...Every Good Boy Today what really matters is to stand out from de crowd, to be able to do something the other ones are not able to do, today it is all about having a talent. Unfortunately not everyone is born with a talent. Some people have to keep to the sidelines while the lucky ones obtain success because they are born to be the best soccer player on the team, the greatest singer in the choir or the bravest student in the class. Or maybe it is an opportunity to become talented through practice by the sentence 'practice makes perfect'? The narrator in the short story "Every Good Boy" written by David Nicholls and published on The Guardian website in 2011 is not born with a talent, but through practice he would like to reach his dream as a famous pianist. The short story takes its starting point the day the narrator's father comes home with a piano expecting that his nine years old son is going to learn how to play it. The boy's siblings are talented in different ways but the boy himself is "remarkable for being entirely without ability" (p. 8, l. 9). He is obviously not good at anything neither school stuff, sport, music or other hobbies. With siblings who are talented and gifted the boy seems to be 'the black sheep' and he has a need to find his place in the family, find something he is good at, something his parents can be proud of. He sees the piano as a great opportunity to obtain these dreams. When the narrator begins to take piano lessons at his neighbor Mrs. Chin's...
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...New Employee Training John Doe HRM/240 August 28, 2011 Diane Blankname New Employee Training Companies seeking new employees for a position as a computer support specialist have different requirements. Some organizations prefer employees to obtain up-to-date certifications, but some organizations prefer for new employees to have an associates or bachelor’s degree (JobBank USA, 2010). Although the employee may meet the educational requirement to obtain a job as a computer support specialist, the company must make sure that the employee is capable of performing the unique operations of the company. Computer support specialist should be kept up-to-date on the latest technology since technology changes every day. New employees should be evaluated to see if they need additional training. According to Bohlander and Snell (2007), competency assessment focuses on the sets of skills and knowledge employees need to be successful at knowledge-intensive jobs. Competency assessment is a superior way to see if an employee needs additional training to perform the tasks of a job. A company or organization can ask employees to perform certain tasks required for the job, to see if the employee needs additional training. Implementing the correct training program is important to organizations. If the training process is not done correctly, a company can waste a large amount of money by providing poor training to employees. For entry-level positions as a computer support specialist,...
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...Case Study #1 Managing Talent Can Yahoo Still Attract Tech Workers? Human Resource Management October 20th, 2014 Can Yahoo Still Attract Tech Workers? Part 1: Overview of the case In this case, Yahoo’s employees tend to find another job in other technology companies. Thus, lacking employees is the severe challenge to Yahoo now. Yahoo has 14,000 employees are well paid, but its employees do not have their passion when they work for Yahoo, even a vice president and chief trust officer also left the company to work for another company. In order to solve this problem, recruiting is an important plan to keep Yahoo running. Yahoo must focus on the process of human resources planning. This planning also requires the following steps: forecasting, goal setting and strategic planning; and program implementing and evaluating the human resource plan. Forecasting is a first step of the process. It helps the company to determine the supply of and demand for various types of human resources. Based on that, we can predict areas within the company where there will be labor shortages or surpluses. Goal setting and strategic planning purpose to focus on the problem and provide a basis for measuring a company’s success in addressing labor shortages and surpluses. This step shows us the job category and skill area of employees. The final step is implementing and evaluating the plan. The plan will not succeed if a firm doesn’t implement it, and then a firm will evaluate what if the plan...
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...To some people these abilities are new and can help them overcome a difficult circumstance that is pushing them beyond their limit, but to others it can be a failure. Adversity has the effect of eliciting talents, this contains a lot of truth to it. For instance, Helen Keller was blind and deaf due to an illness but those restrictions allowed her to reach such achievements. Many people take these faculties for granted but Helen was restricted from those abilities which pushed her beyond her limit and allowed her to gain many accomplishments. These faculties are utterly important in...
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... Unit Code : 4DEP ------------------------------------------------- Coursework Component : Written Assignment ------------------------------------------------- Date of Submission : ------------------------------------------------- Total Word Count : ------------------------------------------------- Introduction The HR professional map highlights how the HR helps an organization achieve its strategic vision, mission and goals. In the HRPM, there are ten professional areas, 8 types of behaviour and 4 bands which are vital to every HR practitioners. These skills and knowledge will help the HR practitioner to lead the employees and the organizations to reach their respective goals and objectives The 10 professional areas describe what activities are needed to be done and what knowledge is needed to know for each are of HR. Two areas from the ten are core areas which are insights, strategy and solutions and leading HR. The rest of the eight areas comprises of organizational design, organizational development, service delivery and information, learning and talent development, resourcing and talent planning, performance and rewards, employee engagement and employee relations. Next are the eight behaviours...
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...Abstract……………………………………………………………………………………………………………………..8 Introduction……………………………………………………………………………………………………………….8 Discussion/literature review: A. The current recruitment strategy. The advantages/disadvantages, suggesting the need for change………………………………………………………………………………………………..9 B. A definition and identification of the major advantages and disadvantages of Talent Management Programmes…………………………………………………………………10 Conclusion…………………………………………………………………………………………………………………10 References…………………………………………………………………………………………………………………11 Part A: INTRODUCTION In response to harsh competition in a rapidly changing world managers and executives at the beginning following the hierarchical theory of business, built on equity and driven by profit were seeking ways to improve the competitiveness by dismissing people, selling enterprises and demanding more from those who remained. Though, for companies to get out of their problems using the chosen strategy was getting harder and harder. The universal competition has made the traditional model of management obsolete. In contrast to the old model of management, the new one focuses on not how much we produce, but on how we satisfy the demand of consumers. The key points that have high priority for improving competitiveness are customer orientation, corporate thinking, integration and team work. The new model of management is nothing more than to be able to see the organization as a whole: the relationship of people and processes that determine the success, examples...
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...Consulting Project Recruiting Qualified Candidates Tammy Miller Sullivan University HRL 621 Introduction Recruiting is the most important and crucial role of any human resource professional today including staffing agencies. Staffing and recruiting good qualified candidates is getting tougher and tougher these days. When I spoke with Mrs. Sinkhorn with Nesco Resource, she stated that finding good employees is one of their biggest issues these days. Employees working for staffing agencies are in a unique position compared to clients they work for. This is due to they can work this client of the staffing agency and if they do not like the job or have an issue they have choices such as asking the agency to fine them something else. I have researched some recruiting options that I think would help assist Nesco in their recruiting process. Recruitment What is recruiting or recruitment? It is the act of getting of recruits (employees). Recruiting good qualified talent is a challenge. It also described the process that a company uses to find the qualified candidate to fill the positions within their company. Even with today’s recession, it is difficult to fill certain types of jobs which make the jobs of the recruiters extremely hard. Human Resources are always a challenge because of the job itself due to having to deal with human beings. People are not predictable and finding that right person for the first job at the right time is...
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...with many good musicians helping further their dreams, they make decent money, they don’t require too much schooling, there are tricks and skills that Booking Agents use to make their lives easier, and...
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...Project Management Plan Employee Incentive Program CPMGT/301 October 13, 2014 Project Management Plan Attracting skilled employees is often important and often difficult. Employers face major challenges when they consider the increasing difficulty of finding skilled people every company should have an employee incentive program if it is sales and especially for university enrollment advisors because they are the ones that bring business into the university. The project scope of Title IV of the Higher Education Act of 1965 strict accreditation regulations and laws prevent the university from offering bonuses to employees who enroll students. The work breakdown structure for the employee incentive program consists of activities/attributes, milestones stakeholders, stakeholder’s needs, tools and techniques. • Activities/attributes – Create a list of creative ideas o Have employees take a survey once a year o Boost employee morale and set a goal for employees o Provide a positive working environment o Retain employees o Diversity of activities o Develop skills and potential o Employees need to be more involved and engaged o Communication to employees • Milestones – o Approval of incentive program o Incentives must follow rules/regulations ...
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...Responsibility 6 How do your Strengths Finder talents support the primary planning, organizing, leading, and controlling activities of a manager? 7 Which Strengths Finder talents would you focus personal development activities on if you would pursue a management position or improve in your management current position? 9 Conclusion 9 References 11 Strengths Reflection Essay Draft Introduction Tom Rath’s Strengths Finder 2.0 identified my five greatest strengths and talents. The results concluded that my top five strengths, in order of strength, were: Achiever, Harmony, Futuristic, Restorative, and Responsibility. Rath (2007) states the aim of most learning programs is “to help us become who we are not” (p.1). The goal of this type of skills testing is to identify our strengths and talents and focus on increasing those rather than addressing our weaknesses. As I continue my journey to obtain a master’s degree in project management, I am eager to learn all the different facets that will help and support me in becoming an effective manager. Effective leaders are always investing in strengths, surrounding themselves with the right people and maximizing their own team, and understanding their followers’ needs (Rath & Conchie, 2008). In this paper, I would like to describe and reflect on my five greatest strengths and how these strengths may be supportive, conducive, a hindrance, or barrier to my management style. I would like to identify how my Achiever, Harmony...
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...Running Heading: Attaining Expertise University of Phoenix August 11, 2014 Learning is an extraordinary thing that we as a human to can do for every day of our lives. Learning is a part of our nature, and we must have knowledge and to be able to take in all that we can obtain. We often will pursue and research material that we don’t know about diving into the unknown, for example, scientist their research and discovery are because people desires to learn, obtain knowledge, and expertise in the areas where they yearn to learn about. In the professional field that we have is built up from the most employees that are average or above average performers, then you had people are horrible. Depending on their duties at work, some people perform the same workload more than other people would normally do while having great performance. The question is what do the performers have that you may not have? What can we learn from their talents and success? This instructional paper informs you of ways to obtain expertise in what we already do in our everyday lives. So, let’s begin and become outstanding and earn your way to the top. Reaching Goals In order to attain expertise in this field, you have to practice and have reachable and precise goals. One know that you are thinking to yourself “what is the goal?” A goal has been identified and thought out in order to be successful, and your expertise improved. The importance of identifying a goal must not be unreachable, but it has...
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...has stores in 12 regions. These regions include Eastern Washington, Western Washington, Northern Oregon, Southern Oregon, Northern California, Idaho, Montana and Wyoming, Colorado, Utah, Nevada, New Mexico, and Arizona. After reviewing the report that was provided to me, I have been able to come up with many recommendations for the staffing quantity and staffing quality strategies for Tanglewood . After careful review of the strategic staffing decisions depicted in exhibit 1.7, on page 26 of my text book, Staffing Organizations, I have come to the conclusion that the three most useful staffing quality and staffing quantity strategies that would be most useful for Tanglewood would be developing talent, internal hiring, and exceptional workforce talent. Tanglewoods success is due entirely on their strong culture, and the organization firmly believes that this strong culture should be maintained. Tanglewood is currently concerned with the Western Expansion of organizations such as Kohls, and Target, which would create more competition for the organization. Tanglewood should distinguish themselves from their competitors by having employees that are competent in their positions, and have excellent customer service skills. By ensuring that Tanglwood customers have a positive experience when dealing with their organization, they should be able to set apart themselves from companies such as Kohls and Target, as well as...
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...Seasonality and recruiting talent The Challenges Recruitment and retention have long been identified as one of the hospitality and tourism industry's biggest challenges. This is due in part to the highly labour intensive nature of the industry, especially in contexts where customer service expectations are high (Hughes & Rog, 2008). The Icelandic tourism season is relatively short which forces companies to hire a lot of seasonal workers for a short period of time. Thus, it can be hard to get the right people, at the right time for the right job. Seasonality is a big factor in the recruiting processes and can furthermore affect the development and retention within the company. When employees foresee only a couple of month recruitment, they´ll need some motivation, encouragement and benefits to consider returning again next season. NN needs to focus on the recruitment processes and select the employees who have developing potential and express a genuine interest in working for the company for more than one season. Recruitment is being carried out on a relatively large scale on a regular basis due to the fluctuations in the business. As said before, NN is located in the Northeast corner of Iceland some 480 km away from Reykjavík. The community consists of about 3000 inhabitants and is therefore dependant upon hiring transient workers as well as local people. Therefore, the way the company attracts and retains employees is of great importance. Seasonality Seasonality...
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...Key area Two; Leading and managing HR 1.5 Summary of the Eight behaviours 1.6 Resourcing and Talent planning 1) 2) 2.1 Understanding customer’s needs 2.2 Communicating effectively 2.3 Building and maintain effective service 3. References 1.1Introduction I work as a HR administrator at Sphere Group, which operates in the recruitment sector. This report will outline the HR profession map, its two core areas and eight behaviours, before discussing the Professional area of Resourcing and talent planning. Part Two will discuss how an HR practitioner should ensure that the services they provide are timely and effective, commenting on understating the customers’ needs, effective communication methods and how to build and maintain effective service. Part One 1.2 My HR Profession Map summary The HR profession Map (HRPM) is key to helping HR practitioners understand what they are good at, what they can improve on and what they need to do to develop. The map is made up of ten professional areas that HR practitioners are involved in and need to know about, eight behaviours to demonstrate in these professional areas and four bands of professional competence. The ten professional areas are: Strategy, insights and solutions, leading and managing HR, organisation development, resourcing and talent planning, learning and development, performance and reward, employee engagement, employee relations, service...
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...Abstract This paper is going to research the motivation for the core talents in hotel industry. My research will include the present situation of rotational flow of hotel’s core talent, the core talent’s feature, the motivation management’s principles and several measures and suggestions. In my view, the importance of motivation for core talents is not only to retain the top talents of hotels, but also the way to stabilize the management team. In the modern hotel industry, the brain drain becomes one of the biggest problems which hotels need to face and solve. So, in my paper, you can find the analysis of situation, the ideas from the insiders, and I will give suggestions by my own at last. Introduction With the fast development of Chinese economy, the foreign hotel giants accelerate continuously enter into the China to expand the Chinese market. At the same time, the domestic star hotels spring up and start to divert the customer source, so the competition of capture the source of customer market becomes severely. Because of the rapid development of hotel industry, the vying for hotel’s top talent is increasing. In fact, the essence for hotel industry’s competition is talent competition, and the “talents war” has become a major strategic for the hotel industry’s competition. So, the hotel’s core talents retaining and stabilize management team appear essential important. How to suit the remedy to solve the problem should be the focal point, so first...
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