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?PUBLIC SPEAKING? SEMINAR |
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What is your ‘fear factor’? What scares you most? Ghost? Horror movie? Height? Flying? Dark? I once had a junior high friend, a huge posture boy like a wrestler, or you may imagine him like Giant (Jaien) in Doraemon comic, such a naughty boy that everyone try to avoid, but then after knowing what he really scares in his life, we couldn’t help laughed loud. Do you know what he really fears of? A small house lizard (cicak)! That small cute creature could easily cause a naughty boy like him run helter-skelter… I also have a friend, a handsome boy and always first ranking student in the school, but really fears of snake.  Public Speaking My ex co-worker, a beautiful smart girl, will always scream and run every time she meet a clown. We all have our own fear. Have you ever heard three things that people fear most? The first is dead, second is flying (on airplane), and guess what?! The third is, speaking in front of the audience! Why? Why people scared to speak in front of the public? Is there a big possibility that you will be die when you speak in front of the public, like the risk that you take when you’re flying with a plane? |
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In the growth of Human Resource management, hence in this time the practitioners of Human Resources Management have entered in a new era era that is called of Talent Management. It is true that not all company yet implement this matter. The question is What the talent management is? Talent management is a process that emerged in the 1990s and continues to be adopted, as more companies come to realize that their employees’ talents and skills drive their business success. The term talent management means different things to different people. Talent management is the recruitment, development, promotion and retention of people, planned and executed in line with our organization’s current and future business goals. It is the collective approach to recruiting, retaining and developing talent within the organization for its future benefit, and extends beyond the domains listed above to include strategy, organizational culture, and change management. Talented individuals as the spirits of an enterprise, being temperamental, creative, rule breakers and change initiators. Companies that have put into practice talent management have done so to solve an employee retention problem. The issue with many companies today is that many organizations put tremendous effort into attracting employees to their company, but spend little time into retaining and developing talent. A talent management system must be worked into the business strategy and implemented in daily processes throughout the company as a whole. It cannot be left solely to the human resources department to attract and retain employees, but rather must be practiced at all levels of the organization. The business strategy must include responsibilities for line managers to develop the skills of their immediate subordinates. Divisions within the company should be openly sharing information with other departments in order for employees to gain knowledge of the overall organizational objectives.[4] Companies that focus on developing their talent integrate plans and processes to track and manage their employee talent,
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Theory of Need Achievement |
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Achievement
People with a high need for achievement (nAch) seek to excel and thus tend to avoid both low-risk and high-risk situations. Achievers avoid low-risk situations because the easily attained success is not a genuine achievement. In high-risk projects, achievers see the outcome as one of chance rather than one's own effort. High nAch individuals prefer work that has a moderate probability of success, ideally a 50% chance. Achievers need regular feedback in order to monitor the progress of their acheivements. They prefer either to work alone or with other high achievers.
Implications for Management
- High need for achievement - High achievers should be given challenging projects with reachable goals. They should be provided frequent feedback. While money is not an important motivator, it is an effective form of feedback.
Reference: NetMBA (Business Knowledge Center) |
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