2. Powered by: 1. Intro 2. TC model 3. Capacity 4. L & D 5.
Synergies 6. Team minimums 7. Planning process overview 8.
Closing
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9. Powered by: Reallocation Need based recruitment IXP Dual XP
New Recruitment (Product packaging)
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12. Powered by: KSA Customized approach to L&D Leadership
pipeline
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14. Powered by: Needs Assessment Program Design Delivery
Evaluation
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16. Powered by: Personal plan Performance appraisal KSA
assessment
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22. Individual Needs Organizational Needs Team Experiences
Minimums
23. Powered by: T AB C Team (reason) Plan (direction) JD
(contribution) Training (tool) Tracking & Coaching
(performance) Evaluation&REFLECTION (standard and sense)
24. Team Key Elements 3 members for 2 months Team Identity Team
Purpose/Ambition Team Values Team Rules Key Activities Team Meeting
(weekly) Monthly Review (monthly) Team Day (quarterly) Quarter
Review Plan/RePlan Team Building Team Building (on demand)
25. Plan Key Elements Members feel ownership of goals and
strategies Individual action plan (synergies) Clear goals and
deadlines Key Activities Planning/Replanning (semester) Quarter
review (quarterly) Strategic Planning Tactical Planning Operational
Planning
26. Job Description Key Elements Roles and responsibilities
Duration MoS Competencies Required Developed Key Activities Quarter
review (quarterly)
27. Training Key Elements Educational Cycle Knowledge
(organizational, functional) Skills Attitude Based on the JD Key
Activities Transition (start of term) Planning (each semester)
Conference Outsource! People learn by doing!
28. Tracking & Coachi Implement Improve Plan Track Coach
Goal
29. Tracking & Coachi Key Elements Based on the plan
(goals) Based on the JD (MoS) Key Activities Team meeting (weekly)
General points (need of all the team) Individual meeting (weekly)
DONE/NOT DONE Clear priorities for NOT DONE
30. Tracking & Coachi Key Elements Based on the plan
(goals) Based on the JD (MoS) Focus on performance Connect
development with performance TOPICS: professional, team, personal
Key Activities Individual meeting (monthly) Clear next steps Team
meeting (quarterly) Consider having externals Curre nt
FutureGAP
31. Evaluation & REFLE Key Elements Performance and
Organizational contribution to MoS Development Competencies Key
Activities Tracking Individual meeting (monthly) Feeback Coaching
meeting (monthly) Team days (quarterly) R&R (monthly)
32. Powered by: - Plan for number of members needed Quarter
wise - Plan for Structures (for exchange and support strategies -
Translate this to number of TMP TLP Experiences (Number of TMP =
Number of members living TMP within the structure + number of
members living TMP and TLP + On an average how many TMP XPs did 1
member live in 2013, Number of TLP = Number of members living TLP
within the structure + number of members living TMP and TLP + On an
average how many TLP XPs did 1 member live in 2013) - Plan for
L&D Cycle in the second and third week of March - Go through
Planning for Indicators (Could be Productivity, TMP Retention Rate,
Up selling or any other indicator mentioned in the planning sheet)
and work on goal for this in the second and third week of March -
Plan for LCs jumping clusters in GIP and GCDP