Presentation given by Emily Shenton from Arrival Education at the Young Londoners Participation Network (23rd May 2011) Employment and Apprenticeships; Making it accessible for all young Londoners.
This document provides biographical information about an individual who currently works as an advisor at the University of Kentucky. Their responsibilities include intrusive advising, chairing a probation program, instructing career development courses, and serving on an advising committee. They have experience in academic advising, strengths-based approaches, student development, and event planning.
CHILDREN AND YOUNG PEOPLE’S HEALTH OUTCOMES FORUM DEVELOPMENT OF THE STRATEGY...Participation Works
The document outlines the process for developing a strategy on children and young people's health outcomes in the UK. It discusses:
- The timeline of strategy development beginning in November 2011 when the Secretary of State requested a strategy and concluding with the strategy's publication in June/July 2012.
- The membership of the Children and Young People's Health Outcomes Forum, which is made up of various experts and is chaired by Professor Ian Lewis and Christine Lenehan.
- How the forum is engaging children, young people and their families for input, including through events, an online forum, and various engagement materials.
http://www.participationworks.org.uk/involved-by-right
Involved by Right is an EU Daphne programme grant-funded project which seeks to improve participation and advocacy in child protection to achieve better outcomes for children at risk.
The project is unique in that it will ensure theactive participation of children with experience of the child protection system and those in public care. The project started in March 2011 and will end in February 2013.
A strong partnership of five organisations has been brought together to bring expertise of children’s rights to front line practitioners: Barnardo’s and National Children’s Bureau (NCB) which are two UK non-government organisations, the Royal Borough of Kensington and Chelsea (UK) Helsingborg local authority (Sweden) and the local Social Health Unit in Bassano del Grappa ( Italy).
The project has been designed to deliver a specific Daphne programme priority: “Field work at grass-roots level with involvement of children and young people to empower them to protect themselves and their peers against violence.”
The Engage Programme NCB Northern Ireland - advocacy & lobbying workshopParticipation Works
The Engage Programme held an advocacy and lobbying workshop to clarify the differences between advocacy and lobbying and share examples of each. The workshop aimed to help participants gain a deeper understanding of effective advocacy and lobbying on behalf of children and young people. It covered definitions of advocacy and lobbying, examples from different organizations, and perspectives from those being lobbied. Participants also discussed barriers, enablers, and resources for advocacy and lobbying work.
Presentation given at PWNE London regional meeting on 10th May 2010
More information can be found here:
http://www.participationworks.org.uk/networks/regional-networks/london/previous-events-in-the-london-region
Envision - Young People as Mentors. The Envision Grad ProgrammeParticipation Works
This was a presentation from the London PWNE meeting on 20th September 2010. More info about the meeting can be found here: http://www.participationworks.org.uk/networks/regional-networks/london/previous-events-in-the-london-region
OUTSIDE CHANCE presentation given at the London PWNE meeting on 22/11/10. More infromation here:
http://www.participationworks.org.uk/networks/regional-networks/london/previous-events-in-the-london-region
This document provides biographical information about an individual who currently works as an advisor at the University of Kentucky. Their responsibilities include intrusive advising, chairing a probation program, instructing career development courses, and serving on an advising committee. They have experience in academic advising, strengths-based approaches, student development, and event planning.
CHILDREN AND YOUNG PEOPLE’S HEALTH OUTCOMES FORUM DEVELOPMENT OF THE STRATEGY...Participation Works
The document outlines the process for developing a strategy on children and young people's health outcomes in the UK. It discusses:
- The timeline of strategy development beginning in November 2011 when the Secretary of State requested a strategy and concluding with the strategy's publication in June/July 2012.
- The membership of the Children and Young People's Health Outcomes Forum, which is made up of various experts and is chaired by Professor Ian Lewis and Christine Lenehan.
- How the forum is engaging children, young people and their families for input, including through events, an online forum, and various engagement materials.
http://www.participationworks.org.uk/involved-by-right
Involved by Right is an EU Daphne programme grant-funded project which seeks to improve participation and advocacy in child protection to achieve better outcomes for children at risk.
The project is unique in that it will ensure theactive participation of children with experience of the child protection system and those in public care. The project started in March 2011 and will end in February 2013.
A strong partnership of five organisations has been brought together to bring expertise of children’s rights to front line practitioners: Barnardo’s and National Children’s Bureau (NCB) which are two UK non-government organisations, the Royal Borough of Kensington and Chelsea (UK) Helsingborg local authority (Sweden) and the local Social Health Unit in Bassano del Grappa ( Italy).
The project has been designed to deliver a specific Daphne programme priority: “Field work at grass-roots level with involvement of children and young people to empower them to protect themselves and their peers against violence.”
The Engage Programme NCB Northern Ireland - advocacy & lobbying workshopParticipation Works
The Engage Programme held an advocacy and lobbying workshop to clarify the differences between advocacy and lobbying and share examples of each. The workshop aimed to help participants gain a deeper understanding of effective advocacy and lobbying on behalf of children and young people. It covered definitions of advocacy and lobbying, examples from different organizations, and perspectives from those being lobbied. Participants also discussed barriers, enablers, and resources for advocacy and lobbying work.
Presentation given at PWNE London regional meeting on 10th May 2010
More information can be found here:
http://www.participationworks.org.uk/networks/regional-networks/london/previous-events-in-the-london-region
Envision - Young People as Mentors. The Envision Grad ProgrammeParticipation Works
This was a presentation from the London PWNE meeting on 20th September 2010. More info about the meeting can be found here: http://www.participationworks.org.uk/networks/regional-networks/london/previous-events-in-the-london-region
OUTSIDE CHANCE presentation given at the London PWNE meeting on 22/11/10. More infromation here:
http://www.participationworks.org.uk/networks/regional-networks/london/previous-events-in-the-london-region
The document describes the Star Achievement training program, which aims to develop skills, attitudes, teamwork and strategies in participants. It is a philosophy-based program taught over three levels and 12 modules. The program enhances fundamental business skills, increases productivity, and transforms individuals and business culture. Testimonials praise improvements in critical thinking, confidence, communication and self-esteem from participants.
This document discusses the benefits of coaching for both individuals and businesses. It defines coaching as focusing on developing confidence, alternative perspectives, management skills, and potential in individuals. Research finds most businesses use coaching and coaching expenditures are rising. Coaching is commonly used for leadership development, recruitment, retention, performance improvement, succession planning, culture change, motivation, and managing change. Coaching works best when supported by management and introduced as a standard practice, and is most effective at developing voluntary relationships using powerful questioning. Evaluation of coaching's impact commonly looks at stories, key performance metrics, and return on expectations.
This document discusses various ways to develop leadership skills. It recommends practicing leadership frequently in a safe environment with clear objectives and feedback. Developing confidence through demonstrated capability and strong communication to build trust with others are key leadership skills. It also suggests teachers can develop leadership skills by taking on both traditional and emerging roles through hands-on experience and working as part of collaborative teams with shared visions and leadership development programs.
Management development aims to improve managerial skills through training. Key techniques include on-the-job methods like coaching, mentoring, and job rotation which provide learning through real experiences. Off-the-job methods like case studies, business games, and simulations recreate work challenges in a risk-free environment. The goal is to develop capabilities in areas such as decision-making, communication, and leadership for current and future managerial roles. A variety of evaluation methods provide feedback to assess training effectiveness and ensure managers can apply new skills back on the job.
This document discusses various ways to develop leadership skills. It emphasizes that leadership skills are developed through frequent practice in a safe environment with clear objectives and constructive feedback. Some specific suggestions made include practicing leadership skills at Toastmasters, developing confidence and communication abilities, taking on both traditional and emerging leadership roles, and having a purposeful approach with support structures in place. The document also references additional resources on developing teacher leadership.
Around The World in 90 Days – A Graduate Development snapshot across Asia, Af...Nathan Clark
This presentation was delivered at the The 2014 Asia Graduate Recruitment and Development Conference. Given DBL's niche expertise, we're in a unique position to see the latest trends in graduate development across the world; some of which are shared here.
If you'd like to discuss development opportunities for young professionals in your organisation contact nclark (at) developmentbeyondlearning.com.
This document discusses management development. It defines development as having a long-term focus on preparing employees for future roles, unlike training which focuses on short-term skills. Development helps improve individual and organizational performance. Several methods of management development are outlined, including supervisor training, leadership development, modeling, coaching, mentoring, and executive education. Common problems with development efforts include failing to analyze needs properly and encapsulated development where new skills are not applied on the job. Evaluation of programs is important for improving future efforts.
This document introduces Beckon, a purpose-driven learning methodology that assists clients in achieving measurable outcomes through a learning plan. Beckon is applicable to anyone seeking to learn, regardless of industry or role. Traditional training modules or concepts may not be effective if they do not result in a change in behavior or achievement of intended outcomes. Beckon practitioners discover needs, design customized learning strategies, deliver training, coaching and monitoring to help clients achieve business, personal and project outcomes through self-taught and assisted learning. Becoming a Beckon consultant requires achieving an outcome for oneself and assisting another to do the same, while quantifying results.
The following slide presentation provides an overview of why hundreds of managers and leaders have chosen LRI to be their guide in their professional development process.
Learning is a Contact Sport: Ten Strategies for Boosting Professional Develop...Gus Prestera
This deck comes from my session at the 2015 Training Magazine Conference, where I'll present 10 strategies for boosting professional development. While self-study is an important component of professional, career, and leadership development, the most impactful examples of individual growth and development are found in situations where there is a high degree of interaction between learners and their colleagues.
This document provides information about a leadership development program hosted by Eriksson & Associates in Istanbul, Turkey in 2017. The program was designed for 36 leaders from a company to improve their leadership skills through workshops, assessments, readings and coaching. The workshops covered topics like individual leadership, executing leadership, strategic team leadership, and transformational leadership. The program was facilitated by experienced consultants and aimed to help the company's leaders and leadership team become more effective and drive better business results.
Get the RoI: Maximise Business Impact with eLearning24x7 Learning
Read this presentation to know:
-Ways to build product knowledge among your front-line employees
-How to consistently train your entire workforce with same level of rigor and application
- How to address key priorities such as training man-days, budget-cuts and coverage
-How to ensure a direct link between your business objectives & your training agenda
- How to include a blended approach in your training initiative for maximum impact
Visit www.24x7learning.com/resources.html To download the presentation
Or
Write to vinita.tyagi@24x7learning.com if you want a copy of this presentation
Connect to Us:
Facebook: facebook.com/24x7LearningIndia
Twitter: twitter.com/24x7learning
LinkedIn: lnkd.in/6qD2pY
This document discusses elements of effective management training programs. It emphasizes the importance of aligning training with business needs, evaluating outcomes, and involving stakeholders. It recommends engaging participants through interactive experiences and applying new skills to address business needs. Effective programs are tailored to different development levels and timeframes, and may incorporate elements like action learning, targeted mentoring, and group coaching.
This document discusses training and executive development. It defines training and explains its purpose to develop skills for a job. Reasons for training include increased job satisfaction, motivation, and reduced turnover. Methods of training discussed are on-the-job training like coaching and mentoring, and off-the-job training like lectures and case studies. Executive development programs aim to develop leaders through phases like needs assessment and development programs using on and off-the-job methods. Knowledge management captures, shares, and applies organizational knowledge to enhance goals.
Management and organizational development ch 9 e10 by muhammad farhanMuhammad Farhan
This document provides an overview of human resource management and organizational development topics. It discusses determining net management requirements by analyzing organizational objectives, management inventories, succession plans, and changes to the management team. Various management development methods are outlined, including on-the-job training, classroom training techniques like lectures and case studies, and evaluation of development programs. Organizational development phases of diagnosis, strategy planning, education, and evaluation are also summarized.
Student services professionals are responsible for ensuring their institutions become true learning communities committed to providing transformative educational experiences for all students. The document discusses establishing student learning outcomes for student services which describe what students will be able to do, know, and demonstrate as a result of participating in student services programs and activities. It provides examples of learning outcomes for financial aid workshops, test proctoring, and officer training that are measurable and describe improved skills.
The document describes a 12-month leadership development program consisting of workshops every 6-8 weeks along with work-based assignments and coaching sessions. The program includes 7 workshops covering topics like effective communication, leadership skills, attracting and managing talent, building effective teams, coaching, change management, and developing others. Participants engage in practical exercises and a final work-based project presented to senior leadership. The program aims to build skills through a mixture of internal and external trainers over the course of a year.
CLASS (Creative Leadership Achieves Student Success) is an innovative education initiative that focuses on four components of effective teaching to raise student achievement: Expanded Career Paths, Effective Performance Evaluation, Relevant Professional Development, New Compensation Models.
Learn more by visiting: http://www.chalkboardproject.org/what-we-do/class.php
The document summarizes a leadership coaching program that focuses on assessing leaders' competencies in ten core skills: coaching, technical, planning, thinking, communication, role modeling, teamwork, relationships, mentoring, and organizational awareness. The objectives are to provide workshops on practical leadership skills, identify strengths and weaknesses, and enable leaders to create self-development plans. The program includes a 2-day workshop, self-paced learning modules, and mentoring opportunities.
This document discusses the Lifetracks Project run by Rathbone Belfast, which engages with at-risk youth through detached outreach work. Staff and volunteers build relationships with young people and help identify and address issues like educational problems, mental health, addiction, homelessness, unemployment, and family issues. Detached work allows staff to directly observe youths' lives and establish trust in familiar settings, but also presents challenges like moral dilemmas and risk of violence. While some youth reject help, detached outreach effectively reaches those most in need of support.
The document discusses MACS, an organization that provides services to support young people aged 16-25 in Northern Ireland. MACS offers housing, mentoring, and floating support services. The organization has a strategy to employ care leavers and a participation project overseen by management where young people will apply for funding. The benefits of MACS' work include employing 4 care leavers long-term, staff progression opportunities, young people developing a successful project, and supporting 100 young people through participation.
The document describes the Star Achievement training program, which aims to develop skills, attitudes, teamwork and strategies in participants. It is a philosophy-based program taught over three levels and 12 modules. The program enhances fundamental business skills, increases productivity, and transforms individuals and business culture. Testimonials praise improvements in critical thinking, confidence, communication and self-esteem from participants.
This document discusses the benefits of coaching for both individuals and businesses. It defines coaching as focusing on developing confidence, alternative perspectives, management skills, and potential in individuals. Research finds most businesses use coaching and coaching expenditures are rising. Coaching is commonly used for leadership development, recruitment, retention, performance improvement, succession planning, culture change, motivation, and managing change. Coaching works best when supported by management and introduced as a standard practice, and is most effective at developing voluntary relationships using powerful questioning. Evaluation of coaching's impact commonly looks at stories, key performance metrics, and return on expectations.
This document discusses various ways to develop leadership skills. It recommends practicing leadership frequently in a safe environment with clear objectives and feedback. Developing confidence through demonstrated capability and strong communication to build trust with others are key leadership skills. It also suggests teachers can develop leadership skills by taking on both traditional and emerging roles through hands-on experience and working as part of collaborative teams with shared visions and leadership development programs.
Management development aims to improve managerial skills through training. Key techniques include on-the-job methods like coaching, mentoring, and job rotation which provide learning through real experiences. Off-the-job methods like case studies, business games, and simulations recreate work challenges in a risk-free environment. The goal is to develop capabilities in areas such as decision-making, communication, and leadership for current and future managerial roles. A variety of evaluation methods provide feedback to assess training effectiveness and ensure managers can apply new skills back on the job.
This document discusses various ways to develop leadership skills. It emphasizes that leadership skills are developed through frequent practice in a safe environment with clear objectives and constructive feedback. Some specific suggestions made include practicing leadership skills at Toastmasters, developing confidence and communication abilities, taking on both traditional and emerging leadership roles, and having a purposeful approach with support structures in place. The document also references additional resources on developing teacher leadership.
Around The World in 90 Days – A Graduate Development snapshot across Asia, Af...Nathan Clark
This presentation was delivered at the The 2014 Asia Graduate Recruitment and Development Conference. Given DBL's niche expertise, we're in a unique position to see the latest trends in graduate development across the world; some of which are shared here.
If you'd like to discuss development opportunities for young professionals in your organisation contact nclark (at) developmentbeyondlearning.com.
This document discusses management development. It defines development as having a long-term focus on preparing employees for future roles, unlike training which focuses on short-term skills. Development helps improve individual and organizational performance. Several methods of management development are outlined, including supervisor training, leadership development, modeling, coaching, mentoring, and executive education. Common problems with development efforts include failing to analyze needs properly and encapsulated development where new skills are not applied on the job. Evaluation of programs is important for improving future efforts.
This document introduces Beckon, a purpose-driven learning methodology that assists clients in achieving measurable outcomes through a learning plan. Beckon is applicable to anyone seeking to learn, regardless of industry or role. Traditional training modules or concepts may not be effective if they do not result in a change in behavior or achievement of intended outcomes. Beckon practitioners discover needs, design customized learning strategies, deliver training, coaching and monitoring to help clients achieve business, personal and project outcomes through self-taught and assisted learning. Becoming a Beckon consultant requires achieving an outcome for oneself and assisting another to do the same, while quantifying results.
The following slide presentation provides an overview of why hundreds of managers and leaders have chosen LRI to be their guide in their professional development process.
Learning is a Contact Sport: Ten Strategies for Boosting Professional Develop...Gus Prestera
This deck comes from my session at the 2015 Training Magazine Conference, where I'll present 10 strategies for boosting professional development. While self-study is an important component of professional, career, and leadership development, the most impactful examples of individual growth and development are found in situations where there is a high degree of interaction between learners and their colleagues.
This document provides information about a leadership development program hosted by Eriksson & Associates in Istanbul, Turkey in 2017. The program was designed for 36 leaders from a company to improve their leadership skills through workshops, assessments, readings and coaching. The workshops covered topics like individual leadership, executing leadership, strategic team leadership, and transformational leadership. The program was facilitated by experienced consultants and aimed to help the company's leaders and leadership team become more effective and drive better business results.
Get the RoI: Maximise Business Impact with eLearning24x7 Learning
Read this presentation to know:
-Ways to build product knowledge among your front-line employees
-How to consistently train your entire workforce with same level of rigor and application
- How to address key priorities such as training man-days, budget-cuts and coverage
-How to ensure a direct link between your business objectives & your training agenda
- How to include a blended approach in your training initiative for maximum impact
Visit www.24x7learning.com/resources.html To download the presentation
Or
Write to vinita.tyagi@24x7learning.com if you want a copy of this presentation
Connect to Us:
Facebook: facebook.com/24x7LearningIndia
Twitter: twitter.com/24x7learning
LinkedIn: lnkd.in/6qD2pY
This document discusses elements of effective management training programs. It emphasizes the importance of aligning training with business needs, evaluating outcomes, and involving stakeholders. It recommends engaging participants through interactive experiences and applying new skills to address business needs. Effective programs are tailored to different development levels and timeframes, and may incorporate elements like action learning, targeted mentoring, and group coaching.
This document discusses training and executive development. It defines training and explains its purpose to develop skills for a job. Reasons for training include increased job satisfaction, motivation, and reduced turnover. Methods of training discussed are on-the-job training like coaching and mentoring, and off-the-job training like lectures and case studies. Executive development programs aim to develop leaders through phases like needs assessment and development programs using on and off-the-job methods. Knowledge management captures, shares, and applies organizational knowledge to enhance goals.
Management and organizational development ch 9 e10 by muhammad farhanMuhammad Farhan
This document provides an overview of human resource management and organizational development topics. It discusses determining net management requirements by analyzing organizational objectives, management inventories, succession plans, and changes to the management team. Various management development methods are outlined, including on-the-job training, classroom training techniques like lectures and case studies, and evaluation of development programs. Organizational development phases of diagnosis, strategy planning, education, and evaluation are also summarized.
Student services professionals are responsible for ensuring their institutions become true learning communities committed to providing transformative educational experiences for all students. The document discusses establishing student learning outcomes for student services which describe what students will be able to do, know, and demonstrate as a result of participating in student services programs and activities. It provides examples of learning outcomes for financial aid workshops, test proctoring, and officer training that are measurable and describe improved skills.
The document describes a 12-month leadership development program consisting of workshops every 6-8 weeks along with work-based assignments and coaching sessions. The program includes 7 workshops covering topics like effective communication, leadership skills, attracting and managing talent, building effective teams, coaching, change management, and developing others. Participants engage in practical exercises and a final work-based project presented to senior leadership. The program aims to build skills through a mixture of internal and external trainers over the course of a year.
CLASS (Creative Leadership Achieves Student Success) is an innovative education initiative that focuses on four components of effective teaching to raise student achievement: Expanded Career Paths, Effective Performance Evaluation, Relevant Professional Development, New Compensation Models.
Learn more by visiting: http://www.chalkboardproject.org/what-we-do/class.php
The document summarizes a leadership coaching program that focuses on assessing leaders' competencies in ten core skills: coaching, technical, planning, thinking, communication, role modeling, teamwork, relationships, mentoring, and organizational awareness. The objectives are to provide workshops on practical leadership skills, identify strengths and weaknesses, and enable leaders to create self-development plans. The program includes a 2-day workshop, self-paced learning modules, and mentoring opportunities.
This document discusses the Lifetracks Project run by Rathbone Belfast, which engages with at-risk youth through detached outreach work. Staff and volunteers build relationships with young people and help identify and address issues like educational problems, mental health, addiction, homelessness, unemployment, and family issues. Detached work allows staff to directly observe youths' lives and establish trust in familiar settings, but also presents challenges like moral dilemmas and risk of violence. While some youth reject help, detached outreach effectively reaches those most in need of support.
The document discusses MACS, an organization that provides services to support young people aged 16-25 in Northern Ireland. MACS offers housing, mentoring, and floating support services. The organization has a strategy to employ care leavers and a participation project overseen by management where young people will apply for funding. The benefits of MACS' work include employing 4 care leavers long-term, staff progression opportunities, young people developing a successful project, and supporting 100 young people through participation.
This workshop aimed to explore how grant holders can effectively use new technologies like social media and mobile phones to promote their work. The agenda included defining terms, demonstrations of social media platforms, and discussions of how different audiences like youth and adults engage with technology. Presenters from organizations like Youthlife and NIACRO shared their experiences using social media. VOYPIC also presented on their virtual library which aims to provide online resources for young people in care. The workshop evaluated how new technologies can benefit organizations while managing risks for different groups.
Measuring Impact - An Engage Workshop on Monitoring & Evaluation Participation Works
Two heads are better than one, and 30 people from 14 different organisations sharing expertise and ideas made the Measuring Impact workshop a truly enlightening event on February 23, 2012.
The Measuring Impact workshop was the first Engage event and was held in Nattional Children’s Bureau (NCB) offices in Belfast.
Find out more:
http://www.participationworks.org.uk/news/engage-workshop-measuring-impact
Presentation given by Mulenga Kasoma from Central London Connexions at Young Londoners Participation Network Meeting (23rd May 2011)
Theme: Employment and Apprenticeships;
Making it accessible for all young Londoners
This was a presentation from the London PWNE meeting on 20th September 2010.
More info about the meeting can be found here:
http://www.participationworks.org.uk/networks/regional-networks/london/previous-events-in-the-london-region
Presentation given at PWNE London regional meeting on 10th May 2010
More information can be found here:
http://www.participationworks.org.uk/networks/regional-networks/london/previous-events-in-the-london-region
ENVOY is the youth forum for the National Council for Voluntary Youth Services (NCVYS). It aims to be the national voice of youth in the UK. Members meet twice a year for residentials to discuss important issues, catch up with friends, and have fun. Being part of ENVOY provides opportunities to visit different organizations, make new friends, participate in decision making, and face challenges. Members help plan and run the annual Young Partners Award ceremony to honor outstanding youth groups.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
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2. Our Approach
Developing exceptional people who
produce extraordinary results
From Senior Business Leaders to Young People
from Challenging Backgrounds – the principles
are the same
Talent Pipeline – who will fill it?
3. Being Exceptional – A complex process that
can be taught
Context
Understanding
and
management of
limiters
Action/ Results/
Reflection/ Expansion/
Recommitment
4. Results – From Exclusion to Valedictorian
Social Impact: AE’s students (aged 14-18) who are
from challenging London backgrounds see the
following results:
Typical 3 grade increase over 2 years (with only one 2
hour session on Academics)
Improvements in attendance, behaviour and happiness at
home and school
Reduction in exclusions
5. Longitudinal Pathway Programmes –
e.g. Success for Life
Stage 1: Success Mindset Stage 2: Success Skills Stage 3: Success Stage 4: Success
• 4/5 days • 12-18 month longditudinal Leadership - Part 1 Leadership - Part 2
• Challenging personal programme • 12 months • 12 months
development programme that • 12 Success Skill Seminars • Quarterly large group • Quarterly large group
shifts how students think and (evenings and weekends) workshops and monthly workshops and monthly
makes them coachable focussing on developing the ‘Success Support Group’ team ‘Success Support Group’ team
• 24 students per programme qualities that are demonstrated meetings meetings
by exceptional people • Managing and developing • Achieve either:
• Success Workshops younger students on the •Place at top university
• One-on-one ‘How to be programme •Job/Apprenticeship offer -
exceptional’ coaching • Programme Facilitation including working at AE
• Two-way coaching with senior •Place on AE's social business
leaders launch pad
•Post-programme: ongoing
relationship with AE to
support career and life success