International Talent Development Strategy

Thursday 15th March 2012

www.landerassociates.co.uk

Presented by Fiona Lander

MD Lander Associates

Rolling out an International Talent Development Strategy

Agenda

International TDS - critical considerations Talent Development Strategy – key focuses An example of eachWho is it for? Training & Development model Onboarding & Good to Great Q & A

Consider International Challenges The Critical C’s

Commerce Culture

• Country• Client• Candidate• Consultant• Complacency

Climate• Political• Social• Economic

Compliancy Computer

• Technology• Social media

Cost

Change• Embed

Consistency• Consolidate• Standards

Collaboration• Champions• Coaching

Communication• Internal• External

Infrastructure

Managers

Engagement

Training Needs

AnalysisTalent

Attraction & Retention

Training &Development

Strategy

Marketing & PR

Customer Acquisition

Talent Development Strategy

Infrastructure

Performance management Appraisals Communication strategy Technology Intranet Internal systems Processes Policy & compliancy

Performance Management

Training & Development Strategy

Performance Enhancement

Appraisal System

Recruitment Process (Talent)

Career PathReward &

Recognition Schemes

Under Performance Management

Company Vision & Values

Engagement & Innovation

On boarding

Managers - Develop a ‘Training Army’

Engagement

Vision

Engaged Employees Deliver

27% higher profits

50% higher customer loyalty

50% higher sales

40% above average productivity

Gallup

Analysing Training Needs

Who is it for?

It’s not just about Gen Y

Are you ready for 5 generations?

Traditionalists born prior to 1946

Baby Boomers born between 1946 and 1964

Gen X born between 1965 and 1976

Gen Y / Millennials born between 1977 and 1997

Gen Z / 2020 born after 1997

Five generations in the workplace

0% 20% 40% 60%

2005

2010

2015

2020

Traditionalists Baby Boomers Gen X Millennials Gen 2020

Technology

Technology – frames of reference

Talent Attraction

Training Development Strategy Budget The opportunity cost of not training Company priority objectives Core competencies Company standards Cultural differences Training methods Onboarding Good to great!

Core Competency Programme

Director DevelopmentSnr Managers

Development ProgrammeExperienced/Intermediates

Onboarding & Induction New starters/inexperienced

ExecutiveCoaching

Mentor Programme

EXTERNAL

MasterclassProgramme

WORKSHOPS & COURSES

SCHOOL OF EXCELLENCE

W/S C W/S

WORKSHOPS & COURSES

W/SC W/S

C

WORKSHOPS & COURSESC W/S

C

WORKSHOPS & COURSES

W/S C W/SC

CO

AC

HIN

G P

RO

GR

AM

ME

(IN

TER

NA

L) C

OM

PA

NY

WID

EM

EN

TOR

ING

PR

OG

RA

MM

E

Leadership DevelopmentManagers &TL’s

W/S

Priority Company Objectives

Onboarding

Three / Six Month Induction

Incorporating TechnologyIncorporating Technology

Good to Great!

Leadership Development Programme

Marketing and PR

Customer Acquisition USP

Infrastructure

Managers

Engagement

Training Needs

AnalysisTalent

Attraction & Retention

Training &Development

Strategy

Marketing & PR

Customer Acquisition

Talent Development Strategy

Consider the Critical C’s

Commerce Culture Climate Compliancy Cost

Computer Change Consistency Collaboration Communication

Thank youThank you www.landerassociates.co.uk