Our use of technology in succession planning. Emma Rolfe Group Human Resources Manager

Transcription

1 Our use of technology in succession planning Emma Rolfe Group Human Resources Manager

2 Ultra Electronics OUR USE OF TECHNOLOGY IN SUCCESSION PLANNING Who is Ultra? History What makes us different? What we were looking for? Development of succession planning Benefits Results The future

3 Overview Ultra Electronics concentrates on providing its customers with capabilities and systems using the Group s electronic and software solutions for niche markets in defence, security, transport and energy innovation

4 Overview Mission Ultra Electronics is a focused market-led, electronics group operating in defence, security, transport and energy niches. Through innovation and efficiency the integrated businesses will meet the needs of their customers. Product development Resources Total employees 4,500 Engineering 1,850 Production 1,650 Sales 350 Admin 650 Locations: Abu Dhabi, Australia, Canada, Oman, UK, USA Sales m m Company Funded Customer Funded Mainland Europe, 7% North America, 48% H H1 UK, 29% RoW, 16%

5 Capability Airframe ice protection systems Propane-powered fuel cells Airport and airline IT systems and services Naval power conversion Nuclear reactor control and instrumentation systems Communication surveillance systems and date analysis tools Cyber security and cryptographic solutions Anti-submarine warfare Sonar systems and torpedo defence Cryptographic equipment Data link equipment Electronic warfare systems Tactical communication systems

6 What makes us different? Culture - LEAP behaviours: Leadership Entrepreneurship Audacity Paranoia Three key documents: Strategic Plan Budget Organization, Succession & Development Plan

7 What makes us different? Rakesh Sharma Chief Executive Paul Dean Finance Director Mark Anderson Marketing Director Sharon Harris Company Secretary & General Counsel Keith Thomson Human Resources Director Bob Henry M & A Director TACTICAL & SONAR SYSTEMS AIRCRAFT & VEHICLE SYSTEMS INFORMATION & POWER SYSTEMS Carlos Santiago President Sonar & Undersea Systems Alan Barker President Tactical Systems Phil Evans MD Aircraft & Vehicle Systems Graeme Stacey MD Airport & Power Systems Mike Clayton MD Information & Intelligence Systems Doug Burd MD Avalon Systems Adelaide Benga Erinle President 3eTI Rockvillle, MD Mark Doyle CEO Al Shaheen (49%) Abu Dhabi Rob McDonald MD Controls Greenford & Cambridge Paul Owen* MD Airport Systems Manchester John McAlonan President Advanced Tactical Systems Austin, TX Paul Fardellone President Flightline Systems Rochester, NY Ken Walker President Maritime Systems Dartmouth, NS Bill Terry President Ocean Systems Braintree, MA Kim Wrighton MD Sonar Systems Greenford & Weymouth Joe Peters President USSI Columbia City, IN Mike Baptist MD Communication & Integrated Systems, Greenford Iwan Jemczyk President Tactical Communication Systems, Montreal Bill Gill President DNE Technologies Wallingford, CT Peter Van de Geest MD AEP Networks Ascot Chris Lay MD GigaSat Tring Aaron Crumm President AMI Ann Arbor MI Andy Matko D&GM Card Systems Weymouth Andy Wycherley D&GM CEMS Weymouth Ken Tasch President Measurement Systems Wallingford CT Andy Yates MD Precision Air & Land Sys Cheltenham & Staverton Grant Levy Proj Director Ithra Muscat, Sultanate of Oman Pete Crawford President EMS Long Island, NY Nick Gaines MD Nuclear Control Systems Ferndown Dan Upp President Nuclear Sensors & Process Instrumentation Round Rock, TX Jon Everett MD PMES Rugeley Mike Clayton MD Command & Control Systems Loudwater & Southampton Paul Maguire President ProLogic Fairmont, WV Michael Phipps President SOTECH Annapolis Junction, MD

8 Past approach to Succession Planning Word Forms Limited analysis Excel Talent pool Performance-Potential data Word and Excel documents Multiple worksheets Duplicate data Input from multiple managers Restricted access Submission issues Autonomy encouraged No uniform approach Advice slide 8 DEVELOPING TALENTED PEOPLE

9 Requirements Security requirements Proxy board businesses SSA businesses Data held in one central place Overview of entire talent pool 70-80% of Presidents/ Managing Directors are internal candidates Simplistic nature Multiple HR systems

10 New approach to Succession Planning 2011 Pilot: 3 businesses + Head Office 2012 Whole Group: Succession plans Performance Potential data

11 New Approach Began January year duration Pilot study Cautious approach Radical change Requested by businesses Cost saving Pilot covered 4 sites Head Office UK - AudioSoft USA - ATS Canada Maritime Systems

12 New Approach Full implementation on pilot Previous year 2010 data added 2011 data added for all businesses Senior Management Team level High potential employees Domain experts/key skills Report back results Updates at regular HR meetings/conferences Agreement from Executive team Buy in from all businesses Full go ahead January 2012

13 Talent Management Talent Review Development Plan Talent Journal Objectives used by Ocean Systems to track progress and monitor performance Attachments currently performance reviews or updated copies of CVs

14 Succession Planning CIS business utilises for pay reviews

15 Succession Planning Drag and drop, organisation chart based Used by Card Systems and CEMS to model future organisations Talent Finder search capability Used to identify future MDs and Presidents

16 Our solutions Customisation Able to use existing 4x4 grid Secure Able to hold all company data with each business separate Modelling Can model future organization structures Collaboration Teams can use on-screen to develop plans collaboratively Easy to use - drag/drop - limited training required (intuitive)

17 Results Kallidus Talent is now utilised and accepted fully in all businesses Since 2011, we ve retained 97% of high potential employees, and 70% of key leadership positions are filled internally Recruitment fees down by 200,000 for 2012 Visible issue with Sales & Marketing teams improved by 35% in 2012

18 The Future Removing as much paper as possible Learning Management System Kallidus Total product offering Integration of products Single sign on Easy access data Control mechanisms Worldwide coverage Support Performance System

19 #KallidusCoffeeClub