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Capability Review March 2017
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1 2 3 4 Agenda Why: Background and context
Who: Capability Review: who is in scope 3 What: Capability review process 4 When: Next steps and timelines
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Background and context
Presentation title, change View >> Header & Footer Background and context
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Capability Review March 2017
Presentation title, change Insert >> Header & Footer Capability Review March 2017 Background In the last 2 years most areas have conducted a capability review, leading to good insights in individual development requirements. We know the TSE capability gaps and many learning and development activities have been undertaken to close the gap. Objectives Define Personal Development Plans (PDP) to close identified gaps or to develop the individuals for a future role. Identify the collective capability development needs for commercial & prioritise the development of the right training solutions. To measure our current progress and strengthen the capabilities further there is a need to know the current capability “gap. Two years ago Sales conducted the first capability review to identify the collective capability development needs for Sales. This was formerly known as the skills profiler. Marketing did one 1 year ago and Supply chain 1,5 year ago. Based on the reviews we determined the capability gaps and prioritised the development of the training solutions. As a result the Faculty developed and deployed quite some training programs (e.g. Achieving Excellence in Strategic Account Management, Achieving Excellence in Customer Service, Achieving Excellence in Marketing Management, Landing a Pricing Message, Coaching for Impact). I hope many self-developments have taken place. In March 2017 we would like to conduct the next capability assessment for Commercial to review the current capabilities (gaps); check progress since last time and identify the collective capability development needs for Commercial. The outcome will be used to develop a forward plan for developing a capable workforce within Commercial. The timing this time, due to some difficulties with getting People Link up and running, will be quite close, but prior to the appraisal round. We want to emphasize that we are very aware of the agreements we have made with staff representative bodies not to link development planning and performance management/appraisal process, and will honour these as we have done over the past years. From 2018 onwards the timing will coincide with Mid Term Reviews, as planned. Next steps Conduct a function-wide capability review using People Link & agree the individual development objectives. Refresh PDP when older than 12 months. Needs completion before appraisals this time (agreement with Staff representative bodies), steady state as part of the mid term ( onward).
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Capability Review Divider slide
Presentation title, change View >> Header & Footer Capability Review
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Scope Capability assessments last time
Functional skills Business (x-functional) skills Personal skills Leadership skills First assessment Sales X End 2014 Marketing Begin 2016 Supply Chain End 2015 Scope Capability assessment March 2017* Functional skills Business (x-functional) skills Personal skills Leadership skills Comments Sales X Personal Skills and Leadership skills are added to the skill profiles of the roles Marketing Supply Chain * Guideline: if you haven't done a capability assessment and PDP the last 12 months, do a new one. Otherwise put results in peoplelink. The next capability assessment will be Mid-term 2018
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Capability review process
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Capability review process
Presentation title, change Insert >> Header & Footer Capability review process Launch People Link Managers begin scheduling capability review meetings (can start already) Process formally launched in sector / department Employee completes self-assessment Employee to complete capability review Capability review meeting Employee and manager complete capability review together Analyse Capability gaps and potential methods to address discussed - the Development Needs (use Development Directory) Sign off Capability Review & fill PDP* Manager and Employee sign the Capability Review Employee fills the Personal Development Plan in People Link * PDP = Personal Development Plan
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Not all development needs require training-based solutions
Development Directory: Addressing the agreed skills gaps / development needs 1 What you can do for yourself Self-directed [open] eLearning Be curious. Read, browse, research Apply best practice Learn through teams/networks Web browsing 2 What you can do with a little help Make site/customer visits Take part in project or working groups Get 360 feedback Get a mentor or coach Gain experience by covering for others 3 What can be done for you Training courses Training workshops or seminars Directed eLearning Professional qualifications/ accreditation Further education Capability Review is a vital process for Tata Steel in Europe. A feature of Capability Review is that it is accessible to everyone, at any time. All roles are visible. Anyone can see what is required of any role they happened to be interested in. They can plan or make career choices with a clear understanding of what roles are about and what learning gaps they might have to close to get there. Never before have career development options been so transparent. At an aggregate level, if results of the principle development needs are recorded, then we begin to measure the scale of capability gaps, prioritise and budget to address them. In certain functions, the process of capability assessment acts as evidence to external authorities that we understand what tasks our people can safely do – and those which they cannot. This is called ‘Capability Assurance’ and is a critical part of our Health & Safety approach. What capability assessment is Not though – is a performance management tool. A development gap is NOT a reflection on the abilities or perceived quality of an employee. It merely indicates that there are certain elements of a role which must yet be learned and practiced. APPLY WHAT YOU LEARN BE THE CAPTAIN OF YOUR OWN DEVELOPMENT Line managers should aim to address skills gaps using the above as a guide Guides on resources and support to be made available prior to deployment Not all development needs require training-based solutions
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Key next steps and timelines
Presentation title, change View >> Header & Footer Key next steps and timelines
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2017 Capability Review Q4-16 Q1-17 Jan Feb Mar Faculty Governance
Establish board Refine project plan Define and run process Governance Academy Fix Peoplelink Collate current profiles Collate current job family roles Prepare employee lists Get Fit HRBPs Roles in scope Skills mapped to roles Employees mapped to roles Refreshed data & profiles Validate Academy Refresh Skills Profiler (as back up) Populate Peoplelink Refresh training & comms material Build tooling and train users Launch Faculty/ HR Launch comms to leaders Launch comms to users Local works council consultation Launch communications Monitor and report Faculty Monitor & run status reports Target 90% completion Support and guide as necessary Analyse and report Faculty Analyse result data Prepare result packs Define recommendations Plan development solutions
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Next steps to deploy Capability Review in March 2017
Presentation title, change Insert >> Header & Footer Next steps to deploy Capability Review in March 2017 Visit the website Details Capability Review process Introduction to Capability Review and Development Plan in People Link Preparation by you Brief your teams asap Free up time in March Schedule meetings with employees asap As mentioned the time is short. Therefor I ask you to brief your teams about the Capability Review process as soon as possible. Please free up time in March to have the capability review and development plan sessions and schedule meetings asap. The completion window is week 10 to 13: 6th to 31st of March. Please request that your people participate in completing the capability review & filling development plans and stress the importance of it. In case you have any questions you can contact your local HR business partner or Tabitha Warbout or Daniëlle van Pelt/Glyn Johnston Completion Period 6th – 31st March 2017 Questions? Contact your HR-BP or Tabitha Warbout (S&M) or Daniëlle van Pelt/Glyn Johnston (SC)
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‘Do you have any questions?
Chapter slide Presentation title, change View >> Header & Footer ‘Do you have any questions? Please contact Tabitha Warbout (S&M) or Danielle van Pelt / Glyn Johnston (SC) Or send an to Together we make the difference
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