Organizations seek to maximize the productivity and profitability of their staff !
Individuals seek satisfaction from their work !
If both can be achieved concurrently , there is a true Win-Win !
The impact of an ‘engaged’ workforce over an ‘unengaged’ one is dramatic
Employee Communication & Engagement (ECE) - A Tailored Approach for Measuring Communication, Engagement, and Execution to Make a Meaningful , Sustained, & Continuously Improved Impact.
Employee Communication & Engagement (ECE) are essential elements of a Talent Management System (TMS).
Talent Management is a set of integrated organizational HR processes & practices designed to attract, develop, motivate, and retain productive, engaged employees, in support of becoming the “Provider of Choice” & the “Employer of Choice” in the markets we serve. Talent Management Systems (TMS’s) typically work in four key stages: define, implement, measure, & improve.
Through a customized Employee Engagement Program, we will tailor an approach, tools, and methodologies for measuring engagement, articulating the concepts across the Company, clarifying accountability related to engagement and finally, making a meaningful and sustained impact on people’s commitment to the success of the Company, and their own personal success at the same time. Most successful employee engagement initiatives use a multi-faceted approach.
Employee Communication & Engagement (ECE) Focuses on Enhanced Business Outcomes:
- Highly engaged business units have less absenteeism, lower turnover and greater productivity, a more aligned organization, and lower risk management
- Result in greater profitability
- Outperform peers measuring earnings per share
- Enables high quality, timely organizational communication through an Employee Engagement & Communication (ECE) Platform (ECE) platform;
- Continuously improves (modernize, streamline, measure).
- Enables high quality, timely organizational communication through an Employee Engagement & Communication (ECE) Platform (ECE) platform.
The HR Managers Guide to Employee EngagementSage HRMS
How can your company increase employee engagement and retain top performers? In this guide, we will examine some current statistics about employee engagement, show how employee engagement affects companies’ financial performance, and provide tips to effectively increase employee engagement at your company.
The importance of employee engagement and building executive and senior management buy into effective employee engagement programs. Focus on using Employee Engagement survey to drive positive workplace change.
The Employee Engagement Handbook | WorkStrideWorkStride
Learn how creating a positive employee experience can help increase engagement, retention, and productivity. In this guide, we’ll go over five areas to focus on in order to create a positive employee experience: employee engagement, learning and development, company culture, workplace environment, and tools and technology.
Employee Communication & Engagement (ECE) - A Tailored Approach for Measuring Communication, Engagement, and Execution to Make a Meaningful , Sustained, & Continuously Improved Impact.
Employee Communication & Engagement (ECE) are essential elements of a Talent Management System (TMS).
Talent Management is a set of integrated organizational HR processes & practices designed to attract, develop, motivate, and retain productive, engaged employees, in support of becoming the “Provider of Choice” & the “Employer of Choice” in the markets we serve. Talent Management Systems (TMS’s) typically work in four key stages: define, implement, measure, & improve.
Through a customized Employee Engagement Program, we will tailor an approach, tools, and methodologies for measuring engagement, articulating the concepts across the Company, clarifying accountability related to engagement and finally, making a meaningful and sustained impact on people’s commitment to the success of the Company, and their own personal success at the same time. Most successful employee engagement initiatives use a multi-faceted approach.
Employee Communication & Engagement (ECE) Focuses on Enhanced Business Outcomes:
- Highly engaged business units have less absenteeism, lower turnover and greater productivity, a more aligned organization, and lower risk management
- Result in greater profitability
- Outperform peers measuring earnings per share
- Enables high quality, timely organizational communication through an Employee Engagement & Communication (ECE) Platform (ECE) platform;
- Continuously improves (modernize, streamline, measure).
- Enables high quality, timely organizational communication through an Employee Engagement & Communication (ECE) Platform (ECE) platform.
The HR Managers Guide to Employee EngagementSage HRMS
How can your company increase employee engagement and retain top performers? In this guide, we will examine some current statistics about employee engagement, show how employee engagement affects companies’ financial performance, and provide tips to effectively increase employee engagement at your company.
The importance of employee engagement and building executive and senior management buy into effective employee engagement programs. Focus on using Employee Engagement survey to drive positive workplace change.
The Employee Engagement Handbook | WorkStrideWorkStride
Learn how creating a positive employee experience can help increase engagement, retention, and productivity. In this guide, we’ll go over five areas to focus on in order to create a positive employee experience: employee engagement, learning and development, company culture, workplace environment, and tools and technology.
More Information:
https://flevy.com/browse/flevypro/employee-engagement-measurement-and-improvement-5321
Employee Engagement has emerged as one of the significant pillars on which the Competitive Advantage, Productivity, and Growth of an organization rests. Measuring Employee Engagement is vital in shaping Employee Engagement Strategies that help propel the organization towards growth.
This presentation provides a detailed overview of the Employee Engagement Scorecard, a framework that is quite effective in measuring the existing levels of Employee Engagement and devising strategies based on the individuals’ requirements. The Employee Engagement Scorecard encompasses 5 dimensions or guiding principles:
1. Enhance Employee Satisfaction
2. Promote Employee Identification
3. Enhance Employee Commitment
4. Ensure Employee Loyalty
5. Manage Employee Performance
The slide deck also includes some slide templates for you to use in your own business presentations.
Looking for Online employee engagement games? Try these 50+ unique Online employee engagement games with your remote teams. It could be modified or customized according to your remote teams based on your suitability. For more details visit our website. https://www.sosparty.io/booster/activities
For an Employer, it is all about engaging or involving employees by creating such environment, motivation, work culture and other factors which drives Employee Engagement.
Human Resource Management is an accession towards employee staffing which
distinguishes peoples as a credit (human capital) whose existing financial worth sounds steady
and whose expected appraisal can be appreciated with help of investment. Human Resource
Management guides to manage an Food Fiesta and its employees for the need to them to accord
eloquently in the overall productivity of an Food Fiesta. In the terms of a common man the
management of workforce of any Food Fiesta is stated as Human Resource Management. The
term Employee Engagement often cited as “Worker Engagement” is a theory of business
management which implies the extent to which employees think, feel, and act in ways that
represent high levels of commitment to their Food Fiesta. Engaged employees are motivated to
contribute 100% of their knowledge, skills, and abilities to help their Food Fiesta succeed. They
care deeply about their company, want to contribute to its success, and regularly have peak
experiences at work
Impact of Employee Engagement on Performance (Harvard Business Review)Pinky Gonzales
Employee engagement has become a top business priority for senior executives. Yet while most executives see a clear need to improve employee engagement, many have yet to develop tangible ways to measure and tackle this goal. However, a growing group of best-in-class companies says they are gaining competitive advantage through establishing metrics and practices to effectively quantify and improve the impact of their engagement initiatives on overall business performance.
Webinar best practices in creating employee engagementPayScale, Inc.
Engaged employees are driven towards higher performance and productivity which ultimately drives organizational results.
With nearly 60% of respondents of the 2015 Compensation Best Practices Report citing retention as a top concern, how can engagement improve intent to stay with your organization? Join Jessica Webster and Mykkah Herner as they look at the role compensation plays in engaging employees.
Attend this webinar and learn:
- The link between engagement, performance, and compensation
- Critical drivers of engagement
- How to increase the perception of fairness of pay within your organization
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
Employee engagement refers to the level of dedication and enthusiasm employees hold regarding their tasks, responsibilities, and the overall objectives and culture of a workplace. It’s important to measure employee engagement (in a worthwhile way) and embed employee engagement into an organisations culture.
For more content like this, check out Acorn Labs: http://acornlabs.education/
More Information:
https://flevy.com/browse/flevypro/employee-engagement-measurement-and-improvement-5321
Employee Engagement has emerged as one of the significant pillars on which the Competitive Advantage, Productivity, and Growth of an organization rests. Measuring Employee Engagement is vital in shaping Employee Engagement Strategies that help propel the organization towards growth.
This presentation provides a detailed overview of the Employee Engagement Scorecard, a framework that is quite effective in measuring the existing levels of Employee Engagement and devising strategies based on the individuals’ requirements. The Employee Engagement Scorecard encompasses 5 dimensions or guiding principles:
1. Enhance Employee Satisfaction
2. Promote Employee Identification
3. Enhance Employee Commitment
4. Ensure Employee Loyalty
5. Manage Employee Performance
The slide deck also includes some slide templates for you to use in your own business presentations.
Looking for Online employee engagement games? Try these 50+ unique Online employee engagement games with your remote teams. It could be modified or customized according to your remote teams based on your suitability. For more details visit our website. https://www.sosparty.io/booster/activities
For an Employer, it is all about engaging or involving employees by creating such environment, motivation, work culture and other factors which drives Employee Engagement.
Human Resource Management is an accession towards employee staffing which
distinguishes peoples as a credit (human capital) whose existing financial worth sounds steady
and whose expected appraisal can be appreciated with help of investment. Human Resource
Management guides to manage an Food Fiesta and its employees for the need to them to accord
eloquently in the overall productivity of an Food Fiesta. In the terms of a common man the
management of workforce of any Food Fiesta is stated as Human Resource Management. The
term Employee Engagement often cited as “Worker Engagement” is a theory of business
management which implies the extent to which employees think, feel, and act in ways that
represent high levels of commitment to their Food Fiesta. Engaged employees are motivated to
contribute 100% of their knowledge, skills, and abilities to help their Food Fiesta succeed. They
care deeply about their company, want to contribute to its success, and regularly have peak
experiences at work
Impact of Employee Engagement on Performance (Harvard Business Review)Pinky Gonzales
Employee engagement has become a top business priority for senior executives. Yet while most executives see a clear need to improve employee engagement, many have yet to develop tangible ways to measure and tackle this goal. However, a growing group of best-in-class companies says they are gaining competitive advantage through establishing metrics and practices to effectively quantify and improve the impact of their engagement initiatives on overall business performance.
Webinar best practices in creating employee engagementPayScale, Inc.
Engaged employees are driven towards higher performance and productivity which ultimately drives organizational results.
With nearly 60% of respondents of the 2015 Compensation Best Practices Report citing retention as a top concern, how can engagement improve intent to stay with your organization? Join Jessica Webster and Mykkah Herner as they look at the role compensation plays in engaging employees.
Attend this webinar and learn:
- The link between engagement, performance, and compensation
- Critical drivers of engagement
- How to increase the perception of fairness of pay within your organization
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
Employee engagement refers to the level of dedication and enthusiasm employees hold regarding their tasks, responsibilities, and the overall objectives and culture of a workplace. It’s important to measure employee engagement (in a worthwhile way) and embed employee engagement into an organisations culture.
For more content like this, check out Acorn Labs: http://acornlabs.education/
Right Quarterly 2nd quarter 2013: Career DevelopmentChris Jones
The Second
Quarter edition of the APAC Right
Quarterly is dedicated to Career Management.
The first article called “Developing Talent: How
Career Opportunities drive Business
Performance”, builds upon our core mission
in Right Management, of working with clients
to help align their talent strategy with their
business strategy. Employee engagement
and retention is a critical challenge for many
organizations, and this article talks of how
career development can significantly push
employee engagement. But even career
development needs a structured approach for
effective implementation to ensure business
results.
The second article on “Career Directions:
Having the right Career Conversations”,
shares a case study of an Australian client
who is working towards their 2017 Workforce
plan. An important impact of this will be in
the working environment for the division. To
help employees adapt to this change, Right
Management worked with them to create and
implement a career development initiative for
employees. The aim was on building Coaching
capabilities in People Leaders, and to equip Self leaders with skills necessary to enable
them to make their own career decisions.
The objective was also to align employee
development with future corporate needs,
while also developing career agility.
Strategic Onboarding is an approach to Talent Onboarding that addresses the long-term needs of
the employee while also addressing the business needs of the organization. It creates a win-win
situation, providing value to both the business and the employee.
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
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 ...
Is your organization aligned to a common direction?
For more white papers and webinars, go to http://www.sldesignlounge.com
Or visit us at http://www.sld.com
LinkedIn provided a course at how to win the retention game? finding the perfect employee for the job is a very hard task, despite some saying everyone is replaceable, read here why and how to win back your loyal employees and how to retain others.
Attract, Retain, and Grow your people to grow your impact and the role of lea...The Pathway Group
The title "Attract, Retain, and Grow Your People: Maximizing Impact and the Importance of Effective Leadership" highlights the essential elements of building a successful organization. By focusing on attracting, retaining, and nurturing talented individuals, companies can expand their influence and achieve meaningful outcomes. Effective leaders play a crucial role in this process, guiding and empowering their teams to reach their full potential. By prioritizing the development of their people, businesses can drive growth, enhance their impact, and create a thriving work environment.
Creating Engagement in a Diverse Workforce - Technology tools to help you eng...HeyEmbedMe
According to the Global Human Capital Trends 2016 report, “employee engage-
ment is a headline issue throughout business and HR.” Fully 85 percent of survey
respondents ranked engagement as a top priority, yet only 46 percent reported that they
were prepared to address engagement challenges.1
One of the drivers behind the focus on engagement — which not only concerns HR,
but also has wider implications for the overall performance of an organization — is
the increasing diversity of today’s workforce. From aspiring Millennials to aging Baby
Boomers — working in a complex mix of full-time, part-time, contingent, temporary,
and contract roles — the 21st-century workforce is more diverse than ever, challenging
organizations to build and support a corporate culture that fosters employee engage-
ment. When you pair this diverse workforce with the growing competition to attract and
retain top talent, it’s easy to see why culture and work environment have become key
drivers of employment brand. No matter the age, status, or position of your employees,
how can your organization effectively engage and inspire today’s diverse workforce?
Phone screening is certainly one way to determine whether a candidate might be suitable for a role and therefore whether or not they should qualify for a face-to-face interview. But knowing what to keep an eye (or ear!) out for during a phone screening call could also prevent the odd catastrophe.
When most people think of a background check, they think of a simple criminal history check. A background check is much more than that. It’s the process by which you find your best candidate by looking at criminal records but also education and employment history, civil records, references, and more. Each is a critical piece of the puzzle. A background check helps your company stay safe through a criminal history check. It helps ensure applicants can do what they claim they can through employment and education verification. It verifies applicants are who they claim to be and aren’t wanted internationally. Background screenings, background checks, pre-employment screenings—call them what you will, they are always there to help protect your company, your employees, and your clients.
Professionals work in a wide variety of settings and across many different industries including business, science, medicine, education, art, and public service. Many professions have Codes of Conduct that specify ethical behavior and expectations particular to that field. In addition, professionals must often make ethical judgments in their area of specialty that falls outside their specific Code of Conduct.
Professionals often need to apply moral reasoning to their interactions with co-workers, clients, and the general public. These resources offer insights that apply to a wide range of professionals as they seek to develop standards of ethical behavior in their careers.
Here we are pointing out some professional ethical standards
The first day for a new employee can be overwhelming, with a flood of new faces, introductions, and information to help them gain familiarity with their new environment. To help ease the new hire into his/her role, it is important to focus the first day on the employee’s individual work space, navigating the office itself, modes of communication, use of equipment, as well as office expectations.
Green wind solutions are well equipped to meet the challenges and opportunities that organizations face. Primary services will include market feasibility studies, accounting and labour compliance, business legal services, business plans, operational reviews, re-engineering, strategic planning, creative marketing, seminars, training and workshops.
HR audit is an overall quality control check on human resource activities in a division or company and how those activities support the organization’s strategy. A human resource audit evaluates the personnel activities used in an organization. The audit may include one division or entire company.
For most types of businesses the telephone plays a major part in daily operations. This is because businesses need them in order to call out and contact vendors, business associates, and clients or customers. They are also valuable in that they open a door of communication with customers by allowing them to contact the business at any time during its hours of operation. As important as the phone is, it is just as important that businesses know the difference between what is good and what is bad phone etiquette.
They must understand that how they interact with clients and business associates over the phone will either portray them in a positive light or a negative one. In the hands of a poorly trained employee, manager, or business owner, telephone use can have an extreme negative effect on the business. For this reason, it is important that companies properly train their employees on good and bad phone practices.
We are living in the era of buyers market. we Know customer is God. Then we should clearly know how to treat a customer or how to delight a customer. Here Green wind solutions Training professionals introduce the updated training module in Customer Service. We are happy to know your feedback.Green wind is offering a wide range of services and solutions which are powered with the latest technologies by specialized professionals. Green wind Solutions is a private limited company incorporated under the company Act in the cultural city of Kerala, Thrissur.We have lasting solutions in Corporate consultancy Finance Human Resource Marketing Brand Building Training and Development Social Media Marketing Creative agency Advertisement Counseling programs.
Conflict is inevitable given the wide range of goals for the different stakeholder in the organization.
Lack of conflict signals that management emphasizes conformity and stifles innovation.
Conflict is good for organizational performance although excessive conflict causes managers to spend too much time achieving their own ends.
Green Wind Solutions training provides effective solutions to reduce organizational conflict
Green wind is offering a wide range of services and solutions which are powered with the latest technologies by specialized professionals. Green wind Solutions is a private limited company incorporated under the company Act in the cultural city of Kerala, Thrissur.We have lasting solutions in Corporate consultancy and have expert team for Training and developmental program
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
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.
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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As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
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.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
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.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
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➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
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➢ Winner [CROSS] Tour in HCM
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➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
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.
Memorandum Of Association Constitution of Company.pptseri bangash
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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.
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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.
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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.
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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.
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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
2. Employee Engagement
Employee engagement can be defined as an employee putting forth
extra discretionary effort, as well as the likelihood of the employee
being loyal and remaining with the organization over the long haul.
Research shows that engaged employees: perform better, put in
extra efforts to help get the job done, show a strong level of
commitment to the organization, and are more motivated and
optimistic about their work goals. Employers with engaged
employees tend to experience low employee turnover and more
impressive business outcomes.
3. What is employee engagement
Attracting, Retaining & Developing
Talent to Enhance Organizational
Capability
4. Importance
Attrition in India to top world charts in 2013; one in four employees to change jobs
One in four employees in the organized sector in India is set to switch jobs, the
highest attrition rate globally, according to a Hay Group study. The series of
fresh investments planned across sectors could raise demand for talent
even as economic conditions remain tepid, raising concerns on employee
engagement and retention.
By Ross Reck According to a recent article in The Economic Times, India is "in
the eye of an employee turnover storm. " With a projected employee
turnover rate of 26.9% for 2013, India will lead the world in employee
turnover. Recruiting and training replacement employees is expensive and
has a significant .negative impact on a company's bottom line.
The attrition level is become a hard nut to crack in business peoples, only good
employee engagement activities can drive a good path for business
success. Retaining employees is gaining importance in today‟s business
world.
5. Its a step ahead than employee
Satisfaction:
Employee engagement is more than just the current HR 'buzzword'; it is
essential. In order for organizations to meet and surpass organizational
objectives, employees must be engaged.
Belief in the organization
Desire to work to make things better
Understanding of business context and the „bigger picture‟
Respectful of and helpful to colleagues
Willingness to „go the extra mile‟
Keeping up to date with developments in the field
6. Drivers of Engagement - What
matters most?
Knowing whether employees are engaged or disengaged is only the first step. You also
need to be able to take action on the results. You need to understand the key drivers
of engagement and disengagement, and you need to be able to plan activities or
initiatives that will have the greatest impact on increasing engagement. The elements
that drive engagement are usually similar across most companies, but the specific
concerns and level of importance are unique and specific in every company and even
in different demographic subgroups within a company. We employ two techniques
that enable you to identify the key drivers of engagement in your company and to
understand what to focus on and how to improve in those areas.
Priority Level - we look at the statistical patterns across all groups in your organization
to determine which items are impacting overall engagement within each demographic
group. Items with low scores that are strongly linked to engagement are the areas
where you will want to focus your change initiatives and engagement strategy.
Virtual Focus Groups - next, we ask targeted follow-up questions at the end of the
survey that ask employees to provide examples of problems as well as suggestions
for how to improve. Once you have identified an area that needs improvement, you
can turn to the comments where you will often find detailed information that provides
the specific what, why, and how so you can take action.
7. ENABLERS OF ENGAGEMENT
The below four enablers of engagement have proved to be useful lenses which can help
organizations assess the effectiveness of their approaches.
Visible, empowering leadership providing a strong strategic narrative about the
organization, where it‟s come from and where it‟s going.
Engaging managers who focus their people and give them scope, treat their people
as individuals and coach and stretch their people.
There is employee voice throughout the organizations, for reinforcing and
challenging views, between functions and externally, employees are seen as central
to the solution.
There is organizational integrity – the values on the wall are reflected in day to day
behaviors. There is no „say –do‟ gap.
8. Hints to employee engagement
activities
1. Picnic at regular intervals
2. Movie at interval of 2 months
3. A daily column, written by CEO, on the
intranet with company announcements /
programs etc.
4. Update via an overhead paging system,
which is used to recognize employees for
significant business achievements.
9. 5. Employee suggestion systems / quick
responses.
6. Replay on the intranet about the president‟s /
CEO‟s press conference.
7. Live version of internal house magazine.
8. CEO spending time in face to face
communication with staff.
9. CEO based FAQ questions on company
business
10. 10. ONLINE “ask the CEO” mailbox.
11. Monthly staff awards
12. Annual staff awards
13. Weekly blog related to serious business
issues and staff to read / comments.
14. Appointment of disaster management team
15. Appointment of emergency management
team
11. 16. Problem solving committee.
17. Quality assurance committee.
18. Conducting soft skills training program as well as
required training programs
19. Online real-time tracking of progress. Employees can
view company progress towards targets / goals.
20. Provide long term strategic vision for business
growth.
21. Indoor Games as well as Outdoor games, like
Chess, Cricket, Badminton etc..
22. Celebration of Employees Birthday
23. Employee Feedback form
24. Staff Day
12. End
Organizations seek to maximize the productivity and profitability of their staff !
Individuals seek satisfaction from their work !
If both can be achieved concurrently , there is a true Win-Win !
The impact of an „engaged‟ workforce over an „unengaged‟ one is dramatic.
13. Thank You
Green Wind Solutions Pvt Ltd
Corporate Consultants
GA Top Towers. Shornur Road. Thiruvambadi P O.Thrissur-680022.Kerala
Phone: +919020996968;+91-8891418440 , Email: greenwind@outlook.com
Follow us on https://www.facebook.com/GreenWindSolutions
https://greenwindsolutions.blogspot.in/
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