Evolution of the Modern Manager - Why Ari Gold Is Your New Role Model...
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Here's my slides from HR Tech, where I riffed on the evolution of the modern manager and came to the conclusion that Ari Gold has more to do with what makes a manager successful than any of those BS Managerial Competencies you keep clinging to.
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The document discusses how HR professionals can improve their skills by adopting strategies used by successful sales VPs. It identifies four common problems HR faces, such as having unreasonable expectations, and provides advice on how a sales pro would handle each situation, such as making the first offer to set the baseline for negotiations. Contact information is given for the two presenters discussing these sales techniques for HR.
How Smart HR Pros Are Becoming Better Marketers By Using Sites Like Glassdoor...
This document discusses strategies for HR professionals and companies to better engage with reputation sites like Glassdoor. It begins by outlining 5 common myths about these sites, such as the ideas that they are just for rants or allow any comments. The rest of the document provides a 4 step playbook for engagement, including claiming company profiles, designating reps to respond to reviews, running campaigns to encourage more reviews, and integrating these sites within broader talent branding. The goal is to participate actively rather than view these sites as only for complaints.
How to Optimize Your Learning Strategy
The document outlines a 6-step roadmap for operationalizing a company's learning strategy to grow talent internally instead of hiring externally. The steps include focusing learning efforts on revenue-generating groups, mapping the employee lifecycle to identify opportunities to optimize learning, understanding what skills are needed for success in each job, developing learning initiatives to address gaps, testing initiatives, and evolving learning into a performance function with data to make retention and hiring recommendations.
5 Great Data Plays for HR Pros
HR Pros are usually thought to be behind the times in using Data to measure their impact to the business. In these slides, I'm sharing the 5 best data plays HR Pros can use to change the way people view HR's knowledge of the business.
5 Ways to Engage Talent Pools - Without Looking Like a Stalker
This document outlines 5 ways for recruiters and HR professionals to engage talent pools without appearing stalker-like. The strategies range from simplest to most complex and include: 1) Developing consistent company content, 2) Streaming external content on social media, 3) Featuring talent pool members as experts, 4) Creating a targeted talent pool newsletter, and 5) Developing exclusive online and in-person groups for senior-level talent pools. The strategies utilize content the company has access to engage talent pools through a variety of online and social media channels.
HR Capitalist: WIIFM - What's In It For Me (and why it's the secret for manag...
Managers should position themselves as career agents for their employees by focusing on the employee's self interests and career goals. As a career agent, a manager would work to make employees better through training so employees can promote themselves, earn more money over time, and accomplish career goals while also achieving results for the company. A key tactic for career agents is always discussing "What's In It For Me" with employees to motivate them by explaining how their work gets them more valuable skills, higher pay, better opportunities, and praise or recognition. Framing work discussions around employee self interests and leveraging their self interests is an effective approach for managers.
Referral Programs: 5 Fresh Ideas
This document provides information about two presenters: Kris Dunn, CHRO of Kinetix and founder of websites, and Tim Sackett, SVP of HRU Technical Resources and blogger. It then lists five fresh ideas for referral programs: telling compelling stories of referrals that changed careers; creating promotional offers like Groupon; following referred candidates on social media; setting up a texting program for quicker communication; and using email marketing to share job opportunities and build a referral list over time.
5 Traits of Successful Marketers That Recruiters and HR Pros Should Master
Kris Dunn and Holland Dombeck from Kinetix presented on marketing strategies recruiters can use to improve their performance. Kris is the CHRO of Kinetix and founder of two blogs, and Holland is a marketing manager. They discussed how recruiters can apply marketing tactics like using effective headlines, quality copy, targeted drip campaigns, optimizing landing pages, and treating top candidates like "whales" to a higher level of service. The presentation provided recruiters with specific ideas on how to raise their game by learning from digital marketers.
Impress Me Or You're Dead - The New Rules for How Candidates Treat Recruiters
A few slides from my presentation (with Kelly Dingee) on the 8.1.12 Workforce webinar (sponsored by Jobvite)
SHRM Strategy 2010 - Agents/Assassins in Social Media
This is my presentation from SHRM Strategy 2010.. If you're crafting a corporate social media strategy, trust me - you don't need a corporate Facebook or Twitter account - you need agents and assassins.
Check out the slides to find out more....
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DisruptHR Cleveland - KD on "Lies, Damn Lies and Assessments"
DisruptHR Cleveland - KD on "Lies, Damn Lies and Assessments"
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Kris Dunn - 4 Ways to Meaure Potential of Employees
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How to Raise Your HR Game By Thinking Like a Money Hungry VP of Sales
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How Smart HR Pros Are Becoming Better Marketers By Using Sites Like Glassdoor...
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5 Ways to Engage Talent Pools - Without Looking Like a Stalker
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HR Capitalist: WIIFM - What's In It For Me (and why it's the secret for manag...
5 Traits of Successful Marketers That Recruiters and HR Pros Should Master
5 Traits of Successful Marketers That Recruiters and HR Pros Should Master
Impress Me Or You're Dead - The New Rules for How Candidates Treat Recruiters
Impress Me Or You're Dead - The New Rules for How Candidates Treat Recruiters
SHRM Strategy 2010 - Agents/Assassins in Social Media
SHRM Strategy 2010 - Agents/Assassins in Social Media
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Prescriptive analytics BA4206 Anna University PPT
Business analysis - Prescriptive analytics Introduction to Prescriptive analytics
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In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
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In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
一比一原版(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证文凭如何办理
永久可查学历认证【微信：A575476】【(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
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三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
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2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
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→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
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- 11. “People tell you who they are, but we ignore it because we want them to be who we want them to be…” --Don Draper
- 17. Q12
- 18. 3. At Work, I have the opportunity to do what I do best every day.
- 19. 6. There is someone at my company that encourages my development
- 23. CAREER AGENTS
- 24. “I'm not here to just grind on you to get results. I'm here to make you better, so you're going to have fun, make more $$ over time and accomplish your career goals while we get results for the company.” "I'm willing to do that even if it means you promote yourself by taking a better job with another company because we made you better."
- 25. Help Them Build Portfolios Contrast Good vs. Great WIIFM? Control of 1-on-1’s Every Conversation Starts From the Lens of the Employee
- 27. “Other than the manager you work for, who would you most want to work for in our company and why?”