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SELECTION – DEVELOPMENT – UTILISATION. DONG Energy is one of the leading energy groups in Northern Europe. We are headquartered in Denmark Approximately 6.000 employees Our business is based on procuring, producing, distributing and trading in energy and related products in Northern Europe. - PowerPoint PPT Presentation
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SELECTION – DEVELOPMENT – UTILISATION
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• We are headquartered in Denmark
• Approximately 6.000 employees
• Our business is based on procuring, producing, distributing and trading in energy and related products in Northern Europe
DONG Energy is one of the leading energy groups in Northern Europe
2006
15 / 85
DONG Energy's vision is to produce clean and reliable energy
50 / 50
From black to green energy
85 / 15
20202040
GreenEnergy
Our strategy demands for a major transformation…
4
Extensive growth increase our organisational complexity
Expansion of our geographical footprint lays focus on our competitiveness
We need new capabilities while facing aggressive competition for scarce human ressources
DONG Energy Leadership Performance & Development
High Potential in DONG Energy
Shows exceptional results &
high potential
Stand OutMeets DONG Energy Values
& is a role model
Fit In&
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Selection Development Utilisation
The purpose: To accellerate the process of turning potential into performance
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Selection
Selection
Transparent Closed
Criteria are official - process confidentialOpen dialouge managers & HIPOT
Selection
Transparent Closed
Objective Subjective
Objective criteria; performance measurements, evaluation of potential and assessment. Result is confirmed at people
review.
Selection
Transparent Closed
Objective Subjective
CentralDecentral
Line managers key role in identifying candidates. Line manager nominates and BU management team approve.
Step 1: PerformancePerformance is defined as the combination of business results and leadership behaviour
Assessment of Performance
Assessment of Potential
Identification of high potentials &
successorsAction Plans
Overview of the People Review Process
Step 2: PotentialPotential is defined as promotability
Step 3: High Potentials & SuccessorsOverview of employees who are ready to take on a greater responsibility
Step 4: Action PlanIndividual and Team Action Plans to ensure follow-up
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Development
Selection Development Utilisation
Transparent Closed
Objective Subjective
CentralDecentral
Development Retention
HIPOTs difficult and costly to replace, BUT main purpose is creating a pipeline of
high potentials, retention is a positive side-effect.
Selection Development Utilisation
Transparent Closed
Objective Subjective
CentralDecentral
Development Retention
Action Learning Formal Training
Hipots must work outside their comfort zone by taking on challenges :on-the-job
training, hands-on experience or business case simulations to accelerate learning.
Selection Development Utilisation
Transparent Closed
Objective Subjective
CentralDecentral
Development Retention
Action Learning Formal Training
Cooperative Learning Class-room
Increased learning with active involvement, knowledge sharing, peer tuition and
opportunities for reflections. It enhance participant ownership and commitment.
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Utilisation
Selection Development Utilisation
Transparent Closed
Objective Subjective
CentralDecentral
Development Retention
Action Learning Formal Training
Cooperative Learning Class-room
All candidates from the high potential pool are included in the internal
candidate database for easy tracking, transparency and enhanced pipeline
Strong pipeline Weak
Selection Development Utilisation
Transparent Closed
Objective Subjective
CentralDecentral
Development Retention
Action Learning Formal Training
Cooperative Learning Class-room
Before recruiting externally, search for internal candidates for vacant positions is
carried out.
Strong pipeline Weak
Structured search Unstructured
DONG Energy Leadership Performance & Development
