Internship Presentation
•Download as PPTX, PDF•
0 likes•314 views
This document outlines an employee retention program called PACE (People and Career Enrichment) for Nordstrom. PACE will match new hires and top performers with mentors using a mentorship matching software. The objectives of PACE are to create mentors, nurture leadership skills, and encourage employee growth. This is aimed at improving employee retention and engagement, which will help the company grow. The program will benefit both mentors and mentees by facilitating knowledge transfer, career development, and diversity. Next steps include implementing the mentor matching software to schedule meetings, track metrics, and share feedback with management. The overall goals of PACE are to retain employees, promote leadership, enable knowledge sharing through mentoring, increase engagement,
Report
Share
Report
Share
Recommended
The hidden cost of a failed sales manager, a guide for protecting your invest...
Earn the three key attributes that can dramatically impact sales manager effectiveness, and how your organization may be missing the mark.
What the *Bleep* Is Employee Experience?
Employee experience is one of the biggest buzzwords in the HR industry today. But what exactly is the employee experience? How is it different from company culture or employee engagement? Is this just another fad in the industry -- or is it a must-know topic for the C-Suite?
Harvard Business Review found that organizations that invested in their employee experience had more than four times the average profit and more than two times the average revenue. Companies that invest in the employee experience have happier employees, larger talent pipelines, greater profitability and are outperforming their competitors.
In this presentation, Henry Albrecht, CEO at Limeade, and Jason Lauritsen, Speaker, Author and Consultant, will:
- Break down the employee experience and why it’s important
- Walk through the employee experience journey and the moments that shape how we feel about work
- Cover a step-by-step approach to build a highly intentional employee experience at your organization
10 Shocking Stats About Disengaged Employees
Here are 10 shocking stats about employee engagement that our researchers have found. This infographic shows all that's wrong with disengaged employees.
Read more on Officevibe Blog:
https://www.officevibe.com/blog/disengaged-employees-infographic
Download the most comprehensive guide to having engaged employees:
http://officevi.be/employee-engagement-guide
Use these 22 simple ways to boost job satisfaction:
http://officevi.be/job-satisfaction-guide
5 Fast Facts You Need to Know About Workplace Coaching
There’s no doubt about it—workplace coaching is on the rise. But it’s more than a trending topic; good coaching is now widely considered the “x-factor” in higher employee productivity, engagement, and performance.
Top 5 Companies PPT
The article lists the top 5 companies to work for and describes some of the perks and benefits offered at each company. SAS, BCG, Wegmans, Google, and NetApp are identified as the top companies based on factors like employee growth, revenue, and work environment. Common perks across many of the companies included on-site childcare, gyms, health insurance, retirement plans, and flexible work schedules.
11 Statistics That Should Scare Every Manager
Every manager’s worst nightmare is having employees that aren’t engaged. Here are 11 statistics that should scare every manager.
Content by Officevibe, the simplest tool for a greater workplace!
Learn more:
www.officevibe.com
Read our blog:
www.officevibe.com/blog
How to create a "Culture" of Execution and Sustainable Employee Performance!
The document discusses the importance of leadership development and training for employees, noting that training alone can increase productivity by 22.4% while training combined with coaching increases it by 88%. It advocates developing leaders and employees through a process of behavioral assessment, training customized to individual needs, and establishing departmental and individual goals. The overall message is that enhancing company culture through leadership growth and employee development has the greatest impact on sustainable revenue and profit growth.
Part 2 Creating a "Culture" of Execution and Sustainability of Employee Per...
Part 2: Why it’s “Critical to Develop and Train your leaders and employees” - The numbers don't lie!
Recommended
The hidden cost of a failed sales manager, a guide for protecting your invest...
Earn the three key attributes that can dramatically impact sales manager effectiveness, and how your organization may be missing the mark.
What the *Bleep* Is Employee Experience?
Employee experience is one of the biggest buzzwords in the HR industry today. But what exactly is the employee experience? How is it different from company culture or employee engagement? Is this just another fad in the industry -- or is it a must-know topic for the C-Suite?
Harvard Business Review found that organizations that invested in their employee experience had more than four times the average profit and more than two times the average revenue. Companies that invest in the employee experience have happier employees, larger talent pipelines, greater profitability and are outperforming their competitors.
In this presentation, Henry Albrecht, CEO at Limeade, and Jason Lauritsen, Speaker, Author and Consultant, will:
- Break down the employee experience and why it’s important
- Walk through the employee experience journey and the moments that shape how we feel about work
- Cover a step-by-step approach to build a highly intentional employee experience at your organization
10 Shocking Stats About Disengaged Employees
Here are 10 shocking stats about employee engagement that our researchers have found. This infographic shows all that's wrong with disengaged employees.
Read more on Officevibe Blog:
https://www.officevibe.com/blog/disengaged-employees-infographic
Download the most comprehensive guide to having engaged employees:
http://officevi.be/employee-engagement-guide
Use these 22 simple ways to boost job satisfaction:
http://officevi.be/job-satisfaction-guide
5 Fast Facts You Need to Know About Workplace Coaching
There’s no doubt about it—workplace coaching is on the rise. But it’s more than a trending topic; good coaching is now widely considered the “x-factor” in higher employee productivity, engagement, and performance.
Top 5 Companies PPT
The article lists the top 5 companies to work for and describes some of the perks and benefits offered at each company. SAS, BCG, Wegmans, Google, and NetApp are identified as the top companies based on factors like employee growth, revenue, and work environment. Common perks across many of the companies included on-site childcare, gyms, health insurance, retirement plans, and flexible work schedules.
11 Statistics That Should Scare Every Manager
Every manager’s worst nightmare is having employees that aren’t engaged. Here are 11 statistics that should scare every manager.
Content by Officevibe, the simplest tool for a greater workplace!
Learn more:
www.officevibe.com
Read our blog:
www.officevibe.com/blog
How to create a "Culture" of Execution and Sustainable Employee Performance!
The document discusses the importance of leadership development and training for employees, noting that training alone can increase productivity by 22.4% while training combined with coaching increases it by 88%. It advocates developing leaders and employees through a process of behavioral assessment, training customized to individual needs, and establishing departmental and individual goals. The overall message is that enhancing company culture through leadership growth and employee development has the greatest impact on sustainable revenue and profit growth.
Part 2 Creating a "Culture" of Execution and Sustainability of Employee Per...
Part 2: Why it’s “Critical to Develop and Train your leaders and employees” - The numbers don't lie!
5 Coaching Essentials To Look For In Your Next Performance Management System
This document discusses the shortcomings of traditional annual performance reviews and promotes more frequent coaching conversations as an alternative. It notes that negative feedback during annual reviews does not motivate employees, and that organizations focusing on quarterly goal conversations are more successful. Regular feedback is preferred, as 65% of employees want it more often than annual reviews provide. Coaching that emphasizes strengths and future goals improves engagement and performance over checklists and rankings.
2014 Leadership Survey Results
The survey of 75 learning and development professionals found that:
1) Only 44% of respondents agreed or strongly agreed that leaders in their organization successfully drive strategy and communicate their leadership vision.
2) Respondents indicated that leaders are often unwilling to listen to feedback (41%) or be coached (48%).
3) Just over half (52%) of respondents agreed or strongly agreed that they can work successfully with the leaders in their organization.
12 Executive Coaching Facts You Should Know
Did you know two-thirds of CEOs do not receive outside leadership advice—but nearly all want it? Find this and other interesting facts in our new infographic.
4 Ways Coaching Affects Your Bottom Line
Leaders have many misconceptions about coaching. “You have to be an expert.” “It’s time-consuming.” “It’s only for underperformers.” But done right, coaching can impact every aspect of your business for the better. Use this infographic to get the bottom on how coaching benefits your bottom line.
Lesson 9 employee empowerment2
The document discusses key concepts of total quality management (TQM) including employee involvement and empowerment. Under TQM, employees are empowered to identify and correct quality problems rather than fearing punishment. Effective motivation strategies include teamwork, training, recognition, feedback and empowerment. Several theories on employee motivation are described, including Theory X, Theory Y and Theory Z. Teams are formed to accomplish more work and objectives, though teamwork does not come naturally and management must foster compatibility and cooperation among team members.
Top Talent Development Trends of 2014
The document identifies the top 6 talent development trends in 2014:
1. Connecting development to business priorities like decision making and coaching.
2. Implementing coaching training programs to improve employee performance.
3. Addressing challenges with leadership succession planning as companies failed to select the right talent 82% of the time.
4. Focusing on engaging and developing millennial employees who will make up 46% of the workforce by 2020.
5. Running employee engagement programs which 78% of businesses were actively doing.
6. Improving retention efforts as 58% of employees planned to change jobs in the next year.
5/22 Effective Communications and the Employee Experience Webinar
This document summarizes a presentation about effective employee communications and the impact on employee experience. The presentation discusses how communications should support the whole person, whole ecosystem, and whole company. It emphasizes reaching all employees, including those not connected digitally. The presentation then shares a success story about how TE Connectivity used a mobile app called myTE to directly communicate with about 38,000 employees who did not have TE emails. The app allowed for targeted messaging, engagement features, and reporting capabilities. Key learnings included having local champions and using scheduling to boost efficiency. The presentation concludes that engaged workforces have better business results and organizations should prioritize what matters to employees and their goals.
Driving a Culture of Employee Recognition
Learn how to create a culture of recognition in this December 2013 webinar featuring Globoforce's Derek Irvine and Madeline Laurano of the Aberdeen Group.
Are Your Training Initiatives Driving Results?
Training initiatives are not well aligned to critical organizational outcomes for many companies. A survey found that only 65% of respondents agreed or strongly agreed that their training was aligned to drive competency-based results, and only 40% agreed it was aligned to drive cultural or business impact results. Additionally, leadership does not fully understand or support the connection between training and driving business results for many organizations.
Visix 12 important facts about employee recognition
Studies show that employee recognition drives engagement, retention and productivity. Read these 12 important facts…
Career Evolution Through Coaching
Women in Science & Tech Businesses put on this event, inviting Knightsbridge to talk about the importance of coaching.
See www.womenintechbiz.com for more information
Employee Engagement 11 184
The document discusses employee engagement. It defines employee engagement as the extent to which employees are committed to their organization's mission, values, and goals. It notes that engaged employees demonstrate enthusiasm for their work and go above and beyond to help their organization succeed. The document then outlines the cognitive, emotional, and behavioral components of employee engagement. It discusses measuring and improving engagement through various activities and initiatives.
2 Easy Fixes to Get More ROI from Recognition
More companies are finding that recognition, appreciation, and human workplace practices improve overall employee experience and fuel business performance. See the results of our latest research with SHRM
Women in the Workplace: The Importance of Inclusion
The latest Women in the Workplace study found that almost two-thirds of women experience “microaggressions” (verbal, non-verbal and environmental slights targeted upon marginalized groups) at work.
This discrimination isn’t always explicit. Oftentimes, these microaggressions present themselves as women having their judgment or expertise questioned, having to provide more evidence for their claims or being mistaken for a more junior position than they actually are. But there are steps that an organization can take to help minimize these microaggressions and build a more inclusive workplace.
Laura Hamill, Ph.D., Chief People Officer and Chief Science Officer at Limeade, and HR writer, speaker, entrepreneur and podcaster, Laurie Ruettimann discuss:
- The challenges women in the workplace face in 2019
- What is inclusion and why there is inherent tension
- The importance of building inclusive workplaces for women and bringing your authentic selves to the table
- What organizations can do to cultivate and build a more inclusive workplace
Beyond the Metrics: Creating Meaningful Engagement through Communication
In this webinar, Limeade helps businesses take on these challenges, from everyday engagement struggles to unique crisis obstacles like showing care during the COVID-19 pandemic. This webinar will empower you to find effective and innovative approaches that actually move the needle on engagement.
Candid conversations for inclusive cultures
“Inclusion in the workplace” is a trendy phrase you’ve heard thrown all over the place, but inclusion is nothing without acknowledgement and action. From recognizing micro-inclusions in your organization to admitting what you can’t recognize, today’s successful businesses are taking ownership of where they fall short and actively preparing for Gen Z expectations.
Emc3 ilovelndn team-build_160623
Team building events have numerous benefits for organizations, such as improving leadership skills, uniting staff networks, and increasing staff retention. They help employees feel more engaged and valued, which improves productivity and creativity. Team building also allows organizations to clarify goals and objectives, identify strengths and weaknesses, and improve teamwork, communication, problem solving abilities, and overall company culture.
A Roadmap to Employee Engagement
A roadmap that details key considerations and best practices for employee engagement - which drives worker productivity, loyalty, innovation and advocacy.
Employee engagement workshop
The document discusses building an employee engagement strategy. It defines engagement as emotional and intellectual commitment to an organization based on saying positive things about it, wanting to stay, and being willing to work hard. Most employees are disengaged or actively disengaged, costing the economy billions annually. The top drivers of engagement are senior management interest, challenging work, decision-making authority, customer focus, and career advancement. An effective strategy integrates programs to impact employees, customers and business results. It should create a campaign using tools like the Gallup Q12, link engagement to outcomes like retention, productivity and profitability, and continuously measure effectiveness.
TLNT Employee Experience Webinar 10.31.19
This document discusses improving the employee experience. It provides an overview of research showing a positive employee experience leads to better retention and performance. While many companies see employee experience as important, few have dedicated roles for it or collect needed data. Common obstacles to improving experience are budget, resources, tools and understanding. The document defines key elements of experience like culture, communication and inclusion. It outlines strategies like starting small, training managers, using data to drive decisions and frequent evaluation and communication. New technologies can help span the entire employee lifecycle and integrate systems for a more seamless experience.
Infografia nativos digitales
La investigación educativa no respalda la distinción entre "nativos digitales" e "inmigrantes digitales". No hay pruebas de que la estructura cerebral de los jóvenes haya cambiado o de que usen la tecnología de manera fundamentalmente diferente que las generaciones anteriores. Tampoco existe evidencia de una brecha digital universal entre estudiantes y profesores. Mientras que algunos estudiantes podrían considerarse más competentes digitalmente, hay grandes diferencias individuales.
Thanks for stopping by!
The document thanks people for stopping by Docril's booth at a recent trade show in Charlotte, NC, which saw near-record attendance. It mentions that Docril offers fabrics with a 10-year warranty through 17 distributors across the US and Caribbean. Contact information is provided to place reorders or ask additional questions.
More Related Content
What's hot
5 Coaching Essentials To Look For In Your Next Performance Management System
This document discusses the shortcomings of traditional annual performance reviews and promotes more frequent coaching conversations as an alternative. It notes that negative feedback during annual reviews does not motivate employees, and that organizations focusing on quarterly goal conversations are more successful. Regular feedback is preferred, as 65% of employees want it more often than annual reviews provide. Coaching that emphasizes strengths and future goals improves engagement and performance over checklists and rankings.
2014 Leadership Survey Results
The survey of 75 learning and development professionals found that:
1) Only 44% of respondents agreed or strongly agreed that leaders in their organization successfully drive strategy and communicate their leadership vision.
2) Respondents indicated that leaders are often unwilling to listen to feedback (41%) or be coached (48%).
3) Just over half (52%) of respondents agreed or strongly agreed that they can work successfully with the leaders in their organization.
12 Executive Coaching Facts You Should Know
Did you know two-thirds of CEOs do not receive outside leadership advice—but nearly all want it? Find this and other interesting facts in our new infographic.
4 Ways Coaching Affects Your Bottom Line
Leaders have many misconceptions about coaching. “You have to be an expert.” “It’s time-consuming.” “It’s only for underperformers.” But done right, coaching can impact every aspect of your business for the better. Use this infographic to get the bottom on how coaching benefits your bottom line.
Lesson 9 employee empowerment2
The document discusses key concepts of total quality management (TQM) including employee involvement and empowerment. Under TQM, employees are empowered to identify and correct quality problems rather than fearing punishment. Effective motivation strategies include teamwork, training, recognition, feedback and empowerment. Several theories on employee motivation are described, including Theory X, Theory Y and Theory Z. Teams are formed to accomplish more work and objectives, though teamwork does not come naturally and management must foster compatibility and cooperation among team members.
Top Talent Development Trends of 2014
The document identifies the top 6 talent development trends in 2014:
1. Connecting development to business priorities like decision making and coaching.
2. Implementing coaching training programs to improve employee performance.
3. Addressing challenges with leadership succession planning as companies failed to select the right talent 82% of the time.
4. Focusing on engaging and developing millennial employees who will make up 46% of the workforce by 2020.
5. Running employee engagement programs which 78% of businesses were actively doing.
6. Improving retention efforts as 58% of employees planned to change jobs in the next year.
5/22 Effective Communications and the Employee Experience Webinar
This document summarizes a presentation about effective employee communications and the impact on employee experience. The presentation discusses how communications should support the whole person, whole ecosystem, and whole company. It emphasizes reaching all employees, including those not connected digitally. The presentation then shares a success story about how TE Connectivity used a mobile app called myTE to directly communicate with about 38,000 employees who did not have TE emails. The app allowed for targeted messaging, engagement features, and reporting capabilities. Key learnings included having local champions and using scheduling to boost efficiency. The presentation concludes that engaged workforces have better business results and organizations should prioritize what matters to employees and their goals.
Driving a Culture of Employee Recognition
Learn how to create a culture of recognition in this December 2013 webinar featuring Globoforce's Derek Irvine and Madeline Laurano of the Aberdeen Group.
Are Your Training Initiatives Driving Results?
Training initiatives are not well aligned to critical organizational outcomes for many companies. A survey found that only 65% of respondents agreed or strongly agreed that their training was aligned to drive competency-based results, and only 40% agreed it was aligned to drive cultural or business impact results. Additionally, leadership does not fully understand or support the connection between training and driving business results for many organizations.
Visix 12 important facts about employee recognition
Studies show that employee recognition drives engagement, retention and productivity. Read these 12 important facts…
Career Evolution Through Coaching
Women in Science & Tech Businesses put on this event, inviting Knightsbridge to talk about the importance of coaching.
See www.womenintechbiz.com for more information
Employee Engagement 11 184
The document discusses employee engagement. It defines employee engagement as the extent to which employees are committed to their organization's mission, values, and goals. It notes that engaged employees demonstrate enthusiasm for their work and go above and beyond to help their organization succeed. The document then outlines the cognitive, emotional, and behavioral components of employee engagement. It discusses measuring and improving engagement through various activities and initiatives.
2 Easy Fixes to Get More ROI from Recognition
More companies are finding that recognition, appreciation, and human workplace practices improve overall employee experience and fuel business performance. See the results of our latest research with SHRM
Women in the Workplace: The Importance of Inclusion
The latest Women in the Workplace study found that almost two-thirds of women experience “microaggressions” (verbal, non-verbal and environmental slights targeted upon marginalized groups) at work.
This discrimination isn’t always explicit. Oftentimes, these microaggressions present themselves as women having their judgment or expertise questioned, having to provide more evidence for their claims or being mistaken for a more junior position than they actually are. But there are steps that an organization can take to help minimize these microaggressions and build a more inclusive workplace.
Laura Hamill, Ph.D., Chief People Officer and Chief Science Officer at Limeade, and HR writer, speaker, entrepreneur and podcaster, Laurie Ruettimann discuss:
- The challenges women in the workplace face in 2019
- What is inclusion and why there is inherent tension
- The importance of building inclusive workplaces for women and bringing your authentic selves to the table
- What organizations can do to cultivate and build a more inclusive workplace
Beyond the Metrics: Creating Meaningful Engagement through Communication
In this webinar, Limeade helps businesses take on these challenges, from everyday engagement struggles to unique crisis obstacles like showing care during the COVID-19 pandemic. This webinar will empower you to find effective and innovative approaches that actually move the needle on engagement.
Candid conversations for inclusive cultures
“Inclusion in the workplace” is a trendy phrase you’ve heard thrown all over the place, but inclusion is nothing without acknowledgement and action. From recognizing micro-inclusions in your organization to admitting what you can’t recognize, today’s successful businesses are taking ownership of where they fall short and actively preparing for Gen Z expectations.
Emc3 ilovelndn team-build_160623
Team building events have numerous benefits for organizations, such as improving leadership skills, uniting staff networks, and increasing staff retention. They help employees feel more engaged and valued, which improves productivity and creativity. Team building also allows organizations to clarify goals and objectives, identify strengths and weaknesses, and improve teamwork, communication, problem solving abilities, and overall company culture.
A Roadmap to Employee Engagement
A roadmap that details key considerations and best practices for employee engagement - which drives worker productivity, loyalty, innovation and advocacy.
Employee engagement workshop
The document discusses building an employee engagement strategy. It defines engagement as emotional and intellectual commitment to an organization based on saying positive things about it, wanting to stay, and being willing to work hard. Most employees are disengaged or actively disengaged, costing the economy billions annually. The top drivers of engagement are senior management interest, challenging work, decision-making authority, customer focus, and career advancement. An effective strategy integrates programs to impact employees, customers and business results. It should create a campaign using tools like the Gallup Q12, link engagement to outcomes like retention, productivity and profitability, and continuously measure effectiveness.
TLNT Employee Experience Webinar 10.31.19
This document discusses improving the employee experience. It provides an overview of research showing a positive employee experience leads to better retention and performance. While many companies see employee experience as important, few have dedicated roles for it or collect needed data. Common obstacles to improving experience are budget, resources, tools and understanding. The document defines key elements of experience like culture, communication and inclusion. It outlines strategies like starting small, training managers, using data to drive decisions and frequent evaluation and communication. New technologies can help span the entire employee lifecycle and integrate systems for a more seamless experience.
What's hot (20)
5 Coaching Essentials To Look For In Your Next Performance Management System
5 Coaching Essentials To Look For In Your Next Performance Management System
5/22 Effective Communications and the Employee Experience Webinar
5/22 Effective Communications and the Employee Experience Webinar
Visix 12 important facts about employee recognition
Visix 12 important facts about employee recognition
Women in the Workplace: The Importance of Inclusion
Women in the Workplace: The Importance of Inclusion
Beyond the Metrics: Creating Meaningful Engagement through Communication
Beyond the Metrics: Creating Meaningful Engagement through Communication
Viewers also liked
Infografia nativos digitales
La investigación educativa no respalda la distinción entre "nativos digitales" e "inmigrantes digitales". No hay pruebas de que la estructura cerebral de los jóvenes haya cambiado o de que usen la tecnología de manera fundamentalmente diferente que las generaciones anteriores. Tampoco existe evidencia de una brecha digital universal entre estudiantes y profesores. Mientras que algunos estudiantes podrían considerarse más competentes digitalmente, hay grandes diferencias individuales.
Thanks for stopping by!
The document thanks people for stopping by Docril's booth at a recent trade show in Charlotte, NC, which saw near-record attendance. It mentions that Docril offers fabrics with a 10-year warranty through 17 distributors across the US and Caribbean. Contact information is provided to place reorders or ask additional questions.
Kepler vs Xeon Phi
The document compares the Kepler GPU and Xeon Phi architectures through microbenchmarks that test memory-bound, compute-bound, and latency-bound workloads. It finds that for memory-bound workloads, vectorizing loads and using texture cache improves performance on Kepler, while gathering and aligned loads help Xeon Phi. For compute-bound workloads, vectorizing and using float4/double4 benefits Kepler, and intrinsics aid Xeon Phi. And for latency-bound workloads, loop interchange and skipping the L2 cache helps Kepler, while gathering and aligned loads assist Xeon Phi. The conclusion notes vendor performance data may differ from experiments and examples are available online.
Jerry Novack | Qualities of a Great Mentor
Most people believe they are capable of being a great mentor, but do they really hold the essential qualities to properly lead their mentees? I created this slideshow based on a recent blog post I wrote for http://jerrynovack.net - check it out!
Thanks!
MENTEE-Handbook-DIGITAL-1 FINAL
This document provides an overview of mentoring for entrepreneurs. It defines mentoring as a partnership where an experienced mentor supports a mentee. Mentoring is important because research shows mentored businesses are more likely to survive. The document discusses what mentoring is and is not, how it can occur, key roles in the relationship, and why entrepreneurs benefit from mentors' guidance and support in developing their business skills and overcoming challenges.
Biodiversità dell’Isola di Gorgona: una nuova varietà di olivo per la ricchez...
Biodiversity in Gorgona Island (Tuscany, Italy): a new olive tree variety for local development
ZEE LAMBAYEQUE, PERU
DOCUMENTO ANALIZADO Y COMENTADO POR ESTUDIANTES DEL CURSO RECURSOS NATURALES Y BIODIVERSIDAD V CICLO DE FACULTAD DE CIENCIAS BIOLOGICAS DE LA UNIVERSIDAD NACIONAL PEDRO RUIZ GALLO
02competencias conceptos y taxonomias aplicables a los distintos niveles educ...
02competencias conceptos y taxonomias aplicables a los distintos niveles educ...Alfredo Prieto Martín
Se explica la definición y la utilidad de las competencias como resultados de aprendizaje complejos y se muestran una serie de clasificaciones de competencias aplicables a distintos niveles educativos Orpos and store practices
A general overview on Oracle Retail POS with an introduction to Oracle MICROS.
Some of the ORPOS technologies are also discussed at a very high level.
Traditional knowledge
Traditional knowledge refers to the accumulated body of knowledge, know-how, practices and representations maintained and developed by Indigenous peoples. It develops over generations from observations of the land and interactions within the environment. Colonization had a major impact on traditional knowledge by disrupting transmission between generations and enforcing shifts away from traditional lifestyles. However, some communities are working to revitalize traditional knowledge by integrating it with western science and ensuring its protection from exploitation.
e-reputation et référencement : Introduction
Conférence sur l'ereputation, le personal branding et le référencement à destination de tout public.
Viewers also liked (12)
Présentation travailleurs autonomes 16 novembre 2010
Présentation travailleurs autonomes 16 novembre 2010
Biodiversità dell’Isola di Gorgona: una nuova varietà di olivo per la ricchez...
Biodiversità dell’Isola di Gorgona: una nuova varietà di olivo per la ricchez...
02competencias conceptos y taxonomias aplicables a los distintos niveles educ...
02competencias conceptos y taxonomias aplicables a los distintos niveles educ...
Similar to Internship Presentation
Coaching Employees for High Performance (Webinar by Fuel50 & Quantum Workplace)
Check out the full webinar at http://f50.li/cehp. Today, more than ever, providing opportunities for professional development and career growth is critical to engaging and retaining productive and high-performing employees. In fact, 100% of HR leaders identified improving leader coaching conversations as a top priority for them in 2017 and 70% of employers say their career development processes are ineffective at providing career advancement opportunities.
How Can A Mentorship Program Help You?
The idea of a mentorship program is not new to most organizations. Co-learning initiatives are a win-win that supports both skill development and cross-functional cooperation, as leaders have long realized. Mentorship programs, on the other hand, have just lately become essential for businesses- Shawn Sharma.
Mentoring That Works Avoid 6 Common Mistakes
This document discusses common challenges with mentoring programs and provides recommendations to address them. It covers 6 common challenges: 1) insufficiently motivated mentors, 2) protégés not clearly defining goals, 3) ineffective matching of mentors and protégés, 4) protégés feeling guarded, 5) limited ongoing support, and 6) little outcome tracking. The document recommends articulating benefits to recruit motivated mentors, helping protégés set clear and measurable goals, using data and automated tools to improve matching, and providing ongoing support and outcome tracking.
HR Strategies for Ahmedabad
1) The document discusses challenges facing a human resources department at an accounting firm, including hiring and retaining qualified employees, developing long-term organizational vision and culture, and aligning individual goals with company goals.
2) It provides suggestions for building a successful HR strategy, such as selective hiring to fit organizational culture, extensive training, linking compensation to performance, and creating a supportive environment to develop employees' careers over the long term.
3) The ideal HR strategy aims to embed the firm's overall vision and strategy in each individual employee so they can work towards achieving the firm's vision.
Factors impacting new hire performance and engagement
Are your new hires contributing? Are your new hires expectations being met? Research, Insights and Practical actions that can improve your new hire performance and engagement.
“People leave managers, not companies”
LinkedIn provided a course at how to win the retention game? finding the perfect employee for the job is a very hard task, despite some saying everyone is replaceable, read here why and how to win back your loyal employees and how to retain others.
Being a better boss-How to reduce turnover
This document provides tips for reducing employee turnover by being a better boss. It discusses how costly employee turnover is for companies and outlines four main steps managers can take: 1) make time for training and onboarding new employees, 2) open lines of communication through regular check-ins, 3) offer flexible working environments to improve work-life balance, and 4) get employees involved in volunteering to find meaning in their work. The document emphasizes that the number one reason employees quit is due to having a bad boss and provides strategies within each step to help managers reduce turnover.
Train to Ingrain Presentation
The survey results show that the company needs improvement in developing leaders and supporting employee development. Less than half of employees feel the company identifies and develops high performers (46%) or has processes to ensure future leaders (36%). Even fewer agree that supervisors have the skills to support direct reports' development (29%) or effectively resolve workplace conflicts (43%). Only 38% feel supervisors communicate expectations well. The document discusses challenges with transferring training to on-the-job performance. There is often a lack of accountability and follow-up after training. Long-term behavior change requires ongoing reinforcement through activities like follow-up discussions, support groups, and feedback from managers.
Employee retention
The document discusses employee retention strategies. It identifies objectives like reducing turnover and understanding how employees feel engaged. It then lists various retention strategies companies can implement at low, medium, and high levels. These include hiring the right people, empowering and recognizing employees, providing feedback, and creating a healthy work environment. The role of managers is also examined, with strategies like motivating employees, coaching, and focusing on career development. Overall, the key to an effective retention strategy is implementing the right practices to keep desirable employees committed to the organization.
Employee retention
The document discusses employee retention strategies and the manager's role in retention. It outlines objectives like identifying how retention strategies reduce turnover and how employees feel engaged. Retention strategies discussed include hiring the right people, empowering and valuing employees, feedback, recognition, and maintaining morale. Managers play a key role through creating a motivating environment, coaching, delegation, and focusing on employees' future careers. The overall goal of retention strategies is to keep desirable employees at an organization.
Employee retention
The document discusses employee retention strategies and the manager's role in retention. It outlines objectives like identifying how retention strategies reduce turnover and how employees feel engaged. Retention strategies discussed include hiring the right people, empowering and valuing employees, feedback, recognition, and maintaining morale. Managers play a key role through creating a motivating environment, coaching, delegation, and focusing on employees' future careers. The overall goal of retention strategies is to keep desirable employees at an organization.
Team ScoreCard
The document discusses how Pinnacle Management Group uses Team Scorecards to help companies measure and improve their organizational culture and performance. It summarizes that the Team Scorecard examines communication, trust, alignment, and productivity; identifies areas for improvement; and provides training and tools to help teams work more effectively together. Customized reports and assistance are provided to help companies achieve their business goals.
Enhancing Business Performance with Alex Har
The document describes Alex Har's coaching services and process. It provides an overview of performance coaching and its benefits for businesses and individuals. It also shares 4 case studies where Alex Har's coaching helped a car dealership, an industrial supply company, an insurance company implement new strategies, and mentored an entrepreneur. The coaching process involves establishing trust and rapport, setting goals and actions plans, and evaluating outcomes.
How to Attract & Retain Top Talent
The document discusses strategies for attracting and retaining top talent. It identifies challenges such as talent being difficult to identify and assess during interviews. Solutions include gathering information on talent from trusted sources, using social media to research candidates, and clearly advertising job requirements. Additional tips are to have a dynamic talent database, use reference checks, and research successful projects of competitors. The document emphasizes that attracting talent is just the beginning and retention is also important to mitigate long-term risks, noting that companies should start working on retention from within by cultivating their reputation.
How to attract & retain top talent
The document discusses strategies for attracting and retaining top talent. It identifies challenges such as talent being difficult to identify and assess during interviews. Solutions include gathering information on talent from trusted sources, using social media to research candidates, and clearly advertising job requirements. Additional tips are to have a dynamic talent database, use reference checks, and research successful projects of competitors. The document emphasizes that attracting talent is just the beginning and retention is also important to mitigate long-term risks, noting that companies should start working on their reputation and from within to be most attractive.
Executive Function-Informed Coaching Services
Coaching is a strengths-based, person-centered approach that helps people direct their own changes by building essential skills. Coaching relies on developing a trusting relationship and using open-ended questions to help clients set and achieve their own goals. For coaching to be effective within an organization, the entire agency culture must support it, including training supervisors. Research shows coaching improves client outcomes, staff performance, and organizational morale when implemented successfully within social services programs.
How to Improve Your Bottom-Line Through Employee Engagement
Employee engagement is a hot topic and a key concern for many companies. Despite the heightened focus, companies still struggle with these questions: Why should we invest in employee engagement? Where do we invest for the greatest impact? What is the tangible business value of internal communication?
In this webinar, we will explore how to improve employee engagement, ways to initiate strategic discussions in your organization, and the impact it has on your bottom-line.
Turning on the Light Cali Presentation
This document provides tips for developing and participating in mentoring programs to support the future of industrial hygiene. It discusses the benefits of mentoring programs, including talent development, skill building, knowledge sharing, and employee retention. The document recommends recruiting mentors and mentees from local professional organizations, universities, and companies. It emphasizes the importance of establishing a foundation for the program by defining roles and responsibilities, resources, tracking, and metrics for success. The document also covers matching mentors and mentees, orientation and training, and encourages participation in existing mentoring programs.
TMI White Paper: Making learning stick
This document summarizes the findings of a global study on how companies transfer learning from training programs into workplace behaviors. Some key findings include: 1) While most companies assess learning needs through performance reviews, 8% conduct no assessment; 2) The Kirkpatrick model is commonly used to assess learning effectiveness but 18% use no measures; 3) Only 53% believe individuals recognize the importance of applying learning, showing room for improvement in developing a learning culture. The study provides insights to help organizations better support learning transfer into on-the-job performance.
Similar to Internship Presentation (20)
Coaching Employees for High Performance (Webinar by Fuel50 & Quantum Workplace)
Coaching Employees for High Performance (Webinar by Fuel50 & Quantum Workplace)
Factors impacting new hire performance and engagement
Factors impacting new hire performance and engagement
How to Improve Your Bottom-Line Through Employee Engagement
How to Improve Your Bottom-Line Through Employee Engagement
Internship Presentation
- 1. EMPLOYEE RETENTION PROGRAM TEAM FAST & FRIENDLY Julie Gondek, Laura Cardno, Jasmine Berry, Anna Brown, & Melissa Harrington
- 2. 2 Percent of Fortune 500 companies use mentor programs Percent of learning is informal Percent increase in retention with increased employee engagement DID YOU KNOW?
- 3. 3 Who does this program effect? New Hires & existing pacesetters/all-stars What is the objective of PACE? Create mentors, nurture leadership, & encourage growth How will PACE be implemented? Through a mentorship matching software What will PACE do for Nordstrom? Improve employee retention & grow the company
- 4. 4 Retain New Employees Encourage Growth Nurture Leadership What will it do for Nordstrom?
- 5. 5
- 7. 7 NORDSTROM RETENTION ANALYSISStrengths: Benefits Commission Open-door Policy Opportunities: Benefits Commission Open-door Policy Incentives Team bonding Reverse Mentoring Weaknesses: Competition Disregarding resources Stagnant in positions
- 8. 8 What will do for employees? Mentors: Additional benefits Compensation in pay for lost time on the floor. Creates leadership on the floor. Helps create and maintain goals. Fosters healthy on floor relationships Refreshes veteran knowledge. Heightens level of ownership Mentees: Promotes career growth. Enables mentee to succeed. Improves the ‘bottom line.’ Helps establish goals & a plan to achieve them. Gives mentee an on floor confidant. Gain knowledge of Nordstrom culture Opportunity to grow Mentee’s business.
- 9. 9 What will do for Nordstrom? KNOWLED GE TRANSFER Short-term & long- term learning Shortened learning curve Enhances Productivity Access to range of peers to share skills & promote learning CAREER & LEADERSHIP DEVELOPMENT Acknowledges leaders Exposes talent Leverages internal resources Spreads knowledge & practices of Nordstrom culture Enhances networking & interpersonal skills DIVERSITY & REVERSE MENTORING Stimulates innovation & creativity Cultural inclusiveness & awareness Two-way learning New hires share fresh ideas with veterans Veterans share knowledge with new hires.
- 10. 10 What’s next? How can Nordstrom accomplish this program? Mentor matching software that: Matches mentors & mentees Schedules Meetings Records in-depth metrics Shares information with DM & HR
- 11. 11 Software Mentor Matching Style-flex Personality test Strengths test Scheduling Meetings based on work schedules Ever 2 weeks for first 60 days Monthly after 60 days In-depth metrics Sales goals Scorecard/SPH Appointments Information Sharing Meeting documentation Mentor & Mentee surveys Shares feedback with DM & HR.
- 12. 12 •Retain •Promote •Knowledge Transfer and Reverse Mentoring •Engagement •Development
- 13. 13
Editor's Notes
- Additional benefits for Mentors Benefits will compensate for lost time on floor Additional go to person outside of management Creates friends not enemies Enforcing all Nordstrom resources Helps mentors & mentees create & maintain goals Mentor bonuses & mentee career growth Fosters healthy on floor relationships Refreshes knowledge