This document summarizes key strategies and best practices for personal training businesses based on a seminar presented by Brent Darden and Ryan Overdorf. Some of the main points discussed include:
- Making the business model and personal training services a top priority over facility design and equipment.
- Featuring and marketing personal training as the core service through internal and external efforts such as member experience managers.
- Adopting a team concept with professional trainers providing daily workouts, weekly training sessions, and ongoing education.
- Scheduling time for continuing education, assessments, and training sessions to achieve long-term client success and business growth.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
The document describes a 4-day workshop called "Make Your Presence Felt" aimed at helping executives improve their personal branding, executive presence, and communication skills. The workshop is led by Elena Asgar and Gary Sandhu and uses activities, videos, feedback and coaching to teach skills like presenting, influencing, storytelling and relationship building. It discusses developing a credible professional presence, powerful messaging, body language, voice techniques and more. Clients reportedly see significant impacts on their effectiveness from applying the strategies learned. The workshop is offered to companies with various options that include coaching, materials and faculty travel arrangements.
London School of International MBA (Master of Business Administration) in just 12 months.
Get in touch with us at www.LSIB.co.uk via Live Chat.
Pay fee in easy flexible instalments:
Monthly / Quarterly or half yearly
Payment can be made online using credit / debit card
You can also pay through bank transfer/ EFT
Extra 5% discount available for those paying in full.
Internal Branding To Strengthen Talent Retention StrategiesKenny Ong
*Signal to the staff the chance of career development in your
organisation
*Secondment - Increasingly being recognised as valuable for development.
*Providing increase in flexibility of working patterns which
will be increasingly important in the future.
*Understand secondment
well to develop your organisation’s skills base and avoid the possible
pitfalls.
l*Internal branding and employee engagement - Learn the building and maintaining of successful internal brand. *Discover how this will
positively affect your position as an employer, staff retention rates and customer service.
The consulting firm provides executive education and coaching services to global leaders through programs in various locations worldwide on topics like career development, entrepreneurship, and innovation. Led by its founder and CEO, the firm works with 80 professionals to design experience-based learning platforms using theories and approaches like neuroleadership and emotional intelligence. In addition to its headquarters in Germany, the firm has offices and representatives in over 30 countries across Europe, Africa, Asia-Pacific, North America, and the Middle East.
This document provides information on career development and entrepreneurship. It discusses defining career goals and the requirements to achieve those goals. It emphasizes creating a career development plan with milestones and reviewing it regularly. The document also covers personal branding for job seekers, highlighting skills, networking, and continuing education. Additionally, it discusses different levels of entrepreneurial development from self-employment to becoming an entrepreneurial investor. The overall message is on taking steps to advance one's career through planning, skills development, and potentially pursuing entrepreneurship or investment opportunities.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
The document describes a 4-day workshop called "Make Your Presence Felt" aimed at helping executives improve their personal branding, executive presence, and communication skills. The workshop is led by Elena Asgar and Gary Sandhu and uses activities, videos, feedback and coaching to teach skills like presenting, influencing, storytelling and relationship building. It discusses developing a credible professional presence, powerful messaging, body language, voice techniques and more. Clients reportedly see significant impacts on their effectiveness from applying the strategies learned. The workshop is offered to companies with various options that include coaching, materials and faculty travel arrangements.
London School of International MBA (Master of Business Administration) in just 12 months.
Get in touch with us at www.LSIB.co.uk via Live Chat.
Pay fee in easy flexible instalments:
Monthly / Quarterly or half yearly
Payment can be made online using credit / debit card
You can also pay through bank transfer/ EFT
Extra 5% discount available for those paying in full.
Internal Branding To Strengthen Talent Retention StrategiesKenny Ong
*Signal to the staff the chance of career development in your
organisation
*Secondment - Increasingly being recognised as valuable for development.
*Providing increase in flexibility of working patterns which
will be increasingly important in the future.
*Understand secondment
well to develop your organisation’s skills base and avoid the possible
pitfalls.
l*Internal branding and employee engagement - Learn the building and maintaining of successful internal brand. *Discover how this will
positively affect your position as an employer, staff retention rates and customer service.
The consulting firm provides executive education and coaching services to global leaders through programs in various locations worldwide on topics like career development, entrepreneurship, and innovation. Led by its founder and CEO, the firm works with 80 professionals to design experience-based learning platforms using theories and approaches like neuroleadership and emotional intelligence. In addition to its headquarters in Germany, the firm has offices and representatives in over 30 countries across Europe, Africa, Asia-Pacific, North America, and the Middle East.
This document provides information on career development and entrepreneurship. It discusses defining career goals and the requirements to achieve those goals. It emphasizes creating a career development plan with milestones and reviewing it regularly. The document also covers personal branding for job seekers, highlighting skills, networking, and continuing education. Additionally, it discusses different levels of entrepreneurial development from self-employment to becoming an entrepreneurial investor. The overall message is on taking steps to advance one's career through planning, skills development, and potentially pursuing entrepreneurship or investment opportunities.
At Singapore Online Training , we believe that every individual has the potential and capacity to excel in life and contribute positively to their organisation’s growth.
Education is a lifelong process and with the right skills and competencies, coupled with proven methods of communication for information retention and ability to apply in areas of work, every individual has the opportunity to pursue their goals.
With a better workforce, World progresses!
This document provides an introduction and contents for an Entrepreneurship 101 and Export 101 training guide. The guide aims to help participants analyze business practices, identify skills needed for entrepreneurial and export success, understand risk assessment and customer relationships, and develop company and product profiles. The training consists of modules on entrepreneurship and export management that cover topics such as defining entrepreneurs, assessing strengths and weaknesses, selecting export products, and understanding international trade basics. Participants are given assignments to complete a company profile and markets document to develop an export business plan.
Organizations are increasingly focusing on the development of frontline workers in order to differentiate their employer brand, build a strong employee value proposition, and to ensure they have the skills and knowledge needed to compete in the market place.
Alternative Pathways for learning allow organizations to focus their spending on workforce development, training, and tuition assistance strategically to build their workforce.
Prakrut Mehta offers training programs through his company to help organizations improve performance in areas like competitiveness, culture, and direction. He has 18 years of industry experience and an MBA. The programs focus on sales training, design thinking, customer experience mapping, and defining organizational values. They are meant to equip participants with simple and effective methods through workshops and engagements lasting 1-6 days depending on the program. T-Suite is also offered, which is a workplace technology platform for automation, analytics, and more.
This document provides summaries for 8 workshops covering topics like professional communication, sales essentials, negotiation skills, powerful presentations, account management, time management, coaching for performance, and managing millennials. Each workshop is 1 day and focuses on practical skills and techniques for professionals through interactive activities and exercises. Objectives cover topics like communication, sales processes, negotiation strategies, presentation skills, relationship building, self-management, coaching, and managing young talent.
TATA Institute of social sciences(TISS) was established in 1936 as a government of India institute and recognized as a university by UGC . A working on the Skill Development mission with its unique model " EARN WHILE YOU LEARN " TISS is providing the opportunity to enhance the skill and give workplace based industry experience. RMS is hub partner of TISS for Chandigarh region . It believes that real knowledge is a combined functioning of Theoretical and Practical skills of the market.
Eugene McCain is a goal-oriented individual with experience in various industries including public accounting, oil and gas, utilities, management consulting, and financial services. He has demonstrated excellence through promotions and awards over his career. McCain enjoys challenges, working in teams, and solving complex problems. His greatest professional strength is innovation and bringing fresh approaches to issues. He is looking for a new role that allows him to utilize his diverse skill set.
Learoy is an education company that focuses on leadership, customer experience, and workplace culture. It believes that investing in education helps solve common business problems in these areas. Learoy offers various programs, including The Learoy 3 which covers leadership, customer experience, and culture through online and classroom learning. It also offers a High Performance Leadership program that develops excellence across six core business areas over six months using digital learning and face-to-face sessions. Learoy has partnered with a training organization to offer a nationally recognized Diploma of Leadership and Management.
Ostergaard & Co is an executive search and training firm that specializes in specific industries. They focus on recruiting middle to upper management positions and training in areas like sales, leadership, and organizational development. The company was founded in China, Hong Kong, and Singapore in 2007 by two Danish partners who have extensive experience in Fortune 200 companies in Asia. They use assessments and a customized recruitment process to find the best talent and ensure client success through their industry expertise, business understanding, and commitment to long-term client relationships.
This document provides information about the "Strategic Human Capital Management in SMEs 2015 Congress" event being held on October 13, 2015 in Singapore. The one-day conference will provide local small and medium enterprises (SMEs) with practical advice and tips on effective leadership, employee recruitment and engagement, and people management strategies aligned with business goals. Sessions will include panel discussions, workshops, and a clinic to address specific business challenges. The event aims to help SMEs develop their human resources capabilities and become employers of choice.
The document discusses entrepreneurship and provides definitions and explanations of key concepts related to entrepreneurship including the meaning of entrepreneurship, importance of entrepreneurship, entrepreneurial qualities, types of entrepreneurs, and differences between entrepreneurs, businessmen, and managers. It also covers topics such as creativity and innovation, invention vs innovation, research and development, intrapreneurship, and traits of successful entrepreneurs.
This document provides an overview of an MBA program and the choices students must make regarding specializations. It discusses what skills an MBA develops, why students pursue an MBA, and how to plan one's career. It describes the major specialization options of finance, marketing, operations, systems, and human resources. Methods for choosing a specialization include passion, dislike, research, and assessing one's strengths. The document offers suggestions for success and concludes that desire, focus, and commitment are key.
This document presents a case study on the effectiveness of sales force training on performance and productivity at The Landmark Hotel in Kanpur, India. It includes an introduction, research problem, objectives, methodology, findings and conclusions. The study found that the hotel's current training program was effective but could be improved by increasing duration. Sales force members reported enhanced performance after attending training. The document recommends assessing training needs regularly and inviting varied trainers to maximize the impact of training programs.
The document provides information about developing an HRM system for Pakistan Tea Company including their vision, mission, goals, organizational hierarchy, strategic HRM planning process, job descriptions for key roles, and job specifications. The company's vision is to be the best tea provider in Southeast Asia and their mission is to add value to each cup sold and give customers more than just tea.
This presentation is an introduction to Month 12 of our Global Markets Coaching Program. The Global Markets Coaching program facilitates business growth and development between developed and emerging countries - for entrepreneurs, innovators and business leaders - particularly by our unique coaching program.
Banker's U workshop presentation covers marketing skills and resources for new business endeavors; Build confidence and motivation in working for yourself or seek a broader job pool for the existing skills you have.
For book purchase, licensing for the stage or more information please visit our website.
Watch video: http://youtu.be/bBvlJYTpW5g
Available on Amazon from John DeGaetano Productions
http://www.amazon.com/author/johndegaetano
http://www.johndegaetanoproductions.com
The level that Kirkpatrick and Phillips forgot! This is the level that is the key for ongoing organisational improvement from an L&D perspective so you're training spend is not wasted. Download the report in full here: https://www.mtdtraining.co.uk/whitepapers/
This document provides an overview of marketing as a career field. It defines marketing as managing customer requirements profitably and outlines the various functions within marketing like advertising, public relations, and market research. It then discusses careers in marketing, including common entry-level positions at both client and agency companies. The document emphasizes gaining relevant qualifications and experience through internships or student brand manager roles. It provides tips for writing strong resumes and interview preparation. Finally, it recommends resources for finding marketing jobs, including the Getin2Marketing website.
This document describes TriFinance's new approach to talent development called "Living MeInc" which focuses on self-directed career development and flexibility. The key aspects of Living MeInc are:
1) Professionals ("Me Inc-ers") explore their competencies, interests, values and ambitions to define their own career destination rather than being assigned roles.
2) Me Inc-ers compose individual development plans which they align with TriFinance to gain transparency and commitment.
3) The process is supported by career coaching from TriFinance and focuses on continuous self-reflection and realization of achievements.
4) This approach aims to make TriFinance the preferred partner for clients and preferred platform for professionals to have more
Personal selling and sales force management- Importance and training methods Antara Rabha
The document discusses Adidas' holistic sales training program developed by DOOR Consulting to address issues like low employee
passion, skills and retention. The multi-pronged program included training store managers through a "Train the Trainer" program
to then coach employees. It aimed to instill passion for Adidas and its products in employees. Modules covered developing
customer engagement skills, understanding different customer types, active listening, criticism and open-ended questioning.
Follow-up "52 Training Pitches" by managers reinforced the knowledge and embedded the learnings long-term to improve sales.
The comprehensive approach addressed both employee development and instilling a bond with Adidas to boost performance.
At Singapore Online Training , we believe that every individual has the potential and capacity to excel in life and contribute positively to their organisation’s growth.
Education is a lifelong process and with the right skills and competencies, coupled with proven methods of communication for information retention and ability to apply in areas of work, every individual has the opportunity to pursue their goals.
With a better workforce, World progresses!
This document provides an introduction and contents for an Entrepreneurship 101 and Export 101 training guide. The guide aims to help participants analyze business practices, identify skills needed for entrepreneurial and export success, understand risk assessment and customer relationships, and develop company and product profiles. The training consists of modules on entrepreneurship and export management that cover topics such as defining entrepreneurs, assessing strengths and weaknesses, selecting export products, and understanding international trade basics. Participants are given assignments to complete a company profile and markets document to develop an export business plan.
Organizations are increasingly focusing on the development of frontline workers in order to differentiate their employer brand, build a strong employee value proposition, and to ensure they have the skills and knowledge needed to compete in the market place.
Alternative Pathways for learning allow organizations to focus their spending on workforce development, training, and tuition assistance strategically to build their workforce.
Prakrut Mehta offers training programs through his company to help organizations improve performance in areas like competitiveness, culture, and direction. He has 18 years of industry experience and an MBA. The programs focus on sales training, design thinking, customer experience mapping, and defining organizational values. They are meant to equip participants with simple and effective methods through workshops and engagements lasting 1-6 days depending on the program. T-Suite is also offered, which is a workplace technology platform for automation, analytics, and more.
This document provides summaries for 8 workshops covering topics like professional communication, sales essentials, negotiation skills, powerful presentations, account management, time management, coaching for performance, and managing millennials. Each workshop is 1 day and focuses on practical skills and techniques for professionals through interactive activities and exercises. Objectives cover topics like communication, sales processes, negotiation strategies, presentation skills, relationship building, self-management, coaching, and managing young talent.
TATA Institute of social sciences(TISS) was established in 1936 as a government of India institute and recognized as a university by UGC . A working on the Skill Development mission with its unique model " EARN WHILE YOU LEARN " TISS is providing the opportunity to enhance the skill and give workplace based industry experience. RMS is hub partner of TISS for Chandigarh region . It believes that real knowledge is a combined functioning of Theoretical and Practical skills of the market.
Eugene McCain is a goal-oriented individual with experience in various industries including public accounting, oil and gas, utilities, management consulting, and financial services. He has demonstrated excellence through promotions and awards over his career. McCain enjoys challenges, working in teams, and solving complex problems. His greatest professional strength is innovation and bringing fresh approaches to issues. He is looking for a new role that allows him to utilize his diverse skill set.
Learoy is an education company that focuses on leadership, customer experience, and workplace culture. It believes that investing in education helps solve common business problems in these areas. Learoy offers various programs, including The Learoy 3 which covers leadership, customer experience, and culture through online and classroom learning. It also offers a High Performance Leadership program that develops excellence across six core business areas over six months using digital learning and face-to-face sessions. Learoy has partnered with a training organization to offer a nationally recognized Diploma of Leadership and Management.
Ostergaard & Co is an executive search and training firm that specializes in specific industries. They focus on recruiting middle to upper management positions and training in areas like sales, leadership, and organizational development. The company was founded in China, Hong Kong, and Singapore in 2007 by two Danish partners who have extensive experience in Fortune 200 companies in Asia. They use assessments and a customized recruitment process to find the best talent and ensure client success through their industry expertise, business understanding, and commitment to long-term client relationships.
This document provides information about the "Strategic Human Capital Management in SMEs 2015 Congress" event being held on October 13, 2015 in Singapore. The one-day conference will provide local small and medium enterprises (SMEs) with practical advice and tips on effective leadership, employee recruitment and engagement, and people management strategies aligned with business goals. Sessions will include panel discussions, workshops, and a clinic to address specific business challenges. The event aims to help SMEs develop their human resources capabilities and become employers of choice.
The document discusses entrepreneurship and provides definitions and explanations of key concepts related to entrepreneurship including the meaning of entrepreneurship, importance of entrepreneurship, entrepreneurial qualities, types of entrepreneurs, and differences between entrepreneurs, businessmen, and managers. It also covers topics such as creativity and innovation, invention vs innovation, research and development, intrapreneurship, and traits of successful entrepreneurs.
This document provides an overview of an MBA program and the choices students must make regarding specializations. It discusses what skills an MBA develops, why students pursue an MBA, and how to plan one's career. It describes the major specialization options of finance, marketing, operations, systems, and human resources. Methods for choosing a specialization include passion, dislike, research, and assessing one's strengths. The document offers suggestions for success and concludes that desire, focus, and commitment are key.
This document presents a case study on the effectiveness of sales force training on performance and productivity at The Landmark Hotel in Kanpur, India. It includes an introduction, research problem, objectives, methodology, findings and conclusions. The study found that the hotel's current training program was effective but could be improved by increasing duration. Sales force members reported enhanced performance after attending training. The document recommends assessing training needs regularly and inviting varied trainers to maximize the impact of training programs.
The document provides information about developing an HRM system for Pakistan Tea Company including their vision, mission, goals, organizational hierarchy, strategic HRM planning process, job descriptions for key roles, and job specifications. The company's vision is to be the best tea provider in Southeast Asia and their mission is to add value to each cup sold and give customers more than just tea.
This presentation is an introduction to Month 12 of our Global Markets Coaching Program. The Global Markets Coaching program facilitates business growth and development between developed and emerging countries - for entrepreneurs, innovators and business leaders - particularly by our unique coaching program.
Banker's U workshop presentation covers marketing skills and resources for new business endeavors; Build confidence and motivation in working for yourself or seek a broader job pool for the existing skills you have.
For book purchase, licensing for the stage or more information please visit our website.
Watch video: http://youtu.be/bBvlJYTpW5g
Available on Amazon from John DeGaetano Productions
http://www.amazon.com/author/johndegaetano
http://www.johndegaetanoproductions.com
The level that Kirkpatrick and Phillips forgot! This is the level that is the key for ongoing organisational improvement from an L&D perspective so you're training spend is not wasted. Download the report in full here: https://www.mtdtraining.co.uk/whitepapers/
This document provides an overview of marketing as a career field. It defines marketing as managing customer requirements profitably and outlines the various functions within marketing like advertising, public relations, and market research. It then discusses careers in marketing, including common entry-level positions at both client and agency companies. The document emphasizes gaining relevant qualifications and experience through internships or student brand manager roles. It provides tips for writing strong resumes and interview preparation. Finally, it recommends resources for finding marketing jobs, including the Getin2Marketing website.
This document describes TriFinance's new approach to talent development called "Living MeInc" which focuses on self-directed career development and flexibility. The key aspects of Living MeInc are:
1) Professionals ("Me Inc-ers") explore their competencies, interests, values and ambitions to define their own career destination rather than being assigned roles.
2) Me Inc-ers compose individual development plans which they align with TriFinance to gain transparency and commitment.
3) The process is supported by career coaching from TriFinance and focuses on continuous self-reflection and realization of achievements.
4) This approach aims to make TriFinance the preferred partner for clients and preferred platform for professionals to have more
Personal selling and sales force management- Importance and training methods Antara Rabha
The document discusses Adidas' holistic sales training program developed by DOOR Consulting to address issues like low employee
passion, skills and retention. The multi-pronged program included training store managers through a "Train the Trainer" program
to then coach employees. It aimed to instill passion for Adidas and its products in employees. Modules covered developing
customer engagement skills, understanding different customer types, active listening, criticism and open-ended questioning.
Follow-up "52 Training Pitches" by managers reinforced the knowledge and embedded the learnings long-term to improve sales.
The comprehensive approach addressed both employee development and instilling a bond with Adidas to boost performance.
This document discusses the importance of marketing accountability and capability for businesses. It argues that many marketing leaders lack sufficient knowledge to assess the commercial impact of marketing. It emphasizes that marketers need to understand accountability, have the skills to lead organizations, and demonstrate return on investment. The document also discusses competency frameworks that identify the skills needed for marketers to be effective and deliver value to businesses. It promotes qualifications from the Chartered Institute of Marketing that ensure marketers meet competency standards.
A successful and established coaching culture is integral to employee development, employee engagement and positive business results. Therefore, developing managers who provide their employees with differentiated coaching experiences are critical to your company’s success. In this session, you will learn how to effectively build and maintain a strong coaching culture, as well as how to measure your coaching program’s success.
Best Sales and marketing consultancy profileRohit Sharma
Rohit Sharma founded RRP Ventures in April 2016 based in Bhopal, India to provide marketing and sales consulting services. The company helps clients strategize and manage their sales through services such as branding, lead generation, marketing campaigns, digital marketing, and sales process establishment. Some of RRP Ventures' clients include India Techs Ltd. in Kochi, VR Group in Jaipur, and Aadarsh Pvt. Ltd. in Bhopal. RRP Ventures' goal is to organize clients' sales efforts through customized processes and strategies adapted from Fortune 500 companies to achieve continuous growth.
2010 Seattle SMA Presentation - Conference Room Or Cubicle, What type of recr...Steve Lowisz
This document summarizes a presentation on how talent acquisition professionals can build credibility with hiring managers. It discusses moving from being viewed as an "expense center" to a "profit center" by focusing on quality of hire rather than just filling seats. It recommends recruiters lead the job ordering and candidate selection process, communicate proactively, and focus on metrics that drive business results like quality of hire and productivity rather than just time-to-fill. It also provides examples of competencies and steps recruiters can take to align their strategy with organizational objectives.
Unlocking Success: The Power of a Marketing ConsultantSaletancy
This PDF provides a comprehensive guide on the role and significance of marketing consultants in business growth. It covers topics such as their expertise, qualities to look for when hiring one, measuring their success, and real-life case studies. Additionally, it explores the choice between marketing consultants and in-house teams. The document also includes FAQs, a glossary of marketing terms, recommended readings, and a checklist for hiring a marketing consultant. It concludes with acknowledgments and an author's bio, offering valuable insights for businesses considering marketing consulting services.
How to hire the perfect Performance Marketing ManagerHireQuotient
1. Define Clear Objectives
Identify specific goals and KPIs such as ROI, conversion rates, and customer acquisition costs. Understanding your objectives will help you articulate what skills and experiences candidates need to bring to the role.
2. Use a Detailed Job Description
Create the JD to include specific responsibilities, skills, and qualifications unique to your company's needs. Highlight your company culture and the opportunities for growth and impact within the role to attract candidates who are not only capable but also enthusiastic about what your company stands for.
3. Source Candidates Strategically
Post the job on your company’s careers page, relevant job boards, and professional networks like LinkedIn. Consider reaching out to your industry network for referrals, which can lead to high-quality candidates. Additionally, leveraging specialized recruitment agencies or platforms can help you tap into a pool of pre-vetted talent.
4. Screen for Essential Skills
Review applications with an eye for the essential technical skills such as proficiency in digital advertising platforms, analytics, and SEO. Look for candidates with a strong analytical background, demonstrated success in performance marketing, and experience managing budgets effectively. Soft skills like strategic thinking, communication, and leadership are also crucial.
5. Conduct In-depth Interviews
Prepare for interviews with questions that explore candidates' strategic approach to performance marketing, problem-solving skills, and adaptability. Discuss their past campaigns in detail, including successes, challenges, and learnings. This can give you insights into their hands-on experience and strategic thinking.
6. Evaluate with Practical Assessments
Consider giving a practical task, such as analyzing a campaign's performance data or creating a brief performance marketing strategy. This can help assess the candidate's analytical abilities, strategic thinking, and creativity in a real-world context.
7. Check References
Speaking with former employers or clients can provide valuable insights into the candidate's work ethic, impact, and ability to collaborate with teams. Ask specific questions related to the candidate’s performance marketing successes and any challenges they overcame.
8. Make a Competitive Offer
Once you've identified the right candidate, make a competitive offer that reflects the value they will bring to your company. Include not just salary, but also benefits, work-life balance options, and opportunities for professional development.
9. Onboard for Success
Ensure a smooth transition into your team by providing comprehensive onboarding. Introduce them to your company's marketing tools, processes, and team members. Setting clear expectations and providing ongoing support is key to their success and integration into your company.
Read the full article here: https://www.hirequotient.com/how-to-hire/performance-marketing-manager
This document provides an overview of Porter Henry & Company, a sales training and consulting firm. It summarizes their mission to improve sales productivity for clients. Key services include customized training programs, salesforce studies and needs analyses, and systems design. It describes their custom design process for training programs and highlights how they work closely with clients to ensure materials are relevant and tailored to their needs.
Human Resource Management of Boomerang DigitalAleef Muhammad
Human resource management at Boomerang Digital involves strategic management of employees to help the business gain a competitive advantage. The company has six departments including marketing, finance, branding, human resources, IT, and special projects. Employees go through an online and offline recruitment process including interviews. Training and development programs are conducted for each department. Performance is regularly appraised and compensation includes bonuses. The company practices equal employment opportunity and participative leadership in decision making.
This document provides an overview of a sales training program study conducted at Aircel Ltd. It begins with an introduction describing how sales training is important for increasing employee satisfaction and organizational productivity. It then discusses the concept of sales training, different types of sales training programs including on-the-job training and organized training. The document also outlines the sales training process at Aircel and benefits of sales training for employees like individual development and self-motivation. It concludes by describing steps to make sales training effective.
This document discusses human resource management (HRM) in the retail industry. It covers the importance of HRM from different perspectives, provides an overview of key HRM concepts in retail like identifying roles, recruitment, training, motivation and performance evaluation. It also discusses the role of HR in retail organizations and different organizational structures used like for small independent stores versus large retail chains.
This document discusses human resource management (HRM) in the retail industry. It covers the importance of HRM from different perspectives, provides an overview of key HRM concepts in retail like identifying roles, recruitment, training, motivation and performance evaluation. It also discusses the role of HR in retail organizations and different organizational structures used like for small independent stores versus large retail chains.
This document provides an overview of BusinessEYE UK, a consulting firm that offers business solutions including leadership and management training, human resources, marketing, customer service, and recruitment services. They aim to help organizations unleash their potential by empowering employees. Their services include customized training programs, open training programs, consulting, recruitment, market research, and executive coaching. They take a consultative approach to understand clients' needs and provide tailored solutions.
4 Steps to a Compelling Employer Brand from ScratchAndy, Xinbin Hu
While 72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring, just 55% have a proactive employer brand strategy*.
If you belong to one of the 45% of companies who do not have a proactive employer brand strategy, getting started can feel daunting.
In this APAC webinar, LinkedIn Employer Brand specialists will show you how you can build a compelling employer brand in-house and from scratch. You will learn:
How to setup your employer brand project for success
How to develop your Employer Value Proposition
How to plan your employer brand communications
How to rollout your employer brand
L&D's Role in Closing the Soft Skills GapBizLibrary
Organizations have tried all types of approaches to fill the soft skills gap. They’ve gone on hiring sprees, brought in consultants and even administered lengthy tests to candidates before hiring — but to little avail, as those gaps remain. What’s the next step? What are these organizations missing?
Training. Upskilling current employees is the most effective and cost-efficient way to bridge skill gaps and create an organization that’s ready for the future. But it doesn’t take just any kind of training.
Join us for this complimentary Training Industry webinar, sponsored by BizLibrary. Katie Miller will discuss the best training strategies to use when looking to close your employees’ soft skills gaps.
The document discusses various aspects of human resource planning and recruitment processes at Citibank. It covers identifying business needs, conducting job analyses and feasibility assessments, recruitment stages including screening candidates, interviews and assessments. It also discusses headhunting processes, competencies for candidates, performance management including scorecards, training and development programs, succession planning and employee benefits.
High-tech Marketing, the Silicon Valley wayAndrew Ahn
This document discusses high-tech marketing in Silicon Valley. It begins by defining marketing and outlining the traditional 4Ps marketing mix of product, price, placement, and promotion. It then notes that high-tech marketing requires solving unique problems like marketing to nascent or non-existent markets, constant change, unproven technologies, and fierce competition. It advocates for "modern marketers" with skills in areas like marketing analytics, product marketing, and growth marketing. Examples are provided of growth marketing and product marketing in action. Finally, it offers three pieces of advice for training yourself as a tech marketer: experience products critically, critique marketing messages, and invest in analytical skills like A/B testing and data analysis.
5 Questions Every Executive Must Consider Before Investing in Sales TrainingYakov Smart ✔️
Here are 5 questions you must consider as an executive before investing in sales training.
Relevant topics: Sales, Sales Development, Sales Training, Business Development, Inbound Marketing, Lead Generation
Similar to The Business of Personal Training: Best Practices (20)
Member Experience & Engagement is a 12-part document that outlines strategies for creating a memorable member experience. It emphasizes that member retention is key, as the lifetime value of a member is much greater than one-time sales. It stresses that customer experience should be a foundational value and embedded throughout an organization. Finally, it provides tips for strategically planning, recruiting for, teaching, modeling, evaluating, coaching, rewarding, and enjoying an excellent member experience.
This document discusses driving employee engagement through discretionary effort. It outlines 12 truths that can inspire discretionary effort: 1) recruit the right talent, 2) earn trust, 3) communicate clarity, 4) listen, 5) set a good example, 6) empower with responsibility, 7) create community, 8) inspire a common cause, 9) ensure meaningful work, 10) provide feedback and accountability, 11) stimulate personal growth, 12) encourage the heart. Engaged employees lead to higher service, satisfaction, sales, profits, retention, productivity and loyalty. The greatest gift a leader has is creating a culture where employees freely give discretionary effort.
IHRSA Conference 2014 - Building & Bonding Your Teambdarden
The speaker discusses building employee engagement through bonding teams. He emphasizes making people a priority and cultivating an engaged workforce of 30% by developing a sense of community and meaningful work. The document provides tips for onboarding new employees through personal welcomes, orientation training, recognition programs, and fostering fun and community. The goal is to retain top talent and inspire excellence through engaged employees who feel connected to the organization and each other.
The document discusses strategies for maximizing revenue per member through ancillary income sources like personal training, yoga classes, spa services, and retail. It analyzes benchmark data showing that ancillary fees make up a larger portion of total revenue than membership dues alone. The document then outlines a 4-step process clubs can take to identify potential ancillary revenue opportunities, analyze them, and effectively deliver new services to members.
This document discusses how to create and sustain a strong club culture. It emphasizes defining the club's vision, mission, and core values. New employees should be onboarded to understand the culture through training on traditions, standards, and sharing the club's story. The culture needs to be reinforced through all-hands meetings, recognition programs, and by engaging employees who live the values. Maintaining the original vision, values and changing practices over time are keys to preserving the desired club culture.
This document discusses strategies for clubs to maximize revenue per member through ancillary sales. It begins by defining ancillary or non-dues revenue and benchmarking typical clubs that derive 68% of revenue from dues and 32% from ancillary fees. The document then outlines a 4-step strategic approach: 1) Define current members, 2) Identify potential ancillary offerings, 3) Analyze opportunities, and 4) Develop delivery systems. Examples of potential ancillary revenue sources for fitness clubs include personal training, group classes, spa services, nutrition programs, retail, and a cafe. The key is developing an integrated strategy to upsell existing members on value-added services that increase their spending at the club.
The document provides guidance on creating and sustaining a positive club culture. It emphasizes identifying, branding, committing to, and communicating the club's culture. Key aspects include developing a vision, mission, and values; recruiting and onboarding new members in a way that reinforces the culture; providing training to ensure all members understand and live the culture; and recognizing and rewarding members who demonstrate the desired cultural behaviors. The goal is to align all aspects of the club's operations around its cultural foundation in order to achieve its mission and goals.
This document discusses the importance of employee engagement and developing personal connections with employees. It argues that engaged employees care about the company's future, while disengaged employees lower morale and costs. The document then provides suggestions for personally engaging employees, such as developing a roadmap, managing expectations, telling your story, recognizing employees, and celebrating milestones. The goal is to make employees feel personally invested in the company's success.
8 Surprising Reasons To Meditate 40 Minutes A Day That Can Change Your Life.pptxHolistified Wellness
We’re talking about Vedic Meditation, a form of meditation that has been around for at least 5,000 years. Back then, the people who lived in the Indus Valley, now known as India and Pakistan, practised meditation as a fundamental part of daily life. This knowledge that has given us yoga and Ayurveda, was known as Veda, hence the name Vedic. And though there are some written records, the practice has been passed down verbally from generation to generation.
Histololgy of Female Reproductive System.pptxAyeshaZaid1
Dive into an in-depth exploration of the histological structure of female reproductive system with this comprehensive lecture. Presented by Dr. Ayesha Irfan, Assistant Professor of Anatomy, this presentation covers the Gross anatomy and functional histology of the female reproductive organs. Ideal for students, educators, and anyone interested in medical science, this lecture provides clear explanations, detailed diagrams, and valuable insights into female reproductive system. Enhance your knowledge and understanding of this essential aspect of human biology.
Promoting Wellbeing - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Lecture 6 -- Memory 2015.pptlearning occurs when a stimulus (unconditioned st...AyushGadhvi1
learning occurs when a stimulus (unconditioned stimulus) eliciting a response (unconditioned response) • is paired with another stimulus (conditioned stimulus)
The skin is the largest organ and its health plays a vital role among the other sense organs. The skin concerns like acne breakout, psoriasis, or anything similar along the lines, finding a qualified and experienced dermatologist becomes paramount.
Cell Therapy Expansion and Challenges in Autoimmune DiseaseHealth Advances
There is increasing confidence that cell therapies will soon play a role in the treatment of autoimmune disorders, but the extent of this impact remains to be seen. Early readouts on autologous CAR-Ts in lupus are encouraging, but manufacturing and cost limitations are likely to restrict access to highly refractory patients. Allogeneic CAR-Ts have the potential to broaden access to earlier lines of treatment due to their inherent cost benefits, however they will need to demonstrate comparable or improved efficacy to established modalities.
In addition to infrastructure and capacity constraints, CAR-Ts face a very different risk-benefit dynamic in autoimmune compared to oncology, highlighting the need for tolerable therapies with low adverse event risk. CAR-NK and Treg-based therapies are also being developed in certain autoimmune disorders and may demonstrate favorable safety profiles. Several novel non-cell therapies such as bispecific antibodies, nanobodies, and RNAi drugs, may also offer future alternative competitive solutions with variable value propositions.
Widespread adoption of cell therapies will not only require strong efficacy and safety data, but also adapted pricing and access strategies. At oncology-based price points, CAR-Ts are unlikely to achieve broad market access in autoimmune disorders, with eligible patient populations that are potentially orders of magnitude greater than the number of currently addressable cancer patients. Developers have made strides towards reducing cell therapy COGS while improving manufacturing efficiency, but payors will inevitably restrict access until more sustainable pricing is achieved.
Despite these headwinds, industry leaders and investors remain confident that cell therapies are poised to address significant unmet need in patients suffering from autoimmune disorders. However, the extent of this impact on the treatment landscape remains to be seen, as the industry rapidly approaches an inflection point.
Summer is a time for fun in the sun, but the heat and humidity can also wreak havoc on your skin. From itchy rashes to unwanted pigmentation, several skin conditions become more prevalent during these warmer months.
low birth weight presentation. Low birth weight (LBW) infant is defined as the one whose birth weight is less than 2500g irrespective of their gestational age. Premature birth and low birth weight(LBW) is still a serious problem in newborn. Causing high morbidity and mortality rate worldwide. The nursing care provide to low birth weight babies is crucial in promoting their overall health and development. Through careful assessment, diagnosis,, planning, and evaluation plays a vital role in ensuring these vulnerable infants receive the specialize care they need. In India every third of the infant weight less than 2500g.
Birth period, socioeconomical status, nutritional and intrauterine environment are the factors influencing low birth weight
1. The Business of Personal Training
Best Practices
www.brentdarden.com
2.
3. The
E U R O P E A N H E A LT H C L U B R E P O R T
S i ze a n d S c o p e o f t h e F i t n e s s I n d u st r y
I N T E R N AT I O N A L H E A LT H , R A C Q U E T & S P O R T S C L U B A S S O C I AT I O N
4. Make time to work on the business
not just in the business.
7. Session Objectives:
Best Practices of Prolific Personal Training!
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VII.
VIII.
Business Model Priority
Featured Marketing
Team Concept
Professional Trainers
Continuing Education
Systematic Approach
Accountability Measures
Growth Opportunity
13. II. Featured Marketing
Key Strategies of New Member / Client Acquisition:
•Be Assumptive
•Feature the Benefits
•Encourage the Experience
•Proactive Scheduling
•Incentive Pricing
14. II. Featured Marketing
Member Experience Manager
2008 Nova 7 Marketing
Initiative: Member
Experience Manager
Matchmaker
29. VI. Systematic Approach
We’re Selling Results & Relationships..
Fitness Consultants
OR
Fitness Coordinators
OR
Lead Trainers
30. VI. Systematic Approach
Formula for successful Presentation:
Health Exercise History
Fitness Assessment
Goal Setting
Experience of Training
Exercise Prescription
Introductory Offer
40. VII. Accountability Measures
Key Performance Indicators & Dashboard Metrics
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Daily Sales Analysis Report
Conversion Rate Analysis
Capacity of Open Availability
Number of Sessions Performed
Average Price Per Session
Assessment Run Rate
Client Retention
Percentage of Revenue from PT
Customer Experience - NPS Scores
41. VIII.Growth Opportunities
Price for Production
Develop Tiered Pricing
Focus on Net Revenue
Establish Incentive Plans
Define Advancement Systems