Cost of talent 2016 methodology and regional rankings
•
0 likes•3,032 views
Based on the feedback from 580 397 Business and Engineering students from 57 countries who participated in Universum’s Talent Survey 2016
Report
Share
Report
Share
Download to read offline
Recommended
Salary and pricing analysis in Vietnam Lab. Type development
Now Vietnam software development business comes to a turning point. By using a recruitment web service, roughly approximate Salary and Pricing of Vietnam Software Development Business.
Pessimistic or Realistic, I don't know.
Wage setting tasc sept 11
1. The document examines the impact of Ireland's economic crisis on wage setting mechanisms for vulnerable workers, particularly the Joint Labour Committee (JLC) system.
2. It analyzes survey data to look at earnings, hours worked, overtime pay, and shift allowances for low-paid private sector workers, finding that over half of low-paid workers earn wages within the JLC range.
3. Workers covered by JLC rates tend to work fewer total and overtime hours and are less likely to receive shift allowances or overtime pay compared to higher-paid workers.
Time to Consider Recruitment Process Outsourcing
Recruitment Process Outsourcing (RPO) providers have been around for around 20 years, but many companies are still reluctant to use one.
Breaking Top Recruitment Dependencies with Contextual Intelligence
This document discusses how contextual intelligence (CI) can help break top recruitment dependencies by accelerating the hiring process and improving candidate quality. It identifies five common recruitment dependencies - internal candidate assessment, creation of job descriptions and handling resume volume, attracting potential candidates, scheduling interviews, and tracking/reporting. For each dependency, it proposes solutions using CI tools, such as monitoring internal talent, processing thousands of resumes quickly, proactively finding potential candidates on social media, and generating metrics to ensure compliance.
Head hunting & mapping
The document discusses headhunting and mapping techniques for recruiting personnel. It provides tips for headhunting such as doing research on target companies, using tricks to reach the right departments, gaining confidence, and referencing existing databases. It also lists questions to ask candidates to validate information like their designation, qualifications, compensation, and reasons for considering new opportunities. The document emphasizes maintaining thorough records in a database.
#dubcham Talent Management Presentation by PWC
Global CEOs are placing a strong focus on effective talent management as a business priority. A PwC survey found that 83% of global CEOs plan to change how they manage people in response to a changing business environment. Key challenges include a limited supply of candidates with the right skills and retaining existing talent. Effective talent management requires aligning talent strategies with business objectives, engaging pivotal talent through rewards and recognition, and measuring talent management efforts and their impact on business metrics.
Organizational communication
This document discusses different types of organizational communication. It describes formal communication as flowing through prescribed channels, including vertical communication up and down the hierarchy as well as horizontal communication between peers. It notes limitations of downward, upward, and horizontal formal communication. Informal communication is defined as occurring through nonofficial channels, including the grapevine, which is an informal method of spreading information.
Organizational communication 2
Organizational communication is defined as the exchange of messages within and across organizational boundaries to accomplish common goals. Communication is central to how organizations function and is a complex process of creating, exchanging, interpreting, and storing messages. Misunderstandings can occur due to differences in paradigms, hierarchy, teams, culture, and competition for resources. Formal communication follows the organizational structure as depicted in charts, while informal communication can deviate from planned structures.
Recommended
Salary and pricing analysis in Vietnam Lab. Type development
Now Vietnam software development business comes to a turning point. By using a recruitment web service, roughly approximate Salary and Pricing of Vietnam Software Development Business.
Pessimistic or Realistic, I don't know.
Wage setting tasc sept 11
1. The document examines the impact of Ireland's economic crisis on wage setting mechanisms for vulnerable workers, particularly the Joint Labour Committee (JLC) system.
2. It analyzes survey data to look at earnings, hours worked, overtime pay, and shift allowances for low-paid private sector workers, finding that over half of low-paid workers earn wages within the JLC range.
3. Workers covered by JLC rates tend to work fewer total and overtime hours and are less likely to receive shift allowances or overtime pay compared to higher-paid workers.
Time to Consider Recruitment Process Outsourcing
Recruitment Process Outsourcing (RPO) providers have been around for around 20 years, but many companies are still reluctant to use one.
Breaking Top Recruitment Dependencies with Contextual Intelligence
This document discusses how contextual intelligence (CI) can help break top recruitment dependencies by accelerating the hiring process and improving candidate quality. It identifies five common recruitment dependencies - internal candidate assessment, creation of job descriptions and handling resume volume, attracting potential candidates, scheduling interviews, and tracking/reporting. For each dependency, it proposes solutions using CI tools, such as monitoring internal talent, processing thousands of resumes quickly, proactively finding potential candidates on social media, and generating metrics to ensure compliance.
Head hunting & mapping
The document discusses headhunting and mapping techniques for recruiting personnel. It provides tips for headhunting such as doing research on target companies, using tricks to reach the right departments, gaining confidence, and referencing existing databases. It also lists questions to ask candidates to validate information like their designation, qualifications, compensation, and reasons for considering new opportunities. The document emphasizes maintaining thorough records in a database.
#dubcham Talent Management Presentation by PWC
Global CEOs are placing a strong focus on effective talent management as a business priority. A PwC survey found that 83% of global CEOs plan to change how they manage people in response to a changing business environment. Key challenges include a limited supply of candidates with the right skills and retaining existing talent. Effective talent management requires aligning talent strategies with business objectives, engaging pivotal talent through rewards and recognition, and measuring talent management efforts and their impact on business metrics.
Organizational communication
This document discusses different types of organizational communication. It describes formal communication as flowing through prescribed channels, including vertical communication up and down the hierarchy as well as horizontal communication between peers. It notes limitations of downward, upward, and horizontal formal communication. Informal communication is defined as occurring through nonofficial channels, including the grapevine, which is an informal method of spreading information.
Organizational communication 2
Organizational communication is defined as the exchange of messages within and across organizational boundaries to accomplish common goals. Communication is central to how organizations function and is a complex process of creating, exchanging, interpreting, and storing messages. Misunderstandings can occur due to differences in paradigms, hierarchy, teams, culture, and competition for resources. Formal communication follows the organizational structure as depicted in charts, while informal communication can deviate from planned structures.
Qbuleppenglish 140210043434-phpapp02
This document summarizes information about the Qbule group of companies. It lists the head office in Austin, Texas and international branches in India and Malaysia. It then provides information on company registrations in various countries. The document promotes Qbule's publisher and affiliate programs, explaining how publishers can earn money by watching ads, answering questions, and referring others. It details various publisher package levels and incentives publishers can earn through sponsor bonuses, pairing bonuses, and residual team bonuses. The document concludes by outlining Qbule's magical wealth formula for converting a $1770 investment into $70010 in 24 months through purchasing multiple publisher and affix publisher accounts.
Qbuleppenglish 140210043434-phpapp02
This document summarizes information about the Qbule group of companies. It lists the head office in Austin, Texas and international branches in India and Malaysia. It then provides information on company registrations in various countries. The document promotes Qbule's publisher and affiliate programs, explaining how publishers can earn money by watching ads, answering questions, and referring others. It details various publisher package levels and incentives publishers can earn through sponsor bonuses, pairing bonuses, and residual team bonuses. The document concludes by outlining Qbule's magical wealth formula for converting a $1770 investment into $70010 in 24 months through purchasing multiple publisher and affix publisher accounts.
Qbuleppenglish 140210043434-phpapp02
- The document provides information about Qbule, a group of companies with offices in the US, India, Malaysia, and other countries.
- It describes Qbule's publisher and affiliate programs, which allow members to earn money by completing tasks and recruiting others. Members can earn incentives including weekly payouts, bonuses for pairing with others, and rewards for reaching higher ranks.
- The program outlines multiple ways to earn income such as sponsor bonuses, residual matching bonuses, and incentives for premium publishers who purchase many affiliate accounts. It also describes rewards for achieving leadership ranks over time.
AIA2019 - Rick Rasmussen - Startup Financials
The document provides guidance on building financial projections for startups, including how to model unit economics, variable and fixed costs, and profit and loss statements. It emphasizes the importance of defining the core unit of business and modeling costs, revenues, and key metrics like gross margin and expenses as percentages of revenue. The document uses an example of a custom pen business to demonstrate how to build projections over multiple years to show business growth and potential profitability.
CF Wellness Marketing Plan 2012
The document discusses a network marketing opportunity with CF Wellness. It provides information on various ways to earn income through the program, including direct referral bonuses, matching bonuses, discounts on purchases, leadership pools, and unilevel bonuses. It promotes different product packages, including the MetroPack series and an anniversary package. The anniversary package offers entries into matrix cycles for cash prizes, as well as electronic raffle entries with major cash and electronics prizes.
CF Wellness Marketing Plan 2012
The document discusses network marketing and income opportunities through CF Wellness. It provides quotes from successful businesspeople about earning, spending, savings, and investing. It then outlines CF Wellness' compensation plan including daily, weekly, and monthly income potential from direct sales, referrals, bonuses, and matrix programs. It describes the MetroPack series and anniversary package promotions that allow earning entries in raffles for large cash and electronics prizes. The overall document promotes joining and participating in CF Wellness' network marketing program for financial success and opportunities to earn substantial income and prizes.
C3 comp redesign 6-3-13 (2)
This document outlines the goals and results of a compensation redesign process at Go Daddy for customer-facing teams. The goals were to increase starting pay rates to be competitive with the market and provide career growth opportunities. Departments reviewed included support teams for inbound calls, hosting, billing, and more. Hourly rates were increased minimums of $15-18 for agents and $20 for supervisors. Projected compensation distributions show more employees earning between $35,000-$55,000 after the changes. Next steps include reviewing compensation for additional teams.
2017 compreport non profit
The 2017 Edition, Non-Profit Compensation Report features by GuideStar:
135,986 observations from 96,669 Forms 990 and 990-EZ
Nonprofits from the entire 501(c) universe—most 501(c) organizations that filed an FY 2015 return with the IRS and had incomes of $200,000 or greater
14 job categories
Executive summary showing trends at a glance
National, state, metropolitan statistical area, gender, and NTEE (National Taxonomy of Exempt Entities) analyses
Incumbent compensation analyses
Sunvery Salary Guide 2019
The document is a salary guide published by Sunvery Team that provides salary ranges for various technology roles in Ukraine, with starting salaries listed by experience level and seniority. It also gives tips on how to use the salary tables and adjust salaries according to local market variances. Sunvery Team is a recruitment agency that specializes in IT hiring and created the guide to help employers recruit and retain top technical talent.
Sunvery salary guide_2019
The document is a salary guide published by Sunvery Team that provides salary ranges for various technology roles in Ukraine, with starting salaries listed by experience level and seniority. It also gives tips on how to use the salary tables and adjust salaries according to local market variances. Sunvery Team is a recruitment agency that specializes in IT hiring and created this guide to help employers recruit and retain top technical talent.
2013 NAFCU BFB Survey of Executive Compensation and Benefits (Presentation Sl...
2013 NAFCU BFB Survey of Executive Compensation and Benefits (Presentation Sl...NAFCU Services Corporation
First introduced in 2007, the NAFCU-BFB Survey of Federal Credit Union Executive Benefits and Compensation was created to better understand the compensation and benefits for the top five executives of Federal credit unions. For more info: www.nafcu.org/bfbMex costs slide
The document outlines employee benefits and costs in Mexico. It shows that employees receive a minimum number of mandatory vacation days according to their years of service, as well as additional optional benefits like a Christmas bonus and life/medical insurance. Gross salary expectations are provided for different technology roles. Total monthly costs are compared for Senior Java and Regular Java roles in Mexico versus other locations, including gross salary, payroll taxes, rent for a 10 sqm space, and medical insurance costs.
EIA2016 Turin - Rick Rasmussen. P&L Statements
This presentation discusses how to build an effective financial model for a business. A financial model shows revenues, profits, cash needs, hiring plans, and runway over a 5-year period. It also includes a sensitivity analysis. The model proves whether the business can make money and scale over time. The document provides guidance on building income statements, balance sheets, cash flow statements, and assumptions for revenues, costs, expenses, and headcount over multiple years. It cautions against underestimating costs and cash burn and stresses the importance of financial planning and oversight.
2015 Who Went Where Survey Presentation - Jamie Grigsby
Presentation on the Who Went Where Survey results presented by Jamie Grigsby at the 2015 American Marketing Association's Summer Educators Conference.
Afternoon Sessions
The document provides information on integrating financial statements for startups. It discusses the importance of having accurate income statements, balance sheets, and cash flow statements to understand business profitability, stability, and liquidity. Common mistakes made by startups are listed, such as not understanding revenue drivers or underestimating costs. Recommendations are given for financial statement formats and assumptions. Sample financial statements including income statements, balance sheets, and cash flow statements are presented for a fictional startup called EZ Vein over a five year period.
Analysis of Future Manufacturing Locations in the Medical Supply Industry by ...
This document analyzes potential future manufacturing locations for the medical supply industry in emerging markets. In Stage 1 of the analysis, 17 countries were scored on economic and political stability indicators related to the medical supply industry. Vietnam, Uzbekistan, Ethiopia, Turkey and Indonesia received the top 5 scores. Stage 2 will analyze these 5 countries in more depth. The analysis methodology, country scores, rankings and indicator data are presented to support the selection of priority countries for further consideration as future manufacturing locations.
As of June 30, 2017
This document provides an overview of Nelnet's business segments and financial performance. The key segments are:
- NDS: Student loan origination and servicing software for government and private loans. Services over $200B in loans.
- NBS: Tuition payment plans and school software. Serves 13,500 K-12 schools and 970 colleges.
- ALLO: Fiber optic network providing internet, phone, TV to businesses and residences in underserved areas.
- AGM: Manages $23B in student loans expected to generate $2B in future cash flows.
The document reviews financial metrics like revenue, expenses, margins and cash flows by segment from 2007-2017. Overall
Digiral Store Assistant
The document proposes a digital store assistant system that provides customers help and information through various interactive options. It presents the business model and financial projections, estimating the system could generate over $75 million in profit over 5 years while reducing employee costs and increasing customer satisfaction for major retailers. The system is aimed at large department stores, supermarkets, and brand stores with the potential to impact over 1.3 million retail locations worldwide.
Everyday math ppt
The document provides an explanation and examples of the partial products algorithm for multiplication. It explains that each factor is thought of as a sum of ones, tens, hundreds, etc. and each part is multiplied by each part of the other factor before adding the results. It includes step-by-step worked examples of multiplying numbers using the partial products method. It also includes a "Who Wants To Be A Millionaire" style math game testing skills with place value, algorithms, and multiplication.
National CFA Charterholder Compensation Survey 2015
Some insights into the value of successfully completing (and retaining) the CFA Charter.
Source: CFA Societies Canada - 11 August 2015
https://www.cfasociety.org/saskatchewan/JobLine1/CFA%20Charterholder%20Compensation%20Survey%20-%20Summary%20-%20FINAL%20v2.pdf
Leadership development slide share_2015
Leadership is one of the driving factors that determine organizational effectiveness and progression. In the VUCA world, the required leadership competencies have become
more comprehensive than ever before. Therefore, leadership development transcends the traditional concept of development of just an individual; it’s much more that today
Talent Acquisition Service Providers_2014
The talent acquisition function has seen changes with technology and data becoming core aspects of effective recruitment partnerships. Talent partners are evolving from external supports to indispensable organizational members. Organizations now measure return on investment of talent services and new hires. While sourcing talent is no longer challenging, selection has become more complex.
More Related Content
Similar to Cost of talent 2016 methodology and regional rankings
Qbuleppenglish 140210043434-phpapp02
This document summarizes information about the Qbule group of companies. It lists the head office in Austin, Texas and international branches in India and Malaysia. It then provides information on company registrations in various countries. The document promotes Qbule's publisher and affiliate programs, explaining how publishers can earn money by watching ads, answering questions, and referring others. It details various publisher package levels and incentives publishers can earn through sponsor bonuses, pairing bonuses, and residual team bonuses. The document concludes by outlining Qbule's magical wealth formula for converting a $1770 investment into $70010 in 24 months through purchasing multiple publisher and affix publisher accounts.
Qbuleppenglish 140210043434-phpapp02
This document summarizes information about the Qbule group of companies. It lists the head office in Austin, Texas and international branches in India and Malaysia. It then provides information on company registrations in various countries. The document promotes Qbule's publisher and affiliate programs, explaining how publishers can earn money by watching ads, answering questions, and referring others. It details various publisher package levels and incentives publishers can earn through sponsor bonuses, pairing bonuses, and residual team bonuses. The document concludes by outlining Qbule's magical wealth formula for converting a $1770 investment into $70010 in 24 months through purchasing multiple publisher and affix publisher accounts.
Qbuleppenglish 140210043434-phpapp02
- The document provides information about Qbule, a group of companies with offices in the US, India, Malaysia, and other countries.
- It describes Qbule's publisher and affiliate programs, which allow members to earn money by completing tasks and recruiting others. Members can earn incentives including weekly payouts, bonuses for pairing with others, and rewards for reaching higher ranks.
- The program outlines multiple ways to earn income such as sponsor bonuses, residual matching bonuses, and incentives for premium publishers who purchase many affiliate accounts. It also describes rewards for achieving leadership ranks over time.
AIA2019 - Rick Rasmussen - Startup Financials
The document provides guidance on building financial projections for startups, including how to model unit economics, variable and fixed costs, and profit and loss statements. It emphasizes the importance of defining the core unit of business and modeling costs, revenues, and key metrics like gross margin and expenses as percentages of revenue. The document uses an example of a custom pen business to demonstrate how to build projections over multiple years to show business growth and potential profitability.
CF Wellness Marketing Plan 2012
The document discusses a network marketing opportunity with CF Wellness. It provides information on various ways to earn income through the program, including direct referral bonuses, matching bonuses, discounts on purchases, leadership pools, and unilevel bonuses. It promotes different product packages, including the MetroPack series and an anniversary package. The anniversary package offers entries into matrix cycles for cash prizes, as well as electronic raffle entries with major cash and electronics prizes.
CF Wellness Marketing Plan 2012
The document discusses network marketing and income opportunities through CF Wellness. It provides quotes from successful businesspeople about earning, spending, savings, and investing. It then outlines CF Wellness' compensation plan including daily, weekly, and monthly income potential from direct sales, referrals, bonuses, and matrix programs. It describes the MetroPack series and anniversary package promotions that allow earning entries in raffles for large cash and electronics prizes. The overall document promotes joining and participating in CF Wellness' network marketing program for financial success and opportunities to earn substantial income and prizes.
C3 comp redesign 6-3-13 (2)
This document outlines the goals and results of a compensation redesign process at Go Daddy for customer-facing teams. The goals were to increase starting pay rates to be competitive with the market and provide career growth opportunities. Departments reviewed included support teams for inbound calls, hosting, billing, and more. Hourly rates were increased minimums of $15-18 for agents and $20 for supervisors. Projected compensation distributions show more employees earning between $35,000-$55,000 after the changes. Next steps include reviewing compensation for additional teams.
2017 compreport non profit
The 2017 Edition, Non-Profit Compensation Report features by GuideStar:
135,986 observations from 96,669 Forms 990 and 990-EZ
Nonprofits from the entire 501(c) universe—most 501(c) organizations that filed an FY 2015 return with the IRS and had incomes of $200,000 or greater
14 job categories
Executive summary showing trends at a glance
National, state, metropolitan statistical area, gender, and NTEE (National Taxonomy of Exempt Entities) analyses
Incumbent compensation analyses
Sunvery Salary Guide 2019
The document is a salary guide published by Sunvery Team that provides salary ranges for various technology roles in Ukraine, with starting salaries listed by experience level and seniority. It also gives tips on how to use the salary tables and adjust salaries according to local market variances. Sunvery Team is a recruitment agency that specializes in IT hiring and created the guide to help employers recruit and retain top technical talent.
Sunvery salary guide_2019
The document is a salary guide published by Sunvery Team that provides salary ranges for various technology roles in Ukraine, with starting salaries listed by experience level and seniority. It also gives tips on how to use the salary tables and adjust salaries according to local market variances. Sunvery Team is a recruitment agency that specializes in IT hiring and created this guide to help employers recruit and retain top technical talent.
2013 NAFCU BFB Survey of Executive Compensation and Benefits (Presentation Sl...
2013 NAFCU BFB Survey of Executive Compensation and Benefits (Presentation Sl...NAFCU Services Corporation
First introduced in 2007, the NAFCU-BFB Survey of Federal Credit Union Executive Benefits and Compensation was created to better understand the compensation and benefits for the top five executives of Federal credit unions. For more info: www.nafcu.org/bfbMex costs slide
The document outlines employee benefits and costs in Mexico. It shows that employees receive a minimum number of mandatory vacation days according to their years of service, as well as additional optional benefits like a Christmas bonus and life/medical insurance. Gross salary expectations are provided for different technology roles. Total monthly costs are compared for Senior Java and Regular Java roles in Mexico versus other locations, including gross salary, payroll taxes, rent for a 10 sqm space, and medical insurance costs.
EIA2016 Turin - Rick Rasmussen. P&L Statements
This presentation discusses how to build an effective financial model for a business. A financial model shows revenues, profits, cash needs, hiring plans, and runway over a 5-year period. It also includes a sensitivity analysis. The model proves whether the business can make money and scale over time. The document provides guidance on building income statements, balance sheets, cash flow statements, and assumptions for revenues, costs, expenses, and headcount over multiple years. It cautions against underestimating costs and cash burn and stresses the importance of financial planning and oversight.
2015 Who Went Where Survey Presentation - Jamie Grigsby
Presentation on the Who Went Where Survey results presented by Jamie Grigsby at the 2015 American Marketing Association's Summer Educators Conference.
Afternoon Sessions
The document provides information on integrating financial statements for startups. It discusses the importance of having accurate income statements, balance sheets, and cash flow statements to understand business profitability, stability, and liquidity. Common mistakes made by startups are listed, such as not understanding revenue drivers or underestimating costs. Recommendations are given for financial statement formats and assumptions. Sample financial statements including income statements, balance sheets, and cash flow statements are presented for a fictional startup called EZ Vein over a five year period.
Analysis of Future Manufacturing Locations in the Medical Supply Industry by ...
This document analyzes potential future manufacturing locations for the medical supply industry in emerging markets. In Stage 1 of the analysis, 17 countries were scored on economic and political stability indicators related to the medical supply industry. Vietnam, Uzbekistan, Ethiopia, Turkey and Indonesia received the top 5 scores. Stage 2 will analyze these 5 countries in more depth. The analysis methodology, country scores, rankings and indicator data are presented to support the selection of priority countries for further consideration as future manufacturing locations.
As of June 30, 2017
This document provides an overview of Nelnet's business segments and financial performance. The key segments are:
- NDS: Student loan origination and servicing software for government and private loans. Services over $200B in loans.
- NBS: Tuition payment plans and school software. Serves 13,500 K-12 schools and 970 colleges.
- ALLO: Fiber optic network providing internet, phone, TV to businesses and residences in underserved areas.
- AGM: Manages $23B in student loans expected to generate $2B in future cash flows.
The document reviews financial metrics like revenue, expenses, margins and cash flows by segment from 2007-2017. Overall
Digiral Store Assistant
The document proposes a digital store assistant system that provides customers help and information through various interactive options. It presents the business model and financial projections, estimating the system could generate over $75 million in profit over 5 years while reducing employee costs and increasing customer satisfaction for major retailers. The system is aimed at large department stores, supermarkets, and brand stores with the potential to impact over 1.3 million retail locations worldwide.
Everyday math ppt
The document provides an explanation and examples of the partial products algorithm for multiplication. It explains that each factor is thought of as a sum of ones, tens, hundreds, etc. and each part is multiplied by each part of the other factor before adding the results. It includes step-by-step worked examples of multiplying numbers using the partial products method. It also includes a "Who Wants To Be A Millionaire" style math game testing skills with place value, algorithms, and multiplication.
National CFA Charterholder Compensation Survey 2015
Some insights into the value of successfully completing (and retaining) the CFA Charter.
Source: CFA Societies Canada - 11 August 2015
https://www.cfasociety.org/saskatchewan/JobLine1/CFA%20Charterholder%20Compensation%20Survey%20-%20Summary%20-%20FINAL%20v2.pdf
Similar to Cost of talent 2016 methodology and regional rankings (20)
2013 NAFCU BFB Survey of Executive Compensation and Benefits (Presentation Sl...
2013 NAFCU BFB Survey of Executive Compensation and Benefits (Presentation Sl...
2015 Who Went Where Survey Presentation - Jamie Grigsby
2015 Who Went Where Survey Presentation - Jamie Grigsby
Analysis of Future Manufacturing Locations in the Medical Supply Industry by ...
Analysis of Future Manufacturing Locations in the Medical Supply Industry by ...
National CFA Charterholder Compensation Survey 2015
National CFA Charterholder Compensation Survey 2015
More from People Matters
Leadership development slide share_2015
Leadership is one of the driving factors that determine organizational effectiveness and progression. In the VUCA world, the required leadership competencies have become
more comprehensive than ever before. Therefore, leadership development transcends the traditional concept of development of just an individual; it’s much more that today
Talent Acquisition Service Providers_2014
The talent acquisition function has seen changes with technology and data becoming core aspects of effective recruitment partnerships. Talent partners are evolving from external supports to indispensable organizational members. Organizations now measure return on investment of talent services and new hires. While sourcing talent is no longer challenging, selection has become more complex.
July cover story slideshare
Software exports are estimated to rise 13% to $86 billion driven by companies offering SMAC (social, mobile, analytics, and cloud) based solutions combined with traditional services. The adoption of mobile and social technologies has changed how businesses hire, interact with, and engage talent. Talent mobility is one of the biggest transformations brought about by new technologies. The article discusses how SMAC is impacting talent and HR practices. Experts comment on how SMAC is driving innovation and changing business processes and the way business is conducted.
May cover story - Disruptions for Growth
The HR industry will experience disruptions through changes in how services are designed and delivered in the coming months. Specifically, standard off-the-shelf services will decline as the industry moves toward more customized solutions developed with greater customer involvement. Additionally, conversations will shift from simply providing solutions to executing on business strategy when organizations consider long-term, strategic partnerships with HR service providers.
Learning & Development Service Providers slide_share_2014
Experiential learning has become important for organizations to develop an immersive learning ecosystem, and there will be less reliance on management development programs and greater emphasis on mentorship. While new learning methodologies continue to evolve, organizations should reduce their reliance on traditional channels like management programs if they want to make their learning and development efforts successful.
Winners - Are You In The List? 2013
6 months of a rigorous selection process with 1400+ applicants, we finally have the Emerging Future HR Leaders. The Are You In The List? 2013 unleashed on 30th January 2014.
Total rewards service providers slide_share_2014
With talent taking the centre-stage in CEO’s agenda, it is time that Indian organizations use every tool at their disposal to attract and retain talent as the expectations of employees are at an all-time high. An ideal Total Rewards plan is the perfect blend of tangible and intangible rewards. Traditional reward patterns will not work as the workforce in most organizations is multi-generational. ESOPs, integrated healthcare benefits, work-life balance, non-cash
rewards are some of the rewards that companies can use to engage the employees.
Right Sizing
Job cuts have continued to impact a wide range of industries since the 2008 financial crisis. While tech and banking saw initial layoffs, media, auto, contract workers and telecom are now also affected. Companies must view downsizing as an opportunity to strengthen their workforce and talent strategy through smart management. However, organizations also need to handle layoffs authentically to maintain trust with remaining employees.
August cover story-Hiring A CEO
The document discusses the process of hiring a CEO. It notes that CEO turnover in India has steadily increased in recent years. When looking to hire a new CEO, boards should watch for warning signs in the current CEO like consistent performance issues, risk aversion, ethical slips, excessive focus on actions over vision, and lack of follow through on initiatives. The document provides questions an external advisor should answer to ensure the CEO search aligns with organizational goals. It also outlines pitfalls to avoid like star power seductions and costs of hiring the wrong CEO. Finally, it recommends six components of a fair CEO hiring process like documenting each stage and assigning clear roles.
July cover story- Break the Silence
As whistle-blowing has proven to be the most effective way to prevent fraud, companies especially those in India need to develop strong robust systems that would encourage employees to speak up
Talent Acquisition Supplement
Recruiters in India face challenges in finding quality talent to fill important roles, as the number of applications has increased but few candidates actually meet job requirements. New tools and practices are helping recruiters hire better candidates more efficiently. Talent screeners and realistic job previews help reduce the number of irrelevant applications and improve applicant quality. Recruiters are also using more advanced background checks, behavioral assessments, and social media to identify the right candidates. These new approaches help recruiters spend less time and resources on hiring while improving hiring outcomes.
People Matters HR Technology Supplement
Successful implementation of HR technology does not depend on the robustness of the platform, but on employee engagement during the process
June Cover Story - The CEO Path
The document discusses the challenges faced by HR professionals seeking to become CEOs. Historically, HR heads were not seen as potential CEOs due to a perceived lack of business and financial skills. Experts provide insights on what skills and experiences are needed for an HR professional to become a CEO, including developing financial acumen, taking on cross-functional or business roles, and gaining a 360 degree understanding of the business. Successful examples are provided of HR heads who became CEOs and the lessons they learned about business leadership.
May Cover Story- Which B-School will you choose?
National HRD Network (NHRDN) joins with People Matters to conduct the first ranking of business schools in India developed with input from over 30 corporate members. The ranking evaluates schools on parameters like academic excellence, infrastructure, industry-academy interface, and alumni performance. Industry leaders comment that previous rankings lacked consistency and credibility, and that this ranking conducted by HR professionals will provide a trusted benchmark for students, employers, and schools. The rigorous methodology includes validating data provided by schools. Business school directors praise the credibility and fairness this ranking brings.
March cover story Power Women
The document discusses challenges faced by women in their careers and paths to overcoming obstacles. It shares stories from several successful women executives who describe how having conviction in one's competence, seeking recognition, building networks, taking breaks without fear of falling behind, and making the most of opportunities were important factors in their career growth. The document advocates for systemic changes in organizations to evaluate talent fairly and create opportunities to bridge the gender gap.
May supplement
This document discusses key factors for L&D managers to consider when justifying investments in L&D programs and service providers. It identifies five critical components for L&D managers to have detailed plans for: objectives from the L&D plan, training delivery methods, capability mapping, scale of training, and accountability. It also provides questions for L&D managers to assess potential L&D service providers on criteria like professional track record, delivery channels, cost efficiency and flexibility, credibility, and consultative assistance. Mobile and cloud-based technologies are expected to be increasingly used for training in 2013 to allow faster, smarter, and more agile training.
Learning & Development Service Providers slide_share
Five critical components help an L&D manager justify investments - objectives, delivery, capabilities, scale and accountability
Design Rewards That Truly Matter Slide-share
An effective total rewards strategy requires deep understanding of what the CEO and employees really value. Read more to know experts' views on Total Rewards Designs that truly matter.
Zero Tolerance is the Best Policy slide share
The brutal gang rape in Delhi last December horrified the nation and generated heated debates on the
safety of women. Given that women’s safety comprises protection from male violence as well as from sexual harassment, People Matters spoke to HR professionals and women employees from across sectors to find out whether Indian companies have mechanisms in place to make their workplaces safe from sexual predators.
Are you in the list - The Event That Was
The document summarizes the events of the "Are You In The List" awards ceremony which recognizes young HR leaders. It describes how the ceremony was kicked off with welcome speeches from the organizers. It then details the motivational speeches given and the announcement of award winners one by one. Industry leaders presented the awards and congratulated the winners who each thanked the organizers. The evening concluded with a photo of all the winners and judges along with a valedictory speech before cocktails and dinner.
More from People Matters (20)
Learning & Development Service Providers slide_share_2014
Learning & Development Service Providers slide_share_2014
Learning & Development Service Providers slide_share
Learning & Development Service Providers slide_share
Recently uploaded
欧洲杯外围-欧洲杯外围赛程-欧洲杯外围压注|【网址🎉ac99.net🎉】
【网址🎉ac99.net🎉】欧洲杯外围是爱尔兰的博彩公司，成立于1988年，位于爱尔兰的都柏林。欧洲杯外围通过在爱尔兰和英国的一系列持牌博彩商店以及经营爱尔兰最大的电话博彩服务来开展业务。在互联网上，欧洲杯外围提供体育博彩，在线扑克，在线宾果游戏，在线赌场和在线游戏。
美洲杯买球-美洲杯买球下注平台-美洲杯买球投注平台|【网址🎉ac55.net🎉】
【网址🎉ac55.net🎉】美洲杯买球是爱尔兰的博彩公司，成立于1988年，位于爱尔兰的都柏林。美洲杯买球通过在爱尔兰和英国的一系列持牌博彩商店以及经营爱尔兰最大的电话博彩服务来开展业务。在互联网上，美洲杯买球提供体育博彩，在线扑克，在线宾果游戏，在线赌场和在线游戏。
一比一原版坎特伯雷大学毕业证(UC毕业证书)学历如何办理
制做办理【微信号:176555708】【制做办理(UC毕业证书)】【微信号:176555708】《成绩单、外壳、offer、真实留信官方学历认证（永久存档/真实可查）》采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路）我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信号:176555708】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信号:176555708】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
LinkedIn for Your Job Search June 17, 2024
This webinar helps you understand and navigate your way through LinkedIn. Topics covered include learning the many elements of your profile, populating your work experience history, and understanding why a profile is more than just a resume. You will be able to identify the different features available on LinkedIn and where to focus your attention. We will teach how to create a job search agent on LinkedIn and explore job applications on LinkedIn.
5 key differences between Hard skill and Soft skills
𝐓𝐡𝐞 𝐏𝐞𝐫𝐟𝐞𝐜𝐭 𝐁𝐥𝐞𝐧𝐝:
𝐖𝐡𝐲 𝐘𝐨𝐮 𝐍𝐞𝐞𝐝 𝐁𝐨𝐭𝐡 𝐇𝐚𝐫𝐝 & 𝐒𝐨𝐟𝐭 𝐒𝐤𝐢𝐥𝐥𝐬 𝐭𝐨 𝐓𝐡𝐫𝐢𝐯𝐞 💯
In today's dynamic and competitive market, a well-rounded skillset is no longer a luxury - it's a necessity.
While technical expertise (hard skills) is crucial for getting your foot in the door, it's the combination of hard and soft skills that propels you towards long-term success and career advancement. ✨
Think of it like this: Imagine a highly skilled carpenter with a masterful understanding of woodworking (hard skills). But if they struggle to communicate effectively with clients, collaborate with builders, or adapt to project changes (soft skills), their true potential remains untapped. 😐
The synergy between hard and soft skills is what creates true value in the workplace. Strong communication allows you to clearly articulate your technical expertise, while problem-solving skills help you navigate complex challenges alongside your team. 💫
By actively developing both sets of skills, you position yourself as a well-rounded professional who can not only perform tasks efficiently but also contribute meaningfully to a collaborative and dynamic work environment.
Go through the carousel and let me know your views 🤩
Community Skills Building Workshop | PMI Silver Spring Chapter | June 12, 2024
Community Skills Building Workshop | PMI Silver Spring Chapter | June 12, 2024Hector Del Castillo, CPM, CPMM
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.欧洲杯投注-欧洲杯投注投注官方网站-欧洲杯投注买球投注官网|【网址🎉ac99.net🎉】
【网址🎉ac99.net🎉】在欧洲杯投注，你会发现数之不尽的在线博彩机会，包括世界各地的精彩体育赛事以及绝佳的赔率。此外，欧洲杯投注还会为你提供诸如赌场、宾果和扑克等在线游戏以及各种各样的奖金优惠，包括欧洲杯投注的免费投注。无论你是忠实的足球迷，或者是二十一点的专业玩家，在这里都可以找到你最感兴趣的投注市场或游戏。
一比一原版(surrey毕业证书)英国萨里大学毕业证成绩单修改如何办理
原版定制【微信:741003700】《(surrey毕业证书)英国萨里大学毕业证学位证成绩单》【微信:741003700】成绩单 、雅思、外壳、留信学历认证永久存档查询，采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份毕业证【Q微信741003700】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【Q微信741003700】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
Learnings from Successful Jobs Searchers
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
Switching Careers Slides - JoyceMSullivan SocMediaFin - 2024Jun11.pdf
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
欧洲杯足彩-欧洲杯足彩体育投注-欧洲杯足彩投注网站|【网址🎉ac99.net🎉】
【网址🎉ac99.net🎉】欧洲杯足彩是世界上历史最悠久的博彩公司之一。其历史可以追溯到十九世纪末，确切时间是1886年。这家英国公司拥有超过15000名员工，是博彩行业规模最大的公司。欧洲杯足彩是英国最受欢迎的实体博彩公司之一，其排名仅次于欧洲杯足彩，旗下2800家投注站遍布全英国。
按照学校原版(ArtEZ文凭证书)ArtEZ艺术学院毕业证快速办理
官方原版办理【(ArtEZ毕业证书)ArtEZ艺术学院毕业证】【176555708微信号】海外认证成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信176555708】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信176555708】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
办理阿卡迪亚大学毕业证（uvic毕业证）本科文凭证书原版一模一样
原版一模一样【微信：741003700 】【阿卡迪亚大学毕业证（uvic毕业证）本科文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Khushi Saini, An Intern from The Sparks Foundation
This is my first task as an Talent Acquisition(Human resources) Intern in The Sparks Foundation on Recruitment, article and posts.
I invitr everyone to look into my work and provide me a quick feedback.
欧洲杯外围-欧洲杯外围下注网址-欧洲杯外围下注网站|【网址🎉ac44.net🎉】
【网址🎉ac44.net🎉】在欧洲杯外围，你会发现数之不尽的在线博彩机会，包括世界各地的精彩体育赛事以及绝佳的赔率。此外，欧洲杯外围还会为你提供诸如赌场、宾果和扑克等在线游戏以及各种各样的奖金优惠，包括欧洲杯外围的免费投注。无论你是忠实的足球迷，或者是二十一点的专业玩家，在这里都可以找到你最感兴趣的投注市场或游戏。
一比一原版(kcl毕业证书)英国金斯顿大学毕业证如何办理
原版一模一样【微信：741003700 】【(kcl毕业证书)英国金斯顿大学毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
办理(kcl毕业证书)英国金斯顿大学毕业证【微信：741003700 】外观非常简单，由纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理(kcl毕业证书)英国金斯顿大学毕业证【微信：741003700 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理(kcl毕业证书)英国金斯顿大学毕业证【微信：741003700 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理(kcl毕业证书)英国金斯顿大学毕业证【微信：741003700 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
美洲杯投注-美洲杯投注比分-美洲杯投注比分投注|【网址🎉ac44.net🎉】
【网址🎉ac44.net🎉】美洲杯投注是世界上最大的网上博彩公司之一，于直布罗陀注册，在200个国家拥有超过3500万客户。在国际上都可以称得上是极其优秀的博彩公司。总部位于英国Stoke-on-Trent，美洲杯投注在世界各地的雇员超过600名。该公司登录亚洲市场多年，近年针对亚洲的市场拓展的很快。它的特点是投注赔率富于变化，同时对于冷门赛事，赔率变化幅度会大于其它博彩公司。美洲杯投注在终赔阶段往往向立博、韦德等靠拢，一旦差异很大，往往会出现问题。
按照学校原版(UofT文凭证书)多伦多大学毕业证快速办理
快速办理【(UofT毕业证书)多伦多大学毕业证】【176555708微信号】硕士毕业证成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信176555708】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信176555708】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
欧洲杯买球-欧洲杯买球买球推荐-欧洲杯买球买球推荐网站|【网址🎉ac10.net🎉】
【网址🎉ac10.net🎉】欧洲杯买球是一家极具特色的欧洲主流博彩公司，对于自己所擅长的赛事往往把赔率值压得很低，掩饰平局是他们一贯的手法。例如，当伟德旗帜鲜明地支持客胜，降低客胜值，提升主胜值，而平局赔率却与欧洲杯买球、欧洲杯买球的态度较吻合时，这场比赛往往以平局收场。
Recently uploaded (20)
5 key differences between Hard skill and Soft skills
5 key differences between Hard skill and Soft skills
Community Skills Building Workshop | PMI Silver Spring Chapter | June 12, 2024
Community Skills Building Workshop | PMI Silver Spring Chapter | June 12, 2024
Switching Careers Slides - JoyceMSullivan SocMediaFin - 2024Jun11.pdf
Switching Careers Slides - JoyceMSullivan SocMediaFin - 2024Jun11.pdf
Khushi Saini, An Intern from The Sparks Foundation
Khushi Saini, An Intern from The Sparks Foundation
Cost of talent 2016 methodology and regional rankings
- 1. 1 About Cost of Talent 2016 Based on the feedback from 580 397 Business and Engineering students from 57 countries who participated in Universum’s Talent Survey 2016 September 2015 – September 2016 (Survey period varies by country) SURVEY PERIOD Engineering students TOTAL 277 590 Male 171 552 Female 102 879 Business students TOTAL 302 807 Male 119 074 Female 180 634
- 2. 2 About Cost of Talent 2016 What is Cost of Talent? In order to assess the cost of talent in each country we asked Business and Engineering students what they expect to earn in their first job after graduating university, the exact question being: Q) What salary do you expect to earn in your first job after graduation? (Please provide a before-tax salary, excluding commissions and bonuses.) This number is shown for each country in Euros (having been previously converted from local currency) and the US Dollar numbers shown are based on the exchange rate between the Euro and the USD on the 01 Nov 2016. We only show the average expected salary if we have more than 100 respondents.
- 3. 3 Average expected salary - Africa $15 563 $12 610 $12 638 $10 235 $10 052 $17 812 $15 139 $12 861 $14 078 $12 188 $0 $2 000 $4 000 $6 000 $8 000 $10 000 $12 000 $14 000 $16 000 $18 000 $20 000 South Africa Nigeria Algeria Ghana Kenya Business Engineering
- 4. 4 Average expected salary - Americas $52 655 $36 909 $16 507 $16 136 $14 107 $14 023 $13 902 $10 943 $9 688 $8 508 $62 948 $44 306 $23 524 $18 652 $18 667 $17 014 $16 411 $11 764 $11 559 $9 606 $0 $10 000 $20 000 $30 000 $40 000 $50 000 $60 000 $70 000 United States Canada Brazil Chile Panama Costa Rica Argentina Mexico Peru Colombia Business Engineering
- 5. 5 Average expected salary - APAC $41 583 $32 034 $29 128 $28 883 $26 813 $12 784 $12 359 $12 001 $9 354 $7 568 $7 375 $6 041 $43 760 $34 580 $30 403 $30 183 $27 040 $13 859 $12 581 $12 129 $10 494 $9 220 $9 336 $6 397 $0 $5 000 $10 000 $15 000 $20 000 $25 000 $30 000 $35 000 $40 000 $45 000 $50 000 Australia South Korea Japan Singapore Hong Kong China India Thailand Malaysia Indonesia Philippines Vietnam Business Engineering
- 6. 6 Average expected salary - Europe $79 435 $57 932 $52 036 $46 578 $42 466 $38 635 $37 917 $36 442 $37 505 $34 676 $33 319 $32 423 $26 801 $20 542 $15 405 $14 236 $12 686 $10 444 $10 250 $9 202 $8 877 $7 788 $7 086 $79 243 $61 235 $54 350 $49 238 $45 458 $40 424 $40 066 $41 390 $39 480 $37 627 $35 755 $34 098 $25 864 $22 343 $17 591 $15 670 $13 452 $11 187 $11 008 $10 101 $10 006 $8 021 $8 159 $0 $10 000 $20 000 $30 000 $40 000 $50 000 $60 000 $70 000 $80 000 $90 000 Business Engineering
- 7. 7 Average expected salary - MENA $44 483 $39 523 $34 733 $28 663 $19 502 $14 289 $6 453 $43 918 $39 963 $43 351 $33 206 $25 915 $16 181 $7 458 $0 $5 000 $10 000 $15 000 $20 000 $25 000 $30 000 $35 000 $40 000 $45 000 $50 000 Qatar United Arab Emirates Kuwait Saudi Arabia Lebanon Morocco Egypt Business Engineering