Creatingyour dream job Assignment Example | Topics and Well Written Essays - 1250 words

Creatingyour dream job - Assignment Example Teamwork Able to lead the team with expertise, address team conflicts, use emotional intelligence to understand team dynamics and synergize individual strengths into team's overall strengths. Interpersonal Skills Able to socialize with and empathize/respect people to gain a good rapport and credibility and be aware of prevailing issues, maintain composure in critical situations. Problem Solving and Decision making skills Able to identify current and potential problems/opportunities and take a quick and informed decision before or during the issue at hand. Planning and Organizing skills Able to weigh and prioritize the tasks, set and meet objectives and deadlines by devising plans to ensure successful execution of activities. Creativity Brings innovative and cost effective ideas/solutions to problems, introduces a positive change by identifying and applying best practices, makes efficient use of available resources to deal with all HR operations. MS Office and Internet Able to use tec hnology to communicate throughout the organization for handling conflicts and manage HRIS and other HR related Operations, proficient in MS Excel and MS Word for document and data maintenance. AREAS OF RESPONSIBILITY Maintain HR Business Relationships by observing cost and headcount trends, evaluating employee feedbacks to identify unusual trends and provide relevant solutions to relevant departments. Oversee the entire Recruitment and Selection process including identifying hiring needs, implementing cost-effective sourcing of candidates and oversee orientation in compliance with company's recruitment and selection procedure. Oversee and manage the Performance Appraisal process in communication with the Line Managers and update the HOF with relevant results that is the names of high performers and low performers. Oversee and manage the Training and Development programs at regional level by identifying training needs, facilitating Line Managers in developing Development Plans/career paths and updating HOF with training schedules. Manage employee relations by conducting regular meetings with Line Managers to identify workplace dissatisfactions and conflicts, suggest them appropriate ways of managing these issues, conduct exit interviews and update HOF with full report. Manage HR Operations at regional level Manage Job Descriptions' provisions and updates to ensure JD's for all positions are available and updated. Highlight employee engagement needs in the region, coordinate with Organizational Development to plan appropriate activities and facilitate development programs. (Lane) Compensation And Benefits Package As a Relationship Manager of HR

Effective Talent Management Processes And Management Development Essay

Effective Talent Management Processes And Management Development Programme - Essay Example Talent intelligence refers to the insight that a company needs to capitalize on its most key asset – its employees – by capturing meaningful information on people within the organization and outside (within competitors) for appropriate action towards driving the business of the organization forward (Lawler III & Ulrich, 2008). Talent management (and development), on the other hand, refers to a body of theories (including models and empirical studies) that offer managerial insights on how to identify such talent systematically and provides mechanisms on how to nurture and utilize the talent so acquired towards fulfilling the organizational objectives (Berger & Berger, 2010). In practice, talent management requires every individual organization to design, develop, and implement its own unique and adaptive talent management strategy in line with the organization’s objectives, operations, culture and environmental influencers (Berger & Berger, 2010). Talent managemen t has become a core human resource function. Trends and Emergent Issues in Global Management Globalization has led to a radical paradigm shift in how organizations conduct their business. Similarly, managerial focus has now broadened from a restricted focus on how the organization can achieve profitability and survive within the domestic and regional market. It now includes the emergent issues in global business today and the way they affect the organization’s profitability, as well as the way an organization impacts both its internal members and the communities where it is situated. The emergence of Brazil, India, China, and Russia as economic giants has led to increased focus of industries and top quality human resource skills on these markets due to the shortage of managerial talent elsewhere. The number of excellent leaders and managers has not increase (at least not at par) while the level of companies and industries seeking these crucial human resources has (Goldsmith & Carter, 2009). Talent management has increasingly grown from the need to find individuals whose competencies ‘fit’ within the organizational agenda in times of growth and expansion. It is clear from the recent, historical effects that the globalization of former national markets has not only brought opportunities forth for economies of scale and, therefore, more profits, but also created an integrated system that channels a ripple effect, in case of a collapse of one segment of its market, onto the rest of the global system (Carnall, 2007). Global recessions like the one experienced in 2008 had the effect of cutting down jobs globally. A focus of managers now shifts to identification and development of individuals with the ability to lead during such lean times, talents which can consolidate, engage, and sustain a proactive yet consistent approach to operational business cycles. Finally, global business means that multinationals need to obtain employees with different skills and competencies, which blend together to provide synergistic benefits for the organization (Schiemann & Meisinger, 2009). The differentiation amongst individuals in terms of behaviors, culture, attitudes, and interests means that a delicate and deliberate effort is required in obtaining a harmonious fusion of all these elements (the list is by no means conclusive) that is self-sustaining and provides an environment suitable for creativity, innovation, and employee growth. Present managers have exposed a high