iGIP capacity for Quality DeliveryFirnando BuenayreThe document outlines steps for host entities to ensure quality delivery of internship programs, including:
1. Plan capacity based on the number of interns each member can support to ensure enough members for high quality experiences.
2. Structure teams based on intern volume, with dedicated roles for raising, matching, and delivery.
3. Define job descriptions and key performance indicators within each role and structure to focus on quality delivery.
Ons Company PresentationOnline Network Services (ONS)Online Network Services is a specialist in IP infrastructure and telecom deployment services. They have a management team with proven industry experience and skilled engineers. They provide fully managed resources and logistics for projects with an emphasis on quality and completing projects on schedule. They operate internationally and can rapidly mobilize, manage changes flexibly, and deliver customer service value with a can-do attitude.
Board Presentation Recruitment, Induction And RetentionRobin McLeanCohort 2 - Group 2's Presentation for Assignment 1 of Changing Organizations - Spring 2010
This PowerPoint proposes an action plan that might be offered to a school district to handle some of their deficiencies, as well as outlines some of our rationale in proposing the plan.
Induction healthchceck: East MidlandsBridget HarrisThis was presented to members and officers from the East Midlands regional network on 30th June 2010. We discussed both the results of the Induction healthcheck, and a presentation from Judi Billing on the work the 21st Century Programme has done with Leicestershire on its Induction programme.
NORMS BROCHURE (1)C.D WebbThe document describes the Nexus Organisational Resilience Management System (NORMS), an interactive quality management system designed by ORRS to integrate people, processes, and technology to deliver quality, compliance, and organizational resilience while managing risk. NORMS can be customized for a company's specific needs and includes modules for training management, audits, compliance, incident reporting, and risk management to help drive performance and regulatory compliance. NORMS provides automated workflows, alerts, reporting and documentation tools.
Major Presentation 2015Mark KrachtThis document provides an overview of Major Recruitment, an independently owned recruitment organization established in 1992 that operates in multiple industries including oil, gas, renewable energy, warehousing, logistics, and food production. It offers total recruitment solutions nationally, including permanent and temporary hiring, a robust candidate selection process involving in-person interviews, and value-added services like training, compliance management, and on-site support.
Anything HR SolutionsChandrakant Shukla 9000+ Connections www.a-hr.comAnything HR Solutions is a professional HR outsourcing company that provides recruitment, talent management, and post-separation services to clients across multiple industries; they aim to be a one-stop solution for all client HR needs from hiring to retirement and beyond, and guarantee to fill positions within 60 days or provide the service for free.
Anything hr solutionsAnything GroupThe document provides an overview of Anything HR Solutions, an organization offering talent solutions and HR services. It outlines the company's work philosophy, services, recruitment process, industries and functions specialized in. The services include recruitment, talent management from hire to retire, and post-employment support. The value propositions highlighted are timely fulfillment of hiring mandates within 60 days or free, cost and time savings, and a one-stop platform for comprehensive HR solutions.
Induction strategies that workEpicLaura Overton of Towards Maturity facilitated at 'LearningNow: Induction strategies that work'. This presentation features the questions posed during the day and statistics and polls taken from the day.
Taking Gen2015 To My EntityAIESECThis document provides guidance on implementing Gen2015, AIESEC's strategy to achieve goals by 2015, within local committees. It recommends recruiting members based on Gen2015 values and skills needed for 2015 achievement. New members should be inducted into Gen2015 to understand AIESEC's purpose and culture of being purposeful, driven, and collaborative. Local committee planning and coaching should embed Gen2015. Integrated international experiences can help members experience AIESEC's impact. The overall message is empowering members to make 2015 goals a reality.
Creating A Customer Centered OrganizationpierrecochardThe document discusses how companies can create customer advocates by going beyond customer satisfaction to build emotional attachment and brand loyalty. It emphasizes focusing on eliminating customer complaints, providing consistent positive experiences across channels, and offering extraordinary experiences to transform satisfied customers into active brand promoters and defenders. Creating advocates requires understanding where customers fall on a spectrum from indifferent to advocates and targeting communications and services accordingly.
HR Advisory ReportMajid AzizThe document provides details about Libra HR Solutions, a human resource management consultancy firm in Pakistan. It outlines Libra's services including executive search, outsourcing, training, and more. It then summarizes the roles and responsibilities of key departments within a textile spinning client, including finance, operations, and human resources. The human resources department is responsible for tasks such as manpower planning, recruitment, performance appraisal, and training.
Wholesystem_EitaiEitai Ben-NatanThe document provides an overview of bottled water consumption in the UK. It discusses the large market size of bottled water in the UK, with sales reaching £1.7 billion in 2013. It also examines consumer usage patterns and the environmental impacts of bottled water consumption, including material waste, high energy usage, and carbon emissions from production and transportation. The document then proposes a social marketing campaign aimed at reducing these environmental impacts by encouraging increased tap water consumption and recycling.
oGIP Tier 3 Building capacity and L&DAIESECThis document discusses capacity building and learning & development for oGIP Tier 3 entities. It begins by assessing the current state of oGIP, with an average of 0-30 realizations per MC and 0-10 per LC. The ideal state by end of 2014 is to increase these averages. The oGIP OD model aims for a big jump in absolute and relative results. It involves picking focus LCs, planning and building capacity for fruit peaks, and providing learning and development support. Key aspects covered are recruitment optimization, structures for different LC sizes, and creating an education cycle focused on the specific needs and goals of each LC.
Strategic HRM case study- vijay KVijay KashyapShoppers' Stop was the pioneer of organized retailing in India, starting in 1991 with one store and growing to 16 stores by 2002. However, aggressive expansion led to financial losses in 2000-2001. Unlike typical practices of cutting HR costs during downturns, Shoppers' Stop invested more in developing its workforce, which became a competitive advantage. The case examines how strategic HR management was used as a turnaround strategy during this difficult time.
Bar Talk: The away-from-home consumption phenomenonfebo leondiniThe away-from-home consumption phenomenon:
A fuzzy research study between induction and deduction.
It is the english version of "Chiacchiere da Bar": a research on Away From Home Consumption.
L&D KPIsviniciustsugueThis document discusses key performance indicators (KPIs) for learning and development. It defines three KPIs: retention rate, applicants per training leadership program position, and the percentage of members categorized as new, junior, or senior based on their personal development and performance. For each KPI, the document provides details on how to measure, set goals, and analyze the KPI over time. It also discusses related processes like learning, leadership development, pipeline management, and recruitment that impact the KPIs. The overall aim is to establish effective KPIs and goals to help manage the learning and development pipeline.
Induction about Standards and Satisfaction in Local Committee levelAnastasiia IsakiiThis document discusses Standards and Satisfaction (SnS) at AIESEC. It defines SnS as meeting quality standards to deliver on the leadership development promise. The 16 Standards and Team Minimum provide criteria for exchange programs. Success is measured by Net Promoter Score (NPS) surveys. Local committees must implement the standards, respond to issues fast through "firefighting," and conduct regular reviews to improve NPS scores and satisfy customers. International policies like the Exchange Program Policies must also be followed to ensure quality worldwide.
Induction processcshearingThe induction process aims to integrate new employees and acclimate them to their jobs and working environment. The induction will provide information through printed materials and questionnaires. It will cover the organization, work groups, job position, follow-up procedures, occupational health and safety programs, emergency actions, responsibilities, and risk management. The goal is a healthy and safe workplace where discrimination is not tolerated.
Professional FeedbackshayleenjerniganA powerpoint presentation on professional feedback when training. This presentation includes: why feedback matters, how to give professional feedback, bad feedback versus good feedback, and helpful tips and reminders.
Hiring for culture fit vs. skillsFletcher WimbushHow to uncover cultural misfits in the interview and selection process using the best hiring strategies. How to use pre-employment assessments and references to get the best cultural team fit.
big bazar ,hyderabadPULIPATISIVAKUMARThe document discusses fast moving consumer goods (FMCG) and sales promotions. It begins by explaining that FMCG refers to everyday consumer products that move quickly through retail shelves, though definitions vary. Characteristics of FMCG include low individual cost but high overall spending, limited household inventory with frequent purchases, and minimal decision time based mainly on brand and retailer recommendations.
The document then discusses different elements of sales promotions, which are an important part of FMCG marketing strategies. Consumer-oriented sales promotions aim to directly motivate consumers and can include techniques like coupons, price discounts, free samples, contests, and bundling offers. Factors that influence the effectiveness of these promotions include the promotion type, targeted segments, competitors' actions
OnboardingOPRA Psychology GroupThe document discusses onboarding best practices for new hires. It defines onboarding as the process of helping new employees transition from outsiders to insiders through acquiring job, role, group and cultural knowledge. The presentation outlines a model for onboarding with four phases: pre-selection, pre-boarding, onboarding and post-hire support. It summarizes five rules for effective onboarding: don't leave learning to chance, start onboarding pre-selection, engage leaders and teams, focus on the first few months, and view onboarding as a long-term process not a single event. Following best practices in onboarding can lead to positive individual, group and organizational outcomes.
Induction year programme for teachers in EstoniaLatvian Trade Union of Education and Science EmployeesThe document summarizes Estonia's induction year program for new teachers. It discusses several key points:
1) The induction year was implemented in 2004 to support novice teachers as they transition from teacher education programs to classroom teaching. It focuses on developing basic teaching competences and providing mentoring support.
2) The program is organized by two university centers and includes various support activities, seminars, and mentor training throughout the school year. Mentors provide guidance to help new teachers adjust and develop professionally.
3) Both the induction program and mentor training are funded by the Ministry of Education and last 160 hours. The overall goals are to ease new teachers' entry into the profession and gather feedback to strengthen teacher
How to Streamline Your Induction Programme to Fit Into Your Organisational Cu...The HR ObserverIntroducing your new employees to the company is one the key steps to having an engaged workforce. The purpose of this session is to raise the importance of induction in acclimatising employees to an organisation and show you how you can evaluate your existing onboarding and induction processes. Elrona will showcase various approaches to creating an induction programme that is suitable to the Middle East’s multicultural organisation s while maintaining local considerations. You will see the benefits of aligning induction with organisation culture and business and how to engage with line managers by promoting the value added to all stakeholders.
Elrona D’Souza, Associate Consultant, PeopleFirst
Akhtar zamanMd AktarThis document provides an overview of Honda Cars India Ltd (HCIL), including its history, facilities, production details, product range, sales network, and environmental initiatives. HCIL was established in 1995 as a joint venture between Honda Motor Company and Usha International, becoming a fully owned Honda subsidiary in 2012. It operates two manufacturing plants in Greater Noida and Bhiwadi with a total annual capacity of 240,000 units. HCIL's product range includes models like the Brio, Jazz, Amaze, City, Mobilio, BR-V, and CR-V. It has a sales network of 309 dealerships across 197 cities.
Induction Programme, an Orientation by the Human Resource DepartmentShashank GuptaThis document discusses the importance and process of induction for new employees. Induction aims to introduce new employees to the organization, make them feel welcome, and provide information about policies, procedures, roles and responsibilities. It helps new employees adjust rapidly, reduces mistakes, and promotes a cooperative attitude. An effective induction process involves an orientation, materials like employee handbooks, and introductions to coworkers. It establishes expectations and fosters a sense of belonging within the organization.
Anything hr solutionsAnything GroupThe document provides an overview of Anything HR Solutions, an organization offering talent solutions and HR services. It outlines the company's work philosophy, services, recruitment process, industries and functions specialized in. The services include recruitment, talent management from hire to retire, and post-employment support. The value propositions highlighted are timely fulfillment of hiring mandates within 60 days or free, cost and time savings, and a one-stop platform for comprehensive HR solutions.
Induction strategies that workEpicLaura Overton of Towards Maturity facilitated at 'LearningNow: Induction strategies that work'. This presentation features the questions posed during the day and statistics and polls taken from the day.
Taking Gen2015 To My EntityAIESECThis document provides guidance on implementing Gen2015, AIESEC's strategy to achieve goals by 2015, within local committees. It recommends recruiting members based on Gen2015 values and skills needed for 2015 achievement. New members should be inducted into Gen2015 to understand AIESEC's purpose and culture of being purposeful, driven, and collaborative. Local committee planning and coaching should embed Gen2015. Integrated international experiences can help members experience AIESEC's impact. The overall message is empowering members to make 2015 goals a reality.
Creating A Customer Centered OrganizationpierrecochardThe document discusses how companies can create customer advocates by going beyond customer satisfaction to build emotional attachment and brand loyalty. It emphasizes focusing on eliminating customer complaints, providing consistent positive experiences across channels, and offering extraordinary experiences to transform satisfied customers into active brand promoters and defenders. Creating advocates requires understanding where customers fall on a spectrum from indifferent to advocates and targeting communications and services accordingly.
HR Advisory ReportMajid AzizThe document provides details about Libra HR Solutions, a human resource management consultancy firm in Pakistan. It outlines Libra's services including executive search, outsourcing, training, and more. It then summarizes the roles and responsibilities of key departments within a textile spinning client, including finance, operations, and human resources. The human resources department is responsible for tasks such as manpower planning, recruitment, performance appraisal, and training.
Wholesystem_EitaiEitai Ben-NatanThe document provides an overview of bottled water consumption in the UK. It discusses the large market size of bottled water in the UK, with sales reaching £1.7 billion in 2013. It also examines consumer usage patterns and the environmental impacts of bottled water consumption, including material waste, high energy usage, and carbon emissions from production and transportation. The document then proposes a social marketing campaign aimed at reducing these environmental impacts by encouraging increased tap water consumption and recycling.
oGIP Tier 3 Building capacity and L&DAIESECThis document discusses capacity building and learning & development for oGIP Tier 3 entities. It begins by assessing the current state of oGIP, with an average of 0-30 realizations per MC and 0-10 per LC. The ideal state by end of 2014 is to increase these averages. The oGIP OD model aims for a big jump in absolute and relative results. It involves picking focus LCs, planning and building capacity for fruit peaks, and providing learning and development support. Key aspects covered are recruitment optimization, structures for different LC sizes, and creating an education cycle focused on the specific needs and goals of each LC.
Strategic HRM case study- vijay KVijay KashyapShoppers' Stop was the pioneer of organized retailing in India, starting in 1991 with one store and growing to 16 stores by 2002. However, aggressive expansion led to financial losses in 2000-2001. Unlike typical practices of cutting HR costs during downturns, Shoppers' Stop invested more in developing its workforce, which became a competitive advantage. The case examines how strategic HR management was used as a turnaround strategy during this difficult time.
Bar Talk: The away-from-home consumption phenomenonfebo leondiniThe away-from-home consumption phenomenon:
A fuzzy research study between induction and deduction.
It is the english version of "Chiacchiere da Bar": a research on Away From Home Consumption.
L&D KPIsviniciustsugueThis document discusses key performance indicators (KPIs) for learning and development. It defines three KPIs: retention rate, applicants per training leadership program position, and the percentage of members categorized as new, junior, or senior based on their personal development and performance. For each KPI, the document provides details on how to measure, set goals, and analyze the KPI over time. It also discusses related processes like learning, leadership development, pipeline management, and recruitment that impact the KPIs. The overall aim is to establish effective KPIs and goals to help manage the learning and development pipeline.
Induction about Standards and Satisfaction in Local Committee levelAnastasiia IsakiiThis document discusses Standards and Satisfaction (SnS) at AIESEC. It defines SnS as meeting quality standards to deliver on the leadership development promise. The 16 Standards and Team Minimum provide criteria for exchange programs. Success is measured by Net Promoter Score (NPS) surveys. Local committees must implement the standards, respond to issues fast through "firefighting," and conduct regular reviews to improve NPS scores and satisfy customers. International policies like the Exchange Program Policies must also be followed to ensure quality worldwide.
Induction processcshearingThe induction process aims to integrate new employees and acclimate them to their jobs and working environment. The induction will provide information through printed materials and questionnaires. It will cover the organization, work groups, job position, follow-up procedures, occupational health and safety programs, emergency actions, responsibilities, and risk management. The goal is a healthy and safe workplace where discrimination is not tolerated.
Professional FeedbackshayleenjerniganA powerpoint presentation on professional feedback when training. This presentation includes: why feedback matters, how to give professional feedback, bad feedback versus good feedback, and helpful tips and reminders.
Hiring for culture fit vs. skillsFletcher WimbushHow to uncover cultural misfits in the interview and selection process using the best hiring strategies. How to use pre-employment assessments and references to get the best cultural team fit.
big bazar ,hyderabadPULIPATISIVAKUMARThe document discusses fast moving consumer goods (FMCG) and sales promotions. It begins by explaining that FMCG refers to everyday consumer products that move quickly through retail shelves, though definitions vary. Characteristics of FMCG include low individual cost but high overall spending, limited household inventory with frequent purchases, and minimal decision time based mainly on brand and retailer recommendations.
The document then discusses different elements of sales promotions, which are an important part of FMCG marketing strategies. Consumer-oriented sales promotions aim to directly motivate consumers and can include techniques like coupons, price discounts, free samples, contests, and bundling offers. Factors that influence the effectiveness of these promotions include the promotion type, targeted segments, competitors' actions
OnboardingOPRA Psychology GroupThe document discusses onboarding best practices for new hires. It defines onboarding as the process of helping new employees transition from outsiders to insiders through acquiring job, role, group and cultural knowledge. The presentation outlines a model for onboarding with four phases: pre-selection, pre-boarding, onboarding and post-hire support. It summarizes five rules for effective onboarding: don't leave learning to chance, start onboarding pre-selection, engage leaders and teams, focus on the first few months, and view onboarding as a long-term process not a single event. Following best practices in onboarding can lead to positive individual, group and organizational outcomes.
Induction year programme for teachers in EstoniaLatvian Trade Union of Education and Science EmployeesThe document summarizes Estonia's induction year program for new teachers. It discusses several key points:
1) The induction year was implemented in 2004 to support novice teachers as they transition from teacher education programs to classroom teaching. It focuses on developing basic teaching competences and providing mentoring support.
2) The program is organized by two university centers and includes various support activities, seminars, and mentor training throughout the school year. Mentors provide guidance to help new teachers adjust and develop professionally.
3) Both the induction program and mentor training are funded by the Ministry of Education and last 160 hours. The overall goals are to ease new teachers' entry into the profession and gather feedback to strengthen teacher
How to Streamline Your Induction Programme to Fit Into Your Organisational Cu...The HR ObserverIntroducing your new employees to the company is one the key steps to having an engaged workforce. The purpose of this session is to raise the importance of induction in acclimatising employees to an organisation and show you how you can evaluate your existing onboarding and induction processes. Elrona will showcase various approaches to creating an induction programme that is suitable to the Middle East’s multicultural organisation s while maintaining local considerations. You will see the benefits of aligning induction with organisation culture and business and how to engage with line managers by promoting the value added to all stakeholders.
Elrona D’Souza, Associate Consultant, PeopleFirst
Akhtar zamanMd AktarThis document provides an overview of Honda Cars India Ltd (HCIL), including its history, facilities, production details, product range, sales network, and environmental initiatives. HCIL was established in 1995 as a joint venture between Honda Motor Company and Usha International, becoming a fully owned Honda subsidiary in 2012. It operates two manufacturing plants in Greater Noida and Bhiwadi with a total annual capacity of 240,000 units. HCIL's product range includes models like the Brio, Jazz, Amaze, City, Mobilio, BR-V, and CR-V. It has a sales network of 309 dealerships across 197 cities.
Induction Programme, an Orientation by the Human Resource DepartmentShashank GuptaThis document discusses the importance and process of induction for new employees. Induction aims to introduce new employees to the organization, make them feel welcome, and provide information about policies, procedures, roles and responsibilities. It helps new employees adjust rapidly, reduces mistakes, and promotes a cooperative attitude. An effective induction process involves an orientation, materials like employee handbooks, and introductions to coworkers. It establishes expectations and fosters a sense of belonging within the organization.
17. Радиоволновый извещатель (РВ)
Астра-552
• эффективное обнаружение продольных перемещений
• невосприимчивость к тепловым помехам
• устойчивость к излучению люминесцентных ламп
• «видит» движение за преградой (не из металла)
20. Рекомендации по установке РВ
Реагирует на движущиеся металлические части
«Видит» сквозь неметаллические преграды
21. Применение РВ
1. В теплых помещениях, где ИК извещатель даже с функцией температурной
компенсации не обеспечивает эффективное обнаружение движения
2. В помещениях с большим уровнем тепловых помех
3. В помещениях, где невозможно создание желаемой зоны обнаружения с
помощью ИК извещателя, например, с большим количеством препятствий
(склад)
22. Ультразвуковой извещатель (УЗ)
Астра-642
• эффективное обнаружение продольных перемещений
• невосприимчивость к тепловым помехам
• увеличенная зона обнаружения за счет переотражений
28. Применение УЗ
1. В теплых помещениях, где ИК извещатель даже с функцией температурной
компенсации не обеспечивает эффективное обнаружение движения
2. В помещениях с большим уровнем тепловых помех
3. В помещениях, где невозможно создание желаемой зоны обнаружения с
помощью ИК извещателя, например, с большим количеством препятствий
(склад или витрина)
41. Извещатель изменения положения
Астра-351 исп. П
Астра-351 исп. П
• Регистрирует изменение положения
• Обнаруживает воздействия:
-наклон на угол 5 – 9 градусов (реле Slope)
-удар или серию ударов (реле Strike)
44. Извещатель вибрационный Астра-624
Астра-624
• Регистрирует разрушение охраняемой поверхности
• Обнаруживает все виды разрушающего воздействия:
- Удары (ударный инструмент)
- Резка (ножовка, болгарка)
- Сверление (дрель, перфоратор)
• Крепление к поверхности с помощью магнитов или
пластины
Новинка
46. Рекомендации по установке Астра-624
1. Крепление осуществляется с помощью неодимовых магнитов
2. Извещатель крепится к металлической поверхности на эти магниты
3. Магниты имеют более сильные магнитные свойства по сравнению с обычными
4. На другие виды поверхностей крепление с помощью мет. пластины (идет в комплекте)
1 2 3 4