ihrm gold standard - hkihrm- · pdf filebetter together rsg ops talent management gold...

BETTER

TOGETHER RSG

OPS TALENT MANAGEMENT GOLD STANDARD

JANET MAN

SR. DIRECTOR, TALENT & DIVERSITY

MCDONALD’S HIGH GROWTH MARKETS & FOUNDATIONAL ASIA MARKETS

BETTER TOGETHER RSG

GOLD STANDARDAchieves self-sufficiency in building adequate Ops leadership talent and capabilities to drive business success

High Growth Ops Talent Management

Gold Standard

Mindset

Know-How

Success Profiles

Practices

Analytics

BETTER TOGETHER RSG

• Sense of urgency to build a self-sufficient Ops leadership pipeline with a diverse pool of talent• Talent decisions are to be made based on honest and objective assessment at all levels• Everyone is accountable for talent spotting and talent development


• Interview and select candidates• Assess Performance, Potential, and Readiness to Advance • Spot high potentials and advocate them at talent roundtables• Guide and support performance goals setting and development planning• Deliver real-time performance feedback and conduct career conversations• Engage and retain talent

• Restaurant Workforce Planning once in 2-3 years; forecast Ops talent demand & supply per year• Performance calibration once a year; formal talent roundtable twice a year• Leadership Development Center (LDC) for Ops once a year• Talent as an agenda item for every business meeting• Real-time performance feedback and informal progress check-in throughout the year• Mid-year career and development conversation with direct report at least once a year • Stay interview with high potentials at least once a year

• Critical success factors that differentiate Good vs Great Ops leadership talent • Profiles set expectations and are referenced at talent selection, assessment as well as development

• Metrics in place to monitor Ops talent pipeline strength and diversity• Regular reporting and insights generation to inform talent decisions

Mindset

Know-How

Success Profiles

Practices

Analytics

BETTER TOGETHER RSG

ACTIVITY

• Ops lead and HR lead from each market pair up. Review the Ops Talent Management workbook. There are 3 worksheets in the workbook.

• Discuss the questions in the Evaluation worksheet.

• Assign “Red, Yellow, Green” to indicate the extent of gap for each of the 5 areas to achieving the Gold Standard.

• Fill out the Action Planning worksheet. A list of Suggested Actions are provided for consideration.


BETTER TOGETHER RSG

THE ANALAYSIS

• Tally the Red, Yellow, Green for each question

• Out of the 5, the area with most Reds is our biggest opportunity as a segment

• In each area, items which have a lot of Reds requires our focused attention as well

• Markets have self determined their priority areas; individual feedback has been given to help refine the action plan

High Growth Ops Talent Management Gold Standard Follow-up

BETTER TOGETHER RSG

KEY FINDINGS

Accountability of knowing & supporting HIPO outside own team is minimal

Tracking of talent metrics & regular monitoring has not been a practice

Skills and time spent on staff engagement and development is limited

Formal assessment to select & promote talent need to be established

Diversity & balanced representation is an opportunity especially at restaurant manager level

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BETTER TOGETHER RSG

RECOMMENDED ACTION


Get to know and support HIPO talent

• Identify 2-3 HIPO from different levels

• Create talent profiles (TApp or Talent Book)

• Review profiles

• Commit to having a conversation with those who

you do NOT know

• Expose them in front of leadership (during market

visits) and help them broaden network

• Mentor at least one HIPO outside your own team

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BETTER TOGETHER RSG


Add talent metrics into regular Ops KPI report

RECOMMENDED ACTION 2

• Produce talent metrics report for Ops organization

at least 2 times a year

• Talent metrics cover:• Pipeline Strength & Accuracy

• Gender Diversity

• Tenure of Feeder Pool

• HIPO Retention

• Include metrics in Ops KPI report and review in

Ops leadership meeting

• Add “Talent” as a regular Ops meeting agenda

item to follow up on actions

BETTER TOGETHER RSG


Run an engagement activity with your team


Run an engagement activity with your team

Work Work

TeamTeam

ManagerManager

OrganizationOrganization

EnvironmentEnvironment

LeadershipLeadership

• Run a 60-90 mins engagement activity in

your next team meeting

• Objective:• Understand what engages your employee and

gain insights into ways that you could

strengthen his/her engagement

• Toolkit include:• Facilitator guide w/ slides & speaking notes

• Participant worksheet

• Engagement cards

• Debrief questions / conversation tip

• Facilitator training will be provided

BETTER TOGETHER RSG


RECOMMENDED ACTION (CONT’D) 3

Attend “How to” Part 2 training sessions

• Half day sessions designed to provide

people managers with skills training

• Part 2 cover topics:• Create a robust performance & development plan

• Conduct goal setting conversation w direct report

• Coach direct report’s ongoing development

• HR and Talent leads have been trained

and provided with the set of materials

• Schedule training dates and offer it to

Ops Managers and Consultants

BETTER TOGETHER RSG


RECOMMENDED ACTION (CONT’D) 3

Conduct a career / development conversation with direct report

• Commit to conduct at least one

career/development conversation with

each of your direct report; make it a KPI

• Volunteer to have a “stay interview” with

a HIPO talent outside your own team

• Consider organizing a dedicated event

such as a “career / development

conversation day”

• Pick an Ops meeting date to debrief

themes

BETTER TOGETHER RSG


Explore assessment & strengthen training for selection / promotion


• From Selection based on relationships &

limited information To Objective assessment;

align with new culture of no false kindness in

promotion decisions

• Benefits of using scientific assessments:• Save mgrs’ time spent on unqualified candidates

• Create better experience for candidates

• Help determine role type and candidate match

• Increase likelihood of quality hire

• Tools review in process

• Update interview questions with manager

guide on how to assess and score responses;

skills training for managers

Personality

Situational Judgement

Interview

Job nature and Personal

interest / drivers match

Ability to make judgment

and behave according to

standard

Explore

Enhance

Validate opportunity areas

and assess communication

style as well as cultural fit

BETTER TOGETHER RSG


Participate in diversity study & action planning


• Gather some data to understand the

situation and challenges of the issue

• Analysis:• Position by Gender

• Promotion by Gender

• Potential rating by Gender

• Training options:• Winning w Inclusion and Diversity (WWID)

• Female restaurant mgr development program

• Partner w Global Diversity & Inclusion

team to develop solutions

BETTER TOGETHER RSG

OPS TM GOLD STANDARD AWARD

• Award to the market which makes the most effort and results in the biggest progress in the 5 recommended areas as well as what’s committed in the market action plan

• Employee survey data, talent metrics, SME and leadership judgement will be based to determine the award winner

• Period of assessment covers 1 year, from now till end of Aug 2017

• Award winner will be announced in Sep 2017

• A “Talent Champion” trophy will be awarded to the winning market


QUESTIONS?


ihrm gold standard - hkihrm- · pdf filebetter together rsg ops talent management gold...

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