Transcript: Atiqa Ahmed Madeeha Mirza Maryam Aqil Rozina Bhutto Orientation & Socialization Learn to describe & demonstrate the features and benefits if Generator oil To gauge the outcome of the training To develop the trainees Post-training test results Conclusion Areas of Experience or Training include Morale building Attitude building Executives training Living Leadership Program Organized at the Country Club for ambience Experts on training – renowned trainers aka “GURUS” Overseas Exposure Employees sent abroad on special training, i.e. qualification, course, etc. Conclusion Question & Answers PSO: TRAINING & DEVELOPMENT FUNCTION Training & Development Function Introduction Implementation Identifying Learning Steps PSO even has problem defining which employee needs or requires initial or further training and who does not. Job analysis is perchance not done effectively because of which the training function suffers. Job analysis indicates the duties, responsibilities, knowledge and skills that an employee ‘should’ have for a certain job. Requirements for a certain job must be clearly set to achieve clarity in designing and provide right form of training method to the potential employees. Training & Development Function Outsourced Training The JID Process at a glance Implementation Training Methodology Purpose Scope Course Evaluations Job Instruction Design… From the objectives and need analysis the exact steps are extracted which outline the intended behavior of the learner In House Training Outsourced Training Increase sales 10% with the launch of generator oil PSO has a well formulated strategy for training and development. There is a thorough process for needs assessment, setting job instructional design, implementation and evaluation. However, the training and orientation functions are not well defined. Requirements Engineering trainee – 18 months of training MBA’s – 06 months BBA’s 08 – 12 months Electrical/Mechanical Technicians – 08 months Performance Appraisal Determines whether to continue with trainee Modes or Platforms for In-house Training Seminars Video Watch– “Ek din PSO k saath”, “Kyun k life mein koi rewind buton nahin” Conferences Workshops Highlight features & benefits of the generator oil Training Methodology Training Methodology Process used to analyze requirements of the organization, performance of the employees and how to fill the gap between required vs. actual performance What’s important is to analyze where training is required Identifying discrepancies through M-I=D Conclusion HR Philosophy Purpose Scope Course Evaluations Evaluation forms – feedback Learners Traininers Efficiency, Effectiveness and Impact Analyses of Data What will motivate them to learn and perform? The training is not taking place according to the needs of the employees. Since, the needs assessment section is intricate, there is a minimal chance that it is causing this issue. Politicizing and Meritocracy Employee Handbook (M.I.A.!!!) Standardization issues Loopholes in grievance handling Vulnerable management Formal Orientation Program Socializing and Orientation processes Performance Tests and Training Program Evaluation Pre-test-Post-test evaluation procedure lacking although data available Ineffective Implementation of Training Program Follow-up and feedback ineffective Finally organize the content in a logical sequence Mission Committed to leadership in energy market through competitive advantage in provoking the highest quality petroleum products and services to customers. Vision To excel in delivering value to customers as an innovative and dynamic energy company that gets to the future first Mission The company values excellence, cohesiveness, respect, integrity, innovation and corporate responsibility as the focal points of each transaction with clients, employees, network and business associates Training Implementation Plan Name of the program The theme or area of training Logistics – date, duration, venue, name of participants and trainer/s, international travel, if required, etc. Program outline Description – site visits, demos, Methodologies – lectures, ppt, infographics, etc. Budget – determines whether training is in-house or outsourced Implementation Tool SAP – track and manage, in real time, sales, production, finance, human resource, etc. Training rota Training & Development Function Pakistan State Oil Task Questions to Ask Analyses Phase Outputs Designs Phase Outputs About PSO What is our objective? Consider Human Asset – the only Asset Right person at the right place Realign organization in line with business practices Make organization lean and flexible Handle issues with fairness and transparency Needs Assessment Use the product Role playing Recognize and overcome weaknesses Actual selling Conclusion Setting Objectives for Learning and Performance What needs to be learnt How well it is to be performed Conditions for appreciable performance Observable action Measurable Criterion Conditions of
Transcript: Each FPT employee is required to work creatively and flexibly to grasp new opportunities, applying and innovating technology to realize the One FPT strategy which aims to turn FPT into the Vietnamese Leading Global Corporation. The employee handbook is an excellent place to bring together employment and job-related information which employees need to know, such as holiday arrangements, company rules and disciplinary and grievance procedures. FPT Corporation Contract Labor Bonus policy Company working from the 2nd to the 6th week. Morning: from 08h00 to 12h00 Afternoon: from 13h30 to 17h30 Lunch: from 12h00 to 13h30 - Moreover, the Corporation regularly holds training program of awareness of ISO 9001, ISO 14000, OHSAS 18001 for new staffs to enhance staffs’ awareness of standard. TRAINING: + Training new comers + Training professional skills + Training managers and leaders To become the strong and stable economic group on the fields of iron steel, building materials, real estate, financial investment, marine port & logistics. Employee Manual + FPT Anniversary (September 13) + FPT Family Day (the third Saturday of November) + FPT Lunar New Year Celebration (December 22 in lunar calendar) Hoa Sen Group was establish on August 8th 2001 for 12 years. Headquarter : No 9, Song Than 2 Industrial Park, Di An district, Binh Duong Province. They have nearly 3000 employees. Promotion policy - Every year, employee’s Hoa Sen was participated in training courses to improve their knowledge and their professional qualifications. Labor contracts with fixed term period of 6 months, 12 months and 36 months. Working time - 13th month salary - Bonus for achievements at works quarterly - Bonus for typical and excellent individuals or teams - Bonus for sales quarterly and annually - Bonus for completing projects earlier than the schedule History The formula for calculating wages and salaries Employees of the company after the contract will have the following benefits Hoa Sen Group provide international standard quality, reasonably priced and wide range of products under the Hoa Sen brand name in order to meet customers’ needs and contribute to changing the country’s architectural landscape and developing the community. FPT is a multinational information technology company of Vietnam with branches in 14 countries. Relative preference, elective health care. - FPT is one of few companies in Vietnam who maintain traditional festivals for years. It is seen as a FPT’s culture to connect glue to bind each FPT people, encouraging them to work passionately and devote more to the company’s development. Benefits The original meaning of FPT is Food Processing Technology. In 1990, it renamed to F inancing P romoting T echnology. FPT is considered the most advanced Corporation in the area of Information Technology and Communication of Vietnam. FPT has intensive experience of establishing and implementing large scale business models. FPT has chosen technology as the foundation to reach new level of productivity. History FPT Corporation consists of 83 subsidiaries and affiliated units operating in all fields of IT and Communication with nearly 12,300 staff and experts nationwide. Health Insurance Hoa Sen Group is a leading enterprise in iron steel brand of the country about growth rate & consumption production with nearly 108 branches spread nationwide. Benefits Employee Manual Conclusion Human Resource Management Vacation leave Sick Leave Health Insurance Promotion policy Sick Leave They have the FPT care card for FPT’ employee online Conclusion Hoa Sen Group performs the social insurance, medical insurance and unemployment insurance according to the Law and ensures that all employees enjoy full insurance policies. Hoa Sen Group Specially, Hoa Sen has been also ranged the 25th position in Top 500 largest private enterprises in Vietnam by VietnamNet & Vietnam Report. - Plan Member registration on the Insurance Carriers’ websites . - Company organized periodic health care for staff once a year. Hospitalization subsidy, compensation for death. Employees are required to provide corporate wear from Monday to Friday. - Don’t bring food and drinks and food at the office working - No smoking in work area - Don’t play games at the company - Don’t allow others to use the email account - Don’t beat gambling, fighting in the company design by Dóri Sirály for Prezi Policy Company Hoa Sen Group complied with its core value of INTEGRITY – COMMUNITY – DEVELOPMENT, so they has built up a unique culture, affirmed the company’s mission for the development of community and the nation. FPT Corporation was founded on September 13th 1988. - To allowance for lunch, mid – shift meal, Uniforms - Labor protective equipments - Periodic health examination - Accident insurance 24/24 Bonus for Lunar New Year, Mid-Autumn Festival, Anniversary of Corporation’ s Establishment on August 8th, International Women’s Day, Vietnamese Women’s Day for female POLICY FOR DISABLED
Transcript: Job vacancies employment advertisement CWI employment agency Secundary conditions TIME Important aspects in HRM topmanagement realize importance human factors the belive that human capability can be improved the ????? the urge of getting the most out of people What is HRM History HRM in an organisation The steps in HRM Tertiary Morgage education Inhoudsopgave Education Career within the organisation Waarom HRM - snelle externe ontwikkelingen = technologisch globalisering political social-cultural Van grote betekenis voor human resources hogere eisen aan organisation > flexibility Outplacement Job evaluating(tion) conversation Human resource management Employees proces External selection Recruitment en selection Inflow advantages lower costs acquainted with applicant selection can go faster applicant is familiar with business culture Management benaderering waarbij Strategisch managmetent en menselijke kwaliteiten geintegreerd aanpak> HRM consecuentie > verantwoordelijkheid voor strategische personeelsbeleid bij hoger management competenties blz 367 Door de 5 stappen>personeelsinstrumenten wordt een conrete invulling gegeven aan het personele proces, de instroom, doorstroom en uitstroom van medewerkers Flow trough 360-degree feedback Plaatje blz 365 Outflow Outplacement Beloning Conditions/terms of employment Rewarding reviewing careerplanning performance management advantages bigger number to chose from review of applicant is more objective new view on things (vacature ergens anders in onderneming) Recruitmentselection primary conditions MONEY From recruitment to outplacement wervingsmiddelen recruitment resources Beoordeing • Internal and external recruitment sources – Consider the following factors • Type and level of position • State of the economy • Regional labor market Loopbaanplanning Internal selection Kennismanagement
Transcript: Create a HIRING PLAN Human resource managers need to consult with top executives to come up with plans for hiring plans. They also play a huge role in implementing employee development strategy and succession planning based on training and professional development. Employee Benefits/Compensation This part of human resource management must structure the business' or organizations payroll and benefits from the job. In order to do so, they must determine competitive wage rates and develop or modify compensation plans! A program budget may also be formed to stay within a money range for operations. What is Human Resource Management?? The number of customers a business intends on servicing will help determine personnel needs The human resource management department must oversee employment policies in union and non-union settings! They have to draw and give contracts that include benefits, wages, grievances, etc. A hiring plan outlines the steps used to hire employees to a business. It includes the steps a new business owner should take to hire these employees. Human resource managers develop strategic solutions to meet workforce demands and labor force trends. Corporate branding as it relates to recruitment and retention means promoting the company as an employer of choice The human resource management company must have some sort of new employee orientation and development seminars to have the ideal worker. They are responsible for succession planning use their knowledge of employee development! Employee Relations Employee Training BY Kaila Overton Human resource management is the strategic and approach to the management of an organization's most valued assets-the people. Human Resource Management Organizational charts help visually show positions needed within a company and what positions are already filled. Consider factors such as organizational charts, hours of operation, and the size of the customer database The hours of operation is based on the number of hours the business is open Hiring Employees I feel that the most important role of a human resource manager is Recruitment and selection because this job requires lots of analyzing. These type of managers must really focus on a resumes and have good communication skills in order to interact with employees. Strategic Employment Recruitment and Selection
Transcript: Tom: Professor, I would like your advice on selecting a major field of study. Right now, I just don’t know what to do. Professor: Tom, just let me say that you are making an important decision, and your concern is justified. How many courses have you taken in the School of Business Administration. Tom: Only your introductory course in management, a basic course in marketing, and a Statistics course, I do know that I don’t want to major in statistics! Professor: How about majoring in human resource management? Tom: I don’t think so. That is basically a staff job that can’t really lead anywhere. Professor: Hold on, Tom, I think I’d better tell you a little more about human resource management. 3. If you were in this situation, what type of organizational structure would you propose? 1. The managing partner is convinced the problem is not salary, because a recent survey indicated that the firm’s salary structure is competitive with that of other major firms. 2. For example, Human Resource Management and Professionals Tom Russel is a junior in the school of business administration at a large Midwestern university. Tom, who is an honor student, hasn’t fully decided what his major should be. He has considered Majoring in management, but just can’t get excited about the field; it seems to be too general. Tom’s first course in management did appeal to him; however, this was laegely because of the Professor. Tom decided to talk to this professor about his dilemma. The following conversation Occurred: Incident 1.1 After getting settled in Raleigh, one of your first projects is to meet with the four senior managers to determine why the branch has had such a high attrition rate among the younger staff. Harding Smith, age 45, tastes that the younger staff lacks dedication and fails to appreciate the career opportunities the firm provides. Wilma Thompson, age 50, says the younger staff members are always complaining about the lack of meaningful feedback on their performance, and many have mentioned that they would like to have a sponsor in the organization to assist with their development. Thompson further explains that the firm does provide policy. Brian Scott, age 40, says he has received complaints that training is not relevant and is generally dull. He explains that various persons in the firm who worked with training from time to time acted mainly on guidance from New York. Denise Rutherford, age 38, says she believes the root of the problem is the lack of a human resource department. However she says that when the idea was mentioned to the managing partner in New York, it was totally rejected. You are a senior member if a national law firm in New York City. The managing partner of the firm has asked you to head up the southern branch in Raleigh, North Carolina. This branch is 1 of 10 under the main office. On the whole, the firm has been successful since its establishment in the mid-1950s, left in the last five years, many of the younger staff have elected to leave the firm. The managing partner is convinced the problem is not salary, because a recent survey indicated that the firm’s salary structure is competitive with that of other major firms. However, he requests that you study this matter firsthand in your new assignment. 1. What do you think about the idea of a human resource department in a professional office? 2. Specifically, what future trends do you see that might help persuade Tom to major in HRM? Human resource managers should also become fully knowledgeable about present and future trends and issues in HR and other related fields. This will help them guard against becoming enamored with passing fads or ineffective techniques. So, it is very important to know the trends in Human Resource Management. 21st century is the era of strategic human resource management. Employee participation is Increasing about development and execution of the company strategy. That is, the employee is the core competitiveness of the organization. Also, the rewards focused on Ability and performance, Horizontal partnerships, interactive communication and so on, as these HRM paradigms are developed, employees can use their talents. Also, talents of them will be more used because this paradigms are being developing. Finally, this is my answer. In the future, individual personality will become more apparent. So, the talents of each people Will be diverse, and proper HRM will lead to the full capabilities of them. For this reason, the Efficiency of HRM will be the competitiveness, also the importance of HRM will be more highlited. 1. If you were the professor, what would you tell Tom? HRM is not just staff job. Have you heard people business? It is management philosophy of the McDonald’s and new trend of many Korean company. People business means people-oriented business. Not just hire, put to work and fire them. How recruit for proper human resource, give them right position and train the skills to improve productivity. And set
Transcript: Human Resource Management Equal employment opportunity Affirmative action Bona fide occupational qualifications Examples: Disabilities Age Pregnancy Family matters job candidates are found from outside 3. Testing Case Analysis 6. Final analysis cheaper and quicker to recruit business knows the strengths and weaknesses of candidates familiar with the business and how it operates. Training and Development • Training: provides learning opportunities to acquire and improve job related skills. • Training is used to make sure that the company’s new employees know exactly how they want the work to be done. • On-The-Job training: this is done while an employee is doing a job. • job rotation is used to help employees learn different jobs in the business • Coaching: occurs as an experienced person offers performance advice to a less-experienced person • one form of coaching is mentoring • Mentoring: assigns early career employees as protégés too more senior ones. • A mentor gives advice on developing skills and informs them about the organization • Modeling is an informal type of coaching • Modeling: uses personal behaviour to demonstrate performance expected of others. • Modeling is a very important influence on behaviour in organizations Advantages wider range of experience Labor-Management Relations They are important forces in the modern workplace both in the Us and around the world Labor Contracts typically specify the rights and obligations of employees Each side seems more willing to understand the need for cooperation Internal Recruitment Developing a Quality Workforce Advantages 5. Physical examination Disadvantages Disadvantages provides job candidates with all pertinent information about a job and organization Sexual harassment Equal Pay Act of 1963 Independent contractors Workplace privacy advertisements in newspapers, job search websites, job fairs and referrals from current employees to fill positions Human resource planning If you do not hire the right people who can do the work necessary, your business will not succeed in the long-term Realistic Job Previews Purpose of Performance Appraisal • Performance Appraisal: is the process of formally evaluating performance and providing feedback to a jobholder. • Evaluation purpose is intended to let people know where they stand relative to performance objectives and standards • Development purpose is intended to assist in their training and continued personal development • Managers take on a judgmental role where they tell their employees how they are performing whether it is bad or good. a set of activities designed to attract a qualified pool of job applicants discrimination occur when someone is denied a job or job assignment for reasons not job relevant U.s. laws prohibiting discrimination**** Today's workplace introduces a change to social contrast for the individual this means an emphasis on:skills, resources continuous learning, mobility For the organization, this means providing: development opportunity, challenging work assignments, the best in resource support, incentive compensation Valuing Human Capital Human capital is essential for an organizations long-term success "The key to maintaining people in ways that lead to profit, productively, innovation, and real organization learning ultimately lies in how you think about your organization and it's people..." Human resource is key to organizational success Positive human resource policies=higher organization performance takes a longer process more expensive process when applicants are found inside the organization 1. Completion of a formal application form Human Resource Management Process: Human Resource Management Off-The-Job Training • Accomplished outside the work setting • Most important form is Management Development • Management Development: is training to improve knowledge and skills in the management process • All managers no matter how high they are can always improve their skills. These skills may include: team leadership and communication skills, multifunctional viewpoints, decision-making skills, and negotiation skills. Some problems with the interviewees not prepared; have poor communication skills lack interpersonal skills How to Make Selection Decisions Some problems with the interviewers wrong questions, or talk to much wrong people do the interviewing Strategic Human Resource Management 2. Interviewing Attracting a Quality Workforce outside people bring in new ideas The Diversity Advantages The best way to succeed in today's world have a primary impact on people this means valuing diversity job-relevant talent should not be restricted Graham suggests that all serious managers should take this simple test: •Which of the following qualities would you look for in anyone that works for you? - work ethic, ambition and energy, knowledge, creativity, motivation, sincerity, outlook, collegiality and cooperativeness, curiosity, judgement and maturity, and integrity -Where can you find
Transcript: LEARNING BY DOING Introduction on HRM THEORY HOURS - PRACTICE HOURS CLASSICAL EXERCISES - ACTIVITIES INDIVIDUAL BTEC ASSIGNMENTS WEEKLY DELIVERY PLUS FEEDBACK MATERIAL READER (SENT BY E-MAIL) WORKGUIDE (SENT BY E-MAIL) ASSIGNMENTS (SENT BY E-MAIL) INTERNET COMPANIES MORE HRM Overview Unit 16 - period 2 CORPORATE CULTURE MEASURING PERFORMANCE TARGET SETTING / APPRAISAL SYSTEM STRESS MANAGEMENT BTEC Unit 16 Completion TRADITIONAL ~ FORWARD THINKING CAPITAL INTENSIVE ~ LABOUR INTENSIVE INTERNAL CONSIDERATIONS EXTERNALCONSIDERATIONS TYPES AND LEVELS OF SKILLS HAVE FUN LEARNING :) HUMAN RESOURCE PLANNING MOTIVATIONAL PRACTICE MANAGEMENT OF HUMAN PERFORMANCE Introduction on HRM • Number and title of the BTEC unit • Your name • Your team number • Your student number • Assessor name • The hand-in date Defining Human Resource Management What is human resource management and what does it involve? What do human resource managers do? Why is human resource management important for organisations? Make a mindmap in pairs of two (5 minutes) Discuss findings with another group and make a table with above categories and sum up findings (10 minutes) Findings will be discussed in class (10 minutes) Conclusion Energize What is Human resource management within a business? What are the responsibilities of a HRM manager? Let's take a look...... FACTORS INVOLVED IN HUMAN RESOURCE MANAGEMENT PLANNING (P1) INTRODUCTION ASSIGNMENT - PART 2 RESEARCH DUTCH LABOR MARKET In teams of two you will do digital research to the Dutch labor market by answering the following questions. What is the main business activity in The Netherlands? How is the Dutch economy changing? What skills are becoming redundant or obsolete? What skills are needed to support the economic changes? What is the current national unemployment rate? What is the labor supply in the country? What is the employment pattern in the local area? For example; what percentage of jobs is full time and what percentage is part time? What is the age distribution of employees? What is the gender composition of the workforce? What skills do they have? Delivery date: 18th november 2011 Activity Criteria for structure and layout assignments Make sure that your printed report has a front page with the following information: Company profile example WORK METHOD MOTIVATION THEORIES IN PRACTICE REASONS FOR DEMOTIVATION CONSEQUENCES OF DEMOTIVATION MOTIVATIONAL PRACTICE HUMAN RESOURCE MANAGEMENT IN BUSINESS Select a company that you are familiar with (for example your internship company.) The company needs to be large enough to have a proper Human Resources department. Guide line between 50 and 200 employees. Minimal requirements: Foundation Contact information Number of employees Organisational structure Products Target markets Use illustrations and website links for evidence Digital delivery: 18th november 2011 At the end of unit 16 you will know/understand the factors involved in human resource planning in organizations how organizations motivate employees how to gain committed employee co-operation the importance of managing employee performance at work INTRODUCTION ASSIGNMENT Part 1 - CREATE A COMPANY PROFILE Activity Experience - Reflection on your motivations In pairs, think about what has encouraged you to perform better in the workplace (in the past). Make notes on paper. How important is money to you when you are working? Do you work to live or live to work? What non-pay benefits (if any) have you ever received? What effect did these non-pay benefits, or lack of benefits, have on your work performance? How important has team working been to you during your experiences of work? Compare the answers of your pair with other students in the group and discuss your combined experiences and thoughts on motivation in the workplace. Class discussion
Transcript: 1.Pre-employment Medical Examination 2.Letter of Employment Contract between the Company and the employee i.Job Title ii.Starting Date iii.Starting Salary iv.Allowances v.Location of first assignment vi.Employment Terms & Conditions 3.Probation Period 4.Medical Examination Employees compensation and benefits: Salary: Employees’ salary is paid in Pak Rupee Basic salary: i. House Rent Allowances equivalent to 40% of the Basic Salary ii. Utility Allowance equivalent to 10% of the Basic Salary. Transportation and Fuel: The Company provides either Fuel allowance or Fuel cards for employees above Grade 11 as per Transportation and Fuel Allowance policy. Theoretical & Practical review To achieve complete internal and external customer satisfaction and to conform to mutually agreed requirements the first time, every time, while protecting the well- being of all personnel, assets and the environment. HR Policies Eastren Testing Service HR Policies HR Policies HR Policies Company profile Mission Vision Organizational hierarchy HR hierarchy HR policies Theoretical and practical Conclusion Recommendations Employees Recommendations 5. Working Hours 6. Attendance 7.Discipline and Termination of Employment Employee misconduct or other concerns by the Company may result in an oral warning, a written warning, a probationary period, immediate suspension without pay, demotion, termination, or any other discipline. HR Policies HR Policies Lunch income Tax Reimbursement of expenses incurred for Business purpose Travel expenses Air travel Laptops/Computers for Office use Company Profile: Eastern Testing Services (Private) Limited is a well reputed Oilfield Services Company with superior Service Quality. ETS is a wholly owned subsidiary of Eastern International Testing Services Company, WLL (EITS Kuwait), a company incorporated in Kuwait. EITS Kuwait is backed by Eastern Group for Energy Services (EGES). The Parent Company of EGES is Safat Energy, which is listed on the Kuwait Stock Exchange (SENERGY) Mission Statement Total Employees= 80 Employees in HR dept= 2 It is a centralized company and it is small as the number of employees show but it is an MNC and it has a strong image as its HR policies are up to the mark and it provides a great number of benefits to its employees as well. The company needs to focus more on its hierarchy that could be done by the efficient HR working staff. Human Resource Management Human Resource Policies HR Policies 8. Performance Evaluation 9. Gifts & Gratuities 10. Notice of Changes 11. Open Communication & Grievance Procedure Group Members Mahum Shizan Amna Hassan Hammad Kiyani Zunair Farooq Leaves: i. Public Holidays ii. Vacation Days iii. Days Off iv. Casual Sick Leave and Casual Leave v. Medical Leave vi. Compassionate Leave vii, Unpaid Leave To adhere to the highest standards of honesty and ethical behavior toward clients, employees, suppliers and the community Mobile Telephone and Connection Advance against Salary Annual Bonus Eid-ul-Fitr Bonus Field Bonus Lunch income Tax Reimbursement of expenses incurred for Business purpose HR Policies CEO Director Manager Organizational Hierarchy Prayer time: As the company is offering so many benefits still employees face an issue regarding religion. Long documentations: Employees are given facility of free medical but to approve the medical expense employees have to go through long process. Safety Rules: Company has many safety rules but only one person is looking after safety issues of 80 employees. Outline HR Department Hierarchy Conclusion HR department needs more employees Skilled HR Manager’s requirement Implementation of Decentralization Religion should be given preference Vision
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