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I am a Disney fan but now knowing a person who works there and seeing their on boarding process (via this website) it is no wonder that they are such a huge and successful company.   The website goes through, what looks like, everything a person would need to know in getting started at Disney.   I could see how helpful a website such as this would be to almost any profession.  Disney obviously has enough money to produce this website and keep it current, but I do not think that would be too hard or expensive for a school district, police agency, banking industry, military, or many other professions to implement.

My niece just completed an intership this summer with Disney. She was pleasantly surprised by how comprehensive the website and training was for interns. Eventhough she was scheduled to intern for six months, everything about the training and experience won her over to want to be a lifetime employee of Disney. Many companies could learn from this model.

I heard that the first two days of employee orientation is strictly story telling. They use the 'cast' members to acclimate employees to the Disney culture using stories. I feel like this is really in sync with Disney culture and would also be a very effective way to get employee excited about their role in the bigger Disney 'story'.

Short youtube clip about the future of OD.

The comment made about everything is changing and being sensitive to how those changes are affecting you and others you lead is critical.

Should daily or weekly conversations about employees work - especially pats on the back for a job well done - replace the typical performance appraisal? Interesting read.

This is very interesting and I can understand where this article is coming from. There is a joke with the director of talent management because as she is busy overseeing goal setting, annual performance reviews, talent planning, etc. but the folks in her own department don't have goals! There is a big difference between understanding the value in something finding time to do the work yourself.

Don't forget about employee engagement.

Not sure about who MacKenzie Jones is but one thing that was written was interesting regarding your performance being tired to the person you work for. Not sure I agree but I think a good boss can help make employees better or vise versa. It is up to the employee to not fall into any temptations of "behaving badly" when their boss may act badly or poorly on a regular basis.

IPS-EQ Model-  I don't know much about the model but am learning.  Others may find it interesting as well.

While many people have expressed concern about the trend of employers using social media to screen job candidates, can social media actually be a benefit to job seekers or employers? Find out in this Q and A interview with Chirag Nangia, CEO of Reppify.

Speaking of "war for talent"….here is a good article about some "out-of-box" recruiting strategies.

Eric, I would agree…but an organization needs to be careful. I sat on an interview panel one time with 11 people on it; it was so difficult to make a decision with 11 people giving "their opinion". I agree with you, "at least on a small scale".

Oh my, a group of 11 people, I would have been a nervous wreck. I feel that around 3-5 people is a good number, easier to find a nice pace for the interview process to flow and provide the needed information for both sides.

By now, we've all heard about how employers scope out the Tweets and Facebook profiles of job seekers to winnow down the field of applicants. But job seekers may be surprised to hear just how many recruiters now use social media throughout the hiring process.

Ah, the joys of social media! It truly does expand the meaning that "big brother" is watching. I've found myself pulling back on Facebook posts by trying to stick to only positive things. LinkedIn, I feel I need a to hire a PR rep to make sure everything is in order there. Twitter, I'm not a fan of it period. But from the sounds of the article, I better learn to like and use it. Thanks for the link to the article, very good information.

I always enjoy this dynamic. It is a double edged sword and not every organization should want the use of social media in their candidates. I have conducted surveillance in law enforcement, research on teachers while working in the education field, and pre-screened inbound young Officers in the military. Its important to see what you are getting. It has become suspicious if someone doesn't have a linked in account. If a person has too many accomplishments on their linked in account however while simultaneously not having an active personal social media account as senior management I find it suspicious. We are all aware that if you want to know who a person truly is, the last place to look is linked in.

The articles discusses the benefits gained from a strong onboarding process. More importantly, it addresses that onboarding is not successful when it is regarded as a one or two day process. It is ongoing processes for several months.

This article provides a corporate boards perspective about what they are worried about; developing and enacting strategic plans that will enable their organizations to succeed.

Nice to have a boards perspective - provides a nice spin when applying talent management methodology.

Nice to know that Macy's is invested in their management development practices.

Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization.

Interesting article about changes and trends one will likely see in the workplace. It reinforces much of our reading this semester. It discusses how the workplace needs to be re imaged.

Lengthy article but full of good information on the study and findings.

All companies can provide an orientation program that does not forget the small things like greeting a new employee warmly, taking her or him to lunch, and providing a functioning workstation on Day 1.

I really liked this presentation on motivation of associates and people in general

To summarize Walt's leadership lesson: In order to "know what the people want," get out there, be willing to listen, and then institutionalize learning and continuous improvement on behalf of your customers.

I love this - but I worry customer service is losing it's appeal. Now a days many large companies feel if they have a strong product customer service is less than important. I immediately think about Walmart. I rarely have a good customer service experience at Walmart - but that has not stopped me from buying products there....

I agree on the customer service part...I also feel a lot of companies are moving towards "self service" which brings back to less customer service.

Short clip on having a successful succession planning...which starts early.

It is about being proactive and planning before the need arises. Often, employees leave and then the organization is left trying to figure out how to replace a critical role because there is no one identified to succeed the employee who left.

Correct...I have seen that to many times.