Top 8 organizational development consultant resume samplesroddaniel62
In this file, you can ref resume materials for organizational development consultant such as organizational development consultant resume samples, organizational development consultant resume writing tips, organizational development consultant cover letters, organizational development consultant interview questions with answers…
Talent Management - Aligning Implementation with Your Organization’s NeedsCornerstone OnDemand
Patients are every healthcare organization’s main focus. HCR ManorCare knew that to provide the best patient care, they needed to start with their biggest resource: their people. They discuss their approach to implementing a talent management strategy in this recording.
It was an ever-changing process as they welcomed a new COO, faced adjustments in the organization’s strategy, and had to manage struggles with funding as reimbursement changes in healthcare occurred. Their approach focused on improved employee learning, succession planning for key positions, and linking performance management to training and succession.
In this viewcast, you will learn:
• How to link your Talent Management approach to your organization’s strategy
• Strategies for adjusting your approach due to internal and external issues that will occur during implementation
• The importance of doing a full organizational assessment prior to implementing a Talent Management strategy
View our webinar, “Unified Talent Management: How HCR ManorCare Made Their People The Priority,“ to learn some strategies around developing an people-focused talent management strategy.
The 3C's- Credibility, Capability & Confidence: CPLP and the Competency modelKella Price
The ASTD Certified Professional in Learning and Performance Certification (CPLP) equips people with the tools to be the best in the field and lets employers know you have the real world practical expertise that can be readily applied. Participants will learn the nine areas of the competency model covered in the exam and understand the work product requirements. At the end participants will be able to assess their readiness to register for the CPLP certification process.
Top 8 organizational development consultant resume samplesroddaniel62
In this file, you can ref resume materials for organizational development consultant such as organizational development consultant resume samples, organizational development consultant resume writing tips, organizational development consultant cover letters, organizational development consultant interview questions with answers…
Talent Management - Aligning Implementation with Your Organization’s NeedsCornerstone OnDemand
Patients are every healthcare organization’s main focus. HCR ManorCare knew that to provide the best patient care, they needed to start with their biggest resource: their people. They discuss their approach to implementing a talent management strategy in this recording.
It was an ever-changing process as they welcomed a new COO, faced adjustments in the organization’s strategy, and had to manage struggles with funding as reimbursement changes in healthcare occurred. Their approach focused on improved employee learning, succession planning for key positions, and linking performance management to training and succession.
In this viewcast, you will learn:
• How to link your Talent Management approach to your organization’s strategy
• Strategies for adjusting your approach due to internal and external issues that will occur during implementation
• The importance of doing a full organizational assessment prior to implementing a Talent Management strategy
View our webinar, “Unified Talent Management: How HCR ManorCare Made Their People The Priority,“ to learn some strategies around developing an people-focused talent management strategy.
The 3C's- Credibility, Capability & Confidence: CPLP and the Competency modelKella Price
The ASTD Certified Professional in Learning and Performance Certification (CPLP) equips people with the tools to be the best in the field and lets employers know you have the real world practical expertise that can be readily applied. Participants will learn the nine areas of the competency model covered in the exam and understand the work product requirements. At the end participants will be able to assess their readiness to register for the CPLP certification process.
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
Closing the Employee Skills Gap: A Framework for Future Success | Webinar 11....BizLibrary
According to the US Department of Labor July 2014 report, there are more than 9.7 million people seeking work that are unemployed. At the same time, US Bureau of Labor statistic reports there are 4.5 million unfilled job openings in the US economy.
Does a skills gap really exist in the American economy? Are there truly open jobs for which there are no qualified applicants or people to fill them? In this webinar we’ll discuss:
• Information and research about where organizations are struggling to find talent
• Practical advice, best practices, and tips to help find or nurture talent to fill both current and future skill gaps
• The business benefits of focusing on three critical areas: leadership skills, technical/professional skills, and IT/computer skills.
Closing the Employee Skills Gap: A Framework for Future Success | Webinar 08....BizLibrary
According to the US Department of Labor July 2014 report, there are more than 9.7 million people seeking work that are unemployed. At the same time, US Bureau of Labor statistic reports there are 4.5 million unfilled job openings in the US economy.
www.bizlibrary.com
Paradigm shift - Building a new talent management model to boost growthEY
Nearly five years after the financial crisis erupted, a sustained global economic recovery remains elusive. Nothing less than a fundamental change in thinking is required to tackle the talent shortfall.
http://www.ey.com/GL/en/Issues/Driving-growth/Growing-Beyond---Paradigm-Shift---Overview
Our Growing Beyond program explores opportunities across expanding into new markets, finding new ways to innovate & implementing new approaches to talent.
www.ey.com/growingbeyond
Get Em Keep Em Grow Em: a Texas BBQ of Integrated Talent ManagementDan Medlin
Originally presented to the Austin Human Resource Management Association for its Stepping Stones program, which prepares senior HR professionals for their next elevation into management or strategy, this program looks at the People, Processes and Tools required, in detail, for each stage of the Integrated Talent Management lifecycle.
Strategic Learning and Development for Improved Workforce Performance was presented to the Western NC chapter of SHRM. Based on best practices research this presentation uses a case study to show how the entire talent cycle can be aligned around common competencies, processes and systems.
Company talent development presentation (public)Ramil Mastiyev
This is a sample presentation on delivering a speech to the management in your company or a client. It features the main arguments and a kick-start scenario for creating a company-specific talent development program.
Explores the need for educators to be continually engaged in professional learning activities, and illustrates how the use of technology, in particular, Web2.0 technologies, can assist.
We all know that the competition for talent is fierce. More importantly, the rules of the game are changing. With the rise of social recruiting and shifts in what Millennials want out of their careers, it's more important than ever to be aware of the recruitment landscape and have a strategic plan when you arrive on campus this Fall.
Universum America's Vice President of Advisory Services, John Flato, will explore trends on:
- Winning your best hiring class through technology
- Adapting to a globalizing recruitment stage
- Aligning yourself with Millennial career preferences
This webinar will not just explore changing in campus recruiting, but how you can adapt.
EDUCAUSE Live! presentation given September 8, 2010. Talent management is the process of attracting, selecting, training, developing and promoting employees throughout the institution. A focus on obtaining and developing talent ensures that the staff has the tools/support/resources necessary to perform well, are properly motivated/compensated, and are ready to transition into leadership roles as appropriate. They become valuable assets because over time they develop the necessary core competencies and internalized institutional core values.
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
Closing the Employee Skills Gap: A Framework for Future Success | Webinar 11....BizLibrary
According to the US Department of Labor July 2014 report, there are more than 9.7 million people seeking work that are unemployed. At the same time, US Bureau of Labor statistic reports there are 4.5 million unfilled job openings in the US economy.
Does a skills gap really exist in the American economy? Are there truly open jobs for which there are no qualified applicants or people to fill them? In this webinar we’ll discuss:
• Information and research about where organizations are struggling to find talent
• Practical advice, best practices, and tips to help find or nurture talent to fill both current and future skill gaps
• The business benefits of focusing on three critical areas: leadership skills, technical/professional skills, and IT/computer skills.
Closing the Employee Skills Gap: A Framework for Future Success | Webinar 08....BizLibrary
According to the US Department of Labor July 2014 report, there are more than 9.7 million people seeking work that are unemployed. At the same time, US Bureau of Labor statistic reports there are 4.5 million unfilled job openings in the US economy.
www.bizlibrary.com
Paradigm shift - Building a new talent management model to boost growthEY
Nearly five years after the financial crisis erupted, a sustained global economic recovery remains elusive. Nothing less than a fundamental change in thinking is required to tackle the talent shortfall.
http://www.ey.com/GL/en/Issues/Driving-growth/Growing-Beyond---Paradigm-Shift---Overview
Our Growing Beyond program explores opportunities across expanding into new markets, finding new ways to innovate & implementing new approaches to talent.
www.ey.com/growingbeyond
Get Em Keep Em Grow Em: a Texas BBQ of Integrated Talent ManagementDan Medlin
Originally presented to the Austin Human Resource Management Association for its Stepping Stones program, which prepares senior HR professionals for their next elevation into management or strategy, this program looks at the People, Processes and Tools required, in detail, for each stage of the Integrated Talent Management lifecycle.
Strategic Learning and Development for Improved Workforce Performance was presented to the Western NC chapter of SHRM. Based on best practices research this presentation uses a case study to show how the entire talent cycle can be aligned around common competencies, processes and systems.
Company talent development presentation (public)Ramil Mastiyev
This is a sample presentation on delivering a speech to the management in your company or a client. It features the main arguments and a kick-start scenario for creating a company-specific talent development program.
Explores the need for educators to be continually engaged in professional learning activities, and illustrates how the use of technology, in particular, Web2.0 technologies, can assist.
We all know that the competition for talent is fierce. More importantly, the rules of the game are changing. With the rise of social recruiting and shifts in what Millennials want out of their careers, it's more important than ever to be aware of the recruitment landscape and have a strategic plan when you arrive on campus this Fall.
Universum America's Vice President of Advisory Services, John Flato, will explore trends on:
- Winning your best hiring class through technology
- Adapting to a globalizing recruitment stage
- Aligning yourself with Millennial career preferences
This webinar will not just explore changing in campus recruiting, but how you can adapt.
EDUCAUSE Live! presentation given September 8, 2010. Talent management is the process of attracting, selecting, training, developing and promoting employees throughout the institution. A focus on obtaining and developing talent ensures that the staff has the tools/support/resources necessary to perform well, are properly motivated/compensated, and are ready to transition into leadership roles as appropriate. They become valuable assets because over time they develop the necessary core competencies and internalized institutional core values.
Svolgere attività di ricerca, valorizzazione, trasferimento tecnologico e formazione sulla storia e sulle culture del Mediterraneo e sue proiezioni atlantiche, in una prospettiva di lungo periodo dal medio evo all’età contemporanea.
Oregon is a state that has view vistas galore. First there’s Portland and her small community of artists and crafters, with its diverse architecture, light rail and street cars, bridges, rivers, and urban forests. Then there’s Oregon with its mountains, coastline, wine country, high desert, and the Columba George. It all provides me inspiration for my paintings.
Exigences hygiéniques, réalisation et inspection des installations et apparei...minergie-romande
Présentation de M. Kurt Ruffieux, Ing. dipl. HES; Energie et bâtiment, Délégué SICC pour la Suisse romande, lors du séminaire Minergie Qualité de l'air intérieur à Fribourg le 8 novembre 2016
Craig Dickerson Resume; Learning, Leadership and Talent DevelopmentCraig Dickerson
A proven talent development professional with focused experience in learning and leadership development. Worked in the US and Europe helping companies develop strategic and effective programs to up-skill employees or prepare them for transitions. Six years of consulting has developed a broad perspective of talent challenges and solutions. Worked in Media and Entertainment, Financial Services, Energy, Consumer Products and Manufacturing industries as well as in the public sector.
Proven talent development professional with focused experience in learning and workforce development. Worked in the US and Europe helping companies develop strategic and effective programs to up-skill employees or prepare them for transitions. Six years of consulting has cultivated a broad perspective of talent challenges and solutions.
1. Y. Findley
Yvonne Findley
8844 Spring Grove N 251-447-1829 (C)
Mobile, AL 36695 Yfindley68@gmail.com
SUMMARY
Excel in positions that reflect change management, innovative thinking and encompasses the dynamics
of world innovation.
TECHNICAL SKILLS
Microsoft Office Products, SuccessFactors (SAP product), iSuccess, Taleo, VURV, People Soft (query
certified), and CICS.
EDUCATION/CERTIFICATIONS
Gallup, Inc., Baltimore, MD
Certified Strengths Performance Coach
University of Redlands, Redlands, CA
Master's in Education (M. Ed), emphasis in Counseling (Career Development)
California State University, Long Beach, CA
Certificate in Human Resource Management
Western Michigan University, Kalamazoo, MI
Bachelor of Science, Business Administration
EXPERIENCE
Mississippi Gulf Coast Community College 01/15-present
Part-time Teacher
Design and teach Professional Development courses for Ingalls Employees and Community College
students.
o Introduction into Project Management (9 hour course)
Huntington Ingalls Industries, Pascagoula, MS 07/08 to present
HRIS Analyst III 07/15-present
Project Manager for conversion from DOS based platform to SAP SuccessFactors Cloud Based
system. Technical point of contact for the Onboarding, Succession, Career Development, Goal
Management, Performance Management and Talent Profile modules.
Develop user procedures, guidelines and documentation and train clients on new
processes/functionality.
Recommend process/customer service improvements, innovative solutions, policy changes and/or
major variations from established policy that must be approved by appropriate leadership prior to
implementation.
Serve as a key liaison with third parties and other stakeholders (e.g. payroll).
Review, test and implement HRMS system upgrades or patches and collaborate with functional and
technical staff to coordinate application of upgrade or fix.
Write, maintain and support a variety of reports or queries utilizing appropriate reporting tools. Assist
in development of standard reports for ongoing customer needs.
Uphold data integrity in systems by running queries and analyzing data.
Maintain awareness of current trends in HRMS with a focus on product and service development,
delivery and support, and applying key technologies. Examine trends in information systems training,
materials and techniques.
Talent Management Lead/Organizational Effectiveness Professional III 01/11-07/16
Partner with Upper Management on selection for succession planning, high potential employees and
near future leaders development.
Review, update and vet company Policy and Procedures.
Expand in-house programs and practices to identify developmental needs of our current employees
which will prepare them for more responsible positions and increase effectiveness in present
assignments.
2. Y. Findley
Co-Chair the Executive and Manager Mentee programs.
Catalyst for Employee Engagement (Gallup Surveys) ensuring plans are SMART and sustained
throughout the year by carrying out individual and group discussions.
Lead trainer on Strengths Based Leadership for personal and organizational enhancement.
Conduct Anti-harassment refresher courses for 600+ represented employees.
Develop tests and visual aids, conduct info classes, and cultivate criteria for evaluating effectiveness
on training activities.
Oversee the selection process for state wide Leadership Development programs such as Leadership
Mississippi, Leadership Louisiana, Leadership Jackson County, Gulf Coast Business Master’s
Program and Gulf Coast Leadership.
Research and make recommendations for utilizing outside resources.
Test system for inconsistencies.
Develop web-based training modules.
Run reports and create statistics for Vice Presidents, Directors, HR and Operations.
Talent Acquisition III/Apprenticeship Recruitment Lead 07/08 to 01/11
Planned, scheduled and attended local middle schools, high schools, junior and community colleges
and trade schools Career Days.
Trained and developed new recruiters to effectively promote Ingalls at career functions for both locally
and out of area events.
Sector lead for Corporate Careers Website redesign and Corporate Branding Initiative on a team of
fifteen.
Pre-screened, interviewed and extended offers.
Insured that expenses for travel, branding, collateral and events are tracked and within designated
budget.
Developed, track and report staffing metrics monthly.
Led a team of seven from multiple departments to update, improve and implement the New Hire
Orientation.
Conducted New Hire Orientation.
Worked with Unions to successfully source candidates for open positions.
Northrop Grumman Integrated Systems, El Segundo, CA 06/04 to 07/08
University Relations and Recruitment Supervisor (Lead Recruiter)
Provided leadership and training for a staff of three.
Developed, compiled and analyzed metrics associated with AAP reporting and Sector wide initiatives
related to the Diversity and Inclusion strategic plan.
Organized the University Relations program and centralize recruiting process for the Integrated
Systems Sector by conducting training programs related to On Campus Branding, candidate
assessment, and interviewing techniques.
Actively recruited students for full time and internship opportunities by attending nation-wide campus
recruitment fairs and participating in national diversity conferences (SWE, SHPE, HENAAC, NSBE,
BEYA).
Assisted in the development, implementation and hosting of a multi-company Diversity Leadership
Conference geared towards developing leadership skills among the Minority Engineering Programs.
Directed and synchronized recruiting activities for the University Recruitment Center.
Managed the student internship program for 100+ interns in the Southern California area.
Pre-screened candidates for open positions, scheduled interviews, provided input to hiring managers
and extended/negotiated offers for potential employees.
Averaged 83% acceptance for full time positions, 92% acceptance for internship offers.
Taught business etiquette, conflict resolution, goal setting, and negotiation locally and at national
conferences.
Provided guidance to upper management on staffing policies in keeping with the company’s
affirmative action goals.
3. Y. Findley
SPEAKING ENGAGEMENTS
Strengths Based Leadership,Moss PointSchool District Present
Strengths Based Leadership,Ingalls Shipbuilding Present
What Would DilbertDo? 5 Reasons to have a Mid-Year Discussion July 2015
Prepping for Employment,Hispanic Outreach & Leadership Alliance May 2015
Business Etiquette and Dinning,Universityof Southern Mississippi Oct. 2010
Resume Writing 101,STEM Organization, University of Mississippi Sept. 2009
Apprenticeships-Is ItRightfor You, Northrop Grumman Shipbuilding May 2009
When Did Flip Flops Become a Part of Corporate Attire, Society of Women Engineers March 2008
Climbing the Corporate Ladder/Mentors and Mentees,Society of Hispanic Engineers Feb. 2008
What Do Students Need to Know to Gain Employment,MPACE Regional Conference Dec. 2007
Time Management/A More Productive You, Society of Hispanic Engineers Regional Apr. 2007
Career Coaching/Mentoring Speaker Panel,Black Engineer of the Year National Conference Feb. 2007
Interviewing- More Than What You Say, Society of Hispanic Engineers,Cal PolySLO Oct. 2006
Business Etiquette and Other Key Workplace Habits,Universityof San Diego GuestProfessor May 2006
OTHER
ISEA (Ingalls Shipbuilding EqualityAlliance) Founding Member Aug. 2015-
Professional DevelopmentChair present
WISE (Women In Shipbuilding Enterprises) Feb 2013-
Vice President(Feb.2015-present) present
Communications Chair (Feb.2013-Feb.2015)
Bell Ringer for Succession Development July 2015
Bell Ringer for SAP lead tester Oct. 2015
Bell Ringer for Organizational Leadership Aug. 2015
Bell Ringer for Talent Management(3x Winner in one month) March 2015
TAP Award recipient Dec. 2014
TAP Award recipient Nov. 2013
TAP Award recipient Oct. 2011
HR Star of the Month Aug. 2011
Professional DevelopmentOrganization 2011-Present
Gulfport Technical School,Industry Advisory Board Member 2008-2011
National Association ofColleges and Employers- active member 2004-Present
Mountain Pacific Association of Colleges and Employers-committee member 2004-2008
Rising Star Award (2007)
Most Valuable Member (2006)
California Polytechnic San Luis Obispo,Women in Engineers -active Board Member 2005-2008
California Polytechnic San Luis Obispo,Minority Engineers Program,Co-Chair 2005-2008