1. Totus HR School promotes continuing professional development for HR professionals through courses, mentoring, and networking opportunities.
2. It offers three stages of mastery in professional development to help HR professionals gain competencies and play key roles in their organizations.
3. Totus HR School's approach focuses on developing critical human skills while retaining the importance of psychology and sociology foundations. It ensures both continuity of learning and personal responsibility for professional growth.
Mentoring and coaching have significantly increased in demand in recent years due to greater expectations for professional development, a more competitive work environment, and the diversity of skills needed to succeed globally. While mentoring traditionally involves a confidential one-on-one relationship to help someone advance, coaching often involves teaching skills until they are learned. Today these roles have blurred as many seek a hybrid approach combining mentoring and coaching skills. Coaches now help individuals and organizations achieve goals and improve performance through action-oriented plans. They provide an important development function for both individuals and organizations to manage change and complexity.
a project work on training & development at singerani colliers.this is about training strategies followed there,budget allocated for training & development activities.making analysis on how training sessions are conducted,through questionnaire observing employees satisfaction levels towards training & development activities. at last making reports & submitting the suggestions & recommendations analysis about the project work done on training & development.
This document contains frequently asked questions (FAQ) about the "Fellowship of Org Coaching & OD" program offered by World HR Board (WHRB) in 2015-16. The program is a 10-month general management program designed for young business leaders and individuals aspiring to start businesses or become CEOs. It involves 6 certification programs, 2 workshops per month in Dubai, and a guided project. The certifications cover areas like coaching, organizational development, business analytics, and strategy. Completing the program awards a Fellowship from WHRB and provides networking opportunities and career advantages. The selection process evaluates applicants' experience through interviews with an expert panel. The total cost is Rs. 210000 with 2 scholarships (1
We aimed at influencing change and the transformation from traditional HRM to Strategic HRM, through analyzing HR organization & capabilities, while providing valuable insights and solutions on specific HR issues that clients face.
This document outlines the activities and topics covered in each class of the HS 490 Senior Seminar course. The course aims to help students demonstrate their acquired knowledge, skills, and abilities in their major. Over the course of 12 classes, students will learn about social research methods, career management theory, and strategies through lectures, readings, and quizzes. They will also complete a research paper on their career choice.
Emotional Intelligence has emerged over the last 20 years, in parallel to greater knowledge about how the brain works – neuroscience - into an established science that enables individuals to better manage their personalities, behaviours and innate skills towards maximising personal performance and enabling the improved performance of others. This is especially important for people in senior leadership roles.
Mentoring and coaching have significantly increased in demand in recent years due to greater expectations for professional development, a more competitive work environment, and the diversity of skills needed to succeed globally. While mentoring traditionally involves a confidential one-on-one relationship to help someone advance, coaching often involves teaching skills until they are learned. Today these roles have blurred as many seek a hybrid approach combining mentoring and coaching skills. Coaches now help individuals and organizations achieve goals and improve performance through action-oriented plans. They provide an important development function for both individuals and organizations to manage change and complexity.
a project work on training & development at singerani colliers.this is about training strategies followed there,budget allocated for training & development activities.making analysis on how training sessions are conducted,through questionnaire observing employees satisfaction levels towards training & development activities. at last making reports & submitting the suggestions & recommendations analysis about the project work done on training & development.
This document contains frequently asked questions (FAQ) about the "Fellowship of Org Coaching & OD" program offered by World HR Board (WHRB) in 2015-16. The program is a 10-month general management program designed for young business leaders and individuals aspiring to start businesses or become CEOs. It involves 6 certification programs, 2 workshops per month in Dubai, and a guided project. The certifications cover areas like coaching, organizational development, business analytics, and strategy. Completing the program awards a Fellowship from WHRB and provides networking opportunities and career advantages. The selection process evaluates applicants' experience through interviews with an expert panel. The total cost is Rs. 210000 with 2 scholarships (1
We aimed at influencing change and the transformation from traditional HRM to Strategic HRM, through analyzing HR organization & capabilities, while providing valuable insights and solutions on specific HR issues that clients face.
This document outlines the activities and topics covered in each class of the HS 490 Senior Seminar course. The course aims to help students demonstrate their acquired knowledge, skills, and abilities in their major. Over the course of 12 classes, students will learn about social research methods, career management theory, and strategies through lectures, readings, and quizzes. They will also complete a research paper on their career choice.
Emotional Intelligence has emerged over the last 20 years, in parallel to greater knowledge about how the brain works – neuroscience - into an established science that enables individuals to better manage their personalities, behaviours and innate skills towards maximising personal performance and enabling the improved performance of others. This is especially important for people in senior leadership roles.
The document is about the Institute for Innovative HRM Development (IIHRMD), which was established to impart lifelong HR education. It provides information about IIHRMD's vision, locations, programs offered, and faculty. The key programs discussed include a certification course in corporate HR practices offered on weekends or through distance learning. The document promotes IIHRMD's programs and faculty while providing details about courses, schedules, eligibility, and fees.
This document discusses executive education programs offered by Croissance Conseil. It provides an overview of their approach, which combines case studies, simulations, and hands-on workshops led by faculty from top global business schools. Their programs can be customized for different levels of management, industries, and time constraints. Topics covered include strategy, innovation, sustainability, and social entrepreneurship.
Human resource development (HRD) involves planned activities designed by organizations to provide learning opportunities to employees. The goal is to develop expertise and skills needed for present and future job requirements. HRD functions include training and development to improve employee knowledge, skills, and attitudes. It also includes organizational development and career development activities to prepare employees for future roles and increase their capabilities. Effective HRD improves individual and organizational performance by developing workforce expertise and commitment.
1. The document discusses the importance of training and development for organizations and employees. It states that training is crucial for developing employee skills and knowledge, improving performance, and gaining a competitive advantage.
2. It also emphasizes that the success of any organization depends on effective use of its human resources. Training is an investment in human capital that yields both immediate and long-term returns through more productive, motivated employees.
3. Measuring the effectiveness of training programs is important to ensure the intended objectives are achieved and improvements can be made. Training must address skills gaps and lead to measurable changes in employee attitudes, skills and performance.
Colleges West Midlands is a group of 45 colleges in the West Midlands region that provide education and training to over 300,000 individuals each year, including 200,000 adults and 100,000 16-18 year olds. The colleges play a vital role in the region by providing individuals and businesses with the skills and knowledge needed to succeed. They offer a variety of courses, qualifications, and customized training programs to meet business and individual needs.
News training & coaching (m) sdn bhd profileTan Hok Eng
This document provides information about Training & Coaching (M) Sdn. Bhd., a coaching and training company. It outlines the company's mission to empower individuals and organizations. It also provides details about the company's framework and programs, which are based on the N.E.W.S. model and compass points. The document lists some of the company's international and Malaysian clients and information about facilitators, coaches and trainers.
The document provides an overview of the Certified Human Resource Intelligence Professional (CHIP) program. The program aims to equip HR professionals with the skills needed to implement HR intelligence technologies that provide real-time insights. This allows for better strategic decision making to align workforce management with business objectives. The CHIP program teaches participants how to perform analytics in areas like workforce planning, employee development, and performance management. Upon completing the course, HR executives will be able to apply technology-based best practices to help their organizations maximize opportunities through HR intelligence.
Human resource development (HRD) involves planned activities designed to provide organizational members with necessary skills. It evolved from apprenticeship programs, vocational education, and factory schools. HRD aims to develop employees through training, organizational development, and career development. Effective HRD follows a process of needs assessment, design, implementation, and evaluation.
This document discusses employee engagement and the factors that drive it. It states that employee engagement is key to competitive advantage as engaged employees outperform those who are not engaged. The three main drivers of engagement are identified as the relationship with one's immediate supervisor, belief in senior leadership, and pride in the company. Training managers play an important role by building strong relationships and leading in a person-centered way to create an engaging environment. Overall engagement is increased when employees have opportunities for personal development, effective talent management, clear company values, fair performance reviews, proper pay and benefits, and career growth opportunities.
Hudson Talent Management helps organizations attract, develop, and retain top talent. They believe organizational and talent strategies must be aligned for great performance. Hudson's consultants use tools like assessments and surveys across the entire employment cycle from attracting candidates to developing existing employees. Their approach aims to understand an individual's nature and talents to help both the person and organization achieve their goals.
The document discusses training and development in organizations. It defines training and development and explains their importance. Specifically:
1) Training is the process of improving employees' skills and knowledge to perform their jobs better, while development helps employees grow into higher roles.
2) Training and development are important as they increase employee and organizational productivity, improve quality, and help fulfill future personnel needs through internal promotions.
3) Providing training and development demonstrates commitment to keeping employees' skills updated and creates a positive organizational climate with motivated employees working towards common goals.
Act.3 is a Gulf-based coaching company that offers both personal and corporate coaching services. It was founded by Shirley Dockerill and Vincent Leahy, who have extensive experience in training, education, and coaching. Act.3 combines coaching expertise from the UK, US and GCC. The company markets 10 types of coaching, including behavioral/performance coaching, executive coaching, cross-cultural coaching, and various forms of personal coaching. Act.3 aims to provide measurable returns and individualized solutions tailored to each client's specific needs and goals.
This document summarizes a research paper on the impact of training and development on organizational performance. The paper reviews literature on how training and development, on-the-job training, training design, and delivery style can positively impact organizational performance. The study uses secondary data from a comprehensive literature review to develop hypotheses about the relationship between these independent variables and overall organizational performance. The literature review found that training and development, on-the-job training, training design, and delivery style all significantly affect organizational performance by increasing employee performance and effectiveness.
This document discusses human resource development (HRD). It begins by defining HRD as concerned with developing and implementing people strategies to ensure organizational goals are achieved. Common HRD activities are listed as training, education, and development. The document then discusses the importance of training and development for achieving strategic goals in the 21st century. It notes that HRD practices may differ between countries and cultural differences are important to consider. The document also provides context on the history and development of HRD as a field in India. It identifies factors that have contributed to the growth of HRD as a profession and types of assistance provided by human resource departments.
Human resource development (HRD) involves improving employee skills and organizational effectiveness through various training and development activities. HRD has evolved from apprenticeship programs and early vocational schools to encompass activities like employee orientation, skills training, coaching, and counseling. The goal of HRD is to ensure organizational members can meet current and future job demands through continuous learning opportunities. HRD is one function within the broader domain of human resource management.
1. Human resource development (HRD) plays an important role in improving individual and organizational effectiveness through training, learning, career development, and organizational development.
2. HRD practices in the Malaysian manufacturing sector are still developing, with many companies focusing primarily on training and lacking dedicated HRD sections.
3. Due to the global economic downturn, electronics companies and training groups in the US have cut training budgets, staffing, and hours while shifting programs toward mandatory, job-specific skills training and greater use of e-learning and social networking tools.
A project report on training and development in reliance moneyProjects Kart
The document is a summer training project report submitted by a student to the IIMHRD in Pune, India. It discusses training and development at Reliance Money in India. The report includes sections on an introduction to Reliance Money, the importance of training, objectives of training, different training methods used, and a methodology for the project. It aims to study the impact of training on skill development at Reliance Money.
The OPS Leader-Manager Competency GuideWayne Wonder
This document provides an overview of the Ontario Public Service (OPS) Leader-Manager Competency Model from 2010. It includes:
- Descriptions of the four competencies (Connects, Delivers, Inspires, Transforms) and two attributes (Integrity, Self-Awareness) that make up the model and how they apply at different leadership levels.
- Details on how the competencies can be used for talent management, recruitment, learning and development, and succession planning.
- Applications of the model within the OPS and guidance on issues like diversity, change management, and vision/strategy.
- Competency dictionaries that define the focus areas for each competency at different leadership
This document provides details about Puttu Guru Prasad's research progress and proposal. It introduces his supervisors and lists the workshops and literature reviews he has participated in to prepare for his pre-PhD examinations. His proposed research topic is "A study on Employer Branding Strategies to retain Talented Employees in Professional Engineering Colleges of AP with Special Reference to Guntur District." The document reviews concepts of employer branding and strategies used by companies like Infosys, TCS and Tata Steel. It discusses the need and objectives of the study and its scope, which is focused on engineering colleges in Guntur District.
You have zombies lurking on your career site and recruitment marketing channels and you don't even know it. The folks at Fistful of Talent and SmashFly know how to help you turn these zombie visitors into real, live candidate leads using a talent network and nurture strategy.
The right content strategy to attract the right talentLinkedIn
The right content strategy to attract the right talent
What we’ll cover today
1. Branding for influence to drive quality hires
2. Influencing with content marketing
3. Developing your content strategy
4. Content hints and tips
5. Client case study
The document is about the Institute for Innovative HRM Development (IIHRMD), which was established to impart lifelong HR education. It provides information about IIHRMD's vision, locations, programs offered, and faculty. The key programs discussed include a certification course in corporate HR practices offered on weekends or through distance learning. The document promotes IIHRMD's programs and faculty while providing details about courses, schedules, eligibility, and fees.
This document discusses executive education programs offered by Croissance Conseil. It provides an overview of their approach, which combines case studies, simulations, and hands-on workshops led by faculty from top global business schools. Their programs can be customized for different levels of management, industries, and time constraints. Topics covered include strategy, innovation, sustainability, and social entrepreneurship.
Human resource development (HRD) involves planned activities designed by organizations to provide learning opportunities to employees. The goal is to develop expertise and skills needed for present and future job requirements. HRD functions include training and development to improve employee knowledge, skills, and attitudes. It also includes organizational development and career development activities to prepare employees for future roles and increase their capabilities. Effective HRD improves individual and organizational performance by developing workforce expertise and commitment.
1. The document discusses the importance of training and development for organizations and employees. It states that training is crucial for developing employee skills and knowledge, improving performance, and gaining a competitive advantage.
2. It also emphasizes that the success of any organization depends on effective use of its human resources. Training is an investment in human capital that yields both immediate and long-term returns through more productive, motivated employees.
3. Measuring the effectiveness of training programs is important to ensure the intended objectives are achieved and improvements can be made. Training must address skills gaps and lead to measurable changes in employee attitudes, skills and performance.
Colleges West Midlands is a group of 45 colleges in the West Midlands region that provide education and training to over 300,000 individuals each year, including 200,000 adults and 100,000 16-18 year olds. The colleges play a vital role in the region by providing individuals and businesses with the skills and knowledge needed to succeed. They offer a variety of courses, qualifications, and customized training programs to meet business and individual needs.
News training & coaching (m) sdn bhd profileTan Hok Eng
This document provides information about Training & Coaching (M) Sdn. Bhd., a coaching and training company. It outlines the company's mission to empower individuals and organizations. It also provides details about the company's framework and programs, which are based on the N.E.W.S. model and compass points. The document lists some of the company's international and Malaysian clients and information about facilitators, coaches and trainers.
The document provides an overview of the Certified Human Resource Intelligence Professional (CHIP) program. The program aims to equip HR professionals with the skills needed to implement HR intelligence technologies that provide real-time insights. This allows for better strategic decision making to align workforce management with business objectives. The CHIP program teaches participants how to perform analytics in areas like workforce planning, employee development, and performance management. Upon completing the course, HR executives will be able to apply technology-based best practices to help their organizations maximize opportunities through HR intelligence.
Human resource development (HRD) involves planned activities designed to provide organizational members with necessary skills. It evolved from apprenticeship programs, vocational education, and factory schools. HRD aims to develop employees through training, organizational development, and career development. Effective HRD follows a process of needs assessment, design, implementation, and evaluation.
This document discusses employee engagement and the factors that drive it. It states that employee engagement is key to competitive advantage as engaged employees outperform those who are not engaged. The three main drivers of engagement are identified as the relationship with one's immediate supervisor, belief in senior leadership, and pride in the company. Training managers play an important role by building strong relationships and leading in a person-centered way to create an engaging environment. Overall engagement is increased when employees have opportunities for personal development, effective talent management, clear company values, fair performance reviews, proper pay and benefits, and career growth opportunities.
Hudson Talent Management helps organizations attract, develop, and retain top talent. They believe organizational and talent strategies must be aligned for great performance. Hudson's consultants use tools like assessments and surveys across the entire employment cycle from attracting candidates to developing existing employees. Their approach aims to understand an individual's nature and talents to help both the person and organization achieve their goals.
The document discusses training and development in organizations. It defines training and development and explains their importance. Specifically:
1) Training is the process of improving employees' skills and knowledge to perform their jobs better, while development helps employees grow into higher roles.
2) Training and development are important as they increase employee and organizational productivity, improve quality, and help fulfill future personnel needs through internal promotions.
3) Providing training and development demonstrates commitment to keeping employees' skills updated and creates a positive organizational climate with motivated employees working towards common goals.
Act.3 is a Gulf-based coaching company that offers both personal and corporate coaching services. It was founded by Shirley Dockerill and Vincent Leahy, who have extensive experience in training, education, and coaching. Act.3 combines coaching expertise from the UK, US and GCC. The company markets 10 types of coaching, including behavioral/performance coaching, executive coaching, cross-cultural coaching, and various forms of personal coaching. Act.3 aims to provide measurable returns and individualized solutions tailored to each client's specific needs and goals.
This document summarizes a research paper on the impact of training and development on organizational performance. The paper reviews literature on how training and development, on-the-job training, training design, and delivery style can positively impact organizational performance. The study uses secondary data from a comprehensive literature review to develop hypotheses about the relationship between these independent variables and overall organizational performance. The literature review found that training and development, on-the-job training, training design, and delivery style all significantly affect organizational performance by increasing employee performance and effectiveness.
This document discusses human resource development (HRD). It begins by defining HRD as concerned with developing and implementing people strategies to ensure organizational goals are achieved. Common HRD activities are listed as training, education, and development. The document then discusses the importance of training and development for achieving strategic goals in the 21st century. It notes that HRD practices may differ between countries and cultural differences are important to consider. The document also provides context on the history and development of HRD as a field in India. It identifies factors that have contributed to the growth of HRD as a profession and types of assistance provided by human resource departments.
Human resource development (HRD) involves improving employee skills and organizational effectiveness through various training and development activities. HRD has evolved from apprenticeship programs and early vocational schools to encompass activities like employee orientation, skills training, coaching, and counseling. The goal of HRD is to ensure organizational members can meet current and future job demands through continuous learning opportunities. HRD is one function within the broader domain of human resource management.
1. Human resource development (HRD) plays an important role in improving individual and organizational effectiveness through training, learning, career development, and organizational development.
2. HRD practices in the Malaysian manufacturing sector are still developing, with many companies focusing primarily on training and lacking dedicated HRD sections.
3. Due to the global economic downturn, electronics companies and training groups in the US have cut training budgets, staffing, and hours while shifting programs toward mandatory, job-specific skills training and greater use of e-learning and social networking tools.
A project report on training and development in reliance moneyProjects Kart
The document is a summer training project report submitted by a student to the IIMHRD in Pune, India. It discusses training and development at Reliance Money in India. The report includes sections on an introduction to Reliance Money, the importance of training, objectives of training, different training methods used, and a methodology for the project. It aims to study the impact of training on skill development at Reliance Money.
The OPS Leader-Manager Competency GuideWayne Wonder
This document provides an overview of the Ontario Public Service (OPS) Leader-Manager Competency Model from 2010. It includes:
- Descriptions of the four competencies (Connects, Delivers, Inspires, Transforms) and two attributes (Integrity, Self-Awareness) that make up the model and how they apply at different leadership levels.
- Details on how the competencies can be used for talent management, recruitment, learning and development, and succession planning.
- Applications of the model within the OPS and guidance on issues like diversity, change management, and vision/strategy.
- Competency dictionaries that define the focus areas for each competency at different leadership
This document provides details about Puttu Guru Prasad's research progress and proposal. It introduces his supervisors and lists the workshops and literature reviews he has participated in to prepare for his pre-PhD examinations. His proposed research topic is "A study on Employer Branding Strategies to retain Talented Employees in Professional Engineering Colleges of AP with Special Reference to Guntur District." The document reviews concepts of employer branding and strategies used by companies like Infosys, TCS and Tata Steel. It discusses the need and objectives of the study and its scope, which is focused on engineering colleges in Guntur District.
You have zombies lurking on your career site and recruitment marketing channels and you don't even know it. The folks at Fistful of Talent and SmashFly know how to help you turn these zombie visitors into real, live candidate leads using a talent network and nurture strategy.
The right content strategy to attract the right talentLinkedIn
The right content strategy to attract the right talent
What we’ll cover today
1. Branding for influence to drive quality hires
2. Influencing with content marketing
3. Developing your content strategy
4. Content hints and tips
5. Client case study
What Is A Talent Community, Really? or WTF Is A Talent CommunityMarvin Smith
The document discusses creating a talent community for veterans transitioning from military service to civilian jobs. It notes that around 300,000 service members will be leaving the military each year seeking private sector work. The goals of the talent community are to tap into Lockheed Martin's ecosystem of employees, customers and alumni, given that military experience is important to the company and around 10-12% of external hires are veterans. The talent community will provide a comfortable, safe environment for collaboration around common interests like career networking and management. It outlines plans to establish the vision and recruit a launch team, and measures for tracking the community's growth, valuable content, conversation starters and level of engagement.
Building Communities of Talent: The Power of Content Marketing and Nurturing ...LinkedIn Talent Solutions
Curious how to structure a digital program to power your talent brand efforts? HP’s Digital Media Program Manager, Celinda Appleby, offers a detailed glimpse into how HP structures and implements their talent brand.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
How To Build A Social Media Content Strategy For Talent AcquisitionHM Revenue & Customs
The presentation delivered by Andy Headworth from Sirona Consulting for the Social Media Talent Acquisition Conference on May 7th 2014.
How to build a social media content strategy for talent acquisition covers:
1. How to find the right content for your social media audience
2. Understand the best tools and technology for sharing your content easily
3. Which social media networks should form part of your strategy?
4. What does success look like, and how do you measure it?
Content Marketing in 15 Minutes a Day for RestaurantsAnn Handley
1) The document discusses how restaurants can effectively use social media for marketing with limited time and budget. It provides tips for using platforms like Instagram, Facebook, Twitter, and reviews sites.
2) Key recommendations include developing a content strategy, understanding customers, and focusing on platforms they use like Instagram for sharing food photos.
3) Metrics like website traffic, followers, and sales should be monitored to evaluate what content and platforms are most effective. Testing, measuring, and tweaking approaches is important.
How to Write a Content Marketing Plan Step-by-StepBuffer
A complete guide to building a comprehensive content strategy. Full post at http://blog.bufferapp.com/content-marketing-strategy (and a free template!)
"10 Quick Content Marketing Tips," an insightful and succinct guide to content marketing by DNN Software, was given the royal presentation design treatment by the Ethos3 Presentation Design team as part of a "Presentation Slide Design Makeover" series for the official SlideShare blog. Once you review the presentation, check out the SlideShare blog for more behind-the-scenes details on this presentation transformation.
If you want more presentation tips and tricks, visit the Ethos3 blog at: http://www.ethos3.com/blog/
If you want to give your presentation a makeover, contact Ethos3 to learn about our presentation design and training services: www.ethos3.com
You might not need six or more people on your content team. Rather, these are roles and responsibilities to assign as part of any comprehensive content org chart. See full explanation here: https://annhandley.com/a-simple-content-marketing-org-chart/
Tips, Tools and Templates To Build Your Content Marketing StrategyMichael Brenner
Are you looking for help to develop your content marketing strategy? In this presentation delivered at Content Marketing World, I'm offering all the tips, tools and templates you need to go from wherever you are in your content marketing journey to being a world class content brand.
Craft the Perfect Posts for the "Big 3" Social NetworksHubSpot
Learn how to dominate social media marketing with optimized posts for Facebook, LinkedIn, and Twitter. You can find it all here from @anum, adapted from her presentation at HubSpot's #INBOUND13 conference.
The document discusses content marketing strategies and insights. It provides tips for creating effective content marketing programs, including developing buyer personas, creating a content marketing mission statement focused on core audiences and outcomes, planning content repurposing across multiple channels, leveraging influencers, and measuring return on objectives like sales, costs, and customer retention and satisfaction. The presentation emphasizes finding the "why" of a company's content strategy and telling a different story to customers through content.
This document discusses the importance of content marketing in today's connected world. It notes that 60-70% of marketing content goes unused, 73% of people wouldn't care if brands disappeared from their lives, and 80% of CEOs are unsatisfied with their CMOs. It recommends that brands shift from traditional marketing like ads and banners to creating valuable customer-centric content and stories that people want to engage with, in order to better connect with audiences and improve marketing ROI.
The 29 Content Marketing Secrets e-book includes tips and tactics from the top content marketing experts (aka Content Marketing Secret Agents) on the web.
Content Marketing Institute along with TopRank Online Marketing have tapped some of the top consumer brands like Kraft Foods, B2B brands like Intel, IBM and Cisco, industry thought leaders like Jason Falls, Ann Handley and Joe Pulizzi to compile this classified collection of expert content marketing intelligence.
You can hear these experts present at the Content Marketing World Conference in Columbus, OH Sept 4-6th, 2012.
e-book produced by TopRank Online Marketing.
10 Digital Marketing Trends covering different tools to help digital marketers in 2015. Presented by Dave Chaffey at the Smart Insights Digital Impact conference.
Create a Content Marketing Strategy Your Customers will LOVE, in 7 StepsJay Baer
The document outlines a 7-step process for creating an effective content marketing strategy: 1) Define objectives, 2) Identify your brand's unique value proposition, 3) Establish metrics for measurement, 4) Profile target audiences, 5) Research audience needs, 6) Plan appropriate content formats, and 7) Develop an amplification plan to promote content. The strategy emphasizes understanding audiences, creating useful content, and distributing content through multiple channels to meet business goals such as increasing awareness, sales, or loyalty.
The document summarizes insights from an executive briefing on talent pipelines and retention. It discusses the need to align learning and development with business strategy to build needed capabilities. It also describes ABB's integrated talent management approach including competency frameworks, global systems, capability planning linked to business goals, and policies to encourage internal mobility. Leaders saw capable leadership, career prospects and culture as most important for retention over financial rewards or flexibility.
This document summarizes topics covered in a human resources training program, including coaching for optimal performance, developing leadership skills, and presentation skills for HR managers. Coaching employees can improve performance by boosting productivity, strengthening relationships, improving retention rates, and increasing engagement. Developing leadership skills in areas like listening, respect, loyalty, and reliability can help individuals become effective leaders. Presentation skills are important for HR managers to master in order to communicate diverse HR functions like recruiting, employee relations, and compliance. The training concludes that applying managerial functions over operational functions can help manage employees to achieve organizational goals.
English for HR Managers: Language for Training and Continuous Professional De...humanenglish
The document discusses staff training and continuous professional development (CPD). It covers reviewing the language from the previous session, the importance of training for careers and development, and ensuring quality through staff training. Key topics include performance reviews, competency frameworks, career progression, and evaluating the impact of training and CPD in organizations.
Sarvagnya is a strategic HR and OD consulting firm founded on 20 years of global experience. It provides services such as psychometric assessments using tools like MBTI and proprietary tools, an HR diagnostic tool called Scope, and various leadership training programs focusing on areas like competency development, management skills, and interpersonal effectiveness. The company works with clients across multiple industries in countries around the world and is founded by an experienced HR leader with decades of experience in diverse industries.
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and environments. HRD involves developing employee skills and aligning HR practices with business strategies. The goal is to build human capital and develop the workforce so that both employees and the organization can achieve their goals. HRD activities include training, coaching, performance management and organization development.
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and environments. HRD involves developing employee skills, knowledge, and abilities through training programs, career development opportunities, and performance management. The goal of HRD is to build a superior workforce to help both employees and the organization achieve their work goals and serve customers.
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and environments. HRD involves developing employee skills and aligning HR practices with business strategies. The goal is to build human capital and develop the workforce so that both employees and the organization can achieve their goals. HRD activities include training, career development, coaching, and organizational development.
Career planning and development involves three key steps:
1. Analyzing one's own skills, knowledge, abilities and aptitudes to understand their current qualifications and potential career paths.
2. Researching potential career opportunities both within and outside one's current organization to establish both short-term and long-term career goals.
3. Developing an action plan and undertaking self-improvements through education and training to achieve one's personal career vision and goals over time.
This document discusses training and development in a human resource context. It begins by defining training and development and distinguishing between technical and non-technical training. It describes different models of training including the systems model and instructional systems development model. It then covers various types of training such as induction training, on-the-job training, and off-the-job training. Finally, it discusses assessing training needs through task analysis and performance analysis to identify areas where employees require additional training.
The document discusses leading ideas in human resource development (HRD), including talent management, leadership development, diversity, coaching and mentoring. It summarizes a survey of HRD experts ranking the most valuable ideas, such as HRD as a business partner, e-learning and IT integration, and knowledge management. The document then discusses how these leading ideas can help HRD professionals play strategic roles within organizations by aligning with business goals, managing change, and using technology like e-learning.
The Talent Management Handbook: Chapter 15crowelba
This document discusses the need for a new model of career development that encompasses all employees, not just high potentials. It argues that career development must be flexible, self-powered by employees, and not dependent on traditional succession planning. A key part of the new model is career growth plans that help all employees take responsibility for their own development and align their goals with the organization's strategy. This shifts the focus from the organization developing employees to employees developing themselves with manager and peer support.
Hello, My name Keshav Singh I'm a BBA students and I learning about the HRM why this Departments are important to a business? because every business/ organization are dependent on a HR because HR to see the employees and to decide a potentials of a employee. strength and weakness of a employees.
This document advertises a two-day business acumen workshop for HR professionals in Kuala Lumpur, Malaysia from May 5-6, 2015. The workshop will provide interactive sessions to help HR professionals strengthen their business and financial skills to better support organizational strategy and contribute as key business partners. It will cover topics like understanding business strategy and finances, communicating business priorities, and using analytics and project management skills to demonstrate HR's impact on business outcomes. Attendees will learn from C-suite executives and participate in case studies and exercises. The limited seating event aims to help HR professionals transition into strategic business partner roles.
explaining the development of the organization human resources, how to organize the training, and develop the HR managerial skills as well as their capabilities (ugik sugiharto, GBS)
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and a shifting focus to developing employees. HRD involves helping employees develop skills through training, feedback, and career development opportunities to accomplish work goals and support the organization's strategy. The core of HRD is developing human potential to maximize individual and business success.
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and a shifting focus to developing employees. HRD involves helping employees develop skills through training, feedback, and career development opportunities to accomplish work goals and support the organization's strategy. The core of HRD is developing human potential to maximize individual and business success.
The document describes training solutions offered by Insight HR and Training Consultants. It offers a range of training programs for students, government agencies, corporations, and academic institutions. The training solutions cover soft skills development, capacity building, employment enhancement, and competency building. It also provides details on soft skills training modules, capacity building modules, competency building programs, employment enhancement programs, and training delivery modes.
The document discusses career development of employees. It defines career development as providing employees opportunities to grow, especially high performing employees, through promotion, increased pay, acquiring new skills, and occupying higher level positions. Career development is a collaborative process that involves employees defining goals, managers identifying skills needed for roles and supporting development plans, and organizations enriching jobs, providing training funds, and undertaking succession planning. The document advocates a systems approach to career development to capture employee data over time to facilitate career planning as part of an organization's HR vision.
The document discusses objectives, essentials, elements and strategies of talent management. It aims to capture and retain talent, identify challenges, and establish trends. Talent management involves identifying and developing potential in people through a supportive culture. Key elements include resourcing, attraction, retention, performance management and learning. Strategies center around acquiring, developing and retaining top talent through internal and external approaches.
Similar to totus HR School Corporate brochure (20)
HR and Technology - The changes impacting work, careers and organizationsGautam Ghosh
Gautam Ghosh discusses the impact of technology on HR and the changing nature of work. Three main drivers of change are social media, mobile technology, and cloud computing which are impacting authority, commerce, politics and society. Work is becoming more virtual, dispersed, and flexible as the lines between work and personal time blur. This requires HR to shift from training events to continuous learning, recruitment to talent attraction, and employee communications to social engagement and gamification. To adapt, HR professionals should experiment, engage in continuous learning, build personal learning networks, and get reverse mentored on new technologies.
The document provides an overview of social media for HR professionals. It defines social media as online networks and communities where people connect and share information. The key networks mentioned are Facebook, LinkedIn, and Twitter, while communities allow people with common interests to interact. Content on social media is typically created by a minority, commented on by some, and consumed by most. Features like likes and shares aim to reduce the effort for people to curate content and engage. The author also introduces other social platforms like Google Plus and SlideShare that could be useful for professionals. The document aims to provide HR professionals with a basic understanding of social media.
Social media is transforming how companies engage with employees and candidates. It allows constant connection through platforms like LinkedIn, Facebook and Twitter. Companies are using social media for recruiting, onboarding, learning and development, and internal engagement. This allows sharing of knowledge, recognition of top performers, and creating a sense of community. HR must help organizations embrace these new tools and ways of working to engage talent in the digital age.
My blogging journey - Article I wrote for The Smart Manager magazineGautam Ghosh
Gautam Ghosh began blogging in 2002 as a way to share information about knowledge management and HR initiatives at his company more widely. His blog grew in popularity within India and he began to explore additional features and ways to engage readers. In 2006, he left his full-time job to become a blogging consultant, using blogging to help small businesses gain international visibility. As social networks like LinkedIn, Facebook, and Twitter emerged, Ghosh used his established blog as the anchor for his growing online network. He now has over 9,500 Twitter followers and 1,500 Facebook followers, and views blogging and social media as a way to have conversations with a global community.
Social Media for HR masterclass to Philips India HR TeamGautam Ghosh
The document discusses social media for HR purposes. It defines social media and describes various social media channels like blogs, videos, photos, social networks and more. It explores how social media is changing how content is created and shared, shifting from authority to user generated content. It also provides examples of how companies can use social media for recruiting, onboarding, employee engagement, learning and development, and more.
Employee Advocacy for Social Business Success - Presentation at Dachis Group'...Gautam Ghosh
Gautam Ghosh discusses leveraging employee advocacy and creating a social organization. He focuses on engaging employees externally with customers and partners to build trust and knowledge sharing. The structure of engagement includes internal and external social interactions. Primary areas of focus are social media policy, education and training, and coaching senior executives on digital and social skills. Employees can build an employer's brand by being brand ambassadors and rating the organization's culture online. Challenges include ensuring the company brand is discussed and people are aware of culture and values. Future trends include more gamified onboarding using predictive analytics and communities to help new employees assimilate.
How Human Resources can help craft social businessGautam Ghosh
This document discusses how social media and technology can be leveraged internally by HR departments and organizations to improve employee engagement, collaboration, learning and knowledge sharing. Some of the key points made include:
1) Social tools on their own will not increase employee engagement, which is impacted more by factors like job fit, manager relationship, and organizational culture.
2) For social tools to be adopted, organizations need executive buy-in, leaders who model sharing behaviors, rewards for participation, clear goals around how tools link to work, and addressing existing disengagement issues.
3) HR can use social approaches to co-create policies, enhance recruitment, learning, communication, recognition, and knowledge sharing across the organization.
Social Media and Talent Management and AcquisitionGautam Ghosh
Social media is changing how companies conduct talent acquisition. It allows companies to showcase their employer brand and culture on various social channels like Facebook, YouTube, and blogs. It also allows companies to monitor how job seekers and current/former employees view them on sites like LinkedIn, Glassdoor and job boards. Companies must have a presence on social media to engage with potential candidates and learn how to improve their employer brand in order to attract top talent.
Gautam Ghosh is a social business consultant who has been engaging with virtual communities since 2000 through blogging, tweeting, and maintaining a website. Social technologies are bringing fundamental shifts by moving authority to users, focusing on niche relevance over broad topics, and allowing people to earn visibility through social trends rather than buying visibility. These changes impact how companies approach content, talent management, and the nature of work. Companies are using social tools internally for collaboration, learning, and crowdsourcing innovation from employees. HR can facilitate internal communities by connecting employees and acting as change agents.
Social Media and Corporate learning & developmentGautam Ghosh
Training departments are often questioned for their lack of ROI and effectiveness. They focus too much on efficiency metrics like number of trainings rather than outcomes. Training should link to business needs by understanding skills gaps, engaging line managers, and ensuring learning transfers to improved workplace performance. Social technologies can help by facilitating learning communities, access to expertise, and collaboration between trainings and on the job.
Talent Attraction and Employer Branding by Leveraging Online Talent CommunitiesGautam Ghosh
BraveNewTalent helps companies leverage online talent communities to attract and engage talent. Online communities allow diverse stakeholders to connect, share knowledge, and collaborate. To succeed, communities must provide value to members, dedicate resources to community management, and focus on fostering interaction rather than just technology. Measuring member engagement over simple metrics like visitors helps ensure communities drive the right activities.
Social recruiting india social summit 2012 by gautamghoshGautam Ghosh
Social recruiting involves using online communities to engage talent and build employer brands. It allows companies to filter talent by skills and location, communicate with potential candidates, and cultivate future talent. However, most companies focus only on technology or resources rather than understanding their target members or designing for interaction. To succeed, companies need community managers who drive engagement across diverse audiences and build value for all members over time. Measuring engagement requires treating online communities like relationships that evolve through common interests and two-way communication.
How to leverage Social media for Recruitment - the BraveNewTalent wayGautam Ghosh
presentation made to the Knowledge Management Center of a global Executive Search firm in Delhi on how social media tools are changing business as well as recruitment
Gautam Ghosh discusses how social media is changing how companies attract, engage, and hire talent. Companies are seeing improvements in areas like access to knowledge, innovation, customer satisfaction by leveraging social platforms like Facebook and LinkedIn. Ghosh outlines how the BraveNewTalent platform helps companies create targeted talent communities, source candidates, and streamline the hiring process through social recruitment features. The case study of IBM showed positive results engaging candidates on campus, while Pinsent Masons hired higher quality candidates with less effort using BraveNewTalent.
Communities using social media - gautam ghoshGautam Ghosh
This document discusses strategies for building an engaging online community using effective social media approaches. It addresses why businesses should invest in communities, what defines a community and how it differs from a social network. The document also covers questions to consider around what type of community to build and how to facilitate member engagement through community roles. Designing the social objects that bind the community and whether to build a new community or join an existing one are also discussed.
This document discusses the components and progression of social business. It outlines how social media can help employees by providing a place for public conversations, self-expression, and sharing ideas, links, texts, documents and presentations. It also allows employees to focus, collate, converse, coordinate, participate, communicate, create, re-use, share insights and connect with other employees and experts.
Social Employee engagement - Using social media tools for Employee Engagement...Gautam Ghosh
This document discusses social employee engagement and how connecting people at work beyond just job roles can build relationships and foster serendipitous connections. It recommends creating a place for public conversations, self-expression, and sharing ideas, links, and content to help employees focus, collaborate, communicate, create, and connect with others and information. Connecting employees in this way can catalyze ambient awareness and relationships.
The social business employee manifestoGautam Ghosh
This manifesto outlines how organizations should treat their employees in the future. It proposes that employees should be viewed as co-creators rather than just workers, and given autonomy to use their talents and passions. Employees should also be asked for input on products and processes and allowed to co-create them. The focus should be on results rather than time spent in the office. The organization should provide value rather than just jobs and give employees tools to connect across departments to meet customer needs. Processes that prevent human relationships should be removed to encourage more connections within and outside the organization. The goal is to create a transparent and ethical human organization.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
HOW TO START UP A COMPANY A STEP-BY-STEP GUIDE.pdf46adnanshahzad
How to Start Up a Company: A Step-by-Step Guide Starting a company is an exciting adventure that combines creativity, strategy, and hard work. It can seem overwhelming at first, but with the right guidance, anyone can transform a great idea into a successful business. Let's dive into how to start up a company, from the initial spark of an idea to securing funding and launching your startup.
Introduction
Have you ever dreamed of turning your innovative idea into a thriving business? Starting a company involves numerous steps and decisions, but don't worry—we're here to help. Whether you're exploring how to start a startup company or wondering how to start up a small business, this guide will walk you through the process, step by step.
Structural Design Process: Step-by-Step Guide for BuildingsChandresh Chudasama
The structural design process is explained: Follow our step-by-step guide to understand building design intricacies and ensure structural integrity. Learn how to build wonderful buildings with the help of our detailed information. Learn how to create structures with durability and reliability and also gain insights on ways of managing structures.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
3 Simple Steps To Buy Verified Payoneer Account In 2024SEOSMMEARTH
Buy Verified Payoneer Account: Quick and Secure Way to Receive Payments
Buy Verified Payoneer Account With 100% secure documents, [ USA, UK, CA ]. Are you looking for a reliable and safe way to receive payments online? Then you need buy verified Payoneer account ! Payoneer is a global payment platform that allows businesses and individuals to send and receive money in over 200 countries.
If You Want To More Information just Contact Now:
Skype: SEOSMMEARTH
Telegram: @seosmmearth
Gmail: seosmmearth@gmail.com
The Genesis of BriansClub.cm Famous Dark WEb PlatformSabaaSudozai
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
How to Implement a Real Estate CRM SoftwareSalesTown
To implement a CRM for real estate, set clear goals, choose a CRM with key real estate features, and customize it to your needs. Migrate your data, train your team, and use automation to save time. Monitor performance, ensure data security, and use the CRM to enhance marketing. Regularly check its effectiveness to improve your business.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
Discover timeless style with the 2022 Vintage Roman Numerals Men's Ring. Crafted from premium stainless steel, this 6mm wide ring embodies elegance and durability. Perfect as a gift, it seamlessly blends classic Roman numeral detailing with modern sophistication, making it an ideal accessory for any occasion.
https://rb.gy/usj1a2
2. What is
Continuing Professional Development?
Continuing Professional Development (CPD) is the
conscious updating of professional knowledge and
the improvement of professional competence
throughout a person's working life. It is a
commitment to being professional, keeping
up-to-date and continuously seeking to improve. It is
the key to optimising a person's career
opportunities, both today and for the future.
The Chartered Institute of Professional
Development (2000)
WHAT DOES
TOTUS HR SCHOOL DO?
WHY CONTINUING
totus HR School promotes continuing professional develop- PROFESSIONAL DEVELOPMENT?
ment for HR professionals so they can contribute with - The HR profession has experienced enormous
competence and pride in the ever changing world of work. evolution, identity transformation and self-critique.
- HR professionals have had to support the
WHAT DOES business needs of scale and rapid growth
TOTUS HR SCHOOL OFFER? - In the process, HR professionals have had to
totus HR School offers to its members, amazing professional
work with radically changing business models, values
development opportunities including:
and philosophies as well as socio-cultural shifts and
- Application focused courses
resultant psychological deficits among employees
- Mentoring support
- One-on-one learning application support
The challenge for HR professionals of today and tomorrow is
- Access to a community of learners
to meet the needs and expectations of business keeping in
mind the interest of employees.
HOW WILL THIS HELP?
This will help members to To deal with these professional challenges and constantly
- Understand where they stand in their profession reinvent themselves, HR professionals need access to some
- Pursue their continuing professional development very high quality, holistic and comprehensive continuing
- Enhance their professional stature professional development support.
3. 1. Three clear stages of mastery
With access to continuing professional in professional development
development support, HR professionals
will be able to find answers to critical To help HR professionals take stock of their progress in their
questions like: professional development endeavours, we have established
- What is the specialist body of knowledge three clear stages of mastery with clear stage-specific goals,
for my profession?
milestones to signify mastery, time orientations and skills and
- How do I carve a space and identity for competencies to achieve such mastery.
myself among my peers?
- How do I demonstrate value & make
Mastery as a
a strategic impact? STRATEGIC
Mastery as a HR
- What are the professional values and TRUSTED LEADER
standards that I should abide by? Mastery as a
COMPETENT HR
HR PARTNER
- How do I partner with business in an
PROFESSIONAL
empathetic yet assertive manner?
STAGE 3
- Where do I turn to for my
professional development?
STAGE 2
STAGE 1
OUR CREDO - THE HUMAN SIDE
What gives life to our profession is humanness – our work
with real people, their performance, potential, needs, motives 1. The focus of the first stage of professional development
and aspirations. This shapes our values, represents our is to gain mastery as a Competent HR Professional
know-how and in many ways is our professional foundation. through personal effectiveness, people engagement
and leadership skills.
totus HR school is therefore deeply committed to retaining
the focus on humanness in all its endeavours. Our offerings 2. The focus of the second stage of professional
will pay attention to the scientific origins of psychology and development is to gain mastery as a Trusted HR
sociology and also emphasise the development of critical Partner through process excellence, partnering
human facilitation skills. capabilities, leadership and managerial effectiveness.
3. The focus of the third stage of professional
THE TOTUS
HR SCHOOL ADVANTAGE development is to gain mastery as a Strategic
totus HR School’s offerings come with seven distinct HR Leader for organizational effectiveness,
business alignment and strategic capabilities.
advantages:
5. 5. Clearly defined OUR TEAM OF
application requirements COURSE DIRECTORS & MENTORS
totus HR School has established a range of workplace Some of the most distinguished HR & OD professionals in the
application requirements for each stage of mastery. country have come together to envision the school and its
Completing the application work enables members to gain a conceptual underpinnings, shape and deliver its offerings and
full appreciation (knowledge, skills and competencies) and be available to its members in long-lasting developmental
gain full mastery of the stage. relationships. Given below is a partial list of our Course
Directors and Mentors:
6. Access to powerful
developmental relationships Course Directors
- Members will have access to one face to face session - Dr. BJ Prashantham
or phone interaction in a year as a part of the - Ganesh Chella
annual membership. - G Inbavanan
- Mentoring will also be offered as one of the - Harish Devarajan
developmental experiences for participants when - PRN Murthy
they enroll for a full stage. This mentoring support - PS Srinivasan
will last for four sessions over a - Rosemary Viswanath
six to seven month period. - V. Kartikeyan
- Prof. Balasubramanian
7. Ability to learn at one’s pace, maintain - Dr. TT Srinath
continuity and move from courses to full - Sudha Ganesh
qualifications
Members can learn at their own pace and get recognised for Mentors
every step they take forward - Aashu Calapa
- Level I - Member participants can participate in one - Ganesh Chella
or more stage-specific individual courses and receive - G Inbavanan
a “Certificate of Appreciation”. - GD Sharma
- Harish Devarajan
- Level II - Member participants can complete all - PS Srinivasan
courses relevant to a development stage and - Shekar Rangarajan
receive a “Certificate of Proficiency”. - Shreesh Jamdar
- Vivek Patwardhan
- Level III - Member participants can complete
- Steve Correa
all prescribed courses and application work relevant
to a stage of mastery and be awarded a
“Certificate of Mastery”.
6. of experience in the higher education space covering
OUR MANAGEMENT TEAM operations, sales and marketing. Vani is responsible for
promoting and marketing all totus HR School offerings.
Ganesh Chella
- Founder & CEO, totus HR School Shashwathi Jagadish
Ganesh has over 16 years of industry experience and - Manager Content Development & Research
over 12 years of consulting and coaching experience, Shashwathi holds a Masters in HRD Psychology from the
University of Madras. Shashwathi is responsible for content
star ting June 2000.
development and research insights.
Harish Devarajan - Executive Director
Sumathi Mohan - Manager Member Relations
Harish has over 26 years of industry experience and over 4
Sumathi is a Graduate in Commerce from the University of
years of consulting and coaching experience.
Madras with over 20 years of corporate experience.
Sumathi is responsible for all aspects of member relations
G. Inbavanan - Executive Director including member enrolment, member communication,
Inbavanan has over 29 years of industry experience and member services and support.
over 2 years of consulting and coaching experience.
K. Karthikeyan - Manager Finance
Karthik holds a Masters in Management and has over 11
PS Srinivasan - Executive Director
years of corporate experience. Karthik is responsible for all
Srini has over 37 years of industry experience and over 9
aspects of course logistics, administration in addition to
years of consulting and coaching experience.
managing Finance and Accounts for the School.
CV Amarendran - Director Operations
Amarendran has over 27 years of industry experience and 2 TALK TO AN
EXECUTIVE DIRECTOR
years of consulting experience.
When you apply to work towards mastery of a full stage of
Anand Kasturi - Director in Residence professional development, you are assured of the support
Anand has over 9 years of industry experience, 5 years of and personal involvement of an Executive Director. With
one Executive Director dedicated to each stage of
coaching experience and has been a consultant trainer for
professional development, you are assured of the highest
over 18 years.
levels of professional support and guidance.
Vani - Head Marketing Please ask for a call with the Executive Director responsible
for your stage and we will make it happen.
Vani holds a Masters in Management and has over 12 years
7. For more details
Email us at: membersupport@totushrschool.com
Visit us at: www.totushrschool.com
Write to us at:
totus HR School
No. 43, Bazullah Road, T. Nagar
Chennai - 600 017
Call us on: 91-44-28150690 / 28150691
Tele-fax at: 91-44-4202 4154