1. Adam Wahab completed an engineering internship where he sought to gain construction management experience, learn new software programs, take on problem-solving tasks, and contribute value to the company.
2. He obtained some field exposure to construction projects and assisted engineers with tasks like bid analysis and submittal logs. Adam also helped organize standards libraries and site photos on projects.
3. According to his supervisor, Adam was willing to help on any task, asked good questions, completed work on time, and worked well with others. Areas for improvement included further developing networking and presentation skills. His overall performance was rated as high.
A six step approach to creating and updating and using a personal marketing plan for individuals in career transition. This document is to be used during one on one networking to brand yourself and to gain contacts at your defined "Target companies".
How to recruit an it project manager it-toolkitsIT-Toolkits.org
Many job roles have claimed the title ‘project manager’, but in reality, are a far cry from the traditional role with overall responsibility for the planning and execution of a project. So how can you be sure you are recruiting the right person?
Drs 255 skills in job matching and placementpaulyeboah
The document discusses various strategies for identifying and hiring great employees, including:
1. Developing job matching patterns by evaluating top performers and creating profiles;
2. Managing employment interviews to directly observe candidates and assess skills;
3. Conducting pre-employment assessments to screen for abilities and personality fits.
Using objective assessments and clearly defining job requirements allows for a more strategic hiring process.
This document discusses job design and provides tools and techniques for designing jobs to increase employee satisfaction and productivity. It covers topics like job enlargement, rotation, and enrichment. An example is provided of a company that applied job enlargement by training all employees on all software, improving communication, balancing workloads, and allowing for faster project completion. Readers are given an exercise to apply job design tools to improve an aspect of their own lives. The goal of job design is employee satisfaction, which is key to success.
The document is a letter from an employee requesting a promotion to a leadership role based on their qualifications and experience. The employee details their many years of successful work at the company, handling projects, developing relationships, and completing additional training. They provide examples of demonstrating leadership abilities by leading projects, facilitating meetings, and motivating peers. The employee also describes process improvements they have proposed and implemented that have saved time and money for the company. They believe they are a great candidate for a leadership position based on their skills, experience, and passion for the industry.
Nissa Wise has over 15 years of experience as an executive assistant. She enjoys helping executives, colleagues, coworkers, and customers. Some of her key responsibilities have included scheduling travel and meetings, managing calendars, handling expense reports, coordinating events, and assisting with various office administration tasks like managing supplies. She prides herself on being reliable and helping to ensure projects and tasks are completed smoothly.
This document is an executive assistant resume for Dagmara Drab. The summary provides her professional profile supporting a director in developing and implementing strategic plans and tasks associated with company operations such as project management, communications, personnel, and record keeping. Her objective is to secure a challenging position that offers growth. She has a BA in Spanish Philology and 7 years of experience as an assistant, including assisting a president with scheduling, communications, and event planning. Her skills include organization, communication, problem solving, and Microsoft Office proficiency.
This document provides resources for creating an effective onboarding program for new employees. It includes templates and samples for pre-boarding activities, the first day experience, first month essentials, first quarter tools, and ways to measure success. The goal is to help make a strong first impression, ensure new hires have what they need to be successful, and get feedback to continually improve the onboarding process. Templates include checklists, sample emails, surveys, and guides for goal setting and manager check-ins.
A six step approach to creating and updating and using a personal marketing plan for individuals in career transition. This document is to be used during one on one networking to brand yourself and to gain contacts at your defined "Target companies".
How to recruit an it project manager it-toolkitsIT-Toolkits.org
Many job roles have claimed the title ‘project manager’, but in reality, are a far cry from the traditional role with overall responsibility for the planning and execution of a project. So how can you be sure you are recruiting the right person?
Drs 255 skills in job matching and placementpaulyeboah
The document discusses various strategies for identifying and hiring great employees, including:
1. Developing job matching patterns by evaluating top performers and creating profiles;
2. Managing employment interviews to directly observe candidates and assess skills;
3. Conducting pre-employment assessments to screen for abilities and personality fits.
Using objective assessments and clearly defining job requirements allows for a more strategic hiring process.
This document discusses job design and provides tools and techniques for designing jobs to increase employee satisfaction and productivity. It covers topics like job enlargement, rotation, and enrichment. An example is provided of a company that applied job enlargement by training all employees on all software, improving communication, balancing workloads, and allowing for faster project completion. Readers are given an exercise to apply job design tools to improve an aspect of their own lives. The goal of job design is employee satisfaction, which is key to success.
The document is a letter from an employee requesting a promotion to a leadership role based on their qualifications and experience. The employee details their many years of successful work at the company, handling projects, developing relationships, and completing additional training. They provide examples of demonstrating leadership abilities by leading projects, facilitating meetings, and motivating peers. The employee also describes process improvements they have proposed and implemented that have saved time and money for the company. They believe they are a great candidate for a leadership position based on their skills, experience, and passion for the industry.
Nissa Wise has over 15 years of experience as an executive assistant. She enjoys helping executives, colleagues, coworkers, and customers. Some of her key responsibilities have included scheduling travel and meetings, managing calendars, handling expense reports, coordinating events, and assisting with various office administration tasks like managing supplies. She prides herself on being reliable and helping to ensure projects and tasks are completed smoothly.
This document is an executive assistant resume for Dagmara Drab. The summary provides her professional profile supporting a director in developing and implementing strategic plans and tasks associated with company operations such as project management, communications, personnel, and record keeping. Her objective is to secure a challenging position that offers growth. She has a BA in Spanish Philology and 7 years of experience as an assistant, including assisting a president with scheduling, communications, and event planning. Her skills include organization, communication, problem solving, and Microsoft Office proficiency.
This document provides resources for creating an effective onboarding program for new employees. It includes templates and samples for pre-boarding activities, the first day experience, first month essentials, first quarter tools, and ways to measure success. The goal is to help make a strong first impression, ensure new hires have what they need to be successful, and get feedback to continually improve the onboarding process. Templates include checklists, sample emails, surveys, and guides for goal setting and manager check-ins.
21 Traits of Successful Executive and Personal Support ProfessionalsOfficepal
The document outlines 21 traits of successful executive and personal support professionals. It discusses that while roles and responsibilities may vary, there are universal traits exhibited by top professionals. These include being proactive, having exceptional time management and organizational skills, strong intuition, listening skills, commitment to lifelong learning, ability to utilize technology, and more. The document is intended to help identify the qualities of the best executive assistants and support professionals.
FY14 HR50 FORM Colleague Feedback Form v1.02 David SanchezDavid Sanchez
Mr. David Sanchez received feedback from Mark Ellis regarding his work overseeing the Freddie Mac transition project from January to September 2015. The feedback was overwhelmingly positive, with Mr. Sanchez praised for the outstanding quality of his work and deliverables, his ability to meet all deadlines, his high productivity, his efficient use of resources, his commitment to meeting customer expectations, his ability to work independently, his strong contributions to the project team, and his effective work habits including time management and problem solving. Mr. Ellis concluded by stating that Mr. Sanchez's commitment to excellence was a key reason for the success of the transition project.
This document provides sample interview questions that can be used when conducting a job interview. It is divided into several sections that cover different types of questions: introductory questions, questions for new graduates, questions about personal motivation and traits, questions about past job performance and experience, software/technical questions, goal-setting questions, supervisory questions, and questions about job performance and communication skills. The purpose of the interview is to identify the best qualified applicant for the position and organization. Conducting the interview properly using open-ended questions in a consistent way for all applicants is presented as an important part of the hiring process.
In this file, you can ref useful information about performance appraisal job knowledge such as performance appraisal job knowledge methods, performance appraisal job knowledge tips, performance appraisal job knowledge forms, performance appraisal job knowledge phrases … If you need more assistant for performance appraisal job knowledge, please leave your comment at the end of file.
This document contains a descriptive performance review form for Little Seed Pediatrics. The form includes 17 performance competencies rated on a scale from exceptional to unsatisfactory. For employees with supervisory responsibilities, it includes an additional 5 competencies. The form also includes sections for the employee's job description, performance goals from the previous review, a performance summary, goal planning for the upcoming year, and signatures to acknowledge receipt.
Systems support analyst performance appraisalaydenblair203
Systems support analyst job description, Systems support analyst goals & objectives, Systems support analyst KPIs & KRAs, Systems support analyst self appraisal
A prospective employee meeting is a one-on-one meeting comprising of a discussion between an occupation candidate and a delegate of a business which is directed to evaluate whether the candidate ought to be hired.
This document provides an overview of what defines an effective executive assistant. It outlines 9 core competencies that an executive assistant should possess, including adaptability, organization, proactive anticipation of needs, strong communication skills, customer service skills, a broad understanding of business concepts, being a team player, technical skills, and good judgment. The document emphasizes that an executive assistant builds value by supporting the executive in a manner that allows them to perform their job more effectively. To be truly effective, an executive assistant must have a wide range of skills and extensive knowledge.
(BridgeKnowle) Year End Checklist for HR - Companion WorkBookKenny Ong
This document provides an overview of human resource policies and procedures for ABC Company, including information about career development, roles and responsibilities, compensation and benefits. It outlines the company's vision to build an organization with highly committed and competent employees. HR practices aim to add value to the company through productive performance and a lean, adaptable structure. The guide discusses career stages and how employees can advance within competency levels from executive to seasoned professional. It also defines key results and accountability for different roles.
This performance appraisal form outlines 12 areas that are evaluated on a scale of 1 to 5:
1. It evaluates job qualities like quality, quantity, and timeliness of work against established expectations.
2. It assesses teamwork, job knowledge, initiative, and interpersonal skills.
3. For supervisors, it additionally evaluates communications abilities, planning/organizing, problem-solving skills, staff development, and dependability.
In this file, you can ref useful information about performance appraisal report sample such as performance appraisal report sample methods, performance appraisal report sample tips, performance appraisal report sample forms, performance appraisal report sample phrases … If you need more assistant for performance appraisal report sample, please leave your comment at the end of file.
Small business consultant performance appraisalmartinnick967
This document provides information and resources for evaluating the job performance of a small business consultant, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a small business consultant's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document contains materials for evaluating the job performance of a quality assurance officer, including:
1) A 4-page performance evaluation form covering rating scales, evaluation criteria like skills and behaviors, and sections for comments.
2) Links to additional online resources for performance appraisals, including sample forms, phrases, and guides.
3) A section with example performance review phrases for evaluating a QA officer's attitude, creativity, decision-making and other skills.
The documents provide a comprehensive template and guidance for conducting a thorough performance review of a quality assurance officer's work.
This document contains a performance review form for an employee. It includes three parts: an introduction outlining the company's commitment to employees and the purposes of performance reviews, discussion questions for the employee and supervisor to complete in advance, and a section for rating the employee on professional attributes. The introduction emphasizes developing employees professionally and personally to exceed expectations. The discussion questions address expectations, resources, engagement, recognition, and development. The attribute rating focuses on commitment to quality, dedication, and continuous improvement.
Employee appraisals often fail for several reasons: managers are not properly trained to conduct them effectively and sensitively, standardized forms do not capture the nuances of individual employee performance across departments, and comparing employees against each other breeds resentment rather than motivation. Newer performance appraisal methods focus on continual feedback and goal setting rather than annual criticism, in order to develop employees and retain top talent.
This document outlines a simplified learning approach with three main steps: 1) Planning, which involves setting objectives and a study plan. 2) The actual study, which focuses mental effort through examining the material. 3) Summarizing and reporting, including summarizing learned information and storing it through methods like keywords and mind maps. It also discusses problems with ineffective study practices and keys to successful learning like spending time planning and tracking performance.
LPA was struggling with employee retention and sought to improve satisfaction by developing a custom performance review application; an experience designer conducted employee interviews, identified issues with the current system like lack of communication, and led ideation workshops to design a solution focused on supporting natural conversation between employees and supervisors to address the core problem. User testing of a prototype revealed navigation and interface issues for further iteration to create an intuitive system that encourages completion of reviews together.
Benchmark is a specialist recruitment consultancy that matches jobseekers with employers across multiple sectors and industries. They support both businesses to find talent and individuals to find their dream roles. The document provides advice on finding jobs, writing CVs, preparing for interviews, and understanding motivation. It recommends using job boards, agencies, and colleges to search for opportunities and provides tips for highlighting relevant skills and experience in a CV. The STAR method and researching the employer are advised for interviews. Understanding one's own motivations is also suggested.
George Spencer received a positive performance review from his manager Jolyn Rutledge. Some of the key highlights included:
- On previous projects, George helped shorten timelines and achieve record low defect rates through implementing new practices and frameworks. On the current Mulan project, he has already doubled team performance.
- George demonstrates strong customer focus, initiative, planning skills, and a dedication to quality work and teamwork. He is passionate about aligning teams towards common goals.
- Areas for development include continuing to get cross-functional teams and departments communicating and aligned on the Mulan project. Overall, George's leadership has helped drive improvements in performance, productivity and culture.
Introduction to Project Management (workshop) - v.1Mena M. Eissa
This document provides an introduction to project management concepts. It begins with introductions from the presenter and the audience. It then defines key project management terms like project, project management, stakeholders, roles, scope, requirements, deliverables, change, risk and lessons learned. It discusses the triple constraints of scope, time and cost. It also outlines the typical project lifecycle phases of initiating, planning, executing, monitoring/controlling and closing. The document concludes with discussing next steps like certifications and tools to use in project management.
21 Traits of Successful Executive and Personal Support ProfessionalsOfficepal
The document outlines 21 traits of successful executive and personal support professionals. It discusses that while roles and responsibilities may vary, there are universal traits exhibited by top professionals. These include being proactive, having exceptional time management and organizational skills, strong intuition, listening skills, commitment to lifelong learning, ability to utilize technology, and more. The document is intended to help identify the qualities of the best executive assistants and support professionals.
FY14 HR50 FORM Colleague Feedback Form v1.02 David SanchezDavid Sanchez
Mr. David Sanchez received feedback from Mark Ellis regarding his work overseeing the Freddie Mac transition project from January to September 2015. The feedback was overwhelmingly positive, with Mr. Sanchez praised for the outstanding quality of his work and deliverables, his ability to meet all deadlines, his high productivity, his efficient use of resources, his commitment to meeting customer expectations, his ability to work independently, his strong contributions to the project team, and his effective work habits including time management and problem solving. Mr. Ellis concluded by stating that Mr. Sanchez's commitment to excellence was a key reason for the success of the transition project.
This document provides sample interview questions that can be used when conducting a job interview. It is divided into several sections that cover different types of questions: introductory questions, questions for new graduates, questions about personal motivation and traits, questions about past job performance and experience, software/technical questions, goal-setting questions, supervisory questions, and questions about job performance and communication skills. The purpose of the interview is to identify the best qualified applicant for the position and organization. Conducting the interview properly using open-ended questions in a consistent way for all applicants is presented as an important part of the hiring process.
In this file, you can ref useful information about performance appraisal job knowledge such as performance appraisal job knowledge methods, performance appraisal job knowledge tips, performance appraisal job knowledge forms, performance appraisal job knowledge phrases … If you need more assistant for performance appraisal job knowledge, please leave your comment at the end of file.
This document contains a descriptive performance review form for Little Seed Pediatrics. The form includes 17 performance competencies rated on a scale from exceptional to unsatisfactory. For employees with supervisory responsibilities, it includes an additional 5 competencies. The form also includes sections for the employee's job description, performance goals from the previous review, a performance summary, goal planning for the upcoming year, and signatures to acknowledge receipt.
Systems support analyst performance appraisalaydenblair203
Systems support analyst job description, Systems support analyst goals & objectives, Systems support analyst KPIs & KRAs, Systems support analyst self appraisal
A prospective employee meeting is a one-on-one meeting comprising of a discussion between an occupation candidate and a delegate of a business which is directed to evaluate whether the candidate ought to be hired.
This document provides an overview of what defines an effective executive assistant. It outlines 9 core competencies that an executive assistant should possess, including adaptability, organization, proactive anticipation of needs, strong communication skills, customer service skills, a broad understanding of business concepts, being a team player, technical skills, and good judgment. The document emphasizes that an executive assistant builds value by supporting the executive in a manner that allows them to perform their job more effectively. To be truly effective, an executive assistant must have a wide range of skills and extensive knowledge.
(BridgeKnowle) Year End Checklist for HR - Companion WorkBookKenny Ong
This document provides an overview of human resource policies and procedures for ABC Company, including information about career development, roles and responsibilities, compensation and benefits. It outlines the company's vision to build an organization with highly committed and competent employees. HR practices aim to add value to the company through productive performance and a lean, adaptable structure. The guide discusses career stages and how employees can advance within competency levels from executive to seasoned professional. It also defines key results and accountability for different roles.
This performance appraisal form outlines 12 areas that are evaluated on a scale of 1 to 5:
1. It evaluates job qualities like quality, quantity, and timeliness of work against established expectations.
2. It assesses teamwork, job knowledge, initiative, and interpersonal skills.
3. For supervisors, it additionally evaluates communications abilities, planning/organizing, problem-solving skills, staff development, and dependability.
In this file, you can ref useful information about performance appraisal report sample such as performance appraisal report sample methods, performance appraisal report sample tips, performance appraisal report sample forms, performance appraisal report sample phrases … If you need more assistant for performance appraisal report sample, please leave your comment at the end of file.
Small business consultant performance appraisalmartinnick967
This document provides information and resources for evaluating the job performance of a small business consultant, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a small business consultant's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document contains materials for evaluating the job performance of a quality assurance officer, including:
1) A 4-page performance evaluation form covering rating scales, evaluation criteria like skills and behaviors, and sections for comments.
2) Links to additional online resources for performance appraisals, including sample forms, phrases, and guides.
3) A section with example performance review phrases for evaluating a QA officer's attitude, creativity, decision-making and other skills.
The documents provide a comprehensive template and guidance for conducting a thorough performance review of a quality assurance officer's work.
This document contains a performance review form for an employee. It includes three parts: an introduction outlining the company's commitment to employees and the purposes of performance reviews, discussion questions for the employee and supervisor to complete in advance, and a section for rating the employee on professional attributes. The introduction emphasizes developing employees professionally and personally to exceed expectations. The discussion questions address expectations, resources, engagement, recognition, and development. The attribute rating focuses on commitment to quality, dedication, and continuous improvement.
Employee appraisals often fail for several reasons: managers are not properly trained to conduct them effectively and sensitively, standardized forms do not capture the nuances of individual employee performance across departments, and comparing employees against each other breeds resentment rather than motivation. Newer performance appraisal methods focus on continual feedback and goal setting rather than annual criticism, in order to develop employees and retain top talent.
This document outlines a simplified learning approach with three main steps: 1) Planning, which involves setting objectives and a study plan. 2) The actual study, which focuses mental effort through examining the material. 3) Summarizing and reporting, including summarizing learned information and storing it through methods like keywords and mind maps. It also discusses problems with ineffective study practices and keys to successful learning like spending time planning and tracking performance.
LPA was struggling with employee retention and sought to improve satisfaction by developing a custom performance review application; an experience designer conducted employee interviews, identified issues with the current system like lack of communication, and led ideation workshops to design a solution focused on supporting natural conversation between employees and supervisors to address the core problem. User testing of a prototype revealed navigation and interface issues for further iteration to create an intuitive system that encourages completion of reviews together.
Benchmark is a specialist recruitment consultancy that matches jobseekers with employers across multiple sectors and industries. They support both businesses to find talent and individuals to find their dream roles. The document provides advice on finding jobs, writing CVs, preparing for interviews, and understanding motivation. It recommends using job boards, agencies, and colleges to search for opportunities and provides tips for highlighting relevant skills and experience in a CV. The STAR method and researching the employer are advised for interviews. Understanding one's own motivations is also suggested.
George Spencer received a positive performance review from his manager Jolyn Rutledge. Some of the key highlights included:
- On previous projects, George helped shorten timelines and achieve record low defect rates through implementing new practices and frameworks. On the current Mulan project, he has already doubled team performance.
- George demonstrates strong customer focus, initiative, planning skills, and a dedication to quality work and teamwork. He is passionate about aligning teams towards common goals.
- Areas for development include continuing to get cross-functional teams and departments communicating and aligned on the Mulan project. Overall, George's leadership has helped drive improvements in performance, productivity and culture.
Introduction to Project Management (workshop) - v.1Mena M. Eissa
This document provides an introduction to project management concepts. It begins with introductions from the presenter and the audience. It then defines key project management terms like project, project management, stakeholders, roles, scope, requirements, deliverables, change, risk and lessons learned. It discusses the triple constraints of scope, time and cost. It also outlines the typical project lifecycle phases of initiating, planning, executing, monitoring/controlling and closing. The document concludes with discussing next steps like certifications and tools to use in project management.
This is my visual resume. I'm playing with other presentation approaches, but really love how this changes things. I never thought the linear style of packing a page with buzz words and key phrases ever really made sense anyway! Hope you like what you see.
Most days I work from home for B Wyze Solutions:
- Designing, building, and quality checking SH!FT online training courses,
- Editing marketing communications, or
- Assessing the quality of either recorded calls or online proctored exam sessions.
The document discusses the qualifications and experience of Joseph E. Sellars who has over 15 years of experience in manufacturing and is currently pursuing an Associate's Degree in Design Technology. He has a strong background in CAD, quality control, and manufacturing processes. Sellars is looking for a new opportunity to apply his skills and continue advancing his education in the design field.
This document provides advice for answering common interview questions by suggesting words and phrases to use in responses. It also lists 55 frequently asked interview questions and provides a sample answer for the question "Tell me about yourself". The summary is:
The document advises using words like "planned", "created", and "developed" to emphasize leadership and results. It then lists 55 common interview questions and provides a sample answer for the first question, using the "picture frame approach" to discuss work history and qualifications.
Peformance Plan Reveiw 2008 Dept of Conservation G Baker (Cullen)Grace Cullen
The document is Grace Baker's Personal Performance Review for the period of July 2007 to July 2008. It outlines her objectives, performance expectations, development areas, and a review of her performance over the past year. Her manager, Richard McNamara, assessed that Grace met expectations in her role and provided valuable support during a time of significant staff changes in the area office. Her key development areas were problem solving, emotional intelligence, and maintaining systems.
This document provides an interview guide for candidates applying for an entry-level manager position. It outlines the interview process, which involves a 4-person panel interviewing each candidate for 15 minutes. The guide includes reminders for interviewers, sample introductions, the competency requirements for the role, sample interview questions and answers, and appendices with additional job analysis information and sample answers.
Iskandar Fitri Mahmood was the supervisor of the subject, a Manager of Audit Development at CIMB Bank Malaysia, for 3 years. Some of the subject's strengths included being highly knowledgeable in corporate governance and audits, having excellent leadership skills, and high integrity. The subject was very effective in their job, as they would quickly develop prototypes that met expectations without much oversight. The subject worked well under pressure and managed projects on time despite a heavy workload. They got along well with colleagues and subordinates. Mahmood rated the subject's performance a 9.5 out of 10 compared to others, and said they would rehire the subject due to their strong work ethic and commitment.
This document provides guidance on how to answer common project management interview questions. It discusses that interview questions will focus on experience delivering projects and essential PM skills like team management. It provides examples of questions about managing projects and teams, and complex projects from start to finish. The document emphasizes structuring answers to demonstrate skills and their value, and answering questions calmly and with confidence.
This document provides guidance on how to answer common project management interview questions. It discusses that interview questions will focus on experience delivering projects and essential PM skills like team management. It provides examples of questions about managing projects and teams, and complex projects from start to finish. The document emphasizes structuring answers to demonstrate skills and their value, and answering questions calmly and with confidence.
The document discusses employee and employer expectations in the workplace. It notes that common employee expectations include a competitive salary, reasonable workloads, opportunities for career growth, and a safe work environment. Employer expectations include dependability, working well in a team, communication skills, and producing quality work. However, the reality is there is a large gap between expectations and the skills graduates possess. Many graduates lack both technical knowledge and soft skills required for jobs. Developing employability skills through targeted training programs can help bridge this gap and make graduates more successful.
The document provides information on performance management in an agile environment. It discusses that performance management should focus on setting goals at the beginning of the year and reviewing progress, providing feedback throughout the year. It also notes that performance is a shared responsibility between management and individuals, and that the system and environment set by management impacts performance more than individual responsibility alone. Regular feedback and discussions help individuals improve and align their goals with team and organizational goals.
The document is a cover letter from Sydney Williams applying for a job opening. She highlights her commitment to tasks from her experience in DECA, an organization where she had to complete real-world business tasks under deadlines. She also emphasizes her ability to work efficiently and her extensive knowledge of and passion for technology despite having taken more business than tech classes. She is confident she can offer the commitment, efficiency, and tech skills the employer seeks.
User Centered Design: guarantee that your business process automation project...Bonitasoft
Wide user acceptance is one of the biggest challenges companies face when launching a new project, product, or service. Any of these can fail for a variety of reasons, but failure is often due to a disappointing user experience.
The process of User Centered Design actively takes into account the needs, expectations, and characteristics of end users at each stage of the development process, leading ultimately to better user satisfaction.
The tools and processes manager of a large French automotive group recently noted, "You have to be user-centric to successfully digitize your processes." End users can feel, “This was actually designed with me in mind - my wants and needs were actually considered before a tool was imposed on me to use.”
From layout to delivery of the first iteration and through continuous improvement, learn how to use the Bonita UI Designer as an iteration tool to guarantee an ideal match with the actual needs of end users.
video: https://youtu.be/vmZgeJ86738
Are looking for a trusted Technologist to help you grow your business? Someone who is entrepreneurial mindset with particle business experience, then view this presentation.
Dear Students
We can help you to write total dissertation/project report.
Our 9 step method of project writing:-
Step 1) Helping you in Selection of topic.
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Step 3) Helping you in Preparation of Synopsis/ proposal & sent to project guide
Consulting Services companies goes through multitude of challenges in its Sales cycle, Delivery Cycle and over all Competency building and maintaining cycle. In this 2 part blog, I write about the various issues, Well whats the point in discussing problems with out a solution, Worry Not, The blog culminates with a tried and tested solution.
Tried Architecture as Shared Services? Felt like Abstracting the best of the resources, while encapsulating them well within at the same time? Tried creating COE’s? Have the management shot back stating it is overused/abused concept, tried and failed? Yes there are lot of reasons to fail when NOT done right.
This blog entry documents the RIGHT way, tried and tested Recursively
This document provides tips for tailoring a resume for specific job opportunities. It recommends researching the company and job description to identify keywords to incorporate into your resume. The tips include creating word clouds of the company's values and job description, then remixing and editing your resume over multiple versions to highlight your relevant skills, experiences, and accomplishments that match the position. The document emphasizes continuously tweaking your resume to clearly brand yourself and showcase your qualifications and quality of work for the job.
1. Employee Number /
Name Job Title Global Employee Number Job Code
Adam Wahab Engineering Intern 4 0 / AAC00027695 RN24
PEP Supervisor Name Region Business Group Company
Oluseyi Adekanmbi NER TR INC
For plan year 2015
Observer(s) Names: JADA PARKER /NYC MAKI ONODERA /NYC TERASA VASSALLO /NYC
TZVETOMIR KOTZEV /NYC
PERFORMANCE GOALS - WHAT YOU DO
None specified.
PERFORMANCE GOALS - WHAT YOU DO
1. 1. Get more Construction Management field experience.
2. Get exposure to a new software program.
3. Get involved in problem solving and Solution tasks.
4. Do something that will be beneficial to CH2M in the long run and also make me a valuable candidate as a fulltime employee.
RESULTS - ACCOMPLISHMENTS AND OUTCOMES YOU ACHIEVED AGAINST GOALS
1. 1. Although I did not get out onto the CM field as much as I hoped, I still obtained some valuable exposure and saw some interesting work taking place
out on site such as concrete pouring, epoxy mix and dive inspections.
Adam has been consistently proactive in develping relationships with staff within TBG and WBG to identify opportunities to get field exposure. Although
he was only afforded a few opportunities for actual field assignments, he did also contribute to general construction related tasks by assisting
PMs/engineers with construction bid analysis on Brooklyn Navy Yard Berth reconstruction and orrganization of Rockaways Boardwalk submittal logs.
This summer Adam helped with The Rockaway Boardwalk and ESCR Projects.Adam had mentioned he was interested in learning about construction
management support and the processes after final contract drawings where submitted. He helped to review shop drawings for pile caps and various
RFI's and attended construction management meetings out in the field.
Adam also assisted with doing quantity take-offs and estimating for the JFK project.
2. I was able to get exposure to new software program that I never heard of or used and although I was not able to learn how to use the program
regular, I still learned some of the basis and the kind of projects it's mostly used for.
Adam showed promising initiative in working with staff engineers to gain exposure to MathCAD and STAAD - software programs used for construction
calculations. This initial exposure will allow him to advance to assisting with data entry and calculation checking.
Adam has also worked with our Publications/Client Sales & Solutions team to edit presentation/proposal templates - this has allowed him to learn new
tips and tricks with the Microsoft Office suite.
3. I feel as if there were a couple task that were related to finding a solution in certain task I performed, I feel as if I was able to solve this problem if I
understood the task at first hand. This originally apart of my goals so I can step out of my comfort zone.
Staff engineers have indicated that it was a pleasure working with Adam this summer. After the first few weeks, Adam and I spoke about time
management; how to manage time and what were some methods in doing so when you have a handful of tasks on your plate. He was very responsive
and it was evident that positive changes were made right away.
Adam has participated in planning activities for the office. He was very vocal in expressing an interest in establishing connections with fellow interns
and staff; and assisted in planning JuMP events including a social outing to the WTC Observatory, and an in-house ice cream social to introduce our
college/high school interns to the office. Adam displayed initiative, leadership, and problem solving in his efforts in these activities coordinating with
external events management contacts, as well as our JuMP office rep and OLs.
4. There were a few task I performed that apparently became beneficial to the CH office I currently work at that made an impact for the long run, to be
considered as a valuable candidate as a fulltime employee, Id say I'm almost there since I'm familiar with those I've worked with and hopefully we're
satisfied with how I performed their task, maybe with a little more work experience, I will be a good candidate to work at CH as a fulltime employee in
the near future.
Adam worked under limited supervision to organize the standards and specs library for the Ports/Maritime group in the office. This was a task that was
long overdue and has allowed staff easier access to code books and reference material that is regularly needed for daily design. He has contributed to
establishing a system in the office that will serve our business well in the future.
Adam also spent some time on the East Side Coastal Resiliency project. He assisted in organizing site photos in a logical manner so that we could
match conditions found on the survey to what was in the field. He then created a log of potentially conflicting utilities using the photos and survey.
2. WORK BEHAVIORS AND FOUNDATIONAL COMPETENCIES - HOW YOU DID YOUR JOB IN ACCORDANCE WITH THE VALUES OF THE FIRM*
Your strengths or expected improvements for values relevant to your position are
Health, Safety, Security, and Environment:
I have not been in a situation where an office hazard or health issue took place, therefore, I have never had to identify incidents that might have taken place.
Integrity and Ethics:
I have been trustworthy with everyone I work with and handle property in the office with good care.
Interpersonal Skills:
I seem to be on good terms with most of the people I've worked with, I have been able to communicate well with them and part take in team events.
Commitment to Quality:
I am able to learn from mistakes after each task I've performed, I'm also given feedback and go through what adjustments need to be made to improve its
quality.
I also feel I have been able to complete work at a timely manner.
Business Acumen:
Usually, I understand how things work depending on which task I'm involved with so know how important it is.
Client Forcus:
I have not worked with clients face to face but some of the work I've done evolves working with clients so I keep it in mind when performing a certain task.
Drive For Results:
Since my results of every task I perform are very crucial, I make sure there done on time and understood by who I'm submitting them too.
Self Development:
I have discovered my weakest and strongest parts and still continue to develope and build on them as much as I can at everything I do.
YEAR END SUMMARY
Key Strengths and Successes:
Adam was very willing to help on any sort of task. He asked pertinent questions, provided value, and completed tasks in a timely manner. Adam has shown
the ability to work well with staff across various levels and business groups. He is inquisitive and strives to take on stretch assignments and appropriately asks
for feedback to continue his growth and learning. He has demonstrated that he can effectively apply feedback from his managers to improve his skills and
understanding of tasks. He has shown an awareness of and willingness to step outside of his comfort zone to either expand his technical and business
understanding, and also to continue to develop in his interpersonal skills and interactions. Adam is a pleasure to work with, communicates ideas well, and has
become very well integrated with the various segments of the ports/maritime transportation group in the office.
Areas Needing Improvement and Development Needs:
Very early on in his rotation, Adam demonstrated an understanding of the need for internal networking within the office. This has been something he has
started working towards, and should contine to strive to do- as this will afford him the ability to identify opportunities for exposure to different technical skillsets
and contacts. I would also suggest Adam having the opportunity to partake in developing written communication and oral presentation skills during a future
internship rotation.
3. Performance Ratings: Underperforming Performing Outperforming
Work Behaviors Ratings:
Commitment to Quality X
Health, Safety, Security, and Environment Orientation X
Integrity and Ethics X
Interpersonal Skills X
Foundational Competencies:
Business Acumen X
Client Focus X
Drive for Results X
Self Development X
Overall Work Behaviors Rating: X
Overall Goals/Responsibilities Rating: X
Underperforming Performing Performing Plus Outperforming
Overall Rating: X
Employee Comments:
None specified.
DEVELOPMENT - WHAT DEVELOPMENT ACTIONS AND RESULTS YOU ACCOMPLISHED
Development Actions:
Impact On Your Work:
Year-end Review Meeting Date:8/20/2015
Year-end Signatures (Signatures indicate that review was completed. The final signed PEP is stored electronically in the employee's HR folder.)
Employee: Adam Wahab Empl. #: AAC00027695 Date: 8/20/2015
Other Manager/Supervisor: Oluseyi Adekanmbi Empl. #: AAC00016811 Date: 8/20/2015
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