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mjmiles35

Disney College Program - Florida Onboarding Home | Jobs and Careers - 3 views

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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.
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    I did my undergraduate at the U of WI Stout and they had a huge partnership with Disney and doing internships. I heard some really great stuff from friends that did their internship there and had positive things to say about the onboarding.
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    I really like the idea of a website once you are hired. I would be a great resource for so many things and even though labor intensive to get up an running should be easily maintained. Wouldn't need to be as elaborate as Disney just so the information is accurate. Thanks for the article
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    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.
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    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'.
mjmiles35

Performance Management: A Shared Commitment to Sustaining a Culture of High Performance... - 0 views

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    Something like this seems like it may be helpful for any industry and the person conducting the review or being reviewed.
rodel123

Learn the game - 3 views

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    The use of multiple forms of gaming, can produce excellent talent, and improve worklife.
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    Bob, My organization uses gaming to engage the public to help them understand financial concepts that many find too complex or difficult to understand. We also recently implemented gaming as part of our on-boarding process to educate and engage new employees to learn more about the functions and responsibilities of the organization. The public has embraced the concept of gaming, while its use as an on-boarding tool is receiving mixed reviews. The younger generations loves it, while many of the long-term employees don't see the value and feel it is a waste of people's time and the organization's money. It will be interesting to see if gaming is a fad or not.
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    My company outsourced to well being company to help employees become more engaged in lifestyle choices. Never dawned on me that the challenges or gamification was being done. I'll be forwarding this article on to others outside our group, very interesting read and informative.
mjmiles35

The John Maxwell Company - 0 views

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    Leadership related-  Not on-boarding so much. Just an interesting article.  The Book may also be good but I need to do a little more research on the author before I will say that it is or will be worth the money.  
mjmiles35

Performance Management | CSOD - 1 views

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    Some interesting points
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    Fun fact - this is actually the system my organization uses. I am on system administrator on the roll out and implementation of Cornerstone into our organization. This year will be the first year our employees are setting goals in the system so next year we will actually being doing performance reviews in the technology. We currently just have a paper performance review process, so using Cornerstone will hopefully be more efficient.
Kathy Houghtaling

Four Future Trends in Leadership Development - Nick Petrie and Phil Willburn - YouTube - 0 views

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    The trends discussed in this interview are ones I have noticed in my organization; vertical development, innovation, group versus individual, and greater emphasis on development being owned by the individual.
mjmiles35

In search of the X factor candidates - 2 views

  • "Why should we be meeting people in an office building?" adds Saller. "Why not in their favourite bar and have them tell us why it is their favourite? We work in a terrific industry and we should be bringing some of the excitement of working in this industry into the interview process."
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    We have a game show for everything else...  Again-  Good information, not too old and wants to throw out the rulebook.
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    Wow! Immediately has an HR person I begin to get nervous about the potential illegal interview questions or practices that these companies could be sued for. It's a risky line between innovative and unethical in terms of hiring. I like the idea and concept of thinking outside the box though!
mjmiles35

Five Super Useful Free Online Resources for Recruiters and HR Professionals - 1 views

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    resources that can be used.
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    Good resources, interesting what all can be looked into or at.
kxmant13

HR, Leadership, Technology, and Talent Management Predictions for 2013 - Forbes - 0 views

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    2013 looks to be a year of global growth, but for HR and talent leaders, it will likely continue to present challenges. Still a relevant article as we go into 2015!
Cindy Penny

Get Rid of the Performance Review! - WSJ - 1 views

  • ut usually they don't. I believe pay is primarily determined by market forces, with most jobs placed in a pay range prior to an employee's hiring.
  • Because no two people come similarly equipped, they draw upon the unique pluses and minuses they were endowed with at birth along with compensatory assets they subsequently developed
  • What's more, people don't want to pay a high price for acknowledging their need for improvement -- which is exactly what they would do if they arm the boss with the kind of personal information he or she would need to help them develop.
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  • Because one-way accountability inevitably creates distrust
  • It's the boss's responsibility to find a way to work well with an imperfect individual, not to convince the individual there are critical flaws that need immediate correcting, which is all but guaranteed to lead to unproductive game playing and politically inspired back-stabbing.
  • two-side, reciprocally accountable, performance previews.
  • lead to just-in-case and cover-your-behind activities that reduce the amount of time that could be put to productive use
  • Inquiry contrasts with most performance reviews, which begin with how the evaluator sees the individual and what that boss has already decided most needs enhancing.
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    Should we or shouldn't we? 
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    I found this to be a thought provoking article which seems to perfectly illustrate everything that can go bad with a performance review. I liked the practical approach to encourage open relationship which can provide the honest feedback we each need to address our self-improvement barriers.
Kathy Houghtaling

Trends for High-Impact Leadership - 0 views

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    This clip highlights the issue around talent management issues being of high-importance but low on preparedness. This is very true in many organizations.
dmesse13

Leadership Lessons From Walt Disney: Perfecting the Customer Experience | Talking Point... - 1 views

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    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.
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    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....
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    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.
Eric Walling

Finance Talent: Building Sustainable Leadership - Deloitte CFO - WSJ - 0 views

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    Having a career model that is closely tied to business needs can not only enhance retention, but also facilitate the development of professionals to support critical areas that are in danger of being understaffed.
mjmiles35

Tips From Mackenzie Jones Middle East For Yearly Appraisals - City Business - 0 views

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    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.
stephen_meade

The 7 C's: How to Find and Hire Great Employees - 6 views

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    Forbes article
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    Wow 7 C's….my article only at 4….this has some great "additional" information.
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    Good article, nice to see the 7 C's and an observation point from a leadership level owning up to be a contributing factor for new employee success rate.
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    There it is again with that compatible non-sense. That is why organizations get jammed up in lawsuits, and lose huge sums of money. Its a whole new generation of employers thinking that they should hire based on "Cultural matches" which are made up in the first place. That is a preference, and it cannot be articulated on the bench in front of a jury of 12. If you can't defend it, then don't make it a core competency or requirement. Make it a subfield, or a preference.
stephen_meade

Leadership: Current Theories, Research, and Future Directions - Annual Review of Psycho... - 1 views

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    As I read this I was drawn to section on cognitive constructs. I found it very interesting and the openness of which the author references the need for future research makes me wonder if we are getting closer to understanding the cognitive sciences or just beginning to grasp how big this issue could be.
callisig

How to Build an Onboarding Plan for a New Hire | Inc.com - 3 views

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    Good ideas for starting an onboarding plan and ideas to being. Will come in use as I develop a plan
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    Callie - good article - onboarding should start with the first click - I was reviewing my company's website today and for the career section, it's down until the 10th, not a good sign for those seeking opportunities with FFIC.
Eric Walling

5 Steps to Better Performance Reviews - 2 views

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    Seems easy enough...
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    I love the idea of 360's. This is one thing our company has essentially put on hold since financial times have been more difficult. It can be expensive to administer this type of feedback for employees, especially if it's a large organization. However, I believe getting feedback from your peers can sometimes be more important than your boss. Your peers are those who interact with you everyday and can truly provide a first hand perspective.
Kathy Houghtaling

Recruiting, Reinvented: How Companies Are Using Social Media In The Hiring Process - Fo... - 2 views

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    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.
dmesse13

Innovative Recruiting Strategies for 2014 - The Recruiting Division - The Recruiting Di... - 2 views

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    Speaking of "war for talent"….here is a good article about some "out-of-box" recruiting strategies.
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    I particularly like the idea of group interviewing, at least on a small scale. It allows for more than one perspective to be gathered on a potential job candidate.
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    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".
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    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.
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