These slides are based on the paper "Create an Apprenticeship Program: Bridge Your Talent Gap".
Download the latest version at: http://s3.amazonaws.com/apprentice.us/Apprenticeship-Programs.pdf
Apprenticeships are an effective means of employers developing their own talent. They also offer a viable alternative to university for people looking for a direct and affordable route to skilled jobs and careers. However, many employers have yet to recognise the full benefits of apprenticeships, even though their value extends to most sectors and occupations.
The CIPD’s new guide on apprenticeships gives practical advice on how employers can tailor high-quality apprenticeship programmes that meet their current and future skills needs.
Private sector employment is expected to continue to rise in 2017. Download our latest employer resource to ensure the employees you hire next year get the best impression of your company from day one.
How to Conduct Employee Onboarding Effectively - Best Practices by Jerry Chit...Jerry Abey Chittooran
Employee On-boarding is the first step in Employee Lifecycle Management. This process includes initial induction and Orientation Sessions along with other Learning and Development initiatives. Sharing a perspective based on my experience on the subject.
This aptly crafted editable PPT deck contains sventeen slides. Our topic specific Employee Retention Strategies PowerPoint Presentation Slides presentation deck helps devise the topic with a clear approach. We offer a wide range of custom made slides with all sorts of relevant charts and graphs, overviews, topics subtopics templates, and analysis templates. Speculate, discuss, design or demonstrate all the underlying aspects with zero difficulty. This deck also consists creative and professional looking slides of all sorts to achieve the target of a presentation effectively. You can present it individually or as a team working in any company organization.
The document discusses strategies for engaging new employees beyond onboarding. It emphasizes creating an experienced-based and new employee-centric approach focused on immersion and learning. Key aspects include assigning workspaces and preparing a productive environment before the employee's start date. During immersion and learning, orientation provides information on the department, role, and company culture. Engagement of new employees is critical and driven by factors like meaningful work, leadership commitment, and relationships with managers and mentors. The manager plays a central role in engaging employees and building commitment through orientation, feedback, and networking opportunities. The goal is to shorten time to contribution and make integration an exciting experience.
Emerald Software's Onboarding Best Practices - What You Can and Should Do WIth A New Employee Onboarding System.
Learn more at http://www.emeraldsoftwaregroup.com/onboarding
Apprenticeships are an effective means of employers developing their own talent. They also offer a viable alternative to university for people looking for a direct and affordable route to skilled jobs and careers. However, many employers have yet to recognise the full benefits of apprenticeships, even though their value extends to most sectors and occupations.
The CIPD’s new guide on apprenticeships gives practical advice on how employers can tailor high-quality apprenticeship programmes that meet their current and future skills needs.
Private sector employment is expected to continue to rise in 2017. Download our latest employer resource to ensure the employees you hire next year get the best impression of your company from day one.
How to Conduct Employee Onboarding Effectively - Best Practices by Jerry Chit...Jerry Abey Chittooran
Employee On-boarding is the first step in Employee Lifecycle Management. This process includes initial induction and Orientation Sessions along with other Learning and Development initiatives. Sharing a perspective based on my experience on the subject.
This aptly crafted editable PPT deck contains sventeen slides. Our topic specific Employee Retention Strategies PowerPoint Presentation Slides presentation deck helps devise the topic with a clear approach. We offer a wide range of custom made slides with all sorts of relevant charts and graphs, overviews, topics subtopics templates, and analysis templates. Speculate, discuss, design or demonstrate all the underlying aspects with zero difficulty. This deck also consists creative and professional looking slides of all sorts to achieve the target of a presentation effectively. You can present it individually or as a team working in any company organization.
The document discusses strategies for engaging new employees beyond onboarding. It emphasizes creating an experienced-based and new employee-centric approach focused on immersion and learning. Key aspects include assigning workspaces and preparing a productive environment before the employee's start date. During immersion and learning, orientation provides information on the department, role, and company culture. Engagement of new employees is critical and driven by factors like meaningful work, leadership commitment, and relationships with managers and mentors. The manager plays a central role in engaging employees and building commitment through orientation, feedback, and networking opportunities. The goal is to shorten time to contribution and make integration an exciting experience.
Emerald Software's Onboarding Best Practices - What You Can and Should Do WIth A New Employee Onboarding System.
Learn more at http://www.emeraldsoftwaregroup.com/onboarding
The document discusses employee retention strategies. It identifies objectives like reducing turnover and understanding how employees feel engaged. It then lists various retention strategies companies can implement at low, medium, and high levels. These include hiring the right people, empowering and recognizing employees, providing feedback, and creating a healthy work environment. The role of managers is also examined, with strategies like motivating employees, coaching, and focusing on career development. Overall, the key to an effective retention strategy is implementing the right practices to keep desirable employees committed to the organization.
Professionalism is defined as conduct and qualities that characterize a profession. It is judged by one's image through dress, demeanor, body language, communication skills, and competence. First impressions through a professional image in dress and grooming are important. Demeanor should be positive, accountable, and calm. Appropriate body language includes eye contact, posture, and active listening. Communication requires proper language, tone, content, clarity, and listening skills. Competence involves preparation, research, and knowledge related to the situation.
Onboarding is a Process Not an Event - Heather Carey, Senior Manager Employee...MassTLC
Onboarding is a Process Not an Event - Heather Carey, Senior Manager Employee Success, Constant Contact presented at MassTLC and General Assembly's Tech Community's Guide to Onboarding 2/2/16 at WeWork Boston
This document discusses effective onboarding processes at the individual, team, and organizational levels. It emphasizes the importance of onboarding new hires quickly so they can start contributing value. At the individual level, it focuses on setting up a new hire's environment and helping them understand the technical stack and business context. For teams, it discusses metrics like velocity and cycle time, as well as pairing new hires with existing members. Organizations are advised to allow time for experimentation, share best practices between teams, and avoid one-size-fits-all approaches to onboarding.
The document outlines a plan to develop an enhanced on-boarding program based on feedback from new hires and their buddies. It identifies areas for improvement in the current program including lack of a clear orientation plan, comprehensive turnover, and committed buddy. The Talent Management team will formulate an action plan to address weaknesses by having a more structured onboarding process with customized orientation schedules, checklists for buddies, and discussions around compensation and job expectations. The new program will also promote socialization through department activities, mentorship, and networking opportunities.
An Introduction to Strategic Talent Sourcing Matthew Best
The document discusses the challenges a client faced in strategic talent sourcing and how a strategic talent sourcing model was implemented to address them. The client lacked internal candidates for key roles, risked lost productivity and revenue, and their recruiting was too reactive. The new model strengthened understanding of talent markets, built talent maps and pipelines, and took a more proactive approach to strategic hires. It provided high-touch support for critical hires aligned with business strategies through dedicated recruiters.
Onboard, Not Overboard. Accelerating New Hire Training | Webinar 03.19.15BizLibrary
This document discusses onboarding best practices for new employees. It defines onboarding as helping new hires acquire the necessary knowledge, skills, and behaviors to become effective members. A strong onboarding program offers many benefits like improved retention, productivity, and engagement. It recommends planning onboarding by integrating company goals and culture, outlining expectations, using technology for training, and involving managers. It also provides ways to measure the impact of onboarding through metrics like time to productivity, retention, and satisfaction.
The document provides an overview of employee onboarding best practices. It discusses how implementing an effective onboarding program can help reduce turnover and improve productivity. Key aspects of onboarding covered include preparing for new hires, clarifying expectations, designating mentors, providing feedback and training, and creating checklists to ensure all onboarding steps are completed. A case study example showed how developing onboarding checklists helped a growing company improve productivity by 25% after new hires previously seemed counterproductive without proper onboarding processes in place.
Onboarding is the first step in ensuring that new hires have a positive first experience.
Employee onboarding is steadily evolving in the business world today into a talent management approach that organisations use to attract and retain top personnel.
Business leaders and HR managers must concentrate on developing optimal hiring and onboarding methods to better express their values and assist employee in navigating their roles in order to develop a world-class onboarding programme.
Effective onboarding also guarantees that your newly hired employees are engaged, productive, and equipped with the necessary resources.
Is it advantageous for your organisation to adopt a formal and efficient onboarding programme? How successful is your onboarding process for new employees? How can you design the ideal onboarding process for new employees?
You'll find tips and a head start on how to develop a standardized onboarding programme for your new hires or workers in this deck.
You’ll also learn;
1. Steps to developing successful action plan for implementing onboarding process within your organisation
2. The characteristics of the employee onboarding process
3. How to drive engagement and retention through onboarding
4. Why your organisation needs to start onboarding new hires
Increasing New Hire Success - From Orientation to OnboardingPsych Press
'Onboarding' is a new term compared to its older sibling, 'orientation', but while they are complementary, onboarding goes further and explores the unwritten and informal life of a new employee. This Psych Press graphical presentation takes a short look at this long process and what it involves for Human Resource Practitioners.
Basic Supervisory Skills Training Presentation. Includes placeholders for customized company info and training games. Topics covered include:
Interviewing, Performance Evaluations,
Coaching & Communication, and Progressive Discipline. NOTE: handwritten fonts don't convert in SlideShare and were replaced with ComicSans.
The document discusses Talent Acquisition strategies and goals for Heineken Mexico. It aims to evolve processes, procedures, and tools to attract the right talent. Specific initiatives include standardizing the onboarding process, enhancing candidate screening and assessment, and improving internal job posting guidelines and communication. Key performance indicators focus on hiring metrics like time to fill and sourcing effectiveness. The strategy establishes sourcing approaches for strategic partner universities and technical schools. Employer branding and an applicant tracking system are also areas of focus.
Learn how to build a better candidate persona with Paul Hebert, contributor to Fistful of Talent and Andre Boulais from Jobvite. They will outline what is a candidate persona and why you need them to improve your recruiting process
How to build High Performance Culture
Content: Why, How & Reward of High Performance Culture
presented in Indonesia HR Expo 2015
Jakarta, 11 Dec 2015
by Erwin Muniruzaman
Aligning talent management and strategyElijah Ezendu
The document discusses aligning talent management strategies with organizational objectives. It provides several key points:
1) High performing organizations integrate talent management more than low performers. Learning executives play critical roles in integrated talent programs.
2) Effective talent strategies use tools like surveys to understand culture, and regularly review policies to support integration.
3) Aligning talent development with strategic objectives ensures resources invested in talent match needs. Competency frameworks can map objectives to standards and talent programs.
4) Questions during alignment include identifying talent requirements from strategies, growing existing talent, and designing leader development programs.
Expectations Of Industries From Management Studentsguestc637d4
The document discusses expectations that industries have of management students and provides advice for students. It outlines key traits and skills industries seek, such as analytical skills, teamwork abilities, leadership qualities, and communication skills. It also emphasizes the importance of practical experience, a positive attitude, and continuous learning. The document concludes by offering tips for successful job interviews, including preparing, presenting oneself professionally, and following up afterwards.
An interview presentation thaty lands mid-level jobspsymar
Linda Fields is applying for a Workforce Planning Director position. She has 14 years of human resources experience, including 10 years in strategic workforce planning. She holds business and HR-related degrees and certifications. Fields believes she is well-qualified for the position based on her match to the requirements, areas of expertise, accomplishments, and leadership traits. Her strategic action plan outlines initial priorities for the role.
The document outlines the mission, vision, goals, and value proposition of HR Business Partners (HRBPs) at Lattice Semiconductor. The HRBPs seek to develop strategic and operational solutions to build strong teams, facilitate collaboration, understand organizational needs, and contribute to business success. Their mission is to establish partnerships across the organization to foster innovation, learning, and growth.
The document discusses improving the candidate experience in recruiting. It defines the candidate experience as beginning with researching the company and jobs, continuing through interactions during the recruiting process, and ending with the lasting memory of the total experience. Negative impacts of a bad candidate experience include damage to employer brand, higher costs, and loss of quality candidates. The document recommends several actions to improve the candidate experience such as setting clear goals, identifying problem areas, using technology to streamline processes, and treating candidates like customers due to their significant time investments in applications.
The document provides frequently asked questions and answers about requesting and working with apprentices through the ABC NorCal apprenticeship program. To request an apprentice, a contractor must submit a written DAS 142 form at least 72 hours in advance. The apprenticeship program offers carpentry, construction craft laborer, electrical, painting and plumbing apprentices. Contractors are responsible for paying apprentices according to the appropriate wage scales and properly terminating or laying off apprentices when work is complete.
The document provides answers to frequently asked questions about the ABC NorCal Apprenticeship Program. It describes what an apprenticeship is, the approved trades offered, costs, experience requirements, application process and timeline, school and work locations, wages, and how to apply. The apprenticeship combines on-the-job training with classroom instruction to learn skills for careers in carpentry, construction, electrical, painting, and plumbing trades.
The document discusses employee retention strategies. It identifies objectives like reducing turnover and understanding how employees feel engaged. It then lists various retention strategies companies can implement at low, medium, and high levels. These include hiring the right people, empowering and recognizing employees, providing feedback, and creating a healthy work environment. The role of managers is also examined, with strategies like motivating employees, coaching, and focusing on career development. Overall, the key to an effective retention strategy is implementing the right practices to keep desirable employees committed to the organization.
Professionalism is defined as conduct and qualities that characterize a profession. It is judged by one's image through dress, demeanor, body language, communication skills, and competence. First impressions through a professional image in dress and grooming are important. Demeanor should be positive, accountable, and calm. Appropriate body language includes eye contact, posture, and active listening. Communication requires proper language, tone, content, clarity, and listening skills. Competence involves preparation, research, and knowledge related to the situation.
Onboarding is a Process Not an Event - Heather Carey, Senior Manager Employee...MassTLC
Onboarding is a Process Not an Event - Heather Carey, Senior Manager Employee Success, Constant Contact presented at MassTLC and General Assembly's Tech Community's Guide to Onboarding 2/2/16 at WeWork Boston
This document discusses effective onboarding processes at the individual, team, and organizational levels. It emphasizes the importance of onboarding new hires quickly so they can start contributing value. At the individual level, it focuses on setting up a new hire's environment and helping them understand the technical stack and business context. For teams, it discusses metrics like velocity and cycle time, as well as pairing new hires with existing members. Organizations are advised to allow time for experimentation, share best practices between teams, and avoid one-size-fits-all approaches to onboarding.
The document outlines a plan to develop an enhanced on-boarding program based on feedback from new hires and their buddies. It identifies areas for improvement in the current program including lack of a clear orientation plan, comprehensive turnover, and committed buddy. The Talent Management team will formulate an action plan to address weaknesses by having a more structured onboarding process with customized orientation schedules, checklists for buddies, and discussions around compensation and job expectations. The new program will also promote socialization through department activities, mentorship, and networking opportunities.
An Introduction to Strategic Talent Sourcing Matthew Best
The document discusses the challenges a client faced in strategic talent sourcing and how a strategic talent sourcing model was implemented to address them. The client lacked internal candidates for key roles, risked lost productivity and revenue, and their recruiting was too reactive. The new model strengthened understanding of talent markets, built talent maps and pipelines, and took a more proactive approach to strategic hires. It provided high-touch support for critical hires aligned with business strategies through dedicated recruiters.
Onboard, Not Overboard. Accelerating New Hire Training | Webinar 03.19.15BizLibrary
This document discusses onboarding best practices for new employees. It defines onboarding as helping new hires acquire the necessary knowledge, skills, and behaviors to become effective members. A strong onboarding program offers many benefits like improved retention, productivity, and engagement. It recommends planning onboarding by integrating company goals and culture, outlining expectations, using technology for training, and involving managers. It also provides ways to measure the impact of onboarding through metrics like time to productivity, retention, and satisfaction.
The document provides an overview of employee onboarding best practices. It discusses how implementing an effective onboarding program can help reduce turnover and improve productivity. Key aspects of onboarding covered include preparing for new hires, clarifying expectations, designating mentors, providing feedback and training, and creating checklists to ensure all onboarding steps are completed. A case study example showed how developing onboarding checklists helped a growing company improve productivity by 25% after new hires previously seemed counterproductive without proper onboarding processes in place.
Onboarding is the first step in ensuring that new hires have a positive first experience.
Employee onboarding is steadily evolving in the business world today into a talent management approach that organisations use to attract and retain top personnel.
Business leaders and HR managers must concentrate on developing optimal hiring and onboarding methods to better express their values and assist employee in navigating their roles in order to develop a world-class onboarding programme.
Effective onboarding also guarantees that your newly hired employees are engaged, productive, and equipped with the necessary resources.
Is it advantageous for your organisation to adopt a formal and efficient onboarding programme? How successful is your onboarding process for new employees? How can you design the ideal onboarding process for new employees?
You'll find tips and a head start on how to develop a standardized onboarding programme for your new hires or workers in this deck.
You’ll also learn;
1. Steps to developing successful action plan for implementing onboarding process within your organisation
2. The characteristics of the employee onboarding process
3. How to drive engagement and retention through onboarding
4. Why your organisation needs to start onboarding new hires
Increasing New Hire Success - From Orientation to OnboardingPsych Press
'Onboarding' is a new term compared to its older sibling, 'orientation', but while they are complementary, onboarding goes further and explores the unwritten and informal life of a new employee. This Psych Press graphical presentation takes a short look at this long process and what it involves for Human Resource Practitioners.
Basic Supervisory Skills Training Presentation. Includes placeholders for customized company info and training games. Topics covered include:
Interviewing, Performance Evaluations,
Coaching & Communication, and Progressive Discipline. NOTE: handwritten fonts don't convert in SlideShare and were replaced with ComicSans.
The document discusses Talent Acquisition strategies and goals for Heineken Mexico. It aims to evolve processes, procedures, and tools to attract the right talent. Specific initiatives include standardizing the onboarding process, enhancing candidate screening and assessment, and improving internal job posting guidelines and communication. Key performance indicators focus on hiring metrics like time to fill and sourcing effectiveness. The strategy establishes sourcing approaches for strategic partner universities and technical schools. Employer branding and an applicant tracking system are also areas of focus.
Learn how to build a better candidate persona with Paul Hebert, contributor to Fistful of Talent and Andre Boulais from Jobvite. They will outline what is a candidate persona and why you need them to improve your recruiting process
How to build High Performance Culture
Content: Why, How & Reward of High Performance Culture
presented in Indonesia HR Expo 2015
Jakarta, 11 Dec 2015
by Erwin Muniruzaman
Aligning talent management and strategyElijah Ezendu
The document discusses aligning talent management strategies with organizational objectives. It provides several key points:
1) High performing organizations integrate talent management more than low performers. Learning executives play critical roles in integrated talent programs.
2) Effective talent strategies use tools like surveys to understand culture, and regularly review policies to support integration.
3) Aligning talent development with strategic objectives ensures resources invested in talent match needs. Competency frameworks can map objectives to standards and talent programs.
4) Questions during alignment include identifying talent requirements from strategies, growing existing talent, and designing leader development programs.
Expectations Of Industries From Management Studentsguestc637d4
The document discusses expectations that industries have of management students and provides advice for students. It outlines key traits and skills industries seek, such as analytical skills, teamwork abilities, leadership qualities, and communication skills. It also emphasizes the importance of practical experience, a positive attitude, and continuous learning. The document concludes by offering tips for successful job interviews, including preparing, presenting oneself professionally, and following up afterwards.
An interview presentation thaty lands mid-level jobspsymar
Linda Fields is applying for a Workforce Planning Director position. She has 14 years of human resources experience, including 10 years in strategic workforce planning. She holds business and HR-related degrees and certifications. Fields believes she is well-qualified for the position based on her match to the requirements, areas of expertise, accomplishments, and leadership traits. Her strategic action plan outlines initial priorities for the role.
The document outlines the mission, vision, goals, and value proposition of HR Business Partners (HRBPs) at Lattice Semiconductor. The HRBPs seek to develop strategic and operational solutions to build strong teams, facilitate collaboration, understand organizational needs, and contribute to business success. Their mission is to establish partnerships across the organization to foster innovation, learning, and growth.
The document discusses improving the candidate experience in recruiting. It defines the candidate experience as beginning with researching the company and jobs, continuing through interactions during the recruiting process, and ending with the lasting memory of the total experience. Negative impacts of a bad candidate experience include damage to employer brand, higher costs, and loss of quality candidates. The document recommends several actions to improve the candidate experience such as setting clear goals, identifying problem areas, using technology to streamline processes, and treating candidates like customers due to their significant time investments in applications.
The document provides frequently asked questions and answers about requesting and working with apprentices through the ABC NorCal apprenticeship program. To request an apprentice, a contractor must submit a written DAS 142 form at least 72 hours in advance. The apprenticeship program offers carpentry, construction craft laborer, electrical, painting and plumbing apprentices. Contractors are responsible for paying apprentices according to the appropriate wage scales and properly terminating or laying off apprentices when work is complete.
The document provides answers to frequently asked questions about the ABC NorCal Apprenticeship Program. It describes what an apprenticeship is, the approved trades offered, costs, experience requirements, application process and timeline, school and work locations, wages, and how to apply. The apprenticeship combines on-the-job training with classroom instruction to learn skills for careers in carpentry, construction, electrical, painting, and plumbing trades.
The document provides information about the Electrician Trainee Program run by ABC NorCal. It details that to legally work as an electrician in California, one must be certified, an apprentice, or a registered electrician trainee enrolled in an approved program. The program outlines the steps to enroll, including enrolling with ABC NorCal and registering with the state, renewing registration annually. It answers common questions about the differences between trainees and apprentices, specifics of California law, expected timelines for enrollment confirmation and receiving a trainee card from the state, and penalties for working without registration.
The document discusses the benefits of apprenticeships for software development. It notes that while there is currently a glut of developers, there is a shortage of highly skilled ones. It proposes that companies hire an experienced craftsman to mentor 1-2 apprentices, arguing this will be cheaper than hiring mid-level developers and the apprentices will quickly surpass them in skills. It provides tips for setting up successful apprenticeship programs that benefit both the company and apprentice.
Registered apprenticeship work based learning strategyDiscoverAbility NJ
Registered apprenticeship/internship programs provide on-the-job learning and related instruction courses. They benefit both employers and employees. For employers, they increase workforce skills, productivity and consistency of training. For employees, they provide occupation-specific education, career advancement opportunities, and nationally recognized credentials. These programs exist across over 950 occupations in diverse industries such as advanced manufacturing, healthcare, and information technology. Interested employers can contact their local Department of Labor representative to set up a registered program.
Pearl Interactive Network's IT Apprenticeship Program provides for entry-level employees to progress through career pathways in a company through a combination of on-the-job experience, mentoring, and online certification.
Study: The Future of VR, AR and Self-Driving CarsLinkedIn
We asked LinkedIn members worldwide about their levels of interest in the latest wave of technology: whether they’re using wearables, and whether they intend to buy self-driving cars and VR headsets as they become available. We asked them too about their attitudes to technology and to the growing role of Artificial Intelligence (AI) in the devices that they use. The answers were fascinating – and in many cases, surprising.
This SlideShare explores the full results of this study, including detailed market-by-market breakdowns of intention levels for each technology – and how attitudes change with age, location and seniority level. If you’re marketing a tech brand – or planning to use VR and wearables to reach a professional audience – then these are insights you won’t want to miss.
UX, ethnography and possibilities: for Libraries, Museums and ArchivesNed Potter
1) The document discusses how the University of York Library has used various user experience (UX) techniques like ethnographic observation and interviews to better understand user needs and behaviors.
2) Some changes implemented based on UX findings include installing hot water taps, changing hours, and adding blankets - aimed at improving the small details of user experience.
3) The presentation encourages other libraries, archives and museums to try incorporating UX techniques like behavioral mapping and cognitive interviews to inform design changes that enhance services for users.
The document discusses designing teams and processes to adapt to changing needs. It recommends structuring teams so members can work within their competencies and across projects fluidly with clear roles and expectations. The design process should support the team and their work, and be flexible enough to change with team, organization, and project needs. An effective team culture builds an environment where members feel free to be themselves, voice opinions, and feel supported.
An immersive workshop at General Assembly, SF. I typically teach this workshop at General Assembly, San Francisco. To see a list of my upcoming classes, visit https://generalassemb.ly/instructors/seth-familian/4813
I also teach this workshop as a private lunch-and-learn or half-day immersive session for corporate clients. To learn more about pricing and availability, please contact me at http://familian1.com
3 Things Every Sales Team Needs to Be Thinking About in 2017Drift
Thinking about your sales team's goals for 2017? Drift's VP of Sales shares 3 things you can do to improve conversion rates and drive more revenue.
Read the full story on the Drift blog here: http://blog.drift.com/sales-team-tips
How to Become a Thought Leader in Your NicheLeslie Samuel
Are bloggers thought leaders? Here are some tips on how you can become one. Provide great value, put awesome content out there on a regular basis, and help others.
Stephanie Fernandez-Cruz posted· · What are you good at- a.docxsusanschei
Stephanie Fernandez-Cruz posted
·
· What are you good at?- am very good at using good personal judgement and decision implementation. I can take a situation and make a decision for an effective alternative route.
· What do you need to improve? I need to work on not second guessing my self. This causes me to have uncertainty.
· What do you enjoy doing? I enjoy making a difference in a positive way. I like feeling involved in important decisions.
· What are some of the things that you find unpleasant? I don't like dealing with conflict. It is hard for me to make decisions that can negatively impact others.
· Give examples that support your ideas for each statement. when I worked with United healthcare's training department I discovered much about what I was good at and what I was not good at. I was tasked to make group decisions on how to improved the training material and process. I was also faced with walking trainees in not so pleasant processes such as QA.
· Identify career opportunities and threat by researching (cite them) job prospects in the industry you’re interested in. The biggest threat I found in my research would be technology.
Sierra Defrancisco- posted
What are you good at? Within the workplace I am good at staying on task and focused. I am good at following directions given and helping out others that are confused or overwhelmed. I have always been good at following directions which has helped me to learn so many new things about cooking in the kitchen.
What do you need to improve? I can improve on multitasking, working quickly and efficiently, and striving to move up in the workplace. I talk quite a lot and I find it hard to talk to the servers and work at the same time so i need to find the happy medium.
What do you enjoy doing? I enjoy helping others, completing tasks from start to finish, and bettering the environment around me any way possible. Every time I come into work I create a to do list and it is very satisfying being able to cross stuff off of the list.
What are some of the things that you find unpleasant? I don't like drama, a dirty workplace, liars within the workplace, and cheaters. The kitchen that I work in can get very dirty sometimes and a dirty workplace leads to messy products.
There are career opportunities as a cake decorator or assistant bakery manager at a company called Nothing Bundt Cakes. This business has been open for a while and they do wedding and party cakes. This could possibly be competition for the bakery I am looking at opening. There are also positions available at Sam's club, Walmart, and Panera. Nothing Bundt Cakes would be the most competition for the bakery.
MGT 301: Principles of Management
Course Description:
It is an introduction in management as a discipline and a process. Major topics include the evolution
and scope of management, decision-making, planning and strategy, organizing and staffing, leading
and control and change. The importance of .
Explore simple strategies and a top 10 list of practical methods for ensuring and demonstrating the benefits of a corporate training investment.
More on how to maximize corporate training: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html
The document proposes a soft skills training program for students to enhance their employability. The program would include modules on managing self, communication skills, assertiveness, time management, and teamwork. It would be delivered over 4 days with 2 hour sessions. The objectives are to help students improve attitudes, decision making, leadership, communication, and career prospects. Effectiveness would be monitored through trainee feedback and periodic refresher sessions. The training aims to provide students with skills needed for personal and professional success.
This document summarizes a presentation given by Dr. Jay Marino on teamwork, collaboration, and shared leadership. It discusses accomplishments in reading and math performance, facility updates, increasing student enrollment projections, and the need for a new elementary school. It then talks about lessons learned from geese about teamwork and looks ahead to strategic planning. The goal is to prepare students for the 21st century by developing skills like innovation, adaptability, and cultural awareness through a focus on professional learning communities and continuous improvement at all levels.
Do your people ever claim that they're too busy to learn? This presentation from Mind Tools' CEO, James Manktelow and SVP, Commercial Development, Ollie Craddock is designed to help you break the "too busy" barrier and develop an on-demand learning strategy that inspires and engages your learners.
Do your people ever claim that they're too busy to learn? This presentation from Mind Tools' CEO, James Manktelow and SVP, Commercial Development, Ollie Craddock is designed to help you break the "too busy" barrier and develop an on-demand learning strategy that inspires and engages your learners.
The document provides an overview of UiPath's Mentorship Program, which matches experienced RPA professionals with those new to the field. The 6-month program involves bi-weekly virtual meetings where mentees can receive career advice, feedback on assignments, and learn from their mentor's experience. Both mentors and mentees benefit from skills development, networking, and contributing to the RPA community. Selection focuses on mentees who completed RPA training and have practical goals, and mentors with several years of experience committed to supporting mentees' short- and long-term aims. Matching considers factors like timezones, expectations, and complementary experience and knowledge. The roles and responsibilities of mentors and mentees are also outlined
This document provides an overview and agenda for a two-day training on project management. Day one will cover getting started with a project, including defining goals and success criteria, mobilizing the team and organization, and planning the work. Day two will focus on managing the project, including managing deadlines, resources, and change, as well as how to properly hand over and close down a project. The learning points emphasize how to establish relationships with sponsors, deliver projects on time and budget, support teams, and ensure sustainable change.
This document discusses mentoring and mentoring programs. It provides information on defining different types of mentors, including scholarly mentors, co-mentors, career mentors and advisors. It also discusses responsibilities of mentors and mentees. The document outlines workshops provided by the UCSF-GIVI CFAR Mentoring Program and the need to recruit and train new mentors. It concludes that mentoring is important for career development but requires administrative support and funding to be effective.
Lectures 1 and 2 - Employability, Creativity, and Personal development 2 oc...Fahri Karakas
Introductions
Introduction to the module Module
Objectives
Hackathon
Module Structure and Assignments
Expectations
Introduction to Career Management: Careers of 21st century
Self-Making and Creativity
New perspectives on careers and employability
Adventures: Individual and Team Exercises
Inspiring Careers
Shark Tank
Mentoring in the workplace provides benefits such as increased job satisfaction, improved teamwork, higher staff retention, and stronger professional networks. Effective mentoring programs pair less experienced employees with more experienced mentors within the company and provide training and structured activities. Some keys to implementing a successful mentoring initiative include setting clear goals, focusing on specific skills, choosing the right mentor-mentee pairs, utilizing collaboration tools, and collecting ongoing feedback to evaluate progress.
2019 New Trends in Education -Teaching Innovation Timothy Wooi
Innovation & Modern approaches to Learning
Introduction
One challenge in public consciousness now is the need to reinvent just about everything, from;
scientific advances,
technology breakthroughs,
political & economic structures,
environmental solutions,
21st century code of ethics, everything is in flux—and everything demands innovative, out of the box thinking.
Here are ten 10 Ways to Teach Innovation
1.Teach concepts, not facts.
2. Move from projects to Project Based Learning.
3. Distinguish concepts from critical information.
4. Make skills as important as knowledge.
5. Form teams, not groups.
6.Use thinking tools.
7. Use creativity tools.
8. Reward discovery.
9. Make reflection part of the lesson.
10. Be innovative yourself.
Greater Birmingham: Share | Learn | Inspire - Inclusion in the WorkplaceEngage for Success
Over 30 like-minded Employee Engagement enthusiasts met at Hays Human Resources, our generous sponsors, in Central Birmingham to consider Inclusion in the Workplace. In the wake of the referendum result, people are more uncertain about the future. There are examples that discrimination is on the rise. Employee engagement is more important than ever to succeed.
Reverse Mentoring
Gabrielle Ferguson, Talent Development Partner EMEA, CA Technologies inspired everyone by sharing her journey. Having successfully introduced Reverse Mentoring as an approach to improving diversity in the workplace, Gabi will soon be rolling this out across the business.
The document outlines an UiPath mentorship program that matches experienced RPA professionals with those new to the field to meet bi-weekly over 6 months. The goals of the program are to help mentees develop their careers through guidance from mentors, build skills, and contribute to the community, while mentors gain leadership experience and opportunities to share their knowledge. Key aspects of the program covered include the roles and responsibilities of mentors and mentees, the matching and feedback process, and a Q&A section.
This presentation comprises a total of twenty two slides. Each slide focuses on one of the aspects of Reverse Mentoring PowerPoint Presentation Slides with content extensively researched by our business research team. Our team of PPT designers used the best of professional PowerPoint templates, images, icons and layouts. Also included are impressive, editable data visualization tools like charts, graphs and tables. When you download this presentation by clicking the Download button, you get the presentation in both standard and widescreen format. All slides are fully customizable. Change the colors, font, size, add and remove things as per your need and present before your audience. http://bit.ly/3bXTFPI
Online assignment help in Birmingham can help all classes of students from London, Manchester & world across. What is required by great assignment help to write your assignment – Your Subject, topic, word count, the level of studies & timelines. Team will take swift action to ensure that your task is completed with experts. Our charges are most affordable & free from any hidden cost.
How apprenticeship helps you win the cooperative game of organizational survival, and sets you up for winning the smaller, finite games of software development.
Dev Bootcamp Chicago mentor informationDave Hoover
Dev Bootcamp is an intensive 20-week program that helps students launch careers in software development. It focuses heavily on Ruby fundamentals and Rails, with students not learning Rails until week 7. The program has 6 phases and students work 100 hour weeks. It is located in Chicago and has a diverse group of students, with mentors assisting students by pairing on challenges, grabbing meals together, inviting students to their workplaces, and working on projects together.
Developing Software Developers: A story about apprenticeship programsDave Hoover
The document discusses apprenticeship programs for software developers. It shares the author's experience starting apprenticeship programs at various companies. Some key points:
- Apprenticeship programs provide an alternative to traditional hiring by growing people within a company's culture through mentorship.
- Programs at Obtiva, Groupon, and others had success rates over 90% with many apprentices staying at the companies long-term.
- The goal is to help start 1,000 new apprenticeship programs to address high un/under-employment and skills gaps faced by many employers.
The document discusses heedfulness and collective mind in organizations. It suggests retrospecting on the previous week to adapt processes and asks questions about socializing newcomers, rituals and narratives, knowledge sharing, and maintaining trust. It also addresses scaling systems and teams while growing an accepting culture and upbringing.
The document discusses the benefits of apprenticeships for software development. It notes that while there is currently a glut of developers, there is a shortage of highly skilled ones. It proposes that companies hire an experienced craftsman to mentor apprentices, as this can produce developers who outperform mid-level hires at a lower overall cost. The craftsman model cultivates a culture of learning and helps close the gap between demand for quality developers and the ability to find them.
The document discusses challenges in finding experienced software developers and proposes apprenticeships as a solution. It notes a disconnect between demand for skilled people and ability to find them, as well as a shortage of experienced developers despite an abundance of developers overall. The document advocates hiring an experienced craftsman to mentor apprentices and focus on potential over credentials to help address these issues.
Apprenticeships on Open Source discusses apprenticeships focused on open source software. Dave Hoover from Obtiva and Brian Tatnall from Stark Investments, both located in Chicago, are involved in the discussion on apprenticeships related to open source.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
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.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
2. Nearly 20% of
18-24 year olds
in the US are
unemployed.
Meanwhile…
50% of US
employers are
unable to hire
into critical
roles.
The Talent Gap in the United States
represents unprecedented latent
human potential
3. How will you fill your critical roles?
Continue trying to fill the Or change the box?
same old box of job
requirements?
4. There are many solutions
Apprenticeship Programs are one solution, and they’re
a solution that many businesses can implement.
5. Apprenticeship
programs for
software developers
are on the rise.
Formal
apprenticeship
programs for
software developers
have been popping
up since the 90’s.
I’ve been involved
in apprenticeship
since 2002. Need more software developers?
Grow them.
6. But wait. Why?
Apprentices are:
Enthusiastic
Moldable
Loyal
Apprenticeships:
Grow culture through relationships
Expand your hiring abilities
Create next-generation expertise
8. To Create an Apprenticeship Program
Mentor > Team > Business Owner
Sustainable Ratio
Culture over Curriculum
In the Trenches
Pet Project
Milestones
Feedback Loops
9. Mentor > Team > Business Owner
1. A mentor who is excited to work with a beginner
2. A team that is willing to incorporate a beginner
3. Business owners who are willing to allow beginners
to participate
4. A champion to lay these foundations
10. Sustainable Ratio
Exceeding an overall 1:1 practitioner:apprentice ratio
is A Bad Idea
Apprentices working with apprentices on Real Stuff
is like planting pain
Some mentors will be able to handle more than one
apprentice at a time
All mentors will need to take time off from
mentoring
Be patient, don’t rush it
11. Culture over Curriculum
Unlearn the classroom-based education model
Don’t focus on curriculum
Do focus on creating a beginner-friendly culture
Lunchtime study groups
Lead by example: Ask the stupid questions
A learning-oriented culture takes pressure off your
mentors
12. In the Trenches
Hands-on, real world learning is how
apprenticeships have always worked
Apprentices should spend the majority of their time
elbow-to-elbow with the team
Will be overwhelming at first, but after about 2
months, they should be contributing regularly
13. Pet Project
An independent project
A “Breakable Toy”
Must be inherently interesting to the apprentice
Often leads to tech specialty
14. Milestones
Periodic milestones force you to make the decision to
hire, continue, or fail the apprentice
An oversight group of 4-8 people attend a “milestone
meeting” to help make the decision
Expectations should be “knock my socks off” high
Typical program is 6 months with 2-month
milestones
Be consistent
Use your entry-level criteria for hiring
15. Milestone Meetings
Experience report from the trenches
Pet project demo
Pet project code review
10 minute presentation by the apprentice
Retrospective
Make the hire/continue/fail decision
Mentor communicates decision
17. Apprenticeship Program Ingredients
Mentor > Team > Business Owner
Sustainable Ratio
Culture over Curriculum
In the Trenches
Pet Project
Milestones
Feedback Loops
18. Um, we already have an internship program
Apprenticeship Internship
High commitment in Temporary student
both directions worker
Working toward Typically during
employment summer vacation
Strong mentoring May have mentoring
component involved
Half a year or more A couple months
19. Finding viable
mentors tends
to be the
limiting factor
when people are
looking to start
or expand their
apprenticeship
programs.
Be a Mentor
20. Thank Your Mentors
Visit http://apprentice.us and tell us about the people
who helped you get here.
21. Q&A
AND THANKS FOR YOUR TIME!
Slides at
http://www.slideshare.net/redsquirrel/apprenticeship-programs
by David H. Hoover
@redsquirrel