Sentences with phrase «at organisational level»

This is a great example of self - regulation and minimal sufficiency at work at an organisational level,» Professor Sanders said.

Various respondents talked about the need for relationships to exist at an organisational level.

At organisational level, I partner with visionary leaders who want to innovate their companies» career management practices, so their staff can engage, thrive and play to their strengths.

On her blog, AJ on Brand, Alicia recently took a break from writing about leading change at an organisational level to leading change on a personal level with a series on creating a personal 10 - year plan.

A SAR needs to be driven by individual teams or departments, rather than written at an organisational level before being cascaded down to junior members of the team.

At an organisational level, the UNICEF Baby Friendly Hospital Initiative (BFHI) accreditation of the hospital results in improvement in breastfeeding outcomes for infants including those in NICU (Dall «Oglio 2007; Entwistle 2013; Parker 2013; Renfrew 2009).

Not exact matches

Key themes are: a) The impact of maternal health policy at a health system and service delivery level, and on health outcomes and users» experiences b) The social and organisational implications of the translation of innovative health technologies into health care.

At every organisational, strategic and professional level, we need to be thinking about what we can do to engage mothers and fathers.

«There appear to be new difficulties from top to bottom, from central policy - making, through loss of expertise resulting from the substantial staffing and organisational changes caused by the re-organisation, down to the ability to deliver at a local level.

We simply have a massive organisational problem at a grassroots level because we have a top - heavy party structure.

He's held director level and management roles at Electronic Arts, Infogrames and Criterion specialising in game and technology development, operational management and organisational development.

In this chapter we make no specific assumptions about the rate and direction of technological change into the future, recognising that very wide ranges of potentials will exist at the local and organisational levels at which climate vulnerability and responses will often be shaped, and also that the knowledge base referenced in the chapter reflects a range of assumptions about future trends.

We have had to work collaboratively with Human Resources to integrate KM as a recognised organisational firm and embedd this into the performance appraisal process to give KM weight and ensure there is uptake from staff at this level to contribute to organisational knowledge building.

The organisational failing needs to be a substantial element of the breach and fall at senior management level.

RECRUITMENT CONSULTANT BIRMINGHAM CITY CENTRE # 18 - # 22K PA PLUS UNCAPPED OTE If you have the drive and ambition to succeed in a highly pressurised environment Extra Personnel are currently recruiting for: INDUSTRIAL RECRUITMENT CONSULTANT Hours of Work — Monday — Friday 40 hrs per week with flexibility to the business KEY DUTIES OF THE RECRUITMENT CONSULTANT * To identify suitable candidates for current and prospective industrial clients * Conduct interviews and full reference including right to work for all workers * To canvass new and existing clients to generate new business opportunities * Ensure that all clients and workers comply with health and safety legislation and promptly refer any concerns to the branch manager * Maintaining quality and ISO procedures in line with Standard Operating Procedures to ensure effective, positive quality audit results * Liaising daily with the clients and managing expectations including job requirements, hours of work and rates of pay * To conform to all statutory employment and contractual legislation * To ensure all administrative requirements are satisfied to ensure candidates are paid correctly, promptly and customers are invoiced promptly and correctly * Covering out of office calls and demands on a rota requirement * On time reporting of key information to Extra Personnel SKILLS REQUIRED FOR A RECRUITMENT CONSULTANT * Strong Sales and Customer service experience within a fast paced changing environment * Able to communicate at all levels from worker to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement training

The Individual: * Excellent interpersonal, organisational and communication skills * Able to demonstrate advanced CAD and BIM technical knowledge * Ability to communicate effectively at all levels of the business * Good team player whilst remaining self - motivated * Excellent problem solving abilities * Excellent time management and prioritisation * Creative thinker with a can do attitude.

The Person: - Experienced Temps Recruitment Consultant but will cross train - Preferably experience in Secretarial / Support staff but happy to cross train - Track record of billing and client development essential - Able to work in a fast paced environment - Ability to build relationships with both clients and candidates at all levels - Needs to be well presented with excellent organisational and communication skills - Must be a team player - Pro-active and consultative in approach - Hardworking and motivated

KEY DUTIES OF RECRUITMENT CONSULTANT * Managing drivers and being point of contact for resolving issues * Conduct interviews / pre screen and full reference of all drivers * Ensure that all clients and workers comply with health and safety legislation and promptly refer any concerns to the branch manager * Maintaining quality and ISO procedures in line with Standard Operating Procedures to ensure effective, positive quality audit results * Liaising daily with the clients and managing expectations including job requirements, hours of work and rates of pay * Self generate new clients via cold calling and expanding on existing client opportunities * Meet with new and existing clients to account manage and advise of the services available to them * Generate new drivers by way of advertising, social media and networking * Covering out of office calls and demands on a rota requirement * Planning a weekly rota / submitting accurate payroll data / reporting KPI data * Maintaining and increasing daily route allocations — ensuring the customer promise is delivered * Training of drivers in all aspects of the job * Managing claims for damages, insurance and fines * On time reporting of key information to Extra Personnel SKILLS REQUIRED: Recruitment Consultant * Strong Sales and Customer service experience within a fast paced changing environment * Able to communicate at all levels from driver to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement training

To address both the actual and perceived burden of red tape on Indigenous communities, the Morgan Disney report recommends a «paradigm shift» at the federal level to bring about organisational and cultural change.

There is a need to build and strengthen relationships between parties separate from the particular transaction that first brings them together and to ensure that relationships exist at an organisational, as well as an interpersonal level.

The dual governance boards which Local Area Health Networks established to eradicate racism at the organisational and direct service delivery level are also no longer needed.

So please take the time to watch this clip, to share it around, and to reflect upon your communications style, whether at an individual or organisational level.

The need to support and to develop appropriate organisational mechanisms is stressed but not at the expense of meaningful Indigenous participation at local national and international level (p107).

One of the first steps is to understand a child's community, what their needs are, who they are, and building relationships both at an individual level, as well as an organisational level.

Workload, in particular tight deadlines, too much work and too much pressure or responsibility, a lack of managerial support, organisational changes at work, violence and role uncertainty are identified causes of work - related stress.1 These factors are antecedents of sickness presenteeism which is mediated by mental and physical health.2 At the individual level, chronic stress produces long - term deleterious effects in health, namely, cardiovascular diseases, 3 burn - out, anxiety and depression.4 Sickness absence in Europe is associated with psychosocial work factors.5 The link between work performance, stress and health poses an important challenge to workers, employers and organisations in general, as stress should be monitored and mitigation measures implemented accordinglyat work, violence and role uncertainty are identified causes of work - related stress.1 These factors are antecedents of sickness presenteeism which is mediated by mental and physical health.2 At the individual level, chronic stress produces long - term deleterious effects in health, namely, cardiovascular diseases, 3 burn - out, anxiety and depression.4 Sickness absence in Europe is associated with psychosocial work factors.5 The link between work performance, stress and health poses an important challenge to workers, employers and organisations in general, as stress should be monitored and mitigation measures implemented accordinglyAt the individual level, chronic stress produces long - term deleterious effects in health, namely, cardiovascular diseases, 3 burn - out, anxiety and depression.4 Sickness absence in Europe is associated with psychosocial work factors.5 The link between work performance, stress and health poses an important challenge to workers, employers and organisations in general, as stress should be monitored and mitigation measures implemented accordingly.6

This cross-sectional study therefore investigated the relationship between on the one hand, organisational, individual and socio - demographic factors and on the other, the level of social support at the workplace, i.e., the degree of supervisor support and a supportive work

Further, multisite studies of community implementation of evidence - based therapies need to identify barriers at the patient, clinician, family or care organisational level that reduce treatment adoption and sustained use in practice.

It is an ambitious document that aims to embed cultural respect at the «corporate, organisational and care delivery levels» of the health system.254

At the most basic level, we need skilled members, organisational support, and strong governance structures to ensure we can utilise our native title rights and interests, and make informed choices about our development.

To this end the Government should work with Aboriginal and Torres Strait Islander peoples, their representatives, and other organisations such as the Office of the Registrar of Indigenous Corporations to identify and develop capacity building opportunities for inclusion in the IEDS at the individual, organisational and community levels.

encourage, facilitate and, where practicable, collaborate with relevant bodies at the national, state, territory and local levels to develop practical, culturally - informed educational and training materials, tools and resources to support the delivery of governance and organisational development at the local level