Career Reflections & Self Assessment Understanding Your Past And Present For Future Career Success
|
|
- David Hoover
- 6 years ago
- Views:
Transcription
1 Career Reflections & Self Assessment Understanding Your Past And Present For Future Career Success
2 Objective For today s session Reflect, discover & consider future possibilities, through assessments and activities to uncover skills, values, personal characteristics. and Understand and articulate a personal objective. 2
3 Agenda Icebreaker Transition as an opportunity Creating options Evaluating options Strategies for an effective career change Self assessment Skills, interests, personality & values Professional objective Future career management Recap & questions 3
4 Ice Breaker You and your career Please introduce yourself outlining: Your current role and how long you have been working in it? What you wanted to be when you were younger? 4
5 Transition As An Opportunity A time to reflect Reflect on your previous career: Has each move been planned? Or Have you sometimes gone with the flow 5
6 Transition As An Opportunity To consider new options and alternatives Continue on your current path Change industries OR role Complete career shift S.Y.O.B / franchise Sole proprietorship / consulting Return to studies Sabbatical / retirement 6
7 Creating Options Action activity What is your current career plan or goal? If you could be what would you choose to do? 7
8 Evaluating & Reducing Options Why do we need to reduce the number of options? Too many options can be difficult to manage Search time is generally longer with more options Lack of clarity makes for a confusing message Options can be explored and ruled out or put on back burner 8
9 Evaluating and Reducing Options Questions to ask include: Who will be affected by a change in your career? What are the long term prospects for the new career? Do you have appropriate qualifications, skills and experiences? Do you need new qualifications or certifications? How will a change affect your financial situation? Is this career change realistic? Are you prepared for a more junior role potentially? 9
10 Evaluating And Reducing Options Research to conduct: Survey your current market Identify your current role likes/dislikes Complete a self assessment of your skills, interests, values and behaviours Share your list of options with those you trust Discuss potential options with those whose support you need! 10
11 Career Reflections Uncover skills, values, interests & personal characteristics SELF ASSESSMENT
12 Self Assessment For Career Success It makes logical sense that the greatest career satisfaction will be gained from a role which you enjoy, allows you to use your skills, Career Success leverage on your experiences and is in line with your personal values and motivators 12
13 Self Assessment For Career Success What do you enjoy? Where do your interest lie? Hobbies & passions? Interests and Passions What is important to you? Do the jobs you are interested in exist in the market? Growth? Market Career Success Values and Motivators Skills and Competencies What are you good at? What are your strengths? what do you do well? 13
14 Self Assessment Skills & Competencies Reflect on your previous career, successes in the past and major achievements List out accomplishments Make a list of your top 5 skills or competencies What skills make you marketable? What are your major transferable skills? 14
15 Action Activity- Interests Lets play solitaire! 15
16 Self Assessment Personal Values Understanding values? Values are unique and personal career needs or motivators Values affect of career and life satisfaction Values change over time Careers and values can conflict and cause stress Understanding and prioritizing our own career values helps us make meaningful career decisions 16
17 Action Activity - Values Values Shape Our Career Choices Lets work in groups to identify potential career values What are your top 3 career values? 17
18 Action Activity- Personality Insights Lets play the insights game! 18
19 Personality Insights Source : 19
20 Self Assessment Summary Skills & Competencies Personal Characteristics (Insight Game) Values Clarification Career Preferences & Professional Objective Interests (Card Sorts) 20
21 Self Assessment Summary Skills & Competencies Strong SG/UK Employment Law Knowledge Job analysis and reviewing salary structures Benchmarking Values Independence/Autonomy Flexibility Recognition Work-Life Balance Personal Characteristics ESTJ - Likes to take charge, order, rules, organisation are important Likes to establish process, guidelines and ensures they are well communicated. Interests Problem Solving Data Analysis Reviewing Processes Life-long learning Experience, Education and Key Accomplishments Designed, implemented and managed competitive compensation programs Negotiated compensation & benefits package during union negotiation Implemented a new HR Information System that improved timeliness and accuracy Senior Professional Human Resources (SPHR) Certified Compensation Professional (CCP) Professional Objective 21
22 Career Reflections & Self Assessment Where you want your career to go next PROFESSIONAL OBJECTIVE
23 What Is A Professional Objective? The purpose of a professional objective is to: Confirm your professional identity Identify the position you re seeking Summarizes your main qualifications in seeking it 23
24 Benefits Of A Professional Objective? The benefits of a professional objective include: Gives direction to search Forms core of marketing plan Easily understood and focused Key to identifying and communicating your brand Helps to prioritize networking opportunities 24
25 Elements Of A Professional Objective Career Field/ Function Interests Values & Others Elements of a professional objective might include Role Titles Personality Characteristics Skills & Competencies 25
26 Career Management Career planning, reflection and self assessment should not be a one off exercise! 26
27 Future Career Management Review career goals regularly Identify logical next steps Keep up to date with your profession & industry Maintain your continuous professional development Establish and maintain a diverse network Develop reflective practices and record your achievements 27
28 Recap The 5 key stages of career reflection & self assessment Reflect on your career to date Consider alternative options Assess your skills, values & personal characteristics Confirm your professional objective moving forward Plan for future career management 28
29 Next Steps Consultant Review Self Assessment Summary Discuss Career Options Review Professional Objective Portal Browse By Subject Learning Centre/ Podcasts/ Self Paced Learning 29
30 Any Questions? Thanks for listening and please feel free to ask any further questions! 30
Highways England People Strategy
Highways England People Strategy 1. Accountable Leadership 2. Capable Employees We require positive, proactive and engaging leadership to be demonstrated at all levels of the organisation, through all
More informationCOURSE CATALOG. vadoinc.net
COURSE CATALOG 2018 vadoinc.net Welcome Welcome to the Vado 2018 Course Catalog. Vado provides any organization or learner numerous opportunities to build the skills needed to lead and manage others, as
More information4TH MEMBERSHIP SURVEY. (14 November to 15 December 2016)
4TH MEMBERSHIP SURVEY (14 November to 15 December 2016) Foreword Dear members, The Institute is keen to listen to you. As members of Hong Kong s sole statutory accounting licensing institute and the largest
More information2018 SPHR. Exam Content Outline CERTIFICATIONS IN HUMAN RESOURCES. SPHR Senior Professional in Human Resources
CERTIFICATIONS IN HUMAN RESOURCES SPHR Senior Professional in Human Resources 2018 SPHR Exam Content Outline NOTE: The 2018 revisions to the SPHR exam content outline go into effect for all SPHR exams
More informationHiring Process Strategies to Improve Results & Manage Risk
Hiring Process Strategies to Improve Results & Manage Risk Kathy Cole, President, DK Cole Company Oak Brook, IL 630-282-7747 kcole@dkcole.com Your Strangest, Funniest, or Just Not Typical! Interview Experience
More information1. ORGANISATIONAL CONTEXT
Position Title: Project Coordinator Reports To: Manager, Projects and Publications Business Unit: EAA Ref Number: (HR use) 338 Location: Rosebery Employment: 12mth contract WWC Check: Not Required Sales
More informationSUCCESSION PLANNING & LEADERSHIP DEVELOPMENT CESA INFRASTRUCTURE INDABA NOV. 2015
SUCCESSION PLANNING & LEADERSHIP DEVELOPMENT CESA INFRASTRUCTURE INDABA NOV. 2015 Why the need for succession planning Vacancies in senior or key positions are occurring in numerous organisations simultaneously.
More informationCERTIFICATIONS IN HUMAN RESOURCES. SPHRi TM Senior Professional in Human Resources - International TM SPHRi. Exam Content Outline
CERTIFICATIONS IN HUMAN RESOURCES SPHRi TM Senior Professional in Human Resources - International TM 2018 SPHRi Exam Content Outline SPHRi Exam Content Outline At-a-Glance: SPHRi Exam Weighting by Functional
More informationHRM. Human Resource Management Rapid Assessment Tool. A Guide for Strengthening HRM Systems. for Health Organizations. 2nd edition
HRM Human Resource Management Rapid Assessment Tool for Health Organizations A Guide for Strengthening HRM Systems 2nd edition Copyright 2005, 2009 Management Sciences for Health, Inc. All rights reserved.
More informationWales Millennium Centre Behavioral Competencies Framework 1
Wales Millennium Centre Behavioural Competencies Framework Be Reflective Ensuring we understand who our customers are Taking time to listen to customers Proactively engaging with customers to find out
More informationDIRECTOR TRAINING AND QUALIFICATIONS: SAMPLE SELF-ASSESSMENT TOOL February 2015
DIRECTOR TRAINING AND QUALIFICATIONS: SAMPLE SELF-ASSESSMENT TOOL February 2015 DIRECTOR TRAINING AND QUALIFICATIONS SAMPLE SELF-ASSESSMENT TOOL INTRODUCTION The purpose of this tool is to help determine
More informationPRINCE2 and the IPMA Competence Baseline (ICB 3) Michael Young, Reinhard Wagner. AXELOS.com
PRINCE2 and the IPMA Competence Baseline (ICB 3) Michael Young, Reinhard Wagner AXELOS.com White Paper May 2015 Contents Introduction 3 Relationship between ICB3 and PRINCE2 6 Comparison of ICB3 and PRINCE2
More informationAnalyze Samples: Job Posting and Resumes Overview
Analyze Samples: Job Posting and Resumes Overview Alberta Government job postings provide information about the job, work environment, and the qualifications needed for successful performance (education,
More informationIPMA-CANADA INTERNATIONAL CERTIFICATION PROGRAM IPMA-CP (IN TRAINING) IPMA-CP IPMA-ACP IPMA-EX IPMA-CE
IPMA- Canada INTERNATIONAL PROGRAM IPMA-CP (IN TRAINING) IPMA-CP IPMA-ACP IPMA-EX IPMA-CE INTERNATIONAL PROGRAM is a national human resource management association whose mission is to promote excellence
More informationFuture-state HR Service Delivery Model Talent Position Descriptions
Future-state HR Service Delivery Model Talent Position Descriptions Note: Position descriptions are draft and not yet final. Position descriptions are subject to change. 1 P a g e Table of Contents Talent:
More informationJob Profile BID Opportunities (BTO H J13)
Job Profile BID Opportunities (BTO H J13) GRAHAM are looking for experienced and dynamic professionals to work as part of the Bid team within the Civil Engineering division. We have purposefully omitted
More informationPORTLAND PUBLIC SCHOOLS HUMAN RESOURCE SERVICES AND DELIVERY
PORTLAND PUBLIC SCHOOLS HUMAN RESOURCE SERVICES AND DELIVERY January 2013 Overview Portland Public School District (the District or PPS) contracted with AKT to create a new vision and values for their
More informationChoosing A HRIS? Let us help!
Choosing A HRIS? Let us help! We are Dresser & Associates, leading national Sage Software Certified Business Partner. Your best source for HR Software, software implementation, training and support. DRESSER
More informationResearch Report: Forget about engagement; let s talk about great days at work
Research Report: Forget about engagement; let s talk about great days at work May 2017 What does engagement mean? And what exactly does an engaged employee look like? There are many different conceptual
More informationReward next practices
Reward next practices A Study of Reward Leaders WorldatWork Conference - Philadelphia APRIL 29, 2013 insert client logo Presenters Tom McMullen Hay Group Chicago tom.mcmullen@haygroup.com +1.312.228.1848
More informationHRM. Unit 1. Dr. Vinita Pimpale. Dr. Vinita Pimpale R.A.Podar College of Commerce & Economics
HRM Unit 1 1 What Is Human Resource Management? Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people
More informationTower Hamlets Education Business Partnership JOB DESCRIPTION
Tower Hamlets Education Business Partnership JOB DESCRIPTION Project Coordinator Preparation for Work Team (12 Month Fixed Term) MAIN PURPOSE OF JOB 1. To support the work of the Preparation for Work Team.
More informationCoaching for Success Seminar
Coaching for Success Seminar April 2014 A Coaching Culture A Coaching Culture What is it? Why is it important? Explore values and beliefs Investing in the coaching relationship Advance the notion of self
More informationPurpose of the guide. Contents
Purpose of the guide This guide has been developed to provide prospective mentors and mentees with an understanding of the types, purpose and benefits of mentoring to people, teams and organisations. NHS
More informationWorking in collaboration with marketing or editorial colleagues across platforms & languages.
Job title Job family Designer / Motion Designer Technical Production Proposed Band C Job purpose The Designer will develop and deliver content, ensuring that it achieves the highest creative and editorial
More informationdevelopment How does your organisation stack up?
The pillars of successful organisational development How does your organisation stack up? This viewpoint explores how senior HR leaders can build and align the three pillars necessary for successful organisational
More informationOUR PEOPLE, OUR STRENGTH
OUR PEOPLE, OUR STRENGTH 2015-2017 TABLE OF CONTENTS 1. 1. Employee messages... 2 i. Message from CAO ii. Message from Director, Human Resources 2. Executive summary... 3 3. About the Our People, Our Strength
More informationAchieving Work Life Balance Through Ethical Business Practices
Achieving Work Life Balance Through Ethical Business Practices Jon Fields, Your Business Coach (715) 226 1582 J.Fields@TheGrowthCoach.com www.thegrowthcoach.com/jfields Copyright 2006-2011 by G.C. Franchising
More informationknowledge.experience.commitment
knowledge.experience.commitment IEng make your career take flight Improve your career prospects Enjoy higher earnings Develop new skills Fulfil your true potential Achieve official recognition of your
More informationLEVEL & SALARY Level 9 up to (Inclusive of 2% pay award effective 1 st April 2014)
JOB DESCRIPTION: Human Resources Manager LEVEL & SALARY Level 9 up to 39402 (Inclusive of 2% pay award effective 1 st April 2014) RESPONSIBLE TO: Director of Human Resources and Organisational Development
More informationMentoring program guidelines
Forensic and Valuation Services Section Accredited in Business Valuation Mentoring program guidelines Contents 2 Welcome 4 Mentoring guidelines Program objectives How the mentor program works Topics for
More informationRecognition of Prior Learning (RPL) for BSB42015 Certificate IV in Leadership and Management
w: www.plentytraining.edu.au e: RPL@plenty.edu.au t: 1800 786 651 p: PO Box 258, Varsity Lakes, QLD, 4227 Recognition of Prior Learning (RPL) for BSB42015 Certificate IV in Leadership and Management Complete
More informationMake engaging performance conversations a reality
Make engaging performance conversations a reality Ranked #1 in Customer Satisfaction by Performance Management COACH Halogen is a natural fit in terms of making performance management more powerful for
More informationInternal Management Consulting Competency Model Taxonomy
AIMC National Conference April 10-13, 2005 Internal Management Consulting Competency Model Taxonomy Adapted from the ASTD Competency Study: Mapping the Future New Workplace Learning and Performance Competencies.
More informationDealing with Employee Turnover. How to Stop the Hop
Dealing with Employee Turnover How to Stop the Hop An Adecco Asia Pacific White Paper Quarter 4, 2016 Page 2 of 10 On average, workers today stay at each of their jobs for about four and a half years and
More informationGuide to Competency Based Interviews
Guide to Competency Based Interviews Competency-based interviews have become an everincreasing method in assessing applicants. This guide aims to introduce competency-based interviews, why they are used
More informationAn Examination of Assessment Center Quality
An Examination of Assessment Center Quality 1 Assessment Centers Remain a Preferred Method for Leadership Assessment and Development For many years assessment centers have been identified as the preferred
More informationCustomer Service Excellence Training from ProEdge Skills, Inc.
Importance of Service & Customer-Focused Attitude Sociologists claim that customer service is emotional labor. Being On all day is hard. Customers get upset, yet the customer service professional cannot.
More informationINDIAN TALEN T T MARKET
INDIAN TALENT MARKET TALENT IS ONE OF THE KEY DRIVERS FOR YOUR BUSINESS Know the current trends in the Talent Market in India to impact your business results! We re-entered the HR Services domain a few
More informationManagement of the business outcomes of the Design Centre to aligned to the Australia business plan.
Position: General Manager Design Centre Australia Career progression level: 8/9 (TBC) Location Reports to: Australia Managing Director Geography Purpose Development of Geography Design Centre Business
More informationINTERPERSONAL SKILLS FOR
INTERPERSONAL SKILLS FOR PROJECT MANAGERS Dr Anthony Yeong DBA MBA PMP PRINCE2 Practitioner July 2011 AGENDA Why Interpersonal Skills? Leadership Team building Motivation Communication Influencing Decision
More informationIFAC Education Committee Meeting Agenda 8-C Stockholm, August 2004
INTERNATIONAL FEDERATION OF ACCOUNTANTS 545 Fifth Avenue, 14th Floor Tel: +1 (212) 286-9344 New York, New York 10017 Fax: +1 (212) 856-9420 Internet: http://www.ifac.org Agenda Item 8-C First Issued July
More informationELM Guide. A Resource for Both F&ES Mentor and Mentee. Tell me and I forget, teach me and I may remember, involve me and I learn. -Benjamin Franklin
ELM Guide A Resource for Both F&ES Mentor and Mentee Tell me and I forget, teach me and I may remember, involve me and I learn. -Benjamin Franklin 1 Table of Contents 1. Introduction & Mission 3 2. Benefits
More informationCV and cover letter examples
CV and cover letter examples Compiling your application documents The preparation of meaningful and well structured application dossiers is very often an underestimated challenge. There are many advices
More informationJOB DESCRIPTION VP of Branch Member Experience September 2017
JOB TITLE: Branch Member Experience Manager DEPARTMENT: Operations REPORTS TO: FLSA STATUS: Exempt SALARY GRADE: 11 JOB DESCRIPTION SUMMARY: The Branch Manager of Member Experience is responsible for directing
More informationJOB DESCRIPTION Branch Operations Supervisor September 2017
JOB TITLE: DEPARTMENT: Operations REPORTS TO: Manager of Member Experience FLSA STATUS: Non-exempt SALARY GRADE: 9 SUMMARY: The is responsible for managing the day-to-day operations of the assigned branch
More informationI will be dependent on the Technology Business Planning Manager being open to sharing their experiences
Development plan Name: Jenna Hanson Membership number: 24681012 Covering the period from: January to December What do I want/need to learn? What will I do to achieve this? What resources or support will
More informationLeading with Excellence Successful Models for Planning, Executing & Building Partnerships
An ISO 9001:2015 & ISO 29990:2010 Certified Company Leading with Excellence Successful Models for Planning, Executing & Building Partnerships 03-14 Jul 2017 Zurich 25 Sep - 06 Oct 2017 London 10-21 Dec
More informationCOACHING FOR EFFECTIVE CAREER CONVERSATIONS Toolkit and Resources
COACHING FOR EFFECTIVE CAREER CONVERSATIONS Toolkit and Resources Impact-Coaches Inc. 131 Ridley Blvd Toronto, ON M5M 3L8 416.488.0026 sandra@impact-coaches.com www.impact-coaches.com CAREER PLANNING CONVERSATIONS
More informationGuide How to attract and retain good employees
Guide How to attract and retain good employees How to attract and retain good employees Some of the most successful organisations are those that recognise that their employees are their most valuable assets,
More informationOPPORTUNITIES FOR CAREER ADVANCEMENT FOUND TO BE VERY IMPORTANT TO TRUCKLOAD DRIVERS. Julene M. Rodriguez Gene C. Griffin
OPPORTUNITIES FOR CAREER ADVANCEMENT FOUND TO BE VERY IMPORTANT TO TRUCKLOAD DRIVERS By Julene M. Rodriguez Gene C. Griffin UGPTI Staff Paper No. 108 February 1993 OPPORTUNITIES FOR CAREER ADVANCEMENT
More informationBUILDING CREDIBILITY. For internal use only
BUILDING CREDIBILITY Overview Topic Overview Being a credible business partner is critical to our ability to lead and develop trusted relationships, as well as to influence and deliver results. A key element
More informationHow Often Should Companies Survey Employees?
How Often Should Companies Survey Employees? Emerging Trends and Practical Considerations. 2017 Perceptyx, Inc. 28765 Single Oak Drive, Suite 250, Temecula California 92590 951.676.4414 www.perceptyx.com
More informationHousekeeping this webinar is being recorded for alumni who were not able to join us today. You will also be able to access it after if you choose.
Welcome to Unstick your career for RIT alumni! We will be covering some resources which will help you become Unstuck whether you are just looking at some options, looking to change jobs, or think you may
More informationFeedback report. Employee effectiveness
Feedback report Employee effectiveness Organization report 7/13/2011 Table of contents About employee effectiveness 1 Survey response rates 2 Engagement and enablement results 3 Your employee effectiveness
More informationOrganisational Development Strategy
Regulators Patients Francis External Environment Mission and Strategy Structure Values and Behaviours Systems (Policies and Procedures) ERFORMANCE P ORGANISATIONAL Engagement Management Practices Culture
More informationCompetency Based Interviews
Competency Based Interviews Please give an example of when Please describe a situation when Tell me about a time/situation/difficulty. How do you/would you For HR and Training professionals there are 3
More informationJob Vacancy CASUAL EXERCISE TO MUSIC INSTRUCTOR
Job Vacancy CASUAL EXERCISE TO MUSIC INSTRUCTOR DESCRIPTION: Coventry Sports Foundation is seeking to recruit enthusiastic and high calibre Exercise to Music Instructors on a casual basis to join our ever
More informationValue Enhancement thru Optimal Organizational Development
Value Enhancement thru Optimal Organizational Development Next Practices from Adobe Antonio Humphreys Senior Manager Adobe DENVER FALL 2014 SU MMIT www.sig.org/eval Evaluation How-to: Why? Your feedback
More informationEngaging the Business to Ensure Project Success. Cindy Stonesifer, MBA, PMP
Engaging the Business to Ensure Project Success Cindy Stonesifer, MBA, PMP Objectives and Agenda Objectives. At the end of this session you will: Be aware of stakeholder classification models you can use
More informationsteps for brand clarity + authenticity mezzanine.co transformation application of brand expression expression expression expression expression
2.3 visual expression mezzanine.co 1 / 13 steps for brand clarity + authenticity 2.4 internal expression 3.0 transformation phase 3.1 application of brand conscious branding phase delivery resource conscious
More informationJob Profile QUANTITY SURVEYOR (QS-GB-N14)
Job Profile QUANTITY SURVEYOR (QS-GB-N14) Job Title Reporting to No. Reports Business Unit Location Contract Type Salary Additional Benefits Quantity Surveyor Commercial Manager / Managing Quantity Surveyor
More informationHow to Build a Dream Company
How to Build a Dream Company Introduction A Dream Company is one in which employees are able to be successful in all areas of life, leading to much more powerful outcomes for employees and employers than
More informationCORPORATE LEADERSHIP COUNCIL JULY LITERATURE KEY FINDINGS Selecting HR Metrics
CORPORATE LEADERSHIP COUNCIL JULY 2006 www.clc.executiveboard.com LITERATURE Selecting HR Metrics HR s increasing responsibility as a business partner requires it to quantify performance in key HR functions
More informationHive Five. -Martina Richter, Senior Staff Advisor,
Hive Five -Martina Richter, Senior Staff Advisor, Ice breaker Introduce yourself and Say Hi to 5 people around you! Who Are We? The Duha Group of Companies Members Canada - 1949 USA - 1992 Australia -
More informationGUYANA POWER AND LIGHT INC.
GUYANA POWER AND LIGHT INC. VACANCY CHIEF EXECUTIVE OFFICER Guyana Power and Light Inc. (GPL) invites suitably qualified and experienced persons to fill the position of Chief Executive Officer. GPL is
More informationNZ POLICE CORE COMPETENCIES. Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop HOW WE DO THINGS: OUR CORE COMPETENCIES
NZ POLICE CORE COMPETENCIES Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop 1 INTRO These are behaviours that are important to achieving our goals. They describe how we work as opposed to
More informationHuman Resources and Organisational Development: Outcomes
1 Aston People 2020 - Human Resources Strategy Proactively supporting Aston s 2020 Vision Contents Background Page 4 Vision Page 4 Purpose Pages 4-5 Human Resources and Organisational Development: Outcomes
More informationValues and Goals: Your Roadmap for the Rest of Your Life. Module 1 Values Clarification. Introduction
Sponsored by Smart Strategies for Successful Living Values and Goals: Your Roadmap for the Rest of Your Life Module 1 Values Clarification Life s ups and downs provide windows of opportunity to determine
More informationJob Description. Company Vision Our vision is to be valued as a digital, customer-focused, centre of excellence.
Job Description Job Title: Reward Specialist About SLC Student Loans Company is a non-profit making Government-owned organisation set up in 1989 to provide loans and grants to students in universities
More informationProcurement Business Partner. Service Manager Procurement Business Partnering. Grade: Type of position: Hours per Week: Full Time
Job Description Job Reference 710014 Job Title Procurement Business Partner Service Commercial Services Team Procurement Business Partnering Location Reports to Shute End Service Manager Procurement Business
More informationDrive your results with target-setting analytics
Drive January 2017 your results with Drive your results with target-setting analytics Bharath Vijayendra Sherri Loweke i This white paper outlines key tenets of the roadmap for target-setting success.
More informationDeveloping Yourself as an Effective Human Resources or Learning and Development Practitioner Level 4 1 Credit value 4
Unit title Developing Yourself as an Effective Human Resources or Learning and Development Practitioner Level 4 1 Credit value 4 Unit code 4DEP Unit review date Sept. 2011 Purpose and aim of unit The CIPD
More informationSWPTA Mid-Year Training 2017 Managing Up
Managing Up SWPTA Mid-Year Training 2017 Managing Up Influence Without Authority Presented by: Vicki Pero, Principal, vpero@marlyngroupllc.com 800.825.6310 Vicki Pero, Principal, SPHR, CPP Well-balanced
More information10 THINGS B2B COMPANIES
10 THINGS B2B COMPANIES Should Be Doing on LinkedIn Copyright 2016 Act-On Software www.act-on.com Using LinkedIn to Generate Leads LinkedIn isn t just a social network for job seekers and recruiters anymore.
More informationUNIVERSITY OF TEXAS AT AUSTIN EMPLOYEE ENGAGEMENT GUIDE
UNIVERSITY OF TEXAS AT AUSTIN EMPLOYEE ENGAGEMENT GUIDE WHAT IS THE SURVEY OF EMPLOYEE ENGAGEMENT? The Survey of Employee Engagement facilitated by the UT Austin Institute for Organizational Excellence,
More informationJOB DESCRIPTION SALARY: 36,004
JOB DESCRIPTION JOB TITLE: Asset Information Manager SALARY: 36,004 RESPONSIBLE TO: Head of Asset Management RESPONSIBLE FOR: Asset Information Officer Asset Information Assistant Customer Involvement
More informationState of Washington. Project Title. Technology Employer of Choice Initiative. Nomination Category
State of Washington 2016 NASCIO Award Nomination Project Title Nomination Category Contact Agency Project Lead Technology Employer of Choice Initiative State CIO Office Special Recognition Connie Michener
More informationInitiating Client Succession in Your Law Firm
Initiating Client Succession in Your Law Firm I received an email this week from a law firm administrator that sounded a familiar theme: Dear Mr. Seeger, Our firm is reaching a transition point, with key
More informationInspiring PAssion, Purpose & Results
Inspiring PAssion, Purpose & Results our mission To inspire, challenge and motivate companies and individuals to achieve their fullest potential How we can help you? No problem can be solved from the same
More informationDO YOU WANT A MENTOR?
DO YOU WANT A MENTOR? TABLE OF CONTENTS I THINK I WANT A MENTOR--AM I READY?...2 HOW TO FIND A MENTOR THAT IS RIGHT FOR YOU...3 TIPS FOR A SUCCESSFUL RELATIONSHIP...4 THE GOALS ARE ACHIEVED--WHAT NEXT?...6
More informationEngaging Staff in Change Management: HR Transformation Process in the School of Medicine and Public Health
Engaging Staff in Change Management: HR Transformation Process in the School of Medicine and Public Health Brian Gittens, EdD, SPHR, SCP-HR Associate Dean of HR, Equity, and Inclusion Session Agenda Overview
More informationCAMPUS ADVANTAGE INC. Job Description. JOB TITLE: Corporate Intern
CAMPUS ADVANTAGE INC. Job Description JOB TITLE: Corporate Intern Reports To: Director of Employee Engagement & Training Prepared by: ADP TotalSource January 30, 2016 SUMMARY This position is primarily
More informationTH E D A M O R E - M C K I M S C H O O L O F B U S I N E S S G R AD U AT E C A R E E R C E N T E R SE R V I C E S. Alumni Career Management
TH E D A M O R E - M C K I M S C H O O L O F B U S I N E S S G R AD U AT E C A R E E R C E N T E R SE R V I C E S Alumni Career Management Regardless of when you completed your graduate business degree,
More informationThe Leadership Model. Executives v2.0
The Leadership Model Executives v2.0 Our Cultural Levers The activators of our Purpose We share a passion for tasty, healthy and well-sourced food. Throughout our customer experience, we proactively share
More informationTransferrable Skills, Considerations & Interviewing Exercises
Job Search Workshop for MetroWest Transferrable Skills, Considerations & Interviewing Exercises Table of Contents Page 2-3 Page 4 Page 5 Page 6 Transferable Skills Examples Work Ministry Transferable Skills
More informationITServices Strategic Plan
ITServices Strategic Plan 2013 2017 The Queen s ITServices Strategic Plan 2013 2017 serves as a document to focus and guide ITServices efforts to support the university s academic mission through information
More informationA RECRUITER S GUIDE TO
EASE THE HIRING AND A RECRUITER S GUIDE TO INTERVIEW PROCESS WITH TECHNOLOGY RECRUITING S PAST & PRESENT The framework of the job interview still remains the same. In the past, the interview was the first
More informationThe Disney Approach to Leadership Excellence
presents The Disney Approach to Leadership Excellence Preprogram Materials Disney Congratulations! You will soon be an alumnus of Disney Institute Programs. Disney Institute Post Office Box 10093 Lake
More informationTOP 10 Best Practices for Recognizing Length of Service
TOP 10 Best Practices for Recognizing Length of Service Top Ten Best Practices for Recognizing Length of Service Most companies formally recognize tenure in some way. Odds are good that your organization
More informationSLOUGH BOROUGH COUNCIL JOB DESCRIPTION. Strategic Commissioning Manager - Adults. Head of Service Care Group Commissioning
SLOUGH BOROUGH COUNCIL JOB DESCRIPTION JOB TITLE: RESPONSIBLE TO: Strategic Commissioning Manager - Adults Head of Service Care Group Commissioning RESPONSIBLE FOR: As a member of Care Group Commissioning
More informationBasic Resume Writing
Basic Resume Writing Agenda Getting Started Resources Types of Resumes Developing Your Resume Beyond the Resume Getting Started Assessments & Planning Getting Started Plan Ahead Can take 6-12 months Assessment
More informationThe benefits of being organised and ready for volunteers are plentiful:
Be Prepared! Just like another well-known volunteer organisation with that slogan, your organisation needs to be prepared. It needs to know why it wants to involve volunteers in its work, how volunteer
More informationExecutive Coaching. Jessica Martin Coaching Navigating your pathway to success
Executive Coaching Jessica Martin Coaching Navigating your pathway to success What Is Coaching? Goal-oriented, forward focused and positive. It is not counselling! The premise is the client is already
More informationAPPENDIX 1 POSITION DESCRIPTION. Name Signature Date. Name Signature Date
APPENDIX 1 POSITION DESCRIPTION Employee: Manager: Position: Head of HR Australia and NZ (Career Progression Level 8) Location: Reports to: Purpose: Auckland, New Zealand General Manager Global People
More informationRefer to Chapter 4, Subsection for information on Guidance/Counseling during service delivery.
LRS Part 408 CHAPTER 4, TECHNICAL ASSISTANCE & GUIDANCE MANUAL Name Effective Date Vocational Guidance and Counseling for Career Planning October 26, 2010 Authorization *Federal Register, Volume 66, Department
More informationThe Future of Sourcing Begins Now
: The Future of Sourcing Begins Now Clay Calhoun ISG WHITE PAPER 2017 Information Services Group, Inc. All Rights Reserved INTRODUCTION Enterprises and public sector organizations have long depended on
More informationAssessment Center Report
Assessment Center Report Candidate Name: Title: Department: Assessment Date: Presented to Company/Department Purpose As of the Assessment Center Service requested by (Company Name) to identify potential
More informationcareer exploration Wish you had your career all figured out? Do not despair! *
career exploration Making a decision about what type of work you want to pursue after your education at Amherst College can be difficult. You might be feeling a lot of pressure to figure it all out before
More informationVERMONT ELECTRIC COOPERATIVE, INC.
VERMONT ELECTRIC COOPERATIVE, INC. THIS NOTICE IS TO ANNOUNCE THAT WE ARE CURRENTLY ACCEPTING APPLICATIONS FOR THE POSITION OF GIS TECHNICIAN THE JOB DESCRIPTION FOR THIS POSITION IS ATTACHED TO THIS NOTICE.
More information