The slide deck that Helen Bevan and Goran Henriks used in their course on "Fundamentals of Quality Improvement " at the International Forum on Quality and Safety in Healthcare, Taipei, 18th September 2019 #Quality2019
Mentoring PowerPoint PPT Content Modern SampleAndrew Schwartz
144 slides include: 8 steps of mentoring, 29 points on emotional intelligence, slides on organization’s gains, what the mentor gains, what the protégé’s gains with responsibilities, different ways of mentoring, qualifications for a mentor, general rules and guidelines, identifying candidates for protégé, the life cycle of a mentoring relationship, increasing the pool of talented people, reducing recruiting, training costs, how to's and more.
Training for Human Resources (HR) - Recruitment & Selection Teams in performing a professional interviews with vacancies' candidates.
we will be talking about what is done before the interview (planning phase), and during the interview (conducting the interview), and after the interview (measuring the success).
These are the 10 most common job interview questions with guidelines on how to answer them. Be prepared for these questions and ace your next job interview. You can also get the list of 10 most common job interview questions in Spanish, Italian, Portuguese, German, Russian, and French.
This presentation will help the pharma first-line leaders to know how rich their job is.
They are not mere managers - they are the industry leaders of tomorrow.
All FLLs should realize this and strive for corporate maturity.
The slide deck that Helen Bevan and Goran Henriks used in their course on "Fundamentals of Quality Improvement " at the International Forum on Quality and Safety in Healthcare, Taipei, 18th September 2019 #Quality2019
Mentoring PowerPoint PPT Content Modern SampleAndrew Schwartz
144 slides include: 8 steps of mentoring, 29 points on emotional intelligence, slides on organization’s gains, what the mentor gains, what the protégé’s gains with responsibilities, different ways of mentoring, qualifications for a mentor, general rules and guidelines, identifying candidates for protégé, the life cycle of a mentoring relationship, increasing the pool of talented people, reducing recruiting, training costs, how to's and more.
Training for Human Resources (HR) - Recruitment & Selection Teams in performing a professional interviews with vacancies' candidates.
we will be talking about what is done before the interview (planning phase), and during the interview (conducting the interview), and after the interview (measuring the success).
These are the 10 most common job interview questions with guidelines on how to answer them. Be prepared for these questions and ace your next job interview. You can also get the list of 10 most common job interview questions in Spanish, Italian, Portuguese, German, Russian, and French.
This presentation will help the pharma first-line leaders to know how rich their job is.
They are not mere managers - they are the industry leaders of tomorrow.
All FLLs should realize this and strive for corporate maturity.
Effective Training for Restaurant ManagersMia Gribble
Mia Gribble, a general manager with Restaurants Unlimited currently in charge of Henry's Tavern in Seattle, oversees the training of staff at various levels. When two hourly team members advanced to management positions, Mia Gribble provided their training.
Technovation: An interactive session in AICTE approved STTP on Cloud Computing, Virtualization and Big Data. The talk covered an overview of what is creativity and innovation on a global scale and how they have impacted the world. Participants have identified a few takeaways: awareness of current trends, how ideas can be crystallized into products, how to mentor and guide projects,the world is changing and we as teachers also need to change.
Slides courtesy: Internet.
Titles and agenda courtesy: Meenakshi Nandula.
Market Research Report: Restaurant Market In India 2010Netscribes, Inc.
For the complete report, get in touch with us at: info@netscribes.com
Restaurants and traditional food joints has been an age old concept with the dominance of a large number of unorganized players operating as street vendors, roadside eateries and stand-alone restaurants. However, with growing urbanization and changing lifestyles, the organized players have occupied a firm foot hold in this market which is worth INR 580 bn and shows huge potential for
growth in future. The increasing trend of eating out coupled with the increasing share of young population has driven the market.
The report begins with the market overview section providing the size of the restaurant or the food service market in India with a brief description of the various segments that exist in the market and the penetration of the organized players in the various segments.
An analysis of the drivers explain the factors for growth of the industry including growing disposable income, favourable demographics, changing lifestyles and preferences, increasing proportion of take away food and increasing number of working women. The key challenges identified encompass cumbersome licensing, food price fluctuations, high cost of real estate and lack of skilled manpower. Key trends have also been analyzed including foreign players foraying into the Indian market, brand expansion into smaller cities, Indian brands exploring the foreign market, growth in food franchising and emergence of theme-based cafes and restaurants.
The competition section provides an overview of the competitive landscape in the industry illustrating the share of organized and unorganized players and the entry route for the foreign players into the Indian market. It also includes brief profiles of major domestic companies in each segment of the organized restaurant market.
Sigma Recruitment Agency- company presentationsteppingstones
Award Winning, Results Driven Specialist Recruitment Agency -
With Extensive Sector Knowledge and Experience.
A specialist recruitment agency based in Cardiff, Sigma Recruitment has a proven track record of recruiting for organisations across South Wales.
Established in 2005 - Sigma Recruitment has recruited for some of the largest and most successful manufacturing companies in South Wales including large blue chip organisations and leading worldwide brand names. Our experienced consultants have a wealth of recruitment experience.
We specialise in the following range of skill sets:
Technical / Engineering
Purchasing and Logistics
Management
Scientific
Human Resources
Customer Service and Administration
Why Use Sigma Recruitment?
7 Year Track Record
Exceptional Candidates
30,000 Plus Database
Sector Leading Success Rate
Quality Screening Process
No Success, No Fee.
Every candidate undertakes a detailed interview before they are presented to a client. Our vetting process is proven to save time and ensure the highest quality candidates. Our recruitment consultants have extensive experience in the technical, engineering and scientific sectors resulting in consistency and quality of the client / consultant relationship.
We would like to provide you with first-hand experience of the Sigma Recruitment “difference” and to show you that not all recruitment agencies are the same.
In 2007 the Company’s achievements were recognised with a Western Mail Hot 100 award.
In the ever changing world, marketing strategies are changing fast. A new domain of marketing, digital marketing emerged with the rise of the internet and social media. New trends in digital marketing in the upcoming year can modify the face of marketing.
Motivation is like an accelerator in a vehicle. A vehicle keeps moving at the pace decided by its accelerator. The moment accelerator is reduced, vehicle’s speed reduces and it may come to a standstill if there is no further acceleration. Alternatively, if brakes are applied, there will be an abrupt reduction in the speed of the vehicle and it may come to a standstill.
This is true to human beings as well. As long as they are motivated they keep working and producing extraordinary results. The moment there is a drop in their acceleration (motivation), results start diminishing. Of course, applying brakes (dissatisfaction/demotivation) certainly bring them to a halt. The only difference is that unlike a vehicle, human beings have different types of accelerator and brake.
Therefore, the book, Why My Horse Doesn't Drink' will help readers to identify the ways that may accelerate or slow down the speed of their team members. Chapter ‘How to motivate’ talks about the points that accelerate and chapter ‘How not to demotivate’ explains the factors that may work as brakes to performance. Thereby readers will be able to make best use of their vehicle (Team Members).
The Future of Marketing 2016: New Roles, and Trends Mathew Sweezey
2016 is almost here, and with it will come a host of new marketing challenges. To help prepare you I've crafted this presentation with
- New Data from Google on Marketing Moments
- New ideas on breaking though the noise
- New roles for the CMO and Demand Gen Teams
- New metrics for showing holistic marketing value
The presentation is created to inspire you, and help you see new ways to market in 2016. Please feel free to share this content, and reach out to me with any questions you may have. Best, Mat
www.missionindiaconsultancy.com so check for your career growth and development this your choice want to see live then go to youtube.com check our new trailer missionindiaconsultancy.com
2. Breakdown of recruitment:
1. Clients.
2. Candidates.
3. Day to day tasks & Breakdown of Contract & Perm.
4. Characteristics of a successful Recruiter.
6. CANDIDATES:
Placing Candidates.
• Finding the right man/woman for the job.
• Interviewing Process.
• Selling the Candidate to the Client and vise versa.
• Organising meetings.
• Keeping both parties warm.
7. Day to day tasks.
• Outbound calls to prospective candidates and clients.
• Shortlisting top Candidates for required roles.
• Maintaining existing business relationships.
• Organising and attending meetings & interviews.
• Confirming placements.
• Advertising / publishing positions.
• Market mapping.
8. Breakdown of Contract & Perm
Contract:
• Temporary Contract for a previously
agreed amount of time.
• Faster paced, more competitive and
aggressive market than Perm.
• Firm take percentage of what
candidate earns each day / week /
month.
Perm:
• Placing someone in a long-term role
with a salary.
• Firm take percentage of base salary.
ie, £20,000 py + 22% margin =
£4,400 for the company.
• Longer process and less consistent
area than Contract but higher
individual pay outs.
9. Characteristics of a successful Recruiter.
• Ability to listen, observe and adapt.
• Strong work ethic.
• Will to succeed / goal orientated.
• Integrity.
• Market knowledge.
• Professionalism.
• Positive mind-set.
10. What I would
look for in a
Sales Manager.
• Track record of success.
• Passionate about what they
do.
• Knowledgeable about their
market.
• Motivated.
• Ability and the want to
motivate and teach their
team.
• A burning desire to get the
best from their team and be
the best. (i.e wanting
members to progress up the
ladder and get to their level)
11. WhatYOU can expect from ME.
Day 1 – Month 6.
• I will have proved to you that you have made the right decision in
hiring me.
• Work, work, work.
• Progressed from trainee to consultant.
• Established member of team.
• Initial building of pipeline of clients.
• Gained good market knowledge.
• Shortlist of strongest candidates in market.
12. WhatYOU can expect from ME.
Month 6 – 1.5 years.
• Established pipeline of clients.
• Established strong professional network and relationships with
candidates and clients.
• Solid knowledge of market and becoming an expert in my field.
• Track record of consistent billing and candidate placements.
• Seeking further progression up the career ladder if and when the
opportunity presents itself.
