The document discusses how talent analytics can help HR professionals make better data-driven decisions with limited resources. It suggests using available internal data on employees and job performance to generate useful workforce insights. For example, comparing job candidates' past education to their job performance in the first year. Predictive models that integrate multiple internal and external data sources can also forecast future talent events, such as the likelihood of employee attrition. With talent analytics, HR can maximize performance despite budget constraints.
The Datafication of HR: Building your Business Case for Workforce Analytics a...Human Capital Media
How can you build a business case to get your workforce analytics initiative funded this year, not this decade? And why should you care?
It is commonly understood that companies with workforce analytics capabilities outperform their peers in quality of hire, retention and leadership capabilities. Yet, recent research by Harvard Business Review has found a large gap between what companies expect from human resources — data-driven insight and action —and the capabilities that are necessary to deliver it.
In fact, Deloitte University Press’ Global Human Capital Trends report found that although 75 percent of companies believe workforce analytics is important, only 8 percent believe their company is “strong” in this area — almost the same results as their 2014 survey.
HR expert Josh Bersin has coined the term “stuck in neutral” to describe HR’s slow adoption of workforce analytics. Why is this? Why does it matter? And what can you do to accelerate your movement toward data-driven HR?
In this webinar, analytics expert Dave Weisbeck will discuss:
The drivers behind the datafication of HR.
How to build a business case for workforce analytics.
Examples of workforce analytics at work.
Partner Activ8 are leaders in harnessing the value hidden in people data using a sophisticated database and analytics in the cloud.
Synapse captures the people data found in operational systems such as Resource Management and Capacity Planning.
Combining these two types of leads to very powerful new insights:
• Are my best people working on the highest value/risk projects in my portfolio?
• Which of these resources are most likely to leave in the next 6 months?
• How is the absence rate correlated to current Portfolios, Programmes, Projects and Managers?
• What will be the predicted financial impact of this in these Portfolios in the next 12 months?
Synapse is able to direct a ‘stream’ of new operational data into the Activ8 system and provide these and many more answers.
The Datafication of HR: Building your Business Case for Workforce Analytics a...Human Capital Media
How can you build a business case to get your workforce analytics initiative funded this year, not this decade? And why should you care?
It is commonly understood that companies with workforce analytics capabilities outperform their peers in quality of hire, retention and leadership capabilities. Yet, recent research by Harvard Business Review has found a large gap between what companies expect from human resources — data-driven insight and action —and the capabilities that are necessary to deliver it.
In fact, Deloitte University Press’ Global Human Capital Trends report found that although 75 percent of companies believe workforce analytics is important, only 8 percent believe their company is “strong” in this area — almost the same results as their 2014 survey.
HR expert Josh Bersin has coined the term “stuck in neutral” to describe HR’s slow adoption of workforce analytics. Why is this? Why does it matter? And what can you do to accelerate your movement toward data-driven HR?
In this webinar, analytics expert Dave Weisbeck will discuss:
The drivers behind the datafication of HR.
How to build a business case for workforce analytics.
Examples of workforce analytics at work.
Partner Activ8 are leaders in harnessing the value hidden in people data using a sophisticated database and analytics in the cloud.
Synapse captures the people data found in operational systems such as Resource Management and Capacity Planning.
Combining these two types of leads to very powerful new insights:
• Are my best people working on the highest value/risk projects in my portfolio?
• Which of these resources are most likely to leave in the next 6 months?
• How is the absence rate correlated to current Portfolios, Programmes, Projects and Managers?
• What will be the predicted financial impact of this in these Portfolios in the next 12 months?
Synapse is able to direct a ‘stream’ of new operational data into the Activ8 system and provide these and many more answers.
Hiring in a Candidate Driven Market: People, HR & AnalyticsShelley Reece
HR analytics empower organizations to use employee data to make better working decisions and improve performance in areas such as attracting top talent, accurately forecasting future staffing needs, and improving employee satisfaction. Join us to learn how to empower your organization to align metrics with strategic business goals, using HR analytics.
Predictive Analytics for HR: A Primer to Get Started on your HR Analytics Jou...Dr Susan Entwisle
Traditionally, HR teams have made decisions on hiring, retaining, assigning and developing employees using intuition, experience, and basic descriptive statistical reports. Predictive analytics complements and extends on these approaches by enabling HR teams to make proactive ‘forward-looking’ data-driven decisions on its people across the employee lifecycle. Examples of this include gaining insights into the drivers and predicting who are our top performers, what employees are at risk of leaving, is our training program effective, and more. This capability can support HR teams to better align HR programs with strategic business goals.
This presentation outlines the limitations with current approaches and explain what predictive analytics is so business users can understand the business opportunity and problems it can be applied to. A number of case studies on its use across the employee lifecycle are described and guidance given on how to get started on your HR predictive analytics journey.
The world is fueled by data, and HR professionals everywhere are wondering how to leverage tons of people data for better insights to enhance individual and organizational performance.
HR analytics entails the use of tools (say, big data, predictive analytics) by HR in their recruiting, compensation, performance measurement, and retention efforts.
Through this presentation, you will get an introduction to HR analytics and how you can make the most of it to drive sweeping strategic success. This presentation will address the following areas of the employer branding:
- Purposeful Analytics
- Basics of Data Analysis
- Understanding the Fundamentals of Analytics Capability
Building
- Establishing an Analytical Unit and the Right Culture
- Levels & Types of HR Metrics
- Linking Metrics to Analytics
- Workforce Analytics Model
For more info:
www.hackerearth.com/recruit
Nulearn provides an Opportunity to get Hr analytics certification from IIM Rohtak under India's Top faculties. Get Industry interactions, end term projects and more.
HR Analytics and KPIs with LBi HR HelpDeskLBi Software
A well-designed and mature HR Case Management solution can provide great value through powerful analytics.
By delivering HR Help Desk Key Performance Indicators (KPI) in a graphical Executive Dashboard format, senior management will have the right information at their fingertips, in real time and with pain points clearly and visually presented, to make the critical decisions necessary to maximize organizational performance.
We will also show how this valuable data can enhance other KPI tools such as Balanced Scorecard analytics. Find out why Big Data analytics is truly a necessity to succeed in today's highly competitive business climate!
We will discuss and demonstrate how LBi HR Help Desk analytics can transform your organization by providing a keen understanding of your workforce dynamics, including exposure to general employee attitudes, management issues, festering labor disputes, and other workplace concerns that can impact productivity
What is HR analytics and how it is done? Along with Survey on 41 individuals from different organizations with an experience of about 6 months to 27 years.
More than ever, as HR organizations strive to enhance both their business alignment and impact, decision support is becoming a key attribute of High Impact HR organizations. While many organizations struggle with how to make this happen, Bersin & Associates will present its research and a common-sense approach to building and maintaining a capability that both informs and drives business decision making. Participants will gain an understanding through a state-of-the-industry view of:
The importance and impact of quality HR measurement on talent and business outcomes.
How analytics helps address critical talent challenges organizations face today.
How to evolve and mature your analytics capability.
How current technologies can be readily leveraged to build an analytics capability that enhances both the prioritization and outcome achievement of your human capital initiatives.
Companies of all sizes are struggling to manage the massive amounts of data related to human resource management. This program will examine the various solutions technology offers to deal with this challenge, and provide examples to increase department efficiency while adding strategic value to the business.
An overview of HR analytics. The slide can be used by everyone for their learning purpose as well as in institute presentation at the last moment. All basics are being covered.
Best of Luck.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
Hiring in a Candidate Driven Market: People, HR & AnalyticsShelley Reece
HR analytics empower organizations to use employee data to make better working decisions and improve performance in areas such as attracting top talent, accurately forecasting future staffing needs, and improving employee satisfaction. Join us to learn how to empower your organization to align metrics with strategic business goals, using HR analytics.
Predictive Analytics for HR: A Primer to Get Started on your HR Analytics Jou...Dr Susan Entwisle
Traditionally, HR teams have made decisions on hiring, retaining, assigning and developing employees using intuition, experience, and basic descriptive statistical reports. Predictive analytics complements and extends on these approaches by enabling HR teams to make proactive ‘forward-looking’ data-driven decisions on its people across the employee lifecycle. Examples of this include gaining insights into the drivers and predicting who are our top performers, what employees are at risk of leaving, is our training program effective, and more. This capability can support HR teams to better align HR programs with strategic business goals.
This presentation outlines the limitations with current approaches and explain what predictive analytics is so business users can understand the business opportunity and problems it can be applied to. A number of case studies on its use across the employee lifecycle are described and guidance given on how to get started on your HR predictive analytics journey.
The world is fueled by data, and HR professionals everywhere are wondering how to leverage tons of people data for better insights to enhance individual and organizational performance.
HR analytics entails the use of tools (say, big data, predictive analytics) by HR in their recruiting, compensation, performance measurement, and retention efforts.
Through this presentation, you will get an introduction to HR analytics and how you can make the most of it to drive sweeping strategic success. This presentation will address the following areas of the employer branding:
- Purposeful Analytics
- Basics of Data Analysis
- Understanding the Fundamentals of Analytics Capability
Building
- Establishing an Analytical Unit and the Right Culture
- Levels & Types of HR Metrics
- Linking Metrics to Analytics
- Workforce Analytics Model
For more info:
www.hackerearth.com/recruit
Nulearn provides an Opportunity to get Hr analytics certification from IIM Rohtak under India's Top faculties. Get Industry interactions, end term projects and more.
HR Analytics and KPIs with LBi HR HelpDeskLBi Software
A well-designed and mature HR Case Management solution can provide great value through powerful analytics.
By delivering HR Help Desk Key Performance Indicators (KPI) in a graphical Executive Dashboard format, senior management will have the right information at their fingertips, in real time and with pain points clearly and visually presented, to make the critical decisions necessary to maximize organizational performance.
We will also show how this valuable data can enhance other KPI tools such as Balanced Scorecard analytics. Find out why Big Data analytics is truly a necessity to succeed in today's highly competitive business climate!
We will discuss and demonstrate how LBi HR Help Desk analytics can transform your organization by providing a keen understanding of your workforce dynamics, including exposure to general employee attitudes, management issues, festering labor disputes, and other workplace concerns that can impact productivity
What is HR analytics and how it is done? Along with Survey on 41 individuals from different organizations with an experience of about 6 months to 27 years.
More than ever, as HR organizations strive to enhance both their business alignment and impact, decision support is becoming a key attribute of High Impact HR organizations. While many organizations struggle with how to make this happen, Bersin & Associates will present its research and a common-sense approach to building and maintaining a capability that both informs and drives business decision making. Participants will gain an understanding through a state-of-the-industry view of:
The importance and impact of quality HR measurement on talent and business outcomes.
How analytics helps address critical talent challenges organizations face today.
How to evolve and mature your analytics capability.
How current technologies can be readily leveraged to build an analytics capability that enhances both the prioritization and outcome achievement of your human capital initiatives.
Companies of all sizes are struggling to manage the massive amounts of data related to human resource management. This program will examine the various solutions technology offers to deal with this challenge, and provide examples to increase department efficiency while adding strategic value to the business.
An overview of HR analytics. The slide can be used by everyone for their learning purpose as well as in institute presentation at the last moment. All basics are being covered.
Best of Luck.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
This is a presentation that I gave recently to a group of over 300 HR recruiting professionals at a large consulting company. Thought it might be of help to others.
Crafting a talent analytics function and building strategic partnershipWilliam Gaker
Talent analytics is quickly becoming a core HR function for many companies, but many are still just getting started building their own analytics teams. While there are many promising technologies and research methods available, many HR leaders are wondering where to get started, where to focus, and how to impact the business with insight from analytics. What does success look like? How do we build credibility while also improving our ability to answer complex, strategic questions? How do we realize our vision of using analytics to make HR a strategic business partner? Two years ago at LinkedIn, we were asking ourselves these same questions and have a learned a great deal along the way. The focus of this webinar is to share our journey in building a talent analytics function, discuss the purpose of the field, and communicate some guiding principles for building a talent analytics function at your company.
Using Analytics To Make Smart HR DecisionsBambooHR
View recording with slides: http://bit.ly/1TG16LN
Knowing what analytics to use on a day to day basis can be difficult. This webinar shares why analytics are important in becoming strategic in HR.
Predicting your employee feelings with data scienceSankar Nagarajan
Predictive analytics of employee feelings and drivers . HR functions can gauge employee feelings (Affect Psychology) and the drivers behind them in an organisation . For instance Data science can reveal the reasons about dismal performance or attrition
The Google Analytics Approach to Measuring Learning: Allowing HR to move at t...Xyleme
A strategic partner to the business is able to prove the effectiveness and efficiency of their organization. Today, we measure time-in-training, completion rates and test scores. Unfortunately, these don’t tell you if the training you are providing is actually working. The business wants more. They want low-level, actionable metrics. This can be accomplished when we take a Google analytics approach to measuring learning.
What if we had a set of learning analytics that could be plugged into the corporate scorecard? And, what if we could take immediate action on these analytics to make course corrections at the speed of business?
In her session at the ASTD 2014 Conference, Xyleme VP of Marketing Dawn Poulos, addressed these questions through a series of real-world use cases that showed learning data aligned to functional performance indicators. Attendees left the session with the analytical tools they need to prove the ROI of their training initiatives.
Learning & Talent Analytics: Integrating Business Metrics to Show the Value o...Human Capital Media
Understanding the results your talent and learning programs have on your organization’s top and bottom line often define success of the programs. So having effective tools to track and analyze learning and talent management programs together is key. Learn how integrated analytics can make your organization’s learning and talent management programs more effective and demonstrate the impact on the top and bottom line.
Compensation Analytics: The ROI of TurnoverPayScale, Inc.
Review of critical comp analytics to give you a better understanding of basic compensation language, including how to actually calculate the numbers that matter to your organization. You’ll learn how to talk like a comp pro, calculate basic comp metrics and present the health of your comp program to execs.
This presentation shows how Predictive Analytics can be more futuristic than BI in using past events to predict the future.
Furthermore, we explore the best practices in Predictive Analytics, the challenges in deployment and how this solution can be used to create business value for the organization.
Presented by Ajay Gopikrishnan, our expert in Predictive Analytics and Data Mining at the BA4ALL (Business Analytics Insight 2014) event in the Netherlands.
http://www.capgemini.com/big-data-analytics
How Talent Analytics Can Help You Maximize Your HR StrategyGlassdoor
For most organizations, the promise of Big Data remains unfulfilled. The vast majority of organizations are stuck in a reporting cycle, churning out lots of metrics, but few insights or solutions. The ability to measure, analyze, and optimize talent practices is now critical to business success.
Many HR organizations have recognized this need and are starting to invest more strategically in measurement and analytics. With a plethora of data, recruiting is an area ripe to take advantage of analytics. With the right tools and capabilities, this data can be turned into competitive advantage.
Check out our webinar feat. Karen O'Leonard, VP of Benchmarking & Analytics Research of Bersin by Deloitte and Wiliam Blackstorm, Sr. Manager Sourcing & Market Intelligence & Director of Global Talent Analytics, Research Division of Cisco to learn:
-Where to start when analyzing recruitment data
-How to build an effective talent analytics capability
-How one organization, Cisco, is using analytics to develop a more effective recruitment strategy
The Future of Personalized Health Care: Predictive Analytics by @Rock_HealthRock Health
View the archived webinar here: https://www.youtube.com/watch?v=UJak41hIDWc
How can we use new and existing sources of data to deliver better, personalized care? Predictive analytics underlies what has always been conducted by doctors through their training, experience, and decision-making. Dozens of new digital products have hit the market and $1.9B has flowed into the space since 2011—but what does it take for an algorithm to accurately and reliably impact care?
Purchase the report here: https://gumroad.com/l/gzbzV
Start the New Year Right — Focus Learning Through Competencies in 2013Human Capital Media
Competencies have been a part of the learning discussion for some time. And, depending on where they are in the cycle of opinion about their value, can trend higher or lower. Recently, some have stated that competencies are no longer welcome in the workplace, or have little value alongside an individual’s business goals. Esoterically speaking, there may be some truth to this. We are not, however, talking about old core values, nor are we trying to define what makes an employable corporate citizen. Rather, we are talking about what aligns a job function/family or what is a specific differentiator for level or role.
Job-specific, task-oriented competencies, associated with tools employees can use and relate to, make a significant positive difference in:
Best practices sharing.
Capturing institutional memory.
Providing consistent communication.
Setting clear expectations for hiring, performance, career engagement and development.
Providing clear skills management and mitigation for workforce planning.
Enabling flexibility in assignments and roles while accelerating capability to learn and deliver.
In this webinar, you will:
Hear case studies and research validating the justification for a learning strategy.
Learn some of the ways to relate business outcomes from learning.
Understand how the Kenexa Job Competency Library can make learning not just on the job, but targeted at the job.
Why you need SuccessFactors to salvage your SAP investmentAlex Shevelenko
This little white paper, which I wrote back in 2008, pretty much explains why SAP simply HAD to pay $3.4 billion price tag for buying SuccessFactors at the highest premium for a business cloud application. Aah the fun days of disrupting the giants!
Improving business performance through the recession: Are your HR systems fit...Softworld
Chris Murray and Andrew Knight, HR Technology Consulting, PricewaterhouseCoopers
Practical advice on using HR technology to deliver business strategy, maximise return on investment and gain competitive advantage as you exit the recession.
Build, Buy or Rent? Leveraging Talent Analytics to Plan for Tomorrow’s WorkforceHuman Capital Media
Do you know the skills and types of workers you need for tomorrow? How do you decide if you should hire a contract worker, transition a baby boomer to part time or hire a new employee? Join Stacia Garr, senior analyst with Bersin & Associates, for her discussion of the tools organizations can use to more effectively identify talent needs, how organizations use that information to develop a strategy to fill talent gaps and the benefits and drawbacks of different talent sources necessary to execute that strategy.
After attending this session, listeners will understand the value of workforce analytics in mapping talent needs to organizational strategy and objectives and specific approaches to doing this effectively. You will know the risks and rewards of build, buy and lease talent strategies and have examples of how to do each effectively.
"Intuit Transforms HR," introduced by Dave Duffield and presented by Jennifer Hall, VP of HR with Intuit, provider of Quicken, TurboTax, QuickBooks, and online banking services. In this session, Jennifer Hall will share details of Intuit's HR transformation.
Employee Expert has built a Cloud based global SaaS product - Employee Service Platform - focused on automating all of Employee related operations in a boundary-less manner on a single platform.
This is our idea of Future Workplace: friction-less experience for Employees to get all their work done on a Singular platform.
Presentation by Dr TV Rao (Founder National President - National HRD Network and Chairman - TV Rao Learning System) on 'HR Managers Who make a Difference' on 8th August 2014.
Importance of Effective Communication during Annual Performance & Rewards CycleNational HRD Network
73rd NHRDN Webinar on Importance of Effective Communication during Annual Performance & Rewards Cycle by Ms Leena Sahijwani, (Director – Rewards & South Asia Leader- Women’s Network, GE South Asia) on 29th May 2014
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.
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!
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
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.
[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
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
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.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
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.
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.
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
So, I looked at some of the things that I faced as an HR professional….
I love sports and am always amazed by what happens all around and the way athletes and sportsmen grow in their lives. The IPL gave way to a greater fantasy of watching teams come together and play. In 2007, the Rajasthan Royals won the IPL. They were the unlikely winners by a long shot. There were no million dollar pinch hitters, they had an old Shane Warne who was not known to be an inspiring leader. Not sure if Shilpa Shetty had a role but, it just seemed impossible for them to win. A couple of years later I read a book by Michael Lewis called ‘Moneyball’. It was about a baseball team- Oakland Athletics, who won 20 games on trot, an unlikely event, almost impossible. But it happened. Owed largely to a Manager Billy Beane ( played by Brad Pitt). Billy was pushed to the corner because his owner did not buy expensive players, his team had lost some players to other teams and they were left with a bunch of not so great guys. Beane is committed to win and has an ambition to beat the best, in an economical way. He had to make some drastic change to his strategy. He had met a Yale grad, Peter Brand, who based on some statistics, said that there were some fantastic players available. Billy went through reams of data, agreed with his young partner and made the decision. Together they recruit a bunch of undervalued players, misfit boys, who have the potential to be match winners. Billy had to take those chances. Translating theory into practice is not easy. He did and the rest is history. Rajasthan Royals perhaps had such a story, except it was never told this way!!This story has relevance to our current state: big plans, small purse, big ambition, no money. But we have to win. No Brand, small brand, have to recruit, and the best, and win the war for talent. There are many areas where this plays out. Where do we recruit? Who do we retain? Do we have to go after all the big boys? And all of this in the most economical way!!. Organizations spend millions of dollars to make business work, and yet Talent remains their number one concern area. This webinar is about to let you know what you can do to make your CEO listen to you and get it right. Beane’s problem was that wealthier teams such as the New York Yankees,With many multiples of the A’s salary Teams such as the New York Yankees, with many multiples of the A’s salary budget, could out-bid the A’s when scouting for new talent. Beane addressed this problem with crucial insight: baseball scouts often use flawed reasoning and fallible “gut feelings” or “professional judgment” when selecting baseball players. FROM MONEYBALL TO WORKFORCE INTELLIGENCEThe story of how Billy Beane used analytics to identify undervalued baseball players has far-reaching implications for many industries. The most obvious parallel is the war for talent. Baseball is not the only domain where the stakes are high when it comes to attracting and retaining talented employees. Consider the following facts: Most companies must devote anywhere between 40 and 70 percent of their operating expenses to compensation, benefits and other employee-related expenses.8 In many domains, a rule of thumb estimate of the cost of replacing an employee is 1.5 times that employee’s salary. Finally, the business press is replete with warnings that as the population ages, the competition to attract and retaintalented workers will intensify. Yet most large organizations still make their hiring decisions using a highly labor-intensive and subjective approach often centering on subjective evaluations of candidates’ performances at interviews.
So, I wish to speak to the fewmost important things here:First things first:We must know what data we have that we report out.Do we draw insights from it? This is something that is key to your career…INSIGHTS.Do you have a problem statement that can be spelt out?In short:A clear understanding of the problem at hand.The ability to speak to the Business and let them know the value once there is a problem that has been solved.The greatest value of Analytics is the ability to predict the future…that is INSIGHT.Eg. I had a salary issue on hand…..and the way I asked for a 12 % hike was not what everyone was doing…..that would be blue murder !! So I erad up a lot , looked at history, drew a model of the past, and predicted that we would more likely end up at an x% in the next few years. I spoke to the CFO of the company and had my data pat on….at the end of 30 mts, the CFO was so pleased that he wondered why I didn’t ask for more, and I said that I had a Business to protect it drew a loud laugh in him.So, let us speak of how analytics has evolved:
This is where it all begins : if we have Time on one axis and Value on the other, this is how it would look. We start with the basics reporting. I remember I had to report out each day of the number of workers that were in the factory, and the overall numbers that we had as our headcount. Later, I gave that reprot as a Monthly report. It occurred to me that there was a pattern of those present and it led to some analysis. And if I were to look at other plants / depts around, it would be cross functional. The final one is when I am able to predict the attendance on any particular day of the year, given the data that I have. Aah !! Now I had my bosses attention.
There is a new buzz word in the market : Context Intelligence !! It means that if we have all the parameters and build a heuristic model around it, it may well be that we could predict outcomes. Eg. How many of those offered would actually turn up / do well etc.Where can we use this intelliegence? Recruitment, Talent Analytics and Planning, Resource Allocation, Career Planning, Leadership pipeline, Engagement and Retention, Compensation etc.And this is not impossible, as I will show you later in the presentation.
I had to make a presentation to my CFO on whether the salaries in India would remain competitive for the next few years viz a vis the US. To me this was a great opportunity to show that even though we had an increase of about 10 to 12 % hikes, India would remain competitive for us, and that the actual cagr on compensation would be 4 % !!