Emergence of Technology Assisted Self Learning and How it can be a Game Changer
Formal System of Education and Employment Historically, learning has been associated with attending a school, college or a university to acquire formal degrees that can help the graduates in finding jobs and otherwise, enriching their skills. While the parallel concept of learning by oneself or self-learning has been with us for the same time, the […]
Talent Management – Meaning and Important Concepts
What if you could attract your competitor’s best employee for few extra bucks? Sounds easier than done! Attracting high-worth individuals from the competitors is not everyone’s cup of tea. Targeting them and finally hiring them is the test of your competencies experience, personal traits and brain application. This is where the strategic approach plays an […]
Role of Assertiveness in Persuasion
Persuasion is defined as an effort to influence an individual’s behaviour and making him/her believe what you are saying. Every individual has his /her own perception about things which may change or may not change with time. Individuals who like to maintain a low profile are often perceived as weak and someone who do have […]
Employer Branding in Emerging Markets
A lot has been found and discussed about how the world’s best companies to work for build strong employer brands and attract great talent in the developed markets. We have talked endlessly about how these companies make themselves so appealing that people from across the world, irrespective of their diverse backgrounds, cultures and preferences. However, […]
Why HR Managers Must Treat the Exit Interviews as Feedback and Learning Experiences
The Importance of Exit Interviews Despite being treated as chores and unavoidable components of the organizational processes, Exit Interviews are indeed important and can serve as sources of valuable feedback and provide inputs for learning and improvement within the organizations. Exit Interviews, as the name implies are conducted when employees leave organizations and are used […]
The purpose of organization assessment programs is to evaluate the potential of employees for growth and development within the organization. Many organizations such as Johnson & Johnson, Ford, Intel and IBM use such programs to fulfill their staffing requirements. Since these organizations are known for continuous innovation, they need special target groups in order to handle their very special department. These specially formulated teams consist of those individuals who have greater employability and are able to work under pressure. To speed up high-priority development of new products and innovation of entirely different products, highly competent individuals are required. In order to fulfill their staffing requirements, these organizations take help of assessment programs.
The process involves continuous review top executives and the next lower level employees in order to determine whether he or she is the right backup for the senior executive or not. This is the most important exercise which often takes several years in grooming the next person for the senior position.
It includes overall development of the selected individual and continuous review of his or her performance. This is a common assessment tool in Fortune 500 companies that choose their CEO by the same process. Organizations create a pool of talented employees who have high leadership potential. They are put to different jobs in different situations and are evaluated by a panel of experts. The process is usually restricted to senior level management only.
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Current Employment Trends and Their Implications for Business, Society, and Individuals
February 12, 2025
