HR Strategy: What is it? Why do we need it?CreativeHRM
The modern organization cannot survive without the innovative HR Management. The modern HR Management is always based on the underlying HR Strategy. However, many companies do not have the competitive strategy and they do not utilize the full potential of Human Resources in the organization.
What is the HR Strategy? Generally, it is not just a document. It is a true roadmap for HR. It allows to HR employees to find the right way and it gives the certainty to top executives that Human Resources is on the right track.
The HR Strategy is a basis for your success.
The purpose of the Organisational Sustainability slide show is to present a way organisations, both private and public sector, can :
a) Improve theirs and others sustainability, and in doing so also
b) Show how their progress can be measured in economic, community, and environmental terms .
Given the uncertainties surrounding energy prices and pending environmental regulations, there is a growing need for industrial facilities to address energy usage, greenhouse gas emissions, sustainability, and process efficiency in their planning. Operations teams and management staff often fail to adopt long-term strategic energy master plans because of resource constraints and the need to focus efforts on near-term capital improvement projects and maintenance. This can result in higher-than-necessary energy costs, unanticipated compliance issues, and lower profits. This presentation will explore a tailored, strategic energy master-planning process that will guide manufacturers in making informed decisions about their facilities’ infrastructure, energy management practices (such as ISO 50001 and SEM), sustainability goals, and process energy efficiency improvements (energy per unit of production).
The first step is a visioning process with decision-makers to identify the desired outcomes, define the constraints, and create an information exchange culminating in a work plan that defines the development of the energy master plan. Next, a process of benchmarking, measurement and verification (M&V), assessment, analysis, financial deliberation, optioning, prioritization, and scenario analysis is developed. This results in an actionable master plan that manufacturers can implement over multiple years.
HR Strategy: What is it? Why do we need it?CreativeHRM
The modern organization cannot survive without the innovative HR Management. The modern HR Management is always based on the underlying HR Strategy. However, many companies do not have the competitive strategy and they do not utilize the full potential of Human Resources in the organization.
What is the HR Strategy? Generally, it is not just a document. It is a true roadmap for HR. It allows to HR employees to find the right way and it gives the certainty to top executives that Human Resources is on the right track.
The HR Strategy is a basis for your success.
The purpose of the Organisational Sustainability slide show is to present a way organisations, both private and public sector, can :
a) Improve theirs and others sustainability, and in doing so also
b) Show how their progress can be measured in economic, community, and environmental terms .
Given the uncertainties surrounding energy prices and pending environmental regulations, there is a growing need for industrial facilities to address energy usage, greenhouse gas emissions, sustainability, and process efficiency in their planning. Operations teams and management staff often fail to adopt long-term strategic energy master plans because of resource constraints and the need to focus efforts on near-term capital improvement projects and maintenance. This can result in higher-than-necessary energy costs, unanticipated compliance issues, and lower profits. This presentation will explore a tailored, strategic energy master-planning process that will guide manufacturers in making informed decisions about their facilities’ infrastructure, energy management practices (such as ISO 50001 and SEM), sustainability goals, and process energy efficiency improvements (energy per unit of production).
The first step is a visioning process with decision-makers to identify the desired outcomes, define the constraints, and create an information exchange culminating in a work plan that defines the development of the energy master plan. Next, a process of benchmarking, measurement and verification (M&V), assessment, analysis, financial deliberation, optioning, prioritization, and scenario analysis is developed. This results in an actionable master plan that manufacturers can implement over multiple years.
Challenging the HR Community to Think in Terms of ROIWorkforceNEXT
Learn how Energy HR Leaders are using ROI to show senior executives and other stakeholders the value of human capital.
Sasol's presentation will showcase:
•By using ROI data proactively to influence and determine investment in HR programs and show HR alignment, contribution, and results in terms of monetary [$] value.
•Speaking the financial language of CFOs and other executives by showing the impact, including ROI, of a variety of HR initiatives.
Workforce Sustainability - Building a Thriving Workforce in a Rebalance EraWorkforceNEXT
The ferocity of declining crude prices caused by global supply imbalances created a market disruption that forced O&G companies to quickly change their operating models to adapt.
O&G HR LEADERS RESPONDED — BUT AT WHAT LONG-TERM COST? HR leaders focused on meeting the requirements of the business with short-term strategies of cost cutting and organizational ‘build down.’ Yet longer- term fundamental O&G workforce challenges loom on the horizon no matter the price of oil.
ENTER THE ERA OF REBALANCING BUSINESS PORTFOLIOS, HUMAN CAPITAL STRATEGIES, AND HUMAN RESOURCE DELIVERY MODELS
HR leaders now drive toward lean, agile, productive, and engaged workforces. As the demographics of the O&G industry prepare for a tectonic shift, human capital strategies must be adaptive to a new workforce reality. This requires an analytics-based, long-term workforce plan, an elastic talent deployment model, and an enterprise-unique solution.
Mercer’s recent global O&G market disruption survey – representing over 250 companies from around the world and across the value chain will explore and answer critical questions to help prepare HR for the rebalance era ahead
•How did HR leaders respond to the 2015 disruption and were those responses effective?
•What approaches are proving most effective to design cost savings strategies that will also preserve the ability to compete in the future?
•What are the human capital challenges in the future and how do HR leaders plan to address future challenges?
•What innovative practices and approaches are on the horizon to further enhance HR,
Steering into the Storm: O&G Economic OutlookWorkforceNEXT
A proverbial 100-year storm has disrupted positive trend lines the O&G industry once took for granted. Understanding the storm’s characteristics and path is essential for survival. High level economic realities of the new O&G paradigm will be explored, with a focus on oil markets, oilfield activity, and workforce trends.
Talent Acquisition: Case Study PresentationsWorkforceNEXT
Presented by Dora Rodriguez - Manager Corporate Recruiting at Enterprise Products Partners, Kristy Sidlar - Executive Director Human Capital Solutions at Allegis Global Solutions.
General Session: Successful Culture Development & Integration in an Active M&...WorkforceNEXT
Presented by Marty Kunz - VP of HR at C&J Energy, Roger Mosby - VP of HR at Kinder Morgan, Laura Ramey - VP of HR at Crestwood Midstream. WorkforceNEXT Summit. September 30, 2014.
The Secret to Success: Why Qualitative Data in Talent Acquisition is the Secr...WorkforceNEXT
Presentation given by Denise Mannix - Global Director of Organizational Development & HR, Weatherford International at the WorkforceNEXT July Forum: Workforce Acquisition & Management Strategies in Oil & Gas on July 24, 2014.
Global Mobility & HR Agility: How Paragon Offshore is Solving Two Major HR Ch...WorkforceNEXT
Presentation given by Paulo Calderon - HRIS Manager, Paragon Offshore at the WorkforceNEXT July Forum: Workforce Acquisition & Management Strategies in Oil & Gas on July 24, 2014.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
Employment PracticesRegulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Keynote: View from the C-Suite - Aligning HR with Management Strategy - Preparing for the Evolving Needs of the Organization
1. VIEW FROM THE C-SUITE
Aligning HR With Management Strategy –
Preparing for the Evolving Needs of the
Organization
ENERGY HR EVOLUTION
Managing Competing Priorities & Planning for the Future
Steve Mueller
CEO, Southwestern Energy
Jenny McCauley
SVP HR, Southwestern Energy
2. Steve Mueller, Jenny McCauley
October 29, 2015
WorkforceNEXT
View from the C-suite: Aligning
HR with Management Strategy
October 29, 2015
Presented by:
Jenny McCauley, Steve Mueller
3. The Right People
Doing the
Right Things,
wisely investing the
cash flow from the
underlying Assets,
will create
Value+
The Formula
4. About Southwestern
Source: Public company reports, Southwestern Energy
-
500
1,000
1,500
2,000
2,500
3,000
3,500
4,000
XOM
CHK
SWN
APC
SWN
SWN
DVN
SWN
COP
EQT
BP
COG
SWN
CVX
AR
SWN
BHP
RRC
EOG
SWN
CNX
RDS/A
UPL
ECA
WPX
LINE
NBL
RICE
QEP
SM
REPYY
XEC
CLR
APA
OXY
MRO
PXD
NFX
XCO
CXO
US Lower 48 Gas Production Sorted by 2Q15 (MMcf/d)
Strategy built on the Formula: The Right People doing the Right Things, wisely investing the cash
flow from the underlying Assets will create Value +.
2Q14
2Q11
2Q12
2Q13
2Q15
2Q10
2Q09