This document provides information about Mrinal Krant, including his background, qualifications, areas of expertise, and professional experience. Specifically:
- Mrinal Krant is a senior human resources professional specializing in talent development, leadership coaching, and recruiting. He has over 15 years of experience working with multinational companies in India and the US.
- He holds an MBA in human resources from Symbiosis Institute of Business Management and has served in the Border Security Force. He is also certified in Myers-Briggs Type Indicator assessments.
- In addition to HR consulting, Mrinal enjoys blogging, participating in online forums, and sharing knowledge through presentations on topics like generational differences in the
Top tips for job seekers and fresh graduates by Lee Yat ThongMui Han Koh
Every Friday Evening, a group of Experienced Malaysian Business Professionals & Corporate Managers host a class of Fresh Graduates, Undergraduates & Young Professionals (with less than 3 years of working experience) on Zoom for an hour-long virtual mentoring session, better known as #primedforsuccess.
These tips are advices given by the Lee Yat Thong to the Mentees in his group and reproduced in an engaging way to read and to share. He combines his strong business acumen with more than 20 years of working and business experience to provide succinct inputs to those in their early careers or just embarking on a job.
He has done various leadership and business appointments from an Army Commander to fashion retailing, to running a SME business, to heading project management and operational management for a leading global MNC.
Whether you’re still an undergraduate, or some recently graduated or even you have a few years of working experience, Top Tips for Job Seekers and Fresh Graduates Vol. 1 will help you to get ready for your next job interview and take you to the next level!
Keynote Presentation to CPA America Int'l in Portland, OR in September, 2014.
In a period of rapid change and increasing complexity, the winners will be those who can keep their rate of learning greater than the rate of change and greater than their competition or their L > C.
It's time to reimagine the CPA profession around the concepts of talent development and learning. New skills, new ways of learning, and new thinking. The need for a strategic and systematic approach to talent development is already underway in many high-performing organizations. Are you ready for these sweeping, even disruptive trends?
This presentation covers the latest trends and what we see as "next" practices emerging and how we, at the Business Learning Institute, are working to help CPA firms, corporations, government, and nonprofits with a new approach to talent development and learning designed to get two things: (1) business results and (2) engaged employees who are willing to give you their discretionary efforts!
Create a culture of learning to transform your organization | Talent Connect ...LinkedIn Talent Solutions
Britt Andreatta, Lynda.com
Organizations that flourish and succeed create a transformative culture of learning. Employees naturally seek mastery and leaders who know how to harness that natural drive bring out the best in their organization and their talent for years to come.
Dr. Britt Andreatta, author of The Neuroscience of Learning, Wired to Grow, and Leading Change, will share how a transformative culture of learning can boost employee engagement and encourage a “growth mindset” that yields higher levels of performance, motivation, creativity, and innovation. Leave this interactive session with new strategies for intentionally building the professional capacity of people across all functions of your organization.
Session highlights:
Discover the benefits creating a culture of learning based on the growth mindset.
Learn how to maximize employee motivation and engagement.
Discover key learning design principles that lead to long-term behavior change.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Trying to increase your recruiting reach but having a battle against big companies and even your own boss? This slideshare comments on ways you can maximize your efforts.
Talent Management in Year 2020: Deloitte StudySaba Software
Bersin by Deloitte Study about the world of work in the year 2020.
What will work look like when millennials take over the workforce? How will we manage our talent differently in the near future?
Here we look at the challenges for talent managers in addressing a multi-generational workforce. What changes might HR professionals face in attaining, developing, engaging, retaining and rewarding the employees in their workforce at the end of the decade?
In this presentation, Dr. Katherine Jones, Deloitte Consulting LLP, will cover some myths and realities about the populations entering the workforce today with considerations on what that may mean for the entire workforce by the year 2020.
Top tips for job seekers and fresh graduates by Lee Yat ThongMui Han Koh
Every Friday Evening, a group of Experienced Malaysian Business Professionals & Corporate Managers host a class of Fresh Graduates, Undergraduates & Young Professionals (with less than 3 years of working experience) on Zoom for an hour-long virtual mentoring session, better known as #primedforsuccess.
These tips are advices given by the Lee Yat Thong to the Mentees in his group and reproduced in an engaging way to read and to share. He combines his strong business acumen with more than 20 years of working and business experience to provide succinct inputs to those in their early careers or just embarking on a job.
He has done various leadership and business appointments from an Army Commander to fashion retailing, to running a SME business, to heading project management and operational management for a leading global MNC.
Whether you’re still an undergraduate, or some recently graduated or even you have a few years of working experience, Top Tips for Job Seekers and Fresh Graduates Vol. 1 will help you to get ready for your next job interview and take you to the next level!
Keynote Presentation to CPA America Int'l in Portland, OR in September, 2014.
In a period of rapid change and increasing complexity, the winners will be those who can keep their rate of learning greater than the rate of change and greater than their competition or their L > C.
It's time to reimagine the CPA profession around the concepts of talent development and learning. New skills, new ways of learning, and new thinking. The need for a strategic and systematic approach to talent development is already underway in many high-performing organizations. Are you ready for these sweeping, even disruptive trends?
This presentation covers the latest trends and what we see as "next" practices emerging and how we, at the Business Learning Institute, are working to help CPA firms, corporations, government, and nonprofits with a new approach to talent development and learning designed to get two things: (1) business results and (2) engaged employees who are willing to give you their discretionary efforts!
Create a culture of learning to transform your organization | Talent Connect ...LinkedIn Talent Solutions
Britt Andreatta, Lynda.com
Organizations that flourish and succeed create a transformative culture of learning. Employees naturally seek mastery and leaders who know how to harness that natural drive bring out the best in their organization and their talent for years to come.
Dr. Britt Andreatta, author of The Neuroscience of Learning, Wired to Grow, and Leading Change, will share how a transformative culture of learning can boost employee engagement and encourage a “growth mindset” that yields higher levels of performance, motivation, creativity, and innovation. Leave this interactive session with new strategies for intentionally building the professional capacity of people across all functions of your organization.
Session highlights:
Discover the benefits creating a culture of learning based on the growth mindset.
Learn how to maximize employee motivation and engagement.
Discover key learning design principles that lead to long-term behavior change.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Trying to increase your recruiting reach but having a battle against big companies and even your own boss? This slideshare comments on ways you can maximize your efforts.
Talent Management in Year 2020: Deloitte StudySaba Software
Bersin by Deloitte Study about the world of work in the year 2020.
What will work look like when millennials take over the workforce? How will we manage our talent differently in the near future?
Here we look at the challenges for talent managers in addressing a multi-generational workforce. What changes might HR professionals face in attaining, developing, engaging, retaining and rewarding the employees in their workforce at the end of the decade?
In this presentation, Dr. Katherine Jones, Deloitte Consulting LLP, will cover some myths and realities about the populations entering the workforce today with considerations on what that may mean for the entire workforce by the year 2020.
Segmentation and the Employer Brand - Graeme Wright, Havas PeopleHavas People
Graeme Wright, Strategy Director at Havas People, presents the three forces that challenge recruitment and how the employer brand enables organisations to manage these forces.
Explore how a transformative culture of learning can boost employee engagement and encourage a “growth mindset” that yields higher levels of performance, motivation, creativity, and innovation.
More on how to create a culture of learning: http://www.lynda.com/Business-training-tutorials/29-0.html
Driving It Home: Real Change is Not an Even, It's a ProcessBizLibrary
Numbers are rarely fun, so let’s get statistics out of the way first.
Did you know that 87% of employees believe there is not enough focus on “how” to change? (IBM 2015)
Did you know that 90% of CEO’s fear their organizations do not have the agility to maneuver the road ahead? (Global CEO survey)
You may or may not know that retention for stand-alone events or training is 10% at best. (National Training Laboratories)
This is the reality. It hints at many organizations being stuck in their old ways and shows that the current methods and training are not “Driving It Home,” which just happens to be the title of this very webinar.
When it comes to change, most organizations focus on structures, processes, and systems instead of individuals. Few recognize that without a collective mindset for change and innovation targeted towards leaders and employees, their best efforts to change will fail.
So how do we expect our teams and organizations to change if the leaders and individuals within them don’t? How do we expect change to “stick” when we know the poor retention of standalone training and learning sessions?
It is now, more than ever, that workplaces must acquire and utilize the right tools and the right mindset to effectively manage the forces of change. This begs the question: How? That is what we’ll talk about in this must-attend webinar.
Key Learning Objectives
What is getting in the way of change and why creating a mindset for change is so critical now.
The ugly reality of stand alone learning.
An in-depth look at the changing expectations of both consumers and learners.
The power of cinematic micro-learning where learners experience the art of coaching and learning through bite-sized video stories spaced overtime, presented on a technology platform.
This is a bespoke workshop presentation I prepared and delivered to the management team of an executive search firm in 2011. The audience were not active and fairly skeptical about social media marketing
There's a buzz about the future of work and what it means for individuals, leaders and organisations. In this pack we present our ideas about 3 dynamic forces – social, technology and economic change. We look at the implications for career management and present PlanDo, the market leading DIY career management platform that equips you to achieve, grow and contribute everyday.
Talent retention penne gabel and colleen la roseColleen LaRose
What is talent retention? Why is it important? How can the public workforce system help companies with their talent retention efforts? All this and more is covered in this webinar! The full webinar may be purchased at www/nereta/org/training
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Roshan Thiran wrote a few articles on Increasing Your Return on Luck. Attached is a presentation he made to various audiences on the ability to Increase Your Luck - Or ROL - Return on Luck. To read his article, go to : https://leaderonomics.com/leadership/be-a-leader/top-10-ways-to-increase-your-luck and also to: https://leaderonomics.com/leadership/be-a-leader/luck-is-not-luck
Description:
2016 Glassdoor Summit
Josh Bersin, Principal, Bersin by Deloitte, Deloitte Consulting LLP -- The New World of Employment Brand: Culture, Engagement, Career, Wellness
https://www.youtube.com/watch?v=jKcVisrqfNo
Bold HR: Driving Business Value through PeopleJosh Bersin
This keynote presentation is from my keynote at the 2015 Bersin by Deloitte IMPACT conference. It describes the imperatives for HR leaders and professionals for the years ahead, and explains how innovation and creativity is needed to build business value in HR.
Cornerstone has been spending a lot of time gazing into our crystal ball and thinking about the future. More specifically, how organisations like yours can navigate the future and prepare for the emerging Skills Economy. The way we see it, we are at a critical juncture where the world is experiencing a major shift in the way everyone works and learns.
The most successful companies continually reinvent themselves during these times of disruption. And continually developing their talent is the differentiator. No matter what sector or industry, increasing employee's knowledge, skills, and abilities in this continually changing environment is fundamental in futureproofing success.
In our webinar, we explore the increasingly fluid nature of learning, the skills workers will need to learn, and how leaders can build a culture of learning from the top down.
Presented by: Mike Erlin, Managing Director, Australia & New Zealand
Some questions we answer:
Compliance
•Where do the highest risk levels reside & why?
•What are my risks if employees do not finish a course on time?
Succession Planning
•Which employees are ready for a new role?
Career Mobility
•What are possible career paths based on current role and career interests?
Employee Growth
•What is my employee’s potential for new roles & how can I best develop them?
Learning & Development
•What courses drive the most impactful development?
•How can I effectively assign courses & optimise our catalog?
Segmentation and the Employer Brand - Graeme Wright, Havas PeopleHavas People
Graeme Wright, Strategy Director at Havas People, presents the three forces that challenge recruitment and how the employer brand enables organisations to manage these forces.
Explore how a transformative culture of learning can boost employee engagement and encourage a “growth mindset” that yields higher levels of performance, motivation, creativity, and innovation.
More on how to create a culture of learning: http://www.lynda.com/Business-training-tutorials/29-0.html
Driving It Home: Real Change is Not an Even, It's a ProcessBizLibrary
Numbers are rarely fun, so let’s get statistics out of the way first.
Did you know that 87% of employees believe there is not enough focus on “how” to change? (IBM 2015)
Did you know that 90% of CEO’s fear their organizations do not have the agility to maneuver the road ahead? (Global CEO survey)
You may or may not know that retention for stand-alone events or training is 10% at best. (National Training Laboratories)
This is the reality. It hints at many organizations being stuck in their old ways and shows that the current methods and training are not “Driving It Home,” which just happens to be the title of this very webinar.
When it comes to change, most organizations focus on structures, processes, and systems instead of individuals. Few recognize that without a collective mindset for change and innovation targeted towards leaders and employees, their best efforts to change will fail.
So how do we expect our teams and organizations to change if the leaders and individuals within them don’t? How do we expect change to “stick” when we know the poor retention of standalone training and learning sessions?
It is now, more than ever, that workplaces must acquire and utilize the right tools and the right mindset to effectively manage the forces of change. This begs the question: How? That is what we’ll talk about in this must-attend webinar.
Key Learning Objectives
What is getting in the way of change and why creating a mindset for change is so critical now.
The ugly reality of stand alone learning.
An in-depth look at the changing expectations of both consumers and learners.
The power of cinematic micro-learning where learners experience the art of coaching and learning through bite-sized video stories spaced overtime, presented on a technology platform.
This is a bespoke workshop presentation I prepared and delivered to the management team of an executive search firm in 2011. The audience were not active and fairly skeptical about social media marketing
There's a buzz about the future of work and what it means for individuals, leaders and organisations. In this pack we present our ideas about 3 dynamic forces – social, technology and economic change. We look at the implications for career management and present PlanDo, the market leading DIY career management platform that equips you to achieve, grow and contribute everyday.
Talent retention penne gabel and colleen la roseColleen LaRose
What is talent retention? Why is it important? How can the public workforce system help companies with their talent retention efforts? All this and more is covered in this webinar! The full webinar may be purchased at www/nereta/org/training
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Roshan Thiran wrote a few articles on Increasing Your Return on Luck. Attached is a presentation he made to various audiences on the ability to Increase Your Luck - Or ROL - Return on Luck. To read his article, go to : https://leaderonomics.com/leadership/be-a-leader/top-10-ways-to-increase-your-luck and also to: https://leaderonomics.com/leadership/be-a-leader/luck-is-not-luck
Description:
2016 Glassdoor Summit
Josh Bersin, Principal, Bersin by Deloitte, Deloitte Consulting LLP -- The New World of Employment Brand: Culture, Engagement, Career, Wellness
https://www.youtube.com/watch?v=jKcVisrqfNo
Bold HR: Driving Business Value through PeopleJosh Bersin
This keynote presentation is from my keynote at the 2015 Bersin by Deloitte IMPACT conference. It describes the imperatives for HR leaders and professionals for the years ahead, and explains how innovation and creativity is needed to build business value in HR.
Cornerstone has been spending a lot of time gazing into our crystal ball and thinking about the future. More specifically, how organisations like yours can navigate the future and prepare for the emerging Skills Economy. The way we see it, we are at a critical juncture where the world is experiencing a major shift in the way everyone works and learns.
The most successful companies continually reinvent themselves during these times of disruption. And continually developing their talent is the differentiator. No matter what sector or industry, increasing employee's knowledge, skills, and abilities in this continually changing environment is fundamental in futureproofing success.
In our webinar, we explore the increasingly fluid nature of learning, the skills workers will need to learn, and how leaders can build a culture of learning from the top down.
Presented by: Mike Erlin, Managing Director, Australia & New Zealand
Some questions we answer:
Compliance
•Where do the highest risk levels reside & why?
•What are my risks if employees do not finish a course on time?
Succession Planning
•Which employees are ready for a new role?
Career Mobility
•What are possible career paths based on current role and career interests?
Employee Growth
•What is my employee’s potential for new roles & how can I best develop them?
Learning & Development
•What courses drive the most impactful development?
•How can I effectively assign courses & optimise our catalog?
Is today's hr, ceo's trusted business ally bigger articleMrinal Krant
HR business partnering is commonly understood purpose of HR as a function but it is mostly underdeveloped function as far as business partnering is concerned, that too at CEO levels!
The 'shift change' is underway as the retiring baby boom generation makes way for Generation X. The shift change is the transfer of the retiring baby boomers to the next generation of leaders that will be taking the helm in the next few years. This time what got you here won’t get you there.
The incoming shift will require a new set of skills and tools to continue the work of the prior shift. This time it is different.
Generational issues in the workplace are one of the biggest challenges facing organizations today. This presentation covers the latest research and ideas to successfully lead 4 generations in the workplace. The latest research on the new skills needed in the modern workforce and how leadership has changed. This session will cover the 5C’s of modern talent management – Culture, Career Path, Competencies, Curriculum, Cloud Learning and how these can be used to create a magnetic organization that attracts and retains the best talent. Participants will learn new approaches to engaging the next generation of workers to connect and collaborate in a way that maximizes their discretionary effort.
For more information on "success skills", curriculums development, strategic planning and facilitation visit us online at http://www.blionline.org
How to Build and Maintain a Premier OrganizationLucas Group
An important trend facing organizations across all industries is bridging the knowledge gap between outgoing employees and those who remain or are hired to fulfill their work. Despite a stubbornly persistent unemployment rate in the U.S., attracting and retaining people who can positively impact your company remains a considerable challenge to building and maintaining a premier organization. Triggered by Baby Boomer retirements, companies must develop systematic ways to attract the best, retain the best, and hold on to the knowledge that the best contribute to their organizations.
There’s no doubt that organizations are increasingly reliant on external expertise. And that raises big questions for human resources: How clear is our strategy and philosophy of contingent staffing? How involved is HR in managing external expertise on behalf of their organizations, and how involved should it be? How well does our workforce planning incorporate external experts into a total workforce plan? How well do our systems and policies support our ability to attract the best external talent, and their productivity?
In this spotlight webinar, Norm Smallwood and Jon Younger, authors of “Agile Talent: How to Source and Manage Outside Experts” will deliver insight on how talent leaders can successfully manage, mobilize and maximize the contributions of agile talent.
During this Spotlight webinar, attendees will explore:
-The challenge of agile talent.
-What strategic agile talent management looks like.
-How leaders need to change how they think and act to make the most from this agile workforce.
-The role of HR now, and the implications of an HR strategic approach to agile talent.
Leading Four Generations in the Workplace - AICPA Global Manufacturing Confer...Tom Hood, CPA,CITP,CGMA
Presentation to the AICPA Global Manufacturing Conference in NOLA
The 'shift change' is underway as the retiring baby boom generation makes way for Generation X. The shift change is the transfer of the retiring baby boomers to the next generation of leaders that will be taking the helm in the next few years. This time what got you here won;t get you there. The incoming shift will require a new set of skills and tools to continue the work of the prior shift. This time it is different.
Generational issues in the workplace are one of the biggest challenges facing organizations today. This presentation covers the latest research and ideas to successfully lead 4 generations in the workplace. The latest research on the new skills needed in the modern workforce and how leadership has changed. Participants will learn new approaches to engaging the next generation of workers to connect and collaborate in a way that maximizes their discretionary effort.
Born between 1997 and 2012, Gen Z currently makes up 20.35% of the US population. The eldest among them are between 22 and 25 years old, so you can expect members of this generation to start trickling into your ranks more and more in the coming years. They will impact the workplace for decades to come. As more and more Gen Z enters the workforce, it is imperative that organizations educate themselves on what this generation values most in an employer. Hiring and retention strategies must evolve to incorporate those preferences and values.
Creating an Unmistakable Talent Brand and World Class Recruitment TeamMary Pratt
A deep dive into creating an unmistakable Talent Brand and Rock Star Talent Acquisition Department working on focus points including Brand Awareness, Self Awareness, Steps to Creating Talent Brand Strategies, Steps to Rock Start Talent Acquisition Departments with a focus on companies who are doing it such as LV= in the UK and Menlo Innovations in the USA. Hope you enjoy! :)
Diversity is about much more than equal opportunity – it can actually drive business success. But building a diverse community and, in turn, a brand that promotes diversity, takes time. This webcast presentation gives you with the skills to engage diverse talent and build a brand that puts diversity first. It also showcases how Starbucks approaches attracting diverse talent.
Learn more about LinkedIn Talent Solutions: https://lnkd.in/g3NRhUJ
Pre-Employment Engagement: Becoming a Talent Magnet and Developing World Clas...The HR Observer
• Why talent branding is here to stay and where you should start with your talent brand strategy
• Reviewing the “faux paus” of talent brand and how to avoid them
• Why some talent acquisition departments fail and how to get your ship in order with world class talent acquisition
• Engaging with your candidate: discussing brand and candidate experience from attraction onboarding with engagement in mind
Mary Pratt, Recruiting & Talent Brand Coach
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
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Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
1. Mrinal Krant
MPM, 2003, SIBM, Pune
Email:
krantmrinal@rediffmail.co
m
Blog:
Krantmrinal.blogspot.in
LinkedIn:
http://in.linkedin.com/pub/
mrinal-krant/3/a01/a69/
1
2. Who is Mrinal
2
Mrinal is a senior Human Resources professional and specializes in Talent Coding,
Optimization and Development. Has done series of leadership development programs.
He has been doing young CEO coaching for past 4 years. Worked with US MNCs and
Global Consulting firms in India and in the US. Has been hiring from IITs, top NITs and
ISB in India, besides University of Pennsylvania, Le High, Duke, etc, for Consulting and
Analytics (Business Intelligence) companies.
Mrinal brings specialist insights into "Total Rewards System", Organization Design &
development, Review/Feedback/Feedforward/Speedback mechanisms, Succession
planning, HR Analytics &Dashboards and also top talent search. Mrinal is a graduate
from Delhi University and an MBA in Human Resources from Symbiosis Institute of
Business Management (SIBM), Pune. Mrinal is an MBTI Certified Coach. He worked for,
APC India, R&D Centre (Now APC-MGE, under Schneider Electric), ZS Associates and
InfoCepts Technologies.
Mrinal has served Border Security Force (BSF) Central Police Organization as Assistant
Commandant.
Went to JNU for Masters in Ancient History. Was rank-1 in All India Entrance exam.
He is a Blogging enthusiast and active participant on Linked In and Quora forums.
http://krantmrinal.blogspot.in/
http://www.quora.com/Mrinall-Krant
3. Agenda
Who is Gen Y?
The new rules for the Gen Y
Key Notes from McQueen’s desk
Gen Y- beliefs, traits and values?
Do we shape them or they are shaping us?
What kind of work-place are they shaping?
What Gen Ys have to tell?
How to manage them, learn from them and leverage
their beliefs and strengths?
Q&A
30 mins
15 mins
4. History and future of generations
4
1945 1960 1965 1980 1995 2000 2010 2025
Baby Boomers Generation Y Generation Z Generation AlphaGeneration X
Divided into
„Hippies‟
and
„Yuppies‟, they
were raised
by the ‘Builders’
Also known as ‘
Latchkey
Kids’, they were
raised by
the early baby
boomers
Likely to be
‘Google Kids’
Also known as
the ‘
Millennial
Generation’, they
were raised
by the late baby
boomers
Also known
as ‘Digital
Natives’, they
are being
raised by
Generation X
Ref : Grail Research, 2010
7. Who is Gen Y
“Generation Y ”—born between 1980 and 1989
Most of India‟s high-potential employees (64%) and middle managers (55%) are
Gen Y
"To some, they are the tech-savvy, well educated and
ambitious youngsters poised to take on and change the
world. Others, however, describe a disloyal, disrespectful and
demanding generation who have never learned to wait or
really work hard for anything. Born between the early 1980's
and the late 1990's, Generation Y has certainly caused a stir
in recent years.
Michael McQueen, is a Sydney-based speaker, social
researcher and business owner, founder of the Nexgen
Group. Consulted , coached 90 K people on last 5 years.
8. Key notes form McQueen‟s desk
• Fast paced, Revealing, Redefining, re-shaping
tomorrow’s leadership
De-coding
Generation Y
• Strategies for managers and leaders : the benefits
of attracting, motivating and retaining Gen Y
employees
Managing Gen Y
Master-class
• How and why the generational diversity in a team
can lead to misunderstandings and conflict.
Understanding the
Generations @ Work
• Strategies for developing targeted, age-specific
messages.
Marketing to the
Generations
• To assist young managers avoid conflict and
miscommunication when managing older workers.
Managing the Mature-
aged Workforce
9. Gen Y: beliefs, traits and values
BELIEFS
• Can take career
decisions for
themselves
• Know how to Do
the right thing
• Know how to
Get it right
• They have right
to be Treated
right
TRAITS
• Politically Aware
• Involved
• Tech Savvy
• Highly Educated
• Innovators
VALUES
• Work-life
balance
• Flexibility
• Open
communication
• Clear feedback
and feed-forward
• Innovation/work
around
• Sense of worth
and sense of
growth
10. The new rules for the Gen Y
Some HR specialists have produced guidelines for managing the Under 24’s
in the workplace-
It seems increasingly clear that Generation Y wants the workplace to be fu
relaxed, and non traditional
Allow some flexibility in day-to-day scheduling.
Focus on work outcomes, but be personable and
have a sense of humour.
Provide ongoing training and learning opportunities
Offer increasing responsibility as a reward for
achievements as they happen;
Wherever possible, provide challenging work that
really matters;
Treat them as colleagues, not as beginners or kids;
Use innovative ideas for creating a more
comfortable, low-key, low-stress workplace
11. Do we shape them or they are shaping us?
It is important that managers do not get hung up on behind your desk
means work!!
The differentiator-Shaper,
Gen Y.
Beyond
the
“DESK”
Behind the
change
Reversing the
gen X trend
13. What Gen Ys have to tell
Hold Only
Productive
Meetings
Shorten the
Work Day
Bring Back the
Administrative
Assistants
Redefine
Retirement
Find Real
Mentors
Continue to
Value What Our
Parents Have
to Offer
Restore
Respect to the
HR Department
Promote Based
on Emotional
Intelligence
Re-invent the
Performance
Review
Enjoy Higher
Starting
Salaries
14. You can engage them if you know them
• Engage with common interest and
outside work space links
Connect
• Environment and climate of Gen Y
productivity-Focus on outcome, less
on process. They want flexibilityCreate
• Communicate openly and honestly
with Gen Y. They look for ‘real’ people
Communicate
Understand Adapt Leverage
Mantra for Managers
15. You can engage them if you know them. Contd.
• Admit Mistakes-Be upfront about
making mistakesTransparency
• performance and career planning ,
• provision of individual recognition
Focus on
Development
• The group is both ambitious and
impatientChallenging
• Constant feedback-appraisal
360X365Feed backing
• Partner in their growth planning
Feed-forward
Mantra for Managers
16. Confidentiality and IPR
16
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Editor's Notes
Share research and findings
Explain each point with examples
Talk about fun@work as work consumes most of active time Unwinding, recharging, vitalise relationships and thoughtsSocial bonding , connecting the missing dots..