Slovakia's competitiveness is affected by three main factors: 1) Legislative changes in 2013 that increased costs for employers through changes to part-time contracts and social contribution ceilings; 2) Anticipated legislative changes in 2014 that will apply higher collective bargaining contracts to more employers, negatively impacting small and medium businesses; 3) Problems with Slovakia's current educational structure due to changes from the 2001 Competency Act that separated control of education from the Ministry of Education and led to a proliferation of schools without coordination across regions.
Together with our partners at KPMG, BC Tech Association released the latest installment of our BC Technology Report Card for 2016, a comprehensive analysis that compares the BC tech sector against other sectors in the province and against tech sectors in other jurisdictions.
Synergy is NALED’s magazine, published quarterly and involving information about the activities of NALED, its members and partners, as well as expert analyses and reports, interviews, service information (open calls for project funding, paid or subsidized trainings and seminars for professional development in the country and abroad) and specific solutions for the issues in the field of regulatory reform, investment promotion and local administration. All content is consistent with NALED values – competence, innovation, independence, fairness and integrity.
As a free copy, the magazine is distributed via direct mail to more than 1,500 decision-makers, including representatives of state and local institutions, international organizations and donors, diplomatic corps, businesses, business associations and chambers, professional associations and the media.
In accordance with its name, Synergy connects and intersects the views of all three sectors of the society and prominent domestic and foreign economic analysts. In addition to informative and educational content, Synergy pages are also open for advertising and promotion of ideas, products and services of NALED members, partners and associates, as well as other representatives of private, public and civil sector and the media supporting and encouraging the economic growth of Serbia.
In the last 15 years, BC’s tech sector has outpaced the province’s overall economy,
growing by 91% to generate over $15 billion dollars in GDP per year2. The sector’s
prominence will only increase as technology products and services become ever
more ubiquitous and deeply interwoven into all industries, including those not traditionally associated with tech.
Despite this promise, BC’s tech sector faces a significant headwind: a growing talent
deficit. The availability of talent has been a perennial concern for companies in the
sector. This was perhaps most prominently highlighted in 2016’s #BCTECH Strategy,
in which tech talent was identified as a fundamental pillar of a thriving tech sector –
and was suggested to be lacking in the province.
The goal of the 2016 TechTalentBC Report is to quantify this talent deficit and analyze
its factors in order to diagnose difficulties and identify specific areas in which remedial
action can be taken to ensure that BC’s tech companies have access to the quantity
and quality of tech talent required to compete and become global leaders.
Together with our partners at KPMG, BC Tech Association released the latest installment of our BC Technology Report Card for 2016, a comprehensive analysis that compares the BC tech sector against other sectors in the province and against tech sectors in other jurisdictions.
Synergy is NALED’s magazine, published quarterly and involving information about the activities of NALED, its members and partners, as well as expert analyses and reports, interviews, service information (open calls for project funding, paid or subsidized trainings and seminars for professional development in the country and abroad) and specific solutions for the issues in the field of regulatory reform, investment promotion and local administration. All content is consistent with NALED values – competence, innovation, independence, fairness and integrity.
As a free copy, the magazine is distributed via direct mail to more than 1,500 decision-makers, including representatives of state and local institutions, international organizations and donors, diplomatic corps, businesses, business associations and chambers, professional associations and the media.
In accordance with its name, Synergy connects and intersects the views of all three sectors of the society and prominent domestic and foreign economic analysts. In addition to informative and educational content, Synergy pages are also open for advertising and promotion of ideas, products and services of NALED members, partners and associates, as well as other representatives of private, public and civil sector and the media supporting and encouraging the economic growth of Serbia.
In the last 15 years, BC’s tech sector has outpaced the province’s overall economy,
growing by 91% to generate over $15 billion dollars in GDP per year2. The sector’s
prominence will only increase as technology products and services become ever
more ubiquitous and deeply interwoven into all industries, including those not traditionally associated with tech.
Despite this promise, BC’s tech sector faces a significant headwind: a growing talent
deficit. The availability of talent has been a perennial concern for companies in the
sector. This was perhaps most prominently highlighted in 2016’s #BCTECH Strategy,
in which tech talent was identified as a fundamental pillar of a thriving tech sector –
and was suggested to be lacking in the province.
The goal of the 2016 TechTalentBC Report is to quantify this talent deficit and analyze
its factors in order to diagnose difficulties and identify specific areas in which remedial
action can be taken to ensure that BC’s tech companies have access to the quantity
and quality of tech talent required to compete and become global leaders.
In the last 15 years, BC’s tech sector has outpaced the province’s overall economy,
growing by 91% to generate over $15 billion dollars in GDP per year2. The sector’s
prominence will only increase as technology products and services become ever
more ubiquitous and deeply interwoven into all industries, including those not traditionally associated with tech.
Despite this promise, BC’s tech sector faces a significant headwind: a growing talent
deficit. The availability of talent has been a perennial concern for companies in the
sector. This was perhaps most prominently highlighted in 2016’s #BCTECH Strategy,
in which tech talent was identified as a fundamental pillar of a thriving tech sector –
and was suggested to be lacking in the province.
The goal of the 2016 TechTalentBC Report is to quantify this talent deficit and analyze
its factors in order to diagnose difficulties and identify specific areas in which remedial
action can be taken to ensure that BC’s tech companies have access to the quantity
and quality of tech talent required to compete and become global leaders.
Ahead of the provincial elections on May 9, we would like to help our community get a better sense of the three BC political party platforms to advance the tech sector. Here’s a summary of key tech-related promises in the three platforms as it relates to BCTECH Association’s policy pillars: talent, capital, markets, scale and competitiveness. Vote for BC. Vote for Tech.
SYNERGY - QUARTERLY MAGAZINE OF THE NATIONAL ALLIANCE FOR LOCAL ECONOMIC DEVE...NALED Serbia
Synergy is NALED’s magazine, published quarterly and involving information about the activities of NALED, its members and partners, as well as expert analyses and reports, interviews, service information (open calls for project funding, paid or subsidized trainings and seminars for professional development in the country and abroad) and specific solutions for the issues in the field of regulatory reform, investment promotion and local administration. All content is consistent with NALED values – competence, innovation, independence, fairness and integrity.
As a free copy, the magazine is distributed via direct mail to more than 1,500 decision-makers, including representatives of state and local institutions, international organizations and donors, diplomatic corps, businesses, business associations and chambers, professional associations and the media.
In accordance with its name, Synergy connects and intersects the views of all three sectors of the society and prominent domestic and foreign economic analysts. In addition to informative and educational content, Synergy pages are also open for advertising and promotion of ideas, products and services of NALED members, partners and associates, as well as other representatives of private, public and civil sector and the media supporting and encouraging the economic growth of Serbia.
Creating construction apprenticeships for young people. There is need to create construction apprenticeship schemes for young people. There are too many NEETS and yet there is big opportunities for employment in the construction sector.
Key findings from the West Midlands Regional Skills Assessment 2009 delivered to a workshop at the the West Midlands Regional Observatory's Annual Conference in Sutton Coldfield, 20th October 2009. The Assessment covers historical trends, current skills needs and future priorities. This was a joint pesentation by Pat Jackson, Director of the West Midlands Regional Skills Partnership, and Andy Phillips, Head of Skills Research at the Observatory.
.id's Senior economist, Rob Hall, explores the economy of Toowoomba, analysing changing migration patters, decoupling the link between economic growth and employment, the transition to a new skills economy, risks to regional competitive advantages and a closer look at the local University sector.
Publication produced within the project "Remittances Developing Moldovan Communities" implemented by Hilfswerk Austria International in partnership with the National Assistance and Information Centre for NGOs in Moldova – CONTACT with financial support of European Union.
The views expressed in this publication belong exclusively to authors and do not necessarily reflect the views of the European Commission.
Market Signals - where do they come from?
We started by monitoring the number of LinkedIn job ads in 18 European countries in Week 13 of 2020 (mid-March) – and extended our observations to ultimately 38 countries in Europe since Week 15. This allows us to measure a KPI that gives quite a good feel of the overall trend on the global job market.
Career Angels analyze the collected figures and complement the quantitative data with detailed and personal statements & insights of CEOs, HR Directors, investors, board members, candidates and headhunters that we know personally. We observe if and what kind of trends there are to leverage them into better candidate management & more effective job search methods.
These are not usual times, so we decided to share our market signals by the end of each week. If the country / context is important, we’ll add them. Otherwise, we’ll keep it general for confidentiality.
In the last 15 years, BC’s tech sector has outpaced the province’s overall economy,
growing by 91% to generate over $15 billion dollars in GDP per year2. The sector’s
prominence will only increase as technology products and services become ever
more ubiquitous and deeply interwoven into all industries, including those not traditionally associated with tech.
Despite this promise, BC’s tech sector faces a significant headwind: a growing talent
deficit. The availability of talent has been a perennial concern for companies in the
sector. This was perhaps most prominently highlighted in 2016’s #BCTECH Strategy,
in which tech talent was identified as a fundamental pillar of a thriving tech sector –
and was suggested to be lacking in the province.
The goal of the 2016 TechTalentBC Report is to quantify this talent deficit and analyze
its factors in order to diagnose difficulties and identify specific areas in which remedial
action can be taken to ensure that BC’s tech companies have access to the quantity
and quality of tech talent required to compete and become global leaders.
Ahead of the provincial elections on May 9, we would like to help our community get a better sense of the three BC political party platforms to advance the tech sector. Here’s a summary of key tech-related promises in the three platforms as it relates to BCTECH Association’s policy pillars: talent, capital, markets, scale and competitiveness. Vote for BC. Vote for Tech.
SYNERGY - QUARTERLY MAGAZINE OF THE NATIONAL ALLIANCE FOR LOCAL ECONOMIC DEVE...NALED Serbia
Synergy is NALED’s magazine, published quarterly and involving information about the activities of NALED, its members and partners, as well as expert analyses and reports, interviews, service information (open calls for project funding, paid or subsidized trainings and seminars for professional development in the country and abroad) and specific solutions for the issues in the field of regulatory reform, investment promotion and local administration. All content is consistent with NALED values – competence, innovation, independence, fairness and integrity.
As a free copy, the magazine is distributed via direct mail to more than 1,500 decision-makers, including representatives of state and local institutions, international organizations and donors, diplomatic corps, businesses, business associations and chambers, professional associations and the media.
In accordance with its name, Synergy connects and intersects the views of all three sectors of the society and prominent domestic and foreign economic analysts. In addition to informative and educational content, Synergy pages are also open for advertising and promotion of ideas, products and services of NALED members, partners and associates, as well as other representatives of private, public and civil sector and the media supporting and encouraging the economic growth of Serbia.
Creating construction apprenticeships for young people. There is need to create construction apprenticeship schemes for young people. There are too many NEETS and yet there is big opportunities for employment in the construction sector.
Key findings from the West Midlands Regional Skills Assessment 2009 delivered to a workshop at the the West Midlands Regional Observatory's Annual Conference in Sutton Coldfield, 20th October 2009. The Assessment covers historical trends, current skills needs and future priorities. This was a joint pesentation by Pat Jackson, Director of the West Midlands Regional Skills Partnership, and Andy Phillips, Head of Skills Research at the Observatory.
.id's Senior economist, Rob Hall, explores the economy of Toowoomba, analysing changing migration patters, decoupling the link between economic growth and employment, the transition to a new skills economy, risks to regional competitive advantages and a closer look at the local University sector.
Publication produced within the project "Remittances Developing Moldovan Communities" implemented by Hilfswerk Austria International in partnership with the National Assistance and Information Centre for NGOs in Moldova – CONTACT with financial support of European Union.
The views expressed in this publication belong exclusively to authors and do not necessarily reflect the views of the European Commission.
Market Signals - where do they come from?
We started by monitoring the number of LinkedIn job ads in 18 European countries in Week 13 of 2020 (mid-March) – and extended our observations to ultimately 38 countries in Europe since Week 15. This allows us to measure a KPI that gives quite a good feel of the overall trend on the global job market.
Career Angels analyze the collected figures and complement the quantitative data with detailed and personal statements & insights of CEOs, HR Directors, investors, board members, candidates and headhunters that we know personally. We observe if and what kind of trends there are to leverage them into better candidate management & more effective job search methods.
These are not usual times, so we decided to share our market signals by the end of each week. If the country / context is important, we’ll add them. Otherwise, we’ll keep it general for confidentiality.
Market Signals - where do they come from?
We started by monitoring the number of LinkedIn job ads in 18 European countries in Week 13 of 2020 (mid-March) – and extended our observations to ultimately 38 countries in Europe since Week 15. This allows us to measure a KPI that gives quite a good feel of the overall trend on the global job market.
Career Angels analyze the collected figures and complement the quantitative data with detailed and personal statements & insights of CEOs, HR Directors, investors, board members, candidates and headhunters that we know personally. We observe if and what kind of trends there are to leverage them into better candidate management & more effective job search methods.
These are not usual times, so we decided to share our market signals by the end of each week. If the country / context is important, we’ll add them. Otherwise, we’ll keep it general for confidentiality.
Market Signals - where do they come from?
We started by monitoring the number of LinkedIn job ads in 18 European countries in Week 13 of 2020 (mid-March) – and extended our observations to ultimately 38 countries in Europe since Week 15. This allows us to measure a KPI that gives quite a good feel of the overall trend on the global job market.
Career Angels analyze the collected figures and complement the quantitative data with detailed and personal statements & insights of CEOs, HR Directors, investors, board members, candidates and headhunters that we know personally. We observe if and what kind of trends there are to leverage them into better candidate management & more effective job search methods.
These are not usual times, so we decided to share our market signals by the end of each week. If the country / context is important, we’ll add them. Otherwise, we’ll keep it general for confidentiality.
Because of how we work when supporting our clients, we have a very unique “glimpse” into how over 5000 Executive Search companies and almost 20 000 decision makers react – the majority of which being located in Europe; and we collect and analyze how they respond; and we observe if and what kind of trends there are to leverage them into better career management & more effective job search methods.
Before there are trends, there are signals which we usually keep to ourselves. But these are not usual times, so we decided to share those market signals by the end of each week. If the country / context is important, we’ll add them. Otherwise, we’ll keep it general for confidentiality.
Finance: We were forced to reduce the team by 20% in 8 countries and cut the budget for group level projects.
Industrial Engineering: Our recruitment processes were frozen. Also, we were forced to take leaves. Our marketing budget was reduced as well.
IT: There has been an increase of workload in the cyber security department, as well as in marketing. We managed to run a big online event for potential clients in April, as we didn’t want to wait for a more convenient time. It involved 600 people, which is about 400 more than normally.
Investment Management: Surprisingly, it was quite easy to shift to remote work, even though we couldn’t do it before, due to compliance issues.
Automotive: We were heavily affected by the restrictions – everything was frozen for 2 months. Even though we were able to continue the production, we couldn’t deliver the products as Italy is our main customer. Fortunately, we didn’t have to lay anyone off – we went through a restructuring process just before the pandemic.
Printing Business: Sales were temporarily down, but we are slowly back to business as usual.
Management Consulting: I usually have several projects, on-going and in the pipeline. All clients & consulting firms that I cooperate with have put their projects on hold until September at least. I've been proactively trying to obtain other assignments – so far, without success.
If you want to discuss your professional situation confidentially or if you are considering hiring Career Angels for support, contact Bichl.Sandra@CareerAngels.eu who will personally match you with the most appropriate consultant. For efficiency, add your CV and availability for a Skype call.
If you want to contribute, email your signals to Sandra (everything will be kept confidential).
Market Signals - where do they come from?
We started by monitoring the number of LinkedIn job ads in 18 European countries in Week 13 of 2020 (mid-March) – and extended our observations to ultimately 38 countries in Europe since Week 15. This allows us to measure a KPI that gives quite a good feel of the overall trend on the global job market.
Career Angels analyze the collected figures and complement the quantitative data with detailed and personal statements & insights of CEOs, HR Directors, investors, board members, candidates and headhunters that we know personally. We observe if and what kind of trends there are to leverage them into better candidate management & more effective job search methods.
These are not usual times, so we decided to share our market signals by the end of each week. If the country / context is important, we’ll add them. Otherwise, we’ll keep it general for confidentiality.
The Jobs and Salaries Primer is the latest in our continued endeavor to report unified salaries across temporary and permanent hiring markets, and relate these to skills across select cities and industries. This time round, we add ‘Jobs’ data to the set of insights and report industry-specific insights that have led, or are leading to, job creation.
Market Signals - where do they come from?
We started by monitoring the number of LinkedIn job ads in 18 European countries in Week 13 of 2020 (mid-March) – and extended our observations to ultimately 38 countries in Europe since Week 15. This allows us to measure a KPI that gives quite a good feel of the overall trend on the global job market.
The art of interpreting signals (precursors of trends) is – and always has been – important in navigating financial markets and economies. If you are an experienced manager or executive who wants to manage their career and/or job search processes wisely, look at the signals of the job market which are inseparably embedded in the VUCA landscape of today's world.
Before there are trends, there are signals which we usually keep to ourselves. But these are not usual times, so we decided to share those market signals by the end of each week. If the country / context is important, we’ll add them. Otherwise, we’ll keep it general for confidentiality.
Collected Quotes from CEOs and HR Directors
The vast majority of executives are with market leaders in their respective industries. By default, the board members are members of local boards; if not, we’ll indicate the exception.
Market Research: We were heavily affected by the pandemic – we are in the red and come up short compared to other companies in our industry. Online projects are cheaper than regular ones, so we have to work more in order to reach the same results. Our clients from Telco and Finance industries have been carrying their research without interruption, but those from FMCG slowed down a bit and have only recently started to catch up.
Mechanical Engineering: Our business turned out to be resistant to CV-19 – except for service centers, where 20-30% of contracts with commercial clients were frozen. Unfortunately, all of our recruitment processes have been frozen since March as well.
IT Services: We sell advanced training platforms, so one might think that our business position was perfect for CV-19, and that there was an increased need for homeschooling and remote work solutions. Unfortunately, we were lacking a representative in the CEE region, which prevented us from making great profit. We couldn’t succeed without direct cooperation and establishing long-term relations.
Management Consulting / Sustainability: One of the sustainability projects that we were carrying out was frozen because all the companies withdrew. As their turnovers slowed down, the sustainability budgets were moved to different areas in order to save the businesses. Although a little short-handed, we will start the project again after summer.
Media: The cinema industry has been seriously affected. We couldn’t count on commercial revenues, as companies stopped advertising.
If you want to discuss your professional situation confidentially or if you are considering hiring Career Angels for support, contact Bichl.Sandra@CareerAngels.eu who will personally match you with the most appropriate consultant. For efficiency, add your CV and availability for a Skype call.
If you want to contribute, email your signals to Sandra (everything will be kept confidential).
- Coverage of M&T's DIVERSITY event at the Sydney Opera House featuring the Hon. Anna Bligh.
- Hiring trends in the Business Intelligence and Information Management space, commentary by BI specialist, Tom Sweeney. Includes breakdown of most in-demand roles in the space, cotnract vs permanent, industries.
- How labour trends are looking like for all Australian regions, as seen by our Regional Directors.
- A look at ING Direct's innovative Zero Touch Project, it's very own private cloud that leads all Australian banks.
- Laura Hanson, M&T's Account Manager in Queensland updates on her latest IT Healhcare Workshop which featured Patrick Lilwall, CIO of Blue Care and Dean Dimkim from Queensland Health.
- Labour trends in the past quarter, including most in-deamdn contract roles, permanent roles and highest paid permanent roles.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Unit 8 - Information and Communication Technology (Paper I).pdf
Konkurencieschopnosť Slovenska a jeho trhu práce / Bruna Beata Jakub
1. Slovakia’s ability to compete in the market and amongst
themselves
Konkurencií schopnosti Slovenského trhu i firiem medzi sebou
Temporary Agency point of view
January 2014
2. 3 Main areas affecting Slovakia’s competitiveness
1.
Legislative changes in 2013
2.
Legislative changes in 2014
3.
The current educational structure in Slovakia
Underlying everything is corruption and “nevymožiteľnosť práva“
(Justice in SR = who you know, what you know and how much $)
Slide 2
3. Legislative changes in 2013
As of 1.1.2013
• Complex changes in “part time” contracts
• significantly increased administration
• increased cost to employer by 30%
• Increase of social contribution ceiling
• from an avg. of 2 400 € to the current unified ceiling of 3 930 €
• an increase of up to 60%
• specialists, managers, many IT jobs became more expensive
• better paying jobs became more expensive to employers
• Personal income tax increase
•
from flat rate of 20% to a revolving rate up to 25%
As of 1.5.2013
• „ 5 krát a dosť“
• this year the 2nd year – expect employers to end contracts with ADZ employees
• Temporary labor agencies cannot use part time contracts/services
•
estimated number of new s.r.o.’s created to provide services is in the 100’s…
The 2013 changes in employment laws meant a loss of employer flexibility, higher costs
and increased use of limited companies to get around the law!
Slide 3
4. ilt
re bu
”
a
Sta
Legislativertchanges in 2013 v- and grity….” “The “
a e impact
the
e
e beh
Iw
“…
om
ow w ent to int
h
an
fr
co
rn
y
t to
re
rit
gove commitm
te g
wo
alues ering
va
V
“In
rk
lu
“Our unwav
he
es
r
re
:r
on ou
”
e
PRICE
“…corporate citizenship and social responsibility is in every
aspect of our company”
Co
de
sp
of
ec
t,
e
xc
el l
en
cu
lt
ce
,
ur e
“
re
“…
Co
sp
res
on
nd
sib
all
pe
ili
its cts
uc
ty
.”
em ea
t
ch
p
res loy
i
Com
pe ees ndiv
plian
ct
i
ce wi
an to b dual
th th
dd et
ide
a
e Law
gu
ign rea nd w
lps and
he s
e
INTEGRITY
ity ted
a
am e law nd th
r
.”
g bl
wi nts
r ou
a
pro
th
ity pplic ess a
r
iness
a
n
eg
tinue bus
int y all busi
blish nor con
esta
and
be
and
ng
“….does not
ce s t o o du ct i . ”
ers, suppliers
n
with advis
e of
plia oyee con orld
relationships
m pl
ccept the Cod
e
w
il
co
fusing to a
“… r em s wh
one clearly re
any
ou ation
Conduct.”
“Insisting on the Highest Ethical Behavior
Our policies and practices direct our employees to
conduct business lawfully and ethically wherever we
operate.”
PRICE!
PRICE
ul
reg
Slide 4
5. Legislative changes in 2013 – Price Wars
According to the Slovak statistical office
.... „ Za jedenásť mesiacov roku 2013 oproti rovnakému obdobiu roka 2012 vzrástol
index priemyselnej produkcie o 4,6 %, z toho v priemyselnej výrobe o 5,7 %“. V
priemere od začiatku roka 2013 v porovnaní s rovnakým obdobím roka 2012
zamestnanosť klesla v priemysle o 1 %.” * A result of increased efficiency?!?!?!?!
Even though production in Slovakia increased, we had a decrease in employment,
and a decrease in temporary services….where did these employees go?
Limited companies offering „services“
•
•
•
•
•
•
•
are not licensed (nekontrolovateľné)
are not subject to the equal pay ammendment of the law
are not subject to client’s union labor agreements
the employees receive minimum wage and travel expenses (not subject to tax)
they are endangering the future security of these employees
they are violating the law!!!!
If service then REAL service – Managed Services in every context of the meaning!!!!
We (APAS) urge the Minister of Labor to actively enforce existing laws, sanction
those agencies (s.r.o.’s) that disregard the law, and advocate revision of the labor
code to include Employers as equally responsible for disregard of the law!
* Štatistický úrad Slovenskej republiky
Slide 5
6. Legislative changes in 2013 – solution
(we are not so rich that we can afford to buy cheap)
In Sept/Oct of 2013 Adecco performed a mystery shopper survey
Of the 28 agencies that we visited, only 2 (one of which was Adecco) actually interviewed
candidate(s)
- The single most important indicator of candidate feasibility is the interview!
- Proper employee selection impacts
- Voluntary / Involuntary fluctuation = $$$$
- Absenteeism = $$$$
In 2012 Adecco established the TH KPI report and has been measuring
each client, every week for the past two years………
Working with a licensed temporary work agency that actively measures defined
KPI’s can guarantee you cost savings through measurable performance results.
Slide 6
7. Defined ìssues
High overtime
High turnover
Poor quality of newcomers
Lack of sickness leave control
Lack of facilities/lockers for newcomers
High costs of work clothes
Troubles with personnel during production peaks
Communication problems between temps & agency:
- Doubts about salary correctness (for obvious reasons)
- Doubts about Holiday calculation methods
- Lack of research about reasons for turnover
Slide 7
8. Proposed solutions
Control and analyis of turnover (exit interviews)
Create tests specific to Client’s products
Sick leave control and management
Manage locker logistics
Workclothes from dismissed workers redistribution
Regular and planned communication with temps and client staff
Slide 8
10. Legislative changes in 2014
As of 1.1.2014 - Higher collective bargaining contracts are applicable
for almost all employers in Slovakia / Vyššie kolektívne zmluvy budú
takmer pre všetkých
- Applicable for all employers with as little as 20 employees
- Conditions for applying the higher collective bargaining contract will take
place even without the employers approval and with disregard to the employers
own bargaining contract
- The ministry will establish a tri-party commission to decide on extending the
high collective bargaining contract to employers
- 5.12.2013 Members of the Slovak opposition submitted a claim to the SK
Constitutional court regarding this new legislation. In the Czech Republic the
Constitutional Court decided that similar legislation that was planned for the
Czech Republic was unconstitutional
This law goes will have a disastrous effect on Slovakia’s ability to
compete in the market place especially for small and medium enterprises.
THE SME’s of Slovakia cannot and will not be able to compete with the
largest employer’s profits, pocketbooks or influence
Slide 10
11. Legislative changes in 2014
I am from Detroit (Motown) and lived there for 26 years. Today everyone knows that
Detroit is bankrupt and the automotive industry that once fueled it’s greatness is
dead. Many reasons exist for the destruction of the automotive industry in Detroit,
including the Unions.
I must mention an article published in SME on December 9, 2013. The title of the article
is “Zabije nás nakoniec úspech našich automobiliek?”. The author is Tomas Bella.
“Jeden príklad za všetky: mimoriadne silné odbory až do roku 2007 trvali na zachovaní
takzvanej pracovnej banky. Znamená to, že automobilky mohli modernizovať výrobu a používať
viac robotov – ale ľudí, ktorých roboty nahradili, nesmeli prepustiť. Tí ďalej chodili do práce a
čakali, čí sa nejaká práca náhodou nevyskytne.“
V roku 2009 General Motors a Chrysler zbankrotovali.
Another quote from Mr. Bella’s article. This time about education – my final point….
“Ak začneme debatu o akejkoľvek alternatíve k automobilkám, skončime nakoniec zasa pri
vzdelávaní, pretože svet sa stal príliš zložitým na to, aby sme vedeli vyveštiť na 30 rokov
dopredu. Jednoducho budeme potrebovať bystrých ľudí s univerzálnymi schopnosťami, ktorí
budú schopní prispôsobiť sa, či už v tom čase budeme vyrábať Volkswageny, solárne panely,
vodíkové články, autá Tesla alebo autá čínskey značky Geely“
Slide 11
12. 3rd competetiveness factor - EDUCATION
Not everything in the former regime was bad...
Ministerstvo Školstvo
Priemysel
competencie
spolupraca
Základne
školy
Odborné Predmety
Gymnázia
Obchodné
Akadémia
Stredné
Priemyselné
Stredné
odborne
učilište
PRAX
Školy
ZAMESTNANIE
Univerzitá
Slide 12
13. EDUCATION today
Kompetenčný zákon 2001
Ministerstvo Vnútra
8 VUC-ky
Zriaďovateľ = $, koľko, kde a komu
ZŠ
Ministerstvo Školstvo
ZŠ
ZŠ
OA
Gym
OA
Gym
OA
SPS
competencie
Gym
SOU
SPS
SOU
SPS
SOU
ZŠ
ZŠ
ZŠ
Gym
OA
Gym
OA
Gym
OA
SPS
SOU
SPS
SOU
SPS
SOU
obsah
ZŠ
ZŠ
Gym
OA
Gym
OA
SPS
SOU
SPS
SOU
Univerzitá
Priemysel ??????
Slide 13
14. EDUCATION today
Kompetenčný zákon 2001 / effect since 2006
I compared information from the Ústavu informácii a prognóz školstva“ for school years 2011 / 2012 and
from 4 years prior, t.j. 2007 / 2008 (and compared the largest regions: BA, ZA, KE, PO). In this sample the
number of students in ”high schools” increased by 7,5%, however the number of schools increased by
62%! Students in technical vcational schools increased by 82%, but the number of schools by 172%!
Gymnazia
2007 / 2008
Počet škôl Kraj
celkom
BA
24
ZA
22
KE
25
PO
21
2011 / 2012
Súčet
žiakov
spolu
12570
11671
12598
10291
Počet škôl
Kraj - celkom
BA
44
ZA
29
KE
36
PO
40
rozdiel za 4 roky
Súčet
žiakov
spolu
13388
11602
12205
13045
% Narast
pocet škôl
83%
32%
44%
90%
% narast
pocet
žiakov
7%
-1%
-3%
27%
SOŠ
2007 / 2008
Počet škôl Kraj
celkom
BA
23
ZA
17
KE
27
PO
35
2011 / 2012
Súčet
žiakov
spolu
12570
11671
12598
10291
Počet škôl
Kraj - celkom
BA
63
ZA
63
KE
60
PO
77
rozdiel za 4 roky
Súčet
žiakov
spolu
13605
24099
21346
25193
% Narast
pocet škôl
174%
271%
122%
120%
% narast
pocet
žiakov
8%
106%
69%
145%
Slide 14
15. EDUCATION today
Kompetenčný zákon 2001 / effect since 2006
Since the application of the Competency Act of 2001 today control over the
amount of school (numbers), the amount of financing, and location is
determined by 8 separate regional councils (VUC) – thus, the Minister of
Interior
- The Ministry of Education is no longer the “owner” of our educational system.
Today we have 8 owners with various degrees of competency, understanding
and interest!
- Literally 100’s of Associations, local organizations, individual companies,
etc…. Have been searching for a model to increase the effectiveness of
education and make it applicable to the needs of society and industry – without
gaining consortium (even at the local level)
- Even if a “perfect” model was developed, under the current structure it would
have to be “sold” to 8 regional VUC-ky!!!
The government must revert back to the former succesfull model of
education in Slovakia and take all steps to remove the education system
from the Competency act of 2001. Without one owner, one vision, one
strategic plan to meet our current and future needs in education, the
current system will (already is) intellectually bankrupt Slovakia.
Slide 15
16. Thank You!!!
Bruna Beata Jakub
Country Manager
Adeccco Slovakia, spol. s r.o.
Ajilon (UK) Limited
Apollo Business Center
Mlynské nivy 45, 821 09 Bratislava
mobile: +421 902 943 684
bruna.jakub@adecco.com
www.adecco.sk; www.adecco.com