The document discusses aspects of an ideal workplace. It notes that competitive pay alone is not enough, and that small businesses often do not research appropriate market rates. It also emphasizes offering professional development opportunities to allow employees to grow their skills and advance their careers. Regular communication through employee surveys and feedback is important so that management understands employee perspectives and can make adjustments. Managers should provide support to employees as they take on challenges.
A leader’s primary role is to develop talent by driving employee engagement,
which leads to productivity and positive organizational outcomes. With research
showing us that approximately 70% of the workforce is currently disengaged,
developing leaders who can drive employee engagement in order to produce
results is critical.
This advanced course seeks to teach leaders how to be career agents in order to
drive performance and results. Topics covered include how to facilitate win-win
conversations with employees, how to create career advancement plans with
employees that are grounded in behaviors and how to provide projects and
assignments that foster employee skill development.
A course is also available for HR professionals on how to create career agent
systems and mindsets to support leaders.
Course Objectives:
Following the completion of this course, participants will be able to:
1. Understand the employee engagement problem and how it impacts
performance.
2. Understand what it means to be a career agent.
3. Apply techniques for being a career agent including:
a. Asking one simple question.
b. Facilitating win-win conversations with employees.
c. Creating advancement plans with employees through goal-setting.
d. Designing assignments and projects to foster skill development and
increase engagement through “flow”.
The HR training includes the following objectives:
1. Understand and design ways to train leaders on what it means to be a career
agent through their behaviors.
2. Provide tools and processes to facilitate career agent conversations
including how to tie your performance management process to this system.
3. Understand and apply methods for recruiting and promoting individuals
who model a career agent mindset through their behaviors.
How To Keep Good Staff From Leaving | The Seven Reasons Employees Leave and H...The Pathway Group
How To Keep Good Staff From Leaving | The Seven Reasons Employees Leave and How To Counteract It!
For more business advice visit: www.pathwaygroup.co.uk
call: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
Seven reasons staff leave - How to keep good staff from leavingThe Pathway Group
It doesn't matter what you build, invent or sell; your organisation can't move forward without people - Employee retention, especially of your best, most desirable employees, is a key challenge in organisations today. Keep hold of your staff and keeping staff happy makes great business sense in the long run. Why good employees will leave an organisation and what to do to prevent it
The Cost of a Bad Hire: Four Common Hiring Mistakes
Finding and hiring game-changing talent is critical in today’s competitive business environment. Even the best-run companies, ones where hiring managers understand the potential of finding and acquiring great talent, sometimes overlook the flip side of the hiring process: the potentially devastating impact of a bad hire. As an executive recruiter, I know how much is at stake in the hiring process, and strive to pair businesses with dedicated and qualified employees.
Is it time to recruit some staff to enable you to grow your businessThe Pathway Group
should i employ someone? Why I should to employ someone? benefits of employing some one, how much does it cost to employ someone,how much does it cost to employ someone, benefits of employing people, benefits of having staff, reason why I should recruit, reasons why I should hire, benefits of hiring staff
David Neagle teaches business owners ways to more effectively manage their businesses and drive their earnings. For example, David Neagle provides suggestions on how to hire effective people to help with the running of a business.
A leader’s primary role is to develop talent by driving employee engagement,
which leads to productivity and positive organizational outcomes. With research
showing us that approximately 70% of the workforce is currently disengaged,
developing leaders who can drive employee engagement in order to produce
results is critical.
This advanced course seeks to teach leaders how to be career agents in order to
drive performance and results. Topics covered include how to facilitate win-win
conversations with employees, how to create career advancement plans with
employees that are grounded in behaviors and how to provide projects and
assignments that foster employee skill development.
A course is also available for HR professionals on how to create career agent
systems and mindsets to support leaders.
Course Objectives:
Following the completion of this course, participants will be able to:
1. Understand the employee engagement problem and how it impacts
performance.
2. Understand what it means to be a career agent.
3. Apply techniques for being a career agent including:
a. Asking one simple question.
b. Facilitating win-win conversations with employees.
c. Creating advancement plans with employees through goal-setting.
d. Designing assignments and projects to foster skill development and
increase engagement through “flow”.
The HR training includes the following objectives:
1. Understand and design ways to train leaders on what it means to be a career
agent through their behaviors.
2. Provide tools and processes to facilitate career agent conversations
including how to tie your performance management process to this system.
3. Understand and apply methods for recruiting and promoting individuals
who model a career agent mindset through their behaviors.
How To Keep Good Staff From Leaving | The Seven Reasons Employees Leave and H...The Pathway Group
How To Keep Good Staff From Leaving | The Seven Reasons Employees Leave and How To Counteract It!
For more business advice visit: www.pathwaygroup.co.uk
call: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
Seven reasons staff leave - How to keep good staff from leavingThe Pathway Group
It doesn't matter what you build, invent or sell; your organisation can't move forward without people - Employee retention, especially of your best, most desirable employees, is a key challenge in organisations today. Keep hold of your staff and keeping staff happy makes great business sense in the long run. Why good employees will leave an organisation and what to do to prevent it
The Cost of a Bad Hire: Four Common Hiring Mistakes
Finding and hiring game-changing talent is critical in today’s competitive business environment. Even the best-run companies, ones where hiring managers understand the potential of finding and acquiring great talent, sometimes overlook the flip side of the hiring process: the potentially devastating impact of a bad hire. As an executive recruiter, I know how much is at stake in the hiring process, and strive to pair businesses with dedicated and qualified employees.
Is it time to recruit some staff to enable you to grow your businessThe Pathway Group
should i employ someone? Why I should to employ someone? benefits of employing some one, how much does it cost to employ someone,how much does it cost to employ someone, benefits of employing people, benefits of having staff, reason why I should recruit, reasons why I should hire, benefits of hiring staff
David Neagle teaches business owners ways to more effectively manage their businesses and drive their earnings. For example, David Neagle provides suggestions on how to hire effective people to help with the running of a business.
Remember that feeling you experienced when you were awarded a gold star in school for a job well done? Even though we’re older now and the stakes are higher than learning the ABCs, that “gold star” feeling still can be a powerful motivator. Employees who believe that their employers recognize and value their contributions generally are more satisfied at work,
which is why most organizations today have employee recognition programs in place. On the following slides, we present some creative yet simple ideas for business owners and managers to give employees that “gold star” feeling in recognition of their efforts.
Employees are important entities in your business who determine whether you will fail or succeed. Research has shown that motivated employees are more productive with their workplace responsibilities which easily translates to better profits for businesses. To ensure that your business reaps from such benefits, here are 4 tips on how to motivate your employees.
Read the blog at https://benedettocerilli.net/how-to-motivate-your-employees/
13 Uncommon Recruitment Metrics You Can't Afford to IgnoreNexxt
Learn the recruitment metrics you should really be paying attention to beyond the common ones like time-to-hire, cost-per-hire and employee turnover rate.
10 reasons why it's time to re think the EVPTEDxMongKok
The conventional approach to developing an Employee Value Proposition (EVP) is ripe for disruption. Too often we see mediocre, bland and meaningless EVPs that don't create real change. We are taking a stand against bland. Here are 10 reasons why we need to re-think the EVP.
How to create a compelling employer value proposition | Talent Connect 2016LinkedIn Talent Solutions
Lauren Larose, LinkedIn
Daniel Sanders, LinkedIn
A strong talent brand is no longer a nice to have, but a must have if you want to hire quality talent. In order to have a strong talent brand, you must first start with the foundation: a clear employer value proposition. Your employer value proposition is your unique set of offerings and values that distinguishes your company from the competition - it gives people a reason to work for you. This session will cover the basics of employer branding and how to leverage LinkedIn insights and research to craft a compelling employer value proposition.
Key highlights:
Have an understanding of the basics of Employer Branding.
Know the steps and inputs required to build/hone a compelling.
Employer Value Proposition Understand how to measure the ROI of your Employer Branding efforts.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Understanding Recruiters: They Stand Between You And Your Future JobJenni Proctor
If you are looking for a new job, chances are high that you will need to meet with a recruiter or two during your job search. It is important to understand what their role is so that you start off with the appropriate expectations.
Turbo-Charge Your Talent Brand: Develop your Employee Value Proposition | Tal...LinkedIn Talent Solutions
Facebook’s Global Recruiting Brand Manager and Epic Games’s Director of Recruiting explained how they developed their employee value proposition (EVP) and their employment brand strategy.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Businesses that do a good job of onboarding have higher
engagement and retention rates than those that don’t,
and it doesn’t take long for new hires to decide whether
or not they’re going to stick around.
The first few months are critical, so you really need to
make sure your onboarding programs are pulling their
weight.
Remember that feeling you experienced when you were awarded a gold star in school for a job well done? Even though we’re older now and the stakes are higher than learning the ABCs, that “gold star” feeling still can be a powerful motivator. Employees who believe that their employers recognize and value their contributions generally are more satisfied at work,
which is why most organizations today have employee recognition programs in place. On the following slides, we present some creative yet simple ideas for business owners and managers to give employees that “gold star” feeling in recognition of their efforts.
Employees are important entities in your business who determine whether you will fail or succeed. Research has shown that motivated employees are more productive with their workplace responsibilities which easily translates to better profits for businesses. To ensure that your business reaps from such benefits, here are 4 tips on how to motivate your employees.
Read the blog at https://benedettocerilli.net/how-to-motivate-your-employees/
13 Uncommon Recruitment Metrics You Can't Afford to IgnoreNexxt
Learn the recruitment metrics you should really be paying attention to beyond the common ones like time-to-hire, cost-per-hire and employee turnover rate.
10 reasons why it's time to re think the EVPTEDxMongKok
The conventional approach to developing an Employee Value Proposition (EVP) is ripe for disruption. Too often we see mediocre, bland and meaningless EVPs that don't create real change. We are taking a stand against bland. Here are 10 reasons why we need to re-think the EVP.
How to create a compelling employer value proposition | Talent Connect 2016LinkedIn Talent Solutions
Lauren Larose, LinkedIn
Daniel Sanders, LinkedIn
A strong talent brand is no longer a nice to have, but a must have if you want to hire quality talent. In order to have a strong talent brand, you must first start with the foundation: a clear employer value proposition. Your employer value proposition is your unique set of offerings and values that distinguishes your company from the competition - it gives people a reason to work for you. This session will cover the basics of employer branding and how to leverage LinkedIn insights and research to craft a compelling employer value proposition.
Key highlights:
Have an understanding of the basics of Employer Branding.
Know the steps and inputs required to build/hone a compelling.
Employer Value Proposition Understand how to measure the ROI of your Employer Branding efforts.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Understanding Recruiters: They Stand Between You And Your Future JobJenni Proctor
If you are looking for a new job, chances are high that you will need to meet with a recruiter or two during your job search. It is important to understand what their role is so that you start off with the appropriate expectations.
Turbo-Charge Your Talent Brand: Develop your Employee Value Proposition | Tal...LinkedIn Talent Solutions
Facebook’s Global Recruiting Brand Manager and Epic Games’s Director of Recruiting explained how they developed their employee value proposition (EVP) and their employment brand strategy.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Businesses that do a good job of onboarding have higher
engagement and retention rates than those that don’t,
and it doesn’t take long for new hires to decide whether
or not they’re going to stick around.
The first few months are critical, so you really need to
make sure your onboarding programs are pulling their
weight.
When it comes to recruiting and keeping top talent, companies need to understand what potential employees value and create a company culture that appreciates all they have to offer. The following slides are tips and management tactics to help employers find and keep their “A players”.
Vital Ingredients in Employee RecruitmentHL Lesbrown
There are pivotal tips to follow when putting together a team for excellent results. Not everyone can be part of an award winning team.
Reproduced here with permission from Gb Adolph Obasogie.
Having The entire hiring process taking roughly 23 days. The length can leave many job seekers less than affirmative when looking for a new career. From your resume to the follow-up, these tricks are what you need to find your dream job and hopefully get hired.
Employee turnover in the nonprofit industry is at 20% and climbing. This presentation will help explain why, and give you 7 simple ways to reduce employee turnover in your agency.
In this ppt, we go in-depth on how to apply for jobs in India as a fresher. Be willing to put yourself out there, make the necessary calls, and apply for the relevant positions in every listing for fresher job openings that you come across—until you discover the right fit! So just let's start.
Let's face it - the competition for top talent is fierce, and the best employees are looking for more than just a job. They want options, and they want meaning. Check out these 7 areas HR can fine tune to ensure they're attracting and keeping the right talent around.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
It is time to conduct a “reset” exercise and put employee
engagement back in its proper place and perspective. This paper
identifies five areas that our research has shown to be
potentially troublesome for companies - especially in terms of
helping them frame their expectations in the most reasonable,
realistic and productive ways. We have discussed them here to
help you understand the true power of aligning employee drives
and needs with those of your company
How can satisfaction in the workplace be fixed and/or improved? Both employees and employers can take action to increase their job satisfaction. Commitment from both sides leads to understanding and improvement in the workplace. O.C. Tanner provides 5 tips for each to help increase employee satisfaction and retain top talent.
Employee Retention Strategies to Survive the Great ResignationKashish Trivedi
Onboarding reflects what your company is and ultimately leaves the first impression on new employees. A report indicates a 2.6 times increase in job satisfaction among new employees when they have a positive onboarding experience.
You can rely on learning management tools that streamline difficult or time-consuming procedures for companies to hire new employees. Leveraging a comprehensive learning platform allows you to create personalized onboarding experiences for new employees.
Extra steps need to be taken to make sure employees joining remotely feel integrated into their team. To achieve this, you could implement a virtual onboarding program that may utilize internal bots to help facilitate a more seamless connection within your team. Check for chatbot pricing and integrate an employee engagement bot within your onboarding activities to encourage icebreaker conversations.
Similar to Presentation about what would the ideal workplace look like (20)
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
2. The job market is booming, with unemployment at
its lowest level in 49 years. With job seekers faced
with more workplace options than they’ve likely
experienced in their lifetimes, how can you draw in
the right candidates to your business?
Glassdoor just released their 2019 Top 50 Top
Places to Work for small and medium-sized
businesses, and the list demonstrates that an ideal
workplace is more than just competitive pay and
good benefits.
3. Competitive Pay
While this may seem like the most fundamental
aspect of any job, it’s amazingly common for small
businesses to offer compensation based on what they
think a role is worth, not the actual going rate. Do your
research before posting the position: if the going rate
in your area $10.00 an hour, you won’t stand out as
much to potential candidates if you offer $8.50, even if
it happens to be above minimum wage.
4. Offer Professional Development
No one takes an entry-level job hoping that they’re
going to do doing the same base-level gruntwork
for the rest of their career. Offering employees
paths to upward mobility shows that you care for
their professional development and their success.
Employees appreciate knowing that their bosses
are committed to them succeeding and growing,
and businesses benefit from the education and
skills these employees bring to the business. Take
the time to research professional development
courses you could offer your employees to teach
them more advanced skills they can use to push
themselves and the business further.
5. Communication and Input
The most qualified people to provide input on your
company are the employees themselves! Employee
engagement surveys, especially when done
anonymously and securely, are a great way to gain
valuable feedback on aspects of your company you
may not see as the owner or manager. However,
gathering feedback is only useful if you adjust and
react accordingly.
6. Offer Feedback
Similarly, make sure that you are transparent and
open with your employees. Often employees feel
they are not getting enough feedback or that the
feedback they are receiving is not helpful to them.
Set clear expectations and let your staff know they
can come to you with questions if they’re unclear on
those expectations. A common practice is to conduct
year-end performance reviews. However, a lot goes
on in the year that both you and your employee may
forget by the end of the year. Consider setting up
weekly 1:1 meeting or structure reviews so they are
quarterly, giving you and your employee more time to
connect and receive feedback.
7. Managerial Support
Employers often expect loyalty from their
employees, but don’t always provide their staff with
the support they need to succeed in the workplace.
While you can’t promise your team that they’ll never
face difficulty at work, employees should feel that
they have their manager’s support when dealing with
stressful situations. Having someone to turn to when
they’re frustrated or stressed is crucial for
employees, and giving them support during those
times creates loyalty.