The document is a dictionary of behavioural competencies for jobs at a university. It defines competencies as observable skills, knowledge and traits needed for job performance. Each competency includes a definition and proficiency scale with behavioral indicators for different levels. The dictionary can be used for recruitment, development and performance management. It provides competencies and scales for skills like adaptability, analytical thinking, client focus, communication, and continuous learning to help assess and develop employees.
This document provides information about competencies and behavioral indicators for various positions within the Bassett Unified School District. It includes a competency dictionary that defines competencies and lists them at different mastery levels. For each competency, behavioral indicators are provided as examples of behaviors associated with that competency at each level. The document aims to provide a framework for assessing competencies and positioning employees at the appropriate mastery level based on exhibited behaviors. It covers competencies such as accountability, adaptability, conflict management, and continuous learning among others.
This two-day course on business analysis introduces key concepts and skills. Day 1 covers understanding business needs, planning requirements development, gathering requirements through interviews and workshops, formulating requirements, and ensuring shared understanding of requirements. Reaching consensus is important for sign-off. Business analysis involves understanding the strategic context, stakeholders, and applying a structured process to effectively capture and communicate requirements.
This two-day course on business analysis introduces key concepts and skills. Day 1 covers understanding the business need and strategic direction, planning the requirements development process, gathering information through interviews and workshops, and formulating requirements. Ensuring shared understanding of requirements is also discussed. Techniques for interviews like open and closed questioning, paraphrasing, and identifying significance are covered. The importance of planning the requirements process, listening, and overcoming communication barriers are emphasized. Reaching consensus and signing off on requirements is also addressed.
This document discusses managing corporate performance using the balanced scorecard approach. It introduces the balanced scorecard and explains its four perspectives: financial, customer, internal business processes, and learning and growth. An effective performance management system requires infrastructure, a performance culture, and ongoing processes. A strategy map is used to translate a company's strategy into objectives and measures across the four perspectives. Key performance indicators are identified and monitored through the balanced scorecard to ensure the organization is progressing toward its strategic goals in a balanced manner.
This document provides a detailed 7-step process for planning an audit from scratch when auditing an area that has not been routinely audited before. The steps include: 1) initial audit planning; 2) assessing risks and obtaining subject matter expertise; 3) leveraging the COSO framework; 4) making an initial document request; 5) preparing for a planning meeting; 6) preparing the audit program; and 7) obtaining multiple levels of review and approval of the audit program before beginning fieldwork. Following these steps helps auditors develop a comprehensive audit scope and program to evaluate both the design and operating effectiveness of key controls for important processes that support the organization's objectives.
The document discusses how AI skills are accelerating globally based on an analysis of LinkedIn member profile and job posting data, with skills related to generative AI like ChatGPT growing the fastest; while executives are optimistic that generative AI can increase productivity, professionals are most interested in using AI to reduce administrative tasks and focus on more engaging work; the report also explores how generative AI is starting to be used in different industries and occupations, both reducing routine tasks while creating demand for new specialized skills.
Technological convergence over the next decade is expected to drive unprecedented economic growth through the combining of five major innovation platforms: artificial intelligence, public blockchains, multiomic sequencing, energy storage, and robotics. As these platforms converge, they are projected to transform industries and accelerate global GDP growth to over 7% annually, compared to the 3% historical average. Artificial intelligence in particular is seen as the central catalyst, with its adoption potentially generating over $220 trillion in new equity value by 2030 and annual returns over 40%. This convergence of technologies is presented as a new wave of general purpose technologies that could dwarf the economic impacts of previous industrial revolutions.
The document is a dictionary of behavioural competencies for jobs at a university. It defines competencies as observable skills, knowledge and traits needed for job performance. Each competency includes a definition and proficiency scale with behavioral indicators for different levels. The dictionary can be used for recruitment, development and performance management. It provides competencies and scales for skills like adaptability, analytical thinking, client focus, communication, and continuous learning to help assess and develop employees.
This document provides information about competencies and behavioral indicators for various positions within the Bassett Unified School District. It includes a competency dictionary that defines competencies and lists them at different mastery levels. For each competency, behavioral indicators are provided as examples of behaviors associated with that competency at each level. The document aims to provide a framework for assessing competencies and positioning employees at the appropriate mastery level based on exhibited behaviors. It covers competencies such as accountability, adaptability, conflict management, and continuous learning among others.
This two-day course on business analysis introduces key concepts and skills. Day 1 covers understanding business needs, planning requirements development, gathering requirements through interviews and workshops, formulating requirements, and ensuring shared understanding of requirements. Reaching consensus is important for sign-off. Business analysis involves understanding the strategic context, stakeholders, and applying a structured process to effectively capture and communicate requirements.
This two-day course on business analysis introduces key concepts and skills. Day 1 covers understanding the business need and strategic direction, planning the requirements development process, gathering information through interviews and workshops, and formulating requirements. Ensuring shared understanding of requirements is also discussed. Techniques for interviews like open and closed questioning, paraphrasing, and identifying significance are covered. The importance of planning the requirements process, listening, and overcoming communication barriers are emphasized. Reaching consensus and signing off on requirements is also addressed.
This document discusses managing corporate performance using the balanced scorecard approach. It introduces the balanced scorecard and explains its four perspectives: financial, customer, internal business processes, and learning and growth. An effective performance management system requires infrastructure, a performance culture, and ongoing processes. A strategy map is used to translate a company's strategy into objectives and measures across the four perspectives. Key performance indicators are identified and monitored through the balanced scorecard to ensure the organization is progressing toward its strategic goals in a balanced manner.
This document provides a detailed 7-step process for planning an audit from scratch when auditing an area that has not been routinely audited before. The steps include: 1) initial audit planning; 2) assessing risks and obtaining subject matter expertise; 3) leveraging the COSO framework; 4) making an initial document request; 5) preparing for a planning meeting; 6) preparing the audit program; and 7) obtaining multiple levels of review and approval of the audit program before beginning fieldwork. Following these steps helps auditors develop a comprehensive audit scope and program to evaluate both the design and operating effectiveness of key controls for important processes that support the organization's objectives.
The document discusses how AI skills are accelerating globally based on an analysis of LinkedIn member profile and job posting data, with skills related to generative AI like ChatGPT growing the fastest; while executives are optimistic that generative AI can increase productivity, professionals are most interested in using AI to reduce administrative tasks and focus on more engaging work; the report also explores how generative AI is starting to be used in different industries and occupations, both reducing routine tasks while creating demand for new specialized skills.
Technological convergence over the next decade is expected to drive unprecedented economic growth through the combining of five major innovation platforms: artificial intelligence, public blockchains, multiomic sequencing, energy storage, and robotics. As these platforms converge, they are projected to transform industries and accelerate global GDP growth to over 7% annually, compared to the 3% historical average. Artificial intelligence in particular is seen as the central catalyst, with its adoption potentially generating over $220 trillion in new equity value by 2030 and annual returns over 40%. This convergence of technologies is presented as a new wave of general purpose technologies that could dwarf the economic impacts of previous industrial revolutions.
Advanced Product Quality Planning (APQP) is a methodology used to develop products and processes to help ensure they will meet customer requirements. It involves 5 phases - Planning, Product Design and Development, Process Design and Development, Product and Process Validation, and Production. The goal is to plan thoroughly at each stage, address potential issues proactively, and validate designs before production to facilitate communication and customer satisfaction.
This document provides a summary of key performance indicators (KPIs) for the operations department of a bakery company for the 2020/2021 year. It discusses quality, cost, delivery, safety, and ethics KPIs. For quality, KPIs such as defects per million opportunities, good manufacturing practices compliance, and number of customer complaints are presented. For costs, KPIs like cost of goods manufactured per unit and employees' costs as a percentage of total manufacturing costs are presented. Delivery KPIs include number of routes and average sales per route per day. Safety KPIs include recordable incidents rate.
1. An organization's structure must be aligned with its strategy to achieve goals. Structure supports strategy.
2. There are different types of organizational structures including functional, divisional, process, and matrix. A functional structure groups employees by department while a divisional structure separates larger companies into smaller divisions.
3. Organizations have three levels of management - top-level managers oversee the organization, middle managers execute plans, and first-level managers directly supervise employees. Each level has different responsibilities.
This document discusses how AI-powered reskilling using ChatGPT can help organizations prepare their workforce for the future. It outlines the benefits of reskilling such as enhanced productivity, talent retention and innovation. It also provides examples of how ChatGPT can be used for interactive learning and virtual mentoring. The document shares case studies of companies that successfully used ChatGPT for reskilling and concludes by emphasizing the importance of embracing AI technologies and cultivating a culture of continuous learning.
This document provides an overview of Agile project management. It defines Agile as an iterative approach that embraces changing requirements. The key aspects covered include the 12 Agile principles, the typical Agile development cycle of iterative planning, implementation and testing, and the advantages of increased flexibility and faster delivery. Specific methodologies like Scrum and Kanban are described, along with their benefits such as transparency for Scrum, and how to get started with Agile practices.
This document provides an overview of the Vietnam job market and salary trends for 2024. It notes that while 2023 presented economic challenges for Vietnam due to global instability and local difficulties, the economy is on a positive trajectory supported by government measures. The job market remains cautious, with 74% of businesses expecting limited to modest growth and some planning to cut workforces. Key skills in demand include change management, leadership, and digital/technological abilities. The salary guide provides compensation data for various industries in Vietnam.
The document provides an overview of A3 thinking, which is a structured problem-solving approach developed as part of the Toyota Production System. Some key points:
- A3 thinking uses a single A3 sheet of paper to concisely document a problem, analysis, countermeasures, and action plan. It aims to systematically address root causes rather than symptoms.
- The approach supports use of data to understand problems and determine if countermeasures were effective. It can be used to solve problems at all organizational levels from strategic to operational.
- Benefits include promoting collaboration, encouraging learning, helping close the planning-doing gap, and empowering critical thinking. An A3 report owner facilitates the process and incorporates team
The document discusses moving employee engagement efforts into a new era by committing to lasting and meaningful change. It argues that engagement is not just an annual survey project, but rather an ongoing strategic initiative that requires attacking it from all angles throughout the year. The document provides tips for advanced data analysis, such as conducting a drivers analysis to identify the survey questions that have the biggest impact on engagement. It also stresses the importance of tailoring engagement efforts based on segmentation of employee groups.
1. Organizations must tie DEI efforts directly to business outcomes in order to truly prioritize them and avoid failure. Embedding diversity initiatives throughout the organization is key to success.
2. Companies that focus on diversity efforts using data financially outperform those that do not. Research shows benefits like boosting creativity and innovation as well as increased profits.
3. When DEI is interwoven with how success is measured and the CDO is given resources and support, initiatives are more likely to achieve lasting impact and change.
150+ KPI for All Departement [Comperhensive List].pdfnguyenanvuong2007
The document provides a comprehensive list of over 150 key performance indicators (KPIs) for various departments and functions including marketing, social media, sales, operations, customer service, finance, management, project management, HR, IT, and recruitment. It includes example KPIs such as marketing qualified leads, cost per acquisition, net promoter score, social media reach and engagement, lead conversion rate, revenue per employee, customer satisfaction score, budget variance, and time to hire. The KPIs are intended to help employers measure and track important metrics for goal setting, decision making and performance improvement.
The document discusses a list of 100 productivity tips that were compiled from hundreds of online articles. The tips are organized into categories like time management, distractions, email, etc. Each tip provides its utility score out of 100 and difficulty. The document explains that the tips were ranked based on these scores to produce a definitive top 100 list. It encourages the reader to try out different tips to see which ones work best for improving their productivity.
The document provides 64 analytical questions to lead a deep-dive business review organized into 10 questions each for analyzing the marketplace, consumers, competitors, channels, brand, brand finances, and marketing execution. The questions are designed to provide insights on performance, opportunities, strengths, weaknesses, and risks across these key areas to identify challenges and inform strategic decision making.
The document provides information on the 20 Keys for Business Excellence program, which comprises 20 practical methods for strengthening an organization's delivery system. It utilizes simple drawings and check sheets to benchmark organizations against best practices, compare units, and promote continuous improvement. The program involves employees in accomplishing strategic goals to double productivity, reduce defects by 80% and reduce work-in-process by 50% within 4 years. It provides a methodology to achieve top management's strategic goals through integration of best improvement methods to eliminate waste.
This document discusses 10 core HR metrics that every company should track:
1. Headcount - The total number of employees by type (permanent, temporary, etc.) to understand workforce needs.
2. Turnover - The number and reasons employees leave to identify drivers and replacement costs.
3. Diversity - Employee demographics like gender and ethnicity to measure diversity goals and regulatory compliance.
4. Compensation - Pay levels, equity, and benefits spending to manage budgets and attract talent.
5. Total workforce costs - All people costs including compensation, benefits, bonuses, and contractor fees.
6. Spans and layers - Organizational structure metrics to optimize efficiency and engagement.
7. Employee engagement
The document describes steps in a problem-solving process including defining the problem, analyzing data to understand the scope and key factors, and identifying what is different between conditions when the problem occurs versus when it does not. A key part of the analysis is creating a table to document known facts about the problem and ask questions to understand differences that could point to root causes and areas for further investigation. The goal is to thoroughly understand the problem before identifying potential solutions.
This document outlines 8 HR metrics for organizational development. It discusses metrics in 4 categories: employee characteristics, leadership, HR processes, and innovation culture. Each metric is defined and an example calculation is provided. The document concludes by promoting the Academy to Innovate HR for online HR education programs.
7 QC Tools and Quality Circles (tai lieu tham khao)nguyenanvuong2007
The document provides information about quality circles (QC) and their implementation. Some key points:
- QC circles originated in Japan in 1962 and aim to improve quality of work and involve employees in problem-solving.
- They consist of volunteers who meet regularly to identify, analyze, and solve work-related problems. Circle members are responsible for total performance from problem identification to solution implementation.
- Meetings follow a structured approach where problems are chosen, analyzed, solutions proposed and presented to management. Implementation is monitored.
- Circles aim to improve quality of work life, ensure participation and consensus-based decision making. Training of members is important for the longevity of circles.
- Standard procedures are
This document provides an overview of Six Sigma, including:
1) The phases of Six Sigma - Define, Measure, Analyze, Improve, Control - and tools used in each phase like process mapping and statistical analysis.
2) Key Six Sigma concepts like reducing variation, improving processes, and achieving near-perfect quality levels.
3) Examples of Six Sigma success stories and returns on investment at companies like Motorola, AlliedSignal, and General Electric.
5S is a philosophy and methodology for organizing and managing workspaces using a five-step process: Sort, Set in Order, Shine, Standardize, and Sustain. The 5S approach aims to improve efficiency and reduce waste by eliminating unnecessary items, properly storing and labeling necessary items, cleaning and maintaining a clean work environment, standardizing processes, and sustaining the new systems. Implementing 5S creates a more organized and efficient work environment that supports continuous improvement efforts.
Advanced Product Quality Planning (APQP) is a methodology used to develop products and processes to help ensure they will meet customer requirements. It involves 5 phases - Planning, Product Design and Development, Process Design and Development, Product and Process Validation, and Production. The goal is to plan thoroughly at each stage, address potential issues proactively, and validate designs before production to facilitate communication and customer satisfaction.
This document provides a summary of key performance indicators (KPIs) for the operations department of a bakery company for the 2020/2021 year. It discusses quality, cost, delivery, safety, and ethics KPIs. For quality, KPIs such as defects per million opportunities, good manufacturing practices compliance, and number of customer complaints are presented. For costs, KPIs like cost of goods manufactured per unit and employees' costs as a percentage of total manufacturing costs are presented. Delivery KPIs include number of routes and average sales per route per day. Safety KPIs include recordable incidents rate.
1. An organization's structure must be aligned with its strategy to achieve goals. Structure supports strategy.
2. There are different types of organizational structures including functional, divisional, process, and matrix. A functional structure groups employees by department while a divisional structure separates larger companies into smaller divisions.
3. Organizations have three levels of management - top-level managers oversee the organization, middle managers execute plans, and first-level managers directly supervise employees. Each level has different responsibilities.
This document discusses how AI-powered reskilling using ChatGPT can help organizations prepare their workforce for the future. It outlines the benefits of reskilling such as enhanced productivity, talent retention and innovation. It also provides examples of how ChatGPT can be used for interactive learning and virtual mentoring. The document shares case studies of companies that successfully used ChatGPT for reskilling and concludes by emphasizing the importance of embracing AI technologies and cultivating a culture of continuous learning.
This document provides an overview of Agile project management. It defines Agile as an iterative approach that embraces changing requirements. The key aspects covered include the 12 Agile principles, the typical Agile development cycle of iterative planning, implementation and testing, and the advantages of increased flexibility and faster delivery. Specific methodologies like Scrum and Kanban are described, along with their benefits such as transparency for Scrum, and how to get started with Agile practices.
This document provides an overview of the Vietnam job market and salary trends for 2024. It notes that while 2023 presented economic challenges for Vietnam due to global instability and local difficulties, the economy is on a positive trajectory supported by government measures. The job market remains cautious, with 74% of businesses expecting limited to modest growth and some planning to cut workforces. Key skills in demand include change management, leadership, and digital/technological abilities. The salary guide provides compensation data for various industries in Vietnam.
The document provides an overview of A3 thinking, which is a structured problem-solving approach developed as part of the Toyota Production System. Some key points:
- A3 thinking uses a single A3 sheet of paper to concisely document a problem, analysis, countermeasures, and action plan. It aims to systematically address root causes rather than symptoms.
- The approach supports use of data to understand problems and determine if countermeasures were effective. It can be used to solve problems at all organizational levels from strategic to operational.
- Benefits include promoting collaboration, encouraging learning, helping close the planning-doing gap, and empowering critical thinking. An A3 report owner facilitates the process and incorporates team
The document discusses moving employee engagement efforts into a new era by committing to lasting and meaningful change. It argues that engagement is not just an annual survey project, but rather an ongoing strategic initiative that requires attacking it from all angles throughout the year. The document provides tips for advanced data analysis, such as conducting a drivers analysis to identify the survey questions that have the biggest impact on engagement. It also stresses the importance of tailoring engagement efforts based on segmentation of employee groups.
1. Organizations must tie DEI efforts directly to business outcomes in order to truly prioritize them and avoid failure. Embedding diversity initiatives throughout the organization is key to success.
2. Companies that focus on diversity efforts using data financially outperform those that do not. Research shows benefits like boosting creativity and innovation as well as increased profits.
3. When DEI is interwoven with how success is measured and the CDO is given resources and support, initiatives are more likely to achieve lasting impact and change.
150+ KPI for All Departement [Comperhensive List].pdfnguyenanvuong2007
The document provides a comprehensive list of over 150 key performance indicators (KPIs) for various departments and functions including marketing, social media, sales, operations, customer service, finance, management, project management, HR, IT, and recruitment. It includes example KPIs such as marketing qualified leads, cost per acquisition, net promoter score, social media reach and engagement, lead conversion rate, revenue per employee, customer satisfaction score, budget variance, and time to hire. The KPIs are intended to help employers measure and track important metrics for goal setting, decision making and performance improvement.
The document discusses a list of 100 productivity tips that were compiled from hundreds of online articles. The tips are organized into categories like time management, distractions, email, etc. Each tip provides its utility score out of 100 and difficulty. The document explains that the tips were ranked based on these scores to produce a definitive top 100 list. It encourages the reader to try out different tips to see which ones work best for improving their productivity.
The document provides 64 analytical questions to lead a deep-dive business review organized into 10 questions each for analyzing the marketplace, consumers, competitors, channels, brand, brand finances, and marketing execution. The questions are designed to provide insights on performance, opportunities, strengths, weaknesses, and risks across these key areas to identify challenges and inform strategic decision making.
The document provides information on the 20 Keys for Business Excellence program, which comprises 20 practical methods for strengthening an organization's delivery system. It utilizes simple drawings and check sheets to benchmark organizations against best practices, compare units, and promote continuous improvement. The program involves employees in accomplishing strategic goals to double productivity, reduce defects by 80% and reduce work-in-process by 50% within 4 years. It provides a methodology to achieve top management's strategic goals through integration of best improvement methods to eliminate waste.
This document discusses 10 core HR metrics that every company should track:
1. Headcount - The total number of employees by type (permanent, temporary, etc.) to understand workforce needs.
2. Turnover - The number and reasons employees leave to identify drivers and replacement costs.
3. Diversity - Employee demographics like gender and ethnicity to measure diversity goals and regulatory compliance.
4. Compensation - Pay levels, equity, and benefits spending to manage budgets and attract talent.
5. Total workforce costs - All people costs including compensation, benefits, bonuses, and contractor fees.
6. Spans and layers - Organizational structure metrics to optimize efficiency and engagement.
7. Employee engagement
The document describes steps in a problem-solving process including defining the problem, analyzing data to understand the scope and key factors, and identifying what is different between conditions when the problem occurs versus when it does not. A key part of the analysis is creating a table to document known facts about the problem and ask questions to understand differences that could point to root causes and areas for further investigation. The goal is to thoroughly understand the problem before identifying potential solutions.
This document outlines 8 HR metrics for organizational development. It discusses metrics in 4 categories: employee characteristics, leadership, HR processes, and innovation culture. Each metric is defined and an example calculation is provided. The document concludes by promoting the Academy to Innovate HR for online HR education programs.
7 QC Tools and Quality Circles (tai lieu tham khao)nguyenanvuong2007
The document provides information about quality circles (QC) and their implementation. Some key points:
- QC circles originated in Japan in 1962 and aim to improve quality of work and involve employees in problem-solving.
- They consist of volunteers who meet regularly to identify, analyze, and solve work-related problems. Circle members are responsible for total performance from problem identification to solution implementation.
- Meetings follow a structured approach where problems are chosen, analyzed, solutions proposed and presented to management. Implementation is monitored.
- Circles aim to improve quality of work life, ensure participation and consensus-based decision making. Training of members is important for the longevity of circles.
- Standard procedures are
This document provides an overview of Six Sigma, including:
1) The phases of Six Sigma - Define, Measure, Analyze, Improve, Control - and tools used in each phase like process mapping and statistical analysis.
2) Key Six Sigma concepts like reducing variation, improving processes, and achieving near-perfect quality levels.
3) Examples of Six Sigma success stories and returns on investment at companies like Motorola, AlliedSignal, and General Electric.
5S is a philosophy and methodology for organizing and managing workspaces using a five-step process: Sort, Set in Order, Shine, Standardize, and Sustain. The 5S approach aims to improve efficiency and reduce waste by eliminating unnecessary items, properly storing and labeling necessary items, cleaning and maintaining a clean work environment, standardizing processes, and sustaining the new systems. Implementing 5S creates a more organized and efficient work environment that supports continuous improvement efforts.
2. Tổng quan
Chèn văn bản vào đây Chèn văn bản vào đây Chèn văn bản vào đây Chèn văn bản vào đây
Chèn văn bản vào đây Chèn văn bản vào đây.
3. Hiểu rõ vấn đề
Mục 1
Chèn văn bản vào đây Chèn
văn bản vào đây Chèn văn
bản vào đây Chèn văn bản
vào đây Chèn văn bản vào
đây Chèn văn bản vào đây
Chèn văn bản vào đây.
Chèn văn bản vào đây Chèn
văn bản vào đây
Mục 2
Chèn văn bản vào đây Chèn
văn bản vào đây
● Chèn văn bản vào đây
Chèn văn bản vào đây
Chèn văn bản vào đây
● Chèn văn bản vào đây
Chèn văn bản vào đây
Mục 3
Chèn văn bản vào đây Chèn
văn bản vào đây Chèn văn
bản vào đây Chèn văn bản
vào đây Chèn văn bản vào
đây.
4. Mục tiêu dự án:
Chèn văn bản vào đây Chèn
văn bản vào đây Chèn văn bản
vào đây
6. Đối tượng mục tiêu
Chèn văn bản vào đây Chèn văn bản
vào đây Chèn văn bản vào đây Chèn
văn bản vào đây
Sự cạnh tranh:
● Chèn văn bản vào đây
● Chèn văn bản vào đây
7. Xu hướng thị trường
Xu hướng 1
Chèn văn bản vào đây Chèn văn bản vào đây
Chèn văn bản vào đây
Ảnh hưởng của khách hàng:
● Chèn văn bản vào đây
● Chèn văn bản vào đây Chèn văn bản vào
đây Chèn văn bản vào đây
Xu hướng 2
Chèn văn bản vào đây Chèn văn bản vào đây
Chèn văn bản vào đây
Ảnh hưởng của khách hàng:
● Chèn văn bản vào đây
● Chèn văn bản vào đây Chèn văn bản vào
đây Chèn văn bản vào đây
8. Phân tích xu hướng
Phát hiện
Chèn văn bản vào đây Chèn văn bản vào đây
Chèn văn bản vào đây Chèn văn bản vào đây
Ảnh hưởng của khách hàng:
● Chèn văn bản vào đây
● Chèn văn bản vào đây Chèn văn bản vào
đây Chèn văn bản vào đây
Mục 1
Mục 2
20XX
20
5
15
20XX
29
4
25
20XX
39
4
35
20XX
27
5
22
9. Thành phẩm đề xuất
Thành phẩm 1
● Chèn văn bản vào đây
● Chèn văn bản vào đây Chèn văn bản vào đây
Thành phẩm 2
● Chèn văn bản vào đây
● Chèn văn bản vào đây Chèn văn bản vào đây
Thành phẩm 3
● Chèn văn bản vào đây
● Chèn văn bản vào đây Chèn văn bản vào đây
Thành phẩm 4
● Chèn văn bản vào đây
● Chèn văn bản vào đây Chèn văn bản vào đây
10. Tháng 1 Tháng 2 Tháng 3 Tháng 4 Tháng 5 Tháng 6 Tháng 7 Tháng 8
Lịch trình
Triển khai Dịch vụ trong sản xuất
Phát hành toàn cầu
Dự án nâng cao
● Ví dụ 1
● Ví dụ 2
11. Đội ngũ
Thành viên 1, Giám
đốc điều hành
Thành viên 2, Giám
đốc tài chính
Thành viên 3, Giám
đốc công nghệ
Thành viên 4, Giám
đốc sản xuất
Chèn văn bản vào đây Chèn
văn bản vào đây Chèn văn
bản vào đây Chèn văn bản
vào đây
Chèn văn bản vào đây Chèn
văn bản vào đây Chèn văn
bản vào đây Chèn văn bản
vào đây
Chèn văn bản vào đây Chèn
văn bản vào đây Chèn văn
bản vào đây Chèn văn bản
vào đây
Chèn văn bản vào đây Chèn
văn bản vào đây Chèn văn
bản vào đây Chèn văn bản
vào đây