Benchmarking the Finance and Accounting Function 2015Robert Half
This report provides benchmarking data based on input from nearly 1,400 executives from finance and accounting departments at public and private companies in the United States and Canada.
Hiring Practices That Build Powerfully Diverse TeamsIndeed
Research shows diverse teams are more creative and harder working. Join Indeed SVP of Human Resources Paul Wolfe as he speaks with talent leaders about tactics they’ve used to attract a diverse pool of talent and create transformational opportunities for their hires. Learn how a strategic investment in diversity recruiting can strengthen and energize your own workforce, setting the stage for long-term success.
More people find jobs on Indeed than anywhere else. Indeed is the #1 job site in the world and allows job seekers to search millions of jobs on the web or mobile in over 60 countries and 28 languages. 180 million people each month search for jobs, post resumes and research companies on Indeed, and Indeed is the #1 source of external hires for thousands of companies. (sources: SilkRoad & iCIMS).
For more information about how Indeed can help you hire, visit indeed.com/hire.
James Silverman, Co-Founder, Hunted
Hunted is the only job search app designed exclusively for the Recruitment industry. Hunted offers a unique channel for recruitment companies to broadcast their employer brand and careers messaging to attract, engage and hire recruitment talent. We’re the fastest growing recruitment community that’s changing the way recruitment professionals discover career opportunities and connect with companies.”
Benchmarking the Finance and Accounting Function 2015Robert Half
This report provides benchmarking data based on input from nearly 1,400 executives from finance and accounting departments at public and private companies in the United States and Canada.
Hiring Practices That Build Powerfully Diverse TeamsIndeed
Research shows diverse teams are more creative and harder working. Join Indeed SVP of Human Resources Paul Wolfe as he speaks with talent leaders about tactics they’ve used to attract a diverse pool of talent and create transformational opportunities for their hires. Learn how a strategic investment in diversity recruiting can strengthen and energize your own workforce, setting the stage for long-term success.
More people find jobs on Indeed than anywhere else. Indeed is the #1 job site in the world and allows job seekers to search millions of jobs on the web or mobile in over 60 countries and 28 languages. 180 million people each month search for jobs, post resumes and research companies on Indeed, and Indeed is the #1 source of external hires for thousands of companies. (sources: SilkRoad & iCIMS).
For more information about how Indeed can help you hire, visit indeed.com/hire.
James Silverman, Co-Founder, Hunted
Hunted is the only job search app designed exclusively for the Recruitment industry. Hunted offers a unique channel for recruitment companies to broadcast their employer brand and careers messaging to attract, engage and hire recruitment talent. We’re the fastest growing recruitment community that’s changing the way recruitment professionals discover career opportunities and connect with companies.”
We all know it needs to happen, and we at Fuel50 may have been sitting on the fence for a little too long while the debate rages around us. This slideshare rethinks performance conversations, comparing current practices to what needs to happen!
“The Region’s Premier Annual Compensation & Benefits Event” – Since 1996, presenting a senior panel of International & Regional rewards experts for developing and executing agile total rewards strategy scheduled to take place from 7th – 11th June 2015 at The Address Hotel, Dubai Mall, UAE
Communicating Compensation: Gaining Executive SupportPayScale, Inc.
The best way to gain executive support for your compensation design is to develop a comp strategy that is aligned with the business goals of the organization, and then communicate that clearly with your executives.
Finding and keeping great people has never been more important—or as competitive. As a result, once you’ve secured premier talent, the last thing you can afford to do is lose those employees. However, if your organization is like most, you are at risk of losing your key performers. There are four primary reasons your best people may be considering leaving and why a focus on greater employee engagement is so critical. To learn what they are—and how they might work for your business—be sure to view this broadcast.
VisionLink has been building rewards strategies for over 20 years. Now we want to share our secrets with you. Join us to learn the four steps to effective pay design and why each is essential.
Working the Great Resignation: How Employers Can Transform Things to their Ad...Dana Gardner
Transcript of a discussion on new research into why one of the tightest labor markets the world has ever seen means a transition to a more healthy and sustainable environment for employee well-being.
Our presentation on The Engagement Game: Creating a culture of growth, engagement, and workforce agility. Presented by Anne Fulton, Organizational Psychologist, author of The Career Engagement Game (2015), and co-founder of Fuel50.
What Employers Want: The Future Recruitment AgencyTALiNT Partners
Nick Holmes, CEO, TheJobPost
A look at the changing recruitment agency landscape, focussing on the employer/recruitment agency relationship
How it’s changing
What the future recruitment agency looks like from an employer perspective
Candidate Contact: How to Effectively Communicate with TalentTALiNT Partners
Nick Clement, Channel Director, reed.co.uk
● A typical candidate’s job search journey
● The importance of sending the right message, at the right time
● The most effective communication channels to reach active and passive candidates
The Illusive Staffing Metric: Quality of HireCielo
Leading up to the recession, research indicated that a few, but growing number of companies were starting to measure “Quality of Hire.” A lot of the research in this area points out the positive benefits of employing a quality of hire approach as part of an overall talent management strategy.
Agency Food is a quarterly survey for Agency heads to feed in their views on how their Agencies operate and in return benefit from the collective feedback.
2016 Hiring and Compensation Trends for CreativesRobert Half
How much money can creative professionals expect to make in 2016? This slideshow from The Creative Group provides an overview of the hiring landscape and salary trends for creative professionals. Visit creativegroup.com/salary-center for more information.
New Trends in Compensation Management (Group Mediclaim/Insurance Scheme, Personal Accident Insurance Scheme, Company Leased Accommodation,
Recreation/ATM facilities, Corporate Credit Card,
Club memberships, Cellular Phone/Laptop,
Personal Health Care, Loans, Educational Benefits, Regular Get together and other cultural programs, Wedding Day/Birthday Gift, Employee Referral Scheme, Maternity Leave, Paternity Leave, Work-life Balance, Pay Transparency, Broad banding,Variable Pay (Incentive Pay),
Flexible Benefits
We all know it needs to happen, and we at Fuel50 may have been sitting on the fence for a little too long while the debate rages around us. This slideshare rethinks performance conversations, comparing current practices to what needs to happen!
“The Region’s Premier Annual Compensation & Benefits Event” – Since 1996, presenting a senior panel of International & Regional rewards experts for developing and executing agile total rewards strategy scheduled to take place from 7th – 11th June 2015 at The Address Hotel, Dubai Mall, UAE
Communicating Compensation: Gaining Executive SupportPayScale, Inc.
The best way to gain executive support for your compensation design is to develop a comp strategy that is aligned with the business goals of the organization, and then communicate that clearly with your executives.
Finding and keeping great people has never been more important—or as competitive. As a result, once you’ve secured premier talent, the last thing you can afford to do is lose those employees. However, if your organization is like most, you are at risk of losing your key performers. There are four primary reasons your best people may be considering leaving and why a focus on greater employee engagement is so critical. To learn what they are—and how they might work for your business—be sure to view this broadcast.
VisionLink has been building rewards strategies for over 20 years. Now we want to share our secrets with you. Join us to learn the four steps to effective pay design and why each is essential.
Working the Great Resignation: How Employers Can Transform Things to their Ad...Dana Gardner
Transcript of a discussion on new research into why one of the tightest labor markets the world has ever seen means a transition to a more healthy and sustainable environment for employee well-being.
Our presentation on The Engagement Game: Creating a culture of growth, engagement, and workforce agility. Presented by Anne Fulton, Organizational Psychologist, author of The Career Engagement Game (2015), and co-founder of Fuel50.
What Employers Want: The Future Recruitment AgencyTALiNT Partners
Nick Holmes, CEO, TheJobPost
A look at the changing recruitment agency landscape, focussing on the employer/recruitment agency relationship
How it’s changing
What the future recruitment agency looks like from an employer perspective
Candidate Contact: How to Effectively Communicate with TalentTALiNT Partners
Nick Clement, Channel Director, reed.co.uk
● A typical candidate’s job search journey
● The importance of sending the right message, at the right time
● The most effective communication channels to reach active and passive candidates
The Illusive Staffing Metric: Quality of HireCielo
Leading up to the recession, research indicated that a few, but growing number of companies were starting to measure “Quality of Hire.” A lot of the research in this area points out the positive benefits of employing a quality of hire approach as part of an overall talent management strategy.
Agency Food is a quarterly survey for Agency heads to feed in their views on how their Agencies operate and in return benefit from the collective feedback.
2016 Hiring and Compensation Trends for CreativesRobert Half
How much money can creative professionals expect to make in 2016? This slideshow from The Creative Group provides an overview of the hiring landscape and salary trends for creative professionals. Visit creativegroup.com/salary-center for more information.
New Trends in Compensation Management (Group Mediclaim/Insurance Scheme, Personal Accident Insurance Scheme, Company Leased Accommodation,
Recreation/ATM facilities, Corporate Credit Card,
Club memberships, Cellular Phone/Laptop,
Personal Health Care, Loans, Educational Benefits, Regular Get together and other cultural programs, Wedding Day/Birthday Gift, Employee Referral Scheme, Maternity Leave, Paternity Leave, Work-life Balance, Pay Transparency, Broad banding,Variable Pay (Incentive Pay),
Flexible Benefits
How much money can creative professionals expect to make in 2017? This slideshow from The Creative Group provides an overview of the hiring landscape and salary trends for creative professionals. Visit www.roberthalf.com/creativegroup/salary-center for more information.
Trends in Compensation & Best Practices in the Current EconomyCBIZ, Inc.
Presentation Overview:
• Examin turnover in the rebounding economy
• Examine compensation economics 101
• Offensive and defensive strategies
• Review steps for designing a market-based
compensation system
• Recognition and sustaining high performance through a
merit matrix
• Answer your questions
For more information, visit https://www.cbiz.com
New England Compensation Trends & Pay PracticesPayScale, Inc.
As you consider employee raises and prepare your compensation strategy, it's imperative to have reliable, New England-specific data to inform your decisions when building a solid compensation foundation.
2014 Compensation and Benefits Trends in the GCC ReportThe HR Observer
As the economic forecast for the region brightens up, many organisations are preparing for business growth and expansion. This has a great impact on the people operations in the business and especially on compensation and benefits to ensure employee pay and benefits are competitive to retain and engage top talent. The report summaries a GCC wide survey conducted with nearly 160 companies across many sectors. Respondents were asked to report on key pay indicators inside their companies in 2012 – 2014 to analyse major pay movements and trends. A trends analysis of various compensation and benefits instruments in the region including flexible benefits and employee wellness is then presented. The report also outlines the key strategic priorities for the profession in the next 3 years while forecasting some of the key challenges to C&B that come with growth
How to Build Your Sales Blueprint and Double Sales in 28 days...
If your serious about building your business, you will quickly recognise that the ability to sell is the most important skill you will ever develop.
The Sales Blueprint is one of the simplest yet most powerful sales training workshops ever developed. There is no question that sales leads a company's growth efforts, that's why every Business Owner should put themselves and their entire team through The Sales Blueprint.
Forget the 'pushy' style of sales techniques of the past that we all hate. Effective sales nowadays needs a more sophisticated approach. Using consultative sales will give your business the edge. You and your team will come out armed with the knowledge and skills to perform beyond your wildest expectations.
From working on rapport building skills, conversion techniques and communication strategies, participants will come out with an entirely new perspective and motivation to sell... Even those who think they already know how! The longer you've been selling, the better the results. If you're in business then you're selling something. The big question is…
“Do you follow a systematic sales process that provides measurable results?”
If your answer is no, then you need to attend The Sales Blueprint. In this leading edge workshop, you will learn...
• How to create and maintain a psychology of success
• How to set up the sale from the first contact
• How to get the customer to 'sell themselves'
• How to build the value of your product so that your competition pale into insignificance
• How to overcome ANY objection
• Powerful techniques to easily close the sale
You can't afford not to put your entire sales team through this training program. So get ready to have sales flooding into your business.
In just one day, we will give you and your team the essential skills, mindset and tools to dramatically increase sales results…
Call 1300 728 466 or http://www.davidguest.com.au
5 New Trends in Physician Compensation by DoximityNatasha Singh
Explore the 5 new trends in physician salary from Doximity's Career Navigator Survey.
1. Doctors in Denver are most in-demand by healthcare employers
2. Primary care physicians earn the most in Arkansas
3. Specialists earn the most in North Dakota
4. Academic physicians earn 13% less than non-academic peers
5. Academic salaries cluster around $250,000
-----
For the complete report: please email Lauren Lloyd, Head of Public Relations at lauren@doximity.com
Wondering what administrative salaries will look like in 2017? This slideshow from OfficeTeam provides an overview of the hiring outlook for administrative professionals, including hiring and salary trends, skills employers will pay more for, and jobs in demand. Visit https://www.roberthalf.com/officeteam/salary-center for more compensation information.
Let’s face it, it is becoming harder and harder to attract the best talent. And without great people, you’ll never achieve a high-performance culture. As a result, your growth ambitions will be left unfulfilled. In short, it is critical to have an “irresistible” pay offer.
In this presentation, you will learn:
What a well-crafted pay philosophy should address and why it matters to the people you are trying to attract.
How to design a pay approach that appeals to the millennial employees you need to recruit.
Why a compensation strategy rooted in a value-sharing model is essential to an irresistible pay offer.
How top talent evaluates your compensation plan—and what they want it to help them achieve.
Why “how” you pay top producers is more important than “how much” you pay them.
How to create a rewards plan that offers unlimited earnings potential and pays for itself.
To watch the recording, visit https://www.vladvisors.com/webinars/the-3-parts-of-an-irresistible-pay-offer
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Finance want.
Michael Page - Global Employment Trends - Financial Sector 2013Raquel Kroich
3.800 profissionais do Mercado Financeiro foram entrevistados em Março de 2013. Participaram executivos de 47 países, nas Américas, Europa, Oriente Médio, África e Ásia-Pacífico.
O objetivo da pesquisa é entender como os últimos anos em ambiente de crise impactaram o dia-a-dia dos profissionais do mercado financeiro em termos de motivação, salário, pagamento de bônus, oportunidades e carreira, bem como entender como os profissionais avaliam a atual situação e o futuro do mercado financeiro em todo o mundo.
Publicado em junho/2013
2014 Property & Casualty Insurance Industry Outlook: Innovation leading the wayDeloitte United States
On the surface the property and casualty sector appears to be doing quite well, but running an insurance carrier is rarely smooth sailing. The last few years have been particularly difficult for those occupying C-Suite positions, as more fundamental issues are threatening not only short-term results on their balance sheets, but challenging the long-term viability of their operating models as well.
For example, a growing number of insurers are facing significant organizational disruption. Many have made large-scale investments in technology, replacing core systems for claims, policy administration and finance. Their chief challenge now is how to effectively leverage the new systems they’ve put in place and maintain their momentum with additional innovations in personnel, products and culture.
Additionally, ongoing political gridlock in Washington could undermine an already unsteady economic recovery. Not to mention regulatory uncertainty that makes it difficult for carriers to plan ahead and determine operational priorities.
Innovation may ultimately be the key to keep insurers growing regardless of shifting economic and insurance market conditions, as they devise ways to thwart ongoing and emerging competitive threats as well as capitalize on new opportunities.
For more - visit http://www.deloitte.com/view/en_US/us/Industries/Insurance-Financial-Services/039bdd0819e23410VgnVCM3000003456f70aRCRD.htm
Best Practices in Managing Employee Turnover WebinarPayScale, Inc.
Understanding the cause of employee turnover starts with looking at your company processes, procedures, leadership, and culture.
Join Mykkah Herner and Jennifer Ferris as they discuss best practices on managing employee turnover.
Register for this webinar and learn:
- Common myths of employee turnover
- The role of corporate culture in turnover
- Training managers well beyond compliance
- The impact of turnover on your business
- Why employees leave
Webinar - 2023 New Year HR and Comp Panel.pdfPayScale, Inc.
Join a panel of Payscale executives including Chief Financial Officer, James Redfern; Chief Product Evangelist, Ruth Thomas; and VP of People, Lexi Clarke; moderated by Amy Stewart, Associate Director of Content Marketing as they discuss the biggest challenges, priorities, and learnings that HR and comp folks faced and could be facing this year.
Similar to Compensation trends in the insurance industry (1) (20)
Webinar - How to Implement a Data-Driven Compensation StrategyPayScale, Inc.
Join Payscale’s Chief Product Evangelist, Ruth Thomas; Director of Product Management - Data Products, Vicky Peakman; and Director of Data Science, Sara Hillenmeyer as they explore the intricacies of how to design and implement your compensation data strategy.
Webinar - Maximize the efficiency of your merit increase cyclePayScale, Inc.
Let us show you how Payscale Compensation Planning allows you to streamline collaboration, improve workflows, maximize salary budget, and manage pay equity in the pay increase process. It’s never been easier to bring people and technology together to equitably and efficiently reward employee performance.
Webinar - How to set pay ranges in the context of pay transparency legislationPayScale, Inc.
Join Payscale’s Chief Product Evangelist, Ruth Thomas; VP of Compensation Services, Kim Taylor; and Senior Corporate Attorney-Employment, Lulu Seikaly as they discuss how to approach and set salary ranges in the context of increased pay transparency.
Webinar - Payscale Innovation Unleashed: New features and data evolving the c...PayScale, Inc.
Join Payscale’s Brittany Innes, Senior Director of Product Management, and Brooke Grimes, Senior Director of Product Marketing as they discuss what’s new, and coming soon, within the Payfactors platform.
Webinar - How to Choose and Use Salary DataPayScale, Inc.
Join Payscale’s Chief Product Evangelist, Ruth Thomas; Director of Product Management - Data Products, Vicky Peakman; and Director of Data Science, Sara Hillenmeyer as they discuss different salary data sources and how to choose the best ones for you.
Webinar - Q2 2024: What’s New in MarketPayPayScale, Inc.
Join Payscale’s Brittany Innes, Senior Director of Product Management, and Brooke Grimes, Senior Director of Product Marketing as they discuss what’s new, and coming soon, within the MarketPay platform.
Webinar - Pay Transparency Legislation Series, Ep. 11: Best Practices RevealedPayScale, Inc.
Join Payscale’s Chief Product Evangelist, Ruth Thomas and Senior Corporate Attorney-Employment, Lulu Seikaly as they discuss the current landscape of pay transparency legislation and dig into exciting new data around how organizations are approaching it.
Webinar - 2024 Compensation Best Practices PanelPayScale, Inc.
Join Payscale’s Zach Jamieson, Senior HR Business Partner and Robin Dean, Job Description Product Manager as they discuss the evolving landscape of job description management.
Navigating the Now: Pay Transparency, Equity and Opportunity in 2024PayScale, Inc.
Enjoy a panel led by industry thought leaders as they explore the intricate relationships between pay transparency, equity and opportunity. Against the backdrop of evolving legislative and political landscapes, technological advancements, and the changing world of work, this event promises to be an eye-opener.
Webinar-The Future of Job Description Management.pdfPayScale, Inc.
As the workforce undergoes transformative changes and organizations adapt to new norms, staying ahead requires a fresh perspective on how we manage job descriptions.
oin Payscale’s Zach Jamieson, Senior HR Business Partner and Robin Dean, Job Description Product Manager as they discuss the evolving landscape of job description management.
Specifically, they will cover the following:
Best practices for inclusive, collaborative job descriptions,
What’s to come with job description management, and the impact of AI
A look at Payscale’s job description management software
Webinar - Closing the Gap: How Organizations are Making Fair Pay a RealityPayScale, Inc.
Join Payscale’s Chief Product Evangelist, Ruth Thomas, and Associate Director of Content Marketing, Amy Stewart as they discuss this year’s gender pay gap report findings and what this means for organizations looking to take steps towards fair pay.
Payscale has three data sources to help organizations quickly respond to a changing talent market and the technology for organizations of all sizes to create more equitable and transparent pay practices.
Webinar - Paving the Way: Reflections and Insights for Year-Long Compensation...PayScale, Inc.
Join a panel of tenured compensation experts from Payformance Partners, Novant Health, and Roblox as they share compensation planning learnings, best practices, and insights and to help you in your current and future planning efforts.
Webinar - Panel: Navigating the Nuances of Compensation CommunicationsPayScale, Inc.
So, as many of us are wrapping up the year-end merit cycle and looking to communicate these decisions out, what can you do to navigate this season and these conversations successfully? Join a panel of Payscale’s HR and compensation experts as they share practical insights and best practices for smooth pay communications
Webinar - Compensation Best Practices Report Secrets Revealed: Play the Early...PayScale, Inc.
Join us for this engaging trivia-style webinar exclusively for CBPR fielders. Test your compensation IQ, benchmark your knowledge against national trends!
Webinar - Planning for Pay Transparency Legislation in the New YearPayScale, Inc.
Join Payscale’s Chief Product Evangelist, Ruth Thomas and Senior Corporate Attorney- Employment, Lulu Seikaly, as they discuss the current landscape of global pay transparency legislation and best practices for remaining compliant in 2024.
Webinar - How to Create and Maintain a Practical Compensation CalendarPayScale, Inc.
Join Payscale’s Chloe Polanco, Senior Compensation Analyst and Daehi Hwang, Compensation Analyst as they walk through how to create and maintain an effective compensation calendar.
Webinar - Turning the Page: HR and Compensation Trends and Predictions for th...PayScale, Inc.
Join a panel of Payscale executives including Chief Financial Officer, James Redfern; Chief Customer Officer, David Hwang; Chief People Officer, Lexi Clarke; and Chief Product Evangelist, Ruth Thomas as they discuss the biggest challenges, priorities, and learnings that HR and Comp folks faced and could be facing in the new year.
Webinar - Getting the Right Data Mix to Market Price Your JobsPayScale, Inc.
Join a panel of data experts as they discuss different approaches and what strategies customers use to make sure they're making the right data-informed pay decisions.
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.
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.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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.
Business Valuation Principles for EntrepreneursBen Wann
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3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
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Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
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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.
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.
1. PayScale
Tim Low, VP Marketing
timl@payscale.com
Karaka Leslie, Business Development
karakal@payscale.com
COMPENSATION
BEST PRACTICES
Trends in the Insurance Industry
3. www.payscale.com
The Market is Volatile
o The recovery of the economy and profits and the
compensation lag
o The latest trends in HCM & compensation
o The on-going war for talent and the impact on
compensation
o Results of the PayScale 2013 Compensation Best
Practices Survey
5. www.payscale.com
*University of Wisconsin Center for Cooperatives Research http://reic.uwcc.wisc.edu/mutualinsurance/
Mutuals: $2B in Direct Wages
$26B in total Wages
$2B X .05 = $100,000,000
17. Hot Jobs in the Insurance Industry
Q2 2011-Q2 2013
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
Operations ManagerClaims Adjuster / Examiner / InvestigatorInsurance BrokerInsurance AgentSenior Business AnalystPersonal Lines Manager (Insurance)Customer Service SupervisorActuarial AnalystFinancial AnalystClaims ProcessorInsurance Appraiser, Auto DamageBusiness Systems Anal
25. www.payscale.com
67% of respondents from the
Insurance Industry cite retaining top
employees as their primary
compensation objective in 2013
Insurance Trends:
Retention Concerns
27. www.payscale.com
87% of respondents from the
Insurance Industry gave raises in 2012
90% of respondents from the
Insurance Industry say they will give raises
in 2013
Insurance Trends:
Wage Growth
30. www.payscale.com
Prioritized Treatment
Not all individuals, process, functions and
business units have the same impact on results
We need to prioritize jobs, key employees and
business units and then allocate the greatest
portion of its resources to those high priority
areas.
Ideas:
o Recruitment
o Base Pay
o Incentive Pay
o Perks & Fringe benefits
o Recognition
34. www.payscale.com
Elementary
• Know your jobs
• Have an understanding of the market
Intermediate
• Discuss a compensation strategy with leadership
• Know what you want to reward and what you value
• Build guidelines that reflect a compensation strategy that works for your business
Advanced
• Find new and creative ways to incorporate performance pay
• Know how your pay practices stack up against your exact competition for talent
• Communicate your pay strategy with management
• Develop a strong compensation structure
Takeaways
36. o Ever-fresh Compensation Data
o Subscription Software to Create
and Manage Comp
o Compensation Plan Design
Karaka Leslie, Business Development
karakal@payscale.com
Tim Low, VP Marketing
timl@payscale.com
Thank You!
Editor's Notes
TimConversation with employees that’s fact basedHit on our business model—we crowdsource data and that’s why we’re huge! Tee up index data
Tim3% calm veneerMasks huge variation in individual jobs, markets
Tim
Tim
Tim
Tim
Karaka Make a list of the top three things that have affected compensation practices or or your labor market in the past two years. Break-Tim collects or raise hand with responsesChatWhat we want:-salary rising-war for talent-harder to find good people
Karaka explains indexBecause of our ever-fresh robust database, PayScale has the ability to publish a Compensation Index that shows macro trends in pay. Using 2006 as a baseline we measure the % change in pay quarter over quarter.You’ll see this published in NY Times Business Week Huffington PostOur index is broken down by geography, company size, industry and job family. We’ve pulled some highlights from the index as we thought it would benefit our audience today. First, a high level.
KarakaBig volatility between 2006 and today. And individual volatility as well. We’ll look at each of these separately in a moment but we thought the following would interest you. As you can see and we all felt this at the end of 2008, our index shows the % decrease in pay overall due to the recession. Now, what this measures is not decreases to individual’s pay but a change in the total pay of employed workers. Meaning, when people lost their jobs due to RIFs and layoffs, our index measured it. This is critical to understandiwhen attracting and retaining the right talent for your business are what the changes are to pay for your jobs and your labor market. for example IT trends
Karaka explains Tim commentInsurance took a harder hit in 2008 but has steadily recovered nicely above pace with the national trend.
Karaka explains Tim commentThis is very interesting to see. One always thinks that larger companies can afford to pay more so they do and that has historically been the case but what we are now seeing just in the past quarter is that trend changing. Smaller employers in this example have outpaced large companies when it comes to increase in pay over the past two quarters. You’ll see data later that supports this as well with respect to their optimism. Competing for talent small guy versus big guyInverse as well, what it means for large companies
Karaka
Tim
KarakaCannot tell you how many times I’ve heard our customers say that their jobs are unique. It is so very true. Especially now when we are all doing more with less. As such, it is critical to understand the market for your important jobs so that you are not at risk of losing talent to a competitor. Our Story of cisco networking. Our Lead Data Economist has been quoted several times in saying “For white collar jobs, there are only a few ways to improve your pay and certifications are a top way to do that”We hear this often when people are recruiting and they are looking for that perfect candidate. We call this the Purple Squirrel. This slide is a representation of those unique positions that are out there.
There’s been a dance between these two job families over the past few years. Accounting/Finance saw an earlier recovery to wages than HR counterparts and is steadily outpacing HR jobs. Both of course are critical.HR jobs are ahead of “Administrative/Clerical” “Legal” “manufacturing jobs” “construction jobs”
Percentage Pay Growth: Using a methodology similar to the PayScale Index (http://www.payscale.com/payscale-index-Q2-2013/) we calculate the percentage growth in pay over time, all other things equal. This isolates changes in labor market demand for a given title, skilll,or certification. The time-frame for this is growth is from Quarter 2 in 2011 to Quarter 2 in 2013.The average pay growth across all top jobs in insurance is 5.20%, across top skills in insurance is 4.40%, and across top certifications in insurance is 6.90%. All pay growth is specific to skills, certifications, and job titles within the insurance industry.Operations Manager27.30%Claims Adjuster / Examiner / Investigator17.90%Insurance Broker16.70%$61,000Insurance Agent14.40%Senior Business Analyst13.60%Personal Lines Manager (Insurance)13.60%Customer Service Supervisor11.60%Actuarial Analyst11.50%Financial Analyst10.60%Claims Processor9.00%Insurance Appraiser, Auto Damage8.60%Business Systems Analyst8.20%
Encourage you to think of your purple squirrel. Collect ideas in the beginning and price at the end.Worksheet 2-we’ll do it at the end
TimThis is the other side of payscaleresearh, this is what companies say theyr’re doing
Karaka—small companies are more optimistic.We saw the index support this feeling when we looked at the comparison between small companies and larger companies from a change in pay perspective. This result from our survey supports that.
Karaka7% expect it to weaken, 26% expect it to stay the same
Tim Optimisim is playing out in the market
Insurance is a little higher than the average at 51%
Retention is a top priority for many organizations that we talk to and the data shows this to be the case as well.When you factor in the cost of turnover (sometimes equaling to 6 months of salary) there is no question this is a concern for most companies. The days of employees being lucky that they had a job are over and employees are starting to look elsewhere.
#1 reason for employees leaving?“Seeking Higher Pay Elsewhere”The same was true in other industries such as mining, o&g, retail and manufacturing
KarakaSigns point to optimism. We can certainly see this coming to fruition with the conversations we are having with our customers. After some tighter years, companies are starting to award increases this year. We’ll talk a little later on about trends for allocating increases as well. Tim comment
When asked to who in their workforce, the insurance industry cited to an average of 78% of their workforce.Karaka Tim Comment
KarakaWhen crafting next years budget vs. this year the use of Across the board increases down by 50%Use of Variable Pay has increased 300%
Names in the drawerVideo: 12 names
TimRevenue per employeeGoes against the idea of fairness, equity which is akin to HR’s nature