Human resources proyect
•Download as PPTX, PDF•
0 likes•159 views
The document discusses employee orientation and provides steps to make the process faster and more effective. It recommends covering company documents, providing a strategic and cultural overview of the company, introducing the new employee to the team, and cultivating a relationship with the employee. This helps the new hire contribute more quickly by understanding their role and how it fits within the company culture and larger goals.
Report
Share
Report
Share
Recommended
Human resources proyect
The document discusses employee orientation and provides steps to make the process faster and help new employees contribute more quickly. The steps include covering company documents, providing a strategic overview, giving a cultural education, introducing the new employee to the team, and cultivating the manager-employee relationship. The orientation process aims to onboard new hires effectively and set them up for success by explaining expectations and fostering open communication from the start.
Business communication
This document discusses various topics related to media management including seminars, workshops, conferences, and business etiquettes. It provides information on media management, press releases, press conferences, media interviews, defining seminars, workshops, and conferences. It also discusses different types of business etiquettes for personal interactions, telephone usage, dining, the office, meetings, online communication, and shared workspaces. The overall document serves as a guide for proper conduct and etiquette in professional settings related to media, business, and networking events.
Career counselling &
This document discusses career counseling and career empowerment. It defines career as an individual's future activities related to their chosen occupation based on their abilities. It describes different types of counseling including direct, indirect, problem-centered, and client-centered approaches. The benefits of career counseling include reducing turnover and absenteeism, improving performance, and helping with decision making. Career empowerment involves giving employees freedom and support for decision making. It benefits organizations by increasing creativity, faster decision making, and a more motivated workforce. Challenges can include lack of resources, time, knowledge, communication, and leadership support.
Tna for trng staff 11 29 08
This document discusses employee training needs analysis and performance assessment. It explains that training is used to bridge gaps between existing employee skills/knowledge/attitudes and what is required. A needs assessment identifies performance requirements and any gaps between present and required performance. The document provides guidance on assessing needs for new hires, current employees, and new job positions. It also lists techniques for needs assessment, including analyzing materials, questionnaires, interviews, focus groups, meetings with key informants, observation, tests, and performance assessment.
Career anchor
The document discusses 8 different types of employee motivations: technical/functional competence, autonomy/independence, pure challenge, security/stability, entrepreneurial creativity, service/dedication to a cause, general managerial competence, and lifestyle. For each type, it provides details on what drives that type of employee and recommends the best ways to reward and motivate them. The recommended rewards include opportunities for training and conferences, freedom and autonomy in their work, challenging assignments, appreciation and recognition, opportunities for creativity, assignments related to their values or cause, promotions and salary increases, and flexible schedules and time off.
How to attract and retain the best employees
The document provides tips for attracting and retaining employees. It discusses writing accurate job descriptions, selling the benefits of the organization during interviews, asking competency-based behavioral questions instead of illegal questions, and ensuring new hires are onboarded properly through training and mentorship. Common mistakes made by employers include not focusing on cultural fit, relying solely on interviews, and failing to properly check references or onboard new employees.
Started with the culture, now we are here
This document discusses four things that can help create a great company culture: 1) Hiring people who fit the company culture, 2) Ensuring employees understand the company's values and mission, 3) Recognizing that good ideas can come from anyone, and 4) Fostering a sense that everyone is part of a team. It explains why each of these is important for employee happiness, consistency, and business success. Specific tactics are provided for implementing each cultural element, like creative interview processes and making values prominently visible. In conclusion, the document argues that culture is the most important foundation for a company to build upon.
Motivational speaker
Naseer Khan is top motivational speaker in India who is providing informative and inspirational speeches to clusters of people. Motivational speakers help individuals motivate mental, spiritual, social, physical, financial and career aspects of their lives. Motivational speakers should work hard in maintaining and developing their abilities and verbal communication skills, as this is a vital element of the job. A good motivational speaker should do research to continuously keep up with trends and events regarding the subject matter that they speak about.
Recommended
Human resources proyect
The document discusses employee orientation and provides steps to make the process faster and help new employees contribute more quickly. The steps include covering company documents, providing a strategic overview, giving a cultural education, introducing the new employee to the team, and cultivating the manager-employee relationship. The orientation process aims to onboard new hires effectively and set them up for success by explaining expectations and fostering open communication from the start.
Business communication
This document discusses various topics related to media management including seminars, workshops, conferences, and business etiquettes. It provides information on media management, press releases, press conferences, media interviews, defining seminars, workshops, and conferences. It also discusses different types of business etiquettes for personal interactions, telephone usage, dining, the office, meetings, online communication, and shared workspaces. The overall document serves as a guide for proper conduct and etiquette in professional settings related to media, business, and networking events.
Career counselling &
This document discusses career counseling and career empowerment. It defines career as an individual's future activities related to their chosen occupation based on their abilities. It describes different types of counseling including direct, indirect, problem-centered, and client-centered approaches. The benefits of career counseling include reducing turnover and absenteeism, improving performance, and helping with decision making. Career empowerment involves giving employees freedom and support for decision making. It benefits organizations by increasing creativity, faster decision making, and a more motivated workforce. Challenges can include lack of resources, time, knowledge, communication, and leadership support.
Tna for trng staff 11 29 08
This document discusses employee training needs analysis and performance assessment. It explains that training is used to bridge gaps between existing employee skills/knowledge/attitudes and what is required. A needs assessment identifies performance requirements and any gaps between present and required performance. The document provides guidance on assessing needs for new hires, current employees, and new job positions. It also lists techniques for needs assessment, including analyzing materials, questionnaires, interviews, focus groups, meetings with key informants, observation, tests, and performance assessment.
Career anchor
The document discusses 8 different types of employee motivations: technical/functional competence, autonomy/independence, pure challenge, security/stability, entrepreneurial creativity, service/dedication to a cause, general managerial competence, and lifestyle. For each type, it provides details on what drives that type of employee and recommends the best ways to reward and motivate them. The recommended rewards include opportunities for training and conferences, freedom and autonomy in their work, challenging assignments, appreciation and recognition, opportunities for creativity, assignments related to their values or cause, promotions and salary increases, and flexible schedules and time off.
How to attract and retain the best employees
The document provides tips for attracting and retaining employees. It discusses writing accurate job descriptions, selling the benefits of the organization during interviews, asking competency-based behavioral questions instead of illegal questions, and ensuring new hires are onboarded properly through training and mentorship. Common mistakes made by employers include not focusing on cultural fit, relying solely on interviews, and failing to properly check references or onboard new employees.
Started with the culture, now we are here
This document discusses four things that can help create a great company culture: 1) Hiring people who fit the company culture, 2) Ensuring employees understand the company's values and mission, 3) Recognizing that good ideas can come from anyone, and 4) Fostering a sense that everyone is part of a team. It explains why each of these is important for employee happiness, consistency, and business success. Specific tactics are provided for implementing each cultural element, like creative interview processes and making values prominently visible. In conclusion, the document argues that culture is the most important foundation for a company to build upon.
Motivational speaker
Naseer Khan is top motivational speaker in India who is providing informative and inspirational speeches to clusters of people. Motivational speakers help individuals motivate mental, spiritual, social, physical, financial and career aspects of their lives. Motivational speakers should work hard in maintaining and developing their abilities and verbal communication skills, as this is a vital element of the job. A good motivational speaker should do research to continuously keep up with trends and events regarding the subject matter that they speak about.
Job specification with video
The document discusses job specifications, which describe the knowledge, skills, education, experience, and abilities needed to perform a particular job. A job specification includes the required experience in years, necessary skills, knowledge, and characteristics based on a job analysis. It also lists the required and preferred education levels such as degrees, training, or certifications. An example is provided of a marketing manager job specification detailing responsibilities, experience requirements, education, skills, knowledge, and characteristics.
Job specification
The document discusses job specifications and what they entail. A job specification describes the knowledge, skills, education, experience, and abilities needed to perform a particular job. It includes the required experience such as number of years, skills, knowledge, and characteristics needed based on a job analysis. A sample job specification is provided for a Marketing Manager which outlines the job description, required 10 years of experience including supervising staff, an education requirement of a Bachelor's Degree in Marketing or related field and a Master's preferred, and a list of required skills and knowledge like communication, teamwork, productivity, marketing strategy, and managing campaigns.
Standard procedure for selecting hospitality industry employees
The document discusses employee selection and the process of comparing job candidates' qualifications to the requirements of an open position. The goal is to maintain or increase organizational efficiency by selecting the most suitable candidates. Selection involves comparing employee characteristics to the job model or standard. There are three main models: model fitting for a single candidate, model selection for multiple candidates and one vacancy, and model classification for multiple candidates and vacancies. Effective selection tools like applications and weighted applications can help predict an applicant's potential workplace success by collecting verifiable background data and determining links to job performance.
Reference check and background
This document discusses reference checks and background checks that employers conduct during the hiring process. It defines reference checks as contacting past employers, schools, and colleges to learn more about an applicant's job history and qualifications. It provides sample reference check questions employers may ask. Background checks verify details on a resume like dates of employment, education, and can include credit checks and criminal history checks. The document advises being truthful on applications and preparing for potential questions to avoid issues if inconsistencies are found during the verification process.
Organization chart
La organización está encabezada por Gabriel Guzman Romero como Gerente General. Reportan directamente a él el Gerente Administrativo y el Chef Ejecutivo. El Chef Ejecutivo supervisa al personal de cocina incluyendo al Chef de Partie y Commis, mientras que el Gerente Administrativo supervisa al Cajero, Maitre, Hostess, Meseros, Runner, Barista y áreas de limpieza, compras y almacén.
TESTING
Tests are used to assess qualities and characteristics that can predict job performance. To be useful, tests must be standardized, reliable by providing similar results over multiple administrations, and valid by reflecting performance on the job. There are several types of tests used in hiring such as general knowledge tests related to the position, oral and written tests, performance tests, and psychological tests assessing abilities, intelligence, and personality. Research is also conducted to check an applicant's job history, family background, criminal history, economic conditions, and references. A medical exam evaluates an applicant's physical health and ability to perform job duties without risk of injury.
Hrm first lesson slide presentation
Human resources management involves attracting, selecting, orienting, training, developing, and evaluating an organization's most important resource - its employees. It includes critical functions like creating job descriptions and specifications, advertising positions, handling payroll and benefits, and ensuring compliance with local laws. The human resources manager acts as a social counselor, arbitrator, mediator, contact person, negotiator, teacher, and lawyer. They must integrate personnel aspects with the economic and financial strategies of the organization using knowledge of administration, law, psychology, pedagogy, and social problems. The human resources manager advises management on developing staff and coordinating between departments. They are often internally promoted and must understand diverse company cultures to effectively support the business. Tre
Recruitment 5
The document discusses employee induction and orientation programs. It explains that orientation is the first step for new employees to familiarize themselves with the work environment, policies, culture and people. The Toyota orientation program is then described in detail over four days, with a focus on communication training, teamwork, problem solving and health and safety. The goal of the program is to socialize new employees and ensure they understand and adopt Toyota's values and mission around quality.
Hr roles in Creating Corporate Culture
“I think as a company, if you can get those two things right — having a clear direction on what you are trying to do and bringing in great people who can execute on the stuff — then you can do pretty well.”
– Mark Zuckerberg, CEO, Facebook
Resume and Cover Letter Writing for Greek Life Members
This document provides guidance on resumes, cover letters, and interviews for Greek life members. It recommends that resumes be concise, tailored, and highlight relevant skills and achievements. The STAR method is introduced to describe accomplishments using situation, task, action, and result. Cover letters should connect the applicant's experience to the job and ask for an interview. Interview preparation includes knowing one's skills, researching the organization, and defining career goals. Resources like Vault.com and Indeed.com are also listed.
People Culture - Whats it all about?
These slides compliment the webinar titled "People Culture - Whats it all about" presented by Paul Addy from Positive People HR.
Withing the webinar, Paul explores:
* What company culture is and how to better define it
* Articulating what the drivers of an engaged team are
* Some of the tools available to measure your employee engagement and your people culture
To listen to the full webinar recording, please visit http://shorebird-rpo.com/free-webinars/item/people-culture-whats-it-all-about
Engage, Communicate & Act: Getting the most from your Team
This whitepaper provides an overview of the Engagement Diamond and the Cycle of Engagement as the key mechanisms to engage, communicate and act to get more from your team, branch, department, organisation or board
Investors in People staff info session
Information for front-line staff relating to being selected for interview for IIP. Includes What is IIP, Why Me? and what to expect?
140128 ps-ritc final reference guide
This document provides a summary of key considerations for employers seeking to attract, select, and employ Aboriginal Australians. It covers clarifying objectives, developing an inclusive workplace culture through buy-in and cultural awareness training, building trust and confidentiality, preparing the workplace and employees, and understanding Aboriginal culture and family obligations. The information is presented as a checklist to support employers through potential challenges of employment initiatives for Aboriginal Australians.
Internal brand Management
Internal branding is the process of aligning an organization around a brand through strategic processes that empower employees to consistently deliver the appropriate customer experience. It refers to activities that ensure staff buy-in to both the corporate culture and specific brand personality. The key is for employees to understand the external brand promise and how they can help deliver it through their work. Factors like organizational structure, culture, leadership, communication, and trust impact internal branding success. HR plays an important role in onboarding, training, performance management, and rewarding behaviors that support the brand, but creating culture is ultimately the responsibility of senior management with input from all levels of the organization.
Group project presenting_marketing_plan_fall_2013
This document provides guidance for students presenting the final marketing project to their client. It emphasizes:
- Introducing the client, objectives, and context clearly.
- Using a professional and clear presentation style with varied visual aids like PowerPoint and handouts to enhance understanding.
- Emphasizing the value and importance of the client's mission and strengths over weaknesses.
- Interacting respectfully and answering questions thoughtfully.
The presentation will be evaluated on understanding of the client, clarity of information, and professionalism. Students are encouraged to sell the client and make the best use of their time.
Driving a Positive Culture: Giving Your Employees a Sense of Belonging
Join Alysha M. Campbell, Founder and CEO of CultureShift, as she discusses strategies to expand your knowledge on ways to foster a positive workplace culture and give your employees the connection they need.
Career planning skills
The document discusses career planning and what employers look for in candidates. It outlines the career planning process as exploring interests and abilities, researching careers, narrowing options, getting training, and beginning a job search. Employers prioritize communication skills, personality development, and knowledge/skills. Effective communication includes listening, choosing topics, body language, and assertiveness. Good communication techniques are reducing jargon, using humor/stories, asking for feedback, and varying speech delivery.
Career Planning skills for college students.ppt
The document discusses the career planning process and what employers look for in candidates. It outlines the typical steps in career planning, including exploring interests and abilities, researching careers, narrowing options, getting training, and beginning a job search. Employers prioritize communication skills, personality development, and knowledge/skill sets in candidates. Effective communication involves listening, choosing topics, body language, and assertiveness. Time management and teamwork are also important skills. The document provides tips for creating an effective CV and covering letter to apply for jobs.
10.7
This document discusses developing training programs for staff. It explains that training programs are important for both new and veteran staff. For new staff, training helps them feel supported, boosts their confidence, and reduces mistakes. For veteran staff, training helps them maintain skills and enthusiasm, introduces new methods, and keeps the organization dynamic. The document recommends conducting new staff training as part of orientation and providing ongoing training for veteran staff throughout the organization's life. It also outlines key steps for planning, conducting, and evaluating effective staff training programs.
Seminar 4. present impressive self intrtoduction ppt rev. 9.12.18
In Seminar #4 You will learn more about how to articulate your skills, strengths and accomplishments and increase your chances of getting interviewed.
Hiring for Cultural Fit: How to Create A Happier, More Loyal Workforce
In this webinar, OnPoint Consulting Managing Partner Darleen DeRosa will guide hiring managers through the art of assessing employees for cultural fit—that intangible factor that often determines whether they’ll stay for the long haul or move on after six months.
More Related Content
Viewers also liked
Job specification with video
The document discusses job specifications, which describe the knowledge, skills, education, experience, and abilities needed to perform a particular job. A job specification includes the required experience in years, necessary skills, knowledge, and characteristics based on a job analysis. It also lists the required and preferred education levels such as degrees, training, or certifications. An example is provided of a marketing manager job specification detailing responsibilities, experience requirements, education, skills, knowledge, and characteristics.
Job specification
The document discusses job specifications and what they entail. A job specification describes the knowledge, skills, education, experience, and abilities needed to perform a particular job. It includes the required experience such as number of years, skills, knowledge, and characteristics needed based on a job analysis. A sample job specification is provided for a Marketing Manager which outlines the job description, required 10 years of experience including supervising staff, an education requirement of a Bachelor's Degree in Marketing or related field and a Master's preferred, and a list of required skills and knowledge like communication, teamwork, productivity, marketing strategy, and managing campaigns.
Standard procedure for selecting hospitality industry employees
The document discusses employee selection and the process of comparing job candidates' qualifications to the requirements of an open position. The goal is to maintain or increase organizational efficiency by selecting the most suitable candidates. Selection involves comparing employee characteristics to the job model or standard. There are three main models: model fitting for a single candidate, model selection for multiple candidates and one vacancy, and model classification for multiple candidates and vacancies. Effective selection tools like applications and weighted applications can help predict an applicant's potential workplace success by collecting verifiable background data and determining links to job performance.
Reference check and background
This document discusses reference checks and background checks that employers conduct during the hiring process. It defines reference checks as contacting past employers, schools, and colleges to learn more about an applicant's job history and qualifications. It provides sample reference check questions employers may ask. Background checks verify details on a resume like dates of employment, education, and can include credit checks and criminal history checks. The document advises being truthful on applications and preparing for potential questions to avoid issues if inconsistencies are found during the verification process.
Organization chart
La organización está encabezada por Gabriel Guzman Romero como Gerente General. Reportan directamente a él el Gerente Administrativo y el Chef Ejecutivo. El Chef Ejecutivo supervisa al personal de cocina incluyendo al Chef de Partie y Commis, mientras que el Gerente Administrativo supervisa al Cajero, Maitre, Hostess, Meseros, Runner, Barista y áreas de limpieza, compras y almacén.
TESTING
Tests are used to assess qualities and characteristics that can predict job performance. To be useful, tests must be standardized, reliable by providing similar results over multiple administrations, and valid by reflecting performance on the job. There are several types of tests used in hiring such as general knowledge tests related to the position, oral and written tests, performance tests, and psychological tests assessing abilities, intelligence, and personality. Research is also conducted to check an applicant's job history, family background, criminal history, economic conditions, and references. A medical exam evaluates an applicant's physical health and ability to perform job duties without risk of injury.
Hrm first lesson slide presentation
Human resources management involves attracting, selecting, orienting, training, developing, and evaluating an organization's most important resource - its employees. It includes critical functions like creating job descriptions and specifications, advertising positions, handling payroll and benefits, and ensuring compliance with local laws. The human resources manager acts as a social counselor, arbitrator, mediator, contact person, negotiator, teacher, and lawyer. They must integrate personnel aspects with the economic and financial strategies of the organization using knowledge of administration, law, psychology, pedagogy, and social problems. The human resources manager advises management on developing staff and coordinating between departments. They are often internally promoted and must understand diverse company cultures to effectively support the business. Tre
Viewers also liked (7)
Standard procedure for selecting hospitality industry employees
Standard procedure for selecting hospitality industry employees
Similar to Human resources proyect
Recruitment 5
The document discusses employee induction and orientation programs. It explains that orientation is the first step for new employees to familiarize themselves with the work environment, policies, culture and people. The Toyota orientation program is then described in detail over four days, with a focus on communication training, teamwork, problem solving and health and safety. The goal of the program is to socialize new employees and ensure they understand and adopt Toyota's values and mission around quality.
Hr roles in Creating Corporate Culture
“I think as a company, if you can get those two things right — having a clear direction on what you are trying to do and bringing in great people who can execute on the stuff — then you can do pretty well.”
– Mark Zuckerberg, CEO, Facebook
Resume and Cover Letter Writing for Greek Life Members
This document provides guidance on resumes, cover letters, and interviews for Greek life members. It recommends that resumes be concise, tailored, and highlight relevant skills and achievements. The STAR method is introduced to describe accomplishments using situation, task, action, and result. Cover letters should connect the applicant's experience to the job and ask for an interview. Interview preparation includes knowing one's skills, researching the organization, and defining career goals. Resources like Vault.com and Indeed.com are also listed.
People Culture - Whats it all about?
These slides compliment the webinar titled "People Culture - Whats it all about" presented by Paul Addy from Positive People HR.
Withing the webinar, Paul explores:
* What company culture is and how to better define it
* Articulating what the drivers of an engaged team are
* Some of the tools available to measure your employee engagement and your people culture
To listen to the full webinar recording, please visit http://shorebird-rpo.com/free-webinars/item/people-culture-whats-it-all-about
Engage, Communicate & Act: Getting the most from your Team
This whitepaper provides an overview of the Engagement Diamond and the Cycle of Engagement as the key mechanisms to engage, communicate and act to get more from your team, branch, department, organisation or board
Investors in People staff info session
Information for front-line staff relating to being selected for interview for IIP. Includes What is IIP, Why Me? and what to expect?
140128 ps-ritc final reference guide
This document provides a summary of key considerations for employers seeking to attract, select, and employ Aboriginal Australians. It covers clarifying objectives, developing an inclusive workplace culture through buy-in and cultural awareness training, building trust and confidentiality, preparing the workplace and employees, and understanding Aboriginal culture and family obligations. The information is presented as a checklist to support employers through potential challenges of employment initiatives for Aboriginal Australians.
Internal brand Management
Internal branding is the process of aligning an organization around a brand through strategic processes that empower employees to consistently deliver the appropriate customer experience. It refers to activities that ensure staff buy-in to both the corporate culture and specific brand personality. The key is for employees to understand the external brand promise and how they can help deliver it through their work. Factors like organizational structure, culture, leadership, communication, and trust impact internal branding success. HR plays an important role in onboarding, training, performance management, and rewarding behaviors that support the brand, but creating culture is ultimately the responsibility of senior management with input from all levels of the organization.
Group project presenting_marketing_plan_fall_2013
This document provides guidance for students presenting the final marketing project to their client. It emphasizes:
- Introducing the client, objectives, and context clearly.
- Using a professional and clear presentation style with varied visual aids like PowerPoint and handouts to enhance understanding.
- Emphasizing the value and importance of the client's mission and strengths over weaknesses.
- Interacting respectfully and answering questions thoughtfully.
The presentation will be evaluated on understanding of the client, clarity of information, and professionalism. Students are encouraged to sell the client and make the best use of their time.
Driving a Positive Culture: Giving Your Employees a Sense of Belonging
Join Alysha M. Campbell, Founder and CEO of CultureShift, as she discusses strategies to expand your knowledge on ways to foster a positive workplace culture and give your employees the connection they need.
Career planning skills
The document discusses career planning and what employers look for in candidates. It outlines the career planning process as exploring interests and abilities, researching careers, narrowing options, getting training, and beginning a job search. Employers prioritize communication skills, personality development, and knowledge/skills. Effective communication includes listening, choosing topics, body language, and assertiveness. Good communication techniques are reducing jargon, using humor/stories, asking for feedback, and varying speech delivery.
Career Planning skills for college students.ppt
The document discusses the career planning process and what employers look for in candidates. It outlines the typical steps in career planning, including exploring interests and abilities, researching careers, narrowing options, getting training, and beginning a job search. Employers prioritize communication skills, personality development, and knowledge/skill sets in candidates. Effective communication involves listening, choosing topics, body language, and assertiveness. Time management and teamwork are also important skills. The document provides tips for creating an effective CV and covering letter to apply for jobs.
10.7
This document discusses developing training programs for staff. It explains that training programs are important for both new and veteran staff. For new staff, training helps them feel supported, boosts their confidence, and reduces mistakes. For veteran staff, training helps them maintain skills and enthusiasm, introduces new methods, and keeps the organization dynamic. The document recommends conducting new staff training as part of orientation and providing ongoing training for veteran staff throughout the organization's life. It also outlines key steps for planning, conducting, and evaluating effective staff training programs.
Seminar 4. present impressive self intrtoduction ppt rev. 9.12.18
In Seminar #4 You will learn more about how to articulate your skills, strengths and accomplishments and increase your chances of getting interviewed.
Hiring for Cultural Fit: How to Create A Happier, More Loyal Workforce
In this webinar, OnPoint Consulting Managing Partner Darleen DeRosa will guide hiring managers through the art of assessing employees for cultural fit—that intangible factor that often determines whether they’ll stay for the long haul or move on after six months.
Positive work environment
This document discusses how to create a positive work environment. It defines a positive work environment and lists 10 elements that contribute to one, including strategic elements like vision/values and leadership, and operational elements like recruitment/selection and performance management. It also covers motivation theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, and ways to build a positive environment such as building trust, communicating openly, expecting the best from staff, and recognizing accomplishments. Signs of positive and negative work environments are also contrasted.
Cultivating Company Culture in Your Practice
This document discusses cultivating company culture in physical therapy practices. It defines company culture and explains why it is important. Some key points include: company culture is the personality and beliefs that guide how a business operates; a poor culture can make employees unhappy and unproductive, costing businesses over $300 billion per year; and businesses with cultures loved by all stakeholders tend to be more successful. The document provides tips for practices to identify core values, document culture, hire for cultural fit, and bring the culture to life.
Final pp
This document discusses various aspects of professional communication and business writing. It covers topics such as [1] the purpose and forms of communication, [2] cultural differences that can impact communication styles, [3] common types of business writing like letters, memos, reports and presentations, [4] principles of effective presenting, and [5] the meaning of ethics and its importance in business. The overall message is the importance of understanding communication differences across cultures and using appropriate channels and styles for different business writing needs.
Human Resources: Insights from the Field (Jeff Kiely)
Jeff Kiely shares insights from his 29 years of experience leading regional development organizations. He discusses the importance of human resources as an organization's top asset and emphasizes selecting talented and motivated employees. Kiely also stresses developing employees through onboarding, managing, and ongoing training to polish this valuable asset. Some key lessons include focusing on personal connections with employees, nurturing a supportive work environment, prioritizing the organization's mission, and ensuring clear and considerate communication.
CILIP Professional Registration: An Investment in Your Professional Future
This document discusses CILIP Professional Registration and the different levels - Certification, Chartership, and Fellowship. It explains that Certification is for those at the beginning of their career, Chartership is for members with professional experience, and Fellowship is the highest level requiring a significant contribution to the profession. The assessment criteria for each level are also outlined, including personal performance, organizational context, and wider professional evaluation. Advice is provided on the assessment process, including reading the criteria carefully, annotating evidence, keeping submissions legal, and including enough evidence to meet the criteria. The importance of reflective writing is emphasized throughout.
Similar to Human resources proyect (20)
Resume and Cover Letter Writing for Greek Life Members
Resume and Cover Letter Writing for Greek Life Members
Engage, Communicate & Act: Getting the most from your Team
Engage, Communicate & Act: Getting the most from your Team
Driving a Positive Culture: Giving Your Employees a Sense of Belonging
Driving a Positive Culture: Giving Your Employees a Sense of Belonging
Seminar 4. present impressive self intrtoduction ppt rev. 9.12.18
Seminar 4. present impressive self intrtoduction ppt rev. 9.12.18
Hiring for Cultural Fit: How to Create A Happier, More Loyal Workforce
Hiring for Cultural Fit: How to Create A Happier, More Loyal Workforce
Human Resources: Insights from the Field (Jeff Kiely)
Human Resources: Insights from the Field (Jeff Kiely)
CILIP Professional Registration: An Investment in Your Professional Future
CILIP Professional Registration: An Investment in Your Professional Future
More from Rick Herrera
Quizz
Human Capital refers to the knowledge, skills, abilities and other attributes in people that are valuable to an organization. It is represented in the intellectual capital chart along with structural capital and customer capital. The total value chart shows how application of human capital, structural capital and customer capital contribute to the total value of an organization. The document provided is an employment application form seeking personal and educational details of an applicant as well as job history, references and health information.
Mafer interview
The document discusses the importance of job interviews in the hiring process and best practices for conducting effective interviews. It notes that structured interviews following a standardized format are more reliable and valid than unstructured interviews. It also recommends training interviewers to minimize biases, ask relevant questions, evaluate candidates consistently based on job requirements, and avoid making quick judgments. Specific tips for job seekers include preparing a simple but complete resume, being honest, maintaining eye contact, and emphasizing one's values and potential contributions to the employer.
Training
The document discusses the benefits of training for organizations and employees. It states that training improves worker qualities and productivity, leading to greater profits for companies. The training programs provide knowledge to allow workers to perform their jobs and solve problems. Some key benefits of training mentioned are higher profitability, improved job knowledge at all levels, faster decision making, and the development of leaders. The objectives of training are to increase productivity, quality, indirect benefits like remuneration, prevent obsolescence, and support personal development.
Ppp testing original
Tests are used to assess qualities and characteristics through observation and classification. To be useful, tests must be standardized, reliable, and valid. There are oral, written, and performance tests, as well as aptitude, intelligence, and personality tests administered by psychologists. Personality tests are commonly used by human resources departments. Background research checks an applicant's job history, family history, economic conditions, and recommendation letters. Medical exams check for contagious diseases, normal senses, and defects that could cause accidents to determine if a candidate is suitable for a job. Interviews are also part of the testing process.
Reference check and background
This document discusses reference checks and background checks that employers conduct during the hiring process. It defines reference checks as contacting past employers, schools, and colleges to learn more about an applicant's job history and qualifications. It provides sample reference check questions employers may ask. Background checks verify details on a resume like dates of employment, education, and can include credit checks and criminal history checks. The document advises being truthful on applications and preparing for potential questions to avoid issues if inconsistencies are found during the verification process.
Performance appraisal
Performance appraisals evaluate an employee's job performance in terms of quality, quantity, cost, and time, as determined by their manager or supervisor. It involves analyzing an employee's recent work, strengths/weaknesses, and potential for promotion or further training. Performance appraisals are linked to material outcomes, as poor performance may result in a pay cut, while excellent performance leads to a pay rise. However, using appraisals to justify rewards and penalties is uncertain and controversial. Generally, appraisals aim to provide feedback, identify training needs, document criteria for organizational rewards, and inform personnel decisions and development. Common appraisal methods include numerical ratings, multi-source feedback, behavioral observations, and behaviorally anchored scales.
Performance appraisal
This document discusses performance appraisal methods in human resources. It examines ways to evaluate employees' quality, quantity, cost and time contributions and analyze successes, failures, strengths and weaknesses. The objectives of performance appraisals are to provide feedback, identify needs, form a basis for communication, and enable improvement. Popular appraisal methods include numerical rating systems, 360-degree feedback, management by objectives, behavioral observation scales, and behaviorally anchored rating scales.
What are unions
Unions negotiate collective bargaining agreements or union contracts with employers on behalf of union members. A union contract establishes terms of employment such as wages, benefits, hours, and grievance procedures. It is a legally binding agreement that aims to improve worker status while keeping the employer in business. If employers violate contract terms, unions can file grievances and potentially take disputes to arbitration. The goal of a union contract is to provide consistent rules and protections for all union workers.
Ea ps briefing
Employee Assistance Programs (EAPs) are benefit programs offered by employers to help employees deal with personal problems affecting their work. EAPs provide support for issues like substance abuse, family/relationship problems, legal/financial concerns, and aging parents. Services are usually free and confidential. Studies show EAPs can lower costs and increase productivity by improving employee health and reducing absenteeism and turnover. However, targets of workplace bullying should be wary of EAPs as managers may view use of EAPs as weakness and some EAP counselors do not properly address bullying by managers. EAPs also may not actually help targets being disciplined or dismissed due to fabricated performance issues resulting from the bullying.
10.11.24 employee safety briefing
Management Enhance Employee Safety in the Workplace
The document discusses how companies can enhance employee safety in the workplace. It notes that accidents lead to decreased morale, productivity, and increased costs. To prevent accidents, companies should train employees on hazards, develop safety procedures, and ensure compliance with regulations. Methods to improve safety include safety meetings, committees to address unsafe conditions, and rewards for reducing accidents. Topics to address include emergency plans, personal safety policies, injury procedures, equipment access, and monitoring problematic employees. Overall, companies need to create safety awareness, provide training and protective equipment, and regularly monitor and update safety procedures.
An organizational chart is a visual communication tool
An organizational chart is a visual tool that outlines management control and structure within a company. It shows reporting relationships and relative ranks between positions. Organizational charts are useful for communication, workforce planning, change management, and restructuring. They provide benefits such as displaying basic employee information, making large amounts of data easier to understand visually, and serving as a framework for managing change and planning.
Recruitment briefing
Recruitment involves attracting suitable candidates for open positions using various techniques. Internal recruitment focuses on promoting or transferring current employees, while external recruitment considers outside candidates. Common recruitment sources include internal employee referrals, external employment agencies, educational institutions, and advertising through media like newspapers, radio, television, and professional networks on the internet.
Recruitment
This document discusses recruitment techniques and processes. It defines recruitment as the set of procedures used to attract suitable candidates to fill positions in an organization. The recruitment process begins with searching for candidates and ends when applications are received. There are internal recruitment methods which fill vacancies with current employees, and external recruitment which attracts new candidates from outside the organization. The document also outlines various recruitment sources and techniques including job boards, agencies, universities, job fairs, and professional social networks. It notes that new recruiting trends involve interacting with candidates on the web through profiles, networking, and social media.
Recruitment
This document discusses recruitment techniques and processes. It defines recruitment as the set of procedures used to attract suitable candidates to fill positions in an organization. The recruitment process begins with searching for candidates and ends when applications are received. There are internal recruitment methods which fill vacancies with current employees, and external recruitment which attracts new candidates from outside the organization. The document also outlines various recruitment sources and techniques including job boards, agencies, universities, job fairs, and professional social networks. It notes that new recruiting trends involve interacting with candidates on the web through profiles, networking, and social media.
Recruitment
The document discusses recruitment, which is defined as the process of attracting suitable candidates for open positions. It outlines the relationship between organizations and the labor market, and details the typical steps in human resource planning including internal investigation of needs and external research of available candidates. Common recruitment techniques are described such as using internal promotions or external sources like employment agencies, educational institutions, job fairs, and professional social networks. New trends in recruitment utilizing online tools are also mentioned.
Job specification
The document discusses job specifications, which describe the knowledge, skills, education, experience, and abilities needed to perform a particular job. A job specification includes the required experience in years, necessary skills, knowledge, and characteristics based on a job analysis. It also lists the required and preferred education levels such as degrees, training, or certifications. An example is provided of a marketing manager job specification detailing responsibilities, experience requirements, education, skills, knowledge, and characteristics.
The changing face of the hrm function presentation1
The document discusses the evolution of the human resource management (HRM) function and managing human capital and knowledge. It traces the changing roles of HRM from welfare departments to strategic contributors that manage knowledge and human capital. It also discusses key challenges for HRM like employer branding, increasing legislation, and motivation/retention. For the tourism and hospitality industry specifically, it notes challenges like high labor turnover, poor training, and discrimination. The document emphasizes the importance of accurately measuring human capital and intellectual capital as drivers of competitive advantage. It also discusses concepts like empowerment, corporate culture, and the characteristics of service-based organizations.
Lesson 4
This document discusses the human resource management function of job analysis. It explains that job analysis involves forecasting human resource needs, gathering job information through worker interviews and observations, and analyzing the data to develop job descriptions and specifications. Job descriptions provide detailed statements of duties and tasks, while job specifications outline the qualifications like skills, education, and experience required to perform the job.
More from Rick Herrera (20)
An organizational chart is a visual communication tool
An organizational chart is a visual communication tool
The changing face of the hrm function presentation1
The changing face of the hrm function presentation1
Recently uploaded
一比一原版新西兰奥塔哥大学毕业证（otago毕业证）如何办理
一模一样【微信：A575476】【新西兰奥塔哥大学毕业证（otago毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
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.
The latest Heat Pump Manual from Newentide
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Call 8867766396 Satta Matka Dpboss Matka Guessing Satta batta Matka 420 Satta...
CALL 8867766396 SATTA MATKA | DPBOSS | KALYAN MAIN BAZAR | FAST MATKA | DPBOSS GUESSING | TARA MATKA | KALYAN CHART | MATKA BOSS
3 Simple Steps To Buy Verified Payoneer Account In 2024
Buy Verified Payoneer Account: Quick and Secure Way to Receive Payments
Buy Verified Payoneer Account With 100% secure documents, [ USA, UK, CA ]. Are you looking for a reliable and safe way to receive payments online? Then you need buy verified Payoneer account ! Payoneer is a global payment platform that allows businesses and individuals to send and receive money in over 200 countries.
If You Want To More Information just Contact Now:
Skype: SEOSMMEARTH
Telegram: @seosmmearth
Gmail: seosmmearth@gmail.com
Building Your Employer Brand with Social Media
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.
Digital Marketing with a Focus on Sustainability
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
Easily Verify Compliance and Security with Binance KYC
Use our simple KYC verification guide to make sure your Binance account is safe and compliant. Discover the fundamentals, appreciate the significance of KYC, and trade on one of the biggest cryptocurrency exchanges with confidence.
Creative Web Design Company in Singapore
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...
The Strategy Implementation System offers a structured approach to translating stakeholder needs into actionable strategies using high-level and low-level scorecards. It involves stakeholder analysis, strategy decomposition, adoption of strategic frameworks like Balanced Scorecard or OKR, and alignment of goals, initiatives, and KPIs.
Key Components:
- Stakeholder Analysis
- Strategy Decomposition
- Adoption of Business Frameworks
- Goal Setting
- Initiatives and Action Plans
- KPIs and Performance Metrics
- Learning and Adaptation
- Alignment and Cascading of Scorecards
Benefits:
- Systematic strategy formulation and execution.
- Framework flexibility and automation.
- Enhanced alignment and strategic focus across the organization.
DearbornMusic-KatherineJasperFullSailUni
My powerpoint presentation for my Music Retail and Distribution class at Full Sail University
Best Forex Brokers Comparison in INDIA 2024
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
Part 2 Deep Dive: Navigating the 2024 Slowdown
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Best Competitive Marble Pricing in Dubai - ☎ 9928909666
Stone Art Hub offers the best competitive Marble Pricing in Dubai, ensuring affordability without compromising quality. With a wide range of exquisite marble options to choose from, you can enhance your spaces with elegance and sophistication. For inquiries or orders, contact us at ☎ 9928909666. Experience luxury at unbeatable prices.
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...❼❷⓿❺❻❷❽❷❼❽ Dpboss Kalyan Satta Matka Guessing Matka Result Main Bazar chart
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Final ank Satta Matka Dpbos Final ank Satta Matta Matka 143 Kalyan Matka Guessing Final Matka Final ank Today Matka 420 Satta Batta Satta 143 Kalyan Chart Main Bazar Chart vip Matka Guessing Dpboss 143 Guessing Kalyan night Recently uploaded (20)
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Call 8867766396 Satta Matka Dpboss Matka Guessing Satta batta Matka 420 Satta...
Call 8867766396 Satta Matka Dpboss Matka Guessing Satta batta Matka 420 Satta...
3 Simple Steps To Buy Verified Payoneer Account In 2024
3 Simple Steps To Buy Verified Payoneer Account In 2024
Easily Verify Compliance and Security with Binance KYC
Easily Verify Compliance and Security with Binance KYC
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Best Competitive Marble Pricing in Dubai - ☎ 9928909666
Best Competitive Marble Pricing in Dubai - ☎ 9928909666
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...
Human resources proyect
- 2. INTRODUCTION What means orientation? • Help your employee make substantive contributions much sooner. • Make the process of training more faster. • Prepared you're audience.
- 3. STEPS 1. Cover company documents 2. Give and strategic overview 3. Give a cultural education 4. Introduce the new employee 5. Cultivate your relationship
- 4. • Cover company Documents: On this process you have to make sure the employee has signed all the hire paperwork. • Give a Strategic Overview. You have to explain to your hire people your view of how they fit in to the bigger structure.
- 5. • Give a Cultural Education. Teach the employee about the corporate culture and talk about your company's vision and values. a) Training • Introduce the New Employee. You should personally introduce the employee to all the members of the team, explaining each person's role and how their roles are linked to each other. a) Focus on the team
- 6. • Cultivate Your Relationship. Make constantly conversations to establish the types, quality, and general information you need from the employee and find out what the employee needs from you
- 7. MASLOW TEORY
- 8. Some things that you could have doing this process are: • You are demonstrating that you care about the employee's experience on your team and with the company. • You are establishing open communication as the basis for your relationship with the employee. • You are giving the employee an opportunity to learn about your management style at the outset while you are also getting to know the employee better. • you are showing the employee the best of your corporate culture that you value employee contributions and support a productive work environment. Benefits