From quality on-boarding of new talent and focussed growth of high performing management teams, to creating effective development programmes and growing the next vital generation of leaders – how do you formulate a cohesive approach within a sensible budget, across multiple geographic locations with diverse cultures which will not only up skill your entire workforce but help to engage them resulting in improved attraction, retention and overall performance results? Fiona Lander of Lander Associates explains.

1. International Talent
Development Strategy
Thursday 15th March 2012

2. Presented by
Fiona Lander
MD Lander Associates
www.landerassociates.co.uk

3. Rolling out an International
Talent Development Strategy

4. Agenda
 International TDS - critical considerations
 Talent Development Strategy – key focuses
 An example of each
 Who is it for?
 Training & Development model
 Onboarding & Good to Great
Q&A

5. Consider International Challenges
The Critical C’s
 Commerce  Cost
 Culture  Change
• Country
• Client • Embed
• Candidate  Consistency
• Consultant
• Consolidate
• Complacency
• Standards
 Climate
• Political  Collaboration
• Social • Champions
• Economic • Coaching
 Compliancy
 Communication
 Computer • Internal
• Technology
• Social media • External

6. Infrastructure
Customer Managers
Acquisition
Talent Development
Marketing Engagement
Strategy
& PR
Training
Training & Needs
Development Analysis
Strategy Talent
Attraction &
Retention

7. Infrastructure
 Performance management
 Appraisals
 Communication strategy
 Technology
 Intranet
 Internal systems
 Processes
 Policy & compliancy

8. Performance Management
Training & Development Strategy
Company Vision
& Values
Performance Appraisal Recruitment
Enhancement System Process
Engagement & (Talent)
Innovation
Under On boarding
Performance
Reward &
Management
Recognition Career Path
Schemes

9. Managers - Develop a ‘Training Army’

10. Engagement

11. Vision

12. Engaged Employees Deliver
27% higher profits
50% higher customer loyalty
50% higher sales
40% above average productivity
Gallup

13. Analysing Training Needs

14. Who is it for?

15. It’s not just about Gen Y

16. Are you ready for 5 generations?
 Traditionalists born prior to 1946
 Baby Boomers born between 1946 and 1964
 Gen X born between 1965 and 1976
 Gen Y / Millennials born between 1977 and 1997
 Gen Z / 2020 born after 1997

17. Five generations in the workplace
2020
2015
2010
2005
0% 20% 40% 60%
Traditionalists Baby Boomers Gen X Millennials Gen 2020

18. Technology
Technology – frames of reference

19. Talent Attraction

20. Training Development Strategy
 Budget
 The opportunity cost of not training
 Company priority objectives
 Core competencies
 Company standards
 Cultural differences
 Training methods
 Onboarding
 Good to great!

21. Core Competency
Programme
WORKSHOPS & COURSES
C W/S
W/S
EXTERNAL
Director Development
Executive Snr Managers Mentor Programme
Coaching
COACHING PROGRAMME (INTERNAL) COMPANY WIDE
WORKSHOPS & COURSES
C W/S
W/S C
MENTORING PROGRAMME
SCHOOL OF
EXCELLENCE Leadership
Development
Masterclass Managers &TL’s
Programme
WORKSHOPS & COURSES
C W/S
W/S C
Development Programme
Experienced/Intermediates
WORKSHOPS & COURSES
C W/S
W/S C
Onboarding & Induction
New starters/inexperienced

22. Priority Company Objectives

23. Onboarding

24. Three / Six Month Induction

25. Incorporating Technology

26. Good to Great!

27. Leadership Development Programme

28. Marketing and PR

29. Customer Acquisition
USP

30. Infrastructure
Customer Managers
Acquisition
Talent Development Engagement
Marketing
& PR Strategy
Training
Training & Needs
Development Analysis
Strategy Talent
Attraction &
Retention

31. Consider the Critical C’s
 Commerce  Computer
 Culture  Change
 Climate  Consistency
 Compliancy  Collaboration
 Cost  Communication

33. Thank you
www.landerassociates.co.uk