Sponsorship Request Letter(Generic)
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The Society of Human Resources Management in Ethiopia (SHRME) is organizing a Job Fair in May 2009 and is requesting sponsorship support. SHRME aims to connect job seekers with opportunities from various organizations and address issues like high turnover and skills gaps. The Job Fair will bring together employers from different sectors in one location to find talented professionals. As the leading voice on HR issues, SHRME hopes sponsorship will contribute to human resource development in Ethiopia.
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This company profile summarizes an event planning and management firm that has operated since 1999. It delivers a wide range of events across multiple industries and locations globally. These include corporate events, product launches, openings, congresses and more. The company aims to help clients reach business goals through strategic events, communication, and experiences. It provides full event design, production, and support services to inspire audiences and build brands.
Event Management Company Profile
Concept Makerz is a firm which is established in Delhi since 2003. With its wings spread across all major cities of the country to take care of the local co-ordination and management. With this unended journey, simultaneously we have collected a lot of experience and constantly upgraded our strengths in all areas of event execution and event management. With its wings spread across all major cities of the country to take care of the local co-ordination and management. With this unended journey, simultaneously we have collected a lot of experience and constantly upgraded our strengths in all areas of event execution and event management. With a team of young, creative, dynamic & dedicated professionals, we have pushed all areas of event management to new frontiers, whether it is artist management, product launch, Exhibition, Road-show, Fashion show, wedding planning & celebrity management. The urge to deliver more than the client’s expectations has always been our top priority. Hence, we are a “One stop shop” for any and every requirement to our wide spectrum of clients. Always our motto is to satisfy our clients in terms of providing the best services in competitive rates. For more info visit www.conceptmakerz.com
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Sponsorship Proposal Express Education and Career Expo 2015
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Sponsorletter
Dear Sir / Madam,
Greetings !
We BAN\'S an Emerging & fast growing Company with Complete Solutions with divisions Software, Bio-Medical and Infrastructure. This letter is to inform you that we are upcoming with Event for Freshers in the month of June 2010.
Event Title : CareerExpose-2010
The CareerExpose 2010 is one of the most remarkable events that bring together highly competitive and Fresh Job seekers from various Institutions including governmental, non governmental, private and international under one roof called Fresher’s Event; thereby serving as the platform for an open and wide-ranging employment opportunities.
We welcome you to take a Vital role in terms of sponsoring this event for Empowering Freshers... Please find the attached files for more details..
Sponsor Benefits
* Platinum Sponsor (will get - Logo Image / Brand Image with caption on Banners, Brochures , WebPages, On Every Gift, every Certificate Issued to all participants & on every promotional activities.) 8,000 USD
* Gold Sponsor (Logo Image / Brand Image On Every Gift, every Certificate Issued to all participants & on 1 promotional activity) 4,000 USD
* Silver Sponsor (Logo Image / Brand Image on every Certificate Issued to all participants ) 1500 USD
www.careerexpose.com
Job Fair 2009 Details
The SHRME is organizing a Job Fair on May 15-16, 2009 to connect top employers in Ethiopia with qualified job seekers. The Job Fair will allow employers to efficiently screen hundreds of candidates and build a database of resumes. Participating in the Job Fair offers employers direct access to candidates, an opportunity to promote their organization and fill positions in a cost-effective manner. Employers can sign up by providing information on desired candidates and qualifications. The SHRME will invite pre-selected candidates that match employer needs.
Doug Silverman Letter
Letter from president of SHRM LONG ISLAND telling members of appointment of Director of Marketing for Chapter
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This document discusses recruitment, including its definition, aims, and relationship to selection. It describes environmental factors that influence recruitment like the economic, social, technological, political, and legal environments. Alternatives to recruitment like overtime, subcontracting, temporary employees, and employee leasing are also examined. The document provides details on performing a situational audit for recruitment and evaluating alternative recruitment sources.
Sifa skills initiative for africa minutes
The institutions that were selected to develop the project had the highest performance in terms of their main objectives, and for example, employing youth women, working with the disadvantaged and special needs, providing training to vulnerable groups including refugees, migrants, and internally displaced persons the refugees and returnees. By providing and marketing technical and professional reference books, marketing and publishing textbooks and making them accessible to trainees and developing a short-term training manual.
HR magazine_Oct15
The document is a newsletter from the Hong Kong Institute of Human Resource Management (HKIHRM) providing updates on recent events and initiatives.
It discusses Hong Kong's relatively low 3.3% employment rate amid global economic uncertainties. It also mentions the government exploring offsetting long service payments and severance payments from MPF/ORSO funds, which would significantly impact employers, employees and the economy.
HKIHRM organized a successful employee relations forum with over 15 experts from China, Hong Kong, Macau and Taiwan discussing trends, challenges and opportunities. The institute is also conducting surveys on benefits and pay and organizing conferences and awards to recognize excellence in human resources.
The newsletter features an interview with the Secretary for
Dear all,Looking forward to tonights presentationsPlease.docx
Dear all,
Looking forward to tonight's presentations?
Please find attached the case study which will constitute the final exam for this course.
Please read the case thoroughly, and write approximately 10 page case analysis addressing the following questions:
- Why is it important to understand thoroughly the various elements of the employee value proposition (EVP)?
- Why would a company want to know what are the most important aspects of EVP for their employees?
- Who is responsible for defining EVP?
- Would there be other elements to the EVP than the listed 38?
- What explains the differences in the preferences in different countries?
- Do you expect that there would be differences in preferences depending on the age, experience and gender of employees?
- After understanding the employee preferences, what should a company do next?
- Would you consider the EVP to mature or evolve over time?
- In your experience, what are the most important aspects of the EVP for the employees in your organisation?
Please also feel free to include any other discussion points.
As discussed, the value of the analysis can be improved by:
- using additional information sources for the analysis (company website, earlier research on the topic, background info on the company,...)
- presenting your own individual thoughts and views on the case
Implementing an Employee Value
Proposition in the GCC
A Case Study on TNT Express
Case study
Reference no 410-093-1
This case was written by Professor Abhilasha Singh, Institute of Management
Technology, Dubai and Jacqueline Mitchell, TNT Express. It is intended to be
used as the basis for class discussion rather than to illustrate either effective or
ineffective handling of a management situation. The case was made possible by
the co-operation of TNT Express.
© 2010, Institute of Management Technology, Dubai and TNT Express.
No part of this publication may be copied, stored, transmitted, reproduced
or distributed in any form or medium whatsoever without the permission
of the copyright owner.
ecch the case for learning
Distributed by ecch, UK and USA North America Rest of the world
www.ecch.com t +1 781 239 5884 t +44 (0)1234 750903
All rights reserved f +1 781 239 5885 f +44 (0)1234 751125
Printed in UK and USA e [email protected] e [email protected]
Implementing an Employee Value Proposition in the GCC:
A Case Study on TNT Express
Prof. Abhilasha Singh,
Institute of Management Technology, Academic City, Dubai, PO Box 345006 UAE
E-mail – [email protected]
Ms Jacqueline Mitchell
TNT Express, PO Box 15321, Dubai UAE
E-mail – [email protected]
ABSTRACT
In a highly competitive labor market, employee value proposition is becoming a solution
to attract and retain talent. The present case helps the readers to identify the factors of
Employee Value Proposition to build a credible, strategic and competitive EVP at TNT
Express in Kuwait, Bahrain and Saudi Arabia.
The case also focuses on the differe.
Talent Management
This document is a dissertation submitted by Syed Ali Arshad to London Metropolitan University for a Masters in Business Administration. The dissertation explores how Asia Petroleum can develop its talent management strategy to gain a competitive advantage during intense competition for employees. The introduction provides background on why talent management is important for organizations today due to factors such as the changing nature of assets, demographic shifts, and the changing expectations of employees. It establishes talent management as a key business problem and competitive issue that Asia Petroleum needs to address.
The 10 best performing hr solution providers august 2017
The 10 best performing hr solution providers august 2017Insights success media and technology pvt ltd
The document provides an overview of Zoho Corporation, a leading HR solution provider. It discusses Zoho's origins in 1996 in Chennai, India and its growth into a multi-million dollar company with over 30 million users worldwide. It profiles Zoho's CEO and founder, Sridhar Vembu, who rejected VC funding and has grown the company through strategic niche marketing and a focus on product development and customer support over sales. Zoho now provides a comprehensive suite of online applications and its HR solutions, including Zoho Recruit and Zoho People, help companies efficiently manage the hiring process and human resources.useful
Employees were surveyed about what factors are important in their careers. While work-life balance, job security, and financial rewards were universally rated as very important, there were differences among subgroups:
- Younger employees valued career advancement more than older employees.
- Women placed more importance on work-life balance, job security, and professional development than men, especially at early career stages.
- Asians and Europeans valued international opportunities far more than Americans.
However, what employees said was important did not always match what actually improved retention and commitment. Understanding these differences is key to attracting and retaining talent.
BPO nearshore latam marketplace2014
BPO nearshore Latin America site selection evaluation, selection, capabilities, and opportunity areas. BPO research findings study by Ephor Group's Garry E. Meier.
A project report on contemporary trends in human resource acquisition
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1. What is the definition of Human Resource Management (HRM) .docx
1. What is the definition of "Human Resource Management (HRM)?"
2. What are the three (3) exams you can take to show your mastery of Human Resource Management (HRM) material? Please identify each type of exam (i.e., name of exam) in
BOLD font.
3. What are the seven (7) roles that Human Resource Management (HRM) plays in an organization? What do you believe is the most important task an HRM professional should be able to complete? Please identify each role in
BOLD font.
4. What is a code of ethics? Why is it important for an organization to have a code of ethics?
5. What are the four (4) main steps within the staffing function? Remember, "Staffing involves the entire hiring process from posting a job to negotiating a salary package." Please identify each step in
BOLD font.
6. What are three (3) strategies for announcing a job opening? Please identify each strategy in
BOLD font.
7. What are the two (2) factors that usually weigh heavily in deciding which questions should and should not be asked during an applicant's interview? Please identify each factor in
BOLD font.
8. What are the three (3) considerations a Human Resource Management (HRM) professional should address during an employee's review for promotion within an organization? Please identify each consideration in
BOLD font. What do you believe is the most important consideration an HRM professional should contemplate during the employment promotion process?
9. What is the definition of "applicant screening (i.e., filtering)?"
10. What was the "key question" asked by former Indianapolis Colts' (National Football League) head coach Jim Mora, when interviewing Peyton Manning and Ryan Leaf prior to the 1998 NFL Draft? Why do you think the Colts thought the question was important to ask?
By Richard D. Johnson and Hal G. Gueutal
SHRM Foundation’s Effective
Practice Guidelines Series
Sponsored by
ADP
The Use of E-HR and HRIS
in Organizations
Transforming HR
Through Technology
This publication is designed to provide accurate and authoritative information regarding the subject matter covered. Neither the publisher nor
the author is engaged in rendering legal or other professional service. If legal advice or other expert assistance is required, the services of a
competent, licensed professional should be sought. Any federal and state laws discussed in this book are subject to frequent revision and inter-
pretation by amendments or judicial revisions that may significantly affect employer or employee rights and obligations. Readers are encour-
aged to seek legal counsel regarding specific policies and practices in their organizations.
This book is published by the SHRM Foundation, an affiliate of the Society for Human Resource Management (SHRM©). The interpretations,
conclusions and recommendations in.
Landscape hr market india 2011 by kazim ali khan
The document discusses factors driving growth in the Indian HR consulting market. It notes that human capital is the most important factor of production today and organizations are increasingly outsourcing HR services and investing in talent acquisition and development. Changing business needs along with trends like social media, outsourcing of non-core functions, and growth in industries are fueling demand for HR consulting services. The HR consulting market in India has grown significantly in recent years and is expected to continue expanding due to these factors.
Landscape view of HR Market in India 2011 - Kazim Ali Khan
The document discusses factors driving growth in the Indian HR consulting market. It notes that human capital is the most important factor of production today and organizations are increasingly outsourcing HR services and investing in talent acquisition and development. Changing business needs along with trends like social media, outsourcing of non-core functions, and growth in industries are fueling demand for HR consulting services. The HR consulting market in India has grown significantly in recent years and is expected to continue expanding due to these factors.
Hr africa shane hodgson v0.3
The document discusses the role of HR in organizational transformation. It argues that HR often ends up defending the status quo instead of driving real change. It suggests HR should focus on promoting workplace ethics, corporate social responsibility, developing the talent ecosystem, managing diversity for value, and challenging wrong decisions. The presentation provides examples of how HR can build skills through apprenticeship programs, implement true diversity management, and advocate for fairness and justice. It concludes that for HR to be valued, it needs to help employees find meaning, difference, honesty, value and simple rules in their work.
Article 1
This document discusses talent acquisition and employer brand. It explains that acquiring high-skilled talent focuses on quality and brand, using recruitment tools like job fairs at top schools. For low-skilled jobs, companies prioritize costs and often outsource recruitment. While international hiring of high-skilled workers benefits developing countries through knowledge transfer, developed countries rely on immigrant labor for low-skilled jobs as locals pursue higher education. Governments control immigration levels through work visa quotas.
2014-10-15 PRESS RELEASE Harambee places 10,000 young people in jobs
Harambee Youth Employment Accelerator has doubled the number of young people placed in jobs to 10,000, achieving its three-year goal. It now aims to place 10,000 young people annually and bring 500,000 closer to employment over five years. Harambee matches job seekers to opportunities using assessments and provides work readiness training. This approach has helped place over 1,250 additional young people and seen one in four candidates promoted within a year in some sectors.
Small Business HR Department of One Beyond Payroll HRTech Platform Market Map
SHRM defines small businesses as those with less than 350 employees. For these small businesses with an “HR Department of One” the need for HR Services beyond payroll includes most commonly human capital management, labor costing reporting and financial management, time tracking, WFM (workforce management), and expense management. - See more at: http://thevalueequation.typepad.com/#sthash.sUSizgyd.dpuf
SearchPath A Lifetime Community
The Horde aims to build a lifelong career development platform through three companies that help individuals choose educational paths, secure internships and first jobs, manage their careers through coaching, and place professionals in roles through a management search firm and executive search firm. The platform will provide career management coaching from college through retirement, recruit professionals for clients for a fee, and create franchise opportunities for those interested in recruitment careers. It will generate revenue through membership fees, job postings on its portal, placement fees, franchise fees and royalties, and management fees.
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Dear all,Looking forward to tonights presentationsPlease.docx
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The 10 best performing hr solution providers august 2017
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Landscape view of HR Market in India 2011 - Kazim Ali Khan
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C B P M Kenya
This document is a registration form for a competency based performance management training course. It requests information about the organization such as name, contact details, and website. It also has sections for delegates' names, job titles, and selected course dates. The form notes that one free job posting will be provided for each registered delegate on a job posting website. It requests the number of attendees, unit price, total price, and payment details to complete the registration.
CBRM
Action Aid Ethiopia, Adaptive Technology Center for the Blind, and Africa Insurance S.C. were among the participants profiled at the Society of Human Resources Management job fair in Addis Ababa on October 30, 2009. The profiles provided contact information and brief descriptions of each organization's focus and activities. A wide range of nonprofit, private, and public sector organizations working in Ethiopia were represented at the job fair.
Profile2
Action Aid Ethiopia, Adaptive Technology Center for the Blind, and Africa Insurance S.C. were among the participants profiled at the Society of Human Resources Management job fair in Addis Ababa on October 30, 2009. The profiles provided contact information and brief descriptions of each organization's focus and activities. A wide range of nonprofit, private, and public sector organizations working in Ethiopia were represented at the job fair.
Guidelines Job Seekers
The document provides information about the SHRME Job Fair 2009 occurring on October 30th at the Sheraton Addis hotel. It outlines what job fairs are and their purpose in allowing candidates and employers to prescreen each other. The document then provides a detailed checklist for candidates to plan and prepare for the job fair, including researching companies, preparing resumes and cover letters, practicing concise pitches, dressing professionally, and following up after the event. The goal is to maximize face time with targeted employers and land follow-up interviews.
Shrme Membership Forms
The documents are forms for the Society of Human Resources Management in Ethiopia (SHRME). The membership form allows applicants to select between a professional or associate membership level and certify that they meet the requirements. The donation form requests cash or in-kind donations to help establish SHRME's office and resource center. The volunteer form lists various ways members can volunteer their time, such as with membership relations, website maintenance, editing newsletters, or assisting with events and programs.
Jf 2009 Sponsorship Opportunity (Form)
The document describes sponsorship opportunities for the Job Fair 2009 event organized by the Society of Human Resources Management in Ethiopia (SHRME). There are three sponsorship levels - Gold, Silver, and Bronze - each offering increasing levels of promotion and benefits. The Gold level costs ETB 25,000 and offers the highest level of promotion and benefits like prominent logo placement, a complimentary booth, and website promotions. Interested organizations must fill out a sponsorship request form and submit payment by April 15th, 2009 to be included in event materials.
Jf Advertisement Request Form
The document is a request form for organizations to advertise in the catalogue for the Annual SHRME Job Fair Recruitment Day 2009 being held on May 15-16, 2009. It provides advertisement options ranging from 3,200 Birr for a full color back page to 900 Birr for a half black and white inside page. Organizations must return the completed form with payment by April 15, 2009 to reserve their advertisement space in the catalogue on a first-come, first-served basis.
Invitation For Participation
Society of HR Management in Ethiopia invitation letter to participate in the JF 2009 that will be held at Addis Ababa Exibition Center on May 15 & 16 2009
Job Fair 2009
The document summarizes details about the Job Fair 2009 organized by the Society of Human Resource Management in Ethiopia (SHRME) to be held on May 15-16, 2009 in Addis Ababa. The job fair will provide employers and job seekers a cost-effective way to meet and recruit qualified professionals. Participating organizations can promote opportunities, screen candidates, and build their talent database. SHRME will use proceeds from the event to expand programs and services for members.
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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Innovation Management Frameworks: Your Guide to Creativity & Innovation
Innovation Management Frameworks: Your Guide to Creativity & InnovationOperational Excellence Consulting
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentationsCall8328958814 satta matka Kalyan result satta guessing
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Sponsorship Request Letter(Generic)
- 1. 10 March 2009 Dear Sir/Madam The Society of Human Resources Management in Ethiopia (SHRME) is pleased to inform you that it is organizing Job Fair 2009 under the theme “Empowering SHRME”, which is scheduled to take place from May 15-16, 2009 at the Addis Ababa Exhibition Center. We are, therefore, writing this letter to respectfully request your consideration of support in sponsoring the Job Fair. Human Resource is undeniably the greatest asset of an organization. The concept of human capital embraces all facets of the knowledge, skills, intellectual property and experience that generate wealth for the organization. In today’s competitive economy, however, issues such as increased staff turnover, inadequate capacity, and low performance continue to rise in virtually every economic sector and region, which will have a significant impact on bottom-line results for organizations. The costs related to these issues include lost productivity, missed revenues, reduced work place morale and diminished organization reputation. Moreover, the vast gap between talented professionals and the industry at large have left the talent pool uneducated about the job market, required competencies and qualifications as well as current job opportunities. The pressure to find great staff is thus a perennial problem for organizations that rely on the talents, loyalties, knowledge and skills of their employees. The Job Fair is one of the most remarkable events that bring together organizations from various sectors including governmental, non governmental, private, international and bilateral organizations under one roof with highly competitive and professional job seekers; thereby serving as the platform for an open and wide- ranging employment opportunities. The Society of Human Resource Management in Ethiopia (SHRME) is the first of its kind association focusing on upholding high industry standards in the Human Resource profession. SHRME aims to be the leading voice of HR issues nationwide, and aims to do this by conducting research and development for the advancement of the profession of Human Resources Management (HRM); advocating on better government policies and legislations on matters of improved HRM; creating and developing an established network with institutions, business organizations, societies, celebrities and the like dealing with a similar profession domestically and internationally; as well as disseminating valuable HR information and providing trainings and other services to its members, customers, and organizations. We are confident that after you review the issue, you will come to the realization that supporting high quality and innovative recruiting, investing in human resources and assisting in the capacity building of Ethiopia as a major sponsor, will contribute to the human resource development of the country. SHRME is registered with the Ministry of Justice, Reg. No. 3647. Please find the Job Fair Sponsorship Opportunity details and a request form attached with this letter. We look forward to hearing your favorable reply. Sincerely yours, Yusuf Reja Wondwossen G/Egziabher Chairperson Vice Chairperson SHRME SHRME