Group items tagged

All employees experience some type of onboarding, although the formality and comprehensiveness of onboarding programs varies widely across organizations.

Here are several examples of how companies conduct onboarding.

Control is a mirage. The most effective leaders right now--men and women--are those who embrace traits once considered feminine: Empathy. Vulnerability. Humility. Inclusiveness. Generosity. Balance. Patience.

I like the point of seeking more diverse perspectives from all avenues for leaders to gain a greater knowledge of their enviornment.

The "workforce of one" model of people management-sculpting work to fit every employee instead of...

It is very interesting to see how other organizations compare to mine with Performance Management. This information shows 3 different phases (plan, monitor, and review).

The term performance management often strikes fear in the hearts of supervisors and employees alike.

Having the right leader in place who sees that performance management is an ever evolving piece of the puzzle is the key to empowering employees to deliver their fullest potential.

Succession planning is a means for an organization to ensure its continued effective performance through leadership continuity. For an organization to plan for the replacement of key leaders, potential leaders must first be identified and prepared to take on those roles. It is not enough to select people in the organization who seem "right" for the job.

The involvement of the Board of Directors is critical when creating succession plans for C-suite roles. The Board has a responsibility to make sure the organization has an employee who is ready and have had time to experience or "shadow" those who are in the roles one might succeed.

Week 2 related

Week 2 related

The article identifies a couple of pieces that are important to creating a strong culture in an organization. They include building relationships, trust, the meaning of the work, and the relationship with colleagues. This aligns with much of the previous literature we have read within this course. I have also witnessed this within my organization and department. The department spends a lot of time recruiting people and making sure they will fit the culture of the department. If they have the right credentials but do not seem to align with the culture, we will not hire them. Culture is important in the workplace.

Right now, there's no hotter topic within the talent management community than workforce planning. The reasons are simple: with the current economy driving revenues down dramatically, many senior executives are examining how to plan ahead in order to increase their firms' capabilities, reduce costs, and survive the economic chaos likely to continue for some time.

Couldn't agree more! Our company is majorly making moves to being more mindful and data driven when it comes to how we operate even in HR.