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KICK OFF PRESENTATION

Transcript: KICK OFF MEETING 2018/2019 GRAD TRIP BREAKAWAY BEACH AGENDA AGENDA 01. 02. 03. THE BEST TEAM & YOUR ROLE THE INTEREST LIST FREQUENTLY ASKED QUESTIONS 04. PARENTS & SCHOOL ADMINISTRATION THE BEST TEAM THE TEAM 3-4 TEAM MEMBERS MIX OF BOYS & GIRLS FROM DIFFERENT GROUPS LEADERS IN THE GRADE THE BREAKAWAY EXPERIENCE THE BREAKAWAY EXPERIENCE CELEBRATE HIGH SCHOOL WITH YOUR FRIENDS MORE THAN JUST A BEACH VACATION GIVE BACK TO THE COMMUNITY INDUSTRY LEADING SAFETY SYSTEM TEAM EXPECTATIONS TEAM EXPECTATIONS ATTEND 2 TRAINING SESSIONS SELECT THE DESTINATION THAT IS BEST FOR YOUR GROUP SPREAD THE WORD ABOUT YOUR GRAD TRIP TO E V E R Y O N E BE THE FIRST TO SIGN UP FROM YOUR GRADE BOOK OFF IMPORTANT DATES HELP YOUR CLASSMATES SIGN UP DURING A 12 DAY PROMOTIONAL PERIOD ATTEND THE STUDENT MEETING, CONFERENCE CALLS & ORGANIZER GET TOGETHERS DON'T BE BORING! HAVE FUN! REPRESENT YOUR ENTIRE GRAD CLASS DEVELOP YOUR LEADERSHIP, TIME MANAGEMENT, COMMUNICATION, AND ORGANIZATIONALS SKILLS GAIN EXPERIENCE FOR YOUR RESUME & EARN A REFERENCE LETTER PICK THE DESTINATION EARN A DISCOUNT ON YOUR TRIP VIP STATUS & SWAG PERKS PERKS THE INTEREST LIST INTEREST LIST OFFICIAL LIST OF STUDENTS WHO WANT MORE INFO ABOUT YOUR TRIP HOW TO DO IT... HOW TO DO IT... SIGNING THE INTEREST LIST IS 0 COMMITMENT IT JUST MEANS YOUR FRIENDS WILL GET ALL THE INFORMATION ABOUT YOUR TRIP TIPS TIPS HIT UP DIFFERENT GROUPS OF FRIENDS ANNOUNCE WHAT BREAKAWAYBEACH IS, AND SPEND 5 MINUTES TALKING ABOUT THE SENIOR TRIP GET THEM TO SIGN ALL 3 COLOUMS NAME / NUMBER / EMAIL WORK AS A TEAM & USE TIME WISELY DEADLINE DEADLINE 48 HOURS TO ENTER YOUR LIST ONLINE CREATIVE IDEAS CREATIVE IDEAS You need to be the ultimate #BreakawayBeach cheerleader! Get creative, get inspired, and get pumped! HOW TO GET 80 % OF YOUR GRAD CLASS HOW TO GET 80 % OF YOUR GRAD CLASS CREATING HYPE CREATING HYPE YOUR PROFILE YOUR PROFILE www.breakawaytours.com/beach FAQ WHAT'S NEXT I DON'T THINK MY PARENTS WILL LET ME GO I WANT TO GO BUT I DON'T KNOW IF MY FRIENDS ARE GOING IT'S TOO MUCH MONEY I AM ALREADY GOING ON ANOTHER TRIP CAN MY FRIENDS FROM ANOTHER SCHOOL COME!? BREAKAWAY BEACH ISN'T FOR ME I HAVE BEEN WAITING FOR THIS SINCE GR9 WHERE DO I SIGN UP!? KEEP IN MIND KEEP IN MIND 01. 02. 03. SIGNING THE INTEREST LIST DOES NOT MEAN YOU ARE GOING TALK TO E V E R Y O N E - THE GOAL IS 80% ENTER THE LIST ONLINE AS YOU GO REMEMBER... REMEMBER... CONGRATS! You’re joining an incredible team of over 3,000 student leaders from across North America. You’re about to become a legend in your school by creating the most epic Senior Trip that you & your grade will talk about for the rest of your lives! PARENTS & SCHOOL PARENTS & ADMIN IN ORDER TO MAKE SURE YOUR TRIP IS A SUCCESS, ALWAYS FOLLOW THE RULES THAT YOUR SCHOOL HAS SET OUT. KEEP IN MIND THAT THIS IS NOT A SCHOOL SANCTIONED TRIP. PARENTS PARENTS Q: MY PARENTS DON'T THINK THE DESTINATION IS SAFE A: Breakaway Tours has over 30 years of experience running trips, and they run the safest youth travel programs in North America! This includes expert staff at the resort, on all excursions, and at every event. Q: "IT IS TOO EXPENSIVE" A: Breakaway Tours will provide you with the best possible price for the package you request. All of our packages can be customized to meet your group’s budget. Through working with many different tour operators and hotels, our packages will always be the best and biggest value for your money. Breakaway Tours customizes Senior Trip experiences for specifically high school students. This trip is way more than your typical all-inclusive vacation GLOBAL YOUTH TOUR OPERATOR (2016) 30+ YEARS EXPERIENCE MEDICAL INSURANCE INLCUDED NAMED ONE OF CANADA'S BEST MANAGED COMPANIES RESOURCES RESOURCES breakawaytours.com/parents Questions? Visit breakawaytours.com/faqs or call our Help Desk at 1-800-465-4257 WHAT'S NEXT WHAT'S NEXT

Kick Off Presentation

Transcript: "Confusing links" New questions: - Are movement reasons solely economic? - What happened to the role of violence and discrimination? - What happens when movement and networks transcend European borders and incorporate new global trends (e.g. technology)? - Is activism playing a role in this recent migration wave (1971- ...)? - How do these processes affect Roma identity? Main Objective: Tracking the discourses and practices associated with recent Roma mobility processes towards the "West". Migration / Nomadism The phrase (2010-2011) - Inclusion of central and east European countries... - Freedom of movement (?) Do we let everyone move? (who is everyone?) What happens to the borders? Freiburg Cultures of Mobility in Europe... San Juán de Girón My purpose became, then, create a project that would include all these doubts and questions... BOGOTÁ. (2006 - today) - First attempt: in the streets... - First contact: Conferences and Performances. - Anthropology Studies: National University of Colombia --- Thesis title "Lo gitano" / "Gypsiness" The role of stereotypes on these public performances F. Barth - "ethnicity" --- S. Moscovici - "social images" --- V. Turner "liminality" C. Silverman - "Gypsiness" --- T. San Román - "estigma". During and after fieldwork: - Stories of Roma migration - escaping from the fascist regimes... (Germany!) - Roma networks of travel: all Colombian cities, Argentina, Venezuela, Spain, USA, Canada... -Digital networks (cell-phones; internet...) - Stories of trans-continental Roma movement (Czech R., Opre Roma) - The first academic text I read about Roma people: "Le Vurmi le Trayoske" (Höllander: 2004) - "The trails of life" [Santiago de Chile]. (Roma) (Movement) Mobility Given the diversity of contexts, discourses and practices associated to Roma population movement. Leiden Tracking Strategies: Multi-sited Ethnography Following the Paths... Following the life - the conflicts... A translocal endeavor: "chains, paths, threads, conjunctions, yuxtapositions"... Scalability... Identity in the context of... - The only town famous in Colombia for the presence of Roma people. - Where Prorrom, the first Roma activist organization in Colombia, was born. The European Union (1993 ... 2002... 2004... 2007) Practices: - Daily negotiation of identities... - Creation, reinforcement, dillution of (multiple) connections... - Concrete dynamics of networks (technology, family, activism, religion, etc.) Ethnicity E. Acuña made me think about intertwining the topics I was familiar with, with COME´s approach... ...using the following concepts: - The myth says, it was the place where a Hungarian theology student, Vályi István, compared Romani with Sanskrit: the Roma Diaspora theory was born. - Talking about Roma/Dutch travelers with people from all over Europe... - The project that I had always wanted: an approach to the daily life of the Roma I had worked with. - Cultural anthropology emphasis: Multi-sited ethnography. Ethnic identity contruction Verkuyten - "ethnic identity" --- Nagel - "ethnicity" --- A. Tsing - "scalability" J. Okely - Diaspora revision --- D. Mayall - "historical constructions" Historical associations: The stranger/the foreigner: - Romantic movement: the exotic traveller - The dangerous traveller (beggars, vagrants, etc.) Origin / Ancestry: - The Romani speaker diaspora... A "nomadic present lyfestyle": (1997 - today) Roma Mobility Includes, but is not limited by, European borders... A recent Roma migration model (Marushiakova and Popov 2010)-- Three waves: - First appearance in Europe - 15th Century - Slave Liberation (Moldavia, Wallachia) - 18th Century) - Recent migration - 1960´s on (Westward...) Inscribed in the continental labor migrations towards the "rich West". (?)

Kick-Off Presentation

Transcript: Goal both personal and career -To identify specific accountabilities and responsibilities as Associate Consultant or Consultant If everyone in an organization knows their Accountabilities and Responsibilities, they will be able to have ownership on every action that they make and this will reduce having blame-games What can you do better to close more jobs? Josh Lagasca Which of the competitors you want to beat next year and how will you do it? Focus Area of Improvement and Checklist / Lessons Learned Goal both personal and career To be able to close jobs that will be assigned to me once promoted as Consultant To meet daily/weekly/monthly KPIs How can you show more ownership to the company? Why is it important? How can you show more ownership to the company? Why is it important? Focus Area of Improvement and Checklist / Lessons Learned How can you become more helpful to the company & management? Kick-Off Presentation Approach Call Tactics - proper research on client and industry (Market Map) - review and know more about the job assignment (job description and job brief) - create relevant scripts for the job Lessons Learned: Call Handling - I was able to learn more technical and tactical knowledge in approaching candidates. My team leader never fails to share his knowledge about call handling specifically for this type of business. Similar to showing ownership to the company, I will be more helpful or everyone will be more helpful if each and everyone knows what is expected of them by knowing what they are accountable of and what they are responsible of Which of the competitors you want to beat next year and how will you do it? Topics to Discuss How can you become more helpful to the company & management? Competitors: Monroe, HRNet One and MRI - Help in 360 Search's SEO Boost - Help in the improvement of 360 Search's Social Media presence - Impove approach calls to have a stronger presence with clients in terms of providing shortlist and to clients by leaving a strong impression during approach calls To be able to handle own jobs and become a Consultant within 3-6 months To be regularized within the next 3-4 months To be able to help in closing jobs for Consultants and Team Leaders 1. Help in identifying and verifying qualified candidates thru appropriate questions asked during approach calls 2. Provide updated market maps which would help Consultants and Team Leaders 3. Help colleagues by sharing ideas and knowledge about a certain job or industry To learn more about other industries and different functions What can you do better to close more jobs?

Kick-off Presentation

Transcript: What do you know about people leaving your company? Increase responsibility Be a mentor/mentee Acknowledge accomplishments Work together Listen to them Make use of technology Keep them challenged Work/life balance 46% service kiosks Self-involved Best educated generation in the history Have strong desire for rewarding opportunities Driven less by money and more by accomplishments Quick to go online Learning orientated Work hard if engaged Loyal to the company, but not concerned about job-hopping Do you know what generations your people fit in and how that may influence them? Mature (1922 - 1945) Boomers (1946 - 1964) Generation X (1965 - 1980) Millennials (1980 - 2000) This year, all Boomers will become at least 50 years old Value freedom and responsibility Ambitious and eager to learn new skills Value frequent training that relates not just to their job, but to their careers Want work schedules and work-from-home options Prefer to work alone rather than in teams Supreme skeptics and cynics and value authenticity - don't expect blind loyalty 16 leavers were high potential people 57% We should make sure they won't leave to another company. Planning your headcount Predicting the number of positions opening up as a result of retirement Identifying the highest turnover areas and related reasons Not only do we need to be concerned with how to retain and engage them, but we also have to understand how they operate. People in your organization According to the CEO’s around the world the top 2013 challenge was Human Capital.Shortage of qualified talent was identified as the biggest threat to business success. Some more facts... 83% of them are Generation X Talent Mature 8 % are Millennials. Their number is expected to grow as they enter the workforce. 60% % Voluntary separations 42% Based on the historical performance and separations data HR Analytics can help you to: Employees Discover behaviors patterns Discover correlations Build regression models- statistical technique used to describe the possible relationship between variables Conduct employee surveys to identify specific event drivers (turnover, retention) 54% 23% What makes Millennials so significant 75% Motivated by: removal of rules and freedom online communities Generation X Where did they go? 59% Identify your top talents Strengthen top talent retention Assess training effectiveness Generation X Work/life balance Make use of the data available and translate it into action. How can we attract them to stay with the company? Better insight to manage the workforce and drive HR Strategy Greater ROI on talent management initiatives Higher levels of compliance Improved levels of workforce productivity Technologically savvy What do you know about them? We can inform you that there are 158,423 people. In 2013 61% of people who left the company, left voluntarily Analyzing past business performance will help to drive meaningful insights and make informed business decisions. 1% 45% Mature Generation 49% 80% own a smart phone of which 45% do most of their online browsing on them 68% search for a solution online first. 32% prefer the following alternative channels: live chat or virtual assistant on websites, text messaging (SMS), smartphone applications, service kiosks, social networks and online communities 42% expect customer support on social media within 12 hours of a complaint or comment 2014 48% This translates to 25k people will be retirement eligible in the next 5 years. Benefits of HR Analytics What is the ROI of our training investment in the workforce? Is it better to build, buy or rent talent? What is the right workforce cost? text messaging (SMS) What is our workforce productivity? Is it improving? How do we rank? 44% of them are eligible for retirement(age>55) How do these generations differ? 57% On average, people tend to actually retire at the age of 59. 19% 40% Are leaders effectively managing human capital? What leader actions correlate to employee engagement, retention and performance? Does our top talent come from leadership? How do we accelerate more women/diversity in leadership roles? Costs and ROIs live chat or virtual assistant on websites These are some other questions analytics may help to get answers for... The first Millennials graduated college in 2002 and are now entering the workforce at the same time Boomers are retiring Estimated at 80 million in number in the US, the Millennials have already surpassed the Boomers Difficult job market conditions have specifically effected the youth and will result in less experienced young workers. Boomers 23% Motivated by: being respected It's no longer about recording and delivering data. It's about driving meaningful insights that can result in specific actions. Currently only 6.20% of professionals and leaders are high potential Believe in conformity, rules and authority Loyal, disciplined, detail-orientated Dislike conflict Prefer hierarchical organizational structures Do you know who are your

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