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About "Ensuring staff retention and skill development" topic:
Talk about the best attraction and retention strategies that work to motivate and manage today’s staff.
1 insight , 5 debates , 1 idea contests on topic: "Ensuring staff retention and skill development"
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Ideate: "How to excel your employees when it comes to global supply chain skills?" deleted from your view.
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Debate: "Female staff increase work performance?" deleted from your view.
Debate: "how we can expect staff to work more for you?" deleted from your view.
Debate: "ways of retention" deleted from your view.
Debate: "Method for Employee retention " deleted from your view.
Insight: "Effective Retention Policy- The baseline of Attrition control" deleted from your view.
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Build a Foundation of Effectiveness Throughout Your Organization - Join 7 H Associates Hyd
Posted by: Naheed
Activity: 9 referals , 15 comments, 233 views
Dear Sir / Madam, Greetings!!! Successful organizations and teams depend on personal performance, and personal effectiveness is nowhere more important than with your non-managerial, administrative, and staff-level employees. True, fully-aligned workforce performance demands that all employees share a common vision around your organization’s mission, values, and goals, and that individuals are effective, both personally and professionally. With FranklinCovey’s one-day 7 Habits of Highly Effective People Introductory Workshop for Associates held on 16 th May 09 Hyd you can achieve sustainable superior performance across your entire organization. The universal principles taught in this workshop allow you to develop a common framework for improving character and harnessing the capacity of your workforce. This is even more critical as a new generation enters the workplace with a new set of values, perceptions, and expectations. Your organization will: • Increase retention rates,...
Posted by: RAHUL SMITH
Activity: 562 referals , 38 comments, 1620 views
One young academically excellent person went for an interview for a managerial position in a big company. He passed the first interview; BUT in that Company, the director did the last interview, made the last decision. The director discovered from the CV, that the youth's academic result was excellent all the way, from the secondary school until the postgraduate research, never was there a year he did not score. The director asked, "Did you obtain any scholarship in school?" and the youth answered "no". The director asked, " Did your father pay your school fees?". The youth answered, "my father passed away when I was one year old and it was my mother who paid my school fees". The director asked, " Where did your mother work?" the youth answered, "my mother worked as cloth cleaner." The director requested the youth to show his hands and the youth showed a pair of hands that was smooth and perfect to the director. The director asked, " Did you ever help your mother wash clothes...
Posted by: ujjval jain
Activity: 241 referals , 9 comments, 2020 views
Private labels V/s national brands-The undercurrent battle! This is very interesting to note that what is making national brands vexing is not the competitors alone but the surge of private labels which seems to be eating out major chunk of the pie, traditionally a part of the appetite of the former. Private Label Manufacturer's Association categorizes PL manufacturers into 4 main categories: Large national brand manufacturers that utilize their expertise and excess plant capacity to supply store brands. Mall, quality manufacturers who specialize in particular product lines and concentrate on producing store brands almost exclusively. Often these companies are owned by corporations that also produce national brands. Major retailers and wholesalers that own their own manufacturing facilities and provide store brand products for themselves. Regional brand manufacturers that produce private label products for specific markets. In 2008, private labels had taken over 25% to 50% in...
Posted by: Dr. Ray
Activity: 243 referals , 5 comments, 252 views
W elcome to our ‘MahaManan Kendra’ ( MahaManan education center). We think, customary (formal) academic (school – college etc.) education is not sufficient for true development of human beings. For that, we need such an uncustomary (non-formal) basic self-development education which can help us to be fully developed human beings. We want to establish an excellent –incomparable system of essential education for true universal self-development, world wide– that is ‘MahaDharma’ –the ideal way of better living –the way to better life. ‘MahaManan’ is the practical aspect of ‘MahaDharma’. We are benefited and we want also you be benefited with us! If you are interested in this program, please join us and extend your helping hands. 'MahaManan' that is to say-- 'Maha Atma-Vikas' with 'Maha-Yoga' education (the excellent true universal self-developmental education) is not only some different from other Yoga and self-developmental procedure, but something special. 'Maha Atma-Vikas'...
Posted by: JAISIMHA DAS
Activity: 0 referals , 2 comments, 224 views
Nicholas Carr's article "IT Doesn't Matter" (Harvard Business Review, May 2003) challenges the value proposition for IT. He argues that as companies become more dependent on IT for their day-to-day operations, so the emphasis switches to managing availability, reliability and security. As such, businesses should manage IT as a commodity. Do you subscribe to the Carr view? Do you align IT with the business in a purely supportive role? But innovations within IT continue to create possibilities and options for businesses that did not exist before. But where IT engages the business, pro actively and as an equal, companies will be able to continue to deliver strategic advantage through IT. The following will be useful in assessing the level of business engagement: - to whom does the IT function report in your business? For example, the Board (where the CIO/IT director is a Board member), the CEO (who has a business development focus), the COO (who has a business operations focus) or the...
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