Ppt on Fourwind marina ..a case study on strategic Intervention
•Download as PPTX, PDF•
2 likes•1,167 views
The document describes Fourwinds Marina, including its strengths as one of the most extensive marinas in the US with boat docks, storage, and repair facilities. It is easy to staff due to attractive resort amenities. However, the new manager Jack Keltner lacks marina management experience. Weaknesses include inaccurate cost control and a weak financial position. Opportunities exist from population growth, while threats include vandalism, regulatory control of rates, and environmental issues. Keltner's proposed actions to increase profits by adding slips and gaining inventory control could help if implemented carefully after involving key staff.
Report
Share
Report
Share
Recommended
Employee engagement questionnaire
This document lists 24 examples of potential employee engagement activities that companies can implement, such as induction programs for new employees, company picnics, celebrating festivals, movies arranged by the company, employee suggestion systems, internal newsletters, staff awards, team building activities, soft skills training, and celebrating employee birthdays. The examples cover a range of social, recreational, communication, and development activities to help employees feel valued and informed.
Employee engagement framework
Most firms talk about the need to engage employees, yet most of them approach the goal in random, ad-hoc ways. Employee engagement is sometimes interpreted as middle managers buying drinks for their team once a month at the local pub and setting up special, disassociated, interest groups like Women in Technology or doing CSR.
This random, uncoordinated, IMHO, approach yields ineffective results.
A better approach is holistic, and one that is based in the personality, context, and state of mind of its customers: the employees themselves.
Role of Customer Marketing
Customer marketing develops long-term customer engagement and strategy plans, guides product roadmaps using customer insights, and optimizes store layouts. Its role is to create excellence in customer experiences at points of sale, build strong customer partnerships through long-term account blueprints, and align company resources while reinforcing the customer voice internally. Customer marketing acts as the customer/channel expert, facilitator between sales/marketing, and provider of solutions to customers and sales.
HR’s Role In Employee Engagement
Employee engagement adds value to any organization. It can make a difference to the individual employee as well as the business as a whole. HR has a significant role in promoting the linkages between the company’s leadership, objectives, and employees. In these slides, we discuss HR’s role in employee engagement.
Keeping Employees Engaged In The Workplace
Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.
Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
Twitter: http://www.twitter.com/jumpstarthr
Facebook: https://www.facebook.com/jumpstarthr
LinkedIn: http://www.linkedin.com/company/jumpstart-hr
Sign up for our newsletter and learn "What HR Can Learn from Steve Jobs.": http://www.eepurl.com/jAbNf
Godrej training Initiatives
Training Initiatives at Godrej. This Presentation explains about the training initiatives which godrej has adopted. Training at Godrej is carried out with the help of various International consultants which provides training services for various companies all over the world.
Retension strategies of employee
Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project
Induction
The document discusses induction and orientation programs for new employees. It defines induction as a welcoming process that introduces employees to an organization's practices, policies and purpose. The purpose of induction programs is to reduce startup costs and employee turnover while developing realistic expectations and job satisfaction. Typical techniques include general orientation by HR, specific orientation by supervisors, and follow-up sessions. Benefits include creating a favorable impression and reducing turnover. Problems can include unprepared supervisors and overwhelming employees with too much information. Case studies provide examples of induction programs at two companies.
Recommended
Employee engagement questionnaire
This document lists 24 examples of potential employee engagement activities that companies can implement, such as induction programs for new employees, company picnics, celebrating festivals, movies arranged by the company, employee suggestion systems, internal newsletters, staff awards, team building activities, soft skills training, and celebrating employee birthdays. The examples cover a range of social, recreational, communication, and development activities to help employees feel valued and informed.
Employee engagement framework
Most firms talk about the need to engage employees, yet most of them approach the goal in random, ad-hoc ways. Employee engagement is sometimes interpreted as middle managers buying drinks for their team once a month at the local pub and setting up special, disassociated, interest groups like Women in Technology or doing CSR.
This random, uncoordinated, IMHO, approach yields ineffective results.
A better approach is holistic, and one that is based in the personality, context, and state of mind of its customers: the employees themselves.
Role of Customer Marketing
Customer marketing develops long-term customer engagement and strategy plans, guides product roadmaps using customer insights, and optimizes store layouts. Its role is to create excellence in customer experiences at points of sale, build strong customer partnerships through long-term account blueprints, and align company resources while reinforcing the customer voice internally. Customer marketing acts as the customer/channel expert, facilitator between sales/marketing, and provider of solutions to customers and sales.
HR’s Role In Employee Engagement
Employee engagement adds value to any organization. It can make a difference to the individual employee as well as the business as a whole. HR has a significant role in promoting the linkages between the company’s leadership, objectives, and employees. In these slides, we discuss HR’s role in employee engagement.
Keeping Employees Engaged In The Workplace
Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.
Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
Twitter: http://www.twitter.com/jumpstarthr
Facebook: https://www.facebook.com/jumpstarthr
LinkedIn: http://www.linkedin.com/company/jumpstart-hr
Sign up for our newsletter and learn "What HR Can Learn from Steve Jobs.": http://www.eepurl.com/jAbNf
Godrej training Initiatives
Training Initiatives at Godrej. This Presentation explains about the training initiatives which godrej has adopted. Training at Godrej is carried out with the help of various International consultants which provides training services for various companies all over the world.
Retension strategies of employee
Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project
Induction
The document discusses induction and orientation programs for new employees. It defines induction as a welcoming process that introduces employees to an organization's practices, policies and purpose. The purpose of induction programs is to reduce startup costs and employee turnover while developing realistic expectations and job satisfaction. Typical techniques include general orientation by HR, specific orientation by supervisors, and follow-up sessions. Benefits include creating a favorable impression and reducing turnover. Problems can include unprepared supervisors and overwhelming employees with too much information. Case studies provide examples of induction programs at two companies.
Strategic Reward and Recognition- Improving Employee Performance Through Non ...
This document discusses how non-monetary rewards and recognition can be used to improve employee performance and business profits. It argues that recognition forms an important part of performance management and that workers are more motivated by non-cash rewards than salary and benefits alone. The document provides examples of how measuring key performance indicators can be used to construct a return on investment for a rewards program and outlines techniques for effective communication to improve program uptake and participation.
RELIANCE HR POLICIES
Reliance Industries Ltd is an Indian conglomerate founded in 1932 by Dhirubhai Ambani. It is currently led by Mukesh Ambani and had revenue of ₹6.592 trillion in 2020. The company operates across various sectors including textiles, petroleum, retail and telecommunications.
The document outlines Reliance's HR policies which focus on creating a respectful and empowering work environment. Key policies include merit-based recruitment, employee engagement initiatives like the R-Voice radio program, comprehensive leaves and benefits, and prohibitions against alcohol/drug abuse and unsafe workplace conduct. The goal is to attract and retain talented employees who uphold the company's values of excellence, integrity and accountability
Quality Work Life
This document discusses motivation in the workplace. It defines motivation and outlines several theories of motivation, including instinct, incentive, arousal, drive, and humanistic theories. It discusses why motivating both employees and managers is important for productivity and performance. It provides techniques for motivating managers, such as praise, respect, education, feedback, and incentives. For motivating employees, it suggests treating them as partners, keeping them informed, providing training and resources, and building trust. The conclusion emphasizes that what motivates individuals varies and small gestures can be effective.
The Business Case: Evaluating Employee Engagement and Alignment with Organisa...
• Understanding the correlation between engagement levels and business performance
• How to establish employee engagement as a critical driver of business success
• Ensuring alignment throughout different phases and layers within the business
• Moving engagement from an add-on activity to core business driver
Rebecca Jeffs, Head of Talent and Reward, Serco
Measuring the Success of Your Blog Through Content, Social Media, and Analytics
The document provides tips for measuring blog success through content, analytics, and promotion. It recommends tracking metrics like page views, social media engagement, and referral sources to determine what content and promotion strategies are most effective. Key content metrics include page views for posts and overall site traffic. Promotion metrics include social shares, likes, and comments. Regularly analyzing these metrics can provide insights into readers' interests to guide future content.
Employee referral program pdf
seminar on employee referral program,ERP,referral method of recruiting ,comprehensive seminar on ERP,
Case Study on Poor Sanjay. The Case for Remedial Training.
- Sanjay, a newly recruited trainee, was given a training program by his supervisor Raghvan that focused on general company information rather than the specific tasks and goals of Sanjay's job. This type of training would not help Sanjay improve his performance or the company's productivity.
- For a new sales trainee like Sanjay, the training program should be hands-on and led by an experienced supervisor to develop basic job understanding, concepts, and relationships through on-the-job methods.
- For Sanjay's role, on-the-job training would be the best method as it provides firsthand experience of job conditions in the actual work environment, allowing him to learn through observation and using real equipment.
Employee Attrition : Case Study
HAN Digital helped our global IT services firms to reduce overall attrition rate with robust primary research framework and survey methodology. Our research analysis discovered 8 key reasons to quite client organization which was measured by various attrition drivers by skill competency, experience level and industry/service line they served. Our unbiased exit survey helped our client to reduce attrition rate of 15% from 23%.
Employee engagement
Employees who are highly engaged are the best asset for an organization. Engaged employees are fully committed to their work, interested, and able to focus their attention and inspiration on doing their best. In today's competitive global business environment, companies must compete internationally and focus on creativity and innovation to be leaders in their industries. Both human and non-human assets are crucial for companies to continue operating successfully in the long run, but human capital is becoming more important because employees generate ideas and drive companies forward through their work. There are different types of employee engagement, including attitudinal, behavioral, and trait-based engagement, and engagement is determined by both individual employee characteristics and the organizational environment.
Hr Balanced scorecard
The document discusses the HR scorecard and dashboard. It provides information on:
1. The value and role of the HR scorecard in guiding decision making and evaluating program effectiveness.
2. The difference between leading and lagging indicators as measures of HR effectiveness, with leading indicators focusing on processes and lagging indicators focusing on outcomes.
3. Components of the HR scorecard including objectives, strategies, enablers, resources, and key performance drivers and deliverables that support business strategies.
Employee Referral - Innovative Approaches without Referral Bonus
Presented at the HREC (HR Excellence Center) 9th Recruiting and Staffing Conference and Showcase (July 16-17, Shanghai) http://www.hrecchina.org/_en/index_en.html
The topic was on an innovative Employee Referral Program. I discuss where my company does not offer referral bonus but yet, consistently yield above average referral rates.
Employee engagement ppt
Employee engagement is a property of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests.
Categories in employee engagement
Engaged
Not engaged
Actively disengaged
Engaged-
•The employee works in passion
•Highly motivated and ready to go extra mile
•Focused and keen to take up challenges
•Problem-solving attitude
Not engaged-
•They usually step walking through the day
•Zero energy and passion in the given work
•Putting in hours instead of energy
•Actively undermine coworkers and sabotage projects
Actively disengaged-
•Always complaint about the given tasks
•Try to demoralize colleagues also
•Lack of enthusiasm
•Failure to take responsibility
Aon Hewitt’s Engagement Model-
Aon Hewitt’s employee engagement research represents a variety of companies, industries, and geographic regions throughout countries in Asia-Pacific, Europe, Latin America, and North America. Research has shown that there are 21 areas, shown in the following diagram, known as “Engagement Drivers,” that can potentially drive people’s engagement.The Model goes beyond measuring people’s satisfaction with each of these drivers. The model prioritizes the areas for improvement based on their potential impact on engagement and, therefore, business performance.
http://www.gallup.com/topic/employee_engagement.aspx
Best hr practices
This document outlines the top 10 HR best practices that can help achieve organizational goals. These include delighting employees with unexpected rewards, using open feedback mechanisms to capture employee ideas, highlighting top performers, sharing knowledge across the organization, implementing a fair performance evaluation system, using 360 degree feedback, tying bonuses to individual and team performance, adopting an open book management style of sharing company information, and creating a safe, healthy and happy workplace. The overall goal of these practices is to motivate employees, encourage innovation, and align employees with the company's strategic objectives.
Performance appraisal
The document discusses issues with performance appraisal systems and ways they can be improved. It notes that studies have found widespread dissatisfaction among employees and managers with existing appraisal systems. However, the document also states that performance appraisals can be made more effective by precisely defining performance dimensions, incorporating feedback to address situational factors, and using multiple raters to reduce biases. It provides recommendations for designing an appraisal system, such as determining the measurement approach, rater selection, and process characteristics. The goal is to create a system that can both accurately evaluate performance and support employee development.
Dimensions of service quality
This document discusses the dimensions of service quality as defined by the SERVQUAL model. It was developed by American scholars to measure customer perceptions of service quality compared to their expectations. There are five key dimensions: reliability, responsiveness, assurance, empathy, and tangibles. Reliability refers to dependably providing what was promised. Responsiveness is the willingness to help customers and provide prompt service. Assurance is conveying trust and confidence through demonstrated knowledge. Empathy is giving individual attention to customers. Tangibles refers to the physical appearance of personnel, facilities, and equipment. The document provides examples of how these dimensions apply in assessing service quality.
Employee engagement
Employee engagement refers to an employee's commitment and involvement with their organization and its values. An engaged employee is aware of the business context and works with colleagues to improve performance for the benefit of the organization. Most organizations have about 15% of actively disengaged employees, 55% of not engaged employees, and 30% of actively engaged employees. The document discusses different aspects that influence engagement, advantages of engaged employees, and various approaches organizations can take to improve engagement, such as effective communication, reward schemes, building organizational culture and teamwork, and leadership development activities.
Selection decisions
The document discusses the selection process for choosing job candidates. It describes selection as matching people with jobs and predicting future job success. The goal of selection is to maximize hiring candidates who will be successful. The key selection methods discussed are experience measures, tests, and interviews. Various types of each method are described along with their effectiveness, costs, and reaction from candidates. The document emphasizes the importance of careful recruitment and selection for organizational and individual benefits. It also discusses socializing new employees to facilitate their adjustment to the new work environment.
Presentation on Total Reward Management Model
The document provides an overview of total rewards management. It discusses that total rewards includes all compensation and benefits that employees value in the employment relationship, including pay, benefits, work-life programs, and professional development. It emphasizes that retaining top talent is important to business success and that engaged employees can significantly impact business outcomes like revenues, profits, and growth. The document also covers considerations for re-tuning total rewards programs, such as trends in compensation, benefits, healthcare, private exchanges, and base pay. It stresses that professional development and leadership have a direct impact on retaining critical talent.
Service recovery
1) Service failures occur when a provider does not meet a customer's expectations for service.
2) There are various causes of service failures including issues with the provider's systems, facilities, staff actions, and more.
3) When a failure occurs, customers can choose to complain, put up with it, or leave. Complaining gives the provider an opportunity to respond and improve.
4) Effective service recovery aims to resolve the failure, maintain the customer's perception of quality, and possibly increase satisfaction beyond normal levels. It should address issues of distributive, procedural, and interactional justice.
Attrition Rate in IT & Steps to Reduce it
The document discusses attrition in the IT sector and steps that can be taken to reduce it. It notes that attrition is higher in IT due to the dynamic nature of the industry, high demand for IT professionals, and competitive job market. Common reasons for attrition include salary, promotion opportunities, work culture, stress, and work-life balance issues. The document recommends 25 steps companies can take to reduce attrition, such as conducting exit interviews, recognizing employee contributions, offering learning opportunities, ensuring job security, treating employees well, and making the workplace fun.
The Marina Business
Marinas require heavy investment and have high fixed costs, so ongoing high occupancy is crucial to financial success. Construction costs for a new slip can be $60,000 due to permitting, durable materials, and soil testing. While most reservations are made by phone, online booking is increasing. Property costs and limited waterfront space inhibit new marinas, while existing marinas are sometimes converted to luxury housing. Larger inland marinas benefit from boaters relocating from coastal areas with hurricanes or high costs.
Marine Maintenance Solutions Provider
Our marine services encompass vessel maintenance, repairs, and inspections. We provide comprehensive solutions, ensuring smooth operations and safety compliance for maritime clients. For more information, mail us at quotes@dbcompressor.com.
More Related Content
What's hot
Strategic Reward and Recognition- Improving Employee Performance Through Non ...
This document discusses how non-monetary rewards and recognition can be used to improve employee performance and business profits. It argues that recognition forms an important part of performance management and that workers are more motivated by non-cash rewards than salary and benefits alone. The document provides examples of how measuring key performance indicators can be used to construct a return on investment for a rewards program and outlines techniques for effective communication to improve program uptake and participation.
RELIANCE HR POLICIES
Reliance Industries Ltd is an Indian conglomerate founded in 1932 by Dhirubhai Ambani. It is currently led by Mukesh Ambani and had revenue of ₹6.592 trillion in 2020. The company operates across various sectors including textiles, petroleum, retail and telecommunications.
The document outlines Reliance's HR policies which focus on creating a respectful and empowering work environment. Key policies include merit-based recruitment, employee engagement initiatives like the R-Voice radio program, comprehensive leaves and benefits, and prohibitions against alcohol/drug abuse and unsafe workplace conduct. The goal is to attract and retain talented employees who uphold the company's values of excellence, integrity and accountability
Quality Work Life
This document discusses motivation in the workplace. It defines motivation and outlines several theories of motivation, including instinct, incentive, arousal, drive, and humanistic theories. It discusses why motivating both employees and managers is important for productivity and performance. It provides techniques for motivating managers, such as praise, respect, education, feedback, and incentives. For motivating employees, it suggests treating them as partners, keeping them informed, providing training and resources, and building trust. The conclusion emphasizes that what motivates individuals varies and small gestures can be effective.
The Business Case: Evaluating Employee Engagement and Alignment with Organisa...
• Understanding the correlation between engagement levels and business performance
• How to establish employee engagement as a critical driver of business success
• Ensuring alignment throughout different phases and layers within the business
• Moving engagement from an add-on activity to core business driver
Rebecca Jeffs, Head of Talent and Reward, Serco
Measuring the Success of Your Blog Through Content, Social Media, and Analytics
The document provides tips for measuring blog success through content, analytics, and promotion. It recommends tracking metrics like page views, social media engagement, and referral sources to determine what content and promotion strategies are most effective. Key content metrics include page views for posts and overall site traffic. Promotion metrics include social shares, likes, and comments. Regularly analyzing these metrics can provide insights into readers' interests to guide future content.
Employee referral program pdf
seminar on employee referral program,ERP,referral method of recruiting ,comprehensive seminar on ERP,
Case Study on Poor Sanjay. The Case for Remedial Training.
- Sanjay, a newly recruited trainee, was given a training program by his supervisor Raghvan that focused on general company information rather than the specific tasks and goals of Sanjay's job. This type of training would not help Sanjay improve his performance or the company's productivity.
- For a new sales trainee like Sanjay, the training program should be hands-on and led by an experienced supervisor to develop basic job understanding, concepts, and relationships through on-the-job methods.
- For Sanjay's role, on-the-job training would be the best method as it provides firsthand experience of job conditions in the actual work environment, allowing him to learn through observation and using real equipment.
Employee Attrition : Case Study
HAN Digital helped our global IT services firms to reduce overall attrition rate with robust primary research framework and survey methodology. Our research analysis discovered 8 key reasons to quite client organization which was measured by various attrition drivers by skill competency, experience level and industry/service line they served. Our unbiased exit survey helped our client to reduce attrition rate of 15% from 23%.
Employee engagement
Employees who are highly engaged are the best asset for an organization. Engaged employees are fully committed to their work, interested, and able to focus their attention and inspiration on doing their best. In today's competitive global business environment, companies must compete internationally and focus on creativity and innovation to be leaders in their industries. Both human and non-human assets are crucial for companies to continue operating successfully in the long run, but human capital is becoming more important because employees generate ideas and drive companies forward through their work. There are different types of employee engagement, including attitudinal, behavioral, and trait-based engagement, and engagement is determined by both individual employee characteristics and the organizational environment.
Hr Balanced scorecard
The document discusses the HR scorecard and dashboard. It provides information on:
1. The value and role of the HR scorecard in guiding decision making and evaluating program effectiveness.
2. The difference between leading and lagging indicators as measures of HR effectiveness, with leading indicators focusing on processes and lagging indicators focusing on outcomes.
3. Components of the HR scorecard including objectives, strategies, enablers, resources, and key performance drivers and deliverables that support business strategies.
Employee Referral - Innovative Approaches without Referral Bonus
Presented at the HREC (HR Excellence Center) 9th Recruiting and Staffing Conference and Showcase (July 16-17, Shanghai) http://www.hrecchina.org/_en/index_en.html
The topic was on an innovative Employee Referral Program. I discuss where my company does not offer referral bonus but yet, consistently yield above average referral rates.
Employee engagement ppt
Employee engagement is a property of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests.
Categories in employee engagement
Engaged
Not engaged
Actively disengaged
Engaged-
•The employee works in passion
•Highly motivated and ready to go extra mile
•Focused and keen to take up challenges
•Problem-solving attitude
Not engaged-
•They usually step walking through the day
•Zero energy and passion in the given work
•Putting in hours instead of energy
•Actively undermine coworkers and sabotage projects
Actively disengaged-
•Always complaint about the given tasks
•Try to demoralize colleagues also
•Lack of enthusiasm
•Failure to take responsibility
Aon Hewitt’s Engagement Model-
Aon Hewitt’s employee engagement research represents a variety of companies, industries, and geographic regions throughout countries in Asia-Pacific, Europe, Latin America, and North America. Research has shown that there are 21 areas, shown in the following diagram, known as “Engagement Drivers,” that can potentially drive people’s engagement.The Model goes beyond measuring people’s satisfaction with each of these drivers. The model prioritizes the areas for improvement based on their potential impact on engagement and, therefore, business performance.
http://www.gallup.com/topic/employee_engagement.aspx
Best hr practices
This document outlines the top 10 HR best practices that can help achieve organizational goals. These include delighting employees with unexpected rewards, using open feedback mechanisms to capture employee ideas, highlighting top performers, sharing knowledge across the organization, implementing a fair performance evaluation system, using 360 degree feedback, tying bonuses to individual and team performance, adopting an open book management style of sharing company information, and creating a safe, healthy and happy workplace. The overall goal of these practices is to motivate employees, encourage innovation, and align employees with the company's strategic objectives.
Performance appraisal
The document discusses issues with performance appraisal systems and ways they can be improved. It notes that studies have found widespread dissatisfaction among employees and managers with existing appraisal systems. However, the document also states that performance appraisals can be made more effective by precisely defining performance dimensions, incorporating feedback to address situational factors, and using multiple raters to reduce biases. It provides recommendations for designing an appraisal system, such as determining the measurement approach, rater selection, and process characteristics. The goal is to create a system that can both accurately evaluate performance and support employee development.
Dimensions of service quality
This document discusses the dimensions of service quality as defined by the SERVQUAL model. It was developed by American scholars to measure customer perceptions of service quality compared to their expectations. There are five key dimensions: reliability, responsiveness, assurance, empathy, and tangibles. Reliability refers to dependably providing what was promised. Responsiveness is the willingness to help customers and provide prompt service. Assurance is conveying trust and confidence through demonstrated knowledge. Empathy is giving individual attention to customers. Tangibles refers to the physical appearance of personnel, facilities, and equipment. The document provides examples of how these dimensions apply in assessing service quality.
Employee engagement
Employee engagement refers to an employee's commitment and involvement with their organization and its values. An engaged employee is aware of the business context and works with colleagues to improve performance for the benefit of the organization. Most organizations have about 15% of actively disengaged employees, 55% of not engaged employees, and 30% of actively engaged employees. The document discusses different aspects that influence engagement, advantages of engaged employees, and various approaches organizations can take to improve engagement, such as effective communication, reward schemes, building organizational culture and teamwork, and leadership development activities.
Selection decisions
The document discusses the selection process for choosing job candidates. It describes selection as matching people with jobs and predicting future job success. The goal of selection is to maximize hiring candidates who will be successful. The key selection methods discussed are experience measures, tests, and interviews. Various types of each method are described along with their effectiveness, costs, and reaction from candidates. The document emphasizes the importance of careful recruitment and selection for organizational and individual benefits. It also discusses socializing new employees to facilitate their adjustment to the new work environment.
Presentation on Total Reward Management Model
The document provides an overview of total rewards management. It discusses that total rewards includes all compensation and benefits that employees value in the employment relationship, including pay, benefits, work-life programs, and professional development. It emphasizes that retaining top talent is important to business success and that engaged employees can significantly impact business outcomes like revenues, profits, and growth. The document also covers considerations for re-tuning total rewards programs, such as trends in compensation, benefits, healthcare, private exchanges, and base pay. It stresses that professional development and leadership have a direct impact on retaining critical talent.
Service recovery
1) Service failures occur when a provider does not meet a customer's expectations for service.
2) There are various causes of service failures including issues with the provider's systems, facilities, staff actions, and more.
3) When a failure occurs, customers can choose to complain, put up with it, or leave. Complaining gives the provider an opportunity to respond and improve.
4) Effective service recovery aims to resolve the failure, maintain the customer's perception of quality, and possibly increase satisfaction beyond normal levels. It should address issues of distributive, procedural, and interactional justice.
Attrition Rate in IT & Steps to Reduce it
The document discusses attrition in the IT sector and steps that can be taken to reduce it. It notes that attrition is higher in IT due to the dynamic nature of the industry, high demand for IT professionals, and competitive job market. Common reasons for attrition include salary, promotion opportunities, work culture, stress, and work-life balance issues. The document recommends 25 steps companies can take to reduce attrition, such as conducting exit interviews, recognizing employee contributions, offering learning opportunities, ensuring job security, treating employees well, and making the workplace fun.
What's hot (20)
Strategic Reward and Recognition- Improving Employee Performance Through Non ...
Strategic Reward and Recognition- Improving Employee Performance Through Non ...
The Business Case: Evaluating Employee Engagement and Alignment with Organisa...
The Business Case: Evaluating Employee Engagement and Alignment with Organisa...
Measuring the Success of Your Blog Through Content, Social Media, and Analytics
Measuring the Success of Your Blog Through Content, Social Media, and Analytics
Case Study on Poor Sanjay. The Case for Remedial Training.
Case Study on Poor Sanjay. The Case for Remedial Training.
Employee Referral - Innovative Approaches without Referral Bonus
Employee Referral - Innovative Approaches without Referral Bonus
Similar to Ppt on Fourwind marina ..a case study on strategic Intervention
The Marina Business
Marinas require heavy investment and have high fixed costs, so ongoing high occupancy is crucial to financial success. Construction costs for a new slip can be $60,000 due to permitting, durable materials, and soil testing. While most reservations are made by phone, online booking is increasing. Property costs and limited waterfront space inhibit new marinas, while existing marinas are sometimes converted to luxury housing. Larger inland marinas benefit from boaters relocating from coastal areas with hurricanes or high costs.
Marine Maintenance Solutions Provider
Our marine services encompass vessel maintenance, repairs, and inspections. We provide comprehensive solutions, ensuring smooth operations and safety compliance for maritime clients. For more information, mail us at quotes@dbcompressor.com.
STS article 2007
Ship To Ship Transfer Operations
This document discusses ship to ship (STS) transfer operations, which involve transferring oil between two ships while anchored or underway. STS operations are increasing globally and allow flexible cargo transfers with minimal infrastructure. However, they also entail high risks that have led to many incidents, especially in areas like West Africa, South America, and Indonesia where standards are poorer. To manage these risks, the company discussed implements stringent vetting of daughter vessels and ensures proper risk mitigation measures like tugs and mooring masters. While avoiding risky areas could reduce incidents, the company aims to support new business opportunities through good risk management. Improving crew training and STS provider standards, especially in developing areas, will help achieve
BPlanFishing00
This document outlines a business plan for a proposed commercial fishing joint venture between the Chagossian refugee group and private sector companies in Mauritius. The plan involves 3 phases - an exploration phase using a mother ship to support fishermen, a proving phase adding a larger vessel and expanding operations, and a full scale phase with a permanent base camp and jetty. The goals are to provide jobs and financial benefits for Chagossians while sustainably fishing and protecting the environment through conservation research.
Crewing budget proposal
Widesea Marine Services provides crew management and consultancy services for offshore and merchant vessels. It sources qualified crew and handles their documentation, training, medical exams, and placement on vessels. The company works with principals engaged in operations like AHT, PSV, drilling, and tankers. It offers crew salary payment and benefits administration, as well as consultation on crewing budgets and vessel requirements.
NexGen Yachting, LLC - Adventure Equipped
Luxury crewed catamaran yacht charters exclusively equipped with water sports from Zapata and an array of toys designed to enthrall the Gadget Generation
Boat rack storage 2013
Overview of the Boat Rack Storage Business. This updated presentation includes some new concepts in building and boat handling
FHC EUNITEDSTATESE 2017
YOUR BUSINESS IS YOUR PROFITABILITY IN CONCEPT HOTEL FUTURIST. SEE YOUR FUTURE AS YOUR PRESENT AND INVEST IN CREATIVITY THAT MAKES SENSE AND REALITY FOR BOTH GUESTS, MANAGEMENT AND STAFF. A NEW VISION AT SHORT TERM, MID TERM OR LONG TERM QUALITY AND TECHNOLOGY HOSPITALITY INDUSTRY.
Andrew Graham C.V
Andrew Graham is seeking a sales, engineering or sailing position in the Washington D.C. area. He has over 10 years of experience in yacht captaining, engineering, sales and culinary roles. His qualifications include a yacht master certification, divemaster certification, engineering apprenticeship certification and experience leading over $1 million in timeshare sales. He has extensive experience maintaining and repairing marine systems on yachts and sailing vessels.
Gulfstream Plaza Executive Summary
Gulfstream Plaza aims to develop 21 acres of land near I-10 and I-110 in Mississippi into a retail destination. The area was damaged by Hurricane Katrina and is underserved. The first tenant, an ocean expo and aquarium, broke ground in 2011. Gulfstream hopes to attract more businesses like hotels, restaurants, and stores to serve over 300,000 people and 15 million annual tourists. The property has prime access near military and shipbuilding facilities and a planned highway expansion. Gulfstream will offer pad sites for sale, lease, or build to suit for standalone businesses.
Port of Manatee 2017 Business Directory
Port Manatee is a leading tugboat operator along the Gulf Coast and Southeastern seaboard with over 50 years of experience. It provides ship docking services from Cape Canaveral, Florida to Port Arthur, Texas. With reliable service and experience in the maritime industry, Port Manatee is a proud partner for ship docking needs. Contact information is provided for those seeking more information.
Lynn Gilmore (2011)
The document summarizes an industry-led strategy for brown crab management in Northern Ireland. It discusses the background of the brown crab fishery in Northern Ireland, the aims of developing a management strategy, proposed management measures consulted on with industry experts, next steps which include further consultation and developing a final management plan to be implemented in 2012. The strategy involves local management through area associations feeding into an overarching Northern Ireland Shellfish Council to deliver the management plan with support from scientists and the Department of Agriculture.
Tourism
The document discusses careers available in the cruise ship industry. It describes some of the key roles on cruise ships, dividing them into bridge operations, which include roles like the captain and engineer, and hotel operations, which include roles like the hotel manager, purser, and cruise director. The document outlines some of the responsibilities of important roles like the chef, housekeeper, and roles in food and beverage service.
Manning at sea sdip vsdp_files
Just a heads up (FYI only) on what is coming on detailing and At Sea special programs. Lots of reading to digest for CPOs / CCCs including the new CMS-ID NAVADMIN on Navy's needs for manning at sea, if you have any question from Sailor as they come up to you for career counseling. Note also the attached Updated Voluntary Sea Duty Program NAVADMIN about Section 2(a) regarding HYT waivers.
Bottom line is - let's understand the program and encouraging extension of duties at sea (VSDP, SDIP, CPO-at-Sea & now CMS-ID Limited Detailing) - that's where the Navy needs our Sailors now.
EPENAL PRESENTATION TO NIGER DELTA MINISTRY.pptx
PRESENTATION TO NIGER DELTA MINISTRY FOR PROVIDING SAFETY FOR OUR WATER WAYS BY EPENAL GROUP OF COMPANIES
Ocean Life, Water Ways, and Aquaculture
The document provides an analysis of aquaculture (fish farming). It begins with an introduction to the presenter, Paul Young, and his background. The agenda then outlines topics to be covered, including discussions of Jules Verne, what fish farming is, its market size and growth, the Canadian market and industry, relevant technology, blogs on related issues, audits of fisheries, ocean/waterway management, and regulatory concerns. The document explores issues facing fisheries and oceans management in Canada and globally. It examines the fish farming industry and discusses the technology, risks, and opportunities in aquaculture.
Examples of 12 degrees sailing days
A slideshow detailing some of the different sailing days that are on offer at 12 Degrees.
www.12degreesshop.co.uk
USAKW mini
World's first fully functioning underwater hotel with elevator for under $1M. FOR SALE to resort property owners around Planet Ocean.
Punta Coco, Panama
The document describes two parcels of land called Punta Coco located on Isla del Rey in Panama. Parcel A is 11 hectares with 229 meters of beachfront and is fully permitted for immediate construction. It has buildings and infrastructure already in place. Parcel B is 30 hectares with 854 meters of beachfront and is suitable for resort development. The properties have permits for a marina, fuel storage and sales, and tourism activities. Punta Coco is described as a prime location for sport fishing and near an airstrip, making it accessible from Panama City. The permits and infrastructure already in place with Parcel A make it an attractive investment opportunity.
TCR 72 From sea to shore
This document summarizes interviews with several former yacht crew members who have started businesses on land while remaining in the yachting industry.
It describes two captains who opened a crew housing business to help crew transition ashore more easily. An ex-chief stewardess discusses starting an interior outfitting business using her experience from working on superyachts. Two former engineers explain opening a chandlery to stay involved in yachting from land.
All note the challenges of leaving life at sea but finding opportunities to use their skills and connections on land, whether through crew housing, interior design, or supplying yachts. Their experience working on boats helps clients trust that they understand the industry.
Similar to Ppt on Fourwind marina ..a case study on strategic Intervention (20)
Recently uploaded
Pro-competitive Industrial Policy – OECD – June 2024 OECD discussion
Pro-competitive Industrial Policy – OECD – June 2024 OECD discussionOECD Directorate for Financial and Enterprise Affairs
This presentation by OECD, OECD Secretariat, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
ServiceNow CIS-ITSM Exam Dumps & Questions [2024]
• For a full set of 530+ questions. Go to
https://skillcertpro.com/product/servicenow-cis-itsm-exam-questions/
• SkillCertPro offers detailed explanations to each question which helps to understand the concepts better.
• It is recommended to score above 85% in SkillCertPro exams before attempting a real exam.
• SkillCertPro updates exam questions every 2 weeks.
• You will get life time access and life time free updates
• SkillCertPro assures 100% pass guarantee in first attempt.
Artificial Intelligence, Data and Competition – LIM – June 2024 OECD discussion
Artificial Intelligence, Data and Competition – LIM – June 2024 OECD discussionOECD Directorate for Financial and Enterprise Affairs
This presentation by Yong Lim, Professor of Economic Law at Seoul National University School of Law, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
Pro-competitive Industrial Policy – LANE – June 2024 OECD discussion
Pro-competitive Industrial Policy – LANE – June 2024 OECD discussionOECD Directorate for Financial and Enterprise Affairs
This presentation by Nathaniel Lane, Associate Professor in Economics at Oxford University, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
BRIC_2024_2024-06-06-11:30-haunschild_archival_version.pdf
These are the slides of my presentation at BRIC 2024 about global science overlay maps using OpenAlex.
The Intersection between Competition and Data Privacy – COLANGELO – June 2024...
The Intersection between Competition and Data Privacy – COLANGELO – June 2024...OECD Directorate for Financial and Enterprise Affairs
This presentation by Professor Giuseppe Colangelo, Jean Monnet Professor of European Innovation Policy, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
Gamify it until you make it Improving Agile Development and Operations with ...
So many challenges, so little time. While we’re busy developing software and keeping it operational, we also need to sharpen the saw, but how? Gamification can be a way to look at how you’re doing and find out where to improve. It’s a great way to have everyone involved and get the best out of people.
In this presentation, Ben Linders will show how playing games with the DevOps coaching cards can help to explore your current development and deployment (DevOps) practices and decide as a team what to improve or experiment with.
The games that we play are based on an engagement model. Instead of imposing change, the games enable people to pull in ideas for change and apply those in a way that best suits their collective needs.
By playing games, you can learn from each other. Teams can use games, exercises, and coaching cards to discuss values, principles, and practices, and share their experiences and learnings.
Different game formats can be used to share experiences on DevOps principles and practices and explore how they can be applied effectively. This presentation provides an overview of playing formats and will inspire you to come up with your own formats.
Using-Presentation-Software-to-the-Fullf.pptx
Slides on 7 Commonly Used Presentation Softwares; thier usage and features.
IEEE CIS Webinar Sustainable futures.pdf
The importance of sustainable and efficient computational practices in artificial intelligence (AI) and deep learning has become increasingly critical. This webinar focuses on the intersection of sustainability and AI, highlighting the significance of energy-efficient deep learning, innovative randomization techniques in neural networks, the potential of reservoir computing, and the cutting-edge realm of neuromorphic computing. This webinar aims to connect theoretical knowledge with practical applications and provide insights into how these innovative approaches can lead to more robust, efficient, and environmentally conscious AI systems.
Webinar Speaker: Prof. Claudio Gallicchio, Assistant Professor, University of Pisa
Claudio Gallicchio is an Assistant Professor at the Department of Computer Science of the University of Pisa, Italy. His research involves merging concepts from Deep Learning, Dynamical Systems, and Randomized Neural Systems, and he has co-authored over 100 scientific publications on the subject. He is the founder of the IEEE CIS Task Force on Reservoir Computing, and the co-founder and chair of the IEEE Task Force on Randomization-based Neural Networks and Learning Systems. He is an associate editor of IEEE Transactions on Neural Networks and Learning Systems (TNNLS).
The Intersection between Competition and Data Privacy – KEMP – June 2024 OECD...
The Intersection between Competition and Data Privacy – KEMP – June 2024 OECD...OECD Directorate for Financial and Enterprise Affairs
This presentation by Katharine Kemp, Associate Professor at the Faculty of Law & Justice at UNSW Sydney, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
Proposal: The Ark Project and The BEEP Inc
1.) Introduction
Our Movement is not new; it is the same as it was for Freedom, Justice, and Equality since we were labeled as slaves. However, this movement at its core must entail economics.
2.) Historical Context
This is the same movement because none of the previous movements, such as boycotts, were ever completed. For some, maybe, but for the most part, it’s just a place to keep your stable until you’re ready to assimilate them into your system. The rest of the crabs are left in the world’s worst parts, begging for scraps.
3.) Economic Empowerment
Our Movement aims to show that it is indeed possible for the less fortunate to establish their economic system. Everyone else – Caucasian, Asian, Mexican, Israeli, Jews, etc. – has their systems, and they all set up and usurp money from the less fortunate. So, the less fortunate buy from every one of them, yet none of them buy from the less fortunate. Moreover, the less fortunate really don’t have anything to sell.
4.) Collaboration with Organizations
Our Movement will demonstrate how organizations such as the National Association for the Advancement of Colored People, National Urban League, Black Lives Matter, and others can assist in creating a much more indestructible Black Wall Street.
5.) Vision for the Future
Our Movement will not settle for less than those who came before us and stopped before the rights were equal. The economy, jobs, healthcare, education, housing, incarceration – everything is unfair, and what isn’t is rigged for the less fortunate to fail, as evidenced in society.
6.) Call to Action
Our movement has started and implemented everything needed for the advancement of the economic system. There are positions for only those who understand the importance of this movement, as failure to address it will continue the degradation of the people deemed less fortunate.
No, this isn’t Noah’s Ark, nor am I a Prophet. I’m just a man who wrote a couple of books, created a magnificent website: http://www.thearkproject.llc, and who truly hopes to try and initiate a truly sustainable economic system for deprived people. We may not all have the same beliefs, but if our methods are tried, tested, and proven, we can come together and help others. My website: http://www.thearkproject.llc is very informative and considerably controversial. Please check it out, and if you are afraid, leave immediately; it’s no place for cowards. The last Prophet said: “Whoever among you sees an evil action, then let him change it with his hand [by taking action]; if he cannot, then with his tongue [by speaking out]; and if he cannot, then, with his heart – and that is the weakest of faith.” [Sahih Muslim] If we all, or even some of us, did this, there would be significant change. We are able to witness it on small and grand scales, for example, from climate control to business partnerships. I encourage, invite, and challenge you all to support me by visiting my website.
The Intersection between Competition and Data Privacy – OECD – June 2024 OECD...
The Intersection between Competition and Data Privacy – OECD – June 2024 OECD...OECD Directorate for Financial and Enterprise Affairs
This presentation by OECD, OECD Secretariat, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
原版制作贝德福特大学毕业证（bedfordhire毕业证）硕士文凭原版一模一样
原版一模一样【微信：741003700 】【贝德福特大学毕业证（bedfordhire毕业证）硕士文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Artificial Intelligence, Data and Competition – SCHREPEL – June 2024 OECD dis...
Artificial Intelligence, Data and Competition – SCHREPEL – June 2024 OECD dis...OECD Directorate for Financial and Enterprise Affairs
This presentation by Thibault Schrepel, Associate Professor of Law at Vrije Universiteit Amsterdam University, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
Disaster Management project for holidays homework and other uses
It talks about disaster management in a helful way.
Artificial Intelligence, Data and Competition – OECD – June 2024 OECD discussion
Artificial Intelligence, Data and Competition – OECD – June 2024 OECD discussionOECD Directorate for Financial and Enterprise Affairs
This presentation by OECD, OECD Secretariat, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
Why Psychological Safety Matters for Software Teams - ACE 2024 - Ben Linders.pdf
Psychological safety in teams is important; team members must feel safe and able to communicate and collaborate effectively to deliver value. It’s also necessary to build long-lasting teams since things will happen and relationships will be strained.
But, how safe is a team? How can we determine if there are any factors that make the team unsafe or have an impact on the team’s culture?
In this mini-workshop, we’ll play games for psychological safety and team culture utilizing a deck of coaching cards, The Psychological Safety Cards. We will learn how to use gamification to gain a better understanding of what’s going on in teams. Individuals share what they have learned from working in teams, what has impacted the team’s safety and culture, and what has led to positive change.
Different game formats will be played in groups in parallel. Examples are an ice-breaker to get people talking about psychological safety, a constellation where people take positions about aspects of psychological safety in their team or organization, and collaborative card games where people work together to create an environment that fosters psychological safety.
怎么办理(lincoln学位证书)英国林肯大学毕业证文凭学位证书原版一模一样
原版定制【微信:bwp0011】《(lincoln学位证书)英国林肯大学毕业证文凭学位证书》【微信:bwp0011】成绩单 、雅思、外壳、留信学历认证永久存档查询，采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信bwp0011】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信bwp0011】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
The Intersection between Competition and Data Privacy – CAPEL – June 2024 OEC...
The Intersection between Competition and Data Privacy – CAPEL – June 2024 OEC...OECD Directorate for Financial and Enterprise Affairs
This presentation by Tim Capel, Director of the UK Information Commissioner’s Office Legal Service, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
Carrer goals.pptx and their importance in real life
Career goals serve as a roadmap for individuals, guiding them toward achieving long-term professional aspirations and personal fulfillment. Establishing clear career goals enables professionals to focus their efforts on developing specific skills, gaining relevant experience, and making strategic decisions that align with their desired career trajectory. By setting both short-term and long-term objectives, individuals can systematically track their progress, make necessary adjustments, and stay motivated. Short-term goals often include acquiring new qualifications, mastering particular competencies, or securing a specific role, while long-term goals might encompass reaching executive positions, becoming industry experts, or launching entrepreneurial ventures.
Moreover, having well-defined career goals fosters a sense of purpose and direction, enhancing job satisfaction and overall productivity. It encourages continuous learning and adaptation, as professionals remain attuned to industry trends and evolving job market demands. Career goals also facilitate better time management and resource allocation, as individuals prioritize tasks and opportunities that advance their professional growth. In addition, articulating career goals can aid in networking and mentorship, as it allows individuals to communicate their aspirations clearly to potential mentors, colleagues, and employers, thereby opening doors to valuable guidance and support. Ultimately, career goals are integral to personal and professional development, driving individuals toward sustained success and fulfillment in their chosen fields.
Recently uploaded (20)
Pro-competitive Industrial Policy – OECD – June 2024 OECD discussion
Pro-competitive Industrial Policy – OECD – June 2024 OECD discussion
Artificial Intelligence, Data and Competition – LIM – June 2024 OECD discussion
Artificial Intelligence, Data and Competition – LIM – June 2024 OECD discussion
Pro-competitive Industrial Policy – LANE – June 2024 OECD discussion
Pro-competitive Industrial Policy – LANE – June 2024 OECD discussion
BRIC_2024_2024-06-06-11:30-haunschild_archival_version.pdf
BRIC_2024_2024-06-06-11:30-haunschild_archival_version.pdf
The Intersection between Competition and Data Privacy – COLANGELO – June 2024...
The Intersection between Competition and Data Privacy – COLANGELO – June 2024...
Gamify it until you make it Improving Agile Development and Operations with ...
Gamify it until you make it Improving Agile Development and Operations with ...
The Intersection between Competition and Data Privacy – KEMP – June 2024 OECD...
The Intersection between Competition and Data Privacy – KEMP – June 2024 OECD...
The Intersection between Competition and Data Privacy – OECD – June 2024 OECD...
The Intersection between Competition and Data Privacy – OECD – June 2024 OECD...
Artificial Intelligence, Data and Competition – SCHREPEL – June 2024 OECD dis...
Artificial Intelligence, Data and Competition – SCHREPEL – June 2024 OECD dis...
Disaster Management project for holidays homework and other uses
Disaster Management project for holidays homework and other uses
Artificial Intelligence, Data and Competition – OECD – June 2024 OECD discussion
Artificial Intelligence, Data and Competition – OECD – June 2024 OECD discussion
Why Psychological Safety Matters for Software Teams - ACE 2024 - Ben Linders.pdf
Why Psychological Safety Matters for Software Teams - ACE 2024 - Ben Linders.pdf
The Intersection between Competition and Data Privacy – CAPEL – June 2024 OEC...
The Intersection between Competition and Data Privacy – CAPEL – June 2024 OEC...
Carrer goals.pptx and their importance in real life
Carrer goals.pptx and their importance in real life
Ppt on Fourwind marina ..a case study on strategic Intervention
- 1. FOURWINDS MARINA Submitted by- Pallawi Sohinee BhattacharJee Gulshan Rathore Jyoti Verma
- 2. SWOT Analysis Strengths: Fourwinds Marina is one of the most extensive and complete marina in the United States that includes boat docks, indoor storage facility and a boat repair facility. The inn at Fourwinds is a 150 room hotel that offers many amenities such as spas, tennis courts, saunas, recreation rooms and indoor-outdoor swimming pools. Jack Keltner was a competent and hardworking person with prior accounting experience. It was easy to keep marina staffed because the resort atmosphere was attractive. 75% of all slips are in the most desirable location, so they are rented first. Also the services provided to all the slips are very good. Bubbling system has been installed to protect boats during the winter season. Available equipment is up to date and well maintained.
- 3. Weaknesses: Though Jack Keltner is competent, he has no prior experience in marina management. Lack of expertise in maintaining accurate cost and controlling their costs. Weak financial position. The snack bar of the inn is not reliable as it sometimes remains closed for no apparent reason. Buoys are not considered to be a very profitable segment. They shift and break loose occasionally requiring constant attention. High boat and motor inventory. Poor storage system.
- 4. Opportunities: Increased population and business growth in surrounding areas. Indianapolis is considered to be a desirable site for future expansion. There is a potential audience of some 2.9 million inhabitants within a 100 mile radius of Bloomington. Threats: There have been reports of vandalism on the boats stored in the more remote areas of the uncovered, out-of-water storage. The Indiana Department of Natural Resources exercises total control over the rates that can be charged on ship rental as well as room rates at the inn, posing a threat to the economic viability of the marina. Pointe poses a potential threat to the inn of Fourwinds. Ducks pose a threat to the docks as they chew on the foam and use them to make nests. It is located in an area where freeze over of the water occurs. Therefore there can be a problem for winter storage.
- 5. How would you describe the Marina’s strategy and organization,and what do you think of Ketner’s list of actions?
- 6. List of Actions will:- Increase Annual profits by $75000 by eight slips on E,F and G blocks. Gain Inventory Control-creating a saving up to $3000. Reduce Workforce. Utilize Existing Space for winter storage, creating additional storage. These actions will increase effectiveness and probability of Marina operation as it has been taken with past experiences in mind and with known company’s strength and opportunities.
- 7. Assume Keltner asked you for some help in thinking through the changes. Where would you start, whom would you involve and might you propose?
- 8. Persons involved will be:- Sales Manager Harbor Master Boat Rental Manager Assistant Boat Rental Manager Key Employees
- 9. Proposed Implementations:- New Employees to assist the secretary bookkeeper Produces a saving of $300 Implementation of new Inventory system Although initial cost, it can be recovered in a year. Enables more effective functioning. Cross train workers. Enables the duties of vacated jobs that can be picked up easily.
- 10. Areas to re-evaluate Addition of additional slips Although there is chances of profits, the company can manage expense at this time. Proposal of additional slips can be made. Large boat Sales More research needed to determine cost, profit, and storage of large boats. As the only facility in Indiana with the capability, could be viable. Buoy Rental Is this cost effective? Propose evaluation of current operation and cost.
- 11. THANK YOU!!