Virginia_Dean_Positioning_Accomplishments
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Ginger Dean is a training professional with extensive experience developing strategic training plans and analyzing performance to drive results for organizations. Some of her accomplishments include developing a course that reduced attrition by 4% and reworking new hire training to reduce ramp time from 6-8 weeks to 3-4 weeks. She also turned an underutilized training team into champions within 9 months. As a performance consultant, she supported over 60 projects, provided training analysis, and tracked effectiveness through metrics and financial goals.
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Amit Jhindal has over 15 years of experience in operations management, project management, process improvement, and training and development. He is currently the Senior Group Manager at WNS Global Services, where he is responsible for training over 3,000 employees across multiple sites. Previously, he held training and quality roles at Sitel Global Services and EXL Service. He has extensive experience developing and executing training strategies, managing transitions, and driving process improvements. He has a B.Com from Bhagat Singh College and is certified in project management, quality management, and insurance domains.
Study , analyze & evaluate training & development imparted by nis sparta at r...
This document provides a project report on training and development practices at Reliance Communication conducted by NIS Sparta between June to August 2008. It includes an introduction to the topic, objectives of the study, research methodology used involving questionnaires, data analysis and findings. The report finds that training is effective in improving employee performance and helps motivate employees. It provides suggestions like maintaining proper training records and selecting effective trainers. The conclusion is that training is crucial for developing human resources to meet business challenges.
What is an Employee Development Plan.pdf
Explore 10 effective employee development plan examples and templates. Discover sample staff development plans to enhance workforce growth.
Visual Resume - Tammy Knoll-Anderson, MS, ITIL
This is my visual resume. I'm playing with other presentation approaches, but really love how this changes things. I never thought the linear style of packing a page with buzz words and key phrases ever really made sense anyway! Hope you like what you see.
Most days I work from home for B Wyze Solutions:
- Designing, building, and quality checking SH!FT online training courses,
- Editing marketing communications, or
- Assessing the quality of either recorded calls or online proctored exam sessions.
Crispin Hughes CV + CL 11.11.16
Crispin Hughes is applying for a human resources role and has extensive experience in retail management, recruitment, learning and development, and culture change. He led successful culture changes at Billabong and Surf Dive 'N' Ski stores that exceeded sales targets. His most recent roles included client services and training coordination at the Australian Institute of Management, where he created onboarding processes and improved productivity. Crispin holds several qualifications related to human resources and business management. He is seeking to further contribute value through his background and accomplishments.
Theresa Dostie-Sjostrom Resume limited
Theresa Dostie-Sjostrom has over 30 years of experience leading project teams across various industries. She has managed global projects involving over 1800 employees across 10 countries using agile and waterfall methodologies. As head of an asset management PMO, she established best practices, implemented processes and oversaw metrics and reporting for corporate initiatives. Theresa values process improvement and has helped establish three different PMOs. She also transitioned development teams to scrum and remains committed to self-study and career reinvention to continue adding value.
Similar to Virginia_Dean_Positioning_Accomplishments (20)
Study , analyze & evaluate training & development imparted by nis sparta at r...
Study , analyze & evaluate training & development imparted by nis sparta at r...
Virginia_Dean_Positioning_Accomplishments
- 1. Ginger Dean Training Professional Performance Consultant Positioning Statement I am a Training professional with a focus on team development, developing key talent, building relationships, developing strategic training plans, and use of performance analysis to produce results that improve the organization. I have worked for several Fortune 500 technology companies and as a training consultant for small firms. My strengths include effective communication, advocacy for training, and leadership, management, business skills in support of training and the overall organization. Accomplishments 1. Training department had a 7% attrition rate for the year-to-date. Since I had a 0% attrition rate on my team for that year I was asked to do an analysis of the root cause. The outcome was a course called “Developing and Retaining Key Talent” that was used for the training and business managers – a 4% drop in attrition was seen in the first six (6) months. 2. Training and the call center were experiencing long ramp times for new hire technicians of up to 6-8 weeks to meet the floor average on metrics. Back to Basics (B2B) new hire training – created new modules and rewrote existing content to align with the call centers metrics and goals. Focused on developing job-ready technicians by focusing on all aspects of the technicians daily job; created new customer skill modules and practical application labs that incorporated hardware, software, tools, policy and customer skills. Changed the focus of the hardware modules from system specifics to technology. After implementing this project we saw a reduction of ramp time to 3-4 weeks; with one site meeting floor average in three (3) weeks. 3. I took a team of trainers that were underutilized and underappreciated and turned the team around in nine (9) months to become Champions of the department. I supported my team by empowerment, motivating, developing, and directing people as they work, identifying the best people for the job, identifying and implementing career development. 4. As a performance consultant I supported the Global Service Operations PMO roadmap with over 60+ projects that covered warranty cost reduction, improving agent metrics, upsell services and solutions. I was an active core team member on each of these projects. I provided training analysis to ensure the most effective training methods were deployed on each project. I tracked training effectiveness by both the training assessment and financial goals. 5. I managed all aspects of the training for opening of eight (8) sites (4 Dell Sites and 4 Outsource Provider Services). This included ordering and shipping equipment to these sites. I coordinated trainer schedules to provide coverage for extended periods. I was a leader and professional representative of Dell to the sites. I built relationships with the executives’ staffs at these sites. 6. Warranty cost reduction project to reduce the incurred cost of customer induced damage on commodities that were incorrectly being covered under warranty. The Project Manager
- 2. immediately jumped to the conclusion that awareness was all that would need to be communicated, but I recommended doing a training analysis to ensure the proper communication was identified. After completing the training analysis and I recommended that we provide the technical support agents with an online training module that would track compliance. The results of this project were a reduction in warranty cost of $1.7M annually. 7. On one GSO project there was no procedural change to be made to a process, the PM wanted online training content created to address. After doing my training analysis which included interviews of technical support staff; I determined that the majority of technicians knew the process and only a few outliers were the concern and could easily be addressed by their team coaches. 8. When I took the lead as the Training Coordinator for Clients sites there were no procedures in the place to track training compliance. I developed a process (spreadsheet) so that all sites could provide consistent reporting to me on a weekly basis. The reports tracked new hire, new product, and vitality training. These reports were then used to report compliance to the executives. 9. Kirkpatrick – after accomplishing compliance reporting started looking into a way to tie technician metrics to the training. 10. I provided input on LMS functional requirements for the new hire program and project training. 11. When I first had the requirements to do translations for many of the projects I led I found that there were no set processes in place to request them. I worked with our operations team to identify vendors and a translation coordinator.