Who posted: Pamela Harding, sHRBP, SHRM-SCP, SPHR CEO, Metzano / HR Executive / Vertical Network Specialist in Financial Services
Who posted: Pamela Harding, sHRBP, SHRM-SCP, SPHRCEO, Metzano / HR Executive / Vertical Network Specialist in Financial Services
JB11GJY bought 23 out of 24 answered question(s)
u need to write at least 3 pages time new romance 12” double space.
combine novel and film, pick one of 3 topics to write. see the requriement on the picture i attached.
the book “the long goodbye” and “the Maltese Faclon” is under my Amazon acoount, digital orders.
use simple words and language. its due on 8:00 am, East time zone, Wednesday 03/22/2017
All responses must be professional 3 sentences to-1 paragraph–those are professional people that posted those articles so you must give your response (opinion professionally) on what you think of those articles (all article links are posted below):
1. Someone posted this on linked in please respond back to their discussion (BE CONCISE AND SAY YOUR BEST OPINION ON THAT) with a professional response after you read this:
Who posted: Pamela Harding, sHRBP, SHRM-SCP, SPHR
CEO, Metzano / HR Executive / Vertical Network Specialist in Financial Services
Post: What exactly is sustainability?
What does the term “sustainability” mean to you, and how do you incorporate it into your training and development initiatives? With only 15 percent of learners applying new skills to improve performance, where are your opportunities to crush the forgetting curve and sustain learning?
I’d like to share a great resource to answer these questions and more. To get started, download the tools and templates available in DDI’s Sustainability Toolkit (http://bit.ly/2lY9Dly) that you can experiment with or implement immediately:
• T&D Sustainability Assessment – How are your sustainability efforts faring? Take five minutes to assess your current training/development initiatives.
• Manager Support Planner – This planner offers up considerations for tools to provide managers so they can reinforce and sustain their direct reports’ learning.
• Sample Manager’s Guide – Before you send a leader through a program, think about sending their manager a guide that provides an overview of what the leader will learn and a to-do or action item list for before and after training. This will allow managers to help leaders apply those skills back on the job (the guide provided is from DDI’s Fostering Innovation course).
• Sample Interview a Leader Guide – Talking with other leaders in an organization is a great way for a new leader to gain insight on how others have become effective leaders. Provide an interview guide to help encourage and streamline the process (the interview guide is from DDI’s Coaching for Peak Performance course).
• Interaction Skills Experience Simulation – Using a simulation is a fun way to provide insight about strength and development areas. In this simulation, the participant takes part in a discussion with a member of the team he/she leads.
• Post-Training Application Project Planner – On-the-job application is where your leaders will learn how to put to use the concepts and skills that are learned in the classroom. Provide this template to encourage them to complete an application project.
• Pre-Training Development Planner – To set a leader up for success prior to attending training, have the leader meet with his/her manager before the session. This tool can be used as a discussion guide for the leader and the leader’s manager.
• Leading Indicator Survey – You’ve successfully conducted a training event, but is sustained behavior change likely? Administer this survey two to three weeks after training to get an early indication of whether you’re on your way to long-term results.
• Sustainability Planner – Behavior change is more likely to happen when learners have continual reinforcement and opportunities to practice new skills. This tool provides important questions to consider and a template you can use to plan out your informal learning activities.
Lots of different tools any of us can use. I encourage you to download your toolkit today at (http://bit.ly/2lY9Dly).
2. comment back to this professional person on linked in (Mr. petr) on what he needs your response ( best, professional opinion) on that:
Emotional intelligence group trainings: What abilities of emotional intelligence can be developed more significantly?
I do that for more then 13 years and my conclusions are:
1) Best results participants achieve during 3-days psychological group training are:
– increasing self-awareness and ability to understand emotions and feelings of other person (empathy)
2) The worst results are in self-regulation improvement.
What does your experience say? Do you agree or disagree with my observations? Why?
3. comment back to this professional person on linked in on what he needs your response ( best, professional opinion) on that:
post by: Michael Horton, EdD
-Executive Director at The Coffee Bunker
What are organizations looking for? Potential or Experience
When hiring new people, should managers be more interested in applicants who have experience or those who show high potential?