Project Manager Training Sampler
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I created a training program for project managers and executed that training in Tieto India's Bangalore site. Here are some sample slides from the training.
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An Invited talk at iEMSs, Leipzig 2012 (http://www.iemss.org/sites/iemss2012).
Abstract:
Behaviour in society and the responses from the environment are both highly context-dependent. There is a lot of evidence that hyman cognition and behaviour depends sharply on the percieved context. Human collective and social behaviour is even more so, indeed may be structured around co-determined contexts that are then entrenched within our training, infrastructure and habits. Similarly ecological niches, where species adapt to each other can be highly specific to a particular set of environmental affordences. The response to a pertabation (e.g. reduction of a resource or introduction of a new species) depends highly on the environmental context.
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FIN 610 Midterm Exam
Instructions: Write your name on your exam.
STUDENT NAME:______________________
The exam is individual work. It is to be your work and your work alone, with no assistance from classmates, family, friends or others.
Your completed exam is due by 11:59 PM, (upload to your Assignments folder) by March 12. Exams submitted late will be penalized 5 points for each day up to three days late.
Exams received more than three days after the due date will automatically receive an F.
Furthermore,
by proceeding with the exam you are agreeing not to share the exam content or your answers with anyone, including students who may take
FIN 610
in the future.
Please fill in (use
capital letters
) your best choice for each question on the attached answer sheet and post it in your assignment folderby the due date----March 12
Please read the questions carefully; there may be a little more to it than might be obvious at first reading. If you find a question challenging, try to take the question in parts, working from what you know to what you are trying to solve.
Franks Dogs has beginning net fixed assets of $480 and ending net fixed assets of $530. Assets valued at $300 were sold during the year. Depreciation was $40. What is the amount of capital spending?油
A.油$10
B.油$50
C.油$90
D.油$260
E.油$390
Please use the following Income Statement and Balance sheet for Questions 2 to 6
Income Statement for Fair Company
2016
Revenue
$
9,610
less
COGS
$
6,310
less
Depreciation
$
1,370
Gross Income
$
1,930
less
S,G&A
$
-
EBIT
$
1,930
less
Interest Expense
$
630
taxable income
$
1,300
Taxes
$
455
Net Income
$
845
Balance Sheet for Fair Company
Assets
Liabilities and Shareholder Equity
2015
2016
2015
2016
Cash
310
405
Accounts Payable
2720
2570
Accounts receivable
2640
3055
Notes Payable
100
0
Inventory
3275
3850
total current
2820
2570
Pre-paid expenses
0
0
Long-term debt
7875
8100
total current
$
6,225
$
7,310
Common Stock
5000
5250
Next fixed assets (PPE)
$
10,960
10670
Retained Earnings
1490
2060
Total Assets
$
17,185
$ 17,980
$
17,185
$
17,980
What is the operating cash flow for 2016?油
A.油$845
B.油$1,930
C.油$2,215
D.油$2,845
E.油$3,060
The 2015 equity multiplier ratio is :油
A.油11.53
B.油3.44
C.油2.65
D.油1.00
E.油cannot compute with numbers given
What are the accounts receivable turnover?
A.油10.3
B.油3.44
C.油3.15
D.油3.37
E.油cannot compute with numbers given
What is the debt ratio for 2016?
A.油80.7%
B.油55.0%
C.油59.3%
D.油60.7%
E.油cannot compute with numbers given
What is the ROE (Return on Equity) for 2016?
A. 22.72%
B.油13.02%
C.油59.80%
D.油18.75%
E.油11.56%
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Looking to take up your HR performance metrics PowerPoint show to next level? Just check out our readymade deck Human Resources Performance Management Metrics PowerPoint Presentation 際際滷s with 61 slides precisely showcase the data. Our Human Resources Performance Management Metrics PPT presentation supports to underline the important aspects related to HR performance metrics like performance review the role of HR, metrics model, most common HR metrics, employee turnover, profit per employee, revenue per employee, revenue-cost per employee comparison, workforce diversity by gender, staff with professional qualification, competency rating and many more such designs examples. With help of our PowerPoint presentation deck HR teams and managers can easily present the content and reports to the target management. Furthermore, using this visually impactful PPT slide sample, you can brief employees about employee absence schedule, employee absenteeism, employee attendance tracker, performance review scoring, training hours per employee etc. Above all, exclusive presentation slides like employee satisfaction, staff engagement model, David Zinger or Aon Hewitt employee engagement, HR Dashboard etc. are included to touch all aspects of a brilliant human resources PPT presentation. So, whats holding you back? Click and download our readymade Human Resources Performance Management Metrics Presentation sample and show your PowerPoint skills. Enlighten folks on baseless intolerance with our Human Resources Performance Management Metrics Powerpoint Presentation 際際滷s. Condemn any acts of bigotry. https://bit.ly/3AwuYGEHuman Resources Performance Management Metrics PowerPoint Presentation 際際滷s
Human Resources Performance Management Metrics PowerPoint Presentation 際際滷s 際際滷Team
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Looking to take up your HR performance metrics PowerPoint show to next level? Just check out our readymade deck Human Resources Performance Management Metrics PowerPoint Presentation 際際滷s with 61 slides precisely showcase the data. Our Human Resources Performance Management Metrics PPT presentation supports to underline the important aspects related to HR performance metrics like performance review the role of HR, metrics model, most common HR metrics, employee turnover, profit per employee, revenue per employee, revenue-cost per employee comparison, workforce diversity by gender, staff with professional qualification, competency rating and many more such designs examples. With help of our PowerPoint presentation deck HR teams and managers can easily present the content and reports to the target management. Furthermore, using this visually impactful PPT slide sample, you can brief employees about employee absence schedule, employee absenteeism, employee attendance tracker, performance review scoring, training hours per employee etc. Above all, exclusive presentation slides like employee satisfaction, staff engagement model, David Zinger or Aon Hewitt employee engagement, HR Dashboard etc. are included to touch all aspects of a brilliant human resources PPT presentation. So, whats holding you back? Click and download our readymade Human Resources Performance Management Metrics Presentation sample and show your PowerPoint skills. Enlighten folks on baseless intolerance with our Human Resources Performance Management Metrics PowerPoint Presentation 際際滷s. Condemn any acts of bigotry.Shortlisting Selecting And Appointing Candidates PowerPoint Presentation 際際滷s
Shortlisting Selecting And Appointing Candidates PowerPoint Presentation 際際滷s際際滷Team
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Jobpromotionpowerpointpresentationslides 181220050340DilokSherlekars
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The document appears to be a job promotion application or resume. It includes sections about the applicant's background, qualifications, skills, work experience, education, goals and contact information. The document consists primarily of placeholder text and is meant to be customized by the applicant for a particular job promotion. It provides an overview of the key components typically included in a promotion application or resume.Job Promotion PowerPoint Presentation 際際滷s
Job Promotion PowerPoint Presentation 際際滷s 際際滷Team
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Capacity Planning PowerPoint Presentation 際際滷s際際滷Team
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Talent Mapping Powerpoint Presentation 際際滷s際際滷Team
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How To do a Job Analysis Using techniques that are easily understandable.
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- Bible of Human Resource ProfessionalCapability Management PowerPoint Presentation 際際滷s
Capability Management PowerPoint Presentation 際際滷s際際滷Team
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Keep your audience glued to their seats with professionally designed PPT slides. This deck comprises of total of nineteen slides. It has PPT templates with creative visuals and well researched content. Not just this, our PowerPoint professionals have crafted this deck with appropriate diagrams, layouts, icons, graphs, charts and more. This content ready presentation deck is fully editable. Just click the DOWNLOAD button below. Change the colour, text and font size. You can also modify the content as per your need. Get access to this well crafted complete deck presentation and leave your audience stunned. http://bit.ly/2Hf9cg1Project Administration Powerpoint Presentation 際際滷s
Project Administration Powerpoint Presentation 際際滷s際際滷Team
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Talent management is too often about corporate initiatives and metrics. Lost in the discussion is the leader who just wants to know how they are doing meeting the needs of their people. Talent management is about having great conversations. The talent scorecard helps you understand which conversations you should focus on.Kaizen PDCA Cycle Process PowerPoint Presentation 際際滷s
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FIN 610 Midterm ExamInstructions Write your name on your exam.docxRAJU852744
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FIN 610 Midterm Exam
Instructions: Write your name on your exam.
STUDENT NAME:______________________
The exam is individual work. It is to be your work and your work alone, with no assistance from classmates, family, friends or others.
Your completed exam is due by 11:59 PM, (upload to your Assignments folder) by March 12. Exams submitted late will be penalized 5 points for each day up to three days late.
Exams received more than three days after the due date will automatically receive an F.
Furthermore,
by proceeding with the exam you are agreeing not to share the exam content or your answers with anyone, including students who may take
FIN 610
in the future.
Please fill in (use
capital letters
) your best choice for each question on the attached answer sheet and post it in your assignment folderby the due date----March 12
Please read the questions carefully; there may be a little more to it than might be obvious at first reading. If you find a question challenging, try to take the question in parts, working from what you know to what you are trying to solve.
Franks Dogs has beginning net fixed assets of $480 and ending net fixed assets of $530. Assets valued at $300 were sold during the year. Depreciation was $40. What is the amount of capital spending?油
A.油$10
B.油$50
C.油$90
D.油$260
E.油$390
Please use the following Income Statement and Balance sheet for Questions 2 to 6
Income Statement for Fair Company
2016
Revenue
$
9,610
less
COGS
$
6,310
less
Depreciation
$
1,370
Gross Income
$
1,930
less
S,G&A
$
-
EBIT
$
1,930
less
Interest Expense
$
630
taxable income
$
1,300
Taxes
$
455
Net Income
$
845
Balance Sheet for Fair Company
Assets
Liabilities and Shareholder Equity
2015
2016
2015
2016
Cash
310
405
Accounts Payable
2720
2570
Accounts receivable
2640
3055
Notes Payable
100
0
Inventory
3275
3850
total current
2820
2570
Pre-paid expenses
0
0
Long-term debt
7875
8100
total current
$
6,225
$
7,310
Common Stock
5000
5250
Next fixed assets (PPE)
$
10,960
10670
Retained Earnings
1490
2060
Total Assets
$
17,185
$ 17,980
$
17,185
$
17,980
What is the operating cash flow for 2016?油
A.油$845
B.油$1,930
C.油$2,215
D.油$2,845
E.油$3,060
The 2015 equity multiplier ratio is :油
A.油11.53
B.油3.44
C.油2.65
D.油1.00
E.油cannot compute with numbers given
What are the accounts receivable turnover?
A.油10.3
B.油3.44
C.油3.15
D.油3.37
E.油cannot compute with numbers given
What is the debt ratio for 2016?
A.油80.7%
B.油55.0%
C.油59.3%
D.油60.7%
E.油cannot compute with numbers given
What is the ROE (Return on Equity) for 2016?
A. 22.72%
B.油13.02%
C.油59.80%
D.油18.75%
E.油11.56%
The Ajax Co. just decided to save $1,500 a month for the next five years as a safety net for recessionary periods. The money will be set aside in a separate savings account which ...Recently uploaded (20)
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Reliability and Validity
Quantitative Methodology
Reliability and validity are important aspects of selecting a survey instrument. Reliability refers to the extent that the instrument yields the same results over multiple trials. Validity refers to how well the instrument measures what you intend it to measure. In research, there are three ways to approach validity and they include content validity, construct validity, and criterion-related validity.
Content validity evaluates how well the items on the scale represent or measure the information you intend to assess. Do the questions you ask represent all the possible questions you could ask?
Construct validity measures what the calculated scores represent and whether you can generalize them. Construct validity uses statistical analyses, such as correlations, to verify the relevance of the questions. You can correlate questions from an existing, reliable instrument with questions from the instrument under examination to determine if construct validity is present. High correlation between the scores indicates convergent validity. If you establish convergent validity, you support construct validity.
Criterion-related validity refers to how well the instruments scores predict a known outcome that you expect them to predict. You use statistical analyses, such as correlations, to determine if criterion-related validity exists. You should correlate scores from the instrument with an item they knew to predict. If a correlation of > .60 exists, criterion related validity exists as well.
You can assess reliability using the test-retest method, alternative form method, internal consistency method, split-halves method, and inter-rater reliability.
Test-retest is a method that administers the same instrument to the same sample at two different points in time, perhaps one year intervals. If you find that the scores at both time periods correlate highly (> .60), you can consider them reliable. The alternative form method requires two different instruments consisting of similar content. You must have the same sample take both instruments, and then you correlate the scores from both instruments. If you find high correlations, you can consider the instrument reliable. Internal consistency uses one instrument administered only once.
You use the coefficient alpha (or Cronbachs alpha) to assess the internal consistency of the items. If the alpha value is .70 or higher, you can consider the instrument reliable. The split-halves method also requires one test administered once. The number of items in the scale are divided into halves and a correlation is taken to estimate the reliability of each half of the test. To estimate the reliability of the entire survey, the Spearman-Brown correction must be applied. Inter-rater reliability involves comparing the observations of two or more individuals and assessing the agreement of the observations. Kappa values can be calculated in this instance. QuestionLead the Way-Effective Teams in the Modern Workplace.pptx
Lead the Way-Effective Teams in the Modern Workplace.pptxCareer Communications Group
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Learning objective: Examine methods to build your capacity to foster high-performing teams
As organizations become increasingly collaborative, the nature of teamwork has evolved significantly. Today, team leaders often find themselves managing virtual teams across various time zones, navigating home-office distractions, and addressing a range of personal challenges their team members may face. In this dynamic workplace, effective leadership requires a blend of traditional and modern skills to drive results and foster a supportive team workplace.
This course is designed to equip you with essential skills for leading and participating in todays varied and remote teams. You will explore the stages of team development, learn practical teamwork strategies, and familiarize yourself with collaboration tools that enhance productivity and cohesion. The seminar emphasizes creating a facilitative油workplace油by empowering team members to make decisions at all levels, which can significantly strengthen team dynamics and engagement.油
Additionally, you will gain insights into promoting a compassionate and caring approach, ensuring that team members feel supported and valued. Join us to develop the capabilities needed to lead your team effectively, achieve organizational goals, and build a resilient, collaborative workplace.油
At the end of the seminar, attendees will:
1.油油 油Learn techniques to guide your team through each phase to ensure growth and cohesion.
2.油油 油Discover methods to enhance collaboration, manage virtual interactions, and overcome familiar challenges in a modern workplace.油
3.油油 油Learn how to leverage resources to improve productivity, streamline communication, and maintain team cohesion across different time zones and locations.
4.油油 油Understand how to empower team members to exercise decision-making authority at all levels, fostering a sense of ownership and engagement.
5.油油 油Learn how to address personal challenges faced by team members and ensure they feel supported and valued.
6.油油 油Enhance your leadership capabilities to effectively navigate the complexities of modern teamwork and achieve organizational goals.
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HR, Finance, Operations, Marketing Sales and Service Exploring DesignOps as a Business Strategic Function
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This is all about customer relations buildingGetData Graph Digitizer With Crack Free Download [Latest]![GetData Graph Digitizer With Crack Free Download [Latest]](https://cdn.slidesharecdn.com/ss_thumbnails/mcqsbestgkwithfaisal-250228143540-407a79de-thumbnail.jpg?width=560&fit=bounds)
GetData Graph Digitizer With Crack Free Download [Latest]wkmbwmnk
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GetData Graph Digitizer is a software tool designed to extract data points from scanned or digital images of graphs and plots. It's especially useful for situations where you have a graph (usually in an image or PDF format) but don't have access to the underlying raw data. The tool allows you to digitize the graph, turning visual data into usable numerical values for analysis or further processing.
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Management Principles on Small Scale Industries.CryptoMaster7
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Management Principles on Small Scale Industries.Graeme Cowan, keynote speaker: Building Team Safety, Resilience and Growth Gr...
Graeme Cowan, keynote speaker: Building Team Safety, Resilience and Growth Gr...Graeme Cowan Enterprises
油
Graeme Cowan is a team care and resilience speaker. His keynote topics include:
GREAT TEAMS CARE - Building safety, resilience, and growth
SELFCARE ISN'T SELFISH - Resilience for uncertain times
CREW CARE - Building psychologically safe and resilient teams
R U OK?365 - How to support a teammate (or loved one) in distress
He has found that in the best teams - people have each other's back, enjoy working together, and care about each other
Walmart Presentation - Siddhartha Chatterjee.pptx
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During my 2nd round interview with Walmart Canada for a KAM role, I developed this slide presenting upgradation for Walmart.ca website vis a vis Flipkart, a comparative analysis of walmart.ca with its biggest rival and a strategic breakdown of my plans for the futureTran Quoc Bao Leading Chief Executive Officer CEO in Vietnam Healthcare -the ...
Tran Quoc Bao Leading Chief Executive Officer CEO in Vietnam Healthcare -the ...Ignite Capital
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Tran Quoc Bao: The Visionary Transforming Vietnams Healthcare Landscape
Tran Quoc Bao, CEO of Prima Saigon, stands as one of Vietnams most influential healthcare leaders, making a profound mark on the countrys healthcare sector and beyond. As the first Vietnamese member of the Advisory Panel for the Asian Hospital & Healthcare Management, Bao shapes global healthcare trends. Under his leadership, Prima Saigon has become the benchmark for excellence in international daycare and ambulatory services.
With nearly two decades of experience at the crossroads of healthcare and finance, Bao is not only a clinical innovator but also a master strategist. He has held leadership roles at prominent institutions like City International Hospital, FV Hospital, and TMMC Healthcare (Tam Tri Hospital Group), as well as international experience at The Alfred Hospital in Australia. His crowning achievement was leading Cao Tang Hospital through its transformation into Vietnams first Joint Commission International (JCI)-accredited hospitalan achievement that propelled Vietnams healthcare system onto the global stage.
Baos influence reaches far beyond his clinical expertise. Armed with elite financial credentialsCFA速, CMT速, CPWA速, and FMVA速he has directed over $2 billion in healthcare mergers and acquisitions, fundamentally reshaping the countrys healthcare investment landscape. His rare ability to merge healthcare innovation with financial insight has earned him widespread recognition as a thought leader in the sector.
A prolific writer, Bao has contributed over 20 articles to leading publications such as Bloomberg, Forbes, and US News, offering valuable perspectives on healthcare investment and innovation. His insights have made him a sought-after authority globally. He has also received numerous accolades, including "Healthcare Executive of the Year Vietnam 2021" and Medical Tourism Leader of the Year 2021 from Medical Excellence Japan.
Beyond his leadership at Prima Saigon, Bao advises global consulting giants like BCG, Bain, and McKinsey on strategic healthcare investments and partnerships. His unparalleled expertise continues to shape the future of healthcare in Asia and around the world, solidifying his legacy as one of the most influential healthcare leaders in Vietnam.Mastering Emotional Intelligence for Effective Leadership.pptx
Mastering Emotional Intelligence for Effective Leadership.pptxCareer Communications Group
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Learning objective: Provide leaders with the tools and insights needed to harness the power of EQ油
Emotional intelligence (EQ) is a vital set of skills that enables individuals to understand, manage, and utilize emotions effectively, both personally and interpersonally. For leaders, high EQ translates into superior interpersonal skills and stronger relationships, which are crucial for personal and career success. Leaders with elevated EQ are better equipped to enhance employee engagement by connecting with their team on an emotional level, understanding their needs, and motivating them effectively. They are also adept at recognizing how their own emotions influence their team, allowing them to manage their responses and interactions in ways that promote a positive workplace.油
Conflict resolution is another area where high EQ proves invaluable; emotionally intelligent leaders can navigate disputes with empathy and tact, fostering constructive resolutions and maintaining team cohesion.油
Improved communication is another significant benefit of high EQ, as it helps leaders convey their messages more clearly, listen actively, and build trust with their team members. This clarity and understanding contribute to increased productivity and creativity, as employees feel more valued and supported.油
Importantly, emotional intelligence is not a static trait, but a skill set that can be developed and refined over time. With dedication, commitment, and practice, leaders can enhance their EQ, thereby strengthening their leadership capabilities and creating a more engaged, productive, and innovative workplace.
At the end of the seminar, attendees will:
1.油油 油Discover techniques to connect with your team on an emotional level, understanding their needs, and motivating them effectively.
2.油油 油Develop skills to manage your responses and interactions in ways that foster a positive and supportive workplace.油
3.油油 油Learn how to approach disputes with empathy and tact, foster constructive resolutions and maintain team cohesion.
4.油油 油Explore ways to improve clarity and understanding within your team.
5.油油 油Discover how an emotionally intelligent leadership approach contributes to increased productivity and creativity by making employees feel valued and supported.channel distribution.pdf notes for graduation students
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Project Manager Training Sampler
- 1. PM Training Sampler Sami Taipale
- 2. Training Content 1. Basics: project lifecycle, roles, terminology, project types, agile way of working 2. Core aspects: scope-, time-, budget - and stakeholder management 3. Communication & Leadership: communication, teams, trust, feedback, motivation, conflicts, leadership 4. Change: Change management, risk management, common risks in our projects, ways of working 5. Quality: planning for quality, measuring, ways of working 6.Traditional exercices: Work breakdown, scheduling, earned value
- 3. Sample slides from 1. Basics
- 6. Overview of Roles in Scrum Projects We Customer ?
- 7. Sample slides from 2. Core Aspects
- 9. Core: PM, PO, team, customer Primary: Salesmen, resource owners, suppliers, families Secondary: Authorities, media, competitors
- 10. Sample slides from 3. Communication & Leadership
- 12. Exercise: clapping competition Photo by katerha
- 13. Seth Godins feedback rules No one cares about your opinion Say the right thing at the right time. Give me feedback, no matter what If you have something nice to say, say it http://sethgodin.typepad.com/seths_blog/2006/07/how_to_give_fee.html
- 15. PhD in leadership, Short Course (by Dee Hoc)
- 16. Sample slides from 4. Change
- 17. Photo by TORLEY
- 18. Photo by Helga Weber Ask. Do we have to do it? ! Can we do it? ! Does it benefit us? ! Is now the best time?
- 19. Risk.
- 20. Impact. Photo by CST 13
- 22. Sample slides from 5. Quality
- 23. Photo by Sebastian Bergmann Quality control
- 24. About measuring Photo by CIAT International Center for Tropical Agriculture
- 25. Root cause analysis Photo by Aaron Jacobs
- 26. Sample slides from 6. Traditional PM methods
- 27. SCHEDULING.
- 28. Task name. Task no. Duration Earliest start (ES) Earliest finish (EF) Latest start (LS) Latest finish (LF) Total float (TF) Free float (FF)
- 29. 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 1 2 3 4 5 6 7 8 9 10 11 12 油 油 油 油 A 油 油 油 油 油 油 油 油 油 油 油 % complete 油 油 油 油 油 油 油 油 油 油 油 油 油 A = 100 % 油 油 油 油 B 油 油 油 油 油 油 油 油 B = 50 % 油 油 油 油 油 油 油 油 油 油 油 油 油 C = 55 % 油 油 油 油 油 油 油 C 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 D 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油
- 30. 1 2 3 4 5 6 7 8 9 10 11 12 Budgeted Actual Planned Earned 油 油 A 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 100 90 100 100 油 油 油 油 油 B 油 油 油 油 油 油 油 油 油 油 油 % complete 油 油 油 油 油 油 油 油 油 油 油 油 150 110 150 75 A = 100 % 油 油 油 油 油 油 油 C 油 油 油 油 油 油 油 油 B = 50 % 油 油 油 油 油 油 油 油 油 油 油 油 200 100 100 110 C = 55 % 油 油 油 油 油 油 油 油 油 油 油 D 油 油 油 油 D = 0 % 油 油 油 油 油 油 油 油 油 油 油 油 50 0 0 0 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 500 300 350 285 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油 油
- 31. End of sampler. Hope you enjoyed what you saw :-)