1. The document discusses the importance of focusing on employees and how they are the key to success and competitive advantage for companies.
2. It provides perspectives from experts on how successfully managing human resources through development, engagement, and career growth leads to higher productivity, quality, and customer satisfaction.
3. Companies that shift their focus to treating employees well and helping them achieve their goals will see benefits like increased efficiency, motivation, and retention of top talent.
The document provides an overview of a presentation by Joe Davenport from Workforce Designs. The presentation aims to teach businesses how to identify top performers, select and retain the best people, maximize current employee performance, and make great people decisions. It emphasizes that people are the key to business success and outlines challenges in managing people. It promotes using assessments to minimize hiring risks and make more effective people decisions. The document suggests focusing on job matching to promote superior performance and maintaining superior performers in all positions.
VolunteerMatch Solutions BPN Webinar: Pro Bono Service on Steroids – Internat...VolunteerMatch
International corporate volunteer programs, also known as pro bono service on steroids, provide employees opportunities to volunteer internationally using their job skills. These programs benefit employees through skills development, companies through brand strengthening and employee engagement, and local communities through access to new resources and skills. PepsiCo's program, PepsiCorps, is an example that places employees in team projects abroad focused on health, water, or agriculture. Employees gain skills like strategic planning and flexibility while bringing their experiences back to share internally and help with recruitment.
Teresa Spicer outlines her experience as a consultant for Illinois Business Consulting (IBC). She contributed to projects including developing a business plan for an internet startup and conducting feasibility studies for a university institute. As a project manager, she led a team in developing a new agent recruitment strategy for an insurance company. Hiring IBC students provides benefits such as real-world experience, motivated candidates, and less risk compared to external hires.
CDS is an executive search firm that has been in business for 15 years. It is part of the Recruit Group, one of the largest HR services companies in Asia. CDS has a proven track record of placing executives in technology and digital media companies. It takes a proactive, research-driven approach to search using a hybrid model of contingency and retained services.
For delegates from the seminar Delivering Quality Hires which took place on January 17, 2012 in London and those HR professionals interesting in hearing more about Quality Hires. We hope you enjoy!
Regards,
The TalentPuzzle Team
1. The document discusses the importance of focusing on employees and how they are the key to success and competitive advantage for companies.
2. It provides perspectives from experts on how successfully managing human resources through development, engagement, and career growth leads to higher productivity, quality, and customer satisfaction.
3. Companies that shift their focus to treating employees well and helping them achieve their goals will see benefits like increased efficiency, motivation, and retention of top talent.
The document provides an overview of a presentation by Joe Davenport from Workforce Designs. The presentation aims to teach businesses how to identify top performers, select and retain the best people, maximize current employee performance, and make great people decisions. It emphasizes that people are the key to business success and outlines challenges in managing people. It promotes using assessments to minimize hiring risks and make more effective people decisions. The document suggests focusing on job matching to promote superior performance and maintaining superior performers in all positions.
VolunteerMatch Solutions BPN Webinar: Pro Bono Service on Steroids – Internat...VolunteerMatch
International corporate volunteer programs, also known as pro bono service on steroids, provide employees opportunities to volunteer internationally using their job skills. These programs benefit employees through skills development, companies through brand strengthening and employee engagement, and local communities through access to new resources and skills. PepsiCo's program, PepsiCorps, is an example that places employees in team projects abroad focused on health, water, or agriculture. Employees gain skills like strategic planning and flexibility while bringing their experiences back to share internally and help with recruitment.
Teresa Spicer outlines her experience as a consultant for Illinois Business Consulting (IBC). She contributed to projects including developing a business plan for an internet startup and conducting feasibility studies for a university institute. As a project manager, she led a team in developing a new agent recruitment strategy for an insurance company. Hiring IBC students provides benefits such as real-world experience, motivated candidates, and less risk compared to external hires.
CDS is an executive search firm that has been in business for 15 years. It is part of the Recruit Group, one of the largest HR services companies in Asia. CDS has a proven track record of placing executives in technology and digital media companies. It takes a proactive, research-driven approach to search using a hybrid model of contingency and retained services.
For delegates from the seminar Delivering Quality Hires which took place on January 17, 2012 in London and those HR professionals interesting in hearing more about Quality Hires. We hope you enjoy!
Regards,
The TalentPuzzle Team
The document summarizes discussions from an NCIIA conference call on established entrepreneurship programs. Representatives from several universities discussed the origins and structure of their programs, key successes and challenges. If starting over, representatives said they would focus more on students, assessment, and building an advisory council earlier. They also emphasized the importance of the right people and funding sources.
Experis is a talent company within the ManpowerGroup that specializes in providing innovative workforce solutions. It has deep industry expertise and can help clients find skilled professionals through permanent placement, interim placement, and project solutions both locally and globally. Experis aims to be a true partner to clients by understanding their needs, building personal relationships, and helping them succeed in a changing business environment.
This document discusses how HR can evolve to achieve a competitive advantage and remain relevant. It suggests that HR needs to move from focusing on "doing things right" to "doing the right things" by becoming more strategic, integrated, and customer-driven. Specifically, it recommends that HR (1) act as a strategic partner in setting business direction, (2) effect organizational change and transformation, (3) champion employees, and (4) optimize administrative processes through technology. The document argues that developing a system-driven HR delivery model can help HR move from operations to a more strategic role and better measure its impact on business performance.
The Collaboratory: Problem-Solving in the Learning EnvironmentGreg Louviere
This session focuses on the interjection of problem-solving into the learning environment, establishing the Collaboratory as an engine for creative decision-making within a collaborative setting. Of the numerous problem-solving methods available, this presentation examines solution-based "design thinking" in the learning context. Through research and case studies, the presentation will delve into the spatial features that successfully foster a problem-solving learning environment. In recent years, many institutions have created Colaboratories, including the Mayo Clinic, Harvard Innovation Lab, and Stanford d:school. The purpose of which is to investigate problems such as climate change, health care, sustainability, economic globalization, learning equity, business growth and entrepreneurship. This presentation will explain the reasons why the problem-solving environment of a Collaboratory can become a learning opportunity in Higher-Education and K-12 applications and, the reason for its proliferation among corporations, organizations and institutions.
1. Marketing involves understanding customers, competitors, and developing a marketing mix to meet customer needs.
2. The marketing mix consists of the "4 Ps" - product, price, promotion, and place. It is important to offer valuable products at appropriate prices and promote them effectively through various channels to reach customers.
3. Whether marketing to businesses (B2B) or consumers (B2C), understanding the market and customer needs is key to success. Price, promotion, and place strategies may differ between B2B and B2C.
The document discusses how companies can build a community management center of excellence (CoE) to improve social business success. It provides examples of how a CoE could help address two situations: 1) launching an employee talent platform and 2) varying adoption rates of a social platform across regions. The CoE would focus community efforts, establish best practices, and apply a consistent strategy. It then outlines an 8-step process for establishing a CoE, including defining its vision and governance, recruiting experts, and piloting projects to refine its approach.
The document discusses employee experience and satisfaction. It begins by defining employee experience and noting that satisfied employees are linked to better business outcomes like customer loyalty, safety, and productivity. It then discusses common metrics used to measure employee experience, such as employee satisfaction surveys and Net Promoter Score. The document suggests digging deeper into employee experience through examining the emotional signature of experiences and using biometric tools. The overall summary is that the document examines how to define, measure, and gain insights into improving employee experience.
This document discusses the concepts of sustainable versus transient competitive advantages. It provides examples of companies that pursue each approach. Sustainable advantages involve defending a strong position for an extended period, while transient advantages involve continuously starting new strategic initiatives to build and exploit many advantages simultaneously. The document also discusses the stages a transient company goes through when launching a new initiative - launch, ramp up, exploitation, reconfiguration, and disengagement. It notes the types of skills and talents needed at each stage.
The document discusses conducting a training needs analysis to identify critical performance gaps, determine their causes, evaluate potential solutions like training, and calculate the projected return on investment to justify training investments before implementation. The goal is to improve work performance by addressing skill or knowledge deficiencies through appropriate and cost-effective training interventions.
Here are 3 sample goals for a talent brand program:
1. Increase employer brand awareness by 15% among target passive candidates over the next 12 months.
2. Reduce time-to-hire by 10% within the next 6 months by improving the candidate experience.
3. Achieve a 90% employee engagement score on the annual internal survey within the next year.
Here are some sample goals you could set for a talent brand program:
- Increase employer brand awareness by 15% among target candidates within 6 months
- Reduce time-to-hire by 10% within 1 year
- Lower voluntary attrition rate by 5% within 2 years
- Increase number of qualified applicants per open role by 20% within 1 year
- Achieve a employer brand rating in the top 3 of your industry within 3 years
- Increase Glassdoor rating to 4 stars or above within 6 months
- Double number of followers/engagers on LinkedIn and Twitter within 1 year
- Increase positive sentiment about your company culture on social media by 10% within 6 months
The
Air Asia is Asia's leading airline that was established in 2001. It aims to make flying accessible to everyone. While Air Asia has experienced rapid growth, expanding to over 20 countries, it must prepare for and manage the challenges of continued expansion. This includes maintaining strong financial relationships as needs increase, hiring the right people, focusing on customers, and establishing quality control systems. Warning signs of growing too fast include borrowing to meet costs, overworked employees, mounting complaints, and tight profit margins. Careful planning is needed to successfully handle each stage of a company's growth.
Hewlett-Packard developed a unique corporate culture called the "HP Way" that focused on employee empowerment, teamwork, and profit sharing. The founders believed in treating employees like family and offering job security. This model emphasized trust, respect, and allowing employees to participate in the company's success. The "HP Way" became highly influential and was emulated by other Silicon Valley firms. It exemplified empowering employees through rewards and shared values like integrity and innovation.
The document discusses talent management (TM) and the shortage of talented TM practitioners. Some key points:
1) While companies are increasingly focusing on talent issues, many TM professionals are underperforming and their practices remain bloated and impractical. There is a lack of "world-class" talent in the TM field.
2) Speaking to executive search firms reveals that there are very few considered truly great in the TM field. Additionally, there are almost no companies known for consistently producing great TM professionals.
3) This talent shortage in TM represents a missed opportunity, as success could help redeem HR's reputation and position TM as the driver of an organization's talent engine. However, failure to deliver
How to create an environment of entrepreneurship, innovation, and excellence ...Business Excellence
The document discusses how to create an environment of entrepreneurship, innovation and excellence in an organization. It recommends involving employees in decision making, sharing important information with them, listening to their advice, and making them feel their work is meaningful. This will engage employees and motivate them to care about quality and efficiency, making them the organization's relative advantage. Key performance indicators should be established to measure important factors affecting profits and set clear targets. Accountability should be assigned down the management hierarchy to achieve company goals.
The document provides steps for crafting a strong talent brand. Step 1 emphasizes getting buy-in from executive leadership by starting at the top, arming yourself with data to demonstrate the business impact of a strong talent brand, and bringing cross-functional partners like HR, Marketing, Communications, and IT to the table to support the effort. With executive support, data to back up the case, and cross-departmental collaboration, companies can set themselves up for success in building a powerful talent brand.
This document discusses shopping and how people enjoy shopping for various items like food in both exotic and everyday locations. It notes that shopping is a popular activity that people look forward to and will continue even when resources become limited.
The coaching focuses on helping teens build self-awareness, set goals, and develop strategies to overcome obstacles. The coach uses a GROW model to structure sessions around setting goals, evaluating current reality, generating options, and making agreements. The overall aim is to help teens become the best version of themselves and make positive decisions that fulfill their potential.
The document summarizes discussions from an NCIIA conference call on established entrepreneurship programs. Representatives from several universities discussed the origins and structure of their programs, key successes and challenges. If starting over, representatives said they would focus more on students, assessment, and building an advisory council earlier. They also emphasized the importance of the right people and funding sources.
Experis is a talent company within the ManpowerGroup that specializes in providing innovative workforce solutions. It has deep industry expertise and can help clients find skilled professionals through permanent placement, interim placement, and project solutions both locally and globally. Experis aims to be a true partner to clients by understanding their needs, building personal relationships, and helping them succeed in a changing business environment.
This document discusses how HR can evolve to achieve a competitive advantage and remain relevant. It suggests that HR needs to move from focusing on "doing things right" to "doing the right things" by becoming more strategic, integrated, and customer-driven. Specifically, it recommends that HR (1) act as a strategic partner in setting business direction, (2) effect organizational change and transformation, (3) champion employees, and (4) optimize administrative processes through technology. The document argues that developing a system-driven HR delivery model can help HR move from operations to a more strategic role and better measure its impact on business performance.
The Collaboratory: Problem-Solving in the Learning EnvironmentGreg Louviere
This session focuses on the interjection of problem-solving into the learning environment, establishing the Collaboratory as an engine for creative decision-making within a collaborative setting. Of the numerous problem-solving methods available, this presentation examines solution-based "design thinking" in the learning context. Through research and case studies, the presentation will delve into the spatial features that successfully foster a problem-solving learning environment. In recent years, many institutions have created Colaboratories, including the Mayo Clinic, Harvard Innovation Lab, and Stanford d:school. The purpose of which is to investigate problems such as climate change, health care, sustainability, economic globalization, learning equity, business growth and entrepreneurship. This presentation will explain the reasons why the problem-solving environment of a Collaboratory can become a learning opportunity in Higher-Education and K-12 applications and, the reason for its proliferation among corporations, organizations and institutions.
1. Marketing involves understanding customers, competitors, and developing a marketing mix to meet customer needs.
2. The marketing mix consists of the "4 Ps" - product, price, promotion, and place. It is important to offer valuable products at appropriate prices and promote them effectively through various channels to reach customers.
3. Whether marketing to businesses (B2B) or consumers (B2C), understanding the market and customer needs is key to success. Price, promotion, and place strategies may differ between B2B and B2C.
The document discusses how companies can build a community management center of excellence (CoE) to improve social business success. It provides examples of how a CoE could help address two situations: 1) launching an employee talent platform and 2) varying adoption rates of a social platform across regions. The CoE would focus community efforts, establish best practices, and apply a consistent strategy. It then outlines an 8-step process for establishing a CoE, including defining its vision and governance, recruiting experts, and piloting projects to refine its approach.
The document discusses employee experience and satisfaction. It begins by defining employee experience and noting that satisfied employees are linked to better business outcomes like customer loyalty, safety, and productivity. It then discusses common metrics used to measure employee experience, such as employee satisfaction surveys and Net Promoter Score. The document suggests digging deeper into employee experience through examining the emotional signature of experiences and using biometric tools. The overall summary is that the document examines how to define, measure, and gain insights into improving employee experience.
This document discusses the concepts of sustainable versus transient competitive advantages. It provides examples of companies that pursue each approach. Sustainable advantages involve defending a strong position for an extended period, while transient advantages involve continuously starting new strategic initiatives to build and exploit many advantages simultaneously. The document also discusses the stages a transient company goes through when launching a new initiative - launch, ramp up, exploitation, reconfiguration, and disengagement. It notes the types of skills and talents needed at each stage.
The document discusses conducting a training needs analysis to identify critical performance gaps, determine their causes, evaluate potential solutions like training, and calculate the projected return on investment to justify training investments before implementation. The goal is to improve work performance by addressing skill or knowledge deficiencies through appropriate and cost-effective training interventions.
Here are 3 sample goals for a talent brand program:
1. Increase employer brand awareness by 15% among target passive candidates over the next 12 months.
2. Reduce time-to-hire by 10% within the next 6 months by improving the candidate experience.
3. Achieve a 90% employee engagement score on the annual internal survey within the next year.
Here are some sample goals you could set for a talent brand program:
- Increase employer brand awareness by 15% among target candidates within 6 months
- Reduce time-to-hire by 10% within 1 year
- Lower voluntary attrition rate by 5% within 2 years
- Increase number of qualified applicants per open role by 20% within 1 year
- Achieve a employer brand rating in the top 3 of your industry within 3 years
- Increase Glassdoor rating to 4 stars or above within 6 months
- Double number of followers/engagers on LinkedIn and Twitter within 1 year
- Increase positive sentiment about your company culture on social media by 10% within 6 months
The
Air Asia is Asia's leading airline that was established in 2001. It aims to make flying accessible to everyone. While Air Asia has experienced rapid growth, expanding to over 20 countries, it must prepare for and manage the challenges of continued expansion. This includes maintaining strong financial relationships as needs increase, hiring the right people, focusing on customers, and establishing quality control systems. Warning signs of growing too fast include borrowing to meet costs, overworked employees, mounting complaints, and tight profit margins. Careful planning is needed to successfully handle each stage of a company's growth.
Hewlett-Packard developed a unique corporate culture called the "HP Way" that focused on employee empowerment, teamwork, and profit sharing. The founders believed in treating employees like family and offering job security. This model emphasized trust, respect, and allowing employees to participate in the company's success. The "HP Way" became highly influential and was emulated by other Silicon Valley firms. It exemplified empowering employees through rewards and shared values like integrity and innovation.
The document discusses talent management (TM) and the shortage of talented TM practitioners. Some key points:
1) While companies are increasingly focusing on talent issues, many TM professionals are underperforming and their practices remain bloated and impractical. There is a lack of "world-class" talent in the TM field.
2) Speaking to executive search firms reveals that there are very few considered truly great in the TM field. Additionally, there are almost no companies known for consistently producing great TM professionals.
3) This talent shortage in TM represents a missed opportunity, as success could help redeem HR's reputation and position TM as the driver of an organization's talent engine. However, failure to deliver
How to create an environment of entrepreneurship, innovation, and excellence ...Business Excellence
The document discusses how to create an environment of entrepreneurship, innovation and excellence in an organization. It recommends involving employees in decision making, sharing important information with them, listening to their advice, and making them feel their work is meaningful. This will engage employees and motivate them to care about quality and efficiency, making them the organization's relative advantage. Key performance indicators should be established to measure important factors affecting profits and set clear targets. Accountability should be assigned down the management hierarchy to achieve company goals.
The document provides steps for crafting a strong talent brand. Step 1 emphasizes getting buy-in from executive leadership by starting at the top, arming yourself with data to demonstrate the business impact of a strong talent brand, and bringing cross-functional partners like HR, Marketing, Communications, and IT to the table to support the effort. With executive support, data to back up the case, and cross-departmental collaboration, companies can set themselves up for success in building a powerful talent brand.
This document discusses shopping and how people enjoy shopping for various items like food in both exotic and everyday locations. It notes that shopping is a popular activity that people look forward to and will continue even when resources become limited.
The coaching focuses on helping teens build self-awareness, set goals, and develop strategies to overcome obstacles. The coach uses a GROW model to structure sessions around setting goals, evaluating current reality, generating options, and making agreements. The overall aim is to help teens become the best version of themselves and make positive decisions that fulfill their potential.
Viêm lợi là một chứng bệnh viêm phát sinh ở tổ chức lợi chân răng. Biểu hiện lâm sàng là lợi răng sưng đỏ, mép lợi tròn tù, tổ chức chân răng lỏng, dễ chảy máu, kèm hôi miệng, người bệnh có cảm giác đau hoặc ngứa căng lợi răng. Chứng viêm lâu dài có thể khiến cho lợi răng phì đại, tăng sinh gọi là viêm lợi dạng phì đại. Các kích thích cục bộ như cao răng, ban khuẩn, ban sắc tố có liên quan tới phát sinh viêm lợi răng. Đông y cho rằng bệnh này do dạ dày, lá lách tích nhiệt hoặc thận âm không đầy đủ dẫn tới.
Cloud computing security!
Cloud computing security or, more simply, cloud security is an evolving sub-domain of computer security, network security, and, more broadly, information security.
It refers to a broad set of policies, technologies, and controls deployed to protect data, applications, and the associated infrastructure of cloud computing.
TNR Gold Shotgun Gold Project, Alaska. Presentation August 2015Kirill Klip
The document summarizes TNR Gold Corp.'s Shotgun Gold Project located in southwest Alaska. It provides an overview of the project's exploration history, geology, mineralization, existing mineral resource estimate, and potential additional targets. The project contains multiphase intrusion-related gold mineralization associated with the same regional magmatic event as Donlin Gold. Drilling to date has outlined an inferred resource of over 700,000 ounces of gold located within the top 150 meters. Geophysical surveys indicate additional untested targets along structural intersections that coincide with areas of quartz flooding favorable for additional mineralization.
The document discusses several key concepts related to data warehousing and business intelligence. It describes the entity relational data model, which divides data into discrete entities with relationships. It also describes extract, transform, and load (ETL) processes, data cleansing, and operational data stores. Dimensional data models are discussed as well, including how they are designed to easily retrieve information and integrate heterogeneous source systems. The levels of business intelligence from strategic to operational are outlined. Finally, frameworks for business value and scope from opportunistic to pervasive are presented.
Shikhar Johari has over 8 years of experience in human resources. He has expertise in talent acquisition, onboarding, training, compensation, employee relations, performance management, and HR systems. Currently he works as Manager HR at Parle Agro Pvt. Ltd., where he manages the full HR lifecycle, including recruiting, onboarding, training, payroll, and performance reviews. He has a strong track record of meeting hiring goals through various sourcing methods and implementing HR initiatives to improve employee productivity and engagement.
The document provides details of Gail Mitchell's experience providing sales training videos and webinars for broadcast sales professionals, developing a charitable event that raised hundreds of toys and $1,000 for charity, establishing market entry and channels as a project manager for a beverage company, and helping businesses establish consistency and competitive advantages in their marketing strategies through various touchpoints.
switch~ is an energy entertainment event using 5min pecha-kucha talk format to inspire or humor a sustainability geek audience. This talk was given at eTown Hall fall of 2014 by Chuck Ray addressing the struggle between regulated monopoly electric delivery and market side entrepreneurs. switch-energy.org
Presentazione User Conference ManageEngine Italia 2013, soluzioni per il monitoraggio completo dell'infrastruttura IT, rete, sistemi, applicazioni e storage.
The document discusses various sports that are included in the Olympics and provides information about track and field events like running, hurdles, high jump, pole vault, discus throw, javelin throw, hammer throw, and shot put. It also mentions other sports like football, basketball, volleyball, tennis, gymnastics, swimming, diving, water polo, sailing, and taekwondo. It includes some exercises testing memory and filling in gaps about different events.
The AZSHRM Annual Conference is the largest human resource-focused conference in the state of Arizona. It provides fantastic keynote speakers, great educational sessions, networking opportunities, and exposure to the newest HR products, techniques and services. Open to all HR professionals looking for an affordable, dynamic program that can help you earn re-certification credits. Business owners and managers can learn from top keynote speakers and leading experts nationwide.
This years conference is being held at the Sheraton Wild Horse Pass.
The event is a park cleanup called "It's My Park Day" that will take place on March 15th from 9:00am to 12:00pm at Bohls Park in Pflugerville, Texas. Participants should dress for the weather and wear closed-toed shoes. The purpose is to pick up trash around the park. More information can be found at the provided website.
This list contains common school supplies such as pencils, notebooks, markers, color pencils, a ruler, pencil case, sharpener, compass, triangle, and school bag.
ASUG influence council 2012 - SAP BusinessObjects Web Intelligencekarstenruf
This document discusses an agenda for an SAP BusinessObjects Web Intelligence Influence Council meeting. It introduces the council leadership and provides an overview of the council's objectives. It also presents Web Intelligence's product roadmap, including improvements to the user experience, visualizations, data access, and support for developers and mobile. The roadmap discusses capabilities for both the current release and planned innovations. The meeting aims to gather feedback on priorities and implementation for developing future Web Intelligence releases.
Org Structure & Sustainability Amr 20090212Victoria Zelin
What has been learned about corporate sustainability and the role of the Chief Sustainability Officer that can help leaders determine where to position the role in their organization? See highlights of the Hudson Gain Study of the role of the CSO and explore questions that can sort through the issues.
Armstrong Franklin is an executive search and consulting firm headquartered in Philadelphia with offices globally. It specializes in helping clients gain a competitive advantage through acquiring high potential talent. The document discusses Armstrong Franklin's emphasis on hiring the best people to drive business results. It outlines their full range services including executive, mid-level, and talent pipeline searches across various industries and functions. Armstrong Franklin aims to partner closely with clients to design customized solutions through high service levels and industry expertise to attract world-class talent.
Learning Pool Public Sector Learning Conference Charles Jennings FinalLynn Jennings
1. The document discusses building successful technology-enabled learning and development strategies. In 2007, US organizations spent $134.39 billion on employee learning and development but only 10% of training expenditures resulted in actual job transfers.
2. It outlines seven underpinning principles for effective learning and development strategies, including aligning with business strategy and focusing on real adult learning. Learning strategies must contribute to business growth, productivity, transformation, and be cost-constrained.
3. Speed to competence is a critical measure for learning and development strategies to effectively and efficiently help employees learn and apply new skills.
Armstrong Franklin is an executive search and consulting firm headquartered in Philadelphia with offices around the world. It specializes in helping clients gain a competitive advantage through acquiring high potential talent. The document discusses Armstrong Franklin's focus on performance, talent acquisition process, industry and functional expertise, value proposition, recent searches, and managing partner Jim Parker's background.
Five Steps to Delivering a Competency-Based Development PlanHuman Capital Media
A competency management strategy is key to an organization’s ability to deliver focused and efficient learning and development plans to employees. Job competencies provide a consistent way to assess and measure the success of learning initiatives, focusing on results of the programs themselves and the positive impact on the business. This webinar will discuss five critical steps in defining and implementing a job-specific competency-based approach to development.
Objectives:
Understand the challenges to deploying competency-based development plans.
Review the five-step methodology to deliver competency-based development.
Learn key tips and tools that can help you overcome common objections and delays.
Tan BakChai is a senior business consultant at The MRI China Group with over 20 years of experience in engineering, marketing, and operations management. The MRI China Group specializes in recruiting for industrial, electrical, electronics, plastics, metal and semiconductor companies in China and Hong Kong. They offer executive search, assessment, and coaching services tailored to each client's specific staffing needs as part of the MRINetwork, the world's largest search and recruitment organization. BakChai holds an MBA and speaks English, Mandarin, Cantonese, and Hokkien in addition to his native Malaysian language.
Webinar Corporate Social Performance Management For Driving Employee EngagementBullseye_Evaluation
The document discusses best practices for creating a learning and coaching culture to drive employee engagement and corporate performance. It promotes using BullseyeEvaluation's performance management system to facilitate productive communication through coaching and mentoring. This establishes a cycle that effectively manages talent and creates strategy execution, delivering key performance indicator improvements.
Webinar corporate social performance management: driving employee engagementCharles Bedard
The document discusses best practices for creating a learning and coaching culture to drive employee engagement and corporate performance. It promotes using BullseyeEvaluation's performance management system to facilitate productive communication through coaching and mentoring. This establishes a cycle that effectively manages talent and creates strategy execution, delivering key performance indicator improvements.
The document provides best practices for attracting and retaining top talent. It recommends treating hiring as a critical business process with planning, recruiting, and selection steps. Companies should consider fit as well as skills, and articulate what new hires will achieve. Talent acquisition can strengthen branding if done well. Total rewards packages should include competitive pay, job security, training, and flexible benefits to engage employees.
The document discusses implementing competency models in organizations. It notes that while organizations often invest significant resources into developing competency models, they frequently see limited results from the implementation. This is because organizations often fail to consider how to drive behavioral and cultural change needed to achieve desired business outcomes. Simply developing competency definitions is not sufficient - organizations must prioritize competencies, differentiate performance levels, and link the model to business strategy and goals to realize the full benefits of implementation.
Green Firm Certification: Is Your Firm Green?batshalom
The document discusses the Sustainable Performance Institute's Green Firm Certification Program. It provides an overview of the state of green building and design practices, highlights results from an industry survey showing gaps that firms need to address, and presents SPI's framework and certification process. The framework focuses on leadership, project delivery, partnering, infrastructure, and outcomes/metrics. It aims to help firms institutionalize sustainability and deliver consistently high performance.
Join Greg Stewart, Vice President of Enterprise Solutions Sales at Profiles International and learn about talent management strategies for high impact positions that will bring success to your organization.
Join us for this webinar and learn:
Engage top performers
Engage talents
Improve performance through coachin
This document summarizes the services of ESPPROSEARCH, an executive search firm focused on recruiting for the LED and solid state lighting industry. They identify and recruit top talent for critical roles including C-level, vice president, director, and manager positions in areas like engineering, manufacturing, business development, and marketing. ESPPROSEARCH has a proven track record of global assignments and recruits from industry titans to startups. Their proprietary process involves assessing client needs, executing customized searches, actively managing the process, and following up after new hires. Their mission is to identify top industry talent while maintaining discretion, ethics, and a commitment to excellence.
Lou Adler How To Be A Linked In HeadhunterAaron Staley
1) The presentation discussed how corporate recruiters can become corporate headhunters by taking a more proactive approach to sourcing candidates, focusing on attracting top performers before they begin looking for new roles.
2) It emphasized converting traditional job descriptions into performance profiles that focus on outcomes and career growth opportunities rather than skills and responsibilities.
3) The presentation provided strategies for headhunters to maintain control of the application process and source candidates through early engagement rather than passive posting and screening.
Career management involves helping employees identify their interests, skills, career goals, and action plans to achieve those goals. It is important for both companies and employees. For companies, it helps ensure they have qualified employees and higher commitment. For employees, it prevents frustration and feeling undervalued. Some challenges in career management include onboarding new employees, offering dual career paths for technical specialists, dealing with career plateaus, and accommodating career breaks. Companies address these challenges through structured programs, tools, and defined processes to help guide employee career development.
The document provides information on Arun Kumar Reddy's career objective, qualifications, and experience. It summarizes as:
Arun seeks a challenging position in a reputed organization to start his career and apply his skills and learning to further develop professionally. He has an MBA in HR and marketing and a BTech in ECE. He has proficiency in Microsoft Office and computer skills. Arun completed a 6-month internship as an HR recruiter where he conducted recruitment, screening, hiring and reporting. He has HR and technical skills and can work effectively independently or in a team.
This document discusses employer branding and provides data and advice on developing a strong talent brand. It shows that most companies agree employer brand is a top priority, and that employer brand significantly impacts their ability to hire great talent. It then provides steps to build a strong talent brand, including getting executive buy-in, listening to candidates and employees, crafting an authentic employer brand message, promoting the brand, and measuring results.
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
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2. ABOUT THE SPEAKER
CAREER BIO
• Mr. Cheng is currently the Vice President and
General Manager of KAMET Manufacturing
Solutions, an international provider of
Engineering, Build to Print and Contract
Manufacturing services, serving the Hi-Tech
Semiconductor, Medical and
Aerospace/Defense Industries. Reporting to
the CEO, he is responsible for all aspects of
growth and profitability of the corporation.
• Mr. Cheng is also an industry Educator and
Consultant working with knowledge brokers like
Gerson Lehrman Group, Coleman
Research, Guidepoint Global, Primary
Insight, and Cognolink educating and
increasing clients’ understanding of technology
and trends in industry.
• During Mr. Cheng’s 15 year tenure at Applied
Materials. He held leadership positions in
Global Production Engineering, Operations
Research, Global Supply Chain
Donald Cheng is an Electrical Management, Regional Total Quality
Engineer professional with a Management and Manufacturing Operations.
During his tenure, Applied Materials delivered
successful career spanning across highest record revenues, implemented global
three industries and progressively sourcing strategies, implemented LEAN
manufacturing and achieved consistent
climbed the ladder in four career improvement in overall performance.
professions. Each time starting as • Prior to Applied Materials, Mr. Cheng spent
an individual contributor and rising over 8 years in the Aerospace & Defense
Industry, most notably at Lockheed Space
the ranks into executive Operations where, as a Systems Engineer, he
management. He is also an designed automated cloud hardware switching
educator, consultant, author, speake systems using knowledge based Artificial
Intelligence heuristics.
r and enjoys the life long journey of • Mr. Cheng holds a Bachelor of Science and
learning. Master of Science degrees in Electrical
Engineering from Florida Institute of
Technology, NAPCEP Certified and has
received numerous awards of excellence from
every industry he has served.
The Resonating Career by: Donald Cheng
3. TALKING POINTS
Every generation of graduates faces
challenges entering into the work
place.
Finding a Job in a Jobless market
only creates fierce competition.
Job seekers need to show distinction
along with breadth and depth of
value.
This is not your father’s job market
anymore.
Job skills now change every 3-4
years.
Career Management is a life long
journey that begins with a direction.
The Resonating Career by: Donald Cheng
4. TALKING POINTS
No matter where you are at in your
career map there are a handful of
concepts that has stood the test of
time and transcends career paths and
industries.
What ever direction you
take, remember to learn and
enjoy the journey along the
way
The Resonating Career by: Donald Cheng
5. THE RESONATING CAREER
The Resonating Career,
Resonate means: is a career
which is harmonious with who you
1. To correspond closely or
are and what your current or
harmoniously with
potential employer needs. The
2. To expand, to intensity, or amplify
result is a mutual success that is
intensified and amplified as you
progress and fine tune your skills.
The Resonating Career by: Donald Cheng
7. THE BUSINESS OF YOU
PREMISE:
You are the CEO of YOU
WHAT IS YOU’s:
Value Add
Passion
Interests
Specialization
Core Competency
The Resonating Career by: Donald Cheng
8. MARKETING YOU
What is your target market(s)?
Do you have a brand image?
Do you have a message?
What is your distinction?
Why hire you?
The Resonating Career by: Donald Cheng
9. BRANDING YOU
Reputationu
8
Characteru
Perceptionu
Ethicsu
Code of
u=1 Conductu
Opinionu
The Resonating Career by: Donald Cheng
10. UTILIZING NETWORKS
Strategic Use Tactical Use
Professional Applying for jobs
Societies online
Professional Job fairs
Organizations Walking in a
Professional resume
networks Asking around
Publishing your Newspaper ads
work Cold calling
Find mentors
Goal Goal
• Building your • Getting hired
credentials & brand
• Attract recruiters
The Resonating Career by: Donald Cheng
12. THE YOU, INC BUSINESS PLAN
Avoid “Analysis Paralysis”
The Resonating Career by: Donald Cheng
13. ANALYSIS PARALYSIS
Plans are a living document
No plan is perfect, but should be well
thought out
Plans are made to be changed, adjust
as needed
Don’t obsess over it, revisit it after a
period of time and look at it with a
fresh pair of eyes
Remember that creation of the plan is
not the end goal
Adopt a continuous improvement over
time approach rather trying to craft
the perfect plan
Execute!, Execute!, Execute!
The Resonating Career by: Donald Cheng
15. TOP GRADING
Top Grading is a
systematic approach to
assessing candidates and
employees alike based on
the overall groups
performance.
“C”- “B”- “A”-
Player Player Player
The Resonating Career by: Donald Cheng
16. TOP GRADING
Companies are dynamic and complex
organisms that change and evolve over
time.
To remain in tune with your employer or
to amplify your impact, you must make
fine tuning to your performance and
approach to remain effective in our
career.
Those who do not, may find themselves
falling into a different player group.
The Resonating Career by: Donald Cheng
17. RESULTS LEAD TO RESONANCE
As part of a company’s organization the “A”
Players and the “B+” Players are in a
unique position to help lead teams to
achieving critical business objectives. Such
results are cumulative and creates an
organizational resonance over time.
The Resonating Career by: Donald Cheng
19. CAREER PITFALLS
Who is my
Career Manager
?
Hope is not a
Strategy nor
does it float
The Resonating Career by: Donald Cheng
20. CAREER PITFALLS
Being a self
fulfilling
prophecy
A little dirty
politics never
hurts anyone
The Resonating Career by: Donald Cheng
21. CAREER PITFALLS
Complacency
breeds
obsolescence
Attitude is
everything
The Resonating Career by: Donald Cheng
22. CAREER PITFALLS
Be aware of
your
surroundings
Sometimes you
need to take
career detours
The Resonating Career by: Donald Cheng
23. CAREER PITFALLS
Not making an
exit plan
No mentors nor
staying
connected
The Resonating Career by: Donald Cheng
24. CAREER WAYPOINTS
Jobs are waypoints in your
career
Wouldn’t it be nice if there
Assess your app for careera year
was an resume once
Ask yourself:
management?
What did you add?
Are you adding results or activities
Have you been doing the same job
for over 3-4 years?
Is there a trend and direction to the
narrative of your resume?
Is the trend pointing you in the
If direction fallen want to of the career
you have you into any go?
pitfalls then learn from them and make
corrective actions
The Resonating Career by: Donald Cheng
25. ARE YOU FEELING LUCKY?
Hope is not a strategy
Luck is not a factor
Fear is not an option
26. ARE YOU PREPARED?
Opportunities
may come
without notice
The next
business
associate you
meet may be
your next boss
Do you have
an elevator
speech?
The Resonating Career by: Donald Cheng
27. THE GLOBAL MARKET
Electronic
Connectivity
has made the
world smaller
Opening up
new markets
and
opportunities
This also means opening up to
global competition
You are no longer “keeping up
with the Joneses”, but also the
Silva’s, Ivanov’s, Patel’s and
Wang’s.
The Resonating Career by: Donald Cheng
28. FINDING YOUR NICHE
Gather market intelligence: stay
abreast of industry trends and
raise awareness of areas of
growth
Know the types of products or
services that are in the market
segment of interest
Perform Supply Chain forensics
Understand the market segments
Know the objectives that are being
served
What are the innovations and
convergences that will create
opportunities
The Resonating Career by: Donald Cheng
29. SUMMARY
Develop the business plan of YOU
Know what your distinctions are
and where you can be of most
value
Success is when Opportunity
meets preparation, so do your
homework
Manage your career
Avoid analysis paralysis and career
pitfalls
Find a mentor and grow your
network
Achieving resonance requires
occasional adjustments to stay in
tune or to amplify
The Resonating Career by: Donald Cheng
30. MAY YOU RESONATE WITH SUCCESS
The Resonating Career by: Donald Cheng