Best practice talent management model dianova portugal 2011

Dianova Portugal: mobilizing Talents with
Sustainable Social Purpose! 1
Best practice show case, November 2011
Commitment| Solidarity| Tolerance| Internacionality… Collaborate with us Inspiring Change! Dianova Portugal©

Dianova
ONG with Special Consultative Status to the Economic and Social Council of
United Nations in the fields of education, youth and addiction related issues

Training and
Health Education
Addiction treatment Community Diploma courses of
& Prevention
and reintegration Development Individuals and
of Risk Behaviour
Organizations
PROTOCOLOS

AFILIAÇÕES
Member of Agent of Social Agent of Social
Promoter of
Dianova Network Innovation and and Solidary
Social Change
(11 countries) CSR Economy
2

Delivering the Promise
Social Impact (outputs) 2007-2010

3

Change & Talent Management
Long-term positioning towards Sustainability

People – Laedership – Positive Change vs
P
Organizational Culture Sustainability and Organizational
R
O + Development
C Offline and Online Tools • What procedures and skills do
E + we need?
S Technical management of change • What do we need to change?
S processes • How can we manage change
abiding by our core values?

Communicating change Awareness | Understanding | Commitment| Change
Strategy
Proactive/construtive flow Information | Dialogue | Engagement | Recognition

4

Our team

40 Contract Areas
Employees
60% permanent 79% Programs
85% Direct 25% fixed-term 21% Administration
15% Indirect 15% external & Management
collaborators
5

Our Team

Gender Background Talent
Age Retention
58% Female 30,3% degree Rate
42% Male 52,5% high school Average 39,5
15,2% elementary 98,1%
6

Dianova Talent Management Model

Flowing Communication and Information
Operational decentralization / Strategic

Recruitment
And
Socialization
Renewal and
redeployment Skills
centralization

availability
development
Talent
Management

Performance Quality of
management Working life

7

Dianova Talent Management
Atracting + Mobilizing + Retention = Success

INTERNAL & ONGOING INTERNAL &
EXTERNAL ACTIVITIES EXTERNAL SYNERGIES
COMMUNICATION
ALIGNMENT & DEVELOPMENT
KNOWLEDGE EVALUATION OF POTENTIALS

8


A guide to human Catalyst of
resources processes within the
management Organization

Criteria for action to Increase of focus
facilitate daily on management→
management vs motivate and retain
Uniform decision- personnel (needs vs
making expectations)

9


Efficient and effective Talent
management processes

Staff integration Management of
process Intellectual Capital

• Adaptation to Organization • Technical, social and
culture Personal develepoment
• Achievement of goals • Annual training
and expectations Plan

10


Efficient and effective Talent
management processes

Performance
Employee satisfaction
management
measurement
• Evaluation of attitudes
• Listening and
and behaviours →
determining satisfaction
Commitment
level
to excellence

11


Investment in
education
and ongoing training

• average 32 hours/year
• 38,5% > 35H /year
• 12.856 hours

12


Mobilization
and knowledge
management

• Development
Workshops
• Adequacy of IT to
job description

13


Incentive Plan

• Integration to projects
• Recognition & Respect
• Celebrating Acts
• Other benefits
(Club L, Hoteis Real)

14


DIANOVA SKILL DEVELOPMENT MODEL
A tool to identify and develop in-house Talents

Identifying, planning,
General skills Manage. skills Specific skills
attracting, evaluating
and developing skills
→ achievement of Common Common to Knowledge,
Organizational goals technics and
to all staff
tools critical
All staff with exec/ to develp
coord roles role

To be developed
in later stage

15


DIANOVA SKILL DEVELOPMENT MODEL
A tool to identify and develop in-house Talents

Executive Level
Specialized Roles
Direction Level
Operational Roles
Coordination Level
Supporting Roles

To be developed
in later stage

16


Implementation
of Plan to promote

+
Gender equality Implementation
of Plan towards
Work-Life Balance
= Implementation
of EFR Social
Certification

17

In conclusion
Orientation
To Learning Venure,
Simplicity in Courage
Complexity Innovate
Accpet
mistakes

Enjoy

18

At Dianova each Person plays a
leading role: his own role!

Dianova, we are all Us

Compromisso| Solidariedade| Tolerância| Internacionalidade… Inspirando a Mudança! Dianova Portugal©

www.dianova.pt http://formacao.dianova.pt

http://aprendercrescerconcretizar.wordpress.com

Quinta das Lapas, 2565-517 Monte Redondo Torres Vedras Telf.: +351 261 324 900 Fax.: +351 261 312 322
E-mail: rui.martins@dianova.pt| Website: http://www.dianova.pt

Best practice talent management model dianova portugal 2011

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Best practice talent management model dianova portugal 2011