This slide was prepared for an HDR Supervision update @ Sociology at Macquarie University. This overview has two parts:
1. Proposed changes to the HDR Supervision Enhancement
Program (2017)
2. Awareness raising about the Supervisor's Toolkit (2016)
2014 Explore High Potential Program Survey Results v2Cassandra Wilson
This document summarizes the results of a survey of participants in the 2014 Explore High Potential Program. The program consisted of monthly sessions over 7 months covering topics like leadership, personal branding, and business acumen. Participants reported high levels of satisfaction with the program materials, facilitators, and overall experience. Most felt it helped develop skills applicable to their current and future careers. The majority would recommend the program to other leaders. Facts provided show an Explore learning project identified a $64 million opportunity, and 33% of participants received promotions, with 12% moving into leadership roles.
This document provides an overview of validation processes at a university. It discusses developing new programs, including allowing 2 years for undergraduate and 18 months for postgraduate development. New programs go through a validation process that includes documentation submission, an impartial panel event, and conditions being set and met before final approval. The validation process ensures quality assurance and compliance as well as strategic alignment of new programs with the university's strategy and standards.
QUEST is an employee-led team at PCAPP that aims to achieve excellence in quality, safety, environmental and toxic area entry standards. The goals of QUEST are to achieve zero injuries, increase employee involvement, obtain representation from all departments, educate employees, conduct observations related to quality, safety and the environment, implement a recognition program, encourage a culture prioritizing these absolutes, and support conduct of operations programs. Current QUEST programs include the Voluntary Protection Program, Safety Behavior Observation Team, Hazard School Board, and a rewards and recognition initiative. The Voluntary Protection Program obtained star status during construction and aims to do so again for systemization and operations.
This document summarizes the agrobiodiversity retreats held by CIAT from 2010-2014. It discusses the challenges of feeding 9 billion people in the context of climate change. CIAT's core values are impact orientation, scientific integrity, and innovation. CIAT's research focuses on cassava, beans, rice, and Brachiaria grass to improve food security, nutrition, health, and sustainability. Key priorities are simplifying operations, scaling up successful products, and innovating. The 2014 retreat focused on adding value, capturing value through partnerships, and scaling up through defined product pipelines and regional targets. Addressing issues like individual work plans, metrics, data management and communications were identified as needs.
Sunil Patel completed an Agile Project Management Essentials course on January 4, 2016, achieving scores above 80% on all tests and tasks. His highest test scores were 92% for the course test and 100% for several lessons, showing mastery of agile approaches, principles, and methodologies. The status report provides details on his performance and completion of each lesson and task in the course.
This presentation provides an overview of one way of thinking about evidence, with examples. It was developed to assist academics seeking to earn credit as a way of achieving the annual supervision enhancement update at MQ.
This document provides an introduction to Higher Degree Research (HDR) programs at Macquarie University. It defines HDR as the highest academic qualification involving systematic and critical understanding of a field through specialized research skills. The goals of HDR degrees like Doctorates and Research Masters are outlined according to the Australian Qualifications Framework. Key administration roles and committees related to HDR are listed, along with the responsibilities of the Dean HDR. Guidance on the supervision process and support available to HDR students is also provided.
This document summarizes a workshop about proposed changes to Macquarie University's HDR Supervision Enhancement Program in 2017 and improving HDR supervision through action planning. Key points include:
1. Registration for the 2017 workshop will be through the HRIS system and training will be included in HROnline.
2. The initial supervision program will be redesigned to be problem-based and two new modules on orientation for adjunct supervisors and cultural competence will be developed.
3. An action planning toolkit for supervisors includes early warning signs of issues and a discussion paper on complaints about post-graduate supervision. Action planning helps MRes and PhD candidates.
2014 Explore High Potential Program Survey Results v2Cassandra Wilson
This document summarizes the results of a survey of participants in the 2014 Explore High Potential Program. The program consisted of monthly sessions over 7 months covering topics like leadership, personal branding, and business acumen. Participants reported high levels of satisfaction with the program materials, facilitators, and overall experience. Most felt it helped develop skills applicable to their current and future careers. The majority would recommend the program to other leaders. Facts provided show an Explore learning project identified a $64 million opportunity, and 33% of participants received promotions, with 12% moving into leadership roles.
This document provides an overview of validation processes at a university. It discusses developing new programs, including allowing 2 years for undergraduate and 18 months for postgraduate development. New programs go through a validation process that includes documentation submission, an impartial panel event, and conditions being set and met before final approval. The validation process ensures quality assurance and compliance as well as strategic alignment of new programs with the university's strategy and standards.
QUEST is an employee-led team at PCAPP that aims to achieve excellence in quality, safety, environmental and toxic area entry standards. The goals of QUEST are to achieve zero injuries, increase employee involvement, obtain representation from all departments, educate employees, conduct observations related to quality, safety and the environment, implement a recognition program, encourage a culture prioritizing these absolutes, and support conduct of operations programs. Current QUEST programs include the Voluntary Protection Program, Safety Behavior Observation Team, Hazard School Board, and a rewards and recognition initiative. The Voluntary Protection Program obtained star status during construction and aims to do so again for systemization and operations.
This document summarizes the agrobiodiversity retreats held by CIAT from 2010-2014. It discusses the challenges of feeding 9 billion people in the context of climate change. CIAT's core values are impact orientation, scientific integrity, and innovation. CIAT's research focuses on cassava, beans, rice, and Brachiaria grass to improve food security, nutrition, health, and sustainability. Key priorities are simplifying operations, scaling up successful products, and innovating. The 2014 retreat focused on adding value, capturing value through partnerships, and scaling up through defined product pipelines and regional targets. Addressing issues like individual work plans, metrics, data management and communications were identified as needs.
Sunil Patel completed an Agile Project Management Essentials course on January 4, 2016, achieving scores above 80% on all tests and tasks. His highest test scores were 92% for the course test and 100% for several lessons, showing mastery of agile approaches, principles, and methodologies. The status report provides details on his performance and completion of each lesson and task in the course.
This presentation provides an overview of one way of thinking about evidence, with examples. It was developed to assist academics seeking to earn credit as a way of achieving the annual supervision enhancement update at MQ.
This document provides an introduction to Higher Degree Research (HDR) programs at Macquarie University. It defines HDR as the highest academic qualification involving systematic and critical understanding of a field through specialized research skills. The goals of HDR degrees like Doctorates and Research Masters are outlined according to the Australian Qualifications Framework. Key administration roles and committees related to HDR are listed, along with the responsibilities of the Dean HDR. Guidance on the supervision process and support available to HDR students is also provided.
This document summarizes a workshop about proposed changes to Macquarie University's HDR Supervision Enhancement Program in 2017 and improving HDR supervision through action planning. Key points include:
1. Registration for the 2017 workshop will be through the HRIS system and training will be included in HROnline.
2. The initial supervision program will be redesigned to be problem-based and two new modules on orientation for adjunct supervisors and cultural competence will be developed.
3. An action planning toolkit for supervisors includes early warning signs of issues and a discussion paper on complaints about post-graduate supervision. Action planning helps MRes and PhD candidates.
This document provides information about Macquarie University's 2-year Research Training Pathway program, which includes a BPhil/MRes option for domestic students and an MRes option for international students. The program is designed to provide structured research training and prepare students for progression to a PhD. It involves 2 years of coursework and research skills development, culminating in a 20,000-word thesis. Scholarships are available to support students throughout the program. Successful completion allows automatic entry to a PhD at Macquarie.
1. The document outlines changes to the centralized Higher Degree Research (HDR) supervision program at a university.
2. A new distributed leadership model has been created that offers supervisors more choice and options for supervision professional development. This includes online and face-to-face workshops as well as opportunities for faculties to develop their own accredited programs.
3. The role of the Convenor is shifting from gatekeeper to consultant and partner who assists with and certifies other supervision enhancement programs.
Supervision Enhancement Program workshop facilitated by A/P Merilyn Childs, Convenor Supervision Enhancement Program and A/P Bridget Mabbutt, MRes Director (FSE)
This slide presentation is a conversational trigger used to discuss the inclusion of an evidencing practices approach to the annual supervision update at MQ. A working example was given where participants edit their digital profile that exists within the MQSR (registration portal), as this activity is one example of evidence that could be used. Many other examples are given via the embedded Google form.
This document summarizes a presentation given by Dr. Merilyn Childs about redesigning a Higher Degree Research (HDR) Supervision Enhancement Program from a training model to a model focused on lifelong learning. The presentation discusses limitations of the traditional training approach and proposes a more balanced approach incorporating self-directed, interest-driven learning and redesigning learning policies and practices. The goal is to better connect strategies for HDR supervisor development to theories of institutional change and digital literacies needed in today's academic environment. Feedback so far on the redesign has been positive and the program aims to further progress and evaluate changes in 2017.
Dr Jen Rowland facilitated a "Supervising a thesis by publication" workshop for the Faculty of Law at Macquarie University on 10 August 2016 jen.rowland@mq.edu.au
This document provides information about Macquarie University's joint supervision programs, including cotutelle and joint PhD programs. It notes that there are currently 89 candidates enrolled in these programs from over 30 partner countries, primarily in Europe and China. The programs aim to prepare world-ready research candidates and are part of the university's 2015-2024 strategic research framework. The majority of candidates are in the fields of science and engineering. The document provides details on program management systems, the application process, funding sources, and contact information for the Higher Degree Research Office.
The document provides an overview of Macquarie University's Bachelor of Philosophy/Master of Research (BPhil/MRes) program. It discusses the components and requirements of the BPhil in Year 1 and the MRes in Year 2. The MRes is a structured research training program consisting of coursework and a 20,000 word thesis. Successful completion of the MRes satisfies the entry requirements for PhD study and allows graduates to articulate directly into a PhD program. The document gives guidance on scoping an appropriate research project for the MRes that can provide a foundation for future PhD work.
This document discusses research integrity issues that may arise for HDR supervisors. It provides an overview of Macquarie University's research integrity policies and guidelines. It also describes some common cases of academic misconduct that have involved HDR candidates, such as plagiarism, contract cheating, and disputes around authorship. The document encourages supervisors to discuss these issues proactively with their candidates to promote responsible research conduct.
The document discusses various types of support available to HDR (Higher Degree Research) students at Macquarie University. It covers infrastructure support provided by the University as well as project support through funding schemes. It also addresses completion rates that factor into government funding, intellectual property rights and policies, and the benefits to students of assigning intellectual property rights to the University.
The document discusses Macquarie University's HDR thesis examination process. It explains that PhD theses require examination by 3 external examiners while MPhil theses require 2. Examiners submit written reports and may recommend awarding the degree, awarding with corrections, revision and resubmission, or not awarding. Supervisors nominate examiners in consultation with students. Examiners should be significant figures in the field but not personally close to the student or supervisors. The examination process involves examiner reports, faculty responses, consideration by committees, and potential revisions by the student.
The document outlines plans to improve Macquarie University's HDR Supervision Enhancement Program. It discusses expanding orientation pathways and developing a continuing professional development program including workshops and an HDR Supervision Fellowship Scheme. The program aims to provide outstanding supervisory expertise through recognition of supervision experience in promotions policies and integrating supervision training records in HR systems. Revising policy and procedures aims to clarify supervisor roles and embed cultural competence training. The presentation seeks faculty collaboration to develop bespoke workshops and grow ownership of quality supervision.
Macquarie University is introducing a new approach to the continuous professional development of HDR Supervisors. It is based on professional recognition, a new approach to criteria for promotion, and a Fellowship Scheme. This presentation provides an overview of the changes being made to shift to a 'new normal' of HDR supervisor development.
'HDR55 Build Evidence of Good Practice' is a foundation workshop in the application process for a Macquarie University HDR Supervision Associate Fellowship.
Lundbeck is transitioning from a European single-product company to a global multiple product company. It aims to expand into new markets, deliver its late-stage pipeline, execute new product launches, and diversify its portfolio.
Over eight years, Lundbeck underwent a cultural transformation to embed operational excellence principles. It progressed through four phases - "Better for Less" focused on lean tools, "Create Results Together" developed leadership, "Own the Future" empowered employees, and the current "Principle-Driven Culture".
As a result, Lundbeck improved delivery performance, quality, costs and productivity over time. It also received the Shingo Silver Medallion, recognizing its progress in establishing a culture
Creating a Training Program and Learning CultureBizLibrary
You're invited to attend this event which is designed to direct you through the planning, deployment, marketing, and ongoing management of your employee development program. We'll cover: Getting Started From the Ground Up - what you need to know about: Creating a Learning Culture Change Management Setting Success Criteria AND once you've created your program how to evaluate and integrate for growth.
This document provides information about Macquarie University's 2-year Research Training Pathway program, which includes a BPhil/MRes option for domestic students and an MRes option for international students. The program is designed to provide structured research training and prepare students for progression to a PhD. It involves 2 years of coursework and research skills development, culminating in a 20,000-word thesis. Scholarships are available to support students throughout the program. Successful completion allows automatic entry to a PhD at Macquarie.
1. The document outlines changes to the centralized Higher Degree Research (HDR) supervision program at a university.
2. A new distributed leadership model has been created that offers supervisors more choice and options for supervision professional development. This includes online and face-to-face workshops as well as opportunities for faculties to develop their own accredited programs.
3. The role of the Convenor is shifting from gatekeeper to consultant and partner who assists with and certifies other supervision enhancement programs.
Supervision Enhancement Program workshop facilitated by A/P Merilyn Childs, Convenor Supervision Enhancement Program and A/P Bridget Mabbutt, MRes Director (FSE)
This slide presentation is a conversational trigger used to discuss the inclusion of an evidencing practices approach to the annual supervision update at MQ. A working example was given where participants edit their digital profile that exists within the MQSR (registration portal), as this activity is one example of evidence that could be used. Many other examples are given via the embedded Google form.
This document summarizes a presentation given by Dr. Merilyn Childs about redesigning a Higher Degree Research (HDR) Supervision Enhancement Program from a training model to a model focused on lifelong learning. The presentation discusses limitations of the traditional training approach and proposes a more balanced approach incorporating self-directed, interest-driven learning and redesigning learning policies and practices. The goal is to better connect strategies for HDR supervisor development to theories of institutional change and digital literacies needed in today's academic environment. Feedback so far on the redesign has been positive and the program aims to further progress and evaluate changes in 2017.
Dr Jen Rowland facilitated a "Supervising a thesis by publication" workshop for the Faculty of Law at Macquarie University on 10 August 2016 jen.rowland@mq.edu.au
This document provides information about Macquarie University's joint supervision programs, including cotutelle and joint PhD programs. It notes that there are currently 89 candidates enrolled in these programs from over 30 partner countries, primarily in Europe and China. The programs aim to prepare world-ready research candidates and are part of the university's 2015-2024 strategic research framework. The majority of candidates are in the fields of science and engineering. The document provides details on program management systems, the application process, funding sources, and contact information for the Higher Degree Research Office.
The document provides an overview of Macquarie University's Bachelor of Philosophy/Master of Research (BPhil/MRes) program. It discusses the components and requirements of the BPhil in Year 1 and the MRes in Year 2. The MRes is a structured research training program consisting of coursework and a 20,000 word thesis. Successful completion of the MRes satisfies the entry requirements for PhD study and allows graduates to articulate directly into a PhD program. The document gives guidance on scoping an appropriate research project for the MRes that can provide a foundation for future PhD work.
This document discusses research integrity issues that may arise for HDR supervisors. It provides an overview of Macquarie University's research integrity policies and guidelines. It also describes some common cases of academic misconduct that have involved HDR candidates, such as plagiarism, contract cheating, and disputes around authorship. The document encourages supervisors to discuss these issues proactively with their candidates to promote responsible research conduct.
The document discusses various types of support available to HDR (Higher Degree Research) students at Macquarie University. It covers infrastructure support provided by the University as well as project support through funding schemes. It also addresses completion rates that factor into government funding, intellectual property rights and policies, and the benefits to students of assigning intellectual property rights to the University.
The document discusses Macquarie University's HDR thesis examination process. It explains that PhD theses require examination by 3 external examiners while MPhil theses require 2. Examiners submit written reports and may recommend awarding the degree, awarding with corrections, revision and resubmission, or not awarding. Supervisors nominate examiners in consultation with students. Examiners should be significant figures in the field but not personally close to the student or supervisors. The examination process involves examiner reports, faculty responses, consideration by committees, and potential revisions by the student.
The document outlines plans to improve Macquarie University's HDR Supervision Enhancement Program. It discusses expanding orientation pathways and developing a continuing professional development program including workshops and an HDR Supervision Fellowship Scheme. The program aims to provide outstanding supervisory expertise through recognition of supervision experience in promotions policies and integrating supervision training records in HR systems. Revising policy and procedures aims to clarify supervisor roles and embed cultural competence training. The presentation seeks faculty collaboration to develop bespoke workshops and grow ownership of quality supervision.
Macquarie University is introducing a new approach to the continuous professional development of HDR Supervisors. It is based on professional recognition, a new approach to criteria for promotion, and a Fellowship Scheme. This presentation provides an overview of the changes being made to shift to a 'new normal' of HDR supervisor development.
'HDR55 Build Evidence of Good Practice' is a foundation workshop in the application process for a Macquarie University HDR Supervision Associate Fellowship.
Lundbeck is transitioning from a European single-product company to a global multiple product company. It aims to expand into new markets, deliver its late-stage pipeline, execute new product launches, and diversify its portfolio.
Over eight years, Lundbeck underwent a cultural transformation to embed operational excellence principles. It progressed through four phases - "Better for Less" focused on lean tools, "Create Results Together" developed leadership, "Own the Future" empowered employees, and the current "Principle-Driven Culture".
As a result, Lundbeck improved delivery performance, quality, costs and productivity over time. It also received the Shingo Silver Medallion, recognizing its progress in establishing a culture
Creating a Training Program and Learning CultureBizLibrary
You're invited to attend this event which is designed to direct you through the planning, deployment, marketing, and ongoing management of your employee development program. We'll cover: Getting Started From the Ground Up - what you need to know about: Creating a Learning Culture Change Management Setting Success Criteria AND once you've created your program how to evaluate and integrate for growth.
Room4 TELWFD Andrew Haldane Tel Wfl PresentationJISC SSBR
This document summarizes the TEL-WFL project which aims to enhance continuing professional development through blended learning models across four streams: management, dental technology, health and social care, and education. Key intended outcomes include developing a blueprint for strategic change, implementation support materials, and understanding how generated learning content can be open educational resources. The document discusses addressing objectives directly by revising work plans, identifying tasks and deliverables, and evaluating impact using a theory of change model.
Creating a training_program_learning_culture 121912hBizLibrary
The document discusses creating an effective training program and learning culture within an organization. It provides tips on ensuring business alignment, gaining adoption, and measuring business value. The presentation recommends determining goals and success criteria, such as replacing a certain percentage of instructor-led training with e-learning. It also suggests communicating the benefits of change, carefully planning implementation, and continually marketing the program. Measurement examples given include usage reports, evaluation forms, and assessing job performance and skills transfer.
A System-Wide Approach to Driving Process ImprovementKaiNexus
In this KaiNexus continuous improvement webinar:
1. Get actionable advice from lessons learned in Kettering Health Network's 5 year process improvement journey
2. See how Kettering's system-wide approach to projects, training, and daily problem solving led to $2.6 million of financial impact last year
3. Learn about KaiNexus, the continuous improvement software platform that spread continuous improvement by enabling change management and accountability within the system
Watch the webinar here: http://info.kainexus.com/continuous-improvement/culture-of-continuous-improvement/a-system-wide-approach-to-driving-process-improvement/webinar/signup
The ROI of KaiNexus and the Workout MethodologyKaiNexus
This document summarizes a webinar presented by Mark Graban of KaiNexus and Jason Coons of Kettering Health Network on their system-wide approach to continuous improvement. The webinar discusses how Kettering implemented a process excellence team using KaiNexus software, trained nearly 2,500 staff members, and completed projects that resulted in $2.6 million in financial impact in 2014. Key lessons from their journey include the importance of organizational alignment, clear metrics, governance, training models, and viewing continuous improvement as a management philosophy rather than just projects.
The Graduate Development Program (GDP) and Graduate Leadership Program (GLP) aim to develop graduates at the Australian Bureau of Statistics (ABS). The GDP takes in around 80-170 graduates each year and provides induction, training programs, and workshops to transition graduates and build skills over 6 months. Most graduates found the program useful and over 90% were retained. The new GLP selects top graduates and provides additional leadership training through rotations, projects, coaching, and involvement with senior executives to develop future leaders and respond to workforce needs. Initial assessments found the GLP presentations were high quality and graduates benefited from engagement with senior leaders.
This document provides an overview of training principles and planning. It discusses:
- The objectives of training, which include developing training skills and knowledge of effective methods.
- Key principles like applying concepts, providing feedback, balancing compact and lengthy training, and considering individual differences.
- The components of an effective training system, including needs assessment, planning, implementation, and evaluation.
- Steps for training needs analysis like revising objectives, collecting performance data, analyzing data, and translating problems into training needs.
- Developing training plans by prioritizing needs, setting objectives, determining requirements, and designing programs.
This presentation provides an overview of the architecture of the Macquarie University HDR Supervision Framework, and related HDR Supervision Fellowship Program, to be introduced during 2018.
I included in this presentation a detailed table - I wouldn't normally do this, not good use of a ppt. But I included it in this slideshare version so that anyone who is interested can have an explore.
Khachab-Top Management role to implement ISO 27001Mohamad Khachab
Top management plays a key role in implementing ISO/IEC 27001 by providing strategic direction and resources. They must establish an information security policy, define the implementation scope and risk assessment process, allocate sufficient resources and training, and conduct periodic reviews to ensure the information security management system is effective and the organization remains compliant. Regular management reviews and internal audits are needed to monitor progress according to the PDCA cycle and prepare for certification.
The webinar covers:
1- Build a business case to implement ISO27001
- Who are stakeholders?
- Who is project executive sponsor?
- Incentives to implement? Is BOD in support? Industry /market pressures?
- History (previous attempts/audits/issues/implications if failed)
- Consultant selection
- Cost and budgetary constraints.
- Resources constraints
2- Costs of not implementing ISO 27001
3- Wrap-up
Presenter:
The webinar was presented from PECB Partner and Trainer Mr. Mohamad Khachab who has 30 years of professional experience in management consultancy, project management, teaching/training, IT Procurement, preparing proposals, information risk management, research, developing bidding documents, and business development activities.
Link of the recorded session published on YouTube: https://youtu.be/6kBp3SxKDP8
Webinar: Engaging Leaders and the Baldrige Framework to Advance Excellence at...KaiNexus
Presented by
Karen Kiel Rosser, MHA, CLSSGB
Vice President of Quality
Mary Greeley Medical Center
Ron Smith, MPA, CLSSGB
Process Improvement Coordinator
Mary Greeley Medical Center
Hosted by Mark Graban and KaiNexus
In this webinar, you will learn:
How MGMC combines various methodologies to improve
A high-level view of MGMC’s improvement journey
Ways in which MGMC engages leaders in Lean
Tips for increasing the sustainability of improvement work
Lessons learned through a Lean transformation
The document discusses responsibilities and competencies for an Agile/Lean Project Management Office (PMO). It describes how a PMO can support Agile projects through stable teams, empowering teams, limiting work in progress, and regularly reassessing value delivery. It also discusses portfolio management responsibilities like achieving continuous flow of business value through short cycle times and validated learning over business cases. The document recommends incremental funding approaches and consistency across processes to support Agile/Lean practices.
NQEC2014-asq-powerpoint-November 16 2014Cherryl Paul
The document summarizes how Deer Valley Unified School District in Arizona is using Baldrige rubrics to drive continuous improvement. It provides background on the district and explains that their strategic plan requires embedding continuous improvement principles using the Baldrige framework. Rubrics were developed for each Baldrige category to provide clarity on implementation levels and desired outcomes. District staff are trained on the rubrics and use them to assess processes, set improvement targets, and ensure plans are aligned. Data shows increased documentation of key processes and most staff agreeing that improvement plans are now more aligned thanks to use of the rubrics.
Week 6 Class Assessment Implementation Plan for an HRD Learning Int.pdfsales223546
Week 6 Class Assessment: Implementation Plan for an HRD Learning Intervention
Referencing the work that you did in Week 5 for the Needs Assessment and HRD Design
Assignments, think about the implementation/delivery/facilitation approaches that you included
in your lesson plan. Implementation is not covered until this week, but often when people are
preparing a lesson plan, they include implementation methods. If you did not include
implementation in your Week 5 work, no problem, you can add that information in now. You
will state how you plan to carry out the actual HRD Learning Intervention. This might include
information like, specific location, how each session of the program/intervention will be
delivered (in-person, video, specific activities, resources needed, etc.). Once you add this
information or if you included much of this information in your Week 5 assignment, move to the
next step.
Expand the Week 5 lesson plan by one column labeled Implementation Reasoning. In the cell
next to each activity outlined in the lesson plan, label the implementation approach you choose
and briefly explain why this approach works well for this activity or if you should consider an
alternative approach.
At the end, provide a paragraph regarding any pandemic-related influences on your
implementation choices and how HRD implementation will be regarded in the future to obtain
maximum effectiveness of HRD in your industry.
Week 5 Content(1)- Needs Assessment
Introduction
Needs assessment is the process of identifying and articulating an organization's human resource
development (HRD) needs. Needs assessment helps identify an organization's goals, reveals gaps
between employee's skills and skills needed for effective job performance, identifies gaps
between current skills and ones needed for future job performance and reveals the conditions
under which the HRD activity will occur. Based on the video clips from the movie Office Space
and the job description for a data analyst at Initech, I have conducted an HRD-focused needs
assessment for the organization. The assessment includes findings for organizational, task, and
person level needs.
Organizational level:
1. Lack of effective communication: In the video clip "Did You Get the Memo?", it is evident
that there is a lack of clear communication within the organization. The memo about TPS reports
seems to be poorly distributed, leading to confusion among employees.
2. Motivation problems: The video clip "Motivation Problems" highlights the demotivated work
environment at Initech. Employees seem disengaged and uninterested in their tasks, which may
indicate a lack of motivation and job satisfaction.
Task level:
1. Data analysis responsibilities: As per the job description for a data analyst, one of the key
responsibilities is to analyze large datasets and extract meaningful insights. This suggests that
data analysts at Initech play a crucial role in supporting decision-making processes through data
analysis.
2..
Keeping Content Health and Quality in Check by Jason Kaufman, IrrevoJack Molisani
Measuring what’s working, what isn’t, and acting on this critical information is what
drives the continuous optimization of your content. Focusing your quality program roles,
responsibilities, and accountabilities is the key to simplifying your workload and lowering
costs.
In this session, we will demonstrate how to:
• Establish your Article Quality Index (AQI) to measure the success of your content quality
program.
• Determine your Article Utility Index (AUI), what content is valid AND valuable.
• Manage your Content Validity Check (CVC) Project(s).
• Identify and track improvement opportunities (Flagging) and enhancements (Fixing) on
an ongoing basis.
The document summarizes the key changes between the 6th and 7th editions of the PMBOK Guide. The 7th edition focuses more on delivering value and outcomes rather than just project deliverables. It emphasizes 12 principles like stakeholder engagement, quality, and change management. The guide also includes new sections on value management and tailoring approaches to specific project contexts. It outlines performance domains to focus on like teams, planning, and navigating uncertainty. The body of knowledge section covers common project management processes, methods, and artifacts.
The document summarizes the Product I&O Advancement Certification Training Program at Blue Shield of California that aims to provide professional certifications to employees. It discusses (1) why certification programs are important, (2) how the training program works and its phases, (3) typical and atypical successful candidate profiles, and (4) the overall success of the program based on pass rates and participant feedback. The training program had a higher pass rate of 78% compared to the national average of 65% and aimed to expand into additional healthcare-related certifications.
Similar to HDR Supervision Update @ Sociology 2016 (20)
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...TechSoup
Whether you're new to SEO or looking to refine your existing strategies, this webinar will provide you with actionable insights and practical tips to elevate your nonprofit's online presence.
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
Gender and Mental Health - Counselling and Family Therapy Applications and In...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
This presentation was provided by Racquel Jemison, Ph.D., Christina MacLaughlin, Ph.D., and Paulomi Majumder. Ph.D., all of the American Chemical Society, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.pptHenry Hollis
The History of NZ 1870-1900.
Making of a Nation.
From the NZ Wars to Liberals,
Richard Seddon, George Grey,
Social Laboratory, New Zealand,
Confiscations, Kotahitanga, Kingitanga, Parliament, Suffrage, Repudiation, Economic Change, Agriculture, Gold Mining, Timber, Flax, Sheep, Dairying,
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
1. WHAT’S NEW IN THE HDR SUPERVISION SPACE?
HDR Supervision Update @ Sociology
Dr Merilyn Childs
Associate Professor and Convenor
Supervision Enhancement Program
Merilyn.Childs@mq.edu.au
31/8/2016
2. About this overview
2
This overview will have two parts:
1. Proposed changes to the HDR Supervision Enhancement
Program (2017)
2. Awareness raising about the Supervisor's Toolkit (2016)
3. Redesigning the HDR Supervision Enhancement Program
Initial SEP (Orientation)
Mandated.
Off-the-job, content-
heavy training
Annual Update
Mandated.
Off-the-job training
Initial SEP (Orientation)
Mandated.
Scaffolded problem
based learning
Distributed
conversations about
HDR Supervision
Practice
ProposedCurrent
4. Redesigning the HDR Supervision Enhancement Program
Initial SEP (Orientation)
Mandated.
Scaffolded problem-
based learning
• All new and future HDR Supervisors
• Via Centre (HDR Support and Development)
• Stage of career pathways
• Entry on HRIS (HR Online – personal record)
• Authentic, interest-driven & problem-based
• Curated content to support PBL (iLearn)
• Stage of Career Path Finding (Convenor as
Mentor)
PLUS
• Cultural Competence Module
5. Distributed
conversations about
HDR Supervision
Practice
• Voluntary professional learning, distributed; in
partnership with HDR Support & Development
For example:
HDR Supervision Leadership & Mentors Program
Evidencing HDR Supervision for promotion
Discipline-specific forums, workshops
1:1 mentoring, Help desk
Per local needs
• Voluntary training via HDR Support & Development
For example:
HDR Supervision Open Learning Program
Mental Health First Aid course (nomination)
Hot topics & strategic priorities
Redesigning the HDR Supervision Enhancement Program
(dependency: policy change)
6. The MQ Supervisor's Toolkit
• The MQ Supervisor's Toolkit was developed through a
Rapid Change process in late 2015-2016 lead by A/P Judi
Homewood
• The toolkit aims to assist academics ensure HDR candidates
make satisfactory progress.