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I hadn't got the chance to present this to my classmates and share it with them due to time constraint, and now I am putting this presentation as to help those people who were looking for a presentation the same as this.
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How to build a culture that supports growth june 27 2012Chris R. Keller
Having a good culture within your company is critical for success, employee productivity and creativity. Read this presentation now to learn how to create a culture within your small business or company that foster success and lead to higher profits.
I hadn't got the chance to present this to my classmates and share it with them due to time constraint, and now I am putting this presentation as to help those people who were looking for a presentation the same as this.
Coaching Employees for High Performance (Webinar by Fuel50 & Quantum Workplace)Fuel50
Check out the full webinar at http://f50.li/cehp. Today, more than ever, providing opportunities for professional development and career growth is critical to engaging and retaining productive and high-performing employees. In fact, 100% of HR leaders identified improving leader coaching conversations as a top priority for them in 2017 and 70% of employers say their career development processes are ineffective at providing career advancement opportunities.
Ten Characteristics Common To Highly Effective EntrepreneursAbhishek Shah
Wondering if you have what it takes to succeed as an entrepreneur? What separates those who launch and grow successful companies from less successful peers?
What trait do entrepreneurs like Bill Gates, Steve Jobs, Lawrence Ellison and Richard Branson have that the ordinary entrepreneurs don't?
The Thugs know it all. Check out this SlideShare presentation from ThugStart.com
A comprehensive and detailed guide to Seo Footprints. Learn about the proven method to find and use SEO Footprints to help rank better in Search Engine like Google and Bing. If you know how to find Seo footprints, then you have hit the goldmine and building backlinks become so much easier.
14 Tips to Entrepreneurs to start the Right StuffPatrick Stähler
14 tips for Entrepreneurs how they can develop from an idea the Right Thing. The Right is being loved by your customers, gives meaning to you and employees and is profitable. Finding and later doing the Right Thing is an agile and iterative learning journey. With these 14 tips you can profit from the experience of successful entrepreneurs since you do not have to experience and fail by yourself. Hopefully, the slide deck helps other entrepreneurs.
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www.nidmindia.com
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
'Guidance and counselling- role of Psychologist in Guidance and Counselling.
Evp Fopp V1.2
1. EV P
Research Presentation
Required of Persons Enrolled in the
ASFE/The Best People on Earth
Fundamentals of Professional Practice Class No. 18
Submitted by
Andrew E. Sparks
13. DRIVERS OF ATTRACTION AND RETENTION
Professional
Salary Development
Attraction
Opportunities
Future Career
Opportunities
Stability
Respect
14. DRIVERS OF ATTRACTION AND RETENTION
Professional
Manager
Salary Development
Quality
Attraction
Opportunities
Retention
Work
Future Career
Environment
Opportunities
Stability
Respect
CLC Study, 2006
15. A company's
value lies
quot;between the
ears of its
employeesquot;
Jack Welch of GE
39. PEOPLE SEGMENT
Valued Attributes Provided Attributes
1 Work Environment Work Environment
2 Coworker Quality
Manager Quality
3 Coworker Quality Camaraderie
4 Senior Management Reputation Manager Quality
5 Camaraderie Senior Management Reputation
6 People Management Reputation People Management Reputation
40. ORGANIZATION SEGMENT
Valued Attributes Provided Attributes
Professional Ethics Professional Ethics
1
Respect
2 Informal Work Environment
3 Company Reputation Market Position
Respect
4 Empowerment
5 Technology Level Company Reputation
6 Market Position Technology Level
7 Informal Work Environment Diversity in the Workforce
8 Social Responsibility Empowerment
9 Environmental Responsibility Environmental Responsibility
10 Diversity in the Workforce Social Responsibility
41. WORK SEGMENT
Valued Attributes Provided Attributes
1 Schedule Flexibility
Work-Life Balance
2 Recognition for Performance Innovation on Projects
3 Schedule Flexibility Location of Projects
4 Alignment of Interests Alignment of Interests
5 Innovation on Projects Positive Job Impact
6 Positive Job Impact Opportunity for Business Travel
7 Location of Projects Recognition for Performance
8 Opportunity for Business Travel Work-Life Balance
42. OPPORTUNITY SEGMENT
Valued Attributes Provided Attributes
1 Company Stability Company Stability
Advancement Through
2 Future Career Opportunities
Performance
Professional Development
3 Future Career Opportunities
Opportunities
Professional Development Management Development
4
Opportunities Opportunities
Management Development
5 Growth Rate of Company
Opportunities
Advancement Through
6 Growth Rate of Company
Performance
43. REWARDS SEGMENT
Valued Attributes Provided Attributes
1 Base Salary Health Benefits
2 Vacation Time
Health Benefits
3 Vacation Time Retirement Benefits
4 Performance Bonus Ownership
5 Ownership Investment Performance
6 Retirement Benefits Discretionary Time-off
7 Discretionary Time-off Base Salary
8 Investment Performance Performance Bonus
44. DRIVERS OF ATTRACTION AND RETENTION
Professional
Manager
Salary Development
Quality
Attraction
Opportunities
Retention
Work
Career
Environment
Opportunities
Stability
Respect
CLC Study, 2006
45. DRIVERS OF ATTRACTION AND RETENTION
Health
Salary
Benefits
Stability
Attraction
Retention
Career
Opportunities Work
Environment
Ethics
Work-Life
Balance
This Study
Is the graphic moving or stationary It all depends on your perception.
We are going to talk about our perception as employees about what benefits we gain from our employers.
Is the graphic moving or stationary It all depends on your perception.
We are going to talk about our perception as employees about what benefits we gain from our employers.
It this a sunrise over the Adriatic Sea or sunset over the Tyrrenean Sea? It all depends on your perception.
We are going to talk about our perception as employees about what benefits we gain from our employers.
It all about the value.
we get from our employment
Examples of EVP attributes include things like tangible things like salary and health benefits to intangibles like working environment and a commitment to professional ethics.
Story: My Engineering path started out a bit rocky.
Ending: Typical EVP attributes (Salary) were not driving factor in my decision
According to a recent study by the Corporate Leadership Council, all EVP attributes can be divided into 5 core segments.
According to a recent study by the Corporate Leadership Council, all EVP attributes can be divided into 5 core segments.
People, Organization, Work, Opportunities, and Rewards. There are many EVP attributes a company provides to its employees.
People, Organization, Work, Opportunities, and Rewards. There are many EVP attributes a company provides to its employees.
People, Organization, Work, Opportunities, and Rewards. There are many EVP attributes a company provides to its employees.
People, Organization, Work, Opportunities, and Rewards. There are many EVP attributes a company provides to its employees.
People, Organization, Work, Opportunities, and Rewards. There are many EVP attributes a company provides to its employees.
People, Organization, Work, Opportunities, and Rewards. There are many EVP attributes a company provides to its employees.
People, Organization, Work, Opportunities, and Rewards. There are many EVP attributes a company provides to its employees.
But according the CLC, there are 7 EVP attributes are KEY in driving of employee attraction and retention.
But according the CLC, there are 7 key EVP attributes that are the drivers of employee attraction and retention.
But according the CLC, there are 7 key EVP attributes that are the drivers of employee attraction and retention.
But according the CLC, there are 7 key EVP attributes that are the drivers of employee attraction and retention.
So if employees are the most valuable asset, companies should focus not only on hiring the best employees, but retaining the ones they have.
A successful EVP must leverage both attraction and retention
Engineering companies surveyed did not have a plan to leverage both.
In general, they focus on attraction and little on retention.
Goal of this study was to learn 3 Things
1. what do employees Value
2. What do companies provide
3. How to they match/compare
I created a questionnaire to evaluate the two
How the questionnaire was geared
Ranking System
Participants, 123 from GeoEngineers, 170 from FOPP
So what do employees value?
Base Salary was in the top three of 86%
Stability was in the top three of 82% of GeoEngineers employees
Work-Life Balance was in the top three of 73% of GeoEngineers Employees
So how do these compare with your responses?
Students valued salary and stability, like you, but understandably, they valued future career opportunities more than work-life balance.
When asked what benefits a company provides, responses were ranked on a scale of 1 to 5. 1 is the highest rank.
The questionnaire asked participants to rank the benefits their companies provide.
Ownership was the highest rated benefit for GeoEngineers Employees
Health Benefits was the highest rated benefit for FOPP Participants
Salary and Work-Life Balance were the lowest rated benefits by FOPP Participants
Engineering students were asked what will influence their decision to join a company.
As a side note: My first job provided a good salary, but the rest of these attributes were not provided. So I left.
But, there seems to be a bit of a gap between what employees value and those attributes provided by companies.
If we look at the most valued attributes and the attributes provided by employers for each Core Segment, we get a look at the gap.
Employees value a Friendly Work Environment and Manager Quality. Employers provide the desired work environment, but Manager quality is middle-of-the road.