Geeker Consulting is a leading recruitment specialist firm in China that focuses on the technology sector. They have established regional headquarters in Shanghai and specialty teams with knowledge of different industries and functions. Their reputation is based on delivering outstanding results and exceptional service to clients ranging from Fortune 500 companies to top local enterprises.
Mathieu Gheysen - Choisir l'agilité pour réussir la transformationHRmagazine
Edenred is transitioning from a traditional organizational structure to an Agile model with 8 self-organizing cross-functional teams delivering value every 2 weeks. This supports Edenred's strategic pillars of being core, secure, and fast in a competitive digital environment with pressure on costs. The Agile transformation is starting with the IT department but aims to change the company culture by spreading Agile practices to other departments to better serve customers through collaborative work, prioritizing value, and continuous improvement.
Antal International is a global recruitment firm with 110 offices in 35 countries. It was established in 1993 in London and has over 800 consultants. In Central and Eastern Europe since 1996, Antal International has 5 offices in Prague, Bratislava, Warsaw, Wroclaw, and Krakow. The firm provides recruitment, contracting, recruitment process outsourcing, and HR consulting services through specialized teams. Antal International has received numerous awards and has a database of candidates developed over 15 years.
Spring Group is a large global staffing firm operating in Australia, New Zealand, Asia Pacific and globally. It provides permanent and contingent recruitment services, workforce management solutions, and IT managed services. It has over 1.5 million candidates globally in its database and annual revenues over $1.2 billion. Spring Group uses a proprietary recruitment methodology focused on identifying the core competencies needed for success in different roles.
The CXO Advisory Group is a strategic advisory and management firm comprised of experienced C-level executives. They partner with clients to drive sustainable, profitable growth through operational and strategic assessments, planning, and improvements. Their services include reviewing performance, developing strategic plans, and assisting with scale-up, new market entry, and business launches. They work to ensure projected results from their recommendations are achieved or surpassed.
Paladin Consulting offers business consulting services including leadership training and skills development programs. Their Team Leader program is a 17-week accredited course that provides training and coaching to team leaders and middle managers. It aims to develop the core management skills and competencies required for leadership roles, including understanding the business environment, operations, and leveraging people performance. The program incorporates classroom learning, workplace implementation, and specialist performance coaching. It is delivered face-to-face by experienced facilitators and coaches, and involves engagement with participants' senior management throughout. The program aims to improve participants' leadership skills and drive at least a 30% gain in key performance measures.
A2V Infosolutions Pvt. Ltd. is an organization based in Gurgaon, India that provides strategic consulting, training management, and project management services. It has successfully managed multi-million dollar projects for leading companies. The organization's services include strategic consulting, training management, project management, and it helps clients add value through distinctive improvements. The organization is led by a team of advisors and executives with experience in their respective domains.
Geeker Consulting is a leading recruitment specialist firm in China that focuses on the technology sector. They have established regional headquarters in Shanghai and specialty teams with knowledge of different industries and functions. Their reputation is based on delivering outstanding results and exceptional service to clients ranging from Fortune 500 companies to top local enterprises.
Mathieu Gheysen - Choisir l'agilité pour réussir la transformationHRmagazine
Edenred is transitioning from a traditional organizational structure to an Agile model with 8 self-organizing cross-functional teams delivering value every 2 weeks. This supports Edenred's strategic pillars of being core, secure, and fast in a competitive digital environment with pressure on costs. The Agile transformation is starting with the IT department but aims to change the company culture by spreading Agile practices to other departments to better serve customers through collaborative work, prioritizing value, and continuous improvement.
Antal International is a global recruitment firm with 110 offices in 35 countries. It was established in 1993 in London and has over 800 consultants. In Central and Eastern Europe since 1996, Antal International has 5 offices in Prague, Bratislava, Warsaw, Wroclaw, and Krakow. The firm provides recruitment, contracting, recruitment process outsourcing, and HR consulting services through specialized teams. Antal International has received numerous awards and has a database of candidates developed over 15 years.
Spring Group is a large global staffing firm operating in Australia, New Zealand, Asia Pacific and globally. It provides permanent and contingent recruitment services, workforce management solutions, and IT managed services. It has over 1.5 million candidates globally in its database and annual revenues over $1.2 billion. Spring Group uses a proprietary recruitment methodology focused on identifying the core competencies needed for success in different roles.
The CXO Advisory Group is a strategic advisory and management firm comprised of experienced C-level executives. They partner with clients to drive sustainable, profitable growth through operational and strategic assessments, planning, and improvements. Their services include reviewing performance, developing strategic plans, and assisting with scale-up, new market entry, and business launches. They work to ensure projected results from their recommendations are achieved or surpassed.
Paladin Consulting offers business consulting services including leadership training and skills development programs. Their Team Leader program is a 17-week accredited course that provides training and coaching to team leaders and middle managers. It aims to develop the core management skills and competencies required for leadership roles, including understanding the business environment, operations, and leveraging people performance. The program incorporates classroom learning, workplace implementation, and specialist performance coaching. It is delivered face-to-face by experienced facilitators and coaches, and involves engagement with participants' senior management throughout. The program aims to improve participants' leadership skills and drive at least a 30% gain in key performance measures.
A2V Infosolutions Pvt. Ltd. is an organization based in Gurgaon, India that provides strategic consulting, training management, and project management services. It has successfully managed multi-million dollar projects for leading companies. The organization's services include strategic consulting, training management, project management, and it helps clients add value through distinctive improvements. The organization is led by a team of advisors and executives with experience in their respective domains.
01 april data on annual hr conference performance management technologies -s...Benny Saputra HR
Introduction : HR in Challenging Economy
HR Triangle Performance Accelerator
Strength Foundation Organization
Core Model: My Dashboard
Core Model: My Improvement
Differentiator: My Talent
PCI Executive Search is an executive search firm operating in Greater China with 4 offices and over 20 consultants. They have a global network of over 60 offices worldwide and 150 senior consultants. They offer a dedicated search process and high-quality staff with a proven track record of successful placements. Their fees typically range from $20,000-$30,000 depending on the seniority level and salary of the placed candidate.
Siemens Pakistan is an engineering and electronics company with approximately 3000 employees and headquarters in Karachi. It was established in 1922 and became a public limited company in 1963. Siemens Pakistan operates in industries like energy, healthcare, and transportation. It uses a divisional structure with centralized policymaking led by the CEO. Departments coordinate horizontally and report vertically through the organizational chart. The company aims to be a market leader through high-tech engineering and maintaining a prominent local presence. However, its mission is not entirely successful as the business is less than expected, leading to issues like downsizing, low job satisfaction and employee job-hopping.
Syed Haider Rizvi is seeking a position that allows him to utilize his skills and experience to contribute to an organization's growth. He has over 10 years of experience in assurance, business advisory services, and Oracle ERP implementations at PwC Pakistan. His experience includes managing projects, conducting audits, internal control evaluations, risk assessments, and financial statement analysis. He has expertise in IFRS, Oracle EBS, and PwC software and methodologies.
Innovating from within - Ignite the innovation process through your employees Ahmed Benrekia
The document proposes a concept called "Innovating from Within" (IFW) to close performance gaps by engaging employees in problem solving and innovation. It describes IFW as insourcing innovation by tapping into employees' diverse backgrounds, experiences and potential ideas. The process involves creating an innovation register of performance gaps, launching it to employees to submit ideas, assessing ideas, developing initiatives, and rewarding successful ideas. Key stakeholders to manage the process are the Office of Strategy, HR, Project Management and IT. Benefits of IFW include engaging employees, increasing productivity and reducing costs through insourcing innovation. Sustainability requires leadership buy-in, stakeholder engagement and effective communication.
JIMS Rohini News - Jagan Institute of Management Studies, Rohini, Delhi is organizing International Conference (ICAMP 2017 ) “Confronting the VUCA World: Strategies for Growth and Excellence” on Saturday, February 11, 2017 at JIMS Rohini
The conference covers various themes in Marketing, Finance, Human Resources and Operations and is expected to be attended by participants from India and abroad including consultants, academicians, professionals and research scholars.
We are enclosing herewith the conference brochure for your ready reference.
We invite you to submit original unpublished research papers or case studies for the conference as per the tracks mentioned in the brochure which are indicative and not exhaustive. Authors may also submit papers on other relevant and contemporary topics.
https://www.jimsindia.org/icamp2017/
Phoenix Worldwide is an HR consulting firm that provides diverse HR services and solutions to add value to businesses. It offers HR outsourcing, leadership and talent management, learning and development programs, statutory compliance management, and executive search. Its team of experienced consultants partner with clients across industries to fulfill their HR needs through customized, cost-effective solutions.
Atelier Lumikha is a workshop or studio used by artists or designers located in the Philippines that provides back-office management services using a high-touch iterative approach. They emphasize lean strategies and constant performance improvement to deliver quality engagements for clients over multiple years. Atelier Lumikha is based in Dumaguete City, known for its English-speaking talent and stable business environment.
People matter creating results malaysia oct 14Darryl Judd
The document discusses how people are crucial to the success of supply chain operations. It notes that global trade is expected to rise significantly in the coming years but that growth depends on remaining competitive through innovation and increasing productivity. However, talent shortages are a major challenge for many organizations. To address this, companies need to prioritize leadership development, training, diversity, compensation practices, and early engagement with future generations of talent. Developing people strategies that attract, retain, and develop strong leaders is key to winning the battle for talent and achieving business goals.
e2e November 2014 Workshop "Business Strategy for Startups – Knowing Your Capabilities is Knowing Your Limitations"
Our Speaker: Mr. Omer Alimam “Human Capital Strategist”
ورشة مبادرة التعليم من أجل التوظيف شهر نوفمبر 2014
عنوان الورشة: كيفية تصميم استراتيجية للشركات الناشئة - بمعرفتك امكانياتك تعرف حدود مقدراتك
المتحدث: السيد/ عمر الإمام
الشركاء والداعمون: Global Aid Hand - Capability Consulting - Afrocam Media Services - 4D MEDIA - مركز الفيصل الثقافي
https://www.facebook.com/e2eSudan
Winning the race for talent in emerging marketSmrity Mishra
This document discusses the challenges of attracting and retaining talent in emerging markets like Brazil, Russia, India, and China. It notes that 80% of the world's employees work in emerging markets and there is both a talent shortage and difficulty implementing home country talent management strategies. Examples are given of companies like Tata, HCL, Standard Chartered, and Lenovo that have had success by emphasizing opportunities, purpose, culture, and meritocracy. The challenges include strategies not transferring, need for local guidance, over-reliance on English, and difficulty embracing diversity.
Why People Matter - Presentation from ACN NetherlandsDarryl Judd
Highlights of Darryl Judd, Chief Operating Officer of Logistics Executive Group giving a talk on why People Matter at a conference hosted by ACN (Air Cargo Netherlands) in Amsterdam.
Marthie Cromhout is a senior Business Process Analyst with over 18 years of experience in business process improvement in the ICT industry. She has a proven track record of improving efficiency through process optimization, which has resulted in improved employee morale, reduced costs, and successful project transitions. Her skills include process analysis, improvement, reengineering, stakeholder engagement, and project management. She holds several professional certifications and has extensive experience managing IT service desks and leading process improvement initiatives.
The Institute of Leadership & Management (ILM) looked into the challenges UK businesses face in recruiting and developing skilled leaders and managers. We found that an overwhelming 93% of employers are concerned that low levels of management skills are having an impact on their business achieving its goals.
Leadership and management development matters - organisations with effective leaders perform better. Yet we found that many organisations don't have a plan to make the most of their internal talent and equip them with the skills to thrive.
This presentation provides a step-by-step view of the research findings and our recommendations for businesses.
This document summarizes a company's services in recruitment and human resources outsourcing. They position themselves as experts in designing, planning, and implementing HR outsourcing projects for industries like banking, insurance, telecommunications, retail, and IT. Their project managers are specialized in each business area and they use web tools to track results. They focus on delivering value through feasibility studies and process improvement. They provide leadership and skills training both indoors and outdoors using unique solutions and certified partnerships.
Skillwise Consulting provides corporate training services, virtual classroom training, and technology consulting. They are committed to superior quality and customer service. Skillwise aims to deliver quality training at affordable costs to help clients increase returns on investment and to educate underprivileged children. They partner with clients to provide skills training and knowledge solutions to help clients focus on their core business. Skillwise delivers competitive services on time to maintain customer trust.
How We Deliver Innovation in Recruitment at The Unibet GroupTALiNT Partners
Liam Reese, Human Resources Project Manager, The Unibet Group
What is innovation?
A simple innovation model
Background : Recruitment at The Unibet Group
How we innovate within Recruitment at The Unibet Group
The Leadership Effectiveness Profile is a competency assessment from Profiles-R-Us that focuses on specific leadership skills. It is a self-assessment that measures 8 core competencies of leadership. Users complete the online assessment, receive a personalized report on their strengths and weaknesses, and can create a development plan. The assessment can also be used for 360-degree feedback with input from managers and others. Profiles-R-Us offers several other competency, style, and situational assessments for different work skills and situations.
WSNE Consulting is a recruitment firm founded in 2010 in the UAE that provides professional and workforce recruitment solutions to over 100 client organizations across 11 industries globally. They aim to provide fast, simple, and cost-effective recruiting services and solutions through strategic advice in areas like campus recruitment, executive search, and recruitment process outsourcing. Their services include an electronic smart hiring model that uses tools to identify the best candidates for clients, offering benefits like reduced costs, an expedited hiring process, and access to recruiting expertise and technology.
This document provides information about assessment and recruitment solutions from two companies: Quo Vadis Consultants and Antal International Network. It outlines their services such as behavioral assessments, recruitment, and testing to help clients identify talent, remove costs, and enhance their business. Contact information is provided for the managing director and both companies' websites and addresses are listed.
The Future Alliance is a leading HR services provider founded in 1992 that offers executive search, recruitment, assessment, coaching, consulting, and HR interim management solutions. It has offices in Ghent, Antwerp, and Brussels, Belgium. As a member of the International Executive Search Federation, it has access to a global network of over 130 offices in 40 countries. The Future Alliance prides itself on its specialist expertise, high client and candidate satisfaction rates, local market knowledge, and global reach.
01 april data on annual hr conference performance management technologies -s...Benny Saputra HR
Introduction : HR in Challenging Economy
HR Triangle Performance Accelerator
Strength Foundation Organization
Core Model: My Dashboard
Core Model: My Improvement
Differentiator: My Talent
PCI Executive Search is an executive search firm operating in Greater China with 4 offices and over 20 consultants. They have a global network of over 60 offices worldwide and 150 senior consultants. They offer a dedicated search process and high-quality staff with a proven track record of successful placements. Their fees typically range from $20,000-$30,000 depending on the seniority level and salary of the placed candidate.
Siemens Pakistan is an engineering and electronics company with approximately 3000 employees and headquarters in Karachi. It was established in 1922 and became a public limited company in 1963. Siemens Pakistan operates in industries like energy, healthcare, and transportation. It uses a divisional structure with centralized policymaking led by the CEO. Departments coordinate horizontally and report vertically through the organizational chart. The company aims to be a market leader through high-tech engineering and maintaining a prominent local presence. However, its mission is not entirely successful as the business is less than expected, leading to issues like downsizing, low job satisfaction and employee job-hopping.
Syed Haider Rizvi is seeking a position that allows him to utilize his skills and experience to contribute to an organization's growth. He has over 10 years of experience in assurance, business advisory services, and Oracle ERP implementations at PwC Pakistan. His experience includes managing projects, conducting audits, internal control evaluations, risk assessments, and financial statement analysis. He has expertise in IFRS, Oracle EBS, and PwC software and methodologies.
Innovating from within - Ignite the innovation process through your employees Ahmed Benrekia
The document proposes a concept called "Innovating from Within" (IFW) to close performance gaps by engaging employees in problem solving and innovation. It describes IFW as insourcing innovation by tapping into employees' diverse backgrounds, experiences and potential ideas. The process involves creating an innovation register of performance gaps, launching it to employees to submit ideas, assessing ideas, developing initiatives, and rewarding successful ideas. Key stakeholders to manage the process are the Office of Strategy, HR, Project Management and IT. Benefits of IFW include engaging employees, increasing productivity and reducing costs through insourcing innovation. Sustainability requires leadership buy-in, stakeholder engagement and effective communication.
JIMS Rohini News - Jagan Institute of Management Studies, Rohini, Delhi is organizing International Conference (ICAMP 2017 ) “Confronting the VUCA World: Strategies for Growth and Excellence” on Saturday, February 11, 2017 at JIMS Rohini
The conference covers various themes in Marketing, Finance, Human Resources and Operations and is expected to be attended by participants from India and abroad including consultants, academicians, professionals and research scholars.
We are enclosing herewith the conference brochure for your ready reference.
We invite you to submit original unpublished research papers or case studies for the conference as per the tracks mentioned in the brochure which are indicative and not exhaustive. Authors may also submit papers on other relevant and contemporary topics.
https://www.jimsindia.org/icamp2017/
Phoenix Worldwide is an HR consulting firm that provides diverse HR services and solutions to add value to businesses. It offers HR outsourcing, leadership and talent management, learning and development programs, statutory compliance management, and executive search. Its team of experienced consultants partner with clients across industries to fulfill their HR needs through customized, cost-effective solutions.
Atelier Lumikha is a workshop or studio used by artists or designers located in the Philippines that provides back-office management services using a high-touch iterative approach. They emphasize lean strategies and constant performance improvement to deliver quality engagements for clients over multiple years. Atelier Lumikha is based in Dumaguete City, known for its English-speaking talent and stable business environment.
People matter creating results malaysia oct 14Darryl Judd
The document discusses how people are crucial to the success of supply chain operations. It notes that global trade is expected to rise significantly in the coming years but that growth depends on remaining competitive through innovation and increasing productivity. However, talent shortages are a major challenge for many organizations. To address this, companies need to prioritize leadership development, training, diversity, compensation practices, and early engagement with future generations of talent. Developing people strategies that attract, retain, and develop strong leaders is key to winning the battle for talent and achieving business goals.
e2e November 2014 Workshop "Business Strategy for Startups – Knowing Your Capabilities is Knowing Your Limitations"
Our Speaker: Mr. Omer Alimam “Human Capital Strategist”
ورشة مبادرة التعليم من أجل التوظيف شهر نوفمبر 2014
عنوان الورشة: كيفية تصميم استراتيجية للشركات الناشئة - بمعرفتك امكانياتك تعرف حدود مقدراتك
المتحدث: السيد/ عمر الإمام
الشركاء والداعمون: Global Aid Hand - Capability Consulting - Afrocam Media Services - 4D MEDIA - مركز الفيصل الثقافي
https://www.facebook.com/e2eSudan
Winning the race for talent in emerging marketSmrity Mishra
This document discusses the challenges of attracting and retaining talent in emerging markets like Brazil, Russia, India, and China. It notes that 80% of the world's employees work in emerging markets and there is both a talent shortage and difficulty implementing home country talent management strategies. Examples are given of companies like Tata, HCL, Standard Chartered, and Lenovo that have had success by emphasizing opportunities, purpose, culture, and meritocracy. The challenges include strategies not transferring, need for local guidance, over-reliance on English, and difficulty embracing diversity.
Why People Matter - Presentation from ACN NetherlandsDarryl Judd
Highlights of Darryl Judd, Chief Operating Officer of Logistics Executive Group giving a talk on why People Matter at a conference hosted by ACN (Air Cargo Netherlands) in Amsterdam.
Marthie Cromhout is a senior Business Process Analyst with over 18 years of experience in business process improvement in the ICT industry. She has a proven track record of improving efficiency through process optimization, which has resulted in improved employee morale, reduced costs, and successful project transitions. Her skills include process analysis, improvement, reengineering, stakeholder engagement, and project management. She holds several professional certifications and has extensive experience managing IT service desks and leading process improvement initiatives.
The Institute of Leadership & Management (ILM) looked into the challenges UK businesses face in recruiting and developing skilled leaders and managers. We found that an overwhelming 93% of employers are concerned that low levels of management skills are having an impact on their business achieving its goals.
Leadership and management development matters - organisations with effective leaders perform better. Yet we found that many organisations don't have a plan to make the most of their internal talent and equip them with the skills to thrive.
This presentation provides a step-by-step view of the research findings and our recommendations for businesses.
This document summarizes a company's services in recruitment and human resources outsourcing. They position themselves as experts in designing, planning, and implementing HR outsourcing projects for industries like banking, insurance, telecommunications, retail, and IT. Their project managers are specialized in each business area and they use web tools to track results. They focus on delivering value through feasibility studies and process improvement. They provide leadership and skills training both indoors and outdoors using unique solutions and certified partnerships.
Skillwise Consulting provides corporate training services, virtual classroom training, and technology consulting. They are committed to superior quality and customer service. Skillwise aims to deliver quality training at affordable costs to help clients increase returns on investment and to educate underprivileged children. They partner with clients to provide skills training and knowledge solutions to help clients focus on their core business. Skillwise delivers competitive services on time to maintain customer trust.
How We Deliver Innovation in Recruitment at The Unibet GroupTALiNT Partners
Liam Reese, Human Resources Project Manager, The Unibet Group
What is innovation?
A simple innovation model
Background : Recruitment at The Unibet Group
How we innovate within Recruitment at The Unibet Group
The Leadership Effectiveness Profile is a competency assessment from Profiles-R-Us that focuses on specific leadership skills. It is a self-assessment that measures 8 core competencies of leadership. Users complete the online assessment, receive a personalized report on their strengths and weaknesses, and can create a development plan. The assessment can also be used for 360-degree feedback with input from managers and others. Profiles-R-Us offers several other competency, style, and situational assessments for different work skills and situations.
WSNE Consulting is a recruitment firm founded in 2010 in the UAE that provides professional and workforce recruitment solutions to over 100 client organizations across 11 industries globally. They aim to provide fast, simple, and cost-effective recruiting services and solutions through strategic advice in areas like campus recruitment, executive search, and recruitment process outsourcing. Their services include an electronic smart hiring model that uses tools to identify the best candidates for clients, offering benefits like reduced costs, an expedited hiring process, and access to recruiting expertise and technology.
This document provides information about assessment and recruitment solutions from two companies: Quo Vadis Consultants and Antal International Network. It outlines their services such as behavioral assessments, recruitment, and testing to help clients identify talent, remove costs, and enhance their business. Contact information is provided for the managing director and both companies' websites and addresses are listed.
The Future Alliance is a leading HR services provider founded in 1992 that offers executive search, recruitment, assessment, coaching, consulting, and HR interim management solutions. It has offices in Ghent, Antwerp, and Brussels, Belgium. As a member of the International Executive Search Federation, it has access to a global network of over 130 offices in 40 countries. The Future Alliance prides itself on its specialist expertise, high client and candidate satisfaction rates, local market knowledge, and global reach.
HR World Solutions (HRWS) is a recruitment and HR outsourcing firm founded in 2009 by Harleen. She has over 10 years of experience in talent acquisition. HRWS provides executive search, recruitment process outsourcing, value-added services, and volume hiring. They cater to industries such as IT, automotive, FMCG, manufacturing, and more. HRWS uses a smart hire model combining tools like job fairs, assessments, and vendor management. They organized a large job fair in Ludhiana in 2015 that successfully placed candidates with participating companies.
The document provides information on the development of a new South African HR competency model, standards, and metrics. It discusses the methodology used, which included input from various organizations and alignment with global models. The new competency model includes five HR capabilities, four pillars, and five core competencies. Metrics are proposed as essential for investors, including spending on human capital, talent retention rates, leadership depth and quality, employee engagement, and human capital discussion and analysis. The competency model and standards are meant to advance the HR profession in South Africa.
This document provides an overview of Antal International, a global executive recruitment firm. It summarizes Antal's global reach with offices in over 30 countries. It also outlines Antal's operations and services in China, including its focus on rising star recruitment in industries like banking, manufacturing, and energy. The document describes Antal's candidate sourcing methodology using both active and passive candidate channels. It provides examples of Antal's client-centric recruitment process and successful projects.
Chrysalis Performance is a consultancy formed in 2008 with 75 combined years of experience in operational performance improvement. They focus on delivering measurable business results through core competencies like business mentoring, organizational change management, process improvement, and project management. Their services include strategic coaching, business process development, organizational change, continuous improvement, sales/marketing support, credit management, HR/training, programme management, and service quality assessment.
Antal International is a global executive recruitment firm with over 70 offices in 29 countries. They specialize in recruiting for mid-senior level positions across multiple industries and functions. Their four-way sourcing methodology utilizes their extensive database, networking, advertising, and direct outreach to attract both passive and active talent. Antal takes a consultative approach and leverages their local market knowledge to provide tailored recruitment solutions for clients.
Using assessment as a talent management strategy tim ngothoCiarafrica
Lawrence S. Ndombi is a regional leader at BPC with over 20 years of experience in human resources. He discusses the changing demands on HR from businesses seeking growth and shareholder value. HR must transform from administrative tasks to strategic business partners that enable business strategies and deliver commercial benefits. Line managers now have increased responsibility for people management tasks. The key HR roles are business partners who help achieve business goals and HR specialists who provide guidance to managers. HR must strengthen its contribution by understanding key business measures and aligning objectives.
The document discusses the importance of talent management and developing HR standards in South Africa. It notes that attracting, developing, and retaining talent is a top strategic priority for organizations globally. Furthermore, talent affects a company's ability to implement strategy, capitalize on opportunities, and deliver leading products and services. The document then outlines South Africa's process of developing national HR standards over several phases from 2013 to 2014 through workshops with over 400 HR professionals. This included creating standards for the HR management system and specific HR practices like talent management, succession planning, and learning culture.
Starperformining provides consultancy expertise in several areas including organizational diagnosis, business strategies, organizational modeling, people development, and projects co-financed by EU funds. They have experience implementing performance management systems, training and development programs, business process optimization using Six Sigma models, and other initiatives. Starperformining has worked with companies across various industries in Romania and Bulgaria, helping clients increase sales, market share, and reduce costs through strategic consulting engagements.
This document discusses the development of HR standards in South Africa by the South African Board for People Practices (SABPP). It provides an overview of 13 HR management standards covering areas such as strategic HR, talent management, risk management, and HR service delivery. The standards were developed through consultation with over 400 HR leaders. The document outlines the process undertaken and support received from various organizations. It emphasizes the need for HR standards to improve consistency, quality and professionalism in HR practices.
This document provides an overview of the South African Board for People Practices (SABPP) and their work developing national HR standards for South Africa. It begins with welcoming remarks and introducing SABPP's professional values. It then outlines SABPP's value proposition through providing professional recognition, resources, and research to advance the HR profession. The document discusses various HR standards developed by SABPP, including standards for strategic HR management, talent management, HR risk management, and HR measurement. It provides definitions, objectives and implementation guidelines for each standard. The document emphasizes the importance of standards for consistency, continuous improvement, and managing risk in HR practices.
The document outlines an agenda for a meeting of the South African Board for People Practices (SABPP) discussing topics like performance management, HR standards, and HR auditing. It provides information on SABPP's work developing HR competency models and standards to improve consistency and quality in HR practices. The conclusion emphasizes that getting performance management right through standards is key to improved business performance.
This document discusses the development of HR standards in South Africa by the South African Board for People Practices (SABPP). It provides examples of standards developed for strategic HR management, talent management, HR risk management, and HR measurement. For each standard, it defines the topic, lists objectives, and provides examples of how the standard could be implemented. The overall document promotes the idea that HR standards can help improve consistency and quality in HR practices, and raise the professionalism of the HR field in South Africa.
This document outlines e2e's recruitment and leadership development process. It discusses e2e's vision, mission, core values and global network. It also describes e2e's pre-hiring process, which includes communicating the attributes they look for in candidates, such as initiative and communication skills. Candidates then go through an interview and psychometric testing process. For recruits, e2e has a management trainee program that provides classroom training, workshops and career counseling. Trainees are rotated through different departments and their development is monitored long-term. The goal is to develop future leaders and maximize employee productivity, accountability and ownership through a focus on training and development.
Mount Talent Consulting Pvt. Ltd. is an Indian talent management firm established in 2008 that provides recruitment, skill development, consulting, and corporate training services. It has a presence in India, the Middle East, and the US, serving clients in various industries including IT, e-commerce, banking, and manufacturing. The company focuses on creating a large talent marketplace through technology, consulting, skill development programs, and employment services. It has partnered with the National Skill Development Corporation to provide skill development training and job placements through its UDAAN program.
iLEAD HCAP is a full-service HR firm that offers solutions including talent acquisition, testing and assessment, learning and development programs, HR consulting, and outsourcing processes. It has a presence in several countries and locations worldwide. The document provides details on iLEAD HCAP's services portfolio, with a focus on its talent acquisition solutions, which include executive recruitment, senior and mid-level management recruitment, and a rapid recruitment program for junior management and entry-level positions.
Business People Excellence is a comprehensive framework to provide guidance on improving performance of human resources management in all kind of organizations
LinkedIn Strategic Guidelines for June 2024Bruce Bennett
LinkedIn is a powerful tool for networking, researching, and marketing yourself to clients and employers. This session teaches strategic practices for building your LinkedIn internet presence and marketing yourself. The use of # and @ symbols is covered as well as going mobile with the LinkedIn app.
Delta International is an ISO Certified top recruiting agency in Pakistan, recognized for its highly experienced recruiters. With a diverse range of international jobs for Pakistani workers, Delta International maintains extensive connections with overseas employers, making it one of the top 10 recruitment agencies in Pakistan. It stands out in the list of recruitment agencies in Pakistan for its exceptional services.
https://www.ditrc.com/
Known for its expertise in the Gulf region, Delta International is among the top 10 international recruitment agencies, specializing in expert headhunting and candidate sourcing. This prominence places it in the list of top 10 overseas recruitment agencies in Pakistan. As one of the best overseas recruitment agencies in Pakistan, Delta International is a trusted name for manpower recruitment, particularly from Pakistan.
The agency is not just a leading name in Karachi but also recognized as one of the best recruitment agencies in Islamabad. Delta International consistently ranks as the top recruitment agency in Pakistan, earning its reputation among the top recruiting agencies in Pakistan. It is also regarded as one of the top overseas employment agencies in Pakistan.
For those seeking foreign jobs, Delta International is listed among the top overseas employment companies in Pakistan. Their extensive network and expertise make them a go-to for anyone looking at the list of overseas employment agencies in Pakistan. As a leading foreign jobs recruitment agency in Pakistan, they offer opportunities across various sectors.
Delta International is consistently listed among the top recruitment companies in Pakistan, known for providing the best recruitment services. It’s considered one of the best recruitment agencies in Pakistan and a prominent recruitment agency in Pakistan. The company excels in international recruitment, making it a key player among international recruitment agencies in Pakistan.
Their inclusion in the list of international recruitment agencies further attests to their excellence. As a top manpower agency in Pakistan, Delta International specializes in recruiting skilled professionals and labor for various industries, including construction, healthcare, IT, engineering, and hospitality.
Delta International is a leader among recruitment agencies in Pakistan, with a particular focus on overseas employment. They are one of the foremost overseas employment agencies in Pakistan, catering to technical jobs and other employment opportunities. Their role as overseas employment promoters highlights their commitment to connecting Pakistani talent with global opportunities.
In summary, Delta International is not only one of the best recruitment agencies in Pakistan but also a distinguished name among overseas employment agencies. Their extensive network and experienced recruiters make them a top choice for anyone seeking employment both locally and internationally.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
1. Leading International Growth and Transformation
Privately held, ALHAMBRA INTERNATIONAL is a leading Human
Resources Management Company specialized in Executive
Search and Leadership Solutions
ANTWERP | PARIS | FRANKFURT | HONG-KONG
3. POSITIONING
Organizational change
International Headhunting & Direct Approach
Top & Middle Management – Board Members
35 +
Successful
Recruitments
20 years+
of Expertise
5+
Senior
consultant
s +
Regional
Parners
European,
Middle East,
Asian
Operating
Offices
Leadership Consulting
Top Management and Executive Assessment – Assessment of
candidate in Executive Search process
Digital Transformation
100
Executives
Assessments
per year
4. DEVELOPMENT STRATEGY
NEW PRACTICES YEARLY DEVELOPED …
2006 : ALHAMBRA INTERNATIONAL INCEPTION
TOP Management │ Up Middle Management │ Middle Management
Sales and Marketing / Finance / Production / R&D / Compliance & RA / Supply Chain /
Quality / Human Resources
IT Industrial
Consumer
Markets
Professional Services Utilities
5. AGILE RECRUITMENT PROCESS
To date, 97% of our recruited candidates are confirmed by our clients after
their trial period
• A methodology based
on a deep analysis of
client needs and a
perfect market
knowledge
Rigorous Position
Analysis
• Innovative
recruitment tools &
rapid detection of
best profiles
Timely Candidates
Detection
• A precise
qualification of skills
- Proper
assessment
methodology
Accurate
Qualification
• A perfect match
between candidates
and positions
Successful Match
6. INTERVIEW METHODOLOGY : NACA
NATURAL
SKILLS
COMMITMENT
APPLIED
KNOWHOW
ACQUIRED
SKILLS
We have created our proper
methodology for candidates interviews
: NACA.
It is the result of several years of
research and reflection on
assessment tools and years of
interviewing practices.
It is based on behavioural interview
techniques and quantitative interview
questions.
It is used by our worldwide consultants
who deliver accurate candidates
evaluation.
METHODOLOGY
7. EXECUTIVE SEARCH / PRACTICES
48%
26%
26%
INDUSTRY PRACTICES
Industrial
Technology
Utilities & services
Corporate Companies –
Head Office and
Subsidiaries
Family Owned Companies
Private Equity : LBO, Spin-
off, Capital Development
Start-Up
Various Clients
8. The Assessment is tailor-made to the clients‘ objectives and competencies being assessed
Several tools can be used and incoporated in the design of the assessment
• Robust psychometric tests
• Aptitude tests (Verbal and Numerical)
• Competency based Interviews
EXECUTIVE ASSESSMENT
We use psychometric dynamic online tests to
predict performance & potential
We benchmark the most valid tests of competency
potential and cultural fit
These tests identify talents, motives & preferred
culture in one questionnaire
9. EXECUTIVE ASSESSMENT
Recruitment
Can be used in
processes as a more
decision tool
Internal
Promotion
Can be applied in
context to identify
gaps, to facilitate
identification of areas
improvement and to
Leadership
Development
Can help participants
more self-aware of
leadership
development
opportunities and
help them grow
10. Assessment of Candidates in Executive Search process
Alhambra International
assesses if the applicant for a
position is appropriate and has
a potential to take over this
position.
This assessment is conducted
mostly for Top Managers,
Executive committee members
or future CEO with a
succession planning.
Derived from research into more
than 150 assessment models
available on the market, we have
isolated 3 capabilities that are
critical to leadership performance.
We assess candidate’s
competencies, personal
qualities and emotional
intelligence.
TOP MANAGEMENT & EXECUTIVE ASSESSMENT
11. ORGANIZATION
BOARD
ALHAMBRA INTERNATIONAL
Anne-Charlotte Vaillant CEO
Business Analyst
France
Business Analyst
Europe
Business Analyst
Europe
Business Analyst
Asia
Senior Partner
Europe
Pierre Maurin
Partner France
Laurence Madiot
Partner Germany
Jean-Jacques
Wendorff
Partner APAC
Agnieszka
Majchrowska
12. GEOGRAPHIC DISTRIBUTION
STRATEGY
International Presence - Offices with Partners and
Consultants in Europe, Middle East and Asia Pacific
Business connections with emerging countries /
Middle East / India….
Close collaboration with European Headquarters
of International Companies
Follow up of new trends in Digital, Technology,
Industry, Supply Chain and Retail
Engagement in the corporate governance and
succession plans
13. EUROPE
ANTWERP
Klapdorp 61
B2000 – Antwerp
Belgium
FRANKFURT
Odenwaldstr.
69493 Hirschberg
Germany
PARIS
32 rue Vineuse
75116 Paris
France
OFFICES
ASIA
HONG-KONG
Connaught Build.
185 Wan Chai Road
Hong-Kong
14. MEDIA & RANKING
Rankings 2018
Decideurs Guide
• Private Equity (Funds and their portfolio): Renowned Practice
• Major Generalists (Top Management): Renowned Practice
• Major Generalists (Middle Up) : Strong notoriety
• International : Strong notoriety
• HR Management : Strong notoriety
• Industry and Manufacturing: Strong notoriety
• ICT and Digital: Strong notoriety
Rankings 2017
Decideurs Guide
• Private Equity (Funds and their portfolio): Renowned Practice
• Major Generalists (Top Management): Renowned Pratice
• Major Generalists (Middle Up) : Strong notorietey
• International : Strong notoriery
• HR Management : Renowned Practice
• Industry and Manufacturing: Strong notoriety
• ICT and Digital: Strong notoriety
Since its inception in 2006, Alhambra International has developed its position as
an expert in Executive Search and Leadership
Editor's Notes
Alhambra International assesses the potential candidates for a position, especially for Middle up and Top Management roles. Thanks to our expertise and experience, we effectively point out the requirements that are needed for a perfect match across the specific industry. This approach also helps to reduce the financial risks associated with recruitment by flagging the weaknesses and strengths associated with each candidate. This allows also to clearly identify areas of development for the recruited candidate and it lays the groundwork for a successful on-boarding
For promotion and succession planning, Alhambra International handles in-depth assessment of potential candidates for the role after an analysis of the targeted role’s requirements in terms of skills and competencies that are most of the time critical to leadership performance. This assessment is conducted mostly for Top Managers, Executive Committee members or future CEO with a succession planning. This helps our clients to make a well-informed decision, ensuring they are assigning the right people to the right role.
Executive Assessments are also practiced to achieve Leadership Development goals: to help participants in self-awareness development, to instill self-confidence and to enhance personal development. This approach also helps our clients empowering their teams and supporting them to succeed and perform better.