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A concise presentation of The Gilbert Six Cell behavior management model. I designed this while working as Director of Human Performance Technology at Sylvan Learning Systems PACE consulting unit
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This Presentation is about how to be a successful researcher for every young scientist who will be going to start their career. I am sure this would help them in some way.
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New skills and capabilities of HR are briefly included.
This Presentation is about how to be a successful researcher for every young scientist who will be going to start their career. I am sure this would help them in some way.
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New skills and capabilities of HR are briefly included.
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Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
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Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
2. +
* More information/samples available upon request
2
Table of Contents
Summary of Accomplishments
KSA & Personal Traits
Background &
Goals
Key findings &
Action plan
P.3
P.4
Sample Project *
P.5-P. 6
P.7-P. 8
3. Summary of Accomplished Projects
Employee Retention/
Engagement
Employee Training
Other HR Activities
Employee Performance
Recruiting-Separation
Process
• EAP program
• Orientation program
• Satisfaction surveys
• Employee benefit
program
• Union negotiation
• On-boarding
• Cultural diversity and awareness training
• Educational training on mental wellness
• Coaching
• Strategic recommendations to managers
• Investigations of employee grievance
• Background checks
• Analysis report on exit interviews
• Performance evaluation at probation period
• HRIS system
• Employee handbook
• Relevant documentation
• HR policy explanation
• Customer services
3
4. 4
KSA & Personal Traits
Knowledge
Skills
Abilities
Personal Traits
• Analytical skills
• Presentation skills
• Interpersonal skills
• Communication skills
• Bilingual
• I/O & Counseling
Psychology
• Research methods
• Statistical applications
• Labor law/ HR policies
• Abilities to diagnose presenting issues
and provide solutions
• Abilities to handle sensitive and
confidential HR matters
• Abilities to work with people at all levels
• Detail-oriented
• Compassion
• Integrity
• Resilience
• Openness to
experiences
• Quick-learner
• Self-awareness
5. 5
Sample Project- New Staff Orientation Program
Project Background
High
turnover rate
of new staff
Adjustment
issues from
new staff
Managerial
issues
between new
staff and
managers
6. 6
Project Goals
Decrease turnover
rate of new hires
Retain desired talents
Identify potential drop-
outs and provide
immediate assistance
Improve communication
between new staff and
their managers
Desired Performance
7. 0.5
0
0.1
0.2
0.3
0.4
Be able to
handle the
stress level
Be able to
independently
complete assigned
tasks
The job and work
environment
meet personal
expectations
Sample size: 40
Method: interview
Was referred by
current
employees
Was
assigned a
mentor
correlation
coefficient
• Have some level of
understanding of
the culture within
the organization
• Have high EQ
• Have someone who
acts as a go-to
person
Figure 1: Relationship between three-month performance
and desired performance
vBehavioral Predictorsv
Key Findings
Significant
Predictors
7