The document summarizes a teaching course on botulinum toxin for oromandibular dystonia and spasmodic dysphonia. The course consists of two sessions, the first covering applications of botulinum toxin in nondystonic disorders, and the second focused on oromandibular dystonia and spasmodic dysphonia. The document provides details on epidemiology, etiology, involved muscles, dosing ranges, subtypes, injection techniques and adverse effects for the treatment of these conditions using botulinum toxin.
The document discusses executive compensation policies and provides an overview of different compensation elements such as salary, bonuses, and equity-based compensation. It presents empirical evidence on the relationship between various compensation structures and company and executive performance. The document also examines compensation cases at BMW and Shell, discussing whether the structures adequately incentivize executives or could be improved. It concludes that the optimal compensation package balances different elements to align executive and shareholder interests while minimizing agency problems.
In early 2014, Oceanic Resources International conducted a salary benchmark study within the logistics industry in the Middle East region.
The aim was to determine detailed information on current remuneration and benefits for a range of management level positions.
Working Together as a Leadership Team in a Downturn - part 4WorkforceNEXT
This document discusses strategies for managing compensation in the oil and gas industry during an economic downturn. It notes that oil and gas company budgets are projected to decrease 40% in 2015, which will likely drive down overall salary increases to the national median of around 3%. Variable pay pools may decrease as well, so companies should focus rewards on retaining critical talent and differentiating pay based on individual performance. Long-term incentive plans also pose challenges given stock price volatility, so companies will need to adjust grants to balance various stakeholder interests. The key challenge for HR in 2015 will be controlling costs while maintaining a link between pay and performance.
This document provides guidance on conducting a job analysis and developing job descriptions. It discusses the key components of a job analysis, which includes reviewing current job responsibilities, researching similar jobs, and identifying the important outcomes and contributions of the position. The document also outlines the necessary elements of an effective job description, such as the position's essential functions and responsibilities, required qualifications and skills, and how the job fits within the organizational structure. Developing accurate job analyses and descriptions helps organizations communicate expectations and responsibilities to employees.
Navigant valuation services accounting and taxation oil and gas august 2015Thomas J. McNulty
The document provides an overview of valuation services for oil and gas companies for accounting, taxation, and commercial purposes. It discusses why valuations are needed, common valuation methods, and examples of required valuations for financial reporting, taxation, risks, pricing models, and essential success factors. The document also promotes Navigant Consulting as offering comprehensive energy industry expertise, experience providing valuations that stand up to regulatory scrutiny, and acting as a trusted advisor to clients.
The document summarizes a teaching course on botulinum toxin for oromandibular dystonia and spasmodic dysphonia. The course consists of two sessions, the first covering applications of botulinum toxin in nondystonic disorders, and the second focused on oromandibular dystonia and spasmodic dysphonia. The document provides details on epidemiology, etiology, involved muscles, dosing ranges, subtypes, injection techniques and adverse effects for the treatment of these conditions using botulinum toxin.
The document discusses executive compensation policies and provides an overview of different compensation elements such as salary, bonuses, and equity-based compensation. It presents empirical evidence on the relationship between various compensation structures and company and executive performance. The document also examines compensation cases at BMW and Shell, discussing whether the structures adequately incentivize executives or could be improved. It concludes that the optimal compensation package balances different elements to align executive and shareholder interests while minimizing agency problems.
In early 2014, Oceanic Resources International conducted a salary benchmark study within the logistics industry in the Middle East region.
The aim was to determine detailed information on current remuneration and benefits for a range of management level positions.
Working Together as a Leadership Team in a Downturn - part 4WorkforceNEXT
This document discusses strategies for managing compensation in the oil and gas industry during an economic downturn. It notes that oil and gas company budgets are projected to decrease 40% in 2015, which will likely drive down overall salary increases to the national median of around 3%. Variable pay pools may decrease as well, so companies should focus rewards on retaining critical talent and differentiating pay based on individual performance. Long-term incentive plans also pose challenges given stock price volatility, so companies will need to adjust grants to balance various stakeholder interests. The key challenge for HR in 2015 will be controlling costs while maintaining a link between pay and performance.
This document provides guidance on conducting a job analysis and developing job descriptions. It discusses the key components of a job analysis, which includes reviewing current job responsibilities, researching similar jobs, and identifying the important outcomes and contributions of the position. The document also outlines the necessary elements of an effective job description, such as the position's essential functions and responsibilities, required qualifications and skills, and how the job fits within the organizational structure. Developing accurate job analyses and descriptions helps organizations communicate expectations and responsibilities to employees.
Navigant valuation services accounting and taxation oil and gas august 2015Thomas J. McNulty
The document provides an overview of valuation services for oil and gas companies for accounting, taxation, and commercial purposes. It discusses why valuations are needed, common valuation methods, and examples of required valuations for financial reporting, taxation, risks, pricing models, and essential success factors. The document also promotes Navigant Consulting as offering comprehensive energy industry expertise, experience providing valuations that stand up to regulatory scrutiny, and acting as a trusted advisor to clients.
How Middle east companies can build a lovely place to work environmentBrowne & Mohan
Middle Eastern companies have unique challenges of meeting national agenda's and integrating multi-cultural global workforce in their organization. Many Middle Eastern companies are recognizing the need to transform their HR from a functional reactive domain to proactive business partner. Browne & Mohan consultants present the approach which the companies can use to transform their HR and build a sustainable competitive advantage over others.
1st Aerospace HR Round Table - A summaryUPES Dehradun
The inaugural edition of the Aerospace HR Round Table conference took place on Saturday, the February 22, 2014 at the prestigious Leela Palace Hotel at Bengaluru on the theme “Challenges & Opportunities for Talent Management in Aerospace Industry”.
The roundtable focused on the human resource, training & education challenges in the Indian aerospace industry and the way forward. The roundtable was spread over five distinct sessions, including a thought provoking CEO panel discussion.Let us see the session-wise details.
The document summarizes the proceedings of the 13th Oil & Gas HR Round Table meeting. Over 150 HR professionals from over 70 oil and gas companies participated in the event. It included five key sessions on various topics related to attracting and retaining talent in the oil and gas industry, including a CEO panel discussion and sessions on current best practices, reinventing learning, social media engagement, and tapping diversity. The round table provided a platform for discussion of challenges and trends in the industry's human resources.
Compensation includes both monetary and non-monetary benefits provided to employees in return for their services. It includes elements like salary, bonuses, allowances, perks and benefits. Compensation is determined based on factors like government legislations, compensation surveys, industry standards, an organization's paying capacity and performance. It is implemented either to comply with labor laws or through negotiations with unions, considering an organization's financial situation and need to attract and retain talent.
White Paper analyzing innovative Human Resources trends throughout different industries and their effects on employee engagement, productivity, and overall morale. As more Millennials enter the workforce, employers are finding it more difficult to increase retention rates and aligning goals to the overall corporate goal. This paper talks directly on those concerns and how industry leaders are improving their own workforces.
PowerPoint presentation from Cabot Oil & Gas at the 2016 EnerCom Oil & Gas Conference. Lots of great slides. MDN's favorite is #12, which shows that since 2012 Cabot has drilled 18 of the top 20 most productive Marcellus Shale wells in Pennsylvania. Astonishing!
Compensation systems comparison between gp & robiRano Biswas
The compensation structure of Grameenphone & Robi is designed in such a manner that attracts, retains and motivates qualified and skilled employees at all levels.
The document summarizes organizational information about the Oil and Gas Development Company Limited (OGDCL) of Pakistan. It discusses that OGDCL was established in 1961 through an agreement between Pakistan and the USSR to develop oil and gas exploration. Over time, OGDCL became the largest exploration and production company in Pakistan. The document then outlines OGDCL's organizational structure, departments, employee numbers, recruitment process, training programs, and promotion policies.
#hrsummit
@HRM_Asia
In recent years there has been no love lost for HR with articles like "Why I hate HR", "It's time to spilt HR", "Why we love to hate HR.." and many others. While most of these articles have been vocal about a complete overhaul of the HR function, it also leaves an underlying message of the capability level of the HR folks themselves.
HR teams have been undertaking transformation initiatives for years to not only build core competencies but also increase their credibility as strategic business partners for their organisations and shake itself out of the image of being a 'mere cost centre'. How can HR continue to build its competencies and manage the transformation process amidst the current environment?
Join Jayesh Menon in this insightful session as he covers:
- The evolving HR competencies and the need to transform HR continuously
- How capability building in HR starts with the leader and what they can do about it
- Research and case studies on HR transformational journey
- Tips and best practices on breaking barriers and managing change during the transformation
Design Principle Basics, UX Best Practices & 2016 Trends - Kuala Lumpur Marke...Freelance
Several basic design principles play an enormous role in the success rate or failure of marketing campaigns.
Learn how to take full advantage of these make-or-break factors – which largely determine whether customers are drawn in by featured content, or simply walk on by without even noticing it.
Download this colorful slide presentation, in which the ever-animated trainer Nikki Johnson highlights the basic principles of graphic design, simple UX best practices, and 2016 website trends, which all marketers should take to heart to position their work for maximum success.
Learn how to provide more constructive feedback to your design team as a marketing professional.
This document discusses compensation structure and comparison. It defines compensation as monetary and non-monetary benefits provided to employees in exchange for work. Compensation objectives include increasing morale, recruiting/retaining employees, and rewarding performance. Compensation is important for attracting/retaining talent and motivating better performance. Types of compensation include direct compensation like salary and benefits, and indirect compensation like paid leave. Factors affecting compensation include job requirements, responsibility level, market rates, and organizational affordability.
The document outlines best HR practices for game development companies to enable developers, improve relationships, and raise the profile of game developers. It recommends regular roundtable meetings between managers to discuss performance and training. Recruiting should involve clear job descriptions and screening processes. An open book management style can align employees with business objectives. Performance reviews should include 360 degree feedback from colleagues. Hiring temporary workers provides flexibility. Performance-linked bonuses and fair evaluation systems can motivate employees. Knowledge sharing and recognizing top performers creates a competitive environment.
Pak Electron Limited (PEL) is a pioneer manufacturer of electrical goods in Pakistan established in 1956. The document outlines PEL's group members, sequence of topics to be covered, and methodology for conducting the analysis. It provides an introduction to PEL including its vision, mission, goals, historical background, product lines, and division of branches. PEL's strengths, weaknesses, opportunities, and threats are analyzed. The document also discusses PEL's human resource practices covering recruitment, selection, training, performance management, and compensation. It concludes with recommendations to improve PEL's financial position, control operating expenses, expand advertising, and enhance coordination between departments.
India has over 1 billion people speaking 24 languages and practicing 7 religions across 35 states. While India is diverse, employee benefits provided by companies vary both with some standard benefits like housing allowances and gratuity provided by most companies and other optional benefits provided by fewer. Common mandatory benefits include provident funds, gratuity, and life insurance while voluntary benefits include leave encashment, medical insurance, and superannuation funds. Insurance companies provide products to cover accident, medical, life, and retirement needs of employees. HDFC Standard Life Insurance partners with Insurope to offer employee benefit solutions in India.
How Middle east companies can build a lovely place to work environmentBrowne & Mohan
Middle Eastern companies have unique challenges of meeting national agenda's and integrating multi-cultural global workforce in their organization. Many Middle Eastern companies are recognizing the need to transform their HR from a functional reactive domain to proactive business partner. Browne & Mohan consultants present the approach which the companies can use to transform their HR and build a sustainable competitive advantage over others.
1st Aerospace HR Round Table - A summaryUPES Dehradun
The inaugural edition of the Aerospace HR Round Table conference took place on Saturday, the February 22, 2014 at the prestigious Leela Palace Hotel at Bengaluru on the theme “Challenges & Opportunities for Talent Management in Aerospace Industry”.
The roundtable focused on the human resource, training & education challenges in the Indian aerospace industry and the way forward. The roundtable was spread over five distinct sessions, including a thought provoking CEO panel discussion.Let us see the session-wise details.
The document summarizes the proceedings of the 13th Oil & Gas HR Round Table meeting. Over 150 HR professionals from over 70 oil and gas companies participated in the event. It included five key sessions on various topics related to attracting and retaining talent in the oil and gas industry, including a CEO panel discussion and sessions on current best practices, reinventing learning, social media engagement, and tapping diversity. The round table provided a platform for discussion of challenges and trends in the industry's human resources.
Compensation includes both monetary and non-monetary benefits provided to employees in return for their services. It includes elements like salary, bonuses, allowances, perks and benefits. Compensation is determined based on factors like government legislations, compensation surveys, industry standards, an organization's paying capacity and performance. It is implemented either to comply with labor laws or through negotiations with unions, considering an organization's financial situation and need to attract and retain talent.
White Paper analyzing innovative Human Resources trends throughout different industries and their effects on employee engagement, productivity, and overall morale. As more Millennials enter the workforce, employers are finding it more difficult to increase retention rates and aligning goals to the overall corporate goal. This paper talks directly on those concerns and how industry leaders are improving their own workforces.
PowerPoint presentation from Cabot Oil & Gas at the 2016 EnerCom Oil & Gas Conference. Lots of great slides. MDN's favorite is #12, which shows that since 2012 Cabot has drilled 18 of the top 20 most productive Marcellus Shale wells in Pennsylvania. Astonishing!
Compensation systems comparison between gp & robiRano Biswas
The compensation structure of Grameenphone & Robi is designed in such a manner that attracts, retains and motivates qualified and skilled employees at all levels.
The document summarizes organizational information about the Oil and Gas Development Company Limited (OGDCL) of Pakistan. It discusses that OGDCL was established in 1961 through an agreement between Pakistan and the USSR to develop oil and gas exploration. Over time, OGDCL became the largest exploration and production company in Pakistan. The document then outlines OGDCL's organizational structure, departments, employee numbers, recruitment process, training programs, and promotion policies.
#hrsummit
@HRM_Asia
In recent years there has been no love lost for HR with articles like "Why I hate HR", "It's time to spilt HR", "Why we love to hate HR.." and many others. While most of these articles have been vocal about a complete overhaul of the HR function, it also leaves an underlying message of the capability level of the HR folks themselves.
HR teams have been undertaking transformation initiatives for years to not only build core competencies but also increase their credibility as strategic business partners for their organisations and shake itself out of the image of being a 'mere cost centre'. How can HR continue to build its competencies and manage the transformation process amidst the current environment?
Join Jayesh Menon in this insightful session as he covers:
- The evolving HR competencies and the need to transform HR continuously
- How capability building in HR starts with the leader and what they can do about it
- Research and case studies on HR transformational journey
- Tips and best practices on breaking barriers and managing change during the transformation
Design Principle Basics, UX Best Practices & 2016 Trends - Kuala Lumpur Marke...Freelance
Several basic design principles play an enormous role in the success rate or failure of marketing campaigns.
Learn how to take full advantage of these make-or-break factors – which largely determine whether customers are drawn in by featured content, or simply walk on by without even noticing it.
Download this colorful slide presentation, in which the ever-animated trainer Nikki Johnson highlights the basic principles of graphic design, simple UX best practices, and 2016 website trends, which all marketers should take to heart to position their work for maximum success.
Learn how to provide more constructive feedback to your design team as a marketing professional.
This document discusses compensation structure and comparison. It defines compensation as monetary and non-monetary benefits provided to employees in exchange for work. Compensation objectives include increasing morale, recruiting/retaining employees, and rewarding performance. Compensation is important for attracting/retaining talent and motivating better performance. Types of compensation include direct compensation like salary and benefits, and indirect compensation like paid leave. Factors affecting compensation include job requirements, responsibility level, market rates, and organizational affordability.
The document outlines best HR practices for game development companies to enable developers, improve relationships, and raise the profile of game developers. It recommends regular roundtable meetings between managers to discuss performance and training. Recruiting should involve clear job descriptions and screening processes. An open book management style can align employees with business objectives. Performance reviews should include 360 degree feedback from colleagues. Hiring temporary workers provides flexibility. Performance-linked bonuses and fair evaluation systems can motivate employees. Knowledge sharing and recognizing top performers creates a competitive environment.
Pak Electron Limited (PEL) is a pioneer manufacturer of electrical goods in Pakistan established in 1956. The document outlines PEL's group members, sequence of topics to be covered, and methodology for conducting the analysis. It provides an introduction to PEL including its vision, mission, goals, historical background, product lines, and division of branches. PEL's strengths, weaknesses, opportunities, and threats are analyzed. The document also discusses PEL's human resource practices covering recruitment, selection, training, performance management, and compensation. It concludes with recommendations to improve PEL's financial position, control operating expenses, expand advertising, and enhance coordination between departments.
India has over 1 billion people speaking 24 languages and practicing 7 religions across 35 states. While India is diverse, employee benefits provided by companies vary both with some standard benefits like housing allowances and gratuity provided by most companies and other optional benefits provided by fewer. Common mandatory benefits include provident funds, gratuity, and life insurance while voluntary benefits include leave encashment, medical insurance, and superannuation funds. Insurance companies provide products to cover accident, medical, life, and retirement needs of employees. HDFC Standard Life Insurance partners with Insurope to offer employee benefit solutions in India.