BUILDING TALENT OBOA Leadership Workshop Presented by Sandra - - PowerPoint PPT Presentation
BUILDING TALENT OBOA Leadership Workshop Presented by Sandra McKenzie, Manager of Human Resources, Town of Aurora 1 OVERVIEW Plan Attraction Selection Onboarding & Training Coaching & Performance
“BUILDING TALENT”
OBOA Leadership Workshop Presented by Sandra McKenzie, Manager
Human Resources, Town
Aurora
1
OVERVIEW
& Training
& Performance Management
2
Circle
co concern
Circle
influence
3
PLAN
Where you are Circle
influence Where you will be in 5 years
& attrition
workloads
technology
& budget requirements
growth – speed and types
development
changes
cycle
4
Table discussion 1: Could you develop a four year staffing plan, right now?
Do you have
in place? What does it look like? If you don’t, what information do you need? What variables do you need to consider?
CURRENT 201 018 201 019 20 2020 202 021 5 FTEs 5 6 8 8 (explanation)
5
Key take-aways
is the current workload and service level?
year
is not far enough
to be flexible
to have data (prove it!)
6
ATTRACTION
Technology program,/construction engineering technology program
BCA, OBC
CBCO
eligible
– General Legal, House, small buildings, large buildings, HVAC etc…
skills
communication (written and verbal) skills
to work in a team
in reading & interpretation
drawings, specifications
DL/VSS/PRC
7
What are you looking for?
starter’
professional appearance’
experience in building construction inspection field’
as a trades person and journeyman
in enforcement
with inspections – agricultural, residential, commercial, industrial etc
calculations
examination experience
8
A dilemma
POSSIBLE CAREER PATHS….. School/internships/courses Workforce (0-3 yrs) (3-5 yrs….) Workforce New career! School/courses JOB POST STING REQUIREMENTS……. Most common job posting ask: 3-5 years experience Where is someone to get 0-5 years experience? Time
9
Who is your target audience?
town?
in the industry? Have you actually looked at your pool? who is applying and from where? who is getting selected, and from where?
10
Where are you looking?
World
In
Information Network
professional associations?
11
12
Discussion
For those
you who’ve been in the industry for 10-20+ years – why did you get in the industry? What keeps you here? What has changed in the last 5-10 years?
13
Table discussion 2: At your table, please come up with
two sentences that is going to draw someone in! Here’s the catch: You can’t use the following:
benefits
municipality
paced, dynamic work environment
staff are engaged, valued….
14
Key take-aways
attracted many
you to the industry and keeps you here has and is
that when looking to attract talent.
are you looking for? Is your pond too small? Can you make it bigger?
are you looking? Fishing in the right pond?
are you going to get their attention?
15
SELECTION
Screening Interview(s) References & Credentials
16
Be careful….
Employment
person has a right to equal treatment with respect to employment without discrimination because
race, ancestry, place
colour, ethnic
citizenship, creed, sex, sexual
gender identity, gender expression, age, record
marital status, family status
1999,
2001,
2005,
2012,
(1).
17
Selection
Screening Interview(s) References & Credentials
18
Table discussion 3
is ‘fit’?
do they need to ‘fit’ with?
can you tell in a resume?
you tell in the interview?
would you defend your decision to (Council? An auditor? Human Rights Commission Tribunal? The union?)
19
Key take-aways
are the minimum requirements
the job?
you defend your hiring decision?
the process – do you want people to trust you? Trust the process?
20
ONBOARDING, TRAINING & DEVELOPMENT
Tradition al Non-traditional Classroom Mentoring On-the-job training Sink
swim Job shadowing Apprenticeships Internships Conferences Post-secondary programs Process charts &
manuals Storytelling Secondments Job exchanges Back up for leaves Projects Coaching (by supervisor
peers) Transitional programs E-learning, podcasts, webinars Associations & networks (formal & informal) Learning/leadership circles Blogs, instant messaging, wikis Communities
practice
21
Table discussion 4
have you done in your municipalities specifically to develop people within this industry?
them in
for more senior roles
different scope
then leading
22
How do you evaluate learning?
Le Level REACTI TION LEARNING BEHAVIOUR RESULTS Q? Did they like it? Did they learn it? Did they use it
the job? Did this change/improve
effectiveness? %
that me measure it 75% 40% 20% 20% How to measure it? Smile sheets Pre and post tests Observe and evaluate application
the job Turnover, productivity, timing, reduced costs, improved service results
23
Balancing act
Wish to avoid hostility & blame Attraction
becoming an empowered learner Attraction
employees as empowered learners Expectation
being in control
Manager’s security Employee’s security
Employees and empowered learning Managers and empowered learners
Field,24
Table discussion 4b In developing people within your industry….
has worked well?
didn’t produce the results you were hoping for? Why?
could you do differently?
25
Key take-aways
your
Are we really setting people up for success if they are guessing how things work?
not about what happens in the classroom, it’s what happens
are you doing to manage that?
management supported
you really
with people trying new things? Within what framework is that
Do your people feel safe in taking risks?
26
RETENTION
chairs
projects
27
COACHING & PERFORMANCE MANAGEMENT
expectations
& monitor performance
regular feedback (positive & constructive)
progress
if no improvement – use your HR partners for support!
28
Key take-aways
No
hits a home run their first time at bat
performance is poor, and you provide no feedback, you’ve effectively lowered the standard
what performance is expected
most people ‘no news is good news’ doesn’t fly
should always be respectful – it’s about the work
the behaviour, not the person
in – do you both have the same understanding
the expectations?
29
STRONG FOUNDATION
ability to have real conversations
results?
& respectful
– for the right reasons, competent
with conflict & difficult situations
30
YOUR TOOLBOX
your
– your team, your leaders, HR,
your
colleagues here
and
professional associations
municipalities – don’t reinvent the wheel!
else?
say ‘no’ to the vinyl graveyard!
31
32