Transcript: International Journal of Business Management & Economic Research. 2012, Vol. 3 Issue 1, p432-438. 7p. Objective of succession planning Given the current focus on the linkage between talent and an organization’s business, challenges and strategies, effective strategy execution requires sufficient numbers of the right people with the right skills and knowledge, in the right roles. Talent management = Risk management About finding, developing, and keeping the few, not the many High potential High talent Types of talents in the succession planning process High Performers Where can we get the talents? Who should we develop? Why Is Succession Planning Important in Performance Management? Succession planning Identifies Future Leaders By Group 3 Koenig and associates consulting company 25 (TM) IS more than a new language for old HR work, or just the next “hot new thing” for HR practitioners and managers to get involved in. For many organizations, it has become a strategic imperative. McKinsey research1 reveals that 75 percent of corporate officers were concerned about talent shortages and Deloitte reports that retaining the best talent is a top priority for 87 percent of surveyed HR directors. How to find your candidates talent? Planned succession Emergency succession Creating specific talent pools - Employee competencies Keep the process simple Engage technology to support the process Align succession management with overall business strategy Secure senior level support for the process 15 final thoughts.. > 10 Average talent Succession planning can be an important way to identify employees who have the current skills--or the potential to develop skills--that can help them move up in an organization, or on to other positions. In addition, the process of succession planning can help to identify other areas of performance where employees may be weak and where training could help to manage and improve performance outcomes. The management of high-performing and high potential employees (talent) in organizations has attracted attention in recent years because of the assumed links between the ways that talent is managed and organisational performance. Identify those with the potential to assume greater responsibility in the organization Provide critical development experiences to those that can move into key roles Engage the leadership in supporting the development of high-potential leaders Business Ethics: A European Review. Jan2013, Vol. 22 Issue 1, p32-46. 15p. Succession planning is a process for identifying and developing internal people with the potential to fill key business leadership positions in the company. Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available. Talent management is a modern and effective way of implementing the personnel policy enabling the organization to achieve strategic goals through the proper usage of the potential inherent in human resources, mixing the right talents together to create a powerful innovation team. You need diverse characters, able to approach a problem/project from different angles. what is talent managment? Managing Talent for competitive advantage Acquire and developing Talents for succession planning 1-make clear expectations. "what exact behavior will make the employee more effective" 2-unveil their talents. Types of talent in the organisation "during the interview just ask the right question" what can you do? Like skills, abilities and strength. What does he want type of person is him? drive? interest? what does he want to accomplish in life? It look simple but how can you get the real answers during the interview : 1-creat a situation for your candidate in which he can be totally him self. 2-let him do the talking, make sure you talk no more than 10 min/h in total of 50 min. 3-by now you should know his behavior, competence and his contribution to the organization success. Low talent why is talent management needed ? Asia Pacific Journal of Research in Business Management. Jul2013, Vol. 4 Issue 7, p1-1. 1p. Talent Management Types of succession planning Leaders (Mangerial Roles) Talent test Author: Jason Lauritsen | Source: HCI | Published: February 2, 2010
Transcript: Jon Williams Knowledge & Experience Development and implementation of role specific frameworks for Mothercare Buying and merchandising departments. Mapping core competancies to specific job roles and provide employees with avaliable directed and self direct learning to be able to demonstrate the required competancies. The main objectives of the project were to:- Provide visability of existing skills within the departments Idenifty Talent within the business Reduce employee burn rate within these departments Talent Vol XCIII, No. 311 Thursday, May 22, 2014 £1.25 Talent management
Transcript: What is talent for us? Everyone in our organization is a talent! We put the effort to discover it! How do we manage our talents? Link with business strategy Get Managers involved Determine high performance = entry ticket to high potential Use variety of tools Execute! Attracting Identifying Developing Retaining What do we get in return? Simplicity & Execution! Job description On the job training & evaluation Make sure we are good fit together Training strategy Develop leadership Create development friendly environment Manage Engagement Cross-functional projects Execute Career Paths Manage performance (1on1; CSA, CDW) Onboarding program Create opportunities Thorough recruitment process Compensate fairly interviews Employer Brand Empower talents Manage expectations Hire the best Multiskilled staff (rotation programs) People Review Match talents with tasks
Transcript: Induction organizing trainings and conferences implementing the coaching system 'team building' in Local Committee event management tracking and supervising Talent planning market analysis competency model delivering knowledge about AIESEC creating career paths allocating members Recruitment Ready for TM ride? Talent Management assessment centres interviews allocation process Members <3
Transcript: Utilizing existing talent is critical for branch success. Many branches have available employees that have already been processed, finalized and screened. Currently we have around 35,000 Active and Available people. Resources have been spent on each of these folks, so branch should try and review what they have before recruiting for new applicants. The four phases of utilizing existing talent are: Candidate Match Lists Advanced Finds: Skill Sets and Job Codes Assigning the Employee Skill Marketing Good Housekeeping Tip: Accurate and timely Job Order entry is extremely important! - Skills entered and updated - Job Codes accurate Using Candidate Match Lists in CRM allows for quicker and easier fills editor's note: Skills must be accurate on employee files in order for this to work most effectively Advanced finds can be created for Available Employees with specific criteria - Go to CRM Central for “How To” Docs on the EB intranet: See Filling the Order toolkit for best practices Branches using Job Codes to tag employees for specific accounts $1.25 April 10 & 11, 2014 Skill Marketing * Editor's Note: See the EB Toolkit "Fill the Order" to get more tips and links to documents like First Day flyers LED: Leading Edge Delivery Take an Employee's Top Skills and Present to Clients Vol XCIII, No. 1028 Setting up for Success Advanced Finds: Skills Sets and Job Codes Gathering all of the details for the assignment allows the branch to give the employee this information and prepare them in regards to what to expect. Communicate to them both client and EB expectations and assist with any questions or concerns. Available Employees with a Job Code The Key is Skill Entry on Employee Records This tool can be used in several situations: When the branch has more available employees than open positions and job orders When an employee does not have the exact skill set/work history for an open position, but will be a great fit anyway When an employee is well-matched for an order but the pricing structure is not satisfactory (there's always room for negotiation!) Pro Tip: Amanda Chaffin says, Verifying skills during the interview and updating CRM accordingly are very important when utilizing candidate match lists. Finding employees skilled per client specifications is important, but also having the flexibility to contact the client if the candidate has 2 of the 3 skills is a necessity. Available Employees with a Skill During the interview and onboarding, the recruiter must address the skills entered by the applicant and update the information. Inaccurate data will prevent the use of these tools in CRM. Also, any skills missing from the employee record may keep someone from their perfect job! Remember, once that employee leaves the branch, you can only rely on what is listed in that employee record when you need to fill an order. Getting it right the first time will save time and resources! Pro Tip: Matt Page, RMFG, TX says, Our days revolve around attracting and hiring high quality talent. It is critical for us to assess, monitor, and utilize our existing talent daily to better service our clients and employees. Let's see it work! crmqa.employbridge.net Utilizing Existing Talent Thank you for joining us today! EBHome Intranet Page Chris Loope Assign the Employee Candidate Matching Dashboards for branches that show: Top Skills of A&A Number of A&A Open JO Required by Job Code Starts and Ends 4 week RFL Talent Management Branch Analysis now available for your branch! We are now taking requests. Analysis of metrics tracked during 2014 Comprehensive report on branch health Including Turnover reporting Weekly calls to set short and long-term goals and coach through process Branch-to-Branch sharing of best practices In progress: Charlotte NC RMFG Clinton TN RMFG If interested, please email LED@employbridge.net
Transcript: Example of a Jeopardy Template By: Laken Feeser and Rachel Chapman When creating without a template... http://www.edtechnetwork.com/powerpoint.html https://www.thebalance.com/free-family-feud-powerpoint-templates-1358184 Example of a Deal or No Deal Template PowerPoint Game Templates There are free templates for games such as jeopardy, wheel of fortune, and cash cab that can be downloaded online. However, some templates may cost more money depending on the complexity of the game. Classroom Games that Make Test Review and Memorization Fun! (n.d.). Retrieved February 17, 2017, from http://people.uncw.edu/ertzbergerj/msgames.htm Fisher, S. (n.d.). Customize a PowerPoint Game for Your Class with These Free Templates. Retrieved February 17, 2017, from https://www.thebalance.com/free-powerpoint-games-for-teachers-1358169 1. Users will begin with a lot of slides all with the same basic graphic design. 2. The, decide and create a series of questions that are to be asked during the game. 3. By hyper linking certain answers to different slides, the game jumps from slide to slide while playing the game. 4. This kind of setup is normally seen as a simple quiz show game. Example of a Wheel of Fortune Template https://www.teacherspayteachers.com/Product/Wheel-of-Riches-PowerPoint-Template-Plays-Just-Like-Wheel-of-Fortune-383606 Games can be made in order to make a fun and easy way to learn. Popular game templates include: Family Feud Millionaire Jeopardy and other quiz shows. http://www.free-power-point-templates.com/deal-powerpoint-template/ Quick video on template "Millionaire" PowerPoint Games Some games are easier to make compared to others If users are unsure whether or not downloading certain templates is safe, you can actually make your own game by just simply using PowerPoint. add logo here References Example of a Family Feud Template PowerPoint Games are a great way to introduce new concepts and ideas You can create a fun, competitive atmosphere with the use of different templates You can change and rearrange information to correlate with the topic or idea being discussed. Great with students, workers, family, etc. For example: With games like Jeopardy and Family Feud, players can pick practically any answers. The person who is running the game will have to have all of the answers in order to determine if players are correct or not. However, with a game like Who Wants to be a Millionaire, the players only have a choice between answers, A, B, C, or D. Therefore, when the player decides their answer, the person running the game clicks it, and the game will tell them whether they are right or wrong.
Transcript: Understanding of business strategies. Accurate hiring and promotion decisions. Identification of the key gaps between talent in place and required talent. Team goals. Business impact and workforce effectiveness measurement. Interested in having challenging work. More loyal to their profession than to the organization. Less accommodating of traditional structures. More concerned about work-life balance. Prepared to take ownership of their careers and development Act as a role model. Reinforce the value of learning. Build sustainable processes. Reinforce shared values. Leverage problems as opportunities. Self professional development. Understanding employees better. Right person in the right job. Customer satisfaction. 1. Time 2. Focus on visible skills 3. Lack of development culture CONCEPT CASE SCENARIOS BENEFITS EXPECTATIONS CREATING CULTURE HIRE Organization’s commitment to: ISSUES MANAGE EMPLOYEE KEY COMPONENTS INTERRELATED RETAIN TALENTED EMPLOYEES THE TALENT MANAGEMENT
Transcript: Structure What drives GREAT PERFORMANCE Work from your TALENTS Find out what people's talents are! Step 1 Knowledge Competencies www.competencylibrary.com Have max 10 competencies Use this as a behavior Step 2 www.competencylibrary.com Step 3 Unveil your own Talent Talented Person Mentoring Management Interesting Job Interview Why More Coaching Description of behavior in 5 different levels & Performance It's a & Republic Salary And your the most important countries? Talent Deploy you consider Salary Unveil potential using Development Center Competencies Talent Interesting More Talent Vision Inborn with What is your TALENT? Unveil talent Talents turn into performance Cafeteria Employer Reputation of Create Level 4 Employer More Structure Let's try it! Talent Feedback Regular Home Growth Talent & Relationships Management? Think about what is the vision of your company? Write it down. people's = behavior competencies Regular Create 5 Managers x Finding Create a Competency Model Mentoring being a Talent Key Let's try it! Feedback Write down all task the person does on this specific position. competencies concept Name of competency What type of appraisal Training Put the similar ones into the groups - competencies. What is the ideal/right behavior to reach the vision of your company. Professional Why Talent Management? SWOT Level 1 Develop clear What is Talent & Talent Management? Projects Working Which way is more difficult to do? Development Specific Field Talent Management Reputation of expectations What kind of benefits Put the similar ones into the groups - competencies. & can motivate Talents? & Demographic Points Level 5 Professional Managers Why Talent Management? Vision Talent Skills Clear Short definition Job Talents On-the-job Office Why should people work with Issue Of This Century Choose those tasks which lead to the successful performance. Level 3 Professional Competencies Here we g ! Czech Attractive Match How to work effectively with Talents? Regular Appraisal Projects & Appraise competencies on a scale Training Talent Management nowadays? Development teamwork Praise Level 2 Professional Retain Talent Company Potential Home More expectation analysis Coaching Talent Management How to find Talents? Performance What methods can we use? Growth Talent Company Praise Relationships Create a Competency Model Attractive Off-the-job Office Potential Create fictional What can't be a Key Competence? do you know? Make groups of being a Talent Cafeteria Points Choose 3 Position War for Skill Create Clear Connect
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