Career
Development provides three sub modules for collecting data on performance and leadership characteristics, thereby enabling a manager to develop succession plans for the organization.
The fourth
sub module, Training library, in this group is a
self-instructional manager’s training guide for
understanding and improving her/his performance as a
manager using the P2P tools.
4
Performance Rater
The
Performance Rater is a tool based upon 12 job dimensions for
establishing performance measurement from both the supervisor
and employee’s perspective. The 12-step review
process, specific strategies for improvement and keys to
successful employment are integrated and negotiated.
Central to Supervising this process is constant feedback and
monitoring of performance to be certain that programmatic
goals are achieved on time within budget. Ultimately managers
are responsible. Thus management sits between the
thought leadership of the executives and the people
leadership, employees and resources, which define the
producing level of the organization for achieving results.
There are three components to performance. Skills and
talents encompass what someone brings to the job, behavior
encompasses how s/he performs the job and results are the
outcomes achieved. Loss of productivity may be due to
one or all of these components.
-
Electronic
or Paper Interview Forms.
-
Access
to Data Entry Form Also Available through P2P Workstation.
-
Immediate
Access to Performance Rater Summary Report.
-
Data
Color-Coded to Simplify Comparison of Historical Data.
-
Performance
Data can be negotiated to Validate Results.
4
Leader Three-Sixty°
Leadership
is taking on new meaning in an era of changing, dynamic
relationships from the executive level of the single business
to the largest, most complex multinational firm.
Thriving in the global economy and the relationship to
leadership within the shrinking world is both timely and
important for business, government and education. Today, being
a leader does not require the holding of a position of any
kind - anyone can be a leader without waiting to be promoted
to the position of manager or CEO - all you have to do is set
an example for others. Leadership, however, is still often
confused with the question of how people in position of
authority influence employees to pull in the same direction. A
true leader must have a rare personality, capable of impacting
a group and making it want to follow voluntarily, to achieve
the common vision or the objective, despite obstacles and
antagonistic circumstances. It is the responsibility of
a leader to deal positively with adversity (obstacles,
competition, bad luck and disappointments) and inspire his or
her people to do the same. The leader is responsible for
providing competence in each disparate role and blending the
different personalities together into a cohesive management
team, which will win. There are fifteen individual criteria
upon which an individual’s exhibited leadership capacity is
measured. Each of the fifteen items has three
dimensions, which are rated on a five-point scale. Our
multi-dimensional assessment provides feedback from
supervisors, peers, subordinates, self-introspection and
provides a unique basis for shaping leaders to the
organization's needs.
-
Electronic
Leader Three-Sixty° Data Entry Forms.
-
Keep
Track of Participants Using ‘Notification’ and Envoy
Messenger System Function.
-
Access
to Data Entry Form Also Available through P2P Workstation.
-
Set
Strategies for Improving Three Lowest Scored Skill Groups.
-
Easy
to interpret Comprehensive Report on Scores and Comments.
4
Succession Planner
People to
Projects succession planner delivers top performers ready for
the challenges of the future. This innovative succession
planning tool and employee development system has overcome
many obstacles that drive performance. Succession
planning has frequently not been successful because the focus
has been too short, focusing solely on identifying a slate of
candidates for positions that may open in six to twelve
months. Current leaders generally have little available
time for succession planning and development. Without a
rigorous process, leaders will likely choose and develop
successors who are much like them self, perpetuating the
status quo, limiting diversity and stifling ingenuity.
However, People to Projects Succession Planning Tool and job
analysis techniques develop objective criteria for a broader,
more flexible leader. Specific functional skill and industry
specific expertise is important. It is also critical that
development plays a major role, so that you are developing the
competencies your organization will need in the future.
4
Training Library
People to
Projects has extensive experience in providing organizations
with a total learning solution. In order to do this, we have
identified the four key elements we feel to be essential for
the successful implementation of our Advancing Management
Accountability & Productivity (AMAP) system and training. Our expertise
therefore lies in the areas of Recruitment, Career
Development, Organizational Development and Project
Management. Our solutions are training courses based on
modular structure, training insights, training bites, team
building and leadership exercises with a backbone of proven
organizational leadership products. We focus our training
solutions and services where we can deliver professional
expertise, competence and technologies that are without
comparison in the market. We can provide you with state of the
art Human Capital Development and Learning Software that has
the following benefits:
a.
Low system infrastructure costs
b. High User
friendliness Integration over Wider Area Network
c. Quick User Response
d. Seamless
interface across the various tools and modules.
Figure:
Sample text from P2P Training Library
To
discover the depth of coverage provided by the P2P Training
Library view a snapshot
of the document's table of contents.
 
 
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