The document provides an overview of an organization's new Talent Management system that replaces previous performance evaluation processes. The Talent Management system focuses on two parts: profile management, where employees create and maintain their profiles; and performance management, which is an ongoing process that includes setting goals, conducting check-ins, self and manager evaluations. The system is meant to increase employee involvement in their careers and support two-way communication between managers and employees.
Learning Evaluation - How to get most out of your training programs simply an...Lambda Solutions
Whether it’s to inform, teach, improve, change or a combination of these factors, training should have a purpose. But how can you be sure you’ve done what you set out to do? Good training evaluation techniques identify and measure what learning has occurred during and after learning, whether job performance improvements have been realized, and most importantly, how organizations can get the best training value for their money and efforts.
In this webinar, we explore why learning evaluation is an important component of any training program and how you can measure the application of learning beyond the learning event itself. We discuss how to implement learning evaluation that’s practical and provides value but isn’t have to be complicated, time-consuming or expensive.
Tune in!
Learning Evaluation - How to get most out of your training programs simply an...Lambda Solutions
Whether it’s to inform, teach, improve, change or a combination of these factors, training should have a purpose. But how can you be sure you’ve done what you set out to do? Good training evaluation techniques identify and measure what learning has occurred during and after learning, whether job performance improvements have been realized, and most importantly, how organizations can get the best training value for their money and efforts.
In this webinar, we explore why learning evaluation is an important component of any training program and how you can measure the application of learning beyond the learning event itself. We discuss how to implement learning evaluation that’s practical and provides value but isn’t have to be complicated, time-consuming or expensive.
Tune in!
How to develop valid and actionable competency models! TalentFirst 1st
Learn how to create a valid competency model to drive better business results.
In this presentation we discuss:
- how present a competency model business case
- how to engage leaders and organizations
- how to create a valid model that can be integrated in other talent management systems
Economic Development presentation by Matt McCollister, vice president of economic development, Columbus Chamber. Presented 2/24/10 at the Columbus Chamber's 2010 Annual Meeting post-session on attraction.
Importance of Effective Communication during Annual Performance & Rewards CycleNational HRD Network
73rd NHRDN Webinar on Importance of Effective Communication during Annual Performance & Rewards Cycle by Ms Leena Sahijwani, (Director – Rewards & South Asia Leader- Women’s Network, GE South Asia) on 29th May 2014
Evaluate the Effectiveness of Your Online Learning & Training ProgramsNimritta Parmar
The ability to measure the effectiveness of your organization’s training and development programs is critical to ensure your learning strategy is aligned to your desired business outcomes. However, having a system in place to accurately measure the impact of your learning programs can often be a complex challenge — One that organizations struggle with the most.
Join this webinar to discover how to enhance employee performance and prove the value of your learning investments, by implementing simple and effective strategies for measuring the impact of your online training programs.
Watch the presentation to learn:
- Common issues and challenges with measuring learning outcomes
- How to align learning outcomes to business objectives
- Best practices for evaluating the effectiveness of your training programs
- How to analyze and interpret learning data to understand the impact of individual learning, and performance
- How to leverage these insights to improve training programs, and enable the organization to make better informed decisions about learning
How to develop valid and actionable competency models! TalentFirst 1st
Learn how to create a valid competency model to drive better business results.
In this presentation we discuss:
- how present a competency model business case
- how to engage leaders and organizations
- how to create a valid model that can be integrated in other talent management systems
Economic Development presentation by Matt McCollister, vice president of economic development, Columbus Chamber. Presented 2/24/10 at the Columbus Chamber's 2010 Annual Meeting post-session on attraction.
Importance of Effective Communication during Annual Performance & Rewards CycleNational HRD Network
73rd NHRDN Webinar on Importance of Effective Communication during Annual Performance & Rewards Cycle by Ms Leena Sahijwani, (Director – Rewards & South Asia Leader- Women’s Network, GE South Asia) on 29th May 2014
Evaluate the Effectiveness of Your Online Learning & Training ProgramsNimritta Parmar
The ability to measure the effectiveness of your organization’s training and development programs is critical to ensure your learning strategy is aligned to your desired business outcomes. However, having a system in place to accurately measure the impact of your learning programs can often be a complex challenge — One that organizations struggle with the most.
Join this webinar to discover how to enhance employee performance and prove the value of your learning investments, by implementing simple and effective strategies for measuring the impact of your online training programs.
Watch the presentation to learn:
- Common issues and challenges with measuring learning outcomes
- How to align learning outcomes to business objectives
- Best practices for evaluating the effectiveness of your training programs
- How to analyze and interpret learning data to understand the impact of individual learning, and performance
- How to leverage these insights to improve training programs, and enable the organization to make better informed decisions about learning
With 60% of employees stating that they will look to change jobs when the economy picks up, what should you be doing to manage & retain your talent?
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
I create themes for each PeopleSoft module roll-out. The theme for the Manager Talent Management presentation was "The ROAD to Employee Engagement" and a logo was added to communications, etc.
Competitive Organizations understand that great performance comes from great leadership with great People Skills. They know and appreciate that investing in performance, means investing in People.
Training Slides of Performance Management , discussing the importance of Performance and Leadership.
Some Key-Points:
- Appraisal
- Performance Management
- Project Record
For further information regarding the course, please contact:
info@asia-masters.com
www.asia-masters.com
For presentation design on powerpoint kindly visit links below and message for more details:
http://pph.me/masroorkhan
https://www.fiverr.com/masroorahmedkha
https://www.guru.com/freelancers/masroor-ahmed-khan
With these processes and tools, your Team Members will create opportunities for personal and professional growth and development. They will also develop a strong core of competencies that will be utilized to prepare for advancement creating a stronger team.
Understanding the Challenges of Street ChildrenSERUDS INDIA
By raising awareness, providing support, advocating for change, and offering assistance to children in need, individuals can play a crucial role in improving the lives of street children and helping them realize their full potential
Donate Us
https://serudsindia.org/how-individuals-can-support-street-children-in-india/
#donatefororphan, #donateforhomelesschildren, #childeducation, #ngochildeducation, #donateforeducation, #donationforchildeducation, #sponsorforpoorchild, #sponsororphanage #sponsororphanchild, #donation, #education, #charity, #educationforchild, #seruds, #kurnool, #joyhome
A process server is a authorized person for delivering legal documents, such as summons, complaints, subpoenas, and other court papers, to peoples involved in legal proceedings.
Canadian Immigration Tracker March 2024 - Key SlidesAndrew Griffith
Highlights
Permanent Residents decrease along with percentage of TR2PR decline to 52 percent of all Permanent Residents.
March asylum claim data not issued as of May 27 (unusually late). Irregular arrivals remain very small.
Study permit applications experiencing sharp decrease as a result of announced caps over 50 percent compared to February.
Citizenship numbers remain stable.
Slide 3 has the overall numbers and change.
Presentation by Jared Jageler, David Adler, Noelia Duchovny, and Evan Herrnstadt, analysts in CBO’s Microeconomic Studies and Health Analysis Divisions, at the Association of Environmental and Resource Economists Summer Conference.
Russian anarchist and anti-war movement in the third year of full-scale warAntti Rautiainen
Anarchist group ANA Regensburg hosted my online-presentation on 16th of May 2024, in which I discussed tactics of anti-war activism in Russia, and reasons why the anti-war movement has not been able to make an impact to change the course of events yet. Cases of anarchists repressed for anti-war activities are presented, as well as strategies of support for political prisoners, and modest successes in supporting their struggles.
Thumbnail picture is by MediaZona, you may read their report on anti-war arson attacks in Russia here: https://en.zona.media/article/2022/10/13/burn-map
Links:
Autonomous Action
http://Avtonom.org
Anarchist Black Cross Moscow
http://Avtonom.org/abc
Solidarity Zone
https://t.me/solidarity_zone
Memorial
https://memopzk.org/, https://t.me/pzk_memorial
OVD-Info
https://en.ovdinfo.org/antiwar-ovd-info-guide
RosUznik
https://rosuznik.org/
Uznik Online
http://uznikonline.tilda.ws/
Russian Reader
https://therussianreader.com/
ABC Irkutsk
https://abc38.noblogs.org/
Send mail to prisoners from abroad:
http://Prisonmail.online
YouTube: https://youtu.be/c5nSOdU48O8
Spotify: https://podcasters.spotify.com/pod/show/libertarianlifecoach/episodes/Russian-anarchist-and-anti-war-movement-in-the-third-year-of-full-scale-war-e2k8ai4
What is the point of small housing associations.pptxPaul Smith
Given the small scale of housing associations and their relative high cost per home what is the point of them and how do we justify their continued existance
This session provides a comprehensive overview of the latest updates to the Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards (commonly known as the Uniform Guidance) outlined in the 2 CFR 200.
With a focus on the 2024 revisions issued by the Office of Management and Budget (OMB), participants will gain insight into the key changes affecting federal grant recipients. The session will delve into critical regulatory updates, providing attendees with the knowledge and tools necessary to navigate and comply with the evolving landscape of federal grant management.
Learning Objectives:
- Understand the rationale behind the 2024 updates to the Uniform Guidance outlined in 2 CFR 200, and their implications for federal grant recipients.
- Identify the key changes and revisions introduced by the Office of Management and Budget (OMB) in the 2024 edition of 2 CFR 200.
- Gain proficiency in applying the updated regulations to ensure compliance with federal grant requirements and avoid potential audit findings.
- Develop strategies for effectively implementing the new guidelines within the grant management processes of their respective organizations, fostering efficiency and accountability in federal grant administration.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Many ways to support street children.pptxSERUDS INDIA
By raising awareness, providing support, advocating for change, and offering assistance to children in need, individuals can play a crucial role in improving the lives of street children and helping them realize their full potential
Donate Us
https://serudsindia.org/how-individuals-can-support-street-children-in-india/
#donatefororphan, #donateforhomelesschildren, #childeducation, #ngochildeducation, #donateforeducation, #donationforchildeducation, #sponsorforpoorchild, #sponsororphanage #sponsororphanchild, #donation, #education, #charity, #educationforchild, #seruds, #kurnool, #joyhome
2. Topic Presenter(s)
1 Introduction Human Resources
2 It’s YOUR Career–Time to Take the Wheel Public Service University
2 Talent Management – Driving to Success
Profile Management
Performance Management
3 S.M.A.R.T. Performance Goals
4 Career Goals
5 Starting the Journey
Training Support
Contact List
Quiz Instructions
3. Administrative Instruction 7-32-1
◦ Employee Work Plan (EWP)
Administrative Instruction 7-32-2
◦ Performance Evaluation Guide (PEG)
Effective February 2006
◦ Mandatory, but compliance was difficult
◦ Process cumbersome
Definition of Manager
◦ Anyone that has a direct report and will be doing
a performance review
3
4. Talent Management replaces EWP’s
and PEG’s
• No more paper performance
evaluations. Completed online in
PeopleSoft.
Identifies employee contributions
to achieving goals
Supports two-way communication:
Manager and Employee
Increases Employee Involvement:
Input on career goals and self-
review
Staggered Performance Evaluation
Due Dates
• Driven by Employee Anniversary
Dates (not Fiscal Year start/end)
Five Point Rating Scale
2 Levels of Manager Approval
Manager Dashboard
Checkpoints
Compliance tracking by HR
Expectation: 100% Participation
7. How you looked on the outside
How you felt on
the inside
When you weren’t driving When you were driving
8. Getting from Point A to Point B
Point A: Can’t Drive Point B: Licensed Driver
Driver’s Ed Class
Permit
Driving Test
Practice Driving
Studying
8
9. Is driving your car as fun as it used to be?
Probably not, but it’s still just as important to keep
control of the vehicle as it was the very first day.
You are the driver.
You decide where to go and how to get there.
The car is the tool you use to achieve your goal.
11. What is Talent Management?
There are two parts to Talent Management
Profile Management + Performance Management
Part One: Profile Management
Person Profiles track military service, training,
education, as well as, licensing and certifications of
any type (personal or professional).
Help supervisors track certification expirations and
employee KSA’s (Knowledge, Skills and Abilities).
12. Driving Your Career
Person Profiles are created by YOU.
Person Profiles are about YOU.
Person Profiles SHOWCASE YOU!
There is more to YOU than a Job Description!
Multi-
Lingual
College
Degree
VETERAN
13. My Current Profile
Several items require manager approval.
Upload supporting documentation to prove the validity
with your submission for these items.
13
14. Person Profile Responsibility
Create your Person Profile
• Enter all work related licenses and certifications with their
expiration dates
• The system will alert you and the manager when the
expiration date is approaching so that they do not expire
• This eliminates manual tracking efforts and employee
downtime
15. Part Two: Performance Management
Performance Management is an ongoing, year round
ACTIVE system.
PeopleSoft is the tool that facilitates the
communication process with these important
aspects:
Communicating the business direction
Planning performance
Managing performance
Evaluating performance
Career Development
Shared Accountability
Two-way Communication
17. MANAGER ACTIVITIES
Evaluating Manager
Creates Document
Adds City Goal(s) – Not Rated
Reviews Core Values with Employee at
beginning of year
Rates & Comments at end of year
Sets & Reviews Performance Goals with
Employee at beginning of year
Rates & Comments at end of year
Sets Career Goals with Employee
Documents & Comments
Conducts Checkpoints
End of Year Review & Shares with Employee
Feedback from Employee
Finalizes Performance Document
Approving Manager
Compliance Gatekeeper
Review and approves/closes evaluation
EMPLOYEE ACTIVITIES
Reviews City Goals (Not Rated)
Reviews Core Values (Rated)
Reviews & Discusses Performance
Goals with Manager (Rated)
Sets Career Goals with Manager
Participates in Checkpoints with
Manager throughout year
End of Year: Conduct Self-Review,
Ratings & Adds Comments
Receives Manager Review
Provides Feedback/Comments
Acknowledges Final Review/Rating
18. 18
1. Leads the manager through the steps.
2. Shows due dates for each of the steps.
• Due dates trigger alerts.
3. Sub-steps also display.
4. Steps in progress display as yellow.
5. As each step is completed, a green checkbox appears.
6. If the step is late, the icon will show red.
7. If a checkpoint is skipped, the step shows as skipped.
Progress is tracked by the system:
Green = Completed
Yellow = In Progress
Red = Overdue
19. Beginning Process
Manager creates
Performance Document
Manager adds City Goal to
the document
Manager reviews
Core City Values
Manager adds Performance
Goals to the document
Manager adds Career Goals
to the document
Reviews the Performance
Document with the
Employee
20. During the Year
Manager & Employee:
Add Performance Notes
(Ongoing)
Checkpoint 1: Manager
Comments & Shares
Employee reviews comments
and adds comments
Checkpoint 1: Complete
Checkpoint 2: Manager
Comments & Shares
Employee reviews comments
and adds comments
Checkpoint 2: Complete
21. Employee: Self-Review
Manager: Conducts Review
Manager & Employee:
Discuss Review & Ratings
Employee Acknowledges
Evaluation
Employee’s Manager
Finalizes Evaluation
Approving Manager:
Reviews & Approves or
pushes back until complete
Annual
Evaluation
Closed
End of Year
22. Tabs:
1. City Goals
2. Core Values
3. Job Summary
4. Performance Goals
5. My Career Goals
6. Overall Summary
7. Comments
Attachments can be added
to the document by the
Evaluating Manager Only.
Audit History on the bottom
of every document.
23. There are two Rated Sections:
◦ Core City Values
◦ Performance Goals
5 Point Rating Scale
1. Unsatisfactory Performance
2. Needs Development
3. Meets Expectations
4. Exceeds Expectations
5. Exceptional Performance
25. • Ability to Add Performance Notes all year
• Advantages:
• Performance Notes are Private
• Jogs your memory about highlights/successes
• Quick access to copy and paste to your Performance Document
• Helps you support your self-review ratings
• Assists in evaluation discussion with manager
• Workflow E-mails
• System generated e-mail reminders/updates
• Directs manager and employee to the next steps in process
• Provides a URL link to take you to the Performance Document
27. What is a SMART Performance Goal?
• A carefully crafted, comprehensive statement
about what the employee intends to accomplish
throughout the year
• An individual action plan
Advantages of SMART Performance Goals
• Provides guidance and direction for work
• Links employee accomplishments to organizational
objectives/goals
• Clarifies expectations for the employee and
supervisor
• Improves performance
29. 29
Manager: Providing Direction
• Sets the Performance Goals and adds them to the
Performance Document
• Communicates the goals and responsibilities to employee
• Makes sure that the employee understands the goals
• Answers employee questions to clarify.
• The manager is responsible to create the goals, but employee
is responsible for their performance.
• Comments on progress at Checkpoints
• Rates and Comments at end of performance year
30. Employee: Taking the Wheel
• Reviews the Performance Goals set by the manager
• Understands goals and their associated
responsibilities
• Asks questions until the goal is clear
• Responsible for performance related to meeting the
Performance Goals
• Comments on progress at Checkpoints
• Conducts Self-Review at end of performance year
Managers may work with employees to create the goals, but managers
have the final responsibility to set the Performance Goals.
32. Where do you want to be in 1 year? 5 years? 10?
Career Goals help you get there!
Advantages of Career Goals
• Assists in achieving the Performance Goals
• Enhances your Knowledge, Skills and Abilities
• Uniquely YOURS! Tailored to help you meet your
personal career goals.
• Helps you keep your current career on track
• Helps prepare you for your career future
33. Development Target
What do I need to improve?
How to Achieve
What Development Method(s) will I use?
Measurement
How will I measure my improvement?
Completion Date
When will I complete my Development Target?
Results
What was the impact on my performance?
Questions to help create a Career Goal
Managers will work with employees to create
meaningful Career Goals, but managers have the
final responsibility to enter them into the system.
34. Career Development Opportunities
◦ Advisory Committees
◦ Apprenticeships
◦ Certifications
◦ Challenging/Stretch Work
Assignments
◦ Classroom Training
◦ Conferences
◦ Cross Training
◦ Degree Programs
◦ Internships
◦ Job Rotation
◦ Job Shadowing
◦ Job Swap
◦ Mentoring
◦ Online Learning
◦ On the Job Training (OJT)
◦ Professional Association
Activities
◦ Reading (Book Club)
◦ Research Projects
◦ Self Study
◦ Skill Development
◦ Special Projects
◦ Task Groups
◦ Volunteer Activities
35. • Every employee should have a minimum of
two Career Goals
• Every employee should have a career goal to
complete their Person Profile
• Career Goals are NOT RATED, but they are
Documented (Met or Not Met)
• They are not part of the performance rating
36.
37. Person Profiles
Login to PeopleSoft Employee Self Service and start adding to your
Person Profile in PeopleSoft
Start by adding work related licenses & certifications with
expiration dates. Continue adding as much to your Profile as you
would like. It is YOUR Person Profile so it is YOUR decision.
Performance Management
Your Performance Management document will be created by your
manager
Performance Management year begins on your Work Anniversary date
Meet with your manager to review your document and be prepared to
give input on your Career Goals (minimum of two) – Remember that
Career Goals are your opportunity to move your career forward!
You will have the opportunity to add comments to the form at the first
Checkpoint.
37
38. Training Support for Talent Management
Public Service University -
• Talent Management Website
• Classroom sessions: SMART Targets, etc.
• On-Demand Online Courses – Activity Based
• Courses in See It! and Try It! mode
• System Process Documents (Detailed Job Aids)
• Job Aids (Quick Steps)
• Open Workshops
38
39. 39
Contacts
• Department Subject Matter Experts
(identified by Directors)
• Department HR Coordinators
• Public Service University, 768-3200
• DTI Help Desk, 768-2930
• Password resets & system issues
40. Talent
Management
Quiz
There are two parts to complete before you will receive
course credit:
• Part One: Complete training session
1. Attended the training session
• Part Two:
2. Complete Quiz (final step)
You will receive an e-mail with the link to the Quiz.
Complete the Quiz to receive credit.