CR Wireless Retention Plan
•
0 likes•315 views
The document discusses strategies for retaining employees at CR Wireless, a wireless retail company. It analyzes the company's high employee turnover rate and goals to implement a new talent management system to recruit and develop employees. This includes creating metrics to evaluate talent, providing training programs, and using new recruitment software to improve the hiring process while ensuring legal and ethical compliance. The objectives are reducing turnover rates and increasing productivity through a strategic focus on talent management and culture change.
Report
Share
Report
Share
![Company Information ,[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
Recommended
Strategies to recruit & retain a multigenerational workforce
Following over a year of turmoil, people from every generation are rethinking what work really means to them, and many are even calling it quits. What does that mean for your hiring efforts, and how can you adapt your recruiting strategies to meet the needs of a large, multigenerational candidate pool?
Countering Talent-Acquisition Tunnel Vision with Efficient Candidate and Empl...
Does your organization have talent-acquisition tunnel vision? With everything that goes on during the hiring process, it’s easy to lose sight of how long-term factors influence your overall recruiting efforts. Current employees, prior candidates, and your organization’s leadership all have a part to play in hiring success. Before you tweak a job posting for the twentieth time, it’s worth your time to step back and get the bigger picture of what attracts candidates to your organization.
Join JD Conway of BambooHR, Mike Bailen of Lever, and Adam Steinharter of SurveyMonkey as they review the paths they’ve taken to gather feedback and optimize their hiring processes.
Our Gift to You - 12 Tools, Tips and Tricks for Recruiting in 2019
Join Alissa Bencks, VP of Organizational Effectiveness at Wonderlic and leading Recruiter Rick Powell in a joint webinar to learn how you can drive more candidates to each opening, 'sell' your company to top candidates, and create a positive brand image with your recruiting efforts this holiday season with 12 tips for a more impactful hiring process.
How to Build a Strong Recruiting Pipeline in 2019
Join us in our on-demand webinar with Elicia Hughey, VP of HR at Octave Music Group and the experts from Glassdoor and Newton to learn what it takes to build a strong pipeline by being as strategic as possible at every stage in hiring.
Strategic Recruiting at Any Size: 5 Programs You Can Start Building Now
You don’t need endless time and money to build effective recruiting programs in your organization. You just need the right plan. Tune in to the webinar to learn how you can get started.
Paving the Way: How to Retain and Motivate Your Best Employees
More than 70 percent of employees who are at risk of leaving their jobs say they must leave their current organization in order to advance their careers. And skilled workers are leaving jobs faster than ever before in this highly competitive labor market.
Your best employees are always looking for the next big challenge. It’s up to you to show high-performing employees a path forward at your organization with L&D opportunities before they look elsewhere.
Pillars of onboarding
The psychological contract of a newcomer is key in the onboarding of new employees. What does he or she expect and how do you manage these expectations from the beginning (also during attraction and selection). Violation of the contract demotivates newcomers, leads to bad performance and regretted losses.
Therefore clear and honest feedback is crucial during the onboarding.
Recommended
Strategies to recruit & retain a multigenerational workforce
Following over a year of turmoil, people from every generation are rethinking what work really means to them, and many are even calling it quits. What does that mean for your hiring efforts, and how can you adapt your recruiting strategies to meet the needs of a large, multigenerational candidate pool?
Countering Talent-Acquisition Tunnel Vision with Efficient Candidate and Empl...
Does your organization have talent-acquisition tunnel vision? With everything that goes on during the hiring process, it’s easy to lose sight of how long-term factors influence your overall recruiting efforts. Current employees, prior candidates, and your organization’s leadership all have a part to play in hiring success. Before you tweak a job posting for the twentieth time, it’s worth your time to step back and get the bigger picture of what attracts candidates to your organization.
Join JD Conway of BambooHR, Mike Bailen of Lever, and Adam Steinharter of SurveyMonkey as they review the paths they’ve taken to gather feedback and optimize their hiring processes.
Our Gift to You - 12 Tools, Tips and Tricks for Recruiting in 2019
Join Alissa Bencks, VP of Organizational Effectiveness at Wonderlic and leading Recruiter Rick Powell in a joint webinar to learn how you can drive more candidates to each opening, 'sell' your company to top candidates, and create a positive brand image with your recruiting efforts this holiday season with 12 tips for a more impactful hiring process.
How to Build a Strong Recruiting Pipeline in 2019
Join us in our on-demand webinar with Elicia Hughey, VP of HR at Octave Music Group and the experts from Glassdoor and Newton to learn what it takes to build a strong pipeline by being as strategic as possible at every stage in hiring.
Strategic Recruiting at Any Size: 5 Programs You Can Start Building Now
You don’t need endless time and money to build effective recruiting programs in your organization. You just need the right plan. Tune in to the webinar to learn how you can get started.
Paving the Way: How to Retain and Motivate Your Best Employees
More than 70 percent of employees who are at risk of leaving their jobs say they must leave their current organization in order to advance their careers. And skilled workers are leaving jobs faster than ever before in this highly competitive labor market.
Your best employees are always looking for the next big challenge. It’s up to you to show high-performing employees a path forward at your organization with L&D opportunities before they look elsewhere.
Pillars of onboarding
The psychological contract of a newcomer is key in the onboarding of new employees. What does he or she expect and how do you manage these expectations from the beginning (also during attraction and selection). Violation of the contract demotivates newcomers, leads to bad performance and regretted losses.
Therefore clear and honest feedback is crucial during the onboarding.
Digging Deep: Grow Responsibly! Rapidly Scaling Hiring Learnings
You’ve worked hard to get your business to the point it’s at today and it’s exciting to see your customer base and revenues grow. But structuring your organization to scale while ensuring your Talent and People teams have the strategies and support they need to scale your internal team isn’t something you’ve accounted for.
Experts, Kelli Dragovich, Senior Vice President of People at Hired and Will Blaze, Senior Technical Recruiter at Peloton join Ariana Moon, Senior Recruiter at Greenhouse to provide insights on growing responsibly.
Through this presentation you'll learn how to:
- Build a foundation for scalable growth
- Address hiring needs to match company growth
- Operationalize your core values
- Source and interview top talent at high volume to maintain growth
- Maintain company culture through culture add
Competing in a Candidate Driven Market - What Recruiters Should Know in 2018
Join us in our on-demand webinar with Scott Conklin, VP of Human Resources at Paycor and learn what candidates really care about and how to get the offer signed.
Accelerating New Hire Productivity Through Onboarding
New hires need certain things to be productive while other processes may slow them down. In this slideshare we look at what areas boost productivity in onboarding and how you can help you employees feel ready to go.
Building An Evp 2010 10 26
NJ state SHRM conference presentaion on Building an Employment Value Proposition
Under the talent-acquisition hood: What’s happening with cost, quality, and s...
Under the talent-acquisition hood: What’s happening with cost, quality, and s...LinkedIn Talent Solutions
John Ricciardi, ERE Media, Inc
Using data from corporations of every industry, this session tells you what it’s costing companies to hire people; how long it’s taking; and quality. You’ll find out the role recruiters and hiring managers are playing in speeding up (and often slowing down) the hiring process. You’ll see some surprising stats about time to fill by company size and industry. And you’ll leave not just with numbers but specific advice on improving the hiring process in your company.
Key highlights:
Valuable data on cost of hire, speed of hire, and more.
Tips on improving all this in your company - making the hiring process run smoother.
Advice for leaders on improving the recruiter/manager relationship for your team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNeCreating Employer Brand Value
This webinar presentation looks at ways to build the case for employer branding. The third in our 30+3 webinar series, Creating Employer Brand Value delves into critical employer brand planning elements including employer brand value and ROI.
Campus to corporate: How recruiting millennials enabled AppNexus to incubate ...
Campus to corporate: How recruiting millennials enabled AppNexus to incubate ...LinkedIn Talent Solutions
Ashley Babinecz, AppNexus
Lorraine Buhannic, AppNexus
AppNexus will share how they built a successful campus recruiting program to hire 60+ students annually and how they've applied their learnings from campus recruiting to transform the way they recruit experienced hires. By adapting their campus recruiting strategy, they've been able to enhance the ways they attract, engage, hire and close candidates at all levels across the company.
Key highlights:
The framework to hire for potential and make better long-term hires.
How to leverage your community to build your brand: including how to produce fun, interactive and informative in-house recruiting events and ensure your talent brand is relevant to candidates at all levels.
How to build an effective hiring process that scales with your organization and delivers an excellent candidate experience.
Check out the best of Talent Connect: http://bit.ly/2e5ojNeEmployee Voice and Employer Brand
Companies with strong employer brands tell the authentic story of their employment experience. They do so by understanding and communicating their own unique employee voice.
4 Steps to a Compelling Employer Brand from Scratch
While 72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring, just 55% have a proactive employer brand strategy*.
If you belong to one of the 45% of companies who do not have a proactive employer brand strategy, getting started can feel daunting.
In this APAC webinar, LinkedIn Employer Brand specialists will show you how you can build a compelling employer brand in-house and from scratch. You will learn:
How to setup your employer brand project for success
How to develop your Employer Value Proposition
How to plan your employer brand communications
How to rollout your employer brand
Meaningful Work @Wijs
More and more studies show, organizing your company around meaning makes a big difference for all stakeholders. This case of Wijs I presented at the HR Leaders Lunch May 8th in the Ancien Belgique in Brussels. It brings you in 80 slides the context of the digital agency Wijs, our vision about meaningful work, 7 building blocks with examples how we practice meaningful work in our day to day an 7 guerilliatips to start tomorrow or to take the next step.
Feedback and questions are welcome!!
Creating an employee value proposition that recruits and engages today's top ...
Recruiting talent that fits your organisation's location, culture and budget can be a challenge for even the best of organisations. Join Gil Sewell, Director of Organisational Development at Auckland District Health board, as she reveals why it is important to develop an Employee Value Proposition to address recruitment challenges and achieve long term success and engagement.
Hear her experience in rolling out a new Employee Value Position across a organisation of 10,000 staff with varying roles in the healthcare industry.
Leaders as Career Agents
A leader’s primary role is to develop talent by driving employee engagement,
which leads to productivity and positive organizational outcomes. With research
showing us that approximately 70% of the workforce is currently disengaged,
developing leaders who can drive employee engagement in order to produce
results is critical.
This advanced course seeks to teach leaders how to be career agents in order to
drive performance and results. Topics covered include how to facilitate win-win
conversations with employees, how to create career advancement plans with
employees that are grounded in behaviors and how to provide projects and
assignments that foster employee skill development.
A course is also available for HR professionals on how to create career agent
systems and mindsets to support leaders.
Course Objectives:
Following the completion of this course, participants will be able to:
1. Understand the employee engagement problem and how it impacts
performance.
2. Understand what it means to be a career agent.
3. Apply techniques for being a career agent including:
a. Asking one simple question.
b. Facilitating win-win conversations with employees.
c. Creating advancement plans with employees through goal-setting.
d. Designing assignments and projects to foster skill development and
increase engagement through “flow”.
The HR training includes the following objectives:
1. Understand and design ways to train leaders on what it means to be a career
agent through their behaviors.
2. Provide tools and processes to facilitate career agent conversations
including how to tie your performance management process to this system.
3. Understand and apply methods for recruiting and promoting individuals
who model a career agent mindset through their behaviors.
Using Compensation to Motivate Performance
When employee engagement drops, so does your organization’s performance. According to the State of the Global Workplace report, 85 percent of employees are either not engaged or are actively disengaged at work. This makes for about $7 trillion in lost productivity. It’s time to breathe new life into your engagement (and performance) strategy with our new webinar series.
In this first webinar of the series, we will discuss:
• The foundation of employee engagement
• Smart compensation strategy
• How to communicate pay decisions with employees effectively
• Strategies for building a pay-for-performance culture
The Never Grow Up ® Company Presentation
A company dedicated to the pursuit of keeping employees happy, productive and engaged by helping companies understand their people better while turning life at work into something people look forward to. All this in an attempt to create a strong employer brand while enhancing the culture of your organization.
Reach out at info@willnevergrowup.com to know more on how we can add value to your organization ♛ www.WillNeverGrowUp.com
How to get C-suite buy-in to build a cutting edge recruiting team | Talent Co...
How to get C-suite buy-in to build a cutting edge recruiting team | Talent Co...LinkedIn Talent Solutions
Amy Segal, Edelman
There is no greater competitive advantage for a company than when an in-house recruiting team is built and aligned correctly. In this session, I’ll cover how to build a metric-based story that positions an in-house team as a strategic partner, how to identify the right influencers to tell your story, and how to ultimately hire the best team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNeEmployee welcome kit - Corporate Gifts
Thinking about developing an employee welcome kit? This is an attempt to support you with the latest trends and options for developing employee welcome kits and what kind of corporate gifts to include in the kit.
Gift Wrapped is one of the fastest growing corporate gifting companies in India, with the vision of helping companies create Brand Ambassadors.
Merchandise and gifts to employees create a very deep impact among the target audience and increase the tendency of them becoming your Brand Ambassadors. Most of the successful companies have used the Employee Welcome kits to boost the
The unified brand: Aligning your consumer, corporate, and employer brands | T...
The unified brand: Aligning your consumer, corporate, and employer brands | T...LinkedIn Talent Solutions
Nicolas Blanc, LinkedIn
Kristin Rice, LinkedIn
Make the most of your brand by leveraging all three pillars of it: consumer, corporate, and employer. There are positive qualities and aspects of each of your brand pillars, and the most successful companies take advantage of all of these together. This session will teach you how you can create a strong, unified brand presence that incorporates all of your brand entities.
Key highlights:
Companies that successfully align their corporate, talent and consumer brand, are better suited to engage with millennials and can also develop competitive advantages.
Your employees are your best brand ambassadors. LinkedIn can help to empower them.
A strong company culture and a powerful content marketing strategy are equally important when it comes to build a Unified Brand.
Branding is more than just a marketing function; it’s an organizational function. That means that everybody needs to contribute.
Check out the best of Talent Connect: http://bit.ly/2e5ojNeMore Related Content
What's hot
Digging Deep: Grow Responsibly! Rapidly Scaling Hiring Learnings
You’ve worked hard to get your business to the point it’s at today and it’s exciting to see your customer base and revenues grow. But structuring your organization to scale while ensuring your Talent and People teams have the strategies and support they need to scale your internal team isn’t something you’ve accounted for.
Experts, Kelli Dragovich, Senior Vice President of People at Hired and Will Blaze, Senior Technical Recruiter at Peloton join Ariana Moon, Senior Recruiter at Greenhouse to provide insights on growing responsibly.
Through this presentation you'll learn how to:
- Build a foundation for scalable growth
- Address hiring needs to match company growth
- Operationalize your core values
- Source and interview top talent at high volume to maintain growth
- Maintain company culture through culture add
Competing in a Candidate Driven Market - What Recruiters Should Know in 2018
Join us in our on-demand webinar with Scott Conklin, VP of Human Resources at Paycor and learn what candidates really care about and how to get the offer signed.
Accelerating New Hire Productivity Through Onboarding
New hires need certain things to be productive while other processes may slow them down. In this slideshare we look at what areas boost productivity in onboarding and how you can help you employees feel ready to go.
Building An Evp 2010 10 26
NJ state SHRM conference presentaion on Building an Employment Value Proposition
Under the talent-acquisition hood: What’s happening with cost, quality, and s...
Under the talent-acquisition hood: What’s happening with cost, quality, and s...LinkedIn Talent Solutions
John Ricciardi, ERE Media, Inc
Using data from corporations of every industry, this session tells you what it’s costing companies to hire people; how long it’s taking; and quality. You’ll find out the role recruiters and hiring managers are playing in speeding up (and often slowing down) the hiring process. You’ll see some surprising stats about time to fill by company size and industry. And you’ll leave not just with numbers but specific advice on improving the hiring process in your company.
Key highlights:
Valuable data on cost of hire, speed of hire, and more.
Tips on improving all this in your company - making the hiring process run smoother.
Advice for leaders on improving the recruiter/manager relationship for your team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNeCreating Employer Brand Value
This webinar presentation looks at ways to build the case for employer branding. The third in our 30+3 webinar series, Creating Employer Brand Value delves into critical employer brand planning elements including employer brand value and ROI.
Campus to corporate: How recruiting millennials enabled AppNexus to incubate ...
Campus to corporate: How recruiting millennials enabled AppNexus to incubate ...LinkedIn Talent Solutions
Ashley Babinecz, AppNexus
Lorraine Buhannic, AppNexus
AppNexus will share how they built a successful campus recruiting program to hire 60+ students annually and how they've applied their learnings from campus recruiting to transform the way they recruit experienced hires. By adapting their campus recruiting strategy, they've been able to enhance the ways they attract, engage, hire and close candidates at all levels across the company.
Key highlights:
The framework to hire for potential and make better long-term hires.
How to leverage your community to build your brand: including how to produce fun, interactive and informative in-house recruiting events and ensure your talent brand is relevant to candidates at all levels.
How to build an effective hiring process that scales with your organization and delivers an excellent candidate experience.
Check out the best of Talent Connect: http://bit.ly/2e5ojNeEmployee Voice and Employer Brand
Companies with strong employer brands tell the authentic story of their employment experience. They do so by understanding and communicating their own unique employee voice.
4 Steps to a Compelling Employer Brand from Scratch
While 72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring, just 55% have a proactive employer brand strategy*.
If you belong to one of the 45% of companies who do not have a proactive employer brand strategy, getting started can feel daunting.
In this APAC webinar, LinkedIn Employer Brand specialists will show you how you can build a compelling employer brand in-house and from scratch. You will learn:
How to setup your employer brand project for success
How to develop your Employer Value Proposition
How to plan your employer brand communications
How to rollout your employer brand
Meaningful Work @Wijs
More and more studies show, organizing your company around meaning makes a big difference for all stakeholders. This case of Wijs I presented at the HR Leaders Lunch May 8th in the Ancien Belgique in Brussels. It brings you in 80 slides the context of the digital agency Wijs, our vision about meaningful work, 7 building blocks with examples how we practice meaningful work in our day to day an 7 guerilliatips to start tomorrow or to take the next step.
Feedback and questions are welcome!!
Creating an employee value proposition that recruits and engages today's top ...
Recruiting talent that fits your organisation's location, culture and budget can be a challenge for even the best of organisations. Join Gil Sewell, Director of Organisational Development at Auckland District Health board, as she reveals why it is important to develop an Employee Value Proposition to address recruitment challenges and achieve long term success and engagement.
Hear her experience in rolling out a new Employee Value Position across a organisation of 10,000 staff with varying roles in the healthcare industry.
Leaders as Career Agents
A leader’s primary role is to develop talent by driving employee engagement,
which leads to productivity and positive organizational outcomes. With research
showing us that approximately 70% of the workforce is currently disengaged,
developing leaders who can drive employee engagement in order to produce
results is critical.
This advanced course seeks to teach leaders how to be career agents in order to
drive performance and results. Topics covered include how to facilitate win-win
conversations with employees, how to create career advancement plans with
employees that are grounded in behaviors and how to provide projects and
assignments that foster employee skill development.
A course is also available for HR professionals on how to create career agent
systems and mindsets to support leaders.
Course Objectives:
Following the completion of this course, participants will be able to:
1. Understand the employee engagement problem and how it impacts
performance.
2. Understand what it means to be a career agent.
3. Apply techniques for being a career agent including:
a. Asking one simple question.
b. Facilitating win-win conversations with employees.
c. Creating advancement plans with employees through goal-setting.
d. Designing assignments and projects to foster skill development and
increase engagement through “flow”.
The HR training includes the following objectives:
1. Understand and design ways to train leaders on what it means to be a career
agent through their behaviors.
2. Provide tools and processes to facilitate career agent conversations
including how to tie your performance management process to this system.
3. Understand and apply methods for recruiting and promoting individuals
who model a career agent mindset through their behaviors.
Using Compensation to Motivate Performance
When employee engagement drops, so does your organization’s performance. According to the State of the Global Workplace report, 85 percent of employees are either not engaged or are actively disengaged at work. This makes for about $7 trillion in lost productivity. It’s time to breathe new life into your engagement (and performance) strategy with our new webinar series.
In this first webinar of the series, we will discuss:
• The foundation of employee engagement
• Smart compensation strategy
• How to communicate pay decisions with employees effectively
• Strategies for building a pay-for-performance culture
The Never Grow Up ® Company Presentation
A company dedicated to the pursuit of keeping employees happy, productive and engaged by helping companies understand their people better while turning life at work into something people look forward to. All this in an attempt to create a strong employer brand while enhancing the culture of your organization.
Reach out at info@willnevergrowup.com to know more on how we can add value to your organization ♛ www.WillNeverGrowUp.com
How to get C-suite buy-in to build a cutting edge recruiting team | Talent Co...
How to get C-suite buy-in to build a cutting edge recruiting team | Talent Co...LinkedIn Talent Solutions
Amy Segal, Edelman
There is no greater competitive advantage for a company than when an in-house recruiting team is built and aligned correctly. In this session, I’ll cover how to build a metric-based story that positions an in-house team as a strategic partner, how to identify the right influencers to tell your story, and how to ultimately hire the best team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNeEmployee welcome kit - Corporate Gifts
Thinking about developing an employee welcome kit? This is an attempt to support you with the latest trends and options for developing employee welcome kits and what kind of corporate gifts to include in the kit.
Gift Wrapped is one of the fastest growing corporate gifting companies in India, with the vision of helping companies create Brand Ambassadors.
Merchandise and gifts to employees create a very deep impact among the target audience and increase the tendency of them becoming your Brand Ambassadors. Most of the successful companies have used the Employee Welcome kits to boost the
The unified brand: Aligning your consumer, corporate, and employer brands | T...
The unified brand: Aligning your consumer, corporate, and employer brands | T...LinkedIn Talent Solutions
Nicolas Blanc, LinkedIn
Kristin Rice, LinkedIn
Make the most of your brand by leveraging all three pillars of it: consumer, corporate, and employer. There are positive qualities and aspects of each of your brand pillars, and the most successful companies take advantage of all of these together. This session will teach you how you can create a strong, unified brand presence that incorporates all of your brand entities.
Key highlights:
Companies that successfully align their corporate, talent and consumer brand, are better suited to engage with millennials and can also develop competitive advantages.
Your employees are your best brand ambassadors. LinkedIn can help to empower them.
A strong company culture and a powerful content marketing strategy are equally important when it comes to build a Unified Brand.
Branding is more than just a marketing function; it’s an organizational function. That means that everybody needs to contribute.
Check out the best of Talent Connect: http://bit.ly/2e5ojNeWhat's hot (20)
Digging Deep: Grow Responsibly! Rapidly Scaling Hiring Learnings
Digging Deep: Grow Responsibly! Rapidly Scaling Hiring Learnings
Competing in a Candidate Driven Market - What Recruiters Should Know in 2018
Competing in a Candidate Driven Market - What Recruiters Should Know in 2018
Accelerating New Hire Productivity Through Onboarding
Accelerating New Hire Productivity Through Onboarding
Under the talent-acquisition hood: What’s happening with cost, quality, and s...
Under the talent-acquisition hood: What’s happening with cost, quality, and s...
Leveraging Your Employee Value Proposition - Imon Ghosh
Leveraging Your Employee Value Proposition - Imon Ghosh
Campus to corporate: How recruiting millennials enabled AppNexus to incubate ...
Campus to corporate: How recruiting millennials enabled AppNexus to incubate ...
4 Steps to a Compelling Employer Brand from Scratch
4 Steps to a Compelling Employer Brand from Scratch
Creating an employee value proposition that recruits and engages today's top ...
Creating an employee value proposition that recruits and engages today's top ...
How to get C-suite buy-in to build a cutting edge recruiting team | Talent Co...
How to get C-suite buy-in to build a cutting edge recruiting team | Talent Co...
The unified brand: Aligning your consumer, corporate, and employer brands | T...
The unified brand: Aligning your consumer, corporate, and employer brands | T...
Viewers also liked
Multi-Project Management Plan_Alphabet
Multiple Project Management Plan
A project management plan based on the assumption of the Alphabet company
Planned and Presented in UCI PM class
Mobile App business plan
Mobile App Company Business Plan Template at http://fiverr.com/jssnetbay/supply-a-mobile-app-company-business-plan We offer a business plan template for a company that develops smartphone / mobile apps This is a high quality MOBILE APP BUSINESS PLAN TEMPLATE that comes in Word & Excel for easy edit. Investor ready and friendly. Start your app business by just typing in your company, your management and specifics on your apps. This business plan has a lot of graphics and charts to explain the market, which makes for an easy lender/investor presentation. A full narrative description of the business, market, promotion strategy, etc... are included.
The plan has a full set of financial statements in the Word document that may need to be adjusted for your specific venture.
These are easy to use intuitive documents that can be used to create a full business plan and start-up package for launching a mobile app in very little time.
An extensive Excel financial workbook with worksheets to create all required financial projections is available. Sample financial numbers are included as a guide.
A PowerPoint Pitch Deck Presentation, great document to approach investors / lenders and make a quick professional pitch is available
The business plan template covers the following sections with extensive narrative analysis on each:
Executive Summary
Objectives
Keys to Success
Company Summary
Start Up
Technology
Strategic Alliances
Human Resources
Management Team
Organizational Chart
Services & Products
Developing the App Entails
Market Analysis
Marketing Strategy
SWOT Analysis
The Financial Statements cover the following:
Revenue Projections
Profit & Loss Projections Year 1
Cash Flow Projections Year 1
Balance Sheet Projections Year 1
Three Year Profit & Loss Projection Summary
Profit & Loss Projections Year 2
Cash Flow Projections Year 2
Balance Sheet Projections Year 2
Profit & Loss Projections Year 3
Cash Flow Projections Year 3
Balance Sheet Projections Year 3
Internship Report on Building Construction
This report is based on my 4 month experience over an internship.
Future of Retail #FutureOf
The Future Foundation has carried out an extensive forecasting exercise to explore the future of several commercial themes and sectors beyond 2020. In this report, we examine our predictions for the future of retail, identifying informed assumptions for the evolution of consumer trends, product and service innovations and the role that technological developments will play. We also provide invented images of retail concepts that might characterize the future marketplace as a result of the shifts we describe.
Viewers also liked (10)
Similar to CR Wireless Retention Plan
Effective Human Resource ManagementPurpose of the pr.docx
Effective Human Resource Management
Purpose of the presentation
Improved performance and the role of Human Resource Management is more and more popular topic. Business pressures are ever-increasing, and firms are now required to become more effective and efficient as well as executing better business strategy so as to remain competitive (Sims, 2002).
The presentation aims at highlighting the SWOT analysis, recommendations on how to add value to an organization as far as the from employee performance, workflow and the flow of information are concerned.
SWOT analysis
Active wellness program
Strong leadership
Annual performance goals set for each employee for bonuses
Professionalism
High instances of workers’ compensation claim
Financial cutback
Weaknesses
Strengths
SWOT Analysis
Opportunities
Last year’s strategic planning process identified knowledge management as an area for organization-wide improvement
Ongoing exploration of Canadian and European markets
Addition of idea blogs to the company’s intranet
Improved exit interview process.
Threats
A layoff of newly hired employees which is likely to harm the company’s reputation in the society and render recruiting difficult when the economy grows.
Because the staffing forecast is based on sales numbers, which is inconsistent, The hiring freeze may not be sufficient.
Heavy reliance on one client is a significant worrying source for the Managerial team.
Proposed recommendations
Creating of emphasis on Employee Development
One of the organizational goals has been to be a strong supporter of employee development.
The employees are encouraged to attend training seminars with tuition reimbursement available for college-level courses that are related to every employee’s particular task.
New Pay Structure:
The organization should ensure a Broadband pay structures that would encourage the development of broad employee skills since non-managerial jobs would be appropriately valued and skill Development rewarded (Sims, 2002).
Additionally, a broadband pay structure can stand a changing market and pricing conditions, hence less costly to administer and manage over time. They also provide significant non-promotional income opportunities for workers
Proposed recommendation
New Training
A company can improve its employee training by the use of instructional media which can support both near and far training. Self-management strategies like goal-setting can help learners plan about how they will use their knowledge and skills in the work set up (Lawler & Boudreau, 2015).
Involving managers and peers to support training transfer offer learners with opportunities to apply their newly acquired skills in their work practically.
Value added
The recommendations add value to the areas of people, performance, information
and workflow. For instance, announcing more opportunities and the training enables
sharing of ideas. It improves efficiency (Scarpello, 2008) ...
Organizational staffing for contra costa county
Contra Costa County is an organization that I have worked for in the past. Within this PowerPoint presentation I will educate the senior leadership about the benefits of the Staffing Organizations Model. Upon completion of the presentation I highly recommend that the organization utilize the Staffing Organizations Model for the betterment of the infrastructure.
RECRUITMENT AND RETENTION PLAN .docx
RECRUITMENT AND RETENTION PLAN 1
RECRUITMENT AND RETENTION PLAN 6
Recruitment and Retention Plan
MBA 533
January 25, 2015
Recruitment and Retention Plan
Given the increase in product demand, I would need to hire a number of employees in different functional areas. Since the emphasis of Motors and More is on innovation, growth and product development, the areas that will require a huge number of new employees include marketing and sales, manufacturing, operations, customer relations and HR. In order to meet the 96% output requirement, there will be need for hiring an additional five employees in the manufacturing and operations departments. Because of high automation in the company, this number of employees will be enough in streamlining operations. The employees in the manufacturing and operations departments will be responsible for new product developments and making modifications to guarantee production efficiencies (Arthur, 2004).
There will also be the need for increasing the sales and marketing personnel by 25%, which will involve hiring an additional 6 employees to cater for the needs of the expanding market. Employees in all the departments will come from different demographic backgrounds. Motors and More will also hire two additional customer service representatives. The primary function of these representatives will be responding to and resolving customer queries. Lastly, the HR department will require four additional employees responsible for formulating policies and procedures, conducting employee appraisals and formulating training programs.
The turnover rate at Motors and More has currently been higher than normal. This might be due to a variety of reasons. First, the high turnover rate might stem for unfair promotion practices in the company. Even though approximately 48% of Motors and More employees are minorities, the senior and supervisory positions are primarily held by Caucasian men. This lack of inclusivity might be demoralizing some employees and make them feel detached from the company. According to Truss, Mankin, & Kelliher (2012) lack of inclusivity can lead to high turnover rates. Furthermore, the company might not have proper reward structures for compensating the employees. Failure to provide necessary incentives can reduce job satisfaction and increase the turnover rates.
Lack of flexible working arrangements is another factor that might be contributing to increased turnover in Motors and More. Employees might feel overburdened due to the high expectations to meet consumer demands, a factor that might decrease their commitment at work (Arthur, 2004). The absence of a functional HR Department also implies that the company has deficient training programs. This can also increase turnover rates. It is worth noting that turnover can have negative costs and implications for the org ...
HR Top Tips: 5 Keys to Gaining Momentum with Internal Career Mobility
Encouraging employees to engage in work and opportunities in ways that benefit both the organization and the employee has never been more valuable. Join us for this exclusive webinar, where Matthew Daniel, Principal of Talent Strategy and Mobility at Guild Education, will share the top five highest impact practices you can leverage to build momentum for your internal career mobility efforts now!
Talent Acquisition Game Changers
A game changer is "someone that changes the way things are done, thought about or made."
- Greg Basham, CEO, eeVoices
Driving Hr Transformation With Metrics V7
Presentation to ASMI HR Measurement, Metrics & Analytics Summit, Arlington, VA, August, 2010
Driving Hr Transformation With Metrics V7
Presentation for ASMI HR Measures, Metrics & Analytics Summit, August, 2010 Arlington, VA
A Study of Talent Management Practices and Strategies in the Service Sector
Talent management is a mechanism which involves hiring, assigning, transferring, growth and retaining of employees in the organisation. It is important because it ensures top talent is attracted and effective employee performance, employee’s engagement and retainment of top talent. A thorough review of the work carried out shows that businesses are experiencing a talent shortage in this competitive period, which has placed pressure on them to recruit the best talent and to ensure that workers enter the company and choose to remain in the organization rather than seeking opportunities elsewhere. The importance of the different components of talent management for employees was another unexplored area. Existing research has not been able to resolve the problem of defining the importance of the different talent management elements and the weighting they bear for employees. The problem of employee perception and management perception of the efficacy of talent management activities has also not been discussed, to address this gap the researcher has attempted to study talent management practices in service sector. The author followed a systematic approach to address the research questions, the literature was reviewed, in research methodology, primary data was collected through questionnaire which followed a sampling method accompanied by hypothesis testing which revealed that the effective practices boosts up the efficiency of the employees and performance of the organization too.
Strategic human resource management in a changing environment
Strategic human resource management in a changing environment Chapter 02. A class discussion in Human resource management The process of hiring and developing employees so that they become more valuable to the organization
Similar to CR Wireless Retention Plan (20)
Effective Human Resource ManagementPurpose of the pr.docx
Effective Human Resource ManagementPurpose of the pr.docx
Latest trends in human resource management (By- Ravi Thakur from CMD)
Latest trends in human resource management (By- Ravi Thakur from CMD)
HR Top Tips: 5 Keys to Gaining Momentum with Internal Career Mobility
HR Top Tips: 5 Keys to Gaining Momentum with Internal Career Mobility
Effects Of Hr Practices On Organizational Performance
Effects Of Hr Practices On Organizational Performance
A Study of Talent Management Practices and Strategies in the Service Sector
A Study of Talent Management Practices and Strategies in the Service Sector
Strategic human resource management in a changing environment
Strategic human resource management in a changing environment
Recently uploaded
PHP Frameworks: I want to break free (IPC Berlin 2024)
In this presentation, we examine the challenges and limitations of relying too heavily on PHP frameworks in web development. We discuss the history of PHP and its frameworks to understand how this dependence has evolved. The focus will be on providing concrete tips and strategies to reduce reliance on these frameworks, based on real-world examples and practical considerations. The goal is to equip developers with the skills and knowledge to create more flexible and future-proof web applications. We'll explore the importance of maintaining autonomy in a rapidly changing tech landscape and how to make informed decisions in PHP development.
This talk is aimed at encouraging a more independent approach to using PHP frameworks, moving towards a more flexible and future-proof approach to PHP development.
Removing Uninteresting Bytes in Software Fuzzing
Imagine a world where software fuzzing, the process of mutating bytes in test seeds to uncover hidden and erroneous program behaviors, becomes faster and more effective. A lot depends on the initial seeds, which can significantly dictate the trajectory of a fuzzing campaign, particularly in terms of how long it takes to uncover interesting behaviour in your code. We introduce DIAR, a technique designed to speedup fuzzing campaigns by pinpointing and eliminating those uninteresting bytes in the seeds. Picture this: instead of wasting valuable resources on meaningless mutations in large, bloated seeds, DIAR removes the unnecessary bytes, streamlining the entire process.
In this work, we equipped AFL, a popular fuzzer, with DIAR and examined two critical Linux libraries -- Libxml's xmllint, a tool for parsing xml documents, and Binutil's readelf, an essential debugging and security analysis command-line tool used to display detailed information about ELF (Executable and Linkable Format). Our preliminary results show that AFL+DIAR does not only discover new paths more quickly but also achieves higher coverage overall. This work thus showcases how starting with lean and optimized seeds can lead to faster, more comprehensive fuzzing campaigns -- and DIAR helps you find such seeds.
- These are slides of the talk given at IEEE International Conference on Software Testing Verification and Validation Workshop, ICSTW 2022.
Video Streaming: Then, Now, and in the Future
In his public lecture, Christian Timmerer provides insights into the fascinating history of video streaming, starting from its humble beginnings before YouTube to the groundbreaking technologies that now dominate platforms like Netflix and ORF ON. Timmerer also presents provocative contributions of his own that have significantly influenced the industry. He concludes by looking at future challenges and invites the audience to join in a discussion.
State of ICS and IoT Cyber Threat Landscape Report 2024 preview
The IoT and OT threat landscape report has been prepared by the Threat Research Team at Sectrio using data from Sectrio, cyber threat intelligence farming facilities spread across over 85 cities around the world. In addition, Sectrio also runs AI-based advanced threat and payload engagement facilities that serve as sinks to attract and engage sophisticated threat actors, and newer malware including new variants and latent threats that are at an earlier stage of development.
The latest edition of the OT/ICS and IoT security Threat Landscape Report 2024 also covers:
State of global ICS asset and network exposure
Sectoral targets and attacks as well as the cost of ransom
Global APT activity, AI usage, actor and tactic profiles, and implications
Rise in volumes of AI-powered cyberattacks
Major cyber events in 2024
Malware and malicious payload trends
Cyberattack types and targets
Vulnerability exploit attempts on CVEs
Attacks on counties – USA
Expansion of bot farms – how, where, and why
In-depth analysis of the cyber threat landscape across North America, South America, Europe, APAC, and the Middle East
Why are attacks on smart factories rising?
Cyber risk predictions
Axis of attacks – Europe
Systemic attacks in the Middle East
Download the full report from here:
https://sectrio.com/resources/ot-threat-landscape-reports/sectrio-releases-ot-ics-and-iot-security-threat-landscape-report-2024/
Dev Dives: Train smarter, not harder – active learning and UiPath LLMs for do...
💥 Speed, accuracy, and scaling – discover the superpowers of GenAI in action with UiPath Document Understanding and Communications Mining™:
See how to accelerate model training and optimize model performance with active learning
Learn about the latest enhancements to out-of-the-box document processing – with little to no training required
Get an exclusive demo of the new family of UiPath LLMs – GenAI models specialized for processing different types of documents and messages
This is a hands-on session specifically designed for automation developers and AI enthusiasts seeking to enhance their knowledge in leveraging the latest intelligent document processing capabilities offered by UiPath.
Speakers:
👨🏫 Andras Palfi, Senior Product Manager, UiPath
👩🏫 Lenka Dulovicova, Product Program Manager, UiPath
Enhancing Performance with Globus and the Science DMZ
ESnet has led the way in helping national facilities—and many other institutions in the research community—configure Science DMZs and troubleshoot network issues to maximize data transfer performance. In this talk we will present a summary of approaches and tips for getting the most out of your network infrastructure using Globus Connect Server.
The Art of the Pitch: WordPress Relationships and Sales
Clients don’t know what they don’t know. What web solutions are right for them? How does WordPress come into the picture? How do you make sure you understand scope and timeline? What do you do if sometime changes?
All these questions and more will be explored as we talk about matching clients’ needs with what your agency offers without pulling teeth or pulling your hair out. Practical tips, and strategies for successful relationship building that leads to closing the deal.
Smart TV Buyer Insights Survey 2024 by 91mobiles.pdf
91mobiles recently conducted a Smart TV Buyer Insights Survey in which we asked over 3,000 respondents about the TV they own, aspects they look at on a new TV, and their TV buying preferences.
SAP Sapphire 2024 - ASUG301 building better apps with SAP Fiori.pdf
Building better applications for business users with SAP Fiori.
• What is SAP Fiori and why it matters to you
• How a better user experience drives measurable business benefits
• How to get started with SAP Fiori today
• How SAP Fiori elements accelerates application development
• How SAP Build Code includes SAP Fiori tools and other generative artificial intelligence capabilities
• How SAP Fiori paves the way for using AI in SAP apps
Elizabeth Buie - Older adults: Are we really designing for our future selves?
Elizabeth Buie - Older adults: Are we really designing for our future selves?
Generative AI Deep Dive: Advancing from Proof of Concept to Production
Join Maher Hanafi, VP of Engineering at Betterworks, in this new session where he'll share a practical framework to transform Gen AI prototypes into impactful products! He'll delve into the complexities of data collection and management, model selection and optimization, and ensuring security, scalability, and responsible use.
By Design, not by Accident - Agile Venture Bolzano 2024
As presented at the Agile Venture Bolzano, 4.06.2024
GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using Deplo...
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
zkStudyClub - Reef: Fast Succinct Non-Interactive Zero-Knowledge Regex Proofs
This paper presents Reef, a system for generating publicly verifiable succinct non-interactive zero-knowledge proofs that a committed document matches or does not match a regular expression. We describe applications such as proving the strength of passwords, the provenance of email despite redactions, the validity of oblivious DNS queries, and the existence of mutations in DNA. Reef supports the Perl Compatible Regular Expression syntax, including wildcards, alternation, ranges, capture groups, Kleene star, negations, and lookarounds. Reef introduces a new type of automata, Skipping Alternating Finite Automata (SAFA), that skips irrelevant parts of a document when producing proofs without undermining soundness, and instantiates SAFA with a lookup argument. Our experimental evaluation confirms that Reef can generate proofs for documents with 32M characters; the proofs are small and cheap to verify (under a second).
Paper: https://eprint.iacr.org/2023/1886
Recently uploaded (20)
PHP Frameworks: I want to break free (IPC Berlin 2024)
PHP Frameworks: I want to break free (IPC Berlin 2024)
Assure Contact Center Experiences for Your Customers With ThousandEyes
Assure Contact Center Experiences for Your Customers With ThousandEyes
State of ICS and IoT Cyber Threat Landscape Report 2024 preview
State of ICS and IoT Cyber Threat Landscape Report 2024 preview
FIDO Alliance Osaka Seminar: Passkeys at Amazon.pdf
FIDO Alliance Osaka Seminar: Passkeys at Amazon.pdf
Dev Dives: Train smarter, not harder – active learning and UiPath LLMs for do...
Dev Dives: Train smarter, not harder – active learning and UiPath LLMs for do...
Enhancing Performance with Globus and the Science DMZ
Enhancing Performance with Globus and the Science DMZ
The Art of the Pitch: WordPress Relationships and Sales
The Art of the Pitch: WordPress Relationships and Sales
Smart TV Buyer Insights Survey 2024 by 91mobiles.pdf
Smart TV Buyer Insights Survey 2024 by 91mobiles.pdf
Free Complete Python - A step towards Data Science
Free Complete Python - A step towards Data Science
SAP Sapphire 2024 - ASUG301 building better apps with SAP Fiori.pdf
SAP Sapphire 2024 - ASUG301 building better apps with SAP Fiori.pdf
Elizabeth Buie - Older adults: Are we really designing for our future selves?
Elizabeth Buie - Older adults: Are we really designing for our future selves?
Generative AI Deep Dive: Advancing from Proof of Concept to Production
Generative AI Deep Dive: Advancing from Proof of Concept to Production
Monitoring Java Application Security with JDK Tools and JFR Events
Monitoring Java Application Security with JDK Tools and JFR Events
FIDO Alliance Osaka Seminar: Passkeys and the Road Ahead.pdf
FIDO Alliance Osaka Seminar: Passkeys and the Road Ahead.pdf
By Design, not by Accident - Agile Venture Bolzano 2024
By Design, not by Accident - Agile Venture Bolzano 2024
GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using Deplo...
GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using Deplo...
zkStudyClub - Reef: Fast Succinct Non-Interactive Zero-Knowledge Regex Proofs
zkStudyClub - Reef: Fast Succinct Non-Interactive Zero-Knowledge Regex Proofs
CR Wireless Retention Plan
- 1. CR Wireless Retaining Your Employees