Workplace2020 CEO Dialogue on Future of Workplace by Corporate Shiksha. Featuring Mr. D Shivakumar, Chairman and CEO, PepsiCo India l Dr. Bhaskar Das, Group CEO, Zee Media Corp. l Mr. Vivek Gaur, CEO, Yepme.com l Mr. Jagdish Mitra, CEO, CanvasM l Mr. Dilip Chenoy, CEO & MD, National Skill Development Corporation l Mr. Sanjay Modi, Managing Director (India, ME and SEA), Monster.com
Workplace 2020 Playbook on Future of Talent AcquisitionCorporateShiksha
Finding the right talent is critical for transforming companies and building comprehensive talent acquisition plans. This document summarizes a roundtable discussion between HR leaders on trends and practices in talent acquisition. Key topics discussed include the need for blended talent strategies using social media and employer branding; assessing candidates using recruitment technology and analytics; ensuring sourcing mixes are optimized between channels like referrals, job boards, and search firms; and the consumerization of talent technology through mobile and modular apps. The discussion also addressed skills gaps, demographic shifts, and using data to gain insights on the future talent landscape.
Final file booming startups to watch out for (compressed)CIO Look Magazine
Gayathri Arumugam is the Chief Operating Officer of TalentSurabhi, an Indian startup focused on talent acquisition and recruitment. She has over 15 years of experience in recruitment, especially within the clinical research sector. She founded TalentSurabhi in 2020 to address the growing demand for talent within industries like clinical research, pharmaceuticals, and IT. During the COVID-19 pandemic, TalentSurabhi adapted by moving interviews online and helping candidates prepare for virtual interviews, allowing hiring to continue smoothly. Gayathri's vision is for TalentSurabhi to become one of the top recruitment firms in India serving various industries.
Careers360 is an education counseling company established in 2009 that provides various counseling products and online courses to help students prepare for entrance exams. It sees around 15 million monthly visitors and has recently partnered with Google and Facebook. The presentation summarizes Careers360's industry and company overview, product range, job description for an intern role, data analysis of leads and sales, SWOT analysis, and suggestions for improvements.
Josh Bersin’s HR Predictions for 2014. Building a Strong Talent Pipeline for ...Sage HR
This document discusses the emerging focus on talent systems in HR and provides 10 predictions for 2014. It notes that in 2014, companies will face challenges in skills shortages, leadership gaps, and workforce retention. To address these challenges, the document advocates moving beyond standalone HR programs to an integrated "corporate talent system" where all talent management elements work together. The 10 predictions for 2014 focus on trends like global skills needs, integrated capability development, performance management redesign, and the growth of HR technology.
Talent developers face competing demands in developing learning opportunities for a diverse, multi-generational workforce. They must balance training employees for today's skills while also preparing them for future skills needs in a changing work environment. A 2018 workplace learning report found that the top priority for talent development programs is training soft skills to help workers adapt to automation. While talent developers focus on current training needs, executives want them to do more to identify future skill gaps. The rise of online and digital learning solutions allows talent developers to better meet varied employee learning preferences. However, talent developers must still address challenges like getting employees to make time for learning and increasing manager involvement in learning programs.
In this edition of The 10 Most Inspiring CEOs to Watch, we have enlisted CEOs who are setting an inspirational standard for other aspiring entrepreneurs with their unique leadership.
Workplace 2020 Playbook on Future of Talent AcquisitionCorporateShiksha
Finding the right talent is critical for transforming companies and building comprehensive talent acquisition plans. This document summarizes a roundtable discussion between HR leaders on trends and practices in talent acquisition. Key topics discussed include the need for blended talent strategies using social media and employer branding; assessing candidates using recruitment technology and analytics; ensuring sourcing mixes are optimized between channels like referrals, job boards, and search firms; and the consumerization of talent technology through mobile and modular apps. The discussion also addressed skills gaps, demographic shifts, and using data to gain insights on the future talent landscape.
Final file booming startups to watch out for (compressed)CIO Look Magazine
Gayathri Arumugam is the Chief Operating Officer of TalentSurabhi, an Indian startup focused on talent acquisition and recruitment. She has over 15 years of experience in recruitment, especially within the clinical research sector. She founded TalentSurabhi in 2020 to address the growing demand for talent within industries like clinical research, pharmaceuticals, and IT. During the COVID-19 pandemic, TalentSurabhi adapted by moving interviews online and helping candidates prepare for virtual interviews, allowing hiring to continue smoothly. Gayathri's vision is for TalentSurabhi to become one of the top recruitment firms in India serving various industries.
Careers360 is an education counseling company established in 2009 that provides various counseling products and online courses to help students prepare for entrance exams. It sees around 15 million monthly visitors and has recently partnered with Google and Facebook. The presentation summarizes Careers360's industry and company overview, product range, job description for an intern role, data analysis of leads and sales, SWOT analysis, and suggestions for improvements.
Josh Bersin’s HR Predictions for 2014. Building a Strong Talent Pipeline for ...Sage HR
This document discusses the emerging focus on talent systems in HR and provides 10 predictions for 2014. It notes that in 2014, companies will face challenges in skills shortages, leadership gaps, and workforce retention. To address these challenges, the document advocates moving beyond standalone HR programs to an integrated "corporate talent system" where all talent management elements work together. The 10 predictions for 2014 focus on trends like global skills needs, integrated capability development, performance management redesign, and the growth of HR technology.
Talent developers face competing demands in developing learning opportunities for a diverse, multi-generational workforce. They must balance training employees for today's skills while also preparing them for future skills needs in a changing work environment. A 2018 workplace learning report found that the top priority for talent development programs is training soft skills to help workers adapt to automation. While talent developers focus on current training needs, executives want them to do more to identify future skill gaps. The rise of online and digital learning solutions allows talent developers to better meet varied employee learning preferences. However, talent developers must still address challenges like getting employees to make time for learning and increasing manager involvement in learning programs.
In this edition of The 10 Most Inspiring CEOs to Watch, we have enlisted CEOs who are setting an inspirational standard for other aspiring entrepreneurs with their unique leadership.
Info Edge (India) Limited is an Indian internet company founded in 1995 that owns and operates various online businesses including Naukri.com, Jeevansathi.com, 99acres.com, and Shiksha.com. Shiksha.com is an education classifieds marketplace that connects education seekers with providers. It has 25,000 institutes listed across India and abroad and receives 3.5 million monthly page views. The sales department of Shiksha.com's Chennai office is headed by a Senior Zonal Manager and focuses on achieving sales targets through marketing on television and online channels.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Directi On Campus- Engineering PresentationDirecti Group
Directi is a technology company founded in 1998 that has since grown significantly. It now has over 700 employees, offices worldwide, and provides a variety of internet products and services used by millions globally. The company culture emphasizes working with smart people on impactful projects, an open environment, flexibility, and work-life balance. They aim to recruit the best talent from top engineering schools in India.
Most prominent institutes of management studies in india2021Merry D'souza
The Knowledge Review covered "Most Prominent Institute of Management Studies in India, August_2021, "Across the Globe, here our education magazine TKR flash about Institute of Management Studies in India
This document discusses how digital media can be used for acquiring talent. It summarizes that employer branding, referrals, and recruiting through digital media will be the top recruiting trends in India. Social media has become a major way for companies to engage both active and passive candidates. The document outlines some key statistics on social media usage in India and how it is becoming an important tool for employer branding and recruiting. It also discusses challenges in managing large amounts of online information and the need for sophisticated data interpretation to identify the right talent pools.
Hanmer MSL Executive Report on an event held jointly with the Indo-French Chamber of Commerce Industry in October, sharing insights on Why You Need Employer Branding
The recruitment industry in India has grown significantly in recent years and is expected to continue growing. It was worth Rs. 2000 crores in 2010 and has grown at a 21% compound annual rate to an estimated Rs. 22,800 crores in size currently. Demand for staffing is high across many sectors like banking, insurance, IT and others. While opportunities exist, the industry also faces challenges like low operating margins, availability of talent, and developing new business models for continued growth.
Directi On Campus- Engineering PresentationDirecti Group
Directi is a technology company founded in 1998 that now has over 700 employees. It has offices in several countries and customers in over 200 countries. Directi offers internships and full-time positions in software engineering. Interns work on live projects and gain real-world experience working with smart colleagues on challenging problems with global impact. Directi provides benefits like flexible hours, team activities, and a productive work environment.
The document discusses the strategic human resource management practices of Bharat Forge Ltd that have helped it become a global leader in the automotive forging industry. It outlines Bharat Forge's growth from a small plant in Pune to the largest forging company in the world through strategic investments in technology and skilled workforce. It highlights the leadership of Dr. Baba Kalyani and initiatives like apprentice training, leadership development programs, and emphasis on talent retention that have supported its business strategy. The case study examines how strategic HRM has provided a competitive advantage and facilitated Bharat Forge's transformation.
Careers360 summer intership report by anuj gupta ( Jaipuria Institute of Mana...Anuj Gupta
This document is a summer internship project report submitted by Anuj Gupta to the Jaipuria Institute of Management about their internship at Careers360. Careers360 is an education company that provides career counseling and crash courses. During the internship, Anuj's responsibilities included counseling students, entering feedback into a CRM system, providing daily conversion reports, and justifying conversion metrics. The report analyzes Careers360's products, competitors, organizational structure and the lead distribution system used to prioritize counseling of different types of leads.
In this edition of Insights Success – ‘Most Recognized MBA Institutes of 2021’ we are happy to shed light on some of the inspiring MBA institutes in India, which are committed to cultivating and developing proficient business professionals with high intellect and morals.
The document discusses effective interviewing in organizations. It defines an effective interview as securing maximum information about a candidate's suitability for a job. The purpose is to select skilled candidates that fit organizational requirements and establish mutual understanding between the company and candidate. Guidelines include conducting interviews privately with competent interviewers following a schedule and guidelines. Tips are provided for both interviewers and interviewees. Examples of rigorous interview processes from top companies are given to highlight the importance of interviews. Commonly asked questions in interviews are also listed.
Every type of business now employs tech talent. The challenge for employers is not only finding enough candidates, but also winning out over the competition who is recruiting from the same, limited pool. Hear from Indeed Economist Mariano Mamertino as he reveals key insights on the tech job market across Europe and how tech talent searches for jobs today. Mariano will share new research from the Indeed Hiring Lab, a global research institute committed to advancing the knowledge of human resource and talent management professionals worldwide.
More people find jobs on Indeed than anywhere else. Indeed is the #1 job site in the world and allows job seekers to search millions of jobs on the web or mobile in over 50 countries and 28 languages. 180 million people each month search for jobs, post resumes and research companies on Indeed, and Indeed is the #1 source of external hires for thousands of companies. (sources: SilkRoad & iCIMS).
For more information about how Indeed can help you hire, visit:
United Kingdom - indeed.co.uk/hire
Germany - de.indeed.com/recruiting
Netherlands - indeed.nl/personeel
France - indeed.fr/recrutement
Ireland - ie.indeed.com/hire
Steve Boese - Digital Transformation and the Future of TalentH3 HR Advisors, Inc.
This document discusses how digital transformation and disruptive technologies are impacting talent and the future of work. It notes that traditional models of finding, developing, and retaining talent are being disrupted as technologies like mobile, social media, analytics and artificial intelligence change expectations. The presentation recommends that organizations adapt to these changes by finding talent through mobile and social platforms, developing talent through peer learning and continuous learning, and retaining talent by focusing on relationships, flexibility and personalization over traditional retention strategies. Organizations must reduce barriers and create differentiated experiences to attract and engage talent in this new environment.
This document discusses the disruptive impact of technological innovation on jobs and the future of work. It argues that while disruptions often create new opportunities, they can also displace existing jobs and require retraining of workers. The document calls for partnerships between industry, academia and government to help reskill and upskill workers for emerging jobs through initiatives like TechHire. It emphasizes the need for entrepreneurship to drive job growth, and highlights how startups have historically created most net new jobs. The future will require lifelong learning to adapt to changing job demands.
Jobstreet Talent Wars II - Riding The Recovery WaveKenny Ong
Jobstreet HR Networking Event
KL, 22nd July 2010
Jobstreet Talent Wars II - Riding The Recovery Wave
1. Post-recession and the staff retention implications
2. Talent Wars in the New Economy
3. Aligning Staff Retention strategies with your company’s Business Model
4. Optimizing Compensation & Benefits to match Staff retention Strategies
5. Developing a Talent Management system
6. Retaining ‘Swing’ employees and non-conventional strategies to Staff Retention
7. Motivating & Engaging Employees vs. Retention
8. Addressing the Talent Scarcity problems
Future of talent management drivers and trendsTaleo Research
The next generation of talent management practices and solutions will be impacted by three major factors:
economic evolution
demographic changes
technology advancements
These factors are dramatically influencing the way people work, the way companies are organized, and the way talent is managed. This paper is the first of a two part series that will explore the changes needed in current business and talent management processes and technology to effectively deliver business value five to ten years from now. This first paper articulates and frames the key drivers of change. The second paper explores the resulting impacts to talent management processes and technologies.
LinkedIn on LinkedIn: Shaping the Future of Talent Acquisition | Talent Conne...LinkedIn Talent Solutions
Join LinkedIn’s Global Head of Talent Acquisition and Director, Talent Acquisition: Global Sales & International to hear how they are using LinkedIn’s own solutions to identify, segment, engage, and convert target talent pools.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Dan Medlin is a talent acquisition manager with 24 years of experience in human resources and recruiting. He has expertise in strategic talent acquisition, global recruiting, applicant tracking systems, and employer branding. Some key aspects of his proposed strategic talent acquisition re-engineering include conducting a recruiting system assessment, developing a defined recruitment business process, integrating a best-in-class applicant tracking system, building the company brand, and initiating a broad candidate sourcing strategy.
ICT - The Future of Jobs and the Human Project by Professor Luciano Floridi, ...Markus Laine
Professor Floridi's lecture slides from the FInnish Ministry of Communications and Transports information strategies-seminar held in 14.5.2014 in Dipoli, Espoo, Finland.
The Future of Jobs Employment, Skills and Workforce Strategy for the Fourth...Samuel Chalom
This document is a report from the World Economic Forum titled "The Future of Jobs" which examines the impact of emerging technologies on employment, skills, and workforce strategy. It finds that while overall job growth is expected across most industries, skills instability is high across all job categories. This is creating major recruitment challenges and talent shortages for businesses. To prevent increased inequality and unemployment, reskilling and upskilling of today's workers will be critical for both businesses and individuals. Governments will need to create an enabling environment to support these efforts through collaboration between industries, sectors, and improved data and planning metrics.
Info Edge (India) Limited is an Indian internet company founded in 1995 that owns and operates various online businesses including Naukri.com, Jeevansathi.com, 99acres.com, and Shiksha.com. Shiksha.com is an education classifieds marketplace that connects education seekers with providers. It has 25,000 institutes listed across India and abroad and receives 3.5 million monthly page views. The sales department of Shiksha.com's Chennai office is headed by a Senior Zonal Manager and focuses on achieving sales targets through marketing on television and online channels.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Directi On Campus- Engineering PresentationDirecti Group
Directi is a technology company founded in 1998 that has since grown significantly. It now has over 700 employees, offices worldwide, and provides a variety of internet products and services used by millions globally. The company culture emphasizes working with smart people on impactful projects, an open environment, flexibility, and work-life balance. They aim to recruit the best talent from top engineering schools in India.
Most prominent institutes of management studies in india2021Merry D'souza
The Knowledge Review covered "Most Prominent Institute of Management Studies in India, August_2021, "Across the Globe, here our education magazine TKR flash about Institute of Management Studies in India
This document discusses how digital media can be used for acquiring talent. It summarizes that employer branding, referrals, and recruiting through digital media will be the top recruiting trends in India. Social media has become a major way for companies to engage both active and passive candidates. The document outlines some key statistics on social media usage in India and how it is becoming an important tool for employer branding and recruiting. It also discusses challenges in managing large amounts of online information and the need for sophisticated data interpretation to identify the right talent pools.
Hanmer MSL Executive Report on an event held jointly with the Indo-French Chamber of Commerce Industry in October, sharing insights on Why You Need Employer Branding
The recruitment industry in India has grown significantly in recent years and is expected to continue growing. It was worth Rs. 2000 crores in 2010 and has grown at a 21% compound annual rate to an estimated Rs. 22,800 crores in size currently. Demand for staffing is high across many sectors like banking, insurance, IT and others. While opportunities exist, the industry also faces challenges like low operating margins, availability of talent, and developing new business models for continued growth.
Directi On Campus- Engineering PresentationDirecti Group
Directi is a technology company founded in 1998 that now has over 700 employees. It has offices in several countries and customers in over 200 countries. Directi offers internships and full-time positions in software engineering. Interns work on live projects and gain real-world experience working with smart colleagues on challenging problems with global impact. Directi provides benefits like flexible hours, team activities, and a productive work environment.
The document discusses the strategic human resource management practices of Bharat Forge Ltd that have helped it become a global leader in the automotive forging industry. It outlines Bharat Forge's growth from a small plant in Pune to the largest forging company in the world through strategic investments in technology and skilled workforce. It highlights the leadership of Dr. Baba Kalyani and initiatives like apprentice training, leadership development programs, and emphasis on talent retention that have supported its business strategy. The case study examines how strategic HRM has provided a competitive advantage and facilitated Bharat Forge's transformation.
Careers360 summer intership report by anuj gupta ( Jaipuria Institute of Mana...Anuj Gupta
This document is a summer internship project report submitted by Anuj Gupta to the Jaipuria Institute of Management about their internship at Careers360. Careers360 is an education company that provides career counseling and crash courses. During the internship, Anuj's responsibilities included counseling students, entering feedback into a CRM system, providing daily conversion reports, and justifying conversion metrics. The report analyzes Careers360's products, competitors, organizational structure and the lead distribution system used to prioritize counseling of different types of leads.
In this edition of Insights Success – ‘Most Recognized MBA Institutes of 2021’ we are happy to shed light on some of the inspiring MBA institutes in India, which are committed to cultivating and developing proficient business professionals with high intellect and morals.
The document discusses effective interviewing in organizations. It defines an effective interview as securing maximum information about a candidate's suitability for a job. The purpose is to select skilled candidates that fit organizational requirements and establish mutual understanding between the company and candidate. Guidelines include conducting interviews privately with competent interviewers following a schedule and guidelines. Tips are provided for both interviewers and interviewees. Examples of rigorous interview processes from top companies are given to highlight the importance of interviews. Commonly asked questions in interviews are also listed.
Every type of business now employs tech talent. The challenge for employers is not only finding enough candidates, but also winning out over the competition who is recruiting from the same, limited pool. Hear from Indeed Economist Mariano Mamertino as he reveals key insights on the tech job market across Europe and how tech talent searches for jobs today. Mariano will share new research from the Indeed Hiring Lab, a global research institute committed to advancing the knowledge of human resource and talent management professionals worldwide.
More people find jobs on Indeed than anywhere else. Indeed is the #1 job site in the world and allows job seekers to search millions of jobs on the web or mobile in over 50 countries and 28 languages. 180 million people each month search for jobs, post resumes and research companies on Indeed, and Indeed is the #1 source of external hires for thousands of companies. (sources: SilkRoad & iCIMS).
For more information about how Indeed can help you hire, visit:
United Kingdom - indeed.co.uk/hire
Germany - de.indeed.com/recruiting
Netherlands - indeed.nl/personeel
France - indeed.fr/recrutement
Ireland - ie.indeed.com/hire
Steve Boese - Digital Transformation and the Future of TalentH3 HR Advisors, Inc.
This document discusses how digital transformation and disruptive technologies are impacting talent and the future of work. It notes that traditional models of finding, developing, and retaining talent are being disrupted as technologies like mobile, social media, analytics and artificial intelligence change expectations. The presentation recommends that organizations adapt to these changes by finding talent through mobile and social platforms, developing talent through peer learning and continuous learning, and retaining talent by focusing on relationships, flexibility and personalization over traditional retention strategies. Organizations must reduce barriers and create differentiated experiences to attract and engage talent in this new environment.
This document discusses the disruptive impact of technological innovation on jobs and the future of work. It argues that while disruptions often create new opportunities, they can also displace existing jobs and require retraining of workers. The document calls for partnerships between industry, academia and government to help reskill and upskill workers for emerging jobs through initiatives like TechHire. It emphasizes the need for entrepreneurship to drive job growth, and highlights how startups have historically created most net new jobs. The future will require lifelong learning to adapt to changing job demands.
Jobstreet Talent Wars II - Riding The Recovery WaveKenny Ong
Jobstreet HR Networking Event
KL, 22nd July 2010
Jobstreet Talent Wars II - Riding The Recovery Wave
1. Post-recession and the staff retention implications
2. Talent Wars in the New Economy
3. Aligning Staff Retention strategies with your company’s Business Model
4. Optimizing Compensation & Benefits to match Staff retention Strategies
5. Developing a Talent Management system
6. Retaining ‘Swing’ employees and non-conventional strategies to Staff Retention
7. Motivating & Engaging Employees vs. Retention
8. Addressing the Talent Scarcity problems
Future of talent management drivers and trendsTaleo Research
The next generation of talent management practices and solutions will be impacted by three major factors:
economic evolution
demographic changes
technology advancements
These factors are dramatically influencing the way people work, the way companies are organized, and the way talent is managed. This paper is the first of a two part series that will explore the changes needed in current business and talent management processes and technology to effectively deliver business value five to ten years from now. This first paper articulates and frames the key drivers of change. The second paper explores the resulting impacts to talent management processes and technologies.
LinkedIn on LinkedIn: Shaping the Future of Talent Acquisition | Talent Conne...LinkedIn Talent Solutions
Join LinkedIn’s Global Head of Talent Acquisition and Director, Talent Acquisition: Global Sales & International to hear how they are using LinkedIn’s own solutions to identify, segment, engage, and convert target talent pools.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Dan Medlin is a talent acquisition manager with 24 years of experience in human resources and recruiting. He has expertise in strategic talent acquisition, global recruiting, applicant tracking systems, and employer branding. Some key aspects of his proposed strategic talent acquisition re-engineering include conducting a recruiting system assessment, developing a defined recruitment business process, integrating a best-in-class applicant tracking system, building the company brand, and initiating a broad candidate sourcing strategy.
ICT - The Future of Jobs and the Human Project by Professor Luciano Floridi, ...Markus Laine
Professor Floridi's lecture slides from the FInnish Ministry of Communications and Transports information strategies-seminar held in 14.5.2014 in Dipoli, Espoo, Finland.
The Future of Jobs Employment, Skills and Workforce Strategy for the Fourth...Samuel Chalom
This document is a report from the World Economic Forum titled "The Future of Jobs" which examines the impact of emerging technologies on employment, skills, and workforce strategy. It finds that while overall job growth is expected across most industries, skills instability is high across all job categories. This is creating major recruitment challenges and talent shortages for businesses. To prevent increased inequality and unemployment, reskilling and upskilling of today's workers will be critical for both businesses and individuals. Governments will need to create an enabling environment to support these efforts through collaboration between industries, sectors, and improved data and planning metrics.
AI and Robotics are already here. Are we ready to embrace the reality of its impact on the future of jobs and the Workplace? What are the jobs that are likely to become redundant?
Talent42 Keynote: The Current and Future State of Talent SourcingGlen Cathey
This is the presentation from my closing keynote at the June 2013 Talent42 technical recruiting conference in Seattle, modified to be fully understood from the slides alone. I address the current state of talent sourcing as well as paint a clear picture of what I see to be the future of sourcing talent, including tools and technologies, as well as how sourcing will evolve into a truly strategic function serving as human capital data analysts working in conjunction with data scientists. You will also get a glimpse of "big data" sourcing tools including Dice's Open Web, TalentBin, Entelo and Gild.
The document discusses key business disruptors like proliferation of technologies, global interconnectivity, rise of social media, data analytics, and demographic changes that are impacting organizations. It outlines opportunities and challenges these disruptors present. The document is from a company called Core Creators that helps organizations leverage disruptors to create and sustain core value through clarity, alignment and execution. It provides backgrounds of some of the people at Core Creators and describes their approach, offerings and clients.
Rangarao Indurvivekata has extensive experience in leadership roles helping establish higher education institutions. He has helped design and develop private universities, business schools, and entrepreneurship programs. Some of the institutions he has worked with include the Indian School of Business, O.P. Jindal Global University, Shiv Nadar University, and MYRA School of Business. He has expertise in areas such as vision/mission development, advisory boards, branding, curriculum design, faculty recruitment, and international partnerships.
"2nd Annual HR Excellence Forum & Awards 2015, Mumbai"Bhavesh Kothari
Conference Asia presents the 2nd Annual HR Excellence Forum & Awards 2015, a unique Forum schedule on 13th & 14th March 2015, Hotel Meluha, The Fern, Mumbai. 2nd Annual HR Excellence Forum & Awards 2015, will bring together around 120 + Senior HR Thought Leaders from a cross section of the industry verticals to meet, discuss & find solutions to their HR Challenges, benchmark methods and strategies, and network under one roof as well as , come up with creative ideas and strategies through series of interactive Case Studies and Presentation, Panel discussion & Group Discussion.
The HR Awards 2015 aims at recognizing & celebrating the collaborative efforts of individuals and the teams in their journey towards HR excellence through innovation, commitment & hard work, thereby making it the most sought after awards in the HR fraternity. This is a step in representing the best initiatives of individuals, their teams and companies across the globe.
Hurry your Nominations - awards@conferenceasia.in
Building and Sustaining a High Performance Culture : Workplace2020 HR Leaders...CorporateShiksha
This document announces an HR Leaders Roundtable event focused on building and sustaining a high performance culture. The event will discuss key elements of building a high performance culture, building such a culture with multigenerational teams, retaining talent against startups, and innovative people practices. It will be hosted by Corporate Shiksha and Workplace2020, an initiative focused on the future of the workplace through dialogue with industry leaders. Previous roundtables have discussed workplace trends with leaders from various large companies.
In this issue of Insights Success – The 30 Most Admired Companies in 2021, let’s embark on a journey of exploring the pathbreaking companies which are bringing a fresh breath of air in the industry and are upholding innovation, coordination, and cooperation.
In this issue of Insights Success – The 30 Most Admired Companies in 2021, let’s embark on a journey of exploring the pathbreaking companies which are bringing a fresh breath of air in the industry and are upholding innovation, coordination, and cooperation.
Product and Brand Management Program Details Mitul Jha
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This document summarizes the founding and growth of Dexter Consultants over seven years. When started, Dexter aimed to be the largest service company in India, operating across social sectors. It planned to reach small locations lacking quality services. Dexter dreamed of nurturing entrepreneurship. Today, Dexter has grown significantly, working in over 600 cities and towns across many domains. It has a young, dynamic team and continues pursuing growth opportunities in research, technology, skills development and more.
"We at MentorKart are focussed on our mission to make youth of India future ready. As we see, there is a huge demand of mentoring among the youth and we believe that in the next few years, MentorKart will become true cart of mentoring for India's aspiring youth," said Ashish Khare, Founder, MentorKart.
www.mentorkart.com
India's Most Strategic Business Consulting Companies-2022.pdfinsightssuccess2
This edition features a handful of India's Most Strategic Business Consulting Companies that are leading us into a digital future
Read More: https://www.insightssuccess.in/indias-most-strategic-business-consulting-companies-2022-august2022/
The document describes Bizpunditz Learn-Pad, a video library of over 20 hours of content from over 30 top Indian business leaders. The Learn-Pad package includes an iPad loaded with over 200 videos covering topics like leadership, innovation, marketing and more. It is designed to help trainers make their sessions more effective by incorporating real-world examples and anecdotes from prominent business figures. Some key customers who have implemented Learn-Pad include ING Vysya Bank. The company was founded in 2011 to create India's first digital learning library and has delivered its content to over 1200 professionals across industries.
The Top 10 Visionary Leaders Under 35 To Watch 2024.pdfinsightssuccess2
Insights Success India’s The Top 10 Visionary Leaders Under 35 To Watch 2024, emerging at the forefront. These dynamic individuals are not only redefining success but are also reshaping the very essence of leadership.
Interview in the Comdex Times of your esteemed Prof. Vinod V Sople's (Director at ITM SIA Business School - Mumbai).
An impressive article sharing his views on "Working Smart, Just Not Hard"
A must read!
Praxis EL Training & Consulting Pvt Ltd is an innovative consulting firm that specializes in corporate social responsibility (CSR) solutions. They assist companies in developing and implementing CSR strategies through a holistic approach including need assessment, strategy development, project management, and evaluation. Their team of experts have over 100 years of combined experience in consulting. They provide integrated CSR management solutions tailored to each client's goals and needs to generate measurable social and business benefits.
This document provides information about Sage Global HR, a firm focused on people solutions and organizational challenges. It introduces Sage's team of over 15 professionals with 100+ years of combined HR and business experience. Sage focuses on consulting, processes, programs and systems to build organizational capabilities and facilitate transformation. It then provides biographies of several of Sage's leaders, including their experience and areas of expertise. The document concludes with contact information for Sage Global HR.
The 10 Most Creative Corporate Leaders to watch in 2018”. In this segment, we have featured the journey, learning’s, along with showcasing the mentionable milestones they have achieved over the years.
Sangeeta Prasad is the Managing Director and CEO of Mahindra Lifespace Developers Limited (MLDL), one of India's most trusted real estate developers. Under her leadership, both residential sales and collections at MLDL registered record numbers in FY 2018-19. She is featured as one of Insights Success's "30 Most Inspiring Entrepreneurs of 2019" for her transformational leadership and role modeling. Sangeeta attributes her success to challenging early career experiences that helped her develop resilience and confidence. She believes tolerance for ambiguity is key to professional success. MLDL is committed to transforming India's urban landscape through sustainable residential and industrial developments under various brands like Mahindra Lifespaces and
White Globe is Asia's leading translation and localization services company founded in 2016 by Sheetal Ramkumar and Sudeip Kummar. It has grown rapidly to serve over 1,500 enterprise customers in more than 350 languages. White Globe provides translation, interpretation, and localization services using its own technology platform and a network of over 75,000 language experts. The company aims to be among the top three global language service providers through a focus on quality, technology, and removing language barriers for customers. It has overcome challenges through a commitment to proving itself and continuously implementing new technological initiatives.
In this issue of Insights Success, join us on a journey to explore the pathbreaking companies of 2021, which are delivering quality output in every aspect ranging from company culture, employee development & customer experiences.
Similar to Workplace2020 CEO Dialogue on Future of Workplace (20)
Master Class on Talent Management & Engagement - Deepa MohamedCorporateShiksha
This document provides guidance on assessing employee potential and performance for talent reviews. It introduces a talent matrix model with four quadrants to plot employees based on their potential (high, medium, low) and performance (high, medium, low). The methodology involves assessing employees on factors like aspiration, engagement, intellectual quotient, emotional quotient, and adversity quotient. Managers are expected to plot employees on the matrix and provide development paths accordingly, such as grooming high potentials for leadership roles or moving underperformers to more suitable positions. The talent review process aims to identify employees with potential for more senior roles and develop succession plans.
Workplace 2020 Master Class on Total Rewards - Charu Maini, Head HR, Pearson ...CorporateShiksha
The document discusses topics related to talent development, work-life balance, performance and recognition. It addresses developing employees' mental, emotional, physical, spiritual, financial abilities. It provides tips for maintaining work-life balance by being aware of personal needs and styles, limiting distractions, and living with the consequences of choices. It also offers tips for HR to encourage work-life balance flexibility based on individual needs. Performance management trends highlighted include more frequent informal discussions that are forward-looking instead of ratings-focused, with increment decisions made by managers.
Workplace2020 Master Class on Total Rewards - Anup Bhasin, UnitedLexCorporateShiksha
This document discusses the perspectives of HR and finance on total rewards and business objectives. It provides examples of how HR and finance may see initiatives like training, development, and retention bonuses differently. Specifically:
- HR focuses on motivation, upskilling, and retention for employees, while finance focuses on calculating return on investment and impact on the company's bottom line.
- For retention bonuses, HR proposed the solution but finance questioned the costs given already high expenses, while missing the ROI perspective.
- The document advocates aligning both perspectives by considering the impact of actions on costs and calculating the net savings of initiatives like decreasing attrition.
- It also suggests adopting a business lens by understanding initiatives' influence on
Keynote Address by A.K. Mishra at Workplace2020 14th HR Leaders Roundtable on...CorporateShiksha
This document contains a summary of a keynote address given by A.K. Mishra, Chief Operating Officer of Innodata Inc. The keynote addressed challenges in building a high-performance culture, the role of HR leaders in culture building and talent acquisition. Some of the main challenges discussed include the need to support a high-performance culture from outside the organization as well as moving more of the workforce towards high performance. The role of HR leaders is discussed in areas like talent acquisition, building a win-win culture, and becoming global managers. The importance of leadership communication style and measuring candidate experience are also covered.
Keynote address by Manoj Kohli at Corporate Shiksha's Workplace2020 SummitCorporateShiksha
Manoj Kohli, Managing Director of Bharti Enterprises, discusses the culture that led to Bharti Airtel's success in India and globally. He explains that Airtel emerged as the #1 telecom player in India and a global brand due to its high performance culture, which was built on energizing and engaging employees. Kohli notes that Airtel celebrated both big and small successes together as a family, which helped create a passionate, hungry, and empowered workforce that exceeded performance goals. This spontaneous culture of ownership and celebration among employees is what drove Airtel's rapid growth and ability to outperform larger competitors.
Corporate Shiksha’s Founder speaks at Internet Summit organized by IIM RohtakCorporateShiksha
The document discusses the role of social media and ad retargeting in increasing market visibility. It highlights key areas like retargeting, social engagement and consumer engagement. Retargeting brings back the 98% of shoppers who do not convert on the first visit. Social media is a great way to connect with audiences and have two-way conversations. When customers feel they are getting more value, they in turn provide more value to the business. The presentation was given by Ankur Sethi from Corporate Shiksha on emerging e-commerce trends in India.
Adrenalin's HR Leaders Dialogue in Partnership with Corporate Shiksha on Open...CorporateShiksha
The document summarizes an event titled "Adrenalin Rush" held on July 11, 2014 at the Crown Plaza in Gurgaon. The event included two keynote speeches from Raman Roy, Chairman of Quatrro, and S.Y. Siddiqui of Maruti Suzuki. There was also a panel discussion with HR leaders from various companies. Over 55 HR leaders attended the event which focused on discussing the changing nature of the workforce and how companies can adapt their talent strategies.
Workplace 2020 Playbook on Future of Talent AcquisitionCorporateShiksha
This document summarizes a roundtable discussion on the future of talent acquisition. Key points discussed include:
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- Factors like changing demographics, skills gaps, and technology will disrupt traditional sourcing and selection models. Mobile and social media may be game changers.
- The role of talent acquisition professionals is evolving from short-term hiring to long-term talent farming and community building. Data analytics and social media skills will be important.
- Assessing culture fit during hiring is important but challenging. Psychometrics have limitations and new approaches are needed.
Recommendations & Insights on Managing Gen-Y at Workplace by Deepa Mohamed, T...CorporateShiksha
This document discusses different generations in the workplace and how to improve interaction among them. It provides information on characteristics, communication styles, and attributes of Traditionalists, Baby Boomers, Generation X, and Generation Y. It also discusses their work ethics, leadership styles, communication preferences, and what types of messages motivate each generation. The document provides tips for managing different generations, such as assigning mentors, offering various learning opportunities, providing feedback and job rotation. It emphasizes aligning organizational goals with employee interests, appreciation, transparency, empowerment, and not isolating or micromanaging younger generations.
UN Global Compact Network India : Labour Principles by Pooran C. PandeyCorporateShiksha
The United Nations Global Compact Board established a Labour Working Group in June 2008. It is co-chaired by the Secretary-General of the International Organisation of Employers (IOE) and the General Secretary of the International Trade Union Confederation (ITUC), and supported by the International Labour Office (ILO). It aims to:
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Progress Report - Qualcomm AI Workshop - AI available - everywhereAI summit 1...Holger Mueller
Qualcomm invited analysts and media for an AI workshop, held at Qualcomm HQ in San Diego, June 26th. My key takeaways across the different offerings is that Qualcomm us using AI across its whole portfolio. Remarkable to other analyst summits was 50% of time being dedicated to demos / hands on exeriences.
AskXX Pitch Deck Course: A Comprehensive Guide
Introduction
Welcome to the Pitch Deck Course by AskXX, designed to equip you with the essential knowledge and skills required to create a compelling pitch deck that will captivate investors and propel your business to new heights. This course is meticulously structured to cover all aspects of pitch deck creation, from understanding its purpose to designing, presenting, and promoting it effectively.
Course Overview
The course is divided into five main sections:
Introduction to Pitch Decks
Definition and importance of a pitch deck.
Key elements of a successful pitch deck.
Content of a Pitch Deck
Detailed exploration of the key elements, including problem statement, value proposition, market analysis, and financial projections.
Designing a Pitch Deck
Best practices for visual design, including the use of images, charts, and graphs.
Presenting a Pitch Deck
Techniques for engaging the audience, managing time, and handling questions effectively.
Resources
Additional tools and templates for creating and presenting pitch decks.
Introduction to Pitch Decks
What is a Pitch Deck?
A pitch deck is a visual presentation that provides an overview of your business idea or product. It is used to persuade investors, partners, and customers to take action. It is a concise communication tool that helps to clearly and effectively present your business concept.
Why are Pitch Decks Important?
Concise Communication: A pitch deck allows you to communicate your business idea succinctly, making it easier for your audience to understand and remember your message.
Value Proposition: It helps in clearly articulating the unique value of your product or service and how it addresses the problems of your target audience.
Market Opportunity: It showcases the size and growth potential of the market you are targeting and how your business will capture a share of it.
Key Elements of a Successful Pitch Deck
A successful pitch deck should include the following elements:
Problem: Clearly articulate the pain point or challenge that your business solves.
Solution: Showcase your product or service and how it addresses the identified problem.
Market Opportunity: Describe the size, growth potential, and target audience of your market.
Business Model: Explain how your business will generate revenue and achieve profitability.
Team: Introduce key team members and their relevant experience.
Traction: Highlight the progress your business has made, such as customer acquisitions, partnerships, or revenue.
Ask: Clearly state what you are asking for, whether it’s investment, partnership, or advisory support.
Content of a Pitch Deck
Pitch Deck Structure
A pitch deck should have a clear and structured flow to ensure that your audience can follow the presentation.
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2. Table of contents
Foreword Glimpses from the event
Speaker Profile Participant Testimonials
Keynote Address
Inauguration of Career Launchpad
2 l www.Workplace2020.in
Partners
Connect with us
3. Foreword
This reset occurs at a time
when the talent agenda itself
is undergoing a dramatic
revision – with significant
implica-tions for CHROs and all
senior business leaders
worldwide. At today’s leading
organizations, talent is
becoming entirely integrated
into business strategies, capital
invest-ments and
operations. Human capital
issues command increasing
attention and, in some cases,
has become a permanent
fixture on board agendas.
Senior business leaders
consider talent to be perhaps
the critical factor in the push
for sustainable growth and the
need to manage new
opportunities and risks in a
more complex—and
inter-dependent—world.
Whether the growth strategies
today are based on new
innovative products and
services, new market entry or
through mergers and
acquisitions – all are
dependent on talent as the
core foundation for success.
As a result, talent is now driving decisions that touch deeply on an organization’s core strategy: How should we
expand into new markets and which markets offer the best opportunities? Do we have the people we need to drive
new product innovation? Is this the best company to acquire and can we integrate successfully? How should we
organize our business in a post-digital world driven by social media, mobile technology, and universal access to “big
data?”
Ankur Sethi, Founder & Director, Corporate Shiksha
3 l www.Workplace2020.in
Today, the world’s leading
organizations are raising their
sights, broadening their focus
and leaning forward. These
companies understand that
uncertainty is still part of the
business landscape; but
instead of merely reacting to
change, they are harnessing it
and turning it into a business
advantage. They recognize
that, in a world that is
changing rapidly, the speed
with which organizations
adapt has become a critical
business capability.
5. Speakers Profile
5 l www.Workplace2020.in
Dr. Bhaskar Das
Group CEO
Zee Media Corporation Ltd.
As the Group CEO, Bhaskar is responsible for augmenting the salience of
each brand by way of enhanced credibility, relevance & increased
consumer traction and also for exploring inter-group synergistic
opportunities thereby propelling the group into a high growth trajectory.
In his previous role, he was the President of Bennett, Coleman & Co. Ltd,
where he exited after serving the company for 32½ years. He gained a
holistic management exposure inclusive of line function, responsibility of
Profit Center as well as Brand management. The last 7 years of this stint,
he drove the company’s “Response” division through path-breaking
innovations and cogitation, translating short & long term business
strategy into implementation road maps resulting in improved Value /
Volume market share for the Group. Under his leadership, the Group,
apart from developing unique and rare combinations of expansive media
knowledge with cross functional business competencies, across sectors,
also reached the pinnacle of revenue growth.
Bhaskar has also been awarded the ‘Marketing Professional of the Year’
at the India Brand Summit 2006, the ‘Outstanding Marketing Professional
of the Year’ at the Indira Marketing Awards 2007, the ‘Brand Super
Achiever of the Year’ at the World Brand Congress 2009, the ‘Master
Brand Builder of the Year’ at the World Brand Congress 2010, the
‘Greatest Brand Builder of India’ at the CMO Asia 2010-11, the ‘Most
Respected Youth Icon’ at Awards for Retail Excellence 2011 by the Asia
Retail Congress and the ‘Brand Builder of the Year’ at the Global
Leadership Awards 2012.
6. Speakers Profile
6 l www.Workplace2020.in
Dr. Bhaskar Das
Group CEO
Zee Media Corporation Ltd.
Bhaskar is also a recognized tutor certified by Result Coaching Systems
and a prolific speaker, with 750+ hours over the last 29 years, at various
industry forums and at reputed business schools like Harvard Business
School, The Wharton School, MIT, IIM, IIAS (Shimla), MICA (Ahmedabad),
ISB amongst others. He is a member of Academic Council of Mudra
Institute of Communications Ahmedabad (MICA) and K J Somaiya
Institute of Management Studies & Research. He is on The Indian
Advisory Board of FranklinCovey – India & South Asia. He holds a Ph.D. in
Marketing Management from Pune University, an MBA in Marketing
from Calcutta University and MA in International Relations from Jadavpur
University. He is currently pursuing his second Ph.D.
On a personal front, Bhaskar lives with his artist wife – Shomshuklla and
their 24 year old son Uditvanu in Mumbai.
7. Speakers Profile
7 l www.Workplace2020.in
Mr. D Shivakumar
Chairman and CEO
PepsiCo India
Shivakumar, or Shiv as he is popularly known, is Chairman and CEO of
PepsiCo India Holdings Pvt. Ltd. Before Pepsico, Shiv was with Nokia for
eight years, running India and then the Emerging Markets operations.
Shiv is a Marketer and CEO. He has run over 34 brands in his career
across Unilever, Philips and Nokia. Shiv is a growth manager, having
grown every brand and geography he has managed through Innovation,
new business models and eco system partnerships. Shiv is a good coach
and invests time and energy in growing people.
Shiv writes regularly for the business press on emerging markets, on
brands, on consumers and leadership, followership. Shiv also teaches in
Business schools across the world.
Shiv has been awarded many times over for Marketing, for leadership
and for turning around businesses. The one that’s dear to his heart is the
“Most Distinguished Alumnus award” from his alma mater IIM Calcutta
bestowed on him in 2011. He was one amongst nine to get the Most
Distinguished Alumnus award in the first 50 years of IIM Calcutta.
Shiv’s pioneering work in telecom has become case studies in Harvard,
Ivy and ISB.
Shiv is an Independent Director on the Board of Godrej Consumer
products Limited and is on the Board of Governors of IIM Ahmedabad.
Shiv loves reading biographies; he is an avid sports watcher.
8. Speakers Profile
8 l www.Workplace2020.in
Mr. Dilip Chenoy
Managing Director & CEO
National Skill Development
Corporation (NSDC)
The NSDC is a Public Private Partnership whose objective is to skill 150
million people in India by 2022 by fostering private sector investment
and initiatives in training and skill development in 20 high growth sectors
and the unorganized segment.
He is also on the Governing Council of IILM Institute of Higher Education,
Eminent Technical Member of Apparel Training & Design Centre and
Member of the Board of Management for Sant Longowal Institute of
Engineering and Technology.
Prior to NSDC, Dilip was Director General of the advocacy group for the
automobile industry in India, Society of Indian Automobile
Manufacturers (SIAM), where he was responsible for setting the
technical, economic and social responsibility agenda for the automobile
industry. He also represented SIAM on various Government Committees
as well as on the board of the National Skill Development Corporation
and the Steering Committee of the International Motorcycle
Manufacturers Association.
Before joining SIAM, Dilip was Deputy Director General responsible for
Industry Sectors and Associations Council (ASCON) covering, Agriculture,
Life sciences and ICT in (at) the Confederation of Indian Industry (CII).
Dilip was CII’s spokesperson and coordinated CII’s international work
relating to the ASEAN. Prior to his last assignment in CII, Dilip was part of
an India team working on the competitiveness of Indian industry with
Professor Michael Porter, Harvard Business School.
9. Speakers Profile
9 l www.Workplace2020.in
Mr. Dilip Chenoy
Managing Director & CEO
National Skill Development
Corporation (NSDC)
Mr. Chenoy’s track record of leading a very vibrant sectoral organization,
as well as his ability to understand industry and government alike led him
to the helm at NSDC presenting an enormous opportunity to transform
the skill landscape of India and impact the livelihood of millions of
Indians.
Dilip is very active at the national and international forums, engaging
with his skill development counterparts in developed countries such as
United Kingdom, Australia, Korea and Germany.
He is responsible for spearheading India’s skill development programme
and ensuring youth get the best skills/training in the fields of their
choice.
He has authored numerous articles in journals on environment,
automotive industry as well as several newspaper articles on industry
and skill development. Some of the articles are
1. Public-Private Partnerships to Meet the Skills challenges in India, in Skills
Development for Inclusive and Sustainable Growth in Developing Asia-Pacific
(181 – 194). Asian Development Bank/Springer – 2013
2. Skill Development in India - A Transformation in the Making, in India
Infrastructure Report 2012 (pp 199-207), Routledge - 2012
3. Skill Development in India: Moving from a supply-side model to Demand led
interventions, in IILM Management Review Vol 1, Issue 1 - 2012
10. Speakers Profile
10 l www.Workplace2020.in
Mr. Jagdish Mitra
CEO
CanvasM Technologies
Jagdish is the Director of Mahindra Comviva and CEO of CanvasM.
Jagdish holds extensive experience in the areas of business development,
IT project management and marketing in the global information services
market.
Previously, Jagdish was the head of the Global Managed Services
function in Tech Mahindra where he helped build strategic relationships
and business with key telecom accounts worldwide for the company.
Jagdish holds a masters degree in Computer Applications from Birla
Institute of Technology and an MBA from the University of London.
Jagdish has been a key speaker and a participant at Global Industry
Forums of Media & Broadcast and Telecommunications focused on
Mobile Value Added Services. Under his thought leadership, CanvasM
has been awarded the title of "Best Start-Up Company" at the Mobile
Content Awards '08 held in London from a list of over 150 entries in
various categories from companies across the globe.
11. Speakers Profile
11 l www.Workplace2020.in
Mr. Sanjay Modi
Managing Director
Monster.com (India/Middle East/
Southeast Asia)
Sanjay Modi with his dynamism and foresight has carved a leadership
position for Monster in India, Middle East and Southeast Asia in the
online recruitment space. This has had a significant impact on the
company’s global footprint. He has a deep understanding of the business
and of the region.
Sanjay’s rich experience of over 20 years has seen him in leadership roles
at Indiaconstruction.com, NIIT and Ingersoll Rand (India). He holds a
master’s degree in Business Management and a bachelor’s degree in
Mechanical Engineering.
Under his able leadership Monster India is poised to change the e-
recruitment landscape with innovations and initiatives like Monster
Employment Index; iPhone/iPad, Windows, Blackberry and Android
applications for jobseekers and employers, Monster College, BeKnown, a
professional networking application designed to allow Facebook users to
establish a professional network on Facebook, Monster Salary Index and
Virtual Career Fair, one of its kind platform to seamlessly connect
jobseekers and employers.
Sanjay’s portfolio at Monster spans over India, Middle East and South
East Asia. Sanjay’s entrepreneurship has helped Monster in India to
expand in rural markets by conceptualizing rozgarduniya.com along with
ITC e Choupal, connecting rural India to the main stream.
12. Speakers Profile
12 l www.Workplace2020.in
Mr. Sanjay Modi
Managing Director
Monster.com (India/Middle East/
Southeast Asia)
The initiative has been acknowledged by prestigious Business Call to
Action, supported by UNDP. Under his leadership, Monster India also
launched “MonsterTV Active” in association with leading DTH player,
Dish TV to help jobseekers in Tier2 and Tier 3 cities access monster at the
convenience of their homes.
When not at work, Sanjay likes to involve himself in sports. He has been a
National level Table Tennis player. Sanjay is an avid reader and loves to
read books on life and philosophy. He is a family man and loves to spend
quality time with his wife and children.
13. Speakers Profile
13 l www.Workplace2020.in
Mr. Vivek Gaur
CEO
Yepme.com
Vivek Gaur is a serial start-up person with a highly successful track record
of building and scaling new businesses ground up. He built
Bagittoday.com from scratch to being one of India’s largest retail
ecommerce website. During the same period he built MediaMart, a chain
of stores selling Books, Magazines and Music at Delhi, Mumbai &
Chennai airports and the Delhi Metro network.
He has rich entrepreneurial and leadership experience of running
established businesses as well as creating new ones.
Vivek has held senior positions in HT Media and Living Media. He was
Business Head (North & East) in HT Media and was Executive Director in
Living Media.
He gained extensive experience in Sales and Marketing during his 10 year
stint in HUL.
Vivek is an alumnus of DCE, Delhi and IIM, Lucknow.
14. Keynote Presentation
by Mr. D Shivakumar, Chairman and CEO, PepsiCo India
22 May, 2014, Workplace2020 CEO Dialogue
14 l www.Workplace2020.in
15. What will Unite the workplace?
15 l www.Workplace2020.in
• Purpose
• Good Culture
• Engagement
• Positive Leadership
• Winning
16. What will Divide the workplace?
16 l www.Workplace2020.in
• Poor Culture
• Insecure Leadership
• Losing
17. What will Change
@ the workplace?
17 l www.Workplace2020.in
• 3 Generations @ work
• More women at work
• A Younger workforce
• An implant workforce
• An outsourced workforce
• IT
18. What will Challenge the workplace?
18 l www.Workplace2020.in
• Stakeholder Expectations
• Truth telling
• Ways of running a meeting
• Equality
19. What should a culture watch for?
19 l www.Workplace2020.in
28. Inauguration of Career Launchpad
28 l www.Workplace2020.in
Program inaugurated by
Mr. D Shivakumar
Chairman and CEO - India Region, PepsiCo
Dr. Bhaskar Das
Group CEO, Zee Media Corp.
About Career Launchpad
The Career Launchpad program is an initiative by Corporate Shiksha™ to bridge the gap between individual career
aspirations and corporate expectations from fresh talent entering workplace. The program is designed and delivered
by senior industry practitioners and is based on real business simulations, experiential learning and action oriented
feedback. Career Launchpad is a platform for those management students and entry level industry professionals
who are keen to succeed and are proactive in taking ownership of their career. www.careerlaunchpad.in
29. Glimpses from the event
29 l www.Workplace2020.in
Workplace2020 CEO Dialogue
Video Highlights
33. Participant Testimonials
I found the event very useful as it
gave a good insight in what the
CEO’s today are thinking.
It was also interesting to hear the
Panel interaction on Changing
Market trends and Skills /
Competency Development
The event was wonderfully
designed and one could get a
platform to interact with CEO’s
across industries. The topic chosen
were very relevant to the current
business context.
33 l www.Workplace2020.in
Congrats for organizing a thought
provoking interactive session on the
changing dynamics of the future
workplace. Very interesting insights
provided by leaders representing
different industries dealing with the
current diverse pool of aspirational
and talented professionals. A key
takeaway was that re-organizing the
talent in a conducive and efficient
environment will be key to
successfully implementing business
strategies in rapidly changing and
challenging markets.
Vishesh Dayal
Harvard Business School India
Research Centre
Anil Bhavnani
Pfizer
Rajesh Sehgal
Cyient (formerly Infotech
Enterprises)
Envisioning the CEO interaction along with Ankur was a privilege. Supporting and hosting it was a pleasure and competitive
advantage. Understanding winning culture from the CEOs was knowledge. And now comes the opportunity and challenge to make it
a more robust reality . More power to Corporate Shiksha in its praise worthy and much needed efforts to prepare the young
professional for success in 2020.
Geetanjali Pandit Gupta
Zee Media Corporation
34. Partners and Supporting Organisations
34 l www.Workplace2020.in
Supported byAn Initiative by
Online Recruitment
Partner
Annual Partner
Assessments
Partner
Email Marketing
Partner
35. Get latest insights on the future of workplace
Workplace2020.in
Access video presentation on YouTube
Youtube.com/user/CorporateShiksha
Follow us on Facebook
Fb.com/CorporateShiksha
Follow us on LinkedIn
Linkedin.com/company/corporate-shiksha
Follow us on Twitter
@CorporatShiksha
Connect with us on email
info@CorporateShiksha.in
Workplace 2020 Initiative by Corporate Shiksha
Corporate Shiksha™ – the learning network for Young India is
a next generation platform to nurture and grow the
capability of young and aspiring professionals. It is focused
on helping students and working professionals to get ahead
in their corporate career by facilitating practical &
experiential learning programs with a spirit of volunteerism
and social development.
Workplace 2020 in an initiative by Corporate Shiksha is an
attempt to create an learning platform on Future of
Workplace focused on corporate leaders in India and South
Asia Region. Workplace 2020, HR Leaders Roundtable series
has created a strong consortium of industry leaders to
explore, identify and showcase effective and innovative
people strategies which enable them in becoming future
ready organizations and improve overall people
management practices.
35 l www.Workplace2020.in