Talent performance framework
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Sime Darby Engineering outlines plans for career management, talent development, and succession planning. Key elements include developing a talent pool and competency assessments, career mapping and job competency frameworks, and succession planning and leadership development programs like the Project Manager Development Program and Executive Development Program. Detailed steps, descriptions, deliverables and timelines are provided for implementing these programs.
Talent performance framework
- 2. ACTION PLAN CAREER MANAGEMENT TALENT POOL SUCCESSION PLANNING TRAINING & DEVELOPMENT Methodology to identify people as leaders or talent Competency Based Succession Planning Modeling Systematic Development programs • Develop Talent Pool Development Program • Develop Performance Criteria as entry to Talent Pool • Develop Competency Measurement • Develop Position/Job Competency Modeling • Develop Competency Assessment • Develop Career Pathing System • Develop program tailored to business needs • Develop program focused on leadership skills and behavior • Develop performance assessment to measure individual performance in role after attendance • Develop formal coaching and mentoring • Develop formal job rotation based on target position
- 3. TALENT & PERFORMANCE FRAMEWORK: (i) Job Competency (ii) Career Mapping (iii) Succession Planning (iv) Project Manager Development Program (v) Executive Development Program
- 4. Define Job Activities & Personal Effectiveness Competency • Define Job activities by each individual • HOD to advise. (Technical) • HR to compile competencies required – Personal Effectiveness Competencies from SDB – 20 List Personal Effectiveness Competency – From SDB List of Job activities – Get from DHs April & May 2010 Briefing to DHs (Competency Dialogue) • Present to DHs on calculation for RCL (Required competency level) and CCL (Current competency level) RCL & CCL form to measure competency gap 2ND June 2010 Follow up with DHs • Follow up with DH’ on RCL & CCL form to measure Competency gap Employee Competency Gap End June 2010 Employee Competency Profile • HR will develop Employee Competency Profile in order to shows the capability of the employee •Employee Competency Profile End June 2010 Develop Program • HR come out with program (Proposed Competency Level) to close the competency gap. Training On-Job Training Mentor – mentee Job Assignment September 2010 Implementation of the program • Each individual will undergo the program decide d by DH’ Training On-Job Training Mentor – mentee Job Assignment Oct - December 2010 Pre & Post Evaluation • Each program will have Pre & Post evaluation to measure the effectiveness of the program Pre & Post evaluation form Oct - December 2010 Closing Competency Gap • DHs will evaluate the performance of the staff by fill up RCL & CCL form to measure the new competency gap should there be any RCL & CCL form to measure the competency gap has been reduced June 2011 STEPS DESCRIPTION DELIVERABLES DATE LINE JOB COMPETENCIES FRAMEWORK
- 5. Develop Position Profile •HR will construct a standard form as Position profile to be fill up by DH’s Dual career ladder September 2010 Road show to DH’s •HR will give a briefing to DH’s regarding Position Profile. Explain their role in this activities. *HR will collaborate with Proposal department to get input on Position profile by Client • Position Profile by Client October 2010 Input from DH’s •Follow up with DH’s on Position Profile • Career Mapping by Position (Draft) December 2010 Develop Career Mapping •Based on Position Profile submitted by DH’s, HR will develop career mapping for each position in SDE by department • Career Mapping by Position Mac 2011 Endorsement Career Mapping •Career Mapping will be endorse by HRPC Approval from HRPC Team June 2011 Individual Career Mapping •Combine data Employee Competency Profile with Career Mapping by position Career Mapping by each individual July 2011 STEPS DESCRIPTION DELIVERABLES DATE LINE CAREER MAPPING FRAMEWORK
- 6. SUCCESSION PLANNING FRAMEWORK Identification key leadership position • Identify the high potential staff • Key Position Criteria 1. Critical Task 2. Specialized Competency 3. Organizational Structure 4. Work Load Leadership & Personality Test 1st phase : July 2010 Identify Competency, skills & success factors of leadership • Develop competency profile • Identify required & current competency • Strength Finder assessment • Leadership & job competencies Competency Ruler 2nd phase : Sept 2010 Assess current strength • Self evaluation and assessment from HOD & superior perspective Position Strength Assessment Form 3rd phase : Jan 2011 Evaluation & interview • Performance dialogue between HOD & candidate Pre & post evaluation form 4th phase : Mar 2011 Competency mapping for target jobs • Combine data from Employee Competency Profile • Evaluate the competency gap & improvement Competency Ruler 5th phase : June 2011 Individual Career Pathing • Evaluation of employee readiness to replace successor Individual Career Path Form 6th phase : Sept 2011 STEPS DESCRIPTION DELIVERABLES DATE LINE
- 7. Project Manager Development Program Project Lesson Learnt (Level 1 & candidate) Level 1 Management Team, Head of Departments and Project Managers to share project lesson learnt. Project Paper Scope 1st Phase: July ‘10 Mentor – Mentee Assignment Identify mentor for the assignment. Candidates will be attached for 6 months on-job-training. Mentor’s name list 2nd Phase: July ’10 Project Assignment Based Assignment to the project based on : • Engineering, Procurement, Planning, Construction execution and pre- commissioning activities. • Project costing • Previous project audit to identify & understand any shortfalls Audit Project Report by Candidate 3rd Phase: Aug ‘10 Training on Project Management Skills Organizing Project Management Skills (PMS) for candidates. *Relevant test assessment of training topic shall be given to the candidates. Number of attended training 4th Phase: Aug ’10 Competency Evaluation Assessment Shall be conducted individually to identify their competency level. The panels from Level 1 Management & HOD. Core Competency Ruler 5th Phase: Sept ‘10 Challenge Meeting Presentation by candidates : • Presentation assessment by Top Management & panels. • Any suggestion will be included in the final project paper submission to the panels. Evaluation of the candidate 6th Phase: Nov ’10 Project Manager Readiness Selection of suitable Project Manager for next project Number of Successor – Project 7th Phase: Dec ‘10 STEPS DESCRIPTIONS TOOLS DATE LINE
- 8. NO ACTIVITIES DESCRIPTIONS 1. Introduction on SDE YPMDP KICK OFF Briefing on SDE YPMDP to SPMs, PMs, HOD and candidates. 2. Sharing Knowledge on project lesson learnt (core activities) Level 1 Management Team, Head of Departments and Project Managers to share project lesson learnt. 3. Mentor-Mentee Assignment Identify mentor for the assignment. Candidates will be attached for 6 months on-job-training. 4. Project Assignment Briefing Assignment to the project based on : • Engineering, Procurement, Planning, Construction execution and pre-commissioning activities. • Project costing • Previous project audit to identify & understand any shortfalls 5. External training Organizing Project Management Skills (PMS) for candidates. *Relevant test assessment of training topic shall be given to the candidates. TIMELINE SDE PMDP FRAMEWORK
- 9. NO ACTIVITIES DESCRIPTIONS 6. Project Assignment Progress Review Project Assignment assessment by mentor and endorsed by Level I Management. 7. External training Contracts Management Course. 8. External training Communication skills Course. 9. Competency Evaluation Assessment (SDE Core Competency Ruler) Shall be conducted individually to identify their competency level. The panels from Level 1 Management & HOD. 10 Challenge Meeting Presentation by candidates : • Presentation assessment by Top Management & panels. • Any suggestion will be included in the final project paper submission to the panels. * Presentation is based on the candidates project assignment. TIMELINE SDE PMDP FRAMEWORK
- 10. •Identifying potential candidates to be developed as the future Project Managers in SDE. •Candidates shall be exposed through On-Job-Training to be attached with the domestic and international projects via mentor-mentee. •Candidates shall be given trainings to enhance their knowledge which cover leadership, project management, financial, strategic thinking, communication and etc. • Enhancing the candidates SAKE – Skills, Attributes, Knowledge & Experience (leadership, teamwork, problem solving & etc.) • Program is expected to be implemented for a duration of 6 months. EDP FRAMEWORK HRPC JAN 2010 BACKGROUND
- 11. EXECUTIVE DEVELOPMENT PROGRAM FRAMEWORK * Sharing Knowledge on project lesson Learnt (core activities) * Level 1 Management Team, Head of Departments and project Managers to share project lesson learnt * Giving ideas to participant to prepare their project paper topic and also identify their project supervisor. Project Paper scope July 2010 Organizing 3 days program : • indirectly giving soft skills such as leadership, communication, teamwork & etc. • Ice breaking for the participants • Sharing on Management Thoughts and refreshing EDP objectives to participants Pre & Post evaluation Program August 2010 •SDBS representative will be sharing project paper formats to participant. •* Participant will be given 3 weeks to propose relevant topic for the project paper until it has been approved by panels. Project Paper Title & Mentor September 2010 •Organizing Project Management Skills (PMS) for participants. • Training hours attended training September 2010 Final presentation by participant : • Presentation assessment by Top Management & panels • Any suggestion will be included in the final project paper submission to the panels. Evaluation of the candidate November 2010 1. Proposed Graduation Day ‘Memorable Moment’ * 2. Organizing a post mortem for the program 3. Table out summary and final report. Certificate Career suitability December 2010 STEPS DESCRIPTION DELIVERABLES DATE LINE Project Paper Review Internal & External Training Challenge Meeting Mini TBC Program Graduation Day Project Lesson Learnt
- 12. TIMELINE SDE EDP FRAMEWORK NO ACTIVITIES DESCRIPTIONS 1. Introduction on SDE EDP KICK OFF Briefing on SDE EDP to panels, HOD and participants. 2. Sharing Knowledge on project lesson learnt (core activities) Level 1 Management Team, Head of Departments and Project Managers to share project lesson learnt * Giving ideas to participant to prepare their project paper topic and also identify their project supervisor. 3. Project Paper Format Briefing SDBS representative will be sharing project paper formats to participant. * Participant will be given 3 weeks to propose relevant topic for the project paper until it has been approved by panels. 4. Mini TBC : ‘Getting to Know You’ Organizing 3 days program : • indirectly giving soft skills such as leadership, communication, teamwork & etc. • Ice breaking for the participants • Sharing on Management Thoughts and refreshing EDP objectives to participants 5. Project Paper Topic Review Presentation on approved project paper topic by participants. * Assessment by panels.
- 13. NO. ACTIVITIES DESCRIPTIONS 6. Sending participant for in house training Organizing Project Management Skills (PMS) for participants. *Conducting simple test of topic training to the participants. 7. Project Paper Progress Review Organizing 2nd presentation for participant to share on project paper progress. *Presentation assessment by panels. 8. Sending participant for in house training Participant will be attending ESQ Program organized by SBDS. 9. 1st Submission of project paper Participant will submit their 1st draft project paper to the panels before presenting in Challenge Meeting. 10. Challenge Meeting Final presentation by participant : • Presentation assessment by Top Management & panels. • Any suggestion will be included in the final project paper submission to the panels. 11. Final project paper submission Participant will submit their final project paper after final reviewed by panels. 12. Graduation of SDE EDP 1. Proposed Graduation Day ‘Memorable Moment’ * 2. Organizing a post mortem for the program 3. Table out summary and final report. TIMELINE SDE EDP FRAMEWORK
- 14. Identifying crucial issues in the projects lesson learnt that executive could acquire for future improvement via team project paper studies which shall be completed within the 6 months program. Enhancing executive SAKE – Skills, Attributes, Knowledge & Experience (leadership, teamwork, problem solving & etc.) OBJECTIVES EDP FRAMEWORK HRPC JAN 2010
- 15. WHO WILL BE INVOLVED? TARGET PARTICIPANT Apprentice who had undergone 6 months Apprenticeship Program with 1 to 2 years working experience in SDE. Each team consist of 4 members. They shall be exposed to relevant trainings, project paper assignment, presentation and follow through assessment within the 6 months program. 24 engineer/executives from various department had been selected based on HOD recommendation.