Looking at what Work means to us individually

SustenanceSustenance +SatisfactionSustenance +Satisfaction+IdentityLooking at what Work means to us individuallyThe need to survive and provide for the basic needs of your familyThe realization that work can provide dignity and statusWhen the work you do and who you do it for proudly defines youAnd all this added complexity is putting greater pressure on business to engage the individual.To each individual, work means something different. But as a collective, work has evolved in its meaning over time. From providing sustenance to providing satisfaction to ultimately providing a form of identity, the meaning of work continues to change. What does this imply? Since work is truly evolving, we need to ensure the rewards of working evolve as well. Business must continue to engage workers and understand the importance of work as a part of individual identity.1Apple

Siemens

"The Siemens Leadership Framework is a big step forward in establishing a culture of inclusiveness that empowers employees to realize their full potential. We now use one common language worldwide for all key Human Resources processes. This makes evaluations of Performance, Potential and Expertise comparable throughout Siemens."(Peter Lscher, Chairman)

GEIndividual Resume and Self Assessment Complete one page Resume- Career History, Skills and Development needs Show ideal next moves, as discussed with Associates ManagerChronological In-Depth structured Interviews Examine key accomplishments, failures, mistakes Assessment and Development report generated

Performance Appraisal Completed by direct managers Includes Associates reactions to the assessment, 360 feedbackLatest Career Potential Assessment A manager two levels above the reviewed individual formulates and assessment of the potentialGEs Session C aims to review performance, identify rising talent, have a cross-calibration of talent across the organisation and plan for the succession planning or leadership development actions

9Overview of Process and Tools

Assess OrganizationalRisks and Develop StrategiesManagerand Self Evaluations Org.Strategic Initiatives, MissionVision & ValuesDetermine Gap betweenActual Performance & Behaviors vs. Required CompetenciesDecision-MakingMatrix Monitor & Track Employees PerformanceExecutive Profiles &Organization ChartDev. plans focuson both strengthsAnd dev.areasDetermine CompetenciesFor LeadershipIdentifyKey LeadershipCandidates & Assess Against CompetenciesProcessDesignProcess ImplementationProcessManagementDeveloping and hiring key executive talent is a critical enabler for achieving our strategic initiatives.The process began with determining which leadership and functional competencies are necessary for success at the executive level.Our Executive Committee identified key talent to include in the initial phase of this process.A self-evaluation and manager-evaluation were completed and submitted to the Training & Development group for analysis.Executive Committee met to discuss candidates from a cross-functional perspective and to determine critical competency gaps across the group.Development plans were created for the candidates to be more successful in their current positions and potentially move to the next level.Their performance and development will be monitored on an ongoing basis at the executive level.

10For thoughtIt is an ongoing process where the players will change continuouslyIt is a strategic effort that utilizes inputs from multiple sourcesThe organizational direction may also change, so be flexibleCompetencies need to be constantly monitored to ensure they are measuring what you want to measure10C&I Skill setPneumatic drivesHydraulic systemServers/Printers/Net Switches/OPC/UPSAnalyzers SWAS/FGTSI/ATRS/Generator Instruments/GoverningFSSSGeneral Instruments RTD/Tc/Tx/SwitchesCLCS/Logics

BUDGETINGC&MLABOUR HANDLINGTEAM WORKCOMMUNICATION SKILLS