This document discusses talent management, job enrichment, and structural changes as they relate to percentages of 87%, 34%, and 30% respectively. It also provides a link to download a whitepaper on the topic from the website www.talentmobilityaward.be.
AE is a 250+ employee Belgian company that provides business and IT consulting services. It launched Bringr, a talent mobility platform, in June 2016 after developing it through an internal hackathon. The presentation discusses the need for a paradigm shift in management from a command and control model to one focused on shared leadership and value creation through networked teams. It introduces Skilld, a talent mobility platform comprising Tag, Cast, Visualize, Compass and Beehive tools to connect skills and experiences, improve employability, find projects and allocate resources, and visualize the network organization in real-time.
This document discusses talent management, job enrichment, and structural changes as they relate to percentages of 87%, 34%, and 30% respectively. It also provides a link to download a whitepaper on the topic from the website www.talentmobilityaward.be.
AE is a 250+ employee Belgian company that provides business and IT consulting services. It launched Bringr, a talent mobility platform, in June 2016 after developing it through an internal hackathon. The presentation discusses the need for a paradigm shift in management from a command and control model to one focused on shared leadership and value creation through networked teams. It introduces Skilld, a talent mobility platform comprising Tag, Cast, Visualize, Compass and Beehive tools to connect skills and experiences, improve employability, find projects and allocate resources, and visualize the network organization in real-time.
Infoavond "werken als tijdelijke werkkracht in de creatieve en audiovisuele s...t-groep NV
Werken als tijdelijke werkkracht in de creatieve en audiovisuele sector. We zoomin in op 4 aspecten van het werken als tijdelijke werkkracht:
• het financiële aspect
• je verantwoordelijkheden als tijdelijke werkkracht
• je persoonlijke & professionele ontwikkeling
• veiligheid en welzijn
Organisaties veranderen constant en ook functies veranderen of verdwijnen. Voortdurend komen er nieuwe jobs bij die tot voor kort niet eens bestonden. Ook van medewerkers wordt meer en meer verwacht dat ze ‘bewegen’ en actief en zelfsturend omgaan met hun competentieontwikkeling en loopbaan.
Hoe maak je als organisatie de vertaalslag naar die nieuwe cultuur? Welke leiderschapsstijl heb je daarvoor nodig? En hoe wakker je het vuur aan bij medewerkers om daar een actieve rol in te spelen?
Sinds begin dit jaar krijgen ontslagen werknemers een meer uitgebreid recht op outplacement: iedereen die recht heeft op een opzegtermijn van minstens 30 weken (of op een opzegvergoeding voor deze periode), krijgt ook recht op outplacement. De procedures, kwaliteitscriteria en aangeboden garanties zijn dezelfde als in cao 82bis. Wat er wél verandert?
Interactieve workshop - maak veiligheid bespreekbaar in jouw organisatiet-groep NV
Lara Emde, projectmedewerker veiligheid bij het Sociaal Fonds voor Podiumkunsten & Marijn Verhelst, productieleider bij kunstencentrum Beursschouwburg,
starten de dialoog op rond veiligheid aan de hand van een interactieve workshop.
In deze workshop tonen ze hoe je veiligheid bespreekbaar maakt in je organisatie,
hoe je werkt aan een veiligheidscultuur en zo medewerkers en freelancers betrekt
in het veiligheidsbeleid van je organisatie.
Katrien Verhulst, Manager arbeidsveiligheid & arbeidshygiëne bij Attentia, licht het algemeen technisch & juridisch kader rond preventie en veiligheid in de artistieke & creatieve sector toe aan de hand van storytelling.
La législation relative au travail intérimaire se modernise
Le 1er juillet, la législation relative au travail intérimaire change.
Il s'agit surtout d'une modernisation de la législation actuelle, qui sera plus adaptée au contexte économique et social actuel :
Aux motifs existants pour le travail intérimaire vient s’ajouter un nouveau motif : le motif insertion. À partir du 1er juillet, votre entreprise pourra occuper des intérimaires en vue d’un engagement permanent. Il s'agit d'une adaptation logique puisqu'aujourd'hui, nous constatons que la moitié de nos missions d'intérim débouchent déjà sur un poste fixe.
Pour les contrats journaliers successifs, des procédures seront mises en place au niveau de l'entreprise avec une plus grande implication des organisations des travailleurs et plus de flexibilité.
Cette législation adaptée permettra au secteur de l'intérim de continuer à évoluer. Le secteur a trouvé un nouvel équilibre entre la demande de flexibilité des employeurs et le besoin de sécurité des travailleurs.
Creative industries day 2012 - Sessie "sos creatief ondernemen" - Bart De Wae...t-groep NV
This document provides 8 tips for online branding and social media presence. The tips are to 1) claim your online name across networks, 2) listen to conversations on social media, 3) maintain a consistent online presence, 4) carefully choose the social networks and tone used, 5) provide valuable content in a quantity that shows your human side, 6) engage authentically as a person rather than a robot, 7) target your preferred networks and audiences, and 8) have fun with your online activities. The key message is that an online presence should treat people as people rather than as impersonal "users".
This presentation by OECD, OECD Secretariat, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
This presentation by Nathaniel Lane, Associate Professor in Economics at Oxford University, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
Infoavond "werken als tijdelijke werkkracht in de creatieve en audiovisuele s...t-groep NV
Werken als tijdelijke werkkracht in de creatieve en audiovisuele sector. We zoomin in op 4 aspecten van het werken als tijdelijke werkkracht:
• het financiële aspect
• je verantwoordelijkheden als tijdelijke werkkracht
• je persoonlijke & professionele ontwikkeling
• veiligheid en welzijn
Organisaties veranderen constant en ook functies veranderen of verdwijnen. Voortdurend komen er nieuwe jobs bij die tot voor kort niet eens bestonden. Ook van medewerkers wordt meer en meer verwacht dat ze ‘bewegen’ en actief en zelfsturend omgaan met hun competentieontwikkeling en loopbaan.
Hoe maak je als organisatie de vertaalslag naar die nieuwe cultuur? Welke leiderschapsstijl heb je daarvoor nodig? En hoe wakker je het vuur aan bij medewerkers om daar een actieve rol in te spelen?
Sinds begin dit jaar krijgen ontslagen werknemers een meer uitgebreid recht op outplacement: iedereen die recht heeft op een opzegtermijn van minstens 30 weken (of op een opzegvergoeding voor deze periode), krijgt ook recht op outplacement. De procedures, kwaliteitscriteria en aangeboden garanties zijn dezelfde als in cao 82bis. Wat er wél verandert?
Interactieve workshop - maak veiligheid bespreekbaar in jouw organisatiet-groep NV
Lara Emde, projectmedewerker veiligheid bij het Sociaal Fonds voor Podiumkunsten & Marijn Verhelst, productieleider bij kunstencentrum Beursschouwburg,
starten de dialoog op rond veiligheid aan de hand van een interactieve workshop.
In deze workshop tonen ze hoe je veiligheid bespreekbaar maakt in je organisatie,
hoe je werkt aan een veiligheidscultuur en zo medewerkers en freelancers betrekt
in het veiligheidsbeleid van je organisatie.
Katrien Verhulst, Manager arbeidsveiligheid & arbeidshygiëne bij Attentia, licht het algemeen technisch & juridisch kader rond preventie en veiligheid in de artistieke & creatieve sector toe aan de hand van storytelling.
La législation relative au travail intérimaire se modernise
Le 1er juillet, la législation relative au travail intérimaire change.
Il s'agit surtout d'une modernisation de la législation actuelle, qui sera plus adaptée au contexte économique et social actuel :
Aux motifs existants pour le travail intérimaire vient s’ajouter un nouveau motif : le motif insertion. À partir du 1er juillet, votre entreprise pourra occuper des intérimaires en vue d’un engagement permanent. Il s'agit d'une adaptation logique puisqu'aujourd'hui, nous constatons que la moitié de nos missions d'intérim débouchent déjà sur un poste fixe.
Pour les contrats journaliers successifs, des procédures seront mises en place au niveau de l'entreprise avec une plus grande implication des organisations des travailleurs et plus de flexibilité.
Cette législation adaptée permettra au secteur de l'intérim de continuer à évoluer. Le secteur a trouvé un nouvel équilibre entre la demande de flexibilité des employeurs et le besoin de sécurité des travailleurs.
Creative industries day 2012 - Sessie "sos creatief ondernemen" - Bart De Wae...t-groep NV
This document provides 8 tips for online branding and social media presence. The tips are to 1) claim your online name across networks, 2) listen to conversations on social media, 3) maintain a consistent online presence, 4) carefully choose the social networks and tone used, 5) provide valuable content in a quantity that shows your human side, 6) engage authentically as a person rather than a robot, 7) target your preferred networks and audiences, and 8) have fun with your online activities. The key message is that an online presence should treat people as people rather than as impersonal "users".
This presentation by OECD, OECD Secretariat, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
This presentation by Nathaniel Lane, Associate Professor in Economics at Oxford University, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
This presentation by Yong Lim, Professor of Economic Law at Seoul National University School of Law, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
XP 2024 presentation: A New Look to Leadershipsamililja
Presentation slides from XP2024 conference, Bolzano IT. The slides describe a new view to leadership and combines it with anthro-complexity (aka cynefin).
This presentation by Professor Giuseppe Colangelo, Jean Monnet Professor of European Innovation Policy, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
1.) Introduction
Our Movement is not new; it is the same as it was for Freedom, Justice, and Equality since we were labeled as slaves. However, this movement at its core must entail economics.
2.) Historical Context
This is the same movement because none of the previous movements, such as boycotts, were ever completed. For some, maybe, but for the most part, it’s just a place to keep your stable until you’re ready to assimilate them into your system. The rest of the crabs are left in the world’s worst parts, begging for scraps.
3.) Economic Empowerment
Our Movement aims to show that it is indeed possible for the less fortunate to establish their economic system. Everyone else – Caucasian, Asian, Mexican, Israeli, Jews, etc. – has their systems, and they all set up and usurp money from the less fortunate. So, the less fortunate buy from every one of them, yet none of them buy from the less fortunate. Moreover, the less fortunate really don’t have anything to sell.
4.) Collaboration with Organizations
Our Movement will demonstrate how organizations such as the National Association for the Advancement of Colored People, National Urban League, Black Lives Matter, and others can assist in creating a much more indestructible Black Wall Street.
5.) Vision for the Future
Our Movement will not settle for less than those who came before us and stopped before the rights were equal. The economy, jobs, healthcare, education, housing, incarceration – everything is unfair, and what isn’t is rigged for the less fortunate to fail, as evidenced in society.
6.) Call to Action
Our movement has started and implemented everything needed for the advancement of the economic system. There are positions for only those who understand the importance of this movement, as failure to address it will continue the degradation of the people deemed less fortunate.
No, this isn’t Noah’s Ark, nor am I a Prophet. I’m just a man who wrote a couple of books, created a magnificent website: http://www.thearkproject.llc, and who truly hopes to try and initiate a truly sustainable economic system for deprived people. We may not all have the same beliefs, but if our methods are tried, tested, and proven, we can come together and help others. My website: http://www.thearkproject.llc is very informative and considerably controversial. Please check it out, and if you are afraid, leave immediately; it’s no place for cowards. The last Prophet said: “Whoever among you sees an evil action, then let him change it with his hand [by taking action]; if he cannot, then with his tongue [by speaking out]; and if he cannot, then, with his heart – and that is the weakest of faith.” [Sahih Muslim] If we all, or even some of us, did this, there would be significant change. We are able to witness it on small and grand scales, for example, from climate control to business partnerships. I encourage, invite, and challenge you all to support me by visiting my website.
This presentation by Professor Alex Robson, Deputy Chair of Australia’s Productivity Commission, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
This presentation by OECD, OECD Secretariat, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
This presentation by OECD, OECD Secretariat, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
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The importance of sustainable and efficient computational practices in artificial intelligence (AI) and deep learning has become increasingly critical. This webinar focuses on the intersection of sustainability and AI, highlighting the significance of energy-efficient deep learning, innovative randomization techniques in neural networks, the potential of reservoir computing, and the cutting-edge realm of neuromorphic computing. This webinar aims to connect theoretical knowledge with practical applications and provide insights into how these innovative approaches can lead to more robust, efficient, and environmentally conscious AI systems.
Webinar Speaker: Prof. Claudio Gallicchio, Assistant Professor, University of Pisa
Claudio Gallicchio is an Assistant Professor at the Department of Computer Science of the University of Pisa, Italy. His research involves merging concepts from Deep Learning, Dynamical Systems, and Randomized Neural Systems, and he has co-authored over 100 scientific publications on the subject. He is the founder of the IEEE CIS Task Force on Reservoir Computing, and the co-founder and chair of the IEEE Task Force on Randomization-based Neural Networks and Learning Systems. He is an associate editor of IEEE Transactions on Neural Networks and Learning Systems (TNNLS).
Carrer goals.pptx and their importance in real lifeartemacademy2
Career goals serve as a roadmap for individuals, guiding them toward achieving long-term professional aspirations and personal fulfillment. Establishing clear career goals enables professionals to focus their efforts on developing specific skills, gaining relevant experience, and making strategic decisions that align with their desired career trajectory. By setting both short-term and long-term objectives, individuals can systematically track their progress, make necessary adjustments, and stay motivated. Short-term goals often include acquiring new qualifications, mastering particular competencies, or securing a specific role, while long-term goals might encompass reaching executive positions, becoming industry experts, or launching entrepreneurial ventures.
Moreover, having well-defined career goals fosters a sense of purpose and direction, enhancing job satisfaction and overall productivity. It encourages continuous learning and adaptation, as professionals remain attuned to industry trends and evolving job market demands. Career goals also facilitate better time management and resource allocation, as individuals prioritize tasks and opportunities that advance their professional growth. In addition, articulating career goals can aid in networking and mentorship, as it allows individuals to communicate their aspirations clearly to potential mentors, colleagues, and employers, thereby opening doors to valuable guidance and support. Ultimately, career goals are integral to personal and professional development, driving individuals toward sustained success and fulfillment in their chosen fields.
This presentation by Thibault Schrepel, Associate Professor of Law at Vrije Universiteit Amsterdam University, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
Why Psychological Safety Matters for Software Teams - ACE 2024 - Ben Linders.pdfBen Linders
Psychological safety in teams is important; team members must feel safe and able to communicate and collaborate effectively to deliver value. It’s also necessary to build long-lasting teams since things will happen and relationships will be strained.
But, how safe is a team? How can we determine if there are any factors that make the team unsafe or have an impact on the team’s culture?
In this mini-workshop, we’ll play games for psychological safety and team culture utilizing a deck of coaching cards, The Psychological Safety Cards. We will learn how to use gamification to gain a better understanding of what’s going on in teams. Individuals share what they have learned from working in teams, what has impacted the team’s safety and culture, and what has led to positive change.
Different game formats will be played in groups in parallel. Examples are an ice-breaker to get people talking about psychological safety, a constellation where people take positions about aspects of psychological safety in their team or organization, and collaborative card games where people work together to create an environment that fosters psychological safety.
This presentation by Tim Capel, Director of the UK Information Commissioner’s Office Legal Service, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.