Graduate Recruitment Presentation
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Civil Manager\'s presentation at the University of Canterbury - talking about our graduate recruitment programme
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Hire and Inspire – A New Approach to Graduate Recruitment
This document discusses the need for a new approach to graduate recruitment. It notes that employers struggle to find qualified graduates while graduates struggle to find engaging jobs. It presents data on the number of overseas students and those seeking local employment. It advocates that HR must provide clarity on competitiveness, investment choices, employee value propositions, what motivates graduates, and deliver talent intelligence proactively. Recruitment functions are asked to step up by optimizing spending, improving sourcing strategies, building needed talent pools, and acting as talent advisors through leveraging data and analytics.
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Hire and Inspire – A New Approach to Graduate Recruitment
This document discusses the need for a new approach to graduate recruitment. It notes that employers struggle to find qualified graduates while graduates struggle to find engaging jobs. It presents data on the number of overseas students and those seeking local employment. It advocates that HR must provide clarity on competitiveness, investment choices, employee value propositions, what motivates graduates, and deliver talent intelligence proactively. Recruitment functions are asked to step up by optimizing spending, improving sourcing strategies, building needed talent pools, and acting as talent advisors through leveraging data and analytics.
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Tasked to review the existing Management Trainee Program in a renowned global logistics MNC, Jocelyn and her co-workers worked in close consultation with the senior management to identify problems and propose working solutions.
In addition, Jocelyn took charge of the artistic direction of the PowerPoint design, forming a compelling visual that greatly facilitated their multiple discussions with various stakeholders.
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The document summarizes an information session for CSL's graduate trainee program. It provides an overview of CSL and its parent company Telstra, outlines the vision and values of the companies. It then describes the different trainee programs for management trainees, sales management trainees and technology trainees. The agenda also includes sharing from top management, current trainees, and details on the application and selection process.
Crystallising your vision, mission and values
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Ten Templates for Talent Management
The document provides 10 templates for simplifying talent management processes to make them more effective. Template 4 focuses on pinpointing priorities by identifying which roles are becoming more critical to the organization's future success and shifting competitive dynamics. This allows the organization to focus its talent management resources on developing people in the roles that matter most for the future, rather than spreading efforts too thinly across all roles. Identifying critical roles provides an opportunity for HR to connect with senior leadership on how the business is changing and the capabilities needed.
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They consult values such as trust/character, focus/priorities, engagement, and telling the truth, when making decisions.
Values are lived through talent processes because they touch everyone in the organization.
Values are the "who we are" and "what we aspire to become" and the talent practices and habits in the organization are the how.
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This document summarizes a management trainee program at Negmar Denizcilik Yatırım A.Ş. The 18-week program provided training in 6 business units and involved working with managers, participating in interviews and field trips, attending trainings, and preparing presentations. The trainee's top two preferences were ship brokering, which relates to their interests and education, or human resources management, which also relates to their academic background. The trainee is grateful for the opportunity and experience gained through working closely with managers and staff across the company.
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The success factors identified in this article are review points to judge the success of the corporate university and provide the impetus for sustained improvement, change and growth.
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This document outlines a management trainee program for 2015. It discusses the importance of keeping an open mind and attracting young talents from universities who have passion and potential. It suggests making the program attractive and eye-catching through the use of images, language, and color in order to help potential applicants understand the opportunities for career path, development, and personal growth. Clear sections and videos are also recommended to engage applicants.
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Перед тем как пригласить соискателя на собеседование или положительно ответить на его отклик любой работодатель должен ознакомиться с резюме кандидата. Зачастую, до того, как пригласить соискателя, с этим документом ознакомятся менеджер по персоналу, администратор ресторана, директор и иногда даже коллеги.
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In "The Four Keys to Becoming a Talent Magnet Organization," Pamela Stroko, Vice President, HCM Transformation at Oracle, states that "what distinguishes talent magnet organizations from everyone else is that first and foremost, they live their values."
They consult values such as trust/character, focus/priorities, engagement, and telling the truth, when making decisions.
Values are lived through talent processes because they touch everyone in the organization.
Values are the "who we are" and "what we aspire to become" and the talent practices and habits in the organization are the how.
Being a Management Trainee: Deliveries and Priorities
This document summarizes a management trainee program at Negmar Denizcilik Yatırım A.Ş. The 18-week program provided training in 6 business units and involved working with managers, participating in interviews and field trips, attending trainings, and preparing presentations. The trainee's top two preferences were ship brokering, which relates to their interests and education, or human resources management, which also relates to their academic background. The trainee is grateful for the opportunity and experience gained through working closely with managers and staff across the company.
e2e - Management Trainee Program
This document outlines e2e's recruitment and leadership development process. It discusses e2e's vision, mission, core values and global network. It also describes e2e's pre-hiring process, which includes communicating the attributes they look for in candidates, such as initiative and communication skills. Candidates then go through an interview and psychometric testing process. For recruits, e2e has a management trainee program that provides classroom training, workshops and career counseling. Trainees are rotated through different departments and their development is monitored long-term. The goal is to develop future leaders and maximize employee productivity, accountability and ownership through a focus on training and development.
Continuous Performance Management: How To Make It Work
The document discusses the arrival of continuous performance management and whether organizations are ready for it. It outlines factors disrupting organizations like demographic shifts, digital technology, and accelerated rate of change. A new social contract between companies and workers is emerging where younger workers demand rapid career growth and flexibility. Continuous performance management replaces annual reviews with continuous check-ins, transparent goals, feedback, and regular evaluation integrated into daily work. It shifts control from managers to teams and uses data instead of subjective assessments. Organizations must invest in training managers and change management to successfully adopt continuous performance management.
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This presentation stresses the importance of building the Corporate University driven by the corporate behavioral values synthetized in the brand.
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A Nestlé Purina we have a full time, entry-level opportunity at our manufacturing facilities to participate in our Management Trainee Rotational Program. These entry-level roles are put in place to help build the future leaders of our company and provide the grounded needed to be successful at Purina. The opportunities include Accounting, Engineering, Engineering PTC Development Program, Human Resources, IS/IT, Quality Assurance, Operations Performance, Production Management and Supply Chain. Interested in learning more about working at Purina and applying to be a Management Trainee? Visit our website at http://bit.ly/PurinaCollege.
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The document provides an overview of a human resources and talent management toolkit created by ex-consultants from McKinsey, Deloitte, and BCG. The toolkit includes frameworks, tools, templates, tutorials, examples, and best practices to help organizations attract, develop, and retain top talent. It outlines a 4-phase approach to carry out a business case, define an HR strategy, develop detailed plans, and implement and monitor the strategy. Previews of phases I and II are shown, including elements like a capability maturity assessment, current and target states, and strategic objectives. The goal is to leverage the expertise of top consultants to improve an organization's HR function and talent management.
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Recruitment and selection in talent management
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Human Resource Metrics Powerpoint Presentation Slides
Help your company get empowered with the best human capital with the help of your analysis presented through these impactful Human Resource Metrics PowerPoint presentation slides. The slides cover all the Key Performance Indicators (KPIs) of a HR Metrics report like employee turnover, training, return on human capital, absenteeism, ratio of HR professionals to employees, ratio of business partners per employee, billable hours, costs of labor, returns and expenses per employee. The best KPIs should be able to reflect the human capital performance, such as financial outcomes, performance drivers, etc. The best way to design a good KPI is to communicate with the company business managers who know the jobs the best in their own divisions. You can compare the efficiency and effectiveness of the team through a dedicated slide provided. Quantifying the cost and the impact of talent management programs and HR processes, and measuring the success of HR initiatives can be done conveniently through the various slides provided. Your research based on theories such as Maslow’s hierarchy of needs can be displayed well in the pyramid diagram provided for it. Additional templates for details like agenda, mission, team, goal, finance, timeline, location, lego and magnifying glass have been provided. These slides can be used according to your presentation’s requirement. Set them up with our Human Resource Metrics Powerpoint Presentation Slides. Your team will take over from there. https://bit.ly/3gR1YAT
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Jakarta, 11 Dec 2015
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Making The Move to A Corporate University
Corporate universities can be a driving force in an organization. They can add value, drive change and contribute to the growth and development of the overall enterprise, but only if the corporate university is connected to the business, relevant, managed in a productive, efficient manner and valuable to the organization.
The success factors identified in this article are review points to judge the success of the corporate university and provide the impetus for sustained improvement, change and growth.
Management Trainee Programme
This document outlines a management trainee program for 2015. It discusses the importance of keeping an open mind and attracting young talents from universities who have passion and potential. It suggests making the program attractive and eye-catching through the use of images, language, and color in order to help potential applicants understand the opportunities for career path, development, and personal growth. Clear sections and videos are also recommended to engage applicants.
Webinar: Talent Management Strategies In The GCC
To view recording: http://youtu.be/FiY2hwoAXsg or watch the video at the end of the slides
For other Informa Webinars: http://www.informa-mea.com/webinars
In this informative webinar, Lesley's upbeat and engaging style will make it very easy for you to gain a wide range of informative and practical information. It will span a broad spectrum of areas within talent management, from trends in talent management regionally and internationally through definitions of 'Talent' to detailed coverage of the specifics of talent attraction and acquisition and finally through to developing and managing talent and landing in talent retention.
New leader onboarding best practices
Help your new leaders achieve success in their new roles by learning the Best Practices for Onboarding New Leaders. You'll learn the phases and objectives of the new leader's first 90 days, as well as the Best Practicess to follow. Research has shown that almost half of all new leaders will fail in their role within the first 18 months. Don't let that happen to you or your leaders. Follow the best practices for onboarding new leaders in this presentation to set you and your leaders on the path to success!
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Nepean is undergoing a rebranding and reorganization to better position itself for growth opportunities in the mining, infrastructure, and transport sectors in Australia. The rebranding will help Nepean leverage its capabilities, improve customer and partner perceptions, and offer employees opportunities to be part of a larger, more successful business. Nepean is reorganizing into four divisions focused on engineering, mining, building/infrastructure, and transport. The rebranding involves changes to the logo, uniforms, values, and culture to define Nepean as an innovator specialized in engineering excellence and customer success. Employees have a key role to play by living the new brand through their actions and helping shape Nepean's future.
Rebranding
Nepean is undergoing a rebranding and reorganization to better position itself for growth opportunities in the mining and infrastructure sectors. It is rebranding to NEPEAN and reorganizing into four divisions: Engineering & Innovation, Mining, Building & Infrastructure, and Transport. The rebranding involves changes to the logo, uniforms, values, and culture to represent NEPEAN's focus on innovation, specialization, dedication, and creating value for customers, employees, and other stakeholders. Employees have a key role to play in living the new brand through their actions and helping shape NEPEAN's future success, which will be measured by customer preference, financial targets, and innovation leadership.
AI Associates Company Profile 2015
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We would be ever so thankful if you could please ‘like’ our page and help us grow and perfect our services evermore.
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Miester Display has a team of notable and extremely competent set of web designers, programmers, PHP programmers and .NET developers who provide brilliant software development, outsourcing services, ecommerce website solutions, multimedia solutions and Pay per Performance Search Engine Optimization (SEO) including Web Positioning services.
Our developers are also proficient in the key areas of Website designing, Yahoo Store Development, open source PHP Programming, Custom Software Development, Ecommerce Solutions, Portal Website Design and Web Applications Development and unique mobile applications. Alongside we also provide excellent custom software development services. We believe that no task is irrealizable be it a CMS website (Joomla website development, Word press website development, Magento website development, Drupal website development, ASP.NET website development), Ecommerce Website (Joomla Virtue mart development and customization, Oscommerce website development (Magento website development and even Yahoo store website development.
We would be ever so thankful if you could please ‘like’ our page and help us grow and perfect our services evermore.
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Progressive Oil And Gas Presentation
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This document provides information about Fawkes & Reece, a UK-based technical recruitment consultancy. It outlines their services, experience, database resources, account management practices, and testimonials from satisfied clients. Fawkes & Reece has over 15 years of experience in recruitment, a database of over 500,000 candidates, and dedicated teams to provide specialist recruitment in various sectors such as facilities management, construction, and design. They aim to deliver a personal service to both clients and candidates.
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This document discusses the benefits of taking on junior developers in projects. It notes that seniors are more expensive and may not like tedious work, while juniors can grow into their roles. It proposes a system of "prides" where experts mentor groups of 4 junior developers, overseeing their work. This allows for fast growth of juniors while maintaining high reliability across fewer expensive experts. Properly implemented, this system can be over 35% as efficient as using only seniors and is more profitable per hour of work.
Дов Німрац
This document discusses the benefits of taking on junior developers in projects. It notes that seniors are more expensive and may not like tedious work, while juniors can grow into their roles. It proposes a system of "prides" where experts mentor groups of 4 junior developers, overseeing their work. This allows for fast growth of juniors while maintaining high reliability across fewer expensive experts. Properly implemented, this system can be over 35% as efficient as using only seniors and is more profitable per hour of work.
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Graduate Recruitment Presentation
- 2. Simon Robertson Civil Engineering Manager
- 3. What do we do? • Multi-disciplinary professional engineering consultancy • Investigate • Design and maintenance • Construction supervision
- 4. Who we are “Opus is a leader – at the forefront of award-winning and innovative design, development and asset management.” David Prentice, CEO
- 5. 12 Offices 213 FTEs 10 Offices 144 FTEs 18 Offices 306 FTEs 36 Offices 11 Labs 1703 FTEs 2,390 employees across 76 offices and 11 laboratories
- 6. Who would add value to us? • Civil Engineers • Environmental Engineers • Mechanical and Electrical Engineers • Planners • Surveyors • Property Consultants • Architects and Landscape Architects
- 7. Who would add value to us? • Challenge and question • Work well individually, but more importantly working as part of a team • Understand your strengths, understand your weaknesses • Have drive, energy and enthusiasm • A very high level of trust, honesty and integrity • Look for the good in people • Are committed • Have a sense of humour.
- 8. What makes us tick • We are a people business • We rely totally on our collective abilities to deliver service excellence, based on strong relationships • Our company “values” are fundamental to the way we go about doing this • They are an essential part of who we are, how we act, and what we deliver… they are the heart of Opus
- 9. We live by our values • Strong client relationships • Excellent service delivery • Respect for and sharing of knowledge • Developing our people to their full potential • Urgency through empowerment • Sharing and enjoying success
- 10. What people say about working at Opus… • Having pride in being a part of the Opus team is important to us: – pride in the quality of our deliverables – pride and confidence in the strong relationships we have with our clients and business partners – pride in our reputation and success as a team – pride in our ability to continue to grow and the exciting challenges and opportunities we create
- 11. Our commitment to our young professionals • A supportive environment to kick-start careers • Open & honest • Creating opportunities for career development • A team environment where contribution is recognised & valued
- 12. Our commitment to our young professionals • Empowered to organise & manage own time • A good balance between work & home is important to us • We cannot guarantee we will get it right every time – but I can guarantee that we are making every effort to make Opus a great place to work
- 13. Why Opus? • Opportunities to broaden work experience • Offices around the globe • Knowledge sharing (PIN Network) • Strong environmental sustainability focus • Social & sporting activities outside work
- 14. Why Opus? • Benefits • Mentoring program • Formal process to achieve professional registration • Study Awards • Working in multi-disciplinary teams • Social environment • Competitive remuneration
- 23. Follow us... /opuscareers /CareersAtOpus /Opusinternationalconsultants