Ezra Dylan Saul is seeking connections in the business world to help save money on office supplies. His resume highlights his extensive work experience in sales, customer service, and business administration roles. He has a business finance major with 73 credit hours completed between Texas State University and Lonestar Community College. His resume emphasizes skills in sales, communication, adaptability, and a positive work ethic developed through positions like account executive, cook, server, and internships in wealth management and energy consulting.
A comprehensive list of the most important questions to include in your employee engagement survey.
Question categories include:-
The Organisation, Strategy & Culture
Communication
My Work
Management
Leadership
Opportunities
Reward
Recognition
Training and Development
Quality of Life
Teamwork
Plus demographic and open questions for added insight.
How To Increase Your Culture of Employee EngagementMonster
Is it 5 o’clock yet? As a manager, that is probably not your favorite thing to hear around the office. Although employees show up on time and get their work done, many are counting down the hours, minutes and seconds until they can go home.
Wouldn’t it be great if employees enjoyed their job more? As a manager, there is only so much you can do to Engage an employee who has no interest in being Engaged. The real solution is for the employee to want to be more Engaged. When the responsibility for increasing Engagement is shared, outcomes are much more favorable for the employee and employer.
In this informative online session, participants will learn:
• The joint model of Engagement
• How an Engaged workforce affects business outcomes
• How to educate employees on Engagement
• Employee benefits of being Engaged
• Tips for employees to increase their own Engagement
• How managers can support employees in joint ownership of Engagement
Employees will go from watching the clock to wondering where the day went.
A comprehensive list of the most important questions to include in your employee engagement survey.
Question categories include:-
The Organisation, Strategy & Culture
Communication
My Work
Management
Leadership
Opportunities
Reward
Recognition
Training and Development
Quality of Life
Teamwork
Plus demographic and open questions for added insight.
How To Increase Your Culture of Employee EngagementMonster
Is it 5 o’clock yet? As a manager, that is probably not your favorite thing to hear around the office. Although employees show up on time and get their work done, many are counting down the hours, minutes and seconds until they can go home.
Wouldn’t it be great if employees enjoyed their job more? As a manager, there is only so much you can do to Engage an employee who has no interest in being Engaged. The real solution is for the employee to want to be more Engaged. When the responsibility for increasing Engagement is shared, outcomes are much more favorable for the employee and employer.
In this informative online session, participants will learn:
• The joint model of Engagement
• How an Engaged workforce affects business outcomes
• How to educate employees on Engagement
• Employee benefits of being Engaged
• Tips for employees to increase their own Engagement
• How managers can support employees in joint ownership of Engagement
Employees will go from watching the clock to wondering where the day went.
Our employee engagement infographic defines employee engagement and provides a more in-depth view by sharing the employee engagement platform that we use. It later shares improved results by having engaged employees, including engagement levels, and the ROI for Funders for LGBTQ Issues.
How to create remarkable Employee Experience?!
Join our next Session: https://bit.ly/3h3caUU
In this session we will give you an introduction into our Employee Experience Design Methodology and give you some insights about:
- How having a great Employee Experience can help your company to achieve its goals and keeps its reputation as great employer
- What is Employee Experience Design and why is in the list of future skills for HR&People professionals
- How Employee Experience relates to Employer Branding, Learning and Development and Organisational Development
- What does it mean to "design" an experience and why HR has all that it takes to do it
An overview to a lovely project in which we helped a medium sized company to reinvent their Performance Management Process to fit their self-organized teams.
Why Employee Experience Design is relevant today?
Companies are in need of great new talent and engaged employees in order to fulfil their business goals. A lot of efforts are put in Employer Branding and Employee Engagement initiatives but all that great work won't bring the desired results if the company does not address the Moments That Matter in the Employee Journey.
Only when people feel valued and trusted, when they see the company caring for what is meaningful to them, their engagement and performance increases.
WHO ARE WE?
We are three innovation coaches ready to challenge People Teams to think and work differently. We founded EX Labs to team up with People Teams to co-create high-performing organisations with a human-centric and agile approach.
Find out more about us and what we do at:
www.ex-lab.de
Why Employee Engagement is the New ImperativePlanday
Employee engagement is more than a trendy business phrase--it's something that can impact the bottom line of your business. Engaged employees actively build your business, while disengaged employees can work against it. Learn how you can measure employee engagement and improve your outcomes.
What is modern employee engagement and why is it important? With key stats and quotes from industry experts and professionals, we look at how you can create and maintain an engaged culture suitable for 21st century businesses.
Creating Value: Employee Engagement at WorkAnita Anzo
Scheduled On Wednesday, July 10, 2013 at 1:00 PM EDT
This detailed 90 minute discussion will cover the “rules of engagement”, what constitutes engagement, and the keys to insuring that once engaged it is in the right spirit for the right outcomes. Stepping through an entire engagement initiative, participants will engage in thoughts that will help them craft an engagement policy, program and objectives for success in their own company culture and with their own future.
Our employee engagement infographic defines employee engagement and provides a more in-depth view by sharing the employee engagement platform that we use. It later shares improved results by having engaged employees, including engagement levels, and the ROI for Funders for LGBTQ Issues.
How to create remarkable Employee Experience?!
Join our next Session: https://bit.ly/3h3caUU
In this session we will give you an introduction into our Employee Experience Design Methodology and give you some insights about:
- How having a great Employee Experience can help your company to achieve its goals and keeps its reputation as great employer
- What is Employee Experience Design and why is in the list of future skills for HR&People professionals
- How Employee Experience relates to Employer Branding, Learning and Development and Organisational Development
- What does it mean to "design" an experience and why HR has all that it takes to do it
An overview to a lovely project in which we helped a medium sized company to reinvent their Performance Management Process to fit their self-organized teams.
Why Employee Experience Design is relevant today?
Companies are in need of great new talent and engaged employees in order to fulfil their business goals. A lot of efforts are put in Employer Branding and Employee Engagement initiatives but all that great work won't bring the desired results if the company does not address the Moments That Matter in the Employee Journey.
Only when people feel valued and trusted, when they see the company caring for what is meaningful to them, their engagement and performance increases.
WHO ARE WE?
We are three innovation coaches ready to challenge People Teams to think and work differently. We founded EX Labs to team up with People Teams to co-create high-performing organisations with a human-centric and agile approach.
Find out more about us and what we do at:
www.ex-lab.de
Why Employee Engagement is the New ImperativePlanday
Employee engagement is more than a trendy business phrase--it's something that can impact the bottom line of your business. Engaged employees actively build your business, while disengaged employees can work against it. Learn how you can measure employee engagement and improve your outcomes.
What is modern employee engagement and why is it important? With key stats and quotes from industry experts and professionals, we look at how you can create and maintain an engaged culture suitable for 21st century businesses.
Creating Value: Employee Engagement at WorkAnita Anzo
Scheduled On Wednesday, July 10, 2013 at 1:00 PM EDT
This detailed 90 minute discussion will cover the “rules of engagement”, what constitutes engagement, and the keys to insuring that once engaged it is in the right spirit for the right outcomes. Stepping through an entire engagement initiative, participants will engage in thoughts that will help them craft an engagement policy, program and objectives for success in their own company culture and with their own future.
WebRTC Asia Forum - What is it & why is it important? Dean Bubley, Disruptive...Dean Bubley
Introduction presentation by Dean Bubley of Disruptive Analysis at the WebRTC Asia Forums in Hong Kong & Singapore, in January 2014.
Covers the basics of "What is WebRTC & Why is it Important", including use-cases, market growth, key players and WebRTC's role in democratising voice, video and realtime data
For IP Communications, Ubiquity is DeadDean Bubley
Presentation on the fragmentation of voice, voice and messaging services in telecoms. Discusses the inevitable move from telephone calls to new forms of voice interaction, the importance of WebRTC and the irrelevance of new bureaucratic-driven telecom standards like RCS/joyn
1. Resume of Ezra Dylan Saul
26506 Wedgewood Park, Cypress, TX, 77433 • (832) 549-4226 • ezrasaul@ymail.com
Objective Seeking connections in the business world interested in saving money on
office supplies
Skills Prior employers have commented positively on the relentless and
thorough work habits, which I exhibit unvaryingly on a day-to-day basis.
Many of these complements are in regards to my determination to tackle
even the most difficult of tasks with a positive attitude. Friends and
acquaintances have stated, “ even through a ten year drought my glass
would remain half full”.
Sales
Enthusiasm
Self-confidence
Communication
Objective personality
Creative idea flow
Adaptability to people and situations
Fortitude
Business-minded
Inductive reasoning
Diligent worker
Management experience
Proficient in Microsoft Excel, Word, and PowerPoint
Many of the skills listed above are results aquired from an intensive aptitude
test performed by Dr. Richard Hoffman of the Johnson O’Connor Research
Foundation.
Experience Account Executive
Xpress Business Products
From November, 2008 to present
Successfully acquire and manage accounts
Persistence
Professional
Communicate proficiently with clients
Cook
Carinos’ Italian Grill, Cypress, TX
From June, 2007 to November, 2008
2. Communicate in a stressful environment
Correctly follow instructions
Server
Carinos’ Italian Grill, Cypress, TX
From June, 2007 to present
Communicate efficiently with guests
Confidence in my ability to sell and up sell
Approach each guest with enthusiasm
Become a people-oriented person
Use words to create a vivid picture in a guest’s mind
Develop a creative and unique sales approach
Cater to each guests’ individual needs
Intern
Stanford Group Company, Houston, TX
From June 5, 2006 to August 10, 2006
I was one of four people chosen to intern for this private wealth management
company. During my time with the company I worked for, as well as learned from, an
extremely knowledgeable and highly experienced Financial Advisor named Douglas
Shaw. Upon request Mr. Shaw gladly agreed to provide me with a letter of
recommendation. I have attached a copy of this document for your convenience.
Worked forty hours a week.
Able to sit in on potential buyers’ initial meetings
Performed data entry to assist the company in completing updates on current
accounts.
Used computerized archive systems to locate the information used to update
current accounts.
Provided assistance with filing tasks.
Drafted several spreadsheets for the use of the company.
Was offered to return as an intern for the summer of 2007.
Intern
VII Seven: Utility Management Consultants, Cypress, TX
From May 15, 2006 to June 2, 2006
I was one of two people provided with the opportunity to intern for the Managing
Director of this energy consultant company. While working for this company I was
trained on how to sell in person as well as over the phone. During this experience I
was trained directly by the Managing Director who provided me with hands on
Resume of Ezra Dylan Saul
Page 2
3. experience with constructive criticism along the way.
Worked 30 hours a week.
Responsible for Lead Generation.
Performed receptionist duties.
Created Excel spreadsheets for new accounts.
Assisted with data entry in ACT system.
Was offered to return as an intern for the summer of 2007.
Assistant Area Manager
Sweetwater Pools Inc., Cypress, TX
From June 2005 to August 2005
Worked eleven hours a day and sixty-five hours a week on average.
Supervised employees at two pools.
Performed training exercises with employees.
Provided daily maintenance on facilities.
One perfect facility and skill audit out of two.
Received pay raise after one month of work.
Cart Attendant
Longwood Golf Club, Cypress, TX
From Oct. 2003 to Aug. 2004
Conducted daily maintenance on golf carts
Preformed grounds maintenance
Provided pre-game customer service
Cart Attendant
Blackhorse Golf Club, Cypress, TX
From March 2002 to Feb. 2003
Conducted daily maintenance on golf carts
Preformed grounds maintenance
Provided pre-game customer service
Education Business Finance Major, 73 Credit Hours Completed
Texas State University, San Marcos, TX
Lonestar Community College, Cypress, TX
Accepted to McCoy College of Business as a freshman.
Texas State G.P.A. of 2.27.
Transfer G.P.A of 3.00.
Resume of Ezra Dylan Saul
Page 3
4. Overall G.P.A. of 2.33.
73 college credit hours completed
Excelled in classes such as:
Psychology
Communications
Creative Writing
Philosophy
Marketing
Additional
Informati
on
I believe that my propensity to sales will be an asset to your company. I
am goal oriented and, when hired I will strive excellence in my field of
work. I have been told that selling is one of several natural gifts I have.
Coming in a close second is my hard-working nature that compels me to
become the best I can be at tasks that do not come easily to me. I believe
that using these qualities will increase my sales and in turn increase
profits for your company.
References Letter of recommendation from Stanford Group Company attached.
References available on request.
Resume of Ezra Dylan Saul
Page 4