STAFF DEVELOPMENT and LEARNING D YA YANE E PST STEIN , H , H EA OF T - - PowerPoint PPT Presentation

STAFF DEVELOPMENT and LEARNING

DYA

YANEEPST STEIN, H

, HEA

EAD OF OFTALEN ENT MANA NAGEMENT NT

H U M H U M A N R E N R E S O U R U R C E C E S O v e v e rv i v ie w

IC B R , 1 4 O c to b e r 2 1 6

T a le n t M a n a g e m e n t

S ta ffin g a n d R e c ru itm e n t S u c c e s s io n P la n n in g P e rfo rm a n c e M a n a g e m e n t

S ta ff D e v e lo p m e n t a n d L e a rn in g D iv e rs ity a n d In c lu s io n

S T S T A F A F F D D E V & V & L e a rn in g B u d g e u d g e t

IC B R , 1 4 O c to b e r 2 1 6

BUDGET: 2012 - 2017

Year IOM Workforce SDL Budget

2012 8353 $765,000 2013 8464 $868,000 2014 9063 $868,000 2015 9282 $1,318,000 2016 9892 $1,328,778 2017 $1,600,000

T a l a le n t M M a n a g e a n a g e m e n t n t A u d i u d itS

IC B R , 1 4 O c to b e r 2 1 6

Absence of CENTRAL RECORDING and coordination of SDL initiatives Insufficient NEEDS IDENTIFICATION No LINK btwn HRM strategy and plans (lack of performance indicators) Insufficient STAFFING and structure Incomplete and obsolete INFORMATION and COMMUNICATION GENDER and GEOGRAPHICAL diversity within staffing

T a l a le n t m m a n a g e a n a g e m e n t n t T ra i a in i n in g A A d v d v is

• ry

C C

• m
• m

m itte e ( (T A C )

IC B R , 1 4 O c to b e r 2 1 6

Governing structure:

• Training Advisory Committee (TAC)

Members:

• Office of Director General
• Department Directors
• 2 Regional Directors and 1 RRMO (nominated)
• Staff Association Committee (SAC)
• Secretariat: HRM/Talent Management

Main function: Provide overall guidance on Staff Development and Learning initiatives (prioritization, integration with other

• rganizational processes, budget approval)

T a l a le n t m m a n a g e a n a g e m e n t n t

IC B R , 1 4 O c to b e r 2 1 6

T a l a le n t M M a n a g e a n a g e m e n t n t N E E D S A S S E A S S E S S M S M E N T

IC B R , 1 4 O c to b e r 2 1 6

Needs assessment Bottom-up approach Prioritization

T a l a le n t M M a n a g e a n a g e m e n t n t N A T A T IO N A L S T S T A F A F F C A P A C A P A C IT Y

• B

U IL D I D IN G N G

IC B R , 1 4 O c to b e r 2 1 6

Staff exchange: 80 staff benefited Emergency Response Induction Training (ERIT): 76 staff benefited

“Excellent initiative that improves staff knowledge and performance, and makes the staff more committed [to] the organization.” “After four years in [x country]...it was a great refreshment for me to work closely with a colleague from [another] Mission and to understand different ways of addressing the same challenges we encounter.”

T a l a le n t M M a n a g e a n a g e m e n t n t P ro j

• je

c t D D e v e lo p

• p

m e n t a n d a n d Im p l p le m e n ta tio n

• n

H a n d b

• a

n d b

• k

IC B R , 1 4 O c to b e r 2 1 6

UPDATED: Project Development and Implementation Handbook

• Project Development (3 –day

training)

• Project Management (4-day

training)

• Online foundation course (5

modules)

T a l a le n t M M a n a g e a n a g e m e n t n t O n l n lin e n e L L e a r a rn in g

IC B R , 1 4 O c to b e r 2 1 6

Online Learning

• Project Development and

Implementation (PDI)

• Migration Crisis

Operational Framework (MCOF)

• Code of Conduct
• Joint agency collaboration
• Behavioural and

interpersonal skills

MCOF - MIGRATION CRISIS OPERATIONAL FRAMEWORK

T a l a le n t M M a n a g e a n a g e m e n t n t C a re e e e r D e v e v e l e lo p m e n t G G u id e

IC B R , 1 4 O c to b e r 2 1 6

Career Development Guide

• Career Management in IOM
• CV writing
• Interviewing skills
• English, French and Spanish

“Very nice and spot on, both in terms of practical tips but also being clear that the

• nus is not only on the managers, but the

staff member too!”

T a l a le n t M M a n a g e a n a g e m e n t n t In f n fo r

• rm

a tio n

• n

a n d C a n d C

• m
• m

m u n i u n ic a tio n

IC B R , 1 4 O c to b e r 2 1 6

Increased Information and Communication

• Monthly messages
• Online courses
• Intranet
• Leveraging external
• pportunities (interagency)

T a l a le n t M M a n a g e a n a g e m e n t n t F u t u tu r u re P P la n s a n s

IC B R , 1 4 O c to b e r 2 1 6

T a l a le n t M M a n a g e g e m e n t d iv e rs ity a n a n d In c n c lu s io n

IC B R , 1 4 O c to b e r 2 1 6

1st comprehensive research within IOM Findings

• IOM is a diverse organization
• Gender (P4+ and higher levels)
• Geographical diversity (P4+ level)

Recommendations

• Diversity and Inclusion Officer
• Leadership development
• National staff capacity
• Mentoring programme

T a l a le n t M M a n a g e a n a g e m e n t n t F U T U T U R U R E P P L A N S N S

IC B R , 1 4 O c to b e r 2 1 6

Learning Management System (LMS)

• Pilot (5 countries) – global

rollout

• Catalogue of learning
• pportunities
• Automated registration
• Data analysis
• Strengthened evaluations

T a l a le n t M M a n a g e a n a g e m e n t n t F u t u tu r u re P P la n s a n s

IC B R , 1 4 O c to b e r 2 1 6

Leadership and development

T a l a le n t M M a n a g e a n a g e m e n t n t F u t u tu r u re P P la n s a n s

IC B R , 1 4 O c to b e r 2 1 6

IOM Induction Programme

• 100 Day Discovery Path
• Welcome to IOM Guidebook
• Online Platform
• E-learning
• IOM Buddy

T a l a le n t M M a n a g e a n a g e m e n t n t T h a n k h a n k Y O u O u

IC B R , 1 4 O c to b e r 2 1 6

Q & A