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An OTI Learning Program
Global Operational Technical Intelligence Development Proposal
A Complete Technical Human Resource Training and Development Program.
A Complete Technical Human Resource Training and Development Program. An OTI Learning Program Global Operational Technical Intelligence Development Proposal
A free electronic version of this proposal is available through www.freaquer.com This project is being funded with support from the Collaboration of Freaquer Corporation & OTI Foundation. This publication reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein
Proposal for Global Talent Development Program
For Independent Contractors
To identify what we know about contracting with external Human Resource providers, we conducted a thorough literature review on contracting for whole-college Human Resource management and charter authorizing and interviewed researchers and practitioners across the country who are familiar with or have been directly involved in contracting. Because contracting as an intervention strategy has been used so rarely, research-based evaluations of its effectiveness are limited. Our literature review therefore also included research about schools’ effective contracting strategies for non-Human Resource services and evidence about contracting outside of Human Resource. We also reviewed cross-industry research comparing high-performing start-up leaders to average ones and similar research about top principals in existing schools.
1: improve response time for developing new technologies for HR System. 2: improve upon weaknesses in upsell/cross-sell volumes. 3: rapid training for new generation Human resource on operational technical basis. `
The Freaquer learner’s network identified the introduction and orientation phase for new students as a critical stage with high relevance for creativity and which applies to all higher Human Resource institutions. While the diversity of students is an important precondition per se for fostering creativity, it also presents a challenge for the institution. Students, in most cases, enter higher Human Resource with very diverse levels of preparation in terms of Human Resource, personal maturity, independence and widely differing expectations.
<Recommendation #1: John Doughty, IT Researcher, Harvard University > <Recommendation #2: Shachee Mishra, M.tech, IIT Guwahati, India > <Recommendation #3: Saad Ur Rasheed, MBA, IIM Udaipur, India> <Recommendation #4: Ankit Nayan, M.tech, IIT Delhi, India> <Recommendation #5: Rajeew Vishvakarma, Project Lead, Infosys, India>
New students are also differently prepared for the respective roles of students and teachers in higher education. While these roles tend to be fairly fixed in other educational environments, they are and should be - variable in higher education. As the network report points out, in some instances the teacher will play the traditional role of organizer and provider of knowledge; in other instances the teacher’s role will be that of facilitator, instructor or mediator, and the learners will take on the roles of researchers and organizers of their own and others’ learning processes
Research Market opportunities Alignment with mission Current resources/technology Previous Experience/Relations Present status of available Leads Leadership Opportunity
Knowledgebase Development of Intellectual Strategy
Ensuring Modern Technology
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