Hi Swati Can you explain me on what topics these presentation are?? is it on the team performance, or on general topics...? Sackshi
From India, Kota
9From India, Kota
Dear Prepare handouts for that and distribute among employees and conduct Qns n answer session with some recognition award. Aparajita
From India, Guwahati
From India, Guwahati
Hi Pallavi
First you prepared a small Report of Policies and procedure and then
conduct a one seminar with full of examples and share with department wise then it is easy to convey your mesg to all.
Aparna.
From India, Mumbai
First you prepared a small Report of Policies and procedure and then
conduct a one seminar with full of examples and share with department wise then it is easy to convey your mesg to all.
Aparna.
From India, Mumbai
Hi,
the presentations will be on general topic. My company is an IT company working on different software applications and on different domains. Last time when we had these series we allowed to give presentation on their domains also. but that time we felt that most of the people gets bored in technical presentations so this time we have asked employees to choose non technical topics.
Thanks,
Swati
From India, New Delhi
the presentations will be on general topic. My company is an IT company working on different software applications and on different domains. Last time when we had these series we allowed to give presentation on their domains also. but that time we felt that most of the people gets bored in technical presentations so this time we have asked employees to choose non technical topics.
Thanks,
Swati
From India, New Delhi
Hello,
Remember always that "the secret of success is get started", First of all you have to be confident about what you have going to communicate. Then you have to post it on the notice board along with the FAQ'S, After that if any doubt needs to clarify open a single window "Helpdesk" and fix a particular timing for the same. If further not clear, you have to print a pocket size handbook "Associate Handbook" and distribute to all of your employees.
Enjoy!!!!!!!!!!!!!!!!!!!
From India, Gurgaon
Remember always that "the secret of success is get started", First of all you have to be confident about what you have going to communicate. Then you have to post it on the notice board along with the FAQ'S, After that if any doubt needs to clarify open a single window "Helpdesk" and fix a particular timing for the same. If further not clear, you have to print a pocket size handbook "Associate Handbook" and distribute to all of your employees.
Enjoy!!!!!!!!!!!!!!!!!!!
From India, Gurgaon
Hi Swati,
You can actually do a lot of things in this.you have to plan it in phases. If you have not already crossed the dates for submission of the Team Names.. First promote that..Send frequent teaser mail mentioning "Which team you are in ?" "Do you have it in you" or "Show Us... What u Can DO!! "you can write such punch lines and stick posters across the office.
1. You can give a name to the Presentation day.
2. Give/ ask the teams to name themselves
3. Bring in a competative feeling.... (This brings up interest among peopel.
4. People who are not Participating... you can do a poll for them which team will win...
Hope this help you...Tell me if any other help is required...
Sackshi
From India, Kota
You can actually do a lot of things in this.you have to plan it in phases. If you have not already crossed the dates for submission of the Team Names.. First promote that..Send frequent teaser mail mentioning "Which team you are in ?" "Do you have it in you" or "Show Us... What u Can DO!! "you can write such punch lines and stick posters across the office.
1. You can give a name to the Presentation day.
2. Give/ ask the teams to name themselves
3. Bring in a competative feeling.... (This brings up interest among peopel.
4. People who are not Participating... you can do a poll for them which team will win...
Hope this help you...Tell me if any other help is required...
Sackshi
From India, Kota
I personally feel Internet is d best option...
Check wid your IT team if they can prepare Group Ids on server... its similar to d distribution lists in MS outlook / outlook express.... But they are ids made on the main server...However this can only be done if you have your own server... n the email ids...
for eg. [IMG]https://www.citehr.com/misc.php?do=email_dev&email=YWxsZW1wbG95ZWVzQGNvbX BhbnlzLXNlcnZlcm5hbWUuY29t[/IMG]
You need to be careful... this group ids should not be known to other employees / any other external party... so put them in BCC...
Besides presentation is alwayz a good option.
Hope it helps. All d best...
Cheers !
From India, Mumbai
Check wid your IT team if they can prepare Group Ids on server... its similar to d distribution lists in MS outlook / outlook express.... But they are ids made on the main server...However this can only be done if you have your own server... n the email ids...
for eg. [IMG]https://www.citehr.com/misc.php?do=email_dev&email=YWxsZW1wbG95ZWVzQGNvbX BhbnlzLXNlcnZlcm5hbWUuY29t[/IMG]
You need to be careful... this group ids should not be known to other employees / any other external party... so put them in BCC...
Besides presentation is alwayz a good option.
Hope it helps. All d best...
Cheers !
From India, Mumbai
Providing HR manual to all the old employees and to the employees who will be joining the organisation is best way to communicate policies, either call for a meeting explain the policies, and also give hadout to all the participant.
thanks
sunil
From India, Pune
thanks
sunil
From India, Pune
Dear All,
I have read and reviewed the book which has valuable inputs related to HR, Management and Trainers. Kindly read.
Science Lessons: What The Business Of Biotech Taught Me About Management (Hardcover) By Gordon Binder (Author), Philip Bashe (Author)
Introduction:
The book speaks volumes about the practical experience of Gordon Binder, the CEO and Chairman of Amgen from 1988-2000. When he joined, the firm had bare capital to sustain for a period of three months and no products to move forward. Gradually the company became one of the best biotech companies in the world under his leadership setting ideal example for others to follow. When Gordon was interviewed by George Rathmann and was asked “What is biotechnology?” he was unable to reply and the same person became the CEO and put Amgen on the map of biotechnology success. It is indeed incredible to believe a person who did not know the anything about biotechnology and making the biotech firm a runaway hit. For Amgen it is a credit to have been crowned as one of the America’s best companies to work for by magazines such as Fortune, Working Mother and Industry Week five years in a row.
Amgen’s secret weapon:
Amgen was successful because of its corporate culture and values. Gordon says a company’s culture emerges from its values; we interviewed hundreds of staff members in all areas of Amgen to learn which values they believed constituted the core of that culture.
The author, Gordon Binder has always been fascinated by the inner workings of companies. When you think about it, a business is much like a living, breathing, entity, experiencing constant change. How are some corporations able to achieve success year after year? Does the company mold its personnel, or is it the other way around? I say it’s a bit of both.
How Amgen built a winning team:
Amgen was successful because of its exceptional workforce. It looked beyond the resumes while recruiting staff such as resourcefulness, ethics, and adaptability which is usually not found in the resumes.
Employees are not fired due to lack of necessary skills. They are rather fired because they have alienated their coworkers, or they are ineffective communicators or they are not team players. They are out of step with the rest of the organization. This cuts both ways: at a poorly managed company, really good employees tend not to last very long because their work ethic, integrity, and so on conflict with the prevailing office culture.
How Amgen kept employees committed:
After recruiting the right talent for the Amgen, the company kept them highly committed and motivated by various ways and means. Amgen believed in mentoring younger generation employees continuously. The most effective and economical way to maintain the employees’ commitment is not to offer one incentive after another but to eliminate the negatives as much as possible.
Help employees excel through training:
Amgen believed in the importance of training and development on a continuous basis. The author writes, “Most good workers – and that describes the majority of professionals – genuinely want to do well at their jobs and see their company prosper.” It indicates that the workers would like to contribute their best for the company and training is essential to equip them with skills and abilities so that they can perform their duties effectively.
Value of ethics in business:
Ethics are the important ingredients for any entrepreneurial success. People look at the background check during marriage and while making friendship they look at the back ground of the person. Very few people look at the background check of the company that you are partnering. It is essential to check thoroughly the background before entering any partnership in business.
Conclusion:
The daring business strategies, ethical principles, and management values of Amgen and the ethical leadership of Gordon Binder brought Amgen from nowhere to top status on biotechnology. The eight ethical values of Amgen, its transparent corporate policies, encouraging research activities, its agility to float IPO to EPO in four months, innovative recruitment policies, building strong winning teams by continuous training and development, the 360 degree feedback for CEOs, embracing change are worth reading and worth to be emulated by all. The book is a must read for all who aspire to be managers, entrepreneurs and leaders as the business lessons that have been learnt by way of experience have been distilled for the benefit of readers. The book helps in sharpening your managerial, entrepreneurial and leadership skills.
To view full review for more management lessons and the importance and training and development click the link "WHERE KNOWLEDGE IS WEALTH"
From India, Hyderabad
I have read and reviewed the book which has valuable inputs related to HR, Management and Trainers. Kindly read.
Science Lessons: What The Business Of Biotech Taught Me About Management (Hardcover) By Gordon Binder (Author), Philip Bashe (Author)
Introduction:
The book speaks volumes about the practical experience of Gordon Binder, the CEO and Chairman of Amgen from 1988-2000. When he joined, the firm had bare capital to sustain for a period of three months and no products to move forward. Gradually the company became one of the best biotech companies in the world under his leadership setting ideal example for others to follow. When Gordon was interviewed by George Rathmann and was asked “What is biotechnology?” he was unable to reply and the same person became the CEO and put Amgen on the map of biotechnology success. It is indeed incredible to believe a person who did not know the anything about biotechnology and making the biotech firm a runaway hit. For Amgen it is a credit to have been crowned as one of the America’s best companies to work for by magazines such as Fortune, Working Mother and Industry Week five years in a row.
Amgen’s secret weapon:
Amgen was successful because of its corporate culture and values. Gordon says a company’s culture emerges from its values; we interviewed hundreds of staff members in all areas of Amgen to learn which values they believed constituted the core of that culture.
The author, Gordon Binder has always been fascinated by the inner workings of companies. When you think about it, a business is much like a living, breathing, entity, experiencing constant change. How are some corporations able to achieve success year after year? Does the company mold its personnel, or is it the other way around? I say it’s a bit of both.
How Amgen built a winning team:
Amgen was successful because of its exceptional workforce. It looked beyond the resumes while recruiting staff such as resourcefulness, ethics, and adaptability which is usually not found in the resumes.
Employees are not fired due to lack of necessary skills. They are rather fired because they have alienated their coworkers, or they are ineffective communicators or they are not team players. They are out of step with the rest of the organization. This cuts both ways: at a poorly managed company, really good employees tend not to last very long because their work ethic, integrity, and so on conflict with the prevailing office culture.
How Amgen kept employees committed:
After recruiting the right talent for the Amgen, the company kept them highly committed and motivated by various ways and means. Amgen believed in mentoring younger generation employees continuously. The most effective and economical way to maintain the employees’ commitment is not to offer one incentive after another but to eliminate the negatives as much as possible.
Help employees excel through training:
Amgen believed in the importance of training and development on a continuous basis. The author writes, “Most good workers – and that describes the majority of professionals – genuinely want to do well at their jobs and see their company prosper.” It indicates that the workers would like to contribute their best for the company and training is essential to equip them with skills and abilities so that they can perform their duties effectively.
Value of ethics in business:
Ethics are the important ingredients for any entrepreneurial success. People look at the background check during marriage and while making friendship they look at the back ground of the person. Very few people look at the background check of the company that you are partnering. It is essential to check thoroughly the background before entering any partnership in business.
Conclusion:
The daring business strategies, ethical principles, and management values of Amgen and the ethical leadership of Gordon Binder brought Amgen from nowhere to top status on biotechnology. The eight ethical values of Amgen, its transparent corporate policies, encouraging research activities, its agility to float IPO to EPO in four months, innovative recruitment policies, building strong winning teams by continuous training and development, the 360 degree feedback for CEOs, embracing change are worth reading and worth to be emulated by all. The book is a must read for all who aspire to be managers, entrepreneurs and leaders as the business lessons that have been learnt by way of experience have been distilled for the benefit of readers. The book helps in sharpening your managerial, entrepreneurial and leadership skills.
To view full review for more management lessons and the importance and training and development click the link "WHERE KNOWLEDGE IS WEALTH"
From India, Hyderabad
Dear All,
I would like to share my 27 years of knowledge and experience through my blog "WHERE KNOWLEDGE IS WEALTH" which is related to soft skills, training and leadership. Kindly visit.
I would appreciate your feedback.
From India, Hyderabad
I would like to share my 27 years of knowledge and experience through my blog "WHERE KNOWLEDGE IS WEALTH" which is related to soft skills, training and leadership. Kindly visit.
I would appreciate your feedback.
From India, Hyderabad
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
