Deutsche Bank: Talent Management
Talent Management Reviews
Client Context
Deutsche Bank had a global drive to achieve a consistent, best-in-class approach to Talent Management that would help develop and retain talent and drive the performance of the business.
The existing Talent Management process had varying levels of maturity across the divisions, products and geographical regions. Thiswas leading to inconsistencies in how the core concepts of the process werebeing applied, and variations in career-related experiences of employees acrossthe bank.
Client Need
Talent Management Reviews had been identified as a key opportunity to add value to thebusiness through high quality decisions around placement and development of talent. Deutsche Bank decided to run workshops for senior HR Business Partners (HR BPs) in Germany, the UK, Asia-Pacific andthe US. These were intended to increase the participants' skills in delivering rigorous and focused Talent Management Reviews, and to allow the bank to understand where its strengths and capabilitygaps were in order to deliver ongoing, focused development to its HR population.
In addition togathering data about the HR BPs' current skill levels, individuals were to receive an individual development report highlighting practical ways in which they could increase the effectiveness of their interactions with the business around talent.
Our Approach
Kiddy started bydeveloping a competency framework for facilitating Talent Management Reviews, to form a basis for the feedback reports and capability analysis, as well as inform the structure of the workshops. Once this had been designed, we then used pre-work to engage participants and stimulate their thinking about their current skill levelsbefore attending the workshop. This involved a self-assessment of their skills, as well as requiring participants to identify the key business issues in their division that Talent Management could help address.
We designed and delivered a highly experiential and challenging workshop in which role play wasused to mirror difficult situations. Participants and workshop facilitators gave each other feedback andshared their real life 'war stories'. The role plays were designed to have relevance across the business and geographies, and raised important debates about achieving consistency in a global organisation whilst respecting local interpretation and cultural values. Byfielding a delivery team of a core workshop facilitator in combination with local consultants, we provided consistency and enabled exchange of ideas across the regions, as well as a local perspective.
The detailed behavioural observations made during the role play exercises were critical to ensuring the individuals' development reports resonated with the participants as well as providing insights that would be valuable in their wider roles, not only infacilitating Talent Management Reviews.
Results
Deutsche Bank now knows far more about its HR population's Talent Management skills and development is being delivered accordingly. Increased consistency in the application of the talent terminology and processes is leading to higher quality talent decisions and increased commitment of the business, as well as more effective career management.