The SLOAN Employment report for 2012 highlights the impact the programme has on career progression. After 6 months of graduation, we found that more than half of our graduates are working at a Senior Manager or Director level with a salary of more than £100K.
If you are interested in recruiting our talent, please visit http://bit.ly/GTGDxL
Find out more about the Sloan Masters in Leadership and Strategy programme: http://www.london.edu/programmes/sloanmastersinleadershipandstrategy.html
There is nothing in the law that says you must hire an inferior candidate. The law
simply states that you, and any of the systems you use, cannot discriminate against the protected group(s).
This paper is not intended to provide you with a way to get around the law, but rather to provide you with a system for hiring that does not allow typical human biases to enter into the process. We all see the world from our own view; however,
sometimes this view may not be in the best interest of the position or the organization.
Enterprise 2.0 Summit 2013 presentation on Work Ethos and Purpose, as what comes next, after Expertise, and Collaboration. We need the systems to help organizations understand each person's purpose, if we really want to engage employees and gain productivity
HayGroup_Mind The Gap_ Managing Across Generations_Feb2013Nidthia C
What does it take to lead Indonesia's inter-generational tribes towards 2020?
By 2020, Indonesia will have the third fastest-growing workforce in the world. Our population will stand at 262 million; 60% of whom will be living in cities. As such, the workplace in Indonesia is facing a generational adjustment of values, learning and working styles that will have a huge impact on how leaders think and act.
In preparation for this seismic shift, what can companies in Indonesia do to ensure continued growth? What are the gaps between employee expectations and our HR tools? How can these gaps be bridged?
Read to find out.
There is nothing in the law that says you must hire an inferior candidate. The law
simply states that you, and any of the systems you use, cannot discriminate against the protected group(s).
This paper is not intended to provide you with a way to get around the law, but rather to provide you with a system for hiring that does not allow typical human biases to enter into the process. We all see the world from our own view; however,
sometimes this view may not be in the best interest of the position or the organization.
Enterprise 2.0 Summit 2013 presentation on Work Ethos and Purpose, as what comes next, after Expertise, and Collaboration. We need the systems to help organizations understand each person's purpose, if we really want to engage employees and gain productivity
HayGroup_Mind The Gap_ Managing Across Generations_Feb2013Nidthia C
What does it take to lead Indonesia's inter-generational tribes towards 2020?
By 2020, Indonesia will have the third fastest-growing workforce in the world. Our population will stand at 262 million; 60% of whom will be living in cities. As such, the workplace in Indonesia is facing a generational adjustment of values, learning and working styles that will have a huge impact on how leaders think and act.
In preparation for this seismic shift, what can companies in Indonesia do to ensure continued growth? What are the gaps between employee expectations and our HR tools? How can these gaps be bridged?
Read to find out.
The above article was published in the May 2007 edition of FEDTECH Magazine. In this article I provide some considerations for Federal CIOs with respect to managing their most important resources, their people. The article is one in the series I write entitled "The Business of IT."
The Blurring of Job Loyalties, Social Collaboration and Personal FreedomRawn Shah
A focus on the changing nature of our employment relationships, the change in how we do work, how our employers wants us to bring our personal networks to work, and the future skills of load balancing our work.
My deck for "3rd Conference on Humans and Technology: Adaptation and Impact" by the IBM Academy of Technology. Oct 14, 2011
On 27-28 September 2012, Fleming Europe will be hosting a European conference on the topic of social media in HR.
Companies featured include Dell,
http://human-resources.flemingeurope.com/social-media-hr
An evaluation of 192 youth in the third summer of this youth employment program. Identified short-term results for the youth in the areas of safety, work skills, relationships, income, and planning for the future. Identified five recommendations for improving program delivery and six recommendations for improving the evaluation.
The MiM Employment report for 2012 presents some interesting statistics for our MiM programme, with the most outstanding being that 95% of our MiM2012 class secured employment within three months of graduation.
Find out more about the Masters in Management programme: http://www.london.edu/programmes/mastersinmanagement.html
The above article was published in the May 2007 edition of FEDTECH Magazine. In this article I provide some considerations for Federal CIOs with respect to managing their most important resources, their people. The article is one in the series I write entitled "The Business of IT."
The Blurring of Job Loyalties, Social Collaboration and Personal FreedomRawn Shah
A focus on the changing nature of our employment relationships, the change in how we do work, how our employers wants us to bring our personal networks to work, and the future skills of load balancing our work.
My deck for "3rd Conference on Humans and Technology: Adaptation and Impact" by the IBM Academy of Technology. Oct 14, 2011
On 27-28 September 2012, Fleming Europe will be hosting a European conference on the topic of social media in HR.
Companies featured include Dell,
http://human-resources.flemingeurope.com/social-media-hr
An evaluation of 192 youth in the third summer of this youth employment program. Identified short-term results for the youth in the areas of safety, work skills, relationships, income, and planning for the future. Identified five recommendations for improving program delivery and six recommendations for improving the evaluation.
The MiM Employment report for 2012 presents some interesting statistics for our MiM programme, with the most outstanding being that 95% of our MiM2012 class secured employment within three months of graduation.
Find out more about the Masters in Management programme: http://www.london.edu/programmes/mastersinmanagement.html
9 out of 10 L&D professionals now believe it is important to integrate learning and work more effectively and 2013 will be a pivotal year for change for the profession. We can no longer ignore the fact that organisations and individuals are expected to respond continually to change and learning professionals now have a unique opportunity to support them. This presentation, delivered by Laura Overton , Managing director of independent benchmarking company at Learning Technologies 2013 looked at the latest research from Towards Maturity with 500 organisations to explore what we can learning from top learning companies who are successfully integrating learning into the workplace .
The session considered practical ways to
• Respond faster to business change
• Increase the on-going sharing of good practice
• Improve the application of learning back at work
• Build talent and performance
• Adapt learning to individual need
You can find lauraoverton on linked in
Find out more about Towards Maturity at www.towardsmaturity.org
Download the 2012-13 Towards Maturity Benchmark Study at www.towadsmaturity.org/2012benchmark
Kuwait Petroleum Corporation: Transforming leadership for 2030 and beyondLondon Business School
This case study explores the custom programme developed by London Business School for the Kuwait Petroleum Corporation in conjunction with the National Technology Enterprises Company Kuwait. The study examines the scale and accomplishments of the programme, as well as the unique tripartite collaboration between the three key stakeholders that delivered its success.
Together, Microsoft and London Business School created The Public Sector Course: a customised programme, tailoring a Massive Open Online Course (MOOC) model for Microsoft’s public sellers specifically. The programme aims to empower participants to build trust and credibility with customers.
Learn more about our customised programmes: https://www.london.edu/programmes/executive-education/topic/executive-education-for-organisations/custom-programmes
Insight Summit 2017: Intelligent Risk Taking - Active vs passive investing
Active vs. passive – practitioner perspectives - Tim Hodgson, Head of the Thinking Ahead Institute, Willis Towers Watson
Presented at the third annual Insight Summit conference held on 7 November 2017 by London Business School’s AQR Asset Management Institute.
Insight Summit 2017: Intelligent Risk Taking
Portfolio construction today - Cliff Asness, Managing & Founding Principal, AQR Capital Management
Presented at the third annual Insight Summit conference held on 7 November 2017 by London Business School’s AQR Asset Management Institute.
Insight Summit 2017: Intelligent Risk Taking – Private Equity
Partners Capital View of the Future of Private Equity Investing
Stan Miranda, Founder and CEO, Partners Capital Investment Group
Presented at the third annual Insight Summit conference held on 7 November 2017 by London Business School’s AQR Asset Management Institute.
Insight Summit 2017: Intelligent Risk Taking - Active vs passive investing
Risk taking the ATP way - Kasper Lorenzen, Chief Investment Officer, ATP
Presented at the third annual Insight Summit conference held on 7 November 2017 by London Business School’s AQR Asset Management Institute.
Insight Summit 2017: Intelligent Risk Taking - Active vs passive investing
Is factor investing a bubble? - René M. Stulz, Everett D. Reese Chair of Banking and Monetary Economics, Ohio State University
Presented at the third annual Insight Summit conference held on 7 November 2017 by London Business School’s AQR Asset Management Institute.
Insight Summit 2017: Intelligent Risk Taking - Active vs passive investing
Sharpening the Arithmetic of Active Management - Lasse Pedersen, Professor of Finance, Copenhagen Business School and NYU; and Principal, AQR Capital Management
Presented at the third annual Insight Summit conference held on 7 November 2017 by London Business School’s AQR Asset Management Institute.
Insight Summit 2017: Intelligent Risk Taking - Active vs passive investing
Money management in equilibrium - Jonathan Berk, A.P. Giannini Professor of Finance, Graduate School of Business, Stanford University
Presented at the third annual Insight Summit conference held on 7 November 2017 by London Business School’s AQR Asset Management Institute.
The ten commandments of business innovation | London Business SchoolLondon Business School
From his new book Breaking Bad Habits, LBS's Freek Vermeulen explores the ten commandments your business must follow to reinvigorate your organisation.
http://www.freekvermeulen.com/
Find out how Smurfit Kappa partnered with London Business School to design two precisely calibrated learning journeys that transformed participants from two distinct strands of leadership.
Systemic Risk in the Asset Management Industry - Michael Mendelson, Principal, AQR Capital Management
Presented at the AQR Asset Management Institute conference, Perspectives: Systemic Risk in Asset Management held on 26 April 2017 at London Business School.
Myths and Realities of ETFs and Index Investing - Ananth Madhavan, Managing Director, Global Head of Research for ETF and Index Investing, BlackRock
Presented at the AQR Asset Management Institute conference, Perspectives: Systemic Risk in Asset Management held on 26 April 2017 at London Business School.
Presented at the AQR Asset Management Institute conference, Perspectives: Systemic Risk in Asset Management held on 26 April 2017 at London Business School.
Together with London Business School (LBS), Nordea created the Strategic Leadership Programme to empower its next-generation leaders to: think strategically about the future and about customers; align functions and strategies to the overarching Nordea Future Relationship Bank Strategy; and build trust across the whole business.
Learn more about our customised programmes: http://bit.ly/2mzsMM5
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
SLOAN Employment Report 2012 - London Business School
1. Sloan Masters
Employment
Access a unique pool of experienced
Report 2012
managers, professionals and entrepreneurs
CareerServices
www.london.edu/recruitourtalent
2. SLOAN 2011 EMPLOYMENT PROFILE! SLOAN RECRUITERS!
Employment status (6 months post-graduation) Companies that hired students Company name:
from London Business School’s
Sloan Masters in Leadership Accenture
and Strategy 2011 graduating
class include: Amazon
Axon Capital
Deloitte
Dentsu
Ernst & Young
FFW
Fire and Disaster Management Agency
Forest Laboratories
GE Healthcare
Hanwha Group
IL&FS
IMI Cornelius
“Built tremendous
Infosys
Integration Consulting
take on new challenges
and an inherent belief of J.P. Morgan
succeeding under any Jabong
circumstances.” Mizuho Securities
NewsLifeMedia
Sloan 2011 graduate
Nutmeg
Olam
“Opened my eyes to Robert Quinn Consulting
Shiseido
options in start-up
Sony Mobile
and small business
environment. Helped
me clarify my thinking
around what I wanted.”
Sloan 2011 graduate
London Business School SLOAN Employment Report 2012
3. CAREER CHOICES BY GEOGRAPHY! CAREER CHOICES BY SECTOR!
Please note that this data
“Meeting others has broadened “The programme gave
my horizons and has enriched me the chance to think
my life and my future. I have a about and rebuild my
future career, which
broad and valuable network and
was gradually changed
people I will stay in touch with
by what I learned in the
over the next 30-40 years.” class and the network I
Sloan 2011 graduate obtained last year.”
Sloan 2011 graduate
Please note that this data
transition but gives an indication
of theConsulting that
sectors overall
the class worked in before
the Sloan programme and
Finance
6 months after graduation.
Corporate
Consulting
14 %
Finance
24 %
Corporate
18 %
12 %
Please note that this data 68 %
64 %
6 months post-graduation
Before graduation
Before graduation 6 months post-graduation
London Business School SLOAN Employment Report 2012
4. CAREER CHOICES BY ROLE! SALARY INFORMATION!
£50-80k 24% This data has
been based on
“It has brought clarity £81-100k 18% the salary
information
into my thinking £101-120k 31% provided by the
graduating class.
£121-150k 15%
and has helped me More than £150k 12%
£
understand and
clarify my priorities.”
£
Sloan 2011 graduate
£ £ £
SOURCE OF OPPORTUNITY!
Senior Manager/Director 54% Networking 39%
C-Level 15% Previous employer 32%
Project Manager 13% Job advertisements 11%
Entrepreneur 13% Alumni 8%
Other 5% Direct approach 5%
London Business School has
extensive relationships with industry
and commerce. Career Services
organise events, networking and
work with students to make the
most of the networking opportunities
the School has to offer.
London Business School SLOAN Employment Report 2012
5. LONDON BUSINESS SCHOOL PROGRAMME PORTFOLIO!
Find out more MORE!
FIND OUT
Masters Programmes
Telephone: +44 (0)20 7000 7500
Email: masters@london.edu
Executive Education
Telephone: +44 (0)20 7000 7390
Email: execinfo@london.edu
Recruit students from any of
our masters programmes
Telephone: +44 (0)20 7000 7400
Email: careerservices@london.edu
Masters inMasters in Management Masters in Finance Finance EMBA-Global
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