Headquarters in Dallas, TX 103 years since founding 40,000 employees 30 countries 6 continents

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Headquarters in Dallas, TX 103 years since founding 40,000 employees 30 countries 6 continents"

Transcription

1 ENGINEERING w PROCUREMENT w CONSTRUCTION (EPC) w MAINTENANCE w PROJECT MANAGEMENT Headquarters in Dallas, TX 103 years since founding 40,000 employees 30 countries 6 continents $21.5 billion revenue in on Fortune 500 list Named Top Company for Leaders Aon Hewitt 2011 and 2014

2 In this session!view snapshot of our HIPO programs and why they work for us!learn how we use our Placeholder for Ma and Pa Kettle HIPOs to develop others!hear about our philosophy of leaders and the development of the 90 percent!gain insight into some really cool tools

3 HIPO programs at Fluor POPULATION REVIEWED Fluor s Board of Directors (Organization and compensation committee) CEO and direct reports The talent development process: DEVELOPMENT FORUMS Executive Development Forum CEO, COO, all other executive vice presidents, president of government group Officers Ensures that leaders are ready at all levels of the organization P I P E L I N E Leadership Development Forum 15 senior officers (business line executives, sales leads, project managers, etc.) Regional and functional talent development teams (27 total) Non-officer executives Nonexecutives Is designed to attract and retain employees Promotes buy-in to the development of others because executives are active participants in the process Our DEVELOPMENT FOR ALL approach supports our belief that everyone is a leader

4 The New Leader PURPOSE: Prepare supervisors to lead by building cri4cal supervisory and leadership skills. DESIGNED FOR: New supervisors with less than five years supervisory experience, soon- to- be and aspiring supervisors or those who would benefit from a skills refresher. Fluor Management InsDtute PURPOSE: Prepare high poten4al employees to provide daily leadership that is aligned with Fluor s global leadership principles and business objec4ves. DESIGNED FOR: Emerging leaders with between five and fideen years of industry experience Fluor Leadership Summit PURPOSE: Prepare high performing func4onal leaders to effec4vely coach and mentor up- and- coming talent in support of Fluor s leadership development ini4a4ves. DESIGNED FOR: Department managers and project leaders with more than Harvard Leadership Direct PURPOSE: Enhance the development of global leaders in areas of business acumen, financial awareness and core skills. DESIGNED FOR: Non- execu4ve global senior leaders interested in broadening exposure to business acumen and global interac4on. ExecuDve Leadership Program PURPOSE: Develop the capability of execu4ves to effec4vely use cri4cal, future- oriented competencies and to coach and mento others in their execu4on. DESIGNED FOR: Non- officer execu4ves who may advance to increasingly more responsible senior level business leadership roles. ExecuDve Business Challenge PURPOSE: Prepare execu4ves to actually run the company by experiencing both the strategic and day- to- day challenges of one of Fortune s 200 top companies. DESIGNED FOR: Originally, company officers only, now extended to high poten4al execu4ve managers.

5 What " Why Silos " Collabora/on Work hard " Get results Process " People Training " Development

6 Developing people is not tacked on to work, it s the way work gets done.

7 HIPO programs reimagined Action Learning Across the curriculum, plus manager s playbook GBLT Global Business Leader Track ASAP Accelerating Skills to Advance Projects

8 LEADERS DEVELOPING LEADERS Use HIPOS to grow the pipeline of leaders throughout the enterprise.

9 WITH HIGH POTENTIALS Execu4ve reach forward Fluor University Ambassador s Program GROW (Growing Representa4on and Opportuni4es for Women) Mentoring circles

10

11 The other WorkPlace 2020 study produced a forward looking plan to align Fluor s people prac4ces with future needs Open source learning project resulted in hundreds of just- in- 4me development ideas and resources for no cost BizLibrary replaced dated and awkward- to- use videos and online learning at a frac4on of the cost StrengthsFinder 2.0 for individuals and teams Goal- based performance assessments now link individual contributors to company wide strategic objec4ves

12 Some really cool tools Coaching MaTers 90 non- training ways to develop your team Blogs Core Skills degree feedback and self assessment Core Skills Online

13 Some really cool tools Coaching MaZers 90 non- training ways to develop your team Blogs Core Skills degree feedback and self assessment Core Skills Online

14 Some really cool tools Coaching MaZers 90 non- training ways to develop your team Blogs Core Skills degree feedback and self assessment Core Skills Online

15 Some really cool tools Coaching MaZers 90 non- training ways to develop your team Blogs Core Skills degree feedback and self assessment Core Skills Online

16 Something for All: Developing Bench Strength HIPO programs can fit and enhance overall workforce development! Jennifer Large, Vice President of Talent Development 2015 Fluor. All Rights Reserved.

CUPA HR Strengthen Leadership Development and Succession Planning Practices

CUPA HR Strengthen Leadership Development and Succession Planning Practices CUPA HR Strengthen Leadership Development and Succession Planning Practices April 11, 2013 Prepared by Consulting Performance, Reward & Talent The Higher Ed Leadership Development Challenge Strength Board

More information

OVERVIEW. Summary. 2015 State of Leadership Development Study: Top Findings

OVERVIEW. Summary. 2015 State of Leadership Development Study: Top Findings OVERVIEW More than one-third (35.7%) of organizations surveyed in Brandon Hall Group s research say their leadership development practices are still below average or poor. 2015 State of Leadership Summary

More information

9/21/15. Research Educa4on Solu4ons A NEW LANGUAGE FOR LEADERSHIP TRANSFORMING PERFORMANCE MANAGEMENT: AN ELI LILLY CASE STUDY

9/21/15. Research Educa4on Solu4ons A NEW LANGUAGE FOR LEADERSHIP TRANSFORMING PERFORMANCE MANAGEMENT: AN ELI LILLY CASE STUDY A NEW LANGUAGE FOR LEADERSHIP TRANSFORMING PERFORMANCE MANAGEMENT: AN ELI LILLY CASE STUDY Research Educa4on Solu4ons Dr. David Rock, Director, NeuroLeadership Ins4tute Mark Ferrara, VP of Talent Management,

More information

Controlling Leadership Talent Risk: An Enterprise Imperative. By Seymour Adler, Senior Vice President and Amy Mills, Vice President

Controlling Leadership Talent Risk: An Enterprise Imperative. By Seymour Adler, Senior Vice President and Amy Mills, Vice President Volume 1, Issue 1 November 2008 By Seymour Adler, Senior Vice President and Amy Mills, Vice President Leadership Shortage Imminent Grooming leaders is one of the most critical business needs in the modern

More information

Debunking 4 Myths in Talent Management

Debunking 4 Myths in Talent Management Debunking 4 Myths in Talent Management Webinar conversation on March 10, 2015 Webinar Objectives 1. Define terms 2. Apply data and analytics to your business story 3. Debunk 4 Myths in Talent Management

More information

Managing Your Talent Portfolio: Positions or People

Managing Your Talent Portfolio: Positions or People Managing Your Talent Portfolio: Positions or People Marco Nozicka Human Resource Talent Manager Walgreens Who Will Take the Baton? What If? An airplane crashes in the desert, killing all on board. Among

More information

October 21, 2015. Executive Coaching. Trends and Practices for Driving Succession Planning and Leadership Development. Debra Hamilton, CLDO

October 21, 2015. Executive Coaching. Trends and Practices for Driving Succession Planning and Leadership Development. Debra Hamilton, CLDO October 21, 2015 Executive Coaching Trends and Practices for Driving Succession Planning and Leadership Development Debra Hamilton, CLDO Fulton Financial Corporation Profile Regional financial holding

More information

Agenda. Strategic Succession Planning: Building Your Bench Strength. The Numbers say. SP Defined* The Art of Choosing Positions

Agenda. Strategic Succession Planning: Building Your Bench Strength. The Numbers say. SP Defined* The Art of Choosing Positions Agenda Strategic Succession Planning: Building Your Bench Strength The Business Case for Succession Planning The Wedding: Succession Planning meets Leadership Development Top 10 Ideas for Building Your

More information

Career Management. Making It Work for Employees and Employers

Career Management. Making It Work for Employees and Employers Career Management Making It Work for Employees and Employers Stuck in neutral. That s how many employees around the world would describe their career. In fact, according to the 2014 Global Workforce Study,

More information

Amcor Commercial Leadership Development Program

Amcor Commercial Leadership Development Program Amcor Commercial Leadership Development Program Creating a new world of packaging The Commercial Leadership Development Program (CLDP) is a key part of Amcor s commitment to developing Sales & Marketing

More information

Succession Planning: Developing Your Bench Strength. Presented By: Michelle McCall, Managing Principal, IMG

Succession Planning: Developing Your Bench Strength. Presented By: Michelle McCall, Managing Principal, IMG Succession Planning: Developing Your Bench Strength Presented By: Michelle McCall, Managing Principal, IMG Agenda The Business Case for Succession Planning The Wedding: Succession Planning meets Leadership

More information

Special Report. RESULTS BASED Onboarding Evalua/on Tools and Metrics. Sign up to get your free report today!

Special Report. RESULTS BASED Onboarding Evalua/on Tools and Metrics. Sign up to get your free report today! Special Report Sign up to get your free report today! RESULTS BASED Onboarding Evalua/on Tools and Metrics By Robert C. Bilotti, Managing Director Novita Training Need to get a bigger bang for your buck

More information

ABS Leadership and Management Charter

ABS Leadership and Management Charter The ship and Management Development Charter is a comprehensive and inclusive capability development strategy, designed to provide greater transparency and structure to the development of ABS leaders and

More information

Unleashing Potential. Building a Career Development Culture to Drive Employee Engagement. Jeneane Blom Senior Consultant Right Management

Unleashing Potential. Building a Career Development Culture to Drive Employee Engagement. Jeneane Blom Senior Consultant Right Management Unleashing Potential Building a Career Development Culture to Drive Employee Engagement Jeneane Blom Senior Consultant Right Management 2014 Right Management. All Rights Reserved. Right Management Overview

More information

Workforce Focus. Presenter: Rich Lowe, Senior Vice President, Human Resources

Workforce Focus. Presenter: Rich Lowe, Senior Vice President, Human Resources Workforce Focus Presenter: Rich Lowe, Senior Vice President, Human Resources Human Resource Organization Senior VP DIRECT REPORTS Compensation & Benefits Recruiting Service Excellence Institute for Learning

More information

Grad Students. AT&T Labs Internships. Details and Requirements

Grad Students. AT&T Labs Internships. Details and Requirements Grad Students AT&T Labs Internships We re known for ideas. And 1,300 of the world s top scientists and engineers are the reason. Since 1925, AT&T Labs has been responsible for many of the world s major

More information

Sales Compensation and Incentives

Sales Compensation and Incentives Sales Compensation and Incentives Question: What are the goals of a compensation plan? Goals of Compensation Motivate AE s to exceed revenue targets Motivate sales of multiple products Drive sales behavior

More information

Developing a Results-Driven Onboarding and Mentoring Process for Physicians

Developing a Results-Driven Onboarding and Mentoring Process for Physicians Developing a Results-Driven Onboarding and Mentoring Process for Physicians Speakers C. Edward Brown, F.A.C.H.E. Chief Executive Officer The Iowa Clinic Jamie Carlson Chief Human Resources Officer The

More information

People Management and Leadership Training That Gets Results!

People Management and Leadership Training That Gets Results! and Leadership Training That Gets! Welcome to Great Managers! A 5 year Australian Government-funded research report, Leadership, Culture and Management Practices of High Performing Workplaces: The High

More information

P2P Maturity Model. A best practice framework for building your partner channel. Joint Business Planning. Leads and Pipeline Assessment.

P2P Maturity Model. A best practice framework for building your partner channel. Joint Business Planning. Leads and Pipeline Assessment. P2P Maturity Model A best practice framework for building your partner channel v1.1 More than ever, partnerships are essential to building total solutions, business growth, and winning against the competition.

More information

Project Por)olio Management

Project Por)olio Management Project Por)olio Management Important markers for IT intensive businesses Rest assured with Infolob s project management methodologies What is Project Por)olio Management? Project Por)olio Management (PPM)

More information

SPRING BRANCH ISD Leadership Work Web Mee;ng

SPRING BRANCH ISD Leadership Work Web Mee;ng SPRING BRANCH ISD Leadership Work Web Mee;ng Ellio% Witney Exec. Dir. of Strategic Ini;a;ves & Innova;on Email: elliog.witney@springbranchisd.com LinkedIn: www.linkedin.com/in/ elliogwitney Twi%er: @ejwitney

More information

Integra(ng Data Analy(cs into a Risk- Based Audit Plan. Presented by: Andrew Simpson, MBA, Chief Operating Officer, CaseWare Analytics

Integra(ng Data Analy(cs into a Risk- Based Audit Plan. Presented by: Andrew Simpson, MBA, Chief Operating Officer, CaseWare Analytics Integra(ng Data Analy(cs into a Risk- Based Audit Plan Presented by: Andrew Simpson, MBA, Chief Operating Officer, CaseWare Analytics Drivers of Risk Management Risk is high on the agenda for boards today

More information

COMPANY. Hewlett Packard Company INDUSTRY. Technology/Computer Hardware. www.cornellhrreview.org 2013 Cornell HR Review

COMPANY. Hewlett Packard Company INDUSTRY. Technology/Computer Hardware. www.cornellhrreview.org 2013 Cornell HR Review COMPANY Hewlett Packard Company INDUSTRY Technology/Computer Hardware REVENUE PROFIT MARGIN YEAR $127,245 5.58% 2011 $125,615 6.97% 2010 $114,175 6.71% 2009 FORTUNE (GLOBAL) 500 RANKING 10 2012 11 2011

More information

The. Evolution. Contributor: Mark Arian, Executive Vice President, Corporate Transactions, Aon Consulting

The. Evolution. Contributor: Mark Arian, Executive Vice President, Corporate Transactions, Aon Consulting The Evolution of the CHRO Contributor: Mark Arian, Executive Vice President, Corporate Transactions, Aon Consulting The Evolution of the CHRO The Evolution of the CHRO In recent years, the growing value

More information

THE EMPLOYER OF CHOICE. The Strategic Way to Attract, Engage and Retain Talent in Your Community

THE EMPLOYER OF CHOICE. The Strategic Way to Attract, Engage and Retain Talent in Your Community THE EMPLOYER OF CHOICE The Strategic Way to Attract, Engage and Retain Talent in Your Community OUR APPROACH OUR APPROACH Phases of Research: Phase 1: Secondary research Phase 2: Survey CEOs and HR Leaders

More information

Leadership Development

Leadership Development Leadership Development Leadership Development The ultimate test of a firm s leadership strength comes from its overall capacity to produce leadership that delivers stakeholder confidence in future results.

More information

BUSINESS AND TALENT ALIGNMENT PEOPLE DECISIONS THAT DRIVE BUSINESS SUCCESS. Pearl Maphoshe

BUSINESS AND TALENT ALIGNMENT PEOPLE DECISIONS THAT DRIVE BUSINESS SUCCESS. Pearl Maphoshe BUSINESS AND TALENT ALIGNMENT PEOPLE DECISIONS THAT DRIVE BUSINESS SUCCESS Pearl Maphoshe BACKGROUND Activating business strategy through talent strategy Great people decisions and business success Sustainable

More information

2013 EXECUTIVE COACHING SURVEY

2013 EXECUTIVE COACHING SURVEY 213 EXECUTIVE COACHING SURVEY TABLE OF CONTENTS Executive Summary: Key Findings 1 Survey Questions 2 Respondent Profile 7 About the Authors 9 About the Sponsors 1 Contact Information 11 213 Executive Coaching

More information

B2B Offerings. Helping businesses op2mize. Infolob s amazing b2b offerings helps your company achieve maximum produc2vity

B2B Offerings. Helping businesses op2mize. Infolob s amazing b2b offerings helps your company achieve maximum produc2vity B2B Offerings Helping businesses op2mize Infolob s amazing b2b offerings helps your company achieve maximum produc2vity What is B2B? B2B is shorthand for the sales prac4ce called business- to- business

More information

MUNICIPAL MANAGEMENT ACADEMY PROGRAM OVERVIEW

MUNICIPAL MANAGEMENT ACADEMY PROGRAM OVERVIEW MUNICIPAL MANAGEMENT ACADEMY PROGRAM OVERVIEW Municipal Management Academy Program Goal Mission statement: to provide effective training and educational opportunities for managers and supervisors in municipal

More information

CORPORATE LEADERSHIP COUNCIL JULY 2005 www.corporateleadershipcouncil.com

CORPORATE LEADERSHIP COUNCIL JULY 2005 www.corporateleadershipcouncil.com CORPORATE LEADERSHIP COUNCIL JULY 2005 www.corporateleadershipcouncil.com LITERATURE Integrating Performance Management and Talent Review Processes Finding 1: Performance management involves the entire

More information

Implementing a Global Learning Strategy- (Avoiding Random Acts of Training)

Implementing a Global Learning Strategy- (Avoiding Random Acts of Training) Implementing a Global Learning Strategy- (Avoiding Random Acts of Training) Terry Lehmann Director - Employee Development Weatherford International Houston, TX Business Drivers Growth of business Double

More information

The Successful Manager s Leadership Program

The Successful Manager s Leadership Program The Successful Manager s Leadership Program The Successful Manager s Leadership Program The University of Minnesota s College of Continuing Education (CCE) is pleased to present the following information

More information

The Best Opportunity You ve Never Heard About: ERGs and the Development of Next Generation Women Leaders

The Best Opportunity You ve Never Heard About: ERGs and the Development of Next Generation Women Leaders The Best Opportunity You ve Never Heard About: ERGs and the Development of Next Generation Women Leaders 5 Insights for Women on Utilizing the Power of Employee Resource Groups for Leadership Development

More information

Social Media Strategies for Learning & Development and Talent Acquisition

Social Media Strategies for Learning & Development and Talent Acquisition Social Media Strategies for Learning & Development and Talent Acquisition Valerie Collado, Director of Corporate Communications & Karen Clay Toren, Director of Talent Management Agenda VWR Business Overview

More information

Intenionality was not a considera1on but because of the role as leaders has lead to a legacy and gold standard

Intenionality was not a considera1on but because of the role as leaders has lead to a legacy and gold standard 1 Intenionality was not a considera1on but because of the role as leaders has lead to a legacy and gold standard physicians involved in cross- func1onal decision- making, inputs beyond medicine- based

More information

GOVERNMENT OF NEW BRUNSWICK S EXECUTIVE DEVELOPMENT STRATEGY

GOVERNMENT OF NEW BRUNSWICK S EXECUTIVE DEVELOPMENT STRATEGY GOVERNMENT OF NEW BRUNSWICK S EXECUTIVE DEVELOPMENT STRATEGY DEVELOPING THE RIGHT PEOPLE, IN THE RIGHT POSITION, AT THE RIGHT TIME 2015-2018 Part I New Brunswick Public Service TABLE OF CONTENTS Message

More information

The Talent Management Framework

The Talent Management Framework The Talent Framework Executive Summary Josh Bersin Stacey Harris Kim Lamoureux Madeline Laurano David Mallon May 2010 BERSIN & ASSOCIATES RESEARCH REPORT V.1.0 The Talent Framework Executive Summary The

More information

Accent Technologies. Enterprise Sales (SaaS)

Accent Technologies. Enterprise Sales (SaaS) Accent Technologies Enterprise Sales (SaaS) Job description 2015 Enterprise Sales (SaaS) Location: Melbourne, Florida (No Remote) Required Education: Bachelor s Degree or Higher (plus) Employment Type:

More information

Launching an Appraisal Process. Sample Communication Plan

Launching an Appraisal Process. Sample Communication Plan A too familiar occasion in organizations is performance appraisal time. It usually includes employees and managers completing a performance appraisal form or tool, having the performance discussion, talking

More information

Accelerating New Hire Training

Accelerating New Hire Training Accelerating New Hire Training Chris Osborn Vice President of Marketing cosborn@bizlibrary.com @chrisosbornstl Jessica Batz Marketing Specialist jbatz@bizlibrary.com @jessbatz @BizLibrary BIZLIBRARY.COM

More information

State of Colorado SUCCESSION PLANNING. Introduction

State of Colorado SUCCESSION PLANNING. Introduction State of Colorado SUCCESSION PLANNING 1 Introduction Overview of the State s Classified workforce Issues Driving the Succession Planning Efforts Previous efforts and challenges Current efforts and challenges

More information

Howatt HR Executive Coaching. Powerful, Effective, Meaningful, Different

Howatt HR Executive Coaching. Powerful, Effective, Meaningful, Different Howatt HR Executive Coaching Powerful, Effective, Meaningful, Different Why Execu*ve Coaching The Howa5 Approach Coaching Effec*veness A Proven and Successful Track Record No One Benefits From Your Playing

More information

UTS POSITION DESCRIPTION UTS:HUMAN RESOURCES

UTS POSITION DESCRIPTION UTS:HUMAN RESOURCES UTS POSITION DESCRIPTION UTS:HUMAN RESOURCES Position Title HR Change Manager Unit/Division or Faculty HRU Position Number Current HEW Level HEW 8 Job Family(HR Use Only) ANZSCO Code (HR Use Only) UTS

More information

Building a Human Capital, Competency-Based, Systems Solution for Bottom-Line Results

Building a Human Capital, Competency-Based, Systems Solution for Bottom-Line Results Real-time Resources for Developing Leadership Competency Building a Human Capital, Competency-Based, Systems Solution for Bottom-Line Results Our feedback from our internal HR Colleagues Need for budget-friendly

More information

Succession Planning: What s Next?

Succession Planning: What s Next? www.pwc.com Succession Planning: What s Next? June 2015 This publication has been prepared for general guidance on matters of interest only, and does not constitute professional advice. You should not

More information

A PeopleFluent Product Brochure. PeopleFluent Mirror Suite TM

A PeopleFluent Product Brochure. PeopleFluent Mirror Suite TM A PeopleFluent Product Brochure PeopleFluent Mirror Suite PeopleFluent Time to Build Your Talent Management Solutions Around Your Talent Today people work differently, are motivated differently and are

More information

HRCI Recertification Credits

HRCI Recertification Credits HRCI Recertification Credits last updated: November 2013 SkillSoft is an HR Certification Institute Approved Provider. Being an HR Certification Institute Approved Provider gives recertification candidates

More information

They are four traits critical to an employee s

They are four traits critical to an employee s Enterprise Mentoring, Meet HR Randy Emelo Talent managers can make mentoring a critical part of organizational and strategic goals by integrating it with hr. They are four traits critical to an employee

More information

P2P Maturity Model Playbook

P2P Maturity Model Playbook P2P Maturity Model Playbook Table of Contents Business Case for Partnerships P2P Maturity Model Defining 4 Maturity Models Defining the 10 Business Functions P2P Maturity Model 10 Business Functions Call

More information

Welcome to the Science of Management Consulting. Careers for Experienced Professionals

Welcome to the Science of Management Consulting. Careers for Experienced Professionals Welcome to the Science of Management Consulting Careers for Experienced Professionals Exploring a new world of possibilities Welcome to the Science of Management Consulting Experienced Professional Management

More information

THE FUTURE OF HUMAN RESOURCES. Ceree Eberly Chief People Officer The Coca-Cola Company

THE FUTURE OF HUMAN RESOURCES. Ceree Eberly Chief People Officer The Coca-Cola Company THE FUTURE OF HUMAN RESOURCES Ceree Eberly Chief People Officer The Coca-Cola Company OUR MISSION refresh the world, inspire moments of optimism and happiness, create value and make a difference 2 BEFORE

More information

BPO. Accerela*ng Revenue Enhancements Through Sales Support Services

BPO. Accerela*ng Revenue Enhancements Through Sales Support Services BPO Accerela*ng Revenue Enhancements Through Sales Support Services What is BPO? Business Process Outsorcing (BPO) is the process of outsourcing specific business func6ons to a third- party service provider

More information

Aon Case Study: Creating a Global Leadership Culture

Aon Case Study: Creating a Global Leadership Culture Aon Case Study: Creating a Global Leadership Culture Aon Corporation provides risk management services, insurance and reinsurance brokerage, human capital and management consulting. Aon has approximately

More information

STRATEGIC PLANNING OVERVIEW

STRATEGIC PLANNING OVERVIEW Holis&c Talent Management: Managing The Employee Life Cycle STRATEGIC PLANNING OVERVIEW for profitably execu0ng best hire, reten0on and talent development JoAnn R. Corley Founder, CEO The Human Sphere

More information

Go Global or Localise?

Go Global or Localise? Go Global or Localise? How Leading Organisations are Making People Programme Decisions 27 November 2013 Aon Hewitt, Performance, Reward & Talent Risk. Reinsurance. Human Resources. Empower Results Agenda

More information

Overview of SMUD LEADERSHIP DEVELOPMENT Programs

Overview of SMUD LEADERSHIP DEVELOPMENT Programs Overview of SMUD LEADERSHIP DEVELOPMENT Programs Krishna Khalsa, Ed.D. Corporate Learning & Development May 11, 2010 AGENDA SMUD s Approach to Leadership Development Programs 1. Leadership Behaviors 2.

More information

Lessons Learned in the Development of a Succession Planning Program for Virginia Tech

Lessons Learned in the Development of a Succession Planning Program for Virginia Tech Talent Development Lessons Learned in the Development of a Succession Planning Program for Virginia Tech University Organizational and Professional Development www.uopd.vt.edu Abstract Corporations as

More information

MANAGEMENT SKILLS TRAINING & EXECUTIVE COACHING

MANAGEMENT SKILLS TRAINING & EXECUTIVE COACHING MANAGEMENT SKILLS TRAINING & EXECUTIVE COACHING TRAINING CATALOG FOR 2015 High Performance Coaching (HPC) Performance Management Systems (PMS) Management Principles and Practices (MPP) 1 Introduction The

More information

TALENT MANAGEMENT SOFTWARE

TALENT MANAGEMENT SOFTWARE DEVELOPMENT EXPERIENCES BLUEPRINT DEVELOPMENT EXPERIENCES BLUEPRINT TM Talent Reviews High Potential Development Coaching and Mentoring Succession Planning Career Pathing Development Planning Groundbreaking

More information

community within Head Start that supports continual training and development. The committee highlighted the following principles:

community within Head Start that supports continual training and development. The committee highlighted the following principles: Ongoing Staff Training and Development Including Head Start's Family Service Worker Training and Credentialing Initiative Jennifer Pecot, Family & Community Partnership Specialist Staff development is

More information

ACI-NA 2010 Spring Conference Integrated Talent Management

ACI-NA 2010 Spring Conference Integrated Talent Management ACI-NA 2010 Spring Conference Integrated Talent Management Michelle A. Hebert Talent Management Administrator Hartsfield-Jackson Atlanta International Airport April 16, 2010 1 Hartsfield-Jackson Atlanta

More information

From Capability To Profitability Talent management a priority for the C-Suite. London, 3 rd November 2015

From Capability To Profitability Talent management a priority for the C-Suite. London, 3 rd November 2015 From Capability To Profitability Talent management a priority for the C-Suite London, 3 rd November 2015 Contents 1 The challenge of talent management 2 Select Top-of-the-Agenda talent trends 3 Example:

More information

Comprehensive Leadership Development Program. Human Resources - Learning & Development

Comprehensive Leadership Development Program. Human Resources - Learning & Development Comprehensive Leadership Development Program Human Resources - Learning & Development City of Greensboro Human Resources Development Program Highlights of Development Program How it Works Next Steps Comprehensive

More information

A R o a d t o y o u r C l o u d. Professional Service. C R M a n d C l o u d C o n s u l t i n g

A R o a d t o y o u r C l o u d. Professional Service. C R M a n d C l o u d C o n s u l t i n g RM-C A R o a d t o y o u r C l o u d Professional Service C R M a n d C l o u d C o n s u l t i n g CRM-C Highlights! A Unique Cloud CRM Consulting service firm! Specializing in cloud CRM and Office Collaboration

More information

Leveraging Expert Instructional Design Strategies to Develop Quality Online Courses

Leveraging Expert Instructional Design Strategies to Develop Quality Online Courses Leveraging Expert Instructional Design Strategies to Develop Quality Online Courses Kevin Hulen Assistant Director, Online Course Development Center for Instruc7on and Research Technology University of

More information

Korn Ferry Senior Executive Sponsor. Building a stronger organization through sponsorship.

Korn Ferry Senior Executive Sponsor. Building a stronger organization through sponsorship. Korn Ferry Senior Executive Sponsor Building a stronger organization through sponsorship. Is leadership development the end of the story? It s well understood that the participants of leadership development

More information

Accent Technologies. Sales Enablement Manager (B2B Sales)

Accent Technologies. Sales Enablement Manager (B2B Sales) Accent Technologies Sales Enablement Manager (B2B Sales) Job description 2015 Sales Enablement Manager Required Education: Bachelor s Degree or Higher (plus) Required Experience: 8+ years Required Travel:

More information

Finance and Insurance Workforce Summit. Linda Leadbitter, VP HR Aon Americas March 15, 2007

Finance and Insurance Workforce Summit. Linda Leadbitter, VP HR Aon Americas March 15, 2007 Finance and Insurance Workforce Summit Linda Leadbitter, VP HR Aon Americas March 15, 2007 0 Aon Corp Overview Headquartered in Chicago, IL 500 offices in more than 120 countries 46,000 employees $9.0

More information

State of Tennessee Strategic Learning Solu ons What We Do Four Areas of Focus for Statewide Learning and Development

State of Tennessee Strategic Learning Solu ons What We Do Four Areas of Focus for Statewide Learning and Development State of Tennessee Strategic Learning Solu ons What We Do Four Areas of Focus for Statewide Learning and Development I. Leadership Development High Performing Contributors and Influencers Statewide Leadership

More information

THE FUTURE OF LEADERSHIP DEVELOPMENT

THE FUTURE OF LEADERSHIP DEVELOPMENT THE FUTURE OF LEADERSHIP DEVELOPMENT Discussion with McMaster University November 5, 2013 Global Trends 1. Leadership gap persistent, prevalent issue Spending on leadership increasing Succession management

More information

Global Perspectives on Executive Development: Best Practices from China, India and the West

Global Perspectives on Executive Development: Best Practices from China, India and the West Global Perspectives on Executive Development: Best Practices from China, India and the West Dr. Das Narayandas James J. Hill Professor of Business Administration Senior Associate Dean, Executive Education

More information

Developing Women: Cisco s Executive Shadowing Program

Developing Women: Cisco s Executive Shadowing Program Cisco Systems, Inc. Developing Women: Cisco s Executive Shadowing Program Organizational Information Founded in 1984 and headquartered in San Jose, California, Cisco Systems, Inc. is the worldwide leader

More information

ICE 2016 Tracks & Subcategories

ICE 2016 Tracks & Subcategories ICE 2016 Tracks & Subcategories Career Development (Content Track 1) The Career Development track highlights trends and topics influencing a community of learning professionals interested in advancing

More information

Utilizing Employee Resource Groups to Achieve Business Objectives

Utilizing Employee Resource Groups to Achieve Business Objectives INCLUSION CHANGE MANAGEMENT CONFERENCE Utilizing Employee Resource Groups to Achieve Business Objectives George Sample Manager, Diversity & Inclusion Lubrizol Corporation Thomas Hawn President Plexus Education

More information

Information Technology (IT) in the new Global Strategy on Human Resources for Health

Information Technology (IT) in the new Global Strategy on Human Resources for Health Information Technology (IT) in the new Global Strategy on Human Resources for Health Input to GHWA public consultation process from participants at the GETHealth Summit, Dublin Castle, Ireland, 14 th November

More information

Leadership and Innovative Management Center of Excellence

Leadership and Innovative Management Center of Excellence Leadership and Innovative Management Center of Excellence This center has developed a unique vision of how to help each client pave their way to greater success. Today's challenging economy calls for global

More information

A LARGE- SCALE IMPLEMENTATION OF SYNCHRONOUS TECHNOLOGY FOR TEACHING AND LEARNING IN THE SCHOOL OF SCIENCE AND TECHNOLOGY

A LARGE- SCALE IMPLEMENTATION OF SYNCHRONOUS TECHNOLOGY FOR TEACHING AND LEARNING IN THE SCHOOL OF SCIENCE AND TECHNOLOGY A LARGE- SCALE IMPLEMENTATION OF SYNCHRONOUS TECHNOLOGY FOR TEACHING AND LEARNING IN THE SCHOOL OF SCIENCE AND TECHNOLOGY Requirements of Large- Scale Synchronous On- Line System Technology at the School

More information

Consulting Performance, Rewards & Talent. Making Employee Engagement Happen: Best Practices from Best Employers

Consulting Performance, Rewards & Talent. Making Employee Engagement Happen: Best Practices from Best Employers Consulting Performance, Rewards & Talent Making Employee Engagement Happen: Best Practices from Best Employers The Challenge Companies across the globe are taking the initiative to administer and manage

More information

2016 Survey on Leadership Development. Copyright Borderless - http://borderless.net

2016 Survey on Leadership Development. Copyright Borderless - http://borderless.net 2016 Survey on Leadership Development Table of Contents 3 9 Executive Summary About Survey Respondents 15 Leadership Development definition & scope Leadership Development inside organizations 24 36 Leadership

More information

The Global State of Employee Engagement: A 2014 Study

The Global State of Employee Engagement: A 2014 Study The Global State of Employee Engagement: A 2014 Study The Global State of Employee Engagement: A 2014 Study In May of 2014, BPI group partnered with research firm BVA to survey the state of employee engagement

More information

We have a track for YOU.

We have a track for YOU. IWL 2015 Conference Workshop Planning Tool We have a track for YOU. We have customized and designed the Brand You Conference program to include 5 tracks for your personal and professional growth. During

More information

LEARNING AND DEVELOPMENT POLICY

LEARNING AND DEVELOPMENT POLICY 1. POLICY STATEMENT Red Cross recognises the essential contribution of its people to the delivery of programs and services to vulnerable people and communities. The capabilities of our workforce are critical

More information

Getting The Most Out of the Performance Management System. Human Resources 2015

Getting The Most Out of the Performance Management System. Human Resources 2015 Getting The Most Out of the Performance Management System Human Resources 2015 Purpose of Today s Training Help employees prepare to write and participate in a high quality performance appraisal. Agenda

More information

6 STEPS TO IMPROVED EMPLOYEE ENGAGEMENT

6 STEPS TO IMPROVED EMPLOYEE ENGAGEMENT 6 STEPS TO IMPROVED EMPLOYEE ENGAGEMENT Engagement. It s quite a buzzword when it comes to employees these days. But what does it really mean? At CAEL, we speak with employers frequently about the concept

More information

INTEGRATE CHANGE INTO YOUR WORKFORCE STRATEGIC TALENT MANAGEMENT SOFTWARE SOLUTIONS

INTEGRATE CHANGE INTO YOUR WORKFORCE STRATEGIC TALENT MANAGEMENT SOFTWARE SOLUTIONS INTEGRATE CHANGE INTO YOUR WORKFORCE STRATEGIC TALENT MANAGEMENT SOFTWARE SOLUTIONS WHY TEDS? Fully Integrated TEDS Talent Management Solutions are fully integrated, allowing information to be shared among

More information

ONBOARD, ACCELERATING NEW HIRE TRAINING WEBINAR BROUGHT TO YOU BY:

ONBOARD, ACCELERATING NEW HIRE TRAINING WEBINAR BROUGHT TO YOU BY: ONBOARD, ACCELERATING NEW HIRE TRAINING WEBINAR BROUGHT TO YOU BY: ? HOW WOULD YOU DESCRIBE YOUR NEW HIRE TRAINING? WHAT WE HOPE YOU LL LEARN What is strategic onboarding 5 Best practices to accelerate

More information

January 2014. City of Brantford Human Resources Master Plan

January 2014. City of Brantford Human Resources Master Plan January 2014 City of Brantford Human Resources Master Plan The roadmap below represents approximate timing associated with implementation of key initiatives and activities over the life of the plan Time

More information

Leadership Competency Self Assessment

Leadership Competency Self Assessment USDA Virtual University School of Talent Management Leadership Essentials Certificate Program Leadership Competency Self Assessment Building Blocks for Workforce Development Based on OPM Competencies Updated:

More information

Managed Services. An essen/al set of tools for today's businesses

Managed Services. An essen/al set of tools for today's businesses Managed Services An essen/al set of tools for today's businesses Manage your enterprise better with a holis/c solu/on to all your IT worries only at Infolob What are Managed Services? By far the most cu/ng

More information

CSR AS A HUMAN RESOURCE MANAGEMENT STRATEGY

CSR AS A HUMAN RESOURCE MANAGEMENT STRATEGY CSR AS A HUMAN RESOURCE MANAGEMENT STRATEGY Prepared by: LIN Center for Community Development 30 June 2015 WWW.LINVN.ORG CORPORATE SOCIAL RESPONSIBILITY PHILANTHROPY Source: Archie B. Carroll, The Pyramid

More information

DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM. A Human Resource Management Framework

DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM. A Human Resource Management Framework DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM A Human Resource Management Framework HR POLICY AND PLANNING DIVISION HUMAN RESOURCE BRANCH Public Service Secretariat April, 2008 Government of Newfoundland

More information

Business Analysis Center of Excellence The Cornerstone of Business Transformation

Business Analysis Center of Excellence The Cornerstone of Business Transformation February 20, 2013 Business Analysis Center of Excellence The Cornerstone of Business Transformation John E. Parker, CEO Enfocus Solutions Inc. www.enfocussolutions.com 0 John E. Parker (Introduc3on) President

More information

What s Your Sales Comp ROI?

What s Your Sales Comp ROI? What s Your Sales Comp ROI? Getting the Right Financial Impact from Your Plan The Sales Leadership Forum Reports Insights for Members of The Sales Leadership Forum www.thesalesleadershipforum.org www.salesglobe.com

More information

How to Implement a Social Selling Strategy

How to Implement a Social Selling Strategy SALES MEETS SOCIAL MEDIA: How to Implement a Social Selling Strategy #socialselling #socialselling #socialselling Barbara Giamanco Sales and Social Selling Author Speaker Advisor After 25+ years in Sales,

More information

Stop guessing and start making smarter decisions about your workforce INCREASE YOUR TALENT IQ CORNERSTONE INSIGHTS

Stop guessing and start making smarter decisions about your workforce INCREASE YOUR TALENT IQ CORNERSTONE INSIGHTS INCREASE YOUR Stop guessing and start making smarter decisions about your workforce TALENT IQ CORNERSTONE INSIGHTS BUSINESS LEADERS OFTEN SAY EMPLOYEES ARE THEIR MOST VALUABLE ASSET. But how much insight

More information

Introducing the Champlain College trued Alliance: An Overview for Federal Employees

Introducing the Champlain College trued Alliance: An Overview for Federal Employees Introducing the Champlain College trued Alliance: An Overview for Federal Employees Agenda Introduc)on Overview of Champlain College Online Learning at Champlain College What is trued trued Subscrip)on

More information

Becoming a Trusted HR Advisor

Becoming a Trusted HR Advisor Becoming a Trusted HR Advisor Prepared by Consulting/Talent & Rewards HR Effectiveness Presentation to University of California Topics for Today The Changing Role of HR in Organizations Today What s Getting

More information

The investigation. The purpose of the study is to determine the state of the U.S. workplace as viewed by America s workforce.

The investigation. The purpose of the study is to determine the state of the U.S. workplace as viewed by America s workforce. The investigation APCO Worldwide and Gagen MacDonald jointly sponsored an online survey among U.S. adults who have been employed full-time at least one year at a company with at least 500 employees. The

More information