The gig economy is a relatively new topic for some business leaders, but it is actually a great tool for leveraging the talent available outside the organization for getting things accomplished. In this short presentation, delivered Ignite style, we cover some of the key aspects of the trend and why it matters.
We tend to see megatrends as moving exponentially in the future, forgetting that counter-movements can become quite predominant as well at some point. This presentation gives a preview into what would happen if either the trends or their 'antitrend' would prevail. Obviously, the real future will be somewhere inbetween, this is just a thought experiment... enjoy!
Trends & Future of Talent Generation (Networks, Communities) Sarah Brennan
ย
Expert Panel Discussion Slides from September 2012 Webinar
Are you a HCM Vendor looking for thought leadership, product/brand strategy or analyst advisory services? Contact us at www.SarahWhiteLLC.com or sarah at sarahwhitellc dot com
Check out the blog www.hrtechblog.com
Webinar sponsored by Talent Technology, owners of Talemetry Talent Generation Technology www.talenttech.com
Matt Edwards, Head of Horizon Scanning and International, and John Fellows, Horizon Scanning Consultant, spoke at the second conference of the Joint Action as the UK representative, on the future skills and competences
Future of Work and Skills by Dr Martin Rhisiart, University of South Wales - ...University Alliance
ย
Future of Work and Skills
Presentation by Dr Martin Rhisiart, University of South Wales
at University Alliance Summit 2015, Anticipation. Disruption. Excellence.
4 June 2015
University of South Wales
Future of talent management drivers and trendsTaleo Research
ย
The next generation of talent management practices and solutions will be impacted by three major factors:
economic evolution
demographic changes
technology advancements
These factors are dramatically influencing the way people work, the way companies are organized, and the way talent is managed. This paper is the first of a two part series that will explore the changes needed in current business and talent management processes and technology to effectively deliver business value five to ten years from now. This first paper articulates and frames the key drivers of change. The second paper explores the resulting impacts to talent management processes and technologies.
We tend to see megatrends as moving exponentially in the future, forgetting that counter-movements can become quite predominant as well at some point. This presentation gives a preview into what would happen if either the trends or their 'antitrend' would prevail. Obviously, the real future will be somewhere inbetween, this is just a thought experiment... enjoy!
Trends & Future of Talent Generation (Networks, Communities) Sarah Brennan
ย
Expert Panel Discussion Slides from September 2012 Webinar
Are you a HCM Vendor looking for thought leadership, product/brand strategy or analyst advisory services? Contact us at www.SarahWhiteLLC.com or sarah at sarahwhitellc dot com
Check out the blog www.hrtechblog.com
Webinar sponsored by Talent Technology, owners of Talemetry Talent Generation Technology www.talenttech.com
Matt Edwards, Head of Horizon Scanning and International, and John Fellows, Horizon Scanning Consultant, spoke at the second conference of the Joint Action as the UK representative, on the future skills and competences
Future of Work and Skills by Dr Martin Rhisiart, University of South Wales - ...University Alliance
ย
Future of Work and Skills
Presentation by Dr Martin Rhisiart, University of South Wales
at University Alliance Summit 2015, Anticipation. Disruption. Excellence.
4 June 2015
University of South Wales
Future of talent management drivers and trendsTaleo Research
ย
The next generation of talent management practices and solutions will be impacted by three major factors:
economic evolution
demographic changes
technology advancements
These factors are dramatically influencing the way people work, the way companies are organized, and the way talent is managed. This paper is the first of a two part series that will explore the changes needed in current business and talent management processes and technology to effectively deliver business value five to ten years from now. This first paper articulates and frames the key drivers of change. The second paper explores the resulting impacts to talent management processes and technologies.
Talent Management has gained importance over the years and as long as we need a smooth and uninterrupted flow of business; it is going to be an indispensable part of any HR strategy. Following definition clearly outlines what is Talent Management:
โTalent management is an integrated set of processes, programs, and cultural norms in an organization designed and implemented to attract, develop, deploy, and retain talent to achieve strategic objectives and meet future business needs.โ
- Silzer and Dowell
Appreciate to receive your valuable insights in the comments. You may also consider sharing related Quotes known to you in the comments.
Thanks & Regards,
Talent management refers to the skills of attracting highly skilled workers, of integrating new workers, and developing and retaining current workers to meet current and future business objectives.
Your CEO and senior stakeholders are stretched, and they probably underestimate the time, commitment, and personal involvement required for talent initiatives. But their buy-in is criticalโespecially paired with your expertise.
Discover the 5 points you can share with your CEO about Talent Managementโfrom the connecting talent strategy to business, to using more objective data and less gut instinct. Plus, youโll find key questions to shift your CEOโs thinking about how and where you need to focus your talent initiatives.
Overview of the One Page Talent Management approach featured in the new Harvard Business Publishing book One Page Talent Management, by Marc Effron and Miriam Ort
The New Model for Talent Management: Agenda for 2015Josh Bersin
ย
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
This report uncovers major themes, key trends and opportunities to help you grow your business and progress your career into the future. Available in different formats to buy or just preview, the themes of PSFK's Future of Work report cover the Ideal Workforce, Empowered Culture, Intuitive Connection and Agile Workplaces. PSFK extends its 'Future of' reports with the 140 page document that covers the new ways we are working and the implications for business and for workers.
Within each theme we describe 4 trends and each trend is supported by 4 examples, supporting statistics and implications defined by our PSFK Labs team. During this process we spoke to a number of experts to understand the trends better. Their feedback can be found in quotes and interviews throughout the report.
As a bonus, we also turned to a number of creative agencies to bring the trends to life. We asked them to imagine the future of work and you will find their concepts within this document. At the end of the report, you will also discover the submission of examples of progressive work environments. These were submitted by the readers of PSFK.com after we asked for their input into the report in 2012.
We hope that you find inspiration in every section of PSFK's Future of Work report. For copies, downloads or an in-person presentation please visit: http://bit.ly/VghG9z
TEDx Manchester: AI & The Future of WorkVolker Hirsch
ย
TEDx Manchester talk on artificial intelligence (AI) and how the ascent of AI and robotics impacts our future work environments.
The video of the talk is now also available here: https://youtu.be/dRw4d2Si8LA
5 Performance Management Practices of High-Performing FirmsBen Eubanks
ย
Download my research notes and findings: http://gettalk.at/atd
Instead of just hating on performance management processes, why don't we do something about them? New insights uncovered by Lighthouse Research reveal a clear distinction between the performance management and engagement practices used at high-performing firms versus their lower-performing peers. And yes, performance in this case means business KPIs such as revenue, engagement, and retention. The top-performing companies leverage a mixture of recognition, regular conversations, and other practices to create more engaging workplace experiences for their employees, ultimately driving engagement and performance to new heights.In this webcast, we'll look at the research and what it can teach us about how to improve our approach to performance management. More practically, we'll examine some case studies and stories of companies that have modified their approach to performance management, reaping a variety of rewards. You will learn:
+the deep links between engagement, performance management, and business results
+how to adapt performance management practices to improve outcomes
+how other firms have made the transition, including lessons learned.
HRPA 2018 Conference: Metrics--Measuring HR's Business ImpactBen Eubanks
ย
What if there was a way to prove the value of the activities that human resources professionals carry out each day? In this presentation, Ben Eubanks walks an audience of HR executives through the strategic business value of metrics, how to create a balanced HR scorecard, how to calculate ROI on HR activities, and what it takes to create an evidence-based mindset.
Informal Learning: Balancing the Risks and RewardsBen Eubanks
ย
Training doesn't necessarily equate to learning. Often learning occurs through social, collaborative, and experiential activities that lead to greater levels of understanding. Employers that embrace the concept of informal learning have to balance some measure of risk in order to hit the payoff. More info: https://www.linkedin.com/pulse/learning-anarchy-balancing-risks-rewards-informal-ben-eubanks
Talent Mobility: The Key to Engagement, Retention, and PerformanceBen Eubanks
ย
Talent mobility is the practice of leveraging internal talent for projects and other long-term work instead of seeking external talent. This presentation includes case studies from companies such as Hootsuite, Tata Consultancy Services, World Bank Group, and Chipotle.
Culture vs Strategy: How to Beat the CompetitionBen Eubanks
ย
This is a 90 minute session that covers some of the key elements of culture and strategy in a business context. It's understood today that culture is a critical part of business success, but when used as part of an overall business strategy, companies will see amazing results.
If you'd like to learn more or have Ben speak at your event, please contact ben@upstarthr.com
HR Strategy: It's Easier Than You ThinkBen Eubanks
ย
This presentation is a look into strategic HR and some of the core elements of how it connects to business goals and objectives.
I deliver this presentation for HR groups and SHRM chapters across the country. Interested? Contact ben@upstarthr.com
This session focuses on a key problem many businesses face: recruiting and selecting the right talent to drive their goals and overall strategy. During this session I provided a 101 and 201 level overview of recruiting methods, tools, and technology. In addition, we looked at selection and how to do it well.
This is a session in the NASHRM/Huntsville Chamber of Commerce HR Series.
Session two focuses on employee retention: https://www.slideshare.net/beneubanks/how-to-retain-your-workforce-nashrmhuntsville-chamber-hr-series
In this session I talk about some of the key areas of retention and how they are influenced by the organization, the employee's manager, and other factors. This could also be called 50 tips for employee retention due to the wide variety of topics discussed...
This is a session in the NASHRM/Huntsville Chamber of Commerce HR Series.
Session one focuses on recruiting and selection: https://www.slideshare.net/beneubanks/recruiting-and-selection-essentials
http://upstarthr.com
One of my older, popular posts is from 2010 and talks about how to run a one-person or new HR department. I wrote it after attending a conference session on the topic, but at the time I had never been in a small or new HR department before. Now I have that experience and would like to share. I also realized that a very close tie-in is the group of HR professionals who have had to start the HR function from scratch (whether in a new company or an existing one), and I think this article is going to be very helpful for both of those groups.
In addition, there are amazing ideas included here for HR pros who feel like there's just not enough time in the day to get everything accomplished (who out there can't claim that one?). You'll learn how to juggle multiple competing priorities and make the biggest impact with the fewest actions. You'll learn how to balance the needs of an executive team with those of your staff, and I'm willing to bet you'll take away a heck of a lot more.
Talent Management has gained importance over the years and as long as we need a smooth and uninterrupted flow of business; it is going to be an indispensable part of any HR strategy. Following definition clearly outlines what is Talent Management:
โTalent management is an integrated set of processes, programs, and cultural norms in an organization designed and implemented to attract, develop, deploy, and retain talent to achieve strategic objectives and meet future business needs.โ
- Silzer and Dowell
Appreciate to receive your valuable insights in the comments. You may also consider sharing related Quotes known to you in the comments.
Thanks & Regards,
Talent management refers to the skills of attracting highly skilled workers, of integrating new workers, and developing and retaining current workers to meet current and future business objectives.
Your CEO and senior stakeholders are stretched, and they probably underestimate the time, commitment, and personal involvement required for talent initiatives. But their buy-in is criticalโespecially paired with your expertise.
Discover the 5 points you can share with your CEO about Talent Managementโfrom the connecting talent strategy to business, to using more objective data and less gut instinct. Plus, youโll find key questions to shift your CEOโs thinking about how and where you need to focus your talent initiatives.
Overview of the One Page Talent Management approach featured in the new Harvard Business Publishing book One Page Talent Management, by Marc Effron and Miriam Ort
The New Model for Talent Management: Agenda for 2015Josh Bersin
ย
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
This report uncovers major themes, key trends and opportunities to help you grow your business and progress your career into the future. Available in different formats to buy or just preview, the themes of PSFK's Future of Work report cover the Ideal Workforce, Empowered Culture, Intuitive Connection and Agile Workplaces. PSFK extends its 'Future of' reports with the 140 page document that covers the new ways we are working and the implications for business and for workers.
Within each theme we describe 4 trends and each trend is supported by 4 examples, supporting statistics and implications defined by our PSFK Labs team. During this process we spoke to a number of experts to understand the trends better. Their feedback can be found in quotes and interviews throughout the report.
As a bonus, we also turned to a number of creative agencies to bring the trends to life. We asked them to imagine the future of work and you will find their concepts within this document. At the end of the report, you will also discover the submission of examples of progressive work environments. These were submitted by the readers of PSFK.com after we asked for their input into the report in 2012.
We hope that you find inspiration in every section of PSFK's Future of Work report. For copies, downloads or an in-person presentation please visit: http://bit.ly/VghG9z
TEDx Manchester: AI & The Future of WorkVolker Hirsch
ย
TEDx Manchester talk on artificial intelligence (AI) and how the ascent of AI and robotics impacts our future work environments.
The video of the talk is now also available here: https://youtu.be/dRw4d2Si8LA
5 Performance Management Practices of High-Performing FirmsBen Eubanks
ย
Download my research notes and findings: http://gettalk.at/atd
Instead of just hating on performance management processes, why don't we do something about them? New insights uncovered by Lighthouse Research reveal a clear distinction between the performance management and engagement practices used at high-performing firms versus their lower-performing peers. And yes, performance in this case means business KPIs such as revenue, engagement, and retention. The top-performing companies leverage a mixture of recognition, regular conversations, and other practices to create more engaging workplace experiences for their employees, ultimately driving engagement and performance to new heights.In this webcast, we'll look at the research and what it can teach us about how to improve our approach to performance management. More practically, we'll examine some case studies and stories of companies that have modified their approach to performance management, reaping a variety of rewards. You will learn:
+the deep links between engagement, performance management, and business results
+how to adapt performance management practices to improve outcomes
+how other firms have made the transition, including lessons learned.
HRPA 2018 Conference: Metrics--Measuring HR's Business ImpactBen Eubanks
ย
What if there was a way to prove the value of the activities that human resources professionals carry out each day? In this presentation, Ben Eubanks walks an audience of HR executives through the strategic business value of metrics, how to create a balanced HR scorecard, how to calculate ROI on HR activities, and what it takes to create an evidence-based mindset.
Informal Learning: Balancing the Risks and RewardsBen Eubanks
ย
Training doesn't necessarily equate to learning. Often learning occurs through social, collaborative, and experiential activities that lead to greater levels of understanding. Employers that embrace the concept of informal learning have to balance some measure of risk in order to hit the payoff. More info: https://www.linkedin.com/pulse/learning-anarchy-balancing-risks-rewards-informal-ben-eubanks
Talent Mobility: The Key to Engagement, Retention, and PerformanceBen Eubanks
ย
Talent mobility is the practice of leveraging internal talent for projects and other long-term work instead of seeking external talent. This presentation includes case studies from companies such as Hootsuite, Tata Consultancy Services, World Bank Group, and Chipotle.
Culture vs Strategy: How to Beat the CompetitionBen Eubanks
ย
This is a 90 minute session that covers some of the key elements of culture and strategy in a business context. It's understood today that culture is a critical part of business success, but when used as part of an overall business strategy, companies will see amazing results.
If you'd like to learn more or have Ben speak at your event, please contact ben@upstarthr.com
HR Strategy: It's Easier Than You ThinkBen Eubanks
ย
This presentation is a look into strategic HR and some of the core elements of how it connects to business goals and objectives.
I deliver this presentation for HR groups and SHRM chapters across the country. Interested? Contact ben@upstarthr.com
This session focuses on a key problem many businesses face: recruiting and selecting the right talent to drive their goals and overall strategy. During this session I provided a 101 and 201 level overview of recruiting methods, tools, and technology. In addition, we looked at selection and how to do it well.
This is a session in the NASHRM/Huntsville Chamber of Commerce HR Series.
Session two focuses on employee retention: https://www.slideshare.net/beneubanks/how-to-retain-your-workforce-nashrmhuntsville-chamber-hr-series
In this session I talk about some of the key areas of retention and how they are influenced by the organization, the employee's manager, and other factors. This could also be called 50 tips for employee retention due to the wide variety of topics discussed...
This is a session in the NASHRM/Huntsville Chamber of Commerce HR Series.
Session one focuses on recruiting and selection: https://www.slideshare.net/beneubanks/recruiting-and-selection-essentials
http://upstarthr.com
One of my older, popular posts is from 2010 and talks about how to run a one-person or new HR department. I wrote it after attending a conference session on the topic, but at the time I had never been in a small or new HR department before. Now I have that experience and would like to share. I also realized that a very close tie-in is the group of HR professionals who have had to start the HR function from scratch (whether in a new company or an existing one), and I think this article is going to be very helpful for both of those groups.
In addition, there are amazing ideas included here for HR pros who feel like there's just not enough time in the day to get everything accomplished (who out there can't claim that one?). You'll learn how to juggle multiple competing priorities and make the biggest impact with the fewest actions. You'll learn how to balance the needs of an executive team with those of your staff, and I'm willing to bet you'll take away a heck of a lot more.
Create a New Hire Welcome Message to Inspire Enthusiasm and Drive EngagementBen Eubanks
ย
Creating a new hire welcome message isn't rocket science, but many companies skip this important step.
It's critical to craft a well-written and meaningful message to each new hire in order to jump start employee engagement and drive business results before they walk in the door.
Check out this slidedeck for more information on what to include, why it's valuable, and how to organize your new hire welcome message.
The entry level HR jobs guide is a tool for new and aspiring HR professionals to learn more about what to expect in their first HR position. The content covers places to find jobs, job descriptions, salary range, tips from the pros, and other career resources.
This is a presentation delivered at NASHRM in September 2010 by Dr. Daniel Crosby. It talks about the psychology behind talent selection and how creating barriers to entry can actually increase the quality and satisfaction of new hires.
This short presentation was given at the North Alabama Society for Human Resources Management in September 2010. It focuses on taking your passion and turning it into opportunities to help others and grow as a professional.
This is an eBook created to help others study for the PHR or SPHR exam. It will assist human resources professionals with test preparation and planning.
Buy Verified PayPal Account | Buy Google 5 Star Reviewsusawebmarket
ย
Buy Verified PayPal Account
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Putting the SPARK into Virtual Training.pptxCynthia Clay
ย
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
"๐ฉ๐ฌ๐ฎ๐ผ๐ต ๐พ๐ฐ๐ป๐ฏ ๐ป๐ฑ ๐ฐ๐บ ๐ฏ๐จ๐ณ๐ญ ๐ซ๐ถ๐ต๐ฌ"
๐๐ ๐๐จ๐ฆ๐ฌ (๐๐ ๐๐จ๐ฆ๐ฆ๐ฎ๐ง๐ข๐๐๐ญ๐ข๐จ๐ง๐ฌ) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
๐๐ ๐๐จ๐ฆ๐ฌ provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
โญ ๐ ๐๐๐ญ๐ฎ๐ซ๐๐ ๐ฉ๐ซ๐จ๐ฃ๐๐๐ญ๐ฌ:
โข 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
โข SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
โขFreenBecky 1st Fan Meeting in Vietnam
โขCHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
โข WOW K-Music Festival 2023
โข Winner [CROSS] Tour in HCM
โข Super Show 9 in HCM with Super Junior
โข HCMC - Gyeongsangbuk-do Culture and Tourism Festival
โข Korean Vietnam Partnership - Fair with LG
โข Korean President visits Samsung Electronics R&D Center
โข Vietnam Food Expo with Lotte Wellfood
"๐๐ฏ๐๐ซ๐ฒ ๐๐ฏ๐๐ง๐ญ ๐ข๐ฌ ๐ ๐ฌ๐ญ๐จ๐ซ๐ฒ, ๐ ๐ฌ๐ฉ๐๐๐ข๐๐ฅ ๐ฃ๐จ๐ฎ๐ซ๐ง๐๐ฒ. ๐๐ ๐๐ฅ๐ฐ๐๐ฒ๐ฌ ๐๐๐ฅ๐ข๐๐ฏ๐ ๐ญ๐ก๐๐ญ ๐ฌ๐ก๐จ๐ซ๐ญ๐ฅ๐ฒ ๐ฒ๐จ๐ฎ ๐ฐ๐ข๐ฅ๐ฅ ๐๐ ๐ ๐ฉ๐๐ซ๐ญ ๐จ๐ ๐จ๐ฎ๐ซ ๐ฌ๐ญ๐จ๐ซ๐ข๐๐ฌ."
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
ย
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
ย
According to TechSci Research report, โIndia Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030โ, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
ย
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.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
ย
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
ย
Discover the innovative and creative projects that highlight my journey throughย Full Sail University. Below, youโll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Memorandum Of Association Constitution of Company.pptseri bangash
ย
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
ย
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
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20. Build, Buy, or Borrow
Key Takeaways:
โข The gig mentality is penetrating the workforce
โข Unexpected sources can deliver amazing talent
โข Talent is more than what you can just build or buy
Editor's Notes
For some time the conversation around talent has been to build or buy. Do we hire or do we develop? Today that conversation has evolved to include โborrow,โ which is a reference to the new on-demand workforce. Today weโre going to dig into the gig and sharing economies to learn how they affect the workplace.
Fiverr, Uber, Airbnb are becoming the norm/default for many. Seven in ten Americans have used at least one shared or on-demand service.
Gigs are nothing new, but using them to handle things that employees can do is.
These are a few of the examples of companies that are changing how we access talent. TopTal lets companies hire just the top 3% of developers. Wonolo allows retail managers to push a button and get a worker within hours.
New research says that there are 800,000 people in the gig economy in the US working through intermediaries. The actual gig economy is much larger. If the "gig economy" was considered an employer it would be the second largest in the US, more than double the size of McDonald's.
World Bank Group: Internal eBay of talent
Green=capital platforms. Blue=labor platforms. Participation is rising steadily
I talked with a large organization earlier this year that was able to compare W2 volume with W9 volume, and while W2's remained steady, W9's for that same population went up fairly dramatically, so these are not just people doing odd jobs, this is in addition to day jobs.
So many people are disengaged at work. Is it because of this โgigโ mindset? Or maybe people feel like itโs no big deal because they can get satisfaction from other work and projects?
What employees get from the external gigs they do that they canโt always get from work.
New competition is coming. In a global study of CHROs, IBM found that the number one concern for these talent leaders was industry convergence. Itโs no longer enough to look at your biggest 2-3 competitors. You have to be aware of things outside your industry to fully understand the competition.
To give some context, STORY ABOUT UBER/CARNEGIE MELLON.
To give some context, STORY ABOUT UBER/CARNEGIE MELLON.
The point here is that the toughest competition and *best talent* donโt always come from the sources we expect. Look elsewhere.
People always think this wonโt happen. This reminds me of some recent research by Pew Research Center. They did a study and 2/3rds of people believe that robots or computers will take over jobs in the future, but 80% said that it wouldn't affect their own jobs.
I see a major oncoming conflict with how we get access to this on-demand talent. Government rules are outdated. Companies want flexibility and granular control over the who, what, and when of talent decisions.
Tug of war between new sharing services like Uber and the boundaries of who is and isn't an employee, and this type of demand will eventually drive change at the legislative level given enough pressure from the market. 84% of independent contractors are working that way by choice.
Integrating nontraditional workers into the employee lifecycle
Performance
Training
Onboarding
This is an on-demand world and we have an on-demand workplace.
Next time you need talent, consider the options. Will you build, buy, or borrow? Thank you.