This report examines methods for developing young workers aged 16-24 in the workplace. It explores what skills they have when entering the workforce and the most effective development approaches. The CIPD studied 5 case organizations that offer programs for young people like apprenticeships and graduate schemes. The research aims to help organizations understand how to develop their future workforce and drive business performance through training investment. It provides examples of effective practices and addresses common challenges.
Cycling through the 21st Century Career: Putting Learning in its Rightful PlaceCognizant
Based on our primary research, we've developed a brand-new career model that values continuous learning to usher in a new era of work fit for the 21st century.
The world is changing. So Must You. Be equipped with an AACSB Accredited MBA that offers you much more than a degree . Gain valuable insights from renowned Faculty from USA and connect with a global network of over 3 million alumni.
The three-week Kellogg Executive Development Program equips high-potential mid-level and senior managers with business and leadership skills needed for general management roles. Participants complete an intensive analysis of key business functions, explore new strategies and theories, and enhance their leadership effectiveness. The immersive program includes case studies, simulations, and small group work with faculty to intensify learning.
The world is changing. So Must You. Be equipped with an AACSB Accredited MBA that offers you much more than a degree . Gain valuable insights from renowned Faculty from USA and connect with a global network of over 3 million alumni.
The document discusses predictions from 60 global HR experts on the top HR trends to expect in 2016. It shares summaries from experts on topics like talent management, leadership, employee engagement, and more. The experts predict that talent management, data-driven recruiting, tailored development, and workforce agility will be important. They also discuss trends in leadership like emotional intelligence, performance management changes, and benefit corporations. For employee engagement, experts suggest keeping HR simple, using predictive analytics, and focusing on continuous skills development.
Nationalisation 2.0: Real-Life Case Studies and a Toolkit for Implementing Su...The HR Observer
This interactive, action-oriented session led by nationalisation experts will provide participants with practical tools on creating and implementing sustainable strategies based on the unique Nationalisation 2.0TM model. The session will highlight latest research on national talent and provide real-life case-studies from leading employers in the GCC. It will focus on a holistic approach to nationalisation – on how to attract, engage, perform, develop & retain talent. Delegates will receive their own toolkits to implementing Nationalisation programmes.
David Jones, Managing Director, The Talent Enterprise
Radhika Punshi, Consulting Director, The Talent Enterprise
The webinar presentation will begin at the top of the hour using computer speakers or headphones as no dial-in number will be provided. Attendees can submit questions and download the slide deck PDF from the webinar interface. Common questions about receiving webinar recordings, slides, and certification credits will be answered.
This report examines methods for developing young workers aged 16-24 in the workplace. It explores what skills they have when entering the workforce and the most effective development approaches. The CIPD studied 5 case organizations that offer programs for young people like apprenticeships and graduate schemes. The research aims to help organizations understand how to develop their future workforce and drive business performance through training investment. It provides examples of effective practices and addresses common challenges.
Cycling through the 21st Century Career: Putting Learning in its Rightful PlaceCognizant
Based on our primary research, we've developed a brand-new career model that values continuous learning to usher in a new era of work fit for the 21st century.
The world is changing. So Must You. Be equipped with an AACSB Accredited MBA that offers you much more than a degree . Gain valuable insights from renowned Faculty from USA and connect with a global network of over 3 million alumni.
The three-week Kellogg Executive Development Program equips high-potential mid-level and senior managers with business and leadership skills needed for general management roles. Participants complete an intensive analysis of key business functions, explore new strategies and theories, and enhance their leadership effectiveness. The immersive program includes case studies, simulations, and small group work with faculty to intensify learning.
The world is changing. So Must You. Be equipped with an AACSB Accredited MBA that offers you much more than a degree . Gain valuable insights from renowned Faculty from USA and connect with a global network of over 3 million alumni.
The document discusses predictions from 60 global HR experts on the top HR trends to expect in 2016. It shares summaries from experts on topics like talent management, leadership, employee engagement, and more. The experts predict that talent management, data-driven recruiting, tailored development, and workforce agility will be important. They also discuss trends in leadership like emotional intelligence, performance management changes, and benefit corporations. For employee engagement, experts suggest keeping HR simple, using predictive analytics, and focusing on continuous skills development.
Nationalisation 2.0: Real-Life Case Studies and a Toolkit for Implementing Su...The HR Observer
This interactive, action-oriented session led by nationalisation experts will provide participants with practical tools on creating and implementing sustainable strategies based on the unique Nationalisation 2.0TM model. The session will highlight latest research on national talent and provide real-life case-studies from leading employers in the GCC. It will focus on a holistic approach to nationalisation – on how to attract, engage, perform, develop & retain talent. Delegates will receive their own toolkits to implementing Nationalisation programmes.
David Jones, Managing Director, The Talent Enterprise
Radhika Punshi, Consulting Director, The Talent Enterprise
The webinar presentation will begin at the top of the hour using computer speakers or headphones as no dial-in number will be provided. Attendees can submit questions and download the slide deck PDF from the webinar interface. Common questions about receiving webinar recordings, slides, and certification credits will be answered.
Etude PwC sur les femmes de la génération Y (mars 2015)PwC France
http://bit.ly/PwC-Female-Millennial A l’occasion de la Journée internationale de la femme le 8 mars prochain, le cabinet d’audit et de conseil PwC publie son étude « The female millennial : A new era of talent » qui chasse les idées reçues sur les femmes au travail. PwC a interrogé 8 756 femmes et 1 349 hommes appartenant à la génération Y (nés entre 1980 et 1995), issus de 75 pays, afin de révéler leur perception du monde du travail en général et de leur carrière en particulier.
Giancarlo Davila, Global HCM Strategic Advisor of HR Line of Business at SAP, discussed the future of the global workforce during a Thought Leadership Spotlight Presented by SuccessFactors, an SAP company, at the 2014 Human Capital Leadership Forum in Dallas on Nov. 20. In his presentation, Davila pointed out that getting the best talent is a major challenge for today’s organizations and is likely to remain an ongoing hurdle for many organizations.
According to Davila, “millennial misunderstanding” is a major problem for many organizations. Davila noted organizations must find ways to bridge the gap between millennials and business leaders, especially as more millennials enter the global workforce. In addition, Davila said organizations that start developing and launching recruitment programs now could find new ways to connect with millennials over the next few years: “It is easier for me to know my neighbor’s background, neighbor’s network, where he or she has worked in the past, what are her desires, what languages does she speak, where she has been in the last week and how she likes her coffee in the morning. When it comes to employees, it’s so hard to even understand that.”
Davila also said the future workforce will be flexible, especially as more organizations begin to rely heavily on a “contingent workforce.” Understanding how to leverage talent is vital for organizations, Davila noted, and this can help an organization find high-quality talent consistently: “It’s very important for you to understand that when you go to different markets, you’re going to be competing with talent, with local companies, very profitable, very engaging companies that know their demographics. … If you would like to grow, you also need to find those leaders that are willing and capable of leading a diverse workforce and willing to move and relocate to other regions.”
- See more at: http://www.argylejournal.com/chief-human-resources-officer/thought-leadership-spotlight-presented-by-successfactors-an-sap-company-giancarlo-davila-global-hcm-strategic-advisor-hr-line-of-business-sap/#sthash.ZSMP8enf.dpuf
The female-millenial-a-new-era-of-talentPwC España
Las mujeres millennials, entre los 20 y los 30 años, creen que, todavía, las oportunidades que les ofrecen las empresas no son las mismas que para los hombres de su generación
- AEGON UK implemented the Progression management development program in partnership with Henley Business School to develop managers, dismantle silos within the organization, and improve leadership skills.
- The program included 3 streams ("Inspire", "Connect", "Create") for different management levels and modules on self-awareness, business skills, customer perspectives, and development. Support and challenge groups provided ongoing support.
- Over 1,000 managers have participated, improving performance, networking across locations, and embedding new skills. The CEO credits Progression for cultural changes like reduced silos and improved management practices.
The document discusses workforce challenges and opportunities in today's global market. It summarizes that while economic and technological changes present new challenges, human potential remains the key to business success. It advocates adopting a global talent outlook and prioritizing jobs, training, and opportunities to strengthen productivity and competitiveness. The document promotes ManpowerGroup's services and global network to help companies meet their workforce needs anywhere in the world through an understanding of local dynamics and an international talent pool.
Key trends in HR including Performance Management trends, digital workforce, evolution of Management Thinking, simplifying HR, SuccessFactors, Appificaiton of HR, Intelligent Services, analytics
WELLBEING AT WORK: CREATING A MEANINGFUL EMPLOYEE EXPERIENCEHuman Capital Media
The wellbeing market is explosive. More than $45 billion is now spent every year on corporate wellbeing solutions, and the number of new ideas is explosive. How do you build a complete wellbeing strategy? In this research-based presentation, Josh Bersin, global industry analyst, will:
Describe a framework for complete wellbeing
Show you how to develop a wellbeing strategy that impacts the entire employee experience
Share details from the launch of a brand new research report, The New Corporate Wellbeing Market, authored by Josh Bersin
Join us in this webinar on Tuesday, June 4 from 12pm – 1pm Eastern to learn how wellbeing at work leads to an increase in productivity, engagement, employee retention, and a fantastic employment brand.
The document discusses trends in the modern job market and economy, including the rise of a fast-paced "just-in-time" economy where jobs and leadership change quickly. This has contributed to a two-tiered labor market and the emergence of "job shoppers" who change roles frequently. Additionally, technological changes are eliminating many routine jobs while demand is increasing for skilled roles. As a result, companies face stiff competition for talent and a shortage of skilled labor. New standards have also emerged around compensation, work-life balance, learning and development opportunities, and company values. To thrive in this environment, companies must continuously source top talent and gain insights into their recruiting and talent strategies.
Today, Asia-Pacific—and in particular the fast-emerging
nations in its midst—is once again taking centrestage in
the worldwide marketplace. This is the Asian century, and the region’s organisations—
as well as the talented individuals that lead them—
are going to need to adapt, fast.
Great challenges accompany social progress
and change. It seems like it was only yesterday that managers were struggling with how to attract and retain members of Generation X. Today, managers need to concern themselves with the challenges of the “Post-80’s” group:Generation-Y (Gen-Y).
The oil and gas industry is facing a significant loss of experienced workers due to retirement over the next 3-5 years. This "big crew change" threatens to leave companies with gaps in expertise unless more is done to attract new talent. Industry leaders recognize that STEM education is key, but many schools lack resources and teachers with proper STEM training. Companies are working to address this through partnerships with schools and investing in STEM and mentorship programs to help inspire more students to pursue careers in oil and gas.
Unemployment – and underemployment – has been one of the most significant problems for university graduates and their non-graduate peers alike since the financial crisis of 2008. The unemployment rate for young people has dwarfed that among older people, running at a level nearly three times as high – the largest gap in more than 20 years.
This document discusses trust between middle managers and senior leadership in organizations. Some key points:
1) Only 36% of middle managers say they trust their business leader to a great extent, and trust declines in larger organizations.
2) Middle managers perceive their organizations as less transparent and rewarding of openness than senior leaders do.
3) High-trust managers, who trust their organization greatly, rate their organization higher on behaviors like transparency and honesty.
4) Middle managers play a vital role in building trust but often don't feel their role is valued or supported, and want leaders who communicate openly and honestly.
The document discusses trends that hiring managers expect to see in the 2020 workplace based on a survey of over 2,000 managers. Some of the key findings include:
- 52% of managers expect to see more diverse, multigenerational teams consisting of multiple nationalities by 2020. 55% also foresee more workplace flexibility with options like schedule flexibility and virtual/mobile teams.
- 42% anticipate an increase in women in leadership roles by 2020. Developing markets like India (68%) expect more change in this area than mature markets like the UK (33%).
- Managers in countries like Malaysia (64%) and India (61%) were more likely to expect a rise in multigenerational teams compared
The document provides information about the Master in Management program at IE Business School in Madrid, Spain. It discusses the program's focus on preparing students to be global leaders through a diverse, hands-on educational experience. Students have the opportunity to take courses in English or Spanish and interact with peers from over 50 countries. Upon completing the 10-month program, students gain access to IE's extensive alumni network of over 45,000 members around the world.
CMI is strongly supportive of the further education (FE) sector and welcomes Government’s proposals to give it more autonomy and flexibility, and to open up access for a greater number of people. We therefore welcome the widening of FE provision, especially in response to local demand and in collaboration with local and regional employers, but underline the importance of maintaining standards.
CMI and other professional bodies have an important role to play in collaborating with the FE sector and employers to ensure qualifications reflect employers’ needs, meet professional standards, provide professional recognition and provide continuing professional development (CPD) for learners.
The candidate has over 10 years of experience in IT staffing and resource management. They have worked with many Fortune 500 clients across various industries, including information technology, oil and energy, healthcare, banking, telecommunications, and government. The candidate is passionate about building professional networks and sourcing candidates from a variety of online resources and social media platforms.
The document discusses the benefits of adopting an agile approach to software development and project management. Some key benefits mentioned include faster time to market, increased productivity, fewer defects, cost savings, and better employee engagement. Adopting agile approaches allows organizations to build high-quality products that customers value more quickly by delivering in short iterations and incorporating frequent customer feedback. It also helps reduce risks and eliminate waste compared to traditional sequential development methods. Successfully implementing agile requires changes not just to development teams but also to organizational structures, processes, and culture.
Velkommen til EPI-USE Summit.
HR er en stadig vigtigere del virksomhedens strategiske arbejde, SAP understøtter også disse nye behov. SAP og EPI-USE har i de senere år udviklet nye løsninger og funktionalitet, med fokus på disse områder. I dag kan du håndtere stort set alle de basale HR processer i SAP HR Cloud, SuccessFactors og lige om lidt gælder dette også for løn. Det er dog ikke cloud det hele der bliver også arbejdet på forbedring af bruger oplevelsen for de traditionelle SAP HR og Løn-løsninger.
Denne udvikling og nye tiltag er i fokus hos os i EPI-USE, og det er blandt andet disse emner vi vil behandle på EPI-USE Summit 2015.
Etude PwC sur les femmes de la génération Y (mars 2015)PwC France
http://bit.ly/PwC-Female-Millennial A l’occasion de la Journée internationale de la femme le 8 mars prochain, le cabinet d’audit et de conseil PwC publie son étude « The female millennial : A new era of talent » qui chasse les idées reçues sur les femmes au travail. PwC a interrogé 8 756 femmes et 1 349 hommes appartenant à la génération Y (nés entre 1980 et 1995), issus de 75 pays, afin de révéler leur perception du monde du travail en général et de leur carrière en particulier.
Giancarlo Davila, Global HCM Strategic Advisor of HR Line of Business at SAP, discussed the future of the global workforce during a Thought Leadership Spotlight Presented by SuccessFactors, an SAP company, at the 2014 Human Capital Leadership Forum in Dallas on Nov. 20. In his presentation, Davila pointed out that getting the best talent is a major challenge for today’s organizations and is likely to remain an ongoing hurdle for many organizations.
According to Davila, “millennial misunderstanding” is a major problem for many organizations. Davila noted organizations must find ways to bridge the gap between millennials and business leaders, especially as more millennials enter the global workforce. In addition, Davila said organizations that start developing and launching recruitment programs now could find new ways to connect with millennials over the next few years: “It is easier for me to know my neighbor’s background, neighbor’s network, where he or she has worked in the past, what are her desires, what languages does she speak, where she has been in the last week and how she likes her coffee in the morning. When it comes to employees, it’s so hard to even understand that.”
Davila also said the future workforce will be flexible, especially as more organizations begin to rely heavily on a “contingent workforce.” Understanding how to leverage talent is vital for organizations, Davila noted, and this can help an organization find high-quality talent consistently: “It’s very important for you to understand that when you go to different markets, you’re going to be competing with talent, with local companies, very profitable, very engaging companies that know their demographics. … If you would like to grow, you also need to find those leaders that are willing and capable of leading a diverse workforce and willing to move and relocate to other regions.”
- See more at: http://www.argylejournal.com/chief-human-resources-officer/thought-leadership-spotlight-presented-by-successfactors-an-sap-company-giancarlo-davila-global-hcm-strategic-advisor-hr-line-of-business-sap/#sthash.ZSMP8enf.dpuf
The female-millenial-a-new-era-of-talentPwC España
Las mujeres millennials, entre los 20 y los 30 años, creen que, todavía, las oportunidades que les ofrecen las empresas no son las mismas que para los hombres de su generación
- AEGON UK implemented the Progression management development program in partnership with Henley Business School to develop managers, dismantle silos within the organization, and improve leadership skills.
- The program included 3 streams ("Inspire", "Connect", "Create") for different management levels and modules on self-awareness, business skills, customer perspectives, and development. Support and challenge groups provided ongoing support.
- Over 1,000 managers have participated, improving performance, networking across locations, and embedding new skills. The CEO credits Progression for cultural changes like reduced silos and improved management practices.
The document discusses workforce challenges and opportunities in today's global market. It summarizes that while economic and technological changes present new challenges, human potential remains the key to business success. It advocates adopting a global talent outlook and prioritizing jobs, training, and opportunities to strengthen productivity and competitiveness. The document promotes ManpowerGroup's services and global network to help companies meet their workforce needs anywhere in the world through an understanding of local dynamics and an international talent pool.
Key trends in HR including Performance Management trends, digital workforce, evolution of Management Thinking, simplifying HR, SuccessFactors, Appificaiton of HR, Intelligent Services, analytics
WELLBEING AT WORK: CREATING A MEANINGFUL EMPLOYEE EXPERIENCEHuman Capital Media
The wellbeing market is explosive. More than $45 billion is now spent every year on corporate wellbeing solutions, and the number of new ideas is explosive. How do you build a complete wellbeing strategy? In this research-based presentation, Josh Bersin, global industry analyst, will:
Describe a framework for complete wellbeing
Show you how to develop a wellbeing strategy that impacts the entire employee experience
Share details from the launch of a brand new research report, The New Corporate Wellbeing Market, authored by Josh Bersin
Join us in this webinar on Tuesday, June 4 from 12pm – 1pm Eastern to learn how wellbeing at work leads to an increase in productivity, engagement, employee retention, and a fantastic employment brand.
The document discusses trends in the modern job market and economy, including the rise of a fast-paced "just-in-time" economy where jobs and leadership change quickly. This has contributed to a two-tiered labor market and the emergence of "job shoppers" who change roles frequently. Additionally, technological changes are eliminating many routine jobs while demand is increasing for skilled roles. As a result, companies face stiff competition for talent and a shortage of skilled labor. New standards have also emerged around compensation, work-life balance, learning and development opportunities, and company values. To thrive in this environment, companies must continuously source top talent and gain insights into their recruiting and talent strategies.
Today, Asia-Pacific—and in particular the fast-emerging
nations in its midst—is once again taking centrestage in
the worldwide marketplace. This is the Asian century, and the region’s organisations—
as well as the talented individuals that lead them—
are going to need to adapt, fast.
Great challenges accompany social progress
and change. It seems like it was only yesterday that managers were struggling with how to attract and retain members of Generation X. Today, managers need to concern themselves with the challenges of the “Post-80’s” group:Generation-Y (Gen-Y).
The oil and gas industry is facing a significant loss of experienced workers due to retirement over the next 3-5 years. This "big crew change" threatens to leave companies with gaps in expertise unless more is done to attract new talent. Industry leaders recognize that STEM education is key, but many schools lack resources and teachers with proper STEM training. Companies are working to address this through partnerships with schools and investing in STEM and mentorship programs to help inspire more students to pursue careers in oil and gas.
Unemployment – and underemployment – has been one of the most significant problems for university graduates and their non-graduate peers alike since the financial crisis of 2008. The unemployment rate for young people has dwarfed that among older people, running at a level nearly three times as high – the largest gap in more than 20 years.
This document discusses trust between middle managers and senior leadership in organizations. Some key points:
1) Only 36% of middle managers say they trust their business leader to a great extent, and trust declines in larger organizations.
2) Middle managers perceive their organizations as less transparent and rewarding of openness than senior leaders do.
3) High-trust managers, who trust their organization greatly, rate their organization higher on behaviors like transparency and honesty.
4) Middle managers play a vital role in building trust but often don't feel their role is valued or supported, and want leaders who communicate openly and honestly.
The document discusses trends that hiring managers expect to see in the 2020 workplace based on a survey of over 2,000 managers. Some of the key findings include:
- 52% of managers expect to see more diverse, multigenerational teams consisting of multiple nationalities by 2020. 55% also foresee more workplace flexibility with options like schedule flexibility and virtual/mobile teams.
- 42% anticipate an increase in women in leadership roles by 2020. Developing markets like India (68%) expect more change in this area than mature markets like the UK (33%).
- Managers in countries like Malaysia (64%) and India (61%) were more likely to expect a rise in multigenerational teams compared
The document provides information about the Master in Management program at IE Business School in Madrid, Spain. It discusses the program's focus on preparing students to be global leaders through a diverse, hands-on educational experience. Students have the opportunity to take courses in English or Spanish and interact with peers from over 50 countries. Upon completing the 10-month program, students gain access to IE's extensive alumni network of over 45,000 members around the world.
CMI is strongly supportive of the further education (FE) sector and welcomes Government’s proposals to give it more autonomy and flexibility, and to open up access for a greater number of people. We therefore welcome the widening of FE provision, especially in response to local demand and in collaboration with local and regional employers, but underline the importance of maintaining standards.
CMI and other professional bodies have an important role to play in collaborating with the FE sector and employers to ensure qualifications reflect employers’ needs, meet professional standards, provide professional recognition and provide continuing professional development (CPD) for learners.
The candidate has over 10 years of experience in IT staffing and resource management. They have worked with many Fortune 500 clients across various industries, including information technology, oil and energy, healthcare, banking, telecommunications, and government. The candidate is passionate about building professional networks and sourcing candidates from a variety of online resources and social media platforms.
The document discusses the benefits of adopting an agile approach to software development and project management. Some key benefits mentioned include faster time to market, increased productivity, fewer defects, cost savings, and better employee engagement. Adopting agile approaches allows organizations to build high-quality products that customers value more quickly by delivering in short iterations and incorporating frequent customer feedback. It also helps reduce risks and eliminate waste compared to traditional sequential development methods. Successfully implementing agile requires changes not just to development teams but also to organizational structures, processes, and culture.
Velkommen til EPI-USE Summit.
HR er en stadig vigtigere del virksomhedens strategiske arbejde, SAP understøtter også disse nye behov. SAP og EPI-USE har i de senere år udviklet nye løsninger og funktionalitet, med fokus på disse områder. I dag kan du håndtere stort set alle de basale HR processer i SAP HR Cloud, SuccessFactors og lige om lidt gælder dette også for løn. Det er dog ikke cloud det hele der bliver også arbejdet på forbedring af bruger oplevelsen for de traditionelle SAP HR og Løn-løsninger.
Denne udvikling og nye tiltag er i fokus hos os i EPI-USE, og det er blandt andet disse emner vi vil behandle på EPI-USE Summit 2015.
Nỗ lực vượt trội của nhóm Apollo đã đưa con người đặt chân lên mặt trăng lần đầu tiên vào năm 1969. Sự sáng tạo của nhóm kỹ sư hãng IBM đã giúp con người lần đầu tiên được tiếp xúc với những chiếc máy tính cá nhân. Sự đồng tâm hiệp lực để thiết kế ra mẫu xe khách mới của nhóm Taurus đã cứu công ty Ford thoát khỏi tình trạng sa sút nghiêm trọng vào năm 1980 và mẫu xe này đã nhanh chóng trở thành loại xe bán chạy nhất ở Bắc Mỹ…
Đây chỉ là một vài thành quả điển hình mà các nhóm làm việc đã tạo ra được. Trong kinh doanh, khái niệm nhóm làm việc ngày càng trở nên phổ biến và được sử dụng nhiều ở các công ty, tổ chức.
Trong thực tế kinh doanh, không chỉ phải luôn giải quyết những tình huống kịch tính, đòi hỏi phải lập tức đưa ra những quyết định đúng đắn, kịp thời mà chắc chắn chúng ta còn phải đối mặt với những tình huống cần phải làm việc theo nhóm.
Vậy bạn cảm thấy mình đã sẵn sàng đến mức độ nào để tổ chức và dẫn dắt công việc theo nhóm? Bạn đã làm quen với những đặc điểm của một nhóm thành công chưa? Công việc của nhóm cần phối hợp với công việc của toàn bộ tổ chức ở khía cạnh nào? Bạn có nắm vững vai trò của trưởng nhóm, các thành viên và nhà tài trợ khi theo đuổi các mục tiêu của nhóm không? Bạn đang tìm kiếm điều gì khi tuyển chọn các thành viên cho nhóm của mình?
Những câu hỏi này sẽ được giải đáp trong cuốn sách Xây dựng Nhóm làm việc Hiệu quả. Cuốn sách sẽ đem đến cho độc giả những hướng dẫn, kiến thức cần thiết, giúp làm việc hiệu quả hơn trong vai trò nhà tài trợ, trưởng nhóm hay thành viên của một nhóm.
1) The document discusses the DELHI QUEST Finals competition. It provides context and questions for different rounds, including identifying historical figures, places in Delhi, and their significance.
2) It asks questions about the epitaph of Jahanara Begum, Abd al Rahim who was one of Akbar's navratnas, Amir Khusro the Sufi musician and poet, and the tomb of Mirza Aziz Koka called Chausath Khamba.
3) It provides clues and asks the participant to identify historical figures like Ghias-ud-Din Tughlaq, the location of Mahatma Gandhi's mural, and the tomb of Nasir-ud-
Như hàng triệu dộc giả trên thế giới, có lẽ bạn cũng dã
từng dọc qua những tác phẩm của Napoleon Hill và
dã thu dược những bài học bổ ích. Dù bạn là người tôn sùng
những trang viết của ông hay dây là lần dầu tiên bạn dọc tác
phẩm của Napoleon Hill, chắc chắn bạn sẽ luôn tìm thấy lợi ích
thiết thực từ những trang sách ông viết về tiềm năng của con
người chúng ta.
Cuốn sách bạn dang cầm trên tay là tập hợp các bài viết
trong những tạp chí dã dược Hill xuất bản hơn 80 năm về trước.
Hill’s Golden Rule Magazine (Tạp chí Những nguyên tắc vàng của
Hill) cùng Hill’s Magazine (Tạp chí Hill) dã dược xuất bản một
vài năm trước khi cuốn sách dầu tiên của Hill xuất hiện. Những
lời khuyên của Hill nằm trong một loạt các bài viết về tiềm năng
của con người.
Triết gia, nhà tư tưởng vĩ đại người Đan Mạch Soren
Kierkegaard từng viết: “Dấu hiệu của một cuốn sách hay đó
là cuốn sách ấy đọc được suy nghĩ của bạn”.
Bạn đang cầm trong tay một cuốn sách như vậy. Đây
không chỉ là một tác phẩm kinh điển về chủ đề tự rèn luyện
và phát triển bản thân, mà còn là một người bạn chí thân
có thể chia sẻ mọi rắc rối của bạn, cũng như mang đến cho
bạn những lời khuyên hữu ích.
Song, tôi muốn cảnh báo trước với bạn một điều.
Cuốn sách này không làm gì cho bạn cả. Nếu thật sự
muốn thay đổi cuộc sống của bạn theo chiều hướng tốt hơn,
nếu quyết tâm dành thời gian, trí tuệ và cam kết nỗ lực để
đạt được mục tiêu của mình, và nếu bạn không hề có ý đùa
giỡn với bản thân, thì đúng là bạn đang cầm trong tay một
viên kim cương vừa được lấy ra từ bãi đất đá đầy bụi bặm,
một tấm bản đồ dẫn đến thành công, một bản kế hoạch quý
giá có thể thay đổi hoàn toàn tương lai của bạn.
Oxford Economics, working with SAP, fielded two major surveys in the second quarter of 2014, reaching out to more than 2,700 executives and more than 2,700 employees at companies in 27 countries.
FOR MORE VISIT HR BLOG -> cake.hr/blog
The document summarizes a report on talent trends in India in 2023. It discusses how the "Invisible Revolution" has led to a major shift in employee loyalty and work culture since the start of the COVID-19 pandemic. Key points include:
- The number of employees switching jobs has increased, with 23% changing roles in 2022 compared to 20% in 2021 and 12% in 2020.
- 75% of the workforce can now be considered "active job seekers," either looking for a new job or planning to do so in the next 6 months.
- Companies can now only confidently rely on less than 1 in 10 employees staying, as 98% of all employees are now open to
State of Workplace Learning and Development -2018Mettl
Most organizations have structured L&D programs focused on improving employee performance. However, getting employees to attend training is a major challenge. While over 50% of organizations increased their L&D budgets in 2018, spending varies between departments and employee levels. Senior level employees receive over 3 times the L&D spending of entry level employees. Blended learning is considered the most effective delivery method, but proving the ROI of L&D to leaders remains difficult. Pre- and post-training assessments are seen as the best way to measure L&D success.
This document provides predictions from 60 global HR experts on the top HR trends to expect in 2016. It summarizes the key trends discussed at HR conferences hosted by The P World over the past 5 years. The document is introduced by the organizer, who thanks participants and discusses the creation of the 2016 Global HR Trends Report. It then lists trend topics and provides short quotes from HR leaders on each topic, including talent management, leadership, employee engagement, employee experience, wellbeing and resilience, and people development. The experts discuss the importance of these topics and how organizations can better focus on them in the coming year.
HR departments are challenged to adapt to the demands of the new world of work. A flexible model is needed for innovating HR to thrive in this changing workplace. Top companies are already preparing for the future workplace of 2020 and beyond by focusing on innovation, leadership, and balancing work and life. However, only 11% of companies feel prepared to build future-ready organizations. HR functions will need to become more innovative and disruptive to overcome challenges like skills gaps, a lack of commitment to people management, and an outdated mindset. National human capital standards and big data will drive changes in how HR is evaluated and practiced. The future of work is uncertain but flags to watch include how education adapts, economic growth, and achieving more
TMA-1-Reference Material-People Profession-2030-Report.pdfEmad Ahmed
The report discusses key trends that will influence the people profession in 2030 based on research involving people professionals. It identifies five main trends: (1) evolving organizational models and processes, (2) digital and technological transformation, (3) changing demographics and diversity & inclusion strategies, (4) diversifying employment relationships, and (5) sustainability, purpose and responsible business. The research examined how external drivers like political, economic and social changes impact these trends and the people profession. Insights from hackathon and roundtable discussions with people professionals around the world were analyzed to understand the implications of these trends.
Driving Talent and Strategic Transformation through HR TechnologyThe HR Observer
How can HR technology impact your organisation and how can this cultural impact be managed? During this session Nelly will discuss the important role that HR plays in driving the performance of talent within the business. You will develop an understanding of how to identify skill shortages within your talent pool as well as finding and developing the future talent the organisation requires. Join this session to understand where to start with HR technology and how it can help you develop talent and bring transformational change. You will learn how to find and nurture new talent into the business and how data is important in driving your decisions.
Nelly Boustany, HR Director, SAP Middle East and Africa
Creating Smart Social Recruiting Strategies discusses the importance of building an employer brand to attract and retain talent. It notes that 80% of executives believe the ability to attract and retain the best people will be the primary force influencing business strategy. It also discusses challenges in the current candidate and employer landscape, including a shortage of skilled workers, multiple generations in the workplace, and the need for vision and creativity to address skill gaps. The document advocates using data to measure employer brand quantitatively and qualitatively in order to make better hiring and branding decisions.
The document discusses the importance of strategic career development for employee engagement, productivity, and retention. It summarizes research showing that only 30% of employees are engaged and outlines the business benefits of highly engaged employees, such as higher profits, productivity, and customer satisfaction. The document advocates for an integrated, shared approach to career development between employees, managers, and the organization. Employees should take responsibility for understanding their interests, strengths, and opportunities. Managers should enable career development by appreciating employees' uniqueness, assessing capabilities, and anticipating the future. Organizations should support strategic talent systems. When these three areas work together, it can increase engagement, productivity, retention, and results.
Employee career engagement talent experiment & fuel 50michelecroci
The value of career development system and solutions to build employee engagement and improve organizational performance is proven through research; contact Michele Croci, TalentExperiment.org, for more information. michelecroci2@gmail.com.
The document discusses employer branding and introduces Universum, a global employer branding firm. It provides an overview of Universum, including that it has been helping companies strengthen their employer brands for 25 years. It also discusses some key aspects of employer branding, including that it should be a strategic long-term process and responsibility of multiple functions, not just HR.
Survey : New forms of learning and training developed by organizationsBPI group
The changes our society is facing contain a training-related
challenge that is crucial for their success. Tomorrow’s
employees will be today’s employees, but in the interim they
will need to have taken much better control of their career—
their employability is at stake.
Beyond their legal obligations, organizations are vital to this
process and are seeking new formats that enable them to
fulfill this duty. We aspire to design new corporate university
models because they are an important a driver of skill and job
development.
These efforts will be realized on April 7 in Paris during the event
U-Spring: Reimagining the Corporate University. With this in
mind, BPI group surveyed heads of corporate universities on
their models and development outlooks.
The Future of Corporate Learning - Ten Disruptive TrendsJosh Bersin
The corporate learning market is exploding with change, growth, and disruption. This detailed presentation discusses our findings and perspectives on all the changes taking place.
Accenture Getting To Equal 2020 Research Presentation accenture
Accenture's new gender equality report explains differing perceptions on inclusive workplace culture & how leaders can drive a culture of equality. Read more.
The document discusses the changing nature of the global workforce by 2020 and the challenges it poses for companies. It notes that the workforce will be more diverse in age, nationality, and types of employment relationships. Many companies will need to change their strategies and operations to adapt. However, the research found that for most companies, HR currently lacks the strategic influence, tools, and culture needed to help organizations meet their workforce goals to build a talent pipeline that can address future business needs. Unless companies empower HR and prioritize people management, they may struggle to capitalize on opportunities or respond effectively to risks in the changing employment environment.
Randstad 2014 World of Work Talent Strategy Game Changers Seriesrandstad_hk
The 2013/14 Randstad World of Work research —
tapping into the perspectives of over 7,000 employers
and more than 7,500 employees across Asia Pacific
— confirms we are not just witnessing incremental
shifts in the world of work, but game-changing
forces that require fresh thinking and new, innovative approaches to building a sustainable talent strategy.
The recruiting industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this free seminar, you will learn the latest Nordic trends and “must know” facts that will keep you ahead of the curve and make you invaluable to your organization.
Careers in the 21st Century (Webinar by Fuel50 and Bersin by Deloitte)Fuel50
There is no one right way to approach career management. Strategies for moving workers into, around, and even out of the organization have changed drastically in the past ten years and largely depend on the goals of both the worker and the company.
However, companies with effective career management initiatives have some similarities. They tend to approach career management holistically – considering more than just role descriptions and career paths – and they focus heavily on alignment with organizational goals and needs.
Check out this deck from our webinar, or view the recording at https://www.fuel50.com/events/careers-21st-century/
New Global research updated in December 2016 to help organisations build and develop leaders, managers and a workforce fit for the future. It's about preparing for the future, now.
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Sethurathnam Ravi: A Legacy in Finance and LeadershipAnjana Josie
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...dsnow9802
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
2. EPI-USE Summit 2015
Workforce 2020 - er du parat?
Velkommen
Kom og hør om hvordan du gør din HR funktion klar til 2020. Oxford Economics seneste analyse viser
udsigter til et permanent ændret arbejdsmarked, er din HR strategi klar til dette skifte?
Kom blandt andet og hør
Flemming Karstens Søeborg, Global HR Development & Performance Manager hos Novozymes fortæl-ler
om deres fokus på læring og hvor de er i dette forløb. For en videnstung organisation som Novozy-mes
er læring i fokus og en vigtig parameter for at nå deres corporate mål.
Mia Bremer, Global HRIS Manager hos CP Kelco har netop implementeret SuccessFactors for at sikre
et globalt HR system. Kom og hør hvordan SuccessFactors støtter op om CP Kelcos globale HR stra-tegi
og de erfaringer der er fra en global udrulning af en HR cloud løsning.
Simone Buchwald har arbejdet med læring siden 2001, hun var en af hovedkræfterne og arkitekterne
indenfor Læring bag SAPs Learning Solution. Simone vil adressere og demonstrere hvordan man hånd-terer
Learning i HR Cloud. Hør eksempler på hvordan dine medarbejdere kan få enkel adgang til kursus-kataloget,
og hvordan læring kan indarbejdes i din Performance / MUS proces for bedre målopnåelse.
(Indlægget vil være på engelsk)
Hvordan understøtter du dine HR-strategier med social media, så du når målet i 2020. Sr. Product
Manager Lars Mørch viser det sociale værktøj, SAP Jam - løsningen der booster performance, uformel
videndeling, og sikrer let tilgængelighed via mobile apps. SAP JAM har bred anvendelighed som pro-jektværktøj,
i salgsorganisationen, som HR værktøj eller som fælles kommunikationsplatform.
Du kan deltage formiddag eller hele dagen.
Arrangementet er gratis.
12/1 2015 DI – Dansk Industri
H. C. Andersens Blvd. 18 · 1553 København V
Tlf. +45 3377 3377
SE MERE HER
3. agenda
Formiddag
08.30 – 09.00 Morgenmad
09.00 – 09.15 Velkomst og kort om EPI-USE
09.15 – 09.30 Workforce2020, Hvem er dine medarbejdere ?
09.30 – 10.30 Erfaringer fra Novozymes på læring som strategisk område
10.30 – 10.45 Pause og networking
10.45 – 11.45 Erfaringer fra CP Kelco på et globalt HR Cloud projekt
11.45 – 12.30 Frokost
Eftermiddag
12.30 – 13.15 Uformel videndeling og erfaringer fra Enterprise Social Network
13.15 – 14.15 What can we learn from the cloud?
14.15 – 14.30 Pause og networking
14.30 – 15.15 HR cloud, Hybrid, Full eller Side-by-Side, hvad er anderledes ?
15.15 – 15.30 Afrunding
Vi glæder os til at se dig.
tilmelding
Tilmelding senest den 9. januar.
EPI-USE Summit 2015
DELTAG FORMIDDAG!
INKL. FROKOST
TILMELD DIG HER!
DELTAG HELE DAGEN!
INKL. FROKOST
TILMELD DIG HER!