09 03 Iir Talent Mgmt (35 Slides)

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tsbartridge

2009 March - Talent Management Conference

Business Bildung

SPEAKER NAME: Tom Bartridge COMPANY NAME: Emaar

Why is Talent Mgmt Important? ,[object Object],[object Object],Slide ,[object Object]

Where Do You Start? ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Slide

Talent Development ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Slide

Responsibilities Slide ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Development / Retention ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Business / Resource Plan SBU / Regions Corporate Role Critical Issues

Responsibilities Slide ,[object Object],[object Object],[object Object],[object Object],Monitoring ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Communication SBU / Regions Corporate Role Critical Issues

The Link to Performance Appraisals ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Slide

The Appraisal Process ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Slide

[object Object],[object Object],[object Object],Setting Objectives / Expectations Slide

Providing Feedback ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Slide

[object Object],[object Object],[object Object],Slide ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Supporting Development of Talent

Manager Level Focus Slide ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Executive Level Focus Slide ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

What is the Talent Pool? ,[object Object],[object Object],[object Object],[object Object],Slide

Candidate’s Top 3 Talents Slide Be specific and describe actions, behaviors & decisions.

Purpose of Mentoring ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Slide

Actively seek opportunities for protégé to acquire the identified experiences, knowledge and training they need To coach and guide the protégé on an ongoing basis, provide feedback and be a sounding board. Mentor Responsibilities

Develop and execute action plans to "close the gaps," maintain high levels of self-motivation and be open and direct with their mentor. Readily accept feedback and take the responsibility for their own development. Protégé Responsibilities

In Closing… ,[object Object],[object Object],[object Object],[object Object],Slide

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09 03 Iir Talent Mgmt (35 Slides)

1. SPEAKER NAME: Tom Bartridge COMPANY NAME: Emaar

2. Talent Management March 2009

8. Appraising Performance

10.

11.

12.

13. Emaar’s Appraisal Forms

14.

15.

16.

17. Emaar Talent Pool

18.

19. Talent Pool Program Slide

20. Welcome Screen Slide

21. Selecting Candidates Slide

22. Candidate Data Slide

23. Job History Slide

24. Candidate’s Top 3 Talents Slide Be specific and describe actions, behaviors & decisions.

25. Key Development Slide

26. Assignments Slide

27. Assessment Slide

28. Appraisal History Slide

29. Training Slide

30. Reports Slide

31. Mentoring

32.

33. Actively seek opportunities for protégé to acquire the identified experiences, knowledge and training they need To coach and guide the protégé on an ongoing basis, provide feedback and be a sounding board. Mentor Responsibilities

34. Develop and execute action plans to "close the gaps," maintain high levels of self-motivation and be open and direct with their mentor. Readily accept feedback and take the responsibility for their own development. Protégé Responsibilities

35.

36.