Assessment and Consultation MASTER
•Download as PPT, PDF•
0 likes•130 views
Etc net provides a tailored assessment and evaluation process to help clients achieve their goals and outcomes. The process involves an initial assessment of skills and abilities followed by program design customized to the client's specific needs. Clients then receive training, coaching and consultation during implementation and monitoring of their tailored project. The process concludes with a final assessment and evaluation to provide feedback and help improve future operations and skills. Etc net believes each client requires unique, customized programs rather than standardized solutions.
Report
Share
Report
Share
Recommended
Assessment and Consultation MASTER
The document outlines an assessment process for tailoring training programs to fit specific needs. It involves 4 steps: 1) an initial assessment of skills, abilities, and targets; 2) program design and specialization based on founding principles and themes; 3) implementation and monitoring of the tailored project; and 4) a final assessment and evaluation to provide feedback and improve operations. It emphasizes that tailor-made programs require assessing the foundation of each person or company, as standardized programs will not provide long-term benefits. Investing in assessing and building the foundation allows one to develop skills and abilities for both the present and future.
Atttribute Presentation Final
This 7 minute presentation describes 3 attributes with examples of how I can add value and deliver results for your organization. Thanks for watching!
Chad Fite's 2016 Utilities International Review Summary
The document outlines the essential responsibilities and duties of a consultant at Utilities International, as well as the key characteristics all employees should possess. A consultant should have strong analytical and problem-solving skills to formulate solutions, deliver high-quality work with direction, and effectively communicate with coworkers and clients. Additionally, consultants are expected to develop expertise with UIPlanner software, understand fundamental concepts, and possess solid writing abilities. All employees are expected to demonstrate integrity, be customer-focused, have strong interpersonal skills, and be team players. Employees should also manage their time well, constantly build expertise, be self-starters, and support the company's strategic goals.
Chapter 3 leadership
The document discusses Total Quality Management (TQM) and its principles. TQM is a management approach focused on quality that aims for long-term success through customer satisfaction. It states that 85% of problems in an organization are due to faulty systems, while 15% are due to employee behavior. TQM principles include having a long-term commitment to quality, focusing on processes, continuous improvement, supplier partnerships, customer focus, leadership, and total employee involvement. The document contrasts the proactive behaviors of a leader who coaches employees and improves processes, with the reactive behaviors of a manager who finds fault and does not care to understand processes.
Culture Sales Presentation
This document outlines a 5-stage culture improvement process to help a company achieve its strategic objectives by aligning behaviors across all personnel levels. The stages include researching the current culture, shaping the desired culture values, establishing manager role models, living the new culture values, and implementing the culture in practice. Teams would choose a culture value to analyze and present projects on, with the best projects selected for rewards and implementation over 6-12 months. Metrics like improvements in culture, increased market share and customer base, would indicate the process's success. PeopleAchieve consultants recommend this process due to their expertise developing it over many years with international clients, with very positive results in both culture and business outcomes.
knowledge management
This document summarizes a company's knowledge management processes. It discusses implementing a 360 degree feedback system to assess employees from multiple perspectives. The company carefully planned the project by finding the right project manager, determining what would be measured, developing survey questions, and deciding how feedback would be analyzed and results communicated. The project aims were clearly communicated to employees and a top manager oversaw messaging. Implementation was checked regularly and changes were made as needed. The final step was to review whether the goals of solving problems and achieving aims were met.
Lcsinformationslides 2010 V3, 2010
This document provides summaries for various workshops and training programs focused on enhancing personal and professional productivity, well-being, and success. Workshops cover topics such as time management, project management, email organization, 360 degree feedback, change management, productivity coaching, effective meetings and delegating, business case writing, team productivity, problem solving, and continuous improvement strategies. Services are offered by Lingford Consulting and additional details can be found at their website.
Executive Assistant Presentation
Nissa Wise has over 15 years of experience as an executive assistant. She enjoys helping executives, colleagues, coworkers, and customers. Some of her key responsibilities have included scheduling travel and meetings, managing calendars, handling expense reports, coordinating events, and assisting with various office administration tasks like managing supplies. She prides herself on being reliable and helping to ensure projects and tasks are completed smoothly.
Recommended
Assessment and Consultation MASTER
The document outlines an assessment process for tailoring training programs to fit specific needs. It involves 4 steps: 1) an initial assessment of skills, abilities, and targets; 2) program design and specialization based on founding principles and themes; 3) implementation and monitoring of the tailored project; and 4) a final assessment and evaluation to provide feedback and improve operations. It emphasizes that tailor-made programs require assessing the foundation of each person or company, as standardized programs will not provide long-term benefits. Investing in assessing and building the foundation allows one to develop skills and abilities for both the present and future.
Atttribute Presentation Final
This 7 minute presentation describes 3 attributes with examples of how I can add value and deliver results for your organization. Thanks for watching!
Chad Fite's 2016 Utilities International Review Summary
The document outlines the essential responsibilities and duties of a consultant at Utilities International, as well as the key characteristics all employees should possess. A consultant should have strong analytical and problem-solving skills to formulate solutions, deliver high-quality work with direction, and effectively communicate with coworkers and clients. Additionally, consultants are expected to develop expertise with UIPlanner software, understand fundamental concepts, and possess solid writing abilities. All employees are expected to demonstrate integrity, be customer-focused, have strong interpersonal skills, and be team players. Employees should also manage their time well, constantly build expertise, be self-starters, and support the company's strategic goals.
Chapter 3 leadership
The document discusses Total Quality Management (TQM) and its principles. TQM is a management approach focused on quality that aims for long-term success through customer satisfaction. It states that 85% of problems in an organization are due to faulty systems, while 15% are due to employee behavior. TQM principles include having a long-term commitment to quality, focusing on processes, continuous improvement, supplier partnerships, customer focus, leadership, and total employee involvement. The document contrasts the proactive behaviors of a leader who coaches employees and improves processes, with the reactive behaviors of a manager who finds fault and does not care to understand processes.
Culture Sales Presentation
This document outlines a 5-stage culture improvement process to help a company achieve its strategic objectives by aligning behaviors across all personnel levels. The stages include researching the current culture, shaping the desired culture values, establishing manager role models, living the new culture values, and implementing the culture in practice. Teams would choose a culture value to analyze and present projects on, with the best projects selected for rewards and implementation over 6-12 months. Metrics like improvements in culture, increased market share and customer base, would indicate the process's success. PeopleAchieve consultants recommend this process due to their expertise developing it over many years with international clients, with very positive results in both culture and business outcomes.
knowledge management
This document summarizes a company's knowledge management processes. It discusses implementing a 360 degree feedback system to assess employees from multiple perspectives. The company carefully planned the project by finding the right project manager, determining what would be measured, developing survey questions, and deciding how feedback would be analyzed and results communicated. The project aims were clearly communicated to employees and a top manager oversaw messaging. Implementation was checked regularly and changes were made as needed. The final step was to review whether the goals of solving problems and achieving aims were met.
Lcsinformationslides 2010 V3, 2010
This document provides summaries for various workshops and training programs focused on enhancing personal and professional productivity, well-being, and success. Workshops cover topics such as time management, project management, email organization, 360 degree feedback, change management, productivity coaching, effective meetings and delegating, business case writing, team productivity, problem solving, and continuous improvement strategies. Services are offered by Lingford Consulting and additional details can be found at their website.
Executive Assistant Presentation
Nissa Wise has over 15 years of experience as an executive assistant. She enjoys helping executives, colleagues, coworkers, and customers. Some of her key responsibilities have included scheduling travel and meetings, managing calendars, handling expense reports, coordinating events, and assisting with various office administration tasks like managing supplies. She prides herself on being reliable and helping to ensure projects and tasks are completed smoothly.
Presentation DUBSAVE eng
We provide strategic business solutions and training programs to help companies increase profitability and efficiency. Our training connects employee goals with company goals to inspire loyalty. We analyze each situation to understand improvement opportunities and train managers to motivate individual employees. The results include maximized recruitment and retention through an approach that adapts theory to each trainee's action plan.
Being a product owner
The document outlines the key responsibilities of a Product Owner, which include:
1) Defining and owning the product roadmap by understanding organizational goals and priorities, engaging in market research, and thinking innovatively about future products.
2) Measuring and monitoring the value delivered through product outcomes and prioritizing work based on effort, value, and goals.
3) Managing stakeholders by capturing feedback, championing the team, and bringing alignment on differing opinions.
4) Supporting the development team through activities like sharing the vision, prioritizing the backlog, reviewing product performance, and being available to answer questions.
Kanban is refreshing v3
Kanban provides a refreshing approach to managing a business that can improve employee engagement, product delivery, customer satisfaction, economic performance, organizational culture, and business resilience. It does this by visualizing work and limiting work-in-progress to reduce stress and improve predictability, collaboration, and customer service. Kanban also allows for incremental and evolutionary changes to increase engagement and adapt to customer needs.
Diploma in meeting management
There are many different elements that go into managing a business meeting and certain factors need to be considered to be able to plan your meeting effectively. Whether you are a team leader, company director or minute taker, this Diploma in Meeting Management will guide you through the fundamental steps to planning, organising and overseeing a meeting successfully.
Donald Jordan Resume
Donald Jordan is seeking a new career opportunity. He has over 15 years of experience in customer service and sales roles in the technology industry. Most recently, he worked as a Store Manager for Cox Communications for over 3 years, where he exceeded sales quotas and coached a team of 10+ sales associates. Prior to that, he held roles with increasing responsibility at Cox Communications, Circuit City, and Best Buy, gaining experience in areas such as customer support, technical training, and business operations. Jordan holds a Bachelor's degree in Computer Information Science and has received recognition for his work through nominations for vision awards.
Interview Questions Tool
This tool provides a framework for standardized interview questions to evaluate prospective employees from a sales and marketing perspective. The questions are designed to elicit situational, behavioral, attitudinal, self-awareness, skills-based, and knowledge-based responses. The questions sample covers topics such as problem-solving abilities, leadership experience and attributes, communication style, complex projects, handling disagreements, goals, teamwork, policies, persuasiveness, management skills, education objectives, and independence.
Shifting From Appraisal to Performance Improvement
Improving employee behavior through the performance appraisal is challenging. Shifting the mindset of the manager to one of improvement shifts the outcomes that employees have.
Does your company complete performance appraisals?
Are they used effectively to improve performance and increase business results?
Are managers trained to coach staff effectively?
Leave your comments!!
https://compassroseconsulting.com/coaching-staff-success
The Contact Center Gamification Playbook
Most contact centers struggle with a common challenge -- engaging their employees. Gamification allows you to motivate better performance through data. But how can you realize the full promise of gamification? In this excerpt from the NICE playbook on gamification we summarize some of the key design considerations that will drive your success.
How to set kpi targets
The document discusses how to set KPI targets and describes the steps to create KPIs for a construction technician position. It lists potential KPIs and provides information on different types of KPIs including leading, lagging, qualitative and quantitative KPIs. The document also discusses common mistakes in creating KPIs and how to design effective KPIs linked to organizational strategy.
Abhishek Saxena - RESUME
Abhishek Saxena is seeking a project management position with a focus on team leadership, analysis, and customer care. He has over 15 years of experience managing teams and providing customer support. Currently, he manages a team of 15 technical advisors at Convergys India Services, where he is responsible for monitoring performance, addressing issues, and ensuring goals are met. He has expertise in Windows, Office, Outlook, and various tools.
Managing Your Outsourced Partner!!
To effectively manage an outsourced partner, the document recommends setting regular meetings to review quality, production, and issues. It also suggests developing a clear chain of command, daily targets, and disciplinary plan. Finally, it advises implementing ongoing training, documenting responsibilities, and requiring an on-site manager and quality assurance reporting to ensure the work is done correctly and cost-effectively.
Managing Your Outsourced Partner!!
To effectively manage an outsourced partner, the document recommends setting regular meetings to review quality, production, and issues. It also suggests developing a clear chain of command, daily targets, and disciplinary plan. Finally, it advises having documentation, training programs, an on-site manager, and a quality assurance plan to ensure the work is done correctly and cost-effectively according to the client's needs and processes.
Call center gamification
Do the agents in you Call Center don't care about their job? Do they not show u to work? Are your sales and support suffering? Here is some information about a gamification solution for Call Centers to improve engagement, perfomance, motivation, and morale.
Employee Satisfaction Survey
The purpose of the survey is to help the company improve the work environment and gain constructive feedback. Employees are asked to provide anonymous feedback on a scale regarding various aspects of their job including training, office culture, management, policies/procedures, performance management, and opportunities for advancement. The survey also includes open-ended questions seeking comments on potential areas of improvement.
Owning people - All about People Managament
Broadly conveys the ways to increase the efficiency of people and improving their productivity.
Basics of effective delegation.
Importance of feedback to help people grow along with the organisation.
Criteria s of employee satisfaction.
Humber College - 30-60-90 day planning
This presentation is focused on the need to have a 30-60-90 day plan for your career, and also for your life. When you're in the final stages of a job interview, you're going to want to structure what you will be achieving in the first 30-60-90 days.
The presentation was delivered on October 18, 2017, at Humber College School of Applied Technology.
On why services companies are unable to create
Services companies prioritize efficiency over effectiveness, focusing on resource utilization and avoiding rework, whereas product development teams should focus on continuously improving the product even if it means rework. Additionally, services companies emphasize skills like task and project management over what matters most for products: deciding what not to do, usability, and shipping early versions.
LTP2018 Jason Shen Product Madness - Product Management Hiring
Leading the Product Speaker Jason Shen talks about how to tackle hiring in Product Management
For the blog post that goes with this presentation and more speaker talks go to:
https://www.leadingtheproduct.com/behind-the-scenes/
Quality & business essentials for leaders
Learn how this global management consulting firm explains how to improve business performance using lean ans six sigma.
Business Assessments
Software tools are available to help business advisers and consultants assess their clients' businesses. The tools can provide a comprehensive diagnostic of all business issues and help identify real needs to create an agreed action plan. Advisers have options for a direct face to face engagement tool or a web-based solution for client self-assessment. The core assessment process involves learning about the business, assessing it with structured questions, reviewing the results, and focusing on actions needed. Predefined assessment modules cover topics like business development, management skills, and marketing. Advisers can also build their own customized question sets. The review identifies strengths, weaknesses, and different views, and reporting creates an action plan.
JSI PTD Technet poster Supply Chain Workforce
Developed by the USAID | DELIVER PROJECT in collaboration with People that Deliver, The Human Resource Capacity Development in Public Health Supply Chain Management: Assessment Guide & Toolkit assists public health supply chain managers in resource-limited settings to complete a rapid, comprehensive assessment of the capacity of the human resource support system for a country’s supply chain.
JSI was co-organizer of the Technical Network for Strengthening Immunization Systems (TechNet-21), a global network of professionals working to strengthen immunization services in developing countries. The theme of this year’s conference (2015 in Bangkok, Thailand) was Immunization Supply Chain and Logistics: Current Challenges, Innovations, and Future Projects. This poster is one of eight produced by JSI for the conference. JSI staff were also featured speakers and facilitators during many sessions of the conference. For more information search #TechNetConference on Twitter or go to
http://www.technet-21.org/en/news-and-events/events/viewevent/91
Communication and deliberate feedback in process consultation session 11
This document discusses feedback between a feedback giver and receiver. It notes that feedback receivers may have concerns about feedback eliciting an emotional reaction or damaging the relationship. The ideal feedback situation involves open and two-way communication between the giver and receiver. The ultimate goal of feedback should be to create a more open dialogue between both parties. Recommended feedback techniques include being respectful, non-judgmental, focusing on observations and agreed upon goals, and eliciting the receiver's thoughts to also provide suggestions for improvement.
More Related Content
What's hot
Presentation DUBSAVE eng
We provide strategic business solutions and training programs to help companies increase profitability and efficiency. Our training connects employee goals with company goals to inspire loyalty. We analyze each situation to understand improvement opportunities and train managers to motivate individual employees. The results include maximized recruitment and retention through an approach that adapts theory to each trainee's action plan.
Being a product owner
The document outlines the key responsibilities of a Product Owner, which include:
1) Defining and owning the product roadmap by understanding organizational goals and priorities, engaging in market research, and thinking innovatively about future products.
2) Measuring and monitoring the value delivered through product outcomes and prioritizing work based on effort, value, and goals.
3) Managing stakeholders by capturing feedback, championing the team, and bringing alignment on differing opinions.
4) Supporting the development team through activities like sharing the vision, prioritizing the backlog, reviewing product performance, and being available to answer questions.
Kanban is refreshing v3
Kanban provides a refreshing approach to managing a business that can improve employee engagement, product delivery, customer satisfaction, economic performance, organizational culture, and business resilience. It does this by visualizing work and limiting work-in-progress to reduce stress and improve predictability, collaboration, and customer service. Kanban also allows for incremental and evolutionary changes to increase engagement and adapt to customer needs.
Diploma in meeting management
There are many different elements that go into managing a business meeting and certain factors need to be considered to be able to plan your meeting effectively. Whether you are a team leader, company director or minute taker, this Diploma in Meeting Management will guide you through the fundamental steps to planning, organising and overseeing a meeting successfully.
Donald Jordan Resume
Donald Jordan is seeking a new career opportunity. He has over 15 years of experience in customer service and sales roles in the technology industry. Most recently, he worked as a Store Manager for Cox Communications for over 3 years, where he exceeded sales quotas and coached a team of 10+ sales associates. Prior to that, he held roles with increasing responsibility at Cox Communications, Circuit City, and Best Buy, gaining experience in areas such as customer support, technical training, and business operations. Jordan holds a Bachelor's degree in Computer Information Science and has received recognition for his work through nominations for vision awards.
Interview Questions Tool
This tool provides a framework for standardized interview questions to evaluate prospective employees from a sales and marketing perspective. The questions are designed to elicit situational, behavioral, attitudinal, self-awareness, skills-based, and knowledge-based responses. The questions sample covers topics such as problem-solving abilities, leadership experience and attributes, communication style, complex projects, handling disagreements, goals, teamwork, policies, persuasiveness, management skills, education objectives, and independence.
Shifting From Appraisal to Performance Improvement
Improving employee behavior through the performance appraisal is challenging. Shifting the mindset of the manager to one of improvement shifts the outcomes that employees have.
Does your company complete performance appraisals?
Are they used effectively to improve performance and increase business results?
Are managers trained to coach staff effectively?
Leave your comments!!
https://compassroseconsulting.com/coaching-staff-success
The Contact Center Gamification Playbook
Most contact centers struggle with a common challenge -- engaging their employees. Gamification allows you to motivate better performance through data. But how can you realize the full promise of gamification? In this excerpt from the NICE playbook on gamification we summarize some of the key design considerations that will drive your success.
How to set kpi targets
The document discusses how to set KPI targets and describes the steps to create KPIs for a construction technician position. It lists potential KPIs and provides information on different types of KPIs including leading, lagging, qualitative and quantitative KPIs. The document also discusses common mistakes in creating KPIs and how to design effective KPIs linked to organizational strategy.
Abhishek Saxena - RESUME
Abhishek Saxena is seeking a project management position with a focus on team leadership, analysis, and customer care. He has over 15 years of experience managing teams and providing customer support. Currently, he manages a team of 15 technical advisors at Convergys India Services, where he is responsible for monitoring performance, addressing issues, and ensuring goals are met. He has expertise in Windows, Office, Outlook, and various tools.
Managing Your Outsourced Partner!!
To effectively manage an outsourced partner, the document recommends setting regular meetings to review quality, production, and issues. It also suggests developing a clear chain of command, daily targets, and disciplinary plan. Finally, it advises implementing ongoing training, documenting responsibilities, and requiring an on-site manager and quality assurance reporting to ensure the work is done correctly and cost-effectively.
Managing Your Outsourced Partner!!
To effectively manage an outsourced partner, the document recommends setting regular meetings to review quality, production, and issues. It also suggests developing a clear chain of command, daily targets, and disciplinary plan. Finally, it advises having documentation, training programs, an on-site manager, and a quality assurance plan to ensure the work is done correctly and cost-effectively according to the client's needs and processes.
Call center gamification
Do the agents in you Call Center don't care about their job? Do they not show u to work? Are your sales and support suffering? Here is some information about a gamification solution for Call Centers to improve engagement, perfomance, motivation, and morale.
Employee Satisfaction Survey
The purpose of the survey is to help the company improve the work environment and gain constructive feedback. Employees are asked to provide anonymous feedback on a scale regarding various aspects of their job including training, office culture, management, policies/procedures, performance management, and opportunities for advancement. The survey also includes open-ended questions seeking comments on potential areas of improvement.
Owning people - All about People Managament
Broadly conveys the ways to increase the efficiency of people and improving their productivity.
Basics of effective delegation.
Importance of feedback to help people grow along with the organisation.
Criteria s of employee satisfaction.
Humber College - 30-60-90 day planning
This presentation is focused on the need to have a 30-60-90 day plan for your career, and also for your life. When you're in the final stages of a job interview, you're going to want to structure what you will be achieving in the first 30-60-90 days.
The presentation was delivered on October 18, 2017, at Humber College School of Applied Technology.
On why services companies are unable to create
Services companies prioritize efficiency over effectiveness, focusing on resource utilization and avoiding rework, whereas product development teams should focus on continuously improving the product even if it means rework. Additionally, services companies emphasize skills like task and project management over what matters most for products: deciding what not to do, usability, and shipping early versions.
LTP2018 Jason Shen Product Madness - Product Management Hiring
Leading the Product Speaker Jason Shen talks about how to tackle hiring in Product Management
For the blog post that goes with this presentation and more speaker talks go to:
https://www.leadingtheproduct.com/behind-the-scenes/
Quality & business essentials for leaders
Learn how this global management consulting firm explains how to improve business performance using lean ans six sigma.
Business Assessments
Software tools are available to help business advisers and consultants assess their clients' businesses. The tools can provide a comprehensive diagnostic of all business issues and help identify real needs to create an agreed action plan. Advisers have options for a direct face to face engagement tool or a web-based solution for client self-assessment. The core assessment process involves learning about the business, assessing it with structured questions, reviewing the results, and focusing on actions needed. Predefined assessment modules cover topics like business development, management skills, and marketing. Advisers can also build their own customized question sets. The review identifies strengths, weaknesses, and different views, and reporting creates an action plan.
What's hot (20)
Shifting From Appraisal to Performance Improvement
Shifting From Appraisal to Performance Improvement
LTP2018 Jason Shen Product Madness - Product Management Hiring
LTP2018 Jason Shen Product Madness - Product Management Hiring
Viewers also liked
JSI PTD Technet poster Supply Chain Workforce
Developed by the USAID | DELIVER PROJECT in collaboration with People that Deliver, The Human Resource Capacity Development in Public Health Supply Chain Management: Assessment Guide & Toolkit assists public health supply chain managers in resource-limited settings to complete a rapid, comprehensive assessment of the capacity of the human resource support system for a country’s supply chain.
JSI was co-organizer of the Technical Network for Strengthening Immunization Systems (TechNet-21), a global network of professionals working to strengthen immunization services in developing countries. The theme of this year’s conference (2015 in Bangkok, Thailand) was Immunization Supply Chain and Logistics: Current Challenges, Innovations, and Future Projects. This poster is one of eight produced by JSI for the conference. JSI staff were also featured speakers and facilitators during many sessions of the conference. For more information search #TechNetConference on Twitter or go to
http://www.technet-21.org/en/news-and-events/events/viewevent/91
Communication and deliberate feedback in process consultation session 11
This document discusses feedback between a feedback giver and receiver. It notes that feedback receivers may have concerns about feedback eliciting an emotional reaction or damaging the relationship. The ideal feedback situation involves open and two-way communication between the giver and receiver. The ultimate goal of feedback should be to create a more open dialogue between both parties. Recommended feedback techniques include being respectful, non-judgmental, focusing on observations and agreed upon goals, and eliciting the receiver's thoughts to also provide suggestions for improvement.
RDS Service Structure
RDS Consulting provides business planning and operations services to help clients build a strong foundation for success. Their services include feasibility studies, conceptual planning, procedures creation, training, and ongoing management, marketing, and evaluation support. RDS aims to steer clients in the right direction from the start of their business through establishment and operations, using tailored assessments, tools, and consulting to help businesses last beyond the first two critical years.
Class 7 adlt 610 fall 2011 diagnosis to discovery and data collection rev tjc
The document discusses the discovery phase of a consulting engagement. It emphasizes maintaining an open dialogue with the client to help them identify underlying problems and be open to the discovery process. Data should be collected jointly with the client to understand how the problem is currently being managed. The consultant should distinguish between the presenting problem and underlying issues and involve the client in interpreting findings to develop recommendations for long-term solutions.
A Comprehensive Assessment on – The Activities of Human Resource Department
The document discusses the activities of the human resource departments of Dutch Bangla Bank Ltd., United Commercial Bank Ltd., and Unilever Bangladesh Ltd., outlining their company profiles and describing their processes for recruiting and selecting employees, providing orientation, training, and performance appraisals, managing compensation, ensuring legal compliance, and delivering services to staff.
Process Consultation Final Project
This document provides an executive summary for a process consultation project conducted at Christian's Community Center of Los Angeles. The project involved discovery and dialogue with stakeholders to understand issues and potential solutions, as well as providing feedback and facilitating a decision to enact changes. The summary is signed by four consultants and includes their names, the organization researched, and a bibliography section.
Human Resource Assesment
The document discusses human resource assessment methods and their importance for linking business objectives to employee performance. It summarizes different assessment techniques including behavioral interviews, psychometric tests for intelligence and personality, and case interviews. The behavioral interview is highlighted as the most common method that looks for lessons learned from past experiences to reveal abilities. Structured interviews are more objective but unstructured interviews give interviewers more power and flexibility. Overall assessment allows organizations to understand individual strengths and weaknesses, adaptability, and reliability to help achieve competitive advantages.
Socialising the consultation process 2012
Public consultation helps clients gain planning consent and acceptance of their development proposals. How do we take this online using websites and social media?
Process consultation team work group OD interventions - Organizational Chan...
In process consultation, the consultant observes individuals and groups in action – helping them learn to diagnose and solve their own problems
Often used in conjunction with teambuilding, self-directed work teams, quality circles, and other interpersonal interventions.
Hrm intro 2007 ppt
The document discusses various aspects of human resource management including the definition, objectives, functions, and processes involved in HRM such as human resource planning, recruitment, selection, induction, job analysis, and job design. It explains key HRM concepts like managing the workforce, acquiring and developing employee skills, and helping achieve organizational goals.
Process Consultation and team building
A brief description of Process Consultation a part of Human Process Interventions.
How to buoy an organization having people and process issues
Business Assessment & Strategic Planning
This document provides an overview of business assessment and strategic planning services. It discusses how the company helps clients:
1. Clarify objectives and baseline current operations to understand where they are now.
2. Define a strategic plan and roadmap to achieve objectives over short, medium, and long terms.
3. Align the organization to execute the strategy and achieve success.
The document emphasizes that strategy is not as important as execution to achieve results.
Chapter 2 strategic human resource planning
Human Resource Planning (HRP) involves systematically reviewing human resource requirements to ensure the number and skills of employees match organizational needs and goals. It has two key components: requirements, which involves forecasting employee needs, and availability, which determines if there is a surplus or shortage of employees. HRP aspects include systematic forecasting of needs, performance management, career management, and management development. The document then outlines the steps and terms of HRP, elements of strategic HRP, the role of HRP in competitive advantage, human resource information systems, and software applications used for HRM.
HR Business Partner: Critical Role
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
Human Resource Planning
The document discusses human resource planning, including what it is, why it is important, and how it is done. It describes human resource planning as involving forecasting an organization's human resource needs and developing plans to meet those needs. The key aspects of human resource planning discussed are analyzing supply and demand, developing action plans to address surpluses or shortages, and linking it to the organization's strategic planning process.
HUMAN RESOURCE PLANNING
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
HR Business Partner: Roles and Responsibilities
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
David Ulrich's HR Model
David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it.
The key HR Roles in the organization are:
HR Business Partner
Change Agent
Administration Expert
Employee Advocate
This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.
David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.
The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.
Human resource management process
Human resource management involves recruiting, selecting, training, developing and managing employees to achieve organizational goals. It includes human resource planning to ensure the organization has the right people with the right skills. The key components of an HRM system are recruitment, training, compensation, performance management and career development.
Viewers also liked (19)
Communication and deliberate feedback in process consultation session 11
Communication and deliberate feedback in process consultation session 11
Class 7 adlt 610 fall 2011 diagnosis to discovery and data collection rev tjc
Class 7 adlt 610 fall 2011 diagnosis to discovery and data collection rev tjc
A Comprehensive Assessment on – The Activities of Human Resource Department
A Comprehensive Assessment on – The Activities of Human Resource Department
Process consultation team work group OD interventions - Organizational Chan...
Process consultation team work group OD interventions - Organizational Chan...
Similar to Assessment and Consultation MASTER
PPDA_Profile_New_email
PPDA is a project management company that provides turnkey solutions in various specialist fields including human resource management, training, property management, valuation, and cleaning services. It is led by Adv. Job Moraka who has extensive experience in strategic and operational management. PPDA uses a structured project management approach and works with qualified experts and technical partners to implement projects for clients.
PMG creating leaders
The ELITE Process is Pinnacle Management Group's leadership development program that uses assessments, training courses, coaching, and follow-up activities to improve individual and team performance. The process begins with diagnostic assessments of leadership skills and team dynamics. Participants then attend the flagship Team Centered Leadership training to learn communication and engagement techniques. Additional courses, coaching, and evaluations reinforce the lessons to ensure knowledge transfer. The customized program is designed to maximize return on investment and organizational excellence.
Impress Profile
To be an expert team providing consulting and capability building services utilizing modern tools to improve performance effectiveness. A new 3-step performance management methodology includes establishing performance management departments, a performance specialist program, and an electronic system to automate processes. The methodology focuses on high performers to determine best practices for solving performance issues. Coaching skills taught include reflective listening, feedback, problem solving, mentoring, and motivation. Capability building programs provide new knowledge and skills based on client needs, covering topics like leadership, communication, and time management. Systems are developed to convert paper processes into automated online systems controlled through websites and mobile devices.
In Touch Networks Executive Coaching Programme
In Touch Networks has provided elite business professionals with the tools to build and manage their own successful portfolio careers. In Touch Networks Executive Coaching Programme is a new, flexible programme catering to your personal needs. You’ll receive guidance from a dedicated, qualified and experienced coach for up to 12 months during your transition.
If you would like more information please contact me directly on leigh.rostron@intouchnetworks.com
+BoostProfile-Previous Work History
This document provides an overview of Boost, a training and development provider based in the United Arab Emirates. It outlines Boost's mission to promote employee and organizational development through high-quality training programs. The document describes Boost's services, which include training, management consulting, and organizational development. It also shares details about Boost's training needs analysis process, course resources, professional accreditations, clients, and partners. The goal of Boost is to be the preferred training provider in the Middle East by delivering dynamic, cutting-edge programs tailored to clients' business objectives.
Corporate presentation (2)
Tvarita Consulting provides strategic HR consulting, HR outsourcing, and learning services to clients. They implement customized solutions through their 3I model of implementing, innovating, and institutionalizing practices. Their services include organization design, competency development, compensation analysis, and more. Clients praise Tvarita for their senior expertise, operational focus, and measurable results.
Intersection Between Learning Measurement and Soft Skills Programming (EQ)
Intersection Between Learning Measurement and Soft Skills Programming (EQ)Training Industry Conference & Expo
Soft skills improvement is perceived as something intangible and doesn’t demonstrate increased results immediately. It can be labor intensive to observe each employee who is trained for different skills. To measure these skills correctly, it takes an unbiased professional to evaluate the behavioral changes. To develop effective measures of soft skills training, it is important to understand some of the drivers for implementing these programs in the first place. Many organizations implement soft skills programs to drive the professional development and growth of their employees. Organizations may identify key values and/or competencies and then build a training program to instill the values within their participants. In this session, we’ll discuss developing a plan for ROI to effectively measure the program and deliver quantifiable metrics to the organization.
Join us for this complimentary TICE Virtual Conference session. Your host, Julie Kirsch, director of program development at CohnReznick, will explore the challenges of measuring soft skills training, discuss how soft skills impact the business performance and strategies, and the various approaches that can be used to measure the program(s).NP brochure A4 v4.0
1. The document discusses a company that helps other businesses improve performance and sustain benefits through methods like Lean Six Sigma.
2. They work with clients to understand their needs, develop an improvement plan, and deliver the plan to achieve objectives through tools, techniques, and behaviors that build internal capability.
3. The benefits to clients include better aligning improvement activities to business goals, developing internal improvement capability, and evolving an improvement culture.
Honeycomb Consulting Skills Accelerator Webinar.ppsx
These slides are from a webinar delivered by Deri Hughes, Honeycomb PS Founder and Consulting Skills Expert.
Deri goes through the Honeycomb Consulting Skills Accelerator - a tried-and-tested toolkit to drive skill developing in professional services firms.
By deploying this approach firms can add £500k profit per consultant over 5 years - by progressing their teams faster to get more leverage.
There are 9 parts to the toolkit that Deri covers in the webinar:
- Vision
- Strategy
- Capabilities
- Team
- Project Experience
- Coaching
- Training
- Feedback
- Measurement
Get in touch if you want to know more (deri.hughes@honeycombps.co.uk)
Flame centre Introduction
The Flame Centre provides organization development consulting, curriculum design, and capability development services. They take a strengths-based and partnership-focused approach to help organizations achieve sustainable results and build great institutions. Their methodologies include inquiry-based problem solving, conversation-based cultural change, and choice-based empowerment of individuals. They have helped clients across industries through customized consulting projects and training programs.
Interoduction of Flame Centre
The Flame Centre provides organization development consulting, curriculum design, and capability development services. They take a strengths-based and partnership-focused approach to help organizations achieve sustainable results and build great institutions. Their methodologies include inquiry-based problem solving, conversation-based cultural change, and choice-based empowerment of individuals. They have helped clients across industries through customized consulting projects and training programs.
email for hr practitioner
PQS Management Consultancy Services was formed to help organizations improve performance by identifying problems and finding solutions. They offer in-company facilitation and training services to help organizations work together more effectively. Their focus is on participation and collaboration tailored specifically to each organization's needs, rather than generic trainings. They design and run highly participatory meetings, trainings, workshops and more to help organizations achieve their goals. Their aim is to solve important issues, provide expertise based on theory and practice, and understand each organization's unique needs and staff.
Snap Tech Brochure 2015_Low Res
This document provides an introduction and overview of Snap Tech (Pty) Ltd, a consulting and training company specializing in portfolio, programme and project management best practices. It summarizes Snap Tech's services including training, consulting, assessments and interim staffing. It also lists the qualifications and frameworks they provide training for such as PRINCE2, PMP, MSP and AgilePM.
Training Partnerz - EMPOWERING LEADERS
Training Partnerz is an HR training and consulting firm that offers 360 degree training solutions using proven methodologies. They partner with organizations to help them achieve their goals. Their mission is to create positive change through innovative and collaborative training programs. They provide various training programs, coaching, mentoring, and HR solutions tailored for different employee levels. Their experienced trainers use needs assessments and focus on practical learning approaches. They have worked with many large companies across various industries in India.
PerspectivesConsultants
Perspectives offers multidisciplinary consulting services to businesses through a network of experts in various fields. It aims to support clients by managing risks and improving business value. Perspectives draws consultants from Stimulus Hub members who undergo screening to ensure qualifications and client references. The process involves an initial needs assessment, project planning, implementation, and evaluation to deliver customized solutions exceeding client expectations.
Project Management: How the MBA Can Help You Succeed
The document discusses how an MBA can help one succeed as a project manager. It defines project management and outlines the typical project management process. It then discusses the career path of a project manager and lists key skills needed, such as communication, organization, and problem solving. Finally, it explains how an MBA helps develop important strategic and analytical skills and lists some core MBA courses and suggested reading for becoming a successful project manager.
Introduction Sam & Associates
This document provides information about a leadership development and training company. It outlines their services which include leadership development, assessments, training, coaching, and customized solutions. It then describes some of their training programs for organizations and individuals focused on topics like empowering leadership, change management, strategy, teams, and coaching. It introduces some members of their team and their expertise. Finally, it shares some testimonials from satisfied clients and provides contact information.
Clinton Consulting Presentation
Clinton Consulting is a full-service performance improvement company that designs customized business solutions to help organizations improve performance. They specialize in strategic planning, process improvement, training, and helping small and medium businesses develop government contracts. Clinton Consulting uses strategic planning, process development, project management, training, and performance excellence models to deliver customized solutions that address clients' needs.
Anna Kompanets: PM Performance Measurement and Assessment (UA)
Anna Kompanets: PM Performance Measurement and Assessment (UA)
Lemberg PMO School 2023
Website – https://lembs.com/pmoschool
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
What Makes A Great Dev Team - Mike Robinson
The document discusses key aspects of developing successful development teams, including challenges they face and how to address them. It outlines a process for selecting the right project approach, involving evaluating the project based on criteria, adding additional controls if needed, selecting the simplest initial approach, and regularly reviewing and adapting the process over time. Core values and practices for development teams are also presented, focusing on quality, simplicity, collaboration, and delivering business value.
Similar to Assessment and Consultation MASTER (20)
Intersection Between Learning Measurement and Soft Skills Programming (EQ)
Intersection Between Learning Measurement and Soft Skills Programming (EQ)
Honeycomb Consulting Skills Accelerator Webinar.ppsx
Honeycomb Consulting Skills Accelerator Webinar.ppsx
Project Management: How the MBA Can Help You Succeed
Project Management: How the MBA Can Help You Succeed
Anna Kompanets: PM Performance Measurement and Assessment (UA)
Anna Kompanets: PM Performance Measurement and Assessment (UA)
Assessment and Consultation MASTER
- 1. Evaluation and Assessment Process etc net Finding the Best Solution: Tailoring Programs to Fit Your Needs and the Consultation Process
- 2. The Foundation Tailor-making programs requires a foundation to build from. Etc net believes that to master your outcomes you first need to start at the foundation. The following assessment process is one step in the best direction to achieve your outcomes or goals.
- 3. ASSESSMENT MODEL Building Blocks 4 3 2 1 Initial Assessment, Skills and Abilities, Outcomes and Targets. Founding Principles, Themes, Targets, Discussed for best results Program Design, Tailoring and Specialization for Specific Needs. Training, Coaching, Consulting. Implementation and Monitoring of Tailored Project. Best procedures and policies to maintain quality Final Assessment, Evaluation, Monitoring of Project and Feedback to Improve Operations/Skills. Business Success Foundation Business Career
- 4. Building the Best Foundation etc net believes that quality is unique and that each person or company requires tailored programs. Standardized, one size- fit-all programs will never benefit the client in the short- or long-term. Investing in your foundation builds your present and future skills and abilities. Master your skills to master your world. For consultation, please contact us!