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This document describes a 9-box grid performance management model. The grid plots employees on two axes, potential and performance, to categorize them into 9 boxes ranging from low to high potential and performance. It lists the actions recommended for employees in each box, such as accelerate development, provide coaching or corrective action, and motivate or reward strong performers. Potential benefits are that it provides a consistent approach to identify performers and successors, while drawbacks include some subjectivity and potential stress of the process.
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The workforce redeployment is a key element of doing any business. In this way, our expert designers have made this Succession Management PowerPoint Presentation Slides to satisfy all your significant business needs. Our business succession planning presentation slideshow features different slides, for example, succession and career planning overview, manage the ongoing process, employee competency and assessment grid, performance improvement plan, key development practices, development of succession and career plan, succession planning backup summary and so on. Progression management is very important for employees or business professionals, so they can gradually move towards success. This succession planning in HRM PPT format can aid and guide the onlookers to understand the topic clearly. Download this career development PPT layout to showcase different steps involved to reach the set goals. This succession assessment Presentation can make your presentation a success. Our Succession Management Powerpoint Presentation Slides give good value for money. They also have respect for the value of your time. https://bit.ly/3h5iNbJ
Training and Development PPT 2.pptx
This document discusses training and development in an organization. It defines training as modifying behavior through learning to address present needs, while development addresses future needs and career growth. Training ensures effective daily operations, while development helps the organization survive by developing all ranks.
The document outlines the nature of training and development as imparting skills to employees to improve current and future performance through learning, attitudes, skills and knowledge. It also discusses assessing training needs based on performance deficiencies. Some key aspects covered include the purpose of training, advantages, disadvantages, a framework for human resource development processes, and an example of competency mapping.
Human Resource Planning PowerPoint Presentation Slides
Presenting this set of slides with name - Human Resource Planning Powerpoint Presentation Slides. Enhance your audiences knowledge with this well researched complete deck. Showcase all the important features of the deck with perfect visuals. This deck comprises of total of thirty one slides with each slide explained in detail. Each template comprises of professional diagrams and layouts. Our professional PowerPoint experts have also included icons, graphs and charts for your convenience. All you have to do is DOWNLOAD the deck. Make changes as per the requirement. Yes, these PPT slides are completely customizable. Edit the colour, text and font size. Add or delete the content from the slide. And leave your audience awestruck with the professionally designed Human Resource Planning Powerpoint Presentation Slides complete deck.
Performance appraisal
The document discusses various methods of performance appraisal used to evaluate employees. It describes past-oriented methods like rating scales, checklist methods and forced choice methods. Future-oriented methods discussed include management by objectives, psychological appraisal, assessment centers, and 360-degree feedback. Key factors measured in performance appraisals are listed as job knowledge, quality and quantity of work, initiative, and dependability. The purposes of performance appraisal are identified as communication of performance, training and development, and determining effectiveness of HR programs.
Performance appraisal
The document discusses various methods of performance appraisal used to evaluate employees. It describes past-oriented methods like rating scales, checklists, forced choice, and forced distribution that evaluate past performance. Future-oriented methods discussed include management by objectives, psychological appraisal, assessment centers, and 360-degree feedback that focus on future potential and development. A variety of factors are measured in performance appraisals like job knowledge, quality and quantity of work, and several advantages and disadvantages are provided for each appraisal method.
Performance appraisal cartoon
This document discusses performance appraisals and provides information about different performance appraisal methods. It begins by outlining some of the advantages of tying employee pay to performance reviews, such as increasing competition and motivation. It then describes several specific performance appraisal methods: ranking methods, rating scales, checklist methods, critical incidents methods, essay methods, and behaviorally anchored rating scales. Each method is explained and its advantages and disadvantages are listed. The document concludes by providing additional topics and resources related to performance appraisals.
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This document contains summaries of company performance, goals, and HR metrics over various time periods. It includes sections on salary increases, employee turnover, talent hiring and retention, employee survey highlights, goals achievement, and timelines for next quarter. Charts and figures are included to illustrate metrics like compensation breakdown, turnover by level and function, retention challenges, and hiring plan changes.
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This document contains summaries of company performance, goals, and HR metrics over various time periods. It includes sections on salary increases, employee turnover, talent hiring and retention, employee survey highlights, goals achievement, and timelines for next quarter. Charts and figures are included to illustrate metrics like compensation breakdown, turnover by level and function, hiring challenges, and retention strategies.
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Healthy economic development requires properly managing the banking industry of any
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Through the DMAIC approach (Define, Measure, Analyze, Improve, Control), the research identifies low productivity as the primary problem in the Sampling Section, with a PPH (Productivity per head) of only 4.0. Using Lean Management techniques such as 5S, Standardized work, PDCA/Kaizen, KANBAN, and Quick Changeover, the study addresses issues such as pre and post Quick Changeover (QCO) time, improper line balancing, and sudden plan changes.
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09 box
- 1. A B C B 01 02 03 High Medium Low 01 02 03 Reached career potential Not delivering - Counsel/ Termination High Medium Low 09 Box Benchmarking (X-axis & Y-axis) Star performer Accelerate development oppurtunities High Potential Need additional challenges & recognition Demonstrated high potential Need coaching & intervention Promitional Potential Need corrective action Promotion Potential Need Motivation to meet exceed expectations Promotion Potential with Greater scope Strong contributor Operational excellence, Meet expecations -Motivate /Focus Operational excellence, Exceed expecations - Retain, reward, & Develop Performance Potential A C 03 01 03 Pros - Easy to understand and identify the performer - This provide consistence approach. - Plotting employees within the grid, able to fill future leadership positions. - Identify Successors (Replacement Planning) - Develop Successors and identify what training may be needed to bridge gaps and even what employees may need extra help in reaching performance goals. Cons - The process can be stressful and perspectives can sometimes be subjective - Focus on identifying, retaining and promoting high potentials talent.