Talent test 3

Performance management

a group of activities designed to maximize individual performance 

ethics

the moral principles that govern a persons behavior

Code of conduct 

used to outline the work rules that employees will agree to. 

performance standards 

behaviors that identify acceptable and unacceptable employee performance 

Knowledge skills and abilities

job competencies

Goals, Objecties, outcomes

goals are defined as an observable and measurable end result having one of more objectives to be achieved. 

Objectives are specific results youre trying to achieve within a time frame with avaliable resources 

outcomes are the measurement and evaluation of an activitys results against its intended or projected results 

feedback

information about a product, services, or a persons performance 

Empowerment and delegation

the authority to do something. Delegate - give to someone else. Empower- encourage them to do that. 

high performing employees

individuals with a proven record of exceeding the company performance standards 

high potential employees 

individuals who have the potential and desire to become a high performer 

Bias

prejudice in favor of or against someone or something

competencies

skills necessary to be successful

learning

knowledge acquired through experience, study, or being taught 

self directed learning 

when individuals take the initiative, with or without the help of others to diagnose their learning needs. 

training

teaching someone a specific skill or behvaior

on the job training

training and development in the workplace compared to a classroom oroffsite environment

career planning

Development and management

• Development refers to the stages that an individual goes through during their career

• management is what the organization does in terms of selecting, coaching, training and so on. 

Team building 

An activity typically focused on role clarification, goal setting, and building interpersonal relationships

team development

building specific teamwork competiencies

emotional intelligence

the ability to perceive, use, understand, manage, and handle emotions.

Interventions 

organizational development- structured programs designed to solve a problem, thus enabling an organization to achieve a goal 

replacement planning 

focuses on top level positions. identifies backups for positions 

coaching 

managers are responsible for coaching employees to achieve the best performance possible 

mentoring 

typically Sme’s in the topic they are mentoring. 

Multirator or 360 assessment

employee receives anonymous feedback from the people who work around them 

Global assignments and expatriates

upskilling

acquiring new skills. related to jobs that the employee currently holds

reskilling

Involves learning new skills, but its usually for the purpose of transitioning to a new role. 

relocation

special projects or assignments.

repatriation

the process of an employee returning to their home country.

apprecenticeships

9 box grid

a way to keep track of High potential, Medium potential, and low potential workers. And whether they underperform, have effective performance, or outstanding performance. talent pools. Used to track succession planning

Constructive Discipline converstation

• Let the employeees know your concern

• Share what you have observed

• Explain how their bevhaviors impacts the team

• Tell them the expected behavior

• Solicit solutions from the employee

• Convey the consequence

• Agree upon a follow up date

• Express your confidence

Goal of learning and development

Employees receive knowledge they can use in their jobs, which will have a positive impact on business goals.

Not all high performing and high potential employees should become managers 

explain this. Just be able to explain