If you want a rewarding experience for a summer internship and you would like to be part of a dynamic team that will allow you to learn and share your knowledge, then we are looking for someone like you!
Pharmascience - The Next Generation LeadersPharmascience
If you want a rewarding experience for a summer internship and you would like to be part of a dynamic team that will allow you to learn and share your knowledge, then we are looking for someone like you!
CommunicationFundamentals_CertificateOfCompletion (1)Susan Smith
Susan Geraghty completed a Communication Fundamentals course in October 2015 that lasted 2 hours and 5 minutes. She received 2 PDU credits from this course, which was offered by a Registered Education Provider with the number 4101. A certificate with the number 2F77A480261F43F3B3D2B4562B866A15 was issued to her for completing this course in June 2016.
The document outlines several leadership and community programs offered by Pharmascience for their employees and families. This includes leadership development programs for children, an annual community partnership day where employees volunteer, a program sending an employee abroad each year to apply their skills, and several charitable donation programs where employees support causes and receive funding for education or sports involvement.
Pharmascience - Les Leaders de demain 2015Pharmascience
Si vous êtes à la recherche d'une expérience de stage d'été enrichissante et si vous souhaitez faire partie d'une équipe dynamique qui vous permettra d'apprendre et de partager vos connaissances, nous sommes à la recherche de quelqu'un comme vous!
Si vous êtes à la recherche d'une expérience de stage d'été enrichissante et si vous souhaitez faire partie d'une équipe dynamique qui vous permettra d'apprendre et de partager vos connaissances, nous sommes à la recherche de quelqu'un comme vous!
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Organizations may be global, but people are local. That's why launching a new operation in a new country—whether it's a localized product, service or restaurant franchise—requires the right mixture of speed, efficiency and understanding of what's important to specific GEOs.
But how does an organization headquartered in one country ensure employee success overseas? By providing access to standardized training and virtual learning tools that help transform the way people and companies work.
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Pharmascience - The Next Generation LeadersPharmascience
If you want a rewarding experience for a summer internship and you would like to be part of a dynamic team that will allow you to learn and share your knowledge, then we are looking for someone like you!
CommunicationFundamentals_CertificateOfCompletion (1)Susan Smith
Susan Geraghty completed a Communication Fundamentals course in October 2015 that lasted 2 hours and 5 minutes. She received 2 PDU credits from this course, which was offered by a Registered Education Provider with the number 4101. A certificate with the number 2F77A480261F43F3B3D2B4562B866A15 was issued to her for completing this course in June 2016.
The document outlines several leadership and community programs offered by Pharmascience for their employees and families. This includes leadership development programs for children, an annual community partnership day where employees volunteer, a program sending an employee abroad each year to apply their skills, and several charitable donation programs where employees support causes and receive funding for education or sports involvement.
Pharmascience - Les Leaders de demain 2015Pharmascience
Si vous êtes à la recherche d'une expérience de stage d'été enrichissante et si vous souhaitez faire partie d'une équipe dynamique qui vous permettra d'apprendre et de partager vos connaissances, nous sommes à la recherche de quelqu'un comme vous!
Si vous êtes à la recherche d'une expérience de stage d'été enrichissante et si vous souhaitez faire partie d'une équipe dynamique qui vous permettra d'apprendre et de partager vos connaissances, nous sommes à la recherche de quelqu'un comme vous!
How Yum! Brands Leverages Technology for Learning SuccessSaba Software
Using LMS and Meeting solutions from Saba, YUM! Brands, in partnership with their global brands KFC, Pizza Hut and Taco Bell, has successfully rolled out training technology and learning programs to thousands of employees around the globe.
YUM! Brands CLO Rob Lauber and YUM! Brands Director of Learning Technologies Mary Woolf share how they've enabled the business for success by improving employee retention, accelerating product training and boosting customer satisfaction by following a “transformation at work” approach.
Organizations may be global, but people are local. That's why launching a new operation in a new country—whether it's a localized product, service or restaurant franchise—requires the right mixture of speed, efficiency and understanding of what's important to specific GEOs.
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Sonru CEO, Ed Hendrick & Katya Yuldasheva, Talent Director at Bacardi will be sharing some inside information on Video Interviewing and talking through some of the key the findings of their latest research paper, 500,000 insights on the Candidate Experience of Video Interviewing. Sonru will also be joined by a guest speaker who will discuss their organisation’s journey with Video Interviewing and how the technology has impacted their recruitment process”
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Endoscopy Services Manager
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Recognition that Resonates: Improving Engagement Through Personalized IncentivesAggregage
Efforts to recognize employees are super-charged when individual differences are taken into account. What rewards one employee may not be an effective reward for another. Recognition that resonates personally with your employees will increase the effectiveness of your efforts and can be done in a way that capitalizes on your existing incentives. Join Kirsten Goulde, Vice President of HR at Oakmont Management Group, to learn how to personalize employee recognition to drive greater engagement.
InterSystems Global Summit 2011 Presentation: Attracting, Hiring and Keeping ...InterSystems Corporation
The document discusses how John Paladino improved his company's process for attracting, hiring, and retaining top talent. He took responsibility for recruiting, clearly defined what constituted top talent, streamlined the hiring process, and developed ongoing pipelines of qualified candidates. These changes improved hiring metrics like time to fill positions and cost per hire while increasing management confidence in the quality of new hires.
This document summarizes an evaluation of learning effectiveness conducted by Z Energy and Synapsys N.Z. Ltd. It describes the background and process used, including surveying participants before and after workshops using "smart surveying" without scales. The results showed increased farmer confidence in stock selection and improved delivery between workshops. It also discusses applying this approach to evaluate other programs by the Red Meat Profit Partnership on genetic stock selection. The document concludes with tips for effective evaluation, such as clarifying objectives, targeting the right measures, and ensuring useful data.
Vinamilk is the largest dairy company in Vietnam that was founded in 1976. It produces milk, yogurt, cheese and ice cream for both domestic and international markets. The company employs over 6,000 people and has a presence in over 60 countries. Vinamilk is committed to providing high-quality products and being socially responsible. It has a strict recruitment and selection process to find and hire the best candidates, including screening applications, conducting tests, interviews and evaluations. The process aims to ensure Vinamilk hires qualified individuals who can help the company achieve its goals.
The document discusses the philosophies and approaches of three influential quality management thinkers: W. Edwards Deming, Joseph Juran, and Philip Crosby. It provides biographical information on each thinker and outlines their key contributions, including Deming's system of profound knowledge and 14-point management philosophy, Juran's trilogy approach and 10-step program, and Crosby's four absolutes of quality management and 14-step quality improvement program. It also compares some similarities and differences between their philosophies and emphasis on tools, measurement, motivation, and use of goals.
Becoming A Destination Employer - Career1 Sourcedavidweaver
Becoming a destination employer focuses on three key areas: talent acquisition, retention, and employee engagement. It is important to have strategic talent acquisition that includes thorough targeting of candidates, careful interviewing, and formal onboarding plans. Retention and engagement are supported by communication from supervisors and leadership as well as competitive compensation and benefits. Developing a strong company culture with high job satisfaction makes an employer attractive to top talent.
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Measuring effectiveness of career interventions: presentation examines how we can measure effectiveness of a career intervention using a variety of methods, both objective and subjective. results, challenges and future directions are explored.
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Because Great Interviewers Are Made - Not Born BizLibrary
Effective interviewer skills are critical for making accurate hiring decisions and are at the core of any selection process. However in many organizations, interviews are poorly conducted and interviewers do not possess the skills to accurately predict employee success. In this webinar, interviewing expert Dr. Patrick Hauenstein discusses common interviewer mistakes and the interviewer training required to correct or prevent them from occurring.
www.bizlibrary.com
Rajul Shrivastava is offering opportunities to become an online entrepreneur through his company Mindpriests. The opportunities involve selling various online products and services like an online career coach, online skill trainer, infant music therapy, and an online product store. Becoming an online entrepreneur through this opportunity requires a low investment but promises high monthly incomes of 2 lakhs through selling these various products and services. The opportunity provides training, products, services, sales funnels and other support to help individuals start their own online business and begin earning within the first month.
We hosted the third annual Brand Manager Awards to celebrate the outstanding achievements of the students we recruit, train and manage who help us carry out successful recruitment marketing campaigns for clients on campus.
Large scale assessment centre simulation: probably the largest in the UK if n...Judith Baines
The document describes the University of Hertfordshire's large-scale assessment centre simulation program, which started as a pilot with 400 business students and has now expanded to include over 2000 students across various academic disciplines. It discusses how the program was inspired and implemented, its partnership with local employers, positive student and employer feedback, and impact on student confidence and employment outcomes. The university hopes to continue growing the program to better prepare more students for the job market.
Career & Life Planning provides coaching, training, and development programs to support individuals and organizations. They work with Skillnets in five business areas: career coaching, business coaching, youth coaching, life coaching, and training. Their services include management development programs, organization training in areas like time management and critical thinking, and job seeker support programs to help people prepare for and find employment. They are a channel partner for Franklin Covey's 7 Habits program and can provide both public and customized programs.
The main findings are that job consultancy websites are a major source of hiring, and salary is a key motivator for applicants. The selection process is seen as mostly objective. However, external hiring can hamper promotions and increase attrition. Behavior-based interviews are seen as important for assessing fit. The recommendations focus on diversifying hiring
Brigham and Women's Hospital (BWH) rebranded its talent recruitment efforts due to challenges filling positions in a competitive market. The rebranding focused on defining why BWH is a great place to work using five "P's": People, Passion, Professionalism, Prestige, and Pride. The rebranding campaign features testimonials and ads showing why each day at BWH is extraordinary. The rebranding improved employee participation and referrals while reducing vacancy rates. Additional initiatives included training for new leaders and emphasizing service in interviews.
The story so far - Liverpool - Nicola Taggart
Endoscopy Services Manager
Presentation from the Productive Endoscopy Workshop, Tuesday 15th October 2013 at Ambassadors Bloomsbury , London, WC1H 0HX
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The CPHQ course is designed to help healthcare professionals pass the CPHQ certification exam. It covers all the essential topics of the CPHQ examination and helps you focus your studying to be well-prepared for the exam.
This document provides information about online CIPD Level 5 qualifications in Learning and Development offered through a partnership between CIPD Training and Home Learning College. The qualifications include a Certificate or Diploma that can be completed entirely online over 10-18 months. They provide the latest skills and tools to transform L&D functions and lead to Associate membership of the CIPD. The qualifications cover mandatory units on topics like designing digital learning solutions and evaluating L&D, as well as optional units in areas like leadership development and social learning.
Recognition that Resonates: Improving Engagement Through Personalized IncentivesAggregage
Efforts to recognize employees are super-charged when individual differences are taken into account. What rewards one employee may not be an effective reward for another. Recognition that resonates personally with your employees will increase the effectiveness of your efforts and can be done in a way that capitalizes on your existing incentives. Join Kirsten Goulde, Vice President of HR at Oakmont Management Group, to learn how to personalize employee recognition to drive greater engagement.
InterSystems Global Summit 2011 Presentation: Attracting, Hiring and Keeping ...InterSystems Corporation
The document discusses how John Paladino improved his company's process for attracting, hiring, and retaining top talent. He took responsibility for recruiting, clearly defined what constituted top talent, streamlined the hiring process, and developed ongoing pipelines of qualified candidates. These changes improved hiring metrics like time to fill positions and cost per hire while increasing management confidence in the quality of new hires.
This document summarizes an evaluation of learning effectiveness conducted by Z Energy and Synapsys N.Z. Ltd. It describes the background and process used, including surveying participants before and after workshops using "smart surveying" without scales. The results showed increased farmer confidence in stock selection and improved delivery between workshops. It also discusses applying this approach to evaluate other programs by the Red Meat Profit Partnership on genetic stock selection. The document concludes with tips for effective evaluation, such as clarifying objectives, targeting the right measures, and ensuring useful data.
Vinamilk is the largest dairy company in Vietnam that was founded in 1976. It produces milk, yogurt, cheese and ice cream for both domestic and international markets. The company employs over 6,000 people and has a presence in over 60 countries. Vinamilk is committed to providing high-quality products and being socially responsible. It has a strict recruitment and selection process to find and hire the best candidates, including screening applications, conducting tests, interviews and evaluations. The process aims to ensure Vinamilk hires qualified individuals who can help the company achieve its goals.
The document discusses the philosophies and approaches of three influential quality management thinkers: W. Edwards Deming, Joseph Juran, and Philip Crosby. It provides biographical information on each thinker and outlines their key contributions, including Deming's system of profound knowledge and 14-point management philosophy, Juran's trilogy approach and 10-step program, and Crosby's four absolutes of quality management and 14-step quality improvement program. It also compares some similarities and differences between their philosophies and emphasis on tools, measurement, motivation, and use of goals.
Becoming A Destination Employer - Career1 Sourcedavidweaver
Becoming a destination employer focuses on three key areas: talent acquisition, retention, and employee engagement. It is important to have strategic talent acquisition that includes thorough targeting of candidates, careful interviewing, and formal onboarding plans. Retention and engagement are supported by communication from supervisors and leadership as well as competitive compensation and benefits. Developing a strong company culture with high job satisfaction makes an employer attractive to top talent.
Jan 15 How Do You Know It Works Final Read Onlyfelicitymorgan
CANNEXUS 2010 presentation:
Measuring effectiveness of career interventions: presentation examines how we can measure effectiveness of a career intervention using a variety of methods, both objective and subjective. results, challenges and future directions are explored.
In this Cielo Client Community webinar you will learn:
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- A re-imagined approach to the industry-standard exit interview designed to improve retention and engagement BEFORE an employee chooses to leave
Because Great Interviewers Are Made - Not Born BizLibrary
Effective interviewer skills are critical for making accurate hiring decisions and are at the core of any selection process. However in many organizations, interviews are poorly conducted and interviewers do not possess the skills to accurately predict employee success. In this webinar, interviewing expert Dr. Patrick Hauenstein discusses common interviewer mistakes and the interviewer training required to correct or prevent them from occurring.
www.bizlibrary.com
Rajul Shrivastava is offering opportunities to become an online entrepreneur through his company Mindpriests. The opportunities involve selling various online products and services like an online career coach, online skill trainer, infant music therapy, and an online product store. Becoming an online entrepreneur through this opportunity requires a low investment but promises high monthly incomes of 2 lakhs through selling these various products and services. The opportunity provides training, products, services, sales funnels and other support to help individuals start their own online business and begin earning within the first month.
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3. 33 Interns hired
110 On campus interviews
520 One-way video interviews
750 Candidatures received
11 Canadian Universities
targeted
STATISTICS 2015
4. MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY
● PERSONAL
DEVELOPMENT
● INDUSTRY
KNOWLEDGE
● CAREER
WORKSHOPS
● GROUP
PROJECTS
TYPICAL INTERNSHIP WEEK AT PHARMASCIENCE
INTERNS WORK IN THEIR RESPECTIVE
DEPARTMENTS TO GAIN EXPERIENCE
IN THEIR FIELD OF STUDY
5. FRIDAY INTERN SESSIONS
• Manager presentations on the pharmaceutical industry
(R&D, Marketing, Scientific Affairs, Production, etc.)
• Plant and lab visits
• White Belt continuous improvement certification
• Career development panel discussions
• Social Styles training
• LinkedIn training
• Outdoor team challenge
• Group projects
7. Promotion of the
program and
positions
Application
process
Resume
screening
One-way
video
interviews
Interviews
Offers!
Early April
Cocktail
with Alumni
& new hires
• Must be a returning student
• No cover letter
• One attachment
• We want to know YOU
RECRUITMENT PROCESS
8. WHERE OUR INTERNS WORK:
Accounting ● Business Analysts ● Communications ● Corporate Strategy ●
Engineers ● Finance ● Health & Safety ● Human Resources ● Information
Technology ● Marketing ● Medical Information ● Pharmacovigilance ●
Production ● Quality Assurance ● Regulatory Affairs ● Supply Chain
10. SURVEY FEEDBACK FROM INTERNS:
Very positive feedback on interview process:
• Creative – 1st time they participated in a video interview process
• Received timely feedback and updates on progress
• Each step gave candidates a better feel for Pharmascience and its culture
100% would recommend Pharmascience as a top-employer
11. COMMENTS FROM OUR INTERNS:
“Excellent, enlightening, interesting, challenging,
fun, inspiring, informative and maturing.”
“It really opened up my eyes to the "Real World"
and I've been learning so much since day 1. ”
“J'ai adoré mon été chez Pharmascience. J'ai appris
énormément. Ce stage était a atteint au-delà de mes
attentes.”
“I think it was the best place that I could have began
my working experience and I loved every second of it