The document is a resume for Aadesh Kumar, who has over 22 years of experience in sales, marketing, operations, and training. He is currently a Zonal Manager for Training and Development at Doric Multimedia Pvt. Ltd. in New Delhi, India. Prior to this role, he held several managerial positions at other companies focused on sales, account management, training, and placement. His resume outlines his responsibilities, accomplishments, skills, and experience in areas like business development, customer relationship management, project management, and people management.
Ms. Nidhi Aggarwal Yadav is a Senior Manager at Times of India responsible for generating revenue through content integration in supplements. She has over 10 years of experience in advertising sales. Previously, she worked at Radio City and Indian Express in sales roles. She has successfully launched campaigns for major clients across various industries. She holds a B.A. in Advertising, Marketing, and Sales Promotion from Delhi University and is pursuing an MBA from IIMM, Pune.
Preeti Magoo has 5 years of experience in human resources with a focus on talent acquisition and managing the employee lifecycle. She has worked as an HR Specialist and HR Executive at Nokia India Pvt. Ltd., recruiting candidates and managing employee programs. Prior to Nokia, she held HR roles at Cogniter Technologies and smartData Enterprises, handling recruitment, performance management, and employee relations. Preeti has a PGDBA in Human Resources and postgraduate diplomas in Public Relations and Business Administration.
This document summarizes the services provided by Career Confidence, including customized training programs to develop skills like innovation, entrepreneurship, leadership, and career development. It provides an overview of different programs and services, such as workshops, coaching, and incubation support. Testimonials from past clients praise the trainings for transforming employees into positive, energetic professionals. Contact information is provided for those interested in learning how Career Confidence's solutions can benefit their organization.
Bonanza Human Resource Solutions Pvt. Ltd is a group company of Bonanza that provides various HR services including learning and development solutions, recruitment, HR outsourcing, and organizational development consulting. They are a young organization run by industry professionals with over 30 years of combined experience. Their goal is to partner with clients to address bottlenecks and drive quality, productivity, and efficiency improvements. They believe in customizing learning programs to meet client needs and have a pan-India presence with over 30 trainers across the country.
Learn about YFactor's Advisory Services and Team Members. We are over 8 years old and comprise of 12 Directors and Senior Advisors. We are based in India and are focused on Consumer Facing Businesses. Our range of Advisory Services include India Entry, Strategy, Supply Chain, Branding, Human Resources and Distribution. Mail us at contact@yfactor.in
A project report on training and development with special reference to sahara...Projects Kart
This document discusses training and development. It defines training and development as improving existing employee skills and exploring potential skills to improve organizational effectiveness. The goals of training and development are to improve individual, organizational, functional, and societal outcomes. Training provides skills, education, development, ethics training, and teaches decision making. Models discussed include the systems model, which involves analyzing needs, designing training, developing materials, implementing, and evaluating training. The importance of training is also highlighted, such as increasing productivity, building team spirit, and improving organizational culture, climate, quality, and profitability.
The 'People Management' induction program introduces company policies and procedures, supports effective team management, demonstrates tools and best practices, explains common business language, and allows networking. It consists of seven core modules that are mandatory for all line managers, both new hires and those stepping into a management role, to complete within six months through twice monthly classroom workshops and an employee relations masterclass delivered across London hotels. The program aims to provide line managers with the tools to effectively manage their teams by the communicated deadlines.
The document is a resume for Aadesh Kumar, who has over 22 years of experience in sales, marketing, operations, and training. He is currently a Zonal Manager for Training and Development at Doric Multimedia Pvt. Ltd. in New Delhi, India. Prior to this role, he held several managerial positions at other companies focused on sales, account management, training, and placement. His resume outlines his responsibilities, accomplishments, skills, and experience in areas like business development, customer relationship management, project management, and people management.
Ms. Nidhi Aggarwal Yadav is a Senior Manager at Times of India responsible for generating revenue through content integration in supplements. She has over 10 years of experience in advertising sales. Previously, she worked at Radio City and Indian Express in sales roles. She has successfully launched campaigns for major clients across various industries. She holds a B.A. in Advertising, Marketing, and Sales Promotion from Delhi University and is pursuing an MBA from IIMM, Pune.
Preeti Magoo has 5 years of experience in human resources with a focus on talent acquisition and managing the employee lifecycle. She has worked as an HR Specialist and HR Executive at Nokia India Pvt. Ltd., recruiting candidates and managing employee programs. Prior to Nokia, she held HR roles at Cogniter Technologies and smartData Enterprises, handling recruitment, performance management, and employee relations. Preeti has a PGDBA in Human Resources and postgraduate diplomas in Public Relations and Business Administration.
This document summarizes the services provided by Career Confidence, including customized training programs to develop skills like innovation, entrepreneurship, leadership, and career development. It provides an overview of different programs and services, such as workshops, coaching, and incubation support. Testimonials from past clients praise the trainings for transforming employees into positive, energetic professionals. Contact information is provided for those interested in learning how Career Confidence's solutions can benefit their organization.
Bonanza Human Resource Solutions Pvt. Ltd is a group company of Bonanza that provides various HR services including learning and development solutions, recruitment, HR outsourcing, and organizational development consulting. They are a young organization run by industry professionals with over 30 years of combined experience. Their goal is to partner with clients to address bottlenecks and drive quality, productivity, and efficiency improvements. They believe in customizing learning programs to meet client needs and have a pan-India presence with over 30 trainers across the country.
Learn about YFactor's Advisory Services and Team Members. We are over 8 years old and comprise of 12 Directors and Senior Advisors. We are based in India and are focused on Consumer Facing Businesses. Our range of Advisory Services include India Entry, Strategy, Supply Chain, Branding, Human Resources and Distribution. Mail us at contact@yfactor.in
A project report on training and development with special reference to sahara...Projects Kart
This document discusses training and development. It defines training and development as improving existing employee skills and exploring potential skills to improve organizational effectiveness. The goals of training and development are to improve individual, organizational, functional, and societal outcomes. Training provides skills, education, development, ethics training, and teaches decision making. Models discussed include the systems model, which involves analyzing needs, designing training, developing materials, implementing, and evaluating training. The importance of training is also highlighted, such as increasing productivity, building team spirit, and improving organizational culture, climate, quality, and profitability.
The 'People Management' induction program introduces company policies and procedures, supports effective team management, demonstrates tools and best practices, explains common business language, and allows networking. It consists of seven core modules that are mandatory for all line managers, both new hires and those stepping into a management role, to complete within six months through twice monthly classroom workshops and an employee relations masterclass delivered across London hotels. The program aims to provide line managers with the tools to effectively manage their teams by the communicated deadlines.
Hari Krishnan S P provides a summary of his qualifications and experience as a business development manager specializing in open source web development projects. He has over 3 years of experience in marketing services for small to large-scale operations across diverse industries and cultures. His skills include online marketing, email marketing, marketing campaigns, client meetings, business planning, and project management. He holds an MBA in Finance and Marketing from the University of Kerala and a BBA from Ettumanoorappan College.
Anurag Khanna is seeking new assignments in sales and marketing. He has over 7 years of experience in these fields and is currently a Regional Manager for Sun Pharmaceuticals in Bangalore. Previously he held marketing roles at Ranbaxy and Lupin, where he exceeded sales targets, launched new products, and received several performance awards. He has a post-graduate degree in management and seeks to further develop his skills.
Biju Pillai has over 14 years of experience in the vision care industry, specializing in channel sales and direct sales. He has a proven track record of successfully establishing strategies to grow organizations and expand market share through partnerships and account development. Currently serving as the National Sales Manager at Contacare Ophthalmic India Pvt Ltd, some of his responsibilities include establishing retail chains, leveraging relationships with optometrists, and developing an e-commerce website.
This document is a resume for Rohit Mahajan outlining his work experience, education, and skills. It summarizes that he has 9.5 years of experience in sales and business development working at Cipla Ltd as a Sales Manager. It also provides details on his responsibilities, achievements, and background including an MBA and experience launching new products and managing sales teams.
Anusha Varshney is a human resources management professional with over 4 years of experience seeking new opportunities. She has a post graduate diploma in personnel management and human resource development. She has experience in recruitment, onboarding, training and development, performance management, and employee relations. She is skilled in implementing HR systems and policies and preparing various reports for management. Currently she works as the manager of human resources at The Federal Bank Ltd. where she has led several initiatives including knowledge sharing sessions, new hire feedback, and employee engagement and recognition programs.
Srinivas Vardhan has over 22 years of experience in sales management, marketing, and business development in the healthcare industry. He is currently the Director and SBU Head of Resonance Healthcare in Chennai, where he oversees all commercial activities in South Asia. Previously he held several senior leadership roles at Covidien Healthcare and other medical device companies. He has a proven track record of consistently growing sales, profits, and business operations across multiple regions in India and South Asia.
This document contains a summary of an individual's experience and qualifications for a human resource management role. It includes details on 11 years of experience in areas such as learning and development, performance management, and compensation management. It also outlines responsibilities in previous roles managing learning and organization development teams, as well as experience on the production floor and in training coordination. The document highlights educational qualifications and certifications in areas of talent management, learning and development management, and psychometric testing.
Kannan Ramanathan is a sales and marketing professional with over 18 years of experience in business development, sales, marketing, account management, and strategic planning. He is currently a Sales Manager at Bard India Healthcare, where he is responsible for the TPE and Peripheral Vascular divisions for India and South Asia. He has a proven track record of accomplishing revenue growth through market analysis, new customer acquisition, and relationship management.
Learning and Development mission, strategy, and goalsJerry Davis
The document outlines a 5 year strategic plan for a Learning and Development group with the following key objectives:
1. Improve asset utilization and cost performance by expanding online learning opportunities and maximizing use of their learning management system.
2. Build strong partnerships with customers by providing business consulting services, leveraging existing training, and regularly communicating with customers.
3. Encourage development and growth internally by providing regular communications on self-development opportunities and setting an example by outlining their own development plans.
This document outlines the training and accolades of an individual. They qualified for an incentive plan on a power brand project in India, were a top performer for seven months in sales of that project in India and abroad, and received appreciation for increasing sales of an upcoming project. They also attended several management and personality development programs throughout their career.
Deepak Duggal is a sales professional with over 4 years of experience selling specialty chemicals for home care and personal care products. He is currently a Manager of Sales for Personal & Home Care Chemicals in North India at Arihant InnoChem Pvt Ltd, where he is responsible for key account management, business development, and achieving sales goals. Previously he worked as a Business Development Manager where he was responsible for sales and marketing of 3 principal companies in North India. He has expertise in selling various chemistry products and a track record of outstanding sales performance and promotions.
Dear Sir / Madam,
Greetings of the Day!!!
A seasoned management professional infield of Insurance, Investment advisory & Banking with around 14 years of extensive experience and wide range of skill set like sales Management & Enhancement, Sales Effectiveness, Target Orientation, Problem solving, Relationship Management, Marketing Campaigns, Business Development, Business Strategy & Planning as per regulatory requirements, Distribution Management & Leveraging, profitability management, vast geographical and large size team management & development, Team Recruitment, Appraisals and Reviews, Vendor Management and Project Management that would meet and exceed the expectations for the role.
I have completed my Canadian PR process as Federal Skilled Worker and I'm in process of sifting by base permanently to Canada. Post serving my full notice period with my current organization, I would be moving to Canada in second half of Jan 2016 and would be available at Toronto from 25thJan onwards.
In my present role as Asst Vice President with IndiaFirst Life Insurance (Indian Insurance venture of Legal & General of UK) I have had many achievements like successfully launch of Company operations in North India, delivering 1st Profitable Region with overall profitability growth of over 300% in 6 years, consistent Y-O-Y business growth of over 30%, Team hiring, training & grooming, getting over 50% team promoted in last 6 years, training channel partner winning Cultural Champion Award by delivering on all parameters of company, getting new channel on board for the company, Top Performing Regional Head for 3 consecutive years and driving business from vast distribution setup spread in wide geography.
Prior to this, I was working with Aviva Life Insurance, India for almost 5 years. In my last assignment with Aviva as "Project Manager", I was responsible for managing PAN India Relationship with channel partners. As Project Manager, I have had successfully launched Business Alliances and DST Channel for the Company.
I would relish the opportunity to bring this level of success to your company. If you would like to get in touch to discuss my application and to arrange an interview, you can contact me via email at msghotra@gmail.com or via phone at +16478491094.
I look forward to hearing from you soon.
Yours sincerely,
Manpreet Ghotra
Parveen Sahni is the Director of Strategic Planning at Canon India Pvt. Ltd, a role he has held since 2004. As Director, he is responsible for developing Canon's brand and growing its imaging products business through new strategies and customer retention programs. He has over 23 years of experience in business operations, product marketing, channel management, and key accounts. Under his leadership, Canon India's business contributed $150 million, accounting for 48% of its total turnover. He has received recognition from Canon Inc. and industry awards for his innovative initiatives and business excellence.
SIJU GEORGE(MANAGER BUSINESS DEV) UpdatedSiju George
This document contains the resume of Siju George, who has an MBA in marketing and human resource management from Anna University with 2 years of work experience in sales. He has worked as a business development manager at Ceasefire Industries and as a management trainee at MGF Hyundai and Carmel Engineering. His professional skills include sales, customer support, negotiations, and presentations. He is looking for a growth opportunity where he can apply his skills to benefit the organization.
Participants will leave the course with four deliverables: a completed Job Assessment, a template for identifying key workforce behaviors, a Hiring Scorecard to evaluate candidates, and an Onboarding Strategy Plan. The workshop provides tools to utilize behavioral assessments during each phase of hiring - defining job tasks, attracting ideal candidates, selecting candidates, and onboarding new hires. The workshop is intended for talent acquisition professionals, recruiters, and hiring managers to help them attract and select top performers.
Our expertise lies in building and maintaining Organization Culture. We work very closely with fast scaling setups to help them scale their "Internal Organization" at the same speed as their Business Growth.
We work with fast scaling Setups like CouponDunia, Nippo Batteries, SILA Group, Sanjeev Group, FoxyMoron, Schbang Solutions etc. where we have achieved clear metrics such as:
1. Improved employee productivity and efficiency by 7% (resulting in many lacs of rupees) across the year by driving very specific key initiatives
2. Integrated new hires within 60% of the time that the Organization would otherwise invest
3. Increased the number of engaged employees by 30% within these Organizations
If you are looking at building a sustainable Organization Culture, do connect with us. We build great Organizations!
Mindspa.ce is a recruitment company that offers training programs to develop job candidates for sectors experiencing high growth like retail, aviation, and healthcare. It identifies client needs and incorporates them into its training program which focuses on soft skills, language proficiency, and assessing candidates' suitability before sending them for client selection. The training uses experiential learning techniques to develop well-rounded candidates through activities, speakers, and personal development experiences. Benefits to clients include simplified hiring, reduced training costs, and candidates ready to be productive with less additional training needed.
Tarashankar Singh has over 20 years of experience in sales and marketing roles in the pharmaceutical and dental industries. He is currently the Sales Manager for India at KaVo Kerr Group, where he is responsible for generating revenue and market share growth for their imaging portfolio. Previously, he held several regional and national sales management roles at companies like Zimmer India, Dr. Reddy's Laboratories, and Panacea Biotec. He has a proven track record of establishing sales networks, developing business strategies, and achieving revenue targets.
Training needs analysis is the process by which a company identifies the training and development needs of its employees so they can perform their jobs effectively. It involves completely analyzing the training needs required at various organizational levels. The key steps are to identify objectives, assess current skills and knowledge, identify gaps and training needs, create a learning and development plan, motivate the workforce and implement training, and measure the effectiveness of the training. Properly performing a training needs analysis can help ensure training is relevant to jobs, improves performance, makes a difference, distinguishes needs from organizational problems, and helps the organization achieve its goals.
Monika Singh is seeking a mid-level managerial role in business development or account management. She has a MBA in marketing and HR and 1 year of experience in business development and account management. Her previous role as a Key Account Manager at Timesjobs.com involved driving revenue through new sales, renewing contracts, and providing client services such as training and seminars. She is proficient in analytics, multi-tasking, and working independently or as part of a team.
The principal objective of training and development divisions is to ensure an organization has a skilled and willing workforce. There are four other objectives: help employees achieve personal goals to enhance individual contribution; assist the organization's primary objectives; maintain departmental contributions; and ensure social responsibility. Training plays an increased role in organizations of all types and sizes to bring about desired change. Training investment is directly linked to higher market capitalization. Training is essential to maintain effective manpower planning and the quantity and quality of employees.
Hari Krishnan S P provides a summary of his qualifications and experience as a business development manager specializing in open source web development projects. He has over 3 years of experience in marketing services for small to large-scale operations across diverse industries and cultures. His skills include online marketing, email marketing, marketing campaigns, client meetings, business planning, and project management. He holds an MBA in Finance and Marketing from the University of Kerala and a BBA from Ettumanoorappan College.
Anurag Khanna is seeking new assignments in sales and marketing. He has over 7 years of experience in these fields and is currently a Regional Manager for Sun Pharmaceuticals in Bangalore. Previously he held marketing roles at Ranbaxy and Lupin, where he exceeded sales targets, launched new products, and received several performance awards. He has a post-graduate degree in management and seeks to further develop his skills.
Biju Pillai has over 14 years of experience in the vision care industry, specializing in channel sales and direct sales. He has a proven track record of successfully establishing strategies to grow organizations and expand market share through partnerships and account development. Currently serving as the National Sales Manager at Contacare Ophthalmic India Pvt Ltd, some of his responsibilities include establishing retail chains, leveraging relationships with optometrists, and developing an e-commerce website.
This document is a resume for Rohit Mahajan outlining his work experience, education, and skills. It summarizes that he has 9.5 years of experience in sales and business development working at Cipla Ltd as a Sales Manager. It also provides details on his responsibilities, achievements, and background including an MBA and experience launching new products and managing sales teams.
Anusha Varshney is a human resources management professional with over 4 years of experience seeking new opportunities. She has a post graduate diploma in personnel management and human resource development. She has experience in recruitment, onboarding, training and development, performance management, and employee relations. She is skilled in implementing HR systems and policies and preparing various reports for management. Currently she works as the manager of human resources at The Federal Bank Ltd. where she has led several initiatives including knowledge sharing sessions, new hire feedback, and employee engagement and recognition programs.
Srinivas Vardhan has over 22 years of experience in sales management, marketing, and business development in the healthcare industry. He is currently the Director and SBU Head of Resonance Healthcare in Chennai, where he oversees all commercial activities in South Asia. Previously he held several senior leadership roles at Covidien Healthcare and other medical device companies. He has a proven track record of consistently growing sales, profits, and business operations across multiple regions in India and South Asia.
This document contains a summary of an individual's experience and qualifications for a human resource management role. It includes details on 11 years of experience in areas such as learning and development, performance management, and compensation management. It also outlines responsibilities in previous roles managing learning and organization development teams, as well as experience on the production floor and in training coordination. The document highlights educational qualifications and certifications in areas of talent management, learning and development management, and psychometric testing.
Kannan Ramanathan is a sales and marketing professional with over 18 years of experience in business development, sales, marketing, account management, and strategic planning. He is currently a Sales Manager at Bard India Healthcare, where he is responsible for the TPE and Peripheral Vascular divisions for India and South Asia. He has a proven track record of accomplishing revenue growth through market analysis, new customer acquisition, and relationship management.
Learning and Development mission, strategy, and goalsJerry Davis
The document outlines a 5 year strategic plan for a Learning and Development group with the following key objectives:
1. Improve asset utilization and cost performance by expanding online learning opportunities and maximizing use of their learning management system.
2. Build strong partnerships with customers by providing business consulting services, leveraging existing training, and regularly communicating with customers.
3. Encourage development and growth internally by providing regular communications on self-development opportunities and setting an example by outlining their own development plans.
This document outlines the training and accolades of an individual. They qualified for an incentive plan on a power brand project in India, were a top performer for seven months in sales of that project in India and abroad, and received appreciation for increasing sales of an upcoming project. They also attended several management and personality development programs throughout their career.
Deepak Duggal is a sales professional with over 4 years of experience selling specialty chemicals for home care and personal care products. He is currently a Manager of Sales for Personal & Home Care Chemicals in North India at Arihant InnoChem Pvt Ltd, where he is responsible for key account management, business development, and achieving sales goals. Previously he worked as a Business Development Manager where he was responsible for sales and marketing of 3 principal companies in North India. He has expertise in selling various chemistry products and a track record of outstanding sales performance and promotions.
Dear Sir / Madam,
Greetings of the Day!!!
A seasoned management professional infield of Insurance, Investment advisory & Banking with around 14 years of extensive experience and wide range of skill set like sales Management & Enhancement, Sales Effectiveness, Target Orientation, Problem solving, Relationship Management, Marketing Campaigns, Business Development, Business Strategy & Planning as per regulatory requirements, Distribution Management & Leveraging, profitability management, vast geographical and large size team management & development, Team Recruitment, Appraisals and Reviews, Vendor Management and Project Management that would meet and exceed the expectations for the role.
I have completed my Canadian PR process as Federal Skilled Worker and I'm in process of sifting by base permanently to Canada. Post serving my full notice period with my current organization, I would be moving to Canada in second half of Jan 2016 and would be available at Toronto from 25thJan onwards.
In my present role as Asst Vice President with IndiaFirst Life Insurance (Indian Insurance venture of Legal & General of UK) I have had many achievements like successfully launch of Company operations in North India, delivering 1st Profitable Region with overall profitability growth of over 300% in 6 years, consistent Y-O-Y business growth of over 30%, Team hiring, training & grooming, getting over 50% team promoted in last 6 years, training channel partner winning Cultural Champion Award by delivering on all parameters of company, getting new channel on board for the company, Top Performing Regional Head for 3 consecutive years and driving business from vast distribution setup spread in wide geography.
Prior to this, I was working with Aviva Life Insurance, India for almost 5 years. In my last assignment with Aviva as "Project Manager", I was responsible for managing PAN India Relationship with channel partners. As Project Manager, I have had successfully launched Business Alliances and DST Channel for the Company.
I would relish the opportunity to bring this level of success to your company. If you would like to get in touch to discuss my application and to arrange an interview, you can contact me via email at msghotra@gmail.com or via phone at +16478491094.
I look forward to hearing from you soon.
Yours sincerely,
Manpreet Ghotra
Parveen Sahni is the Director of Strategic Planning at Canon India Pvt. Ltd, a role he has held since 2004. As Director, he is responsible for developing Canon's brand and growing its imaging products business through new strategies and customer retention programs. He has over 23 years of experience in business operations, product marketing, channel management, and key accounts. Under his leadership, Canon India's business contributed $150 million, accounting for 48% of its total turnover. He has received recognition from Canon Inc. and industry awards for his innovative initiatives and business excellence.
SIJU GEORGE(MANAGER BUSINESS DEV) UpdatedSiju George
This document contains the resume of Siju George, who has an MBA in marketing and human resource management from Anna University with 2 years of work experience in sales. He has worked as a business development manager at Ceasefire Industries and as a management trainee at MGF Hyundai and Carmel Engineering. His professional skills include sales, customer support, negotiations, and presentations. He is looking for a growth opportunity where he can apply his skills to benefit the organization.
Participants will leave the course with four deliverables: a completed Job Assessment, a template for identifying key workforce behaviors, a Hiring Scorecard to evaluate candidates, and an Onboarding Strategy Plan. The workshop provides tools to utilize behavioral assessments during each phase of hiring - defining job tasks, attracting ideal candidates, selecting candidates, and onboarding new hires. The workshop is intended for talent acquisition professionals, recruiters, and hiring managers to help them attract and select top performers.
Our expertise lies in building and maintaining Organization Culture. We work very closely with fast scaling setups to help them scale their "Internal Organization" at the same speed as their Business Growth.
We work with fast scaling Setups like CouponDunia, Nippo Batteries, SILA Group, Sanjeev Group, FoxyMoron, Schbang Solutions etc. where we have achieved clear metrics such as:
1. Improved employee productivity and efficiency by 7% (resulting in many lacs of rupees) across the year by driving very specific key initiatives
2. Integrated new hires within 60% of the time that the Organization would otherwise invest
3. Increased the number of engaged employees by 30% within these Organizations
If you are looking at building a sustainable Organization Culture, do connect with us. We build great Organizations!
Mindspa.ce is a recruitment company that offers training programs to develop job candidates for sectors experiencing high growth like retail, aviation, and healthcare. It identifies client needs and incorporates them into its training program which focuses on soft skills, language proficiency, and assessing candidates' suitability before sending them for client selection. The training uses experiential learning techniques to develop well-rounded candidates through activities, speakers, and personal development experiences. Benefits to clients include simplified hiring, reduced training costs, and candidates ready to be productive with less additional training needed.
Tarashankar Singh has over 20 years of experience in sales and marketing roles in the pharmaceutical and dental industries. He is currently the Sales Manager for India at KaVo Kerr Group, where he is responsible for generating revenue and market share growth for their imaging portfolio. Previously, he held several regional and national sales management roles at companies like Zimmer India, Dr. Reddy's Laboratories, and Panacea Biotec. He has a proven track record of establishing sales networks, developing business strategies, and achieving revenue targets.
Training needs analysis is the process by which a company identifies the training and development needs of its employees so they can perform their jobs effectively. It involves completely analyzing the training needs required at various organizational levels. The key steps are to identify objectives, assess current skills and knowledge, identify gaps and training needs, create a learning and development plan, motivate the workforce and implement training, and measure the effectiveness of the training. Properly performing a training needs analysis can help ensure training is relevant to jobs, improves performance, makes a difference, distinguishes needs from organizational problems, and helps the organization achieve its goals.
Monika Singh is seeking a mid-level managerial role in business development or account management. She has a MBA in marketing and HR and 1 year of experience in business development and account management. Her previous role as a Key Account Manager at Timesjobs.com involved driving revenue through new sales, renewing contracts, and providing client services such as training and seminars. She is proficient in analytics, multi-tasking, and working independently or as part of a team.
The principal objective of training and development divisions is to ensure an organization has a skilled and willing workforce. There are four other objectives: help employees achieve personal goals to enhance individual contribution; assist the organization's primary objectives; maintain departmental contributions; and ensure social responsibility. Training plays an increased role in organizations of all types and sizes to bring about desired change. Training investment is directly linked to higher market capitalization. Training is essential to maintain effective manpower planning and the quantity and quality of employees.
Skill Development Advisors is a certified company that provides business consulting and skill development services. It aims to address skill gaps in India by researching government schemes, analyzing demographics, and developing standardized training modules. It works with training partners to improve their facilities, trainers, assessments, and placements. As a skill consultant, it validates training partners, generates awareness of opportunities, and helps create an ecosystem for skill development and entrepreneurship in India. Its goal is to increase awareness and effective implementation of government skill and startup programs.
This curriculum vitae summarizes the qualifications and experience of Rahul Shah. It outlines his objective of joining a growing firm to develop brand strategies and business. It then lists his core competencies including competition analysis, communication skills, and meeting sales goals. His managerial skills and work experience managing business development, marketing, and operations at two organizations are described. Finally, it provides details of his academic qualifications including a PGDM and BCM degree.
CURRICULUM VITAE - Rui Soares - Profissional ENGRui Soares
Rui Soares provides a curriculum vitae summarizing his 19 years of experience in human resources and training. He has held roles such as HR Director, HR Senior Consultant, and Training Manager for various companies. He also has experience providing lectures at universities. Soares lists his key competencies, professional background including projects accomplished in each role, education, training, languages, and IT skills.
Achiever's Zone is a training organization that provides corporate training, skills development programs, and business consulting services across multiple industries and countries. It aims to accelerate economic growth by providing training to develop skilled workforces. It offers customized, end-to-end training solutions to help organizations achieve their goals. Achiever's Zone has successfully conducted over 1,000 training seminars across India, training over 100,000 participants monthly. It provides a wide range of training programs, including soft skills, IT, languages, and leadership development training.
This document provides details about Puttu Guru Prasad's research progress and proposal. It introduces his supervisors and lists the workshops and literature reviews he has participated in to prepare for his pre-PhD examinations. His proposed research topic is "A study on Employer Branding Strategies to retain Talented Employees in Professional Engineering Colleges of AP with Special Reference to Guntur District." The document reviews concepts of employer branding and strategies used by companies like Infosys, TCS and Tata Steel. It discusses the need and objectives of the study and its scope, which is focused on engineering colleges in Guntur District.
PeopleWiz partnered with one of the best known companies in India in the area of Events and Exhibitions to create a new Organization design for consolidation and expansion of business
Mind Space Human Capital Services Corporate PresentationSumit Manglani
Mind Space Human Capital Services Pvt. Ltd. provides one-stop HR services including recruitment, training, staffing services, and HR advisory services. They are recognized as a leading recruitment and training organization in India with a presence across major industries and locations. Their services include executive search, mass recruitment, multi-city recruitment, language and skills training, temporary staffing, payroll outsourcing, and consulting on HR policies and compensation. They value diversity and innovation and have successfully partnered with large clients to fulfill their hiring and training needs.
This document provides information about PT. IPDC Consulting & Advisory, a training institute established in 2000 in Indonesia. It has grown to become a leading training and people development firm, offering over 200 courses covering technical and people skills. It prides itself on high quality standards, experienced trainers, and long-standing client relationships, having provided training to nearly 50,000 participants from almost 1,000 organizations. The document includes information on IPDC's vision, mission, values, learning methods, programs offered, and client testimonials praising the quality and applicability of its training.
This document summarizes a workshop on maximizing business performance using Predictive Index (PI) tools and methodology. The 2-day workshop teaches participants to: 1) Identify business challenges and associated people issues to create goals to address them; 2) Learn strategies using PI tools to directly impact challenges; 3) Leave with an action plan to overcome challenges and achieve goals. The workshop teaches PI's Require, Hire, Inspire framework to define role requirements, hire top performers, and keep them engaged. It includes case studies, exercises, and creating detailed action plans to feel prepared to tackle challenges and accomplish objectives faster. The workshop is intended for executives, managers, HR professionals, and those continuing their PI learning journey.
The document describes Core Business School, which offers a post graduate diploma in management. It provides more flexibility than traditional programs and focuses on developing practical skills to improve employability. The school emphasizes entrepreneurship, problem solving, communication skills, and learning through internships and projects. It introduces an employability index to continuously evaluate students. The summary highlights the school's focus on practical skills and improving job prospects for its students graduating in 2015.
Pulkit Gupta is seeking a role that allows him to apply his knowledge and skills to contribute to an organization's growth. He has experience managing sales teams and achieving sales targets. His education includes a PGDBM in marketing and a BCA. Relevant work experience includes his current role as Assistant Sales Manager at Bajaj Finserv where he exceeds sales targets and builds customer loyalty. He also has skills in MS Office, Linux, and completed an information security program. His strengths include excellent communication, discipline, and being a team player.
Hiring Hacks: How to Foster a More Diverse and Inclusive WorkplaceGreenhouseSoftware
Diversity in the workplace has so many benefits: It helps ensure your company reflects the clients you serve and the world around you, it creates a positive work environment, and it leads to better business results.
But it can still be a challenge for organizations to hire and retain employees from diverse backgrounds.
In this webinar, you’ll learn from two experts who will discuss:
- The value of diversity and why companies should care
- How to create specific diversity goals and metrics
- Tips for companies to prioritize their diversity and inclusion for 2017
- Tangible steps towards implementing a diversity plan company wide
This document provides a summary of Hrithwik Goyal's work experience, including his current role as HR Solutions & Consultant since April 2005 and previous role as HR Consultant from July 2003 to April 2005.
In his current role, his responsibilities include recruitment, induction and orientation, supporting the performance management process, learning and development initiatives, culture initiatives, and payroll management.
In his previous role as HR Consultant at Ethical Manpower Services Pvt Ltd., his responsibilities included getting vacancy details, interviewing and selecting candidates, building employer and job seeker relationships, meeting targets, following up on selections, keeping records, dealing with permanent or temporary work, marketing, and providing training programs.
IPDC Training Institute has a passion for excellence and operates under the highest of business and ethical standards. Since 2001, we have been entrusted by our clients to provide the most reliable training programs in the region. Our comprehensive portfolio of more than 200-skill building professional development courses and seminars cover a range of industry from Technical to People Skills.
Our innovative and diversified range of training courses are designed and delivered by an ever-growing team of subject matter experts who are fully competent in providing solutions relevant and applicable to today’s business challenges. We pride ourselves on our track record in this regard and on our long-standing relationships with our clients, many of whom have been with us since we started business.
Our public and in-house training courses have attracted close to 50,000 participants from almost 1,000 organizations. Our client base is steadily growing and so is our commitment to remain the regional leaders in the fields of training. We trully understand that our clients’ changing needs drive the planning and development of each and every training courses and seminars. And therefore, we’re continuously tracking the latest business trends and best practices to ensure our content is relevant, practical and useful.
We realized that there is enormous value in organizing proper training and development sessions for employees. Training allows employees to acquire new skills, sharpen existing ones, perform better, increase productivity and be better leaders.
Lernmanagement - Trigger für L&D TransformationThomas Jenewein
The document discusses implementing SuccessFactors LMS at a mechanical engineering company. It describes the current decentralized L&D situation with siloed units and lack of effectiveness measures. The goals of the project are to transform L&D through a centralized "one-shop solution", analyze spending, align programs with business needs, and establish online learning formats. Deloitte's agile project methodology is proposed using iterative development and pre-built templates to configure SuccessFactors and integrate data.
This document provides a summary of the professional experience and qualifications of Sampann Sharma as a learning and development specialist with over 14 years of experience. Some of the key points mentioned are:
- Experience providing soft skills training, personality development training, and organizational development interventions to employees across various industries such as sales, marketing, BPO and telecommunications.
- Conducted trainings for companies such as Dell India, Vodafone, Tata Teleservices focusing on areas like process training, corporate engagement and content development.
- Trained students at various academic institutions on soft skills, placement preparation, and helped increase placement rates.
- Conducted worker training programs at companies focusing on areas like goal setting, attitude
Sandeep is applying for a position and believes his 13 years of experience in traditional and digital marketing aligns well with the requirements. He has strong skills in campaign and project management, team leadership, stakeholder engagement, collaboration, and delivering results on time. With experience in various organizations, he seeks to learn, grow professionally and possibly lead a team to achieve company goals. He is confident that his focus on relationships and proven track record in management would make him an asset to the company.
Similar to Project Status and Projection Report (20)
A due diligence report and also project comparisons for selection of NPOs (Non profit organisations) for funding through different CSR projects via Kolkata Gives Foundation
This document provides a proposal for an entrepreneurship training program focused on skill development related to clean energy products. The training would be conducted in Bhubaneswar, Odisha and Pune, Maharashtra and target mobilizing local youth and women to become village entrepreneurs. Trainees would be taught entrepreneurship skills like business management and provided training on repairing and distributing clean energy products like solar lamps and cookers. The goal is to create sustainable livelihoods and increase adoption of cleaner energy sources in rural communities. The organization Switch ON has previously conducted similar training programs and developed curriculum materials to train over 2,500 people on solar energy and other renewable technologies.
In February 2017, the Livelihood Resource Centre in Kolkata registered 35 people with disabilities (PWDs), 25 males and 10 females with various disabilities. After registration and skills assessment, 32 PWDs received foundation training covering soft skills and preparing for interviews. Vocational training in retail started for 9 PWDs at NSHM and 16 continued their training at ATDC. In terms of placements, 7 PWDs found wage employment and 2 pursued self-employment opportunities. Challenges included mobilizing educated PWDs and addressing unrealistic expectations. Strategies focused on partnerships, utilizing existing data, advertisements, and meeting with local officials.
This document outlines a strategy for generating sources for a livelihood project benefiting people with physical disabilities aged 14-18 who have completed 10th grade. The strategy involves initially targeting districts near Kolkata and mapping areas based on disability population and organizations. Top organizations in each district would be shortlisted, visited, and an MOU signed depending on their ability to provide 25-35 beneficiaries. Key steps include recruiting and training field officers, developing a survey, and holding workshops to select final beneficiaries. Budgeting would be required for expenses like staff, travel, and workshops. The strategy aims to thoughtfully build partnerships to identify qualified beneficiaries while ensuring a disability-sensitive approach.
This document outlines a communication and fundraising plan for Sanjog, an organization working against human trafficking. It proposes several fundraising plans including building a donor base of 1000 people each contributing $100 monthly, fundraising campaigns partnering with schools and colleges, utilizing CSR initiatives, running a campaign on Ketto, and partnering with airlines. The plans aim to diversify fundraising sources and raise recurring donations. Effective communication, feedback, and reporting on fund usage are emphasized for sustaining donor relationships.
Ludwig Guttman was a doctor who is considered the father of the Paralympic movement. He started the first Paralympic sports competitions for physically disabled military veterans at a hospital in Britain after World War 2. Over time, the Paralympics grew into a major international competitive sporting event for athletes with physical impairments involving many sports. However, in India the Paralympic movement is less developed - Indian Paralympians face a lack of media coverage, sponsorship, organization and social discrimination. The Civilian Welfare Foundation is working to promote awareness of Paralympics in India through a website, documentary film and book highlighting the stories of Indian Paralympians.
Kolkata Gives is a platform comprising 20 members that aims to connect NGOs with donors. It has selected 56 NGOs using strict criteria to ensure credibility, covering sectors like mental health, child trafficking, education, and HIV/AIDS. Kolkata Gives highlights the work of these NGOs through a tabloid and networking events. It also organizes an annual exhibition for NGOs to showcase their work, as well as workshops and visits for donors to learn about issues and organizations. The group's goal is to better inform donors and facilitate resources for NGOs working to address social challenges in Kolkata.
Healthy Eating Habits:
Understanding Nutrition Labels: Teaches how to read and interpret food labels, focusing on serving sizes, calorie intake, and nutrients to limit or include.
Tips for Healthy Eating: Offers practical advice such as incorporating a variety of foods, practicing moderation, staying hydrated, and eating mindfully.
Benefits of Regular Exercise:
Physical Benefits: Discusses how exercise aids in weight management, muscle and bone health, cardiovascular health, and flexibility.
Mental Benefits: Explains the psychological advantages, including stress reduction, improved mood, and better sleep.
Tips for Staying Active:
Encourages consistency, variety in exercises, setting realistic goals, and finding enjoyable activities to maintain motivation.
Maintaining a Balanced Lifestyle:
Integrating Nutrition and Exercise: Suggests meal planning and incorporating physical activity into daily routines.
Monitoring Progress: Recommends tracking food intake and exercise, regular health check-ups, and provides tips for achieving balance, such as getting sufficient sleep, managing stress, and staying socially active.
PET CT beginners Guide covers some of the underrepresented topics in PET CTMiadAlsulami
This lecture briefly covers some of the underrepresented topics in Molecular imaging with cases , such as:
- Primary pleural tumors and pleural metastases.
- Distinguishing between MPM and Talc Pleurodesis.
- Urological tumors.
- The role of FDG PET in NET.
Let's Talk About It: Breast Cancer (What is Mindset and Does it Really Matter?)bkling
Your mindset is the way you make sense of the world around you. This lens influences the way you think, the way you feel, and how you might behave in certain situations. Let's talk about mindset myths that can get us into trouble and ways to cultivate a mindset to support your cancer survivorship in authentic ways. Let’s Talk About It!
Can coffee help me lose weight? Yes, 25,422 users in the USA use it for that ...nirahealhty
The South Beach Coffee Java Diet is a variation of the popular South Beach Diet, which was developed by cardiologist Dr. Arthur Agatston. The original South Beach Diet focuses on consuming lean proteins, healthy fats, and low-glycemic index carbohydrates. The South Beach Coffee Java Diet adds the element of coffee, specifically caffeine, to enhance weight loss and improve energy levels.
At Apollo Hospital, Lucknow, U.P., we provide specialized care for children experiencing dehydration and other symptoms. We also offer NICU & PICU Ambulance Facility Services. Consult our expert today for the best pediatric emergency care.
For More Details:
Map: https://cutt.ly/BwCeflYo
Name: Apollo Hospital
Address: Singar Nagar, LDA Colony, Lucknow, Uttar Pradesh 226012
Phone: 08429021957
Opening Hours: 24X7
Empowering ACOs: Leveraging Quality Management Tools for MIPS and BeyondHealth Catalyst
Join us as we delve into the crucial realm of quality reporting for MSSP (Medicare Shared Savings Program) Accountable Care Organizations (ACOs).
In this session, we will explore how a robust quality management solution can empower your organization to meet regulatory requirements and improve processes for MIPS reporting and internal quality programs. Learn how our MeasureAble application enables compliance and fosters continuous improvement.
Unlocking the Secrets to Safe Patient Handling.pdfLift Ability
Furthermore, the time constraints and workload in healthcare settings can make it challenging for caregivers to prioritise safe patient handling Australia practices, leading to shortcuts and increased risks.
This particular slides consist of- what is hypotension,what are it's causes and it's effect on body, risk factors, symptoms,complications, diagnosis and role of physiotherapy in it.
This slide is very helpful for physiotherapy students and also for other medical and healthcare students.
Here is the summary of hypotension:
Hypotension, or low blood pressure, is when the pressure of blood circulating in the body is lower than normal or expected. It's only a problem if it negatively impacts the body and causes symptoms. Normal blood pressure is usually between 90/60 mmHg and 120/80 mmHg, but pressures below 90/60 are generally considered hypotensive.
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - ...rightmanforbloodline
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - 34.
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - 34.
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - 34.
About this webinar: This talk will introduce what cancer rehabilitation is, where it fits into the cancer trajectory, and who can benefit from it. In addition, the current landscape of cancer rehabilitation in Canada will be discussed and the need for advocacy to increase access to this essential component of cancer care.
International Cancer Survivors Day is celebrated during June, placing the spotlight not only on cancer survivors, but also their caregivers.
CANSA has compiled a list of tips and guidelines of support:
https://cansa.org.za/who-cares-for-cancer-patients-caregivers/
This particular slides consist of- what is Pneumothorax,what are it's causes and it's effect on body, risk factors, symptoms,complications, diagnosis and role of physiotherapy in it.
This slide is very helpful for physiotherapy students and also for other medical and healthcare students.
Here is a summary of Pneumothorax:
Pneumothorax, also known as a collapsed lung, is a condition that occurs when air leaks into the space between the lung and chest wall. This air buildup puts pressure on the lung, preventing it from expanding fully when you breathe. A pneumothorax can cause a complete or partial collapse of the lung.
2. Summary of Activities: July -December 2016
Registered and Counseled 421
Foundation Training Completed 313
Vocational Training Done 111
Business Development &
Management Training Completed 41
Placement Offered (Wage) 58
New Employer Links 46
Events Held 17
3. Activity High Points: July – December 2016
EMPLOYMENT
Success in Reliance Fresh leading to other companies in Reliance
Group (Reliance Trends)
Change in recruitment strategy for Big Bazaar- Trainee to Permanent
Position
SOURCING
Rather than stand-alone campaigns, individual NGO sourcing
effective
TRAINING
Tie ups with Training cum placement institutes rather than
placement institutes
EVENTS
Workshop on barrier free accessibility involving all stakeholders
including developers and architects of Kolkata
5. Work Statistics in January 2017
**Based on monthly report sent by Nisha
Registered = 35
Counseled = 34
Foundation Training completed = 32
Placement Offer first (Wage) = 7
Starting New Business after Training (Self) = 2
New Partnership Links =11
Sector training= 9
6.
7. ACHIEVEMENTS
1. LRC Publicities
2. Increased Sensitization
3. Placement For Pwds
“Workshop On Employment of Persons With Disability- The Road Ahead”: 19th
January 2017
Networking and PR Building Initiative For The Project
**Based on the event report sent already
SUCEESS: THREE THINGS YOU DID WELL
1.Good networking
2.More credibility of PWD Employees
3. Enthusiastic New Employers
4. Old Employers promising to scale up
LEARNINGS: THREE THINGS YOU WILL DO NEXT
TIME:
1. Regular Interventions needed
2. Interventions with Job Fair initiators
3. To initiate conversation with HR heads of different companies
10. New Strategies to connect to NGOs working with multiple disabilities
SOURCING
Sourcing of
PwD
Disability schools :
addressing their
alumni list
Organizations
working on policy
changes of
disabilities
Department of social
justice and
empowerment – west
Bengal government
There has to be tie ups with such organizations for a longer term so that this
sourcing strategy becomes permanent and could be moved beyond Kolkata
11. Counseling
Training of counseling methods need to be included for Development
officers so that true career goals of the PwD could be assessed
A definite written counseling format for proper evaluation
Counseling has to be done along with registration
At the time of Counseling , presence of parents is crucial and mandatory
12. Training
After sector training, another
Intervention by LRC before joining.
Effectiveness of sector training to be
evaluated by LRC during each training
Using an employed PwD in sector training
classes for better understanding
13. Employment
Employers with large scale constant vacancies to be approached
All companies in the following sectors to be approached :
-Tele communications
-Designing
- Retail outlets
-Publication houses
15. Targets in Self
Masala making in Alipore
Connecting to Manovikas Kendra Self Help
Group who make Jute bags.
Masala making, loom production (candle,
incense sticks, etc) with Hope Foundation
in Kolkata and Samaj Unnayan Kendra
To start a batch of Beautician Course in
Hooghly
MENTAID (working with mentally Retarded) and Ichchapur Deaf and Dumb School already
tie up done for starting a self help group
Including more employers specially in
sectors where job opportunities are
constantly present.
No of Companies to be approached by June
for employment: 30
NGOs would also be connected for
employment (Behala Bodhayan)
For those involved in designing courses
there are option for freelance work where
many often end up earning more than they
expect
Targets in Wage
16. Effective Counseling
Job Oriented Training
Reporting from employers at regular
intervals for case studies
Special Emphasis: February to June 2017
Effective counseling training
Skill Building Program: New
Counseling , Learning sign language
Initiating Employer Of The Month to
increase motivation
FOR PWD
FOR STAFF
17. Insufficient number of PwD for
employment
Poor quality - less employable
Less number of qualified PwD
Lack of mandate of PwD
employability in HR policy in
corporate
Poor Counseling to PwD
Challenges
Sourcing strategy reviving where instead of
individual NGO visit camps to be arranged,
Training has to be strengthened
Sourcing has been strengthened and more
categories of PwD to be included (specially
Visually Impaired as their quality of
education is comparatively higher)
Need more workshop with HR and
Marketing Heads of companies
Counseling format has been redesigned. A
dedicated Counselor needs to be employed
for the project
Solutions
24. Disability certification camp : Health camp (a two day venture)
Job Fair: With NSHM (initial conversations already done)
Employers Meet for those corporate who does not have PwD employees
(Accessibility in Public Buildings)
Assisting in surgeries required by needy PwD (referring to orthopedically
Handicapped individuals)
Eager to Do
March to June 2017
26. Deepak Goenka
Joined in December 2015 at
Reliance Fresh as CSA (Customer
Sales Associate) part timer
Success :
Promoted as CSA (Customer
Sales Associate) Full Timer after
6 months after his joining.
**Based on case study report of Devjit
27. Ashish Dutta
Joined in December 2016 as
Team member in Big Bazaar
(Future Group)
Success: he was the first
employee provided by us who
joined as a permanent staff
(unlike a trainee) in such
position
**Based on case study report of Devjit
28. Sk Saifuddin
Joined in December 2015 as
Team member (Level 2) in Café
Coffee Day (Kalighat Outlet)
Group)
Success: His unique performance
made the recruiters put him in a
higher level than the initial stage
that is Level 1
**Based on case study report of Devjit