Verbeter het resultaat van uw recruitmentinspanningen. Maak gebruik van de nieuwste technologieën. En haal met minder moeite meer uit uw personeelwerving met recruit2.
Verbeter het resultaat van uw recruitmentinspanningen. Maak gebruik van de nieuwste technologieën. En haal met minder moeite meer uit uw personeelwerving met recruit2.
Content personalisation is becoming more prevalent. A site, it's content and/or it's products, change dynamically according to the specific needs of the user. SEO needs to ensure we do not fall behind of this trend.
Lightning Talk #9: How UX and Data Storytelling Can Shape Policy by Mika Aldabaux singapore
How can we take UX and Data Storytelling out of the tech context and use them to change the way government behaves?
Showcasing the truth is the highest goal of data storytelling. Because the design of a chart can affect the interpretation of data in a major way, one must wield visual tools with care and deliberation. Using quantitative facts to evoke an emotional response is best achieved with the combination of UX and data storytelling.
Succession “Losers”: What Happens to Executives Passed Over for the CEO Job?
By David F. Larcker, Stephen A. Miles, and Brian Tayan
Stanford Closer Look Series
Overview:
Shareholders pay considerable attention to the choice of executive selected as the new CEO whenever a change in leadership takes place. However, without an inside look at the leading candidates to assume the CEO role, it is difficult for shareholders to tell whether the board has made the correct choice. In this Closer Look, we examine CEO succession events among the largest 100 companies over a ten-year period to determine what happens to the executives who were not selected (i.e., the “succession losers”) and how they perform relative to those who were selected (the “succession winners”).
We ask:
• Are the executives selected for the CEO role really better than those passed over?
• What are the implications for understanding the labor market for executive talent?
• Are differences in performance due to operating conditions or quality of available talent?
• Are boards better at identifying CEO talent than other research generally suggests?
Content personalisation is becoming more prevalent. A site, it's content and/or it's products, change dynamically according to the specific needs of the user. SEO needs to ensure we do not fall behind of this trend.
Lightning Talk #9: How UX and Data Storytelling Can Shape Policy by Mika Aldabaux singapore
How can we take UX and Data Storytelling out of the tech context and use them to change the way government behaves?
Showcasing the truth is the highest goal of data storytelling. Because the design of a chart can affect the interpretation of data in a major way, one must wield visual tools with care and deliberation. Using quantitative facts to evoke an emotional response is best achieved with the combination of UX and data storytelling.
Succession “Losers”: What Happens to Executives Passed Over for the CEO Job?
By David F. Larcker, Stephen A. Miles, and Brian Tayan
Stanford Closer Look Series
Overview:
Shareholders pay considerable attention to the choice of executive selected as the new CEO whenever a change in leadership takes place. However, without an inside look at the leading candidates to assume the CEO role, it is difficult for shareholders to tell whether the board has made the correct choice. In this Closer Look, we examine CEO succession events among the largest 100 companies over a ten-year period to determine what happens to the executives who were not selected (i.e., the “succession losers”) and how they perform relative to those who were selected (the “succession winners”).
We ask:
• Are the executives selected for the CEO role really better than those passed over?
• What are the implications for understanding the labor market for executive talent?
• Are differences in performance due to operating conditions or quality of available talent?
• Are boards better at identifying CEO talent than other research generally suggests?
IGlobal Consultancy heeft zich gespecialiseerd in advisering en begeleiding van veranderings- en optimalisatieprocessen en biedt interim-management daar waar dat gewenst en mogelijk is.
Onze expertise ligt erin dat we ons steeds snel kunnen inwerken. We maken ons uw taal eigen, zoeken en versterken de individuele en organisatie kwaliteiten. Onze focus is steeds wat nu van belang is om nieuwe stappen te zetten en zichtbaar veranderingen te realiseren die bijdragen aan resultaat en groei.
1. “ Voor ik uw nieuwe manager
zoek, wil ik uw strategie
begrijpen ”
OCG HR Interim
Werkwijze OCG HR Interim
OCG staat sinds 1993 bekend als bemiddelaar van marketing, sales en communicatie
professionals. Sinds enige tijd bemiddelt OCG echter ook interim HR professionals. Met
ingang van 2010 doen we dit onder het label OCG HR Interim.
Wat houdt dit voor u in?
Vacatures op tijdelijke basis vervullen wij via interim of detachering. Doorgaans
presenteren wij binnen enkele werkdagen na aanvraag twee tot drie passende
kandidaten. Bij detachering treedt de kandidaat voor een bepaalde tijd bij OCG in dienst ,
en kan deze daarna kosteloos worden overgenomen. Interim omvat het op projectbasis
bemiddelen van freelancers.
Wij beschikken over een krachtig netwerk met kandidaten die snel inzetbaar zijn. Onze
werkmethodiek is gebaseerd op procesbeheersing en kwaliteit, zodanig dat we het
beoogde resultaat (invulling van de aanvraag) ook daadwerkelijk bereiken.
Waar moet u dan aan denken?
Vacatures met een tijdelijk karakter waarbij de gevraagde kandidaten minimaal een
afgeronde HBO of WO opleiding en drie jaar werkervaring als achtergrond hebben. De
volgende type functies komen daarvoor in aanmerking:
Recruitment
HR medewerker
HR adviseur OCG
Kruisweg 611
HR Manager Postbus 720
2130 AS, Hoofddorp
HRM organisatieadvies & reorganisatie Tel. (020) 644 88 68
Fax. (020) 404 40 82
Search product (extern, cv’s & telefonische screening) E-mail: ocg@ocg.nl
Internet : www.ocg.nl
Projecten (specialisten) KvK : 33260449