A high performance culture is one with high employee engagement, transparent and open communications, timely information sharing, individual ownership, and one in which innovation and creativity is celebrated.
Does Empowerment Trigger Superior Performance?ICFAIEDGE
Different organisations use different management styles to drive performance. Empowering employees seems to have helped some organisations in getting the best out of their employees. Learn more about this in this visual graphic.
The Bureau of Labor and Statistics, U.S. Department of Labor, reported that as of September 2014, more than 3 million Americans (of all ages, ethnicities, geographies, industries and education and experience levels) were long-term unemployed — actively seeking work for more than 27 weeks without success. One of the worst legacies of the Great Recession, long-term unemployment is the defining employment challenge of our post-recession economy.
More than 300 leading companies, including Deloitte and 20 members of the Fortune 50, have signed on to the White House’s Best Practices for Recruiting and Hiring the Long-Term Unemployed. These companies have committed to addressing this issue not only because it’s the “right thing to do,” but because it also makes business sense.
"Deloitte is committed to helping tackle the long-term unemployment challenge by providing job seekers, employers and community leaders with resources to connect dedicated workers with open talent needs and strengthen America's workforce,” said Jim Moffatt, CEO Deloitte Consulting LLP.
Hiring the long-term unemployed: Providing a significant competitive advantage for businesses and helping to strengthen the U.S. economy
For more information, visit https://www.deloitte.com/view/en_US/us/About/social-impact/540aa1db85f58410VgnVCM3000003456f70aRCRD.htm
On June 14, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at the Employee Experience Program. These are the slides he uesed.
Why happiness at work is a serious business - Nic Marks speaking at NixonMci...NixonMcInnes
On the first Friday of every month we ask a speaker to join us for our team meeting. We drink beer, we eat crisps and we invite in new ideas, new people and new possibilities.
In December we were delighted to be joined by TED speaker, well-being researcher and creator of The Happy Planet Index - Nic Marks from Happiness Works.
Nic's company provide science-based online tools that instantly give organisations of any shape or size the power to change into happier and more productive workplaces. He'll spoke to us about the science behind the serious business of happiness.
A high performance culture is one with high employee engagement, transparent and open communications, timely information sharing, individual ownership, and one in which innovation and creativity is celebrated.
Does Empowerment Trigger Superior Performance?ICFAIEDGE
Different organisations use different management styles to drive performance. Empowering employees seems to have helped some organisations in getting the best out of their employees. Learn more about this in this visual graphic.
The Bureau of Labor and Statistics, U.S. Department of Labor, reported that as of September 2014, more than 3 million Americans (of all ages, ethnicities, geographies, industries and education and experience levels) were long-term unemployed — actively seeking work for more than 27 weeks without success. One of the worst legacies of the Great Recession, long-term unemployment is the defining employment challenge of our post-recession economy.
More than 300 leading companies, including Deloitte and 20 members of the Fortune 50, have signed on to the White House’s Best Practices for Recruiting and Hiring the Long-Term Unemployed. These companies have committed to addressing this issue not only because it’s the “right thing to do,” but because it also makes business sense.
"Deloitte is committed to helping tackle the long-term unemployment challenge by providing job seekers, employers and community leaders with resources to connect dedicated workers with open talent needs and strengthen America's workforce,” said Jim Moffatt, CEO Deloitte Consulting LLP.
Hiring the long-term unemployed: Providing a significant competitive advantage for businesses and helping to strengthen the U.S. economy
For more information, visit https://www.deloitte.com/view/en_US/us/About/social-impact/540aa1db85f58410VgnVCM3000003456f70aRCRD.htm
On June 14, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at the Employee Experience Program. These are the slides he uesed.
Why happiness at work is a serious business - Nic Marks speaking at NixonMci...NixonMcInnes
On the first Friday of every month we ask a speaker to join us for our team meeting. We drink beer, we eat crisps and we invite in new ideas, new people and new possibilities.
In December we were delighted to be joined by TED speaker, well-being researcher and creator of The Happy Planet Index - Nic Marks from Happiness Works.
Nic's company provide science-based online tools that instantly give organisations of any shape or size the power to change into happier and more productive workplaces. He'll spoke to us about the science behind the serious business of happiness.
The inaugural Staples Advantage Workplace Index uncovered several unconventional ways to attract and retain millennial employees. Here's what it revealed.
The inaugural Staples Advantage Workplace Index found that an overwhelming majority of employees are happy. However, keeping employees happy is a job in itself. Here are eight surprising facts about employee happiness that show why keeping employees happy is serious work.
HR Analytics: New Insights and New Capabilities?Lewis Garrad
A small number of real examples linking HR data (employee surveys and personality assessments) to business outcomes like store level sales performance, employee retention and safety performance.
How to use People Analytics to Shape Employee ExperienceTareef Jafferi
From PMAT HR Day 2019, Bangkok Thailand by Tareef Jafferi
Key Takeaways:
1. Key moments in your Employee Experience
2. Getting started with People Analytics
3. Learnings from 4 Case Studies
4. Quick Wins
5. Can Happily.ai help you?
Preparing Leaders for the Workforce of the FutureAnne Loehr
There are big changes coming to the American workforce. In order to survive and thrive in the very different workplace of tomorrow, organizations need to know, plan and stay in front of these changes. Here's a sneak peek to my keynote, "Preparing Leaders for the Workforce of the Future."
HR Forum - The Latest HR Technology to Drive Productivity & Profit
NSWBC, Cornerstone OnDemand & AbilityMAP – July 14, 2016, Sydney Australia
Presentation covers key topics:
- A New World of Work in Australia and Beyond
- Mobility, and more important the rise of mobile devices, combined with social networking has changed our work models. Employees are now leveraging multiple devices to get work done no matter where they are.
- Data Driven - Organizations need deeper insights to solve for increasing skills gaps and talent shortages, developing future leaders, and improved employee engagement.
- Building your own Talent Management vision
Jay Huang: What if you could make the right people decisions almost all the t...Edunomica
Jay Huang: What if you could make the right people decisions almost all the time?
People Analytics Conference
Website - https://pacamp.org/
Youtube - https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ/featured
FB - https://www.facebook.com/pacamporg
The leaders of LinkedIn’s People Analytics team, Lorenzo Canlas and Will Gaker, walk through what people analytics is, how it’s growing & evolving, and how you can build your own people analytics function today. Check out their keynote presentation from the Wharton People Analytics Conference in April 2015.
Learn more about people analytics and data-driven recruiting: http://linkd.in/1KJMC8D
ConnectIn Singapore 2014: Make Better Talent Decisions with Data and Insights...linkedintalentsolutionsSEA
Hiring and retaining the right talent has become increasingly important in today’s workforce. There is increasing pressure on managers to make the right decision which usually tough. In this session, LinkedIn data guru, Nick Carroll, will discuss how data can enable managers to make informed decisions more easily.
Make Better Talent Decisions with Data and Insights | ConnectIn Singapore 2014LinkedIn Talent Solutions
Hiring and retaining the right talent has become increasingly important in today’s workforce. There is increasing pressure on managers to make the right decision which usually tough. LinkedIn data guru, Nick Carroll, discusses how data can enable managers to make informed decisions more easily.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/19V0QDv
Learn more about LinkedIn Talent Solutions: http://linkd.in/1sDl7Fq
Tweet with @HireOnLinkedIn: http://bit.ly/1e4VFBO
Follow us on SlideShare: http://slidesha.re/17cCRvf
Follow the LinkedIn Talent Solutions page: http://linkd.in/1aS4MXY
People Analytics: Improving the Employee Experience and ProductivityDr Susan Entwisle
It is true today more than any point in history that talent is a company’s greatest asset. To thrive in our hyper competitive global economy, companies need the right talent to deliver exceptional customer experiences efficiently with minimal risk. Traditionally, Human Resource teams have made decisions on hiring, assigning and developing employees using experience, instinct, and basic statistical data. The same advanced analytics and machine learning techniques we use to improve the customer experience are now being used for our people. People analytics provides insights and enables better and faster data-driven decision making across all aspects of people at work.
Topics covered in this presentation include:
How analytics has changed the customer experience.
Current state of employee engagement and its impact.
Limitations of cognitive decision making process.
What is people analytics?
How companies are using people analytics today?
Challenges in adoption of people analytics.
Guidance to get started on people analytics journey.
The inaugural Staples Advantage Workplace Index uncovered several unconventional ways to attract and retain millennial employees. Here's what it revealed.
The inaugural Staples Advantage Workplace Index found that an overwhelming majority of employees are happy. However, keeping employees happy is a job in itself. Here are eight surprising facts about employee happiness that show why keeping employees happy is serious work.
HR Analytics: New Insights and New Capabilities?Lewis Garrad
A small number of real examples linking HR data (employee surveys and personality assessments) to business outcomes like store level sales performance, employee retention and safety performance.
How to use People Analytics to Shape Employee ExperienceTareef Jafferi
From PMAT HR Day 2019, Bangkok Thailand by Tareef Jafferi
Key Takeaways:
1. Key moments in your Employee Experience
2. Getting started with People Analytics
3. Learnings from 4 Case Studies
4. Quick Wins
5. Can Happily.ai help you?
Preparing Leaders for the Workforce of the FutureAnne Loehr
There are big changes coming to the American workforce. In order to survive and thrive in the very different workplace of tomorrow, organizations need to know, plan and stay in front of these changes. Here's a sneak peek to my keynote, "Preparing Leaders for the Workforce of the Future."
HR Forum - The Latest HR Technology to Drive Productivity & Profit
NSWBC, Cornerstone OnDemand & AbilityMAP – July 14, 2016, Sydney Australia
Presentation covers key topics:
- A New World of Work in Australia and Beyond
- Mobility, and more important the rise of mobile devices, combined with social networking has changed our work models. Employees are now leveraging multiple devices to get work done no matter where they are.
- Data Driven - Organizations need deeper insights to solve for increasing skills gaps and talent shortages, developing future leaders, and improved employee engagement.
- Building your own Talent Management vision
Jay Huang: What if you could make the right people decisions almost all the t...Edunomica
Jay Huang: What if you could make the right people decisions almost all the time?
People Analytics Conference
Website - https://pacamp.org/
Youtube - https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ/featured
FB - https://www.facebook.com/pacamporg
The leaders of LinkedIn’s People Analytics team, Lorenzo Canlas and Will Gaker, walk through what people analytics is, how it’s growing & evolving, and how you can build your own people analytics function today. Check out their keynote presentation from the Wharton People Analytics Conference in April 2015.
Learn more about people analytics and data-driven recruiting: http://linkd.in/1KJMC8D
ConnectIn Singapore 2014: Make Better Talent Decisions with Data and Insights...linkedintalentsolutionsSEA
Hiring and retaining the right talent has become increasingly important in today’s workforce. There is increasing pressure on managers to make the right decision which usually tough. In this session, LinkedIn data guru, Nick Carroll, will discuss how data can enable managers to make informed decisions more easily.
Make Better Talent Decisions with Data and Insights | ConnectIn Singapore 2014LinkedIn Talent Solutions
Hiring and retaining the right talent has become increasingly important in today’s workforce. There is increasing pressure on managers to make the right decision which usually tough. LinkedIn data guru, Nick Carroll, discusses how data can enable managers to make informed decisions more easily.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/19V0QDv
Learn more about LinkedIn Talent Solutions: http://linkd.in/1sDl7Fq
Tweet with @HireOnLinkedIn: http://bit.ly/1e4VFBO
Follow us on SlideShare: http://slidesha.re/17cCRvf
Follow the LinkedIn Talent Solutions page: http://linkd.in/1aS4MXY
People Analytics: Improving the Employee Experience and ProductivityDr Susan Entwisle
It is true today more than any point in history that talent is a company’s greatest asset. To thrive in our hyper competitive global economy, companies need the right talent to deliver exceptional customer experiences efficiently with minimal risk. Traditionally, Human Resource teams have made decisions on hiring, assigning and developing employees using experience, instinct, and basic statistical data. The same advanced analytics and machine learning techniques we use to improve the customer experience are now being used for our people. People analytics provides insights and enables better and faster data-driven decision making across all aspects of people at work.
Topics covered in this presentation include:
How analytics has changed the customer experience.
Current state of employee engagement and its impact.
Limitations of cognitive decision making process.
What is people analytics?
How companies are using people analytics today?
Challenges in adoption of people analytics.
Guidance to get started on people analytics journey.
Top 10 reasons to hire software development company from Eastern EuropeSergey Karpyuk
I tried to uncover the subject which was widely discussed over last years. As ITO market rising in the world the more often we hear about perspectives of Outsourcing in Eastern Europe. Analyzed all aspects of this issue from different sources I tried to recreate the big picture and point out the top 10 reasons to work on this market.
Hire Indians InfoTech (P) Limited is one of the leading, fastest growing and professional managed web design and custom software development company headquartered in Noida (Delhi Ncr) India with offices in US, UK and Australia. We provide varied services ranging from web application development, custom software development, e-commerce sites, hire a developer and many more to its client’s globally in various technologies and multiple domains.
One of the dreaded questions a job interviewer is almost sure to ask is "Why should we hire you?"
What they really want to hear is how your experience, skills and attitude fit their particular needs. They'd also like you to show enthusiasm for, and some knowledge of, their company.
Here are some quick, helpful tips to get you started.
Mark Swartz - CareerActivist.com
Monster.ca's National Career Coach
I was asked to do a sales presentation as part of an interview and this is the "wireframe" (can I call it so?) or template of the presentation for your reference.
You may choose to give credits to your references or sources at the end. I did it as I wanted to show the research I had done before meeting the interview panel.
How to Include Clickable Links on Slideshare PresentationDavid Laubner
How do you insert a hyperlink or "clickcable" link within a Slideshare presentation? It's simple. Do not include it on the 1st 3 pages of your doc and infographics are prohibited from links. That's it! Create links in your docs as you normally would.
You do not need this presentation, Acrobat Pro or any special tricks. This PowerPoint deck was uploaded a test of the PPTX format with basic links included.
I created it while getting a presentation ready for someone who was having this problem.
Introduction to SlideShare for BusinessesSlideShare
As the global hub of professional content, SlideShare can help you or your business amplify its reach, get discovered by targeted audiences and capture more professional opportunities. Learn why you should use SlideShare for your business
Research makes it clear, the generation of children in our ministries today is vastly different than any other group of children the Church has ever sought to reach. They engage and edit media, experiment with culture, and experience community in new ways. Discover the unique learning charac- teristics of today’s kid and learn to leverage those characteristics in your ministry.
What's Trending in Talent and Learning for 2016?Skillsoft
Skillsoft took a look at the top trends that will impact talent and learning efforts in 2016. For a number of reasons, it's a pivotal time for the HR industry to make its move. However, the landscape of work is changing fast and the most adept pace-setters will adapt to take advantage of the top trends. At the same time, companies need to be cautious of industry trends that may be overhyped. This infographic provides a balanced view of practices that will keep your talent and learning strategy moving in the right direction.
Engagement & Retention of Millennial Employees - A Policy Advocacy MemoKayla Cruz
A general discussion of employee engagement, specifically the engagement of millennial employees, which then discusses four policy recommendations for increasing engagement and advocates for the policy most appropriate.
Social activists. Environmental activists. Consumer activists. Activist shareholders. Today, there is no shortage of activists affecting business operations in some way. These stand-up-for-what-is-right campaigners may either be an employer’s best advocates or its worst opponents. In either case, they are change agents.
With more access to information than ever before, job seekers are now more carefully considering their choices.
Experiences and issues exposed on social media and review sites can either undermine or enhance an employer’s reputation—all this makes building trust absolutely critical.
Download and share our “50 HR and Recruiting Statistics for 2016: A Statistical Reference Guide for Savvy Recruiters.” Consider it actionable intelligence to both inspire and make the business case to expand your own branding, recruiting and hiring initiatives.
For the last dozen years, the Society for Human Resource Management (SHRM) has been surveying employees from organizations of all sizes to identify the top five factors which contribute most to their job satisfaction. In its 2014 Employee Job Satisfaction and Engagement Survey, 60 percent of respondents identified compensation as "very important" to their job satisfaction.
How To Help Leaders Effectively Manage Today’s Human CapitalClearCompany
What are today’s key human capital management challenges and how will they be addressed in the future? To answer these questions, ClearCompany partnered with HR.com to conduct a survey of nearly 400 Human Resource Professionals.
One of the areas explored was leadership. We wanted to know if responding HR experts believed that leaders are effectively managing human capital in their companies. And, we asked if they saw a connection between leadership and other critical areas such as engagement and employee performance.
Another important area of the investigation was employee productivity. Not only did our research investigate whether productivity is rising or falling in today’s workplace but, we also explored how long it takes for a new hire to reach full productivity.
The research also covered the issue of employee retention. We were looking to discover if there were any indications that present themselves when an employee is disengaged and looking to leave. Based on responses, we created a list of the top ten signs that workers could be looking to leave.
If employees do leave, what is the best way of attracting and locating new talent? This has become an issue of growing importance as unemployment rates have declined and labor markets have tightened. We explored whether companies tend to look internally or externally for top talent.
Finally, the survey asked HR professionals to look to the future. We wanted to know if they thought it’s possible to accurately forecast workforce needs. And if we can model the workforce in ways that optimize costs, productivity and profits. After all, these issues are crucial to the long-term survival of most organizations.
Here’s a quick look at some of the key findings:
The Future: Most respondents not only believe it’s possible to accurately forecast workforce needs, they think it’s possible to model the workforce in a way that optimizes costs, productivity and profits.
Leadership: Only 37% of participants say that their leaders effectively manage human capital, and only about a third report that leadership actions are correlated to engagement, retention and performance.
Recruitment: Referrals are the most widely cited source for finding top talent as well as employees who are a good cultural fit.
Talent: Respondents are split as to whether the best talent comes from internal or external sources.
Productivity: Just 44% say productivity is on the rise.
Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood.
Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
Powering Your Bottom Line Through Employee EngagementKip Michael Kelly
The greatest concerns of most CEOs are operational excellence, innovation, risk, the regulatory environment, and competing globally. Underpinning those areas is their primary concern—human capital. The “people thread” is what prepares an organization to compete and win. The greatest asset that organizations have is the power of their employees. Employee engagement—the emotional commitment of employees—is a tremendous competitive advantage that impacts the bottom line when strategically managed.
The majority of organizations have an opportunity to further leverage employee engagement as a business driver. A recent Gallup poll found that more than 70 percent of American workers are either actively or passively disengaged from their work. HR, talent management professionals, and business leaders need to assess (or re-assess) how widespread and entrenched employee disengagement is in their organizations and partner together to improve it.
This white paper:
- Discusses the costs of employee disengagement in organizations.
- Links employee engagement to an organization’s bottom line and offers reasons why employee engagement should be a strategic business priority.
- Offers steps that HR and talent managers can take to improve employee engagement throughout their organizations.
- Provides examples of what organizations are doing to boost employee engagement.
Outcome over Hours - The shifting focus of employee performance Kelly Services
The 2013 Kelly Global Workforce Index supports the notion that most employees are not satisfied with the level of remuneration they receive from employers. Respondents were asked to what degree the pay or compensation they received for their work was equitable. Globally, only 38 percent believe they are paid a fair amount for their work.
AARP's Integrated Communications & Marketing (ICM) team has won awards in a variety of categories and disciplines, from publication design and branding, to media relations and digital. Here is a sampling of the organizations that have recognized our stellar work.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
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The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
1. Five smart
reasons to hire 50+
AARP®
study shows how 50+ workers
are critical to your business success.
2. Demand,
say “hello” to supply
• From 2002 to 2022, the number of workers
age 50+ is expected to increase by 62%.1
• By 2022, the number of workers age 50+
will constitute 35% of the workforce.1
47% 39% 36%
Candidates lacking
technical competencies/
hard skills
Candidates lacking
workplace competencies/
soft skills
A lack of available
candidates
40% of U.S. employers report difficulty filling jobs.2
Specifically, they report a talent gap due to:
1
Source: Aon Hewitt analysis of Bureau of Labor Statistics data, and Mitra Toosie, Monthly Labor Review, December 2013
2
Source: ManpowerGroup 2014 Talent Shortage Survey
3. The costs are
less than you think
Value
• Workers age 50+ add value to
organizations due to their high
levels of engagement, stability,
productivity, and experience.1
• 50+ workers are a critical component
of a multigenerational
workforce.2
Cost
• Recent trends in compensation and
benefits have diminished the relationship
between age and labor costs to the point
that age is no longer a significant factor.3
• Employer-paid health care costs are
growing more slowly for 50+
workers. From 2003 to 2011,
employer claims costs rose
by 8.0% for workers ages
35-39, compared to 5.7%
for workers ages 55-59.4
1
Source: Establishing the Positive Contributory Value of Older Workers: A Positive Psychology Perspective 2005.
2
Source: Wall Street Journal article, “There’s No Age Requirement for Innovation”
3
Source: Aon Hewitt’s Benefit SpecSelect™ database and Aon Hewitt analysis of Truven Health Analytics data
4
Source: Aon Hewitt analysis of Truven Health Analytics data
VALUE
VS
$
COST
EXPERIENCE
MATURITY
K N O W L E D G E
4. Turns out, age ISN’T
just a number(it’s a lot more than that)
A 2014 survey of more than 700 employers revealed the
following beliefs regarding the value of older workers:
87% 86% 82% 69% 59%
Valuable resource
for training and
mentoring
Important source
of institutional
knowledge
More knowledge,
wisdom and life
experience
More responsible,
reliable and
dependable
More adept at
problem solving
Source: Transamerica. “Baby Boomers Are Revolutionizing Retirement: Are They And Their Employers Ready?” December 2014
5. Every day is “bring your
commitment to work”day
• 65% of employees age 55+ in large companies
are engaged, compared to 58-60% of employees
under age 55.1
• 81% of workers age 55+ are “motivated”—
meaning they say that they exert extra effort
and contribute more than is normally required in
their job — compared to 77% of workers 25-54.1
• Business or work units that scored in the top
quartile on employee engagement are 21% more
productive, have 22% higher profitability, and
experience 37% less absenteeism when
compared to those in the bottom quartile.2
Employee engagement
65%
55+
58-60%
Under 55
1
Source: Aon Hewitt Engagement Database 2009-2013
2
Source: Engagement at Work: Its Effect on Performance Continues in Tough Economic Times, Gallup Inc. 2013
The result?
Sustained productivity and innovation
leads to stronger business results.
6. Staying power – the 50+
are sticking around, and not
just for financial reasons
• 45% of workers 45+ expect to retire at 65 or
younger, compared to 62% in 2004.1
• 71% of workers 45+ report “enjoying the
job” as a major factor in their decision to
work, second only to financial reasons.2
• Retaining older workers reduces the one-
time costs of turnover that can go as high
as $31,700 or more per employee — in fact,
unexpected turnover may cost 1.5 to 2 times
more than expected turnover.3
Percentage of workers
that pose a risk of
unexpected turnover4
49%
29%
Under 50 50+
1
Source: Employee Benefit Research Institute and Greenwald & Associates, 2004 and 2014 Retirement Confidence Surveys
2
Source: Staying Ahead of the Curve 2013: The AARP Work and Career Study
3
Source: Aon Hewitt estimates
4
Source: Aon Hewitt Engagement Database 2009-2013; 2014 analysis by Aon Hewitt
7. Ready to rethink your
hiring strategies?
Questions? Contact Heather Tinsley-Fix at HTinsley-Fix@aarp.org
Source: A Business Case for Workers Age 50+: A Look at the Value of Experience 2015
Download the full report at www.aarp.org/businesscaseforworkers50plus.