Hello:
“[your last name, first name] elevator.”
E.g.: barone, lonnie elevator
Bus Skills ITACS Professional 701 Section
MIS 5287 - Section 701 - Orlando Barone
Hello:
Welcome to MIS 5287-701, Business Skills for the ITACS Professional
Hello, and welcome to Business Skills for the ITACS Professionals. I’m excited to be instructing this online course and look forward to meeting all of you on Saturday, September 8, 2018, on Temple’s WebEx site, at 9:00 AM. You should receive an invitation a few days before the session.
Be sure to check often into our class site at:
http://community.mis.temple.edu/mis5287sec701fall2020/
HERE ARE A FEW IMPORTANT ITEMS:
Using tips number 1 and 2, write a brief “branding profile” as Prof. Austin defines it in the video in 4b directly above.
I’ll continue to email you announcements and post them under the “Announcements” tab on the class site to keep you informed. Thank you.
Professor Lonnie Barone
Posted by: Orlando Barone
Posted to: BUSINESS SKILLS FOR ITACS PROFESSIONALS, SECTIONS 701, FALL 2018
Welcome to MIS 5287-701, Business Skills for the ITACS Professional
Hello, and welcome to Business Skills for the ITACS Professionals. I’m excited to be instructing this online course and look forward to meeting all of you on Saturday, September 8, 2018, on Temple’s WebEx site, at 9:00 AM. You should receive an invitation a few days before the session.
Be sure to check often into our class site at:
http://community.mis.temple.edu/mis5287sec701fall2020/
HERE ARE A FEW IMPORTANT ITEMS:
Using tips number 1 and 2, write a brief “branding profile” as Prof. Austin defines it in the video in 4b directly above.
I’ll continue to email you announcements and post them under the “Announcements” tab on the class site to keep you informed. Thank you.
Professor Lonnie Barone
Posted by: Orlando Barone
Posted to: BUSINESS SKILLS FOR ITACS PROFESSIONALS, SECTIONS 701, FALL 2018
Hello All!
I’m posting assignments for everyone for this Saturday’s class, our 1st session, which focuses on interviewing.
You have already been made aware of the following assignments:
View:
https://www.youtube.com/watch?v=HVK-xbdddhA
Read Your Voice Is Your Business, chapters 6 and 10.
I addition to these assignments already sent to you, I ask that each of you bring a hard copy of your resume to class. We will discuss the effective resume, and we will use your copy to set up our role plays. Thanks. Directly below, I’ve added brief assignments I expect you to complete before this Saturday. This class focuses on job interviewing, will commence at 9:00 AM on Saturday, September 9, in 239 Alter. These should be fun, relevant, and interesting, and they won’t take much time.
Resume building. David Hay and a CEO talk about what he likes and doesn’t like:
https://www.youtube.com/watch?v=1tMBWQS2WV8
David and Gwen discuss a job interview:
https://www.youtube.com/watch?v=VFTNOF77bMs
How to prepare a job interview:
http://guides.wsj.com/careers/how-to-succeed-in-a-job-interview/how-to-prepare-for-a-job-interview/
Thanks. See you all Saturday!
Professor Barone
Hello All,
Ryan Luzak
Ryan has extensive experience and deep expertise in supporting global, enterprise-wide organizational development and transformation initiatives, and he has led interdisciplinary, geographically-dispersed teams through the design and implementation of large-scale talent management programs. He has certifications as a Senior Professional in Human Resources (SPHR), a Master Human Capital Strategist (MHCS), and a Change Management Advanced Practitioner (CMAP), and he is certified to use the Myers-Briggs Type Indicator (MBTI®) to enhance individual performance and team effectiveness.
Work Experience
Booz Allen Hamilton | |
Senior Associate | |
Ryan leads the Human Capital Functional Community in multiple Mid-Atlantic offices, with more than 50 practitioners working on project teams in a wide variety of client organizations, including Navy, Marine Corps, NATO, Military Intelligence, and Cyber commands. In this role, he leads the design and execution of the overarching strategy for building, growing, and bringing to market the firm’s capabilities in the areas of strategic human capital management and organizational development. He has been the lead author on original pieces of intellectual capital that have enhanced the firm’s position as a thought leader in these areas. He wrote the Booz Allen “Viewpoint” on succession-management challenges facing civilian leaders across the Department of Defense, and he prepared materials on strategic approaches to employee engagement that were presented at the Human Capital Management in Defense (HCMD) conference in Washington DC. Most recently, he delivered the keynote address on change management and cultural transformation to more than 100 delegates from NATO Nations, Commands, and Agencies at NATO Headquarters, Supreme Allied Command Transformation (HQ SACT).
In addition, Ryan fills key leadership roles in support of critical market-development activities, including strategically significant proposal development and client relationship management, and he leads project teams through post-award execution, including quality control, staffing, risk management, budget, and contract terms. Specifically, Ryan led the work of a diverse team of more than 40 staff over 12 months, coordinating simultaneous and interdependent work streams across various geographies to develop the Technical Approach, Basis of Estimate, and all required subcontracting documentation across two major proposal efforts. This work culminated in $60M in wins with critical clients, allowing ongoing work to continue without interruption, and facilitating the expansion of footprint on new projects and with new client organizations. As Program Manager on these contracts, Ryan manages more than 150 staff on over 40 projects with multiple client organizations on the east coast, west coast, Alaska, Hawaii, and Japan.
Ryan leads career-development and professional-development activities with multiple staff. As a Career Manager, Ryan has managed staff billability, and driven performance feedback, career development, staff engagement, and retention for more than 30 individual staff drawn from functional teams in the areas of Human Capital, Change Management, Process Management, Strategic Communications, Digital Creative Communications, as well as service-specific areas of expertise. Also, as a widely recognized expert, Ryan provides leadership within the Human Capital Functional Community, supporting ongoing professional development of Booz Allen staff, both as a functional mentor and as an adjunct faculty member on the firm’s Learning and Development team. In this role, he designs and delivers training to Booz Allen staff in the areas of leadership development, change management, and interpersonal and team effectiveness.
In his current client-facing role, Ryan is supporting the Executive Director at U.S. Fleet Forces Command in the design and implementation of strategies to enhance organizational effectiveness, support continual leadership development, and mitigate talent-management risks and gaps. For example, he led the design and execution of a comprehensive assessment of organizational effectiveness across 25 elements in seven core areas, resulting in 16 specific recommendations to improve mission effectiveness that were endorsed by all Flag officers and Senior Executive Service (SES) civilians. He created a repeatable methodology that enabled senior leaders to conduct rigorous trend analysis over time based on standardized criteria in the areas of strategy, structure, systems, staff, organizational capabilities, and culture. Although these criteria were tailored to the unique needs of the organization, they were based on multiple industry-recognized, best-practice frameworks. In addition, he conducted a quick-turn assessment of the command’s civilian personnel management policies and programs. He examined the alignment of policies with mission requirements and stakeholder-driven priorities, evaluated the effectiveness of existing civilian programs relative to management goals and objectives, and delivered actionable recommendations to enhance the impact of the civilian-personnel management system within relevant resource constraints. |
Hello All,
Ryan Luzak’s Bio
Ryan has extensive experience and deep expertise in supporting global, enterprise-wide organizational development and transformation initiatives, and he has led interdisciplinary, geographically-dispersed teams through the design and implementation of large-scale talent management programs. He has certifications as a Senior Professional in Human Resources (SPHR), a Master Human Capital Strategist (MHCS), and a Change Management Advanced Practitioner (CMAP), and he is certified to use the Myers-Briggs Type Indicator (MBTI®) to enhance individual performance and team effectiveness.
Ryan Luzak, MBA
Booz Allen Hamilton | |
Senior Associate | |
Ryan leads the Human Capital Functional Community in multiple Mid-Atlantic offices, with more than 50 practitioners working on project teams in a wide variety of client organizations, including Navy, Marine Corps, NATO, Military Intelligence, and Cyber commands. In this role, he leads the design and execution of the overarching strategy for building, growing, and bringing to market the firm’s capabilities in the areas of strategic human capital management and organizational development. He has been the lead author on original pieces of intellectual capital that have enhanced the firm’s position as a thought leader in these areas. He wrote the Booz Allen “Viewpoint” on succession-management challenges facing civilian leaders across the Department of Defense, and he prepared materials on strategic approaches to employee engagement that were presented at the Human Capital Management in Defense (HCMD) conference in Washington DC. Most recently, he delivered the keynote address on change management and cultural transformation to more than 100 delegates from NATO Nations, Commands, and Agencies at NATO Headquarters, Supreme Allied Command Transformation (HQ SACT).
In addition, Ryan fills key leadership roles in support of critical market-development activities, including strategically significant proposal development and client relationship management, and he leads project teams through post-award execution, including quality control, staffing, risk management, budget, and contract terms. Specifically, Ryan led the work of a diverse team of more than 40 staff over 12 months, coordinating simultaneous and interdependent work streams across various geographies to develop the Technical Approach, Basis of Estimate, and all required subcontracting documentation across two major proposal efforts. This work culminated in $60M in wins with critical clients, allowing ongoing work to continue without interruption, and facilitating the expansion of footprint on new projects and with new client organizations. As Program Manager on these contracts, Ryan manages more than 150 staff on over 40 projects with multiple client organizations on the east coast, west coast, Alaska, Hawaii, and Japan.
Ryan leads career-development and professional-development activities with multiple staff. As a Career Manager, Ryan has managed staff billability, and driven performance feedback, career development, staff engagement, and retention for more than 30 individual staff drawn from functional teams in the areas of Human Capital, Change Management, Process Management, Strategic Communications, Digital Creative Communications, as well as service-specific areas of expertise. Also, as a widely recognized expert, Ryan provides leadership within the Human Capital Functional Community, supporting ongoing professional development of Booz Allen staff, both as a functional mentor and as an adjunct faculty member on the firm’s Learning and Development team. In this role, he designs and delivers training to Booz Allen staff in the areas of leadership development, change management, and interpersonal and team effectiveness.
In his current client-facing role, Ryan is supporting the Executive Director at U.S. Fleet Forces Command in the design and implementation of strategies to enhance organizational effectiveness, support continual leadership development, and mitigate talent-management risks and gaps. For example, he led the design and execution of a comprehensive assessment of organizational effectiveness across 25 elements in seven core areas, resulting in 16 specific recommendations to improve mission effectiveness that were endorsed by all Flag officers and Senior Executive Service (SES) civilians. He created a repeatable methodology that enabled senior leaders to conduct rigorous trend analysis over time based on standardized criteria in the areas of strategy, structure, systems, staff, organizational capabilities, and culture. Although these criteria were tailored to the unique needs of the organization, they were based on multiple industry-recognized, best-practice frameworks. In addition, he conducted a quick-turn assessment of the command’s civilian personnel management policies and programs. He examined the alignment of policies with mission requirements and stakeholder-driven priorities, evaluated the effectiveness of existing civilian programs relative to management goals and objectives, and delivered actionable recommendations to enhance the impact of the civilian-personnel management system within relevant resource constraints.
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I am writing to inform you that our text book for MIS 5287, Business Skills for IT Auditors, musty be acquired before our first class day, Saturday, September 9, 2017.
The book is: