• Save
Pace 2009 People Development
Upcoming SlideShare
Loading in...5
×

Like this? Share it with your network

Share

Pace 2009 People Development

  • 1,645 views
Uploaded on

This presentation was presented at an Education Session at the PACE 2009 Convention by Linnea Blair of Advisors On Target. Information in this presentation was sourced from RAN ONE, Inc. Advisors......

This presentation was presented at an Education Session at the PACE 2009 Convention by Linnea Blair of Advisors On Target. Information in this presentation was sourced from RAN ONE, Inc. Advisors On Target is a RAN ONE Business Advisor.

More in: Business
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
No Downloads

Views

Total Views
1,645
On Slideshare
1,639
From Embeds
6
Number of Embeds
2

Actions

Shares
Downloads
1
Comments
0
Likes
4

Embeds 6

http://www.slideshare.net 4
http://www.linkedin.com 2

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide

Transcript

  • 1. People Development From Recruitment to Retention presented by Advisors On Target PACE 2009
  • 2.  
  • 3. Module 1: Recruitment & Selection
    • Manage recruitment with the same commitment you give to clients
    • Assign responsibility for recruitment to your best people
    • Link recruitment to business plan
    • Commit sufficient time for the process
    • Be professional
  • 4. Recruitment and Selection Process
    • Labor Laws
    • Team Resource Planning
    • Preparing to Recruit
    • Selection Tools
    • Offer of Employment
  • 5. Labor Laws
    • Guidelines for operating in safe bounds with respect to employment laws
  • 6. Team Resource Planning
    • Review the business plan
    • Assess the current team
    • Review succession plan
  • 7. Preparing to Recruit
    • Develop a Role Profile/Job Description
    • Develop a Company Profile – “selling” your company
    • Decide on a recruitment strategy
  • 8. Selection Tools
    • Written application
    • Telephone screening interview
    • Structured interview
    • Assessments of ability, personality, honesty
    • Background checks/drug tests
    • Reference checks
  • 9. Offer of Employment
    • Give a verbal offer
    • Formalize acceptance with a written letter
  • 10. Best Practice Guide
    • Business Plan
    • Budget
    • Job Descriptions
    • Employee Handbook
    • Forms & Letters for each Module
    • Checklists & Procedures for each Module
    • See an example at our booth 924
  • 11. Module 2: Induction
    • Lay the foundation for a high performing team
    • Execute a well-planned orientation process
    • Effectively communicate “the way we do things around here”
  • 12. Benefits to New Team Members
    • Become productive in a short time
    • More likely to stay with the company
    • Feels very good about the company
    • Feels valued within the company
    • Less likely to suffer initial stress and anxiety
    • Feels that they are being helped to succeed
    • Feels that they can utilize their skills and contribute to the company
  • 13. Induction: Process vs. Event
    • Begins with the acceptance of offer of employment and continues through the first days, weeks and even months
    • Contributes to overall integration
    • Helps people to adapt to their role
    • Empowers people to become productive
  • 14. Goals for new recruits
    • Feel welcomed
    • Know where, what and how
    • Understand the company mission and purpose
    • Briefed on policies and procedures
    • Are clear about expectations
    • Know the people they need to know
    • Are able to talk the language of the environment
    • Have a positive perception about the company.
  • 15. Guiding Principles for Induction
    • Confirm a good decision
    • Commitment from existing team
    • Make people feel welcome
    • Ensure understanding
  • 16. Induction Process – Prior to First Day
    • Checklist – Preparing the recruit
    • Checklist – Preparing the office and team
    • Welcome Letter
    • Employee Handbook
    • Checklist – Supplies
    • Announcement to team
  • 17. Induction Process – First Day
    • Checklist – First Day Activities Schedule
    • Checklist – Office & Shop Tour
    • IT Training - Computer, programs, website, databases
    • Shop or Office Equipment Training
  • 18. Induction Process – First Week
    • Checklist – First week activities schedule
    • Technical Training
    • Business Plan review
    • Relevant business management systems
    • Relevant Marketing material
  • 19. Induction Process – First Month
    • Checklist – First month activities schedule
    • Introduce Performance Management System
    • Induction Evaluation
  • 20. Benefit of a good system
    • The more time and effort spent on helping a new team member feel welcome, the more likely it is that they will develop a sense of loyalty and commitment to the company
  • 21. Module 3:Performance Management
    • Relevant to people at all levels in the company
    • Provide a framework which links individual performance to business performance
  • 22. Key Objective
    • Communicating expectations
    • Helping people grow & develop as professionals
    • Delivering the level of service clients demand
  • 23. Performance Management Process
    • Career structures, roles and competencies
    • The Performance Management Process
    • Implementing Performance Management
    • Managing Performance
  • 24. Career structures, roles and competencies
    • Career Structure Model
    • Role/Job Descriptions
    • Competency Model
  • 25. Core Competencies
    • Interpersonal skills
    • Technical skills
    • Customer management skills
    • Selling skills
    • Business sense / Administrative skills
    • Leadership/People development skills
    • Consultative skills
  • 26. Benefits of a Competency Model
    • Objective criteria
    • Focus on quality client service
    • Individual and corporate learning
    • Clear expectations
    • Responsibility for career development
    • Guides career progression
    • Search for new talent
    • Builds capability needed for success
    • Linked to vision and strategy
  • 27. Performance Management Process
    • Assess the current role level of team member against Core Competencies
    • Assess how capable a team member is at performing the tasks within their role.
    • Develop a Personal Plan for each team member
    • Monitor the team member’s performance on a continuing basis to determine if skill level meets expectation for their role
  • 28. Performance Management Process
  • 29. Performance Management Process
    • Role and Competency Self Assessment
    • Personal Learning Log and Personal Plan tools
    • Formal Performance Reviews
    • Assignment Reviews and Performance Reporting
    • Feedback and Coaching
  • 30. Implementing Performance Management
    • Initiate Performance Management
      • Team Briefing
    • Implement Performance Reviews
      • Formal Assessment – annual or bi-annual
      • Project Reviews
  • 31. Managing Performance
    • Identify poor performers
    • Counsel them towards improvement
    • Monitor Progress
    • Give and Receive Feedback
  • 32. Clearly Defined Expectations
    • Career Structure : identifies the key client service roles performed in the business and shows the career progression path
    • Competency Model : describes in detail the knowledge, skills, and abilities needed to perform in a given role.
    • Role Descriptions : describe the primary purpose, tasks, responsibilities, personal qualities, and key performance indicators required for each level in the career structure.
    • Personal Plan : reflects the contribution each team member will make to the overall business plan.
  • 33. What is Poor Performance?
    • Not performing to a standard that is acceptable for someone at a particular level of expertise
    • Demonstrating an unprofessional approach towards clients, managers or team members
    • Continually arriving late to work
    • Excessive absenteeism
  • 34. Performance Counseling
    • Identify and Define Issue
    • State the problem
    • Provide opportunity for response
    • Problem resolution discussion
    • Advise specific changes expected
    • Confirm understanding
    • Set date to review performance
  • 35. Module 4: Career Progression
    • Attract better people
    • Improve employee retention
    • Provide best ROI
    • Capitalize on opportunities
  • 36. Stages of Career Growth
    • Technical Competence
    • Managerial Competence
    • Professional Maturity
  • 37. Career Progression Process
    • Career Path & Professional Development
    • Career Mapping
    • On the job learning
    • Mentoring
    • Role Models
    • Exchanges
  • 38. Module 5: Recognition and Reward
    • Satisfiers and Motivators
    • Culture & Reward
    • Equity & Expectancy
  • 39. Satisfiers and Motivators
    • Satisfiers make work bearable
      • Good money
      • Good working conditions
    • Motivators make work challenging and interesting
      • Interest in the task
    • Motivators drive peak performance
      • Recognition
      • Responsibility
  • 40. Culture & Reward
    • What do leaders pay attention to?
    • What do they measure and reward?
    • Great companies:
      • have systems to the produce lots of winners
      • celebrate winning when it happens
  • 41. Equity & Expectancy
    • Equity – Comparison to others
      • Ratio of outcomes to inputs
      • Perceived fairness
    • Expectancy – Anticipated rewards
      • Opportunity to contribute
      • Opportunity to influence decisions
      • Pay, Variety, Stimulation, Interaction
  • 42. Aims
    • Motivation
    • Cost management
    • Recruitment, utilization and promotion
    • Harmonious employee relationships
    • Retention
    • Legal requirements
    • Equity
    • Marketplace competitiveness
  • 43. Total Reward Package
    • Salary
    • Benefits
    • Learning & Development
    • Culture
  • 44. Recognition and Reward Process
    • Develop a Recognition and Reward Strategy
      • What are you trying to achieve?
      • Support the business objectives
    • Develop a Best Practice Reward Package
      • Pay for performance
      • Provide valued rewards
  • 45. Goals of a Reward Strategy
    • Alignment with vision and strategy
    • Performance based and results driven
    • Encourages desired behaviors & results
    • Team accepts program as fair
    • Promote team retention
    • Build loyalty & commitment
    • Attract new talent
  • 46. Put all the pieces together for a great People Development System
  • 47. Thank you for attending! Please visit us in BOOTH 924
    • Contact Information
    • Linnea Blair
    • Tel 619.291.3700
    • Email [email_address]
    • www.AdvisorsOnTarget.com