This document summarizes research on developing a matrix to assess the competitiveness of an employee's work experience. The matrix divides work experience into four quadrants based on investments in and benefits from different competencies: dogs (low investments, low benefits), cash cows (low investments, high benefits), stars (high investments, high benefits), and question marks (high investments, low benefits). Researchers constructed the matrix for mid-level managers from both the perspective of top managers and mid-level managers themselves, finding some agreements but also differences in how certain competencies were categorized. The matrix is proposed as a tool for aligning employee professional development goals with organizational strategy.
Leveraging WSQ for Competency Based Training & AssessmentsWei Koon GOH, MBA
A presentation that I did for the DACE program to make comparison with UK NVQ and Singapore WSQ national qualification system, as well as the emerging trends in Singapore.
Leveraging WSQ for Competency Based Training & AssessmentsWei Koon GOH, MBA
A presentation that I did for the DACE program to make comparison with UK NVQ and Singapore WSQ national qualification system, as well as the emerging trends in Singapore.
Vskills Certification in Staffing assesses the candidate on company’s staffing and recruitment needs. The certification tests the candidates on various areas which includes finding new talented employees, recruiting them, and then organizing training programmes for them. An important part of the staffing manager’s job is the retention of employees, since low retention is a big cost. Also, terminating an employee is also a part of staffing manager’s job and careful handling of that is important. This area also forms the part of the assessment.
http://www.vskills.in/certification/certified-hr-staffing-manager
Evaluating an International Human Resource Strategy
We Also Provide SYNOPSIS AND PROJECT.
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Multi-Skilling: A unique way to train, retain and develop in a manufacturing ...HackerEarth
We live in an era of fierce competition, be it at an individual or at an organizational level.
Businesses today have to be ready to compete against each other as advancements in technologies take the world by storm.
Companies, therefore, have to seek ways to respond quickly to the ever-changing markets and their requirements to not only stay afloat but also to thrive and surpass their competitors.
Cross-training and multi-skilling can be looked at as one of the methods for improving the efficiency and productivity of individual employees, and hence the organization at large.
Topics to be covered
What is multi-skilling?
Advantages of multi-skilling
Categories of multi-skilling
Key elements of a multi-skilling program
How multi-skilling helps organizations.
NCV 4 Management Practice Hands-On Support Slide Show - Module 3Future Managers
This slide show complements NCV 4 Management Practice Hands-On Training by Bert Eksteen & Anthony Hill, published by Future Managers Pty Ltd. For more information visit our website www.futuremanagers.net
Полная версия презентации 1-й части моего спецкурса/авторского семинара "Стратегическое управление человеческими ресурсами" для Программы МВА (прочитан в Екатеринбурге, Перми, Москве, Челябинске, Ульяновске)
Ответы на кейсы, которые я давала на практических занятиях по курсу "Управление изменениями: организационно-психологический подход", учебный год 2012-13.
Vskills Certification in Staffing assesses the candidate on company’s staffing and recruitment needs. The certification tests the candidates on various areas which includes finding new talented employees, recruiting them, and then organizing training programmes for them. An important part of the staffing manager’s job is the retention of employees, since low retention is a big cost. Also, terminating an employee is also a part of staffing manager’s job and careful handling of that is important. This area also forms the part of the assessment.
http://www.vskills.in/certification/certified-hr-staffing-manager
Evaluating an International Human Resource Strategy
We Also Provide SYNOPSIS AND PROJECT.
Contact www.kimsharma.co.in for best and lowest cost solution or
Email: amitymbaassignment@gmail.com
Call / What’s App: 9971223030
Multi-Skilling: A unique way to train, retain and develop in a manufacturing ...HackerEarth
We live in an era of fierce competition, be it at an individual or at an organizational level.
Businesses today have to be ready to compete against each other as advancements in technologies take the world by storm.
Companies, therefore, have to seek ways to respond quickly to the ever-changing markets and their requirements to not only stay afloat but also to thrive and surpass their competitors.
Cross-training and multi-skilling can be looked at as one of the methods for improving the efficiency and productivity of individual employees, and hence the organization at large.
Topics to be covered
What is multi-skilling?
Advantages of multi-skilling
Categories of multi-skilling
Key elements of a multi-skilling program
How multi-skilling helps organizations.
NCV 4 Management Practice Hands-On Support Slide Show - Module 3Future Managers
This slide show complements NCV 4 Management Practice Hands-On Training by Bert Eksteen & Anthony Hill, published by Future Managers Pty Ltd. For more information visit our website www.futuremanagers.net
Полная версия презентации 1-й части моего спецкурса/авторского семинара "Стратегическое управление человеческими ресурсами" для Программы МВА (прочитан в Екатеринбурге, Перми, Москве, Челябинске, Ульяновске)
Ответы на кейсы, которые я давала на практических занятиях по курсу "Управление изменениями: организационно-психологический подход", учебный год 2012-13.
Мы и наши взрослеющие дети: ценности, которые нас разделяют вебинар исмагиловойФайруза исмагилова
Многие люди увлекаются коллекционированием. Я тоже. Я коллекционирую… чужие проблемы. И сейчас в моей «коллекции» свыше 4500 проблем.
И хотя все они касаются жизни человека в профессии, они выросли из типичных ошибок, которые мы все допускаем.
Одна из таких ошибок вызвана нашим незнанием, что такое на самом деле система ценностей, и неумением пользоваться ею даже в отношениях с нашими детьми.
Bridge Knowle "YEAR END PERFORMANCE APPRAISAL" WorkshopKenny Ong
Bridge Knowle "YEAR END PERFORMANCE APPRAISAL" Workshop
November, KL
• Know the Importance of planning, preparing, and structuring the performance appraisal
• Learn how to listen, question and give clear and specific feedback
• Handle performance problems and sensitive issues effectively
• Review performance objectives so you can provide specific feedback describing the gap between expected and actual performance
• Avoid common pitfalls when conducting the appraisal
• Create Individual Development Plans with your staff
• Monitor and review progress of objectives and development plans between review meetings
• Develop your feedback skills to motivate staff between appraisal meetings
The purpose of this webinar is to help understand how Oracle Talent Management can help organizations in identifying, developing, evaluating & retaining its employees, ensure the standard maintenance procedures, define performance measurement systems and how to use cascading of objectives
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OL 211 Final Project Guidelines and Rubric Overview .docxcherishwinsland
OL 211 Final Project Guidelines and Rubric
Overview
Many businesses and organizations large enough to require human resource management (HRM) will need someone that not only understands core human
resource (HR) responsibilities, but also understands the vision and mission of the organization.
To align the core HR requirements of an organization with its strategic plan, you will conduct an HRM review of an organization in a case study. Be creative in
assembling each of the individual components or HR tools to the HRM review so that they would be consistent with and add value to the organization. Complete
the HRM review that illustrates how each of the HR tools plays a role in an organization’s overall strategic plan.
The project is divided into four milestones, which will be submitted at various points throughout the course to scaffold learning and ensure quality final
submissions. These milestones will be submitted in Modules Two, Three, Four, and Five. Your comprehensive proposal will be submitted in Module Seven.
This assessment addresses the following course outcomes:
Explain core concepts of human resource management common in today’s global workplace for promoting shared values throughout an organization
Describe human resource management practices and theories that align to and promote the organization’s vision, mission, and business
Illustrate the functions of a human resource manager for ensuring alignment with the organization’s strategic plan
Explain modern human resource concepts and principles that are essential in a changing work environment
Prompt
In this assessment, you will review the human resource management (HRM) in an organization through a case study. This case study will give you the
opportunity to explore various roles and processes within the human resources profession. A key skill for any professional working in human resources is the
ability to develop and implement processes that align with a company’s strategic plan and mission.
I. HRM Functions and Practices
A. Explain why the human resource (HR) function should be aligned with an organization’s strategic plan.
B. Explain how current global conditions in this industry impact human resource management (HRM) practices within organizations.
II. Staffing
A. Describe a process to recruit and select new employees who are aligned with the organization’s vision and goals from the case study.
B. Compare and contrast recruitment and selection of internal versus external candidates using best practices from the Society for Human
Resource Management (SHRM) website. Refer to the Research and Metrics page for helpful resources. You may want to consider which method
of recruitment would be most beneficial to this organization.
III. Training
A. Describe the components of a needs assessment used to determine the training requirements of the organization.
B. Explain the importance of developing learning activi.
Project Report on Performance Appraisal System and Effectiveness in Flora Hot...PS NEEMISH
The study covers employees of Flora Hotel Cochin.
A survey was conducted for information about the performance appraisal
system that was used in the company.
The study focuses on type, effectiveness and employee attitude of the
appraisal system.
To help management plan future development and growth.
The sample size of 50 employees was selected at random from all
departments.
Mu0017 – talent management and employee retentionsmumbahelp
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Уважаемые участники второго занятия Школы для родителей! По вашей просьбе размещаю краткую версию презентации занятия. До новой встречи в Школе СТУПЕНЬКИ!
6. Ismagilova F., Miroliubova G., Set of criteria used by Russian managers for controlling and assessing effectiveness of their professional activities as an obstacle for their lifelong learning // ICERI2012 Proceedings 5th International Conference of Education, Research and Innovation November 19th-21st, 2012 — Madrid, Spain/ Edited by L. Gómez Chova, A. López Martínez, I. Candel Torres. International Association of Technology, Education and Development. IATED, p.5474-5479.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
"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
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➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
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"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
Building Your Employer Brand with Social MediaLuanWise
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Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
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• Four (4) workplace discipline methods you should consider
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2. Investigation of the OP Problem
7. ORGANIZATION PSYCHOLOGY
5. Provide
New Competitive Competences of
HR:
Involve employees
with competitive WE
4. STRATEGY MANAGEMENT
3. Organization
as flexible system
reading for changes
1. Market Competition
6. Organization:
EMPLYEE’s WE
is the instrumental value
for achieving
strategy goals
8. EMPLOYEE:
My WE is my
basicterminal VALUE
because of great
personal input!
2. New Competitive
Products or Services
9. OP PROBLEM:
prompt to employee
to estimate&support
hisher Competitiveness of WE
IMPLEMENT: Matrix CWE
3. Comparison between work experience and
other professional features
3
Work experience
Work biography
Knowledge,
skills,
Habits of
work
Record of
work
Competence
4. CWE Matrix idea and construction
Treatment of own
experience as
constantly high
value
Treatment of own
experience as
dynamically
changing value,
which can and
must be managed
«VELVET HANDLE»:
low competitiveness of WE
“PORTFOLIO” of competences:
high competitiveness of WE
тщательно отобранный материал,
позволяющий получить представление о
возможностях его владельца
5. CWE Matrix:
Structure of Competitiveness of Work Experience
benefits by
work
experience
investments in work experience
high low
high
3. Stars
This segment of WE includes
new competences, which are
expected by new organization
strategy and requires
supplementary efforts of
professional development.
4. Question Marks
To manage this segment specialist
should look forward because
turbulence environment requires
constant organization changes and
suitable competences.
low
2. Cash Cows
This segment of WE embraces
competences and practical
skills, which provides
organizational effectiveness
today.
1. Dogs
This segment consists of the part of
professional experience which was
suitable for previous strategy and
now became obsolete from
organizational position. But at the
same time this part of experience is
of great value for specialist.
5
6. Empirical research’s design :
Comparison between CWE Matrix for MLManagers,
constructed by Top Managers and MLManagers
Investigation steps:
1) Construction of CWE Matrix for midline Managers (MLM) by top managers (TM)
as an experts
2) Construction of CWE Matrix by postgraduate students of Presidental
Program&MBA Program (PgS)
3) Comparison between CWE Matrix for MLManagers, constructed by Top
Managers and CWE Matrix for MLManagers, constructed by MLManagers
Instruction for participants:
Please, fill the CEW Matrix for ML Manager.
Call, please, not less then 10 features/competences for each segment of CWE
Matrix:
Dogs
Cash Cows
Stars
Question Marks
6
7. The sample of 1 part of research:
top managers as experts
Business Schools and Enterprises of Ural Region:
1) Ekaterinburg,
2) Perm,
3) Chelyabinsk,
4) Tyumen
Top level Managers of large industrial enterprises of Ural
region
MBA alumnus, making decisions at Strategy Management
area
30 participants
Period: 2006-2009 years
7
8. The sample of 2 part of research
middle level managers
Business Schools and Enterprises of Ural Region:
1) Ekaterinburg,
2) Perm,
3) Chelyabinsk,
4) Tyumen
Post graduated students with managerial experience not less then 1
year
Middle level Managers of large industrial enterprises of Ural region
160 participants
Period: 2006-2009 years
8
9. First segment of the CWE Matrix :
low investments and benefits
(Dogs, by BCG Matrix)
The question was:
1) What competences in your work
experience you have to refuse
from ? You like to do it but you
understand that it is time to stop
to do it.
Examples for WE revision:
My preferable methods and
implements;
My skills which are
inadequate to organization
goals
The job I am doing for next
last years
9
The source of information :
Plans of Organizational Changes;
Top-managers’ requirements ;
Coach’s recommendations;
Mentoring
10. Second segment of the Matrix СWE:
low investments and high benefits
(Cash cows, by BCG Matrix)
The question was:
2) What competences of your WE
provide you the main part of
your salary ? What features
of your WE are estimated by
your employer ?
Examples for WE revision:
My relationships and contacts;
My reputation;
Something what I do better
then others
My Know-how
10
The source of information :
Coach’s recommendations;
Assessment’s results;
Top-management’s requirements;
Appreciates by colleagues,
11. Third segment of the CWE Matrix :
high investments and benefits
(Stars, by BCG Matrix)
The question was:
3) What competences of your
WE provide possibilities to
increase your present
salary whereby
supplementary efforts?
What you have to do to
achieve it?
Examples for WE revision:
Lack of relationships and
connections;
Lack of acknowledgments;
Skills which are demanded for
development
New skills which I have to have
in my WE but I have not
11
The source of information :
Coach’s recommendations;
Top-management’s requirements;
benchmarking
SWOT-analysis of WE
12. Fourth segment of the CWE Matrix :
high investments and low benefits
(Question marks, by BCG Matrix)
The question was:
4) What competences of your
WE will provide you the
salary’s growth in close
future? What features of WE
you have to invest in just
now?
Examples for WE revision:
my possibilities to
develop or provide key
competences of
organization
12
The source of information :
Strategy plans of organization development
BCG Matrix of Organization’s SBU
Coach’s recommendations;
Monitoring of Labor Market
Monitoring of new competences at the labor market
13. Empirical research’s results:
Comparison between CWE Matrix for MLManagers,
constructed by Top Managers and MLManagers – Concurrences
Competences of WE Segment of CWE Matrix
Be ready to change the activity according to
organization goals
Cash Cows
Be ready to different jobs Cash Cows
Experience to work in groups and teams Cash Cows
Stress management Cash Cows
Experience of successful presentations Cash Cows
Worker holism Cash Cows
Professional society membership Cash Cows
Using of Internet , but not “.ru” only Stars
Strategy thinking and strategy management knowledges Stars
14. Empirical research’s results: Comparison between CWE Matrix for
MLManagers, constructed by Top Managers and MLManagers -
Differences
Competences of WE Top-managers MLManagers
«Heroic» Management Dogs Cash cows
Skills corresponding to key competences of
company
Cash cows Stars
Business connections and relationships Cash cows Stars
Business reputation Cash cows Stars
Foreign language Question Marks Stars
Take a rest as fast as it is possible Question Marks Stars
Professional memory Question Marks Stars
Competences corresponding to «Question
marks» SBU according to BCG Matrix
Question Marks -
15. Empirical research’s results
1) The main concurrences are located at “Cash
Cows” segment
2) ML managers locate some competences to “Cash
Cows” segment, but Top Managers locate its to
“Dogs” segment.
3) ML managers locate some competences to “Stars”
segment, but Top-managers locate its to “Cash cows”
segment.
4) ML managers call competences for “Question
Marks” segment corresponding to theire personal and
professional positions, but Top-managers call
competences for “Question Marks” segment
corresponding to organization strategy position and
«Question marks» SBU according to BCG Matrix
16. Recommendation:
Implement of CWE Matrix
CWE Matrix may be used for agreement of
HR professional development’s goals
and strategy goals of Organization
CWE Matrix may be constructed at Strategy
planning sessions for different groups of
employees
17. Development employee's competences.
Recommendation:
3 steps of consulting
step1 – to present the CWE Matrix to employee
and ask him/her to fill it
step 2 - to present CWE Matrix which have been
filled by managers at the Strategy planning
session
step 3 – compare both CWE Matrix and discuss
the differences.
18. The main results of the research
1. Grant “Stereotypes of Russian
Managers’ Professional
Consciousness” (2007-2009)
from Russian Humanitarian Found
2. “Psychological Essence of Managing Work
Experience of Russian specialists in the
Market Economy “, Doctoral Thesis by
F.Ismagilova (Moscow State University,
2000)
3. F. Ismagilova, Work Experience of
Specialists in the Organizations and Labor
market, Ekaterinburg,1999
4. F.Ismagilova, Stereotypes of Russian
managers, Harvard Business Review
Russia, 2008, January-February
My courses of lectures / My Workshops
1. “Psychology of professional performance and
work experience”,
for students of psychological department,
for Postgraduate students
2. “Strategy HRM and Career development”,
for MBA students, (Russia: Ekaterinburg,
Moscow, Perm, Chelyabinsk, Tyumen,
Ulyanovsk),
for Managers of Ural industrial enterprises
(VSMPO, PNTZ, Novoural.ECP, LUKoil)
18