Talent Mobility Model at the National Level: A Case Study of Industrial Techn...Songphon Munkongsujarit
This is a presentation of my academic paper of the same title at PICMET 2014 conference in Kanazawa, Japan. The slide explains the pilot model of "Talent Mobility" scheme in Thailand.
Career management, much like performance management, is undergoing a transformation. At one time, both were distinct, separate activities a part from the regular rhythm of the business; now they’re becoming a part of an organization’s ongoing practices.
A number of drivers are causing companies to re-think their approach and enable greater internal talent mobility:
To win the war for talent, employees are a critical asset to retain
To maintain a competitive market position, cost containment and nimbleness are critical and can both be achieved through increased retention rates
To motivate and engage employees in today’s flattened corporate hierarchies, it is important to show them a future path
Responding to the strategic motivators above requires a collaborative and integrated approach that aligns the career aspirations of employees with the company’s strategic needs.
In this webinar, we will share how to:
Create a formula for talent mobility within your company
Make mobility work, using a practical case study example as a guide
Enable career management within your talent management system
Talent Mobility Model at the National Level: A Case Study of Industrial Techn...Songphon Munkongsujarit
This is a presentation of my academic paper of the same title at PICMET 2014 conference in Kanazawa, Japan. The slide explains the pilot model of "Talent Mobility" scheme in Thailand.
Career management, much like performance management, is undergoing a transformation. At one time, both were distinct, separate activities a part from the regular rhythm of the business; now they’re becoming a part of an organization’s ongoing practices.
A number of drivers are causing companies to re-think their approach and enable greater internal talent mobility:
To win the war for talent, employees are a critical asset to retain
To maintain a competitive market position, cost containment and nimbleness are critical and can both be achieved through increased retention rates
To motivate and engage employees in today’s flattened corporate hierarchies, it is important to show them a future path
Responding to the strategic motivators above requires a collaborative and integrated approach that aligns the career aspirations of employees with the company’s strategic needs.
In this webinar, we will share how to:
Create a formula for talent mobility within your company
Make mobility work, using a practical case study example as a guide
Enable career management within your talent management system
Talent mobility (mit careerloft am Goethe Institut Barcelona)careerloft
Talent Mobility within the EU!
Wir von careerloft waren beim Goethe Institut in Barcelona vor Ort und haben an verschiedenen Workshops teilgenommen. Übrigens: Ein Dutzend careerloft-Mitglieder hatten wir auch im Gepäck. Was für eine Erfahrung :)
http://bit.ly/1fFq1yl
Strategic Talent Mobility: Connecting Personal Potential to Organizational Go...Taleo Research
Talent mobility is the ability to rapidly and strategically move people from role to role and function to function as business needs change. This presentation provides the results of research from the UK and Australia by Taleo Research on the benefits and challenges organisations face in pursuing proactive talent mobility, and the role that strong talent intelligence can play.
Agility & Talent Mobility how to enable business strategy with modern perform...Human Capital Media
In recent years, newspaper headlines have been littered with the names of companies that needed to change quickly but failed. People, and their inability to anticipate change and respond effectively, were often at the heart of those failures. In this webcast, Stacia Garr will discuss how performance management can be used by HR leaders to enable managers and employees to make critical decisions about talent and to increase the organization’s and individual employees’ agility. Listeners will have the opportunity to come away with a better understanding of:
How job profiles and competencies can enable leaders to quickly align people when business goals change
How performance management and continuous feedback can help keep employees focused on the right work
How continuous learning and development can help employees anticipate future changes and respond efficiently and effectively
Talent Mobility: The Key to Engagement, Retention, and PerformanceBen Eubanks
Talent mobility is the practice of leveraging internal talent for projects and other long-term work instead of seeking external talent. This presentation includes case studies from companies such as Hootsuite, Tata Consultancy Services, World Bank Group, and Chipotle.
Global mobility map, download to http://www.pwc.com/gx/en/managing-tomorrows-people/future-of-work/global-mobility-map.jhtml?WT.mc_id=webtile_04-2010_pwccom-sitewide-promo_gx-mobility
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
Talent mobility (mit careerloft am Goethe Institut Barcelona)careerloft
Talent Mobility within the EU!
Wir von careerloft waren beim Goethe Institut in Barcelona vor Ort und haben an verschiedenen Workshops teilgenommen. Übrigens: Ein Dutzend careerloft-Mitglieder hatten wir auch im Gepäck. Was für eine Erfahrung :)
http://bit.ly/1fFq1yl
Strategic Talent Mobility: Connecting Personal Potential to Organizational Go...Taleo Research
Talent mobility is the ability to rapidly and strategically move people from role to role and function to function as business needs change. This presentation provides the results of research from the UK and Australia by Taleo Research on the benefits and challenges organisations face in pursuing proactive talent mobility, and the role that strong talent intelligence can play.
Agility & Talent Mobility how to enable business strategy with modern perform...Human Capital Media
In recent years, newspaper headlines have been littered with the names of companies that needed to change quickly but failed. People, and their inability to anticipate change and respond effectively, were often at the heart of those failures. In this webcast, Stacia Garr will discuss how performance management can be used by HR leaders to enable managers and employees to make critical decisions about talent and to increase the organization’s and individual employees’ agility. Listeners will have the opportunity to come away with a better understanding of:
How job profiles and competencies can enable leaders to quickly align people when business goals change
How performance management and continuous feedback can help keep employees focused on the right work
How continuous learning and development can help employees anticipate future changes and respond efficiently and effectively
Talent Mobility: The Key to Engagement, Retention, and PerformanceBen Eubanks
Talent mobility is the practice of leveraging internal talent for projects and other long-term work instead of seeking external talent. This presentation includes case studies from companies such as Hootsuite, Tata Consultancy Services, World Bank Group, and Chipotle.
Global mobility map, download to http://www.pwc.com/gx/en/managing-tomorrows-people/future-of-work/global-mobility-map.jhtml?WT.mc_id=webtile_04-2010_pwccom-sitewide-promo_gx-mobility
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
1. CASE V-I Intel Centrino in 2007 : A New " Platform " Strategy for Growth
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29. N otebook m arket t rends ( driven by mobile msa ) 4 Vectors of Mobility 1. การทำงาน (Performance) ยังคงเป็นเกณฑ์การเลือกซื้ออันดับแรก 2. อายุของแบตเตอรี่คือการปรับปรุงอันดับหนึ่งที่ได้รับการเรียกร้องสำหรับ Mobile PCs 3. ผู้ใช้ส่วนใหญ่ชอบโน้ตบุ๊กที่เบากว่าและบางกว่า ( > 70% ใน MSA ) 4. การเชื่อมต่อแบบไร้สาย
30. N otebook m arket t rends ( driven by mobile msa ) 1. Best Performance in Form Factor 3. Longer Battery Life 2. Thinner and Lighter 4. Simple, Secure Wireless Connectivity 4 Vectors of Mobility
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