Most companies have a process/roundtable during which senior managers makes decisions about end of year compensation and promotions. As a line manager, your role is to make recommendations on behalf of your team members. At the same time, other managers will be doing the same, so being prepared/convincing can make a big difference in the outcomes.
This deck can be used as a worksheet to help prepare for those roundtables.
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
Assessment Center - How to assess, select and develop the right TALENTHora Tjitra
Assessment Center - How to assess, select and develop the right TALENT.
Assessment Center is considered as one the selection and development tools with the highest validity, esp. in predicting the leadership quality and career success.
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
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Developing Individual Development Plans (IDP)Seta Wicaksana
In addition to employee commitment, the ongoing involvement of managers is a crucial element in the plan's success. According to Gallup, there is a direct connection between the frequency of managerial feedback and the extent of employee engagement. Based on surveys conducted by Gallup, the research firm says employees who receive daily feedback from their manager are three times more likely to be engaged than those who receive feedback once a year or less. It also found that 71% of employees who believe their boss can identify their abilities are more engaged and enthusiastic at work.
Performance review training for managersHelen Joseph
Great managers aren’t born; they’re made. Many new managers need help communicating effectively with employees, giving feedback and taking on a leadership role.
Performance management training always focuses on teaching managers how to accomplish or facilitate work through others, and how to direct and develop their employees.
Strategic Workforce Planning Model Powerpoint Presentation SlidesSlideTeam
“You can download this product from SlideTeam.net”
Our content-ready strategic workforce planning PowerPoint presentation has pre-designed templates that provide fact-based methods of understanding workforce behavior. This human resource management PPT presentation contain varied range of PowerPoint templates on organizational development, employee plan, vision mission and values, goals and objectives, performance requirements, core skills and competencies, industry trends external analysis, labor market forecast, demographic makeup of customers, human resource trends, levels of employee performance, current staff composition, managing future workforce needs, gap analysis, gap closing strategies, and employee action management. Our workforce developments strategies framework PowerPoint template can impress your viewers and leave an impact on your audiences. Create the impact you wish to deserve. Download our impressive human capital presentation design for topics like succession planning, workforce management, staffing and personnel, human resource management, human capital, capacity building, workload analysis, supply and demand forecasting and business transformation. This strategic workforce planning model PPT slides can make your presentation look even more impressive. Give off confidence with our Strategic Workforce Planning Model Powerpoint Presentation Slides. Display an attitude of self assurance. https://bit.ly/3ETrVdj
Webinar: Talent Management Strategies In The GCC The HR Observer
To view recording: http://youtu.be/FiY2hwoAXsg or watch the video at the end of the slides
For other Informa Webinars: http://www.informa-mea.com/webinars
In this informative webinar, Lesley's upbeat and engaging style will make it very easy for you to gain a wide range of informative and practical information. It will span a broad spectrum of areas within talent management, from trends in talent management regionally and internationally through definitions of 'Talent' to detailed coverage of the specifics of talent attraction and acquisition and finally through to developing and managing talent and landing in talent retention.
Ravinder Tulsiani’s innate talent in enterprise development first appeared at the age of fourteen when he launched a profitable mail-order business. That extremely impressive beginning set the tone for a career filled with exceptional results across several industries.
Assessment Center - How to assess, select and develop the right TALENTHora Tjitra
Assessment Center - How to assess, select and develop the right TALENT.
Assessment Center is considered as one the selection and development tools with the highest validity, esp. in predicting the leadership quality and career success.
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
Preliminary findings for Bersin by Deloitte 2013 High-Impact Talent Acquisition research. What drives business impact in corporate recruiting today? What are the top practices to focus on? Presented at iRecruit conference June 2013.
Developing Individual Development Plans (IDP)Seta Wicaksana
In addition to employee commitment, the ongoing involvement of managers is a crucial element in the plan's success. According to Gallup, there is a direct connection between the frequency of managerial feedback and the extent of employee engagement. Based on surveys conducted by Gallup, the research firm says employees who receive daily feedback from their manager are three times more likely to be engaged than those who receive feedback once a year or less. It also found that 71% of employees who believe their boss can identify their abilities are more engaged and enthusiastic at work.
Performance review training for managersHelen Joseph
Great managers aren’t born; they’re made. Many new managers need help communicating effectively with employees, giving feedback and taking on a leadership role.
Performance management training always focuses on teaching managers how to accomplish or facilitate work through others, and how to direct and develop their employees.
Strategic Workforce Planning Model Powerpoint Presentation SlidesSlideTeam
“You can download this product from SlideTeam.net”
Our content-ready strategic workforce planning PowerPoint presentation has pre-designed templates that provide fact-based methods of understanding workforce behavior. This human resource management PPT presentation contain varied range of PowerPoint templates on organizational development, employee plan, vision mission and values, goals and objectives, performance requirements, core skills and competencies, industry trends external analysis, labor market forecast, demographic makeup of customers, human resource trends, levels of employee performance, current staff composition, managing future workforce needs, gap analysis, gap closing strategies, and employee action management. Our workforce developments strategies framework PowerPoint template can impress your viewers and leave an impact on your audiences. Create the impact you wish to deserve. Download our impressive human capital presentation design for topics like succession planning, workforce management, staffing and personnel, human resource management, human capital, capacity building, workload analysis, supply and demand forecasting and business transformation. This strategic workforce planning model PPT slides can make your presentation look even more impressive. Give off confidence with our Strategic Workforce Planning Model Powerpoint Presentation Slides. Display an attitude of self assurance. https://bit.ly/3ETrVdj
Webinar: Talent Management Strategies In The GCC The HR Observer
To view recording: http://youtu.be/FiY2hwoAXsg or watch the video at the end of the slides
For other Informa Webinars: http://www.informa-mea.com/webinars
In this informative webinar, Lesley's upbeat and engaging style will make it very easy for you to gain a wide range of informative and practical information. It will span a broad spectrum of areas within talent management, from trends in talent management regionally and internationally through definitions of 'Talent' to detailed coverage of the specifics of talent attraction and acquisition and finally through to developing and managing talent and landing in talent retention.
Ravinder Tulsiani’s innate talent in enterprise development first appeared at the age of fourteen when he launched a profitable mail-order business. That extremely impressive beginning set the tone for a career filled with exceptional results across several industries.
How to spot talent & how to build a Talent Pipeline. Are the rest useless ?
This brief presentation will show you how to apply 09 Box Talent Assessment Grid to analyze the talent pool to provide a snapshot of succession pipeline, leadership bench strength & potential risks and prepare the organization to take action appropriate.
Succession Planning and the Development of Your High Potentials | Webinar 11....BizLibrary
Succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of succession planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
The two dominant challenges to HIPO development are:
• Selection of participants
• Building effective development plans
In this webinar we will discuss:
Emerging thought leadership on the organizational/strategic perspective of succession planning
The selection of participants – deciding whom to groom
Practical tips and suggestions for creating a development plan for your own high potential employees
www.bizlibrary.com
Leading and Running a BA Practice - European BA ConferenceIIBA UK Chapter
Dave Baskerville and Richard Patricks presentation on building and leading BA COPs.
If you have more than one Business Analyst within your organisation, forming a BA practice is a great way of creating a team ethos, ensuring the quality of BA deliverables and sharing best practice.
This presentation will show how a large financial institution, ensures their Business Analysts remain passionate about their employer, deliver top quality results and have great job satisfaction.
The presentation will include:
•The challenges of running a BA practice
•Ideas and solutions to overcome challenges
•An opportunity to discuss and share your own experiences and ideas
•Real-life examples of successful (and some of the not quite so successful!) initiatives.
No matter how big or small your BA community, you will take away some thoughts or ideas about what you could do to improve it.
Changing the Game in Graduate Development Nathan Clark
In this workshop session presented at the AAGE Annual Graduate Recruitment & Development Conference, we share international trends and innovations in learning and development.
To discuss training and development opportunities for your organisation reach out to me:
https://au.linkedin.com/in/nathancjclark
Succession Planning and the Development of Your High Potentials | Webinar 05....BizLibrary
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www.bizlibrary.com
Demystifying Talent mgmt (Assessment & Development Centers)ASHUTOSH LABROO
A lot is written & freely available on Talent Management on the web. This presentation however is a very personal & deeper insight into the Subject of Talent Management as well as Assessment & Development Centers & finally Career Planning.
I have tried to offer greater clarity in terms of what all these steps mean & I hope this clarifies doubts & queries people usually have on this subject.
This is the slide deck that goes along with this video: https://www.linkedin.com/pulse/business-idea-validation-7vs-simple-algebra-models-eric-tachibana
Warning: I don't think the slides make much sense without watching the video :)
This was a workshop done for the DBS Hotspot Accelerator program. The intent is to provide guardrails for new accelerator mentors who may have never mentored start-up teams and want to learn from all my many mistakes.
An Intro to the Financial Services IndustryEric Tachibana
The Financial Service Industry is one of the most attractive industries to target if you are a consultant. However, when selling into, or delivering for, Financial Services Institutions (FSIs), it is useful to have some understanding of how FSI business models work, and the unique requirements that drive their IT strategies.This deck is a living document that hopes to act as a primer for consultants who need to support FSI clients, but who may not have prior experience in the sector.
Making the most of your start up mentor workshop - dbs hotspot acceleratorEric Tachibana
This is a workshop for DBS Bank HotSpot Accelerator Program. It was built to help start-up founders select the right program mentor and get them off to an effective start!
Rethinking Annual Performance as WorkshopsEric Tachibana
Each year millions of line managers do performance reviews with each member of their team. Reviews are tricky, risky, and difficult to run as structured conversations, which is how they have always been run. This deck proposes that managers replace conversations with workshops, which are easier to run, generate more insights, and less likely to cause bad feelings as focus turns from attack-defend to collaborative problem solving.
This deck hopes to help workshop facilitators up their game. It argues that presentations are less effective than workshops as a means of teaching adults and gives some ideas of how to convert presentations into workshops
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
The key differences between the MDR and IVDR in the EUAllensmith572606
In the European Union (EU), two significant regulations have been introduced to enhance the safety and effectiveness of medical devices – the In Vitro Diagnostic Regulation (IVDR) and the Medical Device Regulation (MDR).
https://mavenprofserv.com/comparison-and-highlighting-of-the-key-differences-between-the-mdr-and-ivdr-in-the-eu/
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
1. SAMPLE TALENT
REVIEW PREP WORK
Selena Sol presents…..
selena@selenasol.com
http://www.linkedin.com/pub/eric-tachibana/0/33/b53
http://www.slideshare.net/selenasol
give your people the best
chance at promotions and
comp
2. Most companies have a process/roundtable during which senior managers
makes decisions about end of year compensation and promotions. As a line
manager, your role is to make recommendations on behalf of your team
members. At the same time, other managers will be doing the same, so
being prepared/convincing can make a big difference in the outcomes.
This deck can be used as a worksheet to help prepare for those
roundtables.
You complete a talent review for each member of your team, rank them, and
compose dossiers for each of your high potential candidates.
3. 1
2
3
4
5
Challenged Capstone Moderate High
POTENTIAL
PERFORMANCE
1
2
3
TEAM NAME: SDC PMO/ADMIN
1 Jamerson, James
2 Brown, Ray
3 Collins, Bootsy
4 Waters, Roger
5 Claypool, Les
6 Flea
7 Lee, Geddy
8 Clark, Stanley
9 Jones, John Paul
10 Hamm, Stuart
11 Sting
12 Gallup, Simon
13 McCartney, Paul
14 Mingus, Charles
15 Entwistle, John
16 Tachibana, Eric
talent review: <insert team name>
4
5
67
8
9
10
11
12
13
14
15
16
4. Name: Eric Tachibana
EID: B12PP3
Start Date : 21 APR 2007
high potential dossier: eric tachibana
1
2
3
4
5
Challenged Capstone Moderate High
POTENTIAL
PERFORMANCE
1
1
Q1 Q2 Q3
CONTRIBUTION
Project, process,
leadership,
collaboration, culture
• Continual improvement of XYZ monthly
report & dashboards
• Not only completed AAA and BBB projects,
but developed sustainable BC program for
future
• Development & delivery of 2008 XYZ
strategy
• Oversaw the integration of CCC, DDD, EEE,
and FFF to full adoption of XYZ processes
• Drove development of key XYZ working
groups including AAA, BBB, CCC, and DDD
• Rolled out VVV program
• Rolled out TTT reporting pack
• Continues to receive high scores and positive
feedback on XYZ “MMM” Training program
CAPACITY
To excel at the next
level
• Demonstrated ability to respond to and
resolve politically-charged people issues
involving senior management (i.e.: AAA &
BBB)
• Successfully managed handover of XYZ
from 123 with great feedback from overseas
clients and handed off to NNN effectively
• Led DDD group through successful round 2
implementation of ZZZ culture
• Negotiated several key conflicts to win-win
outcomes as a participant and as a mediator
• Took a proactive role in global initiatives such
as GGG & HHH, but drove global teams to
adopt local-friendly implementation
• Has continued to implement and expand
center programs despite lack of direct
reporting authority
COMPETENCIES • Has significantly improved political skills
since the last review and requires little
editorial feedback on publications and emails
• Has greatly improved stopping skills when
other managers encroach unreasonably
• Has made great progress in terms of learning
the details of, and navigating through the
larger TTT organization outside of XYZ
• Has improved coaching and mentoring skills
through working with selected XYZ managers
COMMITMENT • This quarter the focus is on supporting the
handover of responsibilities from me to Eric
• This quarter the focus is on increasing Eric’s
visibility at the Director+ level
Reporting Manager: Selena Sol
Team: COO Office
Successor: Mark Fletcher
6. CAREER DEVELOPMENT IS A YEAR-LONG PROCESS WITH CONTINNUAL ACTIVITY
JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC
Learning &
Development
Career &
Comp
Management
Final ID of
promote
candidates
JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC
Title &
Bonus
Commu-
nication
Promotion
Candidate
Identification
Regional
Promotion
Round
Table
Global
Round
Table
Bonus
Round
Table
Personal Development Plan
(PDP) and Learning and
Development milestones
Cross
Evals
Mid
Year
Review
Objective setting
Talent Review
Succession Planning
Mobility Planning
TEAM LEAD
ACTIVITIES
Candidate Grooming (evidentiary proof + enhancing
corporate visibility)
PDP Implementation
Objectives-based Coaching & Mentorship
Ongoing Talent Assessment and Implementation of Succession & Mobility Plans
Talent Review Follow-
up
PDP Review
Year-end Review
ANNUAL TASKS
Performance
Management
Talent
Planning
7. USE A RUBRIC TO MEASURE POTENTIAL
RATING EXPLANATION SANITY CHECKS & GENERAL
GUIDELINES
High Potential Has significant growth potential
beyond current role. Currently capable
and has capacity to assume significant
increased responsibility.
Typically this individual will have:
• Performance Rating – 4, 5 (last 2 years)
• Cross Evaluation – People Leadership and all
other competencies in top 10%
• ~10-15% of organization’s total population
Moderate
Potential
Suited to current role and may have
the potential to assume a broader role
or more complex role in the future.
Typically this individual will have:
• Performance Rating – 3, 4, 5 (last 2 years)
• Cross Evaluation – good results
Capstone Position Demonstrates excellence in current
role, but no desire or evidence of
capacity for a broader or more complex
role in the future.
Typically this individual will have:
• Performance Rating – 3, 4, 5 (last 2 years)
Challenged Limited evidence they will ultimately
succeed in current role.
Typically this individual will have:
• Performance Rating – 1, 2 (last 2 years)
New to Firm/Role Insufficient information to assess.
Generally in role less than 3 – 6
months.
8. READINESS MUST ALSO BE CONSIDERED
• There must be a role suited for the person at the new grade! Grades
follow roles, not people.
• Nominated & supported by their Managers & Divisional Heads.
• Must meet Firmwide Title Criteria, Leadership Model & On-the-job
Competencies
• Minimum 2 years in current title
• Performance Rating of 4 or 5 last year & anticipated in current year
• Excellent Cross Evaluation results
9. A GOOD DOSSIER LEVERAGES 4C’s and 3D’s
RATING EXPLANATION
Contribution • Project Delivery
• Leadership
• Collaboration – being a hub or a go-to person
• Enhancing the culture
Capacity • What makes you think that the candidate will be successful at the next level?
• Scope of the role will support promotion
Competencies • Does candidate have right skills and has he/she grown them demonstrably?
Commitment • Explain what you are doing in the next period to drive this performer to hit
the target?
Detail • The more detail the better. Your audience does not live and breathe the
project and they need to understand what you find obvious
Differentiation • Remember that it is a competitive market. You must show how your
candidate rises to the top of a group that has already risen to the top
Delivery • Whether you like it or not, this is a sales and marketing process. You must sell
your candidate. Your presentation and convincing skills matter.
10. A GOOD DOSSIER BY EXAMPLE
Works really hard; puts in very
long hours
Graduated from Oxford
Is really well liked
Has been with the Firm for a long time
Has unique technical and institutional
knowledge that we would be lost without
Is a “good guy”
Team lead on Project X that will
generate 100M USD in revenue
next year & will open 2 new
Asian markets.
High quality code with 30%
fewer bugs per release than
peers.
Consistently delivers way
beyond objectives for last 2
years. Client X said, “blah, blah,
blah, best thing since sliced
bread”.
Has driven departmental
strategy through chairing the
XXS working group and
participating as an active
member in the YYY Events and
Culture Committee.
Quickly “sizes up” new situations, builds
new relationships quickly. Got up to speed
on Project Y (tech and people) after
he/she had to cover when ABC left
unexpectedly.
Was elected Chairman of X Group when
100% of the members nominated
him/her.
Demonstrated keen delegation and
people leadership skills in Project Z when
blah, blah, blah.
Deep architectural intuition & skills that
are relied upon by our team and, most
recently, by the YYY team who candidate
helped through a messy design pattern
problem.
Performance is consistent with the Firm’s
Leadership Model. For example….
Performance
Potential
Not Relevant – will annoy audience