To view recording: http://youtu.be/DjAgnmQENXo or watch the video at the end of the slides
For other Informa Webinars: http://www.informa-mea.com/webinars
A high level process map will be the focus of the webinar with Paul Walsh, a leading HR Consultant and Trainer in the region, discussing what steps we need to take to ensure, not only that we get the right succession candidates, but also how we can ensure that the process of selection is open, objective, transparent and fair.
In this presentation, we will understand the needs of systematic training for a various jobs/ levels and the benefits reaped.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Webinar an objective succession planning processThe HR Observer
For other Informa Webinars: http://www.informa-mea.com/webinars
To view recording: https://youtu.be/__vRhlNAZtc or watch the video at end of the slide
Join us on this webinar with Paul Walsh, a leading HR Consultant and Trainer in the region, to discuss, question and improve your succession planning process. A high level process map will be the focus of the webinar with Paul discussing what steps we need to take to ensure, not only that we get the right succession candidates, but also how we can ensure that the process of selection is open, objective, transparent and fair.
About the Presenter:
Paul Walsh is a professional Human Resources Trainer, Consultant and Practitioner with over 20 years’ experience in the GCC, MENA and Asia.
This PPT deck displays eleven slides with in depth research. Our topic oriented Talent Management Framework Performance Management presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Talent Management Framework Performance Management presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
In this presentation, we will understand the needs of systematic training for a various jobs/ levels and the benefits reaped.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Webinar an objective succession planning processThe HR Observer
For other Informa Webinars: http://www.informa-mea.com/webinars
To view recording: https://youtu.be/__vRhlNAZtc or watch the video at end of the slide
Join us on this webinar with Paul Walsh, a leading HR Consultant and Trainer in the region, to discuss, question and improve your succession planning process. A high level process map will be the focus of the webinar with Paul discussing what steps we need to take to ensure, not only that we get the right succession candidates, but also how we can ensure that the process of selection is open, objective, transparent and fair.
About the Presenter:
Paul Walsh is a professional Human Resources Trainer, Consultant and Practitioner with over 20 years’ experience in the GCC, MENA and Asia.
This PPT deck displays eleven slides with in depth research. Our topic oriented Talent Management Framework Performance Management presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Talent Management Framework Performance Management presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
Succession Planning and the Development of Your High Potentials | Webinar 08....BizLibrary
In this webinar we will discuss emerging thought leadership on the organizational and employee perspective on succession planning. We'll provide practical suggestions for development your own high potential employees.
Determine the organizational structure and design with the help of Organizational Planning PowerPoint Presentation Slides. Showcase various levels of company leadership hierarchy which assist in setting goals, monitoring results, and building a strong company. Utilize our content-ready organization management PPT slide deck and depict the current situation to analyze problem areas and company performance indicators. Effectively discuss the objectives of the management with the present level and target level task responsibilities. You can present an organizational development action plan based on themes like values and culture, people, structure, and system. This business planning PPT slideshow covers processes for the development of organizations with directions and tools to be used. We have also listed management styles with their features and their impact on organization and success rate. Also, management skills training with employees name, goals of training, need for training, and estimated cost. Furthermore, these organizational framework PPT visuals cover topics like leadership and control, communication at the workplace, work culture improvement plan, etc. Also depict the role of HR consulting in redesigning organizational structure, the role of team members, etc. by downloading ready-to-use organization structure PowerPoint infographics. https://bit.ly/3tCGrzG
Onboard, Not Overboard. Accelerating New Hire Training | Webinar 03.19.15BizLibrary
With the economy turning around, many growing companies are starting to recruit talented new employees. That means a lot of first days on the job and a lot of time and money to spend while new employees get up to speed. What if you could lessen the time it takes for an employee to reach his or her full potential?
www.bizlibrary.com
Every organization in the world is facing the issues of developing & retaining the talent. Talent Management is itself is the huge and ambiguous area in HR. Every CEO, HR professional have different understanding about Talent Management. It is like the story of blinds and elephant where each blind perceives the elephant differently. Talent Management is itself is a puzzle where you need to solve it with holistic but practical approach.
There are some research which shows that if organizations have solid talent management processes and practices, it has higher positive impact on the business.
Hence to understand Talent Management better following things are important to understand firsts,
1) What is talent?
2) What is the TM process?
3) When TM is effective?
4) What are the different TM models?
This presentation will give the answers of above...
How Talent Analytics Can Help You Maximize Your HR StrategyGlassdoor
For most organizations, the promise of Big Data remains unfulfilled. The vast majority of organizations are stuck in a reporting cycle, churning out lots of metrics, but few insights or solutions. The ability to measure, analyze, and optimize talent practices is now critical to business success.
Many HR organizations have recognized this need and are starting to invest more strategically in measurement and analytics. With a plethora of data, recruiting is an area ripe to take advantage of analytics. With the right tools and capabilities, this data can be turned into competitive advantage.
Check out our webinar feat. Karen O'Leonard, VP of Benchmarking & Analytics Research of Bersin by Deloitte and Wiliam Blackstorm, Sr. Manager Sourcing & Market Intelligence & Director of Global Talent Analytics, Research Division of Cisco to learn:
-Where to start when analyzing recruitment data
-How to build an effective talent analytics capability
-How one organization, Cisco, is using analytics to develop a more effective recruitment strategy
Most companies have a process/roundtable during which senior managers makes decisions about end of year compensation and promotions. As a line manager, your role is to make recommendations on behalf of your team members. At the same time, other managers will be doing the same, so being prepared/convincing can make a big difference in the outcomes.
This deck can be used as a worksheet to help prepare for those roundtables.
Webinar: Talent Management Strategies In The GCC The HR Observer
To view recording: http://youtu.be/FiY2hwoAXsg or watch the video at the end of the slides
For other Informa Webinars: http://www.informa-mea.com/webinars
In this informative webinar, Lesley's upbeat and engaging style will make it very easy for you to gain a wide range of informative and practical information. It will span a broad spectrum of areas within talent management, from trends in talent management regionally and internationally through definitions of 'Talent' to detailed coverage of the specifics of talent attraction and acquisition and finally through to developing and managing talent and landing in talent retention.
Succession Planning and the Development of Your High Potentials | Webinar 08....BizLibrary
In this webinar we will discuss emerging thought leadership on the organizational and employee perspective on succession planning. We'll provide practical suggestions for development your own high potential employees.
Determine the organizational structure and design with the help of Organizational Planning PowerPoint Presentation Slides. Showcase various levels of company leadership hierarchy which assist in setting goals, monitoring results, and building a strong company. Utilize our content-ready organization management PPT slide deck and depict the current situation to analyze problem areas and company performance indicators. Effectively discuss the objectives of the management with the present level and target level task responsibilities. You can present an organizational development action plan based on themes like values and culture, people, structure, and system. This business planning PPT slideshow covers processes for the development of organizations with directions and tools to be used. We have also listed management styles with their features and their impact on organization and success rate. Also, management skills training with employees name, goals of training, need for training, and estimated cost. Furthermore, these organizational framework PPT visuals cover topics like leadership and control, communication at the workplace, work culture improvement plan, etc. Also depict the role of HR consulting in redesigning organizational structure, the role of team members, etc. by downloading ready-to-use organization structure PowerPoint infographics. https://bit.ly/3tCGrzG
Onboard, Not Overboard. Accelerating New Hire Training | Webinar 03.19.15BizLibrary
With the economy turning around, many growing companies are starting to recruit talented new employees. That means a lot of first days on the job and a lot of time and money to spend while new employees get up to speed. What if you could lessen the time it takes for an employee to reach his or her full potential?
www.bizlibrary.com
Every organization in the world is facing the issues of developing & retaining the talent. Talent Management is itself is the huge and ambiguous area in HR. Every CEO, HR professional have different understanding about Talent Management. It is like the story of blinds and elephant where each blind perceives the elephant differently. Talent Management is itself is a puzzle where you need to solve it with holistic but practical approach.
There are some research which shows that if organizations have solid talent management processes and practices, it has higher positive impact on the business.
Hence to understand Talent Management better following things are important to understand firsts,
1) What is talent?
2) What is the TM process?
3) When TM is effective?
4) What are the different TM models?
This presentation will give the answers of above...
How Talent Analytics Can Help You Maximize Your HR StrategyGlassdoor
For most organizations, the promise of Big Data remains unfulfilled. The vast majority of organizations are stuck in a reporting cycle, churning out lots of metrics, but few insights or solutions. The ability to measure, analyze, and optimize talent practices is now critical to business success.
Many HR organizations have recognized this need and are starting to invest more strategically in measurement and analytics. With a plethora of data, recruiting is an area ripe to take advantage of analytics. With the right tools and capabilities, this data can be turned into competitive advantage.
Check out our webinar feat. Karen O'Leonard, VP of Benchmarking & Analytics Research of Bersin by Deloitte and Wiliam Blackstorm, Sr. Manager Sourcing & Market Intelligence & Director of Global Talent Analytics, Research Division of Cisco to learn:
-Where to start when analyzing recruitment data
-How to build an effective talent analytics capability
-How one organization, Cisco, is using analytics to develop a more effective recruitment strategy
Most companies have a process/roundtable during which senior managers makes decisions about end of year compensation and promotions. As a line manager, your role is to make recommendations on behalf of your team members. At the same time, other managers will be doing the same, so being prepared/convincing can make a big difference in the outcomes.
This deck can be used as a worksheet to help prepare for those roundtables.
Webinar: Talent Management Strategies In The GCC The HR Observer
To view recording: http://youtu.be/FiY2hwoAXsg or watch the video at the end of the slides
For other Informa Webinars: http://www.informa-mea.com/webinars
In this informative webinar, Lesley's upbeat and engaging style will make it very easy for you to gain a wide range of informative and practical information. It will span a broad spectrum of areas within talent management, from trends in talent management regionally and internationally through definitions of 'Talent' to detailed coverage of the specifics of talent attraction and acquisition and finally through to developing and managing talent and landing in talent retention.
At Achieve Performance, We help you maximize the productivity of your human resources – the people who carry the real responsibility for your company’s reputation, relationships and performance.
We are aiming at increasing your efficiencies in processes and human resource utilization and help you build a more efficient high performing change capable workforce.
Demystifying Talent mgmt (Assessment & Development Centers)ASHUTOSH LABROO
A lot is written & freely available on Talent Management on the web. This presentation however is a very personal & deeper insight into the Subject of Talent Management as well as Assessment & Development Centers & finally Career Planning.
I have tried to offer greater clarity in terms of what all these steps mean & I hope this clarifies doubts & queries people usually have on this subject.
EXECUTIVE COACHING PROGRAMS: BEST PRACTICES, KEY ISSUES, AND TRENDS FOR DRIVI...Human Capital Media
Executive Coaching is a holistic development process that takes leaders out of their comfort zones so they can be more self-aware and reflect on their leadership capability and effectiveness. Senior leaders and executives are commonly faced with navigating complex change, leading people and processes and managing the business to achieve objectives. Some of these leaders are in a succession plan and preparing to transition into a new role, while others need overall refinement of leadership skills to lead at the right level. In today’s business landscape, coaching is most effective when aligned with business objectives and the talent management strategy and not used reactively for remedial performance improvement. In this webinar, you will learn how organizations are using executive coaching for leadership development. The discussion will also review common leadership assessment tools and compare the value of internal vs. external coaching programs.
Session takeaways include:
Executive coaching strategy, purpose, and outcomes — how it is used in organizations.
Structure and process for a successful coaching outcome.
Building the coaching bench — skills, standards, and rigor.
Measuring the effectiveness of coaching.
Trends in executive coaching.
Do you have a Leadership and Development Programme? Our programmes enhance the technical competence and behavioural confidence of your biggest asset: your employees.
Blended Learning Models for Your Business Needs - ATD & Dubai WebinarThe HR Observer
Recording of live webinar conducted on Blended Learning Models for Your Business Needs by Informa and ATD in the run-up to ATD Middle East Conference & Exhibition 2018.
www.atdmiddleeast.com
Talent Development professionals have been blending pre- and post-program elements into training events for years. Blended learning occurs when the best delivery methodologies available for each specific learning objective are incorporated into a curriculum.
This webinar focuses on blended learning in the context of a strategic approach to instructional design and touch on best practices for selecting and using the appropriate mix of innovative learning technologies.
- What effective blended learning looks like.
- The various formats and media that can be mixed for an optimal blended learning approach.
- Tips for integrating blended learning into the traditional instructional design process.
The webinar is conducted by Carrie Addington, an internal ATD Facilitator. She is a down-to-earth educator and people development coach with a passion for delivering effective communication solutions with a spirited energy. As a business consultant and educator for the past 10 years, Carrie has worked with a wide variety of business segments including retail, beauty, education, and non-profits, and has worked with C-level executives, directors, managers, and high potentials. She has experience designing and delivering customized management and self-development programs, including personal coaching on strategy and communication.
For other Informa Webinars: http://www.informa-mea.com/webinars
To view recording: https://youtu.be/rf3quA1xqIs or watch the video at end of the slide
When companies are looking to cut costs in this economic environment, invariably the training budget becomes a target. We have consistently failed to measure the return on training and, therefore, have no defense when our budgets are cut.
About the Presenter:
Paul Walsh is a professional Human Resources Trainer, Consultant and Practitioner with over 20 years’ experience in the GCC, MENA and Asia.
HR Summit and Expo Africa 2015 - Assessments for high performance workforceThe HR Observer
Presentation by Samantha Carr, Assessment and Business Development Consultant, MAC Assessment & Development.
Scientific and rigorous assessments have been shown to increase productivity significantly, reduce costs and grow the bottom line. Join this session to will learn how to conduct effective job analysis, structured interviews and leverage the best assessment methods for organisational excellence.
HR Summit and Expo Africa 2015 - Seminar Presentation by Ronnie Torien HCM St...The HR Observer
Leveraging data and analytics is the next step for HR leaders aiming to transform from administrative passengers to strategic HR leaders capable of driving organisational strategy. However how do you implement talent analytics engine? Which talent analytics engine is best for your organisation? Join this seminar and Q&A session to understand how analytics can work for your organisation.
HR Summit and Expo Africa 2015 - Seminar Presentation by Brent Herman, Lead C...The HR Observer
Competency mapping is an essential process of identifying the key knowledge, skills and attributes required for specific job functions to execute organisational strategy. Join this session for expert guidance on how to develop a competency framework to drive high performance.
HR Summit and Expo Africa 2015 - Seminar Presentation by Tasneem Mohamed, Chi...The HR Observer
Developing an innovation culture & creative competence for business unusual:
What is needed for organisations to take advantage of future success, is a complete re-education in thought process and decision making – a new mind-set for the creative age. This 30 minute thought provoking seminar will provide you with road map to help you start laying the foundation for an innovative today and tomorrow.
HR Summit and Expo Africa 2015 - Integrated hiring solutions to streamline an...The HR Observer
This session will demonstrate how IBM talent acquisition solutions harness the integrated power of industry leading software, behavioural sciences and social strategies for gaining valuable insights that lead to successful matching of employee and job roles. You will learn how to leverage IBM talent acquisition solutions to attract, hire and onboard top performers.
HR Summit and Expo Africa 2015 - Seminar Presentation by Jonnathan Koch, Mana...The HR Observer
Jonnathan Koch, Managing Director, Genie Cloud Tech speaks about Artificial intelligence & the Future of Recruitment
With processing power doubling every 12 months and computing moving into the cloud, the inevitable consequence will be increased accessibility and uptake of artificial intelligence by business and individuals. We will do a demonstration of an existing recruitment system that behaves in an intelligent manner giving you a clear idea of what recruitment in your organisation will look like in the future or could look like tomorrow.
The HR Summit is the only event in the Middle East to bring you heavyweight gurus, exclusive keynotes, 80+ educational sessions across 4 platforms and over 3000 HR professionals to network with.
How ready are our workplaces for these changes? Are L&D and HR professionals pro-actively contemplating innovation in the way learning is conceptualised and delivered?
Will 2020 look drastically different from how L&D is deliveredin 2015? This report provides insights into learning & development (L&D) priorities, future trends and aspirations. It also provides benchmarks into prevalent practices from organisations across the GCC region and beyond.
Annual GCC Compensation and Benefits Trends Report 2015The HR Observer
- Salary movements, bonuses and attrition rates in the GCC
- What will happen to bonus payments this year?
- Attrition rates in the GCC - the outlook for 2015 compared to 2014
- Top areas of interest for C&B professionals in 2015
- Views from the market on flexible benefits and total rewards
- Employee wellness as an engagement tool
- Reported development needs of GCC C&B managers
www.hrleaderssaudi.com/report
This report provides insights on outlook for remuneration and employee benefits, areas of critical development for national entry-level candidates, Saudi specific drivers of employee engagement and what current challenges mean for HR
Results for live polling session conducted with 120+ Emirati youth and students at the annual Emirati Youth Forum 2015, as part of the Emiratisation Summit 2015
Find out how the Emirati youth and students think, their views on the private and public sector and their work preferences.
What Science Says Leaders, Managers, and Employees Can Do in 7 Minutes to Ful...The HR Observer
Equate the noun of engagement with the verb of engage by solving the employee engagement equation: Employee Engagement = Small Actions + Good Work + Daily Performance. Successful employee engagement is based on strategic, small, simple, strong, significant, and sustainable evidence based actions, such as high quality connection and progress monitoring to strength based conversations. Engagement is built with grit, gumption, and caring for good work, done well, with others, every day.
David Zinger, International Expert and Author on Employee Engagement
Away from the Corner Office: How Line Managers Make or Break Your Engagement ...The HR Observer
Away from the Corner Office: How Line Managers Make or Break Your Engagement Initiatives
• People leave managers: why getting line managers on board is critical to your engagement efforts
• Equipping line managers with the skills to drive employee engagement on daily basis and to build strong personal relationships with their people
• Expectations: how clearly communicating expectations of employee engagement helps managers achieve targets
• Accountability: how to set rewarding and accountability mechanisms for managers against employee engagement results to ensure and maximise buy-in
Fatima Tamtoum, GM Engagement, Al Futtaim Motors
Employee Communication, Engagement and Enjoyment at TanfeethThe HR Observer
Building trust, a sense of community and a shared purpose requires a total overhaul of traditional thinking in how you shift culture. Tanfeeth have transformed the traditionally mundane back-office operations into a fun, transparent and rewarding workplace. Hessa will share Tanfeeth’s experience in building and sustaining an engagement culture from the grounds up.
Hessa Al Ghurari, Chief People Officer, Tanfeeth
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
3. Housekeeping
• Slides will be available on our SlideShare page, link will be emailed to
you
• Recording of the webinar will be available to download, link will be
emailed
• Take the time to complete post-webinar survey that will pop up at the
end
• You can type your questions throughout the session
• Time will be allocated in the end for the speaker to address your
questions
4. Today’s Presenter
Paul Walsh is a professional Human Resources Trainer, Consultant and practitioner with over 20
years’ experience in the GCC, MENA and Asia. He currently mixes his consultancy work with
lectures at Further and Higher Education Colleges and Universities in the UK.
Well known in the Gulf region; his unique experience in Human Resources, Finance and Operations
ensures he brings real practical examples and a wealth of experience to his HR courses on talent
management, recruitment, competencies, training and development, performance management,
HR budgeting and manpower planning.
He has also undertaken consultancy work in Qatar, Pakistan, Malaysia, Hong Kong, UAE, Oman,
Bahrain and Egypt. He has worked with clients in the oil & gas, banking, telecommunications, retail,
construction and automotive sectors.
Paul now runs his own consultancy, specialising in HR, Finance and Leadership. He also spends time
teaching adults with learning difficulties, basic business and retail skills. Paul has a Postgraduate
Diploma in Business Administration from Lancaster University, a Postgraduate Certificate in
Education and Training from the University of Huddersfield as well as a Certificate in Teaching
English to Speakers of other Languages from Trinity College, London.
5. SUCCESSION PLANNING
• Identifying future potential leaders to fill key positions.
• A process by which one or more successors are identified for key
posts (or groups of similar key posts), and career moves and/or
development activities are planned for these successors.
6. SUCCESSION PLANNING
• Succession planning is a systematic approach to:
• Building a leadership pipeline/talent pool to ensure leadership continuity
• Developing potential successors in ways that best fit their strengths
• Identifying the best candidates for categories of positions
• Concentrating resources on the talent development process yielding a greater
return on investment.
7. SUCCESSION PLANNING
• Succession planning recognizes that some jobs are the lifeblood of
the organization and too critical to be left vacant or filled by any but
the best qualified persons.
• Effectively done, succession planning is critical to mission success and
creates an effective process for recognizing, developing, and retaining
top leadership talent.
8. HR MODEL
Talent Management
Total Reward
Employee Development
A clear process for identifying and bringing on high performing talent
and high potential staff and ensuring effective resource planning
Providing a planned programme of professional
development and
skill enhancement for key employee groups
An integrated, aligned reward strategy
which both differentiates and segments whilst taking
account of employee choices
Performance Management
The core business process for communicating performance
expectations and assessing individual contributions
Resourcing
Structured recruitment processes and competency-based interviewing
techniques to ensure the right staff are selected
The Result: The company has: The right people, with the right skills, in the right place, at the right time, at
the right cost and performing at the right level
9. TALENT MANAGEMENT
• 61% of organisations have a Talent Management Department/Section
• 20% have a definition of Talent!
10. DEFINITION OF TALENT
• Before talent can be identified it is important for an organisation to define what they
mean by talent. This definition is specific to the organisation and it’s requirements.
• Should talent management be concerned only with high-potential employees –or others
capable of being promoted through the organisation? Or should it support all individuals
within an organisation, at whatever level and whatever their potential?”
• Once the definition of “talent” has been defined and agreed it is then a matter of
identifying where the talent sits in the organisation. This can be ascertained in a variety of
ways.
• When seeking to identify talent within the organisation an awareness of the different
ways an individual may display talent and their potential to improve their performance.
• CIPD
11. AN EXAMPLE
• … While accepting that all our employees are talented, the company
recognises that some employees demonstrate outstanding potential that, if
identified and developed, will add value and support business continuity.
• These employees demonstrate:
• Sustained High Performance (4+)
• Are recognised by colleagues, customers, and management as future leaders in
their field.
• Consistently demonstrate our Values
• Innovation and improvement in their Business area
• Consistently make a measurable positive impact on business performance
• Sustain above job needs Leadership Competencies
12.
13. FIRST ASSESSMENT
• Interviews with top 2 levels of organisation.
• Their view on:
• Need
• Position Criticality
• Position Vulnerability
• First draft on possible successors and time lines
15. Regional Manager - Dhofar
Bruce Willis
Commercial Management Organisation
Chief Commercial Officer
Al Pacino
Marketing Director
Robert De Niro (acting)
Head of Corporate Affairs
Tom Cruise
Head of Branding &
Communications
VACANT
Head of
Proposition Management
Robert De Niro
Head of Product Management
Julia Roberts
Sales Director
Sylvester Stallone
Head of Sales Support
& Logistics
Sandra Bullock
Head of
Indirect Sales
Johnny Depp
Head of Stores
Ed Asner (acting)
Customer Service Director
Wayne Rooney
Head of Customer Service
Support
Helen Mirren
Head of CS Operations
Arnold Swarzennegger
Head of Contact Center
J Santana
Business Segment Director
Omar Shariff
Head of Business, Elite Club
& Tech Customer Service
VACANT
Head of Direct Sales
David Beckham
Head of Marketing –
Business
VACANT
16. Regional Manager - Dhofar
Bruce Willis
Commercial Management Organisation
Chief Commercial Officer
Al Pacino
Marketing Director
Robert De Niro (acting)
Head of Corporate Affairs
Tom Cruise
Head of Branding &
Communications
VACANT
Head of
Proposition Management
Robert De Niro
Head of Product Management
Julia Roberts
Sales Director
Sylvester Stallone
Head of Sales Support
& Logistics
Sandra Bullock
Head of
Indirect Sales
Johnny Depp
Head of Stores
Ed Asner (acting)
Customer Service Director
Wayne Rooney
Head of Customer Service
Support
Helen Mirren
Head of CS Operations
Arnold Swarzennegger
Head of Contact Center
J Santana
Business Segment Director
Omar Shariff
Head of Business, Elite Club
& Tech Customer Service
VACANT
Head of Direct Sales
David Beckham
Head of Marketing –
Business
VACANT
Successor Ready now
Successor Ready 12 – 36 months
No Internal Successor
17. Validating Eligibility of Possible Successors
• Criteria must validate eligibility of Possible Successor.
• Your Succession plan will fail if there is the slightest touch of “Wasta”
• Criteria to be transparent
• There must be an element of external assessment
• The more the better!!
18. Succession Plan Process
From Nomination to Placement
Successor
Nominated
by Line Director
Line Director supplies
Succession position
and readiness
(0 – 4 Years)
Nomination received
By Head of
People Development
Candidates sent for
External
Assessment*
Career
Development
Plan
Succession
Pool & Succession
Development
Line Director uses
Nomination Form
checking elegibility
criteria.
Elegibility checked
including
English Ability
ReadyNot Ready Yet
Annual
Candidate Review
by HR and Line
Ready Pool &
Selection Process
When Position is
vacant
Take up Position
ILM, Fast Track,
Coaching,
Acting, Mentoring and
assignments
Ready
Not Ready Yet
Competencies,
Leadership and
English where required
Normal Selection
Procedures apply
There is no
guarantee of position
Candidates failing to
Make required
improvement
To be removed from
Succession Pool
*Initially all Local Grade 2 – 5 will be
externally assessed to identify High
Potential Locals not identified by Line.