How are world-class companies managing their people in 2014 and beyond? This detailed research-based presentation overviews the new solutions for talent acquisition, leadership development, engagement, building Millenial leadership and employee capability development.
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
Human resources (hr) management for non hr managersOlayiwola Oladapo
Non HR Managers have to get work done through others. To do that they need to understand how to manage their people as front line Managers who have the closest proximity to the People. HR for Non HR Managers equip Managers with the fundamental HR Management Know how required for managing people for result.
HR Business Partner: Roles and ResponsibilitiesCreativeHRM
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
Strategic Human Resource Planning PowerPoint Presentation Slides SlideTeam
Workforce planning is essential for high performing organizations, our Strategic Human Resource Planning PowerPoint Presentation Slides enable you to align your workforce requirements with your business goals. With the help of this sample deck, you can showcase strategic human resource plan framework, assessing the current HR capacity, forecasting HR requirements, skill gap analysis plan, organizational skills program matrix, company’s recruitment strategies, evaluating recruitment strategies, recruitment budget, etc. Structure human resource plan with this content ready strategic HRM planning PPT visuals. Using this visually stunning strategic human resource management process, HR managers can easily present the content to target management. Furthermore, this will guide you on how a business should move from its current to the desired manpower position. Get a clear idea about the HRM process. Download the strategic human resource management plan in just a few seconds. Deliver an effective presentation and explain your points more efficiently. Pamper yourself with our Strategic Human Resource Planning Powerpoint Presentation Slides. They will rejuvenate your thoughts.
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
HR must become incredibly flexible to adapt to this dynamic landscape. Personalized learning delivered through mobile devices can help employees keep up with changing skill requirements. Further, tools to govern the remote workforce – without hampering engagement or productivity will be critical to the future of HR. And as we learn that the gig workforce is here to stay, HR will have to develop skills to manage this diverse workforce, learning additionally how to choose the best technology to handle such a workforce.
Human Resource Management Strategy Powerpoint Presentation SlidesSlideTeam
Develop a positive work culture by employing Human Resource Management Strategy PowerPoint Presentation Slides. Incorporate your agenda for human resource management. Showcase the key role of human resources by mentioning roles and responsibilities, skills, and challenges faced by the company with the help of human resource planning PowerPoint slideshow. Highlight the skills needed for HRM such as recruiting, screening, negotiation, scheduling, communication, conflict management, change management, etc by taking the assistance of HR development PPT visuals. It is important to monitor how employees work and how managers lead. Assess future organizational requirements with the help of content ready human talent management PPT graphics. Also, showcase the five stages of the recruitment process using HR management PPT templates. Showcase details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint templates. Download this amazing HR process PPT presentation and estimate your company's future HR requirements. https://bit.ly/3zcXFX0
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden is presenting in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discuss the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
HR Strategy: What is it? Why do we need it?CreativeHRM
The modern organization cannot survive without the innovative HR Management. The modern HR Management is always based on the underlying HR Strategy. However, many companies do not have the competitive strategy and they do not utilize the full potential of Human Resources in the organization.
What is the HR Strategy? Generally, it is not just a document. It is a true roadmap for HR. It allows to HR employees to find the right way and it gives the certainty to top executives that Human Resources is on the right track.
The HR Strategy is a basis for your success.
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
21st Century Talent Management: Imperatives for 2014 and 2015Josh Bersin
What are the big imperatives for business and HR leaders in 2014 and 2015? The workforce, workplace, and global labor markets have changed. This presentation highlights Bersin by Deloitte's key research on many of the most important topics facing business leaders around the world.
Human resources (hr) management for non hr managersOlayiwola Oladapo
Non HR Managers have to get work done through others. To do that they need to understand how to manage their people as front line Managers who have the closest proximity to the People. HR for Non HR Managers equip Managers with the fundamental HR Management Know how required for managing people for result.
HR Business Partner: Roles and ResponsibilitiesCreativeHRM
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
Strategic Human Resource Planning PowerPoint Presentation Slides SlideTeam
Workforce planning is essential for high performing organizations, our Strategic Human Resource Planning PowerPoint Presentation Slides enable you to align your workforce requirements with your business goals. With the help of this sample deck, you can showcase strategic human resource plan framework, assessing the current HR capacity, forecasting HR requirements, skill gap analysis plan, organizational skills program matrix, company’s recruitment strategies, evaluating recruitment strategies, recruitment budget, etc. Structure human resource plan with this content ready strategic HRM planning PPT visuals. Using this visually stunning strategic human resource management process, HR managers can easily present the content to target management. Furthermore, this will guide you on how a business should move from its current to the desired manpower position. Get a clear idea about the HRM process. Download the strategic human resource management plan in just a few seconds. Deliver an effective presentation and explain your points more efficiently. Pamper yourself with our Strategic Human Resource Planning Powerpoint Presentation Slides. They will rejuvenate your thoughts.
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
HR must become incredibly flexible to adapt to this dynamic landscape. Personalized learning delivered through mobile devices can help employees keep up with changing skill requirements. Further, tools to govern the remote workforce – without hampering engagement or productivity will be critical to the future of HR. And as we learn that the gig workforce is here to stay, HR will have to develop skills to manage this diverse workforce, learning additionally how to choose the best technology to handle such a workforce.
Human Resource Management Strategy Powerpoint Presentation SlidesSlideTeam
Develop a positive work culture by employing Human Resource Management Strategy PowerPoint Presentation Slides. Incorporate your agenda for human resource management. Showcase the key role of human resources by mentioning roles and responsibilities, skills, and challenges faced by the company with the help of human resource planning PowerPoint slideshow. Highlight the skills needed for HRM such as recruiting, screening, negotiation, scheduling, communication, conflict management, change management, etc by taking the assistance of HR development PPT visuals. It is important to monitor how employees work and how managers lead. Assess future organizational requirements with the help of content ready human talent management PPT graphics. Also, showcase the five stages of the recruitment process using HR management PPT templates. Showcase details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint templates. Download this amazing HR process PPT presentation and estimate your company's future HR requirements. https://bit.ly/3zcXFX0
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden is presenting in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discuss the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
HR Strategy: What is it? Why do we need it?CreativeHRM
The modern organization cannot survive without the innovative HR Management. The modern HR Management is always based on the underlying HR Strategy. However, many companies do not have the competitive strategy and they do not utilize the full potential of Human Resources in the organization.
What is the HR Strategy? Generally, it is not just a document. It is a true roadmap for HR. It allows to HR employees to find the right way and it gives the certainty to top executives that Human Resources is on the right track.
The HR Strategy is a basis for your success.
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
21st Century Talent Management: Imperatives for 2014 and 2015Josh Bersin
What are the big imperatives for business and HR leaders in 2014 and 2015? The workforce, workplace, and global labor markets have changed. This presentation highlights Bersin by Deloitte's key research on many of the most important topics facing business leaders around the world.
The Future of Corporate Learning - Ten Disruptive TrendsJosh Bersin
The corporate learning market is exploding with change, growth, and disruption. This detailed presentation discusses our findings and perspectives on all the changes taking place.
People Analytics: State of the Market - Top Ten ListJosh Bersin
What are the "Top Ten" trends in People Analytics? This presentation reviews the research and discusses how you should prepare for this exciting and fast growing but emerging market.
Simply Irresistible: Engaging the 21st Century WorkforceJosh Bersin
Josh Bersin's keynote presentation on the Simply Irresistible Organization, a new and expanded way of thinking about employee engagement and building a people-centric company.
Bold HR: Driving Business Value through PeopleJosh Bersin
This keynote presentation is from my keynote at the 2015 Bersin by Deloitte IMPACT conference. It describes the imperatives for HR leaders and professionals for the years ahead, and explains how innovation and creativity is needed to build business value in HR.
Too much talent management is too complex. Talent management does of course incorporate genuine challenges and tough choices. But we don’t need cumbersome processes and practices to make life harder for our executives, managers and professionals.
Summarising talent management into “one page” is too big an ask. Here is our attempt to distil the issues into ten templates:
Building the Agile Enterprise: A New Model for HRJosh Bersin
Josh Bersin's IMPACT 2012 Keynote Speech ... "The Agile Enterprise" - how HR must rapidly evolve through changes in strategy, learning, leadership, and technology to adapt to today's agile management model. Detailed notes available from Bersin & Associates.
The Simplification of Work: What can HR and business leaders do to make work ...Josh Bersin
The Simplification of Work: What can HR and business leaders do to make work more simple, enjoyable, and productive? This presentation reviews the five major steps to simplifying the workplace and your entire organization.
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
Preliminary findings for Bersin by Deloitte 2013 High-Impact Talent Acquisition research. What drives business impact in corporate recruiting today? What are the top practices to focus on? Presented at iRecruit conference June 2013.
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
Strategic Learning and Development for Improved Workforce Performance was presented to the Western NC chapter of SHRM. Based on best practices research this presentation uses a case study to show how the entire talent cycle can be aligned around common competencies, processes and systems.
Agile teams deliver working, fully tested software every 1 to 4 weeks.
New teams wonder how testing can fit into that timeframe.
Join us as we walk through the typical test activities within an Agile iteration.
We've been studying employee engagement for the last 25 years. What have we learnt in that time and what is next for the study and practice of employee attitudes and leadership?
“Most companies still earn profits per employee at close to the same low levels earned in the 20th century because they have not become very adept at mobilizing the mind power of their workforces.
As a comparison, the average top-30 company increased profits per employee 70 percent
The target should be to improve profits per employee by 30 to 60 percent or more. “
“The opportunities to improve the performance of workers just from increased efficiency alone are huge: Surveys show that a majority of workers in thinking-intensive jobs in large companies feel they waste from half a day to two days out of every workweek...
The opportunities to improve the effectiveness of such workers are even larger. The opportunities to mobilize the latent intangible assets (that is, knowledge, skills, relationships and reputations) of a company’s workforce are vast.”
Technology is rapidly transforming the way we work, but it isn’t the only factor to consider when building teams. This presentation illuminates the crucial trends shaping today’s working environments and explores what forward-thinking organizations are planning as they look ahead to 2020 and beyond. Employee development and training make up a clear group of leading impact areas for investments. Susan Hanold, Ph.D., draws from the ADP Research Institute and Innovation Lab’s deep expertise across the entire spectrum of human capital management, as well as insights gained from ADP’s approximately 600,000 clients and 20+ million employees. Leave with invaluable insights into current and emerging issues in human capital management, employment trends and workforce strategy.
Speaker: Susan Hanold, Ph.D., ADP
Striving to make succession planning 2x faster? Aiming to bring the risk of promoting the wrong person to 0? Or targeting to be a future-proof organization by identifying skill gaps and training needs early on?
2021 pushed organizations to find an alignment between HR’s agenda and Business expectations. Those businesses that thrived in 2021 managed to build “Antifragility”.
How to Turn Wasted Talent Into Killer LeadershipJohnny Russo
Ryma's May 11th webinar will be presented at noon EST by Si Alhir. In 2010, Ryma's Grandview community hosted a 3 part Tribal Leadership webinar series. Dave Logan’s, John King’s, and Halee Fischer-Wright’s Tribal Leadership is a proven transformational process and leadership model for fostering organizational health, which leverages natural groups to build thriving organizations by focusing on language and relationship structures within a culture.
Continuous Performance Management: How To Make It WorkJosh Bersin
The new world of continuous performance management has arrived. In this presentation we show the 7 practices and give some examples of how to implement this important new management and HR model.
Talent management a solution to brain drainTapasya123
Over the years, India has become a major supplier of skilled and talented young people to the
developed countries the skilled Indians prefer US Green Cards and EU Blue Cards over the notso-
attractive pay checks and average living conditions of a developing country like India
Talent Management is a strategy which serves as a solution to Brain Drain, that a company
employs to attract, retain and develop employees in order to achieve objectives of the
organization .Most of the organizations are planning ahead to handle an inevitable talent
crisis, to ensure that they have the right people to do the right jobs, when needed. Many
challenges are associated with the changing and competitive nature of work and the
workplace environment are very real for every organization. Rapid changes require a skilled,
knowledgeable and talented workforce with employees who are adaptive, flexible and focused
on the future.
Josh Bersin’s HR Predictions for 2014. Building a Strong Talent Pipeline for ...Sage HR
Employers will be challenged to attract, retain and develop people in 2014. Organizations will need bold, innovative talent and human resources strategies to compete for skills amidst a global economy recovery. As retention concerns mount, organizations will focus on building a passionate, highly-engaged workforce.
Josh Bersin will expand on these challenges and more in Predictions for 2014: Building a Strong Talent Pipeline for the Global Economic Recovery. Available now to Bersin WhatWorks® members and on a complimentary basis to non-members, this annual report provides a preview of business, training and talent management developments in 2014.
VISIT HR BLOG -> cake.hr/blog
Global Human Capital Trends 2015Leading in the new world of .docxwhittemorelucilla
Global Human Capital Trends 2015
Leading in the new world of work
Contents
Introduction | 2
Leading
Leadership: Why a perennial issue? | 17
Learning and development: Into the spotlight | 25
Engaging
Culture and engagement: The naked organization | 35
Workforce on demand: Are you ready? | 43
Performance management: The secret ingredient | 51
Reinventing
Reinventing HR: An extreme makeover | 61
HR and people analytics: Stuck in neutral | 71
People data everywhere: Bringing the outside in | 79
Reimagining
Simplification of work: The coming revolution | 87
Machines as talent: Collaboration, not competition | 95
Editors | 102
Acknowledgements | 103
Global Human Capital leaders | 105
Human Capital country leaders | 105
Leading in the new world of work
1
Introduction: Leading in
the new world of work
GLOBAL organizations today must navigate a “new world of work”—one that requires
a dramatic change in strategies for leadership,
talent, and human resources.
In this new world of work, the barriers
between work and life have been all but
eliminated. Employees are “always on”—hyper-
connected to their jobs through pervasive
mobile technology.
Networking tools like LinkedIn, Facebook,
and Glassdoor enable people to easily monitor
the market for new job opportunities. Details
about an organization’s culture are available
at the tap of a
screen, providing
insights about
companies to
employees and
potential employ-
ees alike. The
balance of power
in the employer-employee relationship has
shifted—making today’s employees more like
customers or partners than subordinates.
Many of today’s employees work in global
teams that operate on a 24/7 basis. An increas-
ing number of skilled workers in this new
world work on a contingent, part-time, or
contract basis, so organizations must now
work to integrate them into talent programs.
New cognitive technologies are displacing
workers and reengineering work, forcing
companies to redesign jobs to incorporate new
technology solutions.
Demographic changes are also in play.
Millennials, who now make up more than half
the workforce, are taking center stage. Their
expectations are vastly different from those
of previous generations. They expect acceler-
ated responsibility and paths to leadership.
They seek greater purpose in their work. And
they want greater flexibility in how that work
is done.
For human resources (HR) organizations,
this new world requires bold and innovative
thinking. It challenges our existing people
practices: how we evaluate and manage people
and how we engage and develop teams; how
we select leaders and how they operate. HR
organizations now face increasing demands
to measure and monitor the larger organiza-
tional culture,
simplify the work
environment,
and redesign
work to help
people adapt.
For HR and
talent teams,
2015 will be a critical year. As these forces
gather momentu ...
Insights success august 2016 the 50 fastest growing consultant companiesMerry D'souza
Insights Success is a platform that focuses distinctively on emerging as well as leading IT companies, their confrontational style of doing business and way of delivering effective and collaborative solutions to strengthen market share.Our magazine talks about leaders and orators from the world of technology, which includes CEO’s, CIO’s, VP’s, Managers and other professionals who had set a benchmark in the revolution of IT industry.
5 Ways to Build a Better Leadership Development Program - Webinar 05.14.14BizLibrary
In this webinar we'll provide you with four best practices from Fortune 500 companies that have successfully met the challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
- An integrated talent management strategy in which leadership development plays an integral role
Similar to 21st Century Talent Management: The New Ways Companies Hire, Engage, and Lead (20)
This presentation details the big changes in the HR technology market for 2019. If you would like a copy of these slides, please register at https://joshbersin.com/hr-tech-disruptions-for-2019/
Today HR and L&D organizations can finally deliver learning directly to people in the flow of work. This presentation describes this exciting new strategy, and how micro-learning (also called microlearning) can transform an organization's culture.
The HR Technology Market: Trends and Disruptions for 2018Josh Bersin
This presentation describes the direction and trend for HR Technology in 2018, by Josh Bersin. It shows how the core HR market has evolved, the emergence of "systems of productivity" as the next major trend, the use of AI, and how applications like recruitment, wellbeing, feedback, and performance management are going through radical change.
Putting MOOCs to Work: How Online Education Impacts Corporate TrainingJosh Bersin
How is the MOOC (Massive Open Online Course) market impacting corporate training? This presentation reviews Bersin by Deloitte's recent research on the trends and impact of the MOOC market on corporate training, recruiting, and skills development.
Data Science and Analytics in Human Resources - Moneyball comes to HRJosh Bersin
Latest research on the imbalance in employment and the need for data science and assessment science in HR. Applies the concepts of the book Moneyball to HR.
[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
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
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.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
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.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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.
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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.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
2. Who We Are
-
-
Global provider of leading practices, trends, and benchmarking research in
talent management, learning, and strategic HR.
60% of the Fortune 100 are Bersin by Deloitte research members, with
more than 19.5 million employees managed by HR teams using Bersin
Research.
Broad Research Practices
•
•
•
•
•
Human Resources
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WhatWorks® Membership: Research, Tools, Education, Benchmarking
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IMPACT®: The industry’s premiere conference on the Business of Talent
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Human
Resources
Leadership
Development
Learning &
Development
Talent
Acquisition
Advisory Services & Consulting
Talent
Management
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3. Agenda
Today’s Talent Challenges
Talent Management: Then and Now
21st Century Talent Management: Things are Different
1. Rethink Talent Acquisition
2. Redo Performance Management
3. Improve Engagement and Retention
4. Understand Millenials needs
5. Deliver Continuous Learning
6. Create 21st Century Leadership
7. Invest in Talent Analytics and BigData
3
4. What HR Leaders Say
We are shifting our
business to a services
business. How do I
transform the workforce?
How do we more
rapidly move talent
from early leadership
to senior leadership?
The skills of our HR
business partners and
specialists need
improvement.
How can I retain and
engage my top talent?
We need to
restructure HR to
build common
systems and reduce
costs.
Our training organization
is too expensive and not
driving enough value.
Our mid-level and
entry leadership gaps
are still huge
Our company has
capability gaps in new
technology areas across
the organization.
We are still having
trouble attracting
millenials and GenX
workers.
How do we create more
collaboration and knowledge
sharing across the company?
How do we
increase women
and diversity in
leadership?
We need to accelerate
hiring of senior and
mid leadership in Asia
and Middle east.
Our performance
and comp process
is obsolete and not
engaging people.
How can we globalize
our employment
brand and talent
programs??
We compete for engineers with
some of the most successful
silicon valley companies? How
can I attract and retain the
brightest in our company?
We need better data
and analytics in HR.
4
6. Shift in Global Economic Activity to India, China from US and EU
India 3% to 6%
China 2% to 18%
EU 31% to 17%
US 25 to 18%
Deloitte Human Capital
Trends 2013
6
9. “Integrated” Talent Management
Slow Response to Changing Business Needs
Traditional Silos of HR
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Inability to identify current and future talent gaps
Hiring strategy and development planning not in sync
No clear picture of future “talent profile”
Leadership pipelines in jeopardy
Disconnected Decision Making
Compensation - Benefits
Succession Planning
Leadership Development
Performance Management
Sourcing & Recruiting
Workforce Planning
Learning & Development
-
Data and processes not integrated
Talent not shared across business units
Learning plans not linked to assessments and skills
gaps in current talent pool
Lack of visibility into talent gaps
Not responsive to Employee Demands
-
Employees want career development
Defined career paths and competencies not clear and
consistent
Talent mobility difficult during change
Managers still the weakest link in organizational
performance
Administratively Intensive
-
Data entry is repetitive
High volume of manual work to complete HR review
processes
Difficult to obtain executive-level talent information
Hard to plan for the future
9
11. Recreating the HR Organization
Where HR Transformation is Taking us in 2013
BusinessIntegrated HR
Integrated Talent
Management
Strategic
HR
Personnel
Department
Administration
Payroll
Regulation
Back Office Function
Recruiting, L&D, Org Design
Total Rewards
Service Center, COE
HR Business Partner
Management, Succession,
Leadership, Coaching,
Integrated Processes
Talent Management
Differentiate & Segment Talent
Globally Optimize Talent Practices
Predict and Analyze Data
Integrated with the Business
Drive the Business
Plan for the Future
Enable Decisions
and Management
Serve Staff
Automate
Control
11
17. Importance of Global Governance
Attracting the right candidate in the right place
quickly, efficiently, and consistently
17
18. Corporate Recruiting Today
Sourcing Continues to be Critical
Where Candidates Come From
$3300 per hire
Up 6% in 2012
Employee
referrals, 14%
Search
aggregators, 8%
Job boards, 18%
Internal
candidates, 18%
Other, 2%
Print, newspaper,
billboards, 3%
University
recruiting, 7%
Time to Hire
55 Days
Company website,
14%
Agencies, 3rd
party recruiters,
9%
Professional
networking sites,
9%
Bersin High-Impact Talent Acquisition, 2013
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22. Value of Performance Management
Companies are Questioning the Traditional Model
Economic Recovery
Layoffs, Restructuring
Performance to Survive
Changing the
Performance
Management
Process
Borderless Workplace
Change in Demographics
New Labor Market
Value of
Performance
Management
2008
2009
2010
2011
2012
2013
22
24. Performance Management Today
In the Past
Today
Annual appraisal and rating
Continuous feedback and coaching
Annual goals and objectives
Quarterly or regular goal setting
Annual talent reviews by team
Continuous talent reviews by peers
and manager
Development as afterthought
Development as core
Recognition by manager
Recognition by peers
Career plan for promotion
Career plan for great projects and
mobility
Up or Out
Across, down, up, and around
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26. Performance Review Result
“Stack ranking is a soul-less and soul
crushing exercise.”
+ Attrition Spike & Loss of
Talent
– Adobe manager
+ Barrier to Teamwork &
Innovation
“I have seen and experienced the
reaction to the review process being a
primary driver in driving good people
from the company.”
+ Impacts Internal Focus &
Productivity
– Adobe manager
+ Impacts Morale &
Engagement
“What is important is the conversation
between the employee and the
manager.”
___________________
– Adobe manager
It’s time for change
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26
30. The Environment has Changed
Family Structure & Role of Women
Flattened Organizations
1970s: GM
has 22 layers
Today it has 7
Value from Intangible Assets
1970s
Today
60%
85%
Desire for Work-Life Fit
Millenials
8%
Boomers
30%
92%
“60% of the skills needed in the next 20
years are not even invented yet.”
- World Economic Forum
70%
Want job flexibility
Work-life not big priority
30
32. Millenials: Recognition, Career
Growth, Flexible Work Environment
Millenials
Boomers and
Others
Career Growth
4.7
4.2
Global Opportunities
4.9
4.3
Focus on short term
rather than long term
opportunities
2.9
4.3
Clearly defined job
descriptions
2.7
4.4
Challenging roles
4.5
3.8
Relationship with
immediate manager
3.8
4.4
Work from home option
4.5
3.7
Use all vacation time
4.1
3.4
Rewards and recognition
4.6
4.5
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34. The Millenial Puzzle
Loyalty
To people
(boss) not
just the
organization
Of their peers,
not just their
managers,
“collective
intelligence”
Approval
Achievement
Accomplishment
matters, but so
does “innovation”
They “verify”
truth with their
friends and
their own
sources
Trust
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37. Colliding Factors in Engagement
Racial and
Cultural
Diversity
Virtual
Work
Environment
Gender
Women
A Passionate,
Highly Engaged
Workplace?
Unemploym
ent
Stress
Work Life
Balance
Youth
Part Time
Contingent
Work
Technology
37
38. Engagement Still an Issue
Even coming out of the recession, 40% of employees are “disengaged”
Europe improving
but North America
is down. Still 40%
“disengaged.”
Aon Hewitt 2013 Engagement Trends
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39. Demand for Workplace Flexibility
• 68% of women without children would rather have more free
time than make more money — even more than those with
children (62%).
More magazine – 2012, “Women in Workplace Study,”
http://www.more.com/flexible-job-survey
• One of every five employees cares for elderly parents, a
number that could increase to almost half of the workforce
over the next several years.
http://whenworkworks.org/research/downloads/FlexAtAGlance.pdf
• 40% of professional men work more than 50 hours per week.
Of these, 80% would like to work fewer hours.
Center for American Progress. August, 2012
http://www.americanprogress.org/wp-content/uploads/issues/2012/08/pdf/flexibility_factsheet.pdf
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40. What Motivates Us at Work?
“Endearing companies are Enduring”
“Meaning is
the new
money.”
Only intrinsic
motivation drives
performance for
creative work, not
traditional reward
systems or money.
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41. Rethinking the Engagement Puzzle
How do we create Passion in the workforce?
Mission and Purpose
“Who we are and why we do what we do”
Inclusion &
Diversity
Recognition
Rewards
Work-Life
Balance
Career
Opportunity
“I feel included”
“I feel recognized”
“My life works.”
“I can progress”
Passion
“I love my work (company)”
Performance
Our job is to create
meaningful work in a
meaningful work
environment.
“I deliver extra effort.”
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43. Importance of Recognition
Maslow’s Hierarchy of Leads
Self Actualization
Career ,
Development
Opportunities
(challenge, opportunity, learning, creativity)
Esteem
#1 reason people
leave is because of
lack of recognition
at work
(importance, recognition,
respect)
Modern
Recognition
Love/Belonging
(social, love, family, team)
Safety
(economic and physical security)
Compensation
& Benefits
Survival
(food, water, sleep)
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44. Recognition Drives Retention
Voluntary Turnover Rate
12%
10.5%
10%
8%
8.7%
31%
Reduction in
voluntary
turnover!
7.2%
Or 46%
higher
turnover
when moving
from
excellent to
poor.
6%
4%
2%
0%
Excellent (5)
Fair (3-4)
Poor (1-2)
Effectiveness of Recognition Program at
Improving Employee Engagement
Source: Bersin & Associates Recognition Survey for HR Practitioners, January 2012, n = 573.
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47. The Continuous Learning Model
Continuous Learning
Expert
Career
Pathways
Coaching
Mentoring
E-learning
courses
Communities
of Practice
Social, Mobile
Sharing
Career
Development
Training
Event
Job
Aids
Novice
Traditional Training
Time
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50. Need for Learning Culture
Great Corporate
University
Strong CLO and
Alignment
Excellent
L&D Skills
Excellent Training
and E-Learning
Use of rich media
and social tools
Innovative
program design
Have we created an organization
which truly has a culture to learn?
Does leadership
reinforce the need
to learn?
Is expertise
rewarded and
valued?
Are decisionmaking processes
clear?
Do people share
information
openly?
Do people feel
empowered to
point out errors?
Do we take
the time to
reflect?
Do people
move around
and take risks?
Do we listen
to customers
openly?
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51. Organizations with a Strong Learning Culture
Significantly Outperform their peers…
Innovation
Productivity
Time to
Market
Quality
Skills for the
Future
Profitability
46%
37%
34%
26%
58%
17%
more likely to
be first to
market
greater
employee
productivity
better
response to
customer
needs
greater ability
to deliver
“quality
products”
more
prepared to
meet future
demand
more likely to
be market
share leader
51
53. 21st Century Leadership Models
New Model for Leaders
Creativity, not planning
Quick decision-making
Getting closer to customers
Globalization, diversity
Continuous change
Manage unexpectedness
Agility, not control
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56. Developing 21st Century Global Leaders
Strong leadership traits vary
widely from country to country
Gen Y leaders must be
developed through 12-18 month
assignments
Local leadership not trumps
“expat leadership” in most high
performing companies
Embrace the new concepts of a
leader: inspiration and
teamwork
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58. This Science is Coming to HR
Definition of “Science”:
“Systematic knowledge of the world
gained through observation
and experimentation.”
What is Not Science
Making talent decisions on the basis of
“gut feel,” “beliefs,” or “philosophies.”
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59. 21st Century Talent Management
This are Different Now
1. Rethink Talent Acquisition
2. Redo Performance Management
3. Improve Engagement and Retention
4. Deliver Continuous Learning
5. Create 21st Century Leadership
6. Invest in Talent Analytics and
BigData
http://marketing.bersin.com/2013-predictions.html
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