Talent, Careers, and Development Flashcards
Strategic Talent Management
The process of identifying the most important jobs in a company that provide a long-term competitive advantage, and then creating appropriate HR policies to develop employees so that they can effectively work in these jobs.
High-pos
(high-potential individuals) Individuals who show high promise for advancement in the organization.
Succession planning
Preparing for the inevitable movements of personnel that creates holes in the hierarchy that need to be filled by other qualified individuals.
Make-or-buy
Develop competitive Human Resources or hire individuals who are already developed from somewhere else.
Career
Series of work-related positions a person occupies throughout life.
Organization-centered career planning
Career planning that focuses on identifying career paths that provide for the logical progression of people between jobs in an organization.
Career paths
Represent employees’ movements through opportunities over time.
Individual-centered career planning
Career planning that focuses on an individual’s responsibility for a career rather than on organizational needs.
Dual-career ladder
System that allows a person to advance up either a management or a technical/professional ladder.
Glass ceiling
Situation in which women fail to progress into top and senior management positions.
Repatriation
Planning, training, and reassignment of global employees back to their home countries.
Development
Efforts to improve employees’ abilities to handle a variety of assignments and to cultivate employees’ capabilities beyond those required by the current job.
Assessment Centers
Collections of instruments and exercises designed to diagnose individual’s development needs.
Coaching
Observation with suggestion
Job rotation
Process of moving a person from job to job.
