The document summarizes user research conducted for a fitness app called StayFit. It identifies the target audience as urban professionals aged 22-45 living in major Indian cities. A survey of 97 users provided insights into user demographics, goals, motivations, pain points, and personalities. Key findings include that most users want to live a healthy lifestyle, track their fitness and food, and find ways to exercise despite busy schedules. The research also analyzed hypotheses about user behaviors, finding some supported (older professionals preferring trainers) and some not supported (travel not limiting exercise or promotions driving signups).
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...shrm
SHRM surveyed HR professionals with the job function of employment or recruitment to learn more about organizations’ use of social media for talent acquisition. Specifically, this report focuses on recruitment and screening of job candidates. It also looks at trends over time, comparing the results to data from 2011 and 2013 when possible.
- The majority of organizations (66%) prefer chronological resumes but government agencies prefer functional resumes more (30% vs 18% for private sector).
- Government agencies and smaller organizations are more likely to consider missing a cover letter a mistake. The most important aspects for a cover letter are how the candidate's experience and skills meet the job requirements and why they want to work there.
- Government agencies prefer panel and structured interviews while private sector prefers semi-structured and screening interviews. Larger employers also prefer structured interviews and online interviews.
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...shrm
This research, conducted in collaboration with Ascendo Resources, looks at the importance of having a social media presence for job seekers, as well as social media strategies HR professionals use for recruitment. Overall, 87% of HR professionals said it was either very or somewhat important for job seekers to have a social media presence on LinkedIn, and 83% agreed it was important to be on a relevant professional or association social networking site. In the past year, nearly two-thirds of organizations (65%) had hired new employees who were sourced through social media sites.
- The survey found that most organizations prefer chronological resumes and consider it important for resumes and cover letters to be tailored to the specific job.
- While a majority of organizations said candidates should address gaps in employment history, some noted candidates should neither emphasize nor hide gaps.
- Interview formats varied between sectors, with government more likely to use structured/panel interviews and private sector preferring semi-structured/screening interviews.
- Most organizations said candidates should explain firing or layoffs during interviews, and that thank you notes after interviews positively influence perceptions of candidates.
Focusing on Life Event Communication to Increase Benefit Engagement and Impro...Gene Raymondi
This document discusses a study on how organizations communicate employee benefits and the impact of focusing communication on life events. Some key findings include:
- Only 15% of respondents felt employees viewed benefits as "top notch" and 40% did not feel employees had a comprehensive understanding of benefits.
- Email was the most common way to communicate benefits, used by 80% of organizations, followed by in-person HR and vendor meetings.
- Good communication organizations were more likely than poor communicators to provide personalized benefits information tailored to employee needs and life events.
- Most organizations felt technology enabling personalized, life event-based benefits communication could improve employee awareness and engagement.
SHRM Survey Findings: Social Networking Websites and Recruiting/Selectionshrm
Organizations are increasingly using social networking sites like LinkedIn (94%) for recruiting. The primary reason is to recruit passive candidates who may not otherwise apply (80%). While concerns exist around legal risks and protected characteristics, organizations see benefits in targeting candidates by skills and increasing their employer brand. HR professionals can use social media to attract talent but may need policies around screening given legal uncertainties.
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Carr...shrm
This is part four of the five-part series conducted in collaboration with MassMutual. Three-fifths of organizations report their long-term disability program is an “extremely important” or “very important” element of their benefits offerings, from the employer’s perspective. Three-quarters of organizations report evaluating their long-term disability program on an annual basis.
The survey found that 20% of organizations hired 2015 college graduates to begin working after graduation and 15% hired before graduation. Two-thirds of positions were full-time. Compensation was about the same as 2014 for most graduates. Over two-thirds of organizations planned to hire graduates in the future. The most common reasons for not hiring were no openings and being too early. Collaborating with colleges and referrals were the most effective recruitment methods.
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...shrm
SHRM surveyed HR professionals with the job function of employment or recruitment to learn more about organizations’ use of social media for talent acquisition. Specifically, this report focuses on recruitment and screening of job candidates. It also looks at trends over time, comparing the results to data from 2011 and 2013 when possible.
- The majority of organizations (66%) prefer chronological resumes but government agencies prefer functional resumes more (30% vs 18% for private sector).
- Government agencies and smaller organizations are more likely to consider missing a cover letter a mistake. The most important aspects for a cover letter are how the candidate's experience and skills meet the job requirements and why they want to work there.
- Government agencies prefer panel and structured interviews while private sector prefers semi-structured and screening interviews. Larger employers also prefer structured interviews and online interviews.
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...shrm
This research, conducted in collaboration with Ascendo Resources, looks at the importance of having a social media presence for job seekers, as well as social media strategies HR professionals use for recruitment. Overall, 87% of HR professionals said it was either very or somewhat important for job seekers to have a social media presence on LinkedIn, and 83% agreed it was important to be on a relevant professional or association social networking site. In the past year, nearly two-thirds of organizations (65%) had hired new employees who were sourced through social media sites.
- The survey found that most organizations prefer chronological resumes and consider it important for resumes and cover letters to be tailored to the specific job.
- While a majority of organizations said candidates should address gaps in employment history, some noted candidates should neither emphasize nor hide gaps.
- Interview formats varied between sectors, with government more likely to use structured/panel interviews and private sector preferring semi-structured/screening interviews.
- Most organizations said candidates should explain firing or layoffs during interviews, and that thank you notes after interviews positively influence perceptions of candidates.
Focusing on Life Event Communication to Increase Benefit Engagement and Impro...Gene Raymondi
This document discusses a study on how organizations communicate employee benefits and the impact of focusing communication on life events. Some key findings include:
- Only 15% of respondents felt employees viewed benefits as "top notch" and 40% did not feel employees had a comprehensive understanding of benefits.
- Email was the most common way to communicate benefits, used by 80% of organizations, followed by in-person HR and vendor meetings.
- Good communication organizations were more likely than poor communicators to provide personalized benefits information tailored to employee needs and life events.
- Most organizations felt technology enabling personalized, life event-based benefits communication could improve employee awareness and engagement.
SHRM Survey Findings: Social Networking Websites and Recruiting/Selectionshrm
Organizations are increasingly using social networking sites like LinkedIn (94%) for recruiting. The primary reason is to recruit passive candidates who may not otherwise apply (80%). While concerns exist around legal risks and protected characteristics, organizations see benefits in targeting candidates by skills and increasing their employer brand. HR professionals can use social media to attract talent but may need policies around screening given legal uncertainties.
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Carr...shrm
This is part four of the five-part series conducted in collaboration with MassMutual. Three-fifths of organizations report their long-term disability program is an “extremely important” or “very important” element of their benefits offerings, from the employer’s perspective. Three-quarters of organizations report evaluating their long-term disability program on an annual basis.
The survey found that 20% of organizations hired 2015 college graduates to begin working after graduation and 15% hired before graduation. Two-thirds of positions were full-time. Compensation was about the same as 2014 for most graduates. Over two-thirds of organizations planned to hire graduates in the future. The most common reasons for not hiring were no openings and being too early. Collaborating with colleges and referrals were the most effective recruitment methods.
This survey conducted by SHRM and Kaplan University examined how organizations recruit for business and IT jobs. It found that communication skills were the most valuable for all applicants, while technical skills were most important for IT roles. Employee referrals, online job boards, and company websites were the most common sources for finding qualified candidates. The survey suggests job seekers highlight their communication abilities and look for opportunities on social media and job sites. HR professionals should partner with schools to align curriculum with in-demand skills and support recruiting through training programs.
The document summarizes key findings from a SHRM survey on internships:
- Nearly two-thirds of organizations hired interns in 2013, with most hiring between 1-10 interns. About one-third offered more internships compared to 2012.
- The majority (89%) of internships are offered to undergraduate students, half to graduate students, and 17% to high school students. Most high school and undergraduate internships are summer internships.
- Two-fifths of organizations have an internship coordinator, most of whom (80%) work in the HR function. HR also provides guidelines for intern work in 69% of organizations.
The survey found that:
- 96% of organizations provided employer-based health care insurance plans to employees.
- Three-quarters of respondents anticipated their organization's total health care costs would increase by an average of 13% from 2014 to 2015.
- About three-quarters of respondents reported an actual increase in total health care costs from 2013 to 2014.
The document summarizes key findings from a SHRM survey on the aging workforce. Some of the main findings include:
- HR professionals see the top advantages of older workers as their experience, maturity, and strong work ethic.
- The strongest basic skills of older workers are seen as writing, reading comprehension, and spoken English. The strongest applied skills are professionalism, critical thinking, and lifelong learning.
- Many organizations are increasing training to address potential skills gaps from retiring older workers, but 1/3 have taken no steps to prepare.
- Over half of organizations are using knowledge transfer strategies like training programs to share older workers' knowledge with younger employees.
Use of Social Media in Talent AcquisitionsDivya Ugawekar
GlaxoSmithKline plc (GSK) uses social media extensively for talent acquisition. They use platforms like LinkedIn, Twitter, Facebook, and Google+ to find and hire candidates. Specifically, GSK uses hashtags on Twitter to find engaged users by topic or interest, targets candidates on Facebook through ads, builds communities and maintains engagement on LinkedIn, and sources candidates through Google+'s growing network. Social media allows GSK to cost-effectively reach a large audience and build employer branding.
The document summarizes key findings from a report comparing effective practices for managing an aging workforce identified in guidelines to practices currently used by organizations as found in a survey. It identifies several gaps, including that organizations take a short-term view and lack urgency in preparing for demographic shifts, and do not conduct long-term workforce forecasting, planning or skills assessments. It also notes older workers are not included in diversity recruiting plans despite guidelines recommending this.
The SHRM survey found that over half of organizations did not hire any 2013 college graduates. Of those that did hire graduates, most positions were full-time. Compensation offered to 2013 graduates was about the same as in previous years. While over half of organizations plan to hire graduates in the future, many current openings require more experience. The survey also found that graduates are often lacking skills in writing, business acumen, and critical thinking. Certain skilled positions like engineers are very difficult to fill with new graduates.
The survey found that human resource professionals face several challenges in responding to the Patient Protection and Affordable Care Act (PPACA), including keeping up with regulations, understanding details of the law, and understanding the impact on health care costs. While some see expanded health care coverage as beneficial, many do not see positive aspects or have implementation barriers due to complexity. Most organizations are taking actions like training staff, analyzing financial impacts, and partnering with benefits providers on 2014 plans. Common strategies include considering alternative plans, exchanges, and reduced hours. HR professionals will need to stay educated on the law and take action to plan for 2014 requirements.
- The document contains a user research study conducted to understand target users for a fitness app called StayFit.
- The research included surveys of 52 individuals to understand demographics, workout habits, motivations, challenges and wishes for fitness services.
- Key insights include that the target users are working professionals aged 20-60 who desire flexibility in workouts and want various fitness services under one platform. Busy schedules and lack of motivation are major hurdles in maintaining fitness routines.
The document discusses user research conducted for a fitness app called StayFit. It analyzes survey responses from the target audience of working professionals aged 21-55 in urban areas. Key insights include unpredictable work timings and travel being major challenges to fitness. Motivations are remaining fit and healthy. User personas and journey maps are created to understand pain points like difficulty finding reliable gyms and filtering by budget and location. Solutions proposed include a gym aggregator app allowing users to search, filter and subscribe to gyms.
The document summarizes research from interviews and a survey on an initial idea for a motivation app called JumpToGoal. Key findings include:
1. The majority of respondents said they would not use it daily or make deposits as incentives. Suggestions included integrating social networks and making financial incentives secondary.
2. Based on further research, the target market was divided into four categories. The business model and value proposition were changed to focus on social motivation for goal achievement rather than financial incentives.
3. One niche market analyzed in detail was amateur sports. It was estimated the app could gain 36,000 active users and $108,000 in annual revenue from this segment alone using a freemium model.
Edelman conducted a survey between May-June 2017 to assess perceptions of veterans’ well-being in America.
The survey examined audiences’ perceptions of veterans’ job skills, education and employment to understand how veterans may be viewed as potential employment candidates. In addition, the survey explored perceptions of veterans’ mental and physical health, as well as their role in society.
This document summarizes findings from a SHRM survey on communicating employee benefits. Key findings include:
- 80% of organizations reported employees were very or somewhat knowledgeable about available benefits.
- 79% of organizations agreed their communication efforts were effective, though only 24% had a communications budget.
- Top communication methods were online/paper materials, group meetings, and one-on-one counseling.
- Very few organizations used social media for communications, though 8% planned to in the next year.
- Health care remained the most important benefit to over 80% of employees.
The document discusses the results of a survey of over 2,600 employees in Ireland about employee benefits. The key findings are:
1) The most significant benefits to employees are private health insurance, pension, paid sick days, educational support, and flexi-time. However, many employees are not currently receiving these top-rated benefits.
2) Younger employees value health and wellness benefits while older employees value retirement benefits more. Benefits should address different life stages.
3) Educational support is highly valued but rarely received, suggesting it could be an effective retention tool if structured properly.
4) Flexible benefits packages may better meet the diverse needs of different generations in the workforce.
The survey found that most organizations believe their employee benefits communications are effective. The top three communication methods were online/paper enrollment materials, group communications with organizational representatives, and one-on-one counseling. While few organizations currently use social media for communications, some plan to in the future. Health care remains the most important benefit to employees, though retirement and flexible benefits are growing in importance. Overall, employees were reported to be knowledgeable about available benefits, though few organizations have dedicated communications budgets.
The document summarizes a new fitness app called Lifestyler that aims to provide personalized training and nutrition plans at an affordable price by using advanced algorithms. It discusses the problems with current fitness apps and the opportunity in the market. Lifestyler's system can generate highly individual plans on par with a personal trainer and covers a wide range of fitness goals. The founders have fitness industry experience and plans are in place to expand the team and features of the app.
For a live project, we did market research via primary and secondary sources and formulated GO-TO-MARKET-STRATEGY for Menstrual Cups in Delhi NCR region.
This presentation precisely talks about market attractiveness, customer persona, financial aspects, taboos & myths, segmentation-positioning-targeting (STP) and GTM for menstrual cups under Sanitary and Hygiene industry.
This is a generic overview of the study and for further in-depth interview you may contact.
As businesses compete to attract and retain the very best workforce, the role of health and wellbeing in the workplace has steadily grown to become a major consideration for Irish workers. Whether it be physical wellbeing, mental health or mindfulness, a focus on health has now become a necessity for successful businesses of all sizes in Ireland.
This fact can be daunting. Wellbeing – both physical and mental – is a broad term, encompassing as many factors as there are individuals in an organisation. It is easy for business owners and managers to become overwhelmed by their responsibility to their staff, leading to a damaging lack of consideration.
However, looking after employees’ health and wellbeing need not require a large time or financial investment. Businesses of all sizes – from start-ups to SMEs to large corporations – can start by finding out exactly what their staff expects of them and concentrating their efforts in these areas first.
This report, based on a survey of 1,000 Irish adults, shines a light on the most important elements of workplace wellbeing in 2017. This survey reveals what Irish employees value most, how businesses are stacking up and how you can implement a cost-efficient and easy to implement health and wellbeing scheme to your workforce.
Read on to find out the key facts.
Bring your benefits alive to engage a multi-generational workforce. Gene Raymondi
www.eniweb.com | What You Will Learn
-This webinar will teach HR Professionals how to implement a benefit administration and communication strategy that will meet the needs of employees from all generations.
-This webinar will explain the importance of life events, how they relate to benefit administration, and why a life event driven benefit strategy is the clear choice for today’s workforce.
-This webinar will teach HR Professionals how to provide a hyper-personal benefit package while still containing costs.
Description
In today’s competitive landscape employers must innovate on their compensation packages in order to recruit top talent. As we know, benefits have a strong influence on an employee’s decision to select and remain with an employer. With such a diverse multi-generational workforce, it is no longer sufficient to simply offer a robust package with a variety of siloed and ultimately underutilized benefits. To truly attract and retain top talent, especially Millennial employees, benefits must respond to the individual employee’s needs.
It may seem difficult to purchase a cost effective benefit package that satisfies all employees at all ages and stages, however, utilizing a benefit administration approach that is backed by life event technology, demonstrates that your benefit package will respond to your employees’ diverse and individual needs. Furthermore, with Millennials representing the largest percentage of the workforce, successfully recruiting them demands paying attention to their individual needs and benefit preferences. Unfortunately, with traditional benefit administration employees become lost in a maze of benefits, resulting in disengagement and a lack of knowledge about how their benefits can meet their everyday needs. Learn how life event technology changes all that by bringing the focus back to the individual and addressing each unique life event by harnessing the power of modern technology.
Consider all of the life events that employees may experience at any given point in their career – from getting married, to pregnancy, to grief, to finding the right college for their child, all the way up to retirement. While it’s true that a life event or life interest is the number one reason why employees access and use their benefits, traditional benefit administration does not respond in this way. A traditional benefit administration approach no longer meets employees’ needs, considering that employees increasingly rely on their benefits to help them with events that arise in their lives. In a multi-generational workforce, the timing and urgency of each employee’s life event differs, leading to an increasing demand by employees for customized benefits tailored to their unique situations. This webinar will explain how you can utilize life event technology to effectively customize benefits for each employee, regardless of generation. This is incredibly important in today’s landscape.
This survey conducted by SHRM and Kaplan University examined how organizations recruit for business and IT jobs. It found that communication skills were the most valuable for all applicants, while technical skills were most important for IT roles. Employee referrals, online job boards, and company websites were the most common sources for finding qualified candidates. The survey suggests job seekers highlight their communication abilities and look for opportunities on social media and job sites. HR professionals should partner with schools to align curriculum with in-demand skills and support recruiting through training programs.
The document summarizes key findings from a SHRM survey on internships:
- Nearly two-thirds of organizations hired interns in 2013, with most hiring between 1-10 interns. About one-third offered more internships compared to 2012.
- The majority (89%) of internships are offered to undergraduate students, half to graduate students, and 17% to high school students. Most high school and undergraduate internships are summer internships.
- Two-fifths of organizations have an internship coordinator, most of whom (80%) work in the HR function. HR also provides guidelines for intern work in 69% of organizations.
The survey found that:
- 96% of organizations provided employer-based health care insurance plans to employees.
- Three-quarters of respondents anticipated their organization's total health care costs would increase by an average of 13% from 2014 to 2015.
- About three-quarters of respondents reported an actual increase in total health care costs from 2013 to 2014.
The document summarizes key findings from a SHRM survey on the aging workforce. Some of the main findings include:
- HR professionals see the top advantages of older workers as their experience, maturity, and strong work ethic.
- The strongest basic skills of older workers are seen as writing, reading comprehension, and spoken English. The strongest applied skills are professionalism, critical thinking, and lifelong learning.
- Many organizations are increasing training to address potential skills gaps from retiring older workers, but 1/3 have taken no steps to prepare.
- Over half of organizations are using knowledge transfer strategies like training programs to share older workers' knowledge with younger employees.
Use of Social Media in Talent AcquisitionsDivya Ugawekar
GlaxoSmithKline plc (GSK) uses social media extensively for talent acquisition. They use platforms like LinkedIn, Twitter, Facebook, and Google+ to find and hire candidates. Specifically, GSK uses hashtags on Twitter to find engaged users by topic or interest, targets candidates on Facebook through ads, builds communities and maintains engagement on LinkedIn, and sources candidates through Google+'s growing network. Social media allows GSK to cost-effectively reach a large audience and build employer branding.
The document summarizes key findings from a report comparing effective practices for managing an aging workforce identified in guidelines to practices currently used by organizations as found in a survey. It identifies several gaps, including that organizations take a short-term view and lack urgency in preparing for demographic shifts, and do not conduct long-term workforce forecasting, planning or skills assessments. It also notes older workers are not included in diversity recruiting plans despite guidelines recommending this.
The SHRM survey found that over half of organizations did not hire any 2013 college graduates. Of those that did hire graduates, most positions were full-time. Compensation offered to 2013 graduates was about the same as in previous years. While over half of organizations plan to hire graduates in the future, many current openings require more experience. The survey also found that graduates are often lacking skills in writing, business acumen, and critical thinking. Certain skilled positions like engineers are very difficult to fill with new graduates.
The survey found that human resource professionals face several challenges in responding to the Patient Protection and Affordable Care Act (PPACA), including keeping up with regulations, understanding details of the law, and understanding the impact on health care costs. While some see expanded health care coverage as beneficial, many do not see positive aspects or have implementation barriers due to complexity. Most organizations are taking actions like training staff, analyzing financial impacts, and partnering with benefits providers on 2014 plans. Common strategies include considering alternative plans, exchanges, and reduced hours. HR professionals will need to stay educated on the law and take action to plan for 2014 requirements.
- The document contains a user research study conducted to understand target users for a fitness app called StayFit.
- The research included surveys of 52 individuals to understand demographics, workout habits, motivations, challenges and wishes for fitness services.
- Key insights include that the target users are working professionals aged 20-60 who desire flexibility in workouts and want various fitness services under one platform. Busy schedules and lack of motivation are major hurdles in maintaining fitness routines.
The document discusses user research conducted for a fitness app called StayFit. It analyzes survey responses from the target audience of working professionals aged 21-55 in urban areas. Key insights include unpredictable work timings and travel being major challenges to fitness. Motivations are remaining fit and healthy. User personas and journey maps are created to understand pain points like difficulty finding reliable gyms and filtering by budget and location. Solutions proposed include a gym aggregator app allowing users to search, filter and subscribe to gyms.
The document summarizes research from interviews and a survey on an initial idea for a motivation app called JumpToGoal. Key findings include:
1. The majority of respondents said they would not use it daily or make deposits as incentives. Suggestions included integrating social networks and making financial incentives secondary.
2. Based on further research, the target market was divided into four categories. The business model and value proposition were changed to focus on social motivation for goal achievement rather than financial incentives.
3. One niche market analyzed in detail was amateur sports. It was estimated the app could gain 36,000 active users and $108,000 in annual revenue from this segment alone using a freemium model.
Edelman conducted a survey between May-June 2017 to assess perceptions of veterans’ well-being in America.
The survey examined audiences’ perceptions of veterans’ job skills, education and employment to understand how veterans may be viewed as potential employment candidates. In addition, the survey explored perceptions of veterans’ mental and physical health, as well as their role in society.
This document summarizes findings from a SHRM survey on communicating employee benefits. Key findings include:
- 80% of organizations reported employees were very or somewhat knowledgeable about available benefits.
- 79% of organizations agreed their communication efforts were effective, though only 24% had a communications budget.
- Top communication methods were online/paper materials, group meetings, and one-on-one counseling.
- Very few organizations used social media for communications, though 8% planned to in the next year.
- Health care remained the most important benefit to over 80% of employees.
The document discusses the results of a survey of over 2,600 employees in Ireland about employee benefits. The key findings are:
1) The most significant benefits to employees are private health insurance, pension, paid sick days, educational support, and flexi-time. However, many employees are not currently receiving these top-rated benefits.
2) Younger employees value health and wellness benefits while older employees value retirement benefits more. Benefits should address different life stages.
3) Educational support is highly valued but rarely received, suggesting it could be an effective retention tool if structured properly.
4) Flexible benefits packages may better meet the diverse needs of different generations in the workforce.
The survey found that most organizations believe their employee benefits communications are effective. The top three communication methods were online/paper enrollment materials, group communications with organizational representatives, and one-on-one counseling. While few organizations currently use social media for communications, some plan to in the future. Health care remains the most important benefit to employees, though retirement and flexible benefits are growing in importance. Overall, employees were reported to be knowledgeable about available benefits, though few organizations have dedicated communications budgets.
The document summarizes a new fitness app called Lifestyler that aims to provide personalized training and nutrition plans at an affordable price by using advanced algorithms. It discusses the problems with current fitness apps and the opportunity in the market. Lifestyler's system can generate highly individual plans on par with a personal trainer and covers a wide range of fitness goals. The founders have fitness industry experience and plans are in place to expand the team and features of the app.
For a live project, we did market research via primary and secondary sources and formulated GO-TO-MARKET-STRATEGY for Menstrual Cups in Delhi NCR region.
This presentation precisely talks about market attractiveness, customer persona, financial aspects, taboos & myths, segmentation-positioning-targeting (STP) and GTM for menstrual cups under Sanitary and Hygiene industry.
This is a generic overview of the study and for further in-depth interview you may contact.
As businesses compete to attract and retain the very best workforce, the role of health and wellbeing in the workplace has steadily grown to become a major consideration for Irish workers. Whether it be physical wellbeing, mental health or mindfulness, a focus on health has now become a necessity for successful businesses of all sizes in Ireland.
This fact can be daunting. Wellbeing – both physical and mental – is a broad term, encompassing as many factors as there are individuals in an organisation. It is easy for business owners and managers to become overwhelmed by their responsibility to their staff, leading to a damaging lack of consideration.
However, looking after employees’ health and wellbeing need not require a large time or financial investment. Businesses of all sizes – from start-ups to SMEs to large corporations – can start by finding out exactly what their staff expects of them and concentrating their efforts in these areas first.
This report, based on a survey of 1,000 Irish adults, shines a light on the most important elements of workplace wellbeing in 2017. This survey reveals what Irish employees value most, how businesses are stacking up and how you can implement a cost-efficient and easy to implement health and wellbeing scheme to your workforce.
Read on to find out the key facts.
Bring your benefits alive to engage a multi-generational workforce. Gene Raymondi
www.eniweb.com | What You Will Learn
-This webinar will teach HR Professionals how to implement a benefit administration and communication strategy that will meet the needs of employees from all generations.
-This webinar will explain the importance of life events, how they relate to benefit administration, and why a life event driven benefit strategy is the clear choice for today’s workforce.
-This webinar will teach HR Professionals how to provide a hyper-personal benefit package while still containing costs.
Description
In today’s competitive landscape employers must innovate on their compensation packages in order to recruit top talent. As we know, benefits have a strong influence on an employee’s decision to select and remain with an employer. With such a diverse multi-generational workforce, it is no longer sufficient to simply offer a robust package with a variety of siloed and ultimately underutilized benefits. To truly attract and retain top talent, especially Millennial employees, benefits must respond to the individual employee’s needs.
It may seem difficult to purchase a cost effective benefit package that satisfies all employees at all ages and stages, however, utilizing a benefit administration approach that is backed by life event technology, demonstrates that your benefit package will respond to your employees’ diverse and individual needs. Furthermore, with Millennials representing the largest percentage of the workforce, successfully recruiting them demands paying attention to their individual needs and benefit preferences. Unfortunately, with traditional benefit administration employees become lost in a maze of benefits, resulting in disengagement and a lack of knowledge about how their benefits can meet their everyday needs. Learn how life event technology changes all that by bringing the focus back to the individual and addressing each unique life event by harnessing the power of modern technology.
Consider all of the life events that employees may experience at any given point in their career – from getting married, to pregnancy, to grief, to finding the right college for their child, all the way up to retirement. While it’s true that a life event or life interest is the number one reason why employees access and use their benefits, traditional benefit administration does not respond in this way. A traditional benefit administration approach no longer meets employees’ needs, considering that employees increasingly rely on their benefits to help them with events that arise in their lives. In a multi-generational workforce, the timing and urgency of each employee’s life event differs, leading to an increasing demand by employees for customized benefits tailored to their unique situations. This webinar will explain how you can utilize life event technology to effectively customize benefits for each employee, regardless of generation. This is incredibly important in today’s landscape.
The document contains details submitted for a fitness app called StayFit. It includes target audience research through surveys finding most users are 20-40 years old from tier 1-2 cities willing to spend less than ₹2000/month on fitness. Research identified main pain points as lack of time, boredom, and lack of affordable professional guidance. Most users' goals are healthy lifestyle and appearance. Personas and user journeys were created for the goals of finding affordable nearby gyms and purchasing gym membership. Key pain points included lack of gym information online and non-fixed payment details.
College Admission Essay Yahoo. Online assignment writing service.April Eide
The document provides instructions for using a writing service called HelpWriting.net. It outlines a 5-step process: 1) Create an account with a password and email. 2) Complete a 10-minute order form providing instructions, sources, and deadline. 3) Review bids from writers and choose one based on qualifications. 4) Review the completed paper and authorize payment if satisfied. 5) Request revisions to ensure satisfaction, with a refund offered for plagiarized work. The service aims to provide original, high-quality content meeting all needs.
• The SMART Objectives for this proposal is to ensure brand awareness to the target demography. From the brand awareness there should be at least 10,000 Facebook, Twitter followers for the gym and at least 10 blog posts that are most read.
The document summarizes an internship project completed by Amreen Nawaz at Human Micro Systems Private Limited. The objectives of the internship were to gain practical experience in HR, clarify career goals, and understand challenges faced by the HR department. As part of the project, Amreen conducted research on HR strategies during COVID and workplace happiness practices. She also analyzed consumer behavior through surveys. The analysis found that respondents preferred shopping online, investing savings in financial instruments, having a job with no fixed schedule, and an open workplace culture. The internship provided insights into HR functions and helped Amreen develop professional skills.
Deloitte Gen Z Millennial Survey 2024_India_Full length report_.pdfSocial Samosa
The campaign, featuring messages like 'A vow of celibacy is not the answer' and 'Thou shalt not give up on dating and become a nun,' drew widespread condemnation, with netizens expressing their disappointment and frustration on social media.
Similar to Fitness app case study Amit katyayan (20)
Task management app wireframe+prototype amit katyayanAmit Katyayan
The document provides details of a wireframing assignment for developing the web version of a task management app called DoToday. It includes the problem statement, objectives of creating wireframes and prototypes, and instructions for developing wireframes of the login, home and menu pages. It also includes a navigational flow diagram and a link to an interactive prototype created using Mockingbot.
Task management app sketch Amit katyayanAmit Katyayan
The document outlines a product manager's sketches for a to-do list smartphone app for both Android and iOS. It includes sketches of the login page, home page, menu page, task creation pages, task sorting options, task viewing, reminders, and notifications. Feedback was received from users on some pages to add additional sorting options and a settings menu. The sketches were updated based on this feedback. The goal was to sketch out the essential functionality and flow of the app without including other elements like registration.
Industry project _ Zivame Amit katyayanAmit Katyayan
Zivame, Clovia, and PrettySecrets are direct competitors in the women's innerwear industry in India. Zivame was founded in 2011 and focuses on premium brands, Clovia was founded in 2012 and targets lower-tier markets better than Zivame, and PrettySecrets was founded in 2005 but launched online in 2012. While Zivame gets 50-60% of margins from private labels, Clovia has been expanding its offline presence through airport shops. PrettySecrets already has 19 stores across 10 states. The companies target different age groups and cities as they continue to expand their product categories and distribution models.
Competitor Analysis Meru vs Ola cabs _Amit KatyayanAmit Katyayan
Meru Cabs and Ola Cabs are two major transportation network companies in India. Meru Cabs was founded in 2007 and is headquartered in Mumbai, while Ola Cabs was founded in 2010 and is headquartered in Bengaluru. Both companies allow customers to book rides through their mobile apps, websites, and other channels. However, Ola Cabs has expanded to more cities and has a larger fleet and more funding, while Meru Cabs focuses on reliable airport transportation and advanced booking. The document provides a detailed comparison of the business models, strategies, products and performance of the two leading cab aggregator companies in India.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Training: ISO/IEC 27001 Information Security Management System - EN | PECB
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Article: https://pecb.com/article
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How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.