A simple start to creating a simple Corporate Code of Conduct. Thirty-five percent of businesses have no formal code of conduct. If your company is one of them, it's time to put one in place.
This document provides an employee handbook for Little Wonder's, a baby clothing store. It includes sections on job descriptions for various roles like store manager, assistant manager, cashier, stock, and sales; interview questions and answers; equal employment opportunity and anti-harassment policies; dress code; and performance standards. The handbook aims to outline expectations and guidelines for employees.
Hab Introductory Certificate In Customer Service (Service Sector) Acetatesmartincarter
This document provides an overview of an introductory certificate in customer service for various service sectors. The 3-month course covers 4 modules that teach students to understand good customer service, communicate effectively, present a positive professional image, and handle customer complaints. Key topics include identifying customer needs, using appropriate body language, listening skills, resolving problems, and creating a safe work environment. The goal is for students to learn customer service skills and techniques to meet organizational and customer expectations.
A short guide on the things you will need to start your own cleaning company. A more in-depth report can be found at http://thecleaningbusinesskit.com/.
Your employer prohibits harassment and is committed to maintaining a harassment-free work environment. Employees should read and understand their company's sexual harassment policy, complete any required training, and contact HR with any questions. Unwelcome sexual conduct that creates an offensive or hostile work environment can be considered sexual harassment under the law. Companies must investigate complaints according to their policies to remedy issues and prevent future harassment.
The document discusses the difficulties that job seekers face in their search. It notes that recruiters receive immense applications, making it hard to identify qualified candidates. It then provides tips for job seekers, such as carefully analyzing job postings for red flags like vague company details, verifying the authenticity of opportunities to avoid scams, only applying if genuinely suitable, and being cautious about companies that may trap employees. The document concludes by advising job seekers to stay optimistic, develop new skills, and see challenges as opportunities to grow.
The document provides advice on how to answer 10 tough interview questions. It suggests being prepared with examples from your background to discuss your qualifications, experience, education, and goals. For weaknesses or past firings, acknowledge areas for improvement but reframe them as opportunities to learn and grow. Focus on the company and job rather than other opportunities. While salary is important, emphasize your fit and interest in the role itself. Always maintain a positive attitude toward past employers and colleagues.
This document provides sample answers to common interview questions. It includes responses to "tell me about yourself", "why do you want to work here", "what are your strengths and weaknesses", "why should we hire you", "what do you know about the company", "why are you looking for a new job", "what are your salary requirements", "what are your career goals", and "do you have any other questions". The responses provide concise yet thorough answers addressing the question, including relevant details about experience, skills, goals, and fit for the role and company.
Top 30 interview questions with answers for electrical EngineerSahidul Islam
This document provides 30 common HR interview questions for freshers along with sample answers. Some of the key questions covered include telling about yourself, why you should be hired, strengths and weaknesses, handling work pressure, relocating or traveling for work, goals and career aspirations, and expectations for salary. Suggested answers provide insight into the interviewee's qualifications, experiences, and fit for the role/company.
This document provides an employee handbook for Little Wonder's, a baby clothing store. It includes sections on job descriptions for various roles like store manager, assistant manager, cashier, stock, and sales; interview questions and answers; equal employment opportunity and anti-harassment policies; dress code; and performance standards. The handbook aims to outline expectations and guidelines for employees.
Hab Introductory Certificate In Customer Service (Service Sector) Acetatesmartincarter
This document provides an overview of an introductory certificate in customer service for various service sectors. The 3-month course covers 4 modules that teach students to understand good customer service, communicate effectively, present a positive professional image, and handle customer complaints. Key topics include identifying customer needs, using appropriate body language, listening skills, resolving problems, and creating a safe work environment. The goal is for students to learn customer service skills and techniques to meet organizational and customer expectations.
A short guide on the things you will need to start your own cleaning company. A more in-depth report can be found at http://thecleaningbusinesskit.com/.
Your employer prohibits harassment and is committed to maintaining a harassment-free work environment. Employees should read and understand their company's sexual harassment policy, complete any required training, and contact HR with any questions. Unwelcome sexual conduct that creates an offensive or hostile work environment can be considered sexual harassment under the law. Companies must investigate complaints according to their policies to remedy issues and prevent future harassment.
The document discusses the difficulties that job seekers face in their search. It notes that recruiters receive immense applications, making it hard to identify qualified candidates. It then provides tips for job seekers, such as carefully analyzing job postings for red flags like vague company details, verifying the authenticity of opportunities to avoid scams, only applying if genuinely suitable, and being cautious about companies that may trap employees. The document concludes by advising job seekers to stay optimistic, develop new skills, and see challenges as opportunities to grow.
The document provides advice on how to answer 10 tough interview questions. It suggests being prepared with examples from your background to discuss your qualifications, experience, education, and goals. For weaknesses or past firings, acknowledge areas for improvement but reframe them as opportunities to learn and grow. Focus on the company and job rather than other opportunities. While salary is important, emphasize your fit and interest in the role itself. Always maintain a positive attitude toward past employers and colleagues.
This document provides sample answers to common interview questions. It includes responses to "tell me about yourself", "why do you want to work here", "what are your strengths and weaknesses", "why should we hire you", "what do you know about the company", "why are you looking for a new job", "what are your salary requirements", "what are your career goals", and "do you have any other questions". The responses provide concise yet thorough answers addressing the question, including relevant details about experience, skills, goals, and fit for the role and company.
Top 30 interview questions with answers for electrical EngineerSahidul Islam
This document provides 30 common HR interview questions for freshers along with sample answers. Some of the key questions covered include telling about yourself, why you should be hired, strengths and weaknesses, handling work pressure, relocating or traveling for work, goals and career aspirations, and expectations for salary. Suggested answers provide insight into the interviewee's qualifications, experiences, and fit for the role/company.
The document provides guidance for a candidate going through an interview for their first job as an accounts clerk. It outlines example questions the interviewer may ask and recommended responses the candidate should provide. The candidate should present themselves professionally, be knowledgeable about the company and role, and emphasize their suitability despite a lack of experience through qualifications and willingness to learn.
The document provides guidance on common interview questions and sample answers. It outlines 10 frequently asked interview questions including "Tell me about yourself", "Why do you want to work here?", "What are your strengths and weaknesses?", "Why should I hire you?", "What do you know about this company?", "Why are you looking for a job change?", "What are your salary requirements?", "What are your career goals?", and "Do you have any other questions?". For each question, it lists tips on what interviewers want to hear and provides examples of strong answers.
The document provides an outline for job interviews, including preparing before an interview by researching the employer and knowing your own strengths, participating in the interview by having answers prepared for common questions and asking your own questions, and following up after the interview with a thank you letter. It also discusses negotiating pay and offers sample questions and responses.
M4 - Business Studies - Customer ServiceJamie Hutt
The document discusses customer service and provides examples of good and bad customer service. It defines customer service as activities that improve customer satisfaction before, during and after a sale. Examples of good customer service given are being friendly, listening to customers, and dealing with complaints quickly. Bad customer service examples include ignoring customers, being rude, and having clueless staff. The document asks students to share experiences of good and bad customer service and perform role plays demonstrating both.
Top Ten Interview Questions & Their AnswersMd. Rimon Mia
This document provides guidance on answering common interview questions by listing topics to cover in the response and providing examples for each question. It addresses questions about yourself, why you want to work at the company, your strengths and weaknesses, why you should be hired, what you know about the company, reasons for changing jobs, salary requirements, career goals, and final questions for the interviewer. The examples give concise yet thorough responses covering the listed topics for each question.
This document discusses ethical approaches to customer service. It defines ethics and business ethics, then examines 5 ethical approaches: utilitarian, rights, fairness, virtues, and common good. These are applied to an example of a customer returning a product. The best approach is determined to be the common good approach, as it considers the welfare of all parties - the customer's satisfaction, the company's reputation, and the broader economic impact. Issuing a refund using this framework benefits both the customer and company, as well as promoting a positive business environment.
The document provides advice for job interviews, recommending that candidates research the organization and role beforehand, dress professionally, avoid acting overly wise without knowledge of the job description or company, and to never speak negatively about previous employers as it portrays a lack of trustworthiness.
The document provides information and tips for job interviews. It discusses what a job interview is, 10 attitude mistakes to avoid, interview etiquette before and during the interview such as dressing professionally, being on time, research the company, asking questions, and following up with a thank you letter after the interview. The document gives examples of good questions to ask the interviewer and rules for asking questions to get the best responses.
The document provides guidance on common questions asked during job interviews and example answers. It suggests focusing answers on work experience, skills, strengths, goals, knowledge of the company, reasons for interest in the role and company, and asking questions about compensation, duties and expectations. Key points to cover include personal and professional background, motivation for applying, and ability to contribute value to the organization.
A presentation on corporate etiquettesMoocs Engine
This document discusses corporate etiquette and provides guidelines for proper etiquette in business environments. It describes corporate etiquette as a set of agreed upon rules for behavior that focuses on manners for both individuals and the corporation. Some important areas of corporate etiquette that are covered include customer service etiquette, phone etiquette, email etiquette, corporate dressing, office space etiquette, and interview etiquette. Following corporate etiquette guidelines can help present a professional image and increase respect and profitability for a business.
The document provides tips for job interviews, including how to prepare, proper attire, how to conduct oneself during the interview, common interview questions, follow-up etiquette, and concluding remarks. It advises researching the employer, having a 1-2 minute introduction prepared, arriving 10-15 minutes early, maintaining eye contact and posture, following up with a thank you letter the same day, and emphasizing knowledge of the company when asking questions.
This document provides guidance on common interview questions and sample answers. It outlines 10 frequently asked interview questions, including "Tell me about yourself", "Why do you want to work here?", "What are your strengths and weaknesses?", "Why should I hire you?", "What do you know about this company?", "Why are you looking for a job change?", "What are your salary requirements?", "What are your career goals?", and "Do you have any other questions?". For each question, bullet points provide tips on what information to include in an answer and examples are given of responses candidates might give.
This is a quick presentation on putting together a janitorial training manual or handbook, this can be used for janitorial, carpet cleaning and commercial cleaning services.
The purpose of this sample is to share some topics and general information to include in an employee training manual.
This training manual is a simple way to describe the expectations of our team members and outline the policy and procedures we follow to provide the absolute best service experience possible.
All associates are expected to become familiar with the contents of this handbook in the first 30 days of employment and share all questions they may have with management.
In any service organization, customer relations are our most asset. Every associate representing Commercial Cleaning Company needs to be aware of every action we take with our customers and the public at large
The document discusses the importance of developing a strong work ethic for employees. It defines work ethic as a standard of conduct and values for job performance. It then lists the top 10 traits of a winning employee, which are attendance, character, teamwork, appearance, attitude, productivity, organizational skills, communication, cooperation, and respect. It provides explanations for each trait and why they are important for an employer. It also discusses reasons why employees may get fired such as issues with attendance, character, teamwork, appearance, attitude, productivity, organization, communication, cooperation, and respect.
The document outlines an organization's code of conduct and ethics. It defines ethical codes and covers topics such as customer relations, equal employment, business ethics, personal relationships, conflicts of interest, non-disclosure, employee conduct, harassment, appearance, and workplace etiquette. Employees are expected to comply with all applicable laws and conduct business ethically. The code is intended to help employees understand the difference between right and wrong and apply ethical standards in their work.
The document discusses what makes a good colleague. Some key qualities of a good colleague include being polite, having common sense, respecting others, listening well, presenting ideas constructively, being dependable, trustworthy, keeping confidential information private, being a team player, and participating in meetings. The document also outlines some potential problems with colleagues, such as unfair competition, lack of loyalty, gossip, lack of support, and sexual harassment. Overall, good colleagues demonstrate respect, reliability, discretion, and willingness to work cooperatively with others.
The document discusses what makes a good colleague. Some key qualities of a good colleague include being polite, having common sense, respecting others, listening well, presenting ideas constructively, being dependable, trustworthy, keeping confidential information private, being a team player, and participating in meetings. The document also outlines some potential problems with colleagues, such as unfair competition, lack of loyalty, gossip, lack of support, and sexual harassment. Overall, good colleagues demonstrate respect, reliability, discretion, and cooperation.
This document provides information about Agape Healthcare Systems, including its history, contact information, hours of operation, holidays, licenses, services offered, personnel policies, and compensation details. The agency was founded in 2001 and is licensed by the North Carolina Department of Health. It offers in-home aide services, nursing care, and HIV testing. The document outlines policies regarding attendance, conduct, dress code, substance abuse, and workplace safety.
The document provides guidance for a candidate going through an interview for their first job as an accounts clerk. It outlines example questions the interviewer may ask and recommended responses the candidate should provide. The candidate should present themselves professionally, be knowledgeable about the company and role, and emphasize their suitability despite a lack of experience through qualifications and willingness to learn.
The document provides guidance on common interview questions and sample answers. It outlines 10 frequently asked interview questions including "Tell me about yourself", "Why do you want to work here?", "What are your strengths and weaknesses?", "Why should I hire you?", "What do you know about this company?", "Why are you looking for a job change?", "What are your salary requirements?", "What are your career goals?", and "Do you have any other questions?". For each question, it lists tips on what interviewers want to hear and provides examples of strong answers.
The document provides an outline for job interviews, including preparing before an interview by researching the employer and knowing your own strengths, participating in the interview by having answers prepared for common questions and asking your own questions, and following up after the interview with a thank you letter. It also discusses negotiating pay and offers sample questions and responses.
M4 - Business Studies - Customer ServiceJamie Hutt
The document discusses customer service and provides examples of good and bad customer service. It defines customer service as activities that improve customer satisfaction before, during and after a sale. Examples of good customer service given are being friendly, listening to customers, and dealing with complaints quickly. Bad customer service examples include ignoring customers, being rude, and having clueless staff. The document asks students to share experiences of good and bad customer service and perform role plays demonstrating both.
Top Ten Interview Questions & Their AnswersMd. Rimon Mia
This document provides guidance on answering common interview questions by listing topics to cover in the response and providing examples for each question. It addresses questions about yourself, why you want to work at the company, your strengths and weaknesses, why you should be hired, what you know about the company, reasons for changing jobs, salary requirements, career goals, and final questions for the interviewer. The examples give concise yet thorough responses covering the listed topics for each question.
This document discusses ethical approaches to customer service. It defines ethics and business ethics, then examines 5 ethical approaches: utilitarian, rights, fairness, virtues, and common good. These are applied to an example of a customer returning a product. The best approach is determined to be the common good approach, as it considers the welfare of all parties - the customer's satisfaction, the company's reputation, and the broader economic impact. Issuing a refund using this framework benefits both the customer and company, as well as promoting a positive business environment.
The document provides advice for job interviews, recommending that candidates research the organization and role beforehand, dress professionally, avoid acting overly wise without knowledge of the job description or company, and to never speak negatively about previous employers as it portrays a lack of trustworthiness.
The document provides information and tips for job interviews. It discusses what a job interview is, 10 attitude mistakes to avoid, interview etiquette before and during the interview such as dressing professionally, being on time, research the company, asking questions, and following up with a thank you letter after the interview. The document gives examples of good questions to ask the interviewer and rules for asking questions to get the best responses.
The document provides guidance on common questions asked during job interviews and example answers. It suggests focusing answers on work experience, skills, strengths, goals, knowledge of the company, reasons for interest in the role and company, and asking questions about compensation, duties and expectations. Key points to cover include personal and professional background, motivation for applying, and ability to contribute value to the organization.
A presentation on corporate etiquettesMoocs Engine
This document discusses corporate etiquette and provides guidelines for proper etiquette in business environments. It describes corporate etiquette as a set of agreed upon rules for behavior that focuses on manners for both individuals and the corporation. Some important areas of corporate etiquette that are covered include customer service etiquette, phone etiquette, email etiquette, corporate dressing, office space etiquette, and interview etiquette. Following corporate etiquette guidelines can help present a professional image and increase respect and profitability for a business.
The document provides tips for job interviews, including how to prepare, proper attire, how to conduct oneself during the interview, common interview questions, follow-up etiquette, and concluding remarks. It advises researching the employer, having a 1-2 minute introduction prepared, arriving 10-15 minutes early, maintaining eye contact and posture, following up with a thank you letter the same day, and emphasizing knowledge of the company when asking questions.
This document provides guidance on common interview questions and sample answers. It outlines 10 frequently asked interview questions, including "Tell me about yourself", "Why do you want to work here?", "What are your strengths and weaknesses?", "Why should I hire you?", "What do you know about this company?", "Why are you looking for a job change?", "What are your salary requirements?", "What are your career goals?", and "Do you have any other questions?". For each question, bullet points provide tips on what information to include in an answer and examples are given of responses candidates might give.
This is a quick presentation on putting together a janitorial training manual or handbook, this can be used for janitorial, carpet cleaning and commercial cleaning services.
The purpose of this sample is to share some topics and general information to include in an employee training manual.
This training manual is a simple way to describe the expectations of our team members and outline the policy and procedures we follow to provide the absolute best service experience possible.
All associates are expected to become familiar with the contents of this handbook in the first 30 days of employment and share all questions they may have with management.
In any service organization, customer relations are our most asset. Every associate representing Commercial Cleaning Company needs to be aware of every action we take with our customers and the public at large
The document discusses the importance of developing a strong work ethic for employees. It defines work ethic as a standard of conduct and values for job performance. It then lists the top 10 traits of a winning employee, which are attendance, character, teamwork, appearance, attitude, productivity, organizational skills, communication, cooperation, and respect. It provides explanations for each trait and why they are important for an employer. It also discusses reasons why employees may get fired such as issues with attendance, character, teamwork, appearance, attitude, productivity, organization, communication, cooperation, and respect.
The document outlines an organization's code of conduct and ethics. It defines ethical codes and covers topics such as customer relations, equal employment, business ethics, personal relationships, conflicts of interest, non-disclosure, employee conduct, harassment, appearance, and workplace etiquette. Employees are expected to comply with all applicable laws and conduct business ethically. The code is intended to help employees understand the difference between right and wrong and apply ethical standards in their work.
The document discusses what makes a good colleague. Some key qualities of a good colleague include being polite, having common sense, respecting others, listening well, presenting ideas constructively, being dependable, trustworthy, keeping confidential information private, being a team player, and participating in meetings. The document also outlines some potential problems with colleagues, such as unfair competition, lack of loyalty, gossip, lack of support, and sexual harassment. Overall, good colleagues demonstrate respect, reliability, discretion, and willingness to work cooperatively with others.
The document discusses what makes a good colleague. Some key qualities of a good colleague include being polite, having common sense, respecting others, listening well, presenting ideas constructively, being dependable, trustworthy, keeping confidential information private, being a team player, and participating in meetings. The document also outlines some potential problems with colleagues, such as unfair competition, lack of loyalty, gossip, lack of support, and sexual harassment. Overall, good colleagues demonstrate respect, reliability, discretion, and cooperation.
This document provides information about Agape Healthcare Systems, including its history, contact information, hours of operation, holidays, licenses, services offered, personnel policies, and compensation details. The agency was founded in 2001 and is licensed by the North Carolina Department of Health. It offers in-home aide services, nursing care, and HIV testing. The document outlines policies regarding attendance, conduct, dress code, substance abuse, and workplace safety.
Professional success can be defined by everything you do at work that makes you happy and maintaining strong work ethics. The most crucial work ethic is to complete tasks with honesty and transparency without illegitimate dealings. Maintaining positive attitudes and habits like being on time, dressing appropriately, and not switching jobs often are important work ethics. Key rules for professional success include being trustworthy, honest, respectful, dressing professionally, not using company funds or equipment for personal gain, teamwork, accountability, objectivity, working hard and smart. Strong work ethics are valued by employers and help employees advance their careers.
The document discusses how to develop positive work relationships. It emphasizes that establishing good relationships between managers and employees is key to a positive workplace. Some tips include communicating well, resolving conflicts early, setting boundaries between work and personal relationships, treating all coworkers with respect, and focusing on priorities at work. When relationships get difficult, the strategies suggested are to listen to understand others, see things from their perspective, and stay focused on principles while remaining constructive.
This document provides tips for acing a job interview, including researching the company beforehand, being aware of dress codes, arriving early, asking thoughtful questions, and practicing answering common interview questions with examples from one's background. Key advice includes dressing appropriately for the workplace culture, having copies of relevant documents, maintaining a positive attitude, and focusing answers on relevant skills and experience.
Recruit like a marketer how to become a top employer on glassdoor - fistful...Holland Dombeck McCue
With the right internal marketing campaign, your company can also land a spot on Glassdoor’s list. That’s right! Since Glassdoor Employees' Choice Award rankings are based on annual review submissions and not cumulative contributions, you too have a chance to earn a spot year-after-year!
This document discusses retaining employees and separating employees when necessary. It defines involuntary turnover, which is initiated by the employer, and voluntary turnover, initiated by the employee. Both types of turnover are costly to organizations. The document also discusses developing standardized approaches to discipline and discharge. It explains that job dissatisfaction can lead to job withdrawal behaviors and lower organizational commitment. Organizations need to promote job satisfaction by understanding employees' values and ensuring jobs meet those values in order to retain key talent and prevent voluntary turnover.
Building Good Work Relationships
The document discusses the importance of building good work relationships and provides strategies for doing so. Good work relationships make jobs more enjoyable, improve productivity, and help career development. Key relationship-building strategies include identifying needs, developing people skills, focusing on emotional intelligence, mindful listening, and appreciating others. While some relationships may be difficult, finding shared goals and reflecting on positives can help maintain professionalism.
This document discusses various topics relating to workplace ethics, including:
1. Current ethical issues in the workplace such as low employee loyalty and frequent ethical lapses.
2. Defining the employment relationship and discussing issues around legal boundaries, requirements, and justification of actions.
3. Health and safety in the workplace, including debates around employer responsibility and policies to protect workers.
Create a Harmonious Workplace and Avoid LitigationCase IQ
An optimum workplace environment is critical for the health of any organization. So what specific ingredient creates that optimum environment for you and your associates? Log in to this webinar to find out about the one primary ingredient that will help foster a sense of community, boost employee morale and increase productivity, while at the same time help to protect the business from conflict, workplace violence and employment lawsuits.
In order to achieve this type of workplace, managers, executives and the human resources team must all be on board, creating and enforcing policies that encourage employees to be courteous and discourage conflict.
1. The document discusses strategies for reducing employee turnover, including addressing the root causes of involuntary turnover like poor performance or hiring mistakes, and voluntary turnover such as lack of career growth, low pay, or bad managers.
2. It also covers principles for fair employee discipline and separation like having standardized rules and progressive discipline, as well as ensuring outcomes are fair and legal requirements around discrimination and privacy are followed.
3. Several factors can influence job satisfaction, from tasks and roles to relationships with supervisors and pay, and employers should monitor satisfaction through surveys to improve retention and prevent voluntary turnover.
The document discusses the importance of business reputation and provides tips for building a good reputation. It recommends following a code of conduct based on values and ethics to guide business dealings with honesty, integrity and trustworthiness. Specific tips include providing excellent customer service, being prompt, keeping promises, paying on time, treating employees well, admitting mistakes and speaking less but making statements count. A good reputation takes years to build like a close friendship and is founded on trust, loyalty and putting people first over profits.
This document is the employee handbook for [Company Name]. It outlines company policies such as the at-will nature of employment, equal opportunity employment, business ethics, personal relationships in the workplace, immigration compliance, conflicts of interest, non-disclosure of confidential information, disability accommodation, employment categories including full-time, introductory and temporary, access to personnel files, requirements to notify the company of personal data changes, the introductory employment period, and accuracy of information provided in employment applications. Employees are asked to review and acknowledge receipt of the handbook.
This document is an employee handbook for [Company Name] that outlines company policies and procedures. It states that employment is at-will and can be terminated by either party at any time. It also covers policies regarding equal opportunity, business ethics, personal relationships, customer service, and the nature of employment. The handbook is intended to inform employees of their responsibilities and company benefits and programs.
This document is the employee handbook for [Company Name]. It outlines company policies such as the at-will nature of employment, equal opportunity employment, business ethics, personal relationships in the workplace, and non-disclosure of confidential information. It also describes employment categories including regular full-time, introductory, and temporary employees as well as policies regarding personnel files, personal data changes, and the introductory employment period.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Sethurathnam Ravi: A Legacy in Finance and LeadershipAnjana Josie
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
2. Consensus is illusive
• You may think that you and your fellow employees have similar
sensibilities regarding corporate conduct based on your business
relationship, friendship, education or numerous other social factors.
But thoughts on corporate conduct and rules of engagement can vary
widely.
• If a company lacks a corporate code of conduct or ethics, everyone is
entitled to their own opinion and that leaves individuals potentially in
harms way and leaves the company wide open to dispute.
• If your company is without any conduct guidelines and without a
formal HR person, it’s time to express how the company expects
employees to conduct themselves.
3. Something that works
• You’re company is not a Fortune 500 business.
• You need to make things simple and clear.
• Here are five lines that will set expectations and define expected
behavior in your company.
• Feel free to add or subtract any lines your company needs.
• Each line can be defined by the company. Choose what fits your
company.
• The definitions should be shared with all current and potential
employees, so that they are aware of the company expectations and
culture.
5. Language
Permissive
• Anything goes, we have no restrictions on language
Restrictive
• At this company we do not tolerate abusive swearing, intended to offend,
intimidate or otherwise cause emotional or psychological harm. Examples of
words that we will not tolerate are: (list your words)
No tolerance policy
• The company has a no profanity and no swearing policy. Not even HE-double
toothpicks.
6. Personal Relationships
Permissive
• Anything goes, we have no restrictions on consensual personal relationships. Any non-consensual
relationship pursuits will result in immediate termination. No means No.
Restrictive
• We allow relationships at the company if they are consensual and in the open. Relationships that are
secret or involve married individuals are HIGHLY discouraged and may result in termination of one or
both individuals. Any non-consensual relationship pursuits will result in immediate termination. No
means No.
No tolerance policy
• As a company, we discourage personal relationships. Personal relationships will result in one or both
individuals termination. Any non-consensual relationship pursuits will result in immediate
termination. No means No.
7. Customer Relationships
Permissive
• Anything goes, we have no restrictions on consensual customer relationships. If a customer is abusive or difficult, we
trust our employees to end the corporate relationship with the customer. We will not tolerate any non-consensual
relationships that our employees pursue or that our customers pursue with our employees.
Restrictive
• Customers can be difficult, and often have challenging expectations of their business relationships. We will not tolerate
any non-consensual relationships that our employees pursue or that our customers pursue with our employees.
However, if a customer is engaging in other abusive or challenging behavior with an employee, we expect the employee
to transition the customer to their immediate supervisor or manager.
The customer is always right policy
• Customers can be difficult, and often have challenging expectations of their business relationships. We will not tolerate
any non-consensual relationships that our employees pursue or that our customers pursue with our employees.
However, if a customer is engaging in other abusive or challenging behavior with an employee, we expect the employee
to tolerate the behavior. We believe that short of pursuit non-consensual relationships, the customer is always right.
8. Dress
Permissive
• Anything goes, we have no restrictions or dress code
Restrictive
• We expect that employees will dress according to their job function. (options)
• Define business casual
• Define uniform
• We strongly discourage exposure of midriffs
• We encourage tee shirts to be plain, without logos or other design elements
No tolerance policy
• Define exactly the uniform or dress that your company expects
9. Reporting
Anonymous reporting
• A web site or voicemail where employees can report misconduct or concerns
Trusted company leaders
• Select three people in the company that each bear the responsibility for hearing
employee concerns. Make their names and contact information readily available.
Consider sending these three employees to HR or harassment training.
Hire a third party
• Consider hiring a HR firm to handle complaints or ask your corporate attorney to
be the contact for corporate harassment complaints.
10. The Goal: a great work environment
• Communicate the behavior expectations that align with your corporate
culture to all current and future employees.
• The lines are intended as guides, use them as a place to start. Add or delete
as your company needs evolve and as best suit your company.
• As Bob Dillion wrote, “You better start swimming or you’ll sink like a stone,
cause the times the are a changing”. 2017 was a watershed for changing
intolerance of inappropriate behavior.
• DO SOMETHING. It’s likely to save you headaches and heartache in the
future.