Career and Talent Management | HR Management Slides

Talent Development Strategies to Engage Employees in Long-Term

Talent development strategies are the way to engage employees in the long-term and keep their commitment to the company. Maintaining employee’s engagement and commitment to the company is part of HR jobs. Retaining key employees is very important in order to maintain stability of the company because finding capable, talented, and trusted employees is not an easy job. Although it maybe easy to find new hires, it would be hard to get the quality. In addition, it would be a waste if you lose high quality employees that you found them with much effort. It would be worst if you lose them to your competitor. Therefore, it is very important to add talent development to your talent management.

Talent development is the part of talent management that will help you to maximize person-job fit, give them the opportunity to do more, possibility to have career improvement. It will increase job satisfaction because when employee fit the job, they will satisfy and more engage to the company. When employee gets more things to do and get more in rewards, they will feel more valuable, engage more to the company, and give long-term commitment.

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5 Step, Important Process in Succession Planning

Developing and identifying new leaders for a company or organization is widely considered as a process which often called succession. Succesion of leader begin when old leaders die or retire, and it usually aims for preventing a power vacuum or continuity of leadership. In an empire, succession planning is identical with that of order of succession, whereas in business it has a main purpose, that is, to choose the right individual who has potential to fill leadership positions. So it is quite crucial for every business development. Take this as a process of screening, in which a person will be prepared to assume the role of leadership as s/he become available.

If we take such term in a narrow understanding, there is key role namely “replacement planning” which become the essence of succession planning. Every business will through this process, so it is safe to assume that the planning is common under the very modern meaning of industrial society. There is a 5 step process in every replacement planning, including:

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Succession Planning – To Have Employees Ready to Fill New Roles

Succession planning is a function in HR management that is very vital for the future of organization. As the organization expands, there would be new roles to fill. As the time passing by, some key employees may go and leave an empty spots to be filled. Succession planning will guarantees that you will have employees ready to fill new roles and empty spots to ensuring company’s continuity.

Succession planning is important and beneficial for employer. A good succession planning will ensure each role; especially key roles in the company will be filled with strong players with enough knowledge and expertise in the correspondence fields. With succession planning, you will have the successor understand and used to the company culture and objective. Unlike recruiting new people, the successor from succession planning will easily adapt to his new role in the company and already have the same vision and mission with the company. In addition, the loyalty level commonly higher if you prepared your staffs from early stage.

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Some Keys in Talent Development of Human Resource

The Company and the other one have a mutually beneficial relationship. However, each company is certainly facing a competition between one another to obtain or achieve the desired target. In this case, the role of human resources in a company that includes employees and workers become one of the capital necessary to withstand the stiff competition. Companies certainly will not live without their workers or employees so that human resources become an important resource of the company. Human resources that is able to support and provide benefits for a company.

Seeing the role and position of human resources is very crucial and important in the progress and development of a company, the company should be able to do a proper recruitment over the people who will work at the company. the choosen people will be very useful in maintaining the continuity of the quality of the entire company. Recruitment can be the one of the important processes that can be done to get the company’s human resources competent and qualified according to the company. However, the recruitment process alone certainly will not be enough to be able to get employees and qualified workers in the company. Companies should also think about the development of the talents of employees working at the company. In which case this is why the company is very important to understand that talent management is a concept related to managing talent for every human resources available in the company.

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5 Awesome Presentation Slides on HR Management and HR Strategy

You can download all of these amazing slides HERE

1) Fundamentals of HR Management

This presentation provides a complete, comprehensive review of essential HR management concepts and techniques in a highly learnable and understandable form.

2) HR Scorecard and HR Strategy Map

The capacity to design and implement HR Strategy Map/Scorecard represents an important lever that firms can use to design and deploy a more effective HR Strategy. These presentation slides brilliantly show you how to develop a good HR Scorecard. Theses awesome slides also explore the right KPIs for HR Managers.

3) Measuring ROI of Training

Who’s going to support a training program that can’t prove itself? Companies demand bottom line results from all branches of their operations, including HRD. These slides show you the methods and steps of measuring training effectiveness to mark that bottom line.

4) Competency-based HR System

Competency development is one of the hottest topics in the HR profession. This presentation topic shows you the concepts and practical tools to develop and implement competency-based HR system.

5) Diagnosing Organizational Effectiveness

Maintaining organizational health on a regular basis is one of key ingredients for achieving corporate success. This presentation describes how to identify and diagnose your organizational health, and to execute the right treatments for corporate sustainability.

You can download all of these amazing slides HERE

Smart Strategies to Maintain Employee Motivation and Loyalty

Keeping the employees of an organization positively motivated is arguably the most important aspect of a company. With motivated employees, many organizations have found that the company can be switched on “auto-pilot” mode, where there is no need for extreme supervision and/or monitoring, as each and every employee is driven to success and determine to strive for the best both for themselves and also the company.

However, keeping the employees motivated is only half the job done. As mentioned earlier, it’s still very crucial to hire the right employees with the right attitude so that there will be less constant need for instructions, directions, and supervision.

One of the ways to keep an employee motivated is through performance management, where the employees are given a chance to evaluate their performance with their team leaders and discuss for ways to improve. Continue reading “Smart Strategies to Maintain Employee Motivation and Loyalty”

Employee Performance Management Methods

Employee Performance Management is a procedure for establishing a common workforce understanding in what will be performed at an organization level. It is all about aligning the organizational goals with the employees’ measures that are established, development strategies, competence requirements, skills and the delivery of results. The emphasis is on progress, learning and development to make a high-performance workforce and as a way to reach the general company strategy.

Performance Management started around 60 years past as a supply of income justification and was utilized to determine an employee’s wage predicated on performance. Organizations used Performance Management to drive behaviors from the employees to get particular outcomes. For individual workers who were solely motivated by fiscal rewards, this worked well in practice.

But where workers were driven by learning and development of their abilities, it failed miserably. The difference between the development of skills and knowledge and reason of pay became a massive difficulty in the usage of Performance Management. This became clear in the late 1980s; the realization that a complete way of handle and reward performance was needed. Continue reading “Employee Performance Management Methods”