Outlines the characteristics of best places to work for organizations. Integrates research and best practices and provides tools to help organizations develop as a best place to work. Adds the multigenerational workforce issues in creating best places to work.
Women’s participation in the workforce has powerful, positive and measurable results. Increasing knowledge about the barriers to hiring, retaining and growth of women employees can help address the corporate gender gap.
Topic : "Innovative ways to staff your startups"
Webinar hosted by : Virtual Learning Center of The Hatch
Conducted by :
Sairee Chahal is the Co-founder - Fleximoms and a serial entrepreneur
Sairee started her career as a journalist with Advertising & Marketing magazine and quickly moved on to set-up world’s first daily for mariners - www.newslinkservices.com.
In 2006 Anita Vasudeva and Sairee Chahal came together to set up SAITA Consulting Pvt Ltd., a consulting firm focused on Small and Medium Businesses and transforming entrepreneurial businesses.
Sairee has worked in start-up mode as well as in large set-ups in research and consulting capacities. This includes setting up Russia and CIS practice for Heidrick & Struggles HSII (www.heidrick.com) and Confederation of Indian Industry (www.cii.in).
Sairee is also a Director at the maxiMum store Co., a space for women. Sairee is a visiting faculty at IIFT, New Delhi and a member, CII Committee for MSMEs.
Talent Engine-The Secret to Recruiting and Retaining the Best of the BestXenium HR
With a shrinking talent pool and mounting industry recruitment challenges, the need for right-fit employees has become more important than ever. How can your organization compete for skilled talent to grow and maintain a healthy workforce? Hear from Kinesis CEO Shawn Busse as he uncovers recruitment’s best-kept secret.
In this webinar we covered:
-Pressures in the current recruiting landscape (including the elusive millennial generation)
-Why old talent acquisition tactics aren’t enough
-The secret to turning marketing into a powerful recruiting engine – for FREE
Women’s participation in the workforce has powerful, positive and measurable results. Increasing knowledge about the barriers to hiring, retaining and growth of women employees can help address the corporate gender gap.
Topic : "Innovative ways to staff your startups"
Webinar hosted by : Virtual Learning Center of The Hatch
Conducted by :
Sairee Chahal is the Co-founder - Fleximoms and a serial entrepreneur
Sairee started her career as a journalist with Advertising & Marketing magazine and quickly moved on to set-up world’s first daily for mariners - www.newslinkservices.com.
In 2006 Anita Vasudeva and Sairee Chahal came together to set up SAITA Consulting Pvt Ltd., a consulting firm focused on Small and Medium Businesses and transforming entrepreneurial businesses.
Sairee has worked in start-up mode as well as in large set-ups in research and consulting capacities. This includes setting up Russia and CIS practice for Heidrick & Struggles HSII (www.heidrick.com) and Confederation of Indian Industry (www.cii.in).
Sairee is also a Director at the maxiMum store Co., a space for women. Sairee is a visiting faculty at IIFT, New Delhi and a member, CII Committee for MSMEs.
Talent Engine-The Secret to Recruiting and Retaining the Best of the BestXenium HR
With a shrinking talent pool and mounting industry recruitment challenges, the need for right-fit employees has become more important than ever. How can your organization compete for skilled talent to grow and maintain a healthy workforce? Hear from Kinesis CEO Shawn Busse as he uncovers recruitment’s best-kept secret.
In this webinar we covered:
-Pressures in the current recruiting landscape (including the elusive millennial generation)
-Why old talent acquisition tactics aren’t enough
-The secret to turning marketing into a powerful recruiting engine – for FREE
The eye of the tiger: recruiting the best through a marketing lens | Talent C...LinkedIn Talent Solutions
Marie Findlay, Sr. Manager, Global Talent Acquisition, Kellogg Company. Greg Economos, VP, Global Marketing Talent, Kellogg Company
Kellogg’s global talent acquisition journey has included a strong partnership with marketing. This session will bring their story to life through case examples of how they have successfully applied marketing principles to talent acquisition. Learn how recruitment marketing trends are continuing to mirror consumer marketing trends, and how job seeker behaviors are very similar to consumer behaviors. The jobseekers’ thought process from awareness to application follows a very similar pattern to that of the consumer/shopper thought process. The importance of customer reviews and feedback has become increasingly important to consumers, and Kellogg’s is seeing the same trend among potential candidates. They have responded by leveraging our employees to tell their own stories and providing various channels and methods to do this. Join this session if you’re looking to strengthen the partnership with your own marketing organization. Check out the best of Talent Connect: http://bit.ly/1MBqz6m
Beyond the Resume: Cultural Fit May Matter MoreO.C. Tanner
It is important to find employees who are not only hardworking, but who also fit with your organization's culture. How can you find employees who will be a good cultural fit?
Despite spending vast amounts of time and money on employee engagement, engagement metrics remain stagnant. What if, instead of obsessing about how to increase employee engagement, how to improve and position your employer brand, or how to fight the war for talent, you instead put serious effort into thinking about how to improve and position your employees?
A brand is made up of intangibles – perceptions, feelings and associations that exist in one’s state of mind. The ultimate goal of any branding effort is to create a loyal customer base. In the case of employer branding, that customer is the employee. An employer brand refers to the perceptions key stakeholders, and more specifically current and potential employees, have of your organisation.
Employee motivation isn’t very hard to get right, but, unfortunately, many companies are still stuck in the past.
What truly motivates employees is the opportunity to grow and make a real difference in the world.
Intrinsic Vs. Extrinsic Motivators
There is so much debate on this subject that I want to try and explain it as simply as possible. When people make the argument that extrinsic motivators don’t work, the response will often be about money and a proper paycheck.
It’s true that everyone needs to earn a living. They have to pay the bills.
People also have to feel that they are fairly compensated for the amount of work that they do, this is what’s known as equity theory.
If it’s not an equal exchange, then the focus will be exclusively on that. But once the subject of compensation is taken off the table, what motivates employees long term are intrinsic motivators.
It’s pretty well known that more money doesn’t ever lead to anything effective. What usually ends up happening, is we adjust our lifestyles to account for the increase in money, so it makes no real difference. We’re often still in the same position financially at the end of the day.
What makes people happy is the feeling of pride from accomplishing something amazing
In one study, that Dan Pink talks about in his book Drive, looks at what happens with rewards and kids drawing.
Researchers divided the children into three groups.
The first was the “expected award” group. They showed each child a “Good Player” certificate and asked if the child wanted to draw in order to receive the award.
The second group was the “unexpected award” group. Researchers asked these children simply if they wanted to draw. If they decided to, when the session ended, the researchers handed each child one of the “Good Player” certificates.
The third group was the “no award” group. Researchers asked these children if they wanted to draw, but neither promised nor gave them a certificate at the end.
Children in the “unexpected award” and “no award” groups drew just as much, and with the same enthusiasm as they had before the experiment. But children in the first group showed much less interest and spent much less time drawing.
The prizes had turned play into work.
In another study, two Swedish economists found that offering a small payment in exchange for giving blood decreased the number of people willing to donate by half.
The researchers suggest “the payment tainted an altruistic act and ‘crowded out’ the intrinsic desire to do something good.”
Download our free ebook:
https://www.officevibe.com/resources/10-pillars-employee-engagement
Read the full article on Officevibe's blog:
https://www.officevibe.com/blog/secret-employee-motivation-infographic
Designed by éloïtsmi
https://www.behance.net/eloitsmi
The Insiders Guide to Employer Branding - 27 Best Practice InsightsKelly Services
Many of the old tools and strategies for building an authentic, globally relevant employer brand have been discarded, and new ones are taking over. Both the challenges and opportunities have grown almost in tandem, and it’s all happening at break-neck speed.
One thing is clear: employer branding has changed, dramatically.
Our Global Best Practice Xchange (BPX) Roundtable on the subject confirmed it. It was 90 minutes of rigorous discussion with eight seasoned professionals leading the way in employer branding innovation for their organizations. They shared their successes, mistakes and thoughts on their plans for the future.
So, if you are wondering if there’s a better, clearer way to lead your organization and practice through this change, this guide is for you.
A value proposition is a statement that clearly identifies what advantages customers will receive by purchasing a particular product or service. Applied to HR, the HR value proposition is systemic approach that makes visible and credible the value-added contribution of HR.
The Value Proposition Canvas makes it possible to zoom into the details of the value proposition and customer segments that are targeted. Value proposition and customer segments are two of the nine building blocks of the Business Model Canvas. The Business Model Canvas is a (visual) tool to create and analyse business models. Both canvases are applied to explain the added value of HR
At Activate, we've identified the 9 most important insights for tech and media in 2016. Key points:
* The average American spends more time on tech and media than on work or sleep
* Messaging will blow past social networking as the dominant personal media activity
* The next big winners in streaming music and audio are already (quietly!) here
* The long-awaited cord cutting moment isn't coming any time soon
* There is potential for a "cable killer" to show up, but it won't look like you expect
* E-sports and wagering really are going to change the game in gaming
* Want to get rich in the App Store? Good luck!
* These are the companies grabbing all the money in consumer tech and media
* And we demonstrate a simple way to predict what acquisitions and partnerships tech and media companies will be making to stay competitive
Also available here:
http://www.wsj.com/articles/think-again-nine-top-insights-into-tech-and-media-for-2016-1445618763
http://www.businessinsider.com/michael-wolf-predicts-what-will-happen-in-the-tech-industry-in-2016-2015-10
We spend more time working than doing anything else in life. Yet for too many people, the experience of work is demotivating and dehumanizing.
I don’t think it has to be this way, and I’m willing to bet you don’t either.
At Google, we’ve learned a ton about what makes for an enjoyable and productive workplace. We’re not alone – lots of other companies, ranging from grocers (e.g., Wegmans) to textile companies (e.g., the Brandix Group) to Brooklyn delis (e.g., Russ & Daughters), as well as academics and scientists, have learned the same simple truth: there are straightforward things we can do to make work better.
My new book, "Work Rules!", is an attempt to bring this together and offer you practical tools to improve work, no matter what you do. Check out this visual preview of the book and visit www.workrules.net if you’d like to pick up a copy or learn more!
Recruitment: Candidate Experience and Storytelling Lessons from HollywoodPh.Creative
With the war for talent, we can't forget that the hero in story is in fact the candidate, not the brand.
This presentation looks at how recruiters can learn to improve the candidate experience by learning some key storytelling lessons from hollywood and even ancient mythology.
Candidate experience mapping is much like planning a classic 'Hero's Journey'.
We must understand more about how the candidate feels and what they think at each stage of the candidate experience in order to optimise the end result.
HR Business Partner: Roles and ResponsibilitiesCreativeHRM
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it.
The key HR Roles in the organization are:
HR Business Partner
Change Agent
Administration Expert
Employee Advocate
This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.
David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.
The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.
7 Ways Soft-Skills Power Organizational PerformanceBambooHR
Succeeding in today's increasingly competitive global landscape calls for our organizations to leverage everything they can, and increasingly, that leverage is coming down to your employees' soft skills.
But while it's easy (well, easier) to measure and hire for hard-skills competency, it's very difficult to recognize and hire for soft skills. And once hired, it becomes even more of a task to build these soft skills in our employees.
In this slideshare we'll take a hard look at the soft skills that really enable organizations to succeed. From recruiting to learning and development and performance management to the exit interview, we'll show how soft-skills focus can dramatically impact your company's bottom line.
In this slideshare, you will learn:
• Soft skills: What are they anyway?
• Soft skills and recruiting: The secret to successful hires
• What the bottomline results are for soft skills
• How to teach, measure, and mentor soft skills
10 Ways Your Boss Kills Employee MotivationOfficevibe
It’s so hard to have engaged employees. It’s such a delicate thing to try and get right because employees can be fragile.
As a manager, you have to do everything in your power to make sure employees are happy and engaged at all times.
Usually, the problem is the boss, and not things like the company, mission statement, or co-workers.
If you know that your boss is the biggest problem, there are ten things that they do to kill motivation. If you’re a manager and you’re reading this, make sure you avoid these mistakes to ensure that your employees are engaged during work.
The secret to good leadership is to be authentic. Be honest with your staff.
Read more on Officevibe blog:
https://www.officevibe.com/blog/10-kill-employee-motivation
like us on Facebook!:
www.facebook.com/officevibe
Selling Innovation in a Risk Averse EnvironmentRevelation Next
Presentation that focuses on selling new and innovative solutions more effectively. Topics include:
* The latest research on what clients really want and what stands in their way of getting it
* Leveraging the value of innovation in today's economic climate
* Sales principles and practices to identify client needs, and effectively position creative solutions
* Successfully addressing the internal sales challenges in market research firms with fresh solutions.
The eye of the tiger: recruiting the best through a marketing lens | Talent C...LinkedIn Talent Solutions
Marie Findlay, Sr. Manager, Global Talent Acquisition, Kellogg Company. Greg Economos, VP, Global Marketing Talent, Kellogg Company
Kellogg’s global talent acquisition journey has included a strong partnership with marketing. This session will bring their story to life through case examples of how they have successfully applied marketing principles to talent acquisition. Learn how recruitment marketing trends are continuing to mirror consumer marketing trends, and how job seeker behaviors are very similar to consumer behaviors. The jobseekers’ thought process from awareness to application follows a very similar pattern to that of the consumer/shopper thought process. The importance of customer reviews and feedback has become increasingly important to consumers, and Kellogg’s is seeing the same trend among potential candidates. They have responded by leveraging our employees to tell their own stories and providing various channels and methods to do this. Join this session if you’re looking to strengthen the partnership with your own marketing organization. Check out the best of Talent Connect: http://bit.ly/1MBqz6m
Beyond the Resume: Cultural Fit May Matter MoreO.C. Tanner
It is important to find employees who are not only hardworking, but who also fit with your organization's culture. How can you find employees who will be a good cultural fit?
Despite spending vast amounts of time and money on employee engagement, engagement metrics remain stagnant. What if, instead of obsessing about how to increase employee engagement, how to improve and position your employer brand, or how to fight the war for talent, you instead put serious effort into thinking about how to improve and position your employees?
A brand is made up of intangibles – perceptions, feelings and associations that exist in one’s state of mind. The ultimate goal of any branding effort is to create a loyal customer base. In the case of employer branding, that customer is the employee. An employer brand refers to the perceptions key stakeholders, and more specifically current and potential employees, have of your organisation.
Employee motivation isn’t very hard to get right, but, unfortunately, many companies are still stuck in the past.
What truly motivates employees is the opportunity to grow and make a real difference in the world.
Intrinsic Vs. Extrinsic Motivators
There is so much debate on this subject that I want to try and explain it as simply as possible. When people make the argument that extrinsic motivators don’t work, the response will often be about money and a proper paycheck.
It’s true that everyone needs to earn a living. They have to pay the bills.
People also have to feel that they are fairly compensated for the amount of work that they do, this is what’s known as equity theory.
If it’s not an equal exchange, then the focus will be exclusively on that. But once the subject of compensation is taken off the table, what motivates employees long term are intrinsic motivators.
It’s pretty well known that more money doesn’t ever lead to anything effective. What usually ends up happening, is we adjust our lifestyles to account for the increase in money, so it makes no real difference. We’re often still in the same position financially at the end of the day.
What makes people happy is the feeling of pride from accomplishing something amazing
In one study, that Dan Pink talks about in his book Drive, looks at what happens with rewards and kids drawing.
Researchers divided the children into three groups.
The first was the “expected award” group. They showed each child a “Good Player” certificate and asked if the child wanted to draw in order to receive the award.
The second group was the “unexpected award” group. Researchers asked these children simply if they wanted to draw. If they decided to, when the session ended, the researchers handed each child one of the “Good Player” certificates.
The third group was the “no award” group. Researchers asked these children if they wanted to draw, but neither promised nor gave them a certificate at the end.
Children in the “unexpected award” and “no award” groups drew just as much, and with the same enthusiasm as they had before the experiment. But children in the first group showed much less interest and spent much less time drawing.
The prizes had turned play into work.
In another study, two Swedish economists found that offering a small payment in exchange for giving blood decreased the number of people willing to donate by half.
The researchers suggest “the payment tainted an altruistic act and ‘crowded out’ the intrinsic desire to do something good.”
Download our free ebook:
https://www.officevibe.com/resources/10-pillars-employee-engagement
Read the full article on Officevibe's blog:
https://www.officevibe.com/blog/secret-employee-motivation-infographic
Designed by éloïtsmi
https://www.behance.net/eloitsmi
The Insiders Guide to Employer Branding - 27 Best Practice InsightsKelly Services
Many of the old tools and strategies for building an authentic, globally relevant employer brand have been discarded, and new ones are taking over. Both the challenges and opportunities have grown almost in tandem, and it’s all happening at break-neck speed.
One thing is clear: employer branding has changed, dramatically.
Our Global Best Practice Xchange (BPX) Roundtable on the subject confirmed it. It was 90 minutes of rigorous discussion with eight seasoned professionals leading the way in employer branding innovation for their organizations. They shared their successes, mistakes and thoughts on their plans for the future.
So, if you are wondering if there’s a better, clearer way to lead your organization and practice through this change, this guide is for you.
A value proposition is a statement that clearly identifies what advantages customers will receive by purchasing a particular product or service. Applied to HR, the HR value proposition is systemic approach that makes visible and credible the value-added contribution of HR.
The Value Proposition Canvas makes it possible to zoom into the details of the value proposition and customer segments that are targeted. Value proposition and customer segments are two of the nine building blocks of the Business Model Canvas. The Business Model Canvas is a (visual) tool to create and analyse business models. Both canvases are applied to explain the added value of HR
At Activate, we've identified the 9 most important insights for tech and media in 2016. Key points:
* The average American spends more time on tech and media than on work or sleep
* Messaging will blow past social networking as the dominant personal media activity
* The next big winners in streaming music and audio are already (quietly!) here
* The long-awaited cord cutting moment isn't coming any time soon
* There is potential for a "cable killer" to show up, but it won't look like you expect
* E-sports and wagering really are going to change the game in gaming
* Want to get rich in the App Store? Good luck!
* These are the companies grabbing all the money in consumer tech and media
* And we demonstrate a simple way to predict what acquisitions and partnerships tech and media companies will be making to stay competitive
Also available here:
http://www.wsj.com/articles/think-again-nine-top-insights-into-tech-and-media-for-2016-1445618763
http://www.businessinsider.com/michael-wolf-predicts-what-will-happen-in-the-tech-industry-in-2016-2015-10
We spend more time working than doing anything else in life. Yet for too many people, the experience of work is demotivating and dehumanizing.
I don’t think it has to be this way, and I’m willing to bet you don’t either.
At Google, we’ve learned a ton about what makes for an enjoyable and productive workplace. We’re not alone – lots of other companies, ranging from grocers (e.g., Wegmans) to textile companies (e.g., the Brandix Group) to Brooklyn delis (e.g., Russ & Daughters), as well as academics and scientists, have learned the same simple truth: there are straightforward things we can do to make work better.
My new book, "Work Rules!", is an attempt to bring this together and offer you practical tools to improve work, no matter what you do. Check out this visual preview of the book and visit www.workrules.net if you’d like to pick up a copy or learn more!
Recruitment: Candidate Experience and Storytelling Lessons from HollywoodPh.Creative
With the war for talent, we can't forget that the hero in story is in fact the candidate, not the brand.
This presentation looks at how recruiters can learn to improve the candidate experience by learning some key storytelling lessons from hollywood and even ancient mythology.
Candidate experience mapping is much like planning a classic 'Hero's Journey'.
We must understand more about how the candidate feels and what they think at each stage of the candidate experience in order to optimise the end result.
HR Business Partner: Roles and ResponsibilitiesCreativeHRM
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it.
The key HR Roles in the organization are:
HR Business Partner
Change Agent
Administration Expert
Employee Advocate
This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.
David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.
The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.
7 Ways Soft-Skills Power Organizational PerformanceBambooHR
Succeeding in today's increasingly competitive global landscape calls for our organizations to leverage everything they can, and increasingly, that leverage is coming down to your employees' soft skills.
But while it's easy (well, easier) to measure and hire for hard-skills competency, it's very difficult to recognize and hire for soft skills. And once hired, it becomes even more of a task to build these soft skills in our employees.
In this slideshare we'll take a hard look at the soft skills that really enable organizations to succeed. From recruiting to learning and development and performance management to the exit interview, we'll show how soft-skills focus can dramatically impact your company's bottom line.
In this slideshare, you will learn:
• Soft skills: What are they anyway?
• Soft skills and recruiting: The secret to successful hires
• What the bottomline results are for soft skills
• How to teach, measure, and mentor soft skills
10 Ways Your Boss Kills Employee MotivationOfficevibe
It’s so hard to have engaged employees. It’s such a delicate thing to try and get right because employees can be fragile.
As a manager, you have to do everything in your power to make sure employees are happy and engaged at all times.
Usually, the problem is the boss, and not things like the company, mission statement, or co-workers.
If you know that your boss is the biggest problem, there are ten things that they do to kill motivation. If you’re a manager and you’re reading this, make sure you avoid these mistakes to ensure that your employees are engaged during work.
The secret to good leadership is to be authentic. Be honest with your staff.
Read more on Officevibe blog:
https://www.officevibe.com/blog/10-kill-employee-motivation
like us on Facebook!:
www.facebook.com/officevibe
Selling Innovation in a Risk Averse EnvironmentRevelation Next
Presentation that focuses on selling new and innovative solutions more effectively. Topics include:
* The latest research on what clients really want and what stands in their way of getting it
* Leveraging the value of innovation in today's economic climate
* Sales principles and practices to identify client needs, and effectively position creative solutions
* Successfully addressing the internal sales challenges in market research firms with fresh solutions.
This was my presentation in the National IT Conclave 2014 of Indian Institute of Foreign Trade at Swissotel Kolkata on Aug 30th, 2014.
This presentation is intended to abreast the audience about the Satisfaction level of Workforce and how it can be managed leveraging Employee Engagement.
An update on the POEM framework plus some extras which I used for a discussion at Covenant University for a GoGetters Entrepreneurial Workshop in February 2014
Building Businesses of The Future To Change The World_Sodan Selvaretnam_Drape...ChangeTheMachine
This was a talk given by Sodan Selvaretnam to participants at Draper University on building businesses for the 21st century and sustaining an internal and external focus to achieve success.
Building 21st Century Businesses for Success_Sodan Selvaretnam_Draper Univers...ChangeTheMachine
This was a talk given by Sodan Selvaretnam at Draper University on July 18, 2016. This presentation focusses on the changing business landscape, tools to succeed in building businesses and an internal + external focus to sustainably win the markets of the future.
Culture Summit 2015 - The Evolution of Traditional HR into Employee Experien...Culture Summit
Fairly or unfairly, ‘traditional’ Human Resources conjures images of problems, paperwork, and processes with an unhealthy amount of bureaucracy and red tape. Unlike traditional HR, which was focused on protecting the company, Employee Experience is first and foremost about protecting and supporting employees. It is geared toward enabling, supporting and growing employees to be happy and successful which ultimately boosts overall business success.
To view this talk and learn more please visit http://www.culturesummit.co
Top 5 Highlights Of The 2016 Glassdoor SummitGlassdoor
Join us to hear the most inspiring moments from the 2016 Glassdoor Summit.
Rachel Bitte, Chief People Officer at Jobvite
Alicia Garibaldi, Associate Director or Marketing at Glassdoor
Innovation Thinking: Evolve and Expand Your CapabilitiesTechWell
Innovation is a word frequently tossed around in organizations today. The standard clichés are do more with less and be creative. Companies want to be innovative but often struggle with how to define, implement, prioritize, and track their innovation efforts. Using the Innovation to Types model, Jennifer Bonine will help you transform your thinking regarding innovation and understand if your team and company goals match their innovation efforts. Learn how to classify your activities as "core" (to the business) or "context" (essential, but non-revenue generating). Once you understand how your innovation activities are related to revenue generating activities, you can better decide how much of your effort should be spent on core or context activities. Take away tools including an Innovation to Types model for classifying innovation, a Core and Context model to classify your activities, and a way to map your innovation initiatives to different contexts.
The reality is that technology is complicated. As testers, we are challenged with complicated problems that need solving. Andy Glover presents a hands-on workshop that describes a new way of looking at testing problems and ideas. Andy demonstrates how thinking with pictures can help testers discover and develop new ideas, solve problems in unexpected ways, and dramatically improve their ability to share their insights with others. Andy shows how to clarify a problem or sell an idea by visually breaking it down using a set of visualization tools including mind maps, work flows, and powerful but simple visuals to communicate complex messages. You don’t need to know how to draw to attend this workshop. Although we are naturally creative, sometimes it takes effort to develop those skills. Join Andy to learn how to apply visual solutions to our everyday software testing challenges.
HR Strategy - How to Earn Your Seat at The TableDave Brookmire
The author outlines steps and actions that HR professionals can take to add value and develop trusted advisor relationships with their internal clients.
Building High Performance Sales Teams - University of Georgia Sales AcademyDave Brookmire
The author outlines how to create high performing sales teams and how sales leaders can coach and develop their talent. The multi-generational issues are discussed along with implications for development of talent.
Talent Management American Baking Association PresentationDave Brookmire
This presentation outlines the most essential elements to have an effective talent management function. The author outlines best practices for the reader.
Create a path of success for the leaders in your organization. Learn best practices for creating a succession planning process to identify, develop and promote the high potential talent in your company.
Help your new leaders achieve success in their new roles by learning the Best Practices for Onboarding New Leaders. You'll learn the phases and objectives of the new leader's first 90 days, as well as the Best Practicess to follow. Research has shown that almost half of all new leaders will fail in their role within the first 18 months. Don't let that happen to you or your leaders. Follow the best practices for onboarding new leaders in this presentation to set you and your leaders on the path to success!
Improve leadership effectiveness and bottom line results by learning how to select the best leadership coach for you and your organization. Identify the key criteria and competencies to look for and understand how to evaluate the effectiveness of the leadership coach.
Webinar to help increase selling effectiveness with multigenerational buyers and customers. Research is provided on buyer trends and preferences and implications for organizations are outlined.
Learn about how to shape the organization structure, processess, and functions in line with the business strategy and realities of the business. HR becomes a strategic partner with the business leaders in driving bottom-line results.
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
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
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.
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.
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
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
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.
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.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.