Emily's Developmental Resume

Hey Tom, 

I completed my developmental resume.  I hope this is what you are looking for.  I added an analysis part to explain the facts in more detail.

My name is Emily Wiedeman.  I just turned 23.  I received my Associate’s of Art degree from Mt. Hood Community College in December 2011, and I will be graduating from Portland State University (PSU) with a Bachelor’s of Science degree in Human Resources Management in December 2014. 

Analysis:  I attend(ed) school that is relatively close to home because of financial reasons.  I chose to attend PSU because their business school has a good reputation, and my sister received her degree in Marketing from PSU.  I basically followed in my sister’s footsteps (going to Mt. Hood Community College then to PSU).

In addition to attending school, I also work at WinCo in the Bakery department.  I have worked there for about 3.5 years (since Sept. 2010).  I also worked at KMART during my last year of high school and my first year of college (September 2008—September 2010).

Analysis:  I have a strong sense of work ethic.  I am able to balance working and attending school full time.  In addition it shows that I have a drive to educate myself.  I have paid for half of my entire college tuition (while attending!)

  I also volunteered at Legacy Mt. Hood Hospital for a year (July 2008—July 2009). 

Analysis:  I took my original passion of learning about health care and furthered my capacity of knowledge by volunteering my own time.  I was juggling working and attending my last year of high school during the time I volunteered at the Hospital.

As I close in on my final two terms at PSU, I have been perfecting my resume and applying for full-time, and paid HR internships during the summer. 

Analysis:  I put a lot of time and effort into developing the most accurate and positive image of myself (resume).  I care about creating a positive business reputation about myself.  In relation to my volunteer experience, I have a desire to gain more knowledge about a subject that grasps my interests.

I applied for PSU’s mentor program in December and have just recently been paired with my mentor.  She has looked over my resume and asked me mock interview questions (as if I was at an interview for one of the internships I have applied for). 

This one's for you Prof TOM: ASTD Competency Model (B)

My Interpretation of the ASTD Competency Model (B)

By: Emily Wiedeman

First off, this is my first blog posting ever!  Therefore, I hope I get full points since I'm going outside my comfort zone :)  

The diagram above has emphasized the importance of having the 10 skills and knowledge required to be a successful trainer.  I will address the topic and explain my interpretation of the significance and necessity of fulfilling each of the 10 T&D areas of expertise.

Knowledge Management:

Having the ability to capture, store and retrieve "intellectual capital".  Additionally, an individual is effective at sharing knowledge and collaborating with peers.  In essence, striving to meet organizational goals by making the best use of sharing knowledge.

Change Management:

The ability to have a structured process to alter and switch the focus of a team or individual from the current to desired outcome. Allow for change to occur and support all parties throughout the process.

Performance Improvement:

Implement a process that will enable the individual to identify problems or gaps within the system, and having the capability to seal these discrepancies. 

Instructional Design:

Possessing the characteristics of creativity by developing and establishing a way to foster informal and formal learning solutions.  This includes designing, developing, analyzing, integrating and evaluating methods to create an effective solution(s).

Training Delivery:

Transferring informal and formal learning process and techniques in a way that will attract and engage the recipients.  Ensure that knowledge has transferred by evaluating the learning outcomes. 

Learning Technologies:

Using a variety of learning techniques and forms of technology to train and develop employees. 

Evaluating Learning Impact:

Measuring the success rate and the effectiveness of a learning strategy that was recently implemented. Interpret and analyze the results that are collected, and make recommendations that will improve the current process. 

Managing Learning Programs:

Lead subordinates on the right path to successfully completing their given tasks.  Be responsible for executing and completing training projects and activities.  Equally managing all parties.

Integrated Talent Management:

Ensure managerial goals are in line with the company's culture.  Facilitate opportunities for advancement and growth for top performers. Build a better company philosophy (or culture) and include employees in development strategies. 

Coaching:

A process in which individual is guided and informed on how to perform their given tasks in a more efficient and practical way.  The goal is to ultimately progress from the beginning of the coaching process and evolve one's skills and abilities.  In order for coaching to be effective, trust and effort must be required.

In addition to upholding these 10 competencies, it is integral to have the foundational competencies (business skills, interpersonal skills, global mindset, personal skills, industry knowledge, technology literacy).The competency model would not be possible if an individual cannot fulfill the basic foundational requirements.