The document provides an overview of how social tools can be applied to five key HR processes: performance reviews, employee feedback, recognition and awards, training, and knowledge management. It discusses transitioning performance reviews from annual events to ongoing conversations, capturing more timely employee feedback, using social recognition to provide informal and measurable praise, leveraging employees' expertise through social training tools, and centralizing institutional knowledge. Metrics for success include engagement, enablement, and performance. Case studies and parting thoughts on creating a social HR roadmap are also presented.
Description:
2016 Glassdoor Summit
Josh Bersin, Principal, Bersin by Deloitte, Deloitte Consulting LLP -- The New World of Employment Brand: Culture, Engagement, Career, Wellness
https://www.youtube.com/watch?v=jKcVisrqfNo
Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood.
Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
Webinar: How to Create the Ultimate Employee ExperienceYouEarnedIt
Is your company getting the most from its employee experience efforts?
Join us for a 45-minute webinar on building employee experiences that deliver business results.
The term "employee experience" is everywhere today, and its importance goes beyond mere buzzword status and HR circles. Employee experience programs are driving bottom-line results — one recent study found companies that invest in the employee experience are four times as profitable than those that don't.
Join YouEarnedIt's CEO and Director of Employee Experience for this 45-minute webinar guiding you through our most important discoveries from hundreds of research pages and thousands of employee surveys.
Watch for this webinar, and you will see:
The employee experience defined — learn exactly what the employee experience is, and how it can be tailored to your culture.
The employee experience quantified — get research-backed stats revealing how the employee experience boosts your bottom line, helping you build a business case for it.
The employee experience optimized — tips, tactics, and best practices based on survey data and successful companies for building a best-in-class employee experience.
Analyzing the Re-invented Performance Management - A Deloitte Case StudyTathagata Banerjee
In every organization one of the most important asset is the human capital. The team that makes
the company sustainable. Based on different hierarchy of different organizations, the
“management” tries to analyze the behavior, measure the performances against some set
benchmark and help to develop the skill set of the “employee” to align them as per the strategic
goals of the organization. This continuous push for higher performance is the main reason for
“Employee” Performance management.
The Employee Experience: From Engagement to EnergyGlintInc
In times of change, the employee experience helps hold the company together. Whether it be changes to leadership, products, or culture, the employee experience is the one item that should remain constant and strong in order to keep employees engaged. In this research-based presentation, Josh Bersin, principal and founder, Bersin™, Deloitte Consulting LLP, will highlight the latest trends in the employee engagement market and explain why citizenship, purpose, meaningful work, and “energy, not just engagement” are the most important business strategies you have.
Realizado junto de mais de 7.000 líderes empresariais e de Recursos Humanos (RH) e em 130 países, o estudo Global Human Capital Trends 2016 da Deloitte é um dos maiores trabalhos de pesquisa realizado sobre os desafios da força de trabalho, da liderança e dos RH.
Description:
2016 Glassdoor Summit
Josh Bersin, Principal, Bersin by Deloitte, Deloitte Consulting LLP -- The New World of Employment Brand: Culture, Engagement, Career, Wellness
https://www.youtube.com/watch?v=jKcVisrqfNo
Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood.
Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
Webinar: How to Create the Ultimate Employee ExperienceYouEarnedIt
Is your company getting the most from its employee experience efforts?
Join us for a 45-minute webinar on building employee experiences that deliver business results.
The term "employee experience" is everywhere today, and its importance goes beyond mere buzzword status and HR circles. Employee experience programs are driving bottom-line results — one recent study found companies that invest in the employee experience are four times as profitable than those that don't.
Join YouEarnedIt's CEO and Director of Employee Experience for this 45-minute webinar guiding you through our most important discoveries from hundreds of research pages and thousands of employee surveys.
Watch for this webinar, and you will see:
The employee experience defined — learn exactly what the employee experience is, and how it can be tailored to your culture.
The employee experience quantified — get research-backed stats revealing how the employee experience boosts your bottom line, helping you build a business case for it.
The employee experience optimized — tips, tactics, and best practices based on survey data and successful companies for building a best-in-class employee experience.
Analyzing the Re-invented Performance Management - A Deloitte Case StudyTathagata Banerjee
In every organization one of the most important asset is the human capital. The team that makes
the company sustainable. Based on different hierarchy of different organizations, the
“management” tries to analyze the behavior, measure the performances against some set
benchmark and help to develop the skill set of the “employee” to align them as per the strategic
goals of the organization. This continuous push for higher performance is the main reason for
“Employee” Performance management.
The Employee Experience: From Engagement to EnergyGlintInc
In times of change, the employee experience helps hold the company together. Whether it be changes to leadership, products, or culture, the employee experience is the one item that should remain constant and strong in order to keep employees engaged. In this research-based presentation, Josh Bersin, principal and founder, Bersin™, Deloitte Consulting LLP, will highlight the latest trends in the employee engagement market and explain why citizenship, purpose, meaningful work, and “energy, not just engagement” are the most important business strategies you have.
Realizado junto de mais de 7.000 líderes empresariais e de Recursos Humanos (RH) e em 130 países, o estudo Global Human Capital Trends 2016 da Deloitte é um dos maiores trabalhos de pesquisa realizado sobre os desafios da força de trabalho, da liderança e dos RH.
Communication Strategies to Keep Employees Engaged and Informed During a Chronic Crisis
View the webinar here: https://youtu.be/2frLDn5C_zs
As the new normal continues to evolve, companies are being challenged daily to keep employees engaged and informed while supporting their business operations. Throughout the pandemic, employees have demonstrated their adaptability in the face of remote working, unanticipated childcare needs, furloughs, and isolation. Many employers are realizing that effective employee communication is the key.
Join Mad*Pow Founder and Chief Experience Officer Amy Heymans and Beth Clauss, President, Small Potatoes Communications, to learn how they have helped clients engage their employees, strengthen their company culture and create a unified and informed employee community. The webinar will cover how organizations can create an employee communications strategy that helps employees weather the unique circumstances of a long-term, ongoing crisis, while navigating the treacherous waters of promoting productivity and profits during a pandemic.
The Employee Experience Engagement & Culture from the Bottom-UpYouEarnedIt
Build an employee engagement program that drives results.
Fancy employee perks. Employee wellness programs. Rewards and recognition — you name it, there's no shortage of initiatives to improve the employee experience.
But many of these efforts are falling flat.
There has been a shift in employee engagement, and companies with an outdated Employee Experience are missing the mark.
It's time to look at engagement from the bottom-up and build a culture that drives results.
Watch this webinar to learn:
- The main issues companies have with engagement
- A roadmap for improving key parts of the employee experience
- Tips, tactics, and best practices for building a better company culture
- Specific advice for incorporating managers and millennials
To request a demo, visit www.youearnedit.com/demo
“Did you know that approximately 10,000 people will retire each day? This means 43 percent of the current workforce will retire in the next decade,” stated Steve Dobberowsky, Principal, Thought Leadership & Advisory Services at Cornerstone.
There are many challenges that government agencies face today, such as shrinking budgets and the Baby Boomer retirements. So, how are HR professionals adopting a talent management strategy that will drive positive results in this day and age?
In this training with GovLoop, we'll examine how the workforce is rapidly changing and the challenges and solutions that HR professionals are dealing with - including developing a Unified Talent Management strategy.
This presentation describes employee engagement, the three inclinations employees have towward being engaged, a spectrum of engagement, eight factors that affect engagement levels, and information about surveys and the correlation between engagement - personal behaviors - business results.
Empower Your Managers to Own New Employee OnboardingEnboarder
What do you need to build a good (and great) onboarding experience?
How can you boost the success of your employee onboarding program (and by extension your organization's overall performance)?
How do you get managers involved in the onboarding process for new hires?
This guide from Enboarder provides the framework and answers for all these questions, and more.
Organizations face a radically shifting context for the workforce, the workplace, and the world of work. Our survey of more than 10,000 business and HR leaders from 140 countries reveals 10 areas for businesses to focus on to better organize, manage, develop, and align people at work.
View the shortened version: http://hir.vu/2n33CBX
The Power of HR & Automation: How to Keep the “Human” in Human Resource Manag...Aggregage
While the future remains uncertain when it comes to the return of an in-person workforce, HR automation seems to be an ever-increasing inevitability. Shifting existing teams over to new digital processes during remote times can be a massive challenge, especially when teams are focused on maintaining the ever-illusive sense of "culture." But for the next generation now entering the workforce––an immensely tech-enabled generation––what can we as HR leaders do to meet them?
Join Teresa Smith, Senior Managing Partner, HCM Advisory Group at UKG, for this indispensable discussion on the future of work and HR tech. This session will cover:
• What a "work environment" means today and how we go about creating a positive one
• How to ensure your company remains "people-first" in these uncertain times
• Why automating HR tasks doesn't necessarily come at a detriment to culture
• How to effectively introduce digital processes to your company and employees new and old in a way that encourages adoption of these processes
How do employees reach their maximum potential? What is the one thing that is proven to transform "good enough" into "great? The simple answer: an accelerator. O.C. Tanner offers insights based on a 10-year, 200,000 person study of managers and employees, that unveils new tips, including groundbreaking statistics, strategies, and benchmarks for increasing employee engagement, retention, and results.
Zalp webinar-Raising your employee referral program results to 50% of all hiresSavio Vadakkan
This interactive webinar was led by Dr. John Sullivan, arguably the world’s leading proponent of employer referrals programs (ERP). In this webinar, he highlighted the best practices that have proven to be effective in making referral programs the dominant corporate recruiting source.
The webinar was sponsored by ZALP in association with ere.net.
ZALP is the perfect employee referral software for every organization looking to tap the unexplored potential of their referral program while at the same time exploiting the potent potential of social media in recruitment.
Request a demo today. Visit www.zalp.com or mail us at info@zalp.com
Getting People to Talk : Creating a Culture of Continuous Performance Manage...Bhupesh Chaurasia
The need to more effectively engage employees coupled with advances in social, mobile, and cloud technology have created an explosion of innovation in continuous performance management methods. The primary goal of continuous performance management is to create effective ongoing conversations and feedback between employees, managers,and coworkers to drive agile and continuous performance improvement and development.Putting continuous performance management into practice involves much more than creating a new
process or deploying a new application.
Communication Strategies to Keep Employees Engaged and Informed During a Chronic Crisis
View the webinar here: https://youtu.be/2frLDn5C_zs
As the new normal continues to evolve, companies are being challenged daily to keep employees engaged and informed while supporting their business operations. Throughout the pandemic, employees have demonstrated their adaptability in the face of remote working, unanticipated childcare needs, furloughs, and isolation. Many employers are realizing that effective employee communication is the key.
Join Mad*Pow Founder and Chief Experience Officer Amy Heymans and Beth Clauss, President, Small Potatoes Communications, to learn how they have helped clients engage their employees, strengthen their company culture and create a unified and informed employee community. The webinar will cover how organizations can create an employee communications strategy that helps employees weather the unique circumstances of a long-term, ongoing crisis, while navigating the treacherous waters of promoting productivity and profits during a pandemic.
The Employee Experience Engagement & Culture from the Bottom-UpYouEarnedIt
Build an employee engagement program that drives results.
Fancy employee perks. Employee wellness programs. Rewards and recognition — you name it, there's no shortage of initiatives to improve the employee experience.
But many of these efforts are falling flat.
There has been a shift in employee engagement, and companies with an outdated Employee Experience are missing the mark.
It's time to look at engagement from the bottom-up and build a culture that drives results.
Watch this webinar to learn:
- The main issues companies have with engagement
- A roadmap for improving key parts of the employee experience
- Tips, tactics, and best practices for building a better company culture
- Specific advice for incorporating managers and millennials
To request a demo, visit www.youearnedit.com/demo
“Did you know that approximately 10,000 people will retire each day? This means 43 percent of the current workforce will retire in the next decade,” stated Steve Dobberowsky, Principal, Thought Leadership & Advisory Services at Cornerstone.
There are many challenges that government agencies face today, such as shrinking budgets and the Baby Boomer retirements. So, how are HR professionals adopting a talent management strategy that will drive positive results in this day and age?
In this training with GovLoop, we'll examine how the workforce is rapidly changing and the challenges and solutions that HR professionals are dealing with - including developing a Unified Talent Management strategy.
This presentation describes employee engagement, the three inclinations employees have towward being engaged, a spectrum of engagement, eight factors that affect engagement levels, and information about surveys and the correlation between engagement - personal behaviors - business results.
Empower Your Managers to Own New Employee OnboardingEnboarder
What do you need to build a good (and great) onboarding experience?
How can you boost the success of your employee onboarding program (and by extension your organization's overall performance)?
How do you get managers involved in the onboarding process for new hires?
This guide from Enboarder provides the framework and answers for all these questions, and more.
Organizations face a radically shifting context for the workforce, the workplace, and the world of work. Our survey of more than 10,000 business and HR leaders from 140 countries reveals 10 areas for businesses to focus on to better organize, manage, develop, and align people at work.
View the shortened version: http://hir.vu/2n33CBX
The Power of HR & Automation: How to Keep the “Human” in Human Resource Manag...Aggregage
While the future remains uncertain when it comes to the return of an in-person workforce, HR automation seems to be an ever-increasing inevitability. Shifting existing teams over to new digital processes during remote times can be a massive challenge, especially when teams are focused on maintaining the ever-illusive sense of "culture." But for the next generation now entering the workforce––an immensely tech-enabled generation––what can we as HR leaders do to meet them?
Join Teresa Smith, Senior Managing Partner, HCM Advisory Group at UKG, for this indispensable discussion on the future of work and HR tech. This session will cover:
• What a "work environment" means today and how we go about creating a positive one
• How to ensure your company remains "people-first" in these uncertain times
• Why automating HR tasks doesn't necessarily come at a detriment to culture
• How to effectively introduce digital processes to your company and employees new and old in a way that encourages adoption of these processes
How do employees reach their maximum potential? What is the one thing that is proven to transform "good enough" into "great? The simple answer: an accelerator. O.C. Tanner offers insights based on a 10-year, 200,000 person study of managers and employees, that unveils new tips, including groundbreaking statistics, strategies, and benchmarks for increasing employee engagement, retention, and results.
Zalp webinar-Raising your employee referral program results to 50% of all hiresSavio Vadakkan
This interactive webinar was led by Dr. John Sullivan, arguably the world’s leading proponent of employer referrals programs (ERP). In this webinar, he highlighted the best practices that have proven to be effective in making referral programs the dominant corporate recruiting source.
The webinar was sponsored by ZALP in association with ere.net.
ZALP is the perfect employee referral software for every organization looking to tap the unexplored potential of their referral program while at the same time exploiting the potent potential of social media in recruitment.
Request a demo today. Visit www.zalp.com or mail us at info@zalp.com
Getting People to Talk : Creating a Culture of Continuous Performance Manage...Bhupesh Chaurasia
The need to more effectively engage employees coupled with advances in social, mobile, and cloud technology have created an explosion of innovation in continuous performance management methods. The primary goal of continuous performance management is to create effective ongoing conversations and feedback between employees, managers,and coworkers to drive agile and continuous performance improvement and development.Putting continuous performance management into practice involves much more than creating a new
process or deploying a new application.
What do next generation leaders say they need to be 'future ready'? This report is from 200+ next generation leaders attending the #AICPA_EDGE Conference in Las Vegas in August, 2016.
Next Gen leaders will be called to lead in a different environment than many leaders of the past. These times of exponential change will require a different skill set. They will be leading in transformational and adaptive times which require new skills and new practices.
This report highlights top challenges, top skills, insights from the session and more.
These polls were integrated during a presentation on "The Future Ready CPA" where we covered the 5 C's - Context, Certainty, Capacity, Competency, and Core Purpose & Values.
We are living in “exponential times” where the size, scale and scope of change is incredible. That means there are incredible opportunities for those who can see through the fog of uncertainty and anticipate what’s next. The biggest opportunity is to harness the wisdom of our older generations with the fresh perspectives of the tech-savvy younger generations. The next generation of leaders is enthusiastically ready to have a seat at the table. The future is not created; the future is co- created. Let’s get to work!
Using Social Media to Improve Benefits Enrollment, Employee Engagement & Recr...Neil Mammele
In this webinar we will explore ways in which HR managers can ensure that they are using any given social media platform successfully to improve current employee engagement, improved benefits enrollment, and continue to recruit top talent.
Organizations seek to maximize the productivity and profitability of their staff !
Individuals seek satisfaction from their work !
If both can be achieved concurrently , there is a true Win-Win !
The impact of an ‘engaged’ workforce over an ‘unengaged’ one is dramatic
Maximize Social Media Throughout The Employment LifecycleMonster
Social media is changing the way people find jobs, however most companies are out of step.
In fact, according to a recent SourceRight Solutions® Emerging Workforce Study, less than one-fourth of companies have a formal social media strategy in place. Even more alarming is that of those companies with a strategy in place, only one-third say they’ve had success.
While the basic need to attract, cultivate and retain talent remains, the "strategies" of how to best do this have changed dramatically.
This presentation showcases our findings and will help you learn how the cultural shift of social media has changed the employment landscape of how we attract, retain and cultivate talent.
You'll gain valuable insights such as:
The Importance of Social Media in the Recruitment of Top Talent
Cultural Mission Statements Do Make a Difference
Social Media Can Help Retain Your Top Talent
For more information, visit http://hiring.monster.com
Why Volunteering Programs are no longer just for Large CompaniesGaurav Bhattacharya
Employee Volunteer Programs are no longer only for large companies!
With the latest generation of cloud-based solutions, any sized company can now afford a great employee volunteering platform.
Two Sides of the Same Coin: Recruiting and RetentionAggregage
In this webinar, Caitlin MacGregor will explore how predictive science helps organizations engage, attract and retain high-performing talent. Attendees will gain insight into understanding candidates’ human potential to unlock opportunity for their organizations to add value to their talent strategies.
A social business is an organization whose culture and systems encourage networks of people to create business value. Social businesses connect individuals, so they can rapidly share information, knowledge and ideas by having conversations and publishing informal content. They analyze social content from multiple channels and sources, in addition to structured data, to gain insights from both external and internal stakeholders. When those things happen, innovation and business execution rates increase, better decisions are made, and customers and employees are more engaged and satisfied. Social businesses enjoy lower operating costs, faster speed-to-market, improved customer and employee engagement, and increased profitability.
You know your employees are the lifeblood of your company but if not properly motivated, they can end up sucking the life out of your company. Unhappy employees cost companies over half a billion dollars in lost productivity.
What if there were a formula for gauging your employees’ attitudes and a methodology for creating an energetic workplace atmosphere? While we can’t promise an overnight solution, we can give you facts and actionable tips based on national and global research to get the process in motion. All it takes from you is the desire to make the change and the commitment to transform the culture of your organization from blah to hell ya!
Change is best implemented from the top with executive support so every employee on your payroll understands the importance of the initiative. Give your employees a reason to care.
Presented by
Raphael Crawford-Marks
Co-Founder and CEO, Bonusly
Bart Macdonald
Presented by
Bart Macdonald
Founder and CEO, Sapling
Are you ready to transform employee engagement from one of your organization's greatest challenges into one of it's greatest assets?
Join Bonusly's Raphael Crawford-Marks and Sapling's Bart Macdonald for an interactive discussion on how a combination of thoughtful strategy, and purpose-built technologies can imporve employee engagement in your organization.
In this webinar, you'll learn:
Why every organization needs a functional employee engagement strategy
Unique engagement drivers for modern employees
How strategic onboarding can fortify the foundation of your engagement strategy
How to foster a recognition-rich organizational culture
How purpose-built technologies can simplify and magnify your efforts
Special thanks to our partners: Bonusly
Strategies for the Future of Employee EngagementSapling
Presented by
Raphael Crawford-Marks
Co-Founder and CEO, Bonusly
Bart Macdonald
Presented by
Bart Macdonald
Founder and CEO, Sapling
Are you ready to transform employee engagement from one of your organization's greatest challenges into one of it's greatest assets?
Join Bonusly's Raphael Crawford-Marks and Sapling's Bart Macdonald for an interactive discussion on how a combination of thoughtful strategy, and purpose-built technologies can imporve employee engagement in your organization.
In this webinar, you'll learn:
Why every organization needs a functional employee engagement strategy
Unique engagement drivers for modern employees
How strategic onboarding can fortify the foundation of your engagement strategy
How to foster a recognition-rich organizational culture
How purpose-built technologies can simplify and magnify your efforts
Special thanks to our partners: Bonusly
Lessons learned from working with thousands of SMB clients - Entrepreneurs Organization presentation - EO New Jersey - Oct 2014.
Management in the Digital Age
We are entering an era of “Digital Darwinism,” when society and technology is evolving faster than many companies can adapt. More specifically, it is the way we manage people that has struggled to keep pace with the rate of change. We need to reinvent management
Using Radical Transparency to drive Accountability and Engagement
Despite good intentions, most EO business leaders make the same fundamental mistake when they set goals for their people. Learn what really works and what doesn’t in terms of engaging and motivating your people, and holding them accountable for performance - based on direct observations of more than 5000 clients.
Key Performance Indicators - the right way
Research shows that 92% of companies do a poor job of measuring KPI's. Learn how to choose and track the key measures that will drive the success of your current business model, and drive the key functional areas of your company (the outcomes for this workshop are even more powerful if other members of your leadership team are present)
RESULTS.com’s software gives them unique and privileged insights into the day to day operations of thousands of small-medium sized growth firms. We see what really works and what doesn’t in terms of strategy execution, goal setting, tracking performance, running effective meetings, engaging employees and holding them accountable.
To save you from spending several lifetimes trying to figure it all out for yourself, you can access these powerful (and often counter intuitive) insights in his workshop.
Similar to Top HR Processes Ripe for a Social Enterprise (20)
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
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Top HR Processes Ripe for a Social Enterprise
1. If you cannot hear
the presentation
through your
speakers please
dial 800-584-2088 to
listen through your
phone line.
Top 5 HR Processes Ripe
for the Social Enterprise
Presented by
Todd Horton, Founder/CEO
KangoGift
November 6, 2013
Stay Connected w ith Monster.
http://www.facebook.com/monsterww
http://www.monsterthinking.com/
http://www.youtube.com/user/MonsterVideoVault
@monster_works
@monsterww
2. Our Agenda
What is a social enterprise?
Current state of research on employee sentiment
Top 5 processes ripe for a social enterprise
Common metrics for success
Q&A
2
4. Companies Will Start to Embrace Social Tools
to Facilitate Information
Social Media Usage
Individuals
Companies
69%
5%
It’s only a matter of time before companies catch up
Source: McKinsey. Ways companies use social media for recognition and HR practices.
Pew data for individual.
4
5. A social enterprise is one where employees have the
resources necessary to collaborate and advance the
mission of their organization.
5
6. Today we are not only talking about technology and tools.
We are discussing the organizational mindset of enabling
employees to work socially.
6
7. Social Impacts All Areas of HR
Talent Attraction
On-boarding
Represent your corporate brand as
an employer of choice.
The ways in which employees
enter a company are changing.
1
2
Development
HR leaders have new tools to tap
into the wisdom of the entire
workforce for L&D.
4
3
Engagement
Managers and employees have new
ways to be more timely and visible.
7
9. We do all those old tricks electronically now.
9
10. What the Workplace Values
Old
Global
Mindset
“Instant-ness”
Cultural IQ
Why am I here?
New
Country specific workers.
Cross border connectedness.
Wait for feedback and information.
Understand your surroundings.
Pay and stability.
Access to information and people.
Understand the needs and desires
of people around you.
Personal and social impact.
11. A Few Big Trends
Converting traditional HR processes from infrequent tasks to ongoing conversations.
Capturing and reporting on timely data to create a smarter
workforce.
Tapping into a spirit of “getting things done” with simple tools.
Creating and delivering HR programs that are customized to each
employee’s needs.
11
12. The Workplace in 2020
46%
5B
$41T
Millennials (born 1977 to 1994) will make
up almost half of the US workforce.
Number of global internet users.
Global trade will increase 2.5x from today.
12
13. 70%
Employees don’t feel like they are
fully engaged in their work
according to Gallup.
Companies need to address this
cultural misalignment.
14. New Motivational Theories for a Global Worker
“Classic” Motivational Theory
•
Largely based on
financial incentives
•
Pay
•
New Motivational Theory
Focused on understanding employee
motivations and desires.
Many companies now design jobs to provide
employees with opportunities to make
choices, develop skills, do work that matters,
and strengthen interpersonal relationships.
Stock
•
Cash Bonus
Social tools target the opportunity to
strengthen relationships at work and gain
insight into employee desire.
Money is no longer the only driver in retention and employee engagement.
15. A McKinsey Study Found That Non-Cash Motivators Are
More Effective Than Cash Motivators
80%
Financial vs. Non-Financial Incentives—Effectiveness vs. Use , 2009
Effectiveness
(% of Respondents That View Motivator as
Effective)
70%
Recognition from
Immediate Manager
Attention From
Leaders
60%
Opportunities to
Lead Projects or
Task Forces
50%
Performance-Based
Cash Bonuses
Increase in Base
Pay
40%
Stock or Stock
Options
30%
20%
20%
30%
40%
50%
60%
Use (% of Respondents That Use Motivator)
70%
80%
“Nonfinancial motivators play critical roles in making employees feel that
their companies value them, take their well-being seriously, and strive to
create opportunities for career growth.”
Note: Financial Incentives are marked with a circle; non-financial incentives are market with a
diamond. Source: McKinsey Quarterly, “Motivating people: Getting Beyond Money,” November
2009; Based on McKinsey survey of 1,047 executives, managers, and employees.
16. Impact on Operational Performance of
Organizations Providing What Employees Want
90%
80%
81%
78%
79%
74%
70%
60%
56%
50%
50%
49%
51%
45%
40%
30%
30%
20%
10%
0%
POI
Our Customers are very
satisfied
We produce higher quality
products/services than our
competitors
Employees whose most important want is fulfilled
Source: Respect by Jack Wiley and Brenda Kowske
We compete well in our
industry
Our performance has
improved in past 12 months
Employees whose most important want is unfulfilled
16
17. Impact of Employee Recognition on Views of
Managerial Performance
90%
81%
80%
80%
76%
75%
70%
65%
60%
50%
40%
34%
30%
30%
29%
26%
20%
16%
10%
0%
Overall Performance
People Management
Task Management
Satisfied with Recognition
Source: Respect by Jack Wiley and Brenda Kowske
Keeps Commitments
Dissatisfied with Recognition
17
Outstanding Leader
18. Truthful Communication Employees Want
22%
38%
40%
Communication in General
Communication about Performance
Source: Respect by Jack Wiley and Brenda Kowske
Honest Communication/Information
18
21. Transitioning Reviews from Point in Time to
On-Going Conversations
How
Benefit
Relevancy
Shift from a once year compliance
task to active management.
Impact
Broader set of data points an
employee can draw from.
Employees are better able to
manager their careers.
Insight
Employees better understand
where they fit.
Direct benefits to engagement and
discretionary effort.
More timely assessment of where an
employee stands.
23. Capturing More Timely Employee Feedback
Old Way
New Way
Casual email or chat.
HR provides a structured way to
capture and deliver feedback.
Manager
feedback
Ad-hoc, event driven.
Managers can look at peer
feedback employee has received
and coach.
Crossfunctional
Rare, sporadic.
Peer feedback
Social companies facilitate
cross functional feedback.
23
25. Organizations Seek to Deliver Informal and
Timely Recognition in a Measurable Way.
High
Social Recognition
Annual Reviews
Standardized
(Standard performance review)
Ad-hoc Awards
Verbal Praise
(Lunch or coffee)
(Good job, pat on the back)
Low
Delayed
Time Diminishes Impact
25
Immediate
26. Attributes of a Social Recognition Program
Tangible
Timely
We live in an instant world.
Immediate feedback is the most
engaging.
A real reward (even micro)
makes the recognition more
impactful.
1
2
Keep it simple and
people will embrace
4
Shared
Giving visibility internally or
externally amplifies impact and
program participation.
3
Remembered
Social recognition creates a living
performance review and provides
managers with detailed statements.
26
28. Using the Wisdom of the Workforce for Training
Using video or an internal “YouTube”
Enabling employees to share their expertise
Peer testing and skills assessment
Timely employee surveys
28
30. Centralizing Institutional Knowledge
Internal FAQ pages – Quora for the enterprise.
Providing employees pages everyone can access to
tap into expertise.
Support collaboration through online communities,
file repositories, and internal messaging.
30
31. The theme is that many of these tasks can be done from common
platforms (including mobile) rather than disparate tools.
In other words, tools designed for the way your employees work often
see the most success.
31
32. Top Worries and Benefits When Talking about Social
Benefits
Loss of control
Is it really measurable?
‣ We want a tool that
appeals to all employees.
‣ We want to be a great
place to work and
improve culture.
Not sure where to start
‣ If we can track it, we can
map talent.
‣ We want something cost
effective.
Does it work?
Who else does this?
32
34. Real-World Examples
Knowledge Management
Global manufacturing company
Social Recognition
Global automotive company
Service Awards
Financial company
Learning and Development
Regional healthcare company
34
36. Common Questions Companies Want to Answer
Engagement
How do we create environments that attract the
best employees and ensure their success?
Enablement
How do we provide our workforce tools to advance our
goals and help them succeed?
Performance
36
How do we define success? Profit, impact, reach?
37. Choose the Metric Suitable to Your Goals
Retention
Profit per employee
Satisfaction
Time and Cost Savings
Engagement
Budget Optimization
Operational Gains
Compensation Alignment
37
39. Employee Satisfaction Is Important and Necessary for Company Success
Equity Returns – Top 100 Best
Companies to Work For vs. the Overall
Market, 1998-2005
Professor Alex Edmans (Wharton School)
examined the stock returns of companies with
high employee satisfaction and compared it to
the broader market.
His research found that firms cited as good
places to work earn returns that are more than
double those of the overall market.
Furthermore Edmans has recently updated the
study and found that results still hold―returns
were 3.5% per year higher for the top 100 best
companies to work for than those of their peers.
0
0
0
0
“The results are consistent with human relations theories which argue that
employee satisfaction causes stronger corporate performance through improved
recruitment, retention and motivation.”
Sources Knowledge@Wharton, “How Investing in Intangibles – Like Employee
Satisfaction –Translates into Financial Returns, January 9, 2008; Professor Alex Edmans,
“Does the Stock Market Fully Value Intangibles? Employee Satisfaction and Equity
Prices,” 2011.
40. Social Tools Coupled With Executive Support Can
Dramatically Increase Program Participation
Equipping employees at all levels of the organization can
impact the rate of program success.
40
42. Create Your Own Social HR Roadmap
Requirements
Benchmark
What are your employee
“wants”? What behaviors do
you want to drive.
Understand how social
can be a differentiator for
your org.
Step 1
2
3
Launch and learn
Measure outcomes.
4
Open it up
What assets do you have
Toolkit Selection
Understand what your org already has
in place and untapped. Cultural IQ.
Identify the resources necessary for
success. Start small.
42