Ppp For Ideas Of Improvement
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Transcript of Ppp For Ideas Of Improvement
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PLANS OF
IMPROVEMENTHow we can develop a better working environment :-)
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STAFF’S DIAGNOSTIC
Due to the level of tenure our CCRs has attained,
we can see that the initial attention to our core
values has suffered an erosion.
Interest to perform with excellence in daily tasks
convey lack of motivation.
We confirm this behavior in the credibility that
many of the employees show towards initiatives
from the company.
We should develop a strategy to reinforce the
feeling of implication in the company’s mission.
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EMPLOYEES AS PARTNERS
10/28/2009 Alexander Cueto 3
People working
for the business:Contribute with: And they expect::
Shareholders
Employees
Providers
Clients and
consumers
Capital and
investements
Works, effort,
knowledge and skills
Raw materials,
Services, technology
Acquisitions of
services and products
Revenues and
added value
Salaries, benefits,
retributions
and satisfaction
Benefits and new
benefits
Quality, price,
satisfaction
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INTELLECTUAL CAPITAL
10/28/2009 Alexander Cueto 4
People can be seen as partners of the
organization who provide:
Skills ,capabilities, Intelligences
This way, people are considered business
assets.
Successful companies treat members as
business partners and not just like
employees.
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HUMAN RESOURCES MANAGEMENT
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People are considered the main asset.
Company and individual goals are achieved
through the efficient collaboration of
employees with the business mission.
Wikipedia defines HRM as “employing
people, developing their resources, utilizing,
maintaining and compensating their services
in tune with the job and organizational
requirement.”
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MODERN PERSONNEL MANAGEMENT
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•Employees are isolated in positions
•Strict rigid schedules
•Concern for rules and procedures
•Subordination to the boss
•Fidelity to the organization
•Dependence to the boss
•Alienation to the organization
•Emphasis in specialization
•Task execution
•Emphasis in manual skills
•Manpower
People as resources
•Team work•Negotiation of objectives and sharing
•Concern over results
•Attention in customer satisfaction
•Linked to mission and vision•Interdependence among peers and team
•Participation and commitment•Emphasis in ethics and responsibility
•Activities providers
•Emphasis in knowledge
•Intelligence and talent
People as partners
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TALENT MANAGEMENT HELPS BY:
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Reaching the enterprise’s objectives
Providing competitiveness to the organization
Providing well trained and motivated personnel
Raising self-realization and satisfaction of workers in the
company
Developing and keeping life-quality at the workplace
Managing the change
Establishing ethical policies and developing socially
responsible behaviors.
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DEVELOPMENT OF PEOPLE
Provides the employees with tools so they learn:
1. New attitudes
2. Solutions
3. Ideas
4. Concepts to modify habits and behaviors forthem to be more efficient in what they do
5. Service Excellence:Employees’ training and preparation areoriented toward this goal.
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DEVELOPING STRATEGIES FOR CCRS
Improvement of Environment
Reinforcement of building up a career at Stream
More credibility to the promotions’ process
Attention to the common areas (cafeteria, rear door)
Access to online libraries to create more interest in workplace
Periodical celebration of special activities dedicated to the staff
Acknowledgement of employees with annual rewards
Bonus for results plan
Specific Training Program NEW University:
Building Relationships 101
Business Ethics 101
Dealing with Difficult People 102
Effective Business Communication 102
Technical training s divided in areas
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A SUCCESSFUL TRAINING PROGRAM
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Benefits
Services efficiency progress
Increase of results
Better customer attention
Quality and productivity
Creativity and
innovation
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SUPERVISOR’S TRAININGS:
NEW UNIVERSITY
Fundamentals of Business Management 101: Management in Perspective
Leadership: Creating and Communicating Vision (Video)
Management (Video): Fire Up and Motivate Your Employees
Management Skills Introduction 101: Ready! Set! Manage!
Managing Change 101: Refocusing Yourself
Motivation - Method and Strategies: Leading for Commitment
Motivation 101: Leading with a Vision
Motivation 102: Communicating
Motivation 103: Rewarding and Correcting
Motivation 104: Performance and Training
Motivation 105: Building Trust
Stress Management 101: Stress on the Job
Teams That Work 101: Building Effective Teams
Time Management Fundamentals 101: Evaluating and Improving Time Management
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MOTIVATIONAL PROPOSALS
We need to create a sense of togetherness in the team reflecting our common connection:
Chat meetings with the teams to focus on team work and commitment
Bringing over motivational experts
Identifying appropriate courses/workshops specially designed for our experience.
Special outdoors activities to reinforce diverse qualities in the individuals:
Customer oriented work
Collaboration
Team work
Productivity
Analytical thinking
Adaptation to new challenges
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