An overview of "Vision, Values and Work Culture" presented to a group of young managers .
The session is meant to familiarize the participants with the concepts , understand how it has been crafted and manifested in a few admired organizations, examine the process of articulation of the vision and values and understand some basic principles to facilitate Change while communicating the new vision , values and elements of the desired culture.
This session is a precursor to a working session where the participants work on crafting a draft vision and values statement for their organization.
Business Survival Strategies: Why a Human-Centric Approach to Your Business i...Spodek & Co.
Learn how to apply a human-centric strategic approach to your business, recruitment, and marketing efforts during periods of disruption.
Here's what you need to know
How are you and your business coping in the age of COVID-19?
We’re all having to adapt at an unprecedented pace in order to survive. How your business responds to the pandemic has the potential to reflect on your company for years to come. Three experts in business, recruitment and marketing will discuss approaches to:
Understanding the difference between culture and performance culture and why both are important
Navigating the complexity of human resources and recruitment during a crisis
Defining your brand today while building customer loyalty for the future
Apply these tips and strategies today and be prepared for future disruptions.
Being a part of GENEWIZ means contributing to making a difference in the pursuit of scientific discoveries, better medicines, a greener environment, and abundant healthy food supplies.
At GENEWIZ, we are passionate about genomics and we strive to do our part to make the world a better place. The services we offer support research scientists within academia, pharmaceutical companies, research institutions, and government organizations who are making advancements within the life sciences.
Madinah institute Webinar 'The Wisdom Chronicles - Competing to Win' A book...Dr. Ted Marra
Here is a Webinar which provides further insight into my book, 'The Wisdom Chronicles: Competing to Win'. If you look at the slides in 'notes' format, you will see some of the comments I made as well. Enjoy.
Business Survival Strategies: Why a Human-Centric Approach to Your Business i...Spodek & Co.
Learn how to apply a human-centric strategic approach to your business, recruitment, and marketing efforts during periods of disruption.
Here's what you need to know
How are you and your business coping in the age of COVID-19?
We’re all having to adapt at an unprecedented pace in order to survive. How your business responds to the pandemic has the potential to reflect on your company for years to come. Three experts in business, recruitment and marketing will discuss approaches to:
Understanding the difference between culture and performance culture and why both are important
Navigating the complexity of human resources and recruitment during a crisis
Defining your brand today while building customer loyalty for the future
Apply these tips and strategies today and be prepared for future disruptions.
Being a part of GENEWIZ means contributing to making a difference in the pursuit of scientific discoveries, better medicines, a greener environment, and abundant healthy food supplies.
At GENEWIZ, we are passionate about genomics and we strive to do our part to make the world a better place. The services we offer support research scientists within academia, pharmaceutical companies, research institutions, and government organizations who are making advancements within the life sciences.
Madinah institute Webinar 'The Wisdom Chronicles - Competing to Win' A book...Dr. Ted Marra
Here is a Webinar which provides further insight into my book, 'The Wisdom Chronicles: Competing to Win'. If you look at the slides in 'notes' format, you will see some of the comments I made as well. Enjoy.
“Culture” was named the most popular word of the year in 2014 by Merriam-Webster. It has since become one of the most important words in corporate boardrooms, a hot topic in general and smokin’ hot in internal audit circles. But why? And why now?
Our session will focus on answering these questions to help us understand how we got to this point and where we go from here. In addition, we will discuss these questions about organizational culture:
- What is Culture?
- What is Our REAL Culture?
- What is Our Desired Culture?
- How do We Turn Our Desired Culture into Reality?
Companies struggle today to create the experiences their Marketing say they do. It boils down to Culture and the consistent behaviours of all employees across all levels of management. Here's my presentation from the Africa HR Summit.
Segmentation and the Employer Brand - Graeme Wright, Havas PeopleHavas People
Graeme Wright, Strategy Director at Havas People, presents the three forces that challenge recruitment and how the employer brand enables organisations to manage these forces.
Employee Value Propositions & Employer BrandingEngage Me
We answer the question, what is an EVP and Employer Brand? Outline your value offering to current and prospective employees and market your culture, to attract the best and right talent to your business.
Pushed to the Limit, Managing Your Employer Brand in Troubled TimesN. Robert Johnson, APR
Foregoing employee experience in lieu of cost cutting and business survival actions represents a false choice. How employers answer the question of how they treated people during the pandemic will shape their talent landscape for years to come.
A compelling employee value proposition to attract retain and develop skilled...Alexandra Lederer
Presented at The Australian Healthcare Workforce Solutions Forum. Sydney, Australia – 30 July 2013
This case study explores:
- Developing a compelling employee value proposition to attract and retain target profiles
- Sustaining employee engagement thanks to internal processes and personalised care delivery
- Innovative ways to blend Knowledge Management and L&D and embed transfer of critical knowledge
With the abundance of competition and new opportunities, It's easy for a startup to lose sight of what really matters. This is why we created 6 core company values. They serve as a reminder for why we're here and what we can become.
"Whatever the market conditions or current trends, these are the values that guide us. In work or play, private or public, this is who we are."
MBA EM GESTÃO DE PROJETOS E PROCESSOS ORGANIZACIONAIS TURMA 25
Templates para auxiliar no Business Case – Planejamento Estratégico
Aula – Professor Daniel de Carvalho Luz
MBA em Gestão de Projetos e Processos Organizacionais turma 25
O.C. Tanner presents the Coolest Companies award to appreciate companies with standout cultures that recognize all the great work done by employees. We look back at the seven cities highlighted during 2014.
“Culture” was named the most popular word of the year in 2014 by Merriam-Webster. It has since become one of the most important words in corporate boardrooms, a hot topic in general and smokin’ hot in internal audit circles. But why? And why now?
Our session will focus on answering these questions to help us understand how we got to this point and where we go from here. In addition, we will discuss these questions about organizational culture:
- What is Culture?
- What is Our REAL Culture?
- What is Our Desired Culture?
- How do We Turn Our Desired Culture into Reality?
Companies struggle today to create the experiences their Marketing say they do. It boils down to Culture and the consistent behaviours of all employees across all levels of management. Here's my presentation from the Africa HR Summit.
Segmentation and the Employer Brand - Graeme Wright, Havas PeopleHavas People
Graeme Wright, Strategy Director at Havas People, presents the three forces that challenge recruitment and how the employer brand enables organisations to manage these forces.
Employee Value Propositions & Employer BrandingEngage Me
We answer the question, what is an EVP and Employer Brand? Outline your value offering to current and prospective employees and market your culture, to attract the best and right talent to your business.
Pushed to the Limit, Managing Your Employer Brand in Troubled TimesN. Robert Johnson, APR
Foregoing employee experience in lieu of cost cutting and business survival actions represents a false choice. How employers answer the question of how they treated people during the pandemic will shape their talent landscape for years to come.
A compelling employee value proposition to attract retain and develop skilled...Alexandra Lederer
Presented at The Australian Healthcare Workforce Solutions Forum. Sydney, Australia – 30 July 2013
This case study explores:
- Developing a compelling employee value proposition to attract and retain target profiles
- Sustaining employee engagement thanks to internal processes and personalised care delivery
- Innovative ways to blend Knowledge Management and L&D and embed transfer of critical knowledge
With the abundance of competition and new opportunities, It's easy for a startup to lose sight of what really matters. This is why we created 6 core company values. They serve as a reminder for why we're here and what we can become.
"Whatever the market conditions or current trends, these are the values that guide us. In work or play, private or public, this is who we are."
MBA EM GESTÃO DE PROJETOS E PROCESSOS ORGANIZACIONAIS TURMA 25
Templates para auxiliar no Business Case – Planejamento Estratégico
Aula – Professor Daniel de Carvalho Luz
MBA em Gestão de Projetos e Processos Organizacionais turma 25
O.C. Tanner presents the Coolest Companies award to appreciate companies with standout cultures that recognize all the great work done by employees. We look back at the seven cities highlighted during 2014.
We are a different kind of company. Based on the now infamous Netflix Culture Document, Grace has released a version with our vision. We hope this document will excite and challenge you.
Developing Organization's Vision, Mission and ValuesSeta Wicaksana
Together, the vision, mission, and values statements provide direction for everything that happens in an organization.
They keep everyone focused on where the organization is going and what it is trying to achieve. And they define the core values of the organization and how people are expected to behave.
Creating a mission, values and vision makes a statement as to how a company and its personnel will interact with the consumer, its colleagues and even competitors.
The value, mission and vision statements of a company are the foundation on which all business is conducted and decisions are made.
The Foundations of Business Agility - Shane Hastie - AgileNZ 2017AgileNZ Conference
In the 21st century, organisations need to put the customer in the centre of our focus, shed outdated ways of thinking, embrace an Agile mindset, incorporate new ways of working and leverage the pace of change for competitive advantage.
About Shane Hastie:
Shane joined ICAgile in 2017 as the Director of Agile Learning Programs. He oversees the strategic direction and expansion of ICAgile’s learning programmes, including maintaining and extending ICAgile’s learning objectives, providing thought leadership and collaborating with industry experts, and supporting the larger ICAgile community which includes more than 90 member organisations and over 60,000 ICAgile certification holders.
Over the last 30+ years, Shane has been a practitioner and leader of developers, testers, trainers, project managers and business analysts, helping teams to deliver results that align with overall business objectives. Before joining ICAgile, he spent 15 years as a professional trainer, coach and consultant specialising in Agile practices, business analysis, project management, requirements, testing and methodologies for SoftEd in Australia, New Zealand and around the world.
He has worked with large and small organisations, from individual teams to large transformations all around the world. He draws on over 30 years of practical experience across all levels of Information Technology and software intensive product development.
Shane is a former director of the Agile Alliance and is the founding Chair of Agile Alliance New Zealand. He leads the Culture and Methods editorial team for InfoQ.com.
Future of work, Role of Technology and Impact on the HR profession (al) 2020MP Sriram
The one hour session focusses on 3 sub themes
The significant trends that are emerging around work and organising
The impact on the HR profession and HR professionals including their roles and skills
Emerging trends in HR technology and Digitalisation in HR
Aventus Partners l Pricing Professional ServicesMP Sriram
This document captures our learning on pricing your professional services ,whether you are a freelancer or a multi member professional practise . The learnings captured can be applied by any professional service provider ; from an architect , to a zoologist !
Co owner conflict l Learnings l Aventus PartnersMP Sriram
"Co-founder conflict is the biggest value destroyer in my VC portfolio” said a friend of mine a few weeks back.
This resonated with me, as I have over the years consciously observed how organisations handle conflicts at the ownership level and prevent their escalation!
I have also stepped in to resolve issues in some of them.
A simple 3 step process has evolved through these experimentation's observations and reflections. Our learnings and a snap shot of the process are in the attached note.
Would be interested to hear experiences of people who have successfully implemented mechanisms to surface conflicts and prevent escalations. People who are grappling with live challenges in resolving such conflicts can also reach out.
Change that lasts l Sustaining change at the individual levelMP Sriram
Drawn from experiences of people who have succeeded in sustaining behavioral change, this note provides guidelines to enable individuals sustain changes in specific aspects of their behavior that they commit to.
Aventus Partners Union Budget India & Employee Compensation_2015MP Sriram
The Financial Year 2014-15 saw two budgets being presented in India within a span of 7 months , one for 2014-15 in July 2014 and the other for 2015-16 in Feb 2015 . While both the budgets have not altered the fundamental structure of personal taxation, the subtle incremental changes brought about by the two have ensured that employees who invest in accordance with the changes can benefit anywhere between
INR 17500 to INR 52000 in FY 2015-16 as compared to FY 2013-14 depending on the tax brackets that they fall under.
This document summarizes the changes and its implications for employees and provides a few pointers on what could be done by employers and Human Resource Professionals to modify the compensation structure of employees and also facilitate prudent financial management by their employees.
Organisational Development - Effective Strategies MP Sriram
Transcript of the talk given by M.P. Sriram , Partner ,Aventus Partners at the “National Seminar on
Innovation and Strategic Business Practices” conducted by SNGIST on 15.10.14
APEX-Human Capital Index is an analytical tool that measures the value of human capital or talent pool in order to help service sector organizations analyse their talent capabilities and various other critical and at times hidden aspects of human capital.
The objective of APEX-Human Capital Index is to provide a measurable and financially reliable tool for the interpretation of investments in Human Capital to returns on a consistent basis.
Apex Human Capital Index Report- IT industryMP Sriram
APEX-Human capital index is an analytical tool which analyses the value of human capital and its related aspects based on human capital and financial parameters. Human capital parameters constitute for 2/3rd part of the index while the remaining 1/3rd Weightage is determined by financial parameters. Each parameter is measured on a scale. The range of scale is determined by the criticalness of the ratio to the index. A total of 300 points is the Weightage of the index, (200 from Human Capital and 100 from financial parameters) and the components are clubbed into 7 key parameters. Organizational performance is measured on 300 points and the output points are converted in to rating which ranges from AAA to D, wherein AAA is the highest rating and D is the lowest rating. The APEX-HC Index’s 7 key parameters measurement is based on the composite score of each key parameter and finally a response is assigned to it. The assigned response is the representation of numerical percentage figure to simplify the ranking. Ranks range from “Very Good” to “Very Low”, where Very Good is the top end and Very Low is bottom end rank. In order to carry out the valuation of individual organization, the index needs at least two consecutive years’ human capital and financial data. Each year’s rating and key parameters’ ranking is evaluated and compared to come to the conclusions as in which year performance is better, which part of business need fresh investment and where the organization needs to improve etc., are some of the parameters that are considered.
Aventus Partners Business Financial and Human Capital Outlook 2012-13MP Sriram
An annual forecast of business , financial and human capital trends that we foresee in india for the year 2012 -13 basis our analysis and understanding of the current economic and business environment.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
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Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
3. Vision
• From the Latin “To see “
• A picture of the desired future
• The more clearly we are able to see it the more compelling it will be
• There are 2 parts
– Purpose – The core Raison D etre - Reason for being
– Goals –What we will work towards
28. How does one assess Organizations’ readiness for
change
Three broad areas
• Management Style and Leadership
• Individual Employee Behaviors and characteristics
• Communication levels
29. How does one assess Organizations’ readiness
for change
Management Style and Leadership
• Level of Inclusion
• Level of tolerance for Risk and mistakes
• Common understanding of purpose, values
and Behaviors
• Role modeling
30. How does one assess Organizations’ readiness
for change
Employee Behavior and Characteristics
• Ability to Multitask
• Tolerance for ambiguity
• Willingness to learn
• Willingness to face and resolve differences
• Adaptability
31. How does one assess Organizations’ readiness
for change
Communication levels
• Communication Within Groups/Departments
• Communications across Groups/Departments
• Top-down Communication
• Bottom-Up Communication
32. How does one create a critical mass
All organisations and systems develop a Status quo inertia .
These are governed by belief, values , expectations , which have become
individual and organization habits
These become self fulfilling prophesies
In order to help change them one needs to constantly provide
Information that will help people adjust to the change
Skills needed to adjust to the change
Help develop attitudes that will support the change
Reward people for adopting the change
Note : Source : -Article by John D Adams in OD practitioner
33. How does one create a critical mass
Readiness to accept
Readiness to reject
10-15 % 20-25 % 20-25 % 10-15 %
20-25 %
Immediate Early Late Hard Core
Skeptics
acceptors adopters adopters resistors
34. How does one create a critical mass
Focus on the immediate adopters (strong) supporters irrespective of
their role and bring them together
Their shared interest in bring about the change will spark interest
and ideas that will help convert the early adopters
This becomes your core group. Frequent interactions among this
group and giving them roles in the change effort will build further
momentum
Ensure no confrontation happened with the hardcore resisters. This
will make the skeptics at times tilt towards the perceived underdogs
There is no clear number that is indicative of a critical mass