#hipo programme

[stafforyou]

How to find a new talent emloyees

Recently, the topic of search and selection of talented employees - goes into the background.  Not every company is able to find a talented employee and has this need.

 Why is that?  Firstly, the majority of employees are somehow tied to the execution of standard business processes, which do not require talent, but diligence, and secondly, most of those who are potentially interested in finding talent did not answer the question “who exactly considered a talented employee. "

 For example, participants of the RBC Petersburg round table “Talent Management. How companies find, grow and retain talented employees ”were not able to reach a consensus on what exactly this term means, and who exactly should be considered talent.

Given the "conceptual confusion", we ourselves tried to figure out and answer the question of who exactly is a "talented employee" and what exactly he can be useful for the company.

 We got the following:

 HiPo Group, or “high potential employees”

 These are people with a unique set of qualities and abilities that will be useful in their work.

 For some companies, they are people who are able to generate new ideas.  Collect "new from old", write a new program - if we are talking about programmers.  Or be able to sell "even air" - if we are talking about salespeople.

 Search for HiPo talents    -not easy.  For example, if we are talking about unique salespeople, then their number fits in a ratio of 1000 to one.  But one thing is absolutely certain: no tests, you can not appreciate the talent of a potential employee.  Only personal conversation.  Talent - it is important to feel it.

 Sometimes it takes years to find such employees.  HR    experts are well aware that finding HiPo    little, it is important to keep him. The latter does not always work, given the framework of the corporate culture of the company, its team and the system of rewards.  Usually HiPo talents    - not stress-resistant and have an opinion on every occasion. So, that often talents simply leave the company, hitting it during the first week and find themselves either as a freelancer or in a company at a lower level, where corporate culture is not dogmatic.  

 Group " Stars " 

 These are employees who have realized their potential in another company and highly specialized specialists.

 And those and others - just the opposite.  For example - a sales manager, with his client base, or a software engineer "C #", frequent objects for Management    selection .

 Objects for direct search can also be marketers, from a highly specialized market, regional managers and other middle managers. Such a link is called “team building”, and the selection of these specialists is usually accompanied by a change of part of an existing team.

 These experts are not cheap.  Basically, they are selected with the help of recruitment agencies.

 VIP group

 These are the leaders. As a rule, the top echelon manager has established relationships with business partners for years, as well as leverage business process management and market understanding. If we are talking about the leader of a competitor, the selection will be implemented only with the help of a recruitment agency and headhunting.

 It should be understood that the selection of talents in general, is associated with a number of risks for the company, namely:

 All talented employees are free-thinking.  And they have their own vision of the situation.  The framework of a tough corporate culture is not always acceptable for them.  Some of these employees do not always fit into a new team and leave the company rather quickly.

 The effect of the "white crow".  The arrival of a new employee in the team-event.  A talented employee is a big event. If the adaptation mechanisms in the new place are not worked out, very soon the new talented employee may become an outcast and instead of the expected results, he can simply lay an application for dismissal on the table.

 The risk of "personnel fronde".  For example, if a new manager came, and most of the employees are not ready to work with him.

 The risk of reduced motivation.  Especially if the employee was initially promised special conditions, but in fact they are not.  Then the decline in motivation will turn sideways for both the employers and the employee who has been hired.

 But still.  Talented employees are still needed.  The main question is not so much where a talented employee is needed, but when he is needed.

 When you need a talented employee

 In the new company.  When the project starts from scratch

 With the diversification of business.  When new sales niches are opened and they need to be actively developed

 When a team of professionals needs a change.  A series of sets and layoffs.

 When a company suffers losses and needs to be replaced by top managers.

 In conclusion, we note that    to find a talented employee is not easy, but even harder to keep him.   Talents are of two types:

 Which works exclusively for profit.

 Which works for an idea.

 However, both the first and second type are free-thinking employees and do not always fit into the framework established within the company.  Before you find a talented employee, you should ask yourself questions and answer them, what your company is prepared to sacrifice in order to acquire such an employee:

 The framework of corporate culture

 Salary (higher than others)

 Ethics of communication: talent does not always communicate in the way that is common in a company.

 If all these questions, you answered "yes", then you should try to do it.  But if at least one of your answers was negative, then you should think: is there really a need for a talented employee of your company?

[nbfjobs]

FirstBank Management Associate Programme, 11 May 2020

FirstBank Management Associate Programme The FirstBank Management Associate Programme is a 24-month fast-track comprehensive developmental programme, which is targeted at young, dynamic, self-motivated and highly driven individuals who are desirous to be part of the next generation of leaders in the Bank. The programme is intended to consciously integrate leadership into the Bank’s culture, as well as build a pipeline of highly resourceful and talented individuals who will be groomed to drive the Bank’s vision of being Africa’s Bank of first choice. The Bank is therefore seeking applications from suitably qualified candidates with the right skills set and excellent leadership potential. Such individuals must possess acute thinking skills, financial and methodical skills, as well as distinctive ability to communicate effectively and synthesize ideas, information and data to aid decision making. Upon completion of the programme, successful candidates (Management Associates) will be promoted to Assistant Manager grade, irrespective of their grades at the point of entry. Such individuals will be tagged as High-Potential staff (HiPos) in the Bank and will enjoy regular promotion subject to consistent high performance ratings in the yearly appraisal exercise. Cross-country posting and secondment opportunities will be offered to such staff across the FirstBank network to provide them global exposure and network. Click here to apply Read the full article

[danielooifineartgallery]

Vasumathi's Professional Headshot

Vasumathi’s Professional Headshot

This is a set professional headshot of Vasumathi, Vasumathi is well-versed in developing HR talent strategies, establishing enterprise-wide learning and development plans and programmes, leading HiPo-leadership development programme, executing a talent management process and tools, and leading cross-functional teams. Skilled at managing partnerships with stakeholders, administrating talent…

[impactdevelopmentme-blog]

Anmeldelse af 2-i-1-bærbar, HIPO I101

  HIPO i101 er en Intel Baytrail-T (Quad-core) Z3735F-powered 2-i-1 notesbog med Wi-Fi og Bluetooth-understøttelse. Den har 2 GB DDR3L RAM og kører operativsystemversionen af Windows 10 på en 32 GB eMMC. Derudover får den en 10,1 tommer, 1280 x 800 IPS-skærm, som har et 16:10 billedforhold. Design og Display HIPO i101 er en lækker lille ting. Med dimensioner på 258 * 172,6 * 10,1 mm passer den let ind i en messenger taske eller rygsæk, hvilket gør det til et ideelt valg for studerende eller brugere, der gerne vil arbejde på farten. Med den kompakte lige pladeform er den venlig og indbydende. Da det er konvertibelt, kan du bruge HIPO i101 som enten en tablet eller en bærbar computer, afhængigt af hvad der passer dig. Som en tablet fungerer den udmærket som en anstændig enhed til underholdning. Imponerende, det er meget tyndt og føles behageligt i hånden. Som en bærbar computer kan den sammenlignes med andre notebooks i funktioner. Hvad mere er, det er meget mere kompakt og tyndere end sidstnævnte. Hvad angår displayet bruger HIPO i101 en 10,1 tommer, 1280 x 800 IPS-skærm, hvilket ikke er overraskende. Men det er bare klart nok til rutinemæssig brug, se film og videoer. Egenskaber og ydeevne Udførelsen af HIPO i101 er også okay. Den kører på en Baytrail-T (Quad-core) Z3735F fra Intel med integreret grafik Intel HD Graphics (Gen7) og 2 GB RAM, som giver dig mulighed for at køre alle apps og spil fra Windows Store. På grund af den installerede operativsystem version af Windows 10 vil du kunne arbejde med denne nyhed i de allerede kendte programmer som MS Office, Skype, Photoshop og andre. Enheden har to kameraer, en bageste (2,0 MP) og frontal (2,0 MP). Forreste kamera tager høj kvalitet Shelfies, som ikke skammer sig for at blive offentliggjort på Instagram. Også dette kamera er perfekt til videokonferencer. Andre specifikationer omfatter 2 indbyggede 8Ω / 0,8W højttalere, der understøtter WiFi (802.11ab / g / n + BT 4.0), 3G, Bluetooth og Ethernet netværk (Mini USB-switch til Ethernet Network), HOST USB-port, 3,5 mm standard hovedtelefonstik, 2,5 mm strømforsyning, 1,4 A HDMI-port, Pogo pin-stik osv. Batteri Udstyret med 3,7 V / 6000mAH lithium-ion polymer batteri, kan HIPO i101 vare i 4 til 6 timer med den aktive brug af Wi-Fi eller 3G batterimodulet. Konklusion Selvom HIPO i101 ikke har mange fantastiske point, vil det være et rigtigt valg for dem, der søger en kompakt og bærbar enhed og lider af muligheden mellem en bærbar pc og en tablet.  

[gbenro]

FIRSTBANK MANAGEMENT ASSOCIATE PROGRAMME (FMAP - EXTERNAL) (1700001A) #Vacancy

Job Description - 

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Job Description - FIRSTBANK MANAGEMENT ASSOCIATE PROGRAMME (FMAP - EXTERNAL) (1700001A)Job Description FIRSTBANK MANAGEMENT ASSOCIATE PROGRAMME (FMAP - EXTERNAL) - (1700001A)

Description

FirstBank recently launched a Management Associate Programme, a 24-month fast-track comprehensive developmental programme, which is targeted at young, dynamic, self-motivated and highly driven individuals who are desirous to be part of the next generation of leaders in the Bank.  The programme is intended to consciously integrate leadership into the Bank’s culture, as well as build a pipeline of highly resourceful and talented individuals who will be groomed to drive the Bank’s vision of being Africa’s Bank of first choice.  The Bank is therefore seeking applications from suitably qualified candidates with the right skills set and excellent leadership potential.  Such individuals must possess acute thinking skills, financial and methodical skills, as well as distinctive ability to communicate effectively and synthesize ideas, information and data to aid decision making.  Upon completion of the programme, successful candidates (Management Associates) will be promoted to

Assistant Manager

grade, irrespective of their grades at the point of entry.  Such individuals will be tagged as High-Potential staff (HiPos) in the Bank and will enjoy regular promotion subject to consistent high performance ratings in the yearly appraisal exercise. Cross-country posting and secondment opportunities will be offered to such staff across the FirstBank network to provide them global exposure and network.

Qualifications

Not more than 30 years old

Maximum of 3 years’ work experience in a structured organization, preferably financial services sector or global consulting firm

Minimum of Second Class Upper division in any discipline from a recognised University

In addition to the above, candidates must have a post-graduate degree (minimum Master’s degree) from a reputable university; OR

Relevant professional qualifications such as ACCA, ACA, CPA, CFA

Primary Location

: NG-LA-HEAD OFFICE

Work Locations

: HEAD OFFICE HEAD OFFICE, LAGOS  HEAD OFFICE

Job

: FBN GEN. JOB FAMILY

Organization

: MD/CE

Regular

Standard

Job Posting

: Jul 28, 2017, 11:02:21 AM