Graphic descriptions
Last updated: June 24, 2024 at 16:48 pm
Here are some of the graphic models we use in human resources management, talent management, and organisational development.
There are numerous variations and perspectives on defining these working models.
Human Resources Management
& Talent Management
192 Topics in HRM

Talent Management

8 departments in a Company

Recruitment process

15 Key company areas

Recruitment & Intake

13 Development steps

Onbording

7 steps building culture

Talent, Company and Gen Y

A Documents

6 steps in life

6 Generations

8 level Talent Management

The Company

Five generations

NB
There is a difference in the values that individual words and concepts contain, as there is naturally a big difference in the level at which a population has developed. There is a wide range of influences, such as education, internet use, and access to the media. At what age do you finish an education? How long do you live with your parents? When do you get an education? When do you typically get married? To name just a few of these factors that create a difference,. Not least, it is very important to have local knowledge; we are all different, just as there are also differences in the more general considerations within generations.
Related information
This document and the information contained herein are provided “as is” without any representations, warranties, or guarantees, either express or implied. The author(s) and provider(s) of this document expressly disclaim any and all liability or responsibility for any errors, omissions, inaccuracies, or outdated information that may be present in this document.
The author(s) and provider(s) of this document expressly disclaim any and all liability or responsibility for any errors, omissions, inaccuracies, or outdated information that may be present in this document.
The recipient of this document acknowledges and agrees to assume sole responsibility for using the information contained herein, as well as for any decisions or actions taken based on such information.
The recipient further agrees not to hold the author(s) and provider(s) of this document liable for any loss, damage, expense, or claim, whether direct, indirect, consequential, or otherwise, arising from the use, reliance on, or interpretation of the information contained herein.
This document does not provide legal, financial, or professional advice. Before making any decisions or taking any actions based on the information contained herein, the recipient should seek the counsel and guidance of qualified professionals, as appropriate.
This document may contain links to external websites, resources, or third-party content.
We are not responsible for any links to external websites, pages, text, graphics, sound, video or comparable means of communication that directly or indirectly contain messages or information in all relationships. We remain neutral to these sources and simply mention that they illustrate and help to give an overall picture or/and as an explanation of the content of this writing.
Should something directly or indirectly focus on something related to politics, relegation, trade unionism, age, he or she focus, sexual beliefs we are completely neutral, and should it not appear clearly, this is mentioned here, we are total neutral.
The author(s) and provider(s) of this document do not endorse, approve, or assume responsibility for the accuracy, completeness, or appropriateness of any external websites, pages, text, graphics, sound, video or comparable means of communication, resources, or third-party content.
They will not be held liable or responsible for any loss, damage, expense, or claim, whether direct, indirect, consequential, or otherwise, resulting from the use of or reliance on any such external websites, resources, or third-party content.
By accessing, reading or using this document, the recipient acknowledges and agrees to the terms and conditions set forth in this disclaimer. If the recipient does not accept the terms and conditions of this disclaimer, do not read or use the content.