In today\'s ultra-competitive workforce, your business can\'t afford NOT to have a business mentoring program. After all, the skills of your company’s executives and employees are your most valuable assets. Corporate mentoring programs provide a means of cultivating those skills throughout your organization. This translates into talent retention (instead of turnover), happier employees and management, and a healthier bottom line. Check out our sales presentation to learn more about what a corporate mentoring program can mean to your company.
The document provides a case study on a company called ACME Corp. that implemented a Talent Management program. The program identified gaps in their sales talent, hired top performers, and developed new onboarding and training programs. As a result, the percentage of top "A" players in their sales force increased from 63% to 91%. This helped reps become productive faster and increased ACME's sales attainment. The document recommends coaching managers, formalizing training programs, upgrading low performers, and implementing ongoing talent reviews.
This document discusses talent management and its importance for organizations. It addresses challenges such as positioning the organization for growth, identifying and developing high-potential employees, and creating a competitive advantage through people. Talent management is defined as supporting employees throughout their careers by integrating recruitment, development, engagement and retention processes. The benefits of talent management include improved performance, ability to adapt to economic changes, and attracting and retaining top talent. An overview of a talent management framework and PeopleFirm's approach to helping organizations define their talent inventory, refine employee experiences, and align with their environment is also provided.
The Next Generation of Talent Management Strategy: Pay for TalentHuman Capital Media
Pay for performance is an accepted model for many organizations, but is it effective or shortsighted? Does it drive the right behavior and focus on the key people you must retain? How do you tie in potential, risk of losing someone, etc., into the overall reward process?
In this session, Jan Brockway, director of product management for talent management at ADP and a long-term HR practitioner, and Robert Mattson, director of talent management marketing at ADP, will discuss the advanced concepts of pay for talent, which might include pay for potential and how and where performance, succession/talent assessment and compensation information can be used across HR processes. Attendees will learn:
• Pay for talent: What is it really, how can it impact an organization and what are the keys to making it successful?
• The links between performance, succession, talent assessment and compensation.
• Keys to successful implementation: Gotchas, change management and success.
The document discusses a presentation by Knowledge Infusion on reassessing talent management strategies in a down economy. It provides an agenda for the presentation which includes an overview of Knowledge Infusion, the importance of a talent management strategy during an economic downturn, reevaluating the importance of talent to business strategy by focusing on retention and productivity and prioritizing critical talent segments, and upgrading talent pools and enhancing mobility. It also discusses Knowledge Infusion's optimization services.
Measuring Talent Management Effectiveness With Integrated AnalyticsHuman Capital Media
Understanding the effects your talent management program is having on your organization’s top and bottom line can ensure greater success of your initiatives. Having the right tools in place to track and analyze in real time is key.
Join this webinar to see how integrated analytics can make your organization more effective. You’ll interact with the speaker as she demonstrates the impact of integrated analytics on the top and bottom line.
During this interactive webinar, you will learn how to:
• Leverage key performance indicators for talent management.
• Create a closed-loop framework to measure and improve workforce effectiveness and efficiency.
• Make a good analytics tool work for you.
• Demonstrate the impact of integrated talent management analytics.
The document discusses the emerging role of the HR Chief Operating Officer (COO) to help HR organizations improve performance and better support business needs. Traditionally, HR leadership teams are structured around centers of expertise and business units, but this limits coordination across functions. A HR COO role would focus on driving efficiency, effectiveness, compliance, and cost of HR service delivery to help address gaps between business expectations and what HR can deliver. By dividing responsibilities between the CHRO who focuses on strategy and the HR COO who focuses on operations, HR organizations can better empower their teams to deliver more business value.
The document provides information about STANDARDS Consultants, a business consulting and human resources firm. It discusses STANDARDS' mission, vision, values, services, customers, and training programs.
STANDARDS' mission is to provide excellence in business consulting and corporate development. Their vision is to achieve excellence through positive culture and best practices. Their values include clients, employees, franchise, credibility, quality, and constant improvement.
The company offers human resources consulting, business management consulting, and training programs. Their services help measure success in key areas like leadership, communication, and compliance. They customize solutions for different industries. STANDARDS works with customers in various sectors to develop processes involving employees at all levels.
Critical Metrics for Talent Management in Reporting to Boards and InvestorsHuman Capital Media
Many talent management professionals may be unaware of the swell of interest in their work by boards and investors. Aware or unaware, there’s no denying that the interest is there.
This is why powerful groups such as the Sustainability Accounting Standards Board and the International Integrated Reporting Council are pushing forward reporting standards that include reporting on human capital.
To help talent management professionals understand, be ready for and comply with these standards, industry experts David Creelman, Laurie Bassi and Andrew Lambert are preparing a major report on what’s happening in the industry.
Join David Creelman in this webinar as he reveals what these changes mean for talent management professionals, including critical metrics, the landmines to be avoided and the opportunities to be seized.
Key takeaways:
Why are there suddenly big changes in reporting to investors?
How will that affect what we in talent management have to report to management?
What aspects of our performance will be particularly under scrutiny?
What is the secret in turning talent management data into a story business leaders care about?
The document provides a case study on a company called ACME Corp. that implemented a Talent Management program. The program identified gaps in their sales talent, hired top performers, and developed new onboarding and training programs. As a result, the percentage of top "A" players in their sales force increased from 63% to 91%. This helped reps become productive faster and increased ACME's sales attainment. The document recommends coaching managers, formalizing training programs, upgrading low performers, and implementing ongoing talent reviews.
This document discusses talent management and its importance for organizations. It addresses challenges such as positioning the organization for growth, identifying and developing high-potential employees, and creating a competitive advantage through people. Talent management is defined as supporting employees throughout their careers by integrating recruitment, development, engagement and retention processes. The benefits of talent management include improved performance, ability to adapt to economic changes, and attracting and retaining top talent. An overview of a talent management framework and PeopleFirm's approach to helping organizations define their talent inventory, refine employee experiences, and align with their environment is also provided.
The Next Generation of Talent Management Strategy: Pay for TalentHuman Capital Media
Pay for performance is an accepted model for many organizations, but is it effective or shortsighted? Does it drive the right behavior and focus on the key people you must retain? How do you tie in potential, risk of losing someone, etc., into the overall reward process?
In this session, Jan Brockway, director of product management for talent management at ADP and a long-term HR practitioner, and Robert Mattson, director of talent management marketing at ADP, will discuss the advanced concepts of pay for talent, which might include pay for potential and how and where performance, succession/talent assessment and compensation information can be used across HR processes. Attendees will learn:
• Pay for talent: What is it really, how can it impact an organization and what are the keys to making it successful?
• The links between performance, succession, talent assessment and compensation.
• Keys to successful implementation: Gotchas, change management and success.
The document discusses a presentation by Knowledge Infusion on reassessing talent management strategies in a down economy. It provides an agenda for the presentation which includes an overview of Knowledge Infusion, the importance of a talent management strategy during an economic downturn, reevaluating the importance of talent to business strategy by focusing on retention and productivity and prioritizing critical talent segments, and upgrading talent pools and enhancing mobility. It also discusses Knowledge Infusion's optimization services.
Measuring Talent Management Effectiveness With Integrated AnalyticsHuman Capital Media
Understanding the effects your talent management program is having on your organization’s top and bottom line can ensure greater success of your initiatives. Having the right tools in place to track and analyze in real time is key.
Join this webinar to see how integrated analytics can make your organization more effective. You’ll interact with the speaker as she demonstrates the impact of integrated analytics on the top and bottom line.
During this interactive webinar, you will learn how to:
• Leverage key performance indicators for talent management.
• Create a closed-loop framework to measure and improve workforce effectiveness and efficiency.
• Make a good analytics tool work for you.
• Demonstrate the impact of integrated talent management analytics.
The document discusses the emerging role of the HR Chief Operating Officer (COO) to help HR organizations improve performance and better support business needs. Traditionally, HR leadership teams are structured around centers of expertise and business units, but this limits coordination across functions. A HR COO role would focus on driving efficiency, effectiveness, compliance, and cost of HR service delivery to help address gaps between business expectations and what HR can deliver. By dividing responsibilities between the CHRO who focuses on strategy and the HR COO who focuses on operations, HR organizations can better empower their teams to deliver more business value.
The document provides information about STANDARDS Consultants, a business consulting and human resources firm. It discusses STANDARDS' mission, vision, values, services, customers, and training programs.
STANDARDS' mission is to provide excellence in business consulting and corporate development. Their vision is to achieve excellence through positive culture and best practices. Their values include clients, employees, franchise, credibility, quality, and constant improvement.
The company offers human resources consulting, business management consulting, and training programs. Their services help measure success in key areas like leadership, communication, and compliance. They customize solutions for different industries. STANDARDS works with customers in various sectors to develop processes involving employees at all levels.
Critical Metrics for Talent Management in Reporting to Boards and InvestorsHuman Capital Media
Many talent management professionals may be unaware of the swell of interest in their work by boards and investors. Aware or unaware, there’s no denying that the interest is there.
This is why powerful groups such as the Sustainability Accounting Standards Board and the International Integrated Reporting Council are pushing forward reporting standards that include reporting on human capital.
To help talent management professionals understand, be ready for and comply with these standards, industry experts David Creelman, Laurie Bassi and Andrew Lambert are preparing a major report on what’s happening in the industry.
Join David Creelman in this webinar as he reveals what these changes mean for talent management professionals, including critical metrics, the landmines to be avoided and the opportunities to be seized.
Key takeaways:
Why are there suddenly big changes in reporting to investors?
How will that affect what we in talent management have to report to management?
What aspects of our performance will be particularly under scrutiny?
What is the secret in turning talent management data into a story business leaders care about?
The document discusses maximizing talent through Oracle's unified HCM solution. It outlines examining current trends in a changing workforce, taking an active approach to talent management, and using Oracle tools like unified profiles, performance management, learning management, and analytics to help align talent with organizational objectives. The presentation provides an action plan to define a talent strategy, focus on existing talent, and plan for the future by projecting needs, developing programs, and completing succession planning.
Strategic Talent Mobility: Connecting Personal Potential to Organizational Go...Taleo Research
Talent mobility is the ability to rapidly and strategically move people from role to role and function to function as business needs change. This presentation provides the results of research from the UK and Australia by Taleo Research on the benefits and challenges organisations face in pursuing proactive talent mobility, and the role that strong talent intelligence can play.
Brianna is a corporate consultancy and training organization that provides research-based training. It aims to create an environment where learning and further curiosity leads to improved performance. Brianna is part of the Intellivate Capital Ventures group and has over 55 domain specialists across India. It offers open programs, customized programs, and corporate consulting services focused on the financial services sector. Brianna works with several major clients to develop tailored training modules based on a needs analysis process.
The document discusses competency management and developing competency models for the AT&L workforce. It provides definitions of competencies and outlines a process for developing competency models that involves subject matter experts, key situations analysis, and validation surveys. The goals are to develop standardized competency models across functions, assess skills gaps, and leverage the results for strategic workforce planning, certification, and performance support. Competency management is presented as an investment that can close skills gaps through targeted training, education, and experiential opportunities.
Career-Forward is a human resources consulting firm that delivers customized HR solutions to meet the ever-changing needs of businesses. With over 15 years of experience, they partner with clients to understand their challenges and deliver targeted strategies aligned with business goals. Career-Forward helps companies integrate strong people strategies that enhance competitive advantage through leadership development, talent management, and other strategic HR solutions. Their services are designed to maximize return on investment in human capital and bring out the best in organizations and their workforce.
Updated brochure on Cultivate Talents AMP methodology designed to link strategy and setting direction with implementing the right change method and using business focused applied learning for leaders around business activities and improving performance
Improving business performance through the recession: Are your HR systems fit...Softworld
Chris Murray and Andrew Knight, HR Technology Consulting, PricewaterhouseCoopers
Practical advice on using HR technology to deliver business strategy, maximise return on investment and gain competitive advantage as you exit the recession.
Organizational Excellence Through an Effective Competency FrameworkRajesh Naik
The document discusses the design and implementation of an effective competency framework for an organization. It defines competency as the underlying characteristics of an individual that are related to superior job performance. It then outlines the key elements of designing a competency framework, including identifying job clusters, roles, competencies, and proficiency levels. It also discusses how a competency framework can be used in human resource functions like hiring, performance management, and training. Finally, it notes the framework needs to be regularly refined as competencies may change over time.
Peoplepro Management Services provides professional HR services including strategy development, talent acquisition, training, and temporary staffing. They work with over 200 clients across various industries in India and abroad. The company is led by a team of experienced professionals with expertise in areas such as business strategy, HR, finance, and IT. They aim to help clients build high-performing teams through strategic and operational HR solutions.
UEP Getting Ahead Through Six Practices, Practice 6 Talent ManagementDanielle Butler-Miles
The document discusses six key steps for organizations to effectively manage talent and performance: 1) Define talent requirements based on business strategy and objectives, 2) Identify and attract talent both internally and externally, 3) Define performance expectations and role expectations, 4) Develop and nurture leadership capabilities through training, coaching and exposure to projects, 5) Recognize, reward and retain talent through compensation, promotion and other benefits, and 6) Align talent and supply chains to create an integrated performance management system. The document emphasizes that talent management is critical for business success and requires commitment from senior leadership.
This document provides information about a specialization program in competency mapping and benchmarking. The program is intended for experienced human resources professionals and will cover topics like competency analysis, organizational competency requirements, competency-based strategy development, and change management techniques for adoption of competency mapping. Attendees will learn Catalyst's framework for competency mapping and benchmarking implementation, explore case studies, and participate in interactive sessions focused on application of the concepts. The goal is to equip participants with the skills to execute competency mapping in their own organizations and enhance their professional growth.
Director of Talent Management at Hudson, Aaron McEwan and Dr. Ben Palmer, CEO of Genos International will lead a discussion presenting data on the current Australian business sentiment and initial findings from a global research project on essential ingredients in motivating your workforce.
This session will provide you with new insights on how ‘best in class’ organisations are improving productivity, growth and shareholder value.
Leading the Charge, Driving the Change: Delivering the HR of the FutureTowers Perrin
Towers Perrin HR function effectiveness and technology specialists review and interpret the brand-new results of Towers Perrin's HR service delivery research. You'll learn what organizations are focused on now and how they are planning for the future -- despite an uncertain economic climate.
This document provides 6 steps for maximizing training budgets:
1) Identify key skills and proficiency levels required for important roles
2) Assess employees' proficiency in key skills for each role
3) Identify skill gaps by comparing desired and actual skill levels
4) Implement individual development plans to address skill deficiencies
5) Adjust training strategy to address most pressing learning needs
6) Consider additional tips like web-based learning and capturing user-created training
Implementing a competency management system to define skills and proficiency levels allows more informed training decisions.
DIFR provides customized HR solutions to meet organizations' unique and changing needs. They offer a full range of HR services, including talent acquisition and training, talent management, HR process reengineering, and business incubation. DIFR's experts work with clients to design solutions tailored to their industry, size, goals, and budgets. Their vision is to develop high-quality human capital and maximize employee performance through coaching and career development.
Human Resource Management Solutions provides HRM consulting services including talent management, HRM strategy and compliance, and HRM technology and metrics. Kelly has expertise in talent planning, sourcing, development, retention, and performance management. Kelly also assists with HRM strategy development, ensuring compliance with labour legislation, and implementing HR technology and metrics systems. Kelly follows a phased approach to working with clients and can provide both strategic HRM consulting services and hands-on support for HR functions and processes.
In today’s globalized high pressure business environment there is an inherent need for organizations to focus & improve quality by using methods and tools consistently to emphasize planning and refine their designs. Quality is only improved when the organizational culture is committed to change and is willing to make quality a priority characteristic or a metric throughout the entire organization. A new wave of quality methodology ‘Six Sigma’ is revolutionizing many organizations for an innovative forward looking approach towards defect free process and optimized business delivery metrics.
With ever growing need for quality management systems through six sigma methodology and its long term business benefits, we’re pleased to launch our Six Sigma Quality Training services in addition to our existing bouquet of Risk advisory, Consulting, Training & Human Capital Services. Our services are offered through our multi location delivery centres in major metros with total presence in 11 Indian cities network.
“We are quoted in recent Economic Times news as among fastest growing risk consulting firms in India.”
The document provides information about Six Sigma quality training services offered by Riskpro India Ventures. It discusses Six Sigma and Lean Six Sigma concepts and approaches to quality management. The training courses cover the Define, Measure, Analyze, Improve, and Control stages of the DMAIC methodology. Participants will learn process analysis, statistical tools, design of experiments, and process control methods. The goal is to help organizations drive operational excellence and reduce process variation through Lean Six Sigma.
Possibilities is a leading management training and consulting firm operating internationally with its headquarters in Pakistan. It specializes in team building, leadership, customer service, and sales training. Possibilities works with over 200 clients and trains around 50,000 individuals annually. Some of its key clients include multinational companies such as P&G, Motorola, Gillette, Nokia-Siemens, ICI, and Unilever.
See how Quadrant can deliver a contingent labour solution that reduces risk, administration, and cost whilst maximising performance and retention of talent.
The document discusses maximizing talent through Oracle's unified HCM solution. It outlines examining current trends in a changing workforce, taking an active approach to talent management, and using Oracle tools like unified profiles, performance management, learning management, and analytics to help align talent with organizational objectives. The presentation provides an action plan to define a talent strategy, focus on existing talent, and plan for the future by projecting needs, developing programs, and completing succession planning.
Strategic Talent Mobility: Connecting Personal Potential to Organizational Go...Taleo Research
Talent mobility is the ability to rapidly and strategically move people from role to role and function to function as business needs change. This presentation provides the results of research from the UK and Australia by Taleo Research on the benefits and challenges organisations face in pursuing proactive talent mobility, and the role that strong talent intelligence can play.
Brianna is a corporate consultancy and training organization that provides research-based training. It aims to create an environment where learning and further curiosity leads to improved performance. Brianna is part of the Intellivate Capital Ventures group and has over 55 domain specialists across India. It offers open programs, customized programs, and corporate consulting services focused on the financial services sector. Brianna works with several major clients to develop tailored training modules based on a needs analysis process.
The document discusses competency management and developing competency models for the AT&L workforce. It provides definitions of competencies and outlines a process for developing competency models that involves subject matter experts, key situations analysis, and validation surveys. The goals are to develop standardized competency models across functions, assess skills gaps, and leverage the results for strategic workforce planning, certification, and performance support. Competency management is presented as an investment that can close skills gaps through targeted training, education, and experiential opportunities.
Career-Forward is a human resources consulting firm that delivers customized HR solutions to meet the ever-changing needs of businesses. With over 15 years of experience, they partner with clients to understand their challenges and deliver targeted strategies aligned with business goals. Career-Forward helps companies integrate strong people strategies that enhance competitive advantage through leadership development, talent management, and other strategic HR solutions. Their services are designed to maximize return on investment in human capital and bring out the best in organizations and their workforce.
Updated brochure on Cultivate Talents AMP methodology designed to link strategy and setting direction with implementing the right change method and using business focused applied learning for leaders around business activities and improving performance
Improving business performance through the recession: Are your HR systems fit...Softworld
Chris Murray and Andrew Knight, HR Technology Consulting, PricewaterhouseCoopers
Practical advice on using HR technology to deliver business strategy, maximise return on investment and gain competitive advantage as you exit the recession.
Organizational Excellence Through an Effective Competency FrameworkRajesh Naik
The document discusses the design and implementation of an effective competency framework for an organization. It defines competency as the underlying characteristics of an individual that are related to superior job performance. It then outlines the key elements of designing a competency framework, including identifying job clusters, roles, competencies, and proficiency levels. It also discusses how a competency framework can be used in human resource functions like hiring, performance management, and training. Finally, it notes the framework needs to be regularly refined as competencies may change over time.
Peoplepro Management Services provides professional HR services including strategy development, talent acquisition, training, and temporary staffing. They work with over 200 clients across various industries in India and abroad. The company is led by a team of experienced professionals with expertise in areas such as business strategy, HR, finance, and IT. They aim to help clients build high-performing teams through strategic and operational HR solutions.
UEP Getting Ahead Through Six Practices, Practice 6 Talent ManagementDanielle Butler-Miles
The document discusses six key steps for organizations to effectively manage talent and performance: 1) Define talent requirements based on business strategy and objectives, 2) Identify and attract talent both internally and externally, 3) Define performance expectations and role expectations, 4) Develop and nurture leadership capabilities through training, coaching and exposure to projects, 5) Recognize, reward and retain talent through compensation, promotion and other benefits, and 6) Align talent and supply chains to create an integrated performance management system. The document emphasizes that talent management is critical for business success and requires commitment from senior leadership.
This document provides information about a specialization program in competency mapping and benchmarking. The program is intended for experienced human resources professionals and will cover topics like competency analysis, organizational competency requirements, competency-based strategy development, and change management techniques for adoption of competency mapping. Attendees will learn Catalyst's framework for competency mapping and benchmarking implementation, explore case studies, and participate in interactive sessions focused on application of the concepts. The goal is to equip participants with the skills to execute competency mapping in their own organizations and enhance their professional growth.
Director of Talent Management at Hudson, Aaron McEwan and Dr. Ben Palmer, CEO of Genos International will lead a discussion presenting data on the current Australian business sentiment and initial findings from a global research project on essential ingredients in motivating your workforce.
This session will provide you with new insights on how ‘best in class’ organisations are improving productivity, growth and shareholder value.
Leading the Charge, Driving the Change: Delivering the HR of the FutureTowers Perrin
Towers Perrin HR function effectiveness and technology specialists review and interpret the brand-new results of Towers Perrin's HR service delivery research. You'll learn what organizations are focused on now and how they are planning for the future -- despite an uncertain economic climate.
This document provides 6 steps for maximizing training budgets:
1) Identify key skills and proficiency levels required for important roles
2) Assess employees' proficiency in key skills for each role
3) Identify skill gaps by comparing desired and actual skill levels
4) Implement individual development plans to address skill deficiencies
5) Adjust training strategy to address most pressing learning needs
6) Consider additional tips like web-based learning and capturing user-created training
Implementing a competency management system to define skills and proficiency levels allows more informed training decisions.
DIFR provides customized HR solutions to meet organizations' unique and changing needs. They offer a full range of HR services, including talent acquisition and training, talent management, HR process reengineering, and business incubation. DIFR's experts work with clients to design solutions tailored to their industry, size, goals, and budgets. Their vision is to develop high-quality human capital and maximize employee performance through coaching and career development.
Human Resource Management Solutions provides HRM consulting services including talent management, HRM strategy and compliance, and HRM technology and metrics. Kelly has expertise in talent planning, sourcing, development, retention, and performance management. Kelly also assists with HRM strategy development, ensuring compliance with labour legislation, and implementing HR technology and metrics systems. Kelly follows a phased approach to working with clients and can provide both strategic HRM consulting services and hands-on support for HR functions and processes.
In today’s globalized high pressure business environment there is an inherent need for organizations to focus & improve quality by using methods and tools consistently to emphasize planning and refine their designs. Quality is only improved when the organizational culture is committed to change and is willing to make quality a priority characteristic or a metric throughout the entire organization. A new wave of quality methodology ‘Six Sigma’ is revolutionizing many organizations for an innovative forward looking approach towards defect free process and optimized business delivery metrics.
With ever growing need for quality management systems through six sigma methodology and its long term business benefits, we’re pleased to launch our Six Sigma Quality Training services in addition to our existing bouquet of Risk advisory, Consulting, Training & Human Capital Services. Our services are offered through our multi location delivery centres in major metros with total presence in 11 Indian cities network.
“We are quoted in recent Economic Times news as among fastest growing risk consulting firms in India.”
The document provides information about Six Sigma quality training services offered by Riskpro India Ventures. It discusses Six Sigma and Lean Six Sigma concepts and approaches to quality management. The training courses cover the Define, Measure, Analyze, Improve, and Control stages of the DMAIC methodology. Participants will learn process analysis, statistical tools, design of experiments, and process control methods. The goal is to help organizations drive operational excellence and reduce process variation through Lean Six Sigma.
Possibilities is a leading management training and consulting firm operating internationally with its headquarters in Pakistan. It specializes in team building, leadership, customer service, and sales training. Possibilities works with over 200 clients and trains around 50,000 individuals annually. Some of its key clients include multinational companies such as P&G, Motorola, Gillette, Nokia-Siemens, ICI, and Unilever.
See how Quadrant can deliver a contingent labour solution that reduces risk, administration, and cost whilst maximising performance and retention of talent.
My MAP is Metroland's talent development initiative to help employees learn, grow, and develop skills continuously. Through online assessments, My MAP identifies an employee's competency levels and creates a customized learning plan to guide them. Employees work with their manager to evaluate skills, structure a development plan, and find opportunities to apply new skills on the job. The goal is for employees to acquire changing skills needed for their roles and potentially other careers within Metroland.
People Solutions is a global human resources consulting firm founded in 1997 with headquarters in Brussels. They have over 31 international offices across Europe, Russia, India, China, and the Middle East. Their mission is to build long-term relationships and understand clients' needs to enhance performance. They provide tailored HR solutions focused on key industries and services including recruitment, training, mergers and acquisitions support, and interim management.
ImpaQ Solutions - Smart Business ResultsMargo Boster
Gain a competitive advantage...
ImpaQ Solutions can help you increase revenue, decrease turnover and improve quality by building and supporting your people to be more effective and efficient. Let us bring proven, real world success to you.
Attract the best talent. Develop the best leaders. Be the best.
We grow through the success of our clients. Corporate Destination is an experienced management consultancy that provides executive search, contingent hiring, and recruitment process outsourcing services. Their vision is to help clients develop competent human resources to build effective organizations with sustainable growth. They introduce themselves and their goal of helping clients recruit the right people.
CEO Group of Companies is a consulting, sourcing, and technology firm present in India, Malaysia, Dubai, Indonesia and Singapore with over 80 clients and 100 professionals. It specializes in organization development, change management, customized solutions, and implementation. CEO Group aims to be a preferred partner for holistic business growth. It has experience in areas like team building, assessment, process reengineering, and turnarounds. CEO TalentSearch, a subsidiary, focuses on senior and middle level recruitment while Way2Jobz handles mass recruitment using scientific screening tools.
Effective Leadership Assessment: Strategies, Tools & Tips for SuccessHuman Capital Media
o succeed today, organizations need to know where their best talent is and how to grow it to create future leaders. But without the right strategies, tools and information, executing leadership assessments are near impossible. So what does an organization need to be successful in assessing and developing leaders?
Join us for a discussion about the tools and information you need as well as examples of some of the best practices from industry leading companies. Attendees will learn:
How integrated talent management can power success
How to use talent analytics to drive better leadership assessments
A look at Google’s process for assessing their future leaders
Best practice example tools from leading Fortune 1,000 companies
PATHWAYS K.K. is a staffing and recruitment firm based in Tokyo that provides temporary and permanent staffing solutions, as well as recruitment process outsourcing, to mainly foreign and Japanese companies. They specialize in industries like finance, IT, manufacturing, pharmaceuticals, logistics, marketing, FMCG and entertainment. Their services include temporary staffing for roles like helpdesk support, network engineering, application development, and business support. They also offer permanent recruitment and management of a company's entire recruitment process. The document outlines their recruitment and onboarding process, as well as leadership and business development training programs.
Thanks everyone who attended the sessions offered by the Association of International Product Marketing and Management (AIPMM) at ProductCamp Austin 9.
With members in over 65 countries, the AIPMM is the worldwide certifying body of product team professionals. It is the hub of all things product management. It is where product professionals go for answers.
It is the world's largest professional organization of product managers, brand managers, product marketing managers and other product team professionals who are responsible for guiding their organizations, or clients, through a constantly changing business landscape.
The Association of International Product Management and Marketing is creating a culture of mentoring within the product management professions
— to assist current product professionals in successfully confronting obstacles in their day to day efforts
— to facilitate rising product professionals in gaining experience and becoming successful product management leaders in their organizations
— to forward the profession, individual practitioners and product teams in successfully bringing products through the entire product lifecycle process
AIPMM Premium Membership provides the foundation for building your own product professional mentor network with access to member-only mentor matching, mentor/protégé facilitation, leadership trainings and opportunities for continuing education, as well as the potential to join the distinguished AIPMM Product Management Ambassadors Council.
AIPMM also offers training courses that prepare product management and marketing teams to take the CPM® and/or the CPMM® certification exam(s).
AIPMM's Certified Product Manager (CPM®) and Certified Product Marketing Manager (CPMM®) programs are internationally recognized because they allow product professionals to demonstrate their expertise and provide corporate members an assurance that their product management and marketing teams are operating at a high competency level.
Contact Hector Del Castillo at http:/linkd.in/hdelcastillo for information about AIPMM membership benefits, certification courses in your area, or for help aligning your business and product strategy.
TeamTree is an HR advisory firm that offers talent search and management services. It was founded by four professionals to bridge gaps between corporate expectations and human resource availability. TeamTree aims to empower individuals and large corporations with global competitiveness through high performance teams. The management team includes experts in communication, training, accounting, and business development. TeamTree provides a broad range of capabilities across multiple industries, including strategy, research, administration, and customer service. It assesses clients' needs to deliver tailored solutions and measurable results.
Riskpro india human capital consulting and recruitments empanelment proposalRahul Bhan (CA, CIA, MBA)
Riskpro India provides human capital management consulting services including talent acquisition, technical training, and talent retention. It has experience in various industries and can handle projects of all sizes due to its multi-skilled team. Riskpro aims to be the leading provider of specialized human capital solutions and integrated risk management services to mid-large corporations in India through high quality and affordable services.
Riskpro India Human Capital Consulting And Recruitments Empanelment ProposalRahul Bhan (CA, CIA, MBA)
We would like to introduce our firm Riskpro-India – a specialized Risk Management Consulting firm based in Mumbai, India and with offices at Delhi and Bangalore.
We would like to get empaneled with your organisation for all your recruitment requirements. We are India’s fastest growing recruitment and risk management consulting firm. Please see attached our profile for more information.
Human Capital Management Services (HCMS) – a division of Risk-pro, is a professionally run organization focused to provide customized HCM solutions to the corporates to bring un-matched value for them. HCMS inter-alia includes niche, complex and time-bound talent acquisition at all levels, complete employee payments outsourcing solutions, technical, behavioral and cultural trainings, employee retention strategy, employee satisfaction surveys, HR policy drafting and documentation, sharing industry-best practices etc.
Twenty years of management experience including roles in change management, organizational development, continuous process improvement, business planning, and strategy. Experience implementing excellence models and frameworks like the balanced scorecard at large corporations across various industries in Saudi Arabia. Provides end-to-end business design including strategic workshops, analysis, development, succession planning, and talent management to align learning and performance with business goals. Available for executive, board, consulting, and implementation roles with a focus on developing people and linking their performance to business objectives through the use of technologies, KPIs, and assessments.
The document discusses TalentGuard, a provider of talent management software and services. It aims to build the Social Talent Management Enterprise by empowering organizations to connect with and develop people through innovative software, learning content, and a coaching community. The software suite integrates key talent management functions like performance management, 360 feedback, and career development planning. TalentGuard also provides related content and a global coaching community.
Sarvagnya is a strategic HR and OD consulting firm founded on 20 years of global experience. It provides services such as change management, competency modeling, learning and development, business process engineering, HR policies/processes, and performance management. The firm uses proprietary tools and a scientific approach to address organizational challenges. It has experience across multiple industries and geographies. The management team is led by Sri Harsha, who has over 20 years of experience in strategic HR and business consulting.
This document provides information about Riskpro, an organization offering human capital management services in India. It discusses Riskpro's mission to be a market leader in specialist recruitment and risk management consulting. The document outlines Riskpro's service offerings such as permanent hiring, contractual hiring, mass hiring, talent acquisition, technical training, behavioral training, and talent retention services. It also shares details about Riskpro's talent acquisition process and human risk management services. Bios of Riskpro's experienced team members with credentials in fields like risk consulting, internal audits, accounting, and human resources are included.
The document provides information about Riskpro, an organization that offers human capital management services including talent acquisition, technical training, talent retention, and behavioral/cultural training. It summarizes Riskpro's network presence in major Indian cities, mission to be a market leader in recruitment solutions, and value proposition of providing quality advisory services normally offered by large consulting firms at more affordable rates. The document also outlines Riskpro's various service offerings and processes for talent acquisition and human risk management. It shares credentials and experiences of Riskpro's team of professionals across risk, audit, taxation, insurance, banking, and other fields.
The document provides information about Riskpro, an organization that offers human capital management services including talent acquisition, technical training, talent retention, and behavioral/cultural training. It summarizes Riskpro's network presence in major Indian cities, mission to be a market leader in recruitment solutions, and differentiated focus on quality delivery and experience. The document also outlines Riskpro's service offerings across various areas of human capital management and provides details on its talent acquisition process and human risk management services. Bios of some of Riskpro's experienced team members are included at the end.
Human Capital Management Services (HCMS) – a division of Risk-pro, is a professionally run organization focused to provide customized HCM solutions to the corporates to bring un-matched value for them. HCMS inter-alia includes niche, complex and time-bound talent acquisition at all levels, complete employee payments outsourcing solutions, technical, behavioral and cultural trainings, employee retention strategy, employee satisfaction surveys, HR policy drafting and documentation, sharing industry-best practices etc.
Risk-pro also provides highly specialized services in the field of risk management, internal audits, forensic accounting, investigations, prevention of fraud, process reviews etc.
Similar to Management Mentors Sales Presentation V1.2 (20)
1. Management
Mentors
Winning Talent Within
MANAGEMENT MENTORS
WINNING TALENT WITHIN
2. Management
Mentors
Winning Talent Within
Mission Statement
Guided by our constant focus on our “Four Pillars” of Talent Management,
Management Mentors strives to provide our clients consisting of large Corporations,
Government organizations and not-for-profits with a combined front-end strategy,
solution implementation and project staffing, and continuing innovation into a
framework that combines the fundamentals of the employee life cycle with the
dynamic change elements of the business life cycle.
We help clients identify specific processes, activities, and operational issues and
develop highly targeted implementation plans designed to achieve the desired
result. We work with clients to gather and analyze their information and expertise to
form a knowledge base for introducing business improvements, as well as creating
foundations for new initiatives. In this way, we help clients achieve a balance
between long-term vision and short-term traction, creating immediate business
benefits as well as sustained competitive advantage and profitability.
3. Management
Mentors
Winning Talent Within
Company Overview
Core Competencies
The Leader in Quality Mentoring Services
for Over 20 Years.
We Offer The Most Advanced Applications
to Deliver Talent Management Solutions.
We Make it Easy and Rewarding to
Rene D. Petrin, President and Founder of Participate in Talent Development;
Management Mentors, Inc.
Coaching Complete
Mentoring Complete Corporate Wide.
We Provide a Full Array of Products,
Consulting and Services Necessary to
Succeed and Maximize Value.
4. Management
Mentors
Winning Talent Within
Company Overview
Core Values
Integrity Excellence
Integrity
Excellence
Customer Focused
Teamwork
Entrepreneur Oriented
Customer
Communication Focused
Teamwork
Entrepreneur
Communication
Oriented
5.
6. Management
Mentors
Winning Talent Within
The Money Train/Human Capital Costs
Following a Dual Track
Cut Costs Grow Profits
Retention
• Mentoring • Efficiency
• Knowledge Base
• Coaching • Profitability
• Automation
• Longevity
Certification
Standards
7. Management
Mentors
Winning Talent Within
The Challenge
Business Week Reported:
―Companies and countries will need more than 3.5 billion people to
fill knowledge worker positions.‖
―In the U.S., retirement of the
baby boomers means that the
500 biggest companies could
lose half their senior managers
in the next five years.‖
―The U.S. will have the biggest
shortfall—needing as many as
an additional 14 million people.‖
~Business Week, September 2008
8. Management
Mentors
Winning Talent Within
Deloitte Research States…
The Problem
• One in three new for talent isaincreasing!
Competition hires leave company within
the first year of employment.
9. Management
Mentors
Winning Talent Within
Talent Strategy
Senior executives must realize that their talent strategy must entail
more than just throwing money at high-performers in hopes of
recruiting and retaining them.
Talent must be redefined to include not just the best and brightest
but the entire workforce—those who contribute all of the skills and
capabilities that an organization needs to sustain growth.
10. Management
Mentors
Winning Talent Within
Managing the Global Talent Crisis
The Solution
Three Legged Stool Model
Improve the Quality of Talent Develop Certification Standards
Management to Ensure Long Term Success
Apply Knowledge Base and Automation
to Increase Retention and Reduce Cost
11. Management
Mentors
Winning Talent Within
One Company…Winning Talent Within!
Static/Disjointed Service Environment Your Private Network
No Process
Standards
No Visibility
No Scalability
Limited Controls
Limited Progress
Tracking
A Self Contained Communications Network
Centralized Compliance Management
Centralized Program Management
Centralized Services
Knowledge Database
Skills/Certification Repository
Scalability/Global Visibility
12. Management
Mentors
Winning Talent Within
Applying Knowledge Base & Automation
The Solution
13. Management
Mentors
Winning Talent Within
The Certification Standard
The Solution
14. Management
Mentors
Winning Talent Within
Does it Work?
Case Study
YES!
Results: Enterprise Rent, a Car Case Study
In Enterprise's current 12-month rolling report, it has 450
pairs at an over 89 percent pairs' retention percentage.
The Enterprise mentee retention percentage is over 92
percent, including over 94 percent for both women and
minorities.
In addition, the overall promotion percentage for
mentees participating in the program has continued to
exceed expectations.
15. Management
Mentors
Winning Talent Within
Does it Work?
The Solution
• ABSOLUTELY!
Management Mentors routinely achieves a 90%
success rate with pairs it matches using a
thoughtful, proven, automated process…And it’s
fast.
16. Management
Mentors
Winning Talent Within
Administration Performance Factors
The Solution
Efficiency (Administration can run 60% of cost)
Reduce process steps through automation
Reduce administration time allocated to non-value added tasks
Time dedicated to recruiting
Downtime spent with an unsuccessful recruit
Valuable management time spent training the un-trainable
Rework – Time spent on doing the same tasks over again
25 – 50% of a process cost can be attributed to doing things over,
because they were not done right the first time
Information Availability – Is the right information available at the right time?
25 – 50% of a process cost can be attributed to poor information
availability
Mentor - Mentoree - Managing Your Greatest Assets
Freedom of choice
Employee self service
Actionable opportunities to define the process
Identify and develop talent within
17. Management
Mentors
Winning Talent Within
Retain Top Talent
The Problem
Research suggests that a company’s ―stars‖ are the first to be
poached by competitors and are less likely to stay.
Moreover, a study of investment banks found that when imported
from elsewhere, stars rarely sustain their performance in the new
organization. Deloitte Research. "HR That That Means Business:
Focusing on Value Creation."
18. Management
Mentors
Winning Talent Within
Our Approach – 4 Pillars
of Talent Management
Consulting &
Training
Over 45 Years of Expert Mentoring Complete
Mentoring & Program Long Term Relationships
Increase Retention
Management Experience Increased Visibility
The Knowledge Experts
90% Matching Success
250 Program Standards
Reduce Cost Through
Proven Methodology
Automation
Knowledge Transfer
Mentoring Mentoring
University Complete
Mentoring University Coaching Complete
On-line Education Shorter Term/Managerial in
Complete
Coaching
Certification Standards Nature
Understanding/Training Task Oriented Success
Reduced Cost Through
Automation
19. Management
Mentors
Winning Talent Within
How does a successful mentoring program
benefit your organization?
The Solution
• Enhance strategic business initiatives
• Increase retention
• Reduce turnover costs
• Improve productivity
• Enhance professional development
• Breaks down the "silo" mentality that hinders cooperation among
company departments or divisions
• Uses your own employees, instead of outside consultants, as
internal experts for professional development
20. Management
Mentors
Winning Talent Within
What if you are missing
a piece?
Consulting &
Training
Over 45 Years of Expert Mentoring Complete
Mentoring & Program Long Term Relationships
Increase Retention
Management Experience
Risk… Cost… Uncertainty
The Knowledge Experts
250 Program Standards
Increased Visibility
90% Matching Success
Reduce Cost Through
Proven Methodology
Automation
Knowledge Transfer
Mentoring Mentoring
University Complete
Mentoring University Coaching Complete
On-line Education Shorter Term/Managerial in
Complete
Coaching
Certification Standards Nature
Understanding/Training Task Oriented Success
Reduced Cost Through
Automation