Sentences with phrase «high potential employees»

Professional Duties & Responsibilities Managed all aspects of branch location including personnel and daily operations Oversaw employee hiring, training, performance reviews, compensation, and termination Interfaced with business, insurance, and investment partners to provide holistic client service Analyzed local, niche, and national markets to identify potential sales opportunities for clients Generated significant revenue through successful leveraging of bank products and services Built long - term relationships with key industry contacts to expand company reach and sales Conducted Management Self Assessments, audits, and compliance activities Monitored adherence to legal and corporate procedures protecting company and client assets Resolved escalated customer service issues promptly, professionally, and effectively Implemented measures to significantly increase operational efficacy and efficiency Identified and developed high potential employees increasing their value to the company Designed and implemented employee recognition program elevating corporate morale Performed teller services including cash handling and bank vault oversight Tracked sales referrals guaranteeing observance of proper procedures and policies Reviewed ledgers, branch audit logs, and closeout, balance, and M&D reports Provided excellent customer service resulting in client satisfaction and repeat business

• Improving bench strength for succession planning and retaining high potential employees by identifying key talent, and creating action oriented development plans, surrounding key competencies, to engage and retain.

Abby has worked with executive women, senior managers, emerging leaders, high potential employees and new supervisors at top companies including NASA, Foreign Service Institute, Georgetown University (MBA program) and Lee Hecht Harrison where she was instrumental in providing career advancement coaching and brand elevation solutions.

He coaches emerging leaders and high potential employees to communicate effectively, bring positive motivation and engagement to their teams.

It is also a recruiting tool that benefits employers with high potential employees who are focused on growth and learning.

If you have a high potential employee who is too eager to climb the corporate ladder, for example, you can use the five levels to help them understand how they can gain more autonomy over time by first earning the trust of their manager.

Not exact matches

Important factors that could cause actual results to differ materially from those reflected in such forward - looking statements and that should be considered in evaluating our outlook include, but are not limited to, the following: 1) our ability to continue to grow our business and execute our growth strategy, including the timing, execution, and profitability of new and maturing programs; 2) our ability to perform our obligations under our new and maturing commercial, business aircraft, and military development programs, and the related recurring production; 3) our ability to accurately estimate and manage performance, cost, and revenue under our contracts, including our ability to achieve certain cost reductions with respect to the B787 program; 4) margin pressures and the potential for additional forward losses on new and maturing programs; 5) our ability to accommodate, and the cost of accommodating, announced increases in the build rates of certain aircraft; 6) the effect on aircraft demand and build rates of changing customer preferences for business aircraft, including the effect of global economic conditions on the business aircraft market and expanding conflicts or political unrest in the Middle East or Asia; 7) customer cancellations or deferrals as a result of global economic uncertainty or otherwise; 8) the effect of economic conditions in the industries and markets in which we operate in the U.S. and globally and any changes therein, including fluctuations in foreign currency exchange rates; 9) the success and timely execution of key milestones such as the receipt of necessary regulatory approvals, including our ability to obtain in a timely fashion any required regulatory or other third party approvals for the consummation of our announced acquisition of Asco, and customer adherence to their announced schedules; 10) our ability to successfully negotiate, or re-negotiate, future pricing under our supply agreements with Boeing and our other customers; 11) our ability to enter into profitable supply arrangements with additional customers; 12) the ability of all parties to satisfy their performance requirements under existing supply contracts with our two major customers, Boeing and Airbus, and other customers, and the risk of nonpayment by such customers; 13) any adverse impact on Boeing's and Airbus» production of aircraft resulting from cancellations, deferrals, or reduced orders by their customers or from labor disputes, domestic or international hostilities, or acts of terrorism; 14) any adverse impact on the demand for air travel or our operations from the outbreak of diseases or epidemic or pandemic outbreaks; 15) our ability to avoid or recover from cyber-based or other security attacks, information technology failures, or other disruptions; 16) returns on pension plan assets and the impact of future discount rate changes on pension obligations; 17) our ability to borrow additional funds or refinance debt, including our ability to obtain the debt to finance the purchase price for our announced acquisition of Asco on favorable terms or at all; 18) competition from commercial aerospace original equipment manufacturers and other aerostructures suppliers; 19) the effect of governmental laws, such as U.S. export control laws and U.S. and foreign anti-bribery laws such as the Foreign Corrupt Practices Act and the United Kingdom Bribery Act, and environmental laws and agency regulations, both in the U.S. and abroad; 20) the effect of changes in tax law, such as the effect of The Tax Cuts and Jobs Act (the «TCJA») that was enacted on December 22, 2017, and changes to the interpretations of or guidance related thereto, and the Company's ability to accurately calculate and estimate the effect of such changes; 21) any reduction in our credit ratings; 22) our dependence on our suppliers, as well as the cost and availability of raw materials and purchased components; 23) our ability to recruit and retain a critical mass of highly - skilled employees and our relationships with the unions representing many of our employees; 24) spending by the U.S. and other governments on defense; 25) the possibility that our cash flows and our credit facility may not be adequate for our additional capital needs or for payment of interest on, and principal of, our indebtedness; 26) our exposure under our revolving credit facility to higher interest payments should interest rates increase substantially; 27) the effectiveness of any interest rate hedging programs; 28) the effectiveness of our internal control over financial reporting; 29) the outcome or impact of ongoing or future litigation, claims, and regulatory actions; 30) exposure to potential product liability and warranty claims; 31) our ability to effectively assess, manage and integrate acquisitions that we pursue, including our ability to successfully integrate the Asco business and generate synergies and other cost savings; 32) our ability to consummate our announced acquisition of Asco in a timely matter while avoiding any unexpected costs, charges, expenses, adverse changes to business relationships and other business disruptions for ourselves and Asco as a result of the acquisition; 33) our ability to continue selling certain receivables through our supplier financing program; 34) the risks of doing business internationally, including fluctuations in foreign current exchange rates, impositions of tariffs or embargoes, compliance with foreign laws, and domestic and foreign government policies; and 35) our ability to complete the proposed accelerated stock repurchase plan, among other things.

When I conduct leadership development programs, I teach the leaders in the program about the importance of coaching and developing each of their employees in order for them to reach their highest potential.

Would you like to work in a field where average salaries are in the six figures, the potential for raises and promotions is high, demand for employees far outstrips supply, and you can easily start your own business?

If you have a high - potential employee, chances are good they think about their future and career frequently.

As you identify your high - potentials for leadership roles, the ones who will really get their tribes to respond and engage at a high level will listen with this modus operandi: how can I help my follower to be the best person and employee he / she can be?

Writers, designers, programmers, social media specialists and more can be found affordably online and the potential return on investment (ROI) can be high compared to retraining current employees or hiring new ones.

Just as Olympians need great coaches to reach their highest potential, your high - performing employees need coaching to do the same.

HR may be sponsoring mentoring programs and business resource groups, legal may be doing pay equity analyses, and talent may be conducting employee engagement surveys and looking at high potentials.

This means tech leaders need to be adamant about finding data - driven ways to assess employee engagement and happiness so they can pay more attention to high - potential yet restless employees.

There's also one - on - one coaching on career progression, an approach mirrored at Chubb, where high - potential employees are paired with senior leaders who provide mentorship and sponsor them to advance.

HiPO (High - Potential Employees) are the most sought - after employees in the job market today and for goodEmployees) are the most sought - after employees in the job market today and for goodemployees in the job market today and for good reasons.

21 % of employees are estimated to be employee advocates, another 33 % have high potential to be employee advocates.

They create an environment of empowerment unique to our company and provide high - potential employees with unlimited growth opportunity.

Among those, Rochester landed high on a list of potential sites nationally for its low cost of living and access to employees.

It would create a recruiting database to make high - quality potential employees aware of positions at the VA, provide for additional opportunities for career training and advancement for current VA employees through fellowship positions and establish a promotional track for technical experts.

Hundreds of similar vacancies are advertised at any time online promising high wages to potential employees.

In addition, business leaders committed to change their hiring practices so that a potential employee's academic transcript is considered in the hiring decision, and to give high priority to the quality of a state's standards when locating or expanding their businesses.

First, the average teacher effectiveness will likely decrease, as much higher employee turnover will easily offset any potential effectiveness gains.

When a high - potential employee checks out a company, where do they go?

So while an organization like Google won't be looking at how often someone votes when assessing a potential employee, the underlying traits that lead to higher civic participation — empathy, self - control, and self - efficacy — are highly sought - after.

At the recent State Department of Education meeting in which a group of school superintendents were instructed on how to mislead parents about their right to opt out of the Common Core SBAC testing scheme, one high ranking employee with the state department of education mocked concerns about the potential misuse of the data collected during the SBAC testing process.

Another potential reason to limit is the legal HCE limit (HCE = Highly Compensated Employee)- companies with broad income spreads might have the problem that the higher earners save a lot (because they can or because they are better educated about it), and the distribution becomes so uneven that the HCE laws get them in trouble.

Working with two of the largest high - kill shelters in the country, HeARTs Speak will provide free digital cameras, lenses, lighting equipment and backdrops, plus a two - day workshop to train shelter employees on how to use the equipment and take the types of photographs that get shelter animals noticed by potential owners.

For example, the service provider wants the ability to promote or provide new challenges to high - potential employees and to allow its employees to seek new opportunities without the employees having to terminate their employment relationship and go elsewhere.

Assessing employee potential is another means in which a worker will find confidence in their performance and work to even higher standards.

Conversely, the chances of an employer unintentionally violating the Human Rights Code are high and the potential liability can be significant, as was most recently evident to an employer that was ordered to pay an employee, among other things, approximately 9 years or $ 500,000 in lost wages and $ 30,000 in general damages for failing to accommodate her return from a disability leave: Fair v. Hamilton - Wentworth District School Board 2013 HRTO 440.

Discriminating in favor of the higher - paid employees in your workforce with respect to health benefits can have significant tax consequences and potential penalties under the Affordable Care Act.

We have extensive experience conducting high - stakes internal corporate investigations of alleged employee and management misconduct and potential violations of federal and state laws, as well as advising corporations and their boards in responding to law enforcement and regulatory inquiries.

The practice's recent representations include: (i) CONMEBOL in connection with U.S. criminal investigations and prosecutions into allegations of bribery and corruption in the international soccer world; (ii) the Special Committee of Banco BTG Pactual S.A. («BTG Pactual») in an internal investigation of alleged corruption involving its former CEO and other bank executives, in which we found no basis to support the allegations against the Bank and its employees; (iii) two of the largest construction companies in Brazil in potential civil and criminal investigations and litigation involving the Petrobras bribery scandal (Lava Jato), the largest corruption scandal in Latin American history, involving allegations of over $ 2.5 billion in bribes and kickbacks; (iv) the Government of Brazil in a corruption matter involving former senior government officials and multiple jurisdictions; (v) the General Manager of one of the largest energy companies in Central America in connection with allegations of bribery in Guatemala; (vi) a Mexican high - ranking executive for Wal - Mart Stores, Inc. in connection with DOJ and SEC FCPA investigations against Wal - Mart; (vii) a large Argentinean oil company and its owner, one of Argentina's wealthiest individuals, in connection with high - profile DOJ and SEC investigations involving alleged FCPA violations to secure an extension of oil rights in an Argentinean oilfield; (viii) the United State's largest chemical and industrial products companies in an internal investigation of alleged corruption involving its Mexican subsidiary; (ix) the Rosenthal family, one of the most prominent families in Central America, in a number of related criminal matters; and (x) a senior executive of one of Venezuela's largest engineering companies in DOJ investigations into corruption and money laundering involving PdVSA.

Generally speaking, corporate executives and employees summoned to testify receive separate counsel owing to potential conflict of interests, at least in high - profile cases.

Businesses with a higher number of employees can expect to pay more for insurance because their potential for claims are higher than a business with few, or no, employees.

The skill may be possessed by potential replacements, but replacement employees might have to be recruited at higher salary levels.

These qualities will attract a greater number of career opportunities as well as higher quality, as employers and potential employees often flock to the sites best known for providing results.

Performance management is ultimately about supporting employees to perform to their highest potential and this can not be achieved through an annual performance review.

Although no employer wants to waste company time discussing a contract with a potential employee who'll ask for a higher salary than the company has budgeted for the position, they'll also expect you to ask for a raise, since this is common practice for new hires.

The California Psychological Inventory ™ (CPI ™) assessments help you improve organizational performance and enable you to find and develop high - potential employees and leaders while cultivating a talent pool for ongoing success.

She was an Organizational & Human Performance Consultant for the company's financial institution clients.Cathy is a certified facilitator for a variety of performance management workshops including «Helping Others Succeed ``, «Leading High Performance Teams ``, and «The Art of Coaching: Enabling Employees to Achieve Their Potential ``.

Apply For Positions That Match Your Highest Skills: Using strong language skills and describing full range of your potentials makes the employers aware of your value as an employee.

As with employee referral programs, a major potential benefit of a friends program is the opportunity for an employer to source high performing individuals who are not looking at job advertisements or otherwise actively seeking new jobs.

2003 Assistant Manager • Responsible for training all new hire employees • Handled employee relation issues • Conducted weekly audits of receipts • Interviewed potential employees • Responsible for weekly scheduling • Maintained a high level of customer service and customer satisfactionAreas of Strength: • Strong communication skills • Analytical problem solver • Time management skills • Driven to learn and apply new ideas • Ability to multitask and perform a wide array of duties • Experienced in balancing priorities for short term and long term goals.Computer Applications: • Windows XP • Microsoft Word • Microsoft Outlook • Microsoft Excel • PowerPoint

«In fact, when developing leaders, employers will often suggest that a «high potential» employee take on a role leading a group of volunteers.

In addition to developing your high potential talent, the organization builds a deeper engagement with its employees.

Live agent inbound and outbound contact centre services Responsibilities: • Day to day management of the recruitment department • To work closely with the operational management teams to identify all recruitment needs for the contact centre • Continuously source cost effective methods of recruitment and to maintain a healthy recruitment pipeline which matches the business needs • To drive direct recruitment channels for cost effective recruitment • To own and administer effective assessment centres for the recruitment of potential new starters • To compile starters list for all projects and ensure they are sent out accurately and on time and that the required HR paperwork is completed • Maintenance of the recruitment notice boards including generating posters and appropriate communications • Looking at different ways to attract and assess talent, such as organising and attending recruitment / assessment events • Producing weekly and monthly reports for senior management • Highlighting any recruitment issues or concerns to the operations team • Administering payroll and maintaining employee records • Administer and process timesheets weekly and monthly basis • Dealing with grievances and implementing disciplinary procedures • Interpreting and advising on employment law Person Specification: • At least 2 years in - house recruitment background within an outsourced contact centre • Interpersonal skills to form effective working relationships with people at all levels • The ability to influence, question & listen • Ability to work to tight deadlines and work well under pressure • Flexible, positive with a can do attitude • Excellent communication skills both written and spoken Working hours: Monday to Friday 9 - 6 pm Due to a very high number of applications we are unable to come back to every candidate with feedback.

Naturally, the potential employees with the highest scores move on, while others are left in the dust.