The document summarizes the process undertaken to address a drop in morale among minimum wage employees at a company. A 4-stage process was used: 1) Identifying 31 minimum wage employees, 2) Surveying employees to understand problems, 3) Conducting focus groups to discuss issues further, 4) Presenting two insurance plan options to management and recommending universal health insurance to benefit employees. The process identified key issues like a lack of insurance and large loans affecting employee performance and proposed providing health insurance to help address the problems.
Converting human capital data in to actionable management informationManoj Kumar
Cover story article from Business Manager Magzine - An interview with Manoj Kumar on Converting human capital data into actionable management information.
This document discusses strategies for improving employee retention through onboarding surveys, retention surveys, and exit interviews. It notes that the average employee tenure is around 4 years but is higher for public sector employees. Retention surveys can identify what employees value in their work and what might encourage them to stay, beyond just pay increases. Exit interviews provide feedback but often lack honesty; combining online and in-person interviews may yield more useful insights. Properly addressing issues raised can help reduce unwanted turnover and keep valuable employees.
Excellent Student Essay. How To Be A Good CollegeKatie Dubose
The document provides instructions on how to get assignment writing help from HelpWriting.net in 5 steps:
1. Create an account and provide login credentials.
2. Complete an order form with instructions, sources, deadline and attach a sample if wanting the writer to mimic writing style.
3. Review bids from writers and choose one based on qualifications and feedback. Place a deposit to start the assignment.
4. Review the completed paper and authorize full payment if pleased. Free revisions are available.
5. Multiple revisions can be requested to ensure satisfaction. HelpWriting.net guarantees original, high-quality content or a full refund.
The document provides a summary of Ernest Hemingway's short story "A Clean Well Lighted Place". It discusses the concept of "Nada" introduced in the story and how it has multiple interpretations. Most of the imagery in the story is focused on the characterization of the old man. Hemingway drew from his own experiences to portray the struggles and difficulties in one's life. His rough childhood influenced his viewpoint on the human soul, as shown through his writings.
Important considerations while planning for early retirement from paid employment to entrepreneurship. How to create a great life after paid employment.
This document provides an introduction to organizational behavior. It discusses the objective to understand the nature, determinants and need for studying organizational behavior. It also examines people at work both as individuals and within groups, and how they impact and are impacted by the organizations where they work. Key forces such as people and structure that affect the nature of organizations are also outlined.
Attrition is a major concern for organizations. While companies invest significant resources in employees, employees often resign suddenly without warning signs. There are typically underlying reasons for attrition like career aspirations, work culture issues, work-life balance problems, compensation issues, boredom, or personal commitments. Traditional methods used by companies to reduce attrition like long notice periods, signing bonds, or withholding variable pay often end up harming employees and increasing attrition further. A caring approach focusing on employee needs and satisfaction is more effective for retaining talent and reducing attrition in the long run.
Converting human capital data in to actionable management informationManoj Kumar
Cover story article from Business Manager Magzine - An interview with Manoj Kumar on Converting human capital data into actionable management information.
This document discusses strategies for improving employee retention through onboarding surveys, retention surveys, and exit interviews. It notes that the average employee tenure is around 4 years but is higher for public sector employees. Retention surveys can identify what employees value in their work and what might encourage them to stay, beyond just pay increases. Exit interviews provide feedback but often lack honesty; combining online and in-person interviews may yield more useful insights. Properly addressing issues raised can help reduce unwanted turnover and keep valuable employees.
Excellent Student Essay. How To Be A Good CollegeKatie Dubose
The document provides instructions on how to get assignment writing help from HelpWriting.net in 5 steps:
1. Create an account and provide login credentials.
2. Complete an order form with instructions, sources, deadline and attach a sample if wanting the writer to mimic writing style.
3. Review bids from writers and choose one based on qualifications and feedback. Place a deposit to start the assignment.
4. Review the completed paper and authorize full payment if pleased. Free revisions are available.
5. Multiple revisions can be requested to ensure satisfaction. HelpWriting.net guarantees original, high-quality content or a full refund.
The document provides a summary of Ernest Hemingway's short story "A Clean Well Lighted Place". It discusses the concept of "Nada" introduced in the story and how it has multiple interpretations. Most of the imagery in the story is focused on the characterization of the old man. Hemingway drew from his own experiences to portray the struggles and difficulties in one's life. His rough childhood influenced his viewpoint on the human soul, as shown through his writings.
Important considerations while planning for early retirement from paid employment to entrepreneurship. How to create a great life after paid employment.
This document provides an introduction to organizational behavior. It discusses the objective to understand the nature, determinants and need for studying organizational behavior. It also examines people at work both as individuals and within groups, and how they impact and are impacted by the organizations where they work. Key forces such as people and structure that affect the nature of organizations are also outlined.
Attrition is a major concern for organizations. While companies invest significant resources in employees, employees often resign suddenly without warning signs. There are typically underlying reasons for attrition like career aspirations, work culture issues, work-life balance problems, compensation issues, boredom, or personal commitments. Traditional methods used by companies to reduce attrition like long notice periods, signing bonds, or withholding variable pay often end up harming employees and increasing attrition further. A caring approach focusing on employee needs and satisfaction is more effective for retaining talent and reducing attrition in the long run.
MIS applications are used in various industries like hospitals, hotels, banking, and manufacturing to support decision making under uncertainty. Hospital information systems integrate various components like clinical, financial, laboratory, and pharmacy systems to efficiently manage patient and administrative information. Hotel information systems provide benefits like improved performance, efficiency, control, and security. Decision making involves gathering information, identifying alternatives, evaluating choices, and selecting the best option to solve problems under uncertainty. Management information systems and decision support systems help managers in decision making processes.
The document provides instructions for requesting and obtaining writing assistance from HelpWriting.net. It outlines a 5-step process: 1) Create an account with a password and email. 2) Complete a 10-minute order form with instructions, sources, and deadline. 3) Review bids from writers and choose one based on qualifications. 4) Review the completed paper and authorize payment. 5) Request revisions to ensure satisfaction, with the option of a full refund for plagiarized work.
Teacher’s feedback hi john you earned a grade of f on this paperock73
The teacher provided feedback on a paper written by John, grading it an F (45%). The feedback identified several areas for improvement, including a lack of detail describing the organization and issue, weak analysis of corporate culture without proper sources or examples, and loose connections between weaknesses and supporting material. The teacher asked for stronger analysis of organizational strengths and weaknesses as they apply broadly, and for more explanation and details supporting proposed modifications to organizational practices and solutions.
This document contains notes from a health and social care class. It includes:
- Unemployment statistics for Gosport and questions about the data.
- An overview of topics covered in the class including person-centered thinking, current legislation, advocacy, and the Mental Capacity Act.
- Examples of activities done in class like discussing case studies, watching videos on good and bad practice, and roleplaying communication with service users.
- Notes on key concepts taught such as person-centered values, risk assessment, meeting individual needs, and the role of healthcare workers.
This document discusses measuring and maintaining employee engagement. It begins by examining the challenges in defining and measuring engagement, noting that some see it more as a feeling than something strictly quantifiable. It then reviews different engagement surveys and their focuses, such as levels of engagement or key drivers. The document warns that surveys only provide part of the picture and notes other approaches like those from positive psychology. Finally, it discusses measuring the impact of engagement initiatives and using engagement levels over time as a metric to assess success.
Attitudinal re-orientation tool for Customer SatisfactionShefiu Olabanjo
The document discusses techniques for developing a positive attitude and enhancing customer satisfaction. It begins by defining key terms like attitude, customers, and customer relationship management. It then outlines techniques for cultivating a positive attitude such as surrounding oneself with positive people, reducing ego, and showing gratitude. The benefits of maintaining a positive outlook are also described. Signs of poor customer service include high employee turnover and lack of customer complaint data. Overall the document provides guidance on developing attitudes and practices that improve customer satisfaction.
The document summarizes an internship project completed by Amreen Nawaz at Human Micro Systems Private Limited. The objectives of the internship were to gain practical experience in HR, clarify career goals, and understand challenges faced by the HR department. As part of the project, Amreen conducted research on HR strategies during COVID and workplace happiness practices. She also analyzed consumer behavior through surveys. The analysis found that respondents preferred shopping online, investing savings in financial instruments, having a job with no fixed schedule, and an open workplace culture. The internship provided insights into HR functions and helped Amreen develop professional skills.
The document discusses issues in the nursing work environment and ways to improve it. It mentions that structural and psychological empowerment of nurses can help create a better work environment. When employees feel empowered and have confidence, autonomy, and impact, it reduces feelings of powerlessness. Proper training of managers is also important, as they play a role in retention. Developing employee skills and evaluating attitudes can further strengthen commitment and engagement.
This document summarizes recruitment and retention issues faced by the Ohio Department of Youth Services (DYS) from fiscal years 2011 to 2014. It notes that DYS experienced high turnover rates among clinical and field staff positions such as social workers, psychologists, nurses, and juvenile parole officers. Specifically, 152 SEIU members left DYS employment during this period, with an average of 38 members leaving each year. The document discusses minutes from a DYS workforce meeting that identified gaps in staffing for positions like psychiatry, teaching, and nursing. It also reviews reports finding that inconsistent succession planning and employee motivation have contributed to workforce instability issues at DYS facilities.
Case 5.1-Women keeping the supply line open.pptxdaliamahmoud48
This document discusses challenges women face in the workforce and provides suggestions to help address them. It notes that women leave the workforce at higher rates than men, holding only a small percentage of top CEO positions. Two key reasons women leave are family/childcare issues and lack of growth opportunities. To encourage women to remain in or re-enter the workforce, the document suggests programs like returnships, flexible hours, training, mentoring, and improving family support policies. Acts like FMLA, COBRA, and EEOC provide legal protections for working women, while some companies like IBM and Outreach offer benefits specifically supporting working mothers. Overall, the document argues more can be done to utilize women's talents and ensure fairness for
Through educational workshops, companies can help employees gain valuable financial knowledge and reduce stress. Workshops covering topics like taxes, real estate, loans, health, financial planning, and estate planning can inspire employees and satisfy the ERISA 404c requirement for financial education. When companies provide these resources, it benefits both employees and reduces corporate risk by addressing compliance obligations and employees' needs.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
3 Simple Steps To Buy Verified Payoneer Account In 2024SEOSMMEARTH
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
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Building Your Employer Brand with Social MediaLuanWise
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.
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Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
MIS applications are used in various industries like hospitals, hotels, banking, and manufacturing to support decision making under uncertainty. Hospital information systems integrate various components like clinical, financial, laboratory, and pharmacy systems to efficiently manage patient and administrative information. Hotel information systems provide benefits like improved performance, efficiency, control, and security. Decision making involves gathering information, identifying alternatives, evaluating choices, and selecting the best option to solve problems under uncertainty. Management information systems and decision support systems help managers in decision making processes.
The document provides instructions for requesting and obtaining writing assistance from HelpWriting.net. It outlines a 5-step process: 1) Create an account with a password and email. 2) Complete a 10-minute order form with instructions, sources, and deadline. 3) Review bids from writers and choose one based on qualifications. 4) Review the completed paper and authorize payment. 5) Request revisions to ensure satisfaction, with the option of a full refund for plagiarized work.
Teacher’s feedback hi john you earned a grade of f on this paperock73
The teacher provided feedback on a paper written by John, grading it an F (45%). The feedback identified several areas for improvement, including a lack of detail describing the organization and issue, weak analysis of corporate culture without proper sources or examples, and loose connections between weaknesses and supporting material. The teacher asked for stronger analysis of organizational strengths and weaknesses as they apply broadly, and for more explanation and details supporting proposed modifications to organizational practices and solutions.
This document contains notes from a health and social care class. It includes:
- Unemployment statistics for Gosport and questions about the data.
- An overview of topics covered in the class including person-centered thinking, current legislation, advocacy, and the Mental Capacity Act.
- Examples of activities done in class like discussing case studies, watching videos on good and bad practice, and roleplaying communication with service users.
- Notes on key concepts taught such as person-centered values, risk assessment, meeting individual needs, and the role of healthcare workers.
This document discusses measuring and maintaining employee engagement. It begins by examining the challenges in defining and measuring engagement, noting that some see it more as a feeling than something strictly quantifiable. It then reviews different engagement surveys and their focuses, such as levels of engagement or key drivers. The document warns that surveys only provide part of the picture and notes other approaches like those from positive psychology. Finally, it discusses measuring the impact of engagement initiatives and using engagement levels over time as a metric to assess success.
Attitudinal re-orientation tool for Customer SatisfactionShefiu Olabanjo
The document discusses techniques for developing a positive attitude and enhancing customer satisfaction. It begins by defining key terms like attitude, customers, and customer relationship management. It then outlines techniques for cultivating a positive attitude such as surrounding oneself with positive people, reducing ego, and showing gratitude. The benefits of maintaining a positive outlook are also described. Signs of poor customer service include high employee turnover and lack of customer complaint data. Overall the document provides guidance on developing attitudes and practices that improve customer satisfaction.
The document summarizes an internship project completed by Amreen Nawaz at Human Micro Systems Private Limited. The objectives of the internship were to gain practical experience in HR, clarify career goals, and understand challenges faced by the HR department. As part of the project, Amreen conducted research on HR strategies during COVID and workplace happiness practices. She also analyzed consumer behavior through surveys. The analysis found that respondents preferred shopping online, investing savings in financial instruments, having a job with no fixed schedule, and an open workplace culture. The internship provided insights into HR functions and helped Amreen develop professional skills.
The document discusses issues in the nursing work environment and ways to improve it. It mentions that structural and psychological empowerment of nurses can help create a better work environment. When employees feel empowered and have confidence, autonomy, and impact, it reduces feelings of powerlessness. Proper training of managers is also important, as they play a role in retention. Developing employee skills and evaluating attitudes can further strengthen commitment and engagement.
This document summarizes recruitment and retention issues faced by the Ohio Department of Youth Services (DYS) from fiscal years 2011 to 2014. It notes that DYS experienced high turnover rates among clinical and field staff positions such as social workers, psychologists, nurses, and juvenile parole officers. Specifically, 152 SEIU members left DYS employment during this period, with an average of 38 members leaving each year. The document discusses minutes from a DYS workforce meeting that identified gaps in staffing for positions like psychiatry, teaching, and nursing. It also reviews reports finding that inconsistent succession planning and employee motivation have contributed to workforce instability issues at DYS facilities.
Case 5.1-Women keeping the supply line open.pptxdaliamahmoud48
This document discusses challenges women face in the workforce and provides suggestions to help address them. It notes that women leave the workforce at higher rates than men, holding only a small percentage of top CEO positions. Two key reasons women leave are family/childcare issues and lack of growth opportunities. To encourage women to remain in or re-enter the workforce, the document suggests programs like returnships, flexible hours, training, mentoring, and improving family support policies. Acts like FMLA, COBRA, and EEOC provide legal protections for working women, while some companies like IBM and Outreach offer benefits specifically supporting working mothers. Overall, the document argues more can be done to utilize women's talents and ensure fairness for
Through educational workshops, companies can help employees gain valuable financial knowledge and reduce stress. Workshops covering topics like taxes, real estate, loans, health, financial planning, and estate planning can inspire employees and satisfy the ERISA 404c requirement for financial education. When companies provide these resources, it benefits both employees and reduces corporate risk by addressing compliance obligations and employees' needs.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
3 Simple Steps To Buy Verified Payoneer Account In 2024SEOSMMEARTH
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 MediaLuanWise
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.
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Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
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[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Internship at Nikhil Automobiles
1.
2. › The company often reviews the performances of their
employees. The management and I noticed a drop in the
employee morale of minimum wage employees. These
employees are usually clerks or mechanics. I decided to
conduct a survey to understand their stand on the matter
and the reason for the drop in their performance and
morale.
3. › Once the problem had been identified the management wanted
to find a solution.
› I ideated the process to find a solution. I created a 4 stage
process. All these stages were integral to finding a solution.
› The 4 stages :-
• Identifying the minimum wage employees
• Creating surveys to understand their specific problems
• Creating focus groups and conducting Q&A sessions with
each
• Finding a solution
4. 4) Finding a solution
3) Creating focus groups and conducting Q&A sessions with each
2) Creating surveys to understand their specific problems
1) Identifying the minimum wage employees
6. › Nikhil Automobiles has approximately 300 employees who can be
divided into 4 distinct categories
• Management
• Ground Staff
• Servicing
• Tech
7. › I looked at the employee roster and identified all the
minimum wage employees who did not enjoy the benefits
and perks of those above them.
› Minimum wage employees are those who receive less than
8000 rupees per month.
› Nikhil automobiles has 31 employees who fit the criteria.
10. › The surveys were created using survey monkey, an online
platform. Since most of the employees did not have access
to a computer the survey was filled out manually. (I then
translated the results onto the online platform)
› The surveys were conducted in Hindi to ensure complete
understanding. The surveys included questions pertaining
to their economic background as well as their familial
background.
› The surveys also played a vital role in creating the focus
groups.
11. › Do you have any children?
› If you do, how many children do you have?
› If you do have children, do they go to school?
› How many people are there in your family?
› Does your family have any history of life threatening diseases ?
› Do you have any type of insurance?
› Are you the sole earner in your family?
› What is your monthly expenditure?
› Do you have any type of loan? If you do how much is it?
12. नननननननननननननन नननन ननननन नन नन नननन ननन ननननन नन न, न नन न नननननननननननननन नननन नननननन नन न नननननन ननननन न नन ननन न ननन न ननननन ननननननननननन नननननन नननन ननननन नन ननननननननननननननननन न नननन ननन
न न नन न न, नननन न ननन ननन नन नन ननन ननन नन न न नननन ननन न नन न न न ननन न ननन नननननननननननन!
- नन न ननन न न नननननन
Employee Benefit Program
1. ननन नननन नननन
ननन
नन
2. न ननननन नननन नननन?
न
न
न
न
Other (please specify)
3. ननन नननन नन ननन न ननननन? न नन न नननननननन ननन नन नन नन?
4. न नननन नननन न नन नननन नन नन?
5. ननन नननन नननन न नन न नन नन नन न नननननननन?
6. ननन नननननन नन न न नननन न न न नन न नन? न नन ननन नन न न?
The surveys that were sent out, and
filled by these employees are as
shown below. 31 employees filled
out these surveys.
13.
14.
15. › After analyzing the surveys I realized many of these
employees, didn't have any type of insurance. In addition to
this fact they were the sole earners of their families. As said
before, many of these employees work as mechanics. They
work with heavy machinery which can have terrible
outcomes if not handled properly. Some of these
employees also had huge loans which affected their
performance.
› These issues were brought up and discussed in further
detail during the focus groups.
17. › The focus groups contained 6 members each. Each member came
from a different socio-economic background
› Each group contained :-
• One employee who was the sole earner of their family.
• One employee who had a loan, one employee who had children.
• One employee who had any type of insurance.
• In addition to these criteria, I also ensured each focus group was
made up of both servicemen as well as ground staff. This would
result in more accurate results and a diverse set of opinions.
18. › After analyzing the surveys, I conducted focus groups
touching upon areas of conflicts brought up in the surveys.
Focus groups were vital to the process of coming up with a
solution to the problem.
› The focus groups gave me an understanding of the
employees problems, the personal interaction allowed me
to go in depth about certain issues. There were 3 focus
groups conducted with each focus group lasting for 10-15
minutes each.
19. › The focus groups touched upon issues brought up by the
surveys like the need for insurance. Many employees did
not have any sort of insurance which could have a negative
impact of their ability to perform as they didn't feel secure
and didn't have the will to commit to the job.
› Another issue brought up was loans, since I noticed a many
of these employees had large loans. These loans could be
affecting their ability to work efficiently. Another effect of
having such loans would be taking on another job which
would have adverse effects on both their work and health.
20.
21.
22.
23. › Many employees raised concerns about their wages being
too low. To address these problems I suggested they
attend seminars which would help them throughout their
life. Seminars which would be organized by the dealership
and would provide them with appropriate knowledge to
invest. This would also help many of them with their loans.
This was not looked upon favorably by any of the focus
groups as they felt it would be a waste of time. This idea
wasn't carried forward.
24. › Many employees also raised concerns about not being
provided insurance. I told them I would consult the
management about it. This suggestion was looked
favorably upon by many employees who even put forth
their preferences on types of insurance.
› After careful consideration, I decided to talk to the
management about ‘mediclaim policies.’ This would be
beneficial to both the ground staff as well as servicemen.
By their reaction to the mere mention of the possibility of
the dealership, I was certain there would be a positive
effect on their performance.
26. › After conducting the focus groups, I approached my father
(the director) with the idea of providing these employees
with insurance. There were many details which had to be
kept in mind, such as the premium not affecting the
company’s profitability greatly. The insurance plan had to
help the employees and not be minimalistic in nature. I
knew I couldn't do this alone so I used sites like “policy
bazaar” which compare various insurance options based on
an organizations needs. As a back up, I also contacted
“Pathways Insurance Solutions” who provided me with
similar choices. Eventually I finalized on two.
27. › This is a policy from ‘Bharti AXA’ which protects the
employer from legal liabilities from the employee. If taken,
it would cover any medical expenditure of the employee for
any injury sustained at work. This plan would also cover any
additional cost brought up during treatment and has no
limit but does not cover medical expenditure if the
employee is unconscious for more than 3 days and
disabled for more than 28.
› The premium varies depending on the number of
employees enrolled. The quote given was Rs.300
28.
29. › This insurance scheme launched by ‘New India Assurance
Company Limited’ covers an entire family. Any sort of
insurance plan taken by a single member covers the entire
family, it also covers 15% of their hospitalization fees but
the members who aren’t directly insured receive only 5%.
They also have specific rules, such as the type of clinics
where their insurance plans are valid, the same applies for
hospitals and various other medical institutes.
› They charge a monthly premium of Rs. 200 but the cost
varies with the age of the employees
30.
31. Strengths Weakness
Workmen’s
Compensation
Plan
Covers most of the medical
expenditure
Provides the dealership with
legal safety
High Premium
Covers only the employee
Universal
Health
Insurance
Plan
Covers the family of the
employees
Comparatively cheaper for the
business
Many sub-clauses which
prove loopholes
Many restrictions
No legal Safety for the
dealership
32. › After carefully analyzing both the possible insurance
options, I approached the management. I showed them
both the insurance options :-
› Workmen’s Compensation Plan
› Universal Health Insurance Plan
› I pledged my case for the workmen’s compensation plan
due to benefits it provided the business but requested the
management to look at the universal health insurance plan
as it would greatly benefit the employees.
33. › My experience at Nikhil Automobiles was really memorable.
› I’ve been in contact with the management who have been
calculating the benefit of implementing this policy.
THANK YOU
Editor's Notes
Change intro problem identified and solution rejection