This document discusses theories and strategies for motivating employees. It begins by defining motivation as the value of an outcome multiplied by the expectation of achieving it. It then discusses factors that motivate people both externally such as salary and internally such as achievement, responsibility and feedback. Common motivation theories are also summarized, including Maslow's hierarchy of needs, McGregor's XY theory and McClelland's achievement motivation theory. Finally, the document provides strategies for motivating employees such as positive reinforcement, satisfying needs, goal setting and engagement techniques like customized training and developing trust.
This document discusses employee motivation. It begins by explaining that motivating employees is important for achieving organizational goals after hiring and training. A variety of factors can motivate employees, including success, money, empowerment, work satisfaction, and recognition. Companies conduct employee satisfaction surveys to understand sources of motivation and demotivation in order to improve satisfaction. High turnover rates and counterproductive behaviors can indicate low motivation, while low turnover signifies a suitable organizational environment. Managers should use techniques like job rotation, enrichment, and recognition programs to motivate employees.
Leadership coaching involves working with organizational leaders to understand how they impact their team and improve their effectiveness. Coaching provides a structured process of setting goals, facilitated discussions, and accountability checks to gain new perspectives and develop habits for improved performance or progress toward goals. Typical areas of focus in leadership coaching are increasing engagement, improving team dynamics, better decision-making, and building resourcefulness. Coaching sessions are confidential discussions focused on the coachee's goals, which over time can lead to new ideas for addressing issues and reaching objectives. Coaching aims to empower leaders to make positive contributions through removing barriers to their success.
Organizations traditionally conduct an annual employee engagement survey and are often 'surprised' at the results. It is no secret that the extent to which an employee is fully engaged is in large part dependent on the work relationship with his direct manager. The session will discuss how managers can transform from being a 'boss' to a 'coach.' Attendees will gain insight into how managers can make this transition to enhance their relationship with their employees. This session will also give attendees insight on how to help performance conversations be less stressful and more productive.
The document discusses motivating employees. It begins by defining motivation as the willingness to act or behave, and discusses how leaders try to leverage motivation to generate optimal behavior. It describes motivation as arousing and sustaining goal-directed behavior. Individuals differ in the intensity of their behaviors, which are influenced by situational characteristics that can be changed. The document provides an overview of various motivation theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and Vroom's expectancy theory. It discusses common motivating and demotivating factors in organizations as well as barriers to motivation. Finally, it provides some motivational management stories.
The presentation begins with the concept of motivation from Hindu mythology & extends to classical as well as contemporary theories of motivation substantiated with examples from real life
This document discusses theories and strategies for motivating employees. It begins by defining motivation as the value of an outcome multiplied by the expectation of achieving it. It then discusses factors that motivate people both externally such as salary and internally such as achievement, responsibility and feedback. Common motivation theories are also summarized, including Maslow's hierarchy of needs, McGregor's XY theory and McClelland's achievement motivation theory. Finally, the document provides strategies for motivating employees such as positive reinforcement, satisfying needs, goal setting and engagement techniques like customized training and developing trust.
This document discusses employee motivation. It begins by explaining that motivating employees is important for achieving organizational goals after hiring and training. A variety of factors can motivate employees, including success, money, empowerment, work satisfaction, and recognition. Companies conduct employee satisfaction surveys to understand sources of motivation and demotivation in order to improve satisfaction. High turnover rates and counterproductive behaviors can indicate low motivation, while low turnover signifies a suitable organizational environment. Managers should use techniques like job rotation, enrichment, and recognition programs to motivate employees.
Leadership coaching involves working with organizational leaders to understand how they impact their team and improve their effectiveness. Coaching provides a structured process of setting goals, facilitated discussions, and accountability checks to gain new perspectives and develop habits for improved performance or progress toward goals. Typical areas of focus in leadership coaching are increasing engagement, improving team dynamics, better decision-making, and building resourcefulness. Coaching sessions are confidential discussions focused on the coachee's goals, which over time can lead to new ideas for addressing issues and reaching objectives. Coaching aims to empower leaders to make positive contributions through removing barriers to their success.
Organizations traditionally conduct an annual employee engagement survey and are often 'surprised' at the results. It is no secret that the extent to which an employee is fully engaged is in large part dependent on the work relationship with his direct manager. The session will discuss how managers can transform from being a 'boss' to a 'coach.' Attendees will gain insight into how managers can make this transition to enhance their relationship with their employees. This session will also give attendees insight on how to help performance conversations be less stressful and more productive.
The document discusses motivating employees. It begins by defining motivation as the willingness to act or behave, and discusses how leaders try to leverage motivation to generate optimal behavior. It describes motivation as arousing and sustaining goal-directed behavior. Individuals differ in the intensity of their behaviors, which are influenced by situational characteristics that can be changed. The document provides an overview of various motivation theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and Vroom's expectancy theory. It discusses common motivating and demotivating factors in organizations as well as barriers to motivation. Finally, it provides some motivational management stories.
The presentation begins with the concept of motivation from Hindu mythology & extends to classical as well as contemporary theories of motivation substantiated with examples from real life
Building the High Performance Workforce (Part 1)G&A Partners
This two part series examines the HR trends driving today’s most engaged employees and the successful companies where they work. Follow the building process from talent selection, career development to employee engagement. Learn the strategies that high performing companies are implementing to win the talent revolution.
This webinar was posted on April 26, 2012 and presented by Jose Laurel, Director Client Advisory at G&A Partners.
This document discusses concepts related to human resource management, leadership, and performance management. It covers topics such as leadership styles, motivation, management models, sources of power, and the performance management cycle. The key aspects of performance management are identifying performance standards, creating commitment through feedback and dialogue, and assessing performance through objectives, targets, results, and rewards.
Executive coaching has become a widely used leadership development technique over the past decade. However, it remains underutilized in many organizations due to a lack of empirical research demonstrating its effectiveness. The authors conducted research to quantify the business outcomes and return on investment of executive coaching. They interviewed 100 executives who had completed coaching programs, as well as supervisors and HR representatives. The executives described behavioral changes, tangible business benefits, and estimated monetary value. Their estimates were adjusted to isolate the impact specifically from coaching. The results showed that executive coaching positively impacted behaviors, business outcomes, and provided an average return of over four times the cost of the coaching program.
Emerging Issues in Motivating today's EmployeesAmmad Khalil
This document discusses motivating employees. It begins by introducing the group members presenting on the topic. The discussion covers definitions of motivation, different motivation theories including Maslow's hierarchy of needs and Herzberg's two-factor theory, current issues motivating diverse groups and in tough economies, and strategies for motivation as well as de-motivation factors. It concludes by suggesting future reward structures may include a combination of increased pay, bonuses, flexible hours, job security, and recognition to maximize employee motivation.
The document outlines 7 ways to improve coaching ROI and maximize the impact of coaching programs. It recommends: 1) preparing coachees' mindsets before programs begin, 2) securing senior management support and defining their roles, 3) prioritizing goals and measuring success, 4) selecting optimal target groups and individuals, 5) using competency models to guide outcomes, 6) tying progress to performance management, and 7) establishing progress review schedules. The document provides additional details on each recommendation and suggests assessing an organization's coaching system readiness through a short survey.
The document discusses various theories of motivation in the workplace. It covers intrinsic and extrinsic motivation, and motivation theories related to personal, contextual, and functional factors. Key theories discussed include Maslow's hierarchy of needs, Herzberg's two-factor theory, and Vroom's expectancy theory. The document also provides an overview of approaches for motivating employees, such as setting SMART goals, job design, leadership styles, and reward systems.
The document outlines an agenda for a team meeting to discuss principles and values. It includes introductions, establishing ground rules, defining what a team means, identifying individual values, finding common values, creating classified ads to find suitable team matches, developing team principles, and discussing hypothetical situations to apply the learning. The meeting aims to bring people together, understand shared goals and values, and accelerate learning through discussion and activities.
This document provides information on organizational, executive, and individual coaching services. It summarizes that organizational coaching can help companies retain top talent, increase productivity, and develop leaders. Executive coaching focuses on strengthening leadership skills and career development. Individual career coaching provides career counseling and job search support to help people achieve career goals and objectives.
The 8-step coaching model provides a framework for effective coaching discussions. The steps include: 1) being supportive to build trust and openness; 2) defining specific topics and needs by gathering both perspectives; 3) establishing the impact of current behaviors to create internal motivation for change; 4) initiating an action plan that is specific, measurable, achievable and time-bound by involving the coachee in developing it; and 5) getting a commitment to the plan from the coachee. Following these steps helps ensure coaching discussions are productive and result in real behavioral changes.
This document provides an overview of various management skills including entrepreneurship, leadership, motivation, conflict management, presentation skills, and team building. It discusses how managers can develop these skills and addresses challenges such as demotivators, goal setting, and strategy development. Case studies are presented on production planning and tourism strategy to demonstrate teamwork applications.
This document discusses different theories of motivation including:
1. Motivation is defined as an inner state that causes individuals to behave in a way that ensures achievement of a goal. It results from the interaction between an external stimulus and an individual's internal needs.
2. Maslow's hierarchy of needs categorizes needs from basic to more advanced needs.
3. Herzberg's motivation-hygiene theory distinguishes between factors that cause dissatisfaction and motivators that can increase productivity.
4. McClelland's theory identifies three major acquired needs - need for achievement, affiliation, and power - that are key motivators in work environments.
Motivating Employees Myths and Realities
Motivation comes in many different shapes and sizes. How you motivate yourself does not apply to others. In a Jeopardy style game show format, learn myths and realities about motivation. Attend this session and learn different methods to motivate your team members with little or no budget. Takeaways Eddie will discuss are lessons learned, successes and failures. He will provide exercises for you to use your creative minds to leave with ideas to take back to your organization.
This document discusses strategies for improving employee morale and motivation. It defines morale and motivation and identifies signs of poor morale such as absenteeism. It also outlines ways to boost morale, including praising employees and involving them in decisions. The document also discusses extrinsic and intrinsic motivation and how to create motivational alignment between employees' desires and their work. It concludes with questions about applying these strategies in the workplace.
Unlock the secrets to how increasing employee motivation can be your organization’s secret weapon to better performance and decreased HR issues.
Try Greatify: www.greatify.co/signup
This document discusses high performance teams and provides information about Mikael Trolle, a consultant and expert on high performance. It outlines Trolle's background and experience coaching elite teams. It then describes Trolle's ILTTM concept for inspiring, learning, and training individuals and teams to achieve high performance. Some key aspects of high performance teams discussed include defining team roles and types, developing a performance framework, and creating an environment focused on learning, feedback, and continuous improvement. The document emphasizes engagement, commitment, and understanding as critical for high performance.
The document discusses common mistakes companies make in motivating employees and provides recommendations to improve motivation. Some key mistakes include focusing only on monetary incentives, not giving managers enough discretion or tools, making incentives too complex, rewarding the wrong behaviors, and not communicating enough. The document recommends using Lawrence and Nohria's four drives model of motivation, simplifying incentives, ensuring incentives drive the right behaviors, providing managers training and flexibility, and communicating programs well. Focusing only on costs of programs rather than results is also identified as a common mistake.
All managers and leaders are in the influencing business. We need to persuade people every day to take certain courses-of-action or thinking differently about a situation. This presentation explores the four influencing strategies and how you can improve your ability to influence ethically and honestly. The broadcast is based on Dr Tim Baker’s unique Influencing Capabilities Framework. Practical and easy to implement tools are shared during this presentation.
By the end of this broadcast, you will be able to:
• Identify the four main influencing strategies and understand their strengths and opportunities.
• Apply several practical tools to strengthen your influencing capability.
• Appreciate the importance and value of influence as a leader.
This document discusses various aspects of effective management. It begins by explaining the importance of managers in organizations and their responsibilities. It then discusses skills managers should focus on developing, including creativity, emotional intelligence, interpersonal skills, team-building, leadership, time management, dealing with stress, and cultural sensitivity. Throughout the document, it provides examples and tips managers can use to strengthen these skills and become more effective in their roles.
The document discusses talent management, which refers to anticipating an organization's human capital needs and planning to meet those needs. It outlines reasons to invest in talent management, such as employee motivation, attracting top talent, and improving business performance. The talent management model involves planning, attracting, developing, retaining, and transitioning employees. It also lists five trends for talent management in 2017, such as focusing on employee potential rather than ratings and talent teams experiencing turnover.
ACE Consultants is a human resource consulting firm that specializes in recruitment, training, and consulting. They follow the ACE methodology of analyzing situations, communicating issues and recommendations, and providing execution support to clients. The firm aims to improve client performance through developing their people and organization. ACE Consultants provides over 30 integrated human capital management services across four consulting phases to maximize client growth, productivity, and success.
Building the High Performance Workforce (Part 1)G&A Partners
This two part series examines the HR trends driving today’s most engaged employees and the successful companies where they work. Follow the building process from talent selection, career development to employee engagement. Learn the strategies that high performing companies are implementing to win the talent revolution.
This webinar was posted on April 26, 2012 and presented by Jose Laurel, Director Client Advisory at G&A Partners.
This document discusses concepts related to human resource management, leadership, and performance management. It covers topics such as leadership styles, motivation, management models, sources of power, and the performance management cycle. The key aspects of performance management are identifying performance standards, creating commitment through feedback and dialogue, and assessing performance through objectives, targets, results, and rewards.
Executive coaching has become a widely used leadership development technique over the past decade. However, it remains underutilized in many organizations due to a lack of empirical research demonstrating its effectiveness. The authors conducted research to quantify the business outcomes and return on investment of executive coaching. They interviewed 100 executives who had completed coaching programs, as well as supervisors and HR representatives. The executives described behavioral changes, tangible business benefits, and estimated monetary value. Their estimates were adjusted to isolate the impact specifically from coaching. The results showed that executive coaching positively impacted behaviors, business outcomes, and provided an average return of over four times the cost of the coaching program.
Emerging Issues in Motivating today's EmployeesAmmad Khalil
This document discusses motivating employees. It begins by introducing the group members presenting on the topic. The discussion covers definitions of motivation, different motivation theories including Maslow's hierarchy of needs and Herzberg's two-factor theory, current issues motivating diverse groups and in tough economies, and strategies for motivation as well as de-motivation factors. It concludes by suggesting future reward structures may include a combination of increased pay, bonuses, flexible hours, job security, and recognition to maximize employee motivation.
The document outlines 7 ways to improve coaching ROI and maximize the impact of coaching programs. It recommends: 1) preparing coachees' mindsets before programs begin, 2) securing senior management support and defining their roles, 3) prioritizing goals and measuring success, 4) selecting optimal target groups and individuals, 5) using competency models to guide outcomes, 6) tying progress to performance management, and 7) establishing progress review schedules. The document provides additional details on each recommendation and suggests assessing an organization's coaching system readiness through a short survey.
The document discusses various theories of motivation in the workplace. It covers intrinsic and extrinsic motivation, and motivation theories related to personal, contextual, and functional factors. Key theories discussed include Maslow's hierarchy of needs, Herzberg's two-factor theory, and Vroom's expectancy theory. The document also provides an overview of approaches for motivating employees, such as setting SMART goals, job design, leadership styles, and reward systems.
The document outlines an agenda for a team meeting to discuss principles and values. It includes introductions, establishing ground rules, defining what a team means, identifying individual values, finding common values, creating classified ads to find suitable team matches, developing team principles, and discussing hypothetical situations to apply the learning. The meeting aims to bring people together, understand shared goals and values, and accelerate learning through discussion and activities.
This document provides information on organizational, executive, and individual coaching services. It summarizes that organizational coaching can help companies retain top talent, increase productivity, and develop leaders. Executive coaching focuses on strengthening leadership skills and career development. Individual career coaching provides career counseling and job search support to help people achieve career goals and objectives.
The 8-step coaching model provides a framework for effective coaching discussions. The steps include: 1) being supportive to build trust and openness; 2) defining specific topics and needs by gathering both perspectives; 3) establishing the impact of current behaviors to create internal motivation for change; 4) initiating an action plan that is specific, measurable, achievable and time-bound by involving the coachee in developing it; and 5) getting a commitment to the plan from the coachee. Following these steps helps ensure coaching discussions are productive and result in real behavioral changes.
This document provides an overview of various management skills including entrepreneurship, leadership, motivation, conflict management, presentation skills, and team building. It discusses how managers can develop these skills and addresses challenges such as demotivators, goal setting, and strategy development. Case studies are presented on production planning and tourism strategy to demonstrate teamwork applications.
This document discusses different theories of motivation including:
1. Motivation is defined as an inner state that causes individuals to behave in a way that ensures achievement of a goal. It results from the interaction between an external stimulus and an individual's internal needs.
2. Maslow's hierarchy of needs categorizes needs from basic to more advanced needs.
3. Herzberg's motivation-hygiene theory distinguishes between factors that cause dissatisfaction and motivators that can increase productivity.
4. McClelland's theory identifies three major acquired needs - need for achievement, affiliation, and power - that are key motivators in work environments.
Motivating Employees Myths and Realities
Motivation comes in many different shapes and sizes. How you motivate yourself does not apply to others. In a Jeopardy style game show format, learn myths and realities about motivation. Attend this session and learn different methods to motivate your team members with little or no budget. Takeaways Eddie will discuss are lessons learned, successes and failures. He will provide exercises for you to use your creative minds to leave with ideas to take back to your organization.
This document discusses strategies for improving employee morale and motivation. It defines morale and motivation and identifies signs of poor morale such as absenteeism. It also outlines ways to boost morale, including praising employees and involving them in decisions. The document also discusses extrinsic and intrinsic motivation and how to create motivational alignment between employees' desires and their work. It concludes with questions about applying these strategies in the workplace.
Unlock the secrets to how increasing employee motivation can be your organization’s secret weapon to better performance and decreased HR issues.
Try Greatify: www.greatify.co/signup
This document discusses high performance teams and provides information about Mikael Trolle, a consultant and expert on high performance. It outlines Trolle's background and experience coaching elite teams. It then describes Trolle's ILTTM concept for inspiring, learning, and training individuals and teams to achieve high performance. Some key aspects of high performance teams discussed include defining team roles and types, developing a performance framework, and creating an environment focused on learning, feedback, and continuous improvement. The document emphasizes engagement, commitment, and understanding as critical for high performance.
The document discusses common mistakes companies make in motivating employees and provides recommendations to improve motivation. Some key mistakes include focusing only on monetary incentives, not giving managers enough discretion or tools, making incentives too complex, rewarding the wrong behaviors, and not communicating enough. The document recommends using Lawrence and Nohria's four drives model of motivation, simplifying incentives, ensuring incentives drive the right behaviors, providing managers training and flexibility, and communicating programs well. Focusing only on costs of programs rather than results is also identified as a common mistake.
All managers and leaders are in the influencing business. We need to persuade people every day to take certain courses-of-action or thinking differently about a situation. This presentation explores the four influencing strategies and how you can improve your ability to influence ethically and honestly. The broadcast is based on Dr Tim Baker’s unique Influencing Capabilities Framework. Practical and easy to implement tools are shared during this presentation.
By the end of this broadcast, you will be able to:
• Identify the four main influencing strategies and understand their strengths and opportunities.
• Apply several practical tools to strengthen your influencing capability.
• Appreciate the importance and value of influence as a leader.
This document discusses various aspects of effective management. It begins by explaining the importance of managers in organizations and their responsibilities. It then discusses skills managers should focus on developing, including creativity, emotional intelligence, interpersonal skills, team-building, leadership, time management, dealing with stress, and cultural sensitivity. Throughout the document, it provides examples and tips managers can use to strengthen these skills and become more effective in their roles.
The document discusses talent management, which refers to anticipating an organization's human capital needs and planning to meet those needs. It outlines reasons to invest in talent management, such as employee motivation, attracting top talent, and improving business performance. The talent management model involves planning, attracting, developing, retaining, and transitioning employees. It also lists five trends for talent management in 2017, such as focusing on employee potential rather than ratings and talent teams experiencing turnover.
ACE Consultants is a human resource consulting firm that specializes in recruitment, training, and consulting. They follow the ACE methodology of analyzing situations, communicating issues and recommendations, and providing execution support to clients. The firm aims to improve client performance through developing their people and organization. ACE Consultants provides over 30 integrated human capital management services across four consulting phases to maximize client growth, productivity, and success.
The document summarizes the Kalanjam Community Banking System, which focuses on establishing localized financial institutions owned and controlled by women to address poverty and gender issues. The primary unit is a self-help group of 15-20 poor women called a Kalanjiam. The program has reached over 257,000 poor women across 5,604 villages in 25 districts in India. It provides savings, credit, and insurance services and has promoted 47 federations at different levels to address financial and social development needs.
This document provides an overview of Reliance Fresh, a supermarket chain owned by Reliance Retail Ltd. Key details include:
- Reliance Retail Ltd operates 920 stores across 80 cities and 14 states in India.
- Reliance Fresh was their first venture and focuses on supermarkets selling 95,000 products.
- Their future plans include expanding to 6000 outlets across 784 cities and launching private label brands of household and personal care products.
- The document also discusses their corporate social responsibility programs, retail mix, and SWOT analysis.
The document discusses e-agribusiness, which refers to conducting agricultural business transactions electronically over the internet. E-agribusiness can help farmers access information on commodity prices, cultivation practices, and find buyers for their produce online. It allows for organized trading between dispersed buyers and sellers. While e-agribusiness has potential benefits, its adoption in India still faces challenges like computer illiteracy, internet connectivity issues, and electricity outages. The document advocates that India's agricultural industry needs to embrace e-agribusiness to tap into its opportunities.
Talent management involves processes to increase value from human capital, including goal alignment, candidate selection, performance management, employee development, and rewards. It aims to have a workforce that is suitable, engaged, flexible, productive. Good talent management involves ownership across levels, business objectives guiding the system, measuring results in business terms, hiring the right people and helping them advance. Effective talent management identifies key roles, assesses talent management skills, measures the right things, and provides process-wide feedback. It focuses on aligning people to motivating work, providing coaching/mentoring, and developing critical skills. Talent acquisition moves beyond filling roles to proactively building needed skillsets, and retaining top performers who may not be actively looking
Keep Employees Engaged, Happy, Productive, and Loyal to an Organization. Be flexible: Not just with hours but how you treat them. Motivating employees is an important component to a successful company.
Talent management involves developing and implementing strategies to ensure an organization has employees with the necessary skills, knowledge and traits to achieve business objectives. It includes competency-based hiring, developing talent through training and coaching, performance management, and succession planning. When business and talent strategies are aligned, it can result in exceptional organizational performance.
Talent management involves developing and implementing strategies to ensure an organization has employees with the necessary skills, knowledge and traits to achieve business objectives. This includes activities like competency modeling, assessments, performance management, coaching and development planning. When business and talent strategies are aligned, it can result in exceptional performance through having the right people in place.
Clayton Timms, the director of Symerge & People Software, presented on addressing the "talent conundrum". He discussed trends in talent management based on research from organizations like Boston Consulting Group and the importance of defining, attracting, engaging, and retaining talent. Timms proposed a holistic talent management model and process that involves assessing an organization's performance in attracting, engaging and retaining talent in order to develop a strategic talent plan to address any gaps. Implementing talent management software and interventions based on the strategic plan could help organizations solve the talent conundrum.
Developing Employee & Organizational Performance June 2010Patrick Hartling
This is a presentation I delivered to the AMA Professional Day seminar in June 2010. Critical themes include Performance Assessment and Effective Coaching Strategies.
There are many advantages to being recognised as an employer of choice. The first step is to diagnose the organisation before building a step-by-step approach to having a more engaged workforce. This approach is different to all the other approaches and way more effective. It starts with building a culture of a better employment relationship.
By the end of this broadcast, you will be able to:
• Understand the most constructive way forward for changing the culture of a workplace;
• Apply a range of effective strategies to enhance the culture that is reflective of an employer of choice; and
• Appreciate the value and importance of changing the employment relationship as a way to become a true employer of choice.
Talent management aims to: identify and develop a credible pipeline of potential leaders; develop high-potential employees who can make the biggest impact; engage and retain top talent; ensure adequate talent supply now and in the future; develop all employees' capabilities; embed talent processes aligned with business goals; and facilitate open career conversations. Trends include more robust potential assessments, greater executive engagement in talent reviews, a focus on diverse talent groups, understanding emerging markets, employee-centric approaches, and closer integration of talent strategies with business strategies. Critical factors for effective talent management include having a clear business-driven scope and purpose, leadership engagement, robust processes and measures, forecasting capabilities, development and deployment of talent, individual focus, and leadership that
Quality Improvement In Supervision And HiringRosa West
The document discusses creating a culture of quality among staff. It recommends focusing on recruiting and hiring the right employees with the right character. It also recommends following Kotter's 8 step change model to communicate and implement a new vision. This includes removing obstacles, celebrating short-term wins, and anchoring changes in the organizational culture through ongoing training, accountability, and emphasis on interdependent partnerships. The goal is to retain good employees by showing how each job contributes to overall success.
This document provides strategies for career success, including developing relationships, enhancing your value within your company, and creating a career development plan. It discusses the importance of leadership and retaining talent. Specific tips are provided, such as understanding your company's culture, increasing your visibility, getting support from a coach or mentor, and regularly evaluating your progress. Developing emotional intelligence and communication skills is also emphasized. The goal is to help people advance their careers by taking leadership opportunities and continuously learning and developing themselves.
10 Tips to Overcome the Training Usage Dip | Webinar 01.08.15BizLibrary
How do you boost your learning program participation? In this webinar we’ll share ten marketing techniques to communicate the benefit of your training program and increase usage and adoption.
www.bizlibrary.com
This document provides an overview of a training program on human resources management and administration. The training will cover topics such as assessing competencies, demonstrating value from HR, talent management, performance management, and developing an HR action plan. It includes definitions of HR terms, models for strategic HR, group activities to evaluate an organization's HR function, and developing strategies for attracting, retaining and motivating top talent.
This document provides information about career counseling. It discusses the definitions of career and careers, and introduces career counseling as helping others through conversation to find practical solutions to problems. Career counseling is needed in the competitive environment. The components of career counseling include career planning, development, and management. Career planning involves selecting goals and paths to achieve them. Career development looks at ensuring qualified individuals are available for organizations and personal development. Career management is an ongoing process of preparing, implementing, and monitoring career plans. The document also discusses factors to consider in career selection like intelligence and interests, and goals of career guidance like exploring oneself and accepting responsibility. It introduces and explains SWOT analysis as a technique to analyze strengths, weaknesses, opportunities, and threats,
War for talent by Prof. Dr.Aung Tun ThetThu Nandi Nwe
The document discusses the war for talent and strategies for winning it. It outlines five ways for organizations to address talent shortages including making learning on-demand, redefining success, clarifying career paths, lifting the veil on opportunities, and building agility. An integrated talent management system is needed to strategically recruit, develop, engage and retain top talent. Doing so requires anticipating talent needs, succession planning, performance management and developing a leadership pipeline.
This document provides information on mentoring and performance management. It defines mentoring as a relationship between an experienced employee and a new employee that involves support, encouragement, and guidance. The benefits of mentoring include improved confidence and skills for both mentors and mentees. There are four types of mentors: coaches, connectors, cheerleaders, and challengers. Performance management is defined as an ongoing process of setting goals, providing feedback, and developing employees to improve performance. It involves establishing job expectations, assessing performance, providing coaching, and recognizing achievements. The performance management process aims to align individual and organizational objectives to drive excellence.
This document discusses reward management and developing a reward strategy. It defines reward management and its aims, which include attracting and retaining skilled employees, motivating performance, and aligning rewards with business goals. The key components of a total rewards package are discussed, including transactional rewards like pay and benefits, and relational rewards like learning opportunities and work environment. Developing an effective reward strategy requires analyzing business and HR strategies, consulting stakeholders, and establishing guiding principles based on an organizational reward philosophy.
This document summarizes a workshop on raising the talent bar by aligning organizational strategy, values, and leadership with competency definitions, recruiting, hiring, orientation, and leadership development. The workshop objectives are to define competencies, find and grow talent through effective recruiting, hiring, and orientation processes, and achieve business results by investing in people.
TrustArc Webinar - 2024 Global Privacy SurveyTrustArc
How does your privacy program stack up against your peers? What challenges are privacy teams tackling and prioritizing in 2024?
In the fifth annual Global Privacy Benchmarks Survey, we asked over 1,800 global privacy professionals and business executives to share their perspectives on the current state of privacy inside and outside of their organizations. This year’s report focused on emerging areas of importance for privacy and compliance professionals, including considerations and implications of Artificial Intelligence (AI) technologies, building brand trust, and different approaches for achieving higher privacy competence scores.
See how organizational priorities and strategic approaches to data security and privacy are evolving around the globe.
This webinar will review:
- The top 10 privacy insights from the fifth annual Global Privacy Benchmarks Survey
- The top challenges for privacy leaders, practitioners, and organizations in 2024
- Key themes to consider in developing and maintaining your privacy program
5th LF Energy Power Grid Model Meet-up SlidesDanBrown980551
5th Power Grid Model Meet-up
It is with great pleasure that we extend to you an invitation to the 5th Power Grid Model Meet-up, scheduled for 6th June 2024. This event will adopt a hybrid format, allowing participants to join us either through an online Mircosoft Teams session or in person at TU/e located at Den Dolech 2, Eindhoven, Netherlands. The meet-up will be hosted by Eindhoven University of Technology (TU/e), a research university specializing in engineering science & technology.
Power Grid Model
The global energy transition is placing new and unprecedented demands on Distribution System Operators (DSOs). Alongside upgrades to grid capacity, processes such as digitization, capacity optimization, and congestion management are becoming vital for delivering reliable services.
Power Grid Model is an open source project from Linux Foundation Energy and provides a calculation engine that is increasingly essential for DSOs. It offers a standards-based foundation enabling real-time power systems analysis, simulations of electrical power grids, and sophisticated what-if analysis. In addition, it enables in-depth studies and analysis of the electrical power grid’s behavior and performance. This comprehensive model incorporates essential factors such as power generation capacity, electrical losses, voltage levels, power flows, and system stability.
Power Grid Model is currently being applied in a wide variety of use cases, including grid planning, expansion, reliability, and congestion studies. It can also help in analyzing the impact of renewable energy integration, assessing the effects of disturbances or faults, and developing strategies for grid control and optimization.
What to expect
For the upcoming meetup we are organizing, we have an exciting lineup of activities planned:
-Insightful presentations covering two practical applications of the Power Grid Model.
-An update on the latest advancements in Power Grid -Model technology during the first and second quarters of 2024.
-An interactive brainstorming session to discuss and propose new feature requests.
-An opportunity to connect with fellow Power Grid Model enthusiasts and users.
Your One-Stop Shop for Python Success: Top 10 US Python Development Providersakankshawande
Simplify your search for a reliable Python development partner! This list presents the top 10 trusted US providers offering comprehensive Python development services, ensuring your project's success from conception to completion.
Taking AI to the Next Level in Manufacturing.pdfssuserfac0301
Read Taking AI to the Next Level in Manufacturing to gain insights on AI adoption in the manufacturing industry, such as:
1. How quickly AI is being implemented in manufacturing.
2. Which barriers stand in the way of AI adoption.
3. How data quality and governance form the backbone of AI.
4. Organizational processes and structures that may inhibit effective AI adoption.
6. Ideas and approaches to help build your organization's AI strategy.
Fueling AI with Great Data with Airbyte WebinarZilliz
This talk will focus on how to collect data from a variety of sources, leveraging this data for RAG and other GenAI use cases, and finally charting your course to productionalization.
A Comprehensive Guide to DeFi Development Services in 2024Intelisync
DeFi represents a paradigm shift in the financial industry. Instead of relying on traditional, centralized institutions like banks, DeFi leverages blockchain technology to create a decentralized network of financial services. This means that financial transactions can occur directly between parties, without intermediaries, using smart contracts on platforms like Ethereum.
In 2024, we are witnessing an explosion of new DeFi projects and protocols, each pushing the boundaries of what’s possible in finance.
In summary, DeFi in 2024 is not just a trend; it’s a revolution that democratizes finance, enhances security and transparency, and fosters continuous innovation. As we proceed through this presentation, we'll explore the various components and services of DeFi in detail, shedding light on how they are transforming the financial landscape.
At Intelisync, we specialize in providing comprehensive DeFi development services tailored to meet the unique needs of our clients. From smart contract development to dApp creation and security audits, we ensure that your DeFi project is built with innovation, security, and scalability in mind. Trust Intelisync to guide you through the intricate landscape of decentralized finance and unlock the full potential of blockchain technology.
Ready to take your DeFi project to the next level? Partner with Intelisync for expert DeFi development services today!
Nunit vs XUnit vs MSTest Differences Between These Unit Testing Frameworks.pdfflufftailshop
When it comes to unit testing in the .NET ecosystem, developers have a wide range of options available. Among the most popular choices are NUnit, XUnit, and MSTest. These unit testing frameworks provide essential tools and features to help ensure the quality and reliability of code. However, understanding the differences between these frameworks is crucial for selecting the most suitable one for your projects.
Digital Marketing Trends in 2024 | Guide for Staying AheadWask
https://www.wask.co/ebooks/digital-marketing-trends-in-2024
Feeling lost in the digital marketing whirlwind of 2024? Technology is changing, consumer habits are evolving, and staying ahead of the curve feels like a never-ending pursuit. This e-book is your compass. Dive into actionable insights to handle the complexities of modern marketing. From hyper-personalization to the power of user-generated content, learn how to build long-term relationships with your audience and unlock the secrets to success in the ever-shifting digital landscape.
Skybuffer AI: Advanced Conversational and Generative AI Solution on SAP Busin...Tatiana Kojar
Skybuffer AI, built on the robust SAP Business Technology Platform (SAP BTP), is the latest and most advanced version of our AI development, reaffirming our commitment to delivering top-tier AI solutions. Skybuffer AI harnesses all the innovative capabilities of the SAP BTP in the AI domain, from Conversational AI to cutting-edge Generative AI and Retrieval-Augmented Generation (RAG). It also helps SAP customers safeguard their investments into SAP Conversational AI and ensure a seamless, one-click transition to SAP Business AI.
With Skybuffer AI, various AI models can be integrated into a single communication channel such as Microsoft Teams. This integration empowers business users with insights drawn from SAP backend systems, enterprise documents, and the expansive knowledge of Generative AI. And the best part of it is that it is all managed through our intuitive no-code Action Server interface, requiring no extensive coding knowledge and making the advanced AI accessible to more users.
Best 20 SEO Techniques To Improve Website Visibility In SERPPixlogix Infotech
Boost your website's visibility with proven SEO techniques! Our latest blog dives into essential strategies to enhance your online presence, increase traffic, and rank higher on search engines. From keyword optimization to quality content creation, learn how to make your site stand out in the crowded digital landscape. Discover actionable tips and expert insights to elevate your SEO game.
GraphRAG for Life Science to increase LLM accuracyTomaz Bratanic
GraphRAG for life science domain, where you retriever information from biomedical knowledge graphs using LLMs to increase the accuracy and performance of generated answers
Have you ever been confused by the myriad of choices offered by AWS for hosting a website or an API?
Lambda, Elastic Beanstalk, Lightsail, Amplify, S3 (and more!) can each host websites + APIs. But which one should we choose?
Which one is cheapest? Which one is fastest? Which one will scale to meet our needs?
Join me in this session as we dive into each AWS hosting service to determine which one is best for your scenario and explain why!
leewayhertz.com-AI in predictive maintenance Use cases technologies benefits ...alexjohnson7307
Predictive maintenance is a proactive approach that anticipates equipment failures before they happen. At the forefront of this innovative strategy is Artificial Intelligence (AI), which brings unprecedented precision and efficiency. AI in predictive maintenance is transforming industries by reducing downtime, minimizing costs, and enhancing productivity.
Introduction of Cybersecurity with OSS at Code Europe 2024Hiroshi SHIBATA
I develop the Ruby programming language, RubyGems, and Bundler, which are package managers for Ruby. Today, I will introduce how to enhance the security of your application using open-source software (OSS) examples from Ruby and RubyGems.
The first topic is CVE (Common Vulnerabilities and Exposures). I have published CVEs many times. But what exactly is a CVE? I'll provide a basic understanding of CVEs and explain how to detect and handle vulnerabilities in OSS.
Next, let's discuss package managers. Package managers play a critical role in the OSS ecosystem. I'll explain how to manage library dependencies in your application.
I'll share insights into how the Ruby and RubyGems core team works to keep our ecosystem safe. By the end of this talk, you'll have a better understanding of how to safeguard your code.
Salesforce Integration for Bonterra Impact Management (fka Social Solutions A...Jeffrey Haguewood
Sidekick Solutions uses Bonterra Impact Management (fka Social Solutions Apricot) and automation solutions to integrate data for business workflows.
We believe integration and automation are essential to user experience and the promise of efficient work through technology. Automation is the critical ingredient to realizing that full vision. We develop integration products and services for Bonterra Case Management software to support the deployment of automations for a variety of use cases.
This video focuses on integration of Salesforce with Bonterra Impact Management.
Interested in deploying an integration with Salesforce for Bonterra Impact Management? Contact us at sales@sidekicksolutionsllc.com to discuss next steps.
Monitoring and Managing Anomaly Detection on OpenShift.pdfTosin Akinosho
Monitoring and Managing Anomaly Detection on OpenShift
Overview
Dive into the world of anomaly detection on edge devices with our comprehensive hands-on tutorial. This SlideShare presentation will guide you through the entire process, from data collection and model training to edge deployment and real-time monitoring. Perfect for those looking to implement robust anomaly detection systems on resource-constrained IoT/edge devices.
Key Topics Covered
1. Introduction to Anomaly Detection
- Understand the fundamentals of anomaly detection and its importance in identifying unusual behavior or failures in systems.
2. Understanding Edge (IoT)
- Learn about edge computing and IoT, and how they enable real-time data processing and decision-making at the source.
3. What is ArgoCD?
- Discover ArgoCD, a declarative, GitOps continuous delivery tool for Kubernetes, and its role in deploying applications on edge devices.
4. Deployment Using ArgoCD for Edge Devices
- Step-by-step guide on deploying anomaly detection models on edge devices using ArgoCD.
5. Introduction to Apache Kafka and S3
- Explore Apache Kafka for real-time data streaming and Amazon S3 for scalable storage solutions.
6. Viewing Kafka Messages in the Data Lake
- Learn how to view and analyze Kafka messages stored in a data lake for better insights.
7. What is Prometheus?
- Get to know Prometheus, an open-source monitoring and alerting toolkit, and its application in monitoring edge devices.
8. Monitoring Application Metrics with Prometheus
- Detailed instructions on setting up Prometheus to monitor the performance and health of your anomaly detection system.
9. What is Camel K?
- Introduction to Camel K, a lightweight integration framework built on Apache Camel, designed for Kubernetes.
10. Configuring Camel K Integrations for Data Pipelines
- Learn how to configure Camel K for seamless data pipeline integrations in your anomaly detection workflow.
11. What is a Jupyter Notebook?
- Overview of Jupyter Notebooks, an open-source web application for creating and sharing documents with live code, equations, visualizations, and narrative text.
12. Jupyter Notebooks with Code Examples
- Hands-on examples and code snippets in Jupyter Notebooks to help you implement and test anomaly detection models.
Main news related to the CCS TSI 2023 (2023/1695)Jakub Marek
An English 🇬🇧 translation of a presentation to the speech I gave about the main changes brought by CCS TSI 2023 at the biggest Czech conference on Communications and signalling systems on Railways, which was held in Clarion Hotel Olomouc from 7th to 9th November 2023 (konferenceszt.cz). Attended by around 500 participants and 200 on-line followers.
The original Czech 🇨🇿 version of the presentation can be found here: https://www.slideshare.net/slideshow/hlavni-novinky-souvisejici-s-ccs-tsi-2023-2023-1695/269688092 .
The videorecording (in Czech) from the presentation is available here: https://youtu.be/WzjJWm4IyPk?si=SImb06tuXGb30BEH .