Search results “Hr structures and strategies”
HR Basics: Compensation
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore compensation, highlighting the three elements of a base compensation system - internal alignment, external competitiveness and compensation management. Compensation is pay provided by an employer to an employee in return for work. Total Rewards is a concept that describes all the tools available to an employer that may be used to attract, motivate and retain employees. Compensation is comprised of two core elements - fixed Pay or base pay that does not vary and variable pay which changes with performance or results. A basic model for building a compensation plan includes three elements - internal alignment, external competitiveness and compensation management. Seven steps, or actions are organized in the three critical areas of compensation plan development. In this course we will take a look at each step. Compensation is a critical element of your total rewards strategy. A strong base pay structure is built through internal alignment, external competitiveness, and compensation management.
Views: 21648 Gregg Learning
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: 7795 tutor2u
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: 1276 UNICOM
Strategic HR vs. Traditional HR
Subject:Human Resource Management Paper: Strategic Human Resource Management
Views: 3147 Vidya-mitra
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: 284225 MeetTheBoss
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: 2607 TVChoiceFilms
How strategy follows the structure
A keynote by Hanno Renner (Personio) at Startup Day'N'Nite 2018 in Munich.
Views: 82 Burda Bootcamp
Human Resource Strategy Formulation - Chapter5 Strategic Management Explained in Detail in Hindi
In this video we have discussed about Human Resource Strategy Formulation. Watch the video till the end to understand it clearly. If you liked the video give us thumbs up and subscribe our channel for more videos. To Buy Strategic Management Notes- (For old course) Contact (Whatsapp) our team at - 9675107193 Follow us on all Social Media- Facebook - https://www.facebook.com/imshivatayal Twitter - https://www.twitter.com/imshivatayal Instagram- https://www.instagram.com/imshivatayal Google+ - https://plus.google.com/+ShivaTayal Subscribe us on Youtube- https://www.youtube.com/shivatayal
Views: 2801 Shiva Tayal
HR for Non-HR Managers - Preview
HR or Human Resources is a key driver of a company’s success, but it is often undervalued and misunderstood. Call Learning Heroes on 020 8088 7700 to gain unlimited access to this course today. www.learningheroes.com
Views: 1088 Litmos Heroes
Strategy-Structure Course
This recorded online course provides the deep knowledge for understanding how all strategy-structure related documents must provide a crystal clear "line of sight" between every member's job and the long-term strategic vision of the organization.
Views: 353 Kilmann Diagnostics
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: 17158 FitSmallBusiness
Introduction to Organizational Design | Organizational Design | MeanThat
Do you like this video? Check out my latest course and get 20% off unlimited learning on Curious! https://curious.com/meanthat/series/research-methods-for-business-students?coupon=curiousteacher20&ref=XGkNhZBeCsU
Views: 10165 MeanThat
THE ART OF WAR - FULL AudioBook 🎧📖 by Sun Tzu (Sunzi) - Business & Strategy Audiobook | Audiobooks
The Art of War - 孫子兵法 - FULL AudioBook 🎧📖 - by Sun Tzu 🌟 ► F R E E Audiobooks .com 30 day trial & get your 1st audiobook FREE! 🎧 http://affiliates.audiobooks.com/tracking/scripts/click.php?a_aid=5b8c26085f4b8 🌟 F R E E 30 day Audible Audiobooks Trial: https://amzn.to/2Iu08SE 🛒 S H O P 🎁 great books & gifts: https://www.amazon.com/shop/GreatestAudioBooks ► Shop for books & gifts: https://www.amazon.com/shop/GreatestAudioBooks The Art of War - 孫子兵法 - FULL Audio Book - by Sun Tzu - Business & Strategy - This is the quintessential book on War & Strategy. A perennial favorite among business leaders, strategy planners, and military generals. Sun Tzu lays down his most vital insights into strategic planning. 📘 F A C E B O O K: http://www.Facebook.com/GreatestAudioBooks 💙 T W I T T E R : https://www.twitter.com/GAudioBooks ► S U B S C R I B E to Greatest Audio Books: http://www.youtube.com/GreatestAudioBooks 🌟 F R E E 30 day Audible Audiobooks Trial: https://amzn.to/2Iu08SE 👕 B U Y T-SHIRTS & MORE: http://bit.ly/1akteBP 🌟 F R E E Audiobooks .com 🎧 30 day trial: https://affiliates.audiobooks.com/tracking/scripts/click.php?a_aid=5b8c26085f4b8&a_bid=229e13d4 🎁 Give the gift of audiobooks! 💐 ttp://affiliates.audiobooks.com/tracking/scripts/click.php?a_aid=5b8c26085f4b8&a_bid=ec49a209 💰 P A T R E O N : https://www.patreon.com/GreatestAudioBooks LISTEN to all 13 Chapters free of charge! Intro - 0:00 - 0:26 Part 1 & 2 - 00:26 - 08:26 Chapter 01 Laying Plans Chapter 02 Waging War Part 3 & 4 - 08:26 - 16:13 Chapter 03 Attack By Stratagem Chapter 04 Tactical Dispositions Part 5 & 6 - 16:13 - 26:48 Chapter 05 Energy Chapter 06 Weak Points and Strong Part 7 & 8 - 26:48 - 43:43 Chapter 07 Maneuvering Chapter 08 Variation in Tactics Part 9 & 10 - 43:43 - 50:22 Chapter 09 The Army on the March Chapter 10 Terrain -- 00:14:42 Part 11 - 50:22 - 63:20 Chapter 11 The Nine Situations Part 12 &13 - 63:20 - 72:46 Chapter 12 The Attack By Fire Chapter 13 The Use of Spies READ ALONG: Click the (CC) transcript button in the video player for words to display along with the audiobook. 兵者,詭道也。故能而示之不能,用而示之不用,近而示之遠,遠而示之近 "All Warfare is Based on Deception" - 孫子(Sun Tzu) The Art of War by Sunzi (c. 554BC -- c. 496 BC) Translated by Lionel Giles (1875-1958). "The Art of War is a Chinese military treatise written during the 6th century BC by Sun Tzu. Composed of 13 chapters, each of which is devoted to one aspect of warfare, it has long been praised as the definitive work on military strategies and tactics of its time. The Art of War is one of the oldest and most famous studies of strategy and has had a huge influence on both military planning and beyond. The Art of War has also been applied, with much success, to business and managerial strategies." (summary from Wikipedia) #THEARTOFWAR #BUSINESS #MONEY #STRATEGY #LEADERSHIP #AUDIOBOOK #AUDIOBOOKS #FREEAUDIOBOOKS #GREATESTAUDIOBOOKS #SUNZI #SUNTZU #孫子兵法 -This is a Librivox recording. All Librivox recordings and their content are in the public domain. THIS VIDEO: Copyright 2012 Greatest Audio Books. Total running time: 1:12:14 Read by Moira Fogarty Disclaimer: As an Amazon Associate and an affiliate with other select companies we earn from qualifying purchases. Your purchases through affiliate links help to generate revenue for this channel. Thank you for your support.
Views: 2800506 Greatest AudioBooks
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.
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: 501 Gregg Learning
Determinants of Organizational Structure
What influences organizational structure? In this course, we will review common determinants of how organization’s define structure. An organizational structure defines how activities such as task allocation, coordination and supervision are directed toward the achievement of organizational aims. The most appropriate structure for an organization depends on many things. As organizations change their strategies and adapt to changing environments, they often modify and change their structures to support the changes.
Views: 249 Gregg Learning
Human Resource System, Organizational Culture & SHRM
Subject:Human Resource Management Paper: Strategic Human Resource Management
Views: 361 Vidya-mitra
HR strategy and scorecards
พัฒนาวิชาชีพ HR ไทยเป็นผู้นำ ASEAN : การจัดทำ HR Strategy และแผนงานด้านการบุคคล เพื่อ Support ธุรกิจและองค์กร
Views: 4569 chartchai
Nakisa Hanelly organizational design solution
A global leader in enterprise business solutions for Organization Design and Accounting & Compliance, Nakisa delivers innovative, forward-thinking and robust human resource and financial management solutions that advance your business strategies. Available on premise and in the cloud. Working with a global network of partners, Nakisa serves 800+ enterprise customers and over 4 million subscribers in 24 industries. Nakisa is proud to work with some of the world’s most renowned brands.
Views: 381 Nakisa Inc
Chapter 11 Organizational Structure and Controls
BPMN3023 Strategic Management-- Created using PowToon -- Free sign up at http://www.powtoon.com/youtube/ -- Create animated videos and animated presentations for free. PowToon is a free tool that allows you to develop cool animated clips and animated presentations for your website, office meeting, sales pitch, nonprofit fundraiser, product launch, video resume, or anything else you could use an animated explainer video. PowToon's animation templates help you create animated presentations and animated explainer videos from scratch. Anyone can produce awesome animations quickly with PowToon, without the cost or hassle other professional animation services require.
Views: 58 Farhana Shafika
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: 3388 Get Knowledge
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: 291 HR Jetpack
Aligning Human Resource Activities
Each of the three HR activities described is critical, but none is effective in isolation. When we discuss alignment, we are describing the extent to which the three primary HR activities are designed to achieve the goals of the organization. Work design and workforce planning, managing employee competencies, and encouraging the right employee attitudes and behaviors must align with each other to be effective. Alignment can be broken down into two parts - internal and external alignment. To achieve internal alignment, you must first make sure that the specific practices used within each HR activity are consistent with one another as well as aligned across the primary HR activities. In addition to internal alignment, you must also achieve external alignment by ensuring that three primary HR activities work in concert with one another as well as with the HR challenges that companies face.
Views: 111 Gregg Learning
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: 474712 IBM Watson Talent
VCE Business Management - Human Resources
Updated for 2015/16 this video looks at human resources and its relationship to business objectives and strategy. Come on over to http://teachingbubble.com to access the activities and questions for this video
Views: 6761 VCEBizMan
HR Metrics 2017 Key Issues for Human Resource Management
Apply coupon code "YTB30" during registration to get $30 off. https://onlineaudiotraining.com/conference/HR-Metrics-2017-Key-Issues-for-Human-Resource-Management-3-14-2017 Description: the HR department is there in every business to help with the organization of the business structures including interpretation of HR metrics. HR metrics indicate the value added, highlight the contribution of human capital and weight out risks related to employment.
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: 1298 HRSoft Inc
EDL 701 #17-The Human Resource Frame-Management Strategies-Dr. Lars Bjork
Human Resource Frame-Management Strategies
Views: 197 Lars Bjork
The Five O'Clock Club : Business Acumen and the Changing Role of HR
Great change means great opportunity. These are exciting times for HR. Now that the economy is on the verge of recovery, HR can determine what needs to be done, drive the required change, and make sure everyone from the most junior staff to Board members have bought into the new direction, understand why it's important and know what to do. Many leading-edge human resources executives are true business partners reporting to a CEO and working closely with the Board. However, according to a recent survey (Accord Management Systems, Thousand Oaks, CA), five hundred CEOs indicated their disappointment in the HR departments because, in their opinion, HR rarely brings a strategic initiative to the "C-Suite". But HR is in the best position to initiate strategy because HR is in charge of people. Selecting the right talent for the right positions moves the company in the right direction. People are a company's largest expense. Convincing others on the management team to do the right thing regarding people is HR's job. HR should not be the last to know, but should be initiating moves, as many HR people are. Our panelists will address why the opportunity exists and the steps that still need to be taken. Come away inspired and prodded by the informative, prestigious and diverse panel. Our team includes: • Diana Lee, former Senior Vice President, MTV Networks/Viacom, has the perspective that a golden opportunity exists for HR because of the recent failures of businesses and organizations. The near onset of a global depression is forcing businesses to look inwardly and become more reflective. What went wrong? What can be done better? The climate is ripe for HR leaders to take a more activist role in the company. Not only should HR press on with its agenda in talent management, leadership development, diversity and inclusion, etc. but also look at new opportunities where it traditionally has not been involved. How can HR expertise in job design and staffing help with the make up and effectiveness of Boards of Directors? Diana discusses this in addition to how HR can get in their own way while trying to accomplish this work. • Marc Hodak is the founder of Hodak Value Advisors, LLC. Mr. Hodak has advised dozens of companies, public and private, on value-based management. Marc argues tha, most corporations, despite their lip service to the contrary, have given up on HR as a genuine source of competitive advantage. The CEO typically looks to the chief of marketing or sales, top deal makers, or the CFO for strategic initiatives. HR is relegated to finding ways of achieving strategic goals at a minimum cost, or as a place to cut costs when things get tight. It doesn't have to be that way. HR can drive investment in communicating the link between activities and the value-creation results that the CEO and board hold dear. HR can develop pay structures that drive teamwork, and give the firm a competitive advantage. But to become a genuine strategic partner, HR will need to learn the language of value creation. Marc will demonstrate how "best practice" in HR is often just a code for common practice, and how to adopt and instill an 'owners mindset' that enables HR executives to champion experiments in value creation for their organizations. • Marsha Haygood is president of StepWise Associates. She is a motivational speaker and a certified coach with The Five O'Clock Club. She is also author of the forthcoming book, "The Little Black Book of Success: Laws of leadership for Black Women." We all remember that Fast Company article (July 2005), "Why I Hate HR." Yes, HR is often thought of as the department that sits on the sidelines waiting to be invited to the table, and then offers "feel good" measures rather than strategies when they are asked. HR professionals need to work continually to change the perception of HR. Marsha will present strategies that can be used to demonstrate alignment with the overall business strategy of the organization. It's time to move out of your comfort zone and Marsha will show you how to do it!
Views: 3235 GetFive
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
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.
Strategic Change Management Training
Strategic Change Management Training Course covers principals, strategies, and approaches required to effective change management. In this regularly changing universe of business, nothing continues as before for quite a while, and this really is the best open door for those pioneers who know how to get ready for and oversee change. They know how to underwrite today to make benefit tomorrow. Why Do You Need Change Management Training? To develop the organization’s ability to effectively face change, improving agility. Enhance the likelihood of successful business change/transformation – supporting strategic direction To mitigate the risks related to failed initiatives To support change initiatives with well-known, process-driven approaches in order to build a united strategy to change To create and secure employee loyalty, aligning with organizational goals in the times of change To develop and sustain the involvement of internal and external stakeholders with new plans To effectively manage change communications with internal and external communities so that change is well received and supported To enhance evaluation of change influence, combined change planning and effective implanting of change into the life of the organization TONEX Training Format: The training is designed to be fun and interactive. It includes lectures, individuals and small group activities, and hands-on workshops. Audience: Strategic Change Management Training is a 2-day course designed for: Mid-level, senior managers Senior leaders Strategic leaders Vice presidents Executive directors Directors Division managers Training objectives: Apply a change process Employ tools and methods to support a change plan Explain and model the responsibility of a facilitator of change Help clients to evaluate, design, and apply a change intervention Create sponsorship, ownership, and involvement in change efforts Analyze change results Determine and evaluate opportunities for change and creativity in service, supply chain, product, communication or organizational strategy Establish change plans and generate metrics for measuring their effectiveness or failure Determine and describe the burdens to change and devise strategies for addressing those obstacles Derive a conceptual structure for comprehending organizations and the markets that they are involved in, Understand strategic agility and why it’s important for today’s corporates. Determine the capabilities required to lead with agility and resilience Apply the leadership self-assessment Develop the best team with skills to interact and implement strategy as it evolves Build a culture that inspires action and resourcefulness Involve in a constant “outside the box” search for novel ideas Create and sustain a performance record with balanced key metrics, including company, team and customer measures Course outline: Overview Various Types of Change and Their Drivers The Change Process Change Associated with People Undertaking Change Leads Decision Making and Motivation Understanding Performing Teams Organizational Leadership Process & Structures In Organizations How to Benefit from Individual Differences Evaluating Employee Performance Effective Leadership and Creative Problem Solving How to Manage Job Satisfaction and Stress Work Design Viewpoints Culture, Change and Organizational Values Understanding Change Management Implementing Organizational Changes TONEX Hands-On Workshop Strategic Change Management Training https://www.tonex.com/training-courses/strategic-change-management-training/
Views: 11 Wesley B
Organization structure and Culture Connetics
Jono brent talks about Connetics culture and structure
Views: 1887 Steve Aldhamland
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: 111 Axel Koster
Case Interview Frameworks - Templates for drawing great Issue Trees
The PDF Framework Dictionary: https://mconsultingprep.com/case-interview-frameworks/ Discover all videos on our channel: https://goo.gl/ziBfQs One of the core principles in management consulting problem solving and in case interview is to break down problems into smaller pieces. We do that in what we call "issue trees". And to draw great #issuetrees in specific cases, we need help from those "template", or in other words "Case Interview Frameworks". See how Kim Tran, a former McKinsey consultant, explains the concept and examples of "Case Interview Framework"! Case Interview End-To-End Secrets Program: https://mconsultingprep.com/case-interview-end-to-end/ Visit our website for more DETAILED GUIDES on McKinsey PST, Case Interview and Consulting Math http://mconsultingprep.com/ McKinsey PST: https://mconsultingprep.com/problem-s... Consulting Math: https://mconsultingprep.com/consultin... Case Interview: https://mconsultingprep.com/case-inte... Case Interview Question Types:https://mconsultingprep.com/case-inte... Case Interview Prep Ebooks https://mconsultingprep.com/case-inte... Read 50+ posts on our blog for insider tips and tricks on McKinsey PST and Case Interview http://mconsultingprep.com/blog/ Help us reach 50,000 YouTube subscribers at https://goo.gl/ziBfQs and keep making everything available for free. Watch all of our VIDEOS on Youtube at https://goo.gl/ziBfQs McKinsey PST Prep Playlist https://www.youtube.com/playlist?list... Case Interview Prep Playlist https://www.youtube.com/playlist?list... LEARN MORE ABOUT OUR E2E SECRETS PROGRAM TO ACE THE CASE https://mconsultingprep.com/case-inte... JOIN US ON FACEBOOK https://facebook.com/MConsultingprep Hope to see you in the next video!
Views: 204437 MConsulting Prep
HR Role in the Digital Age Needs to Evolve
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.
Preeti Gupta of Aditya Birla is the 'HR Leader of the Year' | ETPWLA 2019
Aditya Birla's Group Executive President (HR) Preeti Gupta was awarded 'HR Leader of the Year' at the inaugural edition of ETPrime Women Leadership Awards (ETPWLA) 2019 in Mumbai Friday. Hailing the virtues of leadership and success, ETPWLA is here to set a benchmark of success for women in business and inspire a million others to come forward and wield the baton of excellence. The awards recognise women leaders who have helped create a new and lasting template for leadership. To know more, visit - https://etprimewomenawards.com ► Subscribe to The Economic Times for latest video updates. It's free! - http://www.youtube.com/TheEconomicTimes?sub_confirmation=1 ► More Videos @ ETTV - http://economictimes.indiatimes.com/TV ► http://EconomicTimes.com ► For business news on the go, download ET app: https://etapp.onelink.me/tOvY/EconomicTimesApp Follow ET on: ► Facebook - https://www.facebook.com/EconomicTimes ► Twitter - http://www.twitter.com/economictimes ► LinkedIn - http://www.linkedin.com/company/economictimes ► Instagram - https://www.instagram.com/the_economic_times ► Flipboard - https://flipboard.com/@economictimes
Views: 273 The Economic Times
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: 723 Talent Management
HOW TO ANALYZE PEOPLE ON SIGHT - FULL AudioBook - Human Analysis, Psychology, Body Language
How To Analyze People On Sight | GreatestAudioBooks 🎅 Give the gift of audiobooks! 🎄 Click here: http://affiliates.audiobooks.com/tracking/scripts/click.php?a_aid=5b8c26085f4b8&a_bid=ec49a209 🌟SPECIAL OFFERS: ► Free 30 day Audible Trial & Get 2 Free Audiobooks: https://amzn.to/2Iu08SE ...OR: 🌟 try Audiobooks.com 🎧for FREE! : http://affiliates.audiobooks.com/tracking/scripts/click.php?a_aid=5b8c26085f4b8 ► Shop for books & gifts: https://www.amazon.com/shop/GreatestAudioBooks How To Analyze People On Sight | GreatestAudioBooks by Elsie Lincoln Benedict & Ralph Pain Benedict - Human Analysis, Psychology, Body Language - In this popular American book from the 1920s, "self-help" author Elsie Lincoln Benedict makes pseudo-scientific claims of Human Analysis, proposing that all humans fit into specific five sub-types. Supposedly based on evolutionary theory, it is claimed that distinctive traits can be foretold through analysis of outward appearance. While not considered to be a serious work by the scientific community, "How To Analyze People On Sight" makes for an entertaining read. . ► Follow Us On TWITTER: https://www.twitter.com/GAudioBooks ► Friend Us On FACEBOOK: http://www.Facebook.com/GreatestAudioBooks ► For FREE SPECIAL AUDIOBOOK OFFERS & MORE: http://www.GreatestAudioBooks.com ► SUBSCRIBE to Greatest Audio Books: http://www.youtube.com/GreatestAudioBooks ► BUY T-SHIRTS & MORE: http://bit.ly/1akteBP ► Visit our WEBSITE: http://www.GreatestAudioBooks.com READ along by clicking (CC) for Caption Transcript LISTEN to the entire book for free! Chapter and Chapter & START TIMES: 01 - Front matter -- - 00:00 02 - Human Analysis - 04:24 03 - Chapter 1, part 1 The Alimentive Type - 46:00 04 - Chapter 1, part 2 The Alimentive Type - 1:08:20 05 - Chapter 2, part 1 The Thoracic Type - 1:38:44 06 - Chapter 2, part 2 The Thoracic Type - 2:10:52 07 - Chapter 3, part 1 The Muscular type - 2:39:24 08 - Chapter 3, part 2 The Muscular type - 3:00:01 09 - Chapter 4, part 1 The Osseous Type - 3:22:01 10 - Chapter 4, part 2 The Osseous Type - 3:43:50 11 - Chapter 5, part 1 The Cerebral Type - 4:06:11 12 - Chapter 5, part 2 The Cerebral Type - 4:27:09 13 - Chapter 6, part 1 Types That Should and Should Not Marry Each Other - 4:53:15 14 - Chapter 6, part 2 Types That Should and Should Not Marry Each Other - 5:17:29 15 - Chapter 7, part 1 Vocations For Each Type - 5:48:43 16 - Chapter 7, part 2 Vocations For Each Type - 6:15:29 #audiobook #audiobooks #freeaudiobooks #greatestaudiobooks #book #books #free #top #best #psychology This video: Copyright 2012. Greatest Audio Books. All Rights Reserved. Audio content is a Librivox recording. All Librivox recordings are in the public domain. For more information or to volunteer visit librivox.org. Disclaimer: As an Amazon Associate we earn from qualifying purchases. Your purchases through Amazon affiliate links generate revenue for this channel. Thank you for your support.
Views: 2116054 Greatest AudioBooks
Keynote on "The Role and Future of HR" at 2014 HRDF Conference
Key Note Presentation by Prof Sattar Bawany on 'The Role and Future of HR' NATIONAL HRDF CONFERENCE & EXHIBITION 2014 4-5 November 2014, Borneo Convention Centre, Kuching, Sarawak, Malaysia “HR PROFESSIONALS: THE CHALLENGE OF TODAY & THE VISION OF TOMORROW” Overview The practice of human resources management has evolved dramatically over the past ten years. Some might even argue that those changes are sufficient to satisfy today’s business requirements. But will they be enough to meet the critical challenges of tomorrow? There are an incredible number of pressures on today's organisations. To name a few: environmental pressures such as increasing globalization, rapid technological change, and tougher competition; organizational changes such as new organizational alliances, new structures and hierarchies, new ways of assigning work, and a very high rate of change; changes in the workforce, including employees' priorities, capabilities, and demographic characteristics. Within these pressured organisations, there is a need for (and opportunity for) the human resource function to play a critical role in helping organisations navigates through these transitions. In order to play this role, however, HR will have to increase its real and perceived value. About Your Keynote Speaker: Professor Sattar Bawany s the CEO of the Centre for Executive Education and Master Executive Coach & Facilitator with Executive Development Associates (EDA) Asia Pacific. CEE is the exclusive Strategic Partner of EDA in Asia Pacific. I had a fascinating conversation with Professor Bawany about his career path and gained valuable insights about what it takes to be a successful leader in a VUCA world. VUCA stands for Volatility, Uncertainty, Complexity, and Ambiguity – that certainly describes the world in which we live in – not only in the corporate world but politically and personally too. He has an impressive list of credentials: He is currently the Adjunct Professor and member of International Advisory Board of Curtin Graduate School of Business (CGSB), Curtin University, Western Australia and has over 30 years’ international business management experience, including 20 years in executive coaching, group facilitation, and leadership development and training with global management consulting firms including Hay Group, Mercer and DBM. In addition to his business and consulting career, Professor Bawany has over 15 years of concurrent academic experience as an Adjunct Professor teaching senior executives international business strategies and human resource courses at various leading universities. Over the past 15 years, working with global clients across various industries, Sattar has delivered leadership development programs as well as executive coaching engagement for C-Suite Leaders and High Potentials, He has also developed a series of professional development and initiatives designed to enhance the next generation leaders’ capabilities in leading and engaging a multigenerational and diverse workforce. This includes the professional development of women and ethnically diverse professionals and supports their growth as potential future leaders of their organizations. These programs are designed to equip participants with a deep understanding of the principles and practical skills that is needed to support the careers of women in various functional roles across all industry sectors who are one to three career stages away from a senior leadership or board role. Professor Bawany is a Fellow of International Professional Managers Association (IPMA) and The Chartered Institute of Marketing (CIM). He is a Professional Member of the Society for Human Resource Management (SHRM) and the Chartered Institute of Personnel and Development (CIPD). He is also a Practicing Member of the International Coaching Federation (ICF) and International Association of Coaching (IAC). For further details visit: http://www.cee-global.com/mastercoach/ For further information, contact us at [email protected] or visit our website at www.cee-global.com/masterclass/ The Overview of the CEE Executive Coaching Solutions could be found here: http://www.cee-global.com/executive-coaching/ The Centre for Executive Coaching (CEC), a wholly-owned division of CEE, delivers recognised certified professional coach training programme for individuals interested in entering the field of executive coaching, as well as executives seeking to become better managers and leaders as managerial coaches in their respective organisations. Further information on CEC could be found here: http://www.cee-global.com/about-cec/ For initial 30 min complimentary coaching session for CEOs and C-Suite Leaders, email us at [email protected] For further information, contact us at [email protected] or visit our website at http://www.cee-global.com/masterclass/
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: 403 nptelhrd
#PhilipsHRTalks Yash Mahadik in conversation with young HR leaders by People Matters and DDI
Yashwant Mahadik, SVP - Head of Human Resources, Indian Sub-Continent & Chief Learning Officer, Philips, in conversation with the Winners of People Matters and DDI's 2012 "Are you in the List?" competition to identify the young HR Leaders of tomorrow: • Girish Kohli of Mercer Consulting • Saurabh Kalra of MakeMyTrip • Rahul Kandhal of Glaxo SmithKline Consumer Healthcare
Views: 3060 Philips India
Using Statistical Research to Change Compensation Strategy at Google: Part 1
Frank H. Wagner, CCP, Director, Compensation, Google, and Monica Patel Davis, Sr. Compensation Manager, Base, Bonus and Recognition, Google, discuss the compensation strategy changes made as a result of surveying employees for their preferences. Interview by Marcia Rhodes, APR, WorldatWork
Views: 4743 WorldatWorkTV
Master of Human Resources: Lynn Stephens, SVP of HR at Mountain America Credit Union
Mr. Stephens was born in Salt Lake City and grew up in Ogden. He attended Weber State College, and graduated cum laude from Utah State University with a bachelors degree in Landscape Architecture and Environmental Planning. After working for the US Department of Agriculture in the Forest Service for 6 years, he returned to school, obtaining a Masters in Business Administration degree with an emphasis in Organizational Behavior from Brigham Young University in 1988. He subsequently worked for IBM in multiple capacities including compensation, recruiting, human resource information systems, employee relations, and management while living in Austin, Texas and Somers, New York. He then worked for General Electric at GE Capital in Cincinnati, Ohio as a Human Resources Manager. He returned to Utah to work for Novell in Provo as a Human Resources Manager, and was subsequently promoted to worldwide Director of Training and Development, and finally worked as Director of Human Resources for North America. In 2007, he began work for Mountain America Credit Union in West Jordan, Utah and is currently Senior Vice President of Human Resources and Internal Communications. In addition to work assignments, Lynn is an active member of the Society for Human Resource Management (SHRM) and holds a lifetime certification as a Senior Professional in Human Resources (SPHR). He served on the Board of Directors for the Human Resources Association of Central Utah (HRACU) for several years, including serving as President in 2006. He and his wife Karol live in Orem, Utah.