Search results “Hr structures and strategies”
Human Resource Strategy ll Chapter 6.5 ll SM for CA IPCC/INTER
understand human resource strategy and strategic human resource management !!! For notes, click this link: https://anushriagrawal.com/notes/ To subcribe to the channel, click: https://www.youtube.com/channel/UCO4nRWhL9Uuvc4NIJoLElHA?sub_confirmation=1 To watch more videos, click here : https://www.youtube.com/channel/UCO4nRWhL9Uuvc4NIJoLElHA Industrial relation:https://www.youtube.com/watch?v=5v6DuMGui2g&list=PLxOpDRieFexme-47OEBVEvlyps6gLYv25 Human resource management : https://www.youtube.com/watch?v=pIuTrQtbhis&list=PLxOpDRieFexmLfzomI9iS6IbSSLSVOgLv Organization Theory https://www.youtube.com/watch?v=wIZ6SHS-BxI&list=PLxOpDRieFexlfdadLtwgKibLpDe89dexZ Organization behaviour https://www.youtube.com/watch?v=rbl60MQoUMY&list=PLxOpDRieFexkW4bnDw03Rj3a2VP5P_Zhw STRATEGIC MANAGEMENT for CA INTERMEDIATE https://www.youtube.com/watch?v=xZ1TDEwBvVc&list=PLxOpDRieFexkRly1m3dbm4_lu80R9gEHJ AUDIT AND ASSURANCE FOR CA INTERMEDIATE https://www.youtube.com/watch?v=cn2P9wLfGrE&list=PLxOpDRieFexnoeQbLhO46Q9JuvA2j-N_L COMMERCE CURRENT AFFAIRS https://www.youtube.com/watch?v=bSFtczHngzw&list=PLxOpDRieFexlZf-wGNwlRl2L4MLv6vxRa Suggested videos: Types of reaction on result day https://www.youtube.com/watch?v=hgLwjMpjiY4&t=8s How to identify your problem area https://www.youtube.com/watch?v=7R21452WqVw&t=430s How to write answers in CS MAINS COMMERCE EXAM: https://www.youtube.com/watch?v=smbSYmy9DRA&t=122s Jo beet gayi so baat gayi : https://www.youtube.com/watch?v=V2fSDCeGRC4&t=70s write to me : https://www.facebook.com/anushri5150/ [email protected] Follow me : www.anushriagrawal.com tweeter : anushriagrawal4
Views: 795 UNICOM
Strategic HR vs. Traditional HR
Subject:Human Resource Management Paper: Strategic Human Resource Management
Views: 2576 Vidya-mitra
HRM Strategy - Delayering
Delayering is an HRM strategy designed to reduce the number of management layers in the organisational hierarchy. It is most closely associated with a financial strategy of cost minimisation, but also has other potential business benefits as well as potential drawbacks.
Views: 6996 tutor2u
Best Practice HR Tips from Liane Hornsey, Google VP Operations | MeetTheBoss
Google VP Operations, Liane Hornsey talks to MeetTheBoss about HR best practice and how to succesfully hire staff whilst maintaining high levels of personnel quality. "My problem is I hire brilliant people. So 95-99 percent of my people are high talent. They really, really are. The people here are good. So we don't use traditional methods." Watch more videos from Google executives and HR experts at MeetTheBoss - http://www.meettheboss.tv Did you enjoy this video? Use the buttons above to share it, give it a thumbs up or leave comments below. We'd love to hear your thoughts. http://www.meettheboss.tv/video/full-version-liane-hornsey
Views: 273562 MeetTheBoss
HR Management: Compensation & Incentives
This episode focuses on different types of employee incentive plans. Indiana University Southeast Instructor: Alysa Lambert
Views: 132545 IUSoutheast
Empowering your HR Department with Strategies for Visualizing Workforce Data
"Empower Your Human Resources Department With Strategies For Visualizing Workforce Data" Visualization is a powerful way to quickly understand your organization. Unfortunately, many companies fail to use visualization to gain greater insights about their employees. Workforce Visualization Mapping is a key strategy to understand org structure and employees. No matter the size of your organization we will show you how Workforce Visualization Mapping will empower your HR personnel with the knowledge and tools to identify critical areas that affect every organization. We will focus on of how Workforce Visualization Mapping can identify talent, employee performance, diversity, help gain better understanding about cross matrix reporting structures.
Human Resources Strategy: Theory & Practice
http://www.tvchoice.uk.com - Human Resources Strategy: Theory & Practice - 37 mins, 2012 What's meant by a human resources strategy? How does it work in practice? INTRODUCTION 14 mins You need a strategy for managing people -- but what should it include? What's meant by soft and hard HRM? Why do strategies fail? This is illustrated using examples drawn from the Centor insurance company and food company General Mills UK. CASE STUDIES 14 mins Case studies of companies with two very different approaches to human resource management. At the Blakeway manufacturing company the managing director thinks motivation is mainly about money. At General Mills UK, marketer of famous brands like Betty Crocker and Haagen Dazs, they believe their business is all about their people. VOICES FROM THE HR DEPARTMENT 9 mins Four managers in four very different companies explain the challenge of human resources management -- from recruiting and mentoring people to disciplining and sacking them. Examples include Sainsbury's supermarket and the upmarket McDonald chain of hotels. EXTRA: The Centor insurance firm sees people as vital to their success. Their ideal employee is a "Centor person" -- but what is a Centor person? TV CHOICE has a range of over 200 educational films and film clips for Business Studies, Geography, History, Leisure and Tourism and many other subjects. USA FORMATS AVAILABLE. http://www.tvchoice.uk.com
Views: 2601 TVChoiceFilms
Training Human Resources
Training represents a significant expenditure for most employers. However, it has historically been viewed tactically rather than strategically, which means that training is seen as a short-term activity rather than one that has longer-term effects on organizational success. Training is the development and delivery of information people will use in their jobs. To be a strategic investment, training must align with company goals and contribute to the achievement of key performance indicators. In other words, it must produce positive results. Without ongoing training, organizations may not have staff members with the knowledge, skills, and abilities (KSAs) needed to compete effectively. Building the capacity for all employees to work smoothly with diverse individuals is essential to competitive success. Certain legal compliance considerations will ensure the effectiveness of your training and development initiatives. Accurate recordkeeping related to required training is important to demonstrate that the company is meeting its obligations. Orientation, which is the planned introduction of new employees to their jobs, coworkers, and the organization, is offered by most employers. Successfully integrating new hires is important, and measuring the degree of success allows the orientation program to be managed well. The way in which a firm plans, organizes, and structures its training affects the way employees experience the training, which in turn influences the effectiveness of the training. While there are five distinct phases to the ISD process, in most cases, the phases overlap. Although the process appears to be linear, it is actually iterative. It is common to recycle back to an earlier phase when information is uncovered at later stages. Ideally, management looks at training needs in relation to strategic plans and as part of the organizational change process. Then training needs can be prioritized on the basis of objectives. Conducting the training most needed to improve organizational performance will produce visible results more quickly. Training design is all about creating content that meets your audience’s learning and development needs. Learner readiness means that individuals have the ability to learn, have the motivation to learn, have high confidence, see value in learning, and have a learning style that fits the training. The success of training efforts depends on understanding and adapting training to the needs of the learner. Practice, feedback, overlearning, behavioral modeling, error-based examples, and reinforcement are strategies that are frequently used when designing a training experience. Closely related is an instructional strategy called immediate confirmation, which is based on the idea that people learn best if they receive reinforcement and feedback as soon as possible after exhibiting a response. Immediate confirmation corrects errors that, if made and not corrected throughout the training, might establish an undesirable pattern that would need to be unlearned. It also aids with the transfer of training to the job. Internal training generally addresses topics specific to the organization and its jobs. Effective internal training programs have the potential to be good for both employer and employee. External training, or training that takes place outside the organization, is used extensively by organizations of all sizes. Whether training is delivered internally or externally, appropriate training must be chosen. E-learning is the use of web-based technology to conduct training online. Training results can be examined through cost–benefit analysis, which compares costs and benefits associated with training. Training evaluation is the process by which you can determine if you have met those objectives and whether there is a better and cheaper way in which to do so in the future. Organizations invest billions of dollars and countless hours in training employees. These investments should support the goals of the organization and result in benefits to both the employees and the company. Thoughtful design, delivery, and evaluation of training offer the greatest probability of achieving success.
Views: 332 Gregg Learning
Compensation 101 for HR Professionals
Course: Compensation 101 http://www.hrjetpack.com/courses/compensation-12 Compensation plays a significant role in an organization's success. A compensation strategy must be designed well to attract and retain talent. As the single largest expense for most companies, it's imperative to develop the right pay structure and appropriate recognition methods. This course is for HR Generalists who need to learn basic compensation principles and their application to the business. During this course, you'll learn about developing a compensation strategy, methods for conducting a job analysis, developing job descriptions, and setting up base and variable pay structures. Compensation is one of those topics you must understand to not only drive the success of your business but also build essential skills for a successful career in HR.
Views: 276 HR Jetpack
Employee Compensation - How To Design The Right Plan
In today's video we discuss employee compensation and how to design the right plan for your small business. Topics discussed include: 1:22 How to design a compensation philosophy 2:30 Finding out how much your competition is paying, 3:45 Making sure that each position is paid fairly in relation to other positions 4:24 How to handle pay for performance 6:20 Raises Here is the resources link mentioned in the video: http://bit.ly/17g32az
Views: 16617 FitSmallBusiness
What is Organizational Culture?
The Denison Organizational Culture Model focuses on those aspects of organizational culture which have a proven link to business performance such as Sales Growth, Return on Equity (ROE), Return on Investment (ROI), Customer Satisfaction, Innovation, Employee Satisfaction, Quality and more. The model and organizational culture survey are based on over 25 years of research and practice by Daniel R. Denison, Ph.D. and William S. Neale, M.A., M.L.I.R.
Views: 181612 Denison Consulting
Organization structure and Culture Connetics
Jono brent talks about Connetics culture and structure
Views: 1880 Steve Aldhamland
EDL 701 #17-The Human Resource Frame-Management Strategies-Dr. Lars Bjork
Human Resource Frame-Management Strategies
Views: 195 Lars Bjork
Mod-03 Lec-33 Elements of human resources planning
Organisation of Engineering Systems and Human Resources Management by Prof. Vinayshil Gautam, Department of Management, IIT Delhi. For more details on NPTEL visit http://nptel.iitm.ac.in
Views: 392 nptelhrd
What Is The Role Of Human Resource Management In An Organization?
The modern organization designs products and services, which can be sold with the high margin as keep its competitive advantage. Traditionally, the role of human resource professional in many organizations has been to serve as systematizing, policing arm executive management. What is human resources? Work in the 21st century changing role of resources hr today's workforce strategic roles modern organization hrm guide. In short, hrm is concerned with the management of employees from recruitment shortly after meeting begins, you see she has a completely different perspective what is, and realize it will be your job to educate her on value human resource manager. Role of human resource management in an organization. Therefore, one of the responsibilities a human resource manager fall into three major areas staffing, employee compensation and benefits, defining designing work. The role of human resources 2012 book archive. In order to part of the future hr model is that responsibility for activities shared between line management and people feb 3, 2017 despite changes in technology impacting role today's workforce, many basic functions responsibilities an manager remain john bersin, founder research advisory organization, wrote forbes companies now realize they must compete best modern organization focused on aggressive growth, bringing innovative products, finding niches market being top company industry. Human resource management encyclopedia business terms 1. Importance of human resource management importance. Strategic human resources is key to organizational success. In the recent scenario human since every organization is made of people, hrm all about acquiring services developing their skills, motivating them to foremost level and making sure that they continue maintain commitment towards. It plays a crucial role in nov 26, 2012 human resource is considered as the backbone of any organisation. Role of human resource management. There are only four hr roles that apply in any organization compliance enforceremployee advocate. Initially the concept of hrm developed from u. Googleusercontent search. This includes managing recruiting and hiring employees, coordinating employee benefits suggesting training development strategies an efficiently run human resources department can provide your organization with structure the ability to meet business needs through company's most valuable its employees aug 8, 2017 some industry commentators call function last bastion of bureaucracy. Roles & responsibilities of hr managers in growing organizations the four roles human resources astron solutions. Role of human resource management in organizations the role six main functions a department new roles resources professional balance. The first two we've got down pat. Their role was more closely aligned with article shared by six main played human resources management in an organization are 1the counsellor 3the spokesman 5the problem solver ! plays a critical org
3S: Strategies, Structures, & Systems
This captures the summary of the 3-Day program at Teachers' Network, organized by Training & Development Division, MOE for newly appointed School Staff Developers.
Views: 74 Melvyn TAN
How to Build A Competitive Pay Structure – Global Grading System
https://hrsoft.com/compview-rewardview In this webinar clip, How To Build A Competitive Pay Structure with Compensation Survey Data, Mark Avery, CEO of MarketPay explains how global grading keeps structures consistent and level across countries. HRsoft's COMPview™ has helped many companies overcome the challenges of managing compensation. Our best-of-breed compensation planning software system automates, streamlines and simplifies complex compensation planning by giving managers an intuitive, decision support tool to help optimize budget allocations, increase accuracy and align compensation decisions with organizational guidelines. Here are other compensation videos: Learn more about COMPview™ http://hrsoft.com/products/employee-c... Compensation Management Software by HRsoft https://www.youtube.com/watch?v=qO4aD... https://www.facebook.com/HRsoftInc/ https://www.linkedin.com/company/8554/ https://twitter.com/HRsoft_Inc
Views: 1198 HRSoft Inc
Agile HR Basics: Developing an Agile HR Strategy
Click here for more https://www.audiosolutionz.com/hr-compliance-employment/agile-hr-basics-developing-agile-hr-strategy.html Agile HR Basics: Developing an Agile HR Strategy In today’s world, HR must be agile – and that requires a new way of thinking when it comes to developing HR strategies. Join this informative session by expert speaker Mary Gormandy White to learn what you need to know in order to be able to develop and implement agile HR strategies in your organization. In the current business environment having an agile HR function isn’t an option – it is a necessity. If you want to become an agile HR professional, you need be prepared to act strategically and quickly while delivering results and empowering people throughout the organization to do the same. This session will help you learn exactly that. Connect with us on Twitter: - https://twitter.com/SolutionzAudio Facebook: - https://www.facebook.com/AudioSolutionz Linkedin: - http://www.linkedin.com/company/audio-solutionz Google+: - https://plus.google.com/+Audiosolutionz1/posts
Views: 303 AudioSolutionz
Strategic Incentives
To create a strategy-supportive system of rewards and incentives, a company must emphasize rewarding people for accomplishing results related to creating value for customers, not for just dutifully performing assigned tasks. A properly designed reward structure is management’s most powerful tool for gaining employee commitment to superior strategy execution and excellent operating results. Focusing jobholders’ attention and energy on what to achieve as opposed to what to do makes the work environment results-oriented. It is important for both organization units and individuals to be properly aligned with strategic priorities and enthusiastically committed to executing strategy. To get employees’ sustained, energetic commitment, management has to be resourceful in designing and using motivational incentives - both monetary and nonmonetary. Financial incentives generally head the list of motivating tools for trying to gain wholehearted employee commitment to good strategy execution and operating excellence. But most successful companies also make extensive use of nonmonetary incentives. Managers must learn how and why the use of well-designed incentives and rewards can be management’s single most powerful tool for promoting operating excellence.
Views: 92 Gregg Learning
Software Interview Preparation Guide - Strategies and Resources on How to
This video talks in depth about interview preparation strategies including what to learn and where to search. We first talk about key areas of focus in the software engineering domain. The interview preparation space can be broken into 4 parts on the basis of: 1) Preparation Time 2) Software engineering Role. Depending on where we lie, the interview preparation process can be streamlined. Below are the links mentioned in the video. AlgoExpert: http://www.algoexpert.io/gaurav Made by engineers from Google and Uber, this site helps you build your algorithmic skills using code and white board explanations. Be sure to use the code 'gaurav' for the discount. You get 30% off! Also, 50% of the remaining fee comes back to this channel. That means more awesome videos! System Design Series: https://www.youtube.com/playlist?list=PLMCXHnjXnTnvo6alSjVkgxV-VH6EPyvoX Highscalability: http://highscalability.com/ Youtube Channels: https://www.youtube.com/user/MarakanaTechTV https://www.youtube.com/user/GotoConferences Arden Dertat: http://www.ardendertat.com/2012/01/09/programming-interview-questions/ Competitive Programming Sites: https://codeforces.com https://codingame.com https://www.codechef.com Reference Books: Databases by Korth Algorithms by Cormen Computer Networks by Tanenbaum Artificial Intelligence by Peter Norvig (Also work on one programming language really well) #InterviewPreparation #SoftwareInterview #AlgoExpert Become a channel member! https://www.youtube.com/channel/UCRPMAqdtSgd0Ipeef7iFsKw/join You can follow me on: Facebook: https://facebook.com/gkcs0/ Quora: https://www.quora.com/profile/Gaurav-Sen-6 GitHub: https://github.com/gkcs LinkedIn: https://www.linkedin.com/in/gaurav-sen-56b6a941/
Views: 26468 Gaurav Sen
The Role of Organisation Design in Business Strategy - Amy Kates
Are you looking to build your organisation's digital capability? In this short interview with Amy Kates, Managing Partner of Kates Kesler Organization Consulting, we discuss the main organisation design challenges facing businesses today, the differentiating factors that help successful businesses resolve these challenges, and the role of organisation design in helping organisations develop their digital capabilities. Follow Corporate Research Forum (CRF) on Twitter: https://twitter.com/C_R_Forum Find us on LinkedIn: https://www.linkedin.com/company/corporate-research-forum
Recruitment is Marketing
Learn more: http://www-01.ibm.com/software/smarterworkforce/recruitment-marketing/ • Finding top talent is harder than ever. Attracting candidates and retaining current employees is a lot like attracting and retaining customers. • Candidates want to be valued and have an engaging and transparent experience, and how you treat them has a direct impact on your brand. In today’s digital age, where people share experiences online, a poor candidate experience can be bad for business. • Recruiters and HR need new skills and tools to reach and engage candidates the way marketers do with customers. They must find, attract, nurture, and hire the right talent to grow their businesses.
Views: 472380 IBM Watson Talent
People analytics – The growing use of data analytics & algorithms in HR  strategies
Moderator Ankur Sethi, Founder, Corporate Shiksha in conversation with panelists discussing how analytics has helped in tackling problems of attrition, recruitment renegotiations, improving efficacy of induction programmes, performance evaluation and overall productivity at BW Businessworld HR Strategy Conclave 2017.
Views: 200 BWBusinessworld
The Best Way to Manage Files and Folders (ABC Method)
Organizing all of your files and documents can be a major pain. You may have started out with a simple folder structure. But over time, the addition of many sub-folders can make it difficult to find what you’re looking for. In this video, Scott Friesen shows you an incredibly easy but powerful way to manage all of your files. Say goodbye to folder frustration and say hello to the ABC method. --- ► SUBSCRIBE to the Simpletivity channel: https://www.youtube.com/c/simpletivity?sub_confirmation=1 ► Get your FREE productivity guide: https://www.simpletivity.com/free ► Visit the website: https://www.simpletivity.com Let's Connect! Facebook: https://www.facebook.com/simpletivity LinkedIn: https://www.linkedin.com/in/scottdfriesen Twitter: https://twitter.com/scottdfriesen Instagram: https://www.instagram.com/scottdfriesen Scott Friesen is a productivity specialist and founder of Simpletivity training and consulting. He is also a prolific public speaker, workshop leader, and time management coach. ​​Icons made by Freepik from www.flaticon.com #files #folders #organize
Views: 356619 Simpletivity
What Is The Human Resources Process?
Processes in human resource management pulse hr processes hrm guide. Employee remuneration and benefits administration jul 24, 2011 what is human resource management ul li the function that deals with recruitment, placement, training, development of organization members. In a paper based office, this process requires someone to make sure the contract is human resources set of individuals who up workforce an organization, business sector, or economy. As randy macdonald, senior vice president of hr at ibm, told me, it's important for to decide what is core and human resources (hr), along with many other departments, depends on document driven processes get work done. This increases the likelihood that hr is viewed and included as an integral part of business process, similar to its marketing, jul 17, 2015 with a newly created position, it may be helpful conduct job analysis in order tailor position what currently required ensure proper classification. Hr staffs process internal transfers, promotions, disciplinary actions and upcoming employee apr 5, 2017 processes procedures the recruitment is an important part of human resource management (hrm). Processes in human resource management. Review the role and decide if there are any changes required as jun 28, 2016 a perfect description of strategic human resource management process, well 5 thought out tips to help companies be globally competitive (hrm) is function within an organization that focuses on recruitment of, providing direction for people who work in. Processes in human resource management pulse process slidesharehr processes automation. The following are the various hr processes human resource planning (recruitment, selecting, hiring, training, induction, orientation, evaluation, promotion and layoff). Recruitment is defined as a process that provides the organization with pool of qualified job candidates from which to choose. The strategic human resource management process 5 key tips. Commonly referred to as the hr department, it is designed maximize employee performance in service of an employer's strategic objectives. Automate your hr process in minutes with kissflow human resource processes involve significantly more than hiring new employees to fill vacant job openings. Li ul li hrm is a process for staffing the organization and sustaining high employee performance. The modern human resources organization and the effective hr management is based on strong, simple processes. As you can imagine, all of the processes and programs that are touched by people part hr kingdom. Hr is primarily concerned with the management of people within organizations, focusing on given this change in expectations, johnston noted that 'an increasingly common trend human resources to decentralize hr function and make it accountable specific line. Your hr classification analyst can assist in reviewing and completing. Googleusercontent search. The hrm feb 8, 2012 to deliver more value, the human resources func
Inspire your Team! Ultimate Leadership Speech. Give Great Powerpoint Presentations - Keynote
http://www.globalchange.com Great leadership speeches - connect with audience passion. How to give world-class powerpoint presentations using Powerpoint 2007, Powerpoint 2011, on PC or Mac. How to wow your audience as CEO or Chairman at an annual corporate event. How to win customers and communicate vision at corporate events. How to structure your presentation, using embedded videos, images, multimedia content. Common powerpoint mistakes. Death by Powerpoint. How to lose audience attention. How to make a speech and how to give a world-class lecture. How to prepare a talk. How to communicate with an audience. How to overcome stage fright and stage nerves before giving a speech. Customer + team passion, change management - leadership styles to change teams, structures, processes, organisations, businesses. Take hold of your future: emotions. Lessons from the past in trends analysis, growth strategies, leadership training, motivational speaker. Patrick Dixon biography, bio, cv - ranked one of world's 20 most influential business thinkers alive today (Thinkers 50 2005) Great events change people: 4,500 event organisers(MPI. Keynote conference speaker (MPI).Future corporate events: motivational leadership programmes, executive education, team development, innovation seminars, strategy workshops, consumer groups, marketing forums, competitor analysis think tanks, team building exercises and motivational client events. Effective management depends on great communication of leadership vision, mission and strategy. Future of banks, banking, insurance, health, technology, social media, advertising, telecom, mobile phones, smartphones, e-commerce, retail, manufacturing, logistics, supply chain management, oil industry, energy, environment, green tech, pharmaceutical industry, education, government trends, regulation, compliance, human resources. Conference organisation and event planning. Great leadership speeches, motivational tools for team leadership, and how to communicate with large audiences. Change management, business transformation and vision building. Video by keynote conference speaker and Futurist Patrick Dixon. How to motivate business leaders for high performance, profitability and shareholder value. Industry trends for successful events in banking, banks, financial services, investments and fund management, insurance, retail, manufacturing, logistics, services, advertising brands, marketing, aviation, travel, transport, tourism, construction and real estate, government and non profit organisations, energy, sustainability, sustainable innovation, green technology, open innovation, crowdsourcing, outsourcing, food and drink / beverages, fast-moving goods (FMG), IT and communications, mobile phones, smart phones, satellite, entertainment industry, music industry, media, public relatiions, human resources, change management, strategy, risk management and other sectors. Secrets of successful corporate events, and how to give a great, inspiring, uplifting, encouraging, powerful CEO keynote speech. Effective executive education, programme development and manager training. Work-life balance and workplace motivation, leadership styles and team building. Staff retention, motivation, recruitment and talent development. University degree courses, MBAs and career progression. Why staging, lighting, theatre and performance really matter in successful corporate events. Videoconferencing, virtual teams, virtual working and virtual organisations why most people do not like videoconferencing and how to make video interviews or presentations work in conference programmes. How to create and deliver great lectures using powerpoint and other technology. Innovation and creativity in conference planning or business school programmes. Impact of global warming, climate change and energy prices on demand for corporate events, corporate travel and event location. Secrets of great event production, staging and use of multimedia. Presentation by keynote conference speaker, author and broadcaster Patrick Dixon author of Sustainagility, Building a Better Business and Futurewise.
Mod-03 Lec-34 Elements of human resources planning Contd.
Organisation of Engineering Systems and Human Resources Management by Prof. Vinayshil Gautam, Department of Management, IIT Delhi. For more details on NPTEL visit http://nptel.iitm.ac.in
Views: 296 nptelhrd
Anne Asuquo Ms Receving her Diploma Postgraduate in Human Resource Management HRM in the Petroleum O
Anne Asuquo, Ms, Receving her Diploma Postgraduate in Human Resource Management HRM in the Petroleum Oil and Gas Industry (Double Credit) Course Contents, Concepts and Issues Understanding Oil and Gas Operation Oil and Gas Conceptual and Contextual Exploration: 3-D Seismic 4-D Seismic Abstract of title Acidizing a well AFE (Authorization For Expenditure) API gravity Associate gas Oil shale Oilfield services On the pump Sedimentary basin Wildcat Wildcatter Working interest Work over Work over rig Write-off Zone isolatio Introducing the Oil Subsectors: Exploring for oil and gas Developing fields Producing oil and gas Mining oil sands Extracting bitumen Liquefying gas by cooling (LNG) Regasifying LNG Generating wind energy Downstream Activities Including: Refining oil into fuels and lubricants Developing bio fuels Oil Well Lease Long-term explicit contracts Franchise agreements Joint ventures Co-location of facilities Oil Well Drilling Spudding Oil and Gas Wells Oil and Gas Rig Operation Offshore Oil Rig Operation Successful Effort Accounting Horizontal Drilling Marketing Oil and Gas Oil Separator Industrial Relations within the Oil and Gas Industry Staff Appraisal within the Oil and Gas Industry Impact of Human Resource Management on Oil and Gas Operation Appraising Workers in Offshore Operation Appraising Workers in Dangerous Operations The Place of Critical Incidents in Appraisal of Oil and Gas Field Workers Supporting Managers and Supervisors in Establishing and Managing Appraisal Schemes, In Volatile Environments Difference between Tacit and Explicit Knowledge HRM Value Chain in Oil and Gas Sector Concerns of Human Resource Management within the Oil and Gas Industry: Recruitment Selection Motivation Human Resource Planning Within the Oil and Gas Industry Workforce Management Strategy within the Oil and Gas Industry E.G. Workforce Flexibility Flexible Working Strategy Human Resource Planning (HRP) The Rationale for HRP within the Oil and Gas Industry The Link between HRP and Corporate Planning Within the Oil and Gas Industry The Investigation and Forecasting Processes-Understanding Contextual Influences within Oil and Gas Context Designing, Implementing and Reviewing the Effectiveness of HRP in an Oil and Gas Setting. Planning For the Future in Oil and Gas Industry The Strategic Significance of Employee Resourcing & Approaches to Employee Resourcing The Role of Internal and Stakeholders in the Employee Resourcing Process within the Oil and Gas Industry Managing the Potentially Conflicting Concerns of Stakeholders in Employee Resourcing Within the Oil and Gas Industry Dealing With Stakeholders’ Values and Expectations within the Oil and Gas Industry Organisational Strategy and Employee Resourcing Strategy Compatibility within the Oil and Gas Industry Employee Resourcing Strategy Employee Retention in the Oil and Gas Industry Determining Training Needs within the Oil and Gas Industry Employee Flexibility and Workforce Flexibility Alternative Patterns of Work and the Increase in the Non-Standard Contracts: The Different Forms of Worker Flexibility within the Oil and Gas Industry Elements of Workforce Flexibility Numerical Flexibility Functional Flexibility within the Oil and Gas Industry Temporal Flexibility within the Oil and Gas Industry Financial Flexibility within the Oil and Gas Industry Geographical Flexibility within the Oil and Gas Industry Hard and Soft HRM within the Oil and Gas Industry The Flexibility Debate within the Oil and Gas Industry: The Concept of the ‘Flexible Firm’ within the Oil and Gas Industry The Strategic Use of Flexible Workers within the Oil and Gas Industry Flexibility Strategies for Economic Development within the Oil and Gas Industry Human Resource and Performance Management Assessing the Nature and Causes of Performance Problems: Performance Management in Oil and Gas Operation Managing Poor Performance within the Oil and Gas Industry Managing Absence within the Oil and Gas Industry Turnover within the Oil and Gas Industry Evaluating the Mechanisms Available For Preventing or Alleviating Poor Performance within the Oil and Gas Industry Employee Resourcing: Recruitment And Selection: A Strategic Standpoint Moral Commitment Remunerative Commitment Calculative Commitment Recruitment and Selection as a Resourcing Activity Conducting Human Resource Audit Periodic and Exit Interviews Systematic Recruitment and Selection Process Conducting Job Analysis Designing Job Description Designing Personnel Specification Market Targeting Non-Conventional Personnel Selection The Value of Staff Induction Organising an Induction Programme Conducting Exit Interviews Job Design and the Law Talent Management in Oil and Gas, As an ‘Expert Sector’ Training and Development Strategy in Oil and Gas Industry Knowledge Management in Oil and Gas Industry Employee Development in the Oil and Gas Industry
Views: 111 HRODCPGInstitute
PMP5- Plan Human Resource Management
To join PMP Exam Online Self Study Program with Aileen go to: http://aileenellis.com/pmp-exam-online-self-study-program-with-aileen/ Aileen Ellis, PgMP®, PMP®, is The PMP® Expert. She is the owner and proudly the only instructor for AME Group Inc., a Registered Education Provider (REP®) through the Project Management Institute (PMI®). She personally instructs project managers to gain the confidence and knowledge to pass the PMP® Exam and the CAPM® Exam. She has helped more than 10,000 professionals obtain their PMP® and over 1,000 professionals obtain those coveted letters: CAPM®. Working with thousands of students from dozens of countries, Ms. Ellis has gained a thorough understanding of the ins and outs of the PMBOK® Guide, the exam content, and proven test-taking strategies. ************************************ Want to hire Aileen to help you pass the PMP Exam? Contact Aileen at [email protected] Aileen runs live face to face workshops as well as provides online coaching for very motivated individuals. ************************************ Social ************************** My website: http://www.aileenellis.com Facebook: https://www.facebook.com/PmpExamExpert/ Linkedin: https://www.linkedin.com/in/pmpcertif... Twitter: http://Twitter.com/aileenellis
Views: 7804 Aileen Ellis
Jibran Bashir - Interview | Highly Keen - The Management Institute
In this video, Jibran Bashir giving the answers of different questions to the team member of QAS Foundation. Jibran Bashir is a Business & OD Consultant, Corporate Trainer, Leadership & Business Coach, Motivational Speaker, Media Personality, Author and Founder of Highly Keen – The Management Institute based in Lahore, Pakistan and having an experience of more than 15 years. He has consulted a diverse range of organizations for developing their Corporate & Business Strategies, Balanced Scorecards, Structures, HR/Supply Chain/Operations Policies and Procedures as well as designing their Key Performance Indicators (KPIs) based Performance Management Systems. Further he has also trained thousands of senior and middle management employees of top notch organizations through his training programs in the areas of Strategic Planning, Human Resource Management, Leadership, and other crucial Soft Skills. Prior to being Consultant & Trainer, Jibran has attained his professional experience by working for some of the big corporate names including DESCON Pakistan. ===== About QAS Foundation ===== QAS Foundation believes in power of youth. We believe in your power to live an enlightened life, to be a source of positive change and to leave a legacy. You only get to live once and you have one chance to make your life about choices, not complaints; about developing, not stagnating; about fulfillment; not disappointment; about giving, not just taking. Why does your contribution matter? Because you are born different and You Can Do. ===== FOLLOW ME ON THE SOCIALS ===== - Facebook: https://goo.gl/hujWLD - Website : https://goo.gl/A4evwT ===== Team Member: Waqas Nasir =====
Views: 458 QAS Foundation
5 Controversial HR Interview Questions asked to Software Engineers
These are the top 5 controversial interview questions asked during an HR round of interview to Software Engineers. These questions are tricky as you get judged on your soft skills, and you must be prepared before hand to do justice and crack these type of rounds. #Coding #Interview #rachitiitr ================ Important Playlists: ================ Famous Interview Questions You Must Know ► https://www.youtube.com/watch?v=u5-ss5kKy7g&list=PLfBJlB6T2eOshO8-LYaMt-Pes1IFojJ_l Tips & Tricks for Success in Career ► https://www.youtube.com/playlist?list=PLfBJlB6T2eOv8klCHHNVLOmTOIxKu-xzn How to Improve at Data Structures ► https://www.youtube.com/playlist?list=PLfBJlB6T2eOup9gVZLAMjEV50YPKcPXuO OOPS Interview Questions ► https://www.youtube.com/watch?v=qsMahidcehY&list=PLfBJlB6T2eOv0s4dZXm_uhOt5GmmfDs8- Gaurav Challenges Rachit ► https://www.youtube.com/playlist?list=PLfBJlB6T2eOvIEiSo43vr4vk7ASI4GkVS How to use Codeforces for Improving ► https://www.youtube.com/watch?v=X-2OUqnUH6U&list=PLfBJlB6T2eOuDDm9xscqMZR3nnLP5FiyN Math Problems with Interesting Analysis ► https://www.youtube.com/playlist?list=PLfBJlB6T2eOthkt1Lkt839s8lcfcbQzJr Courses Taught by Me ================== Dynamic Programming: Zero to Hero ► https://www.youtube.com/playlist?list=PLfBJlB6T2eOtMXgK3FLUTawHjzpIEySHF Dynamic Programming on Trees ► https://www.youtube.com/playlist?list=PLfBJlB6T2eOsET4tlfcLs7oXR7kCyt1xc Graph Theory for Beginners ► https://www.youtube.com/playlist?list=PLfBJlB6T2eOu3dTPKzvAf2axlmQUXGY91 SquareRoot Decomposition for Beginners ► https://www.youtube.com/watch?v=bvZ0TxZSGmk&list=PLfBJlB6T2eOvR8yXHkdju-jDpW2bD8Rlj Segment Trees ► https://youtu.be/gNf5ZQsqr0w My Code Library ============== Github ► https://github.com/rachitiitr/DataStructures-Algorithms Follow me: ========== Instagram ►https://www.instagram.com/rachitjain2095 LinkedIn ► https://www.linkedin.com/in/rachitiitr/ Facebook ► http://fb.me/AlgorithmsWithRachitJain Programming Blog ► http://rachitiitr.blogspot.com Twitter ► https://twitter.com/RachitJ55307787 Programming Profiles: =================== CodeForces ► http://www.codeforces.com/profile/rachitjain CodeChef ► http://www.codechef.com/users/rachitiitr
Views: 13099 Rachit Jain
Salespeople Compensation Plans: Base, Commission and Total Compensation
http://www.driveyoursuccess.com The following video explains two different approaches to compensating salespeople. These two options are essentially, low base salary with a high commission structure versus a high base salary and low commission structure. A low base salary with a high commission structure for salespeople is ideally suited to those situations where the salesperson is constantly fed with qualified leads from marketing. They work with short sales cycles where customers make immediate decisions on purchases. These salespeople operate in a large market, have a substantial client list to sell to and are able to call upon a large inventory of finished goods. Their job is to ensure that inventory moves quickly. However, because they operate in a large market with a lot of potential for sales, their compensation structure should be build around a low base and high commission structure. When it comes to a high base and low commission structure, you are really looking for business development professionals as opposed to strict salespeople. In this case, these sales compensation plans are best suited to long sales cycles, long inventory turns, technical (cost-per-use) sales strategies and a situation where the salesperson has to qualify the leads themselves. A high base and low commission structure is needed in this type of role because the salesperson is charged with opening up new markets, new territories and new business. They must generate their own leads, and deal with extremely long sales cycles. So, they can't push too hard too early for a customer decision.
Views: 17722 Ian Johnson
Vice President Human Resources Indonesia-  US$96-144
7 Main Business Acumen Complete HR administrator incl. understanding of all core values, strategies and objectives within large companies Proactively comply with Indonesian statutory requirements & social changes Collaboratively distribute company goals & attributes for openings & further acquisitions Define HR strategies & directions for company growths Creation of HR policies & brand understanding A leader with the genuine mission and understanding to care for employee's welfare Experience in large scale recruitment, development & training concepts Detailed Responsibilities : Provide guidelines and oversee management of human resources activities, such as recruitment, performance management, compensation and benefits, training, and employee relations and resolve problems Ensure that the company is deploying progressive, proven and cost-effective techniques to manage its human resources issues Ensure emerging HR practices are adapted include work process design, internal communications, organizational structures, design of physical settings & dissemination of external information
Views: 216 Axel Koster
Establishing effective pay programs (Lecture 10) | HR Management
Establishing effective pay programs (Lecture 10) | HR Management - Principles of Management. Subscribe this channel to get more knowledge,Lectures,Presentations etc. Youtube: https://www.youtube.com/channel/UCuBvNmo-Q42RPTisa-b1_-w?sub_confirmation=1 Facebook: https://www.facebook.com/g8knowledge Twitter: https://www.twitter.com/g8knowledge Instragram: https://www.instagram.com/knowledgeget Course Description: Human Resource Management is a course designed to make the students familiar with the concepts of managing human resources. It is rightly said that the organizations need effective people not efficient people. The course also describes the bench mark practices of Human Resource Management Course Objectives: This course has been designed keeping the following objectives in mind: 1. Demonstrate an in-depth knowledge of the activities and decisions that inform the employment relationship and management including recruitment, selection, training, health and safety, employment laws, motivation, and productivity of employees. 2. Develop and design different forms and memos for recruitment, selection, TNA and performance appraisal of employees 3. Demonstrate and assess leadership in a professional context, by selecting and appraising appropriate styles for situations, and contributing and discussing relevant expertise, liaising with and assessing professional colleagues, and managing and evaluating a supporting team. 4. Conduct internal research on HR-related problems at work, and communicate results effectively to colleagues and peers. Learning Outcomes: 1.List the basic factors determining pay rates. 2.Define and give an example of how to conduct a job evaluation. 3.Explain in detail how to establish pay rates. 4.Explain how to price managerial and professional jobs. 5.Explain the difference between competency-based and traditional pay plans. 6.Explain the importance today of broad banding, comparable worth, and board oversight of executive pay. At the end of this course, students should be able to: 1. Explain what human resource management is and how it relates to the management process 2. Illustrate the human resources responsibilities of line and staff (HR) managers 3. Discuss and illustrate each of the important trends influencing human resource management 4. Describe important trends in human resource management 5. Explain why strategic planning is important to all managers 6. Explain the main generic types of corporate strategies and competitive strategies Explain why metrics are essential for identifying and creating high-performance human resource policies and practices 7. Discuss the nature of job analysis, including what it is and how it’s used 8. Write job descriptions, including summaries and job functions, using the Internet and traditional methods 9. Write a job specification 10. Explain what is meant by reliability and validity 11. List eight tests you could use for employee selection 12. Describe the strengths and weaknesses of the main types of selection interviews 13. Explain each of the four steps in the training process 14. Explain how to distinguish between problems you can fix with training and those you can’t 15. Explain five training techniques. 16. Describe four management development programs. 17. Define performance management and discuss how it differs from performance appraisal 18. Describe the appraisal process 19. Compare and contrast coaching and mentoring and describe the importance of each 20. Describe the basic factors determining pay rates 21. Describe the methods for conducting job evaluation 22. Explain how to apply five motivation theories in formulating an incentive plan 23. Describe the most popular organization wide variable pay plans 24. Describe each of the main pay for time not worked benefits.
Views: 3153 Get Knowledge
Organisational Flexibility Workforce Flexibility and Flexible Working Expounded By Prof Dr Crawford
Organisational Flexibility, Workforce Flexibility and Flexible Working: A Conceptual Distinction, Presented By Prof. Dr. R. B. Crawford, at: Strategic and Operational Human Resource Management in an International Context Course, Leading to Diploma - Postgraduate - in Strategic and Operational Human Resource Management in an International Context (Double Credit), in Kuala Lumpur, Malaysia. Course Contents, Concepts and Issues Include Part 1: From Personnel to Human Resource Management: A Strategic Development A Distinction between Personnel Management and Human Resource Management; The advent of Welfare Management; The role of Joseph Rowntree in Industrial Welfare Development; The Development of Professional Personnel and Human Resource Management; Concerns of Personnel Management: Recruitment and Selection; Workers’ Welfare and Benefits; Industrial Relations; Staff Appraisal; Training and Development. The strategic significance of Human Resource Management; Concerns of Human Resource Management: Recruitment; Selection; Motivation; Human Resource Planning; Workforce Management Strategy; Flexible Working Strategy The rationale for Human Resource Planning (HRP); The link between HRP and Corporate Planning; Human Resource Forecasting (HRF); Designing, implementing and reviewing the effectiveness of HRP; The role of Employee Resourcing in Corporate Strategies and Goals; The role of internal and stakeholders in the Employee Resourcing process; Emergent and Contingency Approaches to Employee Resourcing; The role of Employee Resourcing in Business and Subsystem Strategy; The role of Employee Resourcing in the Development of Organisational Strategy; Organisational Strategy and Employee Resourcing Strategy Compatibility. Part 2: Strategising Employee Resourcing Logicalising Internal and External Selection Processes; Internal and External Selection Processes as an Organisational Development Phenomena; Rationalising Internal Selection as a Process; Staff Turnover and its Negative and Positive Impact On the Organisation; Recruitment and Selection as a Resourcing Activity; The Importance of Human Resource Forecasts; Methods of Forecasting Human Resource Needs of the Organisation; The Political, Economic, Social, Technological, Environmental and Legal (PESTEL) Factors, in the External Uncontrollable Environment and how they impinge on Employee Resourcing, incorporating Human Resource Planning; Strategic Operational Review’ (SOR) As Prerequisite for Human Resource Forecasting; Importance of Human Resource Audit; Conducting Human Resource Audit; Personnel Deployment Chart (PDC); Management Succession Chart (MSC); Job Analysis; Job Description; Personnel Specification; Market Targeting; Designing and Placing Advertisement; Designing a Candidate Assessment Form (CAF); Weighting and Using a Candidate Assessment Form (CAF); Non-Conventional Personnel Selection; Short Listing Candidates; Conducting Selection Interviews; Part 3: Motivation in Human Resource Management (1) Directing or Leading: Setting The Stage; The Conceptual Bases of Motivation; Theoretical Bases of Motivation: An Overview; Distinguishing Between Knowledge and Skills; Competence and Performance: A Conceptual Exploration; Is there a Definitive Relationship between Competence and Motivation? Content Theories and Some of Their Contributors: Maslow’s Hierarchy of Needs; Analysis of Maslow’s Claims; McClelland's Studies; Taylor: Money and Motivation; Motivator-Hygiene Factor: Herzberg’s Contribution. Process Theories; Equity Theory; Goal-Setting Theory; Expectancy Theory; Equitable Reward Systems; Reinforcement Theories.
Views: 35 HRODCPGInstitute
Organization development
Organization development (OD) is a deliberately planned, organization-wide effort to increase an organization's effectiveness and/or efficiency and/or to enable the organization to achieve its strategic goals. OD theorists and practitioners define it in various ways. Its multiplicity of definition reflects the complexity of the discipline and is responsible for its lack of understanding. For example, Vasudevan has referred to OD being about promoting organizational readiness to meet change, and it has been said that OD is a systemic learning and development strategy intended to change the basics of beliefs, attitudes and relevance of values, and structure of the current organization to better absorb disruptive technologies, shrinking or exploding market opportunities and ensuing challenges and chaos. It is worth understanding what OD is not. It is not training, personal development, team development or team building, human resource development (HRD), learning and development (L&D) or a part of HR although it is often mistakenly understood as some or all of these. OD interventions are about change so involve people - but OD also develops processes, systems and structures. The primary purpose of OD is to develop the organization, not to train or develop the staff. This video is targeted to blind users. Attribution: Article text available under CC-BY-SA Creative Commons image source in video
Views: 33459 Audiopedia
Overhauling Organizational Design
Consultant Amy Kates from Kates Kesler discusses why it’s important to ditch labels when it comes to organizational design and focus more on creating a structure that’s effective for a company.
Views: 701 Talent Management
HR Design project strategic plan information session from 10/02/12
Bob Lavigna, UW--Madison's director of human resources, delivers a presentation on the strategic plan for redesigning the university's HR system. Following Lavigna's presentation is a Q&A with the audience. Find out more about the project here: http://hrdesign.wisc.edu/
Views: 1110 uwmadison
Turning  Point HR - Reward
Views: 783 TPHRS2011
Career Advice: How to get new job. Seize Your Destiny - Find Purpose at Work - HR Keynote Speaker
http://www.globalchange.com/leadership Career advice - how to get a new job, find personal purpose and fulfillment. How to find a new job. Human resources trends. Planning a career move. Secrets of satisfaction and happiness. Career development, vocation and personal goals. Happynomics is the relationship between economic progress and personal happiness. How to write a cv or bio to get a new job. Finding a new job or new career that is right for you. Motivation at work and workplace morale. Business strategy and corporate purpose and why all great companies have strong values. Secrets of ethical leadership, corporate purpose and business strategy, change management and turning strategy into reality. Small business leadership and multinationals. Team leadership, organograms and organizational structures. Leadership crisis, and how to develop strong leadership. Motivational and inspirational leadership, and why motivation matters. Leadership in a crisis. Knowing your destiny. Leadership to command attention, win trust, connect with passion. Leadership ethics and values, leadership development. Business and not-for-profit leadership. Why all people can show leadership depending on situation Dealing with conflict in leadership teams. Integrity, ethics and values in leaders. Video by Futurist Patrick Dixon, keynote conference speaker on leadership development, human resources, HR, winning war for talent, recruitment, staff retention, reducing staff turnover, management rewards and workplace remuneration systems, team building and executive education. Patrick Dixon is author of Futurewise and Building a Better Business. Making a difference and creating a better world.
Identify and follow up on company strategy goals and actions
http://www.goalcube.com - Be guided through issues as Management, Strategy, Marketing, Innovation, Process optimization and HR. For each section you can easily add goals and actions for your corporate strategy. All goals and actions will be transfered to a business dashboard with easy follow up of all strategic goals and actions.
Views: 76 Goalcube
Refactoring Organizations - A Netflix Study
Download the audio at InfoQ: http://bit.ly/2ATJADM Josh Evans uses Netflix as a case study to illustrate how specific strategies, framed as technical analogs, have been employed to maximize engineering agility, velocity, and impact. These strategies and solutions are meant to provide a blueprint for organizational success. Josh Evans is a 17-year Netflix veteran with experience spanning e-commerce, video streaming services, infrastructure, tools, testing, support, and operations. He most recently led Operations Engineering at Netflix and now is currently taking time off, seeking new opportunities in the new future. This presentation was recorded at QCon NY 2017. The next QCon is in London, March 5-7, 2018. Check out the tracks and speakers: http://bit.ly/2hxsoN1 For more awesome presentations on innovator and early adopter topics check InfoQ’s selection of talks from conferences worldwide http://bit.ly/2tm9loz
Views: 1993 InfoQ
Learn English 24/7 with EnglishClass101 TV
https://goo.gl/dT4Si4 Click here and Learn English with the best FREE online resources! ↓ Check How Below ↓ Step 1: Go to https://goo.gl/dT4Si4 Step 2: Sign up for a Free Lifetime Account - No money, No credit card required Step 3: Learn with the best online resources and quickly master English. Click here to get started with English: https://goo.gl/dT4Si4 You are a beginner in English and want to get started with English language? This is the perfect place for you! With this 24h lessons stream, you’ll be able to start learning the best way. From English vocabulary to pronunciation, going through grammar or learning tips...and much more, your English level will never be the same again! ■ Facebook: https://www.facebook.com/englishpod101 ■ Twitter: https://twitter.com/EnglishClass101 Also, please LIKE, SHARE and COMMENT on our videos! We really appreciate it. Thanks!
Career Appointment- Human Resources Director Malyasia
Prominent Luxury Property & Salary Fully Negotiable Must be Malaysian An outstanding luxury 5 star property in Malaysia is looking for an experienced Human Resources Director to run the entire set of activities for its Human Resources Division. As Human Resources Director you will be responsible for overseeing all staff, implement policies & procedures and fulfill all recruitment needs. We are looking for experts with following background: Minimum 10 years' experience in Human Resources with reputed hotel/resort companies Strong leader with great communication and people skills At least 3-5 years' experience as HR Director Effectively manage large workforce solutions in excess of 300 staff Fully confident in all general Human Resources functions, applications, administration and strategies Must have excellent knowledge on Labour Welfare Laws Interprets and applies the strategic direction of the Human Resources function with specific focus on Training, Change Management, Talent Management, Compensation and Benefits, Organizational Effectiveness and Human Resources Administration Provide counsel to Management on issues of human resources and organizational development Implement a Talent Management framework starting with the assessment of management capabilities, identification of development gaps & opportunities to form succession plans Provide guidelines and oversee management of human resources activities, such as recruitment, performance management, training, and employee relations and resolve problems Ensure that the company is deploying progressive, proven and cost-effective techniques to manage its human resources issues Ensure emerging HR practices are adapted including work process design, internal communications, Organizational structures, design of physical settings and executive leadership development Manage salary surveys, research local market practices to assess competitiveness of organization compensation philosophy, determining action plans Develop human resources budget and review status with each function on regular basis Oversees maintenance of accurate and up-to-date employee files Oversees the processing of appropriate worker's compensation and work related claims to ensure proper completion of required paperwork For first up information please contact Sally Read on +61 3 9642 0211 or forward to us your confidential resume.
Views: 110 Axel Koster
How does organizational structure need to change? by Rebecca Henderson
Rebecca Henderson is the John and Natty McArthur University Professor at Harvard University, where she has a joint appointment at the Harvard Business School in the General Management and Strategy units and is the Co-Director of the Business and Environment Initiative. Professor Henderson is also a research fellow at the National Bureau of Economic Research. Her work explores how organizations respond to large-scale technological shifts, most recently in regard to energy and the environment. She teaches Innovation in Business, Energy, and Environment and Reimagining Capitalism in the MBA Program. From 1998 to 2009, Professor Henderson was the Eastman Kodak Professor of Management at the Sloan School of the Massachusetts Institute of Technology, where she ran the strategy group and taught courses in strategy, technology strategy, and sustainability. She received an undergraduate degree in mechanical engineering from MIT and a doctorate in business economics from Harvard. Professor Henderson sits on the boards of Amgen and of IDEXX Laboratories, and she has worked with both members of the Fortune 100 and small, technology-orientated start-ups. She was retained by the U.S. Department of Justice in connection with the remedies phase of the Microsoft trial, and in 2001 she was named Teacher of the Year at the Sloan School. Her work has been published in a range of scholarly journals including Administrative Science Quarterly, The Quarterly Journal of Economics, Strategic Management Journal, Management Science, Research Policy, The RAND Journal of Economics, and Organization Science. Her most recent publication is Accelerating Energy Innovation: Insights from Multiple Sectors, edited jointly with Richard Newell and published by the University of Chicago Press for National Bureau of Economic Research. #DESCRIPTION Rebecca Henderson talks about the need for organizations to change to be purpose driven because of the relationship of mission to the community, to innovation and profitability. Subscribe for more SarderTV: http://bit.ly/1osk5yg Follow our Official Twitter: http://bit.ly/1tIwTzK Check out exclusive SarderTV content: Web - http://bit.ly/1xpv37D Facebook - http://on.fb.me/1EbljQi #ABOUT SARDERTV SarderTV is an independent, educational media company, focusing on the subjects that fascinate, inspire and teach executives. Because the relationship between success and learning is parallel, SarderTV provides exclusive interviews with the authors, leaders, and taste makers currently affecting industry. Led by Russell Sarder and a team of dynamic and creative programming and content creators, experienced leadership and seasoned advisors, SarderTV launched in 2012. SarderTV is an exciting, forward thinking media company focused on the promotion of learning.
Views: 143 Russell Sarder
An informal conversation followed by an opened Q&A session where Matt Levatich, President & COO, .shares insight on Harley-Davidson Motor Company's Four Pillars corporate strategy -- Growth, Leadership Development, Continuous Improvement & Sustainability at the 3rd Annual SE-WI Learning & Talent Development Leaders Conference held on May 2, 2013 in Milwaukee, WI.
Mock Google interview (for Software Engineer job) - coding & algorithms tips
Ex-Google tech lead Patrick Shyu walks you through a technical interview for a Software Engineer job, and explains how to ace that whiteboard coding. The TechLead guides you through an interview session, so you can be as prepared as you can. Good luck! 👇 SUBSCRIBE TO MY YOUTUBE CHANNEL 👇 http://youtube.com/techlead?sub_confirmation=1 http://instagram.com/patrickshyu/ http://twitter.com/patrickshyu/ For more tech interview tips & tricks, check out TechLead: Season 1 Complete HD available for purchase. https://www.youtube.com/watch?v=_wbKUHBPkh4 Here's my tech setup (★★★★★): My Desk Lamp: https://amzn.to/2xDguWy My Mouse: https://amzn.to/2DrGuJD My Keyboard: https://amzn.to/2xEOaTy My Camera: https://amzn.to/2W5dm0k My Macbook: https://amzn.to/2OuKJFj My Headphones: https://amzn.to/2phsWqj My Multitool: https://amzn.to/2xwf9zJ My Monitor: https://amzn.to/2RdlDzD Listen to audiobooks to save time on your drive, here's a free book coupon: http://audibletrial.com/techlead Video explanations of popular interview questions: http://algoexpert.io/techlead (use code "techlead" for a discount)
Views: 316340 TechLead
HR Role in the Digital Age Needs to Evolve. Are You Ready?
Digital technology is continuing to evolve at head-spinning speed, disrupting complete industries and changing the world around us. Digital technology also changes nearly every aspect of the work and the workplace; forces leaders to adopt new business models, radically change their organization, and embrace more agile and flexible processes and structures. At the same time, the workforce becomes younger older and more diverse, and the dynamics in the labour market alter the employee – employer relationship.