Multi generations
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This document discusses managing a multi-generational workforce and focuses on the four main generations currently in the workforce: Veterans, Baby Boomers, Generation X, and Generation Y. Each generation is defined by their birth years and key historical events that shaped them, as well as their work styles and values. Common misconceptions about generations, particularly Generation Y, are addressed. The presentation emphasizes the importance of clear expectations, coaching leadership, recognition, effective communication, and tailored rewards to engage and retain multi-generational employees.
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The Workforce Literacy and Essential Skills Project is a two-year national pilot project developed by Literacy Victoria to help Canadians with lower literacy levels prepare for, get, and keep a job. The project provides nine months of pre-employment training, job search support, and mentoring to help trainees successfully transition to employment. The training focuses on essential skills like reading, writing, and problem solving needed for work as well as soft skills and sector-specific knowledge. The goal is to develop a replicable model that businesses and community organizations can use to address workforce literacy challenges.
Essential skillsaspect
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help boost feelings of calmness, happiness and focus.
Demonstrating value
This document discusses demonstrating value, which involves identifying and measuring an organization's social, financial, and organizational objectives through information. It provides frameworks for determining the right information to present, including business performance, mission performance, and organizational sustainability measures. The process involves mapping the enterprise, identifying key information and how to collect it, developing an information blueprint, designing a snapshot report, and monitoring/revising it. True cost accounting is also discussed, which differentiates direct, indirect, social, and hidden costs to understand an enterprise's true profitability.
Core thinking
This document discusses core thinking and challenges the reader to look at issues from different perspectives. It encourages taking a wide view of all aspects of an issue rather than just following standard procedures. A number of anecdotes and examples are provided to illustrate how focusing only on rules and regulations can cause us to lose common sense, judgment, and fairness. The overall message is that we should work within flexible frameworks, celebrate simplicity, and focus on our shared goals and caring for one another rather than getting tangled in unnecessary complexity.
Social enterprise
This document provides an overview of social enterprise, including:
- The definition of social enterprise and why organizations start them
- Potential pitfalls and best practices for social enterprises
- Structural considerations like legal structures and the challenges non-profits face
- The importance of balancing the "triple bottom line" of economic, social and environmental goals
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A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
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Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
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一比一原版(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证文凭如何办理
永久可查学历认证【微信：A575476】【(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证成绩单Offer】【微信：A575476】（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：A575476】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：A575476】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。
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！
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Website – https://lembs.com/pmoschool
Youtube – https://www.youtube.com/startuplviv
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Every industrial revolution has created a new set of categories and a new set of players.
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Maintaining a proper record of your money is important for any business whether it is small or large. It helps you stay one step ahead in the financial race and be aware of your earnings and any tax obligations.
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Digital Transformation Frameworks: Driving Digital Excellence
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
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Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
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Multi generations
- 1. Community Futures Past Present & Future Working with a Multi-Generational Workforce ASPECT 2010 Workshop Dawn McCooey McCooey Consulting Group Inc. Thanks to Community Futures & Women’s Enterprise Centre
- 2. Community Futures Why is this important? • Baby Boomer exodus between 2005-2020 • Birthrate in Canada • Price of employee turnover • Pressure on employers
- 3. Community Futures Four Generations In The Workforce Today • Veterans • Baby Boomers • Generation X • Generation Y
- 4. Community Futures Veterans Matures, Elders, Silent Generation – Born between 1922 and 1945 – Regimented lives, rules, authority – Value sacrifice, dedication and conformity – Men went to work – women stayed home
- 5. Community Futures Veterans – Defining Events
- 6. Community Futures Veterans – Work Style – “Work First” Generation – Respect for hierarchy, command management – Lifetime commitment with gold watch retirement – Limited patience
- 7. Community Futures Baby Boomers – Born between 1946 and 1964 – Value commitment, loyalty and dedication – The original “ME” Generation – largest age cohort – Original entrepreneurs
- 8. Community Futures Boomers – Defining Events
- 9. Community Futures Boomers – Work Style – “Live to Work” Generation – Job is part of their identity – Loyal, sacrifice for the company – Advancement based on loyalty and hard work verses seniority
- 10. Community Futures Generation X Baby Busters, X-ers – Born between 1965 and 1978 – Original “latchkey” and “ping pong” kids – Encouraged to find a job they ‘enjoyed’ – Technologically adept, fine with change – Value education, very independent
- 11. Community Futures Generation X – Defining Events
- 12. Community Futures Generation X – Work Style – “Work to Live” Generation – Value work-life balance, diversity and individualism – Look to be creative, want tangible results – Self sufficient and entrepreneurial
- 13. Community Futures Generation Y Millennials, Nexters, Echo Boomers – Born between 1978 and 1998 – Advanced technological, fast paced world – Violence packed media
- 14. Community Futures Generation Y – Value self-expression vs. self control – Hold very close relationships with family and friends – Demand respect, loyal to causes and people – Highly educated, tolerant, accept and value diversity
- 15. Community Futures Generation Y – Defining Events
- 16. Community Futures Generation Y – New Technology
- 17. Community Futures Generation Y – Cultural Influences
- 18. Community Futures Generation Y - Icons
- 19. Community Futures Generation Y – Work Style – “Live Then Work” – Exceptional multi-taskers – Want flexibility (dress code, work hours, etc.) – Strong sense of entitlement – Want challenging, meaningful work – Loyal to people, not organizations – Do not want work that defines who they are – Boredom is their archenemy – want “fun”
- 20. Community Futures Common Assumptions • “They Have No Loyalty” • “They Don’t Want to Pay Their Dues to Get to the Top” • “They Dress Inappropriately” • “They Need Constant Praise”
- 21. Community Futures Work Ethic Issue Date: October 30th, 1972 “Is Work Ethic Going Out of Style?”
- 22. Community Futures Identifying the Positives in Gen Y • Adaptability • Innovativeness • Efficiency • Resiliency • Tolerance
- 23. Community Futures Video – 60 Minutes “The Millenials are Coming”
- 24. Community Futures Gen Y – Getting Buy In What do they really want?
- 25. Community Futures Management Techniques That Work! • Clear Expectations • Coaching Management Style • Recognizing Efforts • Environment of Inclusion • Effective Leadership
- 26. Community Futures Communication • Talk to Them! – Trust & Respect – Encouragement – Humour & Fun – Feedback
- 27. Community Futures Recognition, Recognition, Recognition • Motivates and inspires • Contributes to loyalty • Needs to be specific & timely
- 28. Community Futures Rewards & Incentives • Consider perceived value • Reward dependability • Personal and tailored • Watch for pitfalls
- 29. Community Futures Wrap-up • Final comments or questions • Thank you • Evaluations