This document provides information about an individual named Candy DLC. Mauricio. It lists their credentials including being a licensed counselor and internationally accredited appreciative inquiry practitioner. It also notes their experience including establishing and improving HR departments for various industries and actively contributing to several organizations. The document outlines the importance of recruitment strategies that go beyond just talent acquisition and integrate an organization's core values. It discusses using strengths-based approaches and service-learning in talent acquisition.
Empower Your Managers to Own New Employee OnboardingEnboarder
What do you need to build a good (and great) onboarding experience?
How can you boost the success of your employee onboarding program (and by extension your organization's overall performance)?
How do you get managers involved in the onboarding process for new hires?
This guide from Enboarder provides the framework and answers for all these questions, and more.
Empower Your Managers to Own New Employee OnboardingEnboarder
What do you need to build a good (and great) onboarding experience?
How can you boost the success of your employee onboarding program (and by extension your organization's overall performance)?
How do you get managers involved in the onboarding process for new hires?
This guide from Enboarder provides the framework and answers for all these questions, and more.
Self development approach is personal initiative. It helps you ways to enhance your skills and capabilities to perform better on assigned job , task or role and keep you inspired.
This presentation explores some common denominators that bond professionals, such as economic environment and career planning, and variations that distinguish each one, like individual’s whole person and career path. On top of the list for planning one’s own career is to understand one’s self as a whole person. What is important to you? Do you have a balanced outlook of life? Are there risk factors that might tip you off balance? What constitutes a rewarding career? Do you take charge of your own career?
The new career reality reflects that professionals face less opportunity to obtain advancement in the midst of downsizing, outsourcing, offshoring, restructuring and delayering. A new trend in employment also emphasizes the selection of candidates for the best ‘fit’ (not best ‘qualified’) with a position, boss, team, and company culture.
Do you keep an open mind to learn, adapt, take action, and choose the future? The career coach introduces a framework for planning professional career and personal actions. Despite uncertainties, take inventory of your behavioral repertoires and knowledge portfolio in terms of strengths and weaknesses. These competencies are assessable and improvable for desired career results and outcomes.
This is the first ever publication that introduced the term "Humantalents" in place of "Human Resources"
Author is the founder of Humantalents International
Dynamic! Engaging! Inspiring!
Sonia McDonald is the CEO of LeadershipHQ, a highly sought after and vibrant Speaker, Entrepreneur, Leadership Expert and Thought Leader.
Internationally recognised as an expert in leadership and strategy, organisational development and neuroscience, Sonia is highly sought after to speak at high profile events. Sonia is an engaging speaker who inspires as she educates. She has a natural ability to connect with her audience and presents content in a format, which motivates people to action.
Sonia’s key focus is on the strategies behind successful business and leadership. Her presentations are both fun, vibrant and informative. Taking a neuroscience approach, Sonia shows how the power of the human brain can become the driver for business and team success, pushing your business to achieve and surpass organisational objectives.
Sonia has presented to some of Australia’s best recognised companies, events and conferences inspiring them with ideas and translating those ideas into productive strategies. For over 20 years Sonia has been inspiring leaders and organisations around the globe. She has worked across diverse industries such as retail, education, construction and engineering, consulting, executive search and the public sector.
She has also been published in The Australian, Smart Healthy Women, BBC Capital, HRD Magazine, Women’s Business Media and more...
Self development approach is personal initiative. It helps you ways to enhance your skills and capabilities to perform better on assigned job , task or role and keep you inspired.
This presentation explores some common denominators that bond professionals, such as economic environment and career planning, and variations that distinguish each one, like individual’s whole person and career path. On top of the list for planning one’s own career is to understand one’s self as a whole person. What is important to you? Do you have a balanced outlook of life? Are there risk factors that might tip you off balance? What constitutes a rewarding career? Do you take charge of your own career?
The new career reality reflects that professionals face less opportunity to obtain advancement in the midst of downsizing, outsourcing, offshoring, restructuring and delayering. A new trend in employment also emphasizes the selection of candidates for the best ‘fit’ (not best ‘qualified’) with a position, boss, team, and company culture.
Do you keep an open mind to learn, adapt, take action, and choose the future? The career coach introduces a framework for planning professional career and personal actions. Despite uncertainties, take inventory of your behavioral repertoires and knowledge portfolio in terms of strengths and weaknesses. These competencies are assessable and improvable for desired career results and outcomes.
This is the first ever publication that introduced the term "Humantalents" in place of "Human Resources"
Author is the founder of Humantalents International
Dynamic! Engaging! Inspiring!
Sonia McDonald is the CEO of LeadershipHQ, a highly sought after and vibrant Speaker, Entrepreneur, Leadership Expert and Thought Leader.
Internationally recognised as an expert in leadership and strategy, organisational development and neuroscience, Sonia is highly sought after to speak at high profile events. Sonia is an engaging speaker who inspires as she educates. She has a natural ability to connect with her audience and presents content in a format, which motivates people to action.
Sonia’s key focus is on the strategies behind successful business and leadership. Her presentations are both fun, vibrant and informative. Taking a neuroscience approach, Sonia shows how the power of the human brain can become the driver for business and team success, pushing your business to achieve and surpass organisational objectives.
Sonia has presented to some of Australia’s best recognised companies, events and conferences inspiring them with ideas and translating those ideas into productive strategies. For over 20 years Sonia has been inspiring leaders and organisations around the globe. She has worked across diverse industries such as retail, education, construction and engineering, consulting, executive search and the public sector.
She has also been published in The Australian, Smart Healthy Women, BBC Capital, HRD Magazine, Women’s Business Media and more...
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
Sourecon Presentation: Career Coaching - Mapping Your Next StepAMPLIFY//
You are killing it in your current role. But what’s next? How do take the next step to grow your career? In this session, you will discover new career paths. Using real life examples and information gathered by interviewing some of the most influential professionals in talent acquisition, you will learn how to leverage your experience in order to map out your future career.
Small businesses have been at a competitive disadvantage compared with larger companies when it comes to access to affordable and effective tools and resources. Thanks to improvements in HR technology and the resulting lower costs, as well as social media, small businesses now have access to peers as well as cost effective high functioning talent management systems.
Small business owners and HR leaders often recognize that employees are the most valuable asset but taking the first step towards identifying and executing an effective talent management strategy that can lead to engaged employees and small business success is often not top priority.
Systems and strategies are equally important when attempting to ensure results in small companies as they are in large organizations. Statics show that organizations that implement effective talent management solutions outperform like companies by in excess of 22%.
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.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
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/
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
2. Candy DLC. Mauricio, RGC.
candymauricio@gmail.com
+63922 889 8776
• Licensed Counselor (PRC#377), Internationally +639152607340
Accredited Appreciative Inquiry Practitioner, +632 348 8777
Researcher, & Speaker, Certified
Psychometrician, Civil Service Eligible
• Coach, Human Capital & Organization
Developer, International Management
Consultant, Social Entrepreneur, & Trainer
• Established, Audited, and Improved HR
Department for various industries like BPO,
Construction, Education, Insurance, Memorial
Services, Non-profit, Real Estate, &
Telecommunications
• Actively contributing to ODPN – Makati Hub
PSTD-ARTDO, IAC, PGCA, and CDAP
3. Outline:
Part 1:Back to basics and alignment of perspective.
What is the importance and main purpose of the job?
Foundations of the Talent Acquisition Process:
Sourcing, Recruitment, Selection, & Placement
Quick facts about Talent Acquisition and its relation
to Management and Development of the people
and their organization
Social Recruiting Must Haves: The 3Ts (Talent,
Technology, and Takings)
4. Part 2:What do I need to do & how do I start using what
I am learning in this workshop? How do I, as a recruiter /
hr, create recruitment strategies that is beyond talent
acquisition for my organization?
Core Values before VMOKRAPI-SPATRES
Becoming the change agent through recruitment:
Using AI in developing your programs
Cases
5. Part 3: How do we enhance our recruitment services
and integrate talent intelligence in our approach?
Understand Human Capital Development
Solutions
Utilize the 3Ts in Human Resource services your
the 90-day plan / commitment plan: Checklist of
what I need to do
6. Story of the Business Owner
What is the importance and main purpose of the job?
I want to be a
business owner,
What do
I need to do?
7. What are Who do
you selling? you need?
-Marketing & -Human Resources.
Sales Dept.
How much do
you need?
-Finance.
How will your
business operate?
- Operations.
Take away my people, but leave
my factories & soon grass will grow
on the factory floors.
Take away my factories, but leave
my people & soon we will have
new and better factory.
8. Who are you?
What do you do? How
do you see it being
important?
What are the benefits
you hope achieve
through this
workshop?
9. Quick Facts about Talent Acquisition
Excerpt from: http://www.youtube.com/watch?v=E4s0aaX6pUs&feature=related
10. I know I like to It feels I want to be
they exist. join them. right. part of them.
Recruiting for Priests
Recruiting for Students Recruiting for Executives
Recruiting for Teachers,
Recruiting for Product Recruiting for Volunteers Network Architects,
Management, Marketing, Civil & Environmental
& Analytics Recruiting for Software Engineer, Scientist
Engineers & Web Developer,
Creative Design & User
Recruiting for Blue-Collar Experience Recruiting for White-Collar
11. Sourcing
Get Awareness &
Catch Attention
3.How do you get known?
4.What are you known for?
I know
they exists.
12. Social Media for Sourcing
Excerpt from: http://www.youtube.com/watch?v=0eUeL3n7fDs&feature=related
13. Leave an Impression
Draw Attraction
Recruitment 3.How do you make the candidate feel?
4.What is most likeable about your organization?
I like to
join them.
18. Get them Engaged
Encourage Participation
3.How do you guide them
from on-boarding to
regularization?
4.What enculturation
program do you provide?
I want to be
part of them.
19. Theories In Practice Skills
Excerpt from: http://www.youtube.com/watch?v=L30-kVjwV3k
20.
21.
22. Pre-employment job placement
Finding the right person for the job.
Is the candidate a good match for the company and the job?
Training & Development
Personalize training programs so that each employee
can be developed according to their learning style
Management Decision Making
Help select future managers and leaders.
Discover which career path is best suited for your talent and what
training they may need.
Conflict Resolution
Resolve conflict by understanding
personal styles to settle differences.
24. The 3Ts to make
successful Recruitment Strategies
Talent
(People)
Technology Takings
(Environment) (Benefits)
25. Situational Analysis
Process Talent: Technology: Takings:
How satisfied are you with What systems do you have Who do you want to
process in place? to support your efforts? collaborate with?
(5 as the highest) What is in it for them?
Sourcing
Recruitment
Selection
Placement
Talent: How would you score your organization & why?
26. Summary:
Part 1:Back to basics and alignment of perspective.
What is the importance and main purpose of the job?
Foundations of the Talent Acquisition Process:
Sourcing, Recruitment, Selection, & Placement
Quick facts about Talent Acquisition and its relation
to Management and Development of the people
and their organization
Social Recruiting Must Haves: The 3Ts (Talent,
Technology, and Takings)
27. How do I start using what I am learning in this workshop?
How do I, as a recruiter / hr, create recruitment strategies
that is beyond talent acquisition for my organization?
Internalize your Core Values before VMOKRAPI-SPATRES
Vision, Mission, Objectives, Key Result Areas, Performance Indicators,
Strategies, Projects, Activities, Tasks, and Resources
Spirituality in the
Workplace
CV = MVP (internal engagement) 3Ts (external engagement)
Core Values as the guideline to Core Values exhibited by
Mission, Vision, and Purpose of the Talent (Process), Technology (Systems), and Takings
Organization (Policies)
(THE TALK) (THE WALK)
28. Internal Stakeholders External Stakeholders
2.Employees 2.Customers We cannot give
3.Managers 3.Suppliers What we do not have
4.Boards Members 4.Competitors
5.Owner 5.Government
6.Environment Do you believe
7.Community
8.Country you are the right person
Internal External to do your job
Shared Values Integrity of Strategies at this time?
Appreciated Skills Foundation of Structure
Preferred Style Consistency of Systems
Staff Development Right Person
Right Job
Talk the Talk Walk the Walk
= Counseling = Performance Management Right Time
= Consulting = Management Development Right Organization
Talk the Walk Walk the Talk
= Mentoring = Good Governance
= Coaching = Leadership
29. Ap-pre’ci-ate, v., 1. valuing; the act of recognizing the best in people
or the world around us; affirming past and present strengths,
successes, and potentials; to perceive those things that give life
(health, vitality, excellence) to living systems 2. to increase in value,
e.g. the economy has appreciated in value. Synonyms: VALUING,
PRIZING, ESTEEMING, and HONORING.
In-quire’ (kwir), v., 1. the act of exploration and discovery. 2. To ask
questions; to be open to seeing new potentials and possibilities.
Synonyms: DISCOVERY, SEARCH, and SYSTEMATIC EXPLORATION,
STUDY.
30. Service-Learning is a teaching, sharing, and learning strategy
that integrates meaningful community service with instruction
and reflection to enrich the learning experience, teach civic
responsibility, and strengthen communities.
31. Becoming the change agent through recruitment:
Using Strength-based and Learn & Serve Orientation in
Talent Acquisition
32. Exercise to Develop Strategies
What are the targeted quick wins & long term vision
Process Define & Discover Dream & Design & Deliver &
Plan & Prepare Participate Ponder Prove
(All Intelligent) (All Interested) (All Involved) (All Innovative) (All Impact)
Sourcing
1 2 3 4 5
Recruitment
6 7 8 9 10
Selection
11 12 13 14 15
Placement
16 17 18 19 20
33. Questions to Develop Strategies
What are the targeted quick wins & long term vision
Process Define & Discover & Dream & Design & Deliver &
Plan Prepare Participate Ponder Prove
(All Intelligent) (All Interested) (All Involved) (All Innovative) (All Impact)
Sourcing What are the Where do your What are you How do you get What is the best
interests of our (top performers) known for? known? description you
(future)employee employees hang- ever heard about
s / candidates? out? your organization?
Recruitment What makes your What makes your How do your What culture or what culture /
employees stay? employees candidates feel environment are environment are
initiate? about you? your employees you creating with
looking for? the candidates
you have?
Selection What do you What are the How do you What are your How do you assess
expect from the advantages in think your guidelines during your applicants?
candidate who placing the candidates your interaction
fills the position? particular describe you? with the
candidate to fill candidate?
the position?
Placement What are your What are the How do you How do you How do you set
Theories In strengths & guide them in create your your new hires for
Practice Skills for potentials your on- enculturation success?
your new hire? needed from your boarding?
new hire?
34. Cases
3.According to CNBC, being a Human Resource Professional is one of the
Best or Worst Job this year?
5.Name one of the top 5 social recruiting job sites for 2012?
7.Name one department HR can directly collaborate with for company
branding?
9.What is the name of the 2-dimensional assessment we featured in this
workshop that encompasses DISC, Enneagram, MBTI, and 16 PF and has
Filipino translation?
11.Name 1 HR Solution that is Open source.
35. How do we
enhance our
recruitment services
and integrate talent
intelligence in our
approach?
Design for Six Sigma:
Get it right the first time
36. The Story of Success
Excerpt from: http://www.youtube.com/watch?v=OBdepvmYlvs
37. Understanding Human Capital Development Solutions
The story of a success
• Slow & Steady wins the race
• Fast & Consistent will always beat the slow & steady
• First identify your core competency & then change
the playing field to suit your core competency
38. 90 – Day Plan: Establish Teamwork
Its good to be individually
brilliant and to have strong
core competencies but unless
you’re able to work in a team,
and harness each other’s core
competencies, you’ll always
perform below at par because
there will always be situations
at which you’ll do poorly and
someone else does well.
40. Sometimes all we need is someone to believe in us
for us to look into our own potential and ability to
succeed, for us to be inspired and start dreaming.
Let’s be that one person who believe.
Are you that one?