Ivana Molnarova - Generacia Y (HRLeaders 2014)HRLeaders
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 boosts blood flow and levels of neurotransmitters and endorphins which elevate and stabilize mood.
HRL2015 - Marian Bezak - Zijeme informacnu revoluciuHRLeaders
The document discusses the technological revolutions that have occurred throughout history from the Industrial Revolution to the current Age of Information and Telecommunications. It notes that we are now beyond the inflection point of an installation phase and entering a transformation phase where industries will be transformed. It suggests that many jobs will be automated in the coming years and that the internet of things will grow exponentially to 50 billion connected devices by 2020, up from 5 billion connected people after 100 years and 1 billion connected places after 20 years. The document argues we are entering a new era of a Networked Society.
HRL2015 - Peter Virsík & Gabriela Koleková - Holistic innovation – a game - c...HRLeaders
The document discusses the importance of holistic innovation for leadership in businesses. It argues that the pressure for companies to innovate is increasing, as firms may disappear within 15 years if they do not innovate. Holistic innovation involves adopting an innovation-centric leadership approach, flexible organizational structures, and empowering employees to experiment and challenge the status quo. It provides examples of how adidas implemented holistic innovation through its Run Base Prague location, which created partnerships and empowered local teams to drive new initiatives. The document urges businesses and subsidiaries to challenge themselves by focusing on local innovation opportunities and leveraging both internal and external resources.
BrandBakers Current Trends in HR Marketing in the Czech Rep. 2015BrandBakers
Long ago, a great competitive advantage was found in factories and technologies, with Henry Ford leading the way with his assembly-line production. Then came the era of finance, patents, and later, the era of knowledge. The era of people, or talents as HR specialists like to say, has now arrived. But what can talents do in an environment that does not encourage great performance? We, bakers, know that building a employer brand while involving the company’s own people (employees) is a way to attract, engage and maintain talents; to build a corporate culture in which people can utilize and develop their talent. We consider people to be a source of energy (not a resource) that will drive the business world in the years to come.
Ivana Molnarova - Generacia Y (HRLeaders 2014)HRLeaders
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 boosts blood flow and levels of neurotransmitters and endorphins which elevate and stabilize mood.
HRL2015 - Marian Bezak - Zijeme informacnu revoluciuHRLeaders
The document discusses the technological revolutions that have occurred throughout history from the Industrial Revolution to the current Age of Information and Telecommunications. It notes that we are now beyond the inflection point of an installation phase and entering a transformation phase where industries will be transformed. It suggests that many jobs will be automated in the coming years and that the internet of things will grow exponentially to 50 billion connected devices by 2020, up from 5 billion connected people after 100 years and 1 billion connected places after 20 years. The document argues we are entering a new era of a Networked Society.
HRL2015 - Peter Virsík & Gabriela Koleková - Holistic innovation – a game - c...HRLeaders
The document discusses the importance of holistic innovation for leadership in businesses. It argues that the pressure for companies to innovate is increasing, as firms may disappear within 15 years if they do not innovate. Holistic innovation involves adopting an innovation-centric leadership approach, flexible organizational structures, and empowering employees to experiment and challenge the status quo. It provides examples of how adidas implemented holistic innovation through its Run Base Prague location, which created partnerships and empowered local teams to drive new initiatives. The document urges businesses and subsidiaries to challenge themselves by focusing on local innovation opportunities and leveraging both internal and external resources.
BrandBakers Current Trends in HR Marketing in the Czech Rep. 2015BrandBakers
Long ago, a great competitive advantage was found in factories and technologies, with Henry Ford leading the way with his assembly-line production. Then came the era of finance, patents, and later, the era of knowledge. The era of people, or talents as HR specialists like to say, has now arrived. But what can talents do in an environment that does not encourage great performance? We, bakers, know that building a employer brand while involving the company’s own people (employees) is a way to attract, engage and maintain talents; to build a corporate culture in which people can utilize and develop their talent. We consider people to be a source of energy (not a resource) that will drive the business world in the years to come.
Maxim Strashun - How Lenovo engages employees (HRLeaders 2014)HRLeaders
The document discusses Lenovo's shared service center in Bratislava, Slovakia and various initiatives undertaken to improve employee engagement. It describes projects launched to enhance communication, cross-functional teaming, career development opportunities, and community involvement. Surveys showed employee engagement and management ratings significantly increased after implementing recommendations from employee workshops. Examples of successful projects included creating promotional videos, developing guidance for new/remote employees, and establishing an internship program with local universities. The center also organized various charitable events that increased volunteer participation and funds raised for community partners.
This document outlines the 2015 HR strategy journey at Vodafone Egypt. It involved a two-day workshop with the HR management team to develop the 2015 HR strategy. The strategy focused on building a high-performing organization, an admired workplace, developing future leaders, embedding company values, and transitioning HR processes. The strategy was then aligned through goal-setting and performance management. Workshops were held across HR departments to align departmental goals. An execution model was developed using champions and pillar leads to monitor progress. Communication of the strategy involved various channels to engage employees. Lessons learned included translating global strategies locally, involvement bringing ownership, and balancing planning details with agility.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Maxim Strashun - How Lenovo engages employees (HRLeaders 2014)HRLeaders
The document discusses Lenovo's shared service center in Bratislava, Slovakia and various initiatives undertaken to improve employee engagement. It describes projects launched to enhance communication, cross-functional teaming, career development opportunities, and community involvement. Surveys showed employee engagement and management ratings significantly increased after implementing recommendations from employee workshops. Examples of successful projects included creating promotional videos, developing guidance for new/remote employees, and establishing an internship program with local universities. The center also organized various charitable events that increased volunteer participation and funds raised for community partners.
This document outlines the 2015 HR strategy journey at Vodafone Egypt. It involved a two-day workshop with the HR management team to develop the 2015 HR strategy. The strategy focused on building a high-performing organization, an admired workplace, developing future leaders, embedding company values, and transitioning HR processes. The strategy was then aligned through goal-setting and performance management. Workshops were held across HR departments to align departmental goals. An execution model was developed using champions and pillar leads to monitor progress. Communication of the strategy involved various channels to engage employees. Lessons learned included translating global strategies locally, involvement bringing ownership, and balancing planning details with agility.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements