As a professional I appreciate your way of teaching.Nice vdo lecture on Talent management.HR Audit is fruitful in my opinion in brief.Sincerely appreciate the Lecture.HRM is a.broad field as HR Audit.HR is the epicenter for all sectors, organization, Department, businesses, Industries etc.HR audit is the back Bone to achieve excellence nd quality in organization rt.from grass root level employees to top level executives in brief to achieve goals in stipulated time in brief.Incredible nd outstanding lecture 👍
Very interesting lecture Thank you very much, professor Armin. I have some concerns as follows: 1. In order to determine a competency's level, an employee needs to satisfy ALL of the behavioral explanations or just ONE or SOME? If some, how many items are enough comparing with the number of items in each level. 2. How we design a self-assessment tool so that an employee can evaluate his/her competency. 3) If we just use the term "level" to determine a competency of a role. This could easily lead to the situation is that different roles have the same levels of all competencies. For instance, a software company uses 6 core competencies, and there are more than 30 different roles in this company. As a result, a software engineer will have exactly the same levels of all of the competencies with a senior software engineer. Therefore, we can't determine these two roles based on the core competencies. Could we use one more term "proficiency" (it means, in brief, how well you demonstrate a competency) to solve this problem? Thank you very much.
I disagree that talent is something one is born with. What if a person was born 10 thousand years ago? Will the person be born with talent in playing basketball?
56:48 😮 ! anything below Level 1 would be “kinda autistic… nerdy” really? whoa! inappropriate and highly offensive! I’m surprised no one called him out on that
An interesting fact about Steve Job's arrogance, when iPhone launched in Japan it hardly sold because Apple didn't realise the Japanese use their phones for taking photos and recording videos, plus they used them for purchases. Apple simply didn't bother to research the market and thus lot a lot of money until they realised their error.
As a professional I appreciate your way of teaching.Nice vdo lecture on Talent management.HR Audit is fruitful in my opinion in brief.Sincerely appreciate the Lecture.HRM is a.broad field as HR Audit.HR is the epicenter for all sectors, organization, Department, businesses, Industries etc.HR audit is the back Bone to achieve excellence nd quality in organization rt.from grass root level employees to top level executives in brief to achieve goals in stipulated time in brief.Incredible nd outstanding lecture 👍
Thank you a lot Mr. Armin. Truly love the stories & insights you shared in the lecture. They make the lecture so interesting. Thank you.
Great content and lecture. Thank you Armin. I look forward to watching your other videos!
Am glad to have been part of this lecture,I learnt alot thanks
Very interesting and actually true as it is the way of development, individual-->team leader--> department manager -->or so
Thanks for sharing professor. Very practical in the real business world.
That is really cool, mr. Trost! These examples and quotes, you use, are really awesome, especially from Henry Ford :D
Thank you for sharing, very rich content indeed.
Excellent lecture by the professor Armin. I like the way of his teaching.
What a great teacher!
Thanks sir it's was great lesson and i learned alot thanks again.
Very interesting with thank you so much for your feature sharing the session.
Very interesting lecture Thank you very much, professor Armin. I have some concerns as follows:
1. In order to determine a competency's level, an employee needs to satisfy ALL of the behavioral explanations or just ONE or SOME? If some, how many items are enough comparing with the number of items in each level.
2. How we design a self-assessment tool so that an employee can evaluate his/her competency.
3) If we just use the term "level" to determine a competency of a role. This could easily lead to the situation is that different roles have the same levels of all competencies. For instance, a software company uses 6 core competencies, and there are more than 30 different roles in this company. As a result, a software engineer will have exactly the same levels of all of the competencies with a senior software engineer. Therefore, we can't determine these two roles based on the core competencies. Could we use one more term "proficiency" (it means, in brief, how well you demonstrate a competency) to solve this problem?
Thank you very much.
Excellent lecture. Thank you professor Trost👏
You are such a great teacher
I'm appreciated about your sharing
Huge respect for you 🙏🏼🙏🏼🙏🏼
i really like and love your lectures
Thanks for the slides, Be blessed
Superb lectures
I ENJOYE IT THANK YOU
fantastic language and good communication.............................
ayaz khan vlogs
Very good information
Very nice lecturer
I disagree that talent is something one is born with. What if a person was born 10 thousand years ago? Will the person be born with talent in playing basketball?
considering that there is no such a thing called basketball back then
oh yes i like the way of this teching....
Wow! Loved the contents and lecture. Will surely check out more of your videos. Thank you for this one. :)
56:48 😮 ! anything below Level 1 would be “kinda autistic… nerdy” really? whoa! inappropriate and highly offensive! I’m surprised no one called him out on that
thank you soooo much for ur effort.😊
really use ful
Prof Armin Trost , thank you very much.
really useful!
Would a B.S. in Psychology get me a job in HR?
Yes.
Yes. Psychology is key in the field of HR
like it so much sir :)
Thanks sir
that girl in the front row was very rude. Mr. trost was very patient with her and yet she arrogantly ranted on!
precysely my thoughts... what an attention seeker she is
An interesting fact about Steve Job's arrogance, when iPhone launched in Japan it hardly sold because Apple didn't realise the Japanese use their phones for taking photos and recording videos, plus they used them for purchases. Apple simply didn't bother to research the market and thus lot a lot of money until they realised their error.