Workforce diversity
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Workforce diversity refers to bringing together a variety of people with different experiences, backgrounds, and characteristics to one workplace. Key aspects of diversity include race, ethnicity, gender, religion, age, ability, and sexual orientation. The document discusses why workforce diversity is important for business and provides Aramark as a case study. Aramark is a global company with 260,000 employees across 22 countries that focuses on employee advocacy, environmental stewardship, health and wellness, and community involvement. Aramark seeks to have a diverse workforce that reflects the diversity of the markets it serves and maintains an inclusive workplace culture.
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Table of Contents
Executive Summary3
Bright Horizon3
Environmental Scan4
Remote Environment4
Industry Environment5
Operating Environment5
Internal Strengths & Weaknesses6
Strategies7
Innovation7
Horizontal Integration8
Product Differentiation8
Implementation Plan9
References16
Executive Summary
Bright Horizons is a company that brings quality early childhood education to children. As Bright Horizons has grown, they have created their own curriculum. It involves math, science, technology, social studies, the arts, cooking, and physical education. They also provide different types of services. They have client-based centers, community centers, elementary schools, after school care programs, and summer camps.
Bright Horizons (2014), states that they “strive to nurture each child’s unique qualities and potential.” As a way to extended this mission statement, I propose to offer tutoring as a part of the after school care program. This way the company can extend its mission statement to older students or past students. It is a way for Bright Horizons to extend their services to past students. Strong partnerships are a key value of Bright Horizons. I recommend that the parents get to choose their child’s tutor through a database of tutors in their area. To match another of Bright Horizons values is the collaboration with employers to build family-friendly workplaces, I recommended that the tutors going to customer’s house. Bright Horizons already has its own University to help aid in the growth of its employees. I recommend that they had more classes to aid in the knowledge of the tutors on staff.
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In looking at the implementation plan, it is vital to complete for any and all short-term and long-term successes. The tasks and task ownership are there to help keep everyone accountable to their portion of the plan. This is where directors, assistant directors, and current teachers can aid in the expansion of the service. Milestones are there to have a goal to strive for within the company. Having a beta center gives the company a unique perspective. In aligning resources with the strategic plan, it allows Bright Horizons to fulfill its mission statement in a new and innovated way.Bright Horizon
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Table of Contents
Executive Summary3
Bright Horizon3
Environmental Scan4
Remote Environment4
Industry Environment5
Operating Environment5
Internal Strengths & Weaknesses6
Strategies7
Innovation7
Horizontal Integration8
Product Differentiation8
Implementation Plan9
References16
Executive Summary
Bright Horizons is a company that brings quality early childhood education to children. As Bright Horizons has grown, they have created their own curriculum. It involves math, science, technology, social studies, the arts, cooking, and physical education. They also provide different types of services. They have client-based centers, community centers, elementary schools, after school care programs, and summer camps.
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The environmental scan involves many different categories. Through remote environment, Bright Horizons can look at the economics, social, political, technologic, and ecological factors involved in their company. Through this analysis Bright Horizons can continue to be the competitive company that they are within the child-care industry. They are consistently working to bring quality child-care to their cliental. Adding in tutoring services would just expand their strong brand and international connections.
In looking at the implementation plan, it is vital to complete for any and all short-term and long-term successes. The tasks and task ownership are there to help keep everyone accountable to their portion of the plan. This is where directors, assistant directors, and current teachers can aid in the expansion of the service. Milestones are there to have a goal to strive for within the company. Having a beta center gives the company a unique perspective. In aligning resources with the strategic plan, it allows Bright Horizons to fulfill its mission statement in a new and innovated way.Bright Horizon
My strategic plan will be to offer tutoring through the Bright Horizon Company. To ensure the organization’s vision, mission, and people strategies and v.
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Download the report here: http://workforceforgood.com/
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Slide 1: Title Slide
Title: Career Guidance for Graduates
Subtitle: Navigating the Path to Success
Your Name
Date
Slide 2: Introduction
Introduction to the topic of career guidance for graduates.
Importance of career guidance in helping graduates make informed decisions.
Overview of what the presentation will cover.
Slide 3: Why Career Guidance Matters
The significance of career guidance for graduates.
Statistics or data on the challenges graduates face in the job market.
The role of career guidance in reducing unemployment and underemployment.
Slide 4: The Career Planning Process
Overview of the steps involved in career planning.
Self-assessment: Identifying skills, interests, and values.
Research: Exploring career options and industries.
Setting goals: Short-term and long-term career objectives.
Action plan: Steps to reach career goals.
Slide 5: Self-Assessment
Explaining the importance of self-assessment.
Tools and techniques for self-assessment.
Examples of self-assessment exercises.
Slide 6: Researching Career Options
How to research various career options.
Utilizing online resources, career fairs, and informational interviews.
Discuss the importance of understanding industry trends.
Slide 7: Setting Career Goals
Setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals.
Long-term vs. short-term goals.
Providing examples of career goals.
Slide 8: Creating an Action Plan
Developing a step-by-step plan to achieve career goals.
Prioritizing tasks and setting deadlines.
Identifying resources and support needed.
Slide 9: Resume Building
The significance of a well-crafted resume.
Tips for writing an effective resume.
Common resume mistakes to avoid.
Slide 10: Cover Letters and Job Applications
Why cover letters are essential.
Tips for writing compelling cover letters.
How to tailor job applications to specific positions.
Slide 11: Networking
The power of networking in career development.
Strategies for building a professional network
career-guidance-ppt.ppt
This document provides information about career guidance and opportunities. It discusses what career guidance is, self-analysis, motivation to work, identifying comfortable environments, personal resources, subject choices and corresponding career options after graduation and post-graduation. It also outlines different selection procedures for government and private sector jobs.
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The document provides information about career guidance and opportunities. It discusses what career guidance is, the importance of self-analysis, identifying motivations and environments, and considering personal resources and other factors when choosing a career. It then lists various career opportunities after graduation from fields like science, commerce, arts, and humanities. It also discusses selection procedures for different career paths which may involve objective or subjective testing.
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This document provides information about career guidance and opportunities. It discusses what career guidance is, self-analysis, motivation to work, identifying comfortable environments, personal resources, subject choices and corresponding career options. It also outlines selection procedures for government and private sector jobs, including careers after graduation and post-graduation.
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This document provides information about career guidance and opportunities. It discusses what career guidance is, self-analysis, motivation to work, identifying comfortable environments, personal resources, subject choices and corresponding career options. It also outlines selection procedures for government and private sector jobs, including careers after graduation and post-graduation.
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This document provides information about career guidance and opportunities. It discusses what career guidance is, self-analysis, motivation to work, identifying comfortable environments, personal resources, subject choices and corresponding career options. It also outlines selection procedures for government and private sector jobs, including careers after graduation and post-graduation.
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This document discusses corporate social responsibility (CSR) in multinational companies, using McDonald's as an example. It defines CSR and explains that CSR aims to contribute to societal goals through philanthropic and ethical practices. It outlines the types of CSR, main concerns, advantages and disadvantages for multinational companies. McDonald's CSR is described as focusing on food safety, quality, ethical sourcing and environmental protection. The conclusion emphasizes that CSR has become important for businesses and can provide ethical, social and business benefits for multinational companies while addressing societal expectations.
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The document discusses corporate social responsibility (CSR), including its definition, triple bottom line of people, planet and profit, types of CSR activities, and pyramid of CSR responsibilities ranging from economic to philanthropic. It provides examples of CSR practices by companies like Infosys and Coca-Cola in India, such as supporting education, healthcare, community development, and environmental conservation initiatives. The conclusion reiterates that CSR aims to ensure businesses balance their economic goals with responsibilities towards society and the environment.
Workforce for Good: Employee Engagement in CSR/Sustainability
In a recent survey of senior sustainability leaders, 9 key principles emerged that appear to be common among successful programs:
1) Make it personal
2) Get buy-in from the top
3) Manage their engagement
4) Give opportunities for employee innovation and leadership
5) Align sustainability/CSR with corporate culture
6) Incorporate sustainability/CSR into business process
7) Use multiple channels of communication
8) Measure and track
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Download the report here: http://workforceforgood.com/
For more valuable resources including conference recordings, expert interviews, case studies, white papers and much more, visit the Sustainable Brands Library: http://www.sustainablebrands.com/library
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Carrier guidance for graduates
Slide 1: Title Slide
Title: Career Guidance for Graduates
Subtitle: Navigating the Path to Success
Your Name
Date
Slide 2: Introduction
Introduction to the topic of career guidance for graduates.
Importance of career guidance in helping graduates make informed decisions.
Overview of what the presentation will cover.
Slide 3: Why Career Guidance Matters
The significance of career guidance for graduates.
Statistics or data on the challenges graduates face in the job market.
The role of career guidance in reducing unemployment and underemployment.
Slide 4: The Career Planning Process
Overview of the steps involved in career planning.
Self-assessment: Identifying skills, interests, and values.
Research: Exploring career options and industries.
Setting goals: Short-term and long-term career objectives.
Action plan: Steps to reach career goals.
Slide 5: Self-Assessment
Explaining the importance of self-assessment.
Tools and techniques for self-assessment.
Examples of self-assessment exercises.
Slide 6: Researching Career Options
How to research various career options.
Utilizing online resources, career fairs, and informational interviews.
Discuss the importance of understanding industry trends.
Slide 7: Setting Career Goals
Setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals.
Long-term vs. short-term goals.
Providing examples of career goals.
Slide 8: Creating an Action Plan
Developing a step-by-step plan to achieve career goals.
Prioritizing tasks and setting deadlines.
Identifying resources and support needed.
Slide 9: Resume Building
The significance of a well-crafted resume.
Tips for writing an effective resume.
Common resume mistakes to avoid.
Slide 10: Cover Letters and Job Applications
Why cover letters are essential.
Tips for writing compelling cover letters.
How to tailor job applications to specific positions.
Slide 11: Networking
The power of networking in career development.
Strategies for building a professional network
career-guidance-ppt.ppt
This document provides information about career guidance and opportunities. It discusses what career guidance is, self-analysis, motivation to work, identifying comfortable environments, personal resources, subject choices and corresponding career options after graduation and post-graduation. It also outlines different selection procedures for government and private sector jobs.
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More from Shri Ram College Of Commerce
Workforce diversity
Workforce diversity refers to bringing together a variety of people with different experiences, backgrounds, and characteristics to one workplace. Key aspects of diversity include race, ethnicity, gender, religion, age, ability, and sexual orientation. The document discusses why workforce diversity is important for business and provides a case study of ARAMARK, a company with over 260,000 employees in 22 countries that strives for diversity in its workforce and values differences among its employees.
Gold monetization
The document summarizes India's Gold Monetization Scheme which was announced in 2015 to mobilize gold reserves in the country. The scheme allows depositors to earn interest on gold deposited in bank accounts. Deposited gold can be used by banks and jewelers. The objectives are to reduce gold imports, support jewelers, and supplement bank reserves. Benefits include mobilizing idle gold, supporting exports, and reducing borrowing costs. Recent Covid-19 impacts increased gold demand as a stable investment amid economic uncertainty. The document concludes gold will remain an important asset during financial instability.
Enron scam
1. Enron Corporation filed for bankruptcy in 2001 due to massive accounting fraud. Enron had hidden billions in debt through off-balance sheet partnerships and inflated profits in its financial reports.
2. Key players in the fraud included CEO Ken Lay, CFO Andrew Fastow, and Arthur Andersen auditors. Fastow had secretly earned $30 million managing partnerships that hid Enron's debts.
3. The fraud led to the dissolution of Arthur Andersen and prison sentences for several Enron executives. Former CEO Jeff Skilling received the harshest sentence of 24 years for his role in the scandal. The Sarbanes-Oxley Act was passed in response to tighten financial regulation and increase corporate
Follow On Public issues
This document discusses various topics related to public offerings:
- Angel investors are affluent individuals who provide capital to startups in exchange for equity or convertible debt, with a minimum net worth of $1 million and annual income of $200,000. They may represent individuals or entities like LLCs.
- Bankers to the issue carry out activities related to collecting and transferring funds to escrow accounts for public offerings. They must be scheduled banks.
- A follow-on public offer (FPO) allows already publicly listed companies to issue additional shares to raise more equity capital. It can be dilutive by increasing shares outstanding or non-dilutive by selling existing shares.
- Fast track
India afghanistan relations
This document lists the names and scores of 5 students - Rajnish with 147 points, Kush with 480 points, Rohan with 392 points, Shubham with 258 points, and Rishav with 132 points.
India bhutan
India and Bhutan have historically close relations dating back to 1910 when Bhutan allowed Britain to guide its foreign and defense policies. In 1949, the two countries signed a Treaty of Friendship that was amended in 2007. Bhutan provides important economic and political benefits to India as a market for Indian goods and hydropower, and helps suppress anti-India militant groups. India provides significant economic assistance to Bhutan and the two have had a trade agreement since 1972 to facilitate commerce and transit between the countries. Recent developments in the relationship include the inauguration of a ground earth station in Bhutan by the Indian Prime Minister and the signing of several Memorandums of Understanding.
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一比一原版(philau毕业证书)美国费城大学毕业证如何办理
原版一模一样【微信：741003700 】【(philau毕业证书)美国费城大学毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
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2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
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Maximize Your Efficiency with This Comprehensive Project Management Platform ...
In today's work environment, staying organized and productive can be a daunting challenge. With multiple tasks, projects, and tools to juggle, it's easy to feel overwhelmed and lose focus. Fortunately, liftOS offers a comprehensive solution to streamline your workflow and boost your productivity. This innovative platform brings together all your essential tools, files, and tasks into a single, centralized workspace, allowing you to work smarter and more efficiently.
Customer Relationship Managemenet’s Impact on Customer Satisfaction and Perfo...
Customer Relationship Managemenet’s Impact on Customer Satisfaction and Perfo...Istanbul Beykent University (İstanbul Beykent Üniversitesi)
Many companies have perceived CRM that accompanied by numerous
uncoordinated initiatives as a technological solution for problems in
individual areas. However, CRM should be considered as a strategy when
a company decides to implement it due to its humanitarian, technological
and process-related effects (Mendoza et al., 2007, p. 913). CRM is
evolving today as it should be seen as a strategy for maintaining a longterm relationship with customers.
A CRM business strategy includes the internet with the marketing,
sales, operations, customer services, human resources, R&D, finance, and
information technology departments to achieve the company’s purpose and
maximize the profitability of customer interactions (Chen and Popovich,
2003, p. 673).
After Corona Virus Disease-2019/Covid-19 (Coronavirus) first
appeared in Wuhan, China towards the end of 2019, its effects began to
be felt clearly all over the world. If the Coronavirus crisis is not managed
properly in business-to-business (B2B) and business-to-consumer
(B2C) sectors, it can have serious negative consequences. In this crisis,
companies can typically face significant losses in their sales performance,
existing customers and customer satisfaction, interruptions in operations
and accordingly bankruptcyNeal Elbaum Shares Top 5 Trends Shaping the Logistics Industry in 2024
In the ever-evolving world of logistics, staying ahead of the curve is crucial. Industry expert Neal Elbaum highlights the top five trends shaping the logistics industry in 2024, offering valuable insights into the future of supply chain management.
m249-saw PMI To familiarize the soldier with the M249 Squad Automatic Weapon ...
M249 Saw marksman PMIThe Squad Automatic Weapon (SAW), or 5.56mm M249 is an individually portable, gas operated, magazine or disintegrating metallic link-belt fed, light machine gun with fixed headspace and quick change barrel feature. The M249 engages point targets out to 800 meters, firing the improved NATO standard 5.56mm cartridge. The SAW forms the basis of firepower for the fire team. The gunner has the option of using 30-round M16 magazines or linked ammunition from pre-loaded 200-round plastic magazines. The gunner's basic load is 600 rounds of linked ammunition. The SAW was developed through an initially Army-led research and development effort and eventually a Joint NDO program in the late 1970s/early 1980s to restore sustained and accurate automatic weapons fire to the fire team and squad. When actually fielded in the mid-1980s, the SAW was issued as a one-for-one replacement for the designated "automatic rifle" (M16A1) in the Fire Team. In this regard, the SAW filled the void created by the retirement of the Browning Automatic Rifle (BAR) during the 1950s because interim automatic weapons (e.g. M-14E2/M16A1) had failed as viable "base of fire" weapons.
Early in the SAW's fielding, the Army identified the need for a Product Improvement Program (PIP) to enhance the weapon. This effort resulted in a "PIP kit" which modifies the barrel, handguard, stock, pistol grip, buffer, and sights.
The M249 machine gun is an ideal complementary weapon system for the infantry squad platoon. It is light enough to be carried and operated by one man, and can be fired from the hip in an assault, even when loaded with a 200-round ammunition box. The barrel change facility ensures that it can continue to fire for long periods. The US Army has conducted strenuous trials on the M249 MG, showing that this weapon has a reliability factor that is well above that of most other small arms weapon systems. Today, the US Army and Marine Corps utilize the license-produced M249 SAW.
Corporate innovation with Startups made simple with Pitchworks VC Studio
In this write up we will talk about why corporates need to innovate, why most of them of failing and need to startups and corporate start collaborating with each other for survival
At the end of the conversation the CIO asked us 3 questions which sparked us to write this blog.
1 Do my organisation need innovation ?
2 Even if I need Innovation why are so many other corporates of our size fail in innovation ?
3 How can I test it in most cost effective way ?
First let's address the Elephant in the room, is Innovation optional ?
Relevance for customers
Building Business Reslience
competitive advantage
Corporate innovation is essential for businesses striving to remain relevant and competitive in today's rapidly evolving market. By continuously developing new products, services, and processes, companies can better meet the changing needs and preferences of their customers. For instance, Apple's regular release of new iPhone models keeps them at the forefront of consumer technology, while Amazon's introduction of Prime services has revolutionized online shopping convenience. Statistics show that innovative companies are 2.5 times more likely to have high-performance outcomes compared to their peers.
This proactive approach not only helps in retaining existing customers but also attracts new ones, ensuring sustained growth and market presence.
Furthermore, innovation fosters a culture of creativity and adaptability within organizations, enabling them to quickly respond to emerging trends and disruptions. In essence, corporate innovation is the driving force that keeps companies aligned with customer expectations, ultimately leading to long-term success and relevance.
Business Resilience
Building business resilience is paramount for companies looking to thrive amidst uncertainties and disruptions. Corporate innovation plays a crucial role in fostering this resilience by enabling businesses to adapt, evolve, and maintain continuity during challenging times. For instance, during the COVID-19 pandemic, many companies that swiftly innovated their business models, such as shifting to remote work or expanding e-commerce capabilities, managed to survive and even thrive. According to a McKinsey report, organizations that prioritize innovation are 30% more likely to be high-growth companies. Innovation not only helps in developing new revenue streams but also in creating more efficient processes and resilient supply chains. This agility allows companies to quickly pivot in response to market changes, ensuring they can weather economic downturns, technological disruptions, and other unforeseen challenges. Therefore, corporate innovation is not just a strategy for growth but a vital component of building a robust and resilient business capable of sustaining long-term success.
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Neal Elbaum Shares Top 5 Trends Shaping the Logistics Industry in 2024
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m249-saw PMI To familiarize the soldier with the M249 Squad Automatic Weapon ...
m249-saw PMI To familiarize the soldier with the M249 Squad Automatic Weapon ...
Corporate innovation with Startups made simple with Pitchworks VC Studio
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Workforce diversity
- 1. Workforce Diversity ▶ By- Kush Dahima ▶ 17BC480
- 2. Workforce Diversity WORKFORCE DIVERSITY IS THE BRINGING TOGETHER OF A VARIETY OF PEOPLE TO ONE WORKPLACE. THIS WORKPLACE WOULD BE COMPRISED OF PEOPLE WITH A WIDE RANGE OF EXPERIENCES, BACKGROUNDS AND CHARACTERISTICS. THOSE KEY CHARACTERISTICS THAT MAKE WORKFORCE DIVERSITY INCLUDE: RACE, ETHNICITY, GENDER, RELIGION, AGE, ABILITY AND SEXUAL ORIENTATION.
- 4. Why it is important for business
- 13. Case study relating to Workforce Diversity ARAMARK is a leader in professional services, providing award‐winning food services, facilities management, and uniform and career apparel to health care institutions, universities and school districts, stadiums and arenas, and businesses around the world. In FORTUNE magazine's 2009 list of "World's Most Admired Companies," ARAMARK was ranked number one in its industry. ARAMARK seeks to address issues responsibly that matter to its clients, customers, employees and communities by focusing on employee advocacy, environmental stewardship, health and wellness, and community involvement. Headquartered in Philadelphia, ARAMARK has approximately 260,000 employees serving clients in 22 countries. ARAMARK partners with clients around the world, providing a broad range of customized services, catering to both cultural preferences and needs, whilst achieving and maintaining high standards. Their mission is to be a company where the best people want to work…people from all backgrounds, perspectives, and experiences. That mission is reflected throughout the organization – from executive offices to operations. The company is comprised of a rich mosaic of individuals. They hire, retain, and develop a workforce that reflects the marketplace they serve and maintain a workplace culture that values and leverages differences and similarities