This document contains a table of contents for a presentation on human resources that includes sections on: the history of human resources; the definition of human resources; the role of human resources; human resources megatrends; human resources divisions; and human resources positions. The presentation was designed and lectured by Karim Ismail.
Career Opportunities in Human Resource & Corporate Relations Management presented by Mrinali ThalgodapitiyaManager – Corporate Communications, Standard Chartered Bank at a public lecture in the School of Finance and Banking – Rwanda’s premier business school
Leveraging Internal Mobility and Talent Networks -- Breakout Session at Talen...LinkedIn Talent Solutions
Fireside Chat: Your next hire is right in front of you: leveraging internal mobility and talent networks
Recruiters today have a variety of channels at their fingertips to hire talent. Sometimes this can be overwhelming. According to recent research "internal sources, such as employee referrals, inside hires, walk-ins and a company’s career site, produce almost twice the number of hires as external ones." Why not take a step back and look at the talent you currently have, and invest in them to grow your company? In this fireside chat session, hear how SAP structures its internal mobility programmes for different markets across APAC, and how Australia Post is preparing legacy employees for new roles within the company and beyond.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
Human Resources domain have evolved many folds over a period of time.
Earlier Talent Acquisition / Recruitment was considered the main objective but with changing economy and businesses, specialised roles have been developed and sub domains have been created within HR. Hence, allowing HR professionals to explore and get specialised.
Additionally with adoption of Artificial Intelligence and high level technology, there are lot of HR process which are becoming automated. It's high time to embrace emerging HR Technology.
Career Opportunities in Human Resource & Corporate Relations Management presented by Mrinali ThalgodapitiyaManager – Corporate Communications, Standard Chartered Bank at a public lecture in the School of Finance and Banking – Rwanda’s premier business school
Leveraging Internal Mobility and Talent Networks -- Breakout Session at Talen...LinkedIn Talent Solutions
Fireside Chat: Your next hire is right in front of you: leveraging internal mobility and talent networks
Recruiters today have a variety of channels at their fingertips to hire talent. Sometimes this can be overwhelming. According to recent research "internal sources, such as employee referrals, inside hires, walk-ins and a company’s career site, produce almost twice the number of hires as external ones." Why not take a step back and look at the talent you currently have, and invest in them to grow your company? In this fireside chat session, hear how SAP structures its internal mobility programmes for different markets across APAC, and how Australia Post is preparing legacy employees for new roles within the company and beyond.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
Human Resources domain have evolved many folds over a period of time.
Earlier Talent Acquisition / Recruitment was considered the main objective but with changing economy and businesses, specialised roles have been developed and sub domains have been created within HR. Hence, allowing HR professionals to explore and get specialised.
Additionally with adoption of Artificial Intelligence and high level technology, there are lot of HR process which are becoming automated. It's high time to embrace emerging HR Technology.
Career management, much like performance management, is undergoing a transformation. At one time, both were distinct, separate activities a part from the regular rhythm of the business; now they’re becoming a part of an organization’s ongoing practices.
A number of drivers are causing companies to re-think their approach and enable greater internal talent mobility:
To win the war for talent, employees are a critical asset to retain
To maintain a competitive market position, cost containment and nimbleness are critical and can both be achieved through increased retention rates
To motivate and engage employees in today’s flattened corporate hierarchies, it is important to show them a future path
Responding to the strategic motivators above requires a collaborative and integrated approach that aligns the career aspirations of employees with the company’s strategic needs.
In this webinar, we will share how to:
Create a formula for talent mobility within your company
Make mobility work, using a practical case study example as a guide
Enable career management within your talent management system
Did David Ulrich miss something in his HRBP model?Brian Fenton
David Ulrich's HRBP model has been widely used as the standard for the role of HR in organisations. But is there perhaps a key element that is either missed, or hidden that is critical the success of HR in organisations?
Eminent offers a range of courses that will enhance your
skills, improving efficiency and productivity. Successful people invest in
themselves and Eminent has been assisting individuals for the last 25 years
in the process by offering an extensive range of courses, at affordable
prices. Our courses are delivered by subject matter experts with both
training as well as industry experience. They are not only professional, but
also considerate and sensitive towards varying individual needs and provide
the necessary support to every participant during the learning process.
Did David Ulrich miss something in his HRBP model?Brian Fenton
David Ulrich's HRBP model has been widely used as the standard for the role of HR in organisations. But is there perhaps a key element that is either missed, or hidden that is critical the success of HR in organisations?
We (HR) can't work the way, we worked in past. HR need to be more proactive and understand the business to make the impact. HR is now a strategic business partner. However HR professionals need to embed with new skill sets.
The Human Resource Business Professional
(HRBP™) is a globally relevant credential that
is designed to validate professional-level core
human resource knowledge and skills.
The credential demonstrates mastery of
generally accepted technical and operational HR
principles. Independent of geographic region,
the credential complements local HR practices.
Through demonstrated knowledge, the credential
enhances the credibility of HR professionals and
the organizations they serve.
Morgan International was the pioneer in bringing
the HRBP credential into the region. A longtime
partner of the Society for Human Resource
Management, Morgan piloted the program in
2012 and saw the first wave of professionals pass
their HRBP exam.
HR Strategies and framework for Emerging, New and Small BusinessesVinod Bidwaik
This presentation gives you some strategies and framework for Emerging, , New and Small Businesses. Vinod Bidwaik has made experimentation by putting the concept in simple language with drawing some sketches. This is original work of Vinod (except slide 10).
The competition for qualified leaders is fierce, is fierce, Senior Executive Search
Companies know-how to help clients think in new ways about how to find, recruit and retain top leaders.
Career management, much like performance management, is undergoing a transformation. At one time, both were distinct, separate activities a part from the regular rhythm of the business; now they’re becoming a part of an organization’s ongoing practices.
A number of drivers are causing companies to re-think their approach and enable greater internal talent mobility:
To win the war for talent, employees are a critical asset to retain
To maintain a competitive market position, cost containment and nimbleness are critical and can both be achieved through increased retention rates
To motivate and engage employees in today’s flattened corporate hierarchies, it is important to show them a future path
Responding to the strategic motivators above requires a collaborative and integrated approach that aligns the career aspirations of employees with the company’s strategic needs.
In this webinar, we will share how to:
Create a formula for talent mobility within your company
Make mobility work, using a practical case study example as a guide
Enable career management within your talent management system
Did David Ulrich miss something in his HRBP model?Brian Fenton
David Ulrich's HRBP model has been widely used as the standard for the role of HR in organisations. But is there perhaps a key element that is either missed, or hidden that is critical the success of HR in organisations?
Eminent offers a range of courses that will enhance your
skills, improving efficiency and productivity. Successful people invest in
themselves and Eminent has been assisting individuals for the last 25 years
in the process by offering an extensive range of courses, at affordable
prices. Our courses are delivered by subject matter experts with both
training as well as industry experience. They are not only professional, but
also considerate and sensitive towards varying individual needs and provide
the necessary support to every participant during the learning process.
Did David Ulrich miss something in his HRBP model?Brian Fenton
David Ulrich's HRBP model has been widely used as the standard for the role of HR in organisations. But is there perhaps a key element that is either missed, or hidden that is critical the success of HR in organisations?
We (HR) can't work the way, we worked in past. HR need to be more proactive and understand the business to make the impact. HR is now a strategic business partner. However HR professionals need to embed with new skill sets.
The Human Resource Business Professional
(HRBP™) is a globally relevant credential that
is designed to validate professional-level core
human resource knowledge and skills.
The credential demonstrates mastery of
generally accepted technical and operational HR
principles. Independent of geographic region,
the credential complements local HR practices.
Through demonstrated knowledge, the credential
enhances the credibility of HR professionals and
the organizations they serve.
Morgan International was the pioneer in bringing
the HRBP credential into the region. A longtime
partner of the Society for Human Resource
Management, Morgan piloted the program in
2012 and saw the first wave of professionals pass
their HRBP exam.
HR Strategies and framework for Emerging, New and Small BusinessesVinod Bidwaik
This presentation gives you some strategies and framework for Emerging, , New and Small Businesses. Vinod Bidwaik has made experimentation by putting the concept in simple language with drawing some sketches. This is original work of Vinod (except slide 10).
The competition for qualified leaders is fierce, is fierce, Senior Executive Search
Companies know-how to help clients think in new ways about how to find, recruit and retain top leaders.
Accuvest Chart Book and Financial Market Update (1/6/14)advisorshares
Take a look at this week’s Chart Book from Accuvest Global Advisors with updates on the following:
Global Financial Conditions
Global Equity Markets
Interest Rates and Fixed Income
The Economy
Major Currencies
Commodities
Investor Sentiment
Accuvest Global Advisors is a California based RIA and sub-advisor of the AdvisorShares Accuvest Global Opportunities ETF (ACCU) and the AdvisorShares Accuvest Global Long Short ETF (AGLS).
Developing a learning and development (L&D) blueprint means aligning strategy, determining how you can best source and deliver training to your people, and supporting long-term development in your organization. Drawing upon examples from likely and unlikely sources, we’ll discuss how to design and build a winning L&D team.
Definition of OD
HR as a People Leader
The Scope of HR Development
Structure of HR Development
The Development of OD
OD Models
Roles of OD Practitioners
Skills and Knowledge in OD
Application of OD
Application Experience
Implementation of OD Initiatives
Benefits to HR
Conclusion
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Kseniya Leshchenko: Shared development support service model as the way to ma...
Introduction to Human resource management
1.
2. 1
Human resources definition
3
Human resources Role
4
Human resources Megatrends
Human resources Divisions
6
Designed and Lectured by: Karim Ismail
2
5
Table
of
contents
History of Human resources
Human resources Positions
21. Designed and Lectured by: Karim Ismail
Training
Tools
Development
tools
Orientation training
Appraisal system
E-learning
Career & leadership
development
Basic skills training
Coaching
Team training
Mentoring
Develop
22. Designed and Lectured by: Karim Ismail
Culture
Retain
Clear Roles
NonMonetary
Monetary
23. Attract
Recruitment channels
Employer of choice
Recruitment system(policy,
procedures, trained
interviewers…..etc.)
Employee Handbook
Competitive Compensation
Inspiring vision and core
values
Designed and Lectured by: Karim Ismail
Develop
Retain
Job description Manual
(Role, KPIs)
Competitive Compensation
Policies & procedures manual
Performance Management
process
Learning& Development
journey
o Training needs analysis
o Training Calendar
o Training Library
People Planning
Reward & Recognition
programs
Team Buildings
Inspiring vision & Lived in core
values
Develop
26. From manual work to knowledge work
0%
1900
1930
1970
2000
2020
20%
40%
17
80%
100%
83
30
70
49
51
62
38
75
knowledge work
Designed and Lectured by: Karim Ismail
60%
25
manual work
29. Web 2.0 – User-generated Content
Designed and Lectured by: Karim Ismail
30. Demographic Changes in Germany
Acquire the right talents
Innovation
Give the right rewards
Support lifelong learning
Demography Leverage employee potential
Support diversity
Globalization Build successors
Retain and share knowledge
Web 2.0
Shape attractive working conditions
Manage strategic changes
Value Change
Use latest technologies
Retain the best talents
Designed and Lectured by: Karim Ismail
Competitive
Advantage