Talent Management for Talent Managers: HR Competencies for 2013 and BeyondHuman Capital Media
HR professionals have dual and sometimes conflicting roles, serving as employee advocates while simultaneously formulating talent strategies that push an organization forward. Recent economic volatility has also put greater pressure on how organizations manage their human capital. The result: HR must accelerate its capacity for change and demonstrate its ability to improve results: sales, productivity, costs, quality, innovation, etc.
Join this session to better understand the key HR competencies required to facilitate the changes and business results organizations need in the current climate. Beyond HR, learn the first steps you can take to define the competencies that will help you enable your organization to respond positively to workforce pressures and thrive in a changing economy.
Leadership and Organization Development - InspireOneInspireone
InspireOne is a leading consulting firm with nearly two decades of experience in offering organizational and leadership development solutions. We strongly believe that unparalleled success can be achieved when organizations are able to transform their most valuable asset - their human capital - to or organizational capability
Talent Management for Talent Managers: HR Competencies for 2013 and BeyondHuman Capital Media
HR professionals have dual and sometimes conflicting roles, serving as employee advocates while simultaneously formulating talent strategies that push an organization forward. Recent economic volatility has also put greater pressure on how organizations manage their human capital. The result: HR must accelerate its capacity for change and demonstrate its ability to improve results: sales, productivity, costs, quality, innovation, etc.
Join this session to better understand the key HR competencies required to facilitate the changes and business results organizations need in the current climate. Beyond HR, learn the first steps you can take to define the competencies that will help you enable your organization to respond positively to workforce pressures and thrive in a changing economy.
Leadership and Organization Development - InspireOneInspireone
InspireOne is a leading consulting firm with nearly two decades of experience in offering organizational and leadership development solutions. We strongly believe that unparalleled success can be achieved when organizations are able to transform their most valuable asset - their human capital - to or organizational capability
Finding it hard to track the performance of employees? Install UpRaise for Employee Succes Jira OKR plugin With OKR Goals, Continuous Feedback & Performance Reviews. Know More: https://upraise.io/agile-performance-management-add-jira/
In the early 1990’s, Michael wanted to develop a strategic process to attract the best talent and build a culture founded on the values of integrity, respect, friendship, caring and loyalty. During a conversation with a colleague discussing the direct impact talented employees had on customer relationships and company performance, he learned of the behavioral assessment tool Predictive Index® (PI), published by PI Worldwide®. More at predictiveresults.com
Using total rewards to engage healthcare’s multigenerational workforceHealthcare Software Hub
Turnover not only directly impacts the bottom line, but it makes it difficult for healthcare organizations to attract, motivate and retain their top talent – particularly in today’s complex multigenerational workforce. In this exclusive HRCI training, join Mary Mosqueda, Compensation Practice Leader at Lockton Companies, LLC to learn a proven approach for utilizing a Total Rewards Strategy to engage your multigenerational healthcare workforce. We will look at the definition of Total Rewards (with specifics around compensation) and how the concept can successfully realign cash and non-cash strategies for achieving broader financial and performance objectives with today’s diverse and changing workforce. In this session, we will share practical tips and ideas
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Decisive and result focused professional offering 11+ years of experience in the field of IT / BPO / Media / BFS Communications, Brand Management and Marketing with experience of working with the CXOs of global organizations to build award winning brand value propositions, campaigns and lead generation / employee connect strategies. A creative thought leader, turn around manager and coach. Instrumental in creating unique brand differentiating strategies, breakthrough marketing, communications, media and PR initiatives. Developed deal making lead generation strategies for the organization and clients.
Putting Succession Planning into Practice – Talent Assessment and DevelopmentThe HR Observer
The session will start with the complexities organisations face when it comes to succession planning. Who do we develop, why and how? We will talk through the use of performance data, adherence to values, engagement and other dimensions in the talent identification process ultimately debating 'Potential'. How do we measure potential? What does it mean? Once organisations have a 'long list' of candidate nominations, how and what do we assess; leadership behaviour, cognitive agility, learning agility and emotional intelligence. We will then close by making the link between the diagnostic development activities and L&D curriculum design.
Amanda White, Managing Director, Innovative HR Solutions
Chris Ryan, CEO, CRSystems
When management opens the books and reveals the financials to the workforce, it is a sign of good faith, entrusting employees with the tools to make business improvements. It is also evidence of a commitment to collaboration, giving employees the broadest and deepest exposure to major changes in the business.
Overview of the One Page Talent Management approach featured in the new Harvard Business Publishing book One Page Talent Management, by Marc Effron and Miriam Ort
Finding it hard to track the performance of employees? Install UpRaise for Employee Succes Jira OKR plugin With OKR Goals, Continuous Feedback & Performance Reviews. Know More: https://upraise.io/agile-performance-management-add-jira/
In the early 1990’s, Michael wanted to develop a strategic process to attract the best talent and build a culture founded on the values of integrity, respect, friendship, caring and loyalty. During a conversation with a colleague discussing the direct impact talented employees had on customer relationships and company performance, he learned of the behavioral assessment tool Predictive Index® (PI), published by PI Worldwide®. More at predictiveresults.com
Using total rewards to engage healthcare’s multigenerational workforceHealthcare Software Hub
Turnover not only directly impacts the bottom line, but it makes it difficult for healthcare organizations to attract, motivate and retain their top talent – particularly in today’s complex multigenerational workforce. In this exclusive HRCI training, join Mary Mosqueda, Compensation Practice Leader at Lockton Companies, LLC to learn a proven approach for utilizing a Total Rewards Strategy to engage your multigenerational healthcare workforce. We will look at the definition of Total Rewards (with specifics around compensation) and how the concept can successfully realign cash and non-cash strategies for achieving broader financial and performance objectives with today’s diverse and changing workforce. In this session, we will share practical tips and ideas
Updated brochure on Cultivate Talents AMP methodology designed to link strategy and setting direction with implementing the right change method and using business focused applied learning for leaders around business activities and improving performance
Decisive and result focused professional offering 11+ years of experience in the field of IT / BPO / Media / BFS Communications, Brand Management and Marketing with experience of working with the CXOs of global organizations to build award winning brand value propositions, campaigns and lead generation / employee connect strategies. A creative thought leader, turn around manager and coach. Instrumental in creating unique brand differentiating strategies, breakthrough marketing, communications, media and PR initiatives. Developed deal making lead generation strategies for the organization and clients.
Putting Succession Planning into Practice – Talent Assessment and DevelopmentThe HR Observer
The session will start with the complexities organisations face when it comes to succession planning. Who do we develop, why and how? We will talk through the use of performance data, adherence to values, engagement and other dimensions in the talent identification process ultimately debating 'Potential'. How do we measure potential? What does it mean? Once organisations have a 'long list' of candidate nominations, how and what do we assess; leadership behaviour, cognitive agility, learning agility and emotional intelligence. We will then close by making the link between the diagnostic development activities and L&D curriculum design.
Amanda White, Managing Director, Innovative HR Solutions
Chris Ryan, CEO, CRSystems
When management opens the books and reveals the financials to the workforce, it is a sign of good faith, entrusting employees with the tools to make business improvements. It is also evidence of a commitment to collaboration, giving employees the broadest and deepest exposure to major changes in the business.
Overview of the One Page Talent Management approach featured in the new Harvard Business Publishing book One Page Talent Management, by Marc Effron and Miriam Ort
McKinsey looks for applicants who can resolve problems, create personal impact, communicate well, and think logically. These qualifications must be conveyed by your resume if you want to get an employment offer from this consulting firm.
Read this presentation for surefire tips and samples that will help you land a job in McKinsey. For additional input, download our free consulting guide at http://www.consultingfact.com/guides/land_a_consulting_job/
Top 8 sustainability coordinator resume samplescodyfred12
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Lander Associates, established in 1997, is an international training and performance development specialist to the professional recruitment sector and beyond.
Accelerating Learning for Business Impact - NuVeda Corporate Presentation Balasubramanian Krishnan
Accelerating Learning for Business Impact - NuVeda is an end-to-end learning solution provider for Corporates, Universities and educational institutions.
Contact us at info@nuvedalearning.com
As businesses expand their learning operations across the globe, they face many challenges: how to ensure continuity of training but also retain individual pieces; development and management of a global curriculum; addressing learning needs at various levels; development of managers at different levels; ensuring compliance and uniformity in the delivery of learning methods; and increasing retention and decreasing turnover, to name a few. During this workshop, Maria O’Donoghue, director of global learning and development for Hertz, will present with Marla Zarlenga, learning services account manager for ACS, a Xerox company, to describe how their companies partnered to create a global transformation of Hertz’s learning system, delivering a high ROI for training dollars, and developed an approach to global learning that is a model for global learning success.
Maria O'Donoghue, Director, Global Learning and Development, The Hertz Corp.
Marla Zarlenga, Account Manager, ACS Inc., a Xerox Company
Similar to Resume of Julie McManus - Leadership and Sustainability Executive (20)
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
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Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
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Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
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Resume of Julie McManus - Leadership and Sustainability Executive
1. 937.210.0409
executive1@gmail.com
http://www.linkedin.com/in/juliemcmanusohio
CORPORATE SUSTAINABILITY AND LEADERSHIP DEVELOPMENT EXECUTIVE
critical expertise in international consulting, performance/process improvement and customer delivery
executive summary
Internationally-accomplished senior executive with 15+ years demonstrated results as a consultant, leader and practitioner in
enterprise learning and development, operations management, retail, logistics, executive coaching and strategic
management. Proven success in training facilitation/measurement, M&A, budgeting, Six Sigma/Lean principles and
performance improvement management. Key executive roles and accountabilities reporting to c-suite executives.
Consistently optimizes operating results through organizational development, operational efficiency, and application of best
practices to yield world-class business solutions. Recognized by associates and clients as a visionary leader who supports,
trains, encourages and nurtures teams to deliver consistent and high-quality customer service. A motivational, lead-by-
example change agent and advocate of empowerment and accountability providing diplomatic and participatory leadership
ensuring efficiencies in process, control, compliance, profitability and shareholder value.
critical skillset
Operations Management Logistics and Distribution P&L Management
Organizational Development Mergers and Acquisitions Strategic Planning
Six Sigma Black Belt Leadership Development Certified Leadership Coach
Training and Development Process/Performance Improvement Program/Project Management
professional employment history
GLOBAL DIRECTOR
Alexander Proudfoot Company 2011 - Present Accomplishment, Adaptability,
Adaptable, Administrate, Agile, Agility,
Aligned, Alignment, Assist, Building,
Reporting to the Global Head of People Solutions, responsible for the establishment and Business, Business Leader, Capability,
Coach, Cohesiveness, Collaborate,
Collaboration, Collaborative,
administration of a client-centered leadership development and coaching platform comprised of Communicate, Consistent, Consultant,
Cultural, Culture, Demonstrate, Design,
14 associates and 31 client coaches supporting key client initiatives in Brazil and Africa. Delivered Develop, Development, Developmental,
Diversity, Driven, Education, Effective,
and administered executive train-the-trainer program yielding behavioral impact and on-going Effectiveness, Empathetic,
Empowerment, Encourage, Engage,
coaching for 500+ client associates. Engagement, Enhance, Enhancement,
Essential, Established, Evaluate, Execute,
Developed and delivered leadership and strategic direction curriculum for the Brazilian Executable, Executive, Executive Coach,
Experienced, Expertise, Facilitate,
People Solutions Unit resulting in improved group collaboration, communication and Focused, Global , Implement,
Implementation, Improve, Inclusive,
cohesiveness. Independently, Initiative, Inspirational,
Inspired, Instructional , Integrity,
Managed a $5.2M performance improvement intervention, in support of a key Botswanian Interactive, International, Leadership,
Learning, Lean, Logistics, Manage,
Manager, Measurement, Mergers and
client initiative to increase diamond mining production. Acquisitions, M&A, Methodical,
Delivered leadership development curriculum to a global executive team in Africa, creating Monitor, Motivational, Optimize,
Organization, Organizational,
Outstanding, Participatory,
efficiencies in site performance and group collaboration. Performance, Practical, Preferred,
Presentation, Process, Professional,
Progressively, Progressive, Re-Design,
Relevant, Repeatable, Replicate,
Resource, Responsible, Reward,
PRINCIPAL AND MANAGING PARTNER Rewarding, Six Sigma , Black Belt,
Solution, Specialized, Strategic, Strategy,
Leadership Excellence Center 2009-2011 Successful, Supportive, Sustain,
Sustainable, Timely, Timeliness, Trainer,
Training, Values, Warehousing,
Managed and directed leadership development strategy and training solutions in support of a Workshop,
diverse range of performance improvement interventions across multiple industries and
verticals. Partnered and counseled clients to assess needs, align interventions with objectives,
develop strategy in support of organizational goals and establish program delivery parameters
for senior client executives.
JULIE ANN MCMANUS | Page 1 of 2
2. PRINCIPAL AND MANAGING PARTNER (continued)
Leadership Excellence Center 2009-2011
Designed and implemented business sales and marketing strategy to deliver robust
leadership training and development solutions to global sales and service enterprises.
Performed organizational analysis of corporate Fit for Work, Fit for Life volunteer programs
in South Africa, resulting to improved services for constituents, greater ability to replicate
program and improved ability to meet program objectives.
Coordinated fundraiser to raise capital to build a safe house for minors who were victims of
human trafficking.
VICE PRESIDENT, STRATEGIC PROJECTS
Nash Finch Company 2008-2009
With direct accountabilities to the EVP of Operations, core responsibilities in the pre-acquisition
due-diligence/assessment and on-boarding of four newly-acquired companies. With indirect
leadership and project management responsibilities for IT, HR, warehousing, purchasing and
transportation served as the point person for all people, systems and business process
integration and on-boarding. Further responsibilities in the strategic and tactical oversight of
enterprise sales and customer service.
Implemented supplier consolidation program resulting in $330K reduction in annual
operating expense.
Analyzed and consolidated transportation lanes and logistics resulting in a $250K savings in
transportation expense.
Implemented product procurement, delivery, warehousing and process enhancements to
Increase service levels of acquired company by three basis points, including a $900K increase
in annual sales.
SENIOR DIRECTOR OF MILITARY MARKETS
Nash Finch Company 2005-2008
Reporting to the Executive Vice President of Military Operations, integrated a division of a
recently acquired $783M company. Managed four divisions outside of the headquarters office
with a total of 12 associates responsible for 40% of military sales. Developed framework for the
cultural and process integration of multiple divisions to ensure efficiencies in service standards
and product distribution.
Ensured the successful delivery of $300M in supplies for the Defense Commissary Agency
(DeCA) through comprehensive staff development and process enhancements.
Saved $6M annually and reduced receiving time through the collaboration and
implementation of Six Sigma processes.
Increased service level by six basis points and commissary distribution by eight basis points.
Reduced exposure by $580K annually through the implementation of Perfect Order Process
systems and procedures.
Successfully integrated and launched market expansion plan to achieve $120M in new
business.
education, accreditations and affiliations
PhD Management Studies, ABD, Virginia Commonwealth University, 2000
MS, Industrial/Organization Psychology, Illinois State University, 1989
BS, Psychology, minor Business Administration, Northern Illinois University, 1983
Certified Professional Coach, IPEC, 2010
contact
937.210.0409
executive1@gmail.com
http://www.linkedin.com/in/juliemcmanusohio
JULIE ANN MCMANUS | Page 2 of 2