Talentmanagement in tijden van crisis

Transcriptie

1 Talentmanagement in tijden van crisis Drs. Bas Puts Page 1 Copyright Siemens All rights reserved

2 Mission: Achieving the perfect fit Organisatie Finance Sales Customer Engineering Project management Mission Service Page 2 Talentmanagement in tijden van crisis Siemens 1.0

3 Vision Vision People make the difference(!): Continues development of competences (talents) of our employees in line with the desired development of our organization Vision Page 3 Talentmanagement in tijden van crisis Siemens 1.0

4 Goal Goal To encourage and enable the individual development of employees of Siemens in The Netherlands Goal Page 4 Talentmanagement in tijden van crisis Siemens 1.0

5 Values An employee knows what he/she wants Siemens employees are the architect of their own career Siemens Academy is for the benefit of all employees Siemens Academy does not differentiate on age, education level, years in a role or position level: it is there for the benefit of everyone The choises made by employee s themselves are the most powerfull! Basic principle of Siemens Academy that employees are motivated to participate, not forced to participate. Values Page 5 Talentmanagement in tijden van crisis Siemens 1.0

6 Communication Excellent communication is as important as the content! Primary communication goal is to reach all employees and managers of all categories. Success is to be measured in employee satisfaction on learning and development Communication Page 6 Talentmanagement in tijden van crisis Siemens 1.0

7 Communicationprofile Communication Communication profile: Siemens Academy assembles 3 important themes: 1. Authentic and company wide 2. Inspiration, transparency and dynamics 3. Personality en professionalism Recognition through own employees: 1. Starter 2. Talent 3. Expert 4. Leader Page 7 Talentmanagement in tijden van crisis Siemens 1.0

8 Siemens Academy My Academy Examples of achieved results Page 8 Copyright Siemens All rights reserved

9 My Academy News Communication Page 9 Talentmanagement in tijden van crisis Siemens 1.0

10 Offer chances for Talents My Competences Online self-assessment Page 10 Talentmanagement in tijden van crisis Siemens 1.0

11 Siemens Academy intranet Page 11 Talentmanagement in tijden van crisis Siemens 1.0

12 Performance Management Process The basis for our Talent Management is the Performance Management Process (PMP): Planning Monitoring Evaluation Round Table Feedback Actions PMP Page 12 Talentmanagement in tijden van crisis Siemens 1.0

13 Round Table - Performance Grid Performance Management Key players are key to our succes Results Needs improvement PERFORMANCE Key Player Group/Region Target setting Monitoring Evaluation Round Table Feedback Actions Top Talents (Champion) Capabilities Corporate SMR Page 13 Talentmanagement in tijden van crisis Siemens 1.0

14 Round Table - Succession Grid Performance Management Group/Region Corporate SMR Target setting Monitoring Evaluation Round Table Feedback Actions Next step Mid -Term step More steps key function 1 key function 2 key function 3 key function 4 Page 14 Talentmanagement in tijden van crisis Siemens 1.0

15 Trainingstraject General Management Leadership Excellence Page 15 Talentmanagement in tijden van crisis Siemens 1.0

16 Clear career trajectories Technical career: Engineering Expert careers Page 16 Talentmanagement in tijden van crisis Siemens 1.0

17 Siemens Leadership Excellence Program Corporate Management Course (CMC) International Leadership Excellence Top Management Course (TMC) General Management Course (GMC) Advanced Management Course (AMC) Management Course (MC) Management Development Course (MDC) Basic Management Course (BMC) i.c.w. Siemens Belgium national Page 17 Talentmanagement in tijden van crisis Siemens 1.0

18 Dilemma s Talentmanagement 1. Inkrimpende organisatie met minder mogelijkheden voor doorgroei Veroorzaakt door nieuwe organisatiemodel en de crisis 2. Neiging management om behoudend te zijn Succesvolle spelers worden liever vastgehouden dan vrijgegeven voor groei. 3. De korte termijn dicteert invulling opleidingsbudget De discrepantie tussen zeggen en werkelijk doen is enorm Page 18 Talentmanagement in tijden van crisis Siemens 1.0

19 Om verder te bespreken 1. Zorgen om talentmanagement in crisistijden? Maak je maar meer zorgen om de schaarste van talent 2. Een werkend proces voor Talent management dat aansluit bij de ondernemingscultuur is niet vanzelfsprekend. 3. Talent management: liever een stabiele 6 dan een labiele Wat is moeilijker? Het managen van management of het managen van talenten? 5. Het benoemen van Talenten is vele malen makkelijker dan het ontnemen van die talent status. Page 19 Talentmanagement in tijden van crisis Siemens 1.0

20 Thank you for your attention! Questions? Page 20 Copyright Siemens All rights reserved