Business Analyst, Training Management Resume

Desired Industry: Education/Teaching/Training	SpiderID: 13558
Desired Job Location: Big Rock, Illinois	Date Posted: 6/26/2007
Type of Position: Full-Time Permanent	Availability Date: 7/9/07
Desired Wage: 65000
	U.S. Work Authorization: Yes
Job Level: Management (Manager, Director)	Willing to Travel: Yes, Less Than 25%
Highest Degree Attained: Masters	Willing to Relocate: No

Objective:
A well-educated professional offering a unique combination of professional core competencies:

· Identify business problems and inefficiencies.
· Analyze needs/resource requirements and establish milestones for fulfilling project goals.
· Propose and develop models for new processes and process improvements, and streamline data gathering/analysis and report production.
· Test process models to determine efficiency/efficacy before launching the processes on an operational scale.
· Manage the implementation of new/revised processes.

· Develop proposals, sales presentations, marketing literature, and training curriculum.
· Train personnel on new processes/software applications, and survey personnel for feedback to improve processes.
· Conduct/interpret legal, business to business, and labor market research, using original survey research methods and published data sources
· Liaison between external clients and internal personnel, ensuring clear communications of contract specifications/ revisions and delivery of contract milestones.

Experience:
WORKWELL SYSTEMS, INC., Warrenville, IL August 2006 to February 2007
Business Analyst:
·Investigated published government data sources (Bureau of Labor Statistics, OSHA, ReferenceUSA) and commercial sources (Jigsaw) to identify industries and specific companies, including specific names of personnel, whose business needs matched with WorkWell’s products. A list of over 200 potential contact names was provided to the VP of Sales and sales representatives over five months of employment. This list will streamline the time required to identify companies and contacts, make sales calls, and increase sales revenue. This list is still available to the Sales Department, and was used recently by a new sales rep to establish contact and a sales call with a first-time potential client.
·Reviewed existing process for forecasting/tracking sales activity, and then defined/determined needs requirements for sales forecasting/implementation system with Sr. VP of Enterprise Solutions, VP of Sales, Director of Implementation, and VP/General Manager of Provider Solutions. Developed a database management system using MS Access. Tested the system with potential users and interviewed them to determine revisions. Trained users on the system in a virtual environment. This was accomplished (start to finish) within a six-week timeframe. This improved the accuracy and communication of sales and implementation data throughout all managerial levels of the company, reducing conflict and confusion between members of the sales, implementation, and provider teams.
·Reviewed and evaluated existing sales presentations/proposals for consistency of message, unity and order, visual appeal, and redundancy. Analyzed presentations and categorized excerpts of presentations according to sales message/theme. Separated themes into separate folders and migrated folders out to the company’s intranet website. Within four weeks, sales personnel had a single location to find thematic slides from PowerPoint presentations, piece the slides together into a customized presentation for new clients, and reduce presentation development time from one to two days down to one to three hours.

MONTINI CATHOLIC HIGH SCHOOL, Lombard, IL 2003 to 2006
Business and Economics Teacher: ·Extensively researched textbooks, commercial “How-to” books, and learning websites to develop a course outline and create learning material to keep the students engaged. This was an ongoing process throughout the first course offering---one semester (approx. 16 weeks). The base syllabus and first four weeks of material were created within two weeks. Other teachers using much of the material that I created at that time are still delivering the course to students.

PEARSON DIGITAL LEARNING, Scottsdale, AZ 2002 - 2003
Regional Training Manager:
·Reviewed the sales agreements and interviewed the sales representatives and trainers to gain a better understanding of the training deliverables. In doing so, I discovered that the clients were not always correctly or fully informed about the training service they were entitled to in the sales agreement. Facilitated meetings between the clients, trainers, and sales representatives to resolve miscommunication, clarify contract deliverables, and establish new training delivery dates. I established this management process within the first two months of employment. This improved our clients’ satisfaction with our training service and provided scheduling guidelines to the trainers that they applied in future projects.
·Maintained successful P&L statement for training region, which included six educational specialists under my direct supervision.
GATEWAY COUNTRY, LEARNING ORGANIZATION, San Diego, CA 1999 – 2002
Training Delivery Manager/Software Instructor:
·Evaluated past scheduling methods, reviewed existing course offerings, and created a customer profile that matched the kinds of clients we had with the kinds of courses we offered. From this analysis, I was able to develop a practical calendar for the types of courses, the times they were available, and the frequency of their offerings. I developed a new scheduling policy for the store/training center in Aurora, Illinois within the first two months of employment. Two months later, trainer utilization increased from 30% to 80%.
·Observed trainers deliver classroom training, inspected the training areas, and interviewed floor sales personnel and store managers to determine ways to increase training sales. I implemented policies that increased trainers’ visibility to the customers, invited trainers to act as Subject Matter Experts and assist with computer sales, and advised trainers to follow up with customers and invite them to take computer classes. This policy was tested at the Aurora, Illinois training center; as a result, training revenue increased 100% and classroom utilization increased from 30% to 70% within two months.
·Acted as official spokesperson in TV news programs, newspapers, and at training clinics for local organizations, exposing thousands of potential clients to Gateway Learning products.

GFI GENFARE, Elk Grove Village, IL 1991 – 1993
Program Manager:
·Planned, scheduled, and coordinated contractual requirements of two major contracts (Metropolitan Atlanta Rapid Transit Authority and Metro-Dade Transit Authority), resulting in the timely meeting of scheduled milestones and collection of contractual payments of $120 million over two years.
·Prevented potential conflicts by modifying the contract proposal and updating the contract specifications with company engineers, saving GFI and the client company approximately $100,000 in material and time delays.

HEWITT ASSOCIATES, Lincolnshire, IL 1989 – 1991
Compensation Research Consultant:
·Spearheaded the design, development, and implementation of a user-friendly survey analysis system with a team of three systems analysts/programmers, increasing the overall efficiency of survey project teams and profitability of survey projects by approximately 50%.
·Created system documentation and learning materials, and trained associates on the proper use of the new system, allowing survey consultants more time for data analysis and reducing production time up to 70%.
·Designed customized surveys that were targeted toward clients’ comparator groups allowing comparison of client data directly with their competitors’ data.
·Analyzed and interpreted compensation data with SAS statistical software, resulting in a statistical portrait of the job market that allowed companies to establish budgets for employee recruiting and merit increases.

NORTHROP CORPORATION: Defense Systems Division, Rolling Meadows, IL 1985 – 1989
Compensation Analyst:
·Doubled the participation in salary surveys, which enhanced our ability to establish pay benchmarks accurately, and to recommend adjustments to salary ranges and merit budgets. This expanded research enhanced Northrop’s ability to offer competitive wages to quality talent.

Education:
M.B.A., Marketing
B.A., Literature and Communications
B.A., Psychology
Benedictine University, Lisle, IL

Affiliations:
Chicago Chapter: American Society for Training and Development

Skills:
Expert user of MS Excel, Word, Access, PowerPoint. Experienced user of MS Project and Outlook. Two years programming experience with SAS.

Excellent written communications and presentation skills. Design and development of instructional material.

Classroom and online teaching; group facilitation.

Analysis of business processes and creation/application/implementation of improved processes, including database and project management systems.

Reference:

Kevin Schmidt 630-881-2568
George Carpenter 949-697-2161
Gary Serdar 952-884-0383
Robert Rosignolo 312-751-0416
Michael O’Ryan 630-530-2954
Greg Strickland 630-844-1668
Doug Ferreira 847-842-9271
Matthew Clarke 630-742-8499
Jean McInerney 847-259-9600 ext. 5407

Candidate Contact Information:

Name: Frederick Runge
Street: -	Phone: 630-556-3856
City: Big Rock	Fax: -
State: Illinois
Zip: 60511
Web Site: