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SFIA Conference     Kimberly Clark Experience            y         p
The KC Story• Kimberly Clark – A global company that         y           g          p y  competes in multiple markets (Con...
Why did KC choose SFIAplus• Strategic focus on growing talent  – Rapidly changing technology  – Ever increasing demand fro...
KC / BCS Approach• Conducted limited pilot in 2009 with our Project  Delivery Management group• Exposed the team to the ra...
Key Discoveries• Team directly linked SFIA skill level with              y  organisational level   – Failed to see other f...
Key Discoveries• Required close coupling with corporate Talent  Management initiative• Guiding principles around skill lev...
Perceived Benefits of SFIAplus• Speed of deployment• Pick & Mix rather than craft• Recognised by KC’ers as a “Source of  T...
Benefits Seen so Far• Organisation sees this as an investment in them  – Enables individual development plans  – Supports ...
Major Challenges• IT Leadership Buy-In               p    y• Customise or Standardise• Alignment of Org Role structure and...
Key Messages from KC• Secure senior leadership sponsorship early and                         p p         p     y  maintain...
Key Messages from KC• Agree on the role structure before embarking on  building skill profiles• Create a talent management...
The Journey Continues
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Nigel Noyle Kimberly-Clark SFIA

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A SFIA case Study

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Nigel Noyle Kimberly-Clark SFIA

  1. 1. SFIA Conference Kimberly Clark Experience y p
  2. 2. The KC Story• Kimberly Clark – A global company that y g p y competes in multiple markets (Consumer Products, Health Care and Professional)• KC – Business Considerations – Highly competitive markets – Mergers and acquisitions – Need to contain “Back Office” costs – Emphasis on Talent Management
  3. 3. Why did KC choose SFIAplus• Strategic focus on growing talent – Rapidly changing technology – Ever increasing demand from business while needing g g to contain spending• Employees are seeking a clearer understanding of career opportunities• Needed to move fast with talent management solutions• Required a low cost solution
  4. 4. KC / BCS Approach• Conducted limited pilot in 2009 with our Project Delivery Management group• Exposed the team to the raw material using the BCS Role Model service• B ilt f Built four roles of one skill at a chosen l l f kill t h level l• Team performed a skills assessment against the description and the SFIAplus framework overall
  5. 5. Key Discoveries• Team directly linked SFIA skill level with y organisational level – Failed to see other factors that influence job level –CCaused us t re-think our approach d to thi k h• We focused on building a comprehensive role definition that includes: – Skill requirements (SFIAplus) – Leadership p – Job level (model organisation) – Technical requirements
  6. 6. Key Discoveries• Required close coupling with corporate Talent Management initiative• Guiding principles around skill level assignment is critical• Senior IT Leadership sponsorship and p p p involvement a MUST• Established successful implementation as a key IT leadership objective
  7. 7. Perceived Benefits of SFIAplus• Speed of deployment• Pick & Mix rather than craft• Recognised by KC’ers as a “Source of Truth Truth” – no challenges to quality of content• Focuses on significant measurable skills• Standardised language – consistency of definitions across the enterprise p
  8. 8. Benefits Seen so Far• Organisation sees this as an investment in them – Enables individual development plans – Supports career p pp planning efforts g• Provides a foundation for future Talent Management efforts g – Provides visibility to other career opportunities – Supports recruiting activities – Enables skills assessment and identification of skill gaps – Enables training and education planning
  9. 9. Major Challenges• IT Leadership Buy-In p y• Customise or Standardise• Alignment of Org Role structure and SFIA job levels – the need to avoid skills inflation• Building a sustaining model – Ongoing go ernance governance – Support resources and requirements• “English Pros” for the non-UK audience English Pros non UK – too subtle at times• Communication and Change Management
  10. 10. Key Messages from KC• Secure senior leadership sponsorship early and p p p y maintain it• Build a high powered implementation team – Respected throughout the organisation – Knowledgeable of their organisation – Passionate about talent management• HR on board from the start – Ensure alignment with enterprise initiatives – Ch Champions f th cause i for the
  11. 11. Key Messages from KC• Agree on the role structure before embarking on building skill profiles• Create a talent management strategy and understand how the SFIAplus tool set supports the strategy• Don’t let perfection be the enemy of good – Accept the 80% fit – Be willing to move rapidly and adjust if necessary
  12. 12. The Journey Continues

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