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Dated: 05-18-2015
In this edition of Talent Management Excellence, we’ve brought together some of the best experts in the HR industry to discuss the ins and outs of what matters most to your company’s success: your employees. From attracting and recruiting new talent to implementing effective management protocols and compensation policies, TME brings you the inside scoop on what makes a workplace truly excel.
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Dated: 05-14-2015
Have you ever used a babysitter? This is when you have someone else assume your responsibilities while you take a break and focus on something else. The babysitter stands in for you, becomes you during the period of your absence. Someone else does your job.
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Dated: 05-18-2015
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Dated: 05-14-2015
“Every person who works for you, you have to let them go in the best possible moment. When he and you are at the happiest moment, when he and you think you are doing your best work, they have to go. Because from there on, there is only one way, which is down. And if that person stays, he says "God this is a comfortable chair, I have a nice salary, good job," and from there he will get bored. I think it's important that he goes on and somebody else will come up. And that transfer of energy, of power, of work, makes a little difficult moment but then it passes and new people grow up into it.”
-Chef Francis Mallmann, Chef's Table, Netflix
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Dated: 05-15-2015
In a competitive marketplace, many companies spend thousands, even millions, developing their brands. But today’s brand buzzwords – authentic, transparent, engaging – apply just as well to a company’s employer brand as they do to their customer brand. The question is, are companies paying as much attention to how prospective employees view them as they should be?
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Dated: 05-15-2015
Instilling fear of failure can tear down your team. Rather, communicating in a positive way that values people’s expertise can inspire trust and increase productivity. Years ago I attended a radio group awards gala for excellence in ratings and revenue. Everyone in that ballroom had already achieved a high bar of performance and made a huge sacrifice just to have been invited to this event. But the seating chart didn’t say that. The very best performers were seated in front of the room and the lesser best were seated in a graduated order toward the back, according to actual numbers. My team sat at the back of the room, the last of best.
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Dated: 05-15-2015
If people are your most valuable asset, then succession planning is important and your ‘high potential employees’ will help to provide certainty of the organisation’s success into the future. If any organisation is serious about retaining and developing high potentials then it must have some form of formal or informal talent management system.
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Dated: 05-15-2015
Whether you call it good leadership or effective management, most of us in the workplace respect a senior management team that demonstrates credibility and behaves in an authentic manner. The Chairman at FMC used to tell his middle managers “don’t just listen to what we say, watch our feet.”
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Dated: 05-15-2015
This short video features one of HR.com’s industry experts and Performance Management Advisory Board member Kim Ziprik (Organizational Development Manager at NASCO) interviewing President of Leadership Link Dr. Eileen Habelow (skilled in Talent Management and organizational effectiveness solutions) who has shown exceptional innovation and leadership in her chosen field.
Organizational & Employee Performance is a top priority for companies today. Many companies claim that managers often lack the skills to communicate performance feedback to employees. How do companies make performance management an “always, ongoing activity” for their managers? What is the most important element of their overall performance management process?This video gives you a real-world insight into different Performance Management programs and the People who drive them
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Dated: 05-15-2015
As humans we have a full range of emotion and denying a large number of those emotions by labelling them “negative” can be destructive. We can’t always be happy. In fact when we try to remain exclusively in a happy state (ignoring any “negative feelings”) we go quickly into denial and it causes more stress and lower engagement scores at work
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