Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
In today’s economic environment, identifying and attracting high-potential employees can give employers an edge on their competition and set up their organizations for future success. This white paper:
Provides background on high-potential talent.
Offers steps HR and talent management professionals can take to establish an effective high-potential talent identification program.
Identifies the competencies leading organizations are seeking in high-potential talent.
Discusses other factors HR and talent management professionals should consider when identifying high-potential talent.
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
In today’s economic environment, identifying and attracting high-potential employees can give employers an edge on their competition and set up their organizations for future success. This white paper:
Provides background on high-potential talent.
Offers steps HR and talent management professionals can take to establish an effective high-potential talent identification program.
Identifies the competencies leading organizations are seeking in high-potential talent.
Discusses other factors HR and talent management professionals should consider when identifying high-potential talent.
Succession planning is a part of Human
resource planning for employee
development It is a strategy for identifying
and developing high potential workers for
future leaders.
Best Employee Recognition PowerPoint Presentation SlidesSlideTeam
Best Employee Recognition PowerPoint Presentation Slides offers a remarkable design for professionals to compile the core aspects of recognition programs. This reward management PPT theme helps you to consolidate company background in terms of employee productivity and revenue per employee. Represent the employee dissatisfaction reasons and the steps involved in creating a sound recognition program using reward program PowerPoint slideshow. This employee motivation PPT template helps you to showcase the employee recognition committee, identify the award types, and their frequency. Demonstrate the best employee selection timeline, and different recognition programs across various departments using this employee recognition award PowerPoint presentation. Highlight the impact of rewards program on the employee using parameters like productivity, and employee engagement through performance recognition PPT slideshow. Compile criteria like attitude, attendance, and ability to learn with the help of our employee of the year rewards program PowerPoint theme. Take advantage of impactful data visualization tools of employee recognition PPT slides deck and create a compelling presentation within moments. https://bit.ly/3hbl1nD
Strategic Workforce Planning PowerPoint Presentation Slides is a comprehensive solution for HR professionals to showcase talent management plans. This human resource strategy PPT theme touches key aspects like employee training, motivation, performance management, career planning, and employee engagement. The manpower management PowerPoint slideshow helps you to demonstrate talent management methodology. Highlight recruitment sources, process, and how to track recruitment activities by the means of this workforce management PPT template. Elucidating the hiring plan by department becomes easy using tabular formats of employee planning PowerPoint theme. Illustrate performance planning guidelines, performance coaching, and feedback through this staff management PPT slideshow and present types of goals and priorities. Showcase action plan for employee motivation in a concise tabular layout included in this personnel management PowerPoint template. So, download this HR planning PPT deck to demonstrate the fundamentals of strategic workforce planning. https://bit.ly/3dS7qkA
Discover how we are accelerating learning as well as enabling our Accenture professionals to build career equity, to shine and bring passion to the fast-paced, innovative Workday platform
Company talent development presentation (public)Ramil Mastiyev
This is a sample presentation on delivering a speech to the management in your company or a client. It features the main arguments and a kick-start scenario for creating a company-specific talent development program.
Succession planning is a part of Human
resource planning for employee
development It is a strategy for identifying
and developing high potential workers for
future leaders.
Best Employee Recognition PowerPoint Presentation SlidesSlideTeam
Best Employee Recognition PowerPoint Presentation Slides offers a remarkable design for professionals to compile the core aspects of recognition programs. This reward management PPT theme helps you to consolidate company background in terms of employee productivity and revenue per employee. Represent the employee dissatisfaction reasons and the steps involved in creating a sound recognition program using reward program PowerPoint slideshow. This employee motivation PPT template helps you to showcase the employee recognition committee, identify the award types, and their frequency. Demonstrate the best employee selection timeline, and different recognition programs across various departments using this employee recognition award PowerPoint presentation. Highlight the impact of rewards program on the employee using parameters like productivity, and employee engagement through performance recognition PPT slideshow. Compile criteria like attitude, attendance, and ability to learn with the help of our employee of the year rewards program PowerPoint theme. Take advantage of impactful data visualization tools of employee recognition PPT slides deck and create a compelling presentation within moments. https://bit.ly/3hbl1nD
Strategic Workforce Planning PowerPoint Presentation Slides is a comprehensive solution for HR professionals to showcase talent management plans. This human resource strategy PPT theme touches key aspects like employee training, motivation, performance management, career planning, and employee engagement. The manpower management PowerPoint slideshow helps you to demonstrate talent management methodology. Highlight recruitment sources, process, and how to track recruitment activities by the means of this workforce management PPT template. Elucidating the hiring plan by department becomes easy using tabular formats of employee planning PowerPoint theme. Illustrate performance planning guidelines, performance coaching, and feedback through this staff management PPT slideshow and present types of goals and priorities. Showcase action plan for employee motivation in a concise tabular layout included in this personnel management PowerPoint template. So, download this HR planning PPT deck to demonstrate the fundamentals of strategic workforce planning. https://bit.ly/3dS7qkA
Discover how we are accelerating learning as well as enabling our Accenture professionals to build career equity, to shine and bring passion to the fast-paced, innovative Workday platform
Company talent development presentation (public)Ramil Mastiyev
This is a sample presentation on delivering a speech to the management in your company or a client. It features the main arguments and a kick-start scenario for creating a company-specific talent development program.
An Intro to Talent Development and Talent AnalyticsCoachSource LLC
The Center for Talent Reporting has produced a number of excellent webinars on trends in talent analytics. These slides provide an excellent introduction for those who are talent managers, or interested in the cost of human capital. For more details look at http://www.centerfortalentreporting.org/ or join us at https://www.linkedin.com/groups?home=&gid=6792888&trk=anet_ug_hm
Developing Leaders Through a Structured Leadership Development ProgramWong Yew Yip
Many organizations realize the importance of effective leadership to enable an organization to achieve its vision, mission and strategic objectives and to make the organization successful. These organizations place high priority on the training and development of their leaders at various levels and embark on leadership development programs.
Unfortunately, many organizations go for the so-called "quick wins" by conducting a 2-5 days leadership development program, believing this will solve their leadership issues and booster business performance. These organizations have got to be realistic as it is just impossible to develop and turn people into instant effective leaders in 2-5 days.
To develop effective leaders, a Structured Leadership Development Program is needed with a proper process and blueprint for implementation, the duration of which could be at least 6 months.
Leadership@IndiaIshtyle - a snapshot of how Organizations across India are bu...Your HR Buddy®
A snapshot of Leadership Bench development efforts at some of India's leading companies.
Disclaimer: most of this stuff is based on secondary research and is a little dated!
The role of “leader” has changed. Lower-level managers have a much broader span of responsibility. Cross-functional and global teams are far more commonplace. And career progression is moving at an accelerated pace.
According to Bersin by Deloitte’s Predictions for 2016, approximately 50 per cent of all leaders in every company are first- or second-line leaders, with the most critical supervision and management challenges taking place among front-line leaders.
It’s vital then that leaders need to be developed across the whole organization – not just in the boardroom – for an organization’s long-term success. Join us in this webinar, where we’ll discuss how to:
Combine on-the-job learning, coaching and feedback, and formal learning activities into your leadership development program.
Establish the critical foundations around identification, shared management, assessment and development to ensure program success.
Build strong bench strength and gain a competitive advantage through a talent management solution.
Keynote Presentation to CPA America Int'l in Portland, OR in September, 2014.
In a period of rapid change and increasing complexity, the winners will be those who can keep their rate of learning greater than the rate of change and greater than their competition or their L > C.
It's time to reimagine the CPA profession around the concepts of talent development and learning. New skills, new ways of learning, and new thinking. The need for a strategic and systematic approach to talent development is already underway in many high-performing organizations. Are you ready for these sweeping, even disruptive trends?
This presentation covers the latest trends and what we see as "next" practices emerging and how we, at the Business Learning Institute, are working to help CPA firms, corporations, government, and nonprofits with a new approach to talent development and learning designed to get two things: (1) business results and (2) engaged employees who are willing to give you their discretionary efforts!
Attracting and developing talent are essential to building a bench of future leaders. Using "business fitness" as a theme connects the needs of the individual with the business.
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
Memiliki model kompetensi yang jelas di organisasi Anda memberikan karyawan di setiap tingkat organisasi jalur yang jelas yang dapat mereka ambil untuk pindah ke tingkat berikutnya dalam organisasi. Oleh karena itu, seluruh karyawan dibimbing untuk meningkatkan kompetensi yang dibutuhkan untuk mencapai visi, misi, dan strategi bisnis organisasi.
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
Invitation!! International Leadership Master Class Retreat - London May 26 - 29, 2014
Theme: “Building Sustainable Leadership: Key to 21st Century Personal and Organizational Success”
Please join us for an inspirational and transformational experience surely to renew and reinvigorate us all for challenging days ahead.
Dr. John
Outline of unique leadership development process for organizations - not training, not consulting, but how we coach/facilitate people in achieving specific measurable personal and professional goals
IPDC Training - Leadership Essential Coaching for Greater Effectiveness and P...IPDC Training Institute
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
India's Energy Future and Opportunities for U.S. - India Energy PartnershipDarshit Paun
Opportunities for Strategic Indo-US Energy Partnership. Presented before Kathleen Stephens, Hon'ble U.S. Ambassador, Charge de' Affairs, U.S. Embassy, New Delhi and U.S. Consulate General.
Business Research Report for Electricity Conusmption behaviour research conducted in Ahmedabad and Gandhinagar region of Gujarat with a sample size of 50.
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Mc donald’s talent management and leadership development
1. McDonald’s Talent
Management and
Leadership Development
TALENT MANAGEMENT
Presented to
Prof. Ashutosh Muduli
Presented by
Darshit Paun 20131010
Nilay Dave 2013
Shirshendu Mandal 20131050
Siddhartha Bhatnagar 20131051
2. Goal of Talent Management
Today’s Leader
High performance committed
leaders
Tomorrow’s Leader
Deep, Diverse pool of
replacement candidates
Development Culture
Culture that both demands
and supports learning and
development
3. Scope of Talent Management
Talent Planning/ Forecasting
Talent Assessment
Staffing /Recruiting/ movement
Development
4. Step1: The Starting Point
Moved from five to three rating category with new rating labels.
Established target rating distribution of 20% in the highest
category,70% in the middle category and 10% in lowest category.
Added demonstrated competencies in evaluation criteria.
Aligned compensation system to ensure that pay differentiation
matched performance differentiation.
5. TALENT MANAGEMENT PLAN
To assess the depth and diversity of the talent pool.
Talent Plan reviews were conducted at the senior management
level on an annual basis.
Senior managers to report the strengths of their current leadership
teams and the depth & diversity of their leadership pipeline.
6. KEY ELEMENTS OF TALENT PLAN
Forecast of
leadership
requireme
nt
Assessment of
performance and
advancement
potential
Identificati
on of
backups
for key
leadership
position
Diversity analysis
and improvement
Retention
Strategy
for top
talent
Leadership
development
strategy for key
talents
7. LESSON’S LEARNT
Strong linkage required between the business strategy and the
Talent Plan.
Disciplined approach to the plans and track its progress.
Start the process at the top of the organization and gradually come
down to all the levels.
Not much emphasis be given to the empirical data to avoid
“stretching the truth”.
8. Accelerated Development
Processes
In 2003:
Leadership @ McDonald’s Program (LAMP)
In 2004:
European Leadership Development Program (ELDP)
Asian Leadership Development Program (ALDP)
Middle Eastern & African Leadership Development Program
LAMP Americas
9. LAMP
Global
24 high-potential director/senior directors
Participation- Europe, Asia and the Pacific, Middle East, Latin America, and the
United States.
Diversity: 40% Women and 39% minority participants representing 11 countries.
Candidates nominated by senior leaders, Screened & admitted to program by CEO.
Primary designed – Internal resources
Design & execution- Consultant/ Facilitator & Internal Staff
11. LAMP- Key Elements
9 months program – 6 classroom session (3-4 days each)
Third party assessment & a 360 degree survey feedback
Detailed personal development plans
Executive dialogues at every session
Coaching – by Facilitator & Peers
Leadership Modules
University experience
An action learning project
Presentation by senior leadership team
12. Statistics till 2009
4 LAMP sessions, 3 ELDP sessions, and 3 ALDP sessions
Total graduates- 200
Women participation- 42%
Representation from 45 countries
37% of graduates of all programs have been promoted
13. Lesson’s Learnt
Start small, with a pilot, & establish a brand.
Length of program matters.
Selection of Action learning projects is important & should have
strong sponsors.
Scales project correctly
Programs in different areas of the world need to be shaped &
customize.
14. Leadership Development
2006 – Decision was made to launch the McDonald’s Leadership
Institute.
Virtual Centre providing accelerated development programs,
Transition programs
Core programs
Online Development Resource Centre (Personal Development
related resources accessible from anywhere around the world)
Leadership Dialogues from Senior leaders and external thought
leaders.
15. Scope of Resources for McDonald’s
Leadership InstituteCareerTools
Complete your
internal profile
Prepare for an
interview
Leadership
position profiles
Development
planning
360 feedback
Development
Planning Support
Online
Development
Resource Centre
Development
Resources
Internal
Development
curriculum
University
programs
Self-study books,
articles
Executive
Coaching
Job transitions
On-Boarding and
assimilation
support
Job transition
support
Accelerated development programs
GLDP LMP ELDP ALDP
Talent Management
Development Culture
2006 Launch
16. GLDP – Global Leadership
Development Program
Accelerating development of highest potential officers.
Funded from CEO’s budget
Global Effort to build leaders using internal expertise and external thought
leaders.
Focus on
Knowing the market and the customer
Executing to deliver results
Leading innovation
Paying attention to ethics and values
Enhancing self-awareness and driving for continuous personal development.
17. Metrics to measure impact of TM
initiatives
Strength & Diversity of
Current Leadership
Team
•Annual performance
Rating distribution
•% of leaders
assessed having
higher potential
•% of lower
performers on
improvement plans
•Year-over-year
changes in diversity
Depth & Diversity of
feeder pools
•% of key leadership
positions for which at
least 2 backups
identified
•Diversity of feeder
pool candidates
Retention of top
performers & those
with high potential
•% of those rated
exceptional
•Retention of leaders
with high
advancement
potential
18. Improvement Areas
Strong linkage between talent planning and strategic planning
Making better use of planned job moves to accelerate
development
Improving overall execution
19. Conclusion
Carefully planned approach in building talent management.
Started with fixing PMS
Untimely deaths of two of its top leaders bolstered the requirement
of talent management initiatives.
The metrics have been tracked and appropriate changes have
been made with time to ensure a strong leadership team in place.