Leading your talent acquisition team through change | Talent Connect 2016
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Will Leahy, LinkedIn Nick Stannard, LinkedIn This session will detail how talent leaders can use a change management framework to transform their talent acquisition organization into a modern functioning talent acquisition practice. Included in this session we will detail how to build the case to modernize the talent acquisition organization, drive home value with a change management framework, and drive home tips and tricks to help the TA organization change effectively. Results: The results really are the change management framework. Change can be easy in TA and we'll help leaders get to where they need to get to in order to drive change home. Session highlights: Change Management Frameworks. Ways to build the case for change within the TA organization. Large scale examples to takeaway to help understand how the change frameworks are leveraged in TA. Check out the best of Talent Connect: http://bit.ly/2e5ojNe
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What Really Drives Employee Performance
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In Part 2 of this series, we discussed ways to increase engagement in your organization through learning strategies. Providing a variety of learning opportunities for employees is critical, as is having a clearly defined approach to talent development. In a recent survey by the Conference Education Board, 65% percent of millennials stated that the opportunity for personal development was the most influential factor in choosing their current job. As the shifting focus of performance management embraces a forward-looking approach, development opportunities for employees is taking center stage in those discussions.
In the final part of this series, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand will explore specific ways to shift performance discussions toward development, coaching and ways to encourage the career growth of your organization’s employees. Talent management professionals must be ready to have conversations that revolve around building skills and experience, career planning and helping team members network and succeed. Mr. Spake will share case studies and best practices from companies which have embraced employee development not as a trend, but as a talent and performance management priority.Business Performance & Strategic HR
Presented by: Mike Erlin, Managing Director, Australia & New Zealand
Some questions we answer:
Compliance
•Where do the highest risk levels reside & why?
•What are my risks if employees do not finish a course on time?
Succession Planning
•Which employees are ready for a new role?
Career Mobility
•What are possible career paths based on current role and career interests?
Employee Growth
•What is my employee’s potential for new roles & how can I best develop them?
Learning & Development
•What courses drive the most impactful development?
•How can I effectively assign courses & optimise our catalog?
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Change management in a project environment webinar, 5 December 2022
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Monday 5 December 2022
APM Enabling Change Specific Interest Group
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The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/change-management-in-a-project-environment-webinar/
Content description:
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Change management
Importance of successful change management ; Change management principles ; Change management process ; Resistance to change ; ; Building culture for change ; ADKAR Model ; Change management strategies; John P Kotter's change management strategies
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meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
How the number of women of leadership can impact overall gender balance
Gender balance starts at the top
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In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
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Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
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3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
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1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Your Guide To Finding The Perfect Part-Time Job
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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Leading your talent acquisition team through change | Talent Connect 2016
- 2. Nick Stannard Manager, Customer Success, LinkedIn “To improve is to change; to be perfect is to change often.” – Winston Churchill
- 3. Will Leahy Global Performance Consultant, LinkedIn “Everybody has a plan until they get punched in the face” – Mike Tyson
- 4. Today’s agenda • Change management defined • Becoming a “Change Agent” • One simple framework • Theory in practice • Practical application • Q&A
- 6. How did that make you feel?
- 7. Change Management helps: Reduce disruptions to people and business Drive intended behavior What is Change Management? Remove barriers: • How could this fail? • Connect change to the broader mission and vision – WIIFM? Managing change should be about helping your people understand the organizational changes and the value received from transforming the business
- 8. % Of change management efforts fail to achieve target impact
- 9. What is a Change Agent? What do Change Agents do? • Change agents encourage employees to support the transformation in their daily actions, behaviors, and attitudes • Change agents take initiative, remain positive, & employ empathy Why is a change agent important? • Projects require employee commitment for success and leaders • Play a critical role in engaging and protecting employees and gaining employee commitment and buy-in • Who will guide people through the change curve?
- 10. Famous Change Agents – Who Do YOU Relate to?
- 11. Change Journey Across the Transformation Performance Time “The Valley of Despair”
- 12. Change frameworks can be overly complex…
- 13. Navigating Through Change Management 1. Inspire – Get People Excited 2. Educate – Drive Understanding 3. Measure – Track Success with Data 4. Reward – Reinforce Positive Behaviors Manage change and drive adoption in 4 easy steps…
- 14. Theory in Practice Inspire Educate Measure Reward • Have a senior leader kick off the initiative in a town hall meeting • Host a contest for team that comes up with the best change slogan • Connect the change to the mission, vision, & values of the organization • Have a “kick-off day” for the change dedicated to learning and practicing • Post important collateral on an internal micro-site or wiki • Clearly define exactly what success looks like • Define 3 quantifiable measures to asses adoption and progress on goals • Send the top adopter on a weekend vacation • Recognize top adopters during a team meeting and promote them
- 15. Putting the human back in Human Resources Let’s get practical • Define Audience • Create Delivery Schedule • Assign resources and curriculum Solution Analysis • Develop Training Collateral • Design Assessments • Assign Resources Solution Development • Deliver Training • Administer Assessments Delivery • Provide coaching and feedback • Assess needs • Conduct refresher training Evaluation Insert Change Management Sr. Director to host kickoff call Design interactive learning day with small groups Report out on goal attainment individually and as a group Celebrate success and deliver results Inspire Educate Measure Reward
- 16. Change Across the Transformation Performance Time “The valley of despair”
- 17. ©2015 LinkedIn Corporation. All Rights Reserved.