People who like to start a career in entertainment industry just might make it big, provided that there are so many opportunities available. They have to distinguish their true passion and interest to point out which specific field of entertainment they intend to become a part of. Some people like to be onstage most of the time while others like to work in the background and help with the planning and setup. Still, some of the basic requirements will apply especially if the person is aiming to join big groups and companies. Continue reading
Ask a trainer what he or she is good at and you’ll hear something like this: “I’m pretty good at A but I really need to work on B, C, D, E, F….” Perhaps we spend so much time investigating other people’s performance problems and patching up weaknesses in the classroom that we’re unable to look objectively at our personal and professional assets.
But a rational career planning and development effort is based on understanding and exploiting one’s strengths, not on bolstering one’s perceived weaknesses. To do otherwise is to fall victim to a reasoning/thinking fallacy that psychiatrist Albert Ellis refers to as the Musterbation of Perfection: “I must be perfect. After all, I’m a trainer and trainers are infallible.” Continue reading
On the surface, it might seem that a major electronics company and a publishing firm have little in common. Yet, Motorola, manufacturer of electronic components and radio equipment, and McGraw-Hill, producer of trade magazines and newsletters, have much in common when it comes to training.
You can download excellent powerpoint slides on HR management, business strategy and personal development HERE.
First, both companies have drawn training directors from line management, choosing company generalists rather than career training and development professionals. Second, both have an active and effective performance appraisal system, using both supervisory judgment and other tools to select high-potential employees. Third, both companies are committed to a philosophy that makes employee education and training important ingredients for success. Continue reading
Fast-tracking high potential management and technical talent is a strategy many organizations are using to ensure that the good people they are able to attract are properly developed, effectively utilized and retained. The scenario goes like this: Sammy Starr is top dog of his MBA class at Famous University. Before “B” school, Sammy was a Phi Beta Kappa and swim team captain. From 650 Fortune 500 job offers, Sammy finally accepts an offer from Big City Bank.