SELECTION – DEVELOPMENT – UTILISATION. 2 We are headquartered in Denmark Approximately 6.000...
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Transcript of SELECTION – DEVELOPMENT – UTILISATION. 2 We are headquartered in Denmark Approximately 6.000...
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SELECTION – DEVELOPMENT – UTILISATION
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• We are headquartered in Denmark
• Approximately 6.000 employees
• Our business is based on procuring, producing, distributing and trading in energy and related products in Northern Europe
DONG Energy is one of the leading energy groups in Northern Europe
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2006
15 / 85
DONG Energy's vision is to produce clean and reliable energy
50 / 50
From black to green energy
85 / 15
20202040
GreenEnergy
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Our strategy demands for a major transformation…
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Extensive growth increase our organisational complexity
Expansion of our geographical footprint lays focus on our competitiveness
We need new capabilities while facing aggressive competition for scarce human ressources
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DONG Energy Leadership Performance & Development
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High Potential in DONG Energy
Shows exceptional results &
high potential
Stand OutMeets DONG Energy Values
& is a role model
Fit In
&
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Selection Development Utilisation
The purpose: To accellerate the process of turning potential into performance
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Selection
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Selection
Transparent Closed
Criteria are official - process confidentialOpen dialouge managers & HIPOT
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Selection
Transparent Closed
Objective Subjective
Objective criteria; performance measurements, evaluation of potential and assessment. Result is confirmed at people
review.
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Selection
Transparent Closed
Objective Subjective
CentralDecentral
Line managers key role in identifying candidates. Line manager nominates and BU management team approve.
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Step 1: PerformancePerformance is defined as the combination of business results and leadership behaviour
Assessment of Performance
Assessment of Potential
Identification of high potentials &
successorsAction Plans
Overview of the People Review Process
Step 2: PotentialPotential is defined as promotability
Step 3: High Potentials & SuccessorsOverview of employees who are ready to take on a greater responsibility
Step 4: Action PlanIndividual and Team Action Plans to ensure follow-up
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Development
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Selection Development Utilisation
Transparent Closed
Objective Subjective
CentralDecentral
Development Retention
HIPOTs difficult and costly to replace, BUT main purpose is creating a pipeline of
high potentials, retention is a positive side-effect.
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Selection Development Utilisation
Transparent Closed
Objective Subjective
CentralDecentral
Development Retention
Action Learning Formal Training
Hipots must work outside their comfort zone by taking on challenges :on-the-job
training, hands-on experience or business case simulations to accelerate learning.
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Selection Development Utilisation
Transparent Closed
Objective Subjective
CentralDecentral
Development Retention
Action Learning Formal Training
Cooperative Learning Class-room
Increased learning with active involvement, knowledge sharing, peer tuition and
opportunities for reflections. It enhance participant ownership and commitment.
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Utilisation
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Selection Development Utilisation
Transparent Closed
Objective Subjective
CentralDecentral
Development Retention
Action Learning Formal Training
Cooperative Learning Class-room
All candidates from the high potential pool are included in the internal
candidate database for easy tracking, transparency and enhanced pipeline
Strong pipeline Weak
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Selection Development Utilisation
Transparent Closed
Objective Subjective
CentralDecentral
Development Retention
Action Learning Formal Training
Cooperative Learning Class-room
Before recruiting externally, search for internal candidates for vacant positions is
carried out.
Strong pipeline Weak
Structured search Unstructured
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DONG Energy Leadership Performance & Development