Leadership competencies HRRT organised by ISPE & UPES Dehradun

Leadership Competencies – When does it begin?

Manoj Parmesh

Country HR Manager -India

Weatherford International Ltd.

Contents

• Need for leadership Competency.

• The environment in which we operate.

• Competency - the Weatherford way.

© 2006 Weatherford. All rights reserved.1

• How Competency process enhance HRMS.

• Challenges for seamless implementation.

• Conclusion.

Need for Leadership competency

• Emergence of knowledge economy

• Today’s leader- has origin in one country & operating in another.

• Multiple geographic influences.

• Diverse group of employees coming together to work.


• Diverse group of employees coming together to work.

• Volatile nature of the business.

• Compliance challenges.

Context

• The Business environment.

• The Technology


• The Technology

• The People

The Biz environment – Oil & Gas

• Oil & Gas industry has not really attracted

good talent over the last 20 years. (Upstream)

• Industry image.

• Baby boomers are fast approaching

retirement


retirement

• Industry cyclicality-large lay off’s over & over.

The Technology

Major technology trends fall into four dimensions

• Speed.

• Efficiency.


• Connectivity.

• Customization

The People

1. Generation Bharat(Prior to 1975)

Charecterized by collectivism, stronger family values, not to question authority,

believe that higher education is the only way to success, deep seated economic

insecurity,lack of optimism, happy with status-quo.

2. Today’s generation(1975 to 1990)

Charecterized by high confidence,capacity to process information very fast,urge to


Charecterized by high confidence,capacity to process information very fast,urge to

develop a career, tendency to expect to be given higher responsibilities

immediately, high individualism, boldness, impatience,tendency to overestimate

themselves/arrogance of ignorance, tendency to expect employer to adopt to them,

living in duality, roaming in cynicism.

3. Future generation-Globalized Indian ( 1990 & further)

Charecterized by the awareness of the world, IT skilled, multi tasking ability, urge to

grow up fast, not much respect for elders & authority,lack of proper role models &

reference.

What is Competence?......The Weatherford way……..

An employee’s ability to consistently apply Skills, Knowledge and Attitude

to a given task as measured against

a defined global standard


7

ONE Weatherford

Core Leadership Competencies


Encourage HUMILITY

• Fosters collaboration and open-mindedness

– Promotes teamwork

– Builds cooperative relationships

– Uses sound judgment to create win-win results

• Empowers and inspires people

– Motivates and inspires high performance

– Delegates appropriately

– Develops, coaches, and mentors people


win-win results

– Inspires trust

– Encourages and seeks feedback

– Accepts others’ opinions through open dialogue

– Solicits support from others

mentors people

– Encourages and values diversity

– Provides resources and opportunities

Act with INTENSITY

• Drives for results

– Demonstrates personal drive and determination

– Creates, understands, and applies successful

strategies

– Establishes objectives and manages performance


– Establishes objectives and manages performance

• Delivers growth

– Encourages growth in income, returns, and share

price

– Develops and implements strategies and tactics that

enhances performance and competitiveness

Seek INNOVATION

• Entrepreneurial

– Continuously seeks growth opportunities

– Demonstrates creativity and generates new ideas

• Enables continuous improvement

– Encourages creative solutions


– Encourages creative solutions

– Improves business processes

– Open to learning

– Challenges the status quo

Be RESPONSIVE

• Understands customers’ perspectives and needs (external/internal)

– Engages with customers through effective communication

– Fosters flexibility and agility


– Acts with professionalism and respect

• Drives service excellence

– Promotes customer focus

– Understands company products, services, and processes

– Provides timely and appropriate solutions

Embrace DISCIPLINE

• Creates and leads strategic direction

– Develops strategies and tactics for their area

– Communicates priorities and focuses on deliverables

– Links operational plan with organizational goals

• Demonstrates effective business management


• Demonstrates effective business management

– Manages finances effectively

– Understands the broader business environment

– Provides effective people management

– Embraces company’s ethical business practices

– Ensures effective utilization of company assets

– Delivers QHSSE excellence

Platform

• Both Technical and Leadership competencies are managed through a Platform called “Employee Connect”.

• PeopleSoft platform – Infosys has been our implementation partner.


How competencies enhance HRM Systems?

• Competency based Selection System

• Competency based Performance Management System.

• Competency based Training & Development System

• Competency based Career and succession planning

(In the process of being developed)


(In the process of being developed)

Recruitment system


Performance Management System


Training & Development System

Undergo TrainingCompetence StandardRequest Waiver

Approve Enrollment

Approve Waiver Request

Learning Plan

Review Competence Standards

Nominate Enrolments


Manage Activities, RosterMonitor Enrolments, Waitlists

Challenges for seamless implementation for Leadership competency

• Inorganic growth – Mergers and acquisitions.

• Aligning competency indices in line with changing

requirements of business.

• Constant upgradation of IT enabled HRMS platform.


• Constant upgradation of IT enabled HRMS platform.

Conclusion

“Leadership is all about creating a challenge, that is so

strong that it needs to pull the team out of gravity and

make them do things differently from the way they

normaly thought”

-Michael Stevens, Arla Foods.



Education

Leadership competencies HRRT organised by ISPE & UPES Dehradun