Round I Track A: EMERGING ERG (0-3 YEARS): Fuel a Diverse Talent Pipeline
|
|
|
- Dale Jenkins
- 6 years ago
- Views:
Transcription
1 2017
2 Round I Track A: EMERGING ERG (0-3 YEARS): Fuel a Diverse Talent Pipeline FACILITATOR: Goki Muthusamy / Senior Director, Diversity & Inclusion / Visa PRESENTERS: Connie Dingeman / Recruiting Manager / Progressive Insurance (Vice Chair, MILNET) Nick Randazzo / IT Solution Architect / Siemens (Program Coordinator, STEM@SIEMENS) Herb Sims / Director, Diversity & Inclusion / Northrop Grumman
3 Connie Dingeman Recruiting Manager Progressive Insurance (Vice Chair, MILNET) 2017
4 HIRING OUR HEROES: HOW PROGRESSIVE ENGAGED IN MILITARY RECRUITING Connie Dingeman, SHRM SCP Recruiting Manager & Military ERG (MILNET) Vice Chair Progressive Insurance
5 WHO WE ARE Founded in 1937 Fourth largest auto insurer in the country Insurance for personal & commercial vehicles, motorcycles, boats, recreational vehicles, and homes Based in Cleveland, Ohio 30,000+ employees in all 50 states
6 Military ERG: Focus on improved Recruiting & Retention MILNET our military ERG formed in 2013 Building a supportive culture through internal programs and better recognition Creating external partnership to improve employee engagement Partnership with Recruiting to attract military talent
7 Internal Engagement Hiring Manager education tool How to translate military skills into corporate skills Ensure hiring managers were giving equal weight to the backgrounds of military candidates Creating a culture of appreciation for our military members and their families Military Appreciation Month in May Veteran s Day roll call Sending care packages to deployed Progressive employees
8 External Engagement Key to Progress Donating refurbished vehicles to veterans and their families MILNET helped to find recipients for the vehicles Ohio National Guard (ONG) employer network Participating and hosting the employer roundtable Hiring our Heroes (HOH) Career fairs to improve the veteran candidate pipeline Create an internal HOH participation guideline to assist recruiting and hiring managers with successful veteran outreach at these events Fisher House Engaging ERG ambassadors and volunteers across the country in hosting events and/or contributing to Fisher House locations
9 Results Building Pipeline of Military Talent Participation in Hiring our Hero events up by 40% Received the GI Jobs: Military Friendly Companies & Military Times: Best of the Vets Awards Significant increase in Military hires 54 hires 2014 to 378 hires in 2016 (600%) Improved employee engagement & recognition Over 2,000 employees participated in Military Appreciation month activities honoring veterans and their families Annual Veteran s Day roll-call saying thank-you to 1,300+ military employees for their service Continued ERG growth increasing membership by 500 employees in the last year
10 Questions?
11 Nick Randazzo IT Solution Architect Siemens (Program Coordinator, 2017
12 Fueling a Diverse Talent Pipeline About Siemens & why this topic is important to us An anecdote about diversity in technology How STEM became a strategic topic Building the pipeline: community outreach approach
13 About Siemens Mission: We make real what matters Ownership culture: Every employee is empowered to act as if it were our own company Strategy: Positioning along the electrification value chain
14 A story about diversity in technology
15 STEM as a strategic Siemens
16 Building a diverse talent pipeline Outreach programs make direct impact on diverse talent during their formative years Organizing volunteers, hands-on activities, and materials that inspire future innovators Relationship building with faculty and students, repeat what works (annual events, partnerships) Internships: Provide real-world hands-on experience through work experience programs
17 Summer Work Experience Pilot Students from a 2 year community college placed in business units for 12 week work program Students gained real-world experience, learned about Siemens business, contributed, and received college credit Weekly workshops and site tours provided skills, tools necessary to succeed Many students are now in long term internships or positions & all managers will participate again
18 Siemens Corporation 4400 N Alafaya Trail Orlando, FL Nick Randazzo IT Solution Architect STEM@SIEMENS Co-chair (407) Nick.randazzo@siemens.com
19 Herb Sims Director, Diversity & Inclusion Northrop Grumman 2017
20 Fuel a Diverse Talent Pipeline
21 Northrop Grumman Today Leading Global Security Company $24.5 billion sales in 2016 Leading capabilities in: Cyber Logistics Autonomous Systems C4ISR Strike $45.3 billion total backlog (as of Dec. 31, 2016) Over 65,000 employees
22 Staffing Demographics Veterans, 0.50% Millennials, 25.60% Baby Boomers, 39.40% Generation X, 34.50% Hiring Target - 35,000 in 5 years
23 Challenge: Global Competitors
24 Sources to Fuel a Diverse Talent Pipeline
25
26 Top Level Statistics 12 ERGs Over 200 chapters >19,000 members All-volunteer, all-inclusive groups ERG Pillars Business Partner/Impact to Business Career & Leadership Development Networking/Organizational Exposure Recruiting & Retention STEM Education & Community Outreach Sustainment/Member Involvement
27 STRATEGIC STEM PARTNERS STRATEGIC STEM PARTNERS STRATEGIC FOCUS AREAS DIVERSE PARTNERS
28 Health & Human Services Military & Veterans $15M budgeted contributions for Partner Program K-12 STEM Environment
29 Sources to Fuel a Diverse Talent Pipeline
30 Round I Track A: EMERGING ERG (0-3 YEARS): Fuel a Diverse Talent Pipeline FACILITATOR: Goki Muthusamy / Senior Director, Diversity & Inclusion / Visa PRESENTERS: Connie Dingeman / Recruiting Manager / Progressive Insurance (Vice Chair, MILNET) Nick Randazzo / IT Solution Architect / Siemens (Program Coordinator, STEM@SIEMENS) Herb Sims / Director, Diversity & Inclusion / Northrop Grumman
Technology. Math. Technical Difficulties: Recruiting and Retaining STEM Workers. Technical Difficulties Recruiting and Retaining STEM Workers
Technical Difficulties Laurie Chua, SHRM-SCP, SPHR-CA April 9, 2015 STEM Workers Science Technology Engineering Math Engineers Technicians Surveyors Designers Software Developers Planners Technicians Actuaries
Gena W. Jones, DM, SPHR, SHRM-SCP
Gena W. Jones, DM, SPHR, SHRM-SCP ADDRESS 5105 Amherst St, Lubbock, TX 79416 ` Contact 505 228-5126 (cell) gjones3053@aol.com SENIOR HUMAN RESOURCES EXECUTIVE / STRATEGIC BUSINESS PARTNER Visionary, proactive
SECTOR PARTNERSHIP SELF-ASSESSMENT: IMPLEMENTATION AND EXECUTION PHASE
SECTOR PARTNERSHIP SELF-ASSESSMENT: IMPLEMENTATION AND EXECUTION PHASE This self-assessment is designed for manufacturing sector partnerships, as well as manufacturers considering a sector partnership,
IMPROVE PERFORMANCE AND BETTER SERVE SOCIETY AND IMPROVE PERFORMANCE AND BETTER SERVE SOCIETY AND IMPROVE PERFORMANCE AND BETTER SERVE SO- CIETY AND
IMPROVE PERFORMANCE AND BETTER SERVE SOCIETY AND IMPROVE PERFORMANCE PROVE PERFORMANCE AND BETTER SERVE SOCIETY AND IMPROVE PERFORMANCE PROVE PERFORMANCE AND BETTER SERVE SOCIETY AND IMPROVE PERFORMANCE
INTERNSHIP CENTRAL A HANDBOOK FOR EMPLOYERS
INTERNSHIP CENTRAL A HANDBOOK FOR EMPLOYERS GCP Contacts SHANA MARBURY General Counsel and Vice President, Strategic Initiatives and Research 216.592.2249 smarbury@gcpartnership.com ANGELA FINDING Director
Highways England People Strategy
Highways England People Strategy 1. Accountable Leadership 2. Capable Employees We require positive, proactive and engaging leadership to be demonstrated at all levels of the organisation, through all
Global Diversity and Inclusion
Global Diversity and Inclusion Every voice matters it s essential at Xerox. A History of Commitment Joseph C. Wilson, our first CEO Our founder clearly understood innovation and creativity are the offspring
Tacoma Historical Society Job Announcement Director
Tacoma Historical Society Job Announcement Director Location: Tacoma Historical Society Museum, 919 Pacific Avenue Reports to: President and Board of Directors Supervises: Museum Manager, Curator; Collections
diversity & inclusion Where your talent makes an impact
diversity & inclusion 2014 Where your talent makes an impact INSIDE A Message from Chairman & CEO Steve Angel... 3 A Message from Chief Diversity Officer Vanessa Abrahams-John... 4 Diversity & Inclusion
State of Washington. Project Title. Technology Employer of Choice Initiative. Nomination Category
State of Washington 2016 NASCIO Award Nomination Project Title Nomination Category Contact Agency Project Lead Technology Employer of Choice Initiative State CIO Office Special Recognition Connie Michener
Resource Guide to Assist Veterans in Agriculture 1. Farmer Veteran Coalition and
Resource Guide to Assist Veterans in Agriculture 1 RESOURCE GUIDE TO ASSIST VETERANS IN AGRICULTURE Farmer Veteran Coalition and 2014 2 Resource Guide to Assist Veterans in Agriculture The mission of the
A Roadmap for Developing Effective Collaborations & Partnerships to Advance the Employment of Individuals with Disabilities in the Federal Sector
ADVANCING WORKFORCE DIVERSITY Employer Assistance and Resource AskEARN.org Network on Disability Inclusion ADVANCING WORKFORCE DIVERSITY nce and Resource ility Inclusion A Roadmap for Developing Effective
America s Heroes: Hiring and
ADVANCING WORKFORCE EARN DISVERSITY EmployerAsistanceandResource NetworkonDisabilityInclusion Tapping the Talents of America s Heroes: Hiring and Retaining Disabled Veterans December 14, 2017 Tapping the
Identifying and evaluating workplace diversity and inclusion best Diversity Best Practices
2 0 1 7 Identifying and evaluating workplace diversity and inclusion best practices @2017 Diversity Best Practices IN SCORING THE APPLICATIONS, COMPANIES WERE EVALUATED IN THREE AREAS: Results from the
Date created: National Template
Date created: 05-06-2013 National Template Partners Sponsors AREVA Constellation Energy Group, Inc. Duke Energy Corporation Edison International Entergy Corporation Exelon Corporation FirstEnergy Corporation
Utility Industry Workforce Initiative. David Foster, U.S. Department of Energy
Utility Industry Workforce Initiative David Foster, U.S. Department of Energy Mission To facilitate the transition of service members, veterans, and military spouses into careers in the utility industry.
Workforce Planning to Meet Critical Business Needs
Workforce Planning to Meet Critical Business Needs TEXAS PUBLIC POWER ASSOCIATION 2016 Annual Conference July 26, 2016 - Austin, TX Presented by: Yvonne Morales Pelayo, CPS Energy Patricia Cruz, Leidos
Vision: To be the preeminent professional society for healthcare executives dedicated to improving health.
2017 2019 STRATEGIC PLAN PROGRESS REPORT AS OF SEPTEMBER 30, 2017 ACHE s strategic planning process is designed to prepare the organization and the profession to respond to the rapidly changing healthcare
Women s initiatives at KPMG LLP
Women s initiatives at KPMG LLP kpmg.com KPMG s Women s Advisory Board KPMG LLP s commitment to fostering a culture that is both diverse and inclusive one that encourages and enables all our employees
LEADERSHIP OPPORTUNITY EXECUTIVE DIRECTOR
LEADERSHIP OPPORTUNITY EXECUTIVE DIRECTOR ABOUT US Wildlands Restoration Volunteers (WRV) is a Colorado nonprofit 501(c)(3) dedicated to healing the land, strengthening our communities, and building great
Is your organization s talent ready for the future? Succession planning for future success
Is your organization s talent ready for the future? Succession planning for future success Business Focus Customized leadership, team building and individual training/coaching Analysis and strategies for
Adaptive Sports NorthWest (ASNW) Executive Director Job Description
Title: Executive Director Adaptive Sports NorthWest (ASNW) Executive Director Job Description Reports to: Board of Directors Job Status: Full-time; Year-round; Exempt Salary Range: Competitive, based on
2018 Summer Internships Engineering Midwest (Job #207576)
At Exelon, we've got a place for you! Join the nation s leading competitive energy provider, with one of the largest electricity generation portfolios and retail customer bases in the country. You will
University Hospitals. Key strategies employed
Case Study 1 University Hospitals Cleveland, Ohio University Hospitals Cleveland Medical Center 1032-bed tertiary medical center Employees: 8,000 (24,000 system wide) Key strategies employed Designate
SAIGE Society of American Indian. Government Employees (SAIGE)
Society of American Indian (SAIGE) Government Employees NOMINATION PACKAGE FOR THE 2017 SAIGE OUTSTANDING ACHIEVEMENT AWARDS APPLICATIONS DUE BY April 14, 2017 SAIGE www.saige.org 1 SAIGE IS NOW ACCEPTING
2014 United Way Worldwide Employee Engagement Forum
2014 United Way Worldwide Employee Engagement Forum Ways to Engage Employees in Participation Programs May 1-2, 2014 1 Presentation name (edit footer in slide master pages) 1/1/14 How do we get employees
DIVERSITY. Strategic Plan. Office of Institute Diversity. Achieving Inclusive Excellence
DIVERSITY Office of Institute Diversity Strategic Plan Achieving Inclusive Excellence From the Vice President Achieving Inclusive Excellence A Strategic Vision and Plan for the Office of Institute Diversity
ENGAGE BY STAGE. Research Report. Understanding how career stage affects employee engagement
ENGAGE BY STAGE Research Report Understanding how career stage affects employee engagement BEYOND AGES: Engaging Employees at All Career Stages While companies tend to default to age as the driver in engaging
Talent Community of Expertise
Future-State HR Service Delivery Model Operating Model Design Service CoE HR Leadership Communications Change Management Executive Recruitment Talent Community of Expertise Talent Recruitment Talent Management
Employer Engagement Assessment Instrument
Employer Engagement Assessment Instrument September 2013 Produced by Coffey Consulting, LLC for the U.S. Department of Labor, Employment and Training Administration, Office of Workforce Investment, Division
What makes the Exchange unique?
What makes the Exchange unique? An exclusive customer base of over 12 million military members, their families, retirees, reservists and the National Guard. Roughly two-thirds of our earnings go back to
United Way of Greater Rochester
PERFORMANCE PROFILE FOR: Senior Director of Advancement ORGANIZATION: Function: Required Experience: Position Location: Lead, mentor and inspire a development team to achieve the mission of the United
Starting & Maintaining a Quality Internship Program
Starting & Maintaining a Quality Internship Program UW-La Crosse Gail Beausoleil Viterbo University Beth Dolder-Zieke Western Technical College Barb Kelsey What is an Internship? Legal Issues Roadblocks
Executive Search. Executive Officer
Executive Search Executive Officer Client Overview The American Society for Investigative Pathology (ASIP) has retained Sterling Martin Associates to search for its next Executive Officer. The position
WELCOME TO JMT. An employer of choice. An Employee Owned Company. jmt.com
WELCOME TO JMT An employer of choice An Employee Owned Company jmt.com Contents Safety. Quality. Integrity. Relationships. About Us Our Company Our Markets Our Services Life at JMT Our Locations Our Core
Hennepin. continuous improvement. customer service
Hennepin continuous improvement customer service Hennepin County Employee Resource Group Program Diversity & Inclusion Division Review: A Summary of the First 18 Months of the Program Diversity & Inclusion
K-State Research and Extension New Agent Professional Development Overview
K-State Research and Extension New Agent Professional Development Overview Caring about others works because it is a paradigm focused on people, not things; it is focused on relationships, not schedules;
CSR reporting based on the standards (2016) of the Global Reporting Initiative (GRI)
Scout24-Gruppe CSR-Bericht 2016 People p. 37 46 of the complete CSR Report 2016 CSR reporting based on the standards (2016) of the Global Reporting Initiative (GRI) GRI 102: General Discloures GRI 102-8:
Talent Review and Development Process: A Step-by-Step Guide
Talent Review and Development Process: A Step-by-Step Guide Context and introduction Developing leadership in the home office is one of the most important and valuable things you do as an organization.
Zurich Financial Services & AMS. An evolving partnership. April Samulewicz. Mark Smith. Global Head of Talent Attraction & Recruitment CoE
Zurich Financial Services & AMS An evolving partnership April Samulewicz Global Head of Talent Attraction & Recruitment CoE Zurich Mark Smith Client Relationship Director Alexander Mann Solutions Alexander
Alameda County Independent Living Program (ILP) Manager
ORGANIZATION OVERVIEW Beyond Emancipation (B:E) supports transition aged youth with experience in the foster care or probation systems in their transformation to live healthy, connected, productive lives.
Future-state HR Service Delivery Model Talent Position Descriptions
Future-state HR Service Delivery Model Talent Position Descriptions Note: Position descriptions are draft and not yet final. Position descriptions are subject to change. 1 P a g e Table of Contents Talent:
DEFENSE LOGISTICS AGENCY
DEFENSE LOGISTICS AGENCY The Nation s Combat Logistics Support Agency PEOPLE AND CULTURE PLAN Human Capital Management in the Defense Logistics Agency DEFENSE LOGISTICS AGENCY MESSAGE FROM THE DIRECTOR
Implementation Assessment of Executive Order The Veterans Employment Initiative
EMPLOYMENT RESEARCH EXECUTIVE SUMMARY FINAL TECHNICAL REPORT Implementation Assessment of Executive Order 13518 The Veterans Employment Initiative By the Institute for Veterans and Military Families PREPARED
A RECRUITER S GUIDE TO. Connecting with Linfield Students
A RECRUITER S GUIDE TO Connecting with Linfield Students Welcome It has been my pleasure to work with a variety of constituents to help connect career and post-graduate education opportunities with our
President s Management Council Interagency Rotation Program Overview. September 27, Presentation can be found at
President s Management Council Interagency Rotation Program Overview September 27, 2016 Presentation can be found at www.sffeb.us Program Overview: The President s Management Council (PMC) Interagency
V O L U N T E E R C O O R D I N A T O R
N o w S e e k i n g C a n d i d a t e s f o r t h e F o l l o w i n g : V O L U N T E E R C O O R D I N A T O R AMERICA S CAR MUSEUM is an Equal Opportunity Employer America s Car Museum is seeking an
Lancashire Skills and Employment Strategic Framework
Lancashire Skills and Employment Strategic Framework Dr Michele Lawty-Jones Director of the Lancashire Skills and Employment Hub 6 July 2016 Presentation Overview Lancashire Enterprise Partnership Lancashire
UVM Extension Workforce Diversity Recruiting and Retention Plan: 2012
UVM Extension Workforce Diversity Recruiting and Retention Plan: 2012 Summary All Search Committee Chairs and members are provided a copy of this document and the University Diversity Workforce Recruitment
Community Strategic Plan Volume 1 School Years 2013/ /18
DEPARTMENT OF DEFENSE EDUCATION ACTIVITY Community Strategic Plan Volume 1 School Years 2013/14 2017/18 table of contents Message from the Director 1 we are dodea 2 a new Journey Begins 3 CSP Relevance
REPORT OF CONTINUING CHALLENGES & BEST PRACTICES
REPORT OF CONTINUING CHALLENGES & BEST PRACTICES 2015-2016 HR Skills Advisory Council Introduction Introduction... 2-3 FINDINGS Common Reasons for Rejecting Applicants... 4-5 Challenges Finding Qualified
Round 2 Track A: EMERGING ERG (0-3 YEARS): Build Flexibility & Resilience into ERG Structure
2017 Round 2 Track A: EMERGING ERG (0-3 YEARS): Build Flexibility & Resilience into ERG Structure FACILITATOR: Miriam Muley / CEO / The 85% Niche PRESENTERS: Milana Grozdanich / Consultant Diabetes Sales
5 THINGS. Successful SMBs & Franchises Do For Their Employees
5 THINGS Successful SMBs & Franchises Do For Their Employees 1 What does the blueprint for a well-structured business look like? For starters, it begins with culture. According to a recent Entrepreneur
This strategic plan addresses the key strengths, weaknesses, threats and opportunities for Leadership Kitsap:
Strategic Plan for Leadership Kitsap This document sets out a strategic plan for Leadership Kitsap. It reviews strengths, weaknesses, threats and opportunities, presents a series of statements relating
OMB CONTROL: NEW Expires: XX-XX-XXXX ATTACHMENT 2
DATA ELEMENT NO. E1 E2 E3 E4 WIOA Effectiveness in Serving s Data Elements: Penetration Rate & Repeat Business DATA DATA ELEMENT TYPE/ DATA ELEMENT DEFINITIONS/INSTRUCTIONS NAME FIELD LENGTH Penetration
Internship Creation and Maintenance Guide
Internship Creation and Maintenance Guide based on Starting and Maintaining a Quality Internship Program by Michael True. What is an internship? An internship is any carefully monitored work or service
Monsanto: Integration of Talent Acquisition & Talent Management
Monsanto: Integration of Talent Acquisition & Talent Management HRMA Conference October 27, 2017 St. Louis, Mo. Global Headquarters Global Operations 20,000+ 350+ 60 $13.5B EMPLOYEES WORLDWIDE FACILITIES
RECRUITMENT AND SELECTION
RECRUITMENT SUMMARY Wake Forest University s recruitment and selection policy is designed to provide a fair and equitable process which is compliant with applicable laws and regulations and results in
The Career Center. The Career Center 1
The Career Center GOAL 1: ENGAGE EMORY COLLEGE UNDERGRAUATES IN CAREER EXPLORATION AND DECISION MAKING TO EXPLORE THE VARIETY OF EDUCATIONAL AND CAREER INTERESTS CONSISTENT WITH THEIR INTERESTS, SKILLS,
Diversity and Inclusion Best Practices
Diversity and Inclusion Best Practices US Lacrosse seeks to foster a national lacrosse community that encourages understanding, appreciation and acceptance of all within its membership, volunteer base,
The Mainframe Talent Drain: How a Baby Boomer Exodus is Impacting Mainframe Operations and What Organizations Can Do to Adapt
Ensono Whitepaper The Mainframe Talent Drain: How a Baby Boomer Exodus is Impacting Mainframe Operations and What Organizations Can Do to Adapt ensono.com White Paper OVERVIEW The demographics of the IT
SHRM Survey Findings: Employee Recognition Programs, Spring In collaboration with and commissioned by Globoforce
SHRM Survey Findings: Employee Recognition Programs, Spring 2013 In collaboration with and commissioned by Globoforce May 29, 2013 Introduction Twice a year, Globoforce conducts a survey with the Society
Managing faculty and staff
Managing faculty and staff Debra Colley, Dean of the College of Education Niagara University Richard C. Washousky, Executive Vice President of Academic Affairs Erie Community College 1 The leader builds
INTERNSHIP GUIDE FOR EMPLOYERS CAREER DEVELOPMENT CENTER
INTERNSHIP GUIDE FOR EMPLOYERS CAREER DEVELOPMENT CENTER TABLE OF CONTENTS Introduction..... 1 Checklist... 2 Internship Posting Criteria... 3 Recruiting and Selecting an Intern... 4 Orienting Your Intern...
LEVERAGING OUR BEST ASSET/BIGGEST SECRET
LEVERAGING OUR BEST ASSET/BIGGEST SECRET YOUR TRAINING CENTER IS A VALUABLE MARKETING TOOL IF USED PROPERLY AND PRESENTED TO CANDIDATES, CUSTOMERS, AND THE COMMUNITY WE CAN T AFFORD TO KEEP IT A SECRET
Overview. historical comparisons in the future.
Gaps in the Energy Workforce Pipeline 2017 CEWD Survey Results Overview In 2017, CEWD conducted the seventh Gaps in the Energy Workforce Pipeline survey. The findings are based on responses from Electric
Assessment and Planning Tool for Adapting to an Aging Workforce
Assessment and Planning Tool for Adapting to an Aging Workforce Assessing your current practices, business needs, trends and challenges is an important part of planning for the future. It is also an important
Best Practices in Workforce Development
Best Practices in Workforce Development Presented at the 2007 NTMA Annual Convention February 8, 2007 Jeffrey N. Stoller Deputy Executive Director John J. Heldrich Center for Workforce Development Rutgers,
SUMMER ENRICHMENT PROGRAM (SEP) MANUAL for Host Sites
SUMMER ENRICHMENT PROGRAM (SEP) MANUAL for Host Sites Improving Capabilities Advancing the Next Generation of Health Care Leaders Providing Opportunities Helping Organizations Identify Top Minority Leaders
GENDER PAY GAP REPORT
GENDER PAY GAP REPORT For the first time, all large UK companies employing 250+ people are required to report on their gender pay. The gender pay gap is not the same as equal pay. Equal pay ensures that
Strategies to Fuel the Energy Workforce. Tony Rogers, Right Management Cheryl Knight, Knight & Associates Sunny Ackerman, Manpower
Strategies to Fuel the Energy Workforce Tony Rogers, Right Management Cheryl Knight, Knight & Associates Sunny Ackerman, Manpower June 11, 2014 Strategies to Fuel the Energy Workforce General Information
December Talent Acquisition Benchmarking Report
December 2017 2017 Talent Acquisition Benchmarking Report HR Metrics SHRM s Benchmarking Service To view sample reports or place an order, visit shrm.org/benchmarks or call (703) 535-6366 Are you looking
MALDEN PUBLIC SCHOOLS COMPREHENSIVE INDUCTION PROGRAM FOR NEW TEACHERS
MALDEN PUBLIC SCHOOLS COMPREHENSIVE INDUCTION PROGRAM FOR NEW TEACHERS A District-Wide Mentoring Plan and Policy For Attracting, Supporting and Retaining Quality Teachers And For Strengthening Teaching
BUS GENDER PAY GAP REPORT
BUS GENDER PAY GAP REPORT 2017 GO-AHEAD GENDER PAY REPORT 2017 2 INCLUSION AND DIVERSITY AT IN OUR UK BUS WORKFORCE THE NUMBER OF WOMEN IN LEADERSHIP AND MANAGEMENT ROLES HAS INCREASED FROM 13% TO 15.4%
AIA CORE MEMBER SERVICES Providing a Valuable and Consistent Experience for All Members
Providing a Valuable and Consistent Experience for All Members AIA ADVANCEMENT STATEMENT Together we agree that the time is now to change the way we think and behave in order to become a more valued, relevant
From Millennials to Baby Boomers: How to Communicate Total Rewards Willis Towers Watson. All rights reserved.
From Millennials to Baby Boomers: How to Communicate Total Rewards 2017 Willis Towers Watson. All rights reserved. Forthcoming events What? Where? When? Action Insight Network London March 29 Register
Office of Human Resources Courage. Compassion. Commitment.
Office of Human Resources Michelle Lamb Moone, SPHR Assistant Vice Chancellor and Chief Human Resources Officer mlmoone@uncg.edu; (336) 334-5167 Agenda for Today 90-Day Assessment The Role of the Human
TALENT SUSTAINABILITY REPORT
TALENT SUSTAINABILITY REPORT The CHRO View From the Front Lines of the War on Talent HR executives at America's major employers give a candid assessment of their work on the front lines of the War on Talent
U.S. Construction Industry Talent Development Report
U.S. Construction Industry Talent Development Report Agenda Survey Respondent Data Preparing for a Changing Workforce Finding and Retaining the Best Talent Ethical Compliance Training Budgets and Expenditures
The mission of the VPCC is to Connect Business with Opportunity through Facilitation, Advocacy, Communication, and Education.
JOB POSTING: PRESIDENT & CHIEF EXECUTIVE OFFICER This position profile outlines the duties and requirements for the President and Chief Executive Officer. The overall responsibility of this position is
Help Wanted Addressing the Skills Gap in US Manufacturing
The Process & Industrial Products series presents: Help Wanted Addressing the Skills Gap in US Manufacturing Craig Giffi, Vice Chairman, Deloitte LLP Ben Dollar, Principal, Deloitte Consulting LLP Gardner
Emergency Department Directors Academy Phase II. Breakout Session III: Hiring and Retention Best Practices: Transform Your Workforce
Emergency Department Directors Academy Phase II Breakout Session III: Hiring and Retention Best Practices: Transform Your Workforce May 2011 Katherine Haddix Hill, Hill, RN, MSN Define workforce transformations
Sponsorship Package
Sponsorship Package 2017-2018 www.waterlooformulaelectric.com Waterloo Formula Electric Dear Prospective Sponsor, We are writing in hope of your support and sponsorship for Waterloo Formula Electric (WFE).
Recommended Strategies for Expanding and Retaining a Diverse Faculty
Recommended Strategies for Expanding and Retaining a Diverse Faculty Enhancing Faculty Diversity James Madison University is an equal opportunity employer committed to creating and supporting a diverse
BOMA National Advisory Council
BOMA National Advisory Council HR Panel: Talent Recruitment, Retention and the Critical Importance of a Compelling Employer Brand April 8, 2016 2015 Korn Ferry. ALL RIGHTS RESERVED. Korn Ferry 2016. ALL
Florida s Employment First Multi- Agency Long- Term Communications Plan October 2014
Florida s Employment First Multi- Agency Long- Term Communications Plan October 2014 This is a long- term communications plan as part of Florida s Employment First Initiative to advance employment opportunities
WORLDSKILLS VISION 2025 STRATEGIC PLAN
WORLDSKILLS VISION 2025 STRATEGIC PLAN IMPROVING OUR WORLD WITH THE POWER OF SKILLS INTRODUCTION Since its inception in 1950, WorldSkills has built an impressive presence on the world stage of vocational
Succession Planning What It Really Means for Credit Unions
Succession Planning What It Really Means for Credit Unions Presented by Deedee Myers, CEO Peter Myers, VP DDJ Myers, Ltd. Thursday, August 8, 2013 36 th Annual National Directors Convention Las Vegas,
Greater Philadelphia Cultural Alliance. Implicit Bias Scan 2017
Greater Philadelphia Cultural Alliance Implicit Bias Scan 2017 Goals Provide insight into how the Alliance is perceived with respect to issues associated with diversity Provide the Alliance with an opportunity
Innovating with the. Business Leadership Network. Nexus,
Innovating with the Sedgwick County Business Leadership Network & Nexus, Wichita Regional Employment Initiative The SCBLN History Incorporated on January 24 th, 2012 using funding from an Empower Kansas
Copyright 2015 Human Capital Institute. All rights reserved.
Copyright 2015 Human Capital Institute. All rights reserved. 1 HCI is a premier thought leader in the new discipline of strategic talent management with an unparalleled reputation for innovation, leadership
Draft Faculty Mentoring
Draft Faculty Mentoring This draft document begins the conversation of how to tailor a mentoring program for our college by offering two methods along a spectrum of possible vehicles for implementation
Five Critical Behaviors for Safety Leaders
Five Critical Behaviors for Safety Leaders Safety Leadership The phrase leadership support has become a cliché in discussing safety. We always hear about the importance of leadership support and walking
How to Start an Internship Program
How to Start an Internship Program Meet Your Facilitator Basics: Briana Randall Director Internship Project Career & Internship Center Details: 13 years in center 2 years in this role Goal ensuring UW
Minnesota Literacy Council AmeriCorps VISTA. New Project Application
Minnesota Literacy Council AmeriCorps VISTA New Project Application 2017-18 The online application form is located at www.tfaforms.com/452761. You may reference the content of the online form in this document,
Bakersfield College Program Review Annual Update 2017
Program Name: Human Resources Bakersfield College Program Review Annual Update 2017 Program Type: Instructional Student Affairs Administrative Service Other Bakersfield College Mission: Bakersfield College
New York-New Jersey Trail Conference Board of Directors - Functions Approved by the Board March 23, 2004
New York-New Jersey Trail Conference Board of Directors - Functions Approved by the Board March 23, 2004 The Board of Directors is the governing body of the New York-New Jersey Trail Conference (Trail
HEAD OF YOUTH ENGAGEMENT ABOUT RESTLESS DEVELOPMENT
HEAD OF YOUTH ENGAGEMENT ABOUT RESTLESS DEVELOPMENT Young people share a restless determination to address the problems that affect them the most. That s where we come in. At Restless Development, we re
WHAT CAN YOU EXPECT FROM THE WORLD OF TOMORROW?
On to the the Future! 2016 Hiring Guide WHAT CAN YOU EXPECT FROM THE WORLD OF TOMORROW? See inside for Hiring Tips, Compensation Data, and Employment Survey Results The future depends on what we do in