Mr. Sidharath Tuli presented on talent management strategies in turbulent times. He discussed identifying talent internally and strategic hiring externally. He highlighted challenges in the oil and gas industry like skill shortages and outlined L&T's vision to expand internationally and develop talent. Case studies showed selecting candidates based on required competencies and benchmarking internal versus external candidates. Developing internal talent involves assessing potential versus performance and building a leadership pipeline.
Professional certification is a common practice in all types of industries worldwide. It signifies an individual’s knowledge and expertise to employers, peers and clients. It also helps in defining and maintaining industry standards.
This guide offers a high-level information about HR Certifications available in the market. It is intended to help HR professionals to find out about certifications in specific fields.
All the certifications mentioned in this guide require some sort of assessment to be obtained, hence, mere attendance of a training course is not enough to get certified.
Pakistan HR Standards Committee is working with ISO Technical Committee TC 260 for developing HR Standards. Pakistan has the honor of being among first 11 Permanent “P” Member countries in the world who became member of ISO TC 260 HR Standards Committee comprising of US, UK, France, Germany, Sweden, Switzerland, Austria, Norway, Netherlands and Portugal. Currently the Permanent member countries have increased to 24 and 18 Observer “O” countries. SHRM Forum Pakistan is representing Pakistan at ISO TC 260. http://www.iso.org/iso/home/standards_development/list_of_iso_technical_committees/iso_technical_committee_participation.htm?commid=628737 .
During follow up years, HR leaders from large corporate in Pakistan put in rigorous effort to carry forward the work and we also participated in ISO global meetings at Washington, Melbourne, Rotterdam, Paris and Dublin. In brief, the Pakistan National Committee on HR Standards is now rolling out 1st standard on “Performance Management” through Pakistan Standard and Quality Control Authority (PSQCA) and work is in progress on 6 global standards including Human Governance, Strategic Workforce Planning, Recruitment, HR Terminologies, Knowledge Management and HR Metrics.
SHRM Forum Pakistan is celebrating World Standards Day on 14 October 2015 at Karachi. Pakistan CHRO National Committee HR Standards will also unveil draft standard on Performance Management.
Walking the Walk with our Graduates...From Students to HR Practitioners - HRMATTHRMATT
Eileen Knight, a Human Resources Management Lecturer at the University of the West Indies, St. Augustine Campus has spent her entire career either working as a Human Resources (HR) Practitioner, HR Consultant or teaching the HR discipline. In order to accomplish this, she has worked in over five countries and across six industries. She has also served as Director on a
number of Canadian corporate and non-profit organizational Boards. As a trained Organization and Methods Analyst, Eileen has conducted many Organizational Studies and Operational
Audits during her career. She is presently focused on enhancing the practice of Strategic Human Resources Management in the Caribbean Region.
PRESENTATION SUMMARY – Walking the walk with our Graduates …from students to Human Resources Practitioners
“As the world changes, expectations for education also shift. The nature of schooling must follow suit. Research in the past 30 years has proven that the current model of schooling no
longer adequately meets the needs” (Willms et al, 2009) of employers, “In the past the measure of an “educated person” was largely based on what they knew; now, the value of learning
is measured by, what students are able to do with what they know” (Gilbert, 2007)
This presentation will discuss the impact of co-operative educational approach to teaching with the use of four piloted Human Resources Management (HRM) based programs offered
at the University of the West Indies, St. Augustine. “One of the most distinctive characteristics of co-operative learning and perhaps the reason for its success is the close relationship
between theory, research and practice” (D.W. Johnson, 2007), therefore the programs are geared towards bridging the gap between the theoretical concepts of HRM and its practical application in a corporate setting. During the discussion, the findings and benefits of the programs (to all stakeholders involved namely, UWI, the employers and the Students) will be highlighted and evaluated
I am a proactive, adaptable and self-motivated Certified Human Resource Management Professional (CHRMP) and Certified Human Resource Manager (CHRM) with 12 years’ technical recruitment experience within the Middle East region, working closely with experienced regional managers / directors for leading national and international firms. I have successfully recruited Junior to Senior level positions within the Transportation (Rail – Dubai Metro and Dubai Tram), Construction, Engineering, Infrastructure, Education, Retail, Healthcare, FMCG, Architecture, Interior Design, Fitout, Contracting, Facilities Management and Real Estate Industry.
Africa leading Human Resources Management certification, training and conference provider. Read more of the program offering from HRCI, AAPM and PECB here: https://www.intl-abmc.com/certification_hr.php
1st Aerospace HR Round Table - A summaryUPES Dehradun
The inaugural edition of the Aerospace HR Round Table conference took place on Saturday, the February 22, 2014 at the prestigious Leela Palace Hotel at Bengaluru on the theme “Challenges & Opportunities for Talent Management in Aerospace Industry”.
The roundtable focused on the human resource, training & education challenges in the Indian aerospace industry and the way forward. The roundtable was spread over five distinct sessions, including a thought provoking CEO panel discussion.Let us see the session-wise details.
Getting to Workplace Essentials - Current Issues and Future DirectionsCLLN
You can use the Getting to Workplace Essential Skills slide presentation to increase literacy awareness, knowledge about literacy and essential skills and/or literacy programs for employers, as well as training workplace educators.
Canadian Literacy and learning Network (CLLN) has developed this presentation to give an overview of workplace essential skills to practitioners, as well as a tool to make a case for workplace L/ES training by community literacy groups to employers. You can use it “as is” or select information or slides that you would like to share. If you use any part of this presentation, we ask you to please acknowledge CLLN and promote our role in advancing literacy and essential skills in Canada.
Management Development Program FINANCING ENERGY EFFICIENCY PROJECTSUPES Dehradun
Center of Energy Economics Research (CEER) of CoMES, UPES and Centre for Management
Development (CMD) in association with Uttarakhand Renewable Development Agency
(UREDA) and Alliance for Energy Efficient Economy (AEEE), an industry led membership
based organization, has organized Management Development Programs on June 19- 20, 2015.
The Chartered Human Resources Analyst (CHRA™) Training is an intensive 5 days’ program and is designed for HR and
related executives who wish to broaden, sharpen and deepen their human resources management competencies. The CHRA
integrates the latest human resources management concepts and practices to give participants a firm grounding in the
advanced skills and knowledge required for a successful HR Professional.
Case study analysis and business simulation form the core of the program content, reinforced by practical tasks such as
experiential activities and role plays.
This intensive, hands-on seminar will give you a solid overview of all aspects of Human Resources (HR). Whether you're a
recently appointed HR manager, are new to HR or have a non-HR job with HR responsibilities, this course can give you the
know-how you need. Understand essential HR functions and learn to develop an action plan to put to work in your
organization.
This comprehensive seminar delivers a clear-eyed analysis of HR's role in organizations now, and identifies future trends
from confronting issues of workplace harassment to recognizing compliance red flags from preparing policies and procedures
manuals to identifying the elements of effective performance management....from flexible benefits packages to cost-effective
retention strategies, and more.
Helbling & Associates is a retained executive search firm specializing exclusively in facilities management, construction, real estate and engineering. Learn why we are a trusted search partner for various industry organizations.
Professional certification is a common practice in all types of industries worldwide. It signifies an individual’s knowledge and expertise to employers, peers and clients. It also helps in defining and maintaining industry standards.
This guide offers a high-level information about HR Certifications available in the market. It is intended to help HR professionals to find out about certifications in specific fields.
All the certifications mentioned in this guide require some sort of assessment to be obtained, hence, mere attendance of a training course is not enough to get certified.
Pakistan HR Standards Committee is working with ISO Technical Committee TC 260 for developing HR Standards. Pakistan has the honor of being among first 11 Permanent “P” Member countries in the world who became member of ISO TC 260 HR Standards Committee comprising of US, UK, France, Germany, Sweden, Switzerland, Austria, Norway, Netherlands and Portugal. Currently the Permanent member countries have increased to 24 and 18 Observer “O” countries. SHRM Forum Pakistan is representing Pakistan at ISO TC 260. http://www.iso.org/iso/home/standards_development/list_of_iso_technical_committees/iso_technical_committee_participation.htm?commid=628737 .
During follow up years, HR leaders from large corporate in Pakistan put in rigorous effort to carry forward the work and we also participated in ISO global meetings at Washington, Melbourne, Rotterdam, Paris and Dublin. In brief, the Pakistan National Committee on HR Standards is now rolling out 1st standard on “Performance Management” through Pakistan Standard and Quality Control Authority (PSQCA) and work is in progress on 6 global standards including Human Governance, Strategic Workforce Planning, Recruitment, HR Terminologies, Knowledge Management and HR Metrics.
SHRM Forum Pakistan is celebrating World Standards Day on 14 October 2015 at Karachi. Pakistan CHRO National Committee HR Standards will also unveil draft standard on Performance Management.
Walking the Walk with our Graduates...From Students to HR Practitioners - HRMATTHRMATT
Eileen Knight, a Human Resources Management Lecturer at the University of the West Indies, St. Augustine Campus has spent her entire career either working as a Human Resources (HR) Practitioner, HR Consultant or teaching the HR discipline. In order to accomplish this, she has worked in over five countries and across six industries. She has also served as Director on a
number of Canadian corporate and non-profit organizational Boards. As a trained Organization and Methods Analyst, Eileen has conducted many Organizational Studies and Operational
Audits during her career. She is presently focused on enhancing the practice of Strategic Human Resources Management in the Caribbean Region.
PRESENTATION SUMMARY – Walking the walk with our Graduates …from students to Human Resources Practitioners
“As the world changes, expectations for education also shift. The nature of schooling must follow suit. Research in the past 30 years has proven that the current model of schooling no
longer adequately meets the needs” (Willms et al, 2009) of employers, “In the past the measure of an “educated person” was largely based on what they knew; now, the value of learning
is measured by, what students are able to do with what they know” (Gilbert, 2007)
This presentation will discuss the impact of co-operative educational approach to teaching with the use of four piloted Human Resources Management (HRM) based programs offered
at the University of the West Indies, St. Augustine. “One of the most distinctive characteristics of co-operative learning and perhaps the reason for its success is the close relationship
between theory, research and practice” (D.W. Johnson, 2007), therefore the programs are geared towards bridging the gap between the theoretical concepts of HRM and its practical application in a corporate setting. During the discussion, the findings and benefits of the programs (to all stakeholders involved namely, UWI, the employers and the Students) will be highlighted and evaluated
I am a proactive, adaptable and self-motivated Certified Human Resource Management Professional (CHRMP) and Certified Human Resource Manager (CHRM) with 12 years’ technical recruitment experience within the Middle East region, working closely with experienced regional managers / directors for leading national and international firms. I have successfully recruited Junior to Senior level positions within the Transportation (Rail – Dubai Metro and Dubai Tram), Construction, Engineering, Infrastructure, Education, Retail, Healthcare, FMCG, Architecture, Interior Design, Fitout, Contracting, Facilities Management and Real Estate Industry.
Africa leading Human Resources Management certification, training and conference provider. Read more of the program offering from HRCI, AAPM and PECB here: https://www.intl-abmc.com/certification_hr.php
1st Aerospace HR Round Table - A summaryUPES Dehradun
The inaugural edition of the Aerospace HR Round Table conference took place on Saturday, the February 22, 2014 at the prestigious Leela Palace Hotel at Bengaluru on the theme “Challenges & Opportunities for Talent Management in Aerospace Industry”.
The roundtable focused on the human resource, training & education challenges in the Indian aerospace industry and the way forward. The roundtable was spread over five distinct sessions, including a thought provoking CEO panel discussion.Let us see the session-wise details.
Getting to Workplace Essentials - Current Issues and Future DirectionsCLLN
You can use the Getting to Workplace Essential Skills slide presentation to increase literacy awareness, knowledge about literacy and essential skills and/or literacy programs for employers, as well as training workplace educators.
Canadian Literacy and learning Network (CLLN) has developed this presentation to give an overview of workplace essential skills to practitioners, as well as a tool to make a case for workplace L/ES training by community literacy groups to employers. You can use it “as is” or select information or slides that you would like to share. If you use any part of this presentation, we ask you to please acknowledge CLLN and promote our role in advancing literacy and essential skills in Canada.
Management Development Program FINANCING ENERGY EFFICIENCY PROJECTSUPES Dehradun
Center of Energy Economics Research (CEER) of CoMES, UPES and Centre for Management
Development (CMD) in association with Uttarakhand Renewable Development Agency
(UREDA) and Alliance for Energy Efficient Economy (AEEE), an industry led membership
based organization, has organized Management Development Programs on June 19- 20, 2015.
The Chartered Human Resources Analyst (CHRA™) Training is an intensive 5 days’ program and is designed for HR and
related executives who wish to broaden, sharpen and deepen their human resources management competencies. The CHRA
integrates the latest human resources management concepts and practices to give participants a firm grounding in the
advanced skills and knowledge required for a successful HR Professional.
Case study analysis and business simulation form the core of the program content, reinforced by practical tasks such as
experiential activities and role plays.
This intensive, hands-on seminar will give you a solid overview of all aspects of Human Resources (HR). Whether you're a
recently appointed HR manager, are new to HR or have a non-HR job with HR responsibilities, this course can give you the
know-how you need. Understand essential HR functions and learn to develop an action plan to put to work in your
organization.
This comprehensive seminar delivers a clear-eyed analysis of HR's role in organizations now, and identifies future trends
from confronting issues of workplace harassment to recognizing compliance red flags from preparing policies and procedures
manuals to identifying the elements of effective performance management....from flexible benefits packages to cost-effective
retention strategies, and more.
Helbling & Associates is a retained executive search firm specializing exclusively in facilities management, construction, real estate and engineering. Learn why we are a trusted search partner for various industry organizations.
#FIRMday 15 May 2014 Cornerstone Fidessa 'Talent and Internal Capability' th...Emma Mirrington
Kevin Keegan, Recruitment Manager and Nick Halder L&D Manager at Fidessa in conjunction with Cornerstone OnDemand "Talent Pipeline & Internal Capability”. Why a strategy for identifying internal talent is key to building capability within an organisation
Leland Sandler: Leadership and Succession DevelopmentLeland Sandler
Leland Sandler's presentation on managing talent in the pharmaceutical industry. This presentation goes over leadership & succession development. More specifically, what it is, and how we do it. Visit http://lelandsandler.com/ for more information.
Building Leadership Development from Scratch - ASTD 2011Benjamin McCall
This presentation covers 3 main points:
1. What should you think about when creating or adjusting your leadership efforts.
2. The content you may want to include within a program, and
3. What metrics should you include,
Four Future Trends in Leadership Developmentnickpetrie
The environment that leaders operate in is changing so fast that the methods being used to develop them is not keeping pace. This session is based on a one year research project at Harvard focused on the question, 'What will the future of leadership development look like?'
In this session your organization will learn how to design and deliver leadership programs that equip leaders with the skills they need for an increasingly complex world. Topics to be addressed include:
- The emerging challenges for leaders in the workplace
- The skills and capacities needed by leaders to meet these challenges
- The four trends shaping the future of leadership development
- They key principals for the design of future leadership programs
Employee Engagement Best Outdoor ActivitiesFastCollab
Outside office activities have become a latest trend among organisations to engage the employees. When the employees are stressed out, it is better to give them a break from their busy schedule, take them out together, and let them loose a bit through team building activities.
Today’s project environment moves with ever-increasing velocity. In such a climate, any gains in the way we operate can make a real difference. Chris has recently been involved in work aimed at producing excellence in project performance, both for now and for the future. In sharing this with us he will focus on getting the best out of both resources and project processes, in his usual engaging and informative style.
Thunderbird Executive Education: Global Energy Industry ExpertiseJoe Patterson
Thunderbird Executive Education is recognized as a global authority in the global energy and oil and gas industry with more than 20 years of experience, research, and case studies focusing on NOCs, IOCs, independents, and oil field services companies. Thunderbird has trained nearly 20,000 global energy and oil and gas professionals in more than 80 countries around the globe and online.
As the professional and continuing education division of Thunderbird School of Global Management, Thunderbird Executive Education is a globally recognized, top-ranked provider of custom executive development programs, classroom-based open enrollment certificate programs, and online certificate programs.
With nearly 70 years of experience, Thunderbird is distinguished from other Top 15 global executive education providers. Our historical foundation and current point of view are anchored in our depth of understanding of challenging global markets and developing global talent that can collaborate and negotiate across cultures in diverse social, economic, and political environments.
• Thunderbird Executive Education delivers approximately 1,000 programs to more than 15,000 participants annually, both on-campus in Glendale, Arizona and at client locations across North America, Europe, Asia, and the Middle East.
• Thunderbird Online, the online professional development unit of Thunderbird Executive Education, has developed working professionals in 100 different countries through a robust portfolio of online certificate programs.
• The Financial Times ranks Thunderbird Executive Education #13 worldwide with particularly high marks in “International Clients” (#3) and “Faculty Diversity” (#5).
Learn more at www.thunderbird.edu/open
Ranked among the top worldwide. (Open Enrollment Programs) – Financial Times 2014 Register today. thunderbird.edu/execed UPCOMING OPEN ENROLLMENT CLASSROOM PROGRAMS at Thunderbird School of Global openenrollment@thunderbird.edu, 1 (800) 457-6959 US | +1 (602) 978-7545 2015 Programs (Thunderbird Campus)
City Gas Distribution - Foundation CourseRankajRana
Petronet LNG Limited has set up one of it's kind of learning centre, the LNG Academy at it's Kochi LNG Terminal. The Academy is setup to impart training on the entire LNG value chain and organize Workshops to share the experience of LNG Professionals, covering various aspects of the LNG vertical right from upstream, liquefaction, shipping, re-gasification, pipeline transmission/distribution and up to burner tip consumption. The Academy endeavours to enhance and update knowledge and impart practical hands-on experience to the aspirants. We have already conducted successfully a few well-attended programs with contributions from known industry experts as Program Directors and SME.
We help energy, Oil and Gas sector stakeholders and clients navigate through the changing Exploration, Production & Development (EPD) business environment, manage risks and optimize performance in Africa.
Thunderbird Online's Certificate in Global Oil & Gas ManagementJoe Patterson
The oil and gas industry impacts organizations, individuals, and societies worldwide. To position your organization for success in this competitive industry, it is crucial to understand the business side of oil and gas management, and effective cross-cultural, cross-border strategies.
Thunderbird’s online Certificate in Global Oil & Gas
Management is designed for professionals from all
levels of the oil and gas industry, including:
• Industry professionals who seek a greater understanding of oil and gas business fundamentals
• Technical professionals making the transition to oil and gas management
• New employees who would benefit from a well-rounded study of the oil and gas industry
• Business students interested in careers in oil and gas management
For more than 20 years, Thunderbird has been the leader in oil and gas industry education. Our world-renowned faculty have extensive academic and professional experience in global oil and gas business strategies.
Learn more at: online.thunderbird.edu/oilandgas
The findings of our report, which track five years of global workforce patterns show that we now have a worldwide talent pool to draw candidates from. Geographic and cultural boundaries as an impediment to hiring have dropped away during the recession as candidates and companies alike have come to understand that they need to consider a global market. As we emerge from the recession, the war for global talent will only intensify and clients will need to think clearly about how they will attract the best talent.
Thunderbird's Advanced Management Program for Oil & Gas Industry ExecutivesJoe Patterson
Do you manage a business unit, division or subsidiary
for the oil and gas industry? Are you exploring market
entry into developing countries or highly unstable
regions? It’s no secret that the oil and gas industry is
complex. It’s also no secret the importance of oil and
gas to the worldwide economy, and the importance
of strong leaders who can manage that complexity.
Thunderbird’s Advanced Management Program for
Oil and Gas Industry Executives is a critical course
for all energy sector leaders.
Based on more than 20 years of leading expertise across the entire value chain of the global oil and gas industry, Thunderbird is uniquely positioned as a talent development partner.
Join us for this innovative and career-changing experience at our Glendale, Arizona campus.
Learn more at www.thunderbird.edu/amp
Presentation by Dr TV Rao (Founder National President - National HRD Network and Chairman - TV Rao Learning System) on 'HR Managers Who make a Difference' on 8th August 2014.
Importance of Effective Communication during Annual Performance & Rewards CycleNational HRD Network
73rd NHRDN Webinar on Importance of Effective Communication during Annual Performance & Rewards Cycle by Ms Leena Sahijwani, (Director – Rewards & South Asia Leader- Women’s Network, GE South Asia) on 29th May 2014
Going beyond Compensation and Benefits Total Rewards
Talent Management in Turbulent Times : Internal Talent Identification & Strategic Hiring
1. PRESENTED BY:
MR. SIDHARATH TULI
VICE PRESIDENT & HEAD – L&T HYDROCARBON
Talent Management in
Turbulent Times :
Internal
Talent Identification
&
Strategic Hiring
7/30/2014 1
5. GLOBAL OIL AND GAS SCENARIO: BARRIERS
North America Europe Asia-Pacific
Skill shortages
and/or ageing
workforce
Skill shortages
and/or ageing
workforce
Increasing overall
operating costs
Growing regulatory
burden
Increasing overall
operating costs
Skill shortages
and/or ageing
workforce
Increasing overall
operating costs
Tougher
competition from
international rivals
Tougher
competition from
international rivals
36%
21%
15%
14%
14%
Scarcest Skills for 2014
Project Managers Offshore related engineers
Safety & risk engineers Onshore related engineers
Marine related specialists
7/30/2014 5
6. L&T : VISION – ORGANIZATION STRATEGY – TALENT MANAGEMENT
Geographical Expansion -
grow international business in
Asia pacific, America, GCC, CIS &
Africa
New Business Area - One
step adjacencies - FSBU, Subsea,
LNG, Modular Plants
Cost Reduction by 10-15%
- Across Value Chain to improve
competitiveness
Partnership – Pursued
Targeted partnerships to focus
on large value prospects
International HSE Standards
Building International
Capability
Leadership Development
for business growth
Strategic Talent
Acquisition
Global Talent Mobility
Succession Planning for
leadership pipeline
ORGANIZATIONSTRATEGY
TALENTMANAGEMENT
7/30/2014 6
7. TALENT MANAGEMENT AT LTHE
STRATEGIC HIRING INTERNAL TALENT
DEVELOPMENT
OUTSOURCE/
SHORT TERM CONTRACT
Lack of Internal Talent
Benchmarking with
competitors
Multicultural Talent Pool
New skills / Geographies/
Business
Building Leadership Pipeline
Succession Planning
Leveraging Known strengths
Mapping the aspirations of
the Internal Talent
Non critical skills
Outsource Niche skills
Innovative recruitment
strategy like fix term contract
employment for a project
duration
Transactional Jobs7/30/2014 7
10. CASE STUDY : 1
Selection of the
eligible and suitable
candidate
Competencies /
Behavior required for
key positions
Mapping External
Talent
0
2
4
6
8
Good Domain
Knowledge (Upstream)
Good Domain
Knowledge (HMD)
Good Domain
Knowledge (HCP)
Execution (Project
management)
Business Building
Leadership (Internal
Team Handling)
Leadership (External
Stakeholder Handling)
Commercial Acumen
Strategic Thinking
International
Customers/ Market
Domestic Customers/
Market
Size of P&L Handled
Culture Fit
Candidate A Candidate B
7/30/2014 10
11. CASE STUDY : 2
Client :
International
Oil Company
Project: XX
Value: 800
MUSD
Job Title: Project
Director
Benchmark
Internal
Candidate
External
Candidate
Executed Projects of at up to 1BUSD √ √
Overall experience of 25 yrs √ √
Middle East Experience (Kuwait) √ √
(Middle East)
√
(Kuwait)
International Project Management / Oil &
Gas expertise √ √
Experience in Hydrocarbon Sector √ √ √
Leadership Capability √ √ √
Managing Multicultural Diversity √ √
7/30/2014 11
20. LEADERSHIP TRANSITIONS
INDIVIDUAL CONTIBUTOR
TEAM LEADER
OPERATIONAL
STRATEGIC
STRATEGIC
OPERATIONAL
TEAM LEADER
INDIVIDUAL CONTIBUTOR
BUSINESS DRIVERS
Transitional Competencies
• Interpersonal Skills,
Customer focus, Planning &
Organizing, Decision Making,
Drive, Creativity, Business
Communication
Transitional Competencies
• Team Leadership,
Networking, Resource
Management, Motivating &
empowering employees,
Entrepreneurship, Influencing
Transitional Competencies
• Strategic Thinking, Change
Management, Passion for
results, Conflict Management,
Customer Partnership
7/30/2014 20
21. BUILDING LEADERSHIP PIPELINE
LDP GLDP TLTGC
GLOBAL
CEO
FLPMEP
Focuses on young
potential Leaders of
L&T
Focuses on a
distinct group of
high performers for
succession to critical
positions
Focuses on
Entrepreneurial,
Leadership, Strategic HR
Management, Corporate
Strategy & Finance for
Value Creation from the
Global Perspective
Conceptualized in
line with L&T's
vision for an
increased focus and
foray into the global
markets
Provides a platform
to discuss the
challenges L&T
would face in an
increasingly global
environment
Assessment /
Development Centre
(Customized For Each
Band)
7/30/2014 21
22. 7 STEP LEADERSHIP PIPELINE
First-Level
Leadership
Program/
MEP with
IIM-A
Leadership
Development
Program
(LDP)
Global
Leadership
Development
Program
(GLDP) – Ross
School of
Business,
Michigan
Transforming
L&T into a
Global
Corporation -
Program in
association
with INSEAD
Future Top
Management
Leadership
Candidates
sent for
International
Programmes
to :
•Harvard
Bus. School
•Wharton
•LBS
•INSEAD
Building
Global
CEOs
(program
with
Harvard
Business
School)
Mentoring
by the
Board of
Directors
STEP 1
STEP 2
STEP 3
STEP 4
STEP 5
STEP 6
STEP 7
Age up to 35
years
Age upto 40
years
Age upto 45
years
Age upto 50
years
7/30/2014 22
24. FIRST-LEVEL LEADERSHIP PROGRAM
KICK OFF
SESSION
+
TEAM
BUILDING
LEAD SELF
LEAD &
FOLLOW
OTHERS
LEAD
LAKSHYA
LEAD
INTERNATIO-
NALIZATION
360 °FB + Case Study/
Assessment Reports
Integrated Session with the
HR Facilitators
IDP /ALP Formulation
Session with BE
Review -IS/NS/ HR
Online
Modules
Group
Mentoring
360 °FB
Session with BE
Final Review with IS/DH/HR
Learning Café (End of Forum 4)
Career Planning Exercise
Role Clarity Exercise
7/30/2014 24
29. GLOBAL OIL AND GAS SCENARIO: OPPORTUNITIES
Opportunity ranking 2013 2015
Rising emerging market demand 1 1
Investing in innovation and R&D 2 2
Frontier acreage 3 3
Focused recruitment, training
and retention programs
4 4
Safety and risk management used
as enabling partner
5 5
New infrastructure to gain access
to, or to connect, resources and
markets
6 7
New or expanded markets for
natural gas
7 6
Acquisitions or alliances to gain
capabilities or gain access to
resources and markets
8 8
Additional Corporate Social
Responsibility
9 9
Strategic divestitures 10 10 Ernst& Young- “Business Pulse Exploring dual perspectives on the top 10 risks and opportunities in 2013 and
beyond”
7/30/2014 29
30. GLOBAL OIL AND GAS SCENARIO: RISKS
Risk Ranking 2013 2015
The risk of HSE event and in
ensuring regulatory compliance
1 1
Price volatility 2 2
Access to reserves or markets 3 3
Cost escalation and inflation 4 6
Uncertainty in energy policy 5 5
Worsening fiscal terms 6 4
Human Capital Deficit 7 7
Competition from new
technologies and sources
8 8
IT security 9 10
Increasing project scale and
complexity
10 9
Ernst& Young- “Business Pulse Exploring dual perspectives on the top 10 risks and opportunities in 2013 and
beyond”
7/30/2014 30
31. INDIAN OIL AND GAS SCENARIO: CHALLENGES
• Government regulation
• Ensuring sustained oil and gas supplies amidst volatile international prices
• Demand management of petroleum products and gas
• To sustain as a net exporter of petroleum products
• Rational pricing in view of uncontrollable global prices
• Creation of market competition in distribution and retail business
• Improving the administration of subsidies in kerosene, LPG, petrol & diesel
• Improvement in energy efficiency and conservation and environmental management
• Absence of statutory framework in the upstream industry
• Transnational gas pipelines facing uncertainty
• The oil and gas industry in India currently faces talent shortage7/30/2014 31
32. INDIAN OIL AND GAS SCENARIO
Power
31%
telecom
25%Roads and
Bridges
12%
Irrigation
10%
Railways
7%
Oil and Gas
6%
Water supply
4% airports
2%
ports
2%
storage
1%
Sectoral Investment Planned in 12th Five-Year Plan
1025 US$ Bn
7/30/2014 32
33. CRITICAL CAREER PROGRESSION
Each
Transition
requires new
SKILLS
requirements,
change in
MINDSET
and new
WORK VALUES
PROMOTION
INTERVIEWS
for high
potentials to
decide on the
individual
career path
across the
organization
7/30/2014 33
34. KEY TAKEAWAYS
• Transformational Risk/ cultural fit for new hires
• Transitional Risk during Role Change
• Approach : Proactive vs. Reactive
• Internal Dynamics of the Organization
• Building a culture of internal mobility
• Knowledge transfer from Key Lateral Recruits
7/30/2014 34