Corporate Learning and Organization Development 人力资源培训与组织发展

2012-01-24T23:55:00.001+08:00

TED is a great way to expand your mind horizon. Diverse topics from different speakers from all ver the world

http://www.youtube.com/user/TEDtalksDirector/videos

Training Department : Facilitation of Corporate Strategies6

2011-06-12T23:01:00.002+08:00

Training Department : Facilitation of Corporate Strategies

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AMA Leaderaship Program

2011-05-29T14:46:00.000+08:00

Training Manager - Leadership Development

I found AMA Management and Leadership Development Competency Model is a practical and useful model. It divides into three categories - managing business, people and yourselve.

Training Department - Leadership and Management competency

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Training Manager is a Business Manager

2011-03-26T15:07:00.000+08:00

Hi Training Manager,

If you want to make yourself relevant. Please act as business manager today! Do not act like a school admnistrator.

How?

a. know the core business process of your organization
Why?
Know their pains and business improvement opportunities
Lunch conversation topics with senior managers

b. Understand the strategies of your organization
Why?
Link your training to current corporate strategies via training, conference, mentoring
Able to dialog in CEO meetings

c. Learn about business issues
Why?
Be present in important meetings
Make meaningful dialogues with managers in lobby or lunch break

Successful Minded Video

2011-03-26T14:13:00.000+08:00

Inspirational video You can do this

2011-03-26T14:01:00.002+08:00

Personal branding through conversations

2011-03-26T13:57:00.000+08:00

Personal branding through conversations

View more presentations from steven van belleghem

Empowering Inspiring video message

2011-03-26T13:50:00.000+08:00

10 Great Motivational Quotes

2011-03-26T13:44:00.000+08:00

10 Great Motivational Quotes

If you never fail, you never live

2011-03-26T13:42:00.000+08:00

Best Video for Coaching, Lead by Examples and Determination

2011-03-26T13:38:00.000+08:00

Best Video for Coaching. leadership and Determination

Why must you must the same with others?

Tony Robbins: Why we do what we do, and how we can do it better

2010-11-17T15:38:00.000+08:00

Malaysia National Economic Model: Task Force of Malaysia Competencies and Competativeness

2010-11-17T15:33:00.000+08:00

Suhaimi Sulong as the Chairman

MPC is the secretariat for this Task Force for two years

Suhaimi is a good facilitator

KC Lin, a General Manager from PSMB, jolly good chap!

Next to me is Cornelius. His hand.

Netwoeking: Ex GE CEO of Malaysia, GM od HR Tan Chong Motor at Starbucks and a Jap Restaurant

2010-11-10T14:50:00.000+08:00

The food and coffee was superb. Most satisfying is the sharing of organization development and business issues in Malaysia.

Yogurt + Meetings - 8th July 2010

2010-11-10T14:26:00.000+08:00

Yogurt party- Yougurt Drink and Cream. Sometimes, bringing food, drink or cakes can spice up your meetings. Occasionally, I bring some of them to Starbucks or Coffee Beans.

HR Summit Singapore 2011

2010-11-08T12:11:00.000+08:00

HR Summit Singapore is the biggest and most popular HR event in Asia. It offers you the widest choice and
best possible value with over 100 speakers and panelists across five conference streams:

Strategy Forum
Packed with invaluable: take home strategies, global trends, best practice case studies and international management initiatives. For C- level executives along with senior HR and business leaders

Talent Management & Engagement
Presentations tailored to help conquer the most urgent talent management and engagement challenges being faced today.

Productivity & Workplace ROI
Designed to assist all in HR and business with initiatives that will increase productivity, performance and enhance the bottom line.

Employee Learning & Development
Plans and best practices for enhancing both the ROI and effectiveness of employee training & development.

HR Challenges & Solutions**
Solutions and strategies to assist organisations to meet the plethora of HR challenges being faced both today and in the near future.

Training Strategie Action Learning

2010-11-08T00:23:00.000+08:00

Training Strategie Action Learning

View more presentations from Laurence Yap.

Training and Organization Developlemt Division 2011

2010-11-08T00:12:00.000+08:00

Training and Organization Developlemt Division

View more presentations from Laurence Yap.

Talen management buy off 29th_sept2010_iqpc_novotel hotel

2010-09-29T09:38:00.000+08:00

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Learning and Leadership Development - Phptos

2010-09-27T12:39:00.000+08:00

Learnin and Leadership Development Conferece 22-23 September KL

2010-09-27T00:29:00.001+08:00

Remove this ad Learning and employee retention JFPS 23rd spet 2010_ver 1

2010-09-26T03:37:00.000+08:00

Learning and employee retention JFPS 23rd spet 2010_ver 1

View more presentations from Laurence Yap.

2010-08-19T16:20:00.000+08:00

Source: Harvard Busines School via Youtube

Social Media Conference Malaysia

2010-08-16T00:33:00.000+08:00

Laurence yap's Netlink

2010-08-03T12:28:00.001+08:00

Training

 Identifying training and development needs

Identified department needs of Carsem, Mydin and Pfizer – customer services, engineering (six sigma), work planning, presentation skills and etc

Conducted TNA fro Pfizer Malaysia and Singapore

 . Coaching colleagues to raise the overall capability of the T&D HR function.

Coaching T&D staff on internet research, facilitation, training skills

Assess skills level of T&D Staff – Jean Barbazette

http://www.slideshare.net/eastleaf/hrd-competencies-a-hrd-best-practice-semina-07-nov2009

http://www.slideshare.net/eastleaf/hrd-competency-mode-ver2-05sept09l-1959525

http://www.slideshare.net/eastleaf/brochure2-2387760

 Design and delivery of training programs

Leadership Program – 5 modules

http://www.slideshare.net/eastleaf/module-2-best-leadership-practices-2-ver5-14th0809

Communication Skills

http://www.slideshare.net/eastleaf/performance-communication-ipoh-ver-1

Facilitation Skills

http://www.slideshare.net/eastleaf/basic-facilitation-skills

Internet Research

http://www.slideshare.net/eastleaf/internet-research-233414

Supervisory Skills

http://www.slideshare.net/eastleaf/supervisory-skills-presentation

Training Skills

http://www.slideshare.net/eastleaf/train-the-trainer-training

Customer Service Training

http://www.slideshare.net/eastleaf/customer-service-2-training

 Vendor engagement and management

Lean Manufacturing, Carsem – Ramesh Victor, AMC

Supply Chain, Carsem - Victor Lai

Customer Service Development, Carsem – Anna Yap, KL Strategic

Supervisory Development , Carsem– Focus Learniong

Zenger Miller Leadership Development, Komag – Zenger Miller

Soft Skills and 5S, Carsem – Abdul Karim, Nextrain

Work Planning, Pfizer – Bahari Aluan

Experienced in design and development of Learning & Development initiatives

Interpersonal Skills, Facilitation Skills and Leadership Skills

Learning Management System – Inoch for Operation Training

Book sharing – Toyota Way, Toyota Talent, Training & Development, Lean

Culture

Lean Culture Video

http://www.youtube.com/watch?v=_5fA0I--6AI

Toyota Talent

http://www.slideshare.net/eastleaf/toyota-talent-book-review-by-malar-shida-2008-feb

Benchmarking – Pfizer, Maxis, Digi, Komag and Motorola

Shared Learning Forum – FMEA, Engineering, Poka Yoke, Lean Manufacturing

Informal Learning - Wikipedia, Facebook, Linkedin, Blog, Google Reader and

Twitter

http://www.journeyofhrd.blogspot.com
http://www.slideshare.net/eastleaf
http://www.linkedin.com/in/laurenceyap

Action Learning
http://www.slideshare.net/eastleaf/action-learning-ver20-presentation

Organization Development

 Talent Management - managing talent management activity including assessment, development and, succession planning for individuals at Manager and Staff level. Enhance and build on existing regional talent management programs.

Managing Young Manager Acceleration program – Selection of Talent at Carsem

Implementing Pfizer Competency Model for talent development

 Facilitating and delivering innovative interventions

Team bonding after VSS at Carsem
http://www.slideshare.net/eastleaf/generic-team-bonding

Solving Department Conflict by using appreciative inquiry at Pfizer Sales Team and Sales training Team

Facilitated Post Mortem of a new branch openings at Mydin, Malacca

Reducing project errors such as branch opening, Quality Award and shop floor renovation by using Mental Rehearsal

http://www.slideshare.net/eastleaf/mental-rehearsal

http://www.slideshare.net/eastleaf/mm-malacca

 Change Management - understanding the practical application of change theory

Action Learning, McKinsey 7S, Formula 4 + 2, Appreciative Inquiry, Strength based Management, Moslow Hierarchy, Performance Consulting and etc

 Experienced in Facilitation and Coaching and Project Management

Solving Department Conflict by using appreciative inquiry at Pfizer Sales Team and Sales training Team

Facilitated Post Mortem of a new branch openings at Mydin, Malacca

Reducing project errors such as branch opening, Quality Award and shop floor renovation by using Mental Rehearsal

 Tailor as required and implement company initiatives across businesses, countries and/or region

Lean Manufacturing of Carsem

http://www.slideshare.net/eastleaf/lean-and-odhrdc-jb-ver-3-0-25-july08

 Change Management

Analyzed Organization and Department structure of Carsem

http://www.slideshare.net/secret/gXBxCa18EcYTro

Team bonding to restore morale after VSS, Carsem

http://www.slideshare.net/eastleaf/generic-team-bonding

Background

7 Years in Hard Disk Meida Industry, Penang

Less than 1 year in US based Pharmaceutical Company – Pfizer at Kuala Lumpur and Singapore

3 years in Malaysia based semiconductor =- Carsem at Ipoh and China

 Have experience from a well-renowned company with strong talent management practice

Komag – Hewitt’s Asia’s Employee of choice (2003 & 2005)

Pfizer – Best Company to work for (2005), Best Employee of Healthy Lifestyle (2007), Gloibal Most Admired Company (2005)

Carsem – Human Resource Award (2000)

Proposing Management Competency Model adopted from AMA Management Model

http://www.slideshare.net/eastleaf/competency-model-ver-2-msc-2010a

 Strong ability of leadership Influencing

Linkedin’s recommendations of 14 colleagues from Motorola, Agilent, Komag, Dell, Carsem, Pfizer and etc

 Confident and credible with the ability to operate comfortably with demanding senior management and experienced in stakeholder identification, engagement and management

My current job requires me to deal with Group Managing Director, Vice President of Manufacturing, General Managers of two plants, Groups Managers of various Departments – strategy planning, leadership development, team bonding and organization analysis

 Demonstrates strong commercial approach and understanding of business needs

Formula 4 + 2 by David Ulrich

http://www.slideshare.net/eastleaf/fornula-42

Profitable Growth by Ram Charan

Employee Engagement

http://www.slideshare.net/eastleaf/w-i-f-i-model

 fluent in English and IT software

Microsoft Office – Powerpoint , Excel and Word, Internet Browsers

M.A Thesis is written in English.

Title: Social Mobility and Education of Chinese in Malaysia

http://www.pendeta.um.edu.my/uhtbin/cgisirsi/x/P01UTAMA/0/5?searchdata1=Education%20and%20social%20mobility%20among%20the%20Chinese%20in%20Sabah%20:%20a%20case%20study%20in%20Tawau%20{245}

 Strategic mindset

http://www.slideshare.net/eastleaf/hrd-vision-mission-ver10-080317-1958488

(HRD Plan and Direction)

http://www.slideshare.net/eastleaf/dept-dev-presentation2

Training Strategies for Mydin Organization - Retail

http://www.slideshare.net/eastleaf/training-strategy-ppt

Mydin;s Customer Service Improvement

http://www.slideshare.net/eastleaf/customer-service-improve-via-training-dept

 Goal Focused

Aligned to business strategies – leadership training, supervisory training, team bonding, graduate engineering trainees, small team activities through QPP and etc

 High level of self motivation

http://www.slideshare.net/eastleaf/hrd-dept

Managing 80-90 staff with five divisions

Presenter of MBA Conference

http://www.slideshare.net/eastleaf/future-of-hrd-in-manufacturing-sector-of-malaysia

HRD Community – HR Internet Research Skills
Taught Internet Research for HRD profession at Maxis Academy to HRD Community, 2008

 Thinking outside of box

Mental Rehearsal – Projects
http://www.slideshare.net/eastleaf/mmm-1510451

Appreciative Inquiry – Team Conflict and Post Mortem

Asset Based Thinking

http://www.slideshare.net/eastleaf/asset-based-thinking

Acknowledgement Skills

http://www.slideshare.net/eastleaf/acknowledgement-habits-a-month-to-make-your-employees-happy

 Strong communication skills

English, Mandarin, Cantonese and Malay

 Personal Background

Visual Profile

http://www.slideshare.net/eastleaf/personal-portfolio-2009-1831256

http://my.linkedin.com/in/laurenceyap

Strenght based leadership

http://www.slideshare.net/eastleaf/leadership-style-strengths-based-leadership

Organized Malaysia HRD Best Practices Seminars 2008-2009

http://www.slideshare.net/eastleaf/knowledge-network-3rd-nov09-2132052

http://www.slideshare.net/eastleaf/knowledge-network-of-psmb

Judge of 2008 Brandon Hall Excellence in Learning Awards, US

http://www.brandon-hall.com/awards/judges/judges2008.shtml

Training

 Identifying training and development needs

Identified department needs of Carsem, Mydin and Pfizer – customer services, engineering (six sigma), work planning, presentation skills and etc

Conducted TNA fro Pfizer Malaysia and Singapore

 . Coaching colleagues to raise the overall capability of the T&D HR function.

Coaching T&D staff on internet research, facilitation, training skills

Assess skills level of T&D Staff – Jean Barbazette

http://www.slideshare.net/eastleaf/hrd-competencies-a-hrd-best-practice-semina-07-nov2009

http://www.slideshare.net/eastleaf/hrd-competency-mode-ver2-05sept09l-1959525

http://www.slideshare.net/eastleaf/brochure2-2387760

 Design and delivery of training programs

Leadership Program – 5 modules

http://www.slideshare.net/eastleaf/module-2-best-leadership-practices-2-ver5-14th0809

Communication Skills

http://www.slideshare.net/eastleaf/performance-communication-ipoh-ver-1

Facilitation Skills

http://www.slideshare.net/eastleaf/basic-facilitation-skills

Internet Research

http://www.slideshare.net/eastleaf/internet-research-233414

Supervisory Skills

http://www.slideshare.net/eastleaf/supervisory-skills-presentation

Training Skills

http://www.slideshare.net/eastleaf/train-the-trainer-training

Customer Service Training

http://www.slideshare.net/eastleaf/customer-service-2-training

 Vendor engagement and management

Lean Manufacturing, Carsem – Ramesh Victor, AMC

Supply Chain, Carsem - Victor Lai

Customer Service Development, Carsem – Anna Yap, KL Strategic

Supervisory Development , Carsem– Focus Learniong

Zenger Miller Leadership Development, Komag – Zenger Miller

Soft Skills and 5S, Carsem – Abdul Karim, Nextrain

Work Planning, Pfizer – Bahari Aluan

Experienced in design and development of Learning & Development initiatives

Interpersonal Skills, Facilitation Skills and Leadership Skills

Learning Management System – Inoch for Operation Training

Book sharing – Toyota Way, Toyota Talent, Training & Development, Lean

Culture

Lean Culture Video

http://www.youtube.com/watch?v=_5fA0I--6AI

Toyota Talent

http://www.slideshare.net/eastleaf/toyota-talent-book-review-by-malar-shida-2008-feb

Benchmarking – Pfizer, Maxis, Digi, Komag and Motorola

Shared Learning Forum – FMEA, Engineering, Poka Yoke, Lean Manufacturing

Informal Learning - Wikipedia, Facebook, Linkedin, Blog, Google Reader and

Twitter

http://www.journeyofhrd.blogspot.com
http://www.slideshare.net/eastleaf
http://www.linkedin.com/in/laurenceyap

Action Learning
http://www.slideshare.net/eastleaf/action-learning-ver20-presentation

Organization Development

Managing Young Manager Acceleration program – Selection of Talent at Carsem

Implementing Pfizer Competency Model for talent development

 Facilitating and delivering innovative interventions

Team bonding after VSS at Carsem
http://www.slideshare.net/eastleaf/generic-team-bonding

Solving Department Conflict by using appreciative inquiry at Pfizer Sales Team and Sales training Team

Facilitated Post Mortem of a new branch openings at Mydin, Malacca

Reducing project errors such as branch opening, Quality Award and shop floor renovation by using Mental Rehearsal

http://www.slideshare.net/eastleaf/mental-rehearsal

http://www.slideshare.net/eastleaf/mm-malacca

 Change Management - understanding the practical application of change theory

Action Learning, McKinsey 7S, Formula 4 + 2, Appreciative Inquiry, Strength based Management, Moslow Hierarchy, Performance Consulting and etc

 Experienced in Facilitation and Coaching and Project Management

Solving Department Conflict by using appreciative inquiry at Pfizer Sales Team and Sales training Team

Facilitated Post Mortem of a new branch openings at Mydin, Malacca

Reducing project errors such as branch opening, Quality Award and shop floor renovation by using Mental Rehearsal

 Tailor as required and implement company initiatives across businesses, countries and/or region

Lean Manufacturing of Carsem

http://www.slideshare.net/eastleaf/lean-and-odhrdc-jb-ver-3-0-25-july08

 Change Management

Analyzed Organization and Department structure of Carsem

http://www.slideshare.net/secret/gXBxCa18EcYTro

Team bonding to restore morale after VSS, Carsem

http://www.slideshare.net/eastleaf/generic-team-bonding

Background

7 Years in Hard Disk Meida Industry, Penang

Less than 1 year in US based Pharmaceutical Company – Pfizer at Kuala Lumpur and Singapore

3 years in Malaysia based semiconductor =- Carsem at Ipoh and China

 Have experience from a well-renowned company with strong talent management practice

Komag – Hewitt’s Asia’s Employee of choice (2003 & 2005)

Pfizer – Best Company to work for (2005), Best Employee of Healthy Lifestyle (2007), Gloibal Most Admired Company (2005)

Carsem – Human Resource Award (2000)

Proposing Management Competency Model adopted from AMA Management Model

http://www.slideshare.net/eastleaf/competency-model-ver-2-msc-2010a

 Strong ability of leadership Influencing

Linkedin’s recommendations of 14 colleagues from Motorola, Agilent, Komag, Dell, Carsem, Pfizer and etc

 Confident and credible with the ability to operate comfortably with demanding senior management and experienced in stakeholder identification, engagement and management

 Demonstrates strong commercial approach and understanding of business needs

Formula 4 + 2 by David Ulrich

http://www.slideshare.net/eastleaf/fornula-42

Profitable Growth by Ram Charan

Employee Engagement

http://www.slideshare.net/eastleaf/w-i-f-i-model

 fluent in English and IT software

Microsoft Office – Powerpoint , Excel and Word, Internet Browsers

M.A Thesis is written in English.

Title: Social Mobility and Education of Chinese in Malaysia

http://www.pendeta.um.edu.my/uhtbin/cgisirsi/x/P01UTAMA/0/5?searchdata1=Education%20and%20social%20mobility%20among%20the%20Chinese%20in%20Sabah%20:%20a%20case%20study%20in%20Tawau%20{245}

 Strategic mindset

http://www.slideshare.net/eastleaf/hrd-vision-mission-ver10-080317-1958488

(HRD Plan and Direction)

http://www.slideshare.net/eastleaf/dept-dev-presentation2

Training Strategies for Mydin Organization - Retail

http://www.slideshare.net/eastleaf/training-strategy-ppt

Mydin;s Customer Service Improvement

http://www.slideshare.net/eastleaf/customer-service-improve-via-training-dept

 Goal Focused

Aligned to business strategies – leadership training, supervisory training, team bonding, graduate engineering trainees, small team activities through QPP and etc

 High level of self motivation

http://www.slideshare.net/eastleaf/hrd-dept

Managing 80-90 staff with five divisions

Presenter of MBA Conference

http://www.slideshare.net/eastleaf/future-of-hrd-in-manufacturing-sector-of-malaysia

HRD Community – HR Internet Research Skills
Taught Internet Research for HRD profession at Maxis Academy to HRD Community, 2008

 Thinking outside of box

Mental Rehearsal – Projects
http://www.slideshare.net/eastleaf/mmm-1510451

Appreciative Inquiry – Team Conflict and Post Mortem

Asset Based Thinking

http://www.slideshare.net/eastleaf/asset-based-thinking

Acknowledgement Skills

http://www.slideshare.net/eastleaf/acknowledgement-habits-a-month-to-make-your-employees-happy

 Strong communication skills

English, Mandarin, Cantonese and Malay

 Personal Background

Visual Profile

http://www.slideshare.net/eastleaf/personal-portfolio-2009-1831256

http://my.linkedin.com/in/laurenceyap

Strenght based leadership

http://www.slideshare.net/eastleaf/leadership-style-strengths-based-leadership

Organized Malaysia HRD Best Practices Seminars 2008-2009

http://www.slideshare.net/eastleaf/knowledge-network-3rd-nov09-2132052

http://www.slideshare.net/eastleaf/knowledge-network-of-psmb

Judge of 2008 Brandon Hall Excellence in Learning Awards, US

http://www.brandon-hall.com/awards/judges/judges2008.shtml

Comments on Social Media Conference Malaysia 28th & 29th July Berjaya Hotel

2010-07-30T09:10:00.000+08:00

I have picked up many things here. Most important, I can see the internet diverge to business, design and connectivity.

Mahathir and Tony Fenades's sharing were interesting and wow the audience.

Here are those things I learned:

a. 17 millions internet users, 45% is in the category of 15-45%

b. The youth is using social media to gather and voice out in one accord to act and influence the community

c. Companies are using social media to do product launching and employing famous blogger to write about their products (Kenny Sia and Jeff Ooi are two good examples)

d. To blog, you need to define your areas to define target audience. It got me thinking to started to blog to the training program I would like to specialized into

e. There are laws that protect the bloggers and government

f. Using social media to brand a community like Mindanao in Philippine

I give an A+ for the organizer, My Events International. The staff demonstrated high level of planning and organizing competencies. When I registered my name, they followed with me diligently. The events went smoothly. On top of that, the staff is extremely helpful, friendly and caring. These are the big plus points. I enjoyed the conference and found it useful to my journey of social media.

Laurence Yap
Mobile: +6016 2080096
Email:laurence.yap@gmail.com
Linkedin: http://my.linkedin.com/in/laurenceyap
Blog: www.journeyofhrd.blogspot.com

Design thinking for geeks

2010-07-24T23:49:00.000+08:00

Design thinking for geeks

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Hrd business partner

2010-07-24T23:42:00.000+08:00

Hrd business partner

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Remove this ad Leadership and management competency

2010-07-21T11:21:00.000+08:00

Leadership and management competency

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Change Management In Organisations

2010-07-04T04:50:00.001+08:00

Check out this SlideShare Presentation:

Change Management In Organisations

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Change Management: Strategy Execution & Sustainable Results

2010-07-04T04:49:00.001+08:00

Check out this SlideShare Presentation:

Change Management: Strategy Execution & Sustainable Results

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Six forces of change shaping our future

2010-06-06T17:41:00.001+08:00

Six forces of change shaping our future

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Guy Kawasaki 10 Ways To Use Linked In

2010-06-06T17:29:00.000+08:00

Guy Kawasaki 10 Ways To Use Linked In

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The Art of The Start

2010-06-06T17:26:00.001+08:00

The Art of The Start

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Communicating in high stress situations

2010-06-06T17:20:00.000+08:00

Communicating in high stress situations

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++Strategy Meeting - 24th May 2010

2010-06-06T17:14:00.002+08:00

How to get started with Facebook

2010-06-06T17:12:00.002+08:00

How to get started with Facebook

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Did you know ? Human Capital Edition - 2009

2010-06-06T09:47:00.000+08:00

Startegy Planning Meeting

2010-06-06T08:54:00.001+08:00

Did you know ? Human Capital Edition - 2009

2010-06-06T07:50:00.004+08:00

Developing Global Leaders

2010-06-06T02:17:00.000+08:00

Developing Global Leaders

Learning professionals must equip leaders at all levels of the organization to:

a) Manage dynamic complexity.
b) Respond with agility to crisis and opportunity.
c) Embrace the democratization of knowledge.
d) Engage the wisdom of crowds and social networks to innovate and grow the business in new markets.
e) Build global cross-cultural competence as a critical business skill.

First, CLOs must craft a competency model that authentically describes these skills, behaviors and knowledge through the global mindset lens. Then, they must create a progressive curriculum that develops individuals to become global leaders.

Each employee then can enter the curriculum at the appropriate level, based on what he or she already has learned and mastered, not by level or position.

One of the best paths to build needed global skills is an immersion into the international context. As Oliver Wendell Holmes has stated: "A mind, once stretched by a new idea, never regains its original dimensions." Initiatives to develop global leadership competencies currently focus on engaging individuals and teams in global, mini-expatriate assignments in several countries, functions and roles. The next innovation would be to replicate the expat experience in a virtual world and make it available to all.

Two examples of mini-expat initiatives are:

1. VF Corp
Ron Lawrence, vice president of organization development for the global apparel company, helped launch an innovative short-term assignment program called Ex-Pat Lite. Like other large companies, VF has a growing need for global leaders but is challenged by the extremely high costs of full expat relocations as well as finding talented executives who are willing to move. The Ex-Pat Lite program allows VF to provide meaningful global learning and growth experiences to rising leaders at a fraction of the cost of a full relocation and with less disruption to the individual and his or her family. The usual duration is three to six months with a solid re-entry process back into the home country.

2. Berlitz International and the Georgetown McDonough School of Business
Language and cross-cultural training company Berlitz International joined forces with the Georgetown McDonough School of Business to launch a global leadership development program that provides a rich combination of language training, communication skills, cross-cultural competence, global strategic business acumen and global leadership development. It is delivered over six months in four one-week sessions held in four hubs. Each of these locations was chosen for the role it plays in global business: London (global finance); Shanghai (supply chain and manufacturing); Bangalore (outsourcing and IT); and Washington (global business and industry policy). Each week leverages on-the-ground experiences and the development of business networks and insights while building intercultural leadership capabilities.

There are many examples of companies that entered global markets without understanding local consumer behavior, regulatory constraints, and even the implications of brand names that have a completely different meaning in another language. Consider the revelation that resulted from introducing the Chevy Nova in Mexico, where "no va" means "no go."

Preparing leaders to acquire, master and maintain global leadership capability is key to every organization's survival.

[About the Authors: Eileen M. Rogers is vice president of global talent solutions for TMC. Daren Blonski is managing director of LeadershipSigma

thousands of video lectures from the world's top scholars

2010-06-06T02:13:00.001+08:00

These website have thousands of video lectures from the world's top scholars. Excellent resource for all mayors and much more.

http://Academicearth.org

http://ocw.mit.edu/OcwWeb/web/courses/av/index.htm

http://worldlibrary.net/Collections.htm

http://freevideolectures.com/

http://videolectures.net/

http://lecturefox.com

http://www.ted.com/

University Channels

http://www.youtube.com/user/Harvard

http://www.youtube.com/user/stanforduniversity

http://www.youtube.com/user/uctelevision

http://www.youtube.com/user/ncstate

http://www.youtube.com/user/carnegiemellonu

http://www.youtube.com/user/georgiatech

http://www.youtube.com/user/UniversityofMinn

http://www.youtube.com/user/pennstate

http://www.youtube.com/user/wesleyan

http://OCW.ND.edu
Courses include detailed lecture notes, a calendar of teading assigned for each class and a description of major assignments.

http://OCW.Tufts.edu
Offers student-made documentaries about social issues as well as a list of weekly readings.

http://iTunes.Stanford.edu
Professors Martin Evans and Marsh McCall lecture on great works by Virgil to Voltaire.

http://iTunes.Berkeley.edu
Berkeley's lectures online

http://WebCast.Berkeley.edu
alternate site of Berkeley's lectures.

http://scholarspot.com/

http://www.varsitynotes.com/

http://www.learnerstv.com/

http://oedb.org/library/features/236-open-courseware-collections

http://www.careervoyages.gov/education-videos.cfm

http://www.sba.gov/tools/audiovideo/deliveringsuccess/index.html

http://www.sba.gov/training/index.html

Facilitated Corporate Startegy Planning

2010-06-06T02:03:00.004+08:00

David Zenger

2010-06-06T01:52:00.000+08:00

Zinger Employee Engagement Model

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Book: Employee Engagement

2010-06-06T01:51:00.000+08:00

Employee Engagement - WIFI Model

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Competency Model (Modified from AMA Model)

2010-06-06T01:50:00.001+08:00

Competency Model Ver 2 Msc 2010a

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Communication Skills

2010-06-06T01:48:00.000+08:00

Communication Skills

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HR Development as Business Partner

2010-06-06T01:36:00.003+08:00

Hrd business partner

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Date: 14th May 2010
Venue: Tower Regency Hotel, Ipoh
Organizer: PSMB Malaysia
Host: Major Van (Deputy CEO)

Healthcare Engagement Strategy seminar

2010-05-05T00:59:00.001+08:00

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Healthcare Engagement Strategy seminar

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Learn the business secrets of Richard Branson

2010-04-18T11:21:00.000+08:00

Guy Kawasaki 10-20-30 Presentation Rule

2010-04-18T11:17:00.002+08:00

Ih, at on

2010-04-18T10:48:00.000+08:00

Preposition Use - in / at / on - prepositions of place

By Kenneth Beare, About.com Guide
See More About:

* prepositions
* grammar review
* teaching intermediate english
* example sentences
* adjectives and adverbs

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IN

Use 'in' with spaces:

* in a room / in a building
* in a garden / in a park

Use 'in' with bodies of water:

* in the water
* in the sea
* in a river

Use 'in' with lines:

* in a row / in a line
* in a queue

AT

Use 'at' with places:

* at the bus-stop
* at the door
* at the cinema
* at the end of the street

Use 'at' with places on a page:

* at the top of the page
* at the bottom of the page

Use 'at' in groups of people:

* at the back of the class
* at the front of the class

ON

Use 'on' with surfaces:

* on the ceiling / on the wall / on the floor
* on the table

Use 'on' with small islands:

* I stayed on Maui.

Use 'on' with directions:

* on the left
* on the right
* straight on

IMPORTANT NOTES

In / at / on the corner

We say 'in the corner of a room', but 'at the corner (or 'on the corner') of a street'

In / at / on the front

* We say 'in the front / in the back' of a car
* We say 'at the front / at the back' of buildings / groups of people
* We say 'on the front / on the back' of a piece of paper

Presentation Studio Credentials 2010

2010-04-07T01:58:00.001+08:00

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Presentation Studio Credentials 2010

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Future of HRD in Manufacturing Sector of Malaysia

2010-03-21T23:57:00.001+08:00

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Future of HRD in Manufacturing Sector of Malaysia

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2010 Human Capital Summit

2010-03-10T08:00:00.000+08:00

2010 Human Capital Summit

The Intersection of Talent and Business Strategy
Submitted by Rayna Hennen on 25 February, 2010 - 15:34
The Flagship Event for Strategic Talent Management

HCI's fifth annual Human Capital Summit will lead you up and out of the downturn, with a powerful new program of strategic insight, best practices and peer-to-peer collaboration. Join the distinguished thought leaders and game-changing executives who are advancing the practice of strategic talent management, and take a host of exciting new ideas back to your organization.

Who: For Senior Talent Management, Strategic HR, OD/Learning and Line Executives
When: March 21-24, 2010
Where: JW Marriott Starr Pass Resort
Tucson, Arizona
What:
Download Attendee Brochure
Thank you for your interest. Your download will be available after you complete the form below and click the Submit button.
First Name: *
Last Name: *
Title: *
Organization: *
City:
State/Province:
E-mail: *
Phone: *
(Fields marked with * are required.)
Cancel
Costs: Standard Price: $1995.00
For team discounts, please contact Shane Lennon at 1.866.538.1909 ext. 1904 or shane.lennon@hci.org.
Why Attend the Human Capital Summit?

Unique Concepts, Forward Looking Strategy
HCI Summits bring the most prominent human capital and business thought leaders together, to share their newest ideas and vision for the future of talent management and leadership

Case-Driven Practical Application
Talent management practices are being widely implemented now, and HCI's Summits are the foremost learning environment for case analysis of real-world execution

Innovation in Strategy, Acquisition, Development and Leadership
HCI's first annual Talent Innovation Awards will showcase 2009's most creative and effective talent management programs. See what is moving the needle and driving business results in the most innovative organizations.

Network and Collaborate With Your Most Progressive Colleagues
HCI's members are human capital and business leaders at the cutting-edge of the global knowedge economy. The 2010 Summit offers an unprecedented opportunity to meet, greet, share and learn with the world's most progressive talent experts and practitioners

Presenters

Geoff Colvin
Senior Editor-at-Large, FORTUNE
Author of Talent is Overrated and The Upside of the Downturn

Sharon Taylor
Senior Vice President, Human Resources
Prudential Financial

Kelly Savage
Vice President, Global Human Resources
Amway
John Phillips
Director, Global Central Sourcing Team
Microsoft

Mike Grennier
Senior Director, Corporate Recruiting
Wal-Mart Stores, Inc.

Polly Pearson
Vice President, Employment Brand
and Strategy Engagement
EMC

Kevin Wilde
Chief Learning Officer
General Mills

Diane Holman
Chief Learning Officer
Raytheon

Joe Garbus
Organizational Capability Director
New York Times Company

Kelly Glass
Vice President, Global Talent Management
Manulife Financial

Stephen Kennedy
Vice President, Corporate Administration
Union Bank

Tim Jones
Vice President, Recruiting
ConAgra Foods

Jacqueline M. Chaffee
Executive Coaching, Development & Assessment Practice Leader
Lockheed Martin

Melissa Daimler
Director, OD Consulting
Adobe Systems Incorporated

Laura Terenzi Khaleel
Director, Talent Acquisition Strategies
Pitney Bowes Inc.

Bill Taylor
Founder of Fast Company
His new project, Practically Radical, chronicles the radical shifts transforming business.
Dave Ulrich
Distinguished strategic HR and business thought leader, his new book is The Leadership Code: Five Rules to Lead By
Bob Seelert
Worldwide Chairman and former CEO of Saatchi & Saatchi and author of Start with the Answer
Tamar Elkeles
Vice President, Learning & Development, Qualcomm

Blake Mycoskie
CEO, TOMS SHOES
Gamal Aziz
President and COO, MGM Grand Hotel; President and CEO, MGM Mirage Hospitality
Jim Carroll
International Futurist, Trends & Innovation Expert, INDEPENDENT

Employee Engagement - WIFI Model

2010-03-06T21:05:00.000+08:00

Employee Engagement - WIFI Model

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Employee Engagement - WIFI Model

2010-03-06T20:50:00.000+08:00

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Corporate Strategy Development -- Key Concepts and Frameworks -- B. Teeuwsen 2010

2010-03-01T23:39:00.001+08:00

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You The Online Brand - Michelle Villalobos Presentation, Miami, FL - Social Media Workshop & Networking

2010-02-22T21:41:00.001+08:00

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Employee Engagement A To Z Slides

2010-02-22T16:46:00.001+08:00

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Employee Engagement A To Z Slides

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2010-02-22T14:11:00.001+08:00

2010-02-22T14:03:00.001+08:00

2010-02-09T20:36:00.000+08:00

B = f(P × E),

where behavior (B) equates to the function (f) of the person (P) multiplied by (×) his or her environment (E). His formula implies that individuals are not isolated entities “behaving” in a vacuum; rather, they interact with and are shaped by what is going on around them. As many OD practitioners know—sometimes from painful experience— attempting to change a person’s attitudes or behavior in isolation from the environment may limit long-term success. Like alcoholics who go away to get
“clean,” often to relapse on returning to their family system, individuals in organizations “sent away to be changed” usually revert to their former patterns of behavior on re-entry to the work situation. Lewin’s advice still applies:

instead of trying to change the individual, it’s better to focus on changing elements in the larger system that would more likely modify their behavior permanently.

however, many OD practitioners have realized that, in focusing
on the whole system, the necessary and valid attention on the individual
may have suffered. Therefore, it is time to reconsider the individual, the very
present but under-valued element in the classic OD formula, within the larger
context.

Such person-centered OD interventions, to be discussed in this chapter, include the following:

• Training programs that include elements aimed at individuals, conducted
either in-house or off-site, as part of an OD intervention;

• Mentoring, which focuses on career planning and performance counseling
and is usually carried out by someone from within the client system; and

• Coaching of individuals by someone from inside or outside the client
system

Practicing Organization Development: A Guide for Consultants ~ William J. Rothwell
William J. Rothwell (Editor), Roland Sullivan (Editor)

Capabilit and Strenght

2010-01-04T21:16:00.002+08:00

Passion and Focus

2010-01-04T21:16:00.001+08:00

ABT: Creativity and Motivation

2010-01-04T21:15:00.001+08:00

IMPACT AbT

2010-01-04T21:11:00.000+08:00

Asset-Based Thinking Commercials - Power

2010-01-04T21:01:00.002+08:00

Asset-Based Thinking Commercials - Influence

2010-01-04T21:01:00.001+08:00

Asset-Based Thinking Commercials - The Future

2010-01-04T20:56:00.002+08:00

Meet the Authors: Hank Wasiak

2010-01-04T20:56:00.000+08:00

ABT Inside the Book

2010-01-04T20:54:00.000+08:00

Linking in with LinkedIn

2009-12-18T00:22:00.001+08:00

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Linking in with LinkedIn

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What's Right with You?

2009-12-17T20:52:00.001+08:00

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What's Right with You?

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Top 100 Tools for Learning 2009

2009-12-15T03:17:00.001+08:00

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Top 100 Tools for Learning 2009

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How THIS Generation Has the Chance to Change the World

2009-12-14T23:38:00.001+08:00

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How THIS Generation Has the Chance to Change the World

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In Search of a Talent Management Strategy

2009-11-29T14:52:00.001+08:00

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In Search of a Talent Management Strategy

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So Cal Bio Keynote Talent Development

2009-11-29T14:38:00.001+08:00

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So Cal Bio Keynote Talent Development

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Talent Development

2009-11-29T14:11:00.001+08:00

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Talent Development

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Global HR Forum 2009 _ Promotion Trailer (English)

2009-11-29T13:42:00.000+08:00

How Organizations Learn Example I

2009-11-29T13:21:00.001+08:00

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Life Coaching in a Nutshell

2009-11-29T13:05:00.001+08:00

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The Importance of Learning in Organizations

2009-11-29T12:30:00.000+08:00

An interview with David Garvin and Amy Edmondson, Professors, Harvard Business School. Learning organizations generate and act on new knowledge. The ability to do this enables companies to stay ahead of change and the competition.

Using social media for 5 types of learning - Part 1

2009-11-29T12:28:00.000+08:00

PT GUIDE TO SOCIAL LEARNING
Using social media for 5 types of learning - Part 1

When many people think about "learning", they think about courses, workshops, online courses, etc - in other words formal learning. However, in recent years it has become common practice to describe learning as being either "formal" or "informal". What is the difference between the two?

Formal v informal learning

Jay Cross, the leading proponent of the term "informal learning", explains the difference between formal and informal learning in this posting on Informal Learning 2.0 on his blog (8 August 2009):

"Learning is formal when someone other than the learner sets curriculum. Typically, it’s an event, on a schedule and completion is generally recognized with a symbol, such as a grade, gold star, certificate or check mark in a learning management system. Formal learning is pushed on learners.

By contrast, informal learners usually set their own learning objectives. They learn when they feel a need to know. The proof of their learning is their ability to do something they could not do before. Informal learning often is a pastiche of small chunks of observing how others do things, asking questions, trial and error, sharing stories with others and casual conversation. Learners are pulled to informal learning"

In his seminar book on Informal Learning, Jay also points to the mismatch between the amount of informal learning that takes place in an organisation and the amount spent on formal learning.

The "80-20" meme is often quoted, that is. that 80% of all learning that takes place in an organisation is informal, yet it’s the 20% (the formal part) where most training departments concentrate their efforts. A number of people have questioned these numbers, so here are Jay's thoughts on where this 80% meme came from.

Although there is a lot of value in differentiating learning in this way - formal and informal, because it helps to explain that learning doesn't just take place in a classroom or when taking a formal course, the two terms have now become rather confused, mis-used, and even abused, e.g.

* Josh Bersin, suggested that the importance of informal learning within corporates is now being recognised, in a posting, entitled Informal learning becomes formal.
* Vendors are now trying to market their products using these new buzzwords, so we see promotions for systems that will "manage informal learning information" - which is clearly a contradiction in terms.

There is a need to be more specific about where and how learning takes place. When analysing examples of use of social media in learning, I identified 5 different ways that social media can be used within a learning context.

5 categories of learning

1. IOL - Intra-Organisational Learning - keeping the organisation up to date and up to speed on strategic and other internal initiatives and activities
2. FSL - Formal Structured Learning - formal education and training like classes, courses, workshops, etc (both synchronous and asynchronous)
3. GDL - Group Directed Learning - groups of individuals working in teams, projects, study groups, etc Even two people working together in a coaching and mentoring capacity
4. PDL - Personal Directed Learning - individuals organising and managing their own personal or professional learning
5. ASL - Accidental & Serendipitous Learning - individuals learning without consciously realising it (aka incidental or random learning)

Note: if we apply these categories to the formal/informal model of learning, then only #2 is formal and the rest are all informal. Clearly, the % of learning in each category is not going to be equal, but this does suggest that the split of formal/informal learning in an organisation in percentage terms of 20/80 is about right.

Harold Jarche took these 5 categories of learning and built this diagram to identify the amount of directedness involved in social learning:

Harold writes:

"What jumped out at me after the fact, and I’ve highlighted in red, is that social media for learning requires a lot of self-directed learning, either individually or as a participant in a group/organization. Externally directed learning (FSL) is only one of five possibilities."

Social Learning & You

Which learning category you interested in, this will depend on your role. In Section 2 of this Guide we look at each of the 5 types of learning and the part social media can play.

* Are you are an individual interested in supporting your own personal or professional learning? Go to Social Media & Personal Directed Learning and/or Social Media & Accidental & Serendipitous Learning
* Are you part of a group who want to support their own group learning or working? Go to Social Media & Group Directed Learning
* Are you an educator (teacher, trainer, etc) who wants to use social media to support a formal course? Go to Social Media & Formal Structured Learning
* Are you a Learning and Development professional, and approaching this, strategically, from the organisational perspective, if so you will need to consider all the above types of learning, including Social Media & Intra-Organisational Learning as well as how you can use Social Media to build an Integrated Social Learning Environment

Employee Engagement Wifi Model

2009-11-28T17:53:00.000+08:00

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2009-11-28T14:39:00.001+08:00

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H R D 880 Employee Engagement

2009-11-18T18:50:00.001+08:00

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Ceo Guide To Social Media

2009-11-09T00:38:00.001+08:00

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HRD Competencies in Malaysia

2009-11-03T22:11:00.000+08:00

Hrd Competencies A Hrd Best Practice Semina 07 Nov2009

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3rd Knowledge Network 7th Nov 09 PSMB

2009-11-03T02:44:00.001+08:00

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3rd Knowledge Network 7th Nov 09 PSMB

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Training Development Workflow

2009-11-02T22:25:00.001+08:00

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7 Secrets to Get a Job Using Social Media - do you know them?

2009-10-25T22:40:00.000+08:00

Saturday, October 24, 2009
7 Secrets to Get a Job Using Social Media - do you know them?

Between current economic conditions and the technological evolution of the Internet, the traditional approach most job seekers have taken in the past is no longer viable.

The approach — developing a resume and cover letter, locating jobs on and submitting your resume to corporate sites and job banks, and crossing your fingers in hopes of receiving a call from a hiring manager — is, for the most part, a thing of the past. The new approach is far different. It boils down to the fact that there are fewer jobs available, more competition for those jobs and more touch points for recruiters and seekers to interact.

The current environment

There will be 1.5 million college graduates this year, yet the job growth rate is at a six year low, at 1.3%! The amount of jobs posted online is decreasing at over 13%, which has all led to the ratio of 3.3 job seekers per each job.

Social networks are starting to become part of the criteria that both hiring managers and college admissions officers are using to weed out applicants. One in five hiring managers conduct background checks using social networks (primarily Facebook), while one in ten college admissions officers do the same.

It’s time for you to be open-minded and think differently about how you’re going to get your next job and keep it. I’m not saying you shouldn’t submit your resume to job banks, corporate websites, vertical job agents (Simply Hired/Indeed) or attend job fairs, but these should only consume 10% of your time. The other 90% should be concentrated on the following seven social media secrets, which will not only get you a job, but help you create your own dream job!

1. Conduct a people search instead of a job search

The majority of jobs aren’t posted online. Hiring managers get a list of employee referral candidates before they even bother to view resumes from those who submit them online. Sometimes the listed jobs aren’t available or never existed in the first place. Many studies have noted that 80% of jobs are taken through networking, but few have sought to use the web to search and locate people they would actually enjoy working for at companies that they get excited about.

The 3-step people search:

1. Identify the top five companies that you would like to work for.
Use a focused approach instead of flooding thousands of inboxes with spam. You want to brand yourself, not just as the person of best fit for a job, but as someone who is eager and ecstatic to work for the company.

2. Use search engines to track employees that currently work there.
There are over 130 million blogs in Technorati and you can search through them to possibly find someone who works at one of your top five companies. You can search through corporate groups, pages and people on Facebook. You can even do the same on Twitter. Then there are people search engines such as pipl, peek you, and wink. Once you find a contact name, try googling it to see if there is any additional information about that person.

3. Connect with the person directly.
Social media has broken down barriers, to a point where you can message someone you aren’t friends with and don’t have contact information for, without any hassles. Before you message a target employee, realize that they receive messages from people asking for jobs all the time and that they might not want to be bothered on Facebook, where their true friends are. As long as you’ve done your homework on the company and them, tailor a message that states who you are and your interest, without asking for a job at first. Get to know them and then by the 3rd or 4th messages, ask if there is an available opportunity.

2. Use attraction-based marketing to get job offers

The traditional way of searching for a job was proactive, forcing you to start a job that you might not have enjoyed. The new approach is about building a powerful personal brand and attracting job opportunities directly into your doorstep. How do you do this? You become a content producer instead of just a consumer and the number one way to do that on the web is to launch a blog that centers around both your expertise and passions.

You need to be passionate to be committed to this project because it requires a lot of writing, creativity and consistency in order for it to actually help you. A blog is a non-intrusive, harmless and generous way of getting recruiters interested in your brand, without you even asking for a job! Make the recruiters fall in love with you and only send you opportunities that are related to your blog content, so you end up happy in the end.

This works a lot and is expected for new-age marketing jobs that require experience in social media and can even help you jump-start a new business off of your blog platform. By pulling recruiters into your world, you are able to impress them with what you want them to see and they can make a quick decision whether to hire you or not, without you hearing about rejection. Start a blog today using Wordpress.com (for beginners) or install Wordpress.org onto your own host (such as GoDaddy or Bluehost).

3. Be proactive on Twitter

Twitter has become the ultimate utility to connect directly with recruiters and employees at companies you want to work for. By conducting Twitter searches, following recruiters on your account and using the “@” sign to communicate with them on occasion, you will start to learn a lot about them and their companies.

Before you follow anyone on Twitter, you HAVE TO have a completed profile. This means, you should have a short bio, the location where you’re from, a link to a site that recruiters can go to for more information (I recommend your blog or your LinkedIn profile) and an avatar of yourself (not a clown or Homer Simpson please). This way, you stand a better chance of securing an opportunity or a relationship with people who care enough to read your profile.

Most people get jobs on Twitter by already having hundreds or thousands of followers. For example, I’ve heard of at least ten people getting a job by tweeting “just got laid off, looking for a job in finance” and then receiving a few direct messages with people who want to help them. Of course, these individuals had built trust, credibility and relationships with their followers over time, so they were more inclined to come to their rescue. You can do the same, just start right now!

4. Capitalize on LinkedIn

It’s no surprise that LinkedIn has been extremely profitable and successful as of late. Recruiters are starting to use LinkedIn as the main place for sourcing candidates because it’s free and the top professionals are on there. Many people don’t use LinkedIn to the best of their ability and fail to complete their entire profile, such that it says “100% complete.”

Just like any other search engine recruiters are using, keywords are extremely important. You want to fill out your entire profile, just like you would a resume, but include the same avatar you are using on Twitter (see above) and ensure that the summary section is complete. You’ll also want to get at least one recommendation from a supervisor or friend, which will give you a “1″ next to a “thumbs up” graphic when people search for you.

Then, you should import all your contacts from Outlook, Gmail, etc, so that you can start to build your network or grow your existing network. The more people you’re connected to the better because you’re only able to reach other people in your network (1st, 2nd & 3rd degrees) by having these connections. You may want to pay for a premium account, so you can contact other recruiters that may help you. Finally, you should conduct searches on there for jobs that you may be interested in and reach out to those individuals that may supply you with an interview or referral.

5. Advertise your brand using AdWords and Facebook Social Ads

Google AdWords is Google’s advertising platform, which offers CPC (cost-per-click) and CPI (cost-per-impression) pricing for advertisements on Google and partner sites. Some of their partner sites are newspapers, radio and TV.

Before running your advertisement, you need a landing page. If you have a website or blog, then use the resume page within it to display through advertising. This works beautifully because recruiters can see that single resume page and notice all the other pages/options on your website, to get a better sense of your brand.

Here’s how to create your ad:

• Title. When you create your ad, label yourself as a specialist, expert or guru on the title tag. You might want to state the fact that it’s your resume first.
• Description. In the next two description tags, pull out your biggest achievements in 6 words or less and list your personal brand statement or a few descriptors.
• URL. For your URL, don’t use the URL for your resume page. Instead use yourname.com for personal branding purposes. Drop the “www” from the domain you want to promote because it’s unnecessary.
Facebook Social Ads allow businesses and individuals to advertise using Facebook’s news feed or left rail (will change to 2 ad spots on the right when the new interface swaps over). This program works similar to Google’s but you can use a picture and it’s more “word-of-mouth friendly” because ads travel through the news feed of friends.

Here’s how to create your ad:

• Title. What is the ad for? The title is the most important piece of your ad because it has the most “text” emphasis. I would say “I want to work for ” or “Resume for .” Try and be as specific as you can.
• Picture. Just like your Facebook picture, don’t use a picture that you wouldn’t want shown to your future employer. I would go for a professional yet personal picture.
• Description. Don’t write your resume, but instead give the viewer a quick description of who you are, what you do and what job you want in 25 words.
Once you create your ad, either link it to your Facebook page, LinkedIn profile or blog/website. These ads are all about targeting a specific group that would care about your resume or hiring you for that matter. When you select your target audience, keep your major in mind, as well as the company and location.

6. Construct a video resume and upload it to YouTube

A search for “video resume” on YouTube will give you over 1,700 results. Many video resumes are good, while others are so amateur and rehearsed that they subtract from a given candidates marketing program. The key with a video resume is that very few people have actually created one, so they serve as a differentiator in the recruiting process.

A good video resume is short, describes the value you can contribute to a given position, explains why you’re the best person for the job and talks about your background in a story-like format. If you aren’t a person with an outgoing and lively personality, then don’t bother creating one. Since you’re filming yourself, don’t rush because you can always try it a hundred times before you upload the final version to YouTube.

7. Subscribe to blogs that have job listings

We all subscribe to blogs to receive information based on our interests, at least I hope. Over time we rely on these sources for information to keep us updated on what is happening in certain industries or different trends that are developing. In the past few years, the larger blogs have started to integrate job banks into their own websites, using software/hosting from companies such as Job-a-matic.

Blogs that have taken this approach include Guy Kawasaki’s blog, GigaOM, and Jeremiah Owyang’s Web Strategy Blog.

Other blogs, such as Darren Rowse’s Problogger Blog offer blogging jobs, and Mashable has a job board highlighting jobs in social media and tech.

This targeting will save you from hours searching and help escort you to jobs that you’d actually want.

Integrate the traditional and social media approach

These seven secrets are extremely important in your next job search. The most successful job searches come from those who have already built up strong networks, both online and off. You need to integrate this new-age approach with the traditional approach you’ve already been using, in order to be consistent, so there are no surprises from the recruiter’s perspective. They want the candidate they see on paper or online.

I would recommend that you use a link to your blog, LinkedIn profile and YouTube video resume on your traditional resume. You’ll also want to link your existence on all social networks together. You need to be where recruiters are searching, as well as become a content producer so you can attract them directly to you. That is how you have a successful job search and stand out for years to come.

Was this article useful? If so, subscribe to our newsletter to read more!

Dan Schawbel is the author of Me 2.0: Build a Powerful Brand to Achieve Career Success, and owner of the award winning Personal Branding Blog.
http://mashable.com/2009/01/05/job-search-secrets/
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Gathering of Malaysian Facilitators to share experiences and methods

PROGRAMME FOR THE DAY / Saturday 24^th October 2009 / Lisa De Inn, Petaling Jaya

8.00-9.00 am Registration

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service "conversations that matter" using The World Cafe process

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Participants may volunteer to host a table to discuss areas of interest

4.00 -4.30 pm Closing by Protem Deputy President Dr. Hamidah Marican

4.30 pm onwards Tea and Networking _________________________________________________________________________________

REGISTRATION

(FAX TO: Patricia Nunis, Fax: 03-56358689 or EMAIL: patnunis@gmail.com)

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