People Management

1. KEY POSITIONS NOT ONLY ON TOP

2. TALENT PRODUCTION LINE

3. POINT OF VIEW ON TALENT

4. KNOW, GROW AND DEPLOY YOUR KEY PEOPLE.

5. HR VALUE CHAIN

6. JOB DESIGN

7. HIRING PROCESS

8. TALENT ASESSMENT AND EVALUATION

8.1. What is an Assessment

8.2. Assessment Principles

8.3. GOOD ASESSMENT HAS Reliability and Validity

8.4. Asessment MODELS

8.5. HUDSON Leadership Blueprint Potential Model

9. "A PLAYERS" OR "A POSITIONS"

9.1. Identify Your "A Positions". Надо определить КАКАЯ ПОЗИЦИЯ КРИТИЧЕСКАЯ

9.2. Manage Your A Positions: 1) Evaluation 2) Development 3) Compensation 4) Succession

9.3. Manage Your Workforce Portfolio

10. PERFORMANCE MANAGEMENT

10.1. To give FEEDBACK. Design the process: 1- Evaluating to Development 2- Remediation to strengths 3- Counselor of coach 4- Center of Field 5- Deferred to Real-Time data & Development

10.2. 1. transparently link employees’ goals to business priorities and maintain a strong element of flexibility

10.3. 2. invest in the coaching skills of managers to help them become better arbiters of day-to-day fairness

10.4. 3. reward standout performance for some roles, while also managing converging performance for others

10.5. COACHING

11. DOWNSIZE. STAFF LAYOFF

11.1. How to make it: "need to redesign the compnay to meet global demand", "go to re-structuring according to startegy"

11.2. Be prepared:

12. REWARDS & RETAIN

12.1. Milestones:

12.2. TOTAL REWARD FRAMEWORK

12.3. Total Rewards MUST BE: 1- Easy to understand 2- Consistent structure 3- Consistent navigation 4- Make it for day to day experience (not twice per year, … rare)

13. DIVERSITY & INCLUSION

13.1. Maturity to Devirsity

14. ENGAGEMENT