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foreign
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[Music]
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Welcome to our fifth Topic in our course
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we're already covered some stages in the
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talent management process such as
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recruiting hiring and getting on board
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now we are in the face and when we have
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our people our new employee already in
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the company
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is that everything no we have to ensure
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that he gets up after the onboarding and
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engagement he we need to be sure that he
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gets trained he has develops at the best
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we saw him we saw her a lot of potential
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that's the reason that we hire so we
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need to ensure that they keep developing
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so their contributions to our company
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will be better in that way we will cover
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some things like attitude ability
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challenge skills know how and it ensure
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that the potential that we saw during
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the recruiting stages is really achieved
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we are going to will in some other words
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our people our employee career between
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the company our journey let's remember
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we began with recruit
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okay finding the best candidates hiring
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them bringing the new people
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developing them is where we are now
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we're going to help that talented tribe
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to learn to have a little development to
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coach them through seminars workshops in
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the job assignments different techniques
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that we want to discuss in here that is
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where we are now so what else it mean
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people development people development
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according to the industry means all the
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initiatives that an organization or
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company has in place to help its
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employees to grow their skills behaviors
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and competences these initiatives are
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based in a people development strategy
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that aims to help the organization
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enrich its business goal focusing on
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employees this Fosters learning people
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engagement talent management and
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employee development to drive
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organizational performance productivity
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and results
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the growth and development of people is
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the highest calling of leadership that's
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according to Harvey Firestone it's a
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good quote encourage you to watch the
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video on Merlin entertainment and
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Company in all industry and to see how
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they View
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that this process of training and
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development and question to yourself how
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do you rate this engagement that Merlin
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throws to your people do they reflect
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and imply have been developed to the
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company good questions check it please
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so there are reasons to prioritize
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people's develop first of all course we
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need to close the skills up during the
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recruiting process we have hired the
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best employee the best candidate but
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they still there could be some areas to
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develop that we need to polish to
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develop we also have to be sure that she
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will be ready to respond to the Future
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needs of our job we need also to expand
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organizational capabilities and also
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work in her and his employee retention
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and engagement this will drive business
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performance and subsequently it will
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attract talent and booster our brand as
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an employer between future candidates
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there are examples of different ways to
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develop people you could do it and you
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can solve the through the cultivating ah
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learning culture there is also rotate
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the people's job the responsibilities
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you also can use peer coaching that
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means people who work with them who can
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coach them through the job assignments
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that are also targeting training and
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skilled building tasks there is another
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a strategy called job shadowy that means
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that someone is working together with
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our employee that needs to be trained
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and is coaching and instructing her his
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to do some things in a better way
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another strategy is the self-paced
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learning when you also give the people a
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webinar or a series of videos to have an
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auto
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self-learning experience and of course
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we have the mentorship program when you
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assign the employee to be tutored or
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mentored by uh experienced worker could
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it be appear or could be a supervisor or
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even one in the top management level
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learning culture means some best
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learning how things are done on
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individual team organizational level job
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rotation means to rotate people within
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the organization temporarily some
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periods is good for transfer skills I
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get exposure to to do it how about to
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transfer a people who is in a production
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assistant but he has to understand she
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has to understand how photography is
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done how the location search is done too
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how to have periods where she is
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assigned to this temporary assignments
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per coaching it's a confidential process
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where two or more colleagues work
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together to reflect their current
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practices expand refined and build new
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skills and share ideas targeted training
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and skill building daily dilemma
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scenarios where customer personal
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stories problem stories or serious games
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and Communications skills simulations
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job shadowing as I mentioned on the job
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learning that allows these employees to
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follow observe the tasks how they are
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done by another employee in a specific
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role certified programs can be used for
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the people to work in a self-paced
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learning technique and of course long
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term continues tutoring and
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micromentoring could be few hours over a
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day or a week or a month we need to
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develop wherever it will be of those
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strategies of effective special and
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unique tailored development strategy and
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that's where our HR staff can help us
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but we need to be in there we cannot
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leave this task only for the Age part we
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the people in the field on the job areas
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we need to know what is required to
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develop in a certain people that we have
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hired we have to understand
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the company goals and objectives we have
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to review them we haven't covered skills
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gap between the organization we have to
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analyze is something that our company is
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not really very well
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able capable we have to analyze what
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we're trying to achieve it could be that
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we are not experiencing digital special
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effects so we will have maybe we don't
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want to hire or contract and Outsourcing
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people but we need to develop those
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skills to do it at least the elemental
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things to judge what is the best to do
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it which your behaviors will contribute
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to do that whether it's skills that are
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need to achieve this select the right
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people's development methods not all the
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methods apply for all the people all the
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tasks repair development plans upskilled
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HR managerial limits of future needs
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hire the right people to build the
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required culture maybe we will need a
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coach we really need a specialized
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psychologist to help us with this
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journey maybe we will need to have some
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mentoring from outsourcer renowned
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person in the industry experiment new
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techniques and be open to new ideas
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so that's combined to develop an
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effective development strategy there is
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a video here that I like to for you to
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watch from pricewaterhouse take a look
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at that and understand how this develop
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and the meaning and importance of
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strategy is tailor-made for our people
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and remember we are developing leaders
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in our industry it's a mix of arts and
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business driven by the vision of the
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leaders these leaders my financial and
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artistic decisions yes we are creative
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we are producers but we manage stuff and
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production with the goal of producing
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entertainment products means to be seen
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as widely as possible and mean to make a
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profit so it's important to possess
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abilities in skills management leaders
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must also know how to judge the
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performance of an individual in
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accordance with the team's Talent
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leaning learning how to communicate
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motivate and collaborate both remotely
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and physically they are so-called soft
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skills connected related empathetic with
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steam and the steps please read the
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following article of agon center that is
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called the future of entertainment the
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rise of the connected leader this
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article will be very helpful for you to
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understand why do we need to be a
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leaderist leader is not the head of the
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department or the CEO we are in
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entertainment an industry of leaders and
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we need to behave like this please take
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a look at this article to develop
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leaders we learn to recognize the
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potential identify emerging leaders who
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can step and fill critical roles when
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it's necessary push people out of the
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comfort zone don't allow them to be a
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lot of doing the same automated task
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challenge them ask for difficult or
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unusual situations that are excellent
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for testing whether someone is capable
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to take those roles rugby John job
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related skills to behavior and attitudes
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shell division disclose your vision with
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the people share the vision and ask your
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people feedback how do they understand
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and together shape that according to the
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needs of your production or distribution
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area this gives employees a shared sense
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of mission and encourage the potential
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leaders to feed to seal daily and
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ambitious themselves in the future of
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the company in the future of the
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business provide opportunities for
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leadership development that's also
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important make sure they're development
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their the performance and reward grammar
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support them through coaching we are
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going to cover that in detail but
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coaching is a form of development
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usually based on one-to-one discussions
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providing guidance and advice for
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specific challenges this is not the
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coach of sports this is the coach that
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helps somebody to understand their areas
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of opportunity use these discussions to
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help your American leaders address their
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fears and weaknesses and to look for
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their opportunities develop a team with
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the best skills they said from
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Northeastern University that's the first
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important developing Equity versus
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skills shop empathy with the people
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delegate tasks make genuine connections
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and make training a priority now I have
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mentioned coaching remember this is not
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the coaching
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in American football it's not like that
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coaching here in business okay we have
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to understand that sometimes our people
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uh have achieved very good success but
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they are stuck in Frozen where to go
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what is next why can't they go beyond
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that successful experiences well
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executive business coaching help us to
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go out our Frozen or Comfort zones we
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challenge our unconscious beliefs
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expands our vision formulate and
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realized expanded outcomes great
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self-awareness and expands our
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conversation is remember in this process
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the coach is not gonna tell the people
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what to do instead of that is going to
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challenge and get inside their own that
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the people by themselves will get inside
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their own beliefs by using powerful
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psychological questions we are going to
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help the people to reframe themselves
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and this is an art that's why sometimes
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we need to outside any higher and
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Outsource it expert coach but sometimes
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you can't develop your internal coaches
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in the company that's another way to
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develop the people maybe you will have
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one people you never imagine it's in in
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in post editing and but he or she has
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taken all the process in the company
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value chain and he she will help all the
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others to understand that development
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through very assertive and positive
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coaching coaching it's defined to help
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clients people the charter calls for
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Career Success guiding them in advance
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of their strategies and solve problems
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assisting them to resolve issues with
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peers communication with bosses team
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jobs teamwork and your focus it means to
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build the capabilities of the people to
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to inspire and enable people and teams
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to thrive in a disruptive world and it
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consists in different stages Bristol in
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a coaching process you have to assess
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the situation what is the problem where
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hand-toby measure is something a
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criteria that we need to measure to
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measure the monetary the progress of the
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program the feedback once after you have
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assessed it you have to fit with the
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people is this what you what you have
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said what do you think and together what
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is the action plan what are you willing
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to do how do you want me to help you
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that's the words of the coach how do you
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want me to help you the action plan what
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did you really want to accomplish what
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did you learn what is next measurement
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let's see what we have accomplished what
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you have approached and then the
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follow-up stage so you see this is a
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continuous circle of development never
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never tells them what to do but support
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through decision making and give the
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time and space to talk about how it
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feels the same employee the people has
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to break their own barriers never never
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a coach has it's not it's not a
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psychologist for the people it's not a
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therapy session it's only someone that
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will help them to refrain through
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continuous challenge watch this video on
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wearing media coaching and reflect on
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this there is a case on coaching review
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it what happened we have a challenge
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aligner DBC Senior Team in an
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advertising agency before it improves
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the situation the agency here is
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struggling business is flat and key
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Executives want to wait to quit go out
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in a business where creative and account
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teams need to work together they are not
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doing they are divided and the creative
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group experiences and strangers while
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the account Executives struggles to
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satisfy by clients maybe they are not
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experts enough in this industry
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arguments rich in the hallways and the
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agency president has lost control which
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is going to be the objective of the
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coach first to find ways to unite the
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office and break down the creative and
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business barriers break down ways to
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break down but those barriers have to be
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identified with the people and played by
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them not by the coach bring out the
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leadership qualities in the president
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and her key Executives coach them to see
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whether they are fighting unnecessary
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battles and gain capacity to stop the
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spots and move forward coaching sessions
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began with the executive team to
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understand the communication problem 360
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interviews were they conducted with
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everyone in the equity team to develop
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it deeper into problems in the ANC it
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came clear that the entire office was
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offering for a lack of leadership or
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failure to collaborate team coaching for
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the executive team focusing
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communication and respect individual
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coaching of the president focusing on
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his inspired leadership communicable
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direction of the agency one-to-one
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coaching with the creative director and
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the presidential agency focuses on
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developing this is the leadership
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creating supportive and inspiring
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atmospheres the creative director
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committed to meet quickly with the
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account services department to explain
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creative Direction and to develop team
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support for ideas agency Department had
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publicly committed to respective
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collaboration with ongoing coaching to
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facilitate communication and problem
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solving what was the outcome the
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president stepped back to into leading
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her organization the communication
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became clear and definitive focused
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effectively and intensively in central
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team and morale and teamwork improved
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the accountant creative directors found
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their way to a productive partnership
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the agency began winning new business
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again and retaining current accounts you
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can see by this real case that we can
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work together and someone will have to
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come to help us for the ones whom are
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that gone these two may happen are the
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people in the church it's not the
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Outsource in the spirit no it's not the
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coach who is going to change things so
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we have seen here the way to develop
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people
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the way the way to train our people to
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make their best to fill the gaps
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to develop the best of our new high-res
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and employees
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in order to ensure that all the
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resources in the company are aligned and
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better will be ready to tackle on the
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future opportunities as a company hope
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that you have liked this topic and I ask
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you please complete all the exercise and
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activities that asked you
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in the course thank you and see you in
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the next stage
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foreign
