Corporate learning:

What is corporate learning?

What are the types of corporate learning?

Orientation is the instruction of new employees. During orientation, corporate learning programs
can help businesses introduce new employees to the key details they require to perform their job
duties and handle their responsibilities. This includes instruction on how to perform their specific
roles, general knowledge about the company and any compliance rules that they need to follow.

Hard skills training

Hard skills are the technical abilities an employee needs to perform their role. For example, a
computer programmer needs to know certain programming languages or an accountant needs to
know how to use spreadsheets.

Soft skills training

Soft skills are related to how an employee behaves. Common examples of soft skills include
communication, leadership, time management and problem-solving. By providing training on
these types of skills, organizations can help employees perform better in all aspects of their job
and not just the core responsibilities related to their hard skills.

Compensation management
What is compensation management?
Compensation management is the process of managing, analyzing, and determining the salary,
incentives, and benefits each employee receives. Compensation management is a crucial part of
any talent management and retention strategy. Creative compensation includes monetary and
non-monetary benefits companies can employ to boost engagement and productivity, reduce
attrition, and attract top talent.
What are the main types of compensation?
Compensation includes far more than just a base salary. The full compensation package includes
a variety of compensation types, both direct and indirect.

The four types of direct compensation are:

There is also indirect compensation, which includes anything that provides people value such as:

 Retirement benefits
 Insurance (medical, dental, life, etc.)
 Paid time-off
 Profit-sharing distributions and stock options
 Tuition assistance and learning and development offerings
 Childcare assistance
 Gym memberships
 Relocation expenses
 Perks such as free food, an office gym, events, and so on.

Performance management
What Is Performance Management?
Performance management is a tool that helps managers monitor and evaluate employees'
work. The goal of performance management is to create an environment where people can
perform to the best of their abilities and in alignment with the organization's overall goals.

Common Steps in Performance Management

Although off-the-shelf performance-management software packages exist, templates are

 Aligning employees' activities with the company's mission and goals. Each employee
should understand how their job contributes to the company's overall goals.
Supervisors and employees together should define a job's duties.
  Developing specific job-performance outcomes. Through performance management,
employees should understand: What goods or services does my job produce? What
procedures does my job entail? What effect should my work have on the company?
How should I interact with clients, colleagues, and supervisors?
 Creating measurable performance-based expectations. Employees should have the
opportunity to give input into how success is measured. The expectations can include
results, which are the goods and services an employee produces; actions, which are
the processes an employee uses to make a product or perform a service; and
behaviors, which are the demeanor and values an employee demonstrates at work.
 Defining job-development plans. Employees should have a say in what types of new
things they learn and how they can use that knowledge to the company's benefit.
 Meeting regularly. Instead of waiting for an annual performance appraisal, managers
and employees should engage actively year-round to evaluate progress.

Recruitment in talent management

Talent management involves various activities, including talent identification, development and
retention. It is a continuous process that helps organizations ensure that they have the right
people in the right roles to achieve their goals the process of identifying and attracting potential
employees to the organization.

Talent Identification:

Talent identification involves identifying individuals with the potential to excel in a particular
role or function. This can be done through various methods, such as performance appraisals,
skills assessments and behavioral interviews. It is important to identify the skills and
competencies required for each role and match them with the skills and competencies of
potential candidates.

Talent Development:

Once talented employees have been identified, it is important to develop their skills and
competencies to ensure that they can meet the current and future needs of the organization. This
can be done through various training and development programs, such as coaching, mentoring,
job rotations and leadership development programs.
Talent Retention:

Talent retention involves implementing strategies to retain talented employees within the
organization. This can be done through various measures, such as providing competitive salaries
and benefits, creating a positive work culture, providing opportunities for career growth, and
recognizing and rewarding employees for their contributions.

Benefits of Talent Management

1. Increased productivity: Talented employees are more productive and can contribute more
to the organization’s success.
2. Improved performance: By developing the skills and competencies of talented
employees, organizations can improve their overall performance.
3. Reduced turnover: Retaining talented employees reduces the costs associated with
recruiting and training new employees.
4. Enhanced employer brand: Organizations that effectively manage their talent can build a
positive employer brand, which can attract top talent.