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

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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.