DEPARTMENT OF INFORMATION STUDIES
|
|
- Jeffry Stafford
- 6 years ago
- Views:
Transcription
1 DEPARTMENT OF INFORMATION STUDIES INFS 325-PUBLIC RELATIONS LECTURER- DR. MUSAH ADAMS godsonug.wordpress.com/blog
2 EMPLOYEE RELATIONS Employee relations is concerned with how public relations practitioners in profit making and nonprofit making organizations help promote effective communication among employees and between line employees and top management.
3 IMPORTANCE OF EMPLOYEES RELATIONS Practitioners of employees relations can strive to establish organizational communication policy which must help employees understand, contribute to and identify with organizational objectives and problems They can help in designing and implementing organisational change programme They can provide expertise as employee communicators.
4 CHALLENGES IN EMPLOYEE RELATIONS The move toward globalization. The wave of downsizing and layoffs has taken its toll on employee loyalty. Lack of Training. Motivating employees to give superior service. Employees want a sense of fulfilment from their jobs. Retaining good employees.
5 DEALING WITH EMPLOYEE PUBLIC The employee public is made up of numerous subgroups. In the library/archives for instance, there are librarians/archivists, assistant librarians/archivists, library/archives assistants, administrative staff, and so on. Any organisation which is really concerned about communicating effectively with its employees especially in the face of challenges noted in the previous section should reinforce these five specific principles. Respect
6 Honest feedback Recognition A voice Encouragement
7 Sense of humour Six criteria distinguish communication effort at the work place. According to Milton Moskowitz, these are: Willingness to express dissent Visibility and proximity of upper management Priority of internal to external communication Attention to clarity Friendly tone
8 EMPLOYEE COMMUNICATIONS STRATEGIES Communications must be strategic Communications must be open Communications must be consistent
9 EMPLOYEE COMMUNICATIONS TACTICS Employee communications is vital to the success of any organization. One important step in the communication process is determining which vehicles(media) you will use to reach your target audiences. A variety of techniques can be adopted to reach employees. But before any communications program can be implemented, communicators must have a good sense of staff attitudes. This can be done through an internal communications audit.
10 EMPLOYEE COMMUNICATIONS TACTICS CONT D Internal communications audit : audits help determine staff attitudes about their jobs, the organization and its mission coupled with an analysis of existing communications techniques. It starts with personal, in-depth interviews with both top management and communicators
11 VEHICLES THAT CAN BE USED TO COMMUNICATE EFFECTIVELY WITH EMPLOYEES INCLUDE Online communications The internet/intranets Print publications Desktop publishing Employee annual reports Bulletin boards
12 VEHICLES CONT D Suggestion Box/Town Hall Meetings Internal Video Face-to-Face Supervisory Communications Dealing with the Grapevine
13 EMPLOYEE AND COMMUNITY RELATIONS Community relations refers to the various methods organizations use to establish and maintain a mutually beneficial relationship with the communities in which they operate. The underlying principle of community relations is that when an organization accepts it s civic responsibility and takes an active interest in the well-being of its community, then it gains a number of long-term benefits in terms of community support, loyalty, and goodwill
14 WHY COMMUNITY RELATIONS? Business organizations give attention to their community relations for good reasons. An organisation does not live in a vacuum Community relations build public image and employee morale and foster a sense of teamwork that is essential in long-term success.
15 WHY COMMUNITY RELATIONS? CONT D Organizations are recognized as good community citizens when they support programs that improve the quality of life in their community. Good community relations programs offer a wide variety of benefit. For instance, that give employees a reason to be proud of the organization which increases loyalty and may help to reduce labour and production costs
16 WHY COMMUNITY RELATIONS CONT D An organization might generate new business through the contacts and leads it generates in its community relations activities. Good community relations can also be beneficial in times of crisis, such as a fire or a flood disaster, by rallying the community around the affected business.
17 TYPES OF COMMUNITY RELATIONS ACTIVITIES Listening to community wants and needs Community relations should involve more than just annual contribution Allaying the community s fears about the organization
18 TYPES OF COMMUNITY RELATIONS ACTIVITIES CONT D Protecting the community s health and safety Encouraging and managing employee volunteerism Implementing fair recruitment and employment practices Maintaining profitable but ethical operating practices
19 END OF LECTURE
UC Core Competency Model
UC Core Competency Model Developed and Endorsed by: UC Learning and Development Consortium Chief Human Resources Officers Date: May 2011 University of California Staff Employees Core Competencies Communication
More informationThe High Performance Team Profile
The High Performance Team Profile The High Performance Team Profile While there are many frameworks and methodologies that can help team effectiveness, they often fail to capture the underlying beliefs
More informationLevel 1 Frontline Staff
Level 1 Frontline Staff Clearly understands own job requirements and how they link to the roles of others Discusses and agrees on individual objectives in line with team goals Consistently behaves fairly
More informationNZ POLICE CORE COMPETENCIES. Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop HOW WE DO THINGS: OUR CORE COMPETENCIES
NZ POLICE CORE COMPETENCIES Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop 1 INTRO These are behaviours that are important to achieving our goals. They describe how we work as opposed to
More informationMGM RESORTS INTERNATIONAL LEADERSHIP COMPETENCIES
MGM RESORTS INTERNATIONAL LEADERSHIP COMPETENCIES Mission, Vision, Core Values and People Philosophy Our Mission MGM Resorts International is the leader in entertainment and hospitality - a diverse collection
More informationOPPORTUNITY PROFILE. Senior Advisor & Council Relations
OPPORTUNITY PROFILE Senior Advisor & Council Relations ABOUT THE ASSOCIATION OF PROFESSIONAL ENGINEERS AND GEOSCIENTISTS OF ALBERTA (APEGA) The Association of Professional Engineers and Geoscientists of
More informationInternal Communication
Internal Communication The coordination and mediation necessary for dealing with employees put public relations staff with communication knowledge and skills in a central role in managing internal relations.
More informationCore Values and Concepts
Core Values and Concepts These beliefs and behaviors are embedded in highperforming organizations. They are the foundation for integrating key performance and operational requirements within a results-oriented
More informationVisionary Leadership. Systems Perspective. Student-Centered Excellence
Core Values and Concepts These beliefs and behaviors are embedded in high-performing organizations. They are the foundation for integrating key performance and operational requirements within a results-oriented
More informationROCKY MOUNTAIN PERFORMANCE EXCELLENCE POSITION DESCRIPTION FOR THE EXECUTIVE/MANAGING DIRECTOR
ROCKY MOUNTAIN PERFORMANCE EXCELLENCE POSITION DESCRIPTION FOR THE EXECUTIVE/MANAGING DIRECTOR ABOUT THE ORGANIZATION: Rocky Mountain Performance Excellence (RMPEx) is a Colorado nonprofit corporation
More informationProud Heritage, Exciting Future. Communications &Engagement. Strategy. More Than Words: Listening, Understanding, and Delivering
Proud Heritage, Exciting Future Communications &Engagement Strategy More Than Words: Listening, Understanding, and Delivering Table of Contents Introduction About the Strategy. 1 Strategic Vision, Mission,
More informationCompass Group s Code of Ethics
Compass Group s Issue 1.2 Compass Group & UN Global Compact As a world leader in our field we have to set the very highest standards for the quality of the services we provide and the professional and
More informationLE MOYNE COLLEGE PERFORMANCE ASSESSMENT PROCESS
LE MOYNE COLLEGE PERFORMANCE ASSESSMENT PROCESS The Le Moyne College Performance Assessment Process is intended to support a culture of work and achievement based on the core values of Cura Personalis
More informationPROFESSIONAL ETHICS IN VOLUNTEER ADMINISTRATION
PROFESSIONAL ETHICS IN VOLUNTEER ADMINISTRATION Developed by the Association for Volunteer Administration (2005) Council for Certification in Volunteer Administration P.O. Box 467 Midlothian, VA 23113
More informationASPIRE Guideline. ASPIRE Guideline Achieving Greatness. Together
ASPIRE Guideline Achieving Greatness. Together 2 Together, we strive for performance excellence. Welcome AGCO has committed itself to provide high-tech solutions for professional farmers feeding the world
More informationWhat skills and abilities does it really take to succeed as a Senior Human Resource Professional today?
SCROLL DOWN What skills and abilities does it really take to succeed as a Senior Human Resource Professional today? Executive Summary Report of a Survey of Senior HR Generalists Prepared by: DISCOVERY
More informationTALENT ACQUISITION AND MANAGEMENT STRATEGIES for Hourly Workers
TALENT ACQUISITION AND MANAGEMENT STRATEGIES for Hourly Workers An icims Guide to Attracting and Retaining the Best Hourly Talent 2016 icims, Inc. All rights reserved. TABLE OF Contents 3-4 5 6-13 14-19
More informationCRITERIA FOR EQUASS ASSURANCE (SSGI)
CRITERIA FOR EQUASS ASSURANCE (SSGI) 2008 by European Quality for Social Services (EQUASS) All rights reserved. No part of this document may be reproduced in any form or by any means, electronic, mechanical,
More informationHow to Organize your Group Volunteer Project ORGANIZING A GROUP VOLUNTEER PROJECT A STEP BY STEP GUIDE
How to Organize your Group Volunteer Project ORGANIZING A GROUP VOLUNTEER PROJECT A STEP BY STEP GUIDE . Determine a Point Person The point person will do the following: 1. Determine commitment level of
More informationΟΤΕ GROUP POLICY ON EMPLOYEE RELATIONS
ΟΤΕ GROUP POLICY ON EMPLOYEE RELATIONS Approved by the Board of Directors of OTE S.A. by minutes No 2914 /18-12-2012 (Single item) OTE GROUP CHIEF HUMAN RESOURCES OFFICER EXECUTIVE DIRECTOR COMPLIANCE,
More informationAchieving Results Through Genuine Leadership
Achieving Results Through Genuine Leadership T R A I N I N G Facing tough issues and aggressive goals, top organizations win by preparing genuine leaders who live out the mission and values of the organization.
More informationProfessional Development Studies
492 Professional Development Studies Professional Development Studies Today s worker is faced not only with ever-increasing technological challenges, but also with the need for applied instruction in a
More informationMALDEN 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
More informationCOLLEGE OF PHYSICIANS AND SURGEONS OF ONTARIO GOVERNANCE PROCESS MANUAL
COLLEGE OF PHYSICIANS AND SURGEONS OF ONTARIO GOVERNANCE PROCESS MANUAL December 2016 Table of Contents Governance Roles and Responsibilities Table of Contents OVERVIEW OF GOVERNANCE... 3 GOVERNANCE ROLES
More informationSOCIAL MEDIA STRATEGY. Creating Culture Making Impact Digital Transformation Stakeholder Engagement
SOCIAL MEDIA STRATEGY Creating Culture Making Impact Digital Transformation Stakeholder Engagement HSE November 2017 Introduction The Digital Age has transformed communications as we know it. Marketing
More informationEQ Competencies Assessment
EQ Competencies Assessment The research validates that what separates superior leaders from average leaders is Emotional Intelligence (EQ). When measuring IQ, Technical Expertise and EQ, the results validated
More informationSupervisors: Skills for Success
HELPING THOSE WHO HATE HR. 554 Pacific Avenue, York, Pennsylvania 17404 717.855.5589 www.alternative-hr.com Supervisors: Skills for Success Contents Introduction Page 3 Communication.. Page 4 Planning
More informationThe importance of listening: for effective leading, engaging and serving
The importance of listening: for effective leading, engaging and serving Dr Louise Parkes ACSA National Conference, Sydney, September 2011 e: louise.parkes@voiceproject.com.au p: 02 8875 2803 listen up...
More information1. INTRODUCTION 3 2. ENGAGEMENT OF THE MCB GROUP WITH RESPECT TO ITS ETHICS 3 3. ABOUT THIS CODE 3 4. DEALINGS WITH EMPLOYEES 4
CODE OF ETHICS CONTENTS 1. INTRODUCTION 3 2. ENGAGEMENT OF THE MCB GROUP WITH RESPECT TO ITS ETHICS 3 3. ABOUT THIS CODE 3 4. DEALINGS WITH EMPLOYEES 4 5. DEALINGS WITH CLIENTS 4 6. RESPONSIBILITY TO SHAREHOLDERS
More informationThe Emotional Competence Framework
The Emotional Competence Self-Awareness Personal Competence Emotional awareness: Recognising one s emotions and their effects. Know which emotions they are feeling and why Realise the links between their
More informationLeadership in Action. SROA, 32 nd Annual Conference, San Antonio, October 2015
Leadership in Action SROA, 32 nd Annual Conference, San Antonio, October 2015 Charl Hambridge Unit Business Manager: GVI Oncology, Northern Suburbs, Cape Town, South Africa Books...129, 864, 880 According
More informationSkills. Communication Skills. Analytical/Research Skills. Computer/Technical Literacy
Skills Problem-solving/Reasoning/Creativity Did you turn plummeting sales around Did you fix weak financials Did you play a critical role in a new product launch Did you help raise brand awareness Did
More informationWE BELIEVE. Who we are and how we create value.
WE BELIEVE. Who we are and how we create value. We re different. Driving our success is a unique culture of ownership, defined by flexible processes and core beliefs, enthusiastically shared by HNI members.
More informationJob Description: Brand Manager Fixed Term
Job Description: Brand Manager Fixed Term Wellington Regional Economic Development Agency: The Wellington Regional Economic Development Agency (WREDA) has been established to further improve the Wellington
More informationAUSTRALIAN MARKETING INSTITUTE CORPORATE MEMBERSHIP THE MARKETING ADVANTAGE
AUSTRALIAN MARKETING INSTITUTE CORPORATE MEMBERSHIP THE MARKETING ADVANTAGE AUSTRALIAN MARKETING INSTITUTE CORPORATE MEMBERSHIP THE MARKETING ADVANTAGE THE AUSTRALIAN MARKETING INSTITUTE (AMI) IS THE PROFESSIONAL
More informationEFQM MODEL CRITERIA APPLICABLE TO ANY ORGANISATION
EFQM MODEL CRITERIA APPLICABLE TO ANY ORGANISATION The beauty of the Model is that it can be applied to any organisation, regardless of size, sector or maturity. It is non-prescriptive and it takes into
More informationLearning Center Key Message Guide. 3M Company
Learning Center Key Message Guide The purpose of this Guide is to enable Learning Center communicators to achieve their communication objectives by delivery of consistent messaging, linking to 3M and LC
More informationManager, Supervisor & CEMA Skill Set Model County of Santa Clara
Leads Innovation Leadership Styles Manages Change Models Integrity, Trust & Transparency Strategic Thinking and Planning Manager, Supervisor & CEMA Skill Set Model County of Santa Clara Conflict Management
More informationThe 360-Degree Assessment:
WHITE PAPER WHITE PAPER The : A Tool That Can Help Your Organization Maximize Human Potential CPS HR Consulting 241 Lathrop Way Sacramento, CA 95815 t: 916.263.3600 f: 916.263.3520 www.cpshr.us INTRODUCTION
More informationCore Values and Concepts
Core Values and Concepts These beliefs and behaviors are embedded in high-performing organizations. They are the foundation for integrating key performance and operational requirements within a results-oriented
More informationICMA PRACTICES FOR EFFECTIVE LOCAL GOVERNMENT LEADERSHIP Approved by the ICMA Executive Board June 2017; effective November 2017
Reorganization The Credentialing Advisory Board proposed, and the Leadership Advisory and Executive Boards agreed, that the ICMA Practices should be organized as a narrative rather than a list. The following
More informationHarnessing the Engagement of Your Employees
COUNTIES FUTURES LAB l SEPTEMBER 2017 Harnessing the Engagement of Your Employees Andrew Hartsig Research Manager Counties Futures Lab Acknowledgments The author would like to thank Bob Lavigna for his
More informationSuccess Profile. Content Producer, Technology
Success Profile Content Producer, Technology 2 ABOUT CHOICE With over 170,000 members, CHOICE is Australia s largest consumer organisation. Our purpose is to work for fair, just and safe markets that meet
More informationSAVILLS PRIME SERVICE ACADEMY. SAVILLS PATHWAY Savills Prime Service Academy
SAVILLS PRIME SERVICE ACADEMY SAVILLS PATHWAY Savills Prime Service Academy 1 DIRECTOR S FOREWORD As Property Managers we have the privileged position of shaping the first impression customers and visitors
More informationEXTERNAL TALENT RECRUITMENT:
EXTERNAL TALENT RECRUITMENT: BUILDING A CLEAR AND ENGAGING VOLUNTEER POSITION DESCRIPTION Vantage Point believes strong organizations begin with effective governance, management and planning. By providing
More informationThe Science & Art of Effective Volunteer Management
The Science & Art of Effective Volunteer Management Prof. Sean Rogers, PhD, SPHR, SHRM-SCP Assistant Professor of Employment Relations, HR, and Law Faculty Fellow, Cornell Institute for Healthy Futures
More informationCommunication Audit of the Academic & Career Advising Center. Table of Contents
Helping organizations reach new heights through effective communication Communication Audit of the Academic & Career Advising Center Table of Contents Mission Statement 4 Executive Summary 5 Introduction
More informationEmployee engagement is promoted by a myriad of
SHRM Foundation Executive Briefing Employee Engagement: Your Competitive Advantage Sponsored by Randstad Employee engagement is promoted by a myriad of consultants, books and articles, but does it really
More informationEFFECTIVE BOARD MANAGEMENT RELATIONS
EFFECTIVE BOARD MANAGEMENT RELATIONS R. Adam McBride, Port Director Port of Lake Charles Harry C. Hank, President Port of Lake Charles HARRY C. HANK ADAM MCBRIDE (1) Effective Board Management relations
More informationExecutive Director.
EXECUTIVE POSITION PROFILE Executive Director www.alz.org/mnnd On behalf of our client, Alzheimer's Association Minnesota-North Dakota Chapter, KeyStone Search is conducting a retained search for an Executive
More informationCompliance Culture in Global Operations Cedric Mulfinger- Global Business Compliance Program Manager
If you can read this Click on the icon to choose a picture or Reset the slide. To Reset: Right click on the slide thumbnail and select reset slide or choose the Reset button on the Home ribbon (next to
More informationHafan Cymru Job Description
Job title Grade / Salary Scale Location Contract hours Working Pattern Responsible to Responsible for (staff / finance / Service Users /Customers Job Purpose Competency and Level required Project Manager
More informationThis recruitment is open until filled with a first review of applications scheduled the week of February 23, 2015.
MARICOPA COUNTY invites applications for the position of: An Equal Opportunity Employer OPENING DATE: 02/05/15 CLOSING DATE: Continuous DEPARTMENT: County Manager JOB TYPE: Unclassified/Full-Time LOCATION:
More informationWhat s New in Project Management Research, and WIIFM? Kathy Schwalbe, Ph.D., PMP September, 2010
What s New in Project Management Research, and WIIFM? Kathy Schwalbe, Ph.D., PMP September, 2010 schwalbe@augsburg.edu www.kathyschwalbe.com 1 Presentation Background Most of the information in this presentation
More informationDevelopment of a Finnish patient safety culture survey (TUKU) and evaluation methodology
Development of a Finnish patient safety culture survey (TUKU) and evaluation methodology Teemu Reiman and Elina Pietikäinen Teemu.reiman@vtt.fi, elina.pietikainen@vtt.fi Background our premises Patient
More informationJob title: Diversity & Inclusion Manager. Grade: PO 5. Role code: EBC0470. Status: Police Staff. Main purpose of the role:
Job title: Diversity & Inclusion Manager Grade: PO 5 Role code: EBC0470 Status: Police Staff Main purpose of the role: Develop, co-ordinate and implement the Forces Diversity & Inclusion Strategy, ensuring
More informationMarch Year Strategic Plan
gic rate r St Yea 10Plan March 2017 Our Water Future A Letter from the President/CEO El Paso Water has made history with our water resource innovations, leading the way decades ago in water reclamation,
More informationCOMMUNICATIONS STRATEGY
COMMUNICATIONS STRATEGY 2016-2019 Introduction and purpose This strategy details how communications will support the delivery of shaping the future of urgent & emergency care (EEAST strategy 2016-21).
More informationWHITEPAPER. Sirota Dynamic Alignment Model Competency Alignment
WHITEPAPER Sirota Dynamic Alignment Model Competency Alignment Introduction Although competency models invariably differ across organizations, similarities often exist. Hogan developed the Model to capture
More informationWorkshop A: Case Study Implementing a Certified Sales Coach Program. Taking Sales from Competent to Effective!
Workshop A: Case Study Implementing a Certified Sales Coach Program Taking Sales from Competent to Effective! Today s Topics Strategic Drivers for Implementing a Certified Sales Coach Program @ Schlumberger
More informationthe value of Service in your career search
Career Services the value of Service in your career search Introduction: The purpose of this guide is to: 1. Define community service and Service-Learning; 2. Explore service opportunities and how to get
More informationCore Competencies and Behavioral Indicators
COMMUNICATION Shares and receives information using clear oral, written and interpersonal communication skills.. Demonstrates effective written and oral communication skills.. Actively listens, provides
More informationOUR PEOPLE, OUR STRENGTH
OUR PEOPLE, OUR STRENGTH 2015-2017 TABLE OF CONTENTS 1. 1. Employee messages... 2 i. Message from CAO ii. Message from Director, Human Resources 2. Executive summary... 3 3. About the Our People, Our Strength
More informationNOT PROTECTIVELY MARKED JOB DESCRIPTION
JOB DESCRIPTION APPENDIX C Before completing this form, please read the BTP Guide to writing job descriptions for Police Staff roles Appendix B to the SOP. A. POST DETAILS: Job Title: Senior IT Project
More informationGOVERNANCE MATTERS What is Governing Policy? Promoting Excellence in Corporate Governance, Risk Management and Operational Effectiveness
Promoting Excellence in Corporate Governance, Risk Management and Operational Effectiveness Introduction An important role for the Board of Directors is to set policy under which management takes action
More informationDTR9274O1HJ/TGDTRm5Xgw33Z. Department Survey Sample Department
DTR9274O1HJ/TGDTRm5Xgw33Z Department Survey Sample Department Feedback Report 1/9/217 About This Survey Sample Department, 1/9/217 This multi-rater survey is designed to assist your department in assessing
More informationSIT07 Tourism, Hospitality and Events Training Package V3.0 SITXMGT006A Establish and conduct business re lationships Learner guide Version 2
SIT07 Tourism, Hospitality and Events Training Package V3.0 SITXMGT006A Establish and conduct business relationships Learner guide Version 2 Training and Education Support Industry Skills Unit Meadowbank
More informationEmployee engagement. Chartered Institute of Internal Auditors
26 October 2017 Employee engagement Chartered Institute of Internal Auditors This is an introduction to some of the principles and ideas surrounding employee engagement to help you plan a review. What
More informationChapter 9 The Service Encounter
Chapter 9 The Service Encounter McGraw-Hill/Irwin Service Management: Operations, Strategy, and Information Technology, 6e Copyright 2008 by The McGraw-Hill Companies, Inc. All Rights Reserved. Learning
More informationDTR72KXREB7/TGDTRN24PERe. Sample Organization Sample Organization
DTR72KXREB7/TGDTRN24PERe Sample Organization Sample Organization Feedback Report 2/27/217 About This Survey Sample Organization, 2/27/217 This multi-rater survey is designed to assist your organization
More informationInternship 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
More informationThe below rating scale is used to determine UW-Stevens Point competency proficiency.
Performance Review Guide Competencies are comprised of defined knowledge, skills, and behaviors needed to be effective in one s role, department, and institution. A competency model provides a guide for
More informationInspiring PAssion, Purpose & Results
Inspiring PAssion, Purpose & Results our mission To inspire, challenge and motivate companies and individuals to achieve their fullest potential How we can help you? No problem can be solved from the same
More informationGlobal Competency Model
Global Competency Model Contents 3 Introduction 4 Competencies reflect the We create chemistry strategy 5 The global competency model comprises eight competencies 6 Drive Innovation 7 Collaborate for Achievement
More informationA Study of the Employee Engagement Practices in the Indian Manufacturing Sector
A Study of the Employee Engagement Practices in the Indian Manufacturing Sector 1 Dr Shilpa Varma, 2 Ms PriyaVij, 3 Dr R Gopal 1 Associate Professor DY Patil University School of Management 2 Assistant
More informationMODULE 6. Planned Change Introduction To Od
MODULE 6 Planned Change Introduction To Od Organization Development (Od) A long-term effort, led and supported by top management, to improve an organization's visioning, empowerment, learning, and problem-solving
More informationMission Statement. Vision. Strategic Goals
2017 Strategic Plan Mission Statement Dedicated to satisfying our community s water needs Vision To be a top performing public water agency Strategic Goals 1. Provide a safe, abundant, and reliable water
More informationIndividual Feedback Report for
Individual Feedback Report for Individual Name: John A. Smith Company Name: ABC Company Report Date: 23 Jan 2006 Harcourt Assessment, Inc San Antonio, TX 78259 Sample Report Page 1 Values Arrangement List
More informationSchool Board Governance Basics
School Board Governance Basics Foundational Principles of Effective Governance Code of Conduct School Board Member Opportunities and Expectations School Board Governance Basics Foundational Principles
More informationA Boss Guide to Performance Appraisals
A Boss Guide to Performance Appraisals Today s Presenters Scott Letourneau President NEOGOV Karen McLaughlin City Manager Manteca, California Joe Kriskovich Director of Administrative Services Manteca,
More informationBuilding Trust in the Workplace
INDUSTRIAL RELATIONS CENTRE Professional Development Training READERS CHOICE LABOUR RELATIONS TRAINING PROVIDERS 2017 Building Trust in the Workplace Getting at the Root of Low Trust Levels and its Impact
More informationSampleCo Organization Survey Results
SampleCo Organization Survey Results October 2009 Profile Report (This report was created on 5/30/2017) Table of Contents 1 Introduction: High Performance Organizations 2 Understanding the Data 3 Overall
More informationHow to Retain Top Talent: Moving the Needle on Employee Engagement. Employee Insights
How to Retain Top Talent: Moving the Needle on Employee Engagement Employee Insights How to Retain Top Talent Moving the Needle on Employee Engagement In the sea of relatively neutral economic news over
More informationThomas S. Bateman Mclntire School of Commerce, University of Virginia. Scott A. Snell Darden Graduate School of Business, University of Virginia
Thomas S. Bateman Mclntire School of Commerce, University of Virginia Scott A. Snell Darden Graduate School of Business, University of Virginia McGraw-Hill Irwin Chapter 1 o Managing 2 Managing in the
More informationChapter 2 Strategy and Human Resources Planning
Chapter 2 Strategy and Human Resources Planning MULTIPLE CHOICE 1 What is human resources planning? a a technique that identifies the critical aspects of a job b the process of anticipating and making
More informationective Workf orce Diversity Training Programs
Designing Effectiv ective Workf orce Diversity Training Programs A PACT Training Resource Guide Designing Effective Workforce Diversity Training Programs Befor ore e the Training: Obtain a commitment from
More informationRelational Contexts for Organizational Communication
Chapter 9: Relational Contexts for Organizational Communication Chapter Overview This chapter considers the interpersonal communication challenges involved in the new social contract. It has been said
More informationThe 2010 HAP Standard in Accountability and Quality Management
The 00 HAP Standard in Accountability and Quality Management The 00 HAP Standard in Accountability and Quality Management Contents The 00 HAP Standard in Accountability and Quality Management Foreword.
More informationBasic CV Proforma FIRST NAME.. SECOND NAME. SURNAME... PHONE NUMBER. MOBILE.. ..
Basic CV Proforma PLEASE GIVE YOUR FULL NAME FIRST NAME.. SECOND NAME. SURNAME... FULL ADDRESS INCLUDING POST CODE. PHONE NUMBER... MOBILE... EMAIL.. POST CODE.. PERSONAL PROFILE Look at the list of personal
More informationEmployee Engagement: The Management Factor Keeping Employees Invested, Productive And Working For You 1/10
Employee Engagement: The Management Factor Keeping Employees Invested, Productive And Working For You 1/10 disengagement (n.) the act of releasing from an attachment or connection When it comes to your
More informationSCHOUTEN RESEARCH ENGAGEMENT SURVEYS
SCHOUTEN RESEARCH ENGAGEMENT SURVEYS High-value services plays an increasingly important role in our economy. The importance of human capital is therefore also growing. Highquality human capital. Several
More informationHR Audit finding reporting
HR Audit finding reporting 1 Report outline The following is the outline I use for audit reports: Cover page or logistics header: contextual information that characterizes the report. Introduction and
More informationVICE PRESIDENT, MARKETING & COMMUNICATIONS
VICE PRESIDENT, MARKETING & COMMUNICATIONS The Vice President, Marketing & Communications assumes both the strategic and tactical responsibilities for leading the Marketing & Communications department
More informationYAVAPAI BIG BROTHERS BIG SISTERS (YBBBS) CHIEF EXECUTIVE OFFICER
POSITION DESCRIPTION YAVAPAI BIG BROTHERS BIG SISTERS (YBBBS) CHIEF EXECUTIVE OFFICER The Board seeks an experienced executive to inspire, lead and strengthen YBBBS as it continues to support our youth
More information22 days (+ 3 discretionary days at Christmas Period) Clúid Housing is a progressive and dynamic not-for-profit Irish housing association.
Role: Contact Centre Manager Location of Employment 159-161 Sheriff Street Upper Dublin 1 Reporting to Responsible for Salary Contract Probation Pension Hours Leave Director of Housing Services Contact
More informationNotes of Strategy Implementation & Control
1. Distinction between Strategy Formulation and Strategy Implementation: Strategy Formulation Is a positioning forces before the action It focuses on effectiveness Is an intellectual process Strategy Implementation
More informationAN EFFECTIVE MANAGER IS A CREDIBLE MANAGER TOO
AN EFFECTIVE MANAGER IS A CREDIBLE MANAGER TOO Dr. Sebastian Rupert Mampilly Reader School of Management Studies Cochin University of Science and Technology Early writers on management took somewhat a
More informationPerformance Planning Guide. Version: 2.1 Last Updated: April 2015
Performance Planning Guide Version: 2.1 Last Updated: April 2015 Table of contents Performance planning: Staff development and feedback at Ryerson University... 2 Introduction... 2 Our Time to Lead: Ryerson
More informationUnderstanding UCCS Social Media Policy and Expectations
Understanding UCCS Social Media Policy and Expectations Who am I? Joanna Bean, assistant director, University Communications and Media Relations jbean2@uccs.edu x3732 Jeff Foster, associate director, University
More informationInformation Technology Support Technician- (One year position)
YUMA PRIVATE INDUSTRY COUNCIL, INC POSITION DESCRIPTION Title: Reports to: Classification: Information Technology Support Technician- (One year position) Information Technology Manager Non-Exempt Revision
More information