The Heat is On - Building and Leveraging your Training Toolkit
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Speaker: Mary Rindo, Sr. HR Manager, GE Oil & Gas
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The Heat is On - Building and Leveraging your Training Toolkit
- 1. THE HEAT IS ON Building and Leveraging Your Training Toolkit Moderator: Kasey Konkright Talent Acquisition, Engagement & HR Leader, SilkRoad David Prince Training, Learning & Development Director, Nabors Mary Rindo Sr. HR Manager, GE Oil & Gas Sarah Smith Director of Talent & Organizational Development, Marathon Oil ENERGY HR EVOLUTION Managing Competing Priorities & Planning for the Future
- 2. Imagination at work. Mary Rindo, Sr HR Business Partner Workforce Next Conference Oct 29, 2015 GE Oil &Gas Building & Leveraging Leadership Development: AcceleratorPrograms
- 3. Corporate Technology Staff (CTS) Development Overview 3
- 4. Framework for Deepening Technical Leadership Define the function Accelerate future leaders Plan for our workforce needs Career Definition & Development • Tech leadership Job Family • Success Maps & Career Paths • GE Learning Solutions where possible GE Technology Leadership Capability Model • Identify key competency areas • Define proficiency levels • Deploy tools • Operating COEs Grow our talent Leadership Acceleration building blocks • Corporate Technical Staff • Entry – mid level courses • Leadership curriculum • Contemporize Edison Strategic Workforce Planning • Capability framework • Talent Supply vs. Demand analysis • Talent Recruitment Strategy • Succession Planning GE wide in scope…marrying best of GE businesses & GRC Build a technology culture & community Technology Community • Best practice sharing • Consistency of job types/careers where possible • Common technology function web site
- 5. © 2015 General Electric Company - All rights reserved Genesis for Corporate Technology Staff 2013 CEO Challenge to Engineering Leaders: Develop programmatic approach to accelerate leadership development for high potential Technology employees • Targeting mid-career/experienced talent and early executive talent • 2 year program with 6-month business & technology projects • Cross business, global experience • Robust feedback and dedicated coaches • Individualized development plans • Targeting significant Executive roles off program
- 6. © 2015 General Electric Company - All rights reserved CTS program structure Self Assessment - CTS capabilities Leadership Essentials Inventory Learning Agility Leadership Assessment Interview e-IDP tool for feedback post-project Training 2X per year; 4-6 month rotational projects Executive level Coaches Coaches receive formal training CTSers report into CTO/Officers of Engineering Reporting Managers, Peers, Project Team Leaders, HRMs Interact with company GE Engineering Officers, external customers, stakeholders
- 7. Targeted Development with Measurable Outcomes CORPORATE TECHNOLOGY STAFF Systems Thinking for Leaders Mindset (Way of Thinking) Levered Waters Foundation to drive … habits of a systems thinker Assessment - Neurolinguistics New Technology Introduction Identify, introduce new science/technology, translate to commercial opportunities. Analytics Engineering Program Data Analytics, Advanced Algorithms, Data Management Course…plus a project Proficiency Levels