On September 19, 2017, Tom Haak, Director of the HR Trend Institute, gave a presentation at Zukunft Personal about "The Psychology of People Analytics'. These are the slides he used.
YouTube is not a data upskilling strategyGeorge Mount
Don’t get me wrong, there is some mind-bending educational content on YouTube. It’s a great place to learn.
But, if you are counting on your employees to use YouTube (or really any autodidactic medium) for their data upskilling, you are setting up your company for failure. Here’s why.
Hacking Performance Management, the Blue Green Game - With a live demo!
Dr. Branden R. Williams has almost twenty years of experience in technology and information security, both as a consultant and an executive. Branden co-founded a technology services company that provided the foundation to a prominent e-learning company. He has vast experience as a practitioner and consultant which included helping companies create user-centric security controls and models. His specialty is navigating complex landscapes—be it compliance, security, technology, or business—and finding innovative solutions that save companies money while reducing risk and improving performance. Along the way, he was a Consulting Director for VeriSign/AT&T, one of four CTOs at RSA, ISSA Distinguished Fellow, elected to the PCI Board of Advisors, and author of four books.
Assuming people are rational, we all do things to maximize our payoffs. It's why things like Enron, and the Sub Prime mortgage crisis happen. This demonstration will show you a key element to designing performance management systems that employees will hack to their advantage.
Credit to Sean Ellis from Growthhackers.com for concept and some of the slides. This is the process for running weekly sprint cycles across product and marketing in order to increase key metrics across your AARRR funnel (acquisition, activation, retention, referral, and revenue).
A root cause is a factor which caused a nonconformance and should be permanently eliminated through process improvement. Finding the root cause is done through root cause analysis which is a term describing a collective of approaches, tools, and techniques used to find the true causes of problems..
2018 One Metric to Rule Them All - Effectively Measure Your Teams Without Sub...Cheryl M Hammond
If you don't know how to measure what you want, you'll end up wanting what you can measure. Most often the thing you want to know isn't easily quantifiable, and common proxy metrics are usually poorly correlated with the information you actually need. Measuring the wrong things is worse than nothing—a toxic metric can damage your teams' performance.
With the right data, you can change the conversation. Tell your team's authentic story to management, your customers, and beyond. Step away from dangerous metrics that punish unfairly. Quit wasting time with metrics that are easily gamed. Instead, choose effective metrics to get everyone on the same page about what's important.
Whether you're the measurer or the measuree, in this session, you'll learn not just which metrics work, but why and how. Our examples will focus mainly on team, project, and program metrics, with theoretical guidance to inform all kinds of measures including portfolio and organization. Understand the difference between true metrics and proxy metrics, and good proxies and evil ones. Discover a framework for evaluating any metric, a Hall of Shame covering some of the worst most popular benchmarks, and one true guide to point you to the very best metrics of all. See some great examples of visualization that make metrics sing, and leave with several concrete measures you can begin tracking as soon as you get back to your desk.
2017 One Metric to Rule Them All: Effectively Measure Your Teams without Subj...Cheryl M Hammond
If you don't know how to measure what you want, you'll end up wanting what you can measure. Most often the thing you want to know isn't easily quantifiable, and common proxy metrics are usually poorly correlated with the information you actually need. Measuring the wrong things is worse than nothing—a toxic metric can damage your teams' performance.
With the right data, you can change the conversation. Tell your team's authentic story to management, your customers, and beyond. Step away from dangerous metrics that punish unfairly. Quit wasting time with metrics that are easily gamed. Instead, choose effective metrics to get everyone on the same page about what's important.
Whether you're the measurer or the measuree, in this session, you'll learn not just which metrics work, but why and how. Our examples will focus mainly on team, project, and program metrics, with theoretical guidance to inform all kinds of measures including portfolio and organization. Understand the difference between true metrics and proxy metrics, and good proxies and evil ones. Discover a framework for evaluating any metric, a Hall of Shame covering some of the worst most popular benchmarks, and one true guide to point you to the very best metrics of all. See some great examples of visualization that make metrics sing, and leave with several concrete measures you can begin tracking as soon as you get back to your desk.
YouTube is not a data upskilling strategyGeorge Mount
Don’t get me wrong, there is some mind-bending educational content on YouTube. It’s a great place to learn.
But, if you are counting on your employees to use YouTube (or really any autodidactic medium) for their data upskilling, you are setting up your company for failure. Here’s why.
Hacking Performance Management, the Blue Green Game - With a live demo!
Dr. Branden R. Williams has almost twenty years of experience in technology and information security, both as a consultant and an executive. Branden co-founded a technology services company that provided the foundation to a prominent e-learning company. He has vast experience as a practitioner and consultant which included helping companies create user-centric security controls and models. His specialty is navigating complex landscapes—be it compliance, security, technology, or business—and finding innovative solutions that save companies money while reducing risk and improving performance. Along the way, he was a Consulting Director for VeriSign/AT&T, one of four CTOs at RSA, ISSA Distinguished Fellow, elected to the PCI Board of Advisors, and author of four books.
Assuming people are rational, we all do things to maximize our payoffs. It's why things like Enron, and the Sub Prime mortgage crisis happen. This demonstration will show you a key element to designing performance management systems that employees will hack to their advantage.
Credit to Sean Ellis from Growthhackers.com for concept and some of the slides. This is the process for running weekly sprint cycles across product and marketing in order to increase key metrics across your AARRR funnel (acquisition, activation, retention, referral, and revenue).
A root cause is a factor which caused a nonconformance and should be permanently eliminated through process improvement. Finding the root cause is done through root cause analysis which is a term describing a collective of approaches, tools, and techniques used to find the true causes of problems..
2018 One Metric to Rule Them All - Effectively Measure Your Teams Without Sub...Cheryl M Hammond
If you don't know how to measure what you want, you'll end up wanting what you can measure. Most often the thing you want to know isn't easily quantifiable, and common proxy metrics are usually poorly correlated with the information you actually need. Measuring the wrong things is worse than nothing—a toxic metric can damage your teams' performance.
With the right data, you can change the conversation. Tell your team's authentic story to management, your customers, and beyond. Step away from dangerous metrics that punish unfairly. Quit wasting time with metrics that are easily gamed. Instead, choose effective metrics to get everyone on the same page about what's important.
Whether you're the measurer or the measuree, in this session, you'll learn not just which metrics work, but why and how. Our examples will focus mainly on team, project, and program metrics, with theoretical guidance to inform all kinds of measures including portfolio and organization. Understand the difference between true metrics and proxy metrics, and good proxies and evil ones. Discover a framework for evaluating any metric, a Hall of Shame covering some of the worst most popular benchmarks, and one true guide to point you to the very best metrics of all. See some great examples of visualization that make metrics sing, and leave with several concrete measures you can begin tracking as soon as you get back to your desk.
2017 One Metric to Rule Them All: Effectively Measure Your Teams without Subj...Cheryl M Hammond
If you don't know how to measure what you want, you'll end up wanting what you can measure. Most often the thing you want to know isn't easily quantifiable, and common proxy metrics are usually poorly correlated with the information you actually need. Measuring the wrong things is worse than nothing—a toxic metric can damage your teams' performance.
With the right data, you can change the conversation. Tell your team's authentic story to management, your customers, and beyond. Step away from dangerous metrics that punish unfairly. Quit wasting time with metrics that are easily gamed. Instead, choose effective metrics to get everyone on the same page about what's important.
Whether you're the measurer or the measuree, in this session, you'll learn not just which metrics work, but why and how. Our examples will focus mainly on team, project, and program metrics, with theoretical guidance to inform all kinds of measures including portfolio and organization. Understand the difference between true metrics and proxy metrics, and good proxies and evil ones. Discover a framework for evaluating any metric, a Hall of Shame covering some of the worst most popular benchmarks, and one true guide to point you to the very best metrics of all. See some great examples of visualization that make metrics sing, and leave with several concrete measures you can begin tracking as soon as you get back to your desk.
On December 8 and 10, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation in the Future of Work program. These are the slides he used.
On June 16 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) conducted a webinar for Zimbabwean HR professionals and others. These are the slides he used.
On May 6, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave an online presentation for Indian HR professionals, in a webinar organised by the Best of HR Forum (https://bestofhr.in). These are the slides he used.
On March 10, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at Nyenrode University. These are the slides he used.
HR Trends: Challenges and Opportunities for 2020Tom Haak
On February 20, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at a client meeting of Valamis. The are the slides he used.
On December 1, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a keynote at the Winter Island conference in Sochi, Russia. These are the slides he used.
On February 11, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at Vlerick Business School in Brussels. These are the slides he used.
On November 8, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) conducted a workshop for the HR Team of Luminor in Riga. These ar the slides he used.
On November 7, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) conducted a masterclass as part of the Future of Work Program. These are the slides he used.
Using HR Tech to improve the Employee ExperienceTom Haak
On November 6, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) conducted a webinar as part of the HR Fokus Konferenz. These are the slides he used.
On October 31, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation to the European HR team of HP CDS. These are the slides he used.
On October 26, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation for the Controllers Pool of the UWV in Amsterdam. These are the slides he used.
On September 18, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at Zukunft Personal Europe, about Recruitment Tech. These are the slides he used.
On October 16, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at the HRcoreACADEMY in Amsterdam. These are the slides he used.
On October 14, 2019, Tom Haak of the HR Trend Institute gave a presentation to the HR team of the University of Applied Sciences Utrecht. These are the slides he used.
On 11 October 2019 Tom Haak of the HR Trend Institute gave a workshop (in Dutch) for interim professionals of RVDB Amsterdam. These were the slides he used.
On October 10, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute) gave a presentation at the HR Week in Vilnius, Lithuania. These are the slides he used.
On October 9, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) have a presentation at HR Dagarnes 2019 in Stockholm. These are the slides he used.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
On December 8 and 10, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation in the Future of Work program. These are the slides he used.
On June 16 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) conducted a webinar for Zimbabwean HR professionals and others. These are the slides he used.
On May 6, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave an online presentation for Indian HR professionals, in a webinar organised by the Best of HR Forum (https://bestofhr.in). These are the slides he used.
On March 10, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at Nyenrode University. These are the slides he used.
HR Trends: Challenges and Opportunities for 2020Tom Haak
On February 20, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at a client meeting of Valamis. The are the slides he used.
On December 1, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a keynote at the Winter Island conference in Sochi, Russia. These are the slides he used.
On February 11, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at Vlerick Business School in Brussels. These are the slides he used.
On November 8, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) conducted a workshop for the HR Team of Luminor in Riga. These ar the slides he used.
On November 7, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) conducted a masterclass as part of the Future of Work Program. These are the slides he used.
Using HR Tech to improve the Employee ExperienceTom Haak
On November 6, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) conducted a webinar as part of the HR Fokus Konferenz. These are the slides he used.
On October 31, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation to the European HR team of HP CDS. These are the slides he used.
On October 26, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation for the Controllers Pool of the UWV in Amsterdam. These are the slides he used.
On September 18, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at Zukunft Personal Europe, about Recruitment Tech. These are the slides he used.
On October 16, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at the HRcoreACADEMY in Amsterdam. These are the slides he used.
On October 14, 2019, Tom Haak of the HR Trend Institute gave a presentation to the HR team of the University of Applied Sciences Utrecht. These are the slides he used.
On 11 October 2019 Tom Haak of the HR Trend Institute gave a workshop (in Dutch) for interim professionals of RVDB Amsterdam. These were the slides he used.
On October 10, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute) gave a presentation at the HR Week in Vilnius, Lithuania. These are the slides he used.
On October 9, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) have a presentation at HR Dagarnes 2019 in Stockholm. These are the slides he used.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.