Strategic human resource management and strategic management processVARUN SHARMA
hey guys!! it is my second presentation on Strategic Human Resource Management and Strategic Human Resource Management Process..have a look and give me suggestions for it :)
Strategic human resource management and strategic management processVARUN SHARMA
hey guys!! it is my second presentation on Strategic Human Resource Management and Strategic Human Resource Management Process..have a look and give me suggestions for it :)
This presentation was prepared as a requirement for my Masters in Education (Management & Administration) course at Universiti Teknologi Malaysia. Hope this will be informative for those seeking for related information on Motivation.
“A Study on various techniques of motivation of employees”fiza91
Motivating employees can be one of biggest challenges as an employer, but learning how to inspire each individual is the key to a successful organization.
Reward is an incentive plan to reinforce the desirable behavior of workers or employers and in return for their service to the organization.
Compensation and Reward system plays vital role in a business organization.
Reward Management is concerned with the formulation and implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their value to the organization.
A comprehensive presentation deck about Performance Management in Human Resource Management (HRM)
CITATION:
Betia et al. (2023) Performance Management - HRM. Slideshare.
This presentation was prepared as a requirement for my Masters in Education (Management & Administration) course at Universiti Teknologi Malaysia. Hope this will be informative for those seeking for related information on Motivation.
“A Study on various techniques of motivation of employees”fiza91
Motivating employees can be one of biggest challenges as an employer, but learning how to inspire each individual is the key to a successful organization.
Reward is an incentive plan to reinforce the desirable behavior of workers or employers and in return for their service to the organization.
Compensation and Reward system plays vital role in a business organization.
Reward Management is concerned with the formulation and implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their value to the organization.
A comprehensive presentation deck about Performance Management in Human Resource Management (HRM)
CITATION:
Betia et al. (2023) Performance Management - HRM. Slideshare.
Justification of the study
This study examined the concept of employee motivation as a mean for delivering superior service quality in the hospitality industry as well as other similar industries. This paper provides a framework for managers to use to enhance their understanding of employee motivation and its sources. A successful quest for service quality can be the difference between success and failure for many service organizations. In today’s competitive environment, customers are always looking for better service, more knowledgeable support, faster response time, and lower prices. Service organization that allow their employee productivity standards to deteriorate by not encouraging improvement in the volume and quality of output, will see their customer base dissolve.
N6 Interview concepts (Communication students at FET Colleges South Africa)Suzaan Oltmann
N6 Interview concepts focuses on the interviewer and the interviewee during an interview process. Especially for N6 Communication student at South African FET Colleges.
Incentive point system(benefit one)2013Ryo Hiraide
We are "Benefit One USA, Inc."
We are the leading company in Japan as employee benefits (not insurance) and reward outsourcing provider.
Over 4,000 companies in Japan, including such companies and government organizations and the Ministry of Finance, entrust us.
Our services and network is the largest of its kind in Japan.
There are enabling our clients in retaining top performers and making lives easier for both clients and employees.
In the USA, we provide new benefit programs for employees and manage service providers and vendors as part of our service.
The service 'Incentive Point'.
Incentive point can result in increased satisfactions for employees and increase motivation of vendors.
As our “reward system” is directly tied to individual’s goals and accomplishments, the program can be the direct indicator of employee performance and employees are able to visually track their “results”.
This would be a great motivating factor for them to do even better jobs at work.
As you know, In the USA, it's usually for companies to give some reward to high performers not only by salary or bonus, but also by goods and services.
For example, some companies plan incentive trip, and some companies give gift cards or popular consumer electronics, appliance as rewards to high performers.
Planning such programs could well be very time consuming and might not be effective if the incentive is not attractive to individuals.
Ex) Giving out applianes while an individual is already iPad owner or giving out a Hawaii trip when an individual has gone to Hawaii on vacation this summer.
Also through our services, you will be encouraging sales representatives and distributors in improving their sales as they will be rewarded for their goals accomplished.
Incentive point system overview【Benefit one】Ryo Hiraide
Wouldn’t it be nice if your company recognize how much work you have been doing? In United States over 65% of employees are dissatisfied with their job from lack of recognition and motivation.
We can help your company to recognize how much effort you have been putting into work by using our “incentive point system”.
Incentive point system is a point evaluation system that convert incentive budget to points. We can set the evaluation standards by listening to both the company and the employee opinions.. When the evaluation standards are set, employees can now receive points by achieving the standards. Once the points have been transferred to individual’s accounts, employees can redeem their rewards from over 1000 items and services.
・ Effect after introducing Incentive Point System to your company; Visualization of employee performance
・ Visualization of incentive budget flow
・ Increase employee Motivation and Engagement
・ Decrease of turnover rate
・ Additional benefit for employee satisfaction
We do free hearing and consultation for your company.
For more detailed information, please contact us at contact@benfit-one-usa.com
These slides detailed about the performance management as a important aspect of HRM. It explains about how performances are managed & why its important for the organization to manage & control it...
Talent management and performance management serve two very different purposes. The former is about recruiting, retaining and rewarding employees, while the latter is a more niche examination of employee performance using metrics and feedback.
For more content like this, check out Acorn Labs: http://acornlabs.education/
Although performance appraisal is concerned with the evaluation of workers job performance, it at the same time serves to highlight the specific objectives of an organization. As the employee is being evaluated the organization is also evaluating itself by comparing objectives and standards of performance, reviews the whole appraisal framework and design as well as organizational values and culture. Performance appraisal is a veritable tool for organizations to evaluate and increase the quality of education and training of their workforce with a view to developing lifelong learning patterns and strategies to sustain productivity throughout longer working periods. Motivation as it relates to employee productivity is often behind the drive for performance and self-actualization and provides opportunities for higher productivity. Productivity is an important measure of goal achievement because getting more done with less resources increases organizational profitability. Using the exploratory research design and 109 participants the result of the study indicates a strong positive correlation between performance appraisal and employee productivity. It suggests that the issue of performance appraisal in charitable organizations should be addressed. In view of the result of the study, the paper recommends that performance appraisal should carefully review employee’s strengths and weaknesses against requirements for possible future higher responsibilities.
management
project management
performance
market
market share
marketing
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market size
company profiles
market report
mobile
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social media marketing
internet marketing x x x
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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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.
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𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
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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
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• Three (3) key tips to maintain a disciplined workplace.
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Effect Of Employees Motivation On The Organizational Performance
1. Effect of Employees Motivation on
the Organizational Performance
Presented By
Mohamad M. ADEL
ESLSCA 35 Global Management
Supervised By
Dr. Saneya El Galaly
2. Agenda
Literature review structure
Today’s Organizational Performance Challenges
What is Motivation
Motivation types
What is organizational performance
3. Problem Statement
This research studies the effect of
employee’s motivation through discussing
several and different types of motives
commonly used in the modern organizations
on the organizational performance reflected
in the organizational success that is
represented in various measures being
widely used in market leading organizations
4. Research Objectives
The research objective is to study the
effect of the different types of employees’
motivations techniques and their effect on
the different aspects of the organizational
performance based on the some of the main
organizational performance measures to
emphasis on how important is the role of
the employees’ motivation in the
organizational effectiveness and success
5. Research Questions
What is the employee’s motivation and
what the different types of employees’
motivations ?
What is the organizational
performance, and what are its
measures ?
What is the role that employees’
motivation plays in the organizational
performance ?
6. Today’s Organizational
Performance Challenges
Globalization and competition
Multinationals and multi-cultural resources
Many organizations are suffering Brain drain and
headhunting.
Surviving and thriving in today’s economical
environment.
7. Motivation and Its Types
Personal interest in maintaining the best
output to achieve a desired objective.
Intrinsic - is driven by an interest or
enjoyment in the task itself.
Extrinsic - the performance of an activity
in order to attain an outcome
Examples
8. Needs As Motives
Needs and wants
Work environment
Responsibilities
Supervision
9. Needs As Motives (Cont’d)
Effort
Feedback
Fairness and Equity
Employees’ Development
10. Organizational Performance
How effective is the organization in
achieving its strategic goals
Impact on the employees.
Impact on shareholders.
Impact on investors.
Internal with external focus debate.
12. OP Financial Measures
Financial Measures (NI and ROE)
– Definitions
– Other financial measures
– Best to reflect the current performance
– Tangible and can be easily benchmarked
13. OP Non-Financial Measures
Non-Financial Measures (Employees
Satisfaction and Customer Satisfaction)
– Definitions
– Other non-financial measures
– Best to predict the organization future
– Pressure on publically traded companies
– Intangibles should be converted to tangibles
– Drives non-financial measures with one to many and many
to one relations
14. Balancing financial and non-
financial objectives
Why balancing ?
How to balance?
Examples
16. Strategic Human Resource
Management Role - Motivation
Staffing
Compensation
Training and development
Empowerment and Leadership
Rewarding
17. Strategic Human Resource
Management Role - OP
BSC
– Organization objectives
– Priority
– Alignment rewards
– Involving management and key
employees
EPM and Cascading objectives
KPIs
19. Effect of Motivation on the
Organizational Performance
Most of the researchers are agreeing that
– SHRM implementation is influencing the employees’ intrinsic and extrinsic
motivation.
– Satisfied employees do their best toward the organization objectives (Job
Performance).
– In a well designed BSC model achieving the organization objectives
should work to satisfy customers.
– Satisfied customers improve the organization profitability and
consequently the return on equity.
Very few researchers are agreeing that the motivation has no
direct effect on the organizational performance