HR Delivery; Ensuring focused, committed and competent workforce.
The document discusses three key elements of HR delivery: 1) building a diverse workforce through recruitment drives and talent pipeline programs, 2) nurturing and developing top talent through leadership development programs and performance feedback, and 3) improving bottom performance through performance improvement plans. The goal is to ensure a focused, committed and competent workforce.
Recent studies have shown that a significant number of global organizations lack the necessary talent for critical leadership positions. When this is combined with increasing globalization and historic demographic shifts in the workforce, organizations struggle to build a robust pipeline of diverse candidates for their senior-level roles. This webinar will show how organizations can incorporate their commitment to diversity and inclusion into the assessment and development of managerial talent to build a diverse talent pipeline for senior management positions in the 21st century.
Recruiting a diverse applicant pool is only the first step in fostering diversity. The “Next Step 2.0” focuses on the top 6 ways HR, Recruiters, New Media Integration, and Corporate Culture can work together to retain and develop diverse talent into leadership positions that add true value within your organization.
Recent studies have shown that a significant number of global organizations lack the necessary talent for critical leadership positions. When this is combined with increasing globalization and historic demographic shifts in the workforce, organizations struggle to build a robust pipeline of diverse candidates for their senior-level roles. This webinar will show how organizations can incorporate their commitment to diversity and inclusion into the assessment and development of managerial talent to build a diverse talent pipeline for senior management positions in the 21st century.
Recruiting a diverse applicant pool is only the first step in fostering diversity. The “Next Step 2.0” focuses on the top 6 ways HR, Recruiters, New Media Integration, and Corporate Culture can work together to retain and develop diverse talent into leadership positions that add true value within your organization.
Placement Brouchure - Armed Forces Programme MDI Gurgaon India
Defence Officers of Indian Army, Air Force and Navy Seeking Corporate jobs after a full time 24 week specially designed management programme.
27 Out of 68 participants have been placed. Information and updates available at
http://mdiafp10.110mb.com/
Download e-brochure with inbuilt navigation and updated information at http://mdiafp10.110mc.com/pdf/mdiafp10.pdf
This is the tenth batch of the programme and participants of previous programmes are at senior and middle level managerial position in various MNCs and Top Indian Companies.
If you have Middle and Senior Managerial job openings –
please contact
Squadron Leader (Retd) Ashutosh Bahuguna
(Placement Coordinator)
+91-9891588953
mdiafp10@gmail.com
mdiafp10placements@gmail.com
This presentation featured at Intern Bridge Inc\’s Diversity Best Practices Online Conference provides a practical how to for employers genuinely interested in recruiting minorities that will stay and achieve in the workplace. Encompassing recruitment strategies, mentorship programming, debunking myths about minority achievement, and improving communication in diverse workplaces this is a true best practices manual for any employer.
Career Development : Networking and Mentoring (2012)Barry Horne
A presentation delivered to Business Edge students at Edith Cowan University in September 2012. Its focus is on the value of networking and mentoring to individual career development and progression.
This presentation is will provide you with an introduction about Great Lakes Institute of Management, its founders, who are the people involved in it, the different programs that are on offer.
Specifically it will also give you a birds eye view of Great Lakes and the work that is being done in the executive education space. In case of a need for Executive and Leadership Development, request you to kindly reach out to us. We would be very happy to partner in your leadership and development needs.
SDM adalah leverage dalam organisasi. Susah ditiru dan harus dikelola sebagai capital. Perlu paradigma baru dalam memandang SDM dengan pandangan yang holistik, berpikir kesisteman (system thinking) dan berpikir serba sistem (systems Thinking).
James Heckman_apresentação Seminário Educação para o Século 21Lah Nascimento
Apresentação da palestra de James Heckman, no Seminário Educação para o Século 21, promovido pelo Instituto Ayrton Senna. Saiba mais: http://www.educacaosec21.org.br/
CPA Vision 2025 - Vision of CPA in the future with Vision, Purpose, Values & Competencies & Top Trends to Watch (and the time to address is NOW).
The Top 10 trends identified by grassroots CPAs from across the country who participated in 30 future forums including over 1,000 participants. Using the i2a: Insight to Action Future Forums process to engage and develop the trends. Part of the AICPA's CPA Horizons 2025 Project.
Placement Brouchure - Armed Forces Programme MDI Gurgaon India
Defence Officers of Indian Army, Air Force and Navy Seeking Corporate jobs after a full time 24 week specially designed management programme.
27 Out of 68 participants have been placed. Information and updates available at
http://mdiafp10.110mb.com/
Download e-brochure with inbuilt navigation and updated information at http://mdiafp10.110mc.com/pdf/mdiafp10.pdf
This is the tenth batch of the programme and participants of previous programmes are at senior and middle level managerial position in various MNCs and Top Indian Companies.
If you have Middle and Senior Managerial job openings –
please contact
Squadron Leader (Retd) Ashutosh Bahuguna
(Placement Coordinator)
+91-9891588953
mdiafp10@gmail.com
mdiafp10placements@gmail.com
This presentation featured at Intern Bridge Inc\’s Diversity Best Practices Online Conference provides a practical how to for employers genuinely interested in recruiting minorities that will stay and achieve in the workplace. Encompassing recruitment strategies, mentorship programming, debunking myths about minority achievement, and improving communication in diverse workplaces this is a true best practices manual for any employer.
Career Development : Networking and Mentoring (2012)Barry Horne
A presentation delivered to Business Edge students at Edith Cowan University in September 2012. Its focus is on the value of networking and mentoring to individual career development and progression.
This presentation is will provide you with an introduction about Great Lakes Institute of Management, its founders, who are the people involved in it, the different programs that are on offer.
Specifically it will also give you a birds eye view of Great Lakes and the work that is being done in the executive education space. In case of a need for Executive and Leadership Development, request you to kindly reach out to us. We would be very happy to partner in your leadership and development needs.
SDM adalah leverage dalam organisasi. Susah ditiru dan harus dikelola sebagai capital. Perlu paradigma baru dalam memandang SDM dengan pandangan yang holistik, berpikir kesisteman (system thinking) dan berpikir serba sistem (systems Thinking).
James Heckman_apresentação Seminário Educação para o Século 21Lah Nascimento
Apresentação da palestra de James Heckman, no Seminário Educação para o Século 21, promovido pelo Instituto Ayrton Senna. Saiba mais: http://www.educacaosec21.org.br/
CPA Vision 2025 - Vision of CPA in the future with Vision, Purpose, Values & Competencies & Top Trends to Watch (and the time to address is NOW).
The Top 10 trends identified by grassroots CPAs from across the country who participated in 30 future forums including over 1,000 participants. Using the i2a: Insight to Action Future Forums process to engage and develop the trends. Part of the AICPA's CPA Horizons 2025 Project.
Presentation used to during an Infographics Workshop with teachers. Keynote file available at http://bit.ly/2cAjbOI. Please feel free to use and modify - CC Attribution.
Boost Your Results with Innovative Landing Pagesion interactive
A Look at Next-Generation Landing Pages that Convert Higher Quality Leads
ion co-founder and landing page pioneer, Anna Talerico takes you through today’s most innovative, next-generation landing pages. Learn how a whole new class of first impressions is capturing the attention and data of the web’s highest quality leads.
Moving beyond forms on pages
Teasing with content
Engaging with interactivity
Brand new examples — hot off the press
See how a new breed of landing pages is differentiating and performing beyond expectations.
How can you use infographics as a teaching tool? How can you go further and inspire your students to make infographics to show what they have learned? This presentation will help take you down that path to bring infographics into your elementary, middle or high school classroom.
Deliver Engaging Content to Your Buyers: A Tale of Two Journeysion interactive
Buyers want more.
More access to more information before they talk to sales. More useful content that they can trust. More self discovery. More control.
BUT NOT MORE CONTENT.
Successful marketers are evolving to give buyers what they want across their journey. More static content is not the answer. Usefulness and utility separate an engaging interactive dialogue from a passive one.
This presentation will guide you through:
- Contrasting static and interactive buyer journeys
- How interactive content can support every stage of the journey with social sharing, lead generation, demand generation, sales enablement and inbound generation
- Using an interactive dialogue to provide rich, explicit insights for lead scoring, sales outreach and marketing segmentation
The tactical ins and outs of actually making it happen.
WHAT SHOULD YOU BUILD?
WHERE SHOULD YOU LAUNCH IT?
WHAT RESOURCES & TOOLS DO YOU NEED?
HOW MUCH TIME SHOULD YOU INVEST?
WHAT MEASUREMENT CAN YOU EXPECT?
We give you answers to some of the most challenging interactive content questions. Learn the tactical ins and outs of getting an interactive content program off the ground, followed by a brief product demo of the leading interactive content marketing platform.
- Resources, Time and Planning
- TCO—Launching and Maintaining
- Evolution and Customization
- Data Opportunities and Management
Research and performance show that interactive content captures attention, engages, converts and profiles leads better than static content. The hurdle has always been making it happen.
Presentation by Dr TV Rao (Founder National President - National HRD Network and Chairman - TV Rao Learning System) on 'HR Managers Who make a Difference' on 8th August 2014.
Importance of Effective Communication during Annual Performance & Rewards CycleNational HRD Network
73rd NHRDN Webinar on Importance of Effective Communication during Annual Performance & Rewards Cycle by Ms Leena Sahijwani, (Director – Rewards & South Asia Leader- Women’s Network, GE South Asia) on 29th May 2014
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
4. HR Delivery
y
Three Key Elements
y
- Building a Diverse Workforce
g f
- Nurturing and Developing Top Talent
- Improving Bottom Performance
p g f
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5. HR Delivery
y
- Building a Diverse Workforce
g f
Classified ‐ Confidential
6. Diversity
Consumers,
Shoppers and
Customers
Gender Diversity, Mirroring the Market, Enables Growth
Classified ‐ Confidential
6
6
7. Women bag top three positions in civil services exam
5 May 2009, 0114 hrs IST, TNN
NEW DELHI: Forget about breaching the glass ceiling, this comes close to smashing it. The top three ranks in the prestigious Civil Services
(main) exam this year have been bagged by women. In all, as many as ten women have made it to the top 25.
Shubhra Saxena from Indirapuram (Ghaziabad) has topped the exam, while Sharandeep Kaur Brar from Chandigarh and Kiran Kaushal
from Raipur have secured the second and third ranks respectively, according to the results announced by the Union Public Services
Commission on Monday.
Varinder Kumar Sharma, a physically challenged candidate from Chandigarh, ranked first among males and secured the fourth position
overall. Sharma, an electrical engineer, was the only candidate in the top 25 to take the exam in Punjabi.
There are nine engineers in the top 25. Interestingly, Shubra Saxena, 30, is herself a graduate of IIT Roorkee but took psychology and
There are nine engineers in the top 25. Interestingly, Shubra Saxena, 30, is herself a graduate of IIT Roorkee but took psychology and
public administration as optional subjects for her second shot at the UPSC. ``I have been preparing since 2006. Prior to that, I worked in
the IT industry for four‐and‐a‐half years. I am successful today because of my family's support,'' she said as sweets were distributed and
cameras flashed in her home.
She seemed relieved rather than excited. ``I thank God for making me so fortunate,'' said Shubhra.
All India Rank‐1, Shubhra It was also the second attempt for 26‐year‐old Sharandeep, who has a Masters in Psychology from Punjab University. She was ranked
Saxena from Indirapuram, 443rd last year, but decided to try for a better service. Her decision was vindicated. ``I am very excited and surprised. I expected a good
Ghaziabad. (TOI) rank, but not the second position even in my dreams. It's the most cherished moment of my life,'' she said.
At present, she is undergoing training in Shimla for the Indian Audit and Account Services. Her subjects in the mains were psychology and sociology. Nearly 3.19 lakh
candidates had applied for the exam, of whom about half took the prelims. Almost 12,000 qualified for the main exam in October‐November and 2,140 of them were
chosen for the personality test.
A total of 791 candidates have finally been selected, of which 625 are men and 166 women. They will now be recommended for appointments to the IAS, IPS, IFS and
l f dd h f ll b l d f h h d h ll b d df h d
other central services.
Of the 791 candidates, 364 are from the general category, 236 belong to Other Backward Classes, 130 are from the Scheduled Castes and 61 from the Scheduled Tribes.
Aditi Singh, an alumnus of Delhi University who secured the 12th rank in the mains, said, ``It's really nice that so many women have made it to the top this time.'' After
doing her graduation, post graduation and M Phil in political science, Aditi was successful in the mains in the third attempt. She says strategy matters a lot in clearing
doing her graduation post‐graduation and M Phil in political science Aditi was successful in the mains in the third attempt She says strategy matters a lot in clearing
the civil services exam. ``There are three levels ‐ objective, subjective and personality test. I did not give much attention to general studies in the earlier two attempts.
But I changed my strategy this year.''
Besides, strategy, perseverance and hard work saw Aditi through. ``I had been putting in endless hours every day. My husband is an IAS officer from the Nagaland cadre
while my father, D P Singh, is a retired IAS officer who is now the chairperson of NIFT. They both supported me throughout.''
Family support also helped 16th‐rank holder Varnali Deka. Varnali, who did not reveal her age, was perhaps the most experienced candidate for the civil services. She
did her BTech from Bangalore followed by an MBA degree
from IIT Bombay and got through the IPS last year. ``I am currently undergoing training at the National Police Academy. But I wanted to shift to the IAS as my mindset is
inclined towards the administrative rather than the preventive, as in policing,'' she said.
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8. Strategic Diversity
Strategic Diversity
Recruit Accelerate Development Create a Sustainable
Accelerate diversity
recruitment and recruit for a
and Growth Culture
a. Actively Identify potential in Middle Continuous Education and
broader range of roles.
Management. Awareness Sessions
b. Develop them aggressively. a. Provide Solutions to issues
identified in Engagement Survey
b. Implement Policies to Support
Workplace Flexibility
Engage and Retain
g g
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9. Diversity – Hiring Interventions
Special • College Campaigns
Recruitment Drive
for Market
• Job Fairs
Developers •R l M k t D l
Rural Market Developer Program
P
Recruit :
R it
Accelerate • To build the middle
diversity Building management talent pipeline
recruitment and “Talent by inducting good women
recruit for a Pipeline at
Pipeline” at talent into meaningful
talent into meaningful
broader range of middle level projects to take up regular
roles. assignments at a later date.
• To create high‐impact Videos,
handouts and other
appropriate materials.
Management
• To conduct separate sessions
To conduct separate sessions
Internships
hi
with female students to take
them through the diversity
initiatives of HCCB.
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10. Diversity ‐ Accelerate Development and Growth & – Create
a Sustainable Culture
Structured
Development Plan Constant
for women feedback sessions
Associates. ‐ Online
Survey/face to
face session
Continuous
Accelerate Education and
Development and Awareness Sessions
Diversity Policies:
Growth Structured a. Provide Solutions
a. Flexi Time
Development to issues
a.
a Actively Identify b. Equal
b E l
Tools – Action identified in Opportunity
potential in Middle Learning Engagement
Management. c. Guidelines for
Projects, Stints Survey safe & secure
b. Develop them b. Implement Policies workplace
aggressively. to Support Workplace
Flexibility
Structured Creche Support
Women Services
Council
Networks
Initiatives to accelerate Development Initiatives to create a Sustainable Culture
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11. HR Delivery
y
- Identifying Top Talent
fy g p
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13. PDF Process
1. a) Associate completes 2. Manager and associates discuss
individual competencies, and record competencies displayed,
sends to Manager for career aspirations./ development
review , requests 360 areas, etc.
degree feedback for self
Regional/Functional/National PDF
R i l/F ti l/N ti l
4. Managers give feedback to the
associate on development needs
and action plans – HR to take
Follow up actions
3. AGMs & Regional Functional Heads summarize
g
and present their function’s talent
4. RVPs to summarize and present their DR talent
5. Corporate Functional Managers to summarize and
Classified ‐ Confidential
present their DR talent
14. The PDF Network: How do they Connect?
ONGOING DIALOGUE RE: DEVELOPMENT
Development recommendations
and strategies
National PDF
Region PDF FUNCTIONAL PDF
Manages company-wide
Leadership Talent Pool Define t l t
D fi talent Defines HCCB t h i l
D fi technical
Development requirements necessary expertise and skills
to operate business unit model for functions
•Reviews functional skills plans
from functional PDFs •Assess the skills of •Identifies key pools of
Talent Assessment
and Identification employees expertise
•Agrees company-wide People
Agrees company wide
Development strategies and •Develop the skills of Talent Assessment •Projects needed skills
priorities employees
•Performs technical skills
•Reviews effectiveness of Development
•Hire and place needed gap analysis
country level People
Strategies
and Recos
talent
Development Development
•Manages company wide
•Evaluate the talent and Recommendationss
and talent supply
pp y
skills that exist in the
Assessment Support
•Calibrates GM performance
feedback and rewards / organisation, determine •Creates development
consequence Routine Discussion needs and identify gaps strategies
Point in Country
Business Reviews
•Create strategies to fill •Brokers best practices and
gaps in talent for the Routine talent movement
p
present and the future formal GM/
Function
Membership Head
dialogue
• CEO Suggested
•Regional VPS Suggested
Membership
•COO Membership
•Function Head
•HR VP •VP-HR,, Regional VP,
•Regional Functional
•OD Manager* Region anagers,AGMs,
Experts
•Local HR Manager*
•National OD Mgr
National
Talent assessment and functional development
strategies
HR Support Dialogue (HR VP, Regional, Local)
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15. HR Delivery
y
- Nurturing and Developing Top Talent
g p g p
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24. Performance Improvement Plan (PIP)
f p ( )
- Identification of Bottom Performers
- Diagnosis and Alignment
g g
- Support
- Review and Possible Action
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25. We will track results through the HR Progress card with Customer
facing metrics & milestones