This document provides an overview of manager effectiveness training on recruiting and retaining talent. It discusses establishing a recruiting culture where candidates feel valued and are treated as customers. Key roles in the recruiting process are outlined, including recruiters partnering with hiring managers. The goal is to attract, select, and hire top talent by shortening timelines, collaborating across teams, and demonstrating how open jobs match candidates' skills. Metrics will measure quality of hire and recruiting culture to continuously improve the candidate experience.
The document provides strategies and best practices for building a strong recruiting culture and talent brand, including measuring the full recruiting cycle, holding business units accountable, treating job seekers as customers, implementing workforce planning, training recruiters, using teams of recruiters and hiring managers, and focusing on recruiting to retain top talent.
This document provides guidance on building a strong recruiting culture. It discusses measuring the full recruiting cycle, holding business units accountable, treating job seekers as customers, implementing workforce planning, training recruiters, focusing on onboarding, using teams of recruiters and hiring managers, enhancing applicant tracking systems, and maintaining a recruiting-to-retain mindset. The goal is to establish a culture where recruiting is a priority at all levels and the candidate experience is positive from start to finish in order to attract and retain top talent.
The document provides guidance on building a strong recruiting culture. It discusses establishing a visible corporate recruiting culture, measuring the entire recruiting cycle, holding business units accountable, and treating job seekers as customers. It also covers workforce planning, recruiter training, onboarding processes, using teams of recruiters, enhancing the applicant tracking system, and developing quality initiatives. The overall goal is to recruit to retain top talent.
The document discusses the process of job analysis. It explains that job analysis involves systematically studying and documenting the responsibilities, duties, skills, and qualifications required for a specific job. This includes determining the importance of duties and the physical and mental abilities needed. Job analysis is important as it helps identify what a job requires and what employees need to effectively perform the job. It aids in recruiting qualified candidates, determining compensation, assessing training needs, and designing HR strategies and policies. However, job analyses need to be conducted carefully and updated regularly to ensure their accuracy.
This document discusses winning the war for talent in China's mining industry. It summarizes that demand for talent in mining will remain strong as major companies staff new projects and developing world companies seek world-class talent. The recruitment process is changing with talent risk now a high-level issue and a focus on retaining employees. It outlines Swann's global recruitment channels and candidate pipeline model to help clients fulfill future talent needs.
Microsoft Power Point China Mining Nov 2008 [Compatibility Mode]guest9c8069
The document discusses winning the war for talent in the mining industry. It notes that demand for talent will remain strong as major mining companies staff new projects and developing world companies seek world-class talent. However, the recruitment process is changing as talent risk becomes a higher priority and employees become less mobile. The document outlines different channels for building a talent pipeline, including universities, professional networks, and country funnels. It emphasizes that an effective employment brand is needed to appeal to employees and attract candidates by focusing on elements like culture, development opportunities, and work-life balance, as traditional incentives alone will not be as appealing.
The document outlines Dusit International's succession planning process. It discusses the business case for succession planning and key concepts. It then describes Dusit's approach, which includes succession planning at the corporate, property senior executive, and property management levels. The process involves assessing talent and identifying candidates for development in order to fill critical roles now and in the future. Responsibilities are assigned and tools like a succession planning matrix are utilized.
The document provides strategies and best practices for building a strong recruiting culture and talent brand, including measuring the full recruiting cycle, holding business units accountable, treating job seekers as customers, implementing workforce planning, training recruiters, using teams of recruiters and hiring managers, and focusing on recruiting to retain top talent.
This document provides guidance on building a strong recruiting culture. It discusses measuring the full recruiting cycle, holding business units accountable, treating job seekers as customers, implementing workforce planning, training recruiters, focusing on onboarding, using teams of recruiters and hiring managers, enhancing applicant tracking systems, and maintaining a recruiting-to-retain mindset. The goal is to establish a culture where recruiting is a priority at all levels and the candidate experience is positive from start to finish in order to attract and retain top talent.
The document provides guidance on building a strong recruiting culture. It discusses establishing a visible corporate recruiting culture, measuring the entire recruiting cycle, holding business units accountable, and treating job seekers as customers. It also covers workforce planning, recruiter training, onboarding processes, using teams of recruiters, enhancing the applicant tracking system, and developing quality initiatives. The overall goal is to recruit to retain top talent.
The document discusses the process of job analysis. It explains that job analysis involves systematically studying and documenting the responsibilities, duties, skills, and qualifications required for a specific job. This includes determining the importance of duties and the physical and mental abilities needed. Job analysis is important as it helps identify what a job requires and what employees need to effectively perform the job. It aids in recruiting qualified candidates, determining compensation, assessing training needs, and designing HR strategies and policies. However, job analyses need to be conducted carefully and updated regularly to ensure their accuracy.
This document discusses winning the war for talent in China's mining industry. It summarizes that demand for talent in mining will remain strong as major companies staff new projects and developing world companies seek world-class talent. The recruitment process is changing with talent risk now a high-level issue and a focus on retaining employees. It outlines Swann's global recruitment channels and candidate pipeline model to help clients fulfill future talent needs.
Microsoft Power Point China Mining Nov 2008 [Compatibility Mode]guest9c8069
The document discusses winning the war for talent in the mining industry. It notes that demand for talent will remain strong as major mining companies staff new projects and developing world companies seek world-class talent. However, the recruitment process is changing as talent risk becomes a higher priority and employees become less mobile. The document outlines different channels for building a talent pipeline, including universities, professional networks, and country funnels. It emphasizes that an effective employment brand is needed to appeal to employees and attract candidates by focusing on elements like culture, development opportunities, and work-life balance, as traditional incentives alone will not be as appealing.
The document outlines Dusit International's succession planning process. It discusses the business case for succession planning and key concepts. It then describes Dusit's approach, which includes succession planning at the corporate, property senior executive, and property management levels. The process involves assessing talent and identifying candidates for development in order to fill critical roles now and in the future. Responsibilities are assigned and tools like a succession planning matrix are utilized.
Dusit International Hr Strategy (Revised) [Compatibility Mode]jusalice
The document outlines Dusit International's human resources strategy, including their vision, mission, brand dimensions, and core HR values. It details their people strategy called S.T.A.R. which focuses on selecting, training, acting, and recognizing talent. It also discusses their employer of choice framework and people management model, which links talent performance to competency development, career growth, and total compensation. Finally, it proposes improvements to Dusit's training and development system to better utilize internal resources and ensure consistent standards.
Assure the best possible return on your investment with assistance in developing your IT Governance strategy with the experienced professionals at Checkpoint Partners
Many individuals want to move forward with the adoption of agile practices at their company but are either meeting resistance from others within their organization or they are unsure of how to sell the benefits of agility to their constituents and stakeholders.
In this presentation we will discuss how to “sell” agile and address some of the common misconceptions that both your management and customers may have when trying to transition to agile.
These common misconceptions and concerns are:
Agile teams don’t do long-range planning or estimating
Agile doesn’t work for matrixed teams or organizations
Agile doesn’t work for non co-located teams
Agile expects too much involvement from the customer
Agile works on a time and materials (T&M) basis
Attend this presentation and begin or revive your road to agile adoption.
Length: 60 Minutes
Attendees: VPs, Directors, Managers, Customers and Development Team
The document provides a management plan for a company that produces activated carbon. It includes:
1) The company structure with organizational charts of management positions.
2) Details on manpower requirements including job descriptions and qualifications for various roles.
3) A compensation table showing monthly salaries for each position.
4) A business monitoring section that outlines the key stages in setting up and launching the business such as preparing the site, acquiring equipment, hiring staff, and starting production.
5) Sections on organizational policies covering employment terms, office/factory hours, and working days.
Lou Adler How To Be A Linked In HeadhunterAaron Staley
1) The presentation discussed how corporate recruiters can become corporate headhunters by taking a more proactive approach to sourcing candidates, focusing on attracting top performers before they begin looking for new roles.
2) It emphasized converting traditional job descriptions into performance profiles that focus on outcomes and career growth opportunities rather than skills and responsibilities.
3) The presentation provided strategies for headhunters to maintain control of the application process and source candidates through early engagement rather than passive posting and screening.
Quantum Leap Performance Solutions is a learning solutions partner that works with organizations to help unlock human potential and achieve excellence. It uses a structured methodology with job role-specific training to provide holistic and relevant solutions. It has worked with over 75 companies. Programs include leadership development, management training, sales enablement, and soft skills. The company aims to be a globally trusted partner through high-impact learning solutions.
This document discusses using human capital solutions focused on character and behavior assessment to improve recruitment, employee development, and succession planning. It describes how these solutions can help organizations reduce hiring costs, assess cultural fit, decrease turnover, and protect leadership. Specific solutions involve assessing candidates' and employees' character competencies and behavioral traits using online surveys and generating reports to inform recruitment, development, and succession planning decisions. The goal is to integrate character and behavior data with job skills and background information to create customized performance indexes that quantify degree of fit for specific roles.
Building on Talent itinerary for getting the right leaders ready
Sonia Diaz Del Oro
Director, Global Learning & Organizational Development
Royal Caribbean Cruises, Ltd.
Teri Hires, Ph.D.
Regional Vice President,
PDI Ninth House
Royal Caribbean’s Itinerary for Getting the Right Leaders Ready
Day 1- Tuesday 17 March 2015: Preparing for our Macro Challenge
Transformation & Technology Track: Empowering Line Managers to Manage Performance. Presented by Zelia Soares, Executive, Leadership Development, Murray & Roberts Limited.
#astdza2015
The document discusses workforce planning and talent management. It provides an overview of workforce planning, including its relationship to talent management, definitions, challenges, and key findings from studies. It also outlines components and maturity levels of workforce planning programs, from basic headcount-focused planning to more advanced analytics and scenario modeling. The goal is to help organizations better understand workforce planning and integrate it into a strategic talent management approach.
Sourcing and attracting ghanaians from the diaspora final 2dennishayford1
This document outlines a strategic plan to source and attract Ghanaians from the diaspora. The vision is to be a world-class recruiting organization that provides strategic sourcing using best practices. Goals include attracting best-in-class Ghanaian talent while maximizing hiring and building a strong employer brand. Key strategies involve developing talent pipelines in advance of needs, leveraging employee referrals, using search firms and partnerships, and branding on African-focused websites and events.
The document outlines a process for talent assessment and succession planning with the goals of identifying critical roles, assessing the current talent pool, and developing employees. It involves identifying critical roles, creating employee profiles, plotting employees on a performance/potential matrix, reviewing successors for critical roles, and developing customized plans. The process aims to enhance retention, engagement, and address talent gaps through development opportunities such as training, coaching, mentoring, and job rotations.
1. The document discusses building talent capital and a strong organization by getting the right people, matching people to the right roles, and allowing them to grow with the business.
2. It introduces Waterville's integrated talent informatics platform, which finds, matches, and retains the right people for an enterprise's needs through recruiting, campus recruiting, and succession planning solutions.
3. The platform aims to improve employer branding, talent management processes, workforce engagement, and returns on talent investments for businesses.
1) The document discusses building talent capital and strong organizations by getting the right people, matching people to the right roles, and allowing them to grow with the business.
2) It introduces Waterville's integrated talent informatics platform which can find, match, and retain the right people for an enterprise's needs through recruiting, campus recruiting, and succession planning solutions.
3) The platform provides benefits like improved employer branding, better talent management processes, increased workforce engagement, and higher returns.
This document discusses the importance of succession planning for organizations. It outlines benefits like identifying talent pools, keeping employees engaged, and creating a talent-driven culture. It provides best practices such as defining performance standards, identifying high performers, and specifying development opportunities. The document also describes steps to develop a succession strategy including identifying critical positions and candidates, determining development needs, and measuring the impact of the succession management program.
PHEL, India (Psyche Hospitality Enterprises Ltd.), is a Hospitality Consultancy Company specialising in the areas of project consultancy, project and operations management, financial consultancy etc. for our clients who range from a small restaurant to a international 5 star hotel chain.
Pinstripe Healthcare Presents: Metrics That MatterCielo
This document summarizes a presentation about recruitment metrics that matter for healthcare organizations. It discusses tying metrics like time to fill, interview to offer ratio, retention rate, hiring manager satisfaction, new hire satisfaction, and cost per vacancy to financial impacts. Benchmark data is provided for some metrics. The presentation argues that measuring and improving these metrics can increase employee satisfaction, lower costs, and ultimately improve patient satisfaction. It encourages healthcare leaders to focus on metrics that demonstrate the impact and value of recruitment.
Talent Management Power Point PresentationEdwardsBuice
The panel discussion focused on optimizing talent management practices to address future business needs. George Langlois discussed key components of top companies' talent management systems, including performance management, emerging leader development, and retention of critical skills. Lori Muehling outlined considerations for reviewing talent practices, such as driving toward excellence and prioritizing gaps. Carl Kutsmode explained how workforce analytics can provide talent intelligence to inform decisions and ensure goals are met, for example by analyzing succession readiness and projected talent needs.
Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
This document provides 5 tips for effective recruiting and hiring. Tip 1 discusses eliminating bottlenecks in talent assessment and sourcing by implementing candidate filtering capabilities. Tip 2 focuses on improving consistency and transparency across the entire recruiting process through automated workflows and reporting. Tip 3 recommends standardizing practices with templates and approval workflows.
FPC Capabilities Presentation (Rev 07 07 09)Bob Anderson
FPC of Fort Mitchell provides executive recruiting services using a 5-step process: (1) they identify job requirements by evaluating the job context and culture fit; (2) create a recruitment strategy by profiling ideal candidates and target companies; (3) execute the recruitment plan by networking and outreach; (4) screen and assess candidates through interviews; and (5) present top candidates and follow through on the process. They have over 75 years of combined experience, focus on confidential searches and understanding each client's unique culture, and can quickly identify candidates through their nationwide network of 70 offices and 200 recruiters.
‘TAS’ is a ‘Professional Employer Organization’ to take care of your HR needs so that you can concentrate on your core objective. In-depth experience and expertise in recruitment support, learning & development, employee data services and temp staff payroll management.
Dusit International Hr Strategy (Revised) [Compatibility Mode]jusalice
The document outlines Dusit International's human resources strategy, including their vision, mission, brand dimensions, and core HR values. It details their people strategy called S.T.A.R. which focuses on selecting, training, acting, and recognizing talent. It also discusses their employer of choice framework and people management model, which links talent performance to competency development, career growth, and total compensation. Finally, it proposes improvements to Dusit's training and development system to better utilize internal resources and ensure consistent standards.
Assure the best possible return on your investment with assistance in developing your IT Governance strategy with the experienced professionals at Checkpoint Partners
Many individuals want to move forward with the adoption of agile practices at their company but are either meeting resistance from others within their organization or they are unsure of how to sell the benefits of agility to their constituents and stakeholders.
In this presentation we will discuss how to “sell” agile and address some of the common misconceptions that both your management and customers may have when trying to transition to agile.
These common misconceptions and concerns are:
Agile teams don’t do long-range planning or estimating
Agile doesn’t work for matrixed teams or organizations
Agile doesn’t work for non co-located teams
Agile expects too much involvement from the customer
Agile works on a time and materials (T&M) basis
Attend this presentation and begin or revive your road to agile adoption.
Length: 60 Minutes
Attendees: VPs, Directors, Managers, Customers and Development Team
The document provides a management plan for a company that produces activated carbon. It includes:
1) The company structure with organizational charts of management positions.
2) Details on manpower requirements including job descriptions and qualifications for various roles.
3) A compensation table showing monthly salaries for each position.
4) A business monitoring section that outlines the key stages in setting up and launching the business such as preparing the site, acquiring equipment, hiring staff, and starting production.
5) Sections on organizational policies covering employment terms, office/factory hours, and working days.
Lou Adler How To Be A Linked In HeadhunterAaron Staley
1) The presentation discussed how corporate recruiters can become corporate headhunters by taking a more proactive approach to sourcing candidates, focusing on attracting top performers before they begin looking for new roles.
2) It emphasized converting traditional job descriptions into performance profiles that focus on outcomes and career growth opportunities rather than skills and responsibilities.
3) The presentation provided strategies for headhunters to maintain control of the application process and source candidates through early engagement rather than passive posting and screening.
Quantum Leap Performance Solutions is a learning solutions partner that works with organizations to help unlock human potential and achieve excellence. It uses a structured methodology with job role-specific training to provide holistic and relevant solutions. It has worked with over 75 companies. Programs include leadership development, management training, sales enablement, and soft skills. The company aims to be a globally trusted partner through high-impact learning solutions.
This document discusses using human capital solutions focused on character and behavior assessment to improve recruitment, employee development, and succession planning. It describes how these solutions can help organizations reduce hiring costs, assess cultural fit, decrease turnover, and protect leadership. Specific solutions involve assessing candidates' and employees' character competencies and behavioral traits using online surveys and generating reports to inform recruitment, development, and succession planning decisions. The goal is to integrate character and behavior data with job skills and background information to create customized performance indexes that quantify degree of fit for specific roles.
Building on Talent itinerary for getting the right leaders ready
Sonia Diaz Del Oro
Director, Global Learning & Organizational Development
Royal Caribbean Cruises, Ltd.
Teri Hires, Ph.D.
Regional Vice President,
PDI Ninth House
Royal Caribbean’s Itinerary for Getting the Right Leaders Ready
Day 1- Tuesday 17 March 2015: Preparing for our Macro Challenge
Transformation & Technology Track: Empowering Line Managers to Manage Performance. Presented by Zelia Soares, Executive, Leadership Development, Murray & Roberts Limited.
#astdza2015
The document discusses workforce planning and talent management. It provides an overview of workforce planning, including its relationship to talent management, definitions, challenges, and key findings from studies. It also outlines components and maturity levels of workforce planning programs, from basic headcount-focused planning to more advanced analytics and scenario modeling. The goal is to help organizations better understand workforce planning and integrate it into a strategic talent management approach.
Sourcing and attracting ghanaians from the diaspora final 2dennishayford1
This document outlines a strategic plan to source and attract Ghanaians from the diaspora. The vision is to be a world-class recruiting organization that provides strategic sourcing using best practices. Goals include attracting best-in-class Ghanaian talent while maximizing hiring and building a strong employer brand. Key strategies involve developing talent pipelines in advance of needs, leveraging employee referrals, using search firms and partnerships, and branding on African-focused websites and events.
The document outlines a process for talent assessment and succession planning with the goals of identifying critical roles, assessing the current talent pool, and developing employees. It involves identifying critical roles, creating employee profiles, plotting employees on a performance/potential matrix, reviewing successors for critical roles, and developing customized plans. The process aims to enhance retention, engagement, and address talent gaps through development opportunities such as training, coaching, mentoring, and job rotations.
1. The document discusses building talent capital and a strong organization by getting the right people, matching people to the right roles, and allowing them to grow with the business.
2. It introduces Waterville's integrated talent informatics platform, which finds, matches, and retains the right people for an enterprise's needs through recruiting, campus recruiting, and succession planning solutions.
3. The platform aims to improve employer branding, talent management processes, workforce engagement, and returns on talent investments for businesses.
1) The document discusses building talent capital and strong organizations by getting the right people, matching people to the right roles, and allowing them to grow with the business.
2) It introduces Waterville's integrated talent informatics platform which can find, match, and retain the right people for an enterprise's needs through recruiting, campus recruiting, and succession planning solutions.
3) The platform provides benefits like improved employer branding, better talent management processes, increased workforce engagement, and higher returns.
This document discusses the importance of succession planning for organizations. It outlines benefits like identifying talent pools, keeping employees engaged, and creating a talent-driven culture. It provides best practices such as defining performance standards, identifying high performers, and specifying development opportunities. The document also describes steps to develop a succession strategy including identifying critical positions and candidates, determining development needs, and measuring the impact of the succession management program.
PHEL, India (Psyche Hospitality Enterprises Ltd.), is a Hospitality Consultancy Company specialising in the areas of project consultancy, project and operations management, financial consultancy etc. for our clients who range from a small restaurant to a international 5 star hotel chain.
Pinstripe Healthcare Presents: Metrics That MatterCielo
This document summarizes a presentation about recruitment metrics that matter for healthcare organizations. It discusses tying metrics like time to fill, interview to offer ratio, retention rate, hiring manager satisfaction, new hire satisfaction, and cost per vacancy to financial impacts. Benchmark data is provided for some metrics. The presentation argues that measuring and improving these metrics can increase employee satisfaction, lower costs, and ultimately improve patient satisfaction. It encourages healthcare leaders to focus on metrics that demonstrate the impact and value of recruitment.
Talent Management Power Point PresentationEdwardsBuice
The panel discussion focused on optimizing talent management practices to address future business needs. George Langlois discussed key components of top companies' talent management systems, including performance management, emerging leader development, and retention of critical skills. Lori Muehling outlined considerations for reviewing talent practices, such as driving toward excellence and prioritizing gaps. Carl Kutsmode explained how workforce analytics can provide talent intelligence to inform decisions and ensure goals are met, for example by analyzing succession readiness and projected talent needs.
Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
This document provides 5 tips for effective recruiting and hiring. Tip 1 discusses eliminating bottlenecks in talent assessment and sourcing by implementing candidate filtering capabilities. Tip 2 focuses on improving consistency and transparency across the entire recruiting process through automated workflows and reporting. Tip 3 recommends standardizing practices with templates and approval workflows.
FPC Capabilities Presentation (Rev 07 07 09)Bob Anderson
FPC of Fort Mitchell provides executive recruiting services using a 5-step process: (1) they identify job requirements by evaluating the job context and culture fit; (2) create a recruitment strategy by profiling ideal candidates and target companies; (3) execute the recruitment plan by networking and outreach; (4) screen and assess candidates through interviews; and (5) present top candidates and follow through on the process. They have over 75 years of combined experience, focus on confidential searches and understanding each client's unique culture, and can quickly identify candidates through their nationwide network of 70 offices and 200 recruiters.
‘TAS’ is a ‘Professional Employer Organization’ to take care of your HR needs so that you can concentrate on your core objective. In-depth experience and expertise in recruitment support, learning & development, employee data services and temp staff payroll management.
The document summarizes an ROI case study on a coaching program called "Coaching for Business Impact" implemented by the Nations Hotel Learning Organization. The program involved 14 steps including voluntary participation, self-assessment, goal setting, action planning, and progress reviews. Objectives were defined at different levels including reaction, learning, application, impact, and ROI. A data collection plan was developed to measure outcomes at each level using methods like questionnaires, action plans, and company records. The case study aimed to provide insights into how coaching creates value and measure the actual ROI for the coaching project.
The document is about the Institute for Innovative HRM Development (IIHRMD), which was established to impart lifelong HR education. It provides information about IIHRMD's vision, locations, programs offered, and faculty. The key programs discussed include a certification course in corporate HR practices offered on weekends or through distance learning. The document promotes IIHRMD's programs and faculty while providing details about courses, schedules, eligibility, and fees.
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.
20150316 wbpf training short presentation ver18_for slide_shareJun Ito
This document discusses staff development issues and provides an overview of WBPF (World-class Business Professional Fundamental) which aims to address these issues through training. Some common staff issues mentioned are inability to work independently, lack of commitment, missing deadlines, and making excuses. WBPF offers interactive training programs over 9 weeks to transform employees' mindsets and behaviors focusing on areas like self-development, communication, work planning, and developing a shared work philosophy. The training includes case studies, exercises, and follow up sessions to help employees practice and retain the skills long term to build high performing teams.
The document provides an executive summary and resume for PK Kumbhar, an experienced human resources professional with over 35 years of experience holding senior HR roles at various companies in industries like automotive and manufacturing. It details his educational qualifications and professional experience in areas such as talent acquisition, learning and development, performance management, compensation and benefits, and industrial relations. The resume highlights his accomplishments and skills in strategic HR leadership and operations.
20150316 wbpf training short presentation for SlideShareJun Ito
This document discusses staff development issues and how WBPF (World-class Business Professional Fundamental) can help address them. WBPF offers interactive staff training programs in Uganda to help organizations build professional teams by transforming employees' mindsets and behaviors. The standard 9-week training program uses practical exercises and discussions rather than lectures to cultivate ownership, self-development, communication, and work management skills. Follow-up coaching and consultation are also provided to reinforce learning and foster a common work philosophy within teams. Organizations benefit from retaining talented staff, solving performance challenges, and creating spontaneous learning environments through WBPF training.
This document describes Talentory, an online marketplace that connects employers with specialized recruiters. It allows employers to post job openings and have multiple recruiters work in parallel to find candidates. Employers pay recruiters only if they are successful in filling the position. The document provides details on the benefits to employers, how the process works, real case examples of positions being filled quickly, and contact information.
This proposal outlines a 3600 talent acquisition strategy to improve hiring efficiency and reduce costs at a global technology client. The proposal involves training hiring managers, immersing the recruitment process outsourcing provider in the client's culture and values, and implementing a consistent hiring process. The goals are to decrease time-to-fill, increase interview to hire and submission to hire ratios, and reduce cost per hire. An implementation plan and cost analysis are provided, with an expected return on investment from increased revenue per employee and decreased recruiting expenses.
This proposal outlines a 3600 talent acquisition strategy to improve hiring efficiency and reduce costs at a global technology client. The current decentralized hiring process involves both an RPO provider and additional contingent agencies. The proposal aims to decrease key metrics like time to fill and cost per hire by increasing standardized processes, accountability, and exclusive use of the RPO. An implementation plan includes training managers, collaborating with the RPO, and evaluating results to create a fully integrated 3600 talent acquisition team.
Talent management and retention presentationDipty Jalan
This document discusses talent management and retention services for an unnamed client. It provides an overview of RightD&A's organizational consulting business, which includes services such as talent management, strategic leadership effectiveness, and career transition programs. The document then describes in further detail the company's approaches to talent management and retention, strategic leadership development, personal career programs, and executive coaching.
This document outlines internship project opportunities for ICPM graduates with corporate hosts, providing a win-win learning experience. Projects would involve independent research, analysis, data collection and ideation to support the host's initiatives over 2-4 months at 6-10 hours per week. Examples of suitable projects include market profiling, customer insights, competitive analysis, requirements roadmapping and more. The process involves hosts announcing projects, graduates applying with ICPM coach support, matches being decided, and ongoing guidance from the coach. A project description template and FAQs are also provided.
Recruitment refers to the process of attracting, screening, and selecting qualified candidates for jobs. It involves several steps:
1. Obtaining job requirements from departments and analyzing the job description.
2. Sourcing candidates through advertisements, employee referrals, consultants, and other methods.
3. Screening and filtering applications to identify candidates that best fit the job requirements.
4. Interviewing shortlisted candidates and obtaining feedback from interviewers to further evaluate candidates.
The recruitment cycle is complete when a candidate accepts an offer letter and officially joins the organization.
1) The webinar focused on improving hiring practices and getting better results.
2) It discussed evaluating current hiring processes, truly understanding the roles being filled, and having a targeted approach to attracting the best candidates.
3) The presentation emphasized replicating top performers by understanding what makes them successful and looking for those same qualities in new hires.
Similar to Recruit to Retain for Unisys University (20)
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Used with Permission of G&A Inc.