Cost reduction optimization strategies in times of fiscal challengesInformed K12
In an age of increased accountability and reduced budgets, school districts are under great pressure to balance the diverse needs of their students and staff with limited financial resources. Looming fiscal challenges with the increase of pension costs and medical premiums have made it even more important for school districts to reduce costs and optimize the use of currently available resources.
Districts that automate key processes and increase operational efficiency will realize fiscal savings that will offset the rising cost and could be repurposed toward mission-critical projects.
Attendees will learn how to:
Identify opportunities for cost reduction
How can school districts reduce operational costs while avoiding layoffs? It's possible. But the answer requires first identifying all the hidden cost centers within your institution.
Create operational efficiency and do more with less
From streamlining hiring practices to managing purchasing more efficiently, there are tremendous cost savings to be made by optimizing your existing system processes.
Prepare for the future while managing the present
Join us for a presentation and discussion on how to best prepare for the future fiscal challenges while addressing the immediate financial needs of your school district.
Your Presenter:
Gabe Soumakian is principal consultant at Soup Du Jour Consulting. He is a former superintendent at Oxnard Union High School District, and prior to that served as an assistant superintendent of human resources in the Burbank Unified School District. He is involved and presents regularly with leading associations, including AASA, ACSA, CSBA and CALSA.
A result-oriented professional with 8 years of rich experience in Multiple Process Improvement Projects based on operational excellence Working as Manager Risk investigations at amazon.com handling a team of 30 direct reportees and supporting a team of 100+ HC
Performance management (PM) is a process of ensuring that set of activities and outputs meets an organization's goals in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, an employee, or the processes in place to manage particular tasks.
FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
We connect Students who have an understanding of course material with Students who need help.
Benefits:-
# Students can catch up on notes they missed because of an absence.
# Underachievers can find peer developed notes that break down lecture and study material in a way that they can understand
# Students can earn better grades, save time and study effectively
Our Vision & Mission – Simplifying Students Life
Our Belief – “The great breakthrough in your life comes when you realize it, that you can learn anything you need to learn; to accomplish any goal that you have set for yourself. This means there are no limits on what you can be, have or do.”
Like Us - https://www.facebook.com/FellowBuddycom
Cost reduction optimization strategies in times of fiscal challengesInformed K12
In an age of increased accountability and reduced budgets, school districts are under great pressure to balance the diverse needs of their students and staff with limited financial resources. Looming fiscal challenges with the increase of pension costs and medical premiums have made it even more important for school districts to reduce costs and optimize the use of currently available resources.
Districts that automate key processes and increase operational efficiency will realize fiscal savings that will offset the rising cost and could be repurposed toward mission-critical projects.
Attendees will learn how to:
Identify opportunities for cost reduction
How can school districts reduce operational costs while avoiding layoffs? It's possible. But the answer requires first identifying all the hidden cost centers within your institution.
Create operational efficiency and do more with less
From streamlining hiring practices to managing purchasing more efficiently, there are tremendous cost savings to be made by optimizing your existing system processes.
Prepare for the future while managing the present
Join us for a presentation and discussion on how to best prepare for the future fiscal challenges while addressing the immediate financial needs of your school district.
Your Presenter:
Gabe Soumakian is principal consultant at Soup Du Jour Consulting. He is a former superintendent at Oxnard Union High School District, and prior to that served as an assistant superintendent of human resources in the Burbank Unified School District. He is involved and presents regularly with leading associations, including AASA, ACSA, CSBA and CALSA.
A result-oriented professional with 8 years of rich experience in Multiple Process Improvement Projects based on operational excellence Working as Manager Risk investigations at amazon.com handling a team of 30 direct reportees and supporting a team of 100+ HC
Performance management (PM) is a process of ensuring that set of activities and outputs meets an organization's goals in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, an employee, or the processes in place to manage particular tasks.
FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
We connect Students who have an understanding of course material with Students who need help.
Benefits:-
# Students can catch up on notes they missed because of an absence.
# Underachievers can find peer developed notes that break down lecture and study material in a way that they can understand
# Students can earn better grades, save time and study effectively
Our Vision & Mission – Simplifying Students Life
Our Belief – “The great breakthrough in your life comes when you realize it, that you can learn anything you need to learn; to accomplish any goal that you have set for yourself. This means there are no limits on what you can be, have or do.”
Like Us - https://www.facebook.com/FellowBuddycom
SHRM- SCP HR and Training Manager with 10 years' experience seeks an opportunity where experience in training and leadership development, staffing, employee relations, project management, and superior communication skills will enhance overall strategic plan and objectives of an organization.
SHRM- SCP HR and Training Manager with 10 years' experience seeks an opportunity where experience in training and leadership development, staffing, employee relations, project management, and superior communication skills will enhance overall strategic plan and objectives of an organization.
Staff development programme is a term that includes both formal and informal learning, opportunities to assist individuals to perform competently in the fulfillment of role expectations within an agency
Accomplished HR and Training Manager with 10 years' experience in corporate employee training, professional development, and adult learning facilitation. Training professional with extensive leadership experience in staff development, process and productivity improvements, performance management and curriculum design.
Full resume outlining 20+ years experience in law and healthcare. Legal and program management experience is explained. Emphasis on staff training and development.
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
Business People Excellence is a comprehensive framework to provide guidance on improving performance of human resources management in all kind of organizations
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
Employment PracticesRegulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
W.H.Bender Quote 65 - The Team Member and Guest Experience
Office supervision lecture three
1. The Mwalimu Nyerere Memorial
Academy (MNMA)
Topic Three :Office Supervision
for TCHRM/05111
By, Mr. Sanchawa, Denis H
Assistant Lecturer-social studies
2. Meaning of supervision
• Supervision: guiding production and
procedures of staff to accomplish a delegated
goal or objective
• Overlap of skills
• Distinctions made in larger organizations
9/24/2014 MR. SANCHAWA, Denis H 2
3. Components of supervision
• Guiding the activities of staff to accomplish
delegated goal or objective
• Identifying tasks and roles needed
• Developing effective teams
• Ensuring that the right competencies are being
applied to tasks
• Seeing that problems are resolved
• Monitoring and refining staff/team performance
• Conforming with organizational policies
9/24/2014 MR. SANCHAWA, Denis H 3
4. Core skills of supervision
• excellent interpersonal skills
• team building skills
• analytical and problem solving skills
• decision making skills
• effective verbal and listening communications
skills attention to detail and high level of
accuracy
9/24/2014 MR. SANCHAWA, Denis H 4
5. Core skills (ctd)
• very effective organizational skills
• effective written communications skills
• computer skills including the spread sheet and
word processing programs, and e-mail at a
highly proficient level
• stress management skills
• time management skills
9/24/2014 MR. SANCHAWA, Denis H 5
6. Personal attributes of the office
Supervisor/Manager
• be honest and trustworthy
• be respectful
• possess cultural awareness and sensitivity
• be flexible
• demonstrate sound work ethics
9/24/2014 MR. SANCHAWA, Denis H 6
7. Required knowledge for effective
office supervision
• knowledge of office administration and
organization
• knowledge of human resource management
and supervision
• ability to maintain a high level of accuracy in
preparing and entering information in the
required format or system
9/24/2014 MR. SANCHAWA, Denis H 7
8. Responsibilities of the office
supervisor/Manager
• Design and implement office policies
• Establish standards and procedures
• Organize office operations and procedures
• Supervise office staff
• Monitor and record long distance phone calls
• Prepare time sheets
9/24/2014 MR. SANCHAWA, Denis H 8
9. Responsibilities of the office
supervisor
• Control correspondences
• Review and approve supply requisitions
• Liaise with other agencies, organizations and
groups
• Update organizational memberships
• Maintain office equipment
9/24/2014 MR. SANCHAWA, Denis H 9
10. Responsibilities of the office
Supervisor/Manager
• Assign and monitor clerical and secretarial
functions
• Recruit and select office staff
• Orient and train employees
• Provide on the job and other training
opportunities
• Supervise staff
• Evaluate staff performance
• Coaching and disciplining staff
9/24/2014 MR. SANCHAWA, Denis H 10
11. Responsibilities of the office
supervisor
• Design filing systems
• Ensure filing systems are maintained and up to
date
• Define procedures for record retention
• Ensure protection and security of files and
records
• Ensure effective transfer o files and records
• Transfer and dispose records according to
retention schedules and policies
• Ensure personnel files are up to date and secure
9/24/2014 MR. SANCHAWA, Denis H 11
12. Responsibilities of the office
supervisor
• Plan and implement office systems, layout and
equipment procurement
• Maintain and replenish inventory
• Check stock to determine inventory levels
• Anticipate needed supplies
• Verify receipt of supply
9/24/2014 MR. SANCHAWA, Denis H 12
13. Performance appraisal of employees
• It is an organization - wide management program
that provides a structured approach to:
Communicate business strategy
Establish a shared understanding of what is to be
achieved and how it is to be achieved
Facilitate management of self and others
Measure and motivate performance
(organizational and individual)
9/24/2014 MR. SANCHAWA, Denis H 13
14. PA of employees
• A confidential document that includes the
employee’s performance expectations, a
summary of the employee’s actual
performance relative to those expectations,
an overall rating of the employee’s
performance, and the supervisor’s and
employee’s signature
9/24/2014 MR. SANCHAWA, Denis H 14
15. Meaning of employees performance
appraisal
A management process for ensuring
employees are focusing their work efforts in
ways that contribute to achieving the agency’s
mission.
9/24/2014 MR. SANCHAWA, Denis H 15
16. Phases of performance management
systems
It consists of three phases:
(a) setting expectations for employee
performance,
(b) maintaining a dialogue between supervisor
and employee to keep performance on track,
and
(c) measuring actual performance relative to
performance expectations.
9/24/2014 MR. SANCHAWA, Denis H 16
17. PMS consists of ...
• A process for communicating employee
performance expectations, maintaining ongoing
performance dialogue, and conducting annual
performance appraisals;
• A procedure for addressing employee
performance that falls below expectations;
• A procedure for encouraging and facilitating
employee development;
• Training in managing performance and
administering the system; and
• A procedure for resolving performance pay
disputes
9/24/2014 MR. SANCHAWA, Denis H 17
18. How to measure the performance?
• The appraiser and the appraisee jointly set the
Key Result Areas (KRA’s) and assign mutually
agreed weightage expressed as a percentage
• Simple mathematical relationship between set
weightage and accomplishment gives a final
numerical score on KRA’s
• To evaluate all management personnel on
company values and leadership attributes a new
section has been added entitled “Values in Action
9/24/2014 MR. SANCHAWA, Denis H 18
19. Key result areas of measurements
• A KRA refers to a target that needs to be achieved
by the appraisee in a given time
• KRA’s are the set of performance expectations
from the appraisee
• The focus is on tangible outputs. However this
does not mean that tasks that have a qualitative
output cannot form a KRA
• The focus is on tangible outputs. However this
does not mean that tasks that have a qualitative
output cannot form a KRA
9/24/2014 MR. SANCHAWA, Denis H 19
20. Objectives of employees’ performance
appraisal
• Understand what is expected of them and
how their work leads to organization’s goals
• Have the skills and abilities to deliver on those
expectations
• Meet those expectations
• Are actively engaged in designing and
implementing work tasks
9/24/2014 MR. SANCHAWA, Denis H 20
21. Objectives of PA
• Measurement helps in objectively
differentiating between performers and non
performers. Sustain positive relationships
• Receive feedback on their performance
• Have opportunities to improve performance
9/24/2014 MR. SANCHAWA, Denis H 21
22. Delegation
• Assign responsibility for accomplishing a goal
or objective to a member of the staff
• Allow that person to formulate activities
needed to accomplish assignment
– Builds motivation
– Increases competencies
• Risk of assuming “Why bother? I could do the
work in much less time.”
9/24/2014 MR. SANCHAWA, Denis H 22
23. Steps of delegation
• Delegate whole tasks to individuals/ teams
• Select the right person/team for tasks
• Clearly specify results expected, not the
methods for accomplishing them
• Make sure recipient understands and agrees
with assignment
9/24/2014 MR. SANCHAWA, Denis H 23
24. Steps of delegation (ctd)
• Agree on criteria for monitoring progress,
times for reporting & feedback
• Maintain open lines of communication
• Set up means for addressing problems
• Evaluate and reward successful performance
9/24/2014 MR. SANCHAWA, Denis H 24
25. Employees induction
• Induction is the process of receiving and
welcoming employees when they first joint
the company and giving them the basic
information they need to settle down quickly
and happily and start work (Armstrong ,2010).
• It is the process of introducing the new
employee to the job and the organization.
9/24/2014 MR. SANCHAWA, Denis H 25
26. Objectives of employees induction
• To intimate them about the Mission, Aims and
Objectives of the Company
• To generate interest.
• Clarify roles and responsibilities.
• Introduction to workmates
• Employees learn the employer standards.
9/24/2014 MR. SANCHAWA, Denis H 26
27. Objectives of employees induction
• Helps to maintain rules of the organization
• Structure of company made known to
employees
• Quality standards made known.
• No chaos
• Increase productivity
9/24/2014 MR. SANCHAWA, Denis H 27
28. Objectives of employees induction
• To familiarize the new comer with the
requirements of the job
• To explain the new employee the terms and
conditions of the job
• to bring interaction between personal goals
and organizational goals
• To promote the feelings of belonging to the
organization
9/24/2014 MR. SANCHAWA, Denis H 28
29. Objectives of employees induction
• To familiarize the new employee to his immediate
supervisor
• To provide information to the new employee
regarding organization’s policies and procedures
• To reduce the employee’s chance of leaving the
organization quickly
• to establish favorable attitudes regarding the
organisation in the mind of the employee and etc
9/24/2014 MR. SANCHAWA, Denis H 29
30. Essential items of employees induction
• Organization history, core values, mission,
vision and philosophy
• Organization products/services
• Department location
• Personnel policies and procedures
• Condition of services like holidays, hours,
leave, medical leave and etc
9/24/2014 MR. SANCHAWA, Denis H 30
31. Essential items of employees induction
• Remuneration and other benefits
• Health and safety measures
• Career advancement schemes
• Trade unions and memberships
• Grievance handling mechanisms/systems
9/24/2014 MR. SANCHAWA, Denis H 31
32. Four distinct levels of employees’
induction(the four C’s)
• 1. Compliance: is the lowest level and includes
teaching employees basic legal and policy related
rules and regulations
• 2.Clarification: refers to the ensuring that
employee understand their new jobs at all related
expectations
• 3.Culture : is abroad category that includes
providing employees with a sense of
organizational norms- both formal and informal
9/24/2014 MR. SANCHAWA, Denis H 32
33. Four distinct levels of employees’
induction(the four C’s)
• 4. Connection: refers to the vital interpersonal
relationships and information networks that
new employees must establish
9/24/2014 MR. SANCHAWA, Denis H 33
34. Establishing induction programme
Type Purpose
a) General
induction
To enable the new employee to know about the history of the
organization
b) Specific
induction by the
supervisor
To enable the new employee to know about the job requirements
, his place of work, the location of facilities under whom and with
whom he should work and so on
c) Follow-up
orientation by the
personnel
department
To find out whether the employee is reasonably well satisfied
with his job supervisor and so on
9/24/2014 MR. SANCHAWA, Denis H 34