Workshop on personal productivity at hotel keys nestor
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Workshop on talent management
This document discusses talent management strategies for organizations. It begins with defining talent and examining employee satisfaction levels and factors. It then covers building blocks of talent management like competencies, performance management, and evaluating potential. It discusses developing a competency framework with clusters and attributes. The talent management process involves stages like entry, retention, development, and performance. Challenges in talent management include plateaued careers and succession planning. The document emphasizes identifying strategic roles and developing a players to fill them.
Interactive session on action management
The document provides tips and strategies for managing one's actions and time more effectively. It discusses focusing on tasks of greater importance rather than meaningless work. It recommends analyzing ideal versus actual days to identify time wasters and inefficiencies. Suggestions include prioritizing by importance over time spent, avoiding busyness, and managing attention, interruptions, and an overwhelming workload. The CORD method is presented for collecting, organizing, reviewing, and doing tasks. Additional tips include daily and weekly reviewing, batching tasks, and balancing work modes.
Saksham brochure revisited (2)
Saksham Consulting provides management and HR consulting services including project outsourcing, HR audits, training, coaching, leadership development, assessments, and recruitment. They work with clients to understand goals and define success for the HR department. Services are customized and solutions are framed in collaboration with clients to address needs within budgets. The company is located in Thane, India and was founded in 2004.
Ek aur ek gyarah 2
The document discusses various topics related to communication and conflict management. It covers interpersonal communication skills, confronting problems, managing conflict, and sharing information. Some key points include listening being an important communication skill, different approaches to conflict resolution like competing, collaborating and compromising, and the importance of both explicit and tacit knowledge sharing between employees.
Is your stress imaginary
This document discusses the causes and effects of stress among parents and students in modern society. It lists many factors that can contribute to stress, such as academic pressure, family struggles, peer pressure, career concerns, and health issues. Physical and psychological symptoms of stress are then outlined, including irritability, loss of appetite, high blood pressure, depression, and insomnia. The document concludes by emphasizing the need to take action to reduce stress levels today.
Workshop on Talent Management
This document summarizes a workshop on talent management. It discusses how today's employees want work-life balance, opportunities, and transparency. It provides statistics on employee satisfaction and factors for seeking new jobs like advancement, compensation, and learning. An engaged employee is passionate and learns constantly.
The second part discusses talent management imperatives like systems thinking. Characteristics of talented workforces include being upwardly mobile. The talent management cycle includes sourcing, developing, engaging, and retaining employees. Challenges include plateaued careers and effective retirement planning.
On Handling Critical conversations
The document discusses critical conversations and provides tips for effectively handling them. Some key points:
- Critical conversations are important but often mishandled, costing organizations up to 80% of their productivity. Poorly handled conversations can damage relationships and lead to divorces.
- It is important to understand one's communication style under stress, know the critical conversations process, and how well-handled conversations enhance productivity.
- Tips are provided for different stages of critical conversations: before, during, and after. Effective strategies include identifying the problem, keeping emotions in check, finding resolutions, and following up on actions.
- Situations that warrant critical conversations include conflicts, broken commitments, behaviors, and
Recommended
Workshop on talent management
This document discusses talent management strategies for organizations. It begins with defining talent and examining employee satisfaction levels and factors. It then covers building blocks of talent management like competencies, performance management, and evaluating potential. It discusses developing a competency framework with clusters and attributes. The talent management process involves stages like entry, retention, development, and performance. Challenges in talent management include plateaued careers and succession planning. The document emphasizes identifying strategic roles and developing a players to fill them.
Interactive session on action management
The document provides tips and strategies for managing one's actions and time more effectively. It discusses focusing on tasks of greater importance rather than meaningless work. It recommends analyzing ideal versus actual days to identify time wasters and inefficiencies. Suggestions include prioritizing by importance over time spent, avoiding busyness, and managing attention, interruptions, and an overwhelming workload. The CORD method is presented for collecting, organizing, reviewing, and doing tasks. Additional tips include daily and weekly reviewing, batching tasks, and balancing work modes.
Saksham brochure revisited (2)
Saksham Consulting provides management and HR consulting services including project outsourcing, HR audits, training, coaching, leadership development, assessments, and recruitment. They work with clients to understand goals and define success for the HR department. Services are customized and solutions are framed in collaboration with clients to address needs within budgets. The company is located in Thane, India and was founded in 2004.
Ek aur ek gyarah 2
The document discusses various topics related to communication and conflict management. It covers interpersonal communication skills, confronting problems, managing conflict, and sharing information. Some key points include listening being an important communication skill, different approaches to conflict resolution like competing, collaborating and compromising, and the importance of both explicit and tacit knowledge sharing between employees.
Is your stress imaginary
This document discusses the causes and effects of stress among parents and students in modern society. It lists many factors that can contribute to stress, such as academic pressure, family struggles, peer pressure, career concerns, and health issues. Physical and psychological symptoms of stress are then outlined, including irritability, loss of appetite, high blood pressure, depression, and insomnia. The document concludes by emphasizing the need to take action to reduce stress levels today.
Workshop on Talent Management
This document summarizes a workshop on talent management. It discusses how today's employees want work-life balance, opportunities, and transparency. It provides statistics on employee satisfaction and factors for seeking new jobs like advancement, compensation, and learning. An engaged employee is passionate and learns constantly.
The second part discusses talent management imperatives like systems thinking. Characteristics of talented workforces include being upwardly mobile. The talent management cycle includes sourcing, developing, engaging, and retaining employees. Challenges include plateaued careers and effective retirement planning.
On Handling Critical conversations
The document discusses critical conversations and provides tips for effectively handling them. Some key points:
- Critical conversations are important but often mishandled, costing organizations up to 80% of their productivity. Poorly handled conversations can damage relationships and lead to divorces.
- It is important to understand one's communication style under stress, know the critical conversations process, and how well-handled conversations enhance productivity.
- Tips are provided for different stages of critical conversations: before, during, and after. Effective strategies include identifying the problem, keeping emotions in check, finding resolutions, and following up on actions.
- Situations that warrant critical conversations include conflicts, broken commitments, behaviors, and
Organizational diagnosis ppt
Organizational diagnosis is a process to identify gaps between a company's current and desired performance in order to help it achieve its goals. The process involves gathering data through methods like interviews, observations, and questionnaires, analyzing the information, and providing feedback to identify strengths, opportunities, and problems. It is important to have clear expectations and roles defined between the client and consultant to facilitate open communication and ensure useful data is collected. Various techniques can be used in analysis, such as force field analysis, which balances the forces for and against decisions to help strengthen supportive forces and reduce opposition.
HR Titbits 8
The document discusses reasons for employee disengagement in organizations and leadership traits needed for today's world. It states that leadership would be the top reason for disengagement and that applying outdated management principles from the past to current knowledge-era organizations can cause performance gaps. The document recommends developing leadership traits like compassion, creativity, customer focus, responsiveness to change, collaboration, agility and resilience. It also notes productivity gaps result from an inability to shift from "boss mode" to prioritizing important tasks, avoiding difficult tasks, and managing actions instead of time.
Managing work flow- ppt
The document discusses managing workflow through the four stages of the CORDS system: collect, organize, review, and do. It recommends using collection tools to gather all physical and mental tasks, organizing items into actionable and non-actionable projects and lists, reviewing weekly and daily checklists to stay on top of tasks, and using techniques like pomodoro and batching to focus on tasks during the "do" stage. The presentation aims to help attendees overcome distractions and transform how they manage incoming work and projects through establishing an effective workflow.
Insights into Personal Productivity
The document discusses key aspects of knowledge work and productivity. It emphasizes that knowledge workers must determine the expected results of their work through risky decision making, as there are usually no right answers. It also discusses setting up an effective work environment, capturing ideas, prioritizing tasks, and managing attention and commitments. The document then covers crucial conversations, including how to have difficult discussions and address opposing opinions and strong emotions. It provides principles for making conversations safe and exploring different perspectives. Finally, it discusses the importance of execution, goal clarity, commitment, accountability, and expanding capabilities.
Hr titbits 7
The document discusses several topics related to HR including coaching, talent management, commitment, employee retention, and mentorship. Coaching requires developing strong questioning, listening, empathy and self-motivation skills. Managing talent is like raising challenging but spoiled children who need both pampering and challenges. Commitment means going above and beyond duties with a positive attitude. Employee retention relies on meaningful work, fair compensation, training and treatment from recruitment on. A mentorship program's success depends on mentee choice, trust built over time between mentee and mentor, interaction frequency, and mentor's stake in mentee development.
HR Titbits 6
The document contains 5 paragraphs by Nandu Warrier on his website that provide tips for effective coaching and professional interactions. It advises that the coach must remain calm even when faced with hostility, that matching the conversation style of the other person affects the outcome, having clarity of distance, thought, agenda and preparation improves client interactions, focusing on solutions rather than problems determines the success of crucial conversations, and professional courtesy impacts outcomes and productivity.
Hr Titbits 5
The document discusses several topics related to work-life balance, coaching, and productivity tools. It states that work life balance involves making the most of opportunities to spend quality time with family and relax, as these windows will not come daily. A coach should maintain a professional distance and not get emotionally involved with a coachee. When it comes to productivity tools, it is best to use whatever tool makes you most comfortable, even if it is low-tech, rather than focusing on style. Finally, it says that achieving work life balance in today's world requires exploiting chances to make interactions productive, spend time with family, take time for health, and adapt to different situations.
Personal Productivity- an inside job
The document discusses personal productivity and how to improve it. It suggests that people often feel overwhelmed by the amount of work they have to do. It then presents a five step model for improving productivity: collect, process, organize, review, and do. The model advocates processing tasks one at a time, organizing materials into to-do lists and other categories, regularly reviewing progress, and focusing on the most important tasks. Discipline and accountability are important for effective execution.
Principles and practices of management
This document defines management and discusses its evolution. It begins by providing definitions of management from various scholars. It then explains that management has both scientific and artistic aspects. Reasons for studying management are outlined, including utilization of resources and achieving objectives. The document discusses the evolution of management thought from classical to modern approaches. It covers various management functions such as planning, organizing, staffing, leading, and controlling. Different organizational structures and designs are explained. The importance of decision making and management control systems is also highlighted.
Hr titbits 4
The document contains tips from Nandu Warrier on goal setting, leadership, coaching, business deals, project management, and coaching. Some key points discussed are understanding your long term vision and being committed to your goals before setting them, seeing things from a follower's perspective as a leader, remaining objective and devoid of emotions as a coach, conducting proper due diligence on culture and understanding other parties for business deals, and answering questions about purpose, outcomes, timeline, location and execution for effective project management.
Managing Change
The document contrasts the differences between leadership and management. It presents them on a grid based on the amount of change and different service offerings, with leadership emphasized more during times of considerable change and diverse offerings. Effective leadership requires skills like strategic thinking, customer focus, developing solutions, and emotional intelligence. Management is more important when change and diversity of offerings is low.
Hr Titbits 3
The document discusses various tips for negotiation, career success, and relationships. It advises that negotiation requires technique as well as understanding the situation. It suggests collaborating and sharing resources rather than competing, and letting others talk about you to build fame through work and money. It also notes that each person's uniqueness allows them to become a memorable personal brand, and that respect, forgiveness, and moving on are needed for healthy relationships.
HR Titbits- 2
The document discusses keys to effective coaching: an intervention depends on a coachee's readiness and ability to build attitudes for success; focusing on outcomes rather than time spent and what can be achieved each day rather than stresses outside one's control; inevitable conflicts can be constructive if managed and destructive if not by focusing on issues rather than people; and having a clear intent, confidence, self-awareness, and appropriate display of emotion.
Conflict Management and negotiation
The document discusses conflict management and negotiation skills. It addresses what conflict is, potential sources of conflict, and common ways to deal with conflict such as collaboration, negotiation, avoidance, etc. It also discusses negotiation, defining it as a process where parties search for terms to get what they want from each other. The document outlines when negotiation is appropriate and types of behaviors in negotiations. It provides techniques for negotiations such as determining interests and alternatives, making concessions, and fully documenting agreements.
Workshop on Recruitment Re- invented for Recruiters
The document provides an overview of the recruitment process. It discusses building relationships with customers and candidates, using sales techniques, screening and interviewing skills, and the importance of communication. The recruitment process involves meeting with clients, agreeing on job specifications, attracting candidates through various sources, screening candidates through interviews and reference checks, and selecting candidates. It also discusses handling objections, maintaining a positive attitude, and using social media platforms like LinkedIn, Facebook, Twitter and blogs in the recruitment process.
HR Titbits -------------
The document contains advice from Nandu Warrier on various topics related to career and leadership. Some of the key points discussed are the importance of networking globally in today's environment, leading by serving others rather than enforcing one's own preferences, managing diversity by treating all people fairly regardless of attributes, and transmitting passion to others. The advice emphasizes qualities such as being proactive, learning continuously, and looking inward to improve effectiveness.
Workshop on managerial effectiveness
This document outlines the agenda and goals for a workshop on managerial effectiveness. It discusses concepts like building trust, employee empowerment, and work-life quality that contribute to productivity. Managerial competencies like communication, leadership, and people skills are identified. The workshop will use techniques like role plays, case studies and questionnaires to enhance these competencies. It is estimated that managerial effectiveness and productivity will increase 25-30% as a result, while employee turnover could decrease 10-15%. Key assumptions and success factors are maintaining training follow-up and top management commitment.
Paradigm shifts in HR roles
The document discusses the changing role of HR from a mechanistic, administrative role to a more strategic people leadership role. It outlines six key challenges for HR, including managing knowledge workers and engagement; understanding business imperatives; change management; leveraging technology; sustaining team performance; and transitioning from an HR manager to an HR leader. The ultimate goal for HR is to contribute directly to business results by attracting, retaining and developing top talent.
Corporate social responsibility - presentation
This document discusses corporate social responsibility and corporate governance. It defines CSR as the continuing commitment by business to behave ethically and contribute to economic development while improving quality of life. Globalization, IT revolution and multinational companies have increased the need for CSR. Businesses are dependent on society and stakeholders for growth. The triple bottom line of social, economic and environmental factors are important. Monitoring, measurement and reporting on CSR initiatives is key. Corporate governance aims to enhance shareholder value while protecting stakeholder interests through transparency, accountability and high ethical standards.
Balanced score card a tool of performance management- presentation
The document outlines an agenda for a workshop on implementing a balanced scorecard for performance management. The workshop covers understanding organizational vision and values, introducing the balanced scorecard approach, developing metrics for the financial, customer, internal process, and learning & growth perspectives, and addressing benefits and challenges of implementation. Key aspects of balanced scorecards are measuring performance both quantitatively and qualitatively, linking metrics to strategy, and using them for strategic feedback and continuous improvement.
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https://app.box.com/s/tacvl9ekroe9hqupdnjruiypvm9rdaneMore Related Content
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Organizational diagnosis ppt
Organizational diagnosis is a process to identify gaps between a company's current and desired performance in order to help it achieve its goals. The process involves gathering data through methods like interviews, observations, and questionnaires, analyzing the information, and providing feedback to identify strengths, opportunities, and problems. It is important to have clear expectations and roles defined between the client and consultant to facilitate open communication and ensure useful data is collected. Various techniques can be used in analysis, such as force field analysis, which balances the forces for and against decisions to help strengthen supportive forces and reduce opposition.
HR Titbits 8
The document discusses reasons for employee disengagement in organizations and leadership traits needed for today's world. It states that leadership would be the top reason for disengagement and that applying outdated management principles from the past to current knowledge-era organizations can cause performance gaps. The document recommends developing leadership traits like compassion, creativity, customer focus, responsiveness to change, collaboration, agility and resilience. It also notes productivity gaps result from an inability to shift from "boss mode" to prioritizing important tasks, avoiding difficult tasks, and managing actions instead of time.
Managing work flow- ppt
The document discusses managing workflow through the four stages of the CORDS system: collect, organize, review, and do. It recommends using collection tools to gather all physical and mental tasks, organizing items into actionable and non-actionable projects and lists, reviewing weekly and daily checklists to stay on top of tasks, and using techniques like pomodoro and batching to focus on tasks during the "do" stage. The presentation aims to help attendees overcome distractions and transform how they manage incoming work and projects through establishing an effective workflow.
Insights into Personal Productivity
The document discusses key aspects of knowledge work and productivity. It emphasizes that knowledge workers must determine the expected results of their work through risky decision making, as there are usually no right answers. It also discusses setting up an effective work environment, capturing ideas, prioritizing tasks, and managing attention and commitments. The document then covers crucial conversations, including how to have difficult discussions and address opposing opinions and strong emotions. It provides principles for making conversations safe and exploring different perspectives. Finally, it discusses the importance of execution, goal clarity, commitment, accountability, and expanding capabilities.
Hr titbits 7
The document discusses several topics related to HR including coaching, talent management, commitment, employee retention, and mentorship. Coaching requires developing strong questioning, listening, empathy and self-motivation skills. Managing talent is like raising challenging but spoiled children who need both pampering and challenges. Commitment means going above and beyond duties with a positive attitude. Employee retention relies on meaningful work, fair compensation, training and treatment from recruitment on. A mentorship program's success depends on mentee choice, trust built over time between mentee and mentor, interaction frequency, and mentor's stake in mentee development.
HR Titbits 6
The document contains 5 paragraphs by Nandu Warrier on his website that provide tips for effective coaching and professional interactions. It advises that the coach must remain calm even when faced with hostility, that matching the conversation style of the other person affects the outcome, having clarity of distance, thought, agenda and preparation improves client interactions, focusing on solutions rather than problems determines the success of crucial conversations, and professional courtesy impacts outcomes and productivity.
Hr Titbits 5
The document discusses several topics related to work-life balance, coaching, and productivity tools. It states that work life balance involves making the most of opportunities to spend quality time with family and relax, as these windows will not come daily. A coach should maintain a professional distance and not get emotionally involved with a coachee. When it comes to productivity tools, it is best to use whatever tool makes you most comfortable, even if it is low-tech, rather than focusing on style. Finally, it says that achieving work life balance in today's world requires exploiting chances to make interactions productive, spend time with family, take time for health, and adapt to different situations.
Personal Productivity- an inside job
The document discusses personal productivity and how to improve it. It suggests that people often feel overwhelmed by the amount of work they have to do. It then presents a five step model for improving productivity: collect, process, organize, review, and do. The model advocates processing tasks one at a time, organizing materials into to-do lists and other categories, regularly reviewing progress, and focusing on the most important tasks. Discipline and accountability are important for effective execution.
Principles and practices of management
This document defines management and discusses its evolution. It begins by providing definitions of management from various scholars. It then explains that management has both scientific and artistic aspects. Reasons for studying management are outlined, including utilization of resources and achieving objectives. The document discusses the evolution of management thought from classical to modern approaches. It covers various management functions such as planning, organizing, staffing, leading, and controlling. Different organizational structures and designs are explained. The importance of decision making and management control systems is also highlighted.
Hr titbits 4
The document contains tips from Nandu Warrier on goal setting, leadership, coaching, business deals, project management, and coaching. Some key points discussed are understanding your long term vision and being committed to your goals before setting them, seeing things from a follower's perspective as a leader, remaining objective and devoid of emotions as a coach, conducting proper due diligence on culture and understanding other parties for business deals, and answering questions about purpose, outcomes, timeline, location and execution for effective project management.
Managing Change
The document contrasts the differences between leadership and management. It presents them on a grid based on the amount of change and different service offerings, with leadership emphasized more during times of considerable change and diverse offerings. Effective leadership requires skills like strategic thinking, customer focus, developing solutions, and emotional intelligence. Management is more important when change and diversity of offerings is low.
Hr Titbits 3
The document discusses various tips for negotiation, career success, and relationships. It advises that negotiation requires technique as well as understanding the situation. It suggests collaborating and sharing resources rather than competing, and letting others talk about you to build fame through work and money. It also notes that each person's uniqueness allows them to become a memorable personal brand, and that respect, forgiveness, and moving on are needed for healthy relationships.
HR Titbits- 2
The document discusses keys to effective coaching: an intervention depends on a coachee's readiness and ability to build attitudes for success; focusing on outcomes rather than time spent and what can be achieved each day rather than stresses outside one's control; inevitable conflicts can be constructive if managed and destructive if not by focusing on issues rather than people; and having a clear intent, confidence, self-awareness, and appropriate display of emotion.
Conflict Management and negotiation
The document discusses conflict management and negotiation skills. It addresses what conflict is, potential sources of conflict, and common ways to deal with conflict such as collaboration, negotiation, avoidance, etc. It also discusses negotiation, defining it as a process where parties search for terms to get what they want from each other. The document outlines when negotiation is appropriate and types of behaviors in negotiations. It provides techniques for negotiations such as determining interests and alternatives, making concessions, and fully documenting agreements.
Workshop on Recruitment Re- invented for Recruiters
The document provides an overview of the recruitment process. It discusses building relationships with customers and candidates, using sales techniques, screening and interviewing skills, and the importance of communication. The recruitment process involves meeting with clients, agreeing on job specifications, attracting candidates through various sources, screening candidates through interviews and reference checks, and selecting candidates. It also discusses handling objections, maintaining a positive attitude, and using social media platforms like LinkedIn, Facebook, Twitter and blogs in the recruitment process.
HR Titbits -------------
The document contains advice from Nandu Warrier on various topics related to career and leadership. Some of the key points discussed are the importance of networking globally in today's environment, leading by serving others rather than enforcing one's own preferences, managing diversity by treating all people fairly regardless of attributes, and transmitting passion to others. The advice emphasizes qualities such as being proactive, learning continuously, and looking inward to improve effectiveness.
Workshop on managerial effectiveness
This document outlines the agenda and goals for a workshop on managerial effectiveness. It discusses concepts like building trust, employee empowerment, and work-life quality that contribute to productivity. Managerial competencies like communication, leadership, and people skills are identified. The workshop will use techniques like role plays, case studies and questionnaires to enhance these competencies. It is estimated that managerial effectiveness and productivity will increase 25-30% as a result, while employee turnover could decrease 10-15%. Key assumptions and success factors are maintaining training follow-up and top management commitment.
Paradigm shifts in HR roles
The document discusses the changing role of HR from a mechanistic, administrative role to a more strategic people leadership role. It outlines six key challenges for HR, including managing knowledge workers and engagement; understanding business imperatives; change management; leveraging technology; sustaining team performance; and transitioning from an HR manager to an HR leader. The ultimate goal for HR is to contribute directly to business results by attracting, retaining and developing top talent.
Corporate social responsibility - presentation
This document discusses corporate social responsibility and corporate governance. It defines CSR as the continuing commitment by business to behave ethically and contribute to economic development while improving quality of life. Globalization, IT revolution and multinational companies have increased the need for CSR. Businesses are dependent on society and stakeholders for growth. The triple bottom line of social, economic and environmental factors are important. Monitoring, measurement and reporting on CSR initiatives is key. Corporate governance aims to enhance shareholder value while protecting stakeholder interests through transparency, accountability and high ethical standards.
Balanced score card a tool of performance management- presentation
The document outlines an agenda for a workshop on implementing a balanced scorecard for performance management. The workshop covers understanding organizational vision and values, introducing the balanced scorecard approach, developing metrics for the financial, customer, internal process, and learning & growth perspectives, and addressing benefits and challenges of implementation. Key aspects of balanced scorecards are measuring performance both quantitatively and qualitatively, linking metrics to strategy, and using them for strategic feedback and continuous improvement.
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Workshop on Recruitment Re- invented for Recruiters
Workshop on Recruitment Re- invented for Recruiters
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Custom modules offer the flexibility to extend Odoo's capabilities, address unique requirements, and optimize workflows to align seamlessly with your organization's processes. By leveraging custom modules, businesses can unlock greater efficiency, productivity, and innovation, empowering them to stay competitive in today's dynamic market landscape. In this tutorial, we'll guide you step by step on how to easily download and install modules from the Odoo App Store.
Educational Technology in the Health Sciences
Plenary presentation at the NTTC Inter-university Workshop, 18 June 2024, Manila Prince Hotel.
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