nlmkgroup05 y21nlmkgroup05 20210808 icons8-reading-100.png quarterly test Prepare for quarterly test vocab pre teach functional language grammar focus smartphone or tablet device listening Download onto your phone or tablet and listen carefully. ]]> sbook_plugins/wordlist_generated_from_xml_clog_sbook_for_sbook_session.inc NLMK group 5 Oksana Bezrodnyh 6 - 10 20210810 11:20-12:20 1.5 tbc Explaining the role of the business customer By the end of this session you will have studied print Download onto your tablet or print the following pdf for our next lesson. pg 10-11 Figure 8. Some examples of Learning Solutions Business Customers CLIP_02.06.2021_wip_dpotter.pdf zoom_meeting.png Zoom meeting details Meeting ID: 841 1087 1177 https://efedu.zoom.us/j/84110871177 ]]> 4 Discussion (cont. from previous lesson) active edit_ol_qa pix/icons8-collaboration-100_white.png Answer the questions. According to the United Nations, Good Governance is measured by the eight factors of Participation, Rule of Law, Transparency, Responsiveness, Consensus Oriented, Equity and Inclusiveness, Effectiveness and Efficiency, and Accountability.]]> How can you be both responsive and consensus-oriented? ✓ obtain support from your subordinates consensus-oriented = trying to reach a decision that all members of a group agree with How difficult is it to implement equity and inclusiveness in your industry? equity = situation in which everyone is treated equally inclusiveness = practice or policy of providing equal access to opportunities and resources for people who might otherwise be excluded or marginalized, such as those having physical or mental disabilities or belonging to other minority groups Is accountability a challenging trait to develop in young managers? ✓ more empowerment & time will progressively address lack of maturity trait = characteristic 1 Role of the business customer active edit_text_for_reading_task textbook Place a zero article (-), indefinite (a, an) or definite article (the) in the gaps [ ] 1. The Business Customer indicates the business and learning goals of a learning solution and its target audience, highlights diverse focuses of learning, specifies in detail the concepts and skills to be developed and their correlation with the corporate competencies, levels of evaluation, and the learning solution target KPIs (participants’ satisfaction, knowledge test, behavior changes, impact on business results). Also the Business Customer monitors learning solution piloting results and further improvements. 2. The Business Customer approves the learning solution structure and format (remote/e-learning/face-to-face (hereinafter – f2f/hybrid learning) that is reflected in the form of the so-called Technical Design Specification. TDS is a basis for CU methodology experts to develop learning solutions from scratch. 3. The Business Сustomer appoints subject matter experts from a functional department who participates in learning solution design. They provide relevant expert knowledge, best NLMK practice and experience as well as all the necessary data (e.g. documents, materials, etc.). 4. There are often cases when the Business customer or key stakeholder becomes a subject matter expert himself/herself and participates in the learning solution design. The = [1] the = [2] (-) = [3] a = [4] (-) = [5] (-) = [6] the = [7] the | (-) = [8] the | (-) = [9] the = [10] (-) = [11] The = [12] the = [13] The = [14] a | the = [15] The = [16] a | the = [17] the | (-) = [18] the = [19] the | a = [20] a | the = [21] the = [22] 2 Examples of Learning Solutions by Business Customers hw20210708 active edit_ol_qa pix/icons8-collaboration-100_white.png Answer questions pt 1 and 2 below. Research (only) 2-3 courses you would recommend (from the list below), and explain in 2-3 sentences what the learning solutions you have chosen consist of. Which programmes would you recommend? Why? Which courses have you attended yourself? How have they changed your workflow? DREAM 100 Executive Development Programme ✓ VIP & vice-presidents ✓ strategy & vision oriented Management level 4 Talent Pool Development Programme ✓ MBA level ✓ strategic rather than operational skills Foremen School (management levels 6-8 programme) ✓ production level ✓ telling / directing (Hersey & Blanchard) Leadership in Occupational Health and Safety (middle and line management) ✓ middle managers ✓ 0 death ✓ 0 injuries ✓ should pay greater attention to health & safety Systems Thinking and Decision Making Company Management and Value Creation Enterprise Economics Team Management Change Management: I am change promoter Investment Project Management 2.0 Project Management Principles Investment Activity Management Client Orientation Effective communication Design-thinking Digitalization Effective Interaction in Virtual Environment Production System Production System Tools (including PS Tools Workshops) Leader Work Standard IT active textbook active textbook equity = situation in which everyone is treated equally inclusiveness = practice or policy of providing equal access to opportunities and resources for people who might otherwise be excluded or marginalized, such as those having physical or mental disabilities or belonging to other minority groups flexitime = system in which employees work a particular number of hours each week or month but can choose when they start and finish work each day consensus-oriented = trying to reach a decision that all members of a group agree with trait = characteristic 20210706 11:20-12:20 1 active UNIT 2: GOVERNANCE - Providing a description of the structures or mechanisms in place By the end of this session you will have studied print Download onto your tablet or print the following pdf for our next lesson. pg 10 pt 1 Continuing alignment with the company’s strategic priorities → prepare for oral explanation CLIP_02.06.2021_wip_dpotter.pdf zoom_meeting.png Zoom meeting details Meeting ID: 841 1087 1177 https://efedu.zoom.us/j/84110871177 ]]> 2 Role play active role_play Recycle new expressions and language. Recycle new expressions and language. You are a personnel officer. Convince an experienced but old-fashioned manager to become a trainer and delegate more. You may need to flatter him/her a little. You work too hard. It's time to slow down and perhaps adapt to new ways of doing business! You could be a great role model. Share your experience! ✓ learning solution ✓ horizontal management ✓ empowerment ✓ MBO (merit based objectives) ✓ groom a new generation You have been working over 30 years in the industry. You know people inside out and don't believe in horizontal management. You have better things to do than become a trainer... A learning solution is just corporate policy talk - what you mean is simply another training which I don't need! The best incentive for people is money. Full stop! Training people is no promotion! I have no clue how to teach staff... ✓ vertical management ✓ professional maturity ✓ gender role 1 Governance active edit_ol_qa pix/icons8-collaboration-100_white.png Answer the questions. Scythian Messengers Meet the Persian King Darius I by Franciszek Smuglewicz. Creation Date: end of the 18th century - beginning of the 19th century. Provided by Lithuanian Art Museum. PD for Public Domain Mark Governance has been defined to refer to structures and processes that are designed to ensure accountability, transparency, responsiveness, rule of law, stability, equity and inclusiveness, empowerment, and broad-based participation. ... In the development literature, the term 'good governance' is frequently used. (src: Concept of Governance | International Bureau of Education http://www.ibe.unesco.org)]]> What do you understand by governance? ✓ how managerial decisions influence company activities ✓ how leadership is implemented ↔ management style How does governance affect you in your work? ✓ how you may perform among executives ✓ how much you can participate in & influence the decision-making process Can you think of examples of good and poor governance? ✓ move over the past 20 years from managers taking decisions to today's empowerment ✓ LTL approach is not restricted by hierarchy ✓ your boss still remembers about you ✓ work-life balance 〆only work-work balance! flexitime = system in which employees work a particular number of hours each week or month but can choose when they start and finish work each day 2 Warm up active shuffled_words_in_sentences pix/icons8-cafe-100_white.png The purpose of the NLMK CU is leadership and corporate competencies development to support...]]> strategic priorities. | Structures | ensure continuing | and mechanisms | the company’s | alignment with Structures and mechanisms ensure continuing alignment with the company’s strategic priorities. What do you understand by 'alignment'? ✓ synchronisation that supports the idea | Every learning | business customer | solution has a | solution development. | of learning Every learning solution has a business customer that supports the idea of learning solution development. What is a business customer? ✓ top manager, internal trainer development need. | solution ensures | that the learning solution | Every learning | reflects current & future | content Every learning solution ensures that the learning solution content reflects current & future development needs. How do you satisfy current & future development needs? ✓ IDP & predictive analytics 3 Structures and mechanisms active decks deck_of_phrases_structures_and_mechanisms.csv 4 Discussion (to be cont.) active edit_ol_qa pix/icons8-collaboration-100_white.png Answer the questions. According to the United Nations, Good Governance is measured by the eight factors of Participation, Rule of Law, Transparency, Responsiveness, Consensus Oriented, Equity and Inclusiveness, Effectiveness and Efficiency, and Accountability.]]> Why is governance important in improving a company's performance? How can participation impact on a company's turnover? ✓ motivation of staff guarantees commitment to objectives ✓ bottom up flow of information turnover = total amount of goods or services sold by a company during a particular period of time; rate at which employees leave a company and are replaced by other people shared profits, bonuses, career incentives Are rule of law and transparency always on a manager's mind? 〆KPIs are higher on the agenda 〆transparency only starting to be implemented in Russia ✓ local economic ecosystem calls for a homogeneous integration rather than just transparency political correctness CSR = corporate social responsibility governance = system by which an organisation is controlled and operates, and the mechanisms by which it, and its people, are held to account. Ethics, risk management, compliance and administration are all elements of governance accountability = liability to be called on to render an account; the obligation to bear the consequences for failure to perform as expected empowerment = giving or delegating power or authority alignment = act of adjusting or aligning the parts of a device in relation to each other equity = situation in which everyone is treated equally inclusiveness = practice or policy of providing equal access to opportunities and resources for people who might otherwise be excluded or marginalized, such as those having physical or mental disabilities or belonging to other minority groups flexitime = system in which employees work a particular number of hours each week or month but can choose when they start and finish work each day consensus-oriented = trying to reach a decision that all members of a group agree with trait = characteristic turnover = total amount of goods or services sold by a company during a particular period of time; rate at which employees leave a company and are replaced by other people homogeneous /hə'mɔdʒənəs/ = all of the same or similar kind or nature CSR = corporate social responsibility the trainings don't carry training is not carried out in the classrooms any more The modern generation has a different approach for to work He doesn't concern isn't concerned about his people I just do what she talks says | tells me I need to do ... a lot of plants from Belgium and the Netherlands I didn't see something anything about it ...another way state of mind ]]> 20210629 11:20-12:20 1.5 active Explaining the performance appraisal and competencies development Understanding management styles & needs By the end of this session you will have studied How is your company shaping and fostering management culture? → read the text → match the underlined expressions in the text with the definitions. How is your company shaping and fostering management culture? smartphone or tablet device print Download onto your tablet or print the following pdf for our next lesson. pg 7 Figure 3. NLMK Performance appraisal and competencies development cycle → prepare for oral presentation
NLMK_performance_appraisal_and_competencies_development_cycle.png, NLMK Clip datasheet fig 3
Oksana Grammar: Future forms Grammar: Present continuous vs future Grammar: Articles (with NLMK collocations) Vocab: Time clauses with a future meaning Vocab: Steel industry Vocab: Goals and missions Vocab: Management styles Writing Total 87% zoom_meeting.png Zoom meeting details Meeting ID: 841 1087 1177 https://efedu.zoom.us/j/84110871177 ]]> quarterly_test_nlmkgroup05_20210615.xml Quarterly test active quarterly_test_feedback 3 How is your company shaping and fostering management culture? (scheduled as prep 20210622)]]> How is your company shaping and fostering management culture? (scheduled as prep 20210622) active edit_text_for_reading_task Read the text. Match the underlined expressions in the text with the definitions. role-model = person that you admire and try to copy to pay lip service = to say that you support or agree with sth without doing anything to prove it to preach = to tell people about a particular religion, way of life, system, etc. in order to persuade them to accept it to empower = to delegate authority to name but a few = to give just a few examples because there are many more subsequently = next owing to = thanks to, because of groomed = prepared or trained for an important job or position perceived = considered, thought of role model. Managers should not just pay lip service, they should actually practise what they preach. Oleg Bagrin, an inspirational leader, set standards in fostering our management culture. 2. We have created learning solutions which covered standards of managerial work, how to provide feedback & empower staff, and how to deal with conflictual situations, to name but a few. 3. In order to run these courses we have chosen and subsequently trained top and middle managers to perform also as internal trainers. They are key resources owing to their expertise and recognised authority. 4. We will soon be celebrating our 5th anniversary. During this period, we have created 21 learning solutions and groomed more than 400 internal trainers, who - in turn - have taught more than 21 000 employees. 5. These are just numbers. But what have we really achieved? We have changed the standards of managerial practice, now it is perceived as normal to be a trainer. ]]> 1 Hersey and Blanchard situational leadership active edit_ol_qa pix/icons8-soccer-100_white.png Use the chart to explain how managers can adapt their LTL approach. hersey_and_blanchard_situational_management_chart.png ]]> How can you use this chart to help leaders with a more vertical / horizontal management approach? ✓ show how some more experienced staff members will perform better if given more empowerment ✓ suggest why some perhaps elder employees may not be used to a horizontal management style where they are expected to take decisions by themselves empowerment, professional maturity What obstacles or difficulties could leaders face when putting in practice the Hersey & Blanchard approach? 〆a trainer or team leader may not be interested in supporting the career development of a given staff member 〆staff may have less ambitious professional aspirations than required lack of time, different professional aspirations Should the corporate university hint at some elder managers prejudices? 〆some team leaders may be prejudiced glass ceiling, gender gap, gender role Are there any gender issues in your company? ✓ current Lipisk branch head Tatyana Averchenkova may be the next president ✓ climbed the corporate ladder at NLMK over 16 years = a unique success story for a woman in the steel industry gender role 3 NLMK Performance appraisal and competencies development cycle active edit_ol_qa pix/icons8-soccer-100_white.png Use the chart to explain how HR employees participate in the integration process of NLMK CU learning solutions. NLMK_performance_appraisal_and_competencies_development_cycle.png, NLMK Clip datasheet fig 3 ]]> What is the purpose of MBOs? ✓ encourage staff to be more ambitious ✓ motivate with a bonus ✓ help achieve company goals MBO = merit based objectives What are the advantages of MBI? ✓ help improve one's skills ✓ increase one's salary MBI focuses on 4 directions ('meanings'): result cooperation innovation sustainability MBI = merit based increase (of one's salary) Why do you need to break down performance appraisal over 3 years? ✓ a one-year makes long-term objectives more accessible ✓ a two-year cycle enables appraisal to prepare for your needs faster than waiting 3 years ✓ a two-year cycle provides trainers with timely feedback ✓ a three-year cycle guarantees long-term objectives are realistic objectives set in April, goal reviews in July What is a key tool for planning the 1st year? individual development plan What solutions are implemented for planning the 2nd year? 360/180 assessment Why is a 3-year cycle just a compromise? ✓ managers performing also as trainers couldn't deal with the workload during a 2-year cycle ✓ a 4-5 year appraisal cycle would postpone important feedback on training needs for the corporate university empowerment = giving or delegating power or authority glass ceiling = ceiling based on attitudinal or organizational bias in the work force that prevents minorities and women from advancing to leadership positions gender gap = difference in opinions or attitudes between men and women concerning a variety of public and private issues, including political candidates, parties, or programmes gender role = overt expression of attitudes that indicate to others the degree of your maleness or femaleness MBO = merit based objectives MBI = merit based increase (of one's salary) else to do else They invented this vaccine just for one year ago She trusts to our government Still, I don't know many a lot | much I know what is it is , actually Why it doesn't carry isn't it carried out every year ]]> 20210624 20210622 1 active Performance consulting By the end of this session you will have studied How is your company shaping and fostering management culture? → read the text → match the underlined expressions in the text with the definitions. How is your company shaping and fostering management culture? smartphone or tablet device print Download onto your tablet or print the following pdf for our next lesson. pg 7 Figure 3. NLMK Performance appraisal and competencies development cycle → prepare for oral presentation
NLMK_performance_appraisal_and_competencies_development_cycle.png, NLMK Clip datasheet fig 3
Rescheduled from previous lesson quarterly test EF Quarterly test 20210615 Review grammar & vocab (will be sent by e-mail) zoom_meeting.png Zoom meeting details Meeting ID: 841 1087 1177 https://efedu.zoom.us/j/84110871177 ]]> active textbook future forms mindmap
smartphone or tablet device print Download onto your tablet or print the following pdf for our next lesson. future_forms_mindmap.pdf ]]> 20190418-1837 Future forms active decks deck_of_phrases_future_forms.csv 2 Performance consulting active edit_ol_qa pix/icons8-collaboration-100_white.png Discuss the following excerpt from 'The Six Disciplines of Breakthrough Learning' workshop Faced with a performance deficit, business leaders often assume that a training program is the answer. That is true when the root cause of the suboptimal performance is a lack of skill or knowledge. However, many other factors in a business’s structure, processes, and climate can adversely affect performance. If training is prescribed without first identifying the true cause of the performance deficit, then the training may fail to improve performance; the time and resources invested will be wasted. Andrew Jefferson, JD - Roy Pollock, DVM, PhD src: 'The Six Disciplines of Breakthrough Learning' workshop leaflet How do you make sure that a training programme is the solution to a performance deficit? ✓ compare needed performance prior to and expected performance post training ✓ collect feedback from managers on how colleagues make use of new skills at work In what situation was training not the answer? What are the dangers of assuming training is the answer? 〆culture-related issues, local customs and individual values can't always be addressed by training adversely = going in the opposing direction, having a negative effect What gaps, lacks, needs could not be addressed yet by the CU? 〆hard skills for blue collars (because the CU focuses on soft skills for managers) = is covered by the technical university 〆digitalisation? 〆automation]]> suboptimal = of less than the highest standard or quality adversely = going in the opposing direction, having a negative effect to prescribe = (used about a person or an organization with authority) to say what should be done or how sth should be done of I need to write it down it ]]> 20210615 10:40-11:20 1 active Explaining how the learning solutions portfolio addresses professional & personal needs By the end of this session you will have studied print Download onto your tablet or print the following pdf for our next lesson. Articles mindmap articles_mindmap.pdf Optional homework smartphone or tablet device print Download onto your tablet or print the following pdf for our next lesson. English Grammar in Use - Intermediate by Murphy, Cambridge University Press Unit 77 78 79 articles icons8-hand-with-pen-100.png pg 154-159 Complete exercises key to exercise Check your answers with the key at the end of the file english_grammar_in_use_intermediate_3rd_ed_murphy_cambridge_unit77-78-79_articles_w_key.pdf print Practice with articles → place a zero article (-), indefinite (a, an) or definite article (the) in the gaps [ ] 2 NLMK CU learning strategy and HR personnel development strategy smartphone or tablet device print Download onto your tablet or print the following pdf for our next lesson. pg 6 Seven directions of the NLMK CU learning solutions portfolio → reading for gist → list new expressions CLIP_02.06.2021_wip_dpotter.pdf quarterly test EF Quarterly test Review grammar & vocab zoom_meeting.png Zoom meeting details Meeting ID: 841 1087 1177 https://efedu.zoom.us/j/84110871177 ]]> 2 NLMK CU learning strategy and HR personnel development strategy (was scheduled as prep) active edit_text_for_reading_task textbook Place a zero article (-), indefinite (a, an) or definite article (the) in the gaps [ ] The = [1] (-) = [2] (-) = [3] an = [4] the = [5] the = [6] the = [7] (-) = [8] a = [9] (-) = [10] (-) = [11] (-) = [12] The = [13] (-) = [14] the = [15] the = [16] the = [17] (-) = [18] (-) = [19] (-) = [20] The = [21] (-) = [22] the = [23] (-) = [24] (-) = [25] the = [26] (-) = [27] Interface with HR processes The NLMK CU learning strategy and HR personnel development strategy should be closely connected since CU learning actions are an integral part of the HR cycle, the performance appraisal and competencies development cycle. (see Figure 2 below). NLMK CU is not involved in the regular performance assessment and other evaluations. Overall, it is positioned as a Center of expertise in corporate leadership learning and development. The HR Department formulates Individual Development Plans for managers based on the Competency Model, their regular assessments, the findings of Personnel and Talent Commissions, and the 70/20/10 principle: 70% development from job-related experiences, 20% development from interactions with others, and 10% development through formal educational events. Annual Learning & Development Plan and CU learning solutions portfolio are designed on the basis of all collected learning and development needs, NLMK strategic priorities, the gap analysis of managers' competencies and worldwide trends. Interface with HR processes [1] The NLMK CU learning strategy and [2] the / (-) HR personnel development strategy should be closely connected since [3] CU learning actions are [4] an integral part of [5] the HR cycle, performance appraisal and competencies development cycle. [6] The NLMK CU is not involved in [7] (-) regular performance assessment and [8] (-) other evaluations. Overall, it is positioned as [9] the Centre of [10] (-) expertise in [11] (-) corporate leadership learning and [12] (-) development. [13] The HR Department formulates Individual Development Plans for [14] (-) managers based on [15] the Competency Model, their regular assessments, [16] (-) findings of Personnel and Talent Commissions, and [17] the 70/20/10 principle: 70% development from [18] (-) job-related experiences, 20% development from [19] (-) interactions with others, and 10% development through [20] (-) formal educational events. [21] The Annual Learning & Development Plan and [22] the CU learning solutions portfolio are designed on [23] the basis of all [24] (-) collected learning and development needs, [25] (-) NLMK strategic priorities, [26] the /a gap analysis of managers' competencies and [27] (-) worldwide trends. 2 Learning solutions portfolio]]> Learning solutions portfolio active edit_2columns_2qa prep_ol_qa pix/icons8-construction-100_white.png Answer the 1st question, then explain the 7 directions the portfolio consists of. Practise future forms. dashboard ]]> will focus on dashboards data such as profitability and volume of production, but... Personnel are going to need training in... As a result, the corporate university will participate in conferences to anticipate needs and support (3) innovation and changes at NLMK.]]> 1 strategy and cost management Using strategy priorities, we're going to... 2 production system It will play a key role in... 3 innovations and changes Thanks to..., these are going to be new competencies for our managers 4 people and teams 5 management level programmes 6 onboarding 7 internal trainers’ development What are the differences between business and personnel needs? → business needs will ✓ focus on general dashboards data e.g. profitability, volume of production, differentiation of products... ✓ use learning solutions ✓ managers set NLMK strategic priorities and learning needs for their subordinates → personnel needs ✓ foster a pleasant working environment ✓ be motivated & engaged in the strategy and tasks of the CU ✓ identify & close gaps thanks to IDP ✓ become more competent ✓ improve communication ✓ solve conflicts ✓ Competency Model gap analysis and learning needs set by NLMK employees IDP Individual Development Plan How can the NLMK CU support the following directions? 1 strategy and cost management 2 production system 3 innovations and changes 4 people and teams 5 management level programmes 6 onboarding 7 internal trainers’ development 1 strategy and cost management e.g. EBITDA management level course with INSEAD 2 production system e.g. best practice 3 innovations and changes e.g. participate in relevant conferences to anticipate changes 4 people and teams e.g. show how to be a good manager 5 management level programmes e.g. 3 courses at top, middle & foremen levels 6 onboarding e.g. now in the process of creating new e-courses specially designed for both newly promoted managers & new employees 7 internal trainers’ development e.g. LTL - Leaders Teach Leaders 3 How is your company shaping and fostering management culture? (scheduled as prep 20210622)]]> How is your company shaping and fostering management culture? (scheduled as prep 20210622) active edit_text_for_reading_task Read the text. Match the underlined expressions in the text with the definitions. role-model = person that you admire and try to copy to pay lip service = to say that you support or agree with sth without doing anything to prove it to preach = to tell people about a particular religion, way of life, system, etc. in order to persuade them to accept it to empower = to delegate authority to name but a few = to give just a few examples because there are many more subsequently = next owing to = thanks to, because of groomed = prepared or trained for an important job or position perceived = considered, thought of role model. Managers should not just pay lip service, they should actually practise what they preach. Oleg Bagrin, an inspirational leader, set standards in fostering our management culture. 2. We have created learning solutions which covered standards of managerial work, how to provide feedback & empower staff, and how to deal with conflictual situations, to name but a few. 3. In order to run these courses we have chosen and subsequently trained top and middle managers to perform also as internal trainers. They are key resources owing to their expertise and recognised authority. 4. We will soon be celebrating our 5th anniversary. During this period, we have created 21 learning solutions and groomed more than 400 internal trainers, who - in turn - have taught more than 21 000 employees. 5. These are just numbers. But what have we really achieved? We have changed the standards of managerial practice, now it is perceived as normal to be a trainer. ]]> 70/20/10 principle = 70% development from job-related experiences, 20% development from interactions with others, and 10% development through formal educational events dashboard = part of a car in front of the driver that has instruments and controls in it; type of graphical user interface which often provides at-a-glance views of key performance indicators (KPIs) relevant to a particular objective or business process. In other usage, "dashboard" is another name for "progress report" or "report" and considered a form of data visualization EBITDA /i bi ta:/ = Earnings before Interest, Taxes, Depreciation and Amortization; widely used in many areas of finance when assessing the performance of a company, such as securities analysis. Allows a comparison of profitability between different companies, by discounting the effects of interest payments from different forms of financing (by ignoring interest payments), political jurisdictions, etc onboarding = (aka organisational socialisation) management mechanism through which new employees acquire the necessary knowledge, skills, and behaviours in order to become effective organizational members and insiders building being built now As If I understand you right well ]]> personal /'pə:sənəl/ (your own) personnel /,pə:sə'nel/ (staff) 20210610 20210608 09:50-10:30 1 active Learning & personnel development strategies By the end of this session you will have studied print Download onto your tablet or print the following pdf for our next lesson. future_forms_mindmap.pdf print 3 Goals and the so-called Super Goal → answer questions 3-6 → recycle vocab Hint: You may click on the hand with a pen icons8-hand-with-pen-100.png to open a box, write your answers, and save them in text format on your computer. 3 Goals and the so-called Super Goal Optional homework (depending on your needs) English Grammar in Use - Intermediate by Murphy, Cambridge University Press Unit 19 20 Present continuous vs going to - Appendix the future icons8-hand-with-pen-100.png Complete exercises pg 308 309 310 ex 10 11 12 13 english_grammar_in_use_intermediate_3rd_ed_murphy_cambridge_appendix_ex_10-11-12-13_the_future_w_key.pdf zoom_meeting.png Zoom meeting details Meeting ID: 841 1087 1177 https://efedu.zoom.us/j/84110871177 ]]> 3 Goals and the so-called Super Goal (cont. from previous lesson) active edit_ol_qa pix/icons8-collaboration-100_white.png pix/icons8-dictionary-100_white.png pix/icons8-reading-100_white.png pix/icons8-theatre-mask-100_white.png Discuss in groups the following questions. Practise future simple, future continuous and future perfect. Don't forget to use time markers to justify the use of the future perfect! (e.g. by 2022). Hints are only to help you start thinking - they may be wrong will be running (future continuous) our development strategy in yearly, 2-year and 3-year cycles. This will foster (future simple) a strong management culture. We will have reached (future perfect) our so-called Super Goal to be an internationally recognized Corporate University by 2022.]]> How will you be shaping and fostering management culture? Oleg Bagrin, an inspirational leader, set standards in fostering management culture. His role model will be copied by subordinate managers used to Soviet style, vertical management. Managers need training in managing other managers rather than staff. They will be focusing on horizontal management skills. We will be using benchmarking tools & best practice. We will be enquiring about the needs of our target audience. Management level 4 Talent Pool Development Programme? Who will have developed leadership and corporate competencies? The HR's role is misunderstood. Managers are still under the influence of the Soviet, vertically integrated system. Their mentality is not compatible with the principle of subsidiarity. Managers hold HR responsible for their self-development. They also perceive HR as an administrative body only. Managers will be expected to be responsible for their self-development and not rely only on HR. active participants in ECLF (Executive Corporate Learning Forum)? What tools will enable you to unlock/support/enhance leadership potential? The CU will provide examples of self-learning and not only leadership. New technologies will help unlock access to horizontal management. Recruitment of new people from varied horizons (who studied and/or worked abroad) will support leadership. Bonuses could be awarded to managers who impact on the turnover. Change management courses address resistance of elder to change & new technologies Generation gap calls for different tools Leader Work Standard? How will you establish a systematic approach to knowledge management? ✓ share best practices and experience ✓ build a self-learning organization When do you think you will perhaps have become the best learning organization for the development of customized learning solutions? ... once the new generation will have replaced the current one which is still handicapped by the vertical management style of the Soviet legacy by 2026, on the CU's 10th anniversary! What will you need to achieve the best system for the development of managers as internal trainers? ✓ financial incentives ✓ approval of managers to let staff put self-development higher on their agenda better GUI than experience provided by SAP modules Articles mindmap active textbook Articles mindmap
articles_mindmap.pdf ]]> 20191010-1219 Articles (practice) active review 2 NLMK CU learning strategy and HR personnel development strategy (scheduled as prep for 20210615)]]> active edit_text_for_reading_task Place a zero article (-), indefinite (a, an) or definite article (the) in the gaps [ ] The = [1] (-) = [2] (-) = [3] an = [4] the = [5] the = [6] the = [7] (-) = [8] a = [9] (-) = [10] (-) = [11] (-) = [12] The = [13] (-) = [14] the = [15] the = [16] the = [17] (-) = [18] (-) = [19] (-) = [20] (-) = [21] (-) = [22] the = [23] (-) = [24] (-) = [25] the = [26] (-) = [27] Interface with HR processes The NLMK CU learning strategy and HR personnel development strategy should be closely connected since CU learning actions are an integral part of the HR cycle, the performance appraisal and competencies development cycle. (see Figure 2 below). NLMK CU is not involved in the regular performance assessment and other evaluations. Overall, it is positioned as a Center of expertise in corporate leadership learning and development. The HR Department formulates Individual Development Plans for managers based on the Competency Model, their regular assessments, the findings of Personnel and Talent Commissions, and the 70/20/10 principle: 70% development from job-related experiences, 20% development from interactions with others, and 10% development through formal educational events. Annual Learning & Development Plan and CU learning solutions portfolio are designed on the basis of all collected learning and development needs, NLMK strategic priorities, the gap analysis of managers' competencies and worldwide trends. Interface with HR processes [1] The NLMK CU learning strategy and [2] the / (-) HR personnel development strategy should be closely connected since [3] CU learning actions are [4] an integral part of [5] the HR cycle, performance appraisal and competencies development cycle. [6] The NLMK CU is not involved in [7] (-) regular performance assessment and [8] (-) other evaluations. Overall, it is positioned as [9] the Centre of [10] (-) expertise in [11] (-) corporate leadership learning and [12] (-) development. [13] The HR Department formulates Individual Development Plans for [14] (-) managers based on [15] the Competency Model, their regular assessments, [16] (-) findings of Personnel and Talent Commissions, and [17] the 70/20/10 principle: 70% development from [18] (-) job-related experiences, 20% development from [19] (-) interactions with others, and 10% development through [20] (-) formal educational events. [21] The Annual Learning & Development Plan and [22] the CU learning solutions portfolio are designed on [23] the basis of all [24] (-) collected learning and development needs, [25] (-) NLMK strategic priorities, [26] the /a gap analysis of managers' competencies and [27] (-) worldwide trends. 70/20/10 principle = 70% development from job-related experiences, 20% development from interactions with others, and 10% development through formal educational events incentive = (for / to sb/sth) (to do sth) something that encourages you to do sth enter introduce | allow sth new in their life I didn't hear about it too either I agree with you for 100% They spend a lot of time for on training But on the other way hand , our managers have... How can we enter introduce this solution in (into) our company? ]]> 20210601 10:40-11:20 1 active Describing the principal missions & goals of the CU By the end of this session you will have studied The course log is available in the dynamic menu top left floating menu. session dates Click on any session date to check feedback, new vocab, etc. smartphone or tablet device print Download onto your tablet or print the following pdf for our next lesson. English Grammar in Use - Intermediate by Murphy, Cambridge University Press Unit 25 when I do / when I've done / when and if icons8-hand-with-pen-100.png Complete exercises key to exercise Check your answers with the key at the end of the file english_grammar_in_use_intermediate_3rd_ed_murphy_cambridge_unit25_when_i_do_when_i_ve_done_w_key.pdf smartphone or tablet device print Download onto your tablet or print the following pdf for our next lesson. pg 3 Strategy 2022 goals pg 5 Principal Missions of the Learning Organisation → reading for gist → list new expressions CLIP_02.06.2021_wip_dpotter.pdf @ Irina icons8-hand-with-pen-100.png Writing → complete the graded correction of your essay (use the file you have received) → update where indicated (save changes automatically in a different colour using the revision feature) → send back for a final review by e-mail duncanpotter@yandex.ru zoom_meeting.png Zoom meeting details Meeting ID: 841 1087 1177 https://efedu.zoom.us/j/84110871177 ]]> 1 Strategy 2022 goals active shuffled_words_in_sentences The purpose of the NLMK CU is leadership and corporate competencies development to support the NLMK Group Strategy 2022, which consists of 4 goals:]]> efficiency in Leadership operational Leadership in operational efficiency steel low-cost in Growth production Growth in low-cost steel production world portfolio class sales World-class sales portfolio in Leadership safety sustainability and Leadership in sustainability and safety 20200415-1657 Position of adverbs in future, affirmative and negative tenses active grammar 20190724-2308 Present simple instead of future after a time marker active grammar 2 Principal Missions of the Learning Organisation active edit_ol_qa pix/icons8-collaboration-100_white.png pix/icons8-dictionary-100_white.png pix/icons8-reading-100_white.png pix/icons8-theatre-mask-100_white.png Discuss in groups the following questions. Practise adverbs and present simple instead of future after a time marker. as soon as, once, when, after... unlikely, possibly, likely, probably, certainly, surely Once we are an internationally recognised corporate university we will probably have... We certainly won't need any more training in... when staff receive education in...]]> How will you enhance the NLMK Group's competitiveness? As soon as... we will certainly invest in the development of leadership competencies for all managers and talent pool candidates Once predictive learning analytics have become available, it will help us making projections & focus resources in the right direction (being pro-active) Once we foster management culture we will have employees who understand the strategy of the NLMK group How will you become the best centre of corporate learning expertise for the company’s employees? Once we are accredited, we will evolve into an ecosystem which... Once we have mastered the learning management system (LMS), we will have a very convenient solution for all our employees to find... Once we accumulate all the best practice we may disseminate | cascade knowledge to lower levels We probably won't have become the best centre of corporate learning expertise until we establish a systematic approach to learning management 20210506-0027 Future simple, future continuous, future perfect active grammar Which action is 'in progress'? ✓ (4~5) I will be travelling next week = future continuous Which action is a 'point in time'? ✓ (4.5) I will visit the customer (on Tuesday) = future simple Which action will be completed by a certain time? ✓ (5) I will have signed the contract = future perfect ]]> 3 Goals and the so-called Super Goal (scheduled 20210608)]]> Goals and the so-called Super Goal (scheduled 20210608) active prep_ol_qa edit_ol_qa pix/icons8-collaboration-100_white.png pix/icons8-dictionary-100_white.png pix/icons8-reading-100_white.png pix/icons8-theatre-mask-100_white.png Discuss in groups the following questions. Practise future simple, future continuous and future perfect. Don't forget to use time markers to justify the use of the future perfect! (e.g. by 2022). Hints are only to help you start thinking - they may be wrong will be running (future continuous) our development strategy in yearly, 2-year and 3-year cycles. This will foster (future simple) a strong management culture. We will have reached (future perfect) our so-called Super Goal to be an internationally recognized Corporate University by 2022.]]> How will you be shaping and fostering management culture? Oleg Bagrin, an inspirational leader, set standards in fostering management culture. His role model will be copied by subordinate managers used to Soviet style, vertical management. Managers need training in managing other managers rather than staff. They will be focusing on horizontal management skills. We will be using benchmarking tools & best practice. Management level 4 Talent Pool Development Programme? Who will have developed leadership and corporate competencies? The HR's role is misunderstood. Managers are still under the influence of the Soviet, vertically integrated system. Their mentality is not compatible with the principle of subsidiarity. Managers hold HR responsible for their self-development. They also perceive HR as an administrative body only. Managers will be expected to be responsible for their self-development and not rely only on HR. active participants in ECLF (Executive Corporate Learning Forum)? What tools will enable you to unlock/support/enhance leadership potential? The CU will provide examples of self-learning and not only leadership. New technologies will help unlock access to horizontal management. Recruitment of new people from varied horizons (who studied and/or worked abroad) will support leadership. Bonuses could be awarded to managers who impact on the turnover. Leader Work Standard? How will you establish a systematic approach to knowledge management? ✓ share best practices and experience ✓ build a self-learning organization When do you think you will perhaps have become the best learning organization for the development of customized learning solutions? ... once the new generation will have replaced the current one which is still handicapped by the vertical management style of the Soviet legacy by 2026, on the CU's 10th anniversary! What will you need to achieve the best system for the development of managers as internal trainers? ✓ financial incentives ✓ approval of managers to let staff put self-development higher on their agenda better GUI than experience provided by SAP modules sustainability = that can continue or be continued for a long time without endangering future generations, which is financially viable to enhance = to improve to foster = to encourage sth to develop principle of subsidiarity = political policy in which power to make decisions is given to a smaller group at local level, used especially about the European Community giving power to its member countries GUI = graphical user interface when if you prefer, we can go to a restaurant I 'm agree with you We will became become the best centre of corporate learning expertise when... For now we will start (are starting | will be starting) our programme If we do all these things we will have achieved our targets in time (you know the deadline) | by 2022 (= 1st conditional) ]]> 20210525 10:40-11:20 1 active Explaining the role of the Corporate University By the end of this session you will have studied The course log is available in the dynamic menu top left floating menu. session dates Click on any session date to check feedback, new vocab, etc. smartphone or tablet device print Download onto your tablet or print the following pdf for our next lesson. pg 3 Brief history of the Learning Organisation → reading for gist → list new expressions CLIP_02.06.2021_wip_dpotter.pdf icons8-hand-with-pen-100.png Writing Essay #1 - 70 words What are your department's strategy goals for 2022? What is our role within NLMK? Essay #2 - 100 words Building a self-learning organisation, what does it mean to you? Essay #3 - 150 words How is your company shaping and fostering management culture? How do your department managers share best practices with employees? Essay #4 - 200 words How does your team identify needs for learning coming from management in a top-down approach? What kinds of programmes are in place to increase efficiency and problem solving in working tasks for managers? → complete ONE essay set during the placement test → send by e-mail duncanpotter@yandex.ru zoom_meeting.png Zoom meeting details Meeting ID: 841 1087 1177 https://efedu.zoom.us/j/84110871177 ]]> Review new vocab with space repetition software. Check in the right column (or use the link below): inc_cci_course_admin/how_to_use_srs.inc Check contents of the course outline - subject to your approval inc_cci_course_admin/course_outline_ef.inc active textbook CLIP_02.06.2021_wip_dpotter.pdf T / Cl Feedback ]]> 2 Role of the Corporate University active edit_text_for_reading_task Read the text. Match the underlined expressions in the text with the definitions. to cascade = to disseminate information from senior to junior levels in an organization talent = people or a person with a natural ability to do sth well pool = group of people available for work when needed part and parcel = emphasizing that sth is involved or included in sth else to address = to think about a problem or a situation and decide how you are going to deal with it to underpin = to support or form the basis of an argument, a claim, etc cascading knowledge and experience to the next levels. 2. The NLMK CU target audience consists of about 6000 managers and internal talent pool for management positions, as well as strategic partners, ecosystem managers and key customers. 3. In addition to developing and delivering learning solutions, the NLMK CU team provides scientific L&D data and technical materials, supports and expands the NLMK professional library, organises conferences, strategic sessions and workshops, develops e-learning courses, etc. 4. Because the CU is part and parcel of the company, it can address the needs of managerial learning better than an outsourced trainer. The CU's goal is to help managers and leaders think about the strength and weaknesses of, and alternatives to, their existing knowledge that underpins their actions. ]]> 3 Stages of managerial learning pix/icons8-dictionary-100_white.png active edit_text_for_reading_task Match the stages with their definitions Managerial learning involves managers' attempts to develop an understanding of the connections between their actions and an organization's outcomes, as well as the role of an organization (src: Google). The CU assists managers and leaders in their progression through 3 stages... managers think about the strength and weaknesses of, and alternatives to, their existing knowledge that support their actions = being critically reflective managers are able to do without knowing how they do it = being effective managers know how they do it = being reflective being effective = managers are able to do without knowing how they do it being reflective = managers know how they do it being critically reflective = managers think about the strength and weaknesses of, and alternatives to, their existing knowledge that support their actions 4 Role play role_play active Recycle new expressions and language. You work at NLMK. Explain the role of your CU (Corporate University) ✓ facilitate acquisition of new knowledge, skills and new practices (... important part of the company's success) ✓ make it clear to employees (... how to become independent learners) ✓ 2016 ✓ to centralize ✓ to unify a group-wide system of management education ✓ Leaders Teach Leaders ✓ cascade knowledge and experience ✓ rely on internal training to preserve confidentiality of industrial solutions ✓ put in place a knowledge management system to maintain a viable learning environment (...) You are a journalist. Ask questions about the company's corporate university. Established? (When...) Why? (was it...) Size of target audience? (What...) Kind of data & materials? (to provide) LTL? (What... to stand for) Knowledge management? (How different...) Goal of the corporate university? (What...) Self-learning organization? (How...) (...) self-sufficiency = autonomy profitable = that makes or is likely to make money ensuring = making sure that sth happens raw = in its natural state; not yet used or made into sth else effectiveness = producing a successful result leverage = having the ability to influence balanced = in equal, correct or good amounts widespread = existing or happening over a large area portfolio = range of products or services ASU = apparent steel use (ASU) is defined as production plus net imports minus net exports and commonly used to measure steel demand. ASU can be calculated for finished steel and crude steel equivalent. ASU per capita is calculated by dividing total consumption by population size to cascade = to disseminate information from senior to junior levels in an organization LTL = Leaders Teach Leaders approach being effective (about managers) = managers are able to do without knowing how they do it being reflective (about managers) = managers know how they do it being critically reflective (about managers) = managers think about the strength and weaknesses of, and alternatives to, their existing knowledge that support their actions ( in which year ) (when) the CU was established? ...to centralise into sth a whole comprehensive entity The next question is about which kind of solutions do you provide your staff with How do you want to get achieve this goal? The average (total?) size is 6000 managers ]]> 20210518 10:40-11:20 1 active UNIT 1: PRINCIPAL MISSIONS OF THE LEARNING ORGANISATION - Introducing your company By the end of this session you will have studied print Download onto your tablet or print the following pdf for our next lesson. CLIP_02.06.2021_wip_dpotter.pdf zoom_meeting.png Zoom meeting details Meeting ID: 841 1087 1177 https://efedu.zoom.us/j/84110871177 ]]> active textbook background assessment - Lyudmila AOI (area of interest) learning history 〆 no exams passed exposure to L2 ✓ 3x / week ✓ interlocutors from France, Spain, Portugal spelling ✓ BrEn linguistic expectations ✓ general English goals ✓ achieve level intermediate by September 21 background assessment - Evgeniy AOI (area of interest) learning history 〆 no exams passed exposure to L2 ✓ 3x / week ✓ interlocutors from France, Spain, Portugal spelling ✓ BrEn linguistic expectations ✓ general English goals ✓ achieve level intermediate by September 21 --> Number of teaching hours per level (according to ALTE - Association of Language Testers of Europe) CEF (Common European Framework) Guide, Pearson
Common European Framework, Guide in Pearson - number of teaching hours per level (according to ALTE)
EF - levels & exams concordances
levels & exams, EF
EF logo Estimated level 20210420 speaking B1 (intermediate) EF level 7 / 8

]]> active textbook steel industry, Wikipedia

Steel production (in million tons) by country in 2007

T / Cl What key figure do you need to express business performance? ✓ turnover What indicator(s) do you need to describe market needs in the steel industry? ✓ ASU = apparent steel use (ASU) is defined as production plus net imports minus net exports and commonly used to measure steel demand. ASU can be calculated for finished steel and crude steel equivalent. ASU per capita is calculated by dividing total consumption by population size ]]> 1 Overview of the steel industry pix/icons8-collaboration-100_white.png active edit_ol_qa edit_text_for_reading_task prep_ol_qa textbook Look at the map. Answer in groups the following questions. Which countries are the biggest producers of steel? Which country accounts for about a third of the world share? In 2005, China was the top steel producer with about one-third of the world share; Japan, Russia, and the US followed respectively (src: British Geological Survey) to account for = to be responsible for Why is steel important for the development of a country? Many industries, such as the car industry, gas pipelines, etc, depend on steel. Most of equipment and materials are made from steel (electrotechnical steel) electrotechnical steel = электротехническая сталь What countries caused a massive increase in the demand for steel at the beginning of the millennium? The economic boom in developing countries, such as China and India, caused a massive increase in the demand for steel. Between 2000 and 2005, world steel demand increased by 6% economic boom = sudden increase in trade and economic activity; a period of wealth and success demand = desire or need of customers for goods or services which they want to buy or use; спрос 2 Introducing your company active edit_text_for_reading_task prep_ol_qa edit_ol_qa Read the text. Match the underlined expressions in the text with the definitions. self-sufficient = autonomous profitable = that makes or is likely to make money to ensure = to make sure that sth happens raw = in its natural state; not yet used or made into sth else effectiveness = producing a successful result leverage = having the ability to influence balanced = in equal, correct or good amounts widespread = existing or happening over a large area portfolio = range of products or services profitable steel-makers in the world. It is self-sufficient in key raw materials and energy. Also, its production capacity is technologically superior. 2. It has a diversified product mix. This ensures its leading position in local markets and sales effectiveness. 3. The group is able to react quickly to changing market conditions because it can leverage NLMK Group advantages. These strong points are: ✓ flexible production chain ✓ balanced product mix ✓ efficient sales system ✓ widespread customer portfolio ]]> 3 Role play role_play active Recycle new expressions and language. You work at NLMK. Explain why your company is a market leader. ✓ acquisition of new knowledge, skills and new practices (... important part of the company's success) ✓ make it clear to employees (... how to become independent learners) ✓ self-sufficient in key raw materials and energy ✓ flexible production chain ✓ balanced product mix ✓ efficient sales system ✓ widespread customer portfolio ✓ digitalisation of processes (...) You are a journalist. Ask questions about the company. Biggest advantage? (What is...) Most efficient and profitable steel-makers in the world? (Why is...) React quickly to changing market conditions? (Why...) Final stage or goal of the development of any corporate university or training department? (→ become a self-learning organization) (...) electrotechnical steel = электротехническая сталь to account for = to be responsible for economic boom = sudden increase in trade and economic activity; a period of wealth and success demand = desire or need of customers for goods or services which they want to buy or use self-sufficient = autonomous profitable /ˈprɔfɪtəbl/ = that makes or is likely to make money raw = in its natural state; not yet used or made into sth else; сырой материал to ensure = to make sure that sth happens range = variety of things of a particular type effectiveness = producing a successful result leverage = having the ability to influence balanced = in equal, correct or good amounts widespread = existing or happening over a large area portfolio = range of products or services losses = something lost (especially money lost at gambling) too neither We can sell to another other countries It is always the China What is the biggest amount of steel production which you have had last year? ...to manage all processes very good well Yes, I'm agree We have opportunities to don't not stop production I don't have haven't had (any) practice for one year ]]> advantage /ə'dvæntidʒ/ sufficient /səˈfɪʃənt/ profitable /ˈprɔfɪtəbl/ technology /tekˈnɔlədʒɪ/ future By the end of this session you will have studied print Download onto your tablet or print the following pdf for our next lesson. ]]> active textbook active textbook