Split (1)

train · 13.8M rows

sentence stringlengths 1 23.5k ⌀
Our talent pipeline development strategy is underpinned by our Global Talent Management Policy.
This includes the Talent Review, Performance Management and Succession Planning procedures, which elaborate processes for forecasting hiring needs and actively developing existing and new pools of talent.
Access to and visibility of real-time data in the Human Resource Information System (HRIS) via live dashboards allow business leaders and the People Business Partners to forecast hiring and develop new pools of talent and succession plans where and when they're most needed.
Our Talent Development team works closely with our I&D Council to proactively target first-time and junior managers in order to nurture and retain diverse talent from the ground up.
participated in our annual performance management program* *Eligible employees for performance management cycle include regular, expatriate project, and expatriate nonproject employees; this program does not include project and temporary hires, union, affiliate and limited company employees.
The CEO and their direct reports — down to all business and functional leaders at the senior vice president and vice president levels — undertake formal talent calibration reviews for their direct reports.
Succession plans are created annually for critical leadership roles.
The talent calibration dialogue between leaders, managers and People Business Partners is a group-based talent review that ensures assessments are fairly and impartially considered.
Once these plans have been confirmed, they are agreed with the employee and actioned.
We are committed to the development and learning of our people supported by an integrated talent development matrix that includes technical skills, interpersonal and general workplace skills, and leadership and management skills.
Our talent Center of Excellence (COE) works with KBR business and technical partners and People Business Partners to define training and development needs and to identify resources for learning and development interventions, particularly for job-specific and technical skills training.
As a technically complex, diverse and global company, it’s imperative that job-specific training is developed and implemented within the businesses to ensure our programs are industry leading, relevant, and timely for job performance impact.
We achieve this, in part, by partnering with industry experts, customers and educational institutes to codesign and develop training.
We develop and design real-time, industry-relevant skills interventions for our joint workforce, in partnership with our customers.
Some examples of job-specific skills training and development with our partnerships include: In as part of their "Train to Retain" scheme for job-specific employee training.
The emphasis of the scheme was on learning and applying digital skills as well as increasing awareness of the energy transition and project finance.
The employees received a total of of training in 2021.
Provides career path training to develop system integration skills to an industry standard, particularly for intelligence and defense employee development, and results in a professional certificate.
In partnership with the UK Home Office, this training targets specific process knowledge and competencies used in the contact center environment for classroom and on-the-job learning interventions and recurring Annual Business Continuity and Disaster Recovery Training.
Johnson Space Center, this job-specific training focuses on recognizing counterfeit parts and knowing the risks associated with procurement/supply chain, identifying/inspecting, and implementation of counterfeit parts in the build of spaceflight hardware.
CASE STUDY KBR welcomed postgraduate engineering trainees to its Gurgaon office.
For a more thorough list of partnerships and training courses please click here.
The training and learning interventions we deploy are systemic and cover universal topics such as health and safety, environmental protection, information security, and our COBC.
They are compulsory and monitored via our cloud-based learning management system.
These training programs apply to all employees, our subsidiaries and affiliated companies worldwide.
In addition to customized training and learning programs developed for individuals, specific jobs, business units and functions, as outlined previously, we provide a catalogue of tens of thousands of learning modules, expert videos, eBooks, audio books and job aids.
The catalogue of learning is organized into learning journeys that target job performance skills in many areas.
These include technology, business management, leadership, project management, health and safety, inclusion and diversity, business analytics, and emotional intelligence.
Learning journeys are available on demand from employee desktops and mobile devices, enabling uninterrupted access to learning.
Our management and leadership programs form part of our comprehensive succession planning and development procedures and cover multiple levels: ■ This intensive, candidates for future executive leadership and is key to our succession planning.
■ Includes (inclusion and diversity, and communication, and (2) a strategic business project and presentation to the KBR executive leadership team.
■ This six-month program increases leaders' capability to develop a highly engaged and empowered workforce.
The program helps participants gain confidence in developing their own teams.
■ Developed in conjunction with Development Dimensions, Inc. (DDI) and Percipio, this program aligns with our MEP and GLDP programs.
■ Equips attendees with both a management skill set and a leadership mindset, ensuring consistency across the organization covering multiple levels.
■ This of experience who are candidates for taking on greater leadership responsibilities, and makes up part of our succession planning.
■ Includes an online leadership assessment simulation and several classroom sessions on operational execution, coaching performance, inclusion and diversity, and communication.
The capstone event focuses on presentation of a business case to executives.
■ As an addition to these corporate level programs, each of our business units are responsible for developing their discrete management and leadership initiatives to suit their own businesses.
We are committed to developing the next generation of engineers, scientists and technologists.
To do this we partner with universities, colleges and educational institutions to offer a range of internships, fellowships and apprenticeships to correspond with strategic requirements for new and diverse talent throughout the businesses.
Our apprentice, intern and trainee programs are codesigned with industry and educational organizations to ensure they are targeted and job-specific, and that they are developing the industry-leading technical skills required for the business.
For a more thorough list of partnerships and training courses, please click here.
As part of our Australian Reconciliation Action Plan, we have three interns particapting in CareerTrackers and one cadetship through our mentoring partner group Nerdu Badji.
CareerTrackers supports indigenous students from their last year at school throughout university, linking them with employers for paid, multiyear internships.
Students are matched based on their career aspirations and degrees.
Within three months of graduation, interns are full-time employees in their fields.
Nerd Badji was created to inspire, encourage and empower those from disavantaged backgrounds to create better life opportunities, with a focus on helping indigneous students.
The Patti Grace Smith Fellowship is a work experience, leadership training, and mentorship program for Black and African American undergraduate students.
The program exists to provide an effective pathway into successful aerospace careers and future aerospace industry leadership.
It also aims to drive meaningful change in aerospace by addressing racial and ethnic diversity, equity and inclusion.
The program fosters KBR's culture of innovation and technical knowledge-sharing and provides a distinct career opportunity for top science, technology and engineering experts.
The program is meant to expand capabilities, fuel collaboration across diverse disciplines, and help attract, mentor, and inspire the next generation of talent to join our team of teams.
The KBR Technical Journal is an annual publication that features papers authored or co-authored by our employees.
The journal exemplifies the ingenuity of our people and makes the groundbreaking research publicly available for widespread citation.
Example areas of research include energy transition, sustainability, autonomous systems, life science, machine learning and nextgeneration asset management.
Authors include some of KBR’s patent inventors and nationally recognized technical experts.
In of Excellence (COE) to connect technical experts across the globe in forums that focus on a wide range of areas, including data science and analytics, digital engineering, cybersecurity, human performance and training, sustainability, and energy transition.
As well as helping people grow, these collaborations foster innovation for solving real-world problems.
Our professional and technical learning is also supported by IMPACT, our early career ERG, which sponsors global learnings such as KBR Vision Series webinars, where senior leaders engage with up-and-coming professionals to feed their curiosity, drive and motivation.
At the same time, the webinars provide an opportunity for leaders to learn from young professionals with fresh ideas and new perspectives.
To help attract and retain the future’s best and brightest talent, we offer compelling reward packages for diverse populations across the globe.
While our benefits programs vary from region to region, the principle of providing comprehensive and competitive benefits to support our employees’ health, prosperity and well-being is consistent across the organization.
This benefit helps all employees reach their financial goals and plan for the future through an online educational portal and live and recorded webinars.
One-on-one consultations with a financial adviser are also offered to our U.S. employees.
This benefit provides employees with the opportunity to purchase KBR common stock at a discount through payroll deductions during two enrollment periods each year.
We currently offer this to employees in Australia, Canada, the United Kingdom and the United States.
* We offer this program in the U.S., UK, Asia-Pacific and South Africa regions with certain exceptions, such as those represented by bargaining agreements or where prohibited by law.
CASE STUDY Our president and CEO Stuart Bradie recently presented Kieran Gunniss, Mia Davies and Harry Wilkinson with a ONE KBR Award for going above and beyond to deliver our sustainability education program, KBR One Ocean, to two local UK schools in 2021 despite challenges due to COVID-19.
The three, dubbed One Ocean’s tremendous trio, worked as a team to teach students about the ocean and environmental sustainability and successfully maintained strong, positive relationships with the schools and their students.
Kieran and Mia both joined KBR and the One Ocean team while pandemic restrictions were at their peak.
With Harry’s experience from the previous year and their combined determination and ingenuity, the team adapted the program to be virtual.
Curriculum included engaging and interactive lessons based on STEAM fields, and covered topics such as biomimicry, ocean gyres, and climate and the ocean.
AWARD The ONE KBR Award Program is designed to recognize and reward individuals or teams whose performance is outstanding, who go above and beyond for the benefit of the company, and who consistently demonstrate our ONE KBR Values.
As we strive to be an inclusive and globally diverse employer of choice, it’s important that we stay closely attuned to our people’s feedback and act accordingly.
Since an opportunity for employees to give detailed anonymous feedback.
Our executive leadership team reviews the anonymous results and feedback and, along with senior management, are accountable for improving employee satisfaction and engagement based on this analysis.
of participants believe 81% of participants believe 79% of participants believe 78% of participants believe 82% of participants believe took part in the annual survey.
a company. of participants believe say they’re able to to delivering high-quality products, services and solutions for our customers.
We are committed to listening to our employees and addressing their concerns and grievances.
Formal escalation procedures on how to raise these concerns and grievances are provided on our intranet and in employees' onboarding materials.
We have a dedicated Dispute Resolution Program (DRP) that offers flexible options for airing and settling every kind of workplace conflict while maintaining strict adherence to confidentiality and neutrality.
The DRP is open to all employees and helps resolve disputes ranging from minor misunderstandings to violations of legally protected rights.
The goal of the DRP is to resolve disputes quickly and fairly, repair damaged relationships, and foster a better work environment.
Another way employees can report any of their concerns is via the Ethics Hotline.
Mental Fitness and Well-being Building on our commitment to Zero Harm, we aim to create work environments where employees can thrive.
Since our employees work in some of the most demanding and complex situations, there is a deliberate focus on helping safeguard their total well-being and mental fitness, and supporting their peak performance.
This is enhanced by our mental health and well-being ERG, 'OK NoW'.
A key element in our Mental Health and Well-being Strategy is providing our managers with training to inspire and enable them to proactively improve their own and their teams’ mental fitness and well-being.
and teaches them how to respond appropriately and effectively.
Cybersecurity and Data Privacy https://app.convercent.com/en-US/LandingPage/ EMPLOYEE ASSISTANCE PROGRAM Another fundamental source of employee support is through our employee assistance program.
Employees are provided free global access to a suite of resources, including: ■ Counseling sessions in multiple languages ■ Emotional and mental health support via email, text, phone or a proprietary app ■ Mindfulness-based stress-reduction and wellness programs ■ Cognitive behavioral therapy sessions ■ Work-life consu...
WELL-BEING AMBASSADORS The Well-being Ambassador Program is indicative of KBR’s commitment to maintaining positive workplace environments and contributing to our people’s mental fitness.
Through the program, employees are professionally trained to recognize signs of mental health and well-being-related issues and to provide individuals with guidance.
Our Well-being Ambassadors have been trained to: ■ Understand and spot signs of common mental health disorders ■ Administer psychological first aid techniques ■ Conduct a supportive interview to understand how they can help ■ Use mentoring skills to encourage self-help and help-seeking where needed To date, we’ve train...
Each region and individual sites are risk assessed, and the level of provision and the training is tailored accordingly.
CASE STUDY The Preservation of the Force and Family (POTFF) program helps meet the unique physical requirements of the Special Operations Forces through holistic prehabilitative and rapid recovery physical training programs.
These programs were developed and are led by professionals and include focused strength and conditioning, performance nutrition, and sports medicine.
The program also supports POTFF’s Psychological Domain by helping improve the mental and behavioral performance of Special Operating Forces.
Important aspects of this include helping service members cope with stress, improving their and their family’s resilience, increasing the physical and psychological capacity over their careers, decreasing the rate of physical and emotional injuries from all causes, and significantly accelerating return to duty times.

Subsets and Splits

No community queries yet

The top public SQL queries from the community will appear here once available.