1. TRAINING AND DEVELOPMENT PRESENTATION 2016
“ WSI Partners with existing HR Leaders to integrate plans that
maximize performance levels for long term organizational
objectives.”

3.  Environmental scans, Gap analysis, and other HR Analysis tools
 Professional HR Analysis is a tool that helps to identify and develop comprehensive
quantification of the utility of office technology, office products, and how it equates
to organizational culture
 This clarifies and illustrates subjective goals and objectives of top management and
directors to create alignment as well as build effective systems

4.  WSI conducts data analytics that illustrate a quantitative assessment, nonetheless, is
communicated in the form of a qualitative report
 Valid analytics create definitive programs based on relevant reports that have the
potential to maximize employee engagement while increasing organizational
understanding
 This assist in the initial phase of WSI’s action plan to develop team building exercises
from a multi-cultural intelligence perspective that enhance the organizational climate

5.  Gain a understanding of what it takes to operate on a day to day basis
 Gain insight as to what skills are necessary to increase production and
professionalism
 This in turn creates a scope of purpose for investing in T &D that is aligned with
needed KSA’s
 Learning transference is a guarantee in that time is never wasted; neither is
money

6.  The talent management approach utilizes the existing democracy of the organization
to maximize internal talent as well as balance entering talent to increase long term
sustainability
 Using this HR model as a strategy aligns, modifies, and provides alternatives for
companies that have to adhere to the dynamics of business trends within the
organizational hierarchy that keep the organization up to date with mandated business
regulation and laws while maintaining existing and new employee talent

7.  When knowledge transference occurs in training operational efficiency across
departments occurs thus increasing long term learning
 Business knowledge can get complicated. Knowledge transfer becomes the objective
to keep employees aligned with needed knowledge, skills, and abilities for specific
company objectives
 The dynamics of business knowledge in the work environment consist of a plethora
of cultures, climates, and behaviors that often have to be aligned with employee
business regime to keep the employee professional

8. 1. Manage, plan, assign, supervise, motivate, train, evaluate
2. Explain complicated technical problems in a simple non-technical
language that can be easily understood
1. Federal, State and Local regulations, codes and laws (Employment laws
and Affirmative Action, Title VII of Civil Rights Act, Equal
Pay Act, FLSA, ADA, FMLA, EEOC, I-9)
2. Principles and practices of Human Resource Information Systems
1. Developing, implementing, interpreting, applying and enforcing Human
resource policies and procedures per laws, rules, regulations, and
codes
2. Managing, planning, organizing, prioritizing, and implementing
department programs and projects

9.  A HR firm conducted a study on effective training and development variables
and concluded that the time invested in educating your employee determines
employee professionalism. 12 percent answered yes while 89 percent of
companies stated that they do not have the time to train their employees.

10.  WSI operates from a safety before production philosophy
 This means that the needs assessment research before training construction is
conducted with care in regards to balancing company compliance and
employee development
 Partnering with someone that cares matters