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RESOURCING & TALENT MANAGEMENT - Coggle Diagram
RESOURCING & TALENT MANAGEMENT
JOB ANALYSIS
Job Descriptions
Tool for Legal significance in case of dismissal
Tool for Selection /decision who to employ
match experience
requirements of the job
match abilities
Tool for defense in case of discrimination
Tool for Recruitment/ writing job advertisements
Tools for communicating expectations, priorities and values
Headings
Job Title
Rate of Pay
Main location
Supervisor's name/post
Details of ant subordinates
Summary of the main purpose of the job
List of principal job duties and descriptions
Reference to other documents/ collective agreement
Date when updated
General Statement
Accountability Profiles/role profiles (key results area/outputs)
Personal Specifications
Skills
Knowledge
Personal Attributes
Education
Qualifications
Experience
Methods
Questionnaires
Diaries
Documentary evidence
Performance Appraisals results
Trainings manual
Consultation with experts
Interview
Colleagues
Critical Incident Technique focus on success and failure
Repertory Grid Approach, compiling, comparing and contrasting skills
Supervisors
Observations
RECRUITMENT & SELECTION
Methods
External
Headhunter
Consultant
Job Centres
Employment agency
Educational Liaison
Media
Other Methods
Internal
Promotion
Job rotation
Transfer
Advantages
enhance motivation and commitment
better knowledge how company operates and what to expect in the job
maximised ROI in staffing
greater organizational effectiveness
strong establishment of internal labor market
Cost Effective
Disadvantages
preserve ways of thinking and carrying out tasks
likely that the best person for the job is not currently working at the company
will do nothing to create diversity
Classic Trio
Interview
Negotiation function about contract
Expected duties and roles
Questions about the job and organizations
Format
One-to-One
Group
Remote
Process stages
Recruiter Screening
Hiring Manager Screening
Skills Testing and Evaluation
In-person Interviews
References
Criminal Record
Employment references
Application Form/CV
Employee Selection
Personality Testing
Ability Testing
Bio-Data
SUCCESSION PLANNING
Identify and assess possible candidates
Provide focused development to prepare them assume position for future
Define capabilities will require in the future
Review the progress of identified successor
Identify Critical Position
Approaches key features
Less secrecy/open competition
Devolution. Identify talent locally
Less precision. Strong pool of talent
Formal selection techniques
Range of development technique
mentoring
coaching
appraisal
secondments
Encompasses all. Merging with career development
HIRING & ONBOARDING
5 Stages
Preparation
pre-arrival paperwork
formal introduction of policies & procedure
introduction to company culture
Orientation
filling up tax form
values & culture
company benefits
introduction to workstation
reviewing safety, health & other procedures
training related to job functions
Integration - building up network through mentorship
Engagement -personal relationship through team, managers. direct report
Follow -Up
3 months
6 months
9 month s
Four C's
Clarifications
Functions
Performance Expectations
Culture
norms
dress code
Compliance
Basic Rules
Regulations
Policies
Connections
Interpersonal relationships
interdepartmental relationships
TRAINING & DEVELOPMENT
Training
Technical knowledge
Increase efficiency
Development
Hollistic & educational growth
Maturity in managerial position
Process
Insights
Attitude
Adaptability
Leadership
Human Relations
HUMAN RESOURCE PLANNING (HRP)
Develop Talent Strategies
Recruitment
Selection
Hiring
Training & Development
Renumerations & Benefits
Performance Management
Employee Relations
Review and Evaluate
Employee Satisfaction
Employee Retention
Forecast HR requirements
Demands and supply
Matching the demands
Future needs
Training or hiring new staffs
Assess Current HR capacity
Quantity & Quality of Current staffs
Talents on disposal
EMPLOYEE TURNOVER
Exit Interview
Why leaving the company?
Where the company could improve?
What is the relationship with manager like?
Did the company help to accomplish career goal?
How did the position align to the expectations?
After Interview
Update job descriptions
Address management comments
Make changes to work environment
Review Salaries
Dismissal
Voluntary
Retirement
Resignation
Involuntary
Furlough
Redundancy
Layoffs
Constructive dismissal
Strategy
Invest on good onboarding process
Allocate responsibilities
Iob descriptions
Skills
Recruit right talents/Improve recruitments
Internal
External
Learning & Development
Employee Value
Loyalty
Commitment
Work-Life Balance
Support
Lead by Sample
Productivity
Flexibility
Rewards & Benefits /Offer competitive pay & benefits
Life Insurance
Disability Options
Medical Coverage
Pension/ Retirement Plans
Employee Engagement/Praise & Recognition
Encouragement
Reinforcement
Appreciation
Invest to their Future
Performance Management
Coaching & Feedback
Appraisal
Performance Rewards
Career Development
Define Expectation s
Allocate good Working Environment
Adaptability
Barrier Free
Diversity
Accessible Equipment & Information
TALENT MANAGEMENT
Employee Retention
Promotion
Recruiting & Attracting the talents
Performance Appraisal
Sourcing & attracting the talents
Succession Planning
Identify organizational goals & requirements
PERFORMANCE REVIEW/APPRAISAL
Process
Map out review process
Training
Time
Feedback & Action
Participants
Complete self-evaluation & managers to evaluate employees
Determine the type of performance review
360-degrees (multi-source feedback)
Rating (customized grading)
Self evaluation (self reflection)
Mix & Match (combination)
Top Down (employee + manager)
Hold performance meeting
Deliver the review and actualize goals
Maintain Communication & review
Benefits
Employee engagement
Professional development
Improve communication
Skills Growth
PROMOTION