One Page Human Resource Policy Brief Presentation Report

| May 1, 2021

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Find predesigned Human Resource Department One Page Policy Brief Presentation Report Infographic PPT PDF Document PowerPoint templates slides.

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Key Talent matters

Key Talent Matters (formerly Ahmed Consultants) operates regionally as a talent partner; our straightforward approach will be the key to unlocking your future whether an employer or a candidate we work closely with you to achieve your future objectives and goals. We partner with our clients to ensure the most suited talent pools are tapped into and that every step of the acquisition process is managed and communicated in a professional and timely manner, from planning to recruit, to job analysis, to developing the correct search criteria, to interviewing effectively, to selecting correctly, and finally management of on boarding and probation assessment.

OTHER ARTICLES

5 Traits That Make Your HR Business Partner Great!

Article | June 17, 2020

I use to think the title ‘HR Partner’ was played out and it probably was for a time. There was a point a few years ago when every HR Pro had to change their title from HR Manager, HR Director, etc., to HR Partner. It always made me feel like we were all apart of a bad cowboy movie, ‘Giddy up, Partner!’ I’ve actually grown to really like the “Partner” in the title of an HR Professional. While many HR Pros just changed their title, I’ve met some great ‘Partners’ in HR who have changed their game, to match their title change.q

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Why Leadership Is Your Key Asset For Budgeting

Article | July 30, 2020

For education leaders today, inequity and lack of access are in the spotlight and budgets are under the microscope. You’re working under financial strain while adding new line items for reopening in a pandemic. There’s pressure to deliver the most balanced budget possible, and one your community supports. The asset you most need to draw on right now isn’t financial–-it’s your leadership, and how you build trust in the community, ensure a fair process in decision-making, and give people ownership over the district’s decisions.

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THIS IS NOT A TEST —THE FUTURE OF WORK IS HERE

Article | August 4, 2020

Your organization is suddenly waking up to a new reality about the future of work. A fully remote workforce is no longer some distant abstraction—it is happening here, right now.The COVID-19 pandemic has accelerated and activated critical elements of your HR strategies.Before the pandemic, some organizations remained less than enthusiastic about having significant numbers of employees work from home. There was a belief that working in an office was a vital and irreplaceable component of the employee experience, and that remote work was an issue to be revisited at some undefined point in the future.

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How to have a great exit interview with an employee

Article | May 11, 2021

Exit interviews present a great opportunity for businesses to act on employee feedback. These interviews really do give employers the chance to find out the good, the bad, and the ugly about working for them and, more importantly, information upon which to effect positive change. So much knowledge and insight on business process can be obtained from these interviews, including: learning and development opportunities, working relationships, insight into job role and design, culture, wellbeing, and much more. Addressing the issues raised in exit interviews not only could ultimately reduce your employee turnover but help to improve the culture and working environment for your employees.

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Spotlight

Key Talent matters

Key Talent Matters (formerly Ahmed Consultants) operates regionally as a talent partner; our straightforward approach will be the key to unlocking your future whether an employer or a candidate we work closely with you to achieve your future objectives and goals. We partner with our clients to ensure the most suited talent pools are tapped into and that every step of the acquisition process is managed and communicated in a professional and timely manner, from planning to recruit, to job analysis, to developing the correct search criteria, to interviewing effectively, to selecting correctly, and finally management of on boarding and probation assessment.

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