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Sime Darby Engineering
ACTION PLAN
CAREER MANAGEMENT
TALENTPOOL
SUCCESSION PLANNING
TRAINING & DEVELOPMENT
Methodology to identify people as leaders or talent
Competency Based Succession Planning Modeling
Systematic Development programs
• Develop Talent Pool Development Program
• Develop Performance Criteria as entry to Talent Pool
• Develop Competency Measurement
• Develop Position/Job Competency Modeling
• Develop Competency Assessment• Develop Career Pathing System
• Develop program tailored to business needs
• Develop program focused on leadership skills and behavior
• Develop performance assessment to measure individual performance in role after attendance
• Develop formal coaching and mentoring
• Develop formal job rotation based on target position
TALENT & PERFORMANCE
FRAMEWORK:(i) Job Competency(ii) Career Mapping(iii) Succession Planning(iv) Project Manager Development Program(v) Executive Development Program
Define Job Activities & Personal Effectiveness Competency
• Define Job activities by each individual• HOD to advise. (Technical)• HR to compile competencies required – Personal Effectiveness Competencies from SDB – 20
List Personal Effectiveness Competency – From SDBList of Job activities – Get from DHs
April & May 2010
Briefing to DHs (Competency Dialogue)
• Present to DHs on calculation for RCL (Required competency level) and CCL (Current competency level)
RCL & CCL form to measure competency gap
2ND June 2010
Follow up with DHs • Follow up with DH’ on RCL & CCL form to measure Competency gap
Employee Competency Gap End June 2010
Employee Competency Profile • HR will develop Employee Competency Profile in order to shows the capability of the employee
•Employee Competency Profile End June 2010
Develop Program • HR come out with program (Proposed Competency Level) to close the competency gap.
TrainingOn-Job TrainingMentor – menteeJob Assignment
September 2010
Implementation of the program • Each individual will undergo the program decide d by DH’
TrainingOn-Job TrainingMentor – menteeJob Assignment
Oct - December 2010
Pre & Post Evaluation • Each program will have Pre & Post evaluation to measure the effectiveness of the program
Pre & Post evaluation form Oct - December 2010
Closing Competency Gap • DHs will evaluate the performance of the staff by fill up RCL & CCL form to measure the new competency gap should there be any
RCL & CCL form to measure the competency gap has been reduced
June 2011
STEPS DESCRIPTION DELIVERABLES DATE LINE
JOB COMPETENCIES FRAMEWORK
Develop Position Profile •HR will construct a standard form as Position profile to be fill up by DH’s
Dual career ladder September 2010
Road show to DH’s •HR will give a briefing to DH’s regarding Position Profile. Explain their role in this activities.*HR will collaborate with Proposal department to get input on Position profile by Client
• Position Profile by Client October 2010
Input from DH’s•Follow up with DH’s on Position Profile • Career Mapping by
Position (Draft)December
2010
Develop Career Mapping •Based on Position Profile submitted by DH’s, HR will develop career mapping for each position in SDE by department
• Career Mapping by Position
Mac 2011
Endorsement Career Mapping
•Career Mapping will be endorse by HRPC
Approval from HRPC Team
June 2011
Individual Career Mapping •Combine data Employee Competency Profile with Career Mapping by position
Career Mapping by each individual
July 2011
STEPS DESCRIPTION DELIVERABLES DATE LINE
CAREER MAPPING FRAMEWORK
SUCCESSION PLANNING FRAMEWORK
Identification key leadership position
• Identify the high potential staff• Key Position Criteria1. Critical Task2. Specialized Competency3. Organizational Structure4. Work Load
Leadership & Personality Test
1st phase : July 2010
Identify Competency, skills & success factors of leadership
• Develop competency profile• Identify required & current competency• Strength Finder assessment• Leadership & job competencies
Competency Ruler 2nd phase : Sept 2010
Assess current strength • Self evaluation and assessment from HOD & superior perspective
Position Strength Assessment Form
3rd phase : Jan 2011
Evaluation & interview • Performance dialogue between HOD & candidate
Pre & post evaluation form
4th phase : Mar 2011
Competency mapping for target jobs
• Combine data from Employee Competency Profile• Evaluate the competency gap & improvement
Competency Ruler 5th phase : June 2011
Individual Career Pathing • Evaluation of employee readiness to replace successor
Individual Career Path Form
6th phase : Sept 2011
STEPS DESCRIPTION DELIVERABLES DATE LINE
Project Manager Development Program
Project Lesson Learnt (Level 1 & candidate)
Level 1 Management Team, Head of Departments and Project Managers to share project lesson learnt.
Project Paper Scope 1st Phase: July ‘10
Mentor – Mentee Assignment Identify mentor for the assignment. Candidates will be attached for 6 months on-job-training.
Mentor’s name list 2nd Phase: July ’10
Project Assignment Based Assignment to the project based on :• Engineering, Procurement, Planning,
Construction execution and pre-commissioning activities.
• Project costing • Previous project audit to identify & understand
any shortfalls
Audit Project Report by Candidate
3rd Phase: Aug ‘10
Training on Project Management Skills
Organizing Project Management Skills (PMS) for candidates.
*Relevant test assessment of training topic shall be given to the candidates.
Number of attended training 4th Phase: Aug ’10
Competency Evaluation Assessment
Shall be conducted individually to identify their competency level. The panels from Level 1 Management & HOD.
Core Competency Ruler 5th Phase: Sept ‘10
Challenge Meeting Presentation by candidates : • Presentation assessment by Top Management
& panels.• Any suggestion will be included in the final
project paper submission to the panels.
Evaluation of the candidate 6th Phase: Nov ’10
Project Manager Readiness Selection of suitable Project Manager for next project
Number of Successor – Project 7th Phase: Dec ‘10
STEPS DESCRIPTIONS TOOLS DATE LINE
NO ACTIVITIES DESCRIPTIONS
1.Introduction on SDE YPMDP
KICK OFF Briefing on SDE YPMDP to SPMs, PMs, HOD and candidates.
2.
Sharing Knowledge on project lesson learnt (core activities)
Level 1 Management Team, Head of Departments and Project Managers to share project lesson learnt.
3.Mentor-Mentee Assignment
Identify mentor for the assignment. Candidates will be attached for 6 months on-job-training.
4.Project Assignment Briefing
Assignment to the project based on :• Engineering, Procurement, Planning, Construction
execution and pre-commissioning activities. • Project costing • Previous project audit to identify & understand any
shortfalls
5. External training
Organizing Project Management Skills (PMS) for candidates.
*Relevant test assessment of training topic shall be given to the candidates.
TIMELINE SDE PMDP FRAMEWORK
NO ACTIVITIES DESCRIPTIONS
6.Project Assignment Progress Review
Project Assignment assessment by mentor and endorsed by Level I Management.
7. External training Contracts Management Course.
8. External training Communication skills Course.
9.Competency Evaluation Assessment (SDE Core Competency Ruler)
Shall be conducted individually to identify their competency level. The panels from Level 1 Management & HOD.
10 Challenge Meeting
Presentation by candidates : • Presentation assessment by Top Management & panels.• Any suggestion will be included in the final project paper
submission to the panels.* Presentation is based on the candidates project
assignment.
TIMELINE SDE PMDP FRAMEWORK
•Identifying potential candidates to be developed as the future Project Managers in SDE.
•Candidates shall be exposed through On-Job-Training to be attached with the domestic and international projects via mentor-mentee.
•Candidates shall be given trainings to enhance their knowledge which cover leadership, project management, financial, strategic thinking, communication and etc.
• Enhancing the candidates SAKE – Skills, Attributes, Knowledge & Experience (leadership, teamwork, problem solving & etc.)
• Program is expected to be implemented for a duration of 6 months.
EDP FRAMEWORK HRPC JAN 2010
BACKGROUND
EXECUTIVE DEVELOPMENT PROGRAM FRAMEWORK
* Sharing Knowledge on project lessonLearnt (core activities) * Level 1 Management Team, Head of Departments and project Managers to share project lesson learnt * Giving ideas to participant to prepare their projectpaper topic and also identify their project supervisor.
Project Paper scope July 2010
Organizing 3 days program :• indirectly giving soft skills such as leadership, communication,
teamwork & etc. • Ice breaking for the participants • Sharing on Management Thoughts and refreshing EDP
objectives to participants
Pre & Post evaluation Program
August 2010
•SDBS representative will be sharing project paper formats to participant.•* Participant will be given 3 weeks to propose relevant topic for the project paper until it has been approved by panels.
Project Paper Title & Mentor
September 2010
•Organizing Project Management Skills (PMS) for participants. • Training hours attended training
September 2010
Final presentation by participant : • Presentation assessment by Top Management & panels• Any suggestion will be included in the final project paper
submission to the panels.
Evaluation of the candidate
November 2010
1. Proposed Graduation Day ‘Memorable Moment’ * 2. Organizing a post mortem for the program3. Table out summary and final report.
CertificateCareer suitability
December 2010
STEPS DESCRIPTION DELIVERABLES DATE LINE
Project Paper Review
Internal & External Training
ChallengeMeeting
Mini TBC Program
GraduationDay
Project Lesson Learnt
TIMELINE SDE EDP FRAMEWORK
NO ACTIVITIES DESCRIPTIONS
1.Introduction on SDE
EDP KICK OFF Briefing on SDE EDP to panels, HOD and participants.
2.
Sharing Knowledge on project lesson
learnt (core activities)
Level 1 Management Team, Head of Departments and Project Managers to share project lesson learnt
* Giving ideas to participant to prepare their project paper topic and also identify their project supervisor.
3.Project Paper Format
Briefing
SDBS representative will be sharing project paper formats to participant.
* Participant will be given 3 weeks to propose relevant topic for the project paper until it has been approved by panels.
4.Mini TBC : ‘Getting to Know
You’
Organizing 3 days program :• indirectly giving soft skills such as leadership,
communication, teamwork & etc. • Ice breaking for the participants • Sharing on Management Thoughts and refreshing EDP
objectives to participants
5.Project Paper Topic
Review
Presentation on approved project paper topic by participants.
* Assessment by panels.
NO.
ACTIVITIES DESCRIPTIONS
6.Sending participant for in house training
Organizing Project Management Skills (PMS) for participants.
*Conducting simple test of topic training to the participants.
7.Project Paper Progress Review
Organizing 2nd presentation for participant to share on project paper progress.
*Presentation assessment by panels.
8.Sending participant for in house training
Participant will be attending ESQ Program organized by SBDS.
9.1st Submission of project paper
Participant will submit their 1stdraft project paper to the panels before presenting in Challenge Meeting.
10. Challenge Meeting
Final presentation by participant : • Presentation assessment by Top Management & panels.• Any suggestion will be included in the final project
paper submission to the panels.
11.Final project paper submission
Participant will submit their final project paper after final reviewed by panels.
12.Graduation of SDE EDP
1. Proposed Graduation Day ‘Memorable Moment’ * 2. Organizing a post mortem for the program3. Table out summary and final report.
TIMELINE SDE EDP FRAMEWORK
Identifying crucial issues in the projects lesson learnt that executive could acquire for future improvement via team project paper studies which shall be completed within the 6 months program.
Enhancing executive SAKE – Skills, Attributes, Knowledge & Experience (leadership, teamwork, problem solving & etc.)
OBJECTIVES
EDP FRAMEWORK HRPC JAN 2010
WHO WILL BE INVOLVED?
TARGET PARTICIPANT
Apprentice who had undergone 6 months Apprenticeship Program with 1 to 2 years working experience in SDE.
Each team consist of 4 members. They shall be exposed to relevant trainings, project paper assignment, presentation and follow through assessment within the 6 months program.
24 engineer/executives from various department had been selected based on HOD recommendation.
