Dear members,
I am new member of CiteHR.com and com from Viet Nam working for a Talent Development Dept.This is a new subject in Viet Nam and I would like to receive your suggestion or introduction for the first step to carry out this section in organization.
I am looking forward to hearing from you soon
Thanks
My personal email:
From Vietnam, Hanoi
5I am new member of CiteHR.com and com from Viet Nam working for a Talent Development Dept.This is a new subject in Viet Nam and I would like to receive your suggestion or introduction for the first step to carry out this section in organization.
I am looking forward to hearing from you soon
Thanks
My personal email:
From Vietnam, Hanoi
Hiii,
Being the corporate Trainer, i would like to say that Talent development department is one of the most significant department of any organisation. Talent signifies "Human Capital" of the organisation, development of human capital is what Talent development is all about...Training to sharpen the technical edges as well as exploring the hidden potential of the hired talents of the organisation to maximise not only the revenues but also the valuable culture of the system is what total development is.
Laser beam focus on all the arenas of developing the talents / Human Capital with right training and grooming should be the first step.
Rgards
Priyanka Singh
09713772351
From India, Raipur
Being the corporate Trainer, i would like to say that Talent development department is one of the most significant department of any organisation. Talent signifies "Human Capital" of the organisation, development of human capital is what Talent development is all about...Training to sharpen the technical edges as well as exploring the hidden potential of the hired talents of the organisation to maximise not only the revenues but also the valuable culture of the system is what total development is.
Laser beam focus on all the arenas of developing the talents / Human Capital with right training and grooming should be the first step.
Rgards
Priyanka Singh
09713772351
From India, Raipur
Hello Cuongbrg,
Talent Development essentially encompasses the following :
1. Development of Hard or Functional Skills
2. Development of Soft Skills
3. Nurturing and developing employees for taking on higher roles and responsibilities.
There will be two sets of requirements for Talent Development in any organization, namely :
1. Individual development requirements(IDP) - these will emerge from the Annual Appraisals as well as a Training Need Analysis(TNA)
2. Organizational requirements - these will emerge from the organizations goals and objectives for the short and medium - term.
You may consider evolving your own process based on the following guidelines :
1. In case you're part of a start-up, get hold of the competencies for each role holder and draw up a list of programs required to develop these. In case yours is not a start - up organization, collate the inputs for individual development from the appraisal process.
2. Carry out a TNA and add to the above drawn up list.
3. Interact with senior management to understand what skills they want their team members to have - hard skills & soft skills, separately.
4. Also get their inputs on what they see as necessary to achieve organizational goals.
The above inputs will give you a clear picture of both, individual development requirements as well as organizational requirements.
Compile and collate the information and share it with HOD's / Senior Management - tweak it as required.
Talent Development also includes the following :
1. Identifying employees with 'high potential' ( HiPo) for bigger roles, identifying the skill set required for such roles, and giving them the opportunity to get trained to acquire the desired skill set.
2. Developing a Leadership pipeline - based on inputs and actions taken above.
Trust you'll find these inputs useful.
Warm Regards,
Lt Col (Retd) Sumant Khare
Nvision Learning and Development
Gateway to Experiential Learning
Gurgaon, India.
NVision | Learning and Development
M:9650052490
T:0124-4206665
From India, New Delhi
Talent Development essentially encompasses the following :
1. Development of Hard or Functional Skills
2. Development of Soft Skills
3. Nurturing and developing employees for taking on higher roles and responsibilities.
There will be two sets of requirements for Talent Development in any organization, namely :
1. Individual development requirements(IDP) - these will emerge from the Annual Appraisals as well as a Training Need Analysis(TNA)
2. Organizational requirements - these will emerge from the organizations goals and objectives for the short and medium - term.
You may consider evolving your own process based on the following guidelines :
1. In case you're part of a start-up, get hold of the competencies for each role holder and draw up a list of programs required to develop these. In case yours is not a start - up organization, collate the inputs for individual development from the appraisal process.
2. Carry out a TNA and add to the above drawn up list.
3. Interact with senior management to understand what skills they want their team members to have - hard skills & soft skills, separately.
4. Also get their inputs on what they see as necessary to achieve organizational goals.
The above inputs will give you a clear picture of both, individual development requirements as well as organizational requirements.
Compile and collate the information and share it with HOD's / Senior Management - tweak it as required.
Talent Development also includes the following :
1. Identifying employees with 'high potential' ( HiPo) for bigger roles, identifying the skill set required for such roles, and giving them the opportunity to get trained to acquire the desired skill set.
2. Developing a Leadership pipeline - based on inputs and actions taken above.
Trust you'll find these inputs useful.
Warm Regards,
Lt Col (Retd) Sumant Khare
Nvision Learning and Development
Gateway to Experiential Learning
Gurgaon, India.
NVision | Learning and Development
M:9650052490
T:0124-4206665
From India, New Delhi
Dear all,
Thank you very much for your comment, I am working for a Bank and they now to re-structure of HR Dept. and Talent Development is a new section in this.
I think that Bank or Finance will have more difficult to other subject
From Vietnam, Hanoi
Thank you very much for your comment, I am working for a Bank and they now to re-structure of HR Dept. and Talent Development is a new section in this.
I think that Bank or Finance will have more difficult to other subject
From Vietnam, Hanoi
Dear Lt Col (Retd) Sumant Khare,
Thank you so much for sharing such a significant information with us...Your experience speaks out in your words.really appriciate this. Keep posting anythng and everythig related to new areas and learnings In Training & Development born out of your perspective and experience in the industry.
Regards,
Priyanka Singh
9713772351
From India, Raipur
Thank you so much for sharing such a significant information with us...Your experience speaks out in your words.really appriciate this. Keep posting anythng and everythig related to new areas and learnings In Training & Development born out of your perspective and experience in the industry.
Regards,
Priyanka Singh
9713772351
From India, Raipur
Hii Rupesh,
Thank you so much for your appreciation!
Would like to share with you something i heared today in the Video of World's Leading Motivational speaker Mr. Les Brown " IF YOU WANT TO ACHIEVE ANYTHING WORTHWHILE IN LIFE YOU GOT TO BE HUNGRY"....just loved it...u gotta prepare yourself to the extent that nobody could say No to you.
Regards
Priyanka
From India, Raipur
Thank you so much for your appreciation!
Would like to share with you something i heared today in the Video of World's Leading Motivational speaker Mr. Les Brown " IF YOU WANT TO ACHIEVE ANYTHING WORTHWHILE IN LIFE YOU GOT TO BE HUNGRY"....just loved it...u gotta prepare yourself to the extent that nobody could say No to you.
Regards
Priyanka
From India, Raipur
Hi cite members,
I am working for a manufacturing company. In my organization senior staff are of late not given prominence. They are also frustrated and disengage from their current jobs. The reason is new joinees CTC are quite higher than the existing staff. This salary disparity makes them ungratified. Management is also not reacting in this situation
Any suggestion from the senior cite Hr members
Regds
Bagavathi
From India, Hosur
I am working for a manufacturing company. In my organization senior staff are of late not given prominence. They are also frustrated and disengage from their current jobs. The reason is new joinees CTC are quite higher than the existing staff. This salary disparity makes them ungratified. Management is also not reacting in this situation
Any suggestion from the senior cite Hr members
Regds
Bagavathi
From India, Hosur
Hello Sumant,
Thanks so much for the information provided below. I am truly grateful for the time you invested and dept of experience you have.
However, I will like to express some concerns I have with relations to identifying employees with 'High Potentials' for bigger roles. Please can you share with me methods for doing this, as I discovered that most employees feel that the process is marked by bias "not been in the bosses’ good book".
More so, I will be grateful if you could share a template for leadership pipeline with me. Thanks once again.
Warm regards,
Tejiri
QUOTE:Hello Cuongbrg,
Talent Development essentially encompasses the following :
1. Development of Hard or Functional Skills
2. Development of Soft Skills
3. Nurturing and developing employees for taking on higher roles and responsibilities.
There will be two sets of requirements for Talent Development in any organization, namely :
1. Individual development requirements(IDP) - these will emerge from the Annual Appraisals as well as a Training Need Analysis(TNA)
2. Organizational requirements - these will emerge from the organizations goals and objectives for the short and medium - term.
You may consider evolving your own process based on the following guidelines :
1. In case you're part of a start-up, get hold of the competencies for each role holder and draw up a list of programs required to develop these. In case yours is not a start - up organization, collate the inputs for individual development from the appraisal process.
2. Carry out a TNA and add to the above drawn up list.
3. Interact with senior management to understand what skills they want their team members to have - hard skills & soft skills, separately.
4. Also get their inputs on what they see as necessary to achieve organizational goals.
The above inputs will give you a clear picture of both, individual development requirements as well as organizational requirements.
Compile and collate the information and share it with HOD's / Senior Management - tweak it as required.
Talent Development also includes the following :
1. Identifying employees with 'high potential' ( HiPo) for bigger roles, identifying the skill set required for such roles, and giving them the opportunity to get trained to acquire the desired skill set.
2. Developing a Leadership pipeline - based on inputs and actions taken above.
Trust you'll find these inputs useful.
Warm Regards,
Lt Col (Retd) Sumant Khare
Nvision Learning and Development
Gateway to Experiential Learning
Gurgaon, India.
From Nigeria, Lagos
Thanks so much for the information provided below. I am truly grateful for the time you invested and dept of experience you have.
However, I will like to express some concerns I have with relations to identifying employees with 'High Potentials' for bigger roles. Please can you share with me methods for doing this, as I discovered that most employees feel that the process is marked by bias "not been in the bosses’ good book".
More so, I will be grateful if you could share a template for leadership pipeline with me. Thanks once again.
Warm regards,
Tejiri
QUOTE:Hello Cuongbrg,
Talent Development essentially encompasses the following :
1. Development of Hard or Functional Skills
2. Development of Soft Skills
3. Nurturing and developing employees for taking on higher roles and responsibilities.
There will be two sets of requirements for Talent Development in any organization, namely :
1. Individual development requirements(IDP) - these will emerge from the Annual Appraisals as well as a Training Need Analysis(TNA)
2. Organizational requirements - these will emerge from the organizations goals and objectives for the short and medium - term.
You may consider evolving your own process based on the following guidelines :
1. In case you're part of a start-up, get hold of the competencies for each role holder and draw up a list of programs required to develop these. In case yours is not a start - up organization, collate the inputs for individual development from the appraisal process.
2. Carry out a TNA and add to the above drawn up list.
3. Interact with senior management to understand what skills they want their team members to have - hard skills & soft skills, separately.
4. Also get their inputs on what they see as necessary to achieve organizational goals.
The above inputs will give you a clear picture of both, individual development requirements as well as organizational requirements.
Compile and collate the information and share it with HOD's / Senior Management - tweak it as required.
Talent Development also includes the following :
1. Identifying employees with 'high potential' ( HiPo) for bigger roles, identifying the skill set required for such roles, and giving them the opportunity to get trained to acquire the desired skill set.
2. Developing a Leadership pipeline - based on inputs and actions taken above.
Trust you'll find these inputs useful.
Warm Regards,
Lt Col (Retd) Sumant Khare
Nvision Learning and Development
Gateway to Experiential Learning
Gurgaon, India.
From Nigeria, Lagos
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