Your SlideShare is downloading. ×
  • Like
  • Save
Vodafone_study case
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×

Now you can save presentations on your phone or tablet

Available for both IPhone and Android

Text the download link to your phone

Standard text messaging rates apply
Published

Study case for the telecommunications industry in Romania for a talent management program across all leadership levels - population of 400 people. …

Study case for the telecommunications industry in Romania for a talent management program across all leadership levels - population of 400 people.

Published in Business
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
    Be the first to like this
No Downloads

Views

Total Views
30
On SlideShare
0
From Embeds
0
Number of Embeds
1

Actions

Shares
Downloads
0
Comments
0
Likes
0

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide

Transcript

  • 1. Industry:Telecommunication Timeline: 2009-2010 Number of participants: 400 Summary: Design & implementation of an annual development program to train and coach all leadership levels population across the company on the HR responsibilities they have as people managers (from team leaders to business units directors), namely: hiring, evaluating, coaching, developing, communicating and rewarding. V O D A F O N E Industry:Telecommunication “ROLE OF THE MANAGER” Development Program
  • 2. Approach We used the in-house resourcing knowledge and expe- rience to design and create the content of the pro- gram. We delivered the sessions during 2 days training programs, including mixed population (business units and seniority) to enhance know-how transfer and en- courage personal branding opportunities. We insured a tight organization of administration, logis- tics and communication process to allow: • High quality of service to all management partici- pants • High speed of live feedback delivery • A relatively small number of participants per session (10-15) • A high frequency (2 days training session/every 2 weeks) • A highly individualized approach but still allowing fast processing of total population • Communication during the Role of the Manager pro- gram was handled from a change management per- spective. • HR team’s senior consultants guaranteed a high level of service in terms of delivery and feedback process 2 Mission • To translate the Vodafone Way values & competen- cies into specific development program, training spe- cific competencies for 400 individuals, all leaders across the company at different levels and across all business units. Approach 6 different levels of impact in the organization, representing the HR roles (The Navigator, The Coach, The Resourcer, The Engager, The Developer andThe Rewarder). • To design a program per leadership level based on the combined Resourcing team competencies and a Training services partner aimed at developing the gap between the current level of HR competencies and the required competency level competencies and at identifying further development initiatives. • To set up pilots per level to test the design, gather feedback and suggestions for improvement. • To design administrative, logistics and communication process handled by internal resourcing team • To design follow-up activities from coaching to tai- lored leadership programs. • To train the training delivery team • To train the management population on how to han- dle HR responsibilities that come with the leadership role Target group • business units directors in Romania (approx. 40) • senior and middle management population in Romania (approx. 360)
  • 3. Result • Roll-out of the Resourcer as the pilot for the entire program with a group of 60 participants addressing first the Technology Business Unit in the first 2 months (mar-apr 2010) • Certification process at the end of the training program with follow-up coaching sessions • Implementation of the other 5 roles - The Navigator,The Coach,The Engager,The Developer and The Rewarder starting June 2010) • High degree of acceptance of the process, from the top downward • Expanding initiatives translating the format to all the other business units • Additional consultancy services at the level of coaching, training of HR, coaching of managers in use of competency-based HR instruments 3 Popular tags in the program #performance, #talent development, #across leadership levels, #training, #resourcing, #coaching, #rewards, #business focused, #results driven, #pilot first
  • 4. C O N TA C T Aura SEREA managing partner 004 0740 01 75 15 hrconsultant@auraserea.ro http://auraserea.com