An overview of the Lean Government Framework used by G2G Lean Consulting - a program in the Washington State Department of Enterprise Services that helps leaders run the whole business of government.
Introduction to Performance Solutions by Designtheojamison
This presentations shares how we help clients resolve common organizational issues, the leadership development programs we offer, and information about our consulting services.
Alexander Wade is a highly motivated leader at DIRECTV who partners with sites and vendors to improve operational efficiencies through Continuous Improvement Management Systems (CIMS). He works to focus on empowering employees and transforming the work culture. Alexander has progressed in his career from a Team Leader to positions with greater responsibilities, improving processes and facilitating performance initiatives. His most impactful role was as a change agent supporting a culture-altering Customer Experience initiative, where he helped lead the implementation of a lean-based CIMS at the Huntsville, Alabama call center with over 800 employees. Alexander is an outside-the-box thinker who developed a coaching tool that uses interval data and dramatically changed how leaders drive retention.
Neal-Phillips Inc. is a consulting firm founded in 2003 that works with public and private sector organizations to improve performance. The company specializes in leadership development, organizational development, human resources development, and training. Neal-Phillips uses a process of understanding an organization's current state, goals, and values before facilitating changes to capabilities and systems to improve performance and accomplish goals. The company's mission is to provide exceptional consulting services to help organizations develop effective processes, systems, and human resources.
This document advertises an online webinar about leadership performance. It discusses how effective leaders are in high demand due to economic challenges but many people fail as leaders because they lack necessary personality traits or behaviors. The webinar will help participants discover ways to perform effectively as leaders, gain insight into their leadership capabilities, and understand the relationship between non-technical skills and leadership performance. Participants will complete online assessments before the webinar and receive a personalized report to use during the interactive session.
The document discusses HR practices at different companies and their impact. It defines human resources and human resource management. It provides examples of HR practices at Infosys and Google like wishing employees on their birthdays and health facilities. These practices lead to improved profitability, a better corporate image, and improved labor-management relations. HR practices also impact relationships within the organization, skills, motivation, and decision-making.
The document describes career and leadership development coaching services that help individuals advance professionally. The coaching focuses on developing leadership skills, improving performance, and ensuring career progression. Services include organizational development, professional development coaching, career transition management, and workshops. Coaching is conducted individually and for organizations to help people and businesses achieve their full potential.
Introduction to Performance Solutions by Designtheojamison
This presentations shares how we help clients resolve common organizational issues, the leadership development programs we offer, and information about our consulting services.
Alexander Wade is a highly motivated leader at DIRECTV who partners with sites and vendors to improve operational efficiencies through Continuous Improvement Management Systems (CIMS). He works to focus on empowering employees and transforming the work culture. Alexander has progressed in his career from a Team Leader to positions with greater responsibilities, improving processes and facilitating performance initiatives. His most impactful role was as a change agent supporting a culture-altering Customer Experience initiative, where he helped lead the implementation of a lean-based CIMS at the Huntsville, Alabama call center with over 800 employees. Alexander is an outside-the-box thinker who developed a coaching tool that uses interval data and dramatically changed how leaders drive retention.
Neal-Phillips Inc. is a consulting firm founded in 2003 that works with public and private sector organizations to improve performance. The company specializes in leadership development, organizational development, human resources development, and training. Neal-Phillips uses a process of understanding an organization's current state, goals, and values before facilitating changes to capabilities and systems to improve performance and accomplish goals. The company's mission is to provide exceptional consulting services to help organizations develop effective processes, systems, and human resources.
This document advertises an online webinar about leadership performance. It discusses how effective leaders are in high demand due to economic challenges but many people fail as leaders because they lack necessary personality traits or behaviors. The webinar will help participants discover ways to perform effectively as leaders, gain insight into their leadership capabilities, and understand the relationship between non-technical skills and leadership performance. Participants will complete online assessments before the webinar and receive a personalized report to use during the interactive session.
The document discusses HR practices at different companies and their impact. It defines human resources and human resource management. It provides examples of HR practices at Infosys and Google like wishing employees on their birthdays and health facilities. These practices lead to improved profitability, a better corporate image, and improved labor-management relations. HR practices also impact relationships within the organization, skills, motivation, and decision-making.
The document describes career and leadership development coaching services that help individuals advance professionally. The coaching focuses on developing leadership skills, improving performance, and ensuring career progression. Services include organizational development, professional development coaching, career transition management, and workshops. Coaching is conducted individually and for organizations to help people and businesses achieve their full potential.
Jerret Baker is seeking an operations or human resource management position where he can apply his business knowledge and experience. He has over 10 years of retail experience, most recently as an assistant store manager at Walmart where he supervised over 350 employees and was responsible for HR functions. Baker has a bachelor's degree in organizational leadership and human resource management from Illinois State University.
How effective is your government agency’s approach to succession planning?
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more: http://bit.ly/1TKqQsJ
Part-up: discover the onsought potential in your ecosystemLaurens Waling
Part-up is a platform that enables organizations to create effective combinations of competencies and talents to improve agility, productivity, and engagement. The platform matches people to project ideas based on their abilities and motivations. It divides work into activities that talents can select based on their interests. This allows organizations to unlock more talents, organize work more flexibly, and build talent profiles to recognize contributions. Part-up has supported dozens of organizations in self-organizing, team development, and adaptive internal cooperation through temporary project teams.
How to Transform Your HR Function into a Center of ExcellenceDaniel Bloom
The document discusses how to transform an HR function into a center of excellence. It defines excellence as caring more than others think wise, risking more than others think safe, dreaming more than others think practical, and expecting more than others find possible. A center of excellence improves its own expertise, knowledge resources, is permanent in nature, and assists other organizations to improve. The document outlines various ways for HR to identify hidden wastes like overproduction, waiting, transportation, overprocessing, and inventory to become more efficient and strategic.
The document discusses organizational fitness and outlines areas that leadership must focus on to ensure an organization is performing at its best level. It identifies financial agility, growing customer base, excellence in production/services, and the right employees as key parts of an organization's fitness. Under business excellence, it recommends focusing on vision, value offerings, and evolution. For operational excellence, it suggests understanding benchmarks, integrating cross-functional skills for problem solving, and empowering self-directed teams. Finally, it states that employees are critical to achieving organizational goals and facilitating their full potential.
The document contains information on various HR metrics and KPIs that can help drive business decisions. It discusses attrition rates by gender and over time. It also includes charts showing training mandays over months in different locations. The document suggests that metrics like recruitment cycle time, average training mandays, quality of hire ratings, and training impact can influence effectiveness, efficiency and business impact. Finally, it emphasizes defining, teaching, measuring and rewarding a new organizational culture to help change management.
Steven Buchner is seeking a position in business management. He has an Associate of Applied Business degree from Cincinnati State Technical and Community College with a 4.0 GPA. His experience includes working as a press operator at Mauser Packaging Solutions where he exceeded production standards and implemented Lean techniques, as well as serving as a team leader at Fiber Ceramics where he helped increase company profits. He is proficient in Microsoft Office programs and works well independently or as part of a team.
Integral provides leadership development and organizational performance services including coaching, training programs, surveys, and facilitation. Their approach is underpinned by an Integral Development Framework and aims to foster sustainable commercial success while improving lives. Services include developing leaders through diploma programs; coaching for executives, managers and teams; surveys to assess culture, leadership styles and stakeholder feedback; and facilitating organizational reviews, change initiatives, and strategic planning.
This document discusses key elements of agile HR. It outlines 5 trademarks of agile organizations, including a clear focus on customers, cross-functional teams, rapid iterations, self-managed teams, and flexible technology. It also lists 18 practices for organizational agility. The document then examines how HR can support agile organizations and work agilely itself through practices like leading by example, adapting HR processes through rapid iteration and experimentation, using HR technology flexibly, and taking a guerrilla approach to change.
The document discusses the importance of employee engagement and alignment within organizations. It defines employee engagement as a combination of perceptions including satisfaction, commitment, pride, loyalty, sense of purpose, and advocacy for the organization. The document notes that companies with high employee engagement see improved operating income while those with low engagement see declines. It also discusses how to measure engagement and alignment through diagnostics to identify areas for improvement across key business elements like strategy, people, processes, customers, leadership and culture.
This document provides an overview of the RBL Omnia subscription bundle, which includes various business and leadership development resources. It includes an organization guidance system to help prioritize human capital investments, leadership and HR assessments, academies on various topics, and a research repository. For larger businesses, it also includes the RBL Institute, which provides executive think tanks, summits, and original research. The goal is to help build leaders and organizations that deliver measurable business impact through adult learning approaches and data-driven guidance.
The Beyond the Ceiling program is a 6-month leadership development program for high-performing women below the executive level. It provides tools to improve leadership skills, individual coaching from an experienced executive coach, and builds a peer network across the organization. The program aims to increase participants' contribution, confidence, and connection to other leaders while strengthening their commitment to the company. For organizations, the program cultivates a deeper talent pool ready for leadership roles and supports women's advancement, potentially resulting in a more diverse leadership team.
Aberdeen/FieldAware Building a Culture of Service Excellencefieldaware1
Resource POS, a POS systems and solutions provider based out of Chicago, implemented FieldAware's field service management solution to transform their service business. In collaboration with FieldAware, Aberdeen and Resource POS lead this informative metric-packed presentation to describe the challenges facing companies with field service engineers. They tell how implementing FieldAware's field service management solution has made a positive impact on the operations for Resource POS.
We've developed an ebook to help you think about ways to optimize processes, systems and technology—from hire to retire.
Explore opportunities for integration, ways to eliminate multiple points of data entry, software automation, and more.
Jim Proce S.A.M.E. Leadership Development APWA Accreditation 2018Jim Proce
Jim Proce presented to the Society of Military Engineers at the annual conference held in Arlington Texas about the benefits of best practices supported through agency accreditation. Jim has successfully navigated the process for several agencies and has been a site evaluator on several occassions.
Keynote: Driving Business Outcomes with Employee ExperienceMun Choong Lam
This is my keynote presentation for the Talent Ecosystem Conference in August 2018 where I shared the journey of building an employee experience that is designed to help employees become successful. We demonstrated how positive employee experience leads to positive business outcomes in productivity, customer satisfaction and employee advocacy
Agile India 2016: Agile HR – Your Secret to Enterprise AgilityFabiola Eyholzer
Bangalore, India | Mar-17-2016
Inspired, empowered, and engaged people are the heart and soul of Agile – and HR.
Transforming your organization into an agile enterprise is no small deed. And it does not matter where you are on your way towards embracing agility on all levels. There will be a time when you need to align your people solutions with the mindset and demands of agile people and organizations.
We will talk about how to turn your Human Resources into Agile People Operations and boost your agility.
Join this session to
– gain valuable insights into the world of Human Resource Management
– recognize the impact of Agile HR practices through stories and examples
– discover why Agile needs HR and vice versa
– learn about People solutions in Agile Enterprises
The document provides an overview of TalentStream Staffing, a staffing firm based in Greenville, SC and Atlanta, GA specializing in highly skilled manufacturing, engineering, supply chain and technology professionals. It details the types of positions they fill for clients in these fields as well as information on the firm's leadership, approach, and values like being a certified WBENC business.
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
An overview of the 5 components that make up the Lean Government Framework, 4 important characteristics that make the framework applicable to government everywhere, and the big hypothesis that can help you deliver better value to those you serve for generations to come and make public service a deeply meaningful experience for employees.
Pat Schulz is a senior HR leader seeking a leadership role. They have expertise in strategic planning, talent management, organizational development, training and development, change management, performance management, employee relations, mergers and acquisitions, benefits administration, and offshoring. Personal strengths include being high energy, dynamic, a change agent, having business acumen, and being a team player, leader, mentor, coach, and straightforward. Samples of work include competency models, talent management plans, succession planning, learning management systems, and new employee orientation.
Sanjay Singh provides a summary of his professional experience and qualifications. He has over 10 years of experience in operations management, cost management, process management, and team management in the service industry. Currently, he works as an Assistant Manager at Capgemini, where he manages a team of 45 employees. Previously, he held roles at iGate Global Solutions, Patni Computer Systems, UHG, and Alpha Thought Technologies, working on insurance claims processing and revenue cycle management. Sanjay holds an MCM degree equivalent to an MBA in Information Technology. He is proficient in various computer skills and enjoys reading, newspapers, games, and was a national level athlete in his youth.
Jerret Baker is seeking an operations or human resource management position where he can apply his business knowledge and experience. He has over 10 years of retail experience, most recently as an assistant store manager at Walmart where he supervised over 350 employees and was responsible for HR functions. Baker has a bachelor's degree in organizational leadership and human resource management from Illinois State University.
How effective is your government agency’s approach to succession planning?
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more: http://bit.ly/1TKqQsJ
Part-up: discover the onsought potential in your ecosystemLaurens Waling
Part-up is a platform that enables organizations to create effective combinations of competencies and talents to improve agility, productivity, and engagement. The platform matches people to project ideas based on their abilities and motivations. It divides work into activities that talents can select based on their interests. This allows organizations to unlock more talents, organize work more flexibly, and build talent profiles to recognize contributions. Part-up has supported dozens of organizations in self-organizing, team development, and adaptive internal cooperation through temporary project teams.
How to Transform Your HR Function into a Center of ExcellenceDaniel Bloom
The document discusses how to transform an HR function into a center of excellence. It defines excellence as caring more than others think wise, risking more than others think safe, dreaming more than others think practical, and expecting more than others find possible. A center of excellence improves its own expertise, knowledge resources, is permanent in nature, and assists other organizations to improve. The document outlines various ways for HR to identify hidden wastes like overproduction, waiting, transportation, overprocessing, and inventory to become more efficient and strategic.
The document discusses organizational fitness and outlines areas that leadership must focus on to ensure an organization is performing at its best level. It identifies financial agility, growing customer base, excellence in production/services, and the right employees as key parts of an organization's fitness. Under business excellence, it recommends focusing on vision, value offerings, and evolution. For operational excellence, it suggests understanding benchmarks, integrating cross-functional skills for problem solving, and empowering self-directed teams. Finally, it states that employees are critical to achieving organizational goals and facilitating their full potential.
The document contains information on various HR metrics and KPIs that can help drive business decisions. It discusses attrition rates by gender and over time. It also includes charts showing training mandays over months in different locations. The document suggests that metrics like recruitment cycle time, average training mandays, quality of hire ratings, and training impact can influence effectiveness, efficiency and business impact. Finally, it emphasizes defining, teaching, measuring and rewarding a new organizational culture to help change management.
Steven Buchner is seeking a position in business management. He has an Associate of Applied Business degree from Cincinnati State Technical and Community College with a 4.0 GPA. His experience includes working as a press operator at Mauser Packaging Solutions where he exceeded production standards and implemented Lean techniques, as well as serving as a team leader at Fiber Ceramics where he helped increase company profits. He is proficient in Microsoft Office programs and works well independently or as part of a team.
Integral provides leadership development and organizational performance services including coaching, training programs, surveys, and facilitation. Their approach is underpinned by an Integral Development Framework and aims to foster sustainable commercial success while improving lives. Services include developing leaders through diploma programs; coaching for executives, managers and teams; surveys to assess culture, leadership styles and stakeholder feedback; and facilitating organizational reviews, change initiatives, and strategic planning.
This document discusses key elements of agile HR. It outlines 5 trademarks of agile organizations, including a clear focus on customers, cross-functional teams, rapid iterations, self-managed teams, and flexible technology. It also lists 18 practices for organizational agility. The document then examines how HR can support agile organizations and work agilely itself through practices like leading by example, adapting HR processes through rapid iteration and experimentation, using HR technology flexibly, and taking a guerrilla approach to change.
The document discusses the importance of employee engagement and alignment within organizations. It defines employee engagement as a combination of perceptions including satisfaction, commitment, pride, loyalty, sense of purpose, and advocacy for the organization. The document notes that companies with high employee engagement see improved operating income while those with low engagement see declines. It also discusses how to measure engagement and alignment through diagnostics to identify areas for improvement across key business elements like strategy, people, processes, customers, leadership and culture.
This document provides an overview of the RBL Omnia subscription bundle, which includes various business and leadership development resources. It includes an organization guidance system to help prioritize human capital investments, leadership and HR assessments, academies on various topics, and a research repository. For larger businesses, it also includes the RBL Institute, which provides executive think tanks, summits, and original research. The goal is to help build leaders and organizations that deliver measurable business impact through adult learning approaches and data-driven guidance.
The Beyond the Ceiling program is a 6-month leadership development program for high-performing women below the executive level. It provides tools to improve leadership skills, individual coaching from an experienced executive coach, and builds a peer network across the organization. The program aims to increase participants' contribution, confidence, and connection to other leaders while strengthening their commitment to the company. For organizations, the program cultivates a deeper talent pool ready for leadership roles and supports women's advancement, potentially resulting in a more diverse leadership team.
Aberdeen/FieldAware Building a Culture of Service Excellencefieldaware1
Resource POS, a POS systems and solutions provider based out of Chicago, implemented FieldAware's field service management solution to transform their service business. In collaboration with FieldAware, Aberdeen and Resource POS lead this informative metric-packed presentation to describe the challenges facing companies with field service engineers. They tell how implementing FieldAware's field service management solution has made a positive impact on the operations for Resource POS.
We've developed an ebook to help you think about ways to optimize processes, systems and technology—from hire to retire.
Explore opportunities for integration, ways to eliminate multiple points of data entry, software automation, and more.
Jim Proce S.A.M.E. Leadership Development APWA Accreditation 2018Jim Proce
Jim Proce presented to the Society of Military Engineers at the annual conference held in Arlington Texas about the benefits of best practices supported through agency accreditation. Jim has successfully navigated the process for several agencies and has been a site evaluator on several occassions.
Keynote: Driving Business Outcomes with Employee ExperienceMun Choong Lam
This is my keynote presentation for the Talent Ecosystem Conference in August 2018 where I shared the journey of building an employee experience that is designed to help employees become successful. We demonstrated how positive employee experience leads to positive business outcomes in productivity, customer satisfaction and employee advocacy
Agile India 2016: Agile HR – Your Secret to Enterprise AgilityFabiola Eyholzer
Bangalore, India | Mar-17-2016
Inspired, empowered, and engaged people are the heart and soul of Agile – and HR.
Transforming your organization into an agile enterprise is no small deed. And it does not matter where you are on your way towards embracing agility on all levels. There will be a time when you need to align your people solutions with the mindset and demands of agile people and organizations.
We will talk about how to turn your Human Resources into Agile People Operations and boost your agility.
Join this session to
– gain valuable insights into the world of Human Resource Management
– recognize the impact of Agile HR practices through stories and examples
– discover why Agile needs HR and vice versa
– learn about People solutions in Agile Enterprises
The document provides an overview of TalentStream Staffing, a staffing firm based in Greenville, SC and Atlanta, GA specializing in highly skilled manufacturing, engineering, supply chain and technology professionals. It details the types of positions they fill for clients in these fields as well as information on the firm's leadership, approach, and values like being a certified WBENC business.
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
An overview of the 5 components that make up the Lean Government Framework, 4 important characteristics that make the framework applicable to government everywhere, and the big hypothesis that can help you deliver better value to those you serve for generations to come and make public service a deeply meaningful experience for employees.
Pat Schulz is a senior HR leader seeking a leadership role. They have expertise in strategic planning, talent management, organizational development, training and development, change management, performance management, employee relations, mergers and acquisitions, benefits administration, and offshoring. Personal strengths include being high energy, dynamic, a change agent, having business acumen, and being a team player, leader, mentor, coach, and straightforward. Samples of work include competency models, talent management plans, succession planning, learning management systems, and new employee orientation.
Sanjay Singh provides a summary of his professional experience and qualifications. He has over 10 years of experience in operations management, cost management, process management, and team management in the service industry. Currently, he works as an Assistant Manager at Capgemini, where he manages a team of 45 employees. Previously, he held roles at iGate Global Solutions, Patni Computer Systems, UHG, and Alpha Thought Technologies, working on insurance claims processing and revenue cycle management. Sanjay holds an MCM degree equivalent to an MBA in Information Technology. He is proficient in various computer skills and enjoys reading, newspapers, games, and was a national level athlete in his youth.
Introduction of Talentiro : Performance Management SystemJatin Sethi
Talentiro is a centralized performance review and management platform which offers a wide range of services to grow the organization. Talentiro is a solution to automate continuous performance and employee engagement which offers a wide range of services to grow the organization. It is a smart & innovative tool to boost productivity & link performance review with organization & employee branding.
Here are some of the Talentiro Features published on our Website.
• Real-Time feedback
• KRA Based Approach (1:1’s)
• Continuous performance management
• Task and Project Management
• Employee Appreciation and Recognition
• Instant Reports
• Tracking tool for reviewing the employee task
Shari Michaels has over 15 years of experience in client relations, customer service, and business operations management. She currently works as a Client Relations and Support Services Manager for EOS USA, where she directs daily operations, builds client relationships, and applies methodologies to achieve corporate goals. Michaels has a track record of implementing process improvements that increase productivity and optimize revenue and profit growth. She also has experience developing strategic plans and new business opportunities. Michaels holds several certifications in areas such as collection practices, education collection, and professional development.
Amy Jeffries has over 15 years of experience in finance, human resources, customer service, and sales management. She currently works as the Director of Customer Service for Nat Sherman, Inc. She has a Master's degree in Business Finance and a Bachelor's degree in Accounting. Jeffries has expertise in areas such as customer resolutions, budgeting, HR management, problem solving, and sales management. She has experience with software such as Microsoft Office, Sage ACCPAC, and Salesforce. At her previous roles, she helped streamline processes, prepared budgets and forecasts, and managed a team of customer service representatives and sales representatives.
Workday Talent and Performance gives you detailed insight into your workforce to drive organizational growth.
• Tap into the power of your workforce: Use employee data—such as performance, skills, and career interests—to realize the full potential of your organization and your people.
• Lead change: Understand your workers’ skills and capabilities, and inform global talent planning to achieve strategic business objectives.
• Develop your workforce: Fill gaps with top internal, external, and
contingent candidates. Easily assess individuals, recruit, and take
action—all from your browser or mobile device.
• Engage your people: Provide continuous and periodic feedback as well as regular check-ins to drive engagement and enhance the strength of your workforce.
Kristyl Williams has over 17 years of experience in executive operations management roles. She currently seeks a position offering professional development and managerial challenges in business operations. Her experience includes inventory management, risk management, project management, change management, financial management, business strategy, leadership development, and team leadership. She most recently served as Senior Operations Manager for The Deep Retail, where her responsibilities included ensuring effective management of store teams, executing promotional campaigns, and developing staff. Prior to that, she held positions as AVP of Operations Management at Bank of America, managing departments of over 150 associates, and as a Customer Service Manager, providing training and facilitating initiatives.
The document discusses achieving business excellence through knowledge management. It begins by outlining some of the challenges and costs associated with poor quality in business processes. It then discusses the importance of continuous improvement and having a quality-focused culture. The rest of the document presents models for assessing business process maturity and knowledge management maturity, with the goal of helping organizations achieve higher levels of business excellence.
Terryberry Company is an employee recognition partner that provides various recognition solutions and programs. They have over 90 years of experience in recognition and have impacted employees in over 20 countries. Terryberry advocates that recognition increases employee engagement, which leads to improved customer satisfaction and profitability for organizations. They offer both informal recognition solutions like day-to-day recognition tools, as well as formal programs and awards.
Julie Way has over 22 years of experience in service-oriented management and customer service roles. She has a proven track record of exceeding expectations and meeting all deadlines which has resulted in client contracts lasting over 22 years. She is recognized for her strong leadership, communication, and administrative skills in efficiently managing multiple remote locations for clients. Julie Way prides herself on providing excellent customer service and maintaining confidentiality.
The document discusses leadership development and employee engagement services provided by BlessingWhite, a global consulting firm. Some key services include executive coaching, leadership assessments, team dynamics consulting, and employee engagement programs. BlessingWhite has worked with thousands of organizations globally across various industries to help clients develop strong leadership and engage employees to improve business performance.
This document provides guidance for employee recognition in the BC Public Service. It discusses the benefits of recognition, different types of recognition including day-to-day informal and formal recognition, and steps for effective recognition such as making it specific, timely, and meaningful. It also provides examples of recognition statements for different performance levels and discusses factors for successful recognition programs and initiatives. The overall purpose is to encourage a culture of recognition that improves employee engagement, motivation, and performance.
David Caris has over 10 years of experience in office administration, customer service, and organizational support. He is proficient in MS Office, Adobe, Lotus Notes, Windows, Mac, and various internet browsers. Currently he works as a Senior Economic Self Sufficient Specialist for the Florida Department of Children & Families, where he trains staff, analyzes data, prepares reports, and ensures accurate records. Previously he has held positions as a Project Manager, Marketing Assistant, and Marketing Research Assistant. Caris has an Associate's Degree in Business Administration from South Hills School of Business & Technology.
The document provides a summary of Erin Seaton's professional experience and qualifications. It outlines her current role as a Senior Enterprise Relationship Manager at CenturyLink where she excels at retaining and growing revenue from customers. Previous experience includes roles as a Sales Representative and Assistant Head Coach. She has a Bachelor's degree in Theatre and post-professional sales training. Erin has a track record of success in meeting and exceeding sales quotas.
Stephanie Jones is a certified Human Resource professional with over 20 years of experience leading teams and driving performance improvement in retail. She has a proven track record of developing employees, optimizing operations, and increasing profits through strategic initiatives. Her strengths include talent acquisition, performance management, training, and inspiring collaborative leadership. Currently seeking a senior HR role where she can utilize her expertise in change management, employee engagement, and strategic planning.
The document outlines best HR practices for game development companies to enable developers, improve relationships, and raise the profile of game developers. It recommends regular roundtable meetings between managers to discuss performance and training. Recruiting should involve clear job descriptions and screening processes. An open book management style can align employees with business objectives. Performance reviews should include 360 degree feedback from colleagues. Hiring temporary workers provides flexibility. Performance-linked bonuses and fair evaluation systems can motivate employees. Knowledge sharing and recognizing top performers creates a competitive environment.
Learn about top 10 skills which will help you to become a successful operations manager. Also, it you want to build career in operations management find out the best online platform to do so. Also you can visit our website for more details. www.nulearn.in
1. Competitive Solutions, Inc. is an international consulting firm founded in 1991 that helps clients improve operational excellence through various initiatives and processes.
2. They have authored several books on topics like empowering business teams and operational excellence.
3. The document discusses the current state of many operational excellence initiatives and introduces several "non-negotiable processes" meant to drive focus, accountability, and consistency in organizations.
This document contains a resume for Geno Simpson. It summarizes his experience as a Learning and Development Consultant at Xerox HR Solutions since 2007, where he has managed teams of 5-135 employees and led training programs. Previously, he worked as a Training Supervisor at GC Services from 2003-2007, where he implemented training courses for new recruits and developed training materials. Geno Simpson has over 20 years of experience in call center operations, outsourcing, quality management, training, and people management.
Similar to Lean government framework overview (20)
Presentation to the National Association of State Chief Administrators Roundtable in Ohio covering Washington State Government and WA Dept. of Enterprise Services Lean journey.
Lean PD Day Conference presentation in Ottawa Canada covering the Washington State and DES Lean Transformation Journey, the Lean Government Framework, and the Key to Creating the conditions for the collaborative science of flow by Renee Smith and Darrell Damron
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An overview of our G2G (government to government) Lean Consulting Program and the Lean Government Framework we use to help government organizations improve the business of government.
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Slides from my time with the executive leaders of the Washington Student Achievement Council. Pairing Washington State's Lean Government Framework with Dave Snowden's Cynefin framework.
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The document discusses Washington State government's Lean transformation journey. It outlines the state's progression from quality improvement in 1992 to fully embracing Lean principles across government today. Key strategies that helped drive this transformation included partnering with Lean experts, creating communities of practice for Lean practitioners, and developing Lean leadership through a fellowship program. The overall goal was to deliver better results to citizens by improving processes, developing employees, and establishing a Lean culture throughout state government.
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UN WOD 2024 will take us on a journey of discovery through the ocean's vastness, tapping into the wisdom and expertise of global policy-makers, scientists, managers, thought leaders, and artists to awaken new depths of understanding, compassion, collaboration and commitment for the ocean and all it sustains. The program will expand our perspectives and appreciation for our blue planet, build new foundations for our relationship to the ocean, and ignite a wave of action toward necessary change.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
This report explores the significance of border towns and spaces for strengthening responses to young people on the move. In particular it explores the linkages of young people to local service centres with the aim of further developing service, protection, and support strategies for migrant children in border areas across the region. The report is based on a small-scale fieldwork study in the border towns of Chipata and Katete in Zambia conducted in July 2023. Border towns and spaces provide a rich source of information about issues related to the informal or irregular movement of young people across borders, including smuggling and trafficking. They can help build a picture of the nature and scope of the type of movement young migrants undertake and also the forms of protection available to them. Border towns and spaces also provide a lens through which we can better understand the vulnerabilities of young people on the move and, critically, the strategies they use to navigate challenges and access support.
The findings in this report highlight some of the key factors shaping the experiences and vulnerabilities of young people on the move – particularly their proximity to border spaces and how this affects the risks that they face. The report describes strategies that young people on the move employ to remain below the radar of visibility to state and non-state actors due to fear of arrest, detention, and deportation while also trying to keep themselves safe and access support in border towns. These strategies of (in)visibility provide a way to protect themselves yet at the same time also heighten some of the risks young people face as their vulnerabilities are not always recognised by those who could offer support.
In this report we show that the realities and challenges of life and migration in this region and in Zambia need to be better understood for support to be strengthened and tuned to meet the specific needs of young people on the move. This includes understanding the role of state and non-state stakeholders, the impact of laws and policies and, critically, the experiences of the young people themselves. We provide recommendations for immediate action, recommendations for programming to support young people on the move in the two towns that would reduce risk for young people in this area, and recommendations for longer term policy advocacy.
Indira awas yojana housing scheme renamed as PMAYnarinav14
Indira Awas Yojana (IAY) played a significant role in addressing rural housing needs in India. It emerged as a comprehensive program for affordable housing solutions in rural areas, predating the government’s broader focus on mass housing initiatives.
Combined Illegal, Unregulated and Unreported (IUU) Vessel List.Christina Parmionova
The best available, up-to-date information on all fishing and related vessels that appear on the illegal, unregulated, and unreported (IUU) fishing vessel lists published by Regional Fisheries Management Organisations (RFMOs) and related organisations. The aim of the site is to improve the effectiveness of the original IUU lists as a tool for a wide variety of stakeholders to better understand and combat illegal fishing and broader fisheries crime.
To date, the following regional organisations maintain or share lists of vessels that have been found to carry out or support IUU fishing within their own or adjacent convention areas and/or species of competence:
Commission for the Conservation of Antarctic Marine Living Resources (CCAMLR)
Commission for the Conservation of Southern Bluefin Tuna (CCSBT)
General Fisheries Commission for the Mediterranean (GFCM)
Inter-American Tropical Tuna Commission (IATTC)
International Commission for the Conservation of Atlantic Tunas (ICCAT)
Indian Ocean Tuna Commission (IOTC)
Northwest Atlantic Fisheries Organisation (NAFO)
North East Atlantic Fisheries Commission (NEAFC)
North Pacific Fisheries Commission (NPFC)
South East Atlantic Fisheries Organisation (SEAFO)
South Pacific Regional Fisheries Management Organisation (SPRFMO)
Southern Indian Ocean Fisheries Agreement (SIOFA)
Western and Central Pacific Fisheries Commission (WCPFC)
The Combined IUU Fishing Vessel List merges all these sources into one list that provides a single reference point to identify whether a vessel is currently IUU listed. Vessels that have been IUU listed in the past and subsequently delisted (for example because of a change in ownership, or because the vessel is no longer in service) are also retained on the site, so that the site contains a full historic record of IUU listed fishing vessels.
Unlike the IUU lists published on individual RFMO websites, which may update vessel details infrequently or not at all, the Combined IUU Fishing Vessel List is kept up to date with the best available information regarding changes to vessel identity, flag state, ownership, location, and operations.
AHMR is an interdisciplinary peer-reviewed online journal created to encourage and facilitate the study of all aspects (socio-economic, political, legislative and developmental) of Human Mobility in Africa. Through the publication of original research, policy discussions and evidence research papers AHMR provides a comprehensive forum devoted exclusively to the analysis of contemporaneous trends, migration patterns and some of the most important migration-related issues.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
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5. 1500 Jefferson St SE, Olympia, WA | Darrell.Damron@des.wa.gov
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8. 1500 Jefferson St SE, Olympia, WA | Darrell.Damron@des.wa.gov
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