Project management and next step at hp
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HP's director Ron Kempf assembled stakeholders to conduct a needs assessment of 2500 employees requiring project management skills training. They chose ESI International to provide certification training to achieve a "project management professional" designation. The training aims to help employees perform jobs more effectively, gain a competitive advantage, and allow HP to complete projects on time and on budget for long-term market leadership. The new training plan will involve setting objectives, lesson planning, defining instruction methods, selecting participants, and choosing locations to increase core competencies and profit margins through effective upskilling.
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Hewlett-Packard (HP) was founded in 1939 by Dave Packard and Bill Hewlett in a Palo Alto, California garage. HP is now a global technology company that develops and manufactures computing, data storage, and networking hardware, designs software, and delivers services. It was the first IT company to report over $100 billion in annual revenue. HP markets its diverse products to households, small/medium businesses, and large enterprises. It has a global workforce and is recognized as one of the top 500 companies worldwide.Nioses Center of excellence 2024-25 batch.pdf
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The document discusses Nioses Tech Pvt Ltd's Center of Excellence (COE) for Enterprise Resource Planning (ERP). It outlines the COE's vision to develop skilled ERP professionals and bridge the demand-supply gap through hands-on training programs. The COE aims to guide students and new consultants on the latest ERP products, empower their competencies through industry projects, and help them obtain ERP process and consulting knowledge. It also mentions plans to assess students, build customized ERP training tracks, deliver programs and certifications, and provide internship and placement assistance.Subhadip_SAP ABAP-APO ABAP-6-CTS
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This document contains the resume of Subhadip Mandal, who has over 6 years of experience working as an SAP ABAP consultant and developer. He has expertise in various SAP modules including SD, MM, FI, APO, and logistics. Some of his key skills include ABAP, OOPS, IDOC, ALE, BAPI, BADI, and more. He has worked on several implementation projects for clients such as British Petroleum, Johnson & Johnson, and Capgemini. His responsibilities included developing reports, forms, interfaces, and guiding junior team members. He received positive feedback and awards from clients for his work.2019 sap payroll hcm colleteral
2019 sap payroll hcm colleteralSizoThekwane
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Helping customers to recruit, retain, upskill, pay and better manage their employees until the day they retire.Free PMP Exam Sample Question of the Week
Free PMP Exam Sample Question of the WeekOSP International LLC
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Here is our free PMP exam sample question for this week.
Stop by at http://free.pm-exam-simulator.com/ and try the PM Exam Simulator free for 7 days. We are a trusted and experienced education provider.Lohit_Resume_New
Lohit_Resume_NewLohit Devadiga
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Lohit Devadiga is an experienced SAP ABAP consultant seeking a challenging career where he can contribute his skills and knowledge. He has over 6 years of experience implementing, supporting, and enhancing SAP systems for various clients. His technical skills include ABAP programming, forms, reports, interfaces, and more. He has experience leading teams and delivering projects on time.V-Soft Consulting Group Inc.
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V-Soft Consulting Group is an IT staffing and application development company founded in 1997 that has grown to 230 employees with projected revenue of $25 million in 2007. It has domestic offices in the US and global operations in the UK, India, and Canada. The company provides IT staffing services, application development, and training through its facilities in the US, UK, and India. It serves a variety of industries and technologies and has experienced strong growth and received business awards.Strategic HR Planning of The Phoenix Flyers.pptx
Strategic HR Planning of The Phoenix Flyers.pptxrazalilani123
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This document outlines a strategic Human Resources (HR) plan for The Phoenix Flyers a new software house with a team size of 50 to 100 employees. The strategy focuses on establishing a robust organizational framework, defining job hierarchies, conducting workforce analysis, creating key roles, fostering leadership development, and implementing performance metrics to ensure the success and efficiency of HR initiatives.
Values:
Innovation is key to staying ahead of the competition in this industry and creating new products or services that set the company apart.
Quality should be a priority in every aspect of operations, from product development to customer service.
Transparency is essential for maintaining trust with customers, partners, and stakeholders.
Teamwork should be encouraged and supported in order to ensure that everyone is working together towards the same goal.
Continuous learning: it is important to stay current with the latest trends and technologies in this fast paced industry, so that the company can provide customers with the best solutions possible.
Workforce development refers to a set of practices, policies, and strategies designed to build and improve the skills, capabilities, and potential of employees to meet the current and future needs of an organization or industry. It is an ongoing process aimed at enhancing the productivity and effectiveness of the workforce by providing opportunities for growth, learning, and career advancement.
In the context of a Phoenix Flyers tech company, workforce development involves equipping employees with the right skills, knowledge, and resources to perform their roles effectively while ensuring they are prepared for future advancements in technology, industry changes, and business demands. This plan will not only focus on the overall growth of the organization but will also address key developmental areas for each employee based on their roles, current compensation, and skills.
Foundation Establishment: To recognize HR strategys critical role in building a robust foundation for The Phoenix Flyers.
Organizational Alignment: To devise an organizational structure that resonates with the companys strategic direction and core principles.
Job Structuring: To define job grades and roles that promote operational efficiency and clear delineation of responsibilities.
Workforce Optimization: To perform a comprehensive workforce analysis, addressing staffing requisites and competency deficits.
Role Innovation: To introduce new roles that bolster the companys expansion and functional needs.
Leadership Continuity: To formulate a succession framework that identifies and nurtures prospective leaders.
Performance Metrics: To utilize ratio analysis for evaluating HR metrics and pinpointing enhancement opportunities.
Organizational Blueprint:
Name: The Phoenix Flyers
Sector: Information Technology
Vision:
To empower businesses and individuals through innovative software solutions. (HP) Hewlett-Packard Testimonial
(HP) Hewlett-Packard TestimonialJason Anciulis
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HP Software wanted to attract over 1,000 new hires but was not well known in the industry. It partnered with CareerBuilder and other companies to expand its candidate pool from 2,000 to nearly 17,000. It also enhanced its employee referral program and built up internal recruitment teams to screen applicants and ensure it was hiring top talent. In the first quarter, the initiative helped HP Software hire 500 of the 1,200 new employees it projected for the full year.SauravResume(4Years Exp)
SauravResume(4Years Exp)saurav kumar
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Saurav Kumar has over 4 years of experience with SAP PI and PO. He has worked on multiple integration projects involving A2A and B2B scenarios. Some of his key skills include developing interfaces, message mapping, monitoring tools, transport management, and supporting testing cycles. He is currently working as an SAP PO consultant on a project to migrate over 800 interfaces from IBM Sterling to SAP PO for Diageo.Ankit_Resume
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Ankit Maheshwari has over 4 years of experience in automation testing. He currently works as a Programmer Analyst at Cognizant Technology and has previously worked at Wipro Technology. He has expertise in testing tools like HP Quick Test Professional, Quality Center, TestComplete, and Jenkins. He has led teams on projects for clients such as Marathon Petroleum Corporation, Deutsche Bank, and Allstate Insurance developing automated test scripts and integrating testing frameworks.Ali_Resume_new
Ali_Resume_newAli Hussain Qureshi
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Ali Hussain Qureshi has over 10 years of experience working with SAP systems as an ABAP consultant. He has extensive experience developing reports, forms and interfaces in various SAP modules including HR, FI, MM, and SD for companies in Pakistan and Saudi Arabia. His technical skills include ABAP programming, ALV reporting, smart forms, BAPIs, and workflow development.Ali_Resume_new
Ali_Resume_newAli Hussain Qureshi
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Ali Hussain Qureshi has over 10 years of experience working as an ABAP consultant and technical lead for various SAP ECC 6.0 implementation and support projects in Pakistan. He has extensive experience developing reports, smart forms, ALV reports and custom programs using ABAP. His areas of expertise include modules such as FI, CO, MM, SD, HCM and custom CRM solutions.DevOps, SAFe and critical information bearers: A practical approach for plann...
DevOps, SAFe and critical information bearers: A practical approach for plann...Bosnia Agile
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A lot of enterprises have successfully adopted agile practices and are now challenged by the questions: How do we scale it? How will we know what is going on in development, product management and deployment? How do we know that we develop according to business priorities? How do we make the quicker development cycles lead to faster market response and more frequent releases? To answer these some companies have turned to a DevOps approach and use concepts like the Scaled Agile Framework (SAFe). Join us in this session to look at the critical information bearers in such a setup and how information from business planning, portfolio management, program management and release planning are connected.Recently uploaded (13)
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https://www.humanresourcestoday.com/frs/27780808/navigating-payroll-compliance--future-proofing-payroll-in-an-evolving-regulatory-landscape
Payroll compliance is a cornerstone of business success, yet for small and midsize businesses, its becoming increasingly challenging to navigate the ever-evolving landscape of federal, state, and local regulations. In this webinar, well explore the key compliance challenges businesses face today and provide actionable strategies to address them.Webinar - Smart Job Description Management
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Keeping skilled employees reduces hiring costs, boosts productivity, and strengthens company culture. Employees who feel valued and engaged stay longer, leading to business stability, growth, and long-term success.
Talent Retention Tips for Every Employer
Recognize and Reward Employees Show appreciation for contributions.
Offer Career Growth Opportunities Provide training and promotions.
Maintain a Positive Work Culture Encourage collaboration and respect.
Provide Competitive Compensation Pay fairly for skills and experience.
Encourage Work-Life Balance Support flexible work options.
Benefits of Talent Retention Training
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Builds a skilled and experienced workforce
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Improves team collaboration and efficiency
Increases employee engagement and motivation
Enhances customer satisfaction through consistency
Encourages long-term business growth
Creates a more stable work environment
Globibos talent retention training helps businesses develop strategies to keep top performers. Through expert insights, real-world case studies, and customized programs, organizations learn how to improve engagement, job satisfaction, and career development, leading to higher employee loyalty and reduced turnover.
Talent retention keeps businesses strong by reducing turnover and improving productivity. Employers who invest in employee growth and satisfaction build loyal teams. Globibo provides talent retention training to help organizations retain and develop their best talent.
For more info: https://globibo.com/ct/talent-retention-platform/
Learn from: https://globibo.blog/corporate-training/talent-retention-solution/
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field survey report of masters of social work department
(MSW)
Project management and next step at hp
- 1. PROJECT MANAGEMENT AND NEXT STEPS AT HP PRESENTED BY: SARIKA KANSAL SATVIK TIKOO SAHIB ARORA SAHIL GUPTA ROHIT CHAMOLI ROHIT GARERA
- 2. CONTENTS About HP Case Background Role of Needs Assessment for Project Management Staff Issues and Role Of Training Process of Creating New Training Plan Who should be involved ? Desired Outcome of this training.
- 3. ABOUT HP The Hewlett-Packard Company (commonly referred to as HP), Ron Kempf,Director. American global information technology company. Headquartered in Palo Alto, California. Provides wide variety of hardware components as well as software.
- 4. CASE BACKGROUND Kempf Bought together various stakeholders to conduct needs assessment. 2500 client needs to improve their skills. Based on cost and resources, ESI International chosen to train Kempfs division to achieve project management professional designation.
- 5. ROLE OF NEEDS ASSESSMENT FOR PROJECT MANAGERS STAFF Perform job and responsibility more effectively. Achieve competitive advantage. Analyze if gap exist between what employee be doing and what they are actually doing.
- 6. ISSUES ROLE OF TRAINING 2,500 project manager and supportive staff need a training to improve their skills All the competitors use same certified training management system. 20% of trained employee will retire in five years. Difficult to take competitive advantage. Help making their profit margin high Completion of project within the budget. Long-term market leadership.
- 7. WHO SHOULD BE INVOLVED ? employee who doesnt have all needed competencies PROCESS OF CREATING NEW TRAINING PLAN 1. Setting instructional objectives 2. Lesson planning 3. Defining methodology of instruction 4. Defining training participants 5. Deciding location
- 8. DESIRED OUTCOME OF THIS TRAINING Get competitive advantage. Increasing the core competencies of the employees. High profit margin via effective training.
- 9. THANK YOU