This presentation is a blueprint for HR professional in order to define the KRA & KPI for HR Business Process. How to define the metrics to capture data to achieve the results.This presentation will also focus on Balanced Score Card based PMS for HR.
Do you want to improve the engagement and performance of your employees?
Do you want to retain and develop leaders who will take your organisation into the future?
Do you want to help your people take ownership for developing themselves and the organisations?
The Confident Career Conversations Programme will help enable your leaders, mentors and coaches to develop employees careers one conversation at a time. Available as an in-person workshop or an online programme.
How to build a Key Performance Indicator (KPI) - Consider Elevator ManagementAxel Marrocco
What exactly is a KPI. This lesson was developed to help consider how to evaluate the effectiveness of a problem / solution proposal. Elevator Management is used, since it provides a topic almost all can relate with. The focus is not to development an understanding of Critical Success Factors, but to concentrate on elements necessary in constructing a Key Performance Indicator (KPI) of a proposal's effectiveness.
Talent Management In Organization PowerPoint Presentation SlidesSlideTeam
HR personnel can take advantage of the comprehensive and well-structured Talent Management In Organization PowerPoint Presentation Slides. Use this employee PPT template deck to represent the HR managerial processes. Our workforce management PowerPoint presentation includes all the key aspects, such as training and development, performance management, and employee motivation. Consolidate various talent management methodologies with the help of impactful diagrams featured in this staff management PPT theme. Showcase a crisp overview of your talent management plan, and elucidate the recruitment process and sources via personnel planning PowerPoint slideshow. Elucidate the employee feedback form employing a concise tabular format given included in this human resource management PPT layout. Employee feedback questionnaire assists in ascertaining appropriate talent retention strategies. Our presentation facilitates the virtual representation of such strategies. Utilize the HR planning PowerPoint deck to compile guidelines for performance planning, and action plan for employee motivation. So, hit the download icon and begin instant personalization. Our Talent Management In Organization PowerPoint Presentation Slides are topically designed to provide an attractive backdrop to any subject. Use them to look like a presentation pro. https://bit.ly/3pcShim
This presentation is a blueprint for HR professional in order to define the KRA & KPI for HR Business Process. How to define the metrics to capture data to achieve the results.This presentation will also focus on Balanced Score Card based PMS for HR.
Do you want to improve the engagement and performance of your employees?
Do you want to retain and develop leaders who will take your organisation into the future?
Do you want to help your people take ownership for developing themselves and the organisations?
The Confident Career Conversations Programme will help enable your leaders, mentors and coaches to develop employees careers one conversation at a time. Available as an in-person workshop or an online programme.
How to build a Key Performance Indicator (KPI) - Consider Elevator ManagementAxel Marrocco
What exactly is a KPI. This lesson was developed to help consider how to evaluate the effectiveness of a problem / solution proposal. Elevator Management is used, since it provides a topic almost all can relate with. The focus is not to development an understanding of Critical Success Factors, but to concentrate on elements necessary in constructing a Key Performance Indicator (KPI) of a proposal's effectiveness.
Talent Management In Organization PowerPoint Presentation SlidesSlideTeam
HR personnel can take advantage of the comprehensive and well-structured Talent Management In Organization PowerPoint Presentation Slides. Use this employee PPT template deck to represent the HR managerial processes. Our workforce management PowerPoint presentation includes all the key aspects, such as training and development, performance management, and employee motivation. Consolidate various talent management methodologies with the help of impactful diagrams featured in this staff management PPT theme. Showcase a crisp overview of your talent management plan, and elucidate the recruitment process and sources via personnel planning PowerPoint slideshow. Elucidate the employee feedback form employing a concise tabular format given included in this human resource management PPT layout. Employee feedback questionnaire assists in ascertaining appropriate talent retention strategies. Our presentation facilitates the virtual representation of such strategies. Utilize the HR planning PowerPoint deck to compile guidelines for performance planning, and action plan for employee motivation. So, hit the download icon and begin instant personalization. Our Talent Management In Organization PowerPoint Presentation Slides are topically designed to provide an attractive backdrop to any subject. Use them to look like a presentation pro. https://bit.ly/3pcShim
As hospitals and health systems continue managing the transition to delivering greater value to patients and populations in the midst of reimbursement degradation, legal and regulatory changes, industry consolidation, and massive workforce demographic shifts, the role and impact of talent management and succession planning practices have come under greater scrutiny. In order to proactively prepare for the unprecedented departure of executive talent while also developing future leaders to address the many implications of the Affordable Care Act, including much greater pressure to demonstrate the value of healthcare services via clinical quality metrics, many hospital organizations have invested in the development of talent management and succession planning capabilities.
This webinar presents findings and practical applications from the semi-annual Healthcare Talent Management Survey, which provides HR executives and senior management teams with direct evidence of the impact of talent management and succession planning capabilities on hospitals’ financial, workforce, and value-based purchasing performance metrics. Webinar participants will learn a practical framework of best practices across a series of capabilities, including talent assessment, role-based leadership development, and onboarding practices. The webinar will conclude with presentation of several case studies highlighting the execution of talent management and succession planning best capabilities at prominent health systems.
The MT programme has been designed structurally keeping a keen observation of key business concepts, a scope for career progression and a consideration for ambitious candidates that have the determination to excel in their fields. Apart from possessing exceptional analytical and communication skills, the candidates are gauged based on interpersonal skills and their ability to assimilate well in the organisation so that they are ready to face challenges while maintaining a leadership capability.
Empathy Is a Stress Response - Choose Compassion insteadAlex Clapson
Research shows that empathy is a whole-body experience: We mirror each other’s physiology alongside the emotion. Negative states, whether it is pain, anger, or anxiety, create high activation & arousal in the body, so when you empathize with someone stressed, you become stressed, too. This is why so many caregivers experience burnout.
7 tips to help you become a SupercommunicatorAlex Clapson
Supercommunicators are rarely the most dynamic people in the room. They are the normies who are blessed with the ability to make those around them feel truly understood. The benefits aren’t only altruistic. Supercommunicators are scarily good at getting what they want.
As hospitals and health systems continue managing the transition to delivering greater value to patients and populations in the midst of reimbursement degradation, legal and regulatory changes, industry consolidation, and massive workforce demographic shifts, the role and impact of talent management and succession planning practices have come under greater scrutiny. In order to proactively prepare for the unprecedented departure of executive talent while also developing future leaders to address the many implications of the Affordable Care Act, including much greater pressure to demonstrate the value of healthcare services via clinical quality metrics, many hospital organizations have invested in the development of talent management and succession planning capabilities.
This webinar presents findings and practical applications from the semi-annual Healthcare Talent Management Survey, which provides HR executives and senior management teams with direct evidence of the impact of talent management and succession planning capabilities on hospitals’ financial, workforce, and value-based purchasing performance metrics. Webinar participants will learn a practical framework of best practices across a series of capabilities, including talent assessment, role-based leadership development, and onboarding practices. The webinar will conclude with presentation of several case studies highlighting the execution of talent management and succession planning best capabilities at prominent health systems.
The MT programme has been designed structurally keeping a keen observation of key business concepts, a scope for career progression and a consideration for ambitious candidates that have the determination to excel in their fields. Apart from possessing exceptional analytical and communication skills, the candidates are gauged based on interpersonal skills and their ability to assimilate well in the organisation so that they are ready to face challenges while maintaining a leadership capability.
Empathy Is a Stress Response - Choose Compassion insteadAlex Clapson
Research shows that empathy is a whole-body experience: We mirror each other’s physiology alongside the emotion. Negative states, whether it is pain, anger, or anxiety, create high activation & arousal in the body, so when you empathize with someone stressed, you become stressed, too. This is why so many caregivers experience burnout.
7 tips to help you become a SupercommunicatorAlex Clapson
Supercommunicators are rarely the most dynamic people in the room. They are the normies who are blessed with the ability to make those around them feel truly understood. The benefits aren’t only altruistic. Supercommunicators are scarily good at getting what they want.
Why people crave feedback - & why we're afraid to give it.pdfAlex Clapson
We all like to think of ourselves as someone who would give someone constructive feedback, but the study suggests that even in a low-cost situation, most people don’t. People overestimate the negative consequences giving feedback for themselves, as well as underestimate the benefits for the other person.
Microsoft recently reported that in the spring of 2022, the number of videoenabled Teams meetings per week more than doubled globally for the average user
since the start of the pandemic. And there was no evidence of a reversal.
That one question — What did you learn? — changed the way that I view my own missteps — with more compassion & understanding — & how I treat others when they make mistakes. As my experience shows, by making psychological safety a priority, leaders set up their teams for success now & long into the future.
"...A Coach is someone who tells you what you don't want to hear so you can see
what you don't want to see so you can be what you always wanted to be."
Stop Asking for Feedback - Ask for advice insteadAlex Clapson
Advice-giving leads one to think about future actions that the person in need of guidance could take. As such, when asked to give advice, people are more likely to think critically & specifically about strategies the person could use to improve.
Why we need to change the language that we use in relation to allegationsAlex Clapson
The key message is that we ought to stop using the word Disclosure,
unless there has been a Finding of Fact hearing carried out by the court.
We risk all our efforts gathering evidence for proceedings to be
disregarded if we (as expert witnesses) continue to use the incorrect
terminology.
Getting comfortable with discomfort, by Professor David ClutterbuckAlex Clapson
Putting the client in control of their own feelings of comfort or discomfort, by making them transparent and adjustable, can provide the confidence boost that allows them to take tentative steps into greater discomfort.
Trust Recovery in the Team by David Clutterbuck.pdfAlex Clapson
Once trust is broken in a team, it is hard to recover. Yet the requirement to collaborate remains as strongly as ever.
If they learn from the breakdown of that relationship, they become a wiser person, better able to trust and be trusted.
Building Psychological Safety is the key to rebuilding trust.
Why Traditional Parenting Logic Doesnt WorkAlex Clapson
Traditional parenting logic is all about rewards and consequences. Good parents use these methods with their children all the time with excellent results. But, what happens when good people are raising a child that has a significant history of trauma?
This brief article offers some practical approaches.
Action Learning focuses on the experience, feelings, & insights of the individual. Rather than jumping to solve a problem as quickly as possible, Action Learning enables deeper enquiry, & results in deeper understanding.
Why walking through the countryside 'tames' our brainAlex Clapson
Exposure to nature decreases amygdala activity & has beneficial effects on stress-related brain regions. This suggests that walking in the countryside buffers the detrimental effects of city life. And, in turn, it potentially acts as a preventive measure against the development of some mental disorders.
Where companies go wrong with Learning & Development by Steve Glaveski -HBRAlex Clapson
Organizations spent $359 billion globally on training in 2016, but was it worth it?
Not only is most of the training in today’s companies ineffective, but the purpose, timing, & content of training is flawed. Want to see eyes glaze over quicker than you can finish this sentence? Mandate that busy employees attend a training session on “business writing skills”, or “conflict resolution”, or some other such course with little alignment to their needs. Like lean manufacturing & the lean start-up before it, lean learning supports the adaptability that gives organizations a competitive advantage in today’s market. It’s about learning the core of what you need to learn, applying it to real-world situations immediately, receiving immediate feedback & refining your understanding, & then repeating the cycle. To begin practicing lean learning, organizations need to move from measuring credits earned to measuring business outcomes created. Lean learning ensures that employees not only learn the right thing, at the right time, & for the right reasons, but also that they retain what they learn.
Negative Mental States Become Negative Neural Traits, by Debbie HamptonAlex Clapson
“Your brain is like Velcro for negative experiences but Teflon for positive ones.” Even though the negativity bias is great for ensuring survival, it’s lousy at promoting happiness, peace, fulfilling relationships, & long-term physical & mental health.
This brief article shares a method to alter the way in which our brain focuses to much on the negative, to the detriment of the positive.
Feedback is a gift that you give to the recipient. If you think that it matters enough to say something about the way in which someone has behaved, then you should be concerned to see that it is both given & received in the best possible way. If you bear the following four points in mind when giving feedback, then they may help to ensure that your message is effectively delivered.
Free Communication Guide - Top Tips by Emma QuinnAlex Clapson
The key skill in communication in any language is to be equally invested in all the participants, and to truly listen as well as getting your own points across.
This guide includes:
1. Section 1 - How to communicate effectively
2. Section 2 - How to communicate well when working remotely