Professional Documents
Culture Documents
Why in MAS-TRAC ?
Talent immigration (Both local and expatriate employees are attracted by our local competitors and from the neighboring countries). Expected boom in the local job market in view of major projects
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Develop
Capability
Commitment
Attract
Deploy
Manage Performance Alignment
Retain
Connect
MAS-TRAC Definition
Attract, develop, motivate and retain the talent that our customers Need.
MAS-TRAC Focus
- Make the Attraction and Retention of talents -Creation of a Pool of Committed and Competent workforce - Create the Notion of Best Place to work - Plus Notion of Equal Opportunity Employer - Also Notion of Employer of Choice
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Develop
Capability
Commitment
Attract
Deploy
Manage Performance Alignment
Retain
Connect
Develop
Capability
Commitment
Attract
Deploy
Manage Performance Alignment
Retain
Connect
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DEVELOPMENT IMPACT
Training-based
Relationship-based
Experienced-based
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Deploy
Develop
Capability
Commitment
That translates into Maximum utilisation of capability Optimum alignment and engagement with the business. Improved performance and commitment.
Deploy
Connect
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Develop
Capability
Commitment
Attract
Deploy
Manage Performance Alignment
Retain
Connect
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Connect
Building effective relationships with people by: Treating them fairly institutionalisation of process and procedures. Recognizing their value & contribution Giving them a voice, listening to them and empowering them. Providing growth opportunities Thus achieving Talent Engagement Ensuring people are committed to their work and organisation 17
Results in employing and retaining talented employees Annual survey Employee Satisfaction (Climate) Surveys.
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Develop
Capability
Commitment
Attract
Deploy
Manage Performance Alignment
Retain
Connect
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Early career employees ( under 30 years)- Career advancement Mid career employees ( 31 to 50 years)- Ability to manage careers and Job satisfaction Late career employees ( over 50 years)-Security 24
MAS-TRAC Outcomes
Which talent within our Customer to be targeted and where are they located. (Criteria for selection) Identification of talented employees needs, expectations and aspirations. Ideal team composition at all levels. Creation of brand image of the organization. Build a long term recruiting strategy. Robust recruitment process.
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Outcomes
Revamp introduction to and release from organization process. Proactive leadership at senior management level, manager level and supervisory level. Supervisors proactively promote and push talent. Robust attraction policy. Robust retention policy. Career management policy. Succession planning. Risk analysis strategy of key employees. (Leaving loss on business cost of replacement)
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Outcomes
Robust performance management process to make sure that potential is unleashed and not blocked. Robust total reward management policies. Selection and promotion procedures. Not to promote people into positions that they are not ready for High failure rate.
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Outcomes
To achieve talent engagement formulate policies and build effective relationships with employees by : Treating them fairly, helpfully, transparently and addressing their concerns. Recognizing their value and contribution. Giving them a voice. Providing growth opportunities. Train managers and team leaders to appreciate the contribution of their employees. (People often leave their managers rather than their organization)
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Outcomes
Create learning organization. Robust learning and development strategy and policies. ( Covering Learning, Education, Development and training) Job analyses and Competency design. Robust retention strategies. Strengthening the talent pool by investing in A players developing B players and acting decisively on C players.
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Outcomes
Create a pool of committed and competent workforce. Notion of Best great place to work. Notion of Employer of choice. Notion of Equal Opportunity Employer
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