This presentation was first made by Phil La Duke (Director Performance Improvement for O/E Learning) on August 19, at the Society for Applied Learning Technologies (SALT) Washington Interactive Technologies Conference in Washington DC. For more information on this topic contact Phil La Duke (Pladuke@oe.com) or visit www.safety-impact.com
Leveraging Technology In The New Employee Orientation Processladukepc
This was an alternate presentation Phil La Duke developed (but did not deliver) at the Society for Learning Technologies (SALT) Washington Interactive Technologies Conference in Washington D.C. August 19-21
5 Actionable Strategies for Improving Creative WorkflowToland Lawrence
Collaboration can be a real pain.
Changing clients demands. Endless email chains. Unclear expectations and goals. Late nights at the office to make a pressing deadline.
Does it always have to be so chaotic?
It really does not.
In this actionable webinar, you'll learn:
- planning strategies to meet your deadlines with less last minute stress
- how to use forms to automate requests for creative work
- techniques for cutting down unnecessary communication
The concept of “open-source” — that is, software for which the original “source” code is made freely available for others to add on, modify, and improve — radically changed the way software is developed, and has played a large part in enabling the technology boom we see around us today.
But the open-source idea isn’t just for software engineers. Some of the core ideas associated with open-source approaches can offer interesting new directions for L&D teams too.
As decentralization, openness, sharing, and collaboration become the new norm in many organizations, the idea that anyone can share their expertise broadly, and that individuals and teams can access and build on each other’s know-how perfectly encapsulates this concept of ‘open-source learning’ perfectly.
In this presentation, you will learn from the experiences of a technology company on applying the concepts of open-source software development to development of another kind – that of your staff. We’ll cover:
The fundamentals of “open-source learning”
How these relate to knowledge sharing and learning within an organization
How to make open-source learning happen
The role of the L&D professional in driving an open-source learning culture
Leveraging Technology In The New Employee Orientation Processladukepc
This was an alternate presentation Phil La Duke developed (but did not deliver) at the Society for Learning Technologies (SALT) Washington Interactive Technologies Conference in Washington D.C. August 19-21
5 Actionable Strategies for Improving Creative WorkflowToland Lawrence
Collaboration can be a real pain.
Changing clients demands. Endless email chains. Unclear expectations and goals. Late nights at the office to make a pressing deadline.
Does it always have to be so chaotic?
It really does not.
In this actionable webinar, you'll learn:
- planning strategies to meet your deadlines with less last minute stress
- how to use forms to automate requests for creative work
- techniques for cutting down unnecessary communication
The concept of “open-source” — that is, software for which the original “source” code is made freely available for others to add on, modify, and improve — radically changed the way software is developed, and has played a large part in enabling the technology boom we see around us today.
But the open-source idea isn’t just for software engineers. Some of the core ideas associated with open-source approaches can offer interesting new directions for L&D teams too.
As decentralization, openness, sharing, and collaboration become the new norm in many organizations, the idea that anyone can share their expertise broadly, and that individuals and teams can access and build on each other’s know-how perfectly encapsulates this concept of ‘open-source learning’ perfectly.
In this presentation, you will learn from the experiences of a technology company on applying the concepts of open-source software development to development of another kind – that of your staff. We’ll cover:
The fundamentals of “open-source learning”
How these relate to knowledge sharing and learning within an organization
How to make open-source learning happen
The role of the L&D professional in driving an open-source learning culture
This presentation was presented at the Society for Applied Learning Technologies (SALT) Washington Interactive Technologies Conference in Washington D.C. on August 21, 2009
Ralph Krauss Says How Technology Affects Companies and EmployeesRalph Krauss
Ralph Krauss says, whether you're in education, medicine, or engineering, how you work has been vastly affected by technological advancements, including new computers, data software, and various tools people did not have access to in decades past. From the way you tackle your tasks to how you communicate with co-workers, technology has created ripples of change that have benefited companies in every industry.
System Integration is crucial for nowadays business management in evolving markets. Large companies with production chains need to make workflow as simple and as intuitive as possible. Every question has to have an easy answer.
The world of work is changing rapidly. Employees are demanding more learning and development opportunities that are engaging, easy to consume and available on-demand—when and where the they want it. Organizations are finding that recruiting and keeping employees is a growing challenge and are investing in learning and development programs to attract and retain workers. However, even with an increase in the availability of on-demand, easy to consume learning, many employees still are not engaging with it. This isn't simply an 'If you build it, they will come' situation. Without attention to creating appealing and engaging learning opportunities within a modern learning culture, that organizational investment is likely to fall very short of its potential.
In this webinar, tactics will be presented to help you:
Get insights to determine if your employees are engaged
Embed learning into organizational culture to drive employee engagement
Design learner-centric programs that put your employees in the driver's seat of their professional development
A workplace does not only refer to a geographical location. Its a place where employees spend most of their time and hence it should be designed to increase efficiency and the overall performance of the firm. These are some signs of a modern workplace.
#CU11: How technology has made the office redundant by Sharon PhilpConnecting Up
Sharon’s presentation will encompass a real life case study of a company that escaped the office over 13 years ago and how technology over the last decade has improved system management and has allowed the company to grow nationally and internationally. With over 13 years experience working in the not-for-profit sector, Sharon will show how NFP’s and their executive team can work anywhere, anytime.
EMPOWERING WOMEN IN LEADERSHIP: HOW TO DEVELOP FEMALE TALENTHuman Capital Media
How can organizations ensure that women are able to rise to leadership positions?
While companies have been making efforts to promote gender diversity, there is still a significant amount of progress to be made to ensure that women have the support they need to reach leadership roles.
In this webinar, you will learn:
Why it's critical for organizations to develop female talent
The path to female leadership
Female leadership development success stories
How to support managers to become learning leadersSprout Labs
One of the perpetual discussions in workplaces is that managers are often promoted because of their technical skills, and they then must learn the management and leadership skills they need on the job. 70-20-10 approaches to learning programs are requiring managers to become learning leaders and sometimes they just don't have the capabilities to do so.
During this interactive 30 minute webinar we will explore a case study where Sprout Labs designed integrated supports for line managers. The approach included a workplace learning guide, a community of practice for the managers, and support staff for managers.
How to Effectively Manage a Remote Team - 12 Best PracticesMikogo
Remote work definitely has its advantages but also comes with its own unique challenges. With team members working in different locations, how can a remote team leader keep his or her team interconnected, on track, and productive? Well, it starts with reinforcing remote team best practices and understanding why these practices are successful in getting results.
This free guide includes 12 best practices to teach you best practices that foster positive working relationships, enhance team productivity, and in general position you and your remote workers for success.
Career Summary
Ten years + plus of work experience in diverse help desk, IT support Specialist and instructor roles has led to acquiring some remarkable skills in responding to tickets generated by users in a timely and professional manner. In some situations, initiated and improved program operations and customer service to increase productivity and reduce costs. Applied the newest technology to improve support services and response time functions, as a result received positive feedback from the clients regarding service provided. Ensured precise handling of service requested and have made logistical contributions on many special projects.
MODERNIZING L&D: PART 2 — LEVEL UP YOUR LEARNING ECOSYSTEM. PRACTICAL HOW-TOS...Human Capital Media
So, you’ve recognized the need to modernize corporate learning. Now what?
Well, we’re not going to lie. This is a big ship to turn. And a quick-and-dirty, rip-and-replace approach won’t cut it. Taking your learning ecosystem to the next level involves getting all your stakeholders on board. Then, building a solid strategy and plan that can be executed over time.
In Part 2 of our Modernizing L&D series, we'll help you translate your renewed vision into right-fit principles and tactics that will deliver meaningful results. Specifically, we'll share:
How to overcome common roadblocks to modernizing L&D practices.
How to apply a modern learning ecosystem framework.
How to design a continuous learning experience.
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENTHuman Capital Media
Learning and development is critical to an organization, if you don't help the workforce learn and grow in their jobs and their roles, they're not going to be engaged in their positions. Join Ryan Rippy, Talent Management System Administrator at Trustmark Bank as he discusses the challenges of taking a manual process and automating it to achieve business goals and track performance across roles - using succession planning to create a talent pipeline for key positions and developing all associates along their journey.
By the conclusion of the webinar, you’ll leave with:
Ways to help your workforce be engaged in their jobs and be engaged as employees
The benefits a succession plan has to your organization and your employees
Effective LMS strategies to integrate talent modules
View successful metrics and how it begins with onboarding through performance management and into development
This presentation was presented at the Society for Applied Learning Technologies (SALT) Washington Interactive Technologies Conference in Washington D.C. on August 21, 2009
Ralph Krauss Says How Technology Affects Companies and EmployeesRalph Krauss
Ralph Krauss says, whether you're in education, medicine, or engineering, how you work has been vastly affected by technological advancements, including new computers, data software, and various tools people did not have access to in decades past. From the way you tackle your tasks to how you communicate with co-workers, technology has created ripples of change that have benefited companies in every industry.
System Integration is crucial for nowadays business management in evolving markets. Large companies with production chains need to make workflow as simple and as intuitive as possible. Every question has to have an easy answer.
The world of work is changing rapidly. Employees are demanding more learning and development opportunities that are engaging, easy to consume and available on-demand—when and where the they want it. Organizations are finding that recruiting and keeping employees is a growing challenge and are investing in learning and development programs to attract and retain workers. However, even with an increase in the availability of on-demand, easy to consume learning, many employees still are not engaging with it. This isn't simply an 'If you build it, they will come' situation. Without attention to creating appealing and engaging learning opportunities within a modern learning culture, that organizational investment is likely to fall very short of its potential.
In this webinar, tactics will be presented to help you:
Get insights to determine if your employees are engaged
Embed learning into organizational culture to drive employee engagement
Design learner-centric programs that put your employees in the driver's seat of their professional development
A workplace does not only refer to a geographical location. Its a place where employees spend most of their time and hence it should be designed to increase efficiency and the overall performance of the firm. These are some signs of a modern workplace.
#CU11: How technology has made the office redundant by Sharon PhilpConnecting Up
Sharon’s presentation will encompass a real life case study of a company that escaped the office over 13 years ago and how technology over the last decade has improved system management and has allowed the company to grow nationally and internationally. With over 13 years experience working in the not-for-profit sector, Sharon will show how NFP’s and their executive team can work anywhere, anytime.
EMPOWERING WOMEN IN LEADERSHIP: HOW TO DEVELOP FEMALE TALENTHuman Capital Media
How can organizations ensure that women are able to rise to leadership positions?
While companies have been making efforts to promote gender diversity, there is still a significant amount of progress to be made to ensure that women have the support they need to reach leadership roles.
In this webinar, you will learn:
Why it's critical for organizations to develop female talent
The path to female leadership
Female leadership development success stories
How to support managers to become learning leadersSprout Labs
One of the perpetual discussions in workplaces is that managers are often promoted because of their technical skills, and they then must learn the management and leadership skills they need on the job. 70-20-10 approaches to learning programs are requiring managers to become learning leaders and sometimes they just don't have the capabilities to do so.
During this interactive 30 minute webinar we will explore a case study where Sprout Labs designed integrated supports for line managers. The approach included a workplace learning guide, a community of practice for the managers, and support staff for managers.
How to Effectively Manage a Remote Team - 12 Best PracticesMikogo
Remote work definitely has its advantages but also comes with its own unique challenges. With team members working in different locations, how can a remote team leader keep his or her team interconnected, on track, and productive? Well, it starts with reinforcing remote team best practices and understanding why these practices are successful in getting results.
This free guide includes 12 best practices to teach you best practices that foster positive working relationships, enhance team productivity, and in general position you and your remote workers for success.
Career Summary
Ten years + plus of work experience in diverse help desk, IT support Specialist and instructor roles has led to acquiring some remarkable skills in responding to tickets generated by users in a timely and professional manner. In some situations, initiated and improved program operations and customer service to increase productivity and reduce costs. Applied the newest technology to improve support services and response time functions, as a result received positive feedback from the clients regarding service provided. Ensured precise handling of service requested and have made logistical contributions on many special projects.
MODERNIZING L&D: PART 2 — LEVEL UP YOUR LEARNING ECOSYSTEM. PRACTICAL HOW-TOS...Human Capital Media
So, you’ve recognized the need to modernize corporate learning. Now what?
Well, we’re not going to lie. This is a big ship to turn. And a quick-and-dirty, rip-and-replace approach won’t cut it. Taking your learning ecosystem to the next level involves getting all your stakeholders on board. Then, building a solid strategy and plan that can be executed over time.
In Part 2 of our Modernizing L&D series, we'll help you translate your renewed vision into right-fit principles and tactics that will deliver meaningful results. Specifically, we'll share:
How to overcome common roadblocks to modernizing L&D practices.
How to apply a modern learning ecosystem framework.
How to design a continuous learning experience.
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENTHuman Capital Media
Learning and development is critical to an organization, if you don't help the workforce learn and grow in their jobs and their roles, they're not going to be engaged in their positions. Join Ryan Rippy, Talent Management System Administrator at Trustmark Bank as he discusses the challenges of taking a manual process and automating it to achieve business goals and track performance across roles - using succession planning to create a talent pipeline for key positions and developing all associates along their journey.
By the conclusion of the webinar, you’ll leave with:
Ways to help your workforce be engaged in their jobs and be engaged as employees
The benefits a succession plan has to your organization and your employees
Effective LMS strategies to integrate talent modules
View successful metrics and how it begins with onboarding through performance management and into development
A high level look at considerations for training new employees. Compares new employee orientation for geographically dispersed employees to the starfish model of business design.
Training is concerned with helping people to acquire the knowledge, skills and attitudes necessary to do the work for which they are employed. It must create changed behaviour. Training today has become an integral part of any organization’s operations.
Training means changing what an employee knows, how he works, and his attitudes towards his work or his interactions with his co-workers or his supervisors.
This method of training helps the trainer to reach many people at the same time and is widely used to impart knowledge based training programmes.
The market is increasingly more aggressive, that is a truth. The growth not most effective in the number of organizations, however also in the exceptional of services and products provided, makes businesses must put money into innovation in the products they supply to customers, in addition to of their personal internal systems.
Technology has not come to replace the human element, however to contribute to making the work achieved better and better. It not only facilitates to optimize the administration of the business, but also to manipulate the records obtained externally to increase even higher answers for consumers and personnel.
e Learning is the most impacting and cost effective method of training available for organizations today. HR professionals can improve their efficiency and effectiveness of training programs they conduct by adopting e Learning.
e Learning is a very attractive and cost effective method that can be adopted by HR professionals in their regular training activities. This presentation discuss the importance and methodology that can be adapted in e Learning.
7 DIGITAL BEST PRACTICES FOR HR PROFESSIONALS: WAYS TO RECRUIT AND HIRE FASTERHuman Capital Media
Industry experts predict that all successful businesses will soon become 100% digital. The biggest challenge is the “how”. The HR world is rapidly changing; global candidates are becoming more tech-savvy and rely on mobile-enabled interactions. Now more than ever, HR teams are looking to attract and retain the right talent, increase employee satisfaction, and enrich the overall recruiting and onboarding experience.
Here’s the time to make 2017 a year of digitization and transformation. The plan: revamp all of your current HR processes and swap paper for an eSignature solution for everything ranging from offer letters, new hire approvals, candidate NDAs, and contractor agreements.
Join this webinar to learn about the 7 important ways that HR teams can make meaningful progress in their digital transformation. You will also learn:
Top HR pains in the workplace
How other companies achieved success in digital transformation
How leveraging an eSignature solution can help you save time and money
Why an enterprise should consider adopting eLearning? What are the benefits and the pitfalls? What can increase the success probability. And what should be avoided. We try to answer many questions you might have through our experience.
The role of technology in safety traininngPhil La Duke
Featured at the Society for Applied Learning Technology this presentation identifies ways in which companies can leverage technology to deploy safety courses to the widest possible audience quickly and effectively
You get what you measure tips for establishing safety metricsPhil La Duke
Some believe that if you can't measure something it doesn't exist. Other people believe in Big Foot and crop circles. But I believe you will get improvements in the things you measure.
All the best Ideas in the world don't mean much if you can't manage to roll it out into a system that is sustainable and for that you need a safety infrastructure
The secret to workplace organization lies in the 5 s', Sort, Set in Order, Shine, Standardize, and Sustain. This is a tool used in lean manufacturing and has been adapted to numerous discipline.
ERM occasionally sponsors free seminars in Southeast Michigan. In this particular short presentation I explore how injuries are really just process failures.
Changing culture means changing valuesPhil La Duke
Your company culture, in the broadest strokes, is defined by the shared values of the population of the organization. These values have to be much more than what is plastered in the posters on the walls, but must guide every decision that every worker makes. So if you are unhappy with your culture and wish to change it you will have to examine your values, your REAL values not the ones to which you aspire.
Complacency, that is, a familiarity with a process so in depth that workers take it for granted that they will not get hurt while performing a routine task
Too many companies feel like it will cost way too much money to keep workers safe. This presentation was made at the Lakeshore Safety Meeting and demonstrates how a company can decrease risk without breaking the bank
This is a freshened version of my presentation, A Culture of Myths. This particular iteration made it's first appearance at the Great Plains & Safety Wellness. For more from Phil La Duke see his blogs www.philladuke.wordpress.com and www.rockfordgreeneinternational.wordpress.com
Whats wrong with safety training and what to do about itPhil La Duke
This article first appeared in the on-line edition of Fabricating and Metalworking Magazine. It did not appear in print however, and the on-line version is no longer available from the magazine. It will appear in both the print and on-line editions early next year.
This article appeared in the Spring 2011 edition of HR Pulse, the official quarterly of the American Society of Healthcare Human Resources Administrators (ASHHRA)
This was first presented by Phil La Duke at the American Society of Safety Engineers (ASSE) on June 15, 2010 in Baltimore, MD. An mp3 of this speech is available at www.safety-impact.com.
If you enjoyed this presentation, check out Phil La Duke's articles in Facilities Safety Management Magazine, or his column, The Safe Side, in Fabricating and Metalworking magazine. Phil La Duke is on LinkedIN, and you can follow him and SafetyIMPACT! on Twitter
I was asked by a colleague to kick off the Michigan Chapter of ISPI with a 5 minute speech. I chose to talk about expanding the view of Performance Improvement beyond training and organizational development.
selling safety in tough times (Semanario International De Seguridad Minera ve...Phil La Duke
This presentation was made at the XIV Seminario Internacional De Seguridad Minera, in Lima, Peru. It is essentially the same as the National Safety Council presentation of the same name. I updated the notes pages and some of the graphics.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
19. Thank You! This presentation is available at www.safety-impact.com.
20.
Editor's Notes
This presentation was first presented at the 2009 Society for Applied Learning Technology’s Washington Interactive Technologies Conference in Washington D.C.
Do: Welcome the participants. Identify the emergency exits and procedures. Make any announcements that are required of the conference. Say: In this presentation, I will be sharing ways to get Operations buy-in for safety. I’m using the term “sell” in a very broad sense----when I say “sell safety” I am not just talking to purveyors of safety goods and services, but also to those of you who are internal providers of safety. Unless we know how to convince Operations that safety is more than a nuisance or a necessary evil we will never truly be successful in creating a corporate culture where safety is hardwired into how the organization operates. Do: Once you have explained what the session is about, allow people who might have expected something else to excuse themselves and leave. Introduce yourself and establish your credibility for speaking on this topic
Say: When we plan a new employee orientation we set certain goals: First of all, we want to introduce the new employee to our corporate culture; to introduce him or her to the the way we do business. Our corporate culture is a codified body of ethical and moral values. These aren’t always the same as what’s printed in the company handbook, are they? A second goal is to set a tone. We want the new employee to feel like accepting our offer and coming onboard wasn’t just a good idea, it was a great one. There’s plenty of clichés come to mind about making a first impression, but as tired as these clichés may be, they aren’t wrong. We also want to reduce the stress of starting a new job, and that is the crux of our third goal. Starting a new job is immensely stressful---in fact, experts have found that starting a job is as stressful as being fired. Starting a new job is stressful because the new employee doesn’t have a good handle on what is acceptable and unacceptable behavior. Sure he or she understands the big no-nos like stealing or fighting, but there are often subtle taboos that can really create problems for those who violate them, and these cultural norms and mores are often unexpressed. Our fourth and fifth goals are related, and that is getting all the administrative and regulatory stuff out of the way. One of the least productive activities associated with the hiring process is getting all the paperwork associated with becoming an employee completed and processed. The process can be so time consuming that it may takes months to get the employee properly enrolled in the associated benefits programs. Similarly, we often plan to do all the mandatory training in the first two weeks of a new employee’s employment. Unfortunately, except for periods of large-scale hiring, this either results in the new hire waiting for the next scheduled course offering, or the company conducting small classes or one or two participants at a time. Our sixth and final goal is to reduce or eliminate the “dead time” between the first day of work and being fully productive in the role for which we’ve hired the new employee.
Say: In this economy it may seem absurd to be worrying about new employee orientation, but now is the optimum time to tear down the old ineffective New Employee Orientation and build a new and stronger foundation. Most organizations will emerge from this economic downturn looking dramatically different. The business conditions that preceded the downturn are gone, perhaps forever and the companies that survived have had to make some very radical changes not just in how they govern their businesses, but many have reexamined their core values and are very different companies than they were a few short years ago. The new employee orientation must reflect these changes and must do a better job of quickly and effectively indoctrinating the worker into the new, emerging culture. We also have time to plan. The Yin and Yang of the business cycle tends to be we either have plenty of time (and no money) or plenty of money (but no time.) Western businesses tend to not place a very high value on planning (we want action) but planning is essential to the effective development and expedient delivery of a good employee orientation. Unfortunately (or fortunately) we don’t have as much time to plan as we might like or imagine. There are signs that the economy is picking up, which means that many of us will be hiring soon. Very soon. The more energy we expend on improving our orientation process now the less problems we will encounter when the economy returns to prosperity. Typically, HR and training aren’t the functions that the organization beefs up before a big hiring, are they? So a likely scenario is when the hiring boom hits it will find us scrambling and understaffed. We won’t have time to commit to new employee orientation that we would like. Whatever we decide to do, we will likely have to do it with far less resources than we would like, so we had better look for ways to leverage anything we can.
Say: Here is a rough outline of how many organizations approach New Hire Orientation. I know that many of you have different procedures, but I just want to illustrate the tendency of many companies to wait until the last minute to prepare for a new hire’s arrival. On this chart you can see that while there is much activity once the employee is on site, the organization seems to have gone to sleep between the time the offer is made and when the new employee begins work. This is a huge waste of time. Ideally, we want the new employee to become comfortable with his or her new environment and acclimated to the new work place quickly. But in a real sense, time is money and we waste a lot of both by reacting to the new employee’s arrival before tackling many tasks that could easily have been completed in the two weeks between the offer of employment and the first day on the job.
Say: Here we see an orientation process that heavily leverages technology to streamline the new employee orientation process. Of course it’s highly unlikely that an organization would leverage technology to such a large extent, but I just wanted to illustrate the shift from post-start date activities to pre-start date activities.
Say: Leveraging technology really can speed and streamline the new employee orientation process. How many of us have started a new job and spent our first week listening to a dizzying array of welcome videos, reviewing vision and mission statements, reading policies manuals, and attending training. Oft times we are made to feel like we are inconveniencing the HR, training and hiring departments. In many organizations, new employee orientation is seen as little more than a necessary evil. But correctly leveraged technology can reduce the time it takes to get the new hire feeling like part of the team and skilled enough to function in our organization. But not only does a properly leveraged orientation take less time, it also frees up time that occupies HR or training personnel. How many of you dread the prospect of new hire Mondays because you know that it means baby-sitting a new employee while the dozens of other tasks pile up? Leveraging technology allows the orienting department to spend more of its time focusing on social orientation and less on administrative orientation. Leveraging technology also makes the New Employee Orientation far more flexible. The new hire can take long breaks between the activities and generally can complete these activities anywhere that he or she can access the internet. Another advantage of leveraging technology is that it allows the new hire to acclimate to the company culture in a safe setting. The new employee can learn about the company “do’s” and “taboos” without fearing making a gaff that might create a negative impression of him or her among his or her new peers. Companies that use technology to conduct pretests, can also assess the new hire’s skills and create a training plan that avoids requiring the new employee to attend training that is too basic for him or her. And because technology allows the new hire to work at his or her own pace, the new employee is able to avoid the information overload that is often endemic to the New Employee Orientation process.
Say: There are many great technologies that previously been prohibitively expensive or of sub par quality. We’re going to take a quick look at each of these and at ways that we can leverage them in new and innovative ways.
Say: From videotaped messages from the CEO to DVD-based safety training, recorded media has long been the staple of technology-based New Employee Orientation. Unfortunately, far too frequently this media is deployed by sticking a new hire in a glorified closet and telling them to let you know when they are done. While there is nothing intrinsically wrong with the media, the temptation to treat the new hire like a precocious three-year old that you want to keep occupied for 20 minutes by parking him or her in front of a video screen is too great for many organizations to resist
Say: Many organizations are recognizing that any information that can be disseminated using traditional media can also be transmitted effectively via the internet or the worldwide web. Allowing the new hire to complete a “virtual Orientation” has ancillary benefits in that it: Can be completed “on demand” Allows spouses or other family members to also complete the orientation Helps familiarize the new hire with the companies’ expectations relative to online activities (training, benefits enrollment, etc.) The use of the web also allows the New Employee to complete online safety courses. OSHA has traditionally not accepted online safety courses as meeting its regulatory requirements unless a proctor was present while the participant completed the class. Recently, however, OSHA agreed to accept online safety courses from select providers without a proctor. While there are relatively few providers of online that OSHA will accept without a proctor, these providers typically offer courses that are high quality and reasonably priced. Of course other training can be delivered via the web, but you should be careful of over using web-based, eLearning because as many of you already know, eLearning is not a panacea. A third advantage offered by leveraging the web is the ability, online pretesting and “test out” opportunities. Many organizations require pre- and posttests to validate the instructional design of their courses, but pretests can also be used to identify individuals who already possess the desired skills and therefore do not require training. This “test-out” option can save the organization time and money while sparing the new hire from having to endure training that is too basic for him or her. There is also a hidden benefit from having the pretest “test out” option in cases where an individual believes that the course is unnecessary but truly lacks the desired skills. A non-passing score on the pretest will often be enough to convince a reluctant employee that completion of the training in question is really necessary.
Say: More and more companies are moving away from traditional job aids or training for those tasks that are completed infrequently. Instead these organizations are adopting Electronic Performance Support tools. Electronic Performance Support tools are electronic documents that provide the worker with just-in-time, guided instructions. A perfect application for an electronic performance support tool is the completion of benefits and legal paperwork. Traditionally, companies complete this paperwork the first day that the new employee is on the job. The new employee is again relegated to a closet and asked to complete a daunting stack of enrollment forms, tax forms, and sundry documents that must be completed before the new hire can be released to the hiring department. Figure 3 is a screen shot from a training manual from O/E’s Safety Management System, SafetyIMPACT! This tool is used to augment training. In this case, the SafetyIMPACT! Coach’s Guide is a complete encapsulation of the SafetyIMPACT! process and the user can not only look up information, but watch video, see examples, and even get step by step directions on how to complete individual tasks. This technology can be easily adapted to guide an individual through the completion of all the paperwork associated with the hiring process. Electronic Performance Support Tools can also be used to create an Electronic Employee handbook. A Electronic Performance Support version of your employee handbook creates a dynamic tool that goes far beyond teaching employees the policies and procedures of your company. By creating you handbook using an Electronic Improvement tool your hand book can guide workers through expense reports, travel requests, and a host of important tasks that are performed infrequently.
Say: Perhaps the most powerful technology that you can leverage to streamline the New Employee Orientation is your Intranet. From merely being a portal to phone and email directories to providing a storehouse of critical information, your organization’s intranet can play a host of important roles in your New Employee Orientation. Leveraging your Intranet provides these additional benefits: Using the Intranet in New Employee Orientations teaches the new hire how to use the intranet and familiarizes him or her with the navigation and content of the Intranet Because the Intranet is available from the desktop, the new employee can complete much of these activities seated in his or her new workspace.
Say: Email systems like Lotus Notes and Microsoft Office are becoming increasingly powerful. Many organizations are taking pains to ensure that newly hired employees have an email and network ID well in advance of their start dates; this is important because email access is expected well from the first day on the job. Emailing important information to the new hire before his or her first day on the job makes a great impression and does much to make the new hire more comfortable coming aboard.
Learning Management Systems (LMS)/HR Management Software. Many Learning Management Systems and HR Management Software systems allow you to establish triggers that can automatically send welcome emails to new employees, forward links to benefit enrollment websites, and even enroll new hires into required training.
Say: Be sure to include human touch points. When you leverage technology you are by definition reducing the amount of human interaction in the process. Anyone who has been caught in voicemail limbo knows how frustrating it can be to want to talk to a person and instead be prompted to one automated option from another. You should introduce multiple human touch points into your process to avoid creating the impression that your company can’t be bothered by having an actual person answer the new hire’s questions or provide guidance. Human touch points can be as simple as someone calling to ask whether the new hire prefers “Steve” or “Steven” for his business cards or the recruiter calling “just to check in”. These touch points convey the sense that the organization believes that the most appropriate interaction between people are those that focus on the well being of the employee or that offer help. Monitor progress . Most technology allows us to monitor the progress of an individual, and it’s important that you do so. Just because we are using technology to make our job easier doesn’t mean that we don’t have to do anything. Anticipate questions and support needs. You were a new hire once, weren’t you? Put yourself in the role of the new hire and anticipate the questions, concerns, and apprehensions he or she will likely have and respond to them in person. You can’t automate everything! Establish a positive, welcoming tone . Be sure to establish a positive, warm and welcoming tone. You will need to somehow offset the perception of cold indifference that heavily leveraged technology can sometimes create. Try to avoid the stiff legal language that so often permeates HR policies and employee handbooks. Make it clear whether or not the time spent on these pre-start date activities are paid or unpaid . Just because the employee has two weeks to spend prior to officially joining your firm doesn’t mean that they will be willing to invest several hours of his or her own time completing tasks for which they would ordinarily expect to be paid. If you are expecting to have the employee complete some administrative tasks without pay, you must be careful of the message you are sending. Do you really want to start a relationship by creating the impression that your company expects them to work for free? If your company is not willing to put the new employee on the payroll early consider offering the employee the Friday of the first work week off with pay (without charging for a vacation day). This unexpected boon will provide the new hire a much deserved day off (the first week on the job can be brutal) and will set a tone of gratitude for the tasks they completed on his or her own time. If your company is unable or unwilling to compensate the worker for completing tasks on his or her own time then consider allowing the worker to complete these tasks from his or her own work area instead of at the training center or HR. Doing so also provides the additional benefit of creating ownership of the New Employee Orientation by the hiring department.