CAREER DEVELOPMENT PATHS IN POWER SECTOR

CHOOSE EXPERTS, FIND PARTNERS

PUBLIC

12th WEC CENTRAL & EASTERN EUROPE REGIONAL ENERGY FORUM - FOREN 2014 -

Daniela Scripcariu – CEO Camelia Tatarau – HR Development Manager

• Introduction

• Why Tractebel Engineering (TE) talks about career • General aspects on career

• Career development paths • Career management in TE

A. Performance Management B. Career management interviews C. People Review, succession planning D. Development tools

• Career: from HR experience • Scenarios on career path

• Example of successful career in TE RO • Cooperation TE - Universities

•

Recently, psychology studies demonstrated that positive attitude

brings performance, success and career accomplishment

•

Positive attitude has a strong physiological ground because

depends on us to induce ourselves a positive mood: with a simple

smile, our brain interprets that something positive has happened and produces endorphins

•

So, let’s start with…

• Tractebel Engineering (TE) is an international engineering company that provides high quality, state-of-the-art engineering and consultancy

services, having as unique and valuable resource the human resources • Development of competencies as part of the career must look to market

needs

• Development of competencies requests long periods of practice and coaching

A complex, but great challenge for a company

 TE has a company culture and a long lasting experience in HR

development

GENERAL ASPECTS ON CAREER

•

Development of a company and development of employees’

careers are strongly interconnected, as they stimulate each other for growth and progress

•

The most important actors in the career development are:

– The Employee (main actor : each employee is the “CEO of his career”)

– The Company by

• Managers

• HR (through interactions and processes put in place) • Mentors (through knowledge transfer)

– The market needs

•

The attitude regarding growth (professional and personal) plays a

A normal evolution path, in a dynamic business environment:

DEVELOPMENT OF COMPETENCIES

CAREER DEVELOPMENT PATHS

Current Job

Description

Current Job

•

Career management consists in planning and modelling the employees’ development in organization, according to

organizational needs and individual professional preferences and talents.

•

Career management is based on key HR processes, as:

A. Performance management B. Career management interviews C. People review, succession planning D. Development tools

See details in following slides

CAREER MANAGEMENT IN TE

A. PERFORMANCE MANAGEMENT

• Represents the pillar of HR processes because provides the correlation between

company strategy and employees activity and their development

• Participants: Employee, direct manager, HR manager

• We define annual S.M.A.R.T. objectives for each employee, correlated with:

– company objectives and

– personal development objectives of employees (we build Personal Development Plans)

• We evaluate the annual performance of each employee based on:

– job description

– achievements in personal development

• We organize annual individual evaluation meetings between each employee and

direct manager when:

– each employee receives feedback

– both employee and manager have the possibility to adapt permanently the actions in career development

• We reward the annual performance through:

– remuneration increase

• correlated with job description and personal development

– performance bonus, based on:

• collective performance and • individual performance

•

Scope: clarify employees’ expectations about career and offer information about career opportunities in the company

•

Participants: Employee and HR manager

•

Career management interviews are organized periodically

– Based on employee’s request

– Based on management or HR manager proposal

•

Key People and High Potential have priority to participate in these

interviews

•

The results of the interviews are communicated to direct and top

management

•

The information from career management interview are support

during annual individual meeting from Performance Management process (support to align company’s objectives with employee’s objectives)

C. PEOPLE REVIEW, SUCCESSION PLANNING

• Scope: provides the appropriate resources (competencies, qualification, number, etc.) for business activity

• People review is an annual process done by management and HR

• We analyze the list of Key People (KP), High Potentials (HiPos) and

Leaders For Tomorrow (LFTs) in order to re-confirm and to update the

list, based on HR evolutions

• For each KP, HiPo and LFT the history of their careers and development in TE are recorded and we propose the new career steps, based on

individual discussions (see A) and career management interviews (see B) with them

• Succession planning is done annually to and refers to preparation of

D. DEVELOPMENT TOOLS

• Development objectives are set during Performance Management process

• The practical development tools are selected based on individual needs, and they can refer to:

– Training with third parties

• Romanian or international trainings’ suppliers (including trainings funded by European Union) • Tractebel Engineering School

– Training on the job

– E-learning training on CrossKnowledge (free online training platform of GDF SUEZ, with thousands of trainings and modules on development )

– Participation at conferences, workshops, seminars

– Membership of scientific bodies – Coaching

•

Over 70% of employees from management positions developed a strong career in TE, being promoted or internally recruited from different job families.

•

Before any promotion there is a period dedicated to development

of competencies through responsibilities enlargement, exposure to new tasks

•

Any promotion is based on an important mix between technical

competencies and communication / interpersonal / leadership

skills



For a successful career, technical competencies and other skills

are needed

Team Leader Departament Director Executive Director Strategy Director Senior Engineer Expert Project

Manager 1 Project Manager 2 Project Manager 3

Project Director Expert Project manager Marketing & Sales Management Tender Manager M&S Director Business Dvlp. Mng. CEO Internaţional Expert

Engineer 1 Engineer 2 Engineer 3 Technician

SCENARIOS ON CAREER PATH

Note: applied in Tractebel Engineering

or

or

EXAMPLE OF SUCCESSFUL CAREER IN TE

•

Current position: Executive Director

•

Seniority in TE: 13 years

•

Evolution in the company:

Engineer  Project Manager  Department Director  Executive Director

•

Career development paths: enlargement of responsibilities,

mobility (01 year), training, coaching and promotions

•

Success factors of his career:

– Passion for the domain - Open for new challenges – Leadership skills - Internal motivation – Personal dedication - Commitment

COOPERATION TE – UNIVERSITIES 1/2

•

Tractebel Engineering has a long history and a very good

cooperation with (technical) university environment, as UPB, UTCB, UTC, etc.

•

Age pyramid is a proof that we sustain development of young

COOPERATION TE – UNIVERSITIES 2/2

• Most of our young employees are recruited based on very good cooperation with Universities

– Flexible time attendance in order to support young engineers to follow PhDs and master studies

• TE RO participates to job fairs organized by Universities

• TE RO provides internships for students

• TE RO develops common projects with

More than

100 years

of experience!

TRACTEBEL ENGINEERING AT A GLANCE

 47% outside

Belgium and France

469

M€

Turnover in 2013

3000

employees

22

countries International perspective

An international

engineering

company that provides

high quality,

state-of-the-art engineering

consultancy

services for the energy

and infrastructure

• Pure engineering and consultancy profile

• Integrated approach of the power & gas sectors

• Independent expertise in all technologies

– Independence from any equipment supplier

– Business experience with all competitive providers & contractors

• High level expertise through operational experience

– Knowledge of all relevant technologies

– Access to Operation & Maintenance feedback since part of GDF SUEZ – Active participation in R&D programs

• Local presence through Regional Companies in 20 countries

– Top class quality guaranteed by the Headquarters

• Broad scope of services including EPCM as an alternative to EPC

– Engineering, Procurement, Construction and Management of investment projects in a multi-contracts approach with a bonus / malus formula

Unique positioning

TRACTEBEL ENGINEERING AT A GLANCE

In Romania

• Active in engineering for power and infrastructure since 1997

• Employees: 155 (end 2013)

• Relevant certifications in Romanian market:

- Integrated management system QHSE (ISO 9001:2008, ISO 14001:2004, OHSAS 18001:2007) - ANRE for design of electrical installations

- CNCAN certification for design in nuclear field - Social responsibility

- Railways, airports, etc. ………+ others

• Contributing to major projects for:

- Electrical substations and lines, power generation, renewables, energy efficiency - Roads, motorways, hydrotechnical works, water and waste water projects

- Others

54% 46%

POWER

Thank you for your

kind attention!