ISO 26000 betekent ook voor HRM werk aan de winkel. ISO 26000 benoemt onderwerpen en principes voor Maatschappelijk Verantwoord Ondernemen. HRM kan ook acties ontwikkelen om deze te adresseren en zo aan te tonen dat de organisatie MVO serieus neemt.
Job Branding & SAAA Model for Corporate Recruitment by Alexander Crepin part 1 Alexander Crépin
In the War for Talent, the STEM-I talent are changing the game. Recruitment in a Candidate Driven, very competive market requires marketing to get attention and gain interest of Target Talent. Also to support Talent Sourcing and informing prospect candidates..
This workshop is to train recruiters, recruiting professionals and managers about what it Job Branding takes to be more successful in the War for Talent.
This training provides a lot of information and the workshop will require an equal investment in time to really get an understanding about Job Branding.
Job Branding & SAAA Model for Corporate Recruitment by Alexander Crepin part 1 Alexander Crépin
In the War for Talent, the STEM-I talent are changing the game. Recruitment in a Candidate Driven, very competive market requires marketing to get attention and gain interest of Target Talent. Also to support Talent Sourcing and informing prospect candidates..
This workshop is to train recruiters, recruiting professionals and managers about what it Job Branding takes to be more successful in the War for Talent.
This training provides a lot of information and the workshop will require an equal investment in time to really get an understanding about Job Branding.
The Invisible Child: Understanding the Experiences of Siblings in the World of Chronic Illness was presetned at Akron Children's Hospital on July 6, 2011. The presentation is part of a monthly Pediatric Palliative Care Curriculum Series.
Beginner training on WordPress media and images presented at WordCamp Minneapolis 2016 Foundation Friday. Slides include an introduction to media and images, embeds and uploads, finding images, Creative Commons & Flickr, and managing media on your WordPress site.
Sleek Marketing University 2015: Social Media Strategy MappingSteph Parker
This is an abbreviated version of my social media session from this year's Sleek Marketing University in Boston. In addition to the strategy mapping & platform guides shown here, case studies and real-world applications were discussed. While this session was a one-off, you can catch a more in-depth social media strategy class with me at General Assembly in Boston's Fort Point!
This presentation was given on May 14, 2015.
I started working at Kiatnakin Bank PLC as Head of IT Security in 2014 and introduced secure software development to the firm. So I want to share my experience how my bank adopts secure software development successfully. I wish this could be the example to other organizations using to make secure software process for their own.
Social Media Measurement for Customer Service & Public RelationsBrian Honigman
For my sixth class on Social Media Analytics taught at NYU, the focus was learning how to measure campaigns on social media centered on customer service and public relations.
Duurzaam HR - Duurzaam werven en selecterenWouter Beel
Presentatie Wouter Beel, zaakvoerder CERM-HR, in het kader van de denktank ‘duurzaam HRM/ondernemen van HRMinfo.net. Meer info over die denktank en het daar van afgeleide witboek: www.HRMinfo.net/whitepaper2NL
ISO 26000 & HRM, Human Resources & Human Responsible Management, uitgebreide ...Alexander Crépin
ISO 26000 is een internationale richtlijn voor organisaties voor maatschappelijk verantwoord ondernemen (MVO).
MVO krijgt vorm door het gedrag van mensen in en rond de organisatie. HRM kan hierbij een sleutelrol vervullen. Human Resources kan actief bijdragen aan de transformatie naar een organisatie die de toets van ISO 26000 met glans kan doorstaan en een basis heeft waarop met vertrouwen naar de toekomst gekeken kan worden.
Trends voor trainers: Joep Straathof: Trends Voor TrainersAnneke Dekkers
Slides van de presentatie die Joep Straathof (Bureau Zuidema) hield tijdens het congres Trends voor trainers, 15 januari 2010. www.trendsvoortrainers.nl
The Invisible Child: Understanding the Experiences of Siblings in the World of Chronic Illness was presetned at Akron Children's Hospital on July 6, 2011. The presentation is part of a monthly Pediatric Palliative Care Curriculum Series.
Beginner training on WordPress media and images presented at WordCamp Minneapolis 2016 Foundation Friday. Slides include an introduction to media and images, embeds and uploads, finding images, Creative Commons & Flickr, and managing media on your WordPress site.
Sleek Marketing University 2015: Social Media Strategy MappingSteph Parker
This is an abbreviated version of my social media session from this year's Sleek Marketing University in Boston. In addition to the strategy mapping & platform guides shown here, case studies and real-world applications were discussed. While this session was a one-off, you can catch a more in-depth social media strategy class with me at General Assembly in Boston's Fort Point!
This presentation was given on May 14, 2015.
I started working at Kiatnakin Bank PLC as Head of IT Security in 2014 and introduced secure software development to the firm. So I want to share my experience how my bank adopts secure software development successfully. I wish this could be the example to other organizations using to make secure software process for their own.
Social Media Measurement for Customer Service & Public RelationsBrian Honigman
For my sixth class on Social Media Analytics taught at NYU, the focus was learning how to measure campaigns on social media centered on customer service and public relations.
Duurzaam HR - Duurzaam werven en selecterenWouter Beel
Presentatie Wouter Beel, zaakvoerder CERM-HR, in het kader van de denktank ‘duurzaam HRM/ondernemen van HRMinfo.net. Meer info over die denktank en het daar van afgeleide witboek: www.HRMinfo.net/whitepaper2NL
ISO 26000 & HRM, Human Resources & Human Responsible Management, uitgebreide ...Alexander Crépin
ISO 26000 is een internationale richtlijn voor organisaties voor maatschappelijk verantwoord ondernemen (MVO).
MVO krijgt vorm door het gedrag van mensen in en rond de organisatie. HRM kan hierbij een sleutelrol vervullen. Human Resources kan actief bijdragen aan de transformatie naar een organisatie die de toets van ISO 26000 met glans kan doorstaan en een basis heeft waarop met vertrouwen naar de toekomst gekeken kan worden.
Trends voor trainers: Joep Straathof: Trends Voor TrainersAnneke Dekkers
Slides van de presentatie die Joep Straathof (Bureau Zuidema) hield tijdens het congres Trends voor trainers, 15 januari 2010. www.trendsvoortrainers.nl
Het eerste duurzaamheidsverslag van CERM-HR (over 2013). In een overzichtelijke slideshow laten we aan onze stakeholders weten hoe wij als HR-consultant MVO in praktijk brengen. Graag treden we met u in dialoog: laat zeker een reactie na!
Ulrich Congres_iNostix_Smeyers_24 Aug 2010_slides_summary 3.0 ShortLuk Smeyers
These are the slides (in Dutch) of the Dave Ulrich congress in the Netherlands on August 24th 2010. Slides from HR Transformation presentation of Luk Smeyers, iNostix.
Lezing uitgesproken door Matthijs van den Bos op congres HRM & het Onderwijs. Vernieuwend HRM: doel door doen. Over HRM en de meerwaarde van e-HRM. Mailen? mvdb@umanid.nl
Aanpakken van de COVID-19 pandemie leidt over de hele wereld tot dilemma's. In dit boek krijgt de lezer inzicht in die dilemma's en hoe deze succesvol aan te pakken. Tegelijkertijd wordt er in vogelvlucht een beeld geschetst van de aanpak in de diverse landen in de wereld.
Het vermogen om effectief met dilemma’s om te gaan krijgt steeds meer belangstelling. HR heeft volgens de schrijver van het voorwoord Dave Ulrich ook een belangrijke rol als Paradox Navigator. Zo biedt dit boek niet alleen beleidsmakers een leidraad bij het aanpakken van de crisis, maar is het boek ook een mooi naslagwerk voor HR professionals voor het verkrijgen van meer inzicht in de aanpak van dilemma’s en dit bijvoorbeeld te benutten bij de opzet en invulling van veranderings- van change managementtrajecten.
Coaching Explained, An Exploration by Alexander Crepin Part 2 of 2Alexander Crépin
In this presentation I share what Coaching is about for me.
I used a lot of images, that is why I had to share this presentation in a manner that uses less mb. Part 1 & Part 2
This is the link to part 2 https://www.slideshare.net/alhoupart/coaching-explained-an-exploration-by-alexander-crepin-part-1-of-2
rthe
Coaching Explained, an exploration by Alexander Crepin Part 1 of 2Alexander Crépin
In this presentation I share what Coaching is about for me.
I used a lot of images, that is why I had to share this presentation in a manner that uses less mb.
I apologize for the inconvenience.
Here is the link to part 2 https://www.slideshare.net/alhoupart/coaching-explained-an-exploration-by-alexander-crepin-part-2-of-2
Alexander Crepin HR Bridging Today and Tomorrow SuccessfullyAlexander Crépin
HR challenges in times of ongoing change and developing a future proof organisation and workforce
We are in a transition process to a New Era.
Times of Transition come with uncertainty & dilemma's.
To do so successfully requires a skilled committed workforce and an agile organisation.
A strong skilled HR team with a clear mission & vision can make this ongoing journey a success.
Alexander Crepin can help you to design the journey and make the transition happen. Bridging Today & Tomorrow .....
Sourcing talent key recruiting differentiator part 1 BAlexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the STEP model, part of the SAAA data driven recruitment model.
Sourcing talent a key recruiting differentiator Part 2 B Sourcing CraftsmanshipAlexander Crépin
Craftsmanship of the sourcing team members is playing an important role in successfully attracting talent in the War-for-Talent. This workshop is provides insight in the role of the sourcing specialist. It is about getting a pretty good idea what the today's Sourcer job is about.
Sourcing talent a key recruiting differentiator part 2 - the (Big) Data Lands...Alexander Crépin
Sourcing today is Data Driven.
Big Data is an emerging trend, in this workshop you will get a better idea of the present status of using (Big) Data in Sourcing successfully and become a winner in the War-for-Talent.
Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...Alexander Crépin
In a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater.
Workforce Forecasting & Planning is part of the (shared) strategic responsibilities recruiters have to pro-actively develop a as good as possible talent supply, now & in the (near) future.
Data Driven Hiring doesn't work,without paying attention to expected need for talent. So in a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater. This workshop intents to give an idea what WF&P is about to recruitment professionals
In this 1 day workshop recruiters will learn about the basics of Workforce Forecasting & Planning in a VUCA, dynamic world.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
Talent Relationship Management part of the SAAA Recruitment modelAlexander Crépin
Talent Relationships replacing Life-time-emloyment.
A more strategic view on the importance & logic of being connected to Target Talent Groups to strengthen organisation's agility.
Developing a longer term relation with Target Talent by building a Talent Community, ensuring an "on-demand" Talent Pipeline.
In a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater.
Workforce Forecasting & Planning is part of the (shared) strategic responsibilities recruiters have to pro-actively develop a as good as possible talent supply, now & in the (near) future.
Data Driven Hiring doesn't work,without paying attention to expected need for talent. So in a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater. This workshop intents to give an idea what WF&P is about to recruitment professionals
In this 1 day workshop recruiters will learn about the basics of Workforce Forecasting & Planning in a VUCA, dynamic world.
Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...Alexander Crépin
In a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater.
Workforce Forecasting & Planning is part of the (shared) strategic responsibilities recruiters have to pro-actively develop a as good as possible talent supply, now & in the (near) future.
Data Driven Hiring doesn't work,without paying attention to expected need for talent. So in a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater. This workshop intents to give an idea what WF&P is about to recruitment professionals
In this 1 day workshop recruiters will learn about the basics of Workforce Forecasting & Planning in a VUCA, dynamic world.
7. H uman R esponsible M anagement ISO 26000 consequentie: Kunnen aantonen dat organisatie op de in de ISO norm benoemde onderwerpen in lijn handelt met de in de ISO norm benoemde principes
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10. Stap 1 HRM visie & strategie toetsen aan ISO MVO principes
13. ISO 26000 uitdaging 1 voor HRM Hoe en in welke mate kan HRM bijdragen aan: Verantwoordelijkheid nemen, Transparantie, Ethisch gedrag, Respect & aandacht voor belangen stakeholders, Respect voor wetgeving, Respect voor internationale gedragsnormen, Respect voor mensenrechten
14. ISO 26000 uitdaging 2 voor HRM Hoe en in welke mate kan HRM invloed uitoefenen op: Behoorlijk bestuur, Mensenrechten, Eerlijk zaken doen, Arbeidsomstandigheden, Milieu, Consumentenbelangen, Maatschappelijke betrokkenheid & ontwikkeling
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19. Stap 3 Prioriteiten stellen Wat als eerste oppakken Wat zijn de quick wins?
20. Stap 4 Aansluiten op totale, organisatie brede MVO aanpak
27. HRM (interim) services & consultancy www.crepinconsult.nl www.inHR.nl (blog HR & Change) www.linkedin.com/in/alexandercrepin Twitter.com/talentspotter ISO 26000 M aatschappelijk V erantwoord O ndernemen Alexander Crépin