Sorry, I could not read the content fromt this page.Sorry, I could not read the content fromt this page.
Sunday, April 5, 2015
Friday, April 3, 2015
Management Consultants - Culture and Leadership
Management Consultants within GE Healthcare Finnamore actively develop their consultancy skills whilst building upon their own experience in OD, HR and line management within the NHS. They take responsibility for designing and delivering complex and sensitive programmes that meet or exceed the expectations of both internal and external clients.
As part of our team, the role of Consultant will play to your strengths in:
•Working as part of (or managing) a team to deliver complex and sometimes sensitive assignments, which achieve or surpass client expectations.
•Striving to be the best you can be whilst sharing learning and training colleagues to build skills across the company.
•Driving assignment success by delivering valued content and insights.
•Actively growing your market knowledge to help develop and continuously improve our client offerings.
•Forging and maintaining outstanding client relationships and networks.
•Identifying opportunities and contributing to bids.
Desired Skills and Experience
You have gained experience and skills in a wide range of assessment and development techniques, through a career in consulting, health care, social care and public services.
You confidently exhibit and demonstrate a high level of competence in:
•Employee engagement
•Performance management
•Talent management and succession planning
•Coaching
•Working with organisations to effect culture change
•Board development
•Line management
•Team effectiveness diagnostics (e.g. MTBI)
•Project management
Even if you consider yourself to have more to learn, you exhibit confidently the experience of someone who has worked closely with senior management in a health and social care setting.
You have personally had a strong impact on culture change, and are regarded as someone who gets matters organised and makes things happen.
Your clients are assured by your skills in OD, HR, coaching and use of diagnostic tools and interventions, and the way in which you apply your skills and experience to any assignment.
In addition, the way in which you have contributed innovatively and creatively to the presentation and handover of work you have undertaken has ensured the effective and sustainable transfer of skills to your clients.
It is highly likely that you have gained qualifications to degree level in, for example and not limited to psychology, science or management. You may have also gained further qualifications in OD, HR or Health.
About this company
GE Healthcare Finnamore is a leading specialist health and social care consultancy dedicated to improving people's health and wellbeing through the clients that we serve. We formed following the acquisition of Finnamore Ltd by GE Healthcare in January 2014, bringing us together with GEHC Performance Solutions UK (part of the global GEHC Partners business). Our team of over seventy health and social care specialists combines the agility, independent-thinking and responsiveness of Finnamore, a consultancy of 21 years' standing, with GE's scale, world class leadership, and technology base and the health transformation track record of GEHC Performance Solutions UK. We do the hard stuff, from strategy to implementation, getting alongside our clients to deliver lasting outcomes together. We are committed to achieving change and transferring skills for the long term and our results speak for themselves.
Substantial contract wins during 2014 have created opportunities for suitably qualified candidates to apply to join the GE Healthcare Finnamore team. Interested candidates should submit their CVs to The Shilston Partnership by Monday 2 June 2014. All shortlisted candidates will be invited to complete a numerical and verbal reasoning test as well as attending an assessment centre on 23 June 2014 in London.
Apply now
Training Team Manager
Training Team Manager Bingley
Lead the training design and delivery team to deliver the creation of high quality training materials and delivery excellence in line with department objectives and targets.
Ensure TNA principles and practices are incorporated when working with the business and stakeholders across short and medium term operational training needs.
Ensure adoption of leading edge learning design principles and methods are across training team.
Responsible for robust design and delivery output
Manage all learning & development programmes including core programmes, regulatory, product and business change, to demanding business timescales and requirements.
Manage full version control and fulfil audit requirements to the correct standard.
Effectively manage the training team resources, resource planning and prioritisation.
Proactively encourage continuous improvements.
Ensure effective risk management processes are established within training in accordance with company's risk appetite and risk and control frameworks.
Be able to evidence a proven track record in a results driven training management role.
Be commercially aware, having worked in fast paced environments with high volume requirements.
Have the ability to use their personal impact and credibility to influence at senior levels.
Be able to demonstrate a strong track record of motivating a team to deliver excellent results.
Have in depth knowledge of current training methodologies.
Ideally we are looking for someone with CITP membership or relevant training qualification.
Lead the training design and delivery team to deliver the creation of high quality training materials and delivery excellence in line with department objectives and targets.
Ensure TNA principles and practices are incorporated when working with the business and stakeholders across short and medium term operational training needs.
Ensure adoption of leading edge learning design principles and methods are across training team.
Responsible for robust design and delivery output
Manage all learning & development programmes including core programmes, regulatory, product and business change, to demanding business timescales and requirements.
Manage full version control and fulfil audit requirements to the correct standard.
Effectively manage the training team resources, resource planning and prioritisation.
Proactively encourage continuous improvements.
Ensure effective risk management processes are established within training in accordance with company's risk appetite and risk and control frameworks.
Be able to evidence a proven track record in a results driven training management role.
Be commercially aware, having worked in fast paced environments with high volume requirements.
Have the ability to use their personal impact and credibility to influence at senior levels.
Be able to demonstrate a strong track record of motivating a team to deliver excellent results.
Have in depth knowledge of current training methodologies.
Ideally we are looking for someone with CITP membership or relevant training qualification.
Summary
We are looking for a a talented people manager with experience of leading trainers in a fast paced contact centre or customer services environment.
Client Details
A leading financial services organisation based in Bingley.
Description
Key responsibilities will include:
Lead the training design and delivery team to deliver the creation of high quality training materials and delivery excellence in line with department objectives and targets.
Ensure TNA principles and practices are incorporated when working with the business and stakeholders across short and medium term operational training needs.
Ensure adoption of leading edge learning design principles and methods are across training team.
Responsible for robust design and delivery output
Manage all learning & development programmes including core programmes, regulatory, product and business change, to demanding business timescales and requirements.
Manage full version control and fulfil audit requirements to the correct standard.
Effectively manage the training team resources, resource planning and prioritisation.
Proactively encourage continuous improvements.
Ensure effective risk management processes are established within training in accordance with company's risk appetite and risk and control frameworks.
Profile
The ideal candidate will:
Be able to evidence a proven track record in a results driven training management role.
Be commercially aware, having worked in fast paced environments with high volume requirements.
Have the ability to use their personal impact and credibility to influence at senior levels.
Be able to demonstrate a strong track record of motivating a team to deliver excellent results.
Have in depth knowledge of current training methodologies.
Ideally we are looking for someone with CITP membership or relevant training qualification.
Job Offer
c£35,000 plus benefits
LocationBingleySalary£32000 - £36000 per annum + BenefitsReference13426323/001Contact NameMelanie ParkesSummary
We are looking for a a talented people manager with experience of leading trainers in a fast paced contact centre or customer services environment.
Client Details
A leading financial services organisation based in Bingley.
Description
Key responsibilities will include:
Lead the training design and delivery team to deliver the creation of high quality training materials and delivery excellence in line with department objectives and targets.
Ensure TNA principles and practices are incorporated when working with the business and stakeholders across short and medium term operational training needs.
Ensure adoption of leading edge learning design principles and methods are across training team.
Responsible for robust design and delivery output
Manage all learning & development programmes including core programmes, regulatory, product and business change, to demanding business timescales and requirements.
Manage full version control and fulfil audit requirements to the correct standard.
Effectively manage the training team resources, resource planning and prioritisation.
Proactively encourage continuous improvements.
Ensure effective risk management processes are established within training in accordance with company's risk appetite and risk and control frameworks.
Profile
The ideal candidate will:
Be able to evidence a proven track record in a results driven training management role.
Be commercially aware, having worked in fast paced environments with high volume requirements.
Have the ability to use their personal impact and credibility to influence at senior levels.
Be able to demonstrate a strong track record of motivating a team to deliver excellent results.
Have in depth knowledge of current training methodologies.
Ideally we are looking for someone with CITP membership or relevant training qualification.
Job Offer
c£35,000 plus benefits
Apply now
Learning and Talent Manager
Learning and Talent Manager City of London
LocationCity of LondonSalary£60000 - £65000 per annumReference20541/001Contact NameEmma Castillo
A multi-international specialist Financial Services business is looking for an L&D and Talent Manager to join the team. The new hire will work alongside the new Head of Learning and Talent to design and implement talent initiatives.
The focus of the role is on development, retention and talent management. There is excellent buy in from the wider HR team and senior stakeholder group, therefore the L&D Manager will be innovative and creative.
Responsibilities
Design and implement talent initiatives in line with the firm wide talent strateg to drive high performance
Support firm wide performance management processes including performance appraisals, 360 degree feedback, succession planning and promotion
Engage and partner with the HR Business Partner's to help identify and meet specific functional development needs and consult with the business as appropriate
Assist with the effective communication and marketing of talent and development initiatives
Look for creative opportunities to continuously improve existing L & D processes and work with the wider HR team to re-engineer existing processes
Participate and or lead in wider HR projects as required
The successful candidate will have a broad, full cycle L&D background including significant team management experience and a proven track record of developing and delivering line management training.
LocationCity of LondonSalary£60000 - £65000 per annumReference20541/001Contact NameEmma Castillo
A multi-international specialist Financial Services business is looking for an L&D and Talent Manager to join the team. The new hire will work alongside the new Head of Learning and Talent to design and implement talent initiatives.
The focus of the role is on development, retention and talent management. There is excellent buy in from the wider HR team and senior stakeholder group, therefore the L&D Manager will be innovative and creative.
Responsibilities
Design and implement talent initiatives in line with the firm wide talent strateg to drive high performance
Support firm wide performance management processes including performance appraisals, 360 degree feedback, succession planning and promotion
Engage and partner with the HR Business Partner's to help identify and meet specific functional development needs and consult with the business as appropriate
Assist with the effective communication and marketing of talent and development initiatives
Look for creative opportunities to continuously improve existing L & D processes and work with the wider HR team to re-engineer existing processes
Participate and or lead in wider HR projects as required
The successful candidate will have a broad, full cycle L&D background including significant team management experience and a proven track record of developing and delivering line management training.
Apply now
Talent acquisition and development specialist
Talent acquisition and development specialist London
This FMCG organisation has global brand presence and is well known for their people values. In this unique role, you will take on a lead role for the UK and Ireland population as a Talent Acquisition specialist as well as widening your remit to Training and Development. You will work closely with your European and Global counterparts to own and drive the UK and Ireland recruitment process, essentially being the face for this brand in the external market place when it comes to talent attraction.
Our client is looking for someone who can bring expertise at a strategic level to the talent acquisition and resourcing space for the business or someone who can bring strong training skills to the table and shows the aptitude and strategic capability to take on talent acquisition as part of their role remit. The long term aspirations for this role is that the indvdual will also become a HR Business Partner in the near future for one of the smaller internal client groups in the UK and Ireland.
This is a really great opportunity for someone who wants to join a large blue-chip business in a role that offers autonomy, growth and international scope. Longer term, our client are well know to rotate talent internally and across their markets on an international level which could be a compelling pull for the right candidate. We are looking for someone bright, commercially astute and with end to end skills in resourcing or training and development, industry experience is not essentially although you must be able to show that you have worked in a matrix structure ideally within an international organisation.
SR Group is acting as an Employment Agency in relation to this vacancy.
LocationLondonSalary£45000 - £55000 per annum + bonus & benefitsReference143009KRIContact NameKetna RamchandaniThis FMCG organisation has global brand presence and is well known for their people values. In this unique role, you will take on a lead role for the UK and Ireland population as a Talent Acquisition specialist as well as widening your remit to Training and Development. You will work closely with your European and Global counterparts to own and drive the UK and Ireland recruitment process, essentially being the face for this brand in the external market place when it comes to talent attraction.
Our client is looking for someone who can bring expertise at a strategic level to the talent acquisition and resourcing space for the business or someone who can bring strong training skills to the table and shows the aptitude and strategic capability to take on talent acquisition as part of their role remit. The long term aspirations for this role is that the indvdual will also become a HR Business Partner in the near future for one of the smaller internal client groups in the UK and Ireland.
This is a really great opportunity for someone who wants to join a large blue-chip business in a role that offers autonomy, growth and international scope. Longer term, our client are well know to rotate talent internally and across their markets on an international level which could be a compelling pull for the right candidate. We are looking for someone bright, commercially astute and with end to end skills in resourcing or training and development, industry experience is not essentially although you must be able to show that you have worked in a matrix structure ideally within an international organisation.
SR Group is acting as an Employment Agency in relation to this vacancy.
Apply now
November, 2008
By Steve Pena Senior Instructional Designer and Implementation Consultant SyberWorks, Inc.
“Ok, we bought an LMS, put up a course and turned it on. We can start using this thing tomorrow.” So says your manager, as you look at him half in shock, and half with that can-do serious face that has got you this far.
Of course nothing is that easy. Listed here are ten tips that you can apply to make your LMS implementation go more smoothly. If you decide on these “philosophical” issues before you start an implementation, it will progress much faster.
Naming Conventions – Every data category needs a naming convention. Some might be very specific – for example: 'Smart' Class IDs — ABC-SAF-1-English-11-16-2008 — Where you have a code for your company (ABC), the category of the subject (Safety Level 1), the language it is being offered in (English, Spanish, Hindi), and the date it is offered (November 16, 2008). Or it can be a simple code like 'Safety101'Think about the people who will need to use this information and how to make these conventions both easy for them to identify and understand, and for you to organize. Here are some LMS areas where you can effectively decide on such conventions: UserIDs – employee numbers, email addresses, auto-generated?Passwords – email addresses, user-defined, or a fixed standard password changed by users when they log in for the first time?Courses – simple or complex coding structures?Classes – simple or complex coding conventions, or something in between?Course categories - subject-driven (safety, operating systems, nursing); organizational (Management, Corporate Mandatory, New Hire); something else?Hierarchy levels - Organizational or geographical?Reporting Needs – Perhaps better defined as “who needs to see what information.” Think of the different groups in your organization – students, managers, administrators, upper management, training managers – each of them probably needs different training information at different levels of detail.For example, students might need detailed transcript reports, to let them know exactly where they stand in their training. Managers or supervisors may need to see who in their group is doing their training and who isn't – giving them a tool to remind the people who must still complete their training. Upper management probably wants total numbers, without details – such as percentages of people in their organization who are training according to plan, and percentages who are not – broken out by the separate groups they are managing.
Don't forget that these are training reports only - they aren't about job performance, pay scales, or anything outside the training realm. So be sure to investigate and understand your whole organization's training-information needs. You can then define the reports that need to be built to provide that information, including hierarchy-based reporting structures.
Catalog Management — Think of how you want to organize your course catalog. Some organizational techniques may be: Offering certain classes to specific groups in the organization – A hospital group may want nurses in a specific hospital to take classes only at that hospital, and not at any another facility.Creating a separate pricing structure for certain large customers – They might need their own catalog.Management leadership programs – You may want to limit courses and classes by management structure.By third parties – Such as, offering different distributors different course offerings.All such cases separate out a portion of your entire catalog for a specific group. So consider defining those groups, and make sure you are able to deliver only the training products that you want them to access.
e-Commerce If you are going to offer your courses and classes through an e-Commerce portal, you will need to identify a merchant account that will handle all credit-card verifications and back-end banking. Authorize.net and Paypal are popular examples of such organizations.Competencies and learning paths – Many companies spend countless hours defining learning paths for attaining job roles, promotions, or other corporate goals. These are often scattered and loosely defined, or are adapted throughout the organization with no standardization. If you need to implement these types of plans, first spend some time understanding what is currently defined in your company and if it needs to be standardized (perhaps even streamlined) for training purposes.Branding – Some LMSs let you customize the look and feel or your training site. Determine what those needs are for you. Will your training portal need to parallel your company's existing Website design or its intranet's look and feel? You'll save a lot of time if you gather all company graphics (such as logos and special pictures you will need) and define the color schemes you want to use before your first LMS implementation meeting.User Information – There are many ways to get user information into an LMS. This will be defined by your organizational needs, for instance: You are an online learning provider - In this case, people will probably need to register for training through an online process.You have a stable employee work force - Here, you might need only an initial user-information upload, after which you can maintain the information manually through user editing screens.You have a very mobile work force - Maybe a nightly feed from your HR system would work best?So you should define your organization’s user base and your administrative capacity, and then select the appropriate loading and updating process for your user data. Certificates – Do you want to issue certificates to students who pass courses? If so, then define upfront what the certificates will look like and which course/class information will appear on them.Interfaces – Will the LMS need to connect with any existing corporate systems? These may include an HR interface, or a backend link to order data on your accounting system. Define what your needs are in this area. Talk with your IT department to see how hard it will be to create such connections, and how long it will take to get your project on their active project list.Help Administration – Who will handle help-desk requests from students? Will the requests be centralized in the training department or de-centralized to information experts throughout the organization (IT, course subject matter, networking, and so on). Depending on the size and needs of your organization, most LMSs allow you to disperse this help-desk load. So be sure to identify the people who will fill these jobs, especially their email addresses and phone numbers.Finally, print this article and give it to your manager. It will help them understand the size of the job you face. Some of these items can be defined and decided easily, while others may take some time and involve other organizations (like marketing, IT, accounting, and sales).
A very simple installation, where all of these items are defined ahead of time, could be done within days (or a couple weeks). But for larger organizations, an LMS installation could easily require months before all necessary decisions are made and everyone reaches accord. Either way, this list should give you a good start on that process.
About the Author:
Steve Pena is a Senior Instructional Designer and Implementation Specialist at SyberWorks, Inc., Waltham, Mass. SyberWorks is a custom e-Learning solutions company specializing in Learning Management Systems, e-Learning solutions, and custom online course development.
Thursday, April 2, 2015
Accounting CS Client Access Wins 2012 Technology Innovation Award
Sorry, I could not read the content fromt this page.Sorry, I could not read the content fromt this page.
Subscribe to:
Posts (Atom)