Walking the talk management human capital dianova 2013

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How does a nonprofit organization like Dianova manages its own Human Capital, Talent Management, achieving e.g. 94% of its Talent Retention in 2012? Take a glimpse how we do engage our employees …

How does a nonprofit organization like Dianova manages its own Human Capital, Talent Management, achieving e.g. 94% of its Talent Retention in 2012? Take a glimpse how we do engage our employees towards goals orientation!

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  • 1. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 1Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© DIANOVA PORTUGAL: HUMAN CAPITAL MANAGEMENT WITHIN THE NONPROFIT SECTOR TALENT MANAGEMENT: AT DIANOVA EACH ONE HAS A MAIN ROLE, HIS/HER’S! ISCSP, Master’s Degree HRM, May, 13th 2013
  • 2. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 2 In Conta Satélite economia Social, INE | CASES 2013 http://www.slideshare.net/Dianova/conta-satelite-economia-social-2013 The Increasing Attractiveness of the 3rd Sector Professionalism | Employability | Productivity In The Johns Hopkins “Comparative Nonprofit Sector Project” e Universidade Católica Portuguesa, 2005 5,4 thousand M € = 4,2% GDP 227.000 Employees = 4,2% Active Population 48% own revenues 40% government 12% philantropy 2,8% GDP (Wealth ) & 5,5% Employment 55.383 Orgz. 94% Associations 40,1% Social Action 54,1% GDP 64,9% Employment 5.022 IPSS 50,1% GDP 42,6% Salary 38,2% Need Financing Income 14.177,9 M€ 62,8% Production 23,8% Subsidies
  • 3. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 3 INNOVATION MANAGEMENT INNOVATION IN WORKING PRACTICIES COMPETITIVE ADVANTAGE In Julian Birkinshaw, co-founder Innovation Lab, London Business School What differentiates na Effective Civil Society Organization? Aligning Stakeholders’ Perceptions with Organizations’ Objectives (Multiple Constituents Model) • More effective directions, taking right decisions and doing things well. • Greater use of correct management procedures (needs evaluation, strategic planning, satistaction measurement) • Greater use of change management strategies (search for new income sources, increase of legitimacy, costs control) • Having a prestigious Board only moderately related In “Nonprofit Organizational Effectiveness: contrasts between especially effective and less effective organizations”, Herman & Renz, 1998, Nonprofit Management and Leadership Organizational Innovation in the Third Sector
  • 4. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 4 Innovation | Incorporate Best Practices Change Management, Governance, Quality, Sustainability|Corporate Social Responsibility, Talent Management, Work-life Balance, Reputation, Accountability, Impact Investment, Social Impact Evaluation, Integrated Communication… Create a corporate trustworthy brand by creating an inspiring Social Organization… ... that offers a value proposition for Customers, Employees and Society at large... ... ensuring the Sustainability of the Organization! O B J E C T I V E
  • 5. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 5 Developing Trustworthy Relationships for Organizational Efficiency & Effectiveness Stakeholders perceptions and expectations aligned with Organizational goals Trust Relations Development = Competitive Advantage Source Barney&Hansen 1994 Trust is a central construct within the frame and the dynamics of relashionship engagement (Credd & Miles, 1996). Develop and sustain trust is especially important for Organizational effectiveness. (Davis et al, 2000) A R I S T O T L E S Brand/Marketing Engagement: Transparency, Honesty & Interactivity ... In telling the story, experience through appropriate channels to create and mantain relationships of mutual benefit. Trust Reputation ... through the demonstration of good practices in the “Trust Bank Deposit” Souce credibility Ethos → character & integrity Logos → expertise & competency Pathos → charism
  • 6. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 6 “TRUST is the general belief that an organization in its communication and behaviours is responsible, open and honest, concerned, reliable and worthy of identification with its objectives, rules and values” Zalabak, 2010 MEASURING TRUST Organizational Trust Index COMPETENCY Is it efficient? Tech adaptation, clearly thinking, skills, communication and problems resolution HONESTY Perception of how information is provided. CONCERN Management balance, Relacionships, Experience, Honesty, empathy, consistency IDENTIFICATION Shared values, Regulations and beliefs RELIABILITY Development of Consistent actions Developing Trustworthy Relationships for Organizational Efficiency & Effectiveness Stakeholders perceptions and expectations aligned with Organizational goals
  • 7. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 7 “TRUST is the general belief that an organization in its communication and behaviours is responsible, open and honest, concerned, reliable and worthy of identification with its objectives, rules and values” Zalabak, 2010 BENEFITS → POSITIVE RESULTS Greater job satisfaction, productivity and commitment to the Organization. Flaherty & Pappas, 2000 Higher sales and profits and lower turnover rate. Davis et al, 2000 Increase cooperative behavior Gambetta, 1988 BARRIERS → NEGATIVE RESULTS • Decreased desire of employees to contribute to productivity goals • Creates fear and destructive behaviours • Worsening crises • Distrust is costly Schokley-Zalabak, 2010 Developing Trustworthy Relationships for Organizational Efficiency & Effectiveness Stakeholders perceptions and expectations aligned with Organizational goals
  • 8. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 8 P R O C E S S People – Leadership – Organizacional Culture Offline and Online Tools Change Management techniques and processes Positive Change vs Sustainability and Organizational Development • What procedures and skills do we need? • What needs to be changed? • How to manage change in harmony with our values? Strategy Changing Communication Proactive/ Constructive Flow Awareness | Comprehension| Commitment| Change Information| Dialogue | Engagement| Recognition + + Roadmap Sustainability & Change Management: Leading and Recreating our future from the inside out… One language, One voice, One brand
  • 9. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 9 PRESENT SITUATION DESIRED SITUATION STRATEGY Why are we here? • Define the situation •or problem What we want to achieve?  Define options Where do we want to be? Set goals, timelines, kpiS and initiatives. How to line up?  Converge Global action plan with Units The Action  Initiatives and projects that build long lasting Reputation What we have achieved ? Positive Results and Positive Social Impact Next steps  ((re)Invest in new opportunities...  ... and continuous improvement! Mobilize change through Leadership Translate a strategy (goals, iniciatives, KPIs) Align Corporate and Centers Motivating a joint task (Communication, Objectivse, Training) Manage to convert strategy into a continuous process Make the Organization Sustainable Increase the direct and indirect Social Impact Roadmap Sustainability & Change Management: Leading and Recreating our future from the inside out… One language, One voice, One brand
  • 10. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 10 Long Term Positioning KNOWLEDGE• DIFERENCIATION • RELEVANCE • ESTEEM Work in the strategic gap to tell an unique story Demonstrate habilility to do as good or best than anyone else as a critical factor of Success Different Approach: • We build our success through social impact • We take the right decisions every single day for our futurre • We challenge classical notions about how NGO’s operate in the market We solve health and social complex problems out of the box… We learn and manage knowledge in network… which leads us to Innovation and Integrated solutions
  • 11. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 11 MISSION : To develop actions and programs that will contribute to the Personal Autonomy and Social Development 3 Continents | 11 Countries Dianova Network & Internacional Hub of Public Affairs
  • 12. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 12 Dianova recognized as Private Institution for Social Solidarity, Public Utility Association and Non-Governmental Organization for Development Education and Health Promotion Drug Abuse Treatment Socio and Professional Reintegration Psychosocial Support Empowerment & Training (Hard | Soft Skills) Organizational & Social Innovation Cooperation & Learning Culture Oriented Social and Solidarity Agent Social Change Promoter PROTOCOLS MEMBERSHIPS
  • 13. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 13 ISO 9001:2008 EFR DGERT | CCPFC Certifications | Acreditações Dianova Quality Management System CTQL (1st in Portugal) Training Entity (CFD) DGERT – MTSS | CCPFC – ME Family Responsible Entity Social Economy (1st in Portugal)
  • 14. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 14 Dianova | Operational Units (Lisbon | Oliveira Azeméis | Torres Vedras) HEADQUARTERS Dianova Portugal Therapeutic Community Quinta das Lapas Training Center Dianova Social Reintegration Apartment Social Enterprise Nursery Plant Students Residential Emergency Center Project Casa Azul Psychosocial Support Center +Health
  • 15. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 15 Government • Legislators • Regulators • Politicians • Central and Local Administration • Project Analysts • Internacional Agencies Organization • Board • Staff / Employees • Voluntiers • Suppliers • Partners • Clients • “Shareholders” Community • Leaders • Analysts • Investors e Sponsors • General Public • Academy • Media Market • Precribers • Health, Education, Social Professionals • Potencial Customers • Families • Opinion Liders • Competition Good Corporate citizen? Social Development? Quality? Effective? Partnerships? Innovative? Good Governance? Social Value? Goodplace to work? Criative team? Multi-stakeholders Cooperation Culture and Cooptition Approach Based on the Model of Business Relations, MacMillan et al (2000) Trustworthy? Commitment
  • 16. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 16 SOCIAL ENVIRONM ENTAL ECONOMICLEGAL ETHICAL Trust Bank Deposit & Best Practices CSR Walking the Talk… Everlasting Effects!© Reputation Is built on actions
  • 17. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 17 Economic PerformanceEconomic REGULARIZATION OF TAXES UP TO DATE VOLUME OF EMPLOYMENT IN LOCAL +40 / YEAR SUPLIERS PAYMENT 30 DAYS
  • 18. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 18 PUBLIC FUNDING 9,5% PHILANTROPY 8,3% Economic Performance towards SustainabilityEconomic OWN GENERATED INCOME 82,2%
  • 19. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 19 Delivering the Promise Social Impact 2007-2011Social
  • 20. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 20 Efficiency Increase and Environmental ImpactEnvironmental IMPLEMENTATION OF SOLAR PANELS & ENERGETIC COST and ECOLOGICAL FOOTPRINT REDUCTION
  • 21. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 21 Comply the International, EU & Nacional LegislationLegal Industrial Property 13 Brands 16 Domains Principles and Responsabilities Chart Plan for Gender Equality and Work-Life Balance
  • 22. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 22 Ethical Performance Management Behavior and attitude Evaluation → Performance of Excellence Employee Evaluation & Satisfaction Give active voice and know how satisfied People are New | Revised (2013) Ethical Code Management through Ethical and Values “Social Business”
  • 23. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 23 Temporary Accomodation Center| Oliveira de Azeméis | SOLIS Project 2005-2010 Promoting Entity Oliveira Azeméis CityHall Executer Entity Dianova Portugal + 9 Local Partners 12 Activities Aimed at Children, Young Adults, Adults e Seniors Duration 6 Years Beneficiaries 4.030 People Financing 1,2 Millions € Social Inclusion, Volunteering, Third Aged, Domestic Violence (170 Users), Social Rehousing, Housing Rehabitation, Socioprofisional Insertion, Health Education, …
  • 24. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 24 TRAINESS 1.624 TRAINING ACTIONS 112 HOURS OF TRAINING 6.724 TRAINERS 16 Internal 750 External Dianova Training Center: Enpower| Undertake | Innovate | Portugal
  • 25. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 25 20132012 2000 2010200920072000 Begining of Activity Lounch of Mother’s Day Campaign Christmas weather destroys Greenhouses Greenhouses Reconstruction Manuel António da Mota Award Honorable Mention Implementation of the Solidarity Brand Development of processes for the Commercial Management Diversification of Clients Portfolio Hiring of na Agronomist Engineer Income 300.000€/ year Social Entreprise Nursery Plant: Milestones Employees 13 SOCIAL REINTEGRATION → EMPOWERING → SOCIOPROFESSIONAL INTEGRATION → SUSTAINABILITY
  • 26. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 26 STAFF ORGANIZATION BENEFICIARIES COMMUNITY SOCIETY Renovation of SGQ 2011-2014 → Dynamic Methodology 100% Client Sarisfaction Increased social legitimacy Increased transfer of hnow-how Increase Motivation → efficiency e effectiveness Increased integration on social networks (CRI, CLAS)100% Population Recomend the Service Quality and Inovation ISO 9001:2008 Impact and Benefits at Therapeutic Community •Public Recognition: Private Category Award Hospital do Futuro’05/06 • Invitation to National and International Conferences
  • 27. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 27 Scientific Follow-up Study “Social Trajectories” 2009-2013 CIES | ISCTE-IUL
  • 28. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 28 Annual Initiative Health Promotion “Mocktails” | Torres Vedras IMPACT 2007-2012 13.460 PEOPLE
  • 29. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 29Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Areas 77,9% Programs 22,1% Management Gender 50% Female 50% Male Age Average 40,1 Qualifications 31% College 69% High School The TeamTalent Retention 94%41 Workers 90% Direct Contracts 10% Indirects
  • 30. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 30 DIANOVA HUMAN CAPITAL | PEOPLE MANAGEMENT & ENGAGAMENT
  • 31. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 31 Team| Global Graphic 1- Average people who collaborate with Dianova in 2012, in various forms. 2012 | Over the year 2012, Dianova Portugal had 33 internal direct employees, 4 services providers, 2 trainees under the Apprenticeship Professional Programme of IEFP, 1 volunteer and 2 people under the measure of Integration Stage of Socioprofessional Programme of Life Employment.
  • 32. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 32 Team| Volunteering Graphic 2- Tyoe of Volunteering in Dianova 2012 | Must be pointed out that, in specific measures of volunteering, Dianova had the collaboration of 40 people engaged in activities related to health promotion, 38 people in actions to help to collect food and 100 people in the conservation/ maintenance of heritage.
  • 33. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 33 Team| Gender Graphic 3 – Gender representation, on average, of direct employees, 50% Equality Gender: 50% Male & 50% Female
  • 34. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 34 Team| By Area Graphic 4 – Average 2012 Distribuition of Direct Employees by Area (%) 77,9% on Programs & 22,1% on Management
  • 35. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 35 Team| By Unit & Headquarters Graphic 5 – Number of Employees on December 31st 2012. Therapeutic Community 10; Social Enterpirse 13; Training Centre 2; Headquarters 7
  • 36. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 36 Team| Education Degree Graphic 6 – Education Degree of Direct Employees on December 31st 2012. 31% University degree, 53% High School; 16% Primary School
  • 37. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 37 Team| Education Degree vs Gender Graphic 7 – Representation of gender by level of education. Male (blue), Female (green)
  • 38. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 38 Team| Average Age Minimum 23 and Max 60 Average Age 40,1 Years
  • 39. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 39 Team| Turnover vs Talent Retention Rate 94% Talent Retention
  • 40. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 40 Team| Work Provision vs Absenteeism Graphic 8 – Type of Absences, 2012 There was an overall absenteeism of 2,9%, thus showing a decrease of 1.1% compared to the year 2011. Analysing the types of absences, we verified that, for all absences, the one with higher incidence was motivated by the parenting absence (49.8%), which results in parental license exclusive of the father and shared by both employees. The absence for sickness represent 34.4% of type of absence.
  • 41. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 41 Team| Intelectual Capital – Training Regarding Vocational Training, there were 20 actions and was completed in 100% the training plan outlined. Notice that all employees have access to training and 79% of employees had access to more than 35h of trainingt (legal requirement). Of the 21% who did not have the mandatory 35h, carried over into the following year between 5h and 3h. There was na increase in the number of training hours per employee in the year 2011.
  • 42. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 42 Team| Intelectual Capital – Training Type Dianova invests on training policies aimed at developing employees skills, but also their social skills and personality. Elaborates an annual Training Plan applied to each unit and, when necessary, to each employee individually. Encourages a culture that potentiates the initiative of each employee to identify and attend, externally, proper training to improve the performance of their duties and personal development or propose specific actions.
  • 43. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 43 EnquadramentoDianova People Management Model
  • 44. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 44Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© People Management Model Orientation Guide for all activity in relation to Human Resources Management; Set of criteria or guidelines for action to streamline the daily management of Human Resources, unifying decision- making based on uniform criteria; Catalyser of processes within the Organization; Factor of greater objectivity in people management and therefore, motivates employees and ensures their loyalty, because they know what the organization expects from them and what the organization is willing to offer them.
  • 45. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 45Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© People Management Model
  • 46. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 46Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© People Management Model Operational Decentralization / Strategic Centralization Delegate operating work to those who are closer to the place and to the recipient; Reserve of directives for the Central authorities to assign the role to set the goals and make key decisions for the organization. The fluid communication and the availability of information Decisive in efficient operation of the model and the implementation of its first actions, their control and targeting. 2 transverse components of the model:
  • 47. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 47Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© People Management Model Embeding and Socialization Optimization of methods with which Dianova incorporates emplyees in their various places of work and instances that are available to introduce these new members Dianova culture, mission, values and processes. Skills Development Besides offering training to emplyees, Dianova seeks to privilege certain issues that require a special approach, providing the right people to appropriate training providers, both external and internal. 5 Operational and Central Components
  • 48. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 48Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© People Management Model Life Quality at work The management of the quality of work life has measuring objective and subjective aspects related to the well-being and satisfaction of working in Dianova, setting some options for a participatory approach in implementing relevant actions for improvement. Performance Management Performance management aims to systematically enhance the performance of people through formal devices targeting, monitoring, evaluation and performance feedback. Renovation and Conversion The renovation and conversion in Dianova implies mobility of Organization members, assuming different roles, depending on the possibilities. The management of this component focuses on making decisions on two very important processes: the conversion of part of the personnel and the projection of young employees in management function.. 5 Operational and Central Components
  • 49. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 49Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© People Management Model Activities | Procedures • Annual Plan of Corporate Organization Activities; • Monitoring of the Organization Activities Plan; • Operational Units Performance Plan; • Regular meetings of Middle Managers and Directors; • Established procedures of decision making. Operational Decentralization | Strategic Centralization
  • 50. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 50Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© People Management Model Activities | Procedures • Regular Team Meetings • Internal Communication Channels • Regular Meetings with Top Managers Fluid Communication and Information Availability
  • 51. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 51Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© People Management Model Described Procedures • Recruitment and Selection • Admission, reception e integration Forms | Documents Prepared • Job Profile • Interview Script • Candidates Evaluation • Contributer Admission • Job Description • Individual Learning Plan (ILP) • Evaluation of Individual Learning Plan. Embeding and Socialization Deliverable Documentation | Activities to Perform Welcome Guide • Dianova Network Code of Ethics Manifest • Charter of Principles and Responsabilities • Job Description • Integration and Inidividual Learning Plan • Feedback meeting Evaluation of ILP
  • 52. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 52Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© People Management Model Described Procedures • Training Plan • Training for Managers Forms | Documents Prepared • Identification of Training needs; • Training Planning and Registration; • Individual Training Plan; • Training Evaluation; • Map of Statistics and Training Volume. Skills Development Described Procedures • Life Quality at work Forms | Documents Prepared • Labour Satisfaction Questionnaire; • Balance Questionaire – Work | Personal • Improvement Plan Life Quality at work
  • 53. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 53Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© People Management Model Described Procedures • Performance Management Forms | Documents Prepared • Sel-Assessment Questionaire • Managers Assessment Questionaire • 360º Assessment Questionaire • Improvement Plan • Evaluation Guide for Evaluaters Performance Management Deliverable Documentation | Activities to Perform • Performance Evaluation Report • Improvement Plan
  • 54. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 54Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© People Management Model Described Procedures (1) Replacement and/or Reassignment of Functions (2) Designing a Directive | Promoting Function (3) Unifying Forms | Documents Prepared (1) Survey of needs (1) Script interview to Candidates (1) Indivual Learning | Integration Plan (2) Potencial Evaluation (2) Individual Plan of Progression (2) Evaluation of the Individual Plan of Progression (3) Outgoing Interview Renovation and Conversion Deliverable Documentation | Activities to Perform (1) Individual Learning | Integration Plan (2) Individual Plan of Progression (2) Potencial Evaluation
  • 55. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 55 Enquadramento Other Models | Plans
  • 56. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 56Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Other Models| Plans Plans for Gender Equality and Life-Work Balance Plans | Volunteer Policy Competency Model Assessment of Organizational Environment Remuneration System (Internal Equity)
  • 57. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 57Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Other Models| Plans Remuneration Systems There is no good management of human capital without an effective remuneration policy
  • 58. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 58Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Other Models| Plans Remuneration Systems
  • 59. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 59Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Nível Categoria / Grupo Profissional Min Max 1 Direcção 2 Chefias Intermédias 3 Pessoal Técnico, Operacional e Administrativo 4 Pessoal ao Abrigo de Programas e Incentivos Remuneração Própria Other Models| Plans Remuneration Systems
  • 60. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 60Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Other Models| Plans Career Management Measure: to create an evaluation system that aligns the People Management with the Organization Stategy, strengthening culture and values, and improving individual and group performance. Indicator: Implementation of the Competency Assessment System Goal: 100% Evaluation: Results of implementation and impact in May 2013 Goal Achievement: Fulfilled. Evaluation in May 2013
  • 61. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 61Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Other Models| Plans Career Management The Competency Model of Dianova is based on different types of skills: Generic, Specific and Management.
  • 62. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 62Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Other Models| Plans Career Management Maximum of 13 Skills: 6 Generic Competencies, 3 Management Skills 4 Specific Skills (including technical ans specific knowledge) Maximum of 10 Skills: 6 Generic Skills 4 Specific Skills (including technical ans specific knowledge)
  • 63. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 63Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Other Models| Plans Career Management Generic Skills Management Skills
  • 64. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 64Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Other Models| Plans Career Management Requirement Degree An organization does not need skills that are present at the same level or degree requirement for all functions that are applicable. It is not enough to identify that a particular expertise is required to perform a task. It is absolutely necessary to also define what level of proficiency that this expertise must be applied for each of the functions in question.
  • 65. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 65Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Other Models| Plans Career Management Skill Description Skill Designation Skill Requirement Degree
  • 66. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 66Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Other Models| Plans Career Management
  • 67. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 67Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Other Models| Plans Career Management
  • 68. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 68Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Other Models| Plans Work-Life Balance Measure: Disclosure of actions implemented and to implement Indicator: Disclosure of Good Practice Guide for the promotion of work- life balnace (profissional vs personal). Goal: 1 Evaluation: Disclosure among all employees. Defined three objectives in relation to measures: Employees Satisfaction ≥ 70% with evaluation scheduled for December 2013 Complaints≤ 2 with quarterly evaluation Response to requests ≥ 70% with quarterly evaluation Goal Achievement: Fulfilled.
  • 69. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 69 Enquadramento 2013 Projects
  • 70. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 70Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Projects and Initiatives 2013 Gender Equality Plan • Monitoring and Evaluation of the GE Plan of Dianova; • Benchmark Implementation in other 6 Social Organizations. Validation of the Competency Model at Dianova • Through its application to Directors and Intermediate Managers.
  • 71. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 71Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Projects and Initiatives 2013 Planning and Implementation of the Internal Training Plan, with particular focus in the areas of Gender Equality, Quality, Hygiene and Safety in the Workplace and Teambuilding. Evaluation of Attitudes and Behaviours for all employees who are not yet covered by the Dianova Competency Model, including technical, operational and administrative staff.
  • 72. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 72Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Projects and Initiatives 2013 In order to strengthen the identification with the Mission, Vision and Values of the Association, and consequently with the Organizational Culture, will be implemented some initiatives among employees. Certification as Family Responsible Entity | EFR Social Economy, and its indicators monitoring.
  • 73. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 73 Enquadramento Reports Produced
  • 74. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 74Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Reports Produced Annualy, the People Management Area, as the other operational Units: Prepares an Activity Report of the past year Prepares an Action Plan for the folowing year.
  • 75. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 75Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Reports Produced Activity Report Activity Report of the People Management Area Begining of the year: Technical Management (Key Procedures) Administrative Management Quality Management
  • 76. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 76Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal© Reports Produced Action Plan Action Plan of the People Management Area End of the year: Projects and Initiatives PMA; Scheduke of Activities; Indicators Monitoring.
  • 77. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 77 At Dianova, each person has its own part: his/her own! Dianova, it’s all of us.
  • 78. Commitment| Solidarity| Tolerance| Internationality… Inspiring Change! Dianova Portugal© 78 Accept Errors Enjoy In Conclusion Simplicity in Complexity Orientation Learning Risk. Encourage Inovation
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