Career and Job Search Trends for Millennials and Gen X-ersAlexandra Levit
Based on two major research studies by DeVry University's Career Advisory Board, this presentation identifies where candidates are rocking the job search, and where they're coming up short.
This will be my inaugural speaking gig. I'm speaking over Millennials in the Workplace at the 2015 SHRM Annual Conference.
See: https://annual.shrm.org/sessionplanner/session/8667
Alexander Crepin HR Bridging Today & Tomorrow SuccessfullyTalentspotter
HR challenges in times of ongoing change and developing a future proof organisation and workforce
We are in a transition process to a New Era.
Times of Transition come with uncertainty & dilemma's.
To make the step to the new Era requires a strong HR team with a clear mission & vision.
A skilled committed workforce and an agile organisation are the other main areas of attention for HR.
Alexander Crepin can help you to design the journey and make the transition happpen. Bridging Today & Tomorrow .....
Slides for a short lecture I'll be giving at 'The Design Village' for a seminar on 'Design Education & Pedagogy in India'. I begin with reference to a 2006 lecture, and then add my subsequently gained wisdom and insight into design practice and pedagogy.
This document contains feedback from an NHS Foundation Trust's quality improvement event in 2016. The feedback touches on several themes: supporting small improvement ideas, providing tools and education to drive change, fostering a culture of creativity, celebrating successes, engaging the whole team in improvement work, and learning from past efforts to sustain improvements over time. Attendees felt encouraged by the Trust's support for quality improvement and hoped it could help spread these efforts throughout the local community healthcare system.
A Survival Guide for Leaders by Ronald A. Heifetz and Marty Linsky is an article that lines under Top 10 Change Management HBR articles.
Go through to know more about this article.
This document outlines steps for strategic planning that avoids common pitfalls and ensures success. It recommends focusing on people by getting leadership and staff buy-in and input. It also stresses building the right strategic planning team and listening to the community. The key steps outlined are to get leadership support, build an active strategy team with the right skills and leadership, gather input from staff and the community, create a motivating plan tied to real needs, share and implement the plan, measure progress, adjust as needed, and repeat the process.
Career and Job Search Trends for Millennials and Gen X-ersAlexandra Levit
Based on two major research studies by DeVry University's Career Advisory Board, this presentation identifies where candidates are rocking the job search, and where they're coming up short.
This will be my inaugural speaking gig. I'm speaking over Millennials in the Workplace at the 2015 SHRM Annual Conference.
See: https://annual.shrm.org/sessionplanner/session/8667
Alexander Crepin HR Bridging Today & Tomorrow SuccessfullyTalentspotter
HR challenges in times of ongoing change and developing a future proof organisation and workforce
We are in a transition process to a New Era.
Times of Transition come with uncertainty & dilemma's.
To make the step to the new Era requires a strong HR team with a clear mission & vision.
A skilled committed workforce and an agile organisation are the other main areas of attention for HR.
Alexander Crepin can help you to design the journey and make the transition happpen. Bridging Today & Tomorrow .....
Slides for a short lecture I'll be giving at 'The Design Village' for a seminar on 'Design Education & Pedagogy in India'. I begin with reference to a 2006 lecture, and then add my subsequently gained wisdom and insight into design practice and pedagogy.
This document contains feedback from an NHS Foundation Trust's quality improvement event in 2016. The feedback touches on several themes: supporting small improvement ideas, providing tools and education to drive change, fostering a culture of creativity, celebrating successes, engaging the whole team in improvement work, and learning from past efforts to sustain improvements over time. Attendees felt encouraged by the Trust's support for quality improvement and hoped it could help spread these efforts throughout the local community healthcare system.
A Survival Guide for Leaders by Ronald A. Heifetz and Marty Linsky is an article that lines under Top 10 Change Management HBR articles.
Go through to know more about this article.
This document outlines steps for strategic planning that avoids common pitfalls and ensures success. It recommends focusing on people by getting leadership and staff buy-in and input. It also stresses building the right strategic planning team and listening to the community. The key steps outlined are to get leadership support, build an active strategy team with the right skills and leadership, gather input from staff and the community, create a motivating plan tied to real needs, share and implement the plan, measure progress, adjust as needed, and repeat the process.
This document contains feedback from the Ashford and St. Peter's NHS Foundation Trust Quality Improvement (QI) event in 2016. Attendees shared ideas such as prioritizing support for small improvement ideas, using technology more for improvements, and building a culture of celebrating successes. There were also discussions on how to engage all staff in QI, maintain improvements, and develop intrinsic motivation for improvement work. The feedback highlighted the importance of leadership support, protected time for nurses to work on projects, and ensuring lessons from past improvement efforts are learned.
Philadelphia Best Places to Work Roadshow | OpenTableGlassdoor
The document discusses OpenTable's culture of hospitality and how it aims to reflect this culture externally to attract talent as well as internally through its people programs. It highlights the importance of maintaining a consistent talent brand that aligns with the company's culture, and of building talent programs based on organic cultural aspects while hiring people who fit the culture. The document appears to be from a presentation on OpenTable's culture and talent strategies.
After six months of implementation, this is a reflection and lessons learned on the power of working and learning in 'circles' or the new management concept of 'holacracy'
1) The document discusses the importance of culture and frameworks in enabling success and mitigating risks of failure. It argues that culture provides shared values that practitioners respect and value.
2) Key aspects of culture discussed include embracing failure, celebrating both successes and failures, being motivated to take action and then celebrate outcomes, and offering help to others.
3) As the culture and its practitioners grow, the document emphasizes scaling carefully by communicating values, integrating new members, and allowing for failures as the culture adapts and transforms over time.
Introduction to Wisr Liberal Arts Leadership SummitWisr
Wisr was excited to host the inaugural Liberal Arts Leadership Summit. Led by three industry thought leaders, the summit provided insight and advice on how to connect alumni and students to foster a stronger culture of advising, career planning, and alumni relations on liberal arts campuses.
This document outlines an agenda for a career development event. It includes sections on connecting with the local technology community and the Nashville Technology Council (NTC), an overview of the Middle Tennessee job market, tips for career planning as a knowledge worker, and a call to action to intentionally plan one's career. Details provided include information on the NTC's mission to develop, connect and promote the local tech community through initiatives like education programs and networking events.
Running an agency is hard work. Figuring out how to profitably run a fast growing agency is even harder. Element Three was Hubspot's Agency of the Year in their first year as a VAR and became a Platinum partner shortly after. In this session, Tiffany will share some of the big wins and battle scars from her journey of growing from 8 employees to nearly 40. We will talk about how to find the right talent, prioritize certain hires over others and build a team thats allows great work for clients. We will review some of the tools used for managing capacity and strategically staffing for growth.
In addition we will outline processes for setting vision, maintaining alignment through the continual evolution that occurs with grown and communication throughout the organization. Most importantly, we will talk about the only thing that really matters - how to build culture and and a vision others can see and believe. P: Tiffany will be sure to leave plenty of time for Q&A so your most pressing questions can be asked - and hopefully answered - as you chart the course for your agency's growth.
The 5W1H framework provides a method for operational efficiency by asking questions about what the current status is, why change is needed, when the change should start and finish, where it will be implemented, who the change drivers are, and how the change will be achieved. An efficient operational environment requires innovative people management approaches rather than just technology changes, including establishing a good working culture, efficient processes, and recognition of employee performance and contributions to help them make the right decisions. The framework can be applied to assess various domains like culture, leadership, policies and processes, job clarity, and performance management.
MEASURING COMPLEX THINGS: STEPS TO “DATAFYING” ORGANIZATIONAL CULTUREHuman Capital Media
In a tight labor market, a distinct culture can distinguish two otherwise equal organizations when both are offering competitive pay and benefits, career growth, office perks, etc. However, defining what your culture is and measuring how it impacts key outcomes – such as attrition and retention – has long seemed like mission impossible.
During this webinar, people analytics expert Lecayle Hubert will share how a data-driven process enables you to establish a definition of culture that fits your organization and brings to light the employee experience that resonates most with your workforce. You’ll come away with practical ways for you to start measuring and making meaning of the culture of your business.
Learn how to:
Define what culture is, why it matters, and how it can impact business costs
Explore key metrics related to measuring culture
Acquire some tools to make your data work for you, wherever you’re starting from
Join this webinar to uncover the driving factors of organizational culture and delve into ideas on how to connect your culture to business impact.
San Francisco Best Places to Work Roadshow | Nestlé PurinaGlassdoor
The document outlines the ingredients for a winning culture at Nestlé Purina PetCare Company, as presented by Steve Degnan, Chief Human Resource Officer. It discusses the company's unified message of pets being their passion and safety and progress being their promise and pledge. It then provides tips for cultivating a winning culture, including walking your talk, empowering employees, giving employees a voice, giving more than you receive, never stopping improvement, and being genuine. The presentation encourages questions and provides contact information.
Driving profits with purpose: How HR and finance can collaborate and inspire ...LinkedIn Talent Solutions
Kelly McGill, Avvo
Monica Williams, Avvo
Human Resource and Finance departments are traditionally like oil and water – one is about saving money and one is spending on things that can appear quite intangible. The CFO is busy tracking EBITDA and profit; the CPO is busy growing and retaining talent. But what happens when HR and Finance combine forces to create pathways to success that support both the success of the individual and the company?
In Driving Profits With Purpose: How HR and Finance Can Collaborate and Inspire, Kelly McGill, CPO of Avvo, and Monica Williams, CFO of Avvo, explain how to work as a cross functional team to develop a custom performance management and goal setting program that provides every team member a clear connection to the company mission. The talk focuses on how companies can create an actionable plan – even companies experiencing rapid growth, when cultural norms, goals and how work gets done can become confusing and chaotic.
Session highlights:
How to get HR and finance to work together and collaborate.
How companies can create an actionable plan.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Srikanth Rao experienced significant growth over 14 years in managing an IT company, with human capital increasing from 11 to 5492 people, projects growing from 1 to 708, and revenue increasing from 1.1 crore rupees to 621 crore rupees. Key challenges included managing this human capital growth through strategic processes and leadership. Strategies employed focused on developing skills in fresh hires, retaining existing employees, and leveraging leadership to motivate people. The presentation also discussed strategies for ensuring delivery excellence through reviews, risk management, and knowledge building, as well as achieving revenue growth through selling accountable projects, repeat business, and optimization.
Toronto Agile Tour - Timeless LeadershipJason Little
In 2001, Agile started as a simple set of 4 values and 12 principles designed to be a guide for delivering solutions to customers. Since then, countless frameworks, tools, certifications, and methods have emerged, with many promising to have the one right approach to make Agile work.
We need servant leadership...no wait, we need emergent leadership...no wait, we need agile management and agile leadership...no wait...
It's no wonder today's leaders and managers are confused about how to lead an agile organization. In this session, we'll explore how to look at your organization through 3 different lenses and apply 4 timeless leadership capabilities used by great leaders from organizations like IDEO, Ford, and Ikea.
Attendees will walk away with a profile that describes their individual leadership style, along with how to know how to balance each of the 4 leadership capabilities that are timeless, tried-and-true, and not rooted in agile buzzwords.
Deloitte Predictions for the Technology, Media and Telecoms (TMT) sectors is in its fifteenth year. I’ve attended some of the big events they hold... which in recent times have been migrated to video.
As a #GirlGeek and previously an IT Director, I’ve watched with interest the different technologies which we have morphed from and to.
Brick-sized mobiles with antenna you could dry your undies on, LinkedIn being banned in my first recruitment firm as it was not as good as the CRM (!), Blackberries being Purple with a dial on the side (and desirable!)
In the fifteenth edition of the Predictions, one element really caught my eye – Women in Technology.
(See more at: http://www.barclayjones.com/blog/recruitment/no-women-in-tech-what-the-heck!/)
More than Technology - The Culture of DevOpsBob Sokol
This document provides information about a presentation on DevOps culture. It includes details about the speaker, Don Demcsak, and his background. The presentation discusses challenges with traditional IT structures and how DevOps transforms people, processes, and tools to break down silos and enable continuous delivery of updates. It provides examples of metrics used to measure success and cases studies from DevOps implementations.
Crash course - managing software people and teams (engineering leadership sig...Ron Lichty
Crash Course: Managing Software People and Teams (Engineering Leadership SIG of SVForum, 11.12), a talk by Ron Lichty, co-author of Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams.
"We'd like you to manage the team now." That's about as much introduction - and training - as many of us get before our first day managing. Often preceded only by, "You're a great programmer and you've got some people skills." But while programming cred and facility with people are helpful qualifications, what do you really need to know to manage well? What makes a manager great? What are the qualities that meld teams and deliver great software? Those are among the questions that led Ron Lichty and his co-author Mickey W. Mantle to write "Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams" (Addison-Wesley, September), now available for pre-order online. In this interactive session, we'll examine the great managers each of us has experienced, and the qualities, skills, finesse and gifts of greatness that made them stand out. We'll talk about "the rest of the job": managing up, managing out, and other aspects of being a seasoned manager that reports mostly don't see. And you'll take away a few best practices that take most managers years to discover.
The document discusses several key factors for predicting successful startups and companies. The three most important factors are the market, team, and execution. A great market is underserved, growing, and highly fragmented. A great team is hungry, passionate, and has domain expertise. Great execution involves bold ideas, a culture of innovation, quick iteration, listening, and repeating successes. The document also discusses reasons why startups may fail such as a bad idea, poor execution, or outside factors like competitors or disruptive technologies.
Transformation vs adoption agile india 2014 :How to use the Culture ModelEbin John Poovathany
This presentation is about getting to know about the culture models and the impact of that in the agile transformation and adoption. You will get some easy to use and handy tools which can be used to turn around your transformation and Adoption.
This document contains feedback from the Ashford and St. Peter's NHS Foundation Trust Quality Improvement (QI) event in 2016. Attendees shared ideas such as prioritizing support for small improvement ideas, using technology more for improvements, and building a culture of celebrating successes. There were also discussions on how to engage all staff in QI, maintain improvements, and develop intrinsic motivation for improvement work. The feedback highlighted the importance of leadership support, protected time for nurses to work on projects, and ensuring lessons from past improvement efforts are learned.
Philadelphia Best Places to Work Roadshow | OpenTableGlassdoor
The document discusses OpenTable's culture of hospitality and how it aims to reflect this culture externally to attract talent as well as internally through its people programs. It highlights the importance of maintaining a consistent talent brand that aligns with the company's culture, and of building talent programs based on organic cultural aspects while hiring people who fit the culture. The document appears to be from a presentation on OpenTable's culture and talent strategies.
After six months of implementation, this is a reflection and lessons learned on the power of working and learning in 'circles' or the new management concept of 'holacracy'
1) The document discusses the importance of culture and frameworks in enabling success and mitigating risks of failure. It argues that culture provides shared values that practitioners respect and value.
2) Key aspects of culture discussed include embracing failure, celebrating both successes and failures, being motivated to take action and then celebrate outcomes, and offering help to others.
3) As the culture and its practitioners grow, the document emphasizes scaling carefully by communicating values, integrating new members, and allowing for failures as the culture adapts and transforms over time.
Introduction to Wisr Liberal Arts Leadership SummitWisr
Wisr was excited to host the inaugural Liberal Arts Leadership Summit. Led by three industry thought leaders, the summit provided insight and advice on how to connect alumni and students to foster a stronger culture of advising, career planning, and alumni relations on liberal arts campuses.
This document outlines an agenda for a career development event. It includes sections on connecting with the local technology community and the Nashville Technology Council (NTC), an overview of the Middle Tennessee job market, tips for career planning as a knowledge worker, and a call to action to intentionally plan one's career. Details provided include information on the NTC's mission to develop, connect and promote the local tech community through initiatives like education programs and networking events.
Running an agency is hard work. Figuring out how to profitably run a fast growing agency is even harder. Element Three was Hubspot's Agency of the Year in their first year as a VAR and became a Platinum partner shortly after. In this session, Tiffany will share some of the big wins and battle scars from her journey of growing from 8 employees to nearly 40. We will talk about how to find the right talent, prioritize certain hires over others and build a team thats allows great work for clients. We will review some of the tools used for managing capacity and strategically staffing for growth.
In addition we will outline processes for setting vision, maintaining alignment through the continual evolution that occurs with grown and communication throughout the organization. Most importantly, we will talk about the only thing that really matters - how to build culture and and a vision others can see and believe. P: Tiffany will be sure to leave plenty of time for Q&A so your most pressing questions can be asked - and hopefully answered - as you chart the course for your agency's growth.
The 5W1H framework provides a method for operational efficiency by asking questions about what the current status is, why change is needed, when the change should start and finish, where it will be implemented, who the change drivers are, and how the change will be achieved. An efficient operational environment requires innovative people management approaches rather than just technology changes, including establishing a good working culture, efficient processes, and recognition of employee performance and contributions to help them make the right decisions. The framework can be applied to assess various domains like culture, leadership, policies and processes, job clarity, and performance management.
MEASURING COMPLEX THINGS: STEPS TO “DATAFYING” ORGANIZATIONAL CULTUREHuman Capital Media
In a tight labor market, a distinct culture can distinguish two otherwise equal organizations when both are offering competitive pay and benefits, career growth, office perks, etc. However, defining what your culture is and measuring how it impacts key outcomes – such as attrition and retention – has long seemed like mission impossible.
During this webinar, people analytics expert Lecayle Hubert will share how a data-driven process enables you to establish a definition of culture that fits your organization and brings to light the employee experience that resonates most with your workforce. You’ll come away with practical ways for you to start measuring and making meaning of the culture of your business.
Learn how to:
Define what culture is, why it matters, and how it can impact business costs
Explore key metrics related to measuring culture
Acquire some tools to make your data work for you, wherever you’re starting from
Join this webinar to uncover the driving factors of organizational culture and delve into ideas on how to connect your culture to business impact.
San Francisco Best Places to Work Roadshow | Nestlé PurinaGlassdoor
The document outlines the ingredients for a winning culture at Nestlé Purina PetCare Company, as presented by Steve Degnan, Chief Human Resource Officer. It discusses the company's unified message of pets being their passion and safety and progress being their promise and pledge. It then provides tips for cultivating a winning culture, including walking your talk, empowering employees, giving employees a voice, giving more than you receive, never stopping improvement, and being genuine. The presentation encourages questions and provides contact information.
Driving profits with purpose: How HR and finance can collaborate and inspire ...LinkedIn Talent Solutions
Kelly McGill, Avvo
Monica Williams, Avvo
Human Resource and Finance departments are traditionally like oil and water – one is about saving money and one is spending on things that can appear quite intangible. The CFO is busy tracking EBITDA and profit; the CPO is busy growing and retaining talent. But what happens when HR and Finance combine forces to create pathways to success that support both the success of the individual and the company?
In Driving Profits With Purpose: How HR and Finance Can Collaborate and Inspire, Kelly McGill, CPO of Avvo, and Monica Williams, CFO of Avvo, explain how to work as a cross functional team to develop a custom performance management and goal setting program that provides every team member a clear connection to the company mission. The talk focuses on how companies can create an actionable plan – even companies experiencing rapid growth, when cultural norms, goals and how work gets done can become confusing and chaotic.
Session highlights:
How to get HR and finance to work together and collaborate.
How companies can create an actionable plan.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Srikanth Rao experienced significant growth over 14 years in managing an IT company, with human capital increasing from 11 to 5492 people, projects growing from 1 to 708, and revenue increasing from 1.1 crore rupees to 621 crore rupees. Key challenges included managing this human capital growth through strategic processes and leadership. Strategies employed focused on developing skills in fresh hires, retaining existing employees, and leveraging leadership to motivate people. The presentation also discussed strategies for ensuring delivery excellence through reviews, risk management, and knowledge building, as well as achieving revenue growth through selling accountable projects, repeat business, and optimization.
Toronto Agile Tour - Timeless LeadershipJason Little
In 2001, Agile started as a simple set of 4 values and 12 principles designed to be a guide for delivering solutions to customers. Since then, countless frameworks, tools, certifications, and methods have emerged, with many promising to have the one right approach to make Agile work.
We need servant leadership...no wait, we need emergent leadership...no wait, we need agile management and agile leadership...no wait...
It's no wonder today's leaders and managers are confused about how to lead an agile organization. In this session, we'll explore how to look at your organization through 3 different lenses and apply 4 timeless leadership capabilities used by great leaders from organizations like IDEO, Ford, and Ikea.
Attendees will walk away with a profile that describes their individual leadership style, along with how to know how to balance each of the 4 leadership capabilities that are timeless, tried-and-true, and not rooted in agile buzzwords.
Deloitte Predictions for the Technology, Media and Telecoms (TMT) sectors is in its fifteenth year. I’ve attended some of the big events they hold... which in recent times have been migrated to video.
As a #GirlGeek and previously an IT Director, I’ve watched with interest the different technologies which we have morphed from and to.
Brick-sized mobiles with antenna you could dry your undies on, LinkedIn being banned in my first recruitment firm as it was not as good as the CRM (!), Blackberries being Purple with a dial on the side (and desirable!)
In the fifteenth edition of the Predictions, one element really caught my eye – Women in Technology.
(See more at: http://www.barclayjones.com/blog/recruitment/no-women-in-tech-what-the-heck!/)
More than Technology - The Culture of DevOpsBob Sokol
This document provides information about a presentation on DevOps culture. It includes details about the speaker, Don Demcsak, and his background. The presentation discusses challenges with traditional IT structures and how DevOps transforms people, processes, and tools to break down silos and enable continuous delivery of updates. It provides examples of metrics used to measure success and cases studies from DevOps implementations.
Crash course - managing software people and teams (engineering leadership sig...Ron Lichty
Crash Course: Managing Software People and Teams (Engineering Leadership SIG of SVForum, 11.12), a talk by Ron Lichty, co-author of Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams.
"We'd like you to manage the team now." That's about as much introduction - and training - as many of us get before our first day managing. Often preceded only by, "You're a great programmer and you've got some people skills." But while programming cred and facility with people are helpful qualifications, what do you really need to know to manage well? What makes a manager great? What are the qualities that meld teams and deliver great software? Those are among the questions that led Ron Lichty and his co-author Mickey W. Mantle to write "Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams" (Addison-Wesley, September), now available for pre-order online. In this interactive session, we'll examine the great managers each of us has experienced, and the qualities, skills, finesse and gifts of greatness that made them stand out. We'll talk about "the rest of the job": managing up, managing out, and other aspects of being a seasoned manager that reports mostly don't see. And you'll take away a few best practices that take most managers years to discover.
The document discusses several key factors for predicting successful startups and companies. The three most important factors are the market, team, and execution. A great market is underserved, growing, and highly fragmented. A great team is hungry, passionate, and has domain expertise. Great execution involves bold ideas, a culture of innovation, quick iteration, listening, and repeating successes. The document also discusses reasons why startups may fail such as a bad idea, poor execution, or outside factors like competitors or disruptive technologies.
Transformation vs adoption agile india 2014 :How to use the Culture ModelEbin John Poovathany
This presentation is about getting to know about the culture models and the impact of that in the agile transformation and adoption. You will get some easy to use and handy tools which can be used to turn around your transformation and Adoption.
This is the presentation that I gave at Agile India 2014 in Bangalore on integrating Lean UX process in to capital markets clients during 2013. Here for historical purposes, and the lessons apply still.
SMAC: The Key to Getting Traction with DevOpsDevOps Ltd.
A classic tl:dr for DevOps is the acronym CAMS: Culture, Automation, Measurement, Sharing. I argue this oversimplification is hurting adoption of and causing confusion around DevOps. My presentation is focused around presenting SMAC as acronym for both describing what DevOps is and the recipe for progression from mere familiarity to ingrained practice and change. I'll also introduce the lasting effect of implementation in my experience as a final C - Confidence - the real impact on the bottom line. Starting with culture is a non-starter, starting with sharing just works. The concepts presented align with stories I've seen such as The Phoenix Project and other case studies from HP and Etsy, and summarize personal experience with my own enterprise clients.
Presentatie 31-5-2016 PizzasessieXL Apeldoorn
Agile software developent is born because of the missing need for speed of IT. F1 racing gives a clear view on racing, commitment and winning.
The document discusses rebooting leadership for DevOps success. It emphasizes creating a team that respects each other and shares values to deliver value to consumers quickly and with high quality. The summary focuses on delivering value to consumers through continuous delivery by empowered autonomous teams that collaborate well and share knowledge.
5 Steps for a High-Performing DevOps CultureJumpCloud
As DevOps practitioners, we must strive to build an organization that is fast, safe, resilient, and continuously improving to best serve our customers. The results of this ensure quality, create competitive advantage, empower an energized and committed workforce, and uncover the truth.
Here are five steps you can implement for a high-performing DevOps Culture.
Adopting Devops , Stories from the trenchesKris Buytaert
As presented at Baltic Devops in Talllinn ,
Starting with devops is either the most trivial, or the hardest thing to do.
This talk will teach you a number of tricks on how to make life easier for your team. How to work together with your management and how to convince them devops is a relevant thing
How to move forward to a DevOps Culture?Derya SEZEN
This document outlines five principles for moving to a DevOps culture: embrace change and experimentation, automate everything, remove waste and decrease oscillations, implement measurement, and promote open information sharing and collaboration. It provides examples of practices like infrastructure-as-code, continuous delivery, and test automation that can be implemented on pilot projects to help adapt the culture. The overall message is that organizations must embrace these DevOps principles and adapt or risk falling behind.
Enable DevOps culture through BDD - By including 4th amigo OpsVinay Krishna
This document discusses adding operations (Ops) as the "fourth amigo" to behavior driven development (BDD) conversations. BDD typically involves conversations between three roles: product owners/business analysts, developers, and testers. However, including Ops can help break down silos between teams and improve collaboration. When Ops is involved in scenario identification and analysis, they can provide important perspectives on business priorities, constraints, dependencies and operational requirements. This leads to better defined requirements and tests from an Ops viewpoint before development begins. The benefits include a common language between teams, as well as Developers and Ops gaining knowledge of each other's viewpoints and processes.
The document discusses DevOps culture. It notes that DevOps is about close collaboration between developers and operations, automating infrastructure, and continuous delivery. The goal is to break down barriers and enable both teams to work together seamlessly toward enabling business objectives. DevOps is described as a mindset rather than a set of tools, with the emphasis being on understanding each other and shared goals rather than separate concerns.
Creating High Performance teams by using a DevOps culture (FUG presentation)Serena Software
DevOps aims to foster collaboration between development and operations teams through shared culture, automation, measurement, and sharing. A DevOps transformation requires setting goals, gaining executive support, building pilot projects to test new processes, providing training to teams, and evangelizing the benefits of DevOps through communication. Key aspects include establishing a culture of open communication, shared risk, and failure leading to inquiry rather than blame. Starting small with pilot projects allows issues to be addressed before wide adoption.
DevOps – Culture of continuous delivery & collaborationVinothini Raju
This document discusses DevOps culture and tools. DevOps aims to bring development and operations teams together through collaboration, automation of processes, and continuous delivery. It emphasizes culture over strict processes or tools. Specific tools mentioned include Chef and Puppet for infrastructure automation, Jenkins for continuous integration, and Nagios and New Relic for infrastructure and application monitoring. The document demonstrates a continuous deployment pipeline using tools like Git, Chef, Jenkins, and TestNG.
Culture at arago
We know we need a new kind of people in tech and this is why at arago, we have spent a great deal of time listening to our best and learning from the industry. Here is a description of the culture we are aiming for every day.
5 Keys to Building a Successful DevOps CultureMandi Walls
This document provides 5 keys to building a successful DevOps culture: 1) Setting clear and measurable goals, 2) Gaining executive support, 3) Building pilot projects to test changes, 4) Providing training and prioritizing workloads, and 5) Doing outreach and evangelism. It emphasizes that culture change is difficult and requires focusing on behaviors and values over tools. Pilot projects allow practicing new processes in a controlled way before organization-wide adoption. Training, workload prioritization, and addressing dissenters are important for successful adoption of changes. Regular communication and showcasing results helps spread DevOps practices. Patience, executive engagement, and overcommunication are also advised.
With benefits such as employee loyalty, job satisfaction and higher productivity, many believe that a distinct corporate culture is the key to the success of any business. For many organisations, their desired culture is defined by articulating a purpose, vision and values. However, research shows that only one in four employees strongly believe in their company’s values, and less than half know what their employer stands for.
This short webinar will provide insight on using communication to cultivate a distinct corporate culture, as well as tools and concrete action points that will instill a sense of belonging among employees, helping to boost job satisfaction, productivity and engagement in your organisation.
Creating Culture by Michael Eg Fausbøll discusses organizational culture and how it can be used as a business tool. It notes that culture must be strategically relevant, strong, and emphasize innovation and change. Three levers for shaping, strengthening, and changing culture are identified: recruitment and selection, socialization, and rewards. What makes culture strong is having agreement (talk-the-talk) and intensity (walk-the-talk) at high levels. Jenny Chatman's 3 C's of culture - being consistent, coherent, and comprehensive - are also referenced.
Analysis Prioritisation Communication Day ThreeReuben Ray
1. The document discusses various aspects of business and culture including planning, communication, analytical thinking, stakeholders, customer journey, types of businesses, and driving values as culture.
2. It provides examples of company cultures like Starbucks, Apple, and Hyundai focusing on values, leadership, and transforming cultures.
3. The document examines frameworks for analyzing organizational culture like the Competing Values Framework and describes culture as a strategic asset that impacts performance when properly measured, communicated, and aligned.
UCT Upstarts 2015: Week 14: Life lessons in Business with Saul Kornik from Af...UCT Upstarts
UCT Upstarts 2015: Week 14: Life lessons in Business with Saul Kornik from Africa health placements
UCT Upstarts is the Vice-Chancellor’s Social Innovation Challenge. It’s a joint-initiative between UCT, the Bertha Centre for Social Innovation & Entrepreneurship and Super Stage. UCT Upstarts is igniting a ‘Student Start-up Nation’ by creating a parallel university experience – one that produces a generation of both graduates and social entrepreneurs - who solve real-world problems from campus, and launch start-up realities beyond it. UCT Upstarts is building a ‘Social Innovation Culture’ that literally does make Africa work better and is helping to create an ‘Innovation Economy’ that actually does create jobs – starting from campus!
The document discusses how Apple has become the world's most valuable brand through its strong culture. It outlines Apple's strategy, execution, and culture. Apple focuses on simplicity, stylish design, innovation, and creating a fan/customer for life. The entire company is aligned behind a common vision and goals. Tim Cook emphasizes that Apple's core values of focusing on great products and innovation are deeply embedded in the company. The document argues that culture is more important than strategy, as culture is self-sustaining and shapes how a strategy is executed. It states the right culture should be people-centered, future-oriented, and inspire/enable employees. Key ways to shape culture are starting with leadership, structure, aligning systems
The document discusses how Great Place to Work determines certification and rankings for best workplaces. It describes the methodology, which involves a large global study that surveys over 11.5 million employees across 10,000 companies in 90 countries. Companies are evaluated on 5 dimensions: trust, innovation, values, leadership effectiveness, and human potential. To be certified or make the best workplace lists, companies must meet survey distribution requirements, provide a culture brief, and may undergo an in-depth culture audit that examines distinguishing practices. The goal is to understand what drives companies' results and share best practices that benefit all employees.
Cultural Fit Factor:How to Attract, Retain and Repel the Right Employeelizzpellet
While organizational culture has been touted since the early 1990’s as essential for business success, there has been little connection between organizational culture and individual (employee – candidate) “fit”. We have found that having the knowledge of “who you are” and “who you are not” from a cultural perspective, can support the creation of an employment experience that is both authentic and congruent. By paying attention to congruence, alignment and fit, organizations can create an employment message that will attract, retain and repel employees. This process of ensuring “fit” leads to better placements and an increase in the ROI of recruitment and retention programs.
Why non-profit "marketing" no longer just means "messaging". Non-profits must use their brand to drive innovation across the organization. Presentation from American Marketing Association (AMA) Non Profit conference on July 11, 2017.
This document discusses ways to develop an innovative culture in organizations. It emphasizes that an innovative culture balances attributes like creativity and freedom with discipline and accountability. Key aspects of an innovative culture include unique strategies, employee autonomy, trust, accepting failures, and strong leadership. Leaders can build such a culture by encouraging outside-the-box thinking, conducting innovation workshops, avoiding bureaucracy, and establishing a reward system for innovative ideas. While challenging to develop, an innovative culture is vital for organizations to continuously innovate and achieve leadership in their fields.
The document discusses the importance of company culture and a leader's responsibility to deliver on the culture promise. It states that company culture is to talented employees as brand is to potential consumers, acting as a differentiator and attracting people who share the same values. Culture builds the foundation for teamwork and defines how people will work together beyond just a collection of individuals. While culture is driven by various factors, leaders must advocate for and protect the culture through their behavior, communication, and how they run the business. HR's role is to provide tools and coaching to help leaders drive the desired culture.
Do you dream of building a better organization?
* Where core values run through every part of the organization?
* Where people feel energized and inspired by work, and seek to solve challenges and own the results?
* Where innovation emerges organically from customer and stakeholder engagement?
* Where human beings are not just numbers on a balance sheet but the driving force of your success?
You need a live culture.
The Lean Startup Basics and Intro for BeginnersBlaz Kos
The presentation focuses on providing an overview, fundamentals and history of the concept of the lean startup companies.
The presentation very clearly shows why business plans are not that much important anymore, what is waste in business and how to reduce it and why every start-up must be a learning organization.
The Best Culture Wins is a case study on how HR and management worked together to build the best culture in a competitive industry. Not only did their culture produce financial results in the top 1% for comparable companies, but they transformed the idea of how leaders define, measure and improve company culture. www.ourthreads.com
This document outlines steps for creating a strong customer service culture. It recommends starting with a clear vision and core values, then teaching, defining, living, measuring and rewarding excellent customer service. Specific tactics discussed include journey mapping customer experiences, training employees on service fundamentals like solving problems and going the extra mile, and modeling the customer-centric cultures of companies like Netflix and Zappos. The goal is to develop a team focused on delivering the best possible customer experiences.
Today’s top recruiters embrace data to employ a forward-thinking and data-driven approach to recruiting and hiring. What sets today’s top recruiters apart is their ability to leverage technology and data to develop insights that then inform their recruiting tactics.
So how can you use technology to build reports that yield meaningful insights to improve your hiring process?
Join Jon Stross, Co-Founder and President at Greenhouse and Liz Zenz, Recruiting Operations Manager at R/GA to learn how to win at reporting. You’ll walk away knowing:
- Reporting best practices from forward-thinking companies like yours
- How to drive consistent improvement by engaging your stakeholders in a thoughtful report cadence
- How successful hiring teams use data proactively to change behavior
The future of work comes as you fast. When you blink, it’s here. As a recruiter, it’s crucial we keep pace with all the things happening around us that can impact our ability to identify, engage, and attract candidates. This webinar, hosted by recruiting veteran Lars Schmidt, will explore the impact of coming trends on recruiting, and provide actionable tips and recommendations on how to stay on top of what’s now and what’s next.
Employer Branding vs. Recruitment Marketing (And How to Use Them Together)GreenhouseSoftware
There’s a big difference between employer branding and recruitment marketing.
They’re both a key part of building a successful hiring strategy, but many HR and talent acquisition professionals use them synonymously (or even get them confused). If you want to attract the best-fit talent for your team, it’s crucial to understand how the two concepts are unique—and how they can complement each other.
In this deck, Abigail Horne, Senior Talent Acquisition Manager at Bettercloud will break down the key differences between employer branding and recruitment marketing, and how to use them together to boost your recruiting efforts.
Hiring and Empowering Managers: How To Recruit & Train Managers To Maximize T...GreenhouseSoftware
This document summarizes a webinar about hiring and empowering managers. It discusses how to use structured hiring to recruit managers, including defining the ideal candidate, using a deliberate assessment process, and making data-driven decisions. It also covers how to empower managers through establishing a feedback culture, providing specific feedback to direct growth, and developing managers' skills through training. The webinar concludes with a fireside chat on managing managers effectively by aligning goals, understanding career aspirations, and establishing feedback processes.
Investing in people through improved hiring, onboarding, management, development and culture can significantly increase employee lifetime value. A model is presented comparing two scenarios: one with typical practices and one with improved practices in each area. The scenario with improved practices leads to employees who ramp up faster, perform 20% better, see a 20% increase in performance after a year of development, and stay at the company a year longer. Over a three year period, these improved practices result in total revenue that is 2.5 times higher than the scenario with typical practices, demonstrating a large return on investment from investing in people.
1. The document summarizes a webinar discussing best practices for rapidly scaling hiring while maintaining company culture.
2. Speakers from Greenhouse and Hired provided lessons on establishing organizational foundations to support growth, instilling frameworks for high-volume hiring through automation and structured processes, and continuing to embody core cultural values as a company increases in size.
3. Attendees learned about sourcing strategies, prioritizing active over passive candidates to fill roles quickly, and balancing adding new culture while preserving existing non-negotiable cultural aspects.
Hire Top Talent: Using New Hire Performance Data to Improve HiringGreenhouseSoftware
As your organization grows and your recruiting team makes more and more hires, the ultimate measure of success is how those new hires perform. To get to a place where you can report on this data, you must focus your team on outcomes and build strong relationships with your hiring managers.
On Wednesday, June 13, 2018, Lauren Holzer, Director of Talent Acquisition at WeddingWire joins Greenhouse Customer Success Manager, Rosa Gandler to discuss how to improve your hiring process through team alignment and iterating on data.
In this webinar you’ll learn how to:
- Focus your team on outcomes
- Build hiring manager relationships and process alignment
- Leverage performance data to iterate on existing processes
As the end of the academic year rapidly approaches, forward-thinking companies are preparing campus recruiting events to increase visibility and source new college graduates. Among these new grads? The first wave of Generation Z.
Entrepreneurial, highly individual and true digital natives, Gen Z-ers have a unique perspective on work and their careers. They also have different sets of needs and interests. So what does it currently take to win at campus recruiting?
In this webinar, Red Ventures and Revature will discuss how campus recruiting helped them reach their hiring goals, the strategies they are evolving to reach this new wave of talent, and how getting your jobs in front of informed candidates can give your company a big advantage.
How Programmatic Technology, not AI, Will Impact the Recruiting IndustryGreenhouseSoftware
The recruiting industry is running on business models like Cost per Applicant, monthly subscriptions and Cost per Click - pricing models that have no notion of quality or fit. When you pay for clicks, you get clicks. Enter programmatic, a technology that has been transforming industries like Digital Advertising and E-commerce for over a decade with a simple notion - buyers deserve to know what they are buying. You would never buy a car without knowing exactly what it is, why would you buy an ad placement or a candidate without knowing anything about it?
In this webinar, you'll learn why programmatic, not AI, is the real technology driving transformation in recruiting. Learn how it is connecting recruiters, job seekers and job sites in a network of trade that will make all parties more successful. How it will make qualified talent available to you, anytime, on demand and cutting weeks from the hiring process. And it how will make the job search experience more human and rewarding, allowing candidates to quickly connect with interested potential employers.
Finally, you'll hear from a mutual Greenhouse and Uncommon customer how programmatic technology has improved their recruiting experience.
6 Recruiting & Onboarding Trends for Long-Lasting Employee RetentionGreenhouseSoftware
The average cost to hire per employee is at an all-time high—$4,129, which means recruiting the right talent and onboarding them effectively is more critical to companies’ bottom lines than ever. Because of this, Greenhouse and Quantum Workplace partnered to create an eBook filled with the research, trends, and advice you need to implement a strategy that works, using data from nearly 400 HR and business leaders.
Now, we’re bringing the eBook to life through a webinar. Recruiting and onboarding experts at Greenhouse and Quantum Workplace will offer their own personal experiences and perspectives on top recruiting and onboarding trends.
How Kabbage Defines their Ideal Candidate – A New Approach to a Standard Job ...GreenhouseSoftware
Even after going through the necessary steps to post a job description to your careers page, have you ever been left with curiosity around what the role is really about? In a competitive marketplace it’s essential that job descriptions are unique, to the point, and stand out among the rest.
But where do you begin to make that happen? And how can you ensure you have a compelling job description if your hiring manager repurposes old ones?
Kabbage, a financial technology also recognized as a 2017 Best Place to Work by Glassdoor has redesigned their entire job description process. They’ve pushed away the standard job description and incorporated a process that leaves the company and applicant knowing exactly what the ideal candidate looks like.
You’ll learn:
- How to create a strong partnership with your hiring manager (from job kick-off to new hire orientation)
- Critical thinking strategies to create an effective and appealing job description
- Tactics to bring in more qualified candidates in your recruiting pipeline and enhance the candidate experience
Hiring Hacks: Beyond the Buzzword – How to Improve your Candidate ExperienceGreenhouseSoftware
Are you curious what makes a great candidate experience?
Candidate experience may be a bit of a buzzword. We get it.
But did you know that a great candidate experience can improve your quality of hire by 70%?
It starts from the moment the candidate looks at the job on your careers page and continues through every step of the hiring process.
Join Checkr and Greenhouse to learn:
- Why candidate experience matters
- 3 key elements that drive a memorable candidate experience
- How new software tools are redefining what a modern candidate experience looks like
Hiring Hacks: What to look for when considering new technology to recruit & r...GreenhouseSoftware
The document discusses what to consider when choosing new technology to recruit and retain talent. Some key factors discussed include:
- Ensuring the technology will scale to meet future needs, have good user adoption, provide training and support, and integrate well.
- Focusing on solutions that address actual problems, not just perceived issues, and on features that matter most to your goals.
- Considering return on investment and whether the technology will save time or money.
- Choosing a vendor aligned with your organization's vision and philosophy.
Hiring Hacks: How to Foster a More Diverse and Inclusive WorkplaceGreenhouseSoftware
Diversity in the workplace has so many benefits: It helps ensure your company reflects the clients you serve and the world around you, it creates a positive work environment, and it leads to better business results.
But it can still be a challenge for organizations to hire and retain employees from diverse backgrounds.
In this webinar, you’ll learn from two experts who will discuss:
- The value of diversity and why companies should care
- How to create specific diversity goals and metrics
- Tips for companies to prioritize their diversity and inclusion for 2017
- Tangible steps towards implementing a diversity plan company wide
Hiring Hacks: How to Improve your Candidate Experience in 2017GreenhouseSoftware
Candidate experience is a buzzword that continues to pop up in conversations throughout the Talent Acquisition community.
Every company wants candidates to walk away from the application process feeling positive about the experience (whether they landed the job or not).
Unfortunately, that’s not always the case. Some companies don't prioritize candidate experience or don't allocate enough resources to it. And taking the time to focus on candidate experience can have big benefits for your company.
You'll Learn:
- Why you should focus more on candidate experience in 2017
- What the return on investment (ROI) is for your business and how to articulate that to executives
- When the right time is to conduct a candidate survey
- How Greenhouse leveraged data and improved our own candidate experience
Hiring Hacks: How Stripe Creatively Finds Candidates and Builds a Recruiting ...GreenhouseSoftware
One of the biggest challenges all recruiters face is where to find the best candidates. And even if you’ve found a great source of top talent, how do you keep them interested and moving through your pipeline?
The Recruiting team at Stripe has faced these challenges head on and is excited to share their tips and tricks with you. They’ve built such a strong recruiting culture that around 40% of their hires were introduced through employee referrals! Join Katie Bishop, Recruiter, and Lizz Hounshell, Recruiting Operations Manager, to discuss creative methods for sourcing candidates and how to build a company-wide recruiting culture.
You'll learn:
- Stripe’s unique approach to prospecting and building a talent pipeline in Greenhouse
- Why Stripe has embraced referrals without bonuses—and why that tactic was so successful
- How Stripe uses Teamable to scale their referral program
Ways to prioritize both diversity and referrals to build an inclusive organization
- Tips for including recruiting and referral education in your onboarding program
Hiring Hacks: How to Supercharge your Talent Brand to Attract Technical Talent GreenhouseSoftware
As a recruiter, you are likely pursuing a number of avenues to try and effectively engage technical talent. But how big of an impact are you really making if you aren't capturing and sharing your employer brand?
And what's the best way to do it?
Tarek Pertew, Co-Founder & Chief Creative officer of Uncubed explains why video is fast becoming the most important tool for recruiters to build and strengthen their employer brand and hire technical talent.
You'll learn:
- Tips for capturing and articulating your employer brand.
- The undeniable statistics & trends that show video is THE format for millennial content consumption.
- How to build and maintain a compelling tech blog.
- What immersive employer branding is and how you can use it today.
Hiring Hacks: How Twitter’s Head of Talent Acquisition Approaches Inclusion a...GreenhouseSoftware
Everyone can recognize the importance of building a diverse company, yet achieving diversity is a challenge for many companies. But there really are concrete steps you can take to drive change.
In this Hiring Hacks webinar find out what Steve Wells, Head of Talent Acquisition at Twitter is doing with Twitter’s diversity and inclusion programs. Steve will share what changes he’s made from getting executive buy-in to iterating on the hiring process, including blind testing and pipeline analysis.
In this webinar, you’ll learn:
- Which strategies Twitter has put in place to achieve their diversity goals and the outcomes they’ve had so far
- How to measure your company’s candidate pipeline and hiring track record
- Specific strategies for working with executives to achieve diversity recruiting goals
- Tips on how to calculate the ROI of different tools and techniques
This document discusses performance-based hiring and how to improve the quality of hires. It advocates for using a performance-based approach to job descriptions, interviews, and sourcing candidates. The document calculates that improving hire quality by 20% could yield over 1000% return on investment by increasing annual profits by millions of dollars. It also outlines strategies like focusing 40% of hires on candidates with potential but not perfect experience and getting referrals from those candidates.
Hiring Hacks: How Formlabs Designed a Growth-Centered Internship ProgramGreenhouseSoftware
With great growth comes great responsibility.
Some companies add to their headcount at a blistering pace, only to have to let people go when the funding runs out.
But it doesn’t have to be this way. Boston-based 3D printing startup Formlabs found a way to grow their company from 10 to 140 people in 3 years. One of the keys to their success was a robust internship program.
The People Operations team at Formlabs consists of only three full-cycle recruiters, but everyone at the company is empowered to source, hire, and manage interns, making this a truly unique program.
In this Hiring Hacks, Virginia White, head of People Operations at Formlabs, shares how Formlabs built an internship program that converted to full-time employees at a rate of 50% during its first two years, increased employer brand awareness of Formlabs in the local community, and led to some of the most productive periods of achievement in the company’s history.
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...Alexey Krivitsky
Is Agile dead? It depends on what you mean by 'Agile'. If you mean that the organizations are not getting the promised benefits because they were focusing too much on the team-level agile "ways of working" instead of systemic global improvements -- then we are in agreement. It is a misunderstanding of Agility that led us down a dead-end. At Org Topologies, we see bright sparks -- the signs of the 'second wave of Agile' as we call it. The emphasis is shifting towards both in-team and inter-team collaboration. Away from false dichotomies. Both: team autonomy and shared broad product ownership are required to sustain true result-oriented organizational agility. Org Topologies is a package offering a visual language plus thinking tools required to communicate org development direction and can be used to help design and then sustain org change aiming at higher organizational archetypes.
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Sethurathnam Ravi: A Legacy in Finance and LeadershipAnjana Josie
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
A team is a group of individuals, all working together for a common purpose. This Ppt derives a detail information on team building process and ats type with effective example by Tuckmans Model. it also describes about team issues and effective team work. Unclear Roles and Responsibilities of teams as well as individuals.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...dsnow9802
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...Dr. Nazrul Islam
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
20. SCH SF
G R O W T H : Tw o n e w o f f i c e s : S c h e n e c t a d y & S a n F r a n c i s c o
21. • 97% of employees are proud to work at Quirky
• 94% of employees have or would work over
a weekend to complete a project
• 90% of employees often talk about Quirky
• 85% of employees are motivated by Quirky’s
culture
• 31% reduced attrition
T H E R E S U LT S A R E I N …
22. Best Places to Work 2015
Employee’s Choice Award | Companies Under 1,000
#8
23. WE’RE ON A MISSION TO CONTINUE
MAKING INVENTION ACCESSIBLE.
31. CULTURE
ANSWERS THESE
QUESTIONS
• What is our mission / What are
we passionate about?
• How will we serve our clients
and customers?
• How will we work together as a
team?
• How will I contribute as an
individual?
• How do we communicate
internally and externally?
• What do we celebrate / How do
we celebrate?
• How do we overcome
obstacles and conflict?
• How do we move forward?
• What types of policies should
we implement?
• What does our office
environment look like?
37. BUILDING
CULTURE
DO
• Understand what your current
culture is
• Define what you want your culture
to be
• Make sure your mission, vision,
and values honestly reflect what
you want your culture to be
• Clearly communicate what you
want your culture to be throughout
• Make sure it’s believed and practiced
from the top down
• Measure the state of your culture
• Hold everyone accountable to being
a culture fit (Recruitment, performance
management, etc.)
38. BUILDING
CULTURE
DON’T
• Ignore it!
• Hire employees who aren’t
a culture fit
• Create bad managers
• Forget about learning and
development opportunities
44. RULES OF HUMAN
INTERACTION
DO DON’T
• Attend team
meetings
• Weekly 1 on 1 with
HM
• Encourage a process
with HM/Team
interaction
• Run and hide
• Rely on e-mail
• Assume things
• Over promise
48. “The right interaction, technology
and analytics will help you become
a recruitment strategic business
partner”
49. REMEMBER!
• There is always a culture
• Everything affects culture
• Start thinking about your Culture Brand
• Building a culture of engagement makes good business
sense
• Be a strategic business partner
• Human interaction, Analytics and Technology
51. References
1. Sorenson, S. (2013, June 20) How Employee Engagement Drives Growth.
http://www.gallup.com/businessjournal/163130/employee-engagement-drives-
growth.aspx
2. ERC. (2013, March 6) Workplace Culture: What it is, Why it Matters, and How
to define it. http://www.yourerc.com/blog/post/Workplace-Culture-What-it-Is-
Why-it-Matters-How-to-Define-It.aspx