Food Network Is Winning at Succession Planning - Workology

Food Network Is Winning at Succession Planning - Workology Food Network Is Winning at Succession Planning Who would have thought that basics of succession planning could be found while watching the  Food Network? Food Network Is Winning at Succession Planning I am an avid Food Network fan, spending many hours watching my favorite chefs create exciting new food dishes. Recently, while watching the Food Network, I saw a commercial for The Next Iron Chef  reality show and I thought Wow, they are really planning ahead.  The season for The Next Food Network Star  had just concluded and several other Next Star  shows were being advertised. In a moment of  human resources  clarity it occurred to me that all of the Next Star  shows are simply succession plans in action. The organization, in this case the network, realizes that through simple attrition they will lose some of the current stars and therefore there is a need to groom replacements so the organization will continue to be successful. Succession planning is essential to the success of an organization, big or small. By definition Succession planning is a process whereby an organization ensures that employees are recruited and developed to fill each key role within the company.  (about.com) The Food Network is ensuring that key roles are filled within the organization by recruiting new stars  and developing their star power before current leaders (stars) leave. They invite the best and brightest in their field to come and join their organization. In doing so, not only do they find an immediate star they also building the reserves. Having watched Food Network for years I can look at the current stars and remember when they were a part of the Next Star  shows or when they were a sous chef in the background for one of the current stars. So I ask, as a leader in your organization, are you planning for the future? Are you looking for your next Star?  Are you recruiting in a way that draws the best and brightest talent in your field to your organization? While you may not have the bright lights and cameras of the Food Network there are ways for you reach your best and brightest candidates and bring them aboard BEFORE you lose your current talent. To take this a step further, have you looked at your current talent pool to see who can be developed and groomed to fill top leadership spots? Succession planning isn’t just about bringing in new  talent, it is also about developing your current investments: your employees. Take a moment to look at the leadership base in your organization. Whose knowledge is essential to the continued success of the company? Do you have a plan to retain that knowledge? Have you started the cross-training of other employees so that there is little or no loss of information when this key  individual wins the lottery and calls in rich? Succession planning is being proactive rather than reactive. It’s looking at the future and developing a plan, grooming future leaders to fill key positions and recruiting to fill anticipated vacancies. I challenge you to take a little time to develop a solid succession plan and develop your organization’s future stars. Cynthia Simmons is a 10 year HR professional with a passion for the field. She has worked in a variety of industries including long-term care, retail and currently is serving as Interim Director of Human Resources for a prominent non-profit social service agency. She enjoys social networking and is the proud parent of two fabulous teenagers.   You can connect with Cynthia via email at csimmons@fcsok.org.

The Nuiances of Job Objective for Resume

The Nuiances of Job Objective for Resume A resume goal can clarify why you're equipped for the activity, regardless of whether the case you don't claim a great deal of related understanding. Your goal should feature your profession targets and sum up the advantages you intend to bring to the activity, which would make you be an ideal applicant. Therefore, while your resume goal should comprise of data on the profession you need, you additionally need to illuminate why you are the ideal possibility for the activity. Passage level destinations can be especially difficult to compose since you likely don't have heaps of work understanding, yet you would like to cement how you know the sort of profession you're scanning for. The Fundamentals of Job Objective for Resume Revealed You can likewise limit the goal to a particular activity. Without a doubt the most effective target is one which is custom fitted to the activity you're applying for. Clearly you may likewise be looking for a subst itute activity on account of individual data. About each employment would meet with the target. How to Get Started with Job Objective for Resume? When it's basic for your resume to consolidate a reasonable profession objective, you don't have to pass on it through an Objective area. Objective is the absolute first, the most significant area of your resume. At long last, expressing a goal is discretionary, however it may help persuade managers that you comprehend what you need and know the business. A resume contractual worker can be fairly useful for any individual who's sense confounded by the proceed with process. Decide the organization undertaking and calling you're endeavoring to find work in. It's conceivable that you make the activity winning proceed with just at whatever point you have far reaching appreciation of request for employment composing. Your last request for employment content skill should be similarly as amazing for make verifiably the person that may should gove rnment you have a type of meeting. The Upside to Job Objective for Resume One of the dangers of a resume objective is that you're ready to concentrate a lot on what you might want in your vocation, and insufficient on how you are going to increase the value of the organization. Taking the risk to chip away at your resume is basic. Your resume objective should be important and focused to each unique activity prospect. The objective of your resume is the absolute first impression bosses get into not just your experience, yet furthermore your temperament and the gifts you may bring to the table.

Vancouver BC Resume Writing and Interview Coaching Services

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Unify Index Finds Large Number of Employees Would Choose Flex Work Over Pay Raise

Bring together Index Finds Large Number of Employees Would Choose Flex Work Over Pay Raise Bring together, a main interchanges programming and administrations firm, has distributed another record in its New Way to Work volume that uncovered that in excess of 43 percent of representatives overviewed would incline toward flex work over an increase in salary. The discoveries highlighted the ascent of lawful activities or Right to Request laws around the globe that are giving representatives the option to demand flex work. This pattern, and an improved activity advertise have prompted the advancement of what Unify names the Flex Work Imperative. This basic is the mix of worker request, an improving activity showcase, and various laws that are moving flex work from being an occupation advantage to a representatives right. Representatives are not kidding about flex work, said Bill Hurley, Chief Marketing Officer at Unify. Notwithstanding about portion of all representatives leaning toward flex work over a salary increase, almost 33% said they would change managers whenever offered adaptable work somewhere else. The time has come to jump aboardâ€"business pioneers who overlook the Flex Work Imperative could end up enduring the loss of their best representatives. In the full report, Unify gives best practices to how organizations can effectively actualize flex work. It stresses what number of representatives would be happy with a couple of days out of each week telecommuting; or the capacity to work in the workplace for part of the day, and afterward finish at home. Also, organizations can build up and record a virtual group set of principles that plots the things representatives must do so as to make flex work fruitful.