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 Talent ManagementGet free ground shipping on orders of $299.99 or more. (Continental U.S only)  Free Online Preview Someone resigning often comes as a complete shock. Even if you saw the warning signs, and just didn’t do anything about them, the number of thoughts that simultaneously rush into your head is immense. Why are they leaving? Could I have stopped it? How much is it going to cost to find a replacement? How will we manage without them? How to stop them leaving: talent management can help prevent all of this from happening in the first place. There are many different reasons why employees might want to leave, and money isn’t usually one of them. How to stop them leaving: talent management highlights the 3 key reasons why employees might want to leave – stress, feeling undervalued or just plain boredom - and gives managers the practical solutions for spotting, and keeping hold of, people planning to. The program demonstrates how to spot when employees might be thinking of going, how to find out what has caused the situation and how to prevent it from turning into a resignation. The learning points are easy to understand and new, all too recognisable characters have been introduced to make them even more memorable. Spot the warning signs highlights how you can tell when employees might by contemplating leaving, and why it’s imperative these signs aren’t ignored. Ask questions shows how easy it can be to get to the bottom of someone’s problem, simply by talking to them and listening to what they have to say. Look for solutions demonstrates how you can formulate a plan to stop the problem escalating and ultimately stop someone from leaving. The benefits
Program includes: DVD(25 mins), Course leader’s guide, Customizable worksheets on disc, PowerPoint slides/OHPs on disc and Self-study workbook on disc
 Release - 2000 Everyone is aware that employee retention is a growing and expensive problem for companies today. But do managers and supervisors understand the key role they play in keeping their talented employees on board? Many believe that the “glue” that makes employees “stick” is made up of money, perks, and benefits-issues over which they have no control. The truth is that there are many simple and inexpensive ways to create a loyal and enthusiastic workforce. This program offers the “how” by covering:
The information improves retention by focusing on the leadership, teamwork and communication skills required of successful managers in today’s workplace. Both seasoned managers and new supervisors will discover the “a-ha’s” a long list of easily implemented tactics to improve moral and retain their most valuable assets-their employees. Added features and benefits of DVD training include:
Length: 22 minutes
Tamara Erickson Different generations have different opinions about work. These days, your Boomers are headed toward retirement while your younger employees are coming in with fewer skills. In addition, they want more flexibility in their work schedule, and are likely to be looking for another job. What can you do to ensure that you’re bringing in—and retaining—employees who are right for your organization? Amp up recruitment and spend the time and money necessary to develop your team. But more importantly, keep your employees engaged by giving them a reason to be passionate about their jobs.  Many employers and managers stay so busy putting out fires and digging through paperwork that it’s easy to lose sight of every organization’s # 1 HR goal: identifying, retaining, developing, and promoting your best people. Reaching this goal is like solving a jigsaw puzzle. You’re working every day on different pieces - from employee coaching and performance appraisals to rewards and retention strategies - but the real challenge is pulling these tools together to link people management with organizational excellence. The newest approach is “talent management” - integrating your HR assessment, planning, and development processes into a single system that maximizes the value of your employees. It’s a huge challenge! So this in-depth webinar recording. Our speaker - one of America’s leading experts in this field, and the author of The Talent Management Handbook – will walk you through the concept of talent management and share his secrets for improving your HR ROI and boosting the performance and satisfaction of your employees. During this 90-minute session, you’ll learn:
This webinar was recorded on Wednesday, October 28, 2009 About Your Speaker: Lance A. Berger is chief executive officer of Lance A. Berger & Associates, Ltd., a management consulting firm founded in 1991. His firm provides advisory services in the areas of talent management, compensation, and change management. He has written and edited six books, including The Talent Management Handbook: Creating Organizational Excellence by Identifying, Developing & Promoting Your Best People. A former general partner for the largest compensation practice worldwide at The Hay Group, he has been a featured speaker for the United Nations, the Conference Board, the American Management Association, and the American Compensation Association. Approved for Recertification Credit This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
 Our ability to accurately judge talent is hampered by unconscious and subjective distractions. Hiring decisions are affected by common biases, such as favoring tall or attractive candidates, or by superficial first impressions of likability. In fact, according to Professor Flynn, standard hiring interviews are only slightly more reliable than handwriting analysis in predicting on-the-job performance! Far superior are work sample tests and intelligence tests, which provide us with objective, diagnostic data needed to make fair assessments. Evaluating performance over time is also affected by simple biases. We may not be able to shake off our first impressions—what psychologists refer to as “anchoring and insufficient adjustment.” We may subtly communicate our expectations and thus encourage the behavior we expect. Or we may assess performance—but not the level of difficulty of the assignment. Successful appraisal practices, according to Dr. Flynn, require clear evaluation criteria, manager training on how to conduct performance reviews, and as much objective data as possible. $99.99 [Add to Cart]
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