruiting PET QA facilitators which align with PET’s. Expect these new hires will have potential to become QA director within 2-3 years

  18. 4)Next Steps

  19. Talent Development Principles • Build and strengthen the Global Talent Pool • For OSLT and OSLT -1 positions, candidates will first be sought from the Global Talent Pool.If there are no suitable candidates then we would typically advertise (externally) • Clear succession candidates for each business critical position • Ensure suitable Director/VP positions are available to develop our key talent. • Use of YSC to provide additional GTP development insights. • Developing our Global Emerging Talent • Identify individuals who have the potential to achieve OSLT and/or AZ Top 200 level roles in +5 years. • Discussions to focus on highlighting strengths and development needs of emerging talent. • SMT to look for opportunities to coach, engage and raise visibility of emerging and radar candidates. • OSLT meetings • Face to face meetings to always have a talent dinner. • 2-3 GTP and/or Radar talent pool members profiled. • Operations Projects • GTP and radar talent pool members are considered first. • International Assignments • OSLT approval required in order to optimize business ROI - IA’s should only be employed to support targeted talent development, facilitate mobility of business critical skills and/or knowledge transfer. • To continue to utilize the IA Lite option to develop functional emerging talent.

  20. 2009 Talent Review - Communication Cascade • MH/FD to issue final summary OSLT TM outcomes pack & confirmed GTP list by 6th Nov. • OSLT members to be accountable for ensuring that the following communication outputs have been shared with all GTP candidates, nominees and former talent pool members: • All 2009/10 GTP members to have dialogue with line manager confirming what it means to be in the GTP by no later than 31st December 2009(see guidelines attached) • All GTP members have a clear & stretching development plan in place by end year. • All GTP members to have visibility that they will be assigned an OSLT mentor by year end. • All those removed from the GTP to have dialogue with line manager about why and the implications – this is critical in terms of retaining engagement. Communication to be completed by no later than 31st Dec 2009. • All those nominated for GTP but unsuccessful to have dialogue with line manager about why and the implications – this is critical in terms of retaining engagement. Communication to be completed by no later than 31st Dec 2009. • Audit of line manager dialogues – to make sure that employees are hearing the right messages, e.g. confirmation of talent pool membership and what this means Q1. 2010 • OSLT to agree 4 priority nominations for the Global Talent Development Workshop

  21. Next Steps • Priority objectives and activities for 2010 • To be agreed at the OSLT meeting in December 2009 • Reviewed as part of the broader People and Organisational Plan and to include : • A consolidated review of the talent SWOT for Operations • Outputs from the Global Talent Survey • Key messages from completed YSC Functional Talent Events • A review of the strategic skills needed for business success • Full succession plan review • To be reviewed early in Q1 • To build on current succession planning nominations as well as the July review of key vacancies and people • To start to develop career pathway visibility for talents in support of succession planning – potentially out to role +2 • To agree strategic sourcing priorities for 2010 • Building on the results of a current review of the external market

  22. Appendix

  23. Drive • • Sense of ambition Sense of ambition • • Personal Initiative Personal Initiative • • Self assurance Self assurance Influence Judgement • • Spotting issues Spotting issues • • Self Awareness Self Awareness • • Framing Framing • • Environmental radar Environmental radar • • Analytical rigor Analytical rigor • • Range of influence Range of influence The Potential Model • The research that gave rise to the potential model concluded that people with high potential show a very clear pattern of personal qualities, which are grouped into the three Potential Indicator clusters below. People with these innate qualities stand out, and are truly differentiated, from their peers. 23

  24. Features of a Global Talent Pool Member Potential to reach a top 200 position in AZ, irrespective of time • OSLT level including UK Operations • Equivalent role in other SET areas Categorization • CSL – existing exec level 2 role or above, but with potential to move into a bigger/broader role • GHP – within the next 5 years • GET – beyond 5 years

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