The document discusses creating the right environment to promote employee engagement. It defines employee engagement and outlines its importance for competitive advantage. It then provides frameworks and models for understanding the factors that influence engagement, including job design, leadership, psychological conditions, and roles for human resources. The document also discusses challenges in engagement and provides strategies for building passion and focus in employees through an engagement value proposition.
Employee recognition is important. It helps to improve overall employee engagement hence increasing the employee productivity. WorkforceGrowth is a cloud based talent management system which also helps to recognize employees socially in an easy and cost effective way.
Ways To Improve Employee Engagement PowerPoint Presentation SlidesSlideTeam
Enhance your audiences knowledge with this well researched complete deck. Showcase all the important features of the deck with perfect visuals. This deck comprises of total of thirty one slides with each slide explained in detail. Each template comprises of professional diagrams and layouts. Our professional PowerPoint experts have also included icons, graphs and charts for your convenience. All you have to do is DOWNLOAD the deck. Make changes as per the requirement. Yes, these PPT slides are completely customizable. Edit the colour, text and font size. Add or delete the content from the slide. And leave your audience awestruck with the professionally designed Ways To Improve Employee Engagement PowerPoint Presentation Slides complete deck.
This resource guide demonstrates how a well-planned, comprehensive recognition and reward program can energize, empower, and rally employees to be more productive. It also shows how a R&R program can enrich a company culture and effectively align employees with corporate goals and objectives.
Keeping Employees Engaged In The WorkplaceJumpstart:HR
Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.
Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
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Unlock the secrets to how increasing employee motivation can be your organization’s secret weapon to better performance and decreased HR issues.
Try Greatify: www.greatify.co/signup
Employee recognition is important. It helps to improve overall employee engagement hence increasing the employee productivity. WorkforceGrowth is a cloud based talent management system which also helps to recognize employees socially in an easy and cost effective way.
Ways To Improve Employee Engagement PowerPoint Presentation SlidesSlideTeam
Enhance your audiences knowledge with this well researched complete deck. Showcase all the important features of the deck with perfect visuals. This deck comprises of total of thirty one slides with each slide explained in detail. Each template comprises of professional diagrams and layouts. Our professional PowerPoint experts have also included icons, graphs and charts for your convenience. All you have to do is DOWNLOAD the deck. Make changes as per the requirement. Yes, these PPT slides are completely customizable. Edit the colour, text and font size. Add or delete the content from the slide. And leave your audience awestruck with the professionally designed Ways To Improve Employee Engagement PowerPoint Presentation Slides complete deck.
This resource guide demonstrates how a well-planned, comprehensive recognition and reward program can energize, empower, and rally employees to be more productive. It also shows how a R&R program can enrich a company culture and effectively align employees with corporate goals and objectives.
Keeping Employees Engaged In The WorkplaceJumpstart:HR
Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.
Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
Twitter: http://www.twitter.com/jumpstarthr
Facebook: https://www.facebook.com/jumpstarthr
LinkedIn: http://www.linkedin.com/company/jumpstart-hr
Sign up for our newsletter and learn "What HR Can Learn from Steve Jobs.": http://www.eepurl.com/jAbNf
Unlock the secrets to how increasing employee motivation can be your organization’s secret weapon to better performance and decreased HR issues.
Try Greatify: www.greatify.co/signup
A company’s performance management system either hinders or enhances high performance in an organization. The way in which managers assess individual performance and the role of HR business partners in the year end performance review process says a lot about an organization’s maturity when it comes to creating and sustaining a high performance culture. High performance cultures differentially reward their top performers; but this requires high performance distributions. Arriving at such distributions requires a robust performance rating calibration dialogue among managers. This is where HR business partners can play a major role in both implementing the process but also facilitating the performance calibration meetings to surface the differentiating behaviors and results that distinguishes top performers from everyone else.
Driving a Culture of Employee RecognitionGloboforce
Learn how to create a culture of recognition in this December 2013 webinar featuring Globoforce's Derek Irvine and Madeline Laurano of the Aberdeen Group.
Employee engagement is not an exact science. So far, the whole concept has been built on HR experience, positive phycology and business models that engage a company’s talent towards a productive culture of success.
At the core of employee engagement, similar to any company’s foundation, are some values. These values determine the why, how and what of that company, presumably.
In today’s economy, you’re building your company brand both through external as well as internal efforts. Playing two battlefields at the same time can prove to be tricky, that’s why some companies decide to focus their resources only on the external branding front. Meanwhile, they neglect their internal environment, failing to provide an engaging, challenging and appealing workplace.
Enters talent management. A grey area where an HR manager meets a Talent Manager/Chief Happiness Officer. Confusing? Yes. And if it’s confusing for the person actually holding that position, imagine what it does to the employees he or she is supposed to be engaging.
So, we came up with 25 ideas that can save a manager in need of some inspiration. Enjoy!
Employee Retention: Key Ways to Retain Your Top TalentKaufman Global
Employee retention is about compelling great people to stick around. This can be hard to achieve and sustain, because it isn’t just the money – it requires good data, a plan and mild effort. Learn how having a solid retention strategy can help you succeed against the headwinds of: post-merger integrations, skilled labor shortages, and changing technologies when you put the engagement of your people first.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
This PPT is a tool to help focus a team / group / or stakeholders into a high performance team. It concentrates on results, commitment, processes, communication, and trust.
I created this tool as a means to transition a team through the four stages of team maturity: forming, storming, forming, and performing.
Employ Key Employee Engagement Strategies PowerPoint Presentation Slides to create a happy culture and more productive employees so that your organization grows. Indulge your employees in employee engagement strategies to increase the levels of productivity, retention of best talent, increased sense of health and well-being, and more. This content-ready employee engagement complete PowerPoint slideshow will show you ways to empower your employees. Assign a mentor to a newcomer, have a themed day office, include team photos, encourage charity, encourage innovation, and more. Not just this, this ready-to-use employee engagement PPT deck covers topics such as employee engagement key statistics, survey questionnaire, and survey analysis to get a clear picture of employee engagement in your organization. Understand employees and nurture them to bring out the best in them. Improve company’s performance by enhancing employee engagement strategies. Incorporate professionally designed key employee engagement strategies PPT templates to boost your employee’s morale. Assess the invention with our Key Employee Engagement Strategies Powerpoint Presentation Slides. Figure out how to improve it further.
A company’s performance management system either hinders or enhances high performance in an organization. The way in which managers assess individual performance and the role of HR business partners in the year end performance review process says a lot about an organization’s maturity when it comes to creating and sustaining a high performance culture. High performance cultures differentially reward their top performers; but this requires high performance distributions. Arriving at such distributions requires a robust performance rating calibration dialogue among managers. This is where HR business partners can play a major role in both implementing the process but also facilitating the performance calibration meetings to surface the differentiating behaviors and results that distinguishes top performers from everyone else.
Driving a Culture of Employee RecognitionGloboforce
Learn how to create a culture of recognition in this December 2013 webinar featuring Globoforce's Derek Irvine and Madeline Laurano of the Aberdeen Group.
Employee engagement is not an exact science. So far, the whole concept has been built on HR experience, positive phycology and business models that engage a company’s talent towards a productive culture of success.
At the core of employee engagement, similar to any company’s foundation, are some values. These values determine the why, how and what of that company, presumably.
In today’s economy, you’re building your company brand both through external as well as internal efforts. Playing two battlefields at the same time can prove to be tricky, that’s why some companies decide to focus their resources only on the external branding front. Meanwhile, they neglect their internal environment, failing to provide an engaging, challenging and appealing workplace.
Enters talent management. A grey area where an HR manager meets a Talent Manager/Chief Happiness Officer. Confusing? Yes. And if it’s confusing for the person actually holding that position, imagine what it does to the employees he or she is supposed to be engaging.
So, we came up with 25 ideas that can save a manager in need of some inspiration. Enjoy!
Employee Retention: Key Ways to Retain Your Top TalentKaufman Global
Employee retention is about compelling great people to stick around. This can be hard to achieve and sustain, because it isn’t just the money – it requires good data, a plan and mild effort. Learn how having a solid retention strategy can help you succeed against the headwinds of: post-merger integrations, skilled labor shortages, and changing technologies when you put the engagement of your people first.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
This PPT is a tool to help focus a team / group / or stakeholders into a high performance team. It concentrates on results, commitment, processes, communication, and trust.
I created this tool as a means to transition a team through the four stages of team maturity: forming, storming, forming, and performing.
Employ Key Employee Engagement Strategies PowerPoint Presentation Slides to create a happy culture and more productive employees so that your organization grows. Indulge your employees in employee engagement strategies to increase the levels of productivity, retention of best talent, increased sense of health and well-being, and more. This content-ready employee engagement complete PowerPoint slideshow will show you ways to empower your employees. Assign a mentor to a newcomer, have a themed day office, include team photos, encourage charity, encourage innovation, and more. Not just this, this ready-to-use employee engagement PPT deck covers topics such as employee engagement key statistics, survey questionnaire, and survey analysis to get a clear picture of employee engagement in your organization. Understand employees and nurture them to bring out the best in them. Improve company’s performance by enhancing employee engagement strategies. Incorporate professionally designed key employee engagement strategies PPT templates to boost your employee’s morale. Assess the invention with our Key Employee Engagement Strategies Powerpoint Presentation Slides. Figure out how to improve it further.
Improve your organization's performance through culture assessment and management. CLI helps your organization assess and optimize culture with the Denison Culture Survey.
You don't have to be the CEO to affect change in your organization! Learn these five tips to become a passionate irritant and change maker in your job today!
Slide deck from a presentation given to the Ada County Employer Association by Shawn Miller and Yvette Earl on October 27th, 2015.
This talk explores the topic of engagement and its link to performance, and they key ingredients required to engage people and build a culture of high performance and high engagement
• The link between engagement and culture
• Dimensions of a high performance culture
• Engagement Meta-Studies – impact on people, performance and business metrics
• How engaged are we – the bad news and impact of the engagement deficit?
• Case studies linking engagement initiatives to performance
• Engagement and the individual
• Barriers to engagement
• 4 critical enablers to engagement
• What really motivates people?
• 3 E’s of leadership to build engaging high performance workplaces
The Denison Culture Model is a way of looking at an organization to identify, codify and understand organizational culture. This overview sums up the model.
What is being called forth in business and politics is a global paradigm shift. It’s a shift from a world focused on self-interest to a world focused on the common good. It’s a shift from “what’s in it for me” to “what’s best for everyone.”
BEYOND CULTURE - BUILDING WINNING ORGANIZATIONSMax Lamers
BUILDING ORGANIZATIONAL STRENGTH TRUMPS EVERYTHING IN BUSINESS!
Org Strength is a systems thinking and capabilities based approach to creating high-performance organizations. It is about what matters and the actual steps for building the kind of organization that will breed a great company culture as a result.
The Role of Leadership in Driving Excellencetheojamison
This presentation outlines what impedes organizations from achieving excellence, and leadership\'s role in creating and sustaining a culture of excellence.
A winning mentality can play a vital role in the success or failure of any project or task. As a manager you can be instrumental in creating a winning mentality that ultimately ensures the success of you and your team.
This webinar takes a look at why culture is so important to attracting and retaining great talent. We also look at how to create attractive cultures and what you can do today to get started.
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
Coaching Employees for High Performance (Webinar by Fuel50 & Quantum Workplace)Fuel50
Check out the full webinar at http://f50.li/cehp. Today, more than ever, providing opportunities for professional development and career growth is critical to engaging and retaining productive and high-performing employees. In fact, 100% of HR leaders identified improving leader coaching conversations as a top priority for them in 2017 and 70% of employers say their career development processes are ineffective at providing career advancement opportunities.
From Succession to Success Empowering Millennials and Gen Zs for Leadership.pdfTalentView
2024 is just around the corner, but it's not too late to equip yourself with knowledge and updated trends that you can use in your recruitment processes.
This webinar will help embrace the newest trends and strategies of 2024, equipping you with innovative approaches to engage with the new generation of leaders!
In this session, learn practical insights to:
Exploring work styles and preferences of Millennials and Gen Z leaders
Strategies for boosting retention and loyalty in your organization
Innovative approaches to enhance learning and development initiatives
Check out the recording here: https://www.talentview.com/from-succession-to-success-empowering-millennials-and-gen-zs-for-leadership/
Want to learn more about Empowering Millennials and Gen Zs for Leadership? Schedule a call here: https://calendly.com/mica-palattao/30min?month=2023-12
#TalentViewLearning
http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/retrieve.do?tabID=T002&resultListType=RESULT_LIST&searchResultsType=SingleTab&searchType=AdvancedSearchForm¤tPosition=7&docId=GALE%7CA55412182&docType=Column&sort=Relevance&contentSegment=&prodId=AONE&contentSet=GALE%7CA55412182&searchId=R6&userGroupName=oran95108&inPS=true
Building leadership skills
Max Messmer
Strategic Finance. 81.1 (July 1999): p10+.
Copyright: COPYRIGHT 1999 Institute of Management Accountants
http://www.imanet.org
Listen
Abstract:
The latest survey by Robert Half International Inc on 150 executives from the largest US firms indicates that they consider leadership skills the most valuable asset in managers. Reality suggests that leadership is both a natural and acquired skill. Actively nurturing leadership skills in promising employees and providing them with opportunities to further their career will benefit all firms. Five practical steps are suggested that will enable firms to help develop leadership skills among their employees.
Full Text:
An assistant controller for a textile manufacturer in the south was asked recently to assume some of the training and development functions for his department. It was a challenging role for two reasons: The firm was in the midst of significant expansion, including opening additional plants and offices in two nearby states, and turnover has been an issue in recent years. Its rapid growth combined with a higher-than-average employee turnover rate elicited concerns that the company wasn't doing enough to actively develop future leaders.
In a recent Robert Half International survey of 150 executives from the nation's largest companies, leadership skills were identified as the most valued asset in managers. Some believe that leaders are born, not made, while others think that leadership is a quantifiable set of skills and ways of thinking that can be taught. Reality lies somewhere in between. While certain people do appear to have innate management capabilities, there are others who possess an identifiable potential that can be nurtured successfully. Actively cultivating leadership skills among promising staff members ensures that employees groomed to lead and manage have an in-depth knowledge of a firm's processes and long-term goals as well as a feel for its corporate culture.
Once leaders are developed, you don't want them to leave. By fostering an environment in which employees are given the means to enhance their management abilities and to continually expand their responsibilities, companies leave room for career growth, a key motivator and retention tool. Let's investigate five practical steps you can take to help develop leadership skills in your department.
1 Provide formal training. No effective leader can function without an in-depth comprehension of how the organization works. Through orientations and training seminars, you can help each employee understand the significance of his or her function in the ...
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
Four Categorical Action Streams of Strategy as Yield DeterminantElijah Ezendu
This is the Yield-Determinant Canvas. Operability of strategy as yield-determinant comprises actions in four categories namely Key Driving Force, Aggregate Convergence Capability, Yield Optimization Control Framework and Competitive Lever.
10 Elements of Open-Mindedness in Workplace Operating as Drivers for Strategi...Elijah Ezendu
10 Elements Constituting Critical Mass for Development of Open-Mindedness as Enabling Corporate Cultural Pillar for Stimulating, Building and Sustaining Strategic Innovative Leadership Organisation-Wide.
Spectrum of Collective Leadership by Elijah EzenduElijah Ezendu
Spectrum of collective leadership showing trajectory of collective capability for results and reviews, pinpointing collective leadership as key driver for harnessing the greatest form of collaborative advantage in both vertical and horizontal teams, whether functional, cross-functional or organization-wide operation: An impeccable impetus for engaging transition from individual leadership to collective leadership.
Leadership Development Strategy and Strategic Planning: The Chicken and Egg ...Elijah Ezendu
A classical review of relationship between Leadership Development Strategy and Strategic Planning. Failure at one end generates heterogeneous domino effects in the other. Their codependency culminates in Propensity for Assurance.
Three Models of Corporate Investment Structure Based on Financials and Intang...Elijah Ezendu
The three models of corporate investment structure based on recognition of both financial capital and intangibles that should be valued not only at harvesting stage but also during conception.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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.
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.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
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
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
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.
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3. In a world that is changing both in terms of the
global nature of work and the diversity of the
workforce, engaged employees may be a key to
competitive advantage. Companies that
understand the conditions that enhance
employee engagement will have accomplished
something that competitors will find very
difficult to imitate.
Source: William Macey & Benjamin Schneider, The Meaning of Employee Engagement
4. Framework of Employee Engagement
HR System
Organisation Design
Job Design
Staffing
Rewards
Training & Development
Performance Management
Leadership Development
Work-Life Benefits
Job Characteristics
Skill Variety
Task Identity
Task Significance
Task Autonomy
Job Feedback
Job Resources
Job Demands
Role
Role Clarity
Role Fit
Co-workers
Social Identity
Support
Trust
Management
Support
Clear Expectations
Feedback
Recognition
Trustworthiness
Consistency
Integrity
Fairness
Leadership
Transformational
Openness
Vision
Perception of Fairness
Distributive
Procedural
Interactional
Traits
Proactive Personality
Autotelic Personality
Positive Affectivity
Conscientiousness
Self Efficacy
Self Esteem
Locus of Control
Psychological Conditions of
Engagement
Meaningfulness
Psychological Safety
Psychological Availability
Perceived Organisational Support
Psychological Contract Fulfilment
Psychological State of
Engagement
Job Involvement
Empowerment
Affective Commitment
Positive Affectivity
Behavioural Engagement
Organisational Citizenship Behaviour
Performance: Proficiency,
Adaptability, Resiliency, Innovation
Strategic Outcomes
Productivity
Quality
Customer Satisfaction
Financial/Market Performance
Revenue
Profits
Market Value
Source: William Castellano, A New Framework of Employee Engagement
6. HR as Facilitator & Enabler
Aligning goals for congruency
Promoting effective communication organisation-wide
Tracking Employee’s Voice
Entrenching formal and informal appreciation, reward and recognition
Developing and championing engagement friendly policies and practices
Conducting employee engagement survey on a regular basis
Deploying and managing multi-facial platform for accelerating
engagement
Architecting fitting models of engagement for various categories of
employees
Catalysing manager-employee connection across every set of command
layers
Reinforcing the glues of cohesion binding top management to all other
management streams and the blue collar workforce
Functioning as Engagement Agent while carrying out other responsibilities
7. 10 C’s of Employee Engagement
1. Connect with employees
2. Provide opportunities for career advancement
3. Vision is communicated with clarity
4. Convey clear expectations and feedback
5. Congratulate strong performance
6. Link individuals’ Contribution to strategy
7. Create opportunities for people to exercise control
8. Foster trust and collaboration
9. Maintain organisational credibility through ethical leadership
behaviour
10. Create confidence in the organisation’s high standards &
leadership example
Adapted from Gerard Seijts and Dan Crim
8. 5-A Model for Engagement
1. ALIGNMENT: Fit of employee talents and capabilities
with role
2. ATTENTION: Ways a leader pays attention to
employee
3. ATTITUDE: Positive thinking and positive guidance
for positive outcomes
4. APPRECIATION: Cultivating and expressing gratitude
and recognition
5. AUTHENTICITY: Leading in a way that is true to one's
own unique strengths, personal style and professional
perspective
Source: Cheryl Rice, Five Keys to Maximising Genuine Employee Engagement
9. Exploratory Engagement
How can HR department of a firm take
advantage of employee roles in structuring a
feasible engagement model?
11. “By moving focus from employee relations to
employee engagement, there is so much more
meaningful initiatives that we in HR can put in
place to help the company not only keep
employees happy but also to keep them
committed and engaged.”
- Edwin Ebreo, From Employee Relations to Employee Engagement
13. Components of Engagement Programme
• A session on corporate history and values of the organisation
• Delivery of an overview of the CEO's strategy and the financial goals and
objectives of the business
• A structured and managed process of 'two way dialogue' session with
senior level executives
• An early and detailed explanation and example of performance reviews
• The commencement of a tailored coaching and mentoring program to
achieve desired skills, personal development and training needs
• Periodic, regular, formal and informal two-way feedback to assess the
employee's progress and concerns (line managers/HR)
• The implementation of an agreed development plan in place that will add
value to the new employee's career growth
Source: Chris Selby, A Short Guide to Building a Business Case for Employee Engagement
14. Key Challenges of Employee Engagement
• Social Evolution
• Leveraging Technology
• Competitiveness
• Collaboration
• Teamwork
• Empowerment
• Financial Strength
• Organisation as One Big Team Orientation
• Layer Connectivity
• Shared Returns
• Extent of Goal Congruency
• Acceptance of Engagement Offer
16. According to Corporate Executive Board which
surveyed 50,000 employees in 59 organisations
worldwide, the results highlighted a clear
relationship between employee engagement
and retention. Employees with lower
engagement are four times more likely to leave
their jobs than those who are highly engaged.
The movement from low to high engagement
can give rise to averagely 21 percent increase in
performance.
Adapted from Corporate Executive Board, Driving performance and
retention through employee engagement.
17. Using Engagement Value Proposition
Build passion and focus in employees by means
of a workable Engagement Value Proposition.
Engagement Value Proposition shows a roadmap
of values in offering, total values available to
employees and how they shall influence returns
to the Organisation.
18. Model of Engagement Value Proposition
Work Environment
Aligned Effort and Strategy
Empowerment
Teamwork/Collaboration
Growth and Development
Support and Recognition
Engaged Employees
Greater Loyalty
Enhanced Effort
Organisational Success
Satisfied/Loyal Customers
Increased Retention
Higher Profits and Profitability
Revenue Growth
Engagement Drivers
Right Employees
Exceptional Leadership
Organisational Systems and Strategies
Adapted from Wellins, Bernthal and Phelps, Employee Engagement:
The Key to Realizing Competitive Advantage
20. Dr Elijah Ezendu is Award-Winning Business Expert & Certified Management Consultant with expertise
in Interim Management, Strategy, Competitive Intelligence, Transformation, Restructuring, Turnaround
Management, Business Development, Marketing, Project & Cost Management, Leadership, HR, CSR, e-
Business & Software Architecture. He had functioned as Founder, Initiative for Sustainable Business
Equity; Chairman of Board, Charisma Broadcast Film Academy; Group Chief Operating Officer, Idova
Group; CEO, Rubiini (UAE); Special Advisor, RTEAN; Director, MMNA Investments; Chair, Int’l Board of
GCC Business Council (UAE); Senior Partner, Shevach Consulting; Chairman (Certification & Training),
Coordinator (Board of Fellows), Lead Assessor & Governing Council Member, Institute of Management
Consultants, Nigeria; Lead Resource, Centre for Competitive Intelligence Development; Lead
Consultant/ Partner, JK Michaels; Turnaround Project Director, Consolidated Business Holdings Limited;
Technical Director, Gestalt; Chief Operating Officer, Rohan Group; Executive Director (Various Roles),
Fortuna, Gambia & Malta; Chief Advisor/ Partner, D & E; Vice Chairman of Board, Refined Shipping;
Director of Programmes & Governing Council Member, Institute of Business Development, Nigeria;
Member of TDD Committee, International Association of Software Architects, USA; Member of Strategic
Planning and Implementation Committee, Chartered Institute of Personnel Management of Nigeria;
Country Manager (Nigeria) & Adjunct Faculty (MBA Programme), Regent Business School, South Africa;
Adjunct Faculty (MBA Programme), Ladoke Akintola University of Technology; Editor-in-Chief, Cost
Management Journal; Council Member, Institute of Internal Auditors of Nigeria; Member, Board of
Directors (Several Organizations). He holds Doctoral Degree in Management, Master of Business
Administration and Fellow of Professional Institutes in North America, UK & Nigeria. He is Innovator of
Corporate Investment Structure Based on Financials and Intangibles, for valuation highlighting
intangible contributions of host communities and ecological environment: A model celebrated globally
as remedy for unmitigated depreciation of ecological capital and developmental deprivation of host
communities. He had served as Examiner to Professional Institutes and Universities. He had been a
member of Guild of Soundtrack Producers of Nigeria. He's an author and extensively featured speaker.