This document describes the CASI Global Fellow Program. It provides an overview of the program, including that it is an 11-month research based program to help senior management professionals integrate sustainability into business strategy. It prepares participants to become subject matter experts in their fields. The program includes courses in strategy, electives in areas like HR or industries, and mandatory courses in sustainability. Upon completion, participants receive the title of CASI Global Fellow and become part of CASI's network and leadership team. The goal is to help professionals lead change at their organizations and apply concepts of sustainability and CSR.
CASI Global, New York is the apex body dedicated to promoting corporate social responsibility (CSR) and sustainability through certifications, alliances, student chapters, and research. It offers world-class certification programs for people, products, and companies in CSR and sustainability. To promote its mission, CASI provides an integrated Global Student Associate certification program to students to help them gain an understanding of CSR and sustainability.
This document describes the CASI Global Fellow Program, which is an 11-month research-based distance learning program aimed at preparing senior management professionals to integrate sustainability into corporate strategy. The program includes courses in strategy, electives in various business functions, and mandatory sustainability training. Graduates earn the title of CASI Global Fellow, which recognizes their expertise in applying sustainability and CSR principles. As fellows, graduates are expected to mentor others and advance sustainability practices through activities like conferences and articles. The goal is to support leadership in sustainable development.
AIESEC is a global, non-political student organization that provides leadership opportunities and international internships to its members. It has a presence in over 107 countries through 1,800 universities. AIESEC connects students with internships and leadership roles to further their development. Major companies partner with AIESEC to source global talent and support leadership training for students.
Chandrashekar Rajamani is an experienced executive with close to 20 years of experience leading strategic initiatives in education and various other industries. He has held senior positions such as CEO, Director, and VP. He has a track record of successful project management and business development. Rajamani has worked for organizations like NIIT, Acusis India, and Servion Global, implementing quality initiatives and helping the businesses succeed. He is results-oriented with strong leadership and problem-solving skills.
Joseph Taurence is a student at Northwood University pursuing a Bachelor of Business Administration degree in Marketing with a minor in Management. He has maintained a high GPA of 3.8 and has held several leadership positions in student organizations such as Kappa Sigma fraternity and DECA. His relevant work experience includes positions at Coca-Cola, The Movement, and Motor City Heating and Cooling where he demonstrated skills in merchandising, event coordination, installation, and organization. Taurence volunteers with several charitable organizations and lists leadership, problem solving, collaboration, and time management among his key competencies.
The document discusses the International Association for People and Performance Development (IAPPD). It summarizes that IAPPD was founded in 2010 to represent the largest body of knowledge in performance management. It has grown to exist in 38 countries through 140 regional offices, with over 6000 certified professionals globally. The document outlines IAPPD's structure, values, history, mission, certifications offered, and regional offices located around the world.
The International Association for People & Performance Development was founded to represent the single largest body of knowledge in the field of Performance Management, based on two pillars: Academic desk research and a vast database of information on performance management behaviors, derived from an international study of the impact of the practice of performance management.
- Ellecia Saffron joined ADIA in July 2007 and enjoys the dynamic nature of her role as a Portfolio Manager in the Internal Equities Department, learning from others with varied experience and being accountable for her actions and returns. She also likes the global context of her role and collaborating across markets, asset classes, and functions.
- Gerben Wanningen joined ADIA in April 2007 as Head of External Fixed Income in the Fixed Income & Treasury Department. His typical day involves scanning markets, reading commentaries, meetings with existing and potential managers, and interacting with ADIA colleagues. His main goal is to generate outperformance for active mandates and benchmark returns for index mandates.
CASI Global, New York is the apex body dedicated to promoting corporate social responsibility (CSR) and sustainability through certifications, alliances, student chapters, and research. It offers world-class certification programs for people, products, and companies in CSR and sustainability. To promote its mission, CASI provides an integrated Global Student Associate certification program to students to help them gain an understanding of CSR and sustainability.
This document describes the CASI Global Fellow Program, which is an 11-month research-based distance learning program aimed at preparing senior management professionals to integrate sustainability into corporate strategy. The program includes courses in strategy, electives in various business functions, and mandatory sustainability training. Graduates earn the title of CASI Global Fellow, which recognizes their expertise in applying sustainability and CSR principles. As fellows, graduates are expected to mentor others and advance sustainability practices through activities like conferences and articles. The goal is to support leadership in sustainable development.
AIESEC is a global, non-political student organization that provides leadership opportunities and international internships to its members. It has a presence in over 107 countries through 1,800 universities. AIESEC connects students with internships and leadership roles to further their development. Major companies partner with AIESEC to source global talent and support leadership training for students.
Chandrashekar Rajamani is an experienced executive with close to 20 years of experience leading strategic initiatives in education and various other industries. He has held senior positions such as CEO, Director, and VP. He has a track record of successful project management and business development. Rajamani has worked for organizations like NIIT, Acusis India, and Servion Global, implementing quality initiatives and helping the businesses succeed. He is results-oriented with strong leadership and problem-solving skills.
Joseph Taurence is a student at Northwood University pursuing a Bachelor of Business Administration degree in Marketing with a minor in Management. He has maintained a high GPA of 3.8 and has held several leadership positions in student organizations such as Kappa Sigma fraternity and DECA. His relevant work experience includes positions at Coca-Cola, The Movement, and Motor City Heating and Cooling where he demonstrated skills in merchandising, event coordination, installation, and organization. Taurence volunteers with several charitable organizations and lists leadership, problem solving, collaboration, and time management among his key competencies.
The document discusses the International Association for People and Performance Development (IAPPD). It summarizes that IAPPD was founded in 2010 to represent the largest body of knowledge in performance management. It has grown to exist in 38 countries through 140 regional offices, with over 6000 certified professionals globally. The document outlines IAPPD's structure, values, history, mission, certifications offered, and regional offices located around the world.
The International Association for People & Performance Development was founded to represent the single largest body of knowledge in the field of Performance Management, based on two pillars: Academic desk research and a vast database of information on performance management behaviors, derived from an international study of the impact of the practice of performance management.
- Ellecia Saffron joined ADIA in July 2007 and enjoys the dynamic nature of her role as a Portfolio Manager in the Internal Equities Department, learning from others with varied experience and being accountable for her actions and returns. She also likes the global context of her role and collaborating across markets, asset classes, and functions.
- Gerben Wanningen joined ADIA in April 2007 as Head of External Fixed Income in the Fixed Income & Treasury Department. His typical day involves scanning markets, reading commentaries, meetings with existing and potential managers, and interacting with ADIA colleagues. His main goal is to generate outperformance for active mandates and benchmark returns for index mandates.
Corporate Training in Abu Dhabi for ADNOC GroupFaisal Faruqui
Case study of a corporate training program conducted for ADNOC group professionals on managing diversity and change by Westford Exeed Executive Education.
This document discusses professional development for corporate training professionals. It provides information on relevant professional organizations like ATD and IBSTPI that establish standards and provide resources for training professionals. Examples of resources include conferences, research studies, and credentialing programs. The document also outlines some popular technology tools used in professional development, including GoMo for online presentations, Qualtrics for surveys, and WebEx for online meetings and materials sharing. Overall, the document serves as a guide for corporate training professionals to further their skills and stay informed about industry best practices and resources.
The leader builder program brochure (ACG)LailaYounes2
This document proposes a three-part leadership development program to help leaders improve their skills for handling the challenges of leading during the COVID-19 crisis and new normal. The blended learning program includes live workshops, online assignments, and optional one-on-one coaching. It aims to teach participants how to lead themselves and others, manage crises and remote teams, and develop an agile, growth mindset. The program founder, Marwan Abdin, has 14 years of experience in management consulting and leadership training for companies like Adidas and government entities.
ORMIT is a specialist in talent and leadership development founded in 1994. It has branches in De Bilt and Brussels. ORMIT offers several services including its Management Career Program (MCP) and Individual Career Program (ICP) to develop and apply people's unique talents through challenging assignments and programs. The MCP is a 2-year program for academics and talented individuals focused on professional and personal growth. The ICP is a tailored traineeship to develop specific talents within a client organization. ORMIT also provides custom leadership and development programs aligned with organizational goals.
World at Work is a large association focused on compensation and rewards. It held its first conferences in Europe and Asia Pacific to raise awareness outside of North America and grow its international membership. The conferences faced challenges as total rewards was a new concept internationally with low initial membership. However, the conferences exceeded attendance targets and grew international membership by 30% since 2006. The experience demonstrated the need for regional input and long term strategic development to build brand recognition and partnerships internationally.
Aiesec ftu hcmc lead partnership proposalNgan Tran
AIESEC is the world's largest student-run organization focused on leadership development for youth. It has a presence in 110 countries through 2100 universities with 60,000 members. The organization provides 16,000 international internships and leadership roles annually. AIESEC FTU HCMC in Ho Chi Minh City, Vietnam runs a LEAD program to develop the leadership skills of its members. The program focuses on three areas: self, team, and world. It identifies weaknesses in members' management skills and proposes workshops delivered by external partners or AIESEC to strengthen areas like communication, coaching, and awareness of global issues. Partnering with companies allows AIESEC to develop youth leaders and gives companies access to this talent network.
The International Association for People & Performance Development was founded to represent the single largest body of knowledge in the field of Performance Management, based on two pillars: Academic desk research and a vast database of information on performance management behaviors, derived from an international study of the impact of the practice of performance management.
The document discusses partnerships between international development organization VSO and corporations. VSO sends skilled professionals to developing countries to share their expertise and fight poverty. They have placed over 43,000 professionals worldwide. Corporate partners benefit by implementing corporate social responsibility programs, boosting their image, and developing employees' skills. Employees gain experience working overseas on issues like education, health, and livelihoods. The document provides examples of partnerships with Accenture and Randstad that involved employees providing advisory support to organizations in countries like India, Cambodia, and Malawi.
Presentatie Roland Teixeira - VKW Zakenlunch - Leadership & LearningETION
General Electric is a global conglomerate with about 300,000 employees worldwide. It operates in over 150 countries across industries like power, aviation, healthcare and more. GE believes success is based on talent, governance and innovation. It is committed to leadership development through programs at all levels to inspire employees and drive its culture of continuous learning and growth. Crotonville is GE's leadership development center where leaders come together to share knowledge and develop future leaders.
Sodexo faced a class action lawsuit alleging discrimination in promotion decisions that shifted its focus to diversity and inclusion. The company hired a VP of Diversity and Inclusion and implemented strategic, operational, and managerial solutions such as training programs, structured job posting and selection processes, and an employee network group. This new culture helped address issues related to perceived discrimination and focus employees on the company's future growth while differentiating Sodexo from competitors. Initiatives included forming a women's network, accelerating leadership programs for high-potential women, and customized country-specific diversity training.
Brad Matthews has over 20 years of experience as a management consultant working with organizations in 21 countries. He has extensive experience guiding leadership development, organizational culture change, and large transformations. Some of his clients include Cisco Systems, Hewlett Packard, Statoil, Agilent Technologies, and Kaiser Permanente. Matthews founded two consulting firms and has held leadership roles in business and non-profits. He has an M.Ed from Harvard and is certified in several assessment tools.
GE invests heavily in leadership development to support its global operations and growth. It maintains the Crotonville leadership center to train managers and drive the company culture. Crotonville provides leadership training, strategic discussions, and cultural initiatives to develop managers and ensure they uphold GE's values of integrity, excellence, and customer focus. GE's leadership development evolution spans decades and aims to align training with its growth strategy while maintaining high ethical standards.
Articulate a clear and exciting message consistently and energetically. Link all projects to the overall mission and overarching goals of the program. I’m a visionary leader who never loses site of how a program impacts the business.
The document discusses leadership development strategies and innovation. It recommends not procrastinating and innovating leadership development programs in 2009. Successful programs treat leadership development as a strategic priority, hold people accountable for applying learning, and ensure support from senior leaders. Programs should be business driven and incorporate real work experiences, behavioral feedback, and coaching to drive organizational results.
Find out how Smurfit Kappa partnered with London Business School to design two precisely calibrated learning journeys that transformed participants from two distinct strands of leadership.
A Procurement Leaders Guide to Enabling Agility Tradeshift
As procurement organizations continue to evolve, success will increasingly depend on the ability to reinvent and adapt to rapidly changing and uncertain environments. Having both a stable foundation and a dynamic capability at the same time is critical. The Hackett Group has done extensive research on how world-class procurement organizations enable enterprise agility and drive greater business value—modernizing procurement to not only meet expectations, but surpass them.
Christopher Sawchuk, who leads Hacketts procurement practice will discuss:
-The attributes of agile enterprises and how agility drives success
-Why procurement executives’ priorities are shifting to quality of spend influence and supplier-led innovation
-How to leverage digital networks, master data management and analytics to enable this agility
This document provides information about career paths and development opportunities at AXA Advisors, including:
1) It outlines two career paths - the Elite Producer path focused on building a large personal practice, and the Management path focused on recruiting and developing other financial professionals.
2) It describes the Gold Mentor program which pairs experienced producers with new candidates to help the candidates get a fast start through observation and learning.
3) It outlines the District Manager role and qualifications, noting it is an opportunity for leadership, income growth, and developing other professionals over a 5 year period.
Hani El Jamal is a Lebanese and Canadian national seeking a general management or international business development position. He has over 20 years of experience in strategic leadership roles, including his current role as General Manager of Ultrapak Manufacturing Company in Saudi Arabia where he oversees a team of 100 people and manages annual sales of SAR 300 million. Prior to this, he held regional sales management roles at Tetra Pak and brand management roles at other companies in Saudi Arabia and Lebanon.
The document discusses the need for integrated talent strategy functions in organizations. It argues that talent management has evolved into a decision science guiding how organizations define, attract, develop, and retain talent. An effective talent strategy can help organizations answer key questions about talent risk, succession planning, capability requirements, and developing a long-term talent pipeline. By linking talent development to business strategy and assessing both current and future potential of executives, a talent strategy function can help close capability gaps and ensure an organization has the right talent to execute its strategy.
Read how AFROSAI-E and The Swedish National Audit Office are employing a development and mentoring to help Supreme Audit Institution executives transform their leadership capacity into capability.
For the web version visit:
http://www.ddiworld.com/go/archive/go-magazine-2016-issue-1
This document provides information about executive education programmes offered by London Business School. It begins with an introduction to London Business School and its executive education division. The bulk of the document then summarizes various leadership, strategy, human resources, marketing, and finance programmes aimed at professionals at different stages of their careers. Each programme listing provides details on programme focus, benefits, and features. The document concludes with information on rewarding careers, empowering organizations through learning, and the 2016 calendar and fees for executive education programmes.
Corporate Training in Abu Dhabi for ADNOC GroupFaisal Faruqui
Case study of a corporate training program conducted for ADNOC group professionals on managing diversity and change by Westford Exeed Executive Education.
This document discusses professional development for corporate training professionals. It provides information on relevant professional organizations like ATD and IBSTPI that establish standards and provide resources for training professionals. Examples of resources include conferences, research studies, and credentialing programs. The document also outlines some popular technology tools used in professional development, including GoMo for online presentations, Qualtrics for surveys, and WebEx for online meetings and materials sharing. Overall, the document serves as a guide for corporate training professionals to further their skills and stay informed about industry best practices and resources.
The leader builder program brochure (ACG)LailaYounes2
This document proposes a three-part leadership development program to help leaders improve their skills for handling the challenges of leading during the COVID-19 crisis and new normal. The blended learning program includes live workshops, online assignments, and optional one-on-one coaching. It aims to teach participants how to lead themselves and others, manage crises and remote teams, and develop an agile, growth mindset. The program founder, Marwan Abdin, has 14 years of experience in management consulting and leadership training for companies like Adidas and government entities.
ORMIT is a specialist in talent and leadership development founded in 1994. It has branches in De Bilt and Brussels. ORMIT offers several services including its Management Career Program (MCP) and Individual Career Program (ICP) to develop and apply people's unique talents through challenging assignments and programs. The MCP is a 2-year program for academics and talented individuals focused on professional and personal growth. The ICP is a tailored traineeship to develop specific talents within a client organization. ORMIT also provides custom leadership and development programs aligned with organizational goals.
World at Work is a large association focused on compensation and rewards. It held its first conferences in Europe and Asia Pacific to raise awareness outside of North America and grow its international membership. The conferences faced challenges as total rewards was a new concept internationally with low initial membership. However, the conferences exceeded attendance targets and grew international membership by 30% since 2006. The experience demonstrated the need for regional input and long term strategic development to build brand recognition and partnerships internationally.
Aiesec ftu hcmc lead partnership proposalNgan Tran
AIESEC is the world's largest student-run organization focused on leadership development for youth. It has a presence in 110 countries through 2100 universities with 60,000 members. The organization provides 16,000 international internships and leadership roles annually. AIESEC FTU HCMC in Ho Chi Minh City, Vietnam runs a LEAD program to develop the leadership skills of its members. The program focuses on three areas: self, team, and world. It identifies weaknesses in members' management skills and proposes workshops delivered by external partners or AIESEC to strengthen areas like communication, coaching, and awareness of global issues. Partnering with companies allows AIESEC to develop youth leaders and gives companies access to this talent network.
The International Association for People & Performance Development was founded to represent the single largest body of knowledge in the field of Performance Management, based on two pillars: Academic desk research and a vast database of information on performance management behaviors, derived from an international study of the impact of the practice of performance management.
The document discusses partnerships between international development organization VSO and corporations. VSO sends skilled professionals to developing countries to share their expertise and fight poverty. They have placed over 43,000 professionals worldwide. Corporate partners benefit by implementing corporate social responsibility programs, boosting their image, and developing employees' skills. Employees gain experience working overseas on issues like education, health, and livelihoods. The document provides examples of partnerships with Accenture and Randstad that involved employees providing advisory support to organizations in countries like India, Cambodia, and Malawi.
Presentatie Roland Teixeira - VKW Zakenlunch - Leadership & LearningETION
General Electric is a global conglomerate with about 300,000 employees worldwide. It operates in over 150 countries across industries like power, aviation, healthcare and more. GE believes success is based on talent, governance and innovation. It is committed to leadership development through programs at all levels to inspire employees and drive its culture of continuous learning and growth. Crotonville is GE's leadership development center where leaders come together to share knowledge and develop future leaders.
Sodexo faced a class action lawsuit alleging discrimination in promotion decisions that shifted its focus to diversity and inclusion. The company hired a VP of Diversity and Inclusion and implemented strategic, operational, and managerial solutions such as training programs, structured job posting and selection processes, and an employee network group. This new culture helped address issues related to perceived discrimination and focus employees on the company's future growth while differentiating Sodexo from competitors. Initiatives included forming a women's network, accelerating leadership programs for high-potential women, and customized country-specific diversity training.
Brad Matthews has over 20 years of experience as a management consultant working with organizations in 21 countries. He has extensive experience guiding leadership development, organizational culture change, and large transformations. Some of his clients include Cisco Systems, Hewlett Packard, Statoil, Agilent Technologies, and Kaiser Permanente. Matthews founded two consulting firms and has held leadership roles in business and non-profits. He has an M.Ed from Harvard and is certified in several assessment tools.
GE invests heavily in leadership development to support its global operations and growth. It maintains the Crotonville leadership center to train managers and drive the company culture. Crotonville provides leadership training, strategic discussions, and cultural initiatives to develop managers and ensure they uphold GE's values of integrity, excellence, and customer focus. GE's leadership development evolution spans decades and aims to align training with its growth strategy while maintaining high ethical standards.
Articulate a clear and exciting message consistently and energetically. Link all projects to the overall mission and overarching goals of the program. I’m a visionary leader who never loses site of how a program impacts the business.
The document discusses leadership development strategies and innovation. It recommends not procrastinating and innovating leadership development programs in 2009. Successful programs treat leadership development as a strategic priority, hold people accountable for applying learning, and ensure support from senior leaders. Programs should be business driven and incorporate real work experiences, behavioral feedback, and coaching to drive organizational results.
Find out how Smurfit Kappa partnered with London Business School to design two precisely calibrated learning journeys that transformed participants from two distinct strands of leadership.
A Procurement Leaders Guide to Enabling Agility Tradeshift
As procurement organizations continue to evolve, success will increasingly depend on the ability to reinvent and adapt to rapidly changing and uncertain environments. Having both a stable foundation and a dynamic capability at the same time is critical. The Hackett Group has done extensive research on how world-class procurement organizations enable enterprise agility and drive greater business value—modernizing procurement to not only meet expectations, but surpass them.
Christopher Sawchuk, who leads Hacketts procurement practice will discuss:
-The attributes of agile enterprises and how agility drives success
-Why procurement executives’ priorities are shifting to quality of spend influence and supplier-led innovation
-How to leverage digital networks, master data management and analytics to enable this agility
This document provides information about career paths and development opportunities at AXA Advisors, including:
1) It outlines two career paths - the Elite Producer path focused on building a large personal practice, and the Management path focused on recruiting and developing other financial professionals.
2) It describes the Gold Mentor program which pairs experienced producers with new candidates to help the candidates get a fast start through observation and learning.
3) It outlines the District Manager role and qualifications, noting it is an opportunity for leadership, income growth, and developing other professionals over a 5 year period.
Hani El Jamal is a Lebanese and Canadian national seeking a general management or international business development position. He has over 20 years of experience in strategic leadership roles, including his current role as General Manager of Ultrapak Manufacturing Company in Saudi Arabia where he oversees a team of 100 people and manages annual sales of SAR 300 million. Prior to this, he held regional sales management roles at Tetra Pak and brand management roles at other companies in Saudi Arabia and Lebanon.
The document discusses the need for integrated talent strategy functions in organizations. It argues that talent management has evolved into a decision science guiding how organizations define, attract, develop, and retain talent. An effective talent strategy can help organizations answer key questions about talent risk, succession planning, capability requirements, and developing a long-term talent pipeline. By linking talent development to business strategy and assessing both current and future potential of executives, a talent strategy function can help close capability gaps and ensure an organization has the right talent to execute its strategy.
Read how AFROSAI-E and The Swedish National Audit Office are employing a development and mentoring to help Supreme Audit Institution executives transform their leadership capacity into capability.
For the web version visit:
http://www.ddiworld.com/go/archive/go-magazine-2016-issue-1
This document provides information about executive education programmes offered by London Business School. It begins with an introduction to London Business School and its executive education division. The bulk of the document then summarizes various leadership, strategy, human resources, marketing, and finance programmes aimed at professionals at different stages of their careers. Each programme listing provides details on programme focus, benefits, and features. The document concludes with information on rewarding careers, empowering organizations through learning, and the 2016 calendar and fees for executive education programmes.
Chi Sigma Consulting is a pro-bono consulting group of Northeastern University students. The document provides information on their team members and directors, mission to provide impactful solutions to non-profits, services offered including cost analysis and market research, engagement process, experiences working with organizations, testimonials, and contact information.
Infosys has developed a 4-step process to effectively manage cross-cultural issues when transitioning to a global delivery model. This includes understanding different work cultures, client businesses, technical processes, and continuously improving client-facing processes. Cross-cultural training covers cultural acclimation, business overviews, and technical environments specific to each client. Infosys' approach promotes better collaboration and project management across cultures.
Infosys has developed a 4-step process to effectively manage cross-cultural issues when transitioning to a global delivery model. This includes understanding different work cultures, client businesses, technical processes, and continuously improving client-facing processes. Cross-cultural training covers cultural acclimation, business overviews, and technical environments specific to each client. Infosys' approach promotes better collaboration and project management across cultures.
Infosys has developed a 4-step process to effectively manage cross-cultural issues when transitioning to a global delivery model. This includes understanding different work cultures, client businesses, technical processes, and continuously improving client-facing processes. Cross-cultural training covers cultural acclimation, business overviews, and technical environments specific to each client. Infosys' approach promotes better collaboration and project management across cultures.
Infosys has developed a 4-step process to effectively manage cross-cultural issues when transitioning to a global delivery model. This includes understanding different work cultures, client businesses, technical processes, and continuously improving client-facing processes. Cross-cultural training covers cultural acclimatization, business overviews, and technical environments specific to each client. Infosys' approach promotes better collaboration and project management between partners from different cultures.
Infosys has developed a 4-step process to effectively manage cross-cultural issues when transitioning to a global delivery model. This includes understanding different work cultures, client businesses, technical processes, and continuously improving client-facing processes. Cross-cultural training covers cultural acclimation, business overviews, and technical environments specific to each client. Infosys' approach promotes better collaboration and project management between partners from different cultures.
Infosys has developed a 4-step process to effectively manage cross-cultural issues when transitioning to a global delivery model. This includes understanding different work cultures, client businesses, technical processes, and continuously improving client-facing processes. Cross-cultural training covers cultural acclimation, business overviews, and technical environments specific to each client. Infosys' approach promotes better collaboration and project management across cultures.
ACCORD is a non-profit organization that provides mediation and conflict resolution services in Broome County, New York. It was founded in 1982 and has experienced financial difficulties in recent years due to funding cuts. In 2013, ACCORD had a small net income but still relies heavily on government grants. The Binghamton Consulting Group conducted an analysis of ACCORD and developed 18 strategic recommendations to help diversify ACCORD's funding sources, expand its marketing opportunities, and capitalize on strategic opportunities over the next 5 years. This is projected to result in a total return on investment of $162,451 for ACCORD.
The document discusses establishing short term programs to address declining employability of graduates, lack of skills, and poor effectiveness of educational institutions. It proposes solutions to increase job placements and stimulate the job market through skills development programs. The summary provides an overview of the key issues and proposed solutions.
The document discusses retaining employees in a strong economy. It notes that up to 60% of employees intend to leave their jobs this year, so retention is critical. Workplace flexibility is a key driver of retention and engagement. The document then outlines different types of flexible work arrangements and how companies like KPMG implement flexibility successfully. It provides tips for building flexibility into an organization's culture to improve retention.
Mile Future Of Executive Development At The Muslim And Arab Worldmilemadinah
This presentation highlights the immense leadership deficit that our region suffers from. It also demonstrates how our educational and training institutions, both at corporate and government levels, fall short in catering for the enormous leadership development requirements in the region. The presentation sheds the light on a new strategic initiative to establish a world-class executive and leadership development institution which aims at bridging this gap. The initiative aims at building local intellectual capital and is based on a sustainable business model that ensures sustainability and provision of high quality, affordable and relevant life-long development opportunities to our future business leaders. The Madinah Institute for Leadership and Entrepreneurship (MILE) was initiated as one of Savola Group’s CSR programs. MILE is a non-profit organization and will be established at the heart of the Arab and Muslim World at the Madinah Knowledge Economic City. MILE’s first pilot program which attracted more than 150 senior executives from 16 countries has provided a strong evidence of the viability of the proposed model.
Balsing Rajput CASI Cyber Crimes and Cyber Security ConferenceMitez Sheth, Ph.D.
A 2 day conference on Cyber Crimes and Cyber Security. Chief Guest: Dr. Balsing Rajput. Deputy Commissioner of Police | Technology and Crime Prevention | Mumbai
This document provides details of a round table conference hosted by CASI Global New York on CSR and sustainability. It lists several leaders from government and private sector organizations that will participate in the event, including the keynote speaker Manisha Verma, IAS, MD of Maharashtra Film, Stage & Cultural Development Corporation Ltd. The event will be livestreamed on YouTube and moderated by Prof. Paresh Sheth, CEO Coach and Board Member of CASI Global New York.
The document announces a keynote speaker, Manisha Verma, IAS, who is the MD of the Maharashtra Film, Stage & Cultural Development Corporation Ltd. She will be speaking on September 11, 2020 at 7 pm IST in a live telecast on YouTube at the URL provided. The event is part of the CASI New York Knowledge Series roundtable on CSR and sustainability, and invites are required to attend the private event.
Model United Nations jointly organised by Government of Maharashtra, CASI Global and CSR Diary. CASI and CSR Diary partnered with Government of Maharashtra to organise series of MUN across Maharashtra. This is a great event for Students of different stream to participate and discuss International Diplomacy and make their mark.
2 Day International conference on CSR & SustainabilityMitez Sheth, Ph.D.
A 2 Day International Conference on CSR & Sustainability. Organised by CASI Global New York and SIES School of Business Studies.
Advisory Committee: Dr. Paresh Sheth (Board Member: CASI new York) and Dr. Bigyan Verma (Director; SIES College of Management Studies)
ISBN Publication for selected Research papers.
This document provides information about an upcoming international conference on aligning business strategy with CSR and sustainability to be held on September 4-5, 2020. It outlines important dates like the last date for registration and abstract/paper submissions. It provides details about the organizing and advisory committees, registration fees, payment details, and guidelines for authors. The objectives of the conference are to bridge industry and academia and provide a platform for research dissemination. The conference theme focuses on sustainability, impact investment, CSR, and other related topics.
This document contains a 10-digit number. The number appears to be a phone number but without any other context it is difficult to determine what this number refers to or its significance. In just 3 words, this document provides very limited information that can be summarized.
1. Global Fellow Program | CXO, Director, VP, Business Heads |CASI Global New York | www.casiglobal.us | secretariat@casiglobal.us | June 2016 | Page 1 of 16
CASI New York
Global Fellow Program
Specializations include HR / Operations / Finance / Supply Chain / IT / Strategy / Marketing, PR & Corporate
Communication / Engineering / Manufacturing / Smart Cities / Waste Management / Strategy / Energy / CSR / Sustainability
2. Global Fellow Program | CXO, Director, VP, Business Heads |CASI Global New York | www.casiglobal.us | secretariat@casiglobal.us | June 2016 | Page 2 of 16
Welcome to CASI.
There is no doubt we have challenging times ahead. Apart from
on-going business challenges and growth targets; managers
today face an unprecedented task of incorporating sustainability
within every aspect of business, be it sales, marketing,
manufacturing, supply chain, information technology, finance or
brand management.
IN the ever changing business scenario ensuring your policies,
processes and products are leading to sustainable development
is becoming one of the primary concerns faced by governments,
industry and communities across the world. We know that our
actions today, and our responses to this challenge, will have
serious ramifications for the generations that follow.
While development is imperative, corporates and governments
are hard pressed for sustainable development. “Today every
senior management professional across verticals has a huge
role to play in this quest for Sustainability”
CASI Global supports leadership in sustainable development and
sees sustainable tools and processes as central to achieving this
goal.
CASI has a range of training products and initiatives that
support sustainable outcomes for businesses, and is committed
to continuing to stay at the leading edge of sustainable
development.
Every program at CASI Global has sustainability as a compulsory
subject in addition to your elective. This ensures while you
attain credentials for strategic management in your elective;
sustainability is interwoven in your business across functions.
CASI Global is the world’s largest peer to peer network for
Sustainability & CSR. We offer our programs in over 50
countries and every Global Fellow at CASI serves as a Regional
Director thus ensuring your involvement is intricate at CASI and
not restricted to a certificate alone.
On behalf of the Board of CASI Global New York, we encourage
you to see CASI as a critical partner in your quest to support
sustainable development.
We are pleased to present to you ‘Global Fellow Program and
look forward to you joining the CASI Global Family.
The Mentoring Board
CASI Global New York
Originated in New York: Spread across 50 Countries
3. Global Fellow Program | CXO, Director, VP, Business Heads |CASI Global New York | www.casiglobal.us | secretariat@casiglobal.us | June 2016 | Page 3 of 16
The Global Fellow Program
Senior Management & Consulting Practitioners are
encouraged to apply for the Global Fellow Program.
A 11 month research based, distance learning program
designed to prepare senior management professionals to
magnify their impact on corporate & business strategy.
The program will help you strategically integrate your
expertise with a deep knowledge that you can leverage in
situations arising out of an increasingly volatile business
world
Three parts to the program: Strategy + Electives +
Sustainability. (electives maybe your function eg HR /
Sales / IT OR industry eg chemical / pharma / IT / BFSI)
In an ever changing world, with sustainability taking the
center stage, governments, civic organizations, stake
holders, activists and responsible investors are pushing
business managers towards adopting sustainability
within their core business strategy.
Regardless of your function be it strategy, general
management, Human resources, manufacturing, supply
chain, finance or sales; the ever changing dynamics will
force you to understand and implement sustainability
within your business vertical.
4. Global Fellow Program | CXO, Director, VP, Business Heads |CASI Global New York | www.casiglobal.us | secretariat@casiglobal.us | June 2016 | Page 4 of 16
The Fellow Credential
Globally Accepted, Recognized & Coveted
Subject Matter Expert recognition
Ideal for CxOs & board members
Every Fellow is registered at New York
Degree awarded from New York
Every Fellow passout becomes a part of the management team at CASI NY
o To guide upcoming Fellow participants
o Mentor management / engineering institutes.
The Title
CASI Fellow passouts are awarded a highly coveted title apart from the
certificate. The title ‘Global Fellow’ reflects the individual impeccable
understanding of the subject and sets apart the credential holder based on his
ability to inculcate sustainability & CSR within the business strategy of a
company.
Is it right for me?
As an experienced executive you have lead teams, designed and executed
strategies and driven corporate performance. But in an ever changing world;
product and business expertise is not the sole criteria for success. Investors,
stakeholders, governments and consumers today demand you incorporate
sustainability within your core business strategies.
Gain the skills and confidence to deal with these changes. Position your
candidature as a subject matter expert.
The CASI Global Fellow serves this purpose.
5. Global Fellow Program | CXO, Director, VP, Business Heads |CASI Global New York | www.casiglobal.us | secretariat@casiglobal.us | June 2016 | Page 5 of 16
Lead Change
Conducted over 11 months with flexible options, the research
based programme ensures you are in sync with the latest
business practice and research to enhance your leadership skills,
sharpen your strategic thinking and lead change in your
organisation.
Your Thesis
Integrate theory & practice and apply it to an organisational or
industry issue. Examples of previous topics include use of CSR in
PR, sustainability in pharma manufacturing, business growth
using Sustainability for a Global leading IT company, Product
innovation in the Automobile sector using sustainability as a
business strategy.
Business Skills for Leaders
You have spent over 10 years in a function and are an expert in
you product and business function. However a cross industry
learning reference and a great peer to peer group network is all
that is required for your next big jump.
Global Fellows applicants are highly experienced professionals with an average of over 10 years of experience in vertical or
general management functions. They bring a depth of knowledge in their area of expertise & collaborate with other participants
to expand their horizons
6. Global Fellow Program | CXO, Director, VP, Business Heads |CASI Global New York | www.casiglobal.us | secretariat@casiglobal.us | June 2016 | Page 6 of 16
The CASI Global Fellow is Right for You…..
If you have experience in…..
Strategic leadership: participating in strategic decisions which
affect your organizations future direction and success. OR
Technical leadership: are accountable for technical issues and
matters at board level, or if your supervisor who is at a board
level. OR
Operational leadership: are accountable for operations at board
level or if your supervisor is at board level. OR
Functional leadership: experience of leading functional areas
within an organization at a board level or if your supervisor is at a
board level. OR
Consulting Experience: if you have a consulting experience of
over 7 years
Academic Experience: if you are a full time / part time faculty for
over 7 years
7. Global Fellow Program | CXO, Director, VP, Business Heads |CASI Global New York | www.casiglobal.us | secretariat@casiglobal.us | June 2016 | Page 7 of 16
A Honorary Office Bearer
A CASI Global Fellow passout is bestowed upon a honorary position at our regional chapter. He serves as a honorary
regional director or a general secretary depending on the current team in place. This is a honorary position & does not
entail any emoluments but is very prestigious & enables the recipient to network with some of the finest minds in the
world.
Your KRA as a CASI fellow
As a CASI fellow, there is a certain responsibility and accountability on you. It is imperative that you coach younger
generations on the concepts and applications of CSR and sustainability.
There is a specific KRA in place for every CASI fellow credential holder. Such a KRA is on a yearly basis and the onus of
supplying information that this KRA has been achieved lies on the credential holder.
The following KRA is set as of now: (announced yearly)
1. Lectures: A minimum of 3 lectures per year to be conducted at
corporates or any education institute.
2. Writing white papers and Articles: A minimum of 1 article per
year to be submitted to CASI
3. Interviews: A minimum of 1 interview per year on CSR /
Sustainability to be submitted.
4. Conferences / seminars: Optional requirement, But essential to
submit details if the credential holder has participated as a
speaker on any sustainability / CSR seminar / conference.
8. Global Fellow Program | CXO, Director, VP, Business Heads |CASI Global New York | www.casiglobal.us | secretariat@casiglobal.us | June 2016 | Page 8 of 16
Regardless of your function & area of expertise; Sustainability & CSR is at the core of what you do.
A CASI credential helps you establish this.
A Regional Chapter is recognized by CASI as a virtual local constituent, with the objective to
develop a platform and facilitate professionals to come together, meet, learn, and interact
on the theme of sustainability and CSR. A local chapter enables this, by organizing events
and providing opportunities to its local community of professionals for Volunteering,
Networking, and Building Knowledge.
The Regional
Chapter
A CASI Students Chapter is the grass root level representation and collaboration towards
promoting the cause of sustainability. Institutes / Colleges / Universities and Schools are
encouraged to form a chapter / council of students headed by a faculty to promote the
knowledge and cause of CSR & sustainability.
This gives corporates a chance to step on, display and further their commitment on CSR &
sustainability. Such Student chapters are also an opportunity for corporates to discuss
research on CSR / Sustainability with academicians.
The Student
Chapter
9. Global Fellow Program | CXO, Director, VP, Business Heads |CASI Global New York | www.casiglobal.us | secretariat@casiglobal.us | June 2016 | Page 9 of 16
The Global Fellow Thesis – A Three Pronged Approach
10. Global Fellow Program | CXO, Director, VP, Business Heads |CASI Global New York | www.casiglobal.us | secretariat@casiglobal.us | June 2016 | Page 10 of 16
Time Lines / Month 1 2/3 4/5 6 to 10 Month 11
Book
Review
Sustainability
Report Review
Lecture @
Management /
Engineering
Thesis writing
& Submission
Industry
Interviews
Writing White
Papers &
Articles
Honorary
Office Bearer
Position @
CASI New
York
Global Fellow
Credential
Awarded
11 Months process – Position your candidature as a subject matter expert
11. Global Fellow Program | CXO, Director, VP, Business Heads |CASI Global New York | www.casiglobal.us | secretariat@casiglobal.us | June 2016 | Page 11 of 16
Writing a Fellow Thesis
This is your plan of action for a specific segment of
the industry. This is your key to positioning your
candidature as a subject matter expert.
A Suggested Format
(Please note this is one of the ways, please discuss with your
guide for an optimum way to present your thesis.)
1. Unlike a Regular PhD thesis, the Fellow thesis
is forward looking and does not entail lengthy
research on industry history and formation.
2. The Fellow thesis is a document which is
presented to corporates where you are looking for an assignment.
a. Hence the idea is position your candidature as a thought
leader. The thesis is a plan of action based on industry opinion, your
opinion and interpretation of what the future beholds for the industry or
the function.
3. The Fellow Thesis also acts as a point of reference / origination for
corporates
a. Hence imperative that you start with a 30,000 feet vision &
then outline an execution plan. It is advised not to consider road blocks
while developing this plan; else you will not be able to achieve a
breakthrough. Road blocks are to be mentioned in the thesis but to be
cleared / worked upon while actually executing the POA created though
your thesis.
4. A step by step proposal for a corporate to strengthen product / sales / reputation/ brand is also accepted as a
thesis.
12. Global Fellow Program | CXO, Director, VP, Business Heads |CASI Global New York | www.casiglobal.us | secretariat@casiglobal.us | June 2016 | Page 12 of 16
Specializations in Fellow Credential (Partial List)
1 Operations
2 Supply Chain
3 Finance
4 Human Resources
5 Strategy
6 Marketing, PR & Branding
7 Corporate Communications
8 Engineering
9 Smart Cities
10 Waste Management
11 Energy
12 CSR
13 Sustainability
14 Manufacturing
15 Product Management
16 Innovation
17 Information Technology
18 Health Care
19 Infrastructure
20 Water Management
21 Packaging
22 Managing Foundations
13. Global Fellow Program | CXO, Director, VP, Business Heads |CASI Global New York | www.casiglobal.us | secretariat@casiglobal.us | June 2016 | Page 13 of 16
Meet the 2015 batch at CASI Global, New York: Indian Participants (partial list)
Sr. No Name Designation Company
1 John Managing Director Accenture
2 Ashok Shrivastava CEO Sona Alloys, (Fomento Mining Goa)
3 Keith Pinto General Manager Glaxo
4 Parmeshwaran General Manager ILFS
5 Dheeraj Jaggi Head OD & Learning Viocom TV 18
6 Naresh Taneja President IRB Infrastructure
7 Pushpalata General Manager VM Ware
8 Krishna Mishra Executive Director USA India Importers Association
9 Dr. Reji Thomas CEO & Director Techno Pilot
10 Ajay Pandey Chief (Global) OHS & Security Acacia Mining
11 Vetrival General Manager Glaxo
12 Shyam Senior Consultant Hewlett Packard
13 Ravindran DVP PR HDFC Bank
14 Neelesh Singh Head Risk (operational & Market) ANZ Grindlays Bank
15 Radharamanan Director DGPL
16 Narendra Wagh Senior Vice President Walchandnagar Industries
17 Ashok P State Head FINO
18 Prashant Deshpande Program Officer Water Foundation
19 Uma Senior Associate Tata Trust
20 Dr. Pankaj Roy Gupta Director Petroleum University
21 Sandeep Bhardwaj Dean Vivekananda Engineering College
22 Prof. Prabhu Dean SMI Business School
CASI NY Students include some of the smartest professionals from across industries & across job
functions: working on inculcating sustainability within their business & functional strategies
14. Global Fellow Program | CXO, Director, VP, Business Heads |CASI Global New York | www.casiglobal.us | secretariat@casiglobal.us | June 2016 | Page 14 of 16
The CASI Advantage
The Global certification body for CSR &
Sustainability
Presence across 50 countries
Globally colleges seek CASI affiliation to launch
sustainability programs
Degree from New York
Involvement as a honorary office bearer for every
Fellow participant ensures you build a great
network
The Mission at CASI Global
“Promote the Cause & Knowledge of CSR & Sustainability”
This is done through Regional chapters, Student chapters,
Corporate chapters, Certifications, Alliances and Research.
We also offer co-branded certifications.
Sustainability is here to stay.
The business world is undergoing a permanent change, and smart business leaders are inculcating sustainability into their business
model. In addition to environmental benefits, sustainability offers great financial, competitive & other business rewards that give
corporates a competitive edge in a global market.
“A business strategy inculcating a sustainability strategy is essential to help corporates meet one
or more business-oriented, environmental or ecological outcomes leading to creation of higher
shareholder value.”
The Time to Act is Now!
info@casiglobal.us | secretariat@casiglobal.us | casi.institute@gmail.com | www.casiglobal.us | www.csrandsustainability.com
15. Global Fellow Program | CXO, Director, VP, Business Heads |CASI Global New York | www.casiglobal.us | secretariat@casiglobal.us | June 2016 | Page 15 of 16
1 Acacia Mining 26 Edelweiss Tokio Life 51 InterBase Services Pvt Ltd 76 Sandvik Asia Private Limited
2 Accenture 27 Emaar MGF Ltd 52 IRB Infrastructure 77 Sanofi Aventis
3 Aditya Birla Group 28 Ericson 53 IRCON (GOI Undertaking) 78 Sharekhan
4 Alcatel Luicient 29 Ernst & Young 54 JSW 79 Simply Invest
5 Anil Industries 30 Essar 55 Kalaniketan Textiles 80 Snapdeal
6 Apollo Hospitals 31 Essel Infra & Utilities 56 KPMG 81 Social Entreprenuer
7 APRA Group 32 EXIM BANK 57 Landmark insurance 82 Sociedade de Fomento
8 Archidply Industries Ltd 33 FINO 58 MG Motors ltd 83 Sodexo
9 Associated Capsules 34 GAIL 59 Miranda Tools 84 SSI Production
10 Astarc Group 35 Gemini Group 60 Monad University 85 Sun Capital
11 AstraZeneca 36 General Motors 61 MSP 86 Tata Motors
12 Bank of America 37 Glaxo 62 Mumbai University 87 TATA Power
13 Bank of Baroda 38 Google 63 Oberoi Hotels 88 Tata Trust
14 Benetton 39 HCL 64 Petrolium University 89 Technosol, Caless payments pvt ltd
15 Biocon Ltd 40 HDFC Bank 65 PricewaterhouseCoopers India 90 TVS Motors
16 BSE 41 Hewlett Packard 66 PTC Infotech 91 USA - India Importers Council
17 CARE INDIA 42 IBM 67 Radius Developers 92 VASP Technology Consultants
18 Carl Zies 43 ICICI Bank 68 Ratnakar Bank 93 Vedanta Foundation
19 Computer Science Corporation 44 ICRISAT-Mali 69 RBI - Bank Note Paper Mill India Pvt Ltd 94 Versatile Card Technologies
20 Consulting 45 IDBI Bank 70 Reliance Industries Limited 95 Vio Com TV
21 Crisil 46 ILFS Engineering 71 Reliance Power 96 VM Ware
22 DCNS (Defence company France) 47 Indo American Society 72 RESINQ 97 Walchandnagar Industries
23 DMG India 48 Indus1Advantage, M&A Advisory 73 Rockwell Automation 98 Wipro Information Systems
24 Dow Chemicals 49 Indusind Bank 74 Rolta India Ltd. 99 Yash Technologies
25 Dr. Reddy,s Laboratories 50 Ingersol rand 75 Royal Orchid Hotel 100 Yoshika Engineer pvt. Ltd
CASI India Presence
Co-Branded Programs
CASI offers co-branded certifications with multiple education institutes & universities. Co-Branded programs include
specialization in Finance / Engineering / Design / Management / HRM / etc..
Corporate Outreach
CASI Global New York is present in India through Global Fellow Students and Regional Directors at the following
corporates (PARTIAL LIST)
16. Global Fellow Program | CXO, Director, VP, Business Heads |CASI Global New York | www.casiglobal.us | secretariat@casiglobal.us | June 2016 | Page 16 of 16
About CASI
The Mission at CASI is to promote the cause & knowledge of CSR & Sustainability. This is pursued through certifications,
regional chapters, student chapters, alliances and research. CASI Global is present across 50 countries and is generally
referred to as the ‘Global Certification body for CSR & Sustainability’
Co-Branded Certifications
We encourage education institutes to develop co-branded certifications in partnership with CASI New York
Corporate Nominations
CASI regional chapters are virtual extensions and are managed by Global Fellow passouts and nominees from corporates.
We encourage large corporates to nominate a member of your senior management as an ‘Honorary Regional Director’ on
our regional board.
Certifications for School / College students
CASI NY offers world class certifications for school / college students. Please reach the local country office for further
details.
Reach us
Please reach our local country office for a detailed discussion on how obtaining a Global Fellow Credential will help you
support your personal and career aspirations.