Why Pulse Surveys?

فهرست عناوین اصلی در این پاورپوینت

فهرست عناوین اصلی در این پاورپوینت

● Agenda
● The Gap that Causes Employee Engagement Today
● Not Enough Executive Attention
● TalentMap by the Numbers
● Sample Clients & Benchmark
● Some Of Our Associations / Partnerships
● Our Products/Services
● We Answer Four Key Questions
● We Help you Connect the Dots for Your Executives
● Why Pulse Surveys?
● Building Awareness! – Last 10 years of Google Search
● Deloitte’s Career Ladder to Career Lattice
● Experimenting – Stand up office?
● Experimenting – What’s Next…The Jolt?
● What is a “Pulse Survey”
● Find Smoke Before it Becomes a Fire
● Benefits of a “Pulse Survey”
● Drawbacks of “Pulse Surveys”
● Types of “Pulse Surveys”
● Nordstrom’s People Lab
● Nordstrom’s People Lab – Check-ins
● NikoNiko – Not Happy at Work? Swipe to Tell Your Boss
● Top 10 “Snapshot” Pulse Questions
● Other Sample Pulse Questions
● TalentPulse – Approach
● Benefits of TalentPulse
● Deployment
● Drivers of Engagement
● How Some TalentMap Clients Use “Pulse Surveys”
● Detailed Pulse Report
● Quick, Short Weekly, Monthly, Quarterly 1-Question Surveys
● Simple Real-Time Online Pulse Results
● Summary
● 80% of Firms Survey – Only 40 % Act on the Results
● TalentMap View: Pulse Surveys Can be Effective but…
● TalentPulse Beta Program – SIGN UP
● Upcoming TalentMap Learning Sessions
● Characteristics of Traditional and Pulse Surveys

نوع زبان: انگلیسی حجم: 4.59 مگا بایت
نوع فایل: اسلاید پاورپوینت تعداد اسلایدها: 47 صفحه
سطح مطلب: نامشخص پسوند فایل: pptx
گروه موضوعی: زمان استخراج مطلب: 2019/06/05 11:08:39

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., ۱۵, survey, copyright, rights, map, talent, reserve, employee, engagement, pulse, organization,

توجه: این مطلب در تاریخ 2019/06/05 11:08:39 به صورت خودکار از فضای وب آشکار توسط موتور جستجوی پاورپوینت جمع آوری شده است و در صورت اعلام عدم رضایت تهیه کننده ی آن، طبق قوانین سایت از روی وب گاه حذف خواهد شد. این مطلب از وب سایت زیر استخراج شده است و مسئولیت انتشار آن با منبع اصلی است.

https://www.talentmap.com/wp-content/uploads/2015/07/webinar-pulse-FINAL-23jul15.pptx

در صورتی که محتوای فایل ارائه شده با عنوان مطلب سازگار نبود یا مطلب مذکور خلاف قوانین کشور بود لطفا در بخش دیدگاه (در پایین صفحه) به ما اطلاع دهید تا بعد از بررسی در کوتاه ترین زمان نسبت به حدف با اصلاح آن اقدام نماییم. جهت جستجوی پاورپوینت های بیشتر بر روی اینجا کلیک کنید.

عبارات پرتکرار و مهم در این اسلاید عبارتند از: ., ۱۵, survey, copyright, rights, map, talent, reserve, employee, engagement, pulse, organization,

مشاهده محتوای متنیِ این اسلاید ppt

مشاهده محتوای متنیِ این اسلاید ppt

pulse surveys do they make sense webinar july ۲۳ ۲ ۱۵ copyright ۲ ۱۵ talent map. all rights reserved. ۱ ۲ topic agenda item time min introduction to talentmap ۵ what why and how of pulse surveys ۲ talentmap pulse ۱ q a ۱ agenda copyright ۲ ۱۵ talent map. all rights reserved. ۲ the gap that causes employee engagement today we live in ۲ ۱۵ and work in ۱۹۷ . ۳ copyright ۲ ۱۵ talent map. all rights reserved. ۳ not enough executive attention ۴ does an executive ’s brain in your enterprise represent a balanced view or is the focus primarily on the financials copyright ۲ ۱۵ talent map. all rights reserved. ۴ talentmap by the numbers ۱۵ years in business ۱ engagement survey projects launched since inception hundreds of engagement survey projects launched each year ۱ million employees surveyed annually benchmarks by size industry geography and others products include standard and custom engagement pulse entry exit ۳۶ custom culture safety etc. services include action planning focus groups workshops blended leadership training coaching only ۱ focus ۵ copyright ۲ ۱۵ talent map. all rights reserved. sample clients benchmark ۶ programs partners technology engineering nonprofits government healthcare financial services logistics other copyright ۲ ۱۵ talent map. all rights reserved. some of our associations partnerships ۷ copyright ۲ ۱۵ talent map. all rights reserved. our products services talentgage talentgate pulse engagement productivity retention innovation discretionary effort talententry exit talent۳۶ onboarding productivity engagement exit feedback engagement employment experience leadership development engagement discretionary effort talentgate platform self manage design deploy and report platform with expert advice talentmap action planning services consulting talentaction platform talentmap academy ۸ copyright ۲ ۱۵ talent map. all rights reserved. we answer four key questions ۹ how engaged are your employees scale out of ۱ how effective are your workplace practices what are your most powerful drivers of engagement where should you focus your efforts to improve engagement for your biggest roi copyright ۲ ۱۵ talent map. all rights reserved. we help you connect the dots for your executives ۱ employee engagement employee productivity employee retention discretionary effort customer value customer satisfaction revenue growth profitability talentmap’s ۱۲ high performance work practices that drive employee engagement copyright ۲ ۱۵ talent map. all rights reserved. why pulse surveys ۱۱ copyright ۲ ۱۵ talent map. all rights reserved. building awareness last ۱ years of google search ۱۲ march ۲ ۱۵ ۱ copyright ۲ ۱۵ talent map. all rights reserved. ۱۲ deloitte’s career ladder to career lattice ۱۳ ladder progression lattice pathways multidirectional and customized more adaptable example of more varied paths for growth and development example of linear career paths copyright ۲ ۱۵ talent map. all rights reserved. ۱۳ experimenting – stand up office ۱۴ copyright ۲ ۱۵ talent map. all rights reserved. this was the vision of dutch artists who created an art installation where conventional sitting postures are not possible. all nooks and crannies the office space encourages users to stand lean and even lie down. this style of office aims to improve employee engagement by alleviating some of the downsides to remaining seated at a desk all day from back trouble to strokes and depression. workers who used trialed this space reported higher wellbeing. ۱۴ experimenting what’s next…the jolt ۱۵ the jolt™’ is a wristband which sends an electrical shock to the person wearing the device when he she has not been adding any tangible value to his her team company in ۱۲ hours the time can naturally be adjusted to the preferences of the client . copyright ۲ ۱۵ talent map. all rights reserved. yet beyond the prowess of the gadget regulators are now assessing the employee tolerance to the jolt™ . so what is ‘the jolt™’ ‘the jolt™’ is a unique of its kind feature available on the premium version of the wristband which sends an electrical shock to the person wearing the device when he she has not been adding any tangible value to his her team company in ۱۲hours the time can naturally be adjusted to the preferences of the client . ۱۵ what is a pulse survey a pulse survey is different than a traditional employee survey in that a pulse survey is brief more specific in goals and is conducted on pre defined employee groups. a pulse survey is a technique for gaining limited information about the organization s workplace climate quickly. the information would be limited relative to a traditional survey on one or both of the following dimensions content and generalizability. ۱۶ copyright ۲ ۱۵ talent map. all rights reserved. find smoke before it becomes a fire ۱۷ copyright ۲ ۱۵ talent map. all rights reserved. benefits of a pulse survey gives organizations time to react to emerging problems before they get worse. helps keep issues on the table as part of the ongoing daily discussion and decisions about running the business. enables timely measurement of issues that are hot for executives. removes some excuses for not acting on results that are seen as dated or irrelevant. acts as an effective employee relation strategy. helps in process and work culture improvement. ۱۸ copyright ۲ ۱۵ talent map. all rights reserved. many businesses operate in an intense competitive environment characterized by rapid change and for organizational leaders being nimble is the first priority. in this type of business climate waiting a year to receive new information on products and services is unthinkable—and waiting that same year for fresh feedback from employees is equally untenable. these organizations need to be able to change rapidly in order to stay competitive and are typically inclined to administer shorter surveys focused on top priorities and outcome measures e.g. employee engagement and enablement as frequently as several times per year. organizations with acute concerns around employee retention often use pulse surveys to keep a close watch on trend. these organizations are typically concerned that movement in the wrong direction will cause them to lose valuable employees and look to their frequent surveys to provide early warning signals should they veer off course. pulse surveys offer opportunities to course correct before small missteps become issues serious enough to drive valuable employees out of the company. evaluating specific efforts often companies decide that a special emphasis on certain aspects of the workplace environment are warranted based on the organization’s values goals or results from a traditional survey. at hay group we often see companies create companywide task forces dedicated to for example diversity work life balance a new performance management process or immediate manager skills. pulse surveys are used to …

کلمات کلیدی پرکاربرد در این اسلاید پاورپوینت: ., ۱۵, survey, copyright, rights, map, talent, reserve, employee, engagement, pulse, organization,

این فایل پاورپوینت شامل 47 اسلاید و به زبان انگلیسی و حجم آن 4.59 مگا بایت است. نوع قالب فایل pptx بوده که با این لینک قابل دانلود است. این مطلب برگرفته از سایت زیر است و مسئولیت انتشار آن با منبع اصلی می باشد که در تاریخ 2019/06/05 11:08:39 استخراج شده است.

https://www.talentmap.com/wp-content/uploads/2015/07/webinar-pulse-FINAL-23jul15.pptx

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