How to level up learning and developmentChris Smith
Learn about Redgate's journey so far with learning and development at Redgate. We’ve tried golden tickets, 10% time, down tools weeks, katas and guilds - and still something was missing. We’ll tell you about how our efforts brought us to curating and organising our own product development conference and what happened as a result.
How to level up learning and developmentChris Smith
Learn about Redgate's journey so far with learning and development at Redgate. We’ve tried golden tickets, 10% time, down tools weeks, katas and guilds - and still something was missing. We’ll tell you about how our efforts brought us to curating and organising our own product development conference and what happened as a result.
Is your L&D department perceived as a service provider in the eyes of your CEO, or are you a strategic partner with a seat at the table? In this session, learn about the successful learning and development transformations at two organizations, Reuters and Cargill. See the multiyear plans they executed, the metrics they used to hold themselves accountable, and the millions in savings they delivered by migrating to reusable digital formats. At the end of this session, you’ll be armed with an action plan to lead your own transformation — from service provider to strategic partner.
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
Presenting this set of slides with name - Succession Management Powerpoint Presentation Slides. This complete presentation has a set of thirty slides to show your mastery of the subject. Use this ready-made PowerPoint presentation to present before your internal teams or the audience. All presentation designs in this Succession Management Powerpoint Presentation Slides have been crafted by our team of expert PowerPoint designers using the best of PPT templates, images, data-driven graphs and vector icons. The content has been well-researched by our team of business researchers. The biggest advantage of downloading this deck is that it is fully editable in PowerPoint. You can change the colors, font and text without any hassle to suit your business needs
Is your L&D department perceived as a service provider in the eyes of your CEO, or are you a strategic partner with a seat at the table? In this session, learn about the successful learning and development transformations at two organizations, Reuters and Cargill. See the multiyear plans they executed, the metrics they used to hold themselves accountable, and the millions in savings they delivered by migrating to reusable digital formats. At the end of this session, you’ll be armed with an action plan to lead your own transformation — from service provider to strategic partner.
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
Presenting this set of slides with name - Succession Management Powerpoint Presentation Slides. This complete presentation has a set of thirty slides to show your mastery of the subject. Use this ready-made PowerPoint presentation to present before your internal teams or the audience. All presentation designs in this Succession Management Powerpoint Presentation Slides have been crafted by our team of expert PowerPoint designers using the best of PPT templates, images, data-driven graphs and vector icons. The content has been well-researched by our team of business researchers. The biggest advantage of downloading this deck is that it is fully editable in PowerPoint. You can change the colors, font and text without any hassle to suit your business needs
Introduction to Talent Management department for new members of AIESEC UGM. Expected output of this session is to give a knowledge about each departments in AIESEC UGM, so new members will be able to choose preferred departments they want to join.
Webinar: Talent Management Strategies In The GCC The HR Observer
To view recording: http://youtu.be/FiY2hwoAXsg or watch the video at the end of the slides
For other Informa Webinars: http://www.informa-mea.com/webinars
In this informative webinar, Lesley's upbeat and engaging style will make it very easy for you to gain a wide range of informative and practical information. It will span a broad spectrum of areas within talent management, from trends in talent management regionally and internationally through definitions of 'Talent' to detailed coverage of the specifics of talent attraction and acquisition and finally through to developing and managing talent and landing in talent retention.
Webinar: An Objective Succession Planning ProcessThe HR Observer
To view recording: http://youtu.be/DjAgnmQENXo or watch the video at the end of the slides
For other Informa Webinars: http://www.informa-mea.com/webinars
A high level process map will be the focus of the webinar with Paul Walsh, a leading HR Consultant and Trainer in the region, discussing what steps we need to take to ensure, not only that we get the right succession candidates, but also how we can ensure that the process of selection is open, objective, transparent and fair.
More about the Program:
Succession planning is critical and needs to be at the forefront of any organization that yearns to remain strong and viable in today's society. We will explore succession planning within the organization as we look at the roles of each employee, and determine how vacant and near vacant positions can be filled internally and from external avenues to ensure that the work flow continues.
More about the Presenter:
For fifteen years, Fitzgerald Washington has worked for The Buffalo Rock Company where he served as Corporate Marketing and Sales Director handling the company’s multicultural marketing initiatives before being promoted to General Sales Manager in 2002. As General Sales Manager, Washington was responsible for maximizing brand portfolio for the company’s retail sector. He also developed a hiring and retention process for the company’s Tuscaloosa distribution center. Washington’s experience also includes work in human resource management, marketing strategies, operations management and strategic development.
In 2013, Washington served as Chairman of the Chamber of Commerce of West Alabama, where he helped create the Minority Business Council to foster growth and competitiveness of minority-owned businesses in West Alabama. Other community involvement includes the Druid City Business League, Black Warrior Council Board, BB&T Bank Advisory Board, Board of Visitors for the University of Alabama College of Continuing Studies and DCH Health Systems Foundation Board of Directors.
Governor Bentley also appointed Washington to the Alabama Workforce Council.
Washington, his wife Peggy and two children Karla and Fitzgerald reside in Tuscaloosa.
How do I develop my employees? With this step-by-step plan, you can strategically develop your employees. Discover how to leverage your staff to achieve shared and individual (business) goals. This slide is specifically designed for entrepreneurs, directors, and managers in innovative and dynamic companies.
Developing talent is a key competency for competitive companies. As Customer Success leaders, we have many roles across a growing number of departments we can leverage to engage, challenge, and retain top talent. An ambitious team member starting today as a support agent, can grow over time into a CSM, Account Manager, and then into a manager, without ever leaving the Customer Success organization. We can provide growth and variety if you make talent development into a practice. This presentation shows you one way to hire and retain top Success talent.
Human Resource Planning PowerPoint Presentation Slides SlideTeam
Presenting this set of slides with name - Human Resource Planning Powerpoint Presentation Slides. Enhance your audiences knowledge with this well researched complete deck. Showcase all the important features of the deck with perfect visuals. This deck comprises of total of thirty one slides with each slide explained in detail. Each template comprises of professional diagrams and layouts. Our professional PowerPoint experts have also included icons, graphs and charts for your convenience. All you have to do is DOWNLOAD the deck. Make changes as per the requirement. Yes, these PPT slides are completely customizable. Edit the colour, text and font size. Add or delete the content from the slide. And leave your audience awestruck with the professionally designed Human Resource Planning Powerpoint Presentation Slides complete deck.
2. Member Development Benefits
Focused in Talent Management and members development brings benefits for team
members, team leader and our organization.
Team Leader
• Grows talent
• Increases retention as it encourages
a sense of belonging and career
longevity
• Enables resource planning
• Ensures a supply of talent into key
roles
• Ensures access to Talent across
AIESEC
• Helps overcome challenges with
candidates or skills shortage for key
roles
• Focuses investment in learning
Team Member
• It enables a process of aligning
personal goals and needs with those
of the LC
• Provides a clear short & long term
focus
• Working through development
actions increases chances of success
in achieving aspired AIESEC career
goal
• It encourages continuous learning,
development & flexibility
• Increases motivation and
satisfaction
• Provides a sense of achievement
3. How to Identify the Development based on Performance / Potential
DEVELOP
May be an individual who has recently been
promoted and has not had an opportunity to
demonstrate higher performance.
Focus should be on coaching and a solid
development plan. If an individual has been in
the role for some time, there could be a serious
issue.
STRETCH/DEVELOP
Individual is a valuable asset for the future.
There is still room for maximizing performance
in current role; potential may not fully be
realized yet.
Focus should be on increasing performance
contribution to "high" after which greater
challenge and/or broader scope are likely.
STRETCH / NEW ROLE
Individual has mastered the current role and is
ready (and anticipating) a new challenge.
Next steps are to provide greater scale and/or
scope or a new assignment which will stretch
them in a significant way to provide new skills.
Retention is critical.
OBSERVE
Individual shows some potential but
performance considered low at this time.
Focus should be on reasons for lower
performance and actions to improve
performance. If performance does not
improve, potential should be reassessed and
performance improvement plan put in place.
DEVELOP
Individual has potential for increased
accountabilities and is meeting current
performance expectations.
Development should focus on increasing
performance contribution to "high" with further
assessment of potential growth.
STRETCH/DEVELOP / NEW ROLE
Individual is exceeding performance
expectations and is a good candidate for
growth and development.
Development should focus on closing specific
gaps needed to broaden or to move to the next
level of responsibility.
OBSERVE/EXIT
Individual is not meeting performance
expectations and demonstrates limited
potential.
Focus should be on significant performance
improvement or finding a more suitable role
(internal or external).
OBSERVE
Individual is currently a consistent contributor
but shows limited potential.
Focus should be on maximizing performance
while assessing future potential and/or a more
suitable role. There may need to be a plan for
a successor. In some instances, if
performance declines or individual is a
"blocker", retention may be reviewed.
DEVELOP
Individual is a strong performer but unlikely to
move to a higher level role.
Engaging this individual will be important for
continued motivation and retention. This
individual may be a real value to developing
others.
Potential
LOW
HIGH
HIGHPERFORMANCE
Development&Potential
Performance & Commitment
TMP&TLP Quality Team Leader
Andres Escarraga - andres.escarraga@aiesec.net
Talent Management at AIESEC in Cali
4. Membership Learning & Development Success
The Learning and Development is the primary responsibility of each
member, with the support & encouragement of Team Leaders and
organization
Our members need to:
Be self-managing & drive their career
Keep on learning & self-development
Understand business trends and needs
Ensure their employability
Prepare for competence, not concrete jobs
Build large networks
Think of different career options, not just ladders
How to begin? – Make a Goals Setting!!
TMP&TLP Quality Team Leader
Andres Escarraga - andres.escarraga@aiesec.net
Talent Management at AIESEC in Cali
5. ..is the process aimed at effectively reaching organisational goals
through breaking down the organisational goals into a series of
smaller goals. On member level the team leaders set and track
SMART goals for the area the member is responsible for.
Importance:
• Direction of working is defined
• Measures of success are clear
• Contribution to LC-Performance is
comprehensible
• Motivation is higher
Reaching strategic goals with intense member involvement
Goal Setting and Tracking…
6. • Define measurable goals for the area the
member is responsible for.
• Set goal fitting to LC/team related goals
and members abilities and interests.
• Clarify the contribution of members
work to organisational goals and
MC/LC/team specific intentions.
• Keep the SMART-Principle in mind and set
Specific, Measurable, Attractive, Realistic and
Timeable goals!
How can I do Goal Setting?
Being SMART!
7. TMP&TLP Quality Team Leader
Andres Escarraga - andres.escarraga@aiesec.net
Talent Management at AIESEC in Cali
8. TMP&TLP Quality Team Leader
Andres Escarraga - andres.escarraga@aiesec.net
Talent Management at AIESEC in Cali
9. TMP&TLP Quality Team Leader
Andres Escarraga - andres.escarraga@aiesec.net
Talent Management at AIESEC in Cali
10. How to orientate your members Goals
Organisational goals of AIESEC
International
Strategic goals of MC
Colombia
Strategic goals of
LC Cali
Specific
team goals
Members
Goals
Breaking down
organisational goals
to member level!
TMP&TLP Quality Team Leader
Andres Escarraga - andres.escarraga@aiesec.net
Talent Management at AIESEC in Cali
11. Let’s start this -> Doing your first PDT
Objetivos de las charlas de desarrollo (PDT)
• Analyze strengths and weaknesses of your
members
• Show opportunities in AIESEC according to
members abilities and interests
• Reflection of AIESEC experiences and talk
about Key Learning Points
Supporting the personal development of
your members
TMP&TLP Quality Team Leader
Andres Escarraga - andres.escarraga@aiesec.net
Talent Management at AIESEC in Cali
12. • How long? Talk of about 1,5-2 hours
• When? usually at the beginning of the semester
• Who? e.g. VPs/TL with team members, LCP
with VPs, TM members with newies and
returnees (depends from LC to LC)
• Where? comfortable atmosphere (e.g. café)
• What happens with the documentation? With
consent of the members it goes to the VPTM
and the respective VP
How to do a Personal Development
Talk PDT (Charla de Desarrollo)
TMP&TLP Quality Team Leader
Andres Escarraga - andres.escarraga@aiesec.net
Talent Management at AIESEC in Cali
13. Self-
Awareness
Feedback and
Orientation
Seek & Create
Opportunities
L&D Goals:
Learning and
Career Plans
Etapas de las Charlas de Desarrollo
•There are four steps in the career planning process and key tools used under each:
1 2 3 4
Educational and professional
XPs.
Evaluate past performance.
Personal SWOT, Belblin, DISC
Leadership style test
Favorite Learning Environment
Passions, likes and dislikes
The AIESEC way!: How to
Living @Values
GCM and realize a CAT 360
TMP&TLP Growth
Opportunities
Your L&D goals orientated
with AIESEC Goals
Beginining at right role
according of your interest
and your background,
examine MoFs.
Examine L&D
opportunities: On Job, Near
Job and Training.
Know about LC Goals and
Functional Areas Goals and
LC Plaining
Set your goals oriented to Area
Goals.
Align career options and
development preferences with
Manager/HR
Refine plan after Mgr/HR review
Agree resources
Take action & review progress
Esta información será registrada en la herramienta LearningTracker
Para saber más consulta la guía: Charla de Desarrollo+Herramienta
TMP&TLP Quality Team Leader
Andres Escarraga - andres.escarraga@aiesec.net
Talent Management at AIESEC in Cali