Needs Assessment Documentation (Adapted from Petroleum Human Resources Council of Canada Increasing the Talent with permission.)
|
|
- Jennifer Sutton
- 5 years ago
- Views:
Transcription
1 Needs Assessment Documentation (Adapted from Petroleum Human Resources Council of Canada Increasing the Talent with permission.) Introduction to the Template This can be used as a template for documenting the outcomes of the needs assessment with the working group. The value of a comprehensive needs assessment document is that: It can be circulated to the working group for review and validation. Can be used as a foundation for communicating the results of the needs assessment to company leadership and others. Can be revisited in the future when the company is interested in evaluating and/or building on the Recruitment and Retention action plan. This template follows the agenda outlined in the facilitation guide for the Needs Assessment Working Group Session. Needs Assessment Overview of the Recruitment and Retention Initiative Outline the business case for developing a Recruitment and Retention action plan. With permission, comments reflecting the value of the initiative as expressed by company leaders can be included. Consider including an overview of the Recruitment and Retention model, philosophy and approach to provide context to how the needs assessment has been structured. Insights on Recruitment and Retention Strengths and Challenges Faced by the Company Record information provided by the working group during the needs assessment session. Record information provided by the working group during the needs assessment session. WHAT IS THE CURRENT SITUATION? A) Labour Pool 1) What do you know about the labour pool the company currently draws from? 2) Who is missing from this labour pool? HOW DO YOU KNOW?
2 WHAT IS THE CURRENT SITUATION? B) Influencing Industry Choice 1) What are the factors that influence people s decision to work in the supply chain? 2) What are the factors that keep people away? C) Influencing the Decision to Join the Company 1) What are the organizational-based strengths that create recruitment opportunities for the company? 1) What are the organizational-based factors that create recruitment challenges for the company? strengths that create recruitment opportunities for the company? factors that create recruitment challenges for the company? HOW DO YOU KNOW? WHAT IS THE CURRENT SITUATION? HOW DO YOU KNOW? D) Influencing the Decision to Stay with the Company (30 min) 1) What are the organizational-based strengths that create retention strengths that create retention opportunities for the opportunities for the challenges? company?
3 Career 1) What the Profiles organizational-based factors that create retention challenges for the company? factors that create retention challenges for the company? Categories and Themes Record the themes identified for each category. Labour Pool Category Theme(s) Influencing Industry Choice Industry Attractiveness Category Theme(s) Workforce Development Influencing the Decision to Join the Company Company Recruitment and Branding
4 Career Community Attractiveness Profiles Influencing the Decision to Stay with the Company Workplace Experiences Community Experiences
5 Identifying Important Issues: Boiling it Down - Round One Record the results of the first round of voting. Labour Pool Influencing Industry Choice Industry Attractiveness Workforce Development Influencing the Decision to Join the Company Company Recruitment and Branding Community Attractiveness Influencing the Decision to Stay with the Company Workplace Experiences
6 Community Experiences Identifying Important Issues: Boiling it Down - Round Two Identify selection criteria used during second round of voting. They could include: Company and employees will see results. Significant impact if we could fix this issue (even in the medium- or long-term), there would be a significant improvement in our ability to recruit and/or retain employees Fills a gap the issue is not already being fully addressed by another initiative. Within our control it is feasible to have an impact on this issue. Access and utilize other company and community resources don t reinvent the wheel. Other? Confirming Priorities Record the themes identified as most important by the whole group. Make sure to include any information and discussion items that may impact action planning and/or implementation including: What are those issues that can be addressed by this initiative in the short-term? What are those issues that can be addressed in the medium and long-term? Labour Pool Influencing Industry Choice Industry Attractiveness
7 Workforce Development Influencing the Decision to Join the Company Company Recruitment and Branding Community Attractiveness Influencing the Decision to Stay with the Company Workplace Experiences Community Experiences Next Steps Document the next steps in the process, the role and responsibility of the working group and timelines.
Needs Assessment Working Group Session (Adapted from Petroleum Human Resources Council of Canada Increasing the Talent with permission.
Needs Assessment Working Group Session (Adapted from Petroleum Human Resources Council of Canada Increasing the Talent with permission.) Introduction to the Tool A Needs Assessment session that captures
More informationThe future of financing for WHO
SIXTY-FOURTH WORLD HEALTH ASSEMBLY A64/INF.DOC./5 Provisional agenda item 11 12 May 2011 The future of financing for WHO World Health Organization: reforms for a healthy future Report by the Director-General
More informationHRM. Unit 1. Dr. Vinita Pimpale. Dr. Vinita Pimpale R.A.Podar College of Commerce & Economics
HRM Unit 1 1 What Is Human Resource Management? Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people
More informationInvestments in People Matter
G r o w i n g t h e A g r i Wo r k f o r c e T h e C a n a d i a n A g r i c u l t u r e a n d A g r i - f o o d W o r k f o r c e S u m m i t Investments in People Matter M a r c h 1 6, 2 0 1 6 PRESENTATION
More informationAdvanced Strategic Human Resources Management
Advanced Strategic Human Resources Management www.fawz.qa Advanced Strategic Human Resources Management TRAINING METHODOLOGY The training course will incorporate a combination of the following interactive
More information4/10/2014. Developing an HR Strategic Plan A Step by Step Approach. Agenda. By a Show of Hands: The HR Strategic Plan. Critical Success Factors
Developing an HR Strategic Plan A Step by Step Approach Sue Jones Managing Director - KLS Group (541) 213-2075 sue@theklsapproach.com www.theklsapproach.com Creating an HR Strategy Agenda The HR Strategic
More informationDepartment Business Plan. Human Resources
2015-18 Department Business Plan Human Resources Updated June 2016 Key to my role as Director of Human Resources (HR) is to help create a positive and safe work environment that attracts talent and inspires
More informationLaunching successful women s initiatives in your firm
AICPA Women s Initiatives Executive Committee Frequently asked questions Launching successful women s initiatives in your firm Why it matters Why should leaders care about gender diversity? Developing
More informationDeveloping a Competency
Eagle s Flight Developing a Competency Framework Research shows that strategic and integrated people development practices are linked to increased shareholder value. Changing Behavior to Improve Performance
More informationEmployee Value Proposition. Make the Most of your HR Investment
Employee Value Proposition Make the Most of your HR Investment 1 Workshop Goal: What is an Employee Value Proposition? 2 We help organizations dramatically improve performance and work through the friction
More informationHuman Resources Committee Mandate VIA Rail Canada Inc.
Human Resources Committee Mandate VIA Rail Canada Inc. 1. PURPOSE The Board of Directors ( Board ) has delegated to the Human Resources Committee the responsibility for oversight and monitoring of the
More informationExecutive Summary. The State of Employee Engagement pg. 2
the STATE of EMPLOYEE ENGAGEMENt 2018 v Executive Summary 2018 has been named The Year of Employee Experience by Forbes; highlighting an increasing need for employers to offer engaging experiences to retain
More informationBuild the Talent Pipeline: A Four Step Guide to Implementing Succession Planning. Karen N. Caruso, Ph.D.
Build the Talent Pipeline: A Four Step Guide to Implementing Succession Planning Karen N. Caruso, Ph.D. Build the Talent Pipeline: A Four Step Guide to Implementing Succession Planning Succession Planning
More informationManaging Workforce Generational Differences. August 10, 2012
Managing Workforce Generational Differences August 10, 2012 Introduction Steve Jacobs Senior Manager at Ernst & Young Career Background Overview of Performance & Reward Contact Information +1 312 879 3112
More informationWorkforce Planning Toolkit for Diagnosing and Addressing Strategic Talent Gaps
1 Workforce Planning Toolkit for Diagnosing and Addressing Strategic Talent Gaps The workforce planning toolkit was created by GrowthLines, Incorporated and has been used by several CLC members. For more
More informationWCO Framework of Principles and Practices on Customs Professionalism
WCO Framework of Principles and Practices on Customs Professionalism WCO Framework of Principles and Practices on Customs Professionalism WCO Framework of Principles and Practices on Customs Professionalism
More informationHow to Transform Your Talent Strategy into a Business Strategy Presented by:
How to Transform Your Talent Strategy into a Business Strategy Presented by: Sharlyn Lauby ITM Group Inc. Sponsored By: Wednesday, May 21, 2014 2:00 p.m. to 3:00 p.m. Eastern 1:00 p.m. to 2:00 p.m. Central
More informationWhat Do the Best Performance Management Processes Have in Common?
SAP White Paper Performance Management What Do the Best Performance Management Processes Have in Common? Table of Contents 4 Best Practices in Performance Management to Drive Better Business Results 7
More informationRedefining Corporate Culture: A San Diego Zoo Case Study
Redefining Corporate Culture: A San Diego Zoo Case Study Tim Mulligan, JD Chief Human Resources Officer San Diego Zoo Global @sdzglobal @mulligna 1 of 52 @sdzglobal #HRWestConf Agenda About San Diego Zoo
More informationHR certification: basic course
HR certification: basic course What makes the program unique: It is a modular program covering all major areas of the integrated talent There are trainings for different levels of HR professionals (basic
More informationExtending your Contingent Workforce with Direct Sourcing, Talent Communities, and Online Talent Marketplaces
Extending your Contingent Workforce with Direct Sourcing, Talent Communities, and Online Talent Marketplaces Catalant Rich Gardner VP of Strategic Partnerships TalentWave Sharon Markowski VP Alliance sig.org/summit
More informationShow value by learning to align initiatives, collecting data, and demonstrating the impact on business results. HUMAN CAPITAL. 30 T+D September 2013
HUMAN CAPITAL Show value by learning to align initiatives, collecting data, and demonstrating the impact on business results. 30 T+D September 2013 PHOTO: JENNI SWEITZER podcast examining INTEGRATED TALENT
More informationEconomic Power of Collaboration. Hospitality Industry & Non-Profit Partnerships
Economic Power of Collaboration Hospitality Industry & Non-Profit Partnerships Hosted by: hireimmigrants@ryerson.ca www.hireimmigrants.ca @hireimmigrants Funded by: This webinar is made possible with the
More informationReskilling Your Workforce to Execute Future Strategy. Feb 2, 2016
Reskilling Your Workforce to Execute Future Strategy Feb 2, 2016 Labor market trend to watch: Talent shortage is here https://www.conference-board.org/laborshortages/ 2 2015 The Conference Board, Inc.
More informationTalent Management. irc.queensu.ca. Devising Effective Strategies for Recruiting, Training, and Developing Your Talent Pool INDUSTRIAL RELATIONS CENTRE
INDUSTRIAL RELATIONS CENTRE Professional Development Training Talent Management Devising Effective Strategies for Recruiting, Training, and Developing Your Talent Pool irc.queensu.ca Queen s IRC evidence-based
More informationTo find out more about TRIEC s story, visit:
Request for Proposals Scaling Inclusive Workplaces Project Evaluation Consultant About TRIEC The Toronto Region Immigrant Employment Council (TRIEC) brings government, business and community leaders together
More informationLeading change. What is your vision of a workplace that supports high performance and an excellent quality of work life?
Workforce and Workplace Renewal: Keys to Success Graham S. Lowe, Ph.D. Keynote presentation at the International Personnel Management Association Canada, 2004 National Training Conference. St. John s,
More informationManufacturing CFOs: Strategies to attract and retain high-performing talent
Manufacturing CFOs: Strategies to attract and retain high-performing talent Eric Gonzaga Partner, Human Capital Services Jeff French (moderator) National Managing Partner, Manufacturing practice leader
More informationAgenda. Succession Planning Defined. Succession Planning Ensures Strong Lineup of Key Players
Succession Planning Ensures Strong Lineup of Key Players Georg Krammer, CEO Katie Kaneko, President November 3, 2016 Agenda Introduction Definition Importance Benefits Strategies and success factors Planning
More informationTips for Developing Public Health Workforce Development Plans
Tips for Developing Public Health Workforce Development Plans - Assessing - Planning - Implementing - Monitoring - Improving Tribal Accreditation Learning Community (TALC) Webinar March 10, 2017 Ron Bialek
More information21 st Century Succession Planning Practical Guidelines for Building the Talent Pipeline
21 st Century Succession Planning Practical Guidelines for Building the Talent Pipeline HR.Com Webinar September 26, 2013 Amy Hirsh Robinson, MBA ahr@interchange-group.com www.interchange-group.com Amy
More informationSIMON PARKIN 20 YEARS. Online MAURA DYER 15 YEARS. Online Recruitment Trends & Best Practices
2015 Recruitment Trends & Best Practices SIMON PARKIN 20 YEARS Online Practice Leader HR, Recruitment & Talent Solutions, The Talent Company Former global leader of Talent Acquisition - partners with organizations
More informationUNIVERSITY OF TEXAS AT AUSTIN EMPLOYEE ENGAGEMENT GUIDE
UNIVERSITY OF TEXAS AT AUSTIN EMPLOYEE ENGAGEMENT GUIDE WHAT IS THE SURVEY OF EMPLOYEE ENGAGEMENT? The Survey of Employee Engagement facilitated by the UT Austin Institute for Organizational Excellence,
More informationEMPLOYMENT EQUITY POLICY REGULATIONS
EMPLOYMENT EQUITY POLICY NUMBER ADM 04-1 APPROVAL DATE SEPTEMBER 16, 2008 PREVIOUS AMENDMENT MARCH 16, 1994 REVIEW DATE MAY 2013 AUTHORITY PRIMARY CONTACT BOARD OF GOVERNORS HUMAN RESOURCES POLICY In accordance
More informationTALENTALIGN IT. Organisational Effectiveness through People. Human Capital Management Implementation Guide
TALENTALIGN IT Organisational Effectiveness through People Human Capital Implementation Guide Human Capital Implementation Table of Content Table of Content... 2 What is Human Capital?... 3 Human Capital
More informationLeadership & Talent Edge
Practical learning points for improved performance Talent management versus Critical Personnel development evelopment, a leadership choice Fernando Kevin Vince PhD, DBA, MBA, MBus (Prof Acc), MM, BSc Managing
More informationCOUNCIL. Hundred and Sixtieth Session. Rome, 3-7 December 2018
November 2018 CL160/4 Add.1 E COUNCIL Hundred and Sixtieth Session Rome, 3-7 December 2018 Updated Action Plan for the Achievement of Equitable Geographic Distribution and Gender Parity of FAO Staff 1.
More informationLeverage Learning to Onboard Top Talent
Leverage Learning to Onboard Top Talent What s in this guide? Explore the top five ways that learning is used to enhance onboarding. Click to jump to a chapter. 2 33% of employees know whether they want
More informationUNITED WAY PARTNERSHIPS
United Way s bold goals in education, income and health are designed as a rallying cry to the nation to join together and work collectively on real, lasting solutions that would fundamentally put people
More informationWHY LANDSCAPING COMPANIES STRUGGLE TO BUILD LARGE-SCALE BUSINESSES, AND HOW U.S. LAWNS CAN HELP YOU BRIDGE THAT GAP
WHY LANDSCAPING COMPANIES STRUGGLE TO BUILD LARGE-SCALE BUSINESSES, AND HOW U.S. LAWNS CAN HELP YOU BRIDGE THAT GAP Prepared by: Owning a landscaping business is a dream come true! You get to spend your
More informationHuman Resources Committee (HRC) Terms of Reference
Human Resources Committee (HRC) Terms of Reference AUTHORITY The Human Resources Committee is established by the Board of Governors and reports to the Board through the Committee Chair. The Committee Chair
More informationTopic Program and Resources Delivery Method Training Hours
Leadership Ten Steps Of Engagement For Managers And Leaders Ten Steps of Engagement for Managers and Leaders Slides Engagement Leadership Leadership Evaluation Change Plan Leadership Evaluation Leadership
More informationINTERROGATORIES OF THE CANADIAN UNION OF PUBLIC EMPLOYEES, LOCAL ONE
EB-0-0 Tab Schedule Filed: 0 Dec INTERROGATORY : C-T-S D-T D-T D-T Toronto Hydro acknowledges its aging distribution system states that it has undertaken substantial modernization of the existing infrastructure.
More informationThe Growing Economy and Demographic Shifts: A Brave New World. Margaret J. Strange Jackson Lewis P.C. Hartford
The Growing Economy and Demographic Shifts: A Brave New World Margaret J. Strange Jackson Lewis P.C. Hartford StrangeM@jacksonlewis.com 860-522-0404 Who are our workers? 3 Millennials & Work: The Numbers
More informationEmployee Value Proposition Do we have one? Do we need one? How do we get one?
Employee Value Proposition Do we have one? Do we need one? How do we get one? MT SHRM Conference February 23, 2018 1 Andrea Goodkin, SPHR, SHRM-SCP Executive Vice President and Practice Lead, Human Capital
More informationHuman Resources Specialist, Staffing and Recruitment - (14 Month Term)
Career Opportunities Human Resources Specialist, Staffing and Recruitment - (14 Month Term) Department: Human Resources Location: Winnipeg Number of Openings: 1 Grade: 6 ($59,924 - $74,024) Closing Date:
More informationThe Strategic Approach to HR
The Strategic Approach to HR D I A G N O S I N G A N D S O L V I N G B U S I N E S S P R O B L E M S T H R O U G H H R A N D E M P L O Y E E I N T E R V E N T I O N S Diagnosing the Problem Identify causal
More informationNexus Recruitment Bell Canada Case Study
Nexus Recruitment Bell Canada Case Study Maureen Bell Consultant Careers Practice CASS Conference April 2003 Bell Canada 43,700 employees 25 million customer connections IP/broadband Wireline and wireless
More informationBusiness Services Centre Industry. BSC Opportunities Summit Monday, April (10h00am-3h00pm) Delta Beausejour
Business Services Centre Industry BSC Opportunities Summit Monday, April 3 2017 (10h00am-3h00pm) Delta Beausejour Presentation agenda Time 10h10-10h40am Item Welcoming remarks and introduction Summary
More informationWorkforce Planning to Meet Critical Business Needs
Workforce Planning to Meet Critical Business Needs TEXAS PUBLIC POWER ASSOCIATION 2016 Annual Conference July 26, 2016 - Austin, TX Presented by: Yvonne Morales Pelayo, CPS Energy Patricia Cruz, Leidos
More informationAlberta Linkages Project Food Beverage and Hospitality Sector
Alberta Linkages Project Food Beverage and Hospitality Sector Stephen Crocker, Project Manager Gina Potts, Project Coordinator March 20 th, 2018 Informational Session High Prairie, Alberta Formerly Aboriginal
More informationFuture Proofing HR Survey Series Research Insights
Future Proofing HR Survey Series Research Insights Greg Selke Business Transformation Executive SAP November 2017 San Francisco INTERNAL Introduction and Session Goals 10 Topics x 5 Ideas = 50 Takeaways
More informationExtending your Contingent Workforce with Direct Sourcing, Talent Communities, and Online Talent Marketplaces
Extending your Contingent Workforce with Direct Sourcing, Talent Communities, and Online Talent Marketplaces Catalant Sloan McCauley Director, Strategic Partnerships TalentWave Sharon Markowski VP Alliance
More informationManage Pipeline Builder Leads in Recruiter
Manage Pipeline Builder Leads in Recruiter Pipeline Builder helps companies quickly build a targeted pipeline of interested talent in just three steps. Here s how it works and how you can manage these
More informationNational Grid Embedding a culture of diversity and inclusion
National Grid Embedding a culture of diversity and inclusion Company information National Grid is an international electricity and gas company based in the UK and Northeastern US. It plays a vital role
More informationASSESSMENTS FOR TALENT DEVELOPMENT: MYTHS VS REALITIES
ASSESSMENTS FOR TALENT DEVELOPMENT: MYTHS VS REALITIES Introduction It s widely accepted that assessments add value during talent acquisition and hiring practices, with as many as 86% of organizations
More informationHuman Resources Specialist (Recruitment & Staffing), Bilingual 14 Month Term Canadian Museum for Human Rights Winnipeg, Manitoba, Canada
Human Resources Specialist (Recruitment & Staffing), Bilingual 14 Month Term Canadian Museum for Human Rights Winnipeg, Manitoba, Canada Overview The Canadian Museum for Human Rights is the first museum
More informationChief Executive Directors of Planning x 2 National Boards, with input from all National Boards. Lead Director Author
NOT PROTECTIVELY MARKED Public Board Meeting March 2018 Item No 07.1 THIS PAPER IS FOR ENDORSEMENT NATIONAL BOARD COLLABORATIVE DELIVERY PLAN 2018-23 SUMMARY Lead Director Author Action required Key points
More information9/4/2018 BUILDING A STRONG TALENT ACQUISITION STRATEGY IN ALASKA. Recruiting & hiring are changing
BUILDING A STRONG TALENT ACQUISITION STRATEGY IN ALASKA MARY M. RYDESKY SEPTEMBER 2018 SHRM OBJECTIVES 1. Define talent acquisition management & its metrics for organization leaders 2. Understand how to
More informationComprehensive Five-Year Human Resource Strategy IMPLEMENTATION PLAN. April 2004 March 2009
Comprehensive Five-Year Human Resource Strategy IMPLEMENTATION PLAN April 2004 March 2009 November 2004 Table of Contents Table of Contents.. 1 NWT Approach. 2 Background. 3 Framework for Action HR Strategy
More informationTALENT MANAGEMENT IS BETTER TOGE+HER
TALENT MANAGEMENT IS BETTER TOGE+HER + + + WHERE WILL AN INTEGRATED TALENT MANAGEMENT STRATEGY TAKE YOUR DISTRICT? Cornerstone helps you realize the possibilities. Take a look... The right talent, the
More informationUniversity of Portland. Staff Classification & Market Pricing Project
University of Portland Staff Classification & Market Pricing Project 2014 Agenda Project Objective and Goals Classification Structure Compensation Philosophy Salary Structure & Market Pricing Manager Responsibilities?
More informationImprove Engagement by Driving a Development Culture
Improve Engagement by Driving a Development Culture Amy Freshman Sr. Director, Global Workforce Enablement - ADP Sandy Thomas Sr. Director, Global Talent and Development - ADP Thank You for Joining Us!!!
More informationAPPRENTICESHIPS HOW WE CAN HELP YOUR BUSINESS EMPLOY APPRENTICES
CATCH22 APPRENTICESHIPS HOW WE CAN HELP YOUR BUSINESS EMPLOY APPRENTICES GOOD APPRENTICESHIPS: GOOD FOR YOUR BUSINESS, GOOD FOR YOUR PEOPLE, GOOD FOR YOUR COMMUNITY Catch22 is here to help you create a
More informationAPPRENTICESHIPS HOW WE CAN HELP YOUR BUSINESS EMPLOY APPRENTICES
CATCH22 APPRENTICESHIPS HOW WE CAN HELP YOUR BUSINESS EMPLOY APPRENTICES GOOD APPRENTICESHIPS: GOOD FOR YOUR BUSINESS, GOOD FOR YOUR PEOPLE, GOOD FOR YOUR COMMUNITY Catch22 is here to help you create a
More informationENGAGED EMPLOYEES ON A PATH TO PREMIER PERFORMANCE
ENGAGED EMPLOYEES ON A PATH TO PREMIER PERFORMANCE A study of employee engagement ABOUT INGERSOLL RAND Advancing the quality of life by creating comfortable, sustainable and efficient environments. Its
More informationTurning Employees into Brand Advocates. 4 Steps to an Effective Employee Engagement Program
Turning Employees into Brand Advocates 4 Steps to an Effective Employee Engagement Program Engaged employees are the lifeblood of every successful business. They speak positively about your company to
More informationEffective Onboarding: Hope is not a Strategy. Jana Cinnamon Talent Management Director Abdo, Eick & Meyers, LLP
Effective Onboarding: Hope is not a Strategy Jana Cinnamon Talent Management Director Abdo, Eick & Meyers, LLP Degrees Earned Companies Worked For People Hired & On-boarded Dollars Won of new hires leave
More informationTALENT LEADERS PULSE REPORT 2018
TALENT LEADERS PULSE REPORT 2018 Produced in partnership by FOREWORD FROM SIGMAR RECRUITMENT Welcome to the Sigmar & EY 2018 Talent Leaders Pulse Report. In January 2018 we surveyed 269 talent leaders
More informationLaura Randell, SHRP, CEO Recruitment Strategy-Candidate Care
Laura Randell, SHRP, CEO Recruitment Strategy-Candidate Care What we ll cover today Overview of PeopleMatters and Laura Randell Introduction to Candidate Care What is Candidate Care Assess how effective
More informationSuccession Planning at BMO Financial Group
Succession Planning at BMO Financial Group Lynn Roger SVP, Talent Strategies and Executive Resourcing BMO Financial Group Best Practices Forum November 16 th, 2010 Our Journey The change agenda at BMO
More informationHR Trends in BC 2008 Survey Report
HR Trends in BC 2008 Contents Executive Summary...3 1. Introduction...4 2. Key Themes...4 2.1 Theme 1: More with Less...4 2.2 Theme 2: Focus on Recruitment and Retention...4 2.3 Theme 3: Increased Focus
More informationD R. V I C K I A. B R O W N D O D C H I E F L E A R N I N G O F F I C E R C I V I L I A N W O R K F O R C E J U LY 2 016
D R. V I C K I A. B R O W N D O D C H I E F L E A R N I N G O F F I C E R C I V I L I A N W O R K F O R C E J U LY 2 016 PRESENTATION GOAL 1. Create awareness of what employee engagement is, how it is
More informationTalentC-People Services Inc Baird Street North Regina,Saskatchewan. Canada S4X 3B6
TalentC-People Services Inc. 1222 Baird Street North Regina,Saskatchewan. Canada S4X 3B6 Disengaged Engaged Employees The Impact on a Mentoring Culture Doug Lawrence TalentC - People Services Inc. Agenda
More informationHow Saputo is advancing their female leadership pipeline. Gender Truths
How Saputo is advancing their female leadership pipeline Gender Truths Today we ll discuss How organizations are missing the mark when it comes to making progress on their gender diversity agenda What
More informationUsing Employee Resource Groups to Increase Diversity
Using Employee Resource Groups to Increase Diversity What is an Employee Resource Group (ERG)? Employee Resource Groups (ERGs) can go by other names, such as affinity groups or networking groups. These
More informationHOW TO MEASURE QUALITY OF HIRE
HOW TO MEASURE QUALITY OF HIRE A beginner s guide to building your custom quality of hire (QoH) metric. 2018 Namely, Inc. TABLE OF CONTENTS INTRODUCTION 3 WHAT IS QUALITY OF HIRE 4 WHY TRACK QUALITY OF
More informationWorkforce strategies to enhance State Oral Health Program capacity. Samantha Jordan
Workforce strategies to enhance State Oral Health Program capacity Samantha Jordan sjordan105@gmail.com National Public Health Strategic Roadmap GOAL: Enhance the educational system at multiple levels
More informationRandstad. talent trends report - HR game changers
Randstad talent trends report - HR game changers What percentage of your workforce is currently contingent (ie. non-permanent employees)? talent trends summary theme % % 0 % % % the shifting workplace
More informationLeading the Conversation: Cultural Diversity in the Workplace
Leading the Conversation: Cultural Diversity in the Workplace Beth Clarke Director, Employer Programs Toronto Region Immigrant Employment Council (TRIEC) Beth Clarke Director, Employer Programs Toronto
More informationPiiQ Conversation Guide for Managers
PiiQ Conversation Guide for Managers To help you kick start Check-ins, we ve compiled two Conversation Guides, Weekly 1:1 and Employee Development. Use these templates directly or draw from the topics
More informationHow to Motivate Top Talent in Difficult Times
Success Summaries How to Motivate Top Talent in Difficult Times The following information was made available on the World Wide Web as an on-line article, blog, discussion thread or similar forum. Success
More informationIs your organization s talent ready for the future? Succession planning for future success
Is your organization s talent ready for the future? Succession planning for future success Business Focus Customized leadership, team building and individual training/coaching Analysis and strategies for
More informationSTAY INTERVIEW TOOLKIT WHAT IS A STAY INTERVIEW?
STAY INTERVIEW TOOLKIT Retaining our talent is essential for Vail Resorts to be successful. Use this toolkit to ensure the lines of communication stay open between managers and employees. WHAT IS A STAY
More informationTULSA TECH STRATEGIC FRAMEWORK
TULSA TECH STRATEGIC FRAMEWORK INITIATED AUGUST 2014 OUR MISSION Educating people for success in the workplace. OUR VALUES We earn Trust by modeling these values:» Communication and Collaboration We maintain
More informationState of South Carolina. Classification and Compensation System Study Project Report
State of South Carolina Classification and Compensation System Study Project Report Why was the project undertaken? In the 2015-2016 General Appropriations Act, Proviso 93.33 authorized the Division of
More informationKaiser Permanente. How Kaiser Permanente Supports Employees with Disabilities: The Technology Solution
1 How Kaiser Permanente Supports Employees with Disabilities: The Technology Solution Marlene Dines, MS, CRC, CPDM, National IDM Leader Kaiser Permanente Agenda Overview of Kaiser Permanente Advances in
More informationThe Impact of a Recovering Economy on Talent Acquisition & Retention. Robin Erickson, Ph.D. Vice President Talent Acquisition Research April 1, 2014
The Impact of a Recovering Economy on Talent Acquisition & Retention Robin Erickson, Ph.D. Vice President Talent Acquisition Research April 1, 2014 Agenda Retention & Talent Acquisition Trends (11:00 11:15)
More informationRequest for Qualifications Research & Analytical Consultant(s) RELEASE DATE» January 2018
Request for Qualifications Research & Analytical Consultant(s) RELEASE DATE» January 2018 Table of Contents 1.0 Introduction... 2 2.0 About PetroLMI... 2 3.0 Background, Objectives and Scope... 3 4.0 Consultant
More informationManpower Organisation, Succession Planning & Trend Analysis. Saudi Arabia, Riyadh, Al Faisaliah Hotel. Training Course :
Training Course : Manpower Organisation, Succession Planning & Trend Analysis Training Course For One Week In Saudi Arabia, Riyadh, Al Faisaliah Hotel Which Be Held As Under Details : Tel. : 00965 22610021
More informationTalent Management and Resourcing at Porsche
Talent Management and Resourcing at Porsche Word Count: 1572 words (excludes title page, executive summary, table of contents and references list) Executive Summary Talent management and resourcing are
More informationWhy Hard ROI Numbers Distract Your Boss from the Real Value Your Training Adds to the Organization
Why Hard ROI Numbers Distract Your Boss from the Real Value Your Training Adds to the Organization 8th ANNUAL INNOVATIONS IN e-learning SYMPOSIUM June 6, 2012 Ken Reynolds, Ph.D. Alena Nikitsina Significant
More informationIPMA-Canada Certification Program
Program IPMA-CP (In Training) IPMA-CP IPMA-ACP IPMA-EX IPMA-CE International Personnel Management Association Canada 3333 333 Program IPMA-Canada is a national human resource management association whose
More informationAligning business and HR strategies p. 82 Approaches to developing corporate strategy p. 82 Planned versus emergent p. 84 Aligning the organization
List of figures p. xii Foreword p. xiii Foreword p. xv Preface p. xviii Acknowledgements p. xx The need for strategic HRM p. 1 Beyond internal consultancy--the need for strategic Human Resources p. 3 The
More informationHow Workplace Training Drives Success. Overcome skill gaps and achieve business goals with training from Global Knowledge
How Workplace Training Drives Success Overcome skill gaps and achieve business goals with training from Global Knowledge Introduction In the age of digital transformation, many companies are losing ground
More informationENGAGEMENT AMBASSADOR GUIDE
ENGAGEMENT AMBASSADOR GUIDE What is an Engagement Ambassador? An Engagement Ambassador is someone who cares about their workplace and the experience they and their coworkers have. They want to continually
More informationVOLUNTEER WEBINAR SERIES. Volunteer Training Webinar Series Publicity & Marketing 101
VOLUNTEER WEBINAR SERIES Volunteer Training Webinar Series Publicity & Marketing 101 Housekeeping Staff & Volunteers attending Please mute your lines - *6 (toggle on/off) Feel Free to ask questions at
More informationThe greater la crosse area diversity council
The greater la crosse area diversity council Greater La crosse area diversity council Who We Are: a community organization with a mission To strengthen the workplaces and communities of the Greater La
More informationThe Central Address for a Connected Workforce. Human Capital Management Report. The Reinvention of HR: Managing HCM Trends and the Evolving Workforce
The Central Address for a Connected Workforce Human Capital Management Report The Reinvention of HR: Managing HCM Trends and the Evolving Workforce By 2025, Millennials will account for 75% of the global
More informationCertified Talent Manager VS-1051
VS-1051 Certified Talent Manager Certification Code VS-1051 Vskills certification for Talent Manager assesses the candidate as per the company s need for talent identification, retention and management.
More information