Building Talent Pipeline for an MNC Process Food Company
Problem Statement
- Leadership team is not prepared to take up new challenges posed by scale up opportunities.
- Next line of leadership team / second line is not identified clearly and developed.
- Strong resistance for change at some pockets and key managers are operating in their functional silos and not collaborating enough to make the organization successful.
Our Solutions (Systems/Process/Tools)
- Leadership team diagnostic carried out to understand the core issues.
- Behavioural Competency Framework designed.
- Carried out Talent identification in consultation with CEO/HODS/HR lead.
- Designed Talent management and development program for second line managers potential assessment
- Created a Talent Management Process
- Designed a Collaboration and Execution Excellence program for HODs /managers
- Carried out a dip stick survey to understand collaboration issues and shared the feedback with CEO.
- Training of Managers in the areas of Collaboration and Execution Excellence.
Outcome / Results
- Behavioural competency framework is used for hiring, performance management and leadership development.
- 30 Key Managers underwent Talent Assessment and 8 have been identified as Hi Potential for future roles
- Individual Development Plan (IDP) is created for all managers
- CEO has started project based task force as suggested
- 40 Key managers trained in Collaboration and Execution Excellence areas.
We love to hear from you
Please call or email contact form and we will be happy to assist you.
We love to hear from you
Please call or email contact form and we will be happy to assist you.
