The document outlines strategies for developing an effective learning and development program aligned with business objectives. It discusses designing L&D strategies based on a business-led approach through conducting a diagnostic of business and organizational needs, culture, environment, and capabilities. The strategy aims to identify gaps, duplication, and opportunities for streamlining L&D provision. It also discusses integrating L&D vertically and horizontally across business units and human resource functions through an annual planning and evaluation cycle.
If transforming your people and organisation is your top priority right now, I am attaching a concise summary of how we can help you do that in a focused, measured and impactful way.
"Applied NLP for Enhanced Personal Effectiveness" Workshop on 29th and 30th August, 2009 in Chennai. Write to shahir@winbroacademy.com or call 960-008-1314 for registration
If transforming your people and organisation is your top priority right now, I am attaching a concise summary of how we can help you do that in a focused, measured and impactful way.
"Applied NLP for Enhanced Personal Effectiveness" Workshop on 29th and 30th August, 2009 in Chennai. Write to shahir@winbroacademy.com or call 960-008-1314 for registration
This presentation covers:
1. Context on culture and values: what is culture, what are company values with examples of how to implement initiatives inspired by them and how to hold ourselves accountable as we grow (what is a culture manifesto).
2. The goal of the People Team in a startup.
3. 30 60 90 day plan.
4. People initiatives Project Management (example using Jira + Confluence, but can be easily transferable to Notion now that they offer timeline view)
Building A Blueprint For Virtual Team Success: Lessons Learned From Wolverine...OnPoint Consulting
Wolverine Senior Learning and Development Manager Toni Freeland and OnPoint Consulting Managing Partner Darleen DeRosa share some of the company’s secrets for virtual team success.
Day 2 - Wednesday 18 March 2015: Preparing for our Institutional Challenge
Talent Track: Creating a High Performance Culture. Presented by Rose Nkosi, Head of Organisation Effectiveness & Diversity, Sasol.
#astdza2015
If you're serious about Career Development for your business, this straightforward step by step approach will help you to initiate and implement an effective solution.
My 2017 Strategic Plan. Somewhat of a business plan with a strategic development focus. Please call me if you need help with any of the services I have listed. If you want to improve quality, productivity or competitive position or if you need help with positioning, strategy, team work or customer satisfaction, then please call me at 612-310-3803.
I am confident & highly skilled HR professional with over 4 years of extensive industry experience & international exposure with local & foreign firms. Having years of operational experience in delivering business value. Moreover, I have demonstrated fine capability to work with senior leadership on HR plans development.
I possess significant experience in organizational development & change management in complex, multicultural matrix organizations through key HR verticals, talent acquisition & retention, learning & development, compensation & benefits, employee engagement, grievance handling, human resource information system, HR compliance & audit.
Recognized as a collaborative leader who creates vision, synergies & business results, I ensure HR value creation through people, process & systems optimization to deliver results. Extremely capable to efficiently handle conflicts & manage employee relations; effectively using Human Resource Management System (HRMS) & SAP HR Module, MIS & SPSS to understand HR structure & design tailored policy.
Professionally groomed person having excellent entrepreneurial experience, I follow highly ethical work standards with a positive outlook & create efficient processes to juggle multiple tasks & projects simultaneously.
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Specialties: | Human Resource Management | Performance Evaluation | Talent Acquisition | Organizational Development | Training Need Analysis | Employee Relations | Change Management | Conflict Management | Learning & Development | Human Resource Management System (HRMS) | SAP HR Module | MIS | SPSS | Interpersonal Skills | Presentation Skills | Communication Skills |
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I am looking for management level position in HR domain in Pakistan & abroad. I can be reached through below mentioned channels:
Email: sw.kazi@hotmail.com
Phone: +92(300)8202374
Skype:Sarmad.kazi
This presentation covers:
1. Context on culture and values: what is culture, what are company values with examples of how to implement initiatives inspired by them and how to hold ourselves accountable as we grow (what is a culture manifesto).
2. The goal of the People Team in a startup.
3. 30 60 90 day plan.
4. People initiatives Project Management (example using Jira + Confluence, but can be easily transferable to Notion now that they offer timeline view)
Building A Blueprint For Virtual Team Success: Lessons Learned From Wolverine...OnPoint Consulting
Wolverine Senior Learning and Development Manager Toni Freeland and OnPoint Consulting Managing Partner Darleen DeRosa share some of the company’s secrets for virtual team success.
Day 2 - Wednesday 18 March 2015: Preparing for our Institutional Challenge
Talent Track: Creating a High Performance Culture. Presented by Rose Nkosi, Head of Organisation Effectiveness & Diversity, Sasol.
#astdza2015
If you're serious about Career Development for your business, this straightforward step by step approach will help you to initiate and implement an effective solution.
My 2017 Strategic Plan. Somewhat of a business plan with a strategic development focus. Please call me if you need help with any of the services I have listed. If you want to improve quality, productivity or competitive position or if you need help with positioning, strategy, team work or customer satisfaction, then please call me at 612-310-3803.
I am confident & highly skilled HR professional with over 4 years of extensive industry experience & international exposure with local & foreign firms. Having years of operational experience in delivering business value. Moreover, I have demonstrated fine capability to work with senior leadership on HR plans development.
I possess significant experience in organizational development & change management in complex, multicultural matrix organizations through key HR verticals, talent acquisition & retention, learning & development, compensation & benefits, employee engagement, grievance handling, human resource information system, HR compliance & audit.
Recognized as a collaborative leader who creates vision, synergies & business results, I ensure HR value creation through people, process & systems optimization to deliver results. Extremely capable to efficiently handle conflicts & manage employee relations; effectively using Human Resource Management System (HRMS) & SAP HR Module, MIS & SPSS to understand HR structure & design tailored policy.
Professionally groomed person having excellent entrepreneurial experience, I follow highly ethical work standards with a positive outlook & create efficient processes to juggle multiple tasks & projects simultaneously.
========================================================================
Specialties: | Human Resource Management | Performance Evaluation | Talent Acquisition | Organizational Development | Training Need Analysis | Employee Relations | Change Management | Conflict Management | Learning & Development | Human Resource Management System (HRMS) | SAP HR Module | MIS | SPSS | Interpersonal Skills | Presentation Skills | Communication Skills |
========================================================================
I am looking for management level position in HR domain in Pakistan & abroad. I can be reached through below mentioned channels:
Email: sw.kazi@hotmail.com
Phone: +92(300)8202374
Skype:Sarmad.kazi
Museo Torino - un esempio reale d'uso di NOSQL-GraphDB, Linked Data e Web Sem...Codemotion
La presentazione tenuta da Gian Luca Farina Perseu in occasione del Codemotion del 5 marzo 2011 a Roma - http://www.codemotion.it/
Verrà presentato il progetto Museo Torino, che implementa tutte le tecnologie per Web 3.0 (Web Semantico) grazie all'uso degli standard più recenti (RDFa e Open Graph) e alla progettazione basata sulla a filosofia dei Open Data. Il motore interno è invece basato su un GraphDB, una tecnologia perfetta per gestire linked data e con una struttura flessibile e mutevole nel tempo. Inoltre una architettura leggera e dinamica basata su servizi REST, rende semplice implementare moduli applicativi.
A FEW THINGS THAT WOULD HAVE BEEN HELPFUL TO KNOW BEFOREHANDMoritz Stefaner
54 slides from my 15 minute talk at the visualizing marathon Berlin 2011: "A FEW THINGS THAT WOULD HAVE BEEN HELPFUL TO KNOW BEFOREHAND" - some insights, tips and tricks in data visualization
As the only NoSQL database category that prioritizes relationships, graph databases provide all the flexibility of a NoSQL database with optimized performance for connected data. This webinar will walk you through how to model your data as a graph. We will demonstrate how to avoid pitfalls early on and how to optimize your model for answering questions as Cypher queries.
Panama Papers and Beyond: Unveiling Secrecy with GraphsNeo4j
The media start-up International Consortium of Investigative Journalists has been breaking the secrecy surrounding tax havens for the past four years, but graph databases helped take their investigative power to the next level. Learn how their reporters used graphs to unveil patterns of crime and corruption in exposés like the Panama Papers and how millions of people have now become investigators by using the Neo4j-powered Offshore Leaks Database, one of the largest repositories of offshore companies in the world.
During this Big Data Warehousing Meetup, Caserta Concepts and Databricks addressed the number one operational and analytic goal of nearly every organization today – to have complete view of every customer. Customer Data Integration (CDI) must be implemented to cleanse and match customer identities within and across various data systems. CDI has been a long-standing data engineering challenge, not just one of logic and complexity but also of performance and scalability.
The speakers brought together best practice techniques with Apache Spark to achieve complete CDI.
Speakers:
Joe Caserta, President, Caserta Concepts
Kevin Rasmussen, Big Data Engineer, Caserta Concepts
Vida Ha, Lead Solutions Engineer, Databricks
The sessions covered a series of problems that are adequately solved with Apache Spark, as well as those that are require additional technologies to implement correctly. Topics included:
· Building an end-to-end CDI pipeline in Apache Spark
· What works, what doesn’t, and how do we use Spark we evolve
· Innovation with Spark including methods for customer matching from statistical patterns, geolocation, and behavior
· Using Pyspark and Python’s rich module ecosystem for data cleansing and standardization matching
· Using GraphX for matching and scalable clustering
· Analyzing large data files with Spark
· Using Spark for ETL on large datasets
· Applying Machine Learning & Data Science to large datasets
· Connecting BI/Visualization tools to Apache Spark to analyze large datasets internally
The speakers also touched on data governance, on-boarding new data rapidly, how to balance rapid agility and time to market with critical decision support and customer interaction. They also shared examples of problems that Apache Spark is not optimized for.
For more information on the services offered by Caserta Concepts, visit our website: http://casertaconcepts.com/
a brief overview and introduction to metadata from how it is used on the web (including seo and tagging) to its use in Flickr and library catalogs by robin fay, georgiawebgurl@gmail.com.
Recent discussion document we prepared for an enquiry from a Social Housing contact asking how we could help them face future challenges. The challenges are huge and multi-faceted which requires, what we think are, different or enhanced skills in Social Housing organisations. Please contact us if you have any questions.
20 question assessment to reflect on your learning culture. Built for learning and development professionals, but useful for anyone who wants to make their company better.
The Role of the HR Professional in Creating a High-Performance OrganisationThe HR Observer
Whether you are new to the HR profession or experienced in the field, this session will provide an overview of the key responsibilities of a human resource professional. SHRM, the largest HR association in the world will provide a review of trends, useful metrics, and challenging HR issues. In addition, key business functions and strategies to drive organisational results will be highlighted. By attending this session you will be able to enhance your knowledge of the general competencies of an HR professional and describe current trends and best practices in each of the HR functions.
Robert Garcia, Director for Global Business, SHRM
For presentation design on powerpoint kindly visit links below and message for more details:
http://pph.me/masroorkhan
https://www.fiverr.com/masroorahmedkha
https://www.guru.com/freelancers/masroor-ahmed-khan
Avy-Loren is a Strategic Global Business Consultant that also provides a narrow audience of CEOs, Senior Executives, and Leaders specialized and bespoke Advisory, Coaching, Mentoring, Training, and strategic consulting services, and with expertise in startups and developing CEOs and leadership skills and training.
As a trusted advisor to hundreds of CEOs around the globe, CEOs and leaders seek out his unique services that are customized for the specific needs of the individual. As a result, he earned the nickname "CEO Whisperer" by his clients due to his unique ability to tap into their minds, helping them achieve their desired objectives both professionally and personally.
These slides compliment the webinar titled "People Culture - Whats it all about" presented by Paul Addy from Positive People HR.
Withing the webinar, Paul explores:
* What company culture is and how to better define it
* Articulating what the drivers of an engaged team are
* Some of the tools available to measure your employee engagement and your people culture
To listen to the full webinar recording, please visit http://shorebird-rpo.com/free-webinars/item/people-culture-whats-it-all-about
2. Strategy Design Principals
• The L&D/OD strategy should directly link to the business strategy and align
to the HR Strategy.
• All L&D/OD activity should contribute towards the wider business
objectives and therefore delivery of the organisation strategy.
• All L&D/OD activity should be designed from true analysis of the need.
• L&D/OD interventions should be designed to meet the needs of the
business but with the learner needs and preferences in mind….culturally
relevant.
• All L&D/OD should be evaluated to determine value to the business and to
ensure that the needs have been met as identified….closing the loop.
• Foundations first.
• Evaluate to demonstrate ongoing business benefit.
• Full and deep engagement.
3. Vertical & Horizontal Integration
B U S IN E S S S T R A T E G Y
S e n io r M a n a ge m e n t S u p p o rt
S e n io r M a n a ge rs p ro m o te le a rn in g a n d
L & D a lign s w ith cu ltu re .
A lig n m e n t w ith o rg a n isa tio n a l o b je ctive s
L & D is d e m o n stra b ly lin ke d to b u sin e ss
P rio ritie s.
In vo lve m e n t o f lin e m a n a g e rs in d ia gn o sis, p la n n in g , co a ch in g a n d m o n ito rin g .
T ra in in g a n d D e velo p m e n t… c o u rs e s, e ve n ts , a s sig n m e n ts
In vo lve m e n t o f le a rn e rs in d ia gn o sis
o f n e e d s a n d re le va n ce o f a ctivitie s.
In te g ra tio n w ith H R M p o licie s a n d a ctivitie s.
H u m a n R e so u rce s S tra te g y
R e cru itm e n t
A p p ra isa l
R e w a rd
R e la tio n s
C a re e r D e ve lo p m e n t
4. Model
1. BUSINESS NEEDS
•Understand the business culture and strategy.
•What are the Business Needs?
•Engagement and consultation at all levels of the business.
7. EVALUATING THE
LEARNING
•Environmental Scanning.
•SWOT/PESTLE.
2. IDENTYING LEARNING NEEDS
•Is the learning effective in meeting
•How can learning help to achieve these business
business needs?
Collect/Analyse and present data:
•reaction level
•learning level
•performance level
•cost/benefit/ROI
Objectives?
•What are the performance needs best met
by learning?
PEOPLE
6. DEVELOPMENT AND DELIVERY
5. PLANNING THE LEARNING
3. SPECIFYING LEARNING NEEDS
•What is the learning and development plan?
•Assemble and prioritise information.
•What precisely are the performance gaps?
•Analyse the performance gap.
•Preparing and monitoring learning plans.
•MI/Prioritisation.
•Consult/observe.
4. TRANSLATING LEARNING NEEDS
INTO ACTION
•What are the learning interventions?
•Decide on the learning approach.
•Decide to make or buy the learning.
•Benchmarking.
•ROI/CostvBenefit/Prioritisation
5. Evaluation
Kirkpatrick’s 4 Levels of Evaluation
Level
Description
Example
Level 1
Reaction
How did the participants react to the program?
Reaction Sheets/Happy Sheets.
Direct feedback.
Level 2
Learning
The extent to which participants improve their knowledge and
skills as a result of the program. This is the learning assessed
during the programme.
Observed role-plays.
Questionnaires/Quizzes.
Case Studies.
Pre and post testing.
Practical exercise.
Level 3
Behaviour
The extent to which participants show changes in behaviour
as a result of attending the program. This is generally post
course assessment.
360 degree feedback.
Observations in the workplace.
Line Manager Feedback.
Performance management/appraisal ratings.
HR data e.g. disciplinary/grievance/stress/absence.
Level 4
Results
What difference did the program make to the strategic
business objectives i.e. what is the measurable impact on
bottom line.
Return on Investment.
Increased Sales.
Increased Revenue.
Reduced Costs.
Increased Retention.
Increased Staff Satisfaction.
Participant driven…
6. Strategy Design - Business Led Approach
Developing an L&D/OD provision and service that is effective, strategically
aligned and commercial in operation and demonstrates real value – running
our function as a business.
Diagnostic
•
Business Strategy analysis to identify now and future capabilities needed.
•
Culture analysis.
•
Environment analysis:
–
–
–
–
–
–
–
Interviews/Focus Groups
Training spend/budgets
Processes
–
Contracts, suppliers and SLAs
–
•
What is being done, where, by whom, how much is it costing and what is the value
Does it clearly link with the business strategy
What are the expectations of the Senior Executives and Line Managers
Strategic agenda for HR
Roles ‘doing’ training across the business
Benchmarking
10. Welcome to the Academy which provides a one stop shop of learning and development
solutions and support for UK employees. Click on the items below to access information on
courses, e learning, mentoring and self learning solutions available to you. If you are not able to
find what you are looking for, then contact Group Development on xxxx.
Corporate Induction
Communities Development Frameworks
Leadership & Management Development
The Managers Toolkit
Compliance Training
Core Solutions
CPD
Teambuilding Toolkit
Group Development Policy & Procedure
Mentoring & Coaching
Group Development Forms
E Learning
Group Development Contacts
11. Strategy Design - Business Led Approach
•
•
•
•
•
•
Making the Business Case/Strategy Presentation
The Planning Phase
Delivery
Evaluation
Diagnostic
Business Case/Request for budget