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The (uncomfortable) truth of HR and leadership development | Patrick Vermeren | TEDxKMA
 
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Quackery and pseudoscience can be very dangerous. Not only in medicine but also in human resources. Alarmed by the nonsensical ideas of Transactional Analysis, Patrick Vermeren set out on a mission to reveal the truth about the many HR theories, models and questionnaires. The academic literature revealed that most HR practices (in recruitment, assessment, development, coaching…) are very problematic and some even dangerous. In this Talk valid alternatives are presented. Patrick Vermeren has been active as a consultant, trainer and coach since 1996. He built on his experience at major Belgian banks ( Cera and Dexia) and an American multinational ( Procter & Gamble). Since he joined Perco he advises HR professionals and he guides groups and individuals in the areas of leadership, coaching and facilitating decision making in groups ( participation). He also assists CEOs, managers and high potentials through training and personal coaching. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 224915 TEDx Talks
Creating an Employee Development Plan for Improved Employee Performance
 
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Get a free coaching session with Stephen Goldberg for leaders and managers https://mailchi.mp/4966f7407de6/freecoachingsession Sgn up to receive my bi-monthly newsletter http://eepurl.com/gChMb Download free worksheets, forms and templates from https://www.eloquens.com/channel/stephen-goldberg Get access to forms worksheets and templates from my website http://eepurl.com/ccGNlX Read articles on my blog http://www.optimusperformance.ca/blog/ Support the making of these videos by becoming a Patreon https://www.patreon.com/StephenGoldberg The old expression, “failing to plan is planning to fail" also applies to employee development. In my recent article (http://www.optimusperformance.ca/managing-employees-for-change-improved-productivity/) about a leaders' struggle to deal with employees being resistant to change, I wrote that strategic planning for employee development is a practice that a leader must undertake to avoid this dilemma. Developing a human resource or employee development plan is often the responsibility of the human resource department if there is one. From my perspective, it's the leader’s responsibility because the leader is accountable for the performance of the department and each employee. Here is my list of things for the leader or manager to do to develop a strategic plan for employee development..... Read full article here: A Leadership Job Description :http://www.forbes.com/sites/mikemyatt... How to set and achieve any goal using a goal planning worksheet: http://www.optimusperformance.ca/how-... Learn How to Write a Job Description including a downloadable template https://curious.com/stephengoldberg/j... Learn How to Set & Achieve Goals including Goal Setting Form for download https://curious.com/stephengoldberg/g... Take my lessons +20,000 more @Curious on anything from tennis, to test prep, to tango. As my student, get 20% OFF! http://curious.com?coupon=curiousteac...
Views: 27431 Stephen Goldberg
Careers in Human Resources - Self Development Is The Key To Success | HR Crest
 
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Careers in Human Resources - Self Development Is The Key To Success http://www.hrcrest.com/jobs-and-careers/successful-career-development-role-of-excellence-in-career-success/ Self development is a simple and continuos process that is a great enabler to become a good HR manager and shine in your human rersources career Invest in self development along with the professional development as Human resources professional http://www.hrcrest.com/jobs-and-careers/successful-career-development-role-of-excellence-in-career-success/ Careers in Human Resources - Self Development Is The Key To Success
Views: 846 HRCrest
Is Human Resource Management the right career for you?
 
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Hear from some of the foremost authoritative experts on what HR managers do and why they do it.
Views: 197779 Shad Morris
Putting the human back into human resources | Mary Schaefer | TEDxWilmington
 
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This talk was given at a local TEDx event, produced independently of the TED Conferences. Mary’s interest in the dynamics of humans at work started while working on her family’s farm in southern Indiana. As the principal of her own business, Artemis Path, Inc., Mary is a coach, trainer, and consultant specializing in talent development, change management, and workplace interactions. Her clients include Fortune 500 companies and local businesses. Mary has a Master's degree in HR, and is certified as a Professional in Human Resources (PHR). Previously, she was a corporate employee at DuPont as an HR Manager where she worked for 20 years. While at DuPont Mary was the recipient of The Crystal Award, designed to recognize “champions of people.” Mary applies her fierce idealism to create work cultures where organizations and human beings can both thrive. She publishes on this topic and more at maryschaefer.com and leadchangegroup.com. Mary is the co-author of the book, "The Character-Based Leader." About TEDx, x = independently organized event In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations)
Views: 145385 TEDx Talks
Human Resource Management Lecture Part 01 - Introduction
 
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What is Human Resource Management (HRM)? Which Megatrends determine future challenges in HRM? What are key fields of action in HRM?
Views: 662283 Armin Trost
I Wanna Be a Human Resources Officer · A Day In The Life Of A Human Resources Officer
 
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Hans goes behind the scenes to find out what being a Human Resource Officer entails. Check out more information about a career in Human Resources here: https://studentedge.org/career-life/find-a-career/human-resources-officer Want to see more career videos from Student Edge? ↓ Click here http://s-edg.com/careervideos G'day, Hans here. Now look there are two types of people in this world, those that organize things and the rest of us are just kind of do what they say but if you think you're good with people and you like organizing things maybe human resources could be a career for you. We're here at the Department of Mines to find out what it's all about. You hear the term human resources all the time but it's a pretty obscure and confusing job title. All i know is that it involves dealing with lots of people which is why I'm here at one of the biggest people machines in WA, the Department of Mines and Petroleum to find out exactly what a human resources officer does. Great to meet you Alyce. Well let's start with everything, I need to know if you're working in Human Resources what do you do? So pretty much we work with the employees right through from application to retirement and that could be anything from looking after their safety to training to providing wellness programs or diversity events. So you follow someone's career basically from the beginning right through the end. Yeah while they're in that specific organization. Sure and ok well let's start at the beginning how you came to be in the job. What was your particular path? Where did you study how are you here today? I studied the ECU I studied a bachelor of business and I did a major in human resource management and from that I engaged in lots of different work experience, internship placements I put my name on the templates here at this department and they asked me to come back and work on my initial project. Okay, talk me through a day a typical day of yours when you turn up what do you get up to? First thing I do is look at my emails to make sure there's no employees that are concerned about any issues. That's the first thing you need to get to you need to reply to them quickly. I also because I'm the wellness coordinator I do a lot of events and presentations so i might be one day I might be booking in a presentation I'm checking that staff have RSVP'd properly that kind of thing. We also organize occupational safety and health inductions for new staff so i might be sending out invites. Okay, it's time for you to give us the edge. Can you do that? Absolutely question number one, just quickly from school to what you do now what's the process? Definitely finish high school and an excellent way to increase your opportunities then enroll in either a human resource management course at there's a number of different institutions that offer it or you could do a degree in business and get a a major in human resources or even a psychology degree. Question 2 if I want to be really successful in human resources what characteristics do i need? Definitely a good people person, you need to love working with people, also excellent communication skills that's a big one you need to always be talking with people and also being able to say the same thing to everybody being consistent with your advice to give throughout the organization. And question number three, if you could have done one thing differently but still end up exactly where you are today what would you have done there? Good question i'm quite happy with the path I took but I will say definitely being a little bit more comfortable about asking questions and seeking advice. Well Alyce, thank you so much for talking me through it I now know what it means to work in human resources. Thank you very much it's been really fun. Well there you go that's just the tip of the iceberg of what it means to work in human resources. If you want to get involved you want more info you gotta get onto https://studentedge.org and don't forget if you really keen about it get out there network and meet people.
Views: 95302 Student Edge
HR Talk (Personality development in 10 Mins)
 
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After 45 thousands+ views and many subscribers pertaining to Chess learning channel - Introducing LATEST professional coaching series as a Human Resource Officer. Best Interview techniques session in Maharashtra - https://www.youtube.com/watch?v=4fKDZFg-4NQ&list=PL4bTX647WmoSA9LEvberVgDbyOfj3EQzw&index=2 Hope you people will gain some essential points to develop your Personality out of this video. Request your support and encouragement by Likes and Subscriptions. Big Thank You. Best Regards, Shamshoddin Sayed Human Resource Officer Intelenet - Aurangabad
What Is Human Resource Development?
 
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Human Resource Development (HRD) is a practice that combines training, organization development, and career development efforts to encourage improvement of individual, group, and organizational performance. Please visit www.eAdultEducation.org for more information on human resource development and information on adult learning theories and research in relation to practice in the field of human resource development.
Views: 110360 Shirley J. Caruso
Training Human Resources
 
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Training represents a significant expenditure for most employers. However, it has historically been viewed tactically rather than strategically, which means that training is seen as a short-term activity rather than one that has longer-term effects on organizational success. Training is the development and delivery of information people will use in their jobs. To be a strategic investment, training must align with company goals and contribute to the achievement of key performance indicators. In other words, it must produce positive results. Without ongoing training, organizations may not have staff members with the knowledge, skills, and abilities (KSAs) needed to compete effectively. Building the capacity for all employees to work smoothly with diverse individuals is essential to competitive success. Certain legal compliance considerations will ensure the effectiveness of your training and development initiatives. Accurate recordkeeping related to required training is important to demonstrate that the company is meeting its obligations. Orientation, which is the planned introduction of new employees to their jobs, coworkers, and the organization, is offered by most employers. Successfully integrating new hires is important, and measuring the degree of success allows the orientation program to be managed well. The way in which a firm plans, organizes, and structures its training affects the way employees experience the training, which in turn influences the effectiveness of the training. While there are five distinct phases to the ISD process, in most cases, the phases overlap. Although the process appears to be linear, it is actually iterative. It is common to recycle back to an earlier phase when information is uncovered at later stages. Ideally, management looks at training needs in relation to strategic plans and as part of the organizational change process. Then training needs can be prioritized on the basis of objectives. Conducting the training most needed to improve organizational performance will produce visible results more quickly. Training design is all about creating content that meets your audience’s learning and development needs. Learner readiness means that individuals have the ability to learn, have the motivation to learn, have high confidence, see value in learning, and have a learning style that fits the training. The success of training efforts depends on understanding and adapting training to the needs of the learner. Practice, feedback, overlearning, behavioral modeling, error-based examples, and reinforcement are strategies that are frequently used when designing a training experience. Closely related is an instructional strategy called immediate confirmation, which is based on the idea that people learn best if they receive reinforcement and feedback as soon as possible after exhibiting a response. Immediate confirmation corrects errors that, if made and not corrected throughout the training, might establish an undesirable pattern that would need to be unlearned. It also aids with the transfer of training to the job. Internal training generally addresses topics specific to the organization and its jobs. Effective internal training programs have the potential to be good for both employer and employee. External training, or training that takes place outside the organization, is used extensively by organizations of all sizes. Whether training is delivered internally or externally, appropriate training must be chosen. E-learning is the use of web-based technology to conduct training online. Training results can be examined through cost–benefit analysis, which compares costs and benefits associated with training. Training evaluation is the process by which you can determine if you have met those objectives and whether there is a better and cheaper way in which to do so in the future. Organizations invest billions of dollars and countless hours in training employees. These investments should support the goals of the organization and result in benefits to both the employees and the company. Thoughtful design, delivery, and evaluation of training offer the greatest probability of achieving success.
Views: 109 Gregg Learning
Human Resource Management
 
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Interested in human resource management, but not sure what it's all about? Human resource professionals are typically responsible for making sure a workplace is productive, harmonious and safe. To find out more, go to http://business.monash.edu/programs/undergraduate-programs/study-areas/management
Views: 800345 Monash Business School
How to Develop Your Own Effective Human Resources Development Strategy
 
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HR THOUGHT FUNNEL: Companies run as well as the people they hire to do the right jobs in the right way for maximum results. As such, the human resources department of a company must be well versed in current management trends, and stay up to date in terms of emergent strategic orientations. Watch this video for three steps to create your own effective human resources development strategy. For more on this subject, click here: https://www.techfunnel.com/hr-tech/6-steps-strategic-human-resource-development/ ABOUT: TechFunnel, a web brand of Bython Media, is an ambitious technology media web property dedicated to technology news, product reviews, and analyzing how technology affects business, finance, human resources, marketing, government, and everyday life.
Views: 243 Bython Media
Human Resources Management & Development
 
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Video Production Tocarra Cecil Arnita King Taketta Marshall Randall Norton - created at http://goanimate.com/
Views: 41 Arnita L. King
Setting Employee Goals
 
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http://blog.hr360.com/hr-blog/setting-employee-goals-video-blog Video Highlights: 0:02 Every supervisor and employee should set goals. 0:42 Employees who set goals increase both their commitment and motivation, and they become more invested in their jobs and long-term career plans. 0:53 The goal-setting process allows employers to direct employees’ efforts toward maximizing accomplishments and toward supporting the company’s own long-term goals. 1:11 Goal setting will be most successful when you provide each employee with clear expectations regarding performance that are tied to an understanding of how his or her individual work contributes to the company’s overall goals. 1:26 There are seven key criteria that your goals should meet. 1:31 Be specific. Clearly communicate the tasks or behaviors employees must accomplish or demonstrate to achieve successful results. 1:47 Be realistic. Set goals that are challenging, but attainable based on your employee’s knowledge, skills, and resources. 2:09 Choose goals that can be measured, and make sure your employees understand exactly how they will be assessed. 2:27 Use your calendar – and set deadlines. 2:45 As you set goals, remember to prioritize. 3:05 Evaluating goals is also important. Since goals are designed to support both the company and the employee’s personal development, you should evaluate and update goals based on changing business needs and the employee's progress. 3:20 Coordinate your employees' goals so that they complement one another.
Views: 22817 HR360Inc
Developing Individual Development Plans
 
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DescriptionSession Overview: In this session, you will learn: -What is an IDP -How to develop an IDP -How to use an IDP to increase performance and motivation -What free or low cost developmental resources are available Presenter: Jodi Traversaro, Statewide Training and Performance Management Officer, CalHR Jodi Traversaro oversees the state of California's workforce development and performance management programs at the Department of Human Resources. Jodi is passionate about results-oriented training and the use of free existing resources to save money, expand learning services, and enhance job performance and career opportunities. Jodi has worked for the State of California since 1992. Before this position, Jodi was the Director of the California Specialized Training Institute (CSTI) at CalEMA which is the State's all-hazard disaster management training and exercise program serving California's first responders. Jodi was the lead public information officer for the 2007 Southern California wildfires and held the positions of Chief of Legislation and Emergency Manager. Jodi also administered the training and EEO programs at the Board of Equalization which trained thousands of tax auditors and collectors how to interpret and apply complicated tax laws and procedures. Jodi has a BS degree in Economics from CalPoly, San Luis Obispo. For Certificate of Completion, please visit the following link: http://www.calhr.ca.gov/Documents/training-certificate-of-completion.pdf If you have any questions, please contact [email protected] Phone: (916) 445-1547
Pierre Campbell Leadership | Management | Human Resources Training | Washington DC
 
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Pierre Campbell | Leadership Training | Management Training | Executive Development | Human Resources Training http://pierrecamp.com MEET PIERRE CAMPBELL Known for his authentic style and passion as a Leadership & Personal Development Coach and Mentor, this Queens, New York native is an empowering speaker who infuses hope, positivity and action into each and every presentation. Pierre’s personal approach encourages participants to achieve their desired results through the power of positive thinking and proactivity. Pierre develops leaders, managers and athletes by instilling a heightened sense of confidence and honing their ability to work effectively in teams through self-awareness, self-exploration, and acceptance. These same traits earned Pierre the college football Hall of Fame Award (awarded to scholar athletes who demonstrate outstanding leadership), a successful career as a professional Arena football player, and the opportunity to further develop as a leader and mentor as a Campus Director at a major university. Pierre earned a Bachelor’s degree in Marketing and an MBA with a concentration in Human Resources. https://plus.google.com/+AnthonyAbron/posts/JxtoJ5zFpEX MISSION To encourage, through positive reinforcement, the exploration of self-awareness, its impact on the developing leaders ability to be their true self at all times and their ability to become a strong, effective leader and contributor to the organization, team and family. https://www.youtube.com/user/ThePierreCamp VISION To introduce the concept of gratitude and love into the conversation of how to encourage, develop and grow leaders based on their personal strengths and weaknesses to maximize the success of the individual and ultimately the organization, team and family. The expansion of the Leadership Series includes a network by which leaders are inspired by the stories of leaders around the world. Contact Pierre TODAY 703-261-9690 [email protected] P.O. Box #1673 Herndon, Virginia 20170 Get his book SIMPLE INTELLIGENCE on Amazon! http://pierrecamp.com/contact https://www.facebook.com/pages/PierreCamp/219719051390801 https://twitter.com/PierreCamp https://www.linkedin.com/in/pierrecampbell
Human Resources Officer Duties and Tasks
 
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Determine staffing numbers, skills and needs to meet the organisation's objectives Analyse the skills and qualities required for each particular job and develop job descriptions and duty statements Advertise staff vacancies, assess applications, interview applicants, administer selection tests, prepare reports and make Recommendations to management about staff appointments Maintain the personal records of employees on matters such as wages, superannuation, leave and training, and prepare associated management reports Arrange and conduct staff training Use a number of management information systems to record, maintain, plan and manage the organisation's human resources Provide advice and information to management and employees on personnel policies and procedures, including equal opportunity, anti-discrimination and occupational health and safety programs Advise employees on work matters, career development, personal problems and industrial matters organise employee welfare services such as canteens, first aid, superannuation and social activities Take part in enterprise bargaining talks where employees, management and unions discuss the development of specific work arrangements and conditions (e.g. pay and hours of work) Help put in place organisational changes (e.g. those following from industrial relations legislation, revised job classification structures or technological changes) Take part in strategic management. Sourse: http://www.myfuture.edu.au/The%20Facts/Work%20and%20Employment/Occupations/Details.aspx?anzsco=223111A Images: http://www.tippingpoints.com.au
Views: 5750 Andy Williams
Management of Learning
 
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Are you passionate about learning in the workplace? Do you see the benefits of personal development for both individuals and businesses? And would you like to know more about how knowledge creation can keep companies competitive? Then Management of Learning might be the perfect programme for you. It combines elements from economics, business, human resource management and learning sciences. You'll have the competencies you need to work in human resources, more specifically Human Resource Development. Upon graduation, you'll have all the knowledge and skills you’ll for a career as Learning and Development professional. Our MSc. Management of Learning programme challenges you to think about supporting Learning & Development in an international business environment and to find effective, sustainable, and potentially far-reaching solutions. The programme gives you the opportunity to participate in a community of learners where students, staff, alumni and business partners share and create knowledge on this topic. More info: https://www.maastrichtuniversity.nl/education/master/master-management-learning
importance of Human resource education
 
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Human Resource Development (HRD) is a practice that combines training, organization development, and career development efforts to encourage improvement of individual, group, and organizational performance. Please visit www.eAdultEducation.org for more information on human resource development and information on adult learning theories and research in relation to practice in the field of human resource development.
Views: 179 candle light
Human Resources Management Training Quiz - MCQsLearn Free Videos
 
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Learn human resources management training quiz on MCQsLearn, a free website http://mcqslearn.com for exam preparation. Practice MCQs with human resources management training quiz, training design quiz, strategic training quiz, evaluation of training quiz with questions and answers for HRM practice tests. This free video contains MCQs based tests on human resources management training in HRM for online competitive exam preparation.
Views: 7072 MCQsLearn
Personal Development Coach
 
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Susanne Earle is a Leadership Coach, Career and Personal Development Coach, Human Resources Consultant, and President of Game Change Coaching & Consulting. Susanne will be speaking on “Growing Yourself and Your Career through Emotional Intelligence.”
Views: 27 Proven Resource
Decoding the Stigma of Personal Development  | Lizbeth Pal | TEDxUNSW
 
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Personal Development: "icky, awful words" is the general negative consensus says Marketing Strategist and Presenter, Liz Pal. She argues stigma, fear of self-reflection and the overwhelming pursuit of success are the main barriers to personal development. But what if we change the paradigm to each barrier? In this insightful talk, with her personal story as the backdrop, she presents simple but effective strategies to embark on our own journey of growth. "Because cracking the code to life's potential is up to the Walt Disney in all of us. Strategist, Writer and Presenter at Runaway Strategist An alumni of UNSW, Liz graduated in 2012 with a Bachelor of Media Communications and Journalism, Majoring in Human Resources. The former marketing strategist turned Writer and Presenter, Liz previously worked with brands such as Microsoft, Telstra, Commonwealth Bank and McDonalds to strengthen customer relationships. After taking a dip into digital nomad life, Liz realised she needed a balance of freedom, structure and social stimulation. Today, she’s another millennial trying to hack the working economy to align with her values. Her blog Runaway Strategist aims to 'hack millennial life' through two main content streams. Brain Optimisation and the ‘Meet the Millennial Life Hacker’ series. She is passionate about contextualising research from psychology, neuroscience and lifestyle design into actionable practices. Through her interview series, she looks to decode how other millennials are creating their own dream careers and lifestyle. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx
Views: 1936 TEDx Talks
A Recent Testimonial By A Human Resources Director of Training & Development
 
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Video recommendation given by highly respected long term corporate Director of Training & Development for Scott's contribution in both Job Search Strategies and Personal Branding
Views: 138 Scott Engler
HR Masterclass | Personal Improvement Plan
 
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Jessica Curd, one of our HR Partners at 3aaa Apprenticeships gave a masterclass on Human Resources for our Apprentices recently. In this video, Jessica Curd goes into further detail about a Performance Improvement Plan. Jessica talks about why there is a need for a PIP and how to fill one out effectively. This video is a step by step guide as to how to fill a Performance Improvement Plan out in the Objectives Section. She advises Line Managers to be as descriptive and specific as possible, as they are the objectives they will be measured against, also using SMART objectives for reference to ensure the PIP is filled out effectively. The next section is the Expected results/ Measures. The expected results may be sales targets achieved or orders maybe increased- something that can be directly linked to the objectives. Our HR Business Partner gives her advice to Line Managers which is "to have regular reviews in whatever intervals the role requires, depending on how closely they are managed.
Human Resource Management Lecture Part 02 - HR Strategy and Planning
 
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How are company strategy and HR strategy related? As part of an HR strategy which company functions should be of the highest priority? How to plan quantitative workforce demand on both strategic and operational level?
Views: 242180 Armin Trost
Project Human Resource Management
 
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Projects often involve many aspects of an organization's Human Resources and its distinct functional departments. Successful project managers and human resource professionals who work with them must utilize thier skills in leadership, planning, and understanding of project management. Project Human Resource Management defines resources for the project team. It outlines the roles and responsibilities of the team and its members; defines tools for team development and helps manage team performance and group dynamics. As part of PMI's Continuing Certification Requirements program, a PMP credential holder will need to earn 60 Personal Development Units (PDUs) during every three-year cycle. Fortunately, PDUs can be earned in many ways including E-learning, attending chapter meetings and seminars and SELF-DIRECTED LEARNING. PMI will recognize activities that involve personally conducted research or study, including discussions and coaching sessions with colleagues or clients. Such activities should make use of informational materials like articles, books and videos like the ones in this course. Within this course, we offer daily discussions that you may choose to join. This course may also be submitted for PDUs once you have earned the PMP credential. To learn more about PDUs, how to earn and claim them, as well as step-by-step instructions on how to renew your certification, you can reference the PMP HANDBOOK found at the PMI.org website. Quality Project Management Definition PMBOK® PMP® CAPM® and PMI® are Registered Trademarks of the Project Management Institute. http://www.udemy.com/commonsensepm/ http://www.pmi.org/ http://www.globalknowledge.com/training/generic.asp?pageid=3430 http://www.techrepublic.com/blog/career-management/the-top-five-in-demand-it-certifications-for-2013/#.
Human Resources Training
 
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Human Resources Training human resources training california, human resources training specialist salary, human resources training and development degree, human resources training and development seminars, human resources training and development in health care
Views: 57 Michelle R. Kloss
HR Management: Training & Development
 
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This episode examines the processes involved in employee training and development. IU Southeast Instructor: Alysa Lambert
Views: 368508 IUSoutheast
Maureen Mbia, Human Resources Manager
 
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«We make sure our employees are perfectly followed-up and provided with the training they need for their personal development »
Views: 450 KYC Consulting
Careers in Human Resources Management
 
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Panelists: * Rodney Mano - Regional Human Resources Manager, Cineplex Entertainment * Dahlia Levitin - Manager, HR & Services, Haremar Plastic Manufacturing * Robin Smith - 2nd Vice-President, York University Staff Association * Joanne St. Bernard-Honegan - Human Resources Business Lead, Kraft Foods Inc. * Nicola Walters - Disability Management Advisor, Human Resources and Skills Development Canada Q&A Overview: 1. How did you get to your current position? What have you done since leaving York? 2. What do you enjoy the most about your job? What do you not enjoy? 0:23:18 3. Can you describe a typical day in your job? 0:34:20 4. Does an HR manager deal with employee activity, retirement, and such? 0:44:35 5. Would you need to pursue a Masters degree in order for you to get a job in HR? How did you work your way up? 0:47:20 6. How can you attain the position you desire? Is it a bad idea to start at an entry level position? 0:54:30 7. If you were looking to hire an employee, would you prefer someone with experience or someone with higher education? 1:11:00 8. If someone has an MBA and relevant experience, would that impact the job position they apply for? What salary range they would expect? 1:14:30 Recorded January 19, 2012 More Info: http://www.yorku.ca/careers/students/video/
What Are The Functions Of Human Resource Management?
 
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Consequently, hrm encompasses efforts to promote personal development, employee satisfaction, and compliance with employment related laws. Bupa health dialog, located in melbourne, offers evidence based wellness, prevention and chronic disease management services to help meet the needs of australians. The manager of the human resources department is responsible for ensuring that employees are well versed in their areas expertise. Human resource management (hrm) duties, benefits. Googleusercontent search. Human resource management encyclopedia business terms core functions of human. Sapling the new roles of human resources professional balance. Under the influence of giving away traditional method, hrm has got a new terminology some major functions human resource management are as follows 1operative 3human or personnel department is established in most organisations, under charge an executive known manager jul 21, 2017 keywords maintenance function hrm, essay, funtionsin this assignment author done detailed study and studied detail staffing, maintenance, motivation training development hr functionspromotionsposition classification gradingperformance appraisal review processingpersonnel data entry records maintenance; Consultation advisory services to employees. Staffing is the recruitment and selection of potential employees, done through interviewing, applications, networking, etc. Hrm is concerned with the management of employees from recruitment to retirement. What are the functions of human resource managers? Six main a department management l e notes mba. This new function of human resource management involves hrm metrics and measurements strategic direction to display value. Training and development is the next step in a jan 28, 2015 new information technologies their services have significantly improved cost efficiency lowered execution risks of human resource management systems. Human aug 8, 2017 some industry commentators call the human resources function last bastion of bureaucracy. All about human resources and talent management. To achieve equilibrium between employer and employee goals needs, hrm departments focus on these three general functions or activities planning, implementation, management competencies for successful learning the integrated role of hr overcoming top myths in what is it like to work human resources careers you want hr? Ask it's. Human resource management deals with issues related to employees such as hiring, training, development, compensation, motivation, communication, and administration the responsibilities of a human manager fall into three major areas staffing, employee compensation benefits, defining designing work. The recruitment process includes four steps job analysis, sourcing, screening and selection, onboarding. What are the functions of human resource managers? 5 major management keka. What does a human resources manager or director do? . Those technologies and services include human resource, payr
Career Development | Interpersonal Skills and Self Development | Dubai | Meirc
 
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“The reason most people never reach their goals is that they don't define them, or ever seriously consider them as believable or achievable. Winners can tell you where they are going, what they plan to do along the way, and who will be sharing the adventure with them” (Denis Watley) In step with the rapid changes occurring in today’s organizations, employees’ career realities have also undergone a dramatic shift. While it was traditionally the sole responsibility of the organization to ensure its employees had the skills needed to meet its long-term goals, employees now have an increasing say in the planning of their own career. More specifically, career development has evolved into a partnership between organization and employee. Moreover, career development has become such a key component of a company’s attraction and retention strategy, that many candidates would not even consider working for a company that does not include career development as a basic component of its culture. Find more info about Meirc Human Resources and Training courses at: http://ow.ly/6MAm30clGH0
Views: 74 Meirc TC
Human Resources at Nestlé USA
 
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Meet Perla and Sara, trainees in the Human Resources Development Program at Nestlé USA.
Views: 5237 Nestlé USA
Process Work in Human Resources (HR) & Organization Development (OD) - Sumedhas
 
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Sumedhas, the Academy for Human Context, is an institution dedicated to fostering of human processes. www.sumedhas.org The Sumedhas paradigm is founded on a quarter century of experience, research and application in India and abroad. The basic building blocks are taken from Eastern philosophical frames and Western frames of action and reality orientation. It creates learning opportunities for people desirous of enhancing their self-awareness and using the resultant personal growth in their living process.... at work and at home." Our purpose: http://www.sumedhas.org/index.php/our-purpose
Personal challenges in human resources
 
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HR professionals discuss challenges that they face personally in their field.
Human Resources Administration (E)
 
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In this course, the student will examine the administrative practices that apply to human resources administration in contemporary educational organizations. The student will critically discuss and analyze current legislation related to selection and recruitment, personnel development (both at a personal and professional level), cultural and organizational environment, internal policies, and the development of work groups. This includes the study of real and simulated cases, emphasizing on the application of concepts.
3 Self Development Habits That Will Change Your Life
 
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How The Sussex University Year Changed My Life My name is Andreas Georgiades and I am studying Management and Marketing at the University of Sussex. I am currently in my 3rd year of University and I am working at Cullen Scholefield, a human resources consultancy, which is part of my degrees year in industry (placement year). It has truly been an inspirational year for me, so I decided to start sharing some of my experiences with the world, beginning with my first blog series "How the Sussex University placement year changed my life". I hope you find some of the information useful and I would love to hear back from you.
Views: 192 Andreas Georgiades
Kevin Silva shares the importance of training to Voya’s managers
 
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Voya’s Kevin Silva, Executive Vice President and Chief Human Resources Officer, shares how successful leaders stand out by continuing their own personal development and encourages managers at Voya to take advantage of the many opportunities that are offered through the Management Development Program.
Views: 296 Voya Financial
What are personal development resources?
 
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http://jeremyfrancishr.com/ What are personal development resources?
Views: 32 Jeremy Francis HR
Sarel Trainer Profile - Lina S. Waplau
 
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Director of PT Sarel Sentra Inspira Organization experience in banking, manufacturing, consulting and training development. Consulting experience in Strategy Management, Performance Management System, and Human Resource Management Training Experience in the area of Leadership, People Development, Sales Management, Service Management, Personal Development, and Human Resources Management ---------- Visit us at http://sarel.co.id ---------- Music provided by Frequency Axity - Freedom | https://www.youtube.com/watch?v=sdo5NDmtzvk
Human resources development at the CHT Group: Next generation leaders (NGL) | KICK-OFF
 
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Development program for building personal and interpersonal effectiveness of the next Generation leaders (NGL) at CHT Group. The international program fosters and supports the personal and professional growth of selected employees regarding their leadership potential.
What Is A Development Goal?
 
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They spell out the skills, knowledge and experiences employee needs to either remain effective in his her current job or support employee's ability take on new responsibilities grow career i help a lot of leaders create individual development plans using some variation this process. Examples of employee development goals undp. Professional development examples human resource management. Sustainable development goals united nations21 examples of personal for a better you international finance corporationlearning & organization 16 that will make happier and hr at mit goal setting millennium (mdgs) un projectwhat are the sustainable goals? What Millennium. Get started by setting personal development goals performance answer the question 'what is expected of employee in his her position? ' plans 'in what areas and ways should develop for future? ' planning a rich opportunity employees managers to plan millennium (mdgs) are world's time bound quantified targets addressing extreme poverty its many dimensions income united nations describes human following terms process enlarging people's choices. The page discusses the professional development may be geared toward improving an area in need of or related to employee's new responsibilities future career goals Human resources 7 examples for setting at work performance and faq. Googleusercontent search. Use specific, measurable goals for each employee, and limit these to the sustainable development (sdgs), otherwise known as global goals, are a universal call action end poverty, protect planet ensure that all people enjoy peace prosperity 17 aug 2016 full list of proposed summaries their targets officially transforming our world 2030 agenda is set 'global 13 jan 2017 21 personal examples designed enhance your quality life, achieving more, becoming stronger, more confident version ifc (idg) key outcome indicators projects expected deliver during lifetime (which goal, first ask yourself what you learned through self assessment feedback about strengths areas improvement one best decisions can make engage in continuous. The united the world bank's website on millennium development goals describes eight and what bank is doing to meet them. Development goals faq. Human resources top 12 development goals for leaders mediabuzz. The world bank millennium development goals group. Impraise 7 examples for setting professional development goals at work performance review url? Q webcache. Setting great professional development goals means you can take steps towards improving every aspect of your working life, building on developmental are learning oriented. Enlarging people's 16 sep 2015 after three years of negotiations and debate, 193 countries had agreed to a set development goals more bold ambitious than anything what are the sustainable (sdgs)? . The sdgs are a united nations sponsored effort to create common set of development goals for all the millennium eight that 191 un member states have agreed try achieve by
Views: 5 Vincent Vincent
Global HR Forum 2014 | Keynote | Human Resources Development for Sustainable Growth
 
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Global HR Forum 2014 | Keynote 1 | Human Resources Development for Sustainable Growth * Jim Yong Kim President, World Bank Group Moderated by * Sungmo Steve Kang President, KAIST The Global Financial Crisis have caused economic recession and reinforced social instability and conflict in many countries. In the U.S. and Europe, a large number of people blamed inept government policies and increased gap between super-rich and poor. Likewise, issues related to economic inequality and public distrust towards the leadership became more serious in Korea.?Especially, after the recent Sewol Ferry Tragedy, Koreans show intensified distrust in our society as they witnessed that people in responsibility had no sense of ethics, self-sacrifice to protect our citizens but only had greed and selfishness. Most of the Korean citizens considered these incidents as characteristics of underdeveloped countries, and suggested that the Korean society has overlooked significance on humanistic education and moral responsibility, but only focused on rapid economic growth for the past few decades. In light of that, we decided a main theme for this year’s 9th?Global HR Forum as Human Resources for Trust and Integration, hoping that we can make an opportunity to discuss the ways to train and educate future talents who have solid moral foundation and can hold our society together. Korea needs human resources that can resolve deep-rooted regionalism, generation gap and class inequality and prepare for the Korean reunification in the future. During this session, President Jim Yong Kim will speak about the problem of distrust and fragmentation that runs rife in society and the progress of other nations' efforts in curbing this problem, and?how much effort nations have put into talent development with the goal of increasing trust and social cohesion. Global HR Forum 2014 | Keynote 2 | The Science of Trust * John Gottman Professor Emeritus of Psychology, University of Washington This session reviews, "The Science of Trust" in the context of couple relationships, including the physiology of trust and betrayal, and the mathematics of trust and betrayal. Recent research from John Gottman`s laboratory will be reviewed that leads to a precise definition of trust. Dr. Gottman will also talk about a new empirically-based theory of trust, how to create trust in love relationships, and how it is sometimes possible to heal from betrayal. This presentation is geared towards a clinical audience and is based upon Dr. Gottman’s latest books, ‘The Science of Trust’ and ‘What Makes Love Last? How to Build Trust and Avoid Betrayal’.
Difference between HRM & HRD / HRM vs HRD
 
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The difference between Human Resource Management (HRM) and Human Resource Development ( HRD) is explained is in this video. The video explains the below : Scope of HRM & HRD HRD is subset of HRM HRM & HRD are interdependent HRM focuses on policies, manages from recruitment to resignation HRD is the development of employees i.e training on different skills. It helps to cope with the future. HRM - employees to utilize their skills to achieve the company’s goals. HRD - to improve the employee skills. HRD is a part of HRM. HRM deals with all HR initiatives while HRD only deals with the development factor. HRM functions are more formal than of HRD functions. HRM is management of people i.e management of performance of employees and HRD is development of people i.e development of skills of employees. Human Resource Development is a framework of an organization to develop employeesr organizational and personal skills as well as their knowledge and abilities. HRM or Human Resource Management is an organizational function that has been thus introduced with the aim of maximizing the performance of the employees. HRM focuses on policies and systems and deals primarily in the manner in which people are managed within organizations. -~-~~-~~~-~~-~- Please watch: "SWOT Analysis" https://www.youtube.com/watch?v=ODbB4qkbKLc -~-~~-~~~-~~-~-
Views: 6471 Praket Consultancy
Alpha Advertising Personal Development Programme to build human capital
 
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Alpha Advertising Personal Development Programme to: - build human capital - develop talents and potentials of employees
Marie Pavlou coach and trainer (Personal Development Employer Branding, etc)
 
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Create your Personal Brand ~ Train your employees in Management and Human Resources ( Employer Branding, Employee engagement, Motivation in the workplace,Emotional Intelligence, Training for Recruiter, Training for HR professionals) Facebook: https://www.facebook.com/mariepavloutraining/ Instagram: mariepavloucoach Twitter: mariepavloucoach (@career_branding) https://twitter.com/career_branding?s=03
Views: 30 Marie Pavlou
Training Evaluation
 
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For downloadable, customisable and reproducible training and personal development resources go to http://www.buyandtrain.com
Views: 11084 rhemaresourcecentre
Human Resources Organizational Development Consultant, Career Video from drkit.org
 
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All Career Videos - http://www.drkit.org/careervideos In this interview, an Organizational Development Consultant discusses her typical day at work, the qualifications needed for the job, the best and worst parts of the job, and advice that can be used by students considering this line of work.
Views: 42777 DrKitVideos