lt meeting discussion deck 081016
•Download as PPTX, PDF•
0 likes•92 views
This document discusses aligning a company's business strategy with its human capital or talent strategy. It emphasizes acquiring and retaining top talent, or "A" players, in order to scale the business successfully. Specific areas that are addressed include employment branding, recruiting top candidates, developing talent programs for retention and career growth, implementing performance management and compensation programs, and ensuring the overall culture and environment supports business objectives and retaining top talent. The goal is to minimize hiring mistakes by strategically acquiring and managing talent to facilitate the company's growth.
Report
Share
Report
Share
Recommended
Presentation on Talent Acquisition in the age of Big Data - SHRM
This webinar discusses talent acquisition in the age of big data. It will provide a brief history of hiring sources and recruitment technology, how candidate behaviors now outpace these technologies, and how big data can help improve conventional techniques. The webinar will be presented by Kanwal Kaul, Senior Director of Global Talent Acquisition at Tata Communications. He has extensive experience in talent acquisition, development, and management across multiple industries. The webinar will also look at how customized sourcing approaches can impact turnover, engagement, and retention.
Grow in HR Career by Kallol
Presentation is all about the various functional roles in Human Resource and to help guide you select an appropriate profile to advance in HR career
Introduction to Human resource management
This document contains a table of contents for a presentation on human resources that includes sections on: the history of human resources; the definition of human resources; the role of human resources; human resources megatrends; human resources divisions; and human resources positions. The presentation was designed and lectured by Karim Ismail.
Talent Acquisition to HR Business Partner
Human Resources domain have evolved many folds over a period of time.
Earlier Talent Acquisition / Recruitment was considered the main objective but with changing economy and businesses, specialised roles have been developed and sub domains have been created within HR. Hence, allowing HR professionals to explore and get specialised.
Additionally with adoption of Artificial Intelligence and high level technology, there are lot of HR process which are becoming automated. It's high time to embrace emerging HR Technology.
Why talent is important – slides by Marius Meyer Rising Star Summit #SABPP
The document discusses the importance of talent management for organizations. It summarizes that talent is a top strategic priority globally and affects companies' ability to implement strategy, capitalize on opportunities, and deliver high quality products and services. It also outlines the objectives of the South African Board of People Practices' talent management standard, which provides a framework to attract, develop, retain, and optimize talent to ensure organizational sustainability. Additionally, it encourages managers to play a proactive role in addressing their organizations' talent needs.
TalentGen-V1 1
TalentGen aims to fill the market gap of maintaining a database of executive profiles across industries that can be searched through keyword searches. This need has arisen due to factors like the emerging Gen Y workforce, commoditization of tech skills, democratization of knowledge, and increasingly lean/agile organizations.
TalentGen's philosophy is to help clients align HR processes to business outcomes through domain expertise and operational excellence. They have a vision supported by their strengths in talent scouting and sustaining client relationships through speed, service, and delight while upholding values of innovation, integrity, commitment and teamwork.
TalentGen offers talent acquisition services across industries and domains for startups, SMEs and large companies
HR as a Profession
This document provides an overview of the field of human resources (HR). It discusses what HR professionals do, including roles like brand ambassadors, business partners, and strategists. It also outlines how the profession is evolving through outsourcing, automation, and digital tools. Key competencies for HR professionals like communication, analytical skills, and business understanding are highlighted. The document recommends degree and certification programs for entering the HR field and lists books to read to learn more about HR. In conclusion, it shares a quote about the importance of HR from former GE CEO Jack Welch.
Career Avenues in HR field
This document provides an overview of career opportunities in human resource management. It discusses the various functions of HR including recruitment and placement, training and development, compensation and benefits administration, employee relations, employee wellness, legal compliance, strategic planning, performance management, policy development, management information systems, organizational development, and factory administration. For each function, it briefly outlines the key responsibilities and some common job roles. The overall message is that HR is a diverse field that involves managing people and organizational culture across many domains.
Recommended
Presentation on Talent Acquisition in the age of Big Data - SHRM
This webinar discusses talent acquisition in the age of big data. It will provide a brief history of hiring sources and recruitment technology, how candidate behaviors now outpace these technologies, and how big data can help improve conventional techniques. The webinar will be presented by Kanwal Kaul, Senior Director of Global Talent Acquisition at Tata Communications. He has extensive experience in talent acquisition, development, and management across multiple industries. The webinar will also look at how customized sourcing approaches can impact turnover, engagement, and retention.
Grow in HR Career by Kallol
Presentation is all about the various functional roles in Human Resource and to help guide you select an appropriate profile to advance in HR career
Introduction to Human resource management
This document contains a table of contents for a presentation on human resources that includes sections on: the history of human resources; the definition of human resources; the role of human resources; human resources megatrends; human resources divisions; and human resources positions. The presentation was designed and lectured by Karim Ismail.
Talent Acquisition to HR Business Partner
Human Resources domain have evolved many folds over a period of time.
Earlier Talent Acquisition / Recruitment was considered the main objective but with changing economy and businesses, specialised roles have been developed and sub domains have been created within HR. Hence, allowing HR professionals to explore and get specialised.
Additionally with adoption of Artificial Intelligence and high level technology, there are lot of HR process which are becoming automated. It's high time to embrace emerging HR Technology.
Why talent is important – slides by Marius Meyer Rising Star Summit #SABPP
The document discusses the importance of talent management for organizations. It summarizes that talent is a top strategic priority globally and affects companies' ability to implement strategy, capitalize on opportunities, and deliver high quality products and services. It also outlines the objectives of the South African Board of People Practices' talent management standard, which provides a framework to attract, develop, retain, and optimize talent to ensure organizational sustainability. Additionally, it encourages managers to play a proactive role in addressing their organizations' talent needs.
TalentGen-V1 1
TalentGen aims to fill the market gap of maintaining a database of executive profiles across industries that can be searched through keyword searches. This need has arisen due to factors like the emerging Gen Y workforce, commoditization of tech skills, democratization of knowledge, and increasingly lean/agile organizations.
TalentGen's philosophy is to help clients align HR processes to business outcomes through domain expertise and operational excellence. They have a vision supported by their strengths in talent scouting and sustaining client relationships through speed, service, and delight while upholding values of innovation, integrity, commitment and teamwork.
TalentGen offers talent acquisition services across industries and domains for startups, SMEs and large companies
HR as a Profession
This document provides an overview of the field of human resources (HR). It discusses what HR professionals do, including roles like brand ambassadors, business partners, and strategists. It also outlines how the profession is evolving through outsourcing, automation, and digital tools. Key competencies for HR professionals like communication, analytical skills, and business understanding are highlighted. The document recommends degree and certification programs for entering the HR field and lists books to read to learn more about HR. In conclusion, it shares a quote about the importance of HR from former GE CEO Jack Welch.
Career Avenues in HR field
This document provides an overview of career opportunities in human resource management. It discusses the various functions of HR including recruitment and placement, training and development, compensation and benefits administration, employee relations, employee wellness, legal compliance, strategic planning, performance management, policy development, management information systems, organizational development, and factory administration. For each function, it briefly outlines the key responsibilities and some common job roles. The overall message is that HR is a diverse field that involves managing people and organizational culture across many domains.
SABPP HR Standards (Marius Meyer) - 4 Nov 2014
1) The document discusses the development of national HR standards in South Africa by SABPP to improve consistency and quality of HR practices.
2) Over the past year, 2000+ HR professionals engaged with SABPP to develop 19 HR standards across areas like strategic HRM, talent management, learning and development.
3) The standards were developed through workshops with 468 HR leaders and aim to professionalize HR and ensure practices, processes and competencies are consistently applied.
Get to know Archer Consulting
Archer Consulting is a consulting firm established in 2006 that aims to help companies and individuals achieve their goals. The firm was named after the bow and arrow, considered the most effective prehistoric weapon. Archer Consulting offers a range of consulting services including business strategy, investment and financial consulting, and human resources management. It helps clients with tasks like business planning, investment opportunities, and employee training needs assessments. The company believes in delivering effective training programs that are evaluated for their impact on knowledge, application, and business results.
Leveraging Internal Mobility and Talent Networks -- Breakout Session at Talen...
Leveraging Internal Mobility and Talent Networks -- Breakout Session at Talen...LinkedIn Talent Solutions
Fireside Chat: Your next hire is right in front of you: leveraging internal mobility and talent networks
Recruiters today have a variety of channels at their fingertips to hire talent. Sometimes this can be overwhelming. According to recent research "internal sources, such as employee referrals, inside hires, walk-ins and a company’s career site, produce almost twice the number of hires as external ones." Why not take a step back and look at the talent you currently have, and invest in them to grow your company? In this fireside chat session, hear how SAP structures its internal mobility programmes for different markets across APAC, and how Australia Post is preparing legacy employees for new roles within the company and beyond.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cNSABPP HR Standards Cape Town 19 November 2014
The document discusses the development of national HR standards in South Africa. It summarizes that over the last year, 468 HR leaders developed 19 HR standards to improve HR practices. The standards cover areas like strategic HRM, talent management, learning and development, and performance management. The creation of standards was supported by various organizations and received international interest. The standards aim to institutionalize best practices in people management and raise the professionalism of the HR field.
Talent Mobility: The Key to Engagement, Retention, and Performance
Talent mobility is the practice of leveraging internal talent for projects and other long-term work instead of seeking external talent. This presentation includes case studies from companies such as Hootsuite, Tata Consultancy Services, World Bank Group, and Chipotle.
CIPD Introduction for level 3 CHRP course
The CIPD is a professional body for HR and people development. It aims to improve practices in these areas to benefit individuals, businesses, economies and society. It does this through several missions - promoting and developing the profession through research and leadership; being a career and capability partner; setting and maintaining standards; and providing thought leadership. Members benefit from professional recognition and standards, access to research and resources, opportunities to influence the field, and local networking and CPD events.
MaGIC Academy - Be A Talent Driven Entrepreneur
MaGIC Academy - Be A Talent Driven Entrepreneur Malaysian Global Innovation and Creativity Centre ( MaGIC)
Culture in an organization is defined by basic assumptions, beliefs, shared values and norms that guide employee behavior. Large enterprises have established processes and structures, while start-ups have flexible and dynamic cultures defined by founding employees and the founder's personality. Large companies and start-ups have different talent needs - large companies seek specific skills while start-ups value agility. Leadership plays an important role in developing and maintaining organizational culture.GCETD Riyadh, Saudi Arabia - Talent Keynote
Jon Ingham keynote on Talent Management at Global Conference and Exhibition on Training & Development, Saudi Arabia, October 2015
Recruiting Pundits Corporate Presentation
Recruiting Pundits was formed in 2005 by individuals wanting to make an impact in the staffing industry. They operate out of Americas, India, and Australia. Their services include research-driven competition analysis and sourcing the best fit candidates. Their recruiting process involves customer analysis, a centralized resource center, and delivering new hires. They conduct most research internally but also utilize industry ties and internet resources. Their goal is to identify the best 2 candidates for each position through a multi-level evaluation process.
Talent managemet 1
This document defines talent management as a set of business practices that manage the planning, acquisition, development, retention and advancement of talent in order to achieve business goals and optimize performance. It includes recruitment, retention, employee development, leadership development, performance management and workforce planning. The goal of talent management is to increase employee satisfaction, productivity, learning effectiveness and service levels while reducing employee turnover and time to ramp up new hires. The document categorizes employees as "Super Keepers", "Keepers", "Solid Citizens" and "Misfits" and discusses metrics and ways to manage talent through changing organization culture, managing succession, selecting talent, attracting talent, retaining talent and recognizing talent.
ATD International Conference Talent Strategy Mapping
ATD ICE 2016 Denver workshop on talent planning, measurement, evaluation and analytics using HCM strategy map and scorecard
SABPP HR Standards Emergence 2014
Slides by Marius Meyer, CEO #SABPP at Global HR Professional event in Joburg @SHRM @EmergenceGrowth @IMP4PEOPLE @APSOZA @SAPayroll
Career Opportunities in Human Resource & Corporate Relations Management
Career Opportunities in Human Resource & Corporate Relations ManagementSchool of Finance and Banking
Career Opportunities in Human Resource & Corporate Relations Management presented by Mrinali Thalgodapitiya Manager – Corporate Communications, Standard Chartered Bank at a public lecture in the School of Finance and Banking – Rwanda’s premier business school
HR (human resources)
The Human Resources department handles various functions related to managing employees including hiring, promotions, compensation, benefits, employee development, and addressing performance or conduct issues. Key responsibilities involve meeting the needs of the organization and its employees by recruiting and retaining qualified staff, establishing fair pay and job classifications, administering health and retirement plans, developing workplace policies, and providing advisory support on employment matters. HR aims to support both the company's operational requirements and the needs of its people.
Data Sheet: Succession@Work
Saba's Succession@Work talent management solution enables organizations to manage succession planning, career development, and retention for all employees. It provides insights into employees' performance, potential, and risk of departure through analytics of social connections, ratings, and other data. The solution identifies high-potential employees and successors through crowdsourced nominations and analytics. Succession@Work facilitates developing internal candidates for key roles to ensure leadership continuity and business growth.
TC Model
The document discusses a Talent Capacity Model that aims to increase organizational productivity by ensuring the right people are in the right places at the right time. It addresses talent capacity flows at the organizational, team, and individual levels and their connection to product-customer flows. The model focuses on placing people in the right roles with the right competencies and leadership to maximize performance. It involves optimizing organizational design and structures, as well as talent management practices like recruitment, development, and team formation. The overall goal is to enhance talent capacity throughout the organization.
Sharad gangal
Talent acquisition and retention is a major challenge for organizations in today's rapidly changing economic environment. A strategic approach to talent management involves acquiring, developing, managing, and retaining talent. Effective talent acquisition methods include virtual and lateral sourcing from job portals and social networks, talent tracking through newsletters, and campus building by developing long-term university relationships. Key elements of a robust talent acquisition strategy include building a strong employment brand through success stories and campus bonding, having an innovative talent scout to market openings, standardizing processes while remaining flexible, and tracking the strategy's effectiveness over time.
Sharad gangal
Talent acquisition and retention is a major challenge for organizations in today's rapidly changing economic environment. A strategic approach to talent management involves acquiring, developing, managing, and retaining talent. Effective talent acquisition methods include virtual and lateral sourcing from job portals and social networks, talent tracking through newsletters, and campus building by developing long-term university relationships. Key elements of a robust talent acquisition strategy include building a strong employment brand through success stories and campus bonding, having an innovative talent scout to market openings, standardizing processes while allowing for flexibility, and tracking the strategy's effectiveness over time.
Uk corporate brochure final - CIPD
The document discusses the services provided by the Chartered Institute of Personnel and Development (CIPD) to support HR and L&D professionals and organizations. The CIPD offers qualifications, training, resources, networking opportunities, and professional membership. Their goal is to champion better work and working lives by developing HR practices and raising standards in the profession.
HR Central KK's HireRight Recruiting Methodology
The document describes HR Central K.K.'s six-step process for finding, attracting, and retaining top talent. The steps include: 1) developing a total job profile; 2) creating a sourcing plan and job advert; 3) conducting evidence-based interviews; 4) profiling candidates and reference checks; 5) making the hiring decision; and 6) onboarding and transition coaching. HR Central provides recruiting, executive search, outsourcing, training, consulting, and community services to help clients advance their HR practices in Japan.
Intelligent Compliance to Optimize Energy Sector Enterprise Content Managemen...
Intelligent Compliance to Optimize Energy Sector Enterprise Content Managemen...Concept Searching, Inc
We explored how SharePoint can be enhanced to establish an ECM framework that ensures the availability, usability, integrity, and security of an enterprise’s information, and enables information consumers to:
• Find trusted and relevant information regarding health and safety, asset maintenance, and compliance guidelines such as OSHA, for key information for decision making
• Ensure accurate records management, regulatory compliance, and improve eDiscovery, and litigation support processes
• Identify and secure potential confidential or sensitive information exposures
• Rapidly address unexpected failures in processes, such as pipeline leaks or natural disasters
• Enable multinational content asset protection and authorization to assets
• Automate application and enforcement of policies
• Quickly react to deploy project-based hybrid cloud and on-premise collaborative solutionsCurriculum Vita Dance Pro
Observed physical therapy sessions, assisted with exercises and treatments, and shadowed physical therapists.
More Related Content
What's hot
SABPP HR Standards (Marius Meyer) - 4 Nov 2014
1) The document discusses the development of national HR standards in South Africa by SABPP to improve consistency and quality of HR practices.
2) Over the past year, 2000+ HR professionals engaged with SABPP to develop 19 HR standards across areas like strategic HRM, talent management, learning and development.
3) The standards were developed through workshops with 468 HR leaders and aim to professionalize HR and ensure practices, processes and competencies are consistently applied.
Get to know Archer Consulting
Archer Consulting is a consulting firm established in 2006 that aims to help companies and individuals achieve their goals. The firm was named after the bow and arrow, considered the most effective prehistoric weapon. Archer Consulting offers a range of consulting services including business strategy, investment and financial consulting, and human resources management. It helps clients with tasks like business planning, investment opportunities, and employee training needs assessments. The company believes in delivering effective training programs that are evaluated for their impact on knowledge, application, and business results.
Leveraging Internal Mobility and Talent Networks -- Breakout Session at Talen...
Leveraging Internal Mobility and Talent Networks -- Breakout Session at Talen...LinkedIn Talent Solutions
Fireside Chat: Your next hire is right in front of you: leveraging internal mobility and talent networks
Recruiters today have a variety of channels at their fingertips to hire talent. Sometimes this can be overwhelming. According to recent research "internal sources, such as employee referrals, inside hires, walk-ins and a company’s career site, produce almost twice the number of hires as external ones." Why not take a step back and look at the talent you currently have, and invest in them to grow your company? In this fireside chat session, hear how SAP structures its internal mobility programmes for different markets across APAC, and how Australia Post is preparing legacy employees for new roles within the company and beyond.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cNSABPP HR Standards Cape Town 19 November 2014
The document discusses the development of national HR standards in South Africa. It summarizes that over the last year, 468 HR leaders developed 19 HR standards to improve HR practices. The standards cover areas like strategic HRM, talent management, learning and development, and performance management. The creation of standards was supported by various organizations and received international interest. The standards aim to institutionalize best practices in people management and raise the professionalism of the HR field.
Talent Mobility: The Key to Engagement, Retention, and Performance
Talent mobility is the practice of leveraging internal talent for projects and other long-term work instead of seeking external talent. This presentation includes case studies from companies such as Hootsuite, Tata Consultancy Services, World Bank Group, and Chipotle.
CIPD Introduction for level 3 CHRP course
The CIPD is a professional body for HR and people development. It aims to improve practices in these areas to benefit individuals, businesses, economies and society. It does this through several missions - promoting and developing the profession through research and leadership; being a career and capability partner; setting and maintaining standards; and providing thought leadership. Members benefit from professional recognition and standards, access to research and resources, opportunities to influence the field, and local networking and CPD events.
MaGIC Academy - Be A Talent Driven Entrepreneur
MaGIC Academy - Be A Talent Driven Entrepreneur Malaysian Global Innovation and Creativity Centre ( MaGIC)
Culture in an organization is defined by basic assumptions, beliefs, shared values and norms that guide employee behavior. Large enterprises have established processes and structures, while start-ups have flexible and dynamic cultures defined by founding employees and the founder's personality. Large companies and start-ups have different talent needs - large companies seek specific skills while start-ups value agility. Leadership plays an important role in developing and maintaining organizational culture.GCETD Riyadh, Saudi Arabia - Talent Keynote
Jon Ingham keynote on Talent Management at Global Conference and Exhibition on Training & Development, Saudi Arabia, October 2015
Recruiting Pundits Corporate Presentation
Recruiting Pundits was formed in 2005 by individuals wanting to make an impact in the staffing industry. They operate out of Americas, India, and Australia. Their services include research-driven competition analysis and sourcing the best fit candidates. Their recruiting process involves customer analysis, a centralized resource center, and delivering new hires. They conduct most research internally but also utilize industry ties and internet resources. Their goal is to identify the best 2 candidates for each position through a multi-level evaluation process.
Talent managemet 1
This document defines talent management as a set of business practices that manage the planning, acquisition, development, retention and advancement of talent in order to achieve business goals and optimize performance. It includes recruitment, retention, employee development, leadership development, performance management and workforce planning. The goal of talent management is to increase employee satisfaction, productivity, learning effectiveness and service levels while reducing employee turnover and time to ramp up new hires. The document categorizes employees as "Super Keepers", "Keepers", "Solid Citizens" and "Misfits" and discusses metrics and ways to manage talent through changing organization culture, managing succession, selecting talent, attracting talent, retaining talent and recognizing talent.
ATD International Conference Talent Strategy Mapping
ATD ICE 2016 Denver workshop on talent planning, measurement, evaluation and analytics using HCM strategy map and scorecard
SABPP HR Standards Emergence 2014
Slides by Marius Meyer, CEO #SABPP at Global HR Professional event in Joburg @SHRM @EmergenceGrowth @IMP4PEOPLE @APSOZA @SAPayroll
Career Opportunities in Human Resource & Corporate Relations Management
Career Opportunities in Human Resource & Corporate Relations ManagementSchool of Finance and Banking
Career Opportunities in Human Resource & Corporate Relations Management presented by Mrinali Thalgodapitiya Manager – Corporate Communications, Standard Chartered Bank at a public lecture in the School of Finance and Banking – Rwanda’s premier business school
HR (human resources)
The Human Resources department handles various functions related to managing employees including hiring, promotions, compensation, benefits, employee development, and addressing performance or conduct issues. Key responsibilities involve meeting the needs of the organization and its employees by recruiting and retaining qualified staff, establishing fair pay and job classifications, administering health and retirement plans, developing workplace policies, and providing advisory support on employment matters. HR aims to support both the company's operational requirements and the needs of its people.
Data Sheet: Succession@Work
Saba's Succession@Work talent management solution enables organizations to manage succession planning, career development, and retention for all employees. It provides insights into employees' performance, potential, and risk of departure through analytics of social connections, ratings, and other data. The solution identifies high-potential employees and successors through crowdsourced nominations and analytics. Succession@Work facilitates developing internal candidates for key roles to ensure leadership continuity and business growth.
TC Model
The document discusses a Talent Capacity Model that aims to increase organizational productivity by ensuring the right people are in the right places at the right time. It addresses talent capacity flows at the organizational, team, and individual levels and their connection to product-customer flows. The model focuses on placing people in the right roles with the right competencies and leadership to maximize performance. It involves optimizing organizational design and structures, as well as talent management practices like recruitment, development, and team formation. The overall goal is to enhance talent capacity throughout the organization.
Sharad gangal
Talent acquisition and retention is a major challenge for organizations in today's rapidly changing economic environment. A strategic approach to talent management involves acquiring, developing, managing, and retaining talent. Effective talent acquisition methods include virtual and lateral sourcing from job portals and social networks, talent tracking through newsletters, and campus building by developing long-term university relationships. Key elements of a robust talent acquisition strategy include building a strong employment brand through success stories and campus bonding, having an innovative talent scout to market openings, standardizing processes while remaining flexible, and tracking the strategy's effectiveness over time.
Sharad gangal
Talent acquisition and retention is a major challenge for organizations in today's rapidly changing economic environment. A strategic approach to talent management involves acquiring, developing, managing, and retaining talent. Effective talent acquisition methods include virtual and lateral sourcing from job portals and social networks, talent tracking through newsletters, and campus building by developing long-term university relationships. Key elements of a robust talent acquisition strategy include building a strong employment brand through success stories and campus bonding, having an innovative talent scout to market openings, standardizing processes while allowing for flexibility, and tracking the strategy's effectiveness over time.
Uk corporate brochure final - CIPD
The document discusses the services provided by the Chartered Institute of Personnel and Development (CIPD) to support HR and L&D professionals and organizations. The CIPD offers qualifications, training, resources, networking opportunities, and professional membership. Their goal is to champion better work and working lives by developing HR practices and raising standards in the profession.
HR Central KK's HireRight Recruiting Methodology
The document describes HR Central K.K.'s six-step process for finding, attracting, and retaining top talent. The steps include: 1) developing a total job profile; 2) creating a sourcing plan and job advert; 3) conducting evidence-based interviews; 4) profiling candidates and reference checks; 5) making the hiring decision; and 6) onboarding and transition coaching. HR Central provides recruiting, executive search, outsourcing, training, consulting, and community services to help clients advance their HR practices in Japan.
What's hot (20)
Leveraging Internal Mobility and Talent Networks -- Breakout Session at Talen...
Leveraging Internal Mobility and Talent Networks -- Breakout Session at Talen...
Talent Mobility: The Key to Engagement, Retention, and Performance
Talent Mobility: The Key to Engagement, Retention, and Performance
ATD International Conference Talent Strategy Mapping
ATD International Conference Talent Strategy Mapping
Career Opportunities in Human Resource & Corporate Relations Management
Career Opportunities in Human Resource & Corporate Relations Management
Viewers also liked
Intelligent Compliance to Optimize Energy Sector Enterprise Content Managemen...
Intelligent Compliance to Optimize Energy Sector Enterprise Content Managemen...Concept Searching, Inc
We explored how SharePoint can be enhanced to establish an ECM framework that ensures the availability, usability, integrity, and security of an enterprise’s information, and enables information consumers to:
• Find trusted and relevant information regarding health and safety, asset maintenance, and compliance guidelines such as OSHA, for key information for decision making
• Ensure accurate records management, regulatory compliance, and improve eDiscovery, and litigation support processes
• Identify and secure potential confidential or sensitive information exposures
• Rapidly address unexpected failures in processes, such as pipeline leaks or natural disasters
• Enable multinational content asset protection and authorization to assets
• Automate application and enforcement of policies
• Quickly react to deploy project-based hybrid cloud and on-premise collaborative solutionsCurriculum Vita Dance Pro
Observed physical therapy sessions, assisted with exercises and treatments, and shadowed physical therapists.
Question 1 - Evaluation
The document discusses how the media product uses, develops, or challenges conventions of real media. It summarizes that the product uses a murder mystery and secret agent theme adapted with a marriage element. It sets an office scene in a tight study and a honeymoon in a luxury hotel. It includes stock characters of a villain murderer and victim. The villain does not use weapons to avoid revealing his identity.
Reduce Cost, Time, and Risk – eDiscovery and Records Management in SharePoint
No organization wants to deal with litigation. eDiscovery is expensive, time consuming and risky. What are the costs? Add them up. Litigation support vendors $75K - $180K; document reviewers $80K to $180K; document review - one gigabyte takes 12.5 days; junk cull $75K to $180K; and the costs continue to mount. This webinar, sponsored by C/D/H and Concept Searching, addresses the common challenges, technology approaches, and a solution guaranteed to deliver results.
SharePoint has records management and the improved eDiscovery Center, but without a framework and specialized tools you are still facing an uphill battle. Join us for this informative webinar about effective records management and eDiscovery technologies that save you money and time, and reduce organizational risk.
What you will learn during this session:
• How to develop a strategy to incorporate eDiscovery and records management into an enterprise content lifecycle management approach.
• Common strategic errors made in eDiscovery and records management.
• How to rapidly find the relevant responsive documents.
• Why vocabulary normalization is key to finding all relevant documents, regardless of keywords.
• Best practices for management of records for disposition, preservation and legal hold.
• Issues and pitfalls of records management in SharePoint, common strategic errors, and how they apply to eDiscovery.
• Types of architecture and tools for powerful and flexible management of unstructured and semi-structured content.
• How auto-classification/text mining, workflow and integration with dynamic LOB data can help.
Speakers:
David Tappan, SharePoint Consultant at C/D/H
Don Miller, Vice President of Sales at Concept Searching
SMART International Symposium for Next Generation Infrastructure: Cost Benefi...
SMART International Symposium for Next Generation Infrastructure: Cost Benefi...SMART Infrastructure Facility
A presentation conducted by Yuan Deng, Associate, SGS Economics and Planning.
Presented on Wednesday the 2nd of October 2013.
Cost Benefit Analysis (CBA) has played a critical role in public policy for more than 50 years. CBA goes beyond financial analysis which considers direct monetary costs and revenues. It enables policymakers to assess whether a policy initiative or project will provide a net community
benefit, taking into account that the (limited) resources deployed in implementing the initiative or project have alternative productive uses. Correctly applied, CBA is a rigorous technique for evaluating projects competing for limited public sector resources. However, it does have its limitations and failings. To overcome the systemic failings, advanced CBA needs to be capable of tracking the long term and ‘second round’ benefits of major transport projects and better quantifying ‘intangibles’ that are fundamental to architectural and cultural building projects.
There is a need for improved consistency across practitioners, through peer review and the publication of peer-endorsed methodologies for CBA.5 Ways to Reduce 3rd Party Developer Risk
Learn about common problems and specific language you can incorporate into your contracts when using 3rd party developers.
Portafolio de descripciones y planos cad
Este documento presenta el portafolio de descripciones y planos CAD de Esperanza Espitia Vega para el curso de Dibujo de Ingeniería en la Universidad Nacional Abierta y a Distancia. Fue entregado el 15 de mayo de 2016 en Bogotá, Colombia bajo la tutoría de William Javier Cáceres.
2005 RSA Conference: Safe at Any Speed
Read the 2005 RSA Conference presentation from William Whyte, Chief Scientist at Security Innovation.
Get Smart about Ransomware: Protect Yourself and Organization
As ransomware threats continue to rise, it's important to understand how to protect yourself and your organization against these cyberattacks and what you should do if you become a victim.
PgMP, program Management Professionals
INTERNATIONAL SKILL DEVELOPMENT TRAINING INSTITUTIONS
TRAINING & DEVELOPMENT with PLACEMENT SERVICES
Soft Skills Training - 180 Programs
Management Skills Training- 140 Programs
Technical Skills Training- 80 Programs
Employability & Up Skills Training - 120 Programs
International Skills Development Training - 60 Programs
NSDC QP Training - 45 Programs
IT Training Programs – 25
English Language for all levels
Skill Development 350 Programs
Rural Development Programs
Entrepreneur Development Programs
Women Development Programs
Sectors Skill Oriented Training 75 Programs
NSQF / OSQP – 120 Programs
On-Job Training 60 Programs
HR Professional Skills Training 35 Programs
Social Media Networking Programs
SEO /SMO Training Programs
Operations & Administration Job Specific Programs
HSE Professionals Skills 70 Programs
Quality Professional 12 Programs
Compliance Professionals 15 Programs
Train the Trainer Domain Specific 15 Programs
PMP, CCE, LEED, CMA, FIDIC, PgMP, RMP, PSP, SP, CCP, CIC, CPA, CFPS, CSCM, CMQ, CFM, FRM, CPCM, CPHQ, SIX SIGMA
First Aid, Fire Safety, Scaffolding, Rigging & Slinging, Confined Spaces, Construction Safety, Good Manufacturing Practices, Slip - Trip - Fall Protection, Welding Safety, Carpenter & Painter Safety, Work Place Safety, Behavioral Safety, Work @ Heat & Height Safety, Crane Safety, Road Safety, General Health & Safety Environment, Electrical Safety, Mechanical Safety, Chemicals Safety, Food Safety, Logistics Safety, Ware Housing Safety, Safety Culture, Safety Policy, Safety Principles, Safety Consultancy,
any Interested aspirants may contact us
9176733557 / 044-24311557
info@anytraininganywhere.com
www.anytraininganywhere.com
Bridge defects
This document discusses bridge defects and maintenance. It covers topics like acoustic emission testing of concrete bridges, common bridge defects like corrosion, and methods to protect bridges. Bridge deck waterproofing is also discussed, noting the two main types of waterproofing systems used are sheet and liquid sprayed systems. The document emphasizes the importance of maintenance to enhance bridge durability and extend lifespan.
Business proposal presentation
The document provides details about a business proposal submitted by a group of students to their lecturer. The proposal outlines the company's mission and vision which is to provide high quality security services and products through well-trained personnel. It discusses Porter's five forces model, SWOT analysis, generic strategies and corporate strategies. It elaborates operational and long term plans with Gantt charts and break even analysis. The proposal also covers topics like motivation, departmentalization, chain of command, leadership style and control mechanisms for the organization.
Viewers also liked (14)
Intelligent Compliance to Optimize Energy Sector Enterprise Content Managemen...
Intelligent Compliance to Optimize Energy Sector Enterprise Content Managemen...
Reduce Cost, Time, and Risk – eDiscovery and Records Management in SharePoint
Reduce Cost, Time, and Risk – eDiscovery and Records Management in SharePoint
SMART International Symposium for Next Generation Infrastructure: Cost Benefi...
SMART International Symposium for Next Generation Infrastructure: Cost Benefi...
Get Smart about Ransomware: Protect Yourself and Organization
Get Smart about Ransomware: Protect Yourself and Organization
Similar to lt meeting discussion deck 081016
Jussi leponiemi on hrm
This document discusses various topics related to human resource development (HRD), including:
- The evolving role of HRD from an operational to more strategic focus.
- Different types of "capital" that are assets for organizations, including human capital, social capital, and intellectual capital.
- Frameworks for conceptualizing the multiple roles of HR, such as strategic, operational, and administrative.
- Challenges for HRD, including changing demographics, globalization, and the need for lifelong learning.
The document provides an overview of key concepts and issues in understanding the field of HRD.
Profiling and talent management
This document provides an overview of profiling and talent management. It discusses defining talent acquisition and differentiating the sourcing and selection processes. It also covers articulating a business case for effective talent management, outlining the seven steps in a common talent acquisition process, and conducting job-fit and organization-fit analyses to develop selection criteria and methods. The document then explores developing behavior-based and situation-based interview questions, designing evaluation processes, understanding legal responsibilities, and highlighting onboarding strategies.
Connecting to the Business Strategy & Defining the People Strategy
The document discusses how HR can align with and support the business strategy by defining an organizational people strategy. It provides questions HR should ask to assess how the current leadership, talent, culture and processes support strategic goals. HR should then create a people strategy plan outlining initiatives, metrics and budgets to develop the capabilities needed to achieve the business strategy. The plan should be communicated and input received to ensure proper alignment across functions.
SABPP talent standard TDCI 2014
The document discusses the importance of talent management and developing HR standards in South Africa. It notes that attracting, developing, and retaining talent is a top strategic priority for organizations globally. Furthermore, talent affects a company's ability to implement strategy, capitalize on opportunities, and deliver leading products and services. The document then outlines South Africa's process of developing national HR standards over several phases from 2013 to 2014 through workshops with over 400 HR professionals. This included creating standards for the HR management system and specific HR practices like talent management, succession planning, and learning culture.
Nature of Business Organizations and Human Resource Management
The document discusses the nature of business organizations and human resource management. It covers various topics such as business functions and organization structures, human resource management functions, human resource development, and recruitment. Some key points include:
- Business functions typically include human resources, sales/marketing, R&D, production, finance, customer service, and administration.
- Common organization structures include hierarchical, pyramidal, centralized, collaborative, and matrix structures.
- Human resource management involves activities such as recruitment, compensation, training, employee relations, and compliance.
- Human resource development aims to improve employee and organizational skills through training, career development, and organizational development.
- Recruitment is the process of finding
HRM Intro Topic 1 (1).ppt
This document discusses the key differences between personnel management and human resource management. It begins by defining personnel management and outlining its more narrow scope focused on administrative tasks like record keeping. It then defines human resource management and describes its broader scope that includes job analysis, recruitment, development, and relating HRM strategies to organizational goals. The document also notes how HRM considers employees an asset versus a cost like personnel management. It provides examples of how leading Philippine companies achieved success through effective human resource management practices like developing a culture of learning and growth at Nestle Philippines.
Organisational development innocent agaba
This document provides a summary of Agaba Innocent M.'s background, employment experience, and the training and development programs offered by his company. It includes information on his education qualifications and current roles as Business Development Manager and Management Trainer at Competitive Choices Ltd. The document also discusses concepts related to organizational development, the ideal employee, and concludes with a quote about the importance of continuous progress.
Hrd competition strategy
The document discusses strategic human resource development (HRD) and its importance in organizations. It provides an overview of key topics related to HRD including learning and training, organizational development, and the components and goals of HRD. It also discusses how strategic HRD is aligned with organizational strategies and can help improve performance by developing employee skills and knowledge to support business goals. Barriers to strategic HRD implementation include a lack of incentives for organizations and individuals to invest in development and a short-term focus instead of strategic, long-term thinking.
Build Hr Presentation
BuildHr Management Consultants Private Limited is a HR consulting firm that provides services to small, medium, and large enterprises in areas such as HR capabilities building, organizational and business process capabilities building, recruitment and assessment centers, HR functions outsourcing, payroll management, and business process consulting including value stream mapping and quality management systems. The firm has a team of professionals with skills in HR management, business management, and engineering. It offers customized training programs to educational institutions and industries in areas such as soft skills, technical skills, behavioral training, and process-based training.
The strategic role of HRM
The document discusses the strategic role of human resource management. It provides details on the manager's HR responsibilities including personnel functions like recruiting, training and performance reviews. It also discusses linking HR strategies to business strategies through developing HR metrics and scorecards. The scorecard measures how HR activities influence employee behaviors and organizational outcomes to help achieve strategic goals.
HR In Ethical Workplace
The document discusses the role of human resources in promoting an ethical workplace. It outlines the typical functions of a human resources department, including hiring, training, benefits administration, and policy development. It also discusses how human resources can foster work ethics by designing the company's vision around core values, continuously communicating values, and enforcing discipline for violating values. The document uses the example of Skali, which promotes its core values of sincerity, honesty and integrity through regular communication activities to instill a sense of belonging.
Fundamentals of HRM
Fundamentals of Human Resource Management
All corporate strengths are dependent on people.
Adi Godrej
DeCenzo and Robbins
Perspectives on organizational development at con agra foods
The document discusses organization development at ConAgra Foods by outlining their focus on building a learning infrastructure, growing leadership excellence, leveraging talent management, and providing consulting services. It describes ConAgra's goals of partnering with business leaders to deliver best-in-class organization development tools and processes to improve business results. Key areas of focus include building a learning system, developing leadership competencies, conducting talent reviews, and facilitating change management.
Strategic workforce planning talent attraction 14 march 2014
Strategic Workforce Planning research, process and best practice guidelines and strategies for Talent Attraction
HR Governance, Risk, Compliance slides at 13th African Corporate Governance C...
The document discusses applying HR standards and metrics to promote sound HR governance, risk, and compliance. It outlines how the South African Board for People Practices (SABPP) has developed national HR standards for South Africa involving 468 HR leaders. The standards address strategic HR management, HR risk management, HR measurement, and other areas. The document argues that establishing consistent HR standards can improve HR practices, address inconsistencies, and help optimize human capital in businesses.
Human Capital Entremaneur Strategy Soluitons Deck
Aligning the deployment of Human Capital and the HR Scorecard with the Business Strategies as a whole. Global Human Capital deployment works only when you align all the pieces - Finances + Operations + PEOPLE = YOUR Successful business
Introduction to HRM
This document provides an overview of human resource management (HRM). It defines HRM and management, describes the primary functions of management as planning, organizing, leading, and controlling, and explains the importance of HRM for hiring the right employees, ensuring their training and development, assessing performance, and maintaining legal and regulatory compliance. The document also outlines the main functional areas of HRM like workforce planning, compensation and benefits, and labor relations. It discusses the challenges that HR managers may face from environmental, organizational, and individual factors and identifies qualities needed for success in an HR career, such as business knowledge, planning skills, and strong communication abilities.
Sabpp national hr standard presentation
The document discusses why HR is often disliked and perceived as ineffective. It provides 4 main reasons: 1) HR people often lack business skills and acumen, 2) HR focuses too much on administrative tasks rather than strategic work, 3) HR tends to say "no" frequently due to a focus on compliance rather than exceptions, and 4) There is usually a lack of connection between HR and top management. The article argues HR needs to improve its capabilities, focus more on strategic work, be more open-minded, and proactively connect with top management.
A talent cenric approach to HR
The document discusses the importance of developing an authentic employer brand to attract and retain talent. It outlines that an employer brand framework can help companies take a brand-led approach to hiring aligned with their values and corporate brand. It also helps identify gaps between a company's current employee experience and future aspirations, and brings corporate brand messages to life in an employment context. The goal is to build understanding of what external talent values and define appealing messages to attract these candidates.
The Right way to Recruit and Select the Right Talent in Trinidad and Tobago
The Right way to Recruit and Select the Right Talent in Trinidad and TobagoJanel P. Phillip, SHRM - SCP, MSc, NLP
Recruitment and Selection in Trinidad is no different than any other country except for the fact that ...Similar to lt meeting discussion deck 081016 (20)
Connecting to the Business Strategy & Defining the People Strategy
Connecting to the Business Strategy & Defining the People Strategy
Nature of Business Organizations and Human Resource Management
Nature of Business Organizations and Human Resource Management
Perspectives on organizational development at con agra foods
Perspectives on organizational development at con agra foods
Strategic workforce planning talent attraction 14 march 2014
Strategic workforce planning talent attraction 14 march 2014
HR Governance, Risk, Compliance slides at 13th African Corporate Governance C...
HR Governance, Risk, Compliance slides at 13th African Corporate Governance C...
The Right way to Recruit and Select the Right Talent in Trinidad and Tobago
The Right way to Recruit and Select the Right Talent in Trinidad and Tobago
lt meeting discussion deck 081016
- 1. BUSINESS AND HUMAN CAPITAL ALLIGNMENT
- 2. Business Vision Business Strategy & Objectives Business Tactics & Execution People / Talent Strategy – Business & Human Capital Alignment Values & Culture People Programs (Talent Acquisition & Management) Alignment Integration
- 3. Talent Acquisition (get the “A” talent you need to scale) • Employment Branding – Brand or be Branded (why work for you!?) – Marketing to employment “buyers” – Your web – Glassdoor – LinkedIn company profile – Executive LinkedIn profiles – Community involvement (what’s your impact?) – Social cause (why you make the world a better place) – Work ecosystem • Recruiting / Selection – Specific characteristics of “A’s” – Selection tools – Behavioral interview training – Minimize hiring “mistakes” – Buy it and Build it => two prong strategy - People Programs
- 4. Talent Management (keep, motivate and grow the “A” talent you hire) • Organization Structure – Right people doing the right job at the right time – Wrong ones “moving on” – employee fit - legally defensible – Performance management and feedback programs – Individual & team objective setting that aligns with the business • Leadership – Best practices – Coaching / mentoring • Communication – Context setting & alignment of individuals with business objectives – Employee surveys – Anonymous suggestion / question programs – Best practices • Rewards & Recognition – Individual – Team and / or project – Public & private – Retention plans (individual) - People Programs
- 5. Talent Management (keep the “A” talent you hire and already have) • Growth & Development – On boarding (get productive fast) – Career ladders and lattices – Internal vs external programs – HiPo identification and program development • Compensation – Base salary structures (internal equity / external competitiveness and explainable) – Short term incentives – Long term incentives / executive incentives – Sales compensation plans – Individual key employee retention plans • Benefits – Appropriately aligned to the values & culture and what “A’s” value • Ecosystem / Environment – Supportive of the values / culture and productivity • People / Productivity metrics – HR dashboard • Legal – Compliance (dealing with employment and FLSA laws) – Training (harassment prevention / termination / employment / management) - People Programs
- 6. Right Culture. Right Leadership. Right People. Human Capital Partner Talent Acquisition & Retention Minimize Human Capital Mistakes to Facilitate Growth www.SparkHousePeople.com / Phone: +1 303.596.5064