The document provides an overview of topics related to human resources and HR management. It discusses the perception of HR, the contribution of various HR roles, avoiding costly mistakes, foundations of business savvy, components of strategic HR, talent planning vs workforce strategy, deploying analytics, changing priorities, employee surveys, auditing policies, outsourcing, union disruptions, return on investment, self-service functionality, remote working, service delivery issues, changing structures, HR planning, admired companies, the future of HR, and case studies. Key questions are posed at the conclusion to prompt further discussion.
In my career, there's many things I've won and many things I've achieved, but for me, my greatest achievement is my children and my family. It's about being a good father, a good husband, just being connected to family as much as possible.
Employee Management and development
How to set up an effective development plan
whose responsibility is employee development
Managerial work in India
categories of management characteristics
Succession planning
HR must become incredibly flexible to adapt to this dynamic landscape. Personalized learning delivered through mobile devices can help employees keep up with changing skill requirements. Further, tools to govern the remote workforce – without hampering engagement or productivity will be critical to the future of HR. And as we learn that the gig workforce is here to stay, HR will have to develop skills to manage this diverse workforce, learning additionally how to choose the best technology to handle such a workforce.
Program Evaluation and Performance MeasurementSeta Wicaksana
Performance measurement data describes program achievement, and program evaluation explains why we see those results.
I don't want to give myself grades. I will leave evaluation of my achievements to history.
- Helmut Kohl
A new approach in talent management, see how to apply an effective human resources talent management strategy using the agile methodologies. Is not about to work more, is about to work in a more effective way to achieve results in less time.
New technologies like Big Data and data analysis along with new tools to improve the talent management cycle, are helping today to create a different and disruptive way to manage talent in the company.
In my career, there's many things I've won and many things I've achieved, but for me, my greatest achievement is my children and my family. It's about being a good father, a good husband, just being connected to family as much as possible.
Employee Management and development
How to set up an effective development plan
whose responsibility is employee development
Managerial work in India
categories of management characteristics
Succession planning
HR must become incredibly flexible to adapt to this dynamic landscape. Personalized learning delivered through mobile devices can help employees keep up with changing skill requirements. Further, tools to govern the remote workforce – without hampering engagement or productivity will be critical to the future of HR. And as we learn that the gig workforce is here to stay, HR will have to develop skills to manage this diverse workforce, learning additionally how to choose the best technology to handle such a workforce.
Program Evaluation and Performance MeasurementSeta Wicaksana
Performance measurement data describes program achievement, and program evaluation explains why we see those results.
I don't want to give myself grades. I will leave evaluation of my achievements to history.
- Helmut Kohl
A new approach in talent management, see how to apply an effective human resources talent management strategy using the agile methodologies. Is not about to work more, is about to work in a more effective way to achieve results in less time.
New technologies like Big Data and data analysis along with new tools to improve the talent management cycle, are helping today to create a different and disruptive way to manage talent in the company.
Managing and retaining talent is one of the biggest challenges facing management, particularly in terms of attracting and retaining the right people, building high performance teams, as well as dealing with the risks associated with compliance and employment regulation. Our webinar will consider these issues and strategies you can develop to manage them.
“Appreciate everything your associates do for the business. Nothing else can quite substitute for a few well-chosen, well-timed, sincere words of praise. They’re absolutely free and worth a fortune.”
Sam Walton
“Business people need to understand the psychology of risk more than the mathematics of risk.”
― Paul Gibbons, The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden is presenting in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discuss the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
This presentation is designed to provide an overview of the various types of employee evaluation processes. The most successful evaluation process is implementing a Performance Management System. This presentation was delivered to MBA students at the University of Budapest in May 2015.
For questions or help in implementing a Performance Management System, contact Gary Wheeler at The Virtual HR Director.
RBL Omnia combines five of RBL's exclusive, world-class product offerings: RBL Institute, Virtual Academies, OGS, Online Assessments, and a Research Repository to identify, measure, and monitor the highest impact human capability investments.
Donna Weihofen, retired Senior Nutritionist spoke about Eating the Mediterranean Way at Wisconsin Women's Health Foundation's 2013 annual Gathering in Marshfield, WI. The Mediterranean diet emphasizes:
• Eating primarily plant-based foods, such as fruits and vegetables, whole grains, legumes and nuts
• Replacing butter with healthy fats, such as olive oil
• Using herbs and spices instead of salt to flavor foods
• Limiting red meat to no more than a few times a month
• Eating fish and poultry at least twice a week
• Drinking red wine in moderation (optional)
Managing and retaining talent is one of the biggest challenges facing management, particularly in terms of attracting and retaining the right people, building high performance teams, as well as dealing with the risks associated with compliance and employment regulation. Our webinar will consider these issues and strategies you can develop to manage them.
“Appreciate everything your associates do for the business. Nothing else can quite substitute for a few well-chosen, well-timed, sincere words of praise. They’re absolutely free and worth a fortune.”
Sam Walton
“Business people need to understand the psychology of risk more than the mathematics of risk.”
― Paul Gibbons, The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden is presenting in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discuss the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
This presentation is designed to provide an overview of the various types of employee evaluation processes. The most successful evaluation process is implementing a Performance Management System. This presentation was delivered to MBA students at the University of Budapest in May 2015.
For questions or help in implementing a Performance Management System, contact Gary Wheeler at The Virtual HR Director.
RBL Omnia combines five of RBL's exclusive, world-class product offerings: RBL Institute, Virtual Academies, OGS, Online Assessments, and a Research Repository to identify, measure, and monitor the highest impact human capability investments.
Donna Weihofen, retired Senior Nutritionist spoke about Eating the Mediterranean Way at Wisconsin Women's Health Foundation's 2013 annual Gathering in Marshfield, WI. The Mediterranean diet emphasizes:
• Eating primarily plant-based foods, such as fruits and vegetables, whole grains, legumes and nuts
• Replacing butter with healthy fats, such as olive oil
• Using herbs and spices instead of salt to flavor foods
• Limiting red meat to no more than a few times a month
• Eating fish and poultry at least twice a week
• Drinking red wine in moderation (optional)
Ole's natural Olive Leaf extract is the natural bodyguard for your immunity system.
Olé contains olive leaf extract that has five times more antioxidant power than Vitamin C. It is a natural defender of the immune system and can help maintain a normal and healthy cardiovascular system. To find out more, go to http://www.qnet.net.
11 Reasons to Take Ole Olive Leaf Extract by QNETQNET Ltd
11 Reasons why you should take Olive Leaf Extract. QNET's Ole is full of awesome antioxidants and acts as your natural bodyguard! For more information visit www.qnet.net
Know more about QNET by visiting these sites:
http://www.qnetlife.net
https://twitter.com/QNetOfficial
https://www.youtube.com/user/QNETofficial
https://play.google.com/store/apps/details?id=com.qnet.estore.android&hl=en
https://www.facebook.com/QNETIndiaOfficial
This about 20 inspirational rules to get successful. These are motivational & strategic. These rules are very helpful whenever we go to design a business strategy to hold the market.
What skills should you be training? And what skills could you be selling? - ...David Christopher
This presentation was designed for the National Convention of the Western Association of University Publications Managers. It explains the success of BigWing Interactive, a digital marketing agency within The Oklahoman media company that as of 2016 had grown to $6m revenue in five years almost entirely off of its own profitability. The lessons of BigWing can be replicated by university publications, in fact they have some unique competitive advantages in the space. It happens that the skills they should be training to foster successful journalists today are also skills that brands and agencies are hungry for - the booming market of digital marketing.
It’s no secret that the Mediterranean diet is one
of the healthiest ways to eat on the planet. And it’s also no secret that one of the most prominent ingredients in that diet is olive oil. But here’s a well-kept secret: the amazing, documented health benefits of olive oil don’t just come from the oil. In fact, from a health perspective, the oil may not even be the most important product of the olive tree.
Interested?
Read on...
‘Collection Skills’- a leading Training Provider & the only one in this part of the world to be listed in the ‘Collections & Credit Risk Magazine’ under ‘Who’s Who in Training’ & ranked top on all top search engines.
‘Collection Skills’- as the name says, specializes in conducting Professional Training Programs for the industry in ‘Prevention & Collection of Debt’ and has been regularly doing so for the last 13 years serving customers from a diverse range of industries, with an impressive list of some of the top most names in India, Middle East & SE Asia.
Objective of the Program
a) To ensure participants are equipped with the necessary skills in Collecting/Minimizing the outstanding, while yet keeping the Customer using a very professional approach.
b) To provide a thorough understanding of how bad debt occurs, how to prevent it, and the impact it has on the organization.
c) To ensure that the team is equipped with the skills to manage /control/ monitor Collections on a day- to- day basis.
d) To equip participants with the skills in understanding the behavior pattern of customers (defaulters), in order to ensure that they fine-tune theirs to that of each customer.
Program Outline:
‘Collection Skills’ program on ‘Professional Training Skills for Prevention/Collection of Accounts Receivables/ Debt’, would cover the basics in credit & cash flow management right from how bad debt occurs with methods to prevent the same, through the steps of an effective collection call (both on phone & face to face) with emphasis on the importance of documentation/ reports/ procedures for systematic follow-up; including series of letters and general tips for chasing your money too (by encouraging proactive methods!).
In brief the 4 HOW’s would be covered:
HOW bad debt occurs (everyone needs to understand the impact of this on the organization)
HOW to prevent (prevention is better than cure!)
HOW to collect your money…& finally
HOW to keep your customer!
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
"Project Management is the essential skills that is needed by any industry and organisation in this 21st Century no matter how big or small it is."
This is because the world is changing and transforming rapidly every day. As a resident of this world, we need to adopt and adapt the changes and demands into our life and organisation consistently. One of the top 3 skills that meets these rapidly changing demands is project management skills. Becoming the project management practitioner, you will be empowered and entrusted to help the organisation to align to its strategies and realising the vision.
“Most companies still earn profits per employee at close to the same low levels earned in the 20th century because they have not become very adept at mobilizing the mind power of their workforces.
As a comparison, the average top-30 company increased profits per employee 70 percent
The target should be to improve profits per employee by 30 to 60 percent or more. “
“The opportunities to improve the performance of workers just from increased efficiency alone are huge: Surveys show that a majority of workers in thinking-intensive jobs in large companies feel they waste from half a day to two days out of every workweek...
The opportunities to improve the effectiveness of such workers are even larger. The opportunities to mobilize the latent intangible assets (that is, knowledge, skills, relationships and reputations) of a company’s workforce are vast.”
Half day open training event held in London, England on how to conduct the dismissal/termination of an employee as professionally and efficiently as possible, whilst minimising the pain and suffering involved.
Half day open training event held in London, England. The emphasis was on saving money through tribunals, pay-offs, tarnishing of reputation, recruitment of replacement employees and the impact on customer service by not minimising discrimination at work.
Half day open training event held in London on sickness absence and persistent lateness. Explained the link between employee engagement and absenteeism to the audience of HR professionals, small business owners and departmental managers.
An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
Learn how to use Binance Savings to expand your bitcoin holdings. Discover how to maximize your earnings on one of the most reliable cryptocurrency exchange platforms, as well as how to earn interest on your cryptocurrency holdings and the various savings choices available.
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.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
In the Adani-Hindenburg case, what is SEBI investigating.pptx
HR April 2013
1. What HR people need to know
by Toronto Training and HR
April 2013
2. CONTENTS
3-4 Introduction to Toronto Training and HR 47-48 Fast-track to the top
5-6 Perception of HR 49-50 Deploying workforce reporting and
7-8 Contribution of the various HR roles analytics
9-10 Avoiding costly HR mistakes 51-52 Clouds in the forecast
11-14 Foundations of business savvy 53-54 Stay in front with an effective sales
15-16 Role of HR in business strategy force
17-18 Components of strategic HR 55-56 Drill C
19-20 Talent plan vs. workplace strategy 57-65 Human Resource Management
21-22 Strategy for mobile devices and social media (HRM)
23-24 Drill A 66-69 Return on investment
25-26 Fundamental HR competencies 70-72 Self-service functionality
27-28 Changing priorities 73-74 Remote working
29-30 Employee surveys 75-77 Service delivery issues
31-32 Auditing existing HR policies 78-81 Changing the current structure
33-34 Effect of talent constraints 82-89 HR planning
35-36 Outsourcing for cost optimization 90-93 World’s Most Admired Companies
37-38 Work measurement programs 94-97 Tomorrow’s HR professional
39-40 Avoiding union-led disruptions 98-99 Case studies
41-42 Drill B 100-101 Conclusion and questions
43-44 Helping the President achieve growth
45-46 Operation globalization
Page 2
4. Page 4
Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
10 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
Reducing costs, saving time plus improving
employee engagement and morale
Services for job seekers
10. Avoiding costly HR mistakes
• Prioritize before you hire
• Get your hiring right
• Leaders are key to results
and retention
• Watch your benefits costs
• Keep compensation
competitive
• Never copy employment
policies without involving
an expert
Page 10
12. Foundations of business savvy 1 of 3
• Understanding the
business model at depth
• Generating insight and
impact through evidence
and data
• Connecting and
collaborating with
curiosity, purpose and
impact
• Leading with integrity,
consideration and
challenge
Page 12
13. Foundations of business savvy 2 of 3
INDICATORS
• Values, integrity and
conviction
• Showing consideration
but not avoiding difficult
decisions
• Facing and managing the
emotional consequences
of business decisions
Page 13
14. Foundations of business savvy 3 of 3
THREE PRODUCT LINES
• Basic administrative services and
transactions involved with
reward, hiring, training and
recruitment
• Business Partner services involved
with developing effective HR systems
and helping implement business
plans and talent management
• Strategic Partner role contributing to
business strategy based on
considerations of human
capital, organizational
capabilities, readiness and
22. Strategy for mobile devices and
social media
• Create a holistic strategy and
value proposition with other
business functions
• Enable HR to drive mobile and
social adoption
• Consider the specific needs of
each customer segment
• Define success
• Develop and implement an
integrated solution
Page 22
34. Effect of talent constraints
• Cost of talent-related
expenses
• Inability to innovate
effectively
• Inability to pursue a
market opportunity
• Failure to achieve growth
forecasts
• Cancelling or delay of a
key strategic initiative
• Fall in production or
service delivery standards
Page 34
40. Avoiding union-led disruptions
• Ignore union directives at
your peril
• Get help before you need
it
• Move quickly to evaluate
your organization and
assess vulnerabilities
• Prepare for the worst
• Be a good communicator
• Keep your eye on the ball
Page 40
44. Helping the President achieve
growth
• Manage talent with growth in
mind
• Help groom business leaders
and managers who can drive
growth and innovation globally
• Be a “special teams” coach to
executive leadership
Page 44
46. Operation globalization
• Invest in HR leaders with the
knowledge, skills and
motivation for global
operations
• Expand HR’s services
• Align HR around a global
operating model
• Ratchet up HR’s change
management capabilities
• Harness the power of
advanced analytics
Page 46
48. Fast-track to the top
• Work to avoid a leadership
backlash
• Align development activities
with leadership strategy
• Walk the talk
• What makes a good leader?
• Attributes
Page 48
50. Deploying workforce reporting and
analytics
• Start small and build
momentum
• Focus on capabilities, not just
point solutions
• Leverage existing technology
investments
• Consider cloud to jump-start
the effort
• Use what you learn
Page 50
52. Clouds in the forecast
• Mind the organization
• Create a cloud culture
• Attract, manage and develop
cloud-savvy talent
• Develop cloud-savvy leaders
• Prepare for warp speed
Page 52
54. Stay in front with an effective sales
force
• Different talent for a different way of
selling
• New skills, competencies and
organizational structures that foster
collaboration
• Governance that balances control
and flexibility
• Stronger integration across channels
and functions
• Effective sales management
• Overcome resistance to change
• Rewards that drive desired
behaviours
60. Human Resource Management
(HRM) 3 of 8
DISCIPLINES WITHIN HRM
• The legal environment
and diversity
• Staffing
• Learning & development
• Employee relations
• Labour and industrial
relations
• Compensation and
benefits
Page 60
62. Human Resource Management
(HRM) 5 of 8
BEST PRACTICE
• Employment security
• Selective hiring
• Self-managed
teams/team working
• High compensation
contingent on
organizational
performance
• Extensive training
• Reduction in status
difference
• Sharing information
63. Human Resource Management
(HRM) 6 of 8
BUNDLE OF KEY PRACTICES
• Careful recruitment and
selection
• Extensive remuneration
systems
• Team working and
flexible job design
• Learning & development
• Employee involvement
• Performance reviews with
links to contingent reward
systems
Page 63
64. Human Resource Management
(HRM) 7 of 8
FACTORS AFFECTING HRM
PRACTICES
• External factors
• Internal factors
MODELS OF HRM
OTHER VARIABLES
Page 64
67. Return on investment 1 of 3
• Talent management
initiatives linked to
greater shareholder
return
• Employee engagement
linked to a business’s
operating margin
• Investment in leadership
linked to financial
performance
Page 67
68. Return on investment 2 of 3
EMPLOYEE LIFE CYCLE
• Performance
management
• Engagement
• Learning & development
• Deployment
• Retention
• Succession planning
Page 68
74. Remote working
RECIPE FOR SUCCESS
• Having the right
leader, capable of managing a
remote team
• Making optimal use of time
during conference calls
• Maintaining a dashboard that
constantly and publicly shares
progress and issues
• Keeping everyone on point
and on target for delivery
Page 74
76. Service delivery issues 1 of 2
• Talent and performance
systems
• Streamline business processes
• Recruitment and staffing
• More involvement in strategic
business-driven issues
• Training
• Implement a new HRM
system
• Improve line managers’
people management
capabilities
77. Service delivery issues 2 of 2
• Compensation services and
systems
• Cost reduction related to HR
administration
• Upgrade the HR management
system
• Payroll and time management
systems/services
• Define or deploy human
capital metrics and
dashboards
Page 77
79. Changing the current structure 1 of 3
REASONS FOR CHANGING
• Realization of further
efficiency potentials
• Realization of synergies
• Quality improvements
• Cost savings
• Globalization initiative
• Change of business strategy
• Business reorganization
Page 79
80. Changing the current structure 2 of 3
ANTICIPATED CHANGES
• Move to a shared services
environment (SSE)
• Bring additional services into
the SSE
• Outsource some or more
functions
• Move to a single HR
organization
• Decentralize HR
Page 80
81. Changing the current structure 3 of 3
CANADA
• US
• Asia Pacific
• Europe
• Middle East/Africa
Page 81
83. HR planning 1 of 7
• Definition
• Benefits of good HR
planning
• Costs of poor or absent
HR planning
• Documenting the HR plan
• Communicating the HR
plan
• HR planning model
Page 83
84. HR planning 2 of 7
THE HR PLANNING
PROCESS
• Develop and review the
organizational profile
• Forecasting your HR
requirements
• Forecasting your HR
availability
• Gap analysis
• Planning HR initiatives
• Measure/evaluate
Page 84
85. HR planning 3 of 7
• Occupations in Canada
with a labour shortage
• Supply-internal and
external
• Forecasting demand
• Gap analysis and staffing
tables
• Possible scenarios
• Ways to ensure legal
compliance
Page 85
86. HR planning 4 of 7
FUTURE HR DEMAND
• Trend analysis
• Ratio analysis
• Scatter plots
• Regression analysis
• Nominal group technique
• Delphi technique
Page 86
87. HR planning 5 of 7
INTERNAL HR SUPPLY
• Markov analysis
• Skills and management
inventories
• Replacement charts and
summaries
• Succession planning
Page 87
88. HR planning 6 of 7
LABOUR SURPLUS
• Hiring freeze
• Downsizing through attrition
• Early retirement buyout
programs
• Reduced hours through job
sharing
• Part-time work, work sharing or
reduced work weeks
• Leaves of absence
• Termination of employment
Page 88
91. World’s Most Admired Companies
1 of 3
ESSENTIAL INGREDIENTS
• Strategic excellence
• Structures and processes
that sustain performance
over time
• Achieving success through
people
• Placing a high value on
leadership and talent
Page 91
92. World’s Most Admired Companies
2 of 3
PERFORMANCE DIMENSIONS
• Innovation
• Quality of management
• Long-term investment value
• Social responsibility to the
community and the
environment
• Ability to attract, develop
and retain talented people
• Quality of products and
services
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93. World’s Most Admired Companies
3 of 3
PERFORMANCE DIMENSIONS
• Financial soundness
• Wide use of corporate
assets
• Effectiveness in doing
business globally
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