Talent management
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This document provides guidance on evaluating employees for promotions. It recommends creating a checklist of criteria for the position and reviewing an employee's performance, skills, ability to handle challenges, adherence to policy, and experience. Only those consistently performing at a high level and demonstrating the needed skills should be considered. When rejecting a candidate, the evaluator should provide feedback on strengths and ways to improve weaknesses for future opportunities.
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Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )
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Purpose of training.
Setting objective of training.
Selling basics
Are you creating right first impression?
No one get a second chance for first impression.
Why we need same Introduction by all LIC Agent, to carry Brand impression?
Prepare and practice your introduction.
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How it helps in starting sales conversation?
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How it help to funnel down the prospects?
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How it help to gain some commitment?
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Feature are what something has.
Benefit are What something does.
For example:
LIC Money Back is Product.
Feature – It gives money at fixed interval.
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How to handle price objection with price objection handling technique?
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Most sales person do not know how to close.
What is Negotiation?
How to use, win-win techniques?
Follow up techniques.
Record keeping for future.
Preparing Testimonials.
Gaining further referrals.
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Summing up entire sales training presentation.
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Performance management department (Importance) PPT
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Performance Management and Employee Motivation
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- 1. How to Evaluate an Employee for a Promotion PRESENTED BY ANUSHA M.S
- 2. When the time comes to promote an employee, you must make the choice by thoroughly evaluating each candidate. Since a promotion comes with new challenges for the employee to overcome and daily tasks for him to complete, employees who are not qualified for the new position can stumble and cause the company to struggle.
- 3. Create a basic checklist that lists the criteria you’re looking for in a well-qualified candidate. For example Check off each item that the employee meets.
- 4. Review the employee’s performance Only promote employees who perform at a high level consistently. For example, a sale’s associate’s
- 5. Consider the employee’s skills A new position likely requires new skills. Ask yourself if the employee demonstrates those skills in his current position.
- 6. Assess how well the employee adheres to company policy Promoting employees who disregard the rules set forth by the company shows other employees that they needn’t obey company policy.
- 7. Evaluate the employee’s ability to overcome challenges and take on new tasks New positions consist of new challenges. If the employee struggles with change or difficult situations, you may be setting him up for failure by promoting him.
- 8. Consider the employee’s experience. Experience helps employees better handle unfamiliar situations and assists the employee in transitioning to new positions. For example, an assistant manager
- 9. Talk to rejected candidates about their evaluation Help them become better fit for future promotions by explaining what they lacked and how they can strengthen their weaknesses.
- 10. Many popular evaluation methods, such as performance reviews, focus too heavily on identifying areas of low performance or weakness. Concentrating on these weaknesses, without also highlighting strengths and emphasizing how weak areas might be strengthened, may result in a self-fulfilling prophecy: you build a poor image of the employee
- 11. Thank you