ESG Report 2022 single pages web - Flipbook - Page 41
FY23 goals:
•
Source and implement a new group wide Applicant
Tracking System (ATS) within our internal Talent
Acquisition Centre of Excellence, increase internal
referral rates of all hires and improve the internal
appointment rate to vacancies
TALENT ASSESSMENT AND
MANAGEMENT
Maximising the potential of our colleagues is critical to our
growth. We have implemented initiatives globally to help
our colleagues maximise their contribution and sense of
achievement, as well as develop their careers.
All our divisions run systematic performance and
development review processes within their teams.
These reviews provide the opportunity for colleagues
to set their objectives for the year, discuss subsequent
performance including any particular achievements or
challenges, and consider future career opportunities
with their line manager. Feedback from our engagement
survey suggests these reviews serve as an effective tool
for aligning individual goals with organisational goals
and enabling a supportive two-way dialogue between
colleagues and their manager.
Building on our new strategy and values, a clear people
priority in FY23 is for us to introduce a Group-wide
performance and development review process that, for
the first time, incorporates our values into the process.
We see many benefits in this change:
•
For the first time we will have a single consistent
framework for measuring and supporting performance
across the entire organisation, which we see as vitally
important to our ‘One RWS’ ambitions.
•
This will also provide a consistent method of capturing
development needs across the Group, allowing us to
develop an efficient unified response to strategic talent/
skills requirements as needed.
The incorporation of our values provides an important
new dimension of performance consideration, that of
behaviour. This provides the opportunity to develop the
‘One RWS’ culture using our new values as a platform
and it also offers the prospect of improved competitive
differentiation around client service which we know is
as much about behaviour in our markets as it is service,
product or process.
As mentioned previously, in FY22 we also introduced
a comprehensive Group-wide talent review process
intended to develop a pipeline of high performing and
diverse talent ready to assume critical leadership roles
within the business as they materialise. We incorporated
consideration of candidates’ demonstrated commitment
to our new RWS values within our assessment of
leadership potential.
This programme was rolled out across all divisions and
departments as part of a cascading process between
May and September this year, and sought to identify and
examine succession candidates for all CEO minus 1 and
minus 2 roles across the Group. This exercise received
excellent engagement and feedback from those senior
leaders involved, and one clear output has been to
identify a cadre of high-potential individuals. The process
also informed a series of development efforts we will put
in place during FY23 to accelerate this group’s readiness
for internal promotion as opportunities emerge.
FY23 goals:
•
Implement a new Group-wide performance and
development review process, incorporating the
RWS values
•
Establish development plans for each high potential
leader identified during the talent review
LEARNING AND DEVELOPMENT
Our new learning platform
This year we were delighted to have rolled out our
learning management platform 'MyLX' across the Group.
During FY21 we piloted MyLX across our sales community
and, after a very positive experience during this pilot, we
went on to roll the system out across the entire business
from October 2021.
This platform makes available a wide range of learning
content to all colleagues right across the organisation
and in every location. MyLX provides a comprehensive
range of more than 40,000 training modules provided by
Skillsoft, and offers training in multiple formats from live
virtual classes, to eLearning modules, to book downloads.
This means that learners can consume learning content
exactly when they need it, and in their exact preferred
medium/format.
In addition to generic content from Skillsoft, the platform
also allows us to upload our proprietary RWS training
content, developed by internal experts, as well as external
content that has been chosen and curated internally to
meet the particular RWS requirements. At this time we
have more than 3,000 RWS ‘custom’ modules available,
and our diversity ERGs have their own channels on the
platform which they are progressively populating with
hand-picked content over time.
SOCIAL RWS — ESG Report 2022
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