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Transitioning from School to Work
 

Transitioning from School to Work

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    Transitioning from School to Work Transitioning from School to Work Presentation Transcript

    • Welcome to the Evisors Webinar Visit us online at www.evisors.com Making Your Mark: Transitioning from School to Work featuring Roderick Lewis Hosted by: Career Advisors on Demand..com/webinars
    • Making Your Mark: Transitioning from School to Work I. About Roderick II. Know Your Value-Add III. The Workplace Environment IV. 7 Traits for Selecting Target Employers V. Q&A Hosted by: Career Advisors on Demand..com/webinars
    • About Roderick • Holds an MBA from The Georgia Institute of Technology • Multilingual consultant with global experience and expertise in Talent Management and Employer Branding • HR Consultant in Corporate America focusing on International Recruiting and Diversity & Inclusion • Former MBA Career Consultant in US and European Business Schools • Author of the upcoming books, “Don’t Waste Time Applying Online” and “Journey To The Hiring Manager” • Started his own consultancy, Voice of the Job Seeker, to train, educate, and advise job seekers and organizations on how to effectively improve the recruitment process Hosted by: Career Advisors on Demand..com/webinars
    • Making Your Mark: Transitioning from School to Work I. About Roderick II. Know Your Value-Add III. The Workplace Environment IV. 7 Traits for Selecting Target Employers V. Q&A Hosted by: Career Advisors on Demand..com/webinars
    • Making Your Mark: Transitioning from School to Work I. About Roderick II. Know Your Value-Add III.The Workplace Environment IV. 7 Traits for Selecting Target Employers V. Q&A Hosted by: Career Advisors on Demand..com/webinars
    • Making Your Mark: Transitioning from School to Work I. About Roderick II. Know Your Value-Add III. The Workplace Environment IV.7 Traits for Selecting Target Employers V. Q&A Hosted by:See the rest at evisors.com/webinars/webinar/9
    • Trait #1: Employee Engagement Report Intel Selected Organizational Health Survey Results 2010 2009 2008 2007 I am proud to work for Intel 85% 82% 83% 75% I would recommend Intel as a great place to work 80% 74% 73% 61% My job makes good use of my skills/strengths 76% 74% 74% 70% I have the flexibility to balance the needs of my work and personal life 79% 77% 77% 72% I hope to continue working at Intel for another 5 years or more 75% 77% 76% 67% Open and direct communication is practices effectively in my work group 78% 77% 78% 74% In my business group, innovation and creative thinking are actively encouraged 76% 73% 73% 70% At Intel, I am treated with dignity and respect 83% 85% 85% 83% Cisco Pulse survey results Category 2010 scores 2009 scores Employee Engagement Index 82 87 Collaboration 85 86 Respect for People 82 83 Communication 79 77 Organizational Alignment 79 82 Inclusion Index 78 79 Innovation and Excellence 77 78 Manager Index 77 NA Development 72 73 Recognition 65 66 Hosted by:See the rest at evisors.com/webinars/webinar/9
    • Trait #2: Work-Life Balance Intel: Special Leave Programs 1. 4,627 employees took sabbaticals, returning refreshed and revitalized. 2. 603 female employees used our Pregnancy Leave benefit. 3. 148 employees used our Personal Leave program. Hewlett-Packard: Work-Life Balance 1. Approximately 60% of employees work at the same site as their manager, and the other 40% are managed by leaders who work with them in a virtual environment. 2. 80% take advantage of HP's flexible work environment. 3. 15% work full time from home. Hosted by:See the rest at evisors.com/webinars/webinar/9
    • Trait #3: Volunteering & Social Investments Volunteeering 2010 2009 2008 2007 Number of employee volunteers 34,774 36,476 37,023 25,88 Number of volunteering grants given 5,738 2,418 2,644 1,815 Bank hours to support employee volunteering activities 208,336 157,78 154,813 94,746 Employees' personal hours given to support Barclays volunteering activities 150,573 109,131 100,818 68,935 Community Investment 2010 2009 2008 2007 Employees receiving support for fundraising, volunteering and giving 62,118 58,415 57,361 43,718 Charities supported by Barclays 8,214 7,727 6,918 7,14 Total community investment £55.3m £54.9m £52.2m £52.4m Barclays Hosted by:See the rest at evisors.com/webinars/webinar/9
    • Trait #4: Career Mobility & Development L’Oreal: 1. 752 employees from 49 countries were on long-term international assignments in 57 different countries – a 13% increase on 2009. 2. Of these employees, 34% were women and 15% were under the age of 30. 3. 40 employees transferred abroad to bring expertise to other countries, mainly for manufacturing projects, for short-term assignments of up to 12 months. Performance indicators 2008 2009 2010 Repsol staff (number)(1) 36,302 33,633 36,323 People Review (number) 3 1,968 3,712 Repsol staff receiving performance evaluations (percentage) 36 39 44 Internal mobility transfers (number) - 5,316 5,892 Employees who telework (number) 130 516 691 Repsol: Hosted by:See the rest at evisors.com/webinars/webinar/9
    • Trait #5: Diversity & Inclusion Total, S.A.: 2010 U.S. workforce demographics [as a percentage of total] Male Female White All minorities Black Hispanic Asian Native Hawaiian or Other Pacific Islander Two or more races Native American 71.49% 28.51% 83.02% 16.98% 3.88% 4.61% 7.97% 0.00% 0.14% 0.37% 67.13% 32.87% 76.02% 23.98% 5.18% 4.78% 13.11% 0.07% 0.34% 0.50% 77.52% 22.48% 69.93% 30.07% 14.49% 6.82% 6.97% 0.26% 0.76% 0.78% 61.53% 38.47% 71.89% 28.11% 6.65% 14.90% 2.78% 0.17% 3.20% 0.42% 17.85% 82.15% 66.13% 33.87% 16.62% 7.96% 7.47% 0.27% 0.74% 0.80% 49.74% 50.26% 61.78% 38.22% 13.61% 10.47% 13.09% 0.00% 0.00% 1.05% 49.11% 50.89% 48.82% 51.18% 14.5% 22.93% 13.17% 0.00% 0.15% 0.44% 65.57% 34.43% 75.30% 24.70% 6.78% 5.45% 11.43% 0.09% 0.42% 0.53% * Subtotals may not add up exactly to total due to rounding. Laborers Total: 0.77% Total Total: 100.00%* Sales workers Total: 1.35% Office and clerical Total: 5.83% Operatives (semi-skilled) Total: 0.22% Officials and managers Total: 11.24% Professionals Total: 70.19% Technicians Total: 10.41% Hewlett-Packard: Hosted by:See the rest at evisors.com/webinars/webinar/9
    • Trait #6: Web 2.0 Technologies National Instruments: NI Talk has been extremely successful. In 2010, NI sought to help employees collaborate more efficiently across teams worldwide. At the request of Phil Hester, senior vice president of R&D, several collaboration tools were tested and evaluated. In May, the company selected a tool called Social Business Software from Jive, internally branded as NI Talk. In the first nine months of use, NI Talk had more than 3,200 users, more than 1,700 groups, 15,589 documents, and 7,119 discussions generating more than 26,000 responses. NI Talk added collaboration tools to the company's already robust intranet site known as NIWeb. NIWeb houses information about groups across the company such as frequently asked questions, contact names, and processes. Significant facts about NIWeb include the following: • More than 85,000 unique pages • Approximately 160,000 visits to NIWeb search each month • Exactly 339,354 unique page views in just one month • 21,576 new pages created in 2010 Hosted by:See the rest at evisors.com/webinars/webinar/9
    • Trait #7: Recognition & Compensation Intel Quality Award (IQA) IQAs are given annually to a few Intel organizations that have made long-term commitments to operational excellence and have demonstrated performance to Intel Values. Organizations complete applications that are presented to a panel of executive judges, who select the winners. Winning organizations are expected to act as role models and mentors for groups that subsequently enter the IQA application process. Intel Achievement Award (IAA) The IAA is the company’s highest honor for personal and small-team accomplishments. Less than one-half of 1% of all employees receive an IAA each year. Winners are rewarded with company stock and an invitation to a banquet hosted by Intel President and CEO Paul Otellini. Spontaneous Recognition Award (SRA) Spontaneous recognition can be given at any time to show appreciation to a peer, subordinate, or manager, and may include cash, a gift card, or other reward. Division Recognition Award (DRA) DRAs recognize employees for reaching critical milestones or completing projects that demonstrate a strong commitment to Intel Values. DRAs are presented to employees in front of their peers at quarterly Business Update Meetings. Intel: Hosted by:See the rest at evisors.com/webinars/webinar/9
    • Trait #7: Recognition & Compensation Unilever: Pay for performance There are two ways to increase your overall package. The first is an annual bonus based on personal and business performance. • “Rewards both our collective success and your individual contribution to it. And the amount can be significant.” The second depends on your level and reflects sustained performance. It comes in the form of shares which will give you a real stake in the future success of the business. • “In fact, we consider it critical that senior managers build a substantial holding in order to align their interests with those of our shareholders.” Hosted by:See the rest at evisors.com/webinars/webinar/9
    • Questions & Answers Question 1: Which important technology tools would you recommend? Hosted by:See the answer at evisors.com/webinars/webinar/9
    • Questions & Answers Question 2: Are there any common struggles you have noticed while transitioning from school to work? Hosted by:See the answer at evisors.com/webinars/webinar/9
    • Thanks for Joining! Book your session with Roderick at www.evisors.com/expert/991 View our past webinars at evisors.com/webinars and follow us on Twitter @Evisors for updates on upcoming webinars. Hosted by:See the rest at evisors.com/webinars/webinar/9