Kyle Paddack is seeking a career in finance and accounting. He is expected to graduate from Indiana University's Kelley School of Business in May 2017 with a Bachelor of Science in Business and minors in Finance, Accounting, and Economics. Paddack has experience leading teams and projects, with strong skills in project management, goal setting, leadership, and analytics. He is currently a residential consultant, volleyball coach, and has previously worked as a project manager and server.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic, and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. Competency-based training links individual performance to the goals of the organization. A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
HR structures can differ considerably from one workplace to another. It all depends on the size of the company, and the internal structures of that company.
Find out more about how structures can change in an HR department depending on the type of organisation.
Learn to Actually Engage Your Employees Why 87 Trillion Isn't Enough biz libraryBizLibrary
Despite soaring profits and unprecedented business successes, employers across the globe continue to struggle with engaging their employees; studies find the average rate for employee engagement hovers around just 15 percent in the United States.
In this program, Derek Smith of BizLibrary will help you understand the true value of an engaged employee. He will offer models and practical strategies that will optimize your organization to achieve increased employee engagement.
You will learn:
The importance of engaging employees, and why higher engagement will help you improve business outcomes
Why employee engagement is not a business challenge - understanding its root causes
Research-based working theories about what engages employees
Strategies that you can take and apply to increase engagement at your organization
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic, and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. Competency-based training links individual performance to the goals of the organization. A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
HR structures can differ considerably from one workplace to another. It all depends on the size of the company, and the internal structures of that company.
Find out more about how structures can change in an HR department depending on the type of organisation.
Learn to Actually Engage Your Employees Why 87 Trillion Isn't Enough biz libraryBizLibrary
Despite soaring profits and unprecedented business successes, employers across the globe continue to struggle with engaging their employees; studies find the average rate for employee engagement hovers around just 15 percent in the United States.
In this program, Derek Smith of BizLibrary will help you understand the true value of an engaged employee. He will offer models and practical strategies that will optimize your organization to achieve increased employee engagement.
You will learn:
The importance of engaging employees, and why higher engagement will help you improve business outcomes
Why employee engagement is not a business challenge - understanding its root causes
Research-based working theories about what engages employees
Strategies that you can take and apply to increase engagement at your organization
While working on a project for Illinois workNet, I moderated a panel discussion on why a specific resume format would be best for specific career paths.
One of the biggest challenges facing business today is how to attract, retain and develop the talent essential to deliver Digital Transformation.
Organisations can no longer rely on consulting or outsourcing models for Digital transformations and recognise they have to build internal capability as a business imperative.
The Mindscape-AI business model allows us to support our clients in their desire to hire, train and develop their own internal Digital capability. We would welcome the opportunity to explore where we can bring value to you and to share our approach in more detail.
We work with our clients to develop bespoke training & development programmes which are delivered over three months. Once deployed on site with our clients, we are responsible for managing the transition from Mindscape-AI consultant to permanent digital employee for our
Our model is designed to allow our clients transition our cohorts to permanent members of staff, whenever that works. As well as being cost effective, there is no vested interest in longevity of tenure. Our Digital Cohorts are built not bought and we guide them along the Deep Pathway until our clients are ready to transition and embed.
We offer a highly flexible approach to transitioning our consultants to permanent positions within your digital teams providing early conversion opportunities at 3, 6, 9 and 12 months.
Areas where we can help are:
Salesforce, Data Science and Analytics, AI and Machine Learning, Robotic Process Automation, Blockchain, Cyber Security, Java and .Net, SAP.
Email Mike@perspectivechange.com for an exploratory discussion
Perspective Change Consulting are the authorised go to market partner of Mindscape-A1
1. Kyle Paddack
6090 Bluff Acres Drive, Greenwood, IN 46143
Kyle_paddack@yahoo.com
(317) 832-9591
Education:
IndianaUniversity,IndianapolisIN 46202
KelleySchool of Business
Bachelorof Science inBusiness ExpectedGraduation:May2017
o Major: Finance andAccounting
o Minor: Economics
Will Complete 150credithours uponGraduation
Ledand facilitatedateamprojecton marketingsocial mediaenhancementandthe effectsof social mediaon
successful businessestoascore of (95/100). Had language barriersandteammemberillnesses andabsences
that were overcome byotherspickingupslackto helpthe teamand not the individual.
Skills:
Teamwork – As a Projectmanager,leda teamand workedwithinthe teamtoensure projectefficiencyand
accomplishvariousgoalsof the teamand business needs
Goal Setting– Setand accomplishedgoalsinconcordance withbusiness,professional,andpersonal goals
IT and Computer– Workedwithandon variousspreadsheetsanddatabasestokeepinformationuptodate and
acquire the newestinformationavailabletoensure projectcompletionsandquality
Leadership –Led andinformedateamon businessgoalsanddirectionsforprojectcompletionsasa project
manager
StrongProjectmanagement,coordination,andanalytical skills
Experience:
PCS Residential
Indianapolis,Indiana
Residential consultant August2014 – Current
Directsalesto residential homeownersof windows,doors,roofs,andsiding.
Negotiate withinsurance companyonclaimamountsanddamage assessment.
Relate withcustomersandeducate customersonproductsandservicesoffered.
Directcustomercare and support.
2. Kyle Paddack
6090 Bluff Acres Drive, Greenwood, IN 46143
Kyle_paddack@yahoo.com
(317) 832-9591
Indy Elite Southside Volleyball Club
Indianapolis,Indiana
Head Coach October2014 – Current
Organize,lead,andinstructU16 Men’sand U15 girlsvolleyball teamsduringsanctionedpractice sessionsand
tournaments.
Compete atnational USAV qualifyingtournaments,winningSilverbracketatthe OhioValleyRegional
Championshipsforthe men’steamin2015.
Maintainand organize teamfunctionsandtournamentschedules.
Create personalizedteamagendasfortravel arrangementsandtournamentpreparation.
AT&T
Indianapolis,Indiana
Project Manager August2013 – May 2015
Reduced Indianafiberprojectsoverallcycle time below the desiredinterval setbythe programoffice.
Simplifiedvariousprocess requestforescalatedandmissedtargetdeadlineswithinthe systemtoensure the
leastamountof losson man hoursper project.
Coordinatedeffortsbetweenprojectdesignandfieldconstructionteamstoensure productefficiencyand
quality.
Created,revised,andsummarizedweeklyprojectprogressreports,consistingof completionsandfuture build
completions,toprogramoffice.
Structuredprojecttargetsinconcordance withbusinessbudgetsandrevenue generatedfromcompletions.
Monical’s Pizza
Greenwood, Indiana
Server June 2012 – August 2014
Maintained guest satisfaction while dining in the restaurant.
Resolved any issues that may have arisen during the dining experience.
Assisted in any capacity within the restaurant to make the overall product and experience a
memorable time while in the restaurant for our customers.