際際滷shows by User: BhupeshChaurasia / http://www.slideshare.net/images/logo.gif 際際滷shows by User: BhupeshChaurasia / Fri, 30 Nov 2018 10:17:16 GMT 際際滷Share feed for 際際滷shows by User: BhupeshChaurasia How Can Better Collaboration Between HR and Finance Help High -Bandwidth Optical Networks Run Faster? /slideshow/how-can-better-collaboration-between-hr-and-finance-help-high-bandwidth-optical-networks-run-faster/124477088 oclaro-bts-181130101716
Using cloud-based SAP速SuccessFactors速solutions and SAP S/4HANA速, Oclaro put enterprise data at the fingertips of its employees. Now, people can share information in real time,collaborate more effectively, and make decisions confidently]]>
Using cloud-based SAP速SuccessFactors速solutions and SAP S/4HANA速, Oclaro put enterprise data at the fingertips of its employees. Now, people can share information in real time,collaborate more effectively, and make decisions confidently]]> Fri, 30 Nov 2018 10:17:16 GMT /slideshow/how-can-better-collaboration-between-hr-and-finance-help-high-bandwidth-optical-networks-run-faster/124477088 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) How Can Better Collaboration Between HR and Finance Help High -Bandwidth Optical Networks Run Faster? BhupeshChaurasia Using cloud-based SAP速SuccessFactors速solutions and SAP S/4HANA速, Oclaro put enterprise data at the fingertips of its employees. Now, people can share information in real time,collaborate more effectively, and make decisions confidently <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/oclaro-bts-181130101716-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Using cloud-based SAP速SuccessFactors速solutions and SAP S/4HANA速, Oclaro put enterprise data at the fingertips of its employees. Now, people can share information in real time,collaborate more effectively, and make decisions confidently
How Can Better Collaboration Between HR and Finance Help High -Bandwidth Optical Networks Run Faster? from Bhupesh Chaurasia
]]> 183 4 https://cdn.slidesharecdn.com/ss_thumbnails/oclaro-bts-181130101716-thumbnail.jpg?width=120&height=120&fit=bounds presentation Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Making compensation pay: Increasing the ROI from monetary investments spent on employees /slideshow/making-compensation-pay-increasing-the-roi-from-monetary-investments-spent-on-employees/113749063 wp-make-compensation-pay-180910103511
Recent transformations in performance management and compensation practices are making it possible for companies to rethink traditional compensation approaches and reward employees in more meaningful ways. This paper shares insights from business leaders, compensation professionals, managers and front-line employees regarding the current and future state of monetary and non-monetary rewards. #hr #hrtechnology #hrm #humanresources #hrtech #hrms #humancapital #hrblogs #HCM #HRIS]]>
Recent transformations in performance management and compensation practices are making it possible for companies to rethink traditional compensation approaches and reward employees in more meaningful ways. This paper shares insights from business leaders, compensation professionals, managers and front-line employees regarding the current and future state of monetary and non-monetary rewards. #hr #hrtechnology #hrm #humanresources #hrtech #hrms #humancapital #hrblogs #HCM #HRIS]]> Mon, 10 Sep 2018 10:35:11 GMT /slideshow/making-compensation-pay-increasing-the-roi-from-monetary-investments-spent-on-employees/113749063 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) Making compensation pay: Increasing the ROI from monetary investments spent on employees BhupeshChaurasia Recent transformations in performance management and compensation practices are making it possible for companies to rethink traditional compensation approaches and reward employees in more meaningful ways. This paper shares insights from business leaders, compensation professionals, managers and front-line employees regarding the current and future state of monetary and non-monetary rewards. #hr #hrtechnology #hrm #humanresources #hrtech #hrms #humancapital #hrblogs #HCM #HRIS <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/wp-make-compensation-pay-180910103511-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Recent transformations in performance management and compensation practices are making it possible for companies to rethink traditional compensation approaches and reward employees in more meaningful ways. This paper shares insights from business leaders, compensation professionals, managers and front-line employees regarding the current and future state of monetary and non-monetary rewards. #hr #hrtechnology #hrm #humanresources #hrtech #hrms #humancapital #hrblogs #HCM #HRIS
Making compensation pay: Increasing the ROI from monetary investments spent on employees from Bhupesh Chaurasia
]]> 497 8 https://cdn.slidesharecdn.com/ss_thumbnails/wp-make-compensation-pay-180910103511-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 The Peloton Model of Social Performance Management /slideshow/the-peloton-model-of-social-performance-management/109032286 wp-peloton-model-180808063348
A discussion of how to manage employee performance taking into account how peoples actions affect and are influenced by the behaviors of their fellow team members, work groups and organizations. ]]>
A discussion of how to manage employee performance taking into account how peoples actions affect and are influenced by the behaviors of their fellow team members, work groups and organizations. ]]> Wed, 08 Aug 2018 06:33:48 GMT /slideshow/the-peloton-model-of-social-performance-management/109032286 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) The Peloton Model of Social Performance Management BhupeshChaurasia A discussion of how to manage employee performance taking into account how peoples actions affect and are influenced by the behaviors of their fellow team members, work groups and organizations. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/wp-peloton-model-180808063348-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> A discussion of how to manage employee performance taking into account how peoples actions affect and are influenced by the behaviors of their fellow team members, work groups and organizations.
The Peloton Model of Social Performance Management from Bhupesh Chaurasia
]]> 269 4 https://cdn.slidesharecdn.com/ss_thumbnails/wp-peloton-model-180808063348-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Talking About Compensation: Easier Said Than Done /slideshow/talking-about-compensation-easier-said-than-done/108908860 wp-talk-about-compensation-180807113145
To drive workforce performance, pay decisions must be perceived as being fair and appropriate by employees. This requires that decisions be transparently and effectively communicated to employees. Learn how you can redesign compensation training to ensure these potentially difficult but necessary conversations between employees and managers are successful.]]>
To drive workforce performance, pay decisions must be perceived as being fair and appropriate by employees. This requires that decisions be transparently and effectively communicated to employees. Learn how you can redesign compensation training to ensure these potentially difficult but necessary conversations between employees and managers are successful.]]> Tue, 07 Aug 2018 11:31:45 GMT /slideshow/talking-about-compensation-easier-said-than-done/108908860 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) Talking About Compensation: Easier Said Than Done BhupeshChaurasia To drive workforce performance, pay decisions must be perceived as being fair and appropriate by employees. This requires that decisions be transparently and effectively communicated to employees. Learn how you can redesign compensation training to ensure these potentially difficult but necessary conversations between employees and managers are successful. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/wp-talk-about-compensation-180807113145-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> To drive workforce performance, pay decisions must be perceived as being fair and appropriate by employees. This requires that decisions be transparently and effectively communicated to employees. Learn how you can redesign compensation training to ensure these potentially difficult but necessary conversations between employees and managers are successful.
Talking About Compensation: Easier Said Than Done from Bhupesh Chaurasia
]]> 89 2 https://cdn.slidesharecdn.com/ss_thumbnails/wp-talk-about-compensation-180807113145-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Can You Pay People Without Rating Them? /slideshow/can-you-pay-people-without-rating-them/103912563 wp-managing-compensation-180702072005
The field of performance management is experiencing a transformation. But for compensation professionals, these changes can be concerning as they can directly impact processes used to allocate pay and rewards. Learn how companies are overcoming these challenges and are successfully managing compensation in this changing performance management climate. ]]>
The field of performance management is experiencing a transformation. But for compensation professionals, these changes can be concerning as they can directly impact processes used to allocate pay and rewards. Learn how companies are overcoming these challenges and are successfully managing compensation in this changing performance management climate. ]]> Mon, 02 Jul 2018 07:20:05 GMT /slideshow/can-you-pay-people-without-rating-them/103912563 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) Can You Pay People Without Rating Them? BhupeshChaurasia The field of performance management is experiencing a transformation. But for compensation professionals, these changes can be concerning as they can directly impact processes used to allocate pay and rewards. Learn how companies are overcoming these challenges and are successfully managing compensation in this changing performance management climate. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/wp-managing-compensation-180702072005-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> The field of performance management is experiencing a transformation. But for compensation professionals, these changes can be concerning as they can directly impact processes used to allocate pay and rewards. Learn how companies are overcoming these challenges and are successfully managing compensation in this changing performance management climate.
Can You Pay People Without Rating Them? from Bhupesh Chaurasia
]]> 263 3 https://cdn.slidesharecdn.com/ss_thumbnails/wp-managing-compensation-180702072005-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 The value of human capital management technology /slideshow/the-value-of-human-capital-management-technology/102575281 hcm-study-infographic-180618053730
Findings From a Study Done With Self-Reported Data From 105 SAP SuccessFactors Customers ]]>
Findings From a Study Done With Self-Reported Data From 105 SAP SuccessFactors Customers ]]> Mon, 18 Jun 2018 05:37:30 GMT /slideshow/the-value-of-human-capital-management-technology/102575281 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) The value of human capital management technology BhupeshChaurasia Findings From a Study Done With Self-Reported Data From 105 SAP SuccessFactors Customers <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/hcm-study-infographic-180618053730-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Findings From a Study Done With Self-Reported Data From 105 SAP SuccessFactors Customers
The value of human capital management technology from Bhupesh Chaurasia
]]> 240 3 https://cdn.slidesharecdn.com/ss_thumbnails/hcm-study-infographic-180618053730-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Managing the Next Generation of Compensation Strategies /slideshow/managing-the-next-generation-of-compensation-strategies/98628756 wp-compensation-trends-180525064504
Compensation practices are starting to go through a major transformation. To survive major shifts in pay philosophy and practice, companies must be proactive in preparing for them. This may require significant adjustments in how companies plan for, monitor, and communicate compensation decisions in general. Here is a peek into four lessons learned so far.]]>
Compensation practices are starting to go through a major transformation. To survive major shifts in pay philosophy and practice, companies must be proactive in preparing for them. This may require significant adjustments in how companies plan for, monitor, and communicate compensation decisions in general. Here is a peek into four lessons learned so far.]]> Fri, 25 May 2018 06:45:04 GMT /slideshow/managing-the-next-generation-of-compensation-strategies/98628756 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) Managing the Next Generation of Compensation Strategies BhupeshChaurasia Compensation practices are starting to go through a major transformation. To survive major shifts in pay philosophy and practice, companies must be proactive in preparing for them. This may require significant adjustments in how companies plan for, monitor, and communicate compensation decisions in general. Here is a peek into four lessons learned so far. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/wp-compensation-trends-180525064504-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Compensation practices are starting to go through a major transformation. To survive major shifts in pay philosophy and practice, companies must be proactive in preparing for them. This may require significant adjustments in how companies plan for, monitor, and communicate compensation decisions in general. Here is a peek into four lessons learned so far.
Managing the Next Generation of Compensation Strategies from Bhupesh Chaurasia
]]> 225 3 https://cdn.slidesharecdn.com/ss_thumbnails/wp-compensation-trends-180525064504-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 SAP White Paper - Future of Work & Organizations /BhupeshChaurasia/sap-white-paper-future-of-work-organizations exp-hunt-creating-digital-ready-organizations-180514095358
Digitalization is used to describe the integration of computerized technology into virtually every aspect of life and work. Technology is transforming our lives in ways ranging from how we shop to how we build social relationships. This transformation is happening both at home and at work. Finance, marketing, human resources, supply chain, procurement, manufacturing, customer service, and all other areas of business operations are being radically rethought due to technological innovations such as cloud platforms, machine learning, mobile solutions, the Internet of Things, and blockchain ]]>
Digitalization is used to describe the integration of computerized technology into virtually every aspect of life and work. Technology is transforming our lives in ways ranging from how we shop to how we build social relationships. This transformation is happening both at home and at work. Finance, marketing, human resources, supply chain, procurement, manufacturing, customer service, and all other areas of business operations are being radically rethought due to technological innovations such as cloud platforms, machine learning, mobile solutions, the Internet of Things, and blockchain ]]> Mon, 14 May 2018 09:53:58 GMT /BhupeshChaurasia/sap-white-paper-future-of-work-organizations BhupeshChaurasia@slideshare.net(BhupeshChaurasia) SAP White Paper - Future of Work & Organizations BhupeshChaurasia Digitalization is used to describe the integration of computerized technology into virtually every aspect of life and work. Technology is transforming our lives in ways ranging from how we shop to how we build social relationships. This transformation is happening both at home and at work. Finance, marketing, human resources, supply chain, procurement, manufacturing, customer service, and all other areas of business operations are being radically rethought due to technological innovations such as cloud platforms, machine learning, mobile solutions, the Internet of Things, and blockchain <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/exp-hunt-creating-digital-ready-organizations-180514095358-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Digitalization is used to describe the integration of computerized technology into virtually every aspect of life and work. Technology is transforming our lives in ways ranging from how we shop to how we build social relationships. This transformation is happening both at home and at work. Finance, marketing, human resources, supply chain, procurement, manufacturing, customer service, and all other areas of business operations are being radically rethought due to technological innovations such as cloud platforms, machine learning, mobile solutions, the Internet of Things, and blockchain
SAP White Paper - Future of Work & Organizations from Bhupesh Chaurasia
]]> 210 4 https://cdn.slidesharecdn.com/ss_thumbnails/exp-hunt-creating-digital-ready-organizations-180514095358-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Secure HR Platform for Utilities /slideshow/secure-hr-platform-for-utilities/96679881 utilities-successfactors-brochure-180511071012
Utility companies are constantly threatened by bad actors seeking to hack into their systems and probing for weaknesses to exploit. For utility HR and IT departments, mitigating this threat while protecting employees personally identifiable information (PII) is more critical than ever. As the threats to utilities increase, utility companies need systems that reduce overall vulnerability and protect employee privacy and the trust of citizens. ]]>
Utility companies are constantly threatened by bad actors seeking to hack into their systems and probing for weaknesses to exploit. For utility HR and IT departments, mitigating this threat while protecting employees personally identifiable information (PII) is more critical than ever. As the threats to utilities increase, utility companies need systems that reduce overall vulnerability and protect employee privacy and the trust of citizens. ]]> Fri, 11 May 2018 07:10:12 GMT /slideshow/secure-hr-platform-for-utilities/96679881 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) Secure HR Platform for Utilities BhupeshChaurasia Utility companies are constantly threatened by bad actors seeking to hack into their systems and probing for weaknesses to exploit. For utility HR and IT departments, mitigating this threat while protecting employees personally identifiable information (PII) is more critical than ever. As the threats to utilities increase, utility companies need systems that reduce overall vulnerability and protect employee privacy and the trust of citizens. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/utilities-successfactors-brochure-180511071012-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Utility companies are constantly threatened by bad actors seeking to hack into their systems and probing for weaknesses to exploit. For utility HR and IT departments, mitigating this threat while protecting employees personally identifiable information (PII) is more critical than ever. As the threats to utilities increase, utility companies need systems that reduce overall vulnerability and protect employee privacy and the trust of citizens.
Secure HR Platform for Utilities from Bhupesh Chaurasia
]]> 103 1 https://cdn.slidesharecdn.com/ss_thumbnails/utilities-successfactors-brochure-180511071012-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Learning in the Cloud for Regulated Industries /slideshow/learning-in-the-cloud-for-regulated-industries/92385931 learning-in-the-cloud-180330063122
Does a multi-tenant SaaS learning management system (LMS) have a role in a compliance-driven, highly regulated work environment? Organizations in regulated industries such as life sciences, medical device manufacturers, and pharmaceuticals struggle with adopting SaaS learning solutions because of the need to comply with a range of Good Practice requirements generally known as GxP.]]>
Does a multi-tenant SaaS learning management system (LMS) have a role in a compliance-driven, highly regulated work environment? Organizations in regulated industries such as life sciences, medical device manufacturers, and pharmaceuticals struggle with adopting SaaS learning solutions because of the need to comply with a range of Good Practice requirements generally known as GxP.]]> Fri, 30 Mar 2018 06:31:22 GMT /slideshow/learning-in-the-cloud-for-regulated-industries/92385931 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) Learning in the Cloud for Regulated Industries BhupeshChaurasia Does a multi-tenant SaaS learning management system (LMS) have a role in a compliance-driven, highly regulated work environment? Organizations in regulated industries such as life sciences, medical device manufacturers, and pharmaceuticals struggle with adopting SaaS learning solutions because of the need to comply with a range of Good Practice requirements generally known as GxP. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/learning-in-the-cloud-180330063122-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Does a multi-tenant SaaS learning management system (LMS) have a role in a compliance-driven, highly regulated work environment? Organizations in regulated industries such as life sciences, medical device manufacturers, and pharmaceuticals struggle with adopting SaaS learning solutions because of the need to comply with a range of Good Practice requirements generally known as GxP.
Learning in the Cloud for Regulated Industries from Bhupesh Chaurasia
]]> 855 4 https://cdn.slidesharecdn.com/ss_thumbnails/learning-in-the-cloud-180330063122-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Develop a More Diverse and Inclusive Workforce /slideshow/develop-a-more-diverse-and-inclusive-workforce/91117963 tech-genderequality-businessbeyondbias-ebook-180319062921
This document isnt simply about improving diversity, although there are many reasons why you should starting with research that shows more diverse teams are more successful and more productive. Its also about understanding why bias happens and how to address it. The issues that start with bias in business are the same issues that undermine employee commitment, performance, and retention. So, creating more inclusive cultures isnt just about improving social fairness and equity; it is also about improving business performance and growth.]]>
This document isnt simply about improving diversity, although there are many reasons why you should starting with research that shows more diverse teams are more successful and more productive. Its also about understanding why bias happens and how to address it. The issues that start with bias in business are the same issues that undermine employee commitment, performance, and retention. So, creating more inclusive cultures isnt just about improving social fairness and equity; it is also about improving business performance and growth.]]> Mon, 19 Mar 2018 06:29:21 GMT /slideshow/develop-a-more-diverse-and-inclusive-workforce/91117963 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) Develop a More Diverse and Inclusive Workforce BhupeshChaurasia This document isnt simply about improving diversity, although there are many reasons why you should starting with research that shows more diverse teams are more successful and more productive. Its also about understanding why bias happens and how to address it. The issues that start with bias in business are the same issues that undermine employee commitment, performance, and retention. So, creating more inclusive cultures isnt just about improving social fairness and equity; it is also about improving business performance and growth. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/tech-genderequality-businessbeyondbias-ebook-180319062921-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> This document isnt simply about improving diversity, although there are many reasons why you should starting with research that shows more diverse teams are more successful and more productive. Its also about understanding why bias happens and how to address it. The issues that start with bias in business are the same issues that undermine employee commitment, performance, and retention. So, creating more inclusive cultures isnt just about improving social fairness and equity; it is also about improving business performance and growth.
Develop a More Diverse and Inclusive Workforce from Bhupesh Chaurasia
]]> 427 4 https://cdn.slidesharecdn.com/ss_thumbnails/tech-genderequality-businessbeyondbias-ebook-180319062921-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Continuous Performance Management /slideshow/continuous-performance-management/90877498 continuous-performance-management-q32015-180316064326
Effective employee performance management remains one of the biggest challenges for todays organizations. On one hand, performance management is critical for the engagement, retention, and productivity of todays workforce. On the other hand, it is becoming more and more clear that todays performance management processes are almost never sufficient to support managers in driving the best possible performance from their employees. ]]>
Effective employee performance management remains one of the biggest challenges for todays organizations. On one hand, performance management is critical for the engagement, retention, and productivity of todays workforce. On the other hand, it is becoming more and more clear that todays performance management processes are almost never sufficient to support managers in driving the best possible performance from their employees. ]]> Fri, 16 Mar 2018 06:43:26 GMT /slideshow/continuous-performance-management/90877498 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) Continuous Performance Management BhupeshChaurasia Effective employee performance management remains one of the biggest challenges for todays organizations. On one hand, performance management is critical for the engagement, retention, and productivity of todays workforce. On the other hand, it is becoming more and more clear that todays performance management processes are almost never sufficient to support managers in driving the best possible performance from their employees. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/continuous-performance-management-q32015-180316064326-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Effective employee performance management remains one of the biggest challenges for todays organizations. On one hand, performance management is critical for the engagement, retention, and productivity of todays workforce. On the other hand, it is becoming more and more clear that todays performance management processes are almost never sufficient to support managers in driving the best possible performance from their employees.
Continuous Performance Management from Bhupesh Chaurasia
]]> 433 3 https://cdn.slidesharecdn.com/ss_thumbnails/continuous-performance-management-q32015-180316064326-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 HR TRANSFORMATION: Delivery Roadmaps /slideshow/hr-transformation-delivery-roadmaps/89894270 sapfaststarts-roadmaps-180307090848
IDC believes it is the responsibility of HR to address and deliver key elements of digital transformation, as well as transforming the HR function itself. To aid organizations in this process, IDC has identified five key trends and actions that support digital transformation and the development of HR. This tool enables HR professionals to understand the delivery roadmaps for realizing these key transformation ]]>
IDC believes it is the responsibility of HR to address and deliver key elements of digital transformation, as well as transforming the HR function itself. To aid organizations in this process, IDC has identified five key trends and actions that support digital transformation and the development of HR. This tool enables HR professionals to understand the delivery roadmaps for realizing these key transformation ]]> Wed, 07 Mar 2018 09:08:48 GMT /slideshow/hr-transformation-delivery-roadmaps/89894270 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) HR TRANSFORMATION: Delivery Roadmaps BhupeshChaurasia IDC believes it is the responsibility of HR to address and deliver key elements of digital transformation, as well as transforming the HR function itself. To aid organizations in this process, IDC has identified five key trends and actions that support digital transformation and the development of HR. This tool enables HR professionals to understand the delivery roadmaps for realizing these key transformation <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/sapfaststarts-roadmaps-180307090848-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> IDC believes it is the responsibility of HR to address and deliver key elements of digital transformation, as well as transforming the HR function itself. To aid organizations in this process, IDC has identified five key trends and actions that support digital transformation and the development of HR. This tool enables HR professionals to understand the delivery roadmaps for realizing these key transformation
HR TRANSFORMATION: Delivery Roadmaps from Bhupesh Chaurasia
]]> 697 1 https://cdn.slidesharecdn.com/ss_thumbnails/sapfaststarts-roadmaps-180307090848-thumbnail.jpg?width=120&height=120&fit=bounds presentation Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Welthungerhilfe: How Do You Bring Together the Right People to Help End Hunger? /slideshow/welthungerhilfe-how-do-you-bring-together-the-right-people-to-help-end-hunger/89617054 welthungerhilfe-bts-180305052948
Every year, Welthungerhilfe helps millions of people in need by providing vital humanitarian aid to victims of poverty, inequality, conflict, and natural disaster. It works with development partners to support such people so they can lead independent lives with dignity. One of the largest nonprofit organizations in Germany, Welthungerhilfes 2,523 employees work in 39 countries around the globe to deliver everything from rapid disaster relief to long-term development cooperation projects all with the ultimate goal of eradicating hunger and malnutrition worldwide by 2030. The nature of this mission means employees are often thrown into extremely challenging situations and must work under harsh conditions. Finding people with the right skills, experience, and dedication is a top priority.]]>
Every year, Welthungerhilfe helps millions of people in need by providing vital humanitarian aid to victims of poverty, inequality, conflict, and natural disaster. It works with development partners to support such people so they can lead independent lives with dignity. One of the largest nonprofit organizations in Germany, Welthungerhilfes 2,523 employees work in 39 countries around the globe to deliver everything from rapid disaster relief to long-term development cooperation projects all with the ultimate goal of eradicating hunger and malnutrition worldwide by 2030. The nature of this mission means employees are often thrown into extremely challenging situations and must work under harsh conditions. Finding people with the right skills, experience, and dedication is a top priority.]]> Mon, 05 Mar 2018 05:29:48 GMT /slideshow/welthungerhilfe-how-do-you-bring-together-the-right-people-to-help-end-hunger/89617054 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) Welthungerhilfe: How Do You Bring Together the Right People to Help End Hunger? BhupeshChaurasia Every year, Welthungerhilfe helps millions of people in need by providing vital humanitarian aid to victims of poverty, inequality, conflict, and natural disaster. It works with development partners to support such people so they can lead independent lives with dignity. One of the largest nonprofit organizations in Germany, Welthungerhilfes 2,523 employees work in 39 countries around the globe to deliver everything from rapid disaster relief to long-term development cooperation projects all with the ultimate goal of eradicating hunger and malnutrition worldwide by 2030. The nature of this mission means employees are often thrown into extremely challenging situations and must work under harsh conditions. Finding people with the right skills, experience, and dedication is a top priority. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/welthungerhilfe-bts-180305052948-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Every year, Welthungerhilfe helps millions of people in need by providing vital humanitarian aid to victims of poverty, inequality, conflict, and natural disaster. It works with development partners to support such people so they can lead independent lives with dignity. One of the largest nonprofit organizations in Germany, Welthungerhilfes 2,523 employees work in 39 countries around the globe to deliver everything from rapid disaster relief to long-term development cooperation projects all with the ultimate goal of eradicating hunger and malnutrition worldwide by 2030. The nature of this mission means employees are often thrown into extremely challenging situations and must work under harsh conditions. Finding people with the right skills, experience, and dedication is a top priority.
Welthungerhilfe: How Do You Bring Together the Right People to Help End Hunger? from Bhupesh Chaurasia
]]> 128 1 https://cdn.slidesharecdn.com/ss_thumbnails/welthungerhilfe-bts-180305052948-thumbnail.jpg?width=120&height=120&fit=bounds presentation Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 STRATEGIC COMPENSATI ON: A CRITICAL SOLUTION /slideshow/strategic-compensati-on-a-critical-solution/89250867 aberdeen-compensation-strategy-q416-180301070804
Businesses today need to take advantage of every conceivable angle and opportunity to stack the deck in their favor if they are to become major players in their industries . One often overlooked tactic is to utilize compensation, not as a traditional reward and recognition system, but as a strategic tool. Leading organizations recognize that taking a strategic approach to compensation can play a major role in their ongoing success.This line of thinking is getting a lot of attention in the world of compensation leadership. For example, recent Aberdeen research demonstrates that creating a formalized compensation strategy is rapidly becoming a best practice among top performing organizations. In fact, Best-in-Class companies are 12% more likely than Average organizations and 57% more likely than Laggard organizations to have a formal compensation strategy in place. ]]>
Businesses today need to take advantage of every conceivable angle and opportunity to stack the deck in their favor if they are to become major players in their industries . One often overlooked tactic is to utilize compensation, not as a traditional reward and recognition system, but as a strategic tool. Leading organizations recognize that taking a strategic approach to compensation can play a major role in their ongoing success.This line of thinking is getting a lot of attention in the world of compensation leadership. For example, recent Aberdeen research demonstrates that creating a formalized compensation strategy is rapidly becoming a best practice among top performing organizations. In fact, Best-in-Class companies are 12% more likely than Average organizations and 57% more likely than Laggard organizations to have a formal compensation strategy in place. ]]> Thu, 01 Mar 2018 07:08:04 GMT /slideshow/strategic-compensati-on-a-critical-solution/89250867 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) STRATEGIC COMPENSATI ON: A CRITICAL SOLUTION BhupeshChaurasia Businesses today need to take advantage of every conceivable angle and opportunity to stack the deck in their favor if they are to become major players in their industries . One often overlooked tactic is to utilize compensation, not as a traditional reward and recognition system, but as a strategic tool. Leading organizations recognize that taking a strategic approach to compensation can play a major role in their ongoing success.This line of thinking is getting a lot of attention in the world of compensation leadership. For example, recent Aberdeen research demonstrates that creating a formalized compensation strategy is rapidly becoming a best practice among top performing organizations. In fact, Best-in-Class companies are 12% more likely than Average organizations and 57% more likely than Laggard organizations to have a formal compensation strategy in place. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/aberdeen-compensation-strategy-q416-180301070804-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Businesses today need to take advantage of every conceivable angle and opportunity to stack the deck in their favor if they are to become major players in their industries . One often overlooked tactic is to utilize compensation, not as a traditional reward and recognition system, but as a strategic tool. Leading organizations recognize that taking a strategic approach to compensation can play a major role in their ongoing success.This line of thinking is getting a lot of attention in the world of compensation leadership. For example, recent Aberdeen research demonstrates that creating a formalized compensation strategy is rapidly becoming a best practice among top performing organizations. In fact, Best-in-Class companies are 12% more likely than Average organizations and 57% more likely than Laggard organizations to have a formal compensation strategy in place.
STRATEGIC COMPENSATI ON: A CRITICAL SOLUTION from Bhupesh Chaurasia
]]> 112 1 https://cdn.slidesharecdn.com/ss_thumbnails/aberdeen-compensation-strategy-q416-180301070804-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Building the-learning-business-case /slideshow/building-thelearningbusinesscase/89165373 building-the-learning-business-case-180228093125
Learning is essential to any organizations success because it improves business results,boosts productivity, and increases organizational competitiveness. Learning helps produce positive business outcomes in critical areas and at key moments in an organizations development, such as during mergers and acquisitions, restructurings, and product launches. Outdated LMSs are holding organizations back, yet theyre often one of the last enterprise software systems to be replaced. For some, its seen as a cost center or simply a compliance exercise that only requires the bare minimum investment. That puts the onus on learning leaders and stakeholders to make a strong business case for upgrading. In this white paper, well cover: Indications that you might need a new LMS Benefits of a next-generation LMS Building your LMS business case Preparing for the transition ]]>
Learning is essential to any organizations success because it improves business results,boosts productivity, and increases organizational competitiveness. Learning helps produce positive business outcomes in critical areas and at key moments in an organizations development, such as during mergers and acquisitions, restructurings, and product launches. Outdated LMSs are holding organizations back, yet theyre often one of the last enterprise software systems to be replaced. For some, its seen as a cost center or simply a compliance exercise that only requires the bare minimum investment. That puts the onus on learning leaders and stakeholders to make a strong business case for upgrading. In this white paper, well cover: Indications that you might need a new LMS Benefits of a next-generation LMS Building your LMS business case Preparing for the transition ]]> Wed, 28 Feb 2018 09:31:25 GMT /slideshow/building-thelearningbusinesscase/89165373 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) Building the-learning-business-case BhupeshChaurasia Learning is essential to any organizations success because it improves business results,boosts productivity, and increases organizational competitiveness. Learning helps produce positive business outcomes in critical areas and at key moments in an organizations development, such as during mergers and acquisitions, restructurings, and product launches. Outdated LMSs are holding organizations back, yet theyre often one of the last enterprise software systems to be replaced. For some, its seen as a cost center or simply a compliance exercise that only requires the bare minimum investment. That puts the onus on learning leaders and stakeholders to make a strong business case for upgrading. In this white paper, well cover: Indications that you might need a new LMS Benefits of a next-generation LMS Building your LMS business case Preparing for the transition <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/building-the-learning-business-case-180228093125-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Learning is essential to any organizations success because it improves business results,boosts productivity, and increases organizational competitiveness. Learning helps produce positive business outcomes in critical areas and at key moments in an organizations development, such as during mergers and acquisitions, restructurings, and product launches. Outdated LMSs are holding organizations back, yet theyre often one of the last enterprise software systems to be replaced. For some, its seen as a cost center or simply a compliance exercise that only requires the bare minimum investment. That puts the onus on learning leaders and stakeholders to make a strong business case for upgrading. In this white paper, well cover: Indications that you might need a new LMS Benefits of a next-generation LMS Building your LMS business case Preparing for the transition
Building the-learning-business-case from Bhupesh Chaurasia
]]> 164 3 https://cdn.slidesharecdn.com/ss_thumbnails/building-the-learning-business-case-180228093125-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Learning Partnerships in Organizations /slideshow/learning-partnerships-in-organizations/88579281 learning-partnerships-in-organizations-180222065000
Learning partnerships are powerful tools for development because they enable and support employee growth in multiple ways. This includes providing constructive feedback, emotional support, knowledge and skills sharing, access to career building relationships, enhanced employee socialization, cultural adaptation, and increased motivation, to name a few.]]>
Learning partnerships are powerful tools for development because they enable and support employee growth in multiple ways. This includes providing constructive feedback, emotional support, knowledge and skills sharing, access to career building relationships, enhanced employee socialization, cultural adaptation, and increased motivation, to name a few.]]> Thu, 22 Feb 2018 06:50:00 GMT /slideshow/learning-partnerships-in-organizations/88579281 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) Learning Partnerships in Organizations BhupeshChaurasia Learning partnerships are powerful tools for development because they enable and support employee growth in multiple ways. This includes providing constructive feedback, emotional support, knowledge and skills sharing, access to career building relationships, enhanced employee socialization, cultural adaptation, and increased motivation, to name a few. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/learning-partnerships-in-organizations-180222065000-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Learning partnerships are powerful tools for development because they enable and support employee growth in multiple ways. This includes providing constructive feedback, emotional support, knowledge and skills sharing, access to career building relationships, enhanced employee socialization, cultural adaptation, and increased motivation, to name a few.
Learning Partnerships in Organizations from Bhupesh Chaurasia
]]> 490 8 https://cdn.slidesharecdn.com/ss_thumbnails/learning-partnerships-in-organizations-180222065000-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Getting People to Talk : Creating a Culture of Continuous Performance Management /slideshow/getting-people-to-talk-creating-a-culture-of-continuous-performance-management/88474096 wp-creating-a-culture-of-continuous-180221063741
The need to more effectively engage employees coupled with advances in social, mobile, and cloud technology have created an explosion of innovation in continuous performance management methods. The primary goal of continuous performance management is to create effective ongoing conversations and feedback between employees, managers,and coworkers to drive agile and continuous performance improvement and development.Putting continuous performance management into practice involves much more than creating a new process or deploying a new application. ]]>
The need to more effectively engage employees coupled with advances in social, mobile, and cloud technology have created an explosion of innovation in continuous performance management methods. The primary goal of continuous performance management is to create effective ongoing conversations and feedback between employees, managers,and coworkers to drive agile and continuous performance improvement and development.Putting continuous performance management into practice involves much more than creating a new process or deploying a new application. ]]> Wed, 21 Feb 2018 06:37:41 GMT /slideshow/getting-people-to-talk-creating-a-culture-of-continuous-performance-management/88474096 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) Getting People to Talk : Creating a Culture of Continuous Performance Management BhupeshChaurasia The need to more effectively engage employees coupled with advances in social, mobile, and cloud technology have created an explosion of innovation in continuous performance management methods. The primary goal of continuous performance management is to create effective ongoing conversations and feedback between employees, managers,and coworkers to drive agile and continuous performance improvement and development.Putting continuous performance management into practice involves much more than creating a new process or deploying a new application. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/wp-creating-a-culture-of-continuous-180221063741-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> The need to more effectively engage employees coupled with advances in social, mobile, and cloud technology have created an explosion of innovation in continuous performance management methods. The primary goal of continuous performance management is to create effective ongoing conversations and feedback between employees, managers,and coworkers to drive agile and continuous performance improvement and development.Putting continuous performance management into practice involves much more than creating a new process or deploying a new application.
Getting People to Talk : Creating a Culture of Continuous Performance Management from Bhupesh Chaurasia
]]> 276 1 https://cdn.slidesharecdn.com/ss_thumbnails/wp-creating-a-culture-of-continuous-180221063741-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Using Calibration Effectively - Total Workforce Performance Management /slideshow/using-calibration-effectively-total-workforce-performance-management/88354526 wp-calibration-best-practices-180220053928
This paper discusses research studying methods for total workforce performance management. The term total workforce is used to emphasize performance management processes designed to guide decisions regarding the management of groups of employees. This can be contrasted to methods designed to manage and develop the performance of individual employees in isolation. While aspects of total workforce and individual performance management overlap, certain elements of total workforce management are inherently distinct from methods used for individual performance management. Foremost is the need to manage individual differences in performance found across different employees working in the same group.That is the focus of this paper.]]>
This paper discusses research studying methods for total workforce performance management. The term total workforce is used to emphasize performance management processes designed to guide decisions regarding the management of groups of employees. This can be contrasted to methods designed to manage and develop the performance of individual employees in isolation. While aspects of total workforce and individual performance management overlap, certain elements of total workforce management are inherently distinct from methods used for individual performance management. Foremost is the need to manage individual differences in performance found across different employees working in the same group.That is the focus of this paper.]]> Tue, 20 Feb 2018 05:39:27 GMT /slideshow/using-calibration-effectively-total-workforce-performance-management/88354526 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) Using Calibration Effectively - Total Workforce Performance Management BhupeshChaurasia This paper discusses research studying methods for total workforce performance management. The term total workforce is used to emphasize performance management processes designed to guide decisions regarding the management of groups of employees. This can be contrasted to methods designed to manage and develop the performance of individual employees in isolation. While aspects of total workforce and individual performance management overlap, certain elements of total workforce management are inherently distinct from methods used for individual performance management. Foremost is the need to manage individual differences in performance found across different employees working in the same group.That is the focus of this paper. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/wp-calibration-best-practices-180220053928-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> This paper discusses research studying methods for total workforce performance management. The term total workforce is used to emphasize performance management processes designed to guide decisions regarding the management of groups of employees. This can be contrasted to methods designed to manage and develop the performance of individual employees in isolation. While aspects of total workforce and individual performance management overlap, certain elements of total workforce management are inherently distinct from methods used for individual performance management. Foremost is the need to manage individual differences in performance found across different employees working in the same group.That is the focus of this paper.
Using Calibration Effectively - Total Workforce Performance Management from Bhupesh Chaurasia
]]> 3041 8 https://cdn.slidesharecdn.com/ss_thumbnails/wp-calibration-best-practices-180220053928-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 The Basics of GDPR /slideshow/the-basics-of-gdpr/88091298 basics-of-gdpr-180216060037
In May 2016, the European Union (EU) adopted a newly harmonized data protection law called the General Data Protection Regulation (GDPR). As of May 25, 2018, the GDPR will be in force throughout all EU member states and in the European Economic Area. Any organization that collects or processes personal data of an individual within the Union is subject to this regulation, regardless of the organizations location. While the GDPR does not introduce many substantially new concepts, it substantially increases the compliance requirements of data controllers and processors regarding their handling of personal data. ]]>
In May 2016, the European Union (EU) adopted a newly harmonized data protection law called the General Data Protection Regulation (GDPR). As of May 25, 2018, the GDPR will be in force throughout all EU member states and in the European Economic Area. Any organization that collects or processes personal data of an individual within the Union is subject to this regulation, regardless of the organizations location. While the GDPR does not introduce many substantially new concepts, it substantially increases the compliance requirements of data controllers and processors regarding their handling of personal data. ]]> Fri, 16 Feb 2018 06:00:37 GMT /slideshow/the-basics-of-gdpr/88091298 BhupeshChaurasia@slideshare.net(BhupeshChaurasia) The Basics of GDPR BhupeshChaurasia In May 2016, the European Union (EU) adopted a newly harmonized data protection law called the General Data Protection Regulation (GDPR). As of May 25, 2018, the GDPR will be in force throughout all EU member states and in the European Economic Area. Any organization that collects or processes personal data of an individual within the Union is subject to this regulation, regardless of the organizations location. While the GDPR does not introduce many substantially new concepts, it substantially increases the compliance requirements of data controllers and processors regarding their handling of personal data. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/basics-of-gdpr-180216060037-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> In May 2016, the European Union (EU) adopted a newly harmonized data protection law called the General Data Protection Regulation (GDPR). As of May 25, 2018, the GDPR will be in force throughout all EU member states and in the European Economic Area. Any organization that collects or processes personal data of an individual within the Union is subject to this regulation, regardless of the organizations location. While the GDPR does not introduce many substantially new concepts, it substantially increases the compliance requirements of data controllers and processors regarding their handling of personal data.
The Basics of GDPR from Bhupesh Chaurasia
]]> 226 1 https://cdn.slidesharecdn.com/ss_thumbnails/basics-of-gdpr-180216060037-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 https://cdn.slidesharecdn.com/profile-photo-BhupeshChaurasia-48x48.jpg?cb=1624290316 Bhupesh has over 13+ years of HCM sales and consulting experience across various verticals. He has been able to make significant impact in complex business environment because of the professional acumen and patience honed over the years. A Human Resources professional with diverse industry experience, from the Service to Engineering, Oil & Gas, Pharmaceuticals, Transportation, Utilities, Energy, Telecom, Manufacturing, Beverages and Automotive Strong leadership qualities with excellent management skills enabling nurturing of talent and team building A keen planner, strategist cum implementer with expertise in devising & implementing strategies, enhancing organizational growth, ac... http://www.hcminfosystems.com https://cdn.slidesharecdn.com/ss_thumbnails/oclaro-bts-181130101716-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/how-can-better-collaboration-between-hr-and-finance-help-high-bandwidth-optical-networks-run-faster/124477088 How Can Better Collabo... https://cdn.slidesharecdn.com/ss_thumbnails/wp-make-compensation-pay-180910103511-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/making-compensation-pay-increasing-the-roi-from-monetary-investments-spent-on-employees/113749063 Making compensation pa... https://cdn.slidesharecdn.com/ss_thumbnails/wp-peloton-model-180808063348-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/the-peloton-model-of-social-performance-management/109032286 The Peloton Model of S...