Engagement Is Overrated: Use Your Surveys to Drive Business ResultsHuman Capital Media
An employee survey can be a useful tool but only if it’s used to measure the right thing. Several areas are trending in the employee survey world now: empowerment, satisfaction, best place to work, commitment and engagement. There is even a vendor talking about sustainable engagement. The question is, can you demonstrate how your employee survey improves business performance by focusing on these areas?
Measuring engagement was thought to be the savior of the employee survey process. Unfortunately, engagement is not a business outcome, so simply measuring engagement won’t convince skeptical leaders that employee attitudes are important to business performance.
Join this webinar and learn how to:
Link employee attitudes directly to business outcomes (e.g., sales, productivity).
Prioritize interventions that have the greatest impact on business outcomes.
Focus front-line managers on the areas that will improve performance.
Apply survey best practices to your employee survey.
Show the business impact of improving key business drivers from your survey.
There’s no doubt that organizations are increasingly reliant on external expertise. And that raises big questions for human resources: How clear is our strategy and philosophy of contingent staffing? How involved is HR in managing external expertise on behalf of their organizations, and how involved should it be? How well does our workforce planning incorporate external experts into a total workforce plan? How well do our systems and policies support our ability to attract the best external talent, and their productivity?
In this spotlight webinar, Norm Smallwood and Jon Younger, authors of “Agile Talent: How to Source and Manage Outside Experts” will deliver insight on how talent leaders can successfully manage, mobilize and maximize the contributions of agile talent.
During this Spotlight webinar, attendees will explore:
-The challenge of agile talent.
-What strategic agile talent management looks like.
-How leaders need to change how they think and act to make the most from this agile workforce.
-The role of HR now, and the implications of an HR strategic approach to agile talent.
Informed Technologies India Ltd (ITIL) is a leading provider of Knowledge Process Outsourcing (KPO) services for various industries such as Financial Research, Human Resources, Business Information Seekers, Book Library, and Data conversion
Engagement Is Overrated: Use Your Surveys to Drive Business ResultsHuman Capital Media
An employee survey can be a useful tool but only if it’s used to measure the right thing. Several areas are trending in the employee survey world now: empowerment, satisfaction, best place to work, commitment and engagement. There is even a vendor talking about sustainable engagement. The question is, can you demonstrate how your employee survey improves business performance by focusing on these areas?
Measuring engagement was thought to be the savior of the employee survey process. Unfortunately, engagement is not a business outcome, so simply measuring engagement won’t convince skeptical leaders that employee attitudes are important to business performance.
Join this webinar and learn how to:
Link employee attitudes directly to business outcomes (e.g., sales, productivity).
Prioritize interventions that have the greatest impact on business outcomes.
Focus front-line managers on the areas that will improve performance.
Apply survey best practices to your employee survey.
Show the business impact of improving key business drivers from your survey.
There’s no doubt that organizations are increasingly reliant on external expertise. And that raises big questions for human resources: How clear is our strategy and philosophy of contingent staffing? How involved is HR in managing external expertise on behalf of their organizations, and how involved should it be? How well does our workforce planning incorporate external experts into a total workforce plan? How well do our systems and policies support our ability to attract the best external talent, and their productivity?
In this spotlight webinar, Norm Smallwood and Jon Younger, authors of “Agile Talent: How to Source and Manage Outside Experts” will deliver insight on how talent leaders can successfully manage, mobilize and maximize the contributions of agile talent.
During this Spotlight webinar, attendees will explore:
-The challenge of agile talent.
-What strategic agile talent management looks like.
-How leaders need to change how they think and act to make the most from this agile workforce.
-The role of HR now, and the implications of an HR strategic approach to agile talent.
Informed Technologies India Ltd (ITIL) is a leading provider of Knowledge Process Outsourcing (KPO) services for various industries such as Financial Research, Human Resources, Business Information Seekers, Book Library, and Data conversion
1. Objective
To secure a career opportunity with a Company that recognizes change as the fuel for growth and endless
possibility. My hope is to become a member of a diverse team of people with a common mission that is
clearly communicated and universally anticipated...A team of difference makers!
Qualifications
I have over 30 years of experience in manufacturing, including: Quality Manager, Certified Internal
Auditor to ISO 9001:2008, TS 16949 and AS 9100, Plant Manager, Production Manager, Human
Resources, 5S and Lean Manufacturing, Supervision, Company Representative, Contract Negotiation,
Employee Orientation, Production, Training, Maintenance, and Set up.
Work History
2008 - Present – Quality Manager – Apollo Precision Machining, Inc -South Bend, IN
Implement, coordinate and maintain ISO 9100: 2008 and AS 9100 Quality Systems, conduct Internal Audits, write
work instructions and procedures when needed. New employee orientation to QMS, procedures and safety training.
Review and communicate Customer requirements throughout the organization. Company Representative. Apollo is
a manufacturer of precision machined parts made from exotic materials for
the power generation and oil industries.
2007-2008– Plant Manager-Sibley Machine and Foundry-South Bend, IN
Planning, scheduling, training and orientation, hiring, disciplinary, Company Representative in a Union
environment. Coordinate and conducted training activities, reviewed overall equipment efficiencies, coordinated
corrective and preventive action activities. Sibley Machine is a manufacturer of casted machine parts for heavy
equipment and farming.
1993-2007– 5S and Lean Manufacturing Coordinator, Human Resources and Production Supervisor,
Department Lead, Setup/Maintenance and Production-Adapto, Inc. - South Bend, IN
Responsible for interview and hiring of new personnel. Conductor of all new hire orientation and placement,
Company Representative in employee grievances and union contract negotiations. Review production activities
and overall efficiencies; Other responsibilities included conducting internal audits, control of non-conforming
material, process control, preventive maintenance 5S training and related activities.
Education
1992-1993 IVY TECH-Automated Manufacturing Technology-South Bend, IN
2007-Purdue University-Advanced Manufacturing-South Bend, IN
1990-Present Independent Studies and Development– I have read over 100 books on Business,
Management, Quality and personal development. I have listened to over a 1000 Hours of Audio on the
Same subject matter. Authors include: Tom Peters, James Womack, Hiroyuki Hirano, Maxwell Maltz,
John Maxwell, Anthony Robbins, Daniel Goldman and Zig Ziglar.
Favorite Quotes: “Team work makes the dream work” & “there is no I in team”
My own Quote: “Ability without desire is like a flame without fire”-Les Allen
References
Leslie D. Allen
Phone: 574-315-6860
E-mail: Lesallen@allenternational.com
E-mail: mrlesallen@yahoo.com
Twitter: Mrlesallen
1109 N. Olive Street
South Bend, IN
46628-2523
United States
2. Leslie D. Allen
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