Membership in Global Business Group on Health (GBGH)

Save this PDF as:

Size: px
Start display at page:

Download "Membership in Global Business Group on Health (GBGH)"

Transcription

1 Membership in Global Business Group on Health (GBGH) A National Business Group on Health Organization This document was funded by the members of the Global Business Group on Health (GBGH) and is for their exclusive use. This material can only be shared, in either print or electronic formats, within and among GBGH member companies. All other uses require permission from the Global Business Group on Health, a National Business Group on Health organization Global Business Group on Health.

2 Mission Statement Provide affordable business solutions that improve the health and productivity of employees and their families outside the U.S. Key Objectives and Strategies Create health value (i.e., effectiveness and efficiency) and improve productivity by promoting innovative, practical, and evidence based health benefit solutions, including: disease, disability and injury prevention and access to quality, safe and effective health care. Demonstrate that technology enabled health improvement programs enhance the company s competitive edge as an employer of choice in the recruitment and retention of talent. Develop a business case, demonstrating a positive return on investment, for corporate leadership to invest in health and productivity programs. Provide a unique source of information on demographics, health/disability trends, benefits, and comparative information on top tier providers and vendors. Provide opportunities for members to share best practices and insights, benchmark programs, and create tools that enable practical solutions to global health issues. Establish vendor expectations for excellence, including innovation, transparency, efficient and continuous improvement, that support high performing health care systems. All material developed is proprietary and restricted to GBGH members unless otherwise determined by its Board of Directors. 2

3 The Global Business Group on Health (GBGH) organizes its work by both topic areas and world regions. GBGH started with nine target countries which were of greatest interest to members because they currently have large employee populations and/or plans to expand in these locations. GBGH staff have also expanded research to other countries to cover a wider net around the world. Staff will complete research for other countries upon member request as well. Resources available for each country include background and overview materials, country related projects and corresponding deliverables, and information about wellness through the Healthy Workforce Worldwide initiative. The country overview materials outline the health of the population, health care services and systems, healthrelated legislation and health benefits. 3

4 The Global Business Group organizes its services into three broad areas: Information, Resources, and Tools Tools and resources about topics of interest to members including demographics, population health, benefits analysis and comparisons, and health and benefits trends. Example Global Benefits Governance Toolkit Benchmarking and Standards Metrics and standards to evaluate organizational processes, best practices and/or market position. Example Quick surveys and online workroom Game Changing / Market Reform Innovative solutions to global health care challenges in developed and emerging countries. Example Medical Benefits in China 4

5 The online workroom is a tool that enables members to interact and benchmark virtually. It can be used for online dialogue or to field single question surveys. 5

6 The company locations database enables members to quickly learn which GBGH colleagues have operations in specific countries, especially those that are not part of the Global Business Group s nine targets. This database shows where GBGH member companies are located around the world. It enables members to benchmark with others about a specific country of interest. Members can also search by world region, which can be useful for multinational captives or pooling projects. 6

7 7

8 8

9 9

10 Global Business Group on Health members pursue group projects to address shared concerns. By leveraging the strength of the organization, especially in developing countries, the impact has been substantial. 10

11 Medical Coverage for HIV/AIDS in India A team of members collaborated to identify a viable employer strategy to provide coverage for HIV/AIDS treatment in India, which is currently unavailable. This paper summarizes the work completed by the HIV/AIDS team and includes information about local insurance carriers, benefit taxation issues, and findings from local informant interviews. Getting Started with the International Labour Organization s Recommendation Concerning HIV/AIDS and the World of Work This report takes the International Labour Organization s (ILO) 2010 Recommendation on HIV/AIDS in the workplace and makes it actionable for multinational employers by providing strategies to develop workplace policies and programs that support employees with HIV/AIDS. 11

12 GBGH developed a series of resources to support large employers cost management efforts. This product incorporates three different tools: A chart outlining strategies for employers to conduct cost containment exercises globally, Survey findings about global cost control processes and procedures among GBGH members, and Four case studies about company efforts to track health care spend internationally. 12

Private health care exchanges Impact on health and wellness programs

Private health care exchanges Impact on health and wellness programs Private health care exchanges Impact on health and wellness programs Private health care exchanges Impact on health and wellness programs Employer commitment to employee health remains strong, interest

More information

Certified Human Resources Professional Competency Framework

Certified Human Resources Professional Competency Framework Certified Human Resources Professional Competency Framework Table of Contents About the CHRP 3 Application of the Competency Framework 3 Path to Obtain the CHRP 4 Maintaining the CHRP 4 Overview of the

More information

Submitted via the Federal e Rulemaking Portal at http://www.regulations.gov,

Submitted via the Federal e Rulemaking Portal at http://www.regulations.gov, MERCER. Submitted via the Federal e Rulemaking Portal at http://www.regulations.gov, Mr. Robert dev. Frierson Secretary Board of the Federal Reserve System 20th Street and Constitution Avenue NW Washington,

More information

JULY 1, 2010 JUNE 30, 2013 STRATEGIC PLAN

JULY 1, 2010 JUNE 30, 2013 STRATEGIC PLAN DEPARTMENT OF HUMAN RESOURCES JULY 1, 2010 JUNE 30, 2013 STRATEGIC PLAN Introduction Human resource strategies are institutional efforts to support people (leaders, faculty and staff) to contribute to

More information

Operations Excellence in Professional Services Firms

Operations Excellence in Professional Services Firms Operations Excellence in Professional Services Firms Published by KENNEDY KENNEDY Consulting Research Consulting Research & Advisory & Advisory Sponsored by Table of Contents Introduction... 3 Market Challenges

More information

Department of Human Resources

Department of Human Resources Workforce Services Workforce Policy and Planning Department Management/ Human Resource Information Systems Employee Relations Employment Compensation and Workforce Analysis Employee Benefits Organizational

More information

Management Principles and the RIM Program

Management Principles and the RIM Program Management Principles and the Records and Information Management (RIM) Program Management Principles and the RIM Program Principles of Management Human Resources/Staffing Methodologies Financial Considerations

More information

Defining Human Resources Moving to Strategic HR

Defining Human Resources Moving to Strategic HR Defining Human Resources Moving to Strategic HR P r e s e n t e d b y : S a s k a t c h e w a n S c h o o l B o a r d s A s s o c i a t i o n S c h o o l F o r T r u s t e e s - J a n u a r y 1 7, 1 8,

More information

Health Care Practice. An Integrated Approach to Meet the Financial and Risk-Related Needs of Health Care Organizations. Aon Risk Solutions

Health Care Practice. An Integrated Approach to Meet the Financial and Risk-Related Needs of Health Care Organizations. Aon Risk Solutions Aon Risk Solutions Health Care Practice An Integrated Approach to Meet the Financial and Risk-Related Needs of Health Care Organizations Risk. Reinsurance. Human Resources. Empower Results 1. Solutions

More information

Mary Immaculate College. Human Resources Strategy 2014-2016

Mary Immaculate College. Human Resources Strategy 2014-2016 1.0 Introduction Mary Immaculate College Human Resources Strategy 2014-2016 1.1 Mary Immaculate College Strategic Plan 2012-2016 rests on 7 foundational pillars, each pillar representing a thematic imperative

More information

CONNECTING YOUR BENEFIT PROGRAMS WITH YOUR BUSINESS NEEDS

CONNECTING YOUR BENEFIT PROGRAMS WITH YOUR BUSINESS NEEDS A unique firm focused on the future of your business. As a partner, we sit beside you, behind you, or in front of you, committed to your success. EMPLOYEE 2014 Survey Results On Wellness Benefits BENEFIT

More information

2011 Health Insurance Trend Driver Survey

2011 Health Insurance Trend Driver Survey Consulting Health & Benefits 2011 Health Insurance Trend Driver Survey 2011 Health Insurance Trend Driver Survey Contents 2 Introduction Comparison to Other Surveys About the Survey 6 9 Trend and Premium

More information

2009 Talent Management Factbook

2009 Talent Management Factbook 2009 Talent Management Factbook Executive Summary Karen O Leonard Principal Analyst May 2009 BERSIN & ASSOCIATES RESEARCH REPORT V.2.0 2009 Talent Management Factbook: Executive Summary i The Bersin &

More information

Employee Relationship Management Improving Performance by Understanding Your Employees

Employee Relationship Management Improving Performance by Understanding Your Employees Loyalty Employee Relationship Management Improving Performance by Understanding Your Employees Ipsos MORI provide leading edge employee research and consultancy services. Over the last 40 years we have

More information

OUR WORKPLACE DIVERSITY PROGRAM. Diversity is important to AFSA.

OUR WORKPLACE DIVERSITY PROGRAM. Diversity is important to AFSA. OUR WORKPLACE DIVERSITY PROGRAM Diversity is important to AFSA. 2014 2017 OUR WORKPLACE DIVERSITY PROGRAM PAGE 1 OF 9 What is diversity? The concept of diversity encompasses acceptance and respect. It

More information

To find out more, please contact your Capita consultant or visit www.capita.co.uk/employeebenefits

To find out more, please contact your Capita consultant or visit www.capita.co.uk/employeebenefits assure Delivering DC health excellence benefits excellence self- sustaining Good broking alone is not enough to deliver lasting value. There is substantial evidence to confirm that employees value highly

More information

Managing Talent in the Flat World

Managing Talent in the Flat World Managing Talent in the Flat World An Infosys Perspective As Practitioner & Consultant Nandish Patil Background In the globalized business environment, historical sources of advantage have diminished in

More information

Emerging Technology in Health Engagement. research. A Report by WorldatWork and Buck Consultants February 2013

Emerging Technology in Health Engagement. research. A Report by WorldatWork and Buck Consultants February 2013 Emerging Technology in Health Engagement research A Report by WorldatWork and Buck Consultants February 2013 Contact: WorldatWork Customer Relations 14040 N. Northsight Blvd. Scottsdale, Arizona USA 85260-3601

More information

Nursing Strategic Plan. Fiscal Year 2015. Shaping the Future of UCLA Nursing at Ronald Reagan UCLA Medical Center

Nursing Strategic Plan. Fiscal Year 2015. Shaping the Future of UCLA Nursing at Ronald Reagan UCLA Medical Center Nursing Strategic Plan Fiscal Year 2015 Shaping the Future of UCLA Nursing at Ronald Reagan UCLA Medical Center The strategic plan of the Ronald Reagan UCLA Medical Center Department of Nursing aligns

More information

Agenda. Introduction Important considerations Global Human Resource Checklist. Getting Started

Agenda. Introduction Important considerations Global Human Resource Checklist. Getting Started Global Human Resources Checklist Consideration and Implementation Chicago GlobalBusinessNews 13 June 2014 Agenda Introduction Important considerations Global Human Resource Checklist Business Travelers

More information

Avature Campus & Events Management Solution

Avature Campus & Events Management Solution Avature Campus & Events Management Solution Get Engaged to Talent V9.1 Meet the next generation with the next generation s technology Avature Campus & Events Management is a fully bespoke solution for

More information

Prospective Member Institutions FAQs

Prospective Member Institutions FAQs Prospective Member Institutions FAQs Q: What is the Higher Education Recruitment Consortium? A: The Higher Education Recruitment Consortium (HERC) is a collection of individual regional consortia and a

More information

Measuring your most important Asset: Human Capital

Measuring your most important Asset: Human Capital Measuring your most important Asset: Human Capital Workforce Analytics Training We are all familiar with the conventional HR metrics that are frequently used in organizations today Turnover rate, time

More information

REE Position Management and Workforce/Succession Planning Checklist

REE Position Management and Workforce/Succession Planning Checklist Appendix A REE Position Management and Workforce/Succession Planning Checklist Agency: Division /Office: Position Number: Date: Supervisor: Vacancy Announcement (if Recruit): Position Title/Series/Grade:

More information

Recruitment Process Outsourcing Methodology Statement

Recruitment Process Outsourcing Methodology Statement Recruitment Process Outsourcing Methodology Statement Contents An Overview... 3 Steps To Success The Components of an Outsourced Recruitment Process... 4 Why Use RPO?... 6 Why Consult Group?... 8 About

More information

CAHRMA: Human Resources as a Strategic Partner. Jamie Saulnier, President RDR Diane Carriere, President & CEO CAHRMA www.cahrma.ca

CAHRMA: Human Resources as a Strategic Partner. Jamie Saulnier, President RDR Diane Carriere, President & CEO CAHRMA www.cahrma.ca CAHRMA: Human Resources as a Strategic Partner Jamie Saulnier, President RDR Diane Carriere, President & CEO CAHRMA www.cahrma.ca CAHRMA Overview Is an non-profit organization supporting Human Resource

More information

Safety Management Function Organization and Responsibilities

Safety Management Function Organization and Responsibilities Safety Management Function Organization and Responsibilities An Aon Survey September 2011 Aon Global Risk Consulting Casualty Risk Consulting Christopher Iovino, Managing Director 2011 Aon Corporation

More information

H U M A N R E S O U R C E S F R A M E W O R K

H U M A N R E S O U R C E S F R A M E W O R K HALIFAX REGIONAL MUNICIPALITY Planning for Change Seizing Opportunities Safeguarding Our Future H U M A N R E S O U R C E S F R A M E W O R K Why Are We Here Today? To inform Council about our greatest

More information

Succession Management/Planning Talent Management

Succession Management/Planning Talent Management Succession Management/Planning Talent Management Objectives Upon completing this workshop you will be able to: Utilize a basic framework for building a comprehensive succession plan. Understand the need

More information

DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM. A Human Resource Management Framework

DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM. A Human Resource Management Framework DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM A Human Resource Management Framework HR POLICY AND PLANNING DIVISION HUMAN RESOURCE BRANCH Public Service Secretariat April, 2008 Government of Newfoundland

More information

B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes

B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes Synopsis of the Vocational Learning Outcomes* The graduate has reliably demonstrated the ability to 1. contribute to the development,

More information

Health insurance exchanges: Jump ball for health plans

Health insurance exchanges: Jump ball for health plans Health insurance exchanges: Jump ball for health plans The advent of mandated government-sponsored health insurance exchanges is expected to create a marketplace disruption larger than that of Medicare

More information

Recruitment Process: Why Outsource?

Recruitment Process: Why Outsource? Recruitment Process: Why Outsource? Open House November 2010 Think differently about work. John Loukas Manpower Business Solutions Director 2 RPO - Agenda RPO Overview - Definition RPO as a Talent Acquisition

More information

HUMAN RESOURCE / WORKFORCE PLANNING AND DEPARTMENTAL PLANNING - SUPPLEMENT. A Guide to Integration and Alignment

HUMAN RESOURCE / WORKFORCE PLANNING AND DEPARTMENTAL PLANNING - SUPPLEMENT. A Guide to Integration and Alignment HUMAN RESOURCE / WORKFORCE PLANNING AND DEPARTMENTAL PLANNING - SUPPLEMENT A Guide to Integration and Alignment HR POLICY AND PLANNING DIVISION HUMAN RESOURCE BRANCH Public Service Secretariat April, 2008

More information

Competency Requirements for Executive Director Candidates

Competency Requirements for Executive Director Candidates Competency Requirements for Executive Director Candidates There are nine (9) domains of competency for association executives, based on research conducted by the American Society for Association Executives

More information

Gillespie: Foundations of Economics - Additional chapter on Business Strategy

Gillespie: Foundations of Economics - Additional chapter on Business Strategy Gillespie: Foundations of Economics - Additional chapter on Business Strategy Table of Contents A. B. C. D. E. F. G. H. I. J. K. L. M. N. O. P. Business and strategy Business as a transformation process

More information

High-Impact Succession Management

High-Impact Succession Management High-Impact Succession Management Executive Summary Kim Lamoureux Principal Analyst Michael Campbell Senior Research Analyst Center for Creative Leadership Roland Smith Senior Research Faculty Center for

More information

Search Profile. Vice President, People and Culture

Search Profile. Vice President, People and Culture Search Profile Vice President, People and Culture Company Description For over half a century, Bethany Care Society has been improving the lives of Alberta seniors and adults with disabilities by providing

More information

The way we work is changing Flexiworkforce is here to help. Media Pack 2015 www.flexiworkforce.com

The way we work is changing Flexiworkforce is here to help. Media Pack 2015 www.flexiworkforce.com The way we work is changing Flexiworkforce is here to help Media Pack 2015 www.flexiworkforce.com The way we work is changing Flexiworkforce is here to help. Every year in the UK more and more of us want

More information

Branch Human Resources

Branch Human Resources Introduction The Human Resources Branch provides strategies, programs, services and consultation to attract and retain a diverse, engaged, innovative and skilled workforce to build a great city. Recruitment

More information

Top Tier Staffing, LLC. General Information

Top Tier Staffing, LLC. General Information 36 General Information What s In It For You Introduction Staffing Services Managed Services Consulting Services RPO FAQs Contact Info Top Tier Staffing, LLC ASA Member American Staffing Association MWBE

More information

A Master Plan for Nursing Education In Washington State

A Master Plan for Nursing Education In Washington State A Master Plan for Nursing Education In Washington State Implementation Recommendations Washington Center for Nursing www.wacenterfornursing.org December 2009 This work was funded by Grant N14191 from the

More information

Worksite Wellness, Key Building Blocks to Improving Health and Productivity in Small Business

Worksite Wellness, Key Building Blocks to Improving Health and Productivity in Small Business Worksite Wellness, Key Building Blocks to Improving Health and Productivity in Small Business Liliana Tenney, MPH WestON 2013 UNIVERSITY OF COLORADO COLORADO STATE UNIVERSITY UNIVERSITY OF NORTHERN COLORADO

More information

Workforce Management Plan 2013-2017

Workforce Management Plan 2013-2017 Workforce Management Plan 2013-2017 Adopted on Wednesday 19 June 2013 Contents Message from the General Manager 5 city Plan: Cascade of Plans 6 our Vision, Mission and Community Outcomes 7 Introduction

More information

Organisational and Leadership Development at UWS

Organisational and Leadership Development at UWS Organisational and Leadership Development at UWS Context The University of Western Sydney s (UWS) leadership development framework is underpinned by the recognition that its managers and leaders have a

More information

The Multi-Generational Workforce Series: Recommendations for Recruiting a Multi-Generational Workforce

The Multi-Generational Workforce Series: Recommendations for Recruiting a Multi-Generational Workforce The Multi-Generational Workforce Series: Recommendations for Recruiting a Multi-Generational Workforce Issue 2 / September 2011 Recommendations for Recruiting a Multi-Generational Workforce This is the

More information

ASAE s Job Task Analysis Strategic Level Competencies

ASAE s Job Task Analysis Strategic Level Competencies ASAE s Job Task Analysis Strategic Level Competencies During 2013, ASAE funded an extensive, psychometrically valid study to document the competencies essential to the practice of association management

More information

Human Resources CORPORATE SERVICES 82 HUMAN RESOURCES 2016 2018 BUSINESS PLAN

Human Resources CORPORATE SERVICES 82 HUMAN RESOURCES 2016 2018 BUSINESS PLAN Human Resources CORPORATE SERVICES 82 HUMAN RESOURCES 2016 2018 BUSINESS PLAN Table of Contents INTRODUCTION Our Branch 85 CONTRIBUTION TO THE CITY S VISION The Way Ahead 87 Council Initiatives 87 CLT

More information

Recruitment Process Outsourcing

Recruitment Process Outsourcing 0 Recruitment Process Outsourcing Market Overview Brett Gerard, TPI Julie Kinnear, TPI May 10, 2007 Copyright 2007, Technology Partners Copyright International, 2007, Technology Inc. All Rights Partners

More information

STATEMENT OF STRATEGY 2015-2017 AN ROINN OIDEACHAIS AGUS SCILEANNA DEPARTMENT OF EDUCATION AND SKILLS DEPARTMENT OF EDUCATION AND SKILLS 2015-2017

STATEMENT OF STRATEGY 2015-2017 AN ROINN OIDEACHAIS AGUS SCILEANNA DEPARTMENT OF EDUCATION AND SKILLS DEPARTMENT OF EDUCATION AND SKILLS 2015-2017 STATEMENT OF STRATEGY 2015-2017 AN ROINN OIDEACHAIS AGUS SCILEANNA DEPARTMENT OF EDUCATION AND SKILLS Foreword by the Minister I welcome the publication of the Statement of Strategy which sets out the

More information

Program: Human Resources Program Based Budget 2013-2015. Page 41

Program: Human Resources Program Based Budget 2013-2015. Page 41 Program: Human Resources Program Based Budget 2013-2015 Page 41 Program: Human Resources Vision Statement: To be the principal authority for human resources management and a key strategic contributor to

More information

Drive to the top. The journey, lessons, and standards of global business services. kpmg.com

Drive to the top. The journey, lessons, and standards of global business services. kpmg.com Drive to the top The journey, lessons, and standards of global business services kpmg.com The new normal for global enterprises is about doing more with less while at the same time driving the top line

More information

Critical Skills Needs and Resources for the Changing Workforce. Keeping Skills Competitive

Critical Skills Needs and Resources for the Changing Workforce. Keeping Skills Competitive A study by the Society for Human Resource Management and WSJ.com/ Careers Critical Skills Needs and Resources for the Changing Workforce Keeping Skills Competitive Critical Skills Needs and Resources for

More information

HOW TO DO IT RIGHT. Setting Up an Offshore Development Center

HOW TO DO IT RIGHT. Setting Up an Offshore Development Center HOW TO DO IT RIGHT Setting Up an Offshore Development Center Executive SUMMARY s offshore outsourcing plays an increasingly strategic role in a company s operating model, and as offshore vendors have become

More information

Workforce Diversity: The Fresh Face of Employment in Canada

Workforce Diversity: The Fresh Face of Employment in Canada Workforce Diversity: The Fresh Face of Employment in Canada Workforce diversity and you Why a diverse workforce is important Canadian employers are making significant strides in inclusive hiring and improving

More information

UNITED STATES OFFICE OF PERSONNEL MANAGEMENT

UNITED STATES OFFICE OF PERSONNEL MANAGEMENT UNITED STATES OFFICE OF PERSONNEL MANAGEMENT STATEMENT OF JONATHAN FOLEY DIRECTOR, PLANNING AND POLICY ANALYSIS U.S. OFFICE OF PERSONNEL MANAGEMENT before the SUBCOMMITTEE ON FEDERAL WORKFORCE, U.S. POSTAL

More information

The War for Talent Retaining critical resources during outsourcing transitions

The War for Talent Retaining critical resources during outsourcing transitions September 19, 2008 The War for Talent Retaining critical resources during outsourcing transitions www.mercer.com What we will talk about today Setting the stage: Outsourcing means transformation The talent

More information

research report SHRM / GLOBOFORCE Employee Recognition Survey SPRING 2013 REPORT DRIVING STRONGER PERFORMANCE THROUGH EMPLOYEE RECOGNITION

research report SHRM / GLOBOFORCE Employee Recognition Survey SPRING 2013 REPORT DRIVING STRONGER PERFORMANCE THROUGH EMPLOYEE RECOGNITION SHRM / GLOBOFORCE Employee Recognition Survey SPRING 2013 REPORT DRIVING STRONGER PERFORMANCE THROUGH EMPLOYEE RECOGNITION research report EXECUTIVE SUMMARY SHRM/Globoforce Spring 2013 Report // 2 Employee

More information

Public Service Commission

Public Service Commission Public Service Commission Strategic Plan Part A, 2011-2016 Year 5 2015/16 Promoting and modeling excellent human resource practices Message from the Minister It is my pleasure to update the Public Service

More information

People & Organisational Development Strategy

People & Organisational Development Strategy 2013-2018 People & Organisational Development Strategy Delivering excellent research Delivering an excellent student experience Enhancing global reach and reputation 1. Introduction Glasgow 2020: A global

More information

Talent Management Essential Toolkit

Talent Management Essential Toolkit Talent Management Essential Toolkit Talent Management Essential Toolkit This presentation has been prepared to to provide the reader with an initial overview of five talent management tools that can assist

More information

2015 Recruitment Trends & Best Practices

2015 Recruitment Trends & Best Practices 2015 Recruitment Trends & Best Practices SIMON PARKIN 20 YEARS Online Practice Leader HR, Recruitment & Talent Solutions, The Talent Company Former global leader of Talent Acquisition - partners with organizations

More information

Promoting and creating an enabling environment for healthy behaviours among workers

Promoting and creating an enabling environment for healthy behaviours among workers Promoting and creating an enabling environment for healthy behaviours among workers Overview and summary of feedback 18-19 February 2015 Summary (from policy brief) Noncommunicable diseases have a significant

More information

Best Practices Dialogue: Faculty Recruitment and Retention

Best Practices Dialogue: Faculty Recruitment and Retention Best Practices Dialogue: Faculty Recruitment and Retention University of New Mexico Office of Institutional Diversity Dr. Rita Martinez-Purson Interim Vice President for Institutional Diversity March 4,

More information

ENERGY ACUMEN BENEFIT PLAN SURVEYS ENERGY INDUSTRY BENCHMARKING TO POSITION YOUR EMPLOYEE PROGRAMS TO ACHIEVE BUSINESS GOALS.

ENERGY ACUMEN BENEFIT PLAN SURVEYS ENERGY INDUSTRY BENCHMARKING TO POSITION YOUR EMPLOYEE PROGRAMS TO ACHIEVE BUSINESS GOALS. ENERGY ACUMEN 2015 BENEFIT PLAN SURVEYS ENERGY INDUSTRY BENCHMARKING TO POSITION YOUR EMPLOYEE PROGRAMS TO ACHIEVE BUSINESS GOALS. has been the definitive authority on benefit plan performance and employee

More information

The 10 leadership practices for highly capable change leadership. PREDICTING, IMPLEMENTING and EMBEDDING change.

The 10 leadership practices for highly capable change leadership. PREDICTING, IMPLEMENTING and EMBEDDING change. ARTICLE The 10 leadership practices for highly capable change leadership Leaders are much defined and discussed, normally based on our own personal experiences of what personality and style works for each

More information

Human Resources and Organizational Services

Human Resources and Organizational Services Human Resources and Organizational Services Martha Wilson - Director FY 13/14 FY 14/15 Adopted CAO 101-0300 Budget Recommended Change EXPENDITURES Salaries and Benefits 817,457 927,591 110,134 Services

More information

How Does the Health Care Law Affect Small Business?

How Does the Health Care Law Affect Small Business? How Does the Health Care Law Affect Small Business? Prior to the passage of the Health Care Law: Small businesses were paying an average of 18 percent more than big businesses for the same coverage. 129

More information

2015 Trends & Insights

2015 Trends & Insights Asia Pacific Mobility The Asia Pacific Mobility Brookfield Global Relocation Services Trends & Insights report is reflective of the global economy which is strongly tied with the economic realities of

More information

HRS Strategic Plan 2011-2014

HRS Strategic Plan 2011-2014 HRS Strategic Plan 2011-2014 Aligning HRS Vision and Mission with core UNCG values of Inclusiveness, Collaboration, Sustainability, Responsibility, Transparency Table of Contents HRS Strategic Plan Background...

More information

Introduction. Employment and occupational characteristics of retail commerce and working conditions in the sector INTERNATIONAL LABOUR ORGANIZATION

Introduction. Employment and occupational characteristics of retail commerce and working conditions in the sector INTERNATIONAL LABOUR ORGANIZATION INTERNATIONAL LABOUR ORGANIZATION Global Dialogue Forum on the Needs of Workers in relation to Changing Work Processes and the Working Environment in Retail Commerce GDFRC/2011/9 Geneva 21 22 September

More information

Talent Management Leadership in Professional Services Firms

Talent Management Leadership in Professional Services Firms Talent Management Leadership in Professional Services Firms Published by KENNEDY KENNEDY Consulting Research Consulting Research & Advisory & Advisory Sponsored by Table of Contents Introduction.... 3

More information

Managing Supply Chain Impacts

Managing Supply Chain Impacts Managing Supply Chain Impacts Increasing shareholder, public and media scrutiny means that any irregular or irresponsible practices within an organisation's supply chain can permanently damage an organisation's

More information

CAHRS Working Group Employee Assessments

CAHRS Working Group Employee Assessments September 10, 2013 Chicago, IL Author s Note: Given the disparate nature of the items discussed during this session, the notes are organized along the lines of Topical Areas rather than the chronological

More information

2015 ASHP STRATEGIC PLAN

2015 ASHP STRATEGIC PLAN 2015 ASHP STRATEGIC PLAN ASHP Vision ASHP s vision is that medication use will be optimal, safe, and effective for all people all of the time. ASHP Mission The mission of pharmacists is to help people

More information

Surf Life Saving NSW Strategic Plan. 2013 14 to 2016 17

Surf Life Saving NSW Strategic Plan. 2013 14 to 2016 17 Surf Life Saving NSW Strategic Plan 2013 14 to 2016 17 Mission To save lives, create great Australians and build better communities. Who we are Surf Life Saving NSW is the State s peak coastal water safety

More information

EEF response to Review of Balance of Competences: Free Movement of Persons

EEF response to Review of Balance of Competences: Free Movement of Persons EEF response to Review of Balance of Competences: Free Movement of Persons Overview 1. EEF, the manufacturers organisation, is the voice of manufacturing in the UK, representing all aspects of the manufacturing

More information

SHARED SERVICES OR OUTSOURCING?

SHARED SERVICES OR OUTSOURCING? SHARED SERVICES OR OUTSOURCING? Assessing Scope, Process Maturity and Organizational Design Kevin Lewis, ISG Director; CPA, CGMA www.isg-one.com INTRODUCTION As organizations grow in size and complexity,

More information

Understand and Leverage the Link Between Employee Wellness and Workers Compensation

Understand and Leverage the Link Between Employee Wellness and Workers Compensation Understand and Leverage the Link Between Employee Wellness and Workers Compensation Presented by: Amy Richter, Wellness Consultant John Fuhs, VP Business Development Would You Agree? Healthier people are

More information

2015-18 Department Business Plan. Human Resources

2015-18 Department Business Plan. Human Resources 2015-18 Department Business Plan Human Resources Key to my role as Director of Human Resources (HR) is to help create a positive and safe work environment that attracts talent and inspires each person

More information

2014 Health Care Changes Ahead Survey

2014 Health Care Changes Ahead Survey September 2014 2014 Health Care Changes Ahead Survey Emerging Factors Influencing Employer-Sponsored Health Care Benefits Executive Summary Plan sponsors face a highly complex health care benefit environment

More information

EXECUTIVE S GUIDE HUMAN CAPITAL MANAGEMENT

EXECUTIVE S GUIDE HUMAN CAPITAL MANAGEMENT EXECUTIVE S GUIDE [TO] 2016 TRENDS [IN] 2016 an HUMAN CAPITAL MANAGEMENT Presented by 78% OF CEOS VIEW INCREASING REGULATIONS TO BE THE TOP THREAT TO BUSINESS GROWTH. In 2015, we saw many new challenges

More information

We d like to do the same for you. Owen J. Sullivan CEO, Right Management President, Specialty Brands ManpowerGroup

We d like to do the same for you. Owen J. Sullivan CEO, Right Management President, Specialty Brands ManpowerGroup Business & Talent. Aligned. Regardless of the economic environment, your industry or geography, your size or your earnings, your most valuable asset is your workforce. How you manage this asset spells

More information

Helping our clients win in the changing world of work:

Helping our clients win in the changing world of work: Helping our clients win in the changing world of work: Recruitment Process: Why Outsource? A Manpower Insights Paper The future of RPO looks strong despite or perhaps aided by the current global recession.

More information

*This is a sample only actual evaluations must completed and submitted in PeopleSoft*

*This is a sample only actual evaluations must completed and submitted in PeopleSoft* *This is a sample only actual evaluations must completed and submitted in PeopleSoft* Employee information Employee name Position title/department Date of Hire Employee ID number Supervisor s name Today

More information

where will they lead MBA STUDENT ATTITUDES ABOUT BUSINESS & SOCIETY Center for Business Education CENTER FOR BUSINESS EDUCATION 1

where will they lead MBA STUDENT ATTITUDES ABOUT BUSINESS & SOCIETY Center for Business Education CENTER FOR BUSINESS EDUCATION 1 where will they lead 2008 Center for Business Education MBA STUDENT ATTITUDES ABOUT BUSINESS & SOCIETY CENTER FOR BUSINESS EDUCATION 1 WHERE WILL THEY LEAD? In Fall 2007, the Aspen Institute Center for

More information

mysap ERP FINANCIALS SOLUTION OVERVIEW

mysap ERP FINANCIALS SOLUTION OVERVIEW mysap ERP FINANCIALS SOLUTION OVERVIEW EFFECTIVE FINANCIAL MANAGEMENT ... IS KEY TO BUSINESS SUCCESS mysap ERP FINANCIALS YOUR BUSINESS, YOUR FUTURE, YOUR SUCCESS mysap ERP is the world s most complete

More information

High impact recruitment solutions

High impact recruitment solutions High impact recruitment solutions Talent with impact About Futurestep We are the global industry leader in high impact recruitment solutions; offering fully customized, flexible services to help organizations

More information

THE HUDSON REPORT HONG KONG EMPLOYMENT AND HR TRENDS OCTOBER - DECEMBER 2011 FROM GREAT PEOPLE TO GREAT PERFORMANCE

THE HUDSON REPORT HONG KONG EMPLOYMENT AND HR TRENDS OCTOBER - DECEMBER 2011 FROM GREAT PEOPLE TO GREAT PERFORMANCE THE HUDSON REPORT EMPLOYMENT AND HR TRENDS OCTOBER - DECEMBER 2011 HONG KONG FROM GREAT PEOPLE TO GREAT PERFORMANCE INTRODUCTION The Hudson Report is an established and highly respected publication, based

More information

Employee Engagement FY15. 1. Introduction. 2. Employee Engagement. 3. Management Approach

Employee Engagement FY15. 1. Introduction. 2. Employee Engagement. 3. Management Approach 1. Introduction This document forms part of our Disclosures on Management Approach (DMA) series, prepared in accordance with the Global Reporting Initiative s G4 Guidelines. The DMA series is designed

More information

3. The first stage public consultation conducted from March to June 2008 aimed at consulting the public on

3. The first stage public consultation conducted from March to June 2008 aimed at consulting the public on EXECUTIVE SUMMARY The Government published the Healthcare Reform Consultation Document Your Health, Your Life (the Consultation Document ) on 13 March 2008 to initiate the public consultation on healthcare

More information

The Association and Affinity Marketplace: Expanding Business Opportunities By Understanding Member Preferences by Association Type

The Association and Affinity Marketplace: Expanding Business Opportunities By Understanding Member Preferences by Association Type The Association and Affinity Marketplace: Expanding Business Opportunities By Understanding Member Preferences by Association Type Introduction Leveraging Sales Opportunities within the Association & Affinity

More information

Employer branding. What and how?

Employer branding. What and how? Employer branding What and how? Purpose Employer branding has the purpose: To focus on identifying employer attributes; To align organizational structure and management practices To communicate both directly

More information

A New Model for development: USAId MANAgeMeNt & process reform JUNe 2014

A New Model for development: USAId MANAgeMeNt & process reform JUNe 2014 A New Model for Development: USAID Management & Process Reform June 2014 Four years ago, President Obama elevated development alongside diplomacy and defense as a core pillar of America s national security

More information

Order Management Models: Outsourced, In-House, or On-Demand

Order Management Models: Outsourced, In-House, or On-Demand Educational Whitepaper Order Management Models: Outsourced, In-House, or On-Demand Which is best for your company? www.vertek.com Order Management Models: Outsourced, In-House or On-Demand Which is best

More information

MERCER WEBCAST CHARTING YOUR COURSE FOR GLOBAL EXPANSION MANAGING EXPATRIATE MEDICAL PLANS

MERCER WEBCAST CHARTING YOUR COURSE FOR GLOBAL EXPANSION MANAGING EXPATRIATE MEDICAL PLANS MERCER WEBCAST CHARTING YOUR COURSE FOR GLOBAL EXPANSION MANAGING EXPATRIATE MEDICAL PLANS APRIL 10, 2014 Joe Barber, New York Mark Harris, London Today s Speakers MERCER Joe Barber New York Mark Harris

More information

Glassdoor Survey: How to Recruit Healthcare Professionals. A Strategic Guide for Talent Acquisition Professionals

Glassdoor Survey: How to Recruit Healthcare Professionals. A Strategic Guide for Talent Acquisition Professionals 2014 Glassdoor Survey: How to Recruit Healthcare Professionals A Strategic Guide for Talent Acquisition Professionals Survey Overview Recruiting healthcare professionals in today s highly competitive recruiting

More information

The Aidspan Internship Programme

The Aidspan Internship Programme The Aidspan Internship Programme January 2015 Contents Who We Are... 3 Why Offer an Internship Program?... 3 What is an Aidspan Internship?... 4 Internship Processes and Policies... 4 Giving Our Interns

More information

The Intersection of Talent Management and Engagement

The Intersection of Talent Management and Engagement The Intersection of Talent Management and Engagement By Elissa Tucker and Rachele Williams, APQC for the May 2011 issue of workspan The typical organization today views talent management as three building

More information

A REPORT BY HARVARD BUSINESS REVIEW ANALYTIC SERVICES. Who Will Build Your Future? The New Employee Relationship. Sponsored by

A REPORT BY HARVARD BUSINESS REVIEW ANALYTIC SERVICES. Who Will Build Your Future? The New Employee Relationship. Sponsored by A REPORT BY HARVARD BUSINESS REVIEW ANALYTIC SERVICES Who Will Build Your Future? The New Employee Relationship Sponsored by Sponsor s Perspective One of the many outcomes of the difficult economic environment

More information