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TEAM 1 presentation
Transcript of TEAM 1 presentation
FIND the TALENT
Hire people with
Use the three months probation as a testing period. If they fit, great, If they don't, let them go
Hire those with little experience,
spend time to train and guard them
. It's possible to build up their talent.
someone who is different
from you. This can help to bring in new ideas and concepts
Talent is something that takes time to build. Managers need to be patient and pay close attention
Hire people with your judgement and
trust your "gut"
Willing to learn and to be open to continuous and ongoing learning
Critical thinkers – test hypothesis – try new things
See a profession is a changing body of knowledge that requires constant study and evaluation
Challenge conventional wisdom and look at things from multiple sides
Open to change
Recognize the need for collaboration
Know their own limits
Allwyn, Andrea, Athena, Berylnn, Camille
Retain the TALENT
Key Take- Aways
Strategic Human Resources Management
According to Webster's Dictionary:
a special ability that allows someone to do something well
a person or group of people with a special ability to do something well
a talented person or group
~In the business world, Talent can be illusive and harder to define. ~
Reward the TALENT
Seek out “portable employees”
- those who can transition to different positions
The “fit” factor
- should be right between the person, role, and organization
Talent discovery is circular
– today’s workforce assists in recruiting and retaining future employees
Avoid the “just-like-me” error
Be open to complimentary and wide-ranging work styles, personalities and approaches
Talent is less about lone achievement and more about team & process
Talented people need a push sometimes
– a reality check – to develop their potential
Recognize the range of traits of talented people
Your company has the best, so how do you keep them ?
Competitive Compensation and Benefits
Benefits which allow work life balance
Reminders of organizational stability and future success
Career development trainings
Promotional programs and trainings
- Employee to employee
- Positive Feedback
Performance Goals Reward Programs
Tuition Reimbursement programs
Wellness Incentive Programs
Employee Nomination Reward Programs
~Employees want to know when
they are doing well~
Know what they don’t know and have some idea of how to deal with that
See possibilities and take risks in order to potentially fulfill them
Know more than one way to get to an outcome
Exceptional communication skills
Committed to the idea and eager to work on 110%
Able to motivate and inspire
Persistent and creative
“The people who are crazy enough to think they can change the world are the ones who do.”
We decided to summarize some of the most important traits of TALENT- ed people...
Companies need to invest in talent T&D
Talents sometimes don't believe in themselves -> managers need to give them positive feedback
Managers need to know how to retain talent -> if talent doesn't fit company's objectives, they should let them go.
The purpose of this presentation is to explore how current business leaders use their years of experience to be excellent Evaluators of Talent.
Discover with us how they identify, hire, retain, and reward talented candidates.
Finding talent is critical for business leaders
Business leaders need to find passionate people in order to build up their talents.
Rewards motivate talents to continue with their high performance.
Managers need to be patient when hiring, retaining, and building talents.