Introduction to Hudson Gain Corporation's Outplacement products for executives in transition. This unique approach assists transitioning executives in their job search and speeds the process for finding the next career opportunty.
Amicable resources corporate presentation- Human resource companyrachna1122
Amicable resources, being every client's satisfaction partner provide innovative HR solutions by continually exceeding customer expectations. We are a HR consulting firm with a strong team and provides the best of Human resource solutions to our clients. Whether it be recruitment or trainings or HR advisory, we always come up with best of the solutions.
Outplacement services brochure. Information on how Glide Outplacement helps job seekers and people in transition. Lists range of services including redundancy support, career guidance, job search strategy, resume and cover letter writing, interview coaching, negotiations.
Amicable resources corporate presentation- Human resource companyrachna1122
Amicable resources, being every client's satisfaction partner provide innovative HR solutions by continually exceeding customer expectations. We are a HR consulting firm with a strong team and provides the best of Human resource solutions to our clients. Whether it be recruitment or trainings or HR advisory, we always come up with best of the solutions.
Outplacement services brochure. Information on how Glide Outplacement helps job seekers and people in transition. Lists range of services including redundancy support, career guidance, job search strategy, resume and cover letter writing, interview coaching, negotiations.
Trusting People’s Perception-The 360 Degree AppraisalCornerstone India
The 360- Degree feedback is known as the multi-rater feedback and all-round feedback. This appraisal technique aims to measure the behaviors and competencies exhibited by individuals / teams towards achievement of goals. The feedback data is useful for appraisal, team building, training, OD and rewards. It allows peers, subordinates and seniors to rate a particular individual / team; which gives rise to the question whether people’s perception can be trusted? Each individual has their own unique looking glass for the world and therefore in a 360 degree feedback there are as many realities as there are appraisers!
This appraisal tool can yield valuable information. It aids self-progression and self-awareness through feedback. Another benefit is that it helps participants get to understand their training needs (development areas and initiate appropriate action. The data yield from a 360 degree feedback may help a team better understand its internal processes and how it is perceived from outside. It can also help individuals contribute better to the team. Performance management seems to be a direct benefit apart from organisational development and reward structuring.
Surviving an Economic Downturn with Talent Optimization | The Predictive IndexThe Predictive Index
We know you care deeply about building a lasting company. But with COVID-19 and the resulting economic downturn, uncertainty is the new normal for everyone. You’re navigating uncharted waters, battered by turbulence, and propelled forward by an urgent, deep-seated need to lead your company to safety—so it will endure.
Additionally, seeing your employees succeed is important to you. You have a duty of care; their overall well-being matters. Aside from taking health precautions, the best way to take care of your people right now is to ensure your company is resilient.
EA 2.0 and the new enterprise architect
By Bjorn Cumps (Phd, Professor of Management Practice @ Vlerick Business School) & Wesley Bille (Phd, Service Team Lead Architecture @ LoQutus)
Carla Rocha Morais: Using employee experience design in human resources manag...Service Design Network
Managers around the world are being challenged on the Attractiveness of their companies, and on Loyalty and Motivation of their employees. Most of them are looking for solutions on the same usual places, and therefore creating defragmented experiences for their collaborators. Reality shows that people are dealing with serious workload and over-communication systems; new technologies are both helping and giving additional constrains and challenges (Industry 4.0) to work routines; younger professionals have different expectations and demands, and they are all in need of better talent and assessment management. In this presentation, we will show how Employee Experience Design is helping re-inventing organisations and processes, making them more simple and where people feel happy and engaged.
Studio Triangle is one of best interior design company in Bangladesh. Our team is made up of specialists in Architectural Design and Interior Design. We also work closely with international artists and designers, and we offer innovative creative solutions with a global competitive vision.
We work on each project meticulously through a creative process that is open, dynamic and clear, and we facilitate the participation of our clients at all times.
Having a mission statement, vision, and corporate values are integral to creating a strategy and culture that unites your organization. When you design these in a way that clarifies your strategy, you’ll motivate your employees to take your organization to places it’s never been. The sky is the limit. Next stop? Mars.
'The success or failure of any organisation relies on the performance of its employees at all levels. A key responsibility in almost any management role is setting targets for employees...'
The latest addition to our slide-deck library looks at 'Setting Targets'.
Cover Letter that tells employers a bit more about who I am and what I am about. It illustrates my professionalism and allows potential employers to gain more insight into the type person they would be hiring.
Project management responsibilities include the coordination and completion of projects on time within budget and within scope. Set deadlines, assign responsibilities, and monitor and summarize the progress of the project. Prepare reports for upper management regarding the status of the project.
HR India Solutions has emerged as one the leading recruitment specialist organisation in the field of organised staffing services in India. Over the years, our performance in recruitment services lead us to become preferred recruitment partners to multinationals and leading Indian businesses.
Paul Mutsaers & Anna-Louisa Peeters - Making in-house service design the new...Service Design Network
Making in-house service design the new standard
7 Learnings to get there!
Abstract:
How to become the most customer centric bank in the Netherlands? To meet that challenge Rabobank has moved to service design in-house, underlining our vision that customer experience is vital to achieve competitive advantage. The journey has been both challenging and rewarding. We’ve learned a lot along the way: such as the fruitfulness of structural collaboration between service designers and customer journey managers to drive the change towards customer centricity. In this session, Paul Mutsaers (Customer Journey Manager) and Anna-Louisa Peeters (Service Designer) will share Rabobank’s 7 key learnings in their journey towards a successful service design practice that is embedded in this major financial institution.
Innovation:
One aspect that really sets us apart in how we work is that we link every service designer to a customer journey manager, who is the project sponsor. They operate as a mutually reinforcing duo in improving customer experience, ranging from small adjustments to large innovations. The designer provides research, creative facilitation and design expertise, and the customer journey manager ensures that all relevant stakeholders are involved from start to finish. This unique collaboration has proven to be very successful, for example to create support for the service design project results within our large organization and ensuring the designs get realized. This is certainly interesting for other companies to experiment with.
The success of any business depends on how you recruit, engage and develop your people. A happy, fulfilled workforce is a productive workforce and at Hoxby we have been working since our inception to ensure that happiness and fulfillment can live alongside exceptional delivery and higher-than-usual productivity.
hr.byhoxby provides a complete HR service for businesses of all sizes to help them realise the potential of their most valuable asset, to not only make for a more engaged workforce, but a more effective one too.
Trusting People’s Perception-The 360 Degree AppraisalCornerstone India
The 360- Degree feedback is known as the multi-rater feedback and all-round feedback. This appraisal technique aims to measure the behaviors and competencies exhibited by individuals / teams towards achievement of goals. The feedback data is useful for appraisal, team building, training, OD and rewards. It allows peers, subordinates and seniors to rate a particular individual / team; which gives rise to the question whether people’s perception can be trusted? Each individual has their own unique looking glass for the world and therefore in a 360 degree feedback there are as many realities as there are appraisers!
This appraisal tool can yield valuable information. It aids self-progression and self-awareness through feedback. Another benefit is that it helps participants get to understand their training needs (development areas and initiate appropriate action. The data yield from a 360 degree feedback may help a team better understand its internal processes and how it is perceived from outside. It can also help individuals contribute better to the team. Performance management seems to be a direct benefit apart from organisational development and reward structuring.
Surviving an Economic Downturn with Talent Optimization | The Predictive IndexThe Predictive Index
We know you care deeply about building a lasting company. But with COVID-19 and the resulting economic downturn, uncertainty is the new normal for everyone. You’re navigating uncharted waters, battered by turbulence, and propelled forward by an urgent, deep-seated need to lead your company to safety—so it will endure.
Additionally, seeing your employees succeed is important to you. You have a duty of care; their overall well-being matters. Aside from taking health precautions, the best way to take care of your people right now is to ensure your company is resilient.
EA 2.0 and the new enterprise architect
By Bjorn Cumps (Phd, Professor of Management Practice @ Vlerick Business School) & Wesley Bille (Phd, Service Team Lead Architecture @ LoQutus)
Carla Rocha Morais: Using employee experience design in human resources manag...Service Design Network
Managers around the world are being challenged on the Attractiveness of their companies, and on Loyalty and Motivation of their employees. Most of them are looking for solutions on the same usual places, and therefore creating defragmented experiences for their collaborators. Reality shows that people are dealing with serious workload and over-communication systems; new technologies are both helping and giving additional constrains and challenges (Industry 4.0) to work routines; younger professionals have different expectations and demands, and they are all in need of better talent and assessment management. In this presentation, we will show how Employee Experience Design is helping re-inventing organisations and processes, making them more simple and where people feel happy and engaged.
Studio Triangle is one of best interior design company in Bangladesh. Our team is made up of specialists in Architectural Design and Interior Design. We also work closely with international artists and designers, and we offer innovative creative solutions with a global competitive vision.
We work on each project meticulously through a creative process that is open, dynamic and clear, and we facilitate the participation of our clients at all times.
Having a mission statement, vision, and corporate values are integral to creating a strategy and culture that unites your organization. When you design these in a way that clarifies your strategy, you’ll motivate your employees to take your organization to places it’s never been. The sky is the limit. Next stop? Mars.
'The success or failure of any organisation relies on the performance of its employees at all levels. A key responsibility in almost any management role is setting targets for employees...'
The latest addition to our slide-deck library looks at 'Setting Targets'.
Cover Letter that tells employers a bit more about who I am and what I am about. It illustrates my professionalism and allows potential employers to gain more insight into the type person they would be hiring.
Project management responsibilities include the coordination and completion of projects on time within budget and within scope. Set deadlines, assign responsibilities, and monitor and summarize the progress of the project. Prepare reports for upper management regarding the status of the project.
HR India Solutions has emerged as one the leading recruitment specialist organisation in the field of organised staffing services in India. Over the years, our performance in recruitment services lead us to become preferred recruitment partners to multinationals and leading Indian businesses.
Paul Mutsaers & Anna-Louisa Peeters - Making in-house service design the new...Service Design Network
Making in-house service design the new standard
7 Learnings to get there!
Abstract:
How to become the most customer centric bank in the Netherlands? To meet that challenge Rabobank has moved to service design in-house, underlining our vision that customer experience is vital to achieve competitive advantage. The journey has been both challenging and rewarding. We’ve learned a lot along the way: such as the fruitfulness of structural collaboration between service designers and customer journey managers to drive the change towards customer centricity. In this session, Paul Mutsaers (Customer Journey Manager) and Anna-Louisa Peeters (Service Designer) will share Rabobank’s 7 key learnings in their journey towards a successful service design practice that is embedded in this major financial institution.
Innovation:
One aspect that really sets us apart in how we work is that we link every service designer to a customer journey manager, who is the project sponsor. They operate as a mutually reinforcing duo in improving customer experience, ranging from small adjustments to large innovations. The designer provides research, creative facilitation and design expertise, and the customer journey manager ensures that all relevant stakeholders are involved from start to finish. This unique collaboration has proven to be very successful, for example to create support for the service design project results within our large organization and ensuring the designs get realized. This is certainly interesting for other companies to experiment with.
The success of any business depends on how you recruit, engage and develop your people. A happy, fulfilled workforce is a productive workforce and at Hoxby we have been working since our inception to ensure that happiness and fulfillment can live alongside exceptional delivery and higher-than-usual productivity.
hr.byhoxby provides a complete HR service for businesses of all sizes to help them realise the potential of their most valuable asset, to not only make for a more engaged workforce, but a more effective one too.
Lander Associates, established in 1997, is an international training and performance development specialist to the professional recruitment sector and beyond.
This brochure overviews our transformational offerings, including: Personal Insight Workshops, Beyond Yes, Personal Mastery Intensive, Women\'s Leadership Program and Facilitator Development Program.
Mchils– A Search firm to ensure the highest standards of professionalism in the practice of Executive Search and by that to give new perspectives to our clients as well as our candidates. When companies seek to hire senior-level management from outside their organization, we make sure they hire not just any qualified person, but the most qualified and appropriate person to meet the challenges of the position and by that the future of the company. As a retained Executive Search firm we work under an exclusive contract with the client organization dedicated to searches that succeed.
518 Integrative CasesThe lights of the city glittered outs.docxblondellchancy
518 Integrative Cases
The lights of the city glittered outside Ken Vin-
cent’s twelfth-floor office. After nine years of late
nights and missed holidays, Ken was in the exec-
utive suite with the words “Associate Partner” on
the door. Things should be easier now, but the
proposed changes at Royce Consulting had been
more challenging than he had expected. “I don’t
understand,” he thought. “At Royce Consulting our
clients, our people, and our reputation are what count, so
why do I feel so much tension from the managers about the
changes that are going to be made in the office? We’ve an-
alyzed why we have to make the changes. Heck, we even
got an outside person to help us. The administrative sup-
port staff are pleased. So why aren’t the managers enthusi-
astic? We all know what the decision at tomorrow’s meet-
ing will be—Go! Then it will all be over. Or will it?” Ken
thought as he turned out the lights.
Background
Royce Consulting is an international consulting firm whose
clients are large corporations, usually with long-term con-
tracts. Royce employees spend weeks, months, and even
years working under contract at the client’s site. Royce
consultants are employed by a wide range of industries,
from manufacturing facilities to utilities to service busi-
nesses. The firm has over 160 consulting offices located in
65 countries. At this location Royce employees included 85
staff members, 22 site managers, 9 partners and associate
partners, 6 administrative support staff, 1 human resource
professional, and 1 financial support person.
For the most part, Royce Consulting hired entry-level
staff straight out of college and promoted from within.
New hires worked on staff for five or six years; if they did
well, they were promoted to manager. Managers were re-
sponsible for maintaining client contracts and assisting
partners in creating proposals for future engagements.
Those who were not promoted after six or seven years gen-
erally left the company for other jobs.
Newly promoted managers were assigned an office, a
major perquisite of their new status. During the previous
year, some new managers had been forced to share an of-
fice because of space limitations. To minimize the friction
of sharing an office, one of the managers was usually as-
signed to a long-term project out of town. Thus, practically
speaking, each manager had a private office.
Infrastructure and Proposed Changes
Royce was thinking about instituting a hoteling office
system—also referred to as a “nonterritorial” or “free-
address” office. A hoteling office system made offices
available to managers on a reservation or drop-in basis.
Managers are not assigned a permanent office; instead,
whatever materials and equipment the manager needs are
moved into the temporary office. These are some of the
features and advantages of a hoteling office system:
• No permanent office assigned
• Offices are scheduled by reservations
• Long-term scheduling of an office is feasible
• Storage s ...
518 Integrative CasesThe lights of the city glittered outs.docxBHANU281672
518 Integrative Cases
The lights of the city glittered outside Ken Vin-
cent’s twelfth-floor office. After nine years of late
nights and missed holidays, Ken was in the exec-
utive suite with the words “Associate Partner” on
the door. Things should be easier now, but the
proposed changes at Royce Consulting had been
more challenging than he had expected. “I don’t
understand,” he thought. “At Royce Consulting our
clients, our people, and our reputation are what count, so
why do I feel so much tension from the managers about the
changes that are going to be made in the office? We’ve an-
alyzed why we have to make the changes. Heck, we even
got an outside person to help us. The administrative sup-
port staff are pleased. So why aren’t the managers enthusi-
astic? We all know what the decision at tomorrow’s meet-
ing will be—Go! Then it will all be over. Or will it?” Ken
thought as he turned out the lights.
Background
Royce Consulting is an international consulting firm whose
clients are large corporations, usually with long-term con-
tracts. Royce employees spend weeks, months, and even
years working under contract at the client’s site. Royce
consultants are employed by a wide range of industries,
from manufacturing facilities to utilities to service busi-
nesses. The firm has over 160 consulting offices located in
65 countries. At this location Royce employees included 85
staff members, 22 site managers, 9 partners and associate
partners, 6 administrative support staff, 1 human resource
professional, and 1 financial support person.
For the most part, Royce Consulting hired entry-level
staff straight out of college and promoted from within.
New hires worked on staff for five or six years; if they did
well, they were promoted to manager. Managers were re-
sponsible for maintaining client contracts and assisting
partners in creating proposals for future engagements.
Those who were not promoted after six or seven years gen-
erally left the company for other jobs.
Newly promoted managers were assigned an office, a
major perquisite of their new status. During the previous
year, some new managers had been forced to share an of-
fice because of space limitations. To minimize the friction
of sharing an office, one of the managers was usually as-
signed to a long-term project out of town. Thus, practically
speaking, each manager had a private office.
Infrastructure and Proposed Changes
Royce was thinking about instituting a hoteling office
system—also referred to as a “nonterritorial” or “free-
address” office. A hoteling office system made offices
available to managers on a reservation or drop-in basis.
Managers are not assigned a permanent office; instead,
whatever materials and equipment the manager needs are
moved into the temporary office. These are some of the
features and advantages of a hoteling office system:
• No permanent office assigned
• Offices are scheduled by reservations
• Long-term scheduling of an office is feasible
• Storage s.
Similar to Hudson Gain Executive Navigator Outplacement Methodology (20)
Hudson Gain lead Panel including Mannington, Ingersoll Rand, and New Jersey Clean Energy. Presentation explores what these organizations are doing to grow their businesses in a more sustainable manner. You will learn various approaches to help build your own sustainable organization. Panel discussion was part of the Woodbridge Bizmania Program,
Presentation to the NJ/NY WVU Alumni Business Council Meeting. Presentation reviews the need for leaders to challenge the status quo and to do it in a B-I-G way.
Sustainability leaders from Campbell Soup, Roche, BASF, Ingersoll Rand and the NJ Board of Public Utilities present business cases for how their “green” efforts resulted in significant short-term cost savings and Return-on-Investment (ROI). Presented at Fairleigh Dickinson University’s Jumpstarting the New Green Economy Conference, May 19-21, 2009.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
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
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
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.
Hudson Gain Executive Navigator Outplacement Methodology
1. ExecutiveNavigator™
Reverse-Engineered Executive Search for Outplaced Executives
What if your outplaced executives could work with consultants who rolled up their
sleeves and strategized with them, did research and made calls for them,
opened doors and got them meetings?
And what if your departing executives worked with executive search consultants
in a process that reverse-engineered executive search for faster, better results?
What if you could provide more than the same old career transition menu for
valued leaders who have “been there/done that” with traditional outplacement?
Whether an executive wants to find a job, start a business, or plan for retirement,
Hudson Gain’s ExecutiveNavigator™ offers a more personalized , customized,
“hands-on” approach. We provide authentic empathy and guidance through
what can be a wrenching transition, as well as straight-forward feedback and
coaching as they translate their skills, knowledge and experience to new
challenges. Your outplaced executives get:
! Empowering face-to-face transition and career path consulting
! Daily access to their choice of one or multiple consultants
! Diagnostics, feedback and coaching
! Education in all aspects of the transition process, including research
! Resume development and refinement
! Customized research that we prepare with and for them
! Meetings we set up for them with executives of comparable levels and above
! If buying a business or a franchise, corresponding services
! Optional services such as setting up a home office or virtual workspace
connected, comprehensive, committed Copyright 2009 Hudson Gain Corporation
Hudson Gain Corporation ! 5 Penn Plaza ! 23rd Floor ! New York, NY 10001
Phone (212) 835 1601 ! www.hudsongain.com