Making Diversity Work for You

Size: px
Start display at page:

Download "Making Diversity Work for You"

Transcription

1 Making Diversity Work for You Shelby Scales Executive Director Airport Minority Advisory Council & Eric L. Mercado, C.M., ACE Managing Director Aviation Career Services

2 AMAC s Five Year Strategic Plan Advocate for diversity inclusion with contracting and employment opportunities throughout the industry. Support through education and training- individual Business development- entities Mentorship- both professionals and businesses Scholarship- student

3 How to Integrate Diversity within your Talent and Succession Planning Strategies The session will examine some of the best practices of managing cultural diversity and talent in the workplace at airports of different regions. What the trends now? How can airports benefit from a diversified workforce? How can talent management help the airports? What are the challenges and solutions?

4 What is the culture within your organization? Before you can manage a task, problem or situation you must first understand what are the challenges, clarify factors that make up impacting issues and determine steps of correction or improvement.

5 Internal Assessment Internal assessments we find are best accomplished by third party consultants who also understand the business operational needs Establish baseline data Be transparent and proactive in your delivery of assessment Employees will appreciate acknowledgement of company short falls Provide plan of collective correction

6 External Assessment Focus Groups of traveling passengers Business Partners on campus Community Stakeholders Other Regional Airports Why should you know your external brand?

7

8 Awareness and Sensitivity Awareness of differences does not mean exclusion! Is the culture a dominate mans world? Does company offer technology based solutions relevant to position functions? Does the airport operate with barebones staffing? Great benefits, promotions internally, training and development opportunities, job satisfaction People value community!

9 Business impact of a diverse workforce Understanding differences can assist you in setting the environment for team collaborations. Key difference is often in communication styles Hispanics and African Americans tend to be passionate in their communications, Examples of out casting Women and minorities Disconnect, not being accepted by managers and colleagues

10 Succession Planning Board members and Commissioners Mandating diversity goals as part of the strategic plan Why is this goal important? Establishing Policy CEO will to commit to task

11 Managing Succession Planning Identification and development of potential successors in a company Who is responsible? Key in succession management is to create a match between the company s future needs and the aspirations of individual employees. Process increases the retention of superior employees because they recognize that time, attention and skill development is being invested in them for the purpose of career development. When you continue to challenge and reward talented employees, you eliminate their need to seek opportunities elsewhere.

12 Who should be involved in the succession planning process? Who are the stakeholders? Why are these members valued in the process? How do you overcome the traditional model of top down? Challenges and Solutions

13 Moving from planning to implementation

14 Leaders of Tomorrow How do you identify those who are ready and those who are promising? Succession Planning Youth Management Testing

15 Developing talent is a long-term investment. Have more than one good person available for a key job. Real success requires choices between two or more qualified people. In order to have choices, you need to identify who is ready now and what it will take to make others ready when you need them. Challenges Solutions

16 Communicating Positions Qualifications Do you communicate the minimum requirements for positions to your organization? How can you communicate this to all?

17 Attracting How do you attract diverse candidates? Educate the Organization Mirror Community Spread the word Communicate diversity Ex: Airports with diversity Line Employees Board Diversity CEO Directors & Managers

18 Attracting the Millennium and Social Media Diverse Candidates Short term Internships Business Problems (Life Swap) Alliance with Business Schools or community universities that offer diverse student pool

19 Candidates & Lack of Practical Experience How do you fill this void? What are you doing to nurture those with those lacking experience?

20 Retaining a New Workforce Communicate Professional Development & Education Engagement during Succession Planning Next Generation Needs & How are you Working with them? Managers Education of Career Progression Consultant Assistance

21 Path to Diversity Strategic Planning Process Educate Board & Leadership Board Push

22 Managers & Incorporating Diversity Higher-Level Understanding Managing Diversity Education Leadership & Supervisory Training HR Supplements

23 AMAC & ACS Airport Diversity Candidate Survey Identify diverse candidates who are interested in management level positions Understanding of skill set, experience level and training and development needs of the survey participants Regional awareness of host airports of candidates Better alignment of candidates and opportunities

24 WHAT IS PROJECT L.I.F.T.? Leaders Inspiring Future Talent

25 Questions?

26 We are here to support your success! Shelby M. Scales Executive Director

27 Executive Recruiting Succession & Strategic Planning Leadership & Supervisory Training & Workshops Professional Career Development for the Individual & Groups (Office)

Philanthropy Toolkit

Philanthropy Toolkit Philanthropy Toolkit Philanthropy at Jones Lang LaSalle At Jones Lang LaSalle, we believe that helping our communities is part of our culture. That s why we ve developed Community Connections, our comprehensive

More information

Succession Planning Process

Succession Planning Process Planning Process INTRODUCTION planning is a systematic approach to: Building a leadership pipeline/talent pool to ensure leadership continuity Developing potential successors in ways that best fit their

More information

Policy on Succession Planning

Policy on Succession Planning Status: Approved Custodian: Human Resources Directorate Date Approved: 2013-07-17 Decision number: SAQA 14100/13 Implementation date: 2013-07-18 Due for review: 2016-07-16 File number Page 1 of 6 Contents

More information

Graduate Studies Office

Graduate Studies Office Graduate Studies Office Strategic Plan 2014-2018 who we are the graduate StudieS Office is an academic SuPPOrt unit; it has five functional areas that SuPPOrt graduate StudieS at the university Of WaterlOO:»

More information

HUMAN RESOURCE / WORKFORCE PLANNING AND DEPARTMENTAL PLANNING - SUPPLEMENT. A Guide to Integration and Alignment

HUMAN RESOURCE / WORKFORCE PLANNING AND DEPARTMENTAL PLANNING - SUPPLEMENT. A Guide to Integration and Alignment HUMAN RESOURCE / WORKFORCE PLANNING AND DEPARTMENTAL PLANNING - SUPPLEMENT A Guide to Integration and Alignment HR POLICY AND PLANNING DIVISION HUMAN RESOURCE BRANCH Public Service Secretariat April, 2008

More information

Ontario Leadership Strategy. Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum

Ontario Leadership Strategy. Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum Ontario Leadership Strategy Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum Contents 1. Purpose 2. Why Succession Planning and Talent Development?

More information

THE EVOLUTION of Talent Management Consulting

THE EVOLUTION of Talent Management Consulting Talent management consulting is the giving of professional, expert advice to executives who are put in charge of handling, directing, or managing those who have a capacity for achievement or success. THE

More information

A Strategic Vision for Human Resources

A Strategic Vision for Human Resources DISCUSSION DOCUMENT A Strategic Vision for Human Resources Organizational Possibilities Fitting the Pieces Together November 7, 2007 Costa Mesa, CA Framework Systems Theory Strategic Vision for Human Resources

More information

Talent Management Leadership in Professional Services Firms

Talent Management Leadership in Professional Services Firms Talent Management Leadership in Professional Services Firms Published by KENNEDY KENNEDY Consulting Research Consulting Research & Advisory & Advisory Sponsored by Table of Contents Introduction.... 3

More information

HR Enabling Strategy 2012-2017

HR Enabling Strategy 2012-2017 This document is yet to be put into corporate format but this interim version can be referred to for the time being. Should you have any queries, please refer to Sally Hartley, University Secretary, x

More information

UCR Core Competency Model Behavioral Indicators

UCR Core Competency Model Behavioral Indicators UCR Core Competency Model Behavioral Indicators Rev. 03/20/2013 COMMUNICATION Shares and receives information using clear oral, written, and interpersonal communication skills. Behavioral Indicator-Operational

More information

2011-2016 Strategic Plan. Creating a healthier world through bold innovation

2011-2016 Strategic Plan. Creating a healthier world through bold innovation 2011-2016 Strategic Plan Creating a healthier world through bold innovation 2011-2016 STRATEGIC PLAN Table of contents I. Global direction 1 Mission and vision statements 2 Guiding principles 3 Organizational

More information

Best Practices Dialogue: Faculty Recruitment and Retention

Best Practices Dialogue: Faculty Recruitment and Retention Best Practices Dialogue: Faculty Recruitment and Retention University of New Mexico Office of Institutional Diversity Dr. Rita Martinez-Purson Interim Vice President for Institutional Diversity March 4,

More information

Creating Tomorrow s Public Service. May, 2009. A Corporate Human Resource Management Strategy For the Newfoundland and Labrador Core Public Service

Creating Tomorrow s Public Service. May, 2009. A Corporate Human Resource Management Strategy For the Newfoundland and Labrador Core Public Service Creating Tomorrow s Public Service May, 2009 A Corporate Human Resource Management Strategy For the Newfoundland and Labrador Core Public Service 1 The Role of Public Service Employees As professionals,

More information

INTEGRATE CHANGE INTO YOUR WORKFORCE STRATEGIC TALENT MANAGEMENT SOFTWARE SOLUTIONS

INTEGRATE CHANGE INTO YOUR WORKFORCE STRATEGIC TALENT MANAGEMENT SOFTWARE SOLUTIONS INTEGRATE CHANGE INTO YOUR WORKFORCE STRATEGIC TALENT MANAGEMENT SOFTWARE SOLUTIONS WHY TEDS? Fully Integrated TEDS Talent Management Solutions are fully integrated, allowing information to be shared among

More information

Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators

Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators Performance Factors and Campuswide Standards Guidelines With Behavioral Indicators Rev. 05/06/2014 Contents PERFORMANCE FACTOR GUIDELINES... 1 Position Expertise... 1 Approach to Work... 2 Quality of Work...

More information

Raise Your Voice, Raise Your Skills

Raise Your Voice, Raise Your Skills ASHHRA s Initiative Raise Your Voice, Raise Your Skills Tool 00 Please fax d Tool to ASHHRA at --77 Attn: Jamie Macander ASHHRA s Initiative Raise Your Voice, Raise Your Skills Introduction Changes are

More information

DRAFT. Strategic Human Resources Plan. Our priorities 2012-2017. Students and communities at the centre of what we do.

DRAFT. Strategic Human Resources Plan. Our priorities 2012-2017. Students and communities at the centre of what we do. DRAFT Strategic Human Resources Plan 2012-2017 Students and communities at the centre of what we do World class education and training and strong, sustainable communities are what students and communities

More information

Process Guide TALENT MANAGEMENT. This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction.

Process Guide TALENT MANAGEMENT. This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction. TALENT MANAGEMENT Process Guide This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction. Innovation & Growth Nova Scotia Public Service Commission

More information

DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM. A Human Resource Management Framework

DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM. A Human Resource Management Framework DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM A Human Resource Management Framework HR POLICY AND PLANNING DIVISION HUMAN RESOURCE BRANCH Public Service Secretariat April, 2008 Government of Newfoundland

More information

Talent as a Top Priority and Challenge

Talent as a Top Priority and Challenge Talent as a Top Priority and Challenge Talent is viewed as source of competitive advantage and driver of performance, but it remains a challenge for today s organizations. Mercer s 2013 Talent Barometer,

More information

A new era for HR. Trinity College Dublin Human Resources Strategy 2014 to 2019

A new era for HR. Trinity College Dublin Human Resources Strategy 2014 to 2019 A new era for HR Trinity College Dublin Human Resources Strategy 2014 to 2019 Introduction This revised HR strategy is a response from the HR function in College to the new College Strategy 2014-2019,

More information

The attraction, retention and advancement of women leaders:

The attraction, retention and advancement of women leaders: The attraction, retention and advancement of women leaders: Strategies for organizational sustainability BUSINESS CASE 1 Table of Contents Introduction Business Case 1 Barriers and Success Factors Overview

More information

WHEN INDIVIDUALS SUCCEED ORGANIZATIONS WIN

WHEN INDIVIDUALS SUCCEED ORGANIZATIONS WIN WHEN INDIVIDUALS SUCCEED ORGANIZATIONS WIN THE WORKPLACE IS CHANGING There s a new dynamic in employee and employer relationships. Employees want to learn and grow throughout their entire careers. They

More information

Public Service Commission Statement of Mandate

Public Service Commission Statement of Mandate Public Service Commission Statement of Mandate 2014 2015 Inspired, client-focused professionals delivering innovative HR programs to advance employee engagement and the work of the Nova Scotia public service.

More information

People & Organisational Development Strategy

People & Organisational Development Strategy 2013-2018 People & Organisational Development Strategy Delivering excellent research Delivering an excellent student experience Enhancing global reach and reputation 1. Introduction Glasgow 2020: A global

More information

NUCLEAR REGULATORY COMMISSION COMPREHENSIVE. Diversity Management Plan

NUCLEAR REGULATORY COMMISSION COMPREHENSIVE. Diversity Management Plan U.S. NUCLEAR REGULATORY COMMISSION COMPREHENSIVE Diversity Management Plan Vision Statement: NRC is an agency where all employees are valued and have an equal chance to succeed, thereby increasing organizational

More information

The Maersk Group s. Group Policies. maersk.com

The Maersk Group s. Group Policies. maersk.com The Maersk Group s Group Policies maersk.com Table of contents Introduction by CEO 5 Business Approach 6 Our Brand 7 Health and Safety 8 Legal Compliance 9 Our Working Culture 10 Breaches of 11 The define

More information

Succession Planning and Career Development

Succession Planning and Career Development Succession Planning and Career Development Succession Planning and Career Development All trademarks are the property of their respective owners. IAAP claims no ownership interest in the trademarks. Table

More information

Search Profile. Vice President, People and Culture

Search Profile. Vice President, People and Culture Search Profile Vice President, People and Culture Company Description For over half a century, Bethany Care Society has been improving the lives of Alberta seniors and adults with disabilities by providing

More information

A Framework for Attraction and Retention in the Government of Nova Scotia

A Framework for Attraction and Retention in the Government of Nova Scotia Government of Nova Scotia, Attraction and Retention Framework - 1 - A Framework for Attraction and Retention in the Government of Nova Scotia Summer 2006 Government of Nova Scotia, Attraction and Retention

More information

Strategic and Operational Reform Towards Self Direction

Strategic and Operational Reform Towards Self Direction Strategic and Operational Reform Towards Self Direction Change Milestones 2014 Quality Service Standards 2014 Customer Service Strategy 2013 Organisational Structure Change 2012 Structure and Focus Review

More information

Talent Management Framework

Talent Management Framework Talent Management Framework A simple definition of Talent Management is: The systematic attraction, identification, development, engagement/retention and deployment of those individuals who are of particular

More information

Succession Management/Planning Talent Management

Succession Management/Planning Talent Management Succession Management/Planning Talent Management Objectives Upon completing this workshop you will be able to: Utilize a basic framework for building a comprehensive succession plan. Understand the need

More information

Workforce Planning Toolkit. Competencies Overview

Workforce Planning Toolkit. Competencies Overview Workforce Planning Toolkit Competencies Overview 2015 Table of Contents 3 Introduction 4 The Value of Competencies 5 How to Use This Tool 6 How Competencies Help Supervisors 7 How Competencies Help Employees

More information

Strategy of the Faculty of Arts for recruiting new members of academic staff

Strategy of the Faculty of Arts for recruiting new members of academic staff MEMO Strategy of the Faculty of Arts for recruiting new members of academic staff Background and purpose Excellent staff members and students are crucial to the future development of the faculty. So it

More information

You will have a strong track record of good or better teaching and learning delivery, whilst achieving high levels of student success.

You will have a strong track record of good or better teaching and learning delivery, whilst achieving high levels of student success. TITLE: Lecturer in Accounting WORKING WITH: Hart Learning and Development REMUNERATION: 25,000 to 38,000 LOCATION: Hertfordshire Hart Learning & Development is a progressive learning and development business

More information

HUMAN RESOURCES 2005 SERVICE STRATEGY BUSINESS PLAN

HUMAN RESOURCES 2005 SERVICE STRATEGY BUSINESS PLAN TABLE OF CONTENTS A. Background A.1 Preparing the Service Strategy Business Plan... 1 A.2 Key Contacts... 1 A.3 Additional Information... 1 B. Description of Current Services B.1 Program Location Map...

More information

Leadership Development Handbook

Leadership Development Handbook Leadership Development Handbook Presented by: Langara College Human Resources Prepared by: Jackson Consulting Group Aim of the Handbook is to provide: Leadership Development Handbook - Introduction help

More information

*This is a sample only actual evaluations must completed and submitted in PeopleSoft*

*This is a sample only actual evaluations must completed and submitted in PeopleSoft* *This is a sample only actual evaluations must completed and submitted in PeopleSoft* Employee information Employee name Position title/department Date of Hire Employee ID number Supervisor s name Today

More information

ROLE PROFILE & PERSON SPECIFICATION. Organisational Development Manager

ROLE PROFILE & PERSON SPECIFICATION. Organisational Development Manager Page 1 of 6 ROLE PROFILE & PERSON SPECIFICATION Organisational Development Manager 1. RESPONSIBLE TO: Associate Director of Learning & Organisational Development 2. RESPONSIBLE FOR : The Workforce Development

More information

OBJECTIVES. To discuss what succession planning is. To discuss what succession planning is NOT. To discuss why is succession planning needed?

OBJECTIVES. To discuss what succession planning is. To discuss what succession planning is NOT. To discuss why is succession planning needed? SUCCESSION PLANNING OBJECTIVES To discuss what succession planning is To discuss what succession planning is NOT To discuss why is succession planning needed? To discuss the basics of succession planning

More information

The Importance of Succession Planning and Best Practices. Shellie Haroski, SPHR

The Importance of Succession Planning and Best Practices. Shellie Haroski, SPHR The Importance of Succession Planning and Best Practices Shellie Haroski, SPHR Questions to consider What percentage of your employees will retire in the next 5 years? 10 years? What percentage of your

More information

Gender Diversity in Corporate Pakistan

Gender Diversity in Corporate Pakistan Gender Diversity in Corporate Pakistan The participation of women in professional organisations in Pakistan and the Middle East is challenges for organisations that recognise the value companies in Pakistan

More information

HUMAN RESOURCES & SUCCESSION PLANNING AT YOUR AIRPORT

HUMAN RESOURCES & SUCCESSION PLANNING AT YOUR AIRPORT HUMAN RESOURCES & SUCCESSION PLANNING AT YOUR AIRPORT ACI-NA Airport Board Members & Commissioners Conference June 9, 2014 Jeanette Saunders Ricky Smith Cleveland Airport System Are you prepared to replace

More information

CAREER DEVELOPMENT PATHS IN POWER SECTOR

CAREER DEVELOPMENT PATHS IN POWER SECTOR CAREER DEVELOPMENT PATHS IN POWER SECTOR 12th WEC CENTRAL & EASTERN EUROPE REGIONAL ENERGY FORUM - FOREN 2014 - Daniela Scripcariu CEO Camelia Tatarau HR Development Manager CHOOSE EXPERTS, FIND PARTNERS

More information

HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where HR Divisions should be. Where most HR Divisions are

HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where HR Divisions should be. Where most HR Divisions are HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Human Capital Management Human Resources Department Personnel Department Levers: Differentiated Pay Career Ladders Distribution of

More information

HR and Recruiting Stats That Make You Think. A Statistical Reference Guide for Talent Acquisition Professionals

HR and Recruiting Stats That Make You Think. A Statistical Reference Guide for Talent Acquisition Professionals 50 HR and Recruiting Stats That Make You Think Introduction Employer branding, employee engagement, social recruiting, transparency and Millennials are among the most important trends and topics impacting

More information

Women in Engineering. Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental

Women in Engineering. Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental Women in Engineering Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental Introduction Creating a Business Case for an In-House Professional Women s Program In 2012, Engineers

More information

Pima Community College District. Vice Chancellor of Human Resources

Pima Community College District. Vice Chancellor of Human Resources Pima Community College District Vice Chancellor of Human Resources Pima Community College seeks an innovative and strategic leader as Chief Human Resources Officer (CHRO). For more than 40 years, Pima

More information

Douglas County School District. Human Resources. Strategic Plan 2014-17

Douglas County School District. Human Resources. Strategic Plan 2014-17 Douglas County School District Human Resources Strategic Plan 2014-17 Introduction About the Strategic Plan About the Department Human Resources is passionately dedicated to those who are impacting the

More information

Engaging Community FACULTY AND STAFF PROFESSIONAL DEVELOPMENT TASK FORCE

Engaging Community FACULTY AND STAFF PROFESSIONAL DEVELOPMENT TASK FORCE Engaging Community FACULTY AND STAFF PROFESSIONAL DEVELOPMENT TASK FORCE Content Process... 1 Scope... 1 Definition... 1 Vision... 2 Identified Goals... 2 Prioritized Recommendations... 2 Proposed Tasks

More information

Supporting Good Practice in Performance and Reward Management Level 3 1 Credit value 6

Supporting Good Practice in Performance and Reward Management Level 3 1 Credit value 6 Unit title Supporting Good Practice in Performance and Reward Management Level 3 1 Credit value 6 Unit code 3PRM Unit review date Sept. 2011 Purpose and aim of unit This unit provides an introduction to

More information

WSP PARSONS BRINCKERHOFF OUR COMMUNITY: DIVERSITY IN PRACTICE INCLUSION, EQUAL EMPLOYMENT OPPORTUNITY & AFFIRMATIVE ACTION

WSP PARSONS BRINCKERHOFF OUR COMMUNITY: DIVERSITY IN PRACTICE INCLUSION, EQUAL EMPLOYMENT OPPORTUNITY & AFFIRMATIVE ACTION WSP PARSONS BRINCKERHOFF OUR COMMUNITY: DIVERSITY IN PRACTICE INCLUSION, EQUAL EMPLOYMENT OPPORTUNITY & AFFIRMATIVE ACTION JULY 2015 TABLE OF CONTENTS 1 DIVERSITY: INCLUSION, EQUAL EMPLOYMENT OPPORTUNITY

More information

Core Leadership Competencies

Core Leadership Competencies Core Leadership Competencies The following guidance further clarifies the distinctions between levels of performance for the 8 core competencies outlined in Element 1 of all DHS SES performance plans.

More information

HIRING & COMPENSATION. An approach for supervisors

HIRING & COMPENSATION. An approach for supervisors HIRING & COMPENSATION An approach for supervisors 1 Employment & Recruiting Services (ERS) is available to help you with your recruiting needs More than 3,900 employees help make Caltech a worldwide center

More information

Northwest Louisiana Technical College Mission, Vision, and Values Statements

Northwest Louisiana Technical College Mission, Vision, and Values Statements Northwest Louisiana Technical College Mission, Vision, and Values Statements Mission Northwest Louisiana Technical College is an institution of higher education established to provide the citizens of northwest

More information

Develop effective print and electronic resources, services, facility, and manage budget and human resource.

Develop effective print and electronic resources, services, facility, and manage budget and human resource. Chief Librarian Job Description Summary: The Chief Librarian will provide proactive strategic direction and professional leadership and direction in advancing the Institute s teaching and research mission

More information

EXECUTIVE COACHING What is executive coaching? Who is the typical executive coaching candidate? How long does executive coaching last?

EXECUTIVE COACHING What is executive coaching? Who is the typical executive coaching candidate? How long does executive coaching last? EXECUTIVE COACHING EXECUTIVE COACHING What is executive coaching? Executive or business coaching can be a power part of Human Resources functions or services. It is a senior training device, designed to

More information

Domain 8: Maintain a competent public health workforce

Domain 8: Maintain a competent public health workforce Domain 8: Maintain a competent public health workforce Domain 8 focuses on the need for health departments to maintain a trained and competent workforce to perform public health duties. Effective public

More information

Internship Guide. Get Started

Internship Guide. Get Started Internship Guide This guide provides a roadmap for any company, no matter the size of the business or the industry. Whether you re just getting started or already have an internship program that you want

More information

Action Plan /20: A Brilliant North NWT Public Service Strategic Plan

Action Plan /20: A Brilliant North NWT Public Service Strategic Plan Action Plan 2012-2016 20/20: A Brilliant North NWT Public Service Strategic Plan July 2012 Table of Contents Introduction...3 Strategic Goals from 20/20: A Brilliant North, NWT Public Service Strategic

More information

Managing Your Talent Portfolio: Positions or People

Managing Your Talent Portfolio: Positions or People Managing Your Talent Portfolio: Positions or People Marco Nozicka Human Resource Talent Manager Walgreens Who Will Take the Baton? What If? An airplane crashes in the desert, killing all on board. Among

More information

Activity Guide Innovation & Growth Nova Scotia Public Service Commission

Activity Guide Innovation & Growth Nova Scotia Public Service Commission TALENT MANAGEMENT Activity Guide This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction. Innovation & Growth Nova Scotia Public Service Commission

More information

Course Description (Master of Human Resource Management) MHRM

Course Description (Master of Human Resource Management) MHRM Course Description (Master of Human Resource Management) MHRM Programme Compulsory Courses: BA 601 - Scientific Research and Statistical Analysis Business research is crucial in building graduate capabilities

More information

Michael M. Massie, Ph.D. 4001 Meadowcroft Drive Kettering, Ohio 45429 (937) 901-5075 matt.massie111@gmail.com

Michael M. Massie, Ph.D. 4001 Meadowcroft Drive Kettering, Ohio 45429 (937) 901-5075 matt.massie111@gmail.com Page 1 of 6 Created 01-25-2016 09:53:59 Director of Experiential Learn Michael M. Massie, Ph.D. 4001 Meadowcroft Drive Kettering, Ohio 45429 (937) 901-5075 matt.massie111@gmail.com Professional Summary

More information

A PeopleFluent Product Brochure. PeopleFluent Mirror Suite TM

A PeopleFluent Product Brochure. PeopleFluent Mirror Suite TM A PeopleFluent Product Brochure PeopleFluent Mirror Suite PeopleFluent Time to Build Your Talent Management Solutions Around Your Talent Today people work differently, are motivated differently and are

More information

Heather L. Carpenter, Ph.D.

Heather L. Carpenter, Ph.D. SPEAKER PACKET Heather L. Carpenter, Ph.D. Nonprofit Management Professor, Trainer, and Speaker http://www.nonprofitalternatives.org About Heather Heather L. Carpenter, PhD, is an experienced and highly

More information

Global Human Capital Development

Global Human Capital Development 139 Hitachi s Approach As the role of corporations expands with respect to global social issues like the environment, poverty, and human rights, Hitachi seeks to address the needs and values of its diverse

More information

Branch Human Resources

Branch Human Resources Introduction The Human Resources Branch provides strategies, programs, services and consultation to attract and retain a diverse, engaged, innovative and skilled workforce to build a great city. Recruitment

More information

HR Corporate Objectives and Strategy Action Plan January 2013

HR Corporate Objectives and Strategy Action Plan January 2013 Reference Objective / Strategy Action Responsibility Target Date (CO1) By 2016 we will be in the top 20% of Acute Trusts as measured by the NHS National Staff Survey Embed the Trust values into reward

More information

The Talent Management Framework

The Talent Management Framework The Talent Framework Executive Summary Josh Bersin Stacey Harris Kim Lamoureux Madeline Laurano David Mallon May 2010 BERSIN & ASSOCIATES RESEARCH REPORT V.1.0 The Talent Framework Executive Summary The

More information

The Ripple Effect of Baby Boomer Retirements

The Ripple Effect of Baby Boomer Retirements The Ripple Effect of Baby Boomer Retirements By Neil E. Reichenberg According to the Pew Research Center, approximately 10,000 Americans per day will turn 65 between 2011 and 2030. These baby boomers comprise

More information

HEALTHCARE MBA STRATEGIC PLAN 2015-2020. A Strategy of Dreaming, Learning, Doing and Becoming

HEALTHCARE MBA STRATEGIC PLAN 2015-2020. A Strategy of Dreaming, Learning, Doing and Becoming HEALTHCARE MBA STRATEGIC PLAN 2015-2020 A Strategy of Dreaming, Learning, Doing and Becoming TABLE OF CONTENTS INTRODUCTION OUR PROGRAM HISTORY AND STRUCTURE BEYOND POSSIBLE 2020: THE UNIVERSITY STRATEGIC

More information

Rhode Island School of Design Strategic Plan Summary for 2012 2017. critical making. making critical

Rhode Island School of Design Strategic Plan Summary for 2012 2017. critical making. making critical Rhode Island School of Design Strategic Plan Summary for 2012 2017 critical making making critical executive summary This strategic plan serves as a guide for Rhode Island School of Design (RISD) over

More information

Diversifying Your Workforce

Diversifying Your Workforce Diversifying Your Workforce INTRODUCTION INCENTIVES & ROI RECRUITING INTERVIEWING & HIRING ACHIEVING WORKPLACE SUCCESS RETAINING VALUED EMPLOYEES LINKS & RESOURCES A Four-Step Reference Guide to Recruiting,

More information

Business Strategies that Work: A FRAMEWORK FOR DISABILITY INCLUSION

Business Strategies that Work: A FRAMEWORK FOR DISABILITY INCLUSION Business Strategies that Work: A FRAMEWORK FOR DISABILITY INCLUSION October 2012 What s the third largest market segment in the United States? The answer might surprise you. It s not a particular race,

More information

THE FOUR NON NEGOTIABLES

THE FOUR NON NEGOTIABLES THE FOUR NON NEGOTIABLES ACADEMIC EXCELLENCE COLLEGE AND CAREER READINESS SAFE AND SUPPORTIVE LEARNING ENVIRONMENT PURPOSEFUL, TIMELY TWO WAY COMMUNICATION ECISD STRATEGIC PLAN 2015 2016 1 Beliefs Definition:

More information

East Sussex Succession Planning Policy

East Sussex Succession Planning Policy Leadership Development and Succession Planning in East Sussex: A Governing Body Policy Statement Governing bodies are invited to adopt this policy statement as a way to maintain a focus on leadership development

More information

www.thiel.edu Dean of Enrollment

www.thiel.edu Dean of Enrollment 75 College Avenue Greenville, PA 16125 www.thiel.edu Dean of Enrollment Search Prospectus Fall 2015 www.thiel.edu/deanofenrollment Thiel College in Greenville, Pa., invites nominations and applications

More information

JULY 1, 2010 JUNE 30, 2013 STRATEGIC PLAN

JULY 1, 2010 JUNE 30, 2013 STRATEGIC PLAN DEPARTMENT OF HUMAN RESOURCES JULY 1, 2010 JUNE 30, 2013 STRATEGIC PLAN Introduction Human resource strategies are institutional efforts to support people (leaders, faculty and staff) to contribute to

More information

Career Development and Succession Planning. Changing Landscape of HR 2012 Conference

Career Development and Succession Planning. Changing Landscape of HR 2012 Conference Career Development and Succession Planning Changing Landscape of HR 2012 Conference Overview Career Development Program Succession Planning Process Benefits Reduced organizational risk. Increased productivity.

More information

Military Recruiting Consulting & Training Services Proposal

Military Recruiting Consulting & Training Services Proposal In Partnership with Military Recruiting Consulting & Training Services Proposal Prepared For: March 9, 2015 Our Understanding of Your Needs XYZ is a rapidly growing organization with... An evolving military

More information

DIRECTOR OF PEOPLE & ORGINAISATIONAL DEVELOPMENT NICK MERNOCK EMPLOYEE SUCCESSION PLANNING STRATEGY

DIRECTOR OF PEOPLE & ORGINAISATIONAL DEVELOPMENT NICK MERNOCK EMPLOYEE SUCCESSION PLANNING STRATEGY AGENDA ITEM: REPORT TO: POLICY & FINANCE COMMITTEE DATE: 19 TH OCTOBER, 2006 REPORT NO. REPORTING OFFICER: CONTACT OFFICER: OFFICERS CONSULTED: SUBJECT: CFO/193/06 CHIEF FIRE OFFICER DIRECTOR OF PEOPLE

More information

CORPORATE LEADERSHIP COUNCIL JULY 2005 www.corporateleadershipcouncil.com

CORPORATE LEADERSHIP COUNCIL JULY 2005 www.corporateleadershipcouncil.com CORPORATE LEADERSHIP COUNCIL JULY 2005 www.corporateleadershipcouncil.com LITERATURE Integrating Performance Management and Talent Review Processes Finding 1: Performance management involves the entire

More information

State of Washington. Guide to Developing Strategic Workforce Plans. Updated December 2008

State of Washington. Guide to Developing Strategic Workforce Plans. Updated December 2008 State of Washington Guide to Developing Strategic Workforce Plans Updated December 2008 Table of Contents Introduction... 3 What Is Workforce Planning?... 3 Workforce Planning Strategy Areas... 4 Strategic

More information

Winning Leadership in Turbulent Times Developing Emotionally Intelligent Leaders

Winning Leadership in Turbulent Times Developing Emotionally Intelligent Leaders Working Resources is a Leadership Consulting, Training and Executive Coaching Firm Helping Companies Assess, Select, Coach and Retain Emotionally Intelligent Leaders; Emotional Intelligence-Based Interviewing

More information

HUMAN RESOURCES ROLE IN HELPING MAKE UC SANTA CRUZ A WORLD-CLASS RESEARCH UNIVERSITY AND A GREAT PLACE TO WORK

HUMAN RESOURCES ROLE IN HELPING MAKE UC SANTA CRUZ A WORLD-CLASS RESEARCH UNIVERSITY AND A GREAT PLACE TO WORK HUMAN RESOURCES ROLE IN HELPING MAKE UC SANTA CRUZ A WORLD-CLASS RESEARCH UNIVERSITY AND A GREAT PLACE TO WORK SAM CONNALLY, CANDIDATE ASSISTANT VICE CHANCELLOR FOR STAFF HUMAN RESOURCES NOVEMBER 13-14,

More information

Case Study. We are growing quickly, and Saba is key to that successful growth.

Case Study. We are growing quickly, and Saba is key to that successful growth. Case Study In the dynamic energy industry, Mansfield Oil one of Forbes 50 Largest Private Companies fuels its employee engagement and retention with a new talent management strategy powered by Saba Software.

More information

FAO Competency Framework

FAO Competency Framework FAO Competency Framework FAO Competency Framework Acknowledgements FAO is grateful to the UNAIDS Secretariat, which has kindly permitted FAO to re-use and adapt the explanatory text on competencies from

More information

National Transportation Safety Board Strategic Human Capital Plan FY 2011-2016

National Transportation Safety Board Strategic Human Capital Plan FY 2011-2016 National Transportation Safety Board Strategic Human Capital Plan FY 2011-2016 September 30, 2011 Strategic Human Capital Plan National Transportation Safety Board Fiscal Years 2011 through 2016 Prepared

More information

Solutions overview. Inspiring talent management. Solutions insight. Inspiring talent management

Solutions overview. Inspiring talent management. Solutions insight. Inspiring talent management Solutions overview Inspiring talent management Solutions insight Inspiring talent management Inspiring talent management Intuitive technology that people love to use Lumesse is the only global company

More information

Growing Tomorrow s Leaders Today Preparing Effective School Leaders in New York State

Growing Tomorrow s Leaders Today Preparing Effective School Leaders in New York State The New York State Board of Regents and The New York State Education Department Growing Tomorrow s Leaders Today Preparing Effective School Leaders in New York State "The factor that empowers the people

More information

Cable, Telecommunications, and Media Executives will be honored in the following categories:

Cable, Telecommunications, and Media Executives will be honored in the following categories: WICT Southern California Chapter 4804 Laurel Canyon Blvd. #384, Valley Village, CA 91607 www.socalwict.org www.wict.org Dear Chapter Member: The 2014 Executive Officers and Board of Directors for the Southern

More information

Performance Management Review Process Draft for Management Consultation Review

Performance Management Review Process Draft for Management Consultation Review Draft for Management Consultation Review Policy 505: Performance Management Review Process Policy Category: Professional Development Who Is Covered: All employees whose position is designated to be in

More information

Component 4: Organizational Leadership & Governance

Component 4: Organizational Leadership & Governance Component 4: Organizational Leadership & Governance Scope: Lead your local United Way to successfully fulfill its mission, and in doing so, garner trust, legitimacy and support from the local community

More information

Mentoring: A Professional Development and Succession Planning Strategy

Mentoring: A Professional Development and Succession Planning Strategy Mentoring: A Professional Development and Succession Planning Strategy Presented by: Ruby H. Greene, MPA RHG Consulting Services Liza L. Long, RN Cobble Hill Health Center RHG Consulting Services 1 Mentoring

More information

ACI-NA 2010 Spring Conference Integrated Talent Management

ACI-NA 2010 Spring Conference Integrated Talent Management ACI-NA 2010 Spring Conference Integrated Talent Management Michelle A. Hebert Talent Management Administrator Hartsfield-Jackson Atlanta International Airport April 16, 2010 1 Hartsfield-Jackson Atlanta

More information

NYSAN PROGRAM QUALITY SELF-ASSESSMENT (QSA) TOOL, 2 ND EDITION QUALITY INDICATOR DEFINITIONS

NYSAN PROGRAM QUALITY SELF-ASSESSMENT (QSA) TOOL, 2 ND EDITION QUALITY INDICATOR DEFINITIONS NYSAN PROGRAM QUALITY SELF-ASSESSMENT (QSA) TOOL, 2 ND EDITION QUALITY INDICATOR DEFINITIONS ELEMENT 4: STAFFING AND PROFESSIONAL DEVELOPMENT A quality program recruits, hires, and develops diverse staff

More information

College of Architecture Strategic Plan 2014-2025

College of Architecture Strategic Plan 2014-2025 College of Architecture Strategic Plan 2014-2025 From the Dean The College of Architecture at the Georgia Institute of Technology houses a rich mix of disciplines that are critical in shaping how people

More information