Everyone loves a good spreadsheet. But if you have more than a few hundred employees, it can be a nightmare to track performance, training and succession activities with real-time insight. Our clients share why they made the switch from spreadsheets to talent management software - check them out.
8 Reasons to Stop Managing Your People with Spreadsheets (Higher Education)Cornerstone OnDemand
Everyone loves a good spreadsheet. But if you have more than a few hundred employees, it can be a nightmare to track performance, training and succession activities with real-time insight. Our clients share why they made the switch from spreadsheets to talent management software - check them out.
8 Reasons to Stop Managing Your People with Spreadsheets (Higher Education)Cornerstone OnDemand
Everyone loves a good spreadsheet. But if you have more than a few hundred employees, it can be a nightmare to track performance, training and succession activities with real-time insight. Our clients share why they made the switch from spreadsheets to talent management software - check them out.
Unleashing the Power of Analytics: Driving Performance at the Intersection of...Human Capital Media
Performance analytics is a data-driven approach used to optimize how organizations manage and deploy learning and development that supports execution of business strategy. How are learning organizations today using data? How do they define and determine relevant analytics? Is there a critical shortage of analytics skills in the learning function? What outcomes are organizations realizing from their efforts when deploying performance analytics to drive learning and development (L&D)? Finally, how do we link learning analytics and business analytics to produce performance data that really deliver results?
In this session, we will share the results of a proprietary research conducted with hundreds of CLOs , in partnership with Human Capital Media, that delved into these questions… and more. We will shed light on best practices being employed and the challenges for learning leaders.
Learning Objectives:
Identify best practices and gaps in the adoption of analytics by learning organizations
Understand the difference and impact of learning analytics vs Performance analytics
Examine how analytics can transform strategy and outcomes for the learning function
People Analytics: Creating The Ultimate WorkforceCenterfor HCI
If you are a leader or manager in a large organization, you are probably familiar with these terms. But you may be unaware how your organization can benefit from people analytics and what it will take.
Zalp webinar-Raising your employee referral program results to 50% of all hiresSavio Vadakkan
This interactive webinar was led by Dr. John Sullivan, arguably the world’s leading proponent of employer referrals programs (ERP). In this webinar, he highlighted the best practices that have proven to be effective in making referral programs the dominant corporate recruiting source.
The webinar was sponsored by ZALP in association with ere.net.
ZALP is the perfect employee referral software for every organization looking to tap the unexplored potential of their referral program while at the same time exploiting the potent potential of social media in recruitment.
Request a demo today. Visit www.zalp.com or mail us at info@zalp.com
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...shrm
SHRM surveyed HR professionals with the job function of employment or recruitment to learn more about organizations’ use of social media for talent acquisition. Specifically, this report focuses on recruitment and screening of job candidates. It also looks at trends over time, comparing the results to data from 2011 and 2013 when possible.
Learning outcomes for this subjects are:
a. Identify current information management challenges and evaluate potential solutions.
b. Map the functions of various types of information systems to the type of support needed by business operations and decision makers.
c. Recognize the relationship between business pressures, organizational performance & IT Support.
For more classes visit
www.snaptutorial.com
HSA 530 Final Exam Part 1 Set 1
Question 1 Today’s Human Resource Departments may be seen as having an image problem because
Organizations have the opportunity to not only attract but enable tomorrow's workforce, and to do it better than everyone else. We'd like to invite you to take a look at some of our People Success predictions for 2020 and beyond.
Presentation from Salesforce.org Higher Ed Summit 2017 by: Kyle Schmid, McCombs School of Business - The University of Texas at Austin
In addition to overseeing the team that builds our web and social presence, my focus has been on watching the analytics of our site and finding the best way to present content to our audiences. As we get ready to update the website for 2017, we've been tasked with a university trustee to make the site 'cool'. Armed with user data, research and focus group information we are now defining cool on our own terms. The presentation will highlight how we look at data, and how we use that data to design better interfaces, better content, and a better user experience.
To truly influence business decisions, you
need to understand where the industry is
going. This 5th annual report uncovers
worldwide recruiting trends that will move
your organization forward, and help position
you as a strategic business partner.
Architects for Health - When is an architect not an architect - Jane Willis a...Architects for Health
Architects for Health's Collaborative practices: artists and architects event - When is an architect not an architect presentation by Jane Willis and Je Ahn
Product Owner Kodokan by Kemal BajramovićBosnia Agile
With a short introduction to the role of Product Owner in a Scrum team, this lecture aims at demonstrating the unique leadership role of a Product Owner and providing hands-on practice with thinking and collaboration tools and practices in moving and shaping a product vision.
HR Top Tips: 5 Keys to Gaining Momentum with Internal Career MobilityAggregage
Encouraging employees to engage in work and opportunities in ways that benefit both the organization and the employee has never been more valuable. Join us for this exclusive webinar, where Matthew Daniel, Principal of Talent Strategy and Mobility at Guild Education, will share the top five highest impact practices you can leverage to build momentum for your internal career mobility efforts now!
Unleashing the Power of Analytics: Driving Performance at the Intersection of...Human Capital Media
Performance analytics is a data-driven approach used to optimize how organizations manage and deploy learning and development that supports execution of business strategy. How are learning organizations today using data? How do they define and determine relevant analytics? Is there a critical shortage of analytics skills in the learning function? What outcomes are organizations realizing from their efforts when deploying performance analytics to drive learning and development (L&D)? Finally, how do we link learning analytics and business analytics to produce performance data that really deliver results?
In this session, we will share the results of a proprietary research conducted with hundreds of CLOs , in partnership with Human Capital Media, that delved into these questions… and more. We will shed light on best practices being employed and the challenges for learning leaders.
Learning Objectives:
Identify best practices and gaps in the adoption of analytics by learning organizations
Understand the difference and impact of learning analytics vs Performance analytics
Examine how analytics can transform strategy and outcomes for the learning function
People Analytics: Creating The Ultimate WorkforceCenterfor HCI
If you are a leader or manager in a large organization, you are probably familiar with these terms. But you may be unaware how your organization can benefit from people analytics and what it will take.
Zalp webinar-Raising your employee referral program results to 50% of all hiresSavio Vadakkan
This interactive webinar was led by Dr. John Sullivan, arguably the world’s leading proponent of employer referrals programs (ERP). In this webinar, he highlighted the best practices that have proven to be effective in making referral programs the dominant corporate recruiting source.
The webinar was sponsored by ZALP in association with ere.net.
ZALP is the perfect employee referral software for every organization looking to tap the unexplored potential of their referral program while at the same time exploiting the potent potential of social media in recruitment.
Request a demo today. Visit www.zalp.com or mail us at info@zalp.com
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...shrm
SHRM surveyed HR professionals with the job function of employment or recruitment to learn more about organizations’ use of social media for talent acquisition. Specifically, this report focuses on recruitment and screening of job candidates. It also looks at trends over time, comparing the results to data from 2011 and 2013 when possible.
Learning outcomes for this subjects are:
a. Identify current information management challenges and evaluate potential solutions.
b. Map the functions of various types of information systems to the type of support needed by business operations and decision makers.
c. Recognize the relationship between business pressures, organizational performance & IT Support.
For more classes visit
www.snaptutorial.com
HSA 530 Final Exam Part 1 Set 1
Question 1 Today’s Human Resource Departments may be seen as having an image problem because
Organizations have the opportunity to not only attract but enable tomorrow's workforce, and to do it better than everyone else. We'd like to invite you to take a look at some of our People Success predictions for 2020 and beyond.
Presentation from Salesforce.org Higher Ed Summit 2017 by: Kyle Schmid, McCombs School of Business - The University of Texas at Austin
In addition to overseeing the team that builds our web and social presence, my focus has been on watching the analytics of our site and finding the best way to present content to our audiences. As we get ready to update the website for 2017, we've been tasked with a university trustee to make the site 'cool'. Armed with user data, research and focus group information we are now defining cool on our own terms. The presentation will highlight how we look at data, and how we use that data to design better interfaces, better content, and a better user experience.
To truly influence business decisions, you
need to understand where the industry is
going. This 5th annual report uncovers
worldwide recruiting trends that will move
your organization forward, and help position
you as a strategic business partner.
Architects for Health - When is an architect not an architect - Jane Willis a...Architects for Health
Architects for Health's Collaborative practices: artists and architects event - When is an architect not an architect presentation by Jane Willis and Je Ahn
Product Owner Kodokan by Kemal BajramovićBosnia Agile
With a short introduction to the role of Product Owner in a Scrum team, this lecture aims at demonstrating the unique leadership role of a Product Owner and providing hands-on practice with thinking and collaboration tools and practices in moving and shaping a product vision.
HR Top Tips: 5 Keys to Gaining Momentum with Internal Career MobilityAggregage
Encouraging employees to engage in work and opportunities in ways that benefit both the organization and the employee has never been more valuable. Join us for this exclusive webinar, where Matthew Daniel, Principal of Talent Strategy and Mobility at Guild Education, will share the top five highest impact practices you can leverage to build momentum for your internal career mobility efforts now!
Living in a data economy: Transforming the role of HRMartin Sutherland
In a data economy, wealth is defined by extracting value from good quality data. The challenge is how to ensure a sustainable source of good quality HR data and how to turn that data into a compelling story that engages business leaders and creates a competitive advantage through talent.
Analyzing the College Experience: The Power of Dataaccenture
By unleashing the power of analytics, institutions align resources, systems and strategy to use data to drive decisions related to key areas such as enrollment, student success and academic performance.
Talent is the lifeblood of every company. Whether it’s a startup, SMB, or enterprise, there would be no systems or processes in place without the people to drive them. Learn 3 ways on how you can Improve Your Talent Pipeline with Technology
https://www.aberdeen.com/hcm-essentials/jim-stefanchin-3-ways-improve-talent-pipeline-technology/
Workforce analytics, also called HR analytics or people analytics is getting much attention lately. And rightly so! Research has shown that companies using data to drive their decisions and actions are more succesfull than others. With (predictive) analytics an accurate view of the future requires predictions based on data rather than personal hunches or speculation.
Deliver More Impact with Data Informed Decisions webinar Salesforce.org
What impact are you having? Which programs are working? Is your organization using your resources effectively? Measuring results is a key aspect of delivering better programs and services. However, many organizations are still using spreadsheets and disconnected databases to collect this data, and therefore, have trouble quantifying their impact. Join us to hear how two organizations, The Cara Program and Springboard Collaborative, are leveraging Salesforce to track their program data and understand their results. The Cara Program, a Chicago human services agency, uses Salesforce for case management for their workforce development programs. Springboard Collaborative uses Salesforce to track their students results for their program that seeks to narrow the literacy achievement gap in low income communities. You'll hear about how each organization decided on Salesforce, learn about the successes and challenges they've had through implementation, and see a demo of their Salesforce solutions.
Speakers:
Lori Freeman, Director Product Marketing, Salesforce Foundation
Chrissy Houlahan, COO, Springboard Collaborative
Steve Heye, Manager of Technology, The Cara Program
Tucker MacLean, Vice President of Sales and Marketing, Exponent Partners
Technology has given birth to the latest disruption of Human Resources. Artificial intelligence. Virtual Reality. Data analytics. The list goes on.
Embrace The Tech Disruption explores:
- The use of Artificial Intelligence
- Data analytics and the hiring process
- The impact of the tech disruption on company budgets
- Technology solutions to day-to-day HR activities
Data Literacy and Data Virtualization: A Step-by-step Guide to Bolstering You...Denodo
Watch full webinar here: https://bit.ly/2KLc1dE
An organization’s effectiveness can only be as good as the understanding of their data. Hence it is important for both the frontline workers as well as the managers to be data literate, so that they can they understand how the business is functioning, decide if any changes need to be made, and quickly make decisions to realize better outcomes. However, successful data literacy requires stringent processes and an effective tool to operationalize them.
Listen to the our replay on the 10-steps to building a data-literate organization, and how data virtualization can help implement the underpinning processes.
Sense Corp and Denodo have partnered to combine state-of-the art professional services with the industry’s most advanced data virtualization platform to streamline data access in support of the most critical business needs.
Watch the replay to learn:
- The 10-steps to data literacy; what you can do to become a high performer.
- How to use data virtualization as the foundation to implementing data literacy processes.
- Examples of companies that have achieved high levels of data literacy.
Download the Sense Corp 10 Steps to Data Literacy eBook to learn more.
Similar to 8 Reasons to Stop Managing Your People with Spreadsheets (K-12 Education) (20)
Compliance is an essential part of HR, but it is always the bare minimum and should be assessed and analyzed as part of an overall culture strategy. Issuing a policy that says "We don't discriminate" is not the same as a comprehensive inclusion and diversity program.
Following the rules and filing reports are just part of creating a work environment where compliance happens on the way to larger goals for learning, performance, and wellness. But since HR never has to make the business case for compliance, it can be a persuasive approach to larger culture initiatives.
In this presentation, we survey compliance issues, who they affect, and why it's essential to see compliance as a culture issue.
You will learn:
- What compliance issues create risk for the organization.
- What compliance issues create risk for employees.
- Why people are the most important aspect of all compliance issues.
- When compliance problems are symptoms instead of causes.
- How to approach different compliance issues using tech, training, coaching and data.
- How to make compliance an effective part of a comprehensive approach to work culture and strategy.
The original webinar featured Mike Bollinger, Vice President-Thought Leadership and Advisory Services, Cornerstone OnDemand and Heather Bussing, Employment Attorney and Principal Analyst at HRExaminer.
Cornerstone has been spending a lot of time gazing into our crystal ball and thinking about the future. More specifically, how organisations like yours can navigate the future and prepare for the emerging Skills Economy. The way we see it, we are at a critical juncture where the world is experiencing a major shift in the way everyone works and learns.
The most successful companies continually reinvent themselves during these times of disruption. And continually developing their talent is the differentiator. No matter what sector or industry, increasing employee's knowledge, skills, and abilities in this continually changing environment is fundamental in futureproofing success.
In our webinar, we explore the increasingly fluid nature of learning, the skills workers will need to learn, and how leaders can build a culture of learning from the top down.
Coffee with Cornerstone: How to Deliver Training to Franchisees and DealersCornerstone OnDemand
You know that educating your network of franchises, dealers, and partners is critical to your organization's success, but how can you best deliver training to an external audience?
Grab a coffee and join Cornerstone for a discussion and demonstration of some of the latest trends in franchisee and dealer training.
During the webinar, you'll see how you can:
• Deliver training content to franchisees and dealers
• Measure the impact of your training programs
• Generate revenue from training courses
HCI Webinar: Changing a Company Culture, One Technological Performance Module...Cornerstone OnDemand
Sometimes the best systems aren’t all in place when it comes to talent management. Processes may need improvement and people likely want more support, but a knowledge gap and lack of experience in change management blocks companies from adopting the finest practices and implementing helpful technology. Success, as seen by leaders, is achieved by doing what works best for the business. Top managers take on the constant task of determining how to make each process more efficient and improve what’s needed to maximize productivity.
The Evolution of HR: Embrace an Analytics Mindset to Unlock HR’s PotentialCornerstone OnDemand
Highlights:
• Approaches for developing an analytics mindset and a culture of curiosity about talent
• The art of interpreting and visualizing analytics outcomes
• How to craft a compelling story to drive change, starting with where you are today and how to achieve the talent future state
Learning objectives:
• What is the VUCA world?
• Evaluate what areas of HR will be impacted by changes.
• Establishing and advocating for needs of HR and your employees.
• Aligning processes with the new initiatives in your organization.
Big data is not only transforming the way we make decisions, but also the way that organizations recruit, manage and develop their people, driving engagement, innovation and productivity to new peaks.
Explore the future of cloud-based human capital management, and demonstrate how what you do today will influence and energize your company for decades to come.
Sarah Brennan, Principal Consultant, Talent Acquisition at Cornerstone OnDemand, provides easy-to-understand insights on:
o Evolution of the role of recruiting in business from reactive to strategic partners
o How a unified approach to looking at talent acquisition can benefit core HR and business drivers
o The impact employment branding and candidate experience have on influencing employee engagement and retention (and vice versa)
Presented by: Mike Erlin, Managing Director, Australia & New Zealand
Some questions we answer:
Compliance
•Where do the highest risk levels reside & why?
•What are my risks if employees do not finish a course on time?
Succession Planning
•Which employees are ready for a new role?
Career Mobility
•What are possible career paths based on current role and career interests?
Employee Growth
•What is my employee’s potential for new roles & how can I best develop them?
Learning & Development
•What courses drive the most impactful development?
•How can I effectively assign courses & optimise our catalog?
Embracing Disruption: How One Multinational is Changing its ApproachCornerstone OnDemand
Digital disruption and flatter workplace organizations are changing employee expectations regarding corporate learning. Organizations must take advantage of the opportunities created by these changes and align existing organizational expertise to them in order to fulfill business objectives.
Emerging Trends in Learning & Performance: Shift Your Performance Discussions...Cornerstone OnDemand
In Part 2 of this series, we discussed ways to increase engagement in your organization through learning strategies. Providing a variety of learning opportunities for employees is critical, as is having a clearly defined approach to talent development. In a recent survey by the Conference Education Board, 65% percent of millennials stated that the opportunity for personal development was the most influential factor in choosing their current job. As the shifting focus of performance management embraces a forward-looking approach, development opportunities for employees is taking center stage in those discussions.
In the final part of this series, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand will explore specific ways to shift performance discussions toward development, coaching and ways to encourage the career growth of your organization’s employees. Talent management professionals must be ready to have conversations that revolve around building skills and experience, career planning and helping team members network and succeed. Mr. Spake will share case studies and best practices from companies which have embraced employee development not as a trend, but as a talent and performance management priority.
Learning and Business Impact: Making the Case through Metrics and AnalyticsCornerstone OnDemand
Proving the impact of a single learning investment is relatively easy. Answering the broader question of "What impact is L&D having on the business?" is hard.
Revising your Enterprise Learning Strategy: It Starts with CommitmentCornerstone OnDemand
As a $1 billion growth company, AthenaHealth had grown rapidly over a relatively short period. As a result, their learning and development department was faced with new challenges related to leadership commitment, employee engagement and scalability to support the organization’s pace of change. During this spotlight webinar, AthenaHealth’s chief learning officer, Karen Hebert-Maccaro, shares how she stewarded the organization into the next phase of their enterprisewide learning strategy, through senior leadership commitment and the development of tailored learning experiences for each employee.
During this spotlight webinar, viewers will learn:
•How AthenaHealth took a contemporary approach in developing their learning strategy.
•Lessons learned as the organization underwent a significant change modernizing the L&D department and introducing a learner-centric culture.
•The risks and rewards in overhauling your organization’s learning strategy.
Emerging Trends in Performance Management: Diagnose, Discern & Develop - Part 1Cornerstone OnDemand
In this session, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand, will explore several emerging trends through examining case studies of companies using these new performance management concepts. Discussing specific actions, Mr. Spake steps us through how to diagnose your current performance strategy, the benefits the latest trends have on employee engagement as it pertains to performance management, as well as discerning between learning activities and development achievement.
Preventing Staff Burnout: Strategies for Happier Staff and Healthier PatientsCornerstone OnDemand
There is a fine line between stress and passion in the workplace. Both require extreme dedication, time and commitment, however, one is not pleasant, while the other, completes the reason for your existence. The term ‘burnout’ in the workplace suggests that people are tired of working to the point that they no longer want to continue at their current pace. We often consider burnout as a ‘bad thing’ in the workplace and overall that is correct, however, this can emanate from both a stressful position as well as a passionate position.
According to of a comprehensive study conducted within the nursing ranks, there are three types of stress; eustress, distress and severe distress (i.e. burnout). Eustress is the kind of stress that generates either fear or excitement, often see to be ‘good stress.’ Distress is what we all think of when we speak of stress, the bad kind. Distress generates depression, sadness, and pessimism to name of few. Lastly, severe distress is extreme stress. This is the type of stress that causes emotional exhaustion to the point of coronary heart disease. Stress is no laughing matter and a very real issue in clinical operations. Arguably, organizations must address these issues intentionally and for multiple reasons.
In this session, Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services for Cornerstone on Demand, will discuss the challenges of dealing with both stress and passion in the workplace, both leading to staff burnout. He will go over the causes of stress in the clinical workplace as well as some struggles to help alleviate some of the issues.
Shifting Away From Annual Performance Reviews to Increase Productivity and En...Cornerstone OnDemand
Discover how shifting away from annual performance reviews can boost employee engagement and productivity within your organisation.
Presented by Geoffroy de Lestrange, Product Marketing Manager, EMEA Cornerstone
Driving Engagement: The Link Between Staff Buy-in and Quality CareCornerstone OnDemand
Employee engagement is good for both the employee as well as the organization; when employees are happy, they’re more productive, and the institution delivers higher levels of patient care while keeping overall costs down. As they say, it’s a win-win. Just 44% of healthcare workers are engaged (HBR) and engagement was the top variable for mortality rates (Forbes). What might be a good solution to boost engagement?
The crux of this issue is that employee engagement is 'over' defined. Search for the term on Google and you will get a myriad of definitions that lead to confusion about what you’re trying to solve and how to solve it. In this webinar, we will address the history of employee engagement, where the confusion lies, and implications for the clinical staff relevant to competency and patient outcomes. We will also propose some areas for immediate focus to get ahead of this issue.
In a similar format to Part 1 of this series, the webinar will address a strategic view of employee engagement, while attendees will receive an eBook describing some practical steps to increase overall employee engagement. Click here to access previous sessions:
Our presenters for Part 1 will be Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services and Lynn Howe, Regional Sales Manager for Cornerstone on Demand. Dr. Tonkin has over 25 years of experience in human resources challenges and focuses on the Healthcare sector for Cornerstone. Howe, RN, MS, CEN, and CCRN is a Registered Nurse, former Director of Education with 30 years of clinical experience, holds a graduate degree in Human Resource Management and is currently a regional sales manager in the healthcare vertical.
Onboarding in Healthcare that Sticks: It's More Than Just the PaperworkCornerstone OnDemand
Unfortunately, staff turnover in the healthcare industry has now become a characteristic of the sector. Research reports that half of the nurses leave their current positions after two years. Care centers report significant turnover that equates to a $7 million a year problem. Adding to that is a two-headed dragon: the workforce that is retiring 10,000 people per day, yet the average adult lifespan is increasing.
That’s why Cornerstone OnDemand is proud to present a four-part series that addresses weaknesses in employee development to shine a light on a persistent, yet fixable problem.
The first of the series will address onboarding issues. We know that hospitals on board their employees in just one day. The rationale for this timeframe is that healthcare in America is a ubiquitous industry; however, many onboarding programs in hospitals disregard the fact that each institution holds different values, beliefs, and shared norms, many of which can’t be fully addressed in one day.
Join Tom Tonkin, Principal Consultant, Thought-Leadership and Advisory Services at Cornerstone OnDemand, for the first webinar in our series on staff burnout in healthcare and how to treat it across the entire employee life cycle! Topics covered in this webinar include:
-The importance of strong onboarding on day 1
-How to set clear goals and expectations from the beginning
-The importance of opening up job-roll-specific training early in the onboarding process
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In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
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Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
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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.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
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Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
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.
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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.
8 Reasons to Stop Managing Your People with Spreadsheets (K-12 Education)
1. 8 Reasons to STOP
managing your people
with spreadsheets
2. Everyone loves a good spreadsheet. However, if you
have more than a few hundred teachers, staff, and
administrators, tracking performance, professional
development, and compensation is the stuff of
nightmares. Spreadsheets and paper-based
processes can’t give you deep, real-time
insight into how your employees are
performing or how to make them—
and your district—more successful.
A talent management
system can.
Our clients shared their reasons for making the switch from spreadsheet to software.
Which one tops your list?
3. …switching to a talent management system can significantly—and quickly—reduce the costs
and time spent associated with managing performance, development, and compensation.
Reason #1
We never had
enough time.
If you’re relying on spreadsheets to track professional
development, compensation, performance evaluations, and
classroom observations, you’re also spending a lot of time
finding and filing information. Manual tracking doubles
your administrative workload—which leaves far less time to
implement the programs and strategies that can catapult
your district to top tier status.
A talent management (TM) system slashes the hours
it takes to access employee data, which in turn reduces
administrative effort and saves money. In the corporate
arena, studies show companies using integrated talent
technology see 26% higher revenue per employee.1
How
does this apply to K-12 administrators, for whom reduced
budgets, not increased revenue, are key drivers? By taking a
page out of the corporate playbook, districts switching to a
talent management system can significantly—and quickly—
reduce the costs and time spent managing performance,
development, and compensation.
1
Bersin, Talent Management Systems 2013: Market Analysis, Trends and Provider Profiles, p.21.
4. Reason #2
We needed to
reduce data entry
mistakes.
With all the manual entry involved in spreadsheets and docs,
mistakes are bound to happen. Plus, it’s difficult to track reviews
and compensation plans that require approval from multiple
people, and there’s always a risk of compliance snafus if you
can’t prove that training’s been completed.
As your district grows—total public elementary and secondary
enrollment is expected to increase every year from now until
20202
—the potential for mistakes and compliance errors grows,
as well. With a TM system, however, you can eliminate duplicate
efforts and put the kibosh on human error.
2
Digest of Education Statistics, Institute of Education Sciences National Center for Education Statistics, US Department of Education, page 10,
accessed on January 6, 2014, at http://nces.ed.gov/pubs2012/2012001.pdf
5. Reason #3
We couldn’t take action
on our performance
management results.
Performance management and professional development
plans should work in tandem. Yet creating plans from
spreadsheets and annual reviews doesn’t really work, does
it? Without a way to integrate evaluations and observations
with individualized development, annual performance reviews
simply aren’t actionable.
A TM system puts purpose and value back into the process.
It links performance with recruiting, onboarding, leadership
development, learning, and compensation—from week to
week, not year to year. According to the American Enterprise
Institute for Public Policy Research, “More crucial than any
other element of school-system management may be human
capital operations. Dramatically improving the quality of
teaching requires that a system be able to monitor personnel;
gauge performance; and competently manage hiring, transfers,
benefits, employee concerns, and termination.”3
3
Frederick M. Hess and Jon Fullerton, The Numbers We Need: How the Right Metrics Could Improve K–12 Education, American Enterprise Institute for Public
Policy Research, No. 2, February 2010, page 4, accessed on January 6, 2014, at http://www.aei.org/files/2010/02/18/02EduHessFeb2010g.pdf.
6. Reason #4
We couldn’t access data
quickly for administrators
and school leaders.
It takes time—hours and hours—to compile employee
information. Yet administrators and school leaders expect you to
deliver that information in mere minutes. With a TM system, you
can immediately access training records, reviews, and succession
opportunities—the whole kitchen sink. You’re always prepared
for audits and ready to meet with your school board and grant
funders with the info they require.
The result? Because you’re up to date on training and
development requirements and government regulations, you can
worry less about compliance audits. Because you can look across
and into your entire organization to determine future leaders,
you’re making long-term decisions that ensure the success—and
reputation—of your district. “The public and private sectors
already rely on quick access to performance and compliance
data to make smart day-to-day decisions and drive long-term
strategies; school districts can do the same by using a TM
system to look more deeply into the operational and instructional
leadership factors that directly affect student performance…
illuminating why those results look like they do and what might
be done about them.”4
4
Ibid, page 2.
7. Reason #5
We needed scalability
to manage increasing
enrollments and hiring.
If you’re struggling with manual tracking now, imagine the
paperwork you’ll have as your district grows. Growth is a given:
according to the US Department of Education, total public
elementary and secondary enrollment is expected to rise every
year from now until 2020.5
Unfortunately, the number of
spreadsheets and the growth of enrollment have an ugly one-to-
one relationship. Many clients sought us out when they realized
their manual processes simply wouldn’t be able to keep up with
increases in hiring.
The right system will allow you to manage more employees
thanks to more visibility into compliance tracking, workforce
planning, and recruiting. According to a joint study by IBM and
the Human Capital Institute, the education arena was least
likely to use “enlightened talent management practices.”6
And
yet, studies of school districts that incorporate integrated talent
management practices “reveal an association between such an
approach and more successful reform efforts, including more
ambitious instruction.”7
5
Digest of Education Statistics, page 10.
6
Ellen Behrstock, PhD, Talent Management in the Private and Education Sectors: A Literature Review, January 2010, page 2, accessed on January 6, 2014, at
http://files.eric.ed.gov/fulltext/ED509967.pdf.
7
Ibid, page 4.
8. Reason #6
We needed to retain our top
teachers and administrators
for quality performance.
Your people are a powerful resource, and recognizing top
teaching and administrative talent is key to keeping them.
If you’re relying on paper-based tracking, you’ll never know
who your top talent is. Half of today’s beginning teachers will
voluntarily leave the profession within their first five years.8
40% of the nation’s veteran teachers are now 50 years or older
and will likely retire in the next five years.9
With tools designed to identify and incentivize high performers,
a TM system helps you hold onto your superstars. Studies have
found that organizations with tightly aligned talent processes
experienced 40% less turnover of high performers.10
Vanguard
districts have the opportunity to do the same by integrating
talent management processes to ensure great performers stick
around for the long haul.
8
National Education Association, “Research Spotlight on Recruiting Retaining Highly Qualified Teachers,” accessed September 30, 2013,
at http://www.nea.org/tools/17054.htm.
9
National Public Radio, “Record Number of Teachers Set to Retire,” accessed on September 30, 2013, at
http://www.npr.org/templates/story/story.php?storyId=18583812.
10
Bersin, Talent Management Systems 2013: Market Analysis, Trends and Provider Profiles, p.21.
9. ...organizations with an integrated talent approach have an ‘87% greater ability to hire
the best people’
Reason #7
We needed to find the
right talent quickly.
As a result of the growing skills scarcity, the fight for top talent
can be brutal. Add the impending talent shortage thanks to the
Baby Boomer exodus, and sourcing talent can feel like a scene
out of the Hunger Games.
Taking advantage of social recruiting is critical to nabbing
the best and brightest new hires. Yet connecting candidate
networks with career opportunities while capturing referrals can
be difficult—unless you’re using a TM system. Studies show
organizations with an integrated talent approach have an 87%
greater ability to “hire the best people.”11
A TM system helps you
use your networks, social media, and employee referrals to find
top talent in less time—and with less paperwork.
11
Bersin, Talent Management Systems 2013: Market Analysis, Trends and Provider Profiles, p.21.
10. Reason #8
We’re sick of slugging
it out with our core
HRIS/ERP provider.
Love is a battlefield—and so is the talent management arena.
Our education clients who relied on HRIS/ERP systems found
them good at payroll and recording information but woefully
ineffective at talent-specific processes like identifying their next
principal or assistant superintendent.
There’s a big difference between an HR generalist—most ERP
providers—and a true TM specialist. Only a specialist’s tools
are designed to help manage talent and performance in a
simple, easy way. Clunky ERP solutions disengage and frustrate
employees to the point they stop using them altogether. Our
clients were relieved when they discovered they could get
solutions that were both tailored for talent management and
easily integrated into their existing HRIS/ERP.
11. csod-industry-brief-education-2014
Spreadsheets can’t bridge the gap between people management and
your district’s goals. An integrated talent management system helps you
find and keep the best teachers and administrators, plan for succession,
and spend less time on data gathering—and more time on improving
classroom performance. But where do you start? Check out Cornerstone.
For more than a decade we’ve helped 1,500 clients source, develop, and
retain their talent with tools that are both powerful and easy to use. Start
the conversation at csod.com/k12.
Cornerstone OnDemand is a leader in cloud-based applications for talent
management. Our solutions help organizations recruit, train, manage and connect
their employees, empowering their people and increasing workforce productivity.
To learn more, visit csod.com/k12.