Post Tagged with: "Human resources"

 
  • Three qualities that the people you hire should have

     
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  • How We May Discover Self: Doyin Olaniyan

    How We May Discover Self: Doyin Olaniyan Doyin muses on various facets of life and living. She writes for odoyin.blogspot.com and shares at various literary events. Both her academic and literary works have been previously published. She is currently an MA Human Resources and Consulting student, Postgraduate Ambassador and Course Representative.  

     
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  • The Ten Habits Of Leadership Development

    The Ten Habits Of Leadership Development Ossie Mills talks to us about habits that promotes leadership development.  

     
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  • Building a Better Workplace – National Thought Leader Series

    Building a Better Workplace – National Thought Leader Series Part 1 of 6 61% of the Canadian workforce says they “don’t trust what their leaders say” While this is the first time this ‘fact’ has been quantified for the Canadian workforce, distrust of leaders is nothing new. What is surprising is the negative impact it continues to have on employee engagement in spite of the significant financial investment and the efforts by organizations to improve this perception in recent years. And worse still, destroying employee engagement also erodes organizations’ bottom line. Our National Thought Leader Series was held across Canada between October 18, 2012-November 29, 2012. In these sessions, attendees were introduced to a new, unique Canadian research study (Build a Better Workplace) that identifies and quantifies the direct connection between effective leadership communication and its impact on employee engagement. Part 2 of 6 Part 3 of 6 Part 4 of 6 Part 5 of 6 Part 6 of 6  

     
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  • Leadership a “Human Skill”

    Leadership a “Human Skill” Thiry had to develop vibrant culture in order to survive. The community came first, and success followed.  

     
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  • Manulife PensionBuilder | Income for a Long, Happy Retirement

    Manulife PensionBuilder guarantees income for the rest of your life. Canadians today can look forward to a longer, healthier and happier retirement than any time in previous history. With a longer retirement comes the need to insure your income will last as long as you do. In the past Canadians generally benefited from employer pension plans that supported their income for life. Today, Canadians have to plan for their own retirement income needs as fewer employer pension plans guarantee income for life. This is where PensionBuilder comes in. Converting all or a portion of your self-directed retirement plan, including RRSPs, TFSAs, Defined Contribution Pension Plans and personal savings, into Manulife’s PensionBuilder will give you the security of guaranteed pension income for life.  

     
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  • Human Capital Trends 2011

    Events of the past few years have brought sweeping changes to business and new challenges for the Human Resources (HR) leaders who support them. Two broad themes — innovation and global markets — have taken a front-row seat in human capital organizations around the world. In this episode of Insights, moderator Sean O’Grady, Barbara Adachi, the national managing director of human capital in Deloitte Consulting LLP, and Jason Geller, Global and U.S. HR Transformation Leader and principal in Deloitte Consulting LLP, discuss the trends that are transforming how human capital leaders and professionals create value for the organizations they serve, their people, and their communities — both inside HR and across the broader business along with the results of the survey, Human Capital Trends 2011. Related articles Give your human capital a boost! (llshih.wordpress.com) Deloitte’s Surveying the talent paradox from an employee perspective (serve4impact.com) People power key to Russian growth (rt.com)  

     
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  • The Myths of Small Business Growth and How to Overcome Them! by P. John Brunstetter, Ph.D

    Every small business leader has been exposed to a variety of “theories” about how to make a business successful. Although many of these theories are prone to be invalid, some proponents continue to base key business decisions on them. The following are the most pervasive, but invalid, “myths” about small business growth and what enlightened small business executives have done to overcome them. Myth 1: Our customers’ only concern is getting their own needs met. Fact: Successful companies are passionate about openly sharing needs, wants and expectations with their external and internal (employee) customer. Research confirms that Customer and Employee Satisfaction are highly correlated. Rapid growth is the result of highly satisfying company, customer and employee partnerships i.e., joining forces and responding to the following questions: What will it take to satisfy mutual needs? What are our mutual problems/challenges? Who and what mutual resources are required? How do we become mutually “proactive” to adapt to changing market conditions? The Myth 1 Bottom Line: Our experience indicates that businesses are more effective when they treat customers and employees as partners. Myth 2: All companies should be solely profit driven. Fact: Recent research throughout all industries suggests that highly profitable companies are value driven, not solely profit driven. Studies of customer satisfaction confirm that customers seek the best value, not necessarily the lowest price. Cost containment that lowers customer service and satisfaction is shortsighted and inevitably a profit drain. The most successful companies live by a consistent set of values, ethics, and business practices. These are critical cornerstones in the foundation for business growth. The Myth 2 Bottom Line: Profitability is only one dimension of a business growth strategy. Applied corporate values are equally important. Core standards of behavior and business practices need to be defined, communicated and rewarded. For example, the most successful high growth companies make following a “Customers Bill of Rights” and “Employee Code of Customer Conduct” a key part of each employee’s performance evaluation. Myth 3: Charismatic leaders with creative new ideas drive the most successful companies. Fact: Our experience clearly supports that the most successful companies are driven effective operating systems and procedures as well as by leadership. Some entrepreneurs shy away from systems and procedures for fear of being too “bureaucratic.” Consistent and focused change planning, however, allows the business to grow and flourish without being dependent on charismatic behavior. The most effective companies integrate creativity and systematic controls. Self Test for Small Business Success 1. Would your key customers and employees consider you a business partner? __ Yes __ No 2. Do you use cost containment mainly to increase short-term profit? __ Yes __ No 3. Has your company defined and communicated to all employees its expected values, ethics, and business practices? __ Yes __ No 4. Does your business depend on charismatic leadership behaviors to insure work gets done? __ Yes __ No 5. Are your supervisors aware of and responsive to the unique needs and expectations of their subordinates? __ Yes __ No […]

     
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The Center for Family Conversations (CFC) is a resource center that provides the integral tools and ideas in helping families establish a 100-year-plus Family Legacy Plan.

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