This document discusses a photo taken by the EPA in February 2016. It contains an edition from February 2016 and details events that occurred from December 2015 through February 2016, including some financial information. The document analyzes a 12-photo series related to EPA work.
This document discusses various on-the-job training methods. It describes coaching as a one-on-one training method where a supervisor acts as a coach providing feedback. Job rotation teaches employees different jobs over time to prevent boredom and develop new skills. Apprenticeships provide long-term, hands-on training from experts in trades and technical fields. Understudy training prepares subordinates to assume responsibilities by learning from and assisting superiors.
The document summarizes key findings from the Elite Performer Study, which assessed over 15,000 individuals to identify characteristics that distinguish elite performers. The study found that elite performers can be reliably identified and have strengths in six common areas. It developed the Elite Performer Selection Report tool to assess individuals' potential to become elite performers based on these findings. The report benefits hiring, coaching, training, and self-assessment by highlighting strengths predictive of elite performance.
Este documento describe los conceptos fundamentales de la cinética química, incluyendo la velocidad de reacción, la obtención experimental de la ley de velocidad, los mecanismos de reacción y la catálisis. Explica que la velocidad depende de factores como la concentración de reactivos, la temperatura y la presencia de catalizadores. Además, introduce conceptos como la energía de activación, el estado de transición y la ecuación de Arrhenius para explicar cómo la velocidad de reacción aumenta con
On-the-job training (OJT) involves employees learning new skills through practice, feedback, and guidance directly in their normal work. OJT can be used to teach single tasks or multiple skills as part of work processes, and is often combined with other training methods. It is an important type of training for businesses because it grounds advanced learning in real-world work and emphasizes the value of education programs. Effective OJT focuses on necessary job skills and the work environment, and involves preparing trainees, presenting instruction, requiring responses, and evaluating performance. Common OJT methods include coaching by managers, mentoring for guidance, job rotation between related roles, and job instruction techniques for developing job-related abilities.
Ufinity knows the financial department. That is why we can give advise on the right financial tools, processes and implementation. We want the right solution for your specific business.
Some thoughts on the difference between training, coaching and mentoring and how you need to switch between hands on and hands off coaching in technical coaching. From Skills Channel TV's Alec McPhedran.
This document provides information about On-the-Job Training (OJT) programs. It explains that OJTs are contracts between employers and Worksource where individuals receive 1 to 6 months of paid training. Employers are reimbursed up to 50% of wages during training. To qualify for an OJT, individuals must be Oregon residents, unemployed, and registered for selective service if male. The document encourages pursuing the Talent Link program and National Career Readiness Certificate to increase eligibility for OJT opportunities. It provides instructions on searching for available OJT positions online through the iMatchskills website.
The document outlines the ADDIE model for developing an on-the-job training program. The 5 phases of the ADDIE model are: 1) Analyze the training needs, objectives, and resources; 2) Design the training program outline and materials; 3) Develop the full training materials and instructions; 4) Implement the training by instructing employees; 5) Evaluate the training effectiveness and employees' mastery of the material. The document provides details on activities and considerations for each phase of the ADDIE model in developing and delivering a successful on-the-job training program.
A PowerPoint® presentation using information from the Needs Analysis. I offer a recommendation of a delivery methodology and:
• Provide a definition of a delivery method and how it would be applied for the project
• Examine the Pros and cons of a different delivery method
• Demonstrate a recommendation of the delivery method you chose
This document discusses coaching and mentoring in organizations. It states that organizations should use coaching and mentoring to improve key employees' skills and develop them into future leaders. Coaching and mentoring are developmental processes involving one-on-one training to guide employees towards higher potential. Regular coaching sessions can help employees overcome challenges and achieve their goals. The document emphasizes that tapping into employees' unrealized potential through coaching and mentoring can significantly improve an organization's effectiveness.
Coaching involves improving employee performance through planned learning opportunities guided by a coach. It helps someone perform skills better with the goal of bringing work improvements. Coaching is ongoing and interactive, providing guidance to encourage productive decisions while allowing coachees ownership. A coach's role is to understand issues, set goals, provide tools for coachees to develop solutions independently, and support them through mistakes. Building a coaching culture benefits individuals through customized learning, teams by focusing on goals, and organizations by developing relationships and discovering new ways to help people grow. Good coaches have strong interpersonal skills, observe and interpret situations creatively, and have confidence in others' abilities. Coaching opportunities arise when advice is sought, mistakes are made, or performance
Facto Congres 2015. Workshop 9. Integrated FM is teamworkFacto Magazine
Unilever heeft een visie op Facility Management die zij wereldwijd toepast: 'One team owning & delivering global workplace solutions locally, helping Unilever to win in the marketplace’. Om deze ambitie te realiseren werkt het bedrijf sinds 2012 samen met Sodexo als één strategisch partner voor 63 locaties in Europa. Sodexo verzorgt zowel de uitvoering als het management van de facilitaire dienstverlening (hard en soft services). Deze samenwerking heeft zich tijdens de afgelopen jaren ontwikkeld.
In een interactieve workshop worden deelnemers in de schoenen gezet van Unilever en Sodexo, om de samenwerking te ervaren tijdens verschillende stadia van een integraal FM-partnership.
Blijf op de hoogte. Gratis whitepapers, het laatste nieuws en congres/opleiding updates leest u op www.facto.nl
De NIVE studiegids voor 2018 is uit! NIVE Opleidingen biedt al ruim 35 jaar hoogwaardige opleidingen en cursussen voor financiële professionals in alle denkbare sectoren. De opleidingen en cursussen zijn praktijkgericht, interactief, actueel en gericht op kennis en vaardigheden waarmee financiële professionals “in control zijn” en zodoende waarde toevoegen aan de eigen organisatie.
NIVE Opleidingen biedt beroepsopleidingen tot controller op diverse niveaus aan, zoals Professional Controller en de HOFAM. Daarnaast bieden wij beroepsopleidingen op het gebied van een specialisme zoals Cash Management, Treasury Management en Factoring Management. Het zijn opleidingen waarmee u, als controller of financieel professional, het verschil gaat maken en waarmee u verder komt in uw carrière. U wordt praktijkgericht opgeleid en haalt een door de markt erkende titel.
NIVE Opleidingen investeert graag in uw persoonlijke ontwikkeling. Hiervoor bieden wij controllers en financiële professionals praktijkgerichte en compacte cursussen, op HBO (+) niveau en gericht op vakinhoudelijke kennis en vaardigheden op het gebied van Financieel Management & Controlling.
Bekijk ons volledige aanbod op www.niveopleidingen.nl
This document discusses a photo taken by the EPA in February 2016. It contains an edition from February 2016 and details events that occurred from December 2015 through February 2016, including some financial information. The document analyzes a 12-photo series related to EPA work.
This document discusses various on-the-job training methods. It describes coaching as a one-on-one training method where a supervisor acts as a coach providing feedback. Job rotation teaches employees different jobs over time to prevent boredom and develop new skills. Apprenticeships provide long-term, hands-on training from experts in trades and technical fields. Understudy training prepares subordinates to assume responsibilities by learning from and assisting superiors.
The document summarizes key findings from the Elite Performer Study, which assessed over 15,000 individuals to identify characteristics that distinguish elite performers. The study found that elite performers can be reliably identified and have strengths in six common areas. It developed the Elite Performer Selection Report tool to assess individuals' potential to become elite performers based on these findings. The report benefits hiring, coaching, training, and self-assessment by highlighting strengths predictive of elite performance.
Este documento describe los conceptos fundamentales de la cinética química, incluyendo la velocidad de reacción, la obtención experimental de la ley de velocidad, los mecanismos de reacción y la catálisis. Explica que la velocidad depende de factores como la concentración de reactivos, la temperatura y la presencia de catalizadores. Además, introduce conceptos como la energía de activación, el estado de transición y la ecuación de Arrhenius para explicar cómo la velocidad de reacción aumenta con
On-the-job training (OJT) involves employees learning new skills through practice, feedback, and guidance directly in their normal work. OJT can be used to teach single tasks or multiple skills as part of work processes, and is often combined with other training methods. It is an important type of training for businesses because it grounds advanced learning in real-world work and emphasizes the value of education programs. Effective OJT focuses on necessary job skills and the work environment, and involves preparing trainees, presenting instruction, requiring responses, and evaluating performance. Common OJT methods include coaching by managers, mentoring for guidance, job rotation between related roles, and job instruction techniques for developing job-related abilities.
Ufinity knows the financial department. That is why we can give advise on the right financial tools, processes and implementation. We want the right solution for your specific business.
Some thoughts on the difference between training, coaching and mentoring and how you need to switch between hands on and hands off coaching in technical coaching. From Skills Channel TV's Alec McPhedran.
This document provides information about On-the-Job Training (OJT) programs. It explains that OJTs are contracts between employers and Worksource where individuals receive 1 to 6 months of paid training. Employers are reimbursed up to 50% of wages during training. To qualify for an OJT, individuals must be Oregon residents, unemployed, and registered for selective service if male. The document encourages pursuing the Talent Link program and National Career Readiness Certificate to increase eligibility for OJT opportunities. It provides instructions on searching for available OJT positions online through the iMatchskills website.
The document outlines the ADDIE model for developing an on-the-job training program. The 5 phases of the ADDIE model are: 1) Analyze the training needs, objectives, and resources; 2) Design the training program outline and materials; 3) Develop the full training materials and instructions; 4) Implement the training by instructing employees; 5) Evaluate the training effectiveness and employees' mastery of the material. The document provides details on activities and considerations for each phase of the ADDIE model in developing and delivering a successful on-the-job training program.
A PowerPoint® presentation using information from the Needs Analysis. I offer a recommendation of a delivery methodology and:
• Provide a definition of a delivery method and how it would be applied for the project
• Examine the Pros and cons of a different delivery method
• Demonstrate a recommendation of the delivery method you chose
This document discusses coaching and mentoring in organizations. It states that organizations should use coaching and mentoring to improve key employees' skills and develop them into future leaders. Coaching and mentoring are developmental processes involving one-on-one training to guide employees towards higher potential. Regular coaching sessions can help employees overcome challenges and achieve their goals. The document emphasizes that tapping into employees' unrealized potential through coaching and mentoring can significantly improve an organization's effectiveness.
Coaching involves improving employee performance through planned learning opportunities guided by a coach. It helps someone perform skills better with the goal of bringing work improvements. Coaching is ongoing and interactive, providing guidance to encourage productive decisions while allowing coachees ownership. A coach's role is to understand issues, set goals, provide tools for coachees to develop solutions independently, and support them through mistakes. Building a coaching culture benefits individuals through customized learning, teams by focusing on goals, and organizations by developing relationships and discovering new ways to help people grow. Good coaches have strong interpersonal skills, observe and interpret situations creatively, and have confidence in others' abilities. Coaching opportunities arise when advice is sought, mistakes are made, or performance
Facto Congres 2015. Workshop 9. Integrated FM is teamworkFacto Magazine
Unilever heeft een visie op Facility Management die zij wereldwijd toepast: 'One team owning & delivering global workplace solutions locally, helping Unilever to win in the marketplace’. Om deze ambitie te realiseren werkt het bedrijf sinds 2012 samen met Sodexo als één strategisch partner voor 63 locaties in Europa. Sodexo verzorgt zowel de uitvoering als het management van de facilitaire dienstverlening (hard en soft services). Deze samenwerking heeft zich tijdens de afgelopen jaren ontwikkeld.
In een interactieve workshop worden deelnemers in de schoenen gezet van Unilever en Sodexo, om de samenwerking te ervaren tijdens verschillende stadia van een integraal FM-partnership.
Blijf op de hoogte. Gratis whitepapers, het laatste nieuws en congres/opleiding updates leest u op www.facto.nl
De NIVE studiegids voor 2018 is uit! NIVE Opleidingen biedt al ruim 35 jaar hoogwaardige opleidingen en cursussen voor financiële professionals in alle denkbare sectoren. De opleidingen en cursussen zijn praktijkgericht, interactief, actueel en gericht op kennis en vaardigheden waarmee financiële professionals “in control zijn” en zodoende waarde toevoegen aan de eigen organisatie.
NIVE Opleidingen biedt beroepsopleidingen tot controller op diverse niveaus aan, zoals Professional Controller en de HOFAM. Daarnaast bieden wij beroepsopleidingen op het gebied van een specialisme zoals Cash Management, Treasury Management en Factoring Management. Het zijn opleidingen waarmee u, als controller of financieel professional, het verschil gaat maken en waarmee u verder komt in uw carrière. U wordt praktijkgericht opgeleid en haalt een door de markt erkende titel.
NIVE Opleidingen investeert graag in uw persoonlijke ontwikkeling. Hiervoor bieden wij controllers en financiële professionals praktijkgerichte en compacte cursussen, op HBO (+) niveau en gericht op vakinhoudelijke kennis en vaardigheden op het gebied van Financieel Management & Controlling.
Bekijk ons volledige aanbod op www.niveopleidingen.nl
U bent een nieuwe of bestaande CaseWare gebruiker. In beide gevallen wilt u zo snel mogelijk de kennis en vaardigheden bezitten, om maximaal profijt te hebben van de mogelijkheden vindt u in dit overzicht de traningen van het 3e kwartaal 2013. Geïnteresseerd? Schrijf u dan nu in!
2. De financiële afdeling
in verandering
CENTRALISATIE / SSC
AUTOMATISATIE /
DIGITALISATIE
FINANCIËLE
SKILLS VERANDEREN
COMPLEXITEIT GROEIT
3. …met als doel
een financiële
afdeling die
meerwaarde
creëert
Ufinity als business partner voor finance…
4. We zorgen ervoor dat elke
financiële professional zich
optimaal kan ontplooien.
5. TOEGANKELIJK
voor iedere financiële professional
PRAKTIJKGERICHT
Onze trainers geven op een
interactieve manier les
TRAININGSKALENDER 2016
• 22 september: Powerpivot Excel
• 20 oktober: Mergers & acquisitions
and the impact on finance
professionals
• 24 november: Optimalisatie van de
managementvennootschap
OPEN
OPLEIDINGEN
6. TRAINING
OP MAAT
KENNIS EN
VAARDIGHEDEN
Soft skills en technische vaardigheden
aanscherpen
CONCRETE TOEPASSINGEN
Trainers maken gebruik van reële cases uit
de organisatie
ENKELE REALISATIES
• Impactvol presenteren
• BTW-training
• Train the trainer: een internationaal
transitieproject in goede banen leiden
7. NIEUWE VERANTWOORDELIJKHEDEN
gericht op medewerkers in een nieuwe functie of
met nieuwe verantwoordelijkheden
PRAGMATISCH, CONCREET EN
DIEPGAAND
De financiële professional kan zich optimaal
ontplooien door zich te specialiseren in een
specifieke materie of door het bereiken van
persoonlijke of bedrijfsdoelstellingen.
ENKELE TRAJECTEN
• Van leveranciersboekhouder naar general ledger
accountant
• Van boekhouder naar controller
• Van auditor naar controller of finance manager in
een bedrijf
• Key users in automatiseringstrajecten
COACHING
OP MAAT
8. ONZE AANPAK
INTAKE COACHING EVALUATIE
• Bedrijfsbezoek
• Analyse van het financieel
departement, de
uitdagingen en
verwachtingen van de
stakeholders
• SMART leerplan opmaken
volgens het GROW-model
• Concreet actieplan
opstellen
• On-the-job coaching,
zelfstudie, bijsturing en
feedbackmomenten.
• De coachee komt dichter
bij de ‘to-be’ situatie en
krijgt zicht op de te
ondernemen stappen.
• Na afloop evalueren op
basis van vooraf
vastgestelde succescriteria
• Na 3 maanden een
terugkeerontmoeting met
coach.