The document discusses four ways to motivate and manage employees effectively. It recommends hiring a diverse group of people from different backgrounds to bring new perspectives. It also suggests being flexible about work-life balance and allowing employees to pursue outside interests and education. The document advises building up employees by recognizing their strengths and letting them take on more responsibilities. Finally, it proposes thinking creatively about motivation, such as through fun incentives or by appealing to a higher purpose beyond just profits.
Organizations are increasingly focusing on the development of frontline workers in order to differentiate their employer brand, build a strong employee value proposition, and to ensure they have the skills and knowledge needed to compete in the market place.
Alternative Pathways for learning allow organizations to focus their spending on workforce development, training, and tuition assistance strategically to build their workforce.
Organizations are increasingly focusing on the development of frontline workers in order to differentiate their employer brand, build a strong employee value proposition, and to ensure they have the skills and knowledge needed to compete in the market place.
Alternative Pathways for learning allow organizations to focus their spending on workforce development, training, and tuition assistance strategically to build their workforce.
Employer branding IS the new black! I delivered this interactive session on Employer Branding at SocialHRCamp 2014 (#SHRC14) at the Achievers Canadian HQ in Liberty Village, Toronto.
The Insiders Guide to Employer Branding - 27 Best Practice InsightsKelly Services
Many of the old tools and strategies for building an authentic, globally relevant employer brand have been discarded, and new ones are taking over. Both the challenges and opportunities have grown almost in tandem, and it’s all happening at break-neck speed.
One thing is clear: employer branding has changed, dramatically.
Our Global Best Practice Xchange (BPX) Roundtable on the subject confirmed it. It was 90 minutes of rigorous discussion with eight seasoned professionals leading the way in employer branding innovation for their organizations. They shared their successes, mistakes and thoughts on their plans for the future.
So, if you are wondering if there’s a better, clearer way to lead your organization and practice through this change, this guide is for you.
Your Next Hire Is Right in Front of You: Leveraging Internal Mobility & Talen...LinkedIn Talent Solutions
According to recent research "internal sources, such as employee referrals, inside hires, walk-ins and a company’s career site, produce almost twice the number of hires as external ones." Learn how to save yourself time by using an already trusted connection base.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Are you too asking yourself:
Why is employer branding necessary for my small organisation?
Where do you start?
How do I create a strong employer branding message?
Learn about why you should care, how to craft your message and how you can showcase your employer brand to 300million+ LinkedIn members.
Team Member is a Sri Lankan based company. HRM Consultancy, Academic & Business Writing, Executive Recruitments, Training & Developments are the areas, we operate, and provide our services to our clients.
What is the employer brand?
Employer branding is the process of managing and influencing your reputation as an employer among job applicants, employees, and key stakeholders. It covers everything you do to position your organization as the employer of choice.
Employer branding IS the new black! I delivered this interactive session on Employer Branding at SocialHRCamp 2014 (#SHRC14) at the Achievers Canadian HQ in Liberty Village, Toronto.
The Insiders Guide to Employer Branding - 27 Best Practice InsightsKelly Services
Many of the old tools and strategies for building an authentic, globally relevant employer brand have been discarded, and new ones are taking over. Both the challenges and opportunities have grown almost in tandem, and it’s all happening at break-neck speed.
One thing is clear: employer branding has changed, dramatically.
Our Global Best Practice Xchange (BPX) Roundtable on the subject confirmed it. It was 90 minutes of rigorous discussion with eight seasoned professionals leading the way in employer branding innovation for their organizations. They shared their successes, mistakes and thoughts on their plans for the future.
So, if you are wondering if there’s a better, clearer way to lead your organization and practice through this change, this guide is for you.
Your Next Hire Is Right in Front of You: Leveraging Internal Mobility & Talen...LinkedIn Talent Solutions
According to recent research "internal sources, such as employee referrals, inside hires, walk-ins and a company’s career site, produce almost twice the number of hires as external ones." Learn how to save yourself time by using an already trusted connection base.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Are you too asking yourself:
Why is employer branding necessary for my small organisation?
Where do you start?
How do I create a strong employer branding message?
Learn about why you should care, how to craft your message and how you can showcase your employer brand to 300million+ LinkedIn members.
Team Member is a Sri Lankan based company. HRM Consultancy, Academic & Business Writing, Executive Recruitments, Training & Developments are the areas, we operate, and provide our services to our clients.
What is the employer brand?
Employer branding is the process of managing and influencing your reputation as an employer among job applicants, employees, and key stakeholders. It covers everything you do to position your organization as the employer of choice.
7 Companies Give Their #1 Tip For Reducing Employee TurnoverUrbanBound
Employee turnover is something a lot of companies struggle to combat. However, when managed properly, your employee population can work to support you, instead of fighting against you. We're going to show you how.
Learn more by downloading our eBook, diving into even more tips and explaining strategic ways to achieve success at your company: http://resources.urbanbound.com/companies-give-tips-to-combat-turnover
The Employer Branding Thingamajig - By Neha AsthanaNeha Asthana
Hop on to the Employer Brand Wagon before it becomes your Noah's ark! It is your company’s resume / introduction to all prospective future employees as also a brand mission statement to all internal employees. About how prospective/future employees of your company identify, perceive, recall & appreciate your company value as an employer of choice.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
10 tips for successfully bootstrapping a startupHarithaBhavana
Bootstrapping a startup may be one of the best ways to build a long-lasting business. There really isn’t much overhead besides your computer depending on the focus of the software you will be developing and you can begin part-time while you are still employed.
With more and more emerging entrepreneurs around us it has become really necessary to question, understand and evolve our idea of an organisation.
People matter and it is time organisations evolve their culture to be more inclusive towards people.
These four articles are an endeavour to share with you my thoughts on common issues faced in organisations and sometimes not talked about being perceived of as unsolvable.
Hope these articles enable you to make the organisation you are working in more inclusive and better.
Connector Corner: Automate dynamic content and events by pushing a buttonDianaGray10
Here is something new! In our next Connector Corner webinar, we will demonstrate how you can use a single workflow to:
Create a campaign using Mailchimp with merge tags/fields
Send an interactive Slack channel message (using buttons)
Have the message received by managers and peers along with a test email for review
But there’s more:
In a second workflow supporting the same use case, you’ll see:
Your campaign sent to target colleagues for approval
If the “Approve” button is clicked, a Jira/Zendesk ticket is created for the marketing design team
But—if the “Reject” button is pushed, colleagues will be alerted via Slack message
Join us to learn more about this new, human-in-the-loop capability, brought to you by Integration Service connectors.
And...
Speakers:
Akshay Agnihotri, Product Manager
Charlie Greenberg, Host
Essentials of Automations: Optimizing FME Workflows with ParametersSafe Software
Are you looking to streamline your workflows and boost your projects’ efficiency? Do you find yourself searching for ways to add flexibility and control over your FME workflows? If so, you’re in the right place.
Join us for an insightful dive into the world of FME parameters, a critical element in optimizing workflow efficiency. This webinar marks the beginning of our three-part “Essentials of Automation” series. This first webinar is designed to equip you with the knowledge and skills to utilize parameters effectively: enhancing the flexibility, maintainability, and user control of your FME projects.
Here’s what you’ll gain:
- Essentials of FME Parameters: Understand the pivotal role of parameters, including Reader/Writer, Transformer, User, and FME Flow categories. Discover how they are the key to unlocking automation and optimization within your workflows.
- Practical Applications in FME Form: Delve into key user parameter types including choice, connections, and file URLs. Allow users to control how a workflow runs, making your workflows more reusable. Learn to import values and deliver the best user experience for your workflows while enhancing accuracy.
- Optimization Strategies in FME Flow: Explore the creation and strategic deployment of parameters in FME Flow, including the use of deployment and geometry parameters, to maximize workflow efficiency.
- Pro Tips for Success: Gain insights on parameterizing connections and leveraging new features like Conditional Visibility for clarity and simplicity.
We’ll wrap up with a glimpse into future webinars, followed by a Q&A session to address your specific questions surrounding this topic.
Don’t miss this opportunity to elevate your FME expertise and drive your projects to new heights of efficiency.
UiPath Test Automation using UiPath Test Suite series, part 4DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 4. In this session, we will cover Test Manager overview along with SAP heatmap.
The UiPath Test Manager overview with SAP heatmap webinar offers a concise yet comprehensive exploration of the role of a Test Manager within SAP environments, coupled with the utilization of heatmaps for effective testing strategies.
Participants will gain insights into the responsibilities, challenges, and best practices associated with test management in SAP projects. Additionally, the webinar delves into the significance of heatmaps as a visual aid for identifying testing priorities, areas of risk, and resource allocation within SAP landscapes. Through this session, attendees can expect to enhance their understanding of test management principles while learning practical approaches to optimize testing processes in SAP environments using heatmap visualization techniques
What will you get from this session?
1. Insights into SAP testing best practices
2. Heatmap utilization for testing
3. Optimization of testing processes
4. Demo
Topics covered:
Execution from the test manager
Orchestrator execution result
Defect reporting
SAP heatmap example with demo
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
PHP Frameworks: I want to break free (IPC Berlin 2024)Ralf Eggert
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.
DevOps and Testing slides at DASA ConnectKari Kakkonen
My and Rik Marselis slides at 30.5.2024 DASA Connect conference. We discuss about what is testing, then what is agile testing and finally what is Testing in DevOps. Finally we had lovely workshop with the participants trying to find out different ways to think about quality and testing in different parts of the DevOps infinity loop.
The Art of the Pitch: WordPress Relationships and SalesLaura Byrne
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.
Neuro-symbolic is not enough, we need neuro-*semantic*Frank van Harmelen
Neuro-symbolic (NeSy) AI is on the rise. However, simply machine learning on just any symbolic structure is not sufficient to really harvest the gains of NeSy. These will only be gained when the symbolic structures have an actual semantics. I give an operational definition of semantics as “predictable inference”.
All of this illustrated with link prediction over knowledge graphs, but the argument is general.
"Impact of front-end architecture on development cost", Viktor TurskyiFwdays
I have heard many times that architecture is not important for the front-end. Also, many times I have seen how developers implement features on the front-end just following the standard rules for a framework and think that this is enough to successfully launch the project, and then the project fails. How to prevent this and what approach to choose? I have launched dozens of complex projects and during the talk we will analyze which approaches have worked for me and which have not.
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...Ramesh Iyer
In today's fast-changing business world, Companies that adapt and embrace new ideas often need help to keep up with the competition. However, fostering a culture of innovation takes much work. It takes vision, leadership and willingness to take risks in the right proportion. Sachin Dev Duggal, co-founder of Builder.ai, has perfected the art of this balance, creating a company culture where creativity and growth are nurtured at each stage.
Mission to Decommission: Importance of Decommissioning Products to Increase E...
Four ways to fire up your staff
1. Four Ways To Fire Up Your Staff
When I started my company, Journyx, 13 years ago, I had no idea what I was getting
into. I am a programmer and technology geek by nature and I left my programming job
to start my own company with nothing but an idea and a dream. Back then, I did not
have the experience needed to effectively manage people. I had to learn these skills
through trial and error, and I had to learn them fast in order to keep the company going.
After all, human resources are a company's most valuable asset.
Over the years, I have done every job there is in the company. I’ve been the accountant,
the software developer, the marketing and PR professional, the testing department,
integration services, customer technical support and sales. I have lost sleep when we
were close to missing payroll, watched as competitors copied our software bit for bit and
lied about us to prospects, and then celebrated along with hard-working employees as we
achieved success. Here are some of the things I learned along the way about managing
and motivating employees to reach their highest potential.
Hire Diverse
Businesses today face fierce competition on all sides, regardless of industry. The only
way to survive in such an environment is to be relentlessly creative. New products,
services and ideas are the best way to outshine the competition and win market share.
In order to keep creativity alive in a company, you have to surround yourself with
different types of people. Forget partnerships, listen to your customers, and hire high
school kids, foreigners, people from other races and religions, and Martians, if you can
find them. Different people bring different perspectives to the table, something you need
not only to succeed, but merely to survive. The truth is that no matter how smart you
are, you cannot be as innovative as you need to be if only surrounded by people just like
you.
Here in Austin, Texas, we have the luxury of proximity to the University of Texas. From
this well of intellect we continually draw for ideas and young energetic labor. It is a well
that never runs dry. In the past, we have hired interns to work on both marketing and
legal projects, depending on their area of study. Since Journyx is a technology company
and UT has a computer science department, we also hire IT people and developers. Not
only do they bring a fresh perspective during their internships, but if they are a good fit,
they can remain with us upon graduation and become a long-term asset to the company.
If not, they can at least get a letter of recommendation and some real-world experience
to put on their resumes. It is a win-win situation.
When I hire employees, I want to make sure that their performance will be high quality.
Ten years ago, I was looking for a Python programmer. Instead of going through a
recruiter, I Google-searched and found a programmer who lived literally 2 miles from
2. the office. I analyzed his code online and thought he would be a good fit for the
company, so I called him and asked if he could come to the office for an interview—
immediately. No need to dress up. My Google-searched programmer passed with flying
colors by showing his passion for programming and his ability to take constructive
criticism. He’s still with us today. His work in software got him a job, not a degree (in
fact, he doesn’t have one).
We have several writers on staff and with these positions, we rely on a writing test to see
if they can write in the style we are looking for. These tests prove to be more helpful than
their writing samples from school. We also do a psychology test to see if a potential
employee will fit in well in our environment.
Be Flexible
Another key to effective resource management is to be flexible about allowing employees
time off for extracurricular activities, such as college or graduate school classes. For
example, we have an employee at Journyx who is currently working on her bachelor’s
degree in social work, which has nothing to do with her work at Journyx, and we know
that we will lose her upon graduation. Even so, we allow her to take off the time that she
needs to accommodate classes, internships and other requirements. I look at it this way:
she is important to me as a person, not just an employee, and I do not want to hold back
her education even though her career choice has nothing to do with furthering the
interests of Journyx. It’s vital to take a vested interest in not only your company and its
profits, but also the people who make up that company.
Alternatively, what your employees do outside of work can be directly beneficial for the
company. For example, my all-star Python programmer has started numerous little
companies on the side, which have educated him in user interface. He uses this
knowledge to improve projects at Journyx.
Your employees have lives outside of the office, and the more you recognize this and
support them in the things that matter to them, the more loyal and productive they will
be in return.
Build People Up
I learned a long time ago that I can only be a mentor when I know what I’m talking
about, which is not everywhere. Having said that, I’m good at lots of things and when
those things are relevant, I try to step in and help. I’ve found that when I roll my sleeves
up and dig in alongside an employee who needs some help, they see that I care about
them and in turn, that makes them care more about the company and the job they’re
doing.
One way I help my employees find their hidden talents is by getting out of their way. I
don’t micro manage. Instead, I notice rare skills and I enable them to take it to the next
level. I find that when I stay out of the way and let my staff pursue their interests, they
end up taking on more responsibility. Interns who started out in data entry begin using
3. their writing skills to create original content; sales representatives turn into trainers and
get involved in multiple projects; and programmers become team leads inspiring their
staff with motivational daily meetings and creating a team atmosphere. When an
employee has an idea of how to make the company better, let them run with it. The
results may surprise you.
It’s important to let employees know when they are doing a good job, as well. I like the
phrase, "catch people doing something right" because it expresses the best way to
mentor. And as the author Napoleon Hill stated, “It is literally true that you can succeed
best and quickest by helping others to succeed.” Encourage people to do more of what
they're good at. Find their hidden talents. There’s no point in spending lots of time
telling people where they've messed up.
Think Outside the Box
One of the most difficult tasks for a manager is to keep employees motivated, especially
during tough times. It can be especially difficult to do this when money is tight and
bonuses are not an option. A couple of years ago, I decided to do something creative and
different in order to motivate our sales team. I bet them that they would not exceed their
quota for Q1 by 33% and promised that if they did, I would dye my hair blue. Well, the
sales team did not exceed their quota by 33% - they actually blew the doors off and beat
their numbers by 45%. Since I lost the bet, I held up my end of the bargain anddyed my
hair neon blue for a week. (My wife has since forbidden me to do this again, so I will have
to come up with something else next time.) It’s also important to remember that you
can’t take yourself too seriously.
I motivate my employees by focusing on the bigger picture of the company. People don’t
really stay at a place of employment just for the money. There are many ways someone
can earn an extra buck in their pocket: why should they stay at your company? If a
worthy purpose is identified and acknowledged, employees are much more likely to stay
with that company and feel happy about their work. People want to be recognized for the
good that they do -- not just in the company, but with the customers they serve. It’s not
about satisfying an annoying shareholder, it’s about working for a greater cause.
At Journyx, I introduce our message of spending time wisely in the first interview. I also
bring it up in meetings when the conversation has fallen in a rut and use it to inspire my
staff in large company meetings. I see a positive attitude change when the conversation
turns from how to increase ROI to how can we help potential and future customers
invest their time wisely and have productive, useful lives.
As you can see, there are many ways that managers today can keep employees happy and
their performance high. All it takes is a little understanding and the willingness to try new
things. The investment for such initiatives is low, but the return just might surprise you.
Read more: http://www.theicpm.com/blog/item/4632-four-ways-to-fire-up-your-staff