Energy & Utility Client Develop an Integrated Talent Management Framework

Energy & Utility Client Develop an Integrated Talent Management Framework

Energy Company Client Story

Key to Success

Change Requested: 
To restructure its organization based on its new business direction, a transformation which required touching upon critical areas of the organization.
Change Envisioned : 
Conducted a Diagnostic Review of the organization’s objectives, policies, practices, systems, and documentations to understand the current situation.
Change Delivered: 
Client was able to have an operating model which allowed it to effectively and efficiently translate its vision.

Protiviti’s Human Capital Consulting practice helps a major Energy & Utility client with developing an Integrated Talent Management Framework.

Client Challenge
 
Our client, a very large energy and utility company appointed Protiviti’s Human Capital Consulting practice for developing an Integrated Talent Management Framework (ITMFW) at the Parent entity and across all of its subsidiaries.

Powerful Insights

Our client needed to restructure its organization based on its new business direction, a transformation which required touching upon critical areas of the organization. 

To fully understand its new mandate, we conducted a thorough Diagnostic Review of the organization’s objectives, policies, practices, systems, and documentations to understand the current situation. Meetings with the client’s management team for establishing the need for a Talent Management Framework were conducted to ensure the management teams’ understanding and buy-in. Meetings were also conducted with the client’s management across the subsidiaries to understand threat areas. Once the new organization structure was finalized, functional descriptions were developed with Key Performance Indicators to compliment the client’s new vision.

About 250 new role profiles (job descriptions) were developed based on leading practices, trends and internal interactive workshops. We have also developed a competency model for all technical and administrative positions which was used as a base to conduct assessment centers with leading electronic and non-electronic assessment tools. Successors for critical positions were identified and a Performance Management System was introduced to reflect the nature of the client’s operations and grasp performance development areas. We trained all key stakeholders on the new system for ease of implementation. We also linked the client’s Performance Management System with a Rewards system reflecting new trends and hurdle rates for cash and non-cash rewards. To top it off and ensure proper documentation of HR activities, employee-friendly HR policies were developed.

Proven Delivery

Based on what was delivered, our client was able to have an operating model which allowed it to effectively and efficiently translate its vision. Minimal disruptions were experienced in operations due to effective project management and realistic project milestones. From the introduced competency framework, employees were able to identify their  career paths and had a sense of belonging. Successors were also given special priority and fast-tracked development plans to manage any unforeseen risks. 

Many more positive outcomes were identified which led the client to award us with two additional projects, one with the holding company and another with one of its subsidiaries.

How We Help Companies Succeed

Our in depth understanding of the Energy & Utility sector within the region helps clients identify core competencies required from its management to deliver on operational objectives and develop its successors to manage risks.