The document discusses the Talent Ecosystem Conference 2016 and the Talent Ecosystem mobile app. The conference aimed to foster communication between HR stakeholders through real-time engagement. The app was created as a platform for the HR community to connect, share ideas, and get support from industry experts anywhere and anytime. Key features of the app include a newsfeed, games, polls, badges/points systems, and real-time Q&A sessions with experts. The goal is for the app to become a self-sustaining community for HR professionals to connect and learn from each other.
iRecruit Recruitment Marketing 101 Training Class Recruitment Marketing Strategies You Can Use Today
1. What is Recruitment Marketing?
2. The Impact of Recruitment Marketing on Employers.
3. What Is the Recruitment Marketing Funnel?
4. Best Practices: How your Applicant Tracking Software (ATS) can be used for Recruitment Marketing.
5. Techniques and Strategies To Implement Today.
6. Creating and Using Social Media Content to Nurture Prospective candidates.
7. How does Recruitment Marketing Improve the Candidate Experience?
www.iRecruit-Software.com
Job advertising, careers sites, talent networks, campus recruiting, referrals, events — your Recruitment Marketing budget supports many strategies to attract and recruit talent to your organization. But what’s really working? 2020 budget planning is right around the corner. Are you ready to make the case for which Recruitment Marketing strategies deserve more investment next year?
In this Webinar On Demand, brought to you by Rally and Phenom People, you'll learn how to measure and interpret the performance of your careers site and Recruitment Marketing campaigns. Our speakers Ashley Burns, Senior Manager of Talent Acquisition at Newell Brands, and Jessie Summerfield, Recruitment Marketing Specialist at Advocate Aurora Health, share their Recruitment Marketing analytics and what story their data is telling. You’ll walk away with pro tips for making key investment decisions in Recruitment Marketing, and learn how you can use analytics to tell the story of your contributions to talent acquisition results.
Watch the Webinar On Demand here: https://rallyrecruitmentmarketing.com/learn/webinar-recruitment-marketing-analytics/
How to align your Recruitment Marketing strategy to your corporate Diversity and Inclusion (D&I) objectives, presented by Lori Sylvia, Founder and CEO of Rally Recruitment Marketing, to the New England Talent Acquisition Consortium (NETAC) on May 23, 2018. Includes examples of companies that are doing it well. Also includes a template that you can use to present your Recruitment Marketing strategy to leadership.
Learn the new way to measure Recruitment Marketing. Rally's Lori Sylvia is joined by Recruitment Marketing Specialist Jessie Summerfield to show you how to track and analyze candidate engagement with your recruiting content to see your impact on attracting talent to your employer brand.
Plus, you’ll get an exclusive sneak peek at Rally’s new analytics & benchmarking tool, Rally® Inside™!
The document discusses effective strategies for high-volume hiring during the current labor shortage. It provides an overview of the labor market challenges facing Advantage Solutions' high-volume recruiting efforts for Costco. Speakers then explore approaches for rethinking candidate personas, optimizing job postings, balancing quantity and quality of hires, and leveraging programmatic technology and data analytics to improve hiring volumes. The final section focuses on using data-driven insights to streamline processes and reduce applicant friction.
The document summarizes recruitment advertising trends to expect in 2021 based on a presentation by Appcast and Rally. It finds that (1) strong GDP growth in 2021 may increase competition for talent and recruiting costs; (2) employers will need to optimize their mobile application processes to compete; and (3) diversifying job advertising sources can help reach underrepresented groups as remote work increases and remains popular post-pandemic.
This document outlines six rules for appealing to candidates without a well-known employer brand: 1) Don't be afraid to make the first connection, 2) Create a sense of missing out to generate interest, 3) Focus on impact over ego, 4) Move candidates through the process quickly while iterating strategies, 5) Tell good stories about the company and employees, and 6) Leverage current employees' networks to find new talent. The panelists from Apex Clean Energy, Cytora, and Calendly provide examples of how to apply these rules in talent attraction.
iRecruit Recruitment Marketing 101 Training Class Recruitment Marketing Strategies You Can Use Today
1. What is Recruitment Marketing?
2. The Impact of Recruitment Marketing on Employers.
3. What Is the Recruitment Marketing Funnel?
4. Best Practices: How your Applicant Tracking Software (ATS) can be used for Recruitment Marketing.
5. Techniques and Strategies To Implement Today.
6. Creating and Using Social Media Content to Nurture Prospective candidates.
7. How does Recruitment Marketing Improve the Candidate Experience?
www.iRecruit-Software.com
Job advertising, careers sites, talent networks, campus recruiting, referrals, events — your Recruitment Marketing budget supports many strategies to attract and recruit talent to your organization. But what’s really working? 2020 budget planning is right around the corner. Are you ready to make the case for which Recruitment Marketing strategies deserve more investment next year?
In this Webinar On Demand, brought to you by Rally and Phenom People, you'll learn how to measure and interpret the performance of your careers site and Recruitment Marketing campaigns. Our speakers Ashley Burns, Senior Manager of Talent Acquisition at Newell Brands, and Jessie Summerfield, Recruitment Marketing Specialist at Advocate Aurora Health, share their Recruitment Marketing analytics and what story their data is telling. You’ll walk away with pro tips for making key investment decisions in Recruitment Marketing, and learn how you can use analytics to tell the story of your contributions to talent acquisition results.
Watch the Webinar On Demand here: https://rallyrecruitmentmarketing.com/learn/webinar-recruitment-marketing-analytics/
How to align your Recruitment Marketing strategy to your corporate Diversity and Inclusion (D&I) objectives, presented by Lori Sylvia, Founder and CEO of Rally Recruitment Marketing, to the New England Talent Acquisition Consortium (NETAC) on May 23, 2018. Includes examples of companies that are doing it well. Also includes a template that you can use to present your Recruitment Marketing strategy to leadership.
Learn the new way to measure Recruitment Marketing. Rally's Lori Sylvia is joined by Recruitment Marketing Specialist Jessie Summerfield to show you how to track and analyze candidate engagement with your recruiting content to see your impact on attracting talent to your employer brand.
Plus, you’ll get an exclusive sneak peek at Rally’s new analytics & benchmarking tool, Rally® Inside™!
The document discusses effective strategies for high-volume hiring during the current labor shortage. It provides an overview of the labor market challenges facing Advantage Solutions' high-volume recruiting efforts for Costco. Speakers then explore approaches for rethinking candidate personas, optimizing job postings, balancing quantity and quality of hires, and leveraging programmatic technology and data analytics to improve hiring volumes. The final section focuses on using data-driven insights to streamline processes and reduce applicant friction.
The document summarizes recruitment advertising trends to expect in 2021 based on a presentation by Appcast and Rally. It finds that (1) strong GDP growth in 2021 may increase competition for talent and recruiting costs; (2) employers will need to optimize their mobile application processes to compete; and (3) diversifying job advertising sources can help reach underrepresented groups as remote work increases and remains popular post-pandemic.
This document outlines six rules for appealing to candidates without a well-known employer brand: 1) Don't be afraid to make the first connection, 2) Create a sense of missing out to generate interest, 3) Focus on impact over ego, 4) Move candidates through the process quickly while iterating strategies, 5) Tell good stories about the company and employees, and 6) Leverage current employees' networks to find new talent. The panelists from Apex Clean Energy, Cytora, and Calendly provide examples of how to apply these rules in talent attraction.
This document provides strategies for boosting engagement on social media for recruiting. It discusses analyzing which types of recruiting content are attracting and engaging talent on platforms like Facebook, LinkedIn, Instagram and Twitter. Specific strategies discussed include publishing content about jobs, people in the company, company culture and events. The document also examines when and where to engage with candidates on social media, noting that content gets most clicks within the first few days on Facebook and LinkedIn, and within hours on Twitter. Repurposing the exact same content repeatedly on Twitter is not effective. Employee advocacy is highlighted as an important secret weapon that can generate 2-4 times as many clicks as typical organic social posts.
When it comes to talent, intentionality matters. So does caring for the Hierarchy of Employee Needs to attract talent. Session from ATAP #GlobalTADAY 2021.
Employer Branding - get ahead of the curve 2017LinkedIn
Now, more than ever, your employment brand needs to be working hard to attract and retain top talent.
Join us for a 45-minute webcast to uncover where HR & Talent Acquisition leaders should focus in the year ahead to be competitive.
Jessica Tucci, National Employer Brand Leader at PWC and Kit Foong, Regional Business Development Director - APAC at Universum will talk about:
How you can define key audiences and develop a targeted talent attraction strategy
How to define a content strategy to engage effectively online
How you can use your Employer Brand to differentiate yourself from your competition
The document discusses research from Appcast analyzing over 473,000 job ads regarding the impact of gendered language. They found that generally, job ads without male- or female-coded words ("gender-neutral") performed best with higher application rates, more applications, and lower costs per application. However, for some job functions like IT, including some female-coded words worked better. The recommendations are to align the language approach with strategic priorities like cost, volume or diversity, and to test different language combinations and analyze the results on an ongoing basis.
Are you ready for 2020? Join this Live Rally Webinar on how to create your Recruitment Marketing plan for 2020. Shelby Grip, Sr. Manager of Talent Brand and Recruitment Marketing at Stryker, and Lori Sylvia, Rally Founder, will share their pro tips for how to build a plan that’s achievable on any budget. You’ll learn what programs, projects, technologies and resources to focus on this year that will give your company an edge in talent attraction. In partnership with Glassdoor and Talemetry.
1) The document discusses how measuring recruitment metrics from data can help optimize recruitment efforts and measure return on investment (ROI).
2) It provides examples of metrics that were measured, such as engagement on LinkedIn through followers and message response rates, branding metrics like reach and shares, and recruitment operations metrics including number of hires and cost per hire.
3) Tracking these metrics revealed that focusing efforts on LinkedIn increased applications by 330% and followers by 46% with no cost, and cost the company only $0.04 per impression for advertising, helping reduce sourcing costs by 25%.
Look back at the top 10 LinkedIn Talent Solutions' product enhancements that made talent professionals more efficient and job seekers happier in 2017.
Get more information about our solutions at lnkd.in/ltsindiacontact
Learn about the latest quarterly products updates to help you access your product performance data, reach candidates even earlier in their job search, and much more: https://lnkd.in/gC3hSiP
Andy Wong has over 5 years of experience in marketing, business administration, and volunteer leadership. He held roles as Account Manager at AdParlor Inc where he optimized Facebook ad campaigns. Wong also founded and led several volunteer organizations including UTSC Fighting for Hope Club and Power Unit Youth Organization's E3 Challenge. He holds a Bachelor's degree in Business Administration from University of Toronto Scarborough.
The quarterly product release summary highlighted new features for Pipeline Builder, Career Pages for Staffing, and additional updates. Pipeline Builder helps generate a targeted pipeline of interested talent. Career Page enhancements attract and engage candidates and clients to grow business. Additional updates include adding commute time and work authorization to jobs, and connecting Recruiter to applicant tracking systems.
Why Recruiting Leaders Should Learn to Love Data | Talent Connect Vegas 2013LinkedIn Talent Solutions
The term "Big Data" is becoming de rigeur, but in reality recruiting leaders still have an uneasy relationship with analytics. Leaders from Teradata and Sun Life Financial share how they embracing data to improve their recruiting strategies, results, and talent brand initiatives.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
The document provides an overview of new enhancements to LinkedIn Talent Solutions, including improved job targeting through artificial intelligence, new video advertising capabilities, and enhanced analytics and reporting tools for recruiters. Key updates include automated targeting of ideal candidates, instant profiling of applicant matches to help recruiters prioritize reviews, and recommendations and insights powered by LinkedIn's artificial intelligence. The presentation highlights how these tools can help recruiters find and engage top talent more efficiently.
Master the three dimensions of talent magnetism, reach, reputation and experience to attract and engage talent and build a community of future workers.
The NCC-UPN Fund promotes strategic “need-based” business plans that connects with investors, financial institutions and corporate sponsors, individual donors, and business owners for raising capital to support the Foundation’s philanthropic community giving priorities.
This document outlines Lori Sylvia's presentation on using data and analytics to advance one's career. The presentation covers how to create a professional data story by tracking key metrics, measuring effectiveness, and using data to showcase one's positive impact to stakeholders. Examples are provided of data stories that highlight how implementing new recruitment strategies increased a talent pipeline by 300% and reduced time to hire. Attendees will learn what data to measure, like cost per hire and applicant sources, and how crafting a data story can help frame one's role in a career-advancing way.
Deepak Khanna has over 23 years of experience in finance roles in various industries. He holds a Bachelor's in Commerce, is a Chartered Accountant, and has a Master's in Business Finance. Currently he works as a Regional Financial Controller at Fortis Healthcare Limited, where he is responsible for the financial performance of several hospitals. Previously he has held CFO roles at hospital and power companies and finance leadership roles at real estate and consumer goods companies.
This document provides strategies for boosting engagement on social media for recruiting. It discusses analyzing which types of recruiting content are attracting and engaging talent on platforms like Facebook, LinkedIn, Instagram and Twitter. Specific strategies discussed include publishing content about jobs, people in the company, company culture and events. The document also examines when and where to engage with candidates on social media, noting that content gets most clicks within the first few days on Facebook and LinkedIn, and within hours on Twitter. Repurposing the exact same content repeatedly on Twitter is not effective. Employee advocacy is highlighted as an important secret weapon that can generate 2-4 times as many clicks as typical organic social posts.
When it comes to talent, intentionality matters. So does caring for the Hierarchy of Employee Needs to attract talent. Session from ATAP #GlobalTADAY 2021.
Employer Branding - get ahead of the curve 2017LinkedIn
Now, more than ever, your employment brand needs to be working hard to attract and retain top talent.
Join us for a 45-minute webcast to uncover where HR & Talent Acquisition leaders should focus in the year ahead to be competitive.
Jessica Tucci, National Employer Brand Leader at PWC and Kit Foong, Regional Business Development Director - APAC at Universum will talk about:
How you can define key audiences and develop a targeted talent attraction strategy
How to define a content strategy to engage effectively online
How you can use your Employer Brand to differentiate yourself from your competition
The document discusses research from Appcast analyzing over 473,000 job ads regarding the impact of gendered language. They found that generally, job ads without male- or female-coded words ("gender-neutral") performed best with higher application rates, more applications, and lower costs per application. However, for some job functions like IT, including some female-coded words worked better. The recommendations are to align the language approach with strategic priorities like cost, volume or diversity, and to test different language combinations and analyze the results on an ongoing basis.
Are you ready for 2020? Join this Live Rally Webinar on how to create your Recruitment Marketing plan for 2020. Shelby Grip, Sr. Manager of Talent Brand and Recruitment Marketing at Stryker, and Lori Sylvia, Rally Founder, will share their pro tips for how to build a plan that’s achievable on any budget. You’ll learn what programs, projects, technologies and resources to focus on this year that will give your company an edge in talent attraction. In partnership with Glassdoor and Talemetry.
1) The document discusses how measuring recruitment metrics from data can help optimize recruitment efforts and measure return on investment (ROI).
2) It provides examples of metrics that were measured, such as engagement on LinkedIn through followers and message response rates, branding metrics like reach and shares, and recruitment operations metrics including number of hires and cost per hire.
3) Tracking these metrics revealed that focusing efforts on LinkedIn increased applications by 330% and followers by 46% with no cost, and cost the company only $0.04 per impression for advertising, helping reduce sourcing costs by 25%.
Look back at the top 10 LinkedIn Talent Solutions' product enhancements that made talent professionals more efficient and job seekers happier in 2017.
Get more information about our solutions at lnkd.in/ltsindiacontact
Learn about the latest quarterly products updates to help you access your product performance data, reach candidates even earlier in their job search, and much more: https://lnkd.in/gC3hSiP
Andy Wong has over 5 years of experience in marketing, business administration, and volunteer leadership. He held roles as Account Manager at AdParlor Inc where he optimized Facebook ad campaigns. Wong also founded and led several volunteer organizations including UTSC Fighting for Hope Club and Power Unit Youth Organization's E3 Challenge. He holds a Bachelor's degree in Business Administration from University of Toronto Scarborough.
The quarterly product release summary highlighted new features for Pipeline Builder, Career Pages for Staffing, and additional updates. Pipeline Builder helps generate a targeted pipeline of interested talent. Career Page enhancements attract and engage candidates and clients to grow business. Additional updates include adding commute time and work authorization to jobs, and connecting Recruiter to applicant tracking systems.
Why Recruiting Leaders Should Learn to Love Data | Talent Connect Vegas 2013LinkedIn Talent Solutions
The term "Big Data" is becoming de rigeur, but in reality recruiting leaders still have an uneasy relationship with analytics. Leaders from Teradata and Sun Life Financial share how they embracing data to improve their recruiting strategies, results, and talent brand initiatives.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
The document provides an overview of new enhancements to LinkedIn Talent Solutions, including improved job targeting through artificial intelligence, new video advertising capabilities, and enhanced analytics and reporting tools for recruiters. Key updates include automated targeting of ideal candidates, instant profiling of applicant matches to help recruiters prioritize reviews, and recommendations and insights powered by LinkedIn's artificial intelligence. The presentation highlights how these tools can help recruiters find and engage top talent more efficiently.
Master the three dimensions of talent magnetism, reach, reputation and experience to attract and engage talent and build a community of future workers.
The NCC-UPN Fund promotes strategic “need-based” business plans that connects with investors, financial institutions and corporate sponsors, individual donors, and business owners for raising capital to support the Foundation’s philanthropic community giving priorities.
This document outlines Lori Sylvia's presentation on using data and analytics to advance one's career. The presentation covers how to create a professional data story by tracking key metrics, measuring effectiveness, and using data to showcase one's positive impact to stakeholders. Examples are provided of data stories that highlight how implementing new recruitment strategies increased a talent pipeline by 300% and reduced time to hire. Attendees will learn what data to measure, like cost per hire and applicant sources, and how crafting a data story can help frame one's role in a career-advancing way.
Deepak Khanna has over 23 years of experience in finance roles in various industries. He holds a Bachelor's in Commerce, is a Chartered Accountant, and has a Master's in Business Finance. Currently he works as a Regional Financial Controller at Fortis Healthcare Limited, where he is responsible for the financial performance of several hospitals. Previously he has held CFO roles at hospital and power companies and finance leadership roles at real estate and consumer goods companies.
PowerPoint Online amplía la experiencia de Microsoft PowerPoint al navegador web, permitiendo crear y editar presentaciones directamente desde el sitio web donde están almacenadas. Knovio es una herramienta que permite realizar presentaciones usando video como protagonista de manera interactiva y atractiva para diferentes ámbitos. SlideShare es un sitio web que permite subir y compartir presentaciones de diapositivas de manera pública o privada.
We took a look at the content of the top 10 car brands on Facebook including Mercedes-Benz, Volkswagen, Porsche, etc to understand their content strategies.
La monografía analiza la inclusión de estudiantes sordos a nivel de bachillerato en la Unidad Educativa “Fe y Alegría” en Santo Domingo, Ecuador. La Declaración de Salamanca defiende la educación inclusiva para que todos los estudiantes desarrollen sus habilidades y participen en la sociedad. La inclusión educativa busca equilibrar las necesidades individuales de los estudiantes con la educación en aulas comunes. Sin embargo, la educación de estudiantes sordos plantea desafíos con respecto al len
The document discusses creating an optimal employee experience through technology. It introduces seven experts who provide their perspectives on how to create an employee experience that enables business adaptability while attracting and retaining top talent.
Brian Solis argues that corporate culture is at the heart of transforming employee experience. He states culture must be aligned with business goals, employee empowerment, growth and the technologies that enable work. Executive leadership must articulate a vision for the desired work environment and allow stakeholders to implement that vision. Transformation requires cross-functional teams supported by executives working toward common goals aligned with corporate culture.
The 10 best ed tech companies across the globe 2020.Merry D'souza
Nowadays, digital and personalized learning tools like that of Ouriginal, are becoming essential. They are now not only important as a tool to enable online courses through a new medium but are also needed to ensure institutional quality control. This is a major shift and Ouriginal is playing a vital role in this. With the exponential growth in demand for Ed-Tech solutions, the company will be enabling new ways of learning and teaching in a new, digitized world.
Zumosun aims to democratize intelligence and technology through its mission of making science, intelligence, and technology accessible to all. It develops emerging technologies, cloud platforms, and frameworks using science and artificial and natural intelligence. Zumosun's vision is to become an assistant to nature and the universe in order to empower individuals, humanity, businesses, and planets. It is developing technologies like PISA and BaaT to automate processes and provide benefits like increased productivity and profitability across industries. Zumosun is also researching applications of AI in healthcare through collaborations to develop technologies that can save up to $500 billion annually by 2030.
ATD International Conference and Expo: GamificationZsolt Olah
"Isn't gamification just sugarcoating boring elearning content?" was a session about what gamification is and where to start if you're in learning and development. (abbreviated content slides)
Benefits of Using Gamification in eLearningSilvia Galessi
Gamification is able to support all learning stages of its employees or students, encourages and stimulates general involvement and redemption. Gamification is a strategic tool
to increase the engagement, learning skills and interaction of their students or employees during training projects.
This document describes a case study by ELEKS Data Science team to develop CareerWhiz, a data-driven tool that uses machine learning to predict career development paths and provide personalized career advice to users based on their profiles. The tool analyzes over 145GB of job data to build a model that matches users to the most suitable future roles, skills and education needed. A sample user profile shows recommendations for pathways to different career goals. ELEKS believes this tool can help organizations better manage talent through improved hiring, promotions and employee development decisions informed by data.
Individual Project I-3
1. Title
Technology Innovation Project
2. Introduction
Background of the Corporation
Largo Corporation is a major multinational conglomerate corporation which specializes in a wide array of products and services. These products and services include healthcare, finance, retail, government services, and many more. The annual revenue is about $750 million and it has about 1,000 employees. The parent company is located in Largo, Maryland and its subsidiaries are headquartered throughout the United States.
The mission of the corporation is to bring the best products and services to people and businesses throughout the world so they can then realize their full potential.
The corporate vision guides every aspect of their business to achieve sustainable, quality growth:
Productivity: Be a highly effective, lean and fast-moving organization.
People: Be a great place to work where people are inspired to achieve their maximum potential.
Partners: Nurture a winning network of customers and suppliers, together we create mutual, enduring value.
Responsible: Be a responsible citizen that makes a difference through ethical behavior.
Revenue: Maximize long-term return while being mindful of our overall responsibilities.
The company’s culture is reflected in their corporate values:
Leadership: Courage to shape a better future.
Collaboration: Leverage collective intelligence.
Accountability: Own up to your responsibility.
Passion: Committed to excellence.
Diversity: Provide new perspectives into our business.
Quality: We will want quality as part of our brand.
The corporation consists of the parent company and the following subsidiaries:
Healthcare – Suburban Independent Clinic, Inc. (medical services)
Finance – Largo Capital (financial services)
Retail – Rustic Americana (arts and crafts), Super-Mart (office products)
Government Services – Government Security Consultants (information security)
Automotive – New Breed (electric cars)
Systems Integration –
Solution
s Delivery, Inc. (communications)
Media Design – Largo Media (website and app design)
The organization is headed by CEO Tara Johnson who completed her Master’s degree at UMUC and eager to make worthwhile improvements to the corporation. She rose through the ranks of Largo Corporation starting with systems integration, then retail and her last position before becoming CEO was in finance.
The corporation is in a highly competitive environment so the CEO wants savvy employees at many levels to make wise judgments and take an aggressive approach and deliver results towards improving the bottom line yet maintaining corporate social responsibility.
Corporate Issues
Ms. Johnson is very concerned about the outlook of her company. Revenues recently declined and she felt that the organization needed a transformation for the company to do well over the long term. In thumbing through some readings she was inspired when she uncovered the following:
We live in a business world acceler.
Jazzy Innovations - Put Emotions in context presentationJazzy Innovations
This document discusses putting customer emotions into context to improve customer satisfaction and loyalty. It outlines a 5-step process of collecting customer data from various sources, measuring emotions and feedback, analyzing the data using AI, reasoning about what the data means in specific contexts, and taking action to improve satisfaction. The goal is to make continuous small improvements rather than large changes. The company discussed, Jazzy Innovations, has developed tools to monitor customer emotions in real-time and provide feedback to help improve soft skills and communications.
The document provides testimonials from three individuals praising the work of Effective. John Roescher, CEO of Handsome LLC, calls Effective "one of the most talented development teams we’ve ever encountered" and encourages them to keep up the great work. Mark Stephan, SVP of Product & UX at BoomWriter Media Inc, rarely gives strong endorsements but fully endorses Effective, saying they "deliver every time, perfectly." Dmitry Malygin, CEO of FTO LLC, was pleased that Effective staff were ready to work from the idea stage and helped avoid future issues to create a high quality solution.
Version 3.0 of the '3D Humanistics System' cloud-based software was released in September 2015. This release incorporated feedback from over 3,000 users and is founded on principles of applied behavioural science and positive psychology. It captures five years of research, including with the FBI and Harvard University, that helped create a scientific methodology to provide each organization with a unique organizational DNA code. This code can help organizations understand their culture at all levels to guide effective evolution over time. The system is designed to increase effectiveness, productivity, customer focus and health to help organizations achieve strategic goals through coaching their people. It provides organizations their DNA code, a measure of alignment and unity, an understanding of gaps, and coaching solutions to close
Social Collaboration And Talent - Knowledge Infusion (Feb 2009)Jason Corsello
This document discusses social collaboration and talent management. It defines social collaboration as leveraging emergent technologies like wikis, blogs and social networks to enable collaboration. The document outlines how work is changing with a focus on collective intelligence over transactions. It discusses aligning social collaboration with talent management and the need for governance when implementing these strategies and technologies in an enterprise.
This document is a term paper on gamification as a customer engagement tool. It begins with an introduction that defines gamification and discusses its use in education and employee training to increase motivation and engagement. It then provides several definitions of gamification from various sources. The objectives of gamification are discussed, including setting SMART goals. Companies that use gamification like Starbucks and Nike are mentioned. Reasons for interest in gamification include tapping into basic human needs for competition, status, achievement and self-expression. The document continues with in-depth discussions of game mechanics, uses of gamification in the workplace and project management, advantages and disadvantages, examples, and conclusions.
GUUG FFG 2017 - DevOps for Everybody - A Workplace Strategy for the Digital AgeSchlomo Schapiro
How should our internal IT look in order to be a driving force for a company’s success in the digital age? This proposal is based on all my learnings from the previous 15 years and especially the Agile and DevOps revolution in IT. It takes the concept of a Product Development Organization to apply everywhere and provides a sure path to increase productivity and improve culture through technology. Transforming Corporate IT into a Workplace product takes internal IT out of the proverbial basement and puts it in the front of the internal value chain. Most of the standard tooling for product development also fits the Workplace product. This proposal is written for a typical company that employs both modern web technologies like G Suite and cloud services as well as traditional technologies like Microsoft Office and data centers.
This document provides an overview of a company called Peaceway Tech Evolution. The company aims to solve major societal problems through technological innovation, creative minds, and strategic planning. It focuses on areas like education, unemployment, poverty, and the environment. The company will generate revenue through services in education, consultancy, software, social media content and apps. It has identified schools and colleges near Machilipatnam, India as its initial target market. The founder is requesting 1 crore (10 million) INR in initial funding to cover capital expenses, working capital, and scaling costs.
Kintone girls in tech hacking for humanity SF 2017 slidesLindsey Lonne
This document summarizes a presentation about the no-code/low-code application platform Kintone. It introduces Kintone and discusses how its drag-and-drop interface allows business users to build applications without coding. Examples are provided of non-profits using Kintone to manage data and track outcomes. The document concludes by announcing a contest where attendees can build an app with Kintone to help humanity and win an Amazon Echo.
The document discusses social business and implementing social strategies within organizations. It defines social business as the deep integration of social media and social methodologies into an organization to drive business impact. Some key benefits identified include greater alignment with goals, improved collaboration and productivity, and faster access to information. The document provides frameworks and considerations for developing a social business plan and strategy, including addressing challenges, identifying opportunities, and measuring outcomes. It also examines lessons learned from organizations that have implemented social strategies, including the importance of executive support and aligning social initiatives with business needs.
Qkrowd is an app that aims to help young people find work by enabling them to connect with others locally who share their interests, and with existing employment support agencies. The app uses digital "tribes" called Krowds and geolocation to facilitate these connections. Users choose a Krowd persona and build an avatar to represent their skills. They can then view a map of other users and opportunities in their area, and work together on small tasks while earning points in the app. The goal is to help users gain real-world work experience and build their confidence and resume. Qkrowd is seeking funding and partnership with agencies to develop and test the app.
2. INTRODUCTION
At the Talent Ecosystem Conference 2016, we want to foster an
effective communication and engagement between all stakeholders
in the ecosystem, not just the HR people. TEC 2016 is a unique event
as the participant's experienced real-time engagement.
Rapid changing business environment has made our time becoming
more and more limited. Even though we practiced multitasking in
our busy life to cope with the rapid changes, we still couldn’t engage
to every single one of the challenges we face. Therefore we felt that
organizing an annual conference isn’t enough - we need to build
something bigger that meets the current and future business envi-
ronment.
Instead of a typical event engagement, we want to create an ecosys-
tem that can communicate, support and engage the community any-
where and anytime. The community will bring in their expertise to
support the ecosystem in trending topics such as data driven recruit-
ing, employee engagement & motivation, reinventing performance
review, implementing workplace gamification and much more.
Talent Ecosystem
Together, we build sustainable talent ecosystem
From L : Jeff Cheah (Senior Consultant, Tic Tac Toe Consulting);
Clifford Liow (Business Director, Tic Tac Toe Consulting);
Jaxton Cheah (CEO, Talent Intelligence);
Fong Wai Leong (CEO, Panpages Berhad).
3. Benefits of Talent Ecosystem
Provide support anytime and anywhere
As the name suggest, Talent Ecosystem will be an ecosystem
consisting of the HR practitioners, the industry experts as well
as the related stakeholders of the industry and this ecosys-
tem is designed to build up a community to support each
other. All the personnel in the virtual community can freely
communicate and support each other for any problems
they’re facing related to HR. You can now get direct support
from the industry experts without the hassle of going to any
HR events.
Produce localized research data and study
Because the virtual community is made of HR practitioners,
industry experts as well as related stakeholders, the data
gathered from the virtual community can be filtered out and
reproduced for future study of our own industry. Nowadays,
most of the research data and study produce are from the
western world and not related to our current industry. With
the introduction of Talent Ecosystem, we are now able to do
researches and studies about our own HR industry that are
highly relatable to us.
Networking between stakeholders of the
industry
Moreover, networking among the HR practitioners, industry
experts and related stakeholders will become easier as Talent
Ecosystem has provided a suitable platform for all of them to
do so. In this virtual community, you can reach out and
engage anyone, anywhere, and anytime.
Exclusive access to Talent Intelligence events
Other than that, Talent Ecosystem will also be the gateway for
exclusive access to events organized by Talent Intelligence
including Talent Ecosystem Conference, Asia Gamification
Conference, Data Ecosystem Conference and much more!
Talent Ecosystem
Together, we build sustainable talent ecosystem
4. Talent Ecosystem Gamification
Experience
Talent Ecosystem
Together, we build sustainable talent ecosystem
Talent Ecosystem Conference 2016 was the first time work-
place gamification was previewed at a conference in Malay-
sia. By utilizing Talent Ecosystem mobile app as the plat-
form for workplace gamification, delegates of TEC was able
to experience the simulation of what workplace gamifica-
tion is about.
According to Gartner, gamification is the use of game
mechanics and experience design to digitally engage and
motivate people to achieve their goals. Gamification can be
categorized into 4 types which are product gamification,
marketing gamification, lifestyle gamification, and work-
place gamification.
We are particularly intrigued by workplace gamification
which uses game elements to drive employee performance.
Employee performance KPIs are measured in real time by
showing where employees are doing better, having them
compete with their goals and past achievements.
Workplace gamification is developed in a way that drives
intrinsic motivation, the sense of mastery and control that
comes when we know we are doing our job well. We believe
workplace gamification is the new standard in all workplace
and thus we wanted it to be adapt by all organizations.
Therefore, we work with SelfDrvn, a mobile app that com-
bines social gaming, fun activities and rewards into a single
package to engage employees and improve performance
with learning and development activities and do a simula-
tion of workplace gamification at the TEC 2016.
Besides showcasing workplace gamification in the Talent
Ecosystem mobile app, we are designing the app as a plat-
form for building an ecosystem for the HR community. Par-
ticipants of the app are able to communicate, interact, and
share ideas among themselves and also getting instant sup-
port and opinion from the industry experts anywhere and
anytime with the Talent Ecosystem mobile app.
5. Features of the TEC mobile app
Newsfeed
The Talent Ecosystem app works just like other
social media where it also has a newsfeed which
displays all the activities happening in the app.
You can post status, pictures, videos, links, and
create polls from the newsfeed.
Talent Ecosystem
Together, we build sustainable talent ecosystem
6. Menu
The Talent Ecosystem app also has a Menu side-
bar where you can use other features of the app
such as games, events, and much more.
Talent Ecosystem
Together, we build sustainable talent ecosystem
Panel Session moderated by Khoo SIm Choo
Sitting from L : Irvandi Ferizal ( HR Director, Maybank Indonesia )
Datuk Mohd Nizom ( Deputy CEO, Lembaga Hasil Dalam Negeri, LHDN )
Jan Bartscht ( Co - Founder, Leadapreneur )
7. Points
Points which is one part of PBL (Points, Badges,
Leaderboard) is a vital gamification element that
plays a huge role for the Talent Ecosystem app.
The players are awarded certain amount of
points once they complete a task or achieve a
milestone.
Talent Ecosystem
Together, we build sustainable talent ecosystem
The audience from the view of the stage
8. Badges
Badges are the second part of the PBL which
players would get once they complete multiple
tasks and achieve milestones.
Talent Ecosystem
Together, we build sustainable talent ecosystem
Token of Appreciation Ceremony by Jaxton Cheah (CEO, Talent Intelligence)
to the respective speakers:
1. Lam Mun Choong (CEO, Selfdrvn Enterprise & Nettium Sdn. Bhd.)
2. Puvanesan (CEO. Privasia Technology Berhad)
9. Leaderboard
The leaderboard is the final part of PBL and the
function of a leaderboard is to display the points
accumulated, tasks completed, badges collected
and most importantly compare ranking among
the players.
Talent Ecosystem
Together, we build sustainable talent ecosystem
One of our speaker, Ms. Nadiah Tan Abdullah (HR Director, Experian Global Development Centre)
giving her presentation
10. Games
In the Talent Ecosystem app, we developed 2
type of games that the players can play. The first
game is Stepathon which counts the player's
steps and they will compete to accumulate the
most steps within the week. The second game is
the Message In the Bottle (MIB) which the players
participate by answering the open-ended ques-
tions asked anonymously. The players could also
like or dislike other players answers the ques-
tions asked.
Talent Ecosystem
Together, we build sustainable talent ecosystem
11. Polls
Polls is a type of poll questions that the players
can participate by voting for the answer that
suited their opinion the most.
Talent Ecosystem
Together, we build sustainable talent ecosystem
Token of Appreciation Ceremony by Dato’ Eric Ku (Executive Director, Talent Intelligence)
to the respective speaker, Lim Chee Gay (CHRO, AIA Berhad)
12. Talent Ecosystem
Together, we build sustainable talent ecosystem
The workplace gamification objective is to get the optimum
level of engagement from the whole organization and implic-
itly increase the productivity of the organization as a whole.
With workplace gamification, the employer can motivate the
employees better and thus reducing the voluntary turnover
of the organization.
REAL TIME Q&A SESSIONS
From time to time, industry experts will do virtual Q&A ses-
sions on selected topics and participants of the app can
freely participate in the Q&A sessions in real time. These Q&A
sessions than can be accessed at any time on the Spaces – a
feature that is used like forums in the app.
INDUSTRY EXPERTS FEEDBACK
The industry experts will receive real time or periodical
survey from the participants of their own forum. The industry
experts can also rate the feedback from the survey and
determine how constructive it was and they are also able to
comment on the feedback. Participant’s information will
remain anonymous.
INFLUENCE STAR & LEVEL
Participants and industry experts rate feedbacks in a ‘star
system’. If a feedback is deemed constructive, you will be
awarded a star but if the feedback is deemed not construc-
tive a star will be deducted instead. You are able to accumu-
late the stars to level up to become top influencers.
One of our speaker slide entitled The Culture of A Gang:
Revolutionise Workplace and Mindset
13. Talent Ecosystem
Together, we build sustainable talent ecosystem
CONCLUSION
Talent Ecosystem is a perfect platform for any HR practitioners who
wish to connect and get support from the HR community anytime and
anywhere. Besides having an annual conference where we invite the
industry experts to speak on any particular topics, we will utilize the
Talent Ecosystem mobile app to let the community communicate, inter-
act and share ideas virtually in the form of a gamified mobile app. We
hope that this app would become a self-sustaining app that is run by
the professionals and experts from the HR industry over the years.
Price Giving Ceremony by Jaxton Cheah (CEO, Talent Intelligence)
to our first winner for the Talent Ecosystem :
Saiful Farhan Mashor (Asst. Manager HR, Chugoku Paints Sdn. Bhd)