Tasked to review the existing Management Trainee Program in a renowned global logistics MNC, Jocelyn and her co-workers worked in close consultation with the senior management to identify problems and propose working solutions.
In addition, Jocelyn took charge of the artistic direction of the PowerPoint design, forming a compelling visual that greatly facilitated their multiple discussions with various stakeholders.
A Nestlé Purina we have a full time, entry-level opportunity at our manufacturing facilities to participate in our Management Trainee Rotational Program. These entry-level roles are put in place to help build the future leaders of our company and provide the grounded needed to be successful at Purina. The opportunities include Accounting, Engineering, Engineering PTC Development Program, Human Resources, IS/IT, Quality Assurance, Operations Performance, Production Management and Supply Chain. Interested in learning more about working at Purina and applying to be a Management Trainee? Visit our website at http://bit.ly/PurinaCollege.
The MT programme has been designed structurally keeping a keen observation of key business concepts, a scope for career progression and a consideration for ambitious candidates that have the determination to excel in their fields. Apart from possessing exceptional analytical and communication skills, the candidates are gauged based on interpersonal skills and their ability to assimilate well in the organisation so that they are ready to face challenges while maintaining a leadership capability.
CSL Limited (Chinese: 香港移動通訊有限公司) is Hong Kong's first mobile communications operator established in 1983. It operates a world-class GSM / WCDMA /UMTS 900 network in Hong Kong and launched the world’s first dual band 4G LTE with DC-HSPA+ network with the brands 1O1O, one2free and New World Mobility. CSL is part of HKT Group, Hong Kong's premier telecommunications service provider.
Being a Management Trainee: Deliveries and PrioritiesAbdelnor Dahir
This is a very short and concise presentation on Management Trainee (MT) program that I've did immediately after the end of the training to the top level management. I hope this will help alot to those taking such this training program. ENJOY!!
A Nestlé Purina we have a full time, entry-level opportunity at our manufacturing facilities to participate in our Management Trainee Rotational Program. These entry-level roles are put in place to help build the future leaders of our company and provide the grounded needed to be successful at Purina. The opportunities include Accounting, Engineering, Engineering PTC Development Program, Human Resources, IS/IT, Quality Assurance, Operations Performance, Production Management and Supply Chain. Interested in learning more about working at Purina and applying to be a Management Trainee? Visit our website at http://bit.ly/PurinaCollege.
The MT programme has been designed structurally keeping a keen observation of key business concepts, a scope for career progression and a consideration for ambitious candidates that have the determination to excel in their fields. Apart from possessing exceptional analytical and communication skills, the candidates are gauged based on interpersonal skills and their ability to assimilate well in the organisation so that they are ready to face challenges while maintaining a leadership capability.
CSL Limited (Chinese: 香港移動通訊有限公司) is Hong Kong's first mobile communications operator established in 1983. It operates a world-class GSM / WCDMA /UMTS 900 network in Hong Kong and launched the world’s first dual band 4G LTE with DC-HSPA+ network with the brands 1O1O, one2free and New World Mobility. CSL is part of HKT Group, Hong Kong's premier telecommunications service provider.
Being a Management Trainee: Deliveries and PrioritiesAbdelnor Dahir
This is a very short and concise presentation on Management Trainee (MT) program that I've did immediately after the end of the training to the top level management. I hope this will help alot to those taking such this training program. ENJOY!!
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/3jrgTCu
With 60% of employees stating that they will look to change jobs when the economy picks up, what should you be doing to manage & retain your talent?
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/3jrgTCu
With 60% of employees stating that they will look to change jobs when the economy picks up, what should you be doing to manage & retain your talent?
IPDC Training - Leadership Skills in Transforming the Company Core ValuesIPDC Training Institute
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
This is the second webinar of the series 7 Steps to Building Top-Performing Organizations Using Competency Models. In this session we present best practices, guidelines and examples of how Fortune 500 companies develop their top talent strategically, using competency models. You will learn effective methods to assess and develop competencies to help your people and your organization succeed.
Training Slides of Developing a University-Wide Integrated Employee Core Competency Framework.
For further information regarding the course, please contact:
info@asia-masters.com
www.asia-masters.com
IPDC Training - Leadership Essential Coaching for Greater Effectiveness and P...IPDC Training Institute
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
IPDC Training - Leadership Skills for Managing Greater Business PerformanceIPDC Training Institute
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
At MindGears, we believe that organizational development practices and initiatives have basic starting ingredients. These starting program serves as an HR business model and a springboard for a meaningful and progressive OD practice. Allow us to share with you how we envision it for mid-tier companies wanting to get out of the HR administrative paradigm to a WLP-driven HR mindset.
Job Evaluation is the basis for reward management, analytic leadership, personnel and organisational development, and further tools of today's personnel management.
Similar to PowerPoint Storytelling Sample (Management Trainee Program Review) (20)
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
2. Industry
Demand
National
Effort
Retiring/Maturing
Management
Our Call To Action
• Growing need for professionals with niche and
specialized skills
• Remain competitive in global market
• To nurture strong Singaporean core
• Combat experience drain (ageing population/career
switchers) with knowledge/opportunity transfers
• In 5 years, 17% of current Senior Management will
reach retirement age
• In 5 years, 58% will be > 50 years old
3. Objectives
To attract best local talents
with potential to Schenker
Singapore
To cultivate a strong community
among management trainees
To develop talent pipeline
(i.e. from executors to strategists)
4. MT Maturity Model
Be adept at
day-to-day delivery
(i.e. an executor)
Become a
project owner
Take on a
supervisory role
Become a strategist
To accomplish during
MT program
To accomplish
after MT program
5. Program Overview & Elements
Recruitment Orientation Core Function Graduation &
Promotion
Departmental Rotation Core Function
for Final Assessment
Mentorship
Improvement Projects
Professional Development (IDP)
2.5 years
Management Dialogue
Group Activities
Self-Development
Continuous
Tracking
Performance
Assessment & Review
=
6. Recruitment Approach
Contract Signing
December
Application
July to
end-September
Selection
October to
end-November
How to recruit? How to select? What’s the timeline?
• Career fairs
• Online portals
• University career talks
• Networking sessions
• CVAT
• SHL
• Written test
Adding on in future:
• Group interview/case study
• 10 – 15 min presentation
8. Job Placement & Rotation
Core Function Core Function for
Final Assessment
Departmental Rotation
1 year 4 months 4 months 4 months
= Attend strategic meetings with all business units
(Role: Secretary or attendee)
6 months
Promotion:
Senior Executive or Asst. Manager
9. Job Placement & Rotation
Core Function Core Function for
Final Assessment
Departmental Rotation
1 year 4 months 4 months 4 months 6 months
Promotion:
Senior Executive or Asst. Manager
= Coaches
• Give thorough introduction of business unit/program
• Provide professional guidance (e.g. knowledge, skills)
• Assign department-specific projects
10. Job Placement & Rotation
Core Function Core Function for
Final Assessment
Departmental Rotation
1 year 4 months 4 months 4 months 6 months
Promotion:
Senior Executive or Asst. Manager
= Assessment=
Performance Review
Ideation
Individual Development Plan
11. Development Route Map
Aims
• To develop competencies that will make MTs
executors and/or strategists
• To equip MTs with fundamental job- and/or
business-related knowledge and skills
• To nurture Schenker’s celebrated values,
winning mindset and appropriate work
behavior
12. Development Route Map: L&D
Core
Functional Executor Personal
Strategist
Leadership
• Leadership
• E.g. OBS, seminars, industry networking
• E.g. Opportunities to lead teams
• Foundational knowledge/skills needed to support
the organization
• Strategist competencies, methodology, tools
• Personal development and self-discovery
• E.g. Personality tests, discover strengths, leadership
style
• Executor competencies
• E.g. Project management
• Job-related knowledge/skills
13. Management
Dialogue
Improvement
Projects
Internal
Social Media
Development Route Map: Others
• Biennial sharing session
• 1 guest speaker per session + open discussion/Q&A
• 3-4 project presentations
• On-going
• Work with Mentor (HOD) or Coach (Manager)
• Train strategizing and executing
• On-going exercise
• Engage fellow employees
• Increase visibility
With the recent release of Logistics Industry Transformation Map (ITP) and the rising demand for specialists in the industry along with the change in demographics within our organisation, there is a need for us to build up a pool of local talent in order to remain competitive in the market.
"The Logistics ITM will support enterprise-level efforts to transform and grow through productivity and innovation. It aims to nurture a strong Singaporean core through talent development."
- Mr Iswaran, Minister of Trade and Industry (Industry)
http://www.straitstimes.com/business/companies-markets/road-map-to-boost-singapores-role-as-global-logistics-hub
“With growing customers’ expectations and rapid technological advancements, logistics companies today are continuously developing new capabilities and value-added services to stay competitive. Hence, there is a growing need for professionals with niche and specialised skills to innovate and deliver these services effectively.”
http://slaebook.s3-website-ap-southeast-1.amazonaws.com/#p=5
In order to tackle these questions, it is important for us to build up a ready-pool of talent for the organisation to tap on.
Comments:
To nurture future talents
Remove “Take up more job scopes etc”
Things to do:
1. Statistics: Find out the demographics of our management level as well as E12 and above to show why is there a need to create a ready-pool of talents
Comments:
Vision should be one-liner, and should be before objectives
This slide looks more like Mission
What kind of people do we want to cultivate?
What kind of leaders do we need and what skillsets/abilities do they need to encompass?
Comments:
Vision should be one-liner, and should be before objectives
This slide looks more like Mission
What kind of people do we want to cultivate?
What kind of leaders do we need and what skillsets/abilities do they need to encompass?
Comments:
Change “Home Base” to “Core Functions”
Change “Rotations 1, 2, 3” to “Departmental Rotations”
Change visual representation of “Management dialogue, group activities etc” use fertilizers/water droplets to represent each trait
Comments:
Include Recruitment approach/key assessment criteria: e.g. what kind of recruitment process (e.g. presentation)
Case study discussion
Assessment centre
Presentation
Change Application months to “Q3” (instead of “Jul – Sept”)
Things to decide once the proposal is being approved:
Application methodology: Via online? Paper and pen?
Elements to include in the application form: Preferences for the various units, etc.
Intro to Schenker:
Company overview
Management team
Mission, vision, values
Policies
Employee benefits (e.g. Flexi-Benefits)
L&D opportunities
Event Calendar:
MT event calendar (e.g. Management Dialogue, networking sessions, social activities)
Exec Fireplace Chat:
1. Informal presentation by 1-2 senior management on personal journey from school to current position
Facility Visits:
SLC, RHO
SLC 2
SLC 1
Tech Support:
Laptop
Email set-up, log-in,
Thumbprint access
Landline name-change forms
Intranet access
Comments:
Consider what’s the point of 1 week shadowing – waste MT’s time (bored) and waste salary
Combine this slide and previous slide
* Find new name to replace “Buddy”
Comments:
Consider what’s the point of 1 week shadowing – waste MT’s time (bored) and waste salary
Combine this slide and previous slide
* Find new name to replace “Buddy”
Comments:
Shadowing all departments (can observe different leadership styles) can change to attending business meetings (can observe decision-making process)
Departmental exposure through departmental meetings (use trees/streetlamps as visuals)
Shadow departments can take out + change 3 months to 4 months
Assessment:
Internal stakeholders involved: Mentor and Coach
Review period: After every job rotation
Objective: This is to provide mentor with the necessary information before doing the final performance assessment which will determine the MT’s promotion.
2. Performance Review, Ideation, IDP
Internal stakeholders involved: MT and Mentor
First review session: Before the commencement of job rotation
Subsequent review sessions: To be reviewed after every job rotation
3.
Things to do:
1. Statistics: Find out the demographics of our management level as well as E12 and above to show why is there a need to create a ready-pool of talents
Note:
For the list of training available, we will seek advice from Amy as she will have a better idea of the current training offerings.
Seek Amy’s expertise – how does news-sharing sound?
Discussions may take place at various facilities
D&D, Staff Comm, CSR:
Mentored by ER team
University Career Fair:
Join MPR at career booth
Engage potential joinees at school seminars (Outreach)