The Role
? Leadership Development: Implement a coherent, branded approach for developing executive capabilities (Knowledge, Competencies, Skills and Experience) across The Ministry. This includes the integration of current leadership development products and processes as well as the provision of new approaches. Design, plan, get buy in and execute a variety of competency based executive development and assessment centres for leaders from across the business, providing feedback, and development planning advice to senior executives. Following on from this, recommendations on the structuring of developmental interventions for business units that have a unique need to develop their managerial stock outside of corporate initiatives would also be expected of this role.
? High Potential Program: Develop, manage and implement a High Potential program for The Ministry. This will include identifying potential and growth employees, establishing individual development plans and providing tailored coaching, counseling guidance, including training and development opportunities. This role also includes external benchmarking and creating a new approach to succession planning to prepare the leadership capabilities of The Ministry for 2013 and beyond.
? Organization Development and Facilitation: Be an internal high level facilitator for departmental reviews with Heads of Departments. This requires expert capabilities in facilitation and process consultation, as well as experience in strategic planning, project management and problem solving. This involves chairing meetings and facilitating change management / process improvement/conflict mgt workshops with senior managers and their teams, challenging and supporting them, enabling a prioritized plan to be formulated that defines and supports the corporate direction and culture of The Ministry for the future.
? Career Planning: Formulate, gain agreement and implement a career planning process, providing a ?self development framework? for The Ministry employees. This will involve developing appropriate IT systems support, within a coherent job ? family structure and possibly the introduction of an e-learning module. The function will seek to also integrate and enhance any tertiary education initiatives, into an overall leadership development process that incorporates career planning.
? Managing Internal and External Service Providers to maintain a high level of representation and dialogue with leading business schools and consultants to select and determine best fit developmental programs and initiatives for leaders within The Ministry. The job-holder will be the Ministry representative at any Committees / conferences and will have the responsibility for establishing relationships with international training and development organizations. This role also requires the marshalling of internal resources and capabilities across The Ministry, to ensure that executive development processes and events achieve their benefits realization.
? Responsible for external business development of The Ministry Leadership Development through promoting and negotiating partnerships and contracts with providers of leadership development products and services. These partnerships are also required with other ministerial, government entities, locally and globally. Essential to this role is the ability to incorporate latest learning methodologies such as intact team learning and project work into external programmes where The Ministry leaders will mix and learn with managers from other organisations.
? Executive Development Planning and Coaching: Develop, agree and evaluate individual development plans for all senior managers providing personal executive coaching advice and guidance where appropriate to maximize development opportunities. This includes providing development ? orientated behavioral assessments and feedback. The job holder will need to be a designated license-holder for such behavioral instruments, e.g. Saville and Holdsworth (OPQ) ? Measures ability to evaluate business related numerical data (numerical critical reasoning); Human Synergistics (LSI) ?Assessment Center Exercises; Oxford Psychologists Press (ABLE) ? includes personality and conflict management tests such as PAPI, Myers Briggs, ABLE offers 10 different ability tests etc..
? Knowledge Management and Evaluation: To design, deliver and implement a corporate database of Leadership capabilities to determine secondments, establishment of project groups, corporate intellectual capital, succession planning and mentoring. Also responsible for driving the establishment of relevant knowledge sharing networks across The Ministry to maximize leverage from The Ministry intellectual capital. This information is critical to measure the impact of executive development initiatives on business and personal performance levels.
? HR Performance Review and Competency Development ?Responsible for the design, project management and implementation of a performance appraisal system for The Ministry. This is envisaged to take up to 12 months to complete. They will also continue to be responsible for the creation, review and revisions to all The Ministry competency frameworks and how these integrate across HR applications, e.g. recruitment and selection, performance management, training and development, job sizing, organization development, leadership development, e-learning, HRIS, performance management and suitability matching.
0 comments:
Post a Comment