Posted by Admin | May 9, 2016
Listing of abilities, capacities, qualifications, and career goals of the employees to identify
suitable candidates for internal recruitment or promotions.
Everything you learn and every skill you have is part of your personal tool kit. You carry these "tools" with you as you move through school and into the job market. When you develop a skill or gain experience in one place and put what you've learned to use someplace else, you're using transferable skills.
Posted by Admin | May 10, 2016
In-House training benefits:
· tailored to your needs
· can be lower-cost per person (vs Public Classes)
· achieve better learning outcomes
· great for team building
· more convenient, people don't need to go off-site
Posted by Admin | May 27, 2016
Confession: I have a tendency to use these terms interchangeably at times. Truth is, I shouldn’t. Knowledge, skills, and abilities (aka KSAs) are three different things. And it’s important to know the difference – even though the difference can be subtle.
Knowledge is the theoretical or practical understanding of a subject. For example, an employee might have knowledge of the ADDIE model used in instructional design. This doesn’t mean the employee knows how to be an instructional designer. It means they know the model.
Posted by Admin | May 27, 2016
1. Time Saving
2. Staff Turnover Savings
3. Productivity Increases
Productivity increases occur where, as a result of training, additional output can be achieved with the same level of effort. This implies that the organization requires or desires more output in this particular area. If it does not, then it might be better to express the benefit as a cost saving.
Posted by Admin | May 10, 2016
Whether you are new to computing or have some experience, Digital Literacy will help you develop a fundamental understanding of computers. The courses help you learn the essential skills to begin computing with confidence, be more productive at home and at work, stay safe online, use technology to complement your lifestyle, and consider careers where you can put your skills to work.
Posted by Admin | May 29, 2016
@ Percentage of employees receiving regular performance and career development reviews.
@ Average time employees are in the same job or function.
@Percentage of new hire retention after a given period
@ Ratio of internal versus external training (hours or cost)
Posted by Admin | May 29, 2016
What exactly are soft skills and how are you supposed to know what soft skills are required for a particular position? A study conducted by the International Association of Administrative Professionals (IAAP), Office Team and HR.com provides some answers to the first of these two questions. The study involving a mix of 700 administrative and HR managers first examined the relative importance of technical expertise vs. soft skills and concluded that:
@ 67% of human resources managers said they would hire an applicant with strong soft skills whose technical abilities were lacking;
We may believe in the importance of soft skills but what may still stop us from developing them is perhaps the notion we are too late. I am here to show you it’s never too late to develop your soft skills. There are three common myths about soft skills development and here is why they are NOT TRUE.
Myth 1: People are born with better soft skills than others.
Posted by Admin | May 30, 2016
Literacy and essential skills
Across Canada, employers, educators, labour, organizations and governments are working together to ensure that Canadians have literacy and
essential skills needed for full participation in home and community life. By improving literacy and essential skill levels, workers can increase their
productivity and safety at work, becoming active contributors to Canada's economy.
Posted by Admin | June 3, 2016
WHAT IT IS:
Revenue per employee measures the average revenue generated by each
employee of a company.
HOW IT WORKS (EXAMPLE):
Revenue per employee is calculated by dividing a firm's revenue by its total number
of workers (Revenue/Number of Employees).
Let's take a closer look some sample figures from Company XYZ:
2015 Revenue: $50,000,000
Employees: 312
Posted by Admin | June 3, 2016
The Geospatial Technology Competency Model (GTCM) is depicted as a pyramid with nine tiers. This depiction illustrates how occupational and industry competencies build on a foundation of personal effectiveness, academic, and workplace competencies. Each tier consists of one or more blocks representing the skills, knowledge, and abilities essential for successful performance in the industry or occupation represented by the model. At the base of the model, competencies apply to a large number of occupations and industries. As a user moves up the model, the competencies become industry- and occupation-specific. This document specifies competencies required for worker success in the geospatial industry, from the most general “Personal Effectiveness Competencies” (Tier 1) to the sector-specific competencies presented in Tier 5. Additional occupation-specific competencies and requirements (Tiers 6-8), as well as management competencies (Tier 9) are beyond the scope of this document.
Posted by Admin | Dec 1, 2016
CEO is a demanding role that requires an awe inspiring set of skills:
1.
Defining Mission, Vision and Values
2. Communicating Values
3. Championing a Vision
4. Motivating
5. Strategy Formulation
6. Strategy Execution
7. Corporate Financial Management
8. Mergers, Acquisitions and Divestiture
9. Corporate Governance
10. Protecting and Growing a Firm's Assets
11. Preserving and Enhancing a Firm's Reputation
Skills Inventory
Computer Skills Assessment
Management Skills Assessment
Professional Training
IT Solutions
Business Process Reengineering
Telephone: +98-912-112-2069
E-mail: Info@CalgaryTMC.com
