This case discusses the hiring process at LinkedIn and how they ensure new employees fit the company's values and culture. It introduces Ryan Giles, a LinkedIn hiring manager, who poses an interview question to an internship candidate, Lindsay Reed. In the question, Lindsay is asked what she would do if a manager told her about an employee whose infant was in the ICU an hour from home during an important meeting. Lindsay responds that as LinkedIn values managing compassionately, she would have another team member help the employee by providing financial or emotional support, while she stayed in the meeting. This recommendation reflects LinkedIn's core values of putting members first and maintaining relationships, while acting like an owner when quick decisions are needed.
Colgate Palmolive- Salary Offer Case StudyTANUSHREE BOSE
The case study is about the Head of Compensation- Aditya Singh regarding the dilemma to determine the salary/ pay scale of 5 shortlisted candidates based on their respective skill sets, qualification and prior experiences in Sri City Plant Tamil Nadu.
Considering various challenges and issues in the Plant, selecting the job-fit candidates and motivating as well retaining them is also important.
Super shampoo products and the indian mass market case studyMustahid Ali
Super shampoo products and the indian mass market case study, their evolution, marketing strategy adopted by them, their up and downs , how they became successful, their swot analysis and how they overcome to worst situation.
Colgate Palmolive- Salary Offer Case StudyTANUSHREE BOSE
The case study is about the Head of Compensation- Aditya Singh regarding the dilemma to determine the salary/ pay scale of 5 shortlisted candidates based on their respective skill sets, qualification and prior experiences in Sri City Plant Tamil Nadu.
Considering various challenges and issues in the Plant, selecting the job-fit candidates and motivating as well retaining them is also important.
Super shampoo products and the indian mass market case studyMustahid Ali
Super shampoo products and the indian mass market case study, their evolution, marketing strategy adopted by them, their up and downs , how they became successful, their swot analysis and how they overcome to worst situation.
Business recommendations and statistical analysis based on previous patient data using excel. Used a simple linear regression and a multiple linear regression to find out the specific quantitative relationship between the target variable and the explanatory variables. The multiple regression analysis provided insights on which explanatory variables have a major influence on the target variable, the Total Cost to the Hospital. Previous patient data was not enough to determine the cost to hospital.
House of Tata: Acquiring a Global FootprintAbhigyan Singh
The 134-year-old Tata Group with 95 operating companies (31 of them publicly traded) and 230,000 employees, it is India's largest private-sector employer, its biggest taxpayer, and its greatest foreign-exchange earner.
Toko Bunga Surabaya, Jual Karangan Bunga Surabaya, Jual Bunga Papan Surabaya, Jual Bunga Ucapan Surabaya, Jual Rangkaian Bunga Surabaya, Jual Buket Bunga Surabaya, Bunga Ucapan Selamat, Bunga Ucapan Duka Cita, Bunga Papan Selamat, Bunga Papan Duka Cita
In August 2000, P&G introduced one of its kind product Crest Whitestrips, readily available online and through dentist offices
P&G claims that the new products are 10 times more effective than the Colgate Tartar Control Whitening Within two years P&G captured more than 80% of the share market. Colgate made a come back in August 2002 with Simply White. Colgate’s USP was that it focused on convenience and lower price. One month after introduction Simply White captures half the market with Crest Whitestrips losing 50% of its market share.
A solution for the HBR case study, We Googled You. The hiring firm Hathaway Jones, seems to face a problem as they seem to have found a perfect candidate for solving their problems, but land in a fix when some unpleasant news is digged up by the HR regarding her past. WHat should they do?
This case examines how a LinkedIn recruiting manager utilizes a selection interview to determine that a new employee is a good fit for the company's principles and culture.
Interview reveals how manager applies the organization's values and culture to the recruitment of a new employee.
The case gives background on LinkedIn's growth and success, as well as its culture and the importance of compassion to CEO Jeff Weiner. It also introduces Ryan Giles, a LinkedIn hiring manager, who asks Lindsay Reed, a student pursuing an internship with LinkedIn, an interview question.
Lessons from washington state governments lean transformation journey ame j...Darrell Damron
In this session, Darrell Damron, enterprise lean consultant with the Results Washington team, shared three innovative strategies that have yielded lessons for government and non-profit organizations
Business recommendations and statistical analysis based on previous patient data using excel. Used a simple linear regression and a multiple linear regression to find out the specific quantitative relationship between the target variable and the explanatory variables. The multiple regression analysis provided insights on which explanatory variables have a major influence on the target variable, the Total Cost to the Hospital. Previous patient data was not enough to determine the cost to hospital.
House of Tata: Acquiring a Global FootprintAbhigyan Singh
The 134-year-old Tata Group with 95 operating companies (31 of them publicly traded) and 230,000 employees, it is India's largest private-sector employer, its biggest taxpayer, and its greatest foreign-exchange earner.
Toko Bunga Surabaya, Jual Karangan Bunga Surabaya, Jual Bunga Papan Surabaya, Jual Bunga Ucapan Surabaya, Jual Rangkaian Bunga Surabaya, Jual Buket Bunga Surabaya, Bunga Ucapan Selamat, Bunga Ucapan Duka Cita, Bunga Papan Selamat, Bunga Papan Duka Cita
In August 2000, P&G introduced one of its kind product Crest Whitestrips, readily available online and through dentist offices
P&G claims that the new products are 10 times more effective than the Colgate Tartar Control Whitening Within two years P&G captured more than 80% of the share market. Colgate made a come back in August 2002 with Simply White. Colgate’s USP was that it focused on convenience and lower price. One month after introduction Simply White captures half the market with Crest Whitestrips losing 50% of its market share.
A solution for the HBR case study, We Googled You. The hiring firm Hathaway Jones, seems to face a problem as they seem to have found a perfect candidate for solving their problems, but land in a fix when some unpleasant news is digged up by the HR regarding her past. WHat should they do?
This case examines how a LinkedIn recruiting manager utilizes a selection interview to determine that a new employee is a good fit for the company's principles and culture.
Interview reveals how manager applies the organization's values and culture to the recruitment of a new employee.
The case gives background on LinkedIn's growth and success, as well as its culture and the importance of compassion to CEO Jeff Weiner. It also introduces Ryan Giles, a LinkedIn hiring manager, who asks Lindsay Reed, a student pursuing an internship with LinkedIn, an interview question.
Lessons from washington state governments lean transformation journey ame j...Darrell Damron
In this session, Darrell Damron, enterprise lean consultant with the Results Washington team, shared three innovative strategies that have yielded lessons for government and non-profit organizations
Ethics in the Work Place www.mannrentoy.comMann Rentoy
www.characterconferences.com
Being Ethical Professionals
About Mann Rentoy
A lecturer from the University of Asia and the Pacific (UA&P), he has taught for more than 30 years.
He is a graduate of the University of Santo Tomas (UST) where he earned a double-degree in AB Journalism and AB Literature, an MA in Creative Writing, and a PhD in Literature.
He was the Founding Executive Director of Westbridge School in Iloilo City. He was in the first batch of graduates of PAREF Southridge School, where he also taught for 15 years, occupying various posts including Principal of Intermediate School, Vice-Principal of High School and Department Head of Religion. As Moderator of “The Ridge”, the official publication of Southridge, he won 9 trophies from the Catholic Mass Media Awards including the first ever Hall of Fame for Student Publication, for winning as the best campus paper in the country for four consecutive years.
He is the Founding Executive Director of “Character Education Partnership Philippines”, or CEP Philippines, an international affiliate of CEP in Washington, DC, USA. As Founder of CEP Philippines, he has been invited to speak all over the country, as well as in Washington D.C., San Diego, California, USA, Colombo, Sri Lanka, and Kuala Lumpur, Malaysia. He also serves as the Founding President of Center for 4th and 5th Rs (Respect & Responsibility) Asia, otherwise known as the Thomas Lickona Institute for Asia. He is probably the most visible advocate of character formation in the country, having spoken to hundreds of schools and universities around the Philippines.
Email us at catalystpds@gmail.com
www.characterconferences.com
What is employee engagement and why bother, Richard RobertsBristol Media
Employers are starting to look closely at Employee Engagement with a fresh conviction and sense of purpose. However few really understand what it is and how to implement an effective Employee Engagement strategy and plan. This session will look at the compelling business reasons for focusing on it and the key drivers. It will also look at how you can use your values to create an engaging culture.
Just as trust is the foundation for your healthy personal relationships, trust is a cornerstone of work relationships and an essential part of building a thriving work culture. What’s more, trust in the workplace is a key component of organizational effectiveness. Without it, it’s not just your professional relationships that can endure harm, but the livelihood of your business as well.
Authentic Leadership - Focusing on Strengths and SolutionsTim Bright
My presentation at the 5th Bursa Management Conference in December 2012. The conference is organised by the Bursa Chamber of Commerce and Industry (BTSO) and Peryon (the HR association).
Using Corporate Social Responsibility as a Retention and Recruitment Tool | S...Adecco Staffing, USA
[Webinar Slides Only]
Learn how to make corporate social responsibility an important part of your company’s culture, which will naturally lead to better retention and more successful recruitment.
Watch this webinar - http://www.slideshare.net/AdeccoUSA/using-corporate-social-responsibility-as-a-retention-recruitment-tool-webinar - to hear best practices and HR policies to help your company establish and remain committed to a socially responsible environment.
Our expert panel covers how to:
•Make clear how paramount corporate ethics are to potential and current employees and clients
•Attract the next generation of workers (Millennials) through your philanthropic footprint
•Empower employees through HR policies and company involvement
•Create and share a digestible plan and/or policy for 2015
The Individual Directions Inventory (IDI) is used to reveal underlying motivations and untapped sources of emotional energy, helping individuals develop a more nuanced understanding of how they approach their world. Learn how the unique questionnaire design yields revealing and reliable data. Explore case studies that illustrate how the IDI can be applied individually, in teams, across organizations, and alongside other assessments to unlock deep insights about drivers that are often buried below the surface.
Leadership and Employee Engagement in Tomorrow Organization - InspireOneInspireone
When employees are engaged they lead more fulfilling and rewarding lives. An engaged workforce and distinct leadership behavior can create more organizational succes.
Leadership and Employee Engagement - InspireOneInspireone
Employee engagement is an organizational imperative. InspireOne's evidence-based research shows that organizations with a more engaged workforce consistently outperform their competitors. If your employees are motivated and willing to put in extra effort, your organization can benefit from improved bottom line business results.
Watch our 1-hour foundational webinar below and you’ll learn how to begin applying Lean right away. You’ll learn what Lean is, why Lean is good for business and how some of the basic Lean concepts can improve and transform your operation.
You can find the rest of the webinar materials and questions from the webinar here:
https://goleansixsigma.com/webinar-introduction-to-lean/
Catch Them and Keep Them: Recruiting and retaining top employees and volunteersRommie Duckworth
Work in any organization, large or small, paid or volunteer, involves transactions of value where the member gets value from the organization and gives value back. Volunteer and employment ex-changes have traditionally focused on the perspective of the organization and what they could get from members. Today, leaders must flip that perspective and consider what the member is looking to gain rather than just what the organization is willing to give to the employee or volunteer. Getting this "employee value proposition" right can help organizations attract high-quality candidates, engage current members to boost performance, and improve the customer experience and business operations. With quality EMS candidates and providers at a premium, organizations that can provide good employee value propositions will thrive, and those that do not will fail to survive.
Values-based Candidate Selection at LinkedIn One Hiring Managers Approach
1. [Value based candidate selection at
LinkedIn-One hiring managers approach]
[A HRM Case study]
Section 2 Group 3:-
Aarushi Goyal 19201
Aayushi Jhingran 19202
Abhishek Agarwal 19203
Adarsh Raj 19204
Anurag Anand 19213
Chetanaya Goyal 19216
2. Synopsis
• This case talks about the hiring process at LinkedIn.
– Where they ensure that the new employee fits the organization’s
values and culture.
• The case provides students with background information.
– About LinkedIn's growth and success, its culture, and the value CEO
Jeff Weiner's places on compassion.
• It introduces Ryan Giles, a hiring manager at LinkedIn.
– Who poses an interview question to Lindsay Reed, a student pursuing
an internship with LinkedIn.
• The case poses a question to the readers.
– To come up with a response to a situation presented by interviewer to
Lindsay Reed.
3. Core values at LinkedIn
Our Members Come First
Relationship Matter
Be open, honest and constructive
Demand Excellence
Take Intelligent risks
Act Like an Owner
5. Problem statement
“Pretend you are a business partner, like me, visiting Chicago
[from Mountain View] for a very important meeting with top
managers in the global sales organization.
You step out of the meeting to use the restroom, and one of
your managers stops you on the way, saying, ‘One of my
employees in California just had a baby. The infant is in the
ICU at a hospital that is an hour away from her home. Is
there anything we can do to help her?’” Then he asked her
directly, “What would you do in this situation?”
6. Lindsay’s Response (Recommendation)
• As LinkedIn follows the policy of managing compassionately,
the employee should choose to help the employee (mother).
• She should not leave the meeting but ask her other team
member to help the employee by providing her with any kind
of aid, be it financial support or emotional support.
• This recommendation encompasses the core values of the
firm like Our Members Come First, Relationship Matter and
also to act like a owner when you are encountered with
situations that require quick decision.
• The Intern’s suggestion also brings out the culture of the firm
like transformation, Integrity and collaboration.
![[Value based candidate selection at
LinkedIn-One hiring managers approach]
[A HRM Case study]
Section 2 Group 3:-
Aarushi Goyal 19201
Aayushi Jhingran 19202
Abhishek Agarwal 19203
Adarsh Raj 19204
Anurag Anand 19213
Chetanaya Goyal 19216](https://image.slidesharecdn.com/group3linkedin-181127160620/85/Values-based-Candidate-Selection-at-LinkedIn-One-Hiring-Managers-Approach-1-320.jpg)
