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By 2030 eThekwini will be Africa’s most caring and liveable city
ETHEKWINI MUNICIPALITY TALENT MANAGEMENT LEARNING EXCHANGE
ETHEKWINI DRAFT TALENT MANAGEMENT POLICY
14 JUNE 2017
By: Ashlesha Singh
OVERVIEW
Definition of Talent Management
Policy Framework
Benefits of Talent Management
Value Add to Talent Management Processes
Monitoring and Evaluation
DEFINITION OF TALENT MANAGEMENT
Talent Management is the proactive design and implementation of an integrated talent driven organisational
strategy directed to attracting, developing, engaging and retaining talent requirements as outlined in the workforce plan
in order to ensure organisational sustainability and competitiveness
• Purpose: To provide the strategic framework for the management of talent within eThekwini Municipality in order to ensure the right people with the right skills are in the right roles at the right time to deliver the eThekwini 2030 vision of eThekwini being Africa’s most caring and liveable City as well as the IDP.
• Scope: All employees, management, MCPs and scarce skill posts. Excludes Section 56 and 57 employees
• Legislative framework: -The Employment Equity Act, 1998 (Act No 55 of 1998) as amended; -The Skills Development Act, 1998 (Act No 97 of 1998);-The Municipal Systems Act, 2000 (Act No 32 of 2000);-COGTA Regulations-Competency Frameworks for local government occupational streams-The Health Profession’s Council of South Africa’s List of Tests classified as Psychological Tests-The Health Profession’s Council of South Africa’s (HPCSA) Ethical Rules of Professional Conduct for Practitioners registered under the Health Professions Act (Act 56 of 1974)
POLICY FRAMEWORK
BENEFITS OF TALENT MANAGEMENT
Improved Service Delivery
Reduction of costs (recruitment costs, re-training, relocation costs and lost productivity)
Higher morale resulting in an engaged workforce working in a high performance culture
Motivated employees following a progressive career path in line with aspirations and organisational objectives
Fairness and consistency through scientific measurement, development and monitoring of talent
Higher retention rate of talent
BUILDING THE WORKFORCE PLAN
• Required organisational structures, systems, policies processes and infrastructure
OrganisationalCapability
• Talent available internally and sourcing of external talent where required-People Capability
• COGTA Competency Framework for local government occupational streams
• Backbone of Talent Management to inform and integrate all HR processes
Competency Profiling
INTEGRATION OF TM WITH HR PROCESSES
• Talent pools of potential successors and levels of readiness
• Strategic, focused career growth oppurtunities in line with organisationscorecard
• Oppurtunities for skills development
• KPAs
• Identification of HIPOS, key performers and underperformers
• Employee Engagement
• Job descriptions
• Progression Circulars
• Reward and Remuneration
• Employment Equity targets
• Social Media platforms
• Job Adverts
• Psychological Assessments
• Work sample tests
• Competency based interviewing
• EVP
Recruitment & Selection
Performance Management; Employee Wellness Compensation Management
Succession Planning
Career Pathing;
Training and Development
TALENT MANAGEMENT & COMPETENCY PROFILING
Talent Module on ResourceLink- Addressing all aspects of the employee lifecycle, not just at a single point in time
BUILDING A WORKFORCE PLAN- (A)PERFORMANCE BY DESIGN
STRATEGY
• Revisit our City Manager’s and Strategic Committees scorecard and how it aligns with eThekwini’s vision, mission, values and strategic objectives
• Identify desired performance and what these standards are aligned to (required competencies). Identify current gaps in meeting strategic objectives.
CHANGE MGMT
• Engage relevant stakeholders on and input towards competency profiling, levels and descriptors, KPI Index for posts, performance contracting, appropriate performance management behavioural indicators, moderation training for moderators, review of performance reward schemes, enabling technology and monitoring and evaluation mechanisms- Focus on competency profiling for mission critical, scarce skill and leadership positions first
APPROVAL OF POLICY & WORKSHOP
• Revise Performance Management Policy in light of what has been agreed upon and submit to Policy Committee and EXCO for further amendment and approval.
• Once approved, TM & HR to workshop and communicate the revised Policy to staff and host relevant PM training sessions and moderator training
COMPETENCY PROFILING
• Working Group to pilot competency profiling for Units (TM, EMA, R&OD, ODCM, GRADING and LINE). Identify successes, challenges and the way forward. Modify implementation strategy for continuous improvement. Create competency libraries and rollout to the rest of the Municipality.
(B) MANAGE BENEFITS & REWARDS
Leadership of eThekwini Municipality to decide on the applicability and adoption of Total Rewards Strategy. Benchmark short term, long term and non-financial incentives plan to differentiate it and improve it.
Remuneration benchmarking- Define market, jobs and compensable factors. Benchmark report to include details such as cash compensation, benefits summary, similar profiles, and attributes affecting pay.
Rewards Optimisation Survey-Employee perceived high and low values placed on reward offerings, perks, new programs to offer distinctive value and enhance brand strength, knowledge about benefits
Currently, retention rate high but attraction rate low. Possibly due to poor morale within organization. Benchmark A&R strategies- Investigate “Quality of Life” rewards strategy for employees within the City of Cape Town
TALENT ACQUISITION: TALENT ATTRACTION
Employee Value Proposition- Values, Organisational Culture and Ethics questionnaire with ODCM
• Research-Benchmarked VOCE in public and private sector. Seek to obtain employee and management current VOCE perceptions and priorities quantitatively (survey) and qualitatively (Focus groups). Analyse data on current perceptions and priorities.
• Design- Develop a credible EVP that showcases eThekwini’s strengths
• Implement- Introduce and promote EVP and identify improvement opportunities
• Measurement- Implement consistent tracking mechanisms to measure impact of EVP improvements
Strategic Recruitment- strategic alliances with universities, technikons, schools, to offer learnerships and bursaries, LinkedIn, Facebook, Twitter showcasing eThekwini EVP and advertising posts
TALENT ACQUISITION: TALENT ATTRACTION AND RECRUITMENT
Strategic Recruitment-strategic alliances with
universities, technikons, schools, to offer learnerships
and bursaries, LinkedIn, Facebook, Twitter
showcasing eThekwini EVP and advertising posts
Psychometric Assessments and work sample tests
(competency based)
Competency based interviews
Identify ROI from onboarding process
TALENT DEVELOPMENT
Development needs and ILPs identified via performance appraisals and psychological assessments (performance and potential-ability, aspiration, motivation, engagement, EQ, leadership competencies).
Individual Learning Plan addresses performance development for current job and career development in ready for succession
Utilise creative learning and development oppurtunities for differentiated talent
EMA to assign courses from WSP and source courses externally in initial stages of competency profiling. Assign when needed
Creation of competency based career paths in line with organisational strategy.
TALENT DEVELOPMENT
HR ASSESSMENT AND DEVELOPMENT
1. Scope:• HR Service Offerings• HR Approach to service delivery• Competencies of the HR Team (SABPP HR Competency Model)
2 . Structure: • Participants rate how HR is performing on these attributes and rate their relative
importance
3. Stakeholders: • Leaders and HR to identify areas where priorities are misaligned
Enables identification of highest priority oppurtunities to improve HR performance where it matters most to organisational success
• Funding of professional registrations with SABPP to improve HR professionalism and credibility as a business partner with Line
• HRBP Masterclasses- Elevating talent management in HR practice
TALENT DEVELOPMENT
LEADERSHIP ASSESSMENT AND DEVELOPMENT
360 Degree Assessment (Supervisors, peers, direct reports and other colleagues)
Business & Financial Acumen; Analytics and Decision-making; Creating & Conceptualising; Persuasive Leadership & Communication; Strategic Stakeholder Management; Organising & Executing;Adapting and Coping; Delivering Results; Team Development;
Identifies HIPOs, pinpoints leadership gaps, improves leadership programmes, plan successions
LeadershipTransition Accelerator(Measures and obtains objective stakeholder feedback on the new leader’s function, performance, potential, strategy and culture
Functional Performance-Operations and Team Understanding; Team Potential-Competencies and Engagement; Current Strategies- Clarity, Correctness & Achievability; Organisational Culture
Assists new leaders in identifying what they are doing well vs what they can push to later in their tenure; make better decisions based on ojective feedback; earn stakeholder trust
TALENT RETENTION
TALENT ENGAGEMENT
Meaning of Work
Recognition and care
Autonomy and
Patience
Flexibility
Stress Management
Stay-In Interviews
MONITORING AND EVALUATION
LineTransform organisational
culture to embrace Talent Management as a
way of life
Ensure implementation of Talent Management Policy and Processes
Talent Management
Subject Matter Experts on Talent Management
Educate Line and HR on Talent Management
HR
Effective business partners with Line, providing guidance,
highlighting benefits and success of Talent
Management
Ensure objectivity and fairness in TM process whilst monitoring and
reporting on TM activities
By 2030 eThekwini will be Africa’s most caring and liveable city
THANK
YOU!
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