The document discusses various organizational and individual initiatives for career planning and development. Organizational initiatives include job posting systems, mentoring activities, career resource centers, managers as career counselors, career development workshops, human resource planning, performance appraisals, and career pathing programs. Individual initiatives are career planning, career awareness, utilizing career resource centers, and analyzing interests, values, and competencies through tools like career interest inventories. The overall purpose is to encourage employees to take responsibility for their own career development and provide them resources to effectively plan their careers.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
what is career?, Career Planning, features of Career Planning, Need of Career planning, career stages by Douglas T. Hall, Organizational career planning by P. Subba Rao, Succession planning, Career Development and Elements of career development.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
what is career?, Career Planning, features of Career Planning, Need of Career planning, career stages by Douglas T. Hall, Organizational career planning by P. Subba Rao, Succession planning, Career Development and Elements of career development.
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/3jrgTCu
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/3jrgTCu
Why Your Competition Is Acquiring and Retaining Top TalentVisier
As unemployment declines, job seekers have the upper-hand in the recruitment process. Organizations are struggling to fill critical roles and at the same time, competition is fierce for top quality candidates. Talent Acquisition leaders are challenged to hire better and faster while ensuring that the right talent lands in the right roles.
In this SlideShare, learn how the following impacts not only the quality of your hire but their tenure in your organization:
- Investing in the candidate experience,
- Finding the right recruiting source,
- Knowing the employee lifecycle, and
- Incorporating diversity in the recruitment process
Integrating Career Paths into Talent Management SystemsSeta Wicaksana
Career paths should be developed with a clear purpose. Without question, a key reason for developing career paths in many organizations is to support the strategic direction of the organization.
Almost every company has an overall vision or mission that serves as a focal point for resource allocation, prioritization, and development strategies. Most organizations also articulate strategic priorities and goals that define the organization’s focus in the near term (i.e., within five years or less).
Typically, senior leaders have overall responsibility and ownership for strategic priorities and goals but, ideally, those priorities and goals are cascaded throughout the organization, and all employees feel a sense of responsibility for helping the organization attain the goals.
Company strategies, visions, priorities, and goals really only gain traction throughout the organization when they are linked to and integrated with “ people systems. ”
Contains information about a career development and explains the steps in the career development process. The employees' and employers' roles in career development process are discussed.
Employee Succession Planning Step by Step.pptxPriyaShama1
Employee Succession Planning Step by Step. This presentation will help you out with all details you need to plan succession planning for your organisation along with case study.
This Slideshare presentation is a partial preview of the full business document. To view and download the full document, please go here:
http://flevy.com/browse/business-document/organizational-excellence-framework-employees-1421
BENEFITS OF DOCUMENT
1. Undertake human resource planning that supports organizational plans
2. Recruit, select, train and develop employees
3. Encourage employees to share suggestions and ideas aimed at improvement
DOCUMENT DESCRIPTION
This is an introductory workshop on employees. It focuses on defining and implementing good employee practices that are covered in the Organizational Excellence Framework (copyright 2010 Dawn Ringrose) publication that integrates global excellence models and provides implementation guidelines for the practitioner. These practices have been validated by over 20 years of research.
The employee practices include: Undertaking human resource planning that supports organization goals and objectives; Recruiting and selecting people for mutual success; Promoting equal opportunity and diversity; Ensuring people understand and commit to the strategic direction and improvement goals; Getting people involved with improvement initiatives; Encouraging employees to share ideas and suggestions; Encouraging employees to be innovative and take risks; Determining the training needs of employees and providing the necessary training; Ensuring employees have adequate compensation and benefits; Rewarding and recognizing strong performance of both individuals and teams; Ensuring a healthy workplace environment and involving people in addressing issues related to health and wellness; Removing barriers to employee effectiveness.
Each practice includes a definition, implementation guidelines and practical examples and may include applicable research findings. The workshop is formatted so that participants learn about best management practices related to the topic and have an opportunity to self-assess against the practices and develop an improvement plan to address gaps.
This workshop is part of a consulting toolkit that includes: the Organizational Excellence Framework publication, scenario games, automated assessments, holistic workshops for micro to large size organizations and modular workshops for each key management area (governance, leadership, planning, customers, employees, work processes, suppliers and partners, resource management, continuous improvement & performance measurement).
Strategic Talent Management_Best Practice Principles and Processes.pdfCharles Cotter, PhD
Strategic Talent Management - Best Practice Principles and Processes, across the S-P-A-R-M-E-D talent management value chain, facilitated by Dr Charles Cotter
Career Paths - Managing Organizations and Their EmployeesSeta Wicaksana
Career Paths is a straightforward guide to strategic talent management, illustrating how to integrate recruitment/selection with training/development. It is highly recommended to human resource and employee development professionals who want to optimize their use of human resources
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
Website Link :
https://skyeresidences.com/
https://skyeresidences.com/about-us/
https://skyeresidences.com/gallery/
https://skyeresidences.com/rooms/
https://skyeresidences.com/near-by-attractions/
https://skyeresidences.com/commute/
https://skyeresidences.com/contact/
https://skyeresidences.com/queen-suite-with-sofa-bed/
https://skyeresidences.com/queen-suite-with-sofa-bed-and-balcony/
https://skyeresidences.com/queen-suite-with-sofa-bed-accessible/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-king-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed-accessible/
#Skye Residences Etobicoke, #Skye Residences Near Toronto Airport, #Skye Residences Toronto, #Skye Hotel Toronto, #Skye Hotel Near Toronto Airport, #Hotel Near Toronto Airport, #Near Toronto Airport Accommodation, #Suites Near Toronto Airport, #Etobicoke Suites Near Airport, #Hotel Near Toronto Pearson International Airport, #Toronto Airport Suite Rentals, #Pearson Airport Hotel Suites
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
2. 2visit: www.exploreHR.org
You can download this brilliant presentation at:
www.exploreHR.org
You can download these
excellent slides at :
www.HR-Management-Slides.com
6. 6visit: www.exploreHR.org
1.Job posting system
• Job posting is an organized process that allows
employees to apply for open positions within the
organization.
• They can respond to announcements and postings
of positions and then be considered along with
external candidates.
7. 7visit: www.exploreHR.org
2. Mentoring activities
• The primary purpose of a mentoring system
is to introduce people to the inner network of
the organization, which may assist them in
their career advancement.
8. 8visit: www.exploreHR.org
• Mentoring systems help clarify the ambiguous
expectations of the organization, provide
objective assessment of the strengths and
weaknesses of new employees, and provide a
sounding board for participants.
2. Mentoring activities
9. 9visit: www.exploreHR.org
• A career resource center returns the
responsibility of career development to the
employee.
• The center offers self-directed, self-paced
learning, and provides resources without
creating dependence on the organization.
3. Career resource centers
10. 10visit: www.exploreHR.org
• Career development works only if employees
accept responsibility for their own careers.
• One of the fundamental goals of career
development is to help facilitate career decision
making, which helps to develop career
exploration and evaluation competencies.
3. Career resource centers
11. 11visit: www.exploreHR.org
• The primary services provided at career resource
centers are : educational information, career
planning, and personal growth, and job-finding
skills.
3. Career resource centers
12. 12visit: www.exploreHR.org
4. Managers as career counselors
• This initiatives bring several unique advantages to the
career counseling role. Managers:
• can make realistic appraisals of organizational
opportunities
• can use information from past performance
evaluation to make realistic suggestions concerning
career planning
• have experienced similar career decisions and can
be empathetic toward the employee
13. 13visit: www.exploreHR.org
5. Career development workshop
• Career development workshop is
designed to encourage employees to
take responsibilities for their careers.
• Employees can reflect on their present
occupation in order to determine their
level of satisfaction.
14. 14visit: www.exploreHR.org
5. Career development workshop
• Thus, workshops and seminars are
excellent vehicle for orienting employees
to career/life planning, a major
component of career development.
15. 15visit: www.exploreHR.org
5. Career development workshop
• Workshops and seminars seeks to address several basic
questions:
• Where are you in your career and your life?
• What are your goals, interests, values, choices, and
skills?
• Where do you want to be in your career in the future?
• What are your career options?
16. 16visit: www.exploreHR.org
5. Career development workshop
• What knowledge and skills do you need to attain your
goals?
• How do you plan to gain knowledge and skills?
• Is your plan realistic? What are the obstacles? What
obstacles are self-imposed?
• What is your commitment to developing your career?
17. 17visit: www.exploreHR.org
6. Human resource planning
and forecasting
• Human resource planning is viewed
process of analyzing an organization's
human resource needs under changing
conditions and developing the activities
necessary to satisfy these needs.
18. 18visit: www.exploreHR.org
6. Human resource planning
and forecasting
• From the analysis of needs, priorities can
be determined and human resources can
be allocated to satisfy existing future
needs through career management.
19. 19visit: www.exploreHR.org
7. Performance
appraisal
• Performance appraisals are a tool HRD
practitioners can use to guide and direct
future growth opportunities for
employees.
• This should aid in the development of a
person's career as well as enhance
communications and understanding.
20. 20visit: www.exploreHR.org
8. Career Path
• Career path is the sequencing of work
experiences, usually different job assignments, in
order to provide employees with the opportunity
to participate in many aspects of a professional
area.
• For example, in order for a salesperson to move
up the ladder to regional manager, it is important
that he or she understand all aspects of the job.
21. 21visit: www.exploreHR.org
8. Career Path
• Therefore, a career path in sales might include a
period of time in sales, account supervision, and
district management.
• By experiencing each of these related but
different occupations, the employee can develop
a better understanding of the broad role of
regional manager.
22. 22visit: www.exploreHR.org
Historical Organizational Behavioral
Past patterns of career
progression; how the
incumbents got where they
are
Paths defined or dictated by
management to meet
operating needs;
progression patterns that fit
prevailing organizational
needs
Paths that are logically
possible based on analysis
of what activities are
actually performed on the
job
Actual paths created by the
past movement of
employees among
management jobs
Paths determined by
prevailing needs for staffing
the organization
Rational paths that could be
followed willingly
Perpetuates the change:
way careers have always
been
Reflects prevailing
management values and
attitudes regarding careers
Calls for change; new
career options
Used as a basis for career
planning
Used as basis for
promotions and transfers
Usually consistent with job
evaluation and pay practices
Used as a basis for career
planning
Basis is informal, traditional Basis is organizational need,
management style,
expediency
Basis is formal analysis and
definition of options
Three Types of Career Path
24. 24visit: www.exploreHR.org
1. Career Planning
• Career planning is the process of setting
individual career objectives and creatively
developing activities that will achieve them.
• Career planning can also be seen as a
personal process, consisting of three criteria:
(1) broad life planning, (2) development
planning, and (3) performance planning
25. 25visit: www.exploreHR.org
1. Career Planning
• The HRD practitioner has an obligation to
encourage as well as provide for the utilization
of career planning on the part of employees.
• Career planning is the employee's counterpart
to the organization's overall human resource
planning activity.
26. 26visit: www.exploreHR.org
2. Career Awareness
• Employees are ultimately responsible for the
development of their own careers.
• Employees control decisions such as whether to
remain in the organization, whether to accept
specific occupational assignments, whether to
perform at acceptable levels, and even whether to
engage in personal growth activities through
training or professional continuing education.
27. 27visit: www.exploreHR.org
• The role of the HRD practitioner is to provide the
means and the information to assist in personal
career decision making.
• HRD practitioners must develop a climate and
culture that is conducive for growth, one that
encourages career development.
2. Career Awareness
28. 28visit: www.exploreHR.org
• Employees, in turn, should take advantage of that
climate and be aware of the important
components of career development.
• They need to construct plans that will enable
them to accomplish their career goals, analyze
potential career areas, and determine if they
possess the skills, competencies, and knowledge
necessary to be considered serious candidates
for such positions.
2. Career Awareness
29. 29visit: www.exploreHR.org
3. Career Resource Center
• Most career resource centers provide occupational
guides, educational references, career planning
guides, and computer programs aimed at assisting
employees in determining their career interests,
values, and competencies.
30. 30visit: www.exploreHR.org
3. Career Resource Center
• These materials increase the effectiveness and
efficiency of career planning and provide
employees with alternative approaches to career
development.
31. 31visit: www.exploreHR.org
4. Interests, Values, and
Competencies Analysis
• The Strong-Campbell Interest Inventories, The
Self-Directed Search, and VISTA (ACT) are
examples of interest inventories designed to
provide employees with important information
about their career interests, values, and
competencies.
32. 32visit: www.exploreHR.org
4. Interests, Values, and
Competencies Analysis
• These tests are easily administered and can
provide the vital baseline data essential in
career planning and career enhancement.
33. 33visit: www.exploreHR.org
Source of Reference/Recommeded Further Reading:
Jerry Gillet and Steven Eggland, Principles of Human
Resource Development, Perseus Books Group.
You can obtain this excellent book at this link :http://www.amazon.com/Principles-Human-Resource-
Development-Gilley/dp/0738206040/ref=pd_bbs_sr_1?ie=UTF8&s=books&qid=1219799658&sr=1-1