The document provides information about People Perfect, a human resources and outsourcing services company based in Pakistan. It discusses the company's mission to build value-based relationships through reliable HR and outsourcing solutions. It provides details on the company's history and background, core values, products and services including HR strategy, employee outsourcing, executive search, business process outsourcing, training and development, and payroll management. It also includes biographies of several members of the company's senior management team.
Enterprise Rent-A-Car motivates employees through a company culture that emphasizes customer service, trust, and opportunities for personal and professional growth. Managers seek to understand each employee's motivations and provide a supportive work environment. Motivated employees are crucial to Enterprise's success as they deliver excellent customer service and drive business growth through repeat customers and positive reputation.
Ceo Talent Search Pvt Ltd..Presentationshashinair05
CEO TalentSearch is an integrated HR services provider with 4 verticals and offices in India and overseas. It was established in 2001 as a talent search entity under the CEO Group, which was founded in 1999. CEO TalentSearch has over 100 clients across 8 countries and a team of over 100 professionals. It offers position-based recruitment and mass recruitment through its Way2Jobz initiative, using various talent sourcing methods and screening tools. Some of its major clients that it has placed candidates for include Best & Crompton, EID Parry, L&T, PepsiCo and others.
Ceo Talent Search Pvt Ltd Presentation (2)guestb28258
CEO TalentSearch is an integrated HR services provider with 4 verticals and offices in India and overseas. It was established in 2001 as a talent search entity under CEO Group, which was founded in 1999. CEO TalentSearch has over 100 professionals and more than 100 clients spread across 8 countries. It offers position-based recruitment and mass recruitment through its Way2Jobz initiative, which uses scientific screening tools. Some of its major clients that it has placed candidates for include Best & Crompton, EID Parry, India Cements, L&T, and PepsiCo.
Content from my books on employer branding: "Brand from the Inside", "Brand for Talent". Includes definitions and how to embark on an employer branding initiative.
The document describes the iDEA entrepreneurship program. The program aims to incubate and develop entrepreneurial abilities through an international postgraduate program. It provides a 10 month foundational course followed by 8 months of international exposure and business plan development, and then 12 months of incubation support to launch and stabilize businesses. The program involves screening applicants through assessments of their entrepreneurial passion and aptitude. The goal is to nurture entrepreneurs who can create jobs and contribute to economic growth.
LK Vienna Stephen Parry Sense and RespondStephen Parry
The document discusses Lean Kanban and service climate diagnostics. It provides information on Stephen Parry as an author on Lean topics. It then discusses various "doors" an organization can take to embrace Lean and why some approaches are better than others. It also summarizes a service climate diagnostic tool called Climetrics® and how it can be used to assess an organization. Several examples are given of how the diagnostic was used to measure improvements after transformations at different companies.
Engage is a UK-based employee engagement consulting firm with 40 employees. They specialize in measuring, thinking about, and delivering solutions to improve employee engagement for their clients. Their clients range from large FTSE 100 companies to innovative startups. Engage takes a strategic, data-driven approach to developing engagement programs tailored to each client's specific needs and objectives. Their goal is to enhance business performance by increasing employee engagement.
New Chapter is a leading executive search and selection consultancy specializing in recruiting for middle to senior management roles in the FMCG and retail sectors. They aim to raise standards in recruitment by deeply understanding clients' businesses and culture to source candidates that are a strong fit. New Chapter offers a range of services including advertising, database searches, and consultancy to help clients attract, assess, recruit, and retain top talent. Candidates are drawn to New Chapter due to their strong reputation in the market and focus on delivering professional, honest, and results-oriented service.
Enterprise Rent-A-Car motivates employees through a company culture that emphasizes customer service, trust, and opportunities for personal and professional growth. Managers seek to understand each employee's motivations and provide a supportive work environment. Motivated employees are crucial to Enterprise's success as they deliver excellent customer service and drive business growth through repeat customers and positive reputation.
Ceo Talent Search Pvt Ltd..Presentationshashinair05
CEO TalentSearch is an integrated HR services provider with 4 verticals and offices in India and overseas. It was established in 2001 as a talent search entity under the CEO Group, which was founded in 1999. CEO TalentSearch has over 100 clients across 8 countries and a team of over 100 professionals. It offers position-based recruitment and mass recruitment through its Way2Jobz initiative, using various talent sourcing methods and screening tools. Some of its major clients that it has placed candidates for include Best & Crompton, EID Parry, L&T, PepsiCo and others.
Ceo Talent Search Pvt Ltd Presentation (2)guestb28258
CEO TalentSearch is an integrated HR services provider with 4 verticals and offices in India and overseas. It was established in 2001 as a talent search entity under CEO Group, which was founded in 1999. CEO TalentSearch has over 100 professionals and more than 100 clients spread across 8 countries. It offers position-based recruitment and mass recruitment through its Way2Jobz initiative, which uses scientific screening tools. Some of its major clients that it has placed candidates for include Best & Crompton, EID Parry, India Cements, L&T, and PepsiCo.
Content from my books on employer branding: "Brand from the Inside", "Brand for Talent". Includes definitions and how to embark on an employer branding initiative.
The document describes the iDEA entrepreneurship program. The program aims to incubate and develop entrepreneurial abilities through an international postgraduate program. It provides a 10 month foundational course followed by 8 months of international exposure and business plan development, and then 12 months of incubation support to launch and stabilize businesses. The program involves screening applicants through assessments of their entrepreneurial passion and aptitude. The goal is to nurture entrepreneurs who can create jobs and contribute to economic growth.
LK Vienna Stephen Parry Sense and RespondStephen Parry
The document discusses Lean Kanban and service climate diagnostics. It provides information on Stephen Parry as an author on Lean topics. It then discusses various "doors" an organization can take to embrace Lean and why some approaches are better than others. It also summarizes a service climate diagnostic tool called Climetrics® and how it can be used to assess an organization. Several examples are given of how the diagnostic was used to measure improvements after transformations at different companies.
Engage is a UK-based employee engagement consulting firm with 40 employees. They specialize in measuring, thinking about, and delivering solutions to improve employee engagement for their clients. Their clients range from large FTSE 100 companies to innovative startups. Engage takes a strategic, data-driven approach to developing engagement programs tailored to each client's specific needs and objectives. Their goal is to enhance business performance by increasing employee engagement.
New Chapter is a leading executive search and selection consultancy specializing in recruiting for middle to senior management roles in the FMCG and retail sectors. They aim to raise standards in recruitment by deeply understanding clients' businesses and culture to source candidates that are a strong fit. New Chapter offers a range of services including advertising, database searches, and consultancy to help clients attract, assess, recruit, and retain top talent. Candidates are drawn to New Chapter due to their strong reputation in the market and focus on delivering professional, honest, and results-oriented service.
Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013HRBoss
The document summarizes an event hosted by HiringBoss to discuss challenges in Asia's HR landscape and solutions provided by HR technology. It includes an agenda for guest speakers and topics on challenges facing recruitment in Singapore and Asia due to tighter foreign workforce regulations. Networking and solutions for strategic recruitment through a talent acquisition cycle and recruitment models are also discussed.
Complete process of tracking and managing sales leads (prospective customers) from generation of leads to their conversion into sales and long-term relationships. The data generated in this process is used in the measurement of the efficiency of the marketing and sales efforts.
Engage is a UK-based specialist in employee engagement. They have forty employees who are experts in engagement, research, consulting, communications, and leadership. They work with both large international brands and smaller innovative companies. Engage aims to enhance business performance through improving employee engagement. They help clients measure engagement, develop strategies to improve it, and implement solutions across areas like leadership, culture, communications, and collaboration. Engage tailors its approaches to client needs and objectives and measures the results and return on investment of engagement programs.
1) Kelly Services is a global staffing firm operating in 33 countries that provides a range of workforce solutions including temporary staffing, permanent recruitment, on-site management, outsourcing, and consulting.
2) The company emphasizes passion for their work, opportunities for career growth, training and development programs, and competitive benefits packages.
3) Employees enjoy feeling part of a global community while managing their own business areas, and appreciate having their achievements recognized through rewards and incentive programs.
This document discusses Technical & Professional Recruitment through Search & Selection. Search & Selection is a bespoke recruitment method that focuses on finding senior or strategic candidates that are not actively job searching. It involves targeting specific individuals, conducting confidential interviews, and providing an exclusive shortlist of qualified candidates to interview. Using Search & Selection provides benefits like reaching passive candidates, exclusivity, focus on the role requirements, and ensuring the process is handled discreetly and within an agreed timeline.
The document discusses high performance culture and its importance for business success. It defines high performance culture as constantly striving to improve and be the best.
It then provides three examples of organizations that have successfully implemented high performance culture: 1) Beames & Associates consulting firm requires all staff to deliver their best work. 2) They train staff by bringing in business leaders. 3) A boot camp run by Pro-Fit helps business owners stay physically fit and motivated through competitive training.
The document concludes by providing a checklist for business owners to assess if they have a high performance culture and identifies steps to develop one, which can double business results. Implementing a high performance culture requires setting goals, challenging yourself and your team
This document provides an overview of the management consulting industry and how it may be impacted by the economic downturn. It discusses:
1) Management consultants will need to clearly demonstrate their value proposition to clients to survive the downturn as discretionary spending is reduced.
2) The downturn provides an opportunity for consultants and clients to re-evaluate the role of consultants and ensure work is focused on direct outcomes rather than activities like training.
3) Some analytical work like strategy development that was outsourced may be brought in-house by clients during difficult economic times. Consultants specializing in direct client work will be less vulnerable.
UltraSpectra is an IT and internet marketing firm headquartered in Islamabad that provides services such as SEO, social media marketing, web design, and software development. It has a presence in multiple countries and believes in professionalism, integrity, and customer satisfaction. UltraSpectra's product is FranDesk, a franchise management software solution.
The document discusses the vision, mission, and objectives of organizations. It provides definitions and characteristics of vision, mission, and objectives. It then summarizes the vision, mission, and objectives of two companies - Tata and AIG.
Tata's vision is to enrich quality of life by meeting essential needs. Its mission is to be the most respected in its industries and geographies by enhancing customer value, being competitive, internationalizing, improving shareholder value, strengthening relationships, and providing innovations.
AIG's vision is to be the world's first choice for insurance and financial services. Its mission is to provide financial security through developing market-driven products, investing in people, giving prompt service, with values of
Write up on tresonance consulting april 2015Vinit Taneja
Tresonance Consulting was established by Vinit Taneja to help organizations and individuals align their inner purpose and values with their external choices and actions. This enables true engagement and joy. Tresonance works with clients to discover their deeper purpose, develop leadership skills like mindfulness and intuition, and ensure their culture, vision and systems support their purpose. Key services include facilitating vision/values, measuring culture change, and developing personal mastery. The goal is for organizations to be effective, endearing and enduring. Nithya Shanti is Tresonance's soul-partner, sharing teachings to help people connect with wisdom and live from their heart.
Vision Kraaft Inc. provides soft skills and management training, life coaching, and image consulting to corporations, educational institutions, and individuals. It aims to help people present their hard skills perfectly by polishing their soft skills. Services include training programs in areas such as communication, time management, leadership, and customized solutions for clients' needs. The organization also conducts workshops on topics like attitude building, stress management, and public speaking.
Basic truths and principles t me 04-12-2012Tapio Meskanen
1) Managed services involve a service provider taking over day-to-day management responsibilities from a client to improve operations.
2) Successful managed services require a long-term perspective as there are no quick profits; costs must be offset over many years under a service level agreement.
3) Outsourcing operations does not necessarily reduce operating expenses and outsourced problems may grow larger without proper management. Dimensions like infrastructure, environment, culture influence operations costs.
The document discusses the importance of having a clear vision for a company. It states that without a vision, efforts to professionalize a company will be futile. It also notes that a company's stated vision is important for attracting the right employees and talent, as startups are often able to do this despite lower pay by having an inspiring vision. Finally, it says that for a vision to be effective, it needs to be ambitious, well-articulated, widely communicated, and guide the company's actions.
Human resource management seeks competitive advantage through strategic workforce deployment. There are two views of HRM: hard HRM focuses on using people to achieve goals through control, while soft HRM values employees and seeks commitment through cooperation. The standard HRM agenda includes employment relations, performance management, and training and development. Integrating HRM practices supports organizational goals. Managing the employment relationship depends on expectations and security. Developing potential involves training cycles and reward management motivates performance.
The Brokers Group is a clinical and IT staffing firm that has experienced significant growth, being named one of the fastest growing companies in New Jersey and the US. The company's CEO, Dan Reynolds, was recognized as an Ernst & Young Entrepreneur of the Year finalist. The Brokers Group focuses on placing senior-level healthcare and IT professionals and prides itself on developing long-term relationships with clients and candidates.
This document provides an overview of People & Performance A/S, a consulting firm that specializes in recruitment, training, leadership development, and advising. It lists the executive team and consultants. It describes the company's mission to make business impact stick and its vision to be a dominant player in Denmark with an international presence by 2015. The document outlines People & Performance's approach focusing on strategy, performance, culture, competencies and people. It lists the business areas and experience the company has working with various sized companies globally. Finally, it describes the recruitment process and edge the company provides to clients.
The document is a cover letter and resume submitted by Vimal Kishor for a middle management position in human resources. Vimal has over 5 years of experience in human resources, recruitment, and related fields in various industries. He believes his ability to motivate employees and track record of improving HR processes make him a strong candidate for the position. Vimal is confident that his qualifications are an excellent match for the Assistant Manager, Resource Manager, HR Manager or Recruitment Manager role.
Ravi Kumar founded DilSeBol, a company that customizes merchandise like t-shirts and mugs with designs provided by customers. He was motivated by similar successful ventures in the US and felt the concept could work in India as internet usage was growing. DilSeBol allows customers to upload designs and complete the ordering process online. Ravi hopes TiE Chennai can help creative entrepreneurs like him access potential investors and customers.
Pravin Shekar is a serial entrepreneur who starts new ventures every few years. What began as part-time work led to multiple market research companies. His current company, Krea, specializes in healthcare market research. As a TiE Chennai member, Pravin mentors
The document outlines an educational consultancy training programme on conquering challenging behaviour for effective learning. The programme includes:
1. Classifying different types of pupils and how they respond to staff in order to manage misbehaviour.
2. Exploring the motives behind pupil misbehaviour and practical strategies to manage it effectively and non-confrontationally such as using praise and ignoring low-level disruption.
3. Demonstrating activities to engage different types of learners like group work, pairing students, and using visual and kinesthetic methods to minimize disruption and encourage good behavior.
The document discusses the role of marketing and how it is becoming more focused on personal connections and customer experience. It argues that marketing should aim to understand customers on a personal level and craft messages that convey personal value to the customer. Additionally, marketing should integrate customer touchpoints and prioritize improving the customer experience. Data-driven marketing is also transforming how companies engage customers by using analytics to personalize experiences and better serve individuals.
This document provides an overview of Professional Employers Private Ltd. (PEOPLE), which offers various human resources and business process outsourcing services. It outlines their mission, history, core values, management team, and contact details. It also summarizes their key services, which include HR strategy and organizational development, training and development, employee outsourcing, executive search, recruitment process outsourcing, business process outsourcing, antecedent and physical verification, and payroll management.
Defining Social Media Optimization in Simple Words Vineet Waldia
Social media refers to Internet- and mobile-based tools that enable people to share and discuss information. Social media facilitates a global conversation that moves quickly. 73% of active social media users read blogs, 45% have their own blog, and 57% belong to a social network. To effectively use social media, companies should create social media pages to promote their brand, encourage discussion, and post regularly while avoiding hard sales approaches or spamming followers.
Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013HRBoss
The document summarizes an event hosted by HiringBoss to discuss challenges in Asia's HR landscape and solutions provided by HR technology. It includes an agenda for guest speakers and topics on challenges facing recruitment in Singapore and Asia due to tighter foreign workforce regulations. Networking and solutions for strategic recruitment through a talent acquisition cycle and recruitment models are also discussed.
Complete process of tracking and managing sales leads (prospective customers) from generation of leads to their conversion into sales and long-term relationships. The data generated in this process is used in the measurement of the efficiency of the marketing and sales efforts.
Engage is a UK-based specialist in employee engagement. They have forty employees who are experts in engagement, research, consulting, communications, and leadership. They work with both large international brands and smaller innovative companies. Engage aims to enhance business performance through improving employee engagement. They help clients measure engagement, develop strategies to improve it, and implement solutions across areas like leadership, culture, communications, and collaboration. Engage tailors its approaches to client needs and objectives and measures the results and return on investment of engagement programs.
1) Kelly Services is a global staffing firm operating in 33 countries that provides a range of workforce solutions including temporary staffing, permanent recruitment, on-site management, outsourcing, and consulting.
2) The company emphasizes passion for their work, opportunities for career growth, training and development programs, and competitive benefits packages.
3) Employees enjoy feeling part of a global community while managing their own business areas, and appreciate having their achievements recognized through rewards and incentive programs.
This document discusses Technical & Professional Recruitment through Search & Selection. Search & Selection is a bespoke recruitment method that focuses on finding senior or strategic candidates that are not actively job searching. It involves targeting specific individuals, conducting confidential interviews, and providing an exclusive shortlist of qualified candidates to interview. Using Search & Selection provides benefits like reaching passive candidates, exclusivity, focus on the role requirements, and ensuring the process is handled discreetly and within an agreed timeline.
The document discusses high performance culture and its importance for business success. It defines high performance culture as constantly striving to improve and be the best.
It then provides three examples of organizations that have successfully implemented high performance culture: 1) Beames & Associates consulting firm requires all staff to deliver their best work. 2) They train staff by bringing in business leaders. 3) A boot camp run by Pro-Fit helps business owners stay physically fit and motivated through competitive training.
The document concludes by providing a checklist for business owners to assess if they have a high performance culture and identifies steps to develop one, which can double business results. Implementing a high performance culture requires setting goals, challenging yourself and your team
This document provides an overview of the management consulting industry and how it may be impacted by the economic downturn. It discusses:
1) Management consultants will need to clearly demonstrate their value proposition to clients to survive the downturn as discretionary spending is reduced.
2) The downturn provides an opportunity for consultants and clients to re-evaluate the role of consultants and ensure work is focused on direct outcomes rather than activities like training.
3) Some analytical work like strategy development that was outsourced may be brought in-house by clients during difficult economic times. Consultants specializing in direct client work will be less vulnerable.
UltraSpectra is an IT and internet marketing firm headquartered in Islamabad that provides services such as SEO, social media marketing, web design, and software development. It has a presence in multiple countries and believes in professionalism, integrity, and customer satisfaction. UltraSpectra's product is FranDesk, a franchise management software solution.
The document discusses the vision, mission, and objectives of organizations. It provides definitions and characteristics of vision, mission, and objectives. It then summarizes the vision, mission, and objectives of two companies - Tata and AIG.
Tata's vision is to enrich quality of life by meeting essential needs. Its mission is to be the most respected in its industries and geographies by enhancing customer value, being competitive, internationalizing, improving shareholder value, strengthening relationships, and providing innovations.
AIG's vision is to be the world's first choice for insurance and financial services. Its mission is to provide financial security through developing market-driven products, investing in people, giving prompt service, with values of
Write up on tresonance consulting april 2015Vinit Taneja
Tresonance Consulting was established by Vinit Taneja to help organizations and individuals align their inner purpose and values with their external choices and actions. This enables true engagement and joy. Tresonance works with clients to discover their deeper purpose, develop leadership skills like mindfulness and intuition, and ensure their culture, vision and systems support their purpose. Key services include facilitating vision/values, measuring culture change, and developing personal mastery. The goal is for organizations to be effective, endearing and enduring. Nithya Shanti is Tresonance's soul-partner, sharing teachings to help people connect with wisdom and live from their heart.
Vision Kraaft Inc. provides soft skills and management training, life coaching, and image consulting to corporations, educational institutions, and individuals. It aims to help people present their hard skills perfectly by polishing their soft skills. Services include training programs in areas such as communication, time management, leadership, and customized solutions for clients' needs. The organization also conducts workshops on topics like attitude building, stress management, and public speaking.
Basic truths and principles t me 04-12-2012Tapio Meskanen
1) Managed services involve a service provider taking over day-to-day management responsibilities from a client to improve operations.
2) Successful managed services require a long-term perspective as there are no quick profits; costs must be offset over many years under a service level agreement.
3) Outsourcing operations does not necessarily reduce operating expenses and outsourced problems may grow larger without proper management. Dimensions like infrastructure, environment, culture influence operations costs.
The document discusses the importance of having a clear vision for a company. It states that without a vision, efforts to professionalize a company will be futile. It also notes that a company's stated vision is important for attracting the right employees and talent, as startups are often able to do this despite lower pay by having an inspiring vision. Finally, it says that for a vision to be effective, it needs to be ambitious, well-articulated, widely communicated, and guide the company's actions.
Human resource management seeks competitive advantage through strategic workforce deployment. There are two views of HRM: hard HRM focuses on using people to achieve goals through control, while soft HRM values employees and seeks commitment through cooperation. The standard HRM agenda includes employment relations, performance management, and training and development. Integrating HRM practices supports organizational goals. Managing the employment relationship depends on expectations and security. Developing potential involves training cycles and reward management motivates performance.
The Brokers Group is a clinical and IT staffing firm that has experienced significant growth, being named one of the fastest growing companies in New Jersey and the US. The company's CEO, Dan Reynolds, was recognized as an Ernst & Young Entrepreneur of the Year finalist. The Brokers Group focuses on placing senior-level healthcare and IT professionals and prides itself on developing long-term relationships with clients and candidates.
This document provides an overview of People & Performance A/S, a consulting firm that specializes in recruitment, training, leadership development, and advising. It lists the executive team and consultants. It describes the company's mission to make business impact stick and its vision to be a dominant player in Denmark with an international presence by 2015. The document outlines People & Performance's approach focusing on strategy, performance, culture, competencies and people. It lists the business areas and experience the company has working with various sized companies globally. Finally, it describes the recruitment process and edge the company provides to clients.
The document is a cover letter and resume submitted by Vimal Kishor for a middle management position in human resources. Vimal has over 5 years of experience in human resources, recruitment, and related fields in various industries. He believes his ability to motivate employees and track record of improving HR processes make him a strong candidate for the position. Vimal is confident that his qualifications are an excellent match for the Assistant Manager, Resource Manager, HR Manager or Recruitment Manager role.
Ravi Kumar founded DilSeBol, a company that customizes merchandise like t-shirts and mugs with designs provided by customers. He was motivated by similar successful ventures in the US and felt the concept could work in India as internet usage was growing. DilSeBol allows customers to upload designs and complete the ordering process online. Ravi hopes TiE Chennai can help creative entrepreneurs like him access potential investors and customers.
Pravin Shekar is a serial entrepreneur who starts new ventures every few years. What began as part-time work led to multiple market research companies. His current company, Krea, specializes in healthcare market research. As a TiE Chennai member, Pravin mentors
The document outlines an educational consultancy training programme on conquering challenging behaviour for effective learning. The programme includes:
1. Classifying different types of pupils and how they respond to staff in order to manage misbehaviour.
2. Exploring the motives behind pupil misbehaviour and practical strategies to manage it effectively and non-confrontationally such as using praise and ignoring low-level disruption.
3. Demonstrating activities to engage different types of learners like group work, pairing students, and using visual and kinesthetic methods to minimize disruption and encourage good behavior.
The document discusses the role of marketing and how it is becoming more focused on personal connections and customer experience. It argues that marketing should aim to understand customers on a personal level and craft messages that convey personal value to the customer. Additionally, marketing should integrate customer touchpoints and prioritize improving the customer experience. Data-driven marketing is also transforming how companies engage customers by using analytics to personalize experiences and better serve individuals.
This document provides an overview of Professional Employers Private Ltd. (PEOPLE), which offers various human resources and business process outsourcing services. It outlines their mission, history, core values, management team, and contact details. It also summarizes their key services, which include HR strategy and organizational development, training and development, employee outsourcing, executive search, recruitment process outsourcing, business process outsourcing, antecedent and physical verification, and payroll management.
Defining Social Media Optimization in Simple Words Vineet Waldia
Social media refers to Internet- and mobile-based tools that enable people to share and discuss information. Social media facilitates a global conversation that moves quickly. 73% of active social media users read blogs, 45% have their own blog, and 57% belong to a social network. To effectively use social media, companies should create social media pages to promote their brand, encourage discussion, and post regularly while avoiding hard sales approaches or spamming followers.
This webpage provides information about an advertising agency called GA Agent. It states that GA Agent specializes in creating marketing strategies and campaigns for their clients across various industries and platforms. Their portfolio includes examples of successful campaigns they have developed for clients in technology, healthcare, finance, and other sectors using different advertising mediums.
The Betterness Blog is a ongoing discussion on leadership development, nurturing relationships and sustainable innovation. I believe these are the three key interconnected dimensions that can drive change toward a better, healthier, richer and more meaningful word.
The document discusses how to build a personal brand. It states that individuals and companies should view themselves as brands with their own balance sheets. Building a strong personal brand provides benefits like increased visibility, credibility, and influence. It also expands networks. The document lists eight elements important for brand building: passion, perseverance, play, planning, people, purpose, power, and persistence. It provides rules for developing a personal brand such as being diligent, consistent, relevant, interesting, and authentic. Ultimately, a brand is collectively what people say, feel and think about a person, product or company.
The document outlines how technology has transformed the sports industry and provides value. It presents a framework with who the relevant stakeholders are (fans, players, teams, media, sponsors) and what types of technology solutions exist (track and share, event experience, media solutions, analysis). These solutions and who they affect are explored further, with the goal of understanding how technology creates value through experience, sales, and insight for different groups.
The document provides a list of notable figures from Kasur, Pakistan in various fields including saints, historians, politicians, military generals, cricketers, wrestlers, singers, musicians, actors and civil servants. It mentions that Kasur has produced many talented individuals who have made significant contributions in fields such as spirituality, history, governance, sports, arts and public service.
The document discusses different types of decision support systems: decision support systems (DSS) which help individual decision making, group decision support systems (GDSS) which support collaborative group decision making, and executive support systems (ESS) designed specifically for senior management decision making. Key components, tools, and benefits of each system are described.
the better CMO embodies the betterness principles:
1) Delivering meaningful value to customers and the extended enterprise;
2) Designing tomorrow vision and incorporating it in today practices to produce well being that can last over time;
3) Acting as a designer, teacher and steward to help the human community to shape its future.
Consistently with these principles, he has formalized 9 imperatives for the marketing department.
The document summarizes a presentation given by Luca Destefanis on what makes good marketing. It identifies four key aspects of good marketing: 1) Know your customers as individuals by gathering detailed customer data, 2) Delight your customers by creating an integrated customer experience, 3) Create an authentic brand and culture through intentional management, and 4) Deliver the bottom line by measuring marketing ROI and linking metrics to financial performance. The document provides statistics and recommendations to support each aspect.
Business and Sport come together: benchmarking marathon events across the world, and presenting the key levers to improve financial performances and customer satisfaction
A empresa de tecnologia anunciou um novo smartphone com câmera aprimorada, maior tela e melhor desempenho. O dispositivo também possui recursos adicionais de inteligência artificial e segurança de dados aprimorados. O lançamento do novo smartphone está programado para o final deste ano.
Kashvi Consultants provides management consulting services to support businesses through their entire lifecycle from inception to exit. They follow a 4D methodology of discover, dream, design, and deliver to help clients optimize enterprise performance by improving people satisfaction, streamlining processes, enhancing productivity, and optimizing the overall organization. Kashvi focuses on a people-centric approach to consulting and utilizes project management principles. Their services portfolio covers areas like finance, governance, human capital, supply chain, and customers.
Procter & Gamble provides an overview of its corporate purpose, values, and principles. The company's purpose is to provide branded products and services of superior quality and value that improve lives. Its values center around attracting and developing top talent. The document also outlines P&G's history and operations in India, including its focus on sustainability and community development. It describes the company's human resources approach, which emphasizes training, development, and performance management to promote from within.
The document describes the search methodology used by a consulting firm. It begins with understanding the client's needs and the position requirements. Then it develops a search strategy and identifies potential candidates through networking and databases. An initial list of promising candidates is then presented to the client. The process aims to be proactive, detailed, and target-oriented to meet the client's recruitment needs.
This document summarizes the services provided by Mercuri Urval, an executive search and talent management firm founded in Sweden in 1967. Mercuri Urval has over 600 consultants worldwide who help over 6,000 clients annually by focusing on improving clients' business performance through assessing and developing their talent pipelines. The firm takes a consistent global approach across its 80 offices in 26 countries, and helps clients identify capability gaps and acquire the right capabilities for their future needs through analytical assessments, development programs, recruitment services, and career counseling.
Five Asia is a boutique search firm that specializes in legal, IT & technology, finance, and human resources recruiting in Asia Pacific. They aim to become the most trusted talent provider through high quality service, outstanding results, and market-leading urgency. Five Asia prides itself on acting with the utmost professionalism, honesty, discretion, quality, satisfaction, and professionalism to be the partner of choice for leading organizations.
Five Asia is a boutique search firm that specializes in legal, IT&T, finance, and human resources recruiting in Asia Pacific. They aim to become the most trusted talent provider through high quality service, outstanding results, and market-leading urgency. They pride themselves on acting with the utmost professionalism, honesty, discretion, quality, satisfaction, and professionalism. They focus on niche areas within their four verticals to provide expert advice and the best possible talent to meet clients' deadlines.
Five Asia is a boutique search firm that prides itself on quality, satisfaction, and professionalism. They focus on legal, IT & technology, finance, and human resources verticals throughout Asia Pacific. Their goal is to become the most trusted provider of talent to clients by delivering outstanding results and outperforming competitors with urgency. They aim to show potential clients why they are the partner of choice for leading organizations.
This document provides an overview of the consulting firm HRR. It introduces the core team and associates, and outlines the firm's values of being expert guides in HR and change with experience managing change at senior levels. It describes the firm's services in restructuring, leadership development, HR effectiveness, coaching, and interim management. The document emphasizes the firm's goal of becoming a top HR partner in the Netherlands through impact, knowledge, inspiration, practices, and connection based on research and experience.
Eidiko HR is a global staffing and recruitment consultancy that provides a range of HR services including recruiting, staffing, consulting, training, and more. It aims to understand its clients' specific needs and provide tailored solutions through building long-term relationships. Eidiko's recruitment process involves advertising positions, screening and shortlisting candidates, conducting interviews and tests, final selection, and ongoing support to clients. The company serves a variety of industries and is focused on finding the right fit for positions rather than just filling them.
The document discusses implementing competency models in organizations. It notes that while organizations often invest significant resources into developing competency models, they frequently see limited results from the implementation. This is because organizations often fail to consider how to drive behavioral and cultural change needed to achieve desired business outcomes. Simply developing competency definitions is not sufficient - organizations must prioritize competencies, differentiate performance levels, and link the model to business strategy and goals to realize the full benefits of implementation.
HCL Technologies has adopted an "Employees First" philosophy that places the needs of employees above customers. They believe empowering and engaging employees is critical for success. The philosophy focuses on treating employees like partners and empowering them to deliver value for customers. HCL has implemented programs like open feedback for managers, employee-led councils, and leadership training to create a culture of transparency, accountability and employee empowerment. This approach has resulted in significant growth for HCL and improved customer satisfaction, with revenue tripling and market share growing 20% annually over five years.
The document discusses how LHH helps companies realize the potential of their existing workforces. It describes how LHH provides services like assessments, coaching, reskilling and internal mobility programs to help companies identify skills within their current employees, develop talent, and fill positions from within. This allows companies to increase productivity and engagement while reducing costs associated with replacing employees. LHH works with large multinational companies and has experience transforming entire workforces and developing leaders.
At Crplindia, we understand the value of employee acknowledgement in driving organizational success. As a leading recruitment and staffing company, we offer a range of innovative solutions to help businesses create a culture of appreciation and recognition for their employees. Whether you are looking for training programs, performance assessments, or talent management services, our team of experts is equipped to provide the support and guidance you need to achieve your goals. Trust Crplindia to deliver exceptional results, every time.
Presentación Peter Debreceny Congreso PRORP 2009PRORP México
This document discusses the future of public relations and opportunities for the field. It argues that public relations must shift from being reactive to proactive and interactive by collaborating with stakeholders, defining company values, and building trust. Trust in institutions has declined, so public relations must assert leadership in strategically managing relationships and enabling transparency. There are opportunities to influence how organizations survive crises, adapt to changes, and operate globally with ethical practices.
With concern for the nation’s future, by giving the best to its surrounding, building the character, threading the path, follow one’s heart, using minds and thoughts, self aspiring and to others, Indonesia and the world
“1NDONESIA for 1WORLD”
This corporate presentation introduces People Edge Management Pvt. Ltd., an HR solutions provider. It outlines their services which include recruitment, training, development, and benefits. They aim to become leading global human capital experts by resolving clients' HR challenges through innovative and cost-effective approaches. Their core team has experience from top companies and they provide end-to-end solutions across the employee lifecycle.
Dr. Greg Stewart is Vice President for Profiles International's Enterprise Solutions Sales Division. He is an experienced human capital expert with over 15 years in management and human resources. Dr. Stewart holds a BA in Organizational Leadership and a PhD in Counseling. He has deep insight into problem-solving and employee motivation and is a phenomenal speaker and blogger of management and leadership.
What You Will learn:
The effect that Emotional Intelligence has on leadership and job success.
How emotions in the workplace directly correlate with job satisfaction and how emotional intelligence impacts the role of leadership.
1. R e c r u i t m e n t • O u t s o u r c i n g • H R S e r v i c e s
People ™
We Are The World
www.peopleperfectae.com | www.people.com.pk
a member of EQUITY EXCHANGE k TRUST EEkT
3. 2 Com pany Pro fi l e
M i s s io n , H isto ry & Backgro u n d
heart and soul
History Our Mission
To build value based relationships by providing reliable solutions for Human
• Established on 01 July 2001 in Karachi, operating initially
under the name of Equity, Exchange & Trust. Resource and Process Outsourcing.
• Initial consulting work in Non-Conventional Structured
Finance and HR Management.
• Established Outsourcing Arm in 2002 under the name
History & Background
Professional Employer Services.
• Opened Lahore office in 2003. Is your business People Perfect? You may have the financial resources and
• Established Executive Search in 2005. the technology to proof your business against life’s unwanted circumstances,
• Established Physical Verification Division in 2005.
but without an equally well-matched source of strength from a people-
• In 2007, Professional Employer Services was converted
to Professional Employers Private Limited (People™).
perspective, there’ so much left to be desired.
• In 2008, all consulting verification and executive search
divisions of EET were transferred to People™. EET now People™ helps organizations like yours increase their productivity and
operates as a holding company for People™ and other
market share by ensuring that the right people with the right skills are
group interests.
• People™ is currently a leading HR & Outsourcing placed in the right roles. And that’s just for starters.
Services Provider to the Banking Sector in Pakistan with
clients across other industries. Because People™ also delivers business, strategic and human capital
solutions — which gives a new lease of life to your business and places
your organization on a new growth trajectory.
Our unique approach helps ensure that all levels of your organization work
harmoniously in order to create an innovative, talent-powered organization,
cutting out redundancies and ultimately helping your business achieve
excellence in whatever you choose to do.
4. Com pa ny P r ofi l e 5
Core Valu es
what we believe
One Word Equity Conventional Wisdom & Relentless Research for Better Ways to Manage.
We believe that change for the sake of change is futile. Even if we relentlessly devise and discover
• Relentless
• Innovative new ways to manage businesses and handle challenges, not every thing from the past must
• Partnership necessarily be re-invented. If processes, systems or behaviors continue to add or create value,
• Inspiring we must allow them to actively inform our experience, assist our decision-making and enrich
• Harmonious
our capabilities as we move confidently into the future.
Multiple Solutions For Every Challenge.
We believe that by devising and presenting as many ways of managing challenges as possible,
we enable our clients to choose the most informed, effective and thoughtful direction for the
future. We never settle for an answer unless alternatives have been researched.
Our Success Lies In The Success Of Our Clients.
We believe the true test of our abilities lies in the results we achieve for our clients. We believe
lasting relationships are built on a foundation of shared success. Alongside consultant advice,
we also engage with customers throughout the change process and measure the impact of the
on-going change as an integral part of our service.
We Are Our People.
We believe people are the life and blood of an organization, which is why, we tenaciously work
towards building an enabling environment to attract and maintain the best professionals with
an incomparable reward system.
Our Social Profile.
We believe our actions reflect the success of our clients, our partners and the communities in
which we operate. Alongside commercial priorities, each of our actions is evaluated for lasting
social impact. We work for a win-win solution for all and do not favour one over the other.
5. P r od u c ts & S e rvi c e s 7
H R St rat egy & Organ izat ion D eve lopm e nt
suited and booted
Experience One of the biggest challenges organizations face in today's dynamic
environment is that of creating a best-fit for organizational design to
Since inception, People™ has engaged in comprehensive
HR consulting mandates for organizations of various sizes facilitate smooth operations and peoples' management.
across diverse sectors. The following profile is not intended
to be an exhaustive list of assignments completed, projects People™ provides a comprehensive solution for issues pertaining to human
consulted and/or clients engaged by People™, but
resource and organizational design and strategies. In order for People™ to
represents a select sample of illustrative experience listed
by client and in random order. provide comprehensive solutions following the proposition for business
and product concepts, the firm engages in the implementation of proposed
• Askari Commerical Bank Limited
solutions by facilitating the actual establishment of business divisions and
• MCB Bank Limited
• SNGPL
functions in a wholesome manner.
• Invest Capital Securities
• Meezan Bank Limited This involves understanding the business, capital, systems and human
• Union Bank Limited
resource needs of our clients and gaining an insight to their overall business
• PICIC
• UBL Fund Managers Limited philosophy in relation to market realities and trends, to devise befitting
• AMZ Securities Limited organizational structures, processes and systems.
• United Bank Limited
• Mercer Worldwide
The above is achieved primarily through research employing the latest
• Cosa Nostra
• Pak Brunei Investment Co. business management theories and practices. The following is a list of
tasks usually performed within the above areas:
• Development of an appropriate organizational model;
• Job description documents ;
• Job evaluation assessments and assigning symbolic pay grades;
• Salary ranges and bench marking remuneration;
• Performance management systems ;
• Defining requisites and formulating policies for handling them;
• Drafting and completion of employee reference manuals.
6. 8 Pro ducts & S e rvice s
E m p loye e O uts o u rci ng
multiply potential
Experience Businesses today are keenly focusing on ways to relieve their managers
from performing tasks which are repetitive or routine and add little value
In addition to human resource consulting, which
represents the bulk of projects undertaken by People™ to their profit objectives, nor are such tasks the mainstay of their operations.
in its consulting history, the firm and its partners have
also been involved in business process re-engineering and Worldwide, the answer lies in outsourcing which is referred to as the
product development assignments for various clients.
quickest way to turn big picture goals into reality more efficiently than ever
• Habib Bank Limited and with measurable returns. People's™ Employee Outsourcing Division
• MCB Bank Limited (EO) was formed by recognizing the above need and potential for outsourced
• United Bank Limited
services in Pakistan and beyond.
• National Bank of Pakistan
• Emirates Global Islamic Bank Limited
• Dawood Islamic Bank EO presents a unique model where a number of HR processes have been
• Atlas Bank Limited seamlessly amalgamated in presenting a comprehensive outsourcing
• JS Bank Limited
solution to clients. This integration is the overriding advantage of the
• Saudi Pak Commercial Bank Limited
• Habib Metropolitan Bank Limited proposed model, such that it takes up the entire responsibility from testing,
• Khushhali Bank Limited selecting, recruiting, and training to employment, supervision, and
• Faysal Bank Limited performance management. This is a unique attribute and matched rarely
• American Express Bank Limited
by service providers in the field of advice and outsourcing of HR functions.
• AC Neilsen Pakistan
• Phillips Pakistan
• Total Atlas Lubricants Key areas of outsourced employment services include the following:
• Securities Exchange Commission of Pakistan
• Processing of salaries and pay packages;
• Income tax management for employees;
• Medical benefits / insurance management;
• Prerequisite handling;
• Terminal benefits management;
• Performance appraisal result coordination;
• Training needs analysis and facilitation;
• Subsidies and employees loan processing and custodial services;
• Staff survey and motivational analysis;
• Recruitment and induction;
• Satisfying EOBI, social security and other work place regulations;
• Indemnifying the organization of all statuary legal obligations;
• Other areas can be outsourced as per identification and need.
7. P r od u c ts & S e rvi c e s 11
Execut ive Search Se rvices
finding mr. right
Experience People™ Executive Search is one of the firm’s fastest growing divisions.
We specialize in head-hunting board members and senior to mid-level
For each assignment, People™ Executive Search conducts
the most extensive search possible to find the very best managers, and cover a wide spectrum of management tiers for a wide
candidate(s) as per our client's needs. Our approach and variety of clients, including multinational corporations, mid-cap and start-
methodology for recruiting solutions are custom-fitted up companies. We believe that every assignment demands a unique
to meet each client's goals, comprehensively.
approach and methodology; our search is wide and extensive and our
People’s™ clients in this service area include: evaluation criteria unmatched. This helps us find the best candidate(s) to
meet our client's needs.
• Habib Bank Limited
• JS Bank Limited
• Standard Chartered Bank, Dubai
Whether you require contractual or permanent employees, People™
• UBL Funds Manager Limited Executive Search will provide you with qualified professionals. From
• MAKRO receptionists to senior executives, our recruitment consultants can quickly
• METRO
source the personnel you need to ensure that your daily operations continue
• Pepsi Cola International
• Qarshi Industries Limited un-interrupted. A few of these services appear below.
• Monsanto
• Ravi Autos • Recruitment Process Outsourcing (RPO);
• Taq Logistics
• Targeted Search ;
• Adam Soft Limited
• City School Group • Resume/CV Hosting;
• DCD Group • Candidate Testing & Behavioral Analysis;
• AC Neilsen Pakistan
• Participation in Job Fairs/Universities.
• International Industries Limited
• Beaconhouse School Systems
8. 12 Pro ducts & S e rvice s
B u s i n e s s P r o ce s s O uts o u rci ng
complete harmony
Experience Business Process Outsourcing was added to the People™ service portfolio
in 2005. The objective is to outsource voluminous, mundane tasks from
Business Process Outsourcing is increasingly becoming
a strategic management tool to deliver world-class businesses that require independent evaluation, reporting or tasks which
process outsourcing. A select list of People's™ clients can be executed more efficiently and at a lower cost by an outside partner.
in this service area include: Tasks that can and should be handled outside the clients’ premises include
but are not limited to the following:
• Faysal Bank Limited
• MCB Bank Limited
• HSBC • Physical Verifications of Consumer Loans;
• Bank Islami Limited
• Applicant Residence & Office;
• Meezan Bank Limited
• Askari Commercial Bank Limited
• Reference Residence & Office;
• Dawood Islamic Bank Limited • Bank Statements Verification;
• Emirates Global Islamic Bank Limited • Antecedent Verification - Staff;
• Previous Employment Reference;
• Educational Qualification checks;
• Registration Services.
People™ started services in this area to help support its existing clients to
perform more efficiently, accurately and in a more cost effective manner.
Today, major organizations are outsourcing major business processes to
People™ in order to facilitate their growth by:
• Achieving long-term cost savings;
• Achieving IT-enabled business transformation;
• Allowing management to focus on core business;
• Gaining access to best-in-class skills and capabilities;
• Achieving service quality improvements.
9. P r od u c ts & S e rvi c e s 15
Trai n i ng & D eve lopme nt
aiming higher
Experience People™ is actively involved in various facets of training — from conducting
customized corporate training workshops to specific courses required by
People™ has earned a name for providing the very best
in training to clients who primarily occupy the financial our clients. Some of these mandates include:
services sector besides others in the areas of customer
services, service delivery and sales enhancement. Strategy & Organization Performance
• Strategy Formulation Workshops;
People™ combines training qualifications with real life,
hands-on experience. In fact, we enhance our clients’ • Defining Mission, Vision & Values;
business performance and profitability by producing • High Performance Forums;
business solutions that are:
• Management for Value Creation.
• Flexible and tailored to client needs;
• Interactive and motivational; Individual Performance
• Based on real world values - not just theory; • Performance Management Process;
• Ensure Return on Training (ROT).
• Organization Structures, Job Descriptions & Evaluations;
People™ provides strategy, sales, product and even • Goal Setting & Facilitating High Achievement.
communications skills training for some of the world's
major financial institutions in addition to enhancing their Core Competency
sales forces and customer service teams — hence, boosting
• Call Centre Agents;
their bottom line. Some of the clients for whom People™
has delivered similar training include: • Cashiers;
• Sales & Service Representatives;
• Standard Chartered Bank
• Union Bank Limited
• Habib Bank Limited
Behavioral Skills
• Pepsi Cola International • Communication Skills;
• KASB Bank Limited • Presentation & Writing Skills;
• Sui Southern Gas Pipelines Limited
• Coaching Skills;
• Askari Commercial Bank Limited
• Beaconhouse Informatics Limited • Train the Trainer Programs;
• Conflict Resolution Skills;
• Team Building Sessions.
10. 16 Pro ducts & S e rvice s
Payr o l l M a nage m e nt
reward your stars
Experience The latest addition to the People product portfolio is PEOPLE™ Payroll
Management. This product is available in three unique service packs:
The initial list of patrons of this service category include:
• DCD Group Pakistan • PEOPLE™ Payroll Basic
• Paradigm Real Estate Private Limited • PEOPLE™ Payroll Gold
• Orix Properties Pakistan Limited
• PEOPLE™ Payroll Platinum
• The D’Hamidi Partnership Private Limited
We use a custom-developed world class software for all payroll outsourcing
needs. This software has an in-built flexibility to cater to industry-specific,
legal formalities, statutory obligations and other local market and client
requirements.
PEOPLE™ Payroll is a web based software which you can access by using
your client login and password on our website through SSL technology
anywhere in the world to upload data and run different reports.
Similarly, employees also have access to their personal information and
reports from anywhere in the world by using the employee portal.
12. 20 Manage m e nt Pro fi l e 21
Gohar Sharif Butt CEO & Chief Consultant Hamid Ikram Country Head, Executive Search
Mr. Butt, the founding partner of the firm and its Chief Consultant, is a professionally qualified A Chartered Certified Accountant by profession, Mr. Ikram has owned and managed his own
Systems Analyst and an MBA, with over 17 years of diversified and accredited experience in various companies and worked across the world. He was raised, educated, trained, and qualified in
fields of management with world class multinationals. His key competencies include: Human England, living there for 33 years.
Resource Management, Organization Development, Banking Operations, Islamic Finance, Project
& Change Management, Business Process Re-engineering & Systems Planning. Prior to establishing He obtained his BSc from the University of Southampton and then completed his ICAEW articles
People™, Mr. Butt held key positions in the banking sector. with KPMG gaining invaluable exposure whilst working with large corporations. In 1993, he
established his accountancy practice in London, comprising accountancy, taxation, consultancy,
After establishing People™, Mr. Butt has lead several large scale organizational developments, and audit work for a variety of small to medium sized businesses. As a result, he has invaluable
change and HR management projects for private and public enterprises and also established a insight into the whole spectrum of different sized clients across all types of industries.
large scale HR and process outsourcing platform for prestigious clients country wide. Alongside
these initiatives, in August 2007, Mr. Butt established a real estate development firm, Orix Mr. Ikram automatically entered into the field of HR when he hired his own employees, trained
Properties, as a partner and holds complete management control of the firm. Orix is a unique students and acted as their Principal. The HR experiences increased further when in September
real estate development firm whose majority shares are held by Orix Corporation Japan and Orix 2001 he left England and moved to USA, where he owned and managed a manufacturing business.
Leasing Pakistan.
In 2005 he moved back to Pakistan and is part of the senior fraternity of ACCA and an elected
In June 2008, Mr. Butt re-structured The D’ Hamidi Partnership Private Limited as its Chairman member of its Members Network Panel. Since 2007, he has been Managing Partner and
& CEO and as one of the four equity partners of the firm with complete management control. International Recruitment Consultant working in the field of Executive Search within Pakistan
With its head office based in Karachi, The D’ Hamidi Partnership is reputed as one of Pakistan’s and in the Gulf. Joining People™ as Country Head of the Executive Search department, he heads
critically acclaimed ideas company catering to brand, identity, advertising and event management. all the local offices as well as enhancing the work of the Dubai office and is looking to expand
the business into other markets.
In June 2008, another business extension by Mr. Butt was the successful establishment and
regional expansion of the People™ brand as an associated concern in Dubai under the locally
registered legal name, People Perfect, operating from the heart of Dubai on Sheikh Zayed Road.
Mukhtar Nazir Segment Head, Service Delivery
Shahab Sharif Executive Director & Principal Consultant
Mr. Nazir is heading the Information Systems and Service Delivery department at People™.
He is a Professional Analyst and holds a degree in MIS, Marketing & Management from reputed
foreign schools. He has over 13 years of experience in Marketing, Management, Outsourcing and
Mr. Sharif is a professionally qualified Human Resources Specialist, a Masters Degree holder in Information Systems while working in Malaysian, American, Canadian and Pakistani markets
Economics and Law with over 20 years of experience in Consulting and HR Outsourcing, Industrial with world class multinationals.
Relations & Personnel Management with multinational organizations.
His key competencies include: Business Process Re-Engineering, Organizational Development,
His key competencies include Personnel Management, Industrial Relations, Labor Management, Marketing Management, Business Process Outsourcing and Client Relationship. Prior to People™,
Training and Organizational Development. Mr. Sharif is responsible for the outsourcing division Mr. Nazir worked with Electrolux (Pakistan) Limited in Malaysia, Morgan Stanley in US, CostCo
of People™ called Employee Outsourcing (EO) — which, under his leadership, is the largest HR Wholesale Corporation in US and Canada, and Systems Limited in Pakistan. While acquiring his
and process outsourcing platforms in the country. MSBA degree from San Francisco State University (SFSU), he had taught 2 Business/IS courses as
a Graduate Teaching Assistant at the School of Business at SFSU for two years.
He also provides expert advice and support in other areas of Human Resource Management. He
is currently advising numerous financial sector organizations in matters relating to employee
relations, recruitment and selection and outsourcing.
13. 22 Manage m e nt Pro fi l e 23
Mujtaba Iqbal Country Head, Training & Development
CEO, Centre for Financial Training & Research (CFTR) Zille Elahi Segment Head, Strategic Planning
Mr. Iqbal is a member of the CFA Institute and the CFA Association of Pakistan, and the Country With a medical background and subsequently an MBA degree (LUMS, 2000), Dr. Elahi has gained
Head for Training and Development at People™. He is also the Chief Executive of CFTR Private vast management and consulting experience in Human Resource Management, Management
Limited (a People™ subsidiary). CFTR is a training company with a primary focus on assisting CFA Skill Development and Corporate Business Planning. He has worked with various indigenous and
and FRM candidates with their exam preparation. multinational organizations in consulting, managerial and entrepreneurial capacities.
For the past thee years, in collaboration with the CFA Association of Pakistan, he has been preparing In his various roles, Dr. Elahi has always strived to make contributions that help organizations
candidates for the CFA exam. He assisted the Securities & Exchange Commission of Pakistan achieve and maintain a healthy state. His diagnostic capability, preventive rather than curative
(SECP) in the development of the Analyst Certification Programme, the first local financial services approach, problem solving attitude and relentless customer focus, help to formulate durable,
certification. He has conducted courses related to Credit Analysis, Split Adjusted Time Series Data, long term solutions for frequent as well as unique business issues. He is an ardent observer of
Quantitative Methods for Investment Management, etc. He designed six courses for a Management best practices in the disciplines of management, corporate governance and enabling technologies.
Trainee programme of a major financial institution. His interventions incorporate these developments with a view to providing effective and enduring
business solutions.
He has over fifteen years of experience in corporate finance and consulting, carrying out several
buy and sell-side due diligence examinations, advised on privatization and acquisition strategies. His key areas of interest and specialization are corporate governance, human resource management,
He has advised clients on risk management, conducted specialized investigative projects, and leadership and management training and development, management communications,
been involved in valuing organizations using various quantitative models. organizational behavior, organization development and strategic business planning.
Key competencies include corporate finance, valuation and risk management methodologies as
relating to market risk. Mr. Iqbal has been the founding director for Alchemy Associates (Private)
Limited, Alchemy Technologies (Private) Limited and CFTR (Private) Limited.
F Ashraf
aisal Country Head, Finance & Company Secretary
In the last two years, Mr. Ashraf has worked in the fields of Audit & Compliance, Finance and
Arif Irfanullah Regional Head, Training & Development
COO, Centre for Financial Training & Research (CFTR)
various consulting assignments. He has a strong background in project development, arranging
finances and setting up the accounts and finance function for different organizations. His
interpersonal skills and problem-solving approach have earned him respectable strategic positions
Mr. Irfanullah is Regional Head, Training and Development at People™ and is also the Chief in different organizations.
Operating Officer of CFTR Private Limited (a People™ subsidiary).
Currently Mr. Ashraf is heading the Accounting & Finance functions for People™ and other group
Mr. Irfanullah has wide ranging experience as a senior manager at MindTree Inc. and Oracle companies. He also analyzes different new initiatives and ventures and guides the management
Corporation. In 2007-2008, he was Head of MindTree's Middle East business based out of Dubai. regarding their viability. Mr. Ashraf is also an associate member of Pakistan Engineering Council.
Prior to joining MindTree, Mr. Irfanullah worked at Oracle Corporation in the United States for He did his B.Sc. Civil from University of Engineering & Technology, Lahore in 2001. His dual
eight years. He was responsible for implementing Oracle's Financial & Enterprise Resource qualifications, together with his diversified expertise, result in the continued enhancement and
Planning System at some of the largest companies in the United States. This role involved overall productivity and performance of the organization.
significant training, development and change management at client organizations.
Mr. Irfanullah has an MBA from the University of Chicago and an engineering degree from
Dartmouth College, USA. He has a passion for training and development. While in the USA, he
taught part-time at the Middlesex County Community College. He is currently a visiting faculty
member at IBA, Karachi, and is assisting candidates with their CFA Level I preparation at CFTR.
14. 24 Manage m e nt Pro fi l e Contac ts
Dr. Javaid Khan Segment Head, HCM & OD International Offices
Dr. Khan has earned dual degrees in the fields of Medicine and Management. Dr. Khan’s key
competencies include training and driving business processes through effectively strategizing Pakistan
human resources. Dr. Khan has played a pro-active role in streamlining processes at Shaukat 42 (C) - E/1, Gulberg III t 00 92 (42) 111 000 737
Khanum Hospital (SKMH), Descon Engineering and Askari Bank. The industries he has worked Lahore, Pakistan f 00 92 (42) 577 7819
with include Medical, Textiles, Chemicals, Engineering, Banking, Media and Consulting.
Some of his key training assignments include training sessions on Emotional Intelligence, Change UAE
Management, Team Building, Office Etiquettes, Performance Management Systems, Self Suite 112, Al Moosa Tower 1 t 00 971 (4) 332 5905
Management, Customer Satisfaction, ISO 9002 Systems, and Training of Collection Center Staff PO Box 121400 f 00 971 (4) 332 5906
of SKMH Collection Centers. Sheikh Zayed Road, Dubai
Dr. Khan also has the exposure of teaching Human Resource Development to the graduate
students at Pak AIMS, Lahore. He is also a certified ISO 9002 Internal Auditor.
Regional Offices
Lahore
42 (C) - E/1, Gulberg III t 00 92 (42) 111 000 737
Ehsan Mohsen Unit Head, Compliance & Audit
Lahore, Pakistan f 00 92 (42) 577 7819
Karachi
Mr. Mohsen initially started his professional life in the leather garments business in Karachi, Suite 704, Progressive Plaza t 00 92 (21) 111 000 737
but upon re-locating to Islamabad, he joined Pakistan Tobacco Company (PTC) — a subsidiary of Beaumont Road, Karachi 75530 f 00 92 (21) 567 9563
British American Tobacco Company, where, as Payroll Incharge in the HR department, he was
responsible for the Company Payroll, including payments related to Medical, Traveling & Retirement, Islamabad
and Resignations. Suite 12, Third Floor, Executive Center t 00 92 (51) 486 1026, 431 6858
I - 8 Markaz, Islamabad f 00 92 (51) 486 1027
Mr. Mohsen also has worked in PTC Karachi’s marketing department before he left to join People™
as Manager Central Processing Unit. Currently, Mr. Mohsen is heading Compliance. Faisalabad
Suite 7, Third Floor, Rizwan Badshah Center t 00 92 (41) 200 2621
Circular Road (Nr. Grace Hotel), Faisalabad f 00 92 (41) 200 2621
Multan
Suite 18, Second Floor, Abdullah Center t 00 92 (61) 401 7616
LMQ Road, Multan f 00 92 (61) 478 3773
www.peopleperfectae.com | www.people.com.pk