Day 2 was a mix of sessions focused on the Balanced Score Card (BSC) Sessions on Coaching as well as sessions on managing talent. There were interesting presentations on what the Balanced Score Card was, how does one align the score card with business objectives, some practitioner views on pitfalls to avoid in implementing balanced score cards. Booby Traps in BSC implementation by one of the consultants made interesting observations on how you could fail in your implementation.
The talent management sessions included 3 presentations one on Characteristics of High Performing organizations where a speaker from MDB Credit Solutions South Africa spoke about a transformation journey of a call center which had a lot of employees from disadvantaged communities. The key message was about involving the people in the decision making process and creating a platform for change. This was followed by a session on the Transformation dilemma of HR by a speaker from Mother Diary Fruit and Vegetable Ltd, which included some interesting analogy of change and readiness for change and its link to vision and achievement by using analogies from the Old Testament.
My session on Augmenting Talent supply detailed out how TCS addressed the talent supply issues facing the country (viz. employability and unemployment) through a integrated approach of industry academia interface and affirmative action. The session was well received and the chairman interestingly summed it up saying it was an effort that one can position in the strategic-proactive quadrant if you map HR transformation efforts on a 2 x 2 matrix of Strategic-Non Strategic versus Reactive - Proactive. You can read the gist here.
The talent management sessions included 3 presentations one on Characteristics of High Performing organizations where a speaker from MDB Credit Solutions South Africa spoke about a transformation journey of a call center which had a lot of employees from disadvantaged communities. The key message was about involving the people in the decision making process and creating a platform for change. This was followed by a session on the Transformation dilemma of HR by a speaker from Mother Diary Fruit and Vegetable Ltd, which included some interesting analogy of change and readiness for change and its link to vision and achievement by using analogies from the Old Testament.
My session on Augmenting Talent supply detailed out how TCS addressed the talent supply issues facing the country (viz. employability and unemployment) through a integrated approach of industry academia interface and affirmative action. The session was well received and the chairman interestingly summed it up saying it was an effort that one can position in the strategic-proactive quadrant if you map HR transformation efforts on a 2 x 2 matrix of Strategic-Non Strategic versus Reactive - Proactive. You can read the gist here.
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