Talent Building
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True Talent Building presents a simple, but powerful model for workplace change to “increase the value of the firm” through decisive employment practices. This training champions "decisiveness about people" as a critical leadership skill and offers a top-down roadmap to employ true talent building across the enterprise. It’s central premise is that traditional human resource management programs (candidate screening, skill training, performance appraisal systems, etc.) ”do not move the meter” and, in some ways, actually reduce organizational effectiveness. Brian Patrick Jensen instead implores “high velocity leadership” and some very unconventional staff management practices. Takeaways include a valuable "Human Resource Planning (HRP)" matrix as talent inventory tool and guidelines to successfully employ it companywide.
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Deep Bhandari delves deep into the topic of Talent Development and its impact on individuals and organisations.
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This document discusses talent management and its importance for organizations. It notes that senior leadership often overlooks talent management in favor of short-term cost savings. Talent management is defined as using strategic human resource planning to improve business value and help organizations reach their goals. The document then lists some negative impacts of bad hiring decisions and lack of talent management, such as lost time, lower morale, and poorer client solutions. It identifies the six key elements of talent management as workforce planning, talent acquisition, performance management, learning and development, succession management, and retention and engagement. Benefits of talent management include higher productivity, profits, retaining top talent, and helping organizations achieve long-term goals.
Organizational Upgrade - CEN Presentation
The document discusses the importance of focusing on people and talent within an organization. It emphasizes spending time on developing top talent, regularly evaluating performance, and having processes in place for recruiting, developing, and retaining the best people. This includes conducting formal assessments of organizational and individual performance and developing plans to continuously upgrade and improve talent over time.
The new world of people management
Presentation by Jack Altman at BambooHR's 2018 Summit
How HR leaders can adapt their people practices to the demands of the modern workforce.
Pcb Cpresentation Final
This document summarizes a workshop on raising the talent bar by aligning organizational strategy, values, and leadership with competency definitions, recruiting, hiring, orientation, and leadership development. The workshop objectives are to define competencies, find and grow talent through effective recruiting, hiring, and orientation processes, and achieve business results by investing in people.
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More from Brian Patrick Jensen
HLAA '16 Perseverance and Career Success
Perseverance and Career Success presented by Brian Patrick Jensen at HLAA Conference, June 2016, Washington DC. This presentation offers two models for perseverance and career success when faced with difficult life and workplace challenges:
1.) A "Diversity" model featuring job-specific "Fit for Duty" analysis and "Learn, Apply, Teach" implementation approach to workplace accommodations; and
2.) A "Perseverance" model to overcoming workplace challenges and prejudice and ultimately being better and more successful, despite adversity and obstacles.
Job candidates, employees and business leaders with hearing loss especially "get" this training. Human resource leaders, diversity officers, top executives and and workplace supervisors benefit a practical plan of action to employ diversity and workplace accommodation initiatives.
HLAA Participant feedback scores were consistently "exceptional" and positive.
HLAA Presents Perseverance Success and You!
This document provides guidance on developing perseverance by overcoming adversity. It outlines a perseverance model of bouncing back from challenges, persisting, achieving success, and growing from experiences. It then details five things resilient people do: 1) Believe growth is a choice and focus on controlling internal reactions rather than external factors, 2) Stare down hard realities by inventorying factual challenges and grieving losses, 3) Find higher meanings through lessons learned from difficulties, 4) Use personal pain experiences to help others, and 5) Visualize extraordinary future accomplishments to maintain motivation. Application exercises encourage reflecting on a personal challenge and implementing the resilience strategies. The overall message is that perseverance is a process of intentional choices and actions to overcome life's
Real About Diversity
Brian Patrick Jensen was a human resources executive who became deaf in 2010. The document discusses Jensen's experience losing his hearing and the challenges he faced in his job. It also provides statistics about employment rates and earnings for people with disabilities. Jensen analyzes how becoming deaf changed his perspective and led him to find new meaning and opportunities in his work.
Be Inspired -- ALDA Conference Keynote Presentation
The document describes Brian Patrick Jensen's personal experience with hearing loss and perseverance. It discusses how he became effectively deaf in 2010 but was inspired to contact organizations for the deaf and hard of hearing. It then outlines some dynamics of perseverance, including dealing with the unexpected, unhappy, unwanted, and more. Finally, it invites the reader to a workshop on perseverance and overcoming challenges.
PerseveranceIntercallpresentation
The document discusses perseverance and success. It provides tips for developing perseverance, including making challenges personal, facing hard realities, finding meaning in difficulties, visualizing success, and taking action. It emphasizes that perseverance is a process of choices and actions, not a personality trait. It also notes that resilient people make challenges personal rather than focusing on external factors they can't control, stare down hard realities by facing facts and asking others for specific help, find higher meaning in difficulties, visualize specific scenes of overcoming hardships, and take specific actions.
Perseverance to Triumph
The document discusses six things that resilient people do to overcome challenges: 1) Grow as a choice by focusing on internal factors they can control, 2) Stare down hard reality by facing facts without denial, 3) Find a higher meaning in their suffering, 4) Help other sufferers to gain perspective, 5) Visualize extraordinary outcomes to heal, and 6) Take specific action rather than just dreaming. The document provides examples and prompts readers to reflect on their own challenges for each strategy.
How to Persevere
This document discusses perseverance and how people can overcome obstacles. It explains that perseverance is achieving positive growth through adversity and is a process of choices rather than a personality trait. It outlines 5 things resilient people do: 1) believe growth is a choice, 2) stare down hard reality, 3) find a higher meaning, 4) visualize the extraordinary, and 5) take specific action. Application exercises are provided for each step to help the reader apply the strategies to their own challenges.
Perseverance and jobs
The document discusses job hunting in the current economy. It notes that while business say the job market is better, the effort required to find candidates remains about the same and scattered across different sources. The number one factor for job success is perseverance and how one approaches their job hunt, not the state of the market. It presents a resilience formula for job seekers which includes actions like participating in online discussions, informational interviews, networking, and following up with contacts regularly. Overall it emphasizes that success follows persevering with social job search actions of connecting with people rather than just computers.
Resilience
This sample slide presentation includes content offered by Brian Patrick Jensen, inspirational speaker who has overcome his own personal hurdles including recent profound deafness. "Perseverance" relates Brian's inspiring story with practical application and insight for his audience.
Self improvment
This document discusses how to change yourself and what factors influence change. It outlines things that are within our control, like self-awareness, communication skills, and decision making, versus external factors like other people and random events. It emphasizes that real change comes from focusing on internal locus of control and developing self-awareness. To influence change in others, one must first gain self-awareness and congruence to build trust through believable, factual communication delivered with passion and clarity.
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This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
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[To download this presentation, visit:
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These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
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Forrester’s Digital Transformation Framework
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MIT’s Digital Transformation Framework
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Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
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McKinsey’s Digital Transformation Framework
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Talent Building
- 1. Unconventional Human Resource Planning that Works By Brian Patrick Jensen (All Rights Reserved 2012)
- 4. NATURAL LAW OF 1 in 5
- 5. TAKE CANDID STOCK Human Resource Planning Matrix – Copyright 2012 By Brian Patrick Jensen – All rights reserved Potential Management Strategy Optimal Superstar Best and brightest. Challenge, develop and pay well. Expose to higher-ups, give stretch targets and cross-functional projects. 10% Growth Keepers doing great job with long term potential for more. Assess interests, tap strengths, train well, pay to keep. 10% Strategic Retain Subset of Stay OK w/ value by specialty niche, not potential. Make to knowledge archive & train, not hoard. Pay to “hold.” 10% Stay OK Doing as paid in current role. Train for self-maintenance and proficiency. Pay COLA. Force rank & scrutinize bottom of list. 50% Too New Provide intense onboarding and close scrutiny in new role. Decide to Stay OK or Over or Out within 90 – 120 days. 10% Over or Out Not suited to current role; you would not rehire from what you now know. New miss-hires cluster here. Reassign or dismiss. 10%
- 6. EXTREME FAVORATISM Optimal Merit Increase Matrix – Copyright 2012 By Brian Patrick Jensen – All rights reserved Typical Optimal RATING % EE % Incr. % EE % Incr. Exceptional 20% 4% 10% 8% Exceeds 20% 3% 10% 7% Meets 40% 2.5% 60% 2% Marginal 15% 2% 10% 0% Not Meets 5% 0% 10% 0% Wtd. Avg 2.7% 2.7%
- 12. True Talent Building that Works By Brian Patrick Jensen (All Rights Reserved 2012)