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The talented and highly paid experts are company’s most valuable assets. They increase the company’s competitive compare with the competitors.
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Sunil_Resume_Updated
Sunil Kumar Tumma has over 9.5 years of experience in the BPO industry, specializing in operations management, process improvement, and customer service. He has a proven track record of delivering excellent customer experiences and meeting quality targets. His skills include analytical thinking, flexibility, creative problem solving, and a results-oriented approach. He is seeking a leadership role where he can utilize his strong communication, organizational, and team management skills.
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This document contains a summary of Manish Varshney's professional experience and qualifications. It includes details of his 10+ years of experience in client servicing, operations management, training management, and team management. It also provides a summary of his work history and roles at DishTV India Limited, HomeShop 18, Intelenet Global Services, and iSmartGlobal Pvt. Ltd. His educational qualifications include a graduate degree in commerce and a course in PC applications.
Saraswathi - Resume
Saraswathi Gowthaman has over 7 years of experience in quality management roles across various industries including education, telecommunications, and ecommerce. She has a background in setting up quality departments, managing teams, conducting audits, and developing training modules. Currently, she is seeking a new role where she can take on challenges and advance her career.
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This document provides a summary of Jaspreet Kaur's qualifications and experience. She has over 12 years of experience in operations management, branch coordination, and pricing. Her core competencies include handling daily operations and pricing, setting targets and processes, transitioning systems, conducting audits, handling customer service, shipments, and sales/business development. She has worked at several logistics companies and undergone extensive training programs to enhance her professional skills. She holds a BA from Delhi University and diploma from NIIT.
V Model Introduction
This document outlines a 5-level model for planning an ROI measurement process for coaching or training. The levels include: 1) identifying payoff needs by defining returns on investments in human capital, 2) identifying measurable business needs like improved sales or reduced costs, 3) defining application needs in terms of necessary behavior changes, 4) defining learning needs as skills or knowledge to achieve business objectives, and 5) defining preference needs regarding program support. By linking business needs to preference needs at each level, coaching or training can begin with measurable expectations for changes in competence, performance, execution, and ultimate ROI.
Luxmi Singh_training
This document provides a summary of Luxmi N. Singh's professional experience and qualifications. She has over 7 years of experience in training and development, having worked at Reliance Communication and Agate Business Solutions. Her roles have included training need analysis, content development, leadership training delivery, and ensuring training programs are delivered on time and within budget. She holds a BCom degree from S.I.W.S College in Mumbai and has additional training in software testing.
Process Improvement Roadmap
This presentation gives an overview of the proposed activities, recommendations and success factors for a software organization that wishes to implement a process improvement initiative
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This document contains a resume for Sohail Siddiqui, providing personal details, professional experience, qualifications, and skills. Siddiqui has over 6 years of experience in process management, team management, data reconciliation, and client relationship management. He is currently a Senior Business Performance Analyst at Maersk Tankers, where he monitors business performance, implements strategies, and generates performance reports. Prior to this, he held roles such as Process Expert at Maersk Line and Service Manager for Vodafone India. Siddiqui has a Bachelor's degree in Management Studies and is proficient in Microsoft Office, email, and the internet.
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Sunil_Resume_Updated
Sunil Kumar Tumma has over 9.5 years of experience in the BPO industry, specializing in operations management, process improvement, and customer service. He has a proven track record of delivering excellent customer experiences and meeting quality targets. His skills include analytical thinking, flexibility, creative problem solving, and a results-oriented approach. He is seeking a leadership role where he can utilize his strong communication, organizational, and team management skills.
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This document contains a summary of Manish Varshney's professional experience and qualifications. It includes details of his 10+ years of experience in client servicing, operations management, training management, and team management. It also provides a summary of his work history and roles at DishTV India Limited, HomeShop 18, Intelenet Global Services, and iSmartGlobal Pvt. Ltd. His educational qualifications include a graduate degree in commerce and a course in PC applications.
Saraswathi - Resume
Saraswathi Gowthaman has over 7 years of experience in quality management roles across various industries including education, telecommunications, and ecommerce. She has a background in setting up quality departments, managing teams, conducting audits, and developing training modules. Currently, she is seeking a new role where she can take on challenges and advance her career.
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This document provides a summary of Jaspreet Kaur's qualifications and experience. She has over 12 years of experience in operations management, branch coordination, and pricing. Her core competencies include handling daily operations and pricing, setting targets and processes, transitioning systems, conducting audits, handling customer service, shipments, and sales/business development. She has worked at several logistics companies and undergone extensive training programs to enhance her professional skills. She holds a BA from Delhi University and diploma from NIIT.
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This document outlines a 5-level model for planning an ROI measurement process for coaching or training. The levels include: 1) identifying payoff needs by defining returns on investments in human capital, 2) identifying measurable business needs like improved sales or reduced costs, 3) defining application needs in terms of necessary behavior changes, 4) defining learning needs as skills or knowledge to achieve business objectives, and 5) defining preference needs regarding program support. By linking business needs to preference needs at each level, coaching or training can begin with measurable expectations for changes in competence, performance, execution, and ultimate ROI.
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This document provides a summary of Luxmi N. Singh's professional experience and qualifications. She has over 7 years of experience in training and development, having worked at Reliance Communication and Agate Business Solutions. Her roles have included training need analysis, content development, leadership training delivery, and ensuring training programs are delivered on time and within budget. She holds a BCom degree from S.I.W.S College in Mumbai and has additional training in software testing.
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This document contains a resume for Sohail Siddiqui, providing personal details, professional experience, qualifications, and skills. Siddiqui has over 6 years of experience in process management, team management, data reconciliation, and client relationship management. He is currently a Senior Business Performance Analyst at Maersk Tankers, where he monitors business performance, implements strategies, and generates performance reports. Prior to this, he held roles such as Process Expert at Maersk Line and Service Manager for Vodafone India. Siddiqui has a Bachelor's degree in Management Studies and is proficient in Microsoft Office, email, and the internet.
Raghavendra_Resume
Raghavendra N.Krishnamurthy is seeking a challenging position in the ITES industry utilizing over 14 years of experience in technical support, operations management, and team leadership. He currently works as a Senior Manager of Technical Support at VMware Software India, managing a team of 55 employees. Prior experience includes positions at ECCI, TransWorks, Tesco Hindustan Service, and Hinduja TMT providing technical support, customer service, and quality management.
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A highly motivated and ambitious professional with nearly 10 years of experience in Project Management/Supply Chain Management/Procurement Management Operations. Lastly associated with Robert Bosch Engineering., Bengaluru as Project Manager. Completed MBA from Bharathyar University. Ability to give timely and accurate advice, guidance, support and training to team members and individuals. Deft in providing direction, motivation & training to the team for ensuring optimum performance and enhancing their professional and soft skills. Possesses excellent management skills and having the ability to work with the minimum of supervision whilst leading a team. Having a proven ability to lead by example, consistently hit targets, improve best practices and organize time efficiently. An analytical thinker with excellent communication, reasoning, problem solving and interpersonal skills.
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This document defines tasks, skills, and multi-skilling. It explains that a task is a piece of work assigned to a person, while a skill is the ability to perform something well through knowledge and practice. Multi-skilling involves training employees in more than one skill, which can be either related or across different functions. The document outlines categories of multi-skilling and key elements of a multi-skills training program, and discusses benefits like reduced job insecurity and better career prospects for employees, as well as increased flexibility and quality for organizations. It also notes potential disadvantages like lower productivity during training.
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Read more from the original copy at https://www.synerzip.com/webinar/performance-evaluation-in-agile/
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Young, energetic and result oriented professional with over 5 years of hands on experience in Telecom , Sales, Insurance, Banking, Lubricant, Lead Generations, Inbound, outbound and customer service industry; Profound experience to maintain high quality standards to meet challenges of this fast paced, high turn-over industry; Deep understanding of technology with focus on delivering business solutions; Highly ethical, trustworthy and discreet.
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• Self-motivated, flexible, proactive and committed, good communication and interpersonal skill.
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- Cracker Box is a large restaurant chain that experiences high store manager turnover. They implemented a 9-month training program for new store managers that includes a Performance Management Program.
- The program teaches managers how to set goals, provide feedback, measure progress, and ensure goals are met. Participants develop action plans to improve 3 operational measures at their stores.
- Participants complete action plans during the program to outline how they will apply the skills learned to improve their identified measures. They estimate the financial impact and provide follow-up data on results.
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Suresh Gupta has over 17 years of experience in financial services, business development, and banking. He is currently an Assistant Vice President at Deutsche Bank, where he manages institutional client relationships and sells trade finance products in North and East India. Prior to this, he held various managerial roles at companies like Reliance Insurance, Standard Chartered Bank, and Indian Acrylics, where he was responsible for business development, operations management, and achieving sales targets. He has a Bachelor's degree in Chemical Engineering and a Master's degree in Finance.
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The document provides a summary of Anu Agarwal's resume. It outlines her work experience including roles as a Lead Quality-Six Sigma professional at HCL Technologies and as an Assistant Manager of Quality Management at AIG India. It also lists her education including an MBA in Finance and Marketing from Jaipuria Institute of Management. Key skills listed include Six Sigma projects and training, change management, process improvement, and ISO standards.
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The document outlines the mission, vision, timeline, directives, limitations, deliverables, objectives, and scope of a training program at Kforce Global Solutions. The mission is to improve employee performance through training on soft skills and professionalism. The timeline details that each training module will be 30-45 minutes and the performance plans will roll out over 3 months. The limitations include coordinating participant attendance with their managers and introducing the program through team leads and project managers. The objectives are to prepare employees for interviews, improve customer satisfaction, increase attendance, and promote competency.
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This document defines tasks, skills, and multi-skilling. It explains that a task is a piece of work assigned to a person, while a skill is the ability to perform something well through knowledge and practice. Multi-skilling involves training employees in more than one skill, which can be either related or across different functions. The document outlines categories of multi-skilling and key elements of a multi-skills training program, and discusses benefits like reduced job insecurity and better career prospects for employees, as well as increased flexibility and quality for organizations. It also notes potential disadvantages like lower productivity during training.
Pay-for- Performancech10 revision 1
A pay-for-performance plan ties an employee's pay to some measure of their individual or organizational performance. There are several types of short-term plans including merit pay, lump-sum bonuses, and individual incentive plans. Merit pay links increases in base pay to performance evaluations, bonuses do not affect base pay and are paid annually, and individual incentive plans reward employees for metrics like productivity, quality, and output. Group incentive plans can focus on work groups, departments, or entire companies/divisions and tie compensation to group performance metrics compared to standards.
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This document is a resume for Alam Shaik. It summarizes his objective of seeking a challenging career leveraging 3 years of trade marketing experience and 5 years of manufacturing experience. It then outlines his educational qualifications including a diploma in electronics and communication and pursuing a bachelor's degree in business administration. Finally, it details his work experience including his current role as a trade marketing coordinator and previous roles in supply chain management at Siemens and Titan Time Products providing production planning, quality control, and process improvement support.
Performance Evaluation in Agile
This webinar discusses how to do individual performance evaluation in Agile team environment.
concludes with the introduction of 6 tangible techniques for performance evaluation of Agile teams and team members. Included in these techniques is the “annual agile performance review”. These techniques can be easily integrated into your existing environment in order to emphasize the expected behaviors of an Agile team based on the fundamental Agile principles.
Read more from the original copy at https://www.synerzip.com/webinar/performance-evaluation-in-agile/
Dharmendra resume
Young, energetic and result oriented professional with over 5 years of hands on experience in Telecom , Sales, Insurance, Banking, Lubricant, Lead Generations, Inbound, outbound and customer service industry; Profound experience to maintain high quality standards to meet challenges of this fast paced, high turn-over industry; Deep understanding of technology with focus on delivering business solutions; Highly ethical, trustworthy and discreet.
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2. competency based hrm
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Mu0016 set-1
The aims of performance management are to:
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- Help employees identify the knowledge and skills to perform their jobs efficiently.
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- Evaluate the company's ability to set and reach goals and identify factors hindering performance.
Data can be used for human resource decision making by planning how it supports decisions, providing experience in using real data for decisions, improving communication among data users, and enhancing data sharing across the organization.
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Redesign knowledge work
- 1. REDESIGNING KNOWLEDGE WORK SUMMARY OF EMM 219 Knowledge Base Economy By Muhammad Hanif 15221023
- 2. CONTEXT A worsening shortage of high-skill knowledge workers is one of the biggest challenges facing organization. The talented and highly paid experts are company’s most valuable assets. They increase the company’s competitive compare with the competitors
- 3. HOW TO MANAGE THIS CHALLENGE?
- 4. THE PROCESS • The gap between the talent of firm has • What it will need Identifying • A narrower and more focus job description in areas where talent is scarceCreating • Develop option actions • Choosing from those options for filling the skills gap Choosing • Rewiring processes for talent and knowledge managementRewiring
- 5. IDENTIFY THE SKILLS GAP 1. Conduct an inventory of skills. • Company must be explicit and precise in defining their must-have skills. 2. Create a detailed estimate of the kinds and amounts of skills your firm will need to execute its strategy over the next five years or more. 3. Estimate how those numbers will change over the next five years given the current pace of hiring, training, moves and retirement. • Documented the specialized skills and annual performance management processes • Focus on competencies rather than task in evaluation
- 6. Analysis of outcomes of value; quantify the effectiveness of any given contributor or process Social network analysis; a quantitative method for surfacing and depicting informal interactions among people in an organization. Time allocation survey; how much time they spend on task Assess how effective the leveraging the existing talent IDENTIFY THE SKILLS GAP Cont’d 4. Identify the skill gaps and analyze how skills are utilized
- 7. CREATING THE NARROWER AND MORE-FOCUSED JOBS 1. Redefine the jobs; ensure the experts devote almost all their tie to tasks that require their specialized skills. The goal is people are spending all their time at the high end of their skill set • Close look to the entire product or service outcome process and identified the opportunities to redesign roles. 2. Consider the technological advances to ease to perform the work remotely, unless for the person interactions and sophisticated judgment are core to value delivery • Virtualize work need regularly review the individual performance.
- 9. CHOOSING THE OPTIONS Outsourcing or contracting; • Does having direct ownership of the work confer any competitive advantage? If yes, keep that work in-house and freed the expertise from low-value tasks • If no, outsource the knowledge professionals on call basis • Ensure the on-call-professionals has good understanding of the firm and point of contact
- 10. REWIRING PROCESSES FOR TALENTAND KNOWLEDGE MANAGEMENT Retools its processes and culture to support the new ways of working • How to manage specialists and external providers and integrate them into the business 1. Excel at attracting, motivating and retaining specialists 2. Develop mechanisms for cultivating specialist to take on broader roles or be a leader 3. Capture the knowledge of internal and external specialist 4. Ensure that specialist employees working remotely engage with both the employees who use their work and business leaders 5. Its best to start small; to test new talent pools and management processes and build stakeholders’ confidence in them
- 11. END OF SLIDE