This document provides information about the Talent Management Solutions 2010 conference to be held on April 14-15, 2010 in Arlington, VA. The conference will focus on strategies for recruiting, engaging, and retaining employees. Topics will include talent management best practices, social media, onboarding programs, employee retention, and succession planning. Speakers will provide case studies and techniques for talent management in changing economic conditions.
This document provides information about the Talent Management Solutions 2010 conference, which will take place April 14-15, 2010 in Arlington, VA. The conference will focus on strategies for recruiting, engaging, and retaining employees. Topics will include understanding the changing talent management landscape, creating effective onboarding programs, using social media to connect the workforce, and revitalizing employee retention. Speakers will provide case studies and techniques for talent management best practices. Participants can learn how to develop comprehensive talent management strategies to build a thriving workforce.
This document provides information about the Talent Management Solutions 2010 conference, including the schedule, speakers, and topics. The two-day conference will be held on April 14-15, 2010 in Arlington, VA and will focus on strategies for recruiting, engaging, and retaining employees. Topics will include talent management best practices, social media strategies, onboarding programs, employee retention, and succession planning. Speakers will provide case studies and techniques for communication, branding, and leadership development.
This document provides information about the Talent Management Solutions 2010 conference, including the schedule, speakers, and topics. The two-day conference will be held on April 14-15, 2010 in Arlington, VA and will focus on strategies for recruiting, engaging, and retaining employees. Day one will cover topics such as talent management strategies, workforce planning, employee branding, and using social media for engagement. Day two will discuss communication strategies, employee retention, leadership development, and succession planning. The document provides details on registration, hotel accommodations, speakers, and session content to help attendees understand how the conference will address current challenges in talent management.
This document provides information about the Talent Management Solutions 2010 conference being held on April 14-15, 2010 in Arlington, VA. The conference will focus on topics related to talent management, such as understanding the changing landscape of talent management, establishing a strong talent pipeline, creating an effective onboarding process, and using an ROI approach to talent retention. Speakers will provide insights and case studies on these topics. The document outlines the agenda, speaker biographies, registration information, and logistics for the two-day conference.
This 2 day conference on Innovation in HR will be happening in Singapore 23-24 January 2013. Invitro Innovation is a sponsor of the event and will be delivering an Experiential Ideation session as well as selling our Innovation Provocation Cards at the event. See you there!
(1) Social media allows companies to engage with current and prospective employees to positively influence perceptions of the company. (2) It can be used for recruitment, onboarding, training, communication, and retention from prospect to employee. (3) When implemented strategically through a phased approach, social media provides measurable returns through improved hiring metrics and reduced costs versus traditional sources.
Investing in Training: A Guide to Engage Employees in Career DevelopmentMark Skeffington
An 8-page guide giving employers, especially those in manufacturing, advice on how to set up an effective program to encourage their workers to pursue career and professional development. Published by the Workforce Planning Board of Grand Erie.
This document provides information about a 5-day training program on developing administrative skills. The training will cover topics such as career development, team building, conflict management, and time management. It will be held in Arlington, VA in March 2010 and offer up to 30 CPE credits. Participants will learn practical skills and techniques through presentations, workshops, and real-life scenarios led by experienced trainer Annette Dubrouillet. The training venue, hotel accommodations, pricing, and registration details are also included.
This document provides information about the Talent Management Solutions 2010 conference, which will take place April 14-15, 2010 in Arlington, VA. The conference will focus on strategies for recruiting, engaging, and retaining employees. Topics will include understanding the changing talent management landscape, creating effective onboarding programs, using social media to connect the workforce, and revitalizing employee retention. Speakers will provide case studies and techniques for talent management best practices. Participants can learn how to develop comprehensive talent management strategies to build a thriving workforce.
This document provides information about the Talent Management Solutions 2010 conference, including the schedule, speakers, and topics. The two-day conference will be held on April 14-15, 2010 in Arlington, VA and will focus on strategies for recruiting, engaging, and retaining employees. Topics will include talent management best practices, social media strategies, onboarding programs, employee retention, and succession planning. Speakers will provide case studies and techniques for communication, branding, and leadership development.
This document provides information about the Talent Management Solutions 2010 conference, including the schedule, speakers, and topics. The two-day conference will be held on April 14-15, 2010 in Arlington, VA and will focus on strategies for recruiting, engaging, and retaining employees. Day one will cover topics such as talent management strategies, workforce planning, employee branding, and using social media for engagement. Day two will discuss communication strategies, employee retention, leadership development, and succession planning. The document provides details on registration, hotel accommodations, speakers, and session content to help attendees understand how the conference will address current challenges in talent management.
This document provides information about the Talent Management Solutions 2010 conference being held on April 14-15, 2010 in Arlington, VA. The conference will focus on topics related to talent management, such as understanding the changing landscape of talent management, establishing a strong talent pipeline, creating an effective onboarding process, and using an ROI approach to talent retention. Speakers will provide insights and case studies on these topics. The document outlines the agenda, speaker biographies, registration information, and logistics for the two-day conference.
This 2 day conference on Innovation in HR will be happening in Singapore 23-24 January 2013. Invitro Innovation is a sponsor of the event and will be delivering an Experiential Ideation session as well as selling our Innovation Provocation Cards at the event. See you there!
(1) Social media allows companies to engage with current and prospective employees to positively influence perceptions of the company. (2) It can be used for recruitment, onboarding, training, communication, and retention from prospect to employee. (3) When implemented strategically through a phased approach, social media provides measurable returns through improved hiring metrics and reduced costs versus traditional sources.
Investing in Training: A Guide to Engage Employees in Career DevelopmentMark Skeffington
An 8-page guide giving employers, especially those in manufacturing, advice on how to set up an effective program to encourage their workers to pursue career and professional development. Published by the Workforce Planning Board of Grand Erie.
This document provides information about a 5-day training program on developing administrative skills. The training will cover topics such as career development, team building, conflict management, and time management. It will be held in Arlington, VA in March 2010 and offer up to 30 CPE credits. Participants will learn practical skills and techniques through presentations, workshops, and real-life scenarios led by experienced trainer Annette Dubrouillet. The training venue, hotel accommodations, pricing, and registration details are also included.
Five Steps to Delivering a Competency-Based Development PlanHuman Capital Media
A competency management strategy is key to an organization’s ability to deliver focused and efficient learning and development plans to employees. Job competencies provide a consistent way to assess and measure the success of learning initiatives, focusing on results of the programs themselves and the positive impact on the business. This webinar will discuss five critical steps in defining and implementing a job-specific competency-based approach to development.
Objectives:
Understand the challenges to deploying competency-based development plans.
Review the five-step methodology to deliver competency-based development.
Learn key tips and tools that can help you overcome common objections and delays.
NASA implemented an internal coaching program to develop leadership skills and support goals. The document provides details on:
1) NASA's policy of using internal and external coaches to train managers in coaching skills.
2) Guidelines for selecting and training internal coaches, including requiring coaching certification and dedicating 10% of time to coaching.
3) How internal coaches support NASA goals by coaching employees at all levels and serving as resources across centers.
4) Requirements for internal coaches to complete training, obtain certifications, and develop coaching skills over time.
The 2010 HR Summit will be held June 28-30 in Arlington, VA. The summit will focus on workforce management strategies to sustain organizations through turbulent times. Sessions will cover succession planning, developing high-potential employees, evaluating the workforce, and creating strong employer brands. Attendees can earn up to 12 HRCI credits and 15 CPE credits. The summit aims to provide HR professionals with the tools to align succession plans with organizational goals and strengthen their organizations.
Social media is demonstrating its power to bring together disparate groups through sharing ideas. Some organizations are looking to leverage social media to help deliver innovation during difficult economic times. This requires a collaborative leadership style that taps into the depth of talent within an organization. O2 established an internal social network to encourage idea sharing and improve customer service. Glaxo Smith Kline is developing a talent pool of high potentials by paying off their student loans to recruit top graduates and deliver future innovation. Developing talent pools can provide cost savings and improve quality over time.
This document provides information about a two-day training event on employee engagement. The training will cover understanding what drives employee engagement, discovering causes of employee motivation and procrastination, examining best practices in employee engagement, and creating effective management feedback tools. The event will take place on March 25-26, 2010 in Arlington, VA and offers up to 12 CPE credits. Attendees include C-level executives, directors, managers, and HR professionals.
- The document discusses high-performance teams and how to develop them. It presents the S.C.O.R.E. framework for developing high-performance teams, which stands for strategy and purpose, clearly defined roles and responsibilities, open communication, rapid response to change, and effective leadership.
- It provides a case study of how a dysfunctional IT project team was transformed into a high-performing team using the S.C.O.R.E. framework, which resulted in improved project delivery and customer satisfaction.
- Developing high-performance teams requires focusing on synergistic characteristics like those defined in the S.C.O.R.E. framework in order to achieve results greater than the
The document summarizes insights from an executive briefing on talent pipelines and retention. It discusses the need to align learning and development with business strategy to build needed capabilities. It also describes ABB's integrated talent management approach including competency frameworks, global systems, capability planning linked to business goals, and policies to encourage internal mobility. Leaders saw capable leadership, career prospects and culture as most important for retention over financial rewards or flexibility.
The 2010 HR Summit will be held June 28-30 in Arlington, VA. The summit will focus on succession planning and workforce management strategies to help organizations sustain knowledge and performance during turbulent economic times. Sessions over the three days will provide best practices for developing results-oriented HR departments, engaging employees, and attracting and retaining top talent. Attendees will learn how to create robust succession plans aligned with business goals and strengthen their employer brand. The summit offers 12 CPE credits and a post-conference workshop on building effective succession management processes.
Updated brochure on Cultivate Talents AMP methodology designed to link strategy and setting direction with implementing the right change method and using business focused applied learning for leaders around business activities and improving performance
This document outlines NASA's agency-wide mentoring program framework. It establishes the goal of providing formal or informal mentoring to employees and aligns mentoring with NASA's workforce development strategy. Roles and responsibilities are defined, including program oversight at NASA headquarters and centers. Guidelines are provided for establishing center mentoring programs, collecting metrics on program participation and effectiveness, and assessing programs annually.
This document discusses career management in three parts. It first defines key terms like career, career planning, and development. It then outlines the traditional stages of a career from exploration to decline. Finally, it discusses the roles and responsibilities of individuals, managers, and organizations in career development and planning. The key roles include assessing interests, setting goals, providing feedback and opportunities for growth, and supporting employees' development plans. Overall, the document provides an overview of concepts and best practices for managing careers at both the individual and organizational level.
This document advertises an in-person training event called "Administrative Professional Skills Week" held in August 2010 in Atlanta, GA. The 5-day training would provide administrative professionals skills to advance their careers, including how to build a professional development plan, use leadership and team building techniques, manage conflict and negotiation, and prioritize tasks with time management. Attendees would learn from seasoned presenters and earn up to 30 CPE credits. The training aimed to help administrative staff expand their roles, remain valuable employees, and increase their chances of career advancement during difficult economic times.
This document discusses improving business productivity through more effective employee training. It notes that while training is important, budgets are tight and current training methods are often ineffective. It promotes the idea that training needs to be more engaging, interactive, and flexible to fit employees' schedules in order to better connect with trainees and improve knowledge retention. The document introduces Productive Training technology solutions that can deliver high-quality instructor-led training remotely or in-person, making training more accessible and reducing costs.
MSBCoach provides customized coaching and training programs to organizations. They work with clients to identify specific needs through interviews and surveys then design a plan tailored to the organization's culture. Coaching includes monthly training sessions and individual executive coaching to provide structure, strategic planning support, and other services. The goal is to develop strong leaders and high performing teams to benefit the individuals, teams, and overall organization.
The document provides information about a two-day training event on employee engagement. The training will cover understanding what drives employee engagement, identifying causes of disengagement, examining best practices, and creating effective management feedback tools. Attendees will learn how to foster engagement through vision, communication, and multi-generational strategies. The event offers 12 CPE credits and will take place in Arlington, VA on February 11-12, 2010.
This document provides information about an upcoming conference on Measuring and Evaluating Social Services Performance to be held on March 22-23, 2010 in Arlington, VA. The conference will teach attendees how to build a successful performance management system, develop appropriate measures aligned with strategic goals, map activities and outcomes to improve results, and evaluate management capacities. Speakers will explore topics like establishing performance evaluation, strengthening outcome-oriented management, increasing accountability and transparency, and aligning data collection. The conference aims to provide social services professionals with tools and best practices for performance measurement and evaluation.
This two-day training forum provides up to 12 CPE credits and focuses on improving organizational outcomes through performance management and program evaluation in social services. Attendees will learn how to connect performance measures to strategic goals, evaluate program efficiency and quality, and build an effective performance management system. The agenda covers topics such as developing outcome measures, strategy measures, and performance evaluation best practices. Speakers will provide case studies and guidance on implementing performance systems under the Obama administration.
This document summarizes news from the biotech industry:
- PTC Therapeutics will announce deals with Roche and Celgene worth up to $1.9 billion related to PTC's GEMS technology for identifying small molecules.
- An FDA advisory panel said more data is needed before approving drugs from Genzyme and Vion to treat elderly patients with acute myeloid leukemia.
- Acadia Pharmaceuticals' stock plunged after its drug pimavanserin failed to meet its primary endpoint in a Phase III trial for Parkinson's disease psychosis.
- Novavax reported positive results from a second Phase II trial of its influenza virus-like particle vaccine candidate, but will need additional funding
This document provides information about an upcoming three-day conference on grants management taking place from August 17-19, 2009 in Washington, DC. Day one will focus on proposal planning and development. Day two will cover budget and financial management for grants. Day three will address accountability, evaluation and performance monitoring for grants. There is also an optional one-day workshop on August 20 about federal grant compliance for nonprofits. The conference aims to help attendees improve their skills in writing successful grant proposals, managing grant budgets and finances, and evaluating and reporting on grant performance and outcomes.
This document provides an agenda for the "Budgeting & Forecasting Masters 2009" conference taking place from September 30 to October 2, 2009 in Philadelphia. The conference will teach attendees how to structure forecasts to reduce risk, create accurate forecasts with imperfect data, implement balanced scorecard techniques for budgets, increase flexibility with driver-based budgeting, and other forecasting and budgeting tools. Speakers will discuss practical examples and best practices. Topics include building confidence in economic turbulence, balanced scorecard budgeting, measuring forecasting performance, demand-driven forecasting, and streamlining the forecast process.
The document provides information about online eLearning courses on strategic planning and performance measures offered by the Performance Institute. It summarizes the course modules on strategic planning, which include connecting strategic planning to organizational results, identifying the seven strategic elements of results-oriented agencies, evaluating strategies and stakeholder involvement, and conducting the strategic planning process. It also summarizes the modules on performance measures, which cover topics like measuring performance for results, identifying characteristics of effective performance management systems, understanding logic models, identifying outcomes and measures, developing targets, and managing through measures. The document provides instructions on how to register for the courses online, by phone, fax, or mail.
The two-day training event on project leadership will take place September 10-11, 2009 in Washington DC. Attendees can earn up to 14 PDUs. Day one will cover identifying tools and techniques for successful project teams, communication strategies, decision making, and managing project change. Day two focuses on organizing and negotiating effectively, various decision making and leadership styles, and managing issues and risk. The training aims to provide skills for increased project success through modules, exercises and real-life examples.
Five Steps to Delivering a Competency-Based Development PlanHuman Capital Media
A competency management strategy is key to an organization’s ability to deliver focused and efficient learning and development plans to employees. Job competencies provide a consistent way to assess and measure the success of learning initiatives, focusing on results of the programs themselves and the positive impact on the business. This webinar will discuss five critical steps in defining and implementing a job-specific competency-based approach to development.
Objectives:
Understand the challenges to deploying competency-based development plans.
Review the five-step methodology to deliver competency-based development.
Learn key tips and tools that can help you overcome common objections and delays.
NASA implemented an internal coaching program to develop leadership skills and support goals. The document provides details on:
1) NASA's policy of using internal and external coaches to train managers in coaching skills.
2) Guidelines for selecting and training internal coaches, including requiring coaching certification and dedicating 10% of time to coaching.
3) How internal coaches support NASA goals by coaching employees at all levels and serving as resources across centers.
4) Requirements for internal coaches to complete training, obtain certifications, and develop coaching skills over time.
The 2010 HR Summit will be held June 28-30 in Arlington, VA. The summit will focus on workforce management strategies to sustain organizations through turbulent times. Sessions will cover succession planning, developing high-potential employees, evaluating the workforce, and creating strong employer brands. Attendees can earn up to 12 HRCI credits and 15 CPE credits. The summit aims to provide HR professionals with the tools to align succession plans with organizational goals and strengthen their organizations.
Social media is demonstrating its power to bring together disparate groups through sharing ideas. Some organizations are looking to leverage social media to help deliver innovation during difficult economic times. This requires a collaborative leadership style that taps into the depth of talent within an organization. O2 established an internal social network to encourage idea sharing and improve customer service. Glaxo Smith Kline is developing a talent pool of high potentials by paying off their student loans to recruit top graduates and deliver future innovation. Developing talent pools can provide cost savings and improve quality over time.
This document provides information about a two-day training event on employee engagement. The training will cover understanding what drives employee engagement, discovering causes of employee motivation and procrastination, examining best practices in employee engagement, and creating effective management feedback tools. The event will take place on March 25-26, 2010 in Arlington, VA and offers up to 12 CPE credits. Attendees include C-level executives, directors, managers, and HR professionals.
- The document discusses high-performance teams and how to develop them. It presents the S.C.O.R.E. framework for developing high-performance teams, which stands for strategy and purpose, clearly defined roles and responsibilities, open communication, rapid response to change, and effective leadership.
- It provides a case study of how a dysfunctional IT project team was transformed into a high-performing team using the S.C.O.R.E. framework, which resulted in improved project delivery and customer satisfaction.
- Developing high-performance teams requires focusing on synergistic characteristics like those defined in the S.C.O.R.E. framework in order to achieve results greater than the
The document summarizes insights from an executive briefing on talent pipelines and retention. It discusses the need to align learning and development with business strategy to build needed capabilities. It also describes ABB's integrated talent management approach including competency frameworks, global systems, capability planning linked to business goals, and policies to encourage internal mobility. Leaders saw capable leadership, career prospects and culture as most important for retention over financial rewards or flexibility.
The 2010 HR Summit will be held June 28-30 in Arlington, VA. The summit will focus on succession planning and workforce management strategies to help organizations sustain knowledge and performance during turbulent economic times. Sessions over the three days will provide best practices for developing results-oriented HR departments, engaging employees, and attracting and retaining top talent. Attendees will learn how to create robust succession plans aligned with business goals and strengthen their employer brand. The summit offers 12 CPE credits and a post-conference workshop on building effective succession management processes.
Updated brochure on Cultivate Talents AMP methodology designed to link strategy and setting direction with implementing the right change method and using business focused applied learning for leaders around business activities and improving performance
This document outlines NASA's agency-wide mentoring program framework. It establishes the goal of providing formal or informal mentoring to employees and aligns mentoring with NASA's workforce development strategy. Roles and responsibilities are defined, including program oversight at NASA headquarters and centers. Guidelines are provided for establishing center mentoring programs, collecting metrics on program participation and effectiveness, and assessing programs annually.
This document discusses career management in three parts. It first defines key terms like career, career planning, and development. It then outlines the traditional stages of a career from exploration to decline. Finally, it discusses the roles and responsibilities of individuals, managers, and organizations in career development and planning. The key roles include assessing interests, setting goals, providing feedback and opportunities for growth, and supporting employees' development plans. Overall, the document provides an overview of concepts and best practices for managing careers at both the individual and organizational level.
This document advertises an in-person training event called "Administrative Professional Skills Week" held in August 2010 in Atlanta, GA. The 5-day training would provide administrative professionals skills to advance their careers, including how to build a professional development plan, use leadership and team building techniques, manage conflict and negotiation, and prioritize tasks with time management. Attendees would learn from seasoned presenters and earn up to 30 CPE credits. The training aimed to help administrative staff expand their roles, remain valuable employees, and increase their chances of career advancement during difficult economic times.
This document discusses improving business productivity through more effective employee training. It notes that while training is important, budgets are tight and current training methods are often ineffective. It promotes the idea that training needs to be more engaging, interactive, and flexible to fit employees' schedules in order to better connect with trainees and improve knowledge retention. The document introduces Productive Training technology solutions that can deliver high-quality instructor-led training remotely or in-person, making training more accessible and reducing costs.
MSBCoach provides customized coaching and training programs to organizations. They work with clients to identify specific needs through interviews and surveys then design a plan tailored to the organization's culture. Coaching includes monthly training sessions and individual executive coaching to provide structure, strategic planning support, and other services. The goal is to develop strong leaders and high performing teams to benefit the individuals, teams, and overall organization.
The document provides information about a two-day training event on employee engagement. The training will cover understanding what drives employee engagement, identifying causes of disengagement, examining best practices, and creating effective management feedback tools. Attendees will learn how to foster engagement through vision, communication, and multi-generational strategies. The event offers 12 CPE credits and will take place in Arlington, VA on February 11-12, 2010.
This document provides information about an upcoming conference on Measuring and Evaluating Social Services Performance to be held on March 22-23, 2010 in Arlington, VA. The conference will teach attendees how to build a successful performance management system, develop appropriate measures aligned with strategic goals, map activities and outcomes to improve results, and evaluate management capacities. Speakers will explore topics like establishing performance evaluation, strengthening outcome-oriented management, increasing accountability and transparency, and aligning data collection. The conference aims to provide social services professionals with tools and best practices for performance measurement and evaluation.
This two-day training forum provides up to 12 CPE credits and focuses on improving organizational outcomes through performance management and program evaluation in social services. Attendees will learn how to connect performance measures to strategic goals, evaluate program efficiency and quality, and build an effective performance management system. The agenda covers topics such as developing outcome measures, strategy measures, and performance evaluation best practices. Speakers will provide case studies and guidance on implementing performance systems under the Obama administration.
This document summarizes news from the biotech industry:
- PTC Therapeutics will announce deals with Roche and Celgene worth up to $1.9 billion related to PTC's GEMS technology for identifying small molecules.
- An FDA advisory panel said more data is needed before approving drugs from Genzyme and Vion to treat elderly patients with acute myeloid leukemia.
- Acadia Pharmaceuticals' stock plunged after its drug pimavanserin failed to meet its primary endpoint in a Phase III trial for Parkinson's disease psychosis.
- Novavax reported positive results from a second Phase II trial of its influenza virus-like particle vaccine candidate, but will need additional funding
This document provides information about an upcoming three-day conference on grants management taking place from August 17-19, 2009 in Washington, DC. Day one will focus on proposal planning and development. Day two will cover budget and financial management for grants. Day three will address accountability, evaluation and performance monitoring for grants. There is also an optional one-day workshop on August 20 about federal grant compliance for nonprofits. The conference aims to help attendees improve their skills in writing successful grant proposals, managing grant budgets and finances, and evaluating and reporting on grant performance and outcomes.
This document provides an agenda for the "Budgeting & Forecasting Masters 2009" conference taking place from September 30 to October 2, 2009 in Philadelphia. The conference will teach attendees how to structure forecasts to reduce risk, create accurate forecasts with imperfect data, implement balanced scorecard techniques for budgets, increase flexibility with driver-based budgeting, and other forecasting and budgeting tools. Speakers will discuss practical examples and best practices. Topics include building confidence in economic turbulence, balanced scorecard budgeting, measuring forecasting performance, demand-driven forecasting, and streamlining the forecast process.
The document provides information about online eLearning courses on strategic planning and performance measures offered by the Performance Institute. It summarizes the course modules on strategic planning, which include connecting strategic planning to organizational results, identifying the seven strategic elements of results-oriented agencies, evaluating strategies and stakeholder involvement, and conducting the strategic planning process. It also summarizes the modules on performance measures, which cover topics like measuring performance for results, identifying characteristics of effective performance management systems, understanding logic models, identifying outcomes and measures, developing targets, and managing through measures. The document provides instructions on how to register for the courses online, by phone, fax, or mail.
The two-day training event on project leadership will take place September 10-11, 2009 in Washington DC. Attendees can earn up to 14 PDUs. Day one will cover identifying tools and techniques for successful project teams, communication strategies, decision making, and managing project change. Day two focuses on organizing and negotiating effectively, various decision making and leadership styles, and managing issues and risk. The training aims to provide skills for increased project success through modules, exercises and real-life examples.
Green Marketing and Sustainability 2009 is a conference that will teach attendees how to improve their competitive advantage and bottom line through green marketing initiatives. The conference will cover how to create a strategic plan for green practices, improve the effectiveness of green messaging, and develop a customer-focused approach to green marketing. Attendees will learn practical skills like measuring the ROI of green programs and understanding the green consumer.
The document summarizes a conference on auditing and evaluating program performance held from March 29th to April 1st in Arlington, VA. The conference featured two interactive courses on performance auditing and program evaluation. The courses would teach attendees how to use performance data and evaluation to drive program improvements and promote accountability. Trainers Rosalie Torres and Stephen Morgan would provide instruction on performance auditing, measurement, and evaluation and how they relate to organizational learning. Attendees would learn evaluation methods and how to assess program strengths and weaknesses.
This document provides information about Government Performance Management Week, taking place December 7-11, 2009 in Arlington, VA. It will feature three interactive core courses on strategic planning, performance measurement, and performance-based budgeting. Attendees can receive up to 30 CPE credits. The courses will be taught by experts in the fields and provide practical instruction on developing strategic plans, performance measures, and integrating performance and budget information. Registration is available online or by phone. Early bird and group discount rates are available.
This document provides an agenda for the 2009 Growth and Innovation Excellence Summit taking place on June 15-16, 2009 in Washington DC. The summit will focus on how companies can use innovation to drive sustainable growth even during an economic downturn. Speakers will discuss topics like assessing the ROI of innovation, developing new business models, gaining executive buy-in for innovation initiatives, and managing the risks and economic value of innovation. The target attendees are C-level executives, VPs, and directors of areas like innovation, marketing, R&D, and operations.
The document provides information about the 2009 Project Management Office Summit taking place from June 15-17, 2009 in Washington, DC. The summit will focus on developing and implementing a PMO to maximize project efficiency. Attendees will learn strategies for internal marketing of a PMO, advancing an established PMO, utilizing a PMO to mitigate risk, and applying PMO metrics and measures. The agenda includes keynote speeches, workshops, and interactive sessions over the three days.
The document describes a conference on implementing the Balanced Scorecard strategy tool. It provides details on pre-conference workshops on March 16, 2009 that will provide hands-on exercises for developing Balanced Scorecards. Workshop A will focus on implementation for commercial enterprises, teaching fundamentals and best practices. Workshop B will focus on conveying transparency and results to taxpayers for government organizations. The document encourages attendees to register and lists who should attend, such as CEOs, CFOs, and performance analysts.
This document announces a two-day event on leadership succession management and talent development. The event will include workshops and presentations on topics such as conducting a situational analysis, workforce planning, succession program creation, training and talent management synchronization, mentoring relationships, talent reviews, leadership development strategies, skills for today's economy, and transformational leadership cultivation. Speakers will include consultants and representatives from various organizations. Attendees will include professionals from HR, organizational development, succession planning, training and related fields.
the discounted rate.
The document advertises a 5-day certification program for administrative professionals to be held from March 8-12, 2010 in Arlington, VA. Attendees can earn up to 30 CPE credits. Each day focuses on a different topic such as career development, team building, conflict management, and time management. Sessions will teach skills like developing a professional plan, leadership, communication, negotiation, and stress reduction. The training will be led by Annette Dubrouillet, who has over 30 years of experience in public and private sectors. The event location, hotel accommodations, pricing, and registration information are also provided.
This document provides information about a 5-day training program on developing administrative skills. The training will cover topics such as career development, team building, conflict management, and time management. It will be held in Arlington, VA in March 2010 and offer up to 30 CPE credits. Participants will learn practical skills and techniques through presentations, workshops, and real-life scenarios led by experienced trainer Annette Dubrouillet. The training venue, hotel accommodations, pricing, and registration details are also included.
Teach Me How! 7 Tips for Creating a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. Competency-based training links individual performance to the goals of the organization. A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives. In this webinar, you will learn:
Why a sharp focus on key competencies is more important than ever.
The key characteristics of best-in-class competency-based training programs.
A straightforward seven step process any organization can use to implement competency-based training starting today.
www.bizlibrary.com
The document summarizes an American Strategic Management Institute leadership series taking place from March 29-31, 2010 in Arlington, VA. The series consists of three courses that focus on refining communication, engaging employees, and using innovation and creativity. Specific topics covered include communicating vision, aligning goals, listening, managing conflict, examining best practices in employee engagement, leading change, and fostering a creative culture. The goal is to provide leaders with tools for motivating teams and driving organizational performance.
The document summarizes an upcoming leadership training event hosted by the American Strategic Management Institute. The 3-day event will cover refining communication skills, engaging employees, and using innovation and creativity. Participants can choose to attend individual courses or the full event. The training will be held in Arlington, VA in March 2010.
The document summarizes an upcoming leadership training event hosted by the American Strategic Management Institute. The 3-day event will cover refining communication skills, engaging employees, and using innovation and creativity. Participants can choose to attend individual courses or the full event. The training will be held in Arlington, VA in March 2010.
The document provides information about the Workforce Excellence 2010 conference to be held April 20-22, 2010 in Arlington, VA. The conference will focus on building and sustaining workforce partnerships, leveraging workforce funding, developing strong performance measures, and meeting the demand for a skilled workforce. Over the three days, participants will learn from keynote speakers and panels about topics such as developing industry-driven workforce systems, implementing proven partnership practices, and establishing measurable outcomes for workforce programs. Breakout sessions will also cover grant management, recruitment strategies, and cultivating workers during economic uncertainty. A post-conference workshop on grants management for results will be offered on the final day.
This document provides information about the "Strategic Human Capital Management in SMEs 2015 Congress" event being held on October 13, 2015 in Singapore. The one-day conference will provide local small and medium enterprises (SMEs) with practical advice and tips on effective leadership, employee recruitment and engagement, and people management strategies aligned with business goals. Sessions will include panel discussions, workshops, and a clinic to address specific business challenges. The event aims to help SMEs develop their human resources capabilities and become employers of choice.
This document provides information about a three-day leadership training program titled "Building the 21st Century Leader: Using Communication and Creativity to Engage High Performing Teams". The program will be held from November 16-18, 2009 in Arlington, VA and focuses on refining communication skills, engaging employees, and using innovation and creativity. It consists of three courses that address topics such as effective communication, motivating employees, fostering collaboration and creativity. The document outlines the daily schedules, topics to be covered, trainer biographies and information on sponsorship and registration opportunities.
The document describes a three-day leadership training program taking place from November 16-18, 2009 in Arlington, VA. The program consists of three courses focusing on refining communication, engaging employees, and driving organizational performance through innovation and creativity. Each day covers important leadership topics through presentations and interactive exercises. The goal is to help participants develop skills to inspire employees and achieve organizational goals.
This document provides information about a three-day leadership training program titled "Building the 21st Century Leader". The program will focus on refining communication skills, engaging employees, and using innovation and creativity. It will take place November 16-18, 2009 in Arlington, VA and cover topics such as communicating vision, active listening, managing conflict, and fostering a creative environment. The document includes an agenda, speaker biographies, sponsorship and registration information.
The document describes a three-day leadership training program focused on communication, employee engagement, and innovation. The program consists of three courses that teach skills like communicating vision, active listening, managing conflict, leading change, and driving engagement. The goal is to help leaders develop 21st century skills to inspire and harness the talents of their employees to achieve organizational goals.
7 Steps to Create a Competency-Based Training Program | Webinar 02.10.16BizLibrary
In this webinar, you will learn a straightforward seven step process any organization can use to implement competency-based training starting today.
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1. The document describes a 5-day training program for administrative professionals to learn skills to advance their careers.
2. Participants will learn how to perform self-assessments, develop professional development plans, utilize mentoring, set goals, and market themselves for career advancement.
3. Specific sessions will cover managing time and stress, improving communication skills, positioning oneself for management roles, and achieving a work-life balance.
This document advertises an in-person training event called "Administrative Professional Skills Week" held in Atlanta, GA from August 9-13, 2010. The training is designed to provide administrative professionals with skills to advance their careers, including how to build a professional development plan, utilize leadership and team building techniques, manage conflict and negotiation, and conquer time and stress management. Participants will learn how to market themselves for career advancement and take control of their careers. The training will help attendees establish themselves as integral parts of their organizations.
The document describes an upcoming succession planning summit. The summit will take place from June 28-30 in Arlington, VA and will focus on developing effective succession plans. Over the course of two days, speakers will discuss how to create results-oriented succession plans, cultivate and retain employees, develop plans for varied workforces, and promote strong employer brands. Breakout sessions will cover topics like succession planning in difficult economies, incorporating employee feedback, common myths about succession planning, and using succession planning to create competitive organizations. Attendees can earn up to 15 CPE credits.
The document provides information about an upcoming succession planning summit to be held from June 28-30, 2010 in Arlington, VA. The summit will focus on developing effective succession plans, cultivating and retaining employees, overcoming obstacles to succession planning, and promoting a strong employer brand. It includes an agenda for the three-day event with sessions on creating results-driven succession plans, using social media to strengthen plans, retaining top talent, and developing a strong employer brand. The summit aims to help participants enhance their organizations by aligning succession plans with goals and engaging employees in the process.
The document provides information about an upcoming succession planning summit to be held from June 28-30, 2010 in Arlington, VA. The summit will focus on developing effective succession plans, cultivating and retaining employees, overcoming obstacles to succession planning, and promoting a strong employer brand. It includes an agenda for each day with sessions on topics like creating results-driven succession plans, using social media to strengthen plans, developing a strong employer brand, and retaining top employees. The summit aims to help participants enhance their organizations by aligning succession plans with goals and engaging all levels in the process.
The document describes an upcoming succession planning summit. The summit will take place from June 28-30 in Arlington, VA and will focus on developing effective succession plans. Over the course of two days, speakers will discuss how to create results-oriented succession plans, cultivate and retain employees, develop plans for varied workforces, and promote strong employer brands. Breakout sessions will cover topics like succession planning in difficult economies, incorporating employee feedback, common myths about succession planning, and using succession planning to create competitive organizations. Attendees can earn up to 15 CPE credits.
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The document discusses five common workplace legal pitfalls and provides strategies to avoid them. It addresses issues related to employee classification, health and safety litigation, equal employment opportunity laws, social media use, and limiting supervisor liability. For each pitfall, it provides tips such as carefully auditing employee classifications, establishing clear expectations and accountability, asking consistency questions during EEO investigations, defining appropriate social media use policies, and conducting harassment training for supervisors.
This document provides information about a two-day conference on applying Lean Six Sigma methodology to improve IT processes and drive business results. The conference will provide an overview of Lean Six Sigma and the DMAIC process, techniques for selecting and managing Six Sigma projects in IT, and case studies on implementing Six Sigma in IT departments. Sessions will also address change management, integrating Six Sigma with ITIL, and migrating from waterfall to lean development models. Attendees can earn up to 18 CPE credits. The conference will be held in Arlington, VA on September 29-30, 2010.
The document discusses a Lean Six Sigma conference for IT professionals to be held from September 27-30, 2010. The conference will provide 18 CPE credits and optional yellow belt certification. Attendees will learn how to apply Lean Six Sigma methodology to improve IT processes and drive business results. They will gain tools to continuously improve work through problem solving. The yellow belt track on September 27-28 will cover Lean Six Sigma concepts and techniques to define, measure, analyze, improve and control processes.
This 3-day course provides comprehensive exam preparation for the Project Management Professional (PMP)® certification exam. Participants will learn the essential terminology, tools, and techniques to navigate the five process groups and nine knowledge areas of the PMBOK® Guide. The course covers key topics like scope, time, cost, quality and risk management, and communication skills. Participants receive a complimentary copy of the PMBOK® Guide and take practice questions and a full-length mock exam to prepare for the real PMP® exam.
The document discusses a Lean Six Sigma conference for IT professionals to be held from September 27-30, 2010. The conference will provide 18 CPE credits and optional yellow belt certification. Attendees will learn how to apply Lean Six Sigma methodology to improve IT processes and drive business results. They will gain tools to continuously improve work through problem solving. The yellow belt track on September 27-28 will cover Lean Six Sigma concepts and techniques to define, measure, analyze, improve and control processes.
This document provides information about a two-day conference on applying Lean Six Sigma methodology to improve IT processes and functions. The conference will provide an overview of Lean Six Sigma and the DMAIC process, discuss specific case studies, and offer a pre-conference certification option. Sessions will address topics such as change management, process transformation, and integrating Six Sigma with other frameworks like ITIL. Attendees will learn techniques for enhancing the quality, efficiency and results of their IT operations through Lean Six Sigma.
This document provides information about a 3-day training course on preparing for the Project Management Professional (PMP) certification exam. The course will cover the key concepts and processes needed to understand the PMP exam, provide sample questions and a practice exam, and help attendees create a personalized study plan. It will be held in Arlington, VA in October 2010. Attendees will learn about the latest PMBOK guide, tips for passing the exam, and how to apply and prepare to take the PMP exam.
This document provides an agenda for a three-day training on implementing a balanced scorecard for government. The training will cover developing a strategy map, identifying key performance measures, building balanced scorecards, setting targets, and creating strategic initiative maps. Attendees will learn best practices for rolling out a balanced scorecard and creating a strategy-focused organization through presentations, exercises and case studies.
This 3-day training event provides government employees with the skills to implement a balanced scorecard performance management system. Attendees will learn how to create strategy maps, develop performance measures, link individual performance plans, and build organizational strategies. The training will cover building scorecards, setting targets, prioritizing initiatives, and communicating results. Attendees can earn 18 continuing education credits, and the training is offered at the Performance Institute in Arlington, VA from October 18-20, 2010.
The document announces an environmental performance summit to be held from June 28-30, 2010 in Arlington, VA. The summit will focus on measuring and improving environmental performance in government through workshops on developing quality performance measures, performance-based budgeting, and selecting the right performance measures for environmental programs. Featured speakers will discuss renewable energy contributions to environmental sustainability and innovations for utilizing performance measures. Attendees include environmental managers, specialists, researchers, and sustainability coordinators.
The document describes a Lean Six Sigma Yellow Belt certification course that will teach participants to apply Six Sigma tools and the DMAIC process to solve organizational challenges and improve processes. The 2-day course will cover Six Sigma concepts and methods, process mapping, project management, and tools for defining problems, measuring performance, analyzing causes of defects, improving processes, and controlling gains. Attendees will learn techniques to support continuous improvement through team problem solving and complete a work-related project.
The document announces an upcoming training event on auditing and evaluating government program performance held from September 27-30, 2010 in Arlington, VA. The event features two interactive courses on performance auditing and program evaluation. Performance auditing focuses on achieving maximum impact through relevant program measures and improving program objectives. Program evaluation teaches how to determine if a program is accomplishing its intended outcomes and how to build an evaluation system. Attendees will learn how to use performance information to drive decision making and capture accurate data to prove government programs are achieving their goals.
The document announces an upcoming training event on auditing and evaluating government program performance held from September 27-30, 2010 in Arlington, VA. The event features two interactive courses on performance auditing and program evaluation, with the goal of helping participants use performance information to drive decision making and prove that government programs are achieving intended outcomes. The performance auditing course will cover creating successful auditing strategies, developing relevant program measures, and learning how to improve program objectives. The program evaluation course will teach how to determine if a program is accomplishing its goals and how to build an evaluation system within an organization.
The document describes two interactive courses on performance auditing and program evaluation taking place from September 27-30, 2010 in Arlington, VA. The performance auditing course will focus on creating strategies to improve performance auditing and developing relevant program measures. The program evaluation course will teach how to determine if a program is achieving its intended outcomes and how to build an evaluation system. The courses will provide techniques for using performance data to drive decision making, assessing risks and vulnerabilities, developing audit objectives, and selecting appropriate data collection and analysis methods. Attendees include government auditors, inspectors general, program managers, and other professionals.
The document discusses a Lean Six Sigma conference for IT professionals to be held from September 27-30, 2010. The conference will provide 18 CPE credits and optional yellow belt certification. Attendees will learn how to apply Lean Six Sigma methodology to improve IT processes and drive business results. They will gain tools to continuously improve work through problem solving. The yellow belt track on September 27-28 will cover Lean Six Sigma concepts and techniques to define, measure, analyze, improve and control processes.
This document provides information about a two-day conference on applying Lean Six Sigma methodology to improve IT processes and functions. The conference will provide an overview of Lean Six Sigma and the DMAIC process, discuss specific case studies, and offer a pre-conference certification option. Sessions will address topics such as change management, process transformation, innovation, and combining Six Sigma with the ITIL framework. Attendees include IT professionals seeking to enhance quality, efficiency and results. CPE credits are offered.
This document provides an agenda and information for the "Budgeting and Forecasting Conference 2010" event being held from September 13-15, 2010 in San Diego, CA. The agenda outlines keynote speeches and sessions on each day that will discuss implementing tools for budgeting and forecasting, utilizing balanced scorecard techniques, developing rolling forecasts, and identifying key business drivers to improve forecasts. A post-conference workshop on September 15th will focus on modeling and forecasting key business drivers. The document provides information on registration, CPE credits, hotel accommodations, and pricing for the conference and workshop.
The document provides information about a conference on implementing balanced scorecards effectively that will take place from August 23-25, 2010 in Washington DC. The conference will include workshops on the first day covering balanced scorecard fundamentals and using business intelligence to enable strategy-aligned scorecards. Day two will focus on developing key measures and cascading scorecards throughout an organization. Speakers will provide guidance on topics such as change management, strategy mapping, monitoring performance, and motivating employees. Attendees include CEOs, CFOs, and other executives seeking to transform strategy into action using balanced scorecards.
This document provides information about a 5-day training seminar on project management titled "Project Management for Results". The seminar will be held from October 4-8, 2010 in Arlington, VA and offers 35 PDUs and 30 CPE credits. Over the 5 days, participants will learn about project initiation, planning, execution, closing, tracking projects, using earned value management tools, understanding the project life cycle, developing estimates and schedules, and more. The seminar is aimed at project managers, program managers, procurement managers, IT specialists, and others involved in project management. Attending the seminar will help professionals bring projects from initiation to execution, develop performance measurements, understand factors for improving troubled projects, and prepare
Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
During the budget session of 2024-25, the finance minister, Nirmala Sitharaman, introduced the “solar Rooftop scheme,” also known as “PM Surya Ghar Muft Bijli Yojana.” It is a subsidy offered to those who wish to put up solar panels in their homes using domestic power systems. Additionally, adopting photovoltaic technology at home allows you to lower your monthly electricity expenses. Today in this blog we will talk all about what is the PM Surya Ghar Muft Bijli Yojana. How does it work? Who is eligible for this yojana and all the other things related to this scheme?
The report *State of D2C in India: A Logistics Update* talks about the evolving dynamics of the d2C landscape with a particular focus on how brands navigate the complexities of logistics. Third Party Logistics enablers emerge indispensable partners in facilitating the growth journey of D2C brands, offering cost-effective solutions tailored to their specific needs. As D2C brands continue to expand, they encounter heightened operational complexities with logistics standing out as a significant challenge. Logistics not only represents a substantial cost component for the brands but also directly influences the customer experience. Establishing efficient logistics operations while keeping costs low is therefore a crucial objective for brands. The report highlights how 3PLs are meeting the rising demands of D2C brands, supporting their expansion both online and offline, and paving the way for sustainable, scalable growth in this fast-paced market.
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W236
1. Talent Management
Solutions 2010
Create Comprehensive Strategies for Recruiting, April 14-15, 2010
Engaging and Retaining a Thriving Workforce Arlington, VA
You Will Learn to: Capture &
Understand the Changing Landscape of Talent Management Retain Highly
Discover How Leading Visionaries are Taking Talent Practices to the Next Level
Qualified
Create an Effective Onboarding Process
Engage New Employees with an Effective Onboarding Program that Meets Talent via
and Exceeds Expectations
Innovative
Usher in Social Media to Connect Your Workforce
Utilize Latest Technology to Spearhead Learning, Dialogue and Engagement
Engagement
Revitalize Employee Retention in Times of Change
Techniques
Reach Out to Employees by Creating a New and Direct Communication Strategy
In Association with:
www.ASMIweb.com/talent
2. Day 1 Talent Management Solutions 2010
Wednesday, April 14, 2010
8:30 10:00
Conference Registration and Continental Breakfast Break and Refreshments
9:00 10:15
KEYNOTE ADDRESS: Tactical Talent Management Ensure your Talent Management System is Fully
Strategies to Overcome Recessionary Challenges Aligned with the Objectives of Your Organization
The arena of Talent Management is a changing • Ensure that leadership across the board is in
landscape given current global market conditions. sync with both long-term and short-term goals
Leaders across the country are being asked to take • Learn to make adjustments to your talent
on larger and more demanding roles within their management system in order to stay
organizations and a one disciplined approach is no competitive in the changing market
longer acceptable. What employees have requested
and expected in the past is quite different compared • Remain up-to-date with what changes your
to current demands. To leverage the talent pool and employees are expecting to ensure a strong
to create a collaborative environment, great leaders talent management approach is being executed
must understand how to find the perfect fit for each
of their employees. This keynote will identify key 11:15
trends and techniques that have emerged in today’s Workforce Planning: Analyze your Pipeline at the
talent management industry. Front, Middle and Executive levels
• Learn how to best identify the leadership gaps
• Discover what multi-disciplinary approaches have within your talent pool
intersected with traditional talent management roles
• Identify employees that are ready and
• Identify what the 21st century employee is motivated to move up in the organization
expecting in terms of professional challenges
and growth opportunities • Understand how well your employees
comprehend short and long terms goals
• Capture successful strategies that are driving
many organizations to adapt and modify their MICHEL A. BUFFET, PHD
engagement and retention practices Managing Partner, Fisher Rock Consulting
MARC EFFRON
Founder, New Talent Management Network 12:15
Author, One Page Talent Management Lunch Break
“This is the best conference that I have ever attended! There
were not only best practices exhibited but I was given the tools
to implement them within my own organization.”
– Mary Bowman
SVP Compensation & HRIM, Aurora Loan Services
2 ASMIweb.com/talent
3. Day 1
1:15 Top 5 Reasons
Revitalize your Brand to Attract and Retain the Right Talent
• Learn how to quantify the ROI on your branding initiatives to Attend:
• Distinguish winning methods to acquire management
buy-in to launch innovative brand development Examine
how the recessionary
• Understand how your organizational brand effects
climate has affected your
recruitment and retention workforce
KORTNEY KUTSOP
Employer Branding Specialist, UNIVERSUM Find
the critical retention
2:15 issues within your
Break and Refreshments
organization
2:30 Empower
Effectively Meet and Engage New Employee your employees by
Expectations with Innovative Onboarding Techniques keeping them ahead of
the learning curve
• Determine which onboarding methods provide
the greatest value to employees
• Promote and encourage a strong community network Deliver
the exciting world of
• Redefine leadership and mentoring programs that interactive social media
reach across generational and cultural divides to your workforce
KAREN BRADBURY
AVP, Talent Management Strategies at Unum Enable
Unum Named as “Best Employers for Healthy Lifestyles” your high performers to
progress efficiently and
rapidly by setting clear
3:30 expectations
Understand How Social Networking Can Foster
Collaboration and Engagement
• Learn which social media outlets have been most
successful in strengthening peer to peer communication
• Utilize social media to drive employee engagement
by creating a network and collaborative groups
• Use social media tools to communicate and exchange ideas
MILLIE RICHTER
Communications Specialist, Southwest Airlines
Winner of “Best Blog” Award by PR News
4:30
Day One Adjourns
ASMIweb.com/talent 3
4. Day 2 Talent Management Solutions 2010
Thursday, April 15, 2010
8:30 10:00
Conference Registration and Continental Breakfast Break and Refreshments
9:00 10:15
KEYNOTE ADDRESS: Use Communication and Will They Stay: Retain Your Staff During the
Transparency to Build Trust with Your Employees Economic Turnaround
Presenting a strong, focused and positive message • Discover what benefits your employees value
to your workforce has always been an essential most on both a financial and non-financial level
management tool. However, in such fast changing • Optimize non-traditional work environments
times, new approaches between employee-employer to better improve employee performance and
communications are needed. Many organizations overall commitment
have been hit with layoffs, re-structuring and budget
cuts. In order to maximize employee productivity, • Learn how to place a dollar value on flexible
effective communication strategies must be benefits that contribute to a healthy work/life
executed, for an uninformed employee will either balance for your employee
become disengaged because they do not know what CALI WILLIAMS YOST
is expected from them or they simply feel left out CEO, Work+Life Fit, Inc.
of the bigger picture. Transparency, a vision for the Author, Work+Life: Finding the Fit That’s Right for You
future and optimism are key ingredients that must be
included in a strong communications plan.
11:15
• Harness successful case studies in which Leadership Development: Create Well Defined Career
companies have reworked their communication Paths and Opportunities Based on Performance
plan to better relate to their workers • Outline what performance competencies
• Determine what vehicles of communication are best compliment your company’s business goals
best in addressing times of change: Town hall • Implement review processes that are easy to
meetings, intranet or small group meetings follow and monitor
• Learn to erase doubt among your employees by • Educate your employees to recognize the
presenting a clear picture so they understand how requirements necessary for career advancement
certain changes will affect their responsibilities within the business
TERRY WEISZ
VP, Global Internal Communications, Marriott International, Inc.
Named “100 Best Companies to Work For” by FORTUNE magazine
Who Should Attend?
VPs, Directors and Managers of: • Leadership & Training
• Talent Management • Organizational Development & Career Administration
• Human Resources • Onboarding & New Employee Orientation
• Workforce Planning • Marketing & Public Relations
4 ASMIweb.com/talent
5. Day 2
12:15 In-House Training:
Lunch Break One of the more popular vehicles for accessing the Institute’s
educational offerings is the delivery of on-site trainings and
management facilitations. Bringing a training or facilitation
1:15 in-house gives you the opportunity to customize a program
POST CONFERENCE WORKSHOP: Succession
that addresses your exact challenges and provides a more
Planning: Learn How to Start a Strong Employee personal learning experience, while virtually eliminating travel
and Leadership Pipeline at All Levels expenses. Whether you require training for a small group or
Creating a well defined and executable succession for an organizational-wide initiative, the advanced learning
methods employed by the Institute will create an intimate
plan is an absolute necessity given the various
training atmosphere that maximizes knowledge transfer to
transitions that many companies are undergoing in
enhance the talent within your organization.
the present economy. Before leaders can begin to
tackle such a project, it is helpful to ascertain what
techniques have worked best for leading institutions in
Customization:
the nation. Participants will gain more understanding We realize that not all obstacles can be overcome by applying
an “off-the-shelf” solution. While many training providers
on how to secure approval for succession planning
will offer you some variation of their standard training, the
objectives. They will also learn how to implement
Institute’s subject matter experts will work with you and your
change in a well thought out and executable fashion. team to examine your programs and determine your exact
• Become skilled at building a participatory areas of need. The identification of real life examples will create
environment amongst your workforce in order to a learning atmosphere that resonates with participants while
at the same time providing immediate return on your training
gain buy in and support from upper management
investment. Using interactive exercises that employ actual
• Determine how to best measure the results of projects or scenarios from your organization, instructors
your succession planning strategies can address specific challenges and align the curriculum of
each session to your objectives. While the majority of on-
• Discover how to empower leaders not only at the
site trainings are focused on smaller groups, the Institute
top but also within all levels of your organization also has the ability to accommodate organization-wide
training initiatives. Utilizing multiple instructors, the Institute
DORIS SIMS, President, Succession Builders, LLC
has the capacity to deliver courses to groups of up to 300
Former Talent Management Director, CVS/Caremark participants per day.
Author, The 30-Minute Guide to Talent & Succession Management
4:30 Areas of Expertise:
Conference Adjourns On-site delivery of single courses, certification programs and entire
packages of specialized courses are available in the following areas:
• Strategic Planning • Contracting
• Performance Measurement • Performance Reporting
• Project Management • Program Evaluation
• Lean Six Sigma • Administrative Management
• Workforce Management • Change Management
“Very effective & good information • Budgeting and Forecasting • Balanced Scorecard
shared. Great ideas & examples, For more information about in-house training and certification
tools to be used.” options, please contact Blake Zach at 202-739-9548
or email him at Blake.Zach@ASMIweb.com
– Luis Fernandez
Human Resources Manager, Reser’s Fine Foods
ASMIweb.com/talent 5
6. Talent Management Solutions 2010
Logistics & Tuition
Venue and Hotel: Exhibiting & Sponsorship:
Talent Management Solutions will be held at The To learn more about exhibiting and sponsorships
Performance Institute Conference Center in Arlington, VA, at Talent Management Solutions please contact
just one block east of the Courthouse Metro stop on the Meredith Mason at 202-739-9707 or email her at
Orange Line. A public parking garage is located just inside Meredith.Mason@ASMIweb.com
of the building for $10/day.
Quality Assurance:
The Performance Institute Conference Center ASMI strives to provide you with the most productive and effective
1515 N. Courthouse Rd., Suite 600 educational experience possible. If after completing the course
Arlington, VA 22201 you feel there is some way we can improve, please write your
877-992-9522 comments on the evaluation form provided upon your arrival.
Should you feel dissatisfied with your learning experience and wish
to request a credit or refund, please submit it in writing no later
A limited number of rooms have been reserved at the than 10 business days after the end of the training to:
Arlington Rosslyn Courtyard by Marriott at the prevailing rate
ASMI Corporate Headquarters:
of $209 until March 1, 2010. Please call the hotel directly
805 15th Street, NW
and reference code “Talent Management Solutions” when 3rd Floor
making reservations to get the discounted rate. The hotel Washington, DC 20005
is conveniently located three blocks from the Rosslyn Metro
We will evaluate individual complaints in a context of collective
station. Please ask the hotel about a complimentary shuttle comments from the event.
that is also available for your convenience.
Note: A $399 service fee will be charged on cancellations received
Arlington Rosslyn Courtyard by Marriott less than four weeks from the date of the event. A credit memo
1533 Clarendon Blvd. will also be sent reflective of that amount, which can be used for
a future conference. If you do not cancel your registration before
Arlington, VA 22209 the day of the event, you will be charged for the full conference
Phone: 703-528-2222 / 1-800-321-2211 amount. As speakers are confirmed six months before the event,
www.courtyardarlingtonrosslyn.com some speaker changes or topic changes may occur in the program.
ASMI is not responsible for speaker changes, but will work to ensure
a comparable speaker is located to participate in the program. If for
any reason ASMI decides to cancel this conference, ASMI accepts
Tuition & Group Discounts: no responsibility for covering airfare, hotel or other costs incurred
by registrants, including delegates, sponsors and guests.
The tuition rate for attending Talent Management
Solutions is as follows: Note: Payment must be secured prior to the conference. If
payment is not received by the conference start date, a method of
payment must be presented at the time of registration in order to
Offerings Early Bird Regular Rate
guarantee your participation at the event.
Conference $999* $1099
Workshop $399 $399 Discounts:
• All ‘Early Bird’ Discounts must require payment at time of
* For the Early Bird rate, register before: March 14, 2010. registration and before the cut-off date in order to receive any
discount.
For more information on group discounts for • Any discounts offered whether by The Performance Institute
(including team discounts) must also require payment at the time
Talent Management Solutions contact:
of registration.
Matt Hartzog at 404-262-5548 or email him at •All discount offers cannot be combined with any other offer.
Matt.Hartzog@ASMIweb.com •Discounts cannot be applied retroactively.
6 ASMIweb.com/talent
7. Talent Management Solutions 2010
Registration Form
Call Fax this Form to Visit
877-992-9521 866-234-0680 www.ASMIweb.com/talent
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CANCELLATION POLICY: The American Strategic Management Institute will provide a full refund less a $399 administration fee for cancellations
requested four weeks prior to the event start date unless cancellation occurs within two weeks prior to the event start date. If a cancellation is
requested less than two weeks prior to the event start date, no refund will be issued. Registrants who fail to attend and do not cancel prior to
the event will be charged the entire registration fee. All cancellations must be requested through the cancellation link found in your attendance
confirmation email. Please note that cancellation is not final until you receive a cancellation confirmation email.
I have read and accepted the Cancellation Policy above.
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Priority Code: W236-WEB
8. Talent Management Solutions 2010
About ASMI
ASMI’s Vision Areas of Focus:
In this challenging economic landscape, organizations • PERFORMANCE MANAGEMENT:
must develop and execute innovative strategies to survive Using business analytics to drive strategy
and thrive. Performance and process improvement • PROCESS IMPROVEMENT:
methodologies give managers the tools they need to Leaning processes for efficiency and quality improvement
run leaner, more efficient businesses. The mission of the
American Strategic Management Institute (ASMI) is to • FINANCIAL MANAGEMENT:
connect business leaders with best-in-class practices Budgeting and forecasting for better decision-making
and training to address management challenges and • PROJECT MANAGEMENT:
improve results. ASMI has grown into one of the nation’s Managing projects to deliver results on time, within
most innovative training providers, combining market scope and in budget
research and industry insight to deliver experiences and • LEADERSHIP DEVELOPMENT:
tools to inspire leaders and grow businesses. Through Building leadership skills to manage in times of change and conflict
virtual sessions, national summits, training programs and
consulting services, ASMI brings together leaders to share
insights, ideas and actions to transform organizations. Services Available:
VIRTUAL TRAINING BRIEFINGS 90-minute training sessions
for the latest tools and techniques to deliver results.
NATIONAL SUMMITS National events allowing business leaders to share best
practices and strategies for success.
TRAINING PROGRAMS Methodology-based training modules in management
competencies, offered publicly or custom-designed for your organization
CONSULTING SERVICES Field experts who can bring bold change to your
workforce planning processes.
ASMI Corporate Headquarters
805 15th Street, NW, 3rd Floor
Washington, DC 20005
www.ASMIweb.com Phone: 877-992-9522 Fax: 866-234-0680