In Detail Description of The PGPDM(Post Graduate Programme In Development Management) It Aims at creating future development leaders. 18 months Program spread across 3 semesters.
It is a CEO Enablement Program. Launched as a flagship initiative by the School for Leadership Excellence, which is an emerging School for Entrepreneurs and CEOs in India, Bangalore.
ROOM 2- Achieving Business Goals via HR Strategies - RMIT VNVietnam HR Summit
Please note that this presentation is not to be used for any training, consulting or commercial purposes as its content is copyrighted or belonged to the Vietnam HR Summit Speakers/ relative organizations.
It is a CEO Enablement Program. Launched as a flagship initiative by the School for Leadership Excellence, which is an emerging School for Entrepreneurs and CEOs in India, Bangalore.
ROOM 2- Achieving Business Goals via HR Strategies - RMIT VNVietnam HR Summit
Please note that this presentation is not to be used for any training, consulting or commercial purposes as its content is copyrighted or belonged to the Vietnam HR Summit Speakers/ relative organizations.
#Leadership Mastery. Be a Specialist Leader. #Leverage your Leadership Skills. An important organisational strategy, such as Employee Empowerment cannot be successful without proper leadership. But, a question often overlooked is, ‘What are the critical leadership skills needed to bring about and support and nurture a culture of employee empowerment in organisations’? Leaders need to understand the importance of Psychological Empowerment and Self-empowerment.
Sneak power point preview tomorrow’s webinar:
Delighted to be invited by Brussels to speak at a series of webinars on Leadership and Employee Empowerment. Webinar Thursday 28th June 2018 ‘The importance of understanding Psychological Empowerment and Self-empowerment.’
#EFQM #Brussels #Leadership #Psychological #Empowerment #Self-empowerment #Innovation #Creativity #Talent #PE #Webinars #HRSpecialists #howtoempower
You can register here:
http://www.efqm.org/sites/default/files/images/1_page_promotion.pdf
Sneak preview of webinar 28th June, Brussels EFQM
This is the project covered by me and my collegue to build the capacity of a community and design a training where they were having a problem. We selected our community a SHG of Apsinga village located in Maharashtra.
This presentation I made in 2019 to engineering students in a reputed college in Pune. I took a 15 day induction programme series for them giving them insights about the employability skills, job market facts, career development, etc.
Changing HR Agenda and Opportunities in the Digital EraGeoff Puddepha
The external environment continues to shape HR and their role. This event explored:
- The history and future of the UK Business environment and HR Agenda
- Stories and examples to bring to life some of the themes cited by today's influential thinkers, in particular organisation design and development.
- The use of digital platforms to accelerate change through wider engagement and collaboration
Presented by Geoff Puddepha (Org Dev / Design) and Faith Forster (CEO, pinipa)
Making Organisational Strategy Through Project PeopleLindsay Scott
Making Organisational Strategy Through Project People - a presentation to PMI Portugal, November 2014.
Projects are the tools for implementing the strategy of the organisation and project managers of course manage the projects through to successful completion enabling the organisation to meet their strategic goals.
It sounds simple yet the project management industry the world over still struggles to gain successful outcomes on a regular and repeatable basis.
In this presentation, Lindsay Scott, Director of Arras People, a UK based project management recruitment and careers specialist, focuses on the most important factor for success – the people.
Focusing on the project management skills, competencies and capability across the project management organization, this session takes a look at what organizations are looking and asking for today in their project people and what project practitioners can focus on to ensure they are considered as top talent in any project organization.
Lindsay Scott is a Director at Arras People, working with organisations and project practitioners for over 12 years in programme, project and PMO. She’s also PMI’s Career Columnist for PM Network and Co-Editor of the Gower Handbook of People in Project Management. She can be found on Twitter @projectmgmt and www.arraspeople.co.uk.
Why Leadership Development Programs FailGlen Harrison
WHY LEADERSHIP DEVELOPMENT FAILS
A summary of McKinsey & Company Article
THE DISCONNECT
According to McKinsey there is more than 14 billion dollars annually spent on Leadership Development. So, it should come as no surprise that 2/3 of executives they surveyed ranked Leadership Development as their number 1 Human Capital priority. The surprise – maybe not much of a surprise – comes from a different study where only 7% of leaders viewed Leadership Development as effective. Clearly there is a huge disconnect between intent and outcomes. The article focuses on 4 mistakes companies make that are likely to blame for the failure of Leadership Development Programs.
FOUR MISTAKES
While certainly not exhaustive, the four mistakes can be grouped into 4 broad categories:
1. One Size Fits All Approach
2. Outside The Real World
3. Inability to Understand the Why
4. Lack of Measurement
For full article and video, please visit Glen-Harrison.com
This knowledge document is developed to provide aspiring leaders with practical basic tools to build an effective human resources management system in a typical early stage of organization build-up. The insights presented are taken from a combination of high level primary research, validation interviews and team internal analysis from best practice observation in multiple successful organizations. The readers are highly encouraged to treat this document as a general reference, provided that the information contained herein are non-exhaustive.
Organizations across the globe benefit from having influential leaders who are qualified to lead a diverse workforce, cultivate engagement, and guide change necessary to remain competitive in the marketplace. These same organizations realize the value in investing in current talent to breed the next generation of executives, and to ensure a set of unified core leadership principles exist and are executed by managers of people and projects. This session reveals how one organization overcame cultural barriers to successful implementation of varied enterprise-wide leadership development initiatives.
ISDM is an institution founded to create, strengthen and establish Development Management, a domain that transcends the exclusive silos of ‘development perspectives’ and ‘management principles’. ISDM recognises the need to 'professionalise’ the Leading and Managing of Social Purpose Organisations (SPOs). The institution sees the development space as requiring the application of management disciplines that are unique and tailored to the scale of the sector. Management that doesn’t merely retrofit Business Management to development projects, but one that is born specifically from the coming together of the two crucial domains.
#Leadership Mastery. Be a Specialist Leader. #Leverage your Leadership Skills. An important organisational strategy, such as Employee Empowerment cannot be successful without proper leadership. But, a question often overlooked is, ‘What are the critical leadership skills needed to bring about and support and nurture a culture of employee empowerment in organisations’? Leaders need to understand the importance of Psychological Empowerment and Self-empowerment.
Sneak power point preview tomorrow’s webinar:
Delighted to be invited by Brussels to speak at a series of webinars on Leadership and Employee Empowerment. Webinar Thursday 28th June 2018 ‘The importance of understanding Psychological Empowerment and Self-empowerment.’
#EFQM #Brussels #Leadership #Psychological #Empowerment #Self-empowerment #Innovation #Creativity #Talent #PE #Webinars #HRSpecialists #howtoempower
You can register here:
http://www.efqm.org/sites/default/files/images/1_page_promotion.pdf
Sneak preview of webinar 28th June, Brussels EFQM
This is the project covered by me and my collegue to build the capacity of a community and design a training where they were having a problem. We selected our community a SHG of Apsinga village located in Maharashtra.
This presentation I made in 2019 to engineering students in a reputed college in Pune. I took a 15 day induction programme series for them giving them insights about the employability skills, job market facts, career development, etc.
Changing HR Agenda and Opportunities in the Digital EraGeoff Puddepha
The external environment continues to shape HR and their role. This event explored:
- The history and future of the UK Business environment and HR Agenda
- Stories and examples to bring to life some of the themes cited by today's influential thinkers, in particular organisation design and development.
- The use of digital platforms to accelerate change through wider engagement and collaboration
Presented by Geoff Puddepha (Org Dev / Design) and Faith Forster (CEO, pinipa)
Making Organisational Strategy Through Project PeopleLindsay Scott
Making Organisational Strategy Through Project People - a presentation to PMI Portugal, November 2014.
Projects are the tools for implementing the strategy of the organisation and project managers of course manage the projects through to successful completion enabling the organisation to meet their strategic goals.
It sounds simple yet the project management industry the world over still struggles to gain successful outcomes on a regular and repeatable basis.
In this presentation, Lindsay Scott, Director of Arras People, a UK based project management recruitment and careers specialist, focuses on the most important factor for success – the people.
Focusing on the project management skills, competencies and capability across the project management organization, this session takes a look at what organizations are looking and asking for today in their project people and what project practitioners can focus on to ensure they are considered as top talent in any project organization.
Lindsay Scott is a Director at Arras People, working with organisations and project practitioners for over 12 years in programme, project and PMO. She’s also PMI’s Career Columnist for PM Network and Co-Editor of the Gower Handbook of People in Project Management. She can be found on Twitter @projectmgmt and www.arraspeople.co.uk.
Why Leadership Development Programs FailGlen Harrison
WHY LEADERSHIP DEVELOPMENT FAILS
A summary of McKinsey & Company Article
THE DISCONNECT
According to McKinsey there is more than 14 billion dollars annually spent on Leadership Development. So, it should come as no surprise that 2/3 of executives they surveyed ranked Leadership Development as their number 1 Human Capital priority. The surprise – maybe not much of a surprise – comes from a different study where only 7% of leaders viewed Leadership Development as effective. Clearly there is a huge disconnect between intent and outcomes. The article focuses on 4 mistakes companies make that are likely to blame for the failure of Leadership Development Programs.
FOUR MISTAKES
While certainly not exhaustive, the four mistakes can be grouped into 4 broad categories:
1. One Size Fits All Approach
2. Outside The Real World
3. Inability to Understand the Why
4. Lack of Measurement
For full article and video, please visit Glen-Harrison.com
This knowledge document is developed to provide aspiring leaders with practical basic tools to build an effective human resources management system in a typical early stage of organization build-up. The insights presented are taken from a combination of high level primary research, validation interviews and team internal analysis from best practice observation in multiple successful organizations. The readers are highly encouraged to treat this document as a general reference, provided that the information contained herein are non-exhaustive.
Organizations across the globe benefit from having influential leaders who are qualified to lead a diverse workforce, cultivate engagement, and guide change necessary to remain competitive in the marketplace. These same organizations realize the value in investing in current talent to breed the next generation of executives, and to ensure a set of unified core leadership principles exist and are executed by managers of people and projects. This session reveals how one organization overcame cultural barriers to successful implementation of varied enterprise-wide leadership development initiatives.
ISDM is an institution founded to create, strengthen and establish Development Management, a domain that transcends the exclusive silos of ‘development perspectives’ and ‘management principles’. ISDM recognises the need to 'professionalise’ the Leading and Managing of Social Purpose Organisations (SPOs). The institution sees the development space as requiring the application of management disciplines that are unique and tailored to the scale of the sector. Management that doesn’t merely retrofit Business Management to development projects, but one that is born specifically from the coming together of the two crucial domains.
Online information session to discover more about the International Masters in Practicing Management – IMPM program. The IMPM is delivered by top business schools in 5 countries. Lancaster University in England, McGill University in Canada, IIMB in India, Renmin University in China and FGV/EBAPE in Brazil all bring a different international perspective to the program. Each School hosts a 10 day module that is based on a different managerial mind-set and uses your experiences, your reality to deepen the learning.
In the Leadership Lab, the theory gives way to practice, as fellows participate in a series of project-based exercises and managerial simulations designed to create the mixture of urgency and ambiguity that frequently accompanies real life leadership challenges. Fellows then analyze the decisions and behaviors they exhibited under such conditions, to build greater self-
awareness.
Organizational Capacity-Building Series - Session 9: LeadershipINGENAES
This session describes principles of leadership within organizations and common leadership issues. These presentations are are part of a workshop series that was implemented in Nepal and 2016 as part of the INGENAES initiative.
A framework to develop leaders through leadership development program in any organization. This framework has all the components of Diagnose, Design, Develop and Measure
Unlock your potential with ISDM's PGP-DM! Join India's premier institute for Development Management, shaping social sector leaders. Learn from the best, experience CEO Talks, and immerse in real-world challenges. Elevate your career in societal development.
Greetings of the hours and trust you find this mail doing great !
Sir, the purpose of this email is to introduce you our organization ‘Base Research & Consulting Group (BRCG)’, an established and emerging market research and field service provider company operating for last over 5 years, based at New Delhi. Lead by experts and knowledgeable manpower, over the last few years, BRCG has gained significant exposure to social and market research and conducting field operations at all India level, as per our customers’ requirements. Besides, we also support our valued customers in project planning, management, implementation and in impact assessment.
Further details on our organization can be accessed at www.brcg.in.
Sir, we earnestly seek to become your field partner in implementation of research and developmental projects. We can assure you best of our services with great accountability and full transparency.
To discuss the same, we earnestly request you for an appointment as per your convenience.
Looking forward to hearing from you,
Yours sincerely,
Presentation at the HEA-funded workshop 'Using active and experiential Learning to improve student employability in Business and Marketing'.
This workshop was aimed at colleagues seeking ideas and advice about incorporating active and experiential learning into the marketing curriculum or wishing to improve upon current practice. The workshop identified various approaches which enable students to gain valuable employability skills and considered the benefits and disadvantages of these approaches.
This presentation is part of a related blog post that provides an overview of the event: http://bit.ly/NanSOJ
For further details of the HEA's work on active and experiential learning in the Social Sciences, please see: http://bit.ly/17NwgKX
The work of HR part two the flow ofinformation and work.docxchristalgrieg
The work of HR part two: the flow of
information and work
Harnessing
the power
of corporate
culture
STRATEGIC COMMENTARY
Laurent Jaquenoud
e-HR
Employee self-service at RDF
HOW TO...
Integrate corporate culture and
employee engagement
PRACTITIONER PROFILE
Julie Bass, Groupama
METRICS
Rating intellectual capital
HR AT WORK
Tailored recognition at Lloyds TSB
Asset Finance
HR AT WORK
Transport for London’s
non-traditional training
REWARDS
Communicating employee
recognition at MDOT
RESEARCH AND RESULTS
Effective recruiting tied to stronger
financial results
September/October 2005
Volume 4, Issue 6
PAGE 20
DEPARTMENTS
Ethics and strategy innovation at Citigroup
How O2 built the business case for
engagement
Creating a business-focused IT function
Developing leaders for a sustainable
global society
Defining the strategic agenda for HR
FEATURES
by Dave Ulrich and Wayne Brockbank
32 Volume 4 Issue 6 September/October 2005
VER THE PAST DECADE, increasing
focus has been placed on the role that
businesses can – and should – play in
contributing to a sustainable global society.
Failure to face up to these challenges has significant costs.
Increasingly, a firm’s long-term competitiveness is
dependent on how creatively and adroitly its leaders
manage at the intersection of financial, social and
environmental objectives.
Responsibility for assuring that leaders at all levels in
the firm are ready to meet these rising expectations is
widely shared throughout the corporation, but HR
professionals, particularly those responsible for leadership
development, can be at the forefront of the effort.
To be in this vanguard, leadership development
experts must reflect on two critical questions: What
kind of leader is called for? And how do we develop
individuals with these capabilities? Since 1999 the
Aspen Institute’s Business and Society Program has
been convening experts in leadership development
from academic institutions, corporations and
professional service firms around the world, inviting
them to share insights on these questions. This article
details what we have learned so far from conversations
with these leading thinkers.
A new model for business leadership
If we are now expecting businesses to operate with a
longer-term view that takes social and environmental
impacts into account, we need a new model of
leadership to achieve that result. Typically, “new
model” leaders:
• are able to span boundaries, listen to diverse
constituencies and be willing to be altered by any of
these inputs;
• have the courage to make tough decisions in a way
that acknowledges the often conflicting
values/expectations of these constituencies;
• are enriched, not overwhelmed, by complexity and
diversity;
• build a team that is stronger than its individual parts;
• see the firm in a larger context, considering social and
environmental issues beyond the corporation’s gates;
• move beyond solving specific problems or addressing
particular needs ...
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
1. @SPJIMR Courage . Heart
Enhancing Effectiveness Of Social Organization
PROBLEMS FACE BY CSR?
LACK OF VISION IN IMPLEMENTATION OF ISSUES
LACK OF COMMUNITY PARTICIPATION
NEED TO BUILD LOCAL CAPACITIES
TOTAL NUMBER OF CSR
USAGE OF FUNDS
PGPDM- Post Graduate Program For
Development Management
2. @SPJIMR Courage . Heart
Dr Ranjan Banerjee
We need processes to scale up
grass roots level change. We
need passion to create it. This
program strengthens both
process and passion.
- Dr Ranjan Banerjee
3. @SPJIMR Courage . Heart
Chairpersons Desk
• There is a need for the
Corporate, NGO’s and the
Government to come
together, work on each ones
strengths to enhance the
social impact.
- Rukaiya Joshi
4. @SPJIMR Courage . Heart
About SPJIMR
• One of the Top B Schools in Asia and one of the Top 5
Schools in India.
• Our mission is to Influence Practice & Value- Based
Growth.
• We believe and look at a wider concept of “Beyond
MBA” Institute.
• In our students, we recognize a predisposition and
willingness to be a doer first.
5. @SPJIMR Courage . Heart
PGPDM- Introduction
• It is a blended learning programme which
enables participants to continue working.
• It creates development future leaders.
• It gives regular interface with the experts from
the field.
• It also has Off Campus application and special
emphasis on Project Work.
6. @SPJIMR Courage . Heart
18 months
modular
programme
spread over 3
semesters
9 contacts of one
week each
(one contact
every 2 months)
Off- campus
application
exercises to
ensure relevance
to their own
organizations
Program Architecture
7. @SPJIMR Courage . Heart
Who can benefit
Development practitioners
CSR professionals
Employees of Government departments /
ministries
Funding organizations' staff
Organizations that want to prepare talented
employees for developing inclusive
business strategies
Organisations that seek to access best
minds and practices in management and
development sector
8. @SPJIMR Courage . Heart
Pedagogy
i. Mentors for each Participant.
ii. Group Work & Case Studies for better development
iii.1 Application exercise per subject , per contact
iv. Development Management Research (2 Credits):
- They are assigned faculty guide from the institute
v. Reflections on the previous days learning's
vi. Regular interface with Experts from the field (Maahir Milan)
vii. Guided Field visits to renowned development sector organizations
- To learn the best practices & to understand architecture on organization
building
viii. Book reading & Review of important development reports
- Participants read 1 book per contact.
ix. Mentors’ meet
9. @SPJIMR Courage . Heart
Snapshot
• Corporate foundation sending participants regularly
• Some NGOs send employees in different batches
• Average experience is above 10 years
• Get students from Assam and Jharkhand
• Good blend of internal faculty and field experts
• Guest speakers participated in Mentor’s meet and
Maahir Milan
• Mentor to be resource person
10. @SPJIMR Courage . Heart
Participants Feedback
• Corporate foundation sending participants regularly
• Some NGOs send employees in different batches
• Average experience is above 10 years
• Get students from Assam and Jharkhand
• Good blend of internal faculty and field experts
• Guest speakers participated in Mentor’s meet and Maahir
Milan
• Mentor to be resource person
