Is Social Media Really for Your Small Business?Keith Parnell
The document discusses whether social media is useful for small businesses. It notes that communication channels have become borderless due to changes in technology and media. While social media provides large potential audiences, a business needs a strategy to benefit. The CEO, Keith Parnell, advocates starting with blogging, then expanding to other platforms like Facebook and Twitter, while using automation and engagement to build a larger target market.
Social Media Yesterday, Today & Tomorrow delivered by Keith Parnell to New Media Conventions on September 18, 2009 at the Cavalier Golf & Yacht Club in Virginia Beach, VA
The Role of Public Relations in Today’s Business WorldKeith Parnell
Keith Parnell is the CEO of JASE Group LLC, a public relations and creative advertising agency based in Norfolk, VA. He has nearly 30 years of experience in technology, marketing, and communications. JASE understands that effective communication requires crafting the right message for each specific audience and technology. They help clients communicate their brand through a variety of strategies, including blog posts, press releases, social media, email newsletters, and in-person events tailored to each client's needs.
China's recruiting trends in 2016 emphasize quality of hire and relationships. Hiring manager satisfaction is a key quality of hire metric. Social networks and employee referrals are seen as essential trends, with referrals being a top talent source. Employer branding is a high priority, and social media is most effective. Retention is emerging as a concern, but internal hiring is not yet a priority. Overall, China sees opportunities to improve quality of hire measurement and internal mobility.
Tennessee Justice Association Annual Meeting 2014 Market JD, Inc.
Internet marketing for lawyers requires strategy, messaging, technical knowledge and execution. Thinking through your campaigns before creating your site or advertisement will benefit your firm considerably.
Storytelling Gone Wild: The Key to Creating Viral ContentSocial Media Today
The question marketers have been asking themselves for a few years now is, “Is there a secret to creating viral content?” The answer is yes and no. Yes, there are ways to help boost your content towards the goal of going viral. No, it’s not a secret. In many ways, the tactics to go viral are common sense. What about your content will activate an emotional response in your audience? What kinds of emotions does your audience respond to? Are you providing practical information in a unique way? Are you getting it in the right feeds at the right times?
Join us in this webinar as our content experts discuss:
Examples of content that goes viral, with explanations why
How to ask the right questions of your own content, so each message you send out has potential
Kinds of strategies to apply at different parts of the process for best results
And how to analyze those results in a realistic, goal-appropriate way
Is Social Media Really for Your Small Business?Keith Parnell
The document discusses whether social media is useful for small businesses. It notes that communication channels have become borderless due to changes in technology and media. While social media provides large potential audiences, a business needs a strategy to benefit. The CEO, Keith Parnell, advocates starting with blogging, then expanding to other platforms like Facebook and Twitter, while using automation and engagement to build a larger target market.
Social Media Yesterday, Today & Tomorrow delivered by Keith Parnell to New Media Conventions on September 18, 2009 at the Cavalier Golf & Yacht Club in Virginia Beach, VA
The Role of Public Relations in Today’s Business WorldKeith Parnell
Keith Parnell is the CEO of JASE Group LLC, a public relations and creative advertising agency based in Norfolk, VA. He has nearly 30 years of experience in technology, marketing, and communications. JASE understands that effective communication requires crafting the right message for each specific audience and technology. They help clients communicate their brand through a variety of strategies, including blog posts, press releases, social media, email newsletters, and in-person events tailored to each client's needs.
China's recruiting trends in 2016 emphasize quality of hire and relationships. Hiring manager satisfaction is a key quality of hire metric. Social networks and employee referrals are seen as essential trends, with referrals being a top talent source. Employer branding is a high priority, and social media is most effective. Retention is emerging as a concern, but internal hiring is not yet a priority. Overall, China sees opportunities to improve quality of hire measurement and internal mobility.
Tennessee Justice Association Annual Meeting 2014 Market JD, Inc.
Internet marketing for lawyers requires strategy, messaging, technical knowledge and execution. Thinking through your campaigns before creating your site or advertisement will benefit your firm considerably.
Storytelling Gone Wild: The Key to Creating Viral ContentSocial Media Today
The question marketers have been asking themselves for a few years now is, “Is there a secret to creating viral content?” The answer is yes and no. Yes, there are ways to help boost your content towards the goal of going viral. No, it’s not a secret. In many ways, the tactics to go viral are common sense. What about your content will activate an emotional response in your audience? What kinds of emotions does your audience respond to? Are you providing practical information in a unique way? Are you getting it in the right feeds at the right times?
Join us in this webinar as our content experts discuss:
Examples of content that goes viral, with explanations why
How to ask the right questions of your own content, so each message you send out has potential
Kinds of strategies to apply at different parts of the process for best results
And how to analyze those results in a realistic, goal-appropriate way
Clayton Anderson is a web designer who has researched how social media can help businesses. Social media allows companies like KPMG to learn about industry trends and get feedback. Employers can also use social media to research potential job candidates beyond what is in their applications and interviews. As social media has grown, both employers and jobseekers now use sites like Facebook, Twitter and Instagram to connect with each other and share job opportunities and information.
Digital PR involves using online tools like content marketing, social media, SEO, websites and blogs to build an organization's online presence, credibility, and relationships with stakeholders. It reflects who the organization is and what they stand for. The major goal is to develop a favorable environment and understanding among the various players in the online social sphere. Digital PR has become essential as the real world increasingly takes place online.
Top 5 Social Entrepreneurs and How They Nailed ItSimplify360
Entrepreneurship is one of the most prominent things in today's date. However, social entrepreneurs are still a few. Not many have been able to reach great heights with their ideas.
We have listed 5 ways which successful entrepreneurs adopted to make it big. Here's how they nailed it.
Madison+Main: Who we are & What we do.Madison+Main
Madison+Main is an award-winning integrated marketing and communications agency located in Richmond, Virginia that provides creative solutions for emerging companies. They have won numerous local and national awards for their marketing campaigns since 2007. Madison+Main offers a wide range of services including social media marketing, web development, event marketing, print and digital advertising, and measurement of campaign results.
More than a decade ago, there were no such thing as 'traditional' or 'digital' PR agencies, there were only PR agencies. Now, the landscape is very different; some agencies have embraced the opportunities that digital can offer and others are being left behind.
How Social Media Can Help Nonprofits Make a Big ImpactBrandon Cox
You know the stats. We live in a social, mobile, viral world. But has knowing this moved you to use social media in ways that draw the attention of donors, volunteers, and clients?
This document provides an introduction to social media. It defines social media as the use of electronic tools to share and discuss information with others. It explains that social media allows marketers to connect with consumers on a personal level. Traditional marketing does not work as well in social conversations where people trust recommendations from other consumers over advertisements. The document then gives overviews of popular social media sites like blogs, Twitter, Facebook and LinkedIn and discusses why brands should have a presence on these sites.
With viral word-of-mouth recommendations outpacing traditional advertising efforts, there’s no greater buzzword right now than influencer marketing. Yet most influencer marketing news focuses on B2C brands, ignoring the fact that influencer marketing is just as important an investment for B2B companies. In this webinar, we’ll use a B2B case study to look at ways your small business can leverage experts in the field for a better company both internally and externally, from content creation to relationship building.
Join us as our panelists discuss:
why influencer marketing is a crucial way to stay relevant and informed in your industry;
how to find context for your brand and a place to start looking for influencers;
a specific case study that will give you ideas to start your own program;
and tips for measuring results and determining ROI of influencer marketing.
Today's customer is a hard one to pin down: always on the go, changing platforms, and expecting different modes of engagement. Customers are also more aware than ever of brands attempting to sell to them on all of their platforms, and are wary of social selling that feels canned or inauthentic. Brands are now expected to be human and approachable, and making sure your organization is keeping up is a job on its own. How does your organization encourage the kind of nimble thinking required to match social customer engagement needs? What kinds of creative thinking go on behind the scenes that spur new ways to position your brand for optimal engagement?
In this slide deck, learn tips from our panel of experts on:
-How to integrate creative thinking at an organizational level to avoid getting stuck in a sales rut.
-How to make sure your brand stays nimble and agile enough to approach the customer from several angles
-New ways and best practices for interacting with customers in a way that feels authentic and also produces results.
December 17th 2015, Patrick was asked as keynote speaker at the Social Media Summit 2015 in Brussels. Patrick (CEO at Social Seeder) talked about the importance of ambassadorship for brands in the 21st century and how to implement this into your organization. For more info about ambassadorship, employee advocacy and Social Seeder, visit www.socialseeder.com
we provide creative and strategic solutions by combining the latest trends in internet marketing and social media networking. Increasing your website traffic and brand awareness to the millions of people who make use of social networking is our expertise. By utilizing social media, we spread your message to millions of social network users on a more personal level.
Social media communications (comm1070) final project presentationMike Quinlan
This document outlines Mike Quinlan's social media communications project. The project involved creating a blog called "Employing Social Media VT" to share tips on using social media for job searching. Mike integrated several social media platforms like Pinterest, YouTube, Facebook, Twitter, LinkedIn and SlideShare to share content from the blog. He monitored social media using HootSuite and bookmarked resources on Delicious. The goal was to explore how social media can help people find jobs in today's digital age.
Reputation Management and Social MediaPaul Marsden
This document provides an overview of reputation management and online reputation management. It discusses how reputation is defined as the collective representation of what others say about an organization over time. Reputation is important for organizational success, and those with strong reputations grow faster. The document outlines several strategies for online reputation management, including delivering valuable digital services, managing online visibility through sites like Google and social media, and providing helpful, real-time information during crises. It emphasizes that reputation cannot be manufactured but must be earned through consistently meeting and exceeding customer expectations.
Why PR is More Important — and More Affordable — Than EverPaul Furiga
This document discusses the importance of public relations and social media. It argues that PR is more essential than ever in the digital age. Stories and storytelling are key to cutting through noise on social media. PR provides natural, organic exposure on social networks like having content shared is "baked right in" to search algorithms. The document provides tips on how to start using social media for PR, including researching relevant networks, listening, evaluating what audiences say about your company, designating social media staff, and sharing your business story to engage audiences. Examples from the author's clients using Facebook, Twitter and YouTube are presented. Social media reinforces PR principles like engagement and delivering results.
This document summarizes and promotes the book "E-cruiting" by Sharon DeLay and Karin Combs. The book discusses using social networking sites like LinkedIn and Facebook for recruiting purposes. It provides foundational information on social networking and legal issues related to e-recruiting. Reviews praise the book for demonstrating a complete online strategy for accomplishing recruiting objectives at little to no cost and for providing practical yet strategic advice on launching a social network recruiting program. The authors can be contacted for presentation or workshop inquiries.
The document provides an overview of social media for business purposes. It introduces Bolin, a marketing firm, and highlights three of its growth catalysts who specialize in digital marketing and social media. The document then covers basic concepts about various social media platforms, strategies for social media planning and engagement, and measurements of effectiveness.
To deliver value in today’s business climate and with a new generation of consumers, marketers are increasingly learning that ‘old tricks’ and predictable branding games – might not get the desired impact. Join Nichole Kelly, CEO of Social Media Explorer as she unveils a bold look into how most brand actions can be grouped into 13 'game groups’. These game groups are not all equally well received. Nichole is joined by Pernille Bruun-Jensen, CMO of NetBase, as they review the power of a new Marketing approach that resonates, brought to life through deep dives on brands like:
-Nike
-Mercedes-Benz
-Dollar Shave Club and
-Dyson
Get the tips on how to get your brand ready to win the hearts and minds of today’s consumer – a more savvy consumer than ever.
The document outlines several key qualities of a big recruiter. It discusses networking skills, learning ability, head hunting and industry mapping skills, managing self-motivation, tracking competition, team management skills, understanding the external business environment and industry knowledge, understanding job functions and segments, maintaining a healthy lifestyle, developing strong reading habits, and how these skills can help recruiters improve performance, enhance their skills and strategies, increase their database and reach, and better understand client and candidate needs.
The document outlines several key qualities of a big recruiter. It discusses networking skills, learning ability, head hunting and industry mapping skills, managing self-motivation, tracking competition, team management skills, understanding the external business environment and industry knowledge, understanding job functions and segments, maintaining a healthy lifestyle, and developing strong reading habits. Having these qualities helps recruiters improve performance, enhance skills, increase candidate and client reach, and develop strategic plans to manage their business effectively.
Unleashing Potential: Talent Management and Career Development Strategies for...Vanessa Theoharis
The document provides an overview of strategies for talent management and career development. It discusses the importance of recruiting, engaging, and retaining top talent. Specifically, it emphasizes the need to clearly define the employee value proposition, identify core competencies, and establish pathways for professional growth and career advancement. It also provides tips for onboarding new hires, recognizing employee contributions, and creating a flexible and supportive work environment to help organizations attract and maintain top performers.
Clayton Anderson is a web designer who has researched how social media can help businesses. Social media allows companies like KPMG to learn about industry trends and get feedback. Employers can also use social media to research potential job candidates beyond what is in their applications and interviews. As social media has grown, both employers and jobseekers now use sites like Facebook, Twitter and Instagram to connect with each other and share job opportunities and information.
Digital PR involves using online tools like content marketing, social media, SEO, websites and blogs to build an organization's online presence, credibility, and relationships with stakeholders. It reflects who the organization is and what they stand for. The major goal is to develop a favorable environment and understanding among the various players in the online social sphere. Digital PR has become essential as the real world increasingly takes place online.
Top 5 Social Entrepreneurs and How They Nailed ItSimplify360
Entrepreneurship is one of the most prominent things in today's date. However, social entrepreneurs are still a few. Not many have been able to reach great heights with their ideas.
We have listed 5 ways which successful entrepreneurs adopted to make it big. Here's how they nailed it.
Madison+Main: Who we are & What we do.Madison+Main
Madison+Main is an award-winning integrated marketing and communications agency located in Richmond, Virginia that provides creative solutions for emerging companies. They have won numerous local and national awards for their marketing campaigns since 2007. Madison+Main offers a wide range of services including social media marketing, web development, event marketing, print and digital advertising, and measurement of campaign results.
More than a decade ago, there were no such thing as 'traditional' or 'digital' PR agencies, there were only PR agencies. Now, the landscape is very different; some agencies have embraced the opportunities that digital can offer and others are being left behind.
How Social Media Can Help Nonprofits Make a Big ImpactBrandon Cox
You know the stats. We live in a social, mobile, viral world. But has knowing this moved you to use social media in ways that draw the attention of donors, volunteers, and clients?
This document provides an introduction to social media. It defines social media as the use of electronic tools to share and discuss information with others. It explains that social media allows marketers to connect with consumers on a personal level. Traditional marketing does not work as well in social conversations where people trust recommendations from other consumers over advertisements. The document then gives overviews of popular social media sites like blogs, Twitter, Facebook and LinkedIn and discusses why brands should have a presence on these sites.
With viral word-of-mouth recommendations outpacing traditional advertising efforts, there’s no greater buzzword right now than influencer marketing. Yet most influencer marketing news focuses on B2C brands, ignoring the fact that influencer marketing is just as important an investment for B2B companies. In this webinar, we’ll use a B2B case study to look at ways your small business can leverage experts in the field for a better company both internally and externally, from content creation to relationship building.
Join us as our panelists discuss:
why influencer marketing is a crucial way to stay relevant and informed in your industry;
how to find context for your brand and a place to start looking for influencers;
a specific case study that will give you ideas to start your own program;
and tips for measuring results and determining ROI of influencer marketing.
Today's customer is a hard one to pin down: always on the go, changing platforms, and expecting different modes of engagement. Customers are also more aware than ever of brands attempting to sell to them on all of their platforms, and are wary of social selling that feels canned or inauthentic. Brands are now expected to be human and approachable, and making sure your organization is keeping up is a job on its own. How does your organization encourage the kind of nimble thinking required to match social customer engagement needs? What kinds of creative thinking go on behind the scenes that spur new ways to position your brand for optimal engagement?
In this slide deck, learn tips from our panel of experts on:
-How to integrate creative thinking at an organizational level to avoid getting stuck in a sales rut.
-How to make sure your brand stays nimble and agile enough to approach the customer from several angles
-New ways and best practices for interacting with customers in a way that feels authentic and also produces results.
December 17th 2015, Patrick was asked as keynote speaker at the Social Media Summit 2015 in Brussels. Patrick (CEO at Social Seeder) talked about the importance of ambassadorship for brands in the 21st century and how to implement this into your organization. For more info about ambassadorship, employee advocacy and Social Seeder, visit www.socialseeder.com
we provide creative and strategic solutions by combining the latest trends in internet marketing and social media networking. Increasing your website traffic and brand awareness to the millions of people who make use of social networking is our expertise. By utilizing social media, we spread your message to millions of social network users on a more personal level.
Social media communications (comm1070) final project presentationMike Quinlan
This document outlines Mike Quinlan's social media communications project. The project involved creating a blog called "Employing Social Media VT" to share tips on using social media for job searching. Mike integrated several social media platforms like Pinterest, YouTube, Facebook, Twitter, LinkedIn and SlideShare to share content from the blog. He monitored social media using HootSuite and bookmarked resources on Delicious. The goal was to explore how social media can help people find jobs in today's digital age.
Reputation Management and Social MediaPaul Marsden
This document provides an overview of reputation management and online reputation management. It discusses how reputation is defined as the collective representation of what others say about an organization over time. Reputation is important for organizational success, and those with strong reputations grow faster. The document outlines several strategies for online reputation management, including delivering valuable digital services, managing online visibility through sites like Google and social media, and providing helpful, real-time information during crises. It emphasizes that reputation cannot be manufactured but must be earned through consistently meeting and exceeding customer expectations.
Why PR is More Important — and More Affordable — Than EverPaul Furiga
This document discusses the importance of public relations and social media. It argues that PR is more essential than ever in the digital age. Stories and storytelling are key to cutting through noise on social media. PR provides natural, organic exposure on social networks like having content shared is "baked right in" to search algorithms. The document provides tips on how to start using social media for PR, including researching relevant networks, listening, evaluating what audiences say about your company, designating social media staff, and sharing your business story to engage audiences. Examples from the author's clients using Facebook, Twitter and YouTube are presented. Social media reinforces PR principles like engagement and delivering results.
This document summarizes and promotes the book "E-cruiting" by Sharon DeLay and Karin Combs. The book discusses using social networking sites like LinkedIn and Facebook for recruiting purposes. It provides foundational information on social networking and legal issues related to e-recruiting. Reviews praise the book for demonstrating a complete online strategy for accomplishing recruiting objectives at little to no cost and for providing practical yet strategic advice on launching a social network recruiting program. The authors can be contacted for presentation or workshop inquiries.
The document provides an overview of social media for business purposes. It introduces Bolin, a marketing firm, and highlights three of its growth catalysts who specialize in digital marketing and social media. The document then covers basic concepts about various social media platforms, strategies for social media planning and engagement, and measurements of effectiveness.
To deliver value in today’s business climate and with a new generation of consumers, marketers are increasingly learning that ‘old tricks’ and predictable branding games – might not get the desired impact. Join Nichole Kelly, CEO of Social Media Explorer as she unveils a bold look into how most brand actions can be grouped into 13 'game groups’. These game groups are not all equally well received. Nichole is joined by Pernille Bruun-Jensen, CMO of NetBase, as they review the power of a new Marketing approach that resonates, brought to life through deep dives on brands like:
-Nike
-Mercedes-Benz
-Dollar Shave Club and
-Dyson
Get the tips on how to get your brand ready to win the hearts and minds of today’s consumer – a more savvy consumer than ever.
The document outlines several key qualities of a big recruiter. It discusses networking skills, learning ability, head hunting and industry mapping skills, managing self-motivation, tracking competition, team management skills, understanding the external business environment and industry knowledge, understanding job functions and segments, maintaining a healthy lifestyle, developing strong reading habits, and how these skills can help recruiters improve performance, enhance their skills and strategies, increase their database and reach, and better understand client and candidate needs.
The document outlines several key qualities of a big recruiter. It discusses networking skills, learning ability, head hunting and industry mapping skills, managing self-motivation, tracking competition, team management skills, understanding the external business environment and industry knowledge, understanding job functions and segments, maintaining a healthy lifestyle, and developing strong reading habits. Having these qualities helps recruiters improve performance, enhance skills, increase candidate and client reach, and develop strategic plans to manage their business effectively.
Unleashing Potential: Talent Management and Career Development Strategies for...Vanessa Theoharis
The document provides an overview of strategies for talent management and career development. It discusses the importance of recruiting, engaging, and retaining top talent. Specifically, it emphasizes the need to clearly define the employee value proposition, identify core competencies, and establish pathways for professional growth and career advancement. It also provides tips for onboarding new hires, recognizing employee contributions, and creating a flexible and supportive work environment to help organizations attract and maintain top performers.
The document discusses various aspects of designing, managing, and motivating a salesforce, including:
1) It discusses the importance of carefully designing the salesforce structure, objectives, strategy, size, and compensation. It also covers recruiting, selecting, training, supervising, and evaluating sales representatives.
2) It provides details on recruiting and selecting sales representatives, including creating job descriptions, identifying critical skills, conducting interviews using evaluation grids, checking references, and using aptitude tests.
3) It discusses training sales representatives to improve their knowledge of the company, responsibilities, products, sales skills, and morale. It also covers supervising representatives through fieldwork, technology, and providing direction, guidance, encouragement,
The document discusses brand ambassadors and how all employees, regardless of their role, represent their organization externally. It emphasizes that organizations should recognize and engage employees as brand ambassadors to strengthen relationships with customers, build loyalty, and increase positive word-of-mouth. By developing an internal branding and employee engagement strategy, organizations can benefit from more productive, satisfied employees and improved customer satisfaction, retention, and referrals.
Building Your Next Generation Sales TeamPeak Focus
The document discusses how printing executives need to modify how they engage clients and create new sales teams as their industries change. It emphasizes that future sales professionals will need strong interpersonal skills like active listening and asking thoughtful questions to have strategic discussions with clients. The author recommends assessing current and prospective salespeople for these skills through interviews, role plays, and skills tests to transform sales teams for new business models.
The document discusses building an effective next generation sales team for printing executives facing industry upheaval. It emphasizes that salespeople must possess strong interpersonal skills like active listening and asking thoughtful questions to engage clients in meaningful dialogue. The ability to have thoughtful discussions through Socratic questioning can reposition salespeople as strategic partners. Executives should assess candidates and train current staff to develop these competencies, which include traits like empathy, influence, and open-mindedness.
The document provides guidance on creating clear and detailed career goals. It advises to define goals specifically rather than generally, and to include metrics for success like completing a presentation to over 60 people. Goals should be achievable within a set timeframe and aligned with one's values and long-term goals. Both personal and professional goals should have start and end dates to stay on track.
Objective I am seeking employment with a company where I can us.docxcherishwinsland
Objective: I am seeking employment with a company where I can use my talents and skills to grow and expand the company. Also, I want to succeed in a stimulating and challenging environment, building the success of the company while I experience advancement opportunities.
Education & Qualifications: BSc Administration Management, May 2017
Western Kentucky University
· Fluent Arabic and English
Work History: Admin clerk, Aug 2010 – Jan 2011
Saudi Airlines - Riyadh
Personal Skills Strengths & Profile:
· Quick learner, keen to learn and improve skills
· Self-motivation and ability to take the initiative.
· Problem solving skills
· Ability to work well under pressure
DEVELOPING YOUR
PERSONAL CAREER PLAN
Deliverables:
1. Complete the Personal Career Plan Tools in the Appendix at the end of the document. You should copy and paste the tools into a separate word document. Name the document YourlastnameCareerPlanTools.doc. You will upload this document to the Assignments area in Blackboard.
2. Create a personal resume. Name the document YourlastnameResume.doc. You will upload this document to the Assignments area in Blackboard.
3. Write a 3-5 page reflection paper (12 point font, double spaced) addressing your personal experience in Career Planning. Address each component from the Six-stage Career Development model included in this packet. (See page 2.) What did you learn from this exercise? You may need think about activities you would like to do for Steps 5 and 6 to include in this assignment. This paper is based on your thoughts and supportive documentation is not required.
Objectives of the Personal Career Strategy Assignment
1. Identify characteristics/attributes in support of your personal career brand.
2. Explore personal and University of Louisville institutional assets that will enhance your education and job search process.
3. Package past activity and build clear future goals.
Developing Your Personal Career Strategy
Successful organizations create strategic plans to provide a long-term vision of what they aim to become. They also specify goals and related objectives and then strategic plans that will take them incrementally toward the realization of the vision. This process parallels as a useful paradigm for successful career management. This document can help you develop a personal career management strategy and plan. It gives an overview of the career development process and brief description of each stage and introduces exercises culminating in your own plan.
The 6 Stages of Career Development
The model below depicts the six stages of the career development cycle. In progressing through the stages, you will develop goals and strategies for pursuing a satisfying career. Over time, you will cycle through the process again as you evolve. Career decisions are not one-time events, but steps in a life-long career development process. Research indicates that, on average, people change jobs seven times and careers.
The document discusses several topics related to human resources and organizational strategy. It first discusses determining a company's health and wellness needs through assessing organizational needs. It then discusses strategic goals and how an HR strategy should aim to ensure the organization has the right people, skills, attitudes and employee development. The document also discusses the importance of integrating the HR strategy with broader organizational objectives and gaining organizational acceptance of the strategy.
Self Mastery Skills Training for Working ProfessionalsOtamere Elegon
This document summarizes a training program called "Self Mastery Skills for Working Professionals" provided by Enlightened Services. The program aims to help professionals improve their self-worth through self-mastery skills, which will in turn improve their organization's net worth. It covers topics like self-awareness, communication styles, conflict minimization, and success strategies. The goal is for professionals to function more effectively by gaining excellent professional skills and understanding themselves better. The training focuses on both technical skills and soft skills to help professionals uphold the highest standards of their profession.
Cracking The Culture And Mission Statement CodeWorkforce Group
Workplace culture is the backbone of every company. It defines your organisation and allows you to create an identity that you can communicate to your employees, customers, and the general public.
A rich company culture brings people together by imparting a strong sense of meaning, direction, and passion to everyone involved, and one of the most effective ways to encapsulate that culture is through the organisation’s mission statement.
One of the most critical roles that leaders have is to create a workplace culture that unifies your organisation, empowers employees, and creates a sense of passion and drive within your company.
In this deck, you’ll learn;
The alignment between the mission statement and the actual workplace culture.
The ideal craft of a good mission statement.
How to incorporate the mission statement into workplace culture.
The advantage of having a clear mission statement.
Progressive - Building a compelling employer brandMark SThree
The ability to attract and retain the best talent in the market is key for any organisation, but never more so than in highly competitive sectors where niche skill sets are in high demand. Our guide to employer branding examines
how organisations can strengthen their relationship with existing and potential employees, and external
stakeholders through the effective communication of the brand’s values, personality and culture and creating a
strong employer brand.
Employer branding involves developing an image of an organization as a great place to work in order to engage employees and attract talent. It captures the essence of a company's culture, systems, attitudes and employee relationships. Developing an effective employer brand requires insight into employee perceptions, a clear focus on what the organization stands for, differentiation from competitors, communicating benefits to employees, ensuring continuity during changes, and consistency between words and actions. Research, defining brand attributes, implementing communications, and measuring results are key steps in a typical employer branding project. Benefits of employer branding include increased productivity, retention, and attractiveness as an employer.
Employer branding involves developing an image of an organization as a great place to work in order to engage employees and attract talent. It captures the essence of a company's culture, systems, attitudes and employee relationships. Developing an effective employer brand requires insight into employee perceptions, a clear focus on the organization's purpose, differentiation from competitors, communicating benefits to employees, continuity over time, and consistency between words and actions. Research, internal communication, recruitment, leadership and workplace environment all contribute to building and maintaining a strong employer brand. The process typically involves discovery, analysis, implementation, communication and ongoing measurement and optimization. Benefits of employer branding include increased productivity, retention, engagement and attractiveness as an employer.
Ellen Price is a sales coach who helps individuals and teams unlock their potential and improve sales performance. She works with clients to develop skills and strategies, define goals, and build and execute action plans. A typical coaching engagement lasts 3 months and involves 3-5 hours of coaching per month. Ellen has over 15 years of experience in business development, sales leadership, and proposal management in professional services firms.
Your red hot action plan for soul preneurs by tarran deane, corporate cindere...Tarran Deane
The document discusses key tools and strategies for developing an effective business plan, including examining your company culture and values, creating a vision statement, and choosing from seven "Red Hot Planning Tools". These tools include conducting a situational analysis, developing marketing and operations plans, addressing personnel and legal matters, creating communication and financial plans. Planning is presented as an exciting process to help achieve goals and celebrate milestones, rather than adding stress.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
Employee Engagement Presentation By Big IT JobsBig IT Jobs
Employee engagement strategies aim to increase employee satisfaction and loyalty. Measuring engagement through surveys like the Net Promoter Score (eNPS) which asks employees how likely they are to recommend their employer can provide insights. While engagement is important, human resource roles are increasingly vital for businesses to adapt and succeed in today's changing environment.
Employee Engagement Presentation By Big IT JobsBig IT Jobs
This document discusses the importance of employee engagement and the evolving role of HR. It notes that CEOs have rated human capital as their top challenge for three years. As the war for talent intensifies, companies must optimize, engage, and retain existing employees. While HR currently spends little time as a strategic partner, organizations with engaged workforces are more productive and profitable. The document calls on HR to up their game and take on a more strategic role, as their skills are critical to meeting current business needs.
Successful people do all the times by Big IT JobsBig IT Jobs
The document contrasts behaviors of successful people versus unsuccessful people. It lists that successful people view their journey as a spiral rather than a straight line, have a transformational rather than transactional viewpoint, compliment and give credit to others rather than blame or take credit, enjoy both the destination and journey, share information rather than horde it, exude joy rather than anger, are open to suggestions rather than defensive, have a sense of gratitude rather than entitlement, see imperfections as gifts rather than curses, accept responsibility rather than blame others, plan for multiple contingencies rather than rigidly sticking to one plan, are flexible and adaptable rather than rigid, read every day rather than watch movies every day, are forgiving rather than harsh,
And everything you wanted to know about Big IT Jobs
This document discusses HR analytics and provides examples of how analytics can be used in areas like sourcing, performance and compensation, and attrition. It notes that while there is a lot of HR data, it is often stored in spreadsheets that have limitations for large amounts of data. HR analytics can help with predictive modeling in sourcing to assess candidates and predicting attrition. The document also gives examples from Google of how HR analytics have led to increases in key metrics like sales and operating income. It introduces some analytical techniques used in HR like decision trees and regression.
Mergers and Acquisitions by Big IT Jobs Big IT Jobs
This document discusses mergers and acquisitions. It defines a merger as a transaction where two firms integrate operations on an equal basis to create a stronger competitive advantage. An acquisition is defined as one company buying another, where the acquiring company absorbs the target. Mergers and acquisitions are pursued to achieve economies of scale, consolidate saturated markets, and improve competitive position. However, they can fail due to cultural differences, flawed intentions, lack of guiding principles or ground rules, poor due diligence, and insufficient stakeholder engagement. The document provides examples and discusses the differences between mergers and acquisitions.
Recruitment & Selection Process By Big It JobsBig IT Jobs
The document discusses recruitment and selection processes at Big Ideas HR Consulting Pvt. Ltd. It defines recruitment as the process of searching and obtaining job applicants, while selection identifies applicants with the greatest likelihood of success. The recruitment process involves planning, strategy development, searching, screening and evaluation. Selection tests, interviews, reference checks, job offers and contracts are part of the selection process used to differentiate qualified applicants. The company follows well-defined recruitment and selection policies to acquire the best human resources and has opportunities to expand its processes, such as through additional testing, to further strengthen its selection of candidates.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
3. COMMUNICATION SKILLS
Meaning:
Communication Skills is the
ability to convey information to another effectively and
efficiently. Business managers with good verbal, non-
verbal and written communication skills help facilitate
the sharing of information between people within
a company for its commercial benefit.
Application for a Recruiter:
Most Important for almost all processes in recruitment.
Understanding client requirement.
Convincing / Explaining candidate.
Very helpful in networking and personal brand building.
5. IT SKILLS
Meaning:
The knowledge and abilities needed to accomplish
computer-related duties, as well as other specific tasks.
Application for a Recruiter:
Increase overall work productivity.
Reduce delivery time.
Working on different Trackers & Format.
Maintenance of the Database.
7. SOCIAL MEDIA RECRUITMENT EXPOSURE
Meaning:
Primarily internet or cellular phone
based applications and tools to share information among people. Social
media includes popular networking websites, like Facebook and Twitter;
as well as bookmarking sites like Digg or Reddit. It involves blogging
and forums and any aspect of an interactive presence which
allows individuals ability to engage in conversations with one another,
often as a discussion over a particular blog post, news article, or event.
Application for a Recruiter:
Identifying candidates other than job portal
Networking with regard to Client as well as Candidate.
Increasing the network and connections
Screening candidates and finding required profile for client.
Getting details of the suitable profiles / candidates
Tracking candidate’s movement
Very useful in Business Development.
Industry mapping and scanning
9. COMMERCIAL UNDERSTANDING
Meaning:
Commercial Understanding means understanding the
business benefits and commercial realities from both an
organization’s and the customer’s perspective.
Application for a Recruiter:
Helps to work on assignments where you can generate
revenue.
And also helps make strategies for better productivity.
Understand overall business.
11. LEADERSHIP QUALITY
Meaning:
Leadership skills are the strengths and abilities
individuals demonstrate that help the oversee
processes, guide initiatives and steer their employees
toward the achievement of goals.
Application for a Recruiter:
Helps to gain Entrepreneurship Skills.
Very useful in managing and handling a Team.
Convincing and explaining the client as well as the
candidate.
Understanding Team Member strength and allocating
the profile requirements accordingly.
Increasing and developing the business
13. VALUE SYSTEM
Meaning:
Value System is basically, the principle of right and wrong that
are accepted by an individual or a social group.
Your values are the things that you believe are important in
the way you live and work.
They (should) determine your priorities and deep down,
they're probably the measures you use to tell if your life is
turning out the way you want it to be.
When the things that you do and the way you behave match
your values, life is usually good – you're satisfied and content.
But when these don't align with your personal values that are
when things feel wrong. This can be a real source of
unhappiness.
This is why making a conscious effort to identify your values
is so important.
14. VALUE SYSTEM
How Values help a Recruiter
Values exist, whether you recognize them or not. Life
can be much easier when you acknowledge your values
and when you make plans and decisions that honor
them.
If you value family, but you have to work 70-hour weeks
in your job, will you feel internal stress and conflict? And
if you don't value competition and you work in a highly
competitive sales environment are you likely to be
satisfied with your job?
In these types of situations, understanding your values
can really help. When you know your own values you
can use them to make decisions about how to live your
life.
15. VALUE SYSTEM
Application for a Recruiter:
It enhances your personal branding in the eyes of the
clients the candidates.
Increases level of confidence.
Recruiter with high value are less manipulative and
hence an asset for the organization.
Doesn’t get influenced by negative surroundings.
Can stay firm with difficult situation, environment &
people.
Differentiating factor for a recruiter.