Advancements in human capital management (HCM) often come about through the incorporation of approaches and technologies from outside the HCM field. Those looking for the next source of big ideas to shape HCM strategies need to keep an eye on the field known as "serious games." An increasing number of enterprises are using games for HCM purposes such as employee recruiting and selection, training, and team building.
12 seconds to project management greatnessTim Everett
In my view there are twelve imperatives that are necessary for Project Management greatness:
1. Cultivate executive management support
2. Continuously enhance your team
3. Propel elite performance standards
4. Inspire a sense of urgency
5. Drive strategic change
6. Promote functional ownership
7. Communicate precise expectations while demanding accountability
8. Foster a culture of success
9. Play well ahead of the team
10. Expedite the Critical Path
11. Articulate value
12. Maintain emotional control
This document discusses the role of HR in developing an agile organization and outlines a case study for competency mapping. It describes competency mapping as identifying the key competencies within each business unit and developing detailed definitions and behavioral indicators for measurement. A multi-sprint approach was used where competencies were identified, defined, and measurement approaches developed in iterative sprints with retrospection. The goal is to assess all employees against the core competencies to identify development needs and support performance management. The program has been successfully implemented for delivery functions and will be expanded to support functions.
Delhi Consultancy Services is an enterprise-wide solutions provider specializing in IT, Network & ERP Consultancy, Website Development & marketing, HRM & IT Training, and Placement Consultancy services in Delhi.
Our professionally trained teams of Consultants are fully equipped to repair, upgrade & maintain your Network and Servers and take care of all your software & hardware issues to minimize costly downtime where as our training staff have a lot of experience to share it with you and to instill the desired level of skills to your employees in IT and HRM domain.
Dedication is the only key to drive a business towards success. Whatever people call it Creativity or Innovation or anything, but the main force is dedication and seriousness towards your work.
At Delhi Consultancy Services we strongly believe that to get continuous success and to come with better, more competent ideas, more than hundred percent dedication is required.
We here at Delhi Consultancy Services offer the entire range of consultancy services across Information Technology and HRM spectrum comprising IT services and Enterprise empowerment. We are very inclined towards offering our clients the best customer service, professional support and reliable refurbished hardware.
The document discusses performance management systems and proposes a new strategic approach. It notes that traditional systems often lack alignment with business goals, have inadequate design, and weak linkage to rewards. A new focus on coaching culture and feedback is suggested to better align employee performance and development with organizational strategy and culture. A multi-step intervention is outlined including assessment, framework design, and structured rollout of workshops involving coaching skills development and in-camera practice sessions.
This document discusses how organizations can optimize their business through the use of information and analytics. It describes how the world is becoming more instrumented, interconnected and intelligent, creating both opportunities and challenges for organizations regarding data volume, variety and velocity. The document advocates that organizations can gain insights, make better decisions and outperform competitors by leveraging analytics at the point of impact across their business. It also outlines IBM's capabilities and solutions for business optimization, including industry-specific approaches, predictive analytics, information governance and workload-optimized systems and services.
The document describes several vacant positions at the Central Bank of Nigeria (CBN) across various directorates. Positions include project management officers, IT strategy and innovation specialists, IT business partners, solutions developers, and assistant service centre specialists. Requirements for each role include educational qualifications, experience, skills, and certifications needed. The CBN is seeking to fill these vacancies to effectively carry out its regulatory obligations.
12 seconds to project management greatnessTim Everett
In my view there are twelve imperatives that are necessary for Project Management greatness:
1. Cultivate executive management support
2. Continuously enhance your team
3. Propel elite performance standards
4. Inspire a sense of urgency
5. Drive strategic change
6. Promote functional ownership
7. Communicate precise expectations while demanding accountability
8. Foster a culture of success
9. Play well ahead of the team
10. Expedite the Critical Path
11. Articulate value
12. Maintain emotional control
This document discusses the role of HR in developing an agile organization and outlines a case study for competency mapping. It describes competency mapping as identifying the key competencies within each business unit and developing detailed definitions and behavioral indicators for measurement. A multi-sprint approach was used where competencies were identified, defined, and measurement approaches developed in iterative sprints with retrospection. The goal is to assess all employees against the core competencies to identify development needs and support performance management. The program has been successfully implemented for delivery functions and will be expanded to support functions.
Delhi Consultancy Services is an enterprise-wide solutions provider specializing in IT, Network & ERP Consultancy, Website Development & marketing, HRM & IT Training, and Placement Consultancy services in Delhi.
Our professionally trained teams of Consultants are fully equipped to repair, upgrade & maintain your Network and Servers and take care of all your software & hardware issues to minimize costly downtime where as our training staff have a lot of experience to share it with you and to instill the desired level of skills to your employees in IT and HRM domain.
Dedication is the only key to drive a business towards success. Whatever people call it Creativity or Innovation or anything, but the main force is dedication and seriousness towards your work.
At Delhi Consultancy Services we strongly believe that to get continuous success and to come with better, more competent ideas, more than hundred percent dedication is required.
We here at Delhi Consultancy Services offer the entire range of consultancy services across Information Technology and HRM spectrum comprising IT services and Enterprise empowerment. We are very inclined towards offering our clients the best customer service, professional support and reliable refurbished hardware.
The document discusses performance management systems and proposes a new strategic approach. It notes that traditional systems often lack alignment with business goals, have inadequate design, and weak linkage to rewards. A new focus on coaching culture and feedback is suggested to better align employee performance and development with organizational strategy and culture. A multi-step intervention is outlined including assessment, framework design, and structured rollout of workshops involving coaching skills development and in-camera practice sessions.
This document discusses how organizations can optimize their business through the use of information and analytics. It describes how the world is becoming more instrumented, interconnected and intelligent, creating both opportunities and challenges for organizations regarding data volume, variety and velocity. The document advocates that organizations can gain insights, make better decisions and outperform competitors by leveraging analytics at the point of impact across their business. It also outlines IBM's capabilities and solutions for business optimization, including industry-specific approaches, predictive analytics, information governance and workload-optimized systems and services.
The document describes several vacant positions at the Central Bank of Nigeria (CBN) across various directorates. Positions include project management officers, IT strategy and innovation specialists, IT business partners, solutions developers, and assistant service centre specialists. Requirements for each role include educational qualifications, experience, skills, and certifications needed. The CBN is seeking to fill these vacancies to effectively carry out its regulatory obligations.
This document is the spring 2009 issue of the Telecom Journal, which includes articles on various telecommunications topics such as editor musings, wireless deployments, net neutrality, technology purchasing trends, rural broadband access, and tips for managing technology in tough economic times. One article discusses the challenges of offshoring software development, including the need for defined processes, tools to support collaboration and measurement, and investing in training to achieve higher capability maturity model levels in order to successfully partner with offshore development teams.
Ronald Bingham is an experienced program manager and consultant with a background in program management, process improvement, business development, and operations. He has worked for large companies like Sprint and Alcatel, as well as with small businesses. Some of his accomplishments include establishing large-scale program management policies and procedures, managing cross-departmental initiatives, and improving customer service programs. He currently works as an independent consultant helping organizations improve performance and business processes.
Business intelligence systems allow companies to analyze data from different sources to make real-time decisions, and vendors are pushing to make these systems more widely available and easy to use across organizations. While large vendors like Oracle, SAP, and Microsoft have grown through acquisitions, smaller firms believe flexibility and usability will be keys to success. The goal of pervasive business intelligence is to provide accurate and timely information to employees at all levels to improve decision-making and business performance.
The document discusses the next generation workplace and unified communications and collaboration (UC&C). It states that UC&C provides an opportunity for the CIO to deliver game-changing value to businesses by fundamentally changing how people collaborate. The next generation workplace framework links people, organizational structures, and work processes with technology to create an exciting, effective, and collaborative work environment. It provides tools for seamless communication and collaboration, regardless of location, to help reduce costs and increase productivity.
1. BDD is an approach to software development that focuses on implementing applications by describing their behavior from the perspective of stakeholders.
2. BDD originated from limitations in test-driven development (TDD), where the focus on testing at a granular level led to emergent rather than intentional design.
3. Key principles of BDD include focusing on delivering stakeholder value, describing everything in terms of behavior, and practicing outside-in development.
Part I - Why-asset-management-system-implementations-fail[1]Transcendent
The document discusses why asset management system implementations often fail. It describes a case where Marin County, CA spent $30 million on an ERP system but ultimately abandoned it after consultants said it wasn't worth fixing problems. The root cause of failure, according to the document, is that sales overpromise on what software can deliver versus customer expectations. Setting proper expectations between the customer, vendor, and consultants is identified as key to implementation success.
IBM can provide a new dimension in computing for financial institutions. (1) Management integration, (2) Multi-platform integration, (3) Stack integration.
This document discusses social business and how companies can use social tools and analytics to improve business outcomes. It notes that mobile use and social media are rising, increasing customer expectations. To meet these expectations, companies need to focus on customers and use social business approaches like social networks, mobile apps, analytics and collaboration tools to deepen customer relationships, increase revenue, and improve satisfaction, cost efficiency and agility. The document provides examples of how companies like IBM, CEMEX and the Australian Bureau of Statistics have successfully adopted social business strategies.
This document discusses how integrating design thinking with IT project development can lead to more successful outcomes. It proposes a 3-D model consisting of three phases: Discovery, Development, and Deployment.
In the Discovery phase, both design thinking methods like ethnography and traditional strategic analysis are used to understand user needs. For a project with the Virginia Employment Commission, user archetypes were identified which enriched the request for proposal.
The Development phase involves creating prototypes and visual representations of concepts to get user feedback. Iterative testing and refining occurs. Technical requirements are defined later based on the user vision.
Once a strong prototype and business case are established, the potential service moves into the Deployment phase where a final
Progeny Systems is an engineering firm that applies emerging and existing technologies to solve problems for government and industry customers. With over 400 employees across multiple states, Progeny focuses on research, development, and integration of electronic and software technologies for military weapon systems. Led by President and CEO Walter P. Kitonis, Progeny has earned a reputation for delivering faster, better, and less expensive solutions through innovation.
Web content: it’s the meat in the sandwich, not the icing on the cake. So why does planning for useful, usable content get short shrift in the design and development process? Thinking about the content is always left until the last minute, always thought to be “somebody else’s problem.” Teams are forced into crisis mode at the 11th hour, trying to deal with content that arrives too late, doesn't fit in the designs, or fails to live up to user expectations. In this session, User Experience expert Karen McGrane will talk about why we fail to plan for content, and how everyone involved can help make the process run more smoothly.
Over 30,000 participants from 65 countries have competed in the BTS Global Tournament since 1999. The tournament is an interactive virtual learning experience where teams of 3 to 5 participants run a simulated company in competition with other teams. It is designed to build critical business skills like strategic thinking, financial management, and teamwork. Participants can learn at their own pace and schedule over a 10 week period through simulation rounds, feedback sessions, and online knowledge sessions. Division winners proceed to the global semi-finals and top teams are invited on an all-expenses paid trip to the finals in Cannes, France.
Taking education to the next level with IT infrastructureHP India
HP partners T John Group of Institutions in providing world class education by providing an efficient, secure and highly reliable IT infrastructure....read further to know this can help you....
INSORCETM is a product that automates the design of optimal target operating models for financial services firms. It uses sophisticated algorithms and market data to facilitate strategic decision making and tactical implementation. INSORCETM analyzes inputs from all functions as constraints and provides a neutral analysis to help stakeholders. It can model the impact of decisions in real time to help clients transform processes, people, infrastructure, and more to reduce costs while meeting objectives.
The current economic climate, with its increased level of competition, market consolidations, offshoring, and outsourcing landscape shifts, as well as disruptive technologies and increased regulations, is imposing enormous pressure on insurance firms.
Now more than ever, the insurance business demands major cost reductions, increased speed to market and the need to mitigate delivery risk
Provident UK Home Credit commissioned smartFOCUS to build a predictive model to help reduce mailing volumes while maintaining sales levels. smartFOCUS developed four predictive models that helped Provident improve targeting of mailing campaigns since mid-2005. The skills and knowledge gained from working with smartFOCUS enabled Provident to develop additional predictive models on their own to gain greater customer insights.
This document discusses using a new software tool called the Clarity IT Sourcing Diagnostic tool to help assess different IT options for a business. It provides an example analysis using the tool which indicates a business would get marginal benefits from outsourcing device management but owning assets could still provide value depending on staffing. It advises reviewing detailed analysis from the tool to understand key risk factors and inform action plans for the desired sourcing arrangement.
The document discusses maximizing talent through Oracle's unified HCM solution. It outlines examining current trends in a changing workforce, taking an active approach to talent management, and using Oracle tools like unified profiles, performance management, learning management, and analytics to help align talent with organizational objectives. The presentation provides an action plan to define a talent strategy, focus on existing talent, and plan for the future by projecting needs, developing programs, and completing succession planning.
An automotive manufacturing company hired Encompass to evaluate its IT culture and staffing model. Encompass conducted an assessment, shadowing employees and analyzing systems. They found the infrastructure was robust but software investments had limited returns. Employees felt spending hurt compensation. Encompass recommended optimizing infrastructure, improving software, and changing the staffing model through existing staff utilization, new hires, and managed services to strengthen the IT culture. The company was pleased with the thorough, actionable recommendations.
This document is the spring 2009 issue of the Telecom Journal, which includes articles on various telecommunications topics such as editor musings, wireless deployments, net neutrality, technology purchasing trends, rural broadband access, and tips for managing technology in tough economic times. One article discusses the challenges of offshoring software development, including the need for defined processes, tools to support collaboration and measurement, and investing in training to achieve higher capability maturity model levels in order to successfully partner with offshore development teams.
Ronald Bingham is an experienced program manager and consultant with a background in program management, process improvement, business development, and operations. He has worked for large companies like Sprint and Alcatel, as well as with small businesses. Some of his accomplishments include establishing large-scale program management policies and procedures, managing cross-departmental initiatives, and improving customer service programs. He currently works as an independent consultant helping organizations improve performance and business processes.
Business intelligence systems allow companies to analyze data from different sources to make real-time decisions, and vendors are pushing to make these systems more widely available and easy to use across organizations. While large vendors like Oracle, SAP, and Microsoft have grown through acquisitions, smaller firms believe flexibility and usability will be keys to success. The goal of pervasive business intelligence is to provide accurate and timely information to employees at all levels to improve decision-making and business performance.
The document discusses the next generation workplace and unified communications and collaboration (UC&C). It states that UC&C provides an opportunity for the CIO to deliver game-changing value to businesses by fundamentally changing how people collaborate. The next generation workplace framework links people, organizational structures, and work processes with technology to create an exciting, effective, and collaborative work environment. It provides tools for seamless communication and collaboration, regardless of location, to help reduce costs and increase productivity.
1. BDD is an approach to software development that focuses on implementing applications by describing their behavior from the perspective of stakeholders.
2. BDD originated from limitations in test-driven development (TDD), where the focus on testing at a granular level led to emergent rather than intentional design.
3. Key principles of BDD include focusing on delivering stakeholder value, describing everything in terms of behavior, and practicing outside-in development.
Part I - Why-asset-management-system-implementations-fail[1]Transcendent
The document discusses why asset management system implementations often fail. It describes a case where Marin County, CA spent $30 million on an ERP system but ultimately abandoned it after consultants said it wasn't worth fixing problems. The root cause of failure, according to the document, is that sales overpromise on what software can deliver versus customer expectations. Setting proper expectations between the customer, vendor, and consultants is identified as key to implementation success.
IBM can provide a new dimension in computing for financial institutions. (1) Management integration, (2) Multi-platform integration, (3) Stack integration.
This document discusses social business and how companies can use social tools and analytics to improve business outcomes. It notes that mobile use and social media are rising, increasing customer expectations. To meet these expectations, companies need to focus on customers and use social business approaches like social networks, mobile apps, analytics and collaboration tools to deepen customer relationships, increase revenue, and improve satisfaction, cost efficiency and agility. The document provides examples of how companies like IBM, CEMEX and the Australian Bureau of Statistics have successfully adopted social business strategies.
This document discusses how integrating design thinking with IT project development can lead to more successful outcomes. It proposes a 3-D model consisting of three phases: Discovery, Development, and Deployment.
In the Discovery phase, both design thinking methods like ethnography and traditional strategic analysis are used to understand user needs. For a project with the Virginia Employment Commission, user archetypes were identified which enriched the request for proposal.
The Development phase involves creating prototypes and visual representations of concepts to get user feedback. Iterative testing and refining occurs. Technical requirements are defined later based on the user vision.
Once a strong prototype and business case are established, the potential service moves into the Deployment phase where a final
Progeny Systems is an engineering firm that applies emerging and existing technologies to solve problems for government and industry customers. With over 400 employees across multiple states, Progeny focuses on research, development, and integration of electronic and software technologies for military weapon systems. Led by President and CEO Walter P. Kitonis, Progeny has earned a reputation for delivering faster, better, and less expensive solutions through innovation.
Web content: it’s the meat in the sandwich, not the icing on the cake. So why does planning for useful, usable content get short shrift in the design and development process? Thinking about the content is always left until the last minute, always thought to be “somebody else’s problem.” Teams are forced into crisis mode at the 11th hour, trying to deal with content that arrives too late, doesn't fit in the designs, or fails to live up to user expectations. In this session, User Experience expert Karen McGrane will talk about why we fail to plan for content, and how everyone involved can help make the process run more smoothly.
Over 30,000 participants from 65 countries have competed in the BTS Global Tournament since 1999. The tournament is an interactive virtual learning experience where teams of 3 to 5 participants run a simulated company in competition with other teams. It is designed to build critical business skills like strategic thinking, financial management, and teamwork. Participants can learn at their own pace and schedule over a 10 week period through simulation rounds, feedback sessions, and online knowledge sessions. Division winners proceed to the global semi-finals and top teams are invited on an all-expenses paid trip to the finals in Cannes, France.
Taking education to the next level with IT infrastructureHP India
HP partners T John Group of Institutions in providing world class education by providing an efficient, secure and highly reliable IT infrastructure....read further to know this can help you....
INSORCETM is a product that automates the design of optimal target operating models for financial services firms. It uses sophisticated algorithms and market data to facilitate strategic decision making and tactical implementation. INSORCETM analyzes inputs from all functions as constraints and provides a neutral analysis to help stakeholders. It can model the impact of decisions in real time to help clients transform processes, people, infrastructure, and more to reduce costs while meeting objectives.
The current economic climate, with its increased level of competition, market consolidations, offshoring, and outsourcing landscape shifts, as well as disruptive technologies and increased regulations, is imposing enormous pressure on insurance firms.
Now more than ever, the insurance business demands major cost reductions, increased speed to market and the need to mitigate delivery risk
Provident UK Home Credit commissioned smartFOCUS to build a predictive model to help reduce mailing volumes while maintaining sales levels. smartFOCUS developed four predictive models that helped Provident improve targeting of mailing campaigns since mid-2005. The skills and knowledge gained from working with smartFOCUS enabled Provident to develop additional predictive models on their own to gain greater customer insights.
This document discusses using a new software tool called the Clarity IT Sourcing Diagnostic tool to help assess different IT options for a business. It provides an example analysis using the tool which indicates a business would get marginal benefits from outsourcing device management but owning assets could still provide value depending on staffing. It advises reviewing detailed analysis from the tool to understand key risk factors and inform action plans for the desired sourcing arrangement.
The document discusses maximizing talent through Oracle's unified HCM solution. It outlines examining current trends in a changing workforce, taking an active approach to talent management, and using Oracle tools like unified profiles, performance management, learning management, and analytics to help align talent with organizational objectives. The presentation provides an action plan to define a talent strategy, focus on existing talent, and plan for the future by projecting needs, developing programs, and completing succession planning.
An automotive manufacturing company hired Encompass to evaluate its IT culture and staffing model. Encompass conducted an assessment, shadowing employees and analyzing systems. They found the infrastructure was robust but software investments had limited returns. Employees felt spending hurt compensation. Encompass recommended optimizing infrastructure, improving software, and changing the staffing model through existing staff utilization, new hires, and managed services to strengthen the IT culture. The company was pleased with the thorough, actionable recommendations.
Building Serious Games for Medical Intervention and TrainingBrock Dubbels
This document provides an overview of the G-ScalE game development lab at McMaster University led by Brock R. Dubbels. It discusses using games to improve reading comprehension, sustained engagement, cooperative learning and more. It also touches on applying games to math, science, dance and other subjects. The document outlines elements of game design like roles, rules and imagery/visualization. It emphasizes the need for serious games to provide quantifiable evidence that they are achieving desired outcomes.
This document discusses Mastek, a high-end provider of enterprise technology solutions that enables business transformation. It provides an overview of Mastek's operations in 8 countries with over 3000 experienced professionals. The document then discusses Mastek's focus on enterprise applications, modern platforms, and domain expertise. It also outlines Mastek's global engagement model and specialized services. The remainder of the document discusses collaborative practices for synchronous offshore work, including increased communication, video chats, understanding cultural differences, and a "follow the sun" approach. It emphasizes the importance of action and working through challenges.
Knowledge management systems life cycleRaymond Koh
1) The document discusses the differences between conventional system life cycles and knowledge management system (KMS) life cycles.
2) It outlines the steps in a KMS life cycle including evaluating existing infrastructure, capturing knowledge, designing a blueprint, testing and implementing the system.
3) Key aspects of building a successful KMS include forming a knowledgeable team, gaining support from experts, and using a knowledge developer to architect the system and facilitate knowledge capture and transfer.
This document discusses how Visual Studio Team System can maximize ROI and drive IT governance through an integrated Application Lifecycle Management (ALM) solution. It provides concise summaries of key points, including how VSTS improves collaboration, ensures quality, integrates work frequently, and enables real-time decision making. IT governance is also discussed at a high level, focusing on compliance, metrics/reporting, and aligning IT with business needs. Examples are given of organizations seeing improvements in areas like productivity, quality, and cost reductions through an ALM approach.
Fiat-Microsoft Day keynote by Mario DerbaMario Derba
Microsoft is partnering with FIAT to help the automotive industry address key issues like costs and regulations through collaboration and connectivity across the value chain. Microsoft will provide integrated platforms and software to help optimize FIAT's functions both within and across different parts of their business. Examples of Microsoft technologies that could help include Windows, Office, and cloud-based solutions to enable information sharing and a digital work environment for FIAT.
Start the New Year Right — Focus Learning Through Competencies in 2013Human Capital Media
Competencies have been a part of the learning discussion for some time. And, depending on where they are in the cycle of opinion about their value, can trend higher or lower. Recently, some have stated that competencies are no longer welcome in the workplace, or have little value alongside an individual’s business goals. Esoterically speaking, there may be some truth to this. We are not, however, talking about old core values, nor are we trying to define what makes an employable corporate citizen. Rather, we are talking about what aligns a job function/family or what is a specific differentiator for level or role.
Job-specific, task-oriented competencies, associated with tools employees can use and relate to, make a significant positive difference in:
Best practices sharing.
Capturing institutional memory.
Providing consistent communication.
Setting clear expectations for hiring, performance, career engagement and development.
Providing clear skills management and mitigation for workforce planning.
Enabling flexibility in assignments and roles while accelerating capability to learn and deliver.
In this webinar, you will:
Hear case studies and research validating the justification for a learning strategy.
Learn some of the ways to relate business outcomes from learning.
Understand how the Kenexa Job Competency Library can make learning not just on the job, but targeted at the job.
HP Software Education provides comprehensive training on all HP Software products through different delivery methods worldwide. Training is valuable in reducing costs, risks, and time by improving the skills of IT teams, which surveys have shown to be the most important success factor for IT functions. HP offers various training options including instructor-led public and private classes, virtual instructor-led training, and services like its Adoption Readiness Tool to help with user adoption which is key to realizing the full value of new projects and technologies.
HP Software Education provides comprehensive training on all HP Software products through different delivery methods worldwide. Training is valuable in reducing costs, risks, and time by improving the skills of IT teams, which surveys have shown to be the most important success factor for IT functions. HP offers various training options including instructor-led public and private classes, virtual instructor-led training, and services like its Adoption Readiness Tool to help with user adoption which is key to realizing the full value of new projects and technologies.
Wilma Harrelson has over 20 years of experience in IT management. She has expertise in business process modeling, procedure manuals, process improvement, risk analysis, software training, technical writing, and help desk management. Her professional experience includes roles as Director of Software Education where she provided customized training, and Director of IT Support and Education where she led process improvement initiatives, developed a software training organization, and managed the help desk. She is now a director at an IT consulting group where she assesses clients' technology environments and makes improvement recommendations.
This document provides an introduction and overview of eXtreme Programming (XP), an agile software development methodology. It discusses what XP is, its history and origins, core values and principles, practices, and components like the whole XP team. Key aspects of XP covered include pair programming, short development cycles, test-first development, simple design, frequent integration and feedback. The document aims to explain the philosophy and mechanics of the XP methodology.
1. The document discusses achieving agility at scale through disciplined agile teams that produce working software regularly, do continuous testing, work closely with stakeholders, are self-organizing, and regularly reflect on how to improve.
2. It describes scaling agile software delivery by focusing on key agile practices, reinforcing delivery practices, changing delivery rhythms, supporting practices with automation, and measuring to demonstrate business value.
3. Examples are provided of how Jazz platform was used at La Caixa for managing service providers and at Danske Bank for adoption of agile at scale, and how visibility and transparency was achieved at Panasonic Automotive.
Process Project Mgt Seminar 8 Apr 2009(2)avitale1998
This document discusses standard processes and their importance for project improvement. It presents Vdot, a graphical process definition and execution platform that provides standardized processes, integrated planning and management tools, and real-time status visibility. The platform aims to deliver faster, better, and cheaper results. Case studies show 52% cycle time and 37% cost savings for an unmanned air vehicle project using the platform, as well as its rapid deployment and benefits for a business acquisition process. Overall benefits discussed include on-time product development, better process performance visibility, and better coordination across teams and programs.
An Introduction to Software Performance EngineeringCorrelsense
Software performance engineering is becoming increasingly important to businesses as they look to improve the non-functional performance of applications and get more out of IT investments. By leveraging performance engineering techniques, IT professionals can be indispensable in building and optimizing scalable systems. This
introductory course will teach you the essentials of software
performance engineering including :
• The performance challenges faced by Enterprise IT today
• What is software performance engineering (SPE)?
• Best practices for building scalable software systems
• The approaches to integrating SPE into IT project lifecycles
• Common frameworks for measuring application performance and service levels
• The impact of SPE on software developers, testers, capacity planes,
and other IT professionals
• Case studies from the finance, retail, and insurance industries
Instructor: Walter Kuketz, SVP and CTO, Collaborative Consulting
This training is sponsored by Correlsense, Collaborative Consulting,
and New Horizons
Q3 2009 Small Business Specialist Pal Meeting February 2009 Finalvriyait
This document provides an agenda and notes for a quarterly meeting of Small Business Specialists Partner Area Leads (PALs). The meeting will include check-ins from PALs in various countries, presentations from Microsoft on the Next Generation Partner Program and the Worldwide Partner Conference, and a discussion on the next SBSC PALs. Topics to be covered include Microsoft's new competency framework, requirements and benefits for different partner levels, the proposed tracks and topics for WPC 2009, and sales resources and offers available in the second half of the fiscal year.
Using technology can drive effective talent management by providing (1) enhanced measurability and accountability, (2) scalability of processes, and (3) process integrity and transparency. An effective e-talent management system should enable goal setting and tracking, provide a talent repository, support best practices like goal cascading, and facilitate career development through competency assessment and learning plans. Essar Group implemented SuccessFactors and customized its performance management system (PMS) to provide a more intuitive, user-friendly experience with greater objectivity and functionality to track career progression. Key to its success was mapping existing to desired processes, cross-functional teamwork, training, and strong communication channels.
One XP Experience: Introducing Agile (XP) Software Development into a Culture...David Leip
The document discusses introducing agile (XP) software development practices into a large corporate environment that traditionally used waterfall methodologies. It describes training the multidisciplinary team, which includes programmers, information architects, visual designers, and others. While the developers were willing to try XP, integrating it posed challenges due to the diverse skills, distributed teams, and need for close collaboration. The initial experience found it difficult to identify a clear "customer" representative, and some XP practices like test-first development did not transfer naturally to all disciplines. Overall, the experience highlighted interactions between organizational culture, agile methodology, and the need for changes on both fronts to fully realize the benefits of an agile approach.
Selecting Approaches to Enterprise Architecturesallybean
This presentation was given at EAC Europe (the premier European Enterprise Architecture conference) in 2010. It shows how some of the ideas of Systems and Complexity Science can be applied to produce a new way of thinking about EA that is accessible to all stakeholders and supports improved communication between people as well as machines
This CV summarizes Emad Hussein Ahmed Ali Shaheen's career as an IT Director with over 15 years of experience in strategic IT planning, software development management, and team leadership. He has extensive skills in programming languages like C#, VB.NET, and SQL, as well as analysis, design, database administration, and networking. His career highlights include managing IT departments, developing ERP and CRM systems, and implementing solutions for various companies in Egypt. He holds an MBA and BSc in computer science.
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This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
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These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
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Serious Games for Human Capital Management
1. Serious Games for Human
Capital Management
Panelists:
Randy Brown, Chief Technology Officer for Virtual
Heroes.
Steve Mahaley, Director of Learning Technology at
Duke Corporate Education
Karen Sopko, President and CEO of Creative
Bandwidth Games
2. Agenda
Introduction
What’s a game? What is a serious game?
Why games?
Where do serious games fit within human capital
management?
Examples of serious games
Where to start? What types of games/immersive
activities for what type of requirements?
Outlook for serious gaming
Integrating games
Discussion
3. What’s a game?
“An artificial conflict, defined by rules, that results in a
quantifiable outcome.quot; Katie Salen and Eric Zimmerman,
Game Design Fundamentals
“A structured experience with rules and goals that is fun.”
Amy Jo Kim
Serious games have an “explicit and carefully thought-
out educational purpose and are not intended to be
played primarily for amusement,” Clark Abt
Serious games use “entertainment to further government
or corporate training, education, health, public policy,
and strategic communication objectives,” Mike Zyda
4. HCM Functional Stack
UI / Portal / Networking / Collaboration
Reporting / Analytics / Bus. Intelligence
Learning Management
Succession Planning
Workforce Management
Career Development
Compensation Mgnt.
Business Process Management
Performance Mgnt.
Talent Acquisition
Competency Management
Integration Services
Data Sources: ERP / HRMS / External Data
5.
6. Why games?
Games are a way to train people to handle
consequential and high-stakes situations safely
Games provide a powerful way to promote
retention and transfer of knowledge and skills
Neurological studies show there is a physiological
basis linking the encoding in memory of knowledge
and experience and “game play experience”
Psychology tells us that games reinforce behavior by
providing the right “reward schedules” and by
adjusting challenges with player’s changing mastery
The benefits of active learning (learning by doing) are
well known: “I hear, I know. I see, I remember. I do, I
understand,” Confucius.
7. Where does gaming fit in?
Pre-hire assessment
Giving applicants and prospective
employees insight into culture and work
environment (“employer branding”)
Learning/Training/Career Development
Succession Planning
Team-Building / Strategy Development
Performance Management
Competency Model Alignment
8. New tools for assessment
Can serious games be a reliable/valid means of
assessment? Yes. A surprisingly long history of this use.
“Psychometrics”:
A means of evaluating the reliability and validity of assessments
conceptually and mathematically
Important in development of conventional HCM assessments
The same or improved use of psychometrics in
design/validation of games and simulations:
Conventional assessments: Subjects self-report behaviors and
motivations or reveal them indirectly in their answers to carefully
designed questionnaires
Games/Simulations: Subjects demonstrate behaviors and
motivations directly and freely
9. Serious Game Examples
Hilton Garden Inn® Sony PSP®-based training for front-
line employees.
“Zero Hour” developed by GWU and Virtual Heroes
under a U.S. DHS grant trains EMS workers in disaster-
response skills.
Cisco's quot;Mind Share Gamequot; covers most of the
curriculum for Cisco CCENT (Certified Entry Networking
Technician) certification.
WakeMed in NC and many other hospitals use of
sophisticated anthropomorphic simulation equipment for
medical training.
Farmer’s Insurance using IBM’s Innov8 2.0 to train
11,500 employees on customer service/call center
operations.
Many, many more…
10. When to consider serious games?
What types of games match which
requirements?
How to get started?
14. Outlook
Government and entertainment-sector investments trickle down to
advance the state of the art in serious games.
Last year’s entertainment best seller, becomes next year’s serious
game platform through licensing.
Game engine. A platform and tools supporting efficient games
creation – authoring tools minimize code development, feature
reusable design elements.
“Mod.” An extension to core game functionality made by third-
party developers.
While serious games are not new, many observers describe them
at an “inflection point” where their use will accelerate. Why? What
are the economic and technological forces that will shape this
space over the next 5 years?
16. Integration Today
Sharable Content Object Reference Model (SCORM)
“Run-Time Environment” (RTE)
Browser-Based
Self-Paced
Learning Learning/
Performance
Sharable
Management
Content
System
Object
Runtime
RTE communication often handled on the basis Services
of standardized ECMAScript API. For example:
Basically has been used to:
• Monitor learner progress (where in a course at what time?)
• Communicate basic score information
17. Emerging Integration Requirements
Browser-Based
Self-Paced
Learning
Mobile
Device
Clients • Learning, Education, Training Systems
Interoperability (LETSI.org)
Computer/
• LETSI has begun “community
Console Learning/ source” project to develop/
Serious Games Performance
Management
maintain web service server and
System client components.
Runtime
• Available under business-friendly “BSD”
Services license.
Multiplayer
• Code contributions by BBN Technologies,
Games/ Booz Allen Hamilton, Rustici Software
Virtual Worlds
(scorm.com), etc.
• Become a contributor or financial sponsor.
Visit www.letsi.org.
Combinations
of the above
delivery/learning
modes
18. Discussion
Discuss the aforementioned and other examples
of serious games fulfilling HCM functions
(corporate recruiting, assessment, learning,
etc.).
Are serious games best for topics requiring “3-D
reasoning”? What are examples of serious
games for “soft-skill” development?
Where do you start? A serious game is
obviously a multi-disciplinary endeavor. Who
does a company need to involve in the creation
of a game and how are teams managed?
19. Resources
Panelist Web sites:
http://www.virtualheroes.com/
http://www.dukece.com/
http://www.cbandgames.com/
Many conferences! Next up:
Learning and Entertainment Evolution Forum:
http://www.leef2009.net/
Integration w/ Games
https://letsi.org
https://letsi.org/rte