This document discusses strategies for recruitment, retention and succession planning for employers. It notes that 50% of the agriculture employee base will retire in the next 10 years. There is a shortage of qualified candidates with agricultural backgrounds. Retention is key to succession. Building a strong bench of existing employees and reducing turnover is important. Effective internal and external communication is essential for retention. Hiring should focus on a candidate's potential performance and behavioral characteristics rather than just skills and experience.
The document discusses recruiting and retention strategies for businesses in agriculture. It notes that 50% of the agriculture employee base will retire in the next 10 years as baby boomers leave the workforce. There is also limited supply of potential employees in rural areas and a decreasing number of graduates with agriculture degrees. The presentation recommends focusing on retaining current employees by improving internal communication, developing career paths, and emphasizing growth opportunities. It also suggests recruiting passive job seekers by highlighting the future impact, challenges, and opportunities a role provides rather than just listing job requirements.
Ag 1 source becoming a destination employer - kalmbach presentation draftAg 1 Source
The document discusses strategies for companies in the agriculture industry to address challenges in hiring and retaining employees. It outlines how demographic and economic shifts have created a "perfect storm" with an aging workforce and fewer qualified candidates. The presentation provides recommendations for companies to become "destination employers" by focusing on assessing candidates thoroughly, promoting their value proposition, improving recruiting efforts, and implementing strong onboarding programs. The goal is for current employees to refer to the company as the best place to work and for future employees to see it as the ultimate career destination.
مراد وهبه بروفيسور وأستاذ الفلسفة في جامعة عين شمس وعضو في مجموعة من الأكاديميات والمنظمات الدولية المرموقة كما أنه المؤسس ورئيس الجمعية الدولية لابن رشد والتنوير العام 1994 م. واسمه مذكور في موسوعة الشخصيات العالمية حيث يعتبر من بين ال500 شخصية الأكثر شهرة في العالم.
هو مراد وهبه جبران ولد في 13 أكتوبر 1926 م. في مدينة أسيوط في مصر. درس الفلسفة في جامعات القاهرة وعين شمس، ونال الدكتوراة من جامعة الأسكندرية.
The document summarizes the later peoples who invaded and ruled over Mesopotamia after the Sumerians. It describes how Babylon became a powerful kingdom under the rule of Hammurabi in the 18th century BC, who established one of the first written law codes. It then discusses how other groups like the Hittites, Assyrians, and Chaldeans also came to dominate Mesopotamia at different points in time, adopting Sumerian innovations and ruling large empires through organized armies and administration of subject territories.
The document is a regulation from the Polish Ministry of Environment dated [DATE] that amends acceptable noise levels in the environment caused by various noise sources. It changes Tables 1 and 3 of a previous regulation from 2007 regarding maximum permissible noise levels expressed as indicators LAeqD and LAeqN for short-term exposure, and as indicators LDWN and LN for long-term noise policy. The amended tables set new noise limits for various areas including hospitals, residential areas, recreation areas, and city centers.
The Eucharist, also known as Holy Communion, refers to Jesus Christ being truly present in the bread and wine through transubstantiation. According to Catholic doctrine, the bread and wine literally become the body and blood of Jesus during Mass. This is supported by several references in the Bible to prefigurations of the Eucharist, including Melchizedek's offering of bread and wine, manna from heaven, and the Passover meal. Jesus explicitly states that his flesh is "true food" and his blood is "true drink" during the Last Supper, intending his words to be understood literally.
The document discusses recruiting and retention strategies for businesses in agriculture. It notes that 50% of the agriculture employee base will retire in the next 10 years as baby boomers leave the workforce. There is also limited supply of potential employees in rural areas and a decreasing number of graduates with agriculture degrees. The presentation recommends focusing on retaining current employees by improving internal communication, developing career paths, and emphasizing growth opportunities. It also suggests recruiting passive job seekers by highlighting the future impact, challenges, and opportunities a role provides rather than just listing job requirements.
Ag 1 source becoming a destination employer - kalmbach presentation draftAg 1 Source
The document discusses strategies for companies in the agriculture industry to address challenges in hiring and retaining employees. It outlines how demographic and economic shifts have created a "perfect storm" with an aging workforce and fewer qualified candidates. The presentation provides recommendations for companies to become "destination employers" by focusing on assessing candidates thoroughly, promoting their value proposition, improving recruiting efforts, and implementing strong onboarding programs. The goal is for current employees to refer to the company as the best place to work and for future employees to see it as the ultimate career destination.
مراد وهبه بروفيسور وأستاذ الفلسفة في جامعة عين شمس وعضو في مجموعة من الأكاديميات والمنظمات الدولية المرموقة كما أنه المؤسس ورئيس الجمعية الدولية لابن رشد والتنوير العام 1994 م. واسمه مذكور في موسوعة الشخصيات العالمية حيث يعتبر من بين ال500 شخصية الأكثر شهرة في العالم.
هو مراد وهبه جبران ولد في 13 أكتوبر 1926 م. في مدينة أسيوط في مصر. درس الفلسفة في جامعات القاهرة وعين شمس، ونال الدكتوراة من جامعة الأسكندرية.
The document summarizes the later peoples who invaded and ruled over Mesopotamia after the Sumerians. It describes how Babylon became a powerful kingdom under the rule of Hammurabi in the 18th century BC, who established one of the first written law codes. It then discusses how other groups like the Hittites, Assyrians, and Chaldeans also came to dominate Mesopotamia at different points in time, adopting Sumerian innovations and ruling large empires through organized armies and administration of subject territories.
The document is a regulation from the Polish Ministry of Environment dated [DATE] that amends acceptable noise levels in the environment caused by various noise sources. It changes Tables 1 and 3 of a previous regulation from 2007 regarding maximum permissible noise levels expressed as indicators LAeqD and LAeqN for short-term exposure, and as indicators LDWN and LN for long-term noise policy. The amended tables set new noise limits for various areas including hospitals, residential areas, recreation areas, and city centers.
The Eucharist, also known as Holy Communion, refers to Jesus Christ being truly present in the bread and wine through transubstantiation. According to Catholic doctrine, the bread and wine literally become the body and blood of Jesus during Mass. This is supported by several references in the Bible to prefigurations of the Eucharist, including Melchizedek's offering of bread and wine, manna from heaven, and the Passover meal. Jesus explicitly states that his flesh is "true food" and his blood is "true drink" during the Last Supper, intending his words to be understood literally.
1. CNO Financial reported financial and operating results for 1Q13 with earnings growth across its core business segments and higher operating EPS compared to 1Q12.
2. Investment income increased due to growth in invested assets and a targeted credit strategy, while underwriting margins remained strong.
3. Capital levels remained high with an RBC ratio of 366% and leverage of 19.5%, and the company deployed capital by repurchasing convertible debt.
The document analyzes consumer data from the ZOOM fitness network audience and finds that they represent a valuable target for beauty brands. Some key findings include:
- The ZOOM audience shows above average indices for various beauty services like massages, facials, tanning, and hair treatments.
- They also have higher rates of personal care product usage - things like face moisturizers, lip care, hair styling products.
- ZOOM women in particular spend more on perfume, makeup, and beauty treatments. They are also more likely to use products for anti-aging benefits.
Alexander had a troubled relationship with his parents, who fought often. He was educated by Aristotle and became a skilled soldier and philosopher. After his military successes, Alexander's ego grew and he saw himself as a hero and god-like figure. He had a short temper and drinking problems later in life. His traits of inflated self-esteem, arrogance, and belief that others should fear rather than love him classify him as a megalomaniac.
De juegos, sueños y esperanza. cuento de felipeada48salamanca
El documento habla sobre juegos, sueños y esperanzas a lo largo de 14 páginas, terminando con la frase "Y colorín colorado este cuento de Eduardito se ha terminado".
Enginuity People Australia is an oil and gas recruitment specialist that was established in 2008 in Sydney. It now has offices in Sydney, Perth, Brisbane, and Melbourne, employing over 10 consultants and placing over 176 contractors through its sister company. The company specializes in recruiting for roles in geosciences, drilling, completions, health and safety, project services, engineering, and more for clients across Australia. It prides itself on its niche expertise, developing exclusive relationships with candidates, and providing excellent customer service.
Texas Agricultural Cooperative Council PresentationAg 1 Source
This document discusses various recruitment and retention strategies for businesses. It outlines challenges such as a shortage of college-educated workers and retiring baby boomers. It recommends strategies to reduce turnover like improving communication, training, and career development opportunities. It also suggests targeting passive job seekers, focusing on performance over skills, and promoting the business as a destination employer through internships and community involvement.
This document discusses challenges in hiring and retaining employees in the agriculture industry. It notes that 50% of the agriculture workforce will retire in the next 10 years as Baby Boomers retire. There is currently a limited talent supply in rural areas and decreasing graduates with agriculture degrees. The document provides suggestions on how companies can become destination employers, including improving hiring, onboarding, and employee engagement to attract and retain top talent.
The document discusses strategies for becoming a destination employer through effective hiring, onboarding, and retention practices. It notes that the agriculture industry faces a shortage of qualified workers due to an aging workforce and declining graduation rates. It also discusses challenges in recruiting and retaining employees. The document provides recommendations around assessing candidates, defining target employees, improving the hiring process, developing strong onboarding programs, and focusing on continuous recruiting, communication, and engagement to boost retention.
Ag 1 source becoming a destination employer finalAg 1 Source
This presentation discusses how to become a destination employer by focusing on hiring, retention, engagement, onboarding, recruiting, and communication. It recommends having strong onboarding and communication programs to support hiring and retention. Retention is increased through engagement strategies like ensuring employees understand how their roles contribute to company goals. Recruiting is improved by promoting career opportunities and enhancing assessment processes. Overall, the presentation emphasizes the importance of seeing all areas as interconnected and focusing on employee needs for trust, hope, worth and competence.
The document discusses effective strategies for recruiting and retaining employees in the agriculture industry. It notes that 50% of the current agriculture employee base will retire in the next 10 years, decreasing the available workforce. Additionally, agriculture degree graduation rates are falling while industry consolidation has pushed some out of agriculture jobs. The document provides tips for improving recruitment, such as clearly defining job requirements and candidate expectations. It also stresses the importance of making a company seem like an attractive career opportunity during interviews to attract top candidates. Overall, the document advocates developing a strong employee value proposition to outweigh the costs for candidates to leave their current positions.
This document summarizes a presentation on recruitment and retention strategies for businesses facing challenges hiring and keeping employees. It discusses how the agricultural labor market will see shortages in the coming years due to retirements, fewer students majoring in agriculture, and increased competition for skilled workers. The presentation provides strategies for businesses to "weatherproof" themselves including reducing turnover by focusing on employee satisfaction, streamlining hiring to find the right cultural fits, developing employees, and establishing a strong employer brand to attract top talent. It emphasizes the importance of communication, knowledge transfer within companies, and leaders who champion continuous internal recruiting.
1. CNO Financial reported financial and operating results for 1Q13 with earnings growth across its core business segments and higher operating EPS compared to 1Q12.
2. Investment income increased due to growth in invested assets and a targeted credit strategy, while underwriting margins remained strong.
3. Capital levels remained high with an RBC ratio of 366% and leverage of 19.5%, and the company deployed capital by repurchasing convertible debt.
The document analyzes consumer data from the ZOOM fitness network audience and finds that they represent a valuable target for beauty brands. Some key findings include:
- The ZOOM audience shows above average indices for various beauty services like massages, facials, tanning, and hair treatments.
- They also have higher rates of personal care product usage - things like face moisturizers, lip care, hair styling products.
- ZOOM women in particular spend more on perfume, makeup, and beauty treatments. They are also more likely to use products for anti-aging benefits.
Alexander had a troubled relationship with his parents, who fought often. He was educated by Aristotle and became a skilled soldier and philosopher. After his military successes, Alexander's ego grew and he saw himself as a hero and god-like figure. He had a short temper and drinking problems later in life. His traits of inflated self-esteem, arrogance, and belief that others should fear rather than love him classify him as a megalomaniac.
De juegos, sueños y esperanza. cuento de felipeada48salamanca
El documento habla sobre juegos, sueños y esperanzas a lo largo de 14 páginas, terminando con la frase "Y colorín colorado este cuento de Eduardito se ha terminado".
Enginuity People Australia is an oil and gas recruitment specialist that was established in 2008 in Sydney. It now has offices in Sydney, Perth, Brisbane, and Melbourne, employing over 10 consultants and placing over 176 contractors through its sister company. The company specializes in recruiting for roles in geosciences, drilling, completions, health and safety, project services, engineering, and more for clients across Australia. It prides itself on its niche expertise, developing exclusive relationships with candidates, and providing excellent customer service.
Texas Agricultural Cooperative Council PresentationAg 1 Source
This document discusses various recruitment and retention strategies for businesses. It outlines challenges such as a shortage of college-educated workers and retiring baby boomers. It recommends strategies to reduce turnover like improving communication, training, and career development opportunities. It also suggests targeting passive job seekers, focusing on performance over skills, and promoting the business as a destination employer through internships and community involvement.
This document discusses challenges in hiring and retaining employees in the agriculture industry. It notes that 50% of the agriculture workforce will retire in the next 10 years as Baby Boomers retire. There is currently a limited talent supply in rural areas and decreasing graduates with agriculture degrees. The document provides suggestions on how companies can become destination employers, including improving hiring, onboarding, and employee engagement to attract and retain top talent.
The document discusses strategies for becoming a destination employer through effective hiring, onboarding, and retention practices. It notes that the agriculture industry faces a shortage of qualified workers due to an aging workforce and declining graduation rates. It also discusses challenges in recruiting and retaining employees. The document provides recommendations around assessing candidates, defining target employees, improving the hiring process, developing strong onboarding programs, and focusing on continuous recruiting, communication, and engagement to boost retention.
Ag 1 source becoming a destination employer finalAg 1 Source
This presentation discusses how to become a destination employer by focusing on hiring, retention, engagement, onboarding, recruiting, and communication. It recommends having strong onboarding and communication programs to support hiring and retention. Retention is increased through engagement strategies like ensuring employees understand how their roles contribute to company goals. Recruiting is improved by promoting career opportunities and enhancing assessment processes. Overall, the presentation emphasizes the importance of seeing all areas as interconnected and focusing on employee needs for trust, hope, worth and competence.
The document discusses effective strategies for recruiting and retaining employees in the agriculture industry. It notes that 50% of the current agriculture employee base will retire in the next 10 years, decreasing the available workforce. Additionally, agriculture degree graduation rates are falling while industry consolidation has pushed some out of agriculture jobs. The document provides tips for improving recruitment, such as clearly defining job requirements and candidate expectations. It also stresses the importance of making a company seem like an attractive career opportunity during interviews to attract top candidates. Overall, the document advocates developing a strong employee value proposition to outweigh the costs for candidates to leave their current positions.
This document summarizes a presentation on recruitment and retention strategies for businesses facing challenges hiring and keeping employees. It discusses how the agricultural labor market will see shortages in the coming years due to retirements, fewer students majoring in agriculture, and increased competition for skilled workers. The presentation provides strategies for businesses to "weatherproof" themselves including reducing turnover by focusing on employee satisfaction, streamlining hiring to find the right cultural fits, developing employees, and establishing a strong employer brand to attract top talent. It emphasizes the importance of communication, knowledge transfer within companies, and leaders who champion continuous internal recruiting.
The document is a jobs report for August 2019. It provides the following key information:
- The unemployment rate remained steady at 3.7% and 130,000 jobs were added in August.
- Labor force participation increased to 63.2% and average hourly earnings rose by $0.11.
- An expert insight from Joanie Courtney notes that while wages are rising, training opportunities are needed to help workers move into higher paying positions and close the skills gap. Employers who do not offer learning opportunities risk high turnover.
#1NWebinar: Talent Brand - The Missing Piece of Your Brand PuzzleOne North
Talent Development Manager Sarah Mueller describes the untapped element of brand every professional services organization should be taking advantage of: the Talent Brand. Attracting, engaging and retaining top talent is an essential activity for marketers and HR professionals alike, but what really helps a company stand apart from the rest in a highly competitive talent market is a well-defined and unique talent brand.
During her presentation, Sarah broke down the meaning of a talent brand, showed what a successful talent brand in action looks like and described the tools needed to start your own talent brand initiative.
The document provides an overview of the Michael Page organization and its 2013 Information Technology Salary Guide. Michael Page is a global recruitment firm with over 5,500 employees in 34 countries. The salary guide provides salary ranges for IT roles in the United States across senior management, mid-level, and contract positions. It also discusses trends in the IT market in 2013, noting continued demand for specialized skills and an opportunity for firms to upgrade workforces. The document aims to provide accurate salary data to help both companies and individuals understand compensation in the IT industry.
The document discusses strategies for recruitment and retention in businesses. It notes challenges like an aging workforce, lack of college-educated workers, and high turnover. To address these, the summary recommends reducing turnover by understanding why employees leave, focusing on an employee's future growth over skills, and becoming an attractive "destination employer" with competitive benefits, training programs, and a strong culture. Hiring should emphasize job performance and fit rather than just qualifications to attract and retain the best talent.
Ag 1 Source is a recruiting firm founded in 2002 that specializes in recruiting for the agriculture industry. They aim to provide value-based human resource solutions with integrity, desired results, and excellence. Over time, they have expanded their recruiting team and services to various areas within agriculture like agronomy, equipment, grain, animal health and more. They utilize a strategic recruitment process tailored to each client's needs.
The Impact of Informed Candidates on Your BusinessTALiNT Partners
Joe Wiggins, Head of Communications at Glassdoor presented at Talent Leaders Connect - The Year Ahead and Candidate Experience 2018. He covered the characteristics of informed candidates and what they are looking for,
the benefits of interviewing and hiring informed candidates
and the challenges in attracting informed candidates plus tips for recruiters.
Resourcing expert and futurologist Matt Alder and the former global head of resourcing at Unilever Paul Maxin share their Top 5 actions to improve your candidate experience. The webinar was an opportunity for HR professionals to explore the world of candidate experience and talent analytics.
The webinar covered:
> 5 actions to help you build a winning candidate experience.
> How to use talent analytics to drive your recruitment strategy forward.
> How to manage candidate expectations?
> The benefits of providing exceptional candidate care.
The document discusses strategies for businesses to survive challenges in recruiting and retaining employees. It notes a "perfect storm" is approaching as the labor supply shrinks due to fewer applicants with agricultural backgrounds, aggressive competitors, high retirement rates, and high employee turnover. To weatherproof organizations, the document recommends reducing turnover, streamlining hiring, becoming flexible employers, and establishing a destination workplace culture focused on employee development, engagement, and satisfaction over compensation.
This document provides insights from a study of over 10,000 job changers on LinkedIn about why and how people change jobs. Some key findings include:
1) The top reason people change jobs is for career opportunity/advancement. Appeal to career growth when recruiting.
2) 1 in 3 job changers changed careers entirely, so don't dismiss career changers and look for transferable skills.
3) Referrals are the top channel people use to discover new jobs, so invest in employee referrals for recruiting.
4) Candidates' top obstacle is not knowing what a company is like to work for, so showcase your talent brand to attract candidates.
Three key insights about what high tech professionals in the US and Canada want from recruiters:
1. 65% of high tech professionals are passive candidates, meaning they are open to new opportunities but not actively job searching.
2. The top three factors that would entice high tech professionals to accept a new job are better compensation, improved work-life balance, and ability to make an impact.
3. When first contacted by recruiters, high tech professionals want to understand why the recruiter believes they are a good fit for the role.
In this presentation, EmployBridge Chief Workforce Analyst Joanie Courtney, reviews the latest jobs report from May 2019 and data from the BLS.
Along with a 3.1% rise in hourly wages, we’re seeing that employers are focusing on 3 key things to compete in the tight labor market:
1. Employee Retention
2. Leveraging AI and robotics to drive productivity and reduce labor costs
3. Flexible workforce staffing models (temporary workers, gig workers, contractors, etc,.)
Why Should We Keep Evolving Candidate Experience? Launchpad
We talk about the impact - both positive and negative, of incorporating technology into the recruitment process and take a crystal ball to predict how things will move forward over the next 5 - 10 years. Not quite futurology - more like a 'realistic prediction'!
Removing Uninteresting Bytes in Software FuzzingAftab Hussain
Imagine a world where software fuzzing, the process of mutating bytes in test seeds to uncover hidden and erroneous program behaviors, becomes faster and more effective. A lot depends on the initial seeds, which can significantly dictate the trajectory of a fuzzing campaign, particularly in terms of how long it takes to uncover interesting behaviour in your code. We introduce DIAR, a technique designed to speedup fuzzing campaigns by pinpointing and eliminating those uninteresting bytes in the seeds. Picture this: instead of wasting valuable resources on meaningless mutations in large, bloated seeds, DIAR removes the unnecessary bytes, streamlining the entire process.
In this work, we equipped AFL, a popular fuzzer, with DIAR and examined two critical Linux libraries -- Libxml's xmllint, a tool for parsing xml documents, and Binutil's readelf, an essential debugging and security analysis command-line tool used to display detailed information about ELF (Executable and Linkable Format). Our preliminary results show that AFL+DIAR does not only discover new paths more quickly but also achieves higher coverage overall. This work thus showcases how starting with lean and optimized seeds can lead to faster, more comprehensive fuzzing campaigns -- and DIAR helps you find such seeds.
- These are slides of the talk given at IEEE International Conference on Software Testing Verification and Validation Workshop, ICSTW 2022.
20 Comprehensive Checklist of Designing and Developing a WebsitePixlogix Infotech
Dive into the world of Website Designing and Developing with Pixlogix! Looking to create a stunning online presence? Look no further! Our comprehensive checklist covers everything you need to know to craft a website that stands out. From user-friendly design to seamless functionality, we've got you covered. Don't miss out on this invaluable resource! Check out our checklist now at Pixlogix and start your journey towards a captivating online presence today.
Dr. Sean Tan, Head of Data Science, Changi Airport Group
Discover how Changi Airport Group (CAG) leverages graph technologies and generative AI to revolutionize their search capabilities. This session delves into the unique search needs of CAG’s diverse passengers and customers, showcasing how graph data structures enhance the accuracy and relevance of AI-generated search results, mitigating the risk of “hallucinations” and improving the overall customer journey.
GraphSummit Singapore | The Future of Agility: Supercharging Digital Transfor...Neo4j
Leonard Jayamohan, Partner & Generative AI Lead, Deloitte
This keynote will reveal how Deloitte leverages Neo4j’s graph power for groundbreaking digital twin solutions, achieving a staggering 100x performance boost. Discover the essential role knowledge graphs play in successful generative AI implementations. Plus, get an exclusive look at an innovative Neo4j + Generative AI solution Deloitte is developing in-house.
Full-RAG: A modern architecture for hyper-personalizationZilliz
Mike Del Balso, CEO & Co-Founder at Tecton, presents "Full RAG," a novel approach to AI recommendation systems, aiming to push beyond the limitations of traditional models through a deep integration of contextual insights and real-time data, leveraging the Retrieval-Augmented Generation architecture. This talk will outline Full RAG's potential to significantly enhance personalization, address engineering challenges such as data management and model training, and introduce data enrichment with reranking as a key solution. Attendees will gain crucial insights into the importance of hyperpersonalization in AI, the capabilities of Full RAG for advanced personalization, and strategies for managing complex data integrations for deploying cutting-edge AI solutions.
Sudheer Mechineni, Head of Application Frameworks, Standard Chartered Bank
Discover how Standard Chartered Bank harnessed the power of Neo4j to transform complex data access challenges into a dynamic, scalable graph database solution. This keynote will cover their journey from initial adoption to deploying a fully automated, enterprise-grade causal cluster, highlighting key strategies for modelling organisational changes and ensuring robust disaster recovery. Learn how these innovations have not only enhanced Standard Chartered Bank’s data infrastructure but also positioned them as pioneers in the banking sector’s adoption of graph technology.
Climate Impact of Software Testing at Nordic Testing DaysKari Kakkonen
My slides at Nordic Testing Days 6.6.2024
Climate impact / sustainability of software testing discussed on the talk. ICT and testing must carry their part of global responsibility to help with the climat warming. We can minimize the carbon footprint but we can also have a carbon handprint, a positive impact on the climate. Quality characteristics can be added with sustainability, and then measured continuously. Test environments can be used less, and in smaller scale and on demand. Test techniques can be used in optimizing or minimizing number of tests. Test automation can be used to speed up testing.
Let's Integrate MuleSoft RPA, COMPOSER, APM with AWS IDP along with Slackshyamraj55
Discover the seamless integration of RPA (Robotic Process Automation), COMPOSER, and APM with AWS IDP enhanced with Slack notifications. Explore how these technologies converge to streamline workflows, optimize performance, and ensure secure access, all while leveraging the power of AWS IDP and real-time communication via Slack notifications.
A tale of scale & speed: How the US Navy is enabling software delivery from l...sonjaschweigert1
Rapid and secure feature delivery is a goal across every application team and every branch of the DoD. The Navy’s DevSecOps platform, Party Barge, has achieved:
- Reduction in onboarding time from 5 weeks to 1 day
- Improved developer experience and productivity through actionable findings and reduction of false positives
- Maintenance of superior security standards and inherent policy enforcement with Authorization to Operate (ATO)
Development teams can ship efficiently and ensure applications are cyber ready for Navy Authorizing Officials (AOs). In this webinar, Sigma Defense and Anchore will give attendees a look behind the scenes and demo secure pipeline automation and security artifacts that speed up application ATO and time to production.
We will cover:
- How to remove silos in DevSecOps
- How to build efficient development pipeline roles and component templates
- How to deliver security artifacts that matter for ATO’s (SBOMs, vulnerability reports, and policy evidence)
- How to streamline operations with automated policy checks on container images
Pushing the limits of ePRTC: 100ns holdover for 100 daysAdtran
At WSTS 2024, Alon Stern explored the topic of parametric holdover and explained how recent research findings can be implemented in real-world PNT networks to achieve 100 nanoseconds of accuracy for up to 100 days.
Unlock the Future of Search with MongoDB Atlas_ Vector Search Unleashed.pdfMalak Abu Hammad
Discover how MongoDB Atlas and vector search technology can revolutionize your application's search capabilities. This comprehensive presentation covers:
* What is Vector Search?
* Importance and benefits of vector search
* Practical use cases across various industries
* Step-by-step implementation guide
* Live demos with code snippets
* Enhancing LLM capabilities with vector search
* Best practices and optimization strategies
Perfect for developers, AI enthusiasts, and tech leaders. Learn how to leverage MongoDB Atlas to deliver highly relevant, context-aware search results, transforming your data retrieval process. Stay ahead in tech innovation and maximize the potential of your applications.
#MongoDB #VectorSearch #AI #SemanticSearch #TechInnovation #DataScience #LLM #MachineLearning #SearchTechnology
Introducing Milvus Lite: Easy-to-Install, Easy-to-Use vector database for you...Zilliz
Join us to introduce Milvus Lite, a vector database that can run on notebooks and laptops, share the same API with Milvus, and integrate with every popular GenAI framework. This webinar is perfect for developers seeking easy-to-use, well-integrated vector databases for their GenAI apps.
Unlocking Productivity: Leveraging the Potential of Copilot in Microsoft 365, a presentation by Christoforos Vlachos, Senior Solutions Manager – Modern Workplace, Uni Systems
11. Today’s Younger Employees
•
Fewer Have Direct Agricultural
Backgrounds.
(UC Davis Claims Less Than 5% In The College Of Ag Have Ag Backgrounds.)
•
•
•
•
Since 2005, more Ag Background
Students Are Returning Back To
Their “Baby Boomer” Parents’ or
Grandparents’ Operations.
Student Population Is Now Almost
60% Female - 40% Male: Complete
Reversal From 5 Years Ago.
Gap in mid-career employees –
about 35-50 in age
Fewer are married – commitments?
The most trusted and reliable recruiting firm in the agriculture industry
12. The Current Ag Talent Perfect Storm
Ag Background
Applicants
Total Labor
Supply
Aggressive
Competitors
Retirements
Turnover
The most trusted and reliable recruiting firm in the agriculture industry
21. Candidate Decision Process
28%
Super Passive
Major Life Change
40%
15%
9%
8%
Explorers
Tiptoers
Searchers
Networkers
Hunters &
Posters
Career Move
Better Job
Good Job
Lateral
Any Job
Passive
Active
High Job Value Proposition
Low Job Value Proposition
Job Value Proposition
Low Urgency
High Urgency
Urgency
2011 LinkedIn Survey of 4,550 fully-employed professionals
The most trusted and reliable recruiting firm in the agriculture industry
28. 3. Communications–
The common denominators to turnover
1.
The need for TRUST.
2.
The need to have HOPE.
3.
The need to feel sense of WORTH. If you do your best, work hard, you
Expecting the company to deliver on it’s promises, be
honest in communications, and compensate fairly
Believing that you will grow, develop skills, and
have opportunity of increased responsibility or career progress leading to higher pay
will be recognized for you contributions
4.
The need to feel COMPETENT.
You will be matched to your job, use your
talents, be challenged, receive training, see the results of your work, and obtain
regular feedback on your performance
The most trusted and reliable recruiting firm in the agriculture industry
39. Destination Employer - Example
Tuition Assistance Program
• Tuition, books, fees, room and board and curriculum
• Subject to :
1. Approval by Company Management
2. Acceptance to the college.
3. maintain a cumulative GPA of 3.0 or higher.
4. Work experience at one of the Company dealership locations competitive wage
5. Company provides uniforms for the college program.
6. Upon successful graduation, student agrees to accept an offer of
employment from Company on an “at will” basis.
Company is a multi-store John Deere Dealership with 11 locations
The most trusted and reliable recruiting firm in the agriculture industry