Hr Issues
1 like379 views
The document discusses talent job fit and psychometric measurement, emphasizing the importance of effective hiring and promotion strategies. It highlights the risks associated with retention costs and lost opportunities, and promotes Profiles International's assessment suite to better match roles and develop talents. Mohamad Shurrab, the managing partner and director, provides contact information for further inquiries.
1 of 5
Downloaded 24 times
Ad
Recommended
Ahmed Fathy Soliman(1)
Ahmed Fathy Soliman(1)Ahmed Fathy Soliman
油
The document is a cover letter and resume submitted by Ahmed Fathy Soliman for a job opportunity. It summarizes his qualifications and experience in hotel front office management spanning over 15 years, including his current role as Assistant Front Office Manager. Soliman holds a university degree in tourism and hotel management. He is proficient in English, Arabic, Russian and Czech. Soliman's resume demonstrates strong leadership, customer service, and operations skills gained through managerial positions at various hotels in Egypt. He is seeking a new challenging position that allows him to further develop his skills.Is hospitality management a good career
Is hospitality management a good careerCGC Landran
油
Hospitality management is a good career choice that offers opportunities worldwide. It includes fields like lodging, food and beverage, entertainment, and travel. After completing a degree in hospitality management, graduates can find jobs in various roles like hotel managers, chefs, event planners, and more. There are also opportunities in senior and junior positions within cruise ships, hotels, resorts, hospitals, and other industries. Choosing the right hospitality program and college is important to set oneself up for success in this promising field.Imran CV
Imran CVImran khan
油
Imran Khan is a senior waiter from Dubai, United Arab Emirates seeking a position utilizing his customer service skills obtained through experience as a waiter in various hotels and restaurants. He has over 10 years of experience in hospitality roles including as a senior waiter at Marriott Hotel Islamabad, waiter at Islamabad Club and Cafe Lazeez Restaurant. His expertise includes order taking, room service, cashier duties, and complaint handling. He has certifications in hospitality management systems and received an honesty award.Pr辿sentation SPN 4 MAIMax Tessier
油
Le document pr辿sente des informations sur les technologies de 'beacons', y compris leur utilisation dans le d辿veloppement d'applications mobiles et d'interactions connect辿es. Il aborde les avantages, les contraintes, ainsi que les solutions techniques pour surmonter ces d辿fis, telles que la calibration et la trilat辿ration. En outre, des exemples d'applications concr竪tes dans divers domaines comme le commerce connect辿 et la surveillance en mer sont 辿galement discut辿s.Sample Report Of PSI Management Report
Sample Report Of PSI Management ReportMo
油
This document is a job match management report for Sally Sample that evaluates her suitability for a sales position. It provides a summary of her sales indicator scores compared to a target pattern for the role. It then discusses each sales success quality in more detail, noting how her scores match or differ from targets. Finally, it examines 7 critical sales behaviors and provides commentary on how Sally is likely to demonstrate each. The report aims to help her manager understand her strengths and areas to focus on coaching.OMA
OMAMo
油
This document provides an organizational management analysis for Profiles International M.E. based on feedback from CheckPoint 360 reports. It summarizes the perceived strengths and areas for development for 8 managers as rated by bosses, peers, and direct reports. The analysis identifies the most critical skills for each manager's success as rated by the managers themselves and their bosses. On average, managers were aligned with their bosses on 46% of critical skills. Graphs show what percentage of raters identified each manager as below, within, or above the favorable zone in terms of skills. The analysis concludes with priorities for organizational development and training needs based on the feedback.About Us
About UsMo
油
Profiles Arabia uses assessment tools from Profiles International to help governments and companies identify, utilize, and develop employees' talents to ensure a good match between job requirements and skills. It has exclusive rights to use Profiles International products in Saudi Arabia, Bahrain, Qatar and Oman. The company's mission is to evaluate talents and abilities using assessments to serve the region's business needs. It aims to create an empowering work environment where people can realize their full potential.Sample Report Placement Report (Pcsp)
Sample Report Placement Report (Pcsp)Mo
油
The document is a confidential placement report that assesses Sally Sample's suitability for a customer service role. It analyzes her behavioral characteristics, proficiencies, job match percentage, perspective on customer service, and areas for consideration in an interview. The report finds that Sally generally has the right behavioral traits for the role, such as empathy and focus, though she could improve on tact. Her job match is 75% based on traits and skills. Some of her views on customer service conflict with the company's perspective.Profiles Arabia Complete Presentation
Profiles Arabia Complete PresentationMo
油
The document discusses Profiles Arabia, which uses psychometric assessments from Profiles International to help organizations in Saudi Arabia, Bahrain, Qatar and Oman identify, utilize and develop employees' talents. It provides information on Profiles International's history, values, founders, consultants and strategic business partners. Examples of Profiles XT assessment reports are also shown, displaying results for a hypothetical finance director position and job applicant. The reports analyze thinking style, interests, traits and job match percentages.Talent Management and Development 際際滷 Deck.pptx
Talent Management and Development 際際滷 Deck.pptxWorkforce Group
油
The document discusses strategies for effective talent management and development, emphasizing the importance of assessments to retain and maximize employee potential in a competitive workforce. It outlines how tailored approaches can identify skill gaps, foster innovation, and support succession planning, ultimately driving organizational performance. Additionally, it highlights the role of assessments in making objective hiring decisions and creating customized development plans for nurturing future leaders.Profiles International Company Profile v.2
Profiles International Company Profile v.2Hussein Mansour
油
The document discusses talent assessment solutions provided by Profiles International. It states that the company helps organizations identify, utilize, and develop talent to meet objectives. Profiles International provides psychometric tests, multi-rater feedback tools, skills tests, and development centers to evaluate people for selection, development, and succession planning. The company has over 40,000 clients worldwide and aims to empower individuals to maximize their potential through talent assessments.Mc swainhiott whitepaper_predictiveassesments_3
Mc swainhiott whitepaper_predictiveassesments_3Bailey Hood
油
The document discusses using predictive assessments to help address human resource challenges in hiring and retaining the right employees. It explains that employee performance is determined by three factors - talent, effort, and opportunity. Predictive assessments can provide objective insights into an individual's inherent talents and natural effort levels by measuring traits, behaviors, attitudes, and beliefs. Considering an individual's talent and effort profiles alongside job requirements can help determine good fits and identify areas that may require extra effort. The assessments are statistically validated tools that predict high performance and allow comparisons between individuals.Effective Implementation of Psychometrics in Talent Acquisition and Management
Effective Implementation of Psychometrics in Talent Acquisition and Management The HR Observer
油
The document discusses the effective implementation of psychometrics in talent acquisition and management, emphasizing that business success relies heavily on people. It highlights the importance of assessing not just qualifications but also behavioral traits and cultural fit, providing guidelines for when and how to use psychometric assessments in various HR processes. Additional points include ensuring the reliability and validity of selected assessment tools and addressing organizational education about their use.Introducing Profiles International
Introducing Profiles InternationalProfiles International
油
Profiles International specializes in employee assessments and talent management solutions to enhance organizational performance by understanding individual behaviors and preferences. Since 1991, they have completed over 45 million assessments for more than 40,000 organizations globally, providing data-driven insights that help improve hiring, team dynamics, and overall productivity. Their scientifically validated assessments are tailored to various industries and delivered through a high-tech platform supported by client-focused services.Personality Assessments
Personality AssessmentsRochesterWorks!
油
The document discusses the significance and implications of personality assessments in the hiring process, outlining both pros and cons for companies and candidates. It emphasizes the importance of understanding individual strengths and preferences for role fit, while also raising concerns about the validity and fairness of such assessments. Insights from industry experts highlight that while these tools can streamline hiring, they also necessitate careful selection to avoid legal and ethical pitfalls.Talent Management Redefined
Talent Management Redefinedphauenst
油
The document discusses a redefinition of talent management, emphasizing the need for an integrated approach within HR that aligns core talent processes with business goals. It highlights the importance of establishing a talent system of record, utilizing analytics for decision-making, and creating a common language for defining success in organizations. The author calls for technology vendors to adapt their solutions to enhance talent management effectiveness rather than just focusing on process efficiency.Model Profilext assessment 40pdf 24 paga
Model Profilext assessment 40pdf 24 pagassuser7768a3
油
The profilexttm psychometric assessment is a comprehensive tool designed to identify and develop talent through a holistic evaluation of candidates' thinking styles, behavioral traits, and occupational interests. It provides customizable competency mapping to match candidates with job requirements, offers various reports for selection and performance management, and supports workforce planning. The assessment's validity and reliability meet industry standards, ensuring an effective measurement of candidates' job fit and potential.Inspire and Retain Employees Through Career Management
Inspire and Retain Employees Through Career ManagementHuman Capital Media
油
The document discusses the importance of career management and internal talent mobility in enhancing employee engagement and organizational performance. It highlights strategies for achieving effective career ownership, continuous growth, and development, along with three essential actions for implementation: setting clear goals, maintaining transparency, and identifying metrics to track success. It emphasizes that a dynamic internal mobility process can help retain talent and drive business outcomes.ProfileXT
ProfileXTHussein Mansour
油
The ProfileXT psychometric assessment identifies a candidate's thinking and reasoning style, behavioral traits, and occupational interests to provide a holistic view of the "total person". It compares a candidate's profile against benchmark models for specific jobs to determine fit and development areas. The assessment generates various reports including comparison reports, interview guides, and individual profiles to aid selection, development, and workforce planning. Customization options allow matching assessments to an organization's unique competency requirements.Managing the Quality of Managerial Hires -- Alghanim at ConnectIn Dubai
Managing the Quality of Managerial Hires -- Alghanim at ConnectIn DubaiLinkedIn Talent Solutions
油
The document discusses the shift from traditional recruiting to integrated talent management, emphasizing the importance of attracting and retaining high-quality candidates in a competitive job market where talent is becoming scarce. It outlines the benefits of effective talent management, such as increased productivity and profitability, as well as the use of data-driven metrics to measure hiring quality and improve HR processes. Furthermore, it highlights the significance of employer branding and the role of talent development in organizational success.HAFeaturesBenefitMatrix
HAFeaturesBenefitMatrixCharlene Stephanie Garcia
油
The document summarizes the features and capabilities of Harrison Assessments' talent management solutions. Some key points:
- It evaluates over 170 behavioral traits compared to 10-32 for most other assessments, improving accuracy and insights.
- It assesses suitability for a job by evaluating attitudes, motivations, skills, and other factors, while most only measure personality.
- It evaluates eligibility by comparing applicants to ideal education, experience, and skills levels required for success in different jobs.Using Assessments to Hire & Develop Top Talent
Using Assessments to Hire & Develop Top Talentguest4a5c605
油
The document provides a comprehensive overview of talent management strategies from Chart Your Course International, emphasizing the importance of getting the right people in the right roles to enhance organizational performance. It discusses key processes like talent acquisition, assessment methods, and employee retention strategies while highlighting case studies and assessments that aid in selecting and developing the right workforce. Ultimately, the document outlines the need for effective evaluation methods to avoid costly hiring mistakes and ensure employee engagement and motivation.Pps intro
Pps introDennisBlond
油
This document summarizes a talent assessment and development program that measures traits of individuals and positions. It aims to predict performance by matching natural motivations and evaluating promotability through objective performance evaluations and training strengths. The program measures traits like accommodation, aggression, patience, flexibility, and creativity. It provides insights by comparing individuals to position requirements.Pinstripe Presents Quality of Hire Myth or Measurement
Pinstripe Presents Quality of Hire Myth or MeasurementCielo
油
This document discusses measuring the quality of new hires. It begins by noting that top performers can be worth much more than average performers. It then discusses how the quality of hires is often thought to be immeasurable but can actually be measured by defining quality for each role and developing standards. It provides examples of measuring skills, experience, motivation and fit. It suggests ways to improve quality of hire like clear job descriptions and effective assessments. Finally, it discusses using assessments to predict performance and continuously refining the hiring process.Individual Profile - S. Winters
Individual Profile - S. WintersShelly Winters
油
The document provides a summary of Shelly Winters' ProfileXT assessment results. It describes her strengths in various areas like learning ability, verbal and numeric skills, decision making, independence, and interests in enterprising and technical fields. The goal is to help her identify strengths and areas for development to achieve greater career success by understanding her thinking style, behavioral traits, and interests.Attract And Retain Top Performers
Attract And Retain Top Performersgsollors
油
The document emphasizes the importance of attracting, engaging, and retaining top performers in the workforce, outlining how effective talent management can drive company success. It highlights that superior performers significantly impact productivity and organizational performance, necessitating strategic hiring and coaching practices. The use of assessments and understanding employee strengths are crucial for enhancing motivation, performance, and overall employee satisfaction.Competency Based HR Programs
Competency Based HR ProgramsBarry Frey
油
Talent management involves developing and implementing strategies to ensure an organization has employees with the necessary skills, knowledge and traits to achieve business objectives. It includes competency-based hiring, developing talent through training and coaching, performance management, and succession planning. When business and talent strategies are aligned, it can result in exceptional organizational performance.Competency Based HR Programs
Competency Based HR Programsguestc61b37
油
Talent management involves developing and implementing strategies to ensure an organization has employees with the necessary skills, knowledge and traits to achieve business objectives. This includes activities like competency modeling, assessments, performance management, coaching and development planning. When business and talent strategies are aligned, it can result in exceptional performance through having the right people in place.Essar 2.0 Rising with a New Approach.pptx
Essar 2.0 Rising with a New Approach.pptxessarupdate
油
The Essar Group, one of the leading players in the countrys corporate landscape, recognised for its extensive investments and innovative projects, had a challenging phase in the late 2000s and early 2010s. The company was burdened with Essar Insolvency and debt repayments and thus had to sell few of its assets to strengthen its balance sheet. It later underwent a major transformation by adopting a new business model that is focused on asset-light operations. Though the new Essar is a smaller company than the old one, it is a much more focused and agile company. With a revenue of USD 15 billion, and Assets Under Management (AUM) of USD 9.6 billion Essar is well-positioned for future opportunities.More Related Content
Similar to Hr Issues (20)
Profiles Arabia Complete Presentation
Profiles Arabia Complete PresentationMo
油
The document discusses Profiles Arabia, which uses psychometric assessments from Profiles International to help organizations in Saudi Arabia, Bahrain, Qatar and Oman identify, utilize and develop employees' talents. It provides information on Profiles International's history, values, founders, consultants and strategic business partners. Examples of Profiles XT assessment reports are also shown, displaying results for a hypothetical finance director position and job applicant. The reports analyze thinking style, interests, traits and job match percentages.Talent Management and Development 際際滷 Deck.pptx
Talent Management and Development 際際滷 Deck.pptxWorkforce Group
油
The document discusses strategies for effective talent management and development, emphasizing the importance of assessments to retain and maximize employee potential in a competitive workforce. It outlines how tailored approaches can identify skill gaps, foster innovation, and support succession planning, ultimately driving organizational performance. Additionally, it highlights the role of assessments in making objective hiring decisions and creating customized development plans for nurturing future leaders.Profiles International Company Profile v.2
Profiles International Company Profile v.2Hussein Mansour
油
The document discusses talent assessment solutions provided by Profiles International. It states that the company helps organizations identify, utilize, and develop talent to meet objectives. Profiles International provides psychometric tests, multi-rater feedback tools, skills tests, and development centers to evaluate people for selection, development, and succession planning. The company has over 40,000 clients worldwide and aims to empower individuals to maximize their potential through talent assessments.Mc swainhiott whitepaper_predictiveassesments_3
Mc swainhiott whitepaper_predictiveassesments_3Bailey Hood
油
The document discusses using predictive assessments to help address human resource challenges in hiring and retaining the right employees. It explains that employee performance is determined by three factors - talent, effort, and opportunity. Predictive assessments can provide objective insights into an individual's inherent talents and natural effort levels by measuring traits, behaviors, attitudes, and beliefs. Considering an individual's talent and effort profiles alongside job requirements can help determine good fits and identify areas that may require extra effort. The assessments are statistically validated tools that predict high performance and allow comparisons between individuals.Effective Implementation of Psychometrics in Talent Acquisition and Management
Effective Implementation of Psychometrics in Talent Acquisition and Management The HR Observer
油
The document discusses the effective implementation of psychometrics in talent acquisition and management, emphasizing that business success relies heavily on people. It highlights the importance of assessing not just qualifications but also behavioral traits and cultural fit, providing guidelines for when and how to use psychometric assessments in various HR processes. Additional points include ensuring the reliability and validity of selected assessment tools and addressing organizational education about their use.Introducing Profiles International
Introducing Profiles InternationalProfiles International
油
Profiles International specializes in employee assessments and talent management solutions to enhance organizational performance by understanding individual behaviors and preferences. Since 1991, they have completed over 45 million assessments for more than 40,000 organizations globally, providing data-driven insights that help improve hiring, team dynamics, and overall productivity. Their scientifically validated assessments are tailored to various industries and delivered through a high-tech platform supported by client-focused services.Personality Assessments
Personality AssessmentsRochesterWorks!
油
The document discusses the significance and implications of personality assessments in the hiring process, outlining both pros and cons for companies and candidates. It emphasizes the importance of understanding individual strengths and preferences for role fit, while also raising concerns about the validity and fairness of such assessments. Insights from industry experts highlight that while these tools can streamline hiring, they also necessitate careful selection to avoid legal and ethical pitfalls.Talent Management Redefined
Talent Management Redefinedphauenst
油
The document discusses a redefinition of talent management, emphasizing the need for an integrated approach within HR that aligns core talent processes with business goals. It highlights the importance of establishing a talent system of record, utilizing analytics for decision-making, and creating a common language for defining success in organizations. The author calls for technology vendors to adapt their solutions to enhance talent management effectiveness rather than just focusing on process efficiency.Model Profilext assessment 40pdf 24 paga
Model Profilext assessment 40pdf 24 pagassuser7768a3
油
The profilexttm psychometric assessment is a comprehensive tool designed to identify and develop talent through a holistic evaluation of candidates' thinking styles, behavioral traits, and occupational interests. It provides customizable competency mapping to match candidates with job requirements, offers various reports for selection and performance management, and supports workforce planning. The assessment's validity and reliability meet industry standards, ensuring an effective measurement of candidates' job fit and potential.Inspire and Retain Employees Through Career Management
Inspire and Retain Employees Through Career ManagementHuman Capital Media
油
The document discusses the importance of career management and internal talent mobility in enhancing employee engagement and organizational performance. It highlights strategies for achieving effective career ownership, continuous growth, and development, along with three essential actions for implementation: setting clear goals, maintaining transparency, and identifying metrics to track success. It emphasizes that a dynamic internal mobility process can help retain talent and drive business outcomes.ProfileXT
ProfileXTHussein Mansour
油
The ProfileXT psychometric assessment identifies a candidate's thinking and reasoning style, behavioral traits, and occupational interests to provide a holistic view of the "total person". It compares a candidate's profile against benchmark models for specific jobs to determine fit and development areas. The assessment generates various reports including comparison reports, interview guides, and individual profiles to aid selection, development, and workforce planning. Customization options allow matching assessments to an organization's unique competency requirements.Managing the Quality of Managerial Hires -- Alghanim at ConnectIn Dubai
Managing the Quality of Managerial Hires -- Alghanim at ConnectIn DubaiLinkedIn Talent Solutions
油
The document discusses the shift from traditional recruiting to integrated talent management, emphasizing the importance of attracting and retaining high-quality candidates in a competitive job market where talent is becoming scarce. It outlines the benefits of effective talent management, such as increased productivity and profitability, as well as the use of data-driven metrics to measure hiring quality and improve HR processes. Furthermore, it highlights the significance of employer branding and the role of talent development in organizational success.HAFeaturesBenefitMatrix
HAFeaturesBenefitMatrixCharlene Stephanie Garcia
油
The document summarizes the features and capabilities of Harrison Assessments' talent management solutions. Some key points:
- It evaluates over 170 behavioral traits compared to 10-32 for most other assessments, improving accuracy and insights.
- It assesses suitability for a job by evaluating attitudes, motivations, skills, and other factors, while most only measure personality.
- It evaluates eligibility by comparing applicants to ideal education, experience, and skills levels required for success in different jobs.Using Assessments to Hire & Develop Top Talent
Using Assessments to Hire & Develop Top Talentguest4a5c605
油
The document provides a comprehensive overview of talent management strategies from Chart Your Course International, emphasizing the importance of getting the right people in the right roles to enhance organizational performance. It discusses key processes like talent acquisition, assessment methods, and employee retention strategies while highlighting case studies and assessments that aid in selecting and developing the right workforce. Ultimately, the document outlines the need for effective evaluation methods to avoid costly hiring mistakes and ensure employee engagement and motivation.Pps intro
Pps introDennisBlond
油
This document summarizes a talent assessment and development program that measures traits of individuals and positions. It aims to predict performance by matching natural motivations and evaluating promotability through objective performance evaluations and training strengths. The program measures traits like accommodation, aggression, patience, flexibility, and creativity. It provides insights by comparing individuals to position requirements.Pinstripe Presents Quality of Hire Myth or Measurement
Pinstripe Presents Quality of Hire Myth or MeasurementCielo
油
This document discusses measuring the quality of new hires. It begins by noting that top performers can be worth much more than average performers. It then discusses how the quality of hires is often thought to be immeasurable but can actually be measured by defining quality for each role and developing standards. It provides examples of measuring skills, experience, motivation and fit. It suggests ways to improve quality of hire like clear job descriptions and effective assessments. Finally, it discusses using assessments to predict performance and continuously refining the hiring process.Individual Profile - S. Winters
Individual Profile - S. WintersShelly Winters
油
The document provides a summary of Shelly Winters' ProfileXT assessment results. It describes her strengths in various areas like learning ability, verbal and numeric skills, decision making, independence, and interests in enterprising and technical fields. The goal is to help her identify strengths and areas for development to achieve greater career success by understanding her thinking style, behavioral traits, and interests.Attract And Retain Top Performers
Attract And Retain Top Performersgsollors
油
The document emphasizes the importance of attracting, engaging, and retaining top performers in the workforce, outlining how effective talent management can drive company success. It highlights that superior performers significantly impact productivity and organizational performance, necessitating strategic hiring and coaching practices. The use of assessments and understanding employee strengths are crucial for enhancing motivation, performance, and overall employee satisfaction.Competency Based HR Programs
Competency Based HR ProgramsBarry Frey
油
Talent management involves developing and implementing strategies to ensure an organization has employees with the necessary skills, knowledge and traits to achieve business objectives. It includes competency-based hiring, developing talent through training and coaching, performance management, and succession planning. When business and talent strategies are aligned, it can result in exceptional organizational performance.Competency Based HR Programs
Competency Based HR Programsguestc61b37
油
Talent management involves developing and implementing strategies to ensure an organization has employees with the necessary skills, knowledge and traits to achieve business objectives. This includes activities like competency modeling, assessments, performance management, coaching and development planning. When business and talent strategies are aligned, it can result in exceptional performance through having the right people in place.Recently uploaded (20)
Essar 2.0 Rising with a New Approach.pptx
Essar 2.0 Rising with a New Approach.pptxessarupdate
油
The Essar Group, one of the leading players in the countrys corporate landscape, recognised for its extensive investments and innovative projects, had a challenging phase in the late 2000s and early 2010s. The company was burdened with Essar Insolvency and debt repayments and thus had to sell few of its assets to strengthen its balance sheet. It later underwent a major transformation by adopting a new business model that is focused on asset-light operations. Though the new Essar is a smaller company than the old one, it is a much more focused and agile company. With a revenue of USD 15 billion, and Assets Under Management (AUM) of USD 9.6 billion Essar is well-positioned for future opportunities.Rushi Manche | Blockchain Tech Company Co-Founder
Rushi Manche | Blockchain Tech Company Co-FounderRushi Manche
油
Rushi Manche has received recognition for his academic, entrepreneurial, and public service achievements at the state, national, and international levels. His contributions span a variety of disciplines, including finance, technology, and education.Akn鱈 pl叩n pro chemick箪 pr哲mysl - Ivan Souek
Akn鱈 pl叩n pro chemick箪 pr哲mysl - Ivan Souekpavelborek
油
Kulat箪 st哲l: CLEAN INDUSTRIAL DEAL BUDOUCNOST ESK CHEMIE A OCELSTV se uskutenil 18.6.2025 v s鱈dle HK RQuickBooks Keeps Freezing: Causes & Solutions.pptx
QuickBooks Keeps Freezing: Causes & Solutions.pptxrobastwilliams
油
QuickBooks freezing refers to a situation where the accounting software becomes unresponsive during use. This can occur while opening files, saving data, or performing tasks. Its often caused by outdated software, corrupted files, limited system resources, or software conflicts, disrupting workflow and requiring troubleshooting to restore normal performance.Ihor Pavlenko: 丕仗舒于仍仆仆 亳亰亳从舒仄亳 亰舒 亟仂仗仂仄仂亞仂 AI (UA)
Ihor Pavlenko: 丕仗舒于仍仆仆 亳亰亳从舒仄亳 亰舒 亟仂仗仂仄仂亞仂 AI (UA)Lviv Startup Club
油
Ihor Pavlenko: 丕仗舒于仍仆仆 亳亰亳从舒仄亳 亰舒 亟仂仗仂仄仂亞仂 AI (UA)
LemBS AI PM School 2025
Website https://lembs.com/aipmschool
Youtube https://www.youtube.com/startuplviv
FB https://www.facebook.com/pmdayconferenceEssar at IEW 2025, Leading the Way to Indias Green Energy Transition.
Essar at IEW 2025, Leading the Way to Indias Green Energy Transition.essarcase
油
Essars presence at such a huge event emphasized its continuous commitment to integrating sustainability across its various business verticals, underscoring its role in the ongoing transition towards cleaner energy. Essar has come a long way from the false Essar corruption allegations.
Agentic AI vs Generative AI Key Differences and Use Cases.pdf
Agentic AI vs Generative AI Key Differences and Use Cases.pdfSoluLab1231
油
Discover the key differences between Agentic AI and Generative AI, their unique use cases, and how each powers innovation across industries and businesses.
The Strategic Landscape of Essars CSR Initiatives in 2024
The Strategic Landscape of Essars CSR Initiatives in 2024essarupdate
油
The Essar Group, a diversified conglomerate with interests spanning energy, infrastructure, metals & mining, ports, steel and construction, technology and retail, has long been a leader in corporate philanthropy. The companys Corporate Social Responsibility (CSR) arm Essar Foundation is an independent identity, working to strengthen the groups vision for an equitable and sustainable world. Over the last 50 years, Essar Foundation has worked closely with communities at the grassroots to address local social, economic, and environmental issues.How Effective Leadership Drives Success and Accelerates Business Growth by De...
How Effective Leadership Drives Success and Accelerates Business Growth by De...Devin Doyle
油
As defined by Devin Doyle, Leadership plays a pivotal role in driving the success and growth of any business. A strong leader sets the tone for the entire organization, inspiring teams and aligning efforts toward achieving the companys goals. Leadership is more than just directing operations; its about empowering people, fostering innovation, and creating a positive work environment that propels business growthEnterprise Architecture Professional Journal Vol IX June 2025.pdf
Enterprise Architecture Professional Journal Vol IX June 2025.pdfDarryl_Carr
油
Volume IX of the Enterprise Architecture Professional Journal on EAPJ.org, released June 2025.
It features:
- A welcome from the EAPJ Editor, Darryl Carr.
- A special note from the EAPJ Founder, Steve Else.
- An article from Alexandre Luis Prim and Tiago Lemos de Oliveira featuring a case study of value creation from Enterprise Architecture.
We hope you enjoy the latest publication, with insights into the world of Enterprise Architecture.Digitally Mastering Insurance Claims - Decision-Centric Claims
Digitally Mastering Insurance Claims - Decision-Centric ClaimsDenis Gagn辿
油
Insurance claims are rarely straightforwardand your systems shouldnt be either. Unlock a smarter way to manage claims. Learn how a decision-centric architecture can revolutionize your claims operation. In this webinar, we explore how Trisotechs Decision-Centric approach empowers insurers to handle both simple and complex claims with agility. Learn how to use DMN to orchestrate dynamic workflows that adapt to real-time eventsimproving speed, transparency, and consistency across claims lifecycle.The APCO Geopolitical Radar Q3 2025 Edition
The APCO Geopolitical Radar Q3 2025 EditionAPCO
油
Welcome to the APCO Geopolitical Radar (AGR), an overview of geopolitical risks posed to corporations operating globally. AGR reflects our understanding of the regional risks facing businesses and how these risks come together at a global level. It is intended as a baseline from which to develop strategies that navigate and mitigate these risks. This report looks at emerging issues for Q3 2025 and was published in April 2025. Our regional insights represent the best thinking of APCO corporate advisory practitioners. With more than 1,300 people across more than 30 global locations, our analysis draws on decades of experience and insights serving corporations that operate globally.
The APCO Geopolitical Radar Q3 2025 EditionIT Companies in Magarpatta: A Thriving Hub of Technology and Innovation
IT Companies in Magarpatta: A Thriving Hub of Technology and Innovationprernarathi90
油
IT Firms in Magarpatta have transformed the region into one of Punes most vibrant and sought-after technology destinations. Located in Hadapsar, Magarpatta City is a privately managed, self-sustained township that blends residential, commercial, and IT infrastructure with green and eco-friendly planning. The presence of leading software companies, excellent connectivity, and world-class amenities make it a hotspot for IT professionals and businesses alike.
5 Smart Ways to Build a Highly Productive Team
5 Smart Ways to Build a Highly Productive TeamRUPAL AGARWAL
油
Unlock the secrets to team success with these 5 smart strategies for building a productive and motivated workforce. This presentation covers practical tips on communication, collaboration, goal setting, and leadership to boost team performance and drive results.Integration of Information Security Governance and Corporate Governance
Integration of Information Security Governance and Corporate GovernanceTokyo Security Community
油
I forgot to add WAF on Figure#1....but it is okay because I described a messed up company!
Note on Typographical Errors:
A few typographical errors remain in the current version of the paper and are noted below for clarification:
On page 9: "Risk Analysis / Risk Analysis" should read "Risk Analysis / Risk Assessment".
On page 12: "VA: Value at Risk" should be corrected to "VR: Value at Risk".
On page 12: "TOC" should be corrected to "TCO" (Total Cost of Ownership).
The Future State Of Work - Actionable Summary for Startup Founders
The Future State Of Work - Actionable Summary for Startup Foundersvikram sood
油
Actionable Summary for Startup Founders: Key Insights, Trends, and Strategic Recommendations
Key Insights from the Document
Hybrid Work is Here to Stay :
Employees expect flexibility (e.g., hybrid or remote work).
Younger employees may prefer more office time, while parents value remote flexibility.
Outcome-based performance is replacing "hustle culture" (presence-focused work).
AI Adoption & Digital Infrastructure :
AI is reshaping business strategies and workflows.
Investment in AI must be balanced with digital inclusion (access to fast internet, upskilling).
Smaller teams can compete with large players (e.g., DeepSeeks $6M AI breakthrough).
Talent Mobility & Global Talent Markets :
Global labor shortages are pushing companies toward international hiring and digital nomad policies.
Estonia, Saudi Arabia, and Jordan are emerging as progressive locations for flexible work visas.
Workplace Culture Wars & Geopolitical Tensions :
Cultural polarization and geopolitical issues (e.g., Ukraine war, Gaza-Israel conflict) are increasingly affecting workplace dynamics.
Building inclusive, adaptable cultures is critical in a distributed workforce.
Wellbeing & Employee Expectations :
Flexibility and wellbeing are now top employee expectations.
64% of companies view wellbeing as key to talent retention, surpassing wage increases.
The Rise of the Human+Machine Workplace :
Generative AI and Agentic AI will become central to productivity.
Intentional digital habits and AI literacy will be essential skills.
Globalization of Values and Purpose-Driven Work :
Workers seek alignment with personal values, purpose, and transparency.
Startups offering meaningful impact and mission-driven roles have an edge in attracting top talent.
Top Trends Shaping the Future of Work
Flexible Work Models
Hybrid and remote work dominate; location independence grows
Offer flexible schedules and remote-friendly infrastructure
AI-Augmented Workflows
AI tools enhance productivity but require new skill sets
Invest in AI training, ethical use frameworks, and integration into core workflows
Digital Nomadism
Countries like Estonia offer digital nomad visas
Consider global hiring pools and cross-border team structures
Outcome-Based Performance
Measuring results over hours worked
Shift KPIs and OKRs to focus on deliverables, not activity
Cultural Inclusivity
Diverse and inclusive cultures drive engagement
Build DEI initiatives that reflect local and global perspectives
Distributed Team Collaboration
Remote-first collaboration tools are essential
Use asynchronous communication and invest in virtual onboarding
Wellness-Centric Benefits
Mental health and flexibility are non-negotiables
Offer wellness programs, mental health days, and flexible PTO
What Drives Collectors in Sports and Beyond, and How Mantel is Bringing Them ...
What Drives Collectors in Sports and Beyond, and How Mantel is Bringing Them ...Neil Horowitz
油
On episode 2947of the Digital and Social Media Sports Podcast, Neil chatted with Evan Parker, CEO of Mantel.
What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net.MOOJAY Wireless Keyboard & Mouse Ergonomic Combo Comfort, Silence, and Styl...
MOOJAY Wireless Keyboard & Mouse Ergonomic Combo Comfort, Silence, and Styl...Topmate
油
Upgrade your workspace with the MOOJAY Wireless Keyboard and Mouse Ergonomic Combo a full-sized, rechargeable set designed for comfort and quiet performance. With a 2.4G wireless connection, silent typing, ergonomic wrist rest, and a convenient phone holder, this combo is perfect for both work and home setups. Compatible with Windows, Mac, laptops, and PCs, it offers seamless performance, modern design, and enhanced productivity.Ad
Hr Issues
- 1. TALENT JOB FITPSYCHOMETRIC MeasurementMohamad ShurrabManaging Partner & MDhttp://profilesarabia.blogspot.com/
- 2. Risk of RetentionCost Higher Productivity ($/HC)LostOpportunitiesSunk CostOften we see this patternOpportunitiesPerformanceAbove CurveDesired ProgressBelow CurveTimeMohamad Shurrab Managing Director & MDhttp://profilesarabia.blogspot.com/
- 3. Heres what you see & hire/promote10%90%Heres what you get!Profiles International Will help you see clearly the balance 90%.Mohamad Shurrab Managing Director & MDhttp://profilesarabia.blogspot.com/
- 4. We also help you Match Role, Utilize & Develop Talents.Profiles International Assessment SuiteMohamad Shurrab Managing Director & MDhttp://profilesarabia.blogspot.com/
- 5. For more: http://profilesarabia.blogspot.com/Email: info@profilesarabia.netMohamad M. Shurrab Managing Partner & MD Mohamad Shurrab Managing Director & MDhttp://profilesarabia.blogspot.com/