The document defines two terms:
1) Smith (smıth) n., a craftsperson or artisan who is a recognized specialist in a field often requiring years of apprenticeship to achieve status. They are also a communication expert.
2) Smithery (smıth ́ -re) n., the occupation or craft of a smith, referring to a smithy.
This document discusses improving business productivity through more effective employee training. It notes that while training is important, budgets are tight and current training methods are often ineffective. It promotes the idea that training needs to be more engaging, interactive, and flexible to fit employees' schedules in order to better connect with trainees and improve knowledge retention. The document introduces Productive Training technology solutions that can deliver high-quality instructor-led training remotely or in-person, making training more accessible and reducing costs.
Intersting article written some time ago by Robert Hennessy, GLOBAL Practice Team Leader – Pharma/ Health Care/ Life Science, ( http://aims-international.net/global-teams/health-care/find-a-leader )before he joined AIMS International.
Treating job applicants well creates ambassadors for companies’
images and brands, even if they don’t get hired.
The document discusses the emerging role of the HR Chief Operating Officer (COO) to help HR organizations improve performance and better support business needs. Traditionally, HR leadership teams are structured around centers of expertise and business units, but this limits coordination across functions. A HR COO role would focus on driving efficiency, effectiveness, compliance, and cost of HR service delivery to help address gaps between business expectations and what HR can deliver. By dividing responsibilities between the CHRO who focuses on strategy and the HR COO who focuses on operations, HR organizations can better empower their teams to deliver more business value.
This document is a brochure for the recruitDC conference agenda. It outlines the schedule of keynote speeches and breakout sessions to be held at the conference. The key topics that will be discussed include recruiting strategies, leveraging social media for recruiting, predictive staffing modeling, managing your career as a recruiter, becoming a trusted advisor to clients, and strategies for recruiting military veterans. There will also be panels on college recruiting trends and building internal client relationships. The goal of the conference is to provide recruiters with tools and best practices for finding and hiring top talent.
Not responsive. Late for interviews. Unprepared. Complaints have been made about candidates, but now these phrases are being used for recruiters and hiring managers.
People Solutions is a global human resources consulting firm founded in 1997 with headquarters in Brussels. They have over 31 international offices across Europe, Russia, India, China, and the Middle East. Their mission is to build long-term relationships and understand clients' needs to enhance performance. They provide tailored HR solutions focused on key industries and services including recruitment, training, mergers and acquisitions support, and interim management.
The document discusses challenges with the acquisition workforce and proposes a solution of mandatory job-focused learning programs. It summarizes that:
1) Acquisition workers are often assigned to jobs that require skills and experience they do not possess, such as contracting in Afghanistan.
2) While certification programs ensure foundational training, they do not focus on skills for specific job assignments and there can be long delays between training and applying skills on the job.
3) The document proposes mandatory, funded job-focused learning programs to provide acquisition workers with training directly applicable to improving their performance in their current roles.
The document discusses how many companies are experiencing a "capability recession" due to workforce cuts and reduced training budgets during the economic downturn. This has negatively impacted productivity, engagement, and performance. The document proposes that companies can address this issue by optimizing a blend of formal training, informal learning, and knowledge sharing through social learning. Implementing a social learning environment can help companies reduce training costs, improve return on learning investments, and create a more adaptable workforce. The document provides examples of how BT analyzed performance issues and estimated potential savings of £8 million per year by improving their learning environment through social learning.
This document discusses improving business productivity through more effective employee training. It notes that while training is important, budgets are tight and current training methods are often ineffective. It promotes the idea that training needs to be more engaging, interactive, and flexible to fit employees' schedules in order to better connect with trainees and improve knowledge retention. The document introduces Productive Training technology solutions that can deliver high-quality instructor-led training remotely or in-person, making training more accessible and reducing costs.
Intersting article written some time ago by Robert Hennessy, GLOBAL Practice Team Leader – Pharma/ Health Care/ Life Science, ( http://aims-international.net/global-teams/health-care/find-a-leader )before he joined AIMS International.
Treating job applicants well creates ambassadors for companies’
images and brands, even if they don’t get hired.
The document discusses the emerging role of the HR Chief Operating Officer (COO) to help HR organizations improve performance and better support business needs. Traditionally, HR leadership teams are structured around centers of expertise and business units, but this limits coordination across functions. A HR COO role would focus on driving efficiency, effectiveness, compliance, and cost of HR service delivery to help address gaps between business expectations and what HR can deliver. By dividing responsibilities between the CHRO who focuses on strategy and the HR COO who focuses on operations, HR organizations can better empower their teams to deliver more business value.
This document is a brochure for the recruitDC conference agenda. It outlines the schedule of keynote speeches and breakout sessions to be held at the conference. The key topics that will be discussed include recruiting strategies, leveraging social media for recruiting, predictive staffing modeling, managing your career as a recruiter, becoming a trusted advisor to clients, and strategies for recruiting military veterans. There will also be panels on college recruiting trends and building internal client relationships. The goal of the conference is to provide recruiters with tools and best practices for finding and hiring top talent.
Not responsive. Late for interviews. Unprepared. Complaints have been made about candidates, but now these phrases are being used for recruiters and hiring managers.
People Solutions is a global human resources consulting firm founded in 1997 with headquarters in Brussels. They have over 31 international offices across Europe, Russia, India, China, and the Middle East. Their mission is to build long-term relationships and understand clients' needs to enhance performance. They provide tailored HR solutions focused on key industries and services including recruitment, training, mergers and acquisitions support, and interim management.
The document discusses challenges with the acquisition workforce and proposes a solution of mandatory job-focused learning programs. It summarizes that:
1) Acquisition workers are often assigned to jobs that require skills and experience they do not possess, such as contracting in Afghanistan.
2) While certification programs ensure foundational training, they do not focus on skills for specific job assignments and there can be long delays between training and applying skills on the job.
3) The document proposes mandatory, funded job-focused learning programs to provide acquisition workers with training directly applicable to improving their performance in their current roles.
The document discusses how many companies are experiencing a "capability recession" due to workforce cuts and reduced training budgets during the economic downturn. This has negatively impacted productivity, engagement, and performance. The document proposes that companies can address this issue by optimizing a blend of formal training, informal learning, and knowledge sharing through social learning. Implementing a social learning environment can help companies reduce training costs, improve return on learning investments, and create a more adaptable workforce. The document provides examples of how BT analyzed performance issues and estimated potential savings of £8 million per year by improving their learning environment through social learning.
5 Lessons for Upgrading Talent with Outside Superstarsassessmentedge
1. The economic downturn has led to many layoffs, increasing the supply of talented individuals available at affordable prices. Companies can take advantage of this opportunity to upgrade their talent by hiring superstars.
2. There are five key lessons for successfully upgrading talent through outside hires: identify internal stars first, align hires with current and future needs, manage expectations as performance may not transfer, don't rush the selection process, and underpromise and overdeliver.
3. The document then discusses each lesson in more detail, emphasizing the importance of identifying internal talent, assessing needs accurately to hire the right fit rather than being "star struck," and executing a disciplined selection process.
Leighton Partners provides executive search and talent acquisition services globally. They offer both contingent and retainer fee structures depending on the position urgency. Contingent fees are paid only if the candidate is successfully hired, while retainer fees involve an upfront portion with the balance due on hire. Leighton Partners sources candidates through their database, advertising, and industry networks. They conduct an in-depth qualifying and interviewing process before presenting candidates to clients.
Microsoft Power Point China Mining Nov 2008 [Compatibility Mode]guest9c8069
The document discusses winning the war for talent in the mining industry. It notes that demand for talent will remain strong as major mining companies staff new projects and developing world companies seek world-class talent. However, the recruitment process is changing as talent risk becomes a higher priority and employees become less mobile. The document outlines different channels for building a talent pipeline, including universities, professional networks, and country funnels. It emphasizes that an effective employment brand is needed to appeal to employees and attract candidates by focusing on elements like culture, development opportunities, and work-life balance, as traditional incentives alone will not be as appealing.
The document discusses 9 top human resources job skills that employers are seeking. It provides details on each skill, including employee relations, onboarding, human resources information software, performance management, teamwork and collaboration, scheduling, customer service, project management, and worker's compensation. The skills focus on areas like conflict resolution, training new employees, using HR software systems, evaluating employee performance, collaboration, time management, customer service, leading projects, and handling workplace injury claims. The document advises highlighting relevant experiences and strengths for each skill in interviews.
Engineering the right candidate. Richard Clegg (Recruitment Manager) outlines why the recruitment of top Engineering Managers can be beset with problems.
Transition With Confidence is a global career transition services provider founded in 1991 by Dave Bente to help NFL players transition careers. It has since expanded to help individuals from new college graduates to retirees seek new opportunities. The company provides personalized one-on-one career coaching and support beyond typical outplacement timelines. It differentiates itself through timely feedback on candidate progress, superior consultants, thorough processes, and competitive pricing.
This document is a guide from Next Job Now that provides information about translating military skills into civilian terms for resumes and job applications. It lists many transferable skills obtained through military service and provides examples of how these skills could be described for different levels of experience, from team members to senior executives. The guide encourages readers to have their resume written by Next Job Now's experts to effectively communicate their skills and strongly positions the company as the best choice for resume writing services for those transitioning from the military.
- Temporary work has increased during the economic recovery, with companies keeping temps longer and using them to fill professional roles. The average number of temporary workers in early 2012 was over 2.5 million, up from a low of 2.1 million in early 2009.
- While temporary positions were once seen as indicators of improved job prospects, companies in this recovery are less likely to hire temps permanently. However, temp work is becoming a more important part of companies' workforce strategies and some workers' careers.
- Temping is one way for people like 23-year-old TaShea Mosley to get a foot in the door during tough economic times, though she feels temporary workers are seen as "disposable."
Linea Group provides recruiting, consulting, and training services. Their recruiting services include permanent recruiting, interim recruiting, secondments, recruiting process outsourcing, and managed service programs. They aim to consistently exceed client expectations by providing exceptional, cost-effective, and results-driven services.
Brick Force Consulting Services Pvt. Ltd. is an IT consulting, HR solutions, and staffing firm based in Bangalore, India that was established in 2016. The company aims to be a trusted partner for its clients in delivering people and technology solutions. It is committed to driving business value across industries through expertise in IT consulting, HR solutions and services. The company strives to empower clients through user-friendly solutions that enhance productivity, processes, and employee retention while reducing costs.
Recruiters and HR managers who hire overqualified candidates urge their peers not to overlook the benefits of having these skilled professionals on the team.
This document describes the services offered by Pour Vous Consulting, a human resources consulting firm. It discusses their mission to become the top choice for HR management through valuable client relationships. Their vision is to continuously innovate and grow beyond goals. Services include recruitment, HR consulting, HR outsourcing including payroll and statutory management, and training. The company aims to provide high quality, efficient services through a consultative approach and trained personnel with a nationwide presence.
This document discusses a webinar on India's infrastructure strategy presented by Zenesys. It covers:
1. Lessons learned on rising costs and a talent shortage in India. Metro cities are driving up salaries and real estate prices.
2. Infrastructure investment opportunities totaling $657 billion through 2012 in sectors like power, roads, and ports. Specific projects are mentioned.
3. Challenges for foreign partners in India like changes to bidding processes, political influence, and ensuring clear roles for central and state governments. Partner roles are outlined to address these issues.
Tariq Malin- CV - June 2016 - Complete with PlumbingTariq Malin
Tariq Malin is a motivated and goal-driven professional with experience in the British Armed Forces and as a plumber. He has strong leadership, communication, and people skills developed through managing teams of up to 30 members in the military. Currently, he works as a plumber completing domestic plumbing installations and repairs. Malin is looking to apply his transferable skills to a new civilian career in a highly skilled industry sector.
Hiring lister Salespeople - Things to knowAmitNagar38
This document discusses the importance of hiring and retaining the right sales talent. It notes that industries are evolving rapidly due to technological changes, expanding the need for modern sales talent. However, companies often struggle to find and keep the right matches for their roles. The document then discusses some common mistakes made in hiring, such as unclear job requirements and not prioritizing must-have traits. It also outlines the high costs of bad hires. Finally, it provides five fail-proof ways to build a strong sales team, including clearly defining job needs, having a strict list of requirements, casting a wide net to find candidates, looking beyond resumes, and avoiding incorrect comparisons between candidates.
The document discusses soft skills training opportunities available at Workforce Investment Boards and One Stop Career Centers, including job readiness curriculum, incorporating soft skills into vocational training, and post-employment support like mentoring and coaching. It provides contact information for the San Diego Metro Region Career Centers and outlines an agenda covering topics like defining skills, what employers want, transferable skills, and leveraging accomplishments.
The Community Skills Initiative is an education division of C.P.D.M.S. Ltd, a company registered in England and Wales. It is accredited by the Highfield Awarding Body for Compliance. The Community Skills Initiative offers courses in areas such as teacher training, first aid training, and more to help individuals gain skills for employment. It is located in Ashton-Under-Lyne and aims to provide education and assistance to those seeking to reenter the workforce or society after criminal offenses.
How Whole Brain Thinking Helps A Large International Professional Serv- ices Firm’s Employees Cultivate Their Creative Side And Stay Connected To The Firm’s Overall Strategy
5 Lessons for Upgrading Talent with Outside Superstarsassessmentedge
1. The economic downturn has led to many layoffs, increasing the supply of talented individuals available at affordable prices. Companies can take advantage of this opportunity to upgrade their talent by hiring superstars.
2. There are five key lessons for successfully upgrading talent through outside hires: identify internal stars first, align hires with current and future needs, manage expectations as performance may not transfer, don't rush the selection process, and underpromise and overdeliver.
3. The document then discusses each lesson in more detail, emphasizing the importance of identifying internal talent, assessing needs accurately to hire the right fit rather than being "star struck," and executing a disciplined selection process.
Leighton Partners provides executive search and talent acquisition services globally. They offer both contingent and retainer fee structures depending on the position urgency. Contingent fees are paid only if the candidate is successfully hired, while retainer fees involve an upfront portion with the balance due on hire. Leighton Partners sources candidates through their database, advertising, and industry networks. They conduct an in-depth qualifying and interviewing process before presenting candidates to clients.
Microsoft Power Point China Mining Nov 2008 [Compatibility Mode]guest9c8069
The document discusses winning the war for talent in the mining industry. It notes that demand for talent will remain strong as major mining companies staff new projects and developing world companies seek world-class talent. However, the recruitment process is changing as talent risk becomes a higher priority and employees become less mobile. The document outlines different channels for building a talent pipeline, including universities, professional networks, and country funnels. It emphasizes that an effective employment brand is needed to appeal to employees and attract candidates by focusing on elements like culture, development opportunities, and work-life balance, as traditional incentives alone will not be as appealing.
The document discusses 9 top human resources job skills that employers are seeking. It provides details on each skill, including employee relations, onboarding, human resources information software, performance management, teamwork and collaboration, scheduling, customer service, project management, and worker's compensation. The skills focus on areas like conflict resolution, training new employees, using HR software systems, evaluating employee performance, collaboration, time management, customer service, leading projects, and handling workplace injury claims. The document advises highlighting relevant experiences and strengths for each skill in interviews.
Engineering the right candidate. Richard Clegg (Recruitment Manager) outlines why the recruitment of top Engineering Managers can be beset with problems.
Transition With Confidence is a global career transition services provider founded in 1991 by Dave Bente to help NFL players transition careers. It has since expanded to help individuals from new college graduates to retirees seek new opportunities. The company provides personalized one-on-one career coaching and support beyond typical outplacement timelines. It differentiates itself through timely feedback on candidate progress, superior consultants, thorough processes, and competitive pricing.
This document is a guide from Next Job Now that provides information about translating military skills into civilian terms for resumes and job applications. It lists many transferable skills obtained through military service and provides examples of how these skills could be described for different levels of experience, from team members to senior executives. The guide encourages readers to have their resume written by Next Job Now's experts to effectively communicate their skills and strongly positions the company as the best choice for resume writing services for those transitioning from the military.
- Temporary work has increased during the economic recovery, with companies keeping temps longer and using them to fill professional roles. The average number of temporary workers in early 2012 was over 2.5 million, up from a low of 2.1 million in early 2009.
- While temporary positions were once seen as indicators of improved job prospects, companies in this recovery are less likely to hire temps permanently. However, temp work is becoming a more important part of companies' workforce strategies and some workers' careers.
- Temping is one way for people like 23-year-old TaShea Mosley to get a foot in the door during tough economic times, though she feels temporary workers are seen as "disposable."
Linea Group provides recruiting, consulting, and training services. Their recruiting services include permanent recruiting, interim recruiting, secondments, recruiting process outsourcing, and managed service programs. They aim to consistently exceed client expectations by providing exceptional, cost-effective, and results-driven services.
Brick Force Consulting Services Pvt. Ltd. is an IT consulting, HR solutions, and staffing firm based in Bangalore, India that was established in 2016. The company aims to be a trusted partner for its clients in delivering people and technology solutions. It is committed to driving business value across industries through expertise in IT consulting, HR solutions and services. The company strives to empower clients through user-friendly solutions that enhance productivity, processes, and employee retention while reducing costs.
Recruiters and HR managers who hire overqualified candidates urge their peers not to overlook the benefits of having these skilled professionals on the team.
This document describes the services offered by Pour Vous Consulting, a human resources consulting firm. It discusses their mission to become the top choice for HR management through valuable client relationships. Their vision is to continuously innovate and grow beyond goals. Services include recruitment, HR consulting, HR outsourcing including payroll and statutory management, and training. The company aims to provide high quality, efficient services through a consultative approach and trained personnel with a nationwide presence.
This document discusses a webinar on India's infrastructure strategy presented by Zenesys. It covers:
1. Lessons learned on rising costs and a talent shortage in India. Metro cities are driving up salaries and real estate prices.
2. Infrastructure investment opportunities totaling $657 billion through 2012 in sectors like power, roads, and ports. Specific projects are mentioned.
3. Challenges for foreign partners in India like changes to bidding processes, political influence, and ensuring clear roles for central and state governments. Partner roles are outlined to address these issues.
Tariq Malin- CV - June 2016 - Complete with PlumbingTariq Malin
Tariq Malin is a motivated and goal-driven professional with experience in the British Armed Forces and as a plumber. He has strong leadership, communication, and people skills developed through managing teams of up to 30 members in the military. Currently, he works as a plumber completing domestic plumbing installations and repairs. Malin is looking to apply his transferable skills to a new civilian career in a highly skilled industry sector.
Hiring lister Salespeople - Things to knowAmitNagar38
This document discusses the importance of hiring and retaining the right sales talent. It notes that industries are evolving rapidly due to technological changes, expanding the need for modern sales talent. However, companies often struggle to find and keep the right matches for their roles. The document then discusses some common mistakes made in hiring, such as unclear job requirements and not prioritizing must-have traits. It also outlines the high costs of bad hires. Finally, it provides five fail-proof ways to build a strong sales team, including clearly defining job needs, having a strict list of requirements, casting a wide net to find candidates, looking beyond resumes, and avoiding incorrect comparisons between candidates.
The document discusses soft skills training opportunities available at Workforce Investment Boards and One Stop Career Centers, including job readiness curriculum, incorporating soft skills into vocational training, and post-employment support like mentoring and coaching. It provides contact information for the San Diego Metro Region Career Centers and outlines an agenda covering topics like defining skills, what employers want, transferable skills, and leveraging accomplishments.
The Community Skills Initiative is an education division of C.P.D.M.S. Ltd, a company registered in England and Wales. It is accredited by the Highfield Awarding Body for Compliance. The Community Skills Initiative offers courses in areas such as teacher training, first aid training, and more to help individuals gain skills for employment. It is located in Ashton-Under-Lyne and aims to provide education and assistance to those seeking to reenter the workforce or society after criminal offenses.
How Whole Brain Thinking Helps A Large International Professional Serv- ices Firm’s Employees Cultivate Their Creative Side And Stay Connected To The Firm’s Overall Strategy
Parabolic provides career coaching and staffing services to help clients succeed in competitive industries like finance, consulting, and technology. They offer coaching on the recruiting process, resume and interview preparation, and leverage relationships to connect clients with opportunities. Parabolic also operates as a staffing agency, placing candidates with companies and charging a percentage of the placed candidate's compensation. They have a network of over 100 coaches and partnerships with 20+ companies. Parabolic aims to increase their clients' chances of achieving their career goals through their personalized approach and track record of over 90% of coached clients finding jobs in their preferred field within 3 months.
The document discusses HCM Strategic Communications, a service provided by ADP that helps companies effectively communicate with employees. They can create communication strategies, execute multi-channel campaigns, and educate employees on topics like total compensation to boost engagement. Not communicating well can cost companies up to $26,000 per employee annually, while effective communicators see 47% higher returns. HCM Strategic Communications works with clients to determine their needs and goals and provide customized solutions to engage employees and benefit the business.
TDM Wyre Academy - IT Apprenticeships Employer BrochureKerry Carpenter
The Wyre Academy offers high-quality apprenticeship programs in ICT and digital fields approved by Tech Industry Gold. The programs combine employment, mentoring, and training to develop skills relevant to employers' needs. Apprentices can progress from intermediate to advanced to higher levels. Employers benefit from improved staff retention and a cost-effective way to develop locally-sourced talent. The apprenticeships are fully or partially funded, last 12-24 months, and have a 92% success rate. Employers gain skilled workers and a more motivated workforce to help their business.
Final Presentation - Business Proposal MVCPL.odp [Repaired]More Ventures
More Ventures Consultants Pvt. Ltd. provides a range of business services including human resources, administrative services, real estate, travel and tourism, and events and entertainment. The company was founded to offer solutions to common challenges faced by SMEs and corporates in these areas. More Ventures has experience in industries like IT, manufacturing, retail, and construction. It aims to help clients attract and retain talent, ensure compliance, improve processes, and gain insights through analytics and reporting. The company is headquartered in Mumbai and works with clients across India through its network.
This training program is designed to enhance the skills and competencies of construction project managers in Malaysia by ensuring they meet the national competency standards developed by industry experts, allowing projects to be managed more effectively and improving quality at construction sites. The course covers important aspects of project management like planning, coordination, control and meeting client requirements on time and on budget. Completing the training provides qualifications and career advancement for construction project managers.
Project Description : After 10 years of working in the construction industry, you and 4 of your friends want to start up a construction company with RM 1 million as capital.
Ingrid Lotze - Call Centre Conference 2011 - 23 February 2011puruma
Social media can be used in call centers to [1] improve customer service by making agents more effective, [2] assist with HR functions like performance monitoring and recognition, and [3] help with knowledge sharing and skills transfer. By connecting employees and allowing them to learn from each other's experiences, social media can transform businesses into more efficient learning organizations. It also provides a platform to get the right knowledge to agents at the right time to improve customer satisfaction. Many top companies now use social media to stay competitive and accelerate innovation.
Michael C. Fina is a family-owned company that designs and manages customized employee recognition and incentive programs for over 900 organizations in 125+ countries. They help companies develop inspired employee relationships through solutions like points-based rewards programs, service anniversary gifts, and online social recognition walls. By understanding each client's culture and goals, Michael C. Fina creates recognition strategies that reinforce desired behaviors, increase engagement, and improve retention globally.
Talent Talk Webinar Onboarding And Socialization For Better RetentionDavid Freeman
The document discusses onboarding and socialization strategies for new employees. It defines onboarding and emphasizes the importance of socialization for retention. It provides tips for using technology to organize onboarding tasks, highlights reasons why socialization drives retention, and offers best practices for building an onboarding portal to engage new hires.
Getting Through the Fear Factor When Hiring Tech Talents.pdfaNumak & Company
The more profound constraint is a further factor in making a perfect selection when hunting for tech talents. While recruiters are focused and determined on hiring competent candidates for vacant spaces, they should also consider reducing strictness in the process, for example, the years of experience and compulsory finished education level. Since the American survey tells that most candidates' educational backgrounds are not in-line with their experience because they acquire knowledge of other skills while holding a post.
Perhaps, since these candidates are well experienced, they should be considered, while employers cut down a little to test their knowledge.
The document outlines plans for Telstra Enterprise's FY2015 marketing program to nurture customer advocacy among C-Suite executives. It proposes shifting from a traditional B2B approach to more personalized, "person-to-person" engagement through insights, inspiration, and innovation delivered via a new program called STRIDE. STRIDE will provide relevant content to help executives address business challenges through a network of subject matter experts called the Business Response Team.
The document discusses the benefits of using video for corporate training. It argues that video is an effective training tool because it engages learners visually and through interaction, allows for self-paced learning, and caters to different learning styles. Some key points made include:
- People retain more information from multimedia presentations that engage hearing, seeing, and doing compared to live lectures alone.
- Video training is more focused and active as learners can repeat or skip sections as needed, focusing on relevant material.
- A corporate learning center that provides on-demand video training can boost motivation and flexibility by allowing employees to learn at their own pace and on topics directly relevant to their jobs and careers.
Ingrid Lotze - Internal & Employee Communication Summit - 24 February 2011puruma
Social media can be used effectively for internal communications and collaboration. It allows for sharing both formal knowledge documents as well as tacit knowledge gained through conversations. When implemented properly it can improve customer service, assist with HR functions like performance monitoring, and help drive the company's transformation strategy through skills transfer. The key is to select the right tools and approach for the specific needs and culture of the organization.
Mastering the art of building an “a” team, by tom conrangisenberg1
The document discusses strategies for building an "A" team at a hotel. It recommends attracting top talent by paying market rates and providing career growth opportunities. It also suggests developing internal and external talent pipelines through university partnerships and referral programs. Additionally, the document outlines methods for assembling the team like shadow programs, assigning learning coaches, and providing regular performance reviews. It stresses the importance of retention efforts like rewards, acknowledgement programs, and clearly defined career paths to create a motivated and engaged "A" team.
Compinsense is a consulting firm that partners with clients to identify HR programs and initiatives that drive business results. They provide seasoned consultants with expertise in areas like compensation, benefits, organizational design, and performance management. Compinsense helps clients implement cost-saving programs in HR that decrease costs while increasing employee performance, morale, and retention.
This document provides an overview and introduction to AES Student Recruitment CRM software. It describes how the software can help universities build brands, execute targeted multi-channel marketing, and gain deep student insights. It highlights features for student recruitment managers, marketing managers, and IT managers. It also describes AES QuickStart implementation which can have universities capturing enquiries and managing student interactions within 6 weeks. A case study of the University of Huddersfield describes how AES QuickStart provided a fully-relational database with a holistic view of student journeys.
Similar to Smith Communication Partners Online Brochure (20)
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is a management consulting firm that specializes Our staff consists only of accomplished and highly
in employee, marketing and corporate recognized professional communicators. With
communications. We provide our clients in- an average of more than 20 years experience and
depth experience in human resources, benefits a minimum of 10 years of project leadership
and compensation communications, as well as in expertise, our partners and senior consultants do
employee training, marketing strategies and in a more than show up for meetings. We do the work.
variety of corporate transactions such as mergers, All the work. Every time.
acquisitions, spin-offs and workforce reductions.
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strategies and materials for our clients. We offer
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For more information call us at 404-697-8189
or email us at contact.us@smithcp.com.
4. HUMAN RESOURCES, BENEFITS
AND COMPENSATION COMMUNICATION
COREsERVICE
Smith Communication Partners blends
technical expertise in human resources,
benefits and compensation with powerful,
creative and proven skills to develop and
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our clients. We will work with you to drive
change in your organization or find the hidden
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annual EnrollmEnt, SpDs, StatEmEntS.
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to promotion. And, marry the key messages of enrollment processes online to drive efficiency, employee and manager
with those in SPDs and total compensation statements. self-service and satisfaction.
rEtirEmEnt anD FinanCial planning wEllnESS promotion. Find the financial, recruitment
EDuCation. Pensions, 401(k) plans, stock-based and cultural benefits of well-planned wellness education.
programs, retiree medical, retiree life, Social Security. Online portals, newsletters, on-site programs. Smith
Communication of these plans can be critical to can help.
controlling turnover rates and associated costs.
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5. HUMAN RESOURCES, BENEFITS
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C H A L L E N G E : Drive employees from HMO S o l u t i o n : After studies showed the vast majority
enrollment to PPO and CDHC enrollment of its employees would benefit from enrollment in a new
and convert attitude of entitlement to one Consumer Driven Health Care (CDHC) plan and Health
of personal responsibility. Reimbursement Account (HRA), this information
technology company became an early adopter of these
health care benefit solutions. Beginning in April for an October enrollment, Smith helped our client launch a multi-
media, interactive education campaign. The company achieved a strong 23% enrollment in the CDHC plan in the
first year and 37% in year two. Key to the communication effort was a dedication to employee education through a
wide variety of avenue: ongoing print materials, Web-based plan comparison calculators and face-to-face employee
meetings, for example.
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6. HUMAN RESOURCES, BENEFITS
AND COMPENSATION COMMUNICATION
CaSEStuDy
EmployEE oriEntation anD bEnEFitS EnrollmEnt
C H A L L E N G E : In a far-flung enterprise, create S o l u t i o n : An eMagazine is a powerful alternative
a platform to engage the new employee with to typical benefits enrollment material. The eMagazine
needed on-boarding information while helping works like a print magazine that comes to life with
the longer-term employee enroll in benefits video, sound and pop-up animation. It can be delivered
efficiently and quickly. as a Web link, on an intranet, or on CD so team
members can take it home and share it with their
families. This eMagazine was created to assist the organization’s local HR representatives with new hire orientation
as well as annual benefits enrollment for all employees. It contains primers on new hire paperwork, the policies and
procedures manual, becoming eligible for benefits, benefits employees receive automatically and benefits that require
enrollment.
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7. EmployEE Training and elEarning
COREsERVICE
A diploma gets many employees in the door.
However, for most organizations, formal
education and training is just a starting
point. Your employees’ success relies on their
understanding of your organization’s goals,
their technical skills, their leadership abilities
and their personal effectiveness.
With creative training tools, your organization becomes opErationS training. Every function or department
more than an employer; it becomes an institute of higher within an organization has essential information and
learning. Smith’s training work involves a combination training that must be delivered to employees. Working
of print, video, eLearning, webinars and face-to-face with your key managers, Smith can help design the most
meeting materials. effective training program available.
CuStomEr SErviCE training. Whatever your EmployEE oriEntation programS. A strong,
employees’ work environment — retail, call center, well-conceived orientation program is the ideal place to
etc. — Smith’s consultants can assist with the design introduce the new employee to a variety of important
of a training solution that is right for your organization. topics: career learning, policies and procedures, benefit
programs, who-to-call-for-what, etc.
human rESourCES. Whether you need to inform
employees of their new benefits program or the new sales
incentive plan, our experts are ready to help.
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8. EmployEE Training and elEarning
CaSEStuDy
CuStomEr SErviCE training
C H A L L E N G E : Training other organizations’ S o l u t i o n : A thorough introduction of the company,
retail employees, who are critical to the its market philosophy and its new product line, designed
successful launch of new clothing lines. for customer service representatives (CSRs) employed by
large retailers. An hour-long, in-store training program
was created. Using filmed training sequences as their centerpiece, professional trainers educated CSRs about the
details of this brand name designer’s new clothing line. Other organizations combine these types of efforts with
online training programs that make education available at the push of a button.
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9. EmployEE Training and elEarning
CaSEStuDy
promoting lEarning anD DEvElopmEnt
C H A L L E N G E : Driving awareness of employee S o l u t i o n : This global pharmaceutical’s Organization
training programs. and Talent Development (O&TD) department
administers a comprehensive training curriculum for the
company’s employees. The problem faced by O&TD was that too few people were aware of the full offerings available
and how to take advantage of them. Smith was brought in to help O&TD promote its learning and development
offerings while distinguishing them from training initiatives offered by other functions in the company, such as sales
and IT. First, we helped O&TD define itself with a new, clear mission statement. Next, came a distinct graphic design
identity applied to all of O&TD’s materials. Then, we redesigned, reorganized and helped rewrite O&TD’s intranet
content, working within the organization’s content management system and even training O&TD staff on how to
maintain the site on an ongoing basis.
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10. ORGANIZATIONAL EFFECTIVENESS COMMUNICATION
COREsERVICE
Fads, slogans and best-sellers come and
go. However, the simple truth remains that
employees who understand how the work
they do impacts their organization — and how
change impacts them — are more satisfied
and more effective. Smith can work with
your organization during important times
of change.
mErgErS, aCquiSitionS, Spin-oFFS anD workForCE rEDuCtionS. Layoffs, displacements,
bankruptCiES. Nothing trumps the essential nature right-sizing. Whatever one calls it, the dismissal of loyal
of employee communication in times of change. Without employees is never an easy task and can be disruptive to
close attention to this group, organizations risk losing operations and employee morale if not handled properly.
their best employees. Smith’s consultants have worked on Bringing seasoned experts to the table can make all the
some of the nation’s largest corporate transactions. difference.
CulturE ChangE. In today’s world, businesses and EmployEE rESEarCh. At Smith, we always say, “First,
non-profits often find that marketplace pressures demand we listen.” The same is true of many of our clients who
certain changes within their organizations. Sometimes these are committed to employee listening through a variety of
changes can be simply summed up as “belt-tightening.” research methods including surveys, focus groups and
However, in many instances, an organization’s culture will employee interviewing.
have to be altered in much more complex ways.
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11. ORGANIZATIONAL EFFECTIVENESS COMMUNICATION
CaSEStuDy
EmployEE rESEarCh
C H A L L E N G E : Investigate employee attitudes S o l u t i o n : Use a combination of online survey
toward a changing benefits program that is instruments, employee focus groups (with print surveys)
introducing “consumerism” in its health care and management interviews to gather information
plans. Reach an employee population that is through a variety of avenues. First, an online survey
geographically and educationally diverse. was conducted to establish a baseline of employee
attitudes. In the second year, a follow-up online survey
and management interviews were conducted to (1) measure change in employee understanding and acceptance of
“consumerism” and (2) evaluate the success of the communication techniques used to reach far-flung audiences.
The employee focus groups were added to ensure accurate representation of all employee groups and to gather and
evaluate more qualitative data than was possible with the online survey.
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12. ORGANIZATIONAL EFFECTIVENESS COMMUNICATION
CaSEStuDy
mErgErS, aCquiSitionS anD Spin-oFFS
C H A L L E N G E : Keeping acquired employees S o l u t i o n : Thorough and ongoing employee
in the loop during a merger while the communication. Throughout the acquisition of a division
acquiring company simultaneously spun-off of a large energy company, employees were asked to
from a large corporate parent. work as diligently as possible. Much needed information
was delivered to employees regularly through a weekly
newsletter. In addition, severance, job opportunity and new employee welcome packages were created. Since the
acquiring company was in the midst of its own spin-off, temporary human resources branding was created for
all materials.
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13. MARKETING ANd NEW BUSINESS SUPPORT
COREsERVICE
Smith has the experience and creative talent
to help you deliver the right message to the
right people at the right time. Our experienced
partners can help augment your firm’s
capabilities with effective and creative
communication services to add value for your
prospective clients or expand your current
client relationships.
We can work for you as a creative services agency to markEting analySiS anD StratEgiES. Our
provide copywriting, graphic design, brand identity or marketing consultants have worked with some of the
marketing strategy expertise. world’s most notable brands, searching for new market
opportunities. We have a particularly strong background
targEtED CrEativE. Our partners assist a great in product licensing strategies and implementation.
many organizations with their marketing and sales
support materials. We are experts at identity branding CommuniCation SErviCES For your CliEntS.
and the creation of market-facing materials such as Smith often acts as a behind-the-scenes communication
conference booths, marketing and sales brochures, and department, allowing professional services firms to
organization Web sites. provide employee and corporate communication expertise
to their client bases.
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14. MARKETING ANd NEW BUSINESS SUPPORT
CaSEStuDy
wEb SitE StratEgy anD DEvElopmEnt
C H A L L E N G E : Creating new Web sites for a S o l u t i o n : Through a thorough analysis of each
wide variety of organizations. client’s unique situation, including competitive
landscape, short- and long-term marketing plans and
current brand positioning, our consultants develop Web strategies that address the specific business needs of client
organizations. Smith can provide turnkey solutions delivering all strategy, writing, graphic design, programming and
hosting for Web sites. Alternatively, we can augment clients’ internal resources.
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15. MARKETING ANd NEW BUSINESS SUPPORT
CaSEStuDy
branD ExtEnSion anD markEting CollatEral matErial
C H A L L E N G E : Applying previously established S o l u t i o n : A full-scale rollout of newly designed
logo to all market-facing material. marketing and corporate materials. A wide variety
of printed and electronic pieces were created using
established design and usage specifications. Many are shown here including the consumer Web site, core marketing
brochures and a newly designed conference booth.
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16. phonE: 404-697-8189
em a il: contact.us@smithcp.com
atl a nta • ba ltimor E • loS a ng ElES • mor r iStow n • nE w yor k • ta m pa • w w w.SmithCp.Com