Talent management practice

1. HUU NGHIA HO introducingTALENT DEVELOPMENT PRACTICE

2. KeyElements HUU NGHIA HO

3. Design Training Plan Need assessment, Development and conduct of training, and Evaluation 1

5. Presentation

7. Task needs

8. Person needsTraining process Evaluation HUU NGHIA HO

9. Needs assessment Note: The objectives for a training program should be based on the assessment phase. Each objective should relate to one or more of the KSAs identified in the task analysis. HUU NGHIA HO

10. Overall Objective Improve performance of the team Specific Content Dimensions Problems Finding and Solving Effective Leadership Example of Development of Behavioral Training Objectives Conflict management / Team development / and motivation. Coaching and delegation. Example Behavioral Objectives Acknowledge the importance roles of making decision. Identifying levels of problems, conflicts and changing their attitude and behavioral for better treating. Management Training for Senior Supervisor 2011 HUU NGHIA HO

11. Conduction of Training Note: Orientation Training for newcomers or promoted employees can include Diversity Training, Crisis Training, and Ethics Training. HUU NGHIA HO

12. Practice of rapid-of-boarding Note: Organizations should pay particular attention to socializing new employees HUU NGHIA HO

13. Practice of rapid-of-boarding Note: Supportive workbook is conducted by HR Assistant Manager. HR Assistant Manager instructs line-managers to use it to welcome newcomers. HUU NGHIA HO

14. Evaluation Process Evaluation Note: At level 2, participants are given an after-training test, and results are compared against by whom did not go through the training. Evaluation process is in charged by HR Assistant Manager, and Line-Managers. HUU NGHIA HO

15. Practice of effective training HUU NGHIA HO

16. Employee name: Year Employee title: Employee location I. Development Objective 1 (What knowledge, skill or behavior do you want to learn/improve) How will you know you have succeeded? Action Plan (How will you ensure that you will achieve your development objective) Practice of Person needs II. Development Objective 2 (What knowledge, skill or behavior do you want to learn/improve) How will you know you have succeeded? Action Plan (How will you ensure that you will achieve your development objective) III. Career Aspirations (Describe what your career aspirations are)

17. Training Matrix 2011 Practice of Training Matrix

18. 2 Define Career Development Assessment phase, Direction phase, and Development phase

19. It’s not just about the career planning, but recognizing YOU AS A VITAL RESOURCE

20. Direction Phase Assessment Phase Training process Development Phase HUU NGHIA HO

21. Assessment Phase HUU NGHIA HO

22. Proficiency: 2 3 1 Proficient Competent Still learning Preference: 3 2 1 Like Dislike Okay Skill Area Proficiency Preference Score x = Practice of Self-Assessment Problem solving Team presentation Leadership Inventory Negotiation Conflict management Scheduling Delegation Participative management Feedback Planning Computer Skills Assessment Exercise Note: Scores below 6 indicate areas of weakness or dislike Scores of 6 or above indicate areas of strength HUU NGHIA HO

23. Organization Assessment HUU NGHIA HO

24. Organization Assessment HUU NGHIA HO

25. Direction Phase HUU NGHIA HO

26. Development Phase HUU NGHIA HO

27. 3 Overview HUU NGHIA HO

28. Talent Development Recognize the characteristics that make training program successful. Weigh the cost and benefits of training program. Understand how to socialize new hires effectively. Establish a sound process for helping employees develop their career. Establish an organizational culture that supports career development.

29. ? But wait…There’s More! Because I’mworth it!

30. About myself HUU NGHIA HO

31. HUU NGHIA HO THANK YOU FOR YOUR REVIEW What’s Your Message?