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Competency mapping
Competency mappingasthashukla
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Critical competencies are those that are essential for success in the role. Without these competencies, the individual would not be able to perform the core functions of the role.
Important competencies are significant but not essential for success. The individual can perform the core functions without these competencies but they help the individual perform better.
Preferred competencies are desirable but not essential. They help the individual excel but are not required for basic performance of the role.
The criticality helps determine focus areas for development, hiring and performance management. Critical competencies must be fully developed for the role while important and preferred can be further developed over time.Competences Mapping for Personal Learning Environment Management
Competences Mapping for Personal Learning Environment ManagementMalinka Ivanova
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The document discusses competencies needed for personal learning environment (PLE) management and proposes a competencies model. It defines various competencies like technical, social, functional, and meta-competencies. It examines how PLE functionality can help develop these competencies, such as using tools to stimulate analytical thinking, manage activities, recognize the need for continuous learning, and develop programming skills. The document concludes that mapping competencies for PLE organization can support self-directed learning and identifies challenges in relating competencies to PLE functionalities.Safety Management Systems (SMS) Fundamentals: Promotion
Safety Management Systems (SMS) Fundamentals: PromotionFAA Safety Team Central Florida
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The document discusses safety promotion, which involves training and knowledge sharing activities to support the implementation of a Safety Management System (SMS) in an organization. It emphasizes that personnel must receive initial and ongoing training to understand the SMS, learn from safety lessons, and foster open reporting of safety concerns. Organizations must also identify competency requirements, provide training, and evaluate personnel to ensure they have the proper skills to support the SMS. Management's commitment to and visible support of the SMS through their attitudes and actions is cited as the most important factor for developing a positive safety culture.Behavioural Interviewing Skills, 2012-2013
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This document summarizes key points from a training workshop on effective interviewing techniques. It discusses behavioural event interviewing and targeted selection as effective methods. Specifically, it recommends focusing interviews on evaluating candidates based on the job requirements, using past behaviour as a predictor of future performance, and asking questions that generate concrete examples from a candidate's experience. Poor interviewing can result in hiring mistakes and higher costs, while effective interviewing using behavioural techniques can help identify the best-fit candidates.HR Competency Day, April 16, 2015, Karachi
HR Competency Day, April 16, 2015, KarachiBackground Check Group
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Zahid Mubarik is the founder of SHRM Forum Pakistan and has played a leading role in designing human capital measurement metrics for ISO standards. Saad Amanullah Khan is the CEO and founder of Alamut Consulting and previously worked as CEO of Gillette Pakistan for 28 years. Leon Menezes is a professor at IBA and has over 20 years of experience in human resources and other functions at various organizations. Technical competency- Skillwise Consulting
Technical competency- Skillwise ConsultingSkillwise Group
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Skillwise has the competency of latest and emerging trends which is niche in the corporate world.Strategic Hiring And Retention Interview Guidebook
Strategic Hiring And Retention Interview Guidebookaracelimrtn
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The document provides guidance for strategic hiring and retention at a company. It outlines the staffing process which includes identifying hiring needs, developing job descriptions, and getting approval to advertise positions. It then details best practices for interviewing candidates such as preparing questions linked to core competencies, using behavior-based questions, taking notes, assessing candidates, and providing next steps after the interview. The goal is to identify the best fit for open roles through an organized, rigorous interview process.Functional competencies
Functional competenciesSwapnali Rajput
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Functional competencies are job-specific skills that produce high-quality results for a particular role. They tend to be technical or operational abilities, such as backing up an Oracle database. Functional competencies drive proven high performance.Behavioural event interviewing science or religion
Behavioural event interviewing science or religionKeithMcGregor
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This document summarizes a presentation on behavioral event interviewing. It discusses the science and structured nature of behavioral event interviews, providing examples of questions that can be asked in these types of interviews. It also addresses criticisms of behavioral event interviewing, noting challenges with determining what behaviors are actually being measured and whether described behaviors accurately predict future performance. The document emphasizes that the primary objective of any interview should be to obtain valid, unbiased behavioral data to accurately predict job performance.The Truth About Competency Assessments 
The Truth About Competency Assessments Chris Quinn
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An effective competency assessment can provide valuable insight that helps an organization direct their learning & development activities, formulate individual coaching & learning plans, inform selection interviewing questions and refine job role descriptions- to name a few outcomes. Unfortunately most participants view assessments in the same light as they might a colonoscopy- necessary but incredibly invasive and uncomfortable. Not exactly something they circle on their calendar and anticipate with unbridled enthusiasm!ADDIE on a Shoestring
ADDIE on a ShoestringMichaels & Associates
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How can you use the tried-and-true principles of ADDIE on a shoestring, without sacrificing the effectiveness of your training program? Here are a few ideas to help you make the most of your training time, reduce your costs, and still have a great result.How To Influence Hiring Managers Prior To The Interview.
How To Influence Hiring Managers Prior To The Interview.Dean Waye
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The document provides a 5 slide presentation about the key strengths and qualifications of an individual. The presentation highlights their strengths as:
1) Their strong communication skills developed through regularly speaking with C-level executives and teaching other professional speakers.
2) Their experience successfully managing both waterfall and agile project methodologies.
3) Their career progression including a role they were transferred to after their department was laid off.
The presentation provides details about the individual's qualifications in an attempt to inform a potential hiring manager of their suitability for a role.Behavior Based Interviewing at Nestl辿 Purina 
Behavior Based Interviewing at Nestl辿 Purina Nestl辿 Purina PetCare Company
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The document discusses behavior-based interviewing, which focuses on real examples of candidates' past actions and experiences. It emphasizes that past behavior is indicative of future performance. The interview method evaluates candidates based on competencies and transferable skills. Employers using this technique aim to make hiring decisions more effective, objective, transparent and ensure a quality hire. The document provides advice on how candidates can prepare for behavior-based interviews, including thinking like an employer, practicing common question types, and structuring answers using models such as STAR.Technical Competency
Technical Competencymobiangle
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This document discusses four key topics for project management: engagement model, communication management, risk management, and technology skills set. Effective project managers must develop proficiency in engaging stakeholders, communicating status and issues, anticipating and mitigating risks, and leveraging relevant technologies.Assessing functional competencies training module
Assessing functional competencies training moduleSwapnali Rajput
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The document discusses functional competency assessment for career banding. It describes how functional competencies are tied to knowledge, skills and abilities and have distinct levels. Agencies and universities identify key competencies critical for jobs and determine expectations for competency demonstration. Employees are assessed and their competency levels determined based on demonstrated competencies. Their pay is then set within the salary ranges for their career band based on their competency levels and consideration of pay factors like market rates, internal alignment and required competencies.Improving Employee Competencies
Improving Employee CompetenciesMichaels & Associates
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As businesses strive to increase competiveness in the new world economy, management cant afford to waste their budget on one-size-fits-all packages. Training thats poorly suited to learners needs falls flat. Competency-based training, in contrast, leverages existing skills, provides custom training for learners on the job and comes far closer to alignment with corporate goals. In this article, learn how you can renovate your workforce with training that zeros in on employee roles, areas of expertise and functional competencies. Technical competency dictionary for it
Technical competency dictionary for itConfidential
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The document is a technical competency dictionary for the IT community that provides definitions, knowledge requirements, and proficiency scales for various IT competencies. The introduction explains that competencies are observable abilities, skills, knowledge, or traits defined in terms of behaviors needed for successful job performance. It notes that the dictionary identifies technical competencies required for various IT jobs/roles. It describes how the competencies are structured with definitions, knowledge requirements, and 5-level proficiency scales describing behaviors for each level. The first competency described in detail is Application Development/Support and Maintenance.Process Safety Competency rev 5
Process Safety Competency rev 5Gerald Burch
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This document discusses building organizational competency for process safety. It defines competency as the state of being well-qualified to perform a task, which individuals and organizations gain through education, training, experience, and natural abilities. The document outlines key areas of competency for process safety, including understanding hazards and risk evaluation, and implementing strong management systems to control risk. It provides examples of career progressions in technical competencies like process hazard analysis. Finally, it emphasizes that human error is the root cause of most accidents, and that human factors and management systems play a key role in controlling human error.Behavior Based Intervewing Ihrd Workshop Chandramowly
Behavior Based Intervewing Ihrd Workshop Chandramowlygueste6e6f5f
油
The document discusses behavioral event interviewing (BEI) as an interview technique. BEI is based on the premise that past behavior is the best predictor of future behavior. It allows interviewers to gain detailed job-related examples from candidates, assess past performance, and assess competencies. BEI involves asking candidates to describe specific past experiences to demonstrate competencies required for the job. The document also notes some of the benefits of BEI, such as reducing costly hiring mistakes by better predicting future job performance.Competency mapping hrd power hr forum
Competency mapping hrd power hr forumDMR Panda
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This document outlines a competency mapping framework for human resource development executives. It details five levels of competencies from knowledge to proficiency across two domains: 1) Functional/technical competencies which include training/learning assessment, design, instructional design, and delivery and 2) Behavioral competencies including threshold and differentiating competencies. Each competency is defined at each level with increasing independence, analysis, and application of skills. The framework provides guidance on competencies required for HRD executives at different stages of their career.Competency-based Learning: A Practical Process and Living Case Study 
Competency-based Learning: A Practical Process and Living Case Study Tom Gram
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Presentation for Canadian Society for Training and Development CSTD 2014 Conference. Tom Gram (Global Knowledge) and Lawrence Stevenson (IT Source, Workforce Optimization, Ontario Public Service)Technical Compentency Document
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The document provides details about the core team members at Synergy Technology Services and their experience. It lists 5 team members, their primary and secondary skills, and total years of experience. It then provides descriptions of 5 projects the core team members have worked on, including the domains, size of the teams, technologies used, and brief descriptions of the projects. The projects are for clients in various domains like e-government, manufacturing, and securities/derivatives markets.Organizational Excellence Through an Effective Competency Framework
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The document discusses the design and implementation of an effective competency framework for an organization. It defines competency as the underlying characteristics of an individual that are related to superior job performance. It then outlines the key elements of designing a competency framework, including identifying job clusters, roles, competencies, and proficiency levels. It also discusses how a competency framework can be used in human resource functions like hiring, performance management, and training. Finally, it notes the framework needs to be regularly refined as competencies may change over time.The Savvy Interviewers Guide to Conducting Successful Interviews
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Want to know the secret to hiring fast and hiring right? It all comes down to knowing how to interview effectively. In this free guide youll get exclusive access to tips from industry experts and learn everything you need to know to start interviewing like a pro.
Download ful version here:
http://labs.openviewpartners.com/ebook/conducting-successful-interviews/ Assessment through observation and interview
Assessment through observation and interviewMarkquee Alceso
油
This document provides information about assessment, specifically observation and interviews as assessment methods. It discusses:
- Observation as a direct way for teachers to learn about students' abilities through watching them in contexts like P.E. class or working on a project.
- The steps teachers should take when observing students, including defining the behaviors to observe, developing an observation form, practicing observation, and recording notes immediately after.
- Interviews as another direct way to get to know students. It recommends planning questions, contexts, and a data collection tool in advance, as well as focusing during interviews and promptly reviewing notes afterward.
- Additional tips for both methods like avoiding biases and extremes when scoring or judging students.Best Practices for Behaviour-Based Interviewing
Best Practices for Behaviour-Based InterviewingMarina Dawson
油
This session will provide you with the knowledge and resources you need to confidently use behavioural interviewing to hire outstanding talent. Interviews are complex interactions that require the interviewer(s) to have both clarity and processes in order to confidently hire ideal candidates. This introductory webinar covers: the core principles of behavioural interviewing from start to finish; how to use behavioural interviewing in telephone screening, in-person interviews, and reference checks; and how to get a clearer picture of each candidate's suitability by using an ideal candidate profile in combination with various question types and interviewing techniques.
To replay the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/best-practices-for-behaviour-based-interviewing.aspx.
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Behavioural event interviewing science or religion
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This document summarizes a presentation on behavioral event interviewing. It discusses the science and structured nature of behavioral event interviews, providing examples of questions that can be asked in these types of interviews. It also addresses criticisms of behavioral event interviewing, noting challenges with determining what behaviors are actually being measured and whether described behaviors accurately predict future performance. The document emphasizes that the primary objective of any interview should be to obtain valid, unbiased behavioral data to accurately predict job performance.The Truth About Competency Assessments
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An effective competency assessment can provide valuable insight that helps an organization direct their learning & development activities, formulate individual coaching & learning plans, inform selection interviewing questions and refine job role descriptions- to name a few outcomes. Unfortunately most participants view assessments in the same light as they might a colonoscopy- necessary but incredibly invasive and uncomfortable. Not exactly something they circle on their calendar and anticipate with unbridled enthusiasm!ADDIE on a Shoestring
ADDIE on a ShoestringMichaels & Associates
油
How can you use the tried-and-true principles of ADDIE on a shoestring, without sacrificing the effectiveness of your training program? Here are a few ideas to help you make the most of your training time, reduce your costs, and still have a great result.How To Influence Hiring Managers Prior To The Interview.
How To Influence Hiring Managers Prior To The Interview.Dean Waye
油
The document provides a 5 slide presentation about the key strengths and qualifications of an individual. The presentation highlights their strengths as:
1) Their strong communication skills developed through regularly speaking with C-level executives and teaching other professional speakers.
2) Their experience successfully managing both waterfall and agile project methodologies.
3) Their career progression including a role they were transferred to after their department was laid off.
The presentation provides details about the individual's qualifications in an attempt to inform a potential hiring manager of their suitability for a role.Behavior Based Interviewing at Nestl辿 Purina
Behavior Based Interviewing at Nestl辿 Purina Nestl辿 Purina PetCare Company
油
The document discusses behavior-based interviewing, which focuses on real examples of candidates' past actions and experiences. It emphasizes that past behavior is indicative of future performance. The interview method evaluates candidates based on competencies and transferable skills. Employers using this technique aim to make hiring decisions more effective, objective, transparent and ensure a quality hire. The document provides advice on how candidates can prepare for behavior-based interviews, including thinking like an employer, practicing common question types, and structuring answers using models such as STAR.Technical Competency
Technical Competencymobiangle
油
This document discusses four key topics for project management: engagement model, communication management, risk management, and technology skills set. Effective project managers must develop proficiency in engaging stakeholders, communicating status and issues, anticipating and mitigating risks, and leveraging relevant technologies.Assessing functional competencies training module
Assessing functional competencies training moduleSwapnali Rajput
油
The document discusses functional competency assessment for career banding. It describes how functional competencies are tied to knowledge, skills and abilities and have distinct levels. Agencies and universities identify key competencies critical for jobs and determine expectations for competency demonstration. Employees are assessed and their competency levels determined based on demonstrated competencies. Their pay is then set within the salary ranges for their career band based on their competency levels and consideration of pay factors like market rates, internal alignment and required competencies.Improving Employee Competencies
Improving Employee CompetenciesMichaels & Associates
油
As businesses strive to increase competiveness in the new world economy, management cant afford to waste their budget on one-size-fits-all packages. Training thats poorly suited to learners needs falls flat. Competency-based training, in contrast, leverages existing skills, provides custom training for learners on the job and comes far closer to alignment with corporate goals. In this article, learn how you can renovate your workforce with training that zeros in on employee roles, areas of expertise and functional competencies. Technical competency dictionary for it
Technical competency dictionary for itConfidential
油
The document is a technical competency dictionary for the IT community that provides definitions, knowledge requirements, and proficiency scales for various IT competencies. The introduction explains that competencies are observable abilities, skills, knowledge, or traits defined in terms of behaviors needed for successful job performance. It notes that the dictionary identifies technical competencies required for various IT jobs/roles. It describes how the competencies are structured with definitions, knowledge requirements, and 5-level proficiency scales describing behaviors for each level. The first competency described in detail is Application Development/Support and Maintenance.Process Safety Competency rev 5
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油
This document discusses building organizational competency for process safety. It defines competency as the state of being well-qualified to perform a task, which individuals and organizations gain through education, training, experience, and natural abilities. The document outlines key areas of competency for process safety, including understanding hazards and risk evaluation, and implementing strong management systems to control risk. It provides examples of career progressions in technical competencies like process hazard analysis. Finally, it emphasizes that human error is the root cause of most accidents, and that human factors and management systems play a key role in controlling human error.Behavior Based Intervewing Ihrd Workshop Chandramowly
Behavior Based Intervewing Ihrd Workshop Chandramowlygueste6e6f5f
油
The document discusses behavioral event interviewing (BEI) as an interview technique. BEI is based on the premise that past behavior is the best predictor of future behavior. It allows interviewers to gain detailed job-related examples from candidates, assess past performance, and assess competencies. BEI involves asking candidates to describe specific past experiences to demonstrate competencies required for the job. The document also notes some of the benefits of BEI, such as reducing costly hiring mistakes by better predicting future job performance.Competency mapping hrd power hr forum
Competency mapping hrd power hr forumDMR Panda
油
This document outlines a competency mapping framework for human resource development executives. It details five levels of competencies from knowledge to proficiency across two domains: 1) Functional/technical competencies which include training/learning assessment, design, instructional design, and delivery and 2) Behavioral competencies including threshold and differentiating competencies. Each competency is defined at each level with increasing independence, analysis, and application of skills. The framework provides guidance on competencies required for HRD executives at different stages of their career.Competency-based Learning: A Practical Process and Living Case Study
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Presentation for Canadian Society for Training and Development CSTD 2014 Conference. Tom Gram (Global Knowledge) and Lawrence Stevenson (IT Source, Workforce Optimization, Ontario Public Service)Technical Compentency Document
Technical Compentency Documentamitdesai
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The document provides details about the core team members at Synergy Technology Services and their experience. It lists 5 team members, their primary and secondary skills, and total years of experience. It then provides descriptions of 5 projects the core team members have worked on, including the domains, size of the teams, technologies used, and brief descriptions of the projects. The projects are for clients in various domains like e-government, manufacturing, and securities/derivatives markets.Organizational Excellence Through an Effective Competency Framework
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油
The document discusses the design and implementation of an effective competency framework for an organization. It defines competency as the underlying characteristics of an individual that are related to superior job performance. It then outlines the key elements of designing a competency framework, including identifying job clusters, roles, competencies, and proficiency levels. It also discusses how a competency framework can be used in human resource functions like hiring, performance management, and training. Finally, it notes the framework needs to be regularly refined as competencies may change over time.The Savvy Interviewers Guide to Conducting Successful Interviews
The Savvy Interviewers Guide to Conducting Successful InterviewsOpenView
油
Want to know the secret to hiring fast and hiring right? It all comes down to knowing how to interview effectively. In this free guide youll get exclusive access to tips from industry experts and learn everything you need to know to start interviewing like a pro.
Download ful version here:
http://labs.openviewpartners.com/ebook/conducting-successful-interviews/ Assessment through observation and interview
Assessment through observation and interviewMarkquee Alceso
油
This document provides information about assessment, specifically observation and interviews as assessment methods. It discusses:
- Observation as a direct way for teachers to learn about students' abilities through watching them in contexts like P.E. class or working on a project.
- The steps teachers should take when observing students, including defining the behaviors to observe, developing an observation form, practicing observation, and recording notes immediately after.
- Interviews as another direct way to get to know students. It recommends planning questions, contexts, and a data collection tool in advance, as well as focusing during interviews and promptly reviewing notes afterward.
- Additional tips for both methods like avoiding biases and extremes when scoring or judging students.Best Practices for Behaviour-Based Interviewing
Best Practices for Behaviour-Based InterviewingMarina Dawson
油
This session will provide you with the knowledge and resources you need to confidently use behavioural interviewing to hire outstanding talent. Interviews are complex interactions that require the interviewer(s) to have both clarity and processes in order to confidently hire ideal candidates. This introductory webinar covers: the core principles of behavioural interviewing from start to finish; how to use behavioural interviewing in telephone screening, in-person interviews, and reference checks; and how to get a clearer picture of each candidate's suitability by using an ideal candidate profile in combination with various question types and interviewing techniques.
To replay the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/best-practices-for-behaviour-based-interviewing.aspx.More from Skillwise Consulting (19)
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Faculty Expertise - Technical provides summaries of various technical domains and the associated tools:
Mainframe and AS/400 computing focuses on large organizations and uses tools like COBOL, JCL, RPG, and I Series 400. Open source uses programming languages like C, C++, and Linux. Java technology is used everywhere and has tools for core Java, J2EE, and JQuery. Microsoft technology utilizes .NET and SQL Server. Middleware connects applications and uses IBM MQ and TIBCO. Data warehousing and business intelligence use tools for data mining, analytics, and DataStage. Testing employs manual and automated testing with Silk and security tools. Telecom and networking encompass computer, telephone, and internetAdvanced Soft skill_Skillwise Consulting
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The document discusses various skills needed for business management roles including client management, task management, sales, marketing, coaching, and grievance procedures. It provides tips for developing skills like business writing, presentations, interpersonal skills, employee management, delegation, stress management, confidence building, coaching employees, identifying sales opportunities, handling difficult customers, and effectively communicating grievances. Key responsibilities of client managers are developing relationships, account plans, proposals, creative solutions, and ensuring client satisfaction.Technical Skillwise
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The document discusses various technologies used in information technology. It describes mainframes, AS/400 systems, portal servers, content management systems, application servers, middleware, databases, data warehousing/business intelligence, data science, ERP systems, CRM tools, client/server architecture, .NET, Java, Oracle, SQL, telecommunications, embedded systems, and operating systems. It provides examples of tools used within each technology area.Softskill skillwise consulting ppt
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Soft skills are interpersonal skills that enable smooth interactions between individuals. Effective communication requires strong verbal and non-verbal skills as well as presentation abilities. Empathy, open-mindedness, motivation, emotional intelligence, critical thinking and decision making are important soft skills for professional success. Relationship building, trust and negotiation are also key interpersonal skills.Skillwise Consulting_Soft skills
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Soft skills are important interpersonal skills for communication and relationships. Effective communication requires strong verbal and non-verbal skills like making eye contact, tone of voice and body language. It also requires skills like active listening, empathy and being open-minded. Other important soft skills include emotional intelligence, critical thinking, problem solving, teamwork, leadership and negotiation. Developing soft skills helps people to motivate others, build trust and handle conflicts effectively.Skillwise consulting _Soft Skills
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This document discusses various communication, leadership, and behavioral skills. It covers topics such as communication skills, assertiveness, etiquette, listening skills, problem solving, decision making, management skills, stress management, body language, confidence building, positive thinking, and time management. The skills discussed are relevant for effectively interacting with others in personal and professional settings.Skillwise Consulting -Technical competency
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The document provides an overview of various technical competencies. It discusses mainframe systems and tools, AS/400, portal servers and content management systems, application servers, middleware and EAI, open source technologies, databases, data warehousing and business intelligence, data science, ERP systems, CRM tools, client-server architectures, .NET, Java, Oracle, SQL, telecommunications and networking, embedded systems, operating systems, design tools, and software management. It lists examples and tools for each competency area.Skillwise Profile
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Skillwise Consulting is one of the forward-thinking learning services providers, providing a full range of learning servicesfrom content development to learning managementeach solution is designed to meet specific client needs. Skillwise Consulting provides solutions from technical specialists to behavioral consultants and has a strong Training team which strategizes and implements customized learning programs that cater to specific organizational challenges. With a diverse portfolio of industrys best trainers .
Our deep industry knowledge and technologies and proven global delivery capabilities uniquely position Skillwise Consulting to help organizations convert their learning investments into business performance.
Skillwise Consulting has a keen focus on leveraging emerging technologies through ongoing research through Centers of Excellence and Strategic Alliances with best-of-breed technology experts on the following areas
Technical Training
SoftSkills Training
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Classroom Training
Onsite Training
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our Locations: India, Singapore, UAE, UKSkillwise Consulting
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Skillwise Consulting provides corporate training services, virtual classroom training, and technology consulting. They are committed to superior quality and customer service. Skillwise aims to deliver quality training at affordable costs to help clients increase returns on investment and to educate underprivileged children. They partner with clients to provide skills training and knowledge solutions to help clients focus on their core business. Skillwise delivers competitive services on time to maintain customer trust.Recently uploaded (20)
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How to Build a Great Product
Being a tech entrepreneur is about providing a remarkable product or service that serves the needs of its customers better, faster, and cheaper than anything else. The goal is to "make something people want" which we call, product market fit.
But how do we get there? We'll explore the process of taking an idea to product market fit (PMF), how you know you have true PMF, and how your product strategies differ pre-PMF from post-PMF.
Brandon is a 3x founder, 1x exit, ex-banker & corporate strategist, car dealership owner, and alumnus of Techstars & Y Combinator. He enjoys building products and services that impact people for the better.
Brandon has had 3 different careers (banking, corporate finance & strategy, technology) in 7 different industries; Investment Banking, CPG, Media & Entertainment, Telecommunications, Consumer application, Automotive, & Fintech/Insuretech.
He's an idea to revenue leader and entrepreneur that helps organizations build products and processes, hire talent, test & iterate quickly, collect feedback, and grow in unregulated and heavily regulated industries.Revolutionizing Field Service: How LLMs Are Powering Smarter Knowledge Access...
Revolutionizing Field Service: How LLMs Are Powering Smarter Knowledge Access...Earley Information Science
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Revolutionizing Field Service with LLM-Powered Knowledge Management
Field service technicians need instant access to accurate repair information, but outdated knowledge systems often create frustrating delays. Large Language Models (LLMs) are changing the gameenhancing knowledge retrieval, streamlining troubleshooting, and reducing technician dependency on senior staff.
In this webinar, Seth Earley and industry experts Sanjay Mehta, and Heather Eisenbraun explore how LLMs and Retrieval-Augmented Generation (RAG) are transforming field service operations. Discover how AI-powered knowledge management is improving efficiency, reducing downtime, and elevating service quality.
LLMs for Instant Knowledge Retrieval How AI-driven search dramatically cuts troubleshooting time.
Structured Data & AI Why high-quality, organized knowledge is essential for LLM success.
Real-World Implementation Lessons from deploying LLM-powered knowledge tools in field service.
Business Impact How AI reduces service delays, optimizes workflows, and enhances technician productivity.
Empower your field service teams with AI-driven knowledge access. Watch the webinar to see how LLMs are revolutionizing service efficiency.Mastering ChatGPT & LLMs for Practical Applications: Tips, Tricks, and Use Cases
Mastering ChatGPT & LLMs for Practical Applications: Tips, Tricks, and Use CasesSanjay Willie
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Our latest session with Astiostech covered how to unlock the full potential of ChatGPT and LLMs for real-world use!
Key Takeaways:
Effective Prompting: Crafting context-specific, high-quality prompts for optimal AI responses.
Advanced ChatGPT Features: Managing system prompts, conversation memory, and file uploads.
Optimizing AI Outputs: Refining responses, handling large texts, and knowing when fine-tuning is needed.
Competitive Insights: Exploring how ChatGPT compares with other AI tools.
Business & Content Use Cases: From summarization to SEO, sales, and audience targeting.
The session provided hands-on strategies to make AI a powerful tool for content creation, decision-making, and business growth.
Are you using AI effectively in your workflow? Lets discuss how it can improve efficiency and creativity!
#AI #ChatGPT #PromptEngineering #ArtificialIntelligence #LLM #Productivity #AstiostechTHE BIG TEN BIOPHARMACEUTICAL MNCs: GLOBAL CAPABILITY CENTERS IN INDIA
THE BIG TEN BIOPHARMACEUTICAL MNCs: GLOBAL CAPABILITY CENTERS IN INDIASrivaanchi Nathan
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This business intelligence report, "The Big Ten Biopharmaceutical MNCs: Global Capability Centers in India", provides an in-depth analysis of the operations and contributions of the Global Capability Centers (GCCs) of ten leading biopharmaceutical multinational corporations in India. The report covers AstraZeneca, Bayer, Bristol Myers Squibb, GlaxoSmithKline (GSK), Novartis, Sanofi, Roche, Pfizer, Novo Nordisk, and Eli Lilly. In this report each company's GCC is profiled with details on location, workforce size, investment, and the strategic roles these centers play in global business operations, research and development, and information technology and digital innovation.Build with AI on Google Cloud Session #3
Build with AI on Google Cloud Session #3Margaret Maynard-Reid
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This is session #3 of the 5-session online study series with Google Cloud, where we take you onto the journey learning generative AI. Youll explore the dynamic landscape of Generative AI, gaining both theoretical insights and practical know-how of Google Cloud GenAI tools such as Gemini, Vertex AI, AI agents and Imagen 3. 
Not a Kubernetes fan? The state of PaaS in 2025
Not a Kubernetes fan? The state of PaaS in 2025Anthony Dahanne
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Kubernetes won the containers orchestration war. But has it made deploying your apps easier?
Let's explore some of Kubernetes extensive app developer tooling, but mainly what the PaaS space looks like in 2025; 18 years after Heroku made it popular.
Is Heroku still around? What about Cloud Foundry?
And what are those new comers (fly.io, railway, porter.sh, etc.) worth?
Did the Cloud giants replace them all?Cloud of everything Tech of the 21 century in Aviation
Cloud of everything Tech of the 21 century in AviationAssem mousa
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AI, Block chain, Digital Currency, Cloud, Cloud of Things, Tactile Internet, Digital Twins, IOT, AR, VR, MR, U commerce, data and robotics."
AI Trends and Fun Demos Sothebys Rehoboth Presentation
AI Trends and Fun Demos Sothebys Rehoboth PresentationEthan Holland
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Ethan B. Holland explores the impact of artificial intelligence on real estate and digital transformation. Covering key AI trends such as multimodal AI, agency, co-pilots, and AI-powered computer usage, the document highlights how emerging technologies are reshaping industries. It includes real-world demonstrations of AI in action, from automated real estate insights to AI-generated voice and video applications. With expertise in digital transformation, Ethan shares insights from his work optimizing workflows with AI tools, automation, and large language models. This presentation is essential for professionals seeking to understand AIs role in business, automation, and real estate.
UiPath Automation Developer Associate Training Series 2025 - Session 1
UiPath Automation Developer Associate Training Series 2025 - Session 1DianaGray10
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Welcome to UiPath Automation Developer Associate Training Series 2025 - Session 1.
In this session, we will cover the following topics:
Introduction to RPA & UiPath Studio
Overview of RPA and its applications
Introduction to UiPath Studio
Variables & Data Types
Control Flows
You are requested to finish the following self-paced training for this session:
Variables, Constants and Arguments in Studio 2 modules - 1h 30m - https://academy.uipath.com/courses/variables-constants-and-arguments-in-studio
Control Flow in Studio 2 modules - 2h 15m - https:/academy.uipath.com/courses/control-flow-in-studio
鏝 For any questions you may have, please use the dedicated Forum thread. You can tag the hosts and mentors directly and they will reply as soon as possible. Bedrock Data Automation (Preview): Simplifying Unstructured Data Processing
Bedrock Data Automation (Preview): Simplifying Unstructured Data ProcessingZilliz
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Bedrock Data Automation (BDA) is a cloud-based service that simplifies the process of extracting valuable insights from unstructured contentsuch as documents, images, video, and audio. Come learn how BDA leverages generative AI to automate the transformation of multi-modal data into structured formats, enabling developers to build applications and automate complex workflows with greater speed and accuracy.Computational Photography: How Technology is Changing Way We Capture the World
Computational Photography: How Technology is Changing Way We Capture the WorldHusseinMalikMammadli
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Computational Photography (Computer Vision/Image): How Technology is Changing the Way We Capture the World
He巽 d端端nm端s端n端zm端, m端asir smartfonlar v kameralar nec bu qdr g旦zl g旦r端nt端lr yarad脹r? Bunun sirri Computational Fotoqrafiyas脹nda(Computer Vision/Imaging) gizlidirkillri 巽km v emal etm 端sulumuzu tkmilldirn, komp端ter elmi il fotoqrafiyan脹n inqilabi birlmsi.Understanding Traditional AI with Custom Vision & MuleSoft.pptx
Understanding Traditional AI with Custom Vision & MuleSoft.pptxshyamraj55
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Understanding Traditional AI with Custom Vision & MuleSoft.pptx | ### 際際滷 Deck Description:
This presentation features Atul, a Senior Solution Architect at NTT DATA, sharing his journey into traditional AI using Azure's Custom Vision tool. He discusses how AI mimics human thinking and reasoning, differentiates between predictive and generative AI, and demonstrates a real-world use case. The session covers the step-by-step process of creating and training an AI model for image classification and object detectionspecifically, an ad display that adapts based on the viewer's gender. Atulavan highlights the ease of implementation without deep software or programming expertise. The presentation concludes with a Q&A session addressing technical and privacy concerns.Revolutionizing Field Service: How LLMs Are Powering Smarter Knowledge Access...
Revolutionizing Field Service: How LLMs Are Powering Smarter Knowledge Access...Earley Information Science
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