#TorontoHR Meetup | Lisa Chang, Uberflip
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At the Sept 21 #TorontoHR Meetup, Lisa Chang from Uberflip shared her insight from many years of experience on the topic of retention and recruitment. She also shared her learnings from Uberflip's growing pains as it expanded from a flat organization to one with middle management levels.
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Management details
This document outlines the management structure and future plans of a retail business. It details the chairperson, managing director, and directors. The future plans include becoming the world's number one retail business and expanding globally. The vision is to provide better services, maintain and attract customers, and motivate employees. The mission involves daily, weekly, monthly plans and introducing new methods to evaluate performance. Departments include HR, finance, and various product-based sales departments. Goal setting principles and an example goal are also outlined, along with actions, tasks, and time frames for goal achievement.
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Jessica James is seeking a new position with opportunity for advancement where she can utilize her current skills and gain new experiences. She has 9 years of experience in customer service, sales, management, and leadership skills developed as General Manager of Chuck E. Cheese for over 12 years. Her skills include managing staff, payroll, deposits, inventory control, scheduling, goal setting, communication, problem solving, and employee development.
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Diagram for Site
The document outlines a suggested curriculum for developing skills in leaders and managers at ABC. It includes coaching programs focused on a curriculum for leaders and general coaching. Learning approaches are blended between workshops, online learning, and on-the-job projects. The curriculum aims to address key areas like team culture, difficult situations, productivity, and performance. Specific topics covered include communication, motivation, feedback, goal setting, and dealing with challenges. The training is designed to build leadership capabilities, increase engagement, and lift performance across management levels at ABC.
hamza cv latest (1)
Hamza Peringadakkat is a retail professional based in Jeddah, Saudi Arabia with over 20 years of experience in management, sales, marketing, and operations. He is currently the Department Head of FMCG/Fresh Food at Aziza Panda United in Jeddah, where he oversees daily operations and sales, leads marketing and promotion efforts, and supervises and trains staff. Prior to this role, Hamza held several positions with increasing responsibility in retail companies such as Hyper Panda, Giant Stores, and T.N.S Merac Arabia. He has a proven track record of achieving sales targets and generating revenues. Hamza has strong communication, relationship management, and leadership skills.
Resume 2017
Karen Brown is seeking a management position where she can utilize her experience managing employees and processes. She has over 15 years of experience in collections, customer service, and operations management. Her most recent role was as a Collections Supervisor at US Bank where she coached employees, monitored metrics, and drove business results. She is motivated, organized, and has a flexible leadership style focused on individual employee growth.
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This document outlines the management structure and future plans of a retail business. It details the chairperson, managing director, and directors. The future plans include becoming the world's number one retail business and expanding globally. The vision is to provide better services, maintain and attract customers, and motivate employees. The mission involves daily, weekly, monthly plans and introducing new methods to evaluate performance. Departments include HR, finance, and various product-based sales departments. Goal setting principles and an example goal are also outlined, along with actions, tasks, and time frames for goal achievement.
Tyler Resume
Tyler M. West is seeking a management position and has over 2 years of experience as a Store Manager for Olympia Sports, where he exceeded sales quotas and decreased shrinkage. He has a Bachelor's degree in Finance from SUNY New Paltz and worked as a Financial Representative for Northwestern Mutual.
Jesse Resume
Jessica James is seeking a new position with opportunity for advancement where she can utilize her current skills and gain new experiences. She has 9 years of experience in customer service, sales, management, and leadership skills developed as General Manager of Chuck E. Cheese for over 12 years. Her skills include managing staff, payroll, deposits, inventory control, scheduling, goal setting, communication, problem solving, and employee development.
Stephanie Collins
Stephanie Collins has over 12 years of experience in customer service, operations management, and human resources. She currently serves as the General Manager for Polo Ralph Lauren in Lake George, NY, where she exceeds financial goals and leads her store to recognition for top customer experience. Previously, she was General Manager for Olde Post Grille and Ruby Tuesday/American Café, where her responsibilities included scheduling, inventory, budgets, and staff development. She has a background in business management and is proficient with various software programs.
Diagram for Site
The document outlines a suggested curriculum for developing skills in leaders and managers at ABC. It includes coaching programs focused on a curriculum for leaders and general coaching. Learning approaches are blended between workshops, online learning, and on-the-job projects. The curriculum aims to address key areas like team culture, difficult situations, productivity, and performance. Specific topics covered include communication, motivation, feedback, goal setting, and dealing with challenges. The training is designed to build leadership capabilities, increase engagement, and lift performance across management levels at ABC.
hamza cv latest (1)
Hamza Peringadakkat is a retail professional based in Jeddah, Saudi Arabia with over 20 years of experience in management, sales, marketing, and operations. He is currently the Department Head of FMCG/Fresh Food at Aziza Panda United in Jeddah, where he oversees daily operations and sales, leads marketing and promotion efforts, and supervises and trains staff. Prior to this role, Hamza held several positions with increasing responsibility in retail companies such as Hyper Panda, Giant Stores, and T.N.S Merac Arabia. He has a proven track record of achieving sales targets and generating revenues. Hamza has strong communication, relationship management, and leadership skills.
Resume 2017
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Nanette Rossiello SALES 5-13
This document is a resume for Nanette S. Rossiello applying for a managerial sales position. It summarizes her 15+ years of progressive experience in administrative, managerial, and sales roles. Her experiences include being a Lead Product Sales Manager increasing sales over $500k annually, a Purchasing Manager responsible for all company retail purchases, and an Inside Sales Representative introducing new products to customers. She is seeking a sales manager position to increase revenues and develop loyal clients.
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Penny Farinha, Director of Human Resources for ecobee shared insight on how to create work environments that are irresistible for new hires and long tenured employees alike because they’re about community and doing meaningful work.
Keeping up with top talent | Workopolis
The amazing Marsha Forde, Director of Human Resources at Workopolis shared perspectives on what Canada's largest platform for job seekers does to ensure their own people don't seek greener pastures. It all centres on culture and employee involvement.
Onboarding is a critical component of recruiting | Quartermaster
Ray Kanani, Co-Founder of Quartermaster, says that since a frightening amount of new hires voluntarily leave within the first 6 months, onboarding is a critical (that’s with a capital C!) component of delivering on the promise you made when recruiting them.
4 employee engagement survey pitfalls to avoid this year | TemboStatus
HR departments have long looked to employee surveys for guidance on engagement decisions. Here are four mistakes that companies can make when rolling out their employee engagement survey.
1. Vague Questions
2. Insignificant Topics
3. Lack of Participation
4. Dishonest answers
It's Time For Real-Time | TemboStatus
Did you know that most of your employees would take a new job if it was offered to them tomorrow?
We all say that employees are our most valuable resource and know that their engagement matters, but very few of us have a handle on what makes employees tick.
The appetite for “big” and real-time data is growing for organizations hungry for a competitive edge and the ability to anticipate long-term and short-term needs.
You need the same advantage for your survey results and employee engagement initiatives.
In this virtual session, David Bator of TemboStatus will walk you through the reasons to do a survey, the questions to avoid and critical next steps to take after your results are in.
3 reasons to do an employee engagement survey
Employee engagement surveys are an important and powerful tool. Surveys allow you to ensure your team is aligned to the organization's goals, and track progress against those goals.
Here are 3 top reasons to do an employee survey:
-Get a PULSE of what's happening within your organization
-Collect DATA to support new initiatives
-COMMUNICATE to employees that their feedback is important and valued.
To learn more about TemboStatus go to www.TemboStatus.com
To see a demo of TemboStatus employee engagement survey and have a conversation about how it can work for your organization, go to www.TemboStatus.com/demorequest
TemboStatus - how to recruit the employees you already have
This document provides tips for recruiting current employees by communicating open positions internally, promoting referrals, defining an internal application process during onboarding, creating compelling job postings, leveraging technology to enable the process, and investing in developing an strong employee value proposition. It notes that 80% of an organization's value lies in existing talent, replacing employees is three times as costly as hiring externally, and only 8% of performance reviews are considered worthwhile. Effective internal recruiting can help with high external hiring costs, replacement costs, and improving employee engagement.
TemboStatus - how to spend your hr budget
The document discusses how companies spend billions each year hiring new employees but invest much less in retaining current talent. It notes that 80% of an organization's value lies in its existing employees, and replacing employees costs 3 times as much as acquiring new ones. Therefore, companies should focus their HR budgets on retention efforts like recognition programs, which can boost employee engagement and satisfaction while reducing turnover.
More from TemboStatus (20)
People Culture at Freshii - Ashley Dalziel - #TorontoHR
People Culture at Freshii - Ashley Dalziel - #TorontoHR
Mentoring High Potentials and Managers - Daneal Charney - #TorontoHR
Mentoring High Potentials and Managers - Daneal Charney - #TorontoHR
#TorontoHR - A framework for employee feedback on a small budget - Cheryl Ker...
#TorontoHR - A framework for employee feedback on a small budget - Cheryl Ker...
#TorontoHR - Continuous improvement through continuous feedback - Greg Pantel...
#TorontoHR - Continuous improvement through continuous feedback - Greg Pantel...
#TorontoHR Meetup: Culture is more than fun at work | TemboStatus
#TorontoHR Meetup: Culture is more than fun at work | TemboStatus
Onboarding is a critical component of recruiting | Quartermaster
Onboarding is a critical component of recruiting | Quartermaster
4 employee engagement survey pitfalls to avoid this year | TemboStatus
4 employee engagement survey pitfalls to avoid this year | TemboStatus
TemboStatus - how to recruit the employees you already have
TemboStatus - how to recruit the employees you already have
Recently uploaded
1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样
原版一模一样【微信：741003700 】【(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Your Guide To Finding The Perfect Part-Time Job
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
一模一样(unh毕业证书)美国新罕布什尔大学毕业证学位证书案例原版一模一样
原版纸张【微信：741003700 】【(unh毕业证书)美国新罕布什尔大学毕业证、学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样
原版一模一样【微信：741003700 】【(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Recently uploaded (13)
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
#TorontoHR Meetup | Lisa Chang, Uberflip
- 2. Recruiting Objectives ● Aggressive Hiring Targets ● Balance Quality of Hire with Quantity ● Create an Amazing Candidate Experience ● Promote Awareness around “Employer of Choice”
- 3. As we grew …
- 4. We ran into some growing pains…
- 5. Employee Retention and Engagement
- 6. Company Pulse Check ● Company wide ABC Assessment ● Quarterly Performance Review ● Employee surveys ● New Hire/On-boarding Check-in ● Exit Interviews
- 7. New Employee Policies and Programs: ● Introduced Middle Management ● Career Progression Path ● Learning and Training Credit ● Personal Wellness Account ● Upgraded Benefits ● Work from Home Policy ● Company-wide Town Halls ● Peer Recognition Program ● Bi-weekly Lunch and Learns ● Coffee Roulette