Know your strenghts
•Download as PPTX, PDF•
0 likes•406 views
The document discusses how to build a strength-based organization by focusing on individuals' talents rather than their weaknesses. It notes that strengths come from a combination of talent, knowledge, and skills in an area where one consistently excels. The document recommends organizations identify talents through selection processes, understand there are factual and experiential types of knowledge, find work that matches one's talents to find satisfaction, and build support systems for areas that are not strengths. The overall message is that focusing on strengths is key to success for both individuals and organizations.
Report
Share
Report
Share
Recommended
Building The Brand of You
By successfully building your personal brand, you impact the future success of your department, your company and your community.
The Law of the Lid
The document discusses "The Law of the Lid" from John Maxwell's book "The 21 Irrefutable Laws of Leadership". The law states that a leader's ability to lead determines their potential effectiveness and the potential impact of their organization. A leader's effectiveness can never be greater than their leadership ability. The document provides suggestions for how to raise one's leadership ability or "lid" such as gaining experience, training, mentoring, focusing on goals beyond yourself, and reflecting on characteristics of great leaders.
The Strategy Book
Strategy is about out thinking your competition. It’s about vision first and planning second. That’s why it’s so important that you think before you plan. And that the thinking part of what you do is given priority. Strategists who don’t take time to think are just planners.
What is repositioning
The document provides a book review of "Repositioning" by Jack Trout. It summarizes the key points of the book, including that repositioning adjusts perceptions of a company and its competitors rather than changing people's minds. It involves focusing on a powerful differentiating idea. Repositioning may be needed due to changing customer needs, increased competition, or stagnating benefits. The review outlines difficulties in repositioning like changing consumer perceptions and the time it takes executives to implement changes.
20 Favorite Business and Motivational Quotes
I like quotes and find much wisdom in the words of successful people. These are some of my favorite quotes with a few of my own thrown in. There are plenty more where these came from and I hope you find them inspirational (or at least entertaining)!
Leadership
The document provides advice for becoming a leader by discussing the qualities and traits of successful leaders. It lists characteristics like humility, tenacity, vision, negotiation skills, emotional intelligence, creativity, managing conflicts, business acumen, personal discipline, health, ability to make difficult decisions quickly and engage others. It encourages finding one's passion, committing to dreams and values with tenacity, enjoying others' success with humility, and teamwork to emerge as a leader.
21 laws worksheet laws_1-2-3-blank
The document discusses John Maxwell's leadership philosophy and laws of leadership. It introduces the Law of the Lid, which states that a leader's effectiveness is limited by their ability to lead others. A leader's lid can be raised by developing key leadership qualities and skills over time. It also introduces the Law of Influence, that leadership is about influencing others, and the Law of Process, that leadership development occurs gradually through continuous learning and growth.
What is a Mastermind Group?
Whether you are stuck in a rut, on a plateau, or experiencing slow growth, a mastermind group can provide the boost in energy, new perspectives, accountability, and resources necessary to take your game to the next level.
It is the temptation of many entrepreneurs and consultants to try to go it all alone. However, as poet John Donne wrote in the 17th century: “No man is an island”. By tapping into the minds of several like-minded individuals, a group member experiences the following benefits:
- Accountability to think ahead and make a plan until the next meeting
- Accountability to act upon that plan
- Feedback and constructive criticism from others who want to see you succeed
- Insight you might not have otherwise gained
- Access to new resources
- Motivation to grow and avoid stagnation
It’s true, participating in a mastermind group takes time and energy, but the clarity and insight it provides is time well spent.
Recommended
Building The Brand of You
By successfully building your personal brand, you impact the future success of your department, your company and your community.
The Law of the Lid
The document discusses "The Law of the Lid" from John Maxwell's book "The 21 Irrefutable Laws of Leadership". The law states that a leader's ability to lead determines their potential effectiveness and the potential impact of their organization. A leader's effectiveness can never be greater than their leadership ability. The document provides suggestions for how to raise one's leadership ability or "lid" such as gaining experience, training, mentoring, focusing on goals beyond yourself, and reflecting on characteristics of great leaders.
The Strategy Book
Strategy is about out thinking your competition. It’s about vision first and planning second. That’s why it’s so important that you think before you plan. And that the thinking part of what you do is given priority. Strategists who don’t take time to think are just planners.
What is repositioning
The document provides a book review of "Repositioning" by Jack Trout. It summarizes the key points of the book, including that repositioning adjusts perceptions of a company and its competitors rather than changing people's minds. It involves focusing on a powerful differentiating idea. Repositioning may be needed due to changing customer needs, increased competition, or stagnating benefits. The review outlines difficulties in repositioning like changing consumer perceptions and the time it takes executives to implement changes.
20 Favorite Business and Motivational Quotes
I like quotes and find much wisdom in the words of successful people. These are some of my favorite quotes with a few of my own thrown in. There are plenty more where these came from and I hope you find them inspirational (or at least entertaining)!
Leadership
The document provides advice for becoming a leader by discussing the qualities and traits of successful leaders. It lists characteristics like humility, tenacity, vision, negotiation skills, emotional intelligence, creativity, managing conflicts, business acumen, personal discipline, health, ability to make difficult decisions quickly and engage others. It encourages finding one's passion, committing to dreams and values with tenacity, enjoying others' success with humility, and teamwork to emerge as a leader.
21 laws worksheet laws_1-2-3-blank
The document discusses John Maxwell's leadership philosophy and laws of leadership. It introduces the Law of the Lid, which states that a leader's effectiveness is limited by their ability to lead others. A leader's lid can be raised by developing key leadership qualities and skills over time. It also introduces the Law of Influence, that leadership is about influencing others, and the Law of Process, that leadership development occurs gradually through continuous learning and growth.
What is a Mastermind Group?
Whether you are stuck in a rut, on a plateau, or experiencing slow growth, a mastermind group can provide the boost in energy, new perspectives, accountability, and resources necessary to take your game to the next level.
It is the temptation of many entrepreneurs and consultants to try to go it all alone. However, as poet John Donne wrote in the 17th century: “No man is an island”. By tapping into the minds of several like-minded individuals, a group member experiences the following benefits:
- Accountability to think ahead and make a plan until the next meeting
- Accountability to act upon that plan
- Feedback and constructive criticism from others who want to see you succeed
- Insight you might not have otherwise gained
- Access to new resources
- Motivation to grow and avoid stagnation
It’s true, participating in a mastermind group takes time and energy, but the clarity and insight it provides is time well spent.
014 the wisdom of dee hock from birth of the chaordic age
Dee Hock outlines principles for a new "Chaordic" age of leadership and management. He argues that success will depend less on authority and control, and more on reason, judgment, motivation and internal discipline. True leaders lead themselves first, and empower followers through choice rather than coercion. Hock emphasizes hiring for integrity over experience, and compensating for belief over money alone. Forms will change, but preserving substance and distinguishing the two is key. Leadership requires managing oneself, superiors, and peers equally.
Acosta Leadership
The document discusses the challenges of leadership and outlines several "I" factors that leaders must consider: Integrity, Inquiry/Ideas, Inspiration, Innovation/Initiatives, Interests, Implementation, and Institution-Building. It also discusses qualities of effective leadership like being insistent, introspective, innovative, and integrative. The document advocates "being the change you want to see" and outlines paradoxical commandments for leaders such as succeeding despite gaining enemies and helping people even if they attack in return.
[❤PDF❤] Wooden on Leadership How to Create a Winning Organization
This document provides a summary of the book "Wooden on Leadership" by John Wooden. It describes Wooden's goal as the legendary basketball coach as getting maximum effort from each player in a way that best served the team. It outlines Wooden's 12 Lessons in Leadership and Pyramid of Success, which explain the mental, emotional and physical qualities needed to build a winning organization. Praise for the book is provided from Stephen Covey and Jim Sinegal about the valuable leadership lessons it offers.
Why every small business owner needs a mastermind group
Shares the value of a Master Mind or Mastermind Group for small business owners wanting to be part of a community where members help and support one another through sharing business ideas, wisdom, support and knowledge.
20 Leadership Quotes to live By
The document contains 20 leadership quotes from various authors on topics such as gradual growth and progress, empowering employees, overcoming fear of failure, embracing what you don't know, and leading by example. The quotes provide words of encouragement for entrepreneurs and advice on building strong teams, cultures of customer service, and realizing one's potential through action.
Strategy Is
This document provides brief definitions and perspectives on strategy from various experts and academics in the field. Michael Porter describes strategy as choosing what not to do, while Robert Greene sees it as controlling what comes next. For Jack Welch, strategy is about determining the business and kind of company. Gary Hamel and C.K. Prahalad define strategy as creating new advantages faster than competitors can copy them.
25 Guiding Quotes on Leadership
25 Guiding Quotes on Leadership to help inspire you to bring out the best in yourself, your team and your organization.
Leadership Cafe Sg Updated Ppt
This document summarizes a leadership café discussion around asking the right questions to address unprecedented changes in the world and organizations. The discussion focused on questions like what is getting depleted in organizations, the challenges leaders face in motivating people, what the world needs from organizations, the new nutrients organizations need to evolve and thrive, what leaders need to awaken within themselves to awaken the world, and whether participants have dreams, hopes and beliefs.
How to Craft Your Origin Story
This document provides guidance on crafting an origin story. It explains that stories are how our brains are wired to communicate and that stories create connections between storytellers and audiences by eliciting emotions like empathy and sympathy. It recommends that origin stories tell where you've come from, suggest a roadmap for where you're going, illuminate your values, and answer why you do what you do. The document advises to focus on a key choice or turning point in the story, create clear and relatable characters, and structure the story in the order that the audience learns and feels things.
Leadership Mastery (FitLife 2015)
This document provides an overview of a session on leadership mastery by Bill McBride. The session will explore different types of leadership including inspirational, organizational, and situational leadership. It will also discuss developing leadership in flat organizations. Leadership skills can be learned and include gaining respect, building effective teams, remaining calm in crises, and accomplishing more. The document outlines some of McBride's background and experience in the health club industry. It also lists lessons on leadership from General Colin Powell and CSM Bill McBride.
Stress emplyment and unemplyment dr shriniwas kashalikar
Sometimes; it appears that this is explicit promotion of NAMASMARAN and “readers may find it monotonous and repetitive”!
This is actually because; we have NO CNVICTION. This in turn is because; we have not gone to the root of problems and have no serious concern, thinking, study and insight in the scope and power of NAMASMARAN as a pragmatic universal solution!
Take Your Website from Static to Standout
Take @nik_nik's website audit and examine 5 key areas of your website you may be able to improve upon to generate more business.
Relationship Banker at Bank of America
The document provides information about a Relationship Banker position at the Bank of America Roland Avenue Financial Center in Baltimore, MD. As a Relationship Banker, the individual's primary responsibilities include maintaining excellent customer service, opening new accounts, referring clients to specialists, and deepening client relationships. Feedback from clients indicates they were highly satisfied with the service provided and interactions with the Relationship Banker. The position offers opportunities for professional growth within Bank of America's various industries.
Book Digest
This document discusses how to measure the core elements needed to attract and retain talented employees. Gallup research found that business units were more productive when employees answered positively to 12 key questions about their workplace. The questions relate to whether employees know what is expected of them, have the necessary tools and materials to do their work, feel their opinions count, and have opportunities to learn and grow. Business outcomes like productivity, profitability, employee retention, and customer satisfaction are correlated to how employees respond to these 12 questions. The document then discusses how great managers select for talent rather than just experience, set the right outcomes rather than steps, focus on strengths over weaknesses, and find the right fit for employees rather than just promoting them up the ladder.
TalentBox - Sarah's Story
Join Sarah as she goes on an epic journey to find new talent to join her fast growing business. See the challenges she faces and how she finds a better way to go about it next time round.
10 Ways to Standout in Your Job Search
The document provides 10 strategies for standing out from the crowd. The strategies are: 1) Examine all opportunities, 2) Assert your value, 3) Commit to change, 4) Define your relationships, 5) Evaluate your performance, 6) Assess your expectations, 7) Position your strengths, 8) Renew your positive attitude, 9) Balance your life, and 10) Think about your choices. The overall message is that now is the time to differentiate yourself by achieving more, creating more, and experiencing more through commitment to opportunities, change, relationships, and personal growth.
Go Put Your Strengths To Work
This document outlines 6 steps to help people achieve outstanding performance by putting their strengths to work. It discusses identifying individual strengths using a strengths assessment, then encourages engaging more with activities that play to those strengths. It provides examples of signs that indicate an activity is a strength, and compares survey results between a "best practices" group that highly engages their strengths and a national sample. The goal is to help people modify their work to better fit their strengths so they feel more fulfilled and engaged in their jobs.
Play to your strengths.
"Now, Discover Your Strengths" by Marcus Buckingham and Donald Clifton.
Understand what your strengths are, hone them and apply them productively to achieve a successful, fulfilling career.
Establishing a Commonwealth Centre for Connected Learning
This document proposes establishing a Commonwealth Centre for Connected Learning to address challenges in modern education systems. It notes that current curricula and classrooms are outdated for 21st century learners. The Centre would leverage technology to make education more relevant, inclusive, and focused on developing 21st century skills. It would operate as a virtual knowledge hub and support pilots of interest-powered, openly-networked, and peer-supported learning models. The goals are to increase quality and access to digital learning, support educators, address inequalities, and disseminate best practices in technology-enabled education.
The Rise of People Management Analytics
Data is now as integral to our 21st century economy as oil has been for many decades. With the power of data and analytics, several organizations are rethinking their business strategy completely.
However, when we look at data and analytics from an HR or people management perspective, there are some untapped opportunities to make data-driven decisions. What are some of these opportunities? Does a culture change need to happen to positively impact your company’s bottom-line?
This is the material I used at my session at the Great Place to Work Institute in Canada, on April 2015.
I discussed these questions and share case studies on how some organizations are now using their second most important asset (data) to manage their most important asset (people).
First Break All The Rules Managers Workshop
This document summarizes key points from the book "First Break All the Rules" by Marcus Buckingham and Curt Coffman. It discusses the book's four main concepts for managing talent: selecting for talent over experience; defining the right outcomes rather than steps; focusing on strengths rather than weaknesses; and finding the right fit rather than the next rung. It provides examples of how to implement each concept through interviewing, performance reviews, and career development conversations.
Performance Management and Retention Strategies
CII Kerala HR & IR committee had conducted a program on Performance Management and Retention Strategies - on 18th Jan 2017.
Objective & Context
It was in April of 2015 that Marcus Buckingham and Ashley Goodall had published their Article Titled ‘Reinventing Performance Management’ in the Harvard Business Review. The popularity of this article on Neo & social media (catalyzed by Whatsapp groups in a particular) in a way confirmed that current performance management systems and approaches have failed to address it’s key objectives – Enhancing Employee Performance and Employee Engagement / Retention in Organizations.
However, the fact remains that this approach is not all that new. As a matter of fact, Marcus Buckingham himself had co-authored a book named ‘First Break all the rules’ in 1999 which introduced the special role of great managers in turning an employee’s talent into performance contributions towards their companies goals.
Prominent Indian employers in IT and services segment have set off on a new path towards Performance management in the recent past – This workshop explores the possible ways by which Kerala based companies can adopt these concepts to their Performance Management situations.
To help Kerala based companies explore a fresh path for aligning Employee performance to Organizational goals and develop them for Longer term (read Retaining performers) CII is organizing a One Day Workshop on Performance Appraisal System & Retention Strategies
Key takeaways:
At the end of the workshop participants will be able to:
• Get connected to the current approaches in Performance Management
• Understand the role of People Supervisors in Performance Management and retention
• Explore how managing Performance can be positioned as a Retention tool
• Tailor a Retention approach for their Organization
More Related Content
What's hot
014 the wisdom of dee hock from birth of the chaordic age
Dee Hock outlines principles for a new "Chaordic" age of leadership and management. He argues that success will depend less on authority and control, and more on reason, judgment, motivation and internal discipline. True leaders lead themselves first, and empower followers through choice rather than coercion. Hock emphasizes hiring for integrity over experience, and compensating for belief over money alone. Forms will change, but preserving substance and distinguishing the two is key. Leadership requires managing oneself, superiors, and peers equally.
Acosta Leadership
The document discusses the challenges of leadership and outlines several "I" factors that leaders must consider: Integrity, Inquiry/Ideas, Inspiration, Innovation/Initiatives, Interests, Implementation, and Institution-Building. It also discusses qualities of effective leadership like being insistent, introspective, innovative, and integrative. The document advocates "being the change you want to see" and outlines paradoxical commandments for leaders such as succeeding despite gaining enemies and helping people even if they attack in return.
[❤PDF❤] Wooden on Leadership How to Create a Winning Organization
This document provides a summary of the book "Wooden on Leadership" by John Wooden. It describes Wooden's goal as the legendary basketball coach as getting maximum effort from each player in a way that best served the team. It outlines Wooden's 12 Lessons in Leadership and Pyramid of Success, which explain the mental, emotional and physical qualities needed to build a winning organization. Praise for the book is provided from Stephen Covey and Jim Sinegal about the valuable leadership lessons it offers.
Why every small business owner needs a mastermind group
Shares the value of a Master Mind or Mastermind Group for small business owners wanting to be part of a community where members help and support one another through sharing business ideas, wisdom, support and knowledge.
20 Leadership Quotes to live By
The document contains 20 leadership quotes from various authors on topics such as gradual growth and progress, empowering employees, overcoming fear of failure, embracing what you don't know, and leading by example. The quotes provide words of encouragement for entrepreneurs and advice on building strong teams, cultures of customer service, and realizing one's potential through action.
Strategy Is
This document provides brief definitions and perspectives on strategy from various experts and academics in the field. Michael Porter describes strategy as choosing what not to do, while Robert Greene sees it as controlling what comes next. For Jack Welch, strategy is about determining the business and kind of company. Gary Hamel and C.K. Prahalad define strategy as creating new advantages faster than competitors can copy them.
25 Guiding Quotes on Leadership
25 Guiding Quotes on Leadership to help inspire you to bring out the best in yourself, your team and your organization.
Leadership Cafe Sg Updated Ppt
This document summarizes a leadership café discussion around asking the right questions to address unprecedented changes in the world and organizations. The discussion focused on questions like what is getting depleted in organizations, the challenges leaders face in motivating people, what the world needs from organizations, the new nutrients organizations need to evolve and thrive, what leaders need to awaken within themselves to awaken the world, and whether participants have dreams, hopes and beliefs.
How to Craft Your Origin Story
This document provides guidance on crafting an origin story. It explains that stories are how our brains are wired to communicate and that stories create connections between storytellers and audiences by eliciting emotions like empathy and sympathy. It recommends that origin stories tell where you've come from, suggest a roadmap for where you're going, illuminate your values, and answer why you do what you do. The document advises to focus on a key choice or turning point in the story, create clear and relatable characters, and structure the story in the order that the audience learns and feels things.
Leadership Mastery (FitLife 2015)
This document provides an overview of a session on leadership mastery by Bill McBride. The session will explore different types of leadership including inspirational, organizational, and situational leadership. It will also discuss developing leadership in flat organizations. Leadership skills can be learned and include gaining respect, building effective teams, remaining calm in crises, and accomplishing more. The document outlines some of McBride's background and experience in the health club industry. It also lists lessons on leadership from General Colin Powell and CSM Bill McBride.
Stress emplyment and unemplyment dr shriniwas kashalikar
Sometimes; it appears that this is explicit promotion of NAMASMARAN and “readers may find it monotonous and repetitive”!
This is actually because; we have NO CNVICTION. This in turn is because; we have not gone to the root of problems and have no serious concern, thinking, study and insight in the scope and power of NAMASMARAN as a pragmatic universal solution!
What's hot (11)
014 the wisdom of dee hock from birth of the chaordic age
014 the wisdom of dee hock from birth of the chaordic age
[❤PDF❤] Wooden on Leadership How to Create a Winning Organization
[❤PDF❤] Wooden on Leadership How to Create a Winning Organization
Why every small business owner needs a mastermind group
Why every small business owner needs a mastermind group
Stress emplyment and unemplyment dr shriniwas kashalikar
Stress emplyment and unemplyment dr shriniwas kashalikar
Viewers also liked
Take Your Website from Static to Standout
Take @nik_nik's website audit and examine 5 key areas of your website you may be able to improve upon to generate more business.
Relationship Banker at Bank of America
The document provides information about a Relationship Banker position at the Bank of America Roland Avenue Financial Center in Baltimore, MD. As a Relationship Banker, the individual's primary responsibilities include maintaining excellent customer service, opening new accounts, referring clients to specialists, and deepening client relationships. Feedback from clients indicates they were highly satisfied with the service provided and interactions with the Relationship Banker. The position offers opportunities for professional growth within Bank of America's various industries.
Book Digest
This document discusses how to measure the core elements needed to attract and retain talented employees. Gallup research found that business units were more productive when employees answered positively to 12 key questions about their workplace. The questions relate to whether employees know what is expected of them, have the necessary tools and materials to do their work, feel their opinions count, and have opportunities to learn and grow. Business outcomes like productivity, profitability, employee retention, and customer satisfaction are correlated to how employees respond to these 12 questions. The document then discusses how great managers select for talent rather than just experience, set the right outcomes rather than steps, focus on strengths over weaknesses, and find the right fit for employees rather than just promoting them up the ladder.
TalentBox - Sarah's Story
Join Sarah as she goes on an epic journey to find new talent to join her fast growing business. See the challenges she faces and how she finds a better way to go about it next time round.
10 Ways to Standout in Your Job Search
The document provides 10 strategies for standing out from the crowd. The strategies are: 1) Examine all opportunities, 2) Assert your value, 3) Commit to change, 4) Define your relationships, 5) Evaluate your performance, 6) Assess your expectations, 7) Position your strengths, 8) Renew your positive attitude, 9) Balance your life, and 10) Think about your choices. The overall message is that now is the time to differentiate yourself by achieving more, creating more, and experiencing more through commitment to opportunities, change, relationships, and personal growth.
Go Put Your Strengths To Work
This document outlines 6 steps to help people achieve outstanding performance by putting their strengths to work. It discusses identifying individual strengths using a strengths assessment, then encourages engaging more with activities that play to those strengths. It provides examples of signs that indicate an activity is a strength, and compares survey results between a "best practices" group that highly engages their strengths and a national sample. The goal is to help people modify their work to better fit their strengths so they feel more fulfilled and engaged in their jobs.
Play to your strengths.
"Now, Discover Your Strengths" by Marcus Buckingham and Donald Clifton.
Understand what your strengths are, hone them and apply them productively to achieve a successful, fulfilling career.
Establishing a Commonwealth Centre for Connected Learning
This document proposes establishing a Commonwealth Centre for Connected Learning to address challenges in modern education systems. It notes that current curricula and classrooms are outdated for 21st century learners. The Centre would leverage technology to make education more relevant, inclusive, and focused on developing 21st century skills. It would operate as a virtual knowledge hub and support pilots of interest-powered, openly-networked, and peer-supported learning models. The goals are to increase quality and access to digital learning, support educators, address inequalities, and disseminate best practices in technology-enabled education.
The Rise of People Management Analytics
Data is now as integral to our 21st century economy as oil has been for many decades. With the power of data and analytics, several organizations are rethinking their business strategy completely.
However, when we look at data and analytics from an HR or people management perspective, there are some untapped opportunities to make data-driven decisions. What are some of these opportunities? Does a culture change need to happen to positively impact your company’s bottom-line?
This is the material I used at my session at the Great Place to Work Institute in Canada, on April 2015.
I discussed these questions and share case studies on how some organizations are now using their second most important asset (data) to manage their most important asset (people).
First Break All The Rules Managers Workshop
This document summarizes key points from the book "First Break All the Rules" by Marcus Buckingham and Curt Coffman. It discusses the book's four main concepts for managing talent: selecting for talent over experience; defining the right outcomes rather than steps; focusing on strengths rather than weaknesses; and finding the right fit rather than the next rung. It provides examples of how to implement each concept through interviewing, performance reviews, and career development conversations.
Performance Management and Retention Strategies
CII Kerala HR & IR committee had conducted a program on Performance Management and Retention Strategies - on 18th Jan 2017.
Objective & Context
It was in April of 2015 that Marcus Buckingham and Ashley Goodall had published their Article Titled ‘Reinventing Performance Management’ in the Harvard Business Review. The popularity of this article on Neo & social media (catalyzed by Whatsapp groups in a particular) in a way confirmed that current performance management systems and approaches have failed to address it’s key objectives – Enhancing Employee Performance and Employee Engagement / Retention in Organizations.
However, the fact remains that this approach is not all that new. As a matter of fact, Marcus Buckingham himself had co-authored a book named ‘First Break all the rules’ in 1999 which introduced the special role of great managers in turning an employee’s talent into performance contributions towards their companies goals.
Prominent Indian employers in IT and services segment have set off on a new path towards Performance management in the recent past – This workshop explores the possible ways by which Kerala based companies can adopt these concepts to their Performance Management situations.
To help Kerala based companies explore a fresh path for aligning Employee performance to Organizational goals and develop them for Longer term (read Retaining performers) CII is organizing a One Day Workshop on Performance Appraisal System & Retention Strategies
Key takeaways:
At the end of the workshop participants will be able to:
• Get connected to the current approaches in Performance Management
• Understand the role of People Supervisors in Performance Management and retention
• Explore how managing Performance can be positioned as a Retention tool
• Tailor a Retention approach for their Organization
Strategic People Management - AK2013
The document discusses a training course on people management for public managers. It covers topics such as the experiential learning cycle, skills needed at different management levels, roles and responsibilities, the context of human resource management in the public sector, and elements of organizational culture. Effective people management is important for good governance and improving the performance of the public sector.
First Break All The Rules
A quick review of the classic book by Buckingham and Coffman on what makes for a great workplace. And how managers can become catalysts for change.
Change management theories
The document discusses three change management theories: the ADKAR model, the six change approach, and business process reengineering. The ADKAR model focuses on the five building blocks individuals require for successful change: awareness, desire, knowledge, ability, and reinforcement. The six change approach developed by Kotter and Schlesinger outlines six methods for preventing or minimizing employee resistance to change. Business process reengineering is focused on redesigning processes to dramatically improve performance metrics like cost, quality, and speed through seven principles like organizing around outcomes rather than tasks.
Summary -First Break All The Rules
Marcus Buckingham and Curt Coffman present the results of two major studies. One
offers findings from polling more than a million employees about their workplace needs.
The other is a 20-year study of how the methods of the world’s greatest managers
differ from those of lesser managers. This study involved interviews with more than
80,000 managers from 400 companies, the largest such investigation ever undertaken. The authors found key differences that fly in the face of traditional thinking about successful managerial practices. This astute, well-written report presents the major principles of great managers, and offers examples of leaders who put their knowledge of effective management into practice. The book’s conclusions rest on in-depth research, not theory.
This painstaking study authoritatively describes how employees feel about management
and explains exactly what great managers do, and why and how they achieve top results.Recommended it to everyone who manages, wants to manage or is managed.
Executive Summary First Break All The Rules
This document summarizes the key ideas from the book "First, Break All the Rules" by Marcus Buckingham and Curt Coffman. It discusses 12 questions, called the "Big 12", that are strong indicators of employee engagement. Companies that score high on these questions see benefits like higher profits, productivity, retention and customer satisfaction.
The document also outlines four core activities of great managers: 1) selecting employees based on their talents not just experience, 2) defining the right outcomes not steps, 3) focusing on strengths not weaknesses, and 4) finding the right career fit not following a prescribed path. Great managers get the best from their employees by understanding their talents and putting them in a position to succeed.
Viewers also liked (16)
Establishing a Commonwealth Centre for Connected Learning
Establishing a Commonwealth Centre for Connected Learning
Similar to Know your strenghts
Art_of_living
This document contains responses to questions from four students - Umme Habiba, Anika Ohab, Abul Hasnath Limon, and Shahinur Rahman. The first question discusses how to motivate yourself for better living through positive thinking, reducing limiting beliefs, and discovering new things. The second question explains that unlearning is important for continuous growth so we can adapt to new knowledge and remain relevant. The third question discusses creating synergy between learning and unlearning for effective development through goals, motivation, interest, guidance and more. The fourth question outlines that learning is acquiring knowledge through experience or teaching, and the learning process follows a learning curve over time through permanent changes.
LEADERSHIP SKILLS.ppt
Based on the information provided:
- Kashif has little job-related skills, so his competence is low. However, he was anxious to join the team for a long time, so his commitment is high.
- His development level would be D1/R1, as he has low competence but high commitment to the specific task.
- Shahid is a senior member of the team who works well independently and knows what to do at the right time. So his competence is high.
- As he works well independently, his commitment to specific tasks is assumed to be high.
- Therefore, Shahid's development level would be D4/R4, as he has high competence and commitment to the
Shaping the Shoreline & Managing the Tide: Building a Feedback Culture with D...
The process of applying constructive feedback presents a significant learning curve for managers of all stripes. While an approach to management through radical candor has provided a powerful framework for building thoughtful teams ready to engage in the rigor of high achievement, a significant challenge is still presented to those whose roles are defined more so by driving changes to operations rather than managing a particular function.
Our modern economy demands that we train more and more managers to adopt the mindset, demeanor, and skills of great change managers in addition to project management or traditional management skills. No longer are managers asked to simply adopt a post within a hierarchy and lead teams with skills and a mission bound by a traditional functional role. Today, more managers are being asked to bring together diverse stakeholder constituencies to execute infrequent projects with high stakes outcomes, many of which call for organizations -- or associations of organizational leaders with competing interests -- to make critical changes to their operations and, subsequently, aspects of their culture.
In these environments, managers like us have significant constraints on their time, capacity to build reciprocal relationships, and authority over individual actors. Yet, at the same time, we are required to persuasively communicate the need for changes that will affect the long-term outcomes for our colleagues and our organizations. This requires the capacity for managers to master a feedback process in which they listen, seek to clarify and understand their colleagues, while also offering a compelling argument for the adoption of a new direction or set of practices. This process requires managers who can exemplify excellence in culture-building as well as providing feedback with individual members. We call this process managing "The Tide".
Innovation as management axis towards the top. Madrid. Fundacion Rafael del p...
The document discusses building a successful executive career while balancing family responsibilities. It emphasizes identifying gaps in the market for one's skills, being ambitious but setting limits, and building diverse, trusting teams. Innovating through new ideas is presented as a key to success. Managing with results, feedback, and merit is advised over managing by authority alone.
Big Bang Challenge Competition
Ideas4all runs an innovative proposal.
Ideas 4all encourages everyone with ideas to participate at the Big Bang Challege Competition .
You could have the posibility to start your own projet with a little help
from Ideas4all.
25.000$ for the best idea
Ideas4all´s team
The Corporate Culture Conundrum - Building the Entrepreneur from Within - Mic...
Balancing corporate culture with personal growth and your entrepreneurial spirit can create an intrapersonal struggle. In this presentation we will look at what it takes to be an ‘intrapreneur.’ We will look at the characteristics of intrapreneurs and how to leader succeed in building cultures that encourages entrepreneurialism. Participants will receive real life case studies and insights to take back to their team to implement.
Managing Change From The Inside Out - Christian Music Broadcasters - May 2015
This document contains a series of slides related to managing change from the inside out. It discusses the importance of getting "guardians" on board with changes early, as they value structure and are most resistant to change. It suggests engaging guardians by asking what is working well and what should not be changed. It also advises engaging "relationals" and unleashing "action folks." The document provides questions to focus on what you are trying to achieve and how to prioritize and implement changes. It emphasizes taking action by knowing your destination and taking small, consistent steps daily to progress toward your goals.
Managing Change From The Inside Out - PAR Vision Week 18
You get it. I get it. We all get it, but why do some of us haaaaaaaate it? What if I told you the people inside your organization most resistant to your ideas could also be your greatest allies in their implementation? Learn more in this entertaining but purposeful look at the insights and events that drive change, and how we can assess our own capacities, develop our skills, and manage change in the most effective way possible.
Leadership in your business NGPHCC meeting 3.3.2016
The document discusses the importance of leadership in business. It defines leadership and outlines why it is needed, including providing direction, motivating employees, and achieving organizational goals. Effective leadership traits include emotional stability, dominance, enthusiasm, and intuition. Leaders must have a vision, commit to the mission and employees, take responsibility for outcomes, assume risks, and accept recognition. Without strong leadership at the top, a business can lose customers, money, employees, and even fail.
DIFFERENT STROKES FOR DIFFERNT FOLKS.pptx
The document discusses leadership and excellence. It defines a leader as someone who can influence others to achieve mutually agreed upon goals and who has a vision for the future. It states that excellence requires sacrifice and lists personal qualities of effective leaders such as vision, role modeling, communication skills, and empowering subordinates. It also discusses treating staff well through principles like trust, appreciation, and developing interests. Different leadership styles may be required depending on a subordinate's competence and commitment levels.
Pms Complete
The document discusses performance management and how to maximize employee performance to meet global competition. It covers defining values and business strategies, setting performance goals, linking compensation to performance, and creating an effective performance management system. The key points are:
1) Business success now depends on excellent employee performance. Managing performance requires treating people as partners, rewarding positive behavior, and linking compensation to performance.
2) To determine if maximum performance management is right, a CEO must accept responsibility for employees, have confidence in them, and be willing to coach them to improve.
3) Clearly defining and communicating an organization's core values and business strategies provides employees with purpose and direction to excel. Values establish the fundamental character and are determined through
21 from 21
The document discusses several rules and principles for evaluating numerical claims and statistics presented to us. It emphasizes the importance of checking the context, source and possible biases in numbers. Some key rules mentioned are avoiding taking numbers at face value, understanding what is actually being counted, looking for comparisons to put claims in context, and checking how data was collected and potential missing information. Transparency is important and misleading visuals can distort messages. Maintaining an open and curious mindset is emphasized as the "golden rule".
Presentation2
Nike CEO Mark Parker is known for constantly questioning his employees to push them to think harder. Research shows that leaders who ask questions and encourage employees to find answers themselves are more effective than those who try to have all the answers. Parker's style reflects that of a "multiplier" leader, who believes abilities can be cultivated. Multipliers tend to lead twice as productive teams as "diminishers" by prompting employees to solve problems, boosting self-efficacy. Parker acknowledges inquisitiveness supports development and ensures people challenge existing ways of thinking.
4 Key Steps to Building a High Performance Culture
The document outlines 4 key steps to building a high performance culture: 1) Focus on company-wide success over individual department success through free-flowing communication. 2) Be selective about hiring to properly instill company values as expansion occurs. 3) Implement a merit-based reward system to motivate high performance. 4) Embrace necessary changes at the right time despite discomfort with change. Following these principles can help create a high performance culture.
The Hard Truth About Soft Skills
Today our organizations have to move faster than ever before. Getting our organizations to move fast, means the systems in our organizations have to function smoothly, without friction. And when it comes to creating value, there’s no more important system than our people systems. Because businesses don’t create value, people do.
But how do you remove friction from our people systems? How do you get our people systems to function more smoothly to produce more value. It all comes down to learning how to optimize around soft skills. If hard skills are like the cogs in the machine, then soft skills are like the oil that makes those cogs work together smoothly. If you have all of one, but none of the other, than the system will break down.
Join us in this practical webinar where we break down the difference between hard skills and soft skills. You’ll walk away with a solid understanding of not just what soft skills are, but why they’re so important today, and what’s more, a practical checklist for how to start making soft-skills optimization a part of your HR processes.
Ryan Allis-03 business-all that i've learned-allis
The document provides an overview of topics from a presentation by Ryan Allis about what he has learned by age 28. It covers three parts: about life, the world, and business. For the business section, it discusses entrepreneurship including how to start a business in 10 steps, the role of an entrepreneur, understanding the entrepreneurial system, finding entrepreneurial motivation, and business planning. The key topics covered are how to become a successful entrepreneur by developing a product, protecting intellectual property, getting customers, building a team, raising capital, and creating scalable systems.
Management dream team
The document discusses building a successful company culture and dream team. It emphasizes selecting people of strong character over apparent merit, setting clear expectations and rules from the start, having a shared company vision and mythology, celebrating successes, and providing clarity in roles and objectives. Rituals and shared stories help embed cultural values. Overall it promotes a can-do culture where people are encouraged to take on new challenges and help each other succeed.
Find Your Inner Superhero
For Super Entrepreneurs,
In my eyes, everyone can learn from superheroes and maybe even become one.
Being a superhero is not about doing extraordinary things, but it is about doing ordinary things in an extraordinary way!
Goodtogreat 150222012854-conversion-gate01
The document summarizes key concepts from the book "Good to Great" by Jim Collins. It discusses the characteristics of Level 5 Leadership, which blends personal humility and professional will. It also covers the importance of first getting the right people on the team before deciding on strategy and vision. Additional concepts include confronting brutal facts, developing a Hedgehog concept of focusing on one thing you can be the best at, building a culture of discipline, and using technology as an accelerator, not the driver of success.
Goodtogreat 150222012854-conversion-gate01
The document summarizes key concepts from the book "Good to Great" by Jim Collins. It discusses the level 5 leadership exhibited by leaders of companies that transitioned from good to great. These leaders demonstrated humility and a fierce resolve to succeed. It also outlines the three stages of disciplined people, thought and action that good to great companies progressed through, focusing first on the right people, confronting brutal facts, developing a hedgehog concept of what they could be best at, and creating a culture of discipline. Technology was used as an accelerator, not the driver of success.
Similar to Know your strenghts (20)
Shaping the Shoreline & Managing the Tide: Building a Feedback Culture with D...
Shaping the Shoreline & Managing the Tide: Building a Feedback Culture with D...
Innovation as management axis towards the top. Madrid. Fundacion Rafael del p...
Innovation as management axis towards the top. Madrid. Fundacion Rafael del p...
The Corporate Culture Conundrum - Building the Entrepreneur from Within - Mic...
The Corporate Culture Conundrum - Building the Entrepreneur from Within - Mic...
Managing Change From The Inside Out - Christian Music Broadcasters - May 2015
Managing Change From The Inside Out - Christian Music Broadcasters - May 2015
Managing Change From The Inside Out - PAR Vision Week 18
Managing Change From The Inside Out - PAR Vision Week 18
Leadership in your business NGPHCC meeting 3.3.2016
Leadership in your business NGPHCC meeting 3.3.2016
4 Key Steps to Building a High Performance Culture
4 Key Steps to Building a High Performance Culture
Ryan Allis-03 business-all that i've learned-allis
Ryan Allis-03 business-all that i've learned-allis
More from gohar Iqbal
Key performance indicatiors
KPIs are quantifiable measurements that show how well an organization, team, or individual is performing against goals. To set organizational KPIs, companies should choose metrics that measure important business activities and ensure the KPIs are SMART (Specific, Measurable, Achievable, Relevant, and Time-Bound). Individual KPIs should align with team and organizational strategies so employee performance directly links to company success. Setting the right KPIs at all levels helps ensure goals are cascaded throughout an organization.
Psychological contract
The psychological contract is an unwritten agreement between an employer and employee that outlines mutual expectations, such as management providing fair treatment, acceptable working conditions, and feedback in exchange for employees demonstrating good attitude, following directions, and showing loyalty. If either party fails to meet their obligations, there can be negative consequences like higher turnover, lower productivity, or an employee becoming unprofessional in the long-term.
Hr for non hr managers recruitment
This document discusses the roles and responsibilities of HR and non-HR managers in key HR processes. It outlines the typical steps in recruitment, selection, and induction that involve collaboration between HR and line managers. HR handles initial screening and administrative tasks, while line managers make final hiring decisions. The goal is for non-HR managers to understand and assist HR in activities like scheduling interviews, making job offers, and facilitating new employee onboarding.
Virtual workplace ethics
Virtual Workplace Ethics discusses proper video conferencing etiquette and virtual team collaboration best practices. For video conferencing, it recommends dressing professionally, checking your background, lighting, internet connection and making sure to mute your mic when not speaking. It also suggests waving to indicate you want to speak. For virtual team collaboration, the document recommends establishing an agenda, keeping cameras on, using concise language, listening before answering, and double checking meeting IDs. Remote distance in virtual teams can be physical, operational, or based on affinity.
Compensation and Benefit - Security Papers Limited Pakistan
It is a researched report of Compensation and Benefit process of a public limited organization of Pakistan
Industrial strategy & the future of skills policy
The document discusses challenges facing UK skills policy and industrial strategy. It notes that the UK lags in skills qualifications compared to other countries, and there is a mismatch between the skills employers demand and what employees possess. Current policies have a narrow focus on specific sectors and technology innovation without considering people management and workplace issues. The document suggests a broader focus is needed on the demand for skills, improving workplace productivity, and linking employment regulation to good workplace practices to address skills shortages and stagnating wages.
Industrial relations at pak suzuki
Pak-Suzuki's Legal and Employee Relations department handles all matters related to industrial relations within the company. This includes contract management for job contractors, dealing with the collective bargaining agent on issues related to permanent workers, and managing employee health and welfare programs. The department aims to maintain good relationships between workers and management and between unions and both workers and management. It analyzes its practices according to best practices in industrial relations.
Bank co Utilizing Reward Strategy
Bank Co., a Fortune 500 commercial bank, had grown through acquisitions but was experiencing high voluntary turnover rates of 40% after each acquisition. This was costly to the company through increased labor costs, lost productivity, and customer defections. An investigation found the main drivers of turnover were lack of communication about career opportunities and lack of promotion opportunities for high performers. The company implemented solutions including market-based pay adjustments, improved communication of career paths, and expanding promotion opportunities. This resulted in a 20+% reduction in turnover rates and $50 million in estimated annual savings within 8 months.
Dynamo reruitment and selection
Group 5 analyzed the recruitment and selection of a new plant manager for an electrical motor manufacturing company's Pittsburg plant. The group identified George Martin and Kathy Joyce as the best candidates. George Martin had the highest interview and work sample scores, while Kathy Joyce was the highest scoring internal candidate. Harry Fein and Frank Hall were identified as the worst candidates. Harry Fein had the lowest personality and interview scores, while 58-year-old Frank Hall had the worst intelligence test score and personality assessment. The group noted some confusing results and felt age and gender may have influenced some evaluations.
Assessment centers
Assessment centers are used to evaluate candidates for specific types of employment, especially management or military command positions. They involve assessing aptitude and performance through various diagnostic processes conducted by trained assessors. The German Army first introduced assessment techniques in 1930 to select officers, and a psychologist implemented leadership tests. During World War II, assessment centers were developed further by the British and American armies. In general, assessment centers include interviews, examinations, psychometric tests, individual and group exercises, and presentations. As an example, Pakistan's Inter Services Selection Board process involves preliminary tests, medical exams, interviews, and a four-day evaluation at their center consisting of written tests, individual and group tasks, indoor analysis, group discussions, and interviews.
Managerial Policy hypothetical project
Please note the data inside is note real... all are hypothetical values.. it only shows how to study market when start your business
Training design processof Indus Pharma
This document summarizes a presentation on training and development processes at a pharmaceutical company. It includes:
- An introduction to the company and its vision/mission.
- An overview of the company's training design process, including needs assessment, employee readiness evaluation, learning environment creation, transfer of training, and evaluation planning.
- Details on current training methods, budget, and frequencies.
- Suggestions to improve training analysis tools, impact analysis, ROI calculation, and build acceptance of HR across the organization.
Elearning
E-learning has two main components: content and a learning management system (LMS). Content includes recorded trainings like webinars, videos, documents and slideshows. It can also include live instructor-led trainings through web conferencing tools. An LMS is software that manages and tracks learning by scheduling courses, launching content, recording progress, generating reports, and notifying users and managers. It helps assess learning and guide decisions.
Recruitment article ppt gohar 5052
The document discusses recruitment and the recruitment process. It defines recruitment as attracting qualified individuals to apply for jobs in an organization. The recruitment process involves employment planning, recruiting applicants both internally through job postings and employee referrals and externally through methods like head hunters, media, internships and the internet. The process also includes application, screening of candidates through interviews and tests, and final interviews to select candidates.
Rashanlelo
Rashanlelo.pk was founded in 2013 in Pakistan as the first online grocery delivery service. It deals in perishable grocery items and other products that are ordered online and delivered. The main customers are students and professionals aged 26 to 36. Rashanlelo earns income through commissions from distributors, advertisements on their website, and direct delivery deals with organizations for better profitability through featured products and special vendor deals.
Lily
Lily is a unique drone camera that can automatically follow and capture images and video of a subject from up to 30 feet away without any setup required. The camera uses a tracking device that the subject carries which allows the drone to follow from the air. It was started in 2013 by students at UC Berkeley and has since raised $15 million in funding. It has also generated $34 million in pre-orders for over 60,000 units of the device.
HRM suzuki
Pak Suzuki HR analysis presentation covered the following topics:
1. Brief history of Pak Suzuki from 1983 start to current operations and milestones.
2. Findings from a GAP analysis of Pak Suzuki HR practices compared to textbook standards, identifying few minor issues around performance management and compensation.
3. Suggestions provided around expanding performance evaluations and addressing seniority-based compensation.
4. Overall conclusion that Pak Suzuki follows strict HR policies and processes resulting in high quality and employee satisfaction.
Economic policy analysis
The document compares economic policies related to transportation and communication from 2010-2014 in Pakistan. It finds that while road and port infrastructure expanded slightly, progress was slowed by lack of seriousness, merit-based hiring and corruption. Railway and PIA saw some improvements but continued struggling with incompetence. Metro bus systems were established but with wasteful spending. Overall, ineffective policies negatively impacted economic growth and public welfare during this period.
Eatoye
Eatoye is an online food delivery service founded in Pakistan in 2011 as Food Connection Pakistan by Nauman Sikandar and Rai Umar. It originally provided information on 700 restaurants but expanded into delivery services based on customer feedback. Eatoye is now being acquired by Food Panda to grow its online food delivery business in Pakistan.
Comparision of feature of Economic Survey of Transprot and Communication
This document compares transportation and communication metrics between 2010-2011 and 2011-2012 in Pakistan. It notes that Pakistan's road network grew slightly to around 260,000 km and the National Highway Authority completed 12 projects costing Rs. 19.6 billion. Railway freight traffic grew 17.7% but passenger traffic fell 17.6%. PIA earned more revenue in 2011 than 2010, and signed a purchase agreement for 5 Boeing 777 aircraft. Both Karachi Port and Port Qasim handled significantly more cargo in 2011-2012 than in 2010-2011. Gwadar Port handled 120 ships since its start and earned Rs. 53.4 million in total revenue. Cellular subscribers in Pakistan grew to over 102 million in 2010
More from gohar Iqbal (20)
Compensation and Benefit - Security Papers Limited Pakistan
Compensation and Benefit - Security Papers Limited Pakistan
Industrial strategy & the future of skills policy
Industrial strategy & the future of skills policy
Comparision of feature of Economic Survey of Transprot and Communication
Comparision of feature of Economic Survey of Transprot and Communication
Recently uploaded
一比一原版加拿大特伦特大学毕业证如何办理
原版一模一样【微信：741003700 】【加拿大特伦特大学毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
办理加拿大特伦特大学毕业证【微信：741003700 】外观非常简单，由纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理加拿大特伦特大学毕业证【微信：741003700 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理加拿大特伦特大学毕业证【微信：741003700 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理加拿大特伦特大学毕业证【微信：741003700 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
欧洲杯买球-欧洲杯买球买球推荐-欧洲杯买球买球推荐网站|【网址🎉ac10.net🎉】
【网址🎉ac10.net🎉】欧洲杯买球是一家极具特色的欧洲主流博彩公司，对于自己所擅长的赛事往往把赔率值压得很低，掩饰平局是他们一贯的手法。例如，当伟德旗帜鲜明地支持客胜，降低客胜值，提升主胜值，而平局赔率却与欧洲杯买球、欧洲杯买球的态度较吻合时，这场比赛往往以平局收场。
办理阿卡迪亚大学毕业证（uvic毕业证）本科文凭证书原版一模一样
原版一模一样【微信：741003700 】【阿卡迪亚大学毕业证（uvic毕业证）本科文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Section 79(A) of Maharashtra Societies act 1860
Lot of redevelopment projects are going on, where law and procedures are not followed , causing harm to the members of the society . This PPT is useful for every citizen living in society Building
一比一原版(kcl毕业证书)英国金斯顿大学毕业证如何办理
原版一模一样【微信：741003700 】【(kcl毕业证书)英国金斯顿大学毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
办理(kcl毕业证书)英国金斯顿大学毕业证【微信：741003700 】外观非常简单，由纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理(kcl毕业证书)英国金斯顿大学毕业证【微信：741003700 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理(kcl毕业证书)英国金斯顿大学毕业证【微信：741003700 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理(kcl毕业证书)英国金斯顿大学毕业证【微信：741003700 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
Khushi Saini, An Intern from The Sparks Foundation
This is my first task as an Talent Acquisition(Human resources) Intern in The Sparks Foundation on Recruitment, article and posts.
I invitr everyone to look into my work and provide me a quick feedback.
美洲杯买球-美洲杯买球下注平台-美洲杯买球投注平台|【网址🎉ac55.net🎉】
【网址🎉ac55.net🎉】美洲杯买球是爱尔兰的博彩公司，成立于1988年，位于爱尔兰的都柏林。美洲杯买球通过在爱尔兰和英国的一系列持牌博彩商店以及经营爱尔兰最大的电话博彩服务来开展业务。在互联网上，美洲杯买球提供体育博彩，在线扑克，在线宾果游戏，在线赌场和在线游戏。
按照学校原版(ArtEZ文凭证书)ArtEZ艺术学院毕业证快速办理
官方原版办理【(ArtEZ毕业证书)ArtEZ艺术学院毕业证】【176555708微信号】海外认证成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信176555708】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信176555708】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
一比一原版美国罗格斯大学毕业证（rutgers学位证）如何办理
原件一模一样【微信：WP101A】【美国罗格斯大学毕业证（rutgers学位证）成绩单】【微信：WP101A】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：WP101A】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：WP101A】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份【微信：WP101A】
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
办理美国罗格斯大学毕业证（rutgers学位证）学位证【微信：WP101A 】外观非常精致，由特殊纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理美国罗格斯大学毕业证（rutgers学位证）学位证【微信：WP101A 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理美国罗格斯大学毕业证（rutgers学位证）学位证【微信：WP101A 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理美国罗格斯大学毕业证（rutgers学位证）学位证【微信：WP101A 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
欧洲杯外围-欧洲杯外围下注网址-欧洲杯外围下注网站|【网址🎉ac44.net🎉】
【网址🎉ac44.net🎉】在欧洲杯外围，你会发现数之不尽的在线博彩机会，包括世界各地的精彩体育赛事以及绝佳的赔率。此外，欧洲杯外围还会为你提供诸如赌场、宾果和扑克等在线游戏以及各种各样的奖金优惠，包括欧洲杯外围的免费投注。无论你是忠实的足球迷，或者是二十一点的专业玩家，在这里都可以找到你最感兴趣的投注市场或游戏。
Tara E Browne, DTM - Administrative Manager (Resume)
I am an accomplished and driven administrative management professional with a proven track record of supporting senior executives and managing administrative teams. I am skilled in strategic planning, project management, and organizational development, and have extensive experience in improving processes, enhancing productivity, and implementing solutions to support business objectives and growth.
一比一原版(surrey毕业证书)英国萨里大学毕业证成绩单修改如何办理
原版定制【微信:741003700】《(surrey毕业证书)英国萨里大学毕业证学位证成绩单》【微信:741003700】成绩单 、雅思、外壳、留信学历认证永久存档查询，采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份毕业证【Q微信741003700】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【Q微信741003700】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
一比一原版(uwm毕业证书)美国威斯康星大学密尔沃基分校毕业证如何办理
原版一模一样【微信：741003700 】【(uwm毕业证书)美国威斯康星大学密尔沃基分校毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
办理(uwm毕业证书)美国威斯康星大学密尔沃基分校毕业证【微信：741003700 】外观非常简单，由纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理(uwm毕业证书)美国威斯康星大学密尔沃基分校毕业证【微信：741003700 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理(uwm毕业证书)美国威斯康星大学密尔沃基分校毕业证【微信：741003700 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理(uwm毕业证书)美国威斯康星大学密尔沃基分校毕业证【微信：741003700 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
在线办理(UOIT毕业证书)安大略省理工大学毕业证在读证明一模一样
原件一模一样【微信：bwp0011】《(UOIT毕业证书)安大略省理工大学毕业证》【微信：bwp0011】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问微bwp0011
【主营项目】
一.毕业证【微bwp0011】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【微bwp0011】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
按照学校原版(UofT文凭证书)多伦多大学毕业证快速办理
快速办理【(UofT毕业证书)多伦多大学毕业证】【176555708微信号】硕士毕业证成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信176555708】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信176555708】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
美洲杯投注-美洲杯投注比分-美洲杯投注比分投注|【网址🎉ac44.net🎉】
【网址🎉ac44.net🎉】美洲杯投注是世界上最大的网上博彩公司之一，于直布罗陀注册，在200个国家拥有超过3500万客户。在国际上都可以称得上是极其优秀的博彩公司。总部位于英国Stoke-on-Trent，美洲杯投注在世界各地的雇员超过600名。该公司登录亚洲市场多年，近年针对亚洲的市场拓展的很快。它的特点是投注赔率富于变化，同时对于冷门赛事，赔率变化幅度会大于其它博彩公司。美洲杯投注在终赔阶段往往向立博、韦德等靠拢，一旦差异很大，往往会出现问题。
Recently uploaded (20)
Khushi Saini, An Intern from The Sparks Foundation
Khushi Saini, An Intern from The Sparks Foundation
EE1K.pdf/////////////////////////////////////////////
EE1K.pdf/////////////////////////////////////////////
Tara E Browne, DTM - Administrative Manager (Resume)
Tara E Browne, DTM - Administrative Manager (Resume)
Know your strenghts
- 2. Theme We must focus on our strengths rather than our weaknesses if we are going to succeed. Marcus Buckingham
- 3. HERE'S WHAT WE NEED TO KNOW •UNDERSTAND WHAT A STRENGTH ACTUALLY IS. •THERE ARE 2 TYPES OF KNOWLEDGE •WE NEED TO FIND OUR TALENTS •YOU NEED TO DEAL WITH YOUR WEAKNESS WITHOUT MAKING THEM YOUR MAIN FOCUS •TO BUILD A STRENGTH BASED ORGANIZATION, YOU NEED TO DEVELOP A SELECTION SYSTEM AROUND IDENTIFYING TALENT.
- 4. UNDERSTAND WHAT A STRENGTH ACTUALLY IS IT IS THE CONSISTENT NEAR PERFECT PERFORMANCE IN AN ACTIVITY. IT IS THE COMBINATION OF TALENT KNOWLEDGE AND SKILLS.
- 5. THERE ARE 2 TYPES OF KNOWLEDGE OUR STRENGTH WILL ALWAYS INCLUDE A COMBINATION OF BOTH. FACTUAL KNOWLEDGE EXPERIENTIAL KNOWLEDGE
- 6. WE NEED TO FIND OUR TALENTS •MOST PEOPLE GET THE HIGHEST LEVEL OF SATISFACTION OUT OF THEIR TALENT. •FIND A WORK THAT HAS AN INHERIT SATISFACTION IN IT, AND YOU HAVE JUST SPOTTED A TALENT.
- 7. YOU NEED TO DEAL WITH YOUR WEAKNESS WITHOUT MAKING THEM YOUR MAIN FOCUS THE EASIEST WAY TO DO THIS IS TO BUILD A SUPPORT SYSTEM OF OTHER PEOPLE WHO ENJOY DOING THE THINGS YOU’RE NOT GOOD AT.
- 8. TO BUILD A STRENGTH BASED ORGANIZATION, YOU NEED TO DEVELOP A SELECTION SYSTEM AROUND IDENTIFYING TALENT. FIND YOUR BEST PERFORMERS ,FIND OUT WHAT MAKES THEM TICK, AND LOOK FOR THAT IN YOUR HIRING PROCESS.
- 9. THANK YOU!