Weblog by Liisa Pursiheimo-Marcks. Insights on performance management, talent management and change management.
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Forte Consulting Blog | Weblog by Liisa Pursiheimo-Marcks. Insights on performance management, talent management and change management. | forteconsulting.wordpress.com Reviews
https://forteconsulting.wordpress.com
Weblog by Liisa Pursiheimo-Marcks. Insights on performance management, talent management and change management.
forteconsulting.wordpress.com
How to build a competency model? | Forte Consulting Blog
https://forteconsulting.wordpress.com/2012/06/24/how-to-build-a-competency-model
Weblog by Liisa Pursiheimo-Marcks. Insights on performance management, talent management and change management. The many uses of performance ratings. How to build a competency model? June 24, 2012. A reader from Australia has come across my blog about competencies. And is asking for more advice on how to build a competency model. Here are some things to consider. Whether you create your own model or modify an existing model, you will need organizational input and feedback. There are many ways to gath...
Best Friend at Work?! | Forte Consulting Blog
https://forteconsulting.wordpress.com/2011/06/28/best-friend-at-work
Weblog by Liisa Pursiheimo-Marcks. Insights on performance management, talent management and change management. Why does change take so long? The many uses of performance ratings →. Best Friend at Work? June 28, 2011. One of the popular questions to ask in employee engagement surveys is Do you have a best friend at work? This is one of the Gallup 12 questions, researched more than 30 years with over 17 million employees. Wouldn’t you be more excited to go to work? The bottom line is to create an environm...
Competencies: Your building blocks of talent | Forte Consulting Blog
https://forteconsulting.wordpress.com/2010/11/16/competencies-your-building-blocks-of-talent
Weblog by Liisa Pursiheimo-Marcks. Insights on performance management, talent management and change management. Lighthouse management: Are you visible to your people? The Peter Principle: Is your organization run by incompetent people? Competencies: Your building blocks of talent. November 16, 2010. Organizations with less visibility into competencies are playing a guessing game with their talent. Management development is very important for the future leadership pipeline. The Peter Principle: Is your or...
Forte Consulting Blog | Weblog by Liisa Pursiheimo-Marcks. Insights on performance management, talent management and change management. | Page 2
https://forteconsulting.wordpress.com/page/2
Weblog by Liisa Pursiheimo-Marcks. Insights on performance management, talent management and change management. Newer posts →. Drivers behind employee retention. March 1, 2011. Engagement is certainly a key driver in retention. Strongly engaged employees are 87% less likely to leave the organization than strongly disengaged employees. That is why many companies choose to focus on driving engagement and reap the rewards in improved retention as a side effect. The quality of their supervisor is a factor in...
The many uses of performance ratings | Forte Consulting Blog
https://forteconsulting.wordpress.com/2011/11/25/the-many-uses-of-performance-ratings
Weblog by Liisa Pursiheimo-Marcks. Insights on performance management, talent management and change management. Best Friend at Work? How to build a competency model? The many uses of performance ratings. November 25, 2011. If the company decides to go through restructuring, performance ratings can be helpful data points in addition to other considerations in moving or eliminating positions. Organizations often spend extra effort to maintain their top talent, while low performers are most at risk of g...
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itsthedatastupid.wordpress.com
Is that first down line one of the four horseman of Web 3.0? | It's the Data, Stupid!
https://itsthedatastupid.wordpress.com/2011/08/05/is-that-first-down-line-one-of-the-four-horseman-of-web-3-0
It's the Data, Stupid! Harnessing Integrated Talent Management. Is that first down line one of the four horseman of Web 3.0? Long before I was an integrated talent management guy, I was a plain old software /Internet product guy. Veering from the HR focus of this blog for a post I thought I’d talk a little bit about technology. However, talent and experience aside, the most fun as a product guy is to prognosticate on what are today’s horseman as well as tomorrow’s potentials. Oy, I’m so bored with social...
itsthedatastupid.wordpress.com
“What’s in it for me?” –What an integrated talent management solution brings your corner of HR | It's the Data, Stupid!
https://itsthedatastupid.wordpress.com/2011/05/14/“what’s-in-it-for-me”-what-an-integrated-talent-management-solution-brings-your-corner-of-hr
It's the Data, Stupid! Harnessing Integrated Talent Management. What’s in it for me? 8211;What an integrated talent management solution brings your corner of HR. While there are certainly benefits to having a single system that asks different HR domains to speak the same language, the drive toward integration should really come from each HR domain looking to answer the question, what’s in it for me? How can a system help a Compensation professional better spend the organization’s incentive resources?
itsthedatastupid.wordpress.com
November | 2011 | It's the Data, Stupid!
https://itsthedatastupid.wordpress.com/2011/11
It's the Data, Stupid! Harnessing Integrated Talent Management. Pay me now or pay me later…. This post is really a re-post of a reply to a discussion on Technical Debt in a LinkedIn Group. The discussion referenced a post by Naomi Bloom on called: “ The Scourge of HRM Software — Technical Debt. Here are three things that I think drive a software developer’s technical debt:. Comments : 1 Comment. Enter your email address to subscribe to this blog and receive notifications of new posts by email. Create a f...
itsthedatastupid.wordpress.com
Integrated Process, leveraged results | It's the Data, Stupid!
https://itsthedatastupid.wordpress.com/2011/05/12/integrated-process-leveraged-results
It's the Data, Stupid! Harnessing Integrated Talent Management. Integrated Process, leveraged results. It is in the merging of processes, vocabulary, and definitions where Talent Managers from different HR domains can jointly put their overall Talent initiatives into overdrive, and build a greater overall Talent Management system. By leveraging the skills, experience, and expertise of other HR domains, as well as working from a common set of data, Talent Managers can do more. Inside their own domain.
itsthedatastupid.wordpress.com
Matching Supply with Demand | It's the Data, Stupid!
https://itsthedatastupid.wordpress.com/2011/05/13/194
It's the Data, Stupid! Harnessing Integrated Talent Management. Matching Supply with Demand. A large part of talent management comes down to understanding an organization’s demand for talent and then identifying and or building a supply of internal and external candidates to fill that demand. Demand can be described by answering a set of questions like the following:. What are the goals of the business? What are the types of work required to meet those goals? Does it change by geography or organization?
itsthedatastupid.wordpress.com
About | It's the Data, Stupid!
https://itsthedatastupid.wordpress.com/about
It's the Data, Stupid! Harnessing Integrated Talent Management. In the 1992 campaign for President of the United States, Clinton campaign strategist James Carville famously scrawled what would become their core message on a whiteboard, It’s the Economy, stupid. This internal rallying cry was meant to continually remind the campaign staffers what was really on the minds of American voters. Leave a Reply Cancel reply. Enter your comment here. Fill in your details below or click an icon to log in:. Join 11 ...
danypsari: Acne and Its Treatment (Part II)
http://danypsari.blogspot.com/2012/10/acne-and-its-treatment-part-ii.html
Renewable energy researcher (building science), climate change observer, fashion lovers #Dstyle. Monday, October 29, 2012. Acne and Its Treatment (Part II). Periksakan ke dokter spesialis kulit dan jangan mecoba sendiri obat dari iklan atau artikel. Http:/ www.pallmallmedical.co.uk. Uku tangan yang panjang. Http:/ skincare.lovetoknow.com. Saat pergi ke Dokter spesialis kulit, hal pertama yang dokter minta adalah memotong kuku tangan sampai habis, karena sadar ataupun tidak sadar kita suka memegang jerawa...
itsthedatastupid.wordpress.com
Pay me now or pay me later… | It's the Data, Stupid!
https://itsthedatastupid.wordpress.com/2011/11/16/pay-me-now-or-pay-me-later
It's the Data, Stupid! Harnessing Integrated Talent Management. Pay me now or pay me later…. This post is really a re-post of a reply to a discussion on Technical Debt in a LinkedIn Group. The discussion referenced a post by Naomi Bloom on called: “ The Scourge of HRM Software — Technical Debt. Here are three things that I think drive a software developer’s technical debt:. Laquo; Is that first down line one of the four horseman of Web 3.0? Date : November 16, 2011. Leave a Reply Cancel reply. Address ne...
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Forte Consulting - Home
Performance. talent. strength. Forte consulting helps you to drive business results by developing robust talent processes and a high performing workforce. Worried about the skill gaps in your workforce? Forte provides training and development. For your management and your employees. For long term success, you can get help with building your talent management processes. Feeling that the performance and productivity of your employees are not matching your vision? With Forte's change management plan.
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Forte Consulting Blog | Weblog by Liisa Pursiheimo-Marcks. Insights on performance management, talent management and change management.
Weblog by Liisa Pursiheimo-Marcks. Insights on performance management, talent management and change management. How to build a competency model? June 24, 2012. A reader from Australia has come across my blog about competencies. And is asking for more advice on how to build a competency model. Here are some things to consider. Whether you create your own model or modify an existing model, you will need organizational input and feedback. There are many ways to gather it:. Analyze job descriptions and job p...
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É pensar no futuro. É um processo de reconhecimento formal de que uma pessoa possui as competências necessárias. Com base na conformidade do produto em relação aos requisitos de normas específicas de caráter compulsório ou voluntário. Interpretar os requisitos da norma ISO 9001:2008, proporcionada pela base de entendimento comum. Operação Inmetro no comércio. Longa experiência em implantar processos de certificação. Certificações em serviços, sistemas, produtos e pessoas. 2014 FORTE TECNOLOGIA EM CERTIFI...
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É pensar no futuro. É um processo de reconhecimento formal de que uma pessoa possui as competências necessárias. Com base na conformidade do produto em relação aos requisitos de normas específicas de caráter compulsório ou voluntário. Interpretar os requisitos da norma ISO 9001:2008, proporcionada pela base de entendimento comum. Operação Inmetro no comércio. Longa experiência em implantar processos de certificação. Certificações em serviços, sistemas, produtos e pessoas. 2014 FORTE TECNOLOGIA EM CERTIFI...
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