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Andrzej Domaradzki X Kongres Spedytorów 23 April 2009, Kazimierz Dolny, Poland.

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Presentation on theme: "Andrzej Domaradzki X Kongres Spedytorów 23 April 2009, Kazimierz Dolny, Poland."— Presentation transcript:

1 Andrzej Domaradzki X Kongres Spedytorów 23 April 2009, Kazimierz Dolny, Poland

2 Workshop Topic DOES MY COMPANY NEED A HUMAN CAPITAL STRATEGY, ESPECIALLY IN A TIME OF RECESSION? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

3 Workshop Purpose Today we will discuss Best Practice and LEARN and SHARE from each other Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

4 Workshop Purpose I would like today’s workshop to be as interactive as possible so that we can all share best practice with each other so that we can challenge ourselves and also develop our thoughts and strategies to ensure our companies outperform others in the current challenging economic times. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

5 Rules For The Workshop  Be prepared to contribute. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

6 Rules For The Workshop  Be prepared to contribute.  Be as open and honest as possible. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

7 Rules For The Workshop  Be prepared to contribute.  Be as open and honest as possible.  Respect other views and thoughts Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

8 Rules For The Workshop  Be prepared to contribute.  Be as open and honest as possible.  Respect other views and thoughts – what is right or wrong for you or your company may not be right or wrong for others. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

9 Rules For The Workshop  Be prepared to contribute.  Be as open and honest as possible.  Respect other views and thoughts – what is right or wrong for you or your company may not be right or wrong for others.  DON’T CRITISE OTHERS. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

10 Rules For The Workshop ABOVE ALL AS WE DISCUSS VARIOUS TOPICS KEEP ASKING YOURSELF THESE QUESTIONS: Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

11 Rules For The Workshop ABOVE ALL AS WE DISCUSS VARIOUS TOPICS KEEP ASKING YOURSELF THESE QUESTIONS:  Do we do this and if yes can we improve? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

12 Rules For The Workshop ABOVE ALL AS WE DISCUSS VARIOUS TOPICS KEEP ASKING YOURSELF THESE QUESTIONS:  Do we do this and if yes can we improve?  Does my company need this? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

13 Rules For The Workshop ABOVE ALL AS WE DISCUSS VARIOUS TOPICS KEEP ASKING YOURSELF THESE QUESTIONS:  Do we do this and if yes can we improve?  Does my company need this?  What is the risk or impact on my business if I haven’t adressed this? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

14 Do You Have A Strategy? Much has been said today about the global economic crisis and how it affects Poland and your companies. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

15 Do You Have A Strategy? Much has been said today about the global economic crisis and how it affects Poland and your companies. How many of the companies here today have a Human Capital Strategy? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

16 Do You Have A Strategy? Much has been said today about the global economic crisis and how it affects Poland and your companies. How many of the companies here today have a Human Capital Strategy? (ONE HAND UP PER COMPANY this includes our guests from the media too!!) Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

17 Who Owns It? WHICH FUNCTIONAL AREA OWNS THE HUMAN CAPITAL STRATEGY IN YOUR ORGANISATION? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

18 Who Owns It? EVERYONE SHOULD OWN IT AND CONTRIBUTE TO DEVELOPING IT Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

19 Who Owns It? EVERYONE SHOULD OWN IT AND CONTRIBUTE TO DEVELOPING IT All employees should be responsible: Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

20 Who Owns It? EVERYONE SHOULD OWN IT AND CONTRIBUTE TO DEVELOPING IT All employees should be responsible:  Owners Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

21 Who Owns It? EVERYONE SHOULD OWN IT AND CONTRIBUTE TO DEVELOPING IT All employees should be responsible:  Owners, Managing Directors Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

22 Who Owns It? EVERYONE SHOULD OWN IT AND CONTRIBUTE TO DEVELOPING IT All employees should be responsible:  Owners, Managing Directors, Board Members Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

23 Who Owns It? EVERYONE SHOULD OWN IT AND CONTRIBUTE TO DEVELOPING IT All employees should be responsible:  Owners, Managing Directors, Board Members  Managers and all staff members Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

24 Who Owns It? EVERYONE SHOULD OWN IT AND CONTRIBUTE TO DEVELOPING IT All employees should be responsible:  Owners, Managing Directors, Board Members  Managers and all staff members  HR does not own the strategy Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

25 Who Owns It? EVERYONE SHOULD OWN IT AND CONTRIBUTE TO DEVELOPING IT All employees should be responsible:  Owners, Managing Directors, Board Members  Managers and all staff members  HR does not own the strategy – they can facilitate it but not deliver it Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

26 Who Owns It? EVERYONE SHOULD OWN IT AND CONTRIBUTE TO DEVELOPING IT All employees should be responsible:  Owners, Managing Directors, Board Members  Managers and all staff members  HR does not own the strategy – they can facilitate it but not deliver it - all of YOU must actively contribute. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

27 Board Meetings WHEN DID YOU LAST DISCUSS YOUR HUMAN CAPITAL STRATEGY AT A BOARD MEETING? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

28 Board Meetings WHEN DID YOU LAST DISCUSS YOUR HUMAN CAPITAL STRATEGY AT A BOARD MEETING? Be honest: Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

29 Board Meetings WHEN DID YOU LAST DISCUSS YOUR HUMAN CAPITAL STRATEGY AT A BOARD MEETING? Be honest:  - Is it regularly on the agenda? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

30 Board Meetings WHEN DID YOU LAST DISCUSS YOUR HUMAN CAPITAL STRATEGY AT A BOARD MEETING? Be honest:  - Is it regularly on the agenda?  - Do you dedicate enough time to it? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

31 Board Meetings WHEN DID YOU LAST DISCUSS YOUR HUMAN CAPITAL STRATEGY AT A BOARD MEETING? Be honest:  - Is it regularly on the agenda?  - Do you dedicate enough time to it?  - Do you review progress against action plans? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

32 Board Meetings WHEN DID YOU LAST DISCUSS YOUR HUMAN CAPITAL STRATEGY AT A BOARD MEETING? Be honest:  - Is it regularly on the agenda?  - Do you dedicate enough time to it?  - Do you review progress against action plans?  - Are accountabilities clearly defined? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

33 Elements of a Human Capital Strategy I will now briefly discuss what your company could include in a Human Capital Strategy – these are in no order of importance. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

34 Elements of a Human Capital Strategy 1. REDEFINE AND SET A NEW COMPANY STRATEGY Redefine your company strategy and then & only then align your Human Capital Strategy to it. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

35 Elements of a Human Capital Strategy 1. REDEFINE AND SET A NEW COMPANY STRATEGY 1.1. FOCUS, FOCUS, FOCUS Focus on the main issues that face your business Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

36 Elements of a Human Capital Strategy 1. REDEFINE AND SET A NEW COMPANY STRATEGY 1.1. FOCUS, FOCUS, FOCUS Focus on the main issues that face your business  - Redefine priorities to address today’s situation (not yesterday’s). Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

37 Elements of a Human Capital Strategy 1. REDEFINE AND SET A NEW COMPANY STRATEGY 1.1. FOCUS, FOCUS, FOCUS Focus on the main issues that face your business  - Redefine priorities to address today’s situation (not yesterday’s)  - What investments will give you the largest savings and best future returns? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

38 Elements of a Human Capital Strategy 1. REDEFINE AND SET A NEW COMPANY STRATEGY 1.2. BE INNOVATIVE Most executives understand the current reality – real leaders of vision take unexpected risks and welcome unexpected opportunities. Welcome, discuss and embrace innovation from your employees. Instil a culture of innovation and change in your organisation. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

39 Elements of a Human Capital Strategy 1. REDEFINE AND SET A NEW COMPANY STRATEGY 1.3. DON’T MAINTAIN THE STATUS QUO Stop activities, services or product lines that no longer make sense in the current climate. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

40 Elements of a Human Capital Strategy 1. REDEFINE AND SET A NEW COMPANY STRATEGY 1.1. FOCUS, FOCUS, FOCUS 1.2. BE INNOVATIVE 1.3. DON’T MAINTAIN THE STATUS QUO Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

41 Elements of a Human Capital Strategy 2. COMMUNICATION & LEADERSHIP You must demonstrate leadership and keep communicating – you can’t over-communicate. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

42 Elements of a Human Capital Strategy 2. COMMUNICATION & LEADERSHIP 2.1. OPENESS, HONESTY & TRANSPARENCY Employees must see and feel their leaders setting priorities, sharing plans, speaking the truth and above all be seen to be out talking and listening to their people. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

43 Elements of a Human Capital Strategy 2. COMMUNICATION & LEADERSHIP 2.2. ENGAGE ALL OF YOUR EMPLOYEES It is essential to actively engage all of your employees and trade unions too if you have them. Think of ways you can achieve this: special projects, cross-functional initiatives, special workshops, suggestion schemes.... Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

44 Elements of a Human Capital Strategy 2. COMMUNICATION & LEADERSHIP 2.2. ENGAGE ALL OF YOUR EMPLOYEES Involving and motivating your employees can reverse a difficult situation into a great success. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

45 Elements of a Human Capital Strategy 2. COMMUNICATION & LEADERSHIP 2.3. HAVE SHORT TIME-FRAMES AND CLEAR ACCOUNTABILITY Tighten project and action timeframes. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

46 Elements of a Human Capital Strategy 2. COMMUNICATION & LEADERSHIP 2.3. HAVE SHORT TIME-FRAMES AND CLEAR ACCOUNTABILITY Market and project cycles shorten in a recession – take quicker decisions and actions. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

47 Elements of a Human Capital Strategy 2. COMMUNICATION & LEADERSHIP 2.3. HAVE SHORT TIME-FRAMES AND CLEAR ACCOUNTABILITY Keep the pace going in your organisation. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

48 Elements of a Human Capital Strategy 2. COMMUNICATION & LEADERSHIP 2.3. HAVE SHORT TIME-FRAMES AND CLEAR ACCOUNTABILITY Set clear accountability and measure performance against it. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

49 Elements of a Human Capital Strategy 2. COMMUNICATION & LEADERSHIP 2.4. BETTER TO FOCUS ON A FEW THINGS Don’t overwhelm your employees with too many projects and actions Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

50 Elements of a Human Capital Strategy 2. COMMUNICATION & LEADERSHIP 2.4. BETTER TO FOCUS ON A FEW THINGS Focus on the critical few and continuously reinforce the message through communication channels. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

51 Elements of a Human Capital Strategy 2. COMMUNICATION & LEADERSHIP 2.5. SUPPORT EACH OTHER Inspire a culture of supporting each other even if it is across different functions or departments. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

52 Elements of a Human Capital Strategy 2. COMMUNICATION & LEADERSHIP 2.5. SUPPORT EACH OTHER Often tensions can split departments or cause conflict across the organisation. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

53 Elements of a Human Capital Strategy 2. COMMUNICATION & LEADERSHIP 2.5. SUPPORT EACH OTHER If employees are being asked to give things up or make sacrifices then executives must do the same. Lead by example and not by military style orders and directions!!! Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

54 Elements of a Human Capital Strategy 2. COMMUNICATION & LEADERSHIP 2.6. PEOPLE ARE AFRAID OF THE FUTURE – ACTIVELY MANAGE THE FEAR People are naturally afraid: Will I still have a job? Will my department or company survive? YOU MUST ACTIVELY MANAGE THE FEAR. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

55 Elements of a Human Capital Strategy 2. COMMUNICATION & LEADERSHIP 2.7. COMMUNICATE WHY STAFF ARE BEING LET GO Openly and honestly communicate to any staff you are letting go. Don’t forget that these people are your ambassadors in the future. Make the parting as painless as possible. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

56 Elements of a Human Capital Strategy 2. COMMUNICATION & LEADERSHIP 2.7. COMMUNICATE WHY STAFF ARE BEING LET GO Don’t hide the truth from the rest of the organisation – let them know what is happening. If there are group redundancies support your managers and train them in how to make difficult communications. Maybe some key people in your organisation may need media training too? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

57 Elements of a Human Capital Strategy 2. COMMUNICATION & LEADERSHIP 2.1. OPENESS, HONESTY & TRANSPARENCY 2.2. ENGAGE ALL OF YOUR EMPLOYEES 2.3. HAVE SHORT TIME-FRAMES AND CLEAR ACCOUNTABILITY 2.4. BETTER TO FOCUS ON A FEW THINGS 2.5. SUPPORT EACH OTHER 2.6. PEOPLE ARE AFRAID OF THE FUTURE – ACTIVELY MANAGE THE FEAR 2.7. COMMUNICATE WHY STAFF ARE BEING LET GO Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

58 Elements of a Human Capital Strategy 3. COST CUTTING V’s FOCUS ON TALENT. Total employee cost in a lot of companies is one of the biggest budget line items – now is the time to really challenge yourselves and decide if you have the right talent in your organisation. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

59 Elements of a Human Capital Strategy 3. COST CUTTING V’s FOCUS ON TALENT ALIGN TALENT PLANS TO COMPANY STRATEGY. Ensure that you know what talent you really need to deliver your strategy. Redefine the job roles/job descriptions and analyse if the people who are in the jobs fit the new roles. Better still fit the talent in your organisation to the new roles. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

60 Elements of a Human Capital Strategy 3. COST CUTTING V’s FOCUS ON TALENT SUCCESSION PLANS. Create succession plans in your organisation. Include as part of this processes a regular review of the risk of loosing you key staff or best talents. Make sure your best talent doesn’t leave of it’s own accord! Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

61 Elements of a Human Capital Strategy 3. COST CUTTING V’s FOCUS ON TALENT NEW TALENT. Maybe a way forward is to aquire undervalued assets in other companies or maybe to recruit talented individuals who were previously unavailable to you: were too costly, didn’t want to leave their company and suddenly are available? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

62 Elements of a Human Capital Strategy 3. COST CUTTING V’s FOCUS ON TALENT DON’T REDUCE STAFF STRAIGHT AWAY. Don’t panic and take the obvious route immediately to reduce staff and save costs. I HAVE SEEN COMPANIES CUT OUT THE HIGHER COST STAFF WITHOUT THINKING ABOUT THE FUTURE. What will happen to your company when the recession finishes? Will you still have enough talented staff left to compete with your competitor’s? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

63 Elements of a Human Capital Strategy 3. COST CUTTING V’s FOCUS ON TALENT BE CREATIVE – REDUCED HOURS OR WORKING WEEK. Find creative ways to reduce costs if you need to. Some talented staff welcome the opportunity to work shorter hours or part-time or even to take long-term leave of absence. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

64 Elements of a Human Capital Strategy 3. COST CUTTING V’s FOCUS ON TALENT BE CREATIVE – REDUCED HOURS OR WORKING WEEK. Don’t fall into the trap of reduce wage costs and then a few months later making group redundancies. You will come unstuck with this type of ruthless approach. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

65 Elements of a Human Capital Strategy 3. COST CUTTING V’s FOCUS ON TALENT KEEP MONITORING THE MARKET-PLACE. Keep monitoring the market-place to ensure you are paying your key talents and key retention staff good market rates. The risk is if you don’t you will loose them. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

66 Elements of a Human Capital Strategy 3. COST CUTTING V’s FOCUS ON TALENT ALIGN TALENT PLANS TO COMPANY STRATEGY SUCCESSION PLANS NEW TALENT DON’T REDUCE STAFF STRAIGHT AWAY BE CREATIVE – REDUCED HOURS OR WORKING WEEK 3.6. KEEP MONITORING THE MARKET-PLACE. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

67 Elements of a Human Capital Strategy 4. OUR CULTURE AND BRAND. How we treat our staff can have a significant impact on our culture and brand. If we make the wrong choices or manage our Human Capital Strategy badly we could even destroy our brand. YOU HAVE BEEN WARNED!!! Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

68 Elements of a Human Capital Strategy 4. OUR CULTURE AND BRAND HOW WE ARE SEEN BY OTHERS (COMMUNITY, COMPETITORS, CUSTOMERS). How your business responds to a recession or difficult times really does define how you are judged by customers, employees and the whole community. If you take the wrong approach you risk significantly damaging your business or even bankrupting it. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

69 Elements of a Human Capital Strategy 4. OUR CULTURE AND BRAND HOW WE ARE VIEWED BY OUR OWN EMPLOYEES. Pay attention to staff who are leaving but don’t forget about those who are left. They may be feeling threatened, confused, directionless, angry or guilty. Consider making available councelling services. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

70 Elements of a Human Capital Strategy 4. OUR CULTURE AND BRAND HOW WE ARE VIEWED BY OUR SHAREHOLDERS OR PARENT COMPANY. Shareholders and parent companies often react very toughly with mishandled Human Capital Strategies – be careful or else you could lose your job! Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

71 Elements of a Human Capital Strategy 4. OUR CULTURE AND BRAND HOW WE ARE VIEWED BY OUR SUB- CONTRACTORS. Often sub-contractors have been with a company for years (maybe they were full time employees once and you have outsourced them). They should be treated the same as full-time employees. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

72 Elements of a Human Capital Strategy 4. OUR CULTURE AND BRAND OUTPLACEMENT PROGRAMMES. Help employees who are leaving to find new jobs or start their own busineess. Consider offering professional outplacement services. Angry or bitter employees can damage you in the market-place. Staff who are left see you acting as a concerned and fair employer. Who knows you may want to get staff back when the recession ends – will they want to come back if you have treated them badly? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

73 Elements of a Human Capital Strategy 4. CULTURE AND BRAND 4.1. HOW WE ARE SEEN BY OTHERS (COMMUNITY, COMPETITORS, CUSTOMERS) HOW WE ARE VIEWED BY OUR OWN EMPLOYEES 4.3. HOW WE ARE VIEWED BY OUR SHAREHOLDERS OR PARENT COMPANY HOW WE ARE VIEWED BY OUR SUB-CONTRACTORS OUTPLACEMENT PROGRAMMES. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

74 Other elements of an HCS? SOME ELEMENTS OF A HUMAN CAPITAL STRATEGY Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

75 Other elements of an HCS? SOME ELEMENTS OF A HUMAN CAPITAL STRATEGY CAN YOU SUGGEST MORE? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

76 Other elements of an HCS? SOME ELEMENTS OF A HUMAN CAPITAL STRATEGY CAN YOU SUGGEST MORE? Please share what you are doing which hasn’t been included in my list? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

77 Can you survive without? CAN YOU AND YOUR BUSINESS AFFORD NOT TO HAVE A HUMAN CAPITAL STRATEGY?  As we have seen a Human Capital Strategy has many elements and for each company these will be different.  A Human Capital Strategy can be time consuming and complicated to define but once defined it can be managed in small segments. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

78 Can you survive without? CAN YOU AND YOUR BUSINESS AFFORD NOT TO HAVE A HUMAN CAPITAL STRATEGY?  Hand on heart – can you or your business afford not to have one?  Will your company compete well with businesses that have a strategy?  Above all will your business survive without one? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

79 Questions and Discussion ANY QUESTIONS OR THOUGHTS ANYONE WOULD LIKE TO RAISE OR DISCUSS? Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

80 Wishing You All Great Success I WISH YOU GREAT SUCCESS IN DEVELOPING YOUR OWN HUMAN CAPITAL STRATEGY. MAKE IT A LIVING ORGANISM. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

81 Speak To Me At The Conference If any of you would like to discuss any elements of today’s workshop then please speak to me – I will be available till the end of the conference. If you can’t speak to me now then please do not hesitate in phoning or writing to me. I will arrange to have sent to you complete notes from this workshop in May. Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:

82 Thank You - Dziękuje Corporate Coaching Federation - Coaching & HR Services: Worldwide Office: Mobile:


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