People development award briefing
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SLITAD's People Development Award 2013 is on its way to be a big hit among HR and Training and Development professionals. This is an opportunity for HRD/HR to get recognition for their great work in developing people towards organizational success.
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People development award briefing
- 1. PEOPLE DEVELOPMENT AWARD MEDIA & HR PROFESSIONAL’S BRIEFING – 12 SEPTEMBER 2013
- 2. WHAT? continuous business improvement framework developed using global best practices. follow the business cycle (Plan-Do- Review). provide specific development strategies. relevant to all organisations regardless of size, sector or type.
- 5. HOW? Download the Application Form and Application Guide Download the Awards Album Template and complete same Send the completed Awards Album with the Application Form and Fees Await our confirmation of the acceptance of your application for the award and on-site audit.
- 6. IF YOU ARE SELECTED FOR THE AUDIT, YOU ARE SURE TO RECEIVE AN AWARD (IF DETAILS GIVEN ARE ACCURATE). HOWEVER, THE FINAL SELECTION OF BRONZE OR SILVER OR GOLD WILL BE THE FINAL DECISION OF THE JUDGING PANEL.
- 7. WHEN? Sep Oct Nov Briefing for Media and HR Professionals 12-Sep Applications Closing 12-Oct On-site Audits of qualified organizations concludes 12-Nov Judging Panel Decision Making 15-Nov Awards Night @ Waters Edge 22-Nov
- 10. 01. BUSINESS STRATEGY KEY EVIDENCE: Vision, Mission & Values, Business / Strategic Plan OTHER EVIDENCE: Team briefings, Department and functional meetings, Team away days, Presentations to employees, E-mails and SMS, Intranets, Notice boards, Newsletters, Social media, Brochures and booklets.
- 11. 02. LEARNING & DEVELOPMENT STRATEGY KEY EVIDENCE: Learning & Development Policy, L&D Budget, L&D Reports OTHER EVIDENCE: Innovations in L&D, Evaluation Process, Performance Evaluation Reports.
- 12. 03. PEOPLE MANAGEMENT STRATEGY KEY EVIDENCE: HR Policy and Plan, Employee Suggestion Scheme, Equal Opportunity Policy, OTHER EVIDENCE: Diversity Policy, Work-life Balance Policy / Initiatives, Employee Feedback System
- 13. 04. LEADERSHIP & MANAGEMENT STRATEGY KEY EVIDENCE: Organization Structure, Job Specifications / Descriptions, Individual Performance Indicators OTHER EVIDENCE: Succession Plans, Management/Leadership Development Plans
- 14. 05. MANAGEMENT EFFECTIVENESS KEY EVIDENCE: Performance Management System, Performance Feedback System Employee OTHER EVIDENCE: Feedback Capturing System
- 15. 06. RECOGNITION & REWARDS KEY EVIDENCE: Reward & Recognition Policy and Plan, Reward & Recognition Budget OTHER EVIDENCE: Minutes or records of Union/Employee Council Meetings, Rewards Details, Photographs of Events.
- 16. 07. INVOLVEMENT& EMPOWERMENT KEY EVIDENCE: Planning Meeting Minutes, Documents showing Authority Levels OTHER EVIDENCE: information and knowledge sharing systems and methods, continuous improvement systems, involvement and engagement levels measuring mechanisms.
- 17. 08. LEARNING & DEVELOPMENT KEY EVIDENCE: Learning and Development needs analysis, Learning and Development resources OTHER EVIDENCE: Innovative and flexible approaches to learning and development, benefits available for employees to obtain higher level of competencies and qualifications.
- 18. 09. PERFORMANCE MEASUREMENT KEY EVIDENCE: Methods used to evaluate the return on investment of L&D investments, Key Performance Indicators, OTHER EVIDENCE: Performance Evaluation rankings of the people, Reports of the Return on Investment to key stakeholders .
- 19. 10. CONTINUOUS IMPROVEMENT KEY EVIDENCE: Systems or methods the organization adopt to benchmark best practices, Continuous Improvement Teams OTHER EVIDENCE: Systems or methods to make people feel that they are working for a great organization, Reports / Information on improvements made, Availability of systems such as Kaizen.
- 20. BE RECOGNIZED… APPLY BEFORE 12 OCTOBER 2013
Notes de l'éditeur
- It is a continuous business improvement framework upon which organizations are recognized as 'people developers'. The framework was developed using globally recognised best practices.The framework has been developed to follow the business cycle (Plan-Do-Review). This gives you an assessment process for the organization and will provide specific development strategies. Therefore, the framework is relevant to all organisations regardless of size, sector or type.
- Improved productivity and profitabilitySkilled and motivated people work harder and better. Competitive advantageThe framework strengthens quality processes. PEOPLE DEVELOPMEN AWARD’s Bronze, Silver and Gold recognitions can also identify where your competitive edgeMaximum return on human capital Investment Integrates the way in which people are developed in line with the organisation's objectives and business issues.Development of people skillsHelps maximise your peoples skills and develop people in a structured and focused way,
- Improved employee retentionImproving motivation and morale of people through greater involvement, personal development and recognition of achievements, Effective change managementImproving communication throughout the organisation will allow people at all levels to prepare for changes which will occur in the futureCustomer satisfaction Customer support staff that fully understand their product or service can provide your clients with a more efficient and valued service.More effective communicationPeople across all levels of the organisational structure effectively communicate their expectations, the organisations goals and people's roles in achieving these,