Training Manager

Farnaz Namin-Hedayati, Ph.D.

**** **** ****** **** **. Windermere, FL 34786 Tel: 407-***-****

e-mail: ***********@*****.***

Doctor of Industrial Organizational psychology and executive with broad

human capital experience in both domestic and international environments,

across corporate and government entities. Leader in developing selection

strategies, including

work-force analysis, and forecasting, job analysis, and talent vs.

organization strategic planning. Intellectually and experientially

equipped to maximize the effectiveness of Program development initiatives

through in-depth research and benchmarking to align employee engagement

strategies, with performance efforts and organization challenges. A

strategic thinker, with a focus on accuracy and sustained results.

Employer of highly practical and creative approaches to consistently

measure the relationship between business strategy and human capital,

especially following organization change . With the constant vision and

emphasis on HR metrics, I aim to increase the value of the HR function as

the leader in attaining organization-wide objectives through leader and

team engagement and effectiveness.

Assessments tools for Strategic and systems Post-change Leader

leadership effectiveness enhancing and follower

change management effectiveness

Training

Team development and Statistical analysis and Communication

Workforce planning research Effectiveness and

De design for Conflict Resolution

culture effectiveness

Pr and program

improvement

Engagement of Emotional Employee Engagement / Employee

Intelligence principles Retention selection tools

and 360 Degree Feedback

Utilizing Six Sigma Performance Improvement Quantitative and

Principles for quality Strategies qualitative methods

effectiveness measuring team and

organization

success

indicators

Education

California School of Professional Psychology, Alhambra, CA

Doctorate and Master in Industrial/Organizational Psychology Ph.D. 2007

Master of Science Organization Behavior, M.S. 2003

Pepperdine University, CA

Master of Arts

Psychology, June 2000

University of California, Irvine, CA

Bachelor of Arts in Social Ecology, 1997

Professional Experience

Center for Work Life, Windermere, Fl 2007 -

Present

Principal

. Assessment and analysis of client organizations key business and

people competencies

. Analysis and alignment of business strategy and human capital goals

through research design and integration of cultural assessments

. Training module formulation and planning for organization change and

engagement

. Design and Delivery of talent acquisition metrics, for process

improvement and human capital goals.

. Serve as engagement expert for client organizations to improve

employee effectiveness

. Developer of Assessment tools to measure leadership and employee

feedback and communication effectiveness through Emotional

Intelligence principles.

. Leader/Consultant in organization restructuring for post-merger/

change initiatives

. Developer and deliverer of assessment tools in measuring market

condition in relations to the business life-cycle, and leader and

business strategic planning.

. Development and measurement of 360 degree feedback across positions

and departments

. Delivery of metrics studies to align human capital performance to meet

business objectives

. Industrial/Organizational Expert speaker on news and publication media

outlets such as Huffington Post, FOX, etc.

Example of Projects at Center for Work Life

Mitsubishi Caterpillar forklift Europe

2008-2009

Mitsubishi Caterpillar Forklift Europe B.V. (MCFE) in Almere is a total

supplier of Mitsubishi and Caterpillar forklifts and warehouse

transportation tools. The company produces and delivers from their location

in Flevoland around 14.000 forklift trucks and other warehouse supply tools

per year. A high tech, well-constructed and overall reliable brand.

However, in response to loss of competitive advantage as noticed by

General Manager of the Business Support Department, Innovent consulting

was brought in. Through the change initiative, a CRM system was installed

to discover customer complaints and problems in the early stages. For

example in the Customer Shop Modifications department, where very complex

customer requirements were handled, the CRM system was directly

incorporated in to the feedback system of the machinery maintenance.

Upon implementation of the CRM system, the organization became more lean;

Information which was updated in the past by three different people was now

completed by one employee. Workflows were simplified and bottlenecks were

eliminated. As a results, employee engagement was highly increased and

opportunities for integration of initiatives was propolgated. The effect of

a good working CRM system are now also noticeable in the preliminary

stages, for example complaints are logged and are followed up in a more

secure and faster way when in the past there was an inefficient 'informal'

approach. As a result overall, today they can handle the complexity of

customer requirements in better ways.

Bank of America

2007-2008

1. Joined forces with Change Management Consultants in response to B of

A's low employee satisfaction data results and employed system

enhancing change management principles for employee and work place

culture initiatives. Revamped job design and training strategies in

adapting to new workplace environment. Tested "mock- up building

in anticipation of potential bottlenecks effecting productivity

ratios.

2. In response to CEO, Ken Lewis's initiative to redirect

organization focus to customer and quality, managed the process

of Six Sigma planning and quality change initiatives. Linked Six Sigma

to business strategy, to grow business organically through improving

customer satisfaction. Upon obtaining buy-in from the top, and

certifying 80% of the Management Operating Committee green and black

belt, gathered and analyzed customer data, which in turn improved core

process capabilities and built quality driven skill sets. Toward

completion of project, was able to significantly improve customer

delight scores. Measured significant decline in the number of

dissatisfied customers, and improved on-line banking enrollment process

yielding 60% as opposed to previous 40%. Transportation in Consumer

Card Services was also decreased by 80%.

GDG Consulting LLC

2006-2007

Career and Talent development specialist,

Expert and liaison between organization and candidates.

Served as consultant for hiring organizations, in developing talent and

acquisition strategies, work-force planning, forecasting and vacancy

management.

In charge of collaborating with the HR organization to plan engagement

efforts, and process improvement within the recruitment function.

Provided advisory services in the administration and management functions

in order to identify best practices and to improve the talent acquisition

process.

Served as the expert in the design and implementation of training and

learning opportunities in supporting human capital initiatives, by

assessing strategic/leader needs in the organization, developing unique

assessments, analyzing data and instructing on areas of improvement.

Served as the expert to the organization by collaborating with senior

executives to solve complex HR talent issues and established goals in

detailing competency mapping, and matching candidates through GDG to serve

the organization.

Clients have ?included companies in publishing, financial services, travel

and tourism, manufacturing, and not-for-profit.

The City of New York, New York, NY

2003-2004

Organization Development Consultant

Division of Small Business Services

. In support of the HR vice presidents led the evaluation of the

compensation program within the various divisions executive job bands

. Mentored staff in the development of the HRIS system and provided

reports and training modules to implement the change process and

procedures.

. In charge of assessing project scope by identifying and selecting

industry-related research sources to enhance projects.

. Headed the program evaluation competencies including the design and

effectiveness of training materials on an on-going basis.

. Statistically analyzed comparative data and developed costs and gains

categories within talent and compensation analysis.

. Assessed evaluation plan, programs and policies and identified best

practices and objectives.

. Developed, revised, and modified regulatory updates and recommended

reports and findings.

. Communicated with senior executives to assess various teams through

quantitative and qualitative analysis to prepare training

presentations and to implement materials for technology solutions.

The Los Angeles Free Clinic, Los Angeles, CA

2002 -2003

. Task reengineered 3 sites, 5 departments and 450 key employees.

. Diagnosed and improved operational efficiency, in order to deliver

shareholder value and increased speed of service by 55%.

. Managed the design, launch and facilitation of training and learning

opportunities to maximize stakeholder's use of talent acquisition

systems.

. Mentoring staff in the development of learning materials.

. In charge of performing initial project evaluations, as well as

identifying and selecting industry-related research sources to enhance

projects.

. Managed the talent acquisition process and provided technical

information on employment policies and systems.

. Developed, revised, and modified employee and customer courses as

necessary for classroom or web-based delivery.

. Worked with various teams and focus groups in order to prepare

training presentations and to implement materials for technology

solutions which resulted in the provision of supportive documentation

for technology solutions.

. Responsible for designing internal and external

communication assisting in the update of training and implementing

documentation as necessary for solution upgrades.

. Headed the program evaluation competencies including the design and

effectiveness of training materials on an on-going basis.

. Led the job analysis program and redesigned system to update

requirements.

. Led the implementation of Computerized Performance Appraisal System

which improved mutual accountability by 70% through utilization of 360

degree feedback, and other assessment tools.

. Reduced employee turnover by 35% with improved selection criteria

encompassing competency models and performance contingencies.

the Irvine Company, Irvine California

2000-2002

One of America's most respected and diversified private real estate

companies with a high-quality investment portfolio that includes 115

apartment communities, 475 office buildings, 41 retail centers, five yacht

marinas, and resort properties of approximately 300 rooms and suites.

Served as assistant manager to property manager in response to the decision

of the chairman Donald Bren to ride low and lean and to steer projects into

new direction in broadening his firm's role as an 'executive developer' and

to restructure the corporate framework to match his corrective strategy.

As assistant manager, in addition to directing the sales process I was:

. In charge of advising management on the talent acquisition processes

and provided

technical information on employment policies.

. Led the Customer satisfaction initiatives, setting integrated business

solutions by serving as the liaison between customer and organization

needs.

. Designed evaluation plan to collect and assess feedback between

management, customer and staff.

. Directed the new processes and measurement systems among sales staff.

. Managed of process of customer interface, showing and closing.

. Directed New mechanisms and enablers (including technology)

. Led the staff in acquiring new skills and HR supports training, and

incentives.

. Was the leader in engaging strategic planning, involving effective

administration and management in recruitment and selections, new staff

attitudes and behaviors.

Scholarships and Awards

-OBJ Women Who Mean Business Award Recipient 2013

-Girl Scouts Citrus Awards Nominee 2013

-Top Sales and Customer Retention Award 2001

-Reagents Scholarship Award, 1997

Professional Affiliations

Society for Industrial / Organizational Psychologists

Society for Human Resources Management

American Society of Training and Development

Organization Development Network of Greater Orlando

Center for Leadership

American Management Consulting Foundation

Assessment and Technological Inventory Knowledge

Myers Briggs, DISC, Six Sigma, SPSS

EPR/HRMS ( SAP ( DOS ( ACCESS ( Oracle ( HRIS ( PeopleSoft ( ACT Database

( MS Office Applications

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