This template provides instructions for customizing a human resource plan business continuity template to an organization. It includes sections for human resources team representatives and contact information, the human resources mandate, essential services provided, external service providers, and the continuity strategy. Users are instructed to unlock the document for editing fields and customizing the pre-filled content.
Career job families - compensation management - Manu Melwin Joymanumelwin
ย
Career families consists of jobs in a function or occupation such as marketing, operations, finance or HR that are related through the activities carried out and the basic knowledge and skill required but in which the levels of responsibility, knowledge, skill or competency needed differ.
The next five years are poised to bring more changes to the design and implementation of Total Rewards systems than weโve seen in the last 20 years. Conventional approaches of organizations developing their own talent have been replaced with a โfree agencyโ model of buying experience from competitors, which in turn ratchets up labor costs. This also creates more pressure to retain and engage existing employees and attract new employees through an improved employee value proposition.
Annual business plan hr template : play this in slide show modeVipul Saxena
ย
This is the Template which can be used for presenting Annual Business Plan for HR Deptt.
I have been using it and customise it as per needs of the organisation. Covers almost all aspects/challenges of HR Deptts
The presentation gives a short overview about Diploma in HR management is a necessity today because of the ever-evolving role of HR executives in an organization.
Career job families - compensation management - Manu Melwin Joymanumelwin
ย
Career families consists of jobs in a function or occupation such as marketing, operations, finance or HR that are related through the activities carried out and the basic knowledge and skill required but in which the levels of responsibility, knowledge, skill or competency needed differ.
The next five years are poised to bring more changes to the design and implementation of Total Rewards systems than weโve seen in the last 20 years. Conventional approaches of organizations developing their own talent have been replaced with a โfree agencyโ model of buying experience from competitors, which in turn ratchets up labor costs. This also creates more pressure to retain and engage existing employees and attract new employees through an improved employee value proposition.
Annual business plan hr template : play this in slide show modeVipul Saxena
ย
This is the Template which can be used for presenting Annual Business Plan for HR Deptt.
I have been using it and customise it as per needs of the organisation. Covers almost all aspects/challenges of HR Deptts
The presentation gives a short overview about Diploma in HR management is a necessity today because of the ever-evolving role of HR executives in an organization.
Strategic Human Resource Planning PowerPoint Presentation Slides SlideTeam
ย
Workforce planning is essential for high performing organizations, our Strategic Human Resource Planning PowerPoint Presentation Slides enable you to align your workforce requirements with your business goals. With the help of this sample deck, you can showcase strategic human resource plan framework, assessing the current HR capacity, forecasting HR requirements, skill gap analysis plan, organizational skills program matrix, companyโs recruitment strategies, evaluating recruitment strategies, recruitment budget, etc. Structure human resource plan with this content ready strategic HRM planning PPT visuals. Using this visually stunning strategic human resource management process, HR managers can easily present the content to target management. Furthermore, this will guide you on how a business should move from its current to the desired manpower position. Get a clear idea about the HRM process. Download the strategic human resource management plan in just a few seconds. Deliver an effective presentation and explain your points more efficiently. Pamper yourself with our Strategic Human Resource Planning Powerpoint Presentation Slides. They will rejuvenate your thoughts.
Slide Team presents you Strategic Hrm Planning PowerPoint Presentation Slides having 28 ready-to-use PPT slides. Use this to develop your HR strategies to support organizational plans. With this strategic planning and human resource PPT templates, you can learn how HR planning can prepare your company for success. Human resource performance management PowerPoint complete deck underline the important concepts such as strategic human resource plan framework, assessing the current HR capacity, forecasting HR requirements, skill gap analysis plan, organizational skills program matrix, companyโs recruitment strategies, evaluating recruitment strategies, recruitment budget to name a few. Using this visually stunning strategic human resource management process, HR managers can easily present the content to target management. Furthermore, this will guide you on how a business should move from its current to the desired manpower position. Make an accountable human resource strategy PowerPoint presentation in just a few minutes. Just click and download strategic human resource plan Presentation design
David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it.
The key HR Roles in the organization are:
HR Business Partner
Change Agent
Administration Expert
Employee Advocate
This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.
David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.
The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.
KRA KPI ( Key results area and Key performance indicators)Sagar Paul
ย
The presentation is a creative representation which simplifies the concept of KPI & KRA and its importance in an organisation
Note: View the slide only in SLIDESHOW MODE!
Strategic Workforce Planning Model PowerPoint Presentation Slides SlideTeam
ย
Our content-ready strategic workforce planning PowerPoint presentation has pre-designed templates that provide fact-based methods of understanding workforce behavior. This human resource management PPT presentation contain varied range of PowerPoint templates on organizational development, employee plan, vision mission and values, goals and objectives, performance requirements, core skills and competencies, industry trends external analysis, labor market forecast, demographic makeup of customers, human resource trends, levels of employee performance, current staff composition, managing future workforce needs, gap analysis, gap closing strategies, and employee action management. Our workforce developments strategies framework PowerPoint template can impress your viewers and leave an impact on your audiences. Create the impact you wish to deserve. Download our impressive human capital presentation design for topics like succession planning, workforce management, staffing and personnel, human resource management, human capital, capacity building, workload analysis, supply and demand forecasting and business transformation. This strategic workforce planning model PPT slides can make your presentation look even more impressive. Give off confidence with our Strategic Workforce Planning Model Powerpoint Presentation Slides. Display an attitude of self assurance.
Real Estate PowerPoint Template comes up with elegant designs and features. You can gain audience' attention on the move. Templates include charts, shapes, maps, diagrams and many more other features. All slides are fully editable so the audience can modify the presentation according to the requirement.
Strategic Human Resource Planning PowerPoint Presentation Slides SlideTeam
ย
Workforce planning is essential for high performing organizations, our Strategic Human Resource Planning PowerPoint Presentation Slides enable you to align your workforce requirements with your business goals. With the help of this sample deck, you can showcase strategic human resource plan framework, assessing the current HR capacity, forecasting HR requirements, skill gap analysis plan, organizational skills program matrix, companyโs recruitment strategies, evaluating recruitment strategies, recruitment budget, etc. Structure human resource plan with this content ready strategic HRM planning PPT visuals. Using this visually stunning strategic human resource management process, HR managers can easily present the content to target management. Furthermore, this will guide you on how a business should move from its current to the desired manpower position. Get a clear idea about the HRM process. Download the strategic human resource management plan in just a few seconds. Deliver an effective presentation and explain your points more efficiently. Pamper yourself with our Strategic Human Resource Planning Powerpoint Presentation Slides. They will rejuvenate your thoughts.
Slide Team presents you Strategic Hrm Planning PowerPoint Presentation Slides having 28 ready-to-use PPT slides. Use this to develop your HR strategies to support organizational plans. With this strategic planning and human resource PPT templates, you can learn how HR planning can prepare your company for success. Human resource performance management PowerPoint complete deck underline the important concepts such as strategic human resource plan framework, assessing the current HR capacity, forecasting HR requirements, skill gap analysis plan, organizational skills program matrix, companyโs recruitment strategies, evaluating recruitment strategies, recruitment budget to name a few. Using this visually stunning strategic human resource management process, HR managers can easily present the content to target management. Furthermore, this will guide you on how a business should move from its current to the desired manpower position. Make an accountable human resource strategy PowerPoint presentation in just a few minutes. Just click and download strategic human resource plan Presentation design
David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it.
The key HR Roles in the organization are:
HR Business Partner
Change Agent
Administration Expert
Employee Advocate
This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.
David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.
The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.
KRA KPI ( Key results area and Key performance indicators)Sagar Paul
ย
The presentation is a creative representation which simplifies the concept of KPI & KRA and its importance in an organisation
Note: View the slide only in SLIDESHOW MODE!
Strategic Workforce Planning Model PowerPoint Presentation Slides SlideTeam
ย
Our content-ready strategic workforce planning PowerPoint presentation has pre-designed templates that provide fact-based methods of understanding workforce behavior. This human resource management PPT presentation contain varied range of PowerPoint templates on organizational development, employee plan, vision mission and values, goals and objectives, performance requirements, core skills and competencies, industry trends external analysis, labor market forecast, demographic makeup of customers, human resource trends, levels of employee performance, current staff composition, managing future workforce needs, gap analysis, gap closing strategies, and employee action management. Our workforce developments strategies framework PowerPoint template can impress your viewers and leave an impact on your audiences. Create the impact you wish to deserve. Download our impressive human capital presentation design for topics like succession planning, workforce management, staffing and personnel, human resource management, human capital, capacity building, workload analysis, supply and demand forecasting and business transformation. This strategic workforce planning model PPT slides can make your presentation look even more impressive. Give off confidence with our Strategic Workforce Planning Model Powerpoint Presentation Slides. Display an attitude of self assurance.
Real Estate PowerPoint Template comes up with elegant designs and features. You can gain audience' attention on the move. Templates include charts, shapes, maps, diagrams and many more other features. All slides are fully editable so the audience can modify the presentation according to the requirement.
Construction & Real Estate PowerPoint Template - Real Estate PPT TemplateTheTemplateWizard
ย
Our real estate presentation templates and real estate PowerPoint presentation templates are ideal for your client meetings, neighbourhood showcase and other sales and marketing presentations. We are sure that our captivating PowerPoint real estate templates and PowerPoint construction templates have the utility and these are sure to add value to your upcoming PPT presentations.
Strategic human resource planning. Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization.
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
ย
Chapter Review/ Discussion Questions (CRQs) โ 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the studentโs understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The groupโs power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each groupโs presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how itโs used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a โjoblessโ world, including what it means and how itโs done in practice.
The SlideShare 101 is a quick start guide if you want to walk through the main features that the platform offers. This will keep getting updated as new features are launched.
The SlideShare 101 replaces the earlier "SlideShare Quick Tour".
UX, ethnography and possibilities: for Libraries, Museums and ArchivesNed Potter
ย
These slides are adapted from a talk I gave at the Welsh Government's Marketing Awards for the LAM sector, in 2017.
It offers a primer on UX - User Experience - and how ethnography and design might be used in the library, archive and museum worlds to better understand our users. All good marketing starts with audience insight.
The presentation covers the following:
1) An introduction to UX
2) Ethnography, with definitions and examples of 7 ethnographic techniques
3) User-centred design and Design Thinking
4) Examples of UX-led changes made at institutions in the UK and Scandinavia
5) Next Steps - if you'd like to try out UX at your own organisation
Introductory PresentationGoals of .docxbagotjesusa
ย
Introductory Presentation
Goals of Introductory Presentation:
To share who you are
To develop effective delivery skills and make you feel at ease with presentations.
To learn and practice the following principles of speech preparation:
Creating an intro, body, and conclusion
Utilizing transitions
Guidelines: (See CIA)
Select a song or object that in some describes you or represents an important aspect of your life.
You will tell us about the song or object and then why it is important to you.
Criteria for Project:
Time Limit: 2-3 min.
Organization:
Introduction
Attention Getter
Thesis
Preview Main Points
Transition
Criteria for Project:
Body
Main Point 1: Describe Song or Object
Transition to Second Main Point
Main Point 2: Describe importance of the song or object in your life
Transition to Conclusion
Criteria for Project:
Conclusion
Review of main points
Re-state thesis
Concluding Thought (connect back to attention getter in Intro)
Delivery
Eye Contact
Vocal Delivery
Physical Delivery
Grading: 50 points
Introduction: 10 points
Body: 20 points
Conclusion: 10 points
Delivery: 10 points
Submitting your assignment
You will need to record your assignment.
You must be able to see your upper body and face in the recording.
You will submit a link to your recording to the discussion link in canvas. You simply create post the link to your video in the discussion forum.
You may use YouTube or Vimeo to post the video link. Remember you can make adjust settings so that you need the link to view videos on these types of accounts.
ISOL 533 - Information Security and Risk Management DISASTER RECOVERY PLAN
University of the Cumberlands
Information Technology Statement of Intent
This document delineates Health Network, Inc. (Health Network) policies and procedures for
technology disaster recovery, as well as our process-level plans for recovering critical technology
platforms and the telecommunications infrastructure. This document summarizes our
recommended procedures. In the event of an actual emergency situation, modifications to this
document may be made to ensure physical safety of our people, our systems, and our data.
Our mission is to ensure information system uptime, data integrity and availability, and
business continuity.
Policy Statement
Corporate management has approved the following policy statement:
๏ท The company shall develop a comprehensive IT disaster recovery plan.
๏ท A formal risk assessment shall be undertaken to determine the requirements for the disaster
recovery plan.
๏ท The disaster recovery plan should cover all essential and critical infrastructure elements,
systems and networks, in accordance with key business activities.
๏ท The disaster recovery plan should be periodically tested in a simulated environment to ensure
that it can be implemented in emergency situations and that the management and staff
understand how .
Job Description : Care Assistant Essay
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Business Administration
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Job Analysis and Legal Implications
Essay Job Description
Job Description Of Job Analysis
Child Care Worker Job Descriptions
Job Description Essay
This documents provides helpful tips to nonprofit and higher education organizations regarding disaster preparedness and business systems continuity.
It is only a guide and should not substitute comprehensive business continuity planning.
Automation Of HR Process Proposal PowerPoint Presentation SlidesSlideTeam
ย
If your company needs to submit a Automation Of HR Process Proposal PowerPoint Presentation Slides look no further. Our researchers have analyzed thousands of proposals on this topic for effectiveness and conversion. Just download our template, add your company data and submit to your client for a positive response. https://bit.ly/2Lsjpv8
Powerhouse Museum Communication planThe following communicatio.docxharrisonhoward80223
ย
Powerhouse Museum Communication plan
The following communication plan outlines a sample plan for communicating the key messages about โฆโฆ
A range of parties will need to be notified of the services the HR department will provide under the service level agreement
ยท who they are
ยท what to tell them
ยท how to tell them
ยท who is going to tell them
ยท when to tell them.
Target audience:
Who do we want to inform?
Key messages:
What do we want to tell them?
Communication methods:
How are we going to tell them?
Who is responsible for doing it?
Deadline:
By when does this need to happen?
Date completed
Employees
Managers
Contractors
Other Stakeholders
ยฉ Study Group Australia Pty Limited, ICHR1810-280815
POWERHOUSE MUSEUM
HR SERVICE AGREEMENT
This HR Service Agreement defines the terms and conditions under which we provide HR specialist services to a client.
This HR Service Agreement is intended for the purposes of formally setting up the relationship between YOUR COMPANY and the CLIENT COMPANY and to provide the foundation for a healthy business relationship.
This Agreement completes the responsibility for YOUR COMPANY to ensure the quality, compliance and timeliness of the output named in this agreement.
HR SERVICES AGREEMENT
Scope
This Agreement is made on __________ by and between
__________________________________, with offices at
____________________________________________.
HR Service Agreement Objectives
During the term of this Agreement, YOUR HR COMPANY will furnish HR services and advice as specifically requested by _______________________, Client and/or Clientโs Representative.
The services and advice will relate to work being done or planned by Client in the field of HR Services, will be within YOUR COMPANY technical competence for those marked below:
ยท HR Health Check โ total assessment of your HR systems in place
ยท Strategic planning โ setting up processes, implementing HR plans and objectives
ยท Equal Opportunity โ creating a responsive organisation
ยท Performance Management Systems โ performance appraisals processing
ยท Job Analysis โ creating proper job descriptions and specifications
ยท Staffing the Workplace โ recruiting candidates, developing & using application forms
ยท Employee testing, interviewing and selection โ types of tests & selection techniques
ยท Induction and Training โ inducting employees, training techniques and processes
ยท Developing HR Managers โ On and off the job training, key factors for success
ยท Appraising Performance โ appraisal methods, appraisals in managing performance
ยท Remuneration and Incentives โ pricing jobs, low โ high level staff incentives
ยท Employee/Industrial Relations โ legal framework
ยท Occupational Health and Safety Systems โ planning for OH&S
ยท Staff Retention Programs
ยท Staff Incentive Programs โ motivating employees
Other _________________________________________
Term of Agreement
YOUR COMPANY services shall.
ISOL 533 - Information Security and Risk Management DIS.docxvrickens
ย
ISOL 533 - Information Security and Risk Management DISASTER RECOVERY PLAN
University of the Cumberlands
Information Technology Statement of Intent
This document delineates Health Network, Inc. (Health Network) policies and procedures for
technology disaster recovery, as well as our process-level plans for recovering critical technology
platforms and the telecommunications infrastructure. This document summarizes our
recommended procedures. In the event of an actual emergency situation, modifications to this
document may be made to ensure physical safety of our people, our systems, and our data.
Our mission is to ensure information system uptime, data integrity and availability, and
business continuity.
Policy Statement
Corporate management has approved the following policy statement:
๏ท The company shall develop a comprehensive IT disaster recovery plan.
๏ท A formal risk assessment shall be undertaken to determine the requirements for the disaster
recovery plan.
๏ท The disaster recovery plan should cover all essential and critical infrastructure elements,
systems and networks, in accordance with key business activities.
๏ท The disaster recovery plan should be periodically tested in a simulated environment to ensure
that it can be implemented in emergency situations and that the management and staff
understand how it is to be executed.
๏ท All staff must be made aware of the disaster recovery plan and their own respective roles.
๏ท The disaster recovery plan is to be kept up to date to take into account changing
circumstances.
Objectives
The principal objective of the disaster recovery program is to develop, test and document a well-
structured and easily understood plan which will help the company recover as quickly and
effectively as possible from an unforeseen disaster or emergency which interrupts information
systems and business operations. Additional objectives include the following:
โข The need to ensure that all employees fully understand their duties in implementing such a
plan
โข The need to ensure that operational policies are adhered to within all planned activities
โข The need to ensure that proposed contingency arrangements are cost-effective
โข The need to consider implications on other company sites
โข Disaster recovery capabilities as applicable to key customers, vendors and others
2
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The DENR Rationalization Plan
Presented By Undersecretary Teresita Castillo during the Lecture Series on April 17, 2008 at 1:00PM at the HRDS Function Room, DENR Compound, Quezon City
The DENR Rationalization Plan
Presented By Undersecretary Teresita Castillo during the Lecture Series on April 17, 2008 at 1:00PM at the HRDS Function Room, DENR Compound, Quezon City
issued by Ijser for our book adopting anger management on January editions
we have many books on pipeline on ( business ,management ,self help, self growth ,meditation we looking for publisher to assist us on kindle platform
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
ย
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
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.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
ย
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.๐คฏ
We will dig deeper into:
1. How to capture video testimonials that convert from your audience ๐ฅ
2. How to leverage your testimonials to boost your sales ๐ฒ
3. How you can capture more CRM data to understand your audience better through video testimonials. ๐
"๐ฉ๐ฌ๐ฎ๐ผ๐ต ๐พ๐ฐ๐ป๐ฏ ๐ป๐ฑ ๐ฐ๐บ ๐ฏ๐จ๐ณ๐ญ ๐ซ๐ถ๐ต๐ฌ"
๐๐ ๐๐จ๐ฆ๐ฌ (๐๐ ๐๐จ๐ฆ๐ฆ๐ฎ๐ง๐ข๐๐๐ญ๐ข๐จ๐ง๐ฌ) 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.
๐๐ ๐๐จ๐ฆ๐ฌ 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
โญ ๐ ๐๐๐ญ๐ฎ๐ซ๐๐ ๐ฉ๐ซ๐จ๐ฃ๐๐๐ญ๐ฌ:
โข 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
โข SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
โขFreenBecky 1st Fan Meeting in Vietnam
โขCHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
โข WOW K-Music Festival 2023
โข Winner [CROSS] Tour in HCM
โข Super Show 9 in HCM with Super Junior
โข HCMC - Gyeongsangbuk-do Culture and Tourism Festival
โข Korean Vietnam Partnership - Fair with LG
โข Korean President visits Samsung Electronics R&D Center
โข Vietnam Food Expo with Lotte Wellfood
"๐๐ฏ๐๐ซ๐ฒ ๐๐ฏ๐๐ง๐ญ ๐ข๐ฌ ๐ ๐ฌ๐ญ๐จ๐ซ๐ฒ, ๐ ๐ฌ๐ฉ๐๐๐ข๐๐ฅ ๐ฃ๐จ๐ฎ๐ซ๐ง๐๐ฒ. ๐๐ ๐๐ฅ๐ฐ๐๐ฒ๐ฌ ๐๐๐ฅ๐ข๐๐ฏ๐ ๐ญ๐ก๐๐ญ ๐ฌ๐ก๐จ๐ซ๐ญ๐ฅ๐ฒ ๐ฒ๐จ๐ฎ ๐ฐ๐ข๐ฅ๐ฅ ๐๐ ๐ ๐ฉ๐๐ซ๐ญ ๐จ๐ ๐จ๐ฎ๐ซ ๐ฌ๐ญ๐จ๐ซ๐ข๐๐ฌ."
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
ย
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Putting the SPARK into Virtual Training.pptxCynthia Clay
ย
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
ย
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firmโs 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.
Building Your Employer Brand with Social MediaLuanWise
ย
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 โ helping to position your organization as an employer of choice in today's competitive talent landscape.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
ย
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. Youโll also learn
โข Four (4) workplace discipline methods you should consider
โข The best and most practical approach to implementing workplace discipline.
โข Three (3) key tips to maintain a disciplined workplace.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
ย
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
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Human resources plan template
1. BCP TEMPLATE USER INFORMATION
TEMPLATE:
Human Resource Plan
GENERAL:
This template has been designed to allow the user to easily adapt itโs content to a
specific organizationโs business continuity plan.
SPECIFIC INSTRUCTIONS:
1. In this template there are several dropdown boxes you should customize to meet
the requirements of your organization.
2. To customize the document, go to โViewโ on the menu bar, and select โToolbarsโ,
and then select the โFormsโ Toolbar. Unlock the document by selecting the
button. This will unlock the document for editing. To enable fields again, re-select
the lock button.
BRP, Disaster Services
(780) 415-9483
Sept 24, 2002
2. โโโโโ BCP
โโโโโ
HUMAN RESOURCES PLAN
BACKGROUND
As part of a government wide initiative, โโโโโ has gone through an intensive planning and
review cycle that has coordinated the input of every facet of the Ministryโs operations. These
efforts have resulted in the production of the Ministry Business Continuity Plan. This plan will
permit the Ministry to recover its critical and vital services in a timely and coordinated manner,
and ultimately permit the full recovery of every business function.
The Human Resource Division Branch will play an important part in the overall business
continuity process. They are responsible for a wide range of functions within the Ministry.
These functions are primarily personnel related and the majority of them directly impact on the
operations of all Business Units within the Ministry.
AIM
The aim of this section of the Business Continuity Plan is to provide the necessary details to
allow the Human Resources Branch to resume its essential services and allow the Ministry to
ultimately return to normal operations.
G ENERAL O UTLINE
In the event of a major disaster or an emergency that results in a prolonged disruption of
services within the Ministry, the Business Continuity Team will be activated and they are
responsible for the conduct of all continuity activities. Human Resources will play an important
part in this process and a representative has been appointed to, and has participated in all the
planning processes and training of, this team. This individual is responsible for providing advice
and assistance to the Business Continuity Team Manager and for the implementation of the
continuity process within the Human Resources Branch.
H UMAN R ESOURCES BUSINESS C ONTINUITY T EAM
R EPRESENTATIVES
Name Position Work Cell Home
โโโโโ Primary โโโโโ โโโโโ โโโโโ
โโโโโ Alternate โโโโโ โโโโโ โโโโโ
โโโโโ Alternate โโโโโ โโโโโ โโโโโ
โโโโโ Member โโโโโ โโโโโ โโโโโ
โโโโโ Member โโโโโ โโโโโ โโโโโ
โโโโโ Member โโโโโ โโโโโ โโโโโ
โโโโโ Member โโโโโ โโโโโ โโโโโ
BRP, Disaster Services
(780) 415-9483
Sept 24, 2002
3. Note: Other team members may be appointed as required.
BRP, Disaster Services
(780) 415-9483
Sept 24, 2002
4. HUMAN R ESOURCES M ANDATE
The Human Resources Team has the following mandate (items can be added or subtracted
from this list as required):
a. assist management in ensuring that all staff are accounted for (if the incident
occurs during normal working hours)
b. provide notification of the situation to all staff members not assigned to specific
teams associated with the continuity of critical and vital services
c. the coordination of trauma and stress counseling services, if and as required
d. provide emergency agencies with information relating to next-of-kin (as required)
e. coordinate the continuation of salary and wage payroll services
f. coordinate with external service providers to ensure that appropriate critical and
vital services are resumed as scheduled
g. maintain a current listing of all service providers and their Business Continuity
Coordinators and responsibilities
H UMAN R ESOURCE S ERVICES
The following is a list of services that are the responsibility of the Human Resources Branch:
These are (select those that apply to your Ministry):
Select those that apply to your Ministry
a.
b.
c.
d.
e.
f.
g.
h.
i.
j.
k.
l.
m.
n. โโโโโ
o. โโโโโ
p. โโโโโ
q. โโโโโ
r. โโโโโ
A detailed listing of all essential services relating to the Human Resources Branch is included at
Annex A.
BRP, Disaster Services
(780) 415-9483
Sept 24, 2002
5. SERVICE P ROVIDERS TO H UMAN R ESOURCES
According to existing Service Level Agreements, external agencies or corporations provide
some specific services to the Ministry. The Business Continuity Team, through the Human
Resources representative has liaised with these service providers during the establishment of
the Business Continuity Plan and necessary arrangements to ensure the provision of critical and
vital services have been agreed.
S ERVICE P ROVIDER X
They are responsible for the provision of the following services:
a. โโโโโ
b. โโโโโ
c. โโโโโ
Contact with this service provider will be made through the BCP Team (HR Team Leader). A
list of appropriate contact names, with numbers is included below.
Name Position Office Cell Home
โโโโโ Primary โโโโโ โโโโโ โโโโโ
โโโโโ Alternate โโโโโ โโโโโ โโโโโ
S ERVICE P ROVIDER Y
They are responsible for the provision of the following services:
a. โโโโโ
b. โโโโโ
c. โโโโโ
Contact with this service provider will be made through the BCP Team (HR Team Leader). A
list of appropriate contact names, with numbers is included below.
Name Position Office Cell Home
โโโโโ Primary โโโโโ โโโโโ โโโโโ
โโโโโ Alternate โโโโโ โโโโโ โโโโโ
BRP, Disaster Services
(780) 415-9483
Sept 24, 2002
6. S ERVICE P ROVIDER Z
They are responsible for the provision of the following services:
a. โโโโโ
b. โโโโโ
c. โโโโโ
Contact with this service provider will be made through the BCP Team (HR Team Leader). A
list of appropriate contact names, with numbers is included below.
Name Position Office Cell Home
โโโโโ Primary โโโโโ โโโโโ โโโโโ
โโโโโ Alternate โโโโโ โโโโโ โโโโโ
H UMAN R ESOURCES C ONTINUITY S TRATEGY
The Human Resources Team Leader will obtain an update from the Business Continuity Team
Manager on the overall status of the disruption situation and ensure that the Human Resources
Team is fully briefed. Based on the specific circumstances and notification requirements, the
Human Resources Team will:
a. set up temporary operating facilities at an alternate site (as directed by the BCP
Team or as previously determined โ diagram of assigned areas should be
included)
b. execute their mandate as outlined above
c. provide regular reports and updates to the Business Continuity Team
d. respond to additional tasks as required
S TANDING O PERATING P ROCEDURES
A detailed checklist of all procedures to be followed throughout the continuity process is
attached as Annex B.
R ESOURCE R EQUIREMENTS
This should have been identified throughout the planning process and need to be incorporated
into this section to ensure that everyone is familiar with what is needed. They should include
such things as what computer access is required, the number of phones needed, what size
space is required to conduct their mandated operations (location provided would be ideal), etc.
BRP, Disaster Services
(780) 415-9483
Sept 24, 2002
7. Annex A
LIST OF ESSENTIAL SERVICES
HUMAN RESOURCES SERVICES SUMMARY
Notes:
1. Listed in priority by category.
2. This list summarizes all HR Related Services.
CATEGORY PRIORITY
SERIAL SERVICE BRIEF SUBSTANTIATION STATEMENT
(in order) (in order)
1 Critical 1 Re-establishing employee Necessary to ensure contact is made with
database all employees
2 2 Contact employees Provide appropriate updates
3 3 Ensuring health and wellness of Employees are essential to all continuity
Staff activities
4 Vital 1 Provide counseling service Welfare of all employees
5 2 Administering Payroll and benefits Employee well being and confidence
6 3
7 Necessary 1 Labour relations Ensuring message is understood
8 2 Employee Personnel File Available of employee knowledge and skills
9 3 Providing internal/external
communications
10 Desired 1 Recruiting new staff Identification of requirements to replace
staff.
11 2 Developing job and position
classifications
12 3 Administering learning accounts
BRP, Disaster Services
(780) 415-9483
Sept 24, 2002
8. Annex B
H UMAN R ESOURCES T EAM C HECKLIST
P REPAREDNESS P ROCEDURES
Actions to be taken by all members of the Human Resources Team:
๏ฑ Review the contact information contained in the Business Continuity Plan regularly to
ensure that it is accurate and current
๏ฑ Participate in the annual plan review to ensure that it continues to meet the existing
business objectives and that you are familiar with your plan responsibilities
๏ฑ Maintain your copies of the Business Continuity Plan
๏ฑ Team members must identify and submit any changes (ie, procedures, resource
requirements) to the Human Resources Team Leader
๏ฑ Participate in Business Continuity Training and Awareness training as required
F IRST ALERT P ROCEDURES
Actions to be taken by any member of the Human Resources Team:
๏ฑ Identify disruptive event
๏ฑ If it is an emergency, follow standard building evacuation procedures
๏ฑ Contact a member of the Business Continuity Team and provide detailed information
(name, phone number and location, a description of the disruptive event, any damages
or injuries (if known) and any information regarding attempted or actual alert contacts.
ACTIVATION P ROCEDURES
Action to be taken by the Human Resources Team Leader or Alternate (as required)
๏ฑ Activate Human Resources Team, as required
๏ฑ Liaise with the Business Continuity Team Manager to confirm situation and priorities
O PERATIONAL P ROCEDURES
Actions to be taken by the Human Resources Team
๏ฑ Account for all staff
๏ฑ Notify all staff whose work place has been affected about alternate work instructions
๏ฑ Provide support, as required, to emergency agencies by contacting next of kin
๏ฑ Advise wage staff as to where and how to submit time sheets to ensure that payroll
continues
๏ฑ Assist other business continuity teams with the call-out of additional staff as required.
BRP, Disaster Services
(780) 415-9483
Sept 24, 2002
9. ADMINISTRATIVE P ROCEDURES
Actions to be taken by Human Resources Team Leader or Alternate
๏ฑ Conduct liaison with service providers to ensure that they are aware of the situation and
that they have implemented the appropriate parts of their Business Continuity Plan to
support the operations of the Ministry
๏ฑ Record all personal and/or team expenses incurred during the recovery operation
๏ฑ Submit expense statements and receipts to Financial Team for processing
๏ฑ Document any changes to Standard Operating Procedures, and ensure that temporary
changes do not carry over to normal operations
๏ฑ After the normal operations have been resumed:
o Review all the expense reports and verify that all Team Members have been
reimbursed
o Review all Time Sheets for the Team Members, if and as required, to determine
the need for overtime or compensation
o Compare continuity activities to the existing Continuity Plan and document
updates and changes, as and if required, and forward these changes to the
Business Continuity Team for consideration and amendment action as
appropriate.
BRP, Disaster Services
(780) 415-9483
Sept 24, 2002