Sandrine bardot profile overview
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Sandrine Bardot is a consultant, trainer, speaker and blogger with over 19 years of experience in corporate HR, specifically international compensation and benefits. She has worked for several large multinational companies setting up compensation structures globally. Her areas of expertise include performance management, pay structures, short and long-term incentive plans, and managing compensation teams. Currently, she runs her own training and consulting firm in Dubai providing traditional consulting, coaching, training, and speaking engagements on total rewards topics.
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Essentials of compensation website brochure 2017
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Competency based pay small ppt
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Marketing Implementation and Control 9C H A P T E R© 201.docx
Marketing Implementation and Control
9
C H A P T E R
© 2014 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
© 2014 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
The process of executing the marketing strategy by creating and performing specific actions that will ensure the achievement of the firm’s marketing objectives
Intricately tied to the marketing strategy. Both must be done well to achieve the firm’s objectives.
All firms have two strategies
Intended strategy – What the firm wants to happen
Realized strategy – The strategy that actually takes place
Marketing Implementation
2
© 2014 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Interdependency
Implementation depends on strategy; strategy depends on implementation
Evolution
Planning and implementation must evolve over time because environmental factors constantly change.
There is no single, correct way to implement a strategy.
Separation
While planning is often done at the top of the organizational hierarchy, implementation occurs at the frontline of the firm.
The Link Between Planning and Implementation
3
© 2014 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
The Separation of Planning and Implementation (Exhibit 9.1)
4
© 2014 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Forget for a moment that planning the marketing strategy is equally as important as implementing the marketing strategy. What arguments can you make for one being more important than the other? Explain your answers.
5
© 2014 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
© 2014 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Marketing Strategy
How the firm plans to meet its goals and objectives
Shared Goals and Values
The “glue” of successful implementation
Marketing Structure
Formal lines of authority; how the firm is organized
Centralization vs. decentralization
Systems and Processes
Work activities that absorb inputs to create information and communication outputs that ensure the firm’s operation
The Elements of Marketing Implementation
6
© 2014 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Resources
The firm’s tangible and intangible assets that can be used to implement the marketing strategy
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Strategic Compensation
Strategic compensation whitepaper is created by senior consultant - Rajesh Balasubramanian from consulting & outsourcing arm of ma foi randstad.
International hrm
- Brunt Hotels acquired a small French hotel chain and plans to rebrand half the hotels under the Brunt name. They will send UK managers to France to lead the transition and manage the hotels.
- Brunt is considering whether to hire only internal/UK candidates or recruit local French managers. They must fill management positions quickly to reopen the hotels on time and on budget.
- The consultants are designing training and support programs to help UK managers transition successfully to their new roles managing hotels in France. This includes language training, expatriate support services, and tailored training based on each manager's needs.
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This document outlines key steps for developing a total compensation strategy, including defining compensation and strategy, making strategic choices, and tailoring compensation systems to business strategy. It discusses assessing total compensation implications, mapping a compensation strategy, and implementing the strategy. The goal is to motivate performance through the right mix of base salary, short and long-term incentives, and benefits.
TIPS & TOES: TOTAL REWARD STRATEGY FUELS GROWTH
Tips & Toes is a leading nail spa chain in the UAE looking to expand. Its General Manager, Ms. Ghafurian, noticed key weaknesses in competitors like same experiences and underinvestment in training. She differentiated Tips & Toes through relaxed customer experiences, product innovations, and a total rewards strategy for employees including training, bonuses, and career growth. However, high employee turnover remains a challenge due to job switching culture and competitors offering higher pay.
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Compensation
Pay level refers to the average pay for a job including base salary, bonuses, benefits, and other compensation. It is determined by internal factors like job worth and external factors like market wages. Strategic compensation aims to motivate employees through intrinsic and extrinsic rewards to achieve business goals. Compensation elements like merit pay, job families, job structure, and pay-for-performance plans are used to determine appropriate pay levels. The pay mix is the combination of different pay types that make up total compensation. Organization culture encompasses underlying values and beliefs that guide workplace behaviors.
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Competency based pay small ppt
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2) The next section defines total compensation and lists its main components such as basic pay, allowances, benefits, rewards, and incentives. It also discusses the purposes of compensation including attracting talent and motivating employees.
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This presentation contains functions of human resources management, recruitment process, types of wage payment plans, selection procedure, types of wage incentives plans. For wage payment I have provide various examples.
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Reward management is concerned with the formation and implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their value to the organization.
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This document discusses different types of incentives plans. It begins by defining incentives as extra financial rewards or motivation provided to employees. It then explains why incentives are important for both employers and employees by improving performance and production. The document outlines several factors that make an incentives plan effective, such as being easy to understand and providing equal opportunities. It describes basic forms of incentives like bonuses and commissions. Finally, it classifies incentives plans into categories like individual, time-based, output-based, organization-wide, and group-based plans.
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The document outlines a communication methodology for introducing a new total rewards strategy involving incentive compensation. It involves 7 steps: 1) Analyzing the current situation, 2) Defining communication objectives, 3) Establishing key messages, 4) Conducting audience research, 5) Choosing media, 6) Implementing the strategy, and 7) Evaluating communication. An example implementation is described involving surveys, focus groups, videos, meetings and training to explain the new incentives program and ensure understanding and acceptance of cultural and behavioral changes. Progress will be evaluated after implementation through resurveys and manager assessments.
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PRESENT TALENT = FUTURE TALENT.
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Marketing Implementation and Control 9C H A P T E R© 201.docx
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C H A P T E R
© 2014 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
© 2014 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
The process of executing the marketing strategy by creating and performing specific actions that will ensure the achievement of the firm’s marketing objectives
Intricately tied to the marketing strategy. Both must be done well to achieve the firm’s objectives.
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© 2014 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
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There is no single, correct way to implement a strategy.
Separation
While planning is often done at the top of the organizational hierarchy, implementation occurs at the frontline of the firm.
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© 2014 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
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© 2014 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
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© 2014 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
© 2014 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Marketing Strategy
How the firm plans to meet its goals and objectives
Shared Goals and Values
The “glue” of successful implementation
Marketing Structure
Formal lines of authority; how the firm is organized
Centralization vs. decentralization
Systems and Processes
Work activities that absorb inputs to create information and communication outputs that ensure the firm’s operation
The Elements of Marketing Implementation
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© 2014 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
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The firm’s tangible and intangible assets that can be used to implement the marketing strategy
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Vision Consulting is an Indian management consulting firm with offices in India, Saudi Arabia, and Qatar. It provides consulting services in areas like management strategy, marketing research, corporate social responsibility, and corporate training. The firm was founded in 1994 with a vision of integrating theory and practice of management to help organizations improve performance. It works with corporate, government, non-profit and multilateral clients on projects like organizational restructuring, marketing strategy, CSR implementation, and leadership training. Vision Consulting has experience in diverse industries and an extensive client portfolio including public and private sector organizations in India and globally.
Sodexo's Tribute to World Facilities Management Day 2013
Sodexo's Tribute to World Facilities Management Day 2013:
We dedicate this tribute to facilities professionals worldwide. You truly make every day a better day!
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Key driver of the Insurance business are the Insurance Agents, who are Entrepreneurs. But it is really sad that our entire training and competence building exercise for them revolve around the motivation, sales skills and product. In my ten years of industry experience, I haven’t come across any training module, which talks about entrepreneurship. This is also true for many industries or corporation as entrepreneurship is valuable all across. This workshop is must do for all those, who aspire to become a successful Insurance Agents or aspiring for a start up or managing business in any corporations.
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Suneel Mundra_Profile
Suneel Mundra has over 36 years of experience in senior management roles across multiple sectors including manufacturing, financial institutions, and service industries. He has held positions like Senior Vice President of Corporate Strategy at Shalby Limited and Vice President & Hub Commercial Head for Gujarat and Rajasthan at Reliance Communications. He has extensive experience in fields like project finance, operations management, mergers and acquisitions, and business strategy. Mundra possesses professional qualifications like an M.Com degree and fellowships from the Institute of Cost Accountants of India and Institution of Managers. He also serves on the advisory board of Indo Global Business Park and is eligible for appointment as a non-official independent director to public
Riskpro organisation
Riskpro-India is a specialized Risk Management Consulting firm based in Mumbai, India and with offices at Delhi and Bangalore.
Brief description of our firm is mentioned below:-
RISKPRO INDIA
• Riskpro is India’s first national practice dedicated to risk management services and training, corporate governance, and global regulatory compliances.
• Risk can be defined as a prospect of loss or reduced gain that can adversely affect the achievement of an organisation’s objectives.
• When greed overtakes need, it spells trouble. Manifested as ‘bankruptcy’ in much of the developed world and ‘corruption’ closer to home, greed has clearly disrupted some major industrialised economies and enhanced the risks of doing business
• In today’s world, risks are not few. The reason companies so often fail to systematically manage their key risks is rooted in the way they define the risks they face. Risks are manageable and the answer to untapped business opportunities that lie dormant waiting for risk factors to turn favourable
• Riskpro was founded in 2009 with offices in Mumbai, Delhi, and Bangalore and it has already added eight member firms in Ahmedabad, Agra, Chennai, Gurgaon, Hyderabad, Jaipur, Ludhiana, and Pune. All our offices and member firms are well equipped and staffed with qualified professionals viz. CA, CWA, CS, CPA, CIA, CISA, CFA, and MBA
• Riskpro’s founders are qualified risk management specialists with extensive work experience in India, Middle East, Europe and USA in several industries and financial institutions
• Riskpro aims to be the preferred service provider for large and medium enterprises on risk protection, corporate governance, and global regulatory issues; delivering state-of-the-art quality and timely services at viable rates
RISKPRO SERVICES
• Our four major practice specialisations /service lines are:
Risk: Enterprise Risk Management (services and training & recruitment)
Governance: Corporate Governance and Transparency
Compliance: Global and Indian Regulatory Compliances
Training and Recruitment: in all of the above service lines
RISKPRO VALUES
• Adding value to the client and protecting their business is paramount and our logo symbolizes that bond of protection
• Delivering professional excellence in all our service lines with complete integrity
• Building enduring relationships with all our clients as a trusted business partner
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Sandrine bardot profile overview
- 1. SANDRINE BARDOT – AN OVERVIEW
- 2. In brief Sandrine Bardot Consultant, trainer, speaker, blogger Starting in 2007, set up the C&B structure globally at Majid Al Futtaim then Mubadala. Over 19 years of corporate HR experience focused on International Compensation & Benefits (Microsoft, Apple, Fiat, France Telecom, Philips, EADS). Areas of expertise : Performance Management Systems, Pay and Grading philosophy and structures, Short term, Long term and Sales incentive plan design, Relations with Board and top team, Setting up, managing and motivating the Performance & Reward team.© 2014 2
- 3. Credentials © 2014 3 Set up and re-align Compensation & Benefits practices in complex, multinational environments including greenfield and unionised (create or adapt Rewards philosophy, set up and up-skill team) Design performance management and global mobility programs, (Re) design of short and long term incentives for multiple organisations in EMEA, Participate to Compensation Committees both as a company representative and as an advisor to the Board, Embed Recognition, Rewards and Retention approaches into emiratisation / nationalisation campaigns Work on pre- and post merger multinational integration (Microsoft, Apple and Philips), and due diligence for a dual-market IPO UAE/UK.
- 4. Current activity © 2014 4 Since May 2013, set up The Bardot Group, an independent training and consulting company based in Dubai (see CompensationInsider.com) Traditional consulting Coaching in C&B (specific 5 or 10-hour packages) Training in Total Rewards Speaker at multiple international conferences Author of the first and only C&B blog in the Middle East (over 240 articles to date) Currently working on designing Reward trainings focused on innovative delivery and interaction
- 5. Thank you ! Sandrine Bardot Consultant, trainer, speaker, blogger +971 526 414 388 Sandrine@Compensationinsider.com 250+ free articles on C&B ! Subscribe at : http://CompensationInsider.com Check my profile on LinkedIn for Recommendations, Expertise and free presentations. Twitter : @CompInsider© 2014 5