CPTD 3.4-3.5 Flashcards
(31 cards)
What is Talent Strategy & Management?
How an organization develops and uses its people (talent) to meet business goals, including hiring, training, performance, and retention.
What are the six steps of strategic workforce planning?
1) Know business goals, 2) Assess current capabilities, 3) Predict future needs, 4) Find talent gaps, 5) Make a plan, 6) Update regularly.
What does sourcing talent involve?
Recruiting and selecting the best people using data and aligning hiring with DEI goals.
What is performance management?
Ongoing communication between managers and employees focusing on goals, feedback, coaching, and performance evaluation.
What does compensation and reward management include?
Salary, bonuses, benefits, and flexibility aligned with market and business needs.
What is the goal of a talent development (TD) strategy?
To set clear, actionable goals that improve employee performance, especially in areas with gaps.
How do TD professionals align training with organizational goals?
By analyzing plans, consulting leaders, and identifying training needs and success measures.
What tools help determine strengths and opportunities in TD?
SWOT analysis.
What are the elements of an action plan in TD strategic planning?
Strategic goals, objectives, and detailed action steps with responsibilities and timelines.
What are some common constraints in TD projects?
Talent shortages, unclear roles, lack of support, budget issues, unrealistic timelines, poor communication, and tech issues.
What is the purpose of a TD marketing strategy?
To promote a culture of continuous learning and market specific programs effectively.
What model is used to set TD marketing objectives?
A-B-C-D: Audience, Behavior, Conditions, Degree.
What is the purpose of a TD communication strategy?
To increase awareness and align learning with business goals using audience-tailored messaging.
How can TD professionals show value to leadership?
Through data, tailored messaging, strong partnerships, and clear value propositions.
What are benefits of lifelong learning for organizations?
Preparedness for change, meeting business demands, skill development, and competitive advantage.
What traits should TD professionals model to promote lifelong learning?
Curiosity, willingness to grow, emotional intelligence, and personal mastery.
What is Human Performance Improvement (HPI)?
HPI is a systematic approach to improve organizational performance by analyzing and addressing the root causes of performance gaps, not just through training.
What are the key steps in the Human Performance Improvement process?
Business Analysis, Performance Analysis, Influence Analysis, Solution Selection, Solution Planning and Implementation, Evaluation, and Change Management.
What is the purpose of HPI?
To identify organizational goals, define performance gaps, determine causes, select and implement appropriate solutions, and evaluate outcomes.
Name three common HPI models.
ATD Model, Gilbert’s Model, Rummler-Brache Model.
What is the Pareto Principle in HPI?
It states that 80% of results come from 20% of causes, emphasizing focus on the most impactful factors.
What tools are used in Influence Analysis?
Cause-and-effect diagrams, Five Whys, and Pareto Principle.
What are the seven main categories influencing employee performance?
Workplace and Structure, Work Processes, Management and Organizational Support, Technology and Resources, Human Resources and Selection, Learning and Development, Personal Motivation.
What is the purpose of formative evaluation?
To determine if real causes are identified, if initiatives are designed correctly, and to ensure stakeholder expectations are met.
