The document describes the SICER framework for guiding agile transformations. SICER stands for solidarity, integrity, commitment, excellence, and respect. It provides guidelines for the necessary processes and changes required when adopting agile methodologies. The framework aims to make transformations successful with minimum costs. It emphasizes values like employee motivation, feedback, and transparency. The document outlines various phases, meetings, and documents involved in the SICER process.
This document contains the resume of Sreeparvathi Radhakrishnan, a 27-year-old married Indian woman currently in the United Arab Emirates on a 3-month transferable visit visa. She has over 5 years of experience developing software using Microsoft technologies like ASP.NET, C#, and Entity Framework. Her experience includes working as a software developer at Speridian Technologies, YSC Engineering Services, and Ice Lab Solutions on various projects involving web development, database management, and other technologies.
This document provides information about Axl Learn, a company that provides products to enable coaching and measure its effectiveness. It summarizes Axl Learn's services and features. The document lists Axl Learn's regional offices and contact information. It then outlines Axl Learn's product which allows for competency assessment, observation scripts, action planning, and generates quantifiable scores. The product can be used for people development, measuring learning transfer, and provides benefits like improved performance and a quantifiable return on investment.
This document describes an employee performance and development plan system created using open source technologies. It discusses the functional requirements including allowing employees to view profiles, managers to create objectives and evaluate employees, and HR managers to review evaluations. It then covers the technical implementation using Java, OpenUI5, JavaScript, MySQL, and Tomcat to create responsive user interfaces and store data in a database. Finally, it concludes the open source approach is effective for implementing an HR module and allows processing to occur client-side for improved performance.
The document presents a summer internship project report on recruitment, training, and employee engagement at XYZ (P) Ltd. in Mumbai. The report includes an overview of the company, objectives of studying its HR policies, methodology used, findings on recruitment, training, and engagement policies, learning outcomes, and recommendations. Key findings include that the company sources candidates through job portals and has training plans to address skill gaps for new and existing workers. Engagement activities like weekly fun activities and an annual sports event help build relationships between management and employees. Recommendations include increasing gender diversity and streamlining the recruitment process.
This document contains a summary of Edison Karkada's work experience and qualifications. He has 12 years of experience in diagnostic healthcare operations management. He holds a BA in Economics and History and a PGDM. His work keeps him excited, motivated and challenged. His targets include augmenting customer experience, overseeing financial management, and formulating and implementing Centers of Excellence. He leads a heterogeneous team that helps achieve strategic goals like implementing standard operating procedures. The healthcare industry focuses on customer experience, customization, precision, and being technology friendly in an ever-evolving environment. His key learning is that people management is important and one should lead by example.
The two-day Working With Teams program is designed for managers to learn skills for customizing their leadership styles and addressing real issues teams face daily. The program focuses on setting goals, motivating individuals, and coaching, training, and counseling teams. It is intended for current and future managers handling teams, as well as contributors in matrix or project organizations. The program uses tools and techniques to improve key skills and positively impact team behaviors and growth. It will be led by an experienced HR professional and is offered in multiple locations in May, June, and July 2015.
This document provides an overview of THDC India Limited, a joint venture between the Government of India and Government of Uttar Pradesh. It discusses THDC's vision, mission, portfolio of projects including operational hydropower plants like Tehri and Koteshwar HEP, upcoming projects, awards received, and certifications obtained. The key points are: THDC was established in 1988 to develop the Tehri Hydro Complex and other hydropower projects. Currently, THDC has an installed capacity of 6071 MW including operational capacity of 1400 MW from Tehri and Koteshwar plants. It is working to develop conventional, non-conventional and renewable energy sources in India and neighboring countries.
This document contains the resume of Sreeparvathi Radhakrishnan, a 27-year-old married Indian woman currently in the United Arab Emirates on a 3-month transferable visit visa. She has over 5 years of experience developing software using Microsoft technologies like ASP.NET, C#, and Entity Framework. Her experience includes working as a software developer at Speridian Technologies, YSC Engineering Services, and Ice Lab Solutions on various projects involving web development, database management, and other technologies.
This document provides information about Axl Learn, a company that provides products to enable coaching and measure its effectiveness. It summarizes Axl Learn's services and features. The document lists Axl Learn's regional offices and contact information. It then outlines Axl Learn's product which allows for competency assessment, observation scripts, action planning, and generates quantifiable scores. The product can be used for people development, measuring learning transfer, and provides benefits like improved performance and a quantifiable return on investment.
This document describes an employee performance and development plan system created using open source technologies. It discusses the functional requirements including allowing employees to view profiles, managers to create objectives and evaluate employees, and HR managers to review evaluations. It then covers the technical implementation using Java, OpenUI5, JavaScript, MySQL, and Tomcat to create responsive user interfaces and store data in a database. Finally, it concludes the open source approach is effective for implementing an HR module and allows processing to occur client-side for improved performance.
The document presents a summer internship project report on recruitment, training, and employee engagement at XYZ (P) Ltd. in Mumbai. The report includes an overview of the company, objectives of studying its HR policies, methodology used, findings on recruitment, training, and engagement policies, learning outcomes, and recommendations. Key findings include that the company sources candidates through job portals and has training plans to address skill gaps for new and existing workers. Engagement activities like weekly fun activities and an annual sports event help build relationships between management and employees. Recommendations include increasing gender diversity and streamlining the recruitment process.
This document contains a summary of Edison Karkada's work experience and qualifications. He has 12 years of experience in diagnostic healthcare operations management. He holds a BA in Economics and History and a PGDM. His work keeps him excited, motivated and challenged. His targets include augmenting customer experience, overseeing financial management, and formulating and implementing Centers of Excellence. He leads a heterogeneous team that helps achieve strategic goals like implementing standard operating procedures. The healthcare industry focuses on customer experience, customization, precision, and being technology friendly in an ever-evolving environment. His key learning is that people management is important and one should lead by example.
The two-day Working With Teams program is designed for managers to learn skills for customizing their leadership styles and addressing real issues teams face daily. The program focuses on setting goals, motivating individuals, and coaching, training, and counseling teams. It is intended for current and future managers handling teams, as well as contributors in matrix or project organizations. The program uses tools and techniques to improve key skills and positively impact team behaviors and growth. It will be led by an experienced HR professional and is offered in multiple locations in May, June, and July 2015.
This document provides an overview of THDC India Limited, a joint venture between the Government of India and Government of Uttar Pradesh. It discusses THDC's vision, mission, portfolio of projects including operational hydropower plants like Tehri and Koteshwar HEP, upcoming projects, awards received, and certifications obtained. The key points are: THDC was established in 1988 to develop the Tehri Hydro Complex and other hydropower projects. Currently, THDC has an installed capacity of 6071 MW including operational capacity of 1400 MW from Tehri and Koteshwar plants. It is working to develop conventional, non-conventional and renewable energy sources in India and neighboring countries.
Performance Management and Retention Strategies Anish Aravind
CII Kerala HR & IR committee had conducted a program on Performance Management and Retention Strategies - on 18th Jan 2017.
Objective & Context
It was in April of 2015 that Marcus Buckingham and Ashley Goodall had published their Article Titled ‘Reinventing Performance Management’ in the Harvard Business Review. The popularity of this article on Neo & social media (catalyzed by Whatsapp groups in a particular) in a way confirmed that current performance management systems and approaches have failed to address it’s key objectives – Enhancing Employee Performance and Employee Engagement / Retention in Organizations.
However, the fact remains that this approach is not all that new. As a matter of fact, Marcus Buckingham himself had co-authored a book named ‘First Break all the rules’ in 1999 which introduced the special role of great managers in turning an employee’s talent into performance contributions towards their companies goals.
Prominent Indian employers in IT and services segment have set off on a new path towards Performance management in the recent past – This workshop explores the possible ways by which Kerala based companies can adopt these concepts to their Performance Management situations.
To help Kerala based companies explore a fresh path for aligning Employee performance to Organizational goals and develop them for Longer term (read Retaining performers) CII is organizing a One Day Workshop on Performance Appraisal System & Retention Strategies
Key takeaways:
At the end of the workshop participants will be able to:
• Get connected to the current approaches in Performance Management
• Understand the role of People Supervisors in Performance Management and retention
• Explore how managing Performance can be positioned as a Retention tool
• Tailor a Retention approach for their Organization
This document discusses on-the-job training (OJT) and consultancy services to help organizations implement structured OJT. It begins by listing common situations organizations face that could be addressed through OJT. It then discusses what structured OJT is, how it differs from unstructured OJT, and the benefits it provides to employees, supervisors, and the organization through standardized training. The document outlines various OJT courses and consultancy services that can help organizations set up an OJT framework, including courses for OJT managers, developers, instructors, and consultants. It positions structured OJT as an effective way to develop job-specific skills and ensure performance standards are met.
This document is a project report submitted by Chirag Varia for their Masters in E-Business program. The report details Chirag's 6-month internship at Waays & Solutions, an executive search firm. It includes sections on the company background, recruitment industry evolution, a SWOT analysis, and Chirag's work and learnings during the internship. The goal of the internship and report was for Chirag to study the company's recruitment methods and identify ways candidates can be sourced.
Supervisory Development Program - Short Durationaksahu4u
This SDP is focused towards holistic growth of supervisors and line managers through Behavioral Skill, Emotional Intelligence, Daily Work Management, PDCA, On Job Skill Assessment Techniques, TPM (Total Productive Maintenance) and Lean Methodologies.
Participants have selected one project from the above to implement in their manufacturing line.
Let us know if you require any information for comprehensive Supervisory Development Program. https://bit.ly/2Cu5pLy
Pay-for-learning programs, also known as knowledge-based pay or skill-based compensation, link wages to employees' skills and knowledge rather than their job or position. There are two main types: increased-knowledge systems based on skills in one job, and multi-skill systems based on the number of jobs an employee can perform. These programs provide benefits like a flexible workforce and increased productivity, but also have disadvantages like higher training costs. Successful programs require buy-in from employees, clear communication, and fair implementation.
The document discusses the top 5 intranet platforms for 2021: Saketa Intranet Suite, Powell 365, Beezy, Valo Intranet Suite, and Microsoft VIVA. It provides brief descriptions of each platform, noting their focuses on areas like personalization, collaboration, device adaptability, and bringing digital workplaces closer. The document concludes by offering help from Saketa to organizations still unsure which option best suits their needs.
A Study on “Job Satisfaction of Employees” was conducted in Cube Engitech Consultant Pvt. Ltd. The Primary objective of this research was to find the level of satisfaction of employees in the organization. The study was done as a part of descriptive research. Convenience sampling technique was used for selecting the sample. The primary data was collected by the means of a questionnaire. The secondary data was poised from the company records and websites. A structured questionnaire was circulated within fifty employees and the data collected was based on the same. Chi-square test and Likert scale method was used to analyze the data. Supreme care has been taken from the beginning of the preparation of the questionnaire up to the analysis, findings and suggestions. The analysis conducted lead to the conclusion that majority of the employees are satisfied. Dissatisfaction with locus to some of the factors was also reported. It was also found that dissatisfaction among employees will adversely affect the work performance and productivity of the organization. Valuable suggestions and recommendations are also made to the company for the better prospects based on the results derived.
AN EMPLOYEE PERCEPTION TOWARDS HR PRACTICESYOGESH KUMAR
This study primarily tells about the various perception levels of the working human forces categorized under varying aspects of the standpoint policies of any management organization..The study essentially focuses on two majorly occurring HR practices namely PA and T&D...
eXampleCG Balanced Scorecard Training At Bangalore Feb 2010 HighlightsPartner
eXample Consulting Group held a two-day Balanced Scorecard training and certification workshop in Bangalore, India in February 2010. The workshop helped participants learn how to relate the Balanced Scorecard framework to organizational strategy and objectives. Participants provided positive feedback and said the workshop improved their strategic thinking and was applicable to their work. eXample Consulting Group awarded certificates to all participants who passed an assessment test.
The document contains two questionnaires, one for managers/officers (Part 1) and one for employees (Part 2). The questionnaires ask about various aspects of training programs at the respondent's organization such as the types of training provided, the perceived benefits of training, how training supports career and organizational goals, and evaluations of training quality and effectiveness. The questions are to be answered by ticking yes or no responses. The purpose is to conduct a study on the effectiveness of human resource training at Hedge Equities.
This document discusses Spectrum's use of CIS-Assessment online training and assessments to induct and train staff. Spectrum uses the CIS-Assessment pre-interview to assess candidates and during new staff induction over 12 weeks to identify training needs. Managers use the assessments during supervision to focus on areas needing development. CIS-Assessment reduces training costs by avoiding duplicate training, reducing travel time, and allowing staff to learn at their own pace. Both managers and staff agree it is a more effective way of working than previous face-to-face only training methods.
Brochure on Training , Courses & other HR Services Nizufer Ansari
Hi Dear Friends,
This is our brochure on Training , Distance Learning Courses for HR Professionals & other HR Services. go through our Brochure and feel free to contact us for any query mail at hrdc@hrdc.in
As one of the largest aggregators of Trainers and Training Venues we provide for organizations, composite packaged solutions which enable them to enable their employee Learning & Development at Low Cost.
We work with some of the largest corporate in India and abroad
This document is a human resource management assignment submitted by a student. It discusses problems occurring on a remote construction site for a 3km tunnel project, such as absenteeism, quarrels, drinking and accidents. The main causes are identified as lack of infrastructure, hygiene, safety practices and motivation. Recommendations are provided to address these issues, including improving housing, medical facilities, discipline, safety training and creating social activities to boost morale. Motivational techniques are also suggested to reduce absenteeism and turnover rates that are lowering productivity. The assignment emphasizes the importance of proper planning, facilities and worker welfare to successfully complete projects in difficult field conditions.
This curriculum vitae summarizes Shahwar Siddiqui's work experience and qualifications. She has over 4 years of experience working in finance and accounting roles for Genpact and Just Dial Ltd. Currently, she works as a Lead Reconciler for Genpact, performing bank and ledger reconciliations for Allstate. She has received several awards and certifications for her work in accounting, finance, and customer service. Shahwar holds an MBA in Finance and Human Resources and is proficient in MS Office applications.
Digitalisation has impacted the value of different skills in many industries. The search for digital talent to implement all kinds of enterprises' digital business strategies have been a constant challenge and a delicate balance between cost and value. Since Artificial Intelligence and Automation are certain to play important roles in our workforce, every organisation is looking at how to fully optimise the potential of human and machines working together to unleash new value for the businesses. This talk will cover topics on impact of Digitalisation on Skills, leverage on the Diversity in Digital Talent Pools, Job Redefined To Unleash New Value and redesign Talent Strategy for Digital Age.
IRJET- Employee Empowerment in Manufacturing UnitIRJET Journal
Employee empowerment is important for increasing productivity in manufacturing units. It involves giving employees authority and responsibility to make decisions and complete tasks efficiently. Training helps develop employee skills and career growth. An empowering work environment maintains effective communication, encourages teamwork and innovation, recognizes performance, and clearly defines roles and responsibilities. Empowered employees improve problem-solving abilities and decision making, leading to increased productivity and customer satisfaction for the organization.
The document discusses health and safety (H&S) training in the workplace. It outlines that H&S training is designed to give employees insight into UK legislation and the responsibilities of both employers and employees. The training emphasizes H&S tools to reduce incidents and raise awareness of workplace dangers. Delivering effective H&S training requires involvement from the entire workforce and covers topics like safety equipment, fire procedures, accident reporting, and more. Resources needed are minimal, primarily requiring classroom space and training materials. The success of H&S training relies on cooperation between employers, employees, and training providers.
User Centric HR New Approach To Delivering ValueLearningCafe
The document discusses a new approach for HR to be more employee-centric called User Centered HR Design. This approach focuses on putting employees' needs and wants at the center of HR practices and policies. It advocates scrapping long-standing HR best practices in favor of gathering direct employee feedback. User Centered Design uses techniques like Agile and Design Thinking to understand total workforce needs and deliver more value. The goal is to reduce organizational friction and improve employee engagement by starting with what employees actually want rather than what businesses assume they need.
Gautam Chauhan is seeking a position in finance, accounts, and taxation. He has over 5 years of experience working in accounts payable and ensuring tax compliance for L&T MHPS Boilers Pvt Ltd. He handles vendor payments, statutory taxes, SAP systems, and provides financial reporting. He has expertise in direct and indirect taxation, ERP software, and achieving cost savings and on-time vendor payments. He holds an MBA in Finance and is a qualified CA and IPCC professional.
Pese a que aquel espacio fue mancillado por unos políticos ingenuos o perversos y el sueño acabó en una guerra fratricida, la república siempre será como ese primer amor que pudo ser y no fue. Para viajar hacia esa república, isla desierta o balneario de alta montaña, hay que sobrevolar una nube apestosa, pero una vez allí podrás respirar un poco de aire puro este domingo de primavera
Performance Management and Retention Strategies Anish Aravind
CII Kerala HR & IR committee had conducted a program on Performance Management and Retention Strategies - on 18th Jan 2017.
Objective & Context
It was in April of 2015 that Marcus Buckingham and Ashley Goodall had published their Article Titled ‘Reinventing Performance Management’ in the Harvard Business Review. The popularity of this article on Neo & social media (catalyzed by Whatsapp groups in a particular) in a way confirmed that current performance management systems and approaches have failed to address it’s key objectives – Enhancing Employee Performance and Employee Engagement / Retention in Organizations.
However, the fact remains that this approach is not all that new. As a matter of fact, Marcus Buckingham himself had co-authored a book named ‘First Break all the rules’ in 1999 which introduced the special role of great managers in turning an employee’s talent into performance contributions towards their companies goals.
Prominent Indian employers in IT and services segment have set off on a new path towards Performance management in the recent past – This workshop explores the possible ways by which Kerala based companies can adopt these concepts to their Performance Management situations.
To help Kerala based companies explore a fresh path for aligning Employee performance to Organizational goals and develop them for Longer term (read Retaining performers) CII is organizing a One Day Workshop on Performance Appraisal System & Retention Strategies
Key takeaways:
At the end of the workshop participants will be able to:
• Get connected to the current approaches in Performance Management
• Understand the role of People Supervisors in Performance Management and retention
• Explore how managing Performance can be positioned as a Retention tool
• Tailor a Retention approach for their Organization
This document discusses on-the-job training (OJT) and consultancy services to help organizations implement structured OJT. It begins by listing common situations organizations face that could be addressed through OJT. It then discusses what structured OJT is, how it differs from unstructured OJT, and the benefits it provides to employees, supervisors, and the organization through standardized training. The document outlines various OJT courses and consultancy services that can help organizations set up an OJT framework, including courses for OJT managers, developers, instructors, and consultants. It positions structured OJT as an effective way to develop job-specific skills and ensure performance standards are met.
This document is a project report submitted by Chirag Varia for their Masters in E-Business program. The report details Chirag's 6-month internship at Waays & Solutions, an executive search firm. It includes sections on the company background, recruitment industry evolution, a SWOT analysis, and Chirag's work and learnings during the internship. The goal of the internship and report was for Chirag to study the company's recruitment methods and identify ways candidates can be sourced.
Supervisory Development Program - Short Durationaksahu4u
This SDP is focused towards holistic growth of supervisors and line managers through Behavioral Skill, Emotional Intelligence, Daily Work Management, PDCA, On Job Skill Assessment Techniques, TPM (Total Productive Maintenance) and Lean Methodologies.
Participants have selected one project from the above to implement in their manufacturing line.
Let us know if you require any information for comprehensive Supervisory Development Program. https://bit.ly/2Cu5pLy
Pay-for-learning programs, also known as knowledge-based pay or skill-based compensation, link wages to employees' skills and knowledge rather than their job or position. There are two main types: increased-knowledge systems based on skills in one job, and multi-skill systems based on the number of jobs an employee can perform. These programs provide benefits like a flexible workforce and increased productivity, but also have disadvantages like higher training costs. Successful programs require buy-in from employees, clear communication, and fair implementation.
The document discusses the top 5 intranet platforms for 2021: Saketa Intranet Suite, Powell 365, Beezy, Valo Intranet Suite, and Microsoft VIVA. It provides brief descriptions of each platform, noting their focuses on areas like personalization, collaboration, device adaptability, and bringing digital workplaces closer. The document concludes by offering help from Saketa to organizations still unsure which option best suits their needs.
A Study on “Job Satisfaction of Employees” was conducted in Cube Engitech Consultant Pvt. Ltd. The Primary objective of this research was to find the level of satisfaction of employees in the organization. The study was done as a part of descriptive research. Convenience sampling technique was used for selecting the sample. The primary data was collected by the means of a questionnaire. The secondary data was poised from the company records and websites. A structured questionnaire was circulated within fifty employees and the data collected was based on the same. Chi-square test and Likert scale method was used to analyze the data. Supreme care has been taken from the beginning of the preparation of the questionnaire up to the analysis, findings and suggestions. The analysis conducted lead to the conclusion that majority of the employees are satisfied. Dissatisfaction with locus to some of the factors was also reported. It was also found that dissatisfaction among employees will adversely affect the work performance and productivity of the organization. Valuable suggestions and recommendations are also made to the company for the better prospects based on the results derived.
AN EMPLOYEE PERCEPTION TOWARDS HR PRACTICESYOGESH KUMAR
This study primarily tells about the various perception levels of the working human forces categorized under varying aspects of the standpoint policies of any management organization..The study essentially focuses on two majorly occurring HR practices namely PA and T&D...
eXampleCG Balanced Scorecard Training At Bangalore Feb 2010 HighlightsPartner
eXample Consulting Group held a two-day Balanced Scorecard training and certification workshop in Bangalore, India in February 2010. The workshop helped participants learn how to relate the Balanced Scorecard framework to organizational strategy and objectives. Participants provided positive feedback and said the workshop improved their strategic thinking and was applicable to their work. eXample Consulting Group awarded certificates to all participants who passed an assessment test.
The document contains two questionnaires, one for managers/officers (Part 1) and one for employees (Part 2). The questionnaires ask about various aspects of training programs at the respondent's organization such as the types of training provided, the perceived benefits of training, how training supports career and organizational goals, and evaluations of training quality and effectiveness. The questions are to be answered by ticking yes or no responses. The purpose is to conduct a study on the effectiveness of human resource training at Hedge Equities.
This document discusses Spectrum's use of CIS-Assessment online training and assessments to induct and train staff. Spectrum uses the CIS-Assessment pre-interview to assess candidates and during new staff induction over 12 weeks to identify training needs. Managers use the assessments during supervision to focus on areas needing development. CIS-Assessment reduces training costs by avoiding duplicate training, reducing travel time, and allowing staff to learn at their own pace. Both managers and staff agree it is a more effective way of working than previous face-to-face only training methods.
Brochure on Training , Courses & other HR Services Nizufer Ansari
Hi Dear Friends,
This is our brochure on Training , Distance Learning Courses for HR Professionals & other HR Services. go through our Brochure and feel free to contact us for any query mail at hrdc@hrdc.in
As one of the largest aggregators of Trainers and Training Venues we provide for organizations, composite packaged solutions which enable them to enable their employee Learning & Development at Low Cost.
We work with some of the largest corporate in India and abroad
This document is a human resource management assignment submitted by a student. It discusses problems occurring on a remote construction site for a 3km tunnel project, such as absenteeism, quarrels, drinking and accidents. The main causes are identified as lack of infrastructure, hygiene, safety practices and motivation. Recommendations are provided to address these issues, including improving housing, medical facilities, discipline, safety training and creating social activities to boost morale. Motivational techniques are also suggested to reduce absenteeism and turnover rates that are lowering productivity. The assignment emphasizes the importance of proper planning, facilities and worker welfare to successfully complete projects in difficult field conditions.
This curriculum vitae summarizes Shahwar Siddiqui's work experience and qualifications. She has over 4 years of experience working in finance and accounting roles for Genpact and Just Dial Ltd. Currently, she works as a Lead Reconciler for Genpact, performing bank and ledger reconciliations for Allstate. She has received several awards and certifications for her work in accounting, finance, and customer service. Shahwar holds an MBA in Finance and Human Resources and is proficient in MS Office applications.
Digitalisation has impacted the value of different skills in many industries. The search for digital talent to implement all kinds of enterprises' digital business strategies have been a constant challenge and a delicate balance between cost and value. Since Artificial Intelligence and Automation are certain to play important roles in our workforce, every organisation is looking at how to fully optimise the potential of human and machines working together to unleash new value for the businesses. This talk will cover topics on impact of Digitalisation on Skills, leverage on the Diversity in Digital Talent Pools, Job Redefined To Unleash New Value and redesign Talent Strategy for Digital Age.
IRJET- Employee Empowerment in Manufacturing UnitIRJET Journal
Employee empowerment is important for increasing productivity in manufacturing units. It involves giving employees authority and responsibility to make decisions and complete tasks efficiently. Training helps develop employee skills and career growth. An empowering work environment maintains effective communication, encourages teamwork and innovation, recognizes performance, and clearly defines roles and responsibilities. Empowered employees improve problem-solving abilities and decision making, leading to increased productivity and customer satisfaction for the organization.
The document discusses health and safety (H&S) training in the workplace. It outlines that H&S training is designed to give employees insight into UK legislation and the responsibilities of both employers and employees. The training emphasizes H&S tools to reduce incidents and raise awareness of workplace dangers. Delivering effective H&S training requires involvement from the entire workforce and covers topics like safety equipment, fire procedures, accident reporting, and more. Resources needed are minimal, primarily requiring classroom space and training materials. The success of H&S training relies on cooperation between employers, employees, and training providers.
User Centric HR New Approach To Delivering ValueLearningCafe
The document discusses a new approach for HR to be more employee-centric called User Centered HR Design. This approach focuses on putting employees' needs and wants at the center of HR practices and policies. It advocates scrapping long-standing HR best practices in favor of gathering direct employee feedback. User Centered Design uses techniques like Agile and Design Thinking to understand total workforce needs and deliver more value. The goal is to reduce organizational friction and improve employee engagement by starting with what employees actually want rather than what businesses assume they need.
Gautam Chauhan is seeking a position in finance, accounts, and taxation. He has over 5 years of experience working in accounts payable and ensuring tax compliance for L&T MHPS Boilers Pvt Ltd. He handles vendor payments, statutory taxes, SAP systems, and provides financial reporting. He has expertise in direct and indirect taxation, ERP software, and achieving cost savings and on-time vendor payments. He holds an MBA in Finance and is a qualified CA and IPCC professional.
Pese a que aquel espacio fue mancillado por unos políticos ingenuos o perversos y el sueño acabó en una guerra fratricida, la república siempre será como ese primer amor que pudo ser y no fue. Para viajar hacia esa república, isla desierta o balneario de alta montaña, hay que sobrevolar una nube apestosa, pero una vez allí podrás respirar un poco de aire puro este domingo de primavera
Jason Ho's portfolio includes summaries of several projects he worked on throughout his education. Some of the projects include Drona, a self-healing package delivery drone; Huron, a minimalist dining chair made of birch; Tech-Hub, a charging station for classroom devices; Halo, a smart LED lamp connected to the internet of things; and LibertyBox, a bus shelter design inspired by Toronto's Liberty Village neighborhood. For each project, the summary provides the project name, brief description, partner names, project status, duration and year.
This document is a curriculum vitae for Cesar Villamin Jr. applying for the position of Chief Mate/DPO. It provides his personal details such as name, date of birth, nationality, and contact information. It also outlines his educational background including a Bachelor's degree in Marine Transportation, licenses and certificates held, sea service experience working on various vessels over 25 years, and training undertaken.
Las chicas y chicos, menores de edad, que utilizan las redes sociales, no sólo pueden ser víctimas de pedófilos y redes de trata sino que ya habría casos de niñas que desde los 7 años practican el denominado "sexting", una modalidad para compartir fotos personales en poses eróticas y semidesnudas.
"El sexting debe ser tomado en serio por la sociedad, los niños tienen acceso total a internet, y allí está absolutamente naturalizada la exposición erótica y hasta pornográfica, muchas veces mediante el accionar de adultos que manipulan, coaccionan y hasta obligan mediante amenazas a los usuarios menores de edad a tomarse fotos. El "sexting" es una práctica arraigada entre jóvenes del mundo entero en la que comparten fotos íntimas, semidesnudos, con actitudes sugerentes. Días pasados, el periódico inglés The Times publicó un informe explicando cómo niñas y niños en edad escolar, algunos de tan sólo siete años, son víctimas de la peligrosa "moda".
This presentation highlights government taxation and spending as part of delivery of social programs to Canadians. The presentation with discuss austerity measures, value for money, net debt, gap action and sustainability.
HHS Extends Transition Policy for Non-ACA Compliant Health Plansntoscano50
On Feb. 29, 2016, the Department of Health and Human Services (HHS) extended an existing transition policy for certain health plans that do not comply with the Affordable Care Act (ACA) for an additional year, to policy years beginning on or before Oct. 1, 2017.
In states that allow it, this transition policy gives health insurance issuers the option of renewing current policies for current enrollees without adopting all of the ACA’s market reforms that took effect in 2014. Originally announced on Nov. 14, 2013, the transition policy was intended to apply in 2014 only. However, it was previously extended for two years, to policy years beginning on or before Oct. 1, 2016...
Jesús es el Buen Pastor que cuida de sus ovejas, los niños, y los guía por el buen camino. Jesús promete alimentar y dar vida eterna a sus ovejas a través de la Eucaristía. Los niños solo deben escuchar la voz de Jesús y confiar en él.
Evaluation Question 3: Open Questionnaire ResultsCorySmith25
This document contains responses from a questionnaire about the cover and page 2 layout of a newspaper product. For the cover, respondents liked the easy to understand layout and color scheme but some disliked the football image. For page 2, responses were positive about the easy to follow layout and contents bar, but some felt the headline was too cramped. Overall, favorite parts included the article, layouts and color scheme, while least favorite parts were cramped text and images.
This document contains personal and educational information about Mohammed Gamil Khair Eldin. It details his work experience as an Oracle OPM Consultant for Middle East Glass Manufacturing Company since 2007. It outlines his responsibilities in analysis, solution design, system setup, parameterization, training, testing, and post-production support for Oracle ERP solutions like Oracle Process Manufacturing and Oracle Financials. It also lists his skills in Oracle applications, soft skills, and languages.
This document provides instructions for educators on how to start using Twitter to build a personal learning network (PLN). It outlines the basic steps of creating an account, exploring topics of interest, and how to like, send, and retweet tweets. Examples are given of education-focused Twitter accounts and search terms to find digital citizenship resources and connect with other teachers. The goal is to help educators get started and have fun discovering Twitter's capabilities for professional learning and networking.
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2. Why SICER ?
In Agile for doing transformation, we have Many popular Methodologies ? Like SCRUM ,Kanban,XP,Lean,..
Every Methodology talks about Certain Specific area ,But it wont talk about the changes which we need to make parallel in
the organization if we are implementing a particular methodology, And also we don’t have any particular time tested
guidelines which we can use for Transformation So here comes the SICER,
So What Is SICER ?
SICER is a Agile Framework ,which Guides all the necessary Processes required for Transformation for Software
Organizations.
SICER stands for
S = Solidarity
I= Integrity
C= Commitment
E= Excellence
R=Respect
Based on the above Core values of SICER ,We use the Agile Manifesto according to our Commitments, SICER is
a Framework which Prepares ,Establishes and Make Matured Processes for making an agile Transformation successful by
making all the required changes happen in a minimum cost to Organization ,Means All Startup's and Medium sized
Companies can now reap the fruits of Agile through SICER .
3. Based On the Core Values Of SICER , We follow the Agile Manifesto
Solidarity
We Bind Together As One Team
Integrity
We Do The Right Thing
Commitment
We Keep Our Word
Excellence
We Give Our Best
Respect
We Value Each Other
In The SICER Framework,
Employee Motivation, Employee Feedback, and Transparency are the Secret Recipe’s of the
Organizations Success.
4. Agile SICER Framework is a Silver Bullet for Agile Transformation
I wish this is True - but it isn't. You can fail just as spectacularly on an Agile transformation project if we don’t follow the
principles. But here You'll fail faster as you will be using Agile (due to the transparency and visibility it brings) but
unfortunately it's not a silver bullet or an excuse to stop thinking.
Myth & Fact Of SICER
5. 1. UNDERSTAND AGILE SICER METHODS AND THEIR BENEFITS.
3. BELIEVE IN THE CHANGE.
4. FUND FOR EXPERIMENTING.
5. EMPOWER THE PROCESS AND BUSSINESS LEADER'S.
6. ACTIVELY PARTICIPATE IN DEVELOPMENT.
7. ENCOURAGE TECH AWARENESS OF BUSINESS DOMAIN EXPERTS.
8. GEAR UP TO TAKE IN MORE FROM THE TECH TEAMS.
9. REWARD SUCCESS BUT DON'T PENALIZE INITIAL SETBACKS.
10. COMMUNICATE AND FOSTER ADOPTION WITHIN BUSINESS TEAMS.
11. DEMAND FASTER VALUE DEMONSTRATION !
Things Which BUSINESS LEADERSHIP Should Do To HELP The Company To
Successfully Travel The AGILE Transformation.
2. CREATE AN AGILE GOVERNANCE BODY.
6. Consider creating an Agile GB to enhance and scale capabilities in applying Agile processes and
practices to deliver business value when strategic objectives or critical capabilities in an enterprise
require ongoing focus and specialty skills. Growing an Agile GB from scratch cannot happen overnight.
The following steps can initiate the Agile GB:
Gain support at the right level with a focus on delivering value
Identify people for leadership and other key roles that are passionate about deepening their skills and
delivering results using them
Document and share skills and methods; get training and mentoring where skills fall short
Apply the skills in pilot projects that are important to the enterprise while mentoring others to expand
the capabilities
Put in place output measures that track results delivered
Formalize the team, integrate it with strategic planning, and expand it across the organization
Continue to improve, adapt, and advance capabilities
Importance of
AGILE GB
All the Agile GB Activities should be defined in a SICER Process Guide.
8. Most Important Waste is
Intellectual Waste
Some of the reasons for Intellectual Waste :-
1. Employees know that knowledge is power.
2. Sharing knowledge wont be rewarded.
3. Employees cannot evaluate their knowledge.
4. The opinions of non college graduates are
ignored.
5. People don't know each other enough to build
relations to trust each other.
11. 1. The Team Size Should Be Small So that the Team Members can be more Collaborative and Manageable.
2. The Team Commitment Period should be Short.
3. The Team Should Use Automation Tools for Testing , Not Only this We should use Tools Where ever it reduces
Time.
4. The Team Should use TFS or other related software for Continuous Integration.
5. In the Commit Phase the Team Should get their Commitments Acceptance Criteria from the Testers first.
6. There should be Work In Progress Limit ,And this Limit Should Be decided by the Team.
7. Activities should be done by Pair Programming when ever its Necessary.
8. We have to first go to a customer and collect the Minimum Viable Product and also we have to find out the Pain
Points ,How they want it to be Addressed and in what Time Period, and based on the info
gathered we need to keep frequent Thought Meetings regularly with continuous customer interaction.
9. We have to give more importance to Actionable Working Hours for Planning and Estimation.
10. We wont have any minimum or maximum time limit for the meetings.
11. If they are Multiple Teams Working on one Product Backlog then we need to form a Integration Team Of
Business Owner, Process Owner and Technical leader for Resolving Interdependencies and Other
Impediments , And For this they need to Keep a Feedback Meeting for discussing about them.
How we do Things in SICER for Reducing Waste
12. Another Way Of reducing Waste in SICER
Another way of reducing Waste is to use Value Stream Mapping ,
If this technique it self takes more time means use Flow Charts and Draw the entire Process Flow
Now Test And allocate the actual time in each and every step ,Now go through the entire process
and Find and analyze why its taking that much time, Now try to reduce it.
13. Continuous Learning in SICER
In the SICER Framework,
1.The Continuous learning should be done through emails, Means instead of spending separate time
on learning activities .Daily few mails will be sent to all the employees about Leadership ,
Integrity , Compliance . We repeat the same process daily These emails contain Cut Short Information
which employees can use as Information Radiators for Continuous Improvement in a Cost Effective
Manner.
2.The Continuous learning should be done through Continuous Learning by go throughing free
Courses in a Cost Effective Manner.
14. Sno Course Name Need Of this Course Where We can Take this Course Level
Hours Needed
1
Achieve More in Less Time Using SMART Goals
Use a proven goal setting approach to increase your productivity,
leadership and management skills. Achieve more today.
www.udemy.com Beginner
1 Hours
2
Internal Communication Methods - Strategy
and Tactics
A guide to Internal Communication methods, tactics & channels & when
and how to use them to maximum advantage.
www.udemy.com Beginner
2 Hours
3
How to use positive thinking to be more
successful. DEMO
Learn how to get what you want out of life by thinking with a positive
manner.
www.udemy.com Beginner
1 Hours
4
How to overcome fears How to heal and remove common fears www.udemy.com Beginner
2 Hours
5
The Art of Developing Self-Awareness
A step-by-step guide to greater happiness, success & self-esteem by
activating positive change from the inside out.
www.udemy.com Beginner
1 Hour
6
Improve your world and life with Hypnosis
Change your perception of the world to having your glass half full with
natures gift hypnosis for more happiness in life
www.udemy.com Beginner
1 Hours
7
Culture | How to Support Team Culture
Understand how to create an atmosphere that has a sense of team for a
diverse group of people
www.udemy.com Beginner
1 Hour
8
The Power Of Questions
Questions can flip your life around real easy? Empower your life NOW by
always asking the right questions.
www.udemy.com Beginner
2 Hours
9
Professional Communication Essentials
Fundamentals of communicating in the workplace, including effective
email and letter-writing techniques, and web search.
www.udemy.com Beginner
1 Hours
10
How To Double Your Productivity By Tomorrow
Morning
12 counter-intuitive steps to double your productivity by tomorrow
morning and master time management
www.udemy.com Beginner
2 Hours
Details Of Free Courses
15. IDENTIFYING ORGANIZATIONAL CHANGE
For Bringing an Agile Transformation Every organization has to Look into the Below Mentioned things
with Out Fail
VISION+SKILLS+INCENTIVES+RESOURCES+ACTION PLAN
Then ORGANIZATIONAL Change Happens With Out Fail, Other wise It brings Below Chaos in the
Organization.
Vision Skills Incentives Resources Action Plan Change Good Indicator
Vision Skills Incentives Resources Action Plan Confusion Bad Indicator
Vision Skills Incentives Resources Action Plan Anxiety Bad Indicator
Vision Skills Incentives Resources Action Plan Resistance Bad Indicator
Vision Skills Incentives Resources Action Plan Frustration Bad Indicator
Vision Skills Incentives Resources Action Plan False Starts Bad Indicator
IDENTIFYING ORGANIZATIONAL CHANGE
And If in Case If we Find Multiple Things are Missing and if we don’t fix them ,Means it will Bring a Chaos
in the Organization.
16. Fixed Mindset Vs. Agile Mindset
An Agile Mind-set
Ability to Grow
Goal is to Learn
Embrace Challenge
Failure provides Learning Opportunity
Effort is for Path of Mastery
Reaction to Challenge is Resilience
An Fixed Mind-set
Ability-Fixed, like Height
Goal-Look good
Challenge-Avoid
Failure-Defines a person’s identity
Effort-For people without talent
Reaction to Challenge-Helplessness
Agile Mind-set is the differentiator between ‘Doing’ Agile and ‘Being’ Agile
17. AGILE MINDSET ENABLERS
Demonstrate Culture Change At The ‘Top’
•Be Transparent
•Don’t treat People as ‘resources’
•Practice ‘Servant Leadership’
Redefine Success Criteria
•Focus on Delivery of Value
•Ask for the ‘Right’ information
•Bring Accountability at Team level
Encourage Continuous Improvement
•Enable Fast and Regular Feedback
•Spur Positive Disruptions
•Celebrate Successes
Make Changes at Org. Level
•Modify Appraisal Process
•Have People Friendly Policies
•Align the entire Organization
Address Middle Management Insecurities &
Concerns
•Help bring out in open
•Help them to visualize the benefits of their new
role
•Pair with Transformed Managers
18. AGILE MINDSET INDICATORS
1. Teams look at Failure as Learning Opportunity.
2. People Are ‘Intrinsically’ Motivated.
3. Teams welcome Diversity of Thought.
4. People Are having Fun At Work.
5. Teams Are Working at Sustainable Pace.
6. Teams are ready to Embrace Change.
7. Teams Practice ‘Brutal’ Transparency.
8. People have Urge to Communicate & Collaborate.
9. People Willingly Share Knowledge.
10.Teams Themselves Observe Anti Patterns
19. In the SICER Framework, We Will be having
1.Team Info & Assessment Document
2.Commitments Document
3.Commitments Work Break Down Document
4.Commitments Progress Document
5.Commitments Impediments Document
6.Commitments Technical Issues & Architecture Document
7.Commitments Review Document
8.Maturity Feedback Document
9.SICER Process Conflict Form
10.Commitments Appraisals Form
11.SICER Meeting Minutes Form
All the SICER Framework Activities SHOULD be defined in a SICER Process Guide.
Documents in SICER
20. In Agile we hear this jargon "CROSS FUNCTIONAL TEAM" lot of times so By the way what is a cross functional
team !!! In Agile SICER Framework every event and task is exactly time boxed. Because of this a team formed for working In a
traditional waterfall model may not achieve their goals because of their Team Structure.so for this we use the concept of a cross
functional team . So what is it exactly ?
This is a Single Super Team where different teams of developers ,testers , business analysts and others form like a single team
and collaborate each other effectively by sharing their views and by helping each other in achieving the sprint goals starting
from requirements gathering to the time its deployed .So does this mean that if you club different teams into one team then we
can call that team as a cross functional team. Theoretically yes , but for the successful execution of the project in the Agile
SICER Framework the team members should posses some basic qualities and necessary technical knowledge. Then only the
project will be successful otherwise though if we follow the SICER Framework rules then also it will fail and then at end as a last
resort we use a Fish Bone diagram for finding the root cause of the failure.
So every team member should posses these below basic qualities
1.He or she should have required technical knowledge and show enthusiasm to learn new technologies when necessary.
2.He or she should know and use only One common language for communicating among the other team members is
necessary.
3.He or she should be collaborative and help others.
4.He or she should be self motivated ,organized , transparent and disciplined.
And if the cross functional team posses these qualities then we can say that we formed a cross functional team with assured
success of the project.
Self Organized Dedicated-Cross Functional Team in SICER
21. The Success Mantra For Hiring a Agile Team is that the HR Team have to follow few
things means they have to keep few tests for the Team members for checking whether He / She really have the Agile
Attitude which is the key for the overall success of the Project.
So what is “Agile Attitude” In General Terms It means He / She have to be
“ A Part of owning the Rapid Changes and in doing so they have to be
Adaptable to the Situations aroused with a Positive Outlook in a Disciplined , Collaborative and
Transparent Perception by Showing Respect to Others. ”
The Agile Coach with the Help of the Hiring Team have to check these Qualities while Selecting the Team Members .So
How do we need to check these qualities:-
1.Group Discussion:-
Keep a Group Discussion In this discussion see how they are communicating in a Team and also check whether they are
showing Positive Outlook in that discussion .
2.Team Task:-
Organize a Team Task and in this task check whether they are taking initiatives according to the changing plans or not and
also check how they are coordinating with the other Team members in achieving the team goal.
So by these tests we can find whether a team member has the Agile Attitude or Not.
3.System Test:-
Keep a System Test on the area which they are needed.
Success Mantra For Hiring a Agile Team in SICER
22. In the Decide Phase we keep Thought Meetings and then we keep Team Assessment Meeting to decide
the Team Members which should be a Dedicated Cross Functional Team.
First ,In the Commitment Phase we Keep Business Clarity meeting to analyze the Enhancements
and in the Commitment Meeting the team will Freeze the requirements ,In this Meeting the Team will Give
the Work Breakdown Structures for all the requirements in a Project .
Secondly , In this Phase we use meetings Like Commitment Progress Meeting
and Business Clarity Meeting for resolving Business related doubts of Developers and Testers after this
according to our needs we Keep a Future Release Commitment Planning Meeting.
In the Explore Phase we do Commitment Review Meeting for taking Approval on the developed s/w
and also at the end we keep a Maturity Feedback Meeting
for making these 3 Phases Matured.
1.Decide Phase
2.Commit Phase
3.Explore Phase
Phases in SICER
24. Meetings in SICER
In SICER Framework We wont have any minimum or maximum time limit for the meetings.
1.Thought Meeting :- In this meeting team analyze and share their thoughts among the team members, And
In this meeting any one can Participate according to the need.
2.Team Assessment Meeting :- In this meeting Technical Manager ,Business Owner ,Process Owner and
Team Manager will decide what Assement should be kept to decide the team.
3.Business Clarity Meeting :- In this Meeting Business Leader will clarify about the commitments to the
team members, And In this meeting all roles except Team Manager remaining all should be present.
4.Commitment Meeting :- In this Meeting Team play a Planning Poker Game and give estimation through
work breakdown structure , And In this meeting Process Owner ,Technical Manager and Team should be
present.
5. Commitment Progress Meeting :- In this Meeting Team will discuss about what they have done
yesterday what they are going to do this day and they need to talk about the impediments if any , And In this
meeting Process Owner ,Technical Manager and Team should be present
25. 6.Future Release Commitment Planning Meeting :- In this Meeting Team
will discuss about the future Commitments, And In this meeting all roles except
Team Manager remaining all should be present.
7.Commitment Review meeting :- In this Meeting team give demo to the
Business owner, And In this meeting all roles except Team Manager remaining
all should be present.
8.Commitment Feedback Meeting :- In this Meeting team along with
Business owner ,Process Owner , Team Manager and Technical Manager sit
along with the team to discuss about the Process Maturity.
Meetings in SICER
28. Who can become a Business Owner ?
Business Owner is a part of the team and should hence be available as
much as possible to the team [close to 100%]. Hence, BO can only be
someone who is available to the team 100% of the time.
Business Owner needs to understand the big picture – the
philosophical as well as practical aspects of what is being built.
This would often require excellent domain knowledge.
Business Owner should know what will work – hence, exposure to
marketing and sales is important. This is also often called Voice
of the Customer. Basically, Business Owner should deeply
empathize with customers – their needs, their frustrations and
their wishes.
Availability
Domain Knowledge
Voice Of Customer
Agile Knowledge
He Should have Agile Knowledge.
29. Who can become a Process Owner?
Servant Leader
He Should act like a Servant Leader and Facilitate TM in All the
People Management Activities and resolve all the Impediments, the Primary responsibility
of the PO is to make the Process matured by reducing Waste.
Process Owner is a part of the team and should be always
available to the team [100%].
Availability
30. Who can become a Team Manager?
Team Manager should know Management 3.0 techniques.
Technology HR Specialist
Every Team Manager is a part of the team and so they should be always
available to the team [100%].
Availability
Agile Knowledge
Team Manager Should have Agile Knowledge.
31. Who can become a Technical Manager?
Technical Manager should know technology – programming and
they should actively involve in the Architecture and other
Technical Issues.
Technology Specialist
Every Technical Manager is a part of the team and so they should
be always available to the team [100%].
Availability
Technical Manager needs to understand the big picture – the
philosophical as well as practical aspects of what is being built.
Domain Knowledge
Agile Knowledge
Technical Manager Should have Agile Knowledge.
32. Who can become a Team Member?
Team Member should know both technology – programming, UI,
QA is required .
Technology Specialist
Every Team Member is a part of the team and so they should be always
available to the team [100%].
Availability
Team Member needs to understand the big picture – the
philosophical as well as practical aspects of what is being built.
Domain Knowledge
Agile Knowledge
Team Member Should have Agile Knowledge.
33. The SICER Framework,
The Employee Appraisals are done by the Employees Themselves in the Form of 360 Degrees Feedbacks.
The Process Owner along with Business Owner and Technical Manager Observes the Fairness of the execution
of the 360 Degrees Feedbacks.
In this Process The Technical Manager Checks the Individual Technical Learning Skills
Business Owner Checks the Project Goals Of the Team has been Achieved Or Not
Process Owner Checks the Integrity , Compliance and Cultural Space.
Appraisal Process in SICER
34. Culture in its purest form is Morals and Values .
So, Culture is simply How we do things in a Ethical Manner which is acceptable by Every One.
Then How is Culture linked to Agile SICER Framework Transformation of an Organization ?
Is it a new kind of Revolution which is taking Place in the 21st Century.
Yes ,As Agile SICER Philosophy is Completely Based on the True Morals & Values of Life like
Honesty,Cooperation,Motivation, and Freedom. So, In Simple Terms Agile SICER Philosophy Is all about
" Achieving a Organizational Goal by Showing and Practicing the Highest Values of Life through
Team Cooperation in a Transparent Manner ".
So Which Should Happen First.
Agile SICER Framework Transformation or Cultural Transformation ?
This Transformation should start with By Building Rich Cultural Values in the Teams and then we should
start applying the SICER Framework across the Organization.
Finally What Agile SICER Framework Says is
“An Agile SICER Framework Transformation Can’t happen Completely Without a Cultural Transformation
and a Cultural Transformation can’t happen in a Day or So, As it should take place smoothly in
a Slow and Continuous Learning Manner through Continuous Improvement” .
Culture in SICER
35. In the SICER Framework,
The Conflict is Not treated as a Problem with Two Or More Individuals ,
But its Treated as a Outcome Of Un Matured Process.
So , If Employees Have any Conflict then we have to First Talk to Process Owner
to keep a Process Maturity Review Meeting with Reporting Managers and the Process Owners
and in front of them they have to Fill a Process Conflict Form,
Then in the Next meeting we have to find a Solution for Making this Flaw in the Process Resolved
So, That the Process Becomes Matured.
Conflict Resolution in SICER