Cisco 1st Global HR Hackathon: more than 800 people participated in person and virtually around the globe (from Sidney to Anchorage) Creating 105 solutions.
Cisco sources revealed the company policy was to attract the top 10-15% of people in the networking industry. Cisco used various recruitment tools like an online friends program and buddy system to attract the best talent. This benefited Cisco by generating 500,000 job page hits per month by 1999 and establishing new recruitment initiatives that hired approximately 8,000 people per year. E-recruitment emerged as a strategic tool for IT companies as it was cheaper and faster than traditional methods, allowing faster hiring processes and promotion of organizations.
project report on hr operations and talent managementpriyamvada14
The document discusses the company profile of KidZania Delhi NCR, an indoor theme park that allows children to role play adult jobs. It outlines KidZania's locations, mission, values and the concept of allowing kids to work in simulated jobs. It also provides details about KidZania's economy, HR team structure and functions, and recruitment and talent management processes.
Summer Internship Project on current trends in Talent Acquisitions and Recrui...Krunal Khatri
Hiringlink Solutions is a privately held organization specializing in talent acquisition and HR business partnering services for IT/ITES, pharmaceuticals/healthcare, telecom, and engineering companies. They help clients identify and retain top talent through strategic solutions. Their goals are to become the most preferred business partner for high-tech organizations and lead the market in providing quality talent services across industries. Services include talent acquisition, employee verification, training solutions, and HR business partnering.
The document discusses using an HR scorecard to measure HR performance and strategy. It explains that an HR scorecard is most useful when based on an HR strategy map that shows the links between objectives across four perspectives: input, activity, outcome, and business impact. Without a strategy map to provide context, an HR scorecard can confuse strategy and lead to misguided decisions if measures are not well aligned with objectives. The key is developing an HR strategy map first to identify the strategic activities, outcomes, and impacts of HR before defining scorecard measures.
Recruitment & selection process practiced by a multinational organisation a c...Nikita Palkar
TCS has a multi-level recruitment and selection process tailored to different roles within the company. For entry-level workforce roles, candidates apply online or via ads and undergo aptitude testing, technical and behavioral interviews, and group problem-solving assessments. For frontline and middle management roles, internal promotions are considered alongside external hires who face interviews, case studies, presentations, and leadership evaluations. Top management is solely comprised of high-performing internal candidates with long tenure who are strategically positioned to lead the company. Overall, TCS aims to select candidates at all levels based on both technical skills and cultural fit through a comprehensive process.
Infosys is an Indian multinational corporation that provides business consulting, information technology and outsourcing services. It was founded in 1981 and is headquartered in Bengaluru. Infosys has offices and development centers in over 30 countries and employs over 160,000 people. It offers a range of services including software development, maintenance, independent validation and banking products. Infosys has received several awards and recognition for its innovative products, services and corporate governance practices.
This document provides an overview of succession planning and human resource management. It discusses the importance of HRM in areas like recruitment, training, performance appraisals, and maintaining a positive work environment. It then defines succession planning as identifying and preparing potential leaders to replace key roles like the CEO. The document outlines the succession planning process, including identifying short and long-term successors, developing those individuals, and having backups in place. It notes that succession planning typically covers senior roles but some large organizations use a devolved model. Finally, it states that succession planning is led by line managers and CEOs but HR plays an important supporting role in the process.
Cisco sources revealed the company policy was to attract the top 10-15% of people in the networking industry. Cisco used various recruitment tools like an online friends program and buddy system to attract the best talent. This benefited Cisco by generating 500,000 job page hits per month by 1999 and establishing new recruitment initiatives that hired approximately 8,000 people per year. E-recruitment emerged as a strategic tool for IT companies as it was cheaper and faster than traditional methods, allowing faster hiring processes and promotion of organizations.
project report on hr operations and talent managementpriyamvada14
The document discusses the company profile of KidZania Delhi NCR, an indoor theme park that allows children to role play adult jobs. It outlines KidZania's locations, mission, values and the concept of allowing kids to work in simulated jobs. It also provides details about KidZania's economy, HR team structure and functions, and recruitment and talent management processes.
Summer Internship Project on current trends in Talent Acquisitions and Recrui...Krunal Khatri
Hiringlink Solutions is a privately held organization specializing in talent acquisition and HR business partnering services for IT/ITES, pharmaceuticals/healthcare, telecom, and engineering companies. They help clients identify and retain top talent through strategic solutions. Their goals are to become the most preferred business partner for high-tech organizations and lead the market in providing quality talent services across industries. Services include talent acquisition, employee verification, training solutions, and HR business partnering.
The document discusses using an HR scorecard to measure HR performance and strategy. It explains that an HR scorecard is most useful when based on an HR strategy map that shows the links between objectives across four perspectives: input, activity, outcome, and business impact. Without a strategy map to provide context, an HR scorecard can confuse strategy and lead to misguided decisions if measures are not well aligned with objectives. The key is developing an HR strategy map first to identify the strategic activities, outcomes, and impacts of HR before defining scorecard measures.
Recruitment & selection process practiced by a multinational organisation a c...Nikita Palkar
TCS has a multi-level recruitment and selection process tailored to different roles within the company. For entry-level workforce roles, candidates apply online or via ads and undergo aptitude testing, technical and behavioral interviews, and group problem-solving assessments. For frontline and middle management roles, internal promotions are considered alongside external hires who face interviews, case studies, presentations, and leadership evaluations. Top management is solely comprised of high-performing internal candidates with long tenure who are strategically positioned to lead the company. Overall, TCS aims to select candidates at all levels based on both technical skills and cultural fit through a comprehensive process.
Infosys is an Indian multinational corporation that provides business consulting, information technology and outsourcing services. It was founded in 1981 and is headquartered in Bengaluru. Infosys has offices and development centers in over 30 countries and employs over 160,000 people. It offers a range of services including software development, maintenance, independent validation and banking products. Infosys has received several awards and recognition for its innovative products, services and corporate governance practices.
This document provides an overview of succession planning and human resource management. It discusses the importance of HRM in areas like recruitment, training, performance appraisals, and maintaining a positive work environment. It then defines succession planning as identifying and preparing potential leaders to replace key roles like the CEO. The document outlines the succession planning process, including identifying short and long-term successors, developing those individuals, and having backups in place. It notes that succession planning typically covers senior roles but some large organizations use a devolved model. Finally, it states that succession planning is led by line managers and CEOs but HR plays an important supporting role in the process.
HR PRACTICES OF MULTINATIONAL COMPANIES mehul chopra
This presentation would enhance your knowledge about the hr practices followed by different companies and it would enhance your knowledge about the what services does the company provide to their employees
TCS was founded in 1968 and provides IT, BPO, and engineering services. It focuses on training employees through various programs to gain new skills and invests in talent development. The company also has policies around career management, diversity and inclusion, working hours, leaves, and learning programs to engage and develop its talent.
Cisco is a global technology company founded in 1984 known for its networking hardware and software. It has over 71,000 employees worldwide and focuses on innovation, talent development, and customer service. Cisco recruits top talent through various strategies and provides extensive training and benefits to retain employees. It emphasizes core values of customer dedication and sharing company vision to drive success.
Project report on evaluation of recruitment and selection processElina Pari
This document is a project report submitted by a student to fulfill requirements for a Master of Business Administration degree. It evaluates the recruitment and selection process of Bharti Airtel Limited. The report includes an introduction, literature review on recruitment and selection, company profile of Bharti Airtel, research objectives and methodology, data analysis and findings, and recommendations. Key points covered include the sources of recruitment used by Bharti Airtel, both internal and external, as well as the factors considered in their recruitment and selection process.
This document summarizes a summer internship project on employee engagement at Pantaloons Fashion & Retail Limited. It includes an introduction outlining the objectives and methodology of the study. Over the course of 7 weeks, the intern organized various engagement events for employees and collected data through questionnaires and interviews. The intern maintained records, onboarded new employees, and supported various HR functions. The document provides details of the intern's weekly activities and certifications from the academic and corporate guides.
Employee First, Customer Second (EFCS) is a radical new philosophy of HCL Technologies.
Through this philosophy the aim was to create a unique employee organization, drive an inverted organizational structure, create transparency and accountability within the organization, and encourage a value driven culture.
For more information. please visit www.employeefirst.in
Tata Consultancy Services (TCS) was founded in 1968 and is headquartered in Mumbai, India. The document discusses TCS's human resource practices, including manpower planning, recruitment, learning and development, performance reviews, and retention strategies. It states that good HR practices increase operational efficiency, employee engagement and satisfaction, and information sharing. They also improve leadership development, data integrity, and allow the company to take advantage of employees' interests in career growth. The conclusion is that companies must consider employees important assets and that TCS can gain a competitive advantage by motivating employees and providing development opportunities.
HR Analytics Design, Implementation and Measurement of HR StrategyDr. Nilesh Thakre
The document discusses HR analytics and the design, implementation, and measurement of HR strategy. It defines HR analytics as applying data mining and business analytics techniques to human resources data to provide insights for effectively managing employees. It also discusses defining a company vision, establishing the HR department's role, developing a company overview, investigating company needs, evaluating HR processes, implementing the plan, and measuring success as key parts of designing, implementing, and measuring an HR strategy. The goal of the strategy is to help achieve business goals and get an optimal return on investment from human capital.
Analysis of recruitment and selection processNeethu yadav
The document summarizes the intern's work analyzing recruitment and selection processes for 3 IT clients at RS HR Team Solutions Pvt Ltd. During the internship, the author observed various HR practices, interacted with the HR head to understand processes, sourced and screened candidates, and observed recruitment interviews. The objective of the project was to analyze HR practices and provide recommendations to improve effectiveness and organizational performance.
This document discusses HR activities at Wipro, an Indian IT company. It provides an overview of Wipro's history and founding in 1945. It then outlines several of Wipro's core HR practices, including systematic analysis of HR needs, the evolution and use of Six Sigma methodology, models for HR policy and employee relationship management, processes for recruitment and selection, training and development programs including leadership development, and performance appraisal. Employee welfare programs at Wipro like education benefits, housing, and insurance are also briefly mentioned.
Talent management practices of TCS-
Recruitment and selection process
Learning and Development
Performance Management
Compensation and Benefits
Employee Retention
Succession Planning
The document discusses transforming the role of the HR business partner in a shared services model. It outlines the traditional HR business partner role versus the transformed role in a shared services environment. The key steps in transforming the role are to assess the current competencies and skills of HR business partners, define the new competencies and skills needed for the transformed role, and develop training and development plans based on gaps identified in the assessment. The timing of transforming the role should be integrated with the implementation of the shared services model.
HR practitioners have learned to add value by becoming effective facilitators of senior team strategic planning sessions. Operationally, HR units can ensure their plans and programs support and drive strategic business: Capability Assessment, Capacity Management, SWOT-FS, Importance-Performance Analysis, Benchmarking and Best Practice studies and impact evaluation using Kirkpatrick Level 3 & 4 assessment are just some of the tools.
This document is a project report submitted by Vidhu Arora for their Master's degree. It provides an overview of their summer training project conducted at Aerial Telecom Solutions focusing on employee engagement. The report includes an introduction to Aerial Telecom which provides various telecom services. It then describes the methodology used for the project which involved questionnaires and interviews. The remaining sections will analyze employee workplace involvement, engagement practices, work-life balance and retention based on the research conducted.
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
Infosys is an Indian global technology company headquartered in Bangalore with 145,088 employees from 85 countries. Its vision is to be a globally respected corporation providing best-in-class business solutions through technology and people. Infosys provides various services across industries like aerospace, banking, manufacturing, and more. It has extensive training programs for employees conducted at its world's largest training center in Mysore, with the goal of developing skills to best serve clients.
This document is a project report on a study of employee satisfaction towards the recruitment process at Mindlogicx Infratech Limited in Bangalore. It includes an introduction to the study, industry and company profiles, objectives, scope, limitations, literature review, research methodology, data analysis, findings, suggestions and conclusion. The study aims to understand the recruitment process and factors influencing employee satisfaction. Primary data was collected through questionnaires from 200 employees and secondary data from various sources. The data was analyzed using statistical tools like percentage analysis and chi-square test. Key findings and suggestions are provided to improve recruitment and select the right candidates.
Complete hr policies and its implementation in overnite express limited proje...Adv. Avinash Kumar
This document is a project report submitted by Avinash Kumar for the partial fulfillment of an MBA degree. The report details Kumar's internship at Overnite Express Limited, focusing on the company's HR policies and their implementation. Overnite Express Limited is an Indian logistics company that was founded in 1987 and has since expanded to serve over 6,000 pin codes across India and 1,000 cities worldwide. The report provides an overview of the company, outlines its vision, values, and practices. It then analyzes several of the company's key HR policies, including recruitment, training, performance management, and more.
The ExO Sprint is a 10-week process that helps organizations create their future and drive innovation. It provides access to thought leaders in emerging technologies and helps shift organizations' mindsets from scarcity to abundance. The Sprint delivers portfolios of breakthrough ideas through its two streams - Core focuses on adapting to industry disruption, while Edge designs new startups. Participants typically commit 30-50% of their time each week and work on assignments with coaching. Past Sprints have helped launch new initiatives at companies like P&G and TD Ameritrade.
The document describes the Dave Ulrich HR Academy, a virtual training program for HR professionals. The program consists of 16 modules delivered over 8 weeks, with weekly live sessions led by HR experts. It aims to help HR professionals take a strategic, outside-in approach to creating business value in three key areas: business context/HR value, HR outcomes, and building competent HR teams. Participants will learn frameworks, assess their skills and departments, and develop action plans to drive change in their organizations. The program is designed to have a high completion rate through its guided, collaborative approach.
HR PRACTICES OF MULTINATIONAL COMPANIES mehul chopra
This presentation would enhance your knowledge about the hr practices followed by different companies and it would enhance your knowledge about the what services does the company provide to their employees
TCS was founded in 1968 and provides IT, BPO, and engineering services. It focuses on training employees through various programs to gain new skills and invests in talent development. The company also has policies around career management, diversity and inclusion, working hours, leaves, and learning programs to engage and develop its talent.
Cisco is a global technology company founded in 1984 known for its networking hardware and software. It has over 71,000 employees worldwide and focuses on innovation, talent development, and customer service. Cisco recruits top talent through various strategies and provides extensive training and benefits to retain employees. It emphasizes core values of customer dedication and sharing company vision to drive success.
Project report on evaluation of recruitment and selection processElina Pari
This document is a project report submitted by a student to fulfill requirements for a Master of Business Administration degree. It evaluates the recruitment and selection process of Bharti Airtel Limited. The report includes an introduction, literature review on recruitment and selection, company profile of Bharti Airtel, research objectives and methodology, data analysis and findings, and recommendations. Key points covered include the sources of recruitment used by Bharti Airtel, both internal and external, as well as the factors considered in their recruitment and selection process.
This document summarizes a summer internship project on employee engagement at Pantaloons Fashion & Retail Limited. It includes an introduction outlining the objectives and methodology of the study. Over the course of 7 weeks, the intern organized various engagement events for employees and collected data through questionnaires and interviews. The intern maintained records, onboarded new employees, and supported various HR functions. The document provides details of the intern's weekly activities and certifications from the academic and corporate guides.
Employee First, Customer Second (EFCS) is a radical new philosophy of HCL Technologies.
Through this philosophy the aim was to create a unique employee organization, drive an inverted organizational structure, create transparency and accountability within the organization, and encourage a value driven culture.
For more information. please visit www.employeefirst.in
Tata Consultancy Services (TCS) was founded in 1968 and is headquartered in Mumbai, India. The document discusses TCS's human resource practices, including manpower planning, recruitment, learning and development, performance reviews, and retention strategies. It states that good HR practices increase operational efficiency, employee engagement and satisfaction, and information sharing. They also improve leadership development, data integrity, and allow the company to take advantage of employees' interests in career growth. The conclusion is that companies must consider employees important assets and that TCS can gain a competitive advantage by motivating employees and providing development opportunities.
HR Analytics Design, Implementation and Measurement of HR StrategyDr. Nilesh Thakre
The document discusses HR analytics and the design, implementation, and measurement of HR strategy. It defines HR analytics as applying data mining and business analytics techniques to human resources data to provide insights for effectively managing employees. It also discusses defining a company vision, establishing the HR department's role, developing a company overview, investigating company needs, evaluating HR processes, implementing the plan, and measuring success as key parts of designing, implementing, and measuring an HR strategy. The goal of the strategy is to help achieve business goals and get an optimal return on investment from human capital.
Analysis of recruitment and selection processNeethu yadav
The document summarizes the intern's work analyzing recruitment and selection processes for 3 IT clients at RS HR Team Solutions Pvt Ltd. During the internship, the author observed various HR practices, interacted with the HR head to understand processes, sourced and screened candidates, and observed recruitment interviews. The objective of the project was to analyze HR practices and provide recommendations to improve effectiveness and organizational performance.
This document discusses HR activities at Wipro, an Indian IT company. It provides an overview of Wipro's history and founding in 1945. It then outlines several of Wipro's core HR practices, including systematic analysis of HR needs, the evolution and use of Six Sigma methodology, models for HR policy and employee relationship management, processes for recruitment and selection, training and development programs including leadership development, and performance appraisal. Employee welfare programs at Wipro like education benefits, housing, and insurance are also briefly mentioned.
Talent management practices of TCS-
Recruitment and selection process
Learning and Development
Performance Management
Compensation and Benefits
Employee Retention
Succession Planning
The document discusses transforming the role of the HR business partner in a shared services model. It outlines the traditional HR business partner role versus the transformed role in a shared services environment. The key steps in transforming the role are to assess the current competencies and skills of HR business partners, define the new competencies and skills needed for the transformed role, and develop training and development plans based on gaps identified in the assessment. The timing of transforming the role should be integrated with the implementation of the shared services model.
HR practitioners have learned to add value by becoming effective facilitators of senior team strategic planning sessions. Operationally, HR units can ensure their plans and programs support and drive strategic business: Capability Assessment, Capacity Management, SWOT-FS, Importance-Performance Analysis, Benchmarking and Best Practice studies and impact evaluation using Kirkpatrick Level 3 & 4 assessment are just some of the tools.
This document is a project report submitted by Vidhu Arora for their Master's degree. It provides an overview of their summer training project conducted at Aerial Telecom Solutions focusing on employee engagement. The report includes an introduction to Aerial Telecom which provides various telecom services. It then describes the methodology used for the project which involved questionnaires and interviews. The remaining sections will analyze employee workplace involvement, engagement practices, work-life balance and retention based on the research conducted.
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
Infosys is an Indian global technology company headquartered in Bangalore with 145,088 employees from 85 countries. Its vision is to be a globally respected corporation providing best-in-class business solutions through technology and people. Infosys provides various services across industries like aerospace, banking, manufacturing, and more. It has extensive training programs for employees conducted at its world's largest training center in Mysore, with the goal of developing skills to best serve clients.
This document is a project report on a study of employee satisfaction towards the recruitment process at Mindlogicx Infratech Limited in Bangalore. It includes an introduction to the study, industry and company profiles, objectives, scope, limitations, literature review, research methodology, data analysis, findings, suggestions and conclusion. The study aims to understand the recruitment process and factors influencing employee satisfaction. Primary data was collected through questionnaires from 200 employees and secondary data from various sources. The data was analyzed using statistical tools like percentage analysis and chi-square test. Key findings and suggestions are provided to improve recruitment and select the right candidates.
Complete hr policies and its implementation in overnite express limited proje...Adv. Avinash Kumar
This document is a project report submitted by Avinash Kumar for the partial fulfillment of an MBA degree. The report details Kumar's internship at Overnite Express Limited, focusing on the company's HR policies and their implementation. Overnite Express Limited is an Indian logistics company that was founded in 1987 and has since expanded to serve over 6,000 pin codes across India and 1,000 cities worldwide. The report provides an overview of the company, outlines its vision, values, and practices. It then analyzes several of the company's key HR policies, including recruitment, training, performance management, and more.
The ExO Sprint is a 10-week process that helps organizations create their future and drive innovation. It provides access to thought leaders in emerging technologies and helps shift organizations' mindsets from scarcity to abundance. The Sprint delivers portfolios of breakthrough ideas through its two streams - Core focuses on adapting to industry disruption, while Edge designs new startups. Participants typically commit 30-50% of their time each week and work on assignments with coaching. Past Sprints have helped launch new initiatives at companies like P&G and TD Ameritrade.
The document describes the Dave Ulrich HR Academy, a virtual training program for HR professionals. The program consists of 16 modules delivered over 8 weeks, with weekly live sessions led by HR experts. It aims to help HR professionals take a strategic, outside-in approach to creating business value in three key areas: business context/HR value, HR outcomes, and building competent HR teams. Participants will learn frameworks, assess their skills and departments, and develop action plans to drive change in their organizations. The program is designed to have a high completion rate through its guided, collaborative approach.
What are accelerators? What impact do they have? (UNSW & DIIS)Martin Bliemel
This is the public presentation (1 & 2 June, 2016) about the report on accelerators (and incubators, co-working spaces, mentoring organizations, and angel groups) by our team at UNSW, commissioned by the Department of Industry, Innovation & Science.
Full report: http://www.industry.gov.au/industry/OtherReportsandStudies/Pages/default.aspx
Video coming soon.
Your best asset? Your team!
As an entrepreneur, building the best team ever is key so let’s talk about Culture & Hiring and share experience and best practices with our two guests:
- Erwan Menard, President & COO at Scality. The Scality RING is a software that turns any standard x86 servers into web-scale storage. To date, the company has raised $93M. They are based in Paris, San-Francisco, Washington, Boston, London, Singapour & Tokyo and went from 36 to 173 employees in 3 years. Erwan will share with you how they maintain a Startup culture, whereas they are based in 7 different locations and they double their team this year.
- Youen Chéné, CTO at Saagie. Saagie is an end-to-end data platform that unites people, data and technologies. They gather now 23 employees (mostly developers). Youen, used to work as an architect for different companies then, he founded his own startup and joined Saagie 1,5 years ago. He is deeply involved in several Java User groups (Devox, Codeurs en Seine, etc.) and will talk about “All you need to know about the CTO”.
Sodexo is the world leader in services that improve quality of life, an essential factor in individual and organizational performance. Operating in 80 countries, Sodexo serves 75 million consumers each day through its unique combination of Onsite Services, Benefits and Rewards Services, and Personal and Home Services.
At Sodexo, we believe that when companies place people’s quality of life at the center of their thinking, they create a more committed and engaged workforce. We have worked to make quality of life something that is concrete and operational, reconciling individual expectations with the goals of companies and viewing workplace trends through the lens of quality
of life. We have identified six dimensions of quality of life on which our services have a direct impact:
The Physical Environment: Ensuring that employees are safe and feel comfortable
Health & Well-Being: Providing opportunities to make employees healthier
Social Interaction: Strengthening bonds among individuals and facilitating access to culture and leisure
Recognition: Making employees feel valued
Ease & Efficiency: Simplifying the daily employee experience
and improving work-life balance
Personal Growth: Helping employees grow and develop
A Playbook for Corporate Innovation - Explorium HKYangie Chung
Are you an innovator about to start a new innovation hub or join one?
We were in the same shoes not too long ago. We started Explorium in Hong Kong in 2018 and over the past two years we've tried, failed, hit brick walls, and succeed (on occasion) in helping the businesses of the Fung Group innovate following an ecosystem approach.
We learned a lot along the way and now are sharing back our reflections and suggestions in a Playbook for Ecosystem Innovation - this is the guide we wish we had at the beginning of our journey. Read it, and maybe you can avoid some of our mistakes.
The purpose is to explore the opportunity to embed the Human‐Centred Design in business models culture. It aims to embody nimble business mind-‐sets to equip the organizations with the understanding of customer needs as a real competitive advantage.
Design Thinking creates a high quality bond of engagement and loyalty between the company and employees. The open‐minded discovery process in the Design Thinking can be a strategic landscape where learning environment and innovation thrive.
Understanding the customer through the use of empathy and to nourish the co‐creation process are the lenses to create a design-‐driven culture. This also implies a learning driven culture with the ability to reframe business challenges to solve customers’ problems.
2018 was a big, impactful, breakout year full of growth for us at Darwinbox.
We almost doubled in size, bagged some hefty awards, solved a stack of HR problems with technology, added a few more glossy feathers (clients) to our cap, made some big bets on product, events and team members - and learned a hell lot.
So to honour this incredible year, and gather for a little celebration, we’ve put together some of the favourite things we did in 2018. Read more - https://bit.ly/2R7fCoG
We are proud to announce our fifteenth Innovation Excellence Weekly for Slideshare. Inside you'll find ten of the best innovation-related articles from the past week on Innovation Excellence - the world's most popular innovation web site and home to 5,000+ innovation-related articles.
This document provides guidance on developing scenario plots for strategic planning. It discusses two approaches for identifying a small number of scenario logics or plots from the virtually infinite number of possible futures: the inductive approach and deductive approach. The inductive approach involves brainstorming emblematic events or deviations from an "official future" until consensus is reached. The deductive approach prioritizes the key factors of uncertainty and uses a 2x2 matrix based on the two most important uncertainties. Once the scenario logics are identified, the next step is to flesh them out into compelling narrative stories.
My once-a-decade update to my resume. A visual delight, sporting the best in typographic style and all the usual suspects: infographics, victorian etchings and whimsy.
Shaping your Employee Experience through Design ThinkingSara Coene
We define employee experience as seeing the world through the eyes of our employees and staying connected to their wants and needs, so they are committed to the larger business goals and results.
As the war for talent heats up, many companies have appointed a Head of Employee Experience and are developing a strategy to create an employee experience which takes into account the physical environment employees work in, the tools and technologies that enable their productivity, and learning to achieve their best at work.
HR leaders are leading this effort by reaching outside of the HR function to partner with Marketing and Internal Communications in order to create one seamless employee and customer experience. Making the workplace an experience allows companies to embed their culture and values in the workplace and use this to recruit and retain top talent.
In this slideshare you learn about employee experience, why it is so important to put your people first and what the (new) role of HR is.
Sara Coene is Organisational Change Coach, Employee Experience Designer and Design Thinking Facilitator supporting organizations and leaders in their change, with strong focus on team dynamics and development, using co-creation, visual design tools and insights from behavioral science. She is currently working as strategy designer & managing partner at Bedenk, a Belgium based business creativity agency making organizations futureproof.
This document provides an introduction and agenda for an Agile Basics training session. It includes information about the trainer, Salah Elleithy, including his qualifications and experience in Agile coaching. The learning objectives are outlined, which focus on understanding what makes agility essential, the agile mindset, and the difference between doing agile and being agile. The agenda covers topics such as defining agility, the origins of Agile and the Agile Manifesto, challenges to enabling agility, stages of learning, and understanding the agile mindset. Logistics and ground rules for participation are also mentioned.
LAST Conference 2017 All projects are red until they deliver something work...Phillip Gadzinski
Im holding a workshop at LAST Conference 2017. The outcome is to Design Think our way towards a 'status' framework for agile projects with no RAG - everything is red until you deliver something working.
How to create best-in-class workplace experiences in 2017ISS Group
Over the years, the “workplace” has become an area where facility managers are able to develop a deeper connection between the organization’s values and stakeholders through a series of shared Facility Management experiences.
Today, creating best-in-class workplace experiences is on the 2017 agenda of every great facility manager and business leader.
But how can you utilize the new generation of Service Management to create the best-in-class workplace experiences for your customers and employees?
This document provides an overview of a webinar on best practices in innovation. It discusses defining innovation and frameworks for innovation. It also covers topics like the types of stakeholders involved, assessing risk tolerance, and the types of activities that can drive innovation results, including considering different innovation personalities. Tools for innovation are presented, like the Business Model Canvas and jobs to be done framework. The document emphasizes the importance of defining the target market and considering barriers to overcome. It contrasts soft thinking and hard thinking approaches.
The next generation of HR transformation will see a strategic shift that incorporates services either new or non-traditional to HR functions, like – workforce planning, talent management, mergers and acquisitions, global workforce security, change management and global mobility.
With many solutions available on the cloud now – end-users have more choice than ever, so are there particular value add functions that you offer which tends to get people engaged?
Goodwill Industries of Central Virginia is exploring ways to define and strengthen its organizational culture by focusing on leadership development and values-based leadership. The author conducted research on leadership approaches at other Goodwill organizations. Key findings include: 1) Reinventing the leadership team at Goodwill Chesapeake to better integrate operations; 2) Defining behaviors to bring values to life at Goodwill Menasha through an "intentional culture"; and 3) Shifting from rules-based to principles-based leadership focused on respect, customer satisfaction, and stewardship at Goodwill Indiana. The author aims to propose a leadership model for Goodwill Central Virginia that integrates the mission and defines measures for success.
This document provides an overview of an innovation and design thinking course. It outlines the course learning goals which are to enable students to recognize changing business landscapes, understand design thinking philosophy, and equip students with design thinking tools and frameworks. It also lists the intended learning outcomes which are to recognize limitations of traditional thinking, formulate innovative solutions, develop empathy, enhance creativity, embrace experimentation, and develop an entrepreneurial mindset. The course evaluation includes a mid-term exam, design thinking project, and end-term exam. It then introduces the instructor and provides testimonials praising his expertise in innovation and ability to build design thinking capacity.
This document provides an overview of an innovation and design thinking course. It outlines the course learning goals which are to enable students to recognize changing business landscapes, understand design thinking philosophy, and equip students with design thinking tools and frameworks. It also lists the intended learning outcomes which are recognizing limitations of traditional thinking, formulating innovative solutions, developing empathy, and recognizing an entrepreneurial mindset. The course evaluation includes a mid-term exam, design thinking project, and end-term exam. It then introduces the course facilitator and provides testimonials praising his expertise in innovation and design thinking workshops.
Similar to Cisco Global HR Breakathon Feb2016 (20)
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.