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The document discusses talent management features in an HR software including competency management, appraisals, suitability matching, and position-based succession planning. Competency management includes defining competencies, rating scales, and linking competencies to required jobs and training. Appraisals use templates and capture objectives, training, and self and manager evaluations. Suitability matching finds employees that match competence requirements for jobs and shows gaps graphically. Succession planning identifies position requirements and allows matching employees' competencies and experience.
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Job analysis is the process of identifying and determining the tasks, duties, skills, and responsibilities of a job. It involves creating job descriptions, which outline the duties of a role, and job specifications, which define the qualifications needed. The purpose of job analysis is to establish job-related procedures for selection, compensation, training, and performance evaluation. It helps organizations hire the right employees for the right jobs and understand the key requirements of different roles.
Designing & Implementing Performance Management Program
The document discusses designing and implementing an effective performance management program. It outlines key considerations like aligning individual, team, and corporate goals; assessing skills and competencies; providing regular feedback. Two common models are described: development-driven which focuses on coaching, and competitive assessment which evaluates employees against each other. The benefits of an effective program include improved performance, engagement, and organizational success. The implementation process involves creating customized systems and training managers to provide ongoing evaluation and adjustments.
indentiy training needs.ppt
This document outlines the steps for conducting a training needs assessment:
1. Determine if there is a gap between employees' current skills and those required for their jobs, and if training could help improve performance and meet organizational goals.
2. Audit the current situation by analyzing job tasks and responsibilities, desired changes, skills, and organizational needs to identify specific training needs.
3. Assess employees' current skills and experiences through methods like skills appraisals and performance reviews to identify additional training needs.
4. Select appropriate training methods and ensure new training aligns with departmental plans.
Similar to Suitability matching (slide share) (20)
mm bagali / HRM course / 2nd semester... Job Analysis / JD/ Job Specification...
mm bagali / HRM course / 2nd semester... Job Analysis / JD/ Job Specification...
MM Bagali ........ HRM Recruitment HR HRM HRD......
MM Bagali ........ HRM Recruitment HR HRM HRD......
Designing & Implementing Performance Management Program
Designing & Implementing Performance Management Program
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Suitability matching (slide share)
- 1. ® Talent Management • Competency Management – Definition and rating scales – Required by job, organization, position – Linked to training • Appraisals – Template & Competency-Based – Capture Objectives, Training, etc. – Self and Manager – Formula Capability to Detect Data Types inc. Performance Ratings • Suitability Matching – Find Employees or Applicants to Match Competence Requirements for Job/Position/Organization – View Graphically the Gap(s) of the Person Based on Competence Requirements/Recommendations of Job/Position/Organization – Employees can initiate suitability matching • Position based Succession Planning
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- 21. ® • Employee - Position Matching • Applicant/Employee Skills Competency Tracking • Position and Job Requirements Identification • Experience, Competence Info. Search/ Match • Applicant identification via matching reports Competency Analyses Oracle Human Resources