Live Webinar October 26th, 2012 2:00 pm – 3:00 pm EDT
Duration: 1 hour webinar Credits: 1 PDU Category A – Free PDU
Presented by: Solutions Cube Group (REP 2451)

Many “Lean” or Process Improvement initiatives focus on driving out process waste and errors, but the challenge is knowing where to begin and which projects to initiate in order to achieve the highest impact and return on investment.

Use of the Brown Paper Process Modeling technique is a powerful way for organizations to enable stakeholders, with a vested interest in the desired change, to gain an understanding of current state People, Systems and Processes and develop a Future State model to drive tactical and strategic projects for process improvement. .

In this 1 hour in-depth webinar participants learn:

• Characteristics of a Brown Paper Process analysis effort
• Modeling techniques to create fully documented high level Logical models to low level Physical models enabling stakeholders to clearly define details of work performed in the organization
• Developing a project list based on stakeholder assessments of current state strengths and weaknesses

Join Solutions Cube for this free 1 hour webinar and learn how to use the power of Brown Paper Processing Modeling techniques to qualify strengths and weaknesses of a Business Area and identify appropriate projects to introduce targeted cost effective change.

EARN 1 PDU after viewing this webinar

Click to purchase Process Improvement: Where Do We Begin?

Live Webinar October 24th, 2012 11:00 – 12:00 pm EDT
Offered by QuantumPM (REP #1264 )
Duration 1 Hour Credits: 1 PDU or 1 CDU Cat A – Free PDU
Event Details (Event Code:161627)

Learn how many companies are using the power of SharePoint and Project Server to help them capture and build upon the good ideas of their people. Leverage the power of social networking within your corporation to identify the best ideas. Take these ideas from concept to reality using state-of-the-art technology.

Instead of creating long lists of ideas that are difficult to manage, use Innovation Director to quickly find and capitalize on the ideas that rise to the top. Innovation is driving much of our current work load so we would like to share with you some of the ways in which we are using Microsoft SharePoint and Project Server to help our customers leverage their resources.

Recommended Audience: IT Managers, IT Professionals, Project Managers, IT Directors, Solution Architects, Product Managers, Software Developers, Developers, Architects

Please Note: In order to attend the webinar series attendees will need to have a Windows Live ID. A link to set up this ID is located on the registration site. Please do this prior to the session

Click to register for IPM / Innovation Director – Making Ideas Happen

Live Webinar – October 24th, 2012 2:00 pm – 3:00 pm EDT
Offered by IAG Consulting (REP 2858)
Duration 1 hour 1 PDU or 1 CDU 1 Category A – Free PDU

This session is for business analyst leadership and development executive looking to make long term, systematic improvement to their business analyst organization.

IAG will draw from its project experience with over 700 customers to baseline organizations, assess the value of improvement, and determine the action plan for success.

Learning Objectives:

1. How do you assess the maturity of an analyst organization?
2. Where do you focus for improvement?
3. What implementation guidelines should be used to enhance success?

Click to register for Managing Requirements Operational Excellence

Live Webinar October 25th, 2012, 11:00 am – 12:00 pm EDT
Duration:1 hour Webcast + Q & A – Up to 1 Category C PDU – Free PDU
Hosted By: Typemock

Unit testing is all the rage
More and more teams are beginning to unit test.

But it can be difficult to start. In order to prevent bugs and release quality code to market, you also need developer testing, including unit testing.

Discover:

1. The difference between QA & Developer Testing
2. The pains of manual testing
3. The benefits of automated testing
4. Why unit test
5. xUnit Frameworks
6. The difference between unit testing and Test Driven Development (TDD).
   Join this webinar to learn what you need to know in order to start testing.

Typemock will also be raffling away Typemock Isolator/Isolator++ licenses and t-shirts. You must attend to win.

PDU Category C documentation details:

Process Groups: Planning Executing

Knowledge Areas: 4 – Integration 5 – Scope 9 – Human Resources

• 4.3 Direct and Manage Project Execution
• 4.4 Monitor & Control Project Work
• 5.2 Define Scope
• 9.4 Manage Project Team

As a Category C, ‘Self Directed Learning’, activity remember to document your learning experience and its relationship to project management for your ‘PDU Audit Trail Folder.’

Presenter: Gil Zilberfeld, (LinkedIn profile, @gil_zilberfeld) Product Manager, Typemock- Gil has been writing software since childhood (Logo Turtles) and hasn’t stopped since. As the product manager at Typemock, working as part of an agile team in an agile company, creating tools for agile developers. He promotes unit testing and other design practices, down-to-earth agile methods, and some incredibly cool tools. Gil blogs at http:⁄⁄www.gilzilberfeld.com on different agile topics, including processes, communication and unit testing. He also writes at the Typemock blog and presents locally and abroad on these topics.

Click to register for Introduction to Unit Testing

Live Webinar October 24th, 2012 3:00 pm – 4:00 pm
Webinar Duration: 1 Hour ea Credits: 1 Category C – Free PDUs
Presented by: HR.com

It’s no mystery that the typical performance appraisal does not work!

Unfortunately managers and employees both dread the typical performance appraisal and yet it remains that most popular tool for managing employee effectiveness and engagement.

• Are you frustrated with your performance appraisals?
• Do they create anxiety in you and your employees?
• Do you or your managers merely go through the motions or try to avoid them altogether?
• Do your appraisals make things worse by damaging motivation, trust, and performance?

Organizations need appraisals that work because leaders must be able to fully engage the hearts and minds of all employees to achieve strategic results and high profitability.

The Complete Performance Improvement Process (CPIP) creates the requisite environment of trust, openness, and engagement that organizations need to optimize continuous quality improvement.

Instead of focusing on improving the individual employee performance and his/her strengths or weaknesses, the employee and manager become partners to uncover and remove the barriers. These barriers are preventing the employee from developing (the very best they can be), learning, and performing. In short, the partners are able to tell the truth, to act with less fear, and demonstrate greater commitment. It ultimately accelerates quality improvement, learning, and organizational results.

The typical performance appraisal process is based on the industrial age leadership model and, unfortunately, the new fast paced global economy has caused us to outgrow its usefulness. Like an old suit that no longer fits and is out of style, the typical appraisal must be replaced with an alternative that fits with the need to deliver exceptional employee engagement and the ability to adapt to massive change.

CPIP is very different because it focuses on improving the quality of interactions and not the quality of people. It focuses on improving the quality of processes and not grading people. It is focused on building trust and learning instead of rating and ranking individuals. It increases intrinsic motivation and reduces the dependence on extrinsic motivation.

The typical appraisal relies on evaluating the individual and rewarding them with higher pay. With the current economy this approach can seriously backfire because the pay difference between the average performer and the high performer is often so small it almost seems silly.

What You Will Learn:

• Why the current performance appraisal design imposes a barrier to trust, quality improvement and motivation and will never work well.
• A management model that can help managers and employees to think differently about performance and performance appraisals in order to make significant productivity improvements.
• How to replace performance appraisals with a New Ground Breaking process called the Complete Performance Improvement Process (CPIP) to improve motivation, morale, problem solving, productivity, quality, accountability, and management competencies.
• Why attorneys have endorsed the CPIP process because it helps protect the organization from legal challenges while helping management to address “poor performers’ immediately and increasing the probability the employee will “de-select” quickly without the need for a firing.
• How CPIP can save valuable management time and improve management competency while improving employee performance.

Recommended Resources:

1. Kirkus reviews described “The Art of Leading: 3 Principles for Predictable Performance Improvement” as an “engaging, accessible book, Hauck challenges the standard paradigm of employee evaluation by performance review by suggesting the system in which the employee works, rather than the employee, must change
2. An article about CPIP in the Denver Business Journal
3. A white paper about a client, Independent Living (CDPP) Implementation Performance Appraisal
4. Stop the Leadership Malpractice PowerPoint presentation.

PDU Category C documentation details (for this conference):

Process Groups: Executing

Knowledge Areas: 4- Integration 9 – Human Resources

• 4.3 Direct and Monitor Project Execution
• 9.3 Develop Project Team
• 9.4 Manage Project Team

As a Category C ‘Self Directed Learning Activity’ remember to document your learning experience and its relationship to project management for your ‘PDU Audit Trail Folder’

Click to register for the Stop the Leadership Malpractice: How to Replace the Typical Performance Appraisal