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Talent Management Process PowerPoint Presentation Slides is professionally created for HR personnel to showcase human resource strategy. The concise diagram included in this personnel management PPT theme helps you explain talent management methodology. Illustrate an overview of talent planning and the different phases involved therein by the means of HR management PowerPoint slideshow. Demonstrate the recruitment sources, process, current vacancies talent development plan, and department-wise hiring plan through this workforce planning PPT template. Our employee management PowerPoint theme helps you elucidate talent retention based on performance and talent retention strategies. Using this staff management PPT presentation, you can elaborate on the performance management of the members of your organization. This workforce planning PowerPoint template highlights employee motivational factors and action plan for employee motivation. By downloading our personnel administration PPT slideshow, you can showcase the development of succession and career plan, and employee engagement plan. https://bit.ly/2XcYizT
With 60% of employees stating that they will look to change jobs when the economy picks up, what should you be doing to manage & retain your talent?
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Human Resource Planning Structure PowerPoint Presentation Slides is specially designed for the HR personnel to illustrate talent management. Out HR management PPT theme features a visually-rich format. This personnel planning PowerPoint slideshow present stats in a concise manner without compromising on the quality of information. Our designers have inculcated best design to showcase steps of human resource planning. You can elucidate all the key HR functions including selection, recruitment, training, development, evaluation, and workforce assessment. Our manpower management PowerPoint templates help you to elaborate on succession and career planning. Address employee engagement process, and model using the graphical tools to engage your audience better. Workforce planning PPT presentation is studded with KPI metrics and dashboard diagrams. Our employee management PowerPoint theme helps you to stuff enormous amounts of details neatly. Our designers understand that info related to human capital is subjective. Hence, they have configured the layout of this labor force planning PPT slideshow with the utmost attention. https://bit.ly/2IOUbWj
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HR professionals can now present a crisp presentation within moments using Example Of Talent Management PowerPoint Presentation Slides. Our talent management PPT theme is an impressive virtual tool that aptly represents vital HRM strategies. Highly-visual format of workforce management PowerPoint slideshow is designed to showcase the fundamentals of fulfilling talent requirements within an organization. Demonstrate the talent management methodology, and also provide an overview of talent planning using staffing management PPT template. This comprehensive personnel management PowerPoint deck helps you to explain recruitment sources, talent retention based on performance, and performance management. Also, elaborate on performance coaching, and performance feedback through neat tabular formats included in this human resource management PPT presentation. Portray employee motivation action plan and factors via impactful data visualization tools of this HR management PowerPoint theme. So, download this human capital assessment PPT slideshow to showcase the alignment of workforce requirements with the organizational objectives. https://bit.ly/33ZJ5pv
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Human Resource Planning Structure PowerPoint Presentation Slides is specially designed for the HR personnel to illustrate talent management. Out HR management PPT theme features a visually-rich format. This personnel planning PowerPoint slideshow present stats in a concise manner without compromising on the quality of information. Our designers have inculcated best design to showcase steps of human resource planning. You can elucidate all the key HR functions including selection, recruitment, training, development, evaluation, and workforce assessment. Our manpower management PowerPoint templates help you to elaborate on succession and career planning. Address employee engagement process, and model using the graphical tools to engage your audience better. Workforce planning PPT presentation is studded with KPI metrics and dashboard diagrams. Our employee management PowerPoint theme helps you to stuff enormous amounts of details neatly. Our designers understand that info related to human capital is subjective. Hence, they have configured the layout of this labor force planning PPT slideshow with the utmost attention. https://bit.ly/2IOUbWj
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Performance Coaching PowerPoint Presentation Slides are designed to showcase performance management process and practices. The performance planning PowerPoint complete deck displays creative and professional looking slides such as performance management program, core performance criteria, performance planning, guidelines, goal setting process types of goals and priorities, performance coaching, employees’ responsibilities, supervisors responsibilities, do’s and don’ts, performance feedback, multiple sources of feedback, feedback forms, performance review and development, performance assessment, ratings, improvement plan, supervisors comments, employee development program, performance management KPIs and dashboard etc. It has professionally designed templates with relevant visuals and subject driven content. Managers can use performance management PPT visuals to align company goals with goals of employees and teams in order to improve the efficiency, productivity, and profitability. Download performance measurement presentation layout to create transparency in the achievement of company goals. https://bit.ly/3oIQtA9
Performance Coaching PowerPoint Presentation Slides are designed to showcase performance management process and practices. The performance planning PowerPoint complete deck displays creative and professional looking slides such as performance management program, core performance criteria, performance planning, guidelines, goal setting process types of goals and priorities, performance coaching, employees’ responsibilities, supervisors responsibilities, do’s and don’ts, performance feedback, multiple sources of feedback, feedback forms, performance review and development, performance assessment, ratings, improvement plan, supervisors comments, employee development program, performance management KPIs and dashboard etc. It has professionally designed templates with relevant visuals and subject driven content. Managers can use performance management PPT visuals to align company goals with goals of employees and teams in order to improve the efficiency, productivity, and profitability. Download performance measurement presentation layout to create transparency in the achievement of company goals.
Employee Development Management PowerPoint Presentation Slides SlideTeam
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Business Succession Planning Powerpoint Presentation SlidesSlideTeam
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Human Resource Planning PowerPoint Presentation Slides SlideTeam
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Succession Management And Career Planning PowerPoint Presentation SlidesSlideTeam
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Business Succession Planning PowerPoint Presentation Slides SlideTeam
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Succession And Career Planning Powerpoint Presentation SlidesSlideTeam
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Talent Pool Management PowerPoint Presentation Slides SlideTeam
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Five tools for managing leadership talent: 1. Measure 2. Find 3. Engage 4. Develop and 5. Move. Practical tips from talent management at blue chip companies
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The story of Apples brand emphasizes the importance of its identity in building its strength. View our professionally designed Unearthing Apples billion-dollar branding secret PowerPoint presentation. It showcases how Apple has established itself as an innovative market leader. Our market leader deck helps present Apples success as a market leader through its unique brand personality and clear vision. Apples primary goal is to develop ground-breaking solutions that positively impact peoples lives continually. Additionally, our Apple story PPT highlights Apples progress as a global leader with substantial brand value. Managing Apples brand performance involves various strategies such as advertising, product development, and marketing mix. Furthermore, it details the close relationship between Apple and its customers, including brand architecture, archetypes, and brand value assessment. Finally, our brand reputation module highlights the critical members associated with the brand and the role of Apples leaders in fostering an environment of consistent innovation. Get access to this powerful template now.
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Due to reduced job satisfaction, low employee productivity, and high-stress levels, many companies are transitioning to flexible work arrangements. Grab our Developing Flexible Working Practices to Improve Employee Engagement template. It can assist companies in increasing employee engagement rates and promoting workplace diversity. Our Flexible working hours deck addresses the issues caused by a rigid work schedule and presents statistics, benefits, trends, and growth drivers associated with hybrid work. Additionally, it provides guidelines and policies for the flexibility of work. Our Telecommuting PPT further showcases employee engagement strategies and productivity software tools for remote teams to achieve flexible work objectives. It also covers common issues managers face when implementing flexible work hours and ways to overcome them. Finally, our Job flexibility module exhibits the critical performance indicators KPIs and dashboards to help companies evaluate the impact of flexible employment strategies on employees and business performance. Download our 100 percent customizable template, also compatible with Google Slides.
Product Corporate And Umbrella Branding Powerpoint Presentation Slides Brandi...SlideTeam
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Grab Our meticulously crafted template titled Product, corporate and umbrella branding, a valuable resource for enhancing the overall value of your brand. It assists retailers in refining their product identity and differentiating them from competitors. Our Brand identity deck includes a brand portfolio and Kotlers five-level model for comparative product analysis. It also features tracking of customer service performance, budget analysis for product branding, and a product performance tracking dashboard. Additionally, our Corporate branding PPT emphasizes the significance of leveraging brand value, outlining its benefits and role. It provides insights into implementing corporate branding through critical elements, a deployment checklist, an activity tracking timeline, and significant steps for implementation. Furthermore, our Brand personality module includes a comprehensive overview of Umbrella branding, enhancing overall brand performance by improving brand equity. It also highlights the purpose, importance, advantages, and disadvantages associated with umbrella branding. Finally, the umbrella branding performance is managed through budget assessment for brand maintenance and an activity tracking dashboard for the umbrella brand. Access this powerful template now to augment your brand management strategies.
Communication Channels And Strategies For Shareholder Engagement Powerpoint P...SlideTeam
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A shareholder engagement strategy can help an organization develop and strengthen its relationship with investors. Grab our Communication Channels and Strategies for Shareholder Engagement template that helps to communicate about the latest updates and strategies implemented by the company to shareholders for building trust. It starts by highlighting benefits, concerns, and topics for shareholder engagement. Our Investor relations deck also shows the different types of companies for investor engagement through various communication techniques. Additionally, it highlights planning techniques like formulating a governance committee and communication calendar. Further, our Investor engagement PPT communication channels like website, email, and social media for shareholder engagement. It also showcases various shareholder strategies for websites like sharing annual reports, posting SEC filings, proxy statements, governance roadshows, and podcasts. Our Corporate strategy module exhibits an email channel to communicate critical updates and techniques to shareholders. Lastly, it shows various social media channels, like Facebook, YouTube, etc., for communicating with shareholders and covers other strategies like meetings, sharing ESG practices, and conducting investors survey for shareholder engagement. Get instant access.
Responsible Tech Playbook To Leverage Business Ethics Powerpoint Presentation...SlideTeam
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Grab our completely designed, Responsible tech playbook to leverage business ethics template. It provides a comprehensive guide to cater tools, methods, and frameworks to help firms make better technological decisions. Our Technological transformation deck helps mitigate software and product development risks and helps manage how technology interacts with society or the community. The playbook covers summaries of various technologies utilized. Each synopsis incorporates slides outlining an overview of the technique in terms of goal, aim, duration, and stakeholders involved. Additionally, our Technology governance PPT highlights the Primary methods, including agile threat modeling, data ethics canvas, consequence scanning, unintended and intended consequence scanning, and ethical OS. It also contains FMEA, interpret ML, materiality matrix assessment, tarot cards of tech, responsibility strategy, and humane design guide. Lastly, our Business ethics module exhibits the different approaches associated with responsible technology, including polarity thinking, participatory design, speculative design provocations, and bracketing. Get immediate access.
Generating Leads Through Targeted Digital Marketing Campaign Powerpoint Prese...SlideTeam
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Personalized marketing help organization run targeted promotional campaigns and enhance the customer experience. The following presentation Generating Leads through Targeted Digital Marketing Campaign can help the marketing department to improve brand perception and increase the loyalty of customers towards the company. It initially showcases the collection and analysis of data for preparing ideal customer personas. This PPT also highlights personalized email and video marketing strategies that can help to target an online audience and increase the conversion rate. It also shows website optimization tactics that can result in high-converting landing pages and shorter sales cycles. It also shows various other personalized strategies which are social media and mobile application marketing. This presentation also showcases a checklist that can help to manage and ensure the effective implementation of personalized marketing campaigns. It also highlights the budget that can be allocated to marketing activities for customer targeting. In the end, this presentation shows KPIs and dashboards that can help to track and evaluate the effectiveness of personalized customer marketing campaigns. Download it now.
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A sales plan is the first and foremost step towards developing a sales strategy, enabling a companys team to predict and avoid business related risks. Grab our Boosting Profits with a New and Effective Sales Strategic Plan template. It formulates the right target audience, appropriate sales representatives, software tools, revenue goals, and methods to track performance. Our Sales Strategy deck provides the company overview, products offered, value proposition, target market analysis, etc. It focuses on understanding the need for a new strategic sales plan. Our Brand Promotion PPT showcases multiple steps of building a sales strategy, like setting targets, creating customer profiles, lead generation strategies, etc. Additionally, it includes various stages of the sales process, namely, prospecting and lead generation, setting customer qualification criteria, scheduling product demos, defining customer needs, etc. It also caters to slides about multiple sales assessment techniques. Further, our Promotional Campaigns module includes campaigns like using referrals, loyalty programs, buy more and save more programs, device trade ins, etc. Lastly, it caters to the cost analysis, impact assessment of multiple sales activities, and dashboards related to tracking improvements with implementing new sales plans. Get access now.
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Chat GPT multitasks by picking up on and naturally expressing more than one aim at a time. Grab our professionally curated ChatGPT IT template. It includes an introduction, advantages, and features of OpenAIs ChatGPT model and discusses the price and availability of its enhanced version, called ChatGPT Pro. Our ChatGPT deck represents the working and architecture of ChatGPT technology, including a large language model and self-attention mechanism. Additionally, it demonstrates the various applications of ChatGPT in several domains, such as education, medicine, research, information technology, advertisement, banking, finance, etc. Our chatbot using GPT-3 PowerPoint presentation represents the three reinforcement learning from human feedback models supervised fine-tuning, reward, and reinforcement learning. Furthermore, it discusses integrating the ChatGPT model into web applications and best practices for successful deployment. Moreover, our ChatGPT integration into the web applications module contains sections about the impact of ChatGPT on social media and artificial intelligence tokens. Lastly, this chatbot using GPT-3 deck comprises a roadmap, a timeline, a 30-60-90 days plan, a checklist to integrate OpenAIs GPT-3 model into web applications and a case study on mental health and ChatGPT collaboration. Get access now.
Methods To Implement Traditional Marketing Powerpoint Presentation Slides Mkt CdSlideTeam
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Comprehensive Guide To Sports Marketing Strategy Powerpoint Presentation Slid...SlideTeam
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Sports marketing involves promoting goods and services through sporting events, endorsement of athletes and teams, etc. Grab our Comprehensive guide to sports marketing strategy template. Its primary purpose is to promote sporting goods and equipment through multiple channels to improve the overall lifestyle of customers and sporting fans. Our Sports brand advertising deck provides a general overview of sports marketing along with processes, challenges, trends, etc. It offers access to multiple strategies that can help sports retailers increase customer experience, club sponsorships, and overall brand recall these include athlete branding and digital sports brand promotion. Additionally, our Sports marketing programs PPT contains slides that can guide sports brands on utilizing the eSports industry as an opportunity to promote their products. It further helps the firms to sponsor famous eSports teams, host related events, and deploy advergaming for immersive customer experience. Furthermore, our Athlete branding module offers content that can guide marketers to track sports advertising campaigns. Lastly, it can help assess the performance of the above strategies through impact analysis, KPIs, and dashboards. Get access now.
Global Shift Towards Flexible Working Powerpoint Presentation SlidesSlideTeam
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With decreased job satisfaction, poor employee productivity, and a high stress level, many companies are shifting to flexible work arrangements. Remote working gives an employee the freedom to decide when they start working, where they work, and for how long. With our professionally designed Global Shift Towards Flexible Working PowerPoint presentation, corporates can successfully improve employee engagement rate and improve workplace diversity. Initially, the PPT begins with multiple issues faced by the company because of its inflexible working schedule. Secondly, the complete deck caters to a section through which professionals can highlight major statistics, advantages, trends, and growth drivers associated with hybrid working. Going forward, the firm can achieve flexible working objectives by developing guidelines, policies, employee engagement strategies, and productivity software tools for remote teams. In addition to this, the module covers a section on different issues faced by managers when implementing flexible working hours and the ways in which businesses can overcome them. At last, through key performance indicators KPIs metrics and dashboards, organizations can successfully evaluate the impact of flexible employment strategies on employees and the companys performance. Download our 100 percentage editable and customizable template, which is also compatible with Google Slides.
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As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
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Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
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A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
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Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
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In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
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RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
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RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
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What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
2. Content
2
Talent Management Methodology
Performance Management
Employee Motivation
Talent Management Review
Talent Management Feedback
Succession & Career Planning
Employee Engagement Process
Training & Development
KPI Metrics and Dashboard
3. Talent Management Methodology
Talent Planning
Overview
Recruitment
Sources
Recruitment
Process
Talent
Planning
Current
Vacancies
Hiring Plan by
Department
Recruitment
Tracker
Talent
Acquisition
Talent
Development Plan
Talent Retention
based on Performance
Employee feedback
for Talent Retention
Talent Retention
Strategies
Retaining
Talent
3
4. Talent Planning Overview
Implement
Workforce Planning
› Get an accurate view of
current workforce data
› Identify functional
positions/roles
› Add text here
› Add text here
› Conduct a workload
analysis to understand the
work status
› Define the workforce
capabilities
› Add text here
› Add text here
› Add text here
› Analyse the current state
› Identify the ideal future
state
› Determine what gaps exist
› Add text here
› Develop and implement
action plan
› Add text here
Define & Identify
Workforce
Conduct Supply
Analysis
Conduct Demand
& Gap Analysis
Phase 1
Phase 2
Phase 3
Phase 4
4
5. Recruitment Sources
Advertisements
This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
Voluntary Applicants
This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
Internal Searches
This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
Employment Agencies
This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
Campus Placement
This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
Employee Referrals
This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
5
6. Recruitment Process
This slide is 100% editable. Adapt it to your needs and
capture your audience's attention.
Understands the Client’s Requirement
This slide is 100% editable. Adapt it to your
needs and capture your audience's attention.
Sourcing Candidates
This slide is 100% editable. Adapt it to your
needs and capture your audience's attention.
Shortlist Candidates
This slide is 100% editable. Adapt it to your
needs and capture your audience's attention.
First Interview Round
This slide is 100% editable. Adapt it to your
needs and capture your audience's attention.
Send for Final Interview
This slide is 100% editable. Adapt it to your
needs and capture your audience's attention.
Job Offer
6
7. Current Vacancies
7
Roles & Responsibilities
Text Here
› Assist in the collection and/ or creation of data sets
› Thoroughly understand the functionality & features of research databases
› Play a role in the development of innovative data products
Job Position
Associate/ Senior Associate
Department
Research & Analytics
Min. Experience Required
1- 4 years
8. Hiring Plan by Department
Department Current Employee Strength Future Employee Target
Finance 60 63
Marketing 12 85
Operations 56 56
Human Resources 52 63
Strategy 62 26
Department 6 46 52
Department 7 21 52
Department 8 66 66
Department 9 53 56
Department 10 64 89
2018 2019
8
10. Training Area Module
Delivery Options
Time Classroom E-Learning Blended Off-the-Shelf Curriculum
Business
Business Communication 1/2 Days 1 Days 2 Days 1/2 Days 2/3 Days
Presentation Skills 2 Days 5 Days NA 2/3 Days NA
Add Text Here 1 Days 1/2 Days 3 Days 2 Days 3 Days
Add Text Here NA 2/3 Days 4 Days 2 Days
Customer Service
Dealing with Customer 1/2 Days 3 Days NA 3 Days 1/2 Days
Delivering Customer Focused Services NA 4 Days NA 2 Days 3 Days
Add Text Here NA 1/2 Days 1/2 Days NA 2 Days
Add Text Here 4 Days NA 2 Days
Human Resources
Training
Employee Review Training 1/2 Days NA 1/2 Days 2 Days 3 Days
Add Text Here 2/3 Days NA NA NA 2/3Days
Add Text Here 1/2 Days 1/2 Days 2/3 Days 2/3Days NA
Sales
Market research 5 Days 1/2 Days 2 Days NA 1/2 Days
Add Text Here 1/2 Days 2/3 Days 1 Days 1/2 Days NA
Add Text Here 2/3 Days NA 1 Days 2 Days 3 Days
Add Text Here 3 Days 1/2 Days NA 2 Days
Talent Development Plan
10
11. Talent Retention based on Performance
Retention
Performance
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
3. High
2. Medium
1. Low
1. Needs 2. Meets 3. Exceeds
11
12. Employee Feedback for Talent Retention
Very Low Low Moderate High Very High
Satisfaction with current job Text Text Text Text Text
Fair Compensation for work Text Text Text Text Text
Job Security Text Text Text Text Text
Working condition and environment stability Text Text Text Text Text
Add text here Text Text Text Text Text
Add text here Text Text Text Text Text
Add text here Text Text Text Text Text
12
15. Guidelines for Performance Planning
Skills Guidelines Feedback (Met/ Not Met, Not Tested) Comments
Content Research
› Understands the topic objectives & research plan ( what is required , how to
find it, do we need to time box the effect)
› Request, pro-activity for additional clarity when required
› Discuss with supervisors regarding content
› Plagiarisms Issues
› Add your guidelines here
Met Add comments here
Quarterly Standards
Accepts responsibility for outcomes (positive or negative) of one’s
work; admits mistakes and refocuses efforts when appropriate
Not Met Add comments here
Level of dependency on co-workers in terms of tasks given Average
number of tasks in a day
› Add your guidelines here
› Add your guidelines here
Review Meeting Standards
Professionalism
› Uses professional language & refrains from using profanities in the office
environment
› Conduct during review meetings
Not tested Add comments here
Team Meetings
› Demonstrates an ability to clearly & concisely explain your thoughts
› Ability to implement changes discussed during review meetings
Time Management
Complete assigned work in allotted delays in advance
Add feedback here Add comments here
Inform proactively
› Highlights any anticipated delays in advance
› When free, requests for additional tasks or volunteers to help others
Supervisors Experience
Make all the discussed changes during review
› Showcases good listening skills & accurately captures expectations &
feedback on his/her task
› Add your guidelines here
› Add your guidelines here
Add feedback here Add comments here
15
16. Types of Goals/ Priorities(1/2)
16
Item P 2 3 4
To have good understanding of organization’s business goals
To understand the steps needed to reach the business goals
To behave consistently with organization’s core values
To have understanding of how your job contributes to the
organization achieving its business goals
Add priorities here
Add priorities here
Add priorities here
Add priorities here
Add priorities here
Add priorities here
Freq = Frequency distribution of responses. Red indicates a high level of disagreement.
Priority Level. Larger boxes indicate that an item is
a higher priority for increasing engagement.
P Score is OK.
Moderate to low score. Potential
problem area. Take a closer look.
Low score. Problem area. Benchmark reference line.
17. Types of Goals/ Priorities(2/2)
17
Goal (Objective) Action Steps Responsible Person Measured Due Date
Improve Staff Performance
And Reduce Time Wasted
Looking For Information
Add Your Text Here Jon Smith Manager Add Text Here 12/6
Determine wait times by employee 2/3
Meet with staff to determine best practices 11/25
Add Your Text Here 10/2
Determine any possible training needs 9/11
Train/ inform employees on new standard 05/10
Add Your Text Here 06/1
Add Your Text Here Katie brown Manager Add Text Here 11/4
Add Goal Here
Add Your Action Steps Here Jessi Bran Manager Add Text Here 1/25
Add Your Action Steps Here 2/26
Add Your Action Steps Here 6/20
Add Your Action Steps Here 07/10
Add Your Action Steps Here Jon Smith Manager Add Text Here 10/5
Add Goal Here
Add Your Action Steps Here Jessi Bran Manager Add Text Here 1/24
Add Your Action Steps Here 06/6
Add Your Action Steps Here 3/4
Add Your Action Steps Here 11/29
Add Your Action Steps Here 08/11
18. Performance Coaching
18
Type of Employee Training Time Allotment Coaching Time Allotment Trainer Proposed Training
New Employee
(First month)
10-20 minutes/ Day 20-30 minute/ Week
Combination of Top
Performer Solid
Experienced Performer
› Training on employee’s
technical Skill
› Add Text here
› Add Text here
Top Performer 20 minutes/ Week 15 minutes/ Week Manager
› Training on employee’s
career goals
› Increasing employee
engagement
› Add Text here
› Add Text here
Average Performer 10 minutes/ Week 15 minutes/ Every 3 Weeks
Combination of Top
Performer/ Solid
Experienced Performer/
Team Leader
› Increasing technical abilities
› Increase the proficiency of
employee’s strength
› Add Text here
› Add Text here
Under Performer Depends on situation Depends on situation Manager/ Others
› Delegate the development
responsibilities
› Add Text here
› Add Text here
19. Performance Feedback (1/2)
19
Pre One on One Notes
List at Least 3 questions to ask the employee to
ensure an effective coaching session
Topic Checklist
1. Your Text Here Goals ○
Development ○
2. Your Text Here Concerns ○
Help Needed ○
3. Your Text Here Further Interests ○
Action ○
During the One-on-One
What project is the employee working on?
Your Text here
What challenges has employee encountered this/ month?
Your Text here
What has the employee learned this week/month?
Text here
What progress has the employee made towards his or her goals this week/month?
Text here
What progress has the employee made in terms of his or her development plan this
week/month?
Text here
List some of the frustrations or challenges the employee mentions.
Text here
List items that the employee shares where he or she could use help.
Text here
Did the employee express any interest in future roles or positions?
Text here
Actions given to employee for next one-on-one:
Text here
Actions you took for next one-on-one:
Text here
Post-meeting notes and comments for next one on one:
Text here
20. Performance Feedback (2/2)
20
Team Member Date
Department Time
Personal/ Notes (Spouse, Children, Pets, Hobbies, Friends, History, etc.)
Your Text here
Your Text here
Team Member Updated/ Notes
Your Text here
Your Text here
Your Text here
Manger Update/ Notes
Your Text here
Your Text here
Your Text here
Your Text here
Future
Is there anything I need do, & if so by when? Tell me about what you’ve been working on.
How are you going to approach this? Tell me about your – what’s it been like?
What do you think you should do? Tell me about your family/ weekend/ activities?
So, you’re going do “X” by Tuesday, right? Where are you on ( ) project?
How do you think we can do this better? Are you on track to meet the deadline?
What are your future goals in this area? What questions do you have about the project?
What are your plans to get there? What areas are ahead of schedule?
What can you/ we do differently next time? What are you on budget?
Any ideas/ suggestions/ improvements? What did ( ) say about this?
22. Employee Motivational Factors
22
Praise
from Manager
Attention
from Leaders
Cash
Bonus
Increase
in Pay
Stock/
Option
Text
Here
Text
Here
90%
64% 52%
42%
35%
58%
56%
Praise from Manager
Employees are Motivated by
90 %
23. Acquire
Reward System
› Point-based recognition
› Incentivize knowledge sharing
› Add text here
Bond
Culture
› Value collaboration and Team
work
› Cultivating a successful
mentor/mentee relationship
› Add text here
Comprehend
Job Design › Add text here
Defend
Performance - Management
& Resource - Allocation
Processes
› Enable managers to reinforce
key behaviours
› Emphasize their fairness
› Add text here
Action Plan for Employee Motivation
23
25. Goal
Tactical Steps
(how)
Responsible Person
(who)
Measured by
Due Date
(when)
Status
Professional
Development
Create checklist Nair Smith Completion by due date 10-oct-18 Completed
Perform quarterly audit Nair Smith Completion by due date 24-nov-18 Need improvement
Create complaint document Nair Smith Completion by due date 08-dec-18 In Process
Submit audit report Nair Smith Completion by due date 01-dec-19 Not started
Goal 2 Add Text here Add Name here Add Text here DD-MM-YY Add Text here
Goal 3 Add Text here Add Name here Add Text here DD-MM-YY Add Text here
Goal 4 Add Text here Add Name here Add Text here DD-MM-YY Add Text here
Evaluate Performance and Goals
25
27. Evaluate Performance 1/3
27
Employee info
Employee Name Text Here Department Text Here
Employee ID Text Here Reviewer Name Text Here
Ratings Excellent = 5 Good = 4 Satisfactory = 3 Fair = 2 Poor = 1
Job knowledge
Work quality
Attendance/punctuality
Initiative
Communication/listening skills
Creativity
Punctuality
Overall Rating
Text Here
Reviewers Comments
Text Here
28. Evaluate Performance 2/3
28
Employee Info
Employee Name Department
Employee ID Reviewer Name
Behaviors
Quality Unsatisfactory Satisfactory Good Excellent
Work to full potential Text Here Text Here Text Here Text Here
Quality of work Text Here Text Here Text Here Text Here
Work consistency Text Here Text Here Text Here Text Here
Communication Text Here Text Here Text Here Text Here
Takes initiative Text Here Text Here Text Here Text Here
Strengths / Training needs
Text here
Goals
Text here
Comments and approval
Text here
29. Employee info
Employee Name Text Here Department Text Here
Employee ID Text Here Reviewer Name Text Here
Current Responsibilities Performance Assessment Comments And Approval
Job description Evaluate performance and achieved goals Provide Any additional feedback
Text Here Text Here
Text Here Area of excellence within performance Text here
Text Here Text Here
Text Here Area of improvement Text here
Text Here Text Here
Text Here Future goals with set expectations Text here
Text Here Text Here
Employee Signature Reviewer Signature
Evaluate Performance 3/3
29
31. Employee Self Assessment 1/2
31
How will you accomplish these goals
Your Text Here
Your Text Here
Your Text Here
What are your goals for the next evaluation period
Your Text Here
Your Text Here
Your Text Here
What didn’t you accomplish that you had planned on accomplishing. Why
Your Text Here
Your Text Here
Your Text Here
How do these accomplishments relate to your key responsibilities & goals for you & your unit/ department
Your Text Here
Your Text Here
Your Text Here
Your Text Here
What were your most significant work- related accomplishments (Include projects, assignments, new skills or knowledge gained)
Your Text Here
Your Text Here
Your Text Here
32. Employee Name Supervisor Name
Provide to your supervisor by :_________
*Rating Core Responsibilities – Comments on Results Achieved
› Extraordinary Contributor Performance Management (Complete if you supervise & evaluate others)
› Contributor Your Text Here
› Below Contributor Your Text Here
› Extraordinary Contributor Your Text Here
› Contributor Your Text Here
› Below Contributor Your Text Here
› Extraordinary Contributor Your Text Here
› Contributor Your Text Here
› Below Contributor Your Text Here
› Extraordinary Contributor Your Text Here
› Contributor Your Text Here
› Below Contributor Your Text Here
› Extraordinary Contributor Your Text Here
› Contributor Your Text Here
› Below Contributor Your Text Here
Employee Self Assessment 2/2
32
33. Strong Agree Agree Disagree Strongly Disagree Not Applicable
Quality
of
Work
Sets high standards for
quality of work output
Ensures work is error-free
before submitting
Helps others improve the
quality of their work
Communication
Communicates well orally &
in writing from
Displays good listening
skills
Shares information Freely
with others
360 Degree Feedback- Employees
33
For Evaluating Employees
34. For Evaluating Managers
360 Degree Feedback- Managers
34
A B C D E
Demonstrates an interest in training & upgrading others
Demonstrates ani interest in training & upgrading self
Gives complete & proper instructions when delegating work
Effectively follows - through & meets deadlines
Effectively delegates
Supervises others well
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
35. Current Responsibilities
Attach job description, noting any significant changes
Your Text here
Your Text here
Performance Assessment
Evaluate performance & achieved goals
Your Text here
Your Text here
Your Text here
Discuss areas of excellence within performance
Your Text here
Your Text here
Your Text here
Discuss areas of improvement
Your Text here
Your Text here
Your Text here
Develop future goals with set expectations
Your Text here
Your Text here
Your Text here
Comments & Approval
Provide any additional feedback
Your Text here
Your Text here
Your Text here
Manager’s Feedback
35
36. Succession & Career Planning
36
Development of
Succession &
Career Plan
Roadblocks to
Succession and
Career Planning
Evaluate, Monitor,
and Observe
Overcoming Roadblocks
in Succession &
Career Planning
Identify the
Critical Position
37. Identify the Critical Position
37
Succession Planning
Business
-
Critical
Position
1
Head of Sales
Ready now 1-2 years > 2 years (year estimated)
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Position
2
Head of Operations
Ready now 1-2 years > 2 years (year estimated)
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Position
3
Head of R&D
Ready now 1-2 years > 2 years (year estimated)
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38. Development of Succession & Career Plan
38
Business Focus
Text Here
Text Here
Text Here
Skill development
by leader
Operational
Efficiency
Business Process
Efficiency
CEO & other senior
leader replacement
SM Focus
Text Here
Talent Mobility
& Upgrading
50%
Succession Plaining
& Management
48%
Executive/ Sr. Leader
Replacement Plaining
35%
Individual
Development Planning
20%
39. Succession
Planning
Task
Status
Start
Date
Quarter 1 Quarter 2 Quarter 3 Quarter 4
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nev Dec
Task 1 Ongoing DD-MM-YY
Task 2 Finished DD-MM-YY
Task 3 Ongoing DD-MM-YY
Task 4 Add text here DD-MM-YY
Task 5 Add text here DD-MM-YY
Task 6 Add text here DD-MM-YY
Task 7 Add text here DD-MM-YY
Task 8 Add text here DD-MM-YY
Task 9 Add text here DD-MM-YY
Evaluate, Monitor, & Observe
39
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
40. 10%
25%
35%
40%
51%
55%
62%
75%
80%
90%
Add Text Here
Add Text Here
Add Text Here
Add Text Here
Add Text Here
Performance Riviews
Skill Training
Recognition Program
Team Building
Feedback Program
Roadblocks to Succession and Career Planning
40
41. Prioritize Goals/
Solutions
Action Items
Which barrier will
prevent your success?
What can you do to
reduce this barrier?
What are your start &
end dates for reducing
the barrier?
Who can help you
reduce this barrier?
What will be evidence
of completion?
How will you measure
success for this goal?
Priority
Process for employee
identification
Streamline Frequency
& Duration of
interventions
Common tool for
program monitoring
Other
Overcoming Roadblocks in Succession and Career Planning
41
43. Company Initiative towards Employee Engagement
43
10%
25%
35%
40%
51%
55%
62%
75%
80%
90%
0% 20% 40% 60% 80%
Add Text Here
Add Text Here
Add Text Here
Add Text Here
Add Text Here
Performance Riviews
Skill Training
Recognition Program
Team Building
Feedback Program
44. Employee Engagement Model
44
Engagement
› Leadership
› Manager
› Customer
› Co-workers
› People focus
People
› Sense of
accomplishment
› Work tasks
› Resources
› Work processes
Work
› Career opportunities
› Learning & development
Opportunities
› World/life balance
› Diversity
Quality of Life
› Pay
› Benefits
› Recognition
Compensation
› People/HR practices
› Managing performance
› Brand
› Company reputation
Procedures
45. Employee Engagement Action Planning
45
Areas for
Improvement
Problem
Definition (finding
out root causes)
Proposed
Solutions
Success
Measures
Owner(s)
Estimated
Timelines
› Staff has indicated in
the survey that they do
not have adequate
training opportunities
› Supervisors did not
release staff from work
or asked staff to
postpone training
› Supervisors to be held
accountable if staff are
meeting required
training hours
› Exemption from
training must be
accompanied by strong
reasons as money is
wasted if staff fail to
show up
› 90% of staff achieve
100 hours training by
year end
› Les than 5% no shows
in signed up training
› HR to brief Heads
› Heads to brief all
supervisors
› Supervisors to brief all
staff
› Jamie (from HR) to
compile no shows in
training
› HR to brief Heads by
1st week of Sent 2017
› Heads to brief all
Supervisor by 3rd week
of spend 2017
› Supervisors to brief all
staff by 1st week of Oct
2017
› Half yearly training
attendance to be
submitted to be
submitted in July & Dec
47. Training Roadmap
47
Design Build Rollout
Month 1 Month 2 Month 3 Month 4 Month 5 Month 6 Month 7
Training
Kickoff
Admin
Training
Start pilot
with partner
Initial
Checkpoint
Certification
Guide
Complete
Begin high priority
course content
Your Text
Here
Course Syllabi
Complete
Complete high
priority courses
Business case
complete
Purchase
LMS
Complete
all courses
Develop
rollout strategy
Your Text Here
Fully implemented
Training &
Certification Program
Partner engagement
48. Name
2020
Jan Feb Mar Apr May Jun Jul Aug
Upward Airlines Corporate
› Create new Employee Training
• Hire consultants
• Survey a sample of employees
• Compare results
› Test new curriculum with some employees
• Form test group
• Test #1
• Test #2
› Write curriculum
› Evaluate results of sample group and make
› Rollout new training
Training Schedule
48
49. On/Off Job Training Plan 1/2
49
Job Title: Hours/ Week:
Job Description:
Required job skills for occupation:
Starting capability:
Date Measured
Job skill need
› Add text here
❑ Not Skilled
❑ Some skill
❑ Skilled
Job skill need
› Add text here
❑ Not Skilled
❑ Some skill
❑ Skilled
Job skill need
› Add text here
❑ Not Skilled
❑ Some skill
❑ Skilled
Job skill need
› Add text here
❑ Not Skilled
❑ Some skill
❑ Skilled
Job skill need
› Add text here
❑ Not Skilled
❑ Some skill
❑ Skilled
50. On/Off Job Training Plan 2/2
50
Skills to be Learned Estimated Training Hours
End Capability
Date Measured
Job skill need
› Add text here
Estimated Training
Hours
❑ Beginning
❑ Intermediate
❑ Skilled
Job skill need
› Add text here
Estimated Training
Hours
❑ Beginning
❑ Intermediate
❑ Skilled
Job skill need
› Add text here
Estimated Training
Hours
❑ Beginning
❑ Intermediate
❑ Skilled
Job skill need
› Add text here
Estimated Training
Hours
❑ Beginning
❑ Intermediate
❑ Skilled
Job skill need
› Add text here
Estimated Training
Hours
❑ Beginning
❑ Intermediate
❑ Skilled
List Supplies & Tools needs for Training:
52. Talent Management Dashboard 1/2
52
43%
Avg Absenteeism
Rate
Target < 50%
7.5 Days
Avg Yearly Absenteeism
15
30
20
17
11 8
<15 16-25 26-35 36-45 46-55 56-65
Hours
Avg Overtime by Age Group
25
12
53 51
65
HR Sales Marketing IT Customer
Service
OLE by Department
25
12
53
30
15
60
1 2 3
3-Year Occupation
30
50
40
70
1 2
2-Year Occupation
50
70
50
40
30
50
2014 2015 2016 2017 2019 2020
Yearly Avg Overtime Hours
(Per Employee)
Training Costs by Training Years & Duration of Training
Net Cost Return
Overall Labor Effectiveness (OLD)
40
70
60
55
40
65
0%
50%
100%
2015 2016 2017 2018 2019 2020
OLE Over the Last 5 Years
2015 2016 2017 2018 2019 2020
Absenteeism Over the last 5 years
Absenteeism Rate Absenteeism in Days
Training Costs
Avg overtime per Work
2.5 Hours
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53. Talent Management Dashboard 2/2
53
50
35
30
20
15
20
15 13 10 8
0
20
40
60
Q3 2019 Q4 2019 Q1 2020 Q2 2020 Q3 2020
Voluntary Involuntary
Turnover Rate Staffing Trends
10
8
9
6
5
4
6
7
4
6
10
9
2
6
10
14
18
Q1 2019 Q2 2019 Q3 2019 Q4 2020 Q1 2020 Q2 2020
Hire Terminate
25%
49%
56%
80%
90%
96%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Administration
Operations
Finance
Human Resources
Sales
Marketing
Headcount Headcount Flow
475
Out
250
In
-4.2%
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54. KPIs Target Segment
Retention rate 84% of employees retained for 3 years Mentees who complete a partnership
Employee engagement rate 20% increase in 2 years Mentees who complete a partnership
Internal hires 41% increase in 3 years Mentees who complete a partnership
Participation rate in program 52% Eligible employees informed about program
Partnership completion rate 95% Mentees who get matched
Talent Management KPI 1/2
54
55. KPI Strong Leadership All others Relative Difference
Effectively communicates with employees 2.36 4.22 53%
Well understood vision, mission & strategy 2.33 2.20 65%
Ease of getting things done 3.63 5.52 56%
Innovation-focused 6.63 5.3 23%
Confidence in PS leadership 6.22 6.5 51%
Embraces change: Nimble & flexible 6.23 1.63 52%
Goals and measurement alignment 3.63 5.5 89%
Employees have confidence in P50's future 1.32 6.4 21%
Talent Management KPI 2/2
55
58. Cluster Bar
58
50%
60%
-15%
-22%
40%
50%
-19%
-2%
30%
36%
-10%
-20%
-30% -20% -10% 0% 10% 20% 30% 40% 50% 60% 70%
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Product 01
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Product 02
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Product 03
59. Stacked Column
59
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Product 01
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on data. Just left click on it and
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Product 02
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Product 03
160
100
180
230
180
200
200
250
130
200
140
150
230
100
200
350
240
280
0 100 200 300 400 500 600 700 800
2015
2016
2017
2018
2019
2020
Years
Sales in Million
60. Agenda
60
01 02 03 04 05
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61. Comparison
61
50% 75%
80%
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PC users in
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62. Matrix
62
High
High
Low
Supply Risk
Profit
Impact
High-Low
Quadrant
High-High
Quadrant
Low-High
Quadrant
Low-Low
Quadrant
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45% 65% 85%
Financial
63
64. Puzzle
64
01
02 04
03 05
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65. Idea Generation
65
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01
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02
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03
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66. Meet Our Team
66
Name Here
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(Designation)
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67. Our Goal
67
01
02
03
04
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68. Timeline
68
2020
2019
2018
2017
2016
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