The document outlines an organization's approach to investing in people through a three pillar strategy focused on process, people, and performance, which includes implementing competency frameworks, performance management processes, knowledge sharing programs, and employee development initiatives to create a learning organization and high-performance culture. The goal is to develop employees, improve processes, and align performance with business objectives to drive customer and employee delight.

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Investing in People
Building a Learning Organization

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The Canvas
Platfo
rm
3P Strategy
Proce
ss Peopl
e
3 Pillar Approach

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Our Path
Hi-
Performance
‘Check Culture
point’
Rollout
Organic
Renewal
Plan
HR Audit
by KELSA

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Implementation Landscape
• CCS Model
• Adopting Best
Process-Driven
Practices
Delivery
• Promoting
Ownership
• LDI
• Competency
Work Force Framework
Development • Banding Framework
• Sharing Best
Practices
• Shared Business
People-Led Vision
Business Planning &
• Vision led programs
Performance
• Business Plan tied
Management with goals

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Knowledge Sharing
We
Connect
We Deliver

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Meaningful Career Paths
Consultant Leader
Senior Specialist Manager
Specialist Supervisor
Senior Associate
Associate
Technical / Professional Managerial

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Competency Framework
Core Leadership
• Customer Orientation • Business Orientation
• Result Orientation • People Development
• Teamwork and
Collaboration
• Process Orientation
• Flexibility & Openness
to Change

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Core Competencies
Ability to anticipate customer needs
Customer Deliver services to meet immediate needs while
ensuring long-term benefit
Orientatio
Understand the business environment in which
n clients operate and provide solutions that are
aligned
Set challenging goals
Result Focused on the achieving end results with a
Orientatio strong sense of urgency
n Sustained energy and determination in the face
of obstacles
Cooperate with different stakeholders across
Team work cultures and organizational boundaries to
& achieve shared goals
Collabora Treat others with dignity and respect
Maintain a friendly demeanor and value the
tion contributions of others

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Core Competencies
Manage tasks so they lead to accomplishments
Process Look for ways to improve quality, efficiency,
Orientatio effectiveness and generate value
n Discover incremental improvements in work
processes and results
Flexibilit Accept change and adapt to ambiguity
y& Adjust behavior in light of new information,
changing situations, people or environments
Openness Do not be disconcerted or stopped by the
to Change unexpected

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Leadership Competencies
Discover new ways of improving business
performance while understanding root causes
Business Think strategically, identify opportunities, and
take measured risks
Orientatio Persist in efforts to leverage opportunities,
n taking along team members in the endeavors
Identify opportunities for process and financial
improvement using financial data
Provide a supportive environment for enhanced
performance and professional growth of
others
People Lead, mentor, encourage, inspire, and support
Developm individuals to realize their full potential
ent Delegate fully so that individuals are
empowered and given the right opportunities,
support and resources to grow and to take on
more responsibility

11. Competence Levels & ---External Confidential---
Mapping
Customer Orientation for example:
• Responds to client requests
Beginne • Does not always anticipate needs
r
• Anticipates and adapts to client needs
Profici • Proposes new, creative, and sound alternatives
ent
• Fosters a client-focused culture
• Balances between customer needs and organizational constraints
Advanced
• Ensures services are strategically aligned with current and future
needs
• Becomes an advisor for the client and is part of their decision
Expert making process
2012 Secova, Inc. All rights Reserved

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Performance Management
Link to Business objectives:
Training & Organizational • Financial / Organizational goals
Development Initiatives • Client Expectation
Set Goals • Employee Goals
Employee Review
Developmen Performance
t Plan against Goals
Discuss
Aspirations Review
& Competency
Developmen Expectations
t
Summarize
Overall
Succession Planning Performance Client Feedback

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The Painting
Knowledge sharing
sessions
Employee Connect Rewards &
programs Recognition
Employee
Development
programs
Relentless drive
towards process
efficiency
Employee Engagement
Employee Delight
Customer Delight

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