Gyanodaya Case Study

We have implemented a 3-tiered Performance Management & Appraisal System which begins with an informal review for new hires or new positions/promotions at the 3-month mark, a 6-month probationary period review, culminating in the annual review.

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

As a core value of this organization, continuous process improvement is a leadership responsibility at every level in NAVAIR. That’s why, in the CPI track, participants will work side-by-side with master black belts on high-profile projects our senior leaders choose and fully support. Along the way, you’ll earn your own black belt certification. For leading and managing complex teams, the NLDP’s Management Leadership track focuses on executive core qualifications (ECQs) and extended rotational assignments, as well as Project Sponsor or Green Belt training.

In organisations with high levels of engagement, line managers play a key role in enhancing job engagement, with the support of organisational initiatives. Typical leadership qualities promote:

GoArmyEd is an Army Continuing Education System program that provides the virtual gateway 24/7 to request Tuition Assistance (TA) for Soldiers, scholarship payment for Reserve Officers' Training Corps (ROTC) Cadets and professional development for Army Civilians online, anytime for classroom and distance learning college courses. GoArmyEd is a dynamic online portal that automates many of the paper-based processes historically conducted in-person at Army Education Centers.

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

Leadership is the hallmark of any prominent business school. The pedagogy employed at a prominent business school equips its graduates for success and provides a standard of excellence to which peer institutions aspire. The following two initiatives are designed to extend the leadership and influence in business education.

I have been asked to prepare a briefing note for a new employee who will be joining the company soon as a line manager. Below is information which will give this new starter a more in depth look of the organisation, what we do and how we operate.

For the purposes of this paper I will use the term leadership coaching when discussing educational settings and executive coaching for the business sector. Leadership coaching was defined by Next Level Leadership (2016) as an individualized process that builds a leader 's capability to achieve short- and long-term organizational goals.

In Phase 1, pre-training, Campbell’s CEO Institute teaches participants about leadership, formulating ideas and experiences and take time to reflect on what they have learned and apply it to all aspects of their lives. As the CEO, Conant was a motivator, “Doug is personally involved in all aspects—developing content, teaching, communicating with class members, and sharing lessons from his more than 30 years in business…….He’s all in. An active instructor, he’s fully present during the entire two-year journey” (Reardon, 2011). The program is developed internally which helps employees can build on their skills. The Institute accepts 20-24 participants per year and they must be nominated by their unit president or functional leader (Newell, 2011).

A strategic management program is imperative for any successful business in today’s company environment. Organizations are willing to spend not only time, but also invest millions of dollars in the talent management programs because of the obvious benefits the programs create such as employment engagement, customer satisfaction, absenteeism, turnover, employee loyalty, and union avoidance. Talent management programs consists of many critical components that when organized properly foster a setting of continuous growth and success. These components of an effective program include: 1. Onboarding 2. Training and development 3. Performance management 4. Employee engagement 5. Succession planning 6. Mentorship 7.Work Life/Balance 8. Offboarding. Organizations must ensure that they have the human resources capabilities readily available to meet the current and future requirements of an ever changing demand. Therefore, having a strong talent management program is critical and incorporating each of these components will ensure that the talent management program is successful.

HRPs should provide active, insight-led leadership i.e. able to portray personal leadership to continually learn and develop as a professional practitioner & seek to develop their understanding of the business by identifying ways in which they can support the business improvement: Which is identified by the 8 headings in the middle cycle

The Harvard Business School (HBS) has developed a novel Business Model Innovation (BMI), by creating an alternative to the traditional Executive MBA (EMBA) format entitled the “Program for Leadership Development” (PLD). Deviating from typical Massive Open Online Courses (MOOC’s), the PLD is an intensive 28-week program that combines online and on campus training with a highly selective admissions process. HBS Alumni Status can be obtained through the completion of 2 additional weeks of their open enrollment or custom programs. PLD Alumni can contact HBS with specific needs, which can be fulfilled with custom course content. They also routinely receive questionnaires, through which HBS offers specific resources and courses, that are subsequently heavily marketed to them as a target audience. In doing so HBS employs push to talk, automated hovering, and tweak behavior connection strategies to various degrees.

Assessment and Development Centres: Are places where members of staff will go to assess their skills, knowledge and behaviours required by the job.

When leaders talk about performance, we look at our business environment. How do we enhance the performance process use to strengthen our high performance workforce? This positive impact is created by employee engagement or empowerment. These types of leadership engage