“Great hotels guests love” is not just a slogan for this global innkeeper. It’s a business strategy that has dedicated and knowledgeable employees at its core. This podcast is sponsored by Pfeiffer, an imprint of John Wiley & Sons, Inc. Pfeiffer serves the professional development and hands-on resource needs of training and human resource practitioners and gives them products to do their jobs better. They deliver proven ideas and solutions from experts in HR development and HR management, and offer effective and customizable tools to improve workplace performance. Lean more at www.pfeiffer.com.
While surveys in general are commonly used for varied purposes in the context of workplace learning and performance and human capital management, organizational intelligence surveys are an entirely different breed of survey that account for strategic factors that enable or inhibit employee engagement, and other important organizational outcomes.
The carwash company gives customer loyalty and satisfaction a steady boost by using coaching, certification, and social media to develop its employees.
This podcast is sponsored by Pfeiffer, an imprint of John Wiley & Sons, Inc. Pfeiffer serves the professional development and hands-on resource needs of training and human resource practitioners and gives them products to do their jobs better. They deliver proven ideas and solutions from experts in HR development and HR management, and offer effective and customizable tools to improve workplace performance. Lean more at www.pfeiffer.com.
Job aids are a quick, easy, and often inexpensive way to improve performance fast and allow an employee to perform infrequently performed tasks more efficiently or standard tasks with more accuracy. This issue will help you to determine when to use a job aid and the type of job aid to use. It will also assist in designing, implementing, and evaluating the job aid. Sidebars provide examples of different types of job aids, and the included job aid offers a quick needs analysis. Learn to use and create job aids and improve performance fast!
How can a small training staff improve an organization’s performance? Small training departments can succeed in improving an organizations performance if they understand the key business challenges, focus on priorities, form partnerships with internal and external resources, and maintain a positive attitude. By following the strategies outlined in this book, lone trainers can survive and even thrive in todays challenging business environment. Managing the Small Training Staff is a compilation of 12 case studies that provide practical ideas for action and in-depth examples of what training departments that range in size from one part-time employee to five full-time people can accomplish. Representing a wide range of industries, the cases explain the challenges and opportunities small training departments face and describe specific success strategies and tactics that have proved useful.
Use the return-on-learning-investment (ROLI) model to develop fully engaged employees that link their learning to organizational success. Corporate Learning Strategies is a blueprint for building organizational structures that cultivate employee growth. The adoption of the return-on-learning-investment (ROLI) model enables widespread gains in performance, increased compliance, higher retention, greater employee ownership, and greater business unit success.
In 7 Paths to Managerial Leadership Fred Mackenzie lays out the 7 most important practices managers to implement for improved performance and sound manager-employee relationships. It further clarifies the accountabilities of the manager and of their direct reports. A must read for all people managers to help them enhance their managerial approach and to further develop their roles as developers of talent.
Become an exceptional manager; learn to motivate employees, communicate expectations effectively, and build great work teams.10 Steps to Be A Successful Manager is a primer for on the job management excellence. Regardless of your years of experience, it provides a simple, straight-forward 10-step model to align your management practices for improved results and communications. Build great work teams and ensure that your staff clearly understands performance expectations and standards for success. Dont forget to check out 10 Steps to Be a Successful Manager: The Facilitator’s Guide. Part of the ASTD 10 Steps series.Click here to read a review of this title.
In recessionary times, the HRM function has the unenviable task of managing layoffs, motivating employees who remain, and ensuring that the organization practices what it preaches and is not a fair-weather friend to the employees. Further, the companies themselves need to realize that good people management often translates into good economic performance.
Reward processes have to be evaluated for their effectiveness. Only when organizations know whether their reward processes are effective would there be a reward system that adequately compensates employees for performance.
Any employee development system consists of – induction, training, development, performance appraisal and career management. Lets dicuss in detail abouth the information systems for training and development.
The important processes in Human Resource Management are – Human resource planning, Employee remuneration and Benefits Administration, Performance Management of Employees, Employee Relations etc.
It is very challenging to design a rewards and recognition system when teams are globally distributed. In case of virtual teams the leader has to come up with creative ideas for recognizing good performance of employees.
This article discusses the need for the employees and the managers to have emotional and spiritual intelligence. The key theme in this article is that high performance is delivered by self-actualization of the employees and therefore, both SQ and EQ are needed that would not abandon the profit imperative and at the same time would make us take our next evolutionary leap.
Talent management solution integrates the needs of the management, executives and employees into one system and unifies information across all the major HR processes like performance management, recruitment and selection, learning and development.
The theory was developed by Robert House and has its roots in the expectancy theory of motivation. The theory is based on the premise that an employees perception of expectancies between his effort and performance is greatly affected by a leaders behavior.
Managing Talent from University of Michigan. In this course, you will learn best practices for selecting, recruiting, and onboarding talent. You will also learn about the key approaches to measuring performance and evaluating your employees. In …
Managing as a Coach from University of California, Davis. Do you (or do you want to) manage employees? Have you ever wondered how to get better performance out of those you manage? Are you unsure if you are communicating effectively with your …
Chief Learning Officers are often found at larger organizations where the human resources department is broken out into various specialties. CLOs, who are sometimes called chief knowledge officers, usually report either to the top talent officer or the chief executive officer (CEO). A CLO’s responsibilities may include on boarding, training courses and materials, employee development […]