►► Limited Capacity Workshop - HR Scorecard ►► Linking People, Strategy, and Performance to Manage the Human Capital More Effectively. ►► with "Jon Ingham" live in Egypt >> 3 Days >> 20, 21, 22 September 2010
Workforce planning provides managers with the means of identifying the competencies needed in the workforce, not only in the present but also in the future, and then selecting and developing that workforce. The purpose of Workforce Planning is not to decide what you will do in the future; it is about determining what you can do.
we believe the use of robust reporting tools that blend and analyze multiple data sources provides great opportunity to your organization to keep ahead of the competition. The 21st Century HRBP model and its practitioner’s use of predictive analytics and strong partnership with Finance is a proven recipe to successful management of human capital with organizations.
Workforce planning provides managers with the means of identifying the competencies needed in the workforce, not only in the present but also in the future, and then selecting and developing that workforce. The purpose of Workforce Planning is not to decide what you will do in the future; it is about determining what you can do.
we believe the use of robust reporting tools that blend and analyze multiple data sources provides great opportunity to your organization to keep ahead of the competition. The 21st Century HRBP model and its practitioner’s use of predictive analytics and strong partnership with Finance is a proven recipe to successful management of human capital with organizations.
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
For all the talk today about the importance of listening, it’s not easy to do it well, especially when it comes to talent management. It’s about more than asking questions; it’s also about listening for opportunities. The Talent Dialogue approach can help organizations do both. The convergence of new technologies and cultural evolution now makes possible an emerging superior approach – one that can provide specific insights into the drivers of engagement and help continually refine that insight through ongoing two-way communication. We call this approach “Talent Dialogue.”
There are many companies and professionals that seem to make Enterprise Architecture some sort unnecessarily complicated black art, but in reality it's actually quite simple at its core. Here's a methodology I developed that approaches EA with a simpler approach.
Corporate profile genzee solutions 2013Awais e Siraj
Strategy, Balanced Scorecard, Genzee Solutions, Competency Based Human Resource Management, Competency Framework, Assessment Centers, Pakistan, Competency Based Hiring and Interviewing, Competency Based Employee Development
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
For all the talk today about the importance of listening, it’s not easy to do it well, especially when it comes to talent management. It’s about more than asking questions; it’s also about listening for opportunities. The Talent Dialogue approach can help organizations do both. The convergence of new technologies and cultural evolution now makes possible an emerging superior approach – one that can provide specific insights into the drivers of engagement and help continually refine that insight through ongoing two-way communication. We call this approach “Talent Dialogue.”
There are many companies and professionals that seem to make Enterprise Architecture some sort unnecessarily complicated black art, but in reality it's actually quite simple at its core. Here's a methodology I developed that approaches EA with a simpler approach.
Corporate profile genzee solutions 2013Awais e Siraj
Strategy, Balanced Scorecard, Genzee Solutions, Competency Based Human Resource Management, Competency Framework, Assessment Centers, Pakistan, Competency Based Hiring and Interviewing, Competency Based Employee Development
Alignment of Learning and Development activities to become value addding deeds that influence the corporate bottomline and act as enablers for achieving organisational goals thereby operating as strategic business partner.
Professional assessment of personnel
where does this method comes from
which other purposes can it serve
parts, people and ideas involved
theoretical background and practical conduction
HR Sonar: identificeren, analyseren en uitvoeren van strategische HR-projecten. Met HR Sonar krijgt u inzicht in de HR-competenties van uw eigen organisatie. Meer info: http://www.usgprofessionals.be/hr/ehrsonar
7 مواقع لتحميل كتب جديدة في البيزنس و التسويق مجانا وبطريقة شرعيةTaher Abdel-Hameed
سبعة مواقع لتحميل كتب جديدة في البيزنس و التسويق مجانا وبطريقة شرعية
سنتحدث في هذا المستند عن مواقع تحمل منها كتب مجانية جديدة وليست كتب في
Public Domain
وهي تلك التي كتبت منذ اكثر من 50 عام و سقطت حقوق ملكيتها.
وايضا لن نتطرق للحديث عن مواقع سرقه الكتب او تنزيلها بدون إذن الناشر ولا المؤلف!
إذا ما هي تلك الموقع التي سنتحدث عنها؟!
▉ شارك الفيديو مع أصدقائك
من أجل نشر فكرة الحصول
على الكتب بطريقة شرعية
Legal
مواقع تحميل كتب التسويق مجانا
In this event, your team will be exposed to a fresh and intriguing look at Strategy, by the experts themselves;
1 - Michael E. Porter — The father of modern strategy and the most influential living strategist and business thinker in the world.
2 - Roger L. Martin — Dean of Rotman School of Management and one of the 10 most influential business professors in the world.
3 - Costas Markides — Professor of Strategic and International Management, London Business School.
4 - Jeroen De Flander — Strategy Execution Guru, top executive coach, and highly regarded keynote speaker.
FIA officials brutally tortured innocent and snatched 200 Bitcoins of worth 4...jamalseoexpert1978
Farman Ayaz Khattak and Ehtesham Matloob are government officials in CTW Counter terrorism wing Islamabad, in Federal Investigation Agency FIA Headquarters. CTW and FIA kidnapped crypto currency owner from Islamabad and snatched 200 Bitcoins those worth of 4 billion rupees in Pakistan currency. There is not Cryptocurrency Regulations in Pakistan & CTW is official dacoit and stealing digital assets from the innocent crypto holders and making fake cases of terrorism to keep them silent.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
Learn how to use Binance Savings to expand your bitcoin holdings. Discover how to maximize your earnings on one of the most reliable cryptocurrency exchange platforms, as well as how to earn interest on your cryptocurrency holdings and the various savings choices available.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
1. LIMITED CAPACITY WORKSHOP
AWARENESS
INSPIRING YOU
HR
SCORECARD
Linking People, Strategy, and
Performance to Manage the
Human Capital More Effectively
SEPTEMBER, 20 - 22 2010
INTERCONTINENTAL CITY STARS
www.awarenessweb.com
2. NING BENEFITS:
TOP 5 LEAR
» Discover how anduse the HR Score- Who Should Attend
card to create
to
strengthen HR’s
strategic role and to significantly This interactive workshop is
increase the shareholder value. designed for HR profession-
» Develop practical measures for
workforce management through-
als interested in gaining a
thorough understanding of
out the organization to help make the HR scorecard and its suc-
informed and sound organisational cessful implementation.
decisions.
» Learn from real life examples of
scorecards to help you design and Workshop Duration
develop a Balanced Scorecard to
Registration will be at
measure the performance of your
08.00 on the first day of the
HR function.
» Design and develop initiatives to
link workforce performance to busi-
course. Course sessions will
start promptly at 09.00 and
finish at 17.00. There will
ness strategies.
» Build a business case for HR as a
strategic asset, by educating the
be breaks at appropriate
times for refreshments and
a one-hour lunch break at
rest of the organization to speak
approximately 13.30.
the language of people.
practi-
from a leading international
y , hands-on workshop rience!
En joy this intensive 3 da trateg y & Management expe
ye ars of Human Capital S
tioner with around 20
3. Meet Your Expert
Workshop Leader
Jon Ingham
Jon is a popular and provocative Penna and Buck Consultants, “the
speaker and course tutor, a highly HR consultancy arm of HR out-
experienced HR practitioner and sourcing firm ACS.”, Jon has also
consultant. He is the author of worked as an HR Director for Ernst
over20 articles, published in vari- & Young, in Europe and the former
ous leading journals including USSR. Jon now consults indepen-
Human Capital Magazine and Stra- dently through Strategic Dynam-
tegic HR Review and also the ics, a consultancy firm that he
author of Strategic Human founded.
Capital Management: Creating
Value through People Jon is a Member of the BPS, a
Chartered Fellow of the CIPD, a
Jon has worked as a consultant Fellow of the RSA and a Certified
for Andersen Consulting (now International Management Consul-
Accenture), and at Director level tant.
of Human Capital Consulting for
4. DAY I
BUSINESS STRATEGY MAPS AND
SCORECARDS
The workforce that can consistently execute strategy is
the organization's most important asset, and accord-
ingly the role of HR is to make corporate strategy
everyone’s business.
5. DAY I BUSINESS STRATEGY MAPS
AND SCORECARDS
The Drive for HR Measurement and Reporting
» Background and context.
» HR’s strategic role.
» HR decisionand presenting a business case.
making – analysis and intuition.
» Developing
Business Scorecarding Exercise I
» Challenges of translating strat- Business Strategy Map
egy to execution. and Scorecard
» Kaplan andand strategybusiness
scorecards
Norton’s
maps. • Participants will divide
» mapping in facilitating strategy into small groups to work on
HR’s role
one participant’s business
» Identifying strategic imperatives plan and develop strategy
– competitive positioning, core map then scorecard
competencies and organisational • Reflection time: partici-
capabilities. pants work on strategy
maps and scorecards for
Uses of Business Scorecards their own organisations
» Cascading scorecards to functions, teams and individuals,
use in performance management.
» card implementation. pitfalls and key enablers to score-
Case examples, common
6. DAY II
HR STRATEGY MAP
HR strategy map is a visual rendering of the action plan
for HR that shows how to achieve goals and objectives
and meet expectations. It helps in visualising the strate-
gies logically and comprehensively, and greatly aids in
successful goal achievement.
7. DAY II HR STRATEGY MAPS
HR (People Management) Strategy Mapping
» Development of people oriented
strategy mapping approaches –
Sears Exercise I
» Different HR scorecard
approaches – Becker and Huselid,
HR Strategy Mapping
Boudreau • Participants will divide
» A strategy map for HR scorecard-
ing
into small groups to work on
one participant’s HR (people
management) plan and
HR Creating Value develop HR strategy map
» Opportunities forbusiness create
value for the
HR to
from
within people management Exercise II
» Ulrich – organisational capabili-
ties
HR Strategy Mapping
» Hamel and Birkinshaw – reinvent-
ing management
• Participants will continue
work on one participant’s
» Creative thinking approaches HR (people management)
plan and develop HR strat-
Supporting the Business Case egyReflection time: partici-
•
map
» AnHR’s impactofon business results pants for their own organisa-
–
overview research evidence
maps
work on strategy
tions
8. DAY III
HR SCORECARD
A mechanism for describing and measuring how people
and people management systems create value in organi-
zations, as well as communicating key organizational
objectives to the workforce.
9. DAY III HR SCORECARDS
HR Scorecarding
» HR scorecards andtraditional HR
dashboards.
» measures. with
Problems
Exercise
» Developing new measures to sup-
port scorecard.
HR Scorecarding
• Participants will continue
Developing the HR Scorecard the work on one
participant’s HR (people
» HR benchmarking. management) plan and strat-
» Analytics and predictive intelli-
gence.
egy map to develop HR
Scorecard.
» Non quantitative approaches –
story telling.
• Reflection time: partici-
pants work on HR Score-
» Reporting. scorecards. cards for their own organisa-
» HR function tions
HR Consulting Skills
» Using the scorecard totools and techniques.and contribution.
improve capability
» Project management skills.
» Relationship management
Action plan
» Business strategy map andstrategy mapHR’s role.
scorecard -
» HR (people management) and scorecard.
10. FINANCIAL OFFER
Current Price
Original Price
Workshop Price “Before August 10th”
EGP 3,650 EGP 4,450
Group Offer 3+1: Buy three tickets and get the
fourth one for free
Three Ways To Register
» Phone: + 2 011 60 66 702 | 9 am - 5 pm “GMT+3”
» Email: taher26717127
Fax: +2 02
» @awarenessweb.com
» If you wantpayment should be
to keep the Early
TERMS AND Bird Offer,
received prior to 10 August
CONDITIONS » 2010.
If you are unable to attend, a
substitute delegate will be wel-
come in your place. If this is
not suitable, an EGP 600 serv-
ice charge will be deducted.
VERY
SPECIAL » Registrations cancelled 14 days
or less prior to the event should
OFFER, FOR
THE FIRST 20 be paid in full.
ENROLLMENTS.
RECEIVE A COPY OF
» AWARENESS preserves the
rights to change the speaker,
THE HR SCORECARD the venue and/or the dates.
BOOK FOR FREE.
11. AWARENESS IS A LEARNING SOLUTIONS COMPANY,
PROVIDING INTERNATIONAL GURU EVENTS AND
CORPORATE PUBLIC SEMINARS AND CUSTOMIZED
TRAINING & DEVELOPMENT SOLUTIONS SPECIALLY
DESIGNED TO MEET THE NEEDS OF EXECUTIVES,
MANAGERS AND DECISION-MAKERS. WE OFFER
KNOWLEDGE AND INSPIRATION FROM THE
WORLD'S MOST INSPIRING THINKERS.
For more information:
TEL: +202 26 717523/4/5/6
FAX: +202 26 71 71 27
Email: info@awarenessweb.com
URL: www.awarenessweb.com