Measure your employee engagement level in the company and have ACTIVE participation on your Reward and Recognition program by combining OKRs and GAMIFICATION. #UpUpApp
Nadeem Khan is seeking a career opportunity with a professionally managed company. He has over 7 years of work experience in sales and business development roles. He has a Post Graduate Diploma in Business Management from Pune University and Bachelor of Commerce degree also from Pune University. His most recent role is as a Sales Manager at Sairung Developers where he is responsible for achieving sales targets, marketing planning, and customer relationship management.
Taking Care of Business (TCOB) - Training & Consulting Solutions for SMEsElaine Cercado
Taking Care of Business (TCOB) is POWERinU's approach to assist local enterprises who commit to embark on and sustain business improvement efforts through training, consulting, coaching and mentoring. This is our way of empowering the SME sector in Singapore, Philippines and the rest of Asia.
The document describes The Intern App, a new platform for digital marketing internships with well-known companies. It offers video guides, tools, articles, and tasks to help users learn and complete internships flexibly, with regular feedback and career guidance from experts. Top interns can earn certificates, recommendation letters, and potential job opportunities.
Sumit Prasad has over 12 years of experience in sales, service, retail, and motivational training in the telecom industry. He has worked as a Circle Trainer for TATA Teleservices Ltd., where he designed and delivered training programs across all business units and helped increase sales and profitability. He is certified in various training programs including Dale Carnegie Train the Trainer and Doors Training Assessor. Prasad seeks to develop human assets through training to create profitable organizations.
We at winsple help organizations in training solutions to suit a wide variety of business needs. From leadership and director programs to digital marketing courses that can all be delivered in-house. We are here to support you in delivering the best training provision for your employees.
Our programs will help your employees gain a wide range of relevant, and practical skills that can be immediately applied within the workplace.
This document summarizes a case study of a sales training program delivered by Raw Talent Academy for Olympus KeyMed (OKM). The program aimed to improve OKM's inconsistent recruitment processes and retention of qualified sales staff. Raw Talent Academy sourced and trained 4 new Territory Managers through a bespoke 12-module coaching program including a 5-day bootcamp. The training led to successful integration and performance of the new hires. Following the program's success, OKM expanded it to more experienced staff. The wraparound recruitment, training and evaluation services delivered by Raw Talent Academy improved staff retention, engagement, and OKM's sales performance overall.
The document outlines a lifecycle management plan for continued administration of a production product. It details various tasks related to updates, user feedback, communication, changes, usage reviews, finances, and rates. The tasks are assigned frequencies ranging from ongoing to yearly. The plan aims to manage the product over the next 1-3 years through implementing necessary upgrades, evaluating user feedback, ensuring stakeholder involvement, and reviewing usage, costs, and rates on a regular basis.
Lifecycle management plan v1b cmmaao pmi pmppmicmmaao
The document outlines a lifecycle management plan for continued administration of a production product. It details various tasks related to updates and changes, end user feedback, finances/rates, usage/adoption reviews, and more. All tasks are assigned frequencies (e.g. ongoing, yearly) and include fields for recording outcomes and signoffs. The plan appears to be for managing an ongoing service and ensuring it meets user and stakeholder needs over time.
Nadeem Khan is seeking a career opportunity with a professionally managed company. He has over 7 years of work experience in sales and business development roles. He has a Post Graduate Diploma in Business Management from Pune University and Bachelor of Commerce degree also from Pune University. His most recent role is as a Sales Manager at Sairung Developers where he is responsible for achieving sales targets, marketing planning, and customer relationship management.
Taking Care of Business (TCOB) - Training & Consulting Solutions for SMEsElaine Cercado
Taking Care of Business (TCOB) is POWERinU's approach to assist local enterprises who commit to embark on and sustain business improvement efforts through training, consulting, coaching and mentoring. This is our way of empowering the SME sector in Singapore, Philippines and the rest of Asia.
The document describes The Intern App, a new platform for digital marketing internships with well-known companies. It offers video guides, tools, articles, and tasks to help users learn and complete internships flexibly, with regular feedback and career guidance from experts. Top interns can earn certificates, recommendation letters, and potential job opportunities.
Sumit Prasad has over 12 years of experience in sales, service, retail, and motivational training in the telecom industry. He has worked as a Circle Trainer for TATA Teleservices Ltd., where he designed and delivered training programs across all business units and helped increase sales and profitability. He is certified in various training programs including Dale Carnegie Train the Trainer and Doors Training Assessor. Prasad seeks to develop human assets through training to create profitable organizations.
We at winsple help organizations in training solutions to suit a wide variety of business needs. From leadership and director programs to digital marketing courses that can all be delivered in-house. We are here to support you in delivering the best training provision for your employees.
Our programs will help your employees gain a wide range of relevant, and practical skills that can be immediately applied within the workplace.
This document summarizes a case study of a sales training program delivered by Raw Talent Academy for Olympus KeyMed (OKM). The program aimed to improve OKM's inconsistent recruitment processes and retention of qualified sales staff. Raw Talent Academy sourced and trained 4 new Territory Managers through a bespoke 12-module coaching program including a 5-day bootcamp. The training led to successful integration and performance of the new hires. Following the program's success, OKM expanded it to more experienced staff. The wraparound recruitment, training and evaluation services delivered by Raw Talent Academy improved staff retention, engagement, and OKM's sales performance overall.
The document outlines a lifecycle management plan for continued administration of a production product. It details various tasks related to updates, user feedback, communication, changes, usage reviews, finances, and rates. The tasks are assigned frequencies ranging from ongoing to yearly. The plan aims to manage the product over the next 1-3 years through implementing necessary upgrades, evaluating user feedback, ensuring stakeholder involvement, and reviewing usage, costs, and rates on a regular basis.
Lifecycle management plan v1b cmmaao pmi pmppmicmmaao
The document outlines a lifecycle management plan for continued administration of a production product. It details various tasks related to updates and changes, end user feedback, finances/rates, usage/adoption reviews, and more. All tasks are assigned frequencies (e.g. ongoing, yearly) and include fields for recording outcomes and signoffs. The plan appears to be for managing an ongoing service and ensuring it meets user and stakeholder needs over time.
Shubhankar Thakur is seeking a senior management role in sales, marketing, or business development. He has over 16 years of experience in these areas. Currently he is the Regional Head for iYogi Technical Services in South India, where he is responsible for sales, marketing, partnerships, and achieving targets. Previously he held roles like Business Development Officer and Director where he was responsible for business growth, strategic partnerships, and achieving sales goals. He has expertise in areas like IoT, automation, supply chain, and international business.
This document discusses reward and recognition programs within HR. It begins by defining reward and the components of incentives and recognition. It then discusses current practices, with 45% of HR professionals having programs in place while 55% do not. Common challenges include insufficient communication and measuring impact. The document recommends leveraging tools to effectively manage programs and determine if objectives are being achieved. It argues that reward programs can achieve business goals like higher revenues and engage employees. Finally, it promotes defining a strategic reward approach that considers short, medium and long-term rewards.
THE RESULTS YOU WANT - AT A PRICE YOU CAN AFFORD
Every business wants to harness social media - whether it's to generate new client leads, attract new hires or drive website traffic. But employing an in-house Employer Branding Manager comes at a significant cost. That's why our employer branding agency has focused on providing the most cost-effective social media management service. We make it possible for you to have an outstanding social media presence that a small business or recruitment team would otherwise struggle to afford.
We'll undertake the steps you need to get business results from social media - but at 1/3 the cost of you hiring someone in-house. Contact ruchi@employerbrandindia.com
The document provides a Customer Readiness Signoff for a project before a product goes live. It summarizes the current state of project deliverables and any open issues. Stakeholders must sign off, acknowledging they approve moving the product to production. It details deliverables, any acceptance conditions, and plans to resolve open issues. Stakeholders must also respond to a readiness checklist and approve making the product operational.
The Go Live Checklist provides a summary of key features and activities that must be completed before a project can go into production. It includes areas like functional readiness, technical readiness, and training readiness, with metrics for percentage completeness and status indicators.
Rini Sharma has over 10 years of experience in sales, business development, operations management, and team management in the e-commerce and financial services industries. She has held roles such as Sales Manager, Area Sales Manager, and Deputy General Manager, where she managed sales teams, client relationships, and helped businesses achieve their targets. She is seeking new opportunities where she can utilize her expertise in sales, operations, and team management.
Cmmaao pmi-research summary and recommendations v1bmission_vishvas
The document discusses research for a project management certification. The 3-sentence summary is:
The research summary provides an overview of the research gathered for the project and recommendations to guide it. Key findings from interviews and comparative analysis with other certifications found individuals with the certification can increase their earnings by 25%. The research recommends the certification to help individuals earn more, enjoy better career opportunities, and get globally recognized.
How to make Rewards and recognition programs work.pdfAdvantage Club
Employees crave recognition and will work harder to earn it. According to a study by the Society for Human Resource Management, “employees who feel appreciated are more likely to stay with their organization, have higher job satisfaction, and be more productive.” So how can you make sure your rewards and recognition programs are working? These are a few key things to keep in mind.
This document describes a customizable online employee engagement and recognition program called PotentialPoint. It aims to align employee performance with company brand values and goals. The program allows employees to nominate peers for demonstrating desired behaviors. Nominations are tied to measurable business impacts and brand areas. Managers can monitor participation and view success stories. The program issues recognition emails and certificates. It provides reports on participation, nominations, and ROI. Client testimonials praise the program for educating employees, increasing motivation, and improving retention.
family and work are interrelated and we are the link in between. Providing a various training program across the board for Private and Government Sectors, drop us an email or call us for an exciting, fruitful and fun learning, here and only with MyKnowledge Arena
Awards Network Award Program Planning GuideAwards Network
This document provides guidance on planning a successful employee recognition award program. It outlines 8 key steps: 1) form a planning team, 2) determine the program's goal, 3) select the structure, 4) plan the budget, 5) choose award types, 6) decide whether to manage it in-house or use a provider, 7) launch the program, and 8) regularly review and improve it. Employee recognition programs can increase engagement, performance, and revenue when implemented effectively according to best practices.
Return on Learning from Every Angle: ROI and the Triple Bottom Line of LearningAggregage
You can watch the webinar on demand here: https://www.elearninglearning.com/frs/12698683/return-on-learning-from-every-angle--roi-and-the-triple-bottom-line-of-learning
Accurately reporting the Return on Learning for an eLearning program is more complex than a traditional ROI calculation can convey. To get a full picture that goes beyond financial gains, you need to incorporate the perspectives of the Triple Bottom Line of Learning (TBLL) and what is important to each party involved: the C-suite, the learning team, and the learners. Measuring how effectively the learners apply the content, as well as the overall impact of training on the business and its culture, requires precise planning and a variety of tools.
Join Miriam Taylor, Chief Learning Strategist at Inno-Versity, and Lonna Jobson, Instructional Design Team Lead of Inno-Versity, as they conclude this series by highlighting key strategies and techniques to help you compile a TBLL Report for your next learning initiative.
Learn about these topics (and more!):
- Data collecting for the TBLL Report
- Evaluating in five levels
- Measuring application of learning
- Gauging culture impacts
The document discusses best practices for building an effective employee recognition program. It recommends creating a universal program that is accessible to all employees, tying recognition to company core values, gaining executive support, investing at least 1% of payroll, making recognition social and peer-to-peer, and leveraging crowdsourced data from the program. Recognition is shown to improve employee engagement, satisfaction, and retention when implemented according to these best practices.
Talent Upstart - WDA Grants supporting the development of talents in Startups...Ezen Ho
Hiring new staff? Find out more about [Talent Upstart]
A Turnkey Solution to Help Startups & SMEs attract, develop & retain talents. A grant supported by WDA initiative valid till March 2016.
Up to $347k per company available
Contact Lithan [90226004] or email lithantalents@gmail.com to have a pre-evaluation discussion on your company's eligibility to be part of this scheme
Early Talent Development Whitepaper by Kwantum LeapMatthew Jurado
The document provides a summary of key findings from a year-long research study on early talent development programs. The research aimed to understand these programs better and provide insights using data analytics. Some of the major findings include:
1. The most important factor for a program's success is having a clear objective that is aligned with business strategy. The right elements can then be selected based on the objective.
2. Managers have the biggest influence on whether a program meets its objectives like satisfaction, learning, and career progression. Good on-the-job training and the end of program experience also significantly impact outcomes.
3. Program lengths vary widely by industry from less than a year to over 2 years. Industries with
This document discusses the importance of human capital investment through training and education. It defines human capital investment as developing employees to improve business operations. Education and training are emphasized to increase skills, motivation, and efficiency. Certification programs like those for accounts payable professionals provide a standardized way to validate skills and knowledge, ensuring global teams have consistent capabilities. Certification leads to benefits like faster employee ramp-up times, higher productivity, and reduced costs from inefficiencies.
This document provides information on the Management Associate Partnership (MAP) and Enterprise Internship Programme (EIP) run by SPRING Singapore. MAP is a scheme that partners high-growth SMEs with SPRING to recruit and train fresh graduates for 12-18 months, providing support like training grants, HR consulting, and talent exposure activities. EIP aims to connect SMEs with tertiary students for internships of at least 4 months to give students industry exposure and help SMEs attract talent. Both programs receive support from SPRING including funding, workshops, and opportunities to promote their roles to students and graduates.
Promote® is a digital learning transfer platform that aims to increase the effectiveness of training programs and drive learning transfer. It makes learning activities, progress, and implementation of new skills visible. This visibility enables management involvement, social learning through peer coaching and knowledge sharing, and setting of individual goals to support learning transfer. Studies show that only 15% of participants effectively apply new knowledge from training at work while Promote® helps improve this metric through the features it provides to participants and managers.
TalentView x Indeed Webinar: Employer Branding with Glassdoor and Indeed: Why...TalentView
Want to know the key to attracting your top talent and standing out from your competitors?
Discover the power of employer branding and how leveraging Indeed and Glassdoor can help your company attract top talent and stand out in today's competitive market.
Join us as our guest speakers from TalentView and Indeed discuss:
-The state of today’s employment market in the Philippines
-How Employer Branding increases your talent acquisition outcome
-What can you do today to improve your employer brand
Recruitment leaders program prospectus finalJeremy Paynter
This document provides information on the Recruitment Leaders Program, a two-day residential program for those with responsibility for leadership in recruitment. The program aims to improve leadership skills and consists of five modules covering topics like leadership style, recruitment levers, data insights, and aligning with HR. It is facilitated by experts with recruitment experience and focuses on practical application. The program fee is NZ$2,950 plus GST and covers accommodation and meals. Cancellation terms require full payment at least 30 days prior, with refunds depending on timing of cancellation.
Recruitment leaders program prospectus finalJeremy Paynter
This document provides information on the Recruitment Leaders Program, a two-day residential program for those with responsibility for leadership in recruitment. The program aims to improve leadership skills and consists of five modules covering topics like leadership style, recruitment levers, data insights, and aligning with HR. It is facilitated by experts with recruitment experience and focuses on practical application. The program fee is NZ$2,950 plus GST and covers accommodation and meals. Cancellation terms require full payment at least 30 days prior, with refunds depending on timing of cancellation.
Shubhankar Thakur is seeking a senior management role in sales, marketing, or business development. He has over 16 years of experience in these areas. Currently he is the Regional Head for iYogi Technical Services in South India, where he is responsible for sales, marketing, partnerships, and achieving targets. Previously he held roles like Business Development Officer and Director where he was responsible for business growth, strategic partnerships, and achieving sales goals. He has expertise in areas like IoT, automation, supply chain, and international business.
This document discusses reward and recognition programs within HR. It begins by defining reward and the components of incentives and recognition. It then discusses current practices, with 45% of HR professionals having programs in place while 55% do not. Common challenges include insufficient communication and measuring impact. The document recommends leveraging tools to effectively manage programs and determine if objectives are being achieved. It argues that reward programs can achieve business goals like higher revenues and engage employees. Finally, it promotes defining a strategic reward approach that considers short, medium and long-term rewards.
THE RESULTS YOU WANT - AT A PRICE YOU CAN AFFORD
Every business wants to harness social media - whether it's to generate new client leads, attract new hires or drive website traffic. But employing an in-house Employer Branding Manager comes at a significant cost. That's why our employer branding agency has focused on providing the most cost-effective social media management service. We make it possible for you to have an outstanding social media presence that a small business or recruitment team would otherwise struggle to afford.
We'll undertake the steps you need to get business results from social media - but at 1/3 the cost of you hiring someone in-house. Contact ruchi@employerbrandindia.com
The document provides a Customer Readiness Signoff for a project before a product goes live. It summarizes the current state of project deliverables and any open issues. Stakeholders must sign off, acknowledging they approve moving the product to production. It details deliverables, any acceptance conditions, and plans to resolve open issues. Stakeholders must also respond to a readiness checklist and approve making the product operational.
The Go Live Checklist provides a summary of key features and activities that must be completed before a project can go into production. It includes areas like functional readiness, technical readiness, and training readiness, with metrics for percentage completeness and status indicators.
Rini Sharma has over 10 years of experience in sales, business development, operations management, and team management in the e-commerce and financial services industries. She has held roles such as Sales Manager, Area Sales Manager, and Deputy General Manager, where she managed sales teams, client relationships, and helped businesses achieve their targets. She is seeking new opportunities where she can utilize her expertise in sales, operations, and team management.
Cmmaao pmi-research summary and recommendations v1bmission_vishvas
The document discusses research for a project management certification. The 3-sentence summary is:
The research summary provides an overview of the research gathered for the project and recommendations to guide it. Key findings from interviews and comparative analysis with other certifications found individuals with the certification can increase their earnings by 25%. The research recommends the certification to help individuals earn more, enjoy better career opportunities, and get globally recognized.
How to make Rewards and recognition programs work.pdfAdvantage Club
Employees crave recognition and will work harder to earn it. According to a study by the Society for Human Resource Management, “employees who feel appreciated are more likely to stay with their organization, have higher job satisfaction, and be more productive.” So how can you make sure your rewards and recognition programs are working? These are a few key things to keep in mind.
This document describes a customizable online employee engagement and recognition program called PotentialPoint. It aims to align employee performance with company brand values and goals. The program allows employees to nominate peers for demonstrating desired behaviors. Nominations are tied to measurable business impacts and brand areas. Managers can monitor participation and view success stories. The program issues recognition emails and certificates. It provides reports on participation, nominations, and ROI. Client testimonials praise the program for educating employees, increasing motivation, and improving retention.
family and work are interrelated and we are the link in between. Providing a various training program across the board for Private and Government Sectors, drop us an email or call us for an exciting, fruitful and fun learning, here and only with MyKnowledge Arena
Awards Network Award Program Planning GuideAwards Network
This document provides guidance on planning a successful employee recognition award program. It outlines 8 key steps: 1) form a planning team, 2) determine the program's goal, 3) select the structure, 4) plan the budget, 5) choose award types, 6) decide whether to manage it in-house or use a provider, 7) launch the program, and 8) regularly review and improve it. Employee recognition programs can increase engagement, performance, and revenue when implemented effectively according to best practices.
Return on Learning from Every Angle: ROI and the Triple Bottom Line of LearningAggregage
You can watch the webinar on demand here: https://www.elearninglearning.com/frs/12698683/return-on-learning-from-every-angle--roi-and-the-triple-bottom-line-of-learning
Accurately reporting the Return on Learning for an eLearning program is more complex than a traditional ROI calculation can convey. To get a full picture that goes beyond financial gains, you need to incorporate the perspectives of the Triple Bottom Line of Learning (TBLL) and what is important to each party involved: the C-suite, the learning team, and the learners. Measuring how effectively the learners apply the content, as well as the overall impact of training on the business and its culture, requires precise planning and a variety of tools.
Join Miriam Taylor, Chief Learning Strategist at Inno-Versity, and Lonna Jobson, Instructional Design Team Lead of Inno-Versity, as they conclude this series by highlighting key strategies and techniques to help you compile a TBLL Report for your next learning initiative.
Learn about these topics (and more!):
- Data collecting for the TBLL Report
- Evaluating in five levels
- Measuring application of learning
- Gauging culture impacts
The document discusses best practices for building an effective employee recognition program. It recommends creating a universal program that is accessible to all employees, tying recognition to company core values, gaining executive support, investing at least 1% of payroll, making recognition social and peer-to-peer, and leveraging crowdsourced data from the program. Recognition is shown to improve employee engagement, satisfaction, and retention when implemented according to these best practices.
Talent Upstart - WDA Grants supporting the development of talents in Startups...Ezen Ho
Hiring new staff? Find out more about [Talent Upstart]
A Turnkey Solution to Help Startups & SMEs attract, develop & retain talents. A grant supported by WDA initiative valid till March 2016.
Up to $347k per company available
Contact Lithan [90226004] or email lithantalents@gmail.com to have a pre-evaluation discussion on your company's eligibility to be part of this scheme
Early Talent Development Whitepaper by Kwantum LeapMatthew Jurado
The document provides a summary of key findings from a year-long research study on early talent development programs. The research aimed to understand these programs better and provide insights using data analytics. Some of the major findings include:
1. The most important factor for a program's success is having a clear objective that is aligned with business strategy. The right elements can then be selected based on the objective.
2. Managers have the biggest influence on whether a program meets its objectives like satisfaction, learning, and career progression. Good on-the-job training and the end of program experience also significantly impact outcomes.
3. Program lengths vary widely by industry from less than a year to over 2 years. Industries with
This document discusses the importance of human capital investment through training and education. It defines human capital investment as developing employees to improve business operations. Education and training are emphasized to increase skills, motivation, and efficiency. Certification programs like those for accounts payable professionals provide a standardized way to validate skills and knowledge, ensuring global teams have consistent capabilities. Certification leads to benefits like faster employee ramp-up times, higher productivity, and reduced costs from inefficiencies.
This document provides information on the Management Associate Partnership (MAP) and Enterprise Internship Programme (EIP) run by SPRING Singapore. MAP is a scheme that partners high-growth SMEs with SPRING to recruit and train fresh graduates for 12-18 months, providing support like training grants, HR consulting, and talent exposure activities. EIP aims to connect SMEs with tertiary students for internships of at least 4 months to give students industry exposure and help SMEs attract talent. Both programs receive support from SPRING including funding, workshops, and opportunities to promote their roles to students and graduates.
Promote® is a digital learning transfer platform that aims to increase the effectiveness of training programs and drive learning transfer. It makes learning activities, progress, and implementation of new skills visible. This visibility enables management involvement, social learning through peer coaching and knowledge sharing, and setting of individual goals to support learning transfer. Studies show that only 15% of participants effectively apply new knowledge from training at work while Promote® helps improve this metric through the features it provides to participants and managers.
TalentView x Indeed Webinar: Employer Branding with Glassdoor and Indeed: Why...TalentView
Want to know the key to attracting your top talent and standing out from your competitors?
Discover the power of employer branding and how leveraging Indeed and Glassdoor can help your company attract top talent and stand out in today's competitive market.
Join us as our guest speakers from TalentView and Indeed discuss:
-The state of today’s employment market in the Philippines
-How Employer Branding increases your talent acquisition outcome
-What can you do today to improve your employer brand
Recruitment leaders program prospectus finalJeremy Paynter
This document provides information on the Recruitment Leaders Program, a two-day residential program for those with responsibility for leadership in recruitment. The program aims to improve leadership skills and consists of five modules covering topics like leadership style, recruitment levers, data insights, and aligning with HR. It is facilitated by experts with recruitment experience and focuses on practical application. The program fee is NZ$2,950 plus GST and covers accommodation and meals. Cancellation terms require full payment at least 30 days prior, with refunds depending on timing of cancellation.
Recruitment leaders program prospectus finalJeremy Paynter
This document provides information on the Recruitment Leaders Program, a two-day residential program for those with responsibility for leadership in recruitment. The program aims to improve leadership skills and consists of five modules covering topics like leadership style, recruitment levers, data insights, and aligning with HR. It is facilitated by experts with recruitment experience and focuses on practical application. The program fee is NZ$2,950 plus GST and covers accommodation and meals. Cancellation terms require full payment at least 30 days prior, with refunds depending on timing of cancellation.
Recruitment leaders program prospectus finalJeremy Paynter
This document provides information on the Recruitment Leaders Program, a two-day residential program for those with responsibility for leadership in recruitment. The program aims to improve leadership skills and consists of five modules covering topics like leadership style, recruitment levers, data insights, and aligning with HR. It is facilitated by experts with recruitment experience and focuses on practical application. The program fee is NZ$2,950 plus GST and covers accommodation and meals. Cancellation terms require full payment at least 30 days prior, with refunds depending on timing of cancellation.
Recruitment leaders program prospectus finalJeremy Paynter
This document provides information on the Recruitment Leaders Program, a two-day residential program for those with responsibility for leadership in recruitment. The program aims to improve leadership skills and consists of five modules covering topics like leadership style, recruitment levers, data insights, and aligning with HR. It is facilitated by experts with recruitment experience and focuses on practical application. The program fee is NZ$2,950 plus GST and covers accommodation and meals. Cancellation terms require full payment at least 30 days prior, with refunds depending on timing of cancellation.
Recruitment leaders program prospectus finalJeremy Paynter
This document provides information on the Recruitment Leaders Program, a two-day residential program for those with responsibility for leadership in recruitment. The program aims to improve leadership skills and consists of five modules covering topics like leadership style, recruitment levers, data insights, and aligning with HR. It is facilitated by experts with recruitment experience and focuses on practical application. The program fee is NZ$2,950 plus GST and covers accommodation and meals. Cancellation terms require full payment at least 30 days prior, with refunds depending on timing of cancellation.
Recruitment leaders program prospectus finalJeremy Paynter
This document provides information on the Recruitment Leaders Program, a two-day residential program for those with responsibility for leadership in recruitment. The program aims to improve leadership skills and consists of five modules covering topics like leadership style, recruitment levers, data insights, and aligning with HR. It is facilitated by experts with recruitment experience and focuses on practical application. The program fee is NZ$2,950 plus GST and covers accommodation and meals. Cancellation terms require full payment at least 30 days prior, with refunds depending on timing of cancellation.
WEBINAR
How to Recognize Employees the Right Way
How to Recognize Employees the Right Way
Scheduled: December 19, 2018 3:00PM ET / 12:00 PM PT
Employee recognition is among the top factors that influence whether or not an employee chooses to stay with a company. Plus, having a recognition-rich culture also attracts candidates to join your company. Underappreciation and undervaluing employees accounts for nearly half of overall unhappiness in the workplace. Studies show that employees who are recognized are more engaged, more productive, and less likely to leave their current role.
How can your organization leverage this secret weapon for recruiting and retention? This presentation will:
- Share an update on the current state of employee recognition through real data from Namely and Bonusly.
- Provide tips for program qualifications and guidelines.
- Offer advice on setting up recognition programs to increase engagement at your company.
Similar to Employee engagement program 2019 and beyond (20)
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Employee engagement program 2019 and beyond
1. BY: PAUL ESPINAS, FOUNDER & CEO
UPUP TECHNOLOGIES
ENGAGEMENT PLAN
FOR 2019
DIGITAL TRANSFORMATION 2019
and Beyond
2. OUR STORY
We are a 1 year old and few months digital company with a vision of
improving employee well-being, one reward at a time.
3. WHY DID WE CREATE A GAMIFIED SOLUTION?
VietnamWorks
6 Million Professionals
Is this only in Vietnam what big companies
are doing?
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performance
management
gamification MOBILE-first
4. THE FOUR ENGAGEMENT PERSPECTIVE
The success of every Employee Engagement
Program depends on successfully addressing
multiple stakeholder's interests
7. CEOs & Business Owners
We produce internal rewards and
give away more benefits to
employees and I want to:
MEASURE ROI
I want to measure the ROI of our
rewards program
PRODUCTIVITY
CUSTOMER EXPERIENCE
I want to increase productivity
I need to improve customer
experience
8. HR MANAGERS
Every year, we are launching "mugs
and pens" programs but i want to:
PARTICIPATION
I want employees to ACTIVELY join
our engagement program
RETENTION
BEST REWARDS
I want to retain / keep good team
members
I want to know what recognition or
reward works best to our top talents
RECRUITMENT
I need to attract top talents
SUSTAINABLE PROGRAM
I want to launch a long-term
employee engagement program for
the company
9. TEAM LEADERS
I have a very challenging target but
encouraging my team to perform
better is even more challenging
PERFORMANCE
I want to improve my team’s
performance
RETENTION
TRACK & SUPPORT
I want to retain / keep good team
members
I need to track our performance as a
team and provide immediate
support
10. TEAM MEMBERS
I'm just new here and i'm hoping...
CLARITY & PURPOSE
I want to understand my targets
clearly
REWARD & RECOGNITION
I want to be recognized and
rewarded too
LEARNING & DEVELOPMENT
I need support in achieving my
current targets and learning more
about how to handle different
situations
11. IS EVERYBODY HAPPY?
Just like every other corporate program, the sustainable
success of our employee engagement program depends on
making sure all stakeholder's needs are addressed.
12. E X P E R I E N C E
P R O V I D E V A L U E T O T H E E N D U S E R
P R O C E S S
5 core teams for
onboarding:
Targets
Rewards
Engagement
1
FIRST PART
Maintain
Momentum:
In App
Emailing
Focus Group
2
SECOND PART
Recognition and
Rewards;
Most Engaged
team (manager)
Top Performer
(Member)
3
FINAL PART
EXPERIENCE
14. M E T R I C S
P R O V I D E V A L U E T O T H E M A N A G E M E N T
P R O C E S S
We launch an
engagement
survey prior to the
implementation
1
FIRST PART
2
SECOND PART
We reasses team
engagement
based on our web
dashboard
3
FINAL PART
METRICS
We conduct focus
groups with top
performing team
and random
sampling
16. SUCCESS FACTOR
ONBOARDING
During the first onboarding, the team will focus on understanding
the current state of employee engagement in the company and
ensure majority are ACTIVELY Participating
FOCUS GROUPS
While users are actively using the
app, we will conduct follow-ups to
better understand internal
processes and alignment with
overall experience with the app
REWARDS DAY
We will set a reward giving
day to manager with most
engaged team and most
active member
EMPLOYER
BRANDING
We will replicate the
model for onboarding
to other teams and
we will use internal
case studies as
Employer Brandinng
iitiative within and
outside the company
18. APPLICATION ON TRAINING
& DEVELOPMENT
HappyFresh is an Indonesia-based regional startup
aggressively growing across SouthEast Asia
HAPPY FRESH TEAM LEADER PROGRAM
TRAIN MID-LEVEL
MANAGERS
Make sure the quality of work across the region is
maintained despite the speed in growth
RESULTS AND
RECOMMENDATIONS
Make sure the experience of the trainees are
enjoyable despite the COMPREHENSIVE program
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TRAINING
EXPERIENCE
Make sure results are delivered and
recommendations are received
19. APPLICATION ON
ACCELERATOR PROGRAM
KRUNGSRI BANK is one of the biggest banks in Thailand
KRUNGSRI BANK FINNOVATE PROGRAM
START UP "OKR"
RESULTS
Make sure the program provide value to
startups in getting results in Thailand
BRANDING FOR
THE PROGRAM
Make sure startup representatives have a very positive
experience with the program and in Thailand
especially that more than 50% are not locals
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PROGRAM
EXPERIENCE
Position the Krungsri Finnovate as one of the most
engaging and results-oriented start-up programs in
ASEAN
20. APPLICATION ON ENGAGEMENT
TURNED SALES PROGRAM
Quan Ut Ut is one of the fastest growing F&B chain in
Vietnam
QUANN UT UT HR AND SALES PROGRAM
ENGAGEMENT &
RETENTION
Started as an engagement activity to keep
employees in the company,.
SALES
PROGRAM
Initially for promotions
INCREASE MONTHLY
PROMOTION
Utilize the app to focus on encouraging employees to
sell and promote high profit items and get rewarded
for it