Human Resources Training, Talent management

Talent Management is the Key to Organizational Success

No resource is of greater importance to an organization than its people. An organization that has a talented employee and knows how to use it for its good and the talented employee’s is a winner.

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Talent management. That quintessential, most valuable element of an organization’s strength is sometimes overlooked. This is because organizations sometimes become too busy to identify and nurture the talent it has on hand. Many organizations make the mistake of scouting for a commodity that they have in their own midst without realizing it. They end up paying a steep price.

But first, what is talent management? Talent management may be described as the ability of an organization to spot and develop special abilities in its employees.

Processes Involved in Talent Management

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Talent management is a clearly defined process:

  • Recruiting talent by using various yardsticks
  • Understanding why talent is required for a set task or requirement
  • Identification of talent by assessing the employee in relation to metrics-based performance of specific tasks and completion of goals
  • Communicating the purpose of talent-finding to the employees
  • Training and coaching to exploit this talent and bring this in line with the organizational goals
  • Constantly monitoring how talent management is faring in relation to the desired results sought
  • Rewarding good performance that is got out of talent management.

Elements of Talent Management

Although by nature talent management is never fixed and keeps changing and evolving in relation to circumstances; a few tools can be used for assessing its effectiveness:

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Challenges of Leadership, Human Resources Training, Leadership, leadership and management

How to Bring More Self Mastery into Your Leadership Skills?

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One of the ultimate benchmarks of leadership is when it has no followers. Surprised? Ironical as it might sound, this is the true indices of leadership success. Leadership is said to succeed best when the people it produces do things on their own, without having to depend on others, and without having to have a boss to tell them what to do. If the mentee a leader has mentored doesn’t come back to the mentor for things, then, it is a positive sign that the leadership training has been successful.

This is one of the strange paradoxes, and on often overlooked aspect of sound leadership. Who can be a better leader than the one who is self-disciplined, self-driven, and self-motivated? This is the highest objective any leadership training should hope to achieve.

The best criterion for leadership training

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If leadership training throws up a crop of leaders that don’t need handholding, do not need an overseeing authority to tell them what to do, how and when, and if leadership training has turned out leaders who are emotionally intelligent, love challenges and have a thorough sense of purpose and direction, there can be no better indicator of its efficacy.

key leadership traits

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key leadership traits that leaders need to imbibe to become self-controlled and self-directed. This skill is very important to take on leadership roles in the next few years, which is set to undergo major challenges with the waves of technology and other effects sweeping it.

TrainHR will give you more knowledge about the following areas:

  • The definition of self leadership and it’s relevancy to you personally and professionally
  • Learn how to bring more self-mastery into your leadership skills
  • Examine 8 simple yet powerful principles to master self-leadership
  • How to apply the principals to make the difference you want to achieve
  • Steps to improving self-leadership once you have tried it for a while.

 

 

employee onboarding

Onboarding Employees: Good Beginnings Make Good Employees

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If one were asked which among all the functions of an organization are most important; onboarding should rank among those at the very top. This is the process in which the organization familiarizes its culture, its business and its processes to the new hire. Note the use of the word “process”. This is the definer for what onboarding should be like. Some organizations like to think of onboarding as a one-time exercise. It is not. Onboarding is a journey, not a destination. This simple knowledge should drive HR into crafting the right onboarding system.

The basis to putting a robust onboarding system in place is the understanding of the fundamental difference between onboarding and employee orientation. Employee orientation is a small part of the onboarding. It is more about documentation, while onboarding goes much deeper. Onboarding is a continuous process that runs for a few months, and this is the period in which the employee develops a bond with the organization. Once this is done, she starts getting engaged with the organization. An engaged employee, as we know, is the ultimate asset for any organization.

Orienting the employee mind-set towards the organization

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HR bring about this transition in the mind-set of the new employee towards the organization

Avoid the common mistakes of onboarding

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One of the most important mistakes HR does with respect to onboarding is to give the new employee the chance to form opinions about the organization. This happens when their roles are not clearly defined, or their functions are not clearly charted out, or their reporting hierarchies are not set out properly. When a new hire spends a good time of the first few days staring at the walls or at the monitor and doing nothing, waiting for the manager to come down and instruct; the interest bubble punctures.

This gives them the chance to judge the company, their manager, their peers, and the job they’ve been hired to do. An orientation program in which too much information goes and little enters the heads of the new employee makes matters worse.

Avoid these situations if the onboarding process has to be sound and effective. Develop not just a program, but a process, by which the new hires will start becoming productive immediately and will be kicked up about their new job. HR should prepare, conduct, and evaluate effective new employee orientation programs and they should update existing programs. Onboarding practices should reflect new technologies and learning styles of 21st century employees.

Learn more about the following areas by connecting with TrainHR

  • Avoid traditional orientation mistakes
  • Define onboarding goals
  • Plan an orientation agenda
  • Avoid information overload
  • Put new employees at ease
  • Ease the transition of new employees into existing teams
  • Develop rapport between new employees & their manager
  • Communicate organizational culture & support
  • Utilize new technologies
  • Provide consistency to ensure legal requirements
  • Increase new employee retention
  • Help HR professionals work with all levels of the organization to improve the onboarding experience.

 

Human Resources Training, Mentoring for future leadership, workplace Mentoring

What are the Tools and Techniques for Mentoring?

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Effective mentoring is one of the pillars of a strong leadership capability. Organizations that realize the need for future leadership rely on effective mentoring as a means to shape it. This said, while the role of mentoring in building the future of the organization is beyond question, what is important to understand is how to make this mentoring effective.

Learning about the tools and techniques of mentoring

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Learn the tools and techniques that mentoring requires to become effective. the tools and techniques include:

  • Relationship building
  • Building trust
  • Two-way relationship and what it means
  • Effective communication
  • Critical thinking
  • Visualization
  • Body language
  • Trigger words and deflections.

Stages of mentoring

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There are three levels of mentoring:

  • The Trusting Phase
  • The Learning and Development Phase
  • The Maintenance Phase.

Various tools and techniques that apply to that phase have to be implemented. While tools and techniques can be used for each of these, there are tools and techniques that are common to all three.

Present-day mentoring has outgrown the traditional model, in which the mentor would select the mentee and finish the mentoring. This approach was rather one-sided, in that it was more of a hand down, and little was left to the mentee to contribute.

 

Connect with TrainHR and learn more about Tools and Techniques for Mentoring which include:

  • What are the Tools and Techniques?
  • The Phases of Mentoring
  • Relationship Building
  • Two-way Trusted Relationship
  • Effective Communication
  • Body Language
  • Trigger Words and Deflections.
workplace conflict resolution, workplace Mentoring

How to Turn Difficult People and Poor Performers into Team Players

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Improved productivity results from the ability to synchronize one’s personal work style with the culture of the workgroup and the organization. Mentoring a team’s members is an integral part of achieving this objective. While mentoring is an important aspect of improved productivity; it is in mentoring the difficult people, and those who do not see eye-to-eye with the mentor, that the challenge of mentoring lies. Even if the mentor and the mentee do not agree on major areas; it is important and imperative to mentor them in the interest of the organization and in the interest of the mentor and the mentee.

Managers and mentors should cultivate the ability to understand how to mentor such difficult people. Mentoring the employees who are not on the same page as the mentor in terms of the work or the organization’s goals calls for bringing in a different kind of thinking. Such mentors have to adapt the principles of emotional intelligence to a new level. They need to have a different level of self-awareness and sensitivity to others. When it comes to mentoring difficult people and poor performers, the mentor has to bring in a set of abilities which include:

 

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  • Adjusting their management and personal style to the needs of different situations
  • Getting more done by using the appropriate delegation techniques for any given situation
  • Resolving conflict more effectively in a wide variety of situations
  • Turning difficult people and poor performers into team players
  • Winning the cooperation and trust from everyone in the organization
  • Increasing the confidence, leadership skills and personal and professional satisfaction in their job
  • Using coaching to guide and direct the team members to improving performance.

Get to understand the elements of mentoring difficult people

All these aspects of mentoring difficult people and poor performers and the ways of motivating them into higher levels of productivity at work will be the learning that TrainHR, a leading provider of professional trainings for the human resources industry, will be offering

Learn more deeply about the following topics by connecting with TrainHR

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  • Motivate and direct the employees you rely on-even when they don’t share your values
  • Adjust your management and personal style to the needs of different situations
  • Get more done by using the appropriate delegation techniques for any given situation
  • Resolve conflict more effectively in a wide variety of situations
  • Turn difficult people and poor performers into team players
  • Win the cooperation and trust from everyone in your organization
  • Increase your confidence, leadership skills and personal and professional satisfaction in your job
  • Use coaching to guide and direct your team members to improving performance.

 

workplace Mentoring

Why Dynamic Mentoring is an essential tool for Career and Organizational development

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The American workplace is not going to be the same as the one that we have seen till now. It is set to see major changes. While evolving and advancing technologies are expected to constitute one major aspect of this change; the bigger change is going to be witnessed in the area of demographics at the workplace.

In the next few years, the American workplace is expected to see over 80 million Millennials. Such a huge infusion of a new generation in such a short span of time has rarely been witnessed in the corporate history of America. This will bring about a huge and drastic shift in the work culture, ethics, working conditions, and everything else that we associate with the workplace.

Understanding the Millennials

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What does this mean for managers? Simple: they have to roll up their sleeves and get ready for understanding, receiving and accepting the new generation. This starts with an understanding of how the millennial workforce is different from the rest. Although they have been entering the workplace in stages from about a decade or so; the spurt in their numbers is a big factor. This is what should gear up the management in organizations to take the steps to make the best out of them.

Millennials are those workers who were born roughly in the decade beginning in 1983. The generation that was born almost simultaneously with the explosion of technologies; the Millennials are expected to be different in every way. The familiarity with technology and the ease of its application is a very distinct trait. They are also expected to have lesser attention span, are more prone to using the social media, are likely to be more tolerant of a diverse workforce, and are likely to be less loyal to their employers.

Acquire learning on how to mentor the Millennials

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The Millennials are an integral part of the 21st century workplace. It is imperative for organizations to mentor them with the right focus and channelize their energies in the right direction to get the best out of them. So, organizations will have to learn to deal with these and the other traits that the Millennials bring into the workplace.

How do organizations mentor the Millennials at the workplace ? This learning will be taught by TrainHR, a leading provider of professional trainings for all the areas of human resources.

Understanding of what works with the Millennials

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Learn the elements of training that the Millennials are more likely to relate to. They are more amenable to the one-on-one development model, where experienced managers can encourage them to take risks and seize opportunities. Also know the common pitfalls that need to be avoided when mentoring the Millennials and how to build a mentoring program that helps to work with the Millennials and yield tangible results.

Connect with TrainHR and gain more knowledge on the following topics,

  • What is mentoring & how can it bring organizational benefits?
  • What are the qualifies of successful mentors & mentees?
  • What guidelines are best for setting up or enhancing mentoring?
  • How can mentoring programs become derailed?
  • What strategies can be used to fix broken mentoring efforts?
  • How can organizations evaluate mentees & mentoring programs?
  • How can HR & Training professionals contribute to mentoring efforts?