Training Slides of Competency gaps for Professional Development discussing the importance of Performance.
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Strategic Talent Management_Best Practice Principles and Processes.pdfCharles Cotter, PhD
Strategic Talent Management - Best Practice Principles and Processes, across the S-P-A-R-M-E-D talent management value chain, facilitated by Dr Charles Cotter
Strategic Talent Management_Best Practice Principles and Processes.pdfCharles Cotter, PhD
Strategic Talent Management - Best Practice Principles and Processes, across the S-P-A-R-M-E-D talent management value chain, facilitated by Dr Charles Cotter
Kirkpatrick's Four-Level Training Evaluation ModelMaram Barqawi
Donald Kirkpatrick, Professor Emeritus at the University of Wisconsin and past president of the American Society for Training and Development (ASTD), first published his Four-Level Training Evaluation Model in 1959, in the US Training and Development Journal.
The model was then updated in 1975, and again in 1994, when he published his best-known work, "Evaluating Training Programs."
It is a four level training evaluation model.
It helps trainers to measure the effectiveness of their training in an objective way.
Kirkpatrick’s model is a worldwide standard for evaluating the effectiveness of training.
Designing and Conducting Training Program
Trainer’s Role: Role of Trainers, Qualities of a good Trainers, Internal Trainer Vs External Training, Training of Trainees
Performance Coaching PowerPoint Presentation Slides are designed to showcase performance management process and practices. The performance planning PowerPoint complete deck displays creative and professional looking slides such as performance management program, core performance criteria, performance planning, guidelines, goal setting process types of goals and priorities, performance coaching, employees’ responsibilities, supervisors responsibilities, do’s and don’ts, performance feedback, multiple sources of feedback, feedback forms, performance review and development, performance assessment, ratings, improvement plan, supervisors comments, employee development program, performance management KPIs and dashboard etc. It has professionally designed templates with relevant visuals and subject driven content. Managers can use performance management PPT visuals to align company goals with goals of employees and teams in order to improve the efficiency, productivity, and profitability. Download performance measurement presentation layout to create transparency in the achievement of company goals.
Competency based employee development genzee solutions workshopAwais e Siraj
Competency Based Employee Development Genzee Solutions Pictures of Workshop on Feb 7, 2013 at Islamabad Club, Islamabad. Participants from Riphah, Roots School
Kirkpatrick's Four-Level Training Evaluation ModelMaram Barqawi
Donald Kirkpatrick, Professor Emeritus at the University of Wisconsin and past president of the American Society for Training and Development (ASTD), first published his Four-Level Training Evaluation Model in 1959, in the US Training and Development Journal.
The model was then updated in 1975, and again in 1994, when he published his best-known work, "Evaluating Training Programs."
It is a four level training evaluation model.
It helps trainers to measure the effectiveness of their training in an objective way.
Kirkpatrick’s model is a worldwide standard for evaluating the effectiveness of training.
Designing and Conducting Training Program
Trainer’s Role: Role of Trainers, Qualities of a good Trainers, Internal Trainer Vs External Training, Training of Trainees
Performance Coaching PowerPoint Presentation Slides are designed to showcase performance management process and practices. The performance planning PowerPoint complete deck displays creative and professional looking slides such as performance management program, core performance criteria, performance planning, guidelines, goal setting process types of goals and priorities, performance coaching, employees’ responsibilities, supervisors responsibilities, do’s and don’ts, performance feedback, multiple sources of feedback, feedback forms, performance review and development, performance assessment, ratings, improvement plan, supervisors comments, employee development program, performance management KPIs and dashboard etc. It has professionally designed templates with relevant visuals and subject driven content. Managers can use performance management PPT visuals to align company goals with goals of employees and teams in order to improve the efficiency, productivity, and profitability. Download performance measurement presentation layout to create transparency in the achievement of company goals.
Competency based employee development genzee solutions workshopAwais e Siraj
Competency Based Employee Development Genzee Solutions Pictures of Workshop on Feb 7, 2013 at Islamabad Club, Islamabad. Participants from Riphah, Roots School
This presentation is about HR intervention in transforming people from one level to other.
Transform employees from technical expert to management consulting experts.
how to elevate employee competency level from level 1 to 5
thereby how to enhance employee engagement
As businesses strive to increase competiveness in the new world economy, management can’t afford to waste their budget on one-size-fits-all packages. Training that’s poorly suited to learners’ needs falls flat. Competency-based training, in contrast, leverages existing skills, provides custom training for learners on the job and comes far closer to alignment with corporate goals. In this article, learn how you can renovate your workforce with training that zeros in on employee roles, areas of expertise and functional competencies.
Most companies use or think about setting up a competency management system.
Bullshit.
Develop a new class of leaders, think KISSSS, be result oriented and use SaaS.
You will make your business managers happy, your employees happy, your HR team happy.
Develop a competency-based curriculum for a rotation or educational experience
Develop goals and objectives for the rotation or educational experience
Appreciate the importance of linking objectives with assessment methods
Training Slides of Competency Approach to Human Resource Management, discussing the importance of Human Resource Management.
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Training Slides of Reinventing Creative & Innovative Leadership discussing the importance of Leadership.
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General Management & Leadership Course ;Workplace Stress ;Attitudes &; Chan...Donald Donald
A well-comprehensive and Researched General Management and Leadership Skills Course coupled with Workplace Stress ,Attitudes ,Time and Change Management which was held in Windhoek ,Namibia at Protea Hotel Thuringerhof in Independence Avenue thus opposite Windhoek Central Police Head Office on the 18th -29th April 2016 by Sir David Mazanga ;Cell: (+264)-81 694 2888_(whatsApp & Viber );Email: coordinator@rimt.co.za
General management & leadership course ;workplace stress ;attitudes & c...David Mazanga
Its a summarised General Management and Leadership Skills as well as Workplace Stress ,Attitudes ,Time and Change Management full elaborated Presentation by Sir David Mazanga in Otjiwarongo ,Namibia on the 12th -23rd of October 2015. It is the course attended by various delegates from Ministry of Works and Transport Windhoek ,Namibia and Omusati Regional Council Staff Members for the duration of Two(2) Weeks at Regional Institute for Management Training(RIMT) -www.rimt.co.za
Adopting Education Strategy to Jump-Start Member EngagementEvent Garde LLC
Aaron delivered this presentation as part of The New World of Member Engagement Webinar Series sponsored by Young Association Professionals, Aggregage, Association Universe and Infinite Conferencing on Wednesday, Jan. 16, 2013.
Training Slides of Human Resource Management : The Importance of Effective Strategy and Planning, discussing the importance of Human Resource Management.
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Training Slides of Purpose of Contract CloseOuts - Overview Landscape.
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Training Slides of Public Meeting - Contract Close-Out - Ground Rules.
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Training Slides of NATIONAL AUDIT – FIDIC CONTRACTS: BASIS OF FAIR CONTRACT, discussing the importance of Contract.
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Training Slides of An Overview of the FIDIC FORMS OF CONTRACTand Contracts Committee Activities .
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Training Slides of OPTICAL INDUSTRY - Design Engineering Fabrication Testing, discussing the importance of Optics.
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Training Slides of Microsoft word 2010 - Technical Skills Training, discussing the importance of Microsoft Word.
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Training Slides of Microsoft® Office Word 2007 Skills & Compentencies Training .
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Training Slides of Competency Modeling v. Job Analysis discussing the importance of Job Analysis.
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Training Slides of Developing a University-Wide Integrated Employee Core Competency Framework.
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Training Slides of Organizational Change and Development, discussing the importance of Change.
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Training Slides of Competency-based Management for the DoD-wide Contracting Community, discussing the importance of Competency Management.
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Training Slides of COMPETENCY-BASED CURRICULUM DEVELOPMENT, discussing the importance of Coaching.
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Training Slides of The Counseling Interview - Principles & Practices, discussing the importance of Interview.
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Training Slides of Behavioral Interview - Selecting Quality Employees for a Quality Organization, discussing the importance of Interview.
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Training Slides of Effective Hiring Practices, discussing the importance of Hiring.
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Training Slides of Coaching and Industrial & Organisational Psychology Selecting Employees, discussing the importance of recruiting.
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Training Slides of Structuring the Interview - Hiring Skills, discussing the importance of Interview.
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Training Slides of Coaching and Counseling for Modern Project Management, discussing the importance of Project Management.
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More from Asia Master Training آسيا ماسترز للتدريب والتطوير (20)
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
4. A Competency is an underlying
characteristic of a person which enables
him /her to deliver superior performance
in a given job, role or a situation.
8. UNIDO (2002)-
A Competency is a set of skills, related
knowledge and attributes that allow
an individual to successfully perform a
task or an activity within a specific
function or job.
10. Set of
SKILLS
Relates to the
ability to do,
Physical
domain
Attribute
Relates to
qualitative
aspects
personal
Characteristics
or traits
KNOWLEDGE
Relates to information
Cognitive Domain
COMPETENCY
Outstanding
Performance of
tasks or activities
14. Key Behavior Indicators
• Independently researches for information and solutions to
issues
• Ability to know what needs to be done or find out
(research) and take steps to get it done
• Ask questions when not sure of what the problem is or to
gain more information.
• Able to identify the underlying or main problem.
• Shows willingness to experiment with new things.
• Develops a list of decision making guidelines to help arrive
at logical solutions.
24. Knowledge Transfer / Management
Strategies
•Job Aids
•Mentoring Programs
•Process Documentation
•Best Practice Meetings or Studies
•Communities of Practice
•Retirees on Retainer
•Job Shadowing
•Expert Systems
•Critical Incident Reviews
•Electronic Performance Support
System
•Storyboards
•Storytelling
•Double fills
•Document Repositories
•Job Rotation
•Knowledge Fairs
•Knowledge Maps
•Structured On the Job Training
25. Monitor, Evaluate and Revise
– Measure progress to access what’s working and
not working.
– Make adjustments to plan as needed and address
new workforce and organizational issues.
33. Mythbusters Activity
• Myth or Fact?
– People don’t want more responsibility.
• Myth!
– Employees don’t want more work if they already have too much
on their plate, but they want more opportunities to expand
their knowledge within their job.
• Solution
– Don’t overload employees with too much work and give
opportunities to expand their knowledge within their job.
34. Mythbusters Activity
• Myth or Fact?
– Loyalty is dead
• Myth!
– People are changing jobs and careers more often, but if employees
are getting the training to expand their career within the company,
then they will stay loyal to them.
• Solution
– Offering opportunities to expand within their job and career for the
company.
41. Close the Gap
– Determine what gaps exist between our current
and projected workforce needs.
– Develop and implement strategy to close the gap.
These strategies include knowledge transfer,
recruiting, training/ retaining, restructuring
organizations, leadership development, succession
planning, technology, enhancements, etc.
– Knowledge Transfer Concepts
44. Benchmark Competencies
A. Knowledge & Understanding
B. Applications to Practice
C. Management and Leadership
D. Interpersonal skills
E.Ethics & Principles
47. Management and Leadership
• Plan for effective project implementation
• Budget, Organise ,direct and control task people and
resources.
• Staff management and technical development
• Manage continuous quality improvements
61. Example Core Competency
“Collaborating & Partnership”
Definition: Effectively develop relationships and
collaborate with all stakeholders; value teamwork
and apply a variety of strategies to meet the
needs of a diverse constituency.
74. Types of Behavioral Competencies
Statewide Competencies
Core Competencies
(all employees)
Leadership Competencies
(people managers & other leaders)
Customer Service
Teamwork and Cooperation
Results Orientation
Accountability
Judgment and Decision Making
Talent Management
Transformers of Government
Additional Behavioral Competencies
Communication
Conflict Management
Creativity and Innovation
Cultural Awareness
Flexibility
Initiative
Negotiation and Influence
Professional Development
Project Management
Teaching Others
Team Leadership
84. Organizational Development: How
Effective Is It?
20
30
40
50
PercentageofStudiesShowingPositiveChanges
Individual
outcomes
(e.g., job
satisfaction)
Organizational
outcomes
(e.g., profit)
(23.55)
(48.70)
Organizational outcomes
more often benefited from
OD interventions than did
individual outcomes
(Source: Porras and Robertson, 1992.)