Ten Reasons Why Global Expert Systems Choose Barbados - A Conference Destination
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Global Expert Systems Inc. (GES) is a Caribbean based executive training and conference company with offices in Barbados, Brazil and Trinidad. GES is experienced in delivering a broad range of management training events and conferences in areas which include HR & Talent Management, Work Life Balance, Project Management, Communication Skills, Leadership, Customer Service, Sales Training and Finance, among others. An established training provider, we also offer in-house training services and consulting to the private and public sectors, and NGOs across diverse cross section of industries including Construction, Entertainment, IT, Finance and Government. Our highly qualified network of global consultants provide training and development programs that seamlessly fit the organization’s requirements and culture. We also offer psychometric testing, a performance coaching service and facilitate group learning through our training courses and team building events. We also provide specialized consulting services in grant proposal writing. We are experienced in working with Cultural Project Management, NGOs, small and medium sized enterprises. Our consultants have an impressive track record of grant proposal writing for funding agencies such as IABD, Caribbean Export, the myriad of EU funds, in addition to local and regional funding agencies. We provide training consultancy services in the Caribbean and Latin America in English, Spanish and Portuguese. Visit us at www.globalexpertsystems.org to see more information on our conferences, seminars and workshops.
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This document discusses managing multi-generations in today's Caribbean workplace. It identifies four generations in the Caribbean workforce: 1) The Generation of Struggle, marked by hardship and the fight for independence. 2) The Generation of Independence, who gained independence and saw economic growth. 3) The Post-Independence Generation, who benefited from increased education and social policies. 4) The Generation of Privilege or Millennials, who enjoy greater development, travel, salaries, and education. The aging population trends pose challenges for talent managers in engaging and retaining multi-generational workforces.Talent Management & Performance Evaluation
1. The document discusses the six pillars of talent management, with a focus on the second pillar of assessment and evaluation.
2. It recommends implementing ongoing performance evaluations to reinforce values, align skills, highlight areas for improvement, and inform compensation strategies.
3. The document supports the 360 degree assessment model where employees are evaluated by themselves, managers, peers, external parties, and subordinates to promote fairness and transparency.
Meritocracy & Talent Management
1) The document discusses meritocracy and talent management in the context of the Caribbean. It defines meritocracy as a system that rewards people based on ability rather than factors like class or connections.
2) It notes controversy around standardized testing and questions if delaying such tests could change outcomes. For meritocracy to work, everyone must have equal opportunities and start from the same starting line.
3) Talent management is more holistic than meritocracy alone, seeking to develop, retain, and optimize talent within an organization. Proper talent management can help avoid promoting people to the point of incompetence, known as the Peter Principle.
Talent Management in the Public Sector
1. The public sector in Barbados and the Caribbean region may benefit from implementing talent management strategies like competitive recruitment and psychometric testing to hire the best candidates.
2. Competitive recruitment is already used in some specialized areas and could be expanded to all professional and technical public sector positions through competitive entry exams.
3. Psychometric testing measures attributes like attitude, aptitude, knowledge and personality and could help ensure the right people are hired for the right jobs.
4. Younger generations already in the workforce, like Generation Z, may require different recruitment and training approaches that leverage digital technologies.
What is Talent Management?
Talent management involves strategically managing an organization's human capital. It includes attracting, developing, and retaining valuable employees. The article discusses how talent management differs from traditional HR and headhunting by taking a more strategic, long-term approach to ensure organizations have the right people in place. It also notes that talent management can help organizations perform better and be more efficient, especially during difficult economic times.
Talent Management & Social Media
1. The document discusses eRecruitment and the use of social media for online recruitment. It provides tips for both employers and job seekers on utilizing social media platforms like LinkedIn for finding and applying to jobs.
2. Employers are advised to use their company website as the primary application portal and to conduct background checks. Job seekers should keep their online profiles and resumes updated across platforms and ensure a positive digital presence.
3. Online assessments now include pre-screening exams, psychometric testing, and speed essays administered virtually with webcam monitoring to prevent cheating. Social media gives both employers and candidates new opportunities in the hiring process.
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