Welcome to doing business the randstad way
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Welcome to… Doing Business the Randstad Way. Get to know your classmates by…. Yell out when you are done. The first person finished gets a prize. Scavenger Hunt. …getting a scavenger hunt form and find someone who: Filled a job order last week Got a talent referral last week

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Welcome to doing business the randstad way
Welcome to…Doing Business the Randstad Way

Get to know your classmates by…..

Yell out when you are done.

The first person finished gets a prize

Scavenger Hunt

…getting a scavenger hunt form and find someone who:

  • Filled a job order last week

  • Got a talent referral last week

  • Previously worked in the staffing industry

  • Has a master’s degree

  • Has attended a chamber event in the last three months

  • Has worked as a temporary or contract employee before

  • Volunteers for a charity organization

  • Has been mentioned in a magazine article

    Document their name in the category.

    Note: Individuals can only fill one category per page. In other words, you can’t put Darlene’s name down for 3 of the 8 categories.


Doing business the randstad way

Doing Business the Randstad Way

Learning Department


Key concepts
Key concepts

Update with new poster versions


Objectives
Objectives

  • After completing this course you will be able to …

    • Analyze your unit and personal performance, identify gaps and set an action plan to meet Administrative Support expectations

    • Conduct business development activities to build the Randstad brand and generate profitable job orders

    • Recruit and screen candidates to identify job, boss and company fit criteria

    • Take a “truer fit” job order and manage the joint hiring process leading to client and talent satisfaction

  • …The Randstad Way.


Path to profitability journal
Path to Profitability Journal

<insert picture of house style cover>


Agenda
Agenda

Insert final handout version



Us general staffing ambitions

Confidential Information

US general staffing ambitions

To rank amongst the top 3 commercial staffing companies in the US in terms of revenue, growth and profitability through the pursuit of quantity and quality leadership positions on a regional basis.

To achieve minimum organic gross profit dollar growth of between 15-20% in any year that annualized US GDP growth exceeds 2%

To attract, retain, develop and engage a top quartile workforce

To have a sustainable EBITA level of 5% by 2013


Growth

Confidential Information

Growth

Growth:

To achieve minimum organic gross profit dollar growth of between 15-20% in any year that annualized US GDP growth exceeds 2%


Profitability
Profitability

Profitability:

To have a sustainable EBITA level of 5% by 2013


Engagement
Engagement

Engagement:

To attract, retain, develop and engage a top quartile workforce


Randstad performance results
Randstad performance results

<insert performance result trend chart>


Competing by segment
Competing by segment

Confidential Information


Branch ris revenue mix 2010 vs 2013

Confidential Information

Branch & RIS revenue mix 2010 vs. 2013

14

9/18/2014


Branch key performance indicators kpis
Branch key performance indicators (KPIs)

  • Targets:

  • Contribution Operating Profit:

  • Target branch specific

  • GM $:

  • 20% Year-Over-Year GM$ Growth

  • # of New Accounts:

  • One per Month per Field Staff

  • GM/Field Staff:

  • $3500 per Field Staff per Week




Exercise definition matching
Exercise: definition matching

Break into three groups

Your worksheet lists the KWI at the top

Match the KWI to the Definition.

You have 7 minutes.



Administrative support unit expectations
Administrative support unit expectations

Measurement of success

Admin Support Unit Result Expectations:

30% Growth

$2000 fee per week

Equal mix of temp versus temp to perm orders

Consistent perm fees

35-50 Active TW

PBDI = 50

WPI = 100

  • Admin Support Individual Result Expectations

  • xxxx

  • xxxxx


Activity expectations
Activity expectations

Is this still valid? Are these the unit or individual expectations? I assume weekly?


Reports to analyze performance
Reports to analyze performance

  • Results Analysis

  • OAR Report

  • Pricing Report

  • Activity Analysis

    • SOAR Report

    • WPI

    • PBDI


Unit performance example unit
Unit performance – example unit

  • How successful is this unit?

    • Are results meeting expectations?

    • Is the branch profitable? Is pricing aligned with goals?

    • Are the required number of activities taking place?

    • Are activities generating results? Explain.

    • Are both unit members contributing equally to the unit’s success?

    • What are the top three positives?

    • What are the top three red flags?

    • On a scale of 1-100 how would you rate this unit’s health? Explain.

    • What 3-5 recommendations do you have for this unit to drive success?


Partner analysis
Partner Analysis

  • Analysis should include…

    • Are results meeting expectations?

    • Is the branch profitable? Is pricing aligned with goals?

    • Are the required number of activities taking place?

    • Are activities generating results? Explain.

    • Are both unit members contributing equally to the unit’s success?

    • What are the top three positives?

    • What are the top three red flags?

    • On a scale of 1-100 how would you rate this unit’s health? Explain.

    • What 3-5 recommendations do you have for this unit to drive success?


Goal setting for the week
Goal setting for the week

  • Name:

  • Results analysis:

    • KPI to improve:

    • KWIs that support KPI:

    • Identify 2-3 tasks to improve:

  • This weeks goals:

    • Connects:

    • Orders:

    • Appointments scheduled:

    • Interviews scheduled:

    • Referrals:

Create your personal

Goals Flipchart


Module one wrap up results that matter
Module one wrap up… Results that matter

Who is Randstad?

How is Randatd different?

What are the company’s ambitions?

How is success measured?

How am I performing today?

What do I need to improve?


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