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Seven Steps to Meaningful Diversity and Inclusion Metrics

i4cp

When it comes to this concept, the success of diversity and inclusion (D&I) programs is no different. To drive and guide a successful plan to diversify an organization or businesses group and make them more inclusive, we need to be able to measure our progress. That present you with a compelling problem.

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Kellogg Company’s Melissa Howell on The Value of Recruiting Veteran Talent

HR Digest

"Presence in the Present" As a branded company whose success depends on change management, Kellogg Company puts a premium on its internal culture. The HR Digest: Under your leadership, Kellogg Company has taken great strides in the field of diversity and inclusion (D&I). People are at the core of this strategy.

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Kellogg VP Priscilla Koranteng: “Why diversity and inclusion is an investment that leads to true competitive business advantages”

Thrive Global

In my opinion, the goal must be to harness the power of diversity in the workplace, the marketplace and the communities in which we work and live. Diversity and inclusion is an ongoing commitment and investment that leads to true competitive business advantages. I had the distinct pleasure to interview Priscilla Koranteng.

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Human Resource Management Career: 15 Career Paths You Can Follow in HRM

Analytics in HR

Problem-solving: Effective at resolving employee benefits-related issues, addressing inquiries, and finding creative solutions to meet diverse employee needs. Data analysis: Proficiency in using HRIS and other tools to gather, interpret, and present benefits-related data for decision-making and reporting.

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Felicity Furey of Professional Leaders Institute: “Find your Who”

Thrive Global

The next hire was a HR leader who created our people and succession plan. She was the expert and it was so much more effective hiring her than trying to learn HR and succession planning from scratch. The next hire was a HR leader who created our people and succession plan. Thank you for all that.

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Sabrina Williams: “Build relationships before you need them”

Thrive Global

I was asked by my manager to work with the marketing team to come up with a plan to expand our employment brand. In the presentation to my manager, she stopped my half way and asked where the marketing team was and why they were not here. Remember the value in diverse voices, and own your unique perspective?—?especially

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#HRD12 ? helping people become what they are (challenges and.

Strategic HCM

They are responsible for rating employee potential, a process which starts at recruitment and is updated annually, for drawing up succession plans and individual career paths, and for brokering every move and making the formal offer to the employee. Career managers are independent from line management.