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PERFORMANCE DRIVEN CULTURE; WHAT WILL YOU BE MEASURED AGAINST
Talent Assessment: Identifying high-potential employees and assessing their readiness for leadership roles.
Succession Strategy Development: Creating and maintaining a structured plan for leadership succession, ensuring a pipeline of capable individuals for key positions.
Leadership Development Programs: Designing and implementing training and development programs to prepare high-potential employees for future leadership roles.
Performance Evaluation: Evaluating the performance and potential of employees and providing feedback to help them grow and improve.
Collaboration with HR and Management Teams: Working closely with HR to integrate succession planning with talent acquisition, performance management, and career development initiatives.
Mentorship and Coaching: Providing guidance and mentorship to potential leaders, helping them build the skills and experience necessary for higher-level roles.
Knowledge of Industry Trends: Staying up to date with industry best practices and trends in talent management and succession planning.
Risk Mitigation: Identifying and mitigating potential risks associated with leadership transitions to ensure organizational continuity.
Communication Skills: Effectively communicating succession plans and strategies to key stakeholders, including senior management and employees.
Data Analysis and Reporting: Using data-driven insights to track progress, measure the effectiveness of succession planning efforts, and make necessary adjustments.
Change Management: Managing the transition process when leadership changes occur, ensuring a smooth handover of responsibilities.
Compliance and Diversity Considerations: Ensuring that succession planning efforts comply with legal and regulatory requirements and promoting diversity and inclusion in leadership development.
Crisis Management Planning: Developing contingency plans for sudden leadership gaps or emergencies.
Ethical Standards and Confidentiality: Maintaining the highest ethical standards and ensuring confidentiality when dealing with sensitive personnel information.
Founded in 1997, Emaar is the developer of elegantly designed and exceptionally built property, malls, and hospitality projects across the world. We create homes, offices, retail centres, hotels, and leisure destinations that add to the quality of life. Our single-minded purpose is to ensure that we deliver our projects to the highest standards and provide superior customer service across the customer journey. Today, our projects add tremendous value to the local economy and create thousands of jobs. We have taken our successful development model to high-growth international markets, where we develop world-class projects that underline our competencies and commitment to quality.anagement services.
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