The document proposes an Alberta Skills Network Project that would be housed by the Alberta Congress Board. The project would connect post-secondary graduates to work opportunities using four avenues: focusing on individuals, leveraging ACB delegates and executives, developing soft skills using Success Factors software, and providing job readiness training. It would recruit 50 participants, assess them, create individual service plans, and help them develop job skills and find placements with employer partners. Employers would receive education on Success Factors, retention strategies, and support for hosting placements. The project aims to benefit both youth and industry across Alberta by bridging gaps between education and meaningful employment.
With Precision Services: Social Enterprise Projecththevath
Autism Calgary’s With Precision Services: Social Enterprise Project is being established to provide mentoring and support for our participants (adults with medium to high functioning Autism Spectrum Disorder) in preparing for their long and short term career objectives
Addressing the Need to Attract and Retain Skilled LabourPetroLMI
The Workforce Roadmap looks at attraction, retention and workforce development from a number of perspectives - employees, employers and communities - and shows how all the factors involved in finding, keeping and developing workers are interconnected
If your company needs to submit a NGO Funding Proposal PowerPoint Presentation Slides look no further.Our researchers have analyzed thousands of proposals on this topic for effectiveness and conversion. Just download our template, add your company data and submit to your client for a positive response. http://bit.ly/2H1eZWp
edge is looking for a consultant to lead market research in Kenya and spearhead the “Kenya Impact Fellows” program. Get all details from the Job Description. Application Deadline 13th December 2013
This document summarizes a human resource management plan for a civil service department. It outlines that the plan should link the department's mission and objectives to the overall HR policies set by the Civil Service Branch. The key components of the plan are manpower planning, recruitment, performance management, training and development, staff relations, and management information systems. Manpower planning involves succession planning to identify potential candidates for key roles and ensure their training, as well as monitoring staff turnover.
AAIW is now an official organization with a Board and an Executive Director. We have refreshed our mission, vision, and key attributes. We have also set priorities in terms of our target audiences, key value proposition, and a work program to achieve our goals. Finally, we are offering new ways to engage via regional teams and topic/sector focused action teams.
AAIW will be a key driver in shaping Wisconsin’s digital future. This document shares just a few details. We hope that you will share our excitement and join (or rejoin) our community!
This document outlines the key responsibilities for human resource management in the Hong Kong civil service. It states that responsibility lies with the Civil Service Branch, policy branches, departments, managers, and individual civil servants. The Civil Service Branch determines overall HR policies and advises on implementation. Policy branches and departments are responsible for implementing central HR policies and developing their own HR plans. Managers and individual civil servants have personal responsibility for putting HR policies into practice and developing their skills.
This is the presentation from the PINs workshop on January 24 2015 on mentoring. Presentations from Monica Anne Brennan (TRIEC') and Debroy Chan (JVS Toronto) are included
With Precision Services: Social Enterprise Projecththevath
Autism Calgary’s With Precision Services: Social Enterprise Project is being established to provide mentoring and support for our participants (adults with medium to high functioning Autism Spectrum Disorder) in preparing for their long and short term career objectives
Addressing the Need to Attract and Retain Skilled LabourPetroLMI
The Workforce Roadmap looks at attraction, retention and workforce development from a number of perspectives - employees, employers and communities - and shows how all the factors involved in finding, keeping and developing workers are interconnected
If your company needs to submit a NGO Funding Proposal PowerPoint Presentation Slides look no further.Our researchers have analyzed thousands of proposals on this topic for effectiveness and conversion. Just download our template, add your company data and submit to your client for a positive response. http://bit.ly/2H1eZWp
edge is looking for a consultant to lead market research in Kenya and spearhead the “Kenya Impact Fellows” program. Get all details from the Job Description. Application Deadline 13th December 2013
This document summarizes a human resource management plan for a civil service department. It outlines that the plan should link the department's mission and objectives to the overall HR policies set by the Civil Service Branch. The key components of the plan are manpower planning, recruitment, performance management, training and development, staff relations, and management information systems. Manpower planning involves succession planning to identify potential candidates for key roles and ensure their training, as well as monitoring staff turnover.
AAIW is now an official organization with a Board and an Executive Director. We have refreshed our mission, vision, and key attributes. We have also set priorities in terms of our target audiences, key value proposition, and a work program to achieve our goals. Finally, we are offering new ways to engage via regional teams and topic/sector focused action teams.
AAIW will be a key driver in shaping Wisconsin’s digital future. This document shares just a few details. We hope that you will share our excitement and join (or rejoin) our community!
This document outlines the key responsibilities for human resource management in the Hong Kong civil service. It states that responsibility lies with the Civil Service Branch, policy branches, departments, managers, and individual civil servants. The Civil Service Branch determines overall HR policies and advises on implementation. Policy branches and departments are responsible for implementing central HR policies and developing their own HR plans. Managers and individual civil servants have personal responsibility for putting HR policies into practice and developing their skills.
This is the presentation from the PINs workshop on January 24 2015 on mentoring. Presentations from Monica Anne Brennan (TRIEC') and Debroy Chan (JVS Toronto) are included
Adroit Consult International is a multi-sectoral consulting firm based in Kampala, Uganda providing consulting services, specialized research, institutional building, and project support in Africa since 2007. The firm works with governments, NGOs, private sector, and civil society organizations. Services include consultancy, research, project support, and institutional development in areas like socioeconomic development, monitoring and evaluation, and capacity building. The firm aims to provide innovative, professional solutions tailored to clients' needs.
This document provides information for applicants for CEED (Country Exchange Executive Director) positions within AIESEC in Nepal. It discusses AIESEC in Nepal's goal of shaping Nepal's future through leadership development experiences for youth. The document outlines the job descriptions and responsibilities for different CEED roles in areas like international exchange, organizational growth, talent management, and communications/marketing. It provides application instructions and questions for candidates to answer about their experience and vision for their potential CEED role. The deadline for applications is April 7, 2015 and interviews will be held from April 8-10, 2015.
HRSDC was eager to work with provincial Chambers to promote the idea that Chambers represent Canadian business and are community leaders focused on creating vibrant communities. The objectives of this project are to test approaches using internet technologies to support older workers, promote workplace and business practice change, create a sustainable community-based model, and increase job opportunities for older workers through essential skills strategies in rural areas. Key activities include community assessment, website development, tools development, and dissemination. The project will establish common structures but tailor information to each community. It aims to engage both workers and firms by providing local, real opportunities such as volunteer roles. An important role is the community coordinator, who will advocate for the project locally and provide advice to both workers
2016 #IABCieb International Executive Board Candidate PackMichael Ambjorn
The International Association of Business Communicators (IABC) is seeking international executive board (IEB) practitioners for the 2017-2018 board year, who will help lead IABC into the future.
The IEB selection process follows a rigorous, competency-based selection approach emphasizing:
leadership
problem-solving
global perspective
strategic thinking
business acumen
The speaker will provide an overview of PMI®, its certification options, and maintaining certifications. PMI® was established in 1969 and now has over 1 million members worldwide. It offers several certifications including the PMP®, CAPM®, PgMP®, and new additions like the PMI-ACP®. Maintaining certifications requires ongoing professional development units. Membership provides many benefits beyond certification like knowledge resources, publications, and networking through local chapters.
The document provides information about obtaining the CPHR (Chartered Professionals in Human Resources) designation in Canada. It outlines the steps to obtain the designation which include maintaining membership with CPHR BC & Yukon, passing the National Knowledge Exam, submitting proof of a bachelor's degree, and completing an experience assessment validated by an employer. It also discusses benefits of obtaining the designation such as job and volunteer opportunities, discounts, and maintaining the designation through continuing professional development. The document highlights a partnership with SHRM that provides a pathway for dual certification for CPHR members.
1000+ leaders around the world put their shoulders to the wheel in the last year. It is thanks to these hard-working practitioners that the association, and our shared work for the profession, has moved forward. So if you meet an IABC leader, please stop and say thank you. They'll appreciate it.
The document discusses improving diversity at a heritage organization. It defines diversity and explains why diversity is important for the organization's strategy and purpose. It then analyzes the organization's current state of diversity across different areas like governance, staff, and visitors. Finally, it outlines workstreams and activities to increase diversity in people/staff, volunteering, governance, communications, and visitor experience. The key goals are to make staff, volunteers, and governance more representative of their communities and have communications and visitor experiences welcome all.
Enable India is an NGO started by two IT professionals to provide economic independence to differently abled people in India. It partners with other organizations to offer workplace solutions through customized jobs and aids, training and development courses, and entrepreneurship ventures. The goals are achieved through a three-step process of educating, training and equipping people, sourcing job placements, and improving confidence. Enable India recommends adopting a flat organizational structure and expanding to three major cities in Karnataka, initially focusing on surrounding towns and villages through partnerships with other NGOs. A strategic implementation plan includes identifying and segmenting target populations, assessing training needs, allocating volunteers, creating social media profiles for candidates, engaging alumni, and providing business guidance and
This document summarizes BGV's diversity and inclusion practices for their team and portfolio companies. It discusses their guiding principles of understanding problems deeply, acting early, leading by example, contributing to something bigger, and taking the long view. It then outlines specific practices to promote diversity for their team such as flexible working, enhanced parental leave, mental health support, learning and development budgets, and reducing bias in hiring. It also discusses efforts to create an inclusive culture through events, recognition, and gathering feedback.
Virtual careers fair banana shire council the shire of opportunityjaechoi83
The document provides an overview of Banana Shire Council, including information about its human resources department and team, the council area, industries, facilities, events, and benefits of working for the council. The HR team is responsible for HR, payroll, learning and development, and workplace health and safety. The council aims to improve quality of life through efficient service delivery and has a vision of continuous improvement. It provides career opportunities with benefits like uniforms, superannuation, housing assistance, and training. Current employees discuss their positive experiences working for the council and career development opportunities it offers.
Virtual careers fair banana shire council the shire of opportunityjaechoi83
The document provides an overview of Banana Shire Council, including introductions to the HR team, information about the council area, organizational structure, values, and benefits of working for the council. It highlights opportunities for career growth, training, flexible hours, and living in the Banana Shire region. Various council employees provide positive testimonials about their experiences working for the council.
Virtual careers fair banana shire council the shire of opportunity delegate...jaechoi83
The document provides an overview of Banana Shire Council, including information about its HR team, organizational structure, values, services, and benefits of working for the council. The HR team manages HR, payroll, learning and development, and workplace health and safety. The council has around 300 employees across various departments and offers flexible work hours, uniforms, training opportunities, and a supportive work culture according to staff testimonials. Current staff encourage others to join the council for its career development opportunities in a small town environment.
Banana shire council, the shire of opportunityjaechoi83
The document provides an overview of Banana Shire Council, including its organizational structure, values, services, and benefits of working there. It introduces the human resources team and describes various roles and departments within the council. Current employees discuss their positive experiences working for the council and how it has helped them develop new skills and advance their careers. The council aims to provide training and career opportunities to employees while maintaining a friendly and supportive work culture.
Overview:
So….I think we can all agree that the most effective form of communication and requirements elicitation is face to face right? Ok, well, looks like our face to face is now pixels. And reading body language is trying to understand who they’re talking to when the mute button is hit and they’re talking over the camera while dogs and kids run around in the background right?
Welcome to the ‘new normal’....or at least, normal right now.
Presentation Value/Learning Points:
Brendan and Jarad will take you through some of their experiences from a coaching perspective in transitioning to a digital environment, what they’ve found useful and some effective methods they have used and coached others into in order to gain efficiencies back in a virtual environment, using available productivity tools, techniques and how to facilitate effective workshops when you’re sitting in your spare bedroom at home.
Presenter
Brendan Tubbs - Agile coach at EPiC Agile, working at scaling agility within the enterprise and what that looks like at both a strategic and tactical level through all layers, while still retaining lean start up culture perspective.
“It’s very interesting” to say the least. The challenges are legion and often require the most pragmatic of approaches, but often spring from a complex understanding
Brendan comes from a BA background (amongst other things) and so understands that creating that connection is crucial to efficiency.
Jarad Roberts - Agile Coach at EPiC Agile.
Frustrated with traditional approaches ‘to deliver’ and institutionalised thinking, Jarad fell into the agility rabbit hole and has only looked back to help others unlearn.
Jarad is a senior agility coach who loves transforming organisational DNA to be more responsive to change, adaptive and challenge the status quo. He has spent much of his time working with large matrix organizations shaping and executing their enterprise transformation agendas and working with their people across multiple geographies.
[AIESEC SYSU]Globally Competitive Star Leader Award App from MarcMarc_LIU
1) Marc Lau is applying for the Global Competitive Star Leader Award as the current leader of AIESEC SYSU. In 2014, he helped form a 9 person team to create a blueprint for the entity and lead them through challenges and successes.
2) Under his leadership, AIESEC SYSU saw a 25.5% increase in their ELD program numbers compared to 2013. He ensured leadership stability with a 100% EB retention rate.
3) Marc launched new talent development programs including training, evaluations, and increased funding for international experiences. He also oversaw new impact projects and external partnerships.
The document summarizes The Mentoring Partnership program, which matches skilled immigrant professionals with Canadian mentors. Some key details:
- The program has matched over 10,000 mentees with mentors since 2004 to help mentees build professional networks and leverage their skills in Canada.
- Mentees see improvements in their job search skills, understanding of the Canadian workplace, and ability to network, with 70% employed in their field after 6 months.
- Over 6,500 mentors have participated, with 97% satisfied with their experience and reporting benefits like a better understanding of skilled immigrants' challenges.
- The program involves orientation, a 4-month mentoring relationship supervised by a coach, and follow
RPMforge is a repository that provides over 5000 additional packages for CentOS, including multimedia packages like VLC and MPlayer. It contains packages in RPM format that are compatible with CentOS but are not officially supported by Red Hat. The document provides instructions for downloading and installing the RPMforge release package to add the RPMforge repository and gain access to its packages.
The document provides instructions for installing Cacti, an open-source monitoring and graphing tool, on CentOS 5. It describes adding a repository, installing required packages, downloading and configuring Cacti, creating a MySQL database and user, editing configuration files, and setting up a cron job to populate graphs. Finally, it notes that the installation can be verified by accessing Cacti in a web browser and viewing example graphs populated with system data.
I was born in Puerto Rico and moved to the United States when I was young. I now live in Florida where I am a third grade student. This autobiography will share details about my life and experiences growing up.
Adroit Consult International is a multi-sectoral consulting firm based in Kampala, Uganda providing consulting services, specialized research, institutional building, and project support in Africa since 2007. The firm works with governments, NGOs, private sector, and civil society organizations. Services include consultancy, research, project support, and institutional development in areas like socioeconomic development, monitoring and evaluation, and capacity building. The firm aims to provide innovative, professional solutions tailored to clients' needs.
This document provides information for applicants for CEED (Country Exchange Executive Director) positions within AIESEC in Nepal. It discusses AIESEC in Nepal's goal of shaping Nepal's future through leadership development experiences for youth. The document outlines the job descriptions and responsibilities for different CEED roles in areas like international exchange, organizational growth, talent management, and communications/marketing. It provides application instructions and questions for candidates to answer about their experience and vision for their potential CEED role. The deadline for applications is April 7, 2015 and interviews will be held from April 8-10, 2015.
HRSDC was eager to work with provincial Chambers to promote the idea that Chambers represent Canadian business and are community leaders focused on creating vibrant communities. The objectives of this project are to test approaches using internet technologies to support older workers, promote workplace and business practice change, create a sustainable community-based model, and increase job opportunities for older workers through essential skills strategies in rural areas. Key activities include community assessment, website development, tools development, and dissemination. The project will establish common structures but tailor information to each community. It aims to engage both workers and firms by providing local, real opportunities such as volunteer roles. An important role is the community coordinator, who will advocate for the project locally and provide advice to both workers
2016 #IABCieb International Executive Board Candidate PackMichael Ambjorn
The International Association of Business Communicators (IABC) is seeking international executive board (IEB) practitioners for the 2017-2018 board year, who will help lead IABC into the future.
The IEB selection process follows a rigorous, competency-based selection approach emphasizing:
leadership
problem-solving
global perspective
strategic thinking
business acumen
The speaker will provide an overview of PMI®, its certification options, and maintaining certifications. PMI® was established in 1969 and now has over 1 million members worldwide. It offers several certifications including the PMP®, CAPM®, PgMP®, and new additions like the PMI-ACP®. Maintaining certifications requires ongoing professional development units. Membership provides many benefits beyond certification like knowledge resources, publications, and networking through local chapters.
The document provides information about obtaining the CPHR (Chartered Professionals in Human Resources) designation in Canada. It outlines the steps to obtain the designation which include maintaining membership with CPHR BC & Yukon, passing the National Knowledge Exam, submitting proof of a bachelor's degree, and completing an experience assessment validated by an employer. It also discusses benefits of obtaining the designation such as job and volunteer opportunities, discounts, and maintaining the designation through continuing professional development. The document highlights a partnership with SHRM that provides a pathway for dual certification for CPHR members.
1000+ leaders around the world put their shoulders to the wheel in the last year. It is thanks to these hard-working practitioners that the association, and our shared work for the profession, has moved forward. So if you meet an IABC leader, please stop and say thank you. They'll appreciate it.
The document discusses improving diversity at a heritage organization. It defines diversity and explains why diversity is important for the organization's strategy and purpose. It then analyzes the organization's current state of diversity across different areas like governance, staff, and visitors. Finally, it outlines workstreams and activities to increase diversity in people/staff, volunteering, governance, communications, and visitor experience. The key goals are to make staff, volunteers, and governance more representative of their communities and have communications and visitor experiences welcome all.
Enable India is an NGO started by two IT professionals to provide economic independence to differently abled people in India. It partners with other organizations to offer workplace solutions through customized jobs and aids, training and development courses, and entrepreneurship ventures. The goals are achieved through a three-step process of educating, training and equipping people, sourcing job placements, and improving confidence. Enable India recommends adopting a flat organizational structure and expanding to three major cities in Karnataka, initially focusing on surrounding towns and villages through partnerships with other NGOs. A strategic implementation plan includes identifying and segmenting target populations, assessing training needs, allocating volunteers, creating social media profiles for candidates, engaging alumni, and providing business guidance and
This document summarizes BGV's diversity and inclusion practices for their team and portfolio companies. It discusses their guiding principles of understanding problems deeply, acting early, leading by example, contributing to something bigger, and taking the long view. It then outlines specific practices to promote diversity for their team such as flexible working, enhanced parental leave, mental health support, learning and development budgets, and reducing bias in hiring. It also discusses efforts to create an inclusive culture through events, recognition, and gathering feedback.
Virtual careers fair banana shire council the shire of opportunityjaechoi83
The document provides an overview of Banana Shire Council, including information about its human resources department and team, the council area, industries, facilities, events, and benefits of working for the council. The HR team is responsible for HR, payroll, learning and development, and workplace health and safety. The council aims to improve quality of life through efficient service delivery and has a vision of continuous improvement. It provides career opportunities with benefits like uniforms, superannuation, housing assistance, and training. Current employees discuss their positive experiences working for the council and career development opportunities it offers.
Virtual careers fair banana shire council the shire of opportunityjaechoi83
The document provides an overview of Banana Shire Council, including introductions to the HR team, information about the council area, organizational structure, values, and benefits of working for the council. It highlights opportunities for career growth, training, flexible hours, and living in the Banana Shire region. Various council employees provide positive testimonials about their experiences working for the council.
Virtual careers fair banana shire council the shire of opportunity delegate...jaechoi83
The document provides an overview of Banana Shire Council, including information about its HR team, organizational structure, values, services, and benefits of working for the council. The HR team manages HR, payroll, learning and development, and workplace health and safety. The council has around 300 employees across various departments and offers flexible work hours, uniforms, training opportunities, and a supportive work culture according to staff testimonials. Current staff encourage others to join the council for its career development opportunities in a small town environment.
Banana shire council, the shire of opportunityjaechoi83
The document provides an overview of Banana Shire Council, including its organizational structure, values, services, and benefits of working there. It introduces the human resources team and describes various roles and departments within the council. Current employees discuss their positive experiences working for the council and how it has helped them develop new skills and advance their careers. The council aims to provide training and career opportunities to employees while maintaining a friendly and supportive work culture.
Overview:
So….I think we can all agree that the most effective form of communication and requirements elicitation is face to face right? Ok, well, looks like our face to face is now pixels. And reading body language is trying to understand who they’re talking to when the mute button is hit and they’re talking over the camera while dogs and kids run around in the background right?
Welcome to the ‘new normal’....or at least, normal right now.
Presentation Value/Learning Points:
Brendan and Jarad will take you through some of their experiences from a coaching perspective in transitioning to a digital environment, what they’ve found useful and some effective methods they have used and coached others into in order to gain efficiencies back in a virtual environment, using available productivity tools, techniques and how to facilitate effective workshops when you’re sitting in your spare bedroom at home.
Presenter
Brendan Tubbs - Agile coach at EPiC Agile, working at scaling agility within the enterprise and what that looks like at both a strategic and tactical level through all layers, while still retaining lean start up culture perspective.
“It’s very interesting” to say the least. The challenges are legion and often require the most pragmatic of approaches, but often spring from a complex understanding
Brendan comes from a BA background (amongst other things) and so understands that creating that connection is crucial to efficiency.
Jarad Roberts - Agile Coach at EPiC Agile.
Frustrated with traditional approaches ‘to deliver’ and institutionalised thinking, Jarad fell into the agility rabbit hole and has only looked back to help others unlearn.
Jarad is a senior agility coach who loves transforming organisational DNA to be more responsive to change, adaptive and challenge the status quo. He has spent much of his time working with large matrix organizations shaping and executing their enterprise transformation agendas and working with their people across multiple geographies.
[AIESEC SYSU]Globally Competitive Star Leader Award App from MarcMarc_LIU
1) Marc Lau is applying for the Global Competitive Star Leader Award as the current leader of AIESEC SYSU. In 2014, he helped form a 9 person team to create a blueprint for the entity and lead them through challenges and successes.
2) Under his leadership, AIESEC SYSU saw a 25.5% increase in their ELD program numbers compared to 2013. He ensured leadership stability with a 100% EB retention rate.
3) Marc launched new talent development programs including training, evaluations, and increased funding for international experiences. He also oversaw new impact projects and external partnerships.
The document summarizes The Mentoring Partnership program, which matches skilled immigrant professionals with Canadian mentors. Some key details:
- The program has matched over 10,000 mentees with mentors since 2004 to help mentees build professional networks and leverage their skills in Canada.
- Mentees see improvements in their job search skills, understanding of the Canadian workplace, and ability to network, with 70% employed in their field after 6 months.
- Over 6,500 mentors have participated, with 97% satisfied with their experience and reporting benefits like a better understanding of skilled immigrants' challenges.
- The program involves orientation, a 4-month mentoring relationship supervised by a coach, and follow
RPMforge is a repository that provides over 5000 additional packages for CentOS, including multimedia packages like VLC and MPlayer. It contains packages in RPM format that are compatible with CentOS but are not officially supported by Red Hat. The document provides instructions for downloading and installing the RPMforge release package to add the RPMforge repository and gain access to its packages.
The document provides instructions for installing Cacti, an open-source monitoring and graphing tool, on CentOS 5. It describes adding a repository, installing required packages, downloading and configuring Cacti, creating a MySQL database and user, editing configuration files, and setting up a cron job to populate graphs. Finally, it notes that the installation can be verified by accessing Cacti in a web browser and viewing example graphs populated with system data.
I was born in Puerto Rico and moved to the United States when I was young. I now live in Florida where I am a third grade student. This autobiography will share details about my life and experiences growing up.
Migrate linux user password to postfix vmail databaseCarlos Eduardo
O documento fornece instruções para migrar as senhas de usuários Linux para o banco de dados de senhas do Postfix, copiando as hashes de senha do arquivo shadow para um novo servidor e executando um script SQL para atualizar as senhas dos usuários no banco de dados do Postfix.
Postfix amavisd connect to 127.0.0.1[127.0.0.1]-10024_ connection refused _...Carlos Eduardo
The document discusses an error where Postfix is unable to connect to amavisd-new on port 10024. It occurs when Postfix tries to send emails to amavisd-new for scanning but the connection is refused. The solution is to restart both Postfix and amavisd-new services and verify using netstat that they are listening on ports 25, 10025 for Postfix and 10024 for amavisd-new.
Este documento descreve como criar uma diretiva de grupo para configurar esquemas de energia no Windows XP usando o Powercfg.exe. Ele explica como copiar o Powercfg.exe para o compartilhamento de rede, criar um arquivo batch para definir as configurações e negar permissões para alterar as configurações.
This document provides instructions for installing GeoIP plugins to improve location data in AWStats web analytics reports. It describes downloading and configuring free databases from MaxMind to match IP addresses to countries and cities. For Linux, it explains installing the GeoIP C library and Perl module. For Windows, it details using ActivePerl's ppm to install the Geo::IP module and update GeoLite databases. Overall accuracy of free databases is around 60-97% depending on the database, and commercial versions from MaxMind provide even better accuracy.
Este memorial descreve a instalação e configuração de serviços de rede em um ambiente virtualizado, incluindo BIND9 para DNS, SAMBA para compartilhamento de arquivos, PostgreSQL e PHPPgAdmin para banco de dados, Apache e PHP para hospedagem de sites, e um script para compartilhar a conexão de internet entre os servidores.
This document provides a 4-step process for finding your next job using your skills and network. Step 1 involves understanding your own skills, desired job responsibilities, and ideal job title. Step 2 is researching target companies and industries. Step 3 explains how to effectively network within your field to learn about opportunities. Step 4 covers tailoring your resume and interviewing to showcase how you can solve companies' specific problems. The overall message is that an active, targeted approach to networking is key to learning about and securing new job opportunities.
Job Readiness Training, Workforce Development and Outreach, Education and Adv...National Able Network
This document summarizes a presentation about workforce development programs for mature workers. It discusses:
- Job readiness training programs that help seniors develop job skills and find employment.
- The Senior Community Service Employment Program (SCSEP), a subsidized training program for low-income seniors.
- The Seniors Having Information for Tomorrow (SHIFT) program, which provides job training, services, and placement assistance.
- A new "Senior Ambassador" pilot program where seniors are trained on issues like the Affordable Care Act and do outreach in their communities. The goal is to provide learning opportunities outside traditional workforce programs.
Don Duval - NORCAT Innovation Centre - Our Path ForwardDon Duval
This keynote presentation highlighted the strategic plan for NORCAT', one of Canada's pre-eminent innovation and health and training centres focused on driving economic and social prosperity in Canada.
As per PTU syllabus: Skill Development for Entrepreneurs. Business incubation – Meaning – Setting up of Business Incubation Centre,. Meaning and definition of a sick industry - Causes of industrial sickness. Preventive and remedial measures for sick industries
UNIT 4.pdf....................................MalkeetSingh85
This document discusses entrepreneurial development programs and business incubation. It defines entrepreneurial development programs as programs designed to help individuals strengthen their entrepreneurial skills and abilities. The objectives of EDPs are to help formulate projects, select products, analyze the environment, and acquire managerial skills. EDPs consist of an initial planning phase, training phase, and post-training follow up phase. Business incubators are defined as facilities that provide resources and services to support new businesses, such as office space, training, and connections to investors. They aim to help new companies survive the early vulnerable stages of development and create jobs.
This gives a brief snapshot of what we can offer both employers and partners as an Independent Apprenticeship recruitment and training organisation working with people from diverse backgrounds. It highlights some of what we can do and our credentials within the sector.
The Pathway Group has delivered apprenticeships since 2010 through partnerships with colleges and directly since 2012. They focus on small and medium businesses and have worked with over 500 employers and have over 1000 apprentices. They deliver apprenticeships in business administration, customer service, children's services, healthcare, IT and management. Over half of their learners come from minority ethnic backgrounds. Ofsted rated them positively in 2016. Learner satisfaction is very high and they take a flexible approach to meet employer needs.
The San Antonio Compassion Capital Fund is seeking proposals from faith- and community-based organizations to provide services in three areas: youth services, financial education, and job readiness/attainment programs. Selected organizations will receive sub-awards between $12,000-$20,000 and participate in capacity building activities like developing a strategic plan and board training. Proposals are due February 22, 2010.
This document summarizes an enterprise and leadership development pilot program for Plymouth City Council leaders. The program is designed to help leaders create innovative solutions and entrepreneurial ventures that address major issues and create value for their communities. It involves forming teams around common challenges to develop new proposals and projects over six facilitated sessions. Between sessions, teams work to engage stakeholders, trial ideas, and maintain momentum. The program utilizes tools like psychometrics, coaching, creative thinking techniques, and business modeling to support the teams' work developing 11 new proposals to present to Plymouth City Council's executive team.
Business Development is the workforce development arm within St. Lawrence College. This arm provides customized professional development training to local businesses, individual community residents, and government employees. Business Development has complemented St. Lawrence College’s academic mission and has positioned itself as the regional leader in human capital development.
Investment in life-long learning while connecting job seekers and employers provides the local workforce with the necessary skill sets to foster economic development and social prosperity.
The document discusses how Careertivity, a career counseling company, can help Salem State University achieve its strategic goals. Careertivity would conduct an assessment of Salem State's current career services offerings, develop new strategies and tools to better engage students and alumni, and help promote the university's brand and visibility through innovative social media and mobile technologies. The Careertivity team has extensive experience helping universities improve their career counseling programs and positioning.
Pathway Group is an independent apprenticeship training organization that has worked with over 500 employers and has over 1000 apprentices. It delivers a range of apprenticeship programs across various sectors and levels. Pathway provides full support to apprentices and host employers, including recruitment, pastoral care, training management, and HR assistance. This unique employment model offers flexibility for employers. Pathway has a strong focus on engaging diverse communities and was rated highly by Ofsted for its collaboration with employers and communities.
strategic partnership and youth leadershipSashaKing4
AIESEC is the world's largest student-run organization with a presence in over 107 countries. The document outlines various opportunities for organizations to partner with AIESEC, including accessing a global talent pool through internship programs, expanding networks, participating in corporate social responsibility projects, and gaining brand exposure. Specific current and upcoming AIESEC activities at Universiti Utara Malaysia are also mentioned.
The Center for Entrepreneurial Innovation (CEI) incubator and the Maricopa Community Colleges Small Business Development Center (SBDC) have partnered to amplify each other's resources. The SBDC provides on-site business counseling and expertise to CEI clients. In return, the SBDC gains access to high-tech entrepreneurs and expertise. This partnership has helped 18 companies create 85 jobs with $50,000 average salaries. Both organizations elevate their programs and support entrepreneurs through all stages by sharing limited resources and a variety of programming.
AIESEC is the world's largest student-run organization with a presence in over 107 countries. It provides leadership development opportunities to students through international internships and networking events. The document outlines various partnership opportunities for organizations, including sourcing global interns through talent programs, networking with AIESEC's alumni network, supporting CSR projects, and engaging in branding activities. Interested organizations can contact the local AIESEC committee at Universiti Utara Malaysia to discuss collaboration.
The International Citizen Service (ICS) program provides volunteers with opportunities for personal and professional development through international volunteer placements. ICS emphasizes personal development and supported learning through training, mentorship, and reflection on cross-cultural experiences. Volunteers gain skills like confidence, independence, teamwork, communication, and understanding of global issues from their placements. Employers value these skills and experiences on CVs, with 87% believing volunteering leads to career progression. Former volunteers report ICS enhanced their project management, stakeholder engagement, and ability to cope with challenges.
Our vision is to help advance careers, businesses and our communities through workforce development solutions.
We are dedicated to up-skilling employees and are focused on optimizing growth and revenue for organizations in Eastern Ontario.
Our Employment Service program leverages technology platforms and services to connect
job seekers with employers and offers funding grants and resources to facilitate hiring.
Through Corporate Learning, we deliver workforce-training solutions aligned with labour market demand that focuses on jobs, contemporary skills and people.
Our participants gain practical knowledge that can be applied to workplace challenges and improve individual and organizational performance. Our goal is to support our partners ability to grow and prosper.
Kirkwood Community College partners with local employers and organizations to provide workforce training programs that align with regional labor market needs. Some of its initiatives include developing degree programs in high-demand fields like energy production and advanced manufacturing. It also partners with the Workforce Investment Board and IowaWORKS to support job training programs and connect students to employment opportunities. Kirkwood aims to increase its graduation rates and strengthen its role in developing Iowa's workforce through these collaborative efforts.
Volunteering provides significant career benefits such as a 27% higher chance of employment and improved skills in communication, teamwork, and time management. Employers highly value volunteering experience on CVs and see it positively impacting career progression. International volunteering organizations like International Citizen Service help volunteers gain personal development through supported learning and challenges abroad that build skills in leadership, project planning, communication, and global issues while boosting confidence and cultural understanding. Returned volunteers report strengthened independence, problem-solving abilities, and skills applicable to professional careers.
2. AFFINITY SERVICES
"BRIDGING PEOPLE TO POSSIBILITIES"
Affinity Services' Guiding Philosophy:
“WE ALL HAVE POSSIBILITIES WE DON'T KNOW ABOUT. WE CAN DO THINGS WE DON'T EVEN DREAM WE CAN DO.”
• Affinity Services maintains a small number of staff members and connects with experts across
Alberta, throughout Canada and the United States, and abroad, through technology outlets
(Webinars), conferences, and association memberships. The education and experience of the
staff combined with the extensive knowledge of our associates allows for purposeful, targeted
and meaningful outcomes to be reached.
• With offices in Calgary and Central Alberta and associates in Edmonton and Northern Alberta,
Affinity Services comprises an extensive network of professionals across Alberta's career
development community. The Affinity Services Advantage lies overwhelmingly in Affinity
Services’ unique approach and proven experience of equipping people to overcome obstacles.
• Affinity Services equips its clients with awareness, knowledge, and practical tools to enable
them to be more effective and efficient when planning for and implementing transitions.
• Affinity Services’ solutions are designed to provide practical and effective resources to bridge
people in transition to possibilities, within the community, as well as to help businesses further
develop and enrich the lives of their employees and communities and assist organizations
further develop and enrich their programs.
www.affinityservices.ca
List of Affinity Services’ Projects - Provided (if requested)
• CADSP • OISD
• Plugged into Possibilities • On-going training and staff development
3. AFFINITY SERVICES/ACB PARTNERSHIP
• Affinity Services had two delegates at the Alberta Congress Board (ACB) Conference.
• We were impressed with the forum, and commitment of the cross-sector of industry,
government and non-profit coming together and bringing their perspectives and insights to
reach possible solutions to issues facing our work force.
• At the annual general meeting, funding issues were discussed and we considered how we
may be able to use some of our resources to assist with the ACB. We approached Don.
• We discussed different initiatives that the Board has and through a serious of meetings
and discussions we discovered the Career Focus Program is in line with ACB’s mandate.
This is the next step in the process of developing a project.
• So today we are looking for input and ultimately approval from ACB on the components
and activities of the project.
• The intent here is that Affinity Services will assist in developing the project and, if
successful in getting funding, work with ACB in pulling together a project team to
administer the project.
4. WHAT IS CAREER FOCUS?
Under the Youth Employment Strategy, Career Focus provides funding for employers to
help post-secondary graduates obtain career-related work opportunities in Canada to support
their development of advanced skills, to help them make career-related links to the job
market, and to assist them in becoming leaders in their field.
Career Focus offers youth a range of work experiences, learning and skill-building activities
to help them choose careers and to encourage them to pursue advanced studies.
Eligible Participants
To participate in Career Focus, youth must be:
• between the ages of 15 and 30 (inclusive) at the time of intake/selection
• post-secondary graduates
• Canadian citizens, permanent residents, or persons on whom refugee protection has
been conferred
• out of school
• legally entitled to work according to the relevant provincial/territorial legislation and
regulations
• not in receipt of Employment Insurance (EI) benefits.
Note: post-secondary graduates are limited to participation in one Career Focus
project.
Who Can Be A Recipient
Businesses, organizations (including not-for-profit, professional, employer and labour
associations), public health and educational institutions, band/tribal councils, Aboriginal
organizations and municipal governments.
5. WHAT IS CAREER FOCUS?
Career Focus Delivery
Service Canada delivers the following components:
• National Career Focus - provides financial assistance to employers and organizations to
deliver projects that are national in scope to provide post-secondary graduate youth with
work experiences within Canada.
• Regional Career Focus - is administered through a network of regional/local offices
located across the country. These projects provide financial assistance to employers and
organizations to deliver projects at the regional and local levels.
Human Resources and Social Development delivers the following components:
• Sectoral Youth Career Focus - provides financial support to National Sector Councils and
other cross-sectoral organizations. These organizations in turn develop work experience
opportunities for post-secondary graduates.
• International Academic Mobility (IAM) - supports Canadian post secondary institutions in
offering international learning opportunities to their students.
6. DOES CAREER FOCUS FIT WITH ACB?
The Alberta Congress Board is a not-for-profit organization that brings together diverse
stakeholders to address socio-economic issues of mutual concern.
Mission
• To engage business, labour, government, education and health in a collaborative effort to achieve
consensus and recommend action on issues in the workplace, leading to the enhancement of the quality
of life for Albertans.
• The Alberta Skills Network Project (ASNP) has the potential to bring together all the above key
stakeholders through the project.
Vision
• Providing non-partisan leadership by promoting and facilitating collaborative problem solving of relevant
issues in the workplace.
• Shaping the future of the workplace in Alberta .
• A predominant issue in today’s work place is developing our youth. With the present demographic it is
essential that we develop seamless efficient processes for youth to enter their area of expertise and
receive the mentorship needed to succeed. With the networks of the ACB delegates. ACB is positioned
to be instrumental in facilitating a process to assist its delegates as well as the next generation of
workers.
• The Alberta Skills Network Project (ASNP) also has the potential to be a vehicle for ACB to provide
another forum for leaders.
• Previous resolutions developing our youth, creating opportunities, building soft skills and essential skills.
These are all key objectives to the Career Focus.
List of resolutions - demonstrated interest from delegates
7. AVENUES OF ALBERTA SKILLS NETWORK PROJECT (ASNP)
The program proposed is designed to reach all the aims of the program, create efficient
pathways to industry leaders and businesses already committed to creating a knowledge-
based economy and open that gateway to as many post-secondary graduates as possible
and match those graduates to the right employers.
The proposed project will be designed using the following four 'avenues' to reach its
objectives:
1. Individual Focused;
2. The Alberta Congress Board’s delegates and executives;
3. Development of soft skills; and
4. Success Factors software.
Individual Focused
We are proposing an individual focused project – meaning services are built in response to
the individual participants needs, interest and strengths.
Each participant will have their own unique needs, and therefore will require different
services and different levels of support. The project will provide the specific services that the
participant needs to assist them in reaching their vocational goals and will connect them with
services and supports will be outlined on a service plan with action steps, time frames and
measurable outcomes.
We will also assist those youth in looking at career placement in light of life circumstances.
For example, family, lifestyle choices, etc.
8. AVENUES OF ALBERTA SKILLS NETWORK PROJECT (ASNP)
Alberta Congress Board
It is proposed that the Alberta Congress Board will house the project and hire/contract the
project team.
The ACB will leverage its Executives and Delegates around the Province as well use the
conference as a forum to facilitate creating awareness of the project.
In having ACB coordinate this project, it offers their Delegates the following opportunities:
• Connect to human resource personnel never before sought after
• Additional support with regard to job development, awareness, and training in hiring and
retaining this demographic group
• Increased knowledge of HRSDC and its activities
• Awareness and practical application of how to utilize technology in creating effective,
efficient personnel
Benefits
• The ACB has built-in representatives from industry leaders across Alberta. This will be
key for insight into what skills are in most need for development as well as for placement
• The ACB also has Executives and Delegates from Post-Secondary Institutions across
Alberta. This will be key for insight into development of project components and referrals
of the participants
• Having ACB house the project and utilize its Executives and Delegates provides a direct
avenue for its Delegates to invest in the skill development of our youth
• Engaging not only ACB’s Executive and Delegates but also its networks separately and in
addition to the annual conference as a vehicle to connecting post-secondary graduates in
developing their skills and consequently positive employment matching
9. AVENUES OF ALBERTA SKILLS NETWORK PROJECT (ASNP)
Development of Soft Skills
Soft skills play a vital role for professional success; they help one to excel in the workplace
and their importance cannot be denied in this age of information and knowledge. Good soft
skills - which are in fact scarce - in the highly competitive corporate world, will help one stand
out in a milieu of routine job seekers with mediocre skills and talent.
The Smyth County Industry Council, a governing body based in the US, recently conducted a
survey. The results of the survey, called the Workforce Profile, found “an across-the-board
unanimous profile of skills and characteristics needed to make a good employee.” The
people most likely to be hired for available jobs have what employers call “soft skills”.
Here were some of the findings according to the Workforce study:
The most common traits, mentioned by virtually every employer, were:
• positive work ethic
• good attitude
• desire to learn and be trained
The proposed project will take soft skills and build them into the components of the project,
using Success Factors software to develop, target and measure the progress in development
of these skills.
The participants will have an opportunity to develop these skills further through the
participation in other components of the project, including the annual conference.
10. AVENUES OF ALBERTA SKILLS NETWORK PROJECT (ASNP)
Success Factors
Success Factors software is a human resources tool that we are proposing to use as the
service plan component.
This system will be key in developing an active role for the participants as well as in assisting
potential employers. It will naturally develop the skills of the participants in the area of
technology communications. The nature of the implementation of the software expects the
participants to take responsibility for their own planning sessions, making it very individual
focused, which in turn builds accountability in a targeted and purposeful approach.
Benefits
• Efficient, seamless means to document progress of goals
• Accountability and responsibility will be given to the participants and their own success
will be demonstrated by their ability to follow through on the goals and tasks
• Allows for the Project Team to track progress, successes and challenges and give
feedback to participants and potential employers
• Reports can be generated easily and efficiently
• Employers are also able to view progress by way of a confidential password
• Creates an opportunity for very individualized planning and goal development
• Allows for continued follow-up and tracking outcomes once in placement
• Promotes the development of responsibility, accountability, and desire to learn
Examples of Goal Sheets - Hand Out
11. COMPONENTS AND ACTIVITIES OF ASNP
Stream One-Participants
Recruitment /Referrals of Participants
Target - 50 participants to complete project to placement/follow-up (70 intakes):
• Advertise in newspapers
• Through Associations
• Establish Network( post-secondary Institutions )
• Local Career Centres
• Neighbourhood places
Accepted participants must meet eligibility according to Career Focus guidelines and must
demonstrate that they have attempted to find employment within their field and have not been
successful.
Assessment
As assessment will be completed with the potential participants to identify:
• Areas of need
• Barriers to employment
• Job finding and retention skills
• We will also identify temperament and ideal work environments for temperament, lifestyle choice
• What is the industry placement we need to target, what fits their career plan
Service Plan
Identify practical solutions and activities to reach desired goals to:
• Obtain employment
• Maintain employment
• Develop and practice soft skills
• Develop new skills to advance and add to their industry
12. COMPONENTS AND ACTIVITIES OF ASNP
Success Factors
• Creates an environment for participants to be accountable for following
through and reporting on their own goals
• Activities are targeted and purposeful to desired goals
• Funders and key stakeholders can track progress and activities of the
project
• Attracts employers and participants Province-wide to come together
• Tools to learn additional technology application
Job Readiness Skills
Specific and purposeful to organization and work applied for:
• Resume
• Portfolios
• Interviews skills
• Proposals
Placement
• Job Shadows
• Job Tours
• Job Placements
• Follow-up
13. COMPONENTS AND ACTIVITIES OF ASNP
Stream Two - For Employers
Create Awareness
• Information sent out to Delegates on the launch of the project and encouraged to get
involved
• Information sent out to businesses outside of the Delegates creating a awareness to get
involved and offers a specific program the Alberta Congress Board has available to them.
• Engage employers to give a list of skills they are looking for by way of a ‘job analysis’
Education and Awareness Sessions
• Success Factors
• Webinar training
• Creation and Retention strategies in engaging youth in purposeful employment
Placements
• Support from Alberta Skills Network Project team
• Follow-up
14. OVERALL BENEFITS
• Reaches rural as well as urban communities
• Links several industry leaders with the common goal of ACB
The Alberta Congress Board is a not-for-profit organization that brings together
diverse stakeholders to address socio-economic issues of mutual concern.
• Assist in creating leaders in employers and participants
• Offer additional services to the Delegates in conjunction with the conference