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Presenting this set of slides with name - Succession Management Powerpoint Presentation Slides. This complete presentation has a set of thirty slides to show your mastery of the subject. Use this ready-made PowerPoint presentation to present before your internal teams or the audience. All presentation designs in this Succession Management Powerpoint Presentation Slides have been crafted by our team of expert PowerPoint designers using the best of PPT templates, images, data-driven graphs and vector icons. The content has been well-researched by our team of business researchers. The biggest advantage of downloading this deck is that it is fully editable in PowerPoint. You can change the colors, font and text without any hassle to suit your business needs
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Presenting this set of slides with name - Succession Management Powerpoint Presentation Slides. This complete presentation has a set of thirty slides to show your mastery of the subject. Use this ready-made PowerPoint presentation to present before your internal teams or the audience. All presentation designs in this Succession Management Powerpoint Presentation Slides have been crafted by our team of expert PowerPoint designers using the best of PPT templates, images, data-driven graphs and vector icons. The content has been well-researched by our team of business researchers. The biggest advantage of downloading this deck is that it is fully editable in PowerPoint. You can change the colors, font and text without any hassle to suit your business needs
Succession Management PowerPoint Presentation Slides
Succession Management PowerPoint Presentation Slides
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Excellent ppt slides on competency based HR Management, HR management presentation
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{ Workshop Topics } 1) Introduction to HR ------------------------------- • HR History & Evolution • HR value proposition • HR main strategies • HR main functions • HR systems • Skills all HRs must have • Types of organization structures • Organization culture 2) Recruitment & Selection ------------------------------- • Introduction • Job analysis • Recruitment & selection process • Recruitment & Employment Brand • Selection Tools • Developing recruitment & selection plan • Onboarding • Case Studies
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Develop a positive work culture by employing Human Resource Management Strategy PowerPoint Presentation Slides. Incorporate your agenda for human resource management. Showcase the key role of human resources by mentioning roles and responsibilities, skills, and challenges faced by the company with the help of human resource planning PowerPoint slideshow. Highlight the skills needed for HRM such as recruiting, screening, negotiation, scheduling, communication, conflict management, change management, etc by taking the assistance of HR development PPT visuals. It is important to monitor how employees work and how managers lead. Assess future organizational requirements with the help of content ready human talent management PPT graphics. Also, showcase the five stages of the recruitment process using HR management PPT templates. Showcase details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint templates. Download this amazing HR process PPT presentation and estimate your company's future HR requirements. https://bit.ly/3zcXFX0
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Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
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{ Workshop Topics } 1) Introduction to HR ------------------------------- • HR History & Evolution • HR value proposition • HR main strategies • HR main functions • HR systems • Skills all HRs must have • Types of organization structures • Organization culture 2) Recruitment & Selection ------------------------------- • Introduction • Job analysis • Recruitment & selection process • Recruitment & Employment Brand • Selection Tools • Developing recruitment & selection plan • Onboarding • Case Studies
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Chapter 9 Employee Development and Career Management MGT 484 Recap: What is Training & Development? Training An organization’s planned effort to facilitate employees’ learning of job-related competencies. Focuses on the current, typically required, not formally tied to career progression Development Formal education, job experiences, relationships and assessments of personality and abilities that help employees prepare for the future. Focuses on the future, typically voluntary, goal is for future career progression Career Paths Recently, changes such as downsizing and restructuring have become the norm, so the concept of a career has become more fluid than the traditional view. Today’s employees are likely to have a protean career, one that frequently changes based on changes in the person’s interests, abilities, and values in the work environment. 3 Traditional Career A career characterized by consistency with one organization and involves a series of promotions up the corporate ladder Ex. Assistant Associate Full professor Protean Career A career that frequently changes based on changes in the person’s interests, abilities, and values and in the work environment To remain marketable, employees must continually develop new skills Aspects of Protean Career Emphasizes psychological success rather than vertical success Lifelong series of identity changes and continuous learning Job security replaced by the goal of employability Sources of development are work challenges and relationships, not necessarily training & retraining The new career is not a pact with the organization; it is an agreement with oneself and one’s work Focus on learning metaskills Psychological success: Feeling of pride and accomplishment that comes from achieving life goals that are not limited to achievements at work Metaskills: Learning how to learn (i.e., how to develop self-knowledge and adaptability) Quick Think: Text 37607 An employee starts out as a sales person, becomes an account manager, is promoted to sales manager, and is now VP of Sales. Which type of career did this employee have? 11930 Protean 11931 Traditional 11933 Developmental 11934 Dead end Development Planning (Career Management) Systems Systems to retain and motivate employees by identifying and helping to meet their development needs. Self-Assessment: Use of information by employees to determine their career interests, values, aptitudes, and behavioral tendencies Reality Check: Information employees receive about how the company evaluates their skills and knowledge and where they fit into the company’s plans Goal Setting: Process of employees developing short- and long-term development objectives Action Plan: A written strategy that employees use to determine how they will achieve their short- and long-term career goals Steps and Responsibilities in the Development Planning Process1. Self-Assessment2. Reality Check3. Goal Setting4. Action Plann ...
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Chapter 9 Employee Development and Career Management MGT 484 Recap: What is Training & Development? Training An organization’s planned effort to facilitate employees’ learning of job-related competencies. Focuses on the current, typically required, not formally tied to career progression Development Formal education, job experiences, relationships and assessments of personality and abilities that help employees prepare for the future. Focuses on the future, typically voluntary, goal is for future career progression Career Paths Recently, changes such as downsizing and restructuring have become the norm, so the concept of a career has become more fluid than the traditional view. Today’s employees are likely to have a protean career, one that frequently changes based on changes in the person’s interests, abilities, and values in the work environment. 3 Traditional Career A career characterized by consistency with one organization and involves a series of promotions up the corporate ladder Ex. Assistant Associate Full professor Protean Career A career that frequently changes based on changes in the person’s interests, abilities, and values and in the work environment To remain marketable, employees must continually develop new skills Aspects of Protean Career Emphasizes psychological success rather than vertical success Lifelong series of identity changes and continuous learning Job security replaced by the goal of employability Sources of development are work challenges and relationships, not necessarily training & retraining The new career is not a pact with the organization; it is an agreement with oneself and one’s work Focus on learning metaskills Psychological success: Feeling of pride and accomplishment that comes from achieving life goals that are not limited to achievements at work Metaskills: Learning how to learn (i.e., how to develop self-knowledge and adaptability) Quick Think: Text 37607 An employee starts out as a sales person, becomes an account manager, is promoted to sales manager, and is now VP of Sales. Which type of career did this employee have? 11930 Protean 11931 Traditional 11933 Developmental 11934 Dead end Development Planning (Career Management) Systems Systems to retain and motivate employees by identifying and helping to meet their development needs. Self-Assessment: Use of information by employees to determine their career interests, values, aptitudes, and behavioral tendencies Reality Check: Information employees receive about how the company evaluates their skills and knowledge and where they fit into the company’s plans Goal Setting: Process of employees developing short- and long-term development objectives Action Plan: A written strategy that employees use to determine how they will achieve their short- and long-term career goals Steps and Responsibilities in the Development Planning Process1. Self-Assessment2. Reality Check3. Goal Setting4. Action Plann ...
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UNIT - II: TRAINING & DEVELOPMENT OF EMPLOYEES: Analyzing Training needs & Designing the program – Implementing different training program – Implementing Management Development Programs – Evaluating the Training Programs; PERFORMANCE APPRAISAL: Concept of Performance, Performance Management, Performance Appraisal – Methods of Performance Appraisal - Assessment Centre.
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A planned process to modify attitude , knowledge or skill behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future needs of the organization.
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