HR Analytics: New Insights and New Capabilities?Lewis Garrad
A small number of real examples linking HR data (employee surveys and personality assessments) to business outcomes like store level sales performance, employee retention and safety performance.
Find out what motivates our team and what they think about working for SGS. Check out the results of our 2017 survey on employee engagement and enablement.
HR Analytics: New Insights and New Capabilities?Lewis Garrad
A small number of real examples linking HR data (employee surveys and personality assessments) to business outcomes like store level sales performance, employee retention and safety performance.
Find out what motivates our team and what they think about working for SGS. Check out the results of our 2017 survey on employee engagement and enablement.
How We Deliver Innovation in Recruitment at The Unibet GroupTALiNT Partners
Liam Reese, Human Resources Project Manager, The Unibet Group
What is innovation?
A simple innovation model
Background : Recruitment at The Unibet Group
How we innovate within Recruitment at The Unibet Group
Qualtrics experts will share with you new advanced methods to measure leadership traits and highlight individual strengths and weaknesses. Multi-rater assessments, 360-degree employee or student feedback provides a holistic view of an individual by gathering feedback from peers, direct reports while comparing the results with their own self evaluation.
Building a Peer Evaluation Program: Best practices for beginners
What is peer evaluation
Why run peer evaluation
Peer evaluation workflow / process
Competencies & items
Reports
What to do with results
Super Steroids that Seriously Scale your Intrapreneurship ProgramsJan Kennedy
see the video at: https://youtu.be/U8RG8guAh1A
by Jan Kennedy, Founder & CEO - Academy for Corporate Entrepreneurship (AfCE). Key Note talk at Intrapreneurship Conference / Innov8rs in Singapore (January 2018) - www.afce.co
NPAworldwide Business Barometer Feb/Mar 2015NPAworldwide
View the latest results of our semi-annual business barometer survey. Respondents were the member-owners of NPAworldwide, a global split placement network.
AceNgage is an HR intelligence company specializing in decision support services for employee engagement & retention. Established in 2007, we currently work with several leading IT, ITES, Banks, Pharma Manufacturing and Retail Companies in various areas of Employee Engagement.
Our unique approach provides the necessary power tools of information to Line and HR managers to uncover and understand latent employee dissatisfaction, make evidence based decisions and monitor the implementation of these decisions.
We are experts at capturing the “truth” as it is. Based on the findings, we assist organizations to make focused interventions to address/resolve people, process and policy issues. We partner with Management and HR teams to review and redesign current processes to ensure that these instances do not reoccur.
Our team comprises of trained behavioral psychologists who understand the psyche of the employees. Over a telephonic conversation they capture feedback and information as per the desired objective. The team specializes in providing a channel for employees to talk openly and honestly and gather the necessary feedback for improvement
Our major services include
1) yXit – ATTRITION DIAGNOSTICS & RETENTION
2) IMPROVE PRE JOINING & EARLY ENGAGEMENT(AceJeep)
3) COACHING FOR MANAGERS (AceCFM)
4) EMPLOYEE SATISFACTION SURVEYS
5) VALUE ADDED SERVICES
Networking is the surest way to find a job and build a career. These Networking 101 tips can help you make a great impression and connections in your community.
The Halifax Index is a definitive look at Halifax's economic and community progress. It tells our city’s story – the strength of our economy, the health of our community, and the sustainability of our environment – and provides insights for actions that will strengthen and grow our city.
Download the full report here: www.halifaxindex.com
How We Deliver Innovation in Recruitment at The Unibet GroupTALiNT Partners
Liam Reese, Human Resources Project Manager, The Unibet Group
What is innovation?
A simple innovation model
Background : Recruitment at The Unibet Group
How we innovate within Recruitment at The Unibet Group
Qualtrics experts will share with you new advanced methods to measure leadership traits and highlight individual strengths and weaknesses. Multi-rater assessments, 360-degree employee or student feedback provides a holistic view of an individual by gathering feedback from peers, direct reports while comparing the results with their own self evaluation.
Building a Peer Evaluation Program: Best practices for beginners
What is peer evaluation
Why run peer evaluation
Peer evaluation workflow / process
Competencies & items
Reports
What to do with results
Super Steroids that Seriously Scale your Intrapreneurship ProgramsJan Kennedy
see the video at: https://youtu.be/U8RG8guAh1A
by Jan Kennedy, Founder & CEO - Academy for Corporate Entrepreneurship (AfCE). Key Note talk at Intrapreneurship Conference / Innov8rs in Singapore (January 2018) - www.afce.co
NPAworldwide Business Barometer Feb/Mar 2015NPAworldwide
View the latest results of our semi-annual business barometer survey. Respondents were the member-owners of NPAworldwide, a global split placement network.
AceNgage is an HR intelligence company specializing in decision support services for employee engagement & retention. Established in 2007, we currently work with several leading IT, ITES, Banks, Pharma Manufacturing and Retail Companies in various areas of Employee Engagement.
Our unique approach provides the necessary power tools of information to Line and HR managers to uncover and understand latent employee dissatisfaction, make evidence based decisions and monitor the implementation of these decisions.
We are experts at capturing the “truth” as it is. Based on the findings, we assist organizations to make focused interventions to address/resolve people, process and policy issues. We partner with Management and HR teams to review and redesign current processes to ensure that these instances do not reoccur.
Our team comprises of trained behavioral psychologists who understand the psyche of the employees. Over a telephonic conversation they capture feedback and information as per the desired objective. The team specializes in providing a channel for employees to talk openly and honestly and gather the necessary feedback for improvement
Our major services include
1) yXit – ATTRITION DIAGNOSTICS & RETENTION
2) IMPROVE PRE JOINING & EARLY ENGAGEMENT(AceJeep)
3) COACHING FOR MANAGERS (AceCFM)
4) EMPLOYEE SATISFACTION SURVEYS
5) VALUE ADDED SERVICES
Networking is the surest way to find a job and build a career. These Networking 101 tips can help you make a great impression and connections in your community.
The Halifax Index is a definitive look at Halifax's economic and community progress. It tells our city’s story – the strength of our economy, the health of our community, and the sustainability of our environment – and provides insights for actions that will strengthen and grow our city.
Download the full report here: www.halifaxindex.com
The Greater Halifax Partnership released the findings of their Head and Regional Office (HRO) Report. This presentation illustrates why HROs are viable for the city of Halifax.
Greater Halifax Partnership: A Catalyst for Economic GrowthHalifax Partnership
The Greater Halifax Partnership is a catalyst for economic growth and confidence in Greater Halifax, the economic hub of Atlantic Canada.
We have deep insight into the city’s emerging trends and changing needs because of committed involvement and unequalled private sector investment, and government support. Staying one step ahead of opportunities and issues, we mobilize resources to accelerate the economic growth of Greater Halifax.
Halifax State of the Economy Conference 2012
AGREATERHalifax panel discussion featured an open discussion about progress towards Halifax's economic strategy goals, plans for the upcoming year, and challenges and opportunities.
Halifax, Nova Scotia's current economic plan (Strategies for Success-2005-2010) expires this fall. All three levels of government and the private sector are working together to develop a renewed Economic Strategy for 2011-2016.
The Greater Halifax Partnership is leading this review and renewal process which began in April 2010 and will conclude in March, 2011. Throughout the process, we are sharing the evolution of the strategy. This is a living document that will continue to evolve until the strategy is approved in late March, 2011.
On November 24th, Ron Hanlon, President and CEO of the Halifax Partnership, provided an economic update and highlights in the new Halifax Economic Growth Plan at the 2016 State of the City Forum.
Career development in the canadian workplace, national business survey employ...CERIC
Employer Size Analysis
CERIC’s latest analysis of its National Business Survey presents a breakdown of results by employer size—fewer than 10 employees, 10 to 49 employees, 50 to 99 employees, 100 to 499 employees, and more than 500 employees—and points to differing views on the labour market, training obligations and soft skills.
Get the full study report for the Pepperdine University's Graziadio School of Business and Management and Dun & Bradstreet Private Capital Access Index for Q1 2016.
Career development in the canadian workplace location breakdownCERIC
In an effort to understand the state of career development in the Canadian workplace, CERIC commissioned Environics Research Group to survey 500 employers in the fall of 2013. The survey charts new territory with an in-depth look at the response of Canadian business to youth unemployment, the business view on just how real skills shortages are in this country, and insights on exactly how business is recruiting and training talent today.
Among the questions that will be answered: In a world of LinkedIn, are resumes obsolete? What is the gap between what Canadian businesses want of young workers compared to what they actually bring to the job? And what kind of support are companies providing for career development today?
The landscape for recruiting is getting more competitive, especially for the engineering and technical fields. Typical onboarding programs last about 90 days. However, when you overlay the rise and fall of employee engagement throughout their first year of work, you'll see why 90 days is not enough and what you can do about it.
True North: Basing brand strategy on market dataPaige Booth
From AMA Symposium for the Marketing of Higher Education. Marketing is both art and science. To achieve respect for the art we must diligently apply the science of our profession. Delve into a spectrum of research and tracking methods with specific examples of how to use them to monitor competition, develop marketing campaigns, inform product strategy and demonstrate the contributions of your marketing team.
Current job trends in the RN labor market, where the jobs are, and estimates of future demand.
Presenters: Joanne Spetz, Professor at the
Philip R. Lee Institute for Health Policy Studies, University of California, San Francisco;
Teri Hollingsworth, Vice President, Human Resources Services,
Hospital Association of Southern California;
Judee Berg, Executive Director of the California Institute for Nursing & Health Care
SMB Business Outlook and Spending PlansBredin, Inc.
What is the SMB business outlook, and how confident are they about spending, hiring and expanding as the pandemic wanes? What are their priorities and concerns? What technology do they use, and what do they plan to buy? What are the key differences in SMB outlook and spending plans by size and country?
You’ll learn:
* The current SMB state of mind: business outlook, operational status, and expected time to return to ‘normal’
* SMB priorities and challenges
* Key application usage and purchase plans – including the specific SaaS solutions they plan to adopt
* Credit usage and intent – including traditional banks vs. fintech
* Job board usage and intent – including the specific sites they plan to use
* The tech brands that SMBs trust most
* Key differences among respondents by company size, country and more
We hope you watch the webcast recording - https://attendee.gotowebinar.com/recording/8056390393923833347
The Halifax Regional Municipality (HRM) and the city of Zhuhai, China are celebrating their strengthened ties today at a reception at Saint Mary’s University. Deputy Mayor Tony Mancini and guests from the business community are welcoming international delegates with the launch of a photo exhibit from Zhuhai on display this month at the university.
This presentation by Canada's Ambassador to China, Guy Saint-Jacques, is from an information session that was held for our investors on February 18, 2015 in partnership with NSBI and Foreign Affairs, Trade & Development Canada.
The CityMatters survey asks citizens what it's really like to live in Halifax and how they feel about our economy, lifestyle, government and more. This presentation was prepared by Rick Emberley, Senior Council for MQO Research highlighting the results of the survey. There was an interactive panel discussion which took place on December 1, 2014 at the Prince George Hotel.
The Greater Halifax Partnership released the findings of their Head and Regional Office (HRO) Report. This media release illustrates why HROs are viable for the city of Halifax.
Head and Regional Office Sector Profile Value PropositionHalifax Partnership
The Greater Halifax Partnership released the findings of their Head and Regional Office (HRO) Report. This value proposition illustrates why HROs are viable for the city of Halifax.
The Greater Halifax Partnership released the findings of their Head and Regional Office (HRO) Report. This infographic illustrates why HROs are viable for the city of Halifax.
Building Our Future: Our City as a Start-up with Lee Fisher, CEOs for CitiesHalifax Partnership
The Partnership hosted a Building Our Future (BOF) breakfast with guest speaker Lee Fisher, CEO and President, CEOs for Cities on November 27, 2013
Successful start-ups and successful cities have a lot in common. They both provide experiences and cultures that people love, and they have enough capital and talent to bring ideas to life and to sustain them. Lee shared how viewing Halifax as a start-up can shift the way we think about city building.
The Future of Productivity: Clear Choices for a Competitive CanadaHalifax Partnership
Deloitte's Chief Innovation Officer, Terry Stuart, presented The Future of Productivity: Clear choices for a competitive Canada, at the Halifax State of the Economy Conference on May 22, 2013.
What is driving Canada's poor productivity performance? Why is the productivity gap between Canada and other countries so big? How can Canada prevent its "gazelle" firms from turning into "water buffaloes"? How can we drive growth and competitiveness to ensure a prosperous future? Terry also highlighted key recommendations for companies, government, and academia on how to improve Canadian productivity by innovating.
Economist and futurist Rebecca Ryan presents insights about the future workforce, next-gen technologies, new social norms, customer expectations, and more to help YOU build (or rebuild) a company that's future-ready. Presented at the Halifax State of the Economy Conference on May 22, 2013.
The Halifax Index is a definitive look at Halifax's economic and community progress. It tells our city’s story – the strength of our economy, the health of our community, and the sustainability of our environment – and provides insights for actions that will strengthen and grow our city.
From April 1st, 2011 to March 31st 2012, the Partnership's SmartBusiness team consulted with 251 businesses in Halifax, NS, the majority of which were Small and Medium sized Enterprises (SMEs). This report is a compilation of the 213 retention visits to local businesses and their experiences with the Halifax economy. Retention visits cover a variety of issues ranging from: perceptions of the local business climate, to the company’s local workforce, to sales, even immigration issues.
Presented at the Halifax State of the Economy Conference 2012
Russell Riblett from GIS Planning presented the different marketing strategies economic development organizations and community marketers employ and which methods are most effective. It included the business site location process and the sources corporate real estate professionals use, as well as how marketing has changed from the past to the present and the direction it will move in the future addressing these marketing questions:
1. What is most effective?
2. Where should you invest your marketing dollars?
3. How are site selectors making decisions?
4. What does not work anymore?
5. What does the future look like?
6. What information really matters?
7. How can you be successful?
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
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.
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.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
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
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
1. WHAT DO NS
EMPLOYERS WANT IN
RECENT GRADUATES?
Presented by Robyn Webb to the
Summit on Youth in the Nova Scotia
Economy
2. DATA SOURCE
• Based on results from the Young Professionals
Employment Survey
• A survey of 364 responding employers in HRM
conducted in December 2012 and January 2013
• Conducted by GHP in partnership with Fusion
Halifax and Clear Picture
• 92% of all respondents had input into the hiring of
new staff, with 73% in top management positions
• Responding firms varied broadly in
industry, size, and average age of workforce
7. 4.7
5.1
5.9
6.6
6.6
7.6
7.6
8.9
9.2
0 2 4 6 8 10
Minimal requirements for time off
Willingness to work long hours
Available to work evenings or weekends
Salary expectations
Referrals from friends or colleagues
Previous work experience
Education
Can be counted on for excellent results
Enthusiastic attitude about their work
Average Rating of Important Factors in Hiring Young
Professionals
8. Benefits of Hiring Young Professionals
Energy and
enthusiasm, 32%
Finding future
leaders of the
organization, 23%
Savvy with new
technology, 13%
They have fresh
ideas, 12%
Potentially easier
to train, 9%
Other, 5%
Networking
connections to a
younger
cohort, 4%
Few existing
loyalties, 1%
9. This tells us that employers are looking for young
professionals that are:
• Enthusiastic and positive about their work
• Dependable to get the job done
• Have the required technical or “hard” skills
• Have “soft” skills as well
13. Industry $26-$35K $36-$45K $46-$55K $56-$65K $66-$75K
Government/Public Sector ● ◊
Finance/Accounting ● ◊
Manufacturing ● ◊
Health Care ● ◊
IT ● ◊
Education ● ◊
Consulting ● ◊
Average Employers Perceptions of Reasonable Starting and Ten-year
Salaries for Select Industries
● =Salary Range for Entry-Level Position ◊=Salary Range for Person with 10 Years of Experience
15. Recruiting Methods
Which do you regularly
use as part of your
hiring process?
Which do you have the
most success with?
2013 2013
Networking/Word of mouth 81% 35%
Paid Advertising (print, web, radio) 60% 24%
Social Media (Facebook, Twitter, LinkedIn) 45% 4%
Co-ops and internships 43% 9%
Recruiters 33% 7%
Campus Recruiting 28% 5%
Succession Planning 26% 2%
Local Employment Office 20% 4%
Other 15% 9%
Which Recruiting Methods do Employers Use in Their Hiring
Process?
17. • Build your network
o Many opportunities are not posted or advertised
o Building a network will help to ensure word of
mouth opportunities make their way to you
• Your cover letter and resume should communicate
your enthusiasm, dependability, hard and soft skills
o Resume and cover letter should be well
researched and customized for each application
o Should address all of the requirements in the job
posting
Note that the purpose of this presentation is to provide information on what employers are looking for in recent graduates and young professionals. We at GHP are not saying that we think employers are “right” or “wrong” to hold these opinions but rather are just looking to provide a snapshot of what these opinions are. We would likely suggest that there is a need for a change of attitude among local employers when it comes to hiring recent graduates, given the need to provide entry-level employment opportunities to retain youth in the region.
The hiring of young professionals may not be as rare as you might think…
Survey results showed that a large majority of respondents expected to hire YP’s in the next five years, with 89% saying it was likely or very likely.Just over half (56%) reported they had hired people straight out of school with little or no experience in the last 12-18 months.
Of those that expected to hire YP’s, the majority expected to hire between 1 and 5According to GHP’s November 2013 Business Confidence Survey, “entry-level” employees accounted for approximately 1/3 of new hires that responding firms expected over the next five years.
Given that employers are looking to hire young professionals, what are they looking for?
Respondents were asked to rate the importance of several work ethic factorsThe most important factors were that the employee has enthusiasm about their work and that the employee can be counted on to produce results. Education was next most important (think technical or “hard” skills), followed by previous work experience.Note that “previous work experience” need not mean strictly employment experience, but could include any extra-curricular, leadership, or volunteer experience which helped to build and/or demonstrate “soft” skills, i.e. leadership ability, team work, ability to learn new skills quickly, project management, people skills, etc.While there was a perception that YP’s were less willing to work long hours than older workers and put more emphasis on work-life balance, these factors are shown here not to be as important to employers as an enthusiastic and dependable employee.
Respondents were also asked what they saw as the biggest benefit of hiring young professionals. Most frequently cited benefit was their energy and enthusiasm, finding future leaders of the organization, tech savvy, fresh ideas and ease of training compared to older workers – note that with the exception of tech savvy, these are all “soft skills”
While many of the factors listed in the previous slides are easy for new graduates to understand (being enthusiastic about the work or having the right education), many grads have little data to inform their expectations salary expectations.Yet, in many cases, employers will ask job candidates what their salary expectations are and maybe consider this in their hiring choice.The following slides show what respondents felt were reasonable starting salaries for entry-level employees.While this is not necessarily representative information, it is illustrative.
Also note that it is not necessarily the case that the respondents are “correct” in this view but that it gives you an idea of what might be considered reasonableAlso note that these are averages and that starting salaries may vary significantly depending on the position, employer, and other circumstancesOverall, 79% of employers felt that a reasonable entry-level salary was between $25,000 and $45,000, while perceptions of a reasonable 10-year experience salary were significantly more varied
This is just to show that while starting employer’s perceptions of starting salaries may be lower than graduates hopes or expectations, they climb over time
Only shows industries for which there were 20 or more respondents, note that this is not necessarily a representative sample and is only for illustrative purposes.
Respondents were asked which recruiting methods they used regularly as part of their hiring process (allowed to select more than one response, so the numbers in that column add up to more than 100%), and which they had the most success with (only allowed to pick one).Note that the use of social media is increasing (up 10% since the previous survey in 2011)Note that many jobs are not posted, with only 60% saying they used paid advertising (only 3% said they used free web sites like Job Bank, included in the “Other” category). In other words, young professionals need to be actively looking and building their network if they want to access many of these opportunities.
Note that networking need not mean going to networking events or cold calling, which many may not be comfortable with. Networking can mean researching local companies to find out who heads up relevant divisions, and sending e-mails, introducing oneself and requesting an opportunity to meet or have a phone call to discuss what opportunities for someone in your field they may be aware of (at that company or elsewhere), discuss the work done at that organization, and to discuss typical requirements of new entrants to work there. Contrary to your expectations, you will not be “bothering” them, many of them will be very happy to set some time aside to meet with young professionals, and will remember you when they hear of an opportunity in the future.Cover letters and resumes should be researched. You should know what the company you are applying to does and at last generally what your position would entail. This allows you to express enthusiasm for the work that is done there.Your experiences and credentials in your resume should be chosen to demonstrate that you are dependable and that you have the required hard and soft skills. Don’t just say you have those skills, use examples from your past to prove it.