This document provides a presentation on improving how companies view and manage their human resources or "people". It argues that people should be seen as the largest capital investment for most companies, yet are often treated as just another cost. The presentation provides tips for HR managers to create strategic plans to develop employee skills and effectiveness, integrate HR into budgeting processes, and improve recruitment and communication with staff. It suggests HR needs to change to focus more on staff development and proving their value beyond just cost-cutting. Financial managers are advised to use analytics to provide management with insights beyond just monthly accounts. The overall message is that companies would benefit from seeing their people as assets rather than costs in order to improve performance, engagement and returns on investment in human
The document discusses opportunities for entrepreneurship in the HR domain in India. It notes that while India ranks poorly in business indicators, the HR field presents opportunities for entrepreneurs. Several successful Indian entrepreneurs who started HR companies are profiled, highlighting the importance of understanding customers, having the right strategic partners and investors, and passion for the business. The future remains promising for HR entrepreneurs in India as the sector remains largely untapped.
Intersting article written some time ago by Robert Hennessy, GLOBAL Practice Team Leader – Pharma/ Health Care/ Life Science, ( http://aims-international.net/global-teams/health-care/find-a-leader )before he joined AIMS International.
Treating job applicants well creates ambassadors for companies’
images and brands, even if they don’t get hired.
Not responsive. Late for interviews. Unprepared. Complaints have been made about candidates, but now these phrases are being used for recruiters and hiring managers.
The document discusses 9 top human resources job skills that employers are seeking. It provides details on each skill, including employee relations, onboarding, human resources information software, performance management, teamwork and collaboration, scheduling, customer service, project management, and worker's compensation. The skills focus on areas like conflict resolution, training new employees, using HR software systems, evaluating employee performance, collaboration, time management, customer service, leading projects, and handling workplace injury claims. The document advises highlighting relevant experiences and strengths for each skill in interviews.
Big-box retail chains could greatly benefit from building a college intern conversion program. Implementing a comprehensive intern program can save businesses time and money by converting successful interns into full-time entry-level management positions. The document outlines the benefits of internship programs for both businesses and interns. It discusses leveraging intern talent, developing intern skills through training and mentorship, and retaining top interns for future opportunities. Building an intern conversion program aligns with processes needed for a successful internship experience and competitive advantage.
Human resource management for small businessesHarmeet Singh
The document provides guidance on key aspects of human resource management for small businesses. It discusses the importance of having a staffing plan that aligns with business goals. It also covers finding and screening employees, hiring practices like offer letters, guidelines for performance reviews, retaining employees, addressing poor performance, layoffs, and firing. The overall message is that human resource management is crucial for small business success and requires planning, clear expectations, and fair treatment of employees.
Organizations are increasingly focusing on the development of frontline workers in order to differentiate their employer brand, build a strong employee value proposition, and to ensure they have the skills and knowledge needed to compete in the market place.
Alternative Pathways for learning allow organizations to focus their spending on workforce development, training, and tuition assistance strategically to build their workforce.
The document provides information on the recruitment and selection process. It discusses planning recruitment, developing recruitment strategies, searching for talent both internally and externally, screening candidates, interviewing, evaluating candidates and making job offers. Recruitment involves identifying positions to fill, attracting candidates, selecting suitable individuals and appointing them. Selection refers to choosing the best candidate for a role through application screening, interviews and other assessment methods. The importance of proper recruitment and selection is emphasized as it impacts costs, employee turnover and organizational performance.
The document discusses opportunities for entrepreneurship in the HR domain in India. It notes that while India ranks poorly in business indicators, the HR field presents opportunities for entrepreneurs. Several successful Indian entrepreneurs who started HR companies are profiled, highlighting the importance of understanding customers, having the right strategic partners and investors, and passion for the business. The future remains promising for HR entrepreneurs in India as the sector remains largely untapped.
Intersting article written some time ago by Robert Hennessy, GLOBAL Practice Team Leader – Pharma/ Health Care/ Life Science, ( http://aims-international.net/global-teams/health-care/find-a-leader )before he joined AIMS International.
Treating job applicants well creates ambassadors for companies’
images and brands, even if they don’t get hired.
Not responsive. Late for interviews. Unprepared. Complaints have been made about candidates, but now these phrases are being used for recruiters and hiring managers.
The document discusses 9 top human resources job skills that employers are seeking. It provides details on each skill, including employee relations, onboarding, human resources information software, performance management, teamwork and collaboration, scheduling, customer service, project management, and worker's compensation. The skills focus on areas like conflict resolution, training new employees, using HR software systems, evaluating employee performance, collaboration, time management, customer service, leading projects, and handling workplace injury claims. The document advises highlighting relevant experiences and strengths for each skill in interviews.
Big-box retail chains could greatly benefit from building a college intern conversion program. Implementing a comprehensive intern program can save businesses time and money by converting successful interns into full-time entry-level management positions. The document outlines the benefits of internship programs for both businesses and interns. It discusses leveraging intern talent, developing intern skills through training and mentorship, and retaining top interns for future opportunities. Building an intern conversion program aligns with processes needed for a successful internship experience and competitive advantage.
Human resource management for small businessesHarmeet Singh
The document provides guidance on key aspects of human resource management for small businesses. It discusses the importance of having a staffing plan that aligns with business goals. It also covers finding and screening employees, hiring practices like offer letters, guidelines for performance reviews, retaining employees, addressing poor performance, layoffs, and firing. The overall message is that human resource management is crucial for small business success and requires planning, clear expectations, and fair treatment of employees.
Organizations are increasingly focusing on the development of frontline workers in order to differentiate their employer brand, build a strong employee value proposition, and to ensure they have the skills and knowledge needed to compete in the market place.
Alternative Pathways for learning allow organizations to focus their spending on workforce development, training, and tuition assistance strategically to build their workforce.
The document provides information on the recruitment and selection process. It discusses planning recruitment, developing recruitment strategies, searching for talent both internally and externally, screening candidates, interviewing, evaluating candidates and making job offers. Recruitment involves identifying positions to fill, attracting candidates, selecting suitable individuals and appointing them. Selection refers to choosing the best candidate for a role through application screening, interviews and other assessment methods. The importance of proper recruitment and selection is emphasized as it impacts costs, employee turnover and organizational performance.
Vital Ingredients in Employee RecruitmentHL Lesbrown
There are pivotal tips to follow when putting together a team for excellent results. Not everyone can be part of an award winning team.
Reproduced here with permission from Gb Adolph Obasogie.
The world of recruiting is evolving at an accelerated pace. Recruiting teams at the leading edge of this evolution are deploying modern tools and technology like algorithms, bots, and AI to help them identify, engage, and retain talent. However, many companies still struggle with the fundamentals of recruiting, which is creating a widening gap in capabilities…and successes.
This e-book is not for those practitioners already at the leading edge of this curve. This is a resource for recruiters with a full desk and heavy requisition loads who perpetually struggle for time. Startups without established recruiting or HR functions and are wondering what to do to give their organization a hiring edge. Teams that started modernizing their recruiting functions, but soon found themselves stuck.
In the following pages, you’ll learn about three aspects of modern recruiting that should be core components of your recruiting efforts in 2017, including examples and actionable takeaways to help you level up your recruiting.
This document discusses improving employee orientation programs. Current programs often fail because they lack planning, do not accurately portray job roles, and make employees feel like they don't fit in. Effective orientations get employees productive faster, improve culture fit, and increase retention. The document recommends orienting the "whole person", involving families, making the first day welcoming, and using videos and websites to provide information in an engaging way. Feedback should be gathered to continuously improve the process.
Acquiring talents is just a piece of cakeNivarana CPC
An article on Talent Acquisition delineating the aspects which we should get right resulting in making sourcing candidates a not so difficult exercise.
Own or manage a hotel? Are you plagued by rising turnover rates? Find out what you can do to stop the revolving door and reduce the turnover in your hotel.
The document discusses employee turnover and reasons why employees leave organizations. It defines employee turnover and notes that measuring it can help employers understand reasons for turnover and estimate hiring costs. Some key reasons discussed for why employees leave include salary not being the only factor, lack of promotion opportunities, workplace stress, conflicts with coworkers or managers, and lack of work-life balance. The presentation provides strategies for employers to reduce turnover such as improving relationships, recognizing employee contributions, addressing conflicts constructively, and providing flexibility and support for overworked employees.
This document discusses human resource management considerations for small and medium enterprises. It outlines typical HR challenges SMEs face, such as centralized decision making and high dependency on existing resources. It emphasizes that the CEO plays a key role in HR. The document also provides tips for SMEs in areas like organizational design, hiring, performance measurement, and training. It introduces Husys, an HR consulting firm that provides outsourced HR services to help SMEs address their people management needs.
Hiring or Applying for a Creative Position?Robert Half
Competition for top creative talent is intense. Here's a look at the hiring environment by the numbers, along with tips for employers and job seekers to navigate bumps in the road.
Conjectural Swot Up of Low Employee Retention Factors in Star Category Hotelspaperpublications3
This document discusses factors that influence low employee retention in star-rated hotels in India. It identifies key factors such as below average pay, lack of recognition, limited career growth opportunities, job dissatisfaction, poor work-life balance, and mismatches between employee skills and job requirements. The paper argues that addressing these factors through effective retention strategies can help reduce employee turnover. Retaining valuable employees benefits hotels by improving customer satisfaction, productivity and knowledge retention within the organization.
White Paper An Executives Guide To Cutting HR Costewayton
This document provides an executive's guide to cutting HR costs. It discusses four key areas: hiring the right employees, offering competitive total compensation, ensuring legal compliance, and providing competitive benefits. For hiring, it recommends using behavioral interviews and assessments to evaluate personality, cognitive ability, interests, and job match. This leads to a 75%+ success rate in hiring the right fit. It also discusses ways to motivate employees through incentive pay and flexible schedules while staying within budget. Legal compliance is important to avoid costly fines and penalties. Finally, benefits for small businesses differ from large ones in plans, costs, and services offered. Effective communication is key to an optimal benefits package.
This document discusses the importance of employee development and challenges organizations face in prioritizing it. It argues that employee development should be targeted and customized based on needs assessments rather than generic training. Neglecting employee development can be costly and lead to disengagement, lower productivity, and poorer customer service. Developing employees through inspiring programs that support growth and defined career paths can make staff more committed and productive.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
Arts Expedition Webinar 4: Looking for Workvsaartstn
Arts Expedition
A Guide to Career Development Opportunities for Visual and Performing Artists with Disabilities
From Tennessee Arts Commission and VSA Tennessee
Innovative Ideas for Employer Branding - HR TwopointZero LtdSusanna Rantanen
The document discusses how to build and market an employer brand. It emphasizes that an employer image is shaped by both the internal workplace reality and external signals sent to candidates. To build a good internal reality, the document recommends selecting passionate people managers, integrating company values, and ensuring good communication. It then provides tips for marketing this externally, such as sharing workplace stories on social media and websites, participating in awards, and leveraging PR opportunities. The overall message is that an accurate employer brand starts from improving the actual workplace experience.
This document provides an overview of the recruiting process at Central Mass Transit Management (CMTM), which operates the Worcester Regional Transit Authority (WRTA). It begins with introducing the importance of recruiting in human resources. The current recruiting process at CMTM is then described, which focuses on hiring shuttle van drivers, bus drivers, and mechanics. A key challenge is that CMTM employees belong to a union, so the company must work with the union in decisions around hiring. The document evaluates the current recruiting practice and discusses benefits of process improvements to enhance recruiting outcomes.
Part of the MaRS Entrepreneurship101 series
http://www.marsdd.com/ent101
What you need to do about the basics of HR policies and practices in an entrepreneurial context.
Speaker: Tammy Sturge, President and Consultant, HR Transformations
This event is available as an audio presentation:
http://blog.marsdd.com/2007/03/22/entrepreneurship-101-do-you-want-to-be-a-consultant-or-an-employee/
In this book, the basic concepts of printing business are explained for those who intend to enter this field of business.First, you will know about the role, importance and types of printing brokerage business. Then, you will learn how to enter the market as a printing broker, and finally, you will learn the steps of doing a printing job; what you need to know before printing, doing the printing, and after printing.
The document discusses developing an effective talent sourcing strategy for identifying and recruiting new sales talent. It emphasizes using an active rather than passive approach, such as promoting the company culture to potential candidates, empowering current employees as brand advocates, using social media creatively, and directly engaging with candidates. Specific tactics recommended include highlighting candidate benefits, telling compelling stories about the company and roles, and networking through in-person socializing. The goal is to attract and hire the best talent in the most efficient way.
Essential Guide to Employee Onboarding SuccessAndrewCrebar
The Essential Guide to Employee Onboarding Success is for HR, People leaders and anyone looking to take their employee success to the next level.
It is a quick but detailed read on how you can use Employee Onboarding to Amplify your Employee Experience.
You'll learn:
1. What is 'EX' Management?
2. Why invest in 'EX'?
3. Why Onboarding is foundation of 'EX'?
4. What to consider in buying vs building a solution?
5. How to evaluate onboarding solutions?
Humans can often be complicated, thorny and messy - but those qualities make the magic happen.
By creating the right process and frameworks for getting your people confident, happy and productive - you can help build and support long-term employee success.
1. The article discusses how to create a challenging work environment by setting clear rules and goals, providing immediate feedback, and ensuring employees feel satisfied with their accomplishments.
2. It argues that layoffs, if not handled properly, can damage employee morale and trust in management. When layoffs are necessary, the company should communicate openly with remaining employees and help them develop new skills to feel secure in their roles.
3. The goal is to make employees feel confident and able to contribute to the company's success, even after a difficult period of layoffs.
Vital Ingredients in Employee RecruitmentHL Lesbrown
There are pivotal tips to follow when putting together a team for excellent results. Not everyone can be part of an award winning team.
Reproduced here with permission from Gb Adolph Obasogie.
The world of recruiting is evolving at an accelerated pace. Recruiting teams at the leading edge of this evolution are deploying modern tools and technology like algorithms, bots, and AI to help them identify, engage, and retain talent. However, many companies still struggle with the fundamentals of recruiting, which is creating a widening gap in capabilities…and successes.
This e-book is not for those practitioners already at the leading edge of this curve. This is a resource for recruiters with a full desk and heavy requisition loads who perpetually struggle for time. Startups without established recruiting or HR functions and are wondering what to do to give their organization a hiring edge. Teams that started modernizing their recruiting functions, but soon found themselves stuck.
In the following pages, you’ll learn about three aspects of modern recruiting that should be core components of your recruiting efforts in 2017, including examples and actionable takeaways to help you level up your recruiting.
This document discusses improving employee orientation programs. Current programs often fail because they lack planning, do not accurately portray job roles, and make employees feel like they don't fit in. Effective orientations get employees productive faster, improve culture fit, and increase retention. The document recommends orienting the "whole person", involving families, making the first day welcoming, and using videos and websites to provide information in an engaging way. Feedback should be gathered to continuously improve the process.
Acquiring talents is just a piece of cakeNivarana CPC
An article on Talent Acquisition delineating the aspects which we should get right resulting in making sourcing candidates a not so difficult exercise.
Own or manage a hotel? Are you plagued by rising turnover rates? Find out what you can do to stop the revolving door and reduce the turnover in your hotel.
The document discusses employee turnover and reasons why employees leave organizations. It defines employee turnover and notes that measuring it can help employers understand reasons for turnover and estimate hiring costs. Some key reasons discussed for why employees leave include salary not being the only factor, lack of promotion opportunities, workplace stress, conflicts with coworkers or managers, and lack of work-life balance. The presentation provides strategies for employers to reduce turnover such as improving relationships, recognizing employee contributions, addressing conflicts constructively, and providing flexibility and support for overworked employees.
This document discusses human resource management considerations for small and medium enterprises. It outlines typical HR challenges SMEs face, such as centralized decision making and high dependency on existing resources. It emphasizes that the CEO plays a key role in HR. The document also provides tips for SMEs in areas like organizational design, hiring, performance measurement, and training. It introduces Husys, an HR consulting firm that provides outsourced HR services to help SMEs address their people management needs.
Hiring or Applying for a Creative Position?Robert Half
Competition for top creative talent is intense. Here's a look at the hiring environment by the numbers, along with tips for employers and job seekers to navigate bumps in the road.
Conjectural Swot Up of Low Employee Retention Factors in Star Category Hotelspaperpublications3
This document discusses factors that influence low employee retention in star-rated hotels in India. It identifies key factors such as below average pay, lack of recognition, limited career growth opportunities, job dissatisfaction, poor work-life balance, and mismatches between employee skills and job requirements. The paper argues that addressing these factors through effective retention strategies can help reduce employee turnover. Retaining valuable employees benefits hotels by improving customer satisfaction, productivity and knowledge retention within the organization.
White Paper An Executives Guide To Cutting HR Costewayton
This document provides an executive's guide to cutting HR costs. It discusses four key areas: hiring the right employees, offering competitive total compensation, ensuring legal compliance, and providing competitive benefits. For hiring, it recommends using behavioral interviews and assessments to evaluate personality, cognitive ability, interests, and job match. This leads to a 75%+ success rate in hiring the right fit. It also discusses ways to motivate employees through incentive pay and flexible schedules while staying within budget. Legal compliance is important to avoid costly fines and penalties. Finally, benefits for small businesses differ from large ones in plans, costs, and services offered. Effective communication is key to an optimal benefits package.
This document discusses the importance of employee development and challenges organizations face in prioritizing it. It argues that employee development should be targeted and customized based on needs assessments rather than generic training. Neglecting employee development can be costly and lead to disengagement, lower productivity, and poorer customer service. Developing employees through inspiring programs that support growth and defined career paths can make staff more committed and productive.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
Arts Expedition Webinar 4: Looking for Workvsaartstn
Arts Expedition
A Guide to Career Development Opportunities for Visual and Performing Artists with Disabilities
From Tennessee Arts Commission and VSA Tennessee
Innovative Ideas for Employer Branding - HR TwopointZero LtdSusanna Rantanen
The document discusses how to build and market an employer brand. It emphasizes that an employer image is shaped by both the internal workplace reality and external signals sent to candidates. To build a good internal reality, the document recommends selecting passionate people managers, integrating company values, and ensuring good communication. It then provides tips for marketing this externally, such as sharing workplace stories on social media and websites, participating in awards, and leveraging PR opportunities. The overall message is that an accurate employer brand starts from improving the actual workplace experience.
This document provides an overview of the recruiting process at Central Mass Transit Management (CMTM), which operates the Worcester Regional Transit Authority (WRTA). It begins with introducing the importance of recruiting in human resources. The current recruiting process at CMTM is then described, which focuses on hiring shuttle van drivers, bus drivers, and mechanics. A key challenge is that CMTM employees belong to a union, so the company must work with the union in decisions around hiring. The document evaluates the current recruiting practice and discusses benefits of process improvements to enhance recruiting outcomes.
Part of the MaRS Entrepreneurship101 series
http://www.marsdd.com/ent101
What you need to do about the basics of HR policies and practices in an entrepreneurial context.
Speaker: Tammy Sturge, President and Consultant, HR Transformations
This event is available as an audio presentation:
http://blog.marsdd.com/2007/03/22/entrepreneurship-101-do-you-want-to-be-a-consultant-or-an-employee/
In this book, the basic concepts of printing business are explained for those who intend to enter this field of business.First, you will know about the role, importance and types of printing brokerage business. Then, you will learn how to enter the market as a printing broker, and finally, you will learn the steps of doing a printing job; what you need to know before printing, doing the printing, and after printing.
The document discusses developing an effective talent sourcing strategy for identifying and recruiting new sales talent. It emphasizes using an active rather than passive approach, such as promoting the company culture to potential candidates, empowering current employees as brand advocates, using social media creatively, and directly engaging with candidates. Specific tactics recommended include highlighting candidate benefits, telling compelling stories about the company and roles, and networking through in-person socializing. The goal is to attract and hire the best talent in the most efficient way.
Essential Guide to Employee Onboarding SuccessAndrewCrebar
The Essential Guide to Employee Onboarding Success is for HR, People leaders and anyone looking to take their employee success to the next level.
It is a quick but detailed read on how you can use Employee Onboarding to Amplify your Employee Experience.
You'll learn:
1. What is 'EX' Management?
2. Why invest in 'EX'?
3. Why Onboarding is foundation of 'EX'?
4. What to consider in buying vs building a solution?
5. How to evaluate onboarding solutions?
Humans can often be complicated, thorny and messy - but those qualities make the magic happen.
By creating the right process and frameworks for getting your people confident, happy and productive - you can help build and support long-term employee success.
1. The article discusses how to create a challenging work environment by setting clear rules and goals, providing immediate feedback, and ensuring employees feel satisfied with their accomplishments.
2. It argues that layoffs, if not handled properly, can damage employee morale and trust in management. When layoffs are necessary, the company should communicate openly with remaining employees and help them develop new skills to feel secure in their roles.
3. The goal is to make employees feel confident and able to contribute to the company's success, even after a difficult period of layoffs.
Talent attraction for the modern recruiterSoraya Lavery
The document provides an overview of talent attraction strategies for modern recruiters. It discusses trends like the increasing demand for talent outpacing supply. Effective talent attraction involves understanding business needs, benchmarking current employees, and developing clear differentiation from competitors. The marketing cycle for talent includes researching needs, planning recruitment messaging, and communicating the brand where candidates can be found. Case studies show how aligning recruitment with business goals and getting candid employee feedback can improve hiring and retention.
2-2 Interview Reflections I felt that my interviewee understo.docxeugeniadean34240
2-2: Interview Reflections
I felt that my interviewee understood that the job of HR needed to change to stay relevant. According to Grossman, being a “credible partner” is part of the competencies that are required in the new reality that is HR. With speaking to Joe, my interviewee, it appears that he recognized a long time ago that to survive, HR was going to have to make changes and become relevant to the business they are in, which is the moving industry. With doing this, they have looked for ways to outsource the “usual” HR functions and become involved with supporting the staff that they have, getting great talent, and being a source of knowable for the company. Taking an early lead in being a part of the development of their tariff has allowed Joe’s HR division to be taken very seriously within the company. They continue to evolve into the HR of today and even the future.
3.2 The Organizational Culture
After taking the survey, I realize that the organizational culture that I would want at my “Best Place to Work” would be similar to what I have now. My current company believes that HR is the responsibility of everyone. We have a benefits manager but recruiting top talent is such an important part of our cincture, that we receive a $10,000 bonus for recruiting staff.
Credibility- It is important that staff and clients feel that they can trust us. We find that we have repeat customers within the client base and recommendations due to our credibility.
Respect- Clients and staff are treated with prospect. The CEO understands that we make the company run. He rewards the staff with many different gifts and shows of appreciation.
Fairness- Being fair is a hallmark of a good company. Nothing ruins moral faster than favoritism.
Pride and Camaraderie- Staff are happy and proud to tell people they work for the company. This is due to the stellar reputation.
4-4: Leading Change
With my industry, which is hirer education financial aid, change is driven by new policies and regulations that come from the federal government. These changes are inevitable and uncontrollable. Within my consulting firm, we stay ahead of the change by paying attention and participating in negotiated rulemaking, which allows the financial aid industry to have a say in the policies that re coming down the pipe. We definitely use the analyze/think/change model.
The emotional reactions to change that I see very often is fear. Many times, staff is afraid that within the change, they will seem incompetent if they don’t take on the change as quick as other staff. During my current project, which is redesign of the student employment office, the staff involved went through all the emotions in varying levels. They eventual got to renewal and are fully vested in the process.
It is import for HR to take a front seat when change happens. This helps staff to understand that they are supported. It is also important for staff to be able to have their negative feelings openly, .
The BlueSky Think Tank Series - Physician Heal Thyself May15 Tracey Barrett
The document summarizes the key themes and discussions from a think tank on developing an effective employer brand for recruitment firms. The recruitment sector faces challenges in attracting and retaining talent. While recruitment firms are experts in hiring for clients, they are less successful at internal recruitment. The think tank discussed how recruitment is still not viewed as a true profession and firms need to better communicate the realities of the job. Developing flexible policies, focusing on employee engagement, improving the candidate experience, and defining success more broadly were some suggestions for strengthening employer brands in the recruitment sector.
This document outlines emerging roles in recruiting that provide opportunities for career growth beyond traditional recruiting roles. It describes several new roles including Director of Recruiting Strategy who ensures recruiting maintains a competitive advantage; Director of Recruiting Programs and Program Managers who strategize and oversee recruiting initiatives; and Talent Acquisition/Marketing Manager who shapes employer brand perceptions. These roles demonstrate recruiting is becoming more strategic, technology-centric, and brand-focused.
The document discusses 10 HR trends that are changing business, including:
1) The changing role of HR professionals to focus more on strategic contributions and measurable impacts rather than administrative tasks.
2) The "war for talent" as skilled workers become more scarce, requiring innovative talent strategies, employer branding, and focusing on attracting and retaining top performers.
3) The increasing outsourcing of HR functions to reduce costs and allow HR to focus on strategic priorities rather than transactional work.
The document discusses several topics related to human resource management (HRM) in Pakistan. It describes the development of HRM as a profession in Pakistan over the past 20 years, moving from an "administration" focus to a more mature, strategic role. However, the author argues HRM penetration into potential user organizations remains relatively low, at around 3.5% currently. The author develops a life-cycle model to analyze the maturity of HRM in Pakistan, estimating it will take another 15 years to reach maturity with around 20,000 organizations using HRM functions. The document also notes a difference in the breadth of HRM integration across user organizations.
This document discusses the importance of employee development and challenges organizations face in prioritizing it. It argues that employee development should be targeted and customized based on needs assessments rather than generic training. Neglecting employee development can be costly and lead to disengagement, lower productivity, and poorer customer service. Developing employees through inspiring programs that support growth and defined career paths can make staff more committed and productive.
The Year of People: How HR is Evolving in 2020Tamar Kuyumjian
This year forced companies all over the world into a remote work pilot study. Sharing their insights from the front lines, Aptology spoke with leaders in HR like CHROs and marketers in HR tech about how HR is evolving in 2020. They covered: How do we understand and measure the employee experience? What pre employment screening data do we need to get visibility for better talent acquisition and DEI efforts? What tools and behavioral assessments do we need for internal sources of recruitment? How does our understanding of people and communication need to change? Prepare to take notes as this guide gives tactical advice for HR professionals in talent management, learning and development, succession planning, and talent acquisition.
This document provides guidance for developing professional skills and finding employment. It discusses planning for one's career future, gaining valuable experience, developing knowledge and skills relevant to human resources roles, and maintaining strong presentation, multitasking, and ethical abilities. It also covers the importance of networking on social media and LinkedIn, proper cover letters and CVs, and completing job applications. The document offers advice on demonstrating employability through certificates and psychometric tests. Overall, it outlines a variety of strategies and qualifications for pursuing a career in human resources management.
Here are the key points from the group on Training and Development:
- Training and development helps employees improve skills and knowledge to perform better in their roles.
- On-the-job training includes coaching, mentoring and shadowing more experienced employees.
- Off-the-job training takes place away from the work environment, such as seminars, conferences or online courses.
- Development focuses more on career progression through further education or new experiences.
- Benefits of training include improved performance, motivation and retention of employees. It also ensures employees can adapt to changes in technology and work processes.
- Training needs are identified through performance reviews comparing actual to required skills.
- Evaluation of training programs
Are you the founder of a Start-up company and worried about the management of human resource? Here are a few points that will help you to understand the role of human resource (HR) in start-ups.
This document discusses the challenges of growing a startup from infancy to adolescence and some strategies for human resources to effectively manage rapid growth. It outlines several challenges including always feeling one person short of needed staff, the importance of quality yet speedy hiring, and making a great first impression for new employees. The article then details approaches for addressing these challenges such as thoroughly justifying new roles, emphasizing employee referrals, investing in onboarding, continual skills development, transparent performance conversations, and communicating the company culture and mission. The overarching message is that executing HR best practices well during a period of fast growth is important for building an effective organization, high performance, and employee retention.
The HR Revista 2nd Issue - Survival of the FittestChintan Trivedi
2nd Issue of The HR Revista - Quarterly E-magazine published by MHRM students and Alumni Forum of Faculty of Social Work, The Maharaja Sayajirao University, Vadodara
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
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Similar to Very Contentious, hopefully Inspirational and very Thought Provoking. (20)
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...Neil Horowitz
On episode 272 of the Digital and Social Media Sports Podcast, Neil chatted with Brian Fitzsimmons, Director of Licensing and Business Development for Barstool Sports.
What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
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Introduction
Have you ever dreamed of turning your innovative idea into a thriving business? Starting a company involves numerous steps and decisions, but don't worry—we're here to help. Whether you're exploring how to start a startup company or wondering how to start up a small business, this guide will walk you through the process, step by step.
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Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
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Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
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Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
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Very Contentious, hopefully Inspirational and very Thought Provoking.
1. For all Company Directors, Senior
Managers & Human Resource Managers
Please do view this presentation.
It is very contentious, hopefully
inspirational, and very
thought Provoking
2. If you believe that many companies
are measured using return on
capital/assets employed (ROCE).
Then why have numerous businesses
got one important aspect
so very wrong!
Please Read On…….
3. If you believe that Return on Assets Employed / Return on
Capital Employed is an accepted measurement of
Company Performance.
£
Then after reviewing your
company’s “Application
of Resources and Funds”.
You must know where
the largest
expenditure is?
Highest Cost?
4. People!………….Your People, Your Staff!!
Then why are your people frequently
referred to as: -
Headcount
A Variable
Cost -
High Cost
Dispensable
Homo
Mechani
Lacking
Motivation
Money -
Their only
Interest
They are People,
Your People! They
are probably your
organisation’s
largest Capital
Outlay!
5. People………….Your People, Your Staff!!
Do you report
directly to the
CEO/MD for HR?
How are you
Managing HR?
Tell me?
Is your HR strategic
plan getting the
maxim return for your
company’s
investment?
Tell me?
How is this
investment
being managed
& budgeted
going forward?
Tell me?
HR Directors / Managers – Please tell me:
6. As part of your company budget process - YOU should prepare a detailed
HR financial budget complete with a comprehensive HR strategy for your Senior
Management then present it to the board to show how HR will play its part in
increasing profitability through its people.
YOU are responsible for the largest cost in the business! Working in conjunction with your FD you need
to prepare and present your Strategy and Budget to the Board of Directors to demonstrate the true
value of their people…prove to them their people are not just a cost, but an asset that can add value!
People………….Your People, Your Staff!!
HR Directors & HR Managers – Please Note:
7. At the forefront of your strategy, create a project to implement Standards and
Competencies for all jobs. Once complete, conduct a Training Needs Analysis to
identify shortfalls in skills. Train staff to achieve the set standards & competencies
for each job. Also, set an achievable (e.g.15/20%) target for achievement in staff
effectiveness, and staff efficiencies.
People………….Your People, Your Staff!!
HR Directors & HR Managers – Please Note:
Sadly, an increasing number of modern day HR Managers are driven to concentrate their efforts on:
administration processes, unfair dismissal, redundancy, NDA, Tupe agreements etc. Leaving on the
“back-burner” staff development, good internal communications, interfacing with staff and effective
recruitment. Create a consultative open environment that is fun (productive fun that is) to work within?
8. Recruiting………….People, Your Staff!!
It is far too common for HR recruiters to have a one-way recruiting bias towards
their needs only, this is totally
“We want our application forms completed” “We do not accept CV’s”, “Tell us
in your own words why you would like to work here on one side of an A4 sheet,
tell us what benefit you can add to our company”, “please compete our
Monitoring/Security Forms” etc.(Re- Equality Act 2010 people against discrimination)
“Recruitment is marketing. If you are recruiting
nowadays and you don’t see yourself as a
marketeer, you’re in the wrong job!”
...It should be a two-way process!
9. Recruiting………….People, Your Staff!!
• More than likely the best candidate for the job is currently employed, they
may not be happy at work? Perhaps, they do not like their boss? They
have a family, children and a busy work life So they have little free time.
• Even school leavers are trained to compile CV’s, some people pay to
have CV’s professionally written. CV’s are acceptable for short- list
interviewing. Combine this with a short pre-arranged telephone call?
Investing time & effort to facilitate a two- way process is the recruiters job!
• Potential candidates find this so time consuming. They know this process
may not lead to them being short- listed or even selected for interview.
Inevitably, because of the excessive amount of information required
at this interim stage of the process Interest is lost so they look elsewhere.
10. Recruiting………….People, Your Staff!!
Based on the interview experience
the candidate is deciding if you
and your company would be a
good choice of employer for them
………….…….….would it?
Just a reminder, your candidate is also interviewing you!
Beware if they are not successful
with their application for your job,
they could be successful in securing
a job with one of your customers.
11. Recruiting………….People, Your Staff!!
Remember It’s a two way process!
Most recruiters never send a letter to applicants
who have been unsuccessful. This is totally
unprofessional, it’s a simple common courtesy!
All this Bull***t :- “Because of the large volume
of applicants we will not be able to reply to
you on this occasion”?.....Shame on you!
It’s showing your company in a bad light! – It
shows no respect to the applicant, despite them
investing time in your company. This is so bad,
it’s ignorant and very arrogant!
12. I ask? When was the last time you were aware of a HR
Director / HR Manager being promoted to CEO or
Managing Director?
Only on the very rarest of occasions…. Why?
I have never witnessed this during
my many years in management?
13. Furthermore, remuneration for Senior HR
Directors/Managers is generally much lower
than their colleagues occupying roles of a
similar status; commercial, sales marketing,
financial directors, and all other senior
director roles generally?
And yet the HR Director/ Manager should be
accountable for performance from the
largest amount of the organisation’s
capital employed!
14. I mention this is because modern thinking in respect to
the Human Resource function needs to change; as do
some of the people in these job functions.
1. Why, in reality is HR’s impact more often felt in a negative
way?
2. I have learned over my many years in Senior
Management that HR rarely functions as it should?
3. Referring to point 2. - An outrage, made frustrating by the
fact that most business leaders are not scrambling to fix it?
4. Or, do business leaders really appreciate the need for HR
in the first place?
15. The Human Resource Function Needs to Change!
1. HR should be every company’s “ace up their sleeve” a
“killer app”.
2. What could possibly be more important than who gets
hired, developed, promoted, or moved
out the door.
3. Business is a game, the accountant can tell you the
financials, but who would you rather be with? The players who
know how best to win? Or the team manager who knows the
best people to put on the field and get them playing
together as a team to win.
16. The Human Resource Function Needs to Change!
Recruitment - HR role to find the very best person for the job.
To quote a ex HR Director colleague: “in the pond where you least expect, you may find that fish”
Recruiters trying to save time by reducing the human element required in the employment
process? Phycological Tests, sourcing tools, social media, key word scans, referrals and other
tools can be a great ally in the search and selection of talent. They only assist you to get it right,
you do the job!
Using computers to scan applications to identify “key” words from a CV to
create short lists this is “fudging” your job!
In order to save time, some recruiters try to create short-list of three
candidates for interview from job applications this is “fudging” your job!
Most people are familiar with social media functions, therefore, use this
option for sourcing talent and making more targeted searches
Being “nose to nose - belly button to belly button – toe to toe” with applicants
is the only way to understand candidates, their potential and “fit”.
17. The Human Resource Function Needs to Change!
Recruitment - HR role to find the very best person for the job.
There is a serious risk that HR and it’s management structures and processes
have been left high and dry by a sudden shift in the needs of a modern
business. There is a justification for an in-depth audit of HR & its ability
to improve company performance through it’s people.
HR should attract the very best talent offering: Emotional Benefits: rewards,
recognition, flexible benefits. Learning: professional development, career.
Physical: fitness and health benefits. Financial Benefits: perks, bonuses.
In conjunction with Senior Management, create a culture that makes
people feel valued. (very challenging but achievable)
Create effective communications with all staff, intranet, newsletters, leisure
events etc. Have a consultative approach, use working groups to help
solve company issues, great for employee engagement .
18. Recruiting………….People, Your Staff!!
Even organisations considered Bureaucratic like
the NHS and Government have recognised their
recruitment process did not attract the best
applicants for Key Roles, therefore, for specific
key roles they simplified their recruiting process.
They now accept CV’s for certain roles
in order to attract more applicants. (Though it is my
belief that all jobs are key roles, from the cleaner to the CEO)
A wise person, sometimes, but only sometimes, change their mind,
fools never do!
19. Working in senior management roles for major companies
including FTSE 100/150 companies, I had access to a great
many business reports, stacked one top of each other they
would reach a metre or two high.
All these reports analysing sales, marketing, commercial,
operational, and financial performance only.
People………….Your People, Your Staff!!
20. Generally, there are just a few reports on people(staff) and people
performance, these people(staff) reports if stacked on top of each
other would reach a height of Just
a few centimetres high.
People………….Your People, Your Staff!!
Reports such as dividing sales by staff numbers and using that as a
productivity measure…… these types of reports are Enid Blyton
stuff!
21. All Organisations have Financial Budgets!
Normally, based on what results
Senior Financial people would like
to see, they produce budgets for
the current business going into the
future.
This can work fine, but only if the
future is going to be the same as
the present or the past.
22. All Organisations have Financial Budgets!
Normally, covering one year with most of its energies
devoted to lower operational costs, headcount reduction,
staff costs, cash flow, and expenses.
As this can result in…………...
23. What I refer to as:-
“ANOREXIA
INDUSTRIALOSA”
This can result in…………...
An excessive desire to be leaner and fitter, leading to
emaciation and eventually, even death!
24. Surely time is overdue for change?
1. Management, development and
measurement of staff(people)cost in
most companies is financially controlled?
The company’s annual budget generally
prioritises headcount reduction(people)
staff cost.
2. These are the actions of “one trick
ponies” & “quick fixers”. They often
repeat this action at the half year!
Furthermore, they ignore options
requiring a company collaborative
strategic approach to headcount. They
are devoid of other ideas of reducing
costs.
3. They declined any need for
entrepreneurial input, commercial
and operational input. With HR
asked to facilitate showing these
surplus people the door.
4. We are financial managers, it is
our responsibly and our job to
budget, it’s always done this way”!
Within a very large company as a Regional Director
with £80m t/o I was informed by the Financial Director
along with other RD’s that in the forthcoming financial
year there will be no staff increases /new recruits
allowed in the company annual budget. I asked “what
was the company strategy to achieve this?” (Increases
nationally at 6%) “That’s your job” was the reply, we
RD’s had no prior consultation.
25. Tried telephoning your bank
(before covid) it takes up to
30mins to get an answer ?
The same applies to the following:
Insurance companies, Sky TV, BT,
Amazon, most Mobile phone
companies and many, many, other
companies.
They do not employ enough staff.
They do not advertise telephone
numbers, because you need staff
to answer telephone calls from
customers!
Most do not advertise an email address
for customer contact because you
need staff to answer emails (e.g.
GoDaddy who sell email domains!)
Enquires with these companies is via a
website, offering virtual customer
service via a machine! Which attempts
to resolve your issue…….please Homo
Sapiens!
These companies are
sticking their finger up to
customers! Having reduced
headcount (staff) they can
no longer offer even the
most basic of customer
service, without realising it.
Surely time is overdue for change?
26. The Financial Director or Company Accountant in many
organisations has the greatest influence?
Many accountants lack commercial awareness. ……Their
commercial knowledge is nearly as good as a salesperson’s
financial awareness!
Certainly, it’s not as good as they both think!
Sometimes the MD or CEO allow this ………Why?
27. The Financial Director or Company Accountant in many
organisations have the greatest influence Why?
Many accountants do not have good people and
communication skills.
Certainly, it is not as good as they believe they have!
Sometimes the MD or CEO allow this ………Why?
28. You may believe the writer does not value or
has “a downer” on Accountants, FD’s & CFO’s.
1. Manage company expenditure,
liquidity, and financial risk.
2. Provide financial reporting for
management of company.
6. Financial control for record
keeping, reviewing and mapping
processes.
4. Manage financial data, payroll,
invoicing and credit control.
5. Ensure financial practices are in
line with statutory regulations &
legislation. Update & implement
new policies & procedures.
3. Provide funds in support of
planned strategic initiatives. Assist
company collaboratively in wider
budgeting requirements.
Important activities include:
Talented ones are very essential !
29. By the time the company Monthly Management
Accounts are issued the data is history! Using analytics to
produce MAT graphs and dashpots which show trends in
the business and gives management another tool to
better help manage the business. (see next slide for an example)
1. MAT Graph - Sales v’s Gross Profit?
2. MAT Graph - Expenditure v’s Gross
Profit?
5. GAP Analysis - Against Budget
monthly and Year to Date?
4. MAT - Staff Absence & Sickness?
6. Cash Flow Reports?
3. MAT Graph - Sales v’s Net Profit?
Trend analysis could include these few examples:
Modern talented financial management is essential for producing business trend statistic for
Senior Management; these are just so valuable alongside monthly and year end accounts !
31. A Prayer to My Manager
1. Agree with Me What You Expect of Me.
2. Give Me an Opportunity to Perform.
3. Let Me Know How I am Getting On.
4. Reward Me for My Contribution.
5. Help Me, Train Me, Guide Me.
32. Famous Tips and Quotes – To Provoke Thought
Following the next slide (the end of
this presentation) there is a further
10 slides of some inspiring Tips and
Famous Quotes should you wish to
continue…… after all:-
"Wisdom is the integration of
thought and analysis based on
accumulated experience."
33. Review your current business
structure to improve your Return on
Capital Employed.
info@8020businessconsultancy.co.uk
Tel: 07720-509316
Contact:
Eighty Twenty Business Consultancy
for a discussion on how you can
improve your business and your
Application of Assets and Funds.
35. Famous Tips and Quotes – To Provoke Thought
American President John F Kennedy visiting NASA
headquarters for the first time in 1961, whilst
touring the facility he introduced himself to a
janitor who was mopping the floor and he asked
what he did at NASA? The janitor replied, “I’m
helping put a man on the moon”.
“Working hard for something we don’t care
about is called stress. Working hard for something
we love is called passion”.
“You can buy your employees time and
muscle…... but their heart and minds come free”.
36. Famous Tips and Quotes – To Provoke Thought
“Constant, clear and consistent communication
is vital in every organisation! Did you know 95% of
companies have communication problems!.......
Are you one of the 95%?”
“Successful communication is a two-way
street……the people doing the real work of the
company often have the best suggestions.
Create a platform to enable a collaborative
approach with employees, use it for problem
solving and improvement strategies”
“Great leaders don’t set out to be a leader they
set out to make a difference. It’s never about the
role, it’s always about the goal”!
37. Famous Tips and Quotes – To Provoke Thought
“Inspiring people beyond their salary will
encourage people to go the extra mile”.
As an initiative, engage employees to conduct a
company SWOT analysis.
“How many Senior Managers are brave enough
to action this?” Use the feedback from the SWOT
to action new initiatives.
(ask for this “warts and all” without the employees being in
fear of having their heads chopped off.)
“Highly engaged employees are1.3 times more
likely to be high performers than less engaged
employees. They are 5 times less likely to
voluntarily leave the company”.
38. Famous Tips and Quotes – To Provoke Thought
“Engaging employees to participate in defining
their job in working parties assisting the company
to find solutions and to improve processes,
efficiency and performance”.
Employee newsletters detailing the company’s
progress with its strategies, goals & visions
regularly remind employees where you have
been, where you are going by when and where
you are now. (sent to their home address)
“Appraisals are where you get together with your
team leader and agree what an outstanding
member of the team you are, how much your
contribution has been valued, what massive
potential you have and in recognition of all this,
would you mind having your salary halved”(Joking).
39. Famous Tips and Quotes – To Provoke Thought
“84% of employees believe that culture is critical
to business success”.
“Use recognition as well as reward to engage
employees”.
“More than half of employees (52%) feel
dissatisfied with the level of recognition they
receive”.
“Employees who receive strong recognition
generate twice as many innovative ideas”.
“78% of workers say that recognition is a major
motivator”.
40. Famous Tips and Quotes – To Provoke Thought
Employees will always perform at their best when
the environment and culture is conducive to
growth.
Untrained employees take up to 6-times longer to
perform the same tasks than trained employees.
(another justification to initiate Standard & Competences for
all employees)
“Everybody is a genius but if you judge a fish by
it’s ability to climb a tree it will live its whole life
believing it is stupid”!
Make sure your employees get the training they
need.
41. Famous Tips and Quotes – To Provoke Thought
“Provide a clear career path for employees to
see internal growth opportunities”.
“Create an employee Personal Development
Plan for each employee”.
Why should you invest in people?
CFO asks CEO – “What if we invest in people and
they leave us?”
CEO to CFO – “What if they don’t and they stay”?
“A bad manger can take good staff and destroy
them! A Bad Manager is the main reason the best
staff will flee and the remainder of staff will lose all
motivation!”.
42. Famous Tips and Quotes – To Provoke Thought
Recruiting is not just finding the right people, it’s
creating a company where great talent wants to
work. (Google has nearly 0% staff turnover rate, it
gets 7000 unsolicited job applications every day!
“Positive recruitment suggests being as curious
about values, strengths and motivators as a
business is about qualifications, past experience
and references”!
“Recruitment is marketing. If you’re a recruiter
nowadays and you don’t see yourself as a
marketeer, your in the wrong job”!
“Someone is sitting in the shade today because
someone planted a tree a long time ago”.
43. Famous Tips and Quotes – To Provoke Thought
“Treat potential employees as customers.
Recruitment is a two-way process”.
“Your job as a Manager is to get ordinary people
to produce extraordinary results”.
“Human Resources isn’t just a thing you do, it’s a
thing that should help manage the business”
“Staff Appraisals & Performance Management,
when handled skilfully in an organisation can
increase job satisfaction, employee retention,
employee engagement, loyalty and the overall
performance of the organisation.”
“Ensure all departments activities work towards
the company’s Strategy, Goals and Visions”.
44. Famous Tips and Quotes – To Provoke Thought
A recent survey shows that failing to monitor time-
off accurately cost companies up to 15% of their
total operating costs. (All organisations should
have modern Employee Management Software
to provide these reports & employee data and
many other essential and statistics)
Surround yourself with people who have the same
drive and hunger as you!
“Take your time…….. diligence with your staff
selection.
If your candidate choice was for a small business
that you owned would you still employ and pay
that person with your own money?” “If no, do not
select or employ them in my business”.