Toronto Training and HR provides training, consulting, and human resources services. This document outlines strategies for developing an effective total rewards program, including defining total rewards, identifying different types of rewards, and addressing attraction, retention, and engagement. It also discusses measures, risk assessments, resource allocation, high-performing practices, and overcoming barriers to implementation. The goal is to connect compensation and benefits to business strategy in order to maximize employee performance.
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Leadership Moneyball: Identifying and Building Leadership Attributes that Del...The RBL Group
Every year, companies around the world spend billions of dollars trying to develop stronger leadership capability. Despite these massive investments, leadership capability remains a significant concern for most organizations.
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Half day open training event held in London, England. The emphasis was on saving money through tribunals, pay-offs, tarnishing of reputation, recruitment of replacement employees and the impact on customer service by not minimising discrimination at work.
Leadership Moneyball: Identifying and Building Leadership Attributes that Del...The RBL Group
Every year, companies around the world spend billions of dollars trying to develop stronger leadership capability. Despite these massive investments, leadership capability remains a significant concern for most organizations.
This gap can be significantly narrowed when clients start with a data-based understanding of what good leadership looks like from the perspective of both internal and external stakeholders.
I've updated my slides on the Business Partner concept and included it in my class on the HRBP Model. Class is next week, February 27-28 at the Pace Midtown Campus.
Half day open training event held in London, England on how to conduct the dismissal/termination of an employee as professionally and efficiently as possible, whilst minimising the pain and suffering involved.
Half day open training event held in London on sickness absence and persistent lateness. Explained the link between employee engagement and absenteeism to the audience of HR professionals, small business owners and departmental managers.
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As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
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Memorandum Of Association Constitution of Company.pptseri bangash
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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.
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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.
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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.
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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.
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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
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Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
2. Contents
3-4 Introduction to Toronto Training and HR
5-6 Definition
7-8 Identifying characteristics
9-10 Types of rewards
11-12 Attraction and retention drivers
13-14 Things to understand
15-16 Measures
17-18 Strategies and brands
19-20 Risk assessment
21-23 What should a strategy address?
24-26 Allocating resources
27-28 What do high-performing organizations do?
29-30 Variable pay metric options
31-32 The linkage model
33-34 Four quadrant model
35-36 Applying six sigma methodology
37-38 Phases of change
39-40 Mediocre execution
41-42 Barriers to be overcome
43-45 Sales incentive design mistakes
46-47 Factors to move the profession forward
48 Case studies
49-50 Conclusion and questions
4. Introduction to Toronto Training
and HR
• Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
• 10 years in banking
• 10 years in training and human resources
• Freelance practitioner since 2006
• The core services provided by Toronto Training and HR
are:
• Training event design
• Training event delivery
• Reducing costs, saving time plus improving
employee engagement and morale
• Services for job seekers
Page 4
6. Definition
• What is total reward?
• The total rewards model
• Goals for developing a total
reward philosophy
• Objectives of a framework
• Priorities for 2013
Page 6
14. Things to understand
• What really drives the
workforce
• The relationship between
total rewards and the
employee value proposition
• How to develop programs
that balance cost and
employee value
Page 14
28. What do high-performance
organizations do?
• Articulate strategies and
objectives
• Balance more inputs for
decision-making
• Connect to the organization
and employees
• Define effectiveness
differently
• Earn better outcomes
Page 28
40. Mediocre execution
• Navigating without a map-no
clear link to business strategy
• Navigating without a
compass-not relying on hard
data and metrics
• Navigating without radar and
sonar-not hearing the voice
of the employee
Page 40
42. Barriers to be overcome
• Little or no awareness of total
rewards objectives
• Leaders not being aligned
• Cultural barriers
• Organization structure changes
• Budget constraints
• HR structure, governance and
decision rights
• HR resource constraints
• Global framework
• Local application
44. Sales incentive design mistakes
1 of 2
• Trying to keep everybody happy
• Failing to separate novices from
veterans
• Negative reward on high
productivity
• Targeting prizes towards entire
sales force
• Planning a contest with no sales
force input
Page 44
45. Sales incentive design mistakes
2 of 2
• Leaving top management out of
the plan
• Being a do-gooder
• Being inflexible
• Hoping for X whilst rewarding Z
• Forgetting that good salespeople
always work for their own good
first
Page 45