The document summarizes findings from a survey of U.S. employees on professional networking. It finds that:
1) Employees most commonly network through colleagues, business meetings, and professional associations.
2) Higher-level employees are more likely to network through associations and conferences, while lower-level employees use online job sites more.
3) Employees at large companies network through managers more, while those at small companies use clients more.
4) For-profit and high-tech company employees use online professional sites more, while arts/entertainment employees use social media sites more.
BT's Unified communications and collaboration White Paper, guaranteed to get you thinking! Succeeding in our increasingly connected and inter-connected world learn the Why? How? What? of Unified Comms..
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
BT's Unified communications and collaboration White Paper, guaranteed to get you thinking! Succeeding in our increasingly connected and inter-connected world learn the Why? How? What? of Unified Comms..
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Presented at Travelocity.com's Customer Experience University: Microformats are a way to add human-readable data to your markup using simple XHTML. Set your content free! We'll walk through addiing XFN, hCard, hCalendar, hAtom, and other Microformats.
Linkedin Tips Presentation to Grand Valley HRPA PNGroupJohn Rose
Covering 6 Sections of the profile to pay attention to, and be consistent in. Using advanced search even with few connections and small network. Sample of search to find LinkedIn member name when comes up as "LinkedIn member"
Across the world, flowers are treasured for their beauty. We’ve taken a look at the world’s most beautiful flowers and picked three of our favorites at Vivid Lawn.
2012 prius vs. 2012 nissan leaf - north hollywood toyota, los angeles new use...North Hollywood Toyota
Shop Used Cars:
http://www.northhollywoodtoyota.com/used-cars/
https://www.facebook.com/northhollywoodtoyota
North Hollywood Toyota
Address: 4606 Lankershim Blvd,
North Hollywood, California 91602
Phone: (818) 508-2967
http://instagram.com/nohotoyota#
https://twitter.com/NoHoToyota
https://plus.google.com/112791067755794874834/posts?hl=en
North Hollywood Toyota dealer serves:
Montrose
Universal City
Sherman Oaks
Burbank
La Crescenta
Beverly Hills
Studio City
West Hollywood
Encino
North hills
Pacoima
Panorama City
Sun Valley
Sunland
Toluca Lake
Tujunga
Valley Village
Verdugo City
Los Angeles
Southern California
Talent Mobility: Building Human Connections Beyond the Candidate LifecycleSmashFly Technologies
Have you heard about the TA "infinity loop"? Here's the idea: Recruiting isn't a single-direction assembly line of matching resumes to reqs and funneling prospects into pipelines — it lays the foundation for lasting relationships that engage (and re-engage) the talented people your business needs to succeed today, tomorrow and even years down the line. It's a lifecycle.
Intel's Talent Analytics and Automation Manager Tyler Weeks and SmashFly's Head of Recruitment Marketing Strategy Brandy Ellis held a live webinar discussion to give you the rundown on the candidate journey's new shape, plus the real-world examples you'll need to successfully navigate it.
Improving employee engagement and performance through social analytics sada...N. Sadat Shami
The use of social media in the workplace is growing. One anticipates this trend to continue as more and more individuals comfortable with social media join the workforce. Social media provides an opportunity for organizations to obtain a real-time understanding of various aspects of the employee experience. For organizations to truly benefit from this aspect of social media, there is a need to build tools that allow an organization to make sense of the large scale unstructured data generated by social media. In this talk, I will first introduce a tool named Social Pulse that enables an organization to understand the social media chatter and sentiment of its employees. Social Pulse provides text and sentiment analysis, search and filtering, and several visualization features while respecting employee data privacy. I will then discuss how the data generated through Social Pulse can lead to insights that can improve outcomes of interest to an organization, such as employee engagement and performance.
Presented at Travelocity.com's Customer Experience University: Microformats are a way to add human-readable data to your markup using simple XHTML. Set your content free! We'll walk through addiing XFN, hCard, hCalendar, hAtom, and other Microformats.
Linkedin Tips Presentation to Grand Valley HRPA PNGroupJohn Rose
Covering 6 Sections of the profile to pay attention to, and be consistent in. Using advanced search even with few connections and small network. Sample of search to find LinkedIn member name when comes up as "LinkedIn member"
Across the world, flowers are treasured for their beauty. We’ve taken a look at the world’s most beautiful flowers and picked three of our favorites at Vivid Lawn.
2012 prius vs. 2012 nissan leaf - north hollywood toyota, los angeles new use...North Hollywood Toyota
Shop Used Cars:
http://www.northhollywoodtoyota.com/used-cars/
https://www.facebook.com/northhollywoodtoyota
North Hollywood Toyota
Address: 4606 Lankershim Blvd,
North Hollywood, California 91602
Phone: (818) 508-2967
http://instagram.com/nohotoyota#
https://twitter.com/NoHoToyota
https://plus.google.com/112791067755794874834/posts?hl=en
North Hollywood Toyota dealer serves:
Montrose
Universal City
Sherman Oaks
Burbank
La Crescenta
Beverly Hills
Studio City
West Hollywood
Encino
North hills
Pacoima
Panorama City
Sun Valley
Sunland
Toluca Lake
Tujunga
Valley Village
Verdugo City
Los Angeles
Southern California
Talent Mobility: Building Human Connections Beyond the Candidate LifecycleSmashFly Technologies
Have you heard about the TA "infinity loop"? Here's the idea: Recruiting isn't a single-direction assembly line of matching resumes to reqs and funneling prospects into pipelines — it lays the foundation for lasting relationships that engage (and re-engage) the talented people your business needs to succeed today, tomorrow and even years down the line. It's a lifecycle.
Intel's Talent Analytics and Automation Manager Tyler Weeks and SmashFly's Head of Recruitment Marketing Strategy Brandy Ellis held a live webinar discussion to give you the rundown on the candidate journey's new shape, plus the real-world examples you'll need to successfully navigate it.
Improving employee engagement and performance through social analytics sada...N. Sadat Shami
The use of social media in the workplace is growing. One anticipates this trend to continue as more and more individuals comfortable with social media join the workforce. Social media provides an opportunity for organizations to obtain a real-time understanding of various aspects of the employee experience. For organizations to truly benefit from this aspect of social media, there is a need to build tools that allow an organization to make sense of the large scale unstructured data generated by social media. In this talk, I will first introduce a tool named Social Pulse that enables an organization to understand the social media chatter and sentiment of its employees. Social Pulse provides text and sentiment analysis, search and filtering, and several visualization features while respecting employee data privacy. I will then discuss how the data generated through Social Pulse can lead to insights that can improve outcomes of interest to an organization, such as employee engagement and performance.
Defining the B2B On-Demand and Outsourced Talent MarketCatalyst Investors
Catalyst believes that Outsourcing the Office presents a compelling market opportunity and welcomes discussion with growth-stage business services outsourcing companies.
PART 1; IT'S COMPLICATED: The relationship Status between Social Media, HR & ...Rob Lockard, SPHR
First part of the 08.26.2014 Social Media Club of Kansas City (SMCKC) Luncheon Presentation, titled "IT'S COMPLICATED: The relationship status between Social Media, HR & Recruiting" which was Presented by Rob Lockard & Kristi Jones and held at the HQ of H&R Block.
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.
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...shrm
SHRM surveyed HR professionals with the job function of employment or recruitment to learn more about organizations’ use of social media for talent acquisition. Specifically, this report focuses on recruitment and screening of job candidates. It also looks at trends over time, comparing the results to data from 2011 and 2013 when possible.
Networks and resourcing white paper by Business360 and TFPL December 2013TFPLltd
In recent years we have seen the growth of networks both as a means of locating talented professionals and also as a means for individuals to locate work opportunities
Building on prior studies, Business360 and TFPL decided to undertake some research to better understand how these networks are changing the interface between professionals and organizations
Our fields of work (Business360 as a provider of professional services delivered remotely, and TFPL as a provider of talent location, learning and consultancy services) means we have very different perspectives on this change:
Business360 has seen a growing acceptance by companies of the provision of professional services using individuals working remotely, with whom the companies often have limited communication
TFPL has seen the growing pressure that organizations face in trying to locate the talent they need, with highly specialized skills and competencies, as well as the innovations applied as they try to secure their ideal candidate
This research sought to determine what types of policies organizations are implementing in regard to political activities in the workplace, particularly as they relate to the 2016 presidential election. The survey also looked at whether organizations encouraged their employees to vote in political elections and whether employees were given time off to vote.
Shrm survey findings using competencies to achieve business unit success finalshrm
SHRM surveyed executives of business units other than HR (e.g., CEO, CFO, Vice President) to learn more about their views of what it takes for leaders to be successful across HR departments and different functional areas such as finance and accounting, sales and marketing, and IT. Specifically, this report focuses on the competencies needed now and in the future, including Business Acumen, Communication, Consultation, Critical Evaluation, Ethical Practice, Global and Cultural Effectiveness, Human Resource Expertise, Leadership and Navigation, and Relationship Management. The report also looks at which competencies are lacking in the labor pools of candidates for HR and other business units, and how to address those competency gaps.
On June 30, 2015, the Department of Labor (DOL) released proposed changes to the overtime regulations. This survey was designed before DOL proposed these changes to the overtime regulations and represents the HR profession’s general perspective on FLSA overtime exemptions.
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...shrm
This research, conducted in collaboration with Ascendo Resources, looks at the importance of having a social media presence for job seekers, as well as social media strategies HR professionals use for recruitment. Overall, 87% of HR professionals said it was either very or somewhat important for job seekers to have a social media presence on LinkedIn, and 83% agreed it was important to be on a relevant professional or association social networking site. In the past year, nearly two-thirds of organizations (65%) had hired new employees who were sourced through social media sites.
SHRM'S 2010 Healthy Food and Drinks in the Workplace poll surveyed HR professionals about healthy offerings in their organizations. Forty percent of organizations have formal or informal practices and/or policies in place that promote healthy food and drinks in the workplace. Nearly all employees have responded favorably to these organizations’ efforts to promote healthy food and drinks for work-related functions where food is served, in on-site vending machines, in the company cafeteria, etc.
The Society for Human Resource Management (SHRM®), the world’s largest association devoted to human resource management, has collaborated with Globoforce® on a series of surveys about employee recognition. Our goal is to elicit trends among HR leaders and practitioners about what challenges they face and what strategies help them conquer those challenges. In the 2015 survey, 80% of organizations indicated they have an employee recognition program, and more than one-half (58%) have a program that is tied to their organization’s values. Overall, respondents said employee recognition programs had a positive impact on employee engagement, happiness and workplace relationships, but the impact was perceived to be greater for those with values-based programs.
This research collected comprehensive information on the prevalence of organizations hiring 2015 college graduates with undergraduate and graduate degrees. The findings revealed that one-fifth of respondents (20%) indicated their organizations hired 2015 college graduates to begin working after graduation, and 15% indicated they hired 2015 college graduates to begin working before graduation. Among organizations that indicated they had hired 2015 graduates, 18% offered higher total compensation to 2015 college graduates than to 2014 college graduates; the majority (81%) offered compensation that was “about the same.”
Preparing for an Aging Workforce: A Gap Analysisshrm
The report and accompanying slide presentation are based on a comparison between two main sources of information on the aging workforce: a) the SHRM Foundation’s Effective Practice Guidelines (EPG) on the Aging Workforce and b) findings from the SHRM Aging Workforce Survey. The purpose of this comparison is to find gaps between the effective, evidence-based practices in employing, recruiting and retaining an aging workforce identified in the EPGs and the current practices related to the aging workforce used by organizations as reported through the survey findings.