With employee values changing about the world of work, it’s getting harder to attract the best employees and encourage them to stay in their current role. Here are a few tips for you to consider.
5 Essential Tips for Effective LeadershipNick Bidic
The document provides 5 tips for effective leadership: 1) Don't hide information from employees and be transparent about progress and plans; 2) Show emotion and humanize yourself by getting to know employees on a personal level; 3) Identify whether underperformance is due to lack of skills or motivation and address the root cause; 4) Be humble and give credit to employees for their work; 5) Surround yourself with smart employees and give them room to grow and innovate rather than feeling insecure. Effective leadership requires connecting with employees and remaining down to earth.
Most of us feel comfortable going with a tested model and getting everyone to follow it for everyday operations. And we feel reasonably certain that it will yield us dividends. Of course, it will. But it will eventually kill the creative instinct in our employees and make them more and more dependent on the model. It will deprive us of better ideas which our employees can come up within a creative environment.
You're only as strong as your weakest link. In this presentation, discover how you can empower your employees so that each team member is functioning at their best.
We believe that owners and employees deserve a workplace culture where everyone:
Loves what they do and has the opportunity to fulfill their personal dreams
Believes in and “lives” the common values and purpose of the organization
Knows clearly what is expected, how they are doing and what they can do to improve
Takes ownership and is accountable for results
Is supported and encouraged to develop their skills and abilities
Works together to achieve the goals of the organization
Whether you need tips and strategies on topics like selecting A players, holding people accountable, or getting your team all working together to achieve the business goals- we want to guide you through the process of growing your business with a Fabulous Team, we are here to help you become a happy and successful business owner or manager.
I have personally experienced the “People Pains” of a small business owner, so I focus on solutions that are the “right fit” for your organization.
It simply means creating effective People systems that work for you, ensures that work gets done right, and guarantee a great experience for your customers.
That’s what my team and I do for our clients. And that’s what we want to show you how to do too. So I’ve worked to put together a program that does exactly that…
LEARN MORE ABOUT THE PEOPLE PLAN AND HOW IT CAN HELP YOUR BUSINESS
Keeping employees actively engaged in the workplace isn’t only important to build a positive work culture, it can also save you some big bucks. In fact, according to a Gallup poll, disengaged employees could be costing the US anywhere between $450-550 billion.
Although employee engagement plays a pivotal role in the workplace, it’s almost always worked on as an afterthought and overlooked as an essential element to the overall success of an organization. Given that a boost in productivity, collaborations and innovations are byproducts of a highly engaged workforce, it is imperative that employee engagement be given the importance it deserves.
It’s often the little things like your employees having a sense of belonging at the workplace, the ability to form bonds beyond just work with their colleagues, and getting a clap on the back for a job well done.
Here are 21 things that won’t break the bank, but will still have your employees giving you a big thumbs up.
Whether you are meeting a new Client, or pitching to an Investor, or appearing for a Job Interview; a lot gets decided in the first meeting itself. Renowned Executive Coach, Ms. Shital Kakkar Mehra writes for SuperCFO on what one should do to Master the First Impression.
STAND OUT with this graphic I created available as a FREE template. You can customize it with your own messaging and post it on LinkedIn or share it.
SPINNER | ANDRADE
5 Essential Tips for Effective LeadershipNick Bidic
The document provides 5 tips for effective leadership: 1) Don't hide information from employees and be transparent about progress and plans; 2) Show emotion and humanize yourself by getting to know employees on a personal level; 3) Identify whether underperformance is due to lack of skills or motivation and address the root cause; 4) Be humble and give credit to employees for their work; 5) Surround yourself with smart employees and give them room to grow and innovate rather than feeling insecure. Effective leadership requires connecting with employees and remaining down to earth.
Most of us feel comfortable going with a tested model and getting everyone to follow it for everyday operations. And we feel reasonably certain that it will yield us dividends. Of course, it will. But it will eventually kill the creative instinct in our employees and make them more and more dependent on the model. It will deprive us of better ideas which our employees can come up within a creative environment.
You're only as strong as your weakest link. In this presentation, discover how you can empower your employees so that each team member is functioning at their best.
We believe that owners and employees deserve a workplace culture where everyone:
Loves what they do and has the opportunity to fulfill their personal dreams
Believes in and “lives” the common values and purpose of the organization
Knows clearly what is expected, how they are doing and what they can do to improve
Takes ownership and is accountable for results
Is supported and encouraged to develop their skills and abilities
Works together to achieve the goals of the organization
Whether you need tips and strategies on topics like selecting A players, holding people accountable, or getting your team all working together to achieve the business goals- we want to guide you through the process of growing your business with a Fabulous Team, we are here to help you become a happy and successful business owner or manager.
I have personally experienced the “People Pains” of a small business owner, so I focus on solutions that are the “right fit” for your organization.
It simply means creating effective People systems that work for you, ensures that work gets done right, and guarantee a great experience for your customers.
That’s what my team and I do for our clients. And that’s what we want to show you how to do too. So I’ve worked to put together a program that does exactly that…
LEARN MORE ABOUT THE PEOPLE PLAN AND HOW IT CAN HELP YOUR BUSINESS
Keeping employees actively engaged in the workplace isn’t only important to build a positive work culture, it can also save you some big bucks. In fact, according to a Gallup poll, disengaged employees could be costing the US anywhere between $450-550 billion.
Although employee engagement plays a pivotal role in the workplace, it’s almost always worked on as an afterthought and overlooked as an essential element to the overall success of an organization. Given that a boost in productivity, collaborations and innovations are byproducts of a highly engaged workforce, it is imperative that employee engagement be given the importance it deserves.
It’s often the little things like your employees having a sense of belonging at the workplace, the ability to form bonds beyond just work with their colleagues, and getting a clap on the back for a job well done.
Here are 21 things that won’t break the bank, but will still have your employees giving you a big thumbs up.
Whether you are meeting a new Client, or pitching to an Investor, or appearing for a Job Interview; a lot gets decided in the first meeting itself. Renowned Executive Coach, Ms. Shital Kakkar Mehra writes for SuperCFO on what one should do to Master the First Impression.
STAND OUT with this graphic I created available as a FREE template. You can customize it with your own messaging and post it on LinkedIn or share it.
SPINNER | ANDRADE
Reasons Why You Should Attend a Career Workshop in Walnut CreekSherry Berman
The document promotes attending a career workshop in Walnut Creek offered by CareerWisdomInstitute.com. It claims the workshop will help attendees focus their job search, explore career options, develop insight into their hidden potentials and abilities, boost confidence, improve career decision making, and connect with employers. Attendees will receive career counseling to set goals and strategies for finding a fulfilling career.
5 Signs That Managers Are Not Really CoachingBeth Wonson
Coaching is an essential management tool, but many managers aren't REALLY authentically coaching. Managers with these skills are in high demand today. Are you authentically coaching?
Employee Appreciation Day occurs once every year in March, but recognizing employee achievements with special events and celebrations should be a year-round mission. Our eBook, A Guide to Employee Appreciation, gives managers and team leaders tips on comfortably planning a celebration, as well as specific event ideas.
This document outlines reasons why having a hobby is beneficial, stating that hobbies can relieve stress, build confidence as skills improve, help with personal development through new experiences and skills, aid socialization through shared interests, and increase creativity which can help work and employment. It encourages using downtime to focus on hobbies while a cleaning service handles housework.
The document provides 11 survival tips for businesses in their first year that focus on key areas such as executive leadership, product, sales, marketing, customer service, finance, human resources, IT, operations, purchasing, and research and development. The tips emphasize having clear goals, quality products, effective sales and marketing, strong customer loyalty programs, adequate funding, a good company culture, practical technology systems, efficient operations, reliable vendors, and planning future products. Following these tips can help new businesses avoid common first year mistakes and take advantage of growth opportunities.
The Steps to Effective Team Building Sydneysteve dalton
To ensure the success of your company, you must build a team of competent, talented, and motivated people. After all, you won’t get too far if you don’t have someone supporting you and helping you provide your clients with quality products and services.
The Grammarly culture code outlines six core values for employees: ethical behavior by doing the right thing even without oversight, adaptability through embracing change with a positive attitude, grit by focusing and persevering to achieve long-term goals, empathy through treating others how they want to be treated by listening and understanding their perspective, grittiness in doing whatever it takes to get the job done, and being remarkable through always learning and improving with mentorship.
This document provides 10 lessons for balancing professional and private life:
1) Enjoy your work by ensuring you are in a position where your skills are utilized and you find fulfillment.
2) Define a career strategy based on your mission and vision, and help your organization help you achieve your goals.
3) When given challenges, embrace them to feel a sense of accomplishment upon victory. Learn from mistakes.
4) Work smarter, not just harder, to avoid burnout and stay ahead of competition through better and faster results.
5) Lead by example to gain trust through walking alongside colleagues and practicing what you preach.
When you're recognizing your employees, you're strengthening the actions and behaviours which you would want to see them repeat further. For any company, employee means everything. There will likely be a good chance that they stay for a longer period, only when they feel their efforts and contributions are appreciated. However, providing recognition to your employee which gives them a true sense of appreciation, and which makes them realize their hard work— involves an action beyond few words.
The Three Component Model of Commitment of Employe1Muneeb Ahmed
The Three Component Model of Commitment outlines three types of commitment employees can feel toward their organization: affective commitment based on emotion, continuance commitment based on perceived costs of leaving, and normative commitment based on feelings of obligation. The document provides strategies for managers to encourage affective commitment and reduce reliance on continuance and normative commitment to motivate employees. It also lists ways to minimize withdrawal behaviors in employees such as ensuring realistic workloads, allowing flexibility, and making the workplace enjoyable.
The document provides 20 non-monetary ways to motivate employees including recognition, training opportunities, career development, social activities, and creative awards. It argues that while cash incentives are important, non-monetary rewards can be just as or more effective at motivating employees long-term. The document also discusses understanding different motivators like family, friends, or personal growth and tailoring rewards programs accordingly.
How to Prepare For Your Upcoming Job Interview?Coursetake
Learn More - http://bit.do/interview-mastery
How to Prepare for Your Upcoming Job Interview?
Ace your upcoming interview in a step by step teaching fashion
Summary
“How to Prepare for Your Upcoming Job Interview?” is a comprehensive course to help you ace your upcoming job.
Learn in a step by step manner how to ace your upcoming interview.
The approach of this course is to first teach you a chapter and then give you some homework to complete.
This course consists of slides and worksheets, that you can download and combines both theory and practice to help you succeed and get you your dream job.
Prerequisites
None. Everything will be covered in detail.
Target Student
1. Candidates preparing for an upcoming job interview.
2. Students who are interested in learning more about how to ace an interview.
What will you learn?
1. Ace your upcoming job interview.
2. Learn in a Step by Step Teaching method how to prepare for an upcoming job interview.
The document discusses different approaches organizations take to addressing culture issues, referred to as "the elephant in the room", and what makes a great employee and workplace. It identifies 5 approaches: ignoring the issue, wishing it away, using superficial tactics, prioritizing employee happiness over results, and aligning culture with objectives. The best approach aligns an engaged workforce with strategies and goals to maximize efficiency and potential. It also lists attributes of great employees and workplaces based on a survey, such as commitment, growth opportunities, appreciation, clear expectations, and open communication.
Employee motivation is important for a strong team and high performance. Low motivation can negatively impact morale, initiative, energy levels and increase mistakes and staff turnover. A self-motivation action plan in three steps can help boost motivation: 1) Clarify goals, 2) Identify obstacles, 3) Handle each obstacle. Common myths include thinking money alone motivates or that the employee is always right. Effective strategies involve finding the right job for each person, empowering employees, cooperation over competition, performance over "presenteeism", and making employees feel safe, valued and involved.
9 things you need to do to build your dream teamNaomi Simson
The document provides 9 things to do to build a dream team: 1) Know your purpose, 2) Get your people involved, 3) Make everyone accountable for culture, 4) Recognize progress, 5) Build trust through transparency, 6) Create opportunities to connect, 7) Hire for attitude and train for skill, 8) Reward value with value, and 9) Build advocacy. The key is connecting each individual to something meaningful and showing their contribution counts through autonomy, advocacy, transparency, and empowering each team member as a custodian of culture. This transforms the team into a place people want to be a part of to do their best work.
The Great eBook of Employee Questions Part 2: Return of the Question MasterShane Metcalf
The original Great eBook of Employee Questions was so popular that we created this outstanding sequel. In The Return of the Question Master, you’ll find over 60 new questions along with detailed information about why they are valuable and when they should be asked. Topics include: culture building, employee development, productivity, and collaboration.
The seed of question mastery is within us all, but it must be nurtured like any other skill. We hope that by asking these powerful questions you will receive insightful answers to help you and your team gain a better understanding of yourselves, your workplace culture, and the product or service you are bringing into the world.
The document discusses three key ways to motivate employees and keep them satisfied: engage staff, motivate staff, and show them care. It explains that employees are driven intrinsically by autonomy, mastery, and purpose. While money is an extrinsic motivator, focusing on intrinsic needs is more important for employee satisfaction. The document provides 10 specific behaviors for creating an environment that engages, motivates and cares for employees, such as being consistent, setting clear expectations, and celebrating successes.
Here are some answers to your questions about job references:
- References are used by potential employers to verify information on your resume, such as your previous job titles, dates of employment, job duties, and your work performance and qualifications. Good references are former managers, supervisors or coworkers who can speak positively about your skills and accomplishments.
- Past employers are commonly contacted to confirm your dates of employment, job title(s), and whether you are eligible for rehire. They may be asked about your job performance, work ethic, strengths/weaknesses, reasons for leaving, etc.
- Yes, employers do often contact references, either by phone or email. They want to hear firsthand from people who have direct
Team is two or more people working together to achieve a mutual goal. This presentation will help you understand what team work is and how you can build a super strong team.
Top 5 Things To Consider When Hiring an International Staffing ConsultantVienna Consultancy
International staffing consultants can help your organization in various ways, but the hardest part is finding the right one. Staff is the most important asset for every organization, so it’s very important to hire the right people for your open positions. So it is the best option to Hire a Consultant to do this job perfectly.
Reasons Why You Should Attend a Career Workshop in Walnut CreekSherry Berman
The document promotes attending a career workshop in Walnut Creek offered by CareerWisdomInstitute.com. It claims the workshop will help attendees focus their job search, explore career options, develop insight into their hidden potentials and abilities, boost confidence, improve career decision making, and connect with employers. Attendees will receive career counseling to set goals and strategies for finding a fulfilling career.
5 Signs That Managers Are Not Really CoachingBeth Wonson
Coaching is an essential management tool, but many managers aren't REALLY authentically coaching. Managers with these skills are in high demand today. Are you authentically coaching?
Employee Appreciation Day occurs once every year in March, but recognizing employee achievements with special events and celebrations should be a year-round mission. Our eBook, A Guide to Employee Appreciation, gives managers and team leaders tips on comfortably planning a celebration, as well as specific event ideas.
This document outlines reasons why having a hobby is beneficial, stating that hobbies can relieve stress, build confidence as skills improve, help with personal development through new experiences and skills, aid socialization through shared interests, and increase creativity which can help work and employment. It encourages using downtime to focus on hobbies while a cleaning service handles housework.
The document provides 11 survival tips for businesses in their first year that focus on key areas such as executive leadership, product, sales, marketing, customer service, finance, human resources, IT, operations, purchasing, and research and development. The tips emphasize having clear goals, quality products, effective sales and marketing, strong customer loyalty programs, adequate funding, a good company culture, practical technology systems, efficient operations, reliable vendors, and planning future products. Following these tips can help new businesses avoid common first year mistakes and take advantage of growth opportunities.
The Steps to Effective Team Building Sydneysteve dalton
To ensure the success of your company, you must build a team of competent, talented, and motivated people. After all, you won’t get too far if you don’t have someone supporting you and helping you provide your clients with quality products and services.
The Grammarly culture code outlines six core values for employees: ethical behavior by doing the right thing even without oversight, adaptability through embracing change with a positive attitude, grit by focusing and persevering to achieve long-term goals, empathy through treating others how they want to be treated by listening and understanding their perspective, grittiness in doing whatever it takes to get the job done, and being remarkable through always learning and improving with mentorship.
This document provides 10 lessons for balancing professional and private life:
1) Enjoy your work by ensuring you are in a position where your skills are utilized and you find fulfillment.
2) Define a career strategy based on your mission and vision, and help your organization help you achieve your goals.
3) When given challenges, embrace them to feel a sense of accomplishment upon victory. Learn from mistakes.
4) Work smarter, not just harder, to avoid burnout and stay ahead of competition through better and faster results.
5) Lead by example to gain trust through walking alongside colleagues and practicing what you preach.
When you're recognizing your employees, you're strengthening the actions and behaviours which you would want to see them repeat further. For any company, employee means everything. There will likely be a good chance that they stay for a longer period, only when they feel their efforts and contributions are appreciated. However, providing recognition to your employee which gives them a true sense of appreciation, and which makes them realize their hard work— involves an action beyond few words.
The Three Component Model of Commitment of Employe1Muneeb Ahmed
The Three Component Model of Commitment outlines three types of commitment employees can feel toward their organization: affective commitment based on emotion, continuance commitment based on perceived costs of leaving, and normative commitment based on feelings of obligation. The document provides strategies for managers to encourage affective commitment and reduce reliance on continuance and normative commitment to motivate employees. It also lists ways to minimize withdrawal behaviors in employees such as ensuring realistic workloads, allowing flexibility, and making the workplace enjoyable.
The document provides 20 non-monetary ways to motivate employees including recognition, training opportunities, career development, social activities, and creative awards. It argues that while cash incentives are important, non-monetary rewards can be just as or more effective at motivating employees long-term. The document also discusses understanding different motivators like family, friends, or personal growth and tailoring rewards programs accordingly.
How to Prepare For Your Upcoming Job Interview?Coursetake
Learn More - http://bit.do/interview-mastery
How to Prepare for Your Upcoming Job Interview?
Ace your upcoming interview in a step by step teaching fashion
Summary
“How to Prepare for Your Upcoming Job Interview?” is a comprehensive course to help you ace your upcoming job.
Learn in a step by step manner how to ace your upcoming interview.
The approach of this course is to first teach you a chapter and then give you some homework to complete.
This course consists of slides and worksheets, that you can download and combines both theory and practice to help you succeed and get you your dream job.
Prerequisites
None. Everything will be covered in detail.
Target Student
1. Candidates preparing for an upcoming job interview.
2. Students who are interested in learning more about how to ace an interview.
What will you learn?
1. Ace your upcoming job interview.
2. Learn in a Step by Step Teaching method how to prepare for an upcoming job interview.
The document discusses different approaches organizations take to addressing culture issues, referred to as "the elephant in the room", and what makes a great employee and workplace. It identifies 5 approaches: ignoring the issue, wishing it away, using superficial tactics, prioritizing employee happiness over results, and aligning culture with objectives. The best approach aligns an engaged workforce with strategies and goals to maximize efficiency and potential. It also lists attributes of great employees and workplaces based on a survey, such as commitment, growth opportunities, appreciation, clear expectations, and open communication.
Employee motivation is important for a strong team and high performance. Low motivation can negatively impact morale, initiative, energy levels and increase mistakes and staff turnover. A self-motivation action plan in three steps can help boost motivation: 1) Clarify goals, 2) Identify obstacles, 3) Handle each obstacle. Common myths include thinking money alone motivates or that the employee is always right. Effective strategies involve finding the right job for each person, empowering employees, cooperation over competition, performance over "presenteeism", and making employees feel safe, valued and involved.
9 things you need to do to build your dream teamNaomi Simson
The document provides 9 things to do to build a dream team: 1) Know your purpose, 2) Get your people involved, 3) Make everyone accountable for culture, 4) Recognize progress, 5) Build trust through transparency, 6) Create opportunities to connect, 7) Hire for attitude and train for skill, 8) Reward value with value, and 9) Build advocacy. The key is connecting each individual to something meaningful and showing their contribution counts through autonomy, advocacy, transparency, and empowering each team member as a custodian of culture. This transforms the team into a place people want to be a part of to do their best work.
The Great eBook of Employee Questions Part 2: Return of the Question MasterShane Metcalf
The original Great eBook of Employee Questions was so popular that we created this outstanding sequel. In The Return of the Question Master, you’ll find over 60 new questions along with detailed information about why they are valuable and when they should be asked. Topics include: culture building, employee development, productivity, and collaboration.
The seed of question mastery is within us all, but it must be nurtured like any other skill. We hope that by asking these powerful questions you will receive insightful answers to help you and your team gain a better understanding of yourselves, your workplace culture, and the product or service you are bringing into the world.
The document discusses three key ways to motivate employees and keep them satisfied: engage staff, motivate staff, and show them care. It explains that employees are driven intrinsically by autonomy, mastery, and purpose. While money is an extrinsic motivator, focusing on intrinsic needs is more important for employee satisfaction. The document provides 10 specific behaviors for creating an environment that engages, motivates and cares for employees, such as being consistent, setting clear expectations, and celebrating successes.
Here are some answers to your questions about job references:
- References are used by potential employers to verify information on your resume, such as your previous job titles, dates of employment, job duties, and your work performance and qualifications. Good references are former managers, supervisors or coworkers who can speak positively about your skills and accomplishments.
- Past employers are commonly contacted to confirm your dates of employment, job title(s), and whether you are eligible for rehire. They may be asked about your job performance, work ethic, strengths/weaknesses, reasons for leaving, etc.
- Yes, employers do often contact references, either by phone or email. They want to hear firsthand from people who have direct
Team is two or more people working together to achieve a mutual goal. This presentation will help you understand what team work is and how you can build a super strong team.
Top 5 Things To Consider When Hiring an International Staffing ConsultantVienna Consultancy
International staffing consultants can help your organization in various ways, but the hardest part is finding the right one. Staff is the most important asset for every organization, so it’s very important to hire the right people for your open positions. So it is the best option to Hire a Consultant to do this job perfectly.
11 tips for building a productive and healthy work cultureVartika Kashyap
Creating a positive environment will help your company retain talent and keep employees happy. To motivate your employees, you need to create a positive and healthy work culture. So, in this presentation I've listed 11 tips for building a productive and healthy work culture.
Vital Ingredients in Employee RecruitmentHL Lesbrown
There are pivotal tips to follow when putting together a team for excellent results. Not everyone can be part of an award winning team.
Reproduced here with permission from Gb Adolph Obasogie.
5 Tips to Make Incentives Meaningful and Retain EmployeesGusto
Want to learn how the best companies use corporate perks? Join BambooHR and ZenPayroll and find out how to make your employee incentives more meaningful and retain employees.
To develop your company healthily, You need an internal cultureBianca Gângă
To ensure your company’s environment is anything but toxic, you need to lay down a stable foundation with healthy principles. How do you do it? Simply. By creating a company culture.
Read the entire article written by Oves Enterprise's CEO at https://ovesenterprise.com/blog/develop-a-healthy-company-culture/
How to Create a Happy Workforce in Today’s Ugly Social ClimateXenium HR
This document provides strategies for creating a happy and engaged workforce. It discusses the ROI of employee happiness and engagement, including higher productivity, sales, and creativity. It emphasizes aligning company vision, mission and values with employee work. It identifies seven facets of engagement: feeling valued, meaningful work, good relationships, an enabling environment, effective leadership, opportunities for growth, and appropriate rewards. Specific tactics are suggested for each facet, such as collaborative performance management, flexible work, and recognition programs. The document also discusses onboarding best practices to build engagement from the start.
Employers need engaged people to produce great work. This helps companies lead the way in a competitive market. Disengagement is common, but can be avoided if these three tips are followed.
From pursuing excellence and achieving a work-life balance to the rules for success and implementing strategy, you'll receive tips and strategies from the experts to advance your career and simplify your professional life.
This document provides 54 tips to advance one's career organized under different sections, as outlined in a table of contents. The introduction discusses how absorbing expertise from others can help career advancement. Some key tips discussed include: pursuing excellence through continued growth and reasonable expectations rather than perfection; achieving work-life balance through prioritizing it, understanding personal needs, planning, and self-care; training oneself to be a forward thinker by unifying around a shared vision, learning from others, and questioning assumptions; and breaking rules like always being at your desk if it will help success. The document aims to help readers pursue excellence in their career and life.
The document provides guidance to leaders on developing people in the 21st century workplace. It discusses the importance of building relationships with employees through empathy, accessibility, and praise. The playbook contains seven "big ideas" or modules for leaders, beginning with empathizing with diverse perspectives. Subsequent modules include building relationships through getting to know employees individually, setting team purpose and empowering employees. The goal is for leaders to cultivate trust so they can have meaningful development conversations and coach employees effectively.
Company Culture is your company’s personality. It is the shared beliefs, values and practices that make up your company and the unique way everybody at the company sees the rest of the world.A properly implemented company culture is necessary to help companies develop a well-defined market position.
The document discusses the importance of prioritizing people over profit in business. It summarizes Dale Partridge's book on developing a strong company culture that values employees. The 7 key attitudes for boosting culture and performance are discussed: above-standard compensation, empathy, perks, motivation, and culture. Developing a people-first culture is emphasized as critical for customer loyalty and business success.
Growing your business can be hard work. But, it becomes even harder when you continually focus on “areas for improvement”… There is an alternative; it is called a “Bright Spots Approach”.
In this presentation you will learn:
- Why you should focus more on bright spots
- How other companies are successfully using bright spots to grow faster
- Why bright spots focus will also help you fix the weak spots in your company
- How you can get started quickly
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
3. A robust
recruitment
process
The best talent are looking to work for the
best employers. Be prepared, professional and
considerate of your candidates. Remember,
you were in their shoes once too!
YOUR FIRST IMPRESSIONS COUNT TOO
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4. Take the time to
listen
Whether it is one on one, a feedback survey or
an anonymous 'suggestion box,' listening to
employees can make your organisation a great
place to work.
DON'T BE AFRAID OF FEEDBACK
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5. A rewarding
career
Offering training, recognition
programmes and a clear career ladder
for each role within your company can
help keep your employees feel valued.
WE ALL WANT TO IMPROVE AND
BETTER OURSELVES
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6. Create an
inclusive
environment
Consider that individuals
have individual needs to do
their job
Do you need a ramp for
employees with less
mobility?
Could you offer extra support
for people with learning
difficulties?
Does your company culture
appeal to people of different
faiths?
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7. Time away from the desk can help avoid
stressed employees. It can also allow
'thinking outside the box' to generate new
ideas
TEAM AWAY DAYS
Consider downtime
All work and no play an not only be off-
putting but draining and counter
productive
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8. Want to hear more?
Call us for a chat!
2 Dyott Street, London, WC1A 1DE
FIND US AT
020 7612 3894
CALL US ON
enquiries@weareaspire.com
EMAIL US VIA