The Talent Development Platform : Putting People First in Social Change Organizations.
Tera. Qualls
Bok Engelsk 2015 · Electronic books.
| Omfang | 1 online resource (596 pages)
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| Utgave | 1st ed.
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| Opplysninger | Cover -- Title Page -- Copyright -- Contents -- List of Tables, Figures, and Exhibits -- Foreword by Trish Tchume -- Preface -- Acknowledgments -- About the Authors -- Introduction -- Chapter 1 Why Talent Development? -- The Case for Talent Development in Social Change -- The Return on Your Investment -- Tangible Returns -- Intangible Returns -- How Adults Learn and Why It Matters -- The Talent Development Platform Overview -- Undertake the Organizational Learning Assessment -- Develop the Talent Map -- Administer the Learning Styles Assessment -- Develop Goals and Objectives -- Implement Professional Development -- Evaluate Goals and Employee Performance -- Your Organization's Talent Development Platform -- Creating an Effective Talent Development System -- Conclusion -- Chapter 2 The Organizational Learning Assessment -- Creation of the Organizational Learning Assessment -- The Importance of Being Ready -- Why Organizational -- Benefits of the Assessment -- Administering the Assessment -- Scoring the Assessment -- Scoring Individual Assessments -- Tallying Results for the Full Staff -- What If You Aren't Ready? -- The Organizational Learning Assessment in Practice -- Volunteer-Run Organization -- Small Grassroots Organization -- Midsized Organization -- Grantmaking Organization -- Conclusion -- Chapter 3 Social Change Competencies -- What Are Competencies and Why Are They Important? -- Our Competency Development Process -- Step 1: Literature review -- Step 2:Michigan Survey -- Step 3: National Survey -- Step 4: Survey of Experts -- The Ten Core Social Change Competencies -- Creating Sub-competencies for Your Organization -- Organizational Sub-competencies -- Departmental Sub-competencies -- Position Sub-competencies -- Sub-competencies per Competency Category -- Developing Sub-competencies for Your Organization -- Conclusion.. - Chapter 4 Creating Job Descriptions -- Job Description Components -- Social Change Competencies within Job Descriptions -- Conclusion -- Chapter 5 Mapping Competencies and Proficiency Levels to Job Descriptions -- The Importance of Accurate Job Descriptions -- Proficiency Level Descriptions and Action Words -- The Proficiency Mapping Process -- Separate the Job Responsibilities by Competency Category -- Fill in Job Responsibilities for Missing Competency Categories -- Identify Proficiency Levels Based on Action Words -- Realign Action Words to Proficiency Level -- Revising Job Descriptions -- Proficiency Mapping in Practice -- Proficiency Mapping: Volunteer-Run Organization -- Proficiency Mapping: Small Grassroots Organization -- Proficiency Mapping:Midsized Organization -- Resources -- Conclusion -- Chapter 6 The Individual Professional Development Assessment -- About the Individual Professional Development Assessment -- Administering the Assessment -- Preparing and Administering the Assessment -- Potential Errors -- Interpreting IPDA Results and Creating the Talent Map -- Calculating Proficiency Levels -- Reviewing and Interpreting IPDA Results -- The Talent Map and IPDA in Practice -- Volunteer-Run Organization -- Small Grassroots Organization -- Midsized Organization -- Grantmaking Organization -- Conclusion -- Chapter 7 The Individual Learning Styles Assessment -- About the Individual Learning Styles Assessment -- Benefits of Administering the Individual Learning Styles Assessment -- Administering the Individual Learning Styles Assessment -- The Individual Learning Styles Assessment -- Scoring and Interpreting Results -- Utilizing the Results -- The Learning Styles Assessment in Practice -- Volunteer-Run Organization -- Small Grassroots Organization -- Midsized Organization Learning Styles and Preferences -- Grantmaking Organization.. - Conclusion -- Chapter 8 Developing Organizational Goals and Setting Objectives -- Preparing for Goal Setting -- The Ground Rules -- Reviewing Strategic Goals and Setting Professional Development Goals -- Connecting Learning Goals to Organizational Goals -- Reviewing Your Talent Development Platform -- Structuring Objectives for Each Realm of Learning -- Learning on the Job -- Learning through Mentoring -- Professional Development and Training -- By Type of Organization -- By Learning Style -- By Competency Area -- Departmental Professional Development Objectives -- Finalizing Your Talent Development Platform -- Goals and Objectives in Practice -- Volunteer-Run Organization -- Small Grassroots Organization -- Midsized Organization -- Grantmaking Organization -- Conclusion -- Chapter 9 Setting Individual Goals and Objectives -- Preparing for Individual Goal Setting -- Setting Individual Goals and Objectives -- Analyzing the IPDA and ILSA Prior to Goal Setting -- Connecting Learning Activities to Goals and Objectives -- Meeting with Supervisees -- Finalizing Individual Talent Development Platforms -- Individual Goals and Objectives in Practice -- Volunteer-Run Organization -- Small Grassroots Organization -- Midsized Nonprofit -- Grantmaking Organization -- Conclusion -- Chapter 10 Implementing the Plan -- Implementation Best Practices -- Salary Adjustments -- Time and Budget Estimates: Creating the Talent Development Platform -- Time and Budget Estimates: Implementing the Talent Development Platform -- Resources and Tools for Implementation -- On-the-Job Resources -- Mentoring Resources -- Peer Group Resources -- Training Resources -- Overcoming Barriers to Implementation -- Unaware of Needing Help -- Uncertain How or Where to Help -- No Action -- Unable to Reach or Connect with the Resource -- Implementation in Practice -- Volunteer-Run Organization.. - Small Grassroots Organization -- Midsized Organization -- Grantmaking Organization -- Conclusion -- Chapter 11 Organizational Evaluation and Performance Assessment -- The Evaluation Process -- Retake the Organizational Learning Assessment -- Retake the Individual Professional Development Assessment -- Remember the Goals of Performance Assessment -- Overcome Bias and Set the Right Tone -- Review the Results of the IPDA for Performance Assessment -- Reassessing Your Talent Map -- Resetting Professional Development Goals -- Assessing the Talent Development Process -- Calculating Your Return on Investment -- Determine the Benefits of the Professional Development Investment -- Determine the Costs of the Talent Development Investment -- Determine Net Benefits of Talent Development Investment -- Share Your Results and Learn from Them -- Evaluation in Practice -- Volunteer-Run Organization -- Small Grassroots Organization -- Midsized Organization -- Grantmaking Organization -- Conclusion -- Guide 1 Third-Party Professional Development Options -- Guide 2 Talent Investing -- Talent Philanthropy -- Fundraising for Talent -- Attitude -- Aptitude -- "Askitude" -- Funding Talent Development for Grantees -- Practicing What We Fund: Professional Development for Grantmakers -- Conclusion -- Guide 3 A Practical Guide on Intercultural Competence for Nonprofit Managers -- Part A: Framing Intercultural Competence in Your Work -- Stages and Strategies for Developing Intercultural Competence -- Part B: Facilitating Intercultural Competence in Your Organization -- Putting It All Together -- Making It Your Own -- References -- Index -- EULA.. - Putting People First in Social Change Organizations The Talent Development Platform is about results driven talent development for social change. Written by seasoned nonprofit experts, this book provides a holistic process for creating an in-house training and talent development program. The Talent Development Platform offers organizations the tools for ensuring their professional development systems are successful through regular feedback loops, tailored for learning styles, and specific to their organization. Detailed case studies provide insight into the strategies used by organizations that have implemented the Talent Development Platform, and interviews with experts in the field give readers a handle on the most current thinking. Robust resource guides facilitate the talent development process, and online access to the Talent Development Platform and assessments help streamline the workflow. Social change organizations make the most of limited resources, but often overlook developing the talent they already have. This book gives readers a plan for finding and nurturing their internal talent to reduce turnover and improve organizational efficiency. More specifically the book helps organizations: Develop organizational, department, and position specific competencies. Create and revise job descriptions. Assess staff and volunteer proficiency levels with created competencies. Determine staff and volunteer learning styles. Establish professional development goals and objectives tied to strategic goals. Implement professional development with on the job learning, mentoring, and training. Calculate a return on talent investment. Evaluate talent development implementation and proficiency level changes. Implementing the Talent Development Platform provides organizations with tangible benefits in the form of lower turnover and greater output. - (without the burnout) from employees and volunteers, as well as intangible benefits that make organizations more attractive to top talent.
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| Emner | |
| Sjanger | |
| Dewey | |
| ISBN | 9781118873847
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| ISBN(galt) |
