This document provides an overview of culture and cultural change in organizations. It defines key terms like culture, organizational culture, and workplace culture. It also discusses dimensions of organizational culture, imperatives for addressing culture, categories of cultural issues, and frameworks for cultural evolution and change. The document also covers topics like leadership and sustainability during culture change, building a culture of continuous improvement, recruitment and culture, creating inclusive workplace cultures, and developing high performance organizational cultures.
Half day open training event held in London on sickness absence and persistent lateness. Explained the link between employee engagement and absenteeism to the audience of HR professionals, small business owners and departmental managers.
Half day open training event held in London, England. The emphasis was on saving money through tribunals, pay-offs, tarnishing of reputation, recruitment of replacement employees and the impact on customer service by not minimising discrimination at work.
Half day open training event held in London on sickness absence and persistent lateness. Explained the link between employee engagement and absenteeism to the audience of HR professionals, small business owners and departmental managers.
Half day open training event held in London, England. The emphasis was on saving money through tribunals, pay-offs, tarnishing of reputation, recruitment of replacement employees and the impact on customer service by not minimising discrimination at work.
Las cooperativas NO agropecuarias como modelo de gestión de los servicios en ...Aldo M Acuña Naranjo
LAS COOPERATIVAS NO AGROPECUARIAS COMO MODELO DE GESTIÓN DE LOS SERVICIOS EN CUBA, UN ANÁLISIS DE SU CREACIÓN Y FUNCIONAMIENTO
La Cooperativa no Agropecuaria (CNA) es un nuevo modelo de gestión no estatal que constituye una de las vías del proceso de actualización del modelo económico cubano.
Este trabajo abordará cómo ha sido el proceso de creación de las mismas y cómo ha sido su desempeño en los dos años que llevan existiendo.
Finalmente, se hacen algunas propuestas para mejorar su desempeño y garantizar su éxito.
Interesantemente, el Proceso de Creación de Cooperativas en la Republica de Cuba guarda grandes similitudes con el Proceso de Creación Masiva de Cooperativas que hubo en la Republica de Venezuela en el año 2001 ( http:// goo.gl/pJ2PK2 ).
Algunas sugerencias interesantes pueden obtenerse en el documento sobre "Enseñanza del Emprendedurismo en los Liceos Venezolanos" ( http://www.goo.gl/MGgNSu )
Gracias
Getting Started in Big Data-Fueled E-Commercejradisson
Presentation to Outdoor Industry at the European Outdoor Summit, 17 October 2013 in Stockholm.
Abstract from the event program:
"Everywhere you turn these days there is a story on the promise of Big Data. Fact is, there is a wave of innovation in Big Data technologies under way that will affect our business. But are we really having a clear idea on how to use it to create new business?
Here in Europe, we're selling against Amazon, Google and other algorithmic commpetitors using spreadsheets and other manual methods. Nobody is talking about concrete use-cases or generating any new business value from Big Data. Until now.... Listen to Jason Radisson, in charge of a complex and forward looking initiative from Sport Scheck to grasp the huge untapped potential of tomorrow's e-commerce consumers."
Pay No Attention to the Project Manager Behind the Curtain: A Magento 2 Tell-AllJoshua Warren
Take an honest, no-holds-barred look at the reality of
launching a Magento 2 site in 2016 with the executive of one of the
first Magento 1 merchants and the founder of one of the first Magento
agencies. In this talk, we'll walk you through the good, bad and the
ugly of managing a successful Magento 2 project from setting
expectations to managing your managers and the surprises you'll
encounter as you move to Magento 2.
Presented at Meet Magento New York 2016 by David Deppner and Joshua Warren.
Most writers know: 'Easy reading is damn hard writing' (Hawthorne). But... luckily there are some tricks of the trade. In this presentation you will find 7 lifesavers for the aspiring creative writer.
The purpose of this manual is to provide a policy framework and procedural guidelines for the Human Resource Function in the bank. It articulates and provides a record of the significant policies formulated by the Bank from time to time for guiding decisions concerning employee related activities. It also defines the procedures to be followed by the Human Resource Function and other Functions of the Bank in the actual implementation of the prescribed policies.
The Indian Dental Academy is the Leader in continuing dental education , training dentists in all aspects of dentistry and
offering a wide range of dental certified courses in different formats.for more details please visit
www.indiandentalacademy.com
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...Anne Van de Catsye
Is your organization in need of a long term strategy for managing HR? Does your CEO challenge you to come up with HR plans that are aligned with the business plans? Do you have a strong strategic HR plan in your head but little time and no standard templates to turn this plan into a formal HR Strategy Document?
Having a clearly defined Strategic HR Plan helps you to become a strategic HR Business Partner, and will increase your credibility with Senior Management.
It will also help you to follow up on defined HR actions and report on progress in a highly professional way.
This manual explains in detail the 4 major steps to execute when defining and implementing your own HRM Strategy. You can use this manual as a guide during your projects, or as a development tool for your team.
Content within this Guide:
1. The Theory : Introducing the Concept & ModelWhat is Strategic HRM?
2. The Practice : A roadmap for creating your HRM StrategyHow to develop your HRM Strategy?
3. The Experience : Sharing experiencesHow to be successful?
Las cooperativas NO agropecuarias como modelo de gestión de los servicios en ...Aldo M Acuña Naranjo
LAS COOPERATIVAS NO AGROPECUARIAS COMO MODELO DE GESTIÓN DE LOS SERVICIOS EN CUBA, UN ANÁLISIS DE SU CREACIÓN Y FUNCIONAMIENTO
La Cooperativa no Agropecuaria (CNA) es un nuevo modelo de gestión no estatal que constituye una de las vías del proceso de actualización del modelo económico cubano.
Este trabajo abordará cómo ha sido el proceso de creación de las mismas y cómo ha sido su desempeño en los dos años que llevan existiendo.
Finalmente, se hacen algunas propuestas para mejorar su desempeño y garantizar su éxito.
Interesantemente, el Proceso de Creación de Cooperativas en la Republica de Cuba guarda grandes similitudes con el Proceso de Creación Masiva de Cooperativas que hubo en la Republica de Venezuela en el año 2001 ( http:// goo.gl/pJ2PK2 ).
Algunas sugerencias interesantes pueden obtenerse en el documento sobre "Enseñanza del Emprendedurismo en los Liceos Venezolanos" ( http://www.goo.gl/MGgNSu )
Gracias
Getting Started in Big Data-Fueled E-Commercejradisson
Presentation to Outdoor Industry at the European Outdoor Summit, 17 October 2013 in Stockholm.
Abstract from the event program:
"Everywhere you turn these days there is a story on the promise of Big Data. Fact is, there is a wave of innovation in Big Data technologies under way that will affect our business. But are we really having a clear idea on how to use it to create new business?
Here in Europe, we're selling against Amazon, Google and other algorithmic commpetitors using spreadsheets and other manual methods. Nobody is talking about concrete use-cases or generating any new business value from Big Data. Until now.... Listen to Jason Radisson, in charge of a complex and forward looking initiative from Sport Scheck to grasp the huge untapped potential of tomorrow's e-commerce consumers."
Pay No Attention to the Project Manager Behind the Curtain: A Magento 2 Tell-AllJoshua Warren
Take an honest, no-holds-barred look at the reality of
launching a Magento 2 site in 2016 with the executive of one of the
first Magento 1 merchants and the founder of one of the first Magento
agencies. In this talk, we'll walk you through the good, bad and the
ugly of managing a successful Magento 2 project from setting
expectations to managing your managers and the surprises you'll
encounter as you move to Magento 2.
Presented at Meet Magento New York 2016 by David Deppner and Joshua Warren.
Most writers know: 'Easy reading is damn hard writing' (Hawthorne). But... luckily there are some tricks of the trade. In this presentation you will find 7 lifesavers for the aspiring creative writer.
The purpose of this manual is to provide a policy framework and procedural guidelines for the Human Resource Function in the bank. It articulates and provides a record of the significant policies formulated by the Bank from time to time for guiding decisions concerning employee related activities. It also defines the procedures to be followed by the Human Resource Function and other Functions of the Bank in the actual implementation of the prescribed policies.
The Indian Dental Academy is the Leader in continuing dental education , training dentists in all aspects of dentistry and
offering a wide range of dental certified courses in different formats.for more details please visit
www.indiandentalacademy.com
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...Anne Van de Catsye
Is your organization in need of a long term strategy for managing HR? Does your CEO challenge you to come up with HR plans that are aligned with the business plans? Do you have a strong strategic HR plan in your head but little time and no standard templates to turn this plan into a formal HR Strategy Document?
Having a clearly defined Strategic HR Plan helps you to become a strategic HR Business Partner, and will increase your credibility with Senior Management.
It will also help you to follow up on defined HR actions and report on progress in a highly professional way.
This manual explains in detail the 4 major steps to execute when defining and implementing your own HRM Strategy. You can use this manual as a guide during your projects, or as a development tool for your team.
Content within this Guide:
1. The Theory : Introducing the Concept & ModelWhat is Strategic HRM?
2. The Practice : A roadmap for creating your HRM StrategyHow to develop your HRM Strategy?
3. The Experience : Sharing experiencesHow to be successful?
These are the slides that we used in a Lunch webinar March 5th 2014 on developing and measuring organisational Culture. The whole webinar is recorded and can be viewed at: http://www.youtube.com/watch?v=leLdj0N3lvc
Older workers and generational differences May 2013Timothy Holden
Half day open training event for HR professionals and managers on the maximizing the efficiency of workers from different levels of experience and age, held in Toronto.
Half day open training event held in London. Audience included diversity professionals, HR people, business owners, NHS employees and individuals employed in charities. We had an interesting debate on the new TUC report around sexual harassment.
Half day open training event held in London, England on how to conduct the dismissal/termination of an employee as professionally and efficiently as possible, whilst minimising the pain and suffering involved.
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.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
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.
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.
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.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
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
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
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.
3. Intro - London HR and Training
• London HR and Training is a specialist human
resources and training consultancy headed by Timothy
Holden
• 10 years in banking
• 20 years in training and human resources
• Business owner since 2007
• The core services provided by London HR and Training
are:
- Reducing costs and saving time through bespoke HR
initiatives and projects
- Training course design and delivery
- Services for job seekers
Page 3
4. Contents
5-6 Definitions
7-9 Aspects of culture
10-11 Dimensions of organisational culture
12-14 Imperatives when addressing culture
15-16 Categories of cultural issues
17-18 A culture evolution framework
19-21 Leadership sustainability and culture change
22-25 Building a culture of continuous improvement
26-28 Recruitment and culture
29-30 Small businesses and culture
31-32 Creating a fair and inclusive workplace culture
33-34 Culture traps and realities
35-38 Multipliers and diminishers
39-40 Making the organisation’s culture great
41-44 A high performance organisational culture
45-46 Factors shaping CSR’s future
47-48 Exercise
49-50 To sum up…
13. Imperatives when addressing
culture 1 of 2
• The existing culture can be a
powerful source of energy and
influence for behaviour change
• If you don’t have to overhaul or
replace a culture, don’t!
• Start with changing behaviours, not
mind-sets
Page 13
14. Imperatives when addressing
culture 2 of 2
• Focus on changing only the few critical
behaviours at different levels within key
populations
• Use cross-organisational methods to
motivate behaviour change, not just
formal top-down programmatic methods
• Mobilize both rational and emotional
forces to reinforce the new values and
behaviour patterns and achieve lasting
change
Page 14
18. A culture evolution framework
• Culture from and to
• Identify critical behaviours and key
influencers
• Formal and informal levers
• The culture evolution programme
• Measure progress
Page 18
20. Leadership sustainability and
culture change 1 of 2
• Definition of leadership sustainability
• A culture shift
• Questions to ask when embarking in
cultural change
Page 20
23. Building a culture of continuous
improvement 1 of 3
• Principles of continuous
improvement
• What is LEAN?
• The goal of LEAN
• The key to LEAN improvement
• Types of issues
• Performance and time
• LEAN management
Page 23
24. Building a culture of continuous
improvement 2 of 3
• Accountability and coaching
• Gemba
• Structured problem solving
• Root cause analysis
• Visual management
Page 24
25. Building a culture of continuous
improvement 3 of 3
Page 25
Plan
DoStudy
Act
27. Recruitment and culture 1 of 2
• How to get it right
• Methods of encouraging applications
from the widest possible pool
• A statement about culture
• Example job description
• Purposes of a job description
• Example person specification
• Protected characteristics in law
Page 27
28. Recruitment and culture 2 of 2
• Shortlisting interview candidates
• Purposes of interviews
• How to interview effectively
• Keeping records
Page 28
30. Small businesses and culture
• Ways that small businesses feel
company culture positively impacts
upon them
• Areas that need improvement
• The physical workplace
• Wellbeing
Page 30
32. Creating a fair and inclusive
workplace culture
• Policies
• Health and safety
• Communication
• Presenteeism
• Networking
• Maternity and paternity leave
• Retention
Page 32
34. Culture traps and realities
• Blame the leader
• The devil made me do it
• Culture is the soft side of the
organisation
• Black cloud to white cloud
Page 34
40. Making the organisation’s
culture great
• Assign an owner
• Make it personal
• Communicate your mission
• Empowerment and a sense of
freedom
• Prioritize and focus
Page 40
42. A positive workplace culture
1 of 3
Components
• Open and honest communication
• Rewards and recognition
• Trust, respect and fairness
• Learning and development
• Teamwork and involvement
• Work-life balance
• Coaching and feedback
Page 42
43. A positive workplace culture
2 of 3
Steps to be taken
• Start with you
• Build on core values
• Recruit, reward and retain the best
• Bring out the inner genius of those
people
• Invoke the no-twit rule
Page 43
44. A positive workplace culture
3 of 3
Steps to be taken (cont.)
• Integrity drives ethical conduct
• Listen generously
• Civility always, everywhere, everyone
• Enhance your behavioural repertoire
Page 44