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Key Integrated HR Services by RitaMaselli&Associates

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This PPT presentation identifies some of the key HR services which are required for sustained corporate growth: talent identification and management, succession planning and manager recruitment and assessment centers.

Veröffentlicht in: Business, Technologie
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Key Integrated HR Services by RitaMaselli&Associates

  1. 1. rita maselli &associates rita maselli &associates rita maselli &associates Integrated HR Services … for Sustainable Growth
  2. 2. What can we do for you? <ul><li>Talent management </li></ul><ul><li>Succession planning </li></ul><ul><li>Career development </li></ul><ul><li>Change Management </li></ul><ul><li>Management assessment </li></ul><ul><li>Training needs assessment </li></ul>Consulting
  3. 3. Consulting Services <ul><li>Talent management </li></ul><ul><li>Succession planning </li></ul><ul><li>Change management </li></ul><ul><li>Strategic planning </li></ul><ul><li>Critical staff issues </li></ul><ul><ul><ul><li>Performance </li></ul></ul></ul><ul><ul><ul><li>Attitudes </li></ul></ul></ul><ul><ul><ul><li>Training needs </li></ul></ul></ul><ul><ul><ul><li>Satisfaction & morale </li></ul></ul></ul>
  4. 4. Talent management is … <ul><li>About </li></ul><ul><li>Identifying the right person for the right place </li></ul><ul><li>Realigning people for maximum performance </li></ul><ul><li>Focusing identified talent on critical projects, issues, products, services </li></ul>
  5. 5. Benefits of Talent Management <ul><li>Greater productivity: individual, team, company </li></ul><ul><li>Maximum use of talent pool </li></ul><ul><li>Elimination of talent waste </li></ul><ul><li>Greater staff motivation (strengths & weaknesses compensated for) </li></ul><ul><li>Better retention of talented staff (career paths) </li></ul><ul><li>Stronger, better balanced teams </li></ul><ul><li>Focused use of training & development </li></ul><ul><li>dollars </li></ul>
  6. 6. The Talent Audit Instrument <ul><li>identifies skills/gaps of a group & reports client bench strength </li></ul><ul><li>provides objective, predictive data </li></ul><ul><li>for promotion decision </li></ul><ul><li>can be used for succession planning </li></ul>
  7. 7. Succession planning is … <ul><li>About </li></ul><ul><li>Finding the “right’ people to fill key positions </li></ul><ul><li>Developing the “right” people for key positions </li></ul><ul><li>Developing a comprehensive “replacement” plan </li></ul>Do you have trained possible replacements for all key positions?
  8. 8. Benefits of Succession Planning <ul><li>Greater consistency of performance </li></ul><ul><li>Increased employee motivation </li></ul><ul><li>Hedging against risks associated </li></ul><ul><li>with employee loss </li></ul><ul><li>Multiple options to choose from </li></ul><ul><li>Long-term view of business </li></ul>
  9. 9. Types of Assessments & Reports <ul><li>Succession Planning: </li></ul><ul><li>Fit for a Specific role - uses data from Talent Audit </li></ul><ul><li>Creation of Acceleration pool - uses data from Talent Audit to develop pool of high potential individuals to receive targeted development </li></ul>
  10. 10. Career Development is … <ul><li>About </li></ul><ul><li>Assessing current strengths & weaknesses </li></ul><ul><li>Identifying interests </li></ul><ul><li>Determining future growth & position opportunities </li></ul><ul><li>Leadership assessment skills potential </li></ul><ul><li>Establishing career paths </li></ul>
  11. 11. Benefits of Career Planning <ul><li>Employee self-actualization </li></ul><ul><li>Greater employee empowerment </li></ul><ul><li>Increased satisfaction </li></ul><ul><li>Increased employee-company trust </li></ul><ul><li>Focused energy and efforts </li></ul><ul><li>Targeted training & development </li></ul><ul><li>Better employee retention rates </li></ul>
  12. 12. Types of Assessments & Reports <ul><li>Career Development Planning </li></ul><ul><li>For individual - Talent Audit used </li></ul><ul><ul><li>1. to determine “developable” competencies </li></ul></ul><ul><ul><li>2. to provide coaching, mentoring relationship, training etc. </li></ul></ul><ul><li>For group or team - Talent Audit used to determine group development needs </li></ul><ul><ul><li>Team Mark: advantages/disadvantages, suggestions for improvement </li></ul></ul><ul><ul><li>Team Styles: profile of team working styles, similarities/differences, growth opportunities </li></ul></ul>
  13. 13. Change management is … <ul><li>About </li></ul><ul><li>Directing & managing the change process </li></ul><ul><li>Identifying agents of change </li></ul><ul><li>Positioning company resources for </li></ul><ul><li>maximum impact </li></ul><ul><li>Being prepared with solutions for change “glitches” </li></ul><ul><li>Developing a “change-ready” culture </li></ul>
  14. 14. Benefits of Change Management <ul><li>Better retention of key people </li></ul><ul><li>Decrease in overall frustration during transition phase </li></ul><ul><li>Mobilization of critical resources behind change initiative </li></ul><ul><li>Decrease in hidden resistance to change </li></ul><ul><li>Better return on “ change” dollars </li></ul>
  15. 15. Using Change Management Assessments & Reports <ul><li>Assesses organizational, company or group readiness for change </li></ul><ul><li>Assesses employee attitudes toward change </li></ul><ul><li>Identifies where change resources should be focused </li></ul><ul><li>Can allow for change “process” to be developed </li></ul>
  16. 16. Benefits of Manager Assessment Centers <ul><li>Unbiased, multi-faceted assessment </li></ul><ul><li>Comprehensive, validated management profiles </li></ul><ul><li>More objective decision-making </li></ul><ul><li>Opportunities to develop managers </li></ul><ul><li>Targeted use of development money </li></ul><ul><li>Better retention of key people </li></ul>
  17. 17. Manager Assessment Centers <ul><li>Strategic Purpose: </li></ul><ul><li>Assess competencies of target managers using external assessors </li></ul><ul><li>Identify strategies for career development </li></ul><ul><li>Report results in practical format to client to assist in decision-making </li></ul>integrated assessment center method: pen & paper tests, case studies, simulations etc. by a group of unbiased, professional evaluators
  18. 18. Which competencies are tested? <ul><li>Examples of competencies: </li></ul><ul><li>Initiative & drive </li></ul><ul><li>Strategic thinking </li></ul><ul><li>Self-management & development </li></ul><ul><li>Adapting to change </li></ul><ul><li>Insightfulness & smartness </li></ul><ul><li>Market sensitivity </li></ul><ul><li>Manage risk and reward </li></ul><ul><li>Cost awareness </li></ul>Can be customized to test your competencies.
  19. 19. Typical Manager Assessment Center <ul><li>Variety of exercises </li></ul><ul><li>Ratio of 2 assessors to 1 assessee </li></ul><ul><li>Can be held in any location </li></ul><ul><li>Usually 3 days long </li></ul><ul><li>Individual feedback session with each participant </li></ul><ul><li>Assessment/development report for each participant </li></ul>Sample exercises: in-basket, leaderless group discussion, oral presentation, fact-finding, behavior interview Can be customized to fit your special needs!
  20. 20. Recruitment Assessment Center <ul><li>Details </li></ul><ul><li>One full day </li></ul><ul><li>External assessors </li></ul><ul><li>Mix of written tests, interviews, </li></ul><ul><li>simulations, case studies, role plays </li></ul><ul><li>Benefits for the client </li></ul><ul><li>Selection based on comprehensive profile </li></ul><ul><li>Impossible to “fake” performance </li></ul><ul><li>Takes the headache out of recruiting for key </li></ul><ul><li>positions </li></ul>
  21. 21. Types of Assessments & Reports <ul><li>Individual Manager Assessments: </li></ul><ul><li>General personality inventory </li></ul><ul><li>General aptitude and skills </li></ul><ul><li>Specific Management competencies </li></ul><ul><li>Leadership 360 feedback </li></ul><ul><li>Attitudes inventory </li></ul><ul><li>Working style inventory </li></ul><ul><li>Emotional intelligence </li></ul><ul><li>Business reasoning </li></ul><ul><li>Values inventory </li></ul>
  22. 22. Our Process … Partners in Growth <ul><li>Key Steps </li></ul><ul><li>Meeting to collect data, understand client needs & discuss perspectives </li></ul><ul><li>Proposal submitted </li></ul><ul><li>Proposal discussed and modified </li></ul><ul><li>Proposal accepted </li></ul><ul><li>Schedule determined </li></ul>Partners
  23. 23. Our Process … Partners in Growth <ul><li>Key Steps: </li></ul><ul><li>Implementation begins </li></ul><ul><li>Monitoring </li></ul><ul><li>Regular communication/progress meetings </li></ul><ul><li>Modifications </li></ul><ul><li>Evaluation </li></ul>Partners
  24. 24. Thank You ! <ul><li>[email_address] </li></ul><ul><li>or [email_address] </li></ul><ul><li>RitaMaselli & Associates website </li></ul><ul><li>is currently being designed </li></ul>Rita Maselli & Associates

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