Every business organization will agree that most valuable asset for an organization will be Human Resources and we cannot measure the appropriate value of Human resources in monetary terms (Instead of Human Resource accounting methods are available). So we need to provide proper appraisal system or performance measurement system for the employees in order to measure their performance and provide satisfactory and equal benefits to all the employees. Proper appraisal system will help the organization to share the profits with the employees in a scientific way. So I have made a small contribution towards the employees appraisal system for RETAIL STORES.
Every business organization will agree that most valuable asset for an organization will be Human Resources and we cannot measure the appropriate value of Human resources in monetary terms (Instead of Human Resource accounting methods are available). So we need to provide proper appraisal system or performance measurement system for the employees in order to measure their performance and provide satisfactory and equal benefits to all the employees. Proper appraisal system will help the organization to share the profits with the employees in a scientific way. So I have made a small contribution towards the employees appraisal system for RETAIL STORES.
We are professionals in academic writing for all fields and levels of study. We have a team of professionals with relevant knowledge and experience suitable for writing top-notch assignments. With us, you also enjoy 24/7 customer support, delivery within deadlines and affordable rates. Do not hesitate to contact us.
The presentation would help understand the science behind Incentives covering the various aspects of it with giving a brief idea on creating an effective incentives plan
Bonus - compensation management - Manu Melwin Joymanumelwin
Bonus pay is compensation over and above the amount of pay specified as a base salary or hourly rate of pay. The base amount of compensation is specified in the employee offer letter, in the employee personnel file, or in a contract.
An incentive is something that motivates an individual to perform an action. The study of incentive structures is central to the study of all economic activities (both in terms of individual decision-making and in terms of co-operation and competition within a larger institutional structure).
How to accelerate your commissionable sales ?HarinarayanDas3
Management faces a constant problem in developing a solid incentive plan for sales staff. The work at hand is to ensure that the company's objectives are translated into sales goals, which are then reflected in the commission plans created for you.
For decades, sales commission has been the driving force behind sales agents going above and beyond to ‘smash sales objectives.' Let's go back in time and observe how commissions came into play.
As an enterprise leader, you want to cultivate highly productive performers in your workforce. Your business growth depends upon it. And so you search for rewards strategies that will drive the kind of productivity and performance you need. However, you do so with some skepticism—wondering if pay really has any bearing on the results you achieve. Some things you read suggest it doesn’t, but your business intuition tells you that pay, productivity and performance are (or at least should be) linked. But how? The approaches you’ve tried in the past haven't exactly “worked.” So, you grapple with what to do next. If this is an issue you face, you will not want to miss this.
We are professionals in academic writing for all fields and levels of study. We have a team of professionals with relevant knowledge and experience suitable for writing top-notch assignments. With us, you also enjoy 24/7 customer support, delivery within deadlines and affordable rates. Do not hesitate to contact us.
The presentation would help understand the science behind Incentives covering the various aspects of it with giving a brief idea on creating an effective incentives plan
Bonus - compensation management - Manu Melwin Joymanumelwin
Bonus pay is compensation over and above the amount of pay specified as a base salary or hourly rate of pay. The base amount of compensation is specified in the employee offer letter, in the employee personnel file, or in a contract.
An incentive is something that motivates an individual to perform an action. The study of incentive structures is central to the study of all economic activities (both in terms of individual decision-making and in terms of co-operation and competition within a larger institutional structure).
How to accelerate your commissionable sales ?HarinarayanDas3
Management faces a constant problem in developing a solid incentive plan for sales staff. The work at hand is to ensure that the company's objectives are translated into sales goals, which are then reflected in the commission plans created for you.
For decades, sales commission has been the driving force behind sales agents going above and beyond to ‘smash sales objectives.' Let's go back in time and observe how commissions came into play.
As an enterprise leader, you want to cultivate highly productive performers in your workforce. Your business growth depends upon it. And so you search for rewards strategies that will drive the kind of productivity and performance you need. However, you do so with some skepticism—wondering if pay really has any bearing on the results you achieve. Some things you read suggest it doesn’t, but your business intuition tells you that pay, productivity and performance are (or at least should be) linked. But how? The approaches you’ve tried in the past haven't exactly “worked.” So, you grapple with what to do next. If this is an issue you face, you will not want to miss this.
The Science of Incentive Compensation Programs: The DNA of What WorksProformative, Inc.
Acquiring, retaining and motivating the right talent continues to top the list of challenges identified by CFOs and other C-Suite executives at companies of all sizes. Incentive compensation plans that miss the mark can damage any company’s profitability, and even put the future of a company at risk. Yet, despite with the availability of data to better understand the behaviors of customers and those tasked with engaging and managing them, incentive compensation design and management still often fails to get its due.
Join us as Erik Charles, Principal Incentives Strategist, Xactly explains the science of an effective incentive compensation program including the essential components of its DNA.
What is a sales philosophy and why does it matter? When you have a clear set of guiding principles, your sales efforts are boosted by your clarity and your purposefulness. Prospects will notice, and your results will improve for it.
This presentation details the overall scenario of the pharmaceutical sector in India as well as the state of Gujarat. The presentation highlights the investment & business opportunities present in the sector owing to the robust growth of the sector in India as well as Gujarat. Various government assistance schemes & incentives further augment the business potential of the sector.
Effective incentive programs requires lot of thinking an dplanning .This handbook helps you to get through the process with ease .Authored by Javed Akkhtar , Founder and CEO of RewardPort a leading incentive managment specialist that works wirth over 400 companies globally.
How to set up a successful incentive programme?
Hands-on tips and tricks on:
- improving performance
- motivational models
- incentive programme design models
- successful steps and key challenges
- incentive programme possibilities
Customer Success Management - Incentives and CompensationGainsight
Did you know there are 7 different ways to compensate and incent Customer Success Managers? Find out which ones work in 2015 in this webinar.
Like all aspects of Customer Success Management, best practices around CSM compensation and incentives are changing; mirroring the evolving role of front-line CSMs and the strategic alignment of the Customer Success organization.
To ensure that you’re operating with the latest and greatest information, join Bernie Kassar, SVP Customer Success at Xactly, and Gainsight Chief Customer Officer Dan Steinman, as they share the best practices for CSM Compensation and Incentives for 2015.
In this webinar, you’ll learn:
1. If a variable compensation model works best for Customer Success Managers
2. Whether Customer Success Managers should be carrying Revenue – or other – Quotas
3. What the best companies are basing Customer Success Managers’ success compensation on (CSat, Revenue, Renewals, etc.)
The most successful Enterprise SaaS companies know that growing revenue only through new customer acquisition is the less efficient way to scale. Rather, they understand that growing revenue within your existing customer base - through up-sells, cross-sells, and expanded use - is the most profitable way to scale.
Designing Incentive Schemes In The GCC - S Bardot 2011Sandrine Bardot
I presented this topic in March at the Institute of Directors in Dubai. It covers some specifics of incentives in the GCC, Sales incentives and LTIPs as well as a brief comment on governance in the UAE
What if you asked your top four employees to articulate the vision and purpose of your company? Could they do it? What about its business model and strategy? How about explaining their roles and the outcomes for which they have stewardship?
Chances are even your best people would struggle with that exercise. And if they have a hard time, imagine what that implies about the rest of your team.
Those simple questions reveal the level of line of sight you have in your business. And without line of sight, it is virtually impossible to have an engaged workforce.
With that in mind, VisionLink discusses the important role of employee alignment in creating sustained success in all aspects of talent management and performance—and how to create a pay strategy that reinforces the vision and mindset you want your employees to have.
To view a recording of this webinar, visit: http://www.vladvisors.com/compensation-knowledge-center/webinars/how-to-improve-line-of-sight-and-why-it-matters
To learn more about VisionLink, visit: www.vladvisors.com
How to Ensure that Rewards Drive Growth
If you run a business, it’s likely you see a future company that is bigger and better than the present enterprise. You also probably recognize that to fulfill that vision, pay will have to play a strategic role. Growth will not be achieved simply because you’re paying a competitive salary, have a group medical plan and/or allow your employees to contribute to a 401(k) plan. Rather, you recognize growth goals are achieved when an employee feels "invested" in the results the company seeks to fulfill. So how do you use pay to help accomplish that? What role should it play and what components should it include? To find out the answer to these and other related questions, you will not want to miss this presentation.
Most of the small, emerging (SME's) organization 's CEO or Business heads have a challenge on "PEOPLE MANAGEMENT."
When the business head does not plan and execute the people management process effectively, the organization suffers from slipping deliveries, quality issues, increase in human resources cost, IR related problems and eventually all those failures affecting the business profitability and growth.
The solutions call for a holistic approach to all aspects of the people management process, and this presentation attempts to give some perspectives from my experience with SME's in different regions.
Recently I shared this presentation in one of the SME 's CEO forum and received a lot of interaction and appreciation.
Hope this helps for business heads / CEO's
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
Employee Rewards Programs: The Formula for Successful RewardsTom Daly
Matt Lundy is co-owner of Rewarding Events & Incentives (REI), a full service incentive agency specializing in the creation and fulfillment of programs to motivate and reward employees, customers and distribution channels. for achieving specific goals. Rewarding Events & Incentives was recently announced as one of nine SBA award winners in Louisiana for 2009 .
A graduate of St. John’s University in NY, Mr. Lundy is very active in the local business community, serving on the Boards of both the Jefferson and River Region Chambers of Commerce, and is a member of HRMA New Orleans, the Louisiana Technology Council (LTC), the St. Charles Business Association and Entrepreneur’s Organization (EO).
The presentation will cover how you build a budget, common mistakes and how to avoid them, selecting the right reward option for your program and more.
Underwhelming Pay Strategy = Underwhelming Results
If I'm a CEO, I need my employees to draw the same conclusion I do about "what's important." And I want them to behave in a way that reflects that understanding and commitment. To accomplish that there must be alignment between the growth goals of the company, its business model and strategy, roles and expectations and financial rewards. So how do you create that line of sight and instill a sense of stewardship among employees through compensation? If these are issues you struggle with, you will not want to miss this presentation!
By: The VisionLink Advisory Group. A consulting firm that helps growth-oriented companies create greater alignment between their business plans and their rewards programs—thereby creating a unified financial vision for growing their companies.
Presented at the Common Good VT Vermont Nonprofit Conference 2011 by Joy Livingston & Donna Reback, Flint Springs Associates - www.flintspringsassociates.com/
It takes a village to operate a successful catering and events company, but the village
people must share the same value, vision, and purpose. Often there is one or
more members of a leadership team that simply can’t adopt the company’s culture
and will cause the entire team to be disjointed or dysfunctional. In this session based
on the principals in Patrick Lencioni’s book, The Advantage, Warren will teach
how to define a company’s culture, how to get your team to embrace that culture,
and how to face the hard decisions that must be made when a talented and loyal
team member just can’t fit into the model.
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
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?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
2. About the Speaker Family business began in Trinidad as pastry shop Entrepreneurial from the start Professional Experience Car Detailing, Puff ‘n Stuff Catering, Disney Weddings, Disney Institute, Scott Kay, back Home! Industry Involvement ICA Board Member, Regular Speaker for Catersource, The Special Event, and NACE What drives me
3. The Puff Story Opened in Central Florida in 1980 as a family-owned business Purchased in 2003, annual sales of $1.8 million, at operational limit Antiquated infrastructure with inefficient space & poor equipment Tremendous potential + aggressive growth plan = 267% growth in 3 years
4. It’s all about People & Culture 40+ Full-Time Team Members and 200+ On-Call Diversified business segments and multiple markets “When employees think, act and feel like owners… everybody wins.” - Jack Stack
5. Build a culture of employee engagement Acknowledgment of individual contributions Trained leadership delivers supportive feedback Collaborative working relationships Empowerment that promotes success Expectations that set clear challenging and attainable performance goals Show you/the company cares Trust and get out of the way Before We Get to Carrots and Sticks
7. The Principles of The Great Game of Business Every Employee… Should be given the measures of business success and taught to understand them. Know and Teach the Rules Should be expected and enabled to act on their knowledge to improve performance. Follow the Action & Keep Score Should have a direct stake in the company’s success, risk or failure. Provide a Stake in the Outcome
8. Open Book Management Running a company in a way that focuses everyone on helping the business be successful. Employee goals and accountabilities are tied directly to the success of the company. All employees are taught the Critical Numbers and how THEY can make a difference – both individually and as part of a team.
25. Begin with the end in mind – what is your desired result? Wouldn’t it be great if everyone in your organization had a real stake in the outcome and understood how they were individually impacted by company success?
26. KISS Keep it simple and special (KISS) Good plans = easy to implement and follow Be clear about what incentives are and how employees can earn them Plans that require tracking performance indicators that are too detailed waste management's time and confuse employees
36. Employee of the MonthCatch employees doing something right and make sure everyone in the company sees that management recognizes it.
37. Sales Commission Plan Special Event Planners will be assigned annual goals based on market, prior experience, and company needs SEPs are assigned to specific vertical markets and venues Opportunity to sell outside a defined market is available through relationships Commission paid at 8.5% of gross monthly sales Non-profitable sales will not be eligible for commission (30% margin required) Plan accommodates 2 to 1 administrative support ratio at current sales goals Poor performance is addressed from a disciplinary point of view Lead rotation/generation will have set parameters Vacation and Leave of Absence guidelines
38. Annual Bonus Opportunities Additional 5% over annual individual goal bonus paid on excess Additional 5% over annual team goal bonus paid pro rata on excess
39. Lead Generation Define where individuals can be successful Creates protection for existing SEPS Creates opportunity for newcomers Inbound calls, leads and inquiries “filtered” Filtered by market and routed to sales person/event planner Relationship is EVERYTHING! Outbound marketing encouraged Within 24 hours, next SEP in rotation responsible for acknowledging/ accepting the lead, no matter how large or small the scope of work associated with the event Dispute resolution
41. Event Supervisor Plan Drive behavior through opportunity to earn beyond hourly wage Event labor charges must be profitable for opportunity Earning opportunity based on desired behavior: Staff Profitability Customer feedback – survey Leadership Condition of returned equipment Condition of vehicle Creativity & execution Mystery shopping Balanced scorecards are reviewed by direct manager and behavior is graded
42. Calculating the Incentive Reviewed weekly by Director of Catering Operations Events scheduled to 45% budget Labor variance report generated by manager 30% of positive variance becomes eligible for SIP An Example: Staffing sold at $1,000 Budget at 45% or $450 Actual labor cost of $400 or 40% Budget $450 – savings of $50 multiplied by 30% = $15 into Supervisor opportunity.
44. Management Incentive Plan - MIP The MIP incentive target is determined as a percentage of base salary Management participation in the plan will be at one of three levels: 25% - Senior Department Leaders & Managers 20% - Mid-Level Department Managers 15% - Area Supervisors and Key Leads MIP is based upon company annual/monthly revenue targets
45. Management Incentive Plan - MIP MIP revenue targets will be calculated based on the following schedule: Level 1 = Flat/below 2010 revenue = 25% payout opportunity Level 2 = 60% of 2011’s revenue objectives to goal = 50% payout opportunity Level 3 = 90% of 2011’s revenue objectives to goal = 75% payout opportunity Level 4 = 100%+ of 2011’s revenue objective =100% payout opportunity For example: Manager salary $50,000 Mid-level Manager at the 20% salary incentive opportunity or $10,000 maximum incentive Company achieves 100% revenue goal - 20% of salary – eligible for $10,000 incentive - OR - Company achieves 90% revenue goal – 75% of $10,000 opportunity – eligible for $7,500 incentive
46. Earning the Incentive – Driving Behavior Individual performance is measured monthly Incentive will be paid annually using the goal classification and percentage payout outlined below
47. Employee of the Month Peer driven and controlled Added to website Announced monthly in front of peers Dedicated parking space with name $100 gift certificate to local restaurant group
48. Final Thoughts Employee incentive programs are a very powerful concept when employees can understand and see the connection between their performance and their rewards.
49. “When you give a little respect you get a more effective organization, with reduced turnover and absenteeism and employees at all levels who are engaged, focused, and committed to succeed as a team. In short, you get maximum ROI from your organization’s most powerful resource: its people!” Paul Marciano, Ph.D.
Old infrastructure barely accommodated 1.8 million in sales (pull up old puff floor plan – need to find)Inefficient space and poor equipment Progress energy debacle Close off dates
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Define “where can I be successful?” creates protection for existing, and opportunity for newcomers
Theme different department slides – bground colors