Organizational Pillar Series 2
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B FThis document discusses the skills and qualities needed to be a pillar in an organization. It defines a pillar as a firm, integral member that supports the structure, agenda, or group. The document outlines several "pillars" that make up the essential skill set of an effective professional, including education, skills, standards, communication, and collaboration. It provides examples of specific skills and qualities under each pillar, such as technical skills, integrity, teamwork, and leadership. The conclusion emphasizes that identifying and developing these fundamental tools is the foundation for becoming a dependable pillar within an organization.
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المحاضرة 166 الاستاذ الدكتور / أكرم حسن استاذ واستشارى إدارة المشاريع بعنوان ...
المحاضرة 166 الاستاذ الدكتور / أكرم حسن استاذ واستشارى إدارة المشاريع بعنوان ...Egyptian Engineers Association
تواصل_تطوير
المحاضرة رقم 166
الاستاذ الدكتور / أكرم حسن
استاذ واستشاري إدارة المشروعات
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يوم الإثنين 25 يوليو 2022
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Similar to Organizational Pillar Series 2
Organizational Pillar Series 3
This document discusses the importance of having a solid foundation as a dependable professional. It notes that a foundation includes skills, education, standards, communication, and collaboration. Professionals with deep foundations that continue to learn and improve are better able to withstand challenges. Such foundations allow one to support an organization and also serve as a foundation for others. The document concludes by recommending additional courses on revision, goal setting, and finding one's niche.
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Enhance career progress
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Excel through aligned learning and development
Receive coaching and mentoring from managerial, HR and business leaders
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Sarah, the head of HR at EnergyCentral, overhauled the company's performance management process for several reasons: the old process was ineffective, did not support employee development, and lacked regular feedback. Sarah researched best practices and designed a new process that included biannual formal reviews, informal check-ins, goal tracking tied to company and career objectives, and manager training on providing effective feedback. The new process aimed to increase employee engagement through improved communication and focus on career growth.
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Feedback helps people understand the impact of their decisions and actions on their organization and relationships. Feedback is gathered from many structured and unstructured sources, including objective sources such as financial, business process, or HR data (employee turnover, for instance), and subjective sources such as comments or ratings from managers, peers, or customers. In today's increasingly competitive world, feedback is increasingly being sought and used for more than just raising self-awareness. Feeback is being used to make decisions in several areas including:
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Extend Reach - Include all stakeholders (employees, managers, peers, customers, and partners) in the review process to obtain richer feedback.
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Sgc 7th september 2012 mail
Learn how our strategic and structured way helps sales reps to handle client appointments in a more effective and result oriented way.
360 degree-feedback
The document discusses 360 degree feedback, which is a performance evaluation method that collects feedback from an employee's subordinates, peers, and supervisor(s). It provides a more well-rounded assessment compared to evaluations conducted solely by a direct supervisor. The key points covered include:
- 360 degree feedback originated in the military in the 1940s and was later adopted by some major corporations in the 1960s-1970s.
- It is used for purposes like career development, identifying strengths and weaknesses, and understanding how an employee's self-perception differs from others.
- Feedback is collected via questionnaires completed by those who interact with the employee, as well as a self-evaluation. This provides a comprehensive perspective on their
المحاضرة 166 الاستاذ الدكتور / أكرم حسن استاذ واستشارى إدارة المشاريع بعنوان ...
المحاضرة 166 الاستاذ الدكتور / أكرم حسن استاذ واستشارى إدارة المشاريع بعنوان ...Egyptian Engineers Association
تواصل_تطوير
المحاضرة رقم 166
الاستاذ الدكتور / أكرم حسن
استاذ واستشاري إدارة المشروعات
بعنوان
" مكتب تسليم القيمة ..Value Delivery Office"
يوم الإثنين 25 يوليو 2022
التاسعة مساء توقيت القاهرة
العاشرة مساء توقيت مكة المكرمة
و الحضور عبر تطبيق زووم
https://us02web.zoom.us/meeting/register/tZ0uce6upjsrGt26iw_AZXfvh5MDr_0glBnB
علما ان هناك بث مباشر للمحاضرة على القنوات الخاصة بجمعية المهندسين المصريين
ونأمل أن نوفق في تقديم ما ينفع المهندس ومهمة الهندسة في عالمنا العربي
والله الموفق
للتواصل مع إدارة المبادرة عبر قناة التليجرام
https://t.me/EEAKSA
ومتابعة المبادرة والبث المباشر عبر نوافذنا المختلفة
رابط اللينكدان والمكتبة الالكترونية
https://www.linkedin.com/company/eeaksa-egyptian-engineers-association/
رابط قناة التويتر
https://twitter.com/eeaksa
رابط قناة الفيسبوك
https://www.facebook.com/EEAKSA
رابط قناة اليوتيوب
https://www.youtube.com/user/EEAchannal
رابط التسجيل العام للمحاضرات
https://forms.gle/vVmw7L187tiATRPw9
ملحوظة : توجد شهادات حضور مجانية لمن يسجل فى رابط التقيم اخر المحاضرة.Value Delivery Office
Value Delivery Office is a project delivery support structure that focuses on coaching teams; building agile skills and capabilities throughout the organization; and mentoring sponsors and product owners to be more effective in those roles.
Christer Holloman - Glassdoor.com - 24th Sept
The document provides best practices for social recruiting and improving return on investment from social recruiting efforts. It discusses enriching online profiles, encouraging employee feedback, monitoring and engaging on social media, highlighting the employee experience through photos and videos, improving career websites, and cross-promoting across channels. It also discusses tracking metrics like job seeker demographics and interests, job click performance, company reputation, and competitive analysis to evaluate success. Finally, it recommends improving ROI by addressing negative feedback, acting frequently, empowering managers, promoting positive content, using multiple channels, and continually tracking results.
Regina ppoint
The document provides tips for nonprofit organizations to effectively manage internship programs, including recruiting, mentoring, and evaluating interns. It recommends identifying organization needs and creating job descriptions. When recruiting, organizations should reach out to universities, faculty, career centers, and former interns. When managing interns, expectations and goals should be clearly defined and regular feedback provided. Evaluations should focus on behaviors and results in addition to traits. Fine-tuning tools can help ensure appropriate emphasis.
Deloitte Canada - Consulting Practice
Deloitte is Canada's largest professional services firm providing audit, tax, consulting, enterprise risk and financial advisory services. It has over 8,000 total employees across Canada, including over 5,500 professional staff and 2,000 administrative staff working out of 56 locations. Deloitte provides consulting services in areas such as human capital, strategy and operations, and technology to clients across many industries.
Deloitte canada consulting practice
Deloitte Canada is a leading professional services firm that provides audit, tax, consulting, enterprise risk and financial advisory services. It has over 8,000 total people across Canada, including 538 partners and 5,513 professional staff. Deloitte Canada has been recognized as the largest professional services firm in Canada from 2010-2012, and it has received several best employer awards. The document provides an overview of Deloitte Canada's consulting services, which includes human capital, strategy and operations, and technology consulting across various industries.
How Multi-Rater Reviews Drive Employee Performance: The True Partners Story
Hilary Hosek, Director of Talent Management at True Partners Consulting, discusses how TPC was able to provide employees with balanced and up-to-date feedback by adding quarterly 360 degree feedback to their performance review process.
Similar to Organizational Pillar Series 2 (20)
Encouraging Year-round Adoption and Engagement of the Performance Management ...
Encouraging Year-round Adoption and Engagement of the Performance Management ...
Interaction Bridges: Collaboration Tool for Marketing Accountability
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IT Leadership Manual: Roadmap to Becoming a Trusted Business Partner
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المحاضرة 166 الاستاذ الدكتور / أكرم حسن استاذ واستشارى إدارة المشاريع بعنوان ...
المحاضرة 166 الاستاذ الدكتور / أكرم حسن استاذ واستشارى إدارة المشاريع بعنوان ...
How Multi-Rater Reviews Drive Employee Performance: The True Partners Story
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Weapon of choice
This document discusses how individuals are weapons that can be used for good or evil purposes. It emphasizes that people are God's weapons and should hone their talents and gifts to be used for righteous causes that help others. The document warns about misusing strengths in dishonorable ways and cautions that weapons can become misguided if not refined and tested properly to avoid harming oneself or allies. It encourages choosing to develop one's talents and abilities as weapons for service that benefit civic nations and future generations.
JHDC Jobs Ministry 2012 Career Empowerment Synposium
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A pillar in the kingdom part 3
This document discusses the importance of having a solid foundation as a Christian. It states that Christians must have Christ as their foundation and faith in God. It emphasizes that when one's foundation is secure in Christ, they can withstand storms and difficulties in life. It also suggests that believers can become foundations themselves by digging deeper into their relationship with Christ over time and building upon Him with materials that will stand up to any test.
Under construction
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Moon walking out of purpose
Walking on the moon is a metaphor for maintaining progress towards your goals and purpose. It can be easy to lose focus and backslide into old habits. To stay committed, celebrate small wins to build momentum, surround yourself with supportive people, and remember why you started your journey in the first place when you feel yourself slipping backwards.
A recipe for successful living
Gather together with family or friends. Have each person share one thing they are grateful for from the past year. Hold hands in a circle and take turns expressing gratitude for each other and wishing for health, happiness and prosperity in the new year.
A pillar in the kingdom part 2
This document discusses the qualities and roles of pillars. Pillars provide support, hold up signs, tell stories, are fixed to what they support, stand up straight, are rooted in foundations, are under roofs, and are evenly spaced out. Pillars demonstrate God's love, are the blueprint of relationships with God, are the foundation of faith, and are sources of hope. Common roles of pillars include being chief advisers, guardians, teachers, news feeds, and wedding planners. The pillar of the word is referenced from Psalm 119:105 and the pillar of character is referenced from Ecclesiastes 7:1. Sound judgment is said to match experience. The document provides advice on how to answer peers, authorities
A pillar in the kingdom part 1
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A matter of the heart
Heart disease is the leading cause of death in the United States. It occurs when the arteries become narrowed or blocked by plaque buildup, limiting blood flow and oxygen to the heart. Some risk factors for heart disease include high blood pressure, high cholesterol, diabetes, obesity, lack of exercise, and smoking.
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- 2. A Pillar In An Organization The Pillars within a Pillar: Essential skill set for the effective professional © Copyright Rawneed, Inc. 2012
- 3. Content Introduction: recap of defining a pillar The pillars within a pillar Questions, answers, and discussions Conclusion: looking ahead © Copyright Rawneed, Inc. 2012
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- 10. Questions Answers Comments © Copyright Rawneed, Inc. 2012
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