Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
elements of staffing process
what is the staffing process
3 general phases of staffing
staffing process in management
staffing recruitment process
phases of staffing process
eight elements of staffing
why is staffing important
what is the staffing process
3 general phases of staffing
eight elements of staffing
staffing process steps
phases of staffing process
staffing matrix examples
staffing steps
importance of staffing in healthcare
career development- definitions, characteristics, objectives, theories of career development, importance of career development, principles of career development, stages of career development, factors affecting career development,
As Human Resource Management is such a job in an organization in which an organization's future depends. So how to select a suitable employee in an organization is very responsible for HR manager. Here in this slide we have discuss that what type of procedures are mostly used in an organization for hiring an employee.
Human Resource Management
Contents:
A. Human Resource Management definition
B. Objectives of Human Resource Management
C. Scope of Human Resource Management
In this PPT 4 Definitions of Human Resource Management, 5 Different Objectives of HRM and Scope of HRM is available.
Human Resource Management PPT is created by www.allmba.info
For full article on Definitions, Objectives & Scope of Human Resource Management visit http://www.allmba.info/2018/03/definitions-objectives-scope-of-human.html
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
elements of staffing process
what is the staffing process
3 general phases of staffing
staffing process in management
staffing recruitment process
phases of staffing process
eight elements of staffing
why is staffing important
what is the staffing process
3 general phases of staffing
eight elements of staffing
staffing process steps
phases of staffing process
staffing matrix examples
staffing steps
importance of staffing in healthcare
career development- definitions, characteristics, objectives, theories of career development, importance of career development, principles of career development, stages of career development, factors affecting career development,
As Human Resource Management is such a job in an organization in which an organization's future depends. So how to select a suitable employee in an organization is very responsible for HR manager. Here in this slide we have discuss that what type of procedures are mostly used in an organization for hiring an employee.
Human Resource Management
Contents:
A. Human Resource Management definition
B. Objectives of Human Resource Management
C. Scope of Human Resource Management
In this PPT 4 Definitions of Human Resource Management, 5 Different Objectives of HRM and Scope of HRM is available.
Human Resource Management PPT is created by www.allmba.info
For full article on Definitions, Objectives & Scope of Human Resource Management visit http://www.allmba.info/2018/03/definitions-objectives-scope-of-human.html
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Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
2. Outlines
1) Definition of career development.
2) Importance of career development.
3) factors and barriers that influence career
development.
4) Benefits of Career development.
5) process of Career development.
6) Importance of career development.
7) steps to create plan.
3. Definition of Career Development
Career development
is the series of activities or the on-going/lifelong
process of developing one’s career.
Career development is directly linked to the goals
and objectives set by an individual. It starts with
self-actualization and self-assessment of one’s
interests and capabilities.
4.
5. importance of career development
1-Attracting top talent:
Although the recently the US has been faced with a tight
job market, in competitive fields employers must focus
their efforts on attracting the top talent.
2-Job satisfaction:
Employees who participate in required training courses and
worked-based development activity during work time
reported higher job satisfaction and organizational
commitment.
6. importance of career development
3- Retaining employees
reducing turnover: Through organizational commitment,
career development opportunities help to retain
employees and thus prevents turnover.
4-Productivity and Financial Return
: Employers can also increase productivity and financial
returns by investing in their employees via career
development.
7. Factors and Barriers that Influence Career Development
Several factors and the interactions between them
influence career development and some may be
barriers to it. These factors are:
1-Personal Characteristics
When you are in the process of choosing a career,
you should do a thorough self-assessment. It will
allow you to learn what your personality type,
interests, aptitudes and work-related values are
8. Factors and Barriers that Influence Career Development
2-Socio-Economic Factors:
Socio-economic factors can be a barrier to career
development. They can significantly influence your ability to
pursue a career that is otherwise a good match for you.
For example, your financial situation may threaten to keep you
from getting the necessary education. Fortunately, there are
ways of overcoming barriers such as limited financial
resources, namely student loans, financial aid and
scholarships
9. Factors and Barriers that Influence Career Development
3- Physical and Mental Abilities:
Some of us are better suited to some careers than we
are to others due to our physical and mental
abilities, and limitations.
For example, you may want to become a doctor but
don't have the intellectual ability to get into medical
school. You should, if possible, find a related
occupation that makes the best use your strengths
while accommodating your limitations.
10. Factors and Barriers that Influence Career Development
4-Chance Factors:
Chance factors are life events over which we have
little or no control. They can influence what careers
we choose and how we progress in them.
An example would be an individual not being able to
advance in his career because he is a caregiver for a
relative.
11. Benefits of a Career Development System to Organization
1-Once organization has a fair idea about
employee’s strengths and weaknesses, attitude
and behavior, values and future aspirations and
skills and competencies, they are able to make
better use of employee skills and put them at the
right place
12. Benefits of a Career Development System to Organization
2-The organization can disseminate all
important details and information at
all organizational levels in order to
ensure effective communication at all
levels.
13. Benefits of a Career Development System to Organization
3-It also helps organization retain valued
employees by providing them what they
want. Since the organization is able to
collect all necessary information about a
specific individual, it can make efforts to
retain them
14. Benefits of a Career Development System to Organization
4-It establishes a reputation of the
organization in the market. More and
more working professionals see it as a
people developer and get attracted
towards it.
15. 2-Benefits of a Career Development System to Employees
1-The major benefit of career
development system to employees is
that they get helpful assistance and
guidance with their career decisions
16. 2-Benefits of a Career Development System to Employees
2-By using this system, they can set more
realistic goals and objectives that are feasible
to be accomplished over the span of one’s life.
3-It fosters better communication between the
employee and the manager as well as at all
levels of the organization.
17. 2-Benefits of a Career Development System to Employees
4-The best part is that they can get feedback on
their performance. This helps them improve
their working style and compels them to
upgrade their skills.
5-The process leads to job enrichment and
enhanced job satisfaction.
18. 3-Benefits of a Career Development System to
Managers/Supervisors
1-A career development system helps
managers and supervisors in improving and
upgrading their skills in order to manage
their own career.
2-It fosters better communication between
managers and employees
19. 3-Benefits of a Career Development System to
Managers/Supervisors
3-It helps them in retaining valued
employees as they get to know about
their skills and competencies and future
aspirations as well.
20. 3-Benefits of a Career Development System to
Managers/Supervisors
4-It helps in discussing productive performance
appraisal of employees and planning their
promotions as well as their career graph.
5-It leads to greater understanding of the organization
as a whole and cultivate a supportive and conducive
culture in the organization
21. 3-Benefits of a Career Development System to
Managers/Supervisors
6-It helps managers in understanding the
hidden aspects of employees and guides
them to allocate employees the right job
that matches to their skills and
competencies.
22. Career Development Process
Step 1 – Self Assessment (INSID)
• The first and most important step of this
process is Self-Assessment. Step 1 focus is on
the INSIDE of a person. After the successful
completion of Step 1, you should have a good
idea in terms of who you are and what’s most
important in your life
23. Career Development Process
Step 2 – Career Exploration (OUTSIDE)
• The second step of the process involves
Career Exploration. Step 2's focus is on
the OUTSIDE of a person.
24. Career Development Process
Step 3 – Taking Action (MATCHING UP)
• Taking Action involves MATCHING UP the
results of your self-assessment results and
the most supportive aspects within
significant influencing areas in Step 2.
25. Importance of career development plan:
1-A career development plan will keep you from getting stuck in
A rut.
2-A career development plan will help you take responsibility for
your weaknesses
3-A career development plan will help define your future career
path.
4-A career development plan will help you to take charge of your
own advancement.
5-A career development plan will give you the confidence you
need to succeed.
26. Steps to Create Your Own Career Development Plan
• Step 1: Figure out Your Destination
• As with all efforts, you must be clear about your direction
when you create your own career development plan. You don’t
take a road trip without knowing where you want to end up.
Don’t make a goal just for the sake of making one. You need a
goal that really rings your chimes and helps to motivate you
into action. If you’re making a goal based on what someone
else wants, it also isn’t going to be that compelling for you.
Being clear on your direction means being clear that this
direction is inspiring and motivational and knowing what is
driving you to it.
27. Steps to Create Your Own Career Development Plan
Step 2: Do a Gap Analysis
1-A gap analysis is where you figure out the differences in the
qualifications between where you are right now and your two-
year goal or next step.
2-Using a job posting or job description for the position you are
aiming at is a good way to get specific information about the
skills and experience that are expected.
3-Go through the job description line item and rate your current
state of skills, education, or experience to what is listed.
4-Once you have completed this exercise, identify all of the items
where there is anywhere from a fair amount to a substantial
amount of development that is needed. Look for commonalities
and clump those together as a category. You will discover that
there will be themes to your gaps.
28. Steps to Create Your Own Career Development Plan
Step 3: Create Your Development Plan
1-You are now fully armed with a clear two-year goal and all the
details of where and what you need to develop to get you
where you want to go. Your plan will be best if you can consult
with your boss and/or a mentor to help you with ideas of how
to get the skills you need to add.
2-Usually there are multiple ways of accumulating the needed
skills. You may also want to have multiple ways of beefing up
your skill set to add depth to it. An example is if you want to
move to a project management position, you may want to get
certification and also to ask for project responsibilities