Report
Share
Recommended
Gmb 6070 session 1 - may 9th (fil eminimizer)
The document discusses the role of strategic human resource management in business strategy. It defines strategic HRM as linking human resource functions with organizational strategic objectives to improve performance. It also discusses how HRM links into corporate strategy through environmental analysis, strategic formulation, implementation, and evaluation. Finally, it compares HRM and personnel management, noting that HRM is more strategic, proactive, and focuses on continuously developing the workforce, while personnel management is more reactive and routine.
Gmb 6070 session 7 - june 20th (fil eminimizer)
This document summarizes a presentation on managing employee labor relations for effective performance. It covers topics like employee relations management, labor unions and legislation, the collective bargaining process, and discipline resolution and grievances handling. The key points are: employee relations management aims to build mutual understanding between management and employees; collective bargaining involves union proposals, management counterproposals, and negotiations between representatives; and grievances should be handled according to clear guidelines to ensure fair treatment of employees and resolve issues promptly.
Gmb 6070 session 8 - june 27th (fil eminimizer) (fileminimizer)
This document outlines the content of a session on managing employee labour relations for effective performance. It discusses statutory requirements for employee health and safety under Kenyan law and outlines employer and employee obligations. These include ensuring a safe working environment free of risks, providing protective equipment, training employees on safety guidelines, and employees taking care of their own safety and reporting any issues. The document also discusses employee welfare and service programs that employers should provide like monitoring working conditions and employee insurance. It presents a case study of an unsafe factory where machinery was uncovered, employees were not using protective equipment or following safety protocols, resulting in a serious employee injury.
第20回セミナー･見学会
渡邉功講師の素晴らしい講演内容をスライドシェアーします。
2月9日 富山市で(一社)日本WPAのセミナー･見学会が50名の参加者を得て開催された。セミナーでは渡邉功氏が「印刷物＋スマホアプリでCO2↓費用対効果↑」と言うテーマで素晴らしい講演をしてくれたが、これはその要約である。
Implications of the changes to the 14 19 curriculum
The document discusses reforms to the UK's 14-19 curriculum. Key changes include increasing the school leaving age, introducing diplomas in various subjects, and expanding apprenticeship opportunities. The reforms aim to ensure all young people participate in education or training until 18, acquire skills needed by employers, and close achievement gaps. Positive implications are greater choice of career paths for students and opportunities for disadvantaged students. Negative implications could include a potential shortfall in apprenticeship vacancies and increased workload for teachers.
第20回セミナー･見学会
2月9日 富山市で(一社)日本WPAのセミナー･見学会が50名の参加者を得て開催された。セミナーでは渡邉功氏が「印刷物＋スマホアプリでCO2↓費用対効果↑」と言うテーマで素晴らしい講演をしてくれたが、これはその要約である。
Diego Casado-Mansilla - PhD thesis dissertation
This is the presentation used for the viva of the PhD thesis entitled: "Promoting long term energy-efficient behaviour in work environments through persuasive technologies"
Zero email presentatie business event practice public v1.1a
The document outlines a Zero Email program at Atos to reduce email overload within 3 years through 3 steps:
1) Quick wins like focusing on existing collaboration tools, defining policies for informal tools, and providing training.
2) Redesigning processes to convert emails to dashboards, optimize workflows, and integrate business apps.
3) Creating an enterprise social network for collaboration, communities, and crowdsourcing to replace email as the primary communication tool.
Recommended
Gmb 6070 session 1 - may 9th (fil eminimizer)
The document discusses the role of strategic human resource management in business strategy. It defines strategic HRM as linking human resource functions with organizational strategic objectives to improve performance. It also discusses how HRM links into corporate strategy through environmental analysis, strategic formulation, implementation, and evaluation. Finally, it compares HRM and personnel management, noting that HRM is more strategic, proactive, and focuses on continuously developing the workforce, while personnel management is more reactive and routine.
Gmb 6070 session 7 - june 20th (fil eminimizer)
This document summarizes a presentation on managing employee labor relations for effective performance. It covers topics like employee relations management, labor unions and legislation, the collective bargaining process, and discipline resolution and grievances handling. The key points are: employee relations management aims to build mutual understanding between management and employees; collective bargaining involves union proposals, management counterproposals, and negotiations between representatives; and grievances should be handled according to clear guidelines to ensure fair treatment of employees and resolve issues promptly.
Gmb 6070 session 8 - june 27th (fil eminimizer) (fileminimizer)
This document outlines the content of a session on managing employee labour relations for effective performance. It discusses statutory requirements for employee health and safety under Kenyan law and outlines employer and employee obligations. These include ensuring a safe working environment free of risks, providing protective equipment, training employees on safety guidelines, and employees taking care of their own safety and reporting any issues. The document also discusses employee welfare and service programs that employers should provide like monitoring working conditions and employee insurance. It presents a case study of an unsafe factory where machinery was uncovered, employees were not using protective equipment or following safety protocols, resulting in a serious employee injury.
第20回セミナー･見学会
渡邉功講師の素晴らしい講演内容をスライドシェアーします。
2月9日 富山市で(一社)日本WPAのセミナー･見学会が50名の参加者を得て開催された。セミナーでは渡邉功氏が「印刷物＋スマホアプリでCO2↓費用対効果↑」と言うテーマで素晴らしい講演をしてくれたが、これはその要約である。
Implications of the changes to the 14 19 curriculum
The document discusses reforms to the UK's 14-19 curriculum. Key changes include increasing the school leaving age, introducing diplomas in various subjects, and expanding apprenticeship opportunities. The reforms aim to ensure all young people participate in education or training until 18, acquire skills needed by employers, and close achievement gaps. Positive implications are greater choice of career paths for students and opportunities for disadvantaged students. Negative implications could include a potential shortfall in apprenticeship vacancies and increased workload for teachers.
第20回セミナー･見学会
2月9日 富山市で(一社)日本WPAのセミナー･見学会が50名の参加者を得て開催された。セミナーでは渡邉功氏が「印刷物＋スマホアプリでCO2↓費用対効果↑」と言うテーマで素晴らしい講演をしてくれたが、これはその要約である。
Diego Casado-Mansilla - PhD thesis dissertation
This is the presentation used for the viva of the PhD thesis entitled: "Promoting long term energy-efficient behaviour in work environments through persuasive technologies"
Zero email presentatie business event practice public v1.1a
The document outlines a Zero Email program at Atos to reduce email overload within 3 years through 3 steps:
1) Quick wins like focusing on existing collaboration tools, defining policies for informal tools, and providing training.
2) Redesigning processes to convert emails to dashboards, optimize workflows, and integrate business apps.
3) Creating an enterprise social network for collaboration, communities, and crowdsourcing to replace email as the primary communication tool.
Gmb 6070 session 4 - may 30th (fil eminimizer)
This document summarizes a session on performance management. It discusses the importance of talent management, the performance appraisal process and methods, and challenges with performance appraisal. Some key points covered include: the strategic importance of attracting, developing and retaining skilled employees; common performance appraisal methods like critical incident reports, rating scales, and management by objectives; and challenges like potential lack of competence from raters and errors from personal biases.
Gmb 6070 session 8 - june 27th (fil eminimizer) (fileminimizer)
This document outlines the content of a session on managing employee labour relations for effective performance. It discusses statutory requirements for employee health and safety under Kenyan law and outlines employer and employee obligations. These include ensuring a safe working environment free of risks, providing protective equipment, training employees on safety guidelines, and employees taking care of their own safety and reporting any issues. The document also discusses employee welfare and service programs that employers should provide like monitoring working conditions and employee insurance. It presents a case study of an unsafe factory where machinery was uncovered, employees didn't use protective equipment, and one was injured while intoxicated at work.
Gmb 6070 session 5 - june 6th (fil eminimizer)
The document discusses employee orientation, training, and development. It describes the importance of orientation and induction processes for new employees. These onboarding processes provide new employees with information about the organization, policies, culture and help them acclimate to their new roles. The document also discusses different training methods and the benefits of training, such as improved performance, motivation, innovation and reduced turnover. Effective orientation and training programs are important for integrating new employees and enhancing employee and organizational outcomes.
Gmb 6070 session 4 - may 30th (fil eminimizer)
The document discusses performance management and talent management. It covers the performance appraisal process and methods, as well as challenges in performance appraisal. Some of the key points covered include:
- The importance of talent management in developing employees' skills to meet business needs.
- Common performance appraisal methods like critical incident reports, rating scales, and management by objectives.
- Challenges with performance appraisal like errors in ratings, resistance from employees, and lack of competence from raters.
- Using performance appraisals as the basis for promotions, transfers, and separations.
Gmb 6070 session 5 - june 6th (fil eminimizer)
The document discusses employee orientation, training, and development. It describes the importance of orientation and induction processes for new employees. Effective orientation involves informing employees about company policies, culture, and job responsibilities. Training is also discussed as important for improving performance, implementing succession plans, and developing employees' skills. The document outlines various training methods and emphasizes the need to evaluate training impact on business objectives.
Literature review
The document provides guidance on conducting and writing a literature review. It defines a literature review as a critical evaluation and synthesis of selected documents on a research topic. The purpose of a literature review is to place research in the context of prior work, identify areas of contribution and gaps, and help guide further research questions. Effective literature reviews involve clarifying the topic, finding examples to emulate, narrowing the scope, considering source recency and focus, and developing a thesis statement.
Trucos html para paginas web
Este documento proporciona varios códigos HTML para agregar funciones a las páginas web, como redireccionar a otra página, abrir pop ups, impedir la selección de texto, agregar un reloj, crear formularios y libros de visitas, titulos que cambian de color y cuadros explicativos para enlaces.
More Related Content
Viewers also liked
Gmb 6070 session 4 - may 30th (fil eminimizer)
This document summarizes a session on performance management. It discusses the importance of talent management, the performance appraisal process and methods, and challenges with performance appraisal. Some key points covered include: the strategic importance of attracting, developing and retaining skilled employees; common performance appraisal methods like critical incident reports, rating scales, and management by objectives; and challenges like potential lack of competence from raters and errors from personal biases.
Gmb 6070 session 8 - june 27th (fil eminimizer) (fileminimizer)
This document outlines the content of a session on managing employee labour relations for effective performance. It discusses statutory requirements for employee health and safety under Kenyan law and outlines employer and employee obligations. These include ensuring a safe working environment free of risks, providing protective equipment, training employees on safety guidelines, and employees taking care of their own safety and reporting any issues. The document also discusses employee welfare and service programs that employers should provide like monitoring working conditions and employee insurance. It presents a case study of an unsafe factory where machinery was uncovered, employees didn't use protective equipment, and one was injured while intoxicated at work.
Gmb 6070 session 5 - june 6th (fil eminimizer)
The document discusses employee orientation, training, and development. It describes the importance of orientation and induction processes for new employees. These onboarding processes provide new employees with information about the organization, policies, culture and help them acclimate to their new roles. The document also discusses different training methods and the benefits of training, such as improved performance, motivation, innovation and reduced turnover. Effective orientation and training programs are important for integrating new employees and enhancing employee and organizational outcomes.
Gmb 6070 session 4 - may 30th (fil eminimizer)
The document discusses performance management and talent management. It covers the performance appraisal process and methods, as well as challenges in performance appraisal. Some of the key points covered include:
- The importance of talent management in developing employees' skills to meet business needs.
- Common performance appraisal methods like critical incident reports, rating scales, and management by objectives.
- Challenges with performance appraisal like errors in ratings, resistance from employees, and lack of competence from raters.
- Using performance appraisals as the basis for promotions, transfers, and separations.
Gmb 6070 session 5 - june 6th (fil eminimizer)
The document discusses employee orientation, training, and development. It describes the importance of orientation and induction processes for new employees. Effective orientation involves informing employees about company policies, culture, and job responsibilities. Training is also discussed as important for improving performance, implementing succession plans, and developing employees' skills. The document outlines various training methods and emphasizes the need to evaluate training impact on business objectives.
Literature review
The document provides guidance on conducting and writing a literature review. It defines a literature review as a critical evaluation and synthesis of selected documents on a research topic. The purpose of a literature review is to place research in the context of prior work, identify areas of contribution and gaps, and help guide further research questions. Effective literature reviews involve clarifying the topic, finding examples to emulate, narrowing the scope, considering source recency and focus, and developing a thesis statement.
Trucos html para paginas web
Este documento proporciona varios códigos HTML para agregar funciones a las páginas web, como redireccionar a otra página, abrir pop ups, impedir la selección de texto, agregar un reloj, crear formularios y libros de visitas, titulos que cambian de color y cuadros explicativos para enlaces.
Viewers also liked (11)
Gmb 6070 session 8 - june 27th (fil eminimizer) (fileminimizer)
Gmb 6070 session 8 - june 27th (fil eminimizer) (fileminimizer)
100518 co pggガイダンス
- 1. 第 2 期カーボンオフセット研修会 カーボンオフセット事業 スキームのガイダンス 日本WPA 五百旗頭 忠男
- 16. 印刷会社は CFP マークを表示できない、使えない X X X
- 17. カーボンフットプリントでなく カーボンオフセットを使い、限りなく CFP の規定に近付け、 COJ との包括契約の下で PGG を使用することを条件に 中小印刷会社が営業に使える仕組みを創り上げた Cabon Offset 123 ｇ‐ CO2/copy
- 24. PGG は、印刷物の製造における CO2 排出要素を細分化し、印刷物の仕様原材料、機器や照明の稼働時間、輸送等調達から廃棄にわたる印刷物製造の実態に沿った数値を入力することで、当該印刷物から排出されると予想される CO2 量を自動算出するソフトウェア。 印刷サービスＣＯ２排出量算定ソフトウェア P G G （ Printing Goes Green ） 開発者 ： 清水宏和（清水印刷紙工株式会社）
- 31. 環境啓蒙印刷商品＝差別化商品
- 39. 新日本印刷の販促パンフ