power people - TransGrid
power people - TransGrid
power people - TransGrid
Create successful ePaper yourself
Turn your PDF publications into a flip-book with our unique Google optimized e-Paper software.
PlAnninG A<br />
workForCe<br />
For tHe Future<br />
<strong>TransGrid</strong> faces a number<br />
of challenges over the<br />
coming years to ensure<br />
that we have the right<br />
skills and capabilities to<br />
drive our multi-billion dollar<br />
capital works program<br />
to fruition.<br />
Above (left to right)<br />
Jemmie Ong, Graduate Accountant,<br />
Justin Holland, Engineering Trainee,<br />
Joseph Diver, Graduate Engineer, Adam<br />
Vaux, Graduate Engineer, and Erica<br />
Hetherington, Engineering Trainee.<br />
one of the key workforce challenges<br />
for <strong>TransGrid</strong> is an ageing workforce.<br />
<strong>TransGrid</strong>’s workforce profile shows an<br />
average age of 47.7 years with a significant<br />
number of retirements predicted over the<br />
next five to ten years. <strong>TransGrid</strong> is also<br />
operating in an environment where many<br />
of the skills and competencies that are<br />
needed to meet current and future business<br />
needs are competitively sought after by<br />
other organisations. We have put in place<br />
a number of programs to address these<br />
challenges including the implementation of<br />
targeted leadership development programs<br />
and increased recruitment of development<br />
level employees in specialised areas.<br />
leAdersHiP develoPment<br />
ProGrAms<br />
<strong>TransGrid</strong> has been progressively<br />
implementing a range of leadership programs<br />
to address the above challenges. These<br />
programs were implemented throughout<br />
2008/09 with a great response received<br />
from employees. The programs seek to<br />
ensure that leadership is addressed at a<br />
wide range of levels across the organisation.<br />
due to the success of these programs in<br />
2008 <strong>TransGrid</strong> will be updating them and<br />
offering these development activities to more<br />
employees in 2009/10.<br />
44 PromotinG our PeoPle’s CAPAbilities > <strong>TransGrid</strong> annual reporT 2009<br />
Executive Leaders Program<br />
The executive leaders program is an<br />
executive-level coaching program designed<br />
for executive managers within <strong>TransGrid</strong> who<br />
have been identified as potential successors<br />
to more senior executive positions.<br />
each of the participants has had an<br />
individual coach selected for them based on<br />
pre-coaching assessments and interviews.<br />
The participant and coach are able to agree<br />
on any further use of psychometric testing<br />
of 360 degree feedback as well as setting<br />
key goals and milestones.<br />
Senior Leaders Program<br />
The senior leaders program is a structured<br />
program designed to provide development<br />
to selected senior managers identified as<br />
potential successors to senior positions such<br />
as general managers or group managers.<br />
The program commenced in september<br />
2008 and involved participants taking part<br />
in individual development assessments.<br />
This assessment process included<br />
undertaking a very challenging assessment<br />
centre exercise, 360 degree surveys<br />
and psychometric testing. following<br />
this assessment, each individual was<br />
matched with a coach and provided<br />
with a development plan setting out<br />
appropriate activities and/or training,<br />
including attendance at a training course<br />
or appropriate workplace activities. Ten<br />
employees have been through the program<br />
over the last year.
Change language