Young people April 2010
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Training course delivered for the in-house line managers of a national law firm on how to attract, engage, reward and retain young people.
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Employee engagement September 2016
This document provides an overview of employee engagement and strategies for improving it. It defines employee engagement as having three elements: vigour, dedication, and absorption. It identifies key enablers of engagement including strategic narrative, engaging managers, employee voice, and integrity. The document also discusses how engagement can be measured and initiatives organizations can implement to boost engagement, such as recognition programs, ideas schemes, and benefits packages.
Learning & development September 2016
This document provides an overview of effective learning and development. It discusses components to consider when delivering learning content, such as instructional approaches that align with adult learning characteristics. Recommendations are provided for induction programs for new salespeople. Methods to measure the effectiveness of development programs and reasons for not measuring are also examined. The document concludes with a discussion of trends in learning and development.
Dismissals and terminations 2016
Half day open training event held in London, England on how to conduct the dismissal/termination of an employee as professionally and efficiently as possible, whilst minimising the pain and suffering involved.
Coaching and mentoring 2016
Half day open training event on coaching and mentoring for organisations contemplating either in-house or external options.
Discrimination 2016
This document discusses various types of discrimination in the workplace and strategies to minimize discrimination. It defines key terms around discrimination such as direct, indirect, and harassment. It also outlines actions employers can take such as clear communication of standards, training, and policies to foster diversity and inclusion. Specific types of discrimination covered include those based on gender, gender identity, sexual orientation, religion, race, and mental health.
Competencies 2016
This document discusses competency frameworks and their effective use. It defines competencies and competency-related terms. It also outlines several competency models, including examples from SHRM, HRPA, and CME Group. The document explores competency mapping, modelling, and training. It examines competencies for various roles like HR, coaching, sales, and leadership. Overall, the document provides an overview of competency-based management systems and how organizations can identify, assess, and develop competencies to improve performance.
Bullying and harassment 2016
Half day open training event held in London, England. The workshop addressed minimising bullying and harassment in the workplace.
Communication 2016
Half day open training event held in London, England covering both verbal and written communication in the workplace.
Decision making 2016
Half day open training event for managers and leaders on improving decision-making skills held in London, England.
Change management 2016
This document provides an overview of change management strategies and techniques. It discusses definitions of different types of organizational change, models for managing change effectively, key drivers of change management success, and tips for leading transformational change initiatives. The document also outlines common reasons why change efforts fail and provides exercises and resources for change management practitioners.
Absenteeism 2016
Half day open training event held in London on sickness absence and persistent lateness. Explained the link between employee engagement and absenteeism to the audience of HR professionals, small business owners and departmental managers.
Culture 2016
This document provides an overview of culture and cultural change in organizations. It defines key terms like culture, organizational culture, and workplace culture. It also discusses dimensions of organizational culture, imperatives for addressing culture, categories of cultural issues, and frameworks for cultural evolution and change. The document also covers topics like leadership and sustainability during culture change, building a culture of continuous improvement, recruitment and culture, creating inclusive workplace cultures, and developing high performance organizational cultures.
Coaching and mentoring October 2015
This document provides an overview of coaching and mentoring. It defines coaching and mentoring, discusses frameworks like GROW and SMART goals, and covers topics such as selecting coaches, creating a coaching climate, and common mistakes in mentoring. The document outlines the key steps in both the coaching and mentoring processes and concludes with a summary and questions.
Talent management October 2015
This document provides an overview of talent management and innovation in the workplace. It discusses definitions of innovation and creativity. It also outlines different types of innovation including process, offering, delivery, and finance innovations. The document then covers stages of the innovation process, metrics on countries' competitiveness in innovation, protocols for innovation, diffusion of innovation, and directions of innovation flow. It concludes with strategies for promoting innovation such as recognizing everyone's role, having an innovation process, and being open to small experiments.
Teams November 2015
This document provides an overview of teams in the workplace. It discusses definitions of teams and groups, the typical stages in a team's life cycle including forming, storming, norming, and performing. It also outlines steps for effective teambuilding, roles within teams, types of team leaders, and factors for team success. The document examines how to improve teamwork through goal setting, recognition, and ongoing coaching. It provides guidance on team decision making, diversity, meetings, and building cohesive teams.
Change November 2015
This document provides an overview of change management by discussing key topics such as:
1) Definitions of change management, types of change, and issues in the change management process.
2) Criteria for mobilizing change, taking charge of change, and questions to ask when facilitating change.
3) Practical ways to facilitate change, typical reactions to change, and the need for a people plan during change processes.
4) Barriers to change, challenges for change leaders, and how learning and development practitioners can help organizations manage change.
Skills November 2015
This document provides an overview of skills shortages and deficits in Canada and other countries. It discusses definitions of key terms, essential skills for workers, skills employers are looking for, skills training approaches in different regions, and challenges with skills gaps. Specific topics covered include the skills blueprint in British Columbia, the skills situation in Australia, support for skills training from employers, and Ontario's skills gap. The document concludes with a summary and questions for reflection.
Working hours and work life balance November 2015
This document discusses work-life balance and related topics over 50 pages. It defines key terms, explores factors that influence work-life balance, and provides tools and initiatives employers and individuals can use. The document examines perspectives like organizational culture, common myths, and challenges specific sectors face. It also analyzes work-life balance issues for teachers, outlining workload, administration, curriculum, technology and other pressures they encounter and potential solutions.
Recognition and non-financial reward November 2015
This document provides an overview of employee recognition and non-financial rewards. It discusses the history and definitions of recognition, different types and forms of recognition including social and electronic recognition. Best practices for recognition programs are outlined, such as recognizing specific behaviors and results. Potential pitfalls in recognition like inauthenticity are examined. Trends toward more results-focused, embedded and software-based recognition are covered. The document aims to help organizations develop effective recognition strategies on any budget.
Talent management October 2015
This document provides an overview of talent management and innovation in the workplace. It discusses definitions of innovation and creativity. It also outlines different types of innovation including process, offering, delivery, and finance innovations. The document then covers stages of the innovation process, metrics on countries' competitiveness in innovation, protocols for innovation, diffusion of innovation, and directions of innovation flow. It concludes with strategies for promoting innovation such as recognizing everyone's role, having an innovation process, communicating, and being open to small experiments.
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二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
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3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
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【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
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
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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Young people April 2010
- 1. You were young once…. by Fluid April 2010
- 2. Page 2 Contents 3-4 Introduction to Fluid 5-6 Definitions 7-8 To discuss…. 9-10 What makes you tick? 11-12 What I really really want is…. 13-14 Apprenticeships 15-16 E-learning 17-18 Exercise A 19-20 In the US today…. 21-22 Mentoring for the millennials 23-24 ‘Net’ generation 25-26 Exercise B 27-29 Muslim graduates 30-31 Volunteering 32-33 Managers of the future 34-35 Setting expectations with young talent 36-37 Conclusion and questions
- 5. Selection- Attraction - Remuneration & Reward - Outplacement - Training & HR consultancy
- 8. Generation X
- 9. Generation Y
- 10. Baby-boomers
- 13. Are job-hoppers necessarily a negative?
- 14. How are the generations different in terms of their contribution?
- 19. Good rapport with managementWhat makes you tick?
- 20. Page 11 What I really really want is…..
- 22. Job satisfaction
- 23. Job-hopping
- 24. Perks
- 27. Case study-Charles Worthington Salons
- 28. Case study-D & AApprenticeships
- 31. Learning value
- 33. Page 17 Exercise A
- 34. Page 18 Exercise A
- 35. Page 19 In the US today…
- 38. Weaknesses in the stereotypesIn the US today….
- 39. Page 21 Mentoring for the millennials
- 41. Understand the next generation’s needs
- 42. Open dialogue is key
- 46. New youth culture has a strong international orientation
- 47. Change of how a family is defined
- 48. Accustomed to changes in the family due to downsizing, mergers and acquisitions
- 50. Page 26 Exercise B
- 51. Page 27 Muslim graduates
- 53. Stronger accountability for performance of universities
- 54. Closer working with employers
- 55. Develop national web-based network
- 57. Review legislation and consider targets
- 58. Publicity campaign with positive messagesMuslim graduates (1 of 2)
- 60. Muslim graduates by gender
- 61. Muslim graduates in employment by occupation group
- 62. Muslim graduates by regionMuslim graduates (2 of 2)
- 65. Case study-Somerset Rural Youth Project
- 66. Case study-Portsmouth Housing Association
- 67. PLTs
- 68. Case study-Groundwork East London
- 69. Case study-Lewisham Youth AID
- 70. DCSF ten year vision for youth leadership
- 73. Page 32 Managers of the future
- 75. Working hours and location
- 76. New technology and the web
- 77. Job attractions
- 78. Attitudes to work and career
- 79. Learning & development Managers of the future
- 80. Page 34 Setting expectations with young talent
- 83. Page 37 Conclusion Summary Questions