Update CMBP to address the investor who are looking for partnership to be Co-Owner of Intellectual Property Right
The sustainable growth will achieve while implement the CMBP on organization
Certified managing business professional, international standard practiceSetiono Winardi
Currently, the strategy used to manage the business by the company, has not given the success, which is caused by a standard process for developing organizational capabilities differ.
CMBP will resolve all the problems faced, and meet the demands of the organization in achieving sustainable business growth, through standardization thinking philosophy by touching the underlying problems, and develop the ability to achieve growth in a sustainable manner.
The DLP is designed to equip participants with the know-how and the strategic tools to enable them to effectively drive departmental performance. This includes examining a balanced approach to leading and directing automotive retail operations in a way that accommodates the three dimensional requirement of achieving optimum market penetration, providing exceptional levels of service and generating superior returns for the business.
This document provides information about Hi Fliers Academic Institute, a leading management training and educational consultancy organization in the United Arab Emirates. It details the institute's core values of professionalism, commitment and integrity, respect, performance, and excellence. The document also outlines Hi Fliers' vision, mission, and advantages such as well-structured industry programs. It describes Hi Fliers' exclusive tie up with the American Purchasing Society to provide certification programs in areas like procurement and supply chain management.
Career Graph Manpower Consultancy Franchise Offering RagersvilleIndia
Career Graph is seeking franchise partners to expand its recruitment, training, and competency testing businesses. It has been in operation since 2009 offering customized recruitment solutions. The franchise opportunity allows partners to focus on business development while leveraging Career Graph's centralized systems and expertise. Franchisees would be responsible for business development activities like identifying client needs and negotiating deals. Career Graph handles back office operations like candidate screening and delivering online tests and training programs. The investment amount is 80,000 INR with average monthly profits projected at 100,000 INR depending on performance. Franchisees earn a percentage of revenues and profits varying based on the type of business and revenue amounts. Career Graph provides start-up support, training, and ongoing assistance to franchisees
This document proposes a franchise opportunity for a vocational training program called i360. Some key points:
- i360 is owned by Unicon, a large financial services company, and offers a variety of training programs across sectors like management, finance, English, retail, and more.
- The franchise opportunity allows entrepreneurs to open their own i360 training centers, with support from the parent company in areas like curriculum, marketing, and operations.
- Initial investment for a franchise center is estimated between 3-7 lakhs Indian rupees. Franchisees are expected to manage operations and can expect over 150% return on investment annually.
- The document outlines the roles of the franchisor
Professional certification is a common practice in all types of industries worldwide. It signifies an individual’s knowledge and expertise to employers, peers and clients. It also helps in defining and maintaining industry standards.
This guide offers a high-level information about HR Certifications available in the market. It is intended to help HR professionals to find out about certifications in specific fields.
All the certifications mentioned in this guide require some sort of assessment to be obtained, hence, mere attendance of a training course is not enough to get certified.
This document provides information about a training organization called i360 that offers vocational training programs through a franchise model. It discusses i360's parent company, which has over 900 branches across India. i360 offers over 250 training programs in various fields like spoken English, financial courses, retail management, and IELTS preparation. It is looking for franchise partners to open training centers and has outlined the roles and responsibilities of the franchisor and franchisee. The document discusses the business model, expected costs, and the benefits of partnering with i360 such as internationally recognized curriculum, placement assistance, and marketing support from i360.
Certified managing business professional, international standard practiceSetiono Winardi
Currently, the strategy used to manage the business by the company, has not given the success, which is caused by a standard process for developing organizational capabilities differ.
CMBP will resolve all the problems faced, and meet the demands of the organization in achieving sustainable business growth, through standardization thinking philosophy by touching the underlying problems, and develop the ability to achieve growth in a sustainable manner.
The DLP is designed to equip participants with the know-how and the strategic tools to enable them to effectively drive departmental performance. This includes examining a balanced approach to leading and directing automotive retail operations in a way that accommodates the three dimensional requirement of achieving optimum market penetration, providing exceptional levels of service and generating superior returns for the business.
This document provides information about Hi Fliers Academic Institute, a leading management training and educational consultancy organization in the United Arab Emirates. It details the institute's core values of professionalism, commitment and integrity, respect, performance, and excellence. The document also outlines Hi Fliers' vision, mission, and advantages such as well-structured industry programs. It describes Hi Fliers' exclusive tie up with the American Purchasing Society to provide certification programs in areas like procurement and supply chain management.
Career Graph Manpower Consultancy Franchise Offering RagersvilleIndia
Career Graph is seeking franchise partners to expand its recruitment, training, and competency testing businesses. It has been in operation since 2009 offering customized recruitment solutions. The franchise opportunity allows partners to focus on business development while leveraging Career Graph's centralized systems and expertise. Franchisees would be responsible for business development activities like identifying client needs and negotiating deals. Career Graph handles back office operations like candidate screening and delivering online tests and training programs. The investment amount is 80,000 INR with average monthly profits projected at 100,000 INR depending on performance. Franchisees earn a percentage of revenues and profits varying based on the type of business and revenue amounts. Career Graph provides start-up support, training, and ongoing assistance to franchisees
This document proposes a franchise opportunity for a vocational training program called i360. Some key points:
- i360 is owned by Unicon, a large financial services company, and offers a variety of training programs across sectors like management, finance, English, retail, and more.
- The franchise opportunity allows entrepreneurs to open their own i360 training centers, with support from the parent company in areas like curriculum, marketing, and operations.
- Initial investment for a franchise center is estimated between 3-7 lakhs Indian rupees. Franchisees are expected to manage operations and can expect over 150% return on investment annually.
- The document outlines the roles of the franchisor
Professional certification is a common practice in all types of industries worldwide. It signifies an individual’s knowledge and expertise to employers, peers and clients. It also helps in defining and maintaining industry standards.
This guide offers a high-level information about HR Certifications available in the market. It is intended to help HR professionals to find out about certifications in specific fields.
All the certifications mentioned in this guide require some sort of assessment to be obtained, hence, mere attendance of a training course is not enough to get certified.
This document provides information about a training organization called i360 that offers vocational training programs through a franchise model. It discusses i360's parent company, which has over 900 branches across India. i360 offers over 250 training programs in various fields like spoken English, financial courses, retail management, and IELTS preparation. It is looking for franchise partners to open training centers and has outlined the roles and responsibilities of the franchisor and franchisee. The document discusses the business model, expected costs, and the benefits of partnering with i360 such as internationally recognized curriculum, placement assistance, and marketing support from i360.
GCT is a consulting and training company founded in 1999 in Ramallah, Palestine that provides services to private and government clients. It aims to provide high quality services at reasonable prices. The company consists of two centers - a consulting center that offers services like studies, systems/procedures development, and a training center that provides programs in areas like administration, marketing, accounting, and local government. GCT strives to tailor its training courses to client needs and offer both open enrollment and customized contractual training programs.
Huntswood - experts in people learning and development: financial sector cred...Huntswood
Huntswood is a UK-based learning and development company formed in 1996. It has over 500 trainers and focuses on providing services to financial companies. Huntswood offers customized learning solutions including online/mobile courses, workshops, and coaching. It carefully selects and evaluates trainers, and uses various models to measure the impact and ROI of its programs. Clients praise Huntswood's flexible approach and ability to design solutions that fit their specific needs and culture.
The document discusses best practices for maximizing employee retention through total rewards programs during an acquisition. It presents a case study where a North American technology company acquired a Chinese company with 60 highly educated employees. To retain these valuable employees, the acquiring company designed a total rewards program that:
1) Aligned the Chinese company's hierarchical career structure and rewards with the acquiring company's flat structure and performance-based philosophy.
2) Introduced annual and long-term incentive programs to further align with the acquiring company's strategy and culture of pay-for-performance.
3) Communicated the new total rewards program and individual offers to employees through presentations that emphasized joining a successful global company with opportunities for growth.
This document discusses key factors for L&D managers to consider when justifying investments in L&D programs and service providers. It identifies five critical components for L&D managers to have detailed plans for: objectives from the L&D plan, training delivery methods, capability mapping, scale of training, and accountability. It also provides questions for L&D managers to assess potential L&D service providers on criteria like professional track record, delivery channels, cost efficiency and flexibility, credibility, and consultative assistance. Mobile and cloud-based technologies are expected to be increasingly used for training in 2013 to allow faster, smarter, and more agile training.
This document discusses steps for small and medium enterprises to establish apprenticeship programs. It covers workforce planning, including analyzing current and future staffing needs and skills gaps. It also addresses attracting apprentices through developing an employer brand that emphasizes benefits like on-the-job training and wages. The document provides a case study of an apprenticeship recruitment campaign in Ireland and outlines key aspects of developing apprentices, such as assigning supervisors and providing training.
#FIRMDay 15th nov 2013 simon hallett, lloyds banking group building in-hous...Emma Mirrington
Simon Hallett discussed building in-house search capabilities at two large financial institutions, State Street and Lloyds Banking Group. At State Street, he set up an internal search function that focused on external candidates and delivered over 25 direct placements in the first year, saving over £1 million in search fees. At Lloyds Banking Group, he developed internal search processes to focus on internal talent, increasing internal executive placements from 40% to over 70%. This deepened talent pipelines, increased high potential moves, and reduced cancelled search fees.
- The document is a resume for GEO P. P that outlines his 14 years of experience in teaching, training, and quality improvement projects.
- He has held roles such as department head, senior manager, and manager where he led projects in industries like insurance, healthcare, and life insurance to improve processes, increase revenues, and reduce costs.
- His skills include leadership, communication, analytics, teaching, and a thorough understanding of quality improvement methodologies like Six Sigma and Lean.
- He has numerous certifications in areas like Lean Six Sigma, project management, and business processes and has successfully led over 90 projects.
Companies are increasingly offering in-house training programs tailored specifically to their business and roles to develop skills with an immediate impact. However, individuals also value more general qualifications from recognized institutions that are transferable between jobs. The ideal approach may be to pursue both in-house training for practical skills and external qualifications for career mobility and demonstrating broad competencies. Formal education and intense company training are both important to develop procurement professionals who can drive real change within an organization.
Korn Ferry provides executive recruitment and talent management solutions. It has expanded beyond recruitment to address the entire talent lifecycle, using both an "Art" approach based on decades of experience and a "Science" approach using research and validated tools. This combination allows them to identify the right candidates and help clients successfully manage their human capital to drive business results.
Module 2 - The Nuts and Bolts of Apprenticeshipscaniceconsulting
This document provides information about apprenticeships and partnering for apprenticeship delivery. It discusses the benefits for small-to-medium enterprises (SMEs) of partnering with training organizations or consortiums of SMEs to deliver apprenticeships. Partnering can offer benefits to both SMEs and training organizations by sharing resources, expertise, and access to funding and apprentice candidates. The document also provides a case study of an IT apprenticeship partnership in Ireland between an education and training board, a training provider, and tech companies that matches local apprentice training to industry skill needs.
Module 2 - The Nuts and Bolts of Apprenticeships caniceconsulting
This document provides information about apprenticeships, including how small and medium enterprises (SMEs) can get started with apprenticeship programs. It discusses workforce planning, partnering with training organizations, attracting and developing apprentices, and retaining apprentices. Key steps for SMEs include conducting workforce planning to identify skills gaps, partnering with a training provider, assigning an apprentice supervisor, and providing performance development opportunities to retain apprentices. Partnering allows SMEs and training organizations to benefit from existing curriculum, grants, talent pools, and industry expertise.
EIM is an international executive search and interim management firm looking for senior professionals to join as Client Partners. Ideal candidates have 20+ years of experience, including consulting, managerial experience, and an international background. Client Partners are responsible for developing client relationships, designing and implementing change programs, and supervising interim assignments. Applicants will be evaluated on their background, motivation to commit to EIM's long-term growth, professional profile demonstrating entrepreneurship and client/team orientation, and competencies in business development, management assessment, change management, and industry knowledge. The recruitment process deadline is May 13, 2016, with preliminary interviews by June 17, 2016 and potential job offers following.
Global Achievers is a consulting firm founded by IIM and BITS alumni that provides IT services and focuses on education through its School Achievers vertical, which establishes coaching institutes for K-12 and college students with the goal of providing high quality education through qualified faculty. The document outlines the company's operations, services, and the author's experience assisting in market research, business development, and starting the School Achievers vertical in Gurgaon.
Executive search and talent management how to deal with changing organization...Robert Jacquet, PMP
The document discusses how classical linear executive search models are breaking down due to changing organizational needs. It proposes taking a project management approach to talent management using an iterative process. This involves engaging with an organization's culture, understanding their talent strategy, and aligning talent solutions like leadership development, training, and succession planning with the organization's strategic plan in an iterative process managed similarly to a project with scope, timeline, budget, and risks.
This document presents a mid-term evaluation report for a student's SIP project analyzing the financial services of Opulence Business Solutions. It includes sections on the company's vision, mission, organizational structure, spectrum of services, case studies, distribution networks, promotional activities, human resources, SWOT analysis, and profiles of key individuals. The company aims to provide total customer satisfaction and successful wealth creation through adherence to compliance. It utilizes a partner network and diversified services across sectors. Strengths include an established PE fund and experienced management, while threats include competition for deals.
This document provides an overview of RGF, a global recruiting and information services company. Some key points:
- RGF operates in 11 countries across Asia and has 46 offices and 700 specialist consultants.
- It is the 4th largest recruiting firm globally with over $11.5 billion in annual revenue.
- RGF has over 50 years of experience in Asia and has made over 15,000 placements.
- The document introduces RGF's executive search solutions and specialist industry and functional expertise. It also outlines their client-focused approach to recruitment and executive search process.
The Corporate Training Company | Corporate training solutions for industry needs. Major industries covered Automotive, Banking, Pharmaceuticals, Healthcare, Retail, Finance, Insurance, IT, ITES.
The document describes a consortium of engineers, architects, assessors and management consultants that offers holistic design solutions. It is promoted by two charitable trusts and provides services related to business efficiency optimization, quality of life research, business process engineering, sustainability assurance, and more. The services are aimed at helping organizations, people and businesses improve processes, capture value, and eliminate inefficiencies. Contact details are provided at the end.
HRD An Initiative is an executive search and management consulting firm operating since 1988 with branches in major Indian cities. It consists of two groups - a personnel selection consulting group and an HR consulting and placement network. It offers executive recruitment, management training, and B2P consulting. HRD specializes in recruiting executives, managers, and senior leaders for clients across various industries. It uses different search methods like database selection, retained search, contingency search, and project recruitment. It also provides management training programs on various soft skills and industry topics. HRD aims to be a leader in its market through professionalism and quality of services.
The survival strategies and sustainable economy when retirement arrivesSetiono Winardi
Retirement from a job in the company (organization) for most people is a very scary time and haunt him while still employed and before the termination of the employment relationship will be based on the Labor Law.
Future retirement, workers will experience a sharp decline in revenue while the need to meet the growing economy, and even exceed the income derived from salary (salary) while still working, due to culture, as a grandfather / grandmother to granddaughter, helping the economy kids , in which case they are still not ready to finance their own, in a very tight competition.
Dokumen ini memberikan panduan untuk menjadi pemimpin tim yang efektif dengan cara membangun obyektifitas tim, mendapatkan anggota tim yang tepat, menunjukkan komitmen, bertindak sebagai pengajar bagi tim, dan membuat keputusan yang tepat. Langkah-langkah kunci meliputi menetapkan tujuan yang terukur, merekrut anggota berdasarkan keahlian, memberikan umpan balik, meningkatkan keterampilan anggota, s
GCT is a consulting and training company founded in 1999 in Ramallah, Palestine that provides services to private and government clients. It aims to provide high quality services at reasonable prices. The company consists of two centers - a consulting center that offers services like studies, systems/procedures development, and a training center that provides programs in areas like administration, marketing, accounting, and local government. GCT strives to tailor its training courses to client needs and offer both open enrollment and customized contractual training programs.
Huntswood - experts in people learning and development: financial sector cred...Huntswood
Huntswood is a UK-based learning and development company formed in 1996. It has over 500 trainers and focuses on providing services to financial companies. Huntswood offers customized learning solutions including online/mobile courses, workshops, and coaching. It carefully selects and evaluates trainers, and uses various models to measure the impact and ROI of its programs. Clients praise Huntswood's flexible approach and ability to design solutions that fit their specific needs and culture.
The document discusses best practices for maximizing employee retention through total rewards programs during an acquisition. It presents a case study where a North American technology company acquired a Chinese company with 60 highly educated employees. To retain these valuable employees, the acquiring company designed a total rewards program that:
1) Aligned the Chinese company's hierarchical career structure and rewards with the acquiring company's flat structure and performance-based philosophy.
2) Introduced annual and long-term incentive programs to further align with the acquiring company's strategy and culture of pay-for-performance.
3) Communicated the new total rewards program and individual offers to employees through presentations that emphasized joining a successful global company with opportunities for growth.
This document discusses key factors for L&D managers to consider when justifying investments in L&D programs and service providers. It identifies five critical components for L&D managers to have detailed plans for: objectives from the L&D plan, training delivery methods, capability mapping, scale of training, and accountability. It also provides questions for L&D managers to assess potential L&D service providers on criteria like professional track record, delivery channels, cost efficiency and flexibility, credibility, and consultative assistance. Mobile and cloud-based technologies are expected to be increasingly used for training in 2013 to allow faster, smarter, and more agile training.
This document discusses steps for small and medium enterprises to establish apprenticeship programs. It covers workforce planning, including analyzing current and future staffing needs and skills gaps. It also addresses attracting apprentices through developing an employer brand that emphasizes benefits like on-the-job training and wages. The document provides a case study of an apprenticeship recruitment campaign in Ireland and outlines key aspects of developing apprentices, such as assigning supervisors and providing training.
#FIRMDay 15th nov 2013 simon hallett, lloyds banking group building in-hous...Emma Mirrington
Simon Hallett discussed building in-house search capabilities at two large financial institutions, State Street and Lloyds Banking Group. At State Street, he set up an internal search function that focused on external candidates and delivered over 25 direct placements in the first year, saving over £1 million in search fees. At Lloyds Banking Group, he developed internal search processes to focus on internal talent, increasing internal executive placements from 40% to over 70%. This deepened talent pipelines, increased high potential moves, and reduced cancelled search fees.
- The document is a resume for GEO P. P that outlines his 14 years of experience in teaching, training, and quality improvement projects.
- He has held roles such as department head, senior manager, and manager where he led projects in industries like insurance, healthcare, and life insurance to improve processes, increase revenues, and reduce costs.
- His skills include leadership, communication, analytics, teaching, and a thorough understanding of quality improvement methodologies like Six Sigma and Lean.
- He has numerous certifications in areas like Lean Six Sigma, project management, and business processes and has successfully led over 90 projects.
Companies are increasingly offering in-house training programs tailored specifically to their business and roles to develop skills with an immediate impact. However, individuals also value more general qualifications from recognized institutions that are transferable between jobs. The ideal approach may be to pursue both in-house training for practical skills and external qualifications for career mobility and demonstrating broad competencies. Formal education and intense company training are both important to develop procurement professionals who can drive real change within an organization.
Korn Ferry provides executive recruitment and talent management solutions. It has expanded beyond recruitment to address the entire talent lifecycle, using both an "Art" approach based on decades of experience and a "Science" approach using research and validated tools. This combination allows them to identify the right candidates and help clients successfully manage their human capital to drive business results.
Module 2 - The Nuts and Bolts of Apprenticeshipscaniceconsulting
This document provides information about apprenticeships and partnering for apprenticeship delivery. It discusses the benefits for small-to-medium enterprises (SMEs) of partnering with training organizations or consortiums of SMEs to deliver apprenticeships. Partnering can offer benefits to both SMEs and training organizations by sharing resources, expertise, and access to funding and apprentice candidates. The document also provides a case study of an IT apprenticeship partnership in Ireland between an education and training board, a training provider, and tech companies that matches local apprentice training to industry skill needs.
Module 2 - The Nuts and Bolts of Apprenticeships caniceconsulting
This document provides information about apprenticeships, including how small and medium enterprises (SMEs) can get started with apprenticeship programs. It discusses workforce planning, partnering with training organizations, attracting and developing apprentices, and retaining apprentices. Key steps for SMEs include conducting workforce planning to identify skills gaps, partnering with a training provider, assigning an apprentice supervisor, and providing performance development opportunities to retain apprentices. Partnering allows SMEs and training organizations to benefit from existing curriculum, grants, talent pools, and industry expertise.
EIM is an international executive search and interim management firm looking for senior professionals to join as Client Partners. Ideal candidates have 20+ years of experience, including consulting, managerial experience, and an international background. Client Partners are responsible for developing client relationships, designing and implementing change programs, and supervising interim assignments. Applicants will be evaluated on their background, motivation to commit to EIM's long-term growth, professional profile demonstrating entrepreneurship and client/team orientation, and competencies in business development, management assessment, change management, and industry knowledge. The recruitment process deadline is May 13, 2016, with preliminary interviews by June 17, 2016 and potential job offers following.
Global Achievers is a consulting firm founded by IIM and BITS alumni that provides IT services and focuses on education through its School Achievers vertical, which establishes coaching institutes for K-12 and college students with the goal of providing high quality education through qualified faculty. The document outlines the company's operations, services, and the author's experience assisting in market research, business development, and starting the School Achievers vertical in Gurgaon.
Executive search and talent management how to deal with changing organization...Robert Jacquet, PMP
The document discusses how classical linear executive search models are breaking down due to changing organizational needs. It proposes taking a project management approach to talent management using an iterative process. This involves engaging with an organization's culture, understanding their talent strategy, and aligning talent solutions like leadership development, training, and succession planning with the organization's strategic plan in an iterative process managed similarly to a project with scope, timeline, budget, and risks.
This document presents a mid-term evaluation report for a student's SIP project analyzing the financial services of Opulence Business Solutions. It includes sections on the company's vision, mission, organizational structure, spectrum of services, case studies, distribution networks, promotional activities, human resources, SWOT analysis, and profiles of key individuals. The company aims to provide total customer satisfaction and successful wealth creation through adherence to compliance. It utilizes a partner network and diversified services across sectors. Strengths include an established PE fund and experienced management, while threats include competition for deals.
This document provides an overview of RGF, a global recruiting and information services company. Some key points:
- RGF operates in 11 countries across Asia and has 46 offices and 700 specialist consultants.
- It is the 4th largest recruiting firm globally with over $11.5 billion in annual revenue.
- RGF has over 50 years of experience in Asia and has made over 15,000 placements.
- The document introduces RGF's executive search solutions and specialist industry and functional expertise. It also outlines their client-focused approach to recruitment and executive search process.
The Corporate Training Company | Corporate training solutions for industry needs. Major industries covered Automotive, Banking, Pharmaceuticals, Healthcare, Retail, Finance, Insurance, IT, ITES.
The document describes a consortium of engineers, architects, assessors and management consultants that offers holistic design solutions. It is promoted by two charitable trusts and provides services related to business efficiency optimization, quality of life research, business process engineering, sustainability assurance, and more. The services are aimed at helping organizations, people and businesses improve processes, capture value, and eliminate inefficiencies. Contact details are provided at the end.
HRD An Initiative is an executive search and management consulting firm operating since 1988 with branches in major Indian cities. It consists of two groups - a personnel selection consulting group and an HR consulting and placement network. It offers executive recruitment, management training, and B2P consulting. HRD specializes in recruiting executives, managers, and senior leaders for clients across various industries. It uses different search methods like database selection, retained search, contingency search, and project recruitment. It also provides management training programs on various soft skills and industry topics. HRD aims to be a leader in its market through professionalism and quality of services.
The survival strategies and sustainable economy when retirement arrivesSetiono Winardi
Retirement from a job in the company (organization) for most people is a very scary time and haunt him while still employed and before the termination of the employment relationship will be based on the Labor Law.
Future retirement, workers will experience a sharp decline in revenue while the need to meet the growing economy, and even exceed the income derived from salary (salary) while still working, due to culture, as a grandfather / grandmother to granddaughter, helping the economy kids , in which case they are still not ready to finance their own, in a very tight competition.
Dokumen ini memberikan panduan untuk menjadi pemimpin tim yang efektif dengan cara membangun obyektifitas tim, mendapatkan anggota tim yang tepat, menunjukkan komitmen, bertindak sebagai pengajar bagi tim, dan membuat keputusan yang tepat. Langkah-langkah kunci meliputi menetapkan tujuan yang terukur, merekrut anggota berdasarkan keahlian, memberikan umpan balik, meningkatkan keterampilan anggota, s
1. The document discusses ISO 41000-2015, an international standard for facility management. It provides background information on facility management and outlines the benefits and objectives of ISO 41000-2015.
2. Key points include that ISO 41000-2015 provides a structured framework and guidelines for facility management processes. It aims to improve business performance and safety.
3. The standard covers strategic facility management, professionalizing the facility management profession, standards in the built environment, and its role in facilitating international trade.
Program ini bertujuan untuk memberikan pengenalan tentang strategi Manajemen Sumber Daya Manusia kepada peserta, termasuk perbedaan konsep antara Personnel Management dan Human Resources Management. Program selama 2 hari ini akan memberikan pemahaman teori melalui tutor, diskusi, studi kasus, dan simulasi untuk membantu peserta menerapkan strategi HRM secara efektif di tempat kerja.
Materi training corporate secretary 25-26 juli 2016Setiono Winardi
Dokumen tersebut membahas tentang pelatihan dan peranan corporate secretary perusahaan, mencakup agenda dan materi pelatihan selama 2 hari, definisi dan jenis corporate secretary perusahaan publik dan swasta, fungsi corporate secretary menurut peraturan, serta pihak-pihak terkait dalam pasar modal seperti Bapepam, penjamin emisi, konsultan hukum, dan lainnya.
Effective change management for leaders to achieve business competitive and s...Setiono Winardi
1. Dokumen tersebut membahas tentang pentingnya manajemen perubahan yang efektif bagi para pemimpin untuk dapat beradaptasi dengan perubahan lingkungan bisnis akibat perkembangan teknologi dan zaman.
2. Beberapa langkah yang disarankan adalah membangun pondasi pemahaman manajemen perubahan, membentuk model dan agen perubahan, serta membangun bangunan untuk menghadapi tantangan perubahan.
3. Manajemen perubahan yang efekt
Money Laundering in Indonesia was happen, because it is not the detection of financial transactions carried out by money launderers at the time of the financial transaction activity, by bank transfer is made between domestic banks with banks abroad, but law enforcement authorities do not have attention or not indicated as an act of money laundering.
Identifying does not act on money laundering, due to the base to make observations (charges) which generate suspicion or charges, in the act of money laundering is the reporting done by a particular party, but use the principle of presumption of innocence of the perpetrator, so the performance to take action and or prevention, is still very low.
Repression against the perpetrators of money laundering, has not been able to restore the entire amount of money that successfully put in money laundering, because it has the power of obstacles in the form of legal regulation, the strategy to overcome problems of money laundering and international cooperation are built.
This document provides information on a coaching and mentoring training program. The program aims to help participants develop skills for being effective coaches and mentors to support others' personal and professional goals. The training will include lectures on relevant theory, case study discussions, simulations of coaching assignments, and evaluations of coaching strategies. Participants will receive materials on the topics covered and engage in activities applying the concepts, such as developing coaching strategies and giving feedback. The program is designed to transform participants' skills over the course of the training through a structured process focusing on individual growth and adaptation.
Strategy business development for Property (Apartment/Condos) Business Enterp...Setiono Winardi
Key Drivers Business Development for Property (Apartment/Condo) Enterprise, divide into 4 points as follow: Department of Human Resources; Department of Sales & Marketing; Department of Finance; and Department of ITC (Information Technology and Communication)
ISO 31000-2009 provides principles and general guidelines for managing all types of risks an organization may encounter. It aims to help organizations increase the likelihood of achieving objectives, improve governance and transparency, and enhance health and safety. The guidelines can be applied to strategies, decisions, operations, and processes across an entire organization. ISO 31000-2009 is not intended to be prescriptive or used for certification purposes but rather provides a framework to design an effective risk management program.
Organization development on change managementSetiono Winardi
Program ini bertujuan untuk membantu perusahaan menghadapi perubahan zaman dan teknologi melalui pengembangan organisasi. Program selama 3 hari ini memberikan pemahaman tentang manajemen perubahan dan pengembangan organisasi melalui studi kasus, tugas, dan pendampingan selama 12 bulan. Tujuannya adalah membantu peserta mengimplementasikan strategi pengembangan organisasi untuk menyesuaikan diri dengan tantangan global.
Strategy prevention for combat money launderingSetiono Winardi
Dokumen tersebut membahas strategi pencegahan pencucian uang dengan melakukan identifikasi berbagai jenis transaksi, infrastruktur, dan lembaga keuangan yang digunakan untuk pencucian uang namun belum terdeteksi oleh undang-undang maupun penegak hukum. Dokumen ini juga menyarankan peningkatan kerjasama internasional dan pemberdayaan kerangka hukum untuk mencegah tindakan pencucian uang.
The document provides information about the Certified Manager Certification Program offered by the Institute of Certified Professional Managers (ICPM).
The 3-module program covers essential management skills like leadership, planning, organizing, and controlling. Upon completing the 6-week, 150-hour program and passing three exams, participants will earn the Certified Manager credential, recognized worldwide.
The ICPM, located at James Madison University, has been developing managers and leaders for 38 years. With over 11,000 certified worldwide, it is the largest management certification body in the US. Both managers and employers benefit from the skills and professionalism the certification provides.
Overview of the Certified Change Management Professional (CCMP) designationJeff Skipper
The Association of Change Management Professionals (ACMP) has begun development of a new certification for change management professionals. The Certified Change Management Professional™ (CCMP™) will be released in 2016 in response to rising demand for a global, experience-based designation in change management.
For more info: myccmp.org
Clinton Consulting is a full-service performance improvement company that designs customized business solutions to help organizations improve performance. They specialize in strategic planning, process improvement, training, and helping small and medium businesses develop government contracts. Clinton Consulting uses strategic planning, process development, project management, training, and performance excellence models to deliver customized solutions that address clients' needs.
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Certified managing business professional, international standard practice
1. Presented by
SETIONO WINARDI, SH.,MBA
Founder, Consultant, IP Holder and Managing Partner
http://om.linkedin.com/in/setionow
http://www.updi-int.com
WINARDI & PARTNERS
Worldwide Business and Legal Consultant
We provide the best solution and high quality level of International
Standard Practice to protect company interests on business engaged
2. Executive Summary
Standardization : Certified Managing Business Professional, International
Standard Practice (“CMBP”)
Classification : 12 types
Objective : Provide uniformity in conducting business of professional
management to achieve sustainable growth, based the
internationally standards practice applicable on all industries
ROI CMBP for : 2 (two) years
Companies
Value CMBP : Total Company Revenue and Investment for CMBP
CMBP Growth : 65% (sixty fife percent) of Current Revenue
3. Overview
Managing Certified Business Professional (CMBP)
International Standard Practice, a standardization program
of competence (ability) to manage and run the business in
achieving sustainable growth, like other international
standardization, "International Standard Organization
(“ISO”).
CMBP provide standardization of professional skills that
focus on the ability of soft skills in creating, managing and
running business operations in accordance with the vision,
mission and objectivity of the organization, so that the
organization can survive and be able to create sustainable
growth, although in managing and running a business will
meet similar companies or products sold to compete with
substitute products.
4. Businesses run by the organization (company), has 12 (twelve)
classification, which is run by people who called the Manager, and
is controlled by the Top Level Management, which is referred to as
the Director.
With the CMBP standardization, the Manager will be able to
control, manage, implement, and make a change (growth)
continuously, with due regard to the environment
CMBP provide some uniformity in professional skills, to master the
tasks and responsibilities through in-depth understanding, with a
strategy which is named as philosophy in the areas that became the
role and influence on business growth, as determined by the owner
of the company or shareholder.
5. Background
The number of certifications such as CHRP (Certified Human Resources
Professional), CBAP (Certified Business Administration), and others, in which the
entire certification has not yet become an international standard for the operation
of strategy that is owned only be implemented on a single field of industry, so
when will be implemented with the field of industry different, then the ability
(competence) held becomes irrelevant.
It is evident that the existing certification, still can not meet the expectations of
the owners of the company, which expects growth of sustainable businesses.
Although certification that exist today, is recognized by the international but in
fact, the certification is a symbol, sign, sign at a training session politicized by a
group of people to serve as a commodity, but when used as a reference formally, to
achieve sustainable growth experienced barriers, due to a lack of ability
(competence) owned by the individual as a holder of the certificate, for example;
In various forums of social media for professionals, such as linkedin, oilpro, and
others, the holder of the Certificate has not been able to provide solutions to the
problems faced, although for the problems that have criteria simplest, sometimes,
holders of Certificates are asking questions on issues very simple, in the occupied
areas
6. Currently, the strategy used to manage the business by
the company, has not given the success, which is caused
by a standard process for developing organizational
capabilities differ.
CMBP will resolve all the problems faced, and meet the
demands of the organization in achieving sustainable
business growth, through standardization thinking
philosophy by touching the underlying problems, and
develop the ability to achieve growth in a sustainable
manner.
7. Objective
Certified Managing Business Professional (CMBP) has objective as follows:
1. The development of an integrated and touch all functions within the
organization
2. The harmonious growth among all functions within the organization,
through standardization of competence that must be owned by all managers
in the organization.
3. Determine the amount of investment made by the company, when applying
CMBP in the organization
4. Specify the period of return of investment is calculated based on gross
revenue plus the investment program
5. Realizing a growth of 65% of gross revenue in the current condition, which
may be realized in the thirteen months since the implementation CMBP by
organization
6. The sustainability of growth by 65% by the end of next year achieved by the
organization.
7. Create business value be equal to 200% of current condition in the months
to thirty-six, since the implementation CMBP.
10. International Recognition Stages
Conferences for Technical Update,
Worldwide Assessor, Worldwide Coach
Assignment Representative for Class,
Launching CMBP, Introduction CMBP,
Market Penetration
Standard requirements, Evaluation &
Assessment, Revision, Management,
Standardization
Identification, Sharing Knowledge,
Formulation, Develop Technical Team,
and Organization Structure
Stages
11. Organization Structure that Issued CMBP
W & P, All
Participants
Division of
Class A
Division of
Class B
Division of
Class C
1. W&P Permanent Member
2. Participants, Temporary
Member
12. Certification Process Life Cycle “CMBP” For
Companies
Client
Propose
Evaluation by
CBMP Team
Aligning
Program
Classification
Achieve
Program
Improvement
Assess
Improvement
13. Life Cycle Certified Assessor/Coach of
CMBP
Candidates
Evaluation by
CMBP
Program
Development
Evaluation
for Candidate
Implement
on Client
14. Rule of Law the CMBP Organization
Article of
Association
Annual
General
Meeting
Conference Conference
Extra
Ordinary
Meeting
Conference
15. Certified Managing Business Professional
Certified Managing Business Professional consists of 12
Classification.
CMBP
Classification D Classification H
Classification L
Classification KClassification C
Classification B
Classification A
Classification G
Classification F
Classification E
Classification J
Classification I
16. Classification
Class A - to be name
Class B - to be name
Class C - to be name
Class D - to be name
Class E - to be name
Class F - to be name
Class G - to be name
Class H - to be name
Class I - to be name
Class J - to be name
Class K - to be name
Class L - to be name
17.
18. Classification A
1. Leadership Skills (Director, Manager, Supervisor,
Black Belt, Green Belt, Yellow Belt )
2. Communication Skills
3. Vision, Mission, Objective Organization
4. Organization & Diversity Culture and Maturity
19. Classification B
1. Job Description & Job Analysis
2. Tasks & Duties
3. Scope of Works
4. Organization Structure
5. Number of Employees
20.
21. Assessor & Coach of CMBP
1. Assessor will be required 12 Classification
2. Coach will be required 12 Classification
22. Companies will need CMBP
Worldwide Clients will need CMBP who conduct on:
Banking, Insurance, Financing, Investment Management,
Mining and Exploration (Oil, Coal, Gold, Steel),
Manufacturing, Government Institutions (Ministries,
Bureau, Body), Government Enterprises, International NGO,
Aviation, Shipping (Oil and Cargo Shipment), Logistics,
Warehouse, Automotive, Broadcast, Telecommunication,
ITC, Satellite Provider, ISP, Consumer Goods, Retails,
Distribution, Baby Product, Health Product, Home
Appliance, Pharmacy, Hospital, Tourism (Hospitality),
Plantation, Surveyor, Publishing, University, Agency,
Brokerage, Security Administration Bureau, Management
Building, Property Industry, Construction, Mechanical
Electrical, and Stock Exchange.
23. Business Offers
Offering Share Ownership of Intellectual Property
Rights, as follows:
1. Winardi & Partner will hold 40%
2. Investor will hold 60%
24. Revenue CMBP
1. Assignment Representative
2. Issued Certificate to Companies for 12 Classifications
3. Coach Certified for 12 Classifications
4. Assessor Certified for 12 Classifications
5. Renewal Certification for 12 Classifications
25. CMBP Representative will be established
on the countries
1. Europe, preferred UK London
2. USA, preferred Boston Massachusetts
3. West Africa, preferred Ghana
4. South Africa, preferred Cape Town
5. India, preferred New Delhi
6. Malaysia, preferred Kuala Lumpur
7. Australia, preferred Canberra
8. Indonesia (Headquarter), Jakarta
9. Singapore
10. Thailand, preferred Bangkok
11. Vietnam, preferred Ho Chi Minh
12. Filipina, preferred Manila
26. Revenue Planning CMBP as Int’l
Standardization
No Sales Number Price Total
1 Representativie 12.00 1,000,000.00 12,000,000.00
2 Developmentfor 12 Class 12,000.00 3,500.00 42,000,000.00
3 DevelopmentCoach 12,000.00 4,500.00 54,000,000.00
4 DevelopAssessor 12,000.00 5,500.00 66,000,000.00
5 RenewalCertification 12,000.00 2,000.00 24,000,000.00
-
Revenuefor 3 year 198,000,000.00
Averagepa 66,000,000.00
27. Financial Planning
No Description Number Cost Total Annual
A Man Power
1 Board 13.00 10,000.00 130,000.00 1,820,000.00
2 Board Secretary 12.00 3,500.00 42,000.00 588,000.00
3 Representative Board 5.00 8,500.00 42,500.00 595,000.00
4 Division Head 12.00 6,000.00 72,000.00 1,008,000.00
5 Division Secretary 6.00 3,500.00 21,000.00 294,000.00
6 Staff Division 24.00 4,500.00 108,000.00 1,512,000.00
7 Permanent Assessor 36.00 5,000.00 180,000.00 2,520,000.00
8 Permanent Coach 36.00 5,000.00 180,000.00 2,520,000.00
144.00
- -
B Operational Expenses - -
1 Office Building 2,160.00 350.00 756,000.00 9,072,000.00
2 Telephone, Fax, Internet 72.00 500.00 36,000.00 432,000.00
3 Administration 72.00 450.00 32,400.00 388,800.00
- -
- -
C R & D - -
1 Conference 36.00 7,000.00 252,000.00 3,024,000.00
2 Event Organizer 36.00 15,000.00 540,000.00 6,480,000.00
3 Conference Hotel 36.00 7,000.00 252,000.00 3,024,000.00
4 Reporting 36.00 5,000.00 180,000.00 2,160,000.00
-
35,437,800.00Total
28. Sharing Royalty
No Description Number Value Amount Total
1 Revenue 66,000,000.00
2 Cost 35,437,900.00
3 Royalti 30,562,100.00
4 Taxes 7,640,525.00
5 NetRoyalti 22,921,575.00
6 SharingRoyalti
1.Investor 1 60% 22,921,575.00 13,752,945.00
2.HolderIP 1 40% 22,921,575.00 9,168,630.00
29. Business Partnership
The Holder of Intellectual Property Rights is looking for
Investor on implement the process of Launching CMBP
30. Business Offers
Do you want to be our partner? Please do not hesitate to
contact Author and holder of Intellectual Property
Rights :
Setiono Winardi, SH.,MBA
E. winardi@updi-int.com
M. +62-813-1542-1509
Wa.+62-857-8119-9094