Impactsourcing.ph is a social enterprise that aims to alleviate poverty in the Philippines by providing job training and placement for people from disadvantaged communities. It offers a three-level training program covering values, skills, and job support. Impactsourcing.ph will build a database of community members to identify needs and match them with partner businesses. This will help address lack of skills and jobs that trap many in poverty. The goal is for trainees to become long-term, valued employees who positively impact their companies and communities.
Employees and other stakeholders have the opportunity AND the responsibility to serve as our best ambassadors, community representatives and spokespersons. Our Employees are our most precious and largest investment – they are truly our Mission AND our Human Resources. Missy Blankenship
Employees and other stakeholders have the opportunity AND the responsibility to serve as our best ambassadors, community representatives and spokespersons. Our Employees are our most precious and largest investment – they are truly our Mission AND our Human Resources. Missy Blankenship
A presentation to support the workforce in hiring, accommodating and retaining employees with disabilities. Let's focus on ABILITY not disability! Disabled, not disable. Know the difference.
Organizational behavior analysis of microsoft canada inc.Ruth Honey Solomon
The Presentation discusses the two main organizational behaviour issues that were faced by Microsoft Canada Inc. and how they solved the situation and the steps they have taken to avoid occurrence of future incidents.
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Finance want.
A presentation to support the workforce in hiring, accommodating and retaining employees with disabilities. Let's focus on ABILITY not disability! Disabled, not disable. Know the difference.
Organizational behavior analysis of microsoft canada inc.Ruth Honey Solomon
The Presentation discusses the two main organizational behaviour issues that were faced by Microsoft Canada Inc. and how they solved the situation and the steps they have taken to avoid occurrence of future incidents.
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Finance want.
The global profile of poverty has been predominantly rural, young, and undereducated. More than 40 percent of the global poor live in economies affected by fragility, conflict, and violence, and that number is expected to rise to 67 percent in the next decade. Half of the poor are children. Women represent majority of the poor in most regions and among some age groups. About 70 percent of the global poor aged 15 and over have no schooling or only some basic education. Impact sourcing reaches into those populations with opportunities for enduring, meaningful careers that foster hope. If someone has the will, we will teach them the skills.
You might have thought that mentoring was just
one of those HR trendy tools to attract and retain talents
and to remotivate senior managers in your firm.
Well, think again.
This white paper as been designed to give you an
opportunity to reconsider what you may know, or imagine,
about mentoring...
In it, we will discuss and try to illustrate how corporations
can find a balance between their formal structure source
of efficiency and their informal networks source of agility,
and why mentor / mentee networks are such powerful
cultural game changers.
Author: Stéphanie MITRANO PhD
Running Head: ON-BOARDING 1
Running Head: ON-BOARDING 4
On-Boarding
Felicia Griffin
Professor Keith Lipscomb
BUS 325: Global Human Resource Management
February 13, 2019
Onboarding process is a usual process in the recent past in many business organizations. Onboarding seeks to ensure that new employees are easily embedded into the systems as fast as possible. New employees can adjust much more comfortable when they have better employees to ease them in. It helps new employee recruits to adjust to the social and performances. It is mainly aimed at maximizing success. Various vital steps need to be followed in ensuring that new recruits are effectively realigned into the organizational structure.
This is an essential procedure in organizational performances it ensures that new recruits take the shortest time possible to settle and establish better relations with other employees. It is the best way that a business organization can ensure that new recruits concentrate on the primary purpose of the organization rather than focus on how they can settle in their new working environment and social environment.
The onboarding process is an exceptionally chronological process where a beginner follows a given order of events in the organization. The first step is to study the new employee characteristics. It involves understanding their character and their ability to be integrated into the company operations smoothly. This process is very significant because the company can know quite earlier the behavioral adjustment that a given new employee can make to become successful.
The next step in the process is the deployment of newcomer tactics. Within this stage, the new employee develops a relationship with the existing employees within the organization to have a conducive business environment. The next step in the onboarding process is the readjustment of new employee tactics and behavior to conform to organizational culture and be in a position to work effectively towards the achievement of the set organizational goals.
One of the most critical elements of onboarding in a global environment is studying and understanding the characteristics of the new hire to be in a position to know how easy the new recruit will be able to adjust to the organizational culture and its operations. Another vital element in onboarding is the creation of an understanding between new recruits and the already existing employees within the organization to formulate a formidable team that can propel the organization to new heights.
References
Carter, T. (2015). Hire right: the first time: how to improve your recruitment & onboarding process. Journal of Property Management, 80(3), 26-30.
Stephenson, J. (2015). Improve Your Employee Onboarding Process With Seven Storytelling T.
Chapter Ten
Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges
Objectives
After reading this chapter, you should be able to
Discuss the role of training partnerships in developing skills and contributing to local communities.
Discuss the potential legal issues that relate to training.
Develop a program for effectively managing diversity.
Design a program for preparing employees for cross-cultural assignments.
Discuss the importance of career paths and dual career paths for employees and companies.
Develop policies to help employees achieve work-life balance.
Describe how companies are helping veterans develop skills and find employment.
Explain the value of phased retirement programs for older employees.
Training Partnerships Pay Off in Skills and Jobs
Companies, job seekers, and federal and local governments are hoping that training programs can help develop the workforce with the skills necessary for today’s jobs. Central Iowa Works (CIW) is a partnership between employers and workers, public and private funding, and relevant community partners. The purpose of CIW is to close the skills gap from both the employer’s and the job seeker’s perspective. For employers, CIW helps them to recruit and hire qualified workers for jobs in central Iowa. Job seekers get trained and hired for real jobs with opportunities for career advancement. CIW works in partnerships with energy and financial services companies to provide apprenticeship programs. After participating in classroom training and paid work experiences that are part of the apprenticeship programs (sometimes called “earn as you learn”), employees have the skills they need for
page 457
entry-level jobs. Companies benefit by finding better trained employees who are likely to be motivated and reducing turnover.
Techtonic Group, an IT firm in Boulder, Colorado, struggled to fill software development positions because of the lack of individuals with the available skills. Techtonic relied on offshoring app development work to Armenia but found that time zone and language differences and rising salaries made continuing these arrangements difficult and costly. Techtonic saw this as an opportunity to try and build a pipeline of local diverse talent. Techtonic Group created Techtonic Academy to give women, veterans, high school and college dropouts, and at-risk youth who have been historically excluded from technology careers the opportunity to develop skills needed for software development jobs. The company works with Denver and Boulder county workforce agencies to identify applicants. There are over 400 applicants for 15 openings in the program, which runs several times each year. Applicants have to successfully demonstrate that they have the ability to understand fundamental basic software concepts. For applicants who have no software experience, the company offers three online courses prior to their technical screening to help them become familiar with software skills. ...
Strategic Plan 2
Strategic Plan
Trisha Eisele
August 18, 2014
Alfonso Rodriguez
\
Table of Contents
Executive Summary3
Bright Horizon3
Environmental Scan4
Remote Environment4
Industry Environment5
Operating Environment5
Internal Strengths & Weaknesses6
Strategies7
Innovation7
Horizontal Integration8
Product Differentiation8
Implementation Plan9
References16
Executive Summary
Bright Horizons is a company that brings quality early childhood education to children. As Bright Horizons has grown, they have created their own curriculum. It involves math, science, technology, social studies, the arts, cooking, and physical education. They also provide different types of services. They have client-based centers, community centers, elementary schools, after school care programs, and summer camps.
Bright Horizons (2014), states that they “strive to nurture each child’s unique qualities and potential.” As a way to extended this mission statement, I propose to offer tutoring as a part of the after school care program. This way the company can extend its mission statement to older students or past students. It is a way for Bright Horizons to extend their services to past students. Strong partnerships are a key value of Bright Horizons. I recommend that the parents get to choose their child’s tutor through a database of tutors in their area. To match another of Bright Horizons values is the collaboration with employers to build family-friendly workplaces, I recommended that the tutors going to customer’s house. Bright Horizons already has its own University to help aid in the growth of its employees. I recommend that they had more classes to aid in the knowledge of the tutors on staff.
The environmental scan involves many different categories. Through remote environment, Bright Horizons can look at the economics, social, political, technologic, and ecological factors involved in their company. Through this analysis Bright Horizons can continue to be the competitive company that they are within the child-care industry. They are consistently working to bring quality child-care to their cliental. Adding in tutoring services would just expand their strong brand and international connections.
In looking at the implementation plan, it is vital to complete for any and all short-term and long-term successes. The tasks and task ownership are there to help keep everyone accountable to their portion of the plan. This is where directors, assistant directors, and current teachers can aid in the expansion of the service. Milestones are there to have a goal to strive for within the company. Having a beta center gives the company a unique perspective. In aligning resources with the strategic plan, it allows Bright Horizons to fulfill its mission statement in a new and innovated way.Bright Horizon
My strategic plan will be to offer tutoring through the Bright Horizon Company. To ensure the organization’s vision, mission, and people strategies and v.
Chapter
Ten
Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges
Objectives
After reading this chapter, you should be able to
1. Discuss the role of training partnerships in developing skills and contributing to local communities.
2. Discuss the potential legal issues that relate to training.
3. Develop a program for effectively managing diversity.
4. Design a program for preparing employees for cross-cultural assignments.
5. Discuss the importance of career paths and dual career paths for employees and companies.
6. Develop policies to help employees achieve work-life balance.
7. Describe how companies are helping veterans develop skills and find employment.
8. Explain the value of phased retirement programs for older employees.
Training Partnerships Pay Off in Skills and Jobs
Companies, job seekers, and federal and local governments are hoping that training programs can help develop the workforce with the skills necessary for today’s jobs. Central Iowa Works (CIW) is a partnership between employers and workers, public and private funding, and relevant community partners. The purpose of CIW is to close the skills gap from both the employer’s and the job seeker’s perspective. For employers, CIW helps them to recruit and hire qualified workers for jobs in central Iowa. Job seekers get trained and hired for real jobs with opportunities for career advancement. CIW works in partnerships with energy and financial services companies to provide apprenticeship programs. After participating in classroom training and paid work experiences that are part of the apprenticeship programs (sometimes called “earn as you learn”), employees have the skills they need for page 457entry-level jobs. Companies benefit by finding better trained employees who are likely to be motivated and reducing turnover.
Techtonic Group, an IT firm in Boulder, Colorado, struggled to fill software development positions because of the lack of individuals with the available skills. Techtonic relied on offshoring app development work to Armenia but found that time zone and language differences and rising salaries made continuing these arrangements difficult and costly. Techtonic saw this as an opportunity to try and build a pipeline of local diverse talent. Techtonic Group created Techtonic Academy to give women, veterans, high school and college dropouts, and at-risk youth who have been historically excluded from technology careers the opportunity to develop skills needed for software development jobs. The company works with Denver and Boulder county workforce agencies to identify applicants. There are over 400 applicants for 15 openings in the program, which runs several times each year. Applicants have to successfully demonstrate that they have the ability to understand fundamental basic software concepts. For applicants who have no software experience, the company offers three online courses prior to their technical screening to help them be ...
1
Annotated Bibliography
2
Annotated Bibliography
Annotated Bibliography
Al-Khasawneh, A. L. (2014). The Role of Knowledge Resource Diversification Strategy Management in Improving Organizational Learning among Employees at the Commercial Islamic Banks in Jordan. International Business and Management, 8(2),101-111.
The publication by (Al-Khasawneh, 2014) gives invaluable insights on how the process of knowledge and information sharing can be of great importance in making any given organization realize efficiency; this the article highlights with reference to the banking sector. Al-Khasawneh also mentions that the benefits of knowledge resource diversification strategies cut across the entirety of the corporate divide and can be used successfully with any organizational manager that is looking to gain decent returns and maintain customer loyalty. With commercial Islamic banks in Jordan as a sure example, the author mentions that knowledge resource diversification strategy management can only be realized when an organization is willing to spend on Knowledge Management. Even though expensive in the short run, modern knowledge management systems often prove to be beneficial in the long run. Besides, the author recommend that any firm looking to realize knowledge diversification has to come up with a culture within the internal environment that is supportive to knowledge sharing.
Filson, D., & Olfati, S. (2014). The impacts of Gramm–Leach–Bliley bank diversification onvalue and risk. Journal of Banking & Finance, 41, 209-221.
Filson and Olfati, in their publication, give reasons as to why banks diversify their product lines every now and then. The author’s site that most banks diversify their product lines so as to encourage customers to take them up, ie to increase attractiveness and for the sake of helping customers to get customized product packages. Earlier, most banks noted that some customers were hesitant to do business with them solely because they were not sure of the risks involved and were doubtful of whether they would realize the value for their money. Bank diversification approaches such as the Gramm–Leach–Bliley bank come in to accord customers risk transference and better proceeds for their savings and investments.
Lam, T. Y., & Tipping, M. (2016). A case study of the investment yields of high street banks. Journal of Property Investment & Finance, 34(5), 521-534.
In their publication, Lam and Tipping interview various bank administrators on what diversification is all about and how the process is beneficial to banks or any other business. It is quite noteworthy that all the respondents interviewed gave responses that resonated; describing diversification as the process of increasing options for customers i.e. the realization of varied product lines. For most banks and businesses at large, diversification is a top priority because bad performance in or an economic slump affecting any one of the products will not be disastrous.
...
Similar to Impactsourcing.ph Project Brief template (20)
2. Impactsourcing.ph
Poverty Alleviation Thru Impact Sourcing
Poverty is a problem the Philippines has been battling for decades. There have been a lot of efforts from
the government and private sectors to alleviate this issue including housing projects and feeding
programs, however, the decline in poverty has been slow. These charitable works help the poor greatly,
but we can improve our approach to hasten the process of eradicating poverty in this country.
“Give a man a fish and you feed him a day, teach a man how to fish and you feed him a lifetime.”
One of the biggest struggles with the poor is finding decent jobs to get their families out of their
miserable situation. The lack of formal education and training due to poverty is one of the reasons this is
happening. There is a gap in skills needed for them to be employed in better paying jobs. Furthermore,
they are competing with an abundance of workers who are degree qualified.
Impact sourcing is an initiative to bring jobs to these people to make a positive change in their
communities. Impactsourcing.ph is a social enterprise that aims to give people from disadvantaged
backgrounds a fighting chance in the workplace. We will be providing technical training and values
formation to bridge the gap in skills to make them employable. Furthermore, Impactsourcing.ph will
endorse them to partner businesses and providers once they have undergone our training program.
The first step in bringing this to fore is to build a comprehensive database that organized data of
communities to categories such as scholars, degree or non-degree holders, skilled and non-skilled
workers, experienced or non-experienced. This will identify the degree of need of each community for
further training assistance leading to a higher probability of employment. This candidate selection,
screening and client matching will take approximately thirty (30) days from initial engagement with the
community and its leaders. Screening methods based on technical skills, communication skills, and
interest levels will be implemented in order to assess the compatibility with the potential client’s needs.
Impactsourcing.ph also offers follow-up trainings of partner-candidates post-employment. These trainings
proactively assist them to continue being a values-centered and productive employees inside their
companies.
3. OUR UNIQUE VALUE PROPOSITION
1. Commitment to producing Valued Added Workers through Impact Sourcing Values and
Induction Trainings (ISVIT)
This is a mandatory training for all candidates that are part of the database pool. Candidates undergo
enculturation training into the BPO workplace, and gain a better understanding of their roles and
responsibilities as ImpactSourcing candidates.
ImpactSourcing.ph is the result of three-way dialogues between Clients, Communities, Foundations and
ourselves. It makes use of the Bottom-Up Principle of strategically assessing the skills and interests of
partner-candidates, training them with personal values such as work ethics and ‘malasakit’, then finding
clients who have matching needs.
2. Untapped Workforce
Majority of jobs these days require a college degree, no matter what field. Due to the lack of jobs in the
Philippine economy, many college graduates settle for jobs that are not in connection with their initial field
of study. This rings true for candidates in the BPO setting and attributes also to the high attrition rate
being experienced by these companies. Through ImpactSourced candidates, we are able to introduce
more workers into a quickly shrinking pool of qualified and willing candidates for the BPOs.
3. Outsourced HR Vetting and Referral Process
Impactsourcing.ph is a collaboration of professionals from different fields which includes Recruitment and
International Deployment, Manpower Agency, BPO company ownership, Below the Line Marketing,
Business Analytics, and most importantly, a Disadvantaged Community Member who is now in the best
position to help others in the same situation. In order to come up with the best possible filtering and
referral process, we have created the ATE Model. ATE (Assess-Train-Endorse) Model. “ATE” is also a
Filipino term for older sister. In this way, we are encouraging a sense of family and belongingness, a
support system to help candidates navigate their journey into the formal workforce.
4. Corporate Social Responsibility (CSR) Rebranding
Each client that partners with ImpactSourcing.ph has a unique brand of workers which we like to call
“Tatak ImpactSourcing”
ImpactSourcing.ph goes one up on corporate social responsibility. Instead of the usual CSR activities of
donating or purchasing items, we allow companies to have the unique experience of being able to
incorporate CSR into their company culture. Candidate-partners become functional and necessary parts
of the organization.
4. Impactsouring.ph trainings for partner-candidates (initial offerings)
We offer a three-level training program for the candidates who will qualify to be entered in our database
system.
Level 1 Values and Induction
Induction Program – a training cycle aimed in achieving ease of transition of the partner -
candidates from their disadvantaged communities to their particular industry and company work
culture. The Cycle is 2 half day trainings scheduled within 1st month of hiring/ training period.
Personal Values
Character Assessment to Increase Productivity
Instilling a sense of ownership over their work and “malasakit” for their jobs
Level 2 Skills
English communication skills for service industries (BPO’s, Hotels, Restaurants)
Conversational – for job interviews
Customer service – for frontline workers
Relations development
Harmonious Employee- Employer Relations
Level 3 Support and Engagement
Financial Literacy
Opening a bank account
Applying for SSS, PhilHealth, HDMF
Paying taxes
Job application skills workshop
Resume writing
Email etiquette
Job Interview
Leadership
Developing the Leader within
The successful servant-leader
Entrepreneurship
Creating a Business Plan
Basics of Starting your own Business
5. Impactsourcing.ph Team
Noel Ramirez – A youth and community leader for most of his life, Noel has been a GK state coordinator
for Melbourne Australia and had been key to uniting Filipinos from Melbourne in bringing AU$20,000
worth of aid to Yolanda affected areas in the Philippines.
A Financial manager by training, he now comes home from his 10-year stay in Australia to develop
businesses that will help elevate lives of people from disadvantaged communities.
Marielle Aznar- An HR professional by trade, this University of the Philippines (U.P) Alumni is a
consultant of one of the highest-rated HR companies in the country.
An avid youth advocate, Marielle has also been an alumni of the National Youth Congress last December
2013.
Pauleen Ramirez – The loving wife of Noel Ramirez, she left a successful nursing career in Australia to
follow her husband to build businesses in the country that brings livelihood opportunities to disadvantaged
communities. Her service industry background has provided valuable insights in the need of impact
sourcing in the health industry sector.
Miguel Ramirez – Analytical and creative by nature, Miguel is a risk analyst manager in one of the Top
10 Business Process Outsourcing (BPO) firms in the Philippines.
Ralph Romulus Frondoza – An entreprenuer, Ralph has experienced developing small businesses
ranging from retail (RTW’s), sales, and Business Process Outsourcing (BPO). He also served as an
interim public relation officer (PRO) for Youth for Peace Advocacy Movement Inc. (YPAM Inc.)
He is now a speaker and a business consultant for a number of start-up firms.
Impactsourcing.ph partners
Riplemanila
https://www.facebook.com/ripplemanilainc
Community-Partners
GK Gawa-QC
http://gk1world.com/haiyan-stories-
gawa
Client-Partners
Alloutsource.net
6. Interested in being a partner?
We offer these benefits:
*For Impactsourcing.ph partners (partners that offer training, marketing volunteer generation and
management assistance)
Inclusion in all marketing campaign materials
Monthly highlight posts in Impactsourcing Philippines page
(facebook.com/Impactsourcingphilippines)
Monthly highlight posts in Impactsourcing.ph (January 2015 launch)
Promotion in all public events of Impactsourcing.ph
*For Community-Partners
Free attendance in Training Workshops for partner-candidates
Possible endorsement to client companies
Inclusion of organization or foundation in all marketing campaign material
*For Client-Partners
Values centered and proficient workforce
Inclusion in all marketing campaign materials
Monthly highlight posts in Impactsourcing Philippines page
(facebook.com/Impactsourcingphilippines)
Monthly highlight posts in Impactsourcing.ph (January 2015 launch)
Promotion in all public events of Impactsourcing.ph
*More details to follow upon request
__________________________________________________________________
I’m interested in partnering with Impactsourcing.ph in elevating lives of Filipinos in disadvantaged
communities.
Name:
Company:
Position:
Email:
Mobile:
Date: