Des de les trobades FEAC, familia escola acció compartida, reflexionarem sobre el tema de la felicitat. Aquest és un tema que com a pares i educadors ens preocupa i ens motiva tractar-lo
Des de les trobades FEAC, familia escola acció compartida, reflexionarem sobre el tema de la felicitat. Aquest és un tema que com a pares i educadors ens preocupa i ens motiva tractar-lo
Succession planning is a process for identifying and developing internal employees who have the potential to fill key leadership positions when they become vacant. It ensures that employees are recruited or developed to fill each critical role and that the organization can continue operating effectively when individuals in key positions depart. Succession planning is an ongoing process that involves identifying critical positions, analyzing the skills and competencies required for each role, developing succession plans, and monitoring and revising the plans over time. It aims to assess the organization's ability to replace departing staff and identify internal candidates ready to transition seamlessly into new roles.
The document discusses career planning and succession management. It covers topics such as career stages, factors influencing career choices, the importance of career planning for individuals and organizations, career planning processes, issues that can impact careers, and succession planning. Specifically, it outlines the steps in succession planning as identifying current job holders and qualified potential replacements, assessing their performance and readiness, and developing a plan to fill future vacancies from within the organization. Succession planning helps ensure continuity and a steady flow of talent to key roles.
Succession Planning for Sustainable Organizational DevelopmentCharles Cotter, PhD
The strategic imperative, value and relevance of Succession Planning as a driver of sustainable organizational development. Applying the Succession Planning process.
Career Planning and Succession Planning - Principles of Human Resource Manage...Rai University Ahmedabad
Career and succession planning is very important for every individual, here, students will study about in what stage of life they should lead to the career growth path.
The document discusses the 9 box model for classifying employees based on their performance and potential. The 9 box model assesses people on two dimensions: demonstrated performance on their current role and their long-term potential. It places employees into 9 categories within a grid based on these dimensions to help identify high potentials, develop employees, and ensure they are placed in roles that suit their skills. Each category is described in terms of the typical employee attributes and recommended actions for development or placement. The overall purpose is to accurately assess individuals to match their development plans to maximize their contribution to the organization.
The document discusses the five steps of career planning: 1) self-assessment to understand your interests, personality, and skills, 2) exploring work and career options, 3) narrowing your options to 3-5 choices, 4) deciding on the best option by considering your ideal job and qualifications, and 5) setting a specific, measurable career goal. It also identifies barriers to goals like negative self-image and outlines tips for preparing for successes and setbacks in your career like maintaining a resume and building professional network.
Developing a succession plan is important for retaining top talent and ensuring leadership continuity. Only 1% of companies rate their succession plans as excellent. Succession planning identifies key positions, assesses the competencies and skills required for each role, and develops employees to fill roles when current leaders depart. It is a systematic, ongoing process to retain intellectual capital and encourage advancement, not a one-time event. Tools like talent profiles and a decision matrix can help evaluate employees' performance and potential to identify candidates for development and succession.
The document describes a 9 box performance-potential matrix used to evaluate employees. The matrix compares an employee's current performance against their potential and places them into one of 9 boxes ranging from "outstanding performance/high potential" to "poor performance/limited potential". Each box provides definitions of the employee type and what behaviors and characteristics indicate they belong in that particular box.
Montse Cosidó - Jonathan Elbaz Som dos profesionals en l'art i la pedagogia que volem compartir la nostra experiència i les ganes de conèixer més persones
Succession planning is a process for identifying and developing internal employees who have the potential to fill key leadership positions when they become vacant. It ensures that employees are recruited or developed to fill each critical role and that the organization can continue operating effectively when individuals in key positions depart. Succession planning is an ongoing process that involves identifying critical positions, analyzing the skills and competencies required for each role, developing succession plans, and monitoring and revising the plans over time. It aims to assess the organization's ability to replace departing staff and identify internal candidates ready to transition seamlessly into new roles.
The document discusses career planning and succession management. It covers topics such as career stages, factors influencing career choices, the importance of career planning for individuals and organizations, career planning processes, issues that can impact careers, and succession planning. Specifically, it outlines the steps in succession planning as identifying current job holders and qualified potential replacements, assessing their performance and readiness, and developing a plan to fill future vacancies from within the organization. Succession planning helps ensure continuity and a steady flow of talent to key roles.
Succession Planning for Sustainable Organizational DevelopmentCharles Cotter, PhD
The strategic imperative, value and relevance of Succession Planning as a driver of sustainable organizational development. Applying the Succession Planning process.
Career Planning and Succession Planning - Principles of Human Resource Manage...Rai University Ahmedabad
Career and succession planning is very important for every individual, here, students will study about in what stage of life they should lead to the career growth path.
The document discusses the 9 box model for classifying employees based on their performance and potential. The 9 box model assesses people on two dimensions: demonstrated performance on their current role and their long-term potential. It places employees into 9 categories within a grid based on these dimensions to help identify high potentials, develop employees, and ensure they are placed in roles that suit their skills. Each category is described in terms of the typical employee attributes and recommended actions for development or placement. The overall purpose is to accurately assess individuals to match their development plans to maximize their contribution to the organization.
The document discusses the five steps of career planning: 1) self-assessment to understand your interests, personality, and skills, 2) exploring work and career options, 3) narrowing your options to 3-5 choices, 4) deciding on the best option by considering your ideal job and qualifications, and 5) setting a specific, measurable career goal. It also identifies barriers to goals like negative self-image and outlines tips for preparing for successes and setbacks in your career like maintaining a resume and building professional network.
Developing a succession plan is important for retaining top talent and ensuring leadership continuity. Only 1% of companies rate their succession plans as excellent. Succession planning identifies key positions, assesses the competencies and skills required for each role, and develops employees to fill roles when current leaders depart. It is a systematic, ongoing process to retain intellectual capital and encourage advancement, not a one-time event. Tools like talent profiles and a decision matrix can help evaluate employees' performance and potential to identify candidates for development and succession.
The document describes a 9 box performance-potential matrix used to evaluate employees. The matrix compares an employee's current performance against their potential and places them into one of 9 boxes ranging from "outstanding performance/high potential" to "poor performance/limited potential". Each box provides definitions of the employee type and what behaviors and characteristics indicate they belong in that particular box.
Montse Cosidó - Jonathan Elbaz Som dos profesionals en l'art i la pedagogia que volem compartir la nostra experiència i les ganes de conèixer més persones
La Unión Europea ha propuesto un nuevo paquete de sanciones contra Rusia que incluye un embargo al petróleo ruso. El embargo se aplicaría gradualmente durante seis meses para el petróleo crudo y ocho meses para los productos refinados. Este paquete de sanciones requiere la aprobación unánime de los 27 estados miembros de la UE.
Viceverba_appdelmes_0624_joc per aprendre verbs llatinsDaniel Fernández
Vice Verba és una aplicació educativa dissenyada per ajudar els estudiants de llatí a aprendre i practicar verbs llatins d'una manera interactiva i entretinguda.
3. L’alegria és un sentiment de felicitat en què valores el que tens per sobre de tot i voldries que aquest moment que t’ha fet sentir així durés per sempre. Aquest sentiment és molt important perquè és el que dóna sentit a la nostra vida i fa que estiguem a gust amb el que tenim i amb la gent que ens envolta, és el sentiment que promou tots els altres sentiments importants en la nostra societat: l’esforç, l’esperança, l’amor, la solidaritat...
4. La felicitat és una sensació que tothom hauria de viure com a mínim una vegada al dia, perquè la verdadera felicitat està en les petites coses que un fa, no en les grans coses que alguns busquen...
5. No sé ben bé com definir l’alegria, però sí que us puc dir quan em sento feliç: quan estic amb els amics o la família, quan m’expliquen acudits, quan celebrem una festa, quan estic malalta i em vénen a visitar… La meva conclusió és que les persones ens sentim alegres per diverses raons, quan ens sentim útils, quan ens sentim estimades o quan estimem...
10. Alegria és un sentiment que crec que tindríem que sentir tots una vegada a la vida. Quan sents alegria saps que tot anirà bé, se t’obliden els problemes. Quan tenim alegria és quan estem amb la família, de festa...
11. L’alegria és el millor sentiment que una persona pot tenir. Quan estic alegre sento que tot em sortirà bé i començo a fer tonteries del contenta que estic...
12. Amor és quan ens donem als altres sense esperar res a canvi...
13. L’alegria és un sentiment de felicitat amb una visió optimista que ens fa sentir millor a les persones. L’hauríem de gaudir constantment, ja que ens fa ser millor persones i que també fa que hi hagi un ambient millor que si estem tristos, enfadats o deprimits i que fa que estiguem a gust amb el que tenim i ens envolta.
15. L’alegria és una llibertat que tenen les persones de ser felices i un sentiment que ajuda a ser feliç. Per a mi anar de viatge a un lloc i conèixer coses noves és alegria; estar amb els meus germans i la meva família és alegria...
16. L’amor és una emoció i un sentiment de felicitat que sento quan estic amb els meus amics o amb la meva família. Sóc més feliç quan estic alegre...
17. L’alegria és quan gaudeixes de la vida sense molestar als altres. És quan gaudeixes, quan t’ho passes bé, quan alliberes tota l’eufòria…
18. Solidaritat és estar sempre units com una pinya, ajudant-nos en tot allò que calgui....
19. L' alegria és el millor del món: sigues alegre amb la gent i seràs alegre amb tu mateix.
21. L'alegria és un sentiment que hauria de tenir tothom i que et fa sentir molt bé. Tothom de la meva família està molt feliç, sobretot els nens...
22. Alegria és felicitat, amistat, el riure d’una persona i sobretot les ganes de viure.
23. Projecte col·laboratiu entre els alumnes de 1A i 1B ESO utilitzant els recursos TIC que ens ofereix el MOODLE de l’escola: WIKIS, POUS DE LLIURAMENT i FÒRUMS.... AUTORS: BENÍTEZ, Raúl CARDENAL, Andrea CLOTET, Marc EDO, Clara FERRER, Mireia GARCÍA, Gerard GÓMEZ, Mireia GUEVARA, Hèctor GUTIÉRREZ, Meritxell HERNÁN, Iván IBÁÑEZ, Marc LÓPEZ, Maria MANZANO, Sílvia MESEGUER, Sònia MORERA, Mireia OLIVÁN, Luna PÉREZ, Marina RIVERA, Iván RUÍZ, Aina SANCHÍS, Ariadna SERRALLACH, Martí SERRALLACH, Neus ÚBEDA, Glòria COORDINACIÓ: F. Capel