This document summarizes an enterprise transformation program offered by qDrive Institute. The program addresses challenges like complexity, accelerating change, and uncertainty in the modern business environment. The program uses strategic transformation, technology, and developing people to create competitive advantage and growth. It focuses on building trust to increase performance. Teams participate in strategic sessions, implement initiatives, and track results. Case studies show the program helped companies increase revenue, roll out new solutions, and improve processes.
On April 24, 2018, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation for the Delivery team of Webhelp Netherlands. These are the slides he used.
Here’s the brutal truth:
Cascading OKRs does not work, it is a flaw, time-consuming, and hard to track and measure.
Integrative OKRs empowers employees to contribute autonomously to the company’s vision
The document provides an overview of Silicon Valley best practices for generating high performance workforces. It discusses how Silicon Valley firms dominate in key metrics like market capitalization, product brands, and workforce productivity. Some of the secrets to their success include focusing on attracting and retaining top talent by allowing employees to do exciting, meaningful work with other top performers. Companies also maximize collaboration and interaction through open floor plans and policies that encourage freedom and risk-taking. This leads to greater innovation, which is critical for success in today's fast-changing world.
Employee onboarding in the 21st century. Jeroen Coupé
This document discusses employee onboarding processes in the 21st century. It introduces an example of a new hire, David, who starts a new job without an onboarding process and feels frustrated and unproductive as a result. The document then recommends establishing a buddy system to mentor new employees and documenting key workplace processes to help onboarding employees understand expectations and how to be productive members of the team. It emphasizes that onboarding should be an iterative process aimed at helping new employees feel welcomed and able to contribute value as quickly as possible.
This document provides guidance on developing core team leadership skills. It discusses 5 key skills: 1) high achievement, 2) time management, 3) personal effectiveness, 4) problem solving and decision making, and 5) effective communication. For each skill, it provides assessments, forms, and checklists to help the reader identify their strengths and areas for improvement. The overall aim is to help managers and workers improve business performance by strengthening their leadership abilities.
Transforming your Contact Centre into a Lean and Agile environmentEduardo Nofuentes
This is the pack used by Eduardo Nofuentes during his talk on Wednesday 18th of October 2017 about using Lean and Agile to transform Contact Centres at Campari House in Melbourne and organised by Smart Recruitment.
09 4 15 data driven hr impacts of talent management bus case slideshareDr. John Sullivan
This document outlines the need for HR to shift to a more data-driven approach. It defines data-driven HR as relying on data, metrics, and analytics rather than opinions and intuition to improve talent management decisions. It provides numerous examples of how companies like Google use experimental data to improve functions like retention, recruiting, and performance management. The document argues that this shift is inevitable as executives now expect more strategic, measurable contributions from HR.
Lean is about learning, John Shook told a crowd of 200 managers from manufacturing, healthcare, government, and service organizations who had gathered for a learning session sponsored by the Iowa Lean Collaborative on Oct 2, 2012.
To be successful, he said lean learning needs these characteristics:
• All learner partners actively participate
• Mutual Respect: Openness in sharing experience, knowledge, challenges, struggles;
• Teachers are learners; learners are teachers
• Problems to be addressed are important and challenging to all partners
On April 24, 2018, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation for the Delivery team of Webhelp Netherlands. These are the slides he used.
Here’s the brutal truth:
Cascading OKRs does not work, it is a flaw, time-consuming, and hard to track and measure.
Integrative OKRs empowers employees to contribute autonomously to the company’s vision
The document provides an overview of Silicon Valley best practices for generating high performance workforces. It discusses how Silicon Valley firms dominate in key metrics like market capitalization, product brands, and workforce productivity. Some of the secrets to their success include focusing on attracting and retaining top talent by allowing employees to do exciting, meaningful work with other top performers. Companies also maximize collaboration and interaction through open floor plans and policies that encourage freedom and risk-taking. This leads to greater innovation, which is critical for success in today's fast-changing world.
Employee onboarding in the 21st century. Jeroen Coupé
This document discusses employee onboarding processes in the 21st century. It introduces an example of a new hire, David, who starts a new job without an onboarding process and feels frustrated and unproductive as a result. The document then recommends establishing a buddy system to mentor new employees and documenting key workplace processes to help onboarding employees understand expectations and how to be productive members of the team. It emphasizes that onboarding should be an iterative process aimed at helping new employees feel welcomed and able to contribute value as quickly as possible.
This document provides guidance on developing core team leadership skills. It discusses 5 key skills: 1) high achievement, 2) time management, 3) personal effectiveness, 4) problem solving and decision making, and 5) effective communication. For each skill, it provides assessments, forms, and checklists to help the reader identify their strengths and areas for improvement. The overall aim is to help managers and workers improve business performance by strengthening their leadership abilities.
Transforming your Contact Centre into a Lean and Agile environmentEduardo Nofuentes
This is the pack used by Eduardo Nofuentes during his talk on Wednesday 18th of October 2017 about using Lean and Agile to transform Contact Centres at Campari House in Melbourne and organised by Smart Recruitment.
09 4 15 data driven hr impacts of talent management bus case slideshareDr. John Sullivan
This document outlines the need for HR to shift to a more data-driven approach. It defines data-driven HR as relying on data, metrics, and analytics rather than opinions and intuition to improve talent management decisions. It provides numerous examples of how companies like Google use experimental data to improve functions like retention, recruiting, and performance management. The document argues that this shift is inevitable as executives now expect more strategic, measurable contributions from HR.
Lean is about learning, John Shook told a crowd of 200 managers from manufacturing, healthcare, government, and service organizations who had gathered for a learning session sponsored by the Iowa Lean Collaborative on Oct 2, 2012.
To be successful, he said lean learning needs these characteristics:
• All learner partners actively participate
• Mutual Respect: Openness in sharing experience, knowledge, challenges, struggles;
• Teachers are learners; learners are teachers
• Problems to be addressed are important and challenging to all partners
Yes You Do Have a Crystal Ball: HR in 2020 and BeyondBizLibrary
CEOs are focused on long term success – and HR should be too. But how do we know what will impact our organization in 15 years? Business futurists are consulted to predict where trends are going, and what savvy organizations need to do to compete. Today’s social, environmental, and global issues are touching all businesses faster and with more impact than ever before. HR departments have to get ahead of the megatrends that are facing their businesses and anticipate trends. Explore the top megatrends CEO’s are watching in the next 15 years, and determine how you can embrace these to focus your human resources initiatives. Megatrends will change business in the next ten years, don’t be left behind.
Participants will walk away being able to…
Evaluate megatrends that are transpiring in business that keep CEO’s up at night
Determine which megatrends business leaders are watching that impact HR
Recommend long-term initiatives that HR can develop and align with leadership
Positivity 101: How to Lead in Times of ChangeGloboforce
Employees are facing more uncertainty, change, and unknown in their work lives. What impact does this have on morale and company culture? How can leaders ensure smooth transitions?
New research shows what specifically will make employees more likely to be happy or excited about change.
Read this book to learn how most employees approach change, the impact of recognition and transparency on attitudes at work, and the business benefits of positivity.
State of Lean Management, AME Conference keynote by LEI CEO John ShookChet Marchwinski
Shook offered whats he has learned about cultural change, the rise and fall and resurrection of various production facilities – and about what’s working soundly at GE’s appliance manufacturing facility in Kentucky.
The webinar covered 8 important HR trends for 2016:
1. A leadership wake-up call towards more transformational leadership styles.
2. Managers taking on coaching roles to provide more frequent feedback to employees.
3. Increasing work flexibility including more telecommuting options.
4. The need to consolidate talent data into unified systems for improved reporting.
5. The arrival of Gen Z in the workforce and how to engage this generation.
6. Personalizing talent management programs to individual needs and locations.
7. Empowering employees with more career path options and accessibility to leaders.
8. Future trends around metrics, freelancing, and flexibility that HR must prepare for.
Why I Built my Career with Atlassian Tools and You Should Too!Atlassian
Now, more than ever, organizations are investing in Atlassian tools. And the demand for people with knowledge on how to use them is at an all-time high.
In 7 years, I went from being a novice Jira user to becoming a Senior Atlassian Tools Engineer at Airbnb—increasing my salary by 63% in less than 3 years. Join me to learn why I decided to invest in Atlassian and how you can do the same. Explore how to navigate resources to find what you need, the importance of Atlassian University, and how to leverage your Atlassian skills to grow your career.
Explore strategies for building high-performing, engaged teams of motivated employees—and how online learning can help.
More on how to motivate and engage employees: http://www.lynda.com/Business-Skills-tutorials/Motivating-Engaging-Employees/137886-2.html
7 steps to coaching agile non software development teamsEduardo Nofuentes
This is the pack we used during our session at LAST Conference in Melbourne, Sydney, Canberra and Brisbane in 2017. We outlined the 7 steps approach we use at The Agile Eleven to coach agile non-software development teams.
The World Has Changed, Corporations Have Not RoundPegg
Although the world has changed, our systems and infrastructure for people management are antiquated. It's vital to engage our workforce around company culture.
#HROS: Open-Source Comes To HR | Ambrosia Vertesi & Lars Schmidt Talent Conne...LinkedIn Talent Solutions
We all go to conferences and hear why and what companies are doing - which is awesome. But we often walk away wondering...how? In this keynote, Ambrosia and Lars share Hootsuite’s journey to “working out loud” and bringing open-source approaches to Hootsuite’s talent strategies. From #BSU to #BCorp, learn how Hootsuite and leading companies are introducing open-source approaches to HR, as well as get actionable resources to take back to your organization. Watch the best of Talent Connect: http://bit.ly/1MBqz6m
The document discusses Fraedom's transition from a traditional organizational structure to a self-organizing model inspired by Spotify and Holacracy. Key aspects of the new model include overlapping functional practices rather than siloed departments, lightweight peer feedback, and minimal management hierarchy. The transition process involved training all employees and allowing self-selecting teams. While challenges emerged like not all roles fitting and lack of context for some, overall the model has led to quicker evolution and improvement at Fraedom though further changes remain ongoing.
The document discusses agile transformation and cultural change using a lean approach to change management. It describes how organizational culture is like a memeplex that defends against foreign ideas like agility. It advocates using lean change management principles like minimal viable change to introduce agile practices and influence culture. The document recommends establishing a change coalition and change agents to drive transformation through initiatives like creating an inspiring vision, improving feedback, and measuring employee happiness. The overall approach presented is to transform culture, not just adopt practices, by focusing on people and why change is needed.
Distributed Design Operations Management (Jilanna Wilson at DesignOps Summit ...Rosenfeld Media
Jilanna Wilson: “Distributed Design Operations Management”
DesignOps Summit 2019 • October 23-24, 2019 • New York, NY, USA
http://www.designopssummit.com
Learner Engagement is back in focus. With the majority of the global corporate workforce still #workingfromhome, several recent surveys indicate that #learnerengagement will be one of the top points to address for corporate L&D team.
While we all agree that Motivation and Practice are the two pillars of Learning Engagement, Learning at the Time of Need and Feedback are two factors that we can ill afford to ignore. Learning engagement also depends largely on the organizational culture, and the transition of L&D from an order taker to playing an active role by being a consultant/advisor is crucial for today's learning endeavors to be successful. Also, the active contribution of line managers and other similar stakeholders in the creation and curation of learning content is also essential.
It is with the aim to discuss and emphasize these factors that we present you with the top 20 quotes from the insightful conversations that Amit Garg - CEO of Upside Learning Solutions, who moderated the podcasts had with learning experts and features:
Dhiren Doshi
Kirk Donaghey
Keith Keating
Guy W Wallace
Phil Reddall
Jennifer Tsang, PCC
Toby Harris
Stefaan van Hooydonk 范汇东
Vince Han
Julie Dirksen
Designing for Agile Delight! Customer Obsessed Innovation at IntuitAtlassian
Innovating effectively in an Agile environment is no easy feat. Learn how Intuit applies an innovation culture and their own "Design for Delight" (D4D) process to deliver and enhance their enterprise agility program—and keep both internal teams and customers happy.
Explore this unique process around customer-driven innovation, deep customer empathy, and how to navigate rapid iterations with customers. Learn about how they applied their agile D4D process to solve key customer problems, and leave with the knowledge of how to deliver both features and customer delight.
How Microsoft is Making the Culture Change from Traditional to Lean, Cindy Al...Lean Startup Co.
Microsoft is making a culture change to Lean by experimenting with different approaches, embracing skepticism, and highlighting best practices. Some approaches that have been tried include sending a team to an external startup accelerator to gain experience, bringing shortened training in-house, requiring workshops for senior leadership, embedding "customer development experts" with teams, and customizing training for small teams. The challenges are that not all approaches are scalable and some require substantial time commitments from employees.
This document discusses how the world of work has changed in recent decades due to globalization, technology advances, and changing workforce attitudes. Many businesses still need to adapt their talent strategies to today's workplace. It presents examples of traditional ("Kevin") and modern ("Sam") employees and career paths. The challenge is that organizations develop specialists but then lack leadership skills for senior roles. Solutions proposed include analyzing talent architecture, creating a systematic talent plan aligned to business strategy, and helping with plan delivery through initiatives to accelerate team performance, simplify processes, and build talent flow.
Project Management - A Critical Skill for Entrepreneurs/SMEs for Business Suc...GEMCenter
This focuses on 3 major areas of Business Success. The Strategy, Systems and Project Management to be properly handled by Business owners/Startups/Managers
Agile innovation and Thinking Like a StartupChris Chan
Many enterprises are struggling to innovate whilst smaller startups are disrupting the market. Existing organisational business models work well in a known and predictable environment. However, these approaches fail when applied to an uncertain and changing environment.
In this session I will discuss the different approaches and how an organisation can balance a portfolio that both can exploit existing opportunities while enable the exploration of new opportunities.
I will draw on my experience working with some innovation teams in an enterprise and how we are re-focusing agile back to its roots and thinking like a startup to evolve the way we work.
Participants will also gain an understanding how Design Thinking/Human Centred Design, Lean Startup, Agile and Business Model Innovation can blended together to transform the way you work to enable innovation within larger enterprises.
Este documento presenta información sobre dos delitos contra la vida: el homicidio por emoción violenta y el infanticidio. Para el homicidio por emoción violenta, describe los criterios que determinan si una emoción es violenta, incluyendo la concomitancia, la imprevisión, la causa provocadora y el medio empleado. También habla sobre la proclividad al estado emocional de una persona. Para el infanticidio, explica que es un homicidio calificado atenuado debido al estado psicofísico por el que atraviesa
Yes You Do Have a Crystal Ball: HR in 2020 and BeyondBizLibrary
CEOs are focused on long term success – and HR should be too. But how do we know what will impact our organization in 15 years? Business futurists are consulted to predict where trends are going, and what savvy organizations need to do to compete. Today’s social, environmental, and global issues are touching all businesses faster and with more impact than ever before. HR departments have to get ahead of the megatrends that are facing their businesses and anticipate trends. Explore the top megatrends CEO’s are watching in the next 15 years, and determine how you can embrace these to focus your human resources initiatives. Megatrends will change business in the next ten years, don’t be left behind.
Participants will walk away being able to…
Evaluate megatrends that are transpiring in business that keep CEO’s up at night
Determine which megatrends business leaders are watching that impact HR
Recommend long-term initiatives that HR can develop and align with leadership
Positivity 101: How to Lead in Times of ChangeGloboforce
Employees are facing more uncertainty, change, and unknown in their work lives. What impact does this have on morale and company culture? How can leaders ensure smooth transitions?
New research shows what specifically will make employees more likely to be happy or excited about change.
Read this book to learn how most employees approach change, the impact of recognition and transparency on attitudes at work, and the business benefits of positivity.
State of Lean Management, AME Conference keynote by LEI CEO John ShookChet Marchwinski
Shook offered whats he has learned about cultural change, the rise and fall and resurrection of various production facilities – and about what’s working soundly at GE’s appliance manufacturing facility in Kentucky.
The webinar covered 8 important HR trends for 2016:
1. A leadership wake-up call towards more transformational leadership styles.
2. Managers taking on coaching roles to provide more frequent feedback to employees.
3. Increasing work flexibility including more telecommuting options.
4. The need to consolidate talent data into unified systems for improved reporting.
5. The arrival of Gen Z in the workforce and how to engage this generation.
6. Personalizing talent management programs to individual needs and locations.
7. Empowering employees with more career path options and accessibility to leaders.
8. Future trends around metrics, freelancing, and flexibility that HR must prepare for.
Why I Built my Career with Atlassian Tools and You Should Too!Atlassian
Now, more than ever, organizations are investing in Atlassian tools. And the demand for people with knowledge on how to use them is at an all-time high.
In 7 years, I went from being a novice Jira user to becoming a Senior Atlassian Tools Engineer at Airbnb—increasing my salary by 63% in less than 3 years. Join me to learn why I decided to invest in Atlassian and how you can do the same. Explore how to navigate resources to find what you need, the importance of Atlassian University, and how to leverage your Atlassian skills to grow your career.
Explore strategies for building high-performing, engaged teams of motivated employees—and how online learning can help.
More on how to motivate and engage employees: http://www.lynda.com/Business-Skills-tutorials/Motivating-Engaging-Employees/137886-2.html
7 steps to coaching agile non software development teamsEduardo Nofuentes
This is the pack we used during our session at LAST Conference in Melbourne, Sydney, Canberra and Brisbane in 2017. We outlined the 7 steps approach we use at The Agile Eleven to coach agile non-software development teams.
The World Has Changed, Corporations Have Not RoundPegg
Although the world has changed, our systems and infrastructure for people management are antiquated. It's vital to engage our workforce around company culture.
#HROS: Open-Source Comes To HR | Ambrosia Vertesi & Lars Schmidt Talent Conne...LinkedIn Talent Solutions
We all go to conferences and hear why and what companies are doing - which is awesome. But we often walk away wondering...how? In this keynote, Ambrosia and Lars share Hootsuite’s journey to “working out loud” and bringing open-source approaches to Hootsuite’s talent strategies. From #BSU to #BCorp, learn how Hootsuite and leading companies are introducing open-source approaches to HR, as well as get actionable resources to take back to your organization. Watch the best of Talent Connect: http://bit.ly/1MBqz6m
The document discusses Fraedom's transition from a traditional organizational structure to a self-organizing model inspired by Spotify and Holacracy. Key aspects of the new model include overlapping functional practices rather than siloed departments, lightweight peer feedback, and minimal management hierarchy. The transition process involved training all employees and allowing self-selecting teams. While challenges emerged like not all roles fitting and lack of context for some, overall the model has led to quicker evolution and improvement at Fraedom though further changes remain ongoing.
The document discusses agile transformation and cultural change using a lean approach to change management. It describes how organizational culture is like a memeplex that defends against foreign ideas like agility. It advocates using lean change management principles like minimal viable change to introduce agile practices and influence culture. The document recommends establishing a change coalition and change agents to drive transformation through initiatives like creating an inspiring vision, improving feedback, and measuring employee happiness. The overall approach presented is to transform culture, not just adopt practices, by focusing on people and why change is needed.
Distributed Design Operations Management (Jilanna Wilson at DesignOps Summit ...Rosenfeld Media
Jilanna Wilson: “Distributed Design Operations Management”
DesignOps Summit 2019 • October 23-24, 2019 • New York, NY, USA
http://www.designopssummit.com
Learner Engagement is back in focus. With the majority of the global corporate workforce still #workingfromhome, several recent surveys indicate that #learnerengagement will be one of the top points to address for corporate L&D team.
While we all agree that Motivation and Practice are the two pillars of Learning Engagement, Learning at the Time of Need and Feedback are two factors that we can ill afford to ignore. Learning engagement also depends largely on the organizational culture, and the transition of L&D from an order taker to playing an active role by being a consultant/advisor is crucial for today's learning endeavors to be successful. Also, the active contribution of line managers and other similar stakeholders in the creation and curation of learning content is also essential.
It is with the aim to discuss and emphasize these factors that we present you with the top 20 quotes from the insightful conversations that Amit Garg - CEO of Upside Learning Solutions, who moderated the podcasts had with learning experts and features:
Dhiren Doshi
Kirk Donaghey
Keith Keating
Guy W Wallace
Phil Reddall
Jennifer Tsang, PCC
Toby Harris
Stefaan van Hooydonk 范汇东
Vince Han
Julie Dirksen
Designing for Agile Delight! Customer Obsessed Innovation at IntuitAtlassian
Innovating effectively in an Agile environment is no easy feat. Learn how Intuit applies an innovation culture and their own "Design for Delight" (D4D) process to deliver and enhance their enterprise agility program—and keep both internal teams and customers happy.
Explore this unique process around customer-driven innovation, deep customer empathy, and how to navigate rapid iterations with customers. Learn about how they applied their agile D4D process to solve key customer problems, and leave with the knowledge of how to deliver both features and customer delight.
How Microsoft is Making the Culture Change from Traditional to Lean, Cindy Al...Lean Startup Co.
Microsoft is making a culture change to Lean by experimenting with different approaches, embracing skepticism, and highlighting best practices. Some approaches that have been tried include sending a team to an external startup accelerator to gain experience, bringing shortened training in-house, requiring workshops for senior leadership, embedding "customer development experts" with teams, and customizing training for small teams. The challenges are that not all approaches are scalable and some require substantial time commitments from employees.
This document discusses how the world of work has changed in recent decades due to globalization, technology advances, and changing workforce attitudes. Many businesses still need to adapt their talent strategies to today's workplace. It presents examples of traditional ("Kevin") and modern ("Sam") employees and career paths. The challenge is that organizations develop specialists but then lack leadership skills for senior roles. Solutions proposed include analyzing talent architecture, creating a systematic talent plan aligned to business strategy, and helping with plan delivery through initiatives to accelerate team performance, simplify processes, and build talent flow.
Project Management - A Critical Skill for Entrepreneurs/SMEs for Business Suc...GEMCenter
This focuses on 3 major areas of Business Success. The Strategy, Systems and Project Management to be properly handled by Business owners/Startups/Managers
Agile innovation and Thinking Like a StartupChris Chan
Many enterprises are struggling to innovate whilst smaller startups are disrupting the market. Existing organisational business models work well in a known and predictable environment. However, these approaches fail when applied to an uncertain and changing environment.
In this session I will discuss the different approaches and how an organisation can balance a portfolio that both can exploit existing opportunities while enable the exploration of new opportunities.
I will draw on my experience working with some innovation teams in an enterprise and how we are re-focusing agile back to its roots and thinking like a startup to evolve the way we work.
Participants will also gain an understanding how Design Thinking/Human Centred Design, Lean Startup, Agile and Business Model Innovation can blended together to transform the way you work to enable innovation within larger enterprises.
Este documento presenta información sobre dos delitos contra la vida: el homicidio por emoción violenta y el infanticidio. Para el homicidio por emoción violenta, describe los criterios que determinan si una emoción es violenta, incluyendo la concomitancia, la imprevisión, la causa provocadora y el medio empleado. También habla sobre la proclividad al estado emocional de una persona. Para el infanticidio, explica que es un homicidio calificado atenuado debido al estado psicofísico por el que atraviesa
Este documento resume los delitos contra el honor en el Código Penal peruano, incluyendo la injuria, calumnia y difamación. Define el honor como la buena imagen y reputación de una persona. Explica los elementos constitutivos de cada delito, así como los casos en los que no se consideran delitos contra el honor de acuerdo al artículo 133 del Código Penal.
Este documento presenta una introducción a las desigualdades numéricas. Explica el orden en los números reales y define conceptos como valor absoluto. También introduce la desigualdad del triángulo, que establece que la suma de valores absolutos de números es mayor o igual que el valor absoluto de su suma, con igualdad solo cuando todos los números tienen el mismo signo. Finalmente, menciona que el documento está dividido en cuatro capítulos que cubren desigualdades numéricas, geométricas y una sección de problemas.
Este documento trata sobre la sociología y los cambios sociales. Brevemente describe conceptos clave como las relaciones sociales, la estructura social, y los tipos de grupos sociales. También resume los factores endógenos y exógenos que pueden causar cambios sociales, así como las diferentes formas en que estos cambios pueden ocurrir.
Las plataformas educativas son programas o equipos electrónicos que permiten la interacción entre usuarios con fines pedagógicos de forma virtual o física. Pueden ser comerciales, de software libre o propias, y cumplen funciones como gestionar contenidos, comunicaciones y administración para facilitar la enseñanza y el aprendizaje de manera complementaria a la educación tradicional.
Este documento resume los diferentes tipos de lesiones descritos en el Código Penal peruano, incluyendo lesiones simples, agravadas y preterintencionales. Explica que las lesiones simples involucran causar daño a la integridad física o psicológica de otra persona que resulte en más de 10 días y menos de 30 días de incapacidad. Las lesiones pueden agravarse si la víctima es menor de edad, una autoridad pública, o si existe una relación de confianza o dependencia con el agresor. T
Este documento resume la historia, geografía, demografía, religión, música, educación, salud y economía de Camerún. Brevemente describe que Camerún ha estado habitado desde el Neolítico, fue colonia alemana y luego francesa, tiene una población joven de alrededor de 20 millones de personas, el cristianismo y el islam son las principales religiones, la música y danza son parte integral de la cultura, y la economía depende de exportaciones agrícolas y de petróleo.
Este documento resume los delitos de lesiones culposas según el artículo 124 del Código Penal. Explica que las lesiones leves se sancionan con prisión de 10 a 30 días y multa de 60 a 120 días. Las lesiones graves se sancionan con más de 30 días de prisión y multa, dependiendo de otras circunstancias. También detalla circunstancias agravantes que aumentan la sanción a entre 1 y 4 años de prisión.
Este documento trata sobre varios delitos contra la familia como la bigamia, la sustracción de menores y la omisión de asistencia familiar. En cuanto a la bigamia, se define como el hecho de que una persona casada contraiga matrimonio nuevamente. La sustracción de menores se refiere a cuando una persona sustrae a un menor de quien ejerce la patria potestad. Finalmente, la omisión de asistencia familiar implica que una persona no cumple con su obligación de proveer alimentos establecida por resolución judicial.
La inclusión social en el posconflictodayana vasco
El documento busca evidenciar las diferentes posturas de la sociedad colombiana frente a la inclusión social de los excombatientes de las FARC en el posconflicto. Se pretende dar a conocer los procesos de inclusión social del gobierno y reflejar los puntos de vista de quienes se han visto afectados directamente por la guerra y de quienes no lo han estado.
Este documento lista diferentes tipos de comprobantes de pago como facturas, boletas de venta, tickets, liquidaciones de compra, comprobantes de operaciones y recibos por honorarios. Luego describe los elementos básicos que debe contener cada comprobante de pago como los nombres y direcciones del emisor y comprador, el número de RUC, la fecha y descripción del bien o servicio. Finalmente, presenta informes de ventas y gastos de una empresa durante el mes de octubre, incluyendo tablas con los detalles de las ventas realizadas cada
Este documento resume varios delitos contra la familia como la bigamia, la sustracción de menores y la omisión de asistencia familiar. Explica los bienes jurídicos protegidos, las conductas típicas, los sujetos activos y pasivos, y las circunstancias agravantes de cada delito.
El documento describe el delito de homicidio culposo o negligente, que consiste en causar involuntariamente la muerte de una persona en un acto voluntario cuyas consecuencias debieron ser previstas. Existen diferentes formas de culpa como la culpa consciente, inconsciente, negligencia, imprudencia e impericia. Los elementos constitutivos del delito son la existencia de una vida humana, su extinción, que el sujeto no previó la muerte aunque pudo advertirla, y la relación causal entre el acto culposo y la muerte.
El documento proporciona una visión general del proceso penal peruano bajo el nuevo Código Procesal Penal. Describe las principales características como la separación de funciones entre fiscales, jueces y policía, el enfoque en los derechos de los acusados y víctimas, y el énfasis en un proceso oral y público en comparación al modelo anterior de proceso escrito. También explica las distintas etapas del proceso como la investigación preliminar a cargo de fiscales, la etapa intermedia ante jueces, y el juicio
El documento proporciona información sobre el ceviche, un plato típico de la gastronomía peruana hecho a base de pescado marinado en limón. Explica que el ceviche se originó en la cultura Mochica hace más de 2000 años y ha evolucionado con influencias de otras culturas como la inca y española. También describe varios tipos de ceviche incluyendo de pescado, mixto, pulpo, chinguirito y tiradito. Finalmente, brinda detalles sobre el ceviche de conchas negr
Este manual presenta 12 experimentos para niños de preescolar sobre temas de ciencia y tecnología. Los experimentos están diseñados para ayudar a los niños a comprender conceptos científicos básicos de una manera práctica y divertida mediante la observación y manipulación de materiales. Cada experimento incluye instrucciones sencillas, preguntas guía y explicaciones sobre los principios científicos involucrados.
El documento habla brevemente sobre la belleza natural de Colombia, mencionando el río Caño Cristales y destacando que el país no tiene nada que envidiar al resto del mundo pues posee una tierra hermosa que deja sin palabras de manera sencilla y admirable.
ROPELLA provides leadership transformation and organizational improvement services through workshops, retreats, and assessments tailored to each client's needs and goals. Their services aim to improve leadership skills, communication, teamwork, and alignment to help organizations better achieve their objectives and gain a competitive advantage. They take a customized approach, beginning with assessing an organization and developing solutions focused on developing leadership, enhancing culture and engagement, and improving performance and results.
Fast Track to Success Managing People & PerformanceDeella Bcdef
This document provides an overview of managing people and performance for fast track success, outlining six dimensions of high-performing teams: an overriding sense of purpose, building on strengths and skills, a strong results ethic, open communication and mutual accountability, being a cohesive, compassionate and unified team, and taking considered risks to improve performance. It emphasizes clarity of roles, goals, and measures; utilizing individuals' competencies; developing further skills; and celebrating achievements to motivate exceptional results. The overall aim is to get the best possible performance from team members through establishing trust and understanding within the team.
This presentation is give those people who are interested in applying Jumpstart Program an overview of the program vision, roadmap, and strategy. For the detailed program delivery and trainers introduction, we will announce at “Talents of the Future 青年論壇 - 成為世界所需的人才” on 5/21
5/21 Forum registration site: http://uknowiknow.com/courses/jumpstart2016
Krezzo's "OKR Training Slides" is packed with an operational playbook, training materials, and OKR examples to ensure your program is on the right track. Register to access, and then customize as you wish!
The document discusses tools from the McQuaig System used by John Paul Executive Recruitment to assess, recruit, and develop employees. The Recruitment Blueprint maps trends of top performers to identify ideal behavioral profiles. It evaluates current employees and identifies skills gaps. The tools help replicate success by benchmarking new hires against top performers and ensuring all new employees are tracked and profiled.
PREVIEW - THE MOBILE MARKETING REVOLUTION 06.01.16Mark Skovron
This document summarizes the opportunity for mobile marketing. Traditional marketing methods like newspapers, TV, and radio are declining while digital and mobile marketing are growing rapidly. People are increasingly using their smartphones and are online and checking their phones for over 16 hours per day. Text messages in particular have high open and response rates. Given these trends, mobile marketing provides a major opportunity for businesses to effectively connect with customers. MaxGroup is well-positioned to help businesses capitalize on this mobile revolution through its proprietary mobile marketing technologies.
SyN Build a Leadership Program (objectives and skill sets)SpeakersYouNeed100
The document describes a leadership certificate program called the SyN Build A Leadership Certificate Program. It was developed by Speakers you Need (SyN) based on research from various studies and experts in leadership and workforce trends.
The program aims to increase employee engagement, productivity and skills for both current and future roles. It consists of 10 modules that can be taken individually or as a full program. SyN works with clients to customize the content and delivery to meet their specific organizational needs.
The first module provides an overview of the changing global business landscape and the skills needed for leaders to adapt. It addresses trends like new workforce demographics, technology changes and the focus on relationships and values. Upon completion, participants will better understand
Sy n build a leadership program p-pt - with objectives and skill setsBrandon White
The SyN Build A Leadership Certificate Program was developed to provide leadership training and development for organizations. It consists of 10 modules addressing topics like developing individuals, teams, thinking skills, and managing change. The content is based on the latest research and trends in leadership. Organizations can customize the program to meet their specific needs and goals. The program aims to increase employee engagement, productivity, and the skills needed for future business success. It provides a certificate upon completion of 5 or more modules and can be licensed by organizations to deliver internally.
The document provides information about Agile Change Management Strategists, a consulting firm that helps organizations identify, communicate, and implement actions required for change management. They use a facilitative coaching style to help clients prepare for and manage change. Their services include strategic planning, change management, marketing planning, and team workshops. They have experience helping both for-profit and non-profit clients with challenges such as strategic planning, change initiatives, and process improvement.
The report explores strategies for cultivating future workplace leaders through talent development. It provides a 10-step roadmap and case studies on initiatives from companies like Pret A Manger, Percolate, Marriott, Johnson & Johnson, and Deutsche Telekom. The report aims to help employers retain top talent and boost efficiency, engagement and entrepreneurship through greater opportunities for learning, collaboration and empowerment of employees.
Many organizations have long term employees retiring and find themselves needing to be competitive to fill key roles. Schools are teaching new ways of working that include working as part of a team, and using Agile methods.
In this one hour webinar we will explore how hiring practices and working environments need to change in order to attract and retain top talent in today's competitive market.
P&G has been recognized as an innovative and professional leader in recruiting. They aim to attract and recruit top talent globally through practices like their online application form and campus recruiting. P&G believes recruiting is critical to their success. Their recruitment philosophy focuses on developing talent from within, recruiting the best people worldwide, and recognizing people as their greatest asset. P&G conducts a thorough recruitment process, assessing candidates on key competencies and success drivers like intellectual curiosity, leadership, and adaptability to change.
This document provides information about top employers in Africa for 2017. A record number of 86 organizations across 32 African countries and 23 industry sectors achieved certification as Top Employers for demonstrating excellence in employee conditions and human resources best practices. Transparency and effective communication were highlighted as important factors contributing to organizations achieving certification. Examples are provided of how some certified companies, such as Nestle and Microsoft, use various communication channels and cultural practices to ensure transparency and engagement with employees.
What's the spirit of your company? At Odoo, we know that a great and motivating atmosphere is the key! It can help employees to feel better and then be proud of working for your company!
Growth Strategy, Disruption and Business InnovationPaul Broadfoot
This program brochure summarizes three growth strategy programs: Design Next, Accelerate Next, and Lead Next. [Design Next focuses on designing new business units for future growth. Accelerate Next accelerates business growth through innovating operations. Lead Next develops strategic leadership skills in teams.] The brochure emphasizes that innovation must extend beyond products to business models and ways of working to achieve strong growth in changing times.
Ex Assembly - Unpacking Employee Experience (EX) LearningCafe
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The document discusses operational excellence in Saint-Gobain Gypsum Activity. It covers the following topics:
1) The newsletter focuses on developing transformational leadership to achieve operational targets through high performance teams, clear vision, communication, and linking knowledge and resources.
2) The Year of Mixing and Forming aims to capture collective knowledge about mixing and forming processes to reduce losses and improve performance. Training courses will focus on raw materials, recipes, process stability, and quality maintenance.
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Bluprints is a globally-unique staff engagement model which serves to create a high-performance culture in conjunction with leadership vision.
Bluprints offers a simple, cost effective means to reach your entire organisation to define a pertinent business agenda in your lingo and to engage people in improvement activities against set priorities.
This high impact | low effort process brings your unique, critical business drivers to life in a visual, measurable, actionable storyline, mapping action to business objectives and delivering an ROI that will show the process is self-funding in a reasonable timeframe.
Across the globe, poor employee engagement statistics highlight a significant profit leakage whilst employee loyalty brings customer loyalty when your people are respected and their collective intelligence is harnessed to deliver customer value.
Some of the South African companies who have and are still using the Bluprints Method ™ to great acclaim are Deloitte, EY, Primedia Broadcasting, STRATE, Alexander Forbes and Sanlam.
I look forward to hearing from you.
Manie Roodt
Only 13% of employees worldwide are engaged at work, according to Gallup's new 142-country study on the State of the Global Workplace. In other words, about one in eight workers -- roughly 180 million employees in the countries studied -- are psychologically committed to their jobs and likely to be making positive contributions to their organizations.
Business leaders worldwide must raise the bar on employee engagement. Increasing workplace engagement is vital to achieving sustainable growth for companies, communities, and countries.
Employee loyalty brings customer loyalty when your people are respected and their collective intelligence is harnessed to deliver customer value. Yet, across the globe, poor employee engagement statistics highlight a significant and urgent profit leakage. Traditional top down approaches are the culprit.
Could I perhaps interest you in a conversation about how Bluprints’ innovative model will help rapidly connect people to your bigger picture so that they can contribute their best?
17. “In!just!over!30!days!Paul!Gossen!turned!my!group!of!team!leaders!
into!execu/ve!material.”!Steve!Lyon,!VP,!American!Express!Canada!!
!
“I!have!to!say!this!program!blew!my!mind.!I!have!a!whole!new!level!of!
power!and!confidence!in!my!work.”!Derek!Yang,!SAP!Labs,!China!!
!
“Since!this!program,!we!have!laid!the!groundwork!for!a!powerful!new!
management!plan.!We!now!have!a!system!to!bring!client!focused!
revenue!to!all!our!140!offices!worldwide.”!Gordon!Murray,!Principal,!
Golder!Associates!!
!
“We!sent!850!through!the!program!with!Paul!Gossen!to!develop!a!
new!culture!of!innova/on!and!accountability.!This!supports!our!goal!
to!become!one!of!the!top!10!largest!global!banks.”!Alexey!Sitnikov,!
Counselor!to!the!CEO!&!Board,!Sberbank!Russia!!
!
!
Bootcamp Bottom Line: You and your top 4 people
are going to sit in a room for 4 days and grind out
$500,000 in fresh Revenue
Your Breakthrough Revenue Project - A Goal of $500,000
This program has a single aim; $500,000 in fresh revenue for your
company. To get in, your must bring a serious revenue breakthrough
project. Revenue Mastery is not a spectator sport.
Your Revenue Program has 3 Phases:
Phase 1 - Free Revenue Consulting Session: A Revenue Mastery
consultant will work with your team to identify a number of current or
potential revenue breakthrough projects. You select the top 5 business
leaders involved in the project. The team registers and commits to their
revenue program. The suggested target is $500k. Some teams target
$20m. The minimum acceptable revenue target is $100k.
Phase 2 - Strategic Intensive: The team engages in 4 intense days
of hands-on learning and detailed strategic development. This program
is modeled on a $50k 1on1 Fortune 500 CEO strategy program. Team
members master the skills and process of generating a business revenue
breakthrough while working on a real project. This is 100% hands-on. You
will immediately apply every tool or idea to your real project.
Phase 3 - Execution and Accountability: “Too bad humans SUCK
at execution.” The real program begins at the end of Day 4. You and
your team commit to your Breakthrough Revenue Project and build a
This tested and proven system has produced results for thousands
of business people and hundreds of Fortune 500 companies.
Paul Gossen, The Breakthrough Coach
A serial entrepreneur and champion of
transformational training, executive coaching,
NLP and business leadership for more than 30
years, Paul Gossen, has been on a mission to
transform the business results of companies
since the year 2000. During this time, he has
conducted more than 200 corporate breakthrough
programs. He has completed large organizational
transformation programs with GlaxoSmithKline,
the RCMP, American Express, Golder Associates,
Sberbank Russia, and SAP Labs China.
Paul Gossen specializes in using leadership transformation to drive
business results. His book, Business Transformed, is a simple and
powerful model for driving business transformation. Paul has worked with
hundreds of companies and executives to produce extraordinary results.
Paul lives in Vancouver, Canada and travels worldwide continuously, to
“I have to say this program blew my mind.
I have a whole new level of power and
confidence in my work.” Derek Yang, SAP Labs, China
“In just over 30 days Paul Gossen turned my group of
team leaders into executive material.”
Steve Lyon, VP, American Express Canada
Master the Process:
Revenue Mastery combines
tools, strategies, team
building and a revolutionary
learning approach. It’s fun and
transformational.
Achieve the Result:
Who cares about learning, the
whole point is your company’s
revenue results. The six-month
accountability program increases
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years, Paul Gossen, has been on a mission to
transform the business results of companies
since the year 2000. During this time, he has
conducted more than 200 corporate breakthrough
programs. He has completed large organizational
transformation programs with GlaxoSmithKline,
the RCMP, American Express, Golder Associates,
Sberbank Russia, and SAP Labs China.
Paul Gossen specializes in using leadership transformation to drive
business results. His book, Business Transformed, is a simple and
powerful model for driving business transformation. Paul has worked with
hundreds of companies and executives to produce extraordinary results.
Paul lives in Vancouver, Canada and travels worldwide continuously, to
deliver results in Europe, China, Russia and the Arabic Gulf. An acclaimed
public speaker, his passion is business transformation. For more info
visit: www.PaulGossen.ca
Free Revenue Mastery Preview Session:
Check out this amazing program at the free Revenue Mastery Preview
systems you can implement immediately. Plus, you’ll get a free copy of
Space is Limited - Book Now:
Register in Advance: Phone Shawn at 604-716-6166 or call the Vancouver
Or Start Now: Call today to skip the preview session and book your Free
Revenue Design Session.
“We sent 850 through the program with Paul
Gossen to develop a new culture of innovation and
accountability. This supports our goal to become one
of the top 10 largest global banks.” Alexey Sitnikov,
Counselor to the CEO & Board, Sberbank Russia
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Service & Retail: Amway China, Accenture, Canadian Tire, Dunn & Bradstreet, Fedex, FitCurves Ukraine,
Ipsos Reid, Lululemon Athletica. Education: Ryerson University, Simon Fraser University, Toronto District
School Board, University of British Columbia, University of Calgary. Food: Cactus Club Restaurants,
Earls Restaurants, GFS Food Services, McDonalds Restaurants Canada, Neptune Food Services.
Government: Agriculture Canada, Canada Post, CIPO Intellectual Property, CIDA International
Development, BC Capital Regional District, City of Burnaby, City of Mississauga, City of Toronto,
City of Vancouver, Communist Party of China Zhuozhou, Health Canada, BC Ministry of the
Environment, Oman International Airport, BC Workers Compensation Board.
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Results