The four key steps: Entry, Retention, Development, and Performance.
Recruitment and Selection
Organization Culture
Personal Competencies
Intrinsic and Extrinsic Rewards
The document provides an overview of human resource management. It defines HRM as planning, organizing, directing and controlling the procurement, development, compensation, integration, maintenance, and separation of human resources to accomplish organizational goals. It discusses the importance, features, functions, objectives, and role of the HR manager. Recent HRM trends include remote working, upskilling, virtual team building, and a focus on employee experience, well-being, and data-driven decision making. The document also covers induction, training methods like on-the-job training and job instruction training, and compensation.
The document provides information about HR Oracle Consulting company. It includes their vision to be a globally recognized HR services provider. It describes their core values of quality, positive relationships, and innovation. It also outlines the key functions of HR like recruitment, training, compensation, and performance management. It provides details on each of these functions and how the company executes them, such as the recruitment process and sources, benefits of training, types of compensation, and tools for performance management. It concludes with how customers can access the company's online consultancy services.
This document provides an overview of key concepts in human resource management. It begins by defining human resource and human resource management. It then outlines the main functions of HRM, including managerial functions and operative functions related to employment, human resource development, compensation, and human relations. The document also discusses the role of HRM and covers topics like human resource planning, recruitment, selection, training, and performance appraisal. Key terms are defined and processes are explained over the course of discussing these various aspects of HRM.
Tqm and transformational leadership in private schoolsjunabundo
The document discusses Total Quality Management (TQM) and transformational leadership in private schools, noting that while the philosophies of quality management pioneers like Deming and Juran have influenced many organizations, there remains a gap between rhetoric and real understanding of these concepts in education. It provides an overview of TQM, including its emphasis on leadership, strategy, teamwork, analysis, and self-assessment to achieve excellence, as well as transformational leadership's "four I's" of idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. The goal of TQM is continuous improvement of processes through an integrated system of tools, techniques,
The document discusses key concepts in human resource management including principles like strategic integration, organizational flexibility, commitment, and quality. It covers topics such as strategic HRM, flexibility in the workforce, commitment among employees, and promoting a culture of quality. HR functions like performance appraisal, training and development, compensation, and maintaining the workforce are examined. Contemporary issues and desired outcomes of effective HRM are also summarized.
The document discusses human resource management (HRM) and its key principles and activities. It defines HRM as attracting, developing and maintaining a talented workforce to support organizational goals. The principles of HRM discussed include strategic integration of HRM with business strategies, organizational flexibility, employee commitment and quality. Key HRM activities mentioned are job analysis, recruitment and selection, performance appraisal, training and development, and motivating employees.
The document provides an overview of human resource management. It defines HRM as planning, organizing, directing and controlling the procurement, development, compensation, integration, maintenance, and separation of human resources to accomplish organizational goals. It discusses the importance, features, functions, objectives, and role of the HR manager. Recent HRM trends include remote working, upskilling, virtual team building, and a focus on employee experience, well-being, and data-driven decision making. The document also covers induction, training methods like on-the-job training and job instruction training, and compensation.
The document provides information about HR Oracle Consulting company. It includes their vision to be a globally recognized HR services provider. It describes their core values of quality, positive relationships, and innovation. It also outlines the key functions of HR like recruitment, training, compensation, and performance management. It provides details on each of these functions and how the company executes them, such as the recruitment process and sources, benefits of training, types of compensation, and tools for performance management. It concludes with how customers can access the company's online consultancy services.
This document provides an overview of key concepts in human resource management. It begins by defining human resource and human resource management. It then outlines the main functions of HRM, including managerial functions and operative functions related to employment, human resource development, compensation, and human relations. The document also discusses the role of HRM and covers topics like human resource planning, recruitment, selection, training, and performance appraisal. Key terms are defined and processes are explained over the course of discussing these various aspects of HRM.
Tqm and transformational leadership in private schoolsjunabundo
The document discusses Total Quality Management (TQM) and transformational leadership in private schools, noting that while the philosophies of quality management pioneers like Deming and Juran have influenced many organizations, there remains a gap between rhetoric and real understanding of these concepts in education. It provides an overview of TQM, including its emphasis on leadership, strategy, teamwork, analysis, and self-assessment to achieve excellence, as well as transformational leadership's "four I's" of idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. The goal of TQM is continuous improvement of processes through an integrated system of tools, techniques,
The document discusses key concepts in human resource management including principles like strategic integration, organizational flexibility, commitment, and quality. It covers topics such as strategic HRM, flexibility in the workforce, commitment among employees, and promoting a culture of quality. HR functions like performance appraisal, training and development, compensation, and maintaining the workforce are examined. Contemporary issues and desired outcomes of effective HRM are also summarized.
The document discusses human resource management (HRM) and its key principles and activities. It defines HRM as attracting, developing and maintaining a talented workforce to support organizational goals. The principles of HRM discussed include strategic integration of HRM with business strategies, organizational flexibility, employee commitment and quality. Key HRM activities mentioned are job analysis, recruitment and selection, performance appraisal, training and development, and motivating employees.
The document discusses several topics related to human resource management. It addresses the importance of a diverse workforce and employee engagement. It also discusses trends in areas like recruitment, selection, and training. The document outlines how human resource information systems, electronic human resource management, and talent management systems can support organizational goals. Additionally, it covers topics such as grievance handling, labor welfare measures, disciplinary actions, collective bargaining, and executive compensation.
This document provides an overview of key concepts in human resource management including definitions of HRM and HRP, the importance of HRM, the recruitment and selection process, and types of interviews. Specifically, it defines HRM as concerned with acquiring employee services, developing their skills, and motivating performance. It also defines HRP as ensuring the right number and type of employees are in place. The importance of factors like strategic planning and global strategies that affect HRP are discussed. Details are provided about internal and external recruitment advantages and disadvantages as well as basic testing concepts and types of interviews.
This document provides an introduction to training and development. It discusses key components of learning including learning, human capital, knowledge, training, development, formal and informal training. It also discusses explicit and tacit knowledge as well as knowledge management. The document outlines the importance of training and discusses factors that impact learning such as economic cycles, globalization, intangible assets, business strategy, diversity, generations, talent management, technology, and high-performance work systems. Finally, it discusses common training roles and in-demand skills.
Talent Management (HRM) by Abdul Muneeb KhanMuneebKhan156
The document discusses talent management, which it defines as the systematic process of identifying open positions, hiring suitable candidates, developing their skills to match the roles, and retaining employees to achieve long-term business goals. It outlines the talent management process, including planning, attracting, selecting, developing, retaining, and transitioning talent. The benefits of talent management include helping organizations compete effectively, develop future leaders, and maximize employee performance as a competitive advantage.
HR in SMEs provides checklists and online tools to help small and medium enterprises professionalize their human resource management practices. This includes checklists for recruitment, onboarding new employees, training, performance management, and developing flexible work arrangements. The tools are meant to help entrepreneurs with HR responsibilities implement basic HR practices without extensive background or training in human resources. Competence management and developing a mission statement are presented as strategic approaches to aligning HR with business goals.
HRM involves evaluating an organization's human resource needs, recruiting and selecting employees to fill those needs, and motivating employees to help achieve organizational goals. The key functions of HRM include staffing through recruitment and selection, training and developing employees, motivating employees through benefits and rewards, and maintaining employees through performance appraisal and compensation. HRM is important because people are the most important organizational resource, and effective HRM can increase productivity, reduce turnover, and provide a competitive advantage.
General management & leadership course ;workplace stress ;attitudes & c...David Mazanga
Its a summarised General Management and Leadership Skills as well as Workplace Stress ,Attitudes ,Time and Change Management full elaborated Presentation by Sir David Mazanga in Otjiwarongo ,Namibia on the 12th -23rd of October 2015. It is the course attended by various delegates from Ministry of Works and Transport Windhoek ,Namibia and Omusati Regional Council Staff Members for the duration of Two(2) Weeks at Regional Institute for Management Training(RIMT) -www.rimt.co.za
HRM involves evaluating an organization's human resource needs, recruiting and selecting employees to fill those needs, and motivating employees to help achieve organizational goals. The key functions of HRM include staffing through recruitment and selection, training and developing employees, motivating performance, and maintaining employees through performance appraisal and compensation. An effective HRM system is important for maximizing employee productivity and retention, and provides a competitive advantage.
Talent Management Framework - A look at PCMMUtsav Agarwal
PCMM, acronym for People Capability Maturity Model, is a maturity framework that focuses on continuously improving the management and development of the human assets of an organization
Human Resource Management includes all activities used to attract & retain employees and to ensure they perform at a high level in meeting organizational goals.
The document discusses the key aspects of human resource management (HRM) including analyzing jobs, forecasting human resource needs, recruiting and selecting the right candidates, training employees, appraising performance, and rewarding employees. It describes the challenges in selecting candidates and ensuring a good fit with organizational culture. The goal of HRM processes is to hire and develop employees with the necessary skills to achieve organizational strategies and goals.
Staffing, training, directing, controlling, motivation, and coordination are key functions of management discussed in the document. It also discusses sources of recruitment, the selection process, types of training, leadership styles, and the need for coordination between organizational activities. Emerging issues covered include total quality management, technology management, knowledge management, leadership qualities, organizational change management, and the importance of corporate social responsibility.
This document provides an overview of human resource management (HRM). It defines HRM and management, describes the primary functions of management as planning, organizing, leading, and controlling, and explains the importance of HRM for hiring the right employees, ensuring their training and development, assessing performance, and maintaining legal and regulatory compliance. The document also outlines the main functional areas of HRM like workforce planning, compensation and benefits, and labor relations. It discusses the challenges that HR managers may face from environmental, organizational, and individual factors and identifies qualities needed for success in an HR career, such as business knowledge, planning skills, and strong communication abilities.
Execution - The Discipline of getting things doneSathish Kumar P
The document summarizes key points from the book "Execution" about how to successfully execute business strategies. It discusses that execution requires integrating people, strategy, and operations. Execution is not tactical but a discipline that companies must master. Leaders play a central role in conceiving and executing strategy. The three core processes of execution are the people process, strategy process, and operational process, which must all be critically linked with a focus on people. Putting an execution environment in place is difficult but losing it is easy.
General Management Course - 16th -27th February 2015Donald Donald
This document provides an overview of a general management course taking place from February 16-27, 2015 in Otjiwarongo, Namibia. The course objectives are to define management, differentiate leadership and management, and develop positive management skills. It discusses why management skills are needed, common causes of business failure, and the roles, principles, and functions of management. It also covers various branches of management including human resources, project, operations, and strategic management. Finally, it outlines the development of management theory and schools of thought on management.
Recruitment ,Sourcing And Interview Schedulingpravinsuresh.s
This document provides an overview of sourcing and interview scheduling as part of the recruitment process. It discusses the objectives of recruitment and techniques for effective sourcing. It also covers etiquettes for interview scheduling. The recruitment cycle and functions of human resource management like planning, organizing, staffing, leading and controlling are explained. The roles of HR executives and challenges faced by HR professionals are summarized.
Strengthen on-boarding process for new employees and create deeper engagement with new employees right in the beginning. Check the pulse and significantly reduce cause and cost of early attrition.
This chapter introduces organizational behavior and discusses several key topics:
1) It defines organizational behavior as the study of human behavior in organizational settings and the interface between human behavior and organizations.
2) It outlines the disciplines of psychology, sociology, anthropology, and political science that contribute to the field of organizational behavior.
3) It describes common management functions like planning, organizing, staffing, and directing, as well as management roles and important skills for managers.
4) It discusses managing workforce diversity, globalization, improving customer service and employee skills, and creating a positive work environment.
"Project Management is the essential skills that is needed by any industry and organisation in this 21st Century no matter how big or small it is."
This is because the world is changing and transforming rapidly every day. As a resident of this world, we need to adopt and adapt the changes and demands into our life and organisation consistently. One of the top 3 skills that meets these rapidly changing demands is project management skills. Becoming the project management practitioner, you will be empowered and entrusted to help the organisation to align to its strategies and realising the vision.
This chapter introduces organizational behavior and discusses several key topics:
1) It defines organizational behavior as the study of human behavior in organizational settings and the interface between human behavior and organizations.
2) It outlines the disciplines of psychology, sociology, anthropology, and political science that contribute to the field of organizational behavior.
3) It describes the main roles and functions of managers including setting objectives, motivating employees, measuring performance, and developing people skills.
4) It discusses managing workforce diversity, globalization, improving customer service and employee skills, creating positive work environments, and improving ethical behavior.
MARKETING MANAGEMENT
Atlas Honda Limited is a public listed company which was incorporated on October 16, 1962. It is a joint collaboration between Honda Motor Company Limited Japan, the largest and most reputed motorcycle brand in the world, and Atlas Group, one of Pakistan’s most renowned business conglomerates. The Company is principally engaged in progressive manufacturing and marketing of motorcycles and spare parts.
The document discusses several topics related to human resource management. It addresses the importance of a diverse workforce and employee engagement. It also discusses trends in areas like recruitment, selection, and training. The document outlines how human resource information systems, electronic human resource management, and talent management systems can support organizational goals. Additionally, it covers topics such as grievance handling, labor welfare measures, disciplinary actions, collective bargaining, and executive compensation.
This document provides an overview of key concepts in human resource management including definitions of HRM and HRP, the importance of HRM, the recruitment and selection process, and types of interviews. Specifically, it defines HRM as concerned with acquiring employee services, developing their skills, and motivating performance. It also defines HRP as ensuring the right number and type of employees are in place. The importance of factors like strategic planning and global strategies that affect HRP are discussed. Details are provided about internal and external recruitment advantages and disadvantages as well as basic testing concepts and types of interviews.
This document provides an introduction to training and development. It discusses key components of learning including learning, human capital, knowledge, training, development, formal and informal training. It also discusses explicit and tacit knowledge as well as knowledge management. The document outlines the importance of training and discusses factors that impact learning such as economic cycles, globalization, intangible assets, business strategy, diversity, generations, talent management, technology, and high-performance work systems. Finally, it discusses common training roles and in-demand skills.
Talent Management (HRM) by Abdul Muneeb KhanMuneebKhan156
The document discusses talent management, which it defines as the systematic process of identifying open positions, hiring suitable candidates, developing their skills to match the roles, and retaining employees to achieve long-term business goals. It outlines the talent management process, including planning, attracting, selecting, developing, retaining, and transitioning talent. The benefits of talent management include helping organizations compete effectively, develop future leaders, and maximize employee performance as a competitive advantage.
HR in SMEs provides checklists and online tools to help small and medium enterprises professionalize their human resource management practices. This includes checklists for recruitment, onboarding new employees, training, performance management, and developing flexible work arrangements. The tools are meant to help entrepreneurs with HR responsibilities implement basic HR practices without extensive background or training in human resources. Competence management and developing a mission statement are presented as strategic approaches to aligning HR with business goals.
HRM involves evaluating an organization's human resource needs, recruiting and selecting employees to fill those needs, and motivating employees to help achieve organizational goals. The key functions of HRM include staffing through recruitment and selection, training and developing employees, motivating employees through benefits and rewards, and maintaining employees through performance appraisal and compensation. HRM is important because people are the most important organizational resource, and effective HRM can increase productivity, reduce turnover, and provide a competitive advantage.
General management & leadership course ;workplace stress ;attitudes & c...David Mazanga
Its a summarised General Management and Leadership Skills as well as Workplace Stress ,Attitudes ,Time and Change Management full elaborated Presentation by Sir David Mazanga in Otjiwarongo ,Namibia on the 12th -23rd of October 2015. It is the course attended by various delegates from Ministry of Works and Transport Windhoek ,Namibia and Omusati Regional Council Staff Members for the duration of Two(2) Weeks at Regional Institute for Management Training(RIMT) -www.rimt.co.za
HRM involves evaluating an organization's human resource needs, recruiting and selecting employees to fill those needs, and motivating employees to help achieve organizational goals. The key functions of HRM include staffing through recruitment and selection, training and developing employees, motivating performance, and maintaining employees through performance appraisal and compensation. An effective HRM system is important for maximizing employee productivity and retention, and provides a competitive advantage.
Talent Management Framework - A look at PCMMUtsav Agarwal
PCMM, acronym for People Capability Maturity Model, is a maturity framework that focuses on continuously improving the management and development of the human assets of an organization
Human Resource Management includes all activities used to attract & retain employees and to ensure they perform at a high level in meeting organizational goals.
The document discusses the key aspects of human resource management (HRM) including analyzing jobs, forecasting human resource needs, recruiting and selecting the right candidates, training employees, appraising performance, and rewarding employees. It describes the challenges in selecting candidates and ensuring a good fit with organizational culture. The goal of HRM processes is to hire and develop employees with the necessary skills to achieve organizational strategies and goals.
Staffing, training, directing, controlling, motivation, and coordination are key functions of management discussed in the document. It also discusses sources of recruitment, the selection process, types of training, leadership styles, and the need for coordination between organizational activities. Emerging issues covered include total quality management, technology management, knowledge management, leadership qualities, organizational change management, and the importance of corporate social responsibility.
This document provides an overview of human resource management (HRM). It defines HRM and management, describes the primary functions of management as planning, organizing, leading, and controlling, and explains the importance of HRM for hiring the right employees, ensuring their training and development, assessing performance, and maintaining legal and regulatory compliance. The document also outlines the main functional areas of HRM like workforce planning, compensation and benefits, and labor relations. It discusses the challenges that HR managers may face from environmental, organizational, and individual factors and identifies qualities needed for success in an HR career, such as business knowledge, planning skills, and strong communication abilities.
Execution - The Discipline of getting things doneSathish Kumar P
The document summarizes key points from the book "Execution" about how to successfully execute business strategies. It discusses that execution requires integrating people, strategy, and operations. Execution is not tactical but a discipline that companies must master. Leaders play a central role in conceiving and executing strategy. The three core processes of execution are the people process, strategy process, and operational process, which must all be critically linked with a focus on people. Putting an execution environment in place is difficult but losing it is easy.
General Management Course - 16th -27th February 2015Donald Donald
This document provides an overview of a general management course taking place from February 16-27, 2015 in Otjiwarongo, Namibia. The course objectives are to define management, differentiate leadership and management, and develop positive management skills. It discusses why management skills are needed, common causes of business failure, and the roles, principles, and functions of management. It also covers various branches of management including human resources, project, operations, and strategic management. Finally, it outlines the development of management theory and schools of thought on management.
Recruitment ,Sourcing And Interview Schedulingpravinsuresh.s
This document provides an overview of sourcing and interview scheduling as part of the recruitment process. It discusses the objectives of recruitment and techniques for effective sourcing. It also covers etiquettes for interview scheduling. The recruitment cycle and functions of human resource management like planning, organizing, staffing, leading and controlling are explained. The roles of HR executives and challenges faced by HR professionals are summarized.
Strengthen on-boarding process for new employees and create deeper engagement with new employees right in the beginning. Check the pulse and significantly reduce cause and cost of early attrition.
This chapter introduces organizational behavior and discusses several key topics:
1) It defines organizational behavior as the study of human behavior in organizational settings and the interface between human behavior and organizations.
2) It outlines the disciplines of psychology, sociology, anthropology, and political science that contribute to the field of organizational behavior.
3) It describes common management functions like planning, organizing, staffing, and directing, as well as management roles and important skills for managers.
4) It discusses managing workforce diversity, globalization, improving customer service and employee skills, and creating a positive work environment.
"Project Management is the essential skills that is needed by any industry and organisation in this 21st Century no matter how big or small it is."
This is because the world is changing and transforming rapidly every day. As a resident of this world, we need to adopt and adapt the changes and demands into our life and organisation consistently. One of the top 3 skills that meets these rapidly changing demands is project management skills. Becoming the project management practitioner, you will be empowered and entrusted to help the organisation to align to its strategies and realising the vision.
This chapter introduces organizational behavior and discusses several key topics:
1) It defines organizational behavior as the study of human behavior in organizational settings and the interface between human behavior and organizations.
2) It outlines the disciplines of psychology, sociology, anthropology, and political science that contribute to the field of organizational behavior.
3) It describes the main roles and functions of managers including setting objectives, motivating employees, measuring performance, and developing people skills.
4) It discusses managing workforce diversity, globalization, improving customer service and employee skills, creating positive work environments, and improving ethical behavior.
Similar to Talent Management Process (Adil).pptx (20)
MARKETING MANAGEMENT
Atlas Honda Limited is a public listed company which was incorporated on October 16, 1962. It is a joint collaboration between Honda Motor Company Limited Japan, the largest and most reputed motorcycle brand in the world, and Atlas Group, one of Pakistan’s most renowned business conglomerates. The Company is principally engaged in progressive manufacturing and marketing of motorcycles and spare parts.
Mutual Fund Industry- Final Behavioral Finance Presentation.pptxMuhammad Adil Jamil
Operated by Asset Management Companies (AMCs) exists in the form of a public limited company registered under Companies Ordinance, 1984.
Mutual funds - A Collective investment scheme
Specialized in collecting a pool of money collected from investors
Invests in securities i.e. stocks, bonds, money market instruments & similar instruments
Advantage – Provides small investors access to professionally manage diversified portfolio of equities, debt instruments (TFCs, Government Securities & other securities).
Income earned is shared with unit holders – proportional to the number of units owned by them
The Securities & Exchange Commission of Pakistan (SECP) is the regulator of mutual funds industry
SECP - Continuous monitoring of mutual funds through reports that the mutual funds have to file with the SECP on a regular basis.
Conducts on-site inspections of the AMCs
The document discusses research conducted on the decline in sales of KFC's Zingeratha product in Pakistan. The research identified several factors that influenced customer preferences and affected sales, including localization, pricing, brand loyalty, customer satisfaction, and product innovation. A survey was administered to 60 participants to understand their perceptions and experiences related to these factors. The results showed that customers wanted KFC to better localize their products, make pricing more reasonable, improve product innovation and flavors, and enhance customer satisfaction to boost loyalty and sales. The recommendations call for KFC to explore more localized and spicy product options, provide diverse sauces, reevaluate pricing, and ensure consistency across outlets.
SECP:
The Securities & Exchange Commission of Pakistan (SECP) is the regulatory body in the country to regulate the corporate sector and the capital market with the aim to ensure transparency and efficiency in market.
Types of legal companies:
Single Limited Company
A single member company can be defined as a company with only one member, also referred to as the shareholder.
Not required to pay company’s debts with their personal assets.
PKR 100,000 is considered to be the minimum capital requirement.
Incorporation in 4 weeks.
Public Limited Company
Public limited companies are listed on the stock exchange where it's share/stocks are traded publicly
Not required to pay company’s debts with their personal assets.
Minimum 7 share holders and capital of PKR 500,000 required.
E-Kiryana Technologies is a proposed mobile app that allows small neighborhood grocery store owners (kiryana stores) to purchase wholesale inventory and have it delivered. The founders aim to address issues kiryana stores face with visiting physical markets and experiencing cash shortages. The app will offer a buy now pay later feature along with credit facilities and next day delivery of over 500 stock keeping units. Initial funding of $300,000 is proposed to develop the app, lease a warehouse, and cover other startup costs. Financial projections estimate the business can break even within a year and become profitable within 3 years of operations. Success will depend on attracting enough kiryana stores as customers and ensuring smooth fulfillment of delivery orders.
It is a web-based application system. the idea is to develop a web-based application, it is basically a platform to meet the blood donor and acceptor. In case of emergencies arranging blood is a very challenging task for the loved one of the patient. With the help of technology, we try to meet the blood donor and acceptor and facilitate them in such a way that their work can be done on a hassle freeway.
NFTs (non-fungible tokens) are a form of token that is unique in nature. These tokens are different from one another, indivisible and immutable.
NFTs help represent ownership of digital assets and physical assets in the blockchain. Also, they can represent anything, starting from in-game objects to digital artworks.
A digital asset that represents real-world objects like art, music, in-game items and videos.
You can buy, sell, trade, and create NFTs from online exchanges or marketplaces.
Example: Digital Art, Twitter post, Video clip of LeBron James
Metaverse is a digital or virtual world that will use technologies such as VR, AR, and blockchain to create a unique experience for the users.
Metaverse offers unlimited opportunities for social and business interactions. Metaverse will also offer a scalable, versatile, and interoperable environment.
Example: Meta – Facebook, Disney – MagicBand, Coca-Cola – Tafi
Talent Management Process
The four key steps: Entry, Retention, Development, and Performance.
Recruitment and Selection
Organization Culture
Personal Competencies
Intrinsic and Extrinsic Rewards
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
2. Talent Management
• The four key steps: Entry, Retention,
Development, and Performance.
• Recruitment and Selection
• Organization Culture
• Personal Competencies
• Intrinsic and Extrinsic Rewards
3. People and Talent Management-A concise approach
ENTRY
• Best Talent
• Behavior-based interviewing
• Transition and Placement
• Quality Deliverables first 3 Months
RETENTION
• Exit Interview
• The culture is created through the systems,
processes, technology, structure, leadership, team.
• Most Important Relationship with immediate
manager.
DEVELOPMENT
• Growing people to meet both their own and
organization’s needs. Competencies are
• Knowledge (What you know)
• Skills (What you know how to do)
• Behavior (What you do)
• Attitude (What you are willing to do)
PERFORMANCE
• Clarify Roles, ensuring alignment with the strategy,
as well as across functions.
• Performance Agreements
• Feedback
4. People and Talent-Management
Pass it On or
Transfer
Identify high performance
individuals
Innovations by talented
individuals can be
introduced into systems,
processes, and approaches
in the organization.
Empowerment (leadership
continuum model)
Case Study Talent
Management
Process at BBC
Right Talent to meet
business objective
Talent mapping Process tool
Size and Scope, Develop
succession plans for
leadership and key roles.
5. Key Points
Best Talent in order to succeed in the hyper-competitive and complex global economy.
Talent as a critical resource to achieve the best possible results.
Talent is an increasingly scarce resource so it must be managed to the fullest effect.
Many organizations are reducing their work forces but must not to cut so deep that talent is scarce when the
economy rebound.
The four key steps in talent management that leaders must grasp.