Projects

IES has been commissioned to run a series of workshops on HR analytics, workforce planning, talent management and succession planning for the Universities and Colleges Employers Association (UCEA).

IES has been commissioned to run a series of workshops on HR analytics, workforce planning, talent management and succession planning for the Universities and Colleges Employers Association (UCEA).

IES worked with the Director of Resources and his team at Harrow Council to address their challenges of succession planning and staff development and to embed still further the positive culture of employee engagement which their Gold Standard IiP award recognised.

Wendy Hirsh supported the National Offender Management Service (NOMS) as it developed its strategy for talent management. NOMS covers both prisons and probation services which have different traditions in how they grow future leaders and diverse business needs. Working with senior stakeholders is especially important in this area so that new initiatives can keep existing strengths as well as facing new challenges.

IES helped Plan International, a major children’s charity, to address its succession and talent management challenges worldwide. Regional, Country and Functional Directors were involved from the start in reaching a shared understanding of the challenges in filling roles both at Director level and Middle Management. IES facilitated policy and process development working with Plan’s own specialists and leaders in HR, and also running workshops for middle managers and the top team to shape how the policy would translate into practice. This covered succession planning, talent forums and two leadership programmes. The agreed approach was implemented in 2012, and involved the production of written guidance, running workshops for the People and Culture (HR) business partners and supporting the first Regional Talent Forum meetings.

The Royal Navy’s flexible careers structure initiative intends to offer a more flexible approach towards careers in the Navy/Marines. The current engagement system is to be replaced by three types of career: full, extended and tailored. IES was commissioned to investigate whether other organisations have a similar model, with particular emphasis on the remuneration package, workforce planning models and the types of jobs/trades/professions that are most suitable for flexibility.