Emerging Compensation Challenges & Solutions - HRMATT 9th Conference Presentation
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Marvin Johncilla presented at HRMATT's 9th Biennial Conference on compensation approaches. Traditional approaches like unions, market parity, and job evaluation have challenges keeping up with emerging work models. New work protocols without defined times or locations require redefining jobs and their value. Solutions proposed included determining compensation through consultation and rewarding output or results. The future of HR requires expertise in work processes, business processes, and managing productivity to impact the bottom line.
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The document summarizes career options in the sports industry based on a panel discussion. It provides tips on using sport credentials and experience effectively in applications, the importance of networking, using social media professionally, and qualifications being a baseline while practical experience sets applications apart. The sports industry is resilient and there are opportunities around events like the Olympics and Rugby World Cup. Applications should have a strong tailored CV and cover letter and focus on contributions rather than what the employer can provide.
RBC's Approach to Talent Management - HRMATT
Amos Herai has over 15 year’s Senior Management experience in Human Resource Management. During his career he has held Senior HR roles in the Manufacturing, Hospitality and Financial Services sectors. His experience has covered all aspects of Human Resource Management, including Executive Recruitment, Executive
Development, Expatriate Management and Executive and Managerial Compensation.
Mr. Herai is at present the Head of Human Resources of the RBC Caribbean Banking. He leads a diverse HR team from twenty territories in the English and Dutch speaking
Caribbean. He is responsible for developing and implementing the HR strategies, programs and policies for RBC Caribbean which include Organizational Development, HR policy and governance and programs covering Reward and Recognition, Talent Management, Employee Relations, Learning and Development, Performance Management, and Compensation & Benefits.
Mr. Herai graduated from the University of the West Indies with a Bsc. In Sociology and Management and an Msc. in Management Studies, specializing in Human Resource
Management. Amos is also a Past President of HRMATT.
PRESENTATION SUMMARY – An Integrated approach to Talent Management and Leadership Development
A key component of RBC’s business strategy planning is the development and integration of talent strategies. Our Integrated Talent Management and Leadership Development Framework enables a holistic approach to strategic talent planning to help leaders meet their business/functional objectives. RBC’s executive talent management focuses on the executive team and the high potential pools to succeed that team. The presentation will define:
• RBC’s Talent Management Philosophy
• RBC Caribbean Talent Management objectives & Programs
• An Overview of Current Successes
• Towards an Integrated Talent Management Program
• Details of RBC Enterprise and RBC Caribbean Specific Programs.
Nu grid consulting overview
NuGrid Consulting is an executive search and HR consulting firm specializing in leadership talent search, HR consulting, and training. It was founded by two veterans of corporate consulting with experience of over 30 years. NuGrid provides executive talent search, leadership consulting, management training, succession planning, and advisory board services across various industries. It has a team of experienced managing partners and uses a thorough search methodology involving strategy, identification, assessment, and completion to identify qualified candidates for clients. NuGrid prides itself on its commitment and values in executive search.
Human resources at ernst&young
Ernst & Young (E&Y) is a global professional services firm headquartered in London, United Kingdom with over 167,000 employees working across 700 offices in 140 countries. In India, E&Y has over 4,500 employees working in various offices. The document discusses E&Y's integrated HR transformation framework, including their approaches to staffing, recruitment, training, performance management and developing a high-performance culture.
MP_General_presentation_EN
Manpower Bulgaria is a subsidiary of Manpower Inc., a global leader in recruitment and staffing with over 60 years of experience. Manpower Bulgaria has offices in Sofia, Plovdiv, Varna, and Burgas and provides recruitment and HR services including temporary and permanent staffing, outsourcing, consulting, outplacement, employee training and assessment. The document outlines Manpower's vision, values, range of HR services, recruitment process, and contact information for Manpower Bulgaria's offices.
Building a Second Career in HR
if you are a HR Professional you need to
build yourself up for a gig economy world. In the new Gig Economy world , what matters is not your Job
Title , your designation but your competency profile and your relational capital which serves as your
passport to a series of well paying Gigs.
HR Certication for the Caribbean HR Practitioner - HRMATT
The document discusses HR certification and the benefits it provides. It outlines the various certification options from the Human Resource Certification Institute (HRCI) including the Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), and Global Professional in Human Resources (GPHR). The eligibility requirements, exam focus areas, and registration process for each certification are described. Obtaining HR certification demonstrates knowledge of HR principles, increases marketability, and raises professional confidence. Certification involves adhering to ethical standards and ongoing professional development through recertification.
HR Maturity: Mature Management THINKING, PEOPLE, PRACTICE
IHRM is based on two very simple notions. One is that corporate behaviour only has legitimacy when it is driven by maximizing societal value, rather than just rewarding shareholders and executives. Another is that no organization can maximize its value without maximizing the value contribution of all the people who work for it (including suppliers). Mature executives are those that understand these to be self-evident truths and run their organizations accordingly. Such organizations are currently extremely rare. IHRM’s goal is to make this the prevailing paradigm.
Adam Freebody CV 2016
Adam Freebody has over 15 years of experience in business development, sales, training and management roles. He holds qualifications in business administration, retail and training and assessment. Currently he works as a School Pathway Specialist helping students identify education and career pathways. Previously he has held roles as a National Business Development Manager, Employment Consultant and various management roles in retail. He seeks new opportunities to utilize his leadership, communication and customer service skills.
Vocational rehab for Persons with Multiple disabilities
Paper presented at the National Instt for training professionals in vocational rehab of persons with multiple disabilities (PWMD) Paper concerns mainly an introduction and ways to identify jobs in relation to residual abilities of PWMD. Different characteristics of job, how to match job with abilities and different types of employment. Community based vocational training & rehab. Visit www.aidthedisabled.org for more
Connect with Content
Deze presentatie gaf ik tijdens de Nima Expert Class over contentmarketing olv Mark de Lange, Beklijf.
In deze presentatie vertelde ik over de ontwikkeling van de marketing van ConQuaestor vanaf de start in 2004 tot en met de plannen voor 2014. De uitdaging waar we voor staan is om contentmarketing niet meer als puur communicatie te zien, maar als onderdeel van het vernieuwde markerting - & salesproces.
Het thema van deze expert class: Elk merk een mening! Dat is het nieuwe adagium van de Editorial Age, het tijdperk waarin we nu zijn aanbeland. Reclame is namelijk op z’n retour, want niet meer effectief. 86% van de mensen stoort zich aan ongevraagde reclameboodschappen. Om in het huidige overvolle medialandschap aandacht voor je merk of product te krijgen, is het van cruciaal belang om aantrekkelijke content aan te bieden. Met een helder (maatschappelijk) standpunt verpakt in een onderscheidend verhaal. Ofwel: content die doelgroepen inspireert, informeert of iets leert (educatie). Deze zogeheten branded content is niet direct gericht op verkoop, maar heeft als doel je merk neer te zetten als betrouwbare bron van relevante informatie. Het resultaat: je creëert Thought Leadership en bereikt, bindt en activeert je (potentiële) klanten.
http://www.nima.nl/inspiration/ontwikkelprogramma/evenement/nima-expert-class-content-marketing-1/
Employability Skills & Interview Skills_1
The document discusses employee and employer expectations in the workplace. It notes that common employee expectations include a competitive salary, reasonable workloads, opportunities for career growth, and a safe work environment. Employer expectations include dependability, working well in a team, communication skills, and producing quality work. However, the reality is there is a large gap between expectations and the skills graduates possess. Many graduates lack both technical knowledge and soft skills required for jobs. Developing employability skills through targeted training programs can help bridge this gap and make graduates more successful.
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How Caribbean Executives can raise their standards - HRMATT
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HR Certication for the Caribbean HR Practitioner - HRMATT
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Walking the Walk with our Graduates...From Students to HR Practitioners - HRMATT
Eileen Knight, a Human Resources Management Lecturer at the University of the West Indies, St. Augustine Campus has spent her entire career either working as a Human Resources (HR) Practitioner, HR Consultant or teaching the HR discipline. In order to accomplish this, she has worked in over five countries and across six industries. She has also served as Director on a
number of Canadian corporate and non-profit organizational Boards. As a trained Organization and Methods Analyst, Eileen has conducted many Organizational Studies and Operational
Audits during her career. She is presently focused on enhancing the practice of Strategic Human Resources Management in the Caribbean Region.
PRESENTATION SUMMARY – Walking the walk with our Graduates …from students to Human Resources Practitioners
“As the world changes, expectations for education also shift. The nature of schooling must follow suit. Research in the past 30 years has proven that the current model of schooling no
longer adequately meets the needs” (Willms et al, 2009) of employers, “In the past the measure of an “educated person” was largely based on what they knew; now, the value of learning
is measured by, what students are able to do with what they know” (Gilbert, 2007)
This presentation will discuss the impact of co-operative educational approach to teaching with the use of four piloted Human Resources Management (HRM) based programs offered
at the University of the West Indies, St. Augustine. “One of the most distinctive characteristics of co-operative learning and perhaps the reason for its success is the close relationship
between theory, research and practice” (D.W. Johnson, 2007), therefore the programs are geared towards bridging the gap between the theoretical concepts of HRM and its practical application in a corporate setting. During the discussion, the findings and benefits of the programs (to all stakeholders involved namely, UWI, the employers and the Students) will be highlighted and evaluated
Positioning Human Resources for Organisational Leadership in Corporate Social...
KEITH WHITTINGHAM is a Professor at the Crummer Graduate School of Business at Rollins College in Winter Park, Florida, USA, where he teaches courses in Social Entrepreneurship, Global Sustainability and Quantitative Analysis. He also serves as Visiting Faculty in the Sustainability Seminar at INCAE, in Alajuela, Costa Rica. Over the past decade, Keith has taken several groups of MBA students to Latin America and the Caribbean to work with local businesses on Rollins Global Consulting Projects.
Keith’s research focus is on micro- to medium-sized enterprises, primarily in Latin America and the Caribbean. Raised in Trinidad and Tobago, Keith acquired an early interest in global sustainable development. His studies in engineering (BSEE Howard University, Ph.D. Cornell University) led to interests in renewable energy and developed skills in innovation and problem solving. However, it is during the last decade of teaching MBA students that he has become a strong proponent of enterprise and entrepreneurship as powerful vehicles in addressing global social concerns.
Additionally, over the past decade, his acclaimed Leadership/Organizational Development workshop series, “Aligning People and Passions” has impacted and ignited hundreds of participants across the United States, at companies like Walt Disney World and Darden Restaurants.
PRESENTATION SUMMARY – Positioning HR for Organizational Leadership in Corporate Social Responsibility Corporate Social Responsibility (CSR) has achieved a prominent place among strategic imperatives in the world of business. CEOs and other corporate leaders have come to recognize a broader sense of obligation; not just to financial shareholders, but to a diverse array of stakeholders. Across organizations, however, the focal point of CSR activities has not been consistently located. In some organizations, this role is housed in an independent department, while in others the function resides within Marketing, PR or even Finance. With its dual functions of internal support and external face, the HR department has great potential to interface with many important organizational stakeholders.
However, many HR professionals are yet to fully understand CSR and the role they can play in this area of growing visibility and importance. This presentation aims to build HR intelligence in the CSR arena. We will explore how the various HR functions can serve the CSR mission of the organization, while CSR, in turn, can further the recruitment and retention efforts of HR.
Managing Workplace Conflict - HRMATT
This document summarizes a presentation about managing workplace conflict. The presentation discusses what workplace conflicts are, potential causes of conflicts including misunderstandings and personality clashes. It also provides strategies for addressing conflicts such as obtaining agreement from parties to resolve it, arranging meetings, and brainstorming solutions. The supervisor's role in conflict resolution is to address real issues, listen well, and avoid negative statements. Overall, the presentation provides guidance for identifying, preventing, and resolving workplace conflicts.
HR hse Debunking the Myths
Alfred B Phillips presented at HRMATT's 9th Biennial Conference to debunk common safety myths and increase companies' bottom lines. He discussed that safety is more than just manuals, accidents can be prevented, and the safety department is not solely responsible for safety. Phillips also defined safety terms, outlined applicable safety laws and standards, and the strategic approach of plan-do-check-act. Additionally, he explained developing a proactive safety culture, modes of accident control, investigating all incidents, management's responsibility for safety, and HR's role in qualifying safety professionals and building accountability.
HR Upgraded - presented by Keynote Speaker Dave Ulrich - HRMATT
The document discusses trends in human resources (HR), focusing on how HR is evolving to focus more on external stakeholders and adding value to the business. It identifies 7 key HR trends: 1) HR focusing outside-in on external conditions and stakeholders, 2) Investing in HR to deliver value through talent, capability, and leadership, 3) Transforming the HR function to operate efficiently and effectively, 4) Innovating and aligning HR practices, and 5) Identifying critical competencies for HR professionals. For each trend, it discusses the definition and provides examples of how organizations can embrace that trend to strengthen their HR function and better support business goals.
HR in the "Clouds" - HRMATT
The document discusses how HR, IT, and cloud computing will impact productivity and lifestyle management in the coming decade. It notes that technological transformation is continuous and being driven by major tech companies. The cloud provides an integrated platform and transforms the datacenter, providing a new platform for skills and experience. It discusses how the 21st century worker and firm will change, and how technology is accelerating and impacting various industries and business segments. The document encourages starting simple steps like surveying employees and using voice recognition software, and defining a cloud strategy to prepare for these changes.
From Manager to Leader
Richard Dick presented on developing leadership at an HR conference. He outlined a multi-step approach including assessing current leadership competencies, providing learning and development content, implementing a process with coaching and practice, evaluating results, and ensuring organizational support. The process requires executive buy-in, is long-term in nature, and can help organizations address the need for leadership to effectively execute strategy.
Engaging the Future - HRMATT
The document discusses employee engagement and its importance for organizational success. It defines engagement as ensuring employees are committed to organizational goals, motivated to contribute, and enhance their own well-being. Traditional command-and-control approaches are contradicted by modern workforces that desire autonomy, mastery, purpose, and flexibility. The future of work requires organizational design focused on empowerment, self-management, and collaboration rather than hierarchy. Leaders must focus on building employee status, certainty, autonomy, relatedness and fairness to drive engagement.
Employment and Legislation Law - HRMATT
This document summarizes key employment and labour legislation in Trinidad and Tobago. It discusses contracts of employment and service, types of employment contracts, recourse for employees, characteristics that distinguish employees from independent contractors, the Industrial Relations Act, the Truck Ordinance, foreign labour contracts, trade disputes, retrenchment and severance benefits, minimum wages, national insurance amendments, the Maternity Protection Act, the Equal Opportunity Act, and the proposed Occupational Safety and Health Bill. The presentation provides an overview of the legislation and highlights important impacts, definitions, rights, and changes contained within them.
Elevate organizational performance with returning nationals - HRMATT
Presented by Subira Willock at the Human Resource Management Association of Trinidad and Tobago (HRMATT) 9th Biennal Conference and Exhibiton at Trinidad Hilton May 13th and 14th 2013
Do you know what your people are thinking by
The document discusses the importance of understanding employee attitudes and thinking. It summarizes the key points made in the presentation as follows:
1. The presenter argues that organizations should understand what their employees are thinking because it impacts job performance, productivity, business outcomes like customer satisfaction and loyalty, and overall performance.
2. The document then shares results from a regional employee survey that found over half of employees in the Caribbean are satisfied, while 22% are dissatisfied. It also outlines some key survey findings about leadership, communication and more.
3. Finally, the presenter provides recommendations for what organizations should do based on the employee feedback, including improving communication, leadership, feedback mechanisms, and linking attitudes to outcomes.
21st century industrial relations confrontation or cooperation- hrmatt....
The document discusses industrial relations in Trinidad and Tobago and suggests moving from a confrontational model to one of cooperation. It notes that current industrial relations are adversarial due to a lack of trust and mutual respect between parties. Statistics show high numbers of lost man-days due to strikes. The global economic environment presents challenges as the country works to improve its competitiveness ranking. The document advocates for tripartite cooperation between government, employers and unions to reform labor markets and build a shared understanding and mutual trust to achieve more cooperative industrial relations.
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欧洲杯投注-欧洲杯投注外围盘口-欧洲杯投注盘口app|【网址🎉ac22.net🎉】
【网址🎉ac22.net🎉】欧洲杯投注是体育博彩和在线赌场之一，得益于UKGC的三项许可。 成立之初是三名博彩公司将40家博彩商店的合并的结果，共同创建一家名为欧洲杯投注的公司。 欧洲杯投注在线赌场为游戏爱好者提供了300多种游戏，其中200多种老虎机，其他游戏包括二十一点，轮盘，真人荷官和真人赌场等。
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永久可查学历认证【微信：A575476】【(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证成绩单Offer】【微信：A575476】（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，办理一份就读学校的毕业证【微信：A575476】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：A575476】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。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部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！
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【网址🎉ac55.net🎉】欧洲杯赌球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。欧洲杯赌球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赌球，旗下2800家投注站遍布全英国。
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Unlock your kitchen's true potential with expert remodeling services from O'Brien Group Inc. Transform your space into a functional, modern, and luxurious haven with their experienced professionals. From layout reconfiguration to high-end upgrades, they deliver stunning results tailored to your style and needs. Visit obriengroupinc.com to elevate your kitchen's beauty and functionality today.
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Emerging Compensation Challenges & Solutions - HRMATT 9th Conference Presentation
- 1. COMPENSATION Presenter - Marvin Johncilla HUMAN SYSTEMS LIMITED HRMATT’s 9th Biennial Conference Hilton Trinidad & Conference Center May 14, 2013
- 2. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 TRADITIONAL APPROACHES Trust 1 Unions Market Parity External Compensation Job Evaluation 4 2 3
- 3. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 TRADITIONAL APPROACHES… CHALLENGES 1 Place Specific Internal Equity Rewarding Individual Performance Flat-rate Valuation 4 2 3
- 4. EMERGING COMPENSATION APPLICATIONS TRUTH HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
- 5. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 EMERGING WORK DELIVERY CHALLENGES 1 New ‘work” protocols No defined work times No physical place called “work” Remote Locations
- 6. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 EMERGING WORK DELIVERY CHALLENGES 2 Emergence of new “jobs” Jobs emerging with untraditional boundaries What is “work”
- 7. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 EMERGING WORK DELIVERY CHALLENGES 3 Definition challenges Cannot be quantified Cannot be easily valued Knowledge Workers
- 8. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 EMERGING WORK DELIVERY CHALLENGES Technology 4 Stress Decreased Loyalty Employees managing multiple commitments Work-Life Challenges
- 9. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 EMERGING WORK DELIVERY CHALLENGES 5 Output-based Rewards Ability to differentiate efficiency from effective
- 10. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 EMERGING WORK DELIVERY CHALLENGES 6 Different promotion expectations Different compensation expectations Young workforce Work Life values
- 11. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 SOLUTIONS New agreed “value” of work Definition of work
- 12. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 SOLUTIONS Consultative Joint determination of compensation
- 13. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 SOLUTIONS Bonuses Incentive Remuneration Performance Related Pay Pay for results
- 14. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 SOLUTIONS Value-adding basis Managing talent Bottom line Input vs. Output
- 15. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 SOLUTIONS Broad- banding Reduction of grade drift Growth possibilities Flexibility
- 16. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 SOLUTIONS Value of Work Consultative Pay for results Value- adding basis Broad- banding
- 17. The future of Human Resources Management THE WAY FORWARD HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
- 18. What is required of HRM to receive prominence THE WAY FORWARD HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 Output , Resources & Results Expert Command of Work Processes Expert Command of Business Processes The human resource cost on the bottom line Managing poor productivity
- 19. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 QUESTIONS & ANSWERS Marvin Johncilla MANAGING DIRECTOR #5 Fitt Street Woodbrook Trinidad Telephone: 1 (868) 625-6949; 1 (868) 624-8899 E-mail: humansystems@hslcaribbean.com Website: www.hslcaribbean.com Facebook: Human Systems Limited Management Consultants.