Twin Master is an original training methodology created by ETAss to face to intergenerational problematics among employes.
The presentation present the method and - step by step - describe the procedure, objectives and aims.
The document outlines the core modules and elective paths for the Executive Master Class in Innovation and Entrepreneurship, which is designed to help participants successfully bring new ideas to market. The program consists of 4 core modules focused on creating, capturing, delivering, and realizing value, followed by 9 days where participants can choose electives or follow one of two paths. It aims to provide participants with the skills and network to develop innovations in both entrepreneurial and corporate contexts.
A specialist Masters is now a highly sought after qualification both by those getting ready to launch their careers and potential employers. At WIT School of Business we offer the MBS programme as a platform to build your own unique degree, based on your business interests, and career ambitions. Students choose which discipline to specialise in
- Marketing, Human Resource Management, Management and Economics and Finance.
This approach is unique both in terms of the breadth of the subject coverage and the depth of subject expertise with options from Monetary Economics to Business Simulation. A key
feature of the programme is that it sets the theories into a wider practical perspective, through the use of seminars, case studies and interactive workshops.
Report written by Alan Lewis, Caroline Mougenot, and Darragh Murphy.
Suggested citation:
Lewis, A., Mougenot, C. and Murphy, D. (2009). Overview of Design Management Methodologies. ADMIRE project, European Commission – Pro Inno Europe.
Be the one who always try to win, be the best among the co worker. Regarded and respected in and around your organization. Try to develop the society in the way that the society produces the best out of it. Be the learner and while giving the best try to observe the best from the person you are giving to. The best solution is to negotiate
This document discusses training methodology and principles for education personnel. It covers the roles and training of principals, teachers, and administrative staff at universities, colleges, and private institutions. It also discusses principles of training like active participation, individualization, variety, and periodization. Adult learning theories are examined, noting how adults' self-concept, experience, readiness and motivation to learn differ from children. The document advocates for using higher-order thinking skills and various technologies/methods in a constructivist and connectivist way to help students critically evaluate, analyze, apply and construct knowledge.
Innovative Training Methodologies Istd By Ajit KamathAjitKamath
The document discusses innovative training methodologies compared to traditional methods. It outlines different roles in training like lecturers, presenters, trainers, and facilitators. For trainers, innovative methods include storytelling, role plays, energizers, music, and games rather than only icebreakers and exercises. Facilitators can innovatively use brainstorming, post-it notes, role plays, and questioning rather than reflection and team discussions. Group process facilitators have divergence and convergence tools. The innovative trainer's tools include various visual aids, music, games, questioning techniques, and powerful debriefs. The document questions whether these are truly innovations or rediscoveries of existing training methodologies.
The document discusses instructor training programs in India. It describes how the first 21-day pedagogical training course for instructors was conducted under British experts, but was deemed inadequate. This led to the establishment of 4 more craft instructor training institutes in major cities, along with a fifth exclusively for women instructors. The document then contrasts teaching and instructing, with instructing going beyond to demonstrate skills. It emphasizes that proper systematic training and experience are needed to become an effective instructor.
The document outlines the core modules and elective paths for the Executive Master Class in Innovation and Entrepreneurship, which is designed to help participants successfully bring new ideas to market. The program consists of 4 core modules focused on creating, capturing, delivering, and realizing value, followed by 9 days where participants can choose electives or follow one of two paths. It aims to provide participants with the skills and network to develop innovations in both entrepreneurial and corporate contexts.
A specialist Masters is now a highly sought after qualification both by those getting ready to launch their careers and potential employers. At WIT School of Business we offer the MBS programme as a platform to build your own unique degree, based on your business interests, and career ambitions. Students choose which discipline to specialise in
- Marketing, Human Resource Management, Management and Economics and Finance.
This approach is unique both in terms of the breadth of the subject coverage and the depth of subject expertise with options from Monetary Economics to Business Simulation. A key
feature of the programme is that it sets the theories into a wider practical perspective, through the use of seminars, case studies and interactive workshops.
Report written by Alan Lewis, Caroline Mougenot, and Darragh Murphy.
Suggested citation:
Lewis, A., Mougenot, C. and Murphy, D. (2009). Overview of Design Management Methodologies. ADMIRE project, European Commission – Pro Inno Europe.
Be the one who always try to win, be the best among the co worker. Regarded and respected in and around your organization. Try to develop the society in the way that the society produces the best out of it. Be the learner and while giving the best try to observe the best from the person you are giving to. The best solution is to negotiate
This document discusses training methodology and principles for education personnel. It covers the roles and training of principals, teachers, and administrative staff at universities, colleges, and private institutions. It also discusses principles of training like active participation, individualization, variety, and periodization. Adult learning theories are examined, noting how adults' self-concept, experience, readiness and motivation to learn differ from children. The document advocates for using higher-order thinking skills and various technologies/methods in a constructivist and connectivist way to help students critically evaluate, analyze, apply and construct knowledge.
Innovative Training Methodologies Istd By Ajit KamathAjitKamath
The document discusses innovative training methodologies compared to traditional methods. It outlines different roles in training like lecturers, presenters, trainers, and facilitators. For trainers, innovative methods include storytelling, role plays, energizers, music, and games rather than only icebreakers and exercises. Facilitators can innovatively use brainstorming, post-it notes, role plays, and questioning rather than reflection and team discussions. Group process facilitators have divergence and convergence tools. The innovative trainer's tools include various visual aids, music, games, questioning techniques, and powerful debriefs. The document questions whether these are truly innovations or rediscoveries of existing training methodologies.
The document discusses instructor training programs in India. It describes how the first 21-day pedagogical training course for instructors was conducted under British experts, but was deemed inadequate. This led to the establishment of 4 more craft instructor training institutes in major cities, along with a fifth exclusively for women instructors. The document then contrasts teaching and instructing, with instructing going beyond to demonstrate skills. It emphasizes that proper systematic training and experience are needed to become an effective instructor.
The document presents a training methodology manual aimed at increasing school performance and attendance of Roma children. It is composed of two workshops. Workshop I provides information to Roma women on supporting their children's education and involvement in school. Workshop II enhances children's attendance by promoting the importance of school and increasing self-learning through games and stories. The manual was developed based on Cyprus but partners are encouraged to adapt it to local contexts. Suggestions for improvement include strengthening guidance on basic literacy skills and ensuring images and approaches are culturally appropriate for each country.
The document discusses various innovative training methodologies including experiential learning, case-based learning, collaborative training, live projects, debates, role plays, interactive workshops, management games, storytelling, lab classrooms, mentoring, extempore, stress interviews, mock board meetings, web presentations, mock press conferences, fun exercises, new product launches, panel discussions, book reviews, simulations, facilitator models, and integrating soft skills in the classroom. The methodologies are meant to go beyond traditional classroom learning and involve learners in real-world applications to promote deeper understanding.
Training and development involves traditional and modern approaches. Traditionally, organizations did not believe in training, but now see its importance. Training methods include cognitive and behavioral approaches. Cognitive methods impart knowledge through lectures, demonstrations, discussions, and computer-based training. Behavioral methods develop skills through games/simulations, role plays, case studies, and on-the-job training like coaching, mentoring, and job rotation. Off-the-job training includes sensitivity training, transactional analysis, and lectures to develop managers. The goal is to reduce randomness and ensure structured, organized learning.
Talk on \'Innovative Teaching Methodologies\' presented at a University Grants Commission (UGC) sponsored workshop on ‘New Developments in Management and Research’ at B.K. School of Business Management, Gujarat University, Ahmedabad on
30th March, 2011
Innovative teaching strategies for student-centred learning: Utilising Honey...Anita Hamilton PhD
Hamilton, A. (2006). Innovative teaching strategies for student-centred learning: Utilising Honey & Mumford’s Learning Styles. Poster presentation at World Federation of Occupational Therapist International congress, Sydney, NSW, Australia.
The document discusses different methods of training and development, including traditional and modern approaches. It describes cognitive methods that focus on changing knowledge and attitudes through lectures, demonstrations, discussions, and computer-based training. Behavioral methods allow trainees to learn skills through simulations, games, role plays, case studies, and equipment simulators. Development methods include on-the-job training techniques like coaching, mentoring, and job rotation, as well as off-the-job training like sensitivity training and transactional analysis.
Twin Master is an original training methodology created by ETAss to face to intergenerational problematics among employes.
The presentation present the method and - step by step - describe the procedure, objectives and aims.
Efforts to promote Entrepreneurship as part of Vocational Education have been renewed due to many reasons including : the hyper digitalization, advent of platform economy and increasing on-demand work and shrinking of organized sector jobs due to a global pandemic. Although, national curricula of most countries contain lengthy suggestions of how to promote this, there are still gaps. One of the most glaring gap being teachers'/trainers' and TVET practitioners current capacities to embrace this change.
To offer a quick taster on what embracing Entrepreneurship is, I have developed a #microlesson offering my views on Why TVET Practitioners must embrace Entrepreneurship? This is by no means a comprehensive input but a simple reminder for everyone part of our #TVETChat community to embrace change.
The document discusses knowledge sharing among manager assistants as a way to increase their skills and help their organizations. It proposes that manager assistants can share knowledge through a network across different companies. A 4-phase process is outlined to implement training modules to share knowledge theoretically, practically, and technologically. The goals are to create "knowledge workers" and promote a knowledge sharing culture where individuals understand knowledge sharing benefits their jobs and careers.
The document discusses talent assessment and management at an Italian textile company called TF2000. It describes TF2000's process for assessing employee talents using psychological, technical, and cultural approaches. Talents are mapped for each individual employee and categorized. The company aims to leverage the talents and potential of different generations and experience levels, including transferring knowledge from long-serving "Senator" employees to younger generations. Teams are evaluated based on a balance of soft skills to optimize cohesion, participation, and effectiveness.
You might have thought that mentoring was just
one of those HR trendy tools to attract and retain talents
and to remotivate senior managers in your firm.
Well, think again.
This white paper as been designed to give you an
opportunity to reconsider what you may know, or imagine,
about mentoring...
In it, we will discuss and try to illustrate how corporations
can find a balance between their formal structure source
of efficiency and their informal networks source of agility,
and why mentor / mentee networks are such powerful
cultural game changers.
Author: Stéphanie MITRANO PhD
SAFIPA ICT and MOBILE Business Building Programme: MODULE 5 - SAID presentati...Keith Maree
The document discusses collaboration and knowledge sharing. It notes that organizations should be willing to discuss experiences and share knowledge through collaborating in cross-functional teams. It also emphasizes the importance of networking and partnerships in today's globalized economy.
Senior capital & social organization (may 2013)Alycante
This document discusses two case studies of companies implementing social organization systems to facilitate knowledge transfer from senior staff to junior staff. For a manufacturing firm, a 16-month process is mapping skills, choosing experts, creating training plans, testing junior staff, and developing a social interface. An insurance firm mapped competencies and identified experts to transfer skills via an internal social network to enable quick staff rotation. Both aim to motivate senior staff and reward their training efforts using social technology for continuous, flexible learning.
Measuring the Impact of Entrepreneurial TrainingNorris Krueger
AoM 2013 proposal for a panel symposium on measuring the impact of entrepreneurship training - panelists from Twente, Chalmers, Aalto, Malaysia, Danish Foundation for Entrepreneurship and PACE plus top global trainer from EO. The first 3 programs are also among the very best in using students for technology commercialization.
This document discusses 10 educational trends for 2015: 1) learner agency and maker culture, 2) learning analytics, 3) digital convergence, 4) networked organizations, 5) learner orientation, 6) innovation and entrepreneurship, 7) global connectedness, 8) inclusive design, and 9) new approaches to assessment. It provides details on each trend, such as learning analytics involving the collection and analysis of learner data, and networked organizations understanding personal contributions and global connections. The trends reflect changes in areas like technology use, learner needs, and assessment approaches.
The document discusses a proposed digital transformation specialization that would explore how digital technologies are changing education, work, and leisure activities. It describes several course modules that would examine topics like enterprise applications, mobile business, big data, social innovation, social business, and the Internet of Things. The goal is for students to understand challenges of digital transformation, create startups applying these lessons, and integrate strategies around emerging technologies like data and networks into approaches for continuous productivity and customer experiences.
This document summarizes an apprenticeship in health and social care. It explains that the
apprenticeship will help the learner understand the employer-employee relationship and the
requirements of working in the health and social care sector. The workbook will demonstrate that
the learner follows agreed ways of working and understands each component of the apprenticeship
program, including on-the-job training, off-the-job training, qualifications, and reviews.
Developing technology-based startup entrepreneurs. A case study of an entrepr...Garazi_Az
1. The document discusses an entrepreneurship training program called DeustoSTART at the University of Deusto that aims to teach entrepreneurial skills through a combination of classroom instruction, mentoring, networking, and experiential learning.
2. DeustoSTART consists of two programs depending on the stage of the entrepreneur's business - one for starting businesses and one for established young companies.
3. Based on feedback, participants found the acquisition of tools and sharing experiences with peers most beneficial, while wanting more individualized mentoring and a holistic approach. The program provides a model for designing entrepreneurship education around the needs of entrepreneurs at different stages.
Removing Obstacles for Cross border Cooparations Sergej Lugovic
Parallel session I: Ideas and plans for the development of joint study programmes (introduction: Sergej Lugović MSc. Polytechnic of Zagreb, moderators Jasmina Skočilić, Agency for Mobility and EU Programs, prof. Ranko Biondić, Ph.D., Faculty of Geotechnics, University of Zagreb , Vladimir Mrša Ph.D., Faculty of Food Technology and Biotechnology, University of Zagreb );
The document presents a training methodology manual aimed at increasing school performance and attendance of Roma children. It is composed of two workshops. Workshop I provides information to Roma women on supporting their children's education and involvement in school. Workshop II enhances children's attendance by promoting the importance of school and increasing self-learning through games and stories. The manual was developed based on Cyprus but partners are encouraged to adapt it to local contexts. Suggestions for improvement include strengthening guidance on basic literacy skills and ensuring images and approaches are culturally appropriate for each country.
The document discusses various innovative training methodologies including experiential learning, case-based learning, collaborative training, live projects, debates, role plays, interactive workshops, management games, storytelling, lab classrooms, mentoring, extempore, stress interviews, mock board meetings, web presentations, mock press conferences, fun exercises, new product launches, panel discussions, book reviews, simulations, facilitator models, and integrating soft skills in the classroom. The methodologies are meant to go beyond traditional classroom learning and involve learners in real-world applications to promote deeper understanding.
Training and development involves traditional and modern approaches. Traditionally, organizations did not believe in training, but now see its importance. Training methods include cognitive and behavioral approaches. Cognitive methods impart knowledge through lectures, demonstrations, discussions, and computer-based training. Behavioral methods develop skills through games/simulations, role plays, case studies, and on-the-job training like coaching, mentoring, and job rotation. Off-the-job training includes sensitivity training, transactional analysis, and lectures to develop managers. The goal is to reduce randomness and ensure structured, organized learning.
Talk on \'Innovative Teaching Methodologies\' presented at a University Grants Commission (UGC) sponsored workshop on ‘New Developments in Management and Research’ at B.K. School of Business Management, Gujarat University, Ahmedabad on
30th March, 2011
Innovative teaching strategies for student-centred learning: Utilising Honey...Anita Hamilton PhD
Hamilton, A. (2006). Innovative teaching strategies for student-centred learning: Utilising Honey & Mumford’s Learning Styles. Poster presentation at World Federation of Occupational Therapist International congress, Sydney, NSW, Australia.
The document discusses different methods of training and development, including traditional and modern approaches. It describes cognitive methods that focus on changing knowledge and attitudes through lectures, demonstrations, discussions, and computer-based training. Behavioral methods allow trainees to learn skills through simulations, games, role plays, case studies, and equipment simulators. Development methods include on-the-job training techniques like coaching, mentoring, and job rotation, as well as off-the-job training like sensitivity training and transactional analysis.
Twin Master is an original training methodology created by ETAss to face to intergenerational problematics among employes.
The presentation present the method and - step by step - describe the procedure, objectives and aims.
Efforts to promote Entrepreneurship as part of Vocational Education have been renewed due to many reasons including : the hyper digitalization, advent of platform economy and increasing on-demand work and shrinking of organized sector jobs due to a global pandemic. Although, national curricula of most countries contain lengthy suggestions of how to promote this, there are still gaps. One of the most glaring gap being teachers'/trainers' and TVET practitioners current capacities to embrace this change.
To offer a quick taster on what embracing Entrepreneurship is, I have developed a #microlesson offering my views on Why TVET Practitioners must embrace Entrepreneurship? This is by no means a comprehensive input but a simple reminder for everyone part of our #TVETChat community to embrace change.
The document discusses knowledge sharing among manager assistants as a way to increase their skills and help their organizations. It proposes that manager assistants can share knowledge through a network across different companies. A 4-phase process is outlined to implement training modules to share knowledge theoretically, practically, and technologically. The goals are to create "knowledge workers" and promote a knowledge sharing culture where individuals understand knowledge sharing benefits their jobs and careers.
The document discusses talent assessment and management at an Italian textile company called TF2000. It describes TF2000's process for assessing employee talents using psychological, technical, and cultural approaches. Talents are mapped for each individual employee and categorized. The company aims to leverage the talents and potential of different generations and experience levels, including transferring knowledge from long-serving "Senator" employees to younger generations. Teams are evaluated based on a balance of soft skills to optimize cohesion, participation, and effectiveness.
You might have thought that mentoring was just
one of those HR trendy tools to attract and retain talents
and to remotivate senior managers in your firm.
Well, think again.
This white paper as been designed to give you an
opportunity to reconsider what you may know, or imagine,
about mentoring...
In it, we will discuss and try to illustrate how corporations
can find a balance between their formal structure source
of efficiency and their informal networks source of agility,
and why mentor / mentee networks are such powerful
cultural game changers.
Author: Stéphanie MITRANO PhD
SAFIPA ICT and MOBILE Business Building Programme: MODULE 5 - SAID presentati...Keith Maree
The document discusses collaboration and knowledge sharing. It notes that organizations should be willing to discuss experiences and share knowledge through collaborating in cross-functional teams. It also emphasizes the importance of networking and partnerships in today's globalized economy.
Senior capital & social organization (may 2013)Alycante
This document discusses two case studies of companies implementing social organization systems to facilitate knowledge transfer from senior staff to junior staff. For a manufacturing firm, a 16-month process is mapping skills, choosing experts, creating training plans, testing junior staff, and developing a social interface. An insurance firm mapped competencies and identified experts to transfer skills via an internal social network to enable quick staff rotation. Both aim to motivate senior staff and reward their training efforts using social technology for continuous, flexible learning.
Measuring the Impact of Entrepreneurial TrainingNorris Krueger
AoM 2013 proposal for a panel symposium on measuring the impact of entrepreneurship training - panelists from Twente, Chalmers, Aalto, Malaysia, Danish Foundation for Entrepreneurship and PACE plus top global trainer from EO. The first 3 programs are also among the very best in using students for technology commercialization.
This document discusses 10 educational trends for 2015: 1) learner agency and maker culture, 2) learning analytics, 3) digital convergence, 4) networked organizations, 5) learner orientation, 6) innovation and entrepreneurship, 7) global connectedness, 8) inclusive design, and 9) new approaches to assessment. It provides details on each trend, such as learning analytics involving the collection and analysis of learner data, and networked organizations understanding personal contributions and global connections. The trends reflect changes in areas like technology use, learner needs, and assessment approaches.
The document discusses a proposed digital transformation specialization that would explore how digital technologies are changing education, work, and leisure activities. It describes several course modules that would examine topics like enterprise applications, mobile business, big data, social innovation, social business, and the Internet of Things. The goal is for students to understand challenges of digital transformation, create startups applying these lessons, and integrate strategies around emerging technologies like data and networks into approaches for continuous productivity and customer experiences.
This document summarizes an apprenticeship in health and social care. It explains that the
apprenticeship will help the learner understand the employer-employee relationship and the
requirements of working in the health and social care sector. The workbook will demonstrate that
the learner follows agreed ways of working and understands each component of the apprenticeship
program, including on-the-job training, off-the-job training, qualifications, and reviews.
Developing technology-based startup entrepreneurs. A case study of an entrepr...Garazi_Az
1. The document discusses an entrepreneurship training program called DeustoSTART at the University of Deusto that aims to teach entrepreneurial skills through a combination of classroom instruction, mentoring, networking, and experiential learning.
2. DeustoSTART consists of two programs depending on the stage of the entrepreneur's business - one for starting businesses and one for established young companies.
3. Based on feedback, participants found the acquisition of tools and sharing experiences with peers most beneficial, while wanting more individualized mentoring and a holistic approach. The program provides a model for designing entrepreneurship education around the needs of entrepreneurs at different stages.
Removing Obstacles for Cross border Cooparations Sergej Lugovic
Parallel session I: Ideas and plans for the development of joint study programmes (introduction: Sergej Lugović MSc. Polytechnic of Zagreb, moderators Jasmina Skočilić, Agency for Mobility and EU Programs, prof. Ranko Biondić, Ph.D., Faculty of Geotechnics, University of Zagreb , Vladimir Mrša Ph.D., Faculty of Food Technology and Biotechnology, University of Zagreb );
The document provides information about an assignment help service that students can contact via email or phone call. It includes a sample assignment response from a student named Lisi K for their Bachelors in Management Studies course. The response addresses four case study questions related to motivation, communication, innovation culture, and resolving conflicts. It also provides contact details for the assignment help service and encourages students to email their requests rather than calling. The summary is:
The document advertises an assignment help service for students and includes a sample solved case study response addressing questions on topics like motivation, communication, innovation, and conflict resolution. Students are instructed to email their requests to the provided address or call in emergencies.
'Enhancing students' innovation and reflection skills: the SISA programme'Konstantina Martzoukou
Webinar on 'Enhancing students' innovation and reflection skills: the SISA programme' offered by the Robert Gordon University and the Scottish Institute for Enterprise (SIE). Presentation for OneHE Mindsets by Dr Pauline Bremner (Robert Gordon University) and Ann Davidson (Scottish Institute of Enterprise). Date: 1st July 2020
Role of hr in knowledeg management final hard copy 2003Tanuj Poddar
HR plays a pivotal role in knowledge management by aligning key HR processes like corporate education, performance management, and culture development to foster knowledge sharing. HR can help create a knowledge-sharing culture by developing mentoring systems, job rotations, and networked organizations to transfer knowledge between employees. HR processes like training, knowledge communities, and e-learning can also help disseminate knowledge across the organization when integrated with knowledge management strategies. When these HR practices encourage open knowledge sharing over knowledge hoarding, they can help leverage the collective knowledge of the entire organization.
Laura Colombo completed an online non-credit course in International Leadership and Organizational Behavior through Coursera and Università Bocconi. The certificate verifies that Laura successfully completed the course, as confirmed by Franz Wohlgezogen, Assistant Professor at Università Bocconi's Department of Management and Technology. The certificate is dated December 4, 2016.
Il Turismo traina la ripresa dell’occupazione, l'Italia riparte proprio da un settore che in modo particolare incarna e rappresenta l’immagine dell’Italia nel mondo.
L’industria del turismo e della ricettività, grazie in modo particolare all'incremento della domanda internazionale, prevede di assumere 2.300 dipendenti in più rispetto all’ultimo trimestre del 2012 (il 60% dei quali a carattere stagionale, come tipico del settore).
Fonte: Unioncamere - Ministero del Lavoro, Sistema Informativo Excelsior, 2013
The document discusses the characteristics, differences, and analogies between Traditionalists, Baby Boomers, Generation X, and Millennials in the workplace. It analyzes multiple sources that look at how each generation views work and their motivational differences. The document provides an intergenerational overview on this topic and directs the reader to additional contributions on generational differences on the ETAss website.
A guide to discover the new European Programme with explanatory charts and details about objectives and targets.
Other links:
- Official Web Site: http://ec.europa.eu/programmes/erasmus-plus/index_en.html
- Only for italian speaking people
Link al sito LLP per ogni informazione in lingua italiana: http://www.programmallp.it/box_contenuto.php?id_cnt=3358&id_from=66&style=llp&pag=1
Skills Social favoriscono l'assunzione: i dati di una ricerca 2013 evidenziano come le competenze social siano ormai oggetto di valutazione da parte dei selezionatori
Gli ambienti dove viviamo delle esperienze sono importanti, per il corso abbiamo scelto una location davvero particolare nel cuore della città ricca di fascino e altamente high tech.
Per dettagli www.etass.it
Vi parlo di WLB e Conciliazione presentando case histories di aziende che ho seguito e un dispositivo che vi consentirà di avere gratuitamente servizi per progettare ed implementare il Welfare aziendale.
Io sono stata selezionata dalla ente gestore, Finlombarda, per seguire le imprese in questi importanti progetti.
Sperimenta la Flessibilità, migliora la tua impresa! è il titolo del progetto per le PMi a supporto della Conciliazione Vita/Lavoro gestito da Finlombarda (scadenza 31 luglio, a esaurimento).
Aderire al progetto consente di beneficiare di una consulenza gratuita e personalizzata direttamente in azienda con un esperto/a di organizzazione aziendale e work-life balance che ha il compito, in collaborazione sia con il management che con le lavoratrici e i lavoratori, di effettuare un’analisi organizzativa finalizzata alla definizione e alla successiva implementazione di Piani di Flessibilità e/o Piani di Congedo di maternità e paternità.
Laura Colombo, ETAss
Esperta di WLB e Sviluppo risorse umane
Fonte e dettagli sul bando: www.finlombarda.it
ETAss propone corsi di formazione dedicati a quanti desiderano acquisire le competenze necessarie per un uso professionale dei Social Network.
Agire professionalmente attraverso i Social Media significa poter fare tante cose:
- diffondere e promuovere un marchio, amplificare la possibilità di trovare clienti
- allargare il network professionale
- fare engagement
- individuare prospect
- presentare nuovi prodotti
- sviluppare campagne di recruitment
- lanciare nuovi servizi e trovare nuovi mercati
- individuare fornitori e trovare competenze spesso quasi irreperibili con canali tradizionali
ETAss propone tre percorsi formativi:
1) Social Media Professional Context for Digital Relationship dedicato a chi ha necessità di acquisire competenze per un uso professionale dei Social (si consiglia la frequenza di questo corso prima dei moduli Advanced).
2) Social Media Advanced HR Development & Mananagement per gli operatori dell’area HR, funzionale a sviluppare competenze per employer branding (interno e esterno), recruiting, engagement
3) Social Media Advanced Communication & Marketing funzionale ad acquisire competenze per la creazione e la gestione del profilo aziendale, per lo sviluppo del markeitng e per la comunicazione (interna e esterna)
Per info: www.etass.it
Escatologia del desiderio nella formazione - Informal learning e format esperienziali, questo è il titolo dell'intervento che si collega ad un progetto formativo aziendale sviluppato da ETAss e basato sul metodologie partecipative informali.
Ciò che si vuole evidenziare è l'importanza del desiderio nei percorsi formativi e di come l'emozione e il desiderio si possono far emergere e sostenere attraverso la scelta di metodologie didattiche informali.
Un buon progetto formativo deve tendere infatti a portare i discenti a dire: "A quando il prossimo incontro?" proprio perchè riesce a fare emergere un desiderio innato nelle persone, quello di imparare e scoprire sempre cose nuove.
Ce ne parla Valeria Pruzzi presentandoci delle casistiche pratiche e metodologie a supporto.
Per info: ETAss - www.etass.it
Tel. 0362.231231
La formazione, le aziende, hanno bisogno di alleati.
Oggi i Fondi Interprofessionali sono sicuramente un partner fondamentale, garantendo una copertura di costi altrimenti poco sostenibili, soprattutto in questo periodo di particolare difficoltà.
Sull'esistenza dei fondi ormai quasi tutti sono informati, almeno in modo sommario, rispetto a numerosità e tipologia.
Quello che non tutti sanno è che tra i fondi ci sono numerose differenze e che la cosa più importante è identificare il Fondo Interprofessionale che meglio risponde alle esigenze proprie di una specifica impresa.
Ad esempio è importante sapere che non ha nessun rilievo il settore di appartenenza dell'impresa nella scelta del fondo; che i fondi agiscono in modo molto differente sia su questioni di carattere operativo (numero di bandi e tempistiche di approvazione) che sul piano finanziario (tempi di pagamento del fondo).
E infine, che alcuni fondi consentono il finanziamento di tutti i tipi di formazione e nelle forme più funzionali all'azienda; altri invece impongono dei vincoli a volte molto restrittivi (divieto di finanziamento alla formazione obbligatoria, apprendistato, eLearning ecc..).
ETAss offre sia servizi di gestione economico-finanziaria che progettazione e gestione dei piani formativi (operando quindi a 360° per la formazione continua e sollevando gli HR Manager dalle incombenze operative derivanti dalla gestione dei Fondi interprofessionali).
E proprio perchè crediamo importante per le imprese avere tutti gli elementi di giudizio e valutazione, forniamo un benchmark dei fondi, consentendo così una scelta più consapevole e finalizzata rispetto alle esigenze (studio della vostra situazione attuale, identificazione degli obiettivi, identificazione delle priorità e dei vincoli interni, identificazione del fondo che meglio risponde alle Vostre esigenze).
Di tutto questo parla Mario Moioli, Coordinatore Nazionale di FonARCom, uno dei fondi in maggior crescita oggi nel panorama nazionale (se di interesse ulteriori approfondimenti, questa testimonianza è collegata per ambito a quella del dottor Benedetti).
Per info: ETAss - www.etass.it
Tel. 0362.231231
Gli scenari evolutivi dell'HRM Management sono sempre più difficili da tracciare, viviamo un'epoca in cui la "liquidità" delle relazioni e dei sistemi rende tutto molto difficile da identificare e proiettare.
Ciò non di meno è necessario "immaginare" - per tracciare - gli scenari della formazione e i progetti di sviluppo delle risorse umane, secondo un piano strategico che anticipi - o quanto meno che sia in grado di supportare - i cambiamenti che stiamo vivendo.
Non sempre vivere la crisi significa vivere un disastro: a volte l'elemto "alea" diventa una leva per migliorare, un punto di partenza su cui costruire un nuovo futuro, possibile.
A noi in ETAss piace pensare la formazione così: come una sfida continua proiettata verso l'innovazione che poggia però sulle solide basi dell'esperienza, perchè sostenibilità ed efficacia siano sempre garantite.
Nel contributo troverete i dati più significativi sullo scenario evolutivo HRM, attraverso una sintesi e una rilettura degli studi e ricerche più recenti sul settore.
Slide da scaricare e leggere con attenzione per cogliere spunti e per comprendere ciò che stiamo vivendo, ipotesi ed esemplificazioni per disegnare scenari futuribili di sviluppo.
Ce ne parla Luca Bidoglia, HR Manager e esperto di formazione.
Per info: ETAss - www.etass.it
Tel. 0362.231231
HRM Evolution è il workshop di ETAss che affronta le principali tematiche e le urgenze che attraversano il mondo della formazione e delle risorse umane.
I temi principali sono:
Vision - Affrontare gli scenari evolutivi per le risorse umane. Formazione, talento, competenze, WLB, social networking, sono le parole che animano riunioni e incontri di lavoro, evidenziando la necessità di trovare ulteriori spazi di indagine e approfondimento.
Knowledge - Viaggiare per boe di contenuto e di progetto, come in un film, in una visione collegata e continua, finalizzata a individuare connessioni per approdare - attraverso la conoscenza e il confronto - a nuove aree di sviluppo.
Action - Spazio a casi internazionali di successo, esperienze e testimonianze, in discussioni aperte e finalizzate a suscitare nuove ipotesi progettuali, dando respiro concreto, reale e innovativo alle aree di attività delle direzioni HR.
Ne parla Laura Colombo, fondatrice ETAss.
Per info: ETAss - www.etass.it
Tel. 0362.231231
Parlare oggi di Diversity Management e Cross Culture Management è quanto mai attuale (e proprio per questo in ETAss abbiamo affrontato questo argomento sotto diversi punti di vista e prospettive).
E' un argomento molto attuale considerando la composizione sempre più multietnica del capitale umano in impresa; lo è a maggior ragione guardando alla globalizzazione dei mercati e alla differenziazione degli interlocutori (clienti e fornitori) con cui le persone si relazionano.
Ma Diversity significa anche considerare le differenze e le peculiarità legate all'incontro e relazione intergenerazionale, così come alle differenti necessità di WLB in funzione di genere ma soprattutto di stato (vissuto personale, età, condizione sociale, ecc.).
Parliamo di tutto questo attraverso la presentazione di sperimentazioni e progetti, guidati da un grande esperto di Management delle Risorse Umane e di Formazione, Filippo Squarcia - HR Director di Starwood Hotels & Resorts.
Per info: ETAss - www.etass.it
Tel. 0362.231231
The document discusses how social media has changed society and marketing by turning environments into conversations. It notes how storytelling and building trust with audiences are important. The presentation covers topics like what stories to tell, how to write them, and putting ideas into action across different channels. It aims to show how everyone in a company or organization can help tell its brand story through social media.
Il seminario di ETAss, dedicato ai focus più importanti dell'HRManagement e della formazione, vede il contributo di 10 esperti del settore e la presentazione di numerose case histories e best practice. Più di 200 poagine di materiale per lo studio e la professione e per conoscere la realtà della nostra organizzazione. Nel documento troverete tutti gli atti prodotti dai relatori del seminario. Per informazioni: info@etass.org - ETAss: 0362 231.231 | www.etass.it
Presentazione dei dispositivi della Regione Lombardia a favore delle imprese per:
Formazione Continua - Work Life Balance.
Le aziende a partire dal prossimo 29 aprile e per tutto il 2013 possono godere di formazione aggiuntiva (fino a 100.000 europer ogni impresa) accedendo al dispositivo della Regione Lombardia. Lo stesso vale per le imprese interessate a sviluppare piani di Work Life Balance (contributo a fondo perso fino a 100.000 euro a progetto).
ETAss, ente accreditato dalla Regione Lombardia, gestisce tali dispositivi a favore delle imprese.
Le aziende interessate possono rivolgersi a noi per poter accedere alle agevolazioni.
Tutti i dettagli nelle slide.
Per info: paolo.benedetti@etass.org - www.etass.it- 0362.231231
Comunità di Apprendimento Work Life Balance
Un ciclo di 4 incontri e una comunità on line per imparare, costruire insieme, approfondire, sperimentare
Primo incontro Lunedì, 25 marzo, ore 18,00 c/o Eupolis, Via Pola, 12 Milano
Work + Life a little bit of everything
Relatori
Laura Colombo, Presidente AIF Regione Lombardia
Enzo Spaltro, Presidente AIF Nazionale
La Comunità di Apprendimento sul WLB, un progetto AIF per lo sviluppo della cultura della conciliazione, a sostegno delle persone e delle organizzazioni
Quando si parla di conciliazione e Work Life Balance si pensa spesso che sia “esclusiva” delle grandi aziende e che riguardi le donne. Niente di più falso. Oggi policy e piani di WLB non sono determinati dall’alto ma sono il risultato di un’attività concertata e condivisa a più livelli: la proprietà, la direzione, i rappresentanti dei lavoratori. Il tema work-life balance è ormai diffuso anche in Italia, dove abbiamo delle casistiche di vera eccellenza: Tim si è dotata di una Direzione Caring del Personale, altre realtà del milanese hanno dato la possibilità ai dipendenti di portare – in caso di emergenza accudimento - “i familiari a 4 zampe” in ufficio. Non meno importante è il ruolo delle tecnologie sullo sviluppo della WLB: basti pensare al telelavoro che si sta sviluppando anche grazie alla banda larga e ai sistemi Cloud e allo sviluppo delle Smart Cities. E poi ancora, la WLB è strettamente collegata alle politiche di sviluppo del territorio e alle politiche sociali: pensiamo alle politiche dei tempi e degli orari, al bilancio di genere, ai servizi alla persona, ecc.. La Comunità di Apprendimento affronterà la tematica WLB e Conciliazione in un’ottica di apprendimento permanente a cui contribuiranno tutti gli attori della Community che si “creerà insieme”. Una Community che sarà fisica (con gli eventi formativi in presenza) e che avrà una vita non meno significativa on line, attraverso il gruppo interattivo costituito su Facebook.
Il focus del primo incontro
Il primo incontro, introduce i partecipanti alla Comunità, presentando il progetto e la metodologia di lavoro e di relazione che si svilupperà nel corso dell’anno, sia in presenza che attraverso le relazioni in rete (gruppo di apprendimento su Facebook). Parleremo del valore della cultura della Conciliazione in azienda e di quali vantaggi e opportunità offre alle strutture organizzative così come alle persone; del come prevenire e affrontare eventuali criticità e di strumenti concreti, tra cui il bando a sostegno di progetti di conciliazione che la Regione Lombardia ha pubblicato e che porta alle imprese che conciliano sino a 100.000 euro a fondo perso.
Per richiedere informazioni e per confermare la propria partecipazione: Barbara Guidi barbara.guidi@etass.org
Materiale didattico di tutti i relatori al seminario
NUOVI SCENARI DELLA FORMAZIONE CONTINUA, PILLS EXPERIENCES AND NETWORKING
organizzato da ETAss il 5 Marzo 2012
www.etass.it
More from ETAss - Selezione Formazione Social Communication | Official LinkedIn EMEA Talent Partner (20)
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Twin Master, intergenerational Training Methodology (Presentation Project in Tudela - ES)
1. !
Unconventional Learning
New Methodology
TWIN MASTER
InterGenerational Methodology
a new proposal by ETAss
05 November 2013
Tudela (Spain)
Via Augusto Mariani 15/17 - 20831 Seregno MB T.0362.231231 W. www.etass.it eM. info@etass.org
2. Twin Master
Presentation
Objec&ve
Highly
Professionalizing
Training
(management
and
technical
specialist
skills)
Target
users
•
Young
people
looking
for
a
job
•
Execu@ve
or
Senior
Unemployed
who
intend
to
return
to
the
labor
market
or
at
risk
of
exclusion
Via Augusto Mariani 15/17 - 20831 Seregno MB T.0362.231231 W. www.etass.it eM. info@etass.org
2
3. Twin Master
Presentation
The
methodological:
Win
Win
Approach
Cogenera&on
Intergenera&onal
Mul&level.
Valuing
differences,
bring
out
the
excellences
to
create
value
(people
and
companies)
Through
Infinity’s
Model
Via Augusto Mariani 15/17 - 20831 Seregno MB T.0362.231231 W. www.etass.it eM. info@etass.org
3
4. Twin Master
The approach
ntation
Know-‐how
Sharing
The
model
shows
that
what
can
be
exchanged
is
the
”way
to
learn"
and
the
"know-‐how
sharing“.
The
transfer
process
(non
formal)
consists
of
a
double-‐crossing
central
ellipse:
• on
the
one
hand
the
crossing
related
to
the
share
of
the
stock
of
resources
on
the
part
of
"
transmits“.
• the
other
side
of
the
crossing
related
to
the
absorp@on
of
pooled
resources
from
those
who
"receives".
Shared
resources
"provided"
by
who
is
teaching
are
added
to
the
stock
of
resources
of
the
learner.
Via Augusto Mariani 15/17 - 20831 Seregno MB T.0362.231231 W. www.etass.it eM. info@etass.org
4
5. Twin Master
The approach
ntation
Processes
of
knowledge
transfer
The
crossing
can
be
in
two
direc@ons:
• From
the
expert
/
Senior
to
the
novice
/
Junior
• From
novice
to
expert
The
intersec@on
of
the
two
double
crossings
form
the
symbol
of
infinity,
to
highlight
the
poten@al
for
growth
of
the
processes
of
knowledge
transfer.
Via Augusto Mariani 15/17 - 20831 Seregno MB T.0362.231231 W. www.etass.it eM. info@etass.org
5
6. Twin Master
The approach
ntation
In
a
Company
This
training
approach
is
related
to
Knowledge
Management
and
Knowledge
Sharing
in
the
company
and
connects
to
Intergenera@onal
Diversity
Management.
One
of
the
most
important
goals
of
intergenera@onal
coopera@on
is
the
circula@on
of
expert
knowledge
in
organiza@ons,
implemented
through
the
knowledge
of
experienced
workers
and
its
transfer
to
younger
colleagues.
Via Augusto Mariani 15/17 - 20831 Seregno MB T.0362.231231 W. www.etass.it eM. info@etass.org
6
7. Twin Master
The approach
ntation
In
a
Company
To
get
the
best
result
you
have
to
consider
the
rela@onship
between
Senior
/
Junior
and
expert
/
novice
in
the
context
of
the
management
of
diversity
(where
diversity
is
a
value)
rather
than
pointed
to
the
standardiza@on
and
approval
(when
diversity
is
a
problem).
Via Augusto Mariani 15/17 - 20831 Seregno MB T.0362.231231 W. www.etass.it eM. info@etass.org
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8. The approach
ntation
The
Senior
is
constantly
looking
for
s@mulus
to
be
inspired,
from
problema@c
situa@ons
that
he
considers
learning
opportuni@es
and
further
improvement
of
his
expert
knowledge.
Via Augusto Mariani 15/17 - 20831 Seregno MB T.0362.231231 W. www.etass.it eM. info@etass.org
8
9. The approach
ntation
At
the
same
@me,
we
must
keep
in
mind
that
the
Junior
has
already
built
a
knowledge,
skills
already
developed
habits
and
skills
to
learn,
a
cultural
framework
that
guides
the
interpreta@on
of
the
world
and,
consequently,
also
the
training
situa@on
in
which
it
is
located,
as
well
as
in
the
work
in
which
it
will
find.
Via Augusto Mariani 15/17 - 20831 Seregno MB T.0362.231231 W. www.etass.it eM. info@etass.org
9
10. Twin Master
The approach
ntation
Teaching
Methods
This
vision
of
experien@al
learning
is
very
different
from
tradi@onal
educa@on.
So
it
will
be
structured
in
order
to
facilitate
the
learning
process,
considering
the
specific
training
ac@vi@es
and
the
considera@on
of
the
most
relevant
social
aspects
which
refer
to
individual
par@cipants.
Via Augusto Mariani 15/17 - 20831 Seregno MB T.0362.231231 W. www.etass.it eM. info@etass.org
10
11. Twin Master
The approach
ntation
Teaching
Methods
The
teaching
methods
will
be
strongly
focused
on
collabora@ve
and
experien@al
learning
:
• Experien@al
Learning
• Coopera@ve
Groups
• World
Café
Just
to
support
these
ongoing
processes
of
construc@on
and
trade
in
value
added
.
Via Augusto Mariani 15/17 - 20831 Seregno MB T.0362.231231 W. www.etass.it eM. info@etass.org
11
12. Twin Master
The approach
ntation
InterGenera&onal
Diversity
Management
Diversity
Management
concept
underlying
the
choice
of
method
teaching,
and
is
a
business
process
of
change
that
is
intended
to
exploit
and
full
use
of
the
contribu@on
that
each
person
can
bring
to
the
achievement
of
corporate
objec@ves.
This
contribu@on
comes
from
possibility
of
the
person
within
the
organiza@on
to
develop
and
apply
a
broad
spectrum
of
skills
and
integrated
and
behaviors
that
reflect
his
kind,
his
race,
his
na@onality,
age,
background
and
experience
.
Via Augusto Mariani 15/17 - 20831 Seregno MB T.0362.231231 W. www.etass.it eM. info@etass.org
12
13. Twin Master
The approach
ntation
InterGenera&onal
Diversity
Management
The
managerial
competence
-‐
both
individual
and
organiza@onal
-‐
which
is
realized
through
the
effec@ve
management
of
diversity
can
develop
if:
•
is
to
drop
the
reference
to
a
single
paradigm
of
thought
and
behavior
•
are
simultaneously
present
and
recognized
quality
and
different
orienta@ons
(also
to
select
and
retain
new
talent)
Via Augusto Mariani 15/17 - 20831 Seregno MB T.0362.231231 W. www.etass.it eM. info@etass.org
13
14. Senior
-‐
Workers
re-‐
entering
the
market
or
risking
of
expulsion
Junior
-‐
Young
people
at
the
entrance
to
the
labor
market
Status
of
subjects
and
mo&va&on
Stock
cogni@ve
and
experien@al
Resources
Policies
and
prac@ces
of
HRM
Transfer
Model
Organiza@onal
Climate
Support
to
Knowledge
Management
Cogni@ve
and
∞
experiencial
resources
shared
Work
Situa@on
Stock
cogni@ve
and
experien@al
Resources
Organiza@on
Processes
System
of
roles
Via Augusto Mariani 15/17 - 20831 Seregno MB T.0362.231231 W. www.etass.it eM. info@etass.org
14
15. TWIN MASTER
InterGenerational Methodology
a new proposal by ETAss
www.etass.it | info@etass.org
Phone 00 39 0362 231231
ETAss Company Page - LinkedIn
Via Augusto Mariani 15/17 - 20831 Seregno MB T.0362.231231 W. www.etass.it eM. info@etass.org
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