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1、Talent Management at Kellogg,2007 Kellogg Company Global Learning&Development,STEP Meeting,2007,Kellogg and Keebler,Integrating Two Strong Cultures,Kellogg and Keebler,Kellogg Human Resources Strategy,Goal Setting and People Planning setting and communicating organization and department goals for th
2、e year so that employees understand how their individual contributions support our corporate goals.Performance Management(PMP)translating corporate and team priorities into individual accountabilities and measuring what they achieved as well as how they did so.Career Development aligning employees c
3、areer interests with development opportunities to help them succeed and grow in current roles and prepare for future roles.Succession Management ensuring we have the right people in the right positions now and in the future to meet our corporate goals.,Kellogg Talent Management has Four Components,T
4、alent Management Key Activities,What Talent Management Means to You,Personal input on your accountabilitiesOngoing coaching to stay on trackRegular performance discussions to know how you measure upRewards for your effortsA clear career pathAn understanding of how you impact company success,Talent M
5、anagement Employee Perspective,Talent Management,The Process,Based on our strategy,the Global Leadership Team initiates cascade of corporate goalsBusiness units and Functions,teams and individuals use the corporate goals to set their goals for the year,RESULT Clear line of sight between corporate go
6、als and how your individual contributions support them,Goal Setting&People Planning,Managers Role,Employees Role,Ensures your teams strategy and your goals are aligned with company strategyCommunicates“line of sight”to the team,Learn company and team priorities and identify ways to personally suppor
7、t them,Goal Setting&People Planning,KelloggPriorities,Organization Unit Priorities,Department/Manager Priorities,IndividualAccountabilities,Communicate Priorities to Organization Units,Review Kellogg priorities to see what can be impactedIdentify departments/functions to best impact prioritiesDevelo
8、p key deliverables to meet prioritiesEnsure linkages between Kellogg priorities and BU priorities,Review Organization Unit priorities to see what can be impactedDevelop department specific key deliverables to meet prioritiesEnsure linkages between BU priorities and key deliverables,Identify Departme
9、nt/Manager priorities that can be impactedDevelop individual accountabilities and measures to meet priorities(PMP),Linking Individual Accountabilities to Kellogg Priorities,Goal Setting&People Planning,Kellogg Company Priorities 2007,Goal Setting&People Planning,The Process,Provides structure for yo
10、u and your manager defining accountabilities and checking progress throughout the yearAt year end,you review what you accomplished as well as how you did itGuides your managers options for rewarding your achievements,Performance Management,Managers Role,Employees Role,Schedules one-on-one discussion
11、s to set performance accountabilities and direction.Conducts reviews including midyear check-ins of progress and year-end review for performance and compensation.Provides ongoing feedback and coaching throughout the year on performance.,Develop 4-6 personal accountabilities with your manager that su
12、pport business unit/function and team priorities and drive results.Know what to do and how to do it.Participate in a midyear check-in conversation with your managerComplete a year-end self-assessment to describe how your performance measured up against your accountabilities for the year.Participate
13、in a year-end performance discussion to review your results for the year.,Performance Management,The Process,Succeed and grow in your current role Prepare for future roles,You and your manager discuss your career goals and identify development opportunities that can help you:,In 2006,the Kellogg Tal
14、ent Management survey responses indicated that 81%of employees have an Individual Development Plan,but only 65%have a good understanding of their career/growth options at Kellogg.(Both items are up 4%from 2005),Career Development,Managers Role,Employees Role,Reviews and discusses your Individual Dev
15、elopment Plan(IDP)based on existing skills and developmental opportunities.Discusses development progress during midyear check-in.Provides ongoing feedback and coaching throughout the year on development progress.,Complete a self-assessment of your core competencies,career goals and accomplishments.
16、Draft an Individual Development Plan and discuss with your manager.Include specific development activities tied to current PMP accountabilities and future career opportunities.Actively pursue your development plans.,Career Development,The Process,Our leaders continually assess our talent,to ensure t
17、he right people are in the right place to achieve our goalsThrough talent reviews,we ensure we have plans in place to develop our people and deliver on our strategy,Succession Management,Managers Role,Employees Role,Reviews your team and assesses potential needs and development opportunitiesCommunic
18、ates to you any information that might help you better develop for the future,Complete a self-assessment of your core competencies,career goals and accomplishments.Draft and Individual Development Plan and discuss with your manager.Include specific development activities tied to current PMP accountabilities and future career opportunitiesActively pursue your development plans,Succession Management,
