AXIS AWARDS APPLICATION PREPARATION DOCUMENT

Size: px
Start display at page:

Download "AXIS AWARDS APPLICATION PREPARATION DOCUMENT"

Transcription

1 AXIS AWARDS APPLICATION PREPARATION DOCUMENT INSTRUCTIONS PLEASE READ CAREFULLY This document lists all the questions in the online application form. Use this document to help prepare your application answers before entering them into the online application form. 1. All applications must be submitted by August 31, 2015 through the online application form found on in the How to Apply section. Ensure all questions in the online application form are completed. Your organization can submit multiple online applications; one online application for each category you believe is worthy of being recognized. The work highlighted in the online application should be in place for a minimum of one year at the time of application submission, and be taking place in the DFW area. Consulting companies can partner with clients to apply, however the application must be under the client's name. Consulting companies may apply for an AXIS Award in their own name if their focus is on their own internal talent development efforts or if their work has positively shifted and influenced the Talent Development profession. If your organization is selected as a finalist, you will be asked to participate in a video for the awards ceremony. ATD Dallas will coordinate with a professional production organization to come to your site to film members of your staff prior to the gala. 2. Refer to the Tips for Completing the AXIS Award Application on the following page for suggestions about how to prepare your answers. 3. Supporting documents/examples/artifacts can be uploaded with your application. Please upload no more than five supporting documents/examples/artifacts with your application. Uploaded attachments should only be included to give us a more complete picture of your approach, and may be used, with your permission, to highlight your work during the gala if your organization is chosen as an award finalist or winner. Examples include: screenshots from a mobile app or blended learning solution, a copy of your leadership development model, talent mobility framework, or talent assessment collateral. The option to upload supporting material is embedded into the online application process via an Upload button. Ensure you upload all applicable attachments at the time of application submission. This completed document is not considered an applicable attachment or application submission.

2 In order for us to best track and consider your uploaded attachments, please use the following file naming convention prior to uploading: Your organization name Award Category Document Name e.g: ABC Organization LeadershipDevelopment LeadershipModel.pdf Maximum file size 20 MB TIPS FOR COMPLETING THE AXIS AWARDS APPLICATION: 1. Start preparing early so you have time to submit a well written online application. 2. Strong applications tell a story that ties needs identification to the evaluation strategy and the results achieved at the end. 3. Avoid using industry or organization jargon as much as possible. Make it easy for reviewers to understand what your organization did, why they did it, and how the pieces fit together. 4. The stronger the metrics showing your company s starting and ending points, the stronger the application will be. 5. Make sure the business needs identified in the beginning of the application are addressed in the evaluation strategy and results sections. 6. Every part of the application is important. Answer all questions as completely as possible. Pay attention to supporting questions that ask for additional details. 7. Provide examples (qualitative) and data (quantitative) where possible. 8. Proof read nominations. Entries should be carefully and thoroughly edited before submission. While grammar, spelling, and flow are not specifically evaluated, they do impact a reviewer s perception of the application and submitting organization. 9. If you have questions while preparing or submitting your application, please

3 ATD Dallas AXIS Award Categories: Talent Management 1) Talent Assessment applying a systematic approach for implementing individual and organizational assessments that support the facilitation of the career development planning process and succession planning efforts. 2) Succession Planning applying a systematic approach for identifying and developing employees with the potential to fill key business leadership positions in the organization. 3) Leadership Development applying a systematic approach to educate, grow and enrich the skills, mindsets and knowledge of existing and emerging leaders. 4) Coaching applying a systematic approach to improve others ability to set goals, take action and maximize strengths. 5) Talent Mobility applying a systematic approach for facilitating career transitions that support engagement and retention efforts. Organizational Development 6) Performance Improvement applying a systematic approach for analyzing human performance gaps and closing them. 7) Change Management applying a systematic approach to shift individuals, teams and organizations from a current state to a desired state. 8) Diversity and Inclusion a systematic approach to creating a workplace environment and organizational culture with practices that encourage growth and development, learning from others and capturing the advantage of diverse perspectives. Learning Solutions 9) Learning Technology applying new technology or using technology in an innovative way to address specific learning needs. 10) Design and Delivery designing and delivering formal and informal blended learning solutions using a variety of methods so the training is both engaging and effective. 11) Knowledge Management capturing, distributing, and archiving intellectual capital to encourage knowledge sharing and collaboration. Managing Learning Programs and Teams 12) Strategic Planning an approach of defining an organization s (or a subset of the organization s) strategy, making decisions on allocating its resources to pursue this strategy, and guiding the implementation of the strategy. This can include how talent strategy aligns with and/or enables organizational strategy. 13) Evaluating Learning Impact using metrics and analytics to measure the value of workplace learning and talent development solutions to the organization.

4 APPLICATION QUESTIONS These questions are for background. They will not be scored by the reviewers. 1. Organization Name 2. Please list the award category you are applying for from the list above. 3. Describe the purpose of the approach that was used. 4. Provide a brief summary of the approach. 5. When was this approach implemented? 6. Who is the target audience and why was this group selected? How many total employees does it support and how many have been selected? 7. Please tell us why you think this approach is an excellent submission and deserving of a ATD Dallas AXIS Award.

5 The following questions will be scored by the reviewers. Each section is weighted for scoring purposes and the percent of the total score s weight is indicated in each section. Needs Identification 15% The purpose of this section is to understand the business need and how it was determined this approach would address it. 8. What business problem, opportunity or need was this approach designed and implemented to address? Explain the issue and how it was identified, providing any benchmarking data or metrics that were used to determine the business problem or opportunity. Give sufficient justification to ensure that the importance of the issue to the business is clearly stated. How was it determined that this solution was an appropriate response to the need or problem (what assessment approaches were used and why)? Alignment 15% The purpose of this section is to learn the background related to the process of aligning the approach to meet business needs and goals. 9. How does the approach align with organizational objectives and goals? 10. How does the approach support the overall talent strategy of your organization?

6 Design Approach 15% The purpose of this section is to understand why the approach was designed in the manner it was. 11. Describe the design of the approach. Innovation should be addressed, if applicable. If this approach is especially innovative for your organization, industry or the Talent Management field, please elaborate by providing relevant data and metrics. Evaluation Strategy 25% Evaluation approaches should be tailored to specific business needs and goals. A best practice is to evaluate the changes in behavior and the impact of the approach on business goals. 12. How and how often is the approach evaluated? Describe the elements/steps/process (not results) of the evaluation strategy. What evidence, benchmarking data and/or metrics do you use to evaluate the value added to the business? How do you know how far you have come and how far you have to go? 13. How do you hold your participants accountable for their development?

7 Results 30% The purpose of this section is to provide the results of the approach for both business impact and impact on participant behavior. Include actual figures where possible. Provide evidence that demonstrates these results have added value to the business. 14. Business Impact: How did the implementation impact individuals and the organization? Include short and long term business impacts and provide evidence to support your conclusion. What ROI results describe your success story? Describe how the value added to your business resulted from the approach and not external factors. Align your response to the business need(s) you identified in the needs assessment section. 15. Participant Behavior: What specific participant behaviors resulted from the implementation of this approach and how do these behaviors contribute to the goals of the talent strategy and organization s goals? Both metrics and concrete examples are helpful here. 16. What additional results/outcomes (tangible or intangible) occurred as a result of this approach? Contact Information: Organization: Physical Address: Primary Contact Person for this application: Phone: Application prepared by: Name: Title: Organization: Phone:

ICE 2016 Tracks & Subcategories

ICE 2016 Tracks & Subcategories ICE 2016 Tracks & Subcategories Career Development (Content Track 1) The Career Development track highlights trends and topics influencing a community of learning professionals interested in advancing

More information

The Canadian Public Relations Society Awards of Excellence 2015

The Canadian Public Relations Society Awards of Excellence 2015 The Canadian Public Relations Society Awards of Excellence 2015 CPRS Awards of Excellence recognize outstanding public relations and communications management campaigns, internal and external programs

More information

Talent Management: How to Make Your Metrics Matter

Talent Management: How to Make Your Metrics Matter Talent Management: How to Make Your Metrics Matter April 26-27, 2012 Cathy Missildine, SPHR Chief Performance Officer Intellectual Capital Consulting Agenda The 3 key areas to measure when it comes to

More information

BEST-IN-CLASS PRACTICES IN EMPLOYEE COMMUNICATIONS:

BEST-IN-CLASS PRACTICES IN EMPLOYEE COMMUNICATIONS: BEST-IN-CLASS PRACTICES IN EMPLOYEE COMMUNICATIONS: AN UPDATE PRESENTED BY: PETER DEBRECENY, GAGEN MACDONALD COLLEEN LEARCH, KRC RESEARCH NOVEMBER 21, 2013 TECTONIC MOVEMENT: RESHAPING ORGANIZATIONAL COMMUNICATION

More information

CERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE

CERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE CERTIFICATIONS IN HUMAN RESOURCES» HRMP HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE HRMP EXAM CONTENT OUTLINE AT-A-GLANCE HRMP EXAM WEIGHTING BY FUNCTIONAL AREA:» HR as a Business

More information

Metrics That Matter in Leadership Development

Metrics That Matter in Leadership Development Metrics That Matter in Leadership Development March 10, 2006 Jeff Snipes President and CEO Ninth House, Inc. Jami York Director of Learning Services Ninth House, Inc. Overview Introductions Trends in Measuring

More information

TALENT MANAGEMENT AND PREDICTIVE ANALYTICS

TALENT MANAGEMENT AND PREDICTIVE ANALYTICS TALENT MANAGEMENT AND PREDICTIVE ANALYTICS The business of Talent Management (i.e. human capital management) can be variously described. In The Talent Management Handbook (2004, McGraw-Hill, Berger & Berger),

More information

ASAE s Job Task Analysis Strategic Level Competencies

ASAE s Job Task Analysis Strategic Level Competencies ASAE s Job Task Analysis Strategic Level Competencies During 2013, ASAE funded an extensive, psychometrically valid study to document the competencies essential to the practice of association management

More information

Measuring your most important Asset: Human Capital

Measuring your most important Asset: Human Capital Measuring your most important Asset: Human Capital Workforce Analytics Training We are all familiar with the conventional HR metrics that are frequently used in organizations today Turnover rate, time

More information

Qualification in Internal Audit Leadership (QIAL ) Exam Syllabus

Qualification in Internal Audit Leadership (QIAL ) Exam Syllabus QIAL SYLLABUS MARCH 2015 Qualification in Internal Audit Leadership (QIAL ) Exam Syllabus The QIAL assessment comprises five sections: Case study 1*: Internal Audit Leadership (3 hours and 45 minutes)

More information

Prince George s County Public Schools 14201 School Lane Upper Marlboro, Maryland 20772 www.pgcps.org

Prince George s County Public Schools 14201 School Lane Upper Marlboro, Maryland 20772 www.pgcps.org INSTRUCTIONAL DIRECTOR PERFORMANCE APPRAISAL NAME: POSITION: Appraiser: Attach Executive s goals and/or responses to this appraisal, as appropriate. PART I: GENERAL JOB COMPETENCIES As to each competency,

More information

Succession Management/Planning Talent Management

Succession Management/Planning Talent Management Succession Management/Planning Talent Management Objectives Upon completing this workshop you will be able to: Utilize a basic framework for building a comprehensive succession plan. Understand the need

More information

Creating a Training Program and Learning Culture in Your Organization

Creating a Training Program and Learning Culture in Your Organization Creating a Training Program and Learning Culture in Your Organization Common Roadblocks: 1. No manager support/accountability Use it or lose it We often forget this building block for all training and

More information

How to Culturally Embed Total Rewards into the DNA of Your Organization

How to Culturally Embed Total Rewards into the DNA of Your Organization How to Culturally Embed Total Rewards into the DNA of Your Organization Lisa Silcox Senior Communication Consultant Eckler Ltd. Companies spend millions every year providing benefits that employees don

More information

LEADS Summary of Offerings

LEADS Summary of Offerings LEADS Summary of Offerings MARCH 2015 Organizational Leadership Development LEADS Diagnostic Assessment LEADS 360 Aggregate Report Interpretation Bringing LEADS to Life LEADS Learning Series LEADS Internal

More information

White Paper. Executing Organizational. Strategy: Achieving. Success through Talent. Management

White Paper. Executing Organizational. Strategy: Achieving. Success through Talent. Management White Paper Executing Organizational Strategy: Achieving Success through Talent Management April 2007 Table of Contents Factors Impacting Business Value and Execution 4 The Solution: Business Execution

More information

POSITION DETAILS. Centre for Higher Education Development (CHED)

POSITION DETAILS. Centre for Higher Education Development (CHED) JOB DESCRIPTION NOTES Forms must be downloaded from the UCT website: http://www.uct.ac.za/depts/sapweb/forms/forms.htm This form serves as a template for the writing of job descriptions. A copy of this

More information

Talent management strategy template

Talent management strategy template Talent management strategy template 2012 Halogen Software Inc. All rights reserved. Halogen, Halogen eappraisal, Halogen ecompensation, Halogen elearning Manager, Halogen esuccession, Halogen e360 Multirater,

More information

Strategic Planning Guide

Strategic Planning Guide Planning Guide Social Enterprise Start-Up Tool Kit Emily Bolton, Enterprise Development Manager, 1 Plan Process Clarity Priorities Resource Implications Performance Metrics Objective To develop a concrete

More information

Conversion Program Curriculum & Instruction Certification

Conversion Program Curriculum & Instruction Certification Conversion Program Curriculum & Instruction Certification Individuals wishing to acquire certification in Curriculum and Instruction based upon previously completed Curriculum and Instruction (or equivalent)

More information

2014 Knowledge Management Priorities. Metric Results from APQC s 2014 Knowledge Priorities Survey January 23, 2014

2014 Knowledge Management Priorities. Metric Results from APQC s 2014 Knowledge Priorities Survey January 23, 2014 2014 Knowledge Management Priorities Metric Results from APQC s 2014 Knowledge Priorities Survey January 23, 2014 Survey Description and Objectives In December 2013, APQC surveyed 418 members of our knowledge

More information

Competency Requirements for Executive Director Candidates

Competency Requirements for Executive Director Candidates Competency Requirements for Executive Director Candidates There are nine (9) domains of competency for association executives, based on research conducted by the American Society for Association Executives

More information

Consulting Performance, Rewards & Talent. Making Employee Engagement Happen: Best Practices from Best Employers

Consulting Performance, Rewards & Talent. Making Employee Engagement Happen: Best Practices from Best Employers Consulting Performance, Rewards & Talent Making Employee Engagement Happen: Best Practices from Best Employers The Challenge Companies across the globe are taking the initiative to administer and manage

More information

TTEC Board of Directors. Education Program Update September 26, 2010

TTEC Board of Directors. Education Program Update September 26, 2010 TTEC Board of Directors Education Program Update September 26, 2010 Scholarship Update Notified top 4 finalist by Sept 10 th Use Committee to review applicants to present to the Board Use Board approved

More information

THE HR GUIDE TO IDENTIFYING HIGH-POTENTIALS

THE HR GUIDE TO IDENTIFYING HIGH-POTENTIALS THE HR GUIDE TO IDENTIFYING HIGH-POTENTIALS What makes a high-potential? Quite possibly not what you think. The HR Guide to Identifying High-Potentials 1 Chapter 1 - Introduction If you agree people are

More information

video Competition Target Audience: 6th - 8th grade students Dream It. Do It. Location: Pennsylvania Type of Activity: Competition

video Competition Target Audience: 6th - 8th grade students Dream It. Do It. Location: Pennsylvania Type of Activity: Competition Inspiring the Next Generation: A Toolkit to Engaging Students in STEM Pathways and Manufacturing Careers video Competition Original Creators: Manufacturers Resource Center, DaVinci Science Center, Lehigh

More information

https://s.qualtrics.com/controlpanel/ajax.php?action=getsurveyprintpreview&t=8ushg

https://s.qualtrics.com/controlpanel/ajax.php?action=getsurveyprintpreview&t=8ushg Page 1 of 5 Default Question Block Thank you for taking the time to submit a nomination for BC HRMA's Professional Awards. This is the preliminary nomination form is for HR PROFESSIONAL OF THE YEAR. Submissions

More information

The Johns Hopkins University Human Resources Competency Dictionary

The Johns Hopkins University Human Resources Competency Dictionary The Johns Hopkins University Human Resources Competency Dictionary JHU Human Resources Competencies (Applies to All HR Functional Areas) Business Partnership and Consultation Ethics and values Decision

More information

IBM Learning Solutions Executive Brief. Learning strategy an investment in the future.

IBM Learning Solutions Executive Brief. Learning strategy an investment in the future. IBM Learning Solutions Executive Brief Learning strategy an investment in the future. September 2005 Page 2 Contents 2 Introduction 3 Do you need a learning strategy? 4 Current learning strategy insights

More information

SDI - Service Desk Manager (SDM) - SDI-SDM

SDI - Service Desk Manager (SDM) - SDI-SDM SDI - Service Desk Manager (SDM) - SDI-SDM Course Details Days 4 Course code SDI-SDM Course Outline Please note :The Service Desk Manager course has recently been re-launched by SDI to now be completed

More information

Introduction. This white paper outlines the key findings from the survey and provides an analysis of its implications

Introduction. This white paper outlines the key findings from the survey and provides an analysis of its implications The Value of HR Certification Around the World Introduction In recent years, there has been a growing appreciation of the benefits of HR credentials among HR professionals. Increasing competition for HR

More information

DIGITAL VIDEO PRODUCTION

DIGITAL VIDEO PRODUCTION DIGITAL VIDEO PRODUCTION Digital video has become a prominent and effective way of conveying new ideas and products. This event provides recognition for FBLA members who demonstrate the ability to create

More information

9 Reasons Your Product Needs. Better Analytics. A Visual Guide

9 Reasons Your Product Needs. Better Analytics. A Visual Guide 9 Reasons Your Product Needs Better Analytics 02 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 A Visual Guide Better Analytics for Your Users Table of Contents Introduction... 2 As a product

More information

2014 2015 Online Catalog ADDENDUM

2014 2015 Online Catalog ADDENDUM 2014 2015 Online Catalog ADDENDUM Effective June 11, 2014, the following degree program will not be offered in the fall or winter terms of academic year 2014 2015. Master of Science: Criminal Justice Management

More information

1 Past AOL reports and reviews are available at http://www.kennesaw.edu/cetl/aol/reports.html

1 Past AOL reports and reviews are available at http://www.kennesaw.edu/cetl/aol/reports.html 1 ASSURANCE OF LEARNING REPORT DEGREE PROGRAM: Master of Science in Information Systems (MSIS) REPORT AUTHOR(S): Amy B. Woszczynski, PhD SUBMISSION DATE: January 29, 2010 1. Following up on the previously

More information

The Talent Management Framework

The Talent Management Framework The Talent Framework Executive Summary Josh Bersin Stacey Harris Kim Lamoureux Madeline Laurano David Mallon May 2010 BERSIN & ASSOCIATES RESEARCH REPORT V.1.0 The Talent Framework Executive Summary The

More information

HR by the Numbers: Use HR Metrics to Measure and Maximize Your Workforce's Strategic Value

HR by the Numbers: Use HR Metrics to Measure and Maximize Your Workforce's Strategic Value HR by the Numbers: Use HR Metrics to Measure and Maximize Your Workforce's Strategic Value Presented by: Ronald Adler Laurdan Associates, Inc. Jennifer Burdick CMK Associates, LLC Thursday, August 22,

More information

Programme Specification: Master of Business Administration

Programme Specification: Master of Business Administration Programme Specification: Master of Business Administration 1. Awarding Institution/Body University of Gloucestershire 2. Teaching Institution University of Gloucestershire 3. Recognition by Professional

More information

Linking Risk Management to Business Strategy, Processes, Operations and Reporting

Linking Risk Management to Business Strategy, Processes, Operations and Reporting Linking Risk Management to Business Strategy, Processes, Operations and Reporting Financial Management Institute of Canada February 17 th, 2010 KPMG LLP Agenda 1. Leading Practice Risk Management Principles

More information

Organisational and Leadership Development at UWS

Organisational and Leadership Development at UWS Organisational and Leadership Development at UWS Context The University of Western Sydney s (UWS) leadership development framework is underpinned by the recognition that its managers and leaders have a

More information

Certified Human Resources Professional Competency Framework

Certified Human Resources Professional Competency Framework Certified Human Resources Professional Competency Framework Table of Contents About the CHRP 3 Application of the Competency Framework 3 Path to Obtain the CHRP 4 Maintaining the CHRP 4 Overview of the

More information

at various levels tacit knowledge areas groups, offering individual sponsorship, special interest groups, and career development support

at various levels tacit knowledge areas groups, offering individual sponsorship, special interest groups, and career development support To harness ongoing support for your mentoring program, measuring success is key. Conducting a top-down goal analysis should include organizational objectives, key performance indicators (KPIs), targets,

More information

ALL SUBMISSIONS ARE DUE BY 5:00 PM ON THURSDAY, JANUARY

ALL SUBMISSIONS ARE DUE BY 5:00 PM ON THURSDAY, JANUARY Twenty-Ninth Annual Commercial Real Estate Awards Gala Deal of the Year Awards OFFICIAL ENTRY RULES ALL SUBMISSIONS ARE DUE BY 5:00 PM ON THURSDAY, JANUARY 28, 2016 The 2016 Commercial Real Estate Awards

More information

Developing a Workforce Plan: Setting the Foundation

Developing a Workforce Plan: Setting the Foundation Developing a Workforce Plan: Setting the Foundation Presented by Stacie Abbott, Workforce Planning Coordinator Brandon Littlejohn, Statewide Recruiter Erica Salinas, Analyst Danielle Metzinger, Analyst

More information

Creating a MultiChannel Marketing Plan & Timeline for Annual Fundraising

Creating a MultiChannel Marketing Plan & Timeline for Annual Fundraising AFP DFW Philanthropy in Action Conference June 13, 2014 Creating a MultiChannel Marketing Plan & Timeline for Annual Fundraising Jennifer Hawthorne Hawthorne@UTA.edu Hawthorne.JL@gmail.com MultiChannel

More information

Sponsorship, Branding, Awards & Networking Opportunities with the Forum

Sponsorship, Branding, Awards & Networking Opportunities with the Forum Sponsorship, Branding, Awards & Networking Opportunities with the Forum The Forum Raising Standards in Customer Operations Engage with this vibrant community of best practice and continuous improvement

More information

The optimization maturity model

The optimization maturity model The optimization maturity model Know where you are so you can move forward Table of contents 1 Digital optimization 2 Optimization maturity model 2 Five levels of optimization maturity 5 Benefits of becoming

More information

Mobility Strategy Maturity Model

Mobility Strategy Maturity Model CEB Applications Leadership Council CEB Infrastructure Leadership Council Mobility Strategy Maturity Model Develop a comprehensive strategy for enabling high-value enterprise mobile capabilities. Business

More information

Workforce Planning Toolkit. Competencies Overview

Workforce Planning Toolkit. Competencies Overview Workforce Planning Toolkit Competencies Overview 2015 Table of Contents 3 Introduction 4 The Value of Competencies 5 How to Use This Tool 6 How Competencies Help Supervisors 7 How Competencies Help Employees

More information

The Behavior Change Handbook. Optimize behavior change for business impact

The Behavior Change Handbook. Optimize behavior change for business impact The Behavior Change Handbook Optimize behavior change for business impact Contents Change Initiatives Are Failing 3 The Answer 4 The Traps 5 Today s Approach 6 Leaders / Laggards 7 One Key Lesson 8 The

More information

Benchmarking Partnerships

Benchmarking Partnerships Leadership Development Frameworkexample case study This sample Best Practice Leadership Development Framework Capability Case Study is identified and described with other local Australian and international

More information

Application Form Best Customer Experience Award

Application Form Best Customer Experience Award Application Form Best Customer Experience Award Tell Us Your Story The Excellence in Customer Experience Awards is born out of a simple vision; to create an event which will honour the highest level of

More information

Leadership Coaching: Does It Really Provide Value?

Leadership Coaching: Does It Really Provide Value? Leadership Coaching: Does It Really Provide Value? Kay M. Bower, DSL, PMP Regent University In my role as an internal consultant for organization development, I explored leadership coaching. After studying

More information

EVENT & ENTRY INFORMATION

EVENT & ENTRY INFORMATION 2016 AWARDS PACKET EVENT & ENTRY INFORMATION SMPS Seattle s annual Reign Awards recognizes excellence in marketing communications and outstanding achievements of top marketing professionals. Communications

More information

Master of Science in Management

Master of Science in Management Programme Syllabus for Master of Science in Management 120 higher education credits Second Cycle Established by the Faculty Board of the School of Business, Economics and Law, University of Gothenburg,

More information

Using Predictive Analytics to Increase Profitability Part III

Using Predictive Analytics to Increase Profitability Part III Using Predictive Analytics to Increase Profitability Part III Jay Roy Chief Strategy Officer Practical Intelligence for Ensuring Profitability Fall 2011 Dallas, TX Table of Contents A Brief Review of Part

More information

The ROI of Employee Training and Development: Why a Hearty Investment in Employee Training and Development Is So Important

The ROI of Employee Training and Development: Why a Hearty Investment in Employee Training and Development Is So Important The ROI of Employee Training and Development: Why a Hearty Investment in Employee Training and Development Is So Important A joint APQC, IBM and Workforce Management data collection initiative with more

More information

Revised Body of Knowledge And Required Professional Capabilities (RPCs)

Revised Body of Knowledge And Required Professional Capabilities (RPCs) Revised Body of Knowledge And Required Professional Capabilities (RPCs) PROFESSIONAL PRACTICE Strategic contribution to organizational success RPC:1 Contributes to the development of the organization s

More information

Call for Entries. Guidelines and Submission Process

Call for Entries. Guidelines and Submission Process Call for Entries Guidelines and Submission Process 2015 PULSE AWARDS This is our 5th annual Pulse Awards competition in the Pacific Northwest, and we are still the only competition that is focused on honoring

More information

Individuals can nominate their own work and multiple individuals within one organization can be nominated, albeit from discrete business units.

Individuals can nominate their own work and multiple individuals within one organization can be nominated, albeit from discrete business units. The FCS Financial Marketer of the Year Award honors the financial services organization whose strategy and execution delivered proven, high-impact results. Now in its 10 th year, this award will celebrate

More information

Call for 2014 Nominations

Call for 2014 Nominations Call for 2014 Nominations 2014 1 Celebrating the Excellence of America s Small Business The SCORE Awards is an annual event that celebrates the outstanding achievements of America s small businesses. Equal

More information

Marketing research and strategic planning for private equity portfolio companies. MMR delivers practical solutions focused on revenue growth.

Marketing research and strategic planning for private equity portfolio companies. MMR delivers practical solutions focused on revenue growth. Why MMR? The MMR process builds a platform of current market data, organizes it, and involves key managers in the analysis to collectively reach conclusions and map out a plan. We believe that these are

More information

DIPLOMA OF MARKETING BSB51207

DIPLOMA OF MARKETING BSB51207 BSB51207 GAIN SKILLS ACROSS A BROAD RANGE DISCIPLINES THAT YOU CAN APPLY IMMEDIATELY IN YOUR JOB ROLE The Diploma of Marketing (BSB51207) focuses on applying marketing theory and principles to a variety

More information

Removing Workplace Closet Doors

Removing Workplace Closet Doors Removing Workplace Closet Doors RANGE Consulting is a program of The GLBT Community Center of Colorado a 501(c)(3) nonprofit organization committed to engaging, empowering, enriching, and advancing the

More information

xxxxx Council Workforce Planning for the xxxxx HR Function Consultancy Proposal xxxxx

xxxxx Council Workforce Planning for the xxxxx HR Function Consultancy Proposal xxxxx Ways HR Consulting Ltd 1 Portland Street Manchester, M1 3BE T. 0870 890 9882 F. 0871 431 0655 E. enquiries@wayshrc.com Council Workforce Planning for the HR Function Consultancy Proposal Prepared for:

More information

Enterprise RIM: Building the Business Case. Steve Gens. Bethesda Maryland: February 25, 2014. Managing Partner Gens and Associates, Inc.

Enterprise RIM: Building the Business Case. Steve Gens. Bethesda Maryland: February 25, 2014. Managing Partner Gens and Associates, Inc. Enterprise RIM: Building the Business Case Bethesda Maryland: February 25, 2014 Steve Gens Managing Partner Gens and Associates, Inc. Disclaimer The views and opinions expressed in the following PowerPoint

More information

Writing a Personal Statement. Erin Jensen University of Utah Writing Center, Assistant Director erin.jensen@utah.edu

Writing a Personal Statement. Erin Jensen University of Utah Writing Center, Assistant Director erin.jensen@utah.edu Writing a Personal Statement Erin Jensen University of Utah Writing Center, Assistant Director erin.jensen@utah.edu Important Considerations When Writing a Personal Statement Purpose: Gain acceptance into

More information

Global Headquarters: 5 Speen Street Framingham, MA 01701 USA P.508.872.8200 F.508.935.4015 www.idc.com

Global Headquarters: 5 Speen Street Framingham, MA 01701 USA P.508.872.8200 F.508.935.4015 www.idc.com Global Headquarters: 5 Speen Street Framingham, MA 01701 USA P.508.872.8200 F.508.935.4015 www.idc.com E X C E R P T I D C M a r k e t S c a p e : U. S. B u s i n e s s C o n s u l t i n g S e r v i c

More information

Colorado Professional Teaching Standards

Colorado Professional Teaching Standards Colorado Professional Teaching Standards Standard I: Teachers demonstrate knowledge of the content they teach a. Teachers provide instruction that is aligned with the Colorado Academic Standards and their

More information

2015-2020. IIA Global Strategic Plan 2015-2020

2015-2020. IIA Global Strategic Plan 2015-2020 2015-2020 IIA Global Strategic Plan 2015-2020 IIA Global Strategic Plan 2015 2020 As used in this document, The IIA Global Strategic Plan, The IIA refers to and is representative and inclusive of the global

More information

software industry productivity

software industry productivity software industry productivity material minds 2 improving productivity The software industry, long credited for helping other industries improve productivity, is itself enjoying the results of its own

More information

JULY 1, 2010 JUNE 30, 2013 STRATEGIC PLAN

JULY 1, 2010 JUNE 30, 2013 STRATEGIC PLAN DEPARTMENT OF HUMAN RESOURCES JULY 1, 2010 JUNE 30, 2013 STRATEGIC PLAN Introduction Human resource strategies are institutional efforts to support people (leaders, faculty and staff) to contribute to

More information

Brand USA Questions and Answers for the Global Agency of Record RFP

Brand USA Questions and Answers for the Global Agency of Record RFP Brand USA Questions and Answers for the Global Agency of Record RFP 1. What does we ll collaborate with you on revised RFP responses mean? Answer: Brand USA collaboration with respondents is limited to

More information

The Pursuant Approach to Partnership

The Pursuant Approach to Partnership The Pursuant Approach to Partnership AGENDA The Pursuant Group Story Pursuant Group s Approach to Partnership Q & A / Next Steps UNDERSTANDING Your Needs Finding the next generation of major donors? Converting

More information

Strategic HR Development

Strategic HR Development Strategic HR Development Strategic HR Development HR professionals often focus internally on the function of HR rather than externally on what customers and investors need HR to deliver. If HR professionals

More information

Zero Trends: Health as a Serious Economic Strategy

Zero Trends: Health as a Serious Economic Strategy Zero Trends: Health as a Serious Economic Strategy Realizing the promise and Competitive Advantage of: Creating and Maintaining a Thriving and Sustainable Workplace and Workforce Edington Associates LLC

More information

Process Guide TALENT MANAGEMENT. This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction.

Process Guide TALENT MANAGEMENT. This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction. TALENT MANAGEMENT Process Guide This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction. Innovation & Growth Nova Scotia Public Service Commission

More information

The Value of Tuition Assistance

The Value of Tuition Assistance The Value of Tuition Assistance A 21st Century Benefit for 21st Century Challenges Tuition assistance has the potential to be a very powerful benefit within an organization, providing employees with opportunities

More information

2012 Higher Education Survey

2012 Higher Education Survey Consulting Higher Education 2012 Higher Education Survey The State of HR Effectiveness Highlights About this Survey The Challenge For HR leaders in higher education, the challenge increasingly is how to

More information

Advanced Management Development Programme

Advanced Management Development Programme Advanced Management Development Programme A series of short master class workshops focusing on advanced management skills, facilitator led and supplemented with group forum learning. Networking Skills

More information

2015 Excellence in Airport Marketing, Communications, and Customer Service Awards

2015 Excellence in Airport Marketing, Communications, and Customer Service Awards 2015 Excellence in Airport Marketing, Communications, and Customer Service Awards Call for Entries ACI-NA s 2015 Excellence in Airport Marketing, Communications and Customer Service Awards offers the opportunity

More information

B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes

B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes Synopsis of the Vocational Learning Outcomes* The graduate has reliably demonstrated the ability to 1. contribute to the development,

More information

Executive Education Delivering Strategic Capability: Advanced Human Resource Professional Development

Executive Education Delivering Strategic Capability: Advanced Human Resource Professional Development Executive Education Delivering Strategic Capability: Advanced Human Resource Professional Development Ivy League Leadership, Bottom-Line Success TODAY S organizations expect more from their human resource

More information

2015-2017 STRATEGIC PLAN SMALL BUSINESS DEVELOPMENT CENTER NETWORK ILLINOIS DEPARTMENT OF COMMERCE AND ECONOMIC OPPORTUNITY

2015-2017 STRATEGIC PLAN SMALL BUSINESS DEVELOPMENT CENTER NETWORK ILLINOIS DEPARTMENT OF COMMERCE AND ECONOMIC OPPORTUNITY 2015-2017 STRATEGIC PLAN SMALL BUSINESS DEVELOPMENT CENTER NETWORK ILLINOIS DEPARTMENT OF COMMERCE AND ECONOMIC OPPORTUNITY 1 INTRODUCTION Lead Economic Development Agency - The Department of Commerce

More information

Benefits of conducting a Project Management Maturity Assessment with PM Academy:

Benefits of conducting a Project Management Maturity Assessment with PM Academy: PROJECT MANAGEMENT MATURITY ASSESSMENT At PM Academy we believe that assessing the maturity of your project is the first step in improving the infrastructure surrounding project management in your organisation.

More information

ADVANCED DIPLOMA OF PROJECT MANAGEMENT BSB60707

ADVANCED DIPLOMA OF PROJECT MANAGEMENT BSB60707 ADVANCED DIPLOMA OF PROJECT MANAGEMENT BSB60707 GAIN SKILLS ACROSS A BROAD RANGE OF SUBJECTS THAT YOU WILL BE ABLE TO APPLY IN YOUR JOB ROLE The Advanced Diploma of Project Management (BSB60707) is designed

More information

Certification Information

Certification Information Certification Information Section III - Organizational Learning, Training & Development ORGANIZATIONAL LEARNING, TRAINING & DEVELOPMENT Organizational Performance RPC:144 Aligns OLDT with business objectives

More information

How-To Guide. Optimizing Asset Management for Sales Success EXECUTIVE SUMMARY WHAT IS ASSET MANAGEMENT? By Clare Price, VP of Research April 2014

How-To Guide. Optimizing Asset Management for Sales Success EXECUTIVE SUMMARY WHAT IS ASSET MANAGEMENT? By Clare Price, VP of Research April 2014 Optimizing Asset Management for Sales Success By Clare Price, VP of Research April 2014 EXECUTIVE SUMMARY Asset Management has historically been seen as a marketing and branding function. This technology

More information

THE FUTURE OF LEADERSHIP DEVELOPMENT

THE FUTURE OF LEADERSHIP DEVELOPMENT THE FUTURE OF LEADERSHIP DEVELOPMENT Discussion with McMaster University November 5, 2013 Global Trends 1. Leadership gap persistent, prevalent issue Spending on leadership increasing Succession management

More information

Big data, big opportunities. Your digital guide to people analytics. www.thomasinternational.net

Big data, big opportunities. Your digital guide to people analytics. www.thomasinternational.net Big data, big opportunities Your digital guide to people analytics www.thomasinternational.net Although big data has become one of the most used buzzwords in the business world today, it is still a new

More information

Planning, Building, and Commissioning Assets

Planning, Building, and Commissioning Assets Solution in Detail Oil and Gas Executive Summary Contact Us Planning, Building, and Commissioning Assets 2013 2014 SAP SE or an SAP affiliate company. Effective Management of Asset Development Managed

More information

NASSCOM ASSESSMENT OF COMPETENCE (NAC) INFORMATION NOTE

NASSCOM ASSESSMENT OF COMPETENCE (NAC) INFORMATION NOTE NASSCOM ASSESSMENT OF COMPETENCE (NAC) INFORMATION NOTE An initiative by (in association with the BPM industry) Table of contents Topic Page No. Introduction 3 Industry endorsement 3 Target audience 3

More information

Graduation Rate - Bachelors. Graduation Rate - Masters

Graduation Rate - Bachelors. Graduation Rate - Masters National University Graduation Rates, Retention Rates, and Assessment of Student Learning 2014 Graduation Rate - Bachelors 72% 72% 76% 71% 2006 2007 2008 2009 1 Time to Completion (72 months) Graduation

More information

Measuring Business Impact in Human Resources. A Link Consulting White Paper March 2014

Measuring Business Impact in Human Resources. A Link Consulting White Paper March 2014 in Human Resources A Link Consulting White Paper March 2014 Many, if not all, business leaders readily agree that it is their employees who give them a competitive edge in the marketplace through strong

More information

Competencies The event consists of two (2) parts: a prejudged project and a performance component.

Competencies The event consists of two (2) parts: a prejudged project and a performance component. Digital Video Production Digital video has become a prominent and effective way of conveying new ideas and products. This event provides recognition for FBLA members who demonstrate the ability to create

More information

Talent management. Khamis 2 hb Jun 2011 1-2 petang

Talent management. Khamis 2 hb Jun 2011 1-2 petang Talent management Khamis 2 hb Jun 2011 1-2 petang TALENT MANAGEMENT(TM) NEED FOR EFFECTIVE TM PROCESS: Provide a focus for investment Place subject of talent high in the corporate agenda Desirable objective

More information

Corporate Learning Watch

Corporate Learning Watch Quantifying the Organizational Benefits of Training August 2010 The Majority of CEOs Want Return on Investment Data for Training Programs, But Few Receive It Watch List A recent survey of CEOs found that

More information

2016 Excellence in Airport Marketing, Communications, and Customer Service Awards

2016 Excellence in Airport Marketing, Communications, and Customer Service Awards 2016 Excellence in Airport Marketing, Communications, and Customer Service Awards Call for Entries ACI-NA s 2016 Excellence in Airport Marketing, Communications and Customer Service Awards offers the opportunity

More information

Business leaders are asking for more from

Business leaders are asking for more from HR s Role in Talent Management and Driving Business Results Business leaders are asking for more from everyone in their organizations. They want increased revenue and productivity. They need to reduce

More information