Rana Ehtisham Ul Haq completed two HP LIFE e-Learning courses on social entrepreneurship and IT for business success, each totaling approximately 1 hour. The social entrepreneurship course explored assessing social enterprise ideas and using software to develop ideas. The IT for business success course covered choosing technology solutions to meet business goals and implementing solutions effectively. Certificates were issued on January 11, 2015 and signed by the Director of Economic Progress at HP and Vice President at Education Development Center.
The world of work is changing rapidly. Employees are demanding more learning and development opportunities that are engaging, easy to consume and available on-demand—when and where the they want it. Organizations are finding that recruiting and keeping employees is a growing challenge and are investing in learning and development programs to attract and retain workers. However, even with an increase in the availability of on-demand, easy to consume learning, many employees still are not engaging with it. This isn't simply an 'If you build it, they will come' situation. Without attention to creating appealing and engaging learning opportunities within a modern learning culture, that organizational investment is likely to fall very short of its potential.
In this webinar, tactics will be presented to help you:
Get insights to determine if your employees are engaged
Embed learning into organizational culture to drive employee engagement
Design learner-centric programs that put your employees in the driver's seat of their professional development
The world of work is changing rapidly. Employees are demanding more learning and development opportunities that are engaging, easy to consume and available on-demand—when and where the they want it. Organizations are finding that recruiting and keeping employees is a growing challenge and are investing in learning and development programs to attract and retain workers. However, even with an increase in the availability of on-demand, easy to consume learning, many employees still are not engaging with it. This isn't simply an 'If you build it, they will come' situation. Without attention to creating appealing and engaging learning opportunities within a modern learning culture, that organizational investment is likely to fall very short of its potential.
In this webinar, tactics will be presented to help you:
Get insights to determine if your employees are engaged
Embed learning into organizational culture to drive employee engagement
Design learner-centric programs that put your employees in the driver's seat of their professional development
Directors as Fearless Software Consumers of Early Childhood Family Engagement...Engagement Strategies, LLC
A presentation of tips for consumers of early childhood education program management software at the NAEYC Annual Conference, 2018. Includes links to 20 product comparison reports and profiles of 20 systems.
Your Challenge
Companies are approving more projects than they can deliver. Most organizations say they have too many projects on the go and an unmanageable and ever-growing backlog of things to get to.
While organizations want to achieve a high throughput of approved projects, many are unable or unwilling to allocate an appropriate level of IT resourcing to adequately match the number of approved initiatives.
Portfolio management practices must find a way to accommodate stakeholder needs without sacrificing the portfolio to low-value initiatives that do not align with business goals.
Our Advice
Critical Insight
Failure to align projects with strategic goals and resource capacity are the most common causes of portfolio waste across organizations. Intake, approval, and prioritization represent the best opportunities to ensure this alignment.
More time spent with stakeholders during the ideation phase to help set realistic expectations for stakeholders and enhance visibility into IT’s capacity and processes is key to both project and organizational success.
Too much intake red tape will lead to an underground economy of projects that escape portfolio oversight, while too little intake formality will lead to a wild west of approvals that could overwhelm the PMO. Finding the right balance of intake formality for your organization is the key to establishing a PMO that has the ability to focus on the right things.
Impact and Result
Eliminate off-the-grid initiatives by establishing a centralized intake process that funnels requests into a single channel.
Improve the throughput of projects through the portfolio by incorporating the constraint of resource capacity to cap the amount of project approvals to that which is realistic.
Silence squeaky wheels and overbearing stakeholders by establishing a progressive approval and prioritization process that gives primacy to the highest value requests.
1- Conduct research using the Internet and identify the type of softwa.docxtpaula2
1. Conduct research using the Internet and identify the type of software or management tools that you would utilize to help with each of the major steps in developing the plan. Summarize the software/suite selected and identify its key capabilities, advantages and disadvantages. 2. As the leader of the change project in an immature organization what level of direct involvement should you have in creation of the Change Management Plan? Should you be the primary author or should you delegate most of the responsibilities?
Solution
To address the questions below assume you have been chosen to develop and direct a Change Management Plan for your business (an immature organization).
1. Conduct research using the Internet and identify the type of software or management tools that you would utilize to help with each of the major steps in developing the plan. Summarize the software/suite selected and identify its key capabilities, advantages and disadvantages.
Change management is a structured approach to shifting/transitioning individuals, teams, and organizations from a current state to a desired future state. It is an organizational process aimed at empowering employees to accept and embrace changes in their current business environment.
Following are the steps in a change management plan:
Create Urgency: Making people aware that a change is required and that it is urgent. This is not demotivating employees on the other hand an unlocking an honest and convincing conversation about what\'s occurring in the marketplace and your competition
.
David Horton Project Management Portfolio NarrativeDavid Horton
Thank you for stopping by to look through my Project Management Narrative. Feel free to reach out if you have any questions and I would love to connect with you! I'm on twitter @davidhortonweb and LinkedIn. You can also visit my online home at http://www.davidhorton.info.
Thanks again!
ABOUT ME:
I am a highly self-motivated, dependable and responsible with 10 years of experience managing large enterprise projects. Refining and developing my skills, I continue to hone and refine my craft.
Learning and Business Impact: Making the Case through Metrics and AnalyticsTuan Yang
Showing the effect of a solitary learning investment is easy. Answering the broader question of “What impact is L&D having on the business?” is tough. In this Presentation, you'll learn to guide assessment, evaluation and measurement strategies that provide data to help executives understand the impact of employee learning on business performance.
Kaplan IT Learning: How to easily add electronic user performance support ...
1386448-transcript_2
1. HP LIFE e-Learning
Transcript
Rana Ehtisham Ul Haq has successfully completed the following HP LIFE e-
Learning courses on www.life-global.org:
Social entrepreneurship
Through this self-paced, short online course, totaling approximately 1 Contact Hour, the above participant actively en-
gaged in an exploration of how to assess a social enterprise idea and how to use software to record the information
needed to build his or her social enterprise idea.
Completed January 11, 2015
Certicate serial #1386448-24701
IT for business success
Through this self-paced, short online course, totaling approximately 1 Contact Hour, the above participant actively en-
gaged in an exploration of how to choose technology solutions that could best address businesses’ goals and how to
choose the most effective way to put a technology solution into place for specic business circumstances.
Completed January 11, 2015
Certicate serial #1386448-39098
Jeannette Weisschuh
Director, Economic Progress
HP Corporate Affairs
Rebecca J. Stoeckle
Vice President and Director, Health and Technology
Education Development Center, Inc.
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