MVA adopts talent acceleration programme
The Motor Vehicle Accident (MVA) Fund has adopted a talent acceleration development programme that allows employees to gain a variety of development experiences within the company.
The programme allows an employee to rotate between various parallel positions within the institution and gives them the opportunity to gain exposure and experiential learning across various business units in the Fund.
The acquired skills from the programme are designed to help employees learn about cross-functional roles within the organisation and the interconnectedness of the various roles within the organisation.
The aim of the programme is also to enhance employee competitiveness and readiness for opportunities that may arise within the fund, which also results in employee multi-skilling.
This programme further helps fast-track the growth of talented individuals through mentorship as well as one-on-one coaching from a supervisor.
In addition, the programme aims at attaining the following primary objectives:
1. Nurture future talent: This provides the top talent within the organisation with a broader experience, which can be beneficial in future roles.
2. Cross-train employees: Employees gain a better understanding of the different roles and the ‘big picture’, which can help them understand how the organisation operates.
3. Enhance staff skills and competencies: To grow horizontally and vertically and create a talent pipeline.
4. Enhance cross-skilling and new learning that enhances business continuity.
5. Provide better networking opportunities within the organisation. As an employee moves from one team to another, he or she discovers new career opportunities that can be used in the future.
When rotating employees into different positions, management gains better insight into their skills, what job the employee performs the best in, and how they can further benefit the institution. The programme allows the fund to create a pool of experienced people who can quickly replace an employee in the event that a sudden vacancy occurs.
The programme further complements the fund’s succession strategy, which is critical and an essential factor for businesses to continue running efficiently in the event that an emergency replacement is needed. Furthermore, the company culture can also benefit from the talent rotation as people from different units engage and create connections.
The programme allows an employee to rotate between various parallel positions within the institution and gives them the opportunity to gain exposure and experiential learning across various business units in the Fund.
The acquired skills from the programme are designed to help employees learn about cross-functional roles within the organisation and the interconnectedness of the various roles within the organisation.
The aim of the programme is also to enhance employee competitiveness and readiness for opportunities that may arise within the fund, which also results in employee multi-skilling.
This programme further helps fast-track the growth of talented individuals through mentorship as well as one-on-one coaching from a supervisor.
In addition, the programme aims at attaining the following primary objectives:
1. Nurture future talent: This provides the top talent within the organisation with a broader experience, which can be beneficial in future roles.
2. Cross-train employees: Employees gain a better understanding of the different roles and the ‘big picture’, which can help them understand how the organisation operates.
3. Enhance staff skills and competencies: To grow horizontally and vertically and create a talent pipeline.
4. Enhance cross-skilling and new learning that enhances business continuity.
5. Provide better networking opportunities within the organisation. As an employee moves from one team to another, he or she discovers new career opportunities that can be used in the future.
When rotating employees into different positions, management gains better insight into their skills, what job the employee performs the best in, and how they can further benefit the institution. The programme allows the fund to create a pool of experienced people who can quickly replace an employee in the event that a sudden vacancy occurs.
The programme further complements the fund’s succession strategy, which is critical and an essential factor for businesses to continue running efficiently in the event that an emergency replacement is needed. Furthermore, the company culture can also benefit from the talent rotation as people from different units engage and create connections.
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