call Center Framework
•Download as PPT, PDF•
1 like•489 views
This document outlines the framework for a call center training program. It provides the vision, goals, and expectations for the call center. It describes how agents and coaches will be trained, including developing scripts, time management skills, and addressing fears. It also covers marketing the call center, evaluating the program, and information sessions for agents and coaches. Adults learn best when the training considers their needs, styles, experiences, focuses on skills, and has achievable goals.
Report
Share
Report
Share
Recommended
Shivalika Agarwal
Shivalika Agarwal is seeking an HR executive position with 4 months of experience in recruitment. She has worked as an IT recruiter for various companies recruiting for positions in software development, services, and more. Her experience includes screening candidates, scheduling interviews, onboarding new hires, and maintaining relationships with clients. She has a bachelor's degree in English from Delhi University and is currently pursuing a master's in English from IGNOU.
Brian Ross PT resume Sept 2015 v1
Brian Ross is seeking part-time work after retiring from a career combining HR, IT management, and client services roles. He has a Master's in Education and Bachelor's in Commerce. His experience includes consulting, project management, program design and delivery, assessment and coaching, management, and customer service. He has managed IT staff and helped implement various systems.
Local talent allocation guide 12 13
This document provides guidance on allocating members to positions based on their profile, expectations, needs, skills, competencies, and education. It outlines a multi-step process for allocation including application, preference indication, interview, announcement, induction seminar, and goal setting. Having the right information gathered from each step helps ensure the right people are placed in the right positions at the right time. Proper allocation brings advantages like better teamwork, retention, development, and goal achievement while wrong allocation can lead to frustration.
rajatpathak t.r
- Rajat Pathak is a technical recruiter with 1.5 years of experience recruiting for computer engineering and technology roles.
- He has experience conceptualizing recruitment strategies, sourcing candidates, screening resumes, interviewing, negotiating salaries, and making job offers.
- His skills include understanding client requirements, utilizing various candidate sourcing methods, building and maintaining candidate pipelines, and recruiting for both contract and full-time positions.
Kintada Mahesh _3.4 years Professional experience in HR
Having 3.4 years of professional experience in Payroll, Time Management, Recruitment and Administration
Recruitment Best Practices
This presentation is from our webinar series, HR@EmployWise™ - this week's topic is on recruitment. We have covered use of technology in recruitment, and hiring best practices.
RUPANJANA DAS
Rupanjana Das is seeking a position in HR operations, performance management, employee relations, recruitment, or training and development. She has over 7 years of experience in recruitment, employee lifecycle management, payroll coordination, and HR operations. She is skilled in conducting recruitment across various levels and roles and has experience in tasks like preparing payroll records and letters.
Neha CV_Updated
The document is a curriculum vitae for Neha Manchanda. It summarizes her professional experience, education, skills, and qualifications. Specifically, it details that she has over 1.8 years of experience in human resources. Currently, she works as a Talent Acquisition Specialist at Cognizant Technology Solutions, where she is responsible for recruitment, onboarding, vendor management, and other HR functions. She holds an MBA in HR and has completed internships and projects related to recruitment, selection, and other HR activities. Her areas of expertise include recruitment, training, employee engagement, and HR operations.
Recommended
Shivalika Agarwal
Shivalika Agarwal is seeking an HR executive position with 4 months of experience in recruitment. She has worked as an IT recruiter for various companies recruiting for positions in software development, services, and more. Her experience includes screening candidates, scheduling interviews, onboarding new hires, and maintaining relationships with clients. She has a bachelor's degree in English from Delhi University and is currently pursuing a master's in English from IGNOU.
Brian Ross PT resume Sept 2015 v1
Brian Ross is seeking part-time work after retiring from a career combining HR, IT management, and client services roles. He has a Master's in Education and Bachelor's in Commerce. His experience includes consulting, project management, program design and delivery, assessment and coaching, management, and customer service. He has managed IT staff and helped implement various systems.
Local talent allocation guide 12 13
This document provides guidance on allocating members to positions based on their profile, expectations, needs, skills, competencies, and education. It outlines a multi-step process for allocation including application, preference indication, interview, announcement, induction seminar, and goal setting. Having the right information gathered from each step helps ensure the right people are placed in the right positions at the right time. Proper allocation brings advantages like better teamwork, retention, development, and goal achievement while wrong allocation can lead to frustration.
rajatpathak t.r
- Rajat Pathak is a technical recruiter with 1.5 years of experience recruiting for computer engineering and technology roles.
- He has experience conceptualizing recruitment strategies, sourcing candidates, screening resumes, interviewing, negotiating salaries, and making job offers.
- His skills include understanding client requirements, utilizing various candidate sourcing methods, building and maintaining candidate pipelines, and recruiting for both contract and full-time positions.
Kintada Mahesh _3.4 years Professional experience in HR
Having 3.4 years of professional experience in Payroll, Time Management, Recruitment and Administration
Recruitment Best Practices
This presentation is from our webinar series, HR@EmployWise™ - this week's topic is on recruitment. We have covered use of technology in recruitment, and hiring best practices.
RUPANJANA DAS
Rupanjana Das is seeking a position in HR operations, performance management, employee relations, recruitment, or training and development. She has over 7 years of experience in recruitment, employee lifecycle management, payroll coordination, and HR operations. She is skilled in conducting recruitment across various levels and roles and has experience in tasks like preparing payroll records and letters.
Neha CV_Updated
The document is a curriculum vitae for Neha Manchanda. It summarizes her professional experience, education, skills, and qualifications. Specifically, it details that she has over 1.8 years of experience in human resources. Currently, she works as a Talent Acquisition Specialist at Cognizant Technology Solutions, where she is responsible for recruitment, onboarding, vendor management, and other HR functions. She holds an MBA in HR and has completed internships and projects related to recruitment, selection, and other HR activities. Her areas of expertise include recruitment, training, employee engagement, and HR operations.
Suitability matching (slide share)
The document discusses talent management features in an HR software including competency management, appraisals, suitability matching, and position-based succession planning. Competency management includes defining competencies, rating scales, and linking competencies to required jobs and training. Appraisals use templates and capture objectives, training, and self and manager evaluations. Suitability matching finds employees that match competence requirements for jobs and shows gaps graphically. Succession planning identifies position requirements and allows matching employees' competencies and experience.
Interview Evaluation Form
The document is a candidate evaluation form used to assess an applicant's qualifications for a position. It contains sections to rate the applicant on their general background, technical competency, people and leadership skills, behaviors and habits, and overall impression. Evaluators are asked to assign numeric values between 1 and 5 corresponding to whether the applicant exceeds, meets, or is below expectations for the position. Space is provided to comment on the applicant's suitability and recommend whether to hire, interview for another role, or reject them.
Amna Profile cv
This document contains the personal and professional information of Amani Humaied Al Manei. It outlines her objective to secure an IT position, education including a bachelor's degree in database, IT certifications, and over 3 years of experience in IT training. Her technical skills include languages like C++, ASP.Net, and databases like SQL, Oracle, and her interests include learning, computers, and helping others.
NinaLulu.HRjob
This document is the curriculum vitae of Nina M. Lulu. It summarizes her professional experience in human resources and recruitment spanning over 7 years in the Philippines and UAE. Currently, she works as a Secretary/Coordinator at Al Mazroui Medical and Chemical Supplies in Dubai, UAE, and is taking certification in human resources. Previously, she held roles in recruitment and human resources in the Philippines. She also has a Bachelor's degree in Psychology from San Pedro College of Davao City in the Philippines.
Bhavika's CV.
This document contains a resume for Bhavika Manshani. It summarizes her contact information, objective of seeking an administrative role, academic qualifications which include various certifications, and professional experience including roles as an Admissions Officer, Administrator, and Retail & Wholesale Analyst. Her skills include Microsoft Office applications and other software. She is currently residing in Sharjah, UAE under an employment visa and is proficient in English and Hindi.
Neha_CV
Neha Manchanda is a human resources professional with over 1.8 years of experience. She currently works as a Talent Acquisition Specialist at Cognizant Technology Solutions, where she is responsible for end-to-end recruitment processes, vendor management, employee engagement activities, and maintaining robust HR reporting and analytics. Previously, she worked as an HR Recruiter at ACH Management Consultants, where she sourced candidates through various online and offline channels and handled all aspects of recruitment. She holds an MBA in HR from Banasthali University and a BBA in HR from YWCA Delhi University.
Saranya
This document contains the resume of Saranya J. She has 1.4 years of experience in human resource management and administration. She seeks to apply her analytical skills in a dynamic organization. Her experience includes recruitment, onboarding, training, employee relations, and statutory compliance activities. She holds an MSW in HR and BCom degree. She is proficient in Microsoft Office and Tally accounting software.
vasudha_CV
Vasudha Mahajan is an HR executive with over 4 years of experience in talent acquisition, payroll processing, and work permit applications in Singapore. She holds a PGDM in HR from Delhi School of Professional Studies and Research and is CEI certified. Her experience includes end-to-end recruitment, payroll processing, work permit applications, and team management. She is proficient in MS Office and seeks a challenging position utilizing her education and skills.
Rahul Resume
Rahul Kumar Srivastava is an IT recruitment professional with over 5 years of experience in technical recruiting. He has successfully recruited over 150 candidates for clients such as TCS, Cognizant, and Wipro. Rahul has expertise in the complete recruitment lifecycle from identifying requirements to onboarding candidates. He specializes in high-volume recruiting and has experience leading large recruiting teams. Rahul holds degrees in business administration and computer applications.
Resume - Divya Shree
Divya Shree has over 10 years of experience in customer service roles in the BPO industry. She is currently working as a Team Leader at BLS International Pvt Ltd, handling a team of 39 agents. Previously she has worked at Quatrro as a Senior Sales Executive and Payment Specialist, and has also worked at Encore, WNS, and Aegis in customer service and collections roles. She has a Master's degree in International Business and HR, and is seeking a position where she can develop her skills while contributing value to her employer.
Bm English Speaking Company Profile
The document summarizes an English communication training company that has trained over 20,000 professionals and students since 2004. It offers courses at 11 centers on topics like grammar, public speaking, and business English from 7am to 9pm daily. The company also provides customized in-house training for corporates, with batch sizes of 10-30 people, and has placement tie-ups with BPOs and corporates.
Resume to Use 2015
Sean O'Donnell has over 15 years of experience in recruiting and human resources. He has worked in both contract and direct-hire recruiting for various positions, conducting full-cycle recruiting including screening candidates, coordinating interviews, making offers, and onboarding new hires. He is proficient in applicant tracking systems like Taleo, Bull Horn, and PeopleSoft. O'Donnell also has experience handling human resources responsibilities such as employee relations, policy administration, and training. He aims to utilize his recruiting and HR skills to enhance productivity at a strong organization.
Veena DH CV
Veena DH is seeking an exciting career opportunity with her 2.5 years of experience in HR recruitment. She has expertise in managing the full recruitment lifecycle including sourcing candidates, screening resumes, scheduling interviews, selection and negotiation. Her technical skills include Microsoft, Java, SAP, Oracle and networking. She is currently working as an IT recruiter for SCORG International consulting and has recruited for many major companies. She holds an MBA in HR and marketing and has participated in various extracurricular activities during her education.
Career Credentials explained - Facilitating Career Development (FCD) class
The Facilitating Career Development (FCD) class leads to three possible career credentials. You must complete the FCD class to apply for the Global Career Development Facilitator (GCDF) and Certified Career Service Provider (CCSP) credentials.
It can also be used for the Certified Career Counselor (CCC) credential.
Director of Career Development Final Revised 110815 (1)
This job description is for a Director of Career Development who oversees the Career Services Center and partners with local businesses to increase job opportunities for students and alumni. The position is responsible for achieving placement rate goals, ensuring compliance with regulations, and acquiring extern sites. Duties include managing employer relationships, coordinating on-campus events, recommending new programs, and reporting on outcomes. A bachelor's degree is preferred along with experience in career services, sales, and staff management.
Kaye.Mebrano.CV. Updated 200615
Moonyeen Kaye Mebrano Bolasa is seeking a challenging career opportunity in a highly esteemed organization. She has over 10 years of experience in administrative roles, including as a personal assistant to a general manager and executive secretary. Her skills include managing schedules, preparing reports and presentations, arranging travel, and providing general office support. She has a Bachelor of Science in Biology and Bachelor of Science in Nursing.
The "GOLD" Internship
This workshop will focus on how to develop a "Gold Standard" internship, including strategies on how to prepare Student resumes, hone soft workplace skills and create long lasting relationships with employers. Students will display and discuss all aspects of their experiences through a PowerPoint presentation and provide contextual examples beyond the walls of the classroom. Participants at this session will come away with ideas on how to solicit internships, strategies for internship placement, and tools for preparing students before their internship.
Praveenkumar Updated Resume
Praveenkumar is seeking a challenging position in talent acquisition or client handling. He has over 1.2 years of experience in recruitment, employee engagement, and talent management. He is skilled in sourcing talent, screening candidates, managing the recruitment lifecycle, and evaluating performance. Praveenkumar currently works as a talent acquisition executive and career consultant at ASAP Info Systems Pvt. Ltd.
Abinaya Resume- HR
The document is a resume for Abinaya R.S. that summarizes her career objective, experience, skills, education, and personal details. Her objective is to obtain a challenging HR assistant or office administrator position to enhance her knowledge. She has over 3 years of experience as an HR and administration manager for LUX214 where she performed various HR, recruiting, staffing, and administrative duties. Her skills include sourcing, staffing, customer service, database management, and proficiency in various computer programs. She has an MBA in HR and operations management and is seeking to continue developing her experience and knowledge.
Cheshta bali Resume
Recruitment professional with 8+ years of considerable experience in managing recruitment and talent acquisition needs for the companies. Background includes managing technical and non-technical recruitment, staff augmentation, sourcing, planning and implementation of recruitment process.30% of my profile includes general HR activities too.
Anupama A Sarkar -Profile_updated
This document contains a resume for Anupama A Sarkar, who has over 12 years of experience in training and development. She is a certified British Council Master Trainer and assessor with expertise in areas like soft skills training, language training, and leadership development. She has worked for companies like Barclays, Tech Mahindra, and GE Capital, where she designed and delivered various training programs and managed training operations. Currently she works as a freelance trainer, developing and conducting sessions for multiple clients on topics such as communication skills, presentation skills, and personality development.
Training Strategy Ppt
The document outlines a strategic plan for transforming a company's training department. It discusses shifting from a traditional training function focused on hours and people trained, to a more strategic role of facilitating organizational development, building high-performance teams, and cultivating world-class customer care. Specific initiatives proposed include implementing e-learning, knowledge sharing platforms, and transforming the training department itself into self-managed teams in order to better achieve the company's goals.
More Related Content
What's hot
Suitability matching (slide share)
The document discusses talent management features in an HR software including competency management, appraisals, suitability matching, and position-based succession planning. Competency management includes defining competencies, rating scales, and linking competencies to required jobs and training. Appraisals use templates and capture objectives, training, and self and manager evaluations. Suitability matching finds employees that match competence requirements for jobs and shows gaps graphically. Succession planning identifies position requirements and allows matching employees' competencies and experience.
Interview Evaluation Form
The document is a candidate evaluation form used to assess an applicant's qualifications for a position. It contains sections to rate the applicant on their general background, technical competency, people and leadership skills, behaviors and habits, and overall impression. Evaluators are asked to assign numeric values between 1 and 5 corresponding to whether the applicant exceeds, meets, or is below expectations for the position. Space is provided to comment on the applicant's suitability and recommend whether to hire, interview for another role, or reject them.
Amna Profile cv
This document contains the personal and professional information of Amani Humaied Al Manei. It outlines her objective to secure an IT position, education including a bachelor's degree in database, IT certifications, and over 3 years of experience in IT training. Her technical skills include languages like C++, ASP.Net, and databases like SQL, Oracle, and her interests include learning, computers, and helping others.
NinaLulu.HRjob
This document is the curriculum vitae of Nina M. Lulu. It summarizes her professional experience in human resources and recruitment spanning over 7 years in the Philippines and UAE. Currently, she works as a Secretary/Coordinator at Al Mazroui Medical and Chemical Supplies in Dubai, UAE, and is taking certification in human resources. Previously, she held roles in recruitment and human resources in the Philippines. She also has a Bachelor's degree in Psychology from San Pedro College of Davao City in the Philippines.
Bhavika's CV.
This document contains a resume for Bhavika Manshani. It summarizes her contact information, objective of seeking an administrative role, academic qualifications which include various certifications, and professional experience including roles as an Admissions Officer, Administrator, and Retail & Wholesale Analyst. Her skills include Microsoft Office applications and other software. She is currently residing in Sharjah, UAE under an employment visa and is proficient in English and Hindi.
Neha_CV
Neha Manchanda is a human resources professional with over 1.8 years of experience. She currently works as a Talent Acquisition Specialist at Cognizant Technology Solutions, where she is responsible for end-to-end recruitment processes, vendor management, employee engagement activities, and maintaining robust HR reporting and analytics. Previously, she worked as an HR Recruiter at ACH Management Consultants, where she sourced candidates through various online and offline channels and handled all aspects of recruitment. She holds an MBA in HR from Banasthali University and a BBA in HR from YWCA Delhi University.
Saranya
This document contains the resume of Saranya J. She has 1.4 years of experience in human resource management and administration. She seeks to apply her analytical skills in a dynamic organization. Her experience includes recruitment, onboarding, training, employee relations, and statutory compliance activities. She holds an MSW in HR and BCom degree. She is proficient in Microsoft Office and Tally accounting software.
vasudha_CV
Vasudha Mahajan is an HR executive with over 4 years of experience in talent acquisition, payroll processing, and work permit applications in Singapore. She holds a PGDM in HR from Delhi School of Professional Studies and Research and is CEI certified. Her experience includes end-to-end recruitment, payroll processing, work permit applications, and team management. She is proficient in MS Office and seeks a challenging position utilizing her education and skills.
Rahul Resume
Rahul Kumar Srivastava is an IT recruitment professional with over 5 years of experience in technical recruiting. He has successfully recruited over 150 candidates for clients such as TCS, Cognizant, and Wipro. Rahul has expertise in the complete recruitment lifecycle from identifying requirements to onboarding candidates. He specializes in high-volume recruiting and has experience leading large recruiting teams. Rahul holds degrees in business administration and computer applications.
Resume - Divya Shree
Divya Shree has over 10 years of experience in customer service roles in the BPO industry. She is currently working as a Team Leader at BLS International Pvt Ltd, handling a team of 39 agents. Previously she has worked at Quatrro as a Senior Sales Executive and Payment Specialist, and has also worked at Encore, WNS, and Aegis in customer service and collections roles. She has a Master's degree in International Business and HR, and is seeking a position where she can develop her skills while contributing value to her employer.
Bm English Speaking Company Profile
The document summarizes an English communication training company that has trained over 20,000 professionals and students since 2004. It offers courses at 11 centers on topics like grammar, public speaking, and business English from 7am to 9pm daily. The company also provides customized in-house training for corporates, with batch sizes of 10-30 people, and has placement tie-ups with BPOs and corporates.
Resume to Use 2015
Sean O'Donnell has over 15 years of experience in recruiting and human resources. He has worked in both contract and direct-hire recruiting for various positions, conducting full-cycle recruiting including screening candidates, coordinating interviews, making offers, and onboarding new hires. He is proficient in applicant tracking systems like Taleo, Bull Horn, and PeopleSoft. O'Donnell also has experience handling human resources responsibilities such as employee relations, policy administration, and training. He aims to utilize his recruiting and HR skills to enhance productivity at a strong organization.
Veena DH CV
Veena DH is seeking an exciting career opportunity with her 2.5 years of experience in HR recruitment. She has expertise in managing the full recruitment lifecycle including sourcing candidates, screening resumes, scheduling interviews, selection and negotiation. Her technical skills include Microsoft, Java, SAP, Oracle and networking. She is currently working as an IT recruiter for SCORG International consulting and has recruited for many major companies. She holds an MBA in HR and marketing and has participated in various extracurricular activities during her education.
Career Credentials explained - Facilitating Career Development (FCD) class
The Facilitating Career Development (FCD) class leads to three possible career credentials. You must complete the FCD class to apply for the Global Career Development Facilitator (GCDF) and Certified Career Service Provider (CCSP) credentials.
It can also be used for the Certified Career Counselor (CCC) credential.
Director of Career Development Final Revised 110815 (1)
This job description is for a Director of Career Development who oversees the Career Services Center and partners with local businesses to increase job opportunities for students and alumni. The position is responsible for achieving placement rate goals, ensuring compliance with regulations, and acquiring extern sites. Duties include managing employer relationships, coordinating on-campus events, recommending new programs, and reporting on outcomes. A bachelor's degree is preferred along with experience in career services, sales, and staff management.
Kaye.Mebrano.CV. Updated 200615
Moonyeen Kaye Mebrano Bolasa is seeking a challenging career opportunity in a highly esteemed organization. She has over 10 years of experience in administrative roles, including as a personal assistant to a general manager and executive secretary. Her skills include managing schedules, preparing reports and presentations, arranging travel, and providing general office support. She has a Bachelor of Science in Biology and Bachelor of Science in Nursing.
The "GOLD" Internship
This workshop will focus on how to develop a "Gold Standard" internship, including strategies on how to prepare Student resumes, hone soft workplace skills and create long lasting relationships with employers. Students will display and discuss all aspects of their experiences through a PowerPoint presentation and provide contextual examples beyond the walls of the classroom. Participants at this session will come away with ideas on how to solicit internships, strategies for internship placement, and tools for preparing students before their internship.
Praveenkumar Updated Resume
Praveenkumar is seeking a challenging position in talent acquisition or client handling. He has over 1.2 years of experience in recruitment, employee engagement, and talent management. He is skilled in sourcing talent, screening candidates, managing the recruitment lifecycle, and evaluating performance. Praveenkumar currently works as a talent acquisition executive and career consultant at ASAP Info Systems Pvt. Ltd.
Abinaya Resume- HR
The document is a resume for Abinaya R.S. that summarizes her career objective, experience, skills, education, and personal details. Her objective is to obtain a challenging HR assistant or office administrator position to enhance her knowledge. She has over 3 years of experience as an HR and administration manager for LUX214 where she performed various HR, recruiting, staffing, and administrative duties. Her skills include sourcing, staffing, customer service, database management, and proficiency in various computer programs. She has an MBA in HR and operations management and is seeking to continue developing her experience and knowledge.
Cheshta bali Resume
Recruitment professional with 8+ years of considerable experience in managing recruitment and talent acquisition needs for the companies. Background includes managing technical and non-technical recruitment, staff augmentation, sourcing, planning and implementation of recruitment process.30% of my profile includes general HR activities too.
What's hot (20)
Career Credentials explained - Facilitating Career Development (FCD) class
Career Credentials explained - Facilitating Career Development (FCD) class
Director of Career Development Final Revised 110815 (1)
Director of Career Development Final Revised 110815 (1)
Similar to call Center Framework
Anupama A Sarkar -Profile_updated
This document contains a resume for Anupama A Sarkar, who has over 12 years of experience in training and development. She is a certified British Council Master Trainer and assessor with expertise in areas like soft skills training, language training, and leadership development. She has worked for companies like Barclays, Tech Mahindra, and GE Capital, where she designed and delivered various training programs and managed training operations. Currently she works as a freelance trainer, developing and conducting sessions for multiple clients on topics such as communication skills, presentation skills, and personality development.
Training Strategy Ppt
The document outlines a strategic plan for transforming a company's training department. It discusses shifting from a traditional training function focused on hours and people trained, to a more strategic role of facilitating organizational development, building high-performance teams, and cultivating world-class customer care. Specific initiatives proposed include implementing e-learning, knowledge sharing platforms, and transforming the training department itself into self-managed teams in order to better achieve the company's goals.
Training Strategy ppt
The document outlines a strategic plan for transforming a company's training department. It discusses shifting from a traditional training function focused on hours and people trained, to a more strategic role of facilitating organizational development, building high-performance teams, and cultivating world-class customer care. Specific initiatives proposed include implementing e-learning modules, knowledge sharing platforms, and transforming the training team into a self-managed one with expanded facilitation and consulting skills.
Training Strategy Ppt 23046
The document outlines a strategic plan for transforming a company's training department. It discusses shifting from a traditional training function focused on hours and people trained, to a more strategic role of facilitating organizational development, building high-performance teams, and cultivating world-class customer care. Specific initiatives proposed include implementing e-learning modules, developing expertise in areas like change management and knowledge sharing, and empowering employees through self-managed work teams. The plan aims to make training more directly linked to business goals and operational excellence.
I360 Corporate Training Catologue Final
i360 is a training company that provides soft skills and vocational training courses. It has over 40 centers across 11 states in India. i360 uses a competency-based training methodology that includes conducting a training needs identification, aligning training with organizational needs, customizing modular programs, evaluating impact, and focusing on research and development.
The catalog describes i360's broad course categories such as sales and marketing, human resources, career development, and banking and finance. It provides details on over 50 specific training modules within these categories. The modules range from 1-5 days and cover topics like communication, leadership, project management, and personal development. The catalog also outlines some packaged programs and methodology for maximizing potential.
Human resource management training
Training is necessary for employees to develop new skills and knowledge. Effective training programs begin with assessing training needs through methods like job analysis, performance reviews, and discussions with supervisors and employees. It is important to ensure training is the best solution, that the goals are clear and realistic, and that training will provide a good return on investment. The success of training should be evaluated by measuring reactions during training, learning acquisition, on-the-job application of new skills, and ultimate results. A variety of delivery methods can be used including on-the-job and off-the-job approaches like lectures, simulations, and e-learning. Evaluation determines the impact of training on both individuals and the organization.
Ims Introduction
IMS is a 3.5 year old, dynamic recruitment firm operating globally with offices in India, the UK, Australia, and East Africa. They provide both domestic and international recruitment services across many industries including finance, telecom, IT, and healthcare. IMS prides itself on its customized, flexible approach and partnership-oriented business model focused on optimizing costs and balancing business needs.
MDRT - Canada Presentation (April 2013)
This document summarizes best practices for creating and leading a 21st century financial advisory practice. It discusses establishing a unique team, receptive delegation, eliminating complexities, and achieving operational excellence through establishing best practices. Specific topics covered include designing a team based on shared values and skills, creating a delegation culture, streamlining processes, implementing feedback systems, and continually improving all aspects of the business. The overall message is that financial advisory practices should focus on these areas to excel in today's environment.
Training strategy
The document outlines a strategy to transform an organization's training department from a traditional function to a more strategic, performance-driven one aligned with organizational goals. It discusses shifting from measuring success based on training outputs to outcomes that improve job performance and business results. Key aspects of the new strategy include becoming an internal consultancy, facilitating organizational development, building team-based workforces, cultivating excellent customer service, and expanding knowledge management through e-learning and sharing best practices.
Facilitating learning through competency based training programs - Accord
Accord is a leading provider of competency based training and consulting founded in India. With 31 years of enabling organisations to succeed, we are one of the oldest and most reputed training organisations in India.
We serve the international market through our sister company, Accord Business Solutions Pte Ltd, in Singapore.
We cover 4 broad competency domains - Leadership, Culture & Diversity, People Development and Business Skills.
Training Catologue Final
i360 is a training organization that provides soft skills and vocational training courses. It has over 40 centers across 11 states in India. i360 uses a competency-based training methodology that includes conducting a training needs identification, aligning training with organizational needs, customizing modular programs, and evaluating training impact.
It offers courses in various categories like sales and marketing, human resources, career development, management, and workplace essentials. Training modules range from communication, leadership, project management to stress management and personal development. i360 works with corporate clients to understand training requirements and map the appropriate trainers and programs.
Pace 2009 People Development
This presentation was presented at an Education Session at the PACE 2009 Convention by Linnea Blair of Advisors On Target. Information in this presentation was sourced from RAN ONE, Inc. Advisors On Target is a RAN ONE Business Advisor.
Chapter 1 Introduction to Training and Development.ppt
Training means the process of increasing the knowledge and skills of an employee for doing a particular job. It seeks to improve the job performance and work behaviour of those trained.
Recruiting At The Speed Of Light
This document outlines an agenda for a training session on effective recruitment strategies. The agenda includes discussions of recruitment vocabulary, finding and interviewing candidates, preparing resumes and clients, organizational issues within recruitment teams, and using technology for recruitment. The goal is to make the recruitment team the best by discussing strategies and methods through explanation, examples, and exercises to reinforce learning.
Career Training Presentation
The document promotes career training and job placement services from New Horizons and Career Coaches LLC. It outlines various IT training programs, certification benefits like increased earnings and job opportunities, hands-on learning experiences, and high job placement rates. Recent graduates provide positive testimonials about completing training programs and securing network engineering jobs with the help of New Horizons.
Training Functions, Training Needs Assessment, Action Research, Organizationa...
Training Functions, Training Needs Assessment, Action
Research, Organizational Objectives and Training
Leadership and Management CIPD UK Assignment Sheet
Developing Yourself as an Effective Learning & Development Practitioner (Assessment 4 DEP F201A (L&D) by Rodzidah Mohd Rodzi
Team Building in Start-up Environment
This document provides guidance on building effective teams in start-up environments. It discusses the importance of having a clear vision and solid foundation for the organization. Key aspects for building a strong team include selecting the right people through a transparent process, providing training and mentoring, and offering growth opportunities. Specific challenges around recruitment, selection, training, and retention are examined, with tips provided such as leveraging reference networks for hiring and implementing ongoing mentoring programs. The document emphasizes developing a bonding corporate culture where employees feel ownership and see long-term value in the company.
Occupation testing and selection
This document contains information for the position of Assistant Staff Training and Development Officer, including:
- Key responsibilities for the position like maintaining staff development records, developing training databases, and planning staff training workshops.
- Competency levels and descriptions for evaluating candidates, including skills like record keeping, computer literacy, planning, coaching, and teamwork.
- An interview guide outlining the stages and questions for interviewing candidates, assessing their knowledge and experience in areas like developing training materials, organizing seminars, and conducting counseling sessions.
- Sections to record the candidate's responses, scores, and for the interviewer to provide a recommendation.
Making the Most of Professional Development Opportunities for Graduate Students
This document outlines a workshop on developing a professional development plan (PLAN) for graduate students. It discusses the importance of professional development for career preparation in light of funding and job market challenges. The workshop teaches a three-step PLAN process: 1) self-assessment of skills, 2) identification of development opportunities, and 3) creation of a PLAN matching opportunities to skills. Attendees practice the steps and share initial PLANs with peers before getting tips on implementation. The goal is for graduate students to proactively improve skills and career options through intentional professional development.
Similar to call Center Framework (20)
Facilitating learning through competency based training programs - Accord
Facilitating learning through competency based training programs - Accord
Chapter 1 Introduction to Training and Development.ppt
Chapter 1 Introduction to Training and Development.ppt
Training Functions, Training Needs Assessment, Action Research, Organizationa...
Training Functions, Training Needs Assessment, Action Research, Organizationa...
Leadership and Management CIPD UK Assignment Sheet
Leadership and Management CIPD UK Assignment Sheet
Making the Most of Professional Development Opportunities for Graduate Students
Making the Most of Professional Development Opportunities for Graduate Students
call Center Framework
- 1. HEART Call Center Framework Nov 8,2000
- 2. Table of Contents Vision Statement Goals Expectations of the Call Center Introduction of the Call Center I) Info Sessions II) Training Agents and Coaches III) What do we offer IV) Orientation V) Shift Work Training Agents Training Coaches Marketing Evaluation Adults Learn Best When...
- 3. Vision Statement Provide resources to enable participants to acquire basic work and soft skills, gain experience in networking their skills to employers and make contacts for present and future employment.
- 4. Goals Expectations 1) Core Meetings once a week - Continuity 2) Create a Training Program 3) Info. Sessions for Agents(Weekly) Regular time frame - Sign up sheets to determine approx. class size Pre-registration Line ERC 4) Call Center is open 2 days a week (Full or half days) Clarify Shift times/Routines 5) Enhance Job Search Expand job search process 6) Call Center Manual to follow for Core Staff 7) Call Center Manual for Agents 8) Time Line to start Call Center - November 16/00
- 5. Training: Agents A) script - Foolproof Time - shifts (90min) Develop skills Facilitators - coaches mentor Active job search Expectations of the Agents - Discuss at training sessions Interactive and Networking Accessible Resourceful ERC Daily routine Lay out Briefings Educate the Meaning of “Soft Skill” (exercise) Agent(s) getting involved 5%-10% of people coming to research conceptualize Call Center
- 6. Training: Coaches File system Data base Coach “manual” Locked cabinets Trust and patience Language issues Developing procedures Evaluating standards Identify call lists - no repeat calls Problem resolution Troubleshooting Confidentiality Commitment Mock scripts, info. Session, briefings Design, implementation and delivery Info. Sessions Highlight training sketch
- 7. “Fears” Unknown Rejection Customer service abilities Acceptance Lack of confidence New career Risk Skills: organizational, communication, self-confidence, technology Change Training Experience Trust
- 8. Marketing Open house - Who is Attending? Meet Greet Reinforcing job search Flyers to employers (follow up) Phase Outline of “Who We Are” Vision Statement Friendly, Flexible and Approachable District Offices Employment Teams - related to workplace Placement Workers - Community Frontline Staff Community Centers T AR GETS
- 9. Evaluation Info. Sessions/Training Obtain outside source - Chris/ Durlop Evaluation Tool Core Staff
- 10. What Do We Offer? A) Our Skills Communication Networking Skills Presentation Skills Marketing Skills Info Sessions Training Development of professional attitude B) Boundaries recognize our strengths and limits working within the “ERC” Framework Resume writing and Training workshops already in place
- 11. Information Sessions 1) Agents Address Expectations Evaluation commitment - time frame Goals Pre-registration 2) Coaches One on one attention with agents Resume or in process (referral to workshop) Agenda and Goals
- 12. Adults Learn Best When... They are Pro-Active Learning meets current needs There is low stress There is a variety of learning modes effective tools Learning styles are considered Time is given to integrate information Past experiences are respected Learning focuses on skills and strategies Goals are achievable when they are realistic Modeling