The document discusses achieving excellence in the hotel industry. It covers 4 themes: defining direction by establishing a vision, mission, and goals; effective leadership at all levels; engaging employees; and being truly customer focused. For each theme, it provides guidance on key aspects. For example, for leadership it discusses developing a competence model that defines expectations for what leaders achieve and how they manage work. The overall aim is to provide a framework for hotels to evaluate themselves and identify areas to improve performance and drive excellence.
Austcorp executive work with us introduction brochureAndrew Kilgour
The document provides information about AustCorp Executive Recruitment, a recruitment firm established in 1996. It operates under 5 divisions and services various industries. The company's mission is to believe people are the most powerful resource and recruitment can provide competitive advantage. It aims to put clients first and partner with organizations it is passionate about helping through innovative recruitment solutions. The document outlines the company's values, roles, performance standards, key figures and details about employee engagement and commission structure.
Leadership as a competitive differentiator finalDr. Sandra Reid
The document discusses leadership at Transplace, a transportation management company. It outlines Transplace's mission, values, and leadership principles. It then details the company's investments in leadership development, including accountability measures, training programs, and emphasis on its core values in performance reviews and recognition programs. The goal of these leadership initiatives is to develop talent and differentiate Transplace as an employer through its strong culture.
Asiapower is an overseas recruitment agency that places workers with clients around the world. The document discusses Asiapower's philosophy of prioritizing client success, their recruitment process of screening and selecting candidates, and their services which include providing workers in many industries across Asia and beyond. It also highlights their network of offices, experience placing over 100,000 workers, and list of clients they have served.
This document discusses how to improve customer service teams at Adecco UK & Ireland. It notes that Adecco has grown through acquisitions, which has posed integration challenges. A survey found areas for improvement in how employees feel about the workplace. The author outlines a vision to create high performing teams through shared goals, clear communication, training, building trust, honest feedback, strong leadership and listening. Customers value different types of service, so teams should identify opportunities to improve specific customer perception points.
Business By Design is a management consultancy that helps business owners design their ideal business, team, customers, and life. They provide business coaching, leadership development, marketing and sales training, and business process redesign. Their goal is to help clients increase profitability, business value, and satisfaction while achieving a better work-life balance. They have over 20 years of experience advising diverse businesses and ensuring their success.
AustCorp Executive Recruitment was established in 1996 with a mission to provide recruitment services that prioritize client needs. The company believes that a company's employees are its most valuable resource. AustCorp operates under five divisions covering different industries and occupations, including IT & Digital, Engineering & Construction, Industrial & Manufacturing, Facilities Management & Commercial Real Estate, and Medical. In the 2013/14 financial year, AustCorp made 436 placements for clients, sourcing candidates from their network, headhunting, databases, and advertising.
Integration Of Culture Within The Organization PowerPoint Presentation SlidesSlideTeam
Mergers and acquisitions are getting increasingly common in the business world, but they bring a large amount of risk and challenges in the organization. Since employees are the most valuable assets, the biggest challenge is bringing together the respective cultures of both companies and the adaptation of the new work environment. To avoid the occurrence of such issues it is important to integrate and maintain company culture after the merger, which is the objective of this presentation. This template will be useful for middle level management which is responsible for executing organizational plans in conformance with the companys policies and the objectives of the top management. Here we have covered the current situation analysis wherein we have discussed companys productivity and revenue for 4 years, assimilation strategy which is currently adopted by our company, and cultural issues faced by the company after mergers and acquisitions. Cultural parameters are analyzed to objectively measure and evaluate the companys culture at both companies. Furthermore, a better cultural strategy like integration strategy is considered in the company following with top down approach. We have defined the roadmap for cultural integration journey and workshops to be conducted during post merger cultural integration. The presentation describes the impact of new corporate culture in the organization which results in such areas, as work timings, decision making, communication, risks etc. After cultural change employee performance is measured by employee turnover rate and employee net promoter score for better stability and consistency in the company. https://bit.ly/3dheq8E
Aberdeen/FieldAware Building a Culture of Service Excellencefieldaware1
Resource POS, a POS systems and solutions provider based out of Chicago, implemented FieldAware's field service management solution to transform their service business. In collaboration with FieldAware, Aberdeen and Resource POS lead this informative metric-packed presentation to describe the challenges facing companies with field service engineers. They tell how implementing FieldAware's field service management solution has made a positive impact on the operations for Resource POS.
Austcorp executive work with us introduction brochureAndrew Kilgour
The document provides information about AustCorp Executive Recruitment, a recruitment firm established in 1996. It operates under 5 divisions and services various industries. The company's mission is to believe people are the most powerful resource and recruitment can provide competitive advantage. It aims to put clients first and partner with organizations it is passionate about helping through innovative recruitment solutions. The document outlines the company's values, roles, performance standards, key figures and details about employee engagement and commission structure.
Leadership as a competitive differentiator finalDr. Sandra Reid
The document discusses leadership at Transplace, a transportation management company. It outlines Transplace's mission, values, and leadership principles. It then details the company's investments in leadership development, including accountability measures, training programs, and emphasis on its core values in performance reviews and recognition programs. The goal of these leadership initiatives is to develop talent and differentiate Transplace as an employer through its strong culture.
Asiapower is an overseas recruitment agency that places workers with clients around the world. The document discusses Asiapower's philosophy of prioritizing client success, their recruitment process of screening and selecting candidates, and their services which include providing workers in many industries across Asia and beyond. It also highlights their network of offices, experience placing over 100,000 workers, and list of clients they have served.
This document discusses how to improve customer service teams at Adecco UK & Ireland. It notes that Adecco has grown through acquisitions, which has posed integration challenges. A survey found areas for improvement in how employees feel about the workplace. The author outlines a vision to create high performing teams through shared goals, clear communication, training, building trust, honest feedback, strong leadership and listening. Customers value different types of service, so teams should identify opportunities to improve specific customer perception points.
Business By Design is a management consultancy that helps business owners design their ideal business, team, customers, and life. They provide business coaching, leadership development, marketing and sales training, and business process redesign. Their goal is to help clients increase profitability, business value, and satisfaction while achieving a better work-life balance. They have over 20 years of experience advising diverse businesses and ensuring their success.
AustCorp Executive Recruitment was established in 1996 with a mission to provide recruitment services that prioritize client needs. The company believes that a company's employees are its most valuable resource. AustCorp operates under five divisions covering different industries and occupations, including IT & Digital, Engineering & Construction, Industrial & Manufacturing, Facilities Management & Commercial Real Estate, and Medical. In the 2013/14 financial year, AustCorp made 436 placements for clients, sourcing candidates from their network, headhunting, databases, and advertising.
Integration Of Culture Within The Organization PowerPoint Presentation SlidesSlideTeam
Mergers and acquisitions are getting increasingly common in the business world, but they bring a large amount of risk and challenges in the organization. Since employees are the most valuable assets, the biggest challenge is bringing together the respective cultures of both companies and the adaptation of the new work environment. To avoid the occurrence of such issues it is important to integrate and maintain company culture after the merger, which is the objective of this presentation. This template will be useful for middle level management which is responsible for executing organizational plans in conformance with the companys policies and the objectives of the top management. Here we have covered the current situation analysis wherein we have discussed companys productivity and revenue for 4 years, assimilation strategy which is currently adopted by our company, and cultural issues faced by the company after mergers and acquisitions. Cultural parameters are analyzed to objectively measure and evaluate the companys culture at both companies. Furthermore, a better cultural strategy like integration strategy is considered in the company following with top down approach. We have defined the roadmap for cultural integration journey and workshops to be conducted during post merger cultural integration. The presentation describes the impact of new corporate culture in the organization which results in such areas, as work timings, decision making, communication, risks etc. After cultural change employee performance is measured by employee turnover rate and employee net promoter score for better stability and consistency in the company. https://bit.ly/3dheq8E
Aberdeen/FieldAware Building a Culture of Service Excellencefieldaware1
Resource POS, a POS systems and solutions provider based out of Chicago, implemented FieldAware's field service management solution to transform their service business. In collaboration with FieldAware, Aberdeen and Resource POS lead this informative metric-packed presentation to describe the challenges facing companies with field service engineers. They tell how implementing FieldAware's field service management solution has made a positive impact on the operations for Resource POS.
The document discusses the need for leadership to lead change for the challenges of the 21st century. It outlines a vision of creating wealth for all stakeholders through vision, strategies and culture. It then discusses building a unique executive team, establishing guiding coalitions, developing a change vision and strategy, communicating the vision, empowering broad change, generating short-term wins, consolidating gains, and anchoring new approaches. The document also describes ALPCORP services in helping clients implement solutions to challenges.
Diagnose is a tool that helps businesses analyze their strengths and weaknesses in order to improve performance and long-term survival. It uses a recorder to collect data on various business activities and metrics. An analyzer then scores the data and provides a roadmap for improvement. A coaching component provides training and consultations. It connects businesses to a network and community. The goal is to help businesses innovate and strengthen areas like leadership, creativity, knowledge sharing and sustainability.
Bridge Knowle Workshop - Developing Effective KPIs (Companion Workbook)Kenny Ong
Learn How to Setup, Implement & Monitor Effective Benchmarks for Departmental and Corporate Growth Using Result-Driven KPI Initiatives
KPI Measurements for Employee & Performance
Know how to effectively use KPI to manage people and
their performance. This will mean you can effectively set
goals, measure their performances, provide feedback as
well as giving all a clear picture of what is important.
KPI Measurements for Departments & Company
Learn how you can use KPI to improve various functions
in your organization including for departments, business
units including new or existing business ventures
Guide To Creating The Perfect Working Environment And Employee Journey PowerP...SlideTeam
It covers all the important concepts and has relevant templates which cater to your business needs. This complete deck has PPT slides on Guide To Creating The Perfect Working Environment And Employee Journey PowerPoint Presentation Slides with well suited graphics and subject driven content. This deck consists of total of thirty four slides. All templates are completely editable for your convenience. You can change the colour, text and font size of these slides. You can add or delete the content as per your requirement. Get access to this professionally designed complete deck presentation by clicking the download button below. https://bit.ly/33Uru2B
Pursuit Career Services is a recruitment and consulting firm that aims to help clients meet deadlines and requirements. Their vision is to provide innovative HR solutions by exceeding customer expectations using cutting edge technologies and HR best practices. They offer recruitment services across industries in India and work to create career opportunities for young people. Their HR consulting and recruitment services include initiatives, solutions, and outsourcing. They provide strategic HRM, HR audits, job evaluation, competency mapping, and performance management services to clients.
The document discusses key aspects of marketing services, including the characteristics of the service culture and service marketing. It outlines several strategies for managing service quality and the customer experience, such as emphasizing service differentiation, managing physical surroundings, training employees, and maintaining consistency. The goal is to exceed customer expectations and build strong customer relationships.
Qedis is a UK-based management consulting firm founded in 2003 that is part of the larger Highland Worldwide consulting group. It has over 110 permanent consultants in the UK and focuses on project management, professionalizing IT organizations, and managing business change. Clients praise Qedis for their flexible approach, integrating well with teams, and commitment to delivering results.
Balanced Scorecard Model Powerpoint Presentation SlidesSlideTeam
Creating a professional PPT on the balanced scorecard is not an easy task. It requires a lot of time with professional designing and research skills. To help you out, we have come up with content ready balanced scorecard model PowerPoint presentation slides which you can use to measure the progress of the business activities performed by the staff. Our PowerPoint designers have designed this performance management report PPT presentation whereas our research experts have researched the relevant content. This editable balanced scorecard framework presentation covers five different creative slide layout using which you can represent the team members performance report in an ideal way. Impress your viewers using these presentation slides as our designers have used a fantastic creative of tables and icons of the dollar, customer, gears, team members, bar graph, group, vision, target board, priorities, notepad with a pen, training, and more. As the presentation slides are editable, you can insert and remove the slides or the content inside the templates as per the needs. Our Balanced Scorecard Model Powerpoint Presentation Slides are the aces in your hand. Acquire all the available advantage. https://bit.ly/3zdTIT0
The document provides an overview of employer branding services, including developing an Employee Value Proposition (EVP) and managing an employer brand to attract, retain, and engage employees. It discusses how strong employer brands can recruit better candidates, improve engagement, and enhance reputation. The company offers end-to-end consulting, workshops, and audits to help clients define their EVP, develop branding strategies, and evaluate their employment experience.
The document outlines Hansei Corporation's strategic business plan, including its mission, vision, values, and objectives. The mission is to do business with human values and dignity by providing high quality products and services to customer satisfaction. The vision is for stakeholders' satisfaction and business innovations. Core values include operating with high standards of excellence in all relationships. Objectives are to expand aggressively, offer above-average returns, and become a leading innovative EPC systems company.
Manpower was looking to launch a campaign that would pull together their marketing strategy, sales performance and client relationships. Carve was engaged to find a way to leverage their quarterly campaign ‘Better Access’ and create an all-encompassing ‘social solution’ to answer 4 key objectives: support the sales efforts of Manpower consultants, generate more leads for the company, capture contact data for existing and new Manpower clients and to change existing perceptions of Manpower as an organisation that is not forward thinking.
This document summarizes a presentation by Pinstripe, Inc. on how talent impacts patient satisfaction scores (HCAHPS). It discusses pressures on healthcare organizations from lower reimbursement tied to quality measures. Pinstripe argues current hiring practices need to assess cultural fit and traits beyond just skills. They propose strategic workforce planning, leveraging technology, and outsourcing recruitment to reduce costs while improving quality of hire. Pinstripe claims their services can instill confidence in leadership by making proactive, metrics-driven decisions to foster service excellence and achieve organizational goals.
The document introduces the CIPD's new Profession Map, which defines the knowledge, behaviors, and values of the people profession. It aims to help people professionals make a greater impact, navigate complexity, and develop expertise in people and change. The new Profession Map was developed based on member feedback to better reflect the changing world of work, showcase value to businesses, and inspire more to join the profession. It features new knowledge areas like analytics and digital working, bolder behaviors like commercial drive and situational decision making, and specialisms like employee experience. The Profession Map will underpin CIPD qualifications, standards, and resources going forward to support members' careers and development.
KPI Consultancy provides training and consulting services to help companies and individuals improve their communication skills and business performance. They offer in-house and public workshops on topics like communication, negotiation, presentation skills, and leadership. Trainers use proven methodologies and customize training to each client's industry. Previous clients praise KPI for helping them achieve tangible business results like increased sales and profits through effective communication training.
This document is Abbey Able's resume. It summarizes her professional experience working in logistics, operations, and visual merchandising roles for retailers like McMaster Carr, The Gap, and Chicos over the past 15 years. Her experience includes managing staff, operations, and visual merchandising teams. She holds a Bachelor's Degree in Arts, Entertainment, and Media Management from Columbia College Chicago, where she was vice president of the Fashion Association.
Swarup Bhattacharyya is a sales professional with over 20 years of experience in the medical equipment and pharmaceutical industries. He has a proven track record of exceeding sales targets and growing business. Currently he is the Sales Manager for North and East India at Shanghai Aohua Photoelectricity Endoscope Company, where he is responsible for budget achievement, sales forecasting, and relationship management. Previously he held several regional and territory sales management roles at companies like Medtronic and Johnson & Johnson.
The document describes a franchise opportunity for Today Dreams, a company that provides HR solutions and job placement services. It outlines three franchise tiers - state, district, and city - with varying fees and commission structures. The opportunity promises high profits by establishing franchise centers across India to offer job placement and career services. Infrastructure requirements for franchises include a 150 square foot commercial office space, internet, computer equipment, and adherence to branding guidelines. Interested parties are invited to contact the company for additional details.
This document summarizes a presentation on achieving hotel excellence. Some key points include: great service is paramount for guests; guests enjoy unique experiences like food, amenities, and activities; and innovation and operational sensitivity are important for long-term marketing success. Examples of excellent practices at hotels include unique restaurant concepts, amenities like welcome gifts and notes, and optimizing spaces for maximum functionality. Achieving excellence requires constant learning, observing other top hotels, and focusing on outstanding guest service above all else.
“The Fountain of Truth” Web-based Contract Management for Starwood Hotels – TEAM Informatics
This document summarizes a case study of Starwood Hotels & Resorts Worldwide, Inc.'s implementation of Oracle WebCenter for web-based contract management. It describes drivers for replacing their legacy system with a new solution to unify disparate records repositories, support records retention policies, and reduce time spent searching. The solution included a content management platform to centrally manage contracts and related documents, integrate with other systems, and provide a single source of truth for legal and business teams. Key aspects of the implementation approach involved defining requirements, selecting a technology partner, and developing a multi-phased project plan.
The document discusses the need for leadership to lead change for the challenges of the 21st century. It outlines a vision of creating wealth for all stakeholders through vision, strategies and culture. It then discusses building a unique executive team, establishing guiding coalitions, developing a change vision and strategy, communicating the vision, empowering broad change, generating short-term wins, consolidating gains, and anchoring new approaches. The document also describes ALPCORP services in helping clients implement solutions to challenges.
Diagnose is a tool that helps businesses analyze their strengths and weaknesses in order to improve performance and long-term survival. It uses a recorder to collect data on various business activities and metrics. An analyzer then scores the data and provides a roadmap for improvement. A coaching component provides training and consultations. It connects businesses to a network and community. The goal is to help businesses innovate and strengthen areas like leadership, creativity, knowledge sharing and sustainability.
Bridge Knowle Workshop - Developing Effective KPIs (Companion Workbook)Kenny Ong
Learn How to Setup, Implement & Monitor Effective Benchmarks for Departmental and Corporate Growth Using Result-Driven KPI Initiatives
KPI Measurements for Employee & Performance
Know how to effectively use KPI to manage people and
their performance. This will mean you can effectively set
goals, measure their performances, provide feedback as
well as giving all a clear picture of what is important.
KPI Measurements for Departments & Company
Learn how you can use KPI to improve various functions
in your organization including for departments, business
units including new or existing business ventures
Guide To Creating The Perfect Working Environment And Employee Journey PowerP...SlideTeam
It covers all the important concepts and has relevant templates which cater to your business needs. This complete deck has PPT slides on Guide To Creating The Perfect Working Environment And Employee Journey PowerPoint Presentation Slides with well suited graphics and subject driven content. This deck consists of total of thirty four slides. All templates are completely editable for your convenience. You can change the colour, text and font size of these slides. You can add or delete the content as per your requirement. Get access to this professionally designed complete deck presentation by clicking the download button below. https://bit.ly/33Uru2B
Pursuit Career Services is a recruitment and consulting firm that aims to help clients meet deadlines and requirements. Their vision is to provide innovative HR solutions by exceeding customer expectations using cutting edge technologies and HR best practices. They offer recruitment services across industries in India and work to create career opportunities for young people. Their HR consulting and recruitment services include initiatives, solutions, and outsourcing. They provide strategic HRM, HR audits, job evaluation, competency mapping, and performance management services to clients.
The document discusses key aspects of marketing services, including the characteristics of the service culture and service marketing. It outlines several strategies for managing service quality and the customer experience, such as emphasizing service differentiation, managing physical surroundings, training employees, and maintaining consistency. The goal is to exceed customer expectations and build strong customer relationships.
Qedis is a UK-based management consulting firm founded in 2003 that is part of the larger Highland Worldwide consulting group. It has over 110 permanent consultants in the UK and focuses on project management, professionalizing IT organizations, and managing business change. Clients praise Qedis for their flexible approach, integrating well with teams, and commitment to delivering results.
Balanced Scorecard Model Powerpoint Presentation SlidesSlideTeam
Creating a professional PPT on the balanced scorecard is not an easy task. It requires a lot of time with professional designing and research skills. To help you out, we have come up with content ready balanced scorecard model PowerPoint presentation slides which you can use to measure the progress of the business activities performed by the staff. Our PowerPoint designers have designed this performance management report PPT presentation whereas our research experts have researched the relevant content. This editable balanced scorecard framework presentation covers five different creative slide layout using which you can represent the team members performance report in an ideal way. Impress your viewers using these presentation slides as our designers have used a fantastic creative of tables and icons of the dollar, customer, gears, team members, bar graph, group, vision, target board, priorities, notepad with a pen, training, and more. As the presentation slides are editable, you can insert and remove the slides or the content inside the templates as per the needs. Our Balanced Scorecard Model Powerpoint Presentation Slides are the aces in your hand. Acquire all the available advantage. https://bit.ly/3zdTIT0
The document provides an overview of employer branding services, including developing an Employee Value Proposition (EVP) and managing an employer brand to attract, retain, and engage employees. It discusses how strong employer brands can recruit better candidates, improve engagement, and enhance reputation. The company offers end-to-end consulting, workshops, and audits to help clients define their EVP, develop branding strategies, and evaluate their employment experience.
The document outlines Hansei Corporation's strategic business plan, including its mission, vision, values, and objectives. The mission is to do business with human values and dignity by providing high quality products and services to customer satisfaction. The vision is for stakeholders' satisfaction and business innovations. Core values include operating with high standards of excellence in all relationships. Objectives are to expand aggressively, offer above-average returns, and become a leading innovative EPC systems company.
Manpower was looking to launch a campaign that would pull together their marketing strategy, sales performance and client relationships. Carve was engaged to find a way to leverage their quarterly campaign ‘Better Access’ and create an all-encompassing ‘social solution’ to answer 4 key objectives: support the sales efforts of Manpower consultants, generate more leads for the company, capture contact data for existing and new Manpower clients and to change existing perceptions of Manpower as an organisation that is not forward thinking.
This document summarizes a presentation by Pinstripe, Inc. on how talent impacts patient satisfaction scores (HCAHPS). It discusses pressures on healthcare organizations from lower reimbursement tied to quality measures. Pinstripe argues current hiring practices need to assess cultural fit and traits beyond just skills. They propose strategic workforce planning, leveraging technology, and outsourcing recruitment to reduce costs while improving quality of hire. Pinstripe claims their services can instill confidence in leadership by making proactive, metrics-driven decisions to foster service excellence and achieve organizational goals.
The document introduces the CIPD's new Profession Map, which defines the knowledge, behaviors, and values of the people profession. It aims to help people professionals make a greater impact, navigate complexity, and develop expertise in people and change. The new Profession Map was developed based on member feedback to better reflect the changing world of work, showcase value to businesses, and inspire more to join the profession. It features new knowledge areas like analytics and digital working, bolder behaviors like commercial drive and situational decision making, and specialisms like employee experience. The Profession Map will underpin CIPD qualifications, standards, and resources going forward to support members' careers and development.
KPI Consultancy provides training and consulting services to help companies and individuals improve their communication skills and business performance. They offer in-house and public workshops on topics like communication, negotiation, presentation skills, and leadership. Trainers use proven methodologies and customize training to each client's industry. Previous clients praise KPI for helping them achieve tangible business results like increased sales and profits through effective communication training.
This document is Abbey Able's resume. It summarizes her professional experience working in logistics, operations, and visual merchandising roles for retailers like McMaster Carr, The Gap, and Chicos over the past 15 years. Her experience includes managing staff, operations, and visual merchandising teams. She holds a Bachelor's Degree in Arts, Entertainment, and Media Management from Columbia College Chicago, where she was vice president of the Fashion Association.
Swarup Bhattacharyya is a sales professional with over 20 years of experience in the medical equipment and pharmaceutical industries. He has a proven track record of exceeding sales targets and growing business. Currently he is the Sales Manager for North and East India at Shanghai Aohua Photoelectricity Endoscope Company, where he is responsible for budget achievement, sales forecasting, and relationship management. Previously he held several regional and territory sales management roles at companies like Medtronic and Johnson & Johnson.
The document describes a franchise opportunity for Today Dreams, a company that provides HR solutions and job placement services. It outlines three franchise tiers - state, district, and city - with varying fees and commission structures. The opportunity promises high profits by establishing franchise centers across India to offer job placement and career services. Infrastructure requirements for franchises include a 150 square foot commercial office space, internet, computer equipment, and adherence to branding guidelines. Interested parties are invited to contact the company for additional details.
This document summarizes a presentation on achieving hotel excellence. Some key points include: great service is paramount for guests; guests enjoy unique experiences like food, amenities, and activities; and innovation and operational sensitivity are important for long-term marketing success. Examples of excellent practices at hotels include unique restaurant concepts, amenities like welcome gifts and notes, and optimizing spaces for maximum functionality. Achieving excellence requires constant learning, observing other top hotels, and focusing on outstanding guest service above all else.
“The Fountain of Truth” Web-based Contract Management for Starwood Hotels – TEAM Informatics
This document summarizes a case study of Starwood Hotels & Resorts Worldwide, Inc.'s implementation of Oracle WebCenter for web-based contract management. It describes drivers for replacing their legacy system with a new solution to unify disparate records repositories, support records retention policies, and reduce time spent searching. The solution included a content management platform to centrally manage contracts and related documents, integrate with other systems, and provide a single source of truth for legal and business teams. Key aspects of the implementation approach involved defining requirements, selecting a technology partner, and developing a multi-phased project plan.
This document provides guidance on referencing sources in academic writing. It discusses why references are important whenever using someone else's ideas, words, or data. It presents two common referencing systems - Harvard and numbered citations - and provides examples of how to format in-text citations and bibliographic references for each system using both footnotes or endnotes. Consistency in referencing format is emphasized.
Our training programmes cover various levels including the Frontline, Supervisors, First time managers, Department heads and General managers. Programmes are customised as per client requirement and delivered by professionals who have held very senior positions in the industry.
We offer end to end solutions for hotels,resorts,restaurants in pre opening plans,preparation,process generation,creating SOPs,setting up the infrastructure,Design and layout planning and manpower managemen continuous training programs for
Our specialty includes training programmes for Catering College/Hotel Management Institute students from First year up to Final year.
Training and evaluation will be done for students in a span of three years on
Industry nuances, Domain skills,Plug and play application skills,Functional skills,Soft skills,Resume writing &Interview handling skills
The document discusses key aspects of managing excellent customer service. It covers understanding service culture, the five elements of quality service, key skills for customer service representatives, and developing excellent communication skills. The five elements of quality service are reliability, assurance, tangibles, empathy, and responsiveness. Good communication skills include both verbal and non-verbal communication as well as active listening.
Tutorial introduction to revenue management for hotels hospitality seminar w...TOMEU PONS
New version: https://es.slideshare.net/tomeupons/advanced-revenue-management-for-hotels-1-lisbon-2016-english
The main objective of this seminar is to understand the purpose of revenue management in both technological and commercial terms.
With this information, a hotel can evaluate, develop and optimize its pricing strategy with the goal of maximizing profits.
Revenue Management is a method of managing sales of hotel inventory by applying yield management techniques.
Basic elements of Revenue Management used to manage inventory:
Historical data – statistics, demand and trends
Forecasts
Price management tools
Overall strategy
Pricing policies
The main factors in setting prices are:
Production costs
Market
Competition
Demand
Product positioning
tutorial Introduction to Revenue Management for Hotels Hospitality seminar- what is revenue management in hotel industry course
How to run a Great Hotel - Presentation to Northern Ireland Hotels FederationEnda Larkin
This document provides an overview of achieving excellence in the hotel industry. It discusses four key themes: defining direction by establishing a vision, mission, and strategic goals; effective leadership at all levels of the hotel; engaging employees; and becoming truly customer focused. Under each theme, the document outlines various principles and frameworks. For example, it describes developing a leadership competence model that clarifies expectations for what leaders must achieve and how they manage work. The document emphasizes that engaged employees, effective leadership, and a customer focus are important drivers of excellence in the hotel industry.
The document outlines an agenda for a workshop on improving service quality. It begins with introductions and then provides an overview of the workshop which includes understanding current service quality, defining service goals, creating an action plan, and measuring future service quality. Key topics that will be covered are the service quality framework, engaging employees, achieving consistency, communicating goals to employees, and using internal and external evaluations. The overall goal is to help participants understand where their organization's service currently stands and develop a plan to close any gaps to achieve service excellence.
Talent Capital is a business advisory firm that offers exceptional services across various sectors with over 20 years of experience in the EMEA region. They are committed to teamwork and quality to provide the best services to clients. Their business ethics focus on innovation, integrity, and energy at the core of the organization. They have expertise in key sectors and adhere to leading practices and regulations.
This document summarizes the services and approach of JIYA RCM, a revenue cycle management company. JIYA RCM aims to improve healthcare provider operations and enhance revenue through cost-effective solutions. It focuses on customer satisfaction, staff training, and adapting to change. JIYA RCM's methodology includes understanding customer needs, planning work, creating standard operating procedures, delivering results, and evaluating performance. It offers revenue cycle analytics, process improvement, and consulting to streamline clients' revenue cycles and help realize cash faster while following regulations.
This presentation provides an overview of Regal Beloit Corporation (RBC), including its culture, locations, and products. RBC's culture focuses on innovation, lean six sigma, digitization, globalization, and customer centricity. The company operates globally with locations in the US, Canada, Mexico, Europe, Asia, Australia, Africa, and the Middle East. RBC produces a wide range of electric motors, gear reducers, generators, and other industrial products under several brand names.
Allander Noble is an executive recruitment and development firm founded in 1997 and based in Tunbridge Wells, Kent. They have a virtual structure with six fee-earners who complete approximately 50 assignments per year for clients throughout the UK. They provide executive search, succession planning, and other services at fee rates typically 20% below competitors. Their team has extensive experience recruiting for a wide range of industries and functions.
Allander Noble is an executive recruitment and development firm founded in 1997 and based in Tunbridge Wells, Kent. They have a virtual structure with six fee-earners who complete approximately 50 assignments per year for clients throughout the UK. They provide executive search, succession planning, and other services at fee rates typically 20% below competitors. They guarantee placements for 6 months and have a 76% repeat business rate.
Changescape is a consulting firm launched in 2002 that provides project management, consulting, and learning services. It has a Net Promoter Score of +97 and is ranked #1 for training, #3 for B2B services, and #8 overall globally. Changescape focuses on long-term client relationships and delivering high-quality services flexibly and at good value. It operates with the values of doing what is right, partnering with clients, and maintaining a fun work environment.
Crafting a Powerful Employee Value PropositionCielo
Creating, refreshing or overhauling your Employee Value Proposition (EVP) is no simple undertaking. It must become a living asset that informs your people agenda, policies and processes. Here is the 10-step framework for planning and implementing your own authentic EVP.
BSI is a standards organization that helps companies achieve excellence. Their goal is to challenge mediocrity and help companies embed excellence in their daily operations. BSI develops standards and provides training, auditing and tools to help companies implement best practices, improve performance, and reduce risk on a continual basis. They have been shaping standards for over 100 years and many widely-used international standards, such as ISO 9001 for quality management, were originally developed by BSI.
This document discusses the importance of vision and mission statements for organizational growth. It defines vision as outlining where an organization wants to be, while the mission explains how it will get there. Employee awareness of the vision and mission improves engagement, accountability, learning, decision-making and retention. The document provides examples of vision and mission statements from companies like Microsoft, Nike, McDonald's and Unilever. It analyzes the vision and mission of Jet Airways and Indigo Airlines, and concludes that defining purpose, aligning resources, and providing guidance facilitates organizational evaluation and improvement.
Henderson Scott is a leading global recruitment consultancy seeking new talent. They have offices in the UK and Singapore and specialize in five technical markets. Henderson Scott has experienced strong growth and success since being established in 1999. They aim to provide a fun, innovative culture with competitive benefits and incentives. The document promotes Henderson Scott as an employer of choice and encourages the reader to join their winning team.
The document outlines the process and key elements of developing a strategic plan for a Project Management Office (PMO). It discusses holding a strategic planning session to define the PMO's business, goals, vision, and key performance indicators. The plan also establishes the PMO's strategic priorities and core values to guide its work in project delivery, training, and customer relationships into the future.
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2. Focus of Today
THEME 1
DEFINE DIRECTION
THEME 1
DEFINE DIRECTION
What are you trying to
achieve?
What are you trying to
achieve?
Drivers of
Excellence
Drivers of
Excellence
THEME 2
LEAD TO SUCCEED
THEME 2
LEAD TO SUCCEED
How effective is Leadership at
all levels within your hotel?
How effective is Leadership at
all levels within your hotel?
THEME 3
ENGAGE YOUR EMPLOYEES
THEME 3
ENGAGE YOUR EMPLOYEES
Are your employees fully
engaged?
Are your employees fully
engaged?
THEME 4
CAPTIVATE YOUR CUSTOMERS
THEME 4
CAPTIVATE YOUR CUSTOMERS
Are you truly customer
focused?
Are you truly customer
focused?
6. Impact of the Drive for Excellence
One definitive study – presented by the British Quality
Foundation - examined performance in nearly 600 award
winning companies.
Looked at a period from five years before achievement of
an award to five years after the award was achieved.
15. The Strategic Map
Stakeholder FocusedStakeholder Focused
How will
we know
we are
getting
there?
How will
we know
we are
getting
there?
How will we
get there?
How will we
get there?
Where do we
want to be?
Where do we
want to be?
Where
are we
Now?
Where
are we
Now?
Current
Position
Current
Position
Vision &
Mission
Vision &
Mission
GoalsGoals StrategyStrategy Annual PlanAnnual Plan
Measure
Progress
Measure
Progress
Continuous ImprovementContinuous Improvement
16. Where are we now?
Stakeholder FocusedStakeholder Focused
Where
are we
Now?
Where
are we
Now?
Current
Position
Current
Position
17. Where are we now?
Means truly understanding your current position by
conducting
research and preparing a fact-based SWOT analysis:
The current internal Strengths and Weaknesses of your
hotel - which in essence helps you to answer where are we
now?
The Opportunities and Threats you face in the external
business environment which will later influence how you
answer where do we want to be?
18. Where do we want to be?
Stakeholder FocusedStakeholder Focused
Where do we
want to be?
Where do we
want to be?
Where
are we
Now?
Where
are we
Now?
Current
Position
Current
Position
Vision &
Mission
Vision &
Mission
19. Vision
Vision
To become the leading independent 4* hotel in London
providing excellent products and services at reasonable prices
to every customer, every time
20. Mission
Mission
Our customers are our priority and we will provide them with
a quality experience which is second to none.
We recognise the importance of our employees in achieving
this and we will create a positive working environment
which encourages their loyalty, commitment and hard
work.
We strive to be excellent leaders and will undertake all our
business activities in an honest and ethical manner to
provide a fair return on our investment
21. The Strategic Map
Stakeholder FocusedStakeholder Focused
Where do we
want to be?
Where do we
want to be?
Where
are we
Now?
Where
are we
Now?
Current
Position
Current
Position
Vision &
Mission
Vision &
Mission
GoalsGoals
22. From Mission to Goals
Mission
Our customers
are our priority
and we will
provide them
with a quality
experience which
is second to
none.
Mission
Our customers
are our priority
and we will
provide them
with a quality
experience which
is second to
none.
Goals
• To increase the number of
repeat customers to 40%
within three years
• To increase Customer
Satisfaction levels to 90%
within two years
• To continuously increase
our scores on internal and
external quality audits
Goals
• To increase the number of
repeat customers to 40%
within three years
• To increase Customer
Satisfaction levels to 90%
within two years
• To continuously increase
our scores on internal and
external quality audits
23. From Mission to Goals
Mission
We recognise the
importance of our
employees in
achieving this and
we will create a
positive working
environment which
encourages their
loyalty, commitment
and hard work.
Mission
We recognise the
importance of our
employees in
achieving this and
we will create a
positive working
environment which
encourages their
loyalty, commitment
and hard work.
Goals
• To reduce employee
turnover to 20% within three
years
• To achieve an average
rating of 75% from employee
engagement surveys
• To introduce a bonus
scheme for all employees
within three years
Goals
• To reduce employee
turnover to 20% within three
years
• To achieve an average
rating of 75% from employee
engagement surveys
• To introduce a bonus
scheme for all employees
within three years
24. From Mission to Goals
Mission
We strive to be
excellent leaders
and will undertake
all our business
activities in an
honest and ethical
manner to provide a
fair return on our
investment
Mission
We strive to be
excellent leaders
and will undertake
all our business
activities in an
honest and ethical
manner to provide a
fair return on our
investment
Goals
• To increase net profit to 15%
of sales within two years
• To increase RevPar by 5%
annually
• To increase restaurant
throughput to 1500 covers per
week within two years
• To reduce labour costs to 40%
within two years
Goals
• To increase net profit to 15%
of sales within two years
• To increase RevPar by 5%
annually
• To increase restaurant
throughput to 1500 covers per
week within two years
• To reduce labour costs to 40%
within two years
25. The Strategic Map
Stakeholder FocusedStakeholder Focused
How will
we know
we are
getting
there?
How will
we know
we are
getting
there?
How will we
get there?
How will we
get there?
Where do we
want to be?
Where do we
want to be?
Where
are we
Now?
Where
are we
Now?
Current
Position
Current
Position
Vision &
Mission
Vision &
Mission
GoalsGoals StrategyStrategy Annual PlanAnnual Plan
Measure
Progress
Measure
Progress
Continuous ImprovementContinuous Improvement
27. THEME 2
LEAD TO SUCCEED
THEME 2
LEAD TO SUCCEED
How effective is
Leadership at all levels
within your hotel?
How effective is
Leadership at all levels
within your hotel?
28. Leadership Concerns. . .
Dimensions
of Work
The
What
The
What
The
How
The
How
The
Who
The
Who
What you want to achieve
Goals & Objectives
Targets
Plans
Outcomes
How the work is done
Processes
Procedures
Who does the work
Employees
29. The Human Equation
The Who
Engaged
Employees
Employees
Lead
to
The How
Productivity,
efficiency and
quality
Processes
Results
in
The What
Outcomes
Achieved &
Satisfied
Stakeholders
Results
Engaged employees deliver better results. Effective
leadership engages employees!
31. Lead and Manage
Engage
Engaging People to ensure their
commitment, competence and motivation
(The Who)
The
‘leading’
part
Achieve
Focusing on Process to ensure productivity,
efficiency and quality, in order to achieve the
Performance and results required
(The What and How)
The
‘managing’
part
34. Clarifying the ‘What’
– Process Mapping
Monitor & Review
Food & Beverage
Service
Effectiveness
Monitor & Review
Food & Beverage
Service
Effectiveness
Ensure Full Legal
Compliance
Ensure Full Legal
Compliance
Optimise use
of IT Resources
Optimise use
of IT Resources
Manage
Facilities
Manage
Facilities
Complete
Financial
Duties
Complete
Financial
Duties
Manage HR
Activities
Manage HR
Activities
Manage the Quality
of the Customer
Experience
Manage the Quality
of the Customer
Experience
Prepare for
Service
Prepare for
Service
Support Marketing
& Promotion
Efforts
Support Marketing
& Promotion
Efforts
Food & Beverage
Service
Food & Beverage
Service
35. Clarifying the ‘What’ – Process
Mapping
Gather Feedback
according
to agreed
procedures
Gather Feedback
according
to agreed
procedures
Handle Billing &
Payment
Handle Billing &
Payment
Deliver high quality
service
(SOPs)
Deliver high quality
service
(SOPs)
Greeting &
Seating
(SOPs)
Greeting &
Seating
(SOPs)
Handling
Reservations
Handling
Reservations
Manage the Quality
of the Customer
Experience
Manage the Quality
of the Customer
Experience
Deal with
complaints/problems
(SOPs)
Deal with
complaints/problems
(SOPs)
37. Leadership Competence Model
The What Possible Targets
Expected
Results – What
they must
Achieve
Meet revenue targets
Achieve cost percentages
Increase customer satisfaction ratings for
their area
Lower employee turnover in their area
Reduce number of accidents in their area
Meet the requirements for training hours
provided to staff
Page 57
38. Leadership Competence Model
The How Possible Criteria
Expectations
in relation to
how the
workload is
managed
Effectively plan and organise the workload in
their department
Manage resources to achieve the objectives
agreed for their area
Provide clear direction and guidance to their
employees
Ensure that work in their area is consistently
carried out to the standard required
Constantly strive to improve overall quality
and promote continuous improvement in their
area
39. Leadership Competence Model
The Who Possible Criteria
Expectations
regarding how
they lead
(Engage)
Demonstrate high levels of energy,
enthusiasm and professionalism
Show concern for their team members and
interact with them in a positive manner
Treat all team members equally and fairly
Apply flexible leadership styles and regularly
show an ability to adjust their approach to deal
with different people and situations
Communicate in a structured and effective
manner with their team
41. Some Evidence
Gallup Q 12 Survey
The Three Types of Employees
Engaged – employees work with
passion and feel a profound connection
to their company
Not Engaged – employees are essentially
‘Checked Out’. Sleepwalking through their
working day
Actively Disengaged – employees aren’t just
unhappy at work, they’re busy acting out their
unhappiness
29%29%
55%55%
16%16%
43. CIPD Survey
Only 37% of employees had confidence in their senior
management team
Only 34% trusted their senior managers
42% didn’t feel they were kept well informed about
what’s going on in their organization
30% indicate that their manager rarely or never gives
feedback on their performance
25% felt completely undervalued
Only 50% of employees feel that their senior managers
have a clear vision of where the organisation is going
45. Research
Organisations with highly engaged employees achieve twice
the annual net income of organisations whose employees lag
on engagement. (Kenexa Research Institute - WorkTrends
Report, 2008)
Organisations with high levels of employee engagement have
2.6 times the earnings per share (EPS) growth rate compared
to organizations with lower engagement in the same industry.
(Gallup - Engagement Study)
Highly engaged employees miss 20 percent fewer days of work
and are almost 80 percent more likely to be top performers.
(Towers Watson)
48. Achieving Consistency (S)
The Route to Service ExcellenceThe Route to Service Excellence
ExperienceExperienceExpectationsExpectations EvaluationEvaluation
What are your
customers’
common and
specific
expectations?
How do you define
them?
What are your
customers’
common and
specific
expectations?
How do you define
them?
PhysicalPhysical
ProductsProducts
PeoplePeople
ProceduresProcedures
How does the
experience you
offer rate against
the quality
continuum?
Are you exceeding
your customers’
expectations?
How do you know?
How does the
experience you
offer rate against
the quality
continuum?
Are you exceeding
your customers’
expectations?
How do you know?
51. Achieving S + 1
Adding value through providing +1s for customers.
+1s may be relevant to physical, product, people or
procedural elements within the customer experience.
They can be designed to meet specific customer
expectations identified from your interactions with your key
customer groups.
Most of the time though, the +1s are common sense and
can be very simply applied, such as the little things that
your employees say or do to make your customers feel
special.