The long and winding road''

1
The long and winding road..

• A William Angliss
• People Management
• journey

2
How the journey began.

• Confusion regarding responsibilities for -
  People Management - perceived to be HRs job!
• Paper for Executive drafted which
• defined the issues
• suggested a way forward

3
Planning the journey..

• Expert assistance sought
• Mercer Consulting selected and briefed to create
  a roadmap to get there
• Process Included
• Interviews with key senior leadership
• Surveys and focus groups with a sample of middle
  managers
• Tested ideas with HR and a sample of middle
  managers
• recommendations

4
stepping onto the path.

• Main recommendations
• Invest in management development
• clarify what it means to be a line manager
• Implement the right programs, processes and tools
  to support line managers
• Provide immediate training in identified people
  management skills
• Redefine HR role to be more strategic and focus
  on developing effective management support systems

5
consulting the map.
6
.the rocky road...

• Waiting
• Waiting
• Workforce Development Coordinator appointed
• Strategic People Management Framework drafted
• Delays
• Delays
• Framework approved by Executive
• Reframing the Future grant !!! (yippee!)
• Phased roll-out
• Waiting delays
• Waiting delays

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The People Management Framework
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9
hitting our stride.

• Phased Launch
• Executive program managers
• All managers
• For understanding
• For buy-in
• For training needs identification analysis
• Guest speakers
• OTTE
• Mercer
• Fabian Dattner

10
and the road goes on..

• Where to from here?
• Review streamline People Management processes
• Enhance CHRIS system
• More strategic professional development program
• Improved policies, procedures guidelines
• Improved performance measures for People
  Management
• Development of effective workforce reporting for
  Managers
• Review of Performance Review Development system
• Focus on planning for the future