Recent Team Management Business White Papers, Webcasts and Case Studies - BNET.com

Recent Team Management Business White Papers, Webcasts and Case Studies | BNET
Recent Team Management Business White Papers, Webcasts and Case Studies | BNET

Moving Beyond the Employee Lifecycle: Talent Solutions for a New Workplace
Thanks to globalization and technology, employees are able to move in many directions — laterally as well as vertically — and select from among a variety of work options. And with employees increasingly able to work from anywhere in the world, the traditional idea of the workplace is becoming obsolete. Going forward in these challenging economic times, companies will need to create a difficult balance — retaining their best performers and attracting new people to replace their retiring baby boomers while keeping costs down. This isn't something that can just be handed off to human resources (HR); effective talent strategy is also good business strategy.
Retention Strategies During Difficult Economic Conditions Survey Report
Many companies are facing particular challenges retaining their valued employees. These companies are searching for ways to help their employees feel valued and motivated while still adhering to their existing compensation philosophies and principles. Deloitte Consulting LLP's survey was designed to capture ways companies are approaching this problem.
Deloitte 2008 Top Five Total Rewards Priorities Survey: Human Capital Employe...
The 14th annual "Top Five Total Rewards Priorities Survey," sponsored jointly by Deloitte Consulting LLP and the International Society of Certified Employee Benefit Specialists (ISCEBS), points to increasingly sophisticated efforts to harness the potential of total rewards programs to help drive organizational strategy and goals. Employers are also accelerating recent efforts to equip and motivate employees by customizing total rewards packages to meet their individual needs.
Performance Management And Talent Planning Demystified For The New Manager
One of the most challenging annual duties of a manager in a corporate setting is preparing for performance management and talent planning. Rarely are new managers given proper instruction to the processes adopted within the corporation, so managers must rely on their instincts on reviewing performance - often those first instincts prove to be wrong. Many new leaders are simply invited into the process with the expectation that they can quickly adopt the process and perform adequate evaluations of staff in short timeframes. This paper discusses techniques to get ahead of the process so that you can be more prepared walking into talent evaluations.
Resource Guide: 11 Qualities of Successful IT Managers
To succeed as an IT manager, and to advance your career into the executive sphere, you need some very specific traits--11 to be exact. From needs assessment to team building, read this TechRepublic guide for a description of the skills you need to be at the top of your game. Note: This premium editorial content is underwritten by SkillSoft. The registration information you provide will be shared with the sponsor.
Engaging with the New eLearning
Read this Adobe paper for 12 strategies to engage and retain learners through compelling online experiences. PLEASE NOTE: By downloading this paper, you agree to receive communications via email, mail or phone relating to Adobe and its affiliates' products and services including product releases, product upgrades, seminars, events, training, and special offers. Adobe, its affiliates, and agents may use the data you provide in accordance with the Adobe Privacy Policy.
MindTree: What Makes It Different As A Place Of Work?
MindTree has a very simple concept of what kind of a person it helps develop. It wants to build a company of nerds, who dress well and speak the language of business. The idea may sound very strange at first glance but it is about building a very unique person who grows in a holistic manner, appreciates life in its fullest colors and adds unusual value.
Keys To Teamwork / Teambuilding Success
How to create effective teams, team work, and team building is a challenge in every organization. Work environments tend to foster rugged individuals working on personal goals for personal gain. Typically, reward, recognition, and pay systems single out the achievements of individual employees. Appraisal, performance management, and goal setting systems most frequently focus on individual goals and progress, not on team building. Promotions and additional authority are also bestowed on individuals. Given these factors, is it any wonder that teams and team work are an uphill battle in most organizations? This paper provides you information needed to develop team work and effective work teams in your organization.
Coaching Employees - The Chronic Excuser
Most of us find coaching employees to be an effective, even enjoyable, approach to leadership and management. Coaching provides a way to help team members grow and develop, while achieving business objectives. But occasionally, we encounter a team member who has an excuse for every situation. Excuses also generally arise when establishing a plan. For team members with low confidence or little experience, it can be frightening to make commitments, and they may feel a need to "Hedge their bets." When a team member raises a concern indicating that circumstances beyond his/her control might prevent them from achieving their goal, this sends a message that they're not sure they can carry out the plan.
People Power: Going Global With Talent Management
BOE's (Big Oil Enterprises) Human Resource (HR) leaders began to recognize that the company's decentralized approach to talent management, structured in a manner that required each business unit to do its own recruiting, training, performance management, and succession planning, was becoming increasingly outdated. Because both the "Upstream" (production) and "Downstream" (refining and distribution) business units were starting to overlap each other's traditional activities, BOE needed to be able to quickly identify specific resources and effectively move them to other business units. BOE also wanted to be able to meet its younger workers' expectation to be able, if they wished to work in a variety of different environments.
Talent Management Best Practices
Every organization needs talented persons in different levels to enhance the efficiency of the company. In this globalized era talented personals are having demand and are offered good remuneration. For discharging specific tasks talented and work ethic specialists are needed. In every field the case is same. It is not easy to find the right talent needed for the organization, it takes a wholesome effort involving lot of human resource to find the talents and recruit them.
Executive Career Coaching: Providing Solutions To Succession Planning Challenges
Organizations today are facing several challenges and talent management is one of the greatest. According to a one poll conducted the number one challenge facing the HR profession is leadership development and succession planning. Attracting, developing, and retaining quality talent is more costly and has a greater impact on the bottom-line than ever before. Retiring baby-boomers, the expectations of Gen X and Gen Y employees, and the new definition of "Long-term" employment add up to a drastic shift in the way organizations are managing their talent. One effective way to overcome these challenges is to implement a succession planning initiative.
Performance and Talent Management Solutions
A talent-management strategy begins in the HR department, but it should quickly spread through the entire organization. A good ITM solution is an everyday support tool that employees can use to track their ongoing performance and plan with their managers the next steps in their careers; managers can use to suggest training courses to aid in development and ensure fair compensation; and executives can use to support business goals with individuals' goals. In short, talent management allows everyone in an organization to plan for the future.
Striding Toward A Successful Performance Appraisal Exercise
One of the most difficult internal processes that HR has to face every year, once or twice, is employee appraisal. The appraisal process in an organization requires lots of resources (both financial and manpower). On other hand, it also offers organizations an excellent opportunity to analyze the strengths and weaknesses of the organization. While a well-planned appraisal can provide lots of inputs on re-aligning your organization and boost your profitability, a poorly-planned appraisal can cause frustration among employees. This paper describes in brief a sample step-by-step process for planning, executing and getting results from a performance appraisal exercise.
Increasing The Value Of Performance Appraisals
Performance appraisals are supposed to provide feedback on results - what worked and what did not, to motivate employees to engage in the right behaviors to perform better, to provide development opportunities to perform better the next time, to distinguish the top performers from the poor ones, provide the framework for termination decisions based on poor performance, to foster communications between the manager and employee and to set expectations for the job. In reality, however, we often find the opposite. Performance appraisals often get a bad wrap because the review cycle typically occurs only once a year and is backward-looking. They tend to focus the end results without focusing on the means to get there and how to move forward.

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