Joseph Moses Juran (1904-2008) foi um engenheiro e consultor de gestão estadunidense, considerado um dos pais da qualidade moderna. Ele desenvolveu o Sistema de Gestão da Qualidade de Juran, baseado na trilogia de planejamento, controle e melhoria contínua da qualidade, e ensinou esses princípios aos japoneses após a segunda guerra. Juran fundou o Instituto Juran em 1974 para disseminar suas ideias globamente.
O documento discute a importância do planejamento da produção para empresas e apresenta diferentes sistemas de programação de produção, como mental, planilha eletrônica e sistemas informatizados. Também destaca que empresas sem planejamento da produção enfrentam problemas como atrasos, falta de materiais e estoque excessivo.
Este documento fornece um resumo da Norma ISO 9001:2008 sobre sistemas de gestão da qualidade. Ele explica o objetivo de apresentar os fundamentos e requisitos da norma para certificação. Também resume os principais conceitos da norma, como liderança, envolvimento das pessoas, melhoria contínua e abordagem baseada em processos.
This document discusses key performance indicators (KPIs) for an HR assistant position. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document recommends keeping the number of KPIs limited to 3-5, ensuring they are linked to strategy and provide answers to important questions. It also lists different types of KPIs and provides resources for additional KPI materials.
This document discusses key performance indicators (KPIs), which are quantifiable measures used to evaluate factors that are crucial to the success of an organization. It provides definitions of KPIs and describes their history, advantages, types, characteristics of good KPIs, and how priority is determined for work centers, resources, work item routing, and queues in SIMUL8 simulation software.
Ob i intro- diversity- personality & values- emotions & moodsShivkumar Menon
This document provides an overview and introduction to organizational behavior (OB). It discusses what OB is, why it is studied, and the basic OB model. It also covers key topics in OB like diversity, personality, emotions, and skills required for managerial effectiveness. The basic OB model shows inputs, processes, and outcomes at the individual, group, and organizational levels. Dependent variables in OB include productivity, effectiveness, efficiency, absenteeism, turnover, job satisfaction, and organizational citizenship behavior.
Joseph Moses Juran (1904-2008) foi um engenheiro e consultor de gestão estadunidense, considerado um dos pais da qualidade moderna. Ele desenvolveu o Sistema de Gestão da Qualidade de Juran, baseado na trilogia de planejamento, controle e melhoria contínua da qualidade, e ensinou esses princípios aos japoneses após a segunda guerra. Juran fundou o Instituto Juran em 1974 para disseminar suas ideias globamente.
O documento discute a importância do planejamento da produção para empresas e apresenta diferentes sistemas de programação de produção, como mental, planilha eletrônica e sistemas informatizados. Também destaca que empresas sem planejamento da produção enfrentam problemas como atrasos, falta de materiais e estoque excessivo.
Este documento fornece um resumo da Norma ISO 9001:2008 sobre sistemas de gestão da qualidade. Ele explica o objetivo de apresentar os fundamentos e requisitos da norma para certificação. Também resume os principais conceitos da norma, como liderança, envolvimento das pessoas, melhoria contínua e abordagem baseada em processos.
This document discusses key performance indicators (KPIs) for an HR assistant position. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document recommends keeping the number of KPIs limited to 3-5, ensuring they are linked to strategy and provide answers to important questions. It also lists different types of KPIs and provides resources for additional KPI materials.
This document discusses key performance indicators (KPIs), which are quantifiable measures used to evaluate factors that are crucial to the success of an organization. It provides definitions of KPIs and describes their history, advantages, types, characteristics of good KPIs, and how priority is determined for work centers, resources, work item routing, and queues in SIMUL8 simulation software.
Ob i intro- diversity- personality & values- emotions & moodsShivkumar Menon
This document provides an overview and introduction to organizational behavior (OB). It discusses what OB is, why it is studied, and the basic OB model. It also covers key topics in OB like diversity, personality, emotions, and skills required for managerial effectiveness. The basic OB model shows inputs, processes, and outcomes at the individual, group, and organizational levels. Dependent variables in OB include productivity, effectiveness, efficiency, absenteeism, turnover, job satisfaction, and organizational citizenship behavior.
“Recruiting is much more complex than it used to be. You can’t just post an ad on a site like Monster and wait for candidates to come.
You really need to do your homework and think of recruiting as a marketing campaign – who is my target market, and how can I reach them.” - SHRM
O documento discute a gestão por competências como uma abordagem para melhorar o desempenho organizacional. Ele explica que a gestão por competências mapeia as competências humanas e organizacionais essenciais e direciona esforços para desenvolver essas competências distintivas, a fim de conferir vantagens competitivas à organização.
STAN Professionals is a leading consulting firm in India that provides HR consulting and other services. They request to be empaneled for HR consulting services which include recruitment support, salary structuring, developing performance management systems, and advising on labor laws. The company has over 500 employees including 75 professionals experienced in various industries. If given an opportunity, STAN Professionals will ensure the client is serviced by the right team and resources using their expertise across multiple industries.
Talent Sourcing & Digital Recruitment (José Kadlec)José Kadlec
Průkopník problematiky tzv. talent sourcingu, první certifikovaný LinkedIn profesionál v CEE, autor knihy People as Merchandise a spoluzakladatel společnosti GoodCall, Datacruit a Recruitment Academy, José Kadlec, odhaluje nejnovější techniky, trendy a nástroje, které by měl znát každý moderní recruiter i sourcer.
Jaké jsou současné a budoucí recruitment trendy v online náboru.
Jaké jsou poslední informace a novinky týkající se tzv. talent sourcingu.
Kde všude vyhledávat kandidáty v online světě.
Jak vyždímat maximum z LinkedIn vyhledávače (LinkedIn People Search).
Jak odkrýt skryté zdroje s relevantními zaměstnanci (tzv. hidden talent pools).
Co je to tzv. Boolean vyhledávání a proč je denní rutinou úspěšných recruiterů.
Definice boolean operátorů, modifikátorů a vyhledávacích příkazů.
Co je to tzv. X-Ray vyhledávání a jak cílit a filtrovat LinkedIn uživatele pomocí internetových vyhledávačů.
Vyhledávání na všech platformách včetně LinkedIn, Facebook, Twitter, Instagram, Vkontakte a dalších.
Vyhledávání na specializovaných platformách jako např. Dribbble, Behance, Bitbucket, Github, StackOverflow, About.me, aj.
Které kontaktní metody jsou pro nábor pracovníků nejefektivnější.
Jak měřit efektivitu kontaktování kandidátů a zlepšování její úspěšnosti.
Jak vytvářet zprávy, které kandidáti nemohou ignorovat.
Pluginy, které vám usnadní a zefektivní denní rutinu talent sourcera nebo recruitera.
http://recruitment.academy
Google's human resource management uses a mixture of internal and external recruitment sources to maintain the adequacy of its human resources. The company uses promotions, transfers, and trainees/interns as the main internal recruitment sources for HR needs.
Google’s human resource management practices cover effective employee training programs, as well as performance management to maximize human resource capabilities.
Google’s Performance Management Practices
Employee Training at Google
Google’s HRM: A Look at the Tech Giant’s Strategy, Policies and Practices.
Human capital and its management has become more important than ever in the 21st century. However, very few are ‘good as Google‘ (Parent company – Alphabet) at managing people.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
O documento discute auditorias da qualidade, definindo seus objetivos e etapas. As principais partes incluem: 1) definir conceitos gerais de auditorias e seus objetivos; 2) descrever as etapas de uma auditoria, incluindo preparação, realização e encerramento; 3) destacar a importância da melhoria contínua após uma auditoria.
The document provides guidance on using advanced Boolean search techniques and social media platforms to source candidates. It outlines a 5-step process for building comprehensive Boolean searches and provides examples of searches across platforms like LinkedIn, GitHub, Twitter and Facebook to uncover candidates in specific locations, technologies or industries that may not be found through normal searches.
Hiring competent employees to manage the company’s tasks is very important. Without competent employees, an organization can’t function properly to its maximum ability. It will not be able to deliver high-quality products within the time period allotted to it. Some of the companies might lack this critical framework of employing competent staff, or they might lack the expertise to attract a high-quality workforce towards them. In order to overcome all these adversities, they look for other companies who provide them with hiring and recruitment services which will help them in acquiring an able team. If your company offers such employee hiring services, then it is important to present an employee hiring proposal that pleases your clients. Use this proposal template to create an impressive proposal to bid your services. We have designed this employee hiring proposal template to help you stand out against your competitors. A perfect and accurate employee hiring proposal will help your project to market competitiveness. With this PPT, your client will have a clear cut idea of how competent and skilled your team is in providing an efficient workforce to them. Whether you deal with any kind of hiring and recruitment services, you can download this template and use it to create an ideal proposal that inspires trust and loyalty in your clients. An organization that proves its reliability in front of its clients is always better than the one who does not, therefore, download this slideshow to prove your reliability, skills, and abilities in front of your customers.
O documento discute a gestão por competências e habilidades estratégicas. Ele define competência como o resultado da aplicação de conhecimentos, habilidades e características pessoais demonstrados através do comportamento. O documento também classifica competências em organizacionais, de liderança/funcionais e técnicas/processos e discute como mapear as competências dos funcionários para identificar gaps e direcionar o desenvolvimento.
Microsoft’s transformation through the eyes of talent acquisition | Talent Co...LinkedIn Talent Solutions
Chuck Edward, Microsoft
Microsoft’s mission of empowering every person and every organization on the planet to achieve more is grounded in both the world in which we live and the future we strive to create.
To make this a reality, Microsoft is revamping its leadership principles and driving a cultural transformation. Operating on a global scale brings a unique challenge and now more than ever, talent acquisition is at the forefront for Microsoft.
Come learn about the Microsoft journey from “staffing” to Global Talent Acquisition: one where disparate, decentralized teams came together into one cohesive function spanning almost 50 countries around the world. One where it’s not just about filling jobs, but instead sourcing, engaging and converting talent that can change the world.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
O documento discute a importância do método PDCA (Planejar, Fazer, Verificar, Agir) para instituições. O PDCA surgiu nos anos 1930 e foi desenvolvido por Shewhart e Deming para melhoria contínua de processos. As quatro fases do PDCA (planejamento, execução, verificação e ação) formam um ciclo que ajuda a identificar e resolver problemas para aprimorar continuamente processos e alcançar objetivos.
This document discusses how SAP HCM can help with talent management from recruiting to succession planning. It highlights how SAP HCM can accelerate implementation, cut costs, help with hiring, increase productivity, improve training cost-effectively, and identify top talents and successors. The system allows end-to-end recruiting, performance management, learning management, and visual succession planning from a single source of truth.
1) O documento discute os processos de descrição, análise e avaliação de cargos em organizações.
2) A descrição de cargos envolve enumerar as tarefas e atribuições de cada cargo, a análise estuda os requisitos do cargo e a avaliação estabelece o valor relativo de cada cargo.
3) A adequada gestão de cargos é essencial para as organizações definirem suas necessidades de recursos humanos e estruturarem seus sistemas de salários.
“Recruiting is much more complex than it used to be. You can’t just post an ad on a site like Monster and wait for candidates to come.
You really need to do your homework and think of recruiting as a marketing campaign – who is my target market, and how can I reach them.” - SHRM
O documento discute a gestão por competências como uma abordagem para melhorar o desempenho organizacional. Ele explica que a gestão por competências mapeia as competências humanas e organizacionais essenciais e direciona esforços para desenvolver essas competências distintivas, a fim de conferir vantagens competitivas à organização.
STAN Professionals is a leading consulting firm in India that provides HR consulting and other services. They request to be empaneled for HR consulting services which include recruitment support, salary structuring, developing performance management systems, and advising on labor laws. The company has over 500 employees including 75 professionals experienced in various industries. If given an opportunity, STAN Professionals will ensure the client is serviced by the right team and resources using their expertise across multiple industries.
Talent Sourcing & Digital Recruitment (José Kadlec)José Kadlec
Průkopník problematiky tzv. talent sourcingu, první certifikovaný LinkedIn profesionál v CEE, autor knihy People as Merchandise a spoluzakladatel společnosti GoodCall, Datacruit a Recruitment Academy, José Kadlec, odhaluje nejnovější techniky, trendy a nástroje, které by měl znát každý moderní recruiter i sourcer.
Jaké jsou současné a budoucí recruitment trendy v online náboru.
Jaké jsou poslední informace a novinky týkající se tzv. talent sourcingu.
Kde všude vyhledávat kandidáty v online světě.
Jak vyždímat maximum z LinkedIn vyhledávače (LinkedIn People Search).
Jak odkrýt skryté zdroje s relevantními zaměstnanci (tzv. hidden talent pools).
Co je to tzv. Boolean vyhledávání a proč je denní rutinou úspěšných recruiterů.
Definice boolean operátorů, modifikátorů a vyhledávacích příkazů.
Co je to tzv. X-Ray vyhledávání a jak cílit a filtrovat LinkedIn uživatele pomocí internetových vyhledávačů.
Vyhledávání na všech platformách včetně LinkedIn, Facebook, Twitter, Instagram, Vkontakte a dalších.
Vyhledávání na specializovaných platformách jako např. Dribbble, Behance, Bitbucket, Github, StackOverflow, About.me, aj.
Které kontaktní metody jsou pro nábor pracovníků nejefektivnější.
Jak měřit efektivitu kontaktování kandidátů a zlepšování její úspěšnosti.
Jak vytvářet zprávy, které kandidáti nemohou ignorovat.
Pluginy, které vám usnadní a zefektivní denní rutinu talent sourcera nebo recruitera.
http://recruitment.academy
Google's human resource management uses a mixture of internal and external recruitment sources to maintain the adequacy of its human resources. The company uses promotions, transfers, and trainees/interns as the main internal recruitment sources for HR needs.
Google’s human resource management practices cover effective employee training programs, as well as performance management to maximize human resource capabilities.
Google’s Performance Management Practices
Employee Training at Google
Google’s HRM: A Look at the Tech Giant’s Strategy, Policies and Practices.
Human capital and its management has become more important than ever in the 21st century. However, very few are ‘good as Google‘ (Parent company – Alphabet) at managing people.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
O documento discute auditorias da qualidade, definindo seus objetivos e etapas. As principais partes incluem: 1) definir conceitos gerais de auditorias e seus objetivos; 2) descrever as etapas de uma auditoria, incluindo preparação, realização e encerramento; 3) destacar a importância da melhoria contínua após uma auditoria.
The document provides guidance on using advanced Boolean search techniques and social media platforms to source candidates. It outlines a 5-step process for building comprehensive Boolean searches and provides examples of searches across platforms like LinkedIn, GitHub, Twitter and Facebook to uncover candidates in specific locations, technologies or industries that may not be found through normal searches.
Hiring competent employees to manage the company’s tasks is very important. Without competent employees, an organization can’t function properly to its maximum ability. It will not be able to deliver high-quality products within the time period allotted to it. Some of the companies might lack this critical framework of employing competent staff, or they might lack the expertise to attract a high-quality workforce towards them. In order to overcome all these adversities, they look for other companies who provide them with hiring and recruitment services which will help them in acquiring an able team. If your company offers such employee hiring services, then it is important to present an employee hiring proposal that pleases your clients. Use this proposal template to create an impressive proposal to bid your services. We have designed this employee hiring proposal template to help you stand out against your competitors. A perfect and accurate employee hiring proposal will help your project to market competitiveness. With this PPT, your client will have a clear cut idea of how competent and skilled your team is in providing an efficient workforce to them. Whether you deal with any kind of hiring and recruitment services, you can download this template and use it to create an ideal proposal that inspires trust and loyalty in your clients. An organization that proves its reliability in front of its clients is always better than the one who does not, therefore, download this slideshow to prove your reliability, skills, and abilities in front of your customers.
O documento discute a gestão por competências e habilidades estratégicas. Ele define competência como o resultado da aplicação de conhecimentos, habilidades e características pessoais demonstrados através do comportamento. O documento também classifica competências em organizacionais, de liderança/funcionais e técnicas/processos e discute como mapear as competências dos funcionários para identificar gaps e direcionar o desenvolvimento.
Microsoft’s transformation through the eyes of talent acquisition | Talent Co...LinkedIn Talent Solutions
Chuck Edward, Microsoft
Microsoft’s mission of empowering every person and every organization on the planet to achieve more is grounded in both the world in which we live and the future we strive to create.
To make this a reality, Microsoft is revamping its leadership principles and driving a cultural transformation. Operating on a global scale brings a unique challenge and now more than ever, talent acquisition is at the forefront for Microsoft.
Come learn about the Microsoft journey from “staffing” to Global Talent Acquisition: one where disparate, decentralized teams came together into one cohesive function spanning almost 50 countries around the world. One where it’s not just about filling jobs, but instead sourcing, engaging and converting talent that can change the world.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
O documento discute a importância do método PDCA (Planejar, Fazer, Verificar, Agir) para instituições. O PDCA surgiu nos anos 1930 e foi desenvolvido por Shewhart e Deming para melhoria contínua de processos. As quatro fases do PDCA (planejamento, execução, verificação e ação) formam um ciclo que ajuda a identificar e resolver problemas para aprimorar continuamente processos e alcançar objetivos.
This document discusses how SAP HCM can help with talent management from recruiting to succession planning. It highlights how SAP HCM can accelerate implementation, cut costs, help with hiring, increase productivity, improve training cost-effectively, and identify top talents and successors. The system allows end-to-end recruiting, performance management, learning management, and visual succession planning from a single source of truth.
1) O documento discute os processos de descrição, análise e avaliação de cargos em organizações.
2) A descrição de cargos envolve enumerar as tarefas e atribuições de cada cargo, a análise estuda os requisitos do cargo e a avaliação estabelece o valor relativo de cada cargo.
3) A adequada gestão de cargos é essencial para as organizações definirem suas necessidades de recursos humanos e estruturarem seus sistemas de salários.
WebTutor — система комплексной автоматизации бизнес-процессов, связанных с подбором, оценкой, тестированием и обучением персонала, управлением талантами, систематизацией и хранением знаний, а также с организацией корпоративных коммуникаций и взаимодействия между сотрудниками и HR-подразделением.
Организация электронного обучения на eLearning Server 4GHyperMethod
Обзор и содержание программных средств платформы eLearning Server 4G. Презентация с семинара "e-Learning 4G - инструменты. Мобильность, Практичность, Результативность"
WebTutor – корпоративная система дистанционного обучения, позволяющая автоматизировать бизнес-процессы, связанные с процедурами подбора, адаптации, обучения и развития карьеры персонала. WebTutor отличается исключительной гибкостью системы, что позволяет с лёгкостью адаптировать её под любую отрасль бизнеса, при этом наполнив только нужным функционалом.
Сайт: http://coloris.com.ua/webtutor/
17 06-2016 особенности внедрения дистанционного обучения в бюджетных образова...Александр Молчанов
внедрение электронного обучения и дистанционных образовательных технологий часто сильно отличается в государственных бюджетных и негосударственных образовательных организаций. Основные отличия рассматриваются в данной презентации
Электронное обучение и ДОТ в ДПО: потребности и перспективыPhilippovich Andrey
Доклад на круглом столе / секции "Российский и международный опыт реализации дополнительных профессиональных образовательных программ с использованием дистанционных образовательных технологий и электронного обучения" в рамках конференции «Актуальные вопросы развития непрерывного образования: проблемы, пути решения», проводимой Министерством образования и науки Российской Федерации. http://spo-edu.ru/conference
организация электронного обучения в вузе от проекта до реализацииАлександр Молчанов
Электронное обучение от проекта до реализации. С чего начинать, на какие вопросы надо ответить, какие ресурсы использовать? ключевые ответы на ключевые вопросы при запуске проекта e-learning
2. Год основания 2004
(13 лет в сфере
eLearning)
Более 150
клиентов
Более 400 проектов
разработки контента
и внедрения СДО
Присутствие: Украина
(главный офис),
Белоруссия, Россия
50+
сотрудников
Официальный
партнер Moodle
и Articulate
О нас
7. Moco: история продукта
2016
Moco 1.X
Отдельный продукт
2012
Moco 0.X
Moco, как
неотъемлемая
часть Moodle
2010
Moodle for
Corporate clients
Внедрения Moodle
корпоративным
клиентам
9. Возможности
Дистанционное обучение
Управление аудиторным обучением
Комплексная оценка
Управление организационной
структурой и пользователями
Интеграция с внешними системами
управления кадрами
Интеграция с системами
проведения вебинаров
11. Архитектура 1.X
Прикладные модули
Служебные модули
Оргструктура
Управление
пользователями
Управление
сообщениями
Внешние API
Системные
задачи
Дистанционное
обучение Учебный центр Оценка
13. Функции
УПРАВЛЕНИЕ ПОЛЬЗОВАТЕЛЯМИ, ДОСТУПОМ,
АУТЕНТИФИКАЦИЯ
УПРАВЛЕНИЕ ОРГАНИЗАЦИОННО-ШТАТНОЙ
СТРУКТУРОЙ
УПРАВЛЕНИЕ АУДИТОРНЫМИ МЕРОПРИЯТИЯМИ
КОМПЛЕКСНАЯ ОЦЕНКА: KPI, КОМПЕТЕНЦИИ,
ПОСТАНОВКА И ОЦЕНКА ЦЕЛЕЙ
НАЗНАЧЕНИЕ МЕРОПРИЯТИЙ
ОБУЧЕНИЯ И ОЦЕНКИ
УПРАВЛЕНИЕ ПОЧТОВЫМИ УВЕДОМЛЕНИЯМИ
ИНТЕГРАЦИЯ С ВНЕШНИМИ СИСТЕМАМИ
(HRM, AD И ДР)
ДИСТАНЦИОННОЕ ОБУЧЕНИЕ
ТЕСТИРОВАНИЕ/ОЦЕНКА ЗНАНИЙ
РЕДАКТОР КОНТЕНТА, КУРСОВ И ТЕСТОВ
КОММУНИКАЦИИ В РАМКАХ
КУРСА ДО (ФОРУМ, ЧАТ)
SCORM-ТРЕКЕР
ПРОСТЫЕ ОПРОСЫ ОБРАТНОЙ СВЯЗИ
ДРУГИЕ ДОСТУПНЫЕ ПЛАГИНЫ MOODLE
15. Модуль «Оргструктура»
Справочник сотрудников
Справочник должностей
Справочник подразделений
Справочник позиций (пересечение должность/подразделение)
Группы пользователей
Иерархия подразделений и подчиненность
Импорт сотрудников из Excel
21. Импорт данных из Excel
Импорт
сотрудников
Импорт
подразделений
и должностей
Импорт списка
отсутствующих
(отпуска,
декреты и др)
Импорт фотографий
сотрудников из файлов
26. Модуль «Учебный центр»
Редактор аудиторных мероприятий
Редактор процесса согласования заявок
Управление аудиториями
Опросы по результатам очных мероприятий
Заявки от сотрудников на участие в очном мероприятии
Каталог и календарь аудиторных мероприятий