The document provides information on several leadership development companies in India. It discusses:
1) The leadership identification, assessment, and development solutions offered by the companies to help clients identify and strengthen their current and future leaders. This includes 360 assessments, leadership programs, coaching, and customized solutions.
2) The types of clients served, which include large Indian and multinational corporations.
3) Additional services offered beyond leadership development, such as organizational consulting, change management support, and talent management.
4) Key differentiators of the companies, which emphasize their customized approach, global expertise, and track record of positive outcomes for clients.
Marc Effron, author of One Page Talent Management: Eliminating Complexity, Adding Value (Harvard Business Press) showed how companies have buried talent processes under layers of bureaucracy and complexity that make them unusable and unused. More importantly, he’ll show you how to cut through the clutter with One Page Talent Management (OPTM), a powerfully simple approach that significantly accelerates a company's ability to develop better talent faster. The OPTM approach combines the best behavioral science research with lean process design to create easy to use talent processes that managers truly value. This webinar is for anyone who leads a team or wants to one day.
Marc Effron, author of One Page Talent Management: Eliminating Complexity, Adding Value (Harvard Business Press) showed how companies have buried talent processes under layers of bureaucracy and complexity that make them unusable and unused. More importantly, he’ll show you how to cut through the clutter with One Page Talent Management (OPTM), a powerfully simple approach that significantly accelerates a company's ability to develop better talent faster. The OPTM approach combines the best behavioral science research with lean process design to create easy to use talent processes that managers truly value. This webinar is for anyone who leads a team or wants to one day.
In this session, you will hear a combination of the latest research and best and next practices from leading organizations on the role the learning and development staff is increasingly playing in the integrated talent management movement. As a starting point, the group will discuss the top-level findings from ASTD’s recently published report, “Learning’s Critical Role in Integrated Talent Management,” including information on how high-performing and low-performing organizations use talent management differently. You will also gain information on which organizational roles are primarily responsible for the key elements of talent management: leadership development, individual development, performance management, employee learning, recruitment/selection, employee engagement, compensation and benefits, and succession planning. And you’ll hear about learning’s role in each area.
With concern for the nation’s future, by giving the best to its surrounding, building the character, threading the path, follow one’s heart, using minds and thoughts, self aspiring and to others, Indonesia and the world
“1NDONESIA for 1WORLD”
Strategic Talent Mobility: Connecting Personal Potential to Organizational Go...Taleo Research
Talent mobility is the ability to rapidly and strategically move people from role to role and function to function as business needs change. This presentation provides the results of research from the UK and Australia by Taleo Research on the benefits and challenges organisations face in pursuing proactive talent mobility, and the role that strong talent intelligence can play.
This 2 day conference on Innovation in HR will be happening in Singapore 23-24 January 2013. Invitro Innovation is a sponsor of the event and will be delivering an Experiential Ideation session as well as selling our Innovation Provocation Cards at the event. See you there!
Finding and keeping skilled staff can be a challenge, especially for rural organizations. A panel of experts will share career development tools, succession planning, self-help and coaching, tapping into the existing talent in your community, and providing learning opportunities for current staff members. Panelists will also share information on dynamics of successful staffing and nurturing the next generation of rural housing and economic development leaders.
Talent Management is a set of integrated organizational HR processes & practices designed to attract, develop, motivate, and retain productive, engaged employees, in support of the Company becoming the “Provider of Choice” & the “Employer of Choice” in the markets we serve.
Companies with effective Talent Management Systems (TMS), the results speak for themselves:
- 66% had higher return on sales,
- 20% had a higher return on assets,
- 20% had a higher return on investment,
- 13% had a higher return on equity,
- Many reported improvement’s in key human capital metrics
- There was a correlated relationship between better talent & better business performance, talent was acknowledged as a rapidly increasing source of value creation
- Enhanced capacity in talent is necessary to support more complex & dynamic business requirements, Boards, customers, employees, and financial markets are expecting more.
Key Trends for 2020:
Trend 1: Organizational Design (e.g., “The Organization of the Future”) Will be Challenged Everywhere
Trend 2: Culture, Employee Engagement, and Employee Experience Remain Top Priorities
Trend 3: Real-Time Feedback and Analytics Will Explode in Maturity
Trend 4: A New Generation of Performance Management Tools Will Emerge, and a Focus on “Human Performance” and Wellbeing Will Become a Critical Part of HR, Talent, and Leadership Solutions
Trend 5: Talent Acquisition Will Focus on Culture Fit, Leadership Skills, Technical Skills Instead of Just “Credentials”
Trend 6: Digital HR and Learning Will Help Us to Reinvent L&D and HR Systems
Trend 7: The Leadership Market Will Start a Steady Process of Reinvention
Trend 8: Diversity, Inclusion, and Unconscious Bias Will Become a Top Priority
Trend 9: The L&D Function Will Continue to Struggle, But Careers & Learning Must Be Real Time, All the Time
Trend 10: The Future of Work is Here and HR Is in the Hot Seat
Execution Framework has six pillars:
(1) Plan,
(2) Attract,
(3) Develop,
(4) Perform,
(5) Retain, and
(6) Optimize.
The Next Generation of Talent Management Strategy: Pay for TalentHuman Capital Media
Pay for performance is an accepted model for many organizations, but is it effective or shortsighted? Does it drive the right behavior and focus on the key people you must retain? How do you tie in potential, risk of losing someone, etc., into the overall reward process?
In this session, Jan Brockway, director of product management for talent management at ADP and a long-term HR practitioner, and Robert Mattson, director of talent management marketing at ADP, will discuss the advanced concepts of pay for talent, which might include pay for potential and how and where performance, succession/talent assessment and compensation information can be used across HR processes. Attendees will learn:
• Pay for talent: What is it really, how can it impact an organization and what are the keys to making it successful?
• The links between performance, succession, talent assessment and compensation.
• Keys to successful implementation: Gotchas, change management and success.
Strategic Learning and Development for Improved Workforce Performance was presented to the Western NC chapter of SHRM. Based on best practices research this presentation uses a case study to show how the entire talent cycle can be aligned around common competencies, processes and systems.
Hiring Corporate: What Nonprofits Need to Know4Good.org
Recent seismic economic shifts, increased board savvy, a retiring but still active baby boomer population, and an increased focus on planned career trajectories available to ambitious nonprofit professionals have changed the landscape of hiring in the sector. Hiring from the for-profit sector is on the rise, and search committees and hiring managers who want to hop on this trend look to this growing pool as a way to further broaden their pipeline of available talent. However, smart search committees and hiring managers need to determine first whether or not the corporate transitioner is right for them.
21st Century Talent Management: Imperatives for 2014 and 2015Josh Bersin
What are the big imperatives for business and HR leaders in 2014 and 2015? The workforce, workplace, and global labor markets have changed. This presentation highlights Bersin by Deloitte's key research on many of the most important topics facing business leaders around the world.
NHRDN - Learning Centre Workshop on "Innovative HR Practices that make a Difference - Unleash the true Human Capital...Now!"
The Facilitators :
Rushil Mhatre - Associate Vice President - Human Resources, Dhanalaxmi Bank
Custan D'souza - Project Manager - Information Technology, ICICI Lombard
Talent Management for Talent Managers: HR Competencies for 2013 and BeyondHuman Capital Media
HR professionals have dual and sometimes conflicting roles, serving as employee advocates while simultaneously formulating talent strategies that push an organization forward. Recent economic volatility has also put greater pressure on how organizations manage their human capital. The result: HR must accelerate its capacity for change and demonstrate its ability to improve results: sales, productivity, costs, quality, innovation, etc.
Join this session to better understand the key HR competencies required to facilitate the changes and business results organizations need in the current climate. Beyond HR, learn the first steps you can take to define the competencies that will help you enable your organization to respond positively to workforce pressures and thrive in a changing economy.
In this session, you will hear a combination of the latest research and best and next practices from leading organizations on the role the learning and development staff is increasingly playing in the integrated talent management movement. As a starting point, the group will discuss the top-level findings from ASTD’s recently published report, “Learning’s Critical Role in Integrated Talent Management,” including information on how high-performing and low-performing organizations use talent management differently. You will also gain information on which organizational roles are primarily responsible for the key elements of talent management: leadership development, individual development, performance management, employee learning, recruitment/selection, employee engagement, compensation and benefits, and succession planning. And you’ll hear about learning’s role in each area.
With concern for the nation’s future, by giving the best to its surrounding, building the character, threading the path, follow one’s heart, using minds and thoughts, self aspiring and to others, Indonesia and the world
“1NDONESIA for 1WORLD”
Strategic Talent Mobility: Connecting Personal Potential to Organizational Go...Taleo Research
Talent mobility is the ability to rapidly and strategically move people from role to role and function to function as business needs change. This presentation provides the results of research from the UK and Australia by Taleo Research on the benefits and challenges organisations face in pursuing proactive talent mobility, and the role that strong talent intelligence can play.
This 2 day conference on Innovation in HR will be happening in Singapore 23-24 January 2013. Invitro Innovation is a sponsor of the event and will be delivering an Experiential Ideation session as well as selling our Innovation Provocation Cards at the event. See you there!
Finding and keeping skilled staff can be a challenge, especially for rural organizations. A panel of experts will share career development tools, succession planning, self-help and coaching, tapping into the existing talent in your community, and providing learning opportunities for current staff members. Panelists will also share information on dynamics of successful staffing and nurturing the next generation of rural housing and economic development leaders.
Talent Management is a set of integrated organizational HR processes & practices designed to attract, develop, motivate, and retain productive, engaged employees, in support of the Company becoming the “Provider of Choice” & the “Employer of Choice” in the markets we serve.
Companies with effective Talent Management Systems (TMS), the results speak for themselves:
- 66% had higher return on sales,
- 20% had a higher return on assets,
- 20% had a higher return on investment,
- 13% had a higher return on equity,
- Many reported improvement’s in key human capital metrics
- There was a correlated relationship between better talent & better business performance, talent was acknowledged as a rapidly increasing source of value creation
- Enhanced capacity in talent is necessary to support more complex & dynamic business requirements, Boards, customers, employees, and financial markets are expecting more.
Key Trends for 2020:
Trend 1: Organizational Design (e.g., “The Organization of the Future”) Will be Challenged Everywhere
Trend 2: Culture, Employee Engagement, and Employee Experience Remain Top Priorities
Trend 3: Real-Time Feedback and Analytics Will Explode in Maturity
Trend 4: A New Generation of Performance Management Tools Will Emerge, and a Focus on “Human Performance” and Wellbeing Will Become a Critical Part of HR, Talent, and Leadership Solutions
Trend 5: Talent Acquisition Will Focus on Culture Fit, Leadership Skills, Technical Skills Instead of Just “Credentials”
Trend 6: Digital HR and Learning Will Help Us to Reinvent L&D and HR Systems
Trend 7: The Leadership Market Will Start a Steady Process of Reinvention
Trend 8: Diversity, Inclusion, and Unconscious Bias Will Become a Top Priority
Trend 9: The L&D Function Will Continue to Struggle, But Careers & Learning Must Be Real Time, All the Time
Trend 10: The Future of Work is Here and HR Is in the Hot Seat
Execution Framework has six pillars:
(1) Plan,
(2) Attract,
(3) Develop,
(4) Perform,
(5) Retain, and
(6) Optimize.
The Next Generation of Talent Management Strategy: Pay for TalentHuman Capital Media
Pay for performance is an accepted model for many organizations, but is it effective or shortsighted? Does it drive the right behavior and focus on the key people you must retain? How do you tie in potential, risk of losing someone, etc., into the overall reward process?
In this session, Jan Brockway, director of product management for talent management at ADP and a long-term HR practitioner, and Robert Mattson, director of talent management marketing at ADP, will discuss the advanced concepts of pay for talent, which might include pay for potential and how and where performance, succession/talent assessment and compensation information can be used across HR processes. Attendees will learn:
• Pay for talent: What is it really, how can it impact an organization and what are the keys to making it successful?
• The links between performance, succession, talent assessment and compensation.
• Keys to successful implementation: Gotchas, change management and success.
Strategic Learning and Development for Improved Workforce Performance was presented to the Western NC chapter of SHRM. Based on best practices research this presentation uses a case study to show how the entire talent cycle can be aligned around common competencies, processes and systems.
Hiring Corporate: What Nonprofits Need to Know4Good.org
Recent seismic economic shifts, increased board savvy, a retiring but still active baby boomer population, and an increased focus on planned career trajectories available to ambitious nonprofit professionals have changed the landscape of hiring in the sector. Hiring from the for-profit sector is on the rise, and search committees and hiring managers who want to hop on this trend look to this growing pool as a way to further broaden their pipeline of available talent. However, smart search committees and hiring managers need to determine first whether or not the corporate transitioner is right for them.
21st Century Talent Management: Imperatives for 2014 and 2015Josh Bersin
What are the big imperatives for business and HR leaders in 2014 and 2015? The workforce, workplace, and global labor markets have changed. This presentation highlights Bersin by Deloitte's key research on many of the most important topics facing business leaders around the world.
NHRDN - Learning Centre Workshop on "Innovative HR Practices that make a Difference - Unleash the true Human Capital...Now!"
The Facilitators :
Rushil Mhatre - Associate Vice President - Human Resources, Dhanalaxmi Bank
Custan D'souza - Project Manager - Information Technology, ICICI Lombard
Talent Management for Talent Managers: HR Competencies for 2013 and BeyondHuman Capital Media
HR professionals have dual and sometimes conflicting roles, serving as employee advocates while simultaneously formulating talent strategies that push an organization forward. Recent economic volatility has also put greater pressure on how organizations manage their human capital. The result: HR must accelerate its capacity for change and demonstrate its ability to improve results: sales, productivity, costs, quality, innovation, etc.
Join this session to better understand the key HR competencies required to facilitate the changes and business results organizations need in the current climate. Beyond HR, learn the first steps you can take to define the competencies that will help you enable your organization to respond positively to workforce pressures and thrive in a changing economy.
ESPL India - A offshore software solution provider company with more than 10 years of experience dealing with all types of Software Solution.
For more details can contact on :
bhawesh.jha@esplindia.com
The Future of Performance Management In An Era Of Uncertainty American Airl...Taryn Soltysiak
The Future Of Performance Management In An Era Of Uncertainty - American Airlines - Michelle Collins-Rodrigues Sponsored by IQPC Exchange at the Strategic performance and Change Management Conference
The Future Of Performance Management In An Era Of Uncertainty American Airl...Claudia Rubino
The Future Of Performance Management In An Era Of Uncertainty - American Airlines - Michelle Collins-Rodrigues Sponsored by IQPC Exchange at the Strategic performance and Change Management Conference
Talent Development As A Journey: from Competencies to CapabilitiesSeta Wicaksana
Talent Development is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees.
ImpaQ Solutions - Smart Business ResultsMargo Boster
Gain a competitive advantage...
ImpaQ Solutions can help you increase revenue, decrease turnover and improve quality by building and supporting your people to be more effective and efficient. Let us bring proven, real world success to you.
Attract the best talent. Develop the best leaders. Be the best.
Organizations across the globe benefit from having influential leaders who are qualified to lead a diverse workforce, cultivate engagement, and guide change necessary to remain competitive in the marketplace. These same organizations realize the value in investing in current talent to breed the next generation of executives, and to ensure a set of unified core leadership principles exist and are executed by managers of people and projects. This session reveals how one organization overcame cultural barriers to successful implementation of varied enterprise-wide leadership development initiatives.
Capability Frameworks - Too Slow for a Fast Moving WorldLearningCafe
Capability Frameworks have been used in organisations to neatly depict the progression of skill levels. In many organisations the level you attain also links to pay and rewards. While Capability Frameworks worked well in the past when changes were less frequent, they may not be flexible enough to accommodate rapid business and workplace changes now.
Private Equity Investor Value CreationLLR Partners
LLR's Justin Reger presented at the 2013 Southeast Venture Conference, held March 13 - 14 in Charlotte, NC.
Justin presented on how to get the most out of partnering with an investor. Beyond securing capital to help grow a business, partnering with an investor can bring with it the strategic guidance, corporate development support, access to talent networks and other resources needed to help business owners achieve their goals. Learn how to get the most long-term value out of a partnership with your investor.
Leadership is one of the driving factors that determine organizational effectiveness and progression. In the VUCA world, the required leadership competencies have become
more comprehensive than ever before. Therefore, leadership development transcends the traditional concept of development of just an individual; it’s much more that today
The talent acquisition function has seen an upside-down transformation with technology and data being at the core and bringing the true relevance of effective recruitment partnerships to light. Talent partners are evolving from being an external support to becoming an indispensable part of organizations.
Learning & Development Service Providers slide_share_2014People Matters
The future of learning in the coming months will be described by several disruptive movements challenging traditional learning delivery methods. New technologies and expectations will bring forth mobile, experiential, gamified, simulated, and pervasive learning to the core of the L&D universe
6 months of a rigorous selection process with 1400+ applicants, we finally have the Emerging Future HR Leaders. The Are You In The List? 2013 unleashed on 30th January 2014.
Total rewards service providers slide_share_2014People Matters
With talent taking the centre-stage in CEO’s agenda, it is time that Indian organizations use every tool at their disposal to attract and retain talent as the expectations of employees are at an all-time high. An ideal Total Rewards plan is the perfect blend of tangible and intangible rewards. Traditional reward patterns will not work as the workforce in most organizations is multi-generational. ESOPs, integrated healthcare benefits, work-life balance, non-cash
rewards are some of the rewards that companies can use to engage the employees.
Lay-offs can affect the working culture of a company and impact its future success. A necessary business pain, it is time to make it an integral part of a business strategy
As whistle-blowing has proven to be the most effective way to prevent fraud, companies especially those in India need to develop strong robust systems that would encourage employees to speak up
Design Rewards That Truly Matter Slide-sharePeople Matters
An effective total rewards strategy requires deep understanding of what the CEO and employees really value. Read more to know experts' views on Total Rewards Designs that truly matter.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
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Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
2. www.peoplematters.in
Impacts of investing in leadership development:
Improved bottom-line - investment on human capital & leadership
development helps build capacity
Attract and retain talent – focus on leadership development lends
an impetus to the employee engagement
Create organizational alignment - equips the organization with the
necessary resources that can connect with business realities
Increase organizational agility - increases people’s ability to
respond to unpredictable business environments
Click for full story
3. www.peoplematters.in
“The greatest gift you can leave behind for your organization and team is to prepare them well to
continue without you.”
Ideas to shape your leadership style in today’s ever changing, chaotic environment?
•Be visible
•Leverage the power of praise
•Never be afraid to demand results
•Invest in future leaders
Click for full story
4. www.peoplematters.in
“The underlying competencies for thought leadership are the ability
to use insightful judgment, think strategically, apply financial
acumen, innovate and display global perspective.”
Elements of the culture that can enable or derail an organization’s
thought leadership would be:
•Candor- Do people talk freely about expectations, work performance and
development needs?
•Trust- Do leaders walk their talk and do they look out for others’ interests?
•Curiosity- Do people explore new ideas and question existing ways of
doing things?
•Flexibility- Do leaders encourage a level of risk taking and trying new
things?
•Accountability- Are people at all levels (held) accountable for meeting
objectives and delivering on their commitments?
Click for full story
5. www.peoplematters.in
“Creating an environment of trust and respect should not merely
be a stated objective, but must be practiced in spirit as well.”
Leaders need to prove their mettle in an environment wherein
customer acquisition and retention is getting tougher, margins are
being eroded, and employees are overworked and stressed.
Leaders must walk-the-talk and demonstrate trust and respect in
each and every interaction with employees, customers, and suppliers.
In essence, soft skills are the real hard skills that are often demanded
of a leader and are critical elements to great leadership.
Click for full story
6. www.peoplematters.in
“Leadership assessment provides clarity of direction, which
is relevant to the learning & development of leaders. It helps
people understand their strengths & weaknesses.”
Emerging practices in leadership development in India:
•Increase in adaptation the use of technology in developing their
leaders.
•Companies are looking at vital few people at each level to make
them ‘engines of growth’ based on their performance and
assessment.
•Another trend to watch out for is the involvement of the senior
management in the development process
Click for full story
7. www.peoplematters.in
“The top management of the organization undergoing the
change must internalize the new vision, new containers, new
role models, new structures, new meanings and stories of
success.”
What is the algorithm of managing change? According to Edgar
Schein, there are three stages of implementing any change
management program:
1.Creating the motivation to change
2.Change: Welcoming the new and bidding goodbye to the old
3.Refreezing
Click for full story
8. www.peoplematters.in
Key differentiators
Ranked among the Top 10 for 11 consecutive
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LAP - S$17,880
89 Science Park Drive Service locations
LDP - S$9,880
#03-07/08 India, APAC, Europe, Africa, Russia & US
LFP - S$2,480
The Rutherford Lobby B
ACW - S$2,480
Singapore 118261 Overview of leadership solutions
CGE - S$4,980
Web: apac.ccl.org Delivered in Asia
Custom solutions: based on design
Tel:+65 6854 6000 • For CXOs - Leadership at the Peak (LAP)
Fax: +65 6854 6001 • For senior leaders who are leading mangers
Testimonial
E-mail: ccl.apac@ccl.org - Leadership Development Program
“CCL’s training experience enabled me to get
(LDP®)
a quick and interesting gauge of where my
• For individual contributors and first-time
peers are, in relation to our team playing
managers - Leadership Fundamentals (LFP)
abilities. It also helped me grasp a better
• For leaders and mentors - Coaching for
understanding of how I can increase the
Greater Effectiveness (CGE)
value of my contributions to the organization,
• 360 Assessments and organizational
as a whole.”
assessments
- Mandy Govender, Deputy Director,
• Customized solutions anchored around
Communicable Disease Education, Adult
specific client needs
Health Division, Health Promotion Board
(Singapore)
Click for more information
9. www.peoplematters.in
Profile of client Key differentiators
Multinational companies, large and medium Customized Solutions: Each intervention is
OFFICE IN INDIA Indian companies customized to meet the specific learning objectives
of clients. Our content is also “localized” to enhance
C2C Consulting and Buyers profile local relevance.
Training Pvt. Ltd. CXO, operations, learning and development
“Noronha Mansion” No.91 Feet on the ground: To ensure that our solutions
(Old No.31) 2nd Floor Leadership identification solutions are locally applicable, we build local capability
Richmond Road, Shoolay Circle, C3alibratorTM360 across the world.
Bangalore - 560 025
Leadership assessment solutions Virtual delivery capability: C2C has experts in
Contact Details • HBDI virtual delivery to engage participants and to
• MBTI facilitate learning and operational outcomes.
Sanjay Dugar • Social styles and versatility
Director & Principal Consultant • Hogan Engagement model: C2C utilizes a comprehensive
sanjay@concept2competence.com • LSI training model in order to ensure that outcomes and
Tel: +91 80 41478568/ • DiSC objectives have a lasting impact on our participants
65834685/25303195 • MSCIET and their organizations.
• C3alibratorTM
Pricing
Other solutions Custom built as per customer requirements
• Cross cultural competence
• Business effectiveness Testimonial
• Global and virtual teams Cisco Systems/Oracle India/Merk Millipore
• Assessment centers
• Business analysis consulting
• Executive coaching
Click for more information
10. www.peoplematters.in
PDI Ninth House is the world’s premier We offer
leadership solutions company. We help Leadership Assessments
organizations across the globe maximize their • Selection assessments
success by improving the quality and strength of • Development assessments
their leaders. • Succession assessments
OFFICE IN INDIA
Profile of client Leadership Development
Top global and multinational organizations • Leadership development services and
PDI Ninth House
partner with PDI Ninth House to identify and facilitation
A-501, Sagar Tech Plaza
develop their leaders to: • Online and blended learning development
AndheriKurla Road
solutions
Andheri (East), Mumbai - 400
• Manage rapid business growth • Multi-Rater products/services
072
• Expand global markets • Coaching services
Tel +91.22.2851.5104
• Improve business results
www.pdinh.com
• Drive new or changed business strategy Organizational Consulting
• Drive innovation • HR strategy and development
CONTACT DETAILS
• Strategic competency/performance modeling
Our clients include two-thirds of the Fortune • Succession management consulting
Raj Bowen
100 firms, half of the Forbes Global 100, and • Performance management consulting
Managing Director
half of the Interbrand Best Global Brands.
Raj.Bowen@pdinh.com
Key differentiators
Tel: +91 9820183951
Our solutions As the world’s premier leadership solutions firm,
Our leadership solutions target: PDI Ninth House is the only global leadership
• Board and C-suite leaders solutions firm that addresses business challenges
• High-potential and pivotal leaders by expertly tailoring leadership solutions that
• Vital many leaders integrate assessment, skill development, and
coaching. We guarantee that our solutions will help
We provide the most pertinent, accurate you build a credible, robust foundation for
information needed to support placement and Selection, placement, and development decisions
development decisions about an organization’s about an organization’s leaders.
leaders.
Click for more information
11. www.peoplematters.in
OFFICES IN INDIA
HEAD OFFICE InspireOne, a leading HR consulting and Key differentiators
B-9, Saket training firm of the country, was founded in When we partner with a client, we focus on the
New Delhi - 110017 1999 and is a part of 3 global networks - TMI company’s needs and challenges and provide
Tel: +91 11 4127 2700, 4166 3349 International (Denmark), TACK (UK) and Kenexa customized solutions from strategy to implementation,
Fax: +91 11 4127 2777 (USA). coupled with our ability to leverage the global
experience of over 1,000 consultants from 50
REGIONAL OFFICES Our value proposition lies in our ONE focus to countries around the world. Customers come back to
ensure that you achieve the position of number InspireOne for our inspirational value, integrated
Mumbai ONE as an individual, team and organization, by solutions, sustainable and measurable successes in
138, 1st Floor, Laxmi Plaza being your ONE partner for all human building leaders and world’s best researched know-
Laxmi Industrial Estate development needs with exclusive access to the how.
Off Link Road world’s best know-how.
Andheri (West), Mumbai - 400053 Through our unique ‘5I’ Process of Investigation,
Tel: +91 22 4295 0347, Overview of leadership solutions Identification, Inspiration, Implementation and
4295 0348, 4295 0349 Leadership Consultancy – Building human Integration, we create holistic development solutions
capital, talent management, succession planning, for our customers, rather than just programs.
Bangalore cultural insights, organization culture and
1006, 10th Floor diagnostics, high performance behavior model, Testimonial
Brigade Tower no. 135 competency framework development, executive “The critical part of the solution lay in the program
Brigade Road, Bengaluru - 560025 coaching design and customization, as typically IT
Tel: +91 80 3296 6969, 4111 7111 professionals find the softer aspects of leadership and
Leadership diagnostics – Identification and building emotional capital intangible and hence
Contact Details development of high potentials through inconsequential. Therefore, measurements around
assessment tools, 360 Assessment, development personal competencies and their impact in different
Pragnya Pandey center situations through the Personal EQ meter (PEQM)
Marketing Manager was a very successful exercise. Over 1,500 leaders
InspireOne Consultants Leadership development – 6-18 months strategic have been developed and the initiative is still ongoing,
Tel: (+91) 88005 00235 leadership development journey so that EI gets embedded in the culture of TCS.”
pragnyapandey@inspireone.in - HR Team, Tata Consultancy Services
Click for more information
12. www.peoplematters.in
Idam Learning’s focus is facilitating change, Other services
growth and performance in organizations We provide consulting services for change
through developing people. We partner with implementation, values deployment and culture
OFFICE IN INDIA organizations in developing end-to-end solutions building, recruitment process outsourcing, talent
for talent development that includes diagnosis, engagement and ‘leadership capability development’
Idam Learning customization, content development, delivery, solutions, HR outsourcing for start-up and emerging
1214, 2nd Floor, personality profiling, assessment and companies and customer intimacy solutions.
DLF Phase - IV development centers for employees across
Gurgoan - 122002 the organization. We have worked with 50 Key differentiators
Tel: +91 124 4057541 organizations and 7000 people in 7 countries. We believe in training that impacts results. We
support our learning with carefully chosen
Contact Details Uma Arora, the founder member of Idam research work and models (behavioral,
Learning is a learner, coach & facilitator who psychological, leadership and management). Our
Uma Arora plays the role of chief facilitator at Idam work is based on sound organizational behavior
Tel: +91 9818110720 Learning. She is an accredited practitioner of principles.
Uma.arora@idamlearning.com MBTI, FACET 5, Appreciative Inquiry, has a
www.idamlearning.com degree in law and MBA and has certifications in Pricing
the areas of Organization Development and Our pricing is moderate and affordable
Behavior Science acquired in India, US,
Singapore and UK. Testimonial
“I had always experienced negativity all my life.
Training specialization My father told me what I lacked...my teacher
• Large group facilitation told me what I lacked, I told my children what
• Small group facilitation they lacked...it is a vicious circle. Never thought
• Executive coaching there was another way. Thanks for showing a
• Select customized HR consultancy services positive way. I could never believe that so much
• Top management intervention – vision, change can come in just 5 days...”
mission and values - Director, Country operations of a large multinational
• Change management company
• Culture building
• Values deployment
• Leadership development Click for more information
13. www.peoplematters.in
Profile of client Other solutions
MNC, Indian conglomerates, large Indian groups. Apart from leadership development programs,
People Metrics also undertakes, on turn-key basis,
CONTACT DETAILS Buyers profile the following services:- Competency mapping,
Managing Director, Chief Executive Officer, CXO organization structure & design, performance
Sundara Rajan management systems, team building, succession
sundara@people-metrics.net Service Locations planning, strategic talent management, creating a
Yogesh Misra Mumbai, New Delhi, Bangalore, Pune learning organization, employee engagement
yogesh@people-metrics.net surveys and diversity surveys.
Vaibhav Date Leadership identification solutions
vaibhav@people-metrics.net People Metrics has built specialized simulations Key differentiators
to identify the potential leaders of tomorrow in People Metrics provides holistic talent development
terms of functional and strategic capabilities. solutions encompassing assessments to training
and coaching - as a one-stop solution provider.
Leadership assessment solutions People Metrics has a strong and incisive approach
People Metrics has a suite of tools in assessing to identify potential leaders of tomorrow and
the future leaders such as on-line assessment development through practical solutions from
centers, traditional assessment centers, 360 industry veterans.
degree or multi rater feedback and emotional
intelligence measurement. People Metrics helps Engagement model
in designing the right mix of tools appropriate to Complete solutions over 12 -24 months span.
the client’s needs.
Pricing
Leadership development solutions Customized
People Metrics has a specialist panel of executive
coaches for coaching the chosen future leaders.
People Metrics also runs Leadership Capability
Development Programs and Experiential
Learning Solutions within organizations, when
appropriate to supplement coaching programs.
Click for more information
14. www.peoplematters.in
Profile of Client Talent management
Think Talent’s primary focus is to help client There are three specific services in this domain.
OFFICEs IN INDIA organizations in developing and leveraging their
people capability in the best possible manner. We • Talent audit provides a case for investment
Gurgaon put together customized solutions, which are and focused integrated action for management in
Think Talent Services Pvt. Ltd. practical and based on deep industry experience. All talent identification and development initiatives.
619 ILD Trade Center our team members and associate partners have • Integrating and aligning talent processes
Sector 47, Sohna Road line, HR and leadership development experience and systems provides cost and effort optimized
Gurgaon - 122001 inside companies, and appreciate implementation solutions.
Tel: +91 124 4055375 issues well. • Capability mapping enables key leadership
Email: info@thinktalentindia.com decisions like make vs. buy, organic vs. inorganic
www.thinktalentindia.com Leadership development growth, cost of opportunity loss due to talent, etc.
• Our customized solutions are based on the client
Bangalore organization’s history and ambitions. Understanding Culture transformation
1568, 1st Sector and appreciating the unique DNA of any • Our culture assessment work is based on
Outer Ring Road organization’s vision, culture, HR practices, the globally tested Barrett methodology, which treats
HSR Layout organizational challenges, core competencies & culture as a business essential and maps financial
Bangalore - 560 102 leadership history, we see these as the key to and customer level impact.
Tel: +91 80 64006888 success of our solutions. • We help identify key issues and systemically
help shift symbols, practices, governance
Hyderabad • We use structured and scalable coaching mechanisms, etc.
301, 2nd Floor, Vaishno Kuteer solutions at individual and group levels for
Puppalguda, Manikonda developing leaders across hierarchies. Key differentiators
Hyderabad • Customized assessment methodologies • Customization led by co-creation with client based
Tel: +91 90400 84006 provide an edge and focus at organizational on tested frameworks
and functional levels. • Scalable and well-structured individual and group
coaching frameworks
• Focus on implementation of solutions offered
• Panel of over 25 certified coaches with significant
industry experience
Click for more information
15. For Further Information
Kindly Contact
+91 (124) 4148102
info@peoplematters.in
www.peoplematters.in
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September 2012 Subscriber Now!