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TMP/TLP

- Talent Process Management- Capacity- Recruitment

- Learning and Development- LEAD

- Functional Learning- Global Competency Model

- Global Learning Environment

= Efficiency

- Programme management- my@.net management

- # of TMP- # of TLP

- TMP/ TLP Principles- Program definitions

= Driving GCDP GIP

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Has there been an expectation setting meeting?1. Clarification of JD2. Agree on professional/personal goal achievement (MOS)3. Expectation Setting4. Learning and Development Needs5. Further Support Required6. PA process

Preparation for PA:1. Set date for PA (give 1 weeks notice)2. Give appraised copy of PA form, ask him/her to fill it according to their perspective, bring support materials if necessary3. Give VP copy of PA form, reflect on performance of appraisee, fill according to his/her perspective

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PA:1. Make appraised comfortable, explain agenda of chat etc.2. Share forms with each other, explain each point in detail3. Listen to challenges and empathize4. Adjust target and achieved according to issues detailed5. Ensure appraised understands the ‘performance gap’

Feedback:1. Discuss how to close the gap, what is holding him/her back? Assess using competencies - is it knowledge, skill, attitude? What support can the VP/MB give?2. Discuss how to improve as an individual. What extra challenges does he/her need?3. Create action steps/ development areas and deadlines

5 Follow Up:1. Check to see if member has followed up on actions steps recommended2. Fulfill promises3. MB/VPs should follow this up in their weekly/monthly coaching chats

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T'*$!) R$v&$wHR Plan:1. Assess your current talent capacity through the talent reviewWhat is the knowledge, skill and attitude inventory of your current staff - assess by function, level etc.

2. Forecast HR requirements looking at the HR needs of your LC plan.What is the knowledge, skill and attitude inventory needed to achieve your strategic organization's goals?How many people will you need to achieve your LC goals?

3. Develop HR strategies to support organisational strategiesa) Restructureb) Learning and Developmentc) Recruitment

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Individual

discovery and

reflection

Mentoring

Learning

Circles

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Team

Experiences

Conferences

and Seminars

Virtual Spaces;

forums, blogs

and resource

sharing

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Membership Survey1

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Local Education Cycle

Feedback

5 Talent Review/Assessment

2 Talent Review

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Membership Survey1

If the talent review data from last quarter is not sufficient - consider releasing a quarterly L&D Analysis survey to understand the needs of your Local Committee

1. Name2. Function3. What learning and development do you need currently to fulfill your job

description responsibilities?4. What areas of the Global Competency Model do you wish to develop this

quarter?5. What knowledge/skills/attitude specific to your chosen competencies do you

wish to develop?6. What is your desired position for the next quarter?7. What learning and development do you believe you require to apply/succeed in

this position.

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Consult Talent Review2Check the Talent Review for the common areas of development

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1. Stars: Focus on the challenges outlined in PA, ask about desired next steps.2. Talent Pool & High committed people: What are the lowest average score areas in the GCM?3. High Talented People & Regular Development: What functions are they clustered from - what is the functional knowledge outlined in the PA that is missing?4. Low Performing: Outline functional knowledge and GCM training needed - ensure their learning and development is tracked

Local Education Cycle3Accumulate L&D needs based on survey, GCM needs (Average CAT scores across LC

etc.), Talent Review & Personal Appraisals. You may also define these needs from surveying LCVPs and MB and the current National Education Cycle.

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Individual

discovery and

reflection

Mentoring

Learning

Circles

T

Team

Experiences

Conferences

and Seminars

Virtual Spaces;

forums, blogs

and resource

sharing

Feedback/Attendance -KPIs4After each training/seminar there must be a feedback form provided to ensure that there

is constant development and adherence to member needs.

Each event/L&D training should have specific KPIs to assess the effectiveness of the training.

Use the Talent Review the following quarter to assess the effectiveness of L&D programs

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Suggested KPIs:

1. Attendance % of targeted audience2. Overall Attendance3. % of performance growth in next quarter compared to last quarter for the

targeted audience4. % of GCM growth in next quarter compared to last quarter for targeted audience5. Satisfaction rate % (from feedback)

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