Contributions for April Issue of The Best Practice Magazine:
Definition of - MWF (Managing the workforce) - OT (Organizational training)
Managing the workforce (MWF)
This CA addresses the way an organization develops and retains the human resources needed to perform current and future work.
(Future) COMP - Compensation and Rewards involves providing individuals with wages and benefits based on their contribution and value to the organization.
(Future) SWM - Staffing and Workforce Management develops a formal process to align work with resources and recruit, select, and transition qualified individuals to assignments.
(Future) CCD - Career and Competency Development enhances the knowledge, skills, and performance of individuals in the workforce through mentoring and other professional development techniques.
Organizational training (OT) - Provides a strategy and capability for training to support the organization's strategic business objectives, meet common tactical needs, and deliver training across the organization.
(Future) EWG - Empowered Workgroups builds teams with the skills and experience needed to accomplish a set of objectives that have clear goals and well-defined tasks.
Training isn’t just important to any company, it is vital.
Although there are many categories of training such as management training and or sales training, employees with Project Management skills are an important asset to any organisation.
But what does training and development, mean to your organisation?
Training presents a prime opportunity to expand the knowledge base of all employees, but many employers in the current climate find development opportunities expensive. Employees attending training sessions also miss out on work time which may delay the completion of projects. However despite these potential drawbacks, training and development provides both the individual and organisations as a whole with benefits that make the cost and time a worthwhile investment. The return on investment from training and development of employees is really a no brainer.
Introduction – What's a Maturity Model, and Why Should You Care? You just took a training class and it was great. Why? Because you really, really liked it. And you felt you really learned a lot.
BUT… Did you really learn as much as you think you did? How do you know? Did you like it for reasons that had anything to do with the business goals that drive your department, and your job? And were you able to apply what you learned to what you do on the job?
You just taught a training class and it went really, really well. Why? Because you looked at the evaluations and the participants really, really liked it.
BUT… Did the participants take away value that they will apply on-the-job? Are their bosses likely to agree? Will these managers happily send their staff to the next training program you propose? And will you receive high-level support from senior management to develop more programs?
Personal development is the ongoing act of assessing your life goals and values and building your skills and qualities to reach your potential. They can contribute to your maturity, success and satisfaction. Many people strengthen their personal development skills throughout their lives to better themselves and reach their goals. They can do this through education, advice from a mentor, self-help and more.
In this article, we will describe some of the most important personal development skills that can help in your journey to becoming more capable and confident.
It’s a fact that we are able to accomplish more by working together than as individuals. In a large study conducted by Salesforce regarding workplace challenges, 86% of leaders agreed that failing to work together as a team was the leading cause of project failure. Teamwork is an essential element of a successful company. Businesses that struggle in working together as a unified team will quickly fall behind.
Scrum is defined as a “team-based approach to delivering value to the business.” This framework promotes effective collaboration between team members so they are able to tackle large projects and accomplish them together. Whether your business decides to follow a Scrum approach or not, applying some of these key components that Scrum teams implement can certainly help improve your results.
Selecting and training people for your Lean Six Sigma project is a key ingredient for success during the launch phase of your Lean Six Sigma initiative. Process improvements can be a challenging task but if you have the right people with the right Lean Six Sigma skills on board then it is possible to achieve sustainable change. When you wish to achieve the results that you want with Lean Six Sigma, you need to change the way that you work and this means that you need to change how you think about the work. To successfully implement a Lean Six Sigma project, you need to select your best performers – the top talent – that are capable of learning and implementing new methodologies and you need to train them adequately to create your dream team. So, how can you select and train the right people for Lean Six Sigma?
COBIT is a framework designed to support the governance and management of enterprise IT. It helps organizations to deliver value to various groups of stakeholders by putting their needs first. It also assists organizations in achieving their goals by partnering IT with the rest of the business rather than treating it as a separate entity. Of course, there’s a lot more to it than this. So, I’ve written another one of my A – Z blog posts to provide some high-level insight into what COBIT is all about that goes beyond my previous COBIT 101 blog. Please also take a look at my latest COBIT 2019 blog that highlights the key changes between 2012’s COBIT 5 and the new, improved version.
Human resource management has experienced significant changes in the last few years due to the evolution of technologies. Today, Artificial Intelligence (AI) and Machine Learning (ML) are reshaping the way organizations recruit, manage, and engage with their employees.
The latest data-driven technology is rapidly making its way into the workforce management as companies are focusing more on creating an employee-oriented work culture.
Two forms of Health Check are offered the Silver Appraisal (SCAMPI B) and Gold Appraisal (SCAMPI A).
Both are led by a Certified CMMI® Lead Appraiser supported by trained Appraisal Team Members.
The primary difference between the two types of Health Check is the level of rigor and the fact that the SCAMPI A Appraisal can provide a Capability Level for each of the PMO Process Area in scope, the results can also be published on the CMMI® Institute PARS Site (Published Appraisal Results) if required.
The key deliverable being a report highlighting strengths and opportunities for improvement. This can optionally be expanded into a comprehensive PMO Improvement Plan the implementation of which can be supported by DEMIX Consultants if required.
If your PMO is not adding the value you expected then perform a DEMIX PMO Health Check to find out why!
To find out more or register interest contact Stephen Woods via the email below: