Benchmark Talent Management and Succession Planning by tzr55209

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									                                                                            HUMAN RESOURCES

                                                                                 BUSINESS PLAN

                                                                                        2009/2010




                                                                                    Notice of Confidentiality
This document contains information that is confidential and the property of ICASA. This document and/or its contents may not be revealed or disclosed to persons outside the entity it was prepared
                             for, nor may it be used, copied, reproduced, modified, transmitted or republished without the prior express written permission of ICASA
                                                                                            HUMAN RESOURCES Division                                                                    BUSINESS PLAN Mapping of Goals


Mapping of ICASA Strategic Goals with divisional Strategic Objectives

                             ICASA Strategic Goal                                                         Operational Goal                                              Divisional Strategic Objectives


1. Liberalisation of the ICT Sector


2. Creating Regulatory Certainty


3. Executing Service Delivery Efficiently and Effectively


4. Optimised Structure, Leadership & Culture aligned within Strategy

                                                                       Optimised Structure, Leadership and Culture Aligned with Strategy   Improved Operational Efficiency and Effectiveness


                                                                       ICASA to become an Employer of Choice                               Attraction and Retention of Best Talent


                                                                       Optimised Structure, Leadership and Culture Aligned with Strategy   Attraction and Retention of Best Talent


                                                                       A Performing, Safe and Disciplined Organization                     Acceptable Performance Levels and Good Workplace Morale


5. Enhanced ICASA Business intelligence, Governance & Reporting




                                                                                                                         Page 2                                                         e1a71203-bdc1-4994-9ba5-dd407b74298e.xls
                                                                                                                                                   HUMAN RESOURCES Division                                                                                                                                              BUSINESS PLAN 2009-2010



                                                                                                                                                                                                                                                           R'000                                            R'000        R'000        R'000        R'000
                                                                                                                         Report, Plan, %,
                                                                                                                                             Baseline     Target                                                                                          Budget                                           Budget       Budget       Budget       Budget
    Strategic Objective                            KPA                                     KPI (Output)                   Number - Unit                                  Risk & Mitigation
                                                                                                                         of Measurement     2008/2009   2009/2010                                     Timeframe Q1 Timeframe Q2 Timeframe Q3 Timeframe Q4   Q1                                               Q2           Q3           Q4          Total
Strategic Goal: Optimised Structure, Leadership and Culture Aligned with Strategy
Operational Goal: Improved Operational Efficiency and Effectiveness
1. Review, optimize and align     Conduct an organizational study to       Qualitative and quantative analysis report.      Consultants'                            RISK:                             Finalize contracting     Report on              Review of                Job content,
                                                                                                                                                                                                      with SP, revisit TOR     organisational         recommendations,         competence profile
the organisational structure in   review ICASA's revised mandate                                                         recommendatio                              The lapse of a long period
                                                                                                                                                                                                      and scope, adopt a       analysis and           facilitation of          and grade review.
accordance with the revised       (ECA 2005) and alignment of the                                                             ns report                             since the approval of the TOR     project charter and      recommendations        communication and        __________
mandate                           structure                                                                                acceptable to                            for the process may create        prepare for              completed and          management               Plan for the
                                                                                                                            Council and                             confusion regarding the current   implementation.          tabled.                responses to             Execution of
                                                                                                                               EXCO.                                expectations and latent                                                           proposals.               approved
                                                                                                                                                                                                                                                                               recommendations to
                                                                                                                          _____ 50%                                 requirements.                                                                                              align the structure.
                                                                                                                           completion of                            MITIGATION:
                                                                                                                          the population                            A review of the scope will
                                                                                                                           of the revised                           assist with the replacement of                                                                                                     1     2,000        2,000        1,000          5,001
                                                                                                                             structure.                             outdated requirements with
                                                                                                                               _____                                current needs.
                                                                                                                                Every
                                                                                                                            employee's
                                                                                                                                status
                                                                                                                           confirmed by
                                                                                                                           letter - 100%
                                                                                                                             accurate.
                                  Implementation of a change            Representative consultation and                        <20%                                                                   Facilitate interact      Initiate               Organizational           Facilitate
                                                                                                                                                                                                      communication and        communication and      readiness for            consultation process
                                  management strategy and               communication structure.                         litigations from
                                                                                                                                                                                                      notification             Set up a Steering      implementation of        as per LRA
                                  communication plan to ensure a                                                              process                                                                 processes to clarify     Committee to support   business process         guidelines and any
                                  successful structure redesign process                                                      outcome.                                                                 "business retranate"     the data gathering     improvement              constituted
                                                                                                                                                                                                      to drive the             and organizational     initiatives.             participative
                                                                                                                                                                                                      imperative for           analysis. process.                              structures for shared
                                                                                                                                                                                                                                                                                                       0            0            0            0            0
                                                                                                                                                                                                      appreciation and                                                         ownership of
                                                                                                                                                                                                      cooperation.                                                             process.




2. Establish a Collective         Formulation of terms of reference for Culture and leadership model.                     Model to be                               RISK:                             Formulate the Terms Initiate the                SP appointed to          Proposal for an
                                                                                                                                                                                                      of Reference for the procurement process        facilitate design and    appropriate
Leadership and Service            the service provider transformation of                                                  approved by                               Co-creation is the critical
                                                                                                                                                                                                      identification of a  to appoint a SP.           implementation of        leadership model is
Orientation Culture               the organisational culture to a service                                                Council/EXCO                               success factor for the            suitable SP.                                    ICASA Leadership         tabled for EXCO and
                                  oriented culture                                                                       ____________                               successful transformation of                                                      model.                   Council approval.
                                                                                                                          Train 50% of                              corporate culture.                                                                                                                 0            0       250          250           500
                                                                                                                           leadership                               MITIGATION:
                                                                                                                         (management                                Sourcing of a reputable and
                                                                                                                           and above)                               very experienced SP is
                                                                                                                                                                    imperative for this project
                                  Presentation of the Employee Value       Report redressing areas of improvement.           25% of                                                                   Present the results of   Identify aspects of    Sensitize the            Review employment
                                                                                                                                                                                                      the employee value       the outcome that       organization about       practices and people
                                  Proposition survey results to identify                                                    required
                                                                                                                                                                                                      proposition survey to    require urgent         the outcome of the       management policies
                                  organizational behavioural issues.                                                        revisions                                                                 EXCO and Council.        attention and          EVP survey and           in accordance with
                                                                                                                           completed.                                                                                          produce a plan of      implications there of.   EVP results.            0            0            0            0            0
                                                                                                                                                                                                                               action.




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                                                                                                                                                   HUMAN RESOURCES Division                                                                                                                                                    BUSINESS PLAN 2009-2010



                                                                                                                                                                                                                                                            R'000                                                 R'000        R'000        R'000        R'000
                                                                                                                        Report, Plan, %,
                                                                                                                                             Baseline     Target                                                                                           Budget                                                Budget       Budget       Budget       Budget
    Strategic Objective                        KPA                                    KPI (Output)                       Number - Unit                                   Risk & Mitigation
                                                                                                                        of Measurement      2008/2009   2009/2010                                      Timeframe Q1 Timeframe Q2 Timeframe Q3 Timeframe Q4   Q1                                                    Q2           Q3           Q4          Total
Strategic Goal: ICASA to become an Employer of Choice
Operational Goal: Attraction and Retention of Best Talent
3. Human Resources               Enhancement of the Human             Integrated HRD strategy.                             100% of all                              RISK:                              Review the HRD          Development of a         Implement a                Present proposed
                                                                                                                                                                                                       strategy for            career path              comprehensive              programme for
Development Strategy             Resources Development Strategy to                                                              jobs                                Inadequacy of required
                                                                                                                                                                                                       expansion on internal   framework for all        career path model          approval and plan for
formulation for Effective Talent support effective talent management.                                                     competence                                resources (system, budget)         developmental           levels of the            incorporating the          implementation.
Management                                                                                                                   profiled.                              MITIGATION:                        methodologies and       structure.               dual career streams
                                                                                                                         ___________                                At least 3% of total labour cost   programmes.                                      (Management and
                                                                                                                              100%                                  must be provided for skills                                                         Specialist
                                                                                                                                                                                                                                                        professional career
                                                                                                                        implementation                              development. SD & EE VIP                                                            tracks).
                                                                                                                        of the specialist                           HR system module must be                                                                                                                0        160               0        80           240
                                                                                                                         career stream.                             activated.
                                                                                                                              _____
                                                                                                                          10 interns for
                                                                                                                               2010
                                                                                                                            (5 internal
                                                                                                                         trainees at C-
                                                                                                                              Level).
                               Design a Mentoring and Coaching        Mentoring and Coaching Programme.                Train all                                                                        Identify a suitable    Production of an         Review competence          Link to performance
                                                                                                                                                                                                       SP to provide           appropriate              profiles for all jobs at   management, train
                               programme for ICASA.                                                                employees at
                                                                                                                                                                                                       facilitation and        programme and all        management level           all supervisors and
                                                                                                                    Supervisory                                                                        expertise.              supporting               and below.                 managers and
                                                                                                                      level and                                                                                                systems/processes.                                  assess
                                                                                                                        above.                                                                                                                                                     appropriateness of
                                                                                                                   ___________                                                                                                                                                     programme.
                                                                                                                                                                                                                                                                                                            0             0       160               0        160
                                                                                                                   A programme
                                                                                                                      aligned to
                                                                                                                  organizational
                                                                                                                     leadership
                                                                                                                     model and
                                                                                                                   value system.
4. Talent acquisition strategy to Align HR practices to an appropriate Competence based talent capital management        Total                                      RISK:                              Internal HR research    Revised and              Revised job profiles       Introduce
                                                                                                                                                                                                       and awareness           benchmarked              in accordance with         competence based
employ the right people to build competence based talent capital       framework.                                 transformation                                    Lack of appreciation for the
                                                                                                                                                                                                       process for the         recruitment, selection   competence based           performance
capacity                          management framework                                                                of people                                     competence based model.            assimilation and        and placement            job practices.             management
                                                                                                                   management                                       MITIGATION:                        contextualization of    policies and             ___________                practices.
                                                                                                                  practices by 31                                   Good demonstration of benefits     competence based        procedures to            Identify SP's and pilot    __________
                                                                                                                    March 2009.                                     supported with training.           HR practices.           competence based         the assessment             Implement
                                                                                                                                                                                                                               HR practices .           methodologies.             assessment              120            0       150               0        270
                                                                                                                                                                                                                                                                                   techniques for all
                                                                                                                                                                                                                                                                                   management
                                                                                                                                                                                                                                                                                   positions.




                               Introduction of best practice            30% progression on vacancy filled per quarter     30% of all                                                                   Approved HR plan        Fill 30% of approved Fill 60% of approved Fill 90% of approved
                                                                                                                                                                                                       per division.           and advertised       and advertised       and advertised
                               recruitment strategy to recruit critical from quarter 2                                    activated
                                                                                                                                                                                                                               vacancies.           vacancies.           vacancies.                         0             0            0            0            0
                               skills and fill all active vacancies                                                     vacancies per
                                                                                                                           quarter.




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                                                                                                                                HUMAN RESOURCES Division                                                                                                                                     BUSINESS PLAN 2009-2010



                                                                                                                                                                                                                                       R'000                                      R'000      R'000     R'000        R'000
                                                                                                      Report, Plan, %,
                                                                                                                          Baseline     Target                                                                                         Budget                                     Budget     Budget    Budget       Budget
    Strategic Objective                       KPA                                 KPI (Output)         Number - Unit                                  Risk & Mitigation
                                                                                                      of Measurement     2008/2009   2009/2010                                    Timeframe Q1 Timeframe Q2 Timeframe Q3 Timeframe Q4   Q1                                         Q2         Q3        Q4          Total
Strategic Goal: Optimised Structure, Leadership and Culture Aligned with Strategy
Operational Goal: Attraction and Retention of Best Talent
5. Remuneration and Benefits Review remunerations and reward       Remuneration and Benefit report.    All managers'                             RISK:                            Design and             Establishment of a       Remuneration         Obtain due approval
                                                                                                                                                                                  presentation of a      linkage between          structure for        and facilitate
Strategy Review for Attraction programmes for fair equitable and                                       remuneration                              The cost of conversion,
                                                                                                                                                                                  differentiated         remuneration and         Specialist Career    consultations.
and Retention of Best Skills   competitive pay procedures.                                              converted to                             differentiating remuneration     remuneration           reward to                stream approved by
                                                                                                        total cost of                            levels and aligning to           structure for ICASA.   performance and          RemCo.
                                                                                                        employment                               benchmark rates is enormous.                            critical competencies.
                                                                                                           (TCE).                                There will be emotional costs
                                                                                                           _____                                 too.
                                                                                                      Benchmarked                                MITIGATION:
                                                                                                      market related                             A credible, transparent and
                                                                                                       remuneration                              consultative process supported
                                                                                                          structure                              by experts.                                                                                                                 0       100         75            0        175
                                                                                                         aligned to
                                                                                                      organizational
                                                                                                          strategy.
                                                                                                           _____
                                                                                                       Reduction of
                                                                                                        Medical Aid
                                                                                                      Schemes to 3.
                                                                                                      ____________
                                                                                                         Review of
                                                                                                       pension fund
                                                                                                         schemes.




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                                                                                                                                                  HUMAN RESOURCES Division                                                                                                                                                   BUSINESS PLAN 2009-2010



                                                                                                                                                                                                                                                             R'000                                              R'000        R'000        R'000        R'000
                                                                                                                        Report, Plan, %,
                                                                                                                                            Baseline     Target                                                                                             Budget                                             Budget       Budget       Budget       Budget
    Strategic Objective                           KPA                                       KPI (Output)                 Number - Unit                                   Risk & Mitigation
                                                                                                                        of Measurement     2008/2009   2009/2010                                        Timeframe Q1 Timeframe Q2 Timeframe Q3 Timeframe Q4   Q1                                                 Q2           Q3           Q4          Total
Strategic Goal: A Performing, Safe and Disciplined Organization
Operational Goal: Acceptable Performance Levels and Good Workplace Morale
6 Mitigation of Organisational   Qualification verification in all areas   Qualification verification report.                100%                                  RISK:                                Align qualification   Report on outcome        Institutional practice
                                                                                                                                                                                                        confirmation practice of findings of HR        for all positions
Risk                             of potential risk.                                                                     implementation                             The accommodation of persons
                                                                                                                                                                                                        to recruitment policy study in this regard.    informed by revised
                                                                                                                          at all levels                            with disability is limited by lack   and procedure.                                 recruitment policy.                                0        110               0            0        110
                                                                                                                                                                   of access to buildings and low
                                                                                                                                                                   awareness levels.
                                                                                                                                                                   MITIGATION:
                                 Design and implementation of a            Succession planning strategy at management         10%                                                                       Determine              Identify critical       Design a model         Present a proposal
                                                                                                                                                                   Increase awareness for social
                                                                                                                                                                                                        requirements for       positions on the        aligned to the revised for approval.
                                 succession planning strategy for          level and above.                             implementation                             accommodation through                successful             structure for           organisational
                                 critical positions.                                                                    at management                              training and know which              implementation of a    succession planning     structure
                                                                                                                           level and                               disabilities can be                  succession plan for                                                                               0             0       130               0        130
                                                                                                                             above.                                accommodated.                        ICASA critical
                                                                                                                                                                                                        positions.


                                 Effective diversity management and        Three year employment equity plan.            >2,5% of staff                                                                 Activate the SD/EE     Formulation of a        Organizational           Compile and submit
                                                                                                                                                                                                        Committee to           policy and              analysis to prepare      the EE plan.
                                 legal compliance.                                                                        compliment
                                                                                                                                                                                                        facilitate             programme for           for formulation of a
                                                                                                                           should be                                                                    communication and      diversity               three (3) year EE                                  0             0        80               0            80
                                                                                                                         persons with                                                                   consultation           management.             plan.
                                                                                                                           disability.                                                                  processes


7. Implementation Support for    Enhancement and assimilation of the Revised Performance Management framework. Report on the                                       RISK                Resistance       Formulate integrated   Provide support and     Identify areas of        Further
                                                                                                                                                                                                        policy and train for   assistance for the      need for revisit and     enhancement for
the revised integrated           principals and application for the new                                        proficiency and                                     against any PM system not
                                                                                                                                                                                                        proficiency at all     thorough assimilation   required                 balanced scorecard
Performance Management           PMF.                                                                          appropriatenes                                      guaranteeing lucrative               levels                 and application of      improvements.            and 360°.
Framework                                                                                                          s of the                                        bonuses. MITIGATION:                                        principles                                                                 40            0        40               0            80
                                                                                                               ePerformance                                        Ensure access to other long
                                                                                                                   system.                                         term benefits.

                                 Facilitate the annual employee            Annual employee performance management        Achieve 80%                                                                    30 May 09 - signing    31 Oct 09 - mid year Nov 09 - review and 15 March 10 - final
                                                                                                                                                                                                        of Performance         review               training by division. review
                                 performance management cycle              cycle.                                         compliance
                                                                                                                                                                                                        Agreements                                                                                        0             0            0            0            0
                                                                                                                             rate

8. Sound ER practices for the    Effective HR communication and         Grievance and Disciplinary procedures and ER Grievances and                                RISK:                                Implement the          Arrange two (2)         Arrange revised HR       Ensure periodic
                                                                                                                                                                                                        revised Grievance      workshops for ER        policy workshop for      workshops on ER
establishment of a disciplined   consultative processes for co-creation workshops.                                     DC hearings                                 Lack of compliance to
                                                                                                                                                                                                        and Disciplinary       procedures for          management and           procedure for
and harmonized workplace.        and good relations.                                                                   closed within                               procedure by management              codes and              general Staff and       staff.                   general Staff and
                                                                                                                           policy                                  MITIGATION:                          procedures.            organised Labour.                                organised Labour.
                                                                                                                     timeframes and                                ER Manager must monitor
                                                                                                                      CCMA and LC                                  adherence, keep records and                                                                                                            0             0            0            0            0
                                                                                                                        disputes by                                report on non-compliance.
                                                                                                                     exception only.                               GM's must deal with
                                                                                                                                                                   incompetence in own divisions.


                                 Intensify EAP and HIV/Aids strategy       EAP, HIV/Aids and other life threatening         23%                                                                         Review service         Analysis and            Analysis and             Review of ICAS
                                                                                                                                                                                                        contract for           presentation of         presentation of          service utilization for
                                 to include management of other life       diseases strategy.                            membership.
                                                                                                                                                                                                        enhancements and       quarterly reports       quarterly reports        required impact.
                                 threatening diseases.                                                                                                                                                  maximised benefit.
                                                                                                                                                                                                                                                                                                          80       180           80           80           420




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                                                                                                                               HUMAN RESOURCES Division                                                                                                                                     BUSINESS PLAN 2009-2010



                                                                                                                                                                                                                                      R'000                                      R'000      R'000      R'000        R'000
                                                                                                    Report, Plan, %,
                                                                                                                         Baseline     Target                                                                                         Budget                                     Budget     Budget     Budget       Budget
    Strategic Objective                        KPA                                   KPI (Output)    Number - Unit                                   Risk & Mitigation
                                                                                                    of Measurement      2008/2009   2009/2010                                    Timeframe Q1 Timeframe Q2 Timeframe Q3 Timeframe Q4   Q1                                         Q2         Q3         Q4          Total
9. Internal Business Process Ongoing review of HR operational         Service level agreements.        100% Data                                RISK:                            Conduct a detailed    Perform a VIP           Produce HR SLA and   Implement an online
                                                                                                                                                                                 analysis of current   system leave module     get EXCO approval.   ER management
Review for improved efficiency processes to identify bottlenecks,                                    Integrity on all                           Unreliability of current SP or
                                                                                                                                                                                 HR processes and      review to address all   ___________          support system
and effectiveness              inefficiencies and lack of optimal                                       aspects of                              inability to provide required    systems.              challenges.             Produce a detailed   accessible to line
                               utilization of available resources and                                     work.                                 upgrades.                                                                      HR Procedure         management.
                               reliable reports.                                                      _____SLA in                               MITIGATION:                                                                    Manual informed by   ___________
                                                                                                       accordance                               Consideration for replacement                                                  policies and         System upgrade to
                                                                                                                                                                                                                               legislative          automate Leave and    60         80         40             0        180
                                                                                                         with set                               of contracted VIP agency.                                                      requirements.        Skills Development
                                                                                                      standards for                                                                                                                                 Management
                                                                                                    HR policies and                                                                                                                                 processes.
                                                                                                       procedures
                                                                                                         manual.



TOTALS                                                                                                                                                                                                                                                                    301     2,630       3,005     1,410          7,346




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                                                                             HUMAN RESOURCES Division                                                                                          BUSINESS PLAN 2010-2011



                                             Report, Plan, %,
                                                                 Baseline        Target                                                                                 R'000    R'000     R'000    R'000      R'000
 Strategic Objective    KPA   KPI (Output)    Number - Unit                                Risk & Mitigation
                                                                2009/20010     2010/2011                       Timeframe Q1 Timeframe Q2 Timeframe Q3 Timeframe Q4 Budget Q1 Budget Q2 Budget Q3 Budget Q4 Budget Total
                                             of Measurement
Strategic Goal: xxx
Operational Goal: xxx




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                                                                                           8 of 9                                                                                          e1a71203-bdc1-4994-9ba5-dd407b74298e.xls
                                                                            HUMAN RESOURCES Division                                                                                          BUSINESS PLAN 2011-2012



                                             Report, Plan, %,
                                                                 Baseline       Target                                                                                 R'000    R'000     R'000    R'000      R'000
 Strategic Objective    KPA   KPI (Output)    Number - Unit                               Risk & Mitigation
                                                                2010/2011     2011/2012                       Timeframe Q1 Timeframe Q2 Timeframe Q3 Timeframe Q4 Budget Q1 Budget Q2 Budget Q3 Budget Q4 Budget Total
                                             of Measurement
Strategic Goal: xxx
Operational Goal: xxx




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