This year’s People in Financial Services conference will focus on how the right leadership and engagement tools can elevate your organizations success and performance through its HIPO talent. Learn the importance of having a strategic plan in place to attract, develop and retain HIPOs.
Focused sessions and case studies will discuss best practices in engaging and retaining high potential talent, leadership development, and cutting-edge recruitment strategies in a post-recession reality.
In addition, the summit will address key areas that affect your talent management processes such as; organizational development, branding, culture, deployment, segmenting, and strategic
business partnerships.
CIO LOOK appreciates contribution of such prolific leaders and brings out to you the June months issue Women in Tech, 2019. These women are creating a dent in the universe through unequaled tech products and solutions.
The Future of HR - Presentation to HRDF LeadersRoshan Thiran
This was the presentation slides on the Future of HR and how it is being disrupted and needs to transform for the 21st century. This presentation was by Roshan Thiran to HRDF Leaders
In this presentation from Talent Connect Vegas 2013, learn about talent communities and how they create a solid pipeline of quality candidates.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Employee Training and Workforce Development. Topics include:
1. Skills Corporations Want From College Grads
2. Trends Shaping Corporate Training And Development
3. Spending on Corporate Training is Soaring
4. The Growing Demand for Soft Skills Training
5. The 10 Top Soft Skills Need by Organizations
6. Training Case Study
CIO LOOK appreciates contribution of such prolific leaders and brings out to you the June months issue Women in Tech, 2019. These women are creating a dent in the universe through unequaled tech products and solutions.
The Future of HR - Presentation to HRDF LeadersRoshan Thiran
This was the presentation slides on the Future of HR and how it is being disrupted and needs to transform for the 21st century. This presentation was by Roshan Thiran to HRDF Leaders
In this presentation from Talent Connect Vegas 2013, learn about talent communities and how they create a solid pipeline of quality candidates.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Employee Training and Workforce Development. Topics include:
1. Skills Corporations Want From College Grads
2. Trends Shaping Corporate Training And Development
3. Spending on Corporate Training is Soaring
4. The Growing Demand for Soft Skills Training
5. The 10 Top Soft Skills Need by Organizations
6. Training Case Study
How The Unconnected Employee Hurts Your BusinessContacts Count
Employees who do not reach out and connect with others, within your unit and outside of it, can really hurt your business. See how it hurts - and what you can do to begin to turn it around.
In a world where professional services firms are increasingly opting for regional and global reach, the need to be responsive to cultural differences has skyrocketed. Whilst being culturally savvy has always been critical to local and cross-border business success, there is enormous room for improvement in this area. In an era where global mobility of talent is at an all time high, there is significant pressure on firms to respond to cultural nuance.
With talent recruitment and retention topping the list of issues facing CPA Firms along with partner alignment and succession planning issues, the stakes have never been higher for CPA Firms in their recruitment and retention strategies. BLI just announced the 'magnetic firm' framework and the 'big four' ways for firms to become talent magnets.
This presentation has the latest scores on the magnetic firm index which is averaging 67% or a D+ across CPA Firms.
The four categories for a magnetic firm are:
1) Purpose driven workplace
2) Culture of growth (Career Development)
3) Inspiring workplace – flexible and inclusive
4) Great leadership – trust & transparent
Visit us at www.blionline.org
TALENT SPOTTING AND SUCCESSION PLANNING: FILLING YOUR LEADERSHIP PIPELINEHuman Capital Media
We all know succession planning is crucial to our organization’s sustainability. Yet many of us are not investing in it. Why? In part, because the debate about how to spot talent and who to develop is an ongoing one. This webinar will provide you with the best and latest thinking about spotting and growing your talent pipeline.
This webinar will explore the business case for succession planning. Learn practical ways you can build your talent pipeline today.
2nd Annual People In Goods & Services SummitWillQuintero
The Second Annual People in Consumer Goods & Services Summit will tackle real world workforce issues that are impacting your bottom line and will discuss the implications of economic uncertainty in today’s consumer talent market. Insightful and practitioner led sessions will address the latest strategies in recruitment, workforce planning, learning & development, performance management, engagement, and retention that can drive increased productivity and business excellence in the retail & consumer goods marketplace.
Businesses today are increasingly expected to deliver some sort of social value in addition to shareholder value, or, at the very least, to not create harm to society.
Whether they realize it or not, whether they actively manage it or not, pretty much all companies with market, financial or human resource connections to Europe and North America have a Social Value Brand or SVB
To keep updated on postings and events go to www.csrtraininginstitute.com and sign up for the newsletter. If interested the CSR Knowledge Centre http://bit.ly/CSRknowledge contains a series of short, pragmatic articles on CSR Strategy, Management and related areas.
Beyond the First Click: How today’s volunteers build power for movements and ...MobLab
If movements and organizations invest in and cultivate supporters who are doing substantial and meaningful work, then does their reach, impact and odds of success increase?
That’s the question we set out to explore.
We wanted to look under the hood of organizations doing a great job engaging top-tier supporters and volunteer leaders. These organizations are creating opportunities for supporters and volunteers to make decisions and act on behalf of the organisation.
We sought to uncover insights, patterns and best practices that we could share with our colleagues in the nonprofit sector.
We interviewed 35 organizations and experts in eight countries. Beyond the First Click is a project of Capulet, Change.org and the Mobilisation Lab at Greenpeace.
How The Unconnected Employee Hurts Your BusinessContacts Count
Employees who do not reach out and connect with others, within your unit and outside of it, can really hurt your business. See how it hurts - and what you can do to begin to turn it around.
In a world where professional services firms are increasingly opting for regional and global reach, the need to be responsive to cultural differences has skyrocketed. Whilst being culturally savvy has always been critical to local and cross-border business success, there is enormous room for improvement in this area. In an era where global mobility of talent is at an all time high, there is significant pressure on firms to respond to cultural nuance.
With talent recruitment and retention topping the list of issues facing CPA Firms along with partner alignment and succession planning issues, the stakes have never been higher for CPA Firms in their recruitment and retention strategies. BLI just announced the 'magnetic firm' framework and the 'big four' ways for firms to become talent magnets.
This presentation has the latest scores on the magnetic firm index which is averaging 67% or a D+ across CPA Firms.
The four categories for a magnetic firm are:
1) Purpose driven workplace
2) Culture of growth (Career Development)
3) Inspiring workplace – flexible and inclusive
4) Great leadership – trust & transparent
Visit us at www.blionline.org
TALENT SPOTTING AND SUCCESSION PLANNING: FILLING YOUR LEADERSHIP PIPELINEHuman Capital Media
We all know succession planning is crucial to our organization’s sustainability. Yet many of us are not investing in it. Why? In part, because the debate about how to spot talent and who to develop is an ongoing one. This webinar will provide you with the best and latest thinking about spotting and growing your talent pipeline.
This webinar will explore the business case for succession planning. Learn practical ways you can build your talent pipeline today.
2nd Annual People In Goods & Services SummitWillQuintero
The Second Annual People in Consumer Goods & Services Summit will tackle real world workforce issues that are impacting your bottom line and will discuss the implications of economic uncertainty in today’s consumer talent market. Insightful and practitioner led sessions will address the latest strategies in recruitment, workforce planning, learning & development, performance management, engagement, and retention that can drive increased productivity and business excellence in the retail & consumer goods marketplace.
Businesses today are increasingly expected to deliver some sort of social value in addition to shareholder value, or, at the very least, to not create harm to society.
Whether they realize it or not, whether they actively manage it or not, pretty much all companies with market, financial or human resource connections to Europe and North America have a Social Value Brand or SVB
To keep updated on postings and events go to www.csrtraininginstitute.com and sign up for the newsletter. If interested the CSR Knowledge Centre http://bit.ly/CSRknowledge contains a series of short, pragmatic articles on CSR Strategy, Management and related areas.
Beyond the First Click: How today’s volunteers build power for movements and ...MobLab
If movements and organizations invest in and cultivate supporters who are doing substantial and meaningful work, then does their reach, impact and odds of success increase?
That’s the question we set out to explore.
We wanted to look under the hood of organizations doing a great job engaging top-tier supporters and volunteer leaders. These organizations are creating opportunities for supporters and volunteers to make decisions and act on behalf of the organisation.
We sought to uncover insights, patterns and best practices that we could share with our colleagues in the nonprofit sector.
We interviewed 35 organizations and experts in eight countries. Beyond the First Click is a project of Capulet, Change.org and the Mobilisation Lab at Greenpeace.
Trabajo presentado para el docente Gerardo Lozano en la materia de biología , para el tema de genética y zombies.
Por las estudiantes Jimena Sotelo y Evelin Mora .
9 °A ,colegio Canapro.
Utility ownership of combined heat and power an economic model based approacheSAT Journals
Abstract This paper proposes, and reviews, an Excel based model to evaluate the cost effectiveness for utility ownership of Combined Heat and Power (CHP) plants. CHP plants provide highly efficient use of fuel for production of electric power and useful heat. This efficient use of fuel can lead to lower energy bills for a company, or group of companies, utilizing a CHP plant, though at a large upfront cost. In order to provide the needed capital, cash reserves or debt can be used. This large capital experiments leads to longer payback periods, which may make CHP plant unattractive investments for end users, but fits perfectly into Electric power utilities investment strategy. This model was developed as a tool for an electric utility to determine if an investment into a CHP plant and selling the waste heat to an end user, would be an attractive investment worthy of further engineering investigation. For this paper, simulations where ran at seven different power hubs in five different power markets in the United States. Overall, the model showed that CHP plant would be an attractive investment in the New York City region and Boston regions, but not in Midwest. These differences are driven by lower power and lower capacity prices in the Midwest compared to the North East. Key Words: combined heat and power, economic approach, energy, modelling, simulation, Waste Heat
Presentación Institucional W Web GlobalW Web Global
Con W Web Global se acabaron las confusas e interminables listas de actividades para lograr conectar directamente sus productos o servicios con sus clientes, nosotros nos encargamos de todo.
Con la experiencia de nuestro equipo de trabajo, aunado al profesionalismo e ideas innovadoras; trascendentales e impactantes, le invitamos a lograr en conjunto que lo ordinario sea algo extraordinario y posicionar su producto o servicio de una forma radical en respuesta a la saturación de mensajes cotidianos.
Me complace informarle que W Web Global pone a sus órdenes nuestros servicios especializados en:
- Agencia de Marketing & Publicidad 360°.
- Consultoria Mercadológica y Publicitaria.
- Despacho de Diseño Gráfico y Creativo.
- Estudio de Fotografía Fija y Publicitaria.
- Despacho de Impresión Digital y Tradicional.
- Agencia de Modelos & Edecanes.
- Comercializadora de Artículos Promocionales.
Esperamos colaborar en un futuro próximo con su empresa. En breve nos pondremos en contacto con usted, para invitarle a crear nuevas tendencias para que usted y sus clientes experimenten con su marca algo no convencional.
Learn to engage your audience with email marketing tips to build relationships, boost conversions, and drive sales. Find out how to build trust with your subscribers and customize your business email marketing strategy to meet the needs of your audience!
In today’s global economy, many local businesses are beginning to expand beyond our country’s borders. View our International Banking & Tax Update presented by Richard Krucher, CPA of Insero & Company CPAs, P.C. and Grace Jahng of JPMorgan Chase & Co.
This document provides the annual progress report (Year 1) and update to GDNet’s Baseline and M&E Framework. The document is structured according to the GDNet logframe – with separate chapters from the Purpose-level down through Outputs 1 to 4. Purpose Level - Diverse research and policy audiences make better use of development research from the global south; Output 1- Southern research better informed by current ideas and knowledge; Output 2 - Researchers better able to communicate their research to policy; Output 3 - Knowledge networking between researchers and with policy actors increased; and Output 4 - Lessons about knowledge brokering best practice in the global south learnt and communicated. An additional chapter focusses on Value for Money (VfM) and Most Significant change Technique (MSC) which examins 8 cases of knowledge into use in the policy process.
Leaderonomics SME CEO Conference 2017 - Growing & Scaling your Business to Gr...Roshan Thiran
These are the slides presented by Roshan Thiran, CEO of Leaderonomics at the SME CEO Conference 2017. He shares 4 constraints that are affecting your business and need to be addressed to grow and scale your business. For more information on the Leadership Dojo programme, which Roshan personally programme manages, email info@leaderonomics.com
To follow Roshan on Twitter (@lepaker) and Facebook, go to: www.facebook.com/roshanthiran.leaderonomics
Why Volunteering Programs are no longer just for Large CompaniesGaurav Bhattacharya
Employee Volunteer Programs are no longer only for large companies!
With the latest generation of cloud-based solutions, any sized company can now afford a great employee volunteering platform.
Samsung Malaysia (SME) - Special Presentation on Diversity & LeadershipRoshan Thiran
This is a special presentation made to the Samsung Malaysia (SME) team prior to the Cold War simulation - this presentation reinforces the need for diversity in thinking and context in addition to growing your leadership
Growing & Scaling Your SME - The 4 constraints preventing Your business from ...Roshan Thiran
These are the presentation slides which was presented by Roshan Thiran, founder & CEO of Leaderonomics, at the AmBankBizConference in Penang. You can also find a lot of write-ups by Roshan at www.leaderonomics.com, where he shares more details on the 4 constraints model and other leadership nuggets.
Learning & Development - Shifting From Normal to the New NormalRoshan Thiran
In this presentation, Roshan Thiran shares his insights on how the Learning, Development and Engagement functions in organisations are changing. He also shares insights on how HR and Learning professionals can adapt to these changes by leveraging technology and being transformation focused
Employer Branding for Challenging, Changing Times in APACCielo
The global talent landscape continues to evolve in response to COVID-19, and organisations need to pivot their strategies. From nationwide lockdown in India to the extension of ‘circuit breaker’ measures in Singapore and gradual opening of markets in China, employer brand communications need to align with the fast-changing needs of audiences now – but were you ready before this started?
In this webinar, Cielo experts will discuss the importance of employer branding and experience marketing from the perspective of current world events. Joining them will be James Williams, SEA Head of Talent Acquisition at Johnson & Johnson and Nikhilesh Mathur, APAC Head of Talent Acquisition at RELX Group, who will share their journeys and what they are considering next.
We will:
• Consider how traditional employer branding mostly focuses on the basic processes of talent engagement
• Demonstrate the need for agile organisations to implement new levels of engagement and change management for the rapidly digitising world of work
• Showcase how organisations can differentiate through experience marketing for success now and moving forward
Being timely, topical and using the appropriate tone are keys to success in employer branding. Join us as we talk through steps to strengthen and stabilize your employer brand during these uncertain times.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Discover the innovative and creative projects that highlight my journey throu...
2012 financial services jul16th
1. People October 22-23, 2012
2nd Annual
Le Meridien • Cambridge, MA
in
Financial Services
Engaging Tomorrow’s Leaders
2. Networking
Network with Speaker Faculty and Event
Executives know that high potential performers hold the keys to
Participants including:
success. With all of the market volatility and regulatory strain that
has been put on the workforce in the financial services industry over C-Suite Executives, CHRO, VP HR,
the last few years, engaging and retaining this particular segment of SVP HR, COO, CFO, Director, Deputy
the workforce is necessary. Empowering your HIPO’s with the right Directors, Managers and Team Leaders
tools, training, and leadership qualities is just part of the equation. with responsibilities in:
More importantly, how do you hold on to your HIPO’s? How can
• Human Resources
you align your organization business and its culture with the needs
• Talent Management
and wants of today’s HIPO in the financial services industry? • Strategic Workforce Planning
• Succession Planning
This year’s People in Financial Services conference will focus on • Performance Management
how the right leadership and engagement tools can elevate your • Talent Acquisition & Recruitment
organizations success and performance through its HIPO talent. • Engagement & Retention
Learn the importance of having a strategic plan in place to attract, • Leadership Development
develop and retain HIPOs. • Corporate Culture
• Human Capital Strategy
Focused sessions and case studies will discuss best practices in • Organizational Development
engaging and retaining high potential talent, leadership development, • Learning & Development
and cutting-edge recruitment strategies in a post-recession reality.
In addition, the summit will address key areas that affect your Connect with TMA
talent management processes such as; organizational development, Follow us on
branding, culture, deployment, segmenting, and strategic business Twitter
partnerships. The latest about the
event & your industry.
@TheTMAlliance
Join us on Facebook
Join an event, share an
experience
http://on.fb.me/
yx8BVp
People October 22-23, 2012
2nd Annual
Le Meridien • Cambridge, MA
in
Financial Services
Engaging Tomorrow’s Leaders
3. Speaking Faculty Includes:
• Conference Chair - Lewisa Anciano
Vice President, People, Coast Capital Savings
• Ann Lueth
VP, Human Resources Director, First Bank Financial Centre
First Bank Financial Centre has been named a Top Place to Work employer by the Milwaukee Journal Sentinal for three consecutive years.
2010, 2011 and 2012.
• Kirsten Mariner
SVP, Director of Talent Management & Development, Fifth Third Bancorp
Fifth Third Bancorp has been ranked #372 on 2012 Fortune 500 List for largest U.S. Corp. They have also received the 2011 Gallup
Great Workplace Award; 2011 Leading Companies for Employees with Disabilities.
• Chris Sellinger
Managing Director, New England, CareerBuilder
• Derek Lombard
Vice President, Director of Talent Development, Embrace Home Loans
Embrace home Loans has made the Inc 5000 List for two consecutive years, 2010, 2011; They have also received The Best Place to Work
in Rhode Island: 2006, 2007, 2008, 2009, 2010, 2011, 2012.
• Traci Dunn
SVP, Inclusion, Talent & Organizational Effectiveness Director, Huntington
National Bank
• Beth Feringa
Managing Director, Organizational Development, Charles Schwab & Co.
Charles Schwab & Co. is ranked #1 in the Securities Industry, two years in a row. They have also been recognized in FORTUNE
Magazine’s “World’s Most Admired Companies®” 2012 as well as #1 in Online Brokerage Customer Satisfaction three Years in a Row
• Eric Simpson
SVP, Director Leadership Development, BBVA Compass
BBVA Compass has earned 10 Greenwich Excellence Awards for banking excellence in 2011.
• Tom Abogabal
Vice President, Sales, eCornell
eCornell is a finalist in the “Customer Service Team of the Year” category in The 2012 American Business Awards. They have also
received the 2012 People’s Choice Stevie Award for Favorite Customer Service; Training Industry, Inc.’s list of The Top 20 Leadership
Training Companies in 2012, 2011, and 2010.
• Rachel Fichter
Executive Director, Global Head of Training and Development for Worldwide Securities Services, JP Morgan Chase
JP Morgan Chase 11 Share and 9 Quality Leader distinctions from Greenwich Associates, 2012.
• Sonia Vora
Vice President, Global Learning & Development, Northern Trust
Northern Trust has been awarded One of the “World’s Most Admired Companies,” Fortune Magazine, 2012 - Sixth Consecutive Year;
Top 50 Company for Executive Women, National Association for Female Executives (NAFE) — February 2012, Fourth Consecutive
Year
• Tom Abogabal
Vice President of Sales, eCornell
• Bertrand Dussert
Vice President, HCM Transformation and Thought Leadership, Oracle
4. Main Conference Day 1 – October 22, 2012
8:00 am Registration
8:30 am Opening Remarks
8:45 am
Leveraging Talent to Drive Culture Change
Rachel Fichter, Executive Director, Global Head of Training and Development for Worldwide Securities Services, JP
Morgan Chase
How effectively are you leveraging your talent development programs to address strategic business challenges?
Learning and development professionals know that talent programs, which generally focus on a small
percentage of the employee population, rarely achieve the kind of scale necessary to have a meaningful
impact on strategic business imperatives, such as driving culture change and organizational transformation.
Join this session to hear how JPMorgan’s Worldwide Securities business is using a top talent program not only
to develop its future leaders, but also to support the goal of the business to establish and reinforce a culture
of continuous improvement as part of its Operational Excellence program. Learn how to systematically
embed frameworks and tools in your entire organization that are generally reserved for top talent.
9:30 am
Developing HIPOS at the Top Level
Sponsored by Merryck & Co.
In this session, Merryck & Co. will share their unique approach in helping businesses develop senior
executive leadership. Join the session and learn best practices in mentoring and developing the highest tiers of
leadership in your organization. Learn how to identify and develop HIPO talent at the highest levels of your
organization.
10:30 am Morning Networking Break
11:00 am
The Future of Talent Acquisition in Financial Services
Sponsored by Pinstripe
What does tomorrow’s financial services leader look like? Moving forward in today’s complex global economy,
financial institutions simply cannot continue to hire based solely on the kind of talent that was successful
for them in the past. This session will explore the competencies needed for your workforce in a post-reform
financial services industry. Learn what the future will command from your talent and make sure everything is
aligned with the business. Make talent acquisition a strategic priority so that you are attracting and bringing the
best talent into your organization.
12:00 pm Luncheon
5. 1:00 pm
Derailing your HIPOs: What Are You Doing Wrong?
Have you ever wondered how your fellow colleagues in the industry are overcoming the hurdles? This
dynamic panel will feature best practices from small to midsized financial organizations. Discover the
innovative ways these organizations have used development as a means to hold on to their top talent, even in
the worst of economic times. Join the discussion as senior executives share how they have been able to retain
a highly productive workforce while warding off talent poachers.
2:00 pm
Panel Discussion: Leaders of a Smaller World: A Closer Look at Engagement and Retention
in Small to Medium Size Financial Institutions
Panelists: Ann Lueth,VP, Human Resources Director, First Bank Financial Centre
Derek Lombard, Vice President, Director of Talent Development, Embrace Home Loans
What does tomorrow’s financial services leader look like? Moving forward in today’s complex global economy,
financial institutions simply cannot continue to hire based solely on the kind of talent that was successful
for them in the past. This session will explore the competencies needed for your workforce in a post-reform
financial services industry. Learn what the future will command from your talent and make sure everything is
aligned with the business. Make talent acquisition a strategic priority so that you are attracting and bringing the
best talent into your organization.
3:00 pm Afternoon Networking Break
3:30 pm
Workforce Segmenting for Success
Kirsten Mariner, SVP, Director of Talent Management & Development, Fifth Third Bancorp
How are you segmenting your workforce? Are you delivering the same human capital programs to all
employees, or are you differentiating programs and investments based on distinct needs and potential return
on investment?
See how Fifth Third Bank is differentiating its investments and targeting its offerings to maximize impact and
optimize ROI with strategic workforce segmentation. Join this session as Kirsten shares how they have been
segmenting roles based on the nature of the work. In addition, learn how competency-based work can be
used to target selection, assessment, development, and other human capital interventions.
The TMA Difference
Talent Management TMA strictly enforces an attendance policy to guarantee the
best possible experience for our speakers and attendees. TMA
maintains a 70/30 split between practitioners from end user
companies and vendors that provide talent management and
recruitment solutions. www.the-tma.org
6. Main Conference Day 1, continued
4:15 pm
Engaging Millennial Leaders of Tomorrow
Beth Feringa, MA, SPHR, Managing Director, Organizational Development, Charles Schwab
Managers directly impact employee engagement and your retention of talent across your organization. In
today’s workforce, more and more Millennials are in the run for supervisory and managerial roles. Learn
how to engage these first-time leaders and empower them with the leadership skills they need to be
successful. Engage them early and focus on their development to build a foundation for their engagement
and your retention of key talent. Join this discussion as Beth shares strategies and best practices for engaging
Millennials and leveraging their leadership styles to enhance their performance and that of the talent they lead.
Session Takeaways:
• Understand the importance of Employee Engagement to retention and profitability
• Engaging Millennials as leaders offers unique challenges and opportunities
• Leverage Millennials leadership styles for impact and effectiveness
5:00 pm Conference Day 1 Sessions Conclude
5:10 pm Cocktail & Networking Reception
This event has been approved
for 12.5 Credits.
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7. Main Conference Day 2 – October 23, 2012
8:30 am
Hiring for Potential
Traci Dunn, SVP, Inclusion, Talent & Organizational Effectiveness Director, Huntington National Bank
Today’s executives are putting a lot of emphasis on assessing and developing high potential talent. But how
much focus has been put on bringing high potential talent into organizations? Join this session, as Huntington
shares ways they are restructuring their recruitment strategies to ensure the best talent is being brought into
their organizations.
9:30 am
The Future of HR Service Delivery, Recruitment and Workforce Planning in Global
Financial Services
Bertrand Dussert, Vice President, HCM Transformation and Thought Leadership, Oracle
Sponsored by Oracle
If you have ever contemplated what the last 5 years have done to change the way global financial service firms
think about HR and recruitment service delivery, you should enjoy this session. Have you ever asked yourself
any of these questions?
• Has the financial crisis of 2007 to 2009 fundamentally altered the way financial service firms think
about HR and Recruitment?
• Has technology disrupted our assumptions of a best in class recruitment approach?
• Is technology playing an incrementally different role? Have there been paradigm shifts and
disruptions?
• What is next, and what are firms doing to attempt to see around the corner?
• Is Workforce Planning real, and what problems does it really solve?
• These may all be interesting changes to HR, but what are the real business headlines to stem from this
new context?
In this session, Oracle along with industry expert and former American Express executive Bertrand Dussert,
will address these questions and provide thought starters on many more. We will discuss the latest trends
in HR service delivery in global financial service firms, and assess the impact of these developments on
recruitment, selection and strategic workforce planning.
We will also explore how leading companies are thinking about the role of technology as part of the service
delivery chain, and discuss the impact of regulatory oversight on the HR technology landscape, as well as the
implications this has for financial service firms looking to maintain a competitive advantage in the battle for
top talent.
The session will provide real world examples, and we also aspire to have a little fun along the way.
10:30 am Morning Networking Break
8. Main Conference Day 2, continued
11:00 am
The Talent Mismatch
Chris Sellinger, Managing Director, New England, CareerBuilder
Sponsored by CareerBuilder
The American Society of Training & Development predicts that by 2015, 60 percent of new jobs will require
skills that only 20 percent of the workforce possess. Already, companies are finding it difficult to find talent
in the areas most critical to their growth; however, while finding qualified talent is one of today’s biggest
recruiting challenges, it is by no means impossible. Many companies are finding innovative ways to compete
in a limited talent pool. This session will explore the opportunities TD Ameritrade have taken advantage
of to find the qualified talent they need in this increasingly competitive market and the solutions they have
implemented within their own organization to bridge the impending skills gap.
12:00 pm Luncheon
1:00 pm
Interactive Discussion: Potential vs Readiness: Are your HIPO’s Really Ready?
Assessing and developing your top talent a critical piece of the talent wheel. It is even more important to go
further and not only identify HIPOs, but clearly assess their potential and readiness for the job at hand. In
this interactive session, we will discuss the differences between talent that has the potential for the job vs.
talent that is actually ready to do the job. Join the discussion among fellow executives in the industry as we
discuss ways to bridge this gap so that your HIPOs are engaged and prepared to take on accelerated roles and
responsibilities.w
2:00 pm
Getting it Right From the Start : Early Assessment of HIPOs
In this session, the discussion will focus on the early assessment of HIPOs within organizations. Learn how
top executives in the industry are mixing informal and on-the-job assessments with the right predictive skills
and personality assessments as they find ways to add depth and strength to their HIPO pools. Gain insights
on how to identify, motivate and retain employees with leadership capabilities.
2:45 pm Afternoon Networking Break
9. 3:15 pm
I Had a Great Mentor: Best Practices in Mentoring HIPO Talent
Sonia Vora, Vice President, Global Learning & Development, Northern Trust
The most frequent response given by successful leaders when asked what most helped them in their careers.
Individuals and organizations instinctively know that there are few relationships that provide as much benefit
as mentoring at such a low cost. As companies become more global, mentoring has expanded from informal
relationships to include formal programs, structured matching and targeted competencies.
Dynamic forces including workforce demographics, economic issues and innovative competition continue to
exert pressures on organizations to increase their high potential pipeline and accelerate the development of
leaders.
During this session, Sonia will share how Northern Trust reinvigorated their traditional mentoring program
to support talent and high potential development through new options including reverse, group and virtual
relationships.
4:00 pm
Learning on the Participants Schedule
Eric Simpson, SVP, Director Leadership Development, BBVA
Tom Abogabal, Vice President, Sales, eCornell
How do you engage top talent learners while ensuring cost efficiency and a high quality learning experience?
This session will feature innovative approaches being used to provide learning opportunities to diverse, and
geographically dispersed groups of high potential leaders. We will take a look at multiple virtual delivery
methods and how we can be more innovative and interactive in this area. See the challenges and successes that
have come out of embracing blended tools for virtual learning for development
Session Takeaways:
• How to use multiple forms of virtual delivery to increase engagement
• How to use virtual teambuilding and other tools in increase interaction and networking
• How to ensure follow-up by involving participant’s managers
• How to keep administration time to a minimum to ensure cost efficiency
4:45 pm Conference & Day 2 Sessions Conclude
Sponsorship Opportunities
Every solution provider has different goals. With TMA, sponsors
can have a package that best fits their budget and aligns with their
goals. To discuss custom packages, please contact Morsell Allison
at 888-339-9599 x588 or email Morsell.Allison@the-tma.org. There
is also the alternative to choose from a pre-packaged sponsorship
menu.
10. Conference Details
Pricing Information
Register by On or Before 8/10/2012 Standard Price
Conference $1,295 $1,695
Registration Information Reference:
Please fill out & include registration
Fax form to 281-552-8914, Call 888-339-9599 or Email info@the-tma.org form with payment.
Attendee Name Payment Policy:
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Venue Information
Le Méridien Cambridge-MIT
20 Sidney Street. • Cambridge, Massachusetts 02139
Tel: (617) 577-0200
Business travelers will enjoy the convenience of High
Speed Internet Access from the sun-filled conference
rooms and appreciate a fully equipped business
centre. Over 8 Conference rooms offering flexible
meeting options for groups of 5 to 250 with seamless
technology to communicate effectively before, during
and after your meetings.