This was the presentation slides on the Future of HR and how it is being disrupted and needs to transform for the 21st century. This presentation was by Roshan Thiran to HRDF Leaders
The Future of HR: Preparing for the RevolutionRobin Schooling
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The world of work continues to evolve at a rapid pace with increasing disruption caused by new business models, emerging technology and developing definitions of the workforce. Along with these changes the role of HR is also shifting as the capabilities and accountabilities for HR professionals is also undergoing a transformation.
In this session we discuss how HR professionals can take steps now to bolster their impact and prepare for the future of the profession including:
⢠The business need for lean, strategy-driven HR/People functions
⢠The interplay of HR technology and business acumen
⢠The ânewâ psychological contract between employers/employees
⢠HRâs imperative to anticipate, embrace and proactively drive change
KITA HR Conference 2018 - HR for the 21st century & the Future of HRRoshan Thiran
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Attached is the presentation slides for Roshan Thiran's presentation at the KITA HR Conference 2018. These slides address his thoughts on where the HR space is heading in the near future in Asia
Buiilding and Supporting a Collaborative WorkplaceRobin Schooling
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Collaboration is not only powerful but also necessary for the survival and growth of an organization. We can tap into the power of technology to encourage and optimize this very basic human interaction, but true impact is realized when we focus on attitude and behaviors and harness the collective wisdom within our organizations whether guiding the company through change and transformation, managing innovation, or focus on maintaining a culture of inclusion and teamwork. Collaboration, when done effectively and with purpose, can ensure alignment with the organizationâs strategic plan and HRâs role (programs, policies and deliverables) is a critical component. In this session we reference research from the following sources:
⢠Collaboration: How Leaders Avoid the Traps, Build Common Ground, and Reap Big Results, Morten Hansen
⢠The Culture of Collaboration, Evan Rosen
⢠The Execution Trap, Roger L. Martin (Harvard Business Review)
⢠Eight Ways to Build Collaborative Teams, Lynda Gratton and Tamara J. Erickson (Harvard Business Review)
⢠Leadership Conversations: Challenging High-Potential Managers to Become Great Leaders, Alan S. Berson/Richard G. Stieglitz
We explore the skills and practices required to lead collaborative efforts in order to drive business results by discussing (1) the 3 types of collaboration (2) the importance of organizational culture â and how it can derail your efforts (3) the role of leaders (4) effective ways to build active and effective cross-functional collaboration.
Employee Engagement Today: The Simply Irresistible OrganizationQualtrics
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Though culture and engagement are often considered two sides of the same coin, each serves itâs own function. In this webinar Josh Bersin will outline how corporate culture and employee engagement work hand in hand and discuss the importance of actively measuring and monitoring both to drive business success.
The Future of HR ' Digitalising HR' by Leadapreneur & IBMJessica Macias
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A place for strategic HR leaders to re-imagine their future by discovering new perspectives, challenging their current assumptions and discussing new ideas with their peers and relevant experts.
These are the slides from the keynote 'Imagining the future of HR' by Jan Bartscht, Leadapreneur Co-founder & Managing Director, delivered on 14th September 2017 to over 30 top senior HR leaders in Kuala Lumpur, Malaysia.
Enjoy and share away!
Talent Management in Year 2020: Deloitte StudySaba Software
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Bersin by Deloitte Study about the world of work in the year 2020.
What will work look like when millennials take over the workforce? How will we manage our talent differently in the near future?
Here we look at the challenges for talent managers in addressing a multi-generational workforce. What changes might HR professionals face in attaining, developing, engaging, retaining and rewarding the employees in their workforce at the end of the decade?
In this presentation, Dr. Katherine Jones, Deloitte Consulting LLP, will cover some myths and realities about the populations entering the workforce today with considerations on what that may mean for the entire workforce by the year 2020.
The Future of HR: Preparing for the RevolutionRobin Schooling
Â
The world of work continues to evolve at a rapid pace with increasing disruption caused by new business models, emerging technology and developing definitions of the workforce. Along with these changes the role of HR is also shifting as the capabilities and accountabilities for HR professionals is also undergoing a transformation.
In this session we discuss how HR professionals can take steps now to bolster their impact and prepare for the future of the profession including:
⢠The business need for lean, strategy-driven HR/People functions
⢠The interplay of HR technology and business acumen
⢠The ânewâ psychological contract between employers/employees
⢠HRâs imperative to anticipate, embrace and proactively drive change
KITA HR Conference 2018 - HR for the 21st century & the Future of HRRoshan Thiran
Â
Attached is the presentation slides for Roshan Thiran's presentation at the KITA HR Conference 2018. These slides address his thoughts on where the HR space is heading in the near future in Asia
Buiilding and Supporting a Collaborative WorkplaceRobin Schooling
Â
Collaboration is not only powerful but also necessary for the survival and growth of an organization. We can tap into the power of technology to encourage and optimize this very basic human interaction, but true impact is realized when we focus on attitude and behaviors and harness the collective wisdom within our organizations whether guiding the company through change and transformation, managing innovation, or focus on maintaining a culture of inclusion and teamwork. Collaboration, when done effectively and with purpose, can ensure alignment with the organizationâs strategic plan and HRâs role (programs, policies and deliverables) is a critical component. In this session we reference research from the following sources:
⢠Collaboration: How Leaders Avoid the Traps, Build Common Ground, and Reap Big Results, Morten Hansen
⢠The Culture of Collaboration, Evan Rosen
⢠The Execution Trap, Roger L. Martin (Harvard Business Review)
⢠Eight Ways to Build Collaborative Teams, Lynda Gratton and Tamara J. Erickson (Harvard Business Review)
⢠Leadership Conversations: Challenging High-Potential Managers to Become Great Leaders, Alan S. Berson/Richard G. Stieglitz
We explore the skills and practices required to lead collaborative efforts in order to drive business results by discussing (1) the 3 types of collaboration (2) the importance of organizational culture â and how it can derail your efforts (3) the role of leaders (4) effective ways to build active and effective cross-functional collaboration.
Employee Engagement Today: The Simply Irresistible OrganizationQualtrics
Â
Though culture and engagement are often considered two sides of the same coin, each serves itâs own function. In this webinar Josh Bersin will outline how corporate culture and employee engagement work hand in hand and discuss the importance of actively measuring and monitoring both to drive business success.
The Future of HR ' Digitalising HR' by Leadapreneur & IBMJessica Macias
Â
A place for strategic HR leaders to re-imagine their future by discovering new perspectives, challenging their current assumptions and discussing new ideas with their peers and relevant experts.
These are the slides from the keynote 'Imagining the future of HR' by Jan Bartscht, Leadapreneur Co-founder & Managing Director, delivered on 14th September 2017 to over 30 top senior HR leaders in Kuala Lumpur, Malaysia.
Enjoy and share away!
Talent Management in Year 2020: Deloitte StudySaba Software
Â
Bersin by Deloitte Study about the world of work in the year 2020.
What will work look like when millennials take over the workforce? How will we manage our talent differently in the near future?
Here we look at the challenges for talent managers in addressing a multi-generational workforce. What changes might HR professionals face in attaining, developing, engaging, retaining and rewarding the employees in their workforce at the end of the decade?
In this presentation, Dr. Katherine Jones, Deloitte Consulting LLP, will cover some myths and realities about the populations entering the workforce today with considerations on what that may mean for the entire workforce by the year 2020.
This was a special presentation to DRB senior leaders on "Leadership in the 21st century." In this session, speaker Roshan Thiran shared 4 key aspects to leadership, from leadership being contextual to context changing and the importance of clarity in leadership. The final point was how great leaders drive change and how we can go about driving change in spite of the obstacles and resistance.
Presentation to OCBC - Leadership in the 21st centuryRoshan Thiran
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Enclosed the Presentation slides for a presentation done by Roshan Thiran to about 400+ employees and leaders at OCBC in October 2015. The presentation walks through what it takes to be a great leader in the 21st century.
Simply Irresistible: Engaging the 21st Century WorkforceJosh Bersin
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Josh Bersin's keynote presentation on the Simply Irresistible Organization, a new and expanded way of thinking about employee engagement and building a people-centric company.
There's a buzz about the future of work and what it means for individuals, leaders and organisations. In this pack we present our ideas about 3 dynamic forces â social, technology and economic change. We look at the implications for career management and present PlanDo, the market leading DIY career management platform that equips you to achieve, grow and contribute everyday.
Realizado junto de mais de 7.000 lĂderes empresariais e de Recursos Humanos (RH) e em 130 paĂses, o estudo Global Human Capital Trends 2016 da Deloitte ĂŠ um dos maiores trabalhos de pesquisa realizado sobre os desafios da força de trabalho, da liderança e dos RH.
Keynote Presentation to CPA America Int'l in Portland, OR in September, 2014.
In a period of rapid change and increasing complexity, the winners will be those who can keep their rate of learning greater than the rate of change and greater than their competition or their L > C.
It's time to reimagine the CPA profession around the concepts of talent development and learning. New skills, new ways of learning, and new thinking. The need for a strategic and systematic approach to talent development is already underway in many high-performing organizations. Are you ready for these sweeping, even disruptive trends?
This presentation covers the latest trends and what we see as "next" practices emerging and how we, at the Business Learning Institute, are working to help CPA firms, corporations, government, and nonprofits with a new approach to talent development and learning designed to get two things: (1) business results and (2) engaged employees who are willing to give you their discretionary efforts!
Data Science and Analytics in Human Resources - Moneyball comes to HRJosh Bersin
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Latest research on the imbalance in employment and the need for data science and assessment science in HR. Applies the concepts of the book Moneyball to HR.
Leaderonomics India Roundtable Sessions - Presentation SlidesRoshan Thiran
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In February 2019, Roshan Thiran (Leaderonomics Group CEO) together with Parthiban Vijaraghavan and Riddhi Parikh (from Leaderonomics India) conducted roundtable sessions with India business leaders and HR directors in Hyderabad, Bangalore and also in Mumbai. Attached are the slides presented by both Roshan and also Parthi/Riddhi.
Learning & Development - Shifting From Normal to the New NormalRoshan Thiran
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In this presentation, Roshan Thiran shares his insights on how the Learning, Development and Engagement functions in organisations are changing. He also shares insights on how HR and Learning professionals can adapt to these changes by leveraging technology and being transformation focused
This was a special presentation to DRB senior leaders on "Leadership in the 21st century." In this session, speaker Roshan Thiran shared 4 key aspects to leadership, from leadership being contextual to context changing and the importance of clarity in leadership. The final point was how great leaders drive change and how we can go about driving change in spite of the obstacles and resistance.
Presentation to OCBC - Leadership in the 21st centuryRoshan Thiran
Â
Enclosed the Presentation slides for a presentation done by Roshan Thiran to about 400+ employees and leaders at OCBC in October 2015. The presentation walks through what it takes to be a great leader in the 21st century.
Simply Irresistible: Engaging the 21st Century WorkforceJosh Bersin
Â
Josh Bersin's keynote presentation on the Simply Irresistible Organization, a new and expanded way of thinking about employee engagement and building a people-centric company.
There's a buzz about the future of work and what it means for individuals, leaders and organisations. In this pack we present our ideas about 3 dynamic forces â social, technology and economic change. We look at the implications for career management and present PlanDo, the market leading DIY career management platform that equips you to achieve, grow and contribute everyday.
Realizado junto de mais de 7.000 lĂderes empresariais e de Recursos Humanos (RH) e em 130 paĂses, o estudo Global Human Capital Trends 2016 da Deloitte ĂŠ um dos maiores trabalhos de pesquisa realizado sobre os desafios da força de trabalho, da liderança e dos RH.
Keynote Presentation to CPA America Int'l in Portland, OR in September, 2014.
In a period of rapid change and increasing complexity, the winners will be those who can keep their rate of learning greater than the rate of change and greater than their competition or their L > C.
It's time to reimagine the CPA profession around the concepts of talent development and learning. New skills, new ways of learning, and new thinking. The need for a strategic and systematic approach to talent development is already underway in many high-performing organizations. Are you ready for these sweeping, even disruptive trends?
This presentation covers the latest trends and what we see as "next" practices emerging and how we, at the Business Learning Institute, are working to help CPA firms, corporations, government, and nonprofits with a new approach to talent development and learning designed to get two things: (1) business results and (2) engaged employees who are willing to give you their discretionary efforts!
Data Science and Analytics in Human Resources - Moneyball comes to HRJosh Bersin
Â
Latest research on the imbalance in employment and the need for data science and assessment science in HR. Applies the concepts of the book Moneyball to HR.
Leaderonomics India Roundtable Sessions - Presentation SlidesRoshan Thiran
Â
In February 2019, Roshan Thiran (Leaderonomics Group CEO) together with Parthiban Vijaraghavan and Riddhi Parikh (from Leaderonomics India) conducted roundtable sessions with India business leaders and HR directors in Hyderabad, Bangalore and also in Mumbai. Attached are the slides presented by both Roshan and also Parthi/Riddhi.
Learning & Development - Shifting From Normal to the New NormalRoshan Thiran
Â
In this presentation, Roshan Thiran shares his insights on how the Learning, Development and Engagement functions in organisations are changing. He also shares insights on how HR and Learning professionals can adapt to these changes by leveraging technology and being transformation focused
The Importance of Organisational Values Webinar SlidesValuesCentre
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"Everything I Have Learned About Values" is now available for purchase! The book summarizes Richard Barrett's 30-year journey to understand how values shape our decision-making. In celebration of its release, we created a three-part webinar series to explore the importance of values.
To watch a recording of this webinar, please use this link:
https://youtu.be/1GXsNm249S4
This webinar focuses on the role values play in organisational culture. Richard will share insights on:
-How do you build a high performing values-driven organization?
-Why is it important to measure your culture?
-What role do leaders play in managing culture?
For more information please visit our website:
https://valuescentre.com
How to Hire Top Talent to Create a Purpose-Driven BusinessY Scouts
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Brian Mohr, Co-Founder & VP of Growth, Y Scouts
Evolution of Management - The way we hire and manage employees has evolved over the centuries. Historically (industrial revolution, scientific management) people were hired and supervised to perform specifically-designed tasks, with a great focus on optimizing productivity. We still see the effects of those roots today. Later, the bureaucracy developed, and behavioral management emerged between the 1920s to 1950s to focus more on the real needs of employees. In recent decades we've seen much emphasis on management science (six sigma, lean) ad its main focus remained often on process or productivity rather than on people.
State of our Workplace Today - Despite contemporary thought leaders (like Peter Drucker, or the emergence of Servant Leadership), today's workplace still produces much unproductive stress, eliminates much creativity and inspiration, and is characterized by high levels of disengagement. This in turn leaves significant opportunities for productivity, growth, and profitability on the table.
Research on Purpose â One of the key pieces we believe is missing is âpurposeâ. In Daniel Pinkâs research on what really motivates people, he finds that purpose is one of the three main drivers. In Gallupâs research into why people follow, âhopeâ is one of the main factors. Dr. Seligmanâs research in the area of positive psychology shows that having a sense of purpose is a key route to high well-being. Purpose is good for people, but for business as well. A range of studies has demonstrated the far-superior results that purpose-driven companies obtain over their money-driven counterparts.
Implications for You â For most companies this means there is a need t0 discover what their purpose is, to communicate, Y Scouts is proposing three main implications. First, what is your purpose? What are you most passionate about, and what are you doing to pursue that? Second, how can you help others find and pursue that? Second, how can you help others find and pursue their purpose? You have great influence over your existing employees (casting them in the right roles) as well as your new hires (interviewing them for fit and purpose). And thirdly, how can you develop and focus your managers and employees on their strengths? To allow purpose to thrive, managers will need to respect the employee for who he/she is and focus on bringing the best out in them.
What We Do â How Y Scouts can help
Q&A
Thereâs no doubt that organizations are increasingly reliant on external expertise. And that raises big questions for human resources: How clear is our strategy and philosophy of contingent staffing? How involved is HR in managing external expertise on behalf of their organizations, and how involved should it be? How well does our workforce planning incorporate external experts into a total workforce plan? How well do our systems and policies support our ability to attract the best external talent, and their productivity?
In this spotlight webinar, Norm Smallwood and Jon Younger, authors of âAgile Talent: How to Source and Manage Outside Expertsâ will deliver insight on how talent leaders can successfully manage, mobilize and maximize the contributions of agile talent.
During this Spotlight webinar, attendees will explore:
-The challenge of agile talent.
-What strategic agile talent management looks like.
-How leaders need to change how they think and act to make the most from this agile workforce.
-The role of HR now, and the implications of an HR strategic approach to agile talent.
EHRM: Entrepreneurial Human Resources Management | by Ernst & Young, People A...ArabNet ME
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The SMEs of today are the future organizations of tomorrow who will set the leading practice in the market. YOU, as SMEs and Entrepreneurs, will shape the future organization and the HR of tomorrow.
Organisational transformation starts and ends with the people tasked with implementation. No change program works but that the people who are to implement it and live it WANT it!
This yearâs People in Financial Services conference will focus on how the right leadership and engagement tools can elevate your organizations success and performance through its HIPO talent. Learn the importance of having a strategic plan in place to attract, develop and retain HIPOs.
Focused sessions and case studies will discuss best practices in engaging and retaining high potential talent, leadership development, and cutting-edge recruitment strategies in a post-recession reality.
In addition, the summit will address key areas that affect your talent management processes such as; organizational development, branding, culture, deployment, segmenting, and strategic
business partnerships.
While these big names are continuing to set example for others, there are also some other businesswomen. Insights Success has curated a list of âThe 20 Most Successful Businesswoman to Watch, 2019
Similar to The Future of HR - Presentation to HRDF Leaders (20)
Reinventing HR: The Future of HR in these Transitionary TimesRoshan Thiran
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We are living in "transitionary times." Just like in the past, transitionary times require different leadership
In this special presentation to HR leaders, I share how the HR function needs to lead, manage, grow and drive the Human Capital function with technology in these complex, transitionary times. It also shares where the HR function is moving towards - as an employee intelligence function.
This was a presentation to the National Human Capital Conference (NHCCE) for the Northern Region in Penang on May 31, 2023
Growing & Scaling Your Business - The 4 Constraints That is constraining your...Roshan Thiran
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These are the presentation slides which was used at the recent BizConference 2018. The slides share the 4 key enablers that can help you grow your business
Samsung Malaysia (SME) - Special Presentation on Diversity & LeadershipRoshan Thiran
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This is a special presentation made to the Samsung Malaysia (SME) team prior to the Cold War simulation - this presentation reinforces the need for diversity in thinking and context in addition to growing your leadership
AmBank BizConf: Joseph Tan - Why Core Values Fail Roshan Thiran
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Joseph Tan speaks at the Ambank BizConf on 3 big ideas to connect with your people at all levels. Joseph Tan is the Founder & CEO of Leaderonomics GoodMonday
Growing & Scaling Your SME - The 4 constraints preventing Your business from ...Roshan Thiran
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These are the presentation slides which was presented by Roshan Thiran, founder & CEO of Leaderonomics, at the AmBankBizConference in Penang. You can also find a lot of write-ups by Roshan at www.leaderonomics.com, where he shares more details on the 4 constraints model and other leadership nuggets.
MISC - Becoming The Best in The World by Roshan ThiranRoshan Thiran
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Attached is the presentation by Roshan Thiran during the launch of the Talent Acceleration Programme for MISC at the KL Convention Centre on July 10th, 2017
Leaderonomics SME CEO Conference 2017 - Growing & Scaling your Business to Gr...Roshan Thiran
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These are the slides presented by Roshan Thiran, CEO of Leaderonomics at the SME CEO Conference 2017. He shares 4 constraints that are affecting your business and need to be addressed to grow and scale your business. For more information on the Leadership Dojo programme, which Roshan personally programme manages, email info@leaderonomics.com
To follow Roshan on Twitter (@lepaker) and Facebook, go to: www.facebook.com/roshanthiran.leaderonomics
Leaderonomics SME CEO Conference 2017 - Why Culture MattersRoshan Thiran
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These are the slides presented by Joseph Tan, expert on Culture on the importance of intentionally designing an organisational culture. Joseph also advocates 3 myths and 3 big ideas to overcome these myths in his presentation. For more information on how your organisation can benefit from intentional culture design and deployment, contact info@leaderonomics.com for more details
The Science of Building Leaders FrameworkRoshan Thiran
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This document provides the Science of Building leaders research framework developed by Roshan Thiran on the various elements of how a leader is built. For more information, email Roshan.thiran@gmail.com
Developing High Performance Team - the Missing Secret SauceRoshan Thiran
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There is much work that has been done on high performance teams. At the recent Malaysia HR network, Roshan shared this presentation that building high performance teams requires efforts in driving business model, leadership, culture and also structure/processes. And he deep dives into a process that has long been disregarded by HR - employer branding. For more info on the Leaderonomics process of building high performance teams, email info@leaderonomics.com
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
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Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.đ¤Ż
We will dig deeper into:
1. How to capture video testimonials that convert from your audience đĽ
2. How to leverage your testimonials to boost your sales đ˛
3. How you can capture more CRM data to understand your audience better through video testimonials. đ
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Â
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.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
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.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
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Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website â www.pmday.org
Youtube â https://www.youtube.com/startuplviv
FB â https://www.facebook.com/pmdayconference
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
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Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Unveiling the Secrets How Does Generative AI Work.pdfSam H
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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.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
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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.
Memorandum Of Association Constitution of Company.pptseri bangash
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www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
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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.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
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Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
Website Link :
https://skyeresidences.com/
https://skyeresidences.com/about-us/
https://skyeresidences.com/gallery/
https://skyeresidences.com/rooms/
https://skyeresidences.com/near-by-attractions/
https://skyeresidences.com/commute/
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The Future of HR - Presentation to HRDF Leaders
1. Growing People into Leaders . Building Communities of Love . Transforming the Nation
HR For the 21st century
The Future of HR
Roshan Thiran
roshan.thiran@leaderonomics.com
www.leaderonomics.com
www.facebook.com/roshanthiran.leaderonomics
www.linkedin.com/in/roshanthiran
2. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Growth
Time
My Evolution into the world of HR
10. Johnson & Johnson
Industry : Healthcare
Function: HR
Global Role
9. GE Asia Pacific
Industry : Multi
Function: HR
Asia Role
7. GE Aircraft
Industry : Aviation
CFO & Biz Leader
8. GE Crotonville
Industry : Multi
Function: HR
Learning Leader
6. GE CIG
Industry : Multi
Function: IT
Project Mgmt Global
5. GE Capital
Industry : Financial Service
Function: Finance/Sourcing
Europe Leader
4. NBC Universal
Industry : Media
Function: Finance
Product Leader
1. GE Investments
Industry : Investment Banking
Function: Business Dev
Individual Contributor
3. GE GCS
Industry : Oil & Gas
Function: Finance
Inventory Mgmt
2. GE International
Industry : Multi
Function: Finance
Analyst Global
12. Leaderonomics
Industry : Multi
Function: CEO
Business leader
11. Star Media Group
Industry : Media
Function: CEO
Business leader
3. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Taking the worst
in the world
4. Growing People into Leaders . Building Communities of Love . Transforming the Nation
To becoming . . . The Best Overhaul
Shop in the World #1
5. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Learnt some amazing Lessons
6. Growing People into Leaders . Building Communities of Love . Transforming the Nation
The World is changing at Unprecedented levels
7. Growing People into Leaders . Building Communities of Love . Transforming the Nation
1st Industrial Revolution
Steam Electricity & Mass
Production
Electronics
& IT
2nd Industrial Revolution 3rd Industrial Revolution
3 industrial Revolutions thus far
8. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Physical Biological Digital
The Fourth Industrial Revolution
9. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Digital Transformation
ENGAGING
CUSTOMERS
Give them new
experiences
they love
EMPOWERING
EMPLOYEES
Reinvent
productivity and
enable a data-
driven culture
TRANSFORMING
PRODUCTS
Innovate products
and business models
OPTIMIZING
OPERATIONS
Modernize
portfolio,
transform
processes and
skills
Security
10. Growing People into Leaders . Building Communities of Love . Transforming the Nation
How is HR Transforming these areas digitally,
physically & biologically
11. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Why Does HR Need To Change
Factors Driving 21st Century HR
VUCA
environment
Technology &
analytics
Workforce &
nature of work
Cost-effectiveness
& innovation
HRâs purpose,
staffing and
structure
HR must address organisation-critical issues or become irrelevant
âPeopleâ are central to strategic and operational challenges
12. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Technology creating a âtipping pointâ
⢠Self-service â a game-changer
- replaces HR-generated reports
- makes HR admin redundant
⢠BPs need to âup their gameâ
- basic advice automated or
outsourced
- No real value in gig economy
⢠Specialists â real âexpertsâ in
organisations or better to be
outsourced?
All 3 âlegsâ of HR under pressure to demonstrate value add
Death-knell for the âoldâ HR
13. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Addressing HRâs Purpose and Role
What is HR for?
⢠Performance & capability enabler/coach (at every level?)
⢠Sharpen Organisational strategy ?
- Answering critical strategic questions
- People Strategy crafter
⢠Change expert and change
facilitator?
OR
⢠Order taker and implementer?
⢠Process manager?
⢠Prop for poor managers?
Increasingly replaceable by technology
14. Growing People into Leaders . Building Communities of Love . Transforming the Nation
25 years of negative reports about HR
⢠Main criticisms
⢠Poor âbusinessâ/strategic understanding
⢠Numbers-shy, weak âbusiness casesâ
⢠Prone to jargon, fashions, not evidence
⢠Rule and process-fixated (not outcomes)
⢠Not a function for high achievers
⢠Technologically challenged & unsavvy
⢠Lack courage to challenge/eliminate bad behaviour
⢠Focus on individuals, not organisation or teams
Can HR really transform itself?
The HR Function is Under Intense Pressure
15. Growing People into Leaders . Building Communities of Love . Transforming the Nation
But
transform
to what?
16. Growing People into Leaders . Building Communities of Love . Transforming the Nation
17. Growing People into Leaders . Building Communities of Love . Transforming the Nation
18. Growing People into Leaders . Building Communities of Love . Transforming the Nation
19. Growing People into Leaders . Building Communities of Love . Transforming the Nation
20. Growing People into Leaders . Building Communities of Love . Transforming the Nation
21. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Pre-1945
From
Welfare
Officer to
Labour
Manager
Personnel
dept &
Training
dept
Functional
Expert
âStrategicâ
HR
Outside-In
HR (HR as
business
leader)
Organisationalimpact
1945-80s 1990-2000s 2000s 2018-??
(based on Time)
22. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Being an Outside-In HR Leader
23. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Typical Stakeholders in a Business
The CEO works
very hard to create
value for these
stakeholders
24. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Typical Stakeholders in a Business
25. Growing People into Leaders . Building Communities of Love . Transforming the Nation
26. Growing People into Leaders . Building Communities of Love . Transforming the Nation
And be Value Creators for all constituencies?
27. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Value creation for employees
28. Growing People into Leaders . Building Communities of Love . Transforming the Nation
How Can HR truly Contribute?
The 4 Constraints Theory
Note: The 4 constraints model is based on the
work of Roshan Thiran who spent more than 20
years studying various successful and failed
organisations. The model is copyrighted to him
and has been used in many successful
organisational growth, transformation and scaling
projects
29. Growing People into Leaders . Building Communities of Love . Transforming the Nation
How Can HR truly Contribute?
Adding Value to Your Organisation
Note: The 4 constraints model is based on the work of Roshan Thiran
who spent more than 20 years studying various successful and failed
organisations. The model is copyrighted to him and has been used in
many successful organisational growth, transformation and scaling
projects
30. Growing People into Leaders . Building Communities of Love . Transforming the Nation
CULTURE WILL BE AN IMPORTANT
HR AND BUSINESS AGENDAC
31. Growing People into Leaders . Building Communities of Love . Transforming the Nation
The Science of Culture
HR Leaders Need to Understand the Science Behind Culture
CULTURE IS A RESULT OF BELIEFS IN AN
ORGANISATION1
BELIEFS/MINDSETS Are Driven by
EXPERIENCES & RITUALS
32. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Root of many issues
Culture is the
Has to be
intentional
Beliefs &
experiences
determine results
33. Growing People into Leaders . Building Communities of Love . Transforming the Nation
New York city in 90s âŚ
The broken window theory
34. Growing People into Leaders . Building Communities of Love . Transforming the Nation
MINDSET
Model Extracted from PIL Results Pyramid
The Science of Culture
Rituals/Experiences Have A Direct Correlation to Results
35. Growing People into Leaders . Building Communities of Love . Transforming the Nation
The Science of Culture
Leaderonomics Beliefs of Sharing, Giving, Helping Each Other is a Direct Result
of âWeirdâ Rituals We Practice
Friendship is prioritized
over goals. Many rituals
at Leaderonomics is
designed to enhance
friendships and to
ensure that work is
about working hard
together as friends
Significant Direct
interactions & Rituals
(Huddles, Employee
Meetings, Pranks,
Birthdays, Customer Tours,
Retreats etc) that promote
social interactions and
cultivate social hormones
that drive trust and bonding
In 10 years we have never fired
anyone for making a mistake.
Mistakes are OK and celebrated.
We share mistakes and talk
about them so everyone can
learn from each other. No need
to cover up and blame other
people. At the end of the day, all
mistakes made is Roshanâs fault
Bonus is not for
individual achievements
but for team results.
60% of our bonus is for
company achievement
and 40% is for your
team achievement. No
bonus is ever given for
individual achievement
36. Growing People into Leaders . Building Communities of Love . Transforming the Nation
A Culture that has a good
blend of:
1.Endorphin: the pain-masking chemical
2.Dopamine: the goal achieving chemical
3.Serotonin: the leadership chemical
4.Oxytocin: the chemical of love
The Science of Culture
HR Leaders Need to Understand the Science Behind Culture
CULTURE = RITUALS THAT PRODUCE
CHEMICALS2
Good Culture Bad Culture
A Culture that is driven by:
1.Endorphin: the pain-masking chemical
2.Dopamine: the goal achieving chemical
3.Cortisol : the stress, anxiety and fear
chemical
37. Growing People into Leaders . Building Communities of Love . Transforming the Nation
38. Growing People into Leaders . Building Communities of Love . Transforming the Nation
The Science of Culture
HR Leaders Need to Understand the Science Behind Culture
CULTURE SHAPED BY OUR VALUES &
KEY BEHAVIOURS IN ORGANISATIONS3
39. Growing People into Leaders . Building Communities of Love . Transforming the Nation
The Science of Culture
Leaderonomics Values Directly Connected with Selfish & Selfless Chemicals
Drives Selfless/Social Chemicals:
1.Serotonin: Pride in Team and People
2.Oxytocin: the chemical of love & Bonding
Relationships
Oxytocin: When we give and see others giving, we
get huge doses of Oxytocin into our systemGiving
Drives Selfless/Social Chemicals:
1.Endorphin: growth is painful
2.Dopamine: the goal achieving chemicalGrowth
1. Dopamine: When we help other succeed and
achieve our goals, we get huge dopamine kicks
2.Oxytocin: When we empower others, we get huge
doses of Oxytocin into our system
Empowering
Build The Future Oxytocin (collaborating and building together),
Dopamine (for achievement), Endorphins (delay
gratification) & Serotonin (pride in doing it together)
40. Growing People into Leaders . Building Communities of Love . Transforming the Nation
The Science of
CultureHow Leaderonomics BE Traits is Directly
Related to Science of Happiness
41. My Research on Organisational Constraints
THE 4 CONSTRAINTS SUFFOCATING MOST ORGANISATIONS
Note: The 4 constraints model is based on the work of
Roshan Thiran who spent more than 20 years studying
various successful and failed organisations. The model is
copyrighted to him and has been used in many successful
organisational growth, transformation and scaling projects
⢠Clarity
42. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Principle
Talent needs to be MANAGED
& DEVELOPED. This includes
enabling talents to maximize
potential and grow
Process and Tools
Succession Planning
Performance Mgmt
Career Paths
Talent Pools
Leadership Development
Programmes
Learning Curriculum
Talent Acceleration
Programmes
Feedback & Reflection
Principle
Identify & select leaders that
have the passion, desire and
ability to make a difference
in your organisation
Process and Tools
Entry Level Leadership
Program
Competency Model/Values
Enterprise Assessment
System
Interviews & Assessments
On-boarding
Cultural Assimilation
Principle
To retain talent, 2 key factors:
1. Internal motivations (comp/ben,
engagement
2. External factors (company brand
& mktg perception)
Process and Tools
External Branding initiatives
Mentoring Programmes
Engagement Programmes
Total Rewards Structure (Comp &
Ben)
External Perception of the
Organisation & Leadership
Culture of Organisation
Process will be Keyâ Are we building great
processes in our organization?
Talent
Acquisition
Talent
Development
Talent
Retention
An Infrastructure to Enable
Leadership Development
43. Growing People into Leaders . Building Communities of Love . Transforming the Nation
HR WILL RADICALLY UPSKILL FOR THE
FUTURE AS WORK CONTINUES TO EVOLVES
44. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Output-Based work
vs
Time-Based work
45. Growing People into Leaders . Building Communities of Love . Transforming the Nation
My Research on Organisational Constraints
THE 4 CONSTRAINTS SUFFOCATING MOST ORGANISATIONS
Note: The 4 constraints model is based on the work of
Roshan Thiran who spent more than 20 years studying
various successful and failed organisations. The model is
copyrighted to him and has been used in many successful
organisational growth, transformation and scaling projects
⢠Clarity
46. Growing People into Leaders . Building Communities of Love . Transforming the Nation
HR WILL FOCUS ON TEAMS RATHER
THAN INDIVIDUALSBM
47. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Project Aristotle
48. Growing People into Leaders . Building Communities of Love . Transforming the Nation
HR WILL START FOCUSING ON THE
EMPLOYEE EXPERIENCEBM
49. Growing People into Leaders . Building Communities of Love . Transforming the Nation
EMPLOYEE EXPERIENCES
Like marketers who focus on âcustomer experienceâ
HR Leaders need
to map âemployee
experiencesâ
Just like
marketers work
on âtouch-pointsâ
Enable each
employee
interaction to be
a âwowâ
experience
From on-boarding
till exit, every
experience is a
wow â but can be
tough & Bad
50. Growing People into Leaders . Building Communities of Love . Transforming the Nation
HR WILL BEGIN MANAGING THE
âREJECTED CANDIDATES EXPERIENCEâ
51. Growing People into Leaders . Building Communities of Love . Transforming the Nation
EMPLOYEE EXPERIENCES
Engagement at points of disillusion and disengagement
52. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Virgin - $7 Mil new business Launched by
managing rejected candidate experiences
53. Growing People into Leaders . Building Communities of Love . Transforming the Nation
54. Growing People into Leaders . Building Communities of Love . Transforming the Nation
www.facebook.com/roshanthiran.leaderonomics
www.linkedin.com/in/roshanthiran/