This document provides a summary of Krista L. Hennessey's professional experience and qualifications. She has over 25 years of experience leading organizational change and developing employee training programs. Her most recent role was as a Change Leadership Advisor at Pacific Gas and Electric Company, where she led the change strategy for a Lean transformation initiative and developed training solutions to support the changes. Prior to that, she held leadership roles developing training strategies and content at Apollo Education Group and Bristol-Myers Squibb. She has a strong background in change management, leadership development, and designing customized training programs.
Rhegal Consulting Capability StatementRhonda Smith
Rhegal Consulting develops and implement high impact learning and development
solutions that improve the performance and productivity of sales and marketing teams.
Our capabilities range from creating and implementing learning and development
strategies that elevate individual competencies, skills and capabilities to delivering
solutions that enhance the operational performance and effectiveness of sales and
marketing teams in order to accelerate revenue growth and profitability.
Phillip Alexander Tanzilo has over 15 years of experience leading organizational performance improvement strategies through needs analysis, project management, training, and evaluation. He has designed and delivered training programs with budgets over $1 million. Most recently, as Principal of Transformational Leadership Strategies, he consults on talent, learning, and operations strategies.
Become a Project Management Professional PMP UAEBlue Ocean
Become Certified in Project Management Professional PMP UAE.
Our PMP Training and Certification will be on Dubai, Abu Dhabi, Sharjah, Ajman etc..
Register today : http://www.blueoceanacademy.com/courses/pmp-project-management.html
Founded in 1966, GP Strategies is one of the few truly global performance improvement companies in the market. Serving more than 16 diverse industries, GP Strategies is a leader in sales and technical training, eLearning solutions, and management consulting.
Our services, solutions, and technologies empower organisations to perform above their potential. To do this, we partner closely with clients to develop diverse, comprehensive services based on a commitment to sustainable performance improvement.
CURRICULUM VITAE - Rui Soares - Profissional ENGRui Soares
Rui Soares provides a curriculum vitae summarizing his 19 years of experience in human resources and training. He has held roles such as HR Director, HR Senior Consultant, and Training Manager for various companies. He also has experience providing lectures at universities. Soares lists his key competencies, professional background including projects accomplished in each role, education, training, languages, and IT skills.
Proven talent development professional with focused experience in learning and workforce development. Worked in the US and Europe helping companies develop strategic and effective programs to up-skill employees or prepare them for transitions. Six years of consulting has cultivated a broad perspective of talent challenges and solutions.
This document describes a two-day workshop on capacity building and future thinking tools. The workshop teaches horizon scanning, trend analysis, scenario planning, and strategic decision-making. Participants will learn to identify trends, uncertainties, implications and opportunities to develop future scenarios. The goal is to help organizations and individuals make robust decisions to deal with various futures. The workshop costs $2,100 and will take place in Dubai on May 27-28, 2017. It is suited for innovation and strategy professionals who want to strengthen foresight and planning skills.
The Business Execution Gap
Companies execute their strategy in fits and starts, and few companies are
good at aligning their current activities to their long term strategic priorities
- 90% of strategies fail due to poor execution (HBR):
• Only 27% of employees have access to their company strategic plan.
•Only 5% of employees understand their company strategy.
• 92% of organizations do not measure Key Performance Indicators
Rhegal Consulting Capability StatementRhonda Smith
Rhegal Consulting develops and implement high impact learning and development
solutions that improve the performance and productivity of sales and marketing teams.
Our capabilities range from creating and implementing learning and development
strategies that elevate individual competencies, skills and capabilities to delivering
solutions that enhance the operational performance and effectiveness of sales and
marketing teams in order to accelerate revenue growth and profitability.
Phillip Alexander Tanzilo has over 15 years of experience leading organizational performance improvement strategies through needs analysis, project management, training, and evaluation. He has designed and delivered training programs with budgets over $1 million. Most recently, as Principal of Transformational Leadership Strategies, he consults on talent, learning, and operations strategies.
Become a Project Management Professional PMP UAEBlue Ocean
Become Certified in Project Management Professional PMP UAE.
Our PMP Training and Certification will be on Dubai, Abu Dhabi, Sharjah, Ajman etc..
Register today : http://www.blueoceanacademy.com/courses/pmp-project-management.html
Founded in 1966, GP Strategies is one of the few truly global performance improvement companies in the market. Serving more than 16 diverse industries, GP Strategies is a leader in sales and technical training, eLearning solutions, and management consulting.
Our services, solutions, and technologies empower organisations to perform above their potential. To do this, we partner closely with clients to develop diverse, comprehensive services based on a commitment to sustainable performance improvement.
CURRICULUM VITAE - Rui Soares - Profissional ENGRui Soares
Rui Soares provides a curriculum vitae summarizing his 19 years of experience in human resources and training. He has held roles such as HR Director, HR Senior Consultant, and Training Manager for various companies. He also has experience providing lectures at universities. Soares lists his key competencies, professional background including projects accomplished in each role, education, training, languages, and IT skills.
Proven talent development professional with focused experience in learning and workforce development. Worked in the US and Europe helping companies develop strategic and effective programs to up-skill employees or prepare them for transitions. Six years of consulting has cultivated a broad perspective of talent challenges and solutions.
This document describes a two-day workshop on capacity building and future thinking tools. The workshop teaches horizon scanning, trend analysis, scenario planning, and strategic decision-making. Participants will learn to identify trends, uncertainties, implications and opportunities to develop future scenarios. The goal is to help organizations and individuals make robust decisions to deal with various futures. The workshop costs $2,100 and will take place in Dubai on May 27-28, 2017. It is suited for innovation and strategy professionals who want to strengthen foresight and planning skills.
The Business Execution Gap
Companies execute their strategy in fits and starts, and few companies are
good at aligning their current activities to their long term strategic priorities
- 90% of strategies fail due to poor execution (HBR):
• Only 27% of employees have access to their company strategic plan.
•Only 5% of employees understand their company strategy.
• 92% of organizations do not measure Key Performance Indicators
AVN Consulting provides operational workplace solutions such as project management, change management, process improvement, and Lean Six Sigma implementation. Their team has over 20 years of experience in business improvement projects, project management, and process advisory services. Their goal is to create lasting positive impacts and long-term partnerships with their clients.
This document provides an introduction and overview of Snap Tech (Pty) Ltd, a consulting and training company specializing in portfolio, programme and project management best practices. It summarizes Snap Tech's services including training, consulting, assessments and interim staffing. It also lists the qualifications and frameworks they provide training for such as PRINCE2, PMP, MSP and AgilePM.
Bradford Matthews is an organizational and leadership development consultant with over 20 years of experience working with organizations around the world. He specializes in maximizing organizational impact through transformation, change management, leadership development, and talent management. As president of his own consulting firm, CHANGEase Inc., he has led numerous projects helping organizations improve effectiveness, culture, and performance.
The document announces the PEX Asia 2014 conference on process excellence and six sigma optimization taking place from February 24-28 in Singapore. The conference will focus on key themes like increasing productivity and customer satisfaction through strategically aligned processes. It will also provide training to become a Certified Process Professional, which is usually only available in the UK and US. Speakers from companies like Google, Coca-Cola, and Nokia will share how they have blended process methodologies to improve performance and adapt to new business needs in a digital age.
Knowledge Group is the MENA region’s leading professional services firm, providing highly- effective and customized solutions in training and development, consulting, outsourcing and special projects.
Our comprehensive portfolio has been created to fully support clients in both the public and private sectors, underwritten by the expertise and industry experience of our experts and staff.
Our expertise is augmented by a select group of leading international consulting and training & development partners and experts, allowing
our clients to benefit from wide-ranging, global specialist knowledge.
This document contains information about training seminars offered by Valense Ltd., including:
- A 2-hour seminar for executives on capturing the value of project management.
- A 1-day introductory seminar on project management concepts covering the project lifecycle.
- A 5-day seminar on business analysis, value and requirement management that prepares participants for the PMI-PBA certification.
The document provides learning objectives, target audiences and overviews for each seminar focused on skills and frameworks for project, program and portfolio management.
This document is Benedict Dumonceaux's LinkedIn profile. It summarizes his extensive experience in training and education spanning several decades. He has held senior training and instructional design roles in various industries, designing curriculums for leadership, business, technical and software skills. More recently he has worked as a visiting professor at multiple universities, teaching courses in business, management, and computer applications. The profile lists his areas of expertise, qualifications, software skills and examples of programs developed for different career levels in the construction industry.
The document outlines a 4-phase model for developing knowledge-intensive organizations globally: 1) Learner phase focuses on establishing an experienced core team, 2) Supporter phase increases local hiring while retaining core team, 3) Contributor phase hands over responsibility to local team, and 4) Business Owner phase establishes local leadership and operational accountability. Key aspects include balancing global costs, skills, and risks while transferring tacit knowledge through expatriate assignments and competence development.
- Christopher J. Peck is an accomplished strategic leader with over 21 years of experience in talent acquisition, development, workforce planning, and systems implementation. He currently works as the Vice President of Strategic Advisory Boards at YourEncore Princeton.
- Prior to his current role, he held several director roles at GlaxoSmithKline, where he led various talent management initiatives including leadership development programs, global talent acquisition, and center of excellence design.
- He has a proven track record of delivering projects on time and on budget, and has received several awards for his work in leadership planning, sales data management, and recruitment.
The document provides resources for talent manager resumes, cover letters, and interview preparation. It includes links to resume samples, tips for writing effective resumes, cover letter samples, interview questions and answers, secrets to winning job interviews, types of interview questions, job interview checklists, and thank you letter samples. It also lists fields and job levels relevant to a talent manager career.
Somer Gregory has over 15 years of experience in sales, management, training, and information technology. She currently works as a Digital Local Sales Manager for CornerMedia in Tysons Corner, Virginia where she develops digital revenue and assists other sales associates. Previously, she has held roles such as Owner and President of a restaurant, Sales Executive, Senior Trainer, and Business Analyst. She has expertise in areas like prospecting, presentations, client relationships, and training.
The document summarizes GAC Corporate Academy (GCA), which delivers learning strategies for GAC Group employees. GCA was established in 2007 to support employee development for a new strategic plan. It uses eLearning and social constructivism principles to develop courses aligned with GAC's business goals. Courses cover topics like business operations, languages, leadership, and quality management. GCA receives positive feedback from employees who say the courses improve their skills and confidence.
Slide share The Ultimate Call Centre Diagnostic Assessment Survey based upo...Dr. Ted Marra
Here is a totally unique assessment survey which every agent, team leaders, supervisor, manager and above in your call center operation can complete. It will yield an unbelievable wealth of insight about your call center's opportunities for performance improvement. Try it if you dare!
Lead Star is a leadership development firm founded by two former Marines to help organizations cultivate leadership skills in their employees. They believe leadership can be developed and offer customized programs involving workshops, keynote speaking, and online learning platforms. Their approach focuses on interactive learning and tangible results. Notable clients include Fortune 500 companies like Facebook and Boston Scientific. Feedback from participants shows high ratings for the value and quality of Lead Star's programs.
GP Strategies is a global performance improvement company that has been operating since 1966. They provide custom training, consulting, and engineering solutions to help organizations achieve their highest potential and make a meaningful impact. With over 2,500 employees in more than 65 offices worldwide, GP Strategies takes a holistic approach to performance improvement through developing people's skills, capturing organizational knowledge, increasing sales and efficiency, and promoting risk management.
This document provides a summary of Fred P. Lange's professional experience in human resources. It outlines his experience leading HR functions and consulting for various companies. Some key points include that he has over 25 years of experience in strategic HR leadership and consulting. He has helped numerous companies in areas such as talent management, leadership development, change management, and HR best practices. He has also published articles and resources to help other HR professionals.
This document provides information about a leadership engagement workshop on leading organizations in volatile, uncertain, and complex environments. The workshop will use a Results-Based Leadership Framework to help participants understand how to drive results through leadership effectiveness, organizational climate, employee engagement, and customer engagement. It will cover developing emotional and social intelligence, leveraging different leadership styles, and creating individual leadership development plans. The workshop aims to equip participants with skills for achieving organizational success in challenging times.
Angela Moore-McCoy is a Vice President at JPMorgan Chase with over 25 years of experience in project management, continuous improvement, change management, and training. She currently leads the Continuous Improvement Services team, managing 11 staff members and driving improvement efforts for 4,000 employees. Previously she held several manager and director roles overseeing project management offices, implementation teams, and quality assurance. Moore-McCoy has a background in banking operations and is currently pursuing a Black Belt certification while studying project management.
The document discusses a mobility solution called CraveInfoTech's AssetTracking and Electronic Proofof Delivery solution. It offers real-time tracking of assets like vehicles, inventory management on handheld devices, electronic proof of delivery capture, and integration with ERP systems. The solution addresses challenges of asset monitoring, order management, and delivery optimizations to improve customer satisfaction. It tracks assets, manages delivery routes and schedules, captures electronic signatures and confirms deliveries in real-time on mobile devices.
Este documento describe los requisitos para lograr un aprendizaje significativo en los estudiantes, incluyendo que el contenido sea lógica y psicológicamente significativo para ellos, que se involucren en actividades mentales y mantengan una actitud favorable, y que comprendan lo que aprenden. También señala que estos requisitos deben guiar la selección de metodologías y técnicas didácticas flexibles, y que los profesores deben planificar e intervenir para facilitar este tipo de aprendizaje significativo.
AVN Consulting provides operational workplace solutions such as project management, change management, process improvement, and Lean Six Sigma implementation. Their team has over 20 years of experience in business improvement projects, project management, and process advisory services. Their goal is to create lasting positive impacts and long-term partnerships with their clients.
This document provides an introduction and overview of Snap Tech (Pty) Ltd, a consulting and training company specializing in portfolio, programme and project management best practices. It summarizes Snap Tech's services including training, consulting, assessments and interim staffing. It also lists the qualifications and frameworks they provide training for such as PRINCE2, PMP, MSP and AgilePM.
Bradford Matthews is an organizational and leadership development consultant with over 20 years of experience working with organizations around the world. He specializes in maximizing organizational impact through transformation, change management, leadership development, and talent management. As president of his own consulting firm, CHANGEase Inc., he has led numerous projects helping organizations improve effectiveness, culture, and performance.
The document announces the PEX Asia 2014 conference on process excellence and six sigma optimization taking place from February 24-28 in Singapore. The conference will focus on key themes like increasing productivity and customer satisfaction through strategically aligned processes. It will also provide training to become a Certified Process Professional, which is usually only available in the UK and US. Speakers from companies like Google, Coca-Cola, and Nokia will share how they have blended process methodologies to improve performance and adapt to new business needs in a digital age.
Knowledge Group is the MENA region’s leading professional services firm, providing highly- effective and customized solutions in training and development, consulting, outsourcing and special projects.
Our comprehensive portfolio has been created to fully support clients in both the public and private sectors, underwritten by the expertise and industry experience of our experts and staff.
Our expertise is augmented by a select group of leading international consulting and training & development partners and experts, allowing
our clients to benefit from wide-ranging, global specialist knowledge.
This document contains information about training seminars offered by Valense Ltd., including:
- A 2-hour seminar for executives on capturing the value of project management.
- A 1-day introductory seminar on project management concepts covering the project lifecycle.
- A 5-day seminar on business analysis, value and requirement management that prepares participants for the PMI-PBA certification.
The document provides learning objectives, target audiences and overviews for each seminar focused on skills and frameworks for project, program and portfolio management.
This document is Benedict Dumonceaux's LinkedIn profile. It summarizes his extensive experience in training and education spanning several decades. He has held senior training and instructional design roles in various industries, designing curriculums for leadership, business, technical and software skills. More recently he has worked as a visiting professor at multiple universities, teaching courses in business, management, and computer applications. The profile lists his areas of expertise, qualifications, software skills and examples of programs developed for different career levels in the construction industry.
The document outlines a 4-phase model for developing knowledge-intensive organizations globally: 1) Learner phase focuses on establishing an experienced core team, 2) Supporter phase increases local hiring while retaining core team, 3) Contributor phase hands over responsibility to local team, and 4) Business Owner phase establishes local leadership and operational accountability. Key aspects include balancing global costs, skills, and risks while transferring tacit knowledge through expatriate assignments and competence development.
- Christopher J. Peck is an accomplished strategic leader with over 21 years of experience in talent acquisition, development, workforce planning, and systems implementation. He currently works as the Vice President of Strategic Advisory Boards at YourEncore Princeton.
- Prior to his current role, he held several director roles at GlaxoSmithKline, where he led various talent management initiatives including leadership development programs, global talent acquisition, and center of excellence design.
- He has a proven track record of delivering projects on time and on budget, and has received several awards for his work in leadership planning, sales data management, and recruitment.
The document provides resources for talent manager resumes, cover letters, and interview preparation. It includes links to resume samples, tips for writing effective resumes, cover letter samples, interview questions and answers, secrets to winning job interviews, types of interview questions, job interview checklists, and thank you letter samples. It also lists fields and job levels relevant to a talent manager career.
Somer Gregory has over 15 years of experience in sales, management, training, and information technology. She currently works as a Digital Local Sales Manager for CornerMedia in Tysons Corner, Virginia where she develops digital revenue and assists other sales associates. Previously, she has held roles such as Owner and President of a restaurant, Sales Executive, Senior Trainer, and Business Analyst. She has expertise in areas like prospecting, presentations, client relationships, and training.
The document summarizes GAC Corporate Academy (GCA), which delivers learning strategies for GAC Group employees. GCA was established in 2007 to support employee development for a new strategic plan. It uses eLearning and social constructivism principles to develop courses aligned with GAC's business goals. Courses cover topics like business operations, languages, leadership, and quality management. GCA receives positive feedback from employees who say the courses improve their skills and confidence.
Slide share The Ultimate Call Centre Diagnostic Assessment Survey based upo...Dr. Ted Marra
Here is a totally unique assessment survey which every agent, team leaders, supervisor, manager and above in your call center operation can complete. It will yield an unbelievable wealth of insight about your call center's opportunities for performance improvement. Try it if you dare!
Lead Star is a leadership development firm founded by two former Marines to help organizations cultivate leadership skills in their employees. They believe leadership can be developed and offer customized programs involving workshops, keynote speaking, and online learning platforms. Their approach focuses on interactive learning and tangible results. Notable clients include Fortune 500 companies like Facebook and Boston Scientific. Feedback from participants shows high ratings for the value and quality of Lead Star's programs.
GP Strategies is a global performance improvement company that has been operating since 1966. They provide custom training, consulting, and engineering solutions to help organizations achieve their highest potential and make a meaningful impact. With over 2,500 employees in more than 65 offices worldwide, GP Strategies takes a holistic approach to performance improvement through developing people's skills, capturing organizational knowledge, increasing sales and efficiency, and promoting risk management.
This document provides a summary of Fred P. Lange's professional experience in human resources. It outlines his experience leading HR functions and consulting for various companies. Some key points include that he has over 25 years of experience in strategic HR leadership and consulting. He has helped numerous companies in areas such as talent management, leadership development, change management, and HR best practices. He has also published articles and resources to help other HR professionals.
This document provides information about a leadership engagement workshop on leading organizations in volatile, uncertain, and complex environments. The workshop will use a Results-Based Leadership Framework to help participants understand how to drive results through leadership effectiveness, organizational climate, employee engagement, and customer engagement. It will cover developing emotional and social intelligence, leveraging different leadership styles, and creating individual leadership development plans. The workshop aims to equip participants with skills for achieving organizational success in challenging times.
Angela Moore-McCoy is a Vice President at JPMorgan Chase with over 25 years of experience in project management, continuous improvement, change management, and training. She currently leads the Continuous Improvement Services team, managing 11 staff members and driving improvement efforts for 4,000 employees. Previously she held several manager and director roles overseeing project management offices, implementation teams, and quality assurance. Moore-McCoy has a background in banking operations and is currently pursuing a Black Belt certification while studying project management.
The document discusses a mobility solution called CraveInfoTech's AssetTracking and Electronic Proofof Delivery solution. It offers real-time tracking of assets like vehicles, inventory management on handheld devices, electronic proof of delivery capture, and integration with ERP systems. The solution addresses challenges of asset monitoring, order management, and delivery optimizations to improve customer satisfaction. It tracks assets, manages delivery routes and schedules, captures electronic signatures and confirms deliveries in real-time on mobile devices.
Este documento describe los requisitos para lograr un aprendizaje significativo en los estudiantes, incluyendo que el contenido sea lógica y psicológicamente significativo para ellos, que se involucren en actividades mentales y mantengan una actitud favorable, y que comprendan lo que aprenden. También señala que estos requisitos deben guiar la selección de metodologías y técnicas didácticas flexibles, y que los profesores deben planificar e intervenir para facilitar este tipo de aprendizaje significativo.
Ser emprendedor constituye una postura vital, una forma de enfrentarse al mundo que implica disfrutar con la incertidumbre y la inseguridad de qué sucederá mañana. No existen ideas brillantes que, por sí solas, den lugar a negocios redondos: lo esencial es cómo un concepto se pone en práctica. Sin embargo el 90 % de las iniciativas fracasan antes de cuatro años y sólo el 3% de los manuales de empresa se dedican a explicar por qué. De ahí la relevancia de este libro. Fernando Trías de Bes, coautor de La buena suerte, analiza los factores clave del fracaso y define los rasgos que debe reunir un verdadero emprendedor: motivación y talento para ver algo especial en una idea que puede que otros ya conozcan. Pero, por encima de todo, es necesario disponer de un espíritu luchador: no fracasan las ideas, sino son las ilusiones las que se dejan vencer por falta de cintura, imaginación y flexibilidad para afrontar imprevistos.
El documento argumenta que es necesaria una revolución energética hacia fuentes limpias como la energía solar debido a que el sol provee más energía en una hora de la que utiliza la humanidad en un año. Además, la sostenibilidad busca hacer frente a los problemas ambientales mediante la cooperación y defensa del interés general. Finalmente, insta a los lectores a implementar acciones inmediatas para sumarse a la revolución energética y dejar de ser meros consumidores para convertirse en actores del cambio social energético.
Este documento describe los principales desafíos que enfrenta El Salvador, incluyendo la demografía, el desempleo y la pobreza; la migración y la transculturación; la educación; la salud; la criminalidad; las maquilas y el abandono del agro; y la familia y los valores. Los estudiantes deben investigar uno de estos desafíos a través de la semana y presentar su información en equipo.
Un anciano llamado Alberto quedó viudo hace 8 años después de que su esposa muriera debido a la contaminación ambiental. Para honrar su memoria, Alberto organizó largas jornadas de limpieza con la gente del pueblo. Durante una de estas jornadas, Alberto encontró un muñeco al que llamó Chinocho y lo llevó a vivir con él. Más tarde, el muñeco cobró vida y le contó a Alberto que antes él también estaba vivo, pero la contaminación lo había dejado sin vida durante dos años.
Guía de actividades y rubrica de evaluación tarea finalAndres Peña
Este documento presenta las instrucciones para la tarea final del curso "Cátedra Unadista". Los estudiantes deben completar una actividad individual y una colaborativa. La actividad individual consiste en aportar dos frases con una imagen cada uno sobre lo aprendido. La actividad colaborativa es crear un póster grupal y presentarlo en PowerPoint sobre cómo el curso contribuyó a su desarrollo personal y profesional. Los estudiantes deben cumplir con las fechas límite y normas de APA.
Linear and non-linear licensing - the convergence of media and music
There are an increasing number of questions around licensing as the scene is getting more complex, mainly due to the loss of mechanicals and a growing focus on online exploitation. What is the impact of licensing for non-linear on linear content? How is the convergence of audio-visual media and music re-shaping the licensing landscape?
Paul Kempton, International Music Rights Expert, Footprint Music
Evaluacio aprendo a aprender a modaliad a distanciaAndres Peña
El documento presenta una evaluación sobre aprendizaje a aprender a distancia que consiste en 8 preguntas. Las preguntas cubren conceptos como percibir, observar, evaluar, asociar, comparar, interpretar, clasificar y analizar, y requieren que el estudiante identifique cuál de estas acciones cognitivas describe cada enunciado. El estudiante responde correctamente a todas las preguntas.
Guía de actividades y rúbrica de evaluación tarea 1 reconocimiento manifies...Andres Peña
Este documento presenta las guías de actividades para la primera unidad del curso "Cátedra Unadista" de la Universidad Nacional Abierta y a Distancia. La unidad se enfoca en el reconocimiento y la construcción de la identidad como estudiante Unadista. El aprendizaje se basa en tareas que guían la presentación de contenidos. La unidad dura 4 semanas e incluye actividades individuales como analizar el Manifiesto Unadista y actividades colaborativas como compartir saludos en un foro.
Guía de actividades y rúbrica de evaluación tarea 2 y tarea 4Andres Peña
Este documento presenta las guías de actividades para las unidades 2 y 3 del curso "Cátedra Unadista". Propone tareas individuales y colaborativas enfocadas en aprender a aprender en la modalidad a distancia y en incursionar en la cultura digital. Las tareas incluyen leer contenidos, completar matrices, realizar evaluaciones en línea, crear mapas conceptuales y producir una historieta colaborativa comparando redes sociales y comunidades virtuales de aprendizaje.
Safe Harbours – the Digital Millennium Copyright Act
As a result of the growing number of notable artists who have spoken out against YouTube lately, the US Copyright Office is reviewing the safe harbours of copyright law. What is the outlook and what might the implications be?
Simon Jordan, Music Lawyer, Russells
Este documento describe un proyecto llamado "El Hospital Educa" cuyo objetivo general es implementar un modelo para transferir conocimiento de empleados antiguos a nuevos mediante una herramienta digital. Los objetivos específicos incluyen traspasar conocimiento para disminuir pérdida de tiempo y recursos, entregar herramientas innovadoras a nuevos empleados, y motivar a empleados antiguos y nuevos. El equipo de trabajo recopilará información a través de entrevistas grabadas a empleados antiguos sobre sus lab
This document is a resume for Marissa I. Uriarte, who is seeking a position in infection disease prevention and control. She has a Bachelor of Science in Nursing degree from Johns Hopkins University and a Bachelor of Science in Public Health degree from Oregon State University. Her experience includes working as a registered nurse at St. Luke's Boise Medical Center, internships in adolescent health promotion and as a medical intern in rural India, and clinical experience in HIV/AIDS care, pediatrics, surgery, and adolescent mental health. She also has leadership experience organizing outreach activities.
The document discusses career changes and how to effectively manage change in the workplace. It notes that the average person today experiences 5-7 career changes due to various reasons like job dissatisfaction, redundancy, or realigning values. When major life changes occur like career changes, it can cause stress and potential health issues depending on how well one adapts to change. The document provides tips for leaders to effectively manage change in the workplace such as setting expectations that change is inevitable, understanding how changes will affect employees, communicating changes sincerely, embracing that people progress through stages when adapting to change, and addressing any undermining behaviors. It emphasizes the importance of communication, empathy, and allowing people time to adjust to changes.
El documento trata sobre el gobierno de Hugo Chávez en Venezuela. Brevemente describe que Chávez fue elegido en 1998 con el apoyo de varios partidos políticos pequeños prometiendo una nueva constitución. Una vez electo, promulgó una nueva constitución en 1999 que extendió el periodo presidencial a 6 años y permitió la reelección inmediata. Más adelante se solicitaría un mecanismo de revocatoria de mandatos.
aislamiento & tecnicas de aislamientofont Fawn
Este documento describe diferentes técnicas de aislamiento para prevenir la transmisión de enfermedades infecciosas, incluyendo aislamiento de contacto, digestivo, parenteral y respiratorio. El aislamiento implica separar a un paciente infectado del resto de personas para evitar el contagio, mediante medidas como lavado de manos, uso de mascarillas, guantes y batas desechables, y habitaciones individuales. El tipo de aislamiento depende del mecanismo de transmisión de la enfermedad, ya sea por contacto, heces, sang
Este documento presenta información sobre la hipertensión arterial. Define la hipertensión arterial y discute factores de riesgo, datos epidemiológicos, evaluación clínica, estudios de laboratorio, clasificaciones, tratamientos actuales y más. Explica diferentes tipos como la hipertensión sistólica aislada y la hipertensión refractaria. También cubre prevalencia, requisitos para tratamiento farmacológico, combinaciones sinérgicas de fármacos y bibliografía.
¿Qué puede aprenderse del caso estadounidense? La protección del software en PERÚ. La importancia: Sin embargo, en América latina, el mercado de las tecnologías de información se encuentra todavía en una fase de maduración. Para hacer sustentable esta expansión debe de ir acompañada de protección jurídica Los derechos de propiedad intelectual nunca han sido más económica y políticamente importantes o controversiales de lo que son hoy
Bohloli et al_Nordic Grouting Symposium 2016Bahman Bohloli
This document presents results from a study on the mechanical and flow properties of cement grouts at different temperatures. Three cement types (A, B, C) were used to prepare grout mixes with water-cement ratios ranging from 0.6 to 1.2. Tests measured the filtration, viscosity, setting time, bleeding, compressive strength and permeability of the grouts cured at 8°C and 20°C. The main findings were that curing temperature affects strength, with 8°C resulting in lower strength than 20°C; filtration stability is independent of temperature but depends on water-cement ratio; and true tunnel conditions involve both temperature and pressure, though pressure effects were not examined.
Martin Heltai is a senior professional with over 30 years of experience in learning and performance solutions, organizational change management, and project management. He has extensive experience developing and delivering training programs, implementing learning communities and communities of practice, and administering SharePoint systems. Heltai also has expertise in organizational development, business process reengineering, strategic analysis, change implementation, and aligning people, processes, and technology.
Melissa Hathaway is an experienced instructional designer with over 15 years of experience developing training programs and managing projects. She has expertise in curriculum development, performance consulting, and developing blended learning solutions using various e-learning tools. Throughout her career, she has delivered results by streamlining processes, cutting costs and development times, and achieving high participant satisfaction ratings. She is skilled in managing teams, developing strategic partnerships, and driving innovation in learning and development.
Mark F Hagerty Od Training Director Resumemfhagerty
Mark Hagerty has over 25 years of experience in organizational development, instructional design, and training management. He has extensive expertise developing training programs, curricula, and e-learning solutions. Some of his past roles include senior instructional designer, senior training manager, and adjunct instructor. He is proficient in instructional design methodology, project management, and various software programs.
The document summarizes Deloitte's Programme Leadership capability for managing complex transformations in the mining industry. It discusses (1) Deloitte's Managing Complex Transformations approach which focuses on achieving strategic imperatives and benefits rather than just time/cost/quality, (2) how the team provides solutions addressing challenges from regulatory changes to market restructuring, and (3) that the team has experience planning, designing, structuring, and executing transformations to minimize risk and maximize benefits.
Our Programme Leadership team draws upon skills and expertise acquired through experience to provide mining clients with advice and support for large-scale, complex transformations. They take a holistic approach, ensuring projects align with strategic objectives and intended benefits. They have experience leading transformations involving new operating models, systems implementations, and organizational changes. Their approach involves establishing governance, benefit tracking, change management and more. They helped clients successfully deliver transformations involving business restructurings and system standardizations.
Jason Russell is an organizational development and talent management professional with over 15 years of experience in human resources. He has expertise in training, leadership development, performance management, and organizational change. His background includes positions at large corporations implementing learning systems and developing talent strategies. Currently he is an Organizational Development Specialist at Kaman Aerospace Corporation where he designs and coordinates training programs and succession planning.
Ashish Rathi has over 10 years of experience in learning and development. He is currently an Assistant Manager at Genpact Headstrong Capital Markets, where he manages training programs for over 4,000 employees. Prior to this, he held learning and development roles at UnitedLex Corporation and HCL Technologies. He has experience developing and delivering technical, behavioral, and compliance training programs. He is also responsible for training needs analysis, content development, budgeting, and measuring training effectiveness.
Robert Miller has over 30 years of experience in project management, training, and operations management. He holds diplomas in management and project management and has successfully delivered numerous high-profile projects on time and under budget. Miller is highly skilled in areas such as project planning, budget controls, personnel management, and process improvement. He has a proven track record of building high-performing teams and negotiating strategic relationships.
Sheri Ann Lowe - record of reducing costs of $1,500,000+ through implementing complex transformation projects. Requirements include agile implementation to align with changing product designs throughout the planning, organizing, executing, and piloting new products within highly regulated industries.
DigiLEAF is a knowledge-based solutions provider specializing on Enterprise Quality Management and Information Technology Infrastructure and Governance. DIGILEAF offers training, audit and consulting as the primary service areas capturing the end-to-end roadmap of building a Quality Culture from conceptualization to execution of quality assurance, quality control, and deployment of organizational excellence methodologies. DIGILEAF prides itself in being vertically-strong in its chosen niche, in the wealth of industry experience it has and its capability to ENGAGE to its clients in the most unconventional, versatile and innovative way possible, giving the clients that delighted & worthwhile experience.
Proven record of reducing costs of $1,500,000+ through implementing complex transformation projects. Requirements include agile implementation to align with changing product designs throughout the planning, organizing, executing, and of piloting new products within highly regulated industries.
Sheri Ann Lowe - a record of reducing costs of $1,500,000+ through implementing complex transformation projects. Requirements include agile implementation to align with changing product designs throughout the planning, organizing, executing, and piloting new products within highly regulated industries.
Fremont Consulting provides contract staffing services and has experience staffing projects for companies like Cisco, HP, and SAP. They maintain a network of professionals who are available for project roles like project managers, technology specialists, and instructional designers. The document includes biographies for several of Fremont Consulting's contractors who have experience in areas like program management, events, and project management.
1. Melissa Hathaway is an experienced instructional designer specializing in curriculum development, blended learning, and project management.
2. She has over 15 years of experience developing training programs and materials for companies like CVS Health, Samsung, and Verizon Wireless.
3. Her technical skills include developing e-learning courses using tools like Articulate Storyline and Adobe Captivate, and she is proficient in MS Office applications.
Stephanie Jones is a senior HR professional with over 15 years of experience in training, coaching, and organizational development. She has a proven track record of developing customized training programs to improve employee performance and business processes. Her areas of expertise include leadership development, change management, and performance management. She is PHR certified with an MBA in leadership and has held training and HR leadership roles at various companies.
Seasoned Human Resource Practitioner from XLRI having 17 years of experience in Human Resource and talent management, has worked in global organizations and in global roles that have helped to hone up his relationship and cross-cultural skills. His ability to understand the business has helped him to align the people strategies of the businesses to its ever-evolving needs. He has been able to decode the secret recipe for being a “Great Place to Work” and has helped his organization to be in the league of select few. His ability to attract the right talent has helped him to build organizations that are competitive and agile. His ability to think strategically on current and future talent issues
Case Study - Excelleration, how to buildvedikaarya6
The key objectives of the Excelleration initiative at H&L were to enhance talent management by identifying and retaining high-potential employees, conducting competency mapping, enabling succession planning, and improving employee engagement. Several initiatives were undertaken, including competency assessments, customized development programs, leadership coaching, and integrating an LMS platform. This required endorsement from top management, collaboration with external consultants, and engagement of HR teams. The success of the initiatives was measured by talent retention rates, leadership pipeline strength, internal promotions, and improved employee engagement and competency scores.
Jincy Thomas is a learning, development and social impact strategy expert with 14 years of experience. She currently serves as Chief Product Officer at PeoplePro Training and Consultants Pvt Ltd in Bangalore, where she oversees research and development of products and strategies to achieve meaningful social impact. Previously, she has held roles developing training programs at 24/7 Customer and designing social impact strategies for clients such as Shell and Goldman Sachs. She has expertise in areas such as corporate social responsibility, content development, training, and process improvement.
The document summarizes the experience and qualifications of an organizational change expert. Over 18 years, they have designed and delivered numerous organizational change initiatives including redesigning learning services, merging client service groups, developing competency models, and leading cultural renewal programs. Their expertise includes organizational culture change, leadership development, talent management, and large-scale program management.
This document summarizes Deloitte's transformation management and program leadership capabilities for oil and gas companies. It discusses Deloitte's dedicated team that helps clients lead and support large-scale transformations. It also outlines Deloitte's approach to transformations, which focuses on achieving strategic benefits through effective program management, operating model design, benefits management, and change management. Finally, it provides details on Deloitte's program leadership methodologies, thought leadership resources, and experience working with oil and gas clients on complex transformations.
1. Krista L. Hennessey
1449 Washington Street
Apartment #2
San Francisco CA 94109
Professional Summary:
Engaging and top performingChange leader, employee workplace learning andleadership
developmentspecialist.Provenabilityto leademployeesthroughtransformational change
efforts, manage the developmentanddeliveryof innovative online,blended,instructor-led,
synchronous and asynchronous employee trainingand developmentsolutions,andprovide
tailored 1-1 Executive coaching programs to prepare leadersat all levelstomeetthe challenges
of ongoingchange
Operational experience includes: Strategic Planning& Budgeting, Brand Management,
DesigningChange Leadershipstrategy and processes, SDLC and Agile Software Development,
Platformmanagement and Web Design, People management and developingleadersatall
levels
Key strengths: Leadership Development,Change Leadership, BusinessAcumen,Risk
Assessment& Mitigation,Learning, Communication for Understanding and Employee
Engagement specialist, Vendor/ContractorManagement withthe abilityto develop
relationshipsat the officer-levelrelationships andLine of BusinessPartners.
Additional strengths: Strategic Visioning, Enterprise Program Presentation& Facilitation,
Initiatingand mediatingCrucial Conversations, ConflictMediation, ContentManagement,
Networking, Talentmanagement,Large scale eventplanningand execution.
Work Experience:
Change Leadership Advisor & Lead
Pacific Gas and Electric Company
77 Beale Street San Francisco CA 94105
Jan 2015 – Present, PG&E IT, SuperFit Affordability Program
Lead the change leadership strategyand tactical engagementplan,including
communicationsand training, requiredto implementa Lean transformation within
PG&E IT by 2019.
Create and implementengagementopportunitiesfor IT workforce stakeholders and
partners across all linesof business to communicate and train all impacted stakeholders
on the businessbenefitsof Lean and new Lean ways of working.
Help to drive a continuousimprovement mindsetand practices to helpPG&E IT reach its
affordabilitygoals.
2. Consultwith and developofficer-level relationshipstodrive adoptionof Lean mindset
and management to focus on drivingefficiencyinall planning,buildand operational
functions at all levels.
Evaluate and developnewchange tools, communication processesand training
solutions to accelerate adoption of Lean IT and continuousimprovement.
Coach, mentor and train 12-14 membersof the SuperFitIT Plan/Build/Run workstream
and contractor staff to consistentlymodel Leanmindsetand behaviors.
Model strong people skillstoensure the right communication and coordination are
occurring withinthe SuperFitcore team and the right collaborationis occurring with
external teams.
Identifyrisksand mitigate engagementstrategiesneedto keepSuperFit program on
target to achieve Lean transformation.
Consistentlydemonstrate strong functional skillsandsharp businessacumento ensure
the team is providingthe highestvalue possible againstits mission.
May 2014 – Jan 2015, PG&E Gas Operations, Technology Strategy and Solutions Group
Providedchange leadershipadvice and support for major initiativestoensure Gas
Operationsemployeeswere preparedfor technology,process and organizational
changes outlinedinthe Gas Operations TechnologyRoadmap.
Assessedchange needsand designedchange strategiesand engagementplansthat
supportedorganizational readinessforchange, both pre and post technologyproject
deployment.
Partneredwith project managers and businesssponsors across Gas Operations and
PG&E IT, to execute change leadershiptactics includingcoordinatedLearning,
Communicationand Engagementactivities. PartneredwithPG&E Academyand
Corporate Communicationsteams to implementplanswhennecessary.
Created adoptionmetrics and partnered withtechnologyproject teams to drive the
sustainedadoptionof change and maximize the effectivenessandbenefitsof change
initiatives.Anticipatedpeople relatedrisksanddevelopplansand actions to mitigate
risks and address resistance or lagging adoption.
Evaluated and measuredresultsand success of change strategies,plansand actions and
presentedweekly findings toGas Senior Leadershipand Officers.
Partneredwith PG&E Academy and Corporate Communications teamsto implement
plans whennecessary.
Developed& maintainedrelationshipswith all projectstakeholdersincluding
management,union leadershipandmatrix or cross-functional teams to deliverdesired
impact and results.
Partneredwith project managers to evaluate which change vendors,contractors or
products best meetthe needsof a project.Work to secure and manage contracts or
implementacquiredproducts and solutions.Provide trainingon PG&E Enterprise
Change Methodologyto external vendorsalong withon-goingcoaching on change
leadership approaches.
3. Incorporated Enterprise Change LeadershipMethodology intoexistinggovernance
processes,participatedin project evaluationsand designstrategiesto assist project
teams in meetingECL requirements.
Content Management Strategist & Sr. Instructional Designer -Innovator's Accelerator
Apollo Lightspeed - Apollo Group
199 Fremont St. San Francisco, CA 94105
May 2013 – January 2014
Provide strategy, leadershipand instructional design requiredto launch Apollo’s
Innovator’s AcceleratorIAx course offering.A 30 hour independent,asynchronous
learningand innovationchallenge featuringcontent providedby the authors of “The
Innovator’s Dilemma,”Clay Christensen,Jeff Dyerand Hal Gregersen.
Partneredwith project teams from IDEO and Digital Foundry to produce a personalized,
social and collaborative learningexperience withgamifiedlearningactivitiesrelevantto
the learner’s specificbusinesschallenges.
Created skill-buildingprojectsaimedat transforming employee behaviorandhelp
learnersaddress real businessproblems.
Managed the executionof all aspects of instructional designand content management
for IAx
Created and maintainedIAx master project plan, keydeliverables,milestones,
dependenciesandrisks.
Partneredwith Apollobusiness,engineeringandproduct management teams to
determine final course offeringand user experieince,facilitate hand-offs,andensure
timelylaunch of IAx.
Worked with the ApolloBrand managers and internal salesteams to define,revise,
developlaunchstrategy to provisionpilotcohorts.
Servedas a single pointof contact for IAx projectstatus items.
Platform and Product Training Strategy and Design
Apollo Education Services- Apollo Group
199 Fremont San Francisco, CA 94105
January 2012 – March 2013
Provide strategy, leadershipandoversightof all training projects requiredto launch
Apollo’s newonline learningplatformto Apollo’s internal and external academicclients.
Drive and manage the executionof all training projects and initiativesbycreatingand
maintainingmaster project plan,key deliverables,milestones,dependenciesandrisks.
Partner with business,engineeringandproduct management teams to determine
appropriate
4. training solutions,facilitate deliverablehand-offs,andensure timelylaunchof training
initiatives.
Work withthe AES customers and internal stakeholdersto define,revise,developand
implementtimelytrainingsolutions tosupport systemmigration and drive adoption of
the AES learningplatform.
Serve as a single pointof contact for all trainingproject status items.
Sr. Organizational Development, Leadership & Training Advisor
Park City Mountain Resort, Park City, Utah
January 2000 – January 2003
Co-authoredthe mission,visionand value statementto help Park City Mountain Resort
(PCMR) transitionfrom a nationallyknown Utah ski area, to a year round, world-class
Resort able to host the 2002 Winter OlympicGames.
Partneredwith The Ken Blanchard Companiesto helptransform the operatingculture at
PCMR by implementingSituational Leadershipwiththe executive, firstline andsecond
line managementteams at the resort in2000.
Managed annual trainingstrategy and an annual budget of $100k+. Saved $12k in
training
costs by targeting areas for cost containment and producing in-house trainingsolutions
wheneverpossible forExecutive level,FirstandSecond Line Management groups and
1200
Frontline Team members.
Coached and advisedexecutive andsenior leadershipgroupson Leadership
skills,change management processesand organizational developmentactivitiestomeet
PCMR’s newstrategic and operational goals.
Used instructional designtechniquestoperform needsassessment,define learning
objectivesanddevelopcustom training solutionsinorder to support the new
participative, customer focusedand qualitydrivenculture at PCMR.
Programs included:DepartmentManager Development Program, People Management
for NewSupervisors,Exceptional Service for Frontline Team Members and a newTeam
Member OrientationProgram.
Sales Force Effectivenessand Organizational Development Manager
Bristol-Myers Squibb, UK & Ireland
January 1997 – January 1999
Developedannual trainingstrategy for BMS SalesForce in the UK and Ireland to
increase pharmaceutical salesin the areas of Oncology,Virology,Central Nervous
Systemand Cardiovascular medicine.
Controlledan annual trainingbudget of 800,000k pounds sterling.
5. Managed an in-house trainingand ISD team consistingof 14 members to design,
developand present medical trainingprograms for 350 BMS Medical and
Hospital Representativesinthe UK and Europe.
Partneredwith BMS Brand Managers to support marketing and operational effortsof
newdrug launches,namelyPravachol, PlavixandTaxol with tailored product information
training.
Revisedand deliveredabi-annual representative induction programto prepare all new
BMS Medical Representativestopass the Associationof BritishPharmaceutical Industry
Exam requiredby the UK Pharmaceutical Industry.
Worked as part of a three-personteamto organize and deliverBMS Sales Conference in
Montreux Switzerlandfor 2500+ attendees.
Personallydesignedandledlearningevents for 1200 participants duringsales
conference.
Advised BMS Salesand Marketing Directors on how to identifytrainingneedsand/or
performance problemswithintheirrespective businessunits.
Partneredwith UK, European,and US basedBMS HR Directors to pilota competency
model for First Line and Second Line Manager Development.
Employee Leadership Development & Sales Training Manager
GAP UK & Germany
January 1993 – January 1997
Partnered with Gap’s US and UK Businesspartners and BusinessLeaders
to developand manage the annual trainingstrategy for 50+ UK Retail Locations,
employingapproximately3500 employees.
Lead Presenterand Facilitator for a Gap Inc. custom versionof The KenBlanchard
Companies:“Situational Leadership”and “Situational Self Leadership.”
Designed,deliveredandevaluatedall sales,product and customer service training
during Gap's expansionintoGermany.
Managed the customizationand implementationof Gap Inc. managementdevelopment
programs inthe United Kingdomand Germany.
Liaisedwithcorporate counterparts in Gap’s US, Japanese,Canadian and French
business unitsto capitalize on best practices from each country while ensuringcore staff
developmentstandardswere met.