The document outlines a simple balanced scorecard approach developed by Samurai for managers. It discusses establishing a mission, vision, and strategy, then mapping these out on a single page. Key steps include preparing a 1-page summary, communicating it via a 1-slide presentation, and executing the plan on a single page. The balanced scorecard is intended as a management tool to be used in meetings to check measures, achievement, and trends and agree on actions.
The document discusses developing an HR scorecard to measure HR performance and strategy. It outlines an HR strategy map with objectives like enhancing employee productivity and developing internal HR capabilities. It then presents the HR scorecard with strategic objectives mapped to key performance indicators, such as shareholder value growth, employee satisfaction index, recruiting costs per employee, and accuracy of HR databases. The scorecard is intended to help measure the ROI of HR initiatives and optimize talent management and performance processes.
The document discusses diagnosing organizational effectiveness through a comprehensive three-level model examining the organization, groups within the organization, and individuals. At the organizational level, it evaluates factors like strategy, structure, culture and resources. At the group level, it assesses goals, tasks, composition and norms. At the individual level, it analyzes job characteristics and personal factors that influence satisfaction and performance.
This document provides guidance on developing effective presentation skills for managers. It discusses three key elements of great presentations: content, design, and delivery. For content, it recommends analyzing the audience, gathering relevant data, and creating an outline. For design, it emphasizes layout, consistency, and use of color. For delivery, it offers tips on voice, language, movement, and body language to engage the audience. The document also provides strategies for handling challenges like difficult participants or equipment failures.
This document discusses emotional intelligence and its five domains: intrapersonal skills, interpersonal skills, adaptability, stress management, and general mood. Each domain contains several competencies important for emotional intelligence. For example, the intrapersonal domain includes self-awareness, assertiveness, independence, self-regard, and self-actualization. Assignments are provided to help readers improve skills in each competency.
The document provides an overview of HR management training topics including HR planning, recruitment, selection, training and development, performance management, and career management. It then discusses several HR processes in more detail, including manpower planning, recruitment sources and techniques, selection tests and their advantages/disadvantages, training need analysis, and evaluating training effectiveness.
The document outlines a simple balanced scorecard approach developed by Samurai for managers. It discusses establishing a mission, vision, and strategy, then mapping these out on a single page. Key steps include preparing a 1-page summary, communicating it via a 1-slide presentation, and executing the plan on a single page. The balanced scorecard is intended as a management tool to be used in meetings to check measures, achievement, and trends and agree on actions.
The document discusses developing an HR scorecard to measure HR performance and strategy. It outlines an HR strategy map with objectives like enhancing employee productivity and developing internal HR capabilities. It then presents the HR scorecard with strategic objectives mapped to key performance indicators, such as shareholder value growth, employee satisfaction index, recruiting costs per employee, and accuracy of HR databases. The scorecard is intended to help measure the ROI of HR initiatives and optimize talent management and performance processes.
The document discusses diagnosing organizational effectiveness through a comprehensive three-level model examining the organization, groups within the organization, and individuals. At the organizational level, it evaluates factors like strategy, structure, culture and resources. At the group level, it assesses goals, tasks, composition and norms. At the individual level, it analyzes job characteristics and personal factors that influence satisfaction and performance.
This document provides guidance on developing effective presentation skills for managers. It discusses three key elements of great presentations: content, design, and delivery. For content, it recommends analyzing the audience, gathering relevant data, and creating an outline. For design, it emphasizes layout, consistency, and use of color. For delivery, it offers tips on voice, language, movement, and body language to engage the audience. The document also provides strategies for handling challenges like difficult participants or equipment failures.
This document discusses emotional intelligence and its five domains: intrapersonal skills, interpersonal skills, adaptability, stress management, and general mood. Each domain contains several competencies important for emotional intelligence. For example, the intrapersonal domain includes self-awareness, assertiveness, independence, self-regard, and self-actualization. Assignments are provided to help readers improve skills in each competency.
The document provides an overview of HR management training topics including HR planning, recruitment, selection, training and development, performance management, and career management. It then discusses several HR processes in more detail, including manpower planning, recruitment sources and techniques, selection tests and their advantages/disadvantages, training need analysis, and evaluating training effectiveness.
The document outlines six key elements of transforming a good company into a great one. It discusses (1) the importance of level 5 leadership, which is modest and driven to produce sustained results. (2) Putting the right people in place before deciding on goals or strategy. (3) Confronting the brutal facts of reality while maintaining faith. (4) Developing a simple "hedgehog concept" and sticking to it. (5) Creating a culture of discipline with consistent systems but also freedom. (6) Using technology to accelerate momentum once it fits the strategy, not to create it.
The document provides an overview of competency-based human resource (HR) management. It discusses developing a competency model and framework, competency-based interviewing, career planning, training and development, and performance management. The benefits of using competency models for both managers and employees are highlighted. Assessment centers and various assessment exercises are also described as ways to assess competencies.
The document provides guidance on coaching for optimal employee performance. It discusses the characteristics of a good coach, including being positive, supportive, goal-oriented, focused and observant. It also outlines the key elements of an effective coaching session, such as establishing clear purpose and ground rules. Communication skills for coaching like asking open questions and active listening are also covered. Finally, it describes the five steps of coaching: describing performance issues, discussing causes, identifying solutions, developing an action plan, and follow up.
This document summarizes career planning and development initiatives for both organizations and individuals. For organizations, it discusses job posting systems, mentoring, career resource centers, managers as career counselors, career development workshops, human resource planning, performance appraisals, and career paths. For individuals, it outlines career planning, career awareness, utilizing career resource centers, and analyzing interests, values, and competencies. The overall purpose is to provide guidance and resources to support employees in taking responsibility for and actively managing their own career development.
The document discusses various tools and techniques for managing creative thinking skills and overcoming conceptual blocks to creativity. It describes attribute listing, brainstorming, visioning, the Kipling method, problem statements, and challenge methods as tools for defining problems, creating new ideas, and developing a creative climate. It also discusses types of conceptual blocks like constancy, compression, and complacency that can limit creative thinking.
The document discusses key leadership skills and models. It covers the six traits of effective leaders: drive, desire to lead, integrity, self-confidence, intelligence, and job-relevant knowledge. It also discusses leadership styles in the managerial grid model and contingency model of leadership. The document then outlines the elements of high performing leadership, including being a vision creator, team builder, task allocator, people developer, and motivation stimulator. For each element, it provides details on the related skills and approaches.
1. The document discusses different methods for measuring the effectiveness and return on investment of training programs. It outlines four levels of evaluation: reaction, learning, behavior change, and business impact.
2. Guidelines are provided for evaluating each level, including using control groups, pre-and post-testing, and collecting data on various performance indicators.
3. Calculating return on investment of training involves collecting data, isolating the effects of training, converting data to monetary values, and using a formula to determine ROI. Methods like control groups, trend lines, and participant estimates can be used to isolate the training impact.
The document discusses key principles and activities for leading corporate transformation and managing change effectively. It identifies five key activities for change management: 1) motivating change, 2) creating a vision, 3) developing political support, 4) managing the transition, and 5) sustaining momentum. It also discusses principles of change, types of resistance to change, and elements needed to enable change like change architecture, communication, and developing leadership, team, cultural and individual capacities.
The document appears to be slides from President Obama's 2012 State of the Union address. It discusses enhancing America's energy independence and innovation through developing domestic oil and gas resources, investing in biofuels and clean energy technologies, and doubling fuel efficiency standards for trucks which will reduce dependence on foreign oil.
The document discusses using a balanced scorecard and strategy map to drive corporate performance. It provides an overview of key components:
1) A balanced scorecard balances financial and non-financial metrics across four perspectives: financial, customer, internal processes, and learning and growth.
2) A strategy map translates a company's strategy and helps identify strategic objectives and key performance indicators (KPIs) within each perspective.
3) KPIs should be measurable, relevant to objectives, and help evaluate progress towards strategic goals. Different types of KPIs include productivity, quality, profitability and more.
The document provides information on developing effective communication skills. It discusses communication principles like giving and gathering good information to build mutual trust. It also covers developing assertive communication skills through principles like focusing on solutions rather than problems. The document recommends developing active listening skills such as paraphrasing, reflecting feelings, and synthesizing ideas to better understand others.
The document outlines six key elements of transforming a good company into a great one. It discusses (1) the importance of level 5 leadership, which is modest and driven to produce sustained results. (2) Putting the right people in place before deciding on goals or strategy. (3) Confronting the brutal facts of reality while maintaining faith. (4) Developing a simple "hedgehog concept" and sticking to it. (5) Creating a culture of discipline with consistent systems but also freedom. (6) Using technology to accelerate momentum once it fits the strategy, not to create it.
The document provides an overview of competency-based human resource (HR) management. It discusses developing a competency model and framework, competency-based interviewing, career planning, training and development, and performance management. The benefits of using competency models for both managers and employees are highlighted. Assessment centers and various assessment exercises are also described as ways to assess competencies.
The document provides guidance on coaching for optimal employee performance. It discusses the characteristics of a good coach, including being positive, supportive, goal-oriented, focused and observant. It also outlines the key elements of an effective coaching session, such as establishing clear purpose and ground rules. Communication skills for coaching like asking open questions and active listening are also covered. Finally, it describes the five steps of coaching: describing performance issues, discussing causes, identifying solutions, developing an action plan, and follow up.
This document summarizes career planning and development initiatives for both organizations and individuals. For organizations, it discusses job posting systems, mentoring, career resource centers, managers as career counselors, career development workshops, human resource planning, performance appraisals, and career paths. For individuals, it outlines career planning, career awareness, utilizing career resource centers, and analyzing interests, values, and competencies. The overall purpose is to provide guidance and resources to support employees in taking responsibility for and actively managing their own career development.
The document discusses various tools and techniques for managing creative thinking skills and overcoming conceptual blocks to creativity. It describes attribute listing, brainstorming, visioning, the Kipling method, problem statements, and challenge methods as tools for defining problems, creating new ideas, and developing a creative climate. It also discusses types of conceptual blocks like constancy, compression, and complacency that can limit creative thinking.
The document discusses key leadership skills and models. It covers the six traits of effective leaders: drive, desire to lead, integrity, self-confidence, intelligence, and job-relevant knowledge. It also discusses leadership styles in the managerial grid model and contingency model of leadership. The document then outlines the elements of high performing leadership, including being a vision creator, team builder, task allocator, people developer, and motivation stimulator. For each element, it provides details on the related skills and approaches.
1. The document discusses different methods for measuring the effectiveness and return on investment of training programs. It outlines four levels of evaluation: reaction, learning, behavior change, and business impact.
2. Guidelines are provided for evaluating each level, including using control groups, pre-and post-testing, and collecting data on various performance indicators.
3. Calculating return on investment of training involves collecting data, isolating the effects of training, converting data to monetary values, and using a formula to determine ROI. Methods like control groups, trend lines, and participant estimates can be used to isolate the training impact.
The document discusses key principles and activities for leading corporate transformation and managing change effectively. It identifies five key activities for change management: 1) motivating change, 2) creating a vision, 3) developing political support, 4) managing the transition, and 5) sustaining momentum. It also discusses principles of change, types of resistance to change, and elements needed to enable change like change architecture, communication, and developing leadership, team, cultural and individual capacities.
The document appears to be slides from President Obama's 2012 State of the Union address. It discusses enhancing America's energy independence and innovation through developing domestic oil and gas resources, investing in biofuels and clean energy technologies, and doubling fuel efficiency standards for trucks which will reduce dependence on foreign oil.
The document discusses using a balanced scorecard and strategy map to drive corporate performance. It provides an overview of key components:
1) A balanced scorecard balances financial and non-financial metrics across four perspectives: financial, customer, internal processes, and learning and growth.
2) A strategy map translates a company's strategy and helps identify strategic objectives and key performance indicators (KPIs) within each perspective.
3) KPIs should be measurable, relevant to objectives, and help evaluate progress towards strategic goals. Different types of KPIs include productivity, quality, profitability and more.
The document provides information on developing effective communication skills. It discusses communication principles like giving and gathering good information to build mutual trust. It also covers developing assertive communication skills through principles like focusing on solutions rather than problems. The document recommends developing active listening skills such as paraphrasing, reflecting feelings, and synthesizing ideas to better understand others.
1. INFLACE – JAK JSEM SI ŽIL
V DŮCHODU
Porovnání uložení úspor na vkladní
knížce nebo investování do akcií a
dluhopisů
2. 2
A) Rok 1989 – úspory 100.000
Kč dám na vkladní knížku
3. 3
ROK 1989 – na účtu 100.000 Kč, úrok 5%
Měsíční úrok Kolik co stojí Kolik si toho koupím
417 Kč
1 porce = 13,-- Kč
31 Svíčkových
0,5 litru = 7,-- Kč
60 Piv
1 litr = 8,-- Kč 52 litrů benzínu
1 m2 = 4,-- Kč
pronájem
104 m2 bytu
Zdroj: ceny vybraných položek - Český statistický úřad. Úrokové sazby - www.cnb.cz - diskontní úrokové sazby
4. 4
ROK 1995 – na účtu 100.000 Kč, úrok 9,5%
Měsíční úrok Kolik co stojí Kolik si toho koupím
792 Kč
1 porce = 25,-- Kč
22 Svíčkových
0,5 litru = 12,-- Kč
63 Piv
1 litr = 19,-- Kč 41 litrů benzínu
1 m2 = 8,-- Kč 101 m2 bytu
Zdroj: ceny vybraných položek - Český statistický úřad. Úrokové sazby - www.cnb.cz - diskontní úrokové sazby
5. 5
ROK 2000 – na účtu 100.000 Kč, úrok 5%
Měsíční úrok Kolik co stojí Kolik si toho koupím
417 Kč
1 porce = 45,-- Kč
9 Svíčkových
0,5 litru = 19,-- Kč
23 Piv
1 litr = 26,-- Kč 16 litrů benzínu
1 m2 = 25,-- Kč 17 m2 bytu
Zdroj: ceny vybraných položek - Český statistický úřad. Úrokové sazby - www.cnb.cz - diskontní úrokové sazby
6. 6
ROK 2010 – na účtu 100.000 Kč, úrok 2%
Měsíční úrok Kolik co stojí Kolik si toho koupím
167 Kč
1 porce = 61,-- Kč
3 Svíčkové
0,5 litru = 23,-- Kč
6 Piv
1 litr = 33,-- Kč 5 litrů benzínu
1 m2 = 86,-- Kč 2 m2 bytu
Zdroj: ceny vybraných položek - Český statistický úřad. Úrokové sazby - www.cnb.cz - diskontní úrokové sazby
7. 7
Rok 89 – 50.000 Kč investuji do akcií
a 50.000 Kč do dluhopisů
8. 8
ROK 1989 – hodnota portfolia 100.000 Kč
Měsíčně vybírám Kolik co stojí Kolik si toho koupím
417 Kč
1 porce = 13,-- Kč
31 Svíčkových
0,5 litru = 7,-- Kč
60 Piv
1 litr = 8,-- Kč 52 litrů benzínu
1 m2 = 4,-- Kč
pronájem
104 m2 bytu
Zdroj: ceny vybraných položek - Český statistický úřad. Úrokové sazby - www.cnb.cz - diskontní úrokové sazby
9. 9
ROK 1995 – hodnota portfolia 165.900 Kč
Měsíčně vybírám Kolik co stojí Kolik si toho koupím
1.072 Kč
1 porce = 25,-- Kč
43 Svíčkových
0,5 litru = 12,-- Kč
89 Piv
1 litr = 19,-- Kč 56 litrů benzínu
1 m2 = 8,-- Kč 134 m2 bytu
Zdroj: ceny vybraných položek - Český statistický úřad. Úrokové sazby - www.cnb.cz - diskontní úrokové sazby
10. 10
ROK 2000 – hodnota portfolia 208.000 Kč
Měsíčně vybírám Kolik co stojí Kolik si toho koupím
1.560 Kč
1 porce = 45,-- Kč
35 Svíčkových
0,5 litru = 19,-- Kč
82 Piv
1 litr = 26,-- Kč 60 litrů benzínu
1 m2 = 25,-- Kč 63 m2 bytu
Zdroj: ceny vybraných položek - Český statistický úřad. Úrokové sazby - www.cnb.cz - diskontní úrokové sazby
11. 11
ROK 2010 – hodnota portfolia 192.000 Kč
Měsíčně vybírám Kolik co stojí Kolik si toho koupím
2.049 Kč 1 porce = 61,-- Kč
34 Svíčkových
0,5 litru = 23,-- Kč
89 Piv
1 litr = 33,-- Kč 62 litrů benzínu
1 m2 = 86,-- Kč 24 m2 bytu
Zdroj: ceny vybraných položek - Český statistický úřad. Úrokové sazby - www.cnb.cz - diskontní úrokové sazby
12. 12
Každý rok navyšuji výběry o inflaci
Vývoj hodnoty portfolia
192.168 Kč
100.000 Kč
Měsíčně vybírám: 2.049
1.560 1.777
1.072 Kč
417 Kč Kč Kč
Kč
Rok 1989 1995 2000 2005 2010
Zdroj: Inflace - Český Statistický úřad. Výnosy Akcií - 1989 - 1997: akciový index S&P 500 včetně dividend, 1998 - 2010: ING český akciový fond. Výnosy
Dluhopisů: 1989 - 1998 - Vanguard indexový fond dlouhodobých dluhopisů, 1998 - 2010 - ING český dluhopisový fond.
Upozornění na rizika: Tabulky a grafy mají jen informativní charakter a lze je považovat za hypotetické. Historické výnosy akcií a dluhopisů nejsou zárukou
výnosů budoucích. Hodnota investice v čase kolísá a může klesnout i pod svou výchozí hodnotu. V letech 1989 – 1997 není zohledněno kurzové riziko.
