Project Main Details
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So how does the LDR process work? First, during Talent Strategy Planning, HR and business leaders identify talent actions derived from business objectives and the strategic plan for the company. Then, HR and business leaders take part in a working session where they agree on succession plans, key talent pools and associated actions. Next, during the individual feedback loop, managers provide LDR-specific feedback and establish plans for identified employees. That's followed by the Quarterly progress review where leadership teams engage regularly to follow up on action plans and address new talent challenges. The process is ongoing and sets our talent and our company up for success.
As you can see L D R benefits both the organization and the employee. For the organization, LDR identifies the talent actions related to capability, organizational structure, and others that respond to our company’s strategy. For the employees in scope, LDR generates specific growth and retention actions as employees are identified as successors or key talent.
So how do you take part in LDR? There are many roles involved in the process... but success relies primary on...
Managers, who own the strategic talent management of their team, identify key talent, provide feedback and developmental support to employees.
Employees, who own their career, proactively voicing career aspirations and taking action on development feedback.
And Leadership teams, who collectively own the talent of the organization with an enterprise view of talent needs.
LDR is a key process for our company and there are 3 ways you can help drive success.
Know your role in the LDR Process
Participate in LDR training and grow your skills
and, Have the right mindset to carry out your role.
Together we can ensure that we have the right talent in place to reach our ultimate goal of winning in the market place.
To learn more visit the LDR site on OurWorld or contact your HR business partner.
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