The document discusses elements that define a great workplace, including trust between employees and management, employee pride in their work, and camaraderie among colleagues. It explores key relationships and dimensions such as credibility, respect, fairness, pride and camaraderie. Examples of great workplaces like Publix Super Markets and Marion Labs are provided that emphasize constant communication, a sense of ownership, job security, and fair treatment.
Onboarding is defined as the process of integrating new employees into an organization to prepare them to succeed in their job and become fully engaged and productive members. A great onboarding program includes making a good first impression, pairing new employees with mentors, providing a blend of learning approaches, establishing accountability for both managers and new employees, and creating a timeline. Effective onboarding benefits companies by helping new employees become productive sooner, increasing employee morale, job satisfaction and engagement while decreasing turnover rates.
This document discusses onboarding new employees and outlines an onboarding framework. It notes that 22% of new employee turnover occurs within the first 45 days and employees who go through an onboarding program are 58% more likely to stay after 3 years. The document then outlines some assumptions about onboarding, including that relationship building and communication are key parts of the process. It also describes different phases of onboarding from the first day to full assimilation after a few months. Finally, it presents a case study exercise focused on designing an onboarding program.
Employee engagement describes how involved and dedicated employees are to their work and company. There are three types of employees: engaged, not engaged, and actively disengaged. Engaged employees exceed expectations and drive innovation, while actively disengaged employees undermine the work of others. Companies use various strategies to improve engagement, such as internal job posting, recognition programs, and feedback surveys. Challenges to engagement include high attrition, driving high performance, developing future leaders, and increasing women in leadership roles. Most organizations are working to provide innovative engagement activities to retain talent.
Emerald Software's Onboarding Best Practices - What You Can and Should Do WIth A New Employee Onboarding System.
Learn more at http://www.emeraldsoftwaregroup.com/onboarding
The Employee Experience Engagement & Culture from the Bottom-UpYouEarnedIt
Build an employee engagement program that drives results.
Fancy employee perks. Employee wellness programs. Rewards and recognition — you name it, there's no shortage of initiatives to improve the employee experience.
But many of these efforts are falling flat.
There has been a shift in employee engagement, and companies with an outdated Employee Experience are missing the mark.
It's time to look at engagement from the bottom-up and build a culture that drives results.
Watch this webinar to learn:
- The main issues companies have with engagement
- A roadmap for improving key parts of the employee experience
- Tips, tactics, and best practices for building a better company culture
- Specific advice for incorporating managers and millennials
To request a demo, visit www.youearnedit.com/demo
This document discusses employee retention and strategies for retaining employees. It defines employee retention as encouraging employees to remain with an organization for as long as possible. Key factors that influence employee retention include compensation, growth opportunities, work environment, relationships, and support. The document outlines specific retention strategies organizations can implement related to these factors, such as providing training, recognition, flexible work schedules, and career development. It emphasizes the importance of retention for reducing costs associated with employee turnover.
Creating a positive work environment involves establishing relationships built on trust and open communication, recognizing employees' successes, fostering cooperation and inclusion, and fulfilling intrinsic needs through challenging work and learning opportunities. To maintain a positive environment, organizations should identify potential risks like lack of support, low job control, poor work-life balance, and change management issues. Leaders can take actions to measure these risks, develop knowledge and skills, implement plans, and review progress by listening more to employees, communicating expectations clearly, providing recognition, and helping solve problems.
Employee engagement is not an exact science. So far, the whole concept has been built on HR experience, positive phycology and business models that engage a company’s talent towards a productive culture of success.
At the core of employee engagement, similar to any company’s foundation, are some values. These values determine the why, how and what of that company, presumably.
In today’s economy, you’re building your company brand both through external as well as internal efforts. Playing two battlefields at the same time can prove to be tricky, that’s why some companies decide to focus their resources only on the external branding front. Meanwhile, they neglect their internal environment, failing to provide an engaging, challenging and appealing workplace.
Enters talent management. A grey area where an HR manager meets a Talent Manager/Chief Happiness Officer. Confusing? Yes. And if it’s confusing for the person actually holding that position, imagine what it does to the employees he or she is supposed to be engaging.
So, we came up with 25 ideas that can save a manager in need of some inspiration. Enjoy!
Essential Guide to Employee Onboarding SuccessAndrewCrebar
The Essential Guide to Employee Onboarding Success is for HR, People leaders and anyone looking to take their employee success to the next level.
It is a quick but detailed read on how you can use Employee Onboarding to Amplify your Employee Experience.
You'll learn:
1. What is 'EX' Management?
2. Why invest in 'EX'?
3. Why Onboarding is foundation of 'EX'?
4. What to consider in buying vs building a solution?
5. How to evaluate onboarding solutions?
Humans can often be complicated, thorny and messy - but those qualities make the magic happen.
By creating the right process and frameworks for getting your people confident, happy and productive - you can help build and support long-term employee success.
The document provides an overview of employee onboarding best practices. It discusses how implementing an effective onboarding program can help reduce turnover and improve productivity. Key aspects of onboarding covered include preparing for new hires, clarifying expectations, designating mentors, providing feedback and training, and creating checklists to ensure all onboarding steps are completed. A case study example showed how developing onboarding checklists helped a growing company improve productivity by 25% after new hires previously seemed counterproductive without proper onboarding processes in place.
The document contains meeting notes from the IQPC 9th Annual Asian Shared Services & Outsourcing for HR Conference that took place in Kuala Lumpur, Malaysia from May 4-5, 2011. Key topics discussed included the objectives and benefits of implementing an HR shared services model, the different levels of centralization on the shared services continuum from centralized HR to outsourcing, and the foundations needed for a successful shared services model such as process reengineering and a common HRMS. Challenges in transforming to a shared services model like managing change and developing new skills were also covered.
To see the full webinar visit: https://www.analyticsinhr.com/hr-analytics-webinars/.
The Introduction to HR Analytics Webinar.
Analytics in HR is the leading blog about HR analytics. These slides are part of a webinar, which can watch at https://www.analyticsinhr.com/hr-analytics-webinars/
Best practice employee engagement strategies 23 october 2014Charles Cotter, PhD
The document outlines best practice strategies for employee engagement presented by Charles Cotter. It defines employee engagement and discusses Gallup survey findings showing only 29% of US employees are engaged. Three key strategies for improving engagement are selecting the right people and managers, developing employees' strengths, and enhancing employees' well-being. Organizations that deeply integrate engagement into their strategy, accountability, communication, and development see the most benefit.
Accelerate new hire productivity with 90+day onboardingCompettia
This document discusses the importance of onboarding new employees and providing ongoing training. It recommends implementing a formal 90+ day onboarding program with milestones to improve productivity, engagement, and retention. Such a program provides orientation, socialization, training on key topics, and establishes performance goals to fully integrate new hires and reduce turnover. Ongoing refresher training is also suggested to address knowledge gaps and advance employee skills.
Discipline in the workplace is the means by which supervisory personnel correct behavioural deficiencies and ensure adherence to established company rules. The purpose of discipline is correct behaviour. It is not designed to punish or embarrass an employee.
Employee retention is a challenge for companies as talented employees are their most important asset. The document outlines several key reasons why employees leave organizations, including lack of appreciation, limited career growth, and poor work environment/facilities. Retaining top talent is important because high turnover is costly, replacing skilled staff is difficult, and low turnover leads to better organizational performance. To improve retention, companies should focus on ensuring employees feel valued, supported, and engaged by providing career development, a respectful work culture, competitive benefits, and overall well-being.
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
"If there is one thing I have learned from working on Machine Learning problems in the People/HR space, it is this: define and structure your problem up front!"
Keith McNulty
5 Workplace Trends that are Creating a Great Place to WorkO.C. Tanner
What are five actions that will make your office a great place to work? Implementing these workplace trends will form great leaders that create a workplace environment full of trust, pride, and camaraderie.
This document discusses building a great place to work. It is a presentation by Andy Bamford, Managing Director of ThirtyThree, an employer brand specialist company. They help their clients appear like great places to work. Their clients include companies that are top graduate employers and best places to work. ThirtyThree focuses on employer brand and employee engagement. They discuss how to manage an employer reputation by embracing social media and engaging brand advocates. The presentation emphasizes employee engagement through involvement and listening, focusing on building an enjoyable working environment, and making work fun.
Un excelente lugar para trabajar es aquel donde los empleados cumplen los objetivos de la organización dando lo mejor de sí mismos y trabajando como un equipo/familia en un ambiente de confianza, orgullo y disfrute entre compañeros.
Great Place to Work® es una empresa que ayuda a otras empresas a convertirse en excelentes lugares para trabajar mediante la evaluación de la confianza entre empleados y gerencia. El documento describe el historial de Great Place to Work®, su proceso de evaluación, y cómo ser un excelente lugar de trabajo trae beneficios como mayor productividad y retención de empleados.
This document describes an ideal workplace where employees look forward to coming to work each day. Management communicates openly with employees, supports their growth, and involves them in major decisions. As a result, employees feel respected, comfortable being themselves, and like they are part of a team or family. This positive culture makes the organization highly productive and profitable with loyal customers.
The annual Great Place to Work. list of the Best Workplaces in the UK was first produced in 2001 using the same methodology as that developed by the Great Place to Work Institute in the USA. This is the 2010 report
RECRUITING IS ALL ABOUT building strong relationships and understanding how Recruiting and Marketing are intertwined. The brand you build for your firm or organization should have a recruiting component to it. Most firms are building their brand to bring in new work which is important but they should also be thinking about how to attract the next round of talent they will need to hire to do the work they bring in.
We aspire to build IDA as a great work place where we work as One IDA Team to build Singapore as a Smart Nation, leading the world in the use of data and analytics to improve people's lives. Here's the first in our series of Building a Great Work Place stories featuring our IT consultant Ding Lit Meng.
This document discusses a 2014 study by the Great Places to Work Institute to identify the best retail companies to work for in India. Over 50 retail organizations participated in a trust index survey and culture audit assessment. The top 10 retail companies as rated by employees were identified. Key factors that create a great workplace according to the study include trust between management and employees, employee pride in the organization, and an atmosphere of respect and camaraderie. Organizations can foster these factors through transparent communication, equitable reward sharing, and regularly showing appreciation for employees.
The document discusses findings from India's Best Companies to Work for Study conducted in 2013. The study involved 550 organizations across 22 industries and surveyed over 98,000 employees. Key findings included that creating a great workplace is an integral part of business strategy and yields benefits like talent retention and financial outperformance. Characteristics of great workplaces included caring managers, fair compensation and recognition, transparency, reliability, employee involvement, impartiality, and career growth opportunities. The top companies demonstrated genuine concern for employees, wealth sharing, candid two-way communication, and manager reliability.
Every human interaction forms culture. Eric is talking about culture and how it is shaped in organizations. He discusses his experience working in different countries, cities, and organizations. The document focuses on creating a culture of feedback, learning from failures, empowering employees, and the importance of diversity and inclusion. It emphasizes that everyone is responsible for the culture they exist in and there are no innocent bystanders.
The document discusses managing work-related stress through understanding what stress is, adapting to stress, managing stress, burnout, prevention and recovery from burnout, and goal setting as a stress reliever. It defines stress and burnout, explains the body's response and adaptation to stress, identifies causes and signs of burnout, and provides tips for managing stress, preventing and recovering from burnout through goal setting and self-care.
This menu features appetizers including fried calamari served with marinara sauce, chile cheese fries topped with chili and cheese, and waffled chicken on a stick served with maple herb butter. Other options are nachos supreme covered in chili, jalapenos, black olives and cheese sauce accompanied by salsa, sour cream and guacamole, as well as pulled pork sliders with barbecue sauce and coleslaw.
Coworking is an emerging trend where independent professionals work together in a shared office space rather than working alone from home. Coworking provides tangible benefits like typical office amenities and resources, as well as camaraderie from being part of a community and opportunities for collaboration with other talented individuals. The document discusses how coworking spaces are started, including finding a good location, ensuring a mix of members, renovating the space, and holding events to attract members and raise funds.
The POSH Fashion Pieces have become an essential part of the GWT Business and in order to protect your investment, you must take care of your pieces. POSH pieces are truly timeless designs, made to wear anywhere, for anyone for any occasion.
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Have a FERI day!!!!
Enthusiasm can make a big difference in how your life turns out. People who achieve the most are driven by enthusiasm. Developing and maintaining enthusiasm is a powerful motivator that keeps one working toward their goals. Without enthusiasm, one would not be willing to put in the hard work needed to develop skills. Enthusiasm allows people to overcome apathy and unlock talents they did not know they had. The best way to have enthusiasm is to truly love and appreciate life, people, nature, and God.
Organizational behavior. creating a great place to work presentationRAMON RIOS
Organizational behavior course where the project was to change a bad company to a good place to work using the different concepts such as psychological contract, safety, leadership, ethics, pinch model, mentoring,
The slides of a presentation on "Teleportation: The Quantum Conundrum". The presentation is modified for a 5 minute time limit. But it can easily be stretched with a little more information. It is a nontechnical presentation with simple ideas. Several gifs are used in this presentation to make it more catchy.
Our journey of crafting a great place to workShyam Iyer
This document summarizes a workshop aimed at making SED a great place to work. It describes the various activities and exercises carried out by the participants during the workshop. These included brainstorming ideas to improve SED, prioritizing action areas, and developing action plans. The participants generated over 240 ideas in 30 minutes. They worked in groups and presented their ideas. In the end, the participants shared their key learnings and takeaways from the workshop. They agreed on next steps like finalizing a vision statement, assessing ideas for implementation, and presenting and executing their action plans.
Louis Carter's Presentation at ATD International Conference and ExpoLouis Carter
Learn the factors that make a Most Loved Workplace from Louis Carter. After studying over 300 organizations, & 4 different factors that make a most loved or most hated workplace, Louis Carter, in a study conducted with Bev Kaye, has identified the keys to developing a workplace where everyone truly wants to contribute to achieve business goals. The results of this study sometimes contradict what popular "Best Companies" lists suggest. As it turns out, company perks, benefits, compensation, and having a best friend at work is not the way to an employee's performance. There are much different factors that make employees want to produce major results that will impact your training and development programs.
By looking into the results of our study along with other scientific research, this session will help training and development executives be better equipped to identify the factors for a successful T&D agenda.
During this session, you will learn:
1. Critical success factors on how T&D can help achieve the highest level of employee productivity
2. How to get the greatest Most Loved Workplace Score for your company.
3. What you can do to become a Most Loved Place to Work
4. Who are the most important people to involve in a transformation of your training and development programs?
For more information on Louis Carter, visit: http://www.louiscarter.com
Employee-employer relationship, discipline management and grievance handling Souman Guha
Abstract
Employee-employer relationship, discipline management and grievance handling are inseparable parts of Human Resource Management. Day to day, a HR manger has to face thousands of issues in an organization regardless of its size. Be it a large corporation or a small privately-owned firm, a strong employee-employer relationship paves the way to profitability and success. This paper focuses on the issues of Employee and employee relationship, how to achieve it and finding out the impediments in the way to strong relationship, and also emphasizing on the process of CBA election and discipline management of an organization. This paper tries to compare different grievance procedures that are being practiced worldwide and looking for the best between ADR versus Legal dispute settlements. Using secondary data and observations from the very practical perspective of Bangladesh, this paper will enable understanding of employee-employer relationship, discipline management and grievance handling.
Factors determining job satisfaction of employeesSonia Doll
The document discusses factors that influence job satisfaction, including job characteristics, leadership, compensation, work environment, relationships, and opportunities for growth. It notes that job satisfaction is impacted by both organizational and personal factors. Satisfied employees are more productive, committed, and less likely to be absent. Employers can promote satisfaction by focusing on meaningful work, work-life balance, learning and development opportunities, and social connections. Ensuring the right person-job fit and addressing sources of dissatisfaction are also important strategies.
Creating Job Enrichment and Equity Theory .pptxHwonnieMelendez
The document discusses job enrichment and equity theory. It defines job enrichment as giving employees greater autonomy and variety to motivate them. Five ways to create job enrichment are outlined, such as increasing skills variety and task significance. Strategies for job enrichment include rotating jobs and combining tasks. Equity theory states that employees identify inequities between themselves and peers and adjust work to make the situation fair. Employees are motivated when they perceive fair treatment and outcomes compared to others. The components of equity theory are inputs, outcomes, and comparison levels in relationships.
This document discusses employee relations and discipline. It defines employee relations as a company's efforts to manage relationships between employers and employees. There are three types of employee relations: employee to employer, employer to employees, and among employees. Developing positive employee relations is important for efficiency, productivity, and building relationships. Elements that shape the employer-employee relationship include employee selection, payment of wages, dismissal policies, and employer control over employee conduct. The document also defines discipline as obedience to authority and rules. The goals of discipline in the workplace are to ensure acceptable behavior and adherence to company policies. Principles of effective discipline include consistency, timely action, and fairness.
In any organization if they want to get best production and retain their employees, they have to
provide best organization culture to their employees. That culture should be satisfied by the employees to retain
them. The purpose of the present study is to analyze the organization culture factors influencing the job
satisfaction.
This document discusses human resource management and ethics. It notes some negative impacts of globalization on workers like long hours and job insecurity. It also discusses the importance of treating employees ethically to avoid legal issues, maintain reputation, and foster loyalty. The document recommends companies implement comprehensive ethics programs, policies, and training to develop an ethical culture and integrate accountability for ethics into HR systems like performance management. Upholding ethics in human resources is important for business success.
This document discusses human resource management and ethics. It notes some negative impacts of globalization on workers like long hours and job insecurity. It then discusses how companies can implement ethical HR practices like ensuring fairness, a safe work environment, and handling redundancies justly. Treating employees ethically gains trust, loyalty and attracts top talent while unethical practices damage reputation and attract lawsuits. The document concludes that companies should implement comprehensive ethics programs, train managers, and integrate accountability for ethics into performance management and reward systems.
This document discusses several topics related to professional ethics and responsibilities in the workplace:
1. It outlines the importance of professional codes of ethics in establishing guidelines and expectations for socially acceptable behavior.
2. It discusses the rights and responsibilities of both employees and employers, including the right to fair treatment, safe working conditions, and whistleblowing.
3. The document also covers concepts like corporate social responsibility, conflicts of interest, maintaining appropriate personal and professional boundaries, and changing views around organizational loyalty.
lead ana manage team effectivness relationships reportGhand Hamadeh
This document discusses the importance of effective workplace relationships and leadership. It addresses the significance of interpersonal skills, communication, consultation, cultural sensitivity, networking, conflict resolution, organizational policies and procedures, trust, and legislative requirements. Developing strong interpersonal relationships through communication, respect, and trust helps create a productive work environment where employees feel valued and are motivated to achieve organizational goals. Managers must also ensure compliance with relevant legislation through fair policies and procedures.
The document discusses how to create a positive workplace culture. It identifies several key characteristics of a positive workplace culture, including good communication, opportunities for growth, collaboration, reward systems, and strong purpose and values. It emphasizes that leadership and management styles that encourage open communication, teamwork, and an inclusive environment are vital for improving employee satisfaction, productivity and retention. Clear goals and transparent reward policies can also motivate employees and create healthy competition.
The document discusses business ethics and ethical decision making. It presents several scenarios and analyzes survey responses about how people would respond. Some key points:
- A survey asked people how they would handle various ethical dilemmas in business situations. Responses showed people weighing factors like utilitarianism, individual rights, and justice.
- Scenarios covered issues like firing an underperforming friend, nepotism in hiring, honoring a union strike, and more. Analyses found people generally prioritized work obligations over personal relationships.
- At the end, the document concludes that ethics is important for business based on the survey finding that most people believe ethics benefits a company. However, ethics involves many complex factors
The document discusses various aspects of workplace climate such as the effects of strict versus lenient rules, the importance of values and teamwork, and issues like discrimination, harassment, and workplace ethics. It provides definitions and examples related to concepts like mentoring, recognition, and independent versus social work environments. The document aims to outline important considerations for maintaining a positive workplace climate.
Human resource management involves attracting, developing, and retaining qualified employees to accomplish organizational goals. Key HR responsibilities include recruitment and selection, orientation and training, performance appraisals, compensation and benefits, and employee separation. Motivation theories aim to understand what drives employee performance. Labor unions represent workers in collective bargaining over wages, hours, and working conditions.
A study of over 80,000 employees identified 12 dimensions that are consistently present in workplaces with high employee retention, customer satisfaction, productivity and profits. These dimensions include clear expectations, the right tools and equipment, using employees' strengths, recognition and praise, caring supervisors, encouragement of development, valuing employees' opinions, a clear company mission, quality work, strong coworker relationships, feedback on progress, and opportunities to learn and grow. Recognition and praise specifically ranked fourth among the 12 dimensions in correlating with successful workgroups.
The document provides an overview of employee satisfaction and retention. It discusses how loyal and committed employees positively impact companies' bottom lines through increased productivity and revenues. The document outlines factors that influence employee satisfaction, such as meaningful work, opportunities for growth, and work-life balance. It also discusses the importance of measuring employee satisfaction through anonymous surveys to understand satisfaction levels, identify issues, and ensure management is addressing employee needs. The objectives are to understand employee satisfaction levels at HCL Infosystems in order to develop new policies and compare benefits to other companies. Data is collected through an anonymous online survey measuring satisfaction in various areas.
This document provides information about an organization called "Save and secure life" that produces surgical masks. It discusses the organization's vision, mission, location in Gujranwala, and objectives to maintain practices within a larger structure and generate efficiencies. It also describes the business hierarchy, nature of producing disposable surgical masks, and ethical conduct expectations for employees including communicating effectively, taking responsibility, and respecting colleagues. Finally, it outlines the role of ethics in areas like advertising, leadership, finance, marketing, human resources, and management responsibilities.
The document discusses business ethics and its importance for organizations. It notes that business ethics ensures trust between businesses and consumers and promotes fair treatment. While business must make profits, it also has wider social responsibilities to minimize harm, treat employees well, and not damage communities. Upholding strong ethical values creates credibility with the public and employees, leading to success, loyalty and respect for the organization. The document emphasizes the importance of honesty, integrity, fairness, respect for others, accountability and transparency in business practices and decision-making.
The document discusses the importance of developing a strong work ethic for employees. It defines work ethic as a standard of conduct and values for job performance. It then lists the top 10 traits of a winning employee, which are attendance, character, teamwork, appearance, attitude, productivity, organizational skills, communication, cooperation, and respect. It provides explanations for each trait and why they are important for an employer. It also discusses reasons why employees may get fired such as issues with attendance, character, teamwork, appearance, attitude, productivity, organization, communication, cooperation, and respect.
Business Ethics and Corporate GovernanceJyothiGuntur
Corporate governance refers to the system and processes by which companies are directed and controlled. It involves balancing interests between a company's board, management, shareholders and other stakeholders. Good corporate governance ensures corporate success through maintaining investor confidence, lowering costs and having a positive impact on share price. It provides transparency and fairness while achieving objectives in the interests of shareholders and the organization.
The document is a polar bear blessing wishing a friend good health, relaxation, adventure, and bear hugs. It also warns them to watch out for penguins and encourages forwarding the blessing to other friends.
Kim Kardashian and Penelope Cruz are both famous Hollywood celebrities. Kardashian is known for her reality television shows and social media presence, while Cruz is an acclaimed Spanish actress who has starred in many popular films. Both women have found success and fame in the entertainment industry.
The Traffic Police of Hyderabad launched a photo campaign to raise awareness about road safety as a study found Hyderabad had the lowest road driving sense index in India, even lower than some underdeveloped countries. The campaign urges Hyderabad residents to follow traffic rules and shift from reckless to safe driving behavior.
The Traffic Police of Hyderabad launched a photo campaign to raise awareness about the city's low road safety index ranking compared to other parts of India and underdeveloped countries, and encourage citizens to follow traffic rules and drive more safely to improve road safety in Hyderabad.
- The document provides tips for creating effective PowerPoint slides, including using outlines, proper slide structure, fonts, colors, backgrounds, graphs, and spelling and grammar.
- Key recommendations include using 18pt font or larger, point form with 4-5 points per slide, consistent backgrounds, readable colors, properly formatted graphs, and proofreading.
- The document cautions against overly long text, small or decorative fonts, distracting animations or backgrounds, and graphs without labels or logical formatting.
The document describes God's creation of woman and her strengths and abilities. It says God took extra time to ensure woman could do many tasks with only two hands, such as embracing children and healing injuries or sadness with hugs. The document lists woman's ability to think, reason, negotiate, express emotions through tears, and handle troubles and burdens. It emphasizes that woman has unconditional love and finds strength even when facing death of loved ones.
This document provides 6 steps for how to smell good without perfume:
1) Use a light dusting of baby powder, which adds a subtle scent without being overpowering.
2) Carry essential oils and dab a tiny amount behind the ear for a fresh, natural scent.
3) Avoid smoking, as the smell can linger and not be covered by perfume.
4) Use a heavily scented shampoo so your hair smells freshly washed without drowning it in perfume.
5) Use a scented body lotion for a more subtle fragrance than heavy perfume, especially in warm weather.
6) Bathe and use deodorant daily to stay clean and odor
It is the first in a series of webinars planned under Mentoring Program - The Way Forward - An initiative of JU Civil Y2K Batch.
The presentation talks about career options for Civil Graduates withing the field of modeling and simulation (Digital Transformation).
Mitali Devendra Sawant
BCA undergraduate student of Maharshi Karve Mahila Mahavidyala Satara.
My skills - C programming, CPP, Java, Python, Web designing, English typing 30wpm, MS-office, very career oriented, perfection seeker, ability to take initiative, great leadership, nss volunteer, creative, amiable in nature
You have been assigned to manage a project but have no clue how and where to begin. It sounds like an opportunity but it can also turn out to be a disaster if you do not possess the knowledge and skills.
You must have come across a book called The Project Management Body of Knowledge which is most commonly called PMBOK. PMBOK is about processes, tools, and techniques to manage a project. It does not talk about the art and science of executing a project from the initial phase to the end of the project life cycle. PMBOK introduces you to a bunch of processes that you may use in managing a project, initiation processes for the project initiation phase, planning group of processes that you may apply during the planning phase, and the list goes on. After reading the PMBOK guide, you still have no idea where to begin. If you do not have the time then what you need is a book that will provide a birds-eye view and content that is sufficient enough to assist you in kicking off a project. Get this book now and begin to kick off a project like a pro.
To purchase, visit: https://gafm.com.my/gafm-book-shop/
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
Certified Cybersecurity Compliance Professional.PREVIEW.pdfGAFM ACADEMY
The Certified Cybersecurity Compliance Professional (CCCP) is a gold-standard certification from the Global Academy of Finance and Management ®. Earning this credential demonstrates that you have skills and experience in implementing cybersecurity systems, ensuring compliance with the cybersecurity policies, guidelines, procedures, and the organization’s cybersecurity regulatory requirements.
To purchase, visit: https://gafm.com.my/gafm-book-shop/
The Chartered Facilities Manager.PREVIEW.pdfGAFM ACADEMY
The Chartered Facilities Manager (ChFM) is a gold-standard certification exclusively from the Global Academy of Finance and Management ®. Earning this certification demonstrates that you have skills and experience in facilities management which include the maintenance of buildings, road maintenance, manufacturing plants, tools and machineries, heating, ventilation and air-conditioning systems, ensuring that the facilities meet statutory requirements and comply with occupational health and safety standards.
It forms the basis of the assessment that individuals must pass to earn the Chartered Facilities Manager status and inclusion in the Directory of The GAFM Academy of Finance and Management Certified Professionals. Individuals with several years of experience in facilities management are encouraged to acquire this certification.
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https://gafm.com.my/digital-certification/application-for-certification/
exploring personal brand for project and portfolio 1
Great Place To Work
1. A Great Place to Work Elements of Trust, Pride and Camaraderie explored…..
2. A Great Place to work …defined One where you trust the people you work for, have pride in what you do and enjoy the people you work with. Highlights 3 key relationships that exists in workplace between employees and : 1. Their managers 2. Their jobs 3. Their colleagues
3. A Great Place to Work ….dimensions CREDIBILITY : Employees perceive management to be credible, believable and trustworthy mainly by its open and accessible communication channels and its exhibited integrity and commitment to organisational vision. RESPECT : Employees feel respected by management due to actions like support to their professional development, appreciation shown, collaboration with them on relevant decisions and caring for them as individuals. FAIRNESS : Employees perceive management as fair due to management practices like ensuring equitable and impartial treatment to all, absence of favoritism and forums to redress grievances. PRIDE : Employees take pride in the work they do, in the results produced by their teams and organisation as a whole and the organisations social stature in terms of its products, services and its social activities. CAMARADERIE : Employees perceive their workplace to have friendly and welcoming atmosphere where they feel a sense of family or team and find high quality of hospitality, companionship and friendliness.
4.
5. CREDIBILITY Credibility means managers regularly communicate with employees about the company's direction and plans - and solicit their ideas. It involves coordinating people and resources efficiently and effectively, so that employees know how their work relates to the company's goals. It's the integrity management brings to the business. To be credible, words must be followed by action.
6. RESPECT Respect involves providing employees with the equipment, resources, and training they need to do their job. It means appreciating good work and extra effort. It includes reaching out to employees and making them partners in the company's activities, fostering a spirit of collaboration across departments and creating a work environment that's safe and healthy. Respect means that work/life balance is a practice, not a slogan.
7. FAIRNESS At an organization that's fair, economic success is shared equitably through compensation and benefit programs. Everybody receives equitable opportunity for recognition. Decisions on hiring and promotions are made impartially, and the workplace seeks to free itself of discrimination, with clear processes for appealing and adjudicating disputes. To be fair, you must be just.
8. PRIDE Pride means the feeling of pride that the employees have towards their jobs, their teams/work groups and the company as a whole
10. Five phrases that define a great place to work “ A friendly place” “ There isn’t much politics around here” “ You get a fair Shake” “ More than a Job” “ Its just like a family”
11. “ A friendly place to work” People enjoy each other’s company Schmoozing – informal chatting with others – is an accepted part of everyday work life. Superiors are approachable and take interest in personal well being of subordinates.
12. “ There isn’t much politics around here” Atmosphere of mutual respect for each other Absence of favoritism and discrimination Employees are not concerned about being backstabbed. Employees aren’t constantly jockeying for position, trying to curry favor with higher-ups, worrying about the impact of their actions on their chances for moving up in the company, or looking over their shoulders to make sure someone else isn’t setting them up to destroy their career.
13. “ You get a fair Shake” Standards of fairness are maintained Employee complaints are heard impartially and fully and are resolved in timely manner There is a sense of justice There is job security There is no fear of victimization when a point of view or disagreement is expressed. “ They treat us fairly here” , “The company does not take advantage of you”
14. “ More than a Job” Work brings meaning to life, social status “ You can have impact on things here”, ”Work here has meaning” Your work is your work.You are responsible for it. Greater level of responsibility – control over one’s work Employees have role in defining their own job, determining priorities and deadlines, and criticizing actions made by others(including supervisors and top management) without fear of retribution. Feeling of their job making valuable contribution to society. Company stands for something more than business that makes profit from selling certain products Employees internalize company’s approach and commitment to producing a quality product Feeling proud of what you do and who you do it with.
15. “ It’s just like Family” A caring and nurturing environment Supervisors take interest in employees’ personal lives and they feel valued as individuals – your personal concerns are important to others in the organization Employees feel they have made a lifelong career commitment to the organization and employers recognize and appreciate this commitment “ We are all in it together” – every one can play a distinct and valuable role – pool our resources to sustain one another and the organization.
16. A Great Place to Work .…a few more thoughts You are paid a lot of money You are treated like a human being You do interesting work You get good benefits You are not fired at slightest downturn You have a clean and safe environment to work You have all the tools to do the job right You are able to make suggestions or complaints without fear of reprisal.
17. A Great Place to Work …Checklist Basic Terms of Employment Fair Pay and benefits Compare well with similar employers Square with company’s ability to pay 2. Commitment to job security 3. Commitment to safe and attractive working environment The Job Maximizes individual responsibility for how the job is done Flexibility about working hours Opportunities for growth: Promotes from within Provides training Recognizes mistakes a part of learning
18. A Great Place to Work …Checklist Workplace Rules Reduces social and economic distinctions between management and other employees Right to due process Right to information Right to free speech Right to confront those in authority Stake in success Shares rewards from productivity Shares profits Shares ownership Shares recognition
19. What makes some workplaces so good “ People are our most important assets” “ This company values you as a person” “ You can rely on us to look after your best interests because we care about you” “ People first, products and profits will follow” – Advanced Micro Devices “ Respect for individual is first tenet of our business” – IBM “ People make the difference” – Publix Super Markets Employers have genuine intent to create a good place to work – but as the time passes, the pressures of marketplace tend to open a gap between a company’s good intentions and the reality of work life MEAN WHAT YOU SAY
20. Terms of Employment Employee gives time, productive energy and commitment – EXCHANGE – Employers give equitable and fair compensation. - A good work place makes an honest attempt to give a fair deal. 1/3 rd of the 100 best companies have no-layoff policy – Job Security makes a powerful statement on trust levels shows genuine interest in long term relationship Implies company is willing to take additional burden for the relationship It communicates that everyone is considered important in the company
21. The Job How jobs are to be done Provide ways for people to assume an increasing share of responsibility for their own work “ Person doing the job knows more about it than anybody else” – communicates that company believes employees have important contribution to offer Participative management techniques Increased responsibility implies increased risk – company must be willing to accept honest mistakes trusting implies risk
22. The Job….contd. When work is to be done Flexi time gives employees choices about their working schedules Makes an important statement on trust – ‘the company trusts you to determine when to do the job’. Employees perceive that company acknowledges a genuine problem many of them face Who does the job One of the ways of allowing employees to assume more responsibility is to provide them with opportunities to grow with company - Hidden talent may be uncovered Provide recognition for job well done, recognize mistakes as learning process Strong in-house training programs – communicates that the company considers that the employees’ growth is basis for company’s growth
23. Workplace Rules Every workplace has policies and practices – written and unwritten which determine how employees are treated by those in authority and by fellow employees. Good workplaces go at length to provide safeguards to assure fairness. Right to due process : Right to appeal against decisions which the employee considers unfair. Right to full and accurate information : Right to company related information A policy of no secrets does much to build trust - helps stop rumors that erode peoples’ confidence in each other Elaborate communication systems that provide ongoing information about all aspects of the company
24. Workplace Rules…contd. Right to free speech : Right to have their own opinions on work issues and and right to obtain answers on anything of concern from anyone in the company Sessions of information sharing and question-answer with top executives Right to confront those in authority : Open door policy – employees unhappy with treatment by their supervisor can appeal to higher-ups without fear of retribution. Communicates to the employees that the company cares whether they are treated fairly, even if they are lower down in hierarchy. Communicates to employees that everyone in workplace can be held accountable to his fellow employees for his actions.
25. A Stake in Success Sharing Rewards : More than half of the 100 Best Companies to Work for in America have explicit profit sharing plans – rationale – employees should participate in success they made possible. Performance linked rewards and incentives Sharing ownership : Employee stock options Sharing Recognition : Recognition can build or destroy trust in workplace Unless the trust is reciprocated by recognition of extra effort,employees feel hurt, even betrayed and retreat to minimum performance levels – robotic attitude. Acknowledgement of good work creates a ‘climate of approval’ ‘ You Done Good Award’ – any employee sends it to any other employee.
26. Case Study – Mill at New Lanark Robert Owen overcame suspicions and mistrust and forged a more harmonious relationship with employees. He had to convince employees that he was operating in good faith with no ulterior motives. During the major crisis in cotton industry, all the companies laid off workers – but he continued to engage them at additional cost to company – he also communicated this to all the employees and put things in the right perspective – he won the confidence of employees. “ Trust isn’t built overnight. It takes a process to evolve it” He also institutionalized a system of right to appeal supervisors’ judgment’s about their performance ” Employment relationships involve constant communication”
27. Case Study – Publix Super Markets Constant Communication is the byword Special Banquets are held for inauguration of new stores where top executives are present and share their experiences and information with employees – they also talk of bright career opportunities A sense of ownership is developed amongst the employees – My Store The CEO makes it a point to be present for the occasion and address all the employees. When the store actually opens, the top executives work hand in hand with employees – boosts the morale of the employees. The company publishes a biweekly bulletin that lists all the births, deaths, marriages and serious illnesses of employees and their families. Top Executives are extremely careful about making commitments, they also consciously keep the commitments they do make. All the Top executives including CEO makes it a point to visit every store once in 2 years – they personally talk to employees at their workplace and also work with them
28. Case Study – Marion Labs Employees refer to the company as ‘uncommon company’ and to to those who work there as ‘uncommon people’. During the summer months, employees are permitted to Friday afternoons off (with pay) If production meets certain specified goals, employees are given an additional week of paid vacation. Marion Lab has a no-lay off policy and a generous suggestion award program – best suggestions are awarded with shares of stock. Offers stock options to all employees.”Those who produce shall share in results”