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| Talent Management Pipeline |
By:
Nellie Amirah Lim |
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Recruitment & Retention
Getting the right person that brings business results is critical in any organization. Apart from the general tools, for highly faced paced, competitive and high tech organizations, there may be a need to look into Employer branding. It is a concept in marketing which defines a company as a preferred employer and promotes the benefits of working for the company to future and current employees. It serves to attract, retain and motivate employees.
Internal development of managers and executives is becoming a survival process for many organizations. It will no longer be acceptable merely to have once per year post-appraisal development discussions, to then allow ‘other pressing priorities’ to push out development activity.
Performance Management
No process demonstrates the vital nature of the strategic partnership between HR and Line Management more than performance management. Yet moving beyond mere objective setting and annual appraisal to true Performance Management is a challenge.
Rewards & Benefits
Organizations today recognize that its employees look for variety on the job and expect their compensation programs to reflect the goals they achieve and the challenges they accept. It is of utmost importance to link rewards to performance and ability; the challenge is “How?”. Effective solutions have three significant components: effective performance management processes that produce defensible measures of performance and ability, robust reward and recognition schemes designed to support organizational goals and values, and efficient managing of the schemes.
Learning & Development
The concept of the learning organization is that the successful organization must — and does — continually adapt and learn in order to respond to changes in environment and to grow. 5 significant area in L&D of any organization: 1. business results focus 2. linking L&D to relevancy and competencies 3. valuable to the employees career advancement 4. organizational culture 5. learning effectiveness review 6. Optimizing training budget
Succession Planning
Many organizations has embarked in talent identification and development. Talent Management and Succession Planning processes are proving crucial for the long term success of organizations. Through such processes, they can ensure sustainable availability of top talent to meet ever changing demands and circumstance. Effective processes ensure appropriate recruitment, deployment, development / redeployment, as well as organization change. |
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