Developing People Leadership for First Time Managers in a Global Fortune 500 Staffing and Workforce Solutions Company

Sep 22, 2017

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Client

Global Fortune 500 Staffing and Workforce Solutions company with annual revenue of $5.5 billion and employing close to 8000 employees worldwide. Project executed for Indian subsidiary across Bangalore, Pune and Delhi offices

Situation/Scope

Individual Contributors with high functional knowledge had grown to manage people in their new roles as Team Leads. Since, people leadership skills were low they were overburdening high performers and not proactively coaching average performers. As such, attrition at the individual contributor level was increasing. There was a need to: 

  • Put these first time managers through a comprehensive assessment program to identify their people leadership strengths and improvement areas 
  • Define and implement a robust Development Program targeted on improving these skills 
SHRM Approach 
  • Developed leadership competency framework (jointly worked with internal key executives to identify key competencies and behavior indicators for various proficiency levels) 
  • Designed and implemented Development Center for 19 Team Leaders to identify their people leadership skill gap (basis the Competency Framework) 
  • Developed individual development profiles and applying the blended learning approach partnered with the participants to create Individual Development Plans (IDPs) 
  • Did a six-month follow-up on status of action against the IDPs and a year-end progress check along with the managers
Distinctive Impact 
  • Focused development plans for accelerated people skill development from current state to desired state 
  • Built internal capability on giving development feedback to sustain talent development process (manager was involved in the six month and year end feedback discussions on the IDP) 
  • Training calendar of 1 year time frame developed based on the development reports 
  • The desired skills inventory for team leaders identified (basis competency framework and the development center) to be used for future manpower planning and promotions

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