3. Need Assessment - To Upgrade
•
0 likes•221 views
This document outlines a need assessment to upgrade processes for recruiting members. It examines both external factors like key skills employers need and youth values, as well as an internal review of competencies required, bottlenecks, and desired improvements. The internal approach analyzes requirements and assesses needs by comparing the current and desired states of recruitment processes. Areas identified for improvement include making the competency model and application process easier to understand, reducing mistakes, increasing diversity, and adjusting materials and flexibility to different locations.
Report
Share
Report
Share
Download to read offline
Recommended
Career Development in Exigen Services
Exigen Services is an IT company that specializes in transformations. It provides opportunities for students through internships and career development programs. Employees have opportunities to grow within projects, through rotations between roles, and training programs. The company evaluates employees annually and provides recommendations to help employees optimize their professional growth through competency models, career planning, and performance reviews.
Enactus initiating projects pmi workshop
The document provides guidance on starting successful projects for Enactus presentations. It discusses establishing objectives, identifying key elements of Enactus projects, utilizing project management tools and templates, and completing a draft project charter. The document also covers common challenges, prioritizing potential projects, reasons some fail, roles in project management, phases of projects, and the value of project management skills for one's career.
Membership we need for aiesec 2015. need assessment
This document discusses the need to improve AIESEC Poland's member recruitment process. It lists desirable attitudes, skills, and knowledge for new members, including being customer-oriented, flexible, and having strong teamwork abilities. The current recruitment process is deemed too complicated and not focused enough on assessing applicants' alignment with AIESEC's values. The desired new process would more easily allocate the right applicants to roles based on areas of focus and job descriptions.
Lead!
This document outlines the National LEAD Manager's responsibilities and framework for the LEAD program. The manager is responsible for conducting a needs assessment, creating a program framework, engaging partners, delivering the program, and reviewing/evaluating outcomes. The LEAD program targets local committee presidents, vice presidents, and marketing & membership directors. It focuses on developing leadership, AIESEC, and management skills through experiential learning sessions. The framework integrates LEAD into the national/local education cycle and includes a timeline, delivery approach, and engagement of external stakeholders. Progress and results are reviewed on a half-yearly and yearly basis.
Generating Evidence for Policy Recommendations for Women’s Entrepreneurship...
This document summarizes the International Labour Organization's Work in Empowering Women through Entrepreneurship Development (ILO-WED) program and its efforts to generate evidence for policy recommendations on women's entrepreneurship. The ILO-WED program provides business training and support to women entrepreneurs, strengthens support organizations, advocates for women's economic contributions, and commissions research on obstacles women entrepreneurs face. It generates evidence through country situational analyses and impact assessments of its interventions in countries like Kenya and Vietnam. Analysis of past impact assessments from 2010-2014 found that combining business training with finance or follow-up support was more effective for startups and growth than single interventions. Rigorous impact assessments were found to be most useful
[Challenge:Future] 180 Degrees Consulting
The document describes 180 Degrees Consulting, a student-run consultancy that provides pro-bono consulting services to non-profits. It was founded to address the problems that most student groups only enable fundraising or awareness activities, while non-profits lack access to affordable consulting help. 180 Degrees has branches at universities worldwide where students work on projects matched to their skills to help non-profits with challenges like strategy, marketing, and sustainability. Both non-profits and students benefit, with testimonials praising students' impact and skills gained. The organization has grown rapidly since starting and aims to support 500 projects annually by 2015 through continued expansion.
Leading from the middle
Education Technology is changing fast. Agile and iterative cycles of development as well as teacher-informed strategies are needed. How can we balance these needs when top-down management takes so long to negotiate? The answer is leadership from the middle.
arpaolo_resume
Alexander Paolo has experience as a BI Developer and Data Analyst. He has a B.S. in Business from Indiana University with majors in Technology Management and Entrepreneurship. As a BI Developer, he works with end users to develop data models, ETL processes, and documents components using the SDLC. As a Data Analyst, he trained algorithms to improve data accuracy, developed data-driven strategies to increase performance, and identified risks.
Recommended
Career Development in Exigen Services
Exigen Services is an IT company that specializes in transformations. It provides opportunities for students through internships and career development programs. Employees have opportunities to grow within projects, through rotations between roles, and training programs. The company evaluates employees annually and provides recommendations to help employees optimize their professional growth through competency models, career planning, and performance reviews.
Enactus initiating projects pmi workshop
The document provides guidance on starting successful projects for Enactus presentations. It discusses establishing objectives, identifying key elements of Enactus projects, utilizing project management tools and templates, and completing a draft project charter. The document also covers common challenges, prioritizing potential projects, reasons some fail, roles in project management, phases of projects, and the value of project management skills for one's career.
Membership we need for aiesec 2015. need assessment
This document discusses the need to improve AIESEC Poland's member recruitment process. It lists desirable attitudes, skills, and knowledge for new members, including being customer-oriented, flexible, and having strong teamwork abilities. The current recruitment process is deemed too complicated and not focused enough on assessing applicants' alignment with AIESEC's values. The desired new process would more easily allocate the right applicants to roles based on areas of focus and job descriptions.
Lead!
This document outlines the National LEAD Manager's responsibilities and framework for the LEAD program. The manager is responsible for conducting a needs assessment, creating a program framework, engaging partners, delivering the program, and reviewing/evaluating outcomes. The LEAD program targets local committee presidents, vice presidents, and marketing & membership directors. It focuses on developing leadership, AIESEC, and management skills through experiential learning sessions. The framework integrates LEAD into the national/local education cycle and includes a timeline, delivery approach, and engagement of external stakeholders. Progress and results are reviewed on a half-yearly and yearly basis.
Generating Evidence for Policy Recommendations for Women’s Entrepreneurship...
This document summarizes the International Labour Organization's Work in Empowering Women through Entrepreneurship Development (ILO-WED) program and its efforts to generate evidence for policy recommendations on women's entrepreneurship. The ILO-WED program provides business training and support to women entrepreneurs, strengthens support organizations, advocates for women's economic contributions, and commissions research on obstacles women entrepreneurs face. It generates evidence through country situational analyses and impact assessments of its interventions in countries like Kenya and Vietnam. Analysis of past impact assessments from 2010-2014 found that combining business training with finance or follow-up support was more effective for startups and growth than single interventions. Rigorous impact assessments were found to be most useful
[Challenge:Future] 180 Degrees Consulting
The document describes 180 Degrees Consulting, a student-run consultancy that provides pro-bono consulting services to non-profits. It was founded to address the problems that most student groups only enable fundraising or awareness activities, while non-profits lack access to affordable consulting help. 180 Degrees has branches at universities worldwide where students work on projects matched to their skills to help non-profits with challenges like strategy, marketing, and sustainability. Both non-profits and students benefit, with testimonials praising students' impact and skills gained. The organization has grown rapidly since starting and aims to support 500 projects annually by 2015 through continued expansion.
Leading from the middle
Education Technology is changing fast. Agile and iterative cycles of development as well as teacher-informed strategies are needed. How can we balance these needs when top-down management takes so long to negotiate? The answer is leadership from the middle.
arpaolo_resume
Alexander Paolo has experience as a BI Developer and Data Analyst. He has a B.S. in Business from Indiana University with majors in Technology Management and Entrepreneurship. As a BI Developer, he works with end users to develop data models, ETL processes, and documents components using the SDLC. As a Data Analyst, he trained algorithms to improve data accuracy, developed data-driven strategies to increase performance, and identified risks.
Ltc pp mgt330_wk2 Copyright 2013 Edward F. T. Charfauros. Reference, www.Your...
Ltc pp mgt330_wk2 Copyright 2013 Edward F. T. Charfauros. Reference, www.Your...Edward F. T. Charfauros
Edward F. T. Charfauros, inspiring author, assists fellow students with their presentation for a successful grade. He also blogs upon his own inspiring blog, where you'll discover life changing stuff. Sign up for his blog by sending him an email~
Copyright 2013 Edward F. T. Charfauros. Reference, www.YourBlogorResume.net.Star Chart
The document discusses a STAR CHART assessment that gauges a school's performance in four technology categories and ranks them compared to the state's technology vision plan. It summarizes the results for Nimitz High School, which shows progress in all categories. It asks teachers to discuss in groups how the school can continue improving technology infrastructure, leadership, teaching and learning, and educator development to work towards the state's vision.
LavaCon-Sponsored: Are You Ready to Go to Tech Comm Heaven?
Your ascension begins with a complimentary webinar hosted by our experts on Agile and technical writing outsourcing. We’ll fast-track your learning on these two top trends, so you can stay on the pulse of what’s hot in the content kingdom. Bring your questions to the webinar, so that we can pool our knowledge together to develop solutions to your specific challenges.
Presented by:
Barry Saiff - Founder and CEO, Saiff Solutions, Inc.
Fred Williams - Founder and CEO, Williams Technical
Gaile Milanbilen - Technical Writer, Saiff Solutions, Inc.
Lviv PMDay: Тетяна Голубєва Чи потрібен РМ в залежності від методології управ...
Project managers play an important role in managing projects regardless of the methodology used. While some methodologies emphasize self-organization of teams, there are still needs that must be satisfied including task needs, team needs, and individual needs of team members. Without someone responsible for coordinating resources and supporting the team, it can be difficult for teams to stay focused and achieve the company's objectives. Project managers provide central coordination and ensure teams have what they need to be successful, even if they are self-organizing.
MM Bagali..............Collaborations with Industries for Research projects ...
MM Bagali..............Collaborations with Industries for Research projects ...dr m m bagali, phd in hr
The document discusses collaborations between higher education institutions and industries for research projects and internships. It notes that over half of respondents in a survey believe the current higher education system fails to meet student and industry needs. The document outlines different levels of collaboration, from partnerships and MOUs to consultancy, training, and advisory roles. It provides examples of potential organizations in different industries for research projects and internships. The document concludes by recommending steps for faculty to build professional networks and collaborations, such as joining professional organizations and taking on voluntary projects, in order to facilitate partnerships that benefit teaching, research, and students.The art of engaging employers in workforce planning and development
Government of Western Australia Department of Training and Workforce Development - Training Providers Forum 2014
In this workshop we will explore how to engage employers and small to medium sized enterprises in assessing their business and workforce needs. The importance of research, making a link or connection, how to talk less and listen more and the right questions to ask. Develop your art of conversation to engage employers, leading to long term, genuine relationships and keep up to date with the latest trends in small business to inform your marketing strategy.
Khabai tech pitch deck
This pitch deck is for Khabai Tech, which aims to transform theories into practical skills for kids to positively impact their thinking. It addresses the lack of practical skills and platforms for kids' innovative ideas. The solution is an online platform for innovator kids' ideas to impact their thinking towards science. Now is the time as India is growing but lacks research and innovation, though some students perform well internationally. The deck analyzes the few students exposed to labs and competitions. It compares Khabai Tech's services like science events and mobile labs favorably to other organizations. The founder, hacker, hipster and hustler team seeks seed funding while assets are the team and liabilities are student performance.
To the man with a hammer, EVERYTHING looks like a nail
A discussion on education, technology, tool selection, decision-making and the value of knowledge in the early 21st century. DOWNLOAD FOR THE BEST VIEWING EXPERIENCE, as the presentation does include some animation.
Positively impacting the talent journey - Mervyn Dinnen
Mervyn Dinnen is an expert on Talent Acquisition, Development and Retention. He presented on these themes from his new book 'The Talent Journey' at the recent Actus Customer Forum.
Fundamentals of Organizational Change Management
The document discusses how organizational change management tools can help improve project outcomes and reduce failure rates. It outlines that projects often drive change that impacts people and organizations. If change is not actively managed, it can lead to uncertainty, stress and poor performance. The document recommends using tools like communicating the business case, leadership involvement, education and training, and recognition throughout the project lifecycle to minimize disruption from change and reduce risk.
Employee Succession Planning Step by Step.pptx
Employee Succession Planning Step by Step. This presentation will help you out with all details you need to plan succession planning for your organisation along with case study.
Carpe diem pre workshop example
This document outlines an upcoming pre-workshop meeting to discuss curriculum development using the Carpe Diem process. The meeting will explore NMMU's educational context, graduate attributes, and affective learning outcomes. It will cover the Carpe Diem methodology including defining a module's purpose, outcomes, teaching/learning methods and alignment. Participants will discuss how to model graduate attributes in their disciplines and expectations for the workshop involving redesigning modules over 2 days using online activities and peer feedback.
Ces 2013 negotiating evaluation design
Concurrent session #6 (Tuesday June 11th, 15:45-17:15)
Negotiating evaluation desigg in developmental evaluation: an emerging framework for shared decision-making
by Heather Smith Fowler, Dominique Leonard, & Neil Price
Stephen "Steve" Muzzy Memphis Schools Presentation
A presentation from Steve Muzzy, Brevard Schools, to Memphis Public Schools Principals and Leadership Professional Development Event. Steve was privileged to be joined by Dr. Terry Holliday who is now the great Commissioner of Education in the state of Kentucky
Master Class on Talent Management & Engagement - Deepa Mohamed
This document provides guidance on assessing employee potential and performance for talent reviews. It introduces a talent matrix model with four quadrants to plot employees based on their potential (high, medium, low) and performance (high, medium, low). The methodology involves assessing employees on factors like aspiration, engagement, intellectual quotient, emotional quotient, and adversity quotient. Managers are expected to plot employees on the matrix and provide development paths accordingly, such as grooming high potentials for leadership roles or moving underperformers to more suitable positions. The talent review process aims to identify employees with potential for more senior roles and develop succession plans.
Professional Portfolio 2011 - 2015- 8
Luigi Cusano provides a 3-page summary of his professional portfolio from 2011-2015. He led several initiatives that improved safety, productivity, and financial results. Initiatives included a safety culture improvement strategy that reduced injury rates, a leadership development program called Q Challenge that improved team collaboration, and a strategic master site plan that increased capacity and reduced costs. Key results included doubling oven capacity, reducing emissions by 50%, improving safety rates from 1.9 to under 1, and increasing margins while absorbing cost increases. Cusano demonstrated experience leading operations, safety, and strategic planning across multiple industries.
Learning and career_development_philosophy_final_vers
This outlines how to develop a learning, career development, and leadership training program for businesses that are growing from a few million in revenue to $200 million in revenue.
Navigating Technology – Part 2 – A Simple Framework for Managing IT Implement...
The document outlines a simple framework for navigating technology projects with three key phases: plan, build, and sustain. In the plan phase, goals and requirements are defined. The build phase focuses on project governance, management, and addressing challenges. Finally, the sustain phase emphasizes user adoption, transition to operations, and continuous improvement. Key questions, best practices, and challenges are provided for each phase to help ensure successful technology navigation and execution.
7.1 Mapping Your Processes to Deliver an Exceptional Student Experience
This document summarizes Roberta Oberpriller's presentation on process mapping at the TargetX Summit. Some key points:
1) Process mapping at the institution has gone through multiple iterations over the past few years in an effort to map the student lifecycle and identify pain points. Challenges included resources and establishing process mapping as a standard practice.
2) For an online application project, process maps were used to define the application review process and identify opportunities to streamline workflows and simplify the student experience. This included reducing duplicate efforts and confusion.
3) Lessons learned include the importance of executive sponsorship, managing the challenges inherent in process mapping, and using process maps to focus project teams and contain scope creep
Jon ruff succession_planning
The document discusses succession planning and provides guidance for organizations to develop a succession plan. It begins by defining succession planning and management. It then outlines a 5-step process to develop a succession plan: 1) gain support and commit resources, 2) assess current and future needs, 3) develop a model, 4) implement the model, and 5) continuously evaluate and adapt the plan. Key aspects of developing a plan include identifying critical roles, assessing internal talent, developing training programs, and creating strategies for knowledge transfer. The document notes challenges small organizations may face and provides modified guidance, such as focusing first on mission critical roles and skills.
DEVELOPING LEADERS IN YOUR ORGANIZATION - STARTING THEM OFF RIGHT
Do all leaders need the same things? In this webinar, we will explore the importance of competency alignment to different levels of leadership, focusing on developing new leaders for long-term career growth. This includes a discussion around whether each level of leader should receive the same leader competencies, and if not, how should they vary. Once leadership competencies are agreed upon in the organization, it is essential to find an effective leadership program that complements those competencies and your business objectives. This webinar will help you develop an action plan for choosing the most effective leadership program that’s right for your organization.
Attendees will learn:
Which competencies are the most valuable for your new leaders
How to effectively instill those competencies in your new leaders
How to select the right leadership program for your organization
week 1 SP23.pptx
This document discusses teaching methodology and performance management. It includes:
1. An outline of a class on teaching practices that engages students through communication, assignments, diagrams, practice, and presentations.
2. An agenda for a week 1 HR class that covers strategy, AI and HR, performance overview, and assessments.
3. An overview of the performance management process including planning, execution, assessment, review, and renewal of goals. Key aspects like feedback, documentation, and development are discussed.
More Related Content
What's hot
Ltc pp mgt330_wk2 Copyright 2013 Edward F. T. Charfauros. Reference, www.Your...
Ltc pp mgt330_wk2 Copyright 2013 Edward F. T. Charfauros. Reference, www.Your...Edward F. T. Charfauros
Edward F. T. Charfauros, inspiring author, assists fellow students with their presentation for a successful grade. He also blogs upon his own inspiring blog, where you'll discover life changing stuff. Sign up for his blog by sending him an email~
Copyright 2013 Edward F. T. Charfauros. Reference, www.YourBlogorResume.net.Star Chart
The document discusses a STAR CHART assessment that gauges a school's performance in four technology categories and ranks them compared to the state's technology vision plan. It summarizes the results for Nimitz High School, which shows progress in all categories. It asks teachers to discuss in groups how the school can continue improving technology infrastructure, leadership, teaching and learning, and educator development to work towards the state's vision.
LavaCon-Sponsored: Are You Ready to Go to Tech Comm Heaven?
Your ascension begins with a complimentary webinar hosted by our experts on Agile and technical writing outsourcing. We’ll fast-track your learning on these two top trends, so you can stay on the pulse of what’s hot in the content kingdom. Bring your questions to the webinar, so that we can pool our knowledge together to develop solutions to your specific challenges.
Presented by:
Barry Saiff - Founder and CEO, Saiff Solutions, Inc.
Fred Williams - Founder and CEO, Williams Technical
Gaile Milanbilen - Technical Writer, Saiff Solutions, Inc.
Lviv PMDay: Тетяна Голубєва Чи потрібен РМ в залежності від методології управ...
Project managers play an important role in managing projects regardless of the methodology used. While some methodologies emphasize self-organization of teams, there are still needs that must be satisfied including task needs, team needs, and individual needs of team members. Without someone responsible for coordinating resources and supporting the team, it can be difficult for teams to stay focused and achieve the company's objectives. Project managers provide central coordination and ensure teams have what they need to be successful, even if they are self-organizing.
MM Bagali..............Collaborations with Industries for Research projects ...
MM Bagali..............Collaborations with Industries for Research projects ...dr m m bagali, phd in hr
The document discusses collaborations between higher education institutions and industries for research projects and internships. It notes that over half of respondents in a survey believe the current higher education system fails to meet student and industry needs. The document outlines different levels of collaboration, from partnerships and MOUs to consultancy, training, and advisory roles. It provides examples of potential organizations in different industries for research projects and internships. The document concludes by recommending steps for faculty to build professional networks and collaborations, such as joining professional organizations and taking on voluntary projects, in order to facilitate partnerships that benefit teaching, research, and students.The art of engaging employers in workforce planning and development
Government of Western Australia Department of Training and Workforce Development - Training Providers Forum 2014
In this workshop we will explore how to engage employers and small to medium sized enterprises in assessing their business and workforce needs. The importance of research, making a link or connection, how to talk less and listen more and the right questions to ask. Develop your art of conversation to engage employers, leading to long term, genuine relationships and keep up to date with the latest trends in small business to inform your marketing strategy.
Khabai tech pitch deck
This pitch deck is for Khabai Tech, which aims to transform theories into practical skills for kids to positively impact their thinking. It addresses the lack of practical skills and platforms for kids' innovative ideas. The solution is an online platform for innovator kids' ideas to impact their thinking towards science. Now is the time as India is growing but lacks research and innovation, though some students perform well internationally. The deck analyzes the few students exposed to labs and competitions. It compares Khabai Tech's services like science events and mobile labs favorably to other organizations. The founder, hacker, hipster and hustler team seeks seed funding while assets are the team and liabilities are student performance.
To the man with a hammer, EVERYTHING looks like a nail
A discussion on education, technology, tool selection, decision-making and the value of knowledge in the early 21st century. DOWNLOAD FOR THE BEST VIEWING EXPERIENCE, as the presentation does include some animation.
What's hot (8)
Ltc pp mgt330_wk2 Copyright 2013 Edward F. T. Charfauros. Reference, www.Your...
Ltc pp mgt330_wk2 Copyright 2013 Edward F. T. Charfauros. Reference, www.Your...
LavaCon-Sponsored: Are You Ready to Go to Tech Comm Heaven?
LavaCon-Sponsored: Are You Ready to Go to Tech Comm Heaven?
Lviv PMDay: Тетяна Голубєва Чи потрібен РМ в залежності від методології управ...
Lviv PMDay: Тетяна Голубєва Чи потрібен РМ в залежності від методології управ...
MM Bagali..............Collaborations with Industries for Research projects ...
MM Bagali..............Collaborations with Industries for Research projects ...
The art of engaging employers in workforce planning and development
The art of engaging employers in workforce planning and development
To the man with a hammer, EVERYTHING looks like a nail
To the man with a hammer, EVERYTHING looks like a nail
Similar to 3. Need Assessment - To Upgrade
Positively impacting the talent journey - Mervyn Dinnen
Mervyn Dinnen is an expert on Talent Acquisition, Development and Retention. He presented on these themes from his new book 'The Talent Journey' at the recent Actus Customer Forum.
Fundamentals of Organizational Change Management
The document discusses how organizational change management tools can help improve project outcomes and reduce failure rates. It outlines that projects often drive change that impacts people and organizations. If change is not actively managed, it can lead to uncertainty, stress and poor performance. The document recommends using tools like communicating the business case, leadership involvement, education and training, and recognition throughout the project lifecycle to minimize disruption from change and reduce risk.
Employee Succession Planning Step by Step.pptx
Employee Succession Planning Step by Step. This presentation will help you out with all details you need to plan succession planning for your organisation along with case study.
Carpe diem pre workshop example
This document outlines an upcoming pre-workshop meeting to discuss curriculum development using the Carpe Diem process. The meeting will explore NMMU's educational context, graduate attributes, and affective learning outcomes. It will cover the Carpe Diem methodology including defining a module's purpose, outcomes, teaching/learning methods and alignment. Participants will discuss how to model graduate attributes in their disciplines and expectations for the workshop involving redesigning modules over 2 days using online activities and peer feedback.
Ces 2013 negotiating evaluation design
Concurrent session #6 (Tuesday June 11th, 15:45-17:15)
Negotiating evaluation desigg in developmental evaluation: an emerging framework for shared decision-making
by Heather Smith Fowler, Dominique Leonard, & Neil Price
Stephen "Steve" Muzzy Memphis Schools Presentation
A presentation from Steve Muzzy, Brevard Schools, to Memphis Public Schools Principals and Leadership Professional Development Event. Steve was privileged to be joined by Dr. Terry Holliday who is now the great Commissioner of Education in the state of Kentucky
Master Class on Talent Management & Engagement - Deepa Mohamed
This document provides guidance on assessing employee potential and performance for talent reviews. It introduces a talent matrix model with four quadrants to plot employees based on their potential (high, medium, low) and performance (high, medium, low). The methodology involves assessing employees on factors like aspiration, engagement, intellectual quotient, emotional quotient, and adversity quotient. Managers are expected to plot employees on the matrix and provide development paths accordingly, such as grooming high potentials for leadership roles or moving underperformers to more suitable positions. The talent review process aims to identify employees with potential for more senior roles and develop succession plans.
Professional Portfolio 2011 - 2015- 8
Luigi Cusano provides a 3-page summary of his professional portfolio from 2011-2015. He led several initiatives that improved safety, productivity, and financial results. Initiatives included a safety culture improvement strategy that reduced injury rates, a leadership development program called Q Challenge that improved team collaboration, and a strategic master site plan that increased capacity and reduced costs. Key results included doubling oven capacity, reducing emissions by 50%, improving safety rates from 1.9 to under 1, and increasing margins while absorbing cost increases. Cusano demonstrated experience leading operations, safety, and strategic planning across multiple industries.
Learning and career_development_philosophy_final_vers
This outlines how to develop a learning, career development, and leadership training program for businesses that are growing from a few million in revenue to $200 million in revenue.
Navigating Technology – Part 2 – A Simple Framework for Managing IT Implement...
The document outlines a simple framework for navigating technology projects with three key phases: plan, build, and sustain. In the plan phase, goals and requirements are defined. The build phase focuses on project governance, management, and addressing challenges. Finally, the sustain phase emphasizes user adoption, transition to operations, and continuous improvement. Key questions, best practices, and challenges are provided for each phase to help ensure successful technology navigation and execution.
7.1 Mapping Your Processes to Deliver an Exceptional Student Experience
This document summarizes Roberta Oberpriller's presentation on process mapping at the TargetX Summit. Some key points:
1) Process mapping at the institution has gone through multiple iterations over the past few years in an effort to map the student lifecycle and identify pain points. Challenges included resources and establishing process mapping as a standard practice.
2) For an online application project, process maps were used to define the application review process and identify opportunities to streamline workflows and simplify the student experience. This included reducing duplicate efforts and confusion.
3) Lessons learned include the importance of executive sponsorship, managing the challenges inherent in process mapping, and using process maps to focus project teams and contain scope creep
Jon ruff succession_planning
The document discusses succession planning and provides guidance for organizations to develop a succession plan. It begins by defining succession planning and management. It then outlines a 5-step process to develop a succession plan: 1) gain support and commit resources, 2) assess current and future needs, 3) develop a model, 4) implement the model, and 5) continuously evaluate and adapt the plan. Key aspects of developing a plan include identifying critical roles, assessing internal talent, developing training programs, and creating strategies for knowledge transfer. The document notes challenges small organizations may face and provides modified guidance, such as focusing first on mission critical roles and skills.
DEVELOPING LEADERS IN YOUR ORGANIZATION - STARTING THEM OFF RIGHT
Do all leaders need the same things? In this webinar, we will explore the importance of competency alignment to different levels of leadership, focusing on developing new leaders for long-term career growth. This includes a discussion around whether each level of leader should receive the same leader competencies, and if not, how should they vary. Once leadership competencies are agreed upon in the organization, it is essential to find an effective leadership program that complements those competencies and your business objectives. This webinar will help you develop an action plan for choosing the most effective leadership program that’s right for your organization.
Attendees will learn:
Which competencies are the most valuable for your new leaders
How to effectively instill those competencies in your new leaders
How to select the right leadership program for your organization
week 1 SP23.pptx
This document discusses teaching methodology and performance management. It includes:
1. An outline of a class on teaching practices that engages students through communication, assignments, diagrams, practice, and presentations.
2. An agenda for a week 1 HR class that covers strategy, AI and HR, performance overview, and assessments.
3. An overview of the performance management process including planning, execution, assessment, review, and renewal of goals. Key aspects like feedback, documentation, and development are discussed.
Training & Development.pptx
This document discusses forces influencing workplace learning and how training can help companies adapt. It identifies challenges like globalization, changing demographics, new technologies, and an emphasis on quality/customer service. Training equips employees, promotes retention, and creates competitive advantages. Key components of learning include formal/informal training, development, knowledge management, and tacit/explicit knowledge. Systematic training design approaches like ADDIE are reviewed along with trends in training practices and evolving roles for trainers.
Tjitra Company Profile
Tjitra & associates is a management consultancy founded by Dr. Tjitra with offices in Hong Kong, Shanghai, Hangzhou and Jakarta. They focus on culture, talent, and change and provide tailored solutions to help clients achieve sustainable business results. Over 15 years, Dr. Tjitra and his team have worked with over 40 countries on projects involving cultural diversity, developing talent, and leading organizational change. They take an in-depth, customized approach to understand clients' needs and situations.
Support staff - HR and employment law in education conference 2015, Aisla Nic...
Setting expectations to improve effectiveness from recruitment to line management and performance management
Agile and Lean beyond Software Development Projects by Dr. Mohamed Salama
The document discusses applying lean and agile principles beyond software development projects. It provides examples of using lean and agile in oil and gas, e-learning, and manufacturing projects. While lean and agile have been successful, challenges include resistance to change, lack of resources and awareness, and whether self-organized teams can work in all contexts. A hybrid approach combining traditional and modern methods may be most effective. Universities and continued learning are important to advancing the use of lean and agile principles in different project types and industries.
Labor Shortage Woes-slideshare.pptx
The skilled labor shortage is upon us. We at ITI believe that the solution lies in strengthening vocational training programs, partnering with businesses to provide apprenticeships and on-the-job training, and encouraging young individuals to pursue careers within the heavy lift and construction industries. This slide deck from a June 2023 presentation hosted by ITI CEO, Zack Parnell, provides an overview of the skilled labor shortage in our industry today, as well as how things are trending into the future should we fail to course correct.
Developing Strategy plan for implementation of NVEQF in Open Schooling- Kochi...
The document discusses Recognition of Prior Learning (RPL) in India. It notes that while India has a large workforce, only a small percentage have formal vocational training. RPL aims to recognize the skills of those without certification, including skilled workers. The benefits of RPL include gaining access to education, employment opportunities, and identifying training needs. The process involves identifying competencies, assessing skills, and issuing certifications. Challenges include changing mindsets, complex processes, and ensuring industry and institution acceptance of RPL candidates. RPL can help plan learning pathways, gain entry to programs or credit, and promote lifelong learning.
Similar to 3. Need Assessment - To Upgrade (20)
Positively impacting the talent journey - Mervyn Dinnen
Positively impacting the talent journey - Mervyn Dinnen
Stephen "Steve" Muzzy Memphis Schools Presentation
Stephen "Steve" Muzzy Memphis Schools Presentation
Master Class on Talent Management & Engagement - Deepa Mohamed
Master Class on Talent Management & Engagement - Deepa Mohamed
Learning and career_development_philosophy_final_vers
Learning and career_development_philosophy_final_vers
Navigating Technology – Part 2 – A Simple Framework for Managing IT Implement...
Navigating Technology – Part 2 – A Simple Framework for Managing IT Implement...
7.1 Mapping Your Processes to Deliver an Exceptional Student Experience
7.1 Mapping Your Processes to Deliver an Exceptional Student Experience
DEVELOPING LEADERS IN YOUR ORGANIZATION - STARTING THEM OFF RIGHT
DEVELOPING LEADERS IN YOUR ORGANIZATION - STARTING THEM OFF RIGHT
Support staff - HR and employment law in education conference 2015, Aisla Nic...
Support staff - HR and employment law in education conference 2015, Aisla Nic...
Agile and Lean beyond Software Development Projects by Dr. Mohamed Salama
Agile and Lean beyond Software Development Projects by Dr. Mohamed Salama
Developing Strategy plan for implementation of NVEQF in Open Schooling- Kochi...
Developing Strategy plan for implementation of NVEQF in Open Schooling- Kochi...
More from tmcommission
3. Need Assessment Report SGH E&Y
The need assessment report identifies key competencies needed by employers versus those possessed by current students. It finds a significant gap, with students only meeting 4 of 10 important competencies. These competencies include language skills, open-mindedness, engagement, responsibility, ethics, prioritization, ability to work in teams, time management, flexibility, and effective communication. The report questions how to connect employer needs with educating students on the current job market.
3. Need Assessment
This document outlines the key areas and questions for a needs assessment report on learning in the 21st century. It identifies external factors to consider like key competencies and skills required of students, their interests and values, and employment issues. Specifically, it asks what 21st century competencies employers need in times of youth unemployment and what values youth hold. It then lists the main competency areas for the 21st century - management skills like using technology and business literacy; personal skills like lifelong learning and problem solving; and human and social skills like managing diversity, communication, and teamwork.
2. Sensing our customer
This document summarizes feedback from AIESEC members on their experiences. It finds that personal development was the most important factor for members, more so than leadership development or international experience. However, the organization places more emphasis on achieving organizational goals than members' personal growth. It also finds issues like a lack of appreciation culture, training systems, and career guidance within the local chapters. Overall, the document concludes more could be done to improve members' personal and professional development through the experience and communicate its value more effectively.
1. Product Packaging Into
We want to improve our product packaging to better communicate with customers, attract the right talent, and meet customer needs. An internal approach would involve assessing current customers and their needs to analyze requirements. An external approach defines the key skills required from students and how to effectively communicate with them. Our method would create a value proposition for the talent management product, segment job descriptions, and define needs and priorities for sub-products.
More from tmcommission (6)
Recently uploaded
How to Create a More Engaging and Human Online Learning Experience
How to Create a More Engaging and Human Online Learning Experience Wahiba Chair Training & Consulting
Wahiba Chair's Talk at the 2024 Learning Ideas Conference. Chapter 4 - Islamic Financial Institutions in Malaysia.pptx
Chapter 4 - Islamic Financial Institutions in Malaysia.pptxMohd Adib Abd Muin, Senior Lecturer at Universiti Utara Malaysia
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
Your Skill Boost Masterclass: Strategies for Effective Upskilling
Your Skill Boost Masterclass: Strategies for Effective UpskillingExcellence Foundation for South Sudan
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
ANATOMY AND BIOMECHANICS OF HIP JOINT.pdf
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
How to Setup Warehouse & Location in Odoo 17 Inventory
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
clinical examination of hip joint (1).pdf
described clinical examination all orthopeadic conditions .
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
Hindi varnamala | hindi alphabet PPT.pdf
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...Nguyen Thanh Tu Collection
https://app.box.com/s/y977uz6bpd3af4qsebv7r9b7s21935vdHow to Fix the Import Error in the Odoo 17
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Advanced Java[Extra Concepts, Not Difficult].docx
This is part 2 of my Java Learning Journey. This contains Hashing, ArrayList, LinkedList, Date and Time Classes, Calendar Class and more.
Recently uploaded (20)
How to Create a More Engaging and Human Online Learning Experience
How to Create a More Engaging and Human Online Learning Experience
Chapter 4 - Islamic Financial Institutions in Malaysia.pptx
Chapter 4 - Islamic Financial Institutions in Malaysia.pptx
Film vocab for eal 3 students: Australia the movie
Film vocab for eal 3 students: Australia the movie
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Your Skill Boost Masterclass: Strategies for Effective Upskilling
Your Skill Boost Masterclass: Strategies for Effective Upskilling
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
How to Setup Warehouse & Location in Odoo 17 Inventory
How to Setup Warehouse & Location in Odoo 17 Inventory
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
spot a liar (Haiqa 146).pptx Technical writhing and presentation skills
spot a liar (Haiqa 146).pptx Technical writhing and presentation skills
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
3. Need Assessment - To Upgrade
- 3. TMP PRODUCT
- 4. External approach ❑Key competencies and skills required from students ❑Students interest and values ❑Employment issues
- 5. Key Questions Key 21st century competencies? Employers needs in times of youth unemployment? Youth Values?
- 6. Internal approach ❑Requirement analysis (Attitude, Skills and Knowledge) ❑Need assessment (bottleneck in the processess)
- 7. Members needed to achieve AIESEC 2015 Attitude (values), Knowledge,
- 8. Members needed to achieve AIESEC 2015 Attitude Customeroriented Skills Team Work Knowledg e Organizational knowledge Flexibility Entrepreneurial Functional Communication Knowledge Value-driven Engaged Analytical thinking Global/social issues awareness Ambitious • Problem solving Self-Awareness
- 9. Process Bottlenecks Current state • Not easy to understand competency model • Doesn’t help to allocate people • Application screening might lead us to much more mistakes in the process • Dynamics (AC) are not diversified • Lack of checking people creativity because it is not visible in the process • Too complicated national materials • Model is not seen in dynamics and task in AC • Flexible application • We are not qualified to assess people • Massive recruitment • If process is time and resources consuming depends on LC operational scope • Logistics is key issue for success • Project managers are engaged in selection process • Desired state • Process that helps to easily allocate people • Easier process to understand for people in students organization • Application form should be different for different profile especially IT • Flexible process to adjust to the LCs • Lead us to balanced (female and male) • Adjusted to areas/JDs • Flow as should be (3 steps of the process) • Materials easy to understand for every member