At Seton Hospital, make slashed costs by 32 in 6 months by implementing, lean training across all departments. Cut stockroom waste by 65 with a new. Skilled in Continuous Improvement, Agile, and Business Process Improvement. (see the full project manager resume boom. Thats how to introduce yourself on a resume. The hiring manager just spilled her coffee looking for your contact info. Whats so great about it? It fits the job ad and has numbers that quantify the accomplishments.
It works like a resume about me section thats a few sentences longer than a resume headline. This opening statement gives bleary-eyed managers a jolt of adrenaline. It should: Match the employers needs, list achievements and skills, include measurable achievements. It works as a resume profile and answers the classic interview question: Tell me about yourself. Here are two resume summary examples. Both target a job that wants cost-cutting, lean, and Kanban skills. Right, passionate Project Manager pmp with 10 years of experience, seeking to increase profitability for.
Heres a sample resume with a summary statement made using our resume builder. Want to save time and have your resume ready in 5 minutes? . Try our resume builder. Its fast and easy to use. Plus, you'll get tips and right vs wrong examples while writing your resume. See 20 resume templates and create your resume here. A sample resume template with a summary—. What is a resume summary? A resume summary is a short, snappy introduction paragraph that provides an overview of your best work.
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Hiring managers skim them. A glance here, a glance there, and in the trash you. A resume summary statement can change that. By showing the few things that make you sparkle like diana Prince in business-casual. Most wont do it, business which makes it easy to stand out.
That puts write you 249 steps ahead. This guide will show you: How to write a resume summary that unleashes a barrage of interviews. 25 resume summary examples you can use to simplify your job search. What to put in a summary statement for resumes to make the manager stop skimming. Which skills and achievements to put in a professional summary—and what to leave out.
Problems with high performance teams not wanting to accept low performance team members, which affected cross-learning. In terms of the skill-based pay, employees felt pressured and disliked. Y case 2:Difficult to establish realistic performance goals and most team out performed expectations; adjusting goal was found unacceptable by employees. Peer evaluations were difficult because judging other team members was usually not objective. Y case 3:Some employees felt bribed and insulted. Others were accepting but mentioned they would have worked hard anyway.
Y case 4:Short term positive results but comparison amongst merging companies made employees feel they were not being provided with the same amount of salary bonus benefits as parent company employees. Credibility was tarnished when amount of expected pay-outs was not received. Y case 5:Positive results in terms of completion of project and communication of importance and high priority. However, employees felt they would have worked just as hard. At the same time, they appreciated the pfp program and expected more of them in the future. Youre about to write a resume summary that gets a lot more interviews. First the bad news—, nobody will read your resume. Youll send a million copies and theyll vanish like keyser söze. The average job gets 250 resumes.
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Can they perform advantages just as hard with other means of motivation? Is dissertation the pfp plan understood? These questions must all be answered before any program is implemented. At the same time, companies must be aware of the long term effect of implementing short term or long term pfp plans, and the impact it might have on company culture. In the end, employees will always want to be paid more, but will value more the respect and importance the company they work for provides to them. Group F 2, additional: Extra insights and conclusions on hp study results of pfp in each hp division to complement the article summarized before, we add the main results encountered when studying pfp plans in each of hp s 5 divisions. Y case 1:levels of performance where over achieved and management saw too many costs involved. Management tried to adjust the levels but employees were at a discontent because they were now accustomed to their higher pay.
Informing all employees of a very detailed and numerical factor pfp plan might be better to do in person with a more visual approach. A simple letter informing about how an employee will be paid depending on a certain amount of outputs with guarantees and then reductions or other issues might be a little complicated to understand. The company must take into consideration what type of employees they have in order to adequately inform them of how they will be paid. This is thesis noted on the employee s focus on the guarantee part of the pfp plan, which is the apparent complaint. Overall, it is our opinion that pfp plans are a delicate matter and the receivers of the benefits must be taken into consideration. What is it that they really want? Do they really need a money factor to work harder to achieve a goal?
for the most part negative or not as expected, and those that had shown to be positive were perceived to be focused on the short term. In all situations management felt that the costs outweighed the benefits and employees felt that they could have been motivated in other forms or would have done the jobs expected from them anyway. This is very similar to the situation at hand in Safelite auto Glass. Safelite auto Glass management was implementing a pfp plan to create motivation, strive for employee loyalty, and push for hard work in order to end with high operating profits. However, the process of implementation was having several problems, mainly due to communication. The plan seemed to be greatly beneficial to both management and technicians, but how it would work did not come across as expected. Communication is key in situations where the company has a limiting or negative factor, which was the case with their plan.
They all implemented different pfp programs which provide an insight on the results. Main reasons for implementing a pfp programs: y support a transition to self-managed teams, with a focus on teams rather than individual performance. Y implement complementary teams and provide individual performance incentives. Y one time need for hard work and motivation to achieve a specific goal. Y increase desired behaviors before merging companies; such as individual initiative and responsibility, willingness to learn, adaptiveness, teaming and collaboration, hustle, willingness to confront conflict, and focus and attentiveness. Y communication of high priority save of projects and create focus solely on that. The types of pfp programs that were used to achieve this were: Group F 1 y team base pay added to base pay when goals were achieved through levels of performance and skillbased pay system certified by subject matter experts. Y skill-based pay dependant on team and individual performance. Evaluation by peers and management.
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Download, report, description, human Resources Designing Compensation Systems Summary: Promise and Peril in Implementing pay-for-Performance The purpose of this article is to analyze a series of experiments. Transcript, human Resources Designing Compensation Systems Summary: Promise and Peril in Implementing pay-for-Performance The purpose of this article is to analyze a series of experiments done by beer and Cannon, hbsscholars, which provide an insight on the behaviors taken by management when implementing and consequently. These experiments were conducted in 13 different locations; each of which had their own pfp plan, different implementation methods, and reasons for elimination. It also described the assumptions made to analyze adequately each situation considering the scholars find that not much research has been done to how is the decision making process of managers when opting for pfp plans. Main assumption of scholars was that pfp plans are easier to implement essay in an organization where: y the culture discourages opportunism, y top management encourages the culturewith examples, and y employees have long-term careers where reputation is a valuable asset. This is why it was interesting to see what had occurred in hp where high commitment of employees is the culture, at least in the mid 1990s. The scholars focused on 5 of the 13 cases to provide their conclusions. The five divisions were a san diego site, boise Printer Formatter Shop, prco loveland, colorado memory systems (a merging division/company and the workstations Group.