This document discusses tools and techniques for successful membership engagement for professional organizations. It provides an agenda that includes overcoming member apathy, developing a client-focused mindset, conducting member satisfaction surveys, and engaging with members regularly. The document also discusses developing effective member retention strategies and identifying ways to engage members through various communications channels and activities.
Presented during Tshikululu's first Serious Social Investing workshop, which took place on 25 and 26 February 2010. Desiree Storey (Manager, FirstRand Volunteers Programme) discusses what works in staff volunteerism.
Engagement: The key to effective performance and corporate advancement.Stuart Page
Pilat's webinar slides where we discussed how implementing the right technology can significantly improve the effectiveness of performance management within organizations.
Top Ten Best Practices for Talent Acquisition ClearedJobs.Net
Kathleen Smith, CMO, ClearedJobs.Net presented at the Tidewater Techexpo Business to Government Conference on Top Ten Best Practices for Talent Acquisition. This presentation is focused on small to medium size businesses who can and should engage their business development community along with their talent acquisition community.
As the healthcare industry faces uncertain times, employees serve as a steadying force. The ultimate goal of any healthcare organization is to serve its patients. A key component to achieving this starts with the HR function.
At Health First, Paula Just, Chief Human Resources Officer, and Mary Jane Brecklin, Vice President, HR Operations, put this into practice when they partnered the Florida-based integrated healthcare delivery network with Cielo, the world’s leading strategic Recruitment Process Outsourcing (RPO) provider. The award-winning partnership tackled recruitment challenges and saved Health First millions.
Presented during Tshikululu's first Serious Social Investing workshop, which took place on 25 and 26 February 2010. Desiree Storey (Manager, FirstRand Volunteers Programme) discusses what works in staff volunteerism.
Engagement: The key to effective performance and corporate advancement.Stuart Page
Pilat's webinar slides where we discussed how implementing the right technology can significantly improve the effectiveness of performance management within organizations.
Top Ten Best Practices for Talent Acquisition ClearedJobs.Net
Kathleen Smith, CMO, ClearedJobs.Net presented at the Tidewater Techexpo Business to Government Conference on Top Ten Best Practices for Talent Acquisition. This presentation is focused on small to medium size businesses who can and should engage their business development community along with their talent acquisition community.
As the healthcare industry faces uncertain times, employees serve as a steadying force. The ultimate goal of any healthcare organization is to serve its patients. A key component to achieving this starts with the HR function.
At Health First, Paula Just, Chief Human Resources Officer, and Mary Jane Brecklin, Vice President, HR Operations, put this into practice when they partnered the Florida-based integrated healthcare delivery network with Cielo, the world’s leading strategic Recruitment Process Outsourcing (RPO) provider. The award-winning partnership tackled recruitment challenges and saved Health First millions.
An introduction to recruiting and using skills based volunteers for nonprofit agencies. This presentation was developed for the 2009 Mental Health Corporations of America. Inc. Summer Conference.
Recruiting has evolved due to technological innovations and candidate expectations and so should your measurement practices. From employer branding and recruitment marketing to social recruiting and sourcing, recruiting activity these days generates an immense amount of data. But gathering and analyzing this data is a full-time job – and recruiters already have their hands full with managing endless req loads, as well as the needs of candidates and hiring managers.
However, a growing number of organizations are leveraging insights derived from more robust analytics and measurement practices, and outperforming their peers. In this webinar, Will Staney, Founder and Principal Consultant at Proactive Talent Strategies, LLC and Kyle Lagunas, Founder and Principal Analyst at Lighthouse Research & Advisory will examine key practices emerging in data-driven recruiting, showcase their research, and spotlight examples of these practices at work today.
We’ll be covering the following topics:
The Evolution of Recruiting
Social media and consumer technologies have changed candidate expectations and the way we attract talent.
Defining Data-Driven Recruiting
What does “data-driven recruiting” mean?
Metrics, Measurement & Analysis
How are top talent leaders measuring the effectiveness of their talent attraction efforts? We’ll look at the research.
Cool Tools & Applications
Technology driving the industry forward that both
from talk to walk’Capita Talent Consulting combines its
resourcing and diversity expertise to provide practical recommendations on the steps to take and the
obstacles to overcome in the pursuit of more diverse candidate pools and resulting hires (internally
and externally). Themes include: • Addressing the challenge of unconscious bias – yours, agencies and
hiring managers • Reconciling speed vs. diversity of hires and managing stakeholder expectations • The
mutual benefits of monitoring and reporting diversity of outcomes • How more inclusive on-boarding can
improve and embed results
Help wanted: Bringing the old one-size-fits all job description into the mode...LinkedIn Talent Solutions
Chris Mulhall, PointClickCare
Yasemin Alev, LinkedIn
Lauren Sehy, LinkedIn
Learn how to craft compelling content and leverage creative job descriptions to transform your employer brand and attract better candidates. This session will explore some of the top candidate motivators for changing jobs, and how to incorporate these motivators into creative job descriptions. Attendees will also see the results from PointClickCare’s commissioned research study on job description effectiveness.
Session highlights:
Understanding and addressing each job’s target audience and their motivators.
The surprising results of using creative methods to better communicate your company culture, brand, and candidate value proposition.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
#FIRMday London 28/04/16 - SMRS 'Talent Pools are they right for your company?'Emma Mirrington
Jennifer Cunningham, new Head of Employer Marketing at SMRS (previously Director of Talent Acquisition at Adidas group) presents a session on the different strategies an activities you can adopt for your talent pools and how social media can support your goals in engaging and attracting future talent.
Recent research says that the business environment for CPAs and their clients will be characterized by “unprecedented, massive and highly accelerated change” through 2025. To thrive in this new age of hyper-change and growing uncertainty, it is now an imperative to learn a new competency--how to accurately anticipate the future. The key to success in this fast-changing environment is to learn how to move from being reactive to proactive and flip from crisis manager to an opportunity manager. Tom will show how to explore new value added services and position their practices for success in a rapidly changing world.
Adopting Education Strategy to Jump-Start Member EngagementEvent Garde LLC
Aaron delivered this presentation as part of The New World of Member Engagement Webinar Series sponsored by Young Association Professionals, Aggregage, Association Universe and Infinite Conferencing on Wednesday, Jan. 16, 2013.
Workshop on how to improve your employment skills, pitched at finance professionals in the ICAEW. Focuses on 3 key areas to increase your career prospects:
How to enhance your CV to get a competitive edge in the job market
How to build a network of contacts to support your career goals
Using social media to improve your job search
An introduction to recruiting and using skills based volunteers for nonprofit agencies. This presentation was developed for the 2009 Mental Health Corporations of America. Inc. Summer Conference.
Recruiting has evolved due to technological innovations and candidate expectations and so should your measurement practices. From employer branding and recruitment marketing to social recruiting and sourcing, recruiting activity these days generates an immense amount of data. But gathering and analyzing this data is a full-time job – and recruiters already have their hands full with managing endless req loads, as well as the needs of candidates and hiring managers.
However, a growing number of organizations are leveraging insights derived from more robust analytics and measurement practices, and outperforming their peers. In this webinar, Will Staney, Founder and Principal Consultant at Proactive Talent Strategies, LLC and Kyle Lagunas, Founder and Principal Analyst at Lighthouse Research & Advisory will examine key practices emerging in data-driven recruiting, showcase their research, and spotlight examples of these practices at work today.
We’ll be covering the following topics:
The Evolution of Recruiting
Social media and consumer technologies have changed candidate expectations and the way we attract talent.
Defining Data-Driven Recruiting
What does “data-driven recruiting” mean?
Metrics, Measurement & Analysis
How are top talent leaders measuring the effectiveness of their talent attraction efforts? We’ll look at the research.
Cool Tools & Applications
Technology driving the industry forward that both
from talk to walk’Capita Talent Consulting combines its
resourcing and diversity expertise to provide practical recommendations on the steps to take and the
obstacles to overcome in the pursuit of more diverse candidate pools and resulting hires (internally
and externally). Themes include: • Addressing the challenge of unconscious bias – yours, agencies and
hiring managers • Reconciling speed vs. diversity of hires and managing stakeholder expectations • The
mutual benefits of monitoring and reporting diversity of outcomes • How more inclusive on-boarding can
improve and embed results
Help wanted: Bringing the old one-size-fits all job description into the mode...LinkedIn Talent Solutions
Chris Mulhall, PointClickCare
Yasemin Alev, LinkedIn
Lauren Sehy, LinkedIn
Learn how to craft compelling content and leverage creative job descriptions to transform your employer brand and attract better candidates. This session will explore some of the top candidate motivators for changing jobs, and how to incorporate these motivators into creative job descriptions. Attendees will also see the results from PointClickCare’s commissioned research study on job description effectiveness.
Session highlights:
Understanding and addressing each job’s target audience and their motivators.
The surprising results of using creative methods to better communicate your company culture, brand, and candidate value proposition.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
#FIRMday London 28/04/16 - SMRS 'Talent Pools are they right for your company?'Emma Mirrington
Jennifer Cunningham, new Head of Employer Marketing at SMRS (previously Director of Talent Acquisition at Adidas group) presents a session on the different strategies an activities you can adopt for your talent pools and how social media can support your goals in engaging and attracting future talent.
Recent research says that the business environment for CPAs and their clients will be characterized by “unprecedented, massive and highly accelerated change” through 2025. To thrive in this new age of hyper-change and growing uncertainty, it is now an imperative to learn a new competency--how to accurately anticipate the future. The key to success in this fast-changing environment is to learn how to move from being reactive to proactive and flip from crisis manager to an opportunity manager. Tom will show how to explore new value added services and position their practices for success in a rapidly changing world.
Adopting Education Strategy to Jump-Start Member EngagementEvent Garde LLC
Aaron delivered this presentation as part of The New World of Member Engagement Webinar Series sponsored by Young Association Professionals, Aggregage, Association Universe and Infinite Conferencing on Wednesday, Jan. 16, 2013.
Workshop on how to improve your employment skills, pitched at finance professionals in the ICAEW. Focuses on 3 key areas to increase your career prospects:
How to enhance your CV to get a competitive edge in the job market
How to build a network of contacts to support your career goals
Using social media to improve your job search
by Debra Watkinson, Maple Leaf Sports Entertainment Geoff Ramey, CHRP, SHRP Vice President, Human Resources, St Andrew Goldfields Ltd.
HR departments spend a great deal of time, effort and money orienting and integrating new hires into the business. But before new employees even sign on board, recruiters having the daunting task of attracting the top and most sought after candidates under increasingly competitive conditions to commit to a new employment relationship. There is a huge opportunity for recruiters to engage candidates early, get them to yes, and begin the employment relationship long before the first day of work. In this session, the presenters will focus on:
- Creating and selling a compelling employer value proposition (EVP)
- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
HR departments spend a great deal of time, effort and money orienting and integrating new hires into the business. But before new employees even sign on board, recruiters having the daunting task of attracting the top and most sought after candidates under increasingly competitive conditions to commit to a new employment relationship. There is a huge opportunity for recruiters to engage candidates early, get them to yes, and begin the employment relationship long before the first day of work. In this session, the presenters will focus on:
- Creating and selling a compelling employer value proposition (EVP)
- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
These slides compliment the webinar titled "People Culture - Whats it all about" presented by Paul Addy from Positive People HR.
Withing the webinar, Paul explores:
* What company culture is and how to better define it
* Articulating what the drivers of an engaged team are
* Some of the tools available to measure your employee engagement and your people culture
To listen to the full webinar recording, please visit http://shorebird-rpo.com/free-webinars/item/people-culture-whats-it-all-about
Organizations across the globe benefit from having influential leaders who are qualified to lead a diverse workforce, cultivate engagement, and guide change necessary to remain competitive in the marketplace. These same organizations realize the value in investing in current talent to breed the next generation of executives, and to ensure a set of unified core leadership principles exist and are executed by managers of people and projects. This session reveals how one organization overcame cultural barriers to successful implementation of varied enterprise-wide leadership development initiatives.
Demonstrating the impact and value of your vcse organisation CANorfolk
Part of CAN's 2020 Annual VCSE conference. This interactive session is designed to help you understand how you can demonstrate the value of what your organisation does. Led by Jenny Potkins (NCVO) and Paul Webb (MAP & Centre for Youth Impact) this session introduced how you can articulate the difference your organisation makes, and some of the processes and tools you can use to measure that difference.
Will your firm thrive or just survive? Anticipation - The critical competency...Tom Hood, CPA,CITP,CGMA
Today, the world of professional education, and accordingly the accounting profession, is migrating toward a competencies-based learning approach. But what are the most critical competencies for practitioners and firms to thrive in today’s ever changing, fast paced business environment?
Research from the Business Learning Institute identified the Top 5 Competencies for CPAs, accounting and financial professionals as:
1. Strategic & Critical Thinking
2. Communication
3. Anticipating and serving evolving needs
4. Inspiring and motivating others
5. Collaboration and mobilizing consensus
In addition, research from CPA.COM shows that only 8% of CPAs are future ready. Future Ready is the Is the capacity to be ANTICIPATORY (aware, predictive and adaptive) of emerging technology and trends in business, demographics, and the social environment impacting your organization and industry.
Together this group of skills and competencies have been researched with a leading global futurist who has put together an innovative learning system, the Anticipatory Organization: Accounting and Finance Edition which is being used to transform firm cultures to build and enhance proactive business advisor skills.
Most of us wish we had the power to predict future trends, and would benefit by learning tactics to do so. Daniel Burrus is one of the world’s leading technology forecasters and innovation experts and the featured keynoter speaker at this year’s DCPA16. He is globally recognized for his exceptional 30+ year record of accurately predicting how technological, social, and business forces converge to create untapped opportunities.
Joey Havens, Executive Partner at Horne, LLP (A top 50 CPA Firm) discusses how he has used the Anticipatory Organization as a foundational learning system throughout his firm. He is requiring his whole firm of 400+ professionals to take this and running collaboration sessions by practice areas to create group learning and a shared language around anticipatory thinking that is being applied inside the firm and outside with clients.
This presentation is from the July 20th, 2016 webcast by CPA.COM. CPA.com President and CEO, Erik Asgeirsson as he discusses the critical Anticipatory competency with Daniel Burrus, HORNE LLP executive partner Joey Havens and the CEO of the Maryland Association of CPAs and the Business Learning Institute, Tom Hood.
For more information http://www.blionline.org/ao
You will learn:
Why anticipation is the critical competency for today's accounting and finance professionals
The difference between hard trends and soft trends
Why it is important to identify trend types
Use cases of how these skills are being used in the profession
How this learning system can be used as a foundational skill set to help CPAs and accounting professionals be more proactive business advisors.
Organisational Performance Index (OPI) Business Excellence Model helps organizations interrogate their processes and benchmark the same against global standards. OPI is the tool KIM uses to determine Company/SME of the Year during COYA gala celebration
Will Your Firm Thrive or Just Survive? The Critical Competency for Today’s Pr...CPA.com
Today, the world of professional education, and accordingly the accounting profession, is migrating toward a competencies-based learning approach. But what are the most critical competencies for practitioners and firms to thrive in today’s ever changing, fast paced business environment?
Most of us wish we had the prowess for predicting future trends, but others have tried and true competencies in this area. Daniel Burrus is one of the world’s leading technology forecasters and innovation experts and the featured keynoter speaker at this year’s DCPA16. He is globally recognized for his exceptional 30+ year record of accurately predicting how technological, social, and business forces converge to create untapped opportunities.
Join CPA.com president and CEO, Erik Asgeirsson as he discusses the critical Anticipatory competency with Daniel Burrus, Horne LLP CEO Joey Havens and the CEO of the Maryland Association of CPAs, Tom Hood. This webinar will cover:
· The difference between hard trends and soft trends
· Why it is important to identify trend types
· Use cases of how these skills are being used in the profession
AFRICA HR SUMMIT 2018 : THE HR STANDARDS CONTRIBUTION TO ORGANISATIONS by Mar...SABPP
AN OPPORTUNITY FOR AFRICA, says Marius Meyer, CEO of SABPP at the Mercer Africa HR Summit 2018
His focus includes:
Evolution of the HR Profession
• HR Standards & Audit Update
• Professional Practice Standards
Theo Veldsman, Professor in HR Management: University of Johannesburg leading a session the action plan for implementing and signing the #LeadershipStandard Pledge at the 5th Annual #HRStandards Conference 2017
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Memorandum Of Association Constitution of Company.pptseri bangash
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
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
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.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
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What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
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.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
Putting the SPARK into Virtual Training.pptxCynthia Clay
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.
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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.
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4. A G E N D A
•Overcoming the challenge of member apathy & encouraging proactivity amongst members
•Developing a client-focused mind-set –seeing your members as customers
•Why do members leave? Developing effective member retention strategies
•What do members want? Conducting a member satisfaction survey to identify their needs
•Identify ways of engaging with your members one-on-one on a regular basis
5. Wake-up call for professional bodies
“Not all companies deserve to last. Perhaps society is better off getting rid of organizations that have fallen from great to terrible rather than continuing to let them inflict their massive inadequacies on their stakeholders. Institutional self-perpetuation holds no legitimate place in a world of scarce resources; institutional mediocrity should be terminated, or transformed into excellence.”
Jim Collins
6. KEY CHALLENGE
Why are “professional” bodies so “unprofessional” in their conduct and interaction with members and other stakeholders?
7. History of SABPP
•Formed in 1982.
•Registered HR Professionals and accredited universities on HR curriculum.
•First Competency Model in 1990.
•Became an ETQA in 2002.
•Second Competency Model in 2012.
•First set of HR Standards in 2013.
•Busy with setting HR Metrics for 2015.
8. New SABPP Engagement Model: HR Voice for Professionals
Human resource development
Research -info
Value & visibility
Openfor alliances
Innovation
CPD
Excel- lence
Quality
assurance
Learning growth & develop- ment
Knowledge
Self-governance
Duty to society
Ethics
9. Market response
“WOW!!! Reading your newsletter at 3am on my Blackberry and am so excited not only by what u have achieved in such a short space but the breadth and depth of visionary implementation. An awesome awesomewell done to u and the team!!!!”
Stan Horwitz(Western Cape)
“I regret why I have taken so long before becoming an active member of your organization. Alas, this is now history because, as it is I am completing my application form. Once-more, it was one of those welcomed nostalgic moments, I will cherish for some-time!”
SibusisoDennis Mngomezulu, General Manager: HR,
ZF Services South Africa
10.
11. The SABPP Journey
Formation & growth
Stabilisation & maintenance
ETQA growth
HR Voice
Professional & AQP growth
Numbers - growth
Universities accreditation
Provider
accreditation
Numbers – growth/staff
HR Profession Bill
No growth
Professionals neglected
Financial
performance
Decade 1:
1982 -1990
Decade 2:
1990 –2000
Decade 3:
2000 –2010
Decade 4:
2011 –2020
TIME
PHASE
GOOD
BAD
12. SABPP VALUE PROPOSITION: Products/Services to advance HR profession
RECOGNITION =
PROFESSIONAL STATUS
RESOURCES = PRODUCTS/SERVICES
RESEARCH =
INFORMATION
•Professionalregistration
•NLRD Upload (SAQA)
•RPL
•Awards
•Advocacy
•HR Assessors/Moderators registration
•Accreditation of providers
•University accreditation
•HR Competency Model
•Social media discussions
•KnowledgeCentre
•Booklets/DVDs
•Guides/toolkits
•Charts/posters
•Fact sheets
•One-stop info
•Updates (laws, trends)
•Ethics help-line
•Newsletters
•Website
•HR Internships/jobs
•HR policies
•Mentoring
•Workshops/seminars
•Access to alliances
•Event/product discounts
•CPD
•Students
•Research papers
•Position papers
•Books
•Articles
•Cases
•Benchmarking
•Magazines
•Labour market information
13. Market feedback
“Let me take this opportunity to express that I have noticed a sense of rejuvenation in SABPP which is heartening and it tends to install an element of good pride. Well done.”
DayalanNaicker, Legal Aid (KZN)
“I am thrilled to see the revamped efforts that this professional organisation is making to professionalise HR and HRD.”
Irene James, Dionysus (KZN)
“Congratulations as you grow and expand your operations to serve South Africa.”
LethaboMatlala, Unisa(Limpopo)
15. Strategic Transformation
2011 -2012
2012 …
2013 …
We are changing
We are delivering
We are improving and adding value
More open, visible and rebranding
Products, Services, Competencies
More and improved products/services/ standards
16. MEMBER APATHY
Why?
•Don’t see value
•Experience problems you can’t resolve
•Dissatisfied with service
•Passive membership
•Lack of engagement
18. Engagement starts with commitment
“Individual commitment to a group effort, that is what makes a team work, a company work, a society work, a civilization work!”
(Vince Lombardi)
20. Provider feedback
“I would just like to express our appreciation for the amazing support and turn-around time we have experienced recently from Naren and Kathleen.
We had quite a large batch of level 4 HRM PoEsready for external moderation and I indicated that some parents, not understanding all the processes that still have to take place, were anxious for their offspring to receive their certificates –not just for recognition but to assist mostly in job-hunting, I think.
Naren responded immediately to our email with the internal moderation report and Template 2’s and indicated that I could deliver the selected 25% sample the same day – last Thursday afternoon. He completed the external moderation within 2 days and has already emailed me the report.
Kathleen has already informed me that we can start uploading the results.
This is fantastic service and it is really appreciated –we’ll now do our part with speedy uploads so we can move forward towards certification.”
Jeannette Campbell
HOD: Assessment Design
Boston City Campus and Business College
21. WHY DO MEMBERS LEAVE?
•Dissatisfaction with service
•Poor value proposition
•Professional body not keeping in touch, not at cutting edge - stagnation
•Moving to other fields/professions
22. CLIENT-FOCUSED MINDSET
•Seeing your members as customers (balance service with regulatory role)
•Create market segments (levels, qualifications, positions, industries etc)
•Engagement with your members is key
•Build a customer mindset among staff
•Measure customer satisfaction
23. ENCOURAGE PROACTIVITY
•Make them part of committees
•Engagement forums
•Regular events/briefings
•Awards for members
•Proactive communication
27. WAYS OF ENGAGEMENT
Newsletters, Magazines, Fact Sheets, Social Media, Personal Visits, Briefings, Company Visits, Emails, Post, Products, Services, Research Papers, Position Papers, Posters, Blogs, Seminars, Workshops, Conferences, Webinars, Committees, Work Groups, Study Groups, Meetings, Indabas, Newspapers …
28. SociSABPP Social Media Strategymedia strategy
e❸
engage for empowerment towards excellence
Connecting HR professionals in professional social media networks
Contact us on voice@sabpp.co.za
29. SABPP BLOG
For regular updates join our Blog:
www.hrtoday.me
www.sabpp.co.za
30. FOLLOW US ON :
@sabpp1 SABPP
@siphiwemoyo Chairman
@mariussabppCEO
@xolani_mawande COO
@jacoduplessisza Social
#hrstandards
#sabpp
31. LESSONS LEARNED
•Start with a clear value proposition
•Focus on services first –impress your market with a delivery model
•Have a clear strategy linked to purpose
•Build capacity to deliver
•Form alliances to leverage impact
•Social media is powerful
•Get publicity –be the voice for the profession