What you need to consider for hiring a CEOJason Hanold
Presently, hiring a CEO means a great challenge and a huge responsibility for any company, due to a number of aptitudes that it should have. The constant changes in our actual world and the creation of new technologies, make companies that are looking for C-level executives to watch carefully who they need to hire for the organization.
Life Cycle of the Employee: Recruitment, Talent Polsinelli PC
Companies may differ in size, industry or business model. One thing that unites all employers, however, is the goal to recruit, train and retain a quality workforce while remaining compliant with all aspects of the law. The "life cycle" of an employee over the course of their tenure with a company includes other milestones beyond simply recruiting and training. What are these identifiable stages in the employee life cycle, and how can employers navigate through common obstacles to avoid the pitfalls of employment litigation?
Our first webinar in "Life Cycle" series, was moderated by shareholder Eric Packel, who was joined by panelists Chris Swenson, Erin Schilling and Rob Entin.
What you need to consider for hiring a CEOJason Hanold
Presently, hiring a CEO means a great challenge and a huge responsibility for any company, due to a number of aptitudes that it should have. The constant changes in our actual world and the creation of new technologies, make companies that are looking for C-level executives to watch carefully who they need to hire for the organization.
Life Cycle of the Employee: Recruitment, Talent Polsinelli PC
Companies may differ in size, industry or business model. One thing that unites all employers, however, is the goal to recruit, train and retain a quality workforce while remaining compliant with all aspects of the law. The "life cycle" of an employee over the course of their tenure with a company includes other milestones beyond simply recruiting and training. What are these identifiable stages in the employee life cycle, and how can employers navigate through common obstacles to avoid the pitfalls of employment litigation?
Our first webinar in "Life Cycle" series, was moderated by shareholder Eric Packel, who was joined by panelists Chris Swenson, Erin Schilling and Rob Entin.
Life cycle of employee training and development - may 2015Polsinelli PC
Polsinelli's Labor and Employment the "Life Cycle of an Employee" webinar series, a year-long examination of the full range of considerations that employers face at each stage of employee development, and how new legal regulations affect best practices from hiring to termination.
Moderator Eric Packel and panelists Chris Mason, Scott Gilbert, Steve Fox and Teeka Harrison discuss exception issues, policies and procedures, confidentiality, and how to retain quality employees.
Managing relationships with hiring managers is difficult. There's a baton of blame passed between hiring managers, recruiters and applicants as roles in the hiring funnel evolve. We become faced with this question: Who ultimately owns the hiring process and why has this changed?
In this white paper, learn what drives successful hiring through the eyes of hiring managers, recruiters and applicants. End the blame game with hiring managers and improve your recruitment process.
A step by step guide on setting up a consistent, best in class hiring process. Hire the right people for your organization, stay legally compliant, and don't waste time in your HR department.
Describe your product or service, selected target market, and demographic cha...Rohit1p11250
FOR MORE CLASSES VISIT
www.tutorialoutlet.com
Business Description
Morgan Aviation will be a company specializing in aircraft inspections, specifically
transfer and acceptance inspections. The Federal Aviation Administration has strict guidelines on
flight service standards (FAA-G-8082-19). Morgan Aviation would ensure that those standards
are met before an airline accepts an aircraft.
Attraction, recruitment and selection. How can we take unconscious bias out o...Binna Kandola
Gaining access to an organisation can be a challenge to visible minorities. That’s why, whether it be facilitating access to influential networks, curbing discrimination in the shortlisting process or improving interview practice, we must ensure recruitment and selection processes are fair. Learn more about how you can make this happen.
The Experts: We have personally interviewed two well-known experts, Antoine Danchin and Markus Schmidt to gather their opinions about every aspect of Synthetic Biology. They have also filled our survey so you can compare your answers to theirs, how close are your ideas to the ones of the experts?
Life cycle of employee training and development - may 2015Polsinelli PC
Polsinelli's Labor and Employment the "Life Cycle of an Employee" webinar series, a year-long examination of the full range of considerations that employers face at each stage of employee development, and how new legal regulations affect best practices from hiring to termination.
Moderator Eric Packel and panelists Chris Mason, Scott Gilbert, Steve Fox and Teeka Harrison discuss exception issues, policies and procedures, confidentiality, and how to retain quality employees.
Managing relationships with hiring managers is difficult. There's a baton of blame passed between hiring managers, recruiters and applicants as roles in the hiring funnel evolve. We become faced with this question: Who ultimately owns the hiring process and why has this changed?
In this white paper, learn what drives successful hiring through the eyes of hiring managers, recruiters and applicants. End the blame game with hiring managers and improve your recruitment process.
A step by step guide on setting up a consistent, best in class hiring process. Hire the right people for your organization, stay legally compliant, and don't waste time in your HR department.
Describe your product or service, selected target market, and demographic cha...Rohit1p11250
FOR MORE CLASSES VISIT
www.tutorialoutlet.com
Business Description
Morgan Aviation will be a company specializing in aircraft inspections, specifically
transfer and acceptance inspections. The Federal Aviation Administration has strict guidelines on
flight service standards (FAA-G-8082-19). Morgan Aviation would ensure that those standards
are met before an airline accepts an aircraft.
Attraction, recruitment and selection. How can we take unconscious bias out o...Binna Kandola
Gaining access to an organisation can be a challenge to visible minorities. That’s why, whether it be facilitating access to influential networks, curbing discrimination in the shortlisting process or improving interview practice, we must ensure recruitment and selection processes are fair. Learn more about how you can make this happen.
The Experts: We have personally interviewed two well-known experts, Antoine Danchin and Markus Schmidt to gather their opinions about every aspect of Synthetic Biology. They have also filled our survey so you can compare your answers to theirs, how close are your ideas to the ones of the experts?
Sins, Ethics And Biology - A Comprehensive Approachjunycrespo
Sins, Ethics and Biology, a Comprehensive Approach, is more than just a review on Human Practices and Synthetic Biology: it encompasses a classical review of scientific reports on HP; the first comparative analysis of previous iGEM HP projects; interviews with wellknown experts; and the largest survey on ethics and Synthetic Biology ever made.
The population is resource or burden for BangladeshSonya Akter Rupa
Bangladesh studies subject related slide. From this, you can find a proper presentation about the burden popolation of Bangladesh.Here are some special feature as like GDP Growth Rate of Bangladesh,RMG Industry lifeline up to 2016! Here's also an amazing Theme about the slide title. Hope it's helpfull for all.
Career Path by TalentGuard transforms how employee development is managed in the work environment. Employees are looking at careers in new ways. For them, it has become less about ascending methodically from job to job within a single company until the corner office is theirs. Instead of climbing the corporate career ladder — vertical and inflexible — employees are navigating career lattices. Career lattices provide strategic insight into lateral, upward and downward career paths.
Today, employees feel stumped, bored, and frustrated in their current positions, likely because they’re craving change, growth and development. It’s becoming easier and easier for people to change jobs, especially considering the growth of online job boards and company careers pages, which make it less cumbersome to both find opportunities and pursue them.
When this problem is left unresolved, companies will face major turnover and job satisfaction issues, forcing them to look externally for employees that fit their experience and competency requirements. For many companies, a constantly in-flux workforce has become a daily challenge of doing business. This trend is due in part to companies either placing an insufficient emphasis on supporting the professional development of their employees or simply lacking the skills and expertise to do so. Investing more time and energy into recruiting, holding onto, and developing their best employees can be unexpectedly complicated. Yet, it would be highly beneficial for companies to develop their existing employees in order to create a steady source of highly qualified talent from within.
Career pathing resolves these issues through a structured, communicated and holistic development plan to help employees visualize their career growth within the company. In companies that organize themselves this way, employees are better equipped to:
Enhance career progress
Identify and pursue employment opportunities within the company
Excel through aligned learning and development
Receive coaching and mentoring from managerial, HR and business leaders
Without active career planning, employees will be much more likely to see their best opportunities as lying elsewhere and leave for competitors in pursuit of their self-interest. Career planning assistance programs are not reserved for thriving, expanding companies with a wealth of resources to devote to human resource initiatives. Rather, career pathing is for every organization, whether it is flat, single-location or, multinational, whether in the high-tech, government, consumer packaged goods sectors, or any other industry. Keeping employees motivated, positive, and productive during stressful times is not easy, but actively providing career guidance can help maintain morale and reinforce a sense of loyalty when it’s needed most.
Five Management Derailers and Remedies for Prevention:
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Business transformation - Failure Case StudyPerry Cao
Business Transformation, a holistic concept that responds in both external & internal forces, which takes harder requests in changing business fundamentals, to improve business performance in the context of shifting industry or long-stretching business failures. The main concept of Business Transformation is about taking purposeful actions at all angles of functional existences to seize the pinpoint opportunities in the currency. Over the work, advanced & enabled - technology plays critical roles in digitisation and in strengthening transformational efficiencies.
In the Executive Programmes named Entrepreneurial Leadership & Digital Innovation, held at ESCP Business School, I was trained and equipped with full skills to deliver Business Transformation. One of the important lessons that I have been taught was about Failure.
Today, I have completed a contract with a Technology company (confidential ). I was very successful when driving the changes into failures. Why is Failure another form of success in Business Transformation ? Let's explore.
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
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Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
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Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
1. www.myprofile.com.au
PAGE
MYPROFILE
BEHAVIOURAL
REPORT
DA1027
1INTRODUCTION
Applicants respond to 32 questions that ask them to identify which word and
phrase most and least describes their working personality. Their response
determines their behavioural profile.
MYPROFILE uses four behavioural identifiers to describe the Applicant. All four
in a number of combinations can be used to define a person’s profile.
D.P.S.A is an acronym for DRIVER, PROMOTER, SUPPORTER and
ADMINISTRATOR. These terms are used to describe the applicant (the person
completing the evaluation).
D - DRIVER
Decisive and Direct
Drivers want to take charge in order to succeed and win.
P - PROMOTER
Outgoing and Optimistic
Promoters want to influence others and inspire them to act.
S - SUPPORTER
Sympathetic and Accommodating
Supporters want to help others and solve conflicts.
A - ADMINISTRATOR
Precise and Reserved
Administrators want to do things right and pay attention to detail.
Most people display a combination of behavioural types and
MYPROFILE reflects these combinations by designating the dominant
profile as the Primary Behaviour and the second and or third less
dominant type as Secondary Characteristics. Combined they make up
the applicants behavioural profile.
By knowing what profile type the applicant or your staff are, employers can
avoid the costly mistake of hiring the wrong person. Some profiles will contain
only the Primary Behaviour.
BEHAVIOURAL
STYLES
HOW WE
PRODUCE THIS
REPORT
A person’s ability to perform tasks reflects their knowledge, skill and
experience. Their willingness, desire and suitability to perform those tasks
reflect their behavioural preferences.
Each individual has unique behavioural preferences that can be identified and
indicates how that person deals with most situations.
People carry out tasks in their own preferred style and determining that style
avoids placing “square pegs in round holes”.
Report for
Report code
Reference
Date issued
From
Mike Stay
DA1027
8127:6137
8 January 2009, 19:41
Logistics Recruitment Solutions
2. www.myprofile.com.au
PAGE
MYPROFILE
BEHAVIOURAL
REPORT
DA1027
PROFILE SUMMARY
WORDS THAT
BEST DESCRIBE
THE APPLICANT
Primary Behaviour - Driver
Ambitious, Competitive, Forceful, Determined, Innovative, Insistent,
Self Starter, Enterprising, Demanding
Secondary Characteristics - Administrator
Careful, Compliant, Dependent, Orderly, Precise, Logical, Perfectionist,
Conventional, Accommodating
PREFERRED
WORKING
CONDITIONS
2DRIVER/AdministratorAPPLICANTS
PROFILE TYPE
As a Driver the Applicant enjoys working conditions that include having
power, authority, prestige and challenges. They benefit from individuality,
variety and advancement. Drivers love to solve problems, make decisions
and are very action oriented.
The Applicant is also a Administrator and excels where there are defined
performance expectations that require accuracy, quality of work and use of
their analytical expertise. Administrators are very business-like, can be
diplomatic and enjoy recognition of their abilities.
The Applicant is creative and systematic person. They possess high
ability to investigate and to resolve problems but needs sufficient
information and clearly defined tasks. This person can also be
described as inquisitive, logical, demanding, precise, direct as well
as demanding and forceful.
The management style of this dynamic technical specialist is best
expressed in their ability to take decisions and act quickly to achieve
results. At times the applicant can be seen as blunt and over
demanding in their drive for perfection. They can lead others to
achieve clearly defined objectives but are not suited to emotionally
persuade and motivate people on a daily basis.
The Applicant seeks an environment where they can have freedom
to explore, examine and test new findings with certain amount of
autonomy to investigate and perform independent assignments and
research.
The Applicant is best suited for careers of engineering or research
and development nature where the emphasis is on perfection rather
than commerce, such careers can also include design, planning,
accounting, finance, quality control, technical management and
industrial marketing.
The Chart indicates the comparative
intensity of each behavioural dimension.
60% and above are recorded as profile
dominant.
Chart DA1027100%
25%
50%
75%
0%
60%
D P S A
Report for
Report code
Reference
Date issued
From
Mike Stay
DA1027
8127:6137
8 January 2009, 19:41
Logistics Recruitment Solutions
3. www.myprofile.com.au
PAGE
MYPROFILE
BEHAVIOURAL
REPORT
DA1027
CAREERS
CHOICES
HOW DOES THE
APPLICANT TEND TO
BEHAVE
VALUE TO THE
ORGANISATION
HOW TO
EFFECTIVELY
COMMUNICATE WITH
THE APPLICANT
Primary Behaviour - Driver
They accept challenges
They value time
They take risks and get results
They make decisions and solve
problems
They love authority
They are very task oriented
They enjoy trouble shooting
3PROFILE TYPE DRIVER/Administrator
The Applicant is a Driver so be direct to the point and don’t ramble, avoid
social chatter and stick to business. Don’t direct or order but do ask them to
repeat your instructions to avoid miscommunication. Use open questions and
ask how, when, where, why, what to get to the real issue. If you disagree
with them take issue with the facts not the person.
The Applicants Secondary Characteristic is an Administrator, therefore avoid
personal questions and use logic rather than emotion when in discussion.
Check for points of disagreement or misunderstanding and always prepare
your case in advance. Stick to business and be direct. Providing tangible and
practical evidence will always succeed. It’s best not to introduce other peoples
comments or opinions unless they are your own.
Secondary Characteristics
Administrator
They produce accurate and precise work
They follow directions and standards
They focus on detail and bring reality to the
situation
They enjoy working to guidelines and
adhere to procedures and policies
They are usually diplomatic and tend to
avoid conflicts
Technical Management, Engineering, Project Manager, Research and
Development, Strategic Planning, Chemist, Accountant/Financial Services,
Financial Planning, Investment Banking, Senior Academic, Actuaries,
General Banking, Fund Management, Quality Control, Medical Administrator
Drivers like to solve problems and get results quickly. They tend to question
the rules and definitely like being in charge. Drivers accept new tests,
challenges and like direct answers.
The Applicant is also an Administrator. They like to meet high personal
standards and tend to think a lot about things before deciding what to do.
They must have clear rules and assignments and dislike people questioning
their work. Administrators prefer working with people who are organised and
are good at their job.
Report for
Report code
Reference
Date issued
From
Mike Stay
DA1027
8127:6137
8 January 2009, 19:41
Logistics Recruitment Solutions
4. www.myprofile.com.au
PAGE
MYPROFILE
BEHAVIOURAL
REPORT
DA1027
WORK STYLE
REVIEW
4PROFILE TYPE DRIVER/Administrator
The Applicant’s profile is Driver dominant. Drivers are decisive, efficient
and quick to change. They enjoy being competitive, and are independent.
The Driver is practical and is usually impatient and domineering. They are
quite tough when they need to be.
The Applicant also displays Administrator characteristics. Administrators
are perfectionist and are accurate. They have persistent qualities that are
often expressed as serious and orderly. They do tend to be critical,
although they themselves dislike criticism. Often sensitive, they are usually
slow to make decisions.
MANAGEMENT
STYLE
STYLE & BEHAVIOUR DRIVER / Administrator
At work they tend to use their Character & knowledge
Their value to the company is
Getting things done and achieving
detailed analytical and administrative
results
They enjoy Action, Active participation
They influence others by
Force of character, persistence and
factual analytical presentations
They are motivated by
Goals, Ambition within defined
guidelines
They mostly communicate by Telling & writing
They are de-motivated by
Their management style is
Assertive, competitive and
bureacratic
Their negotiation strengths are Closing on contracts and agreements
Failure & conflict
They dislike
Time Wasting, vagueness and
inaccuracy
Report for
Report code
Reference
Date issued
From
Mike Stay
DA1027
8127:6137
8 January 2009, 19:41
Logistics Recruitment Solutions
5. www.myprofile.com.au
PAGE
MYPROFILE
BEHAVIOURAL
REPORT
DA1027
5CONCLUSION
ABOUT
MYPROFILE
Dr. Kogus holds a B.A, M.A and Ph.D. degrees in Change Management and Sport
Psychology and has more than 15 years experience in behavioural profiles.
Dr Kogus is a Director of MYPROFILE Pty Ltd and consults to organizations and
individuals on how to achieve greater profitability and success. He is noted for his
work in inspiring success, change, quality and teamwork. Dr. Kogus has a proven
unique ability in solving conflicts and in creating a profitable and productive work
environment.
Dr. Kogus is recognised for his innovations in applying psychological and
behavioural models for peak individual and team performance with elite sporting
teams. His clients include the Australian 2000 Olympic Team, the Wallabies, Junior
Wallabies, the Sydney Flames and Tennis Australia.
Find out how Dr. Kogus can make your business successful and profitable by
visiting www.kogus.com.au
DR. ILAN KOGUS
BEHAVIOURAL
SPECIALIST
CONFIDENTIALITY This report is based entirely on the Applicants response to the questionnaire and
is intended solely for the named addressee and is strictly confidential. Any
confidentiality or privilege is not waived or lost if this report was sent to you by
mistake. MYPROFILE makes no warranties, express or implied about the accuracy
or reliability of this report. By using this report, the user agrees to release
MYPROFILE from any and all liability.
PRIVACY & SECURITY MYPROFILE does not view, retain, store or keep copies of the Applicants Profile.
Profiles are sent electronically to the e-mail address specified by the Applicant.
If the Applicant is requested by a Recruitment company to complete a Profile for
the purposes of evaluating the Applicants worthiness for a job then a copy of the
Profile is also sent to the Recruitment Company and may only be used by them for
this purpose.
MYPROFILE has adopted a policy of sending Profile reports using a PDF format.
PDF files are least likely to contain viruses and provide greater security. Strict
confidentiality is maintained by the Applicants name not appearing in the Report.
MYPROFILE is an online behavioural personality assessment tool. It focuses on
work related behaviour and provides suggestions for career opportunities
depending on the behavioural profile of the applicant (person completing the
profile).
MYPROFILE uses well known and proven personality research concepts called
Psychometric tests which determine personality types and enables the applicant to
maximise their potential.
Please visit www.myprofile.com.au for more information about MYPROFILE,
including CareerMatch that matches profile types with career suggestions, and a
detailed explanation about each profile type (D.P.S.A. methodology) A slide show
presentation is also available on screen or downloadable from the web.
Report for
Report code
Reference
Date issued
From
Mike Stay
DA1027
8127:6137
8 January 2009, 19:41
Logistics Recruitment Solutions