A discussion with business students from the University of Central Punjab (UCP) in September 2005, to encourage them to consider the development sector as a potential employer.
- King George International Business College (KGIBC) offers co-op and practicum programs to help businesses meet staffing needs.
- Co-op students can assist with larger projects for 1-6 months while practicum students help with basic tasks in 4-week internships.
- Employers work with a coordinator who screens candidates and helps arrange interviews and placements. Commitments can be sporadic.
Skilldom revolutionizes the way learning is provided. Skilldom endorses unique contextual methodology as opposed to a convetional approach to learning. Our solutions are innovative and highly interactive with rich graphics and game based learning.
Ex Assembly - Unpacking Employee Experience (EX) LearningCafe
Employee Experience (EX) is a term that gained tremendous visibility. However, EX means different things to different people. Josh Bersin recently highlighted the need to clarify what EX means and involves.
At one end, it could be bolting on new EX practices to current HR approaches and method. On the other end, it could involve the use of a human-centred design approach to identify employee needs and realities as the real starting point for designing and implementing HR solutions and processes.
We talk to a panel of experts and practitioners about EX and what it involves.
This document outlines strategies for increasing capacity in the local committee (LC) by engaging exchange participants (EPs) and trainees in temporary placement programs (TMPs) or offering micro-experiences. It discusses integrating EPs before, during, and after their exchange through communication, promoting TMP opportunities, and conducting reintegration seminars. Examples provided include an EP taking a role on the operations committee team before their exchange and maintaining contact during the exchange through a monthly newsletter. The goal is to recruit EPs into TMPs upon their return through competency assessments and interviews. Micro-experiences of less than 8 weeks are also suggested if EPs cannot commit to a full TMP.
The document introduces the S.A.E.A. Workforce Enrichment initiative which aims to strengthen the skills and professionalism of current and future employees of STC through various training programs. It will assess employees using online tests to identify strengths and weaknesses. Training will be ongoing and offer certificates upon completion. The initiative aims to develop Saudi employees, strengthen the company image, and enhance career development. A variety of training programs are outlined covering topics like project management, leadership, supply chain management, and financial analysis.
Low Thiam Sze has over 30 years of experience in training, sales, marketing, and project management in industries including oil and gas, aviation, and education. He has held roles such as Associate Trainer, Territory Manager, Regional Manager, and Business Development Executive. Low Thiam Sze holds a B.Sc. in Marketing from the University of Wales and has extensive training experience in areas like instructional design, entrepreneurship, and leadership skills. He also has a background in volunteer leadership and community service.
The document summarizes the 2010 Summer Internship Program offered by the Office of Contracting & Procurement (OCP) in Washington D.C. The 12-week unpaid internship provides opportunities for professional and personal development through hands-on assignments, mentorship, courses and leadership speaker series. Interns will gain experience in auditing, human resources, or contracting. The program aims to expose interns to diverse experiences and skills to help them succeed in future careers or education. Eligible candidates must be current undergraduate or graduate students with a 3.0 GPA or higher and be a U.S. citizen.
HTH is a leading recruiting company in Cambodia that provides job placement and training services. The document outlines HTH's history, services such as recruiting, training programs, and upcoming workshops. It discusses goals for professional and career development, the benefits of setting goals, and differences between students and working professionals. Contact information is provided at the end.
- King George International Business College (KGIBC) offers co-op and practicum programs to help businesses meet staffing needs.
- Co-op students can assist with larger projects for 1-6 months while practicum students help with basic tasks in 4-week internships.
- Employers work with a coordinator who screens candidates and helps arrange interviews and placements. Commitments can be sporadic.
Skilldom revolutionizes the way learning is provided. Skilldom endorses unique contextual methodology as opposed to a convetional approach to learning. Our solutions are innovative and highly interactive with rich graphics and game based learning.
Ex Assembly - Unpacking Employee Experience (EX) LearningCafe
Employee Experience (EX) is a term that gained tremendous visibility. However, EX means different things to different people. Josh Bersin recently highlighted the need to clarify what EX means and involves.
At one end, it could be bolting on new EX practices to current HR approaches and method. On the other end, it could involve the use of a human-centred design approach to identify employee needs and realities as the real starting point for designing and implementing HR solutions and processes.
We talk to a panel of experts and practitioners about EX and what it involves.
This document outlines strategies for increasing capacity in the local committee (LC) by engaging exchange participants (EPs) and trainees in temporary placement programs (TMPs) or offering micro-experiences. It discusses integrating EPs before, during, and after their exchange through communication, promoting TMP opportunities, and conducting reintegration seminars. Examples provided include an EP taking a role on the operations committee team before their exchange and maintaining contact during the exchange through a monthly newsletter. The goal is to recruit EPs into TMPs upon their return through competency assessments and interviews. Micro-experiences of less than 8 weeks are also suggested if EPs cannot commit to a full TMP.
The document introduces the S.A.E.A. Workforce Enrichment initiative which aims to strengthen the skills and professionalism of current and future employees of STC through various training programs. It will assess employees using online tests to identify strengths and weaknesses. Training will be ongoing and offer certificates upon completion. The initiative aims to develop Saudi employees, strengthen the company image, and enhance career development. A variety of training programs are outlined covering topics like project management, leadership, supply chain management, and financial analysis.
Low Thiam Sze has over 30 years of experience in training, sales, marketing, and project management in industries including oil and gas, aviation, and education. He has held roles such as Associate Trainer, Territory Manager, Regional Manager, and Business Development Executive. Low Thiam Sze holds a B.Sc. in Marketing from the University of Wales and has extensive training experience in areas like instructional design, entrepreneurship, and leadership skills. He also has a background in volunteer leadership and community service.
The document summarizes the 2010 Summer Internship Program offered by the Office of Contracting & Procurement (OCP) in Washington D.C. The 12-week unpaid internship provides opportunities for professional and personal development through hands-on assignments, mentorship, courses and leadership speaker series. Interns will gain experience in auditing, human resources, or contracting. The program aims to expose interns to diverse experiences and skills to help them succeed in future careers or education. Eligible candidates must be current undergraduate or graduate students with a 3.0 GPA or higher and be a U.S. citizen.
HTH is a leading recruiting company in Cambodia that provides job placement and training services. The document outlines HTH's history, services such as recruiting, training programs, and upcoming workshops. It discusses goals for professional and career development, the benefits of setting goals, and differences between students and working professionals. Contact information is provided at the end.
This document discusses improving business productivity through more effective employee training. It notes that while training is important, budgets are tight and current training methods are often ineffective. It promotes the idea that training needs to be more engaging, interactive, and flexible to fit employees' schedules in order to better connect with trainees and improve knowledge retention. The document introduces Productive Training technology solutions that can deliver high-quality instructor-led training remotely or in-person, making training more accessible and reducing costs.
The document proposes creating a customized training program to address the Port of Virginia's (POV) impending skills gap due to retiring workers. It recommends developing a registered apprenticeship program combining on-the-job training with technical instruction to train new employees. The apprenticeship program would enhance POV's image and allow it to recruit motivated applicants while developing all employees' competencies. It also suggests supplementing this with a cooperative education program for assistant managers and in-house technical trainers.
HARI PRASADStudent Mentor and Coach (Rev)Hari Prasad
Hari Prasad has over 15 years of experience in training, student development, placement, and entrepreneurship. He has worked in both corporate and academic settings, guiding students to set goals and helping them achieve career success. Some of his responsibilities include mentoring students, arranging internships and placements, conducting soft skills and language training, and designing entrepreneurship programs. Hari Prasad is professionally qualified with a PGDM in Materials Management and certifications in insurance, mutual funds, entrepreneurship training, and academic counseling. He aims to help students enhance their skills and find employment opportunities.
This document discusses how the educational and employment landscape is changing and the implications for students and universities. It notes that a degree alone is no longer sufficient for employability and that students must now develop skills outside the classroom through extracurricular activities and work experience. The document outlines efforts by PwC and universities to help students enhance their employability skills and develop a personal brand through programs, awards, and partnerships with employers. It calls for even greater collaboration between universities and employers to ensure students gain the innovative skills needed for the future of work.
This document contains the CV of Tony Tan Keng Hong, which summarizes his over 10 years of experience in business development, marketing, administration, and human resources. It details his educational background which includes a Bachelor's degree in Marketing & E-Commerce and various professional certifications. The CV also outlines Tony's work history in roles such as HR & Training Manager, Marketing Executive, and Assistant Operations Supervisor. His experiences include establishing an SME family business, registering medical devices, and facilitating training programs.
This document discusses the importance of employee development and challenges organizations face in prioritizing it. It argues that employee development should be targeted and customized based on needs assessments rather than generic training. Neglecting employee development can be costly and lead to disengagement, lower productivity, and poorer customer service. Developing employees through inspiring programs that support growth and defined career paths can make staff more committed and productive.
Eight pitfalls of corporate training programs in Pakistan Wali ZahidMehreen Shafique
Training can be an excellent intervention to skill people. Pakistan has an immense talent when it comes to our young professionals who are ready to take on the world. The need is to channelize their energies and talents in the right direction. At the same time they have the responsibility to seek knowledge and skills from authentic resources. Wali Zahid has discussed the Eight pitfalls of corporate learning in Pakistan in his thought-provoking article covering fundamental flaws of training and what to do with them
Full article by Wali Zahid here:
https://walizahid.com/2016/01/eight-
This document summarizes a 2-day entrepreneurship program taking place on March 29-30. The program will teach entrepreneurs how to evaluate business ideas and opportunities using the BOSS (Business Opportunity Sweet Spot) Model and Opportunity Identification-Execution Canvas. It is aimed at entrepreneurs who have unsuccessful grant applications, received grants but are unsure how to build a business, or are struggling to commercialize ideas. The program will provide tools to evaluate ideas and assess viability. It includes workshops, modules on opportunities and competition, and a session on Day 2 for entrepreneurs to pitch their ideas to coaches and receive feedback.
Doitmarketing - Great article from Chamber Executive magazine about the ChamberLearning initiative that brings world-class training and speakers to chambers of commerce nationwide.
do it marketing,doit marketing,doitmarketing,marketing coach,marketing speaker
Big-box retail chains could greatly benefit from building a college intern conversion program. Implementing a comprehensive intern program can save businesses time and money by converting successful interns into full-time entry-level management positions. The document outlines the benefits of internship programs for both businesses and interns. It discusses leveraging intern talent, developing intern skills through training and mentorship, and retaining top interns for future opportunities. Building an intern conversion program aligns with processes needed for a successful internship experience and competitive advantage.
The document provides information on ManpowerGroup's graduate hiring programs and case studies of projects they completed for clients. It discusses 3 case studies where ManpowerGroup helped clients meet their needs for skilled graduates. One case involved training 90 graduates over 3 months. Another involved training 20 graduates on niche skills and deploying them in 45 days. A third case discussed training and deploying 30 graduates with AIX skills within 60 days. The document emphasizes ManpowerGroup's ability to fulfill client requirements for flexible and skilled workforces.
This document summarizes LightPerspective Training Campus, which provides educational courses to help businesses develop their employees. The courses focus on teaching decisive behavior, developing outstanding employees, and finding potential candidates within companies. Education is connected to work goals and is meant to motivate employees. Courses include Decisive Behavior, which teaches giving direct feedback clearly without prejudice, and Attitude for Business, for more junior employees wanting to develop leadership skills. The goal is to help companies utilize key employees and bring out the best in all employees.
Skillpromise Interview Preparation Program PLUSVikasMehra38
The document describes the Interview Preparation Program PLUS offered by Skillpromise. It provides a comprehensive online and face-to-face program to help students and job seekers prepare for interviews. The program offers training on various components of the selection process like aptitude tests, case studies, group discussions, and personal interviews. It provides online learning modules, coaching from industry experts, mock interviews, and additional resources like assessments and a dashboard. Testimonials from students and colleges praise the program for helping participants secure jobs with top companies through its holistic and effective approach to interview preparation.
Always Consult Ltd and Develop-meant provide leadership, management, and career coaching training and qualifications. They offer a range of accredited programs from levels 2-6 in areas like advice and guidance, customer service, business administration and management. Carol Ewels and Adrian Pitt lead the companies, which have been working together for seven years, and provide training, coaching, and qualifications assessment.
Maintec finds the right candidates from different sources, trains them on the exact skill set required by the companies, and deploys them with the clients once the training is finished.
Oakwood International provides Chartered Institute of Personnel and Development (CIPD) qualifications in HR management, HR development, and learning and development across multiple regions including the Middle East, Eastern Europe, and the UK. The document provides information on the CIPD qualifications offered (Certificates and Diplomas in HR practice and learning/development), how the programs are structured and delivered, student support provided, and requirements for enrollment.
This document provides information about OUTSOURCE Business Training Centre (OBTC), including its history, services, vision, values, and the qualifications and experience of its owner Stephen Bowerman. OBTC has been operating for over 23 years, providing training, assessment, and employment services. It offers a wide range of accredited and non-accredited courses across various industries. Stephen has over 26 years of experience in vocational training and assessment and holds several qualifications in business, training, and adult literacy.
TalentView Webinar - Gamifying The Candidate Experience: How to Level Up Your...TalentView
How can gamified assessments help you level up your candidate experience?
In this session, learn how you can make your candidate experience more efficient, accessible and engaging with gamified assessments.
Watch the recording here: https://vimeo.com/647987867/d3770e90c8
For questions or clarifications, email us at learning@talentview.com
CONNECTWorking 202005 | Succeed when remoteGTA Talents
This document provides tips and guidance for networking remotely. It discusses defining networking objectives, choosing avenues for remote networking like LinkedIn and online conferences, and giving value to one's network by sharing relevant information. The document emphasizes that remote networking is similar to in-person networking and involves establishing goals, selecting platforms, and nurturing one's community through contribution.
Tactics I use to generate and/or build relationships with donors when:
- making the ask; and
- securing grants.
NB: This presentation was produced in a pressure-packed 30 minutes, before pitching it to a Selection Committee.
This document summarizes a discussion on improving reporting timelines at Oxfam. It notes that only 30% of reports met donor deadlines and 8.6% met internal deadlines. Factors that helped reporting included coordination, assertive fundraisers, and performance indicators linked to deadlines. Barriers included inadequate staffing and data, while solutions involved better planning, capacity building, and clarifying roles and responsibilities. The discussion concluded more formal data analysis was needed to build an evidence base for policy changes.
This document discusses improving business productivity through more effective employee training. It notes that while training is important, budgets are tight and current training methods are often ineffective. It promotes the idea that training needs to be more engaging, interactive, and flexible to fit employees' schedules in order to better connect with trainees and improve knowledge retention. The document introduces Productive Training technology solutions that can deliver high-quality instructor-led training remotely or in-person, making training more accessible and reducing costs.
The document proposes creating a customized training program to address the Port of Virginia's (POV) impending skills gap due to retiring workers. It recommends developing a registered apprenticeship program combining on-the-job training with technical instruction to train new employees. The apprenticeship program would enhance POV's image and allow it to recruit motivated applicants while developing all employees' competencies. It also suggests supplementing this with a cooperative education program for assistant managers and in-house technical trainers.
HARI PRASADStudent Mentor and Coach (Rev)Hari Prasad
Hari Prasad has over 15 years of experience in training, student development, placement, and entrepreneurship. He has worked in both corporate and academic settings, guiding students to set goals and helping them achieve career success. Some of his responsibilities include mentoring students, arranging internships and placements, conducting soft skills and language training, and designing entrepreneurship programs. Hari Prasad is professionally qualified with a PGDM in Materials Management and certifications in insurance, mutual funds, entrepreneurship training, and academic counseling. He aims to help students enhance their skills and find employment opportunities.
This document discusses how the educational and employment landscape is changing and the implications for students and universities. It notes that a degree alone is no longer sufficient for employability and that students must now develop skills outside the classroom through extracurricular activities and work experience. The document outlines efforts by PwC and universities to help students enhance their employability skills and develop a personal brand through programs, awards, and partnerships with employers. It calls for even greater collaboration between universities and employers to ensure students gain the innovative skills needed for the future of work.
This document contains the CV of Tony Tan Keng Hong, which summarizes his over 10 years of experience in business development, marketing, administration, and human resources. It details his educational background which includes a Bachelor's degree in Marketing & E-Commerce and various professional certifications. The CV also outlines Tony's work history in roles such as HR & Training Manager, Marketing Executive, and Assistant Operations Supervisor. His experiences include establishing an SME family business, registering medical devices, and facilitating training programs.
This document discusses the importance of employee development and challenges organizations face in prioritizing it. It argues that employee development should be targeted and customized based on needs assessments rather than generic training. Neglecting employee development can be costly and lead to disengagement, lower productivity, and poorer customer service. Developing employees through inspiring programs that support growth and defined career paths can make staff more committed and productive.
Eight pitfalls of corporate training programs in Pakistan Wali ZahidMehreen Shafique
Training can be an excellent intervention to skill people. Pakistan has an immense talent when it comes to our young professionals who are ready to take on the world. The need is to channelize their energies and talents in the right direction. At the same time they have the responsibility to seek knowledge and skills from authentic resources. Wali Zahid has discussed the Eight pitfalls of corporate learning in Pakistan in his thought-provoking article covering fundamental flaws of training and what to do with them
Full article by Wali Zahid here:
https://walizahid.com/2016/01/eight-
This document summarizes a 2-day entrepreneurship program taking place on March 29-30. The program will teach entrepreneurs how to evaluate business ideas and opportunities using the BOSS (Business Opportunity Sweet Spot) Model and Opportunity Identification-Execution Canvas. It is aimed at entrepreneurs who have unsuccessful grant applications, received grants but are unsure how to build a business, or are struggling to commercialize ideas. The program will provide tools to evaluate ideas and assess viability. It includes workshops, modules on opportunities and competition, and a session on Day 2 for entrepreneurs to pitch their ideas to coaches and receive feedback.
Doitmarketing - Great article from Chamber Executive magazine about the ChamberLearning initiative that brings world-class training and speakers to chambers of commerce nationwide.
do it marketing,doit marketing,doitmarketing,marketing coach,marketing speaker
Big-box retail chains could greatly benefit from building a college intern conversion program. Implementing a comprehensive intern program can save businesses time and money by converting successful interns into full-time entry-level management positions. The document outlines the benefits of internship programs for both businesses and interns. It discusses leveraging intern talent, developing intern skills through training and mentorship, and retaining top interns for future opportunities. Building an intern conversion program aligns with processes needed for a successful internship experience and competitive advantage.
The document provides information on ManpowerGroup's graduate hiring programs and case studies of projects they completed for clients. It discusses 3 case studies where ManpowerGroup helped clients meet their needs for skilled graduates. One case involved training 90 graduates over 3 months. Another involved training 20 graduates on niche skills and deploying them in 45 days. A third case discussed training and deploying 30 graduates with AIX skills within 60 days. The document emphasizes ManpowerGroup's ability to fulfill client requirements for flexible and skilled workforces.
This document summarizes LightPerspective Training Campus, which provides educational courses to help businesses develop their employees. The courses focus on teaching decisive behavior, developing outstanding employees, and finding potential candidates within companies. Education is connected to work goals and is meant to motivate employees. Courses include Decisive Behavior, which teaches giving direct feedback clearly without prejudice, and Attitude for Business, for more junior employees wanting to develop leadership skills. The goal is to help companies utilize key employees and bring out the best in all employees.
Skillpromise Interview Preparation Program PLUSVikasMehra38
The document describes the Interview Preparation Program PLUS offered by Skillpromise. It provides a comprehensive online and face-to-face program to help students and job seekers prepare for interviews. The program offers training on various components of the selection process like aptitude tests, case studies, group discussions, and personal interviews. It provides online learning modules, coaching from industry experts, mock interviews, and additional resources like assessments and a dashboard. Testimonials from students and colleges praise the program for helping participants secure jobs with top companies through its holistic and effective approach to interview preparation.
Always Consult Ltd and Develop-meant provide leadership, management, and career coaching training and qualifications. They offer a range of accredited programs from levels 2-6 in areas like advice and guidance, customer service, business administration and management. Carol Ewels and Adrian Pitt lead the companies, which have been working together for seven years, and provide training, coaching, and qualifications assessment.
Maintec finds the right candidates from different sources, trains them on the exact skill set required by the companies, and deploys them with the clients once the training is finished.
Oakwood International provides Chartered Institute of Personnel and Development (CIPD) qualifications in HR management, HR development, and learning and development across multiple regions including the Middle East, Eastern Europe, and the UK. The document provides information on the CIPD qualifications offered (Certificates and Diplomas in HR practice and learning/development), how the programs are structured and delivered, student support provided, and requirements for enrollment.
This document provides information about OUTSOURCE Business Training Centre (OBTC), including its history, services, vision, values, and the qualifications and experience of its owner Stephen Bowerman. OBTC has been operating for over 23 years, providing training, assessment, and employment services. It offers a wide range of accredited and non-accredited courses across various industries. Stephen has over 26 years of experience in vocational training and assessment and holds several qualifications in business, training, and adult literacy.
TalentView Webinar - Gamifying The Candidate Experience: How to Level Up Your...TalentView
How can gamified assessments help you level up your candidate experience?
In this session, learn how you can make your candidate experience more efficient, accessible and engaging with gamified assessments.
Watch the recording here: https://vimeo.com/647987867/d3770e90c8
For questions or clarifications, email us at learning@talentview.com
CONNECTWorking 202005 | Succeed when remoteGTA Talents
This document provides tips and guidance for networking remotely. It discusses defining networking objectives, choosing avenues for remote networking like LinkedIn and online conferences, and giving value to one's network by sharing relevant information. The document emphasizes that remote networking is similar to in-person networking and involves establishing goals, selecting platforms, and nurturing one's community through contribution.
Tactics I use to generate and/or build relationships with donors when:
- making the ask; and
- securing grants.
NB: This presentation was produced in a pressure-packed 30 minutes, before pitching it to a Selection Committee.
This document summarizes a discussion on improving reporting timelines at Oxfam. It notes that only 30% of reports met donor deadlines and 8.6% met internal deadlines. Factors that helped reporting included coordination, assertive fundraisers, and performance indicators linked to deadlines. Barriers included inadequate staffing and data, while solutions involved better planning, capacity building, and clarifying roles and responsibilities. The discussion concluded more formal data analysis was needed to build an evidence base for policy changes.
Part of a series of Development Practice Discussions I instigated in 2009, for Oxfam GB in Pakistan.
These sessions were aimed at building critical thinking skills and encouraging peer review of our work within a world's best practice framework.
The document provides information about strategies for success in college and beyond. It discusses the eight choices of successful students which are personal responsibility, self-motivation, self-management, interdependence, self-awareness, lifelong learning, emotional intelligence, and belief in self. It also outlines the four components of the CORE learning system as collect, organize, rehearse, and evaluate. Finally, it asks focus questions about self-responsibility and creating greater success by changing one's vocabulary.
20090915_Cluster-level objectives and indicators for Early Recovery in the 20...Christopher John Wardle
A presentation on behalf of the Pakistan Early Recovery Cluster Working Group at the Pakistan 2010 Inter-Agency Humanitarian Appeal Process Workshop, September 14-15, 2009, Islamabad, Pakistan.
A presentation by Christopher John Wardle to the joint PDI/Oxfam workshop on
Climate Change and Disaster Risk Management in Balochistan.
Serena Hotel, Quetta, Pakistan
09 October 2008
Personal Responsibility is about taking conscious control of our responses to the events and circumstances in our life. We are responsible for ourselves for what we do with our life and for what we have done already is up to us.
Accepting personal responsibility for our life is actually quite liberating as viewed by the notion of “responsibility” in a negative way as it is a matter of obligation or of having duties.
Why it is good to be personally responsible?
1. By accepting personal responsibility, we gain the freedom to create our own life the way we wanted it to be. When we admit to ourselves that we are solely responsible for our life, we immediately recognize how much control we really do have. Personal responsibility is the foundation for personal development. By acknowledging our role in the process, we give ourselves the opportunity to improve and CHANGE.
2. By accepting personal responsibility, we are willingly and without any hesitation acknowledging our deeds including our mistakes. If we do so then we develop a reputation for being the person who accepts responsibility for his actions, and surprisingly in the process people will often simply ignore the fact that you did really made a mistake altogether.
3. By accepting personal responsibility, we stay more in control.
There are all sorts of negative emotions that come with not accepting personal responsibility. When we blame others, we may feel anger or resentment towards that person. The worst part about denying responsibility is an overall sense of powerlessness. When we feel like we don’t have control over our life, then we easily become victim of depression.
Developing your staff the Multipliers way.Mark S. Steed
A presentation to Heads of Department on distributive leadership, including some practical tips on how to achieve this. Ideas based on the books "Multipliers" and "the Multiplier Effect" by Liz Wiseman et al
Desperate Need to Reinvent the L&D professional in Australia – Learning Cafe ...LearningCafe
The L&D profession is facing stress in Australia bought about reduced budgets, outsourcing, increased speed of business and the impact of technology. This is being reflected in the changing quality and quantity of L&D jobs and career paths available. We cogitate on the skills needed to ensure L&D professionals keep themselves in demand including digital and business skills. We discuss the options and alternative career options and pathways for L&D professions.
This document discusses preparing for an uncertain future career by gaining diverse international experience and developing collaborative skills through an MBA program like ESADE. It notes that the desired job may not exist in the future, may be too competitive to obtain, or one's interests may change during their studies. ESADE emphasizes developing flexibility, obtaining international experience through its diverse student body from over 70 countries, and enhancing teamwork skills through its collaborative learning approach.
The document summarizes a presentation by the Career Guidance Council on September 25th, 2011 about empowering youth through career guidance programs. It outlines the various programs and services offered like resume writing, interview preparation, aptitude training, and counseling. It also discusses partnerships with organizations and achievements in guiding over 12,000 students. Oracle volunteers collaborate with Career Guidance Council on career counseling sessions covering topics like resume building, interview tips, and self-assessment.
“Career Day” event is important for young graduates they will get a chance to hear and know from industry experts about the industry expectation more inclined towards recruitment’s. Event also gives an opportunity to hear speakers from senior Management, Professional Trainers, HR Managers and Experiences professional from across verticals.
Futureproof provides entrepreneurial education programs in South Africa to address youth unemployment. It trains students from ages 9-18 in entrepreneurial skills and mindsets through both in-person and online programs. Futureproof aims to equip students to create their own opportunities and solve problems through entrepreneurship. It works with schools, teachers, parents and local communities to promote entrepreneurship education.
UPLIFT Wisconsin provides career training and job placement services to unemployed or underemployed military veterans and their families. Its mission is to help individuals overcome obstacles and achieve self-sustainability through providing necessary training, producing skilled laborers, and leading to job opportunities. UPLIFT offers several 90-day training modules in in-demand fields with hands-on learning, assessments, and job placement upon completion. Its goal is to reduce unemployment among veterans and increase the skilled workforce available to local businesses.
The document summarizes activities of the Regional Development Centre (RDC) over the past year and previews upcoming initiatives. It discusses two pilot programs concluded by the RDC, the VITAL and Honeycomb programs, and announces that two RDC staff members were recently certified in the WKI methodology, a first for any incubation center in Ireland or the UK. It encourages organizations to seek support from the RDC at all stages of development through various programs and services.
The document discusses a training for CEOs and leaders on empowering women and promoting gender equality. It provides biographies of the two trainers, Ester Eomois and Leena Kivisild. The training will cover analyzing women's representation in leadership, learning from best practices in Europe, and empowering CEOs to implement gender equality policies and programs. Attendees will develop personal action plans to promote gender equality in their own organizations. An example is provided of initiatives by Saint-Gobain, a global construction company, to increase gender diversity through their diversity action plan and strategic priorities.
1) LeAP is a leadership accelerator program that aims to develop the mindset, self-awareness, and leadership behaviors of high performers through experiential learning opportunities, coaching, and customized reports.
2) The program addresses issues that new managers and leaders face such as high expectations, pressure to perform, and the need to motivate complex teams in a diverse workforce.
3) LeAP uses a proprietary assessment tool, multi-source feedback, workshops, and ongoing coaching to help more than 500 Indian professionals successfully transition to new leadership roles.
PD Training provides various learning and development products and services including training courses, microlearning videos, eLearning, and leadership development profiling tools. They aim to partner with clients to deliver high-quality learning experiences and lasting results. PD Training operates in 10 countries and offers popular courses in areas such as communication, leadership, sales, and project management. They also provide wellness programs and microlearning videos to support ongoing learning. Fraser MacFarlane provided contact information for organizations interested in developing their staff through a partnership with PD Training.
This document provides information about REACTOR, an entrepreneurship training institute. It discusses REACTOR's philosophy of empowering students with skills like independence, grit, innovation, interpersonal skills, teamwork and empathy. It describes some of REACTOR's programs like the Enterprise Leaders Programme and Entrepreneurship Cornerstone Programme which focus on experiential learning through activities, workshops and internships. The document emphasizes that REACTOR's training is customized to each audience and can include various curriculum blocks on topics such as design thinking, pitching and customer discovery.
The document discusses workforce challenges and opportunities in today's global market. It summarizes that while economic and technological changes present new challenges, human potential remains the key to business success. It advocates adopting a global talent outlook and prioritizing jobs, training, and opportunities to strengthen productivity and competitiveness. The document promotes ManpowerGroup's services and global network to help companies meet their workforce needs anywhere in the world through an understanding of local dynamics and an international talent pool.
WiseStep is an initiative by IIT alumni and industry professionals to create a skilled global workforce. They help students choose careers intelligently, develop required skills through coaching and opportunities. WiseStep provides an online and offline platform with career information, training, placements and internships. They look for students with strong communication, writing and assessment skills for content developer and web developer roles who are proficient in technologies like PHP, MySQL, HTML and Java Script. Interested students can reach out to WiseStep via email or phone.
This module provides small and medium-sized enterprises (SMEs) with tools and resources to help them succeed in taking on apprentices. It includes a video library with practical tips for SMEs on apprenticeships. It also includes a regional apprenticeship alliance toolkit to help agencies support SMEs in becoming apprenticeship employers. The module concludes with case studies, testimonials, and templates like induction presentations and evaluation forms to assist SMEs in managing apprenticeships.
This module provides small and medium-sized enterprises (SMEs) with tools and resources to help them succeed with apprenticeships. It includes a video library with practical tips, a regional alliance toolkit to help form partnerships, case studies and testimonials from businesses, and templates to help SMEs manage apprenticeships. The resources are meant to guide SMEs and their advisors on taking on apprentices and building apprenticeship programs.
Official presentation of the 17th of january 2015Luca Loria
This document summarizes an initiative called "Yes We Can Work" that aims to address youth unemployment through work experiences and skills development. It provides an overview of the organization's mission, goals, plan of action, resources, and results. The initiative supports young people in gaining international work experience, discovering study and career opportunities abroad, and developing skills required by employers, including improving English. Outcomes include acquiring work experience, evaluating candidates for jobs and internships, certifying English knowledge, and developing transferable skills, as assessed through initial and final personal profiles and skills assessments.
GTB, an advertising agency, created a Returnship program to address the lack of women in senior positions. The program, called "Elevate", gives women who took a career break of over 2 years a 10-week paid placement including training to help them return to full-time work. A study found that while 73% of highly qualified women who left jobs wanted to return, only 40% found mainstream work. The document outlines GTB's program including defining eligibility, curriculum, promotion, and metrics for success. Participant testimonials praise the program for providing opportunity and restoring confidence after time away from work.
People Development Africa is an accredited training provider in South Africa specializing in skills development programs. They offer courses to train facilitators, assessors, and other professionals in the education, training and development field. Their flagship program is the National Certificate in Occupationally Directed Education Training and Development Practices, which includes courses in facilitation, assessment, moderation, and other skills. They aim to support the national qualifications framework and lifelong learning in South Africa.
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An outline of the ways in which Moringa Olifera may add real value to development programmes, through:
1) Directly addressing malnutrition;
2) Providing ancillary health benefits;
3) Enhancing animal health and productivity;
4) Reducing household expenditure; and
5) Increasing income.
Approaches to community engagement and partnership are also outlined in this brief Pech-Kucha presentation (20 slides for 20 seconds each).
20061129_Teacher perceptions of age-appropriate reproductive health informati...Christopher John Wardle
A paper on research from Project Aagahi
presented at the Population Association of Pakistan’s 7th Annual Population Research Conference, 'Population at the Crossroads of Development'
November 28-30 2006
University of Peshawar Campus, Peshawar, Pakistan.
Section VI: Investing in Youth
Wednesday 29 November 2006 1400 – 1600
Sahibzada Abdul Qayyum Hall
The document summarizes a presentation given in Pakistan about the challenges facing reproductive health programs. It discusses the poor conditions and high population growth in Pakistan. It then outlines the approach of the World Population Foundation, which focuses on adolescent reproductive health, education, and empowerment through advocacy, resource development and research. Barriers to progress are also discussed, as well as future plans to help achieve UN development goals through capacity building and evidence-based programs.
The document summarizes a Pecha Kucha presentation about a recycling project in Nairobi's urban slums. The project establishes a plastics recycling plant that will provide income and jobs for unemployed youth, reducing crime. It will buy plastics directly from community groups and operate machines to process the plastics, with profits shared equally. The project also includes a community toilet and meeting room to improve sanitation and hold meetings. Speakers note the project restores hope, provides dignity, and empowers the community.
This document outlines a charter to end extreme hunger in East Africa, where up to 750,000 people face death from hunger in the worst food crisis of the 21st century. It notes that this crisis was predicted and preventable, and that urgent action is needed. It then outlines five commitments to fix flaws in the international emergency response system, support local food production, provide services and protection for the poorest, ensure food is affordable for all, and reduce armed violence and conflict. The charter calls on nations and organizations to take specific actions in these five areas to prevent future crises and end extreme hunger.
1. Oxfam believes that assumed solutions to poverty, famine, and natural disasters require commitment to fixing flaws in emergency response systems, supporting local food production, providing services and protection for the poorest people, ensuring affordable food, and reducing violence and conflict.
2. Oxfam is responding to the crisis in East Africa, where over 12 million people need assistance, by providing food, water, and sanitation to over 1 million people so far and aiming to eventually help 3 million people.
3. Oxfam launched its largest ever appeal for Africa to address this crisis and has sent over 70 tons of emergency supplies from its UK warehouse to help with water, sanitation, and shelter.
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20060920_Internship in the development sector
1. Thinking outside the square – an interactive presentation on diversity in internship and employment opportunities in Pakistan Christopher John Wardle Country Representative for Pakistan World Population Foundation (WPF) Wednesday 20 September 2005 15:30 – 17:00 University of Central Punjab, Lahore, Pakistan.
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18. Local staff educational backgrounds: IT Manager Bachelors in IT Multan Programme Coordinator Masters in Business Administration Interim Programme Manager Masters in Clinical Psychology Finance Assistant Masters in Economics Life Skills Programme Officer Masters in Economics Research and Implementation Officer Masters in Economics Multan Programme Assistant Masters in IT Office Manager Masters in Public Administration