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Job Purpose
Contribute to the achievement of the business goals of the organization by creating and supervising programs and policies to improve the long-term executive development in ADCO. The job holder oversees the design, development, implementation, evaluation and administration of executive development processes, programs and solutions
Responsibilities
Supervise activities to develop, implement and maintain executive development strategy, master plans and procedures for ADCO
Review current executive career development plans, and set up quality control procedures to ensure efficient implementation.
Supervise the development and maintenance of the leadership competency frameworks and career paths
Supervise the identification and maintenance of current and future leadership talent pools
Supervise the development of standardised career development paths for the current and future talent pools
Guide the implementation of the standardised career development paths for current and potential leaders falling under one’s geographical /responsibility areas
Support the current leaders’ (about 130 people) development through one to one follow-up and support to help them update and implement their PDP goals, especially in the context of their new roles in the new organisation
Supervise activities to cascade the leadership assessment, identification and development process to supply pool group of potential future leaders (about 300 people).
Oversee the design and implementation/cascading of strategically important leadership culture building initiatives such as workshops (STEP, LEAD, Accountability, Working Together, Communicating in ADCO etc)
Make decisions based on compiled needs and supervise the implementation of the various executive development activities including external courses as required
Ensure alignment and linkage between various elements such as 360 feedback, CDC feedback, PCR rating, Succession Planning, and PDP-Ls through personal attention to PDP-Ls
Proactively identify and implement on the job opportunities such as job enrichment, job rotation, projects etc to support career development of current and potential leaders
Interact with the senior management and line managers to design strategic culture building initiatives including executive training programs, online courses and awards/rewards/recognition schemes aimed at fostering the desired organisational culture
Liase with the line managers and line D&T focal points to implement various culture building workshops and reward/award/recognition schemes
Supervise and guide the implementation of internal programmes to build awareness on key executive skills such as managing diversity, managing meetings, dealing with difficult people and situations, presentation skills, conflict management etc among the current and potential executive and leadership team based on an annual training needs analysis process.
Advise the career progression and talent review process in coordination with succession planning focal points and advises executive career development committee development planning for staff.
Identifies and communicate executive and culture development needs of the company to top management on a regular basis
Guide the organisation to conducts executive training needs assessments to ascertain executive training and development requirements on a yearly basis and develops the training plans and budgets.
Design and deliver solutions for promoting a positive and strategic leadership culture to enable current and potential executive and leadership members to attain full potential
Drive and monitor the process of orientation and induction of newly recruited/placed executives to their new roles, ADCO values, Culture etc.
Liase and communicate with relevant focal points to design, implement and monitor executive assessments such as Assessment centre, 360 Degree feedback and Performance Management
Influence the relevant focal points to ensure that the current and future(potential) executives completes all the assessments in time and attends the foundation workshop namely LEAD on time
Communicate appropriately to convince the relevant focal points and line managers to ensure that the current and future(potential) executives complete their Personal Development Plans(leadership) on time as well as approved on time
Oversees the nomination of current and future(potential) executives to carefully selected training workshops, benchmarking visits or other external exposures matching with the needs expressed in their PDP-L
Identify and maintain an external network of qualified executive coaches and mentors following ADCO’s commercial policies and procedures for engagement
Identify and support an internal network of leadership mentors and coaches through training, resources, meetings and follow-ups.
Coordinate with internal and external mentors and coaches to support the coaching and mentoring needs of current and future(potential) leaders
Identify and recommend professional and leadership forum memberships(e.g., management associations) and certifications (e.g., ILM certifications, internal certifications such as coaching and mentoring) of the current and potential executives to encourage continuous learning through professional networking
Prepares the reports and information required for the Executive Career Development Committee to establish and implement development programmes and motivational awards/ reorganizations based on assessment data
Act as a advisor for the current and potential executive and leadership members on career development issues.
Manage and monitor the executive and career development budget on a day to day basis
Coordinate the annual budget cycles and financial proposals as required for executive career development
Identify, manage and maintain vendors as per the commercial procedures on a regular basis for providing executive development services such as workshops, executive coaching, e-courses, online libraries etc
Deal with and manage external certification agencies such as ILM on a regular basis
Act as an internal verifier and register current and potential executives for certifications (ILM) and follow up with external verifier and online centre to complete the process for the candidates
Manage invoices and payments to vendors on a regular basis
Manage and appraise staff in accordance with company policy and procedures to ensure fair treatment of employees and maximize employee performance
Ensure staff has the proper training plan and that their career development plan is developed and implementedto ensure proper development of employees’ career and skill set
Participate in recruitment, technical interviews and hiring decisions to ensure that the unit is appropriately staffed
Job Context
Communications
Internal relationships are all ADCO Organizational Units including HR Management Training department and other Capabilities Management organizational units
External sources include training consultants, training agencies, certification bodies and Universities/Technical/Training Institutes.
Lattitude
Ensure the integration and unification of executive development services function throughout ADCO. Focus on the provision of high quality and focussed services to the customers and target group.
Performance Measures
The job holder is the coordinator in the provision of executive development services that is tailored to ADCO’s business needs and developing current and future leaders of the organization.
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