HR – People Overview – 2015

2

HR Org Chart

VACANCYHR Intern

Dawn RobinsonGlobal HR Director

Kat UlanczykHR

Administrator

Samantha LinkTalent &

Development Manager

Yvonne GilmoreHR Manager

Rockville

Nick CamaraHR Business

Partner

3

• LEADERSHIP & MANAGEMENT CULTURE

• PERFORMANCE DRIVEN CULTURE• PEOPLE DEVELOPMENT

Key Priorities

Business Swot Analysis

Strengths Weaknesses

Opportunities ThreatsAttritionCompetitive markets gaining groundDisengaged minorityCustomer dissatisfactionTrustFinancial status with suppliersSkills gaps & development Limited Technical Development

Quirky offering/niche in marketSkills of our peopleSmall enough for everyone to matterGlobal presenceKPD’s

Leadership/people developmentCareer Path & benefits/rewardLack of data/systemsProduct quality fixesResourcingProcessesKPD’s

New BrandingValues launchRevitalise engagement & ‘quick win’ people initiativesPricing strategy/offeringStrategic Growth Business PlanPatent ability

5

People interventions for Nomad

Short-term competence devt. : longer-term L&D for

all

People Survey & Action Plans short-term : longer-term 360 devt.

Longer-Term 2016/17

Recognition Scheme now – salary bands & pay/ reward

longer-term

Under review now – incl. Induction & competencies

Pilot witth SLT short-term : longer-term for all

Basic policies & benefits under review now : Diversity & WLB

longer-term

People Life Cycle – a

Behavioural Experience

Talent Mgt & Skills Progress

Approach to Pay & Reward

Rect. right people & right roles

Perf. MgtFeedback from our People

Development competence

Welfare & Support

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People Roadmap 2014-2017

Performance Targets Values/competencies Job specs/org charts Performance Mgt pilot Recruitment Tools & Induction

Training Recognition Scheme People pulse survey Basic Benefits & Absence Policy Mandatory H&S/compliance

training

Engagement Touch Points & Leadership Development

Performance Mgt for all Critical/Technical Skills Training Mentor & Coaching Management Development Reward & Benefits review Skills Progression/Career Paths

Talent Mgt & Succession Planning

Learning for all & platform HRIS system People Survey Career Development 360 Feedback

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HR Initiatives – Progress : (September 2014-May 2015)

People Branding

• Office Guides : Handbook : Policies : Buddy & Onboarding

UK Benefits• Survey for our

people – prioritised sick-pay, pension & holidays & actioned

Support with communications• Management Community established • Thirsty Thursday, Town

Hall, web-ex & Platform input

• New starters engagement• Monthly & quarterly

Office Mgrs’ network launched

Training progress• 38% H&S : 22%

General & 40% Technical @ £70k spend

• First Leadership Trg• Prince 2 foundation• Finance for non-

finance• Excel trg• H&S compliance• PTS, LRQA

Recruitment • US accountability• Global rect mtgs

established• Onboarding &

Buddy to support• 60+ appointments • Key new roles for

Sales & R&D

Competency Development

• Framework scoped for Business

• Values created• Leadership

created• Generic &

Technical defined

Engagement & ERS:

• External professional cipd representation

• HR presence/team development

• One Voice scoped & org mapping prep & comms ready to launch

• 2 successful Quarterly awards & site to support scheme

OD Support

• SD night shift changes• Pre-Sales & Bid Team

changes• Denmark & Vienna

support• Senior contractual

changes & exits• Hildesheim job

alignment• Sys Admin – Holland

move

C.S.RCharity support

• £1,350 for MacMillan through Secret Santa staff raffle.

• Electronic Christmas cards in place of paper -proceeds going to UNICEF.

HR Website Employee Recognition

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Recruitment overview

EMEAI:22 (29)

US:2 (1)

24 (30) active vacancies & 16 (7) potential

R&D: 8 (7)Sales: 3 (7)Delivery: 7 (6)

O&M: 6 (9)

M,F&A: 0 (1)

News since Dec:

We have temporarily stalled recruitment to further re-visit the vacancies against how we continue to perform in the business. To be further reviewed W/C 8th Feb

• PSL submissions now at final stages.• New referral/relocation program to be

launched.• New Onboarding Program launched –

not great engagement as yet!• New Career site to be finalised &

launched.• Germany visit confirmed and has taken

place.• Low yield recruitment time (during

holidays)• 2 RSMs recruited • 3 Internal promotions• 1 PM (USA) hired• 3 Direct hires• Closed 10 positions since Dec 11th

Search: 12 (15)

Interviews or CVs in play: 5 (9)

Final/Offer: 7 (6)

By department: By stage:

By region:

Aus:0 (0)

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Different routes, different channels for Communication

Platform• Bi-monthly• Contributions

across the business

The week that was….• Email from AT to all

staff – Monday mornings

• Drafted by Marketing• Based on good news

updates from SLT weekly calls

Global Calls• Hosted by AT and AN

Other • 30 mins• Bi-monthly alternate

to Platform • First call Thursday 18

December 4.30pm (UK) – AT and DR

Intranet• ND hosted intranet• To launch Q3• Host all company

updates, info feeds, social announcements and spontaneous announcements & celebrations

Town Halls• Quarterly face-to-

face • Per location• Presentation

supplied centrally post SLT Quarterly face-to-face meeting

• Business update & presentation(s)

Thirsty Thursdays• Quarterly• Different months to

Town Halls and Global Calls

• Include AT where poss

• Business update and presentation(s)

Ad hoc • Office get-togethers • Organised by staff• Funded by staff

Managers forum• To be discussed at

SLT

Department & Team meetings• Monthly & quarterly

– as required• SLT briefing notes

supplied for cascade via team leaders

Staff survey in Q 4

• Results shared with SLT then company-wide

• Action Plans made in response to feedback

10

4

3

1

2

8

7

5

6

Globalised re-fresh of Policies, Branding & Benefits

Support for One Voice – people engage survey with pragmatic Action Plans in the business

Performance Management – address any salary review for 2014/2015 & revisit new scope for 2015/2016

Competence library developed – to include skills progression, career paths, trg support & succession plg

Heighten Management Community engagement

Ops - OD structure support, enhance Hildesheim presence & recruitment support for all

Basic Mgt Devt tools created – Absence, rect, perf mgt, coaching

Apprenticeships & interns support/launch

Support Office move9

HR H1 priorities

10 Drive & support Annual ERS review & winner!!!

2015

Timeline for Building and Establishing Leadership Culture at Nomad

2016

11

2017

Build the culture of open, honest discussions and sharing quality feedback and coaching and enhance the role of the Management Community

Embed leadership competencies and create coaching support and career path opportunities, through succession planning and talent management process

Build and evolve the Nomad leadership competencies and behaviors within a Leadership Framework & some basic devt tools

Create and launch continuous performance and development process linked to the What & How

NOTE: SLT support needed to ensure success

Basic leadershipprogramme commissioned with QA – Managing Technical Teams for 8 leaders- April –June 2015

Management Community established

Current state

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Competencies & Competitive Advantage

Job family / Technical competencies:Competencies along the job families (Engineering & projects, Marketing & Sales, RTD & Technology, Services, Functions)

High

Small

Generic competencies:Enablers of organizational efficiency.

Leadership/Strategic competencies:People ManagementDirection/VisionEngagement/Inspiration

Competitiveadvantage

Values Competencies

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Framework / illustrative exampleCompetency lists within Competency

Nomad General Competencies

R&D & TechnologyLeadership Skills

Nomad Value Based Competencies

Leadership Competencies Nomad Functional Competencies

ExpertTools / IT Skills

Language Skills

Working safely

Leading virtual networks

Customer relationship

management

Nomad processes and ways of

working

Nomad business understanding

Delivery of results

Conceptual thinking

Embracing change

Collaboration / Cooperation

Adapting and Coping

Analytical thinking

Technology understanding

Engineering Technical Support

Project Manga's

Sales & Marketing

Business Support

Technical skills;Mechanical / Electrics & Automation / Hydraulics / Process expertise

Training skills

Financial acumen

Transportation Management

Contact Expertise

Quotations Operations Expertise

Import & Export procedures handlingSupply chain management

Procurement

Demand Planning

Documenting

Order fulfillment

Inventory Management

Engineering

Technical writing

Reliability engineering

Site Operation skills

Equipment Process ExpertiseMaintenance management

Project management

Sales Expertise

Account managementNegotiation Skills

Business understanding (relevant business)

Decision Making

Resilience

Influence / Change Leadership

Planning & Organisation

Driving for results

Learning Agility

Empowerment / Delegation

Strategic Thinking

Managing performance

Innovative Trustworthy Collaborative

Product business understanding

Communication Skills

The HR DepartmentE: HR@nomadrail.comT: 020 7096 6966 ext. 2228