The document discusses five keys to effective succession planning in organizations:
1) Identify key leadership criteria such as experience, performance, competencies, and job match to determine future leaders.
2) Find future leaders by assessing internal candidates and determining future needs to fill open positions.
3) Measure results and reinforce desired behaviors by evaluating how well candidates match open jobs and recognizing development achievements.
4) Create a sense of responsibility by making managers identify their own replacements and acknowledge gaps.
5) Align succession planning with strategic plans by identifying strong performers, developing future leaders, and determining future recruitment needs.
WEBINAR
How to Recognize Employees the Right Way
How to Recognize Employees the Right Way
Scheduled: December 19, 2018 3:00PM ET / 12:00 PM PT
Employee recognition is among the top factors that influence whether or not an employee chooses to stay with a company. Plus, having a recognition-rich culture also attracts candidates to join your company. Underappreciation and undervaluing employees accounts for nearly half of overall unhappiness in the workplace. Studies show that employees who are recognized are more engaged, more productive, and less likely to leave their current role.
How can your organization leverage this secret weapon for recruiting and retention? This presentation will:
- Share an update on the current state of employee recognition through real data from Namely and Bonusly.
- Provide tips for program qualifications and guidelines.
- Offer advice on setting up recognition programs to increase engagement at your company.
6 Cutting-Edge HR Metrics to Measure in 2019Namely
Are you thinking like a data scientist? While we’re all familiar with basic metrics like turnover and time to fill, there’s more that you can and should be measuring. Taking a more analytics-driven approach to your talent practices can help improve everything from hiring to workforce planning to employee development and retention.
Dr. Eric Knudsen, Manager of People Analytics at Namely, and Rita Patterson, Manager of Product Implementation, share how you can build, measure, and action these key metrics to drive HR and business results. In this webinar, you'll learn:
- How to use hiring data to measure and improve quality-of-hire.
- How to use career and skills data to anticipate workforce needs and facilitate tailored employee career growth.
- How to use compensation data to make improve workforce planning and prevent unwanted turnover.
The current job market is clearly candidate driven. That means you don’t pick talent anymore. Talent picks you. Here are some recruitment strategies to consider in 2021.
Webinar: How to Communicate to Comp Executives and ManagersPayScale, Inc.
The messaging about your compensation plan is as important as the plan itself. In this webinar join Mykkah Herner and Paige Hanley as they discuss useful tips and tools for getting your compensation communications right with managers and executives.
Think you know all there is to know about HR? Think again! One of the exciting things about working in Human Resources is that the industry is constantly evolving and transforming. Factor in the era of big data, and it’s no wonder commonly held beliefs are getting disrupted on a daily basis. Staying on your game is more challenging than ever, so join us for this exciting webinar.
WEBINAR
How to Recognize Employees the Right Way
How to Recognize Employees the Right Way
Scheduled: December 19, 2018 3:00PM ET / 12:00 PM PT
Employee recognition is among the top factors that influence whether or not an employee chooses to stay with a company. Plus, having a recognition-rich culture also attracts candidates to join your company. Underappreciation and undervaluing employees accounts for nearly half of overall unhappiness in the workplace. Studies show that employees who are recognized are more engaged, more productive, and less likely to leave their current role.
How can your organization leverage this secret weapon for recruiting and retention? This presentation will:
- Share an update on the current state of employee recognition through real data from Namely and Bonusly.
- Provide tips for program qualifications and guidelines.
- Offer advice on setting up recognition programs to increase engagement at your company.
6 Cutting-Edge HR Metrics to Measure in 2019Namely
Are you thinking like a data scientist? While we’re all familiar with basic metrics like turnover and time to fill, there’s more that you can and should be measuring. Taking a more analytics-driven approach to your talent practices can help improve everything from hiring to workforce planning to employee development and retention.
Dr. Eric Knudsen, Manager of People Analytics at Namely, and Rita Patterson, Manager of Product Implementation, share how you can build, measure, and action these key metrics to drive HR and business results. In this webinar, you'll learn:
- How to use hiring data to measure and improve quality-of-hire.
- How to use career and skills data to anticipate workforce needs and facilitate tailored employee career growth.
- How to use compensation data to make improve workforce planning and prevent unwanted turnover.
The current job market is clearly candidate driven. That means you don’t pick talent anymore. Talent picks you. Here are some recruitment strategies to consider in 2021.
Webinar: How to Communicate to Comp Executives and ManagersPayScale, Inc.
The messaging about your compensation plan is as important as the plan itself. In this webinar join Mykkah Herner and Paige Hanley as they discuss useful tips and tools for getting your compensation communications right with managers and executives.
Think you know all there is to know about HR? Think again! One of the exciting things about working in Human Resources is that the industry is constantly evolving and transforming. Factor in the era of big data, and it’s no wonder commonly held beliefs are getting disrupted on a daily basis. Staying on your game is more challenging than ever, so join us for this exciting webinar.
Andy Dolby, Head of RPO, Capita Resourcing
We examine the significant social shifts that are influencing the future of work.
We look at how businesses need to alter the way they remain relevant in the talent market place.
We look at how these changes are pushing businesses to redefine the talent they want/need and how to find, attract, and retain people.
A look at why corporate efforts to spur more engagement in the workforce are not enough, and the importance of purpose and passion in driving lasting engagement.
Webinar - How to Communicate Compensation to EmployeesPayScale, Inc.
A study conducted by PayScale revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
Conversations about pay are often perceived as scary, demoralizing, or just boring. However, done right, pay talk can be quite motivating.
View this webinar and learn:
-Why talking about pay with employees is so important
-How you can train your managers to have useful compensation conversations
-What typical situations you may encounter when it’s time to talk pay
In partnership with BambooHR
A roadmap that details key considerations and best practices for employee engagement - which drives worker productivity, loyalty, innovation and advocacy.
A recent PayScale study revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
Rocket Hire Assessment 101 4 Steps To SuccessRocket-Hire
This is our basics of assessment deck that provides an overview of the model we use with our clients to ensure they have success with pre-employment assessment
Employees Leave Managers, Not OrganizationsHireSmart LLC
High levels of turnover among employees are usually a sign of an incompetent manager and the success of any business depends largely on the effectiveness of its managers. Contact us here at www.hiresmart.com and know about the best Manager Performance assessments in USA.
Webinar-Compensating the Workforce of TomorrowPayScale, Inc.
The future is now. PayScale’s 2017 Compensation Best Practices Report noted that a third of top-performing companies are changing their strategies to accommodate millennials. These top organizations take a proactive approach to anticipating the needs of tomorrow’s workforce today.
Join Caitlin Williams and Mykkah Herner on this May the Fourth as they explore the best ways to compensate tomorrow’s workforce, now.
Register for this webinar and you’ll learn about:
-Ways to examine and define your workforce
-The value of having a great comp strategy that fits
-The impact of automated jobs
Lucinda Carney, CEO & Founder, Actus™
The problem with traditional performance management
Using an evidence based approach to achieving high performance
How HR & Talent Leaders can develop a high performance culture
In this webinar we'll arm you with solid economic evidence of the organizational impact of compensation, giving you crucial ammunition you can use to go advocate for a more disciplined approach. We'll also go into the practical steps you can take to step up your own approach to comp by building a comp strategy, implementing a market-based pay structure, building pay ranges, training managers, and so much more.
Organisations hiring in Asia face tremendous competition for talent, but are also under pressure to decrease their expenses. Too often, they sacrifice the quality of their workforce by reducing cost-per-hire. But there is a better way. By measuring the right data, organizations can develop a talent acquisition process that increases the quality of candidates and saves money in the long run. Sharing this information with executive leadership will validate HR’s role in driving organisational performance.
Webinar - Best Practices in Pay-for-PerformancePayScale, Inc.
Incentivizing employees based on performance makes a ton of sense. High performing employees should get a bigger piece of the pie, while low performers may not get a raise. In fact, according to PayScale's 2017 Compensation Best Practices Report, performance was the number one reason for giving increases last year. Organizations are moving away from using COLA as a reason for across the board raises.
Join PayScale's Mykkah Herner and Chris Estes to learn how to do pay-for-performance well and why paying for performance remains a strong compensation best practice.
Register for this webinar and you'll learn about:
-The right frequency of performance reviews
-How you can recognize performance with pay
-Monetary or non-monetary and which works best?
Effective Implementation of Psychometrics in Talent Acquisition and Management The HR Observer
Ever bring on a new employee, only to realise by the end of the first week that this new hire was a huge mistake? Every organisation is unique and has a DNA of its own. To build great teams, you must hire the right talent and make sure you manage and nurture this talent to its fullest potential. This journey begins with the “Job fit” concept which is critical to ensure maximum productivity, employee motivation and job satisfaction. You will learn how to select the right assessment tool and ensure effective integration of psychometrics into your recruitment process.
Oussama Mansour, CEO, Profiles International
Andy Dolby, Head of RPO, Capita Resourcing
We examine the significant social shifts that are influencing the future of work.
We look at how businesses need to alter the way they remain relevant in the talent market place.
We look at how these changes are pushing businesses to redefine the talent they want/need and how to find, attract, and retain people.
A look at why corporate efforts to spur more engagement in the workforce are not enough, and the importance of purpose and passion in driving lasting engagement.
Webinar - How to Communicate Compensation to EmployeesPayScale, Inc.
A study conducted by PayScale revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
Conversations about pay are often perceived as scary, demoralizing, or just boring. However, done right, pay talk can be quite motivating.
View this webinar and learn:
-Why talking about pay with employees is so important
-How you can train your managers to have useful compensation conversations
-What typical situations you may encounter when it’s time to talk pay
In partnership with BambooHR
A roadmap that details key considerations and best practices for employee engagement - which drives worker productivity, loyalty, innovation and advocacy.
A recent PayScale study revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
Rocket Hire Assessment 101 4 Steps To SuccessRocket-Hire
This is our basics of assessment deck that provides an overview of the model we use with our clients to ensure they have success with pre-employment assessment
Employees Leave Managers, Not OrganizationsHireSmart LLC
High levels of turnover among employees are usually a sign of an incompetent manager and the success of any business depends largely on the effectiveness of its managers. Contact us here at www.hiresmart.com and know about the best Manager Performance assessments in USA.
Webinar-Compensating the Workforce of TomorrowPayScale, Inc.
The future is now. PayScale’s 2017 Compensation Best Practices Report noted that a third of top-performing companies are changing their strategies to accommodate millennials. These top organizations take a proactive approach to anticipating the needs of tomorrow’s workforce today.
Join Caitlin Williams and Mykkah Herner on this May the Fourth as they explore the best ways to compensate tomorrow’s workforce, now.
Register for this webinar and you’ll learn about:
-Ways to examine and define your workforce
-The value of having a great comp strategy that fits
-The impact of automated jobs
Lucinda Carney, CEO & Founder, Actus™
The problem with traditional performance management
Using an evidence based approach to achieving high performance
How HR & Talent Leaders can develop a high performance culture
In this webinar we'll arm you with solid economic evidence of the organizational impact of compensation, giving you crucial ammunition you can use to go advocate for a more disciplined approach. We'll also go into the practical steps you can take to step up your own approach to comp by building a comp strategy, implementing a market-based pay structure, building pay ranges, training managers, and so much more.
Organisations hiring in Asia face tremendous competition for talent, but are also under pressure to decrease their expenses. Too often, they sacrifice the quality of their workforce by reducing cost-per-hire. But there is a better way. By measuring the right data, organizations can develop a talent acquisition process that increases the quality of candidates and saves money in the long run. Sharing this information with executive leadership will validate HR’s role in driving organisational performance.
Webinar - Best Practices in Pay-for-PerformancePayScale, Inc.
Incentivizing employees based on performance makes a ton of sense. High performing employees should get a bigger piece of the pie, while low performers may not get a raise. In fact, according to PayScale's 2017 Compensation Best Practices Report, performance was the number one reason for giving increases last year. Organizations are moving away from using COLA as a reason for across the board raises.
Join PayScale's Mykkah Herner and Chris Estes to learn how to do pay-for-performance well and why paying for performance remains a strong compensation best practice.
Register for this webinar and you'll learn about:
-The right frequency of performance reviews
-How you can recognize performance with pay
-Monetary or non-monetary and which works best?
Effective Implementation of Psychometrics in Talent Acquisition and Management The HR Observer
Ever bring on a new employee, only to realise by the end of the first week that this new hire was a huge mistake? Every organisation is unique and has a DNA of its own. To build great teams, you must hire the right talent and make sure you manage and nurture this talent to its fullest potential. This journey begins with the “Job fit” concept which is critical to ensure maximum productivity, employee motivation and job satisfaction. You will learn how to select the right assessment tool and ensure effective integration of psychometrics into your recruitment process.
Oussama Mansour, CEO, Profiles International
Reinventing Performance Management: How to Measure Performance, Boost Employe...Snag
Sleeplessness. Stomach aches. Paralyzing fear. These are just some of the symptoms many employees experience in the days leading up to a performance review. And it’s not just your employees dreading them … even 95% of managers aren’t satisfied with their company’s performance management process.
So why do we keep up the same ole-same ole review process when no one’s happy with it? Check out our ‘Reinventing Performance Management’ presentation with our performance management experts from Reliant and Love’s Travel Stops & Country Stores to:
-- Understand why so many of today’s performance management processes are broken … and how to fix them
-- Discover how to implement a review cycle that’s both regular and meaningful
-- Learn new performance management strategies to better engage team members and drive productivity
-- Find out how to streamline the review process to save time and resources
-- Determine whether your company is guilty of “rater bias” and how to avoid it
6 Year Plan for an Organizational Development TeamDarin Phillips
This presentation defines (at a high level) steps that could be taken to introduce the balanced scorecard and initiatives that will help a company improve performance. The main focus is on developing human capital.
LTEN Qstream Webinar: The 3 C's of Successfully Linking Training to Business ...QstreamInc
For years, the Holy Grail of training has been the ability to go beyond information delivery and simple skills assessment to identify a direct, positive impact on business results. Sales managers in particular are frequent victims, frustrated by their inability to associate training investments to sales performance and new revenue acquisition.
The good news is that in the current era of Big Data, mobile and gamification, managers have powerful new options for monitoring and measuring learning transfer, making it possible for trainers and educators to document with increasing precision what sales teams really know, and then make that data available and actionable for managers.
Join LTEN and Qstream for this interactive webinar reviewing how to apply predictive analytics to training outcomes, helping teams connect the dots between sales metrics such as engagement, performance and content proficiency to actual business results.
Attendees of this webcast will discover the 3 C’s of successfully transforming real-time data from your training program into executive insights that managers love, including:
• Coaching,
• Confidence, and
• Correlation to sales performance.
Leadership Assessment - Guide Railing Your Talent Path - InspireOneInspireone
A strong holistic leadership assessment process is
the backbone of a sustainable leadership pipeline
and consistently shows a more accurate prediction
of likely job performance
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/2SzZPNP
4. Key Leadership Criteria History Experience, Employment, Education , Background Check Performance Current Performance on the job Reviews Sponsors PRESENT PAST
5. Key Leadership Criteria History Experience Employment, Education, Background Performance Current Performance on the job Reviews Sponsors PRESENT PAST Job Match Competency Alignment with future position FUTURE
11. Sample STEN Distribution Curve of the Working Population The score for each scale is reported as a number from 1 to 10 on a STEN scale (Standard TEN). The raw scores have been normed on the adult working population so that the distribution of final scores will fall as a normal distribution on each scale. In other words, on each scale about 2/3 of the scores will fall at 4, 5, 6 or 7 and as you move toward either end of the scale, this frequency will taper off.
17. Who fits the job which will be open? Job Match Profiles Director of Human Resources – Succession Plan Mark L. Wilcox 87% Jonathan Cartwright 82% John M Sampson 77% Ann E. Peckham 73% Bill Ballard 67% Jason Young 66% Brooke Clay 65% Dennis Tyler 58% Melissa Williams 51% Jonathon Arnold 48% Carol A. Wilcox 41%
18. Which positions are best fits? John Sampson Director of Training 89% Sales Consultant 85% Education Manager 81% Store Operations Manager 79% Sales Manager 75% Director of Recruiting 69% Human Resource Manager 67% VP Marketing 65% CEO 63% CFO 59% Territory Manager 56% Warehouse Manager 55% Director of Desk Operations 54% District Sales Manager 52% Customer Service Manager 51% Procurement Manager 47%
Good ___________, and welcome to our program – Identifying and Retaining Top Performers . This briefing is being sponsored by (partner’s name) and Profiles International, Inc. There are three extremely important objectives we want to achieve today.
The first objective is… 1. To identify the characteristics of top performers Our second objective is… 2. To maximize employee productivity, and Our third is… 3. To increase retention of peak performers My name is ______________. (Give a short summary of your business background.)
The first component is Historical Information . It consists of resume, past employment, education, personal references, and – maybe – a background check for verification. I highly recommend background checks before making a formal offer of employment. It helps create a legal safety net that protects you and your company.
At this point in the process, we have COMPONENT ONE (which is the candidate’s HISTORY ) and COMPONENT TWO (which is derived from the INTERVIEW and the Step One Survey ). Unfortunately, most hiring decisions are made at this point. But, in order to successfully compete in today’s competitive environment, additional critical information is needed. That information, simply stated, must tell you whether or not your employees MATCH THE JOBS they are asked to perform.
JOB MATCH , the THIRD COMPONENT , is the most important, but least understood, element of the hiring process, and can only be achieved by assessing both the job and the individual . Remember, the only way we can make our best hiring decisions is to consistently use ALL THREE COMPONENTS . (Review the three circles.) History – derived from resume, past employment, education, and background checks. Interview – takes into consideration intuition (gut feel), appearance, and personality. Now remember, this is where most hiring decisions are made. Testing and Job Match – the most important, but least understood, element in the hiring process JOB MATCH deals with what matters most to the success of an organization, and that is PEOPLE that match their JOBS . Let me substantiate this with statistics.
People are like icebergs — there is more beneath the surface than above. When you have to make decisions based on inadequate information, you are bound to make hiring decisions you’ll regret later. If you use traditional hiring methods, you have to depend, too much, on your instincts. That reminds me of the definition of insanity: “ Doing the same thing over and over, and expecting the results to be different.” The traditional method for hiring people is never going to give you a better result, no matter how good you get. You will have to change the hiring formula before you can expect consistently better results. When you use the traditional system of selection, all you have is the “tip of the iceberg.” This is good, but limited, information. It does not give you a picture of The Total Person. To get the essential information for making better hiring decisions, you must look beneath the surface and get the complete picture of a job candidate.
Peter Drucker, the well-known author and management consultant, has said that up to sixty-six percent (66%) of a company’s hiring decisions will prove to be mistakes within twelve months and lists the top three reasons for this. They are: · Incompetence · Incompatibility · Dishonesty To help prevent this from happening, most companies add the second component, The Interview , which deals with the present.
The Profile is a three-part assessment. It compares individuals to customized Job Match patterns in order to predict Job Success by assessing Thinking Style, Occupational Interests, and Behavioral Traits.
This is an example of a Job Match Pattern. The shaded areas indicate the pattern you want your job candidates to match. These patterns are always customized to fit the jobs in your company because they are based on the qualities and characteristics of the people who are your best employees. The pattern is a composite of the shared characteristics of the people who are the best performers in this particular job. By hiring people who have comparable characteristics, you bring people into your organization that are just like the people who perform the best for you. This is Job Match, and it is your best method for predicting Job Success.
For example, this graph represents good Job Match. The shaded areas are the Job Match Pattern, and the numbers are the applicant’s scores. The numbers within the shaded areas indicate Job Match. You can tell at a glance whether or not a job candidate is like your best employees. Do you see how easy it is to use The Profile ?
Let’s look at an example of a poor match. Remember that the shaded areas are the Job Match Pattern, and the numbers are the individual’s scores. As you can see, the individual’s scores do not match the shaded area (the pattern). This represents a poor match.
The first objective is… 1. To identify the characteristics of top performers Our second objective is… 2. To maximize employee productivity, and Our third is… 3. To increase retention of peak performers My name is ______________. (Give a short summary of your business background.)
Look at this article published in the Harvard Business Review. “In these days of talent wars, the best way to keep your stars is to know them better than they know themselves --- and then use that information to customize the careers of their dreams.” As we look at this quote, you’ll notice the operative words are “know your people better than they know themselves”, which is great information, but does pose an interesting question. How do you do this? There are basically two ways. The first way is the standard in business today. That is, individual observation , which tends to be highly subjective and time consuming. The second way is assessments , which are time-efficient and highly objective. Which one do you prefer? Of course, the answer would be ‘time-efficient and objective’. Let’s review some valuable “objective” information and how it applies to behavioral tendencies in the following job related competencies.