Pds outplacement power point (2)
•
1 like•947 views
This document describes outplacement and career transition services provided by Personalized Definitive Strategic (PDS). PDS tailors outplacement programs for corporations undergoing restructurings to help terminated employees find new positions. Services include workshops, coaching, resume assistance, and networking support. PDS aims to help companies save on unemployment costs and avoid lawsuits, while helping employees quickly transition to new roles.
Report
Share
Report
Share
Download to read offline
Recommended
Outplacement & hr outsourcing
This document discusses outplacement and HR outsourcing. Outplacement involves helping redundant employees find new jobs through career advice, resume and interview preparation. It is delivered individually or in groups. HR outsourcing involves contracting HR functions like payroll and training to an external provider. It can reduce costs and liability while improving efficiency, though it may affect quality, culture and require training the provider. Examples of large companies outsourcing HR are given.
Outplacement - Jobberman Intervention
Outplacement is a comprehensive and cost-effective solution to companies finding themselves having to reduce their workforce; as well as individuals who are out of work or just looking to change careers or jobs.
Outplacement Company Brochure - Always Forward
Always Forward provides outplacement services to help employees who are facing redundancy or career changes. Their services help with staff retention during restructuring by ensuring employees feel supported. Their services save HR teams time by handling the intensive outplacement process. They offer a full suite of services including workshops, coaching, resume and networking assistance, and interview preparation to help clients confidently transition to their next career opportunity. Testimonials from clients in financial services and publishing praise Always Forward for the way they discreetly and effectively handled outplacement programs.
Optimizing Your Management for Business Expansion
Efficient business management is a must especially if you're planning to expand. Among the first things you should establish to ensure your business runs smoothly are systems for your employees covering job descriptions, delegation, compensation and training. Read this document from Alliance Accounting for details.
Rewards & recognition alignment with Life-cycle of Employees
This document discusses aligning rewards and recognition programs with employees' career stages. It outlines five career stages: pre-career, early career, mid-career, late career, and encore career. For each stage, employees have different expectations and needs. The document argues that rewards programs should be tailored to each career stage to properly motivate employees. It provides examples of rewards that would appeal to employees in the pre-career stage, such as employee of the month awards and post-it note recognition, to acknowledge their efforts and sustain an appreciative culture.
Hrm challenges
The document discusses the top challenges for human resource management as revealed by a survey conducted by PricewaterhouseCoopers. The top 10 challenges according to the survey are: change management, leadership development, HR effectiveness measurement, organizational effectiveness, compensation, staffing and recruitment of skilled labor, succession planning, learning and development, diversity in the workplace, and compliance with changing laws and regulations. The document then provides more details on some of the challenges such as change management, leadership development, HR effectiveness measurement, recruitment of skilled candidates, and retaining talented employees.
employee turnover by chandan jha
The document discusses employee turnover and reasons why employees leave organizations. It defines employee turnover and notes that measuring it can help employers understand reasons for turnover and estimate hiring costs. Some key reasons discussed for why employees leave include salary not being the only factor, lack of promotion opportunities, workplace stress, conflicts with coworkers or managers, and lack of work-life balance. The presentation provides strategies for employers to reduce turnover such as improving relationships, recognizing employee contributions, addressing conflicts constructively, and providing flexibility and support for overworked employees.
Retention seperation
The document discusses employee retention, separation, and turnover. It explains that employee retention aims to keep good employees by ensuring job satisfaction and organizational fit. Voluntary turnover occurs when employees choose to leave, while involuntary turnover is when the organization terminates employment. Dysfunctional turnover happens when adequate performers leave voluntarily. Reasons for leaving include low job satisfaction, poor socialization, and lack of perceived organizational support. The document also discusses layoffs, discipline procedures like due process and progressive discipline, and effective dismissal methods while minimizing disruption.
Recommended
Outplacement & hr outsourcing
This document discusses outplacement and HR outsourcing. Outplacement involves helping redundant employees find new jobs through career advice, resume and interview preparation. It is delivered individually or in groups. HR outsourcing involves contracting HR functions like payroll and training to an external provider. It can reduce costs and liability while improving efficiency, though it may affect quality, culture and require training the provider. Examples of large companies outsourcing HR are given.
Outplacement - Jobberman Intervention
Outplacement is a comprehensive and cost-effective solution to companies finding themselves having to reduce their workforce; as well as individuals who are out of work or just looking to change careers or jobs.
Outplacement Company Brochure - Always Forward
Always Forward provides outplacement services to help employees who are facing redundancy or career changes. Their services help with staff retention during restructuring by ensuring employees feel supported. Their services save HR teams time by handling the intensive outplacement process. They offer a full suite of services including workshops, coaching, resume and networking assistance, and interview preparation to help clients confidently transition to their next career opportunity. Testimonials from clients in financial services and publishing praise Always Forward for the way they discreetly and effectively handled outplacement programs.
Optimizing Your Management for Business Expansion
Efficient business management is a must especially if you're planning to expand. Among the first things you should establish to ensure your business runs smoothly are systems for your employees covering job descriptions, delegation, compensation and training. Read this document from Alliance Accounting for details.
Rewards & recognition alignment with Life-cycle of Employees
This document discusses aligning rewards and recognition programs with employees' career stages. It outlines five career stages: pre-career, early career, mid-career, late career, and encore career. For each stage, employees have different expectations and needs. The document argues that rewards programs should be tailored to each career stage to properly motivate employees. It provides examples of rewards that would appeal to employees in the pre-career stage, such as employee of the month awards and post-it note recognition, to acknowledge their efforts and sustain an appreciative culture.
Hrm challenges
The document discusses the top challenges for human resource management as revealed by a survey conducted by PricewaterhouseCoopers. The top 10 challenges according to the survey are: change management, leadership development, HR effectiveness measurement, organizational effectiveness, compensation, staffing and recruitment of skilled labor, succession planning, learning and development, diversity in the workplace, and compliance with changing laws and regulations. The document then provides more details on some of the challenges such as change management, leadership development, HR effectiveness measurement, recruitment of skilled candidates, and retaining talented employees.
employee turnover by chandan jha
The document discusses employee turnover and reasons why employees leave organizations. It defines employee turnover and notes that measuring it can help employers understand reasons for turnover and estimate hiring costs. Some key reasons discussed for why employees leave include salary not being the only factor, lack of promotion opportunities, workplace stress, conflicts with coworkers or managers, and lack of work-life balance. The presentation provides strategies for employers to reduce turnover such as improving relationships, recognizing employee contributions, addressing conflicts constructively, and providing flexibility and support for overworked employees.
Retention seperation
The document discusses employee retention, separation, and turnover. It explains that employee retention aims to keep good employees by ensuring job satisfaction and organizational fit. Voluntary turnover occurs when employees choose to leave, while involuntary turnover is when the organization terminates employment. Dysfunctional turnover happens when adequate performers leave voluntarily. Reasons for leaving include low job satisfaction, poor socialization, and lack of perceived organizational support. The document also discusses layoffs, discipline procedures like due process and progressive discipline, and effective dismissal methods while minimizing disruption.
EMPLOYEE RETENTION
The document discusses employee retention, including its definition, importance, and evolution over time. It begins by defining employee retention as an organization's ability to retain employees and the strategies used to do so. It then discusses the importance of retention for reducing costs and maintaining organizational knowledge. The document traces the evolution of retention from a focus on employee satisfaction in the 1970s-80s to a greater focus on engagement and linking it to business outcomes starting in the 1990s. It also discusses drivers of engagement like trust and the future of sustaining engagement.
7 employee retention
This document is a student project report on employee retention submitted to Mumbai University in 2005-2006. It includes declarations, certificates, acknowledgements, an executive summary, scope of study, and objectives. The executive summary notes the importance of employee retention in reducing turnover costs. It also outlines strategies like recruitment, training, compensation, and exit interviews that companies use to improve retention. The scope and objectives focus on understanding the significance of retention and strategies to decrease turnover rates.
Surviving Redundancy - SMP Magazine (July 2015)
This document provides tips to help employees prepare for and deal with role redundancy. It suggests that employees should remain alert to trends that could affect their job security, prepare by updating their resume and skills, and maintain professional relationships. If faced with redundancy, it advises employees to maintain their composure, seek counseling or coaching, and focus on presenting themselves professionally for future opportunities rather than dwelling on the past loss of their role.
Talent Outplacement Group
What is Outplacement? How will it help your firm?
Interior Talent's Outplacement Group will help you through this challenging transition.
Managing and Assessing Talent
This document discusses talent management solutions from Edison Talent including assessment, coaching, competency development, and leadership development. They help businesses evaluate their employees through various assessments and then develop talent through coaching or training. Their goal is to identify and focus on star performers who will take the business into the future. Edison consultants use psychometric tests and their experience developing competency structures for large organizations to help clients improve performance and return on investment.
HR Strategies for Small & Medium Sized Businesses
HR Strategies for small and medium sized businesses (SMB/SME) in today's talent scarce and high mobility environment. A keynote address delivered at this year's Association of SMEs Business Symposium Event, Concorde Hotel, Singapore.
Importance Of Having Clearly Articulated Business Model | Business Model Inno...
This document outlines the key components of an effective business model:
1. It defines a business model as a firm's plan for how it competes, uses resources, structures relationships, interfaces with customers, and creates value.
2. It identifies the four major components of a business model as the core strategy, strategic resources, partnership network, and customer interface.
3. It emphasizes that having a clearly articulated business model is important because it serves as an ongoing feasibility assessment, focuses attention on how elements fit together, and articulates the firm's core logic to stakeholders.
Strategic Action Plan for Combating the Challanges of HRM_V1.1
This document discusses human resource management (HRM) challenges and strategies to address them. It begins with defining HRM and outlining the typical HRM lifecycle from hiring to retirement. It then identifies key challenges at each stage of the lifecycle such as attracting and retaining talent, making hiring decisions, training employees, performance appraisals, succession planning, and knowledge retention. The document concludes by proposing mitigation strategies to address these challenges, such as clear job descriptions, career development plans, effective performance management systems, and proper succession planning.
MCA Article May 2016
The document discusses how the profile of executives and non-executive roles are changing. As hospitality and leisure businesses evolve and become more digitally focused multichannel retailers, the skills and experience required of executives and non-executives is expanding. To succeed in non-executive roles in the future, current executives will need a breadth of experience including embracing innovation, ensuring strong digital performance, and understanding the customer experience across multiple channels. Developing skills in new areas through training and gaining experience in different sectors will make executives stronger candidates for plural non-executive careers. It is also important to choose non-executive roles carefully and be selective to further long-term career goals.
Employee job retention
This document discusses employee retention in organizations. It defines employee retention as measures taken to encourage employees to remain with an organization for as long as possible. Retaining key employees is important for long-term organizational success as it ensures customer satisfaction, productivity, and preservation of institutional knowledge. The document outlines some of the challenges of employee retention, such as the costs of replacing employees and the competitive job market. It stresses the importance of identifying employees' needs and developing tailored retention strategies to keep talented workers.
Employee retention
This document discusses various reasons why employees leave their jobs and strategies to improve employee retention. It begins by outlining top reasons for employee turnover according to different studies, such as lack of growth opportunities, low pay, and poor company culture. It then discusses micro-level reasons like compensation, stress, and competing job opportunities. The document provides detailed lists of actions organizations can take to address different reasons for attrition, such as improving communication, flexibility, recognition programs, and career development opportunities. Overall, the key message is that retention requires understanding why employees leave and implementing strategies to improve motivation, satisfaction, and engagement.
Human Resources for SMES
SMEs number one challenge is talent.; even before finances. Learn how to build a successful human resource program without going broke
104768846 employees-retention
This document provides an introduction to the study, outlining its objectives and significance. The study aims to explore the main factors that contribute to employee retention in the private sector in Kuwait. Specifically, it seeks to investigate the types of benefits, organizational strategies, and cultural issues that most impact retention. It also examines employees' future plans and how they relate to retention. The introduction establishes the importance of retention to organizational success and discusses challenges such as information asymmetry, agency costs, and motivational styles that can negatively impact retention. It sets up the problem statement around a lack of research on retention factors in the Middle East Gulf region context.
Employee retention
Employee retention refers to employers' efforts to retain employees in their workforce. While retention can be represented by a simple statistic like retention rate, it also relates to the strategies employers use to retain talent. The goal is usually to decrease costs associated with turnover like training and recruitment. Employers can analyze data and implement concepts from organizational behavior to improve retention rates. They may also aim for "positive turnover" by retaining only high performers. Theories like Herzberg's help explain factors like motivators and hygiene factors that influence satisfaction and retention. Common retention strategies include competitive benefits, incentives, internal development opportunities, and engagement surveys.
employee turnover
The document discusses employee turnover and retention management. It defines employee turnover as movement across an organization's boundaries and discusses types of turnover like voluntary, involuntary, avoidable and unavoidable. High turnover can negatively impact organizations through costs of recruitment, training and operational disruption. However, turnover can also have positive impacts like increased performance. The document then discusses strategies organizations can use to improve employee retention like competitive pay, training opportunities, work-life balance and career development programs.
HOW CAN HR TURN THE GREAT RESIGNATION TO THE GREAT RETENTION.docx
The document discusses strategies for HR to address the "Great Resignation" phenomenon and improve employee retention. It explains that the pandemic led many employees to reconsider their jobs and priorities like safety. As a result, resignation rates increased sharply. To stem attrition, the document recommends that companies focus on strengthening workplace culture and connections between employees. It also suggests investing in employees' well-being, offering flexibility, enhancing the organization's mission, rewarding loyalty, providing appreciation and growth opportunities to boost retention.
Impacts of HR on Employees Turnover
The rate at which employees leave a company and are replaced by new Employees. One of the critically challenging issues in business world. Estimated probability that employees will stay or leave the organization. May triggered by - quits, attrition, exits, mobility, migration, succession. Obstacles toward achieving organizational objectives. Delay in innovation process & weak service consistency. Increasing pressure for the current employees in organization & Reflects poor organizational image. Overall bad impact on organizational performance & effectiveness.
Unit 4 employee retention
This document discusses strategies for employee retention and managing voluntary employee turnover. It provides five elements of a comprehensive employee retention strategy: 1) better recruiting from the beginning by prioritizing long-term fit, 2) training managers to foster retention, 3) measuring and supporting engagement, 4) showing recognition in multiple ways, and 5) framing long-term career trajectories. It also discusses five steps to reduce voluntary turnover: 1) creating an environment of trust and communication, 2) giving employees goals and recognizing achievements, 3) investing in employee training, 4) remaining competitive with benefits and pay, and 5) avoiding overburdening employees.
ATTRITION,EMPLOYEE RETENTION
Attrition is a challenge for organizations as employees leaving take away institutional knowledge and costs associated with replacing them are high. Common reasons for attrition include lack of competitive pay and benefits, insufficient work-life balance, lack of appreciation, and limited growth opportunities. For organizations, attrition leads to loss of productivity, replacing qualified employees is costly, and high turnover hurts company morale. Retaining valuable employees benefits both the organization and individual employees through maintaining institutional knowledge, minimizing costs associated with turnover, and supporting career growth.
Employee retention
This document discusses employee retention and turnover. It provides an overview of the causes of employee attrition and ways that agencies can improve retention rates. It discusses truths about turnover, including that some turnover is desirable, turnover is costly, and money is not always the key factor in retention. Reasons for employee burnout and ways to identify it are outlined. Succession planning is important to mitigate losses from retirements. The public sector faces impacts from demographic changes as large numbers of baby boomers retire.
Principles And Variety Of Leadership.Ppt
Maximum People Performance is a consulting firm focused on helping organizations achieve their strategic objectives by engaging employees to reach their maximum potential. They believe in customized solutions for each unique client and finding the best match between experienced consultants and desired client outcomes. Their approach involves understanding the client's vision, assessing workplace needs, and implementing tailored HR solutions to achieve results. They offer innovative consulting and training in areas like organizational effectiveness, people development, and employee relations. The benefits for clients include inspired, focused, and engaged employees committed to business goals.
Matthew Ryan & Associates Digital Brochure
The document describes career and leadership development coaching services that help individuals advance professionally. The coaching focuses on developing leadership skills, improving performance, and ensuring career progression. Services include organizational development, communication skills training, and career transition management to help clients get new jobs. Coaching is provided individually and to organizations through workshops on topics like leadership, communication, and professional development.
More Related Content
What's hot
EMPLOYEE RETENTION
The document discusses employee retention, including its definition, importance, and evolution over time. It begins by defining employee retention as an organization's ability to retain employees and the strategies used to do so. It then discusses the importance of retention for reducing costs and maintaining organizational knowledge. The document traces the evolution of retention from a focus on employee satisfaction in the 1970s-80s to a greater focus on engagement and linking it to business outcomes starting in the 1990s. It also discusses drivers of engagement like trust and the future of sustaining engagement.
7 employee retention
This document is a student project report on employee retention submitted to Mumbai University in 2005-2006. It includes declarations, certificates, acknowledgements, an executive summary, scope of study, and objectives. The executive summary notes the importance of employee retention in reducing turnover costs. It also outlines strategies like recruitment, training, compensation, and exit interviews that companies use to improve retention. The scope and objectives focus on understanding the significance of retention and strategies to decrease turnover rates.
Surviving Redundancy - SMP Magazine (July 2015)
This document provides tips to help employees prepare for and deal with role redundancy. It suggests that employees should remain alert to trends that could affect their job security, prepare by updating their resume and skills, and maintain professional relationships. If faced with redundancy, it advises employees to maintain their composure, seek counseling or coaching, and focus on presenting themselves professionally for future opportunities rather than dwelling on the past loss of their role.
Talent Outplacement Group
What is Outplacement? How will it help your firm?
Interior Talent's Outplacement Group will help you through this challenging transition.
Managing and Assessing Talent
This document discusses talent management solutions from Edison Talent including assessment, coaching, competency development, and leadership development. They help businesses evaluate their employees through various assessments and then develop talent through coaching or training. Their goal is to identify and focus on star performers who will take the business into the future. Edison consultants use psychometric tests and their experience developing competency structures for large organizations to help clients improve performance and return on investment.
HR Strategies for Small & Medium Sized Businesses
HR Strategies for small and medium sized businesses (SMB/SME) in today's talent scarce and high mobility environment. A keynote address delivered at this year's Association of SMEs Business Symposium Event, Concorde Hotel, Singapore.
Importance Of Having Clearly Articulated Business Model | Business Model Inno...
This document outlines the key components of an effective business model:
1. It defines a business model as a firm's plan for how it competes, uses resources, structures relationships, interfaces with customers, and creates value.
2. It identifies the four major components of a business model as the core strategy, strategic resources, partnership network, and customer interface.
3. It emphasizes that having a clearly articulated business model is important because it serves as an ongoing feasibility assessment, focuses attention on how elements fit together, and articulates the firm's core logic to stakeholders.
Strategic Action Plan for Combating the Challanges of HRM_V1.1
This document discusses human resource management (HRM) challenges and strategies to address them. It begins with defining HRM and outlining the typical HRM lifecycle from hiring to retirement. It then identifies key challenges at each stage of the lifecycle such as attracting and retaining talent, making hiring decisions, training employees, performance appraisals, succession planning, and knowledge retention. The document concludes by proposing mitigation strategies to address these challenges, such as clear job descriptions, career development plans, effective performance management systems, and proper succession planning.
MCA Article May 2016
The document discusses how the profile of executives and non-executive roles are changing. As hospitality and leisure businesses evolve and become more digitally focused multichannel retailers, the skills and experience required of executives and non-executives is expanding. To succeed in non-executive roles in the future, current executives will need a breadth of experience including embracing innovation, ensuring strong digital performance, and understanding the customer experience across multiple channels. Developing skills in new areas through training and gaining experience in different sectors will make executives stronger candidates for plural non-executive careers. It is also important to choose non-executive roles carefully and be selective to further long-term career goals.
Employee job retention
This document discusses employee retention in organizations. It defines employee retention as measures taken to encourage employees to remain with an organization for as long as possible. Retaining key employees is important for long-term organizational success as it ensures customer satisfaction, productivity, and preservation of institutional knowledge. The document outlines some of the challenges of employee retention, such as the costs of replacing employees and the competitive job market. It stresses the importance of identifying employees' needs and developing tailored retention strategies to keep talented workers.
Employee retention
This document discusses various reasons why employees leave their jobs and strategies to improve employee retention. It begins by outlining top reasons for employee turnover according to different studies, such as lack of growth opportunities, low pay, and poor company culture. It then discusses micro-level reasons like compensation, stress, and competing job opportunities. The document provides detailed lists of actions organizations can take to address different reasons for attrition, such as improving communication, flexibility, recognition programs, and career development opportunities. Overall, the key message is that retention requires understanding why employees leave and implementing strategies to improve motivation, satisfaction, and engagement.
Human Resources for SMES
SMEs number one challenge is talent.; even before finances. Learn how to build a successful human resource program without going broke
104768846 employees-retention
This document provides an introduction to the study, outlining its objectives and significance. The study aims to explore the main factors that contribute to employee retention in the private sector in Kuwait. Specifically, it seeks to investigate the types of benefits, organizational strategies, and cultural issues that most impact retention. It also examines employees' future plans and how they relate to retention. The introduction establishes the importance of retention to organizational success and discusses challenges such as information asymmetry, agency costs, and motivational styles that can negatively impact retention. It sets up the problem statement around a lack of research on retention factors in the Middle East Gulf region context.
Employee retention
Employee retention refers to employers' efforts to retain employees in their workforce. While retention can be represented by a simple statistic like retention rate, it also relates to the strategies employers use to retain talent. The goal is usually to decrease costs associated with turnover like training and recruitment. Employers can analyze data and implement concepts from organizational behavior to improve retention rates. They may also aim for "positive turnover" by retaining only high performers. Theories like Herzberg's help explain factors like motivators and hygiene factors that influence satisfaction and retention. Common retention strategies include competitive benefits, incentives, internal development opportunities, and engagement surveys.
employee turnover
The document discusses employee turnover and retention management. It defines employee turnover as movement across an organization's boundaries and discusses types of turnover like voluntary, involuntary, avoidable and unavoidable. High turnover can negatively impact organizations through costs of recruitment, training and operational disruption. However, turnover can also have positive impacts like increased performance. The document then discusses strategies organizations can use to improve employee retention like competitive pay, training opportunities, work-life balance and career development programs.
HOW CAN HR TURN THE GREAT RESIGNATION TO THE GREAT RETENTION.docx
The document discusses strategies for HR to address the "Great Resignation" phenomenon and improve employee retention. It explains that the pandemic led many employees to reconsider their jobs and priorities like safety. As a result, resignation rates increased sharply. To stem attrition, the document recommends that companies focus on strengthening workplace culture and connections between employees. It also suggests investing in employees' well-being, offering flexibility, enhancing the organization's mission, rewarding loyalty, providing appreciation and growth opportunities to boost retention.
Impacts of HR on Employees Turnover
The rate at which employees leave a company and are replaced by new Employees. One of the critically challenging issues in business world. Estimated probability that employees will stay or leave the organization. May triggered by - quits, attrition, exits, mobility, migration, succession. Obstacles toward achieving organizational objectives. Delay in innovation process & weak service consistency. Increasing pressure for the current employees in organization & Reflects poor organizational image. Overall bad impact on organizational performance & effectiveness.
Unit 4 employee retention
This document discusses strategies for employee retention and managing voluntary employee turnover. It provides five elements of a comprehensive employee retention strategy: 1) better recruiting from the beginning by prioritizing long-term fit, 2) training managers to foster retention, 3) measuring and supporting engagement, 4) showing recognition in multiple ways, and 5) framing long-term career trajectories. It also discusses five steps to reduce voluntary turnover: 1) creating an environment of trust and communication, 2) giving employees goals and recognizing achievements, 3) investing in employee training, 4) remaining competitive with benefits and pay, and 5) avoiding overburdening employees.
ATTRITION,EMPLOYEE RETENTION
Attrition is a challenge for organizations as employees leaving take away institutional knowledge and costs associated with replacing them are high. Common reasons for attrition include lack of competitive pay and benefits, insufficient work-life balance, lack of appreciation, and limited growth opportunities. For organizations, attrition leads to loss of productivity, replacing qualified employees is costly, and high turnover hurts company morale. Retaining valuable employees benefits both the organization and individual employees through maintaining institutional knowledge, minimizing costs associated with turnover, and supporting career growth.
Employee retention
This document discusses employee retention and turnover. It provides an overview of the causes of employee attrition and ways that agencies can improve retention rates. It discusses truths about turnover, including that some turnover is desirable, turnover is costly, and money is not always the key factor in retention. Reasons for employee burnout and ways to identify it are outlined. Succession planning is important to mitigate losses from retirements. The public sector faces impacts from demographic changes as large numbers of baby boomers retire.
What's hot (20)
Importance Of Having Clearly Articulated Business Model | Business Model Inno...
Importance Of Having Clearly Articulated Business Model | Business Model Inno...
Strategic Action Plan for Combating the Challanges of HRM_V1.1
Strategic Action Plan for Combating the Challanges of HRM_V1.1
HOW CAN HR TURN THE GREAT RESIGNATION TO THE GREAT RETENTION.docx
HOW CAN HR TURN THE GREAT RESIGNATION TO THE GREAT RETENTION.docx
Similar to Pds outplacement power point (2)
Principles And Variety Of Leadership.Ppt
Maximum People Performance is a consulting firm focused on helping organizations achieve their strategic objectives by engaging employees to reach their maximum potential. They believe in customized solutions for each unique client and finding the best match between experienced consultants and desired client outcomes. Their approach involves understanding the client's vision, assessing workplace needs, and implementing tailored HR solutions to achieve results. They offer innovative consulting and training in areas like organizational effectiveness, people development, and employee relations. The benefits for clients include inspired, focused, and engaged employees committed to business goals.
Matthew Ryan & Associates Digital Brochure
The document describes career and leadership development coaching services that help individuals advance professionally. The coaching focuses on developing leadership skills, improving performance, and ensuring career progression. Services include organizational development, communication skills training, and career transition management to help clients get new jobs. Coaching is provided individually and to organizations through workshops on topics like leadership, communication, and professional development.
Matthew Ryan & Associates Digital Brochure
The document describes career and leadership development coaching services that help individuals advance professionally. The coaching focuses on developing leadership skills, improving performance, and ensuring career progression. Services include organizational development, professional development coaching, career transition management, and workshops. Coaching is conducted individually and for organizations to help clients strengthen skills and achieve their career goals.
Matthew Ryan & Associates Digital Brochure
The document describes career and leadership development coaching services that help individuals advance professionally. The coaching focuses on developing leadership skills, improving performance, and ensuring career progression. Services include organizational development, professional development coaching, career transition management, and workshops. Coaching is conducted individually and for organizations to help people and businesses achieve their full potential.
Management of Reward Strategy to drive superior performance1
This document outlines a company's total rewards strategy to attract, retain, and motivate top talent to drive superior performance. The strategy includes competitive compensation and benefits, work-life balance programs, recognition awards for high performers, and opportunities for career growth. Performance management and talent development processes are also discussed to ensure goals are set and employees' strengths and weaknesses are identified to help them improve. The rewards strategy is designed to align with the company's mission, values, and business objectives. Suggestions for enhancing the strategy include improving communication of benefits and making the programs more flexible and global.
Mchils Executive Search
Mchils– A Search firm to ensure the highest standards of professionalism in the practice of Executive Search and by that to give new perspectives to our clients as well as our candidates. When companies seek to hire senior-level management from outside their organization, we make sure they hire not just any qualified person, but the most qualified and appropriate person to meet the challenges of the position and by that the future of the company. As a retained Executive Search firm we work under an exclusive contract with the client organization dedicated to searches that succeed.
SRA Atlanta North 2016 Brochure
Sanford Rose Associates - Atlanta North is an executive search firm specializing in supply chain management and IT leaders. Some key aspects that make them different include their in-depth industry knowledge, focus on passive candidates, and proprietary Dimensional Search methodology. Their mission is to identify talent that will have an immediate impact on their client's organizations and help them achieve their strategic goals.
ConsultingUnlimited_Business Case v3
Consulting Unlimited provides organizational coaching and consulting services. Its philosophy aims to positively transform cultures, increase wellbeing and performance, and benefit society. The business proposal outlines solutions to challenges like optimizing talent, driving strategy and vision, and aligning purpose to create value. Nashak Billimoria has over 10 years of business analysis experience and 3 years of freelance consulting experience developing performance frameworks and software. Testimonials praise the positive impact on growth, focus, clarity, and development.
Sample 2
DJS is an established recruitment agency in India offering permanent and temporary staffing services across diverse industries since 2005. They focus on developing long-term relationships with clients and candidates by understanding their unique needs and providing qualified candidates. DJS maintains a large database of professionals and uses various recruitment methods like advertisements, search engines, and referrals. They provide end-to-end recruitment support including candidate screening, interviews, reference checks, and negotiations. DJS also offers training programs to candidates on soft skills, behavior, and technical skills.
Interact consultants
Interact Consultants is a Sri Lankan HR consulting firm. Their mission is to provide specialized HR solutions and expertise to clients to help them gain a competitive advantage. They offer a range of services including recruitment, HR outsourcing, payroll management, and training. Their goal is to exceed client expectations by understanding unique client needs and delivering high quality, valuable solutions.
Targeting Talent - Moon Consulting
The document provides tips for successful recruitment in the low carbon sector from Moon Consulting. It discusses preparing for a recruitment campaign by understanding the market conditions, involving stakeholders, and creating an effective job description. The top tips are to plan the recruitment process, understand what competitors offer to attract candidates, listen to advice, remain flexible in candidate requirements, and ensure all parties are engaged in the three-way process of recruitment. The last tip is to work with an experienced recruiter like Moon Consulting to challenge perceptions and find top talent.
MFC - CORPORATE
MINDFREE Consulting is a recruitment and business consulting firm based in Dubai that aims to bridge assets by finding the right candidates and optimizing clients' business operations. They offer services such as executive search, outsourced recruitment, and business consulting to help clients in various industries across the Middle East and Africa. The company prides itself on its experienced leadership, customized solutions, international reach, and track record of building long-term client relationships.
Ksirius Presentation
KSIRIUS is an executive search and recruitment firm that helps companies identify and hire knowledge leaders and managers. It uses specialized services to build teams for clients at all management levels. KSIRIUS creates customized recruitment strategies for large corporations and SMEs with a focus on ethics, honesty, and quality. Its mission is to be a globally trusted recruitment partner through responsiveness, excellence, and resourcefulness.
Employzee Consultancy
Employzee Consultancy is a professionally managed Manpower & Recruitment Consultancy in Rajkot, engaged in providing recruitment solutions. We render Executive Search, Recruitment Service, Bulk Hiring, Campus Hiring, Permanent Hiring, Staffing Solution, Training & Development and Human Resource Development for diverse industries. Our core competency lies in rendering Executive search especially in the recruitment of Senior Management Professional.
Predictive index 2021 Talent Optimization edition
What is Predictive Index? How does Predictive Index work? Talent Optimization expert Rob Friday has trained over 1000 business leaders to use Predictive Index. See the updated 2021 Talent Optimization Presentation here.
Global Talent Corner | HR Solutions | Executive Search
Global Talent Corner is a trusted partner for providing cost effective HR solutions to Organizations worldwide.
Global Talent Corner offers Executive Search, HR Outsourcing and HR Consulting services across all major industry verticals.
At Global Talent Corner our prime objective is to add value to the clients business by offering customized solutions for specific needs of our clients and designing and delivering most effective search and consulting solutions to provide our clients a competitive edge in their core areas of business.
excelmanpowerppt
The document summarizes Excel Manpower's executive search and talent solutions services. It highlights Excel Manpower's focus on client service, accountability, and using innovative technology to streamline operations. It also outlines Excel Manpower's unique value proposition, including industry expertise, vast networks and candidate base, and ability to handle both small and large projects.
Austcorp executive work with us introduction brochure
The document provides information about AustCorp Executive Recruitment, a recruitment firm established in 1996. It operates under 5 divisions and services various industries. The company's mission is to believe people are the most powerful resource and recruitment can provide competitive advantage. It aims to put clients first and partner with organizations it is passionate about helping through innovative recruitment solutions. The document outlines the company's values, roles, performance standards, key figures and details about employee engagement and commission structure.
Design & Construct Company Profile LINKEDIN (1)
Design & Construct is a leading recruitment agency established in 2004 that specializes in providing high quality design and construction recruitment solutions. They adopt a personalized approach to recruit contract and permanent employees for all levels of the building, construction, engineering and architectural industries in Australia. Their team of passionate consultants have proven skills and understand both client and candidate motivations to make successful matches. Services include contingency recruitment, exclusive recruitment, contract recruitment, executive search, retained search, advertising, and psychometric testing.
Similar to Pds outplacement power point (2) (20)
Management of Reward Strategy to drive superior performance1
Management of Reward Strategy to drive superior performance1
Recruitment, Selection, Coaching and Psychometric Services
Recruitment, Selection, Coaching and Psychometric Services
Global Talent Corner | HR Solutions | Executive Search
Global Talent Corner | HR Solutions | Executive Search
Austcorp executive work with us introduction brochure
Austcorp executive work with us introduction brochure
Recently uploaded
Switching Careers Slides - JoyceMSullivan SocMediaFin - 2024Jun11.pdf
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
官方认证美国旧金山州立大学毕业证学位证书案例原版一模一样
原版一模一样【微信：741003700 】【美国旧金山州立大学毕业证学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
在线制作加拿大萨省大学毕业证文凭证书实拍图原版一模一样
原版一模一样【微信：741003700 】【加拿大萨省大学毕业证文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
All Of My Java Codes With A Sample Output.docx
Contains All of the Java Programs from Beginning to the Advanced Concepts that I had Practiced While Learning Java
How to overcome obstacles in the way of success.pdf
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
一比一原版(EUR毕业证)鹿特丹伊拉斯姆斯大学毕业证如何办理
原件一模一样【微信：95270640】【鹿特丹伊拉斯姆斯大学毕业证EUR学位证成绩单】【微信：95270640】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：95270640】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：95270640】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份【微信：95270640】
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
办理鹿特丹伊拉斯姆斯大学毕业证毕业证offerEUR学位证【微信：95270640 】外观非常精致，由特殊纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理鹿特丹伊拉斯姆斯大学毕业证EUR学位证毕业证offer【微信：95270640 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理鹿特丹伊拉斯姆斯大学毕业证毕业证offerEUR学位证【微信：95270640 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理鹿特丹伊拉斯姆斯大学毕业证毕业证offerEUR学位证【微信：95270640 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
Connect to Grow: The power of building networks
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
一比一原版(surrey毕业证书)英国萨里大学毕业证成绩单修改如何办理
原版定制【微信:741003700】《(surrey毕业证书)英国萨里大学毕业证学位证成绩单》【微信:741003700】成绩单 、雅思、外壳、留信学历认证永久存档查询，采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份毕业证【Q微信741003700】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【Q微信741003700】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
Learnings from Successful Jobs Searchers
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
体育博彩论坛-十大体育博彩论坛-体育博彩论坛|【网址🎉ac55.net🎉】
在体育博彩论坛，你会发现数之不尽的在线博彩机会，包括世界各地的精彩体育赛事以及绝佳的赔率。此外，体育博彩论坛还会为你提供诸如赌场、宾果和扑克等在线游戏以及各种各样的奖金优惠，包括体育博彩论坛的免费投注。无论你是忠实的足球迷，或者是二十一点的专业玩家，在这里都可以找到你最感兴趣的投注市场或游戏。
在线办理(UOIT毕业证书)安大略省理工大学毕业证在读证明一模一样
原件一模一样【微信：bwp0011】《(UOIT毕业证书)安大略省理工大学毕业证》【微信：bwp0011】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问微bwp0011
【主营项目】
一.毕业证【微bwp0011】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【微bwp0011】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
按照学校原版(ArtEZ文凭证书)ArtEZ艺术学院毕业证快速办理
官方原版办理【(ArtEZ毕业证书)ArtEZ艺术学院毕业证】【176555708微信号】海外认证成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信176555708】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信176555708】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
Community Skills Building Workshop | PMI Silver Spring Chapter | June 12, 2024
Community Skills Building Workshop | PMI Silver Spring Chapter | June 12, 2024Hector Del Castillo, CPM, CPMM
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.一比一原版布拉德福德大学毕业证（bradford毕业证）如何办理
一模一样【微信：A575476】【布拉德福德大学毕业证（bradford毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
按照学校原版(UofT文凭证书)多伦多大学毕业证快速办理
快速办理【(UofT毕业证书)多伦多大学毕业证】【176555708微信号】硕士毕业证成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信176555708】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信176555708】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
一比一原版美国西北大学毕业证(NWU毕业证书)学历如何办理
原版办理【微信号:BYZS866】【美国西北大学毕业证(NWU毕业证书)】【微信号:BYZS866】《成绩单、外壳、雅思、offer、真实留信官方学历认证（永久存档/真实可查）》采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路）我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信号BYZS866】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信号BYZS866】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
Gabrielle M. A. Sinaga Portfolio, Film Student (2024)
My portfolio as a highly motivated film student pursuing a career in Yogyakarta.
办理阿卡迪亚大学毕业证（uvic毕业证）本科文凭证书原版一模一样
原版一模一样【微信：741003700 】【阿卡迪亚大学毕业证（uvic毕业证）本科文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Recently uploaded (20)
Switching Careers Slides - JoyceMSullivan SocMediaFin - 2024Jun11.pdf
Switching Careers Slides - JoyceMSullivan SocMediaFin - 2024Jun11.pdf
How to overcome obstacles in the way of success.pdf
How to overcome obstacles in the way of success.pdf
Community Skills Building Workshop | PMI Silver Spring Chapter | June 12, 2024
Community Skills Building Workshop | PMI Silver Spring Chapter | June 12, 2024
Gabrielle M. A. Sinaga Portfolio, Film Student (2024)
Gabrielle M. A. Sinaga Portfolio, Film Student (2024)
Pds outplacement power point (2)
- 1. PERSONALIZED • DEFINITIVE • STRATEGIC Outplacement & Career Transition Services Proud Member, Global Outplacement Alliance
- 2. PERSONALIZED • DEFINITIVE • STRATEGIC Our Commitment We tailor our top flight Outplacement programs to meet the needs of corporations throughout the United States. As proud members of the Global Outplacement Alliance, our service reach expands to serve your locations throughout North America and internationally. Our services bring realized benefits to companies experiencing a Reduction in Force, while positioning transitioning employees for success in their target market.
- 3. PERSONALIZED • DEFINITIVE • STRATEGIC PARTNERING WITH LEADERSHIP / HUMAN RESOURCE CAPITAL MANAGEMENT: Termination support, training and logistics. Immediate commencement of high value programs to ensure the smooth exit of valued employees. Provide positive public image, internally and externally. “Bill & John helped us foster a feeling of dignity and respect toward our employees that lent a modicum of compassion to a truly heart wrenching situation. We couldn’t be more pleased with the services they provided, and would highly recommend them to anyone considering outplacement services.” Terry L. Deeringer, Human Resources / General Service Manager, City of La Quinta, CA
- 4. PERSONALIZED • DEFINITIVE • STRATEGIC UPFRONT COST, BACKEND SAVINGS: While PDS provides separated employees with services to discover their ‘best fit’ for a new position, your organization gains: Realized cost savings in state unemployment benefits per employee who are re-employed in a shorter period of time. Eliminate risk of lawsuits and retaliatory incidents. Improve morale and productivity of retained workforce. Increase reputation as an employee centered place to work when recruiting choice applicants for future openings.
- 5. PERSONALIZED • DEFINITIVE • STRATEGIC HIGH INTEGRITY, HIGH TOUCH: THE PDS DIFFERENCE Totally employee-driven and customized: 1:1 individualized approach Every candidate works 1:1 with a primary consultant Team approach to support target market research Relationship/network based job leads “There are a lot of automated services available, but your ability to provide a personal touch put PDS head and shoulders above the rest.” Scott McCale, Director of Human Resources, MDA National Headquarters, Tucson, AZ
- 6. PERSONALIZED • DEFINITIVE • STRATEGIC A FULL SUITE OF SERVICE OPTIONS Compassionate Career Transition Workshops Plus Coaching • Executive Leadership • Long-term Employees & Managers • Encore Planning • 1-2 Day Workshops plus 30 day individualized coaching Personalized Coaching • Branding that ‘sizzles’ • Dynamic Marketing Collateral • Professional Resume • Career Transition Coaching • • • • Networking Methodology Maximizing Social Media Interview Technique Salary/Benefit Negotiations
- 7. PERSONALIZED • DEFINITIVE • STRATEGIC CUSTOMIZED WORKSHOPS = PROACTIVE SUCCESS 1 day workshop + 30 day individual coaching*: Impact and Opportunities Myers-Briggs Temperament Inventory (discover strengths!) PDS Resume Questionnaire – showcasing accomplishments ‘Tell Me About Yourself’ - defining skillsets Future Focused Career Mapping 2 day workshop + 30 day individual coaching*: Day One Plus: Networking Methodology Interview Strategies for today’s marketplace Salary / Benefit Negotiations *CPRW professionally customized resume completed during 30 day coaching period.
- 8. PERSONALIZED • DEFINITIVE • STRATEGIC LONG TERM EMPLOYEE & MIDDLE MANAGER COACHING TAILORED TO INDUSTRY / FUNCTION • Professional branding defined: Value assessment: skillsets + accomplishments + personal qualities / work ethic Customized, targeted resume Strategic Interviewing Techniques • Business Research Assistance by Industry • Networking Methodologies / Social Media
- 9. PERSONALIZED • DEFINITIVE • STRATEGIC LONG TERM EMPLOYEE & MIDDLE MANAGER COACHING TAILORED TO INDUSTRY / FUNCTION • Professional branding defined: Value assessment: skillsets + accomplishments + personal qualities / work ethic Customized, targeted resume Strategic Interviewing Techniques • Business Research Assistance by Industry • Networking Methodologies / Social Media
- 10. PERSONALIZED • DEFINITIVE • STRATEGIC EXECUTIVE LEADERSHIP COACHING • Myers-Briggs strengths assessment • Personal branding and coaching • Executive level team consulting approach • Business intelligence research assistance • Acclimation coaching after-hire • Life-time career guidance
- 11. PERSONALIZED • DEFINITIVE • STRATEGIC ENCORE PLANNING For those ready to consider quality retirement or semi-retirement options: • • • • Individual coaching to identify preferred options Ongoing networking and community building Entrepreneurial referrals Non-profit community service / Board appointments
- 12. PERSONALIZED • DEFINITIVE • STRATEGIC Select companies and industries served Contact Bill Jeffries at 866 210 7430 to initiate your organization’s Outplacement solution. www.pdscareers.com