CareerJoy provides employee life cycle services to help teams reach their full potential, including onboarding, high potential programs, executive coaching, and retirement transition support. They have offices across Canada and offer video/phone services. Their onboarding program helps new employees get up to speed quickly through defining expectations, fostering cultural engagement, effective leadership, skills matching, and goal setting. Executive coaching includes competency coaching, leadership assessments, development planning, and training to improve abilities.
This document provides an overview of career development and implementation at Dexon. It discusses key concepts like understanding career development and assessing employees' skills, interests, and development goals. It outlines a 4-step career development conversation process between employees and managers: preparation, exploration of interests/goals, agreement on a development plan, and regular reviews. Common barriers to career growth like lack of opportunities and supervisor support are also addressed. The presentation provides templates and worksheets to help structure career development conversations and plans. It suggests pilot testing the new career development framework before full deployment.
Talent Retention - By Mr. clement wireduDavids Sowa
The document discusses retaining top talent in organizations. It defines top talent as "A Players" who are smart, innovative, and high-energy. Successful companies identify what fulfills their top performers and meet those needs through training, pay increases, benefits, praise, and career development opportunities. The document also discusses characteristics of effective coaching to develop employees and reasons why top talent may leave like lack of inspiration, career growth, or inconsistent management.
7 Steps to Create a Competency-Based Training Program | Webinar 02.10.16BizLibrary
In this webinar, you will learn a straightforward seven step process any organization can use to implement competency-based training starting today.
www.bizlibrary.com
The document describes the RACE Program which consists of 3 components to help transform careers: 1) Career Coaching with 9 one-on-one sessions, 2) A WSQ Diploma in Leadership and People Management course, and 3) Career Excellence Membership. The program is founded by two leading training companies and provides structured career development, skills training, networking opportunities, and career coaching to help participants achieve career excellence. The document also outlines the program fees and payment plans available for different age groups and citizenships.
The document discusses the importance of employee retention and how it should start from the beginning of the hiring process. It emphasizes that retention begins with making a good initial job offer that promotes the company image and encourages the new hire to join. The onboarding process is also important to help new employees feel welcome and integrated into the workplace from day one. Providing training programs can help boost employee engagement to further support retention goals.
The document discusses retaining top talent in organizations. It defines "A Players" as top performers with high ability who consistently exceed expectations. To retain A Players, companies must identify what motivates them and ensure their needs are met through training, compensation, career growth opportunities, and praise. Regular coaching and feedback are also important to engage and develop top talent. However, many managers are ineffective coaches who fail to make themselves accessible or prioritize employee development. Truly developing top talent requires supercoaches who are supportive, trustworthy, patient, results-oriented, and able to understand an employee's unique strengths and goals.
The document summarizes the agenda for a two-day conference on talent management in challenging economic climates. Day one will include sessions on talent management, HR excellence, recruitment and retention challenges. Day two focuses on training and development alternatives, performance management, and succession planning. The conference aims to help HR professionals understand talent management strategies to support business goals during uncertain economic times. It will feature presentations, case studies, and panel discussions from HR leaders of various companies.
How to Gain and Retain Employees with Training and DevelopmentBizLibrary
In this webinar we’ll discuss 5 best practices with training and development to gain and retain your employees, including:
Develop leadership skills of your managers
Clearly define expectations
Ensure training goals are aligned with company objectives
How to deliver training based on your employees’ preferences
Recognize and reward
www.bizlibrary.com
This document provides an overview of career development and implementation at Dexon. It discusses key concepts like understanding career development and assessing employees' skills, interests, and development goals. It outlines a 4-step career development conversation process between employees and managers: preparation, exploration of interests/goals, agreement on a development plan, and regular reviews. Common barriers to career growth like lack of opportunities and supervisor support are also addressed. The presentation provides templates and worksheets to help structure career development conversations and plans. It suggests pilot testing the new career development framework before full deployment.
Talent Retention - By Mr. clement wireduDavids Sowa
The document discusses retaining top talent in organizations. It defines top talent as "A Players" who are smart, innovative, and high-energy. Successful companies identify what fulfills their top performers and meet those needs through training, pay increases, benefits, praise, and career development opportunities. The document also discusses characteristics of effective coaching to develop employees and reasons why top talent may leave like lack of inspiration, career growth, or inconsistent management.
7 Steps to Create a Competency-Based Training Program | Webinar 02.10.16BizLibrary
In this webinar, you will learn a straightforward seven step process any organization can use to implement competency-based training starting today.
www.bizlibrary.com
The document describes the RACE Program which consists of 3 components to help transform careers: 1) Career Coaching with 9 one-on-one sessions, 2) A WSQ Diploma in Leadership and People Management course, and 3) Career Excellence Membership. The program is founded by two leading training companies and provides structured career development, skills training, networking opportunities, and career coaching to help participants achieve career excellence. The document also outlines the program fees and payment plans available for different age groups and citizenships.
The document discusses the importance of employee retention and how it should start from the beginning of the hiring process. It emphasizes that retention begins with making a good initial job offer that promotes the company image and encourages the new hire to join. The onboarding process is also important to help new employees feel welcome and integrated into the workplace from day one. Providing training programs can help boost employee engagement to further support retention goals.
The document discusses retaining top talent in organizations. It defines "A Players" as top performers with high ability who consistently exceed expectations. To retain A Players, companies must identify what motivates them and ensure their needs are met through training, compensation, career growth opportunities, and praise. Regular coaching and feedback are also important to engage and develop top talent. However, many managers are ineffective coaches who fail to make themselves accessible or prioritize employee development. Truly developing top talent requires supercoaches who are supportive, trustworthy, patient, results-oriented, and able to understand an employee's unique strengths and goals.
The document summarizes the agenda for a two-day conference on talent management in challenging economic climates. Day one will include sessions on talent management, HR excellence, recruitment and retention challenges. Day two focuses on training and development alternatives, performance management, and succession planning. The conference aims to help HR professionals understand talent management strategies to support business goals during uncertain economic times. It will feature presentations, case studies, and panel discussions from HR leaders of various companies.
How to Gain and Retain Employees with Training and DevelopmentBizLibrary
In this webinar we’ll discuss 5 best practices with training and development to gain and retain your employees, including:
Develop leadership skills of your managers
Clearly define expectations
Ensure training goals are aligned with company objectives
How to deliver training based on your employees’ preferences
Recognize and reward
www.bizlibrary.com
This document provides an overview of talent management processes and programs within AIESEC. It discusses talent development programs including managing the learning environment, leadership development programs, and managing partnerships. It then describes the key talent management processes of talent planning, marketing, selection, induction, goal setting, allocation, training, coaching, tracking, succession planning, performance reviews, and motivation. The document is intended as a guide for local AIESEC chapters on developing and implementing effective talent management systems.
Developing a succession plan is important for retaining top talent and ensuring leadership continuity. Only 1% of companies rate their succession plans as excellent. Succession planning identifies key positions, assesses the competencies and skills required for each role, and develops employees to fill roles when current leaders depart. It is a systematic, ongoing process to retain intellectual capital and encourage advancement, not a one-time event. Tools like talent profiles and a decision matrix can help evaluate employees' performance and potential to identify candidates for development and succession.
This document discusses career management in three parts. It first defines key terms like career, career planning, and development. It then outlines the traditional stages of a career from exploration to decline. Finally, it discusses the roles and responsibilities of individuals, managers, and organizations in career development and planning. The key roles include assessing interests, setting goals, providing feedback and opportunities for growth, and supporting employees' development plans. Overall, the document provides an overview of concepts and best practices for managing careers at both the individual and organizational level.
Re-evaluating Your Organization's Skill Gaps BizLibrary
Many companies have fallen victim to the ominous skills gap – but only because it’s easier to place blame somewhere else than to address the issue head on. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are leading to skill gaps? Has a formal assessment been done to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary in this SHRM webcast to re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently. In this webinar, you will learn:
- The factors that could be contributing to your skill gaps, and how to find and address the root causes
- How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
- How to start uncovering your organization’s skill gaps with a formal assessment
- How to use modern training methods to bridge skill gaps by upskilling your workforce
This document discusses strategies for correlating employee training and development with engagement at a semiconductor company. It outlines an evaluation of current training programs that showed room for improvement. To address this, new training strategies were developed including leadership training for managers, linking training to business strategies, improved operation training for new employees, and team building activities. Challenges to effective training such as resources and management support are also discussed.
The document discusses onboarding and its importance for improving employee retention. It outlines Gallup's 12-month onboarding model and phases: pre-onboarding, corporate onboarding, department onboarding, and post-onboarding. Examples of onboarding programs and processes from five organizations are provided, focusing on ensuring employees understand expectations, have the resources to do their job, can utilize their strengths, and feel supported and invested in their development.
The document discusses good practices for employee retention strategies based on research from the Saratoga Institute. It finds that the top reasons employees leave their jobs are related to lack of career growth opportunities, poor support and respect from supervisors, and low compensation. Effective retention strategies discussed in the document include selecting the right candidates for jobs, providing coaching and feedback, offering career advancement paths, making employees feel valued through recognition programs, reducing work-life imbalance, and inspiring confidence in leadership. Specific company examples are provided that implement tactics like career mapping, regular performance discussions, motivational vouchers, and emphasis on teamwork and communication to boost employee engagement and retention.
How to Gain Leadership Buy-In for Your Training Program BizLibrary
Leadership support is critical to the success of a training program, but many HR departments are challenged in building that bridge and actually gaining the support that is necessary. In this session, Shannon Kluczny and Katie Miller from BizLibrary will look at why leadership buy-in is critical and introduce a 10-step program to make it happen. You’ll walk away with ideas, guides and action plans to implement.
The document discusses coaching and leadership development. It provides an overview of MSBCoach, a business coaching firm, including their mission to empower clients through partnerships. MSBCoach uses a three phase coaching model called I.S.C. to help clients identify challenges, shift mindsets, and create breakthroughs. They offer various programs like individual and team coaching, workshops on topics like customer service and leadership legacy, and a talent retention program. The goal is to partner with clients to improve leadership and business performance.
The document discusses four reasons why leadership training often fails in organizations: 1) Overlooking individual context and assuming a one-size-fits-all approach, 2) Not addressing behavioral change at an individual level, 3) Lacking commitment to change from employees, 4) Failing to properly measure results and track improvements over time. It emphasizes the importance of customizing leadership development to each individual employee and assessing skills development rather than just satisfaction to ensure training success and return on investment.
This document provides guidance on performance management for AIESEC New Zealand entities. It discusses setting key performance indicators and goals to ensure members and teams are progressing toward overall organizational goals. When performance issues arise, the document recommends analyzing root causes, such as skills, leadership, or work environment, and addressing issues through personal or organizational changes. It cautions that performance management should focus on development, not just numbers, and emphasizes regular communication over rigid processes. The goal of performance management is to drive high performance through management and development.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Lezlie Stephens and Erin Boettge from BizLibrary are presenting on competency-based training. BizLibrary helps organizations improve employee learning. The presentation will discuss the relevance of competency-based training in today's workplace and provide a 7 step process for creating a competency-based training program. Key aspects of competency-based training programs include alignment with organizational goals, being employee focused, building on strengths, and improving performance.
The document advertises a two-day Learning & Development Congress taking place in Malaysia on February 23-24, 2016. It provides an overview of the event's agenda, speakers, and topics to be discussed. The event will explore how the L&D function can evolve to better align with business needs and strategies. Speakers will discuss measuring the ROI of L&D, using new tools and platforms for learning, and developing skills for the future workforce. Attendees will learn how top companies structure successful L&D programs. Registration information and rates are provided at the end.
This document discusses strategies for managing one's career over their lifetime. It outlines the typical stages of a career from exploration to decline. It also describes Holland's vocational preference model and provides tips for career success, including finding a mentor, developing skills and networks, supporting one's boss, gaining control of resources, and staying visible. The key strategies emphasized are selecting jobs judiciously, doing good work, presenting the right image, learning power structures, staying mobile between roles and organizations, thinking laterally, and participating in internships.
The document discusses the importance of talent management for companies. A survey found that 85% of CEOs see talent management as important or more important than other priorities, but only a small percentage of leaders spend time managing talent. The document then outlines how Emaar, a global consulting firm, approaches talent management through programs like identifying skills needed, developing leadership abilities, performance reviews, establishing a talent pool, and using mentoring.
The document provides information about the Professional People Development Academy (PPDA), a project management company that provides skills development solutions. It discusses PPDA's project management approach, which includes project planning, recruitment, training delivery, workplace experience, and placement. It also describes PPDA's use of succession planning, appointment of training providers, and management of workplace experience and placement aspects of skills development projects. The document is intended to provide an overview of PPDA's services and project management model for skills development initiatives.
5 Ways to Unlock the Hidden Value in Your Emerging Leaders BizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
- 5 best practices to unlock the hidden value in your emerging leaders
- The business impact of investing in your current talent
- How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
The document describes AIESEC's Team Leader Program (TLP), which provides opportunities for young people to develop entrepreneurial and responsible leadership skills through managing a team for 8-78 weeks. Through the TLP, participants gain practical leadership experience, personal and professional development, and skills development, while also contributing to the development of others and AIESEC's performance. Organizations can partner with AIESEC to support young leader development and access AIESEC's network. The TLP is measured based on time spent leading a team of at least three members or serving on an executive body.
Developing Talent To Increase Business PerformanceMonster
TALENT is the engine of business growth and long-term competitiveness. When the right capabilities are built and leveraged within an organization, results follow. Savvy managers know how to build the capabilities needed to perform today and deliver talent results needed for tomorrow’s business needs.
Talent needs to KNOW what to do, be able to do (CAN do), and WANT to do to in order to achieve organization results.
This Slideshare contains information on:
- How to build talent (the CAN do)
- How to Engage talent (the WANT to do)
- How to deliver an increase in their organization’s business performance
Onboard, Not Overboard: 5 Ways to Accelerate New Hire TrainingBizLibrary
With the economy turning around, many growing companies are starting to recruit talented new employees. That means a lot of first days on the job and a lot of time and money to spend while new employees get up to speed. What if you could lessen the time it takes for an employee to reach his or her full potential?
According to a study by Aberdeen Group, effective on-boarding improves retention rates by 52%, time to productivity by 60% and overall customer satisfaction by 53%.
In this webinar, we’ll discuss five ways to accelerate the time it takes to get a new employee up to speed, which includes:
- Planning ahead
- Integrating company goals and culture
- Outlining expectations, goals and success criteria
- Utilizing technology and online training
- Involving managers
Corporate Training Webinar: Primer to Skill based learning – 5 ways to identi...Allen Partridge
Deciding to use skills can be an important and strategic part of enabling your organization to understand where your bench strength is strong and where you may need to train. Having skills can help to do this but where do you start? Join Dr. Allen Partridge in looking 5 things to consider when implanting skills in your organization and how can this apply to jobs, Learning, engagement, reporting and your LMS.
The document describes a Dale Carnegie Training leadership program for managers. The 7-session, 3 hours per week program helps managers develop skills to handle challenges in today's business world, including adapting to change, innovating, managing processes, and leading employees for success. The training focuses on self-direction, developing people skills, creating and managing processes, effective communication, and balancing outcomes with performance accountability.
This document provides an overview of talent management processes and programs within AIESEC. It discusses talent development programs including managing the learning environment, leadership development programs, and managing partnerships. It then describes the key talent management processes of talent planning, marketing, selection, induction, goal setting, allocation, training, coaching, tracking, succession planning, performance reviews, and motivation. The document is intended as a guide for local AIESEC chapters on developing and implementing effective talent management systems.
Developing a succession plan is important for retaining top talent and ensuring leadership continuity. Only 1% of companies rate their succession plans as excellent. Succession planning identifies key positions, assesses the competencies and skills required for each role, and develops employees to fill roles when current leaders depart. It is a systematic, ongoing process to retain intellectual capital and encourage advancement, not a one-time event. Tools like talent profiles and a decision matrix can help evaluate employees' performance and potential to identify candidates for development and succession.
This document discusses career management in three parts. It first defines key terms like career, career planning, and development. It then outlines the traditional stages of a career from exploration to decline. Finally, it discusses the roles and responsibilities of individuals, managers, and organizations in career development and planning. The key roles include assessing interests, setting goals, providing feedback and opportunities for growth, and supporting employees' development plans. Overall, the document provides an overview of concepts and best practices for managing careers at both the individual and organizational level.
Re-evaluating Your Organization's Skill Gaps BizLibrary
Many companies have fallen victim to the ominous skills gap – but only because it’s easier to place blame somewhere else than to address the issue head on. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are leading to skill gaps? Has a formal assessment been done to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary in this SHRM webcast to re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently. In this webinar, you will learn:
- The factors that could be contributing to your skill gaps, and how to find and address the root causes
- How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
- How to start uncovering your organization’s skill gaps with a formal assessment
- How to use modern training methods to bridge skill gaps by upskilling your workforce
This document discusses strategies for correlating employee training and development with engagement at a semiconductor company. It outlines an evaluation of current training programs that showed room for improvement. To address this, new training strategies were developed including leadership training for managers, linking training to business strategies, improved operation training for new employees, and team building activities. Challenges to effective training such as resources and management support are also discussed.
The document discusses onboarding and its importance for improving employee retention. It outlines Gallup's 12-month onboarding model and phases: pre-onboarding, corporate onboarding, department onboarding, and post-onboarding. Examples of onboarding programs and processes from five organizations are provided, focusing on ensuring employees understand expectations, have the resources to do their job, can utilize their strengths, and feel supported and invested in their development.
The document discusses good practices for employee retention strategies based on research from the Saratoga Institute. It finds that the top reasons employees leave their jobs are related to lack of career growth opportunities, poor support and respect from supervisors, and low compensation. Effective retention strategies discussed in the document include selecting the right candidates for jobs, providing coaching and feedback, offering career advancement paths, making employees feel valued through recognition programs, reducing work-life imbalance, and inspiring confidence in leadership. Specific company examples are provided that implement tactics like career mapping, regular performance discussions, motivational vouchers, and emphasis on teamwork and communication to boost employee engagement and retention.
How to Gain Leadership Buy-In for Your Training Program BizLibrary
Leadership support is critical to the success of a training program, but many HR departments are challenged in building that bridge and actually gaining the support that is necessary. In this session, Shannon Kluczny and Katie Miller from BizLibrary will look at why leadership buy-in is critical and introduce a 10-step program to make it happen. You’ll walk away with ideas, guides and action plans to implement.
The document discusses coaching and leadership development. It provides an overview of MSBCoach, a business coaching firm, including their mission to empower clients through partnerships. MSBCoach uses a three phase coaching model called I.S.C. to help clients identify challenges, shift mindsets, and create breakthroughs. They offer various programs like individual and team coaching, workshops on topics like customer service and leadership legacy, and a talent retention program. The goal is to partner with clients to improve leadership and business performance.
The document discusses four reasons why leadership training often fails in organizations: 1) Overlooking individual context and assuming a one-size-fits-all approach, 2) Not addressing behavioral change at an individual level, 3) Lacking commitment to change from employees, 4) Failing to properly measure results and track improvements over time. It emphasizes the importance of customizing leadership development to each individual employee and assessing skills development rather than just satisfaction to ensure training success and return on investment.
This document provides guidance on performance management for AIESEC New Zealand entities. It discusses setting key performance indicators and goals to ensure members and teams are progressing toward overall organizational goals. When performance issues arise, the document recommends analyzing root causes, such as skills, leadership, or work environment, and addressing issues through personal or organizational changes. It cautions that performance management should focus on development, not just numbers, and emphasizes regular communication over rigid processes. The goal of performance management is to drive high performance through management and development.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Lezlie Stephens and Erin Boettge from BizLibrary are presenting on competency-based training. BizLibrary helps organizations improve employee learning. The presentation will discuss the relevance of competency-based training in today's workplace and provide a 7 step process for creating a competency-based training program. Key aspects of competency-based training programs include alignment with organizational goals, being employee focused, building on strengths, and improving performance.
The document advertises a two-day Learning & Development Congress taking place in Malaysia on February 23-24, 2016. It provides an overview of the event's agenda, speakers, and topics to be discussed. The event will explore how the L&D function can evolve to better align with business needs and strategies. Speakers will discuss measuring the ROI of L&D, using new tools and platforms for learning, and developing skills for the future workforce. Attendees will learn how top companies structure successful L&D programs. Registration information and rates are provided at the end.
This document discusses strategies for managing one's career over their lifetime. It outlines the typical stages of a career from exploration to decline. It also describes Holland's vocational preference model and provides tips for career success, including finding a mentor, developing skills and networks, supporting one's boss, gaining control of resources, and staying visible. The key strategies emphasized are selecting jobs judiciously, doing good work, presenting the right image, learning power structures, staying mobile between roles and organizations, thinking laterally, and participating in internships.
The document discusses the importance of talent management for companies. A survey found that 85% of CEOs see talent management as important or more important than other priorities, but only a small percentage of leaders spend time managing talent. The document then outlines how Emaar, a global consulting firm, approaches talent management through programs like identifying skills needed, developing leadership abilities, performance reviews, establishing a talent pool, and using mentoring.
The document provides information about the Professional People Development Academy (PPDA), a project management company that provides skills development solutions. It discusses PPDA's project management approach, which includes project planning, recruitment, training delivery, workplace experience, and placement. It also describes PPDA's use of succession planning, appointment of training providers, and management of workplace experience and placement aspects of skills development projects. The document is intended to provide an overview of PPDA's services and project management model for skills development initiatives.
5 Ways to Unlock the Hidden Value in Your Emerging Leaders BizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
- 5 best practices to unlock the hidden value in your emerging leaders
- The business impact of investing in your current talent
- How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
The document describes AIESEC's Team Leader Program (TLP), which provides opportunities for young people to develop entrepreneurial and responsible leadership skills through managing a team for 8-78 weeks. Through the TLP, participants gain practical leadership experience, personal and professional development, and skills development, while also contributing to the development of others and AIESEC's performance. Organizations can partner with AIESEC to support young leader development and access AIESEC's network. The TLP is measured based on time spent leading a team of at least three members or serving on an executive body.
Developing Talent To Increase Business PerformanceMonster
TALENT is the engine of business growth and long-term competitiveness. When the right capabilities are built and leveraged within an organization, results follow. Savvy managers know how to build the capabilities needed to perform today and deliver talent results needed for tomorrow’s business needs.
Talent needs to KNOW what to do, be able to do (CAN do), and WANT to do to in order to achieve organization results.
This Slideshare contains information on:
- How to build talent (the CAN do)
- How to Engage talent (the WANT to do)
- How to deliver an increase in their organization’s business performance
Onboard, Not Overboard: 5 Ways to Accelerate New Hire TrainingBizLibrary
With the economy turning around, many growing companies are starting to recruit talented new employees. That means a lot of first days on the job and a lot of time and money to spend while new employees get up to speed. What if you could lessen the time it takes for an employee to reach his or her full potential?
According to a study by Aberdeen Group, effective on-boarding improves retention rates by 52%, time to productivity by 60% and overall customer satisfaction by 53%.
In this webinar, we’ll discuss five ways to accelerate the time it takes to get a new employee up to speed, which includes:
- Planning ahead
- Integrating company goals and culture
- Outlining expectations, goals and success criteria
- Utilizing technology and online training
- Involving managers
Corporate Training Webinar: Primer to Skill based learning – 5 ways to identi...Allen Partridge
Deciding to use skills can be an important and strategic part of enabling your organization to understand where your bench strength is strong and where you may need to train. Having skills can help to do this but where do you start? Join Dr. Allen Partridge in looking 5 things to consider when implanting skills in your organization and how can this apply to jobs, Learning, engagement, reporting and your LMS.
The document describes a Dale Carnegie Training leadership program for managers. The 7-session, 3 hours per week program helps managers develop skills to handle challenges in today's business world, including adapting to change, innovating, managing processes, and leading employees for success. The training focuses on self-direction, developing people skills, creating and managing processes, effective communication, and balancing outcomes with performance accountability.
Quantum Leap Performance Solutions is a specialized learning solutions partner that has worked with over 75 corporate organizations over the last 5 years. It provides various training programs focused on leadership development, soft skills, functional excellence and assessments to help organizations achieve excellence and growth. Some of its programs include SERVE for managerial competency enhancement, ABC for people management, and functional programs in sales, customer support, HR and more. It has offices in Bangalore and Gurgaon and a network of experts across India.
The document summarizes Think Talent Services' NEWS coaching framework, which is based on over 25 years of international experience. The NEWS model focuses on three generations of coaching: individual development, strategic-level benefits, and the coach's own learning. It uses a compass-based model (N.E.W.S.) addressing direction, motivation, planning/execution, and limitations. Think Talent offers various coaching products and solutions in India applying this framework, including workshops, executive coaching, and organizational coaching culture development. Benefits include a systematic and reproducible navigation process, clear results and roadmaps, and deployment of coaching at large scale.
This 1-day masterclass focuses on coaching and mentoring next-generation consultants to develop talent and retain staff. The class will teach managers how to create growth plans matching skills to needs, ask effective questions, provide constructive feedback, and build developmental networks. It will also cover mentoring millennials, aligning coaching with development plans, goal-setting models, and building trust for feedback. Training uses group activities, simulations, and case studies to develop skills for success beyond traditional KPIs. The facilitator has extensive recruiting experience and qualifications in training and development.
This 1-day masterclass focuses on coaching and mentoring next-generation consultants to develop talent and retain staff. The class will teach managers how to create growth plans matching skills to needs, ask effective questions, provide constructive feedback, and build developmental networks. It will also cover mentoring millennials, aligning coaching with development plans, goal-setting models, and building trust for feedback. Training uses group activities, simulations, and case studies to develop skills for success beyond traditional KPIs. The facilitator has extensive recruiting experience and qualifications in training and development.
This document outlines leadership development programs offered by The Productive Leadership Institute. It discusses the need to develop leaders at all levels of an organization to drive performance. The institute offers four programs focused on personal productivity, personal leadership, strategic leadership, and motivational leadership. Each program involves sessions on key competencies and results in a graduation. Research shows organizations with strong leadership at all levels significantly outperform peers in revenue and profit growth.
Want to boost productivity in your business? Retaining your leadership talent can help you make great in manufacturing. This slideshare has advice for recognising, rewarding, investing in, and inspiring your talent.
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
Webinar: Finding Leaders Within: How To Identify Top Talents and Grow Your Co...TalentView
Uncertain times require strong and effective leadership--even more so during a crisis. There is no “playbook”, no definite timeline and the stakes are high on all fronts: business, customer, employee, family, personal health and more.
So how do you pick and assess your leaders? If you’re responsible for a team, organization or company, what should you do?
What You’ll Learn:
- How to identify leadership potential
- How to measure leadership effectiveness
- What leadership competencies are emerging as critical
Integrating on line learning with strategy and learning infrastructure coven...BizLibrary
The document discusses a new leadership development program called T.O.O.L. (Taking Ownership of Our Learning) implemented at Covenant HealthCare. The program aims to shift ownership of leadership development to individual leaders and provide tools and support from the organization. It includes assessments of cognitive/technical skills and emotional intelligence, online learning modules, group sessions, coaching, and learning teams. The goals are for leaders to build skills in areas like setting direction, decision making, emotional self-awareness, and continuous learning to strengthen leadership abilities at Covenant HealthCare.
This document announces a two-day event on leadership succession management and talent development. The event will include workshops and presentations on topics such as conducting a situational analysis, workforce planning, succession program creation, training and talent management synchronization, mentoring relationships, talent reviews, leadership development strategies, skills for today's economy, and transformational leadership cultivation. Speakers will include consultants and representatives from various organizations. Attendees will include professionals from HR, organizational development, succession planning, training and related fields.
A project report on training and development in sahara indiaProjects Kart
The document discusses training and development in organizations. It covers key topics like the importance of training, models of training, the training process, and training evaluation. Specifically, it outlines the systems model, instructional systems development model, and transitional model of training. It also describes the typical phases of training including needs analysis, design, implementation, and evaluation. Overall, the document provides an overview of training concepts and frameworks.
1) LeAP is a leadership accelerator program that aims to develop the mindset, self-awareness, and leadership behaviors of high performers through experiential learning opportunities, coaching, and customized reports.
2) The program addresses issues that new managers and leaders face such as high expectations, pressure to perform, and the need to motivate complex teams in a diverse workforce.
3) LeAP uses a proprietary assessment tool, multi-source feedback, workshops, and ongoing coaching to help more than 500 Indian professionals successfully transition to new leadership roles.
How Skill Based Learning Drives Organizational PerformanceAllen Partridge
Training and learning organizations today play an active role in contributing to the bottom line of any organization by aligning their objectives to the immediate business objectives. This provides a solid ground for cost justification and encourages businesses to place training groups right where they should be, at the heart of a growing, thriving, learning culture. These are the keys to innovation and long term sustainability – and it is both an opportunity for trainers and learning developers to play a more significant role in the health and life of a business, and an opportunity for businesses to better leverage their personnel.
Professional Development (PD) is quite simply a means of supporting people in the workplace to understand more about the environment in which they work, the job they do and how to do it better. It is an ongoing process throughout our working lives.
PD opportunities provide a means whereby we can keep in sync the changes, broaden our skills and be more effective in our work.
This document describes three engagement and workshop packages offered by Emergenetics to help organizations improve team performance. The first is a three-quarter day workshop that uses assessments to help participants understand their individual strengths and how they can contribute to a more collaborative team. The second involves ongoing leadership coaching over 9-12 months to help leaders enhance their skills and performance. The third is a four module "Leadership Launch Kit" designed to quickly develop technologist and young leaders into impactful leaders through assessments and experiential activities.
Barkathullah Khan - ITA (International Trainer's Academy) USA Certified Master Trainer bring in a New and Unique Training Programs for Working Professionals.
Where Ideas and Creativity meet with Excellence.
2. CareerJoy Employee Life Cycle How Our Team Can Help Your Team Reach Their Full Potential Retirement Transition Outplacement Executive Coaching Onboarding New Hire High Potential In Boarding Page 2
22. Key Competencies Podcasts – in the comfort of their car, home or morning jog, listening to CareerJoy Podcasts on the Key Competency areas of Values and Ethics, Innovation through analysis and ideas, Engagement, and Excellence. Page 9
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24. Leadership Competency Assessment to examine passions, values, ecosystems and lifestyle to identify core competencies, strengths and weaknesses and demonstrate these within the goal of effective leadership
25. Leadership Development Plan. To establish concrete goals for personal development, identify areas of improvement in skills and abilities, and focus on the development of the government’s key competencies
26. Leadership Abilities and Competency Profile offering training and tools based on the results of the Leadership Abilities and Competency AssessmentsPage 10
33. 17 5 Reasons to Choose Our Firm Reputation: Exclusive provider of career services to alumni of Queens University, Carleton University etc. Alan is one of Canada’s top media commentator on Careers. Career experts to Workopolis. Process: A proven, sophisticated and easy to use methodology. We combine the best set of research, tools, Podcasts, books and coaching to identify the right solution for you. People: Our trained coaching team combines a unique blend of backgrounds, education and experience with careers. We take our work seriously but not ourselves. Personalized & Flexible: Not a cookie cutter approach. We work 1-1 with you from scheduling, to understanding your unique needs and situation. We also work coast to coast with clients. Results: Time and time again our clients end up in a better career situation with their commitment to change and our support & encouragement.
34. 18 Thank You KevinB@CareerJoy.com 613.614.2420 1.877.256.2569 Linkedin.com|KevinBarwin twitter/kbarwin