Transferable skills are the generic abilities you develop and enhance that are useful across a range of different jobs and industries. They might be role-related, technical or general. As students tend not to have a vast amount of experience, these qualities, whether developed in part time positions or education, are what need to be emphasised when selling yourself to prospective employers on your CV and application and in interviews.
KBC Workshop on Invest for Success Leadership Through CommunicationRajkumar Tantri
A High impact Workshop on Invest for Success: Leadership Through Communication intended for Managers and Aspiring Managers in any Business Vertical and Business function.
KBC Workshop on Invest for Success Leadership Through CommunicationRajkumar Tantri
A High impact Workshop on Invest for Success: Leadership Through Communication intended for Managers and Aspiring Managers in any Business Vertical and Business function.
Transferable skills are the generic abilities you develop and enhance that are useful across a range of different jobs and industries. They might be role-related, technical or general. As students tend not to have a vast amount of experience, these qualities, whether developed in part time positions or education, are what need to be emphasised when selling yourself to prospective employers on your CV and application and in interviews.
KBC Workshop on Invest for Success Leadership Through CommunicationRajkumar Tantri
A High impact Workshop on Invest for Success: Leadership Through Communication intended for Managers and Aspiring Managers in any Business Vertical and Business function.
KBC Workshop on Invest for Success Leadership Through CommunicationRajkumar Tantri
A High impact Workshop on Invest for Success: Leadership Through Communication intended for Managers and Aspiring Managers in any Business Vertical and Business function.
Taking consideration to the globalization, the work and the skills on demand are changing rapidly due to new technology and innovations. This has the effect to reduce the number of low or unskilled workplaces globally and in another way to extend the skills of the work force in very short timeframe. It requires a regularly skills upgrading and cooperation with the industries and employers and to define what is expected from the employees in the workplace.
Competency-based training and assessment is a unique approach to training design that builds and enhances individual competencies in line with previously identified profiles of success. This training and assessment helps fill the gap between workers' actual performance and their ideal performance. Competency-Based Training and assessment basics shows readers how to assess which competencies are important to an organization and individual positions, and how to design training around those competencies.
Succession And Career Planning PowerPoint Presentation Slides SlideTeam
Presenting this set of slides with name - Succession And Career Planning Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of thrityone slides. Our tailor made Succession And Career Planning Powerpoint Presentation Slides editable presentation deck assists planners to segment and expound the topic with brevity. The advantageous slides on Succession And Career Planning Powerpoint Presentation Slides is braced with multiple charts and graphs, overviews, analysis templates agenda slides etc. to help boost important aspects of your presentation. Highlight all sorts of related usable templates for important considerations. Our deck finds applicability amongst all kinds of professionals, managers, individuals, temporary permanent teams involved in any company organization from any field.
Understand terms such as Competency Framework, Competent, Competence, and Competencies in this article and download your Free Competency Frameworks
http://www.makingbusinessmatter.co.uk/blog/competency-framework/
This is the second webinar of the series 7 Steps to Building Top-Performing Organizations Using Competency Models. In this session we present best practices, guidelines and examples of how Fortune 500 companies develop their top talent strategically, using competency models. You will learn effective methods to assess and develop competencies to help your people and your organization succeed.
How to Create a Competency-Based Training Program | Webinar 01.20.15BizLibrary
How do you create targeted employee development plans that actually improve the performance of your organization?
The easiest way to target employee development is through competency-based training. Competency-based training links individual performance to the goals of the organization.
In this webinar we’ll provide a straightforward seven-step process any organization can use to implement competency-based training starting today.
www.bizlibrary.com
Competency-based Learning: A Practical Process and Living Case Study Tom Gram
Presentation for Canadian Society for Training and Development CSTD 2014 Conference. Tom Gram (Global Knowledge) and Lawrence Stevenson (IT Source, Workforce Optimization, Ontario Public Service)
Taking consideration to the globalization, the work and the skills on demand are changing rapidly due to new technology and innovations. This has the effect to reduce the number of low or unskilled workplaces globally and in another way to extend the skills of the work force in very short timeframe. It requires a regularly skills upgrading and cooperation with the industries and employers and to define what is expected from the employees in the workplace.
Competency-based training and assessment is a unique approach to training design that builds and enhances individual competencies in line with previously identified profiles of success. This training and assessment helps fill the gap between workers' actual performance and their ideal performance. Competency-Based Training and assessment basics shows readers how to assess which competencies are important to an organization and individual positions, and how to design training around those competencies.
Succession And Career Planning PowerPoint Presentation Slides SlideTeam
Presenting this set of slides with name - Succession And Career Planning Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of thrityone slides. Our tailor made Succession And Career Planning Powerpoint Presentation Slides editable presentation deck assists planners to segment and expound the topic with brevity. The advantageous slides on Succession And Career Planning Powerpoint Presentation Slides is braced with multiple charts and graphs, overviews, analysis templates agenda slides etc. to help boost important aspects of your presentation. Highlight all sorts of related usable templates for important considerations. Our deck finds applicability amongst all kinds of professionals, managers, individuals, temporary permanent teams involved in any company organization from any field.
Understand terms such as Competency Framework, Competent, Competence, and Competencies in this article and download your Free Competency Frameworks
http://www.makingbusinessmatter.co.uk/blog/competency-framework/
This is the second webinar of the series 7 Steps to Building Top-Performing Organizations Using Competency Models. In this session we present best practices, guidelines and examples of how Fortune 500 companies develop their top talent strategically, using competency models. You will learn effective methods to assess and develop competencies to help your people and your organization succeed.
How to Create a Competency-Based Training Program | Webinar 01.20.15BizLibrary
How do you create targeted employee development plans that actually improve the performance of your organization?
The easiest way to target employee development is through competency-based training. Competency-based training links individual performance to the goals of the organization.
In this webinar we’ll provide a straightforward seven-step process any organization can use to implement competency-based training starting today.
www.bizlibrary.com
Competency-based Learning: A Practical Process and Living Case Study Tom Gram
Presentation for Canadian Society for Training and Development CSTD 2014 Conference. Tom Gram (Global Knowledge) and Lawrence Stevenson (IT Source, Workforce Optimization, Ontario Public Service)
1. Job Description
Revised 02.17.2015
Job Title: Trainer Development Specialist
Job Code:
FLSA Status:
Job Code:
Department Summary
A Fortune 250 company with 2011 revenues surpassing $14 billion, DISH aggressively recruits
energetic, driven and intelligent individuals who embrace the three core values of the company’s
culture – pride, adventure and winning. This internal mantra encourages staff to exceed
expectations, overcome obstacles and embrace a competitive spirit in an effort to separate
excellence from mediocrity. Join the DISH teamfor a rewarding career that advances the company’s
mission of providing an outstanding entertainment experience – anywhere, anytime – to customers
throughout the nation.
DISH’sCustomer Service Centers provide award-winning service to millions of customers throughout
the nation. Customer and Technical Service representatives act as excellent information resources
for billing, programming and troubleshooting questions including suggesting ways for existing
customers to get the most value and enjoyment from their DISH experience.
Qualifications:
To perform this job successfully, an individual must be able to perform each essential duty
satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or
ability required. Reasonable accommodations may be made to enable individuals with disabilities to
perform the essential functions.
Primary responsibilities are described in the following categories but are not limited to:
On-board new trainers through DISH prescribed trainer platform skill methodology
Certify Trainers evaluating, assisting, and ensuring all site Trainers are meeting enterprise
goals/expectations
Consistent development of Training managers, Trainers, OJT Coach, Transition Coach, and
OJTs through continual and critical analysis enhancing training teams’ effectiveness by
formally addressing areas of opportunity and strengths
Building strong partnerships with all stakeholders by proactively and regularly meeting with
strategicpartners across multiple departments/levels in order to communicate the business,
determine needs, and support actions needed
Ensure consistency and efficiency in Training execution fully understanding and holding sites
accountable for following DISH curriculum and processes while determining ways to improve
execution
Measuring site readiness to execute training and measuring the effectiveness of training
being delivered utilizing scorecards and training observations
2. Job Description
Revised 02.17.2015
Attributes:
CustomerFocus – Is dedicated to meeting the expectations and requirements of internal
and external customers; gets first-hand customer information and uses it for improvements
in products and services; acts with customers in mind; establishes and maintains effective
relationships with customers and gains their trust and respect
Managing Diversity - Manages all kinds and classes of people equitably; deals effectively
with all races, nationalities, cultures, disabilities, agesand both sexes; hires variety and
diversity without regardto class; supports equal and fair treatment and opportunity for all
Functional/TechnicalSkills - Has the functional and technical knowledge and skills to do the
job at a high level of accomplishment
Learning on the Fly - Learns quickly when facing new problems; a relentless and versatile
learner; open to change; analyzes both successes and failures for clues to improvement;
experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks;
quickly grasps the essence and the underlying structure of anything
Listening - Practices attentive and active listening; has the patience to hear people out; can
accurately restatethe opinions of others even when he/she disagrees
Presentation Skills - Is effective in a variety of formal presentation settings: one-on-one,
small and largegroups, with peers, direct reports and leadership; is effective both inside and
outside the organization, on both cool data and hot and controversial topics; commands
attention and can manage group process during the presentation; can change tactics
midstream when something isn't working
Process Management – Good at figuring out the processes necessary to get things done;
knows how organize people and activities; understands how to separate and combine tasks
into efficient work flow; know what to measure and how to measure it; can see
opportunities for synergy and integration where others can’t; can simplify complex
processes; gets more out of fewer resources
Drive for Results – Can be counted on to exceed goals successfully; is constantly and
consistently one of the top performers; very bottom-line oriented; steadfastly pushes self
and others for results
Time Management - Uses his/her time effectively and efficiently; values time; concentrates
his/her efforts on the more important priorities; getsmore done in less time than others can
attend to a broader rangeof activities
Written Communications - is able to write clearly and succinctly in a variety of
communication settings and styles; can get messages across that have the desired effect
Experience/Requirements:
High school diploma, GED, or equivalent experience.
Two years of related experience and/or training; or equivalent combination of education
and experience
Ability to effectively respond to and interact with all levels of organizational staff
Competencies include excellent organizational, analytical, interpersonal and written/oral
communication skills
Flexible, innovative and the ability to managestaff, responsibilities and priorities in a fast
paced, growth-oriented and time-critical environment
Up to 50-75% of travel is required; primarily international travel
Must be able cover travel expenses at the time of travel (reimbursed upon completion)
Must have a valid credit card, a U.S. State-issued driver’s license, and passport
Understand and be able to deliver curriculum
Understand and be able to communicate DISH strategyand direction