Human Capital Consulting provides innovative recruitment strategies to improve talent management and increase ROI. Their strategies include direct recruitment programs using multiple channels, building talent pools, and using technology like social media and mobile platforms to source candidates more efficiently. Clients can expect benefits like improved candidate quality, shorter time to hire, lower costs, and better retention within 6 months of implementing a new recruitment strategy tailored to their needs and goals.
Impact of Poor Basic Skills: The Employer PerspectiveIpsos UK
Trinh Tu, Research Director, Ipsos MORI Social Research Institute delivered this presentation on the Impact of poor skills: Employer perspective at 'Improving basic skills: An international perspective on a UK dilemma'; an Academic Conference sponsored by the Department of Business, Innovation & Skills (BIS) and Ipsos MORI’s Social Research Institute held on 14 January 2015.
The quest for digital skills is an Economist Intelligence Unit report, sponsored by Cognizant, on the supply and demand of digital skills across four industries: financial services, healthcare, retail and manufacturing.
Unlocking Value - Embrace Governance, Risk, and Compliance PracticesKelly Services
As more and more direct business effort must be expended toward relationships with customers, as companies feel comfortable with the reach of technology and their need to manage more amounts of highly specific data, and as more companies struggle to satisfy the career and lifestyle priorities of workers, they have warmed to the idea of outsourcing mission-critical functions.
For market leaders who are obsessed with building more company value, outsourcing has actually become a key business strategy.
Priming the Economic Engine: How Social Media is Driving Growth for Small and...LinkedIn
8 out of 10 small and medium businesses (SMBs) use social media, and 68% of them are using it to inform financial decisions — presenting a golden opportunity for finance marketers to deliver relevant, useful content. Find out how in this research study from LinkedIn and TNS.
Download the full whitepaper at http://lnkd.in/SMB-research
salary, a fundamental question
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world of work.
Find out how Randstad Canada can help you find and manage the best talent to move your business forward.
Visit http://www.randstad.ca
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
about Randstad Canada
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world
of work.
To find out how Randstad can help you find and manage the best talent to move your business forward, visit http://www.randstad.ca
RMG Recruitment Insider Survey is a quarterly project to help the public gain more insight into the recruitment market of different businesses in mainland China. The data is collected from more than 1600 respondents who are working at 10 different types of the company in 10+ cities and 20 industries. All the results collected come from HR managers, line-managers or “C level” executives. The data includes headcount, salary package, salary rise, employment demand, etc. The results of the survey will be published at the end of each quarter.
Impact of Poor Basic Skills: The Employer PerspectiveIpsos UK
Trinh Tu, Research Director, Ipsos MORI Social Research Institute delivered this presentation on the Impact of poor skills: Employer perspective at 'Improving basic skills: An international perspective on a UK dilemma'; an Academic Conference sponsored by the Department of Business, Innovation & Skills (BIS) and Ipsos MORI’s Social Research Institute held on 14 January 2015.
The quest for digital skills is an Economist Intelligence Unit report, sponsored by Cognizant, on the supply and demand of digital skills across four industries: financial services, healthcare, retail and manufacturing.
Unlocking Value - Embrace Governance, Risk, and Compliance PracticesKelly Services
As more and more direct business effort must be expended toward relationships with customers, as companies feel comfortable with the reach of technology and their need to manage more amounts of highly specific data, and as more companies struggle to satisfy the career and lifestyle priorities of workers, they have warmed to the idea of outsourcing mission-critical functions.
For market leaders who are obsessed with building more company value, outsourcing has actually become a key business strategy.
Priming the Economic Engine: How Social Media is Driving Growth for Small and...LinkedIn
8 out of 10 small and medium businesses (SMBs) use social media, and 68% of them are using it to inform financial decisions — presenting a golden opportunity for finance marketers to deliver relevant, useful content. Find out how in this research study from LinkedIn and TNS.
Download the full whitepaper at http://lnkd.in/SMB-research
salary, a fundamental question
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world of work.
Find out how Randstad Canada can help you find and manage the best talent to move your business forward.
Visit http://www.randstad.ca
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
about Randstad Canada
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world
of work.
To find out how Randstad can help you find and manage the best talent to move your business forward, visit http://www.randstad.ca
RMG Recruitment Insider Survey is a quarterly project to help the public gain more insight into the recruitment market of different businesses in mainland China. The data is collected from more than 1600 respondents who are working at 10 different types of the company in 10+ cities and 20 industries. All the results collected come from HR managers, line-managers or “C level” executives. The data includes headcount, salary package, salary rise, employment demand, etc. The results of the survey will be published at the end of each quarter.
Leveraging HR Technology to Solve Real World ChallengesLBi Software
Presentation deck for "Leveraging HR Technology to Solve Real World Challenges" webinar. Join HR thought leader Robin Schooling and LBi Software President Richard Teed for a one-hour webinar on how you can use technology more effectively to meet the daily, real-world challenges of HR. Moderated by HR blogger and sought-after speaker Laurie Ruettimann.
This thought provoking webinar will provide tactical answers to questions like:
How can HR shift its thinking to benefit from technology and not be threatened by mountains of data?
How can HR be a strategic player in the trend toward more-inclusive relationships with employees?
How can HR use technology to learn more about employee attitudes and opinions?
How can HR play a role in ensuring that employee information and company data are safe?
How can HR use technology to turn big data into brass-tacks decisions?
The Era of Talent Intelligence: SIA Executive Forum SlidesLinkedIn Europe
Event: SIA Executive Forum Europe 2018
Speaker: Darren Connolly
As today’s talent landscape is rapidly changing and becoming increasingly complex, we believe the next wave of recruiting lies in the use of data-driven insights to create competitive advantage. This is the idea of talent intelligence.
In this presentation, we dive into the themes shaping the future of work and discuss how staffing firms can harness data and insights to reinvent and improve every step of the recruitment process, to drive business outcomes, and to stay ahead of the competition.
Check back through the slides we shared during this webinar around the 6 tips to prepare for a hiring surge, and what you can do to drive your employer brand to the right audience.
New expectations for a new era chro insights from the global c-suite studyIBM Software India
This report draws upon input from the 4,183 CxOs
we interviewed as part of IBM’s first study of the entire
C-suite. It is the 17th in the ongoing series of C-suite
studies developed by the IBM Institute for Business
Value. We now have data from more than 23,000
interviews stretching back to 2003.
The Engagement Gap: How executives and employees think differently about empl...Brian Solis
New survey data shows that employees and executives have different views about employee engagement and the things organizations do to improve it. This is the result of the Engagement Gap. Employee engagement programs, while well intentioned, often miss the mark. This white paper describes the Engagement Gap, and shares survey results captured by Jostle Corporation in partnership with Brian Solis. The data suggests that effective employee engagement programs focus on turning organizations into more meaningful, congenial, and transparent communities.
By leveraging newly available data and new
analytic tools, HR leaders will be better able to help
their organisations create value across a broad
spectrum of potential, thereby enhancing their
own role and stature in the process.
Top Hacks to Prepare Your Employer Brand for a Hiring SpikeLinkedIn Europe
Slides from our recent webinar presented by Priyanka Malik and Julian Constance talking through their top tips to help companies get prepared for a surge in hiring.
The Era of Talent Intelligence: Bullhorn Engage SlidesLinkedIn Europe
Event: Bullhorn Engage London 2018
Speakers: Phil Edwards & Darren Connolly
Over the last few years, the recruitment industry has been adapting to increasingly complex challenges when it comes to attracting and placing talent. As the market becomes more and more competitive, LinkedIn believes the next wave of recruiting innovation lies in the use of data-driven insights to power talent and strategic business decisions. This is the era of talent intelligence.
Hear about the changes in the recruitment industry, trends in the new era of work, and how recruiters can make data and insights actionable.
[Report] 2017 Recruitment Media Benchmark ReportAppcast
In this report, Appcast analyzed 2016 pay-for-performance recruitment media from over 750 companies across every major industry. Learn the trends and results that 750+ leading employers are getting from their recruitment media.
What's in the Report?
-Click-to-apply rates by industry
-Average cost-per-click bids by device
-Impact of device and length of job titles and descriptions on conversion rates
Sign up for a free demonstration of Appcast to learn how you can improve the performance of your recruitment advertising. http://www.appcast.io/get-a-demo-of-appcast/
In the early days, people used to arrive at a career in BPO as if by accident. It’s now a more clearly defined profession in itself. Recent analysis by HfS Research (commissioned in partnership with Capgemini BPO), which surveyed BPO staff about their perceptions of BPO as a profession had generally positive findings, with the majority of experienced professionals seeing BPO as an enabler of innovation and business change. Yet there is work to be done particularly among newer entrants to the industry, with only one in eight seeing it as a long-term career option. That’s the challenge facing BPO leaders now if we are to continue the reputational growth of recent years.
Event: LinkedIn Talent Insights launch, Staffing
Speakers: James Osborne & Phil Edwards
Every day you’re asked to answer complex questions that shape the future of your business, such as how do I find and win my next big client?
You’ve needed reliable, accurate data to answer these questions and to enable your organisation’s success. Now it’s here.
We’re excited to officially launch LinkedIn Talent Insights – a self-service tool that gives you direct access to rich data on talent pools and companies.
https://business.linkedin.com/talent-solutions/talent-insights
Introducing and implementing the EUCIP Core training programme can only be efficient and successful if young professionals completing the training have a chance to be employed not only in Europe but also in Hungary. In the framework of the I-TShape project, the Pest County Foundation for Enterprise Promotion (PFEP) undertook to survey Hungarian stakeholders of the economy to assess the infrastructural background of various businesses, the status of this infrastructure, the conditions of its operation and the expectations towards professionals who operate and develop it. The results and conclusions of the survey are important for us, as we can use them in designing a training programme tailored to the needs of the Hungarian market demands that and then integrating it into the vocational training system in Hungary.
Presentation from NASA's Social Media Manager Stephanie L. Schierholz about overseeing the agency's 200+ social media accounts. Presented Oct. 4, 2011, at Ragan Communications "Communicating Your Company Story" hosted by Southwest Airlines.
Presentation at What's Next DC on Jan. 23, 2012, from NASA's Social Media Manager Stephanie L. Schierholz about how to plan and run a tweetup based on lessons learned from NASA's 31 #NASATweetup events.
Leveraging HR Technology to Solve Real World ChallengesLBi Software
Presentation deck for "Leveraging HR Technology to Solve Real World Challenges" webinar. Join HR thought leader Robin Schooling and LBi Software President Richard Teed for a one-hour webinar on how you can use technology more effectively to meet the daily, real-world challenges of HR. Moderated by HR blogger and sought-after speaker Laurie Ruettimann.
This thought provoking webinar will provide tactical answers to questions like:
How can HR shift its thinking to benefit from technology and not be threatened by mountains of data?
How can HR be a strategic player in the trend toward more-inclusive relationships with employees?
How can HR use technology to learn more about employee attitudes and opinions?
How can HR play a role in ensuring that employee information and company data are safe?
How can HR use technology to turn big data into brass-tacks decisions?
The Era of Talent Intelligence: SIA Executive Forum SlidesLinkedIn Europe
Event: SIA Executive Forum Europe 2018
Speaker: Darren Connolly
As today’s talent landscape is rapidly changing and becoming increasingly complex, we believe the next wave of recruiting lies in the use of data-driven insights to create competitive advantage. This is the idea of talent intelligence.
In this presentation, we dive into the themes shaping the future of work and discuss how staffing firms can harness data and insights to reinvent and improve every step of the recruitment process, to drive business outcomes, and to stay ahead of the competition.
Check back through the slides we shared during this webinar around the 6 tips to prepare for a hiring surge, and what you can do to drive your employer brand to the right audience.
New expectations for a new era chro insights from the global c-suite studyIBM Software India
This report draws upon input from the 4,183 CxOs
we interviewed as part of IBM’s first study of the entire
C-suite. It is the 17th in the ongoing series of C-suite
studies developed by the IBM Institute for Business
Value. We now have data from more than 23,000
interviews stretching back to 2003.
The Engagement Gap: How executives and employees think differently about empl...Brian Solis
New survey data shows that employees and executives have different views about employee engagement and the things organizations do to improve it. This is the result of the Engagement Gap. Employee engagement programs, while well intentioned, often miss the mark. This white paper describes the Engagement Gap, and shares survey results captured by Jostle Corporation in partnership with Brian Solis. The data suggests that effective employee engagement programs focus on turning organizations into more meaningful, congenial, and transparent communities.
By leveraging newly available data and new
analytic tools, HR leaders will be better able to help
their organisations create value across a broad
spectrum of potential, thereby enhancing their
own role and stature in the process.
Top Hacks to Prepare Your Employer Brand for a Hiring SpikeLinkedIn Europe
Slides from our recent webinar presented by Priyanka Malik and Julian Constance talking through their top tips to help companies get prepared for a surge in hiring.
The Era of Talent Intelligence: Bullhorn Engage SlidesLinkedIn Europe
Event: Bullhorn Engage London 2018
Speakers: Phil Edwards & Darren Connolly
Over the last few years, the recruitment industry has been adapting to increasingly complex challenges when it comes to attracting and placing talent. As the market becomes more and more competitive, LinkedIn believes the next wave of recruiting innovation lies in the use of data-driven insights to power talent and strategic business decisions. This is the era of talent intelligence.
Hear about the changes in the recruitment industry, trends in the new era of work, and how recruiters can make data and insights actionable.
[Report] 2017 Recruitment Media Benchmark ReportAppcast
In this report, Appcast analyzed 2016 pay-for-performance recruitment media from over 750 companies across every major industry. Learn the trends and results that 750+ leading employers are getting from their recruitment media.
What's in the Report?
-Click-to-apply rates by industry
-Average cost-per-click bids by device
-Impact of device and length of job titles and descriptions on conversion rates
Sign up for a free demonstration of Appcast to learn how you can improve the performance of your recruitment advertising. http://www.appcast.io/get-a-demo-of-appcast/
In the early days, people used to arrive at a career in BPO as if by accident. It’s now a more clearly defined profession in itself. Recent analysis by HfS Research (commissioned in partnership with Capgemini BPO), which surveyed BPO staff about their perceptions of BPO as a profession had generally positive findings, with the majority of experienced professionals seeing BPO as an enabler of innovation and business change. Yet there is work to be done particularly among newer entrants to the industry, with only one in eight seeing it as a long-term career option. That’s the challenge facing BPO leaders now if we are to continue the reputational growth of recent years.
Event: LinkedIn Talent Insights launch, Staffing
Speakers: James Osborne & Phil Edwards
Every day you’re asked to answer complex questions that shape the future of your business, such as how do I find and win my next big client?
You’ve needed reliable, accurate data to answer these questions and to enable your organisation’s success. Now it’s here.
We’re excited to officially launch LinkedIn Talent Insights – a self-service tool that gives you direct access to rich data on talent pools and companies.
https://business.linkedin.com/talent-solutions/talent-insights
Introducing and implementing the EUCIP Core training programme can only be efficient and successful if young professionals completing the training have a chance to be employed not only in Europe but also in Hungary. In the framework of the I-TShape project, the Pest County Foundation for Enterprise Promotion (PFEP) undertook to survey Hungarian stakeholders of the economy to assess the infrastructural background of various businesses, the status of this infrastructure, the conditions of its operation and the expectations towards professionals who operate and develop it. The results and conclusions of the survey are important for us, as we can use them in designing a training programme tailored to the needs of the Hungarian market demands that and then integrating it into the vocational training system in Hungary.
Presentation from NASA's Social Media Manager Stephanie L. Schierholz about overseeing the agency's 200+ social media accounts. Presented Oct. 4, 2011, at Ragan Communications "Communicating Your Company Story" hosted by Southwest Airlines.
Presentation at What's Next DC on Jan. 23, 2012, from NASA's Social Media Manager Stephanie L. Schierholz about how to plan and run a tweetup based on lessons learned from NASA's 31 #NASATweetup events.
Presentation covers basic information about how to get started with social media, integrate it into your communications function, ways to engage with fans both online and offline, and basic tips for writing for social media.
Presentation given May 3, 2012, at the Spring Conference for the Greater Salt Lake City Public Relations Society of America:
http://www.slcprsa.org/programs-events/spring-conference/agenda/
Check in to the Universe: NASA and Location Based Services Foursquare and Gow...Stephanie Schierholz
Presentation NASA's Social Media Manager Stephanie L. Schierholz gave about NASA's use of location based services and social media at the Social Media World Forum in New York on Wednesday, Nov. 2, 2011.
Gartner analyzed data centers for a period of 10 years and found that 47% of all problems were caused by cloud services outages. The duration of outages ranged between 40 minutes and five days. Ponemon Institute studied the financial impact and found that on average outages cost US$ 690.204, with an average downtime cost of US$ 6.828 per minute. These results are important due to the economic impact of unplanned outages on cloud operations which calls for higher platform reliability.
The first part of this talk will present the mechanisms that pioneers, such as Amazon, Google, and Netflix, have already developed to increase the reliability of their cloud platforms. The second part of the talk will describe how Huawei Research is exploring the use of fault-injection mechanisms to effectively increase the reliability of the Open Telekom Cloud platform from Deutsche Telekom.
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in High Tech want.
RecruitiX - the Next-Gen Recruiting Solutions Agency (EN v08)Fabrizio Coerezza
WE USE DIGITAL MARKETING TECHNIQUES TO DISRUPT THE RECRUITMENT PROCESS
Therefore, we know exactly what is possible and how we can take your recruiting to the next level with innovative solutions!
We provide the following services:
- PROGRAMMATIC RECRUITING
- RECRUITING CHATBOT
- EMPLOYER BRANDING
- TALENT ATTRACTION
- EMPLOYEE ENGAGEMENT
Capgemini Consulting: Using Digital Tools to Unlock HR’s True PotentialCapgemini
In this Capgemini Consulting research report we look at why talent has gone digital and HR has not. We also outline how HR can unlock its true potential through digital tools.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
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.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
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Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
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.
Exploring Patterns of Connection with Social Dreaming
Linked in presentation v2a
1. Human Capital Consulting in Technology; giving you back control in Talent management and improving efficiency and ROIthrough innovative recruitment strategies. .......Konsult
22. Not sure whether RPO or the Internal model is right for you?Retention Direct Hires Talent Pool Employment Brand Dependency on agency and job boards Cost per hire Time to Hire 0-2 months 3-6 months 6 months+
23. Do you have a ‘people matrix’? Do you understand Talent pools and succession planning? Is business growth to you just hiring from you Preferred Supplier List? Do you think this is all you need to grow or even sustain? Is your Brand recognised as a positive recruiter? Is your recruitment even aligned to your business?
24.
25. 79% of Fortune 100 companies use social media for recruitment in one guise or another
26. 2010 some large corporations such as Electronic Arts recruited 65% of their head-count directly through social media and creative marketing
27. In 2009/10 over 70% of all hires were as a result of the internet
33. The Dominant age group using Social Media is between 35 – 44 years old and is on the rise
34. A recent poll on LinkedIn of 14,000 people showed that around 13,500 asked were happy to be approached by a recruiter.
35. A recent poll on LinkedIn showed clearly 90% of professionals recognised Social Media and Direct sourcing to be key in recruitment moving forwardA few defining parameters about the ‘innovation’ in Recruitment
36. There has been a shift in the balance of power Whether you like it or not....... People are talking about you and your brand... Often with people that already work for you.... About what you and the Brand mean to them in many ways........ Including the Work-place / Recruitment IF YOU ARE GOING TO HIRE OR EVOLVE YOUR TALENT IN ANY WAY – THIS SHOULD SCARE YOU A LITTLE BIT
37. Many companies don’t even measure the ROI of their existing channels, before you ‘dive in’ and use other channels and force change – measure what you have and what works or doesn’t A Perfect Resourcing model?
38. Social Media and Advanced peer communication – marketing Using tools that provide transparency and clearer message communication Positive, lucid business messages – using Web 2.0 facilities The professional population uses these tools on a day to day basis Automation and innovative Technology ATS systems are better – but what’s on offer now is end to end The fluid technology markets don’t need high levels of 3rd party interaction Aggregation techniques to build candidate pools – Technology reaching out Mobile – 2009/10 All about Apps, 2011 – phones as powerful as PC’s Community building to attract and retain talent. Internal and external perspective balance Using Social Media as a channel to attract, inform and retain Can be done without compromising corporate values – e.g.Roche and Deloitte Adapting to changing Social Values Work and Social values are becoming intertwined Understanding someone inside and outside work = higher retention What are the trends and channels?
40. Your Candidates are thinking differently – shouldn’t you? Demand more from your Recruitment process and the investment you make in money and time Recruitment is changing for the better. Talent and Human Capital Management is taking over from third parties dictating who your work force is Its a Brave new world of Recruitment and Human Capital....Embrace the change!
41. Mobile is the next big thing, you need to be engaging with candidates – your competition is....
42. Contact us for an initial meeting and realise what is possible james.murphy@ingeniumits.com mani.patel@ingeniumits.com @itsingenium 020 3 176 4440 07920 483338 Ingeniumits.com
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