Abigail Forman is a human resources professional with over 15 years of experience in industries such as utilities, healthcare, managed care organizations, pharmaceuticals, and retail. She has a bachelor's degree from Purdue University and professional certifications in human resources and training. Forman has experience leading employee committees, conducting strategic projects, providing customer-focused solutions to employee inquiries, facilitating training programs, and developing management staff. She is goal-oriented, creative, and energetic.
The importance of employee onboarding vs. employee orientation programs to maximize employee retention and engagement. A quick guide to onboarding process, from pre-employment to management engagement, training, sharing company values and culture, buddy system and team bonding exercises.
The importance of employee onboarding vs. employee orientation programs to maximize employee retention and engagement. A quick guide to onboarding process, from pre-employment to management engagement, training, sharing company values and culture, buddy system and team bonding exercises.
At makemyassignments.com we offer the best quality of assignment help service including performance management assignment help at affordable and reasonable prices.
A performance appraisal used in the organization is a regular review of employee’s job performance to verify their contribution to the company. It is also known as annual review or performance evaluation. It evaluates the skills, growth, achievement or failure of the employees.
For more information visit https://www.hrhelpboard.com/hr-policies/performance-appraisal-policy.htm
Training needs analysis is a process used to identify which kind of training is required and provide the details related to training implementation. It is also known as a tool to identify the new skills, knowledge and attitudes that employees need to acquire in order to improve performance.
Training needs analysis is a process that a business goes through in order to determine all the training that needs to be completed in a certain period to allow their team to complete their job as effectively as possible, as well as progress and grow.
For more information visit
https://www.hrhelpboard.com/training-development/training-needs-analysis.htm
At makemyassignments.com we offer the best quality of assignment help service including performance management assignment help at affordable and reasonable prices.
A performance appraisal used in the organization is a regular review of employee’s job performance to verify their contribution to the company. It is also known as annual review or performance evaluation. It evaluates the skills, growth, achievement or failure of the employees.
For more information visit https://www.hrhelpboard.com/hr-policies/performance-appraisal-policy.htm
Training needs analysis is a process used to identify which kind of training is required and provide the details related to training implementation. It is also known as a tool to identify the new skills, knowledge and attitudes that employees need to acquire in order to improve performance.
Training needs analysis is a process that a business goes through in order to determine all the training that needs to be completed in a certain period to allow their team to complete their job as effectively as possible, as well as progress and grow.
For more information visit
https://www.hrhelpboard.com/training-development/training-needs-analysis.htm
This Slideshare presentation is a partial preview of the full business document. To view and download the full document, please go here:
http://flevy.com/browse/business-document/organizational-excellence-framework-employees-1421
BENEFITS OF DOCUMENT
1. Undertake human resource planning that supports organizational plans
2. Recruit, select, train and develop employees
3. Encourage employees to share suggestions and ideas aimed at improvement
DOCUMENT DESCRIPTION
This is an introductory workshop on employees. It focuses on defining and implementing good employee practices that are covered in the Organizational Excellence Framework (copyright 2010 Dawn Ringrose) publication that integrates global excellence models and provides implementation guidelines for the practitioner. These practices have been validated by over 20 years of research.
The employee practices include: Undertaking human resource planning that supports organization goals and objectives; Recruiting and selecting people for mutual success; Promoting equal opportunity and diversity; Ensuring people understand and commit to the strategic direction and improvement goals; Getting people involved with improvement initiatives; Encouraging employees to share ideas and suggestions; Encouraging employees to be innovative and take risks; Determining the training needs of employees and providing the necessary training; Ensuring employees have adequate compensation and benefits; Rewarding and recognizing strong performance of both individuals and teams; Ensuring a healthy workplace environment and involving people in addressing issues related to health and wellness; Removing barriers to employee effectiveness.
Each practice includes a definition, implementation guidelines and practical examples and may include applicable research findings. The workshop is formatted so that participants learn about best management practices related to the topic and have an opportunity to self-assess against the practices and develop an improvement plan to address gaps.
This workshop is part of a consulting toolkit that includes: the Organizational Excellence Framework publication, scenario games, automated assessments, holistic workshops for micro to large size organizations and modular workshops for each key management area (governance, leadership, planning, customers, employees, work processes, suppliers and partners, resource management, continuous improvement & performance measurement).
Universities have to improve the faculty performance in the following three areas: Teaching, Research, and Service. They have to recruit qualified, competent and motivated faculty. They need to continuously train the faculty members to upgrade their abilities in interdisciplinary research, and consultancy works.
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An in-service program is a professional training or staff development effort, where professionals are trained and discuss their work with others in their peer group. It is a key component of continuing medical education for physicians, pharmacists, and other medical professionals.
1. Abigail Forman
Professional in Human Resources
617-835-1263
abbie.forman@gmail.com
Industry Experience
• Utility
• Healthcare
• Manage Care Organizations
• Pharmaceutical
• Retail
Leadership
•Supervision of administrative support
team promoting more efficient project
staffing, cost saving, and overall job
satisfaction.
•Led employee committee focusing on
philanthropic and company sponsored
events.
Education
• B.S. – Purdue University
• Professional in Human Resources
• AchieveGlobal Facilitator
Certification
• Bryant University’s EDC – “Design
and Deliver Effective Training”
Strategic Projects
•Partnered with senior leadership to convey
employee core values survey, led focus
groups, collected data , and analyzed for
results.
•National implementation of new
operations.
Customer Focus
• Timely triage of employee inquiries
to provide solutions, or a path to
resolution.
• Training needs assessments.
• Partnered with leadership staff to
provide ad-hoc learning resources to
meet business goals.
Team Work
• Facilitated performance incentive teams
to promote quality systems, and ensured
that groups kept to fixed timelines.
• Member of corporate-wide training and
organizational development team to create
web-based training tools for leadership
staff.
Management Development
• Created and conducted supervisory
leadership training modules for new and
existing leadership staff.
• Trained management staff about
employment law, and how they can
manage within those confines.
Values
• Integrity, loyalty, caring
• Goal oriented
• Creative and energetic
2. Employee Relations
• Orientation for new employees, and
existing employees regarding basic
company operations and policies.
• Consistent practice of EEOC guidelines
to ensure all employees are treated
equally.
• Setting employee job expectations
with regular manager meetings within
introductory period regarding
department policies, additional
training opportunities, and employee
feedback.
• Performance management mini-
trainings given to encourage
management staff to work with their
employees without having the HR
staff intervene.
Staffing
• Recruitment activities to include job
fairs, online and paper advertising,
recruiting specialty experts at local
colleges, employment agencies, as
well as referral programs.
• Created pre-employment screening
policies, and conducted pre-
screenings.
• Implemented flex-time policy as
retention tool.
• Empowered management staff to
manage their recruitment by using
applicant tracking system, creating a
shorter window of hiring time.
• Conducted exit interviews with
employees to ensure their awareness
of policies, health and welfare
benefits, and to communicate about
their job experience.
HUMAN RESOURCE BODIES OF KNOWLEDGE
3. HUMAN RESOURCE BODIES OF KNOWLEDGE
Benefits
• Health, Welfare, and Retirement Program Administration, as well
as informing employees about healthcare reform.
• Testing and auditing HR Systems to reconcile data exchange.
• Ensuring equal opportunities for all benefit eligible employees to
understand and utilize company offerings.
• Data audits with payroll and benefit systems to ensure correct
premium payments and coverage are exact.
• Vendor relations to pay bills in a timely manner, as well as ensuring
excellent service to employees who utilize that vendor.
• Pension activities to include expediting information about early
retirement plans, loans, pension verifications.
• Conduct new hire workshops and open enrollment meeting to
inform employees of new or edited benefits.