Leading Retailers need to have employees who are proactive, to create "actions" with customers and truly get "into the world of the client"
Th.inc - Career Development Workshops as part of Emiratisation ProgramsMarc Karschies
"If we had started to focus on career guidance earlier, today we'd be in much better shape because the Emirati mindset would be open to joining any sector, not only the government."Essa Al Mulla, Executive Director, ENDP
In order to ensure long term engagement and continuous profile growth, both Job and Career development activities have to be balanced.
KCA Associates now announces the going to market of the “TH.inc” Workshop concepts, enabling organizations to help their young Emirati Talent to plan their career more effectively. While the program can be used for any junior to mid-level early career stage talent, the TH.inc program specifically provides a significant impact boost to organization’s existing Emiratisation and Talent Development programs.
Contact us to see how we can help: mkarschies@kca-associates.com
A comprehensive brochure explaining the strategy behind InternInMichigan.com, why talent retention and attraction is important to Michigan and how employers can use this tool to hire interns and/or entry-level talent.
Th.inc - Career Development Workshops as part of Emiratisation ProgramsMarc Karschies
"If we had started to focus on career guidance earlier, today we'd be in much better shape because the Emirati mindset would be open to joining any sector, not only the government."Essa Al Mulla, Executive Director, ENDP
In order to ensure long term engagement and continuous profile growth, both Job and Career development activities have to be balanced.
KCA Associates now announces the going to market of the “TH.inc” Workshop concepts, enabling organizations to help their young Emirati Talent to plan their career more effectively. While the program can be used for any junior to mid-level early career stage talent, the TH.inc program specifically provides a significant impact boost to organization’s existing Emiratisation and Talent Development programs.
Contact us to see how we can help: mkarschies@kca-associates.com
A comprehensive brochure explaining the strategy behind InternInMichigan.com, why talent retention and attraction is important to Michigan and how employers can use this tool to hire interns and/or entry-level talent.
Almost all employees hope for a challenging role,
fair compensation and a rewarding environment.
But motivating employees takes more than money and an occasional pat on the back.
Download the full report for free at http://www.eco.ca.
The findings from ECO Canada's 2011 study on what drives employee engagement for the environmental workforce.
"Engaged" employees are those that would recommend their employer as a good place to work, are motivated to do more than what is normally required, and feel their contribution is valued.
The study reveals that 78% of environmental employees are engaged in their work, compared to just 64% of workers in the overall Canadian labour force.
For more research findings, or for resources to help you launch and advance your own environmental career, visit ECO Canada at http://www.eco.ca
Content from my books on employer branding: "Brand from the Inside", "Brand for Talent". Includes definitions and how to embark on an employer branding initiative.
Recruiters and HR managers who hire overqualified candidates urge their peers not to overlook the benefits of having these skilled professionals on the team.
Almost all employees hope for a challenging role,
fair compensation and a rewarding environment.
But motivating employees takes more than money and an occasional pat on the back.
Download the full report for free at http://www.eco.ca.
The findings from ECO Canada's 2011 study on what drives employee engagement for the environmental workforce.
"Engaged" employees are those that would recommend their employer as a good place to work, are motivated to do more than what is normally required, and feel their contribution is valued.
The study reveals that 78% of environmental employees are engaged in their work, compared to just 64% of workers in the overall Canadian labour force.
For more research findings, or for resources to help you launch and advance your own environmental career, visit ECO Canada at http://www.eco.ca
Content from my books on employer branding: "Brand from the Inside", "Brand for Talent". Includes definitions and how to embark on an employer branding initiative.
Recruiters and HR managers who hire overqualified candidates urge their peers not to overlook the benefits of having these skilled professionals on the team.
After-School All-Stars Encourages Children to Stay ActiveAllied Wallet
With the ability to process payments across more than 160 currencies, Allied Wallet is a secure Internet payment service provider that caters to merchants and consumers worldwide. An advocate of positive change, Allied Wallet maintains partnerships with multiple charitable organizations, including After-School All-Stars (ASAS).
"Profiling the senior team allowed them to see exactly what PPA was all about and the information it provided. Once they understood their profiles they were able to talk much more openly to one another about their preferred work style and how it can impact on those around them"
More at PredictiveResults.com
“PI helps forge communication, and provides us with a common language to communicate about
individual behaviors and work styles. Most importantly, PI has helped us align our
organization for future growth and success.”
Shelley Ramirez
HR Manager
Srishti Software Pvt Ltd has evolved an unique approach to identify and develop lateral transfer of employees. In this paper we capture the framework adopted for identifying stars and performers, how they are supported in their job transfers and their apprehensions managed. Normative do and don't of lateral transfer of employees is presented.
Hanmer MSL Executive Report on an event held jointly with the Indo-French Chamber of Commerce Industry in October, sharing insights on Why You Need Employer Branding
Unlocking The Potential Of Frontline Managers Exec BriefingJeff Lively
Times of change present many challenges for organizations, particularly for frontline managers whose people will be responsible for implementing the change. Pressure to perform is high, as are emotions, and everyone is expected to do more with less.
1. MAY 2004
STORES WWW.STORES.ORG
EMPLOYEE SCREENING
Measuring the Qualities
Needed for Success
iParty uses survey tool to define behavioral traits for managerial
positions and match candidates with jobs they naturally enjoy
openness or perceived need to support, it can be closed,” she adds. iParty
change to adapt to his current work- administers the PI to all prospective man-
place environment, and a combina- agement employees. In the future, the
eing able to understand managerial tion of the two. retailer plans to extend its use to selecting
B candidates’ natural needs and behav-
iors is essential to finding a person
who will find his assignment energiz-
ing and satisfying, and, therefore, will do well
in the job, says Lori Chamberlain, vice presi-
In effect, the PI measures how well an
individual’s natural self is in sync with the
current or prospective work environment.
An ideal match identifies a candidate who
can slip into a job situation like a hand fits
store associates.
iParty also uses the PI to help managers
interact with employees in a manner that
meets and nourishes their personal and pro-
fessional needs. Managers are trained to
dent of human resources at Dedham, Mass.- into a custom-made glove. interact with individual employees in ways
based iParty. That, in turn, leads to increased “People are most effective when they are that suit both their styles, for example. The
productivity. able to tap into their natural behavioral goal is to create positive relationships that
Party goods specialty retailer iParty is traits,” explains Handalian. “That means stimulate creativity and productivity, while
using PI Worldwide’s Predictive Index (PI), most of their energy is going into their jobs minimizing negative, energy-draining and
to help define job positions, the qualities instead of changing themselves.” non-productive exchanges.
that individuals need to perform well in NOURISHING NEEDS Chamberlain first “It helps everyone understand everyone
specific jobs and whether a candidate has, began working with PI Worldwide in 1992 else, and it helps us understand ourselves as
or can develop, the qualities needed to be when she led human resources at Iron well,” says Chamberlain. “One of the first
successful. Mountain, a records management compa- things we do with a new employee is sit
Dan Handalian, senior consultant at ny. For her, PI Worldwide is an extension down and say, ‘Let me tell you what your
Wellesley, Mass.-based PI Worldwide, says of iParty’s human resources PI says about you and what my PI
the Predictive Index measurement tool is an department. says about me.’ It really pro-
efficient system because “you put very little “The Predictive Index motes strong communica-
in and you get a lot out.” allows us to define the tions throughout the
Based on how an individual responds to behavioral traits that organization. It pro-
qualities identified in the PI survey, a hiring we want someone to motes understand-
executive trained to read a PI can measure have to be promot- ing, and it keeps
what a specific individual needs from the ed or hired into a people energized
work world, says Handalian. “The needs specific job. In a and productive.”
we measure are every bit as real as the needs very objective way, iParty also uses
for food and shelter.” PI allows us, as the PI for conflict
The survey is a concise list of personality managers, to say resolution, team
traits. Individuals who take the survey high- whether an individ- building and em-
light those traits on the list that they believe ual job candidate ployee development.
best describe who they are and who they has those behavioral When iparty.com
believe others expect them to be, such as “I am traits,” Chamberlain was launched in October
brave,” “I am persistent” and “Others expect explains. 1999, the e-retailer had 25
me to be brave and persistent.” The survey “If the natural traits are close employees and no bricks-and-
takes about 10 minutes. but not exactly what we mortar stores. By the time
Interpreting the PI is accomplished by want, the PI helps us deter- iParty's success Chamberlain joined the
clustering answers in three areas: an indi- mine whether the gap is too depends on good company in December 2001,
vidual’s self, a measurement of his most nat- far away to manage or if iParty had acquired a chain
ural behaviors and needs; an individual’s it’s close enough that, with store managers of 33 stores, increasing the