Effective succession planning is critical for organisations to ensure business continuity, success and achievement of business goals.
it is importance for organisations to prioritise a more analytical and scientific approach to succession planning. And yet, many organisations still face difficulties when it comes to data in succession planning.
The benefits of using psychometric testing in recruitment.pdfAccendo Technologies
Psychometric testing provides numerous advantages for recruitment and talent acquisition professionals. It offers an objective and data-driven approach to assessment and selection, enabling more informed and effective hiring decisions.
One significant benefit is its ability to mitigate unconscious biases. Traditional hiring methods, such as reviewing application forms, CVs, and conducting interviews, can be influenced by biases related to gender, race, and socioeconomic status. Psychometric tests help eliminate many of these biases by focusing on a candidate's skills, values, and motivation rather than their background or appearance. This promotes the creation of a diverse and inclusive workplace, which is crucial for building a successful team.
There's a lot that goes into making the right hire. Making the right hire is crucial for a business, but there are times when decisions about hiring aren't made well.
How do you know if someone is the right fit for your company? There are many ways you can classify candidates; however, given the sheer volume of applicants nowadays, recruiting managers often rely on assessment tools to sift through large quantities of data quickly and make relevant hiring decisions in an efficient manner.
Succession planning checklist provides a health-check to your current succession planning process meaning it aims to identify strengths as well as gaps you may have. Your summary analysis post filling in the checklist aims to provide a view on critical elements that may be missing from your process. Also given is the high-level implications of those gaps and best practices according to industry standards.
Talent assessment is an art and science that involves a variety of methods, tools, and processes to predict the future potential performance of a person. We offer a comprehensive solution that covers all aspects of talent assessment including psychometrics, interviewing, personality traits, cognitive ability, aptitude and interest. Our solution also provides insights on how to optimize the performance and satisfaction levels of people at work.
We understand how difficult a job you have — constantly balancing between the demands of business and the needs of employees, while keeping down costs and compressing timelines.
Here’s our small contribution to helping you be an agile, strategic and supportive HR team — TalentPulse 3.2, our latest product release that packs in a truckload of features to help you manage more with less.
Digital disruption can be a catalyst to business succeeding or failing depending on your employees digital readiness
While infrastructure and technology are clearly important considerations, digital transformation starts with people and shifting their mindset into a digital first ideology. In fact, according to research most organisations don’t address the necessary cultural shift needed to change the mindset of employees, resulting in unsuccessful digital transformation projects.
Top 25 Talent Assessment Tools in 2022 ( How to Choose One).pdfAccendo Technologies
Talent Assessments offer valuable insights to HR teams about their candidates and improve talent decision-making. Here we have listed the top 25 talent assessment tools to consider when searching for your assessment needs. we will also explore the benefits of talent assessment tools, the biggest mistake often made when selecting tools, best practices to follow, and how to move into using an assessment marketplace.
Stop Hoarding Your Talents! Here's Why You Need an Internal Mobility Program.pdfAccendo Technologies
As the war for talent escalates, leaders are turning their attention toward skills visibility and talent agility. Internal mobility isn’t just another powerful hiring tool. It is also a reliable tool to improve engagement and retention. Research has shown that more than 70% of employees want to pursue advancement opportunities within their organisations.
Let's discuss Why You Need an Internal Mobility Program.
The benefits of using psychometric testing in recruitment.pdfAccendo Technologies
Psychometric testing provides numerous advantages for recruitment and talent acquisition professionals. It offers an objective and data-driven approach to assessment and selection, enabling more informed and effective hiring decisions.
One significant benefit is its ability to mitigate unconscious biases. Traditional hiring methods, such as reviewing application forms, CVs, and conducting interviews, can be influenced by biases related to gender, race, and socioeconomic status. Psychometric tests help eliminate many of these biases by focusing on a candidate's skills, values, and motivation rather than their background or appearance. This promotes the creation of a diverse and inclusive workplace, which is crucial for building a successful team.
There's a lot that goes into making the right hire. Making the right hire is crucial for a business, but there are times when decisions about hiring aren't made well.
How do you know if someone is the right fit for your company? There are many ways you can classify candidates; however, given the sheer volume of applicants nowadays, recruiting managers often rely on assessment tools to sift through large quantities of data quickly and make relevant hiring decisions in an efficient manner.
Succession planning checklist provides a health-check to your current succession planning process meaning it aims to identify strengths as well as gaps you may have. Your summary analysis post filling in the checklist aims to provide a view on critical elements that may be missing from your process. Also given is the high-level implications of those gaps and best practices according to industry standards.
Talent assessment is an art and science that involves a variety of methods, tools, and processes to predict the future potential performance of a person. We offer a comprehensive solution that covers all aspects of talent assessment including psychometrics, interviewing, personality traits, cognitive ability, aptitude and interest. Our solution also provides insights on how to optimize the performance and satisfaction levels of people at work.
We understand how difficult a job you have — constantly balancing between the demands of business and the needs of employees, while keeping down costs and compressing timelines.
Here’s our small contribution to helping you be an agile, strategic and supportive HR team — TalentPulse 3.2, our latest product release that packs in a truckload of features to help you manage more with less.
Digital disruption can be a catalyst to business succeeding or failing depending on your employees digital readiness
While infrastructure and technology are clearly important considerations, digital transformation starts with people and shifting their mindset into a digital first ideology. In fact, according to research most organisations don’t address the necessary cultural shift needed to change the mindset of employees, resulting in unsuccessful digital transformation projects.
Top 25 Talent Assessment Tools in 2022 ( How to Choose One).pdfAccendo Technologies
Talent Assessments offer valuable insights to HR teams about their candidates and improve talent decision-making. Here we have listed the top 25 talent assessment tools to consider when searching for your assessment needs. we will also explore the benefits of talent assessment tools, the biggest mistake often made when selecting tools, best practices to follow, and how to move into using an assessment marketplace.
Stop Hoarding Your Talents! Here's Why You Need an Internal Mobility Program.pdfAccendo Technologies
As the war for talent escalates, leaders are turning their attention toward skills visibility and talent agility. Internal mobility isn’t just another powerful hiring tool. It is also a reliable tool to improve engagement and retention. Research has shown that more than 70% of employees want to pursue advancement opportunities within their organisations.
Let's discuss Why You Need an Internal Mobility Program.
2024 State of Marketing Report – by HubspotMarius Sescu
https://www.hubspot.com/state-of-marketing
· Scaling relationships and proving ROI
· Social media is the place for search, sales, and service
· Authentic influencer partnerships fuel brand growth
· The strongest connections happen via call, click, chat, and camera.
· Time saved with AI leads to more creative work
· Seeking: A single source of truth
· TLDR; Get on social, try AI, and align your systems.
· More human marketing, powered by robots
ChatGPT is a revolutionary addition to the world since its introduction in 2022. A big shift in the sector of information gathering and processing happened because of this chatbot. What is the story of ChatGPT? How is the bot responding to prompts and generating contents? Swipe through these slides prepared by Expeed Software, a web development company regarding the development and technical intricacies of ChatGPT!
Product Design Trends in 2024 | Teenage EngineeringsPixeldarts
The realm of product design is a constantly changing environment where technology and style intersect. Every year introduces fresh challenges and exciting trends that mold the future of this captivating art form. In this piece, we delve into the significant trends set to influence the look and functionality of product design in the year 2024.
How Race, Age and Gender Shape Attitudes Towards Mental HealthThinkNow
Mental health has been in the news quite a bit lately. Dozens of U.S. states are currently suing Meta for contributing to the youth mental health crisis by inserting addictive features into their products, while the U.S. Surgeon General is touring the nation to bring awareness to the growing epidemic of loneliness and isolation. The country has endured periods of low national morale, such as in the 1970s when high inflation and the energy crisis worsened public sentiment following the Vietnam War. The current mood, however, feels different. Gallup recently reported that national mental health is at an all-time low, with few bright spots to lift spirits.
To better understand how Americans are feeling and their attitudes towards mental health in general, ThinkNow conducted a nationally representative quantitative survey of 1,500 respondents and found some interesting differences among ethnic, age and gender groups.
Technology
For example, 52% agree that technology and social media have a negative impact on mental health, but when broken out by race, 61% of Whites felt technology had a negative effect, and only 48% of Hispanics thought it did.
While technology has helped us keep in touch with friends and family in faraway places, it appears to have degraded our ability to connect in person. Staying connected online is a double-edged sword since the same news feed that brings us pictures of the grandkids and fluffy kittens also feeds us news about the wars in Israel and Ukraine, the dysfunction in Washington, the latest mass shooting and the climate crisis.
Hispanics may have a built-in defense against the isolation technology breeds, owing to their large, multigenerational households, strong social support systems, and tendency to use social media to stay connected with relatives abroad.
Age and Gender
When asked how individuals rate their mental health, men rate it higher than women by 11 percentage points, and Baby Boomers rank it highest at 83%, saying it’s good or excellent vs. 57% of Gen Z saying the same.
Gen Z spends the most amount of time on social media, so the notion that social media negatively affects mental health appears to be correlated. Unfortunately, Gen Z is also the generation that’s least comfortable discussing mental health concerns with healthcare professionals. Only 40% of them state they’re comfortable discussing their issues with a professional compared to 60% of Millennials and 65% of Boomers.
Race Affects Attitudes
As seen in previous research conducted by ThinkNow, Asian Americans lag other groups when it comes to awareness of mental health issues. Twenty-four percent of Asian Americans believe that having a mental health issue is a sign of weakness compared to the 16% average for all groups. Asians are also considerably less likely to be aware of mental health services in their communities (42% vs. 55%) and most likely to seek out information on social media (51% vs. 35%).
AI Trends in Creative Operations 2024 by Artwork Flow.pdfmarketingartwork
Creative operations teams expect increased AI use in 2024. Currently, over half of tasks are not AI-enabled, but this is expected to decrease in the coming year. ChatGPT is the most popular AI tool currently. Business leaders are more actively exploring AI benefits than individual contributors. Most respondents do not believe AI will impact workforce size in 2024. However, some inhibitions still exist around AI accuracy and lack of understanding. Creatives primarily want to use AI to save time on mundane tasks and boost productivity.
Organizational culture includes values, norms, systems, symbols, language, assumptions, beliefs, and habits that influence employee behaviors and how people interpret those behaviors. It is important because culture can help or hinder a company's success. Some key aspects of Netflix's culture that help it achieve results include hiring smartly so every position has stars, focusing on attitude over just aptitude, and having a strict policy against peacocks, whiners, and jerks.
PEPSICO Presentation to CAGNY Conference Feb 2024Neil Kimberley
PepsiCo provided a safe harbor statement noting that any forward-looking statements are based on currently available information and are subject to risks and uncertainties. It also provided information on non-GAAP measures and directing readers to its website for disclosure and reconciliation. The document then discussed PepsiCo's business overview, including that it is a global beverage and convenient food company with iconic brands, $91 billion in net revenue in 2023, and nearly $14 billion in core operating profit. It operates through a divisional structure with a focus on local consumers.
Content Methodology: A Best Practices Report (Webinar)contently
This document provides an overview of content methodology best practices. It defines content methodology as establishing objectives, KPIs, and a culture of continuous learning and iteration. An effective methodology focuses on connecting with audiences, creating optimal content, and optimizing processes. It also discusses why a methodology is needed due to the competitive landscape, proliferation of channels, and opportunities for improvement. Components of an effective methodology include defining objectives and KPIs, audience analysis, identifying opportunities, and evaluating resources. The document concludes with recommendations around creating a content plan, testing and optimizing content over 90 days.
How to Prepare For a Successful Job Search for 2024Albert Qian
The document provides guidance on preparing a job search for 2024. It discusses the state of the job market, focusing on growth in AI and healthcare but also continued layoffs. It recommends figuring out what you want to do by researching interests and skills, then conducting informational interviews. The job search should involve building a personal brand on LinkedIn, actively applying to jobs, tailoring resumes and interviews, maintaining job hunting as a habit, and continuing self-improvement. Once hired, the document advises setting new goals and keeping skills and networking active in case of future opportunities.
A report by thenetworkone and Kurio.
The contributing experts and agencies are (in an alphabetical order): Sylwia Rytel, Social Media Supervisor, 180heartbeats + JUNG v MATT (PL), Sharlene Jenner, Vice President - Director of Engagement Strategy, Abelson Taylor (USA), Alex Casanovas, Digital Director, Atrevia (ES), Dora Beilin, Senior Social Strategist, Barrett Hoffher (USA), Min Seo, Campaign Director, Brand New Agency (KR), Deshé M. Gully, Associate Strategist, Day One Agency (USA), Francesca Trevisan, Strategist, Different (IT), Trevor Crossman, CX and Digital Transformation Director; Olivia Hussey, Strategic Planner; Simi Srinarula, Social Media Manager, The Hallway (AUS), James Hebbert, Managing Director, Hylink (CN / UK), Mundy Álvarez, Planning Director; Pedro Rojas, Social Media Manager; Pancho González, CCO, Inbrax (CH), Oana Oprea, Head of Digital Planning, Jam Session Agency (RO), Amy Bottrill, Social Account Director, Launch (UK), Gaby Arriaga, Founder, Leonardo1452 (MX), Shantesh S Row, Creative Director, Liwa (UAE), Rajesh Mehta, Chief Strategy Officer; Dhruv Gaur, Digital Planning Lead; Leonie Mergulhao, Account Supervisor - Social Media & PR, Medulla (IN), Aurelija Plioplytė, Head of Digital & Social, Not Perfect (LI), Daiana Khaidargaliyeva, Account Manager, Osaka Labs (UK / USA), Stefanie Söhnchen, Vice President Digital, PIABO Communications (DE), Elisabeth Winiartati, Managing Consultant, Head of Global Integrated Communications; Lydia Aprina, Account Manager, Integrated Marketing and Communications; Nita Prabowo, Account Manager, Integrated Marketing and Communications; Okhi, Web Developer, PNTR Group (ID), Kei Obusan, Insights Director; Daffi Ranandi, Insights Manager, Radarr (SG), Gautam Reghunath, Co-founder & CEO, Talented (IN), Donagh Humphreys, Head of Social and Digital Innovation, THINKHOUSE (IRE), Sarah Yim, Strategy Director, Zulu Alpha Kilo (CA).
Trends In Paid Search: Navigating The Digital Landscape In 2024Search Engine Journal
The search marketing landscape is evolving rapidly with new technologies, and professionals, like you, rely on innovative paid search strategies to meet changing demands.
It’s important that you’re ready to implement new strategies in 2024.
Check this out and learn the top trends in paid search advertising that are expected to gain traction, so you can drive higher ROI more efficiently in 2024.
You’ll learn:
- The latest trends in AI and automation, and what this means for an evolving paid search ecosystem.
- New developments in privacy and data regulation.
- Emerging ad formats that are expected to make an impact next year.
Watch Sreekant Lanka from iQuanti and Irina Klein from OneMain Financial as they dive into the future of paid search and explore the trends, strategies, and technologies that will shape the search marketing landscape.
If you’re looking to assess your paid search strategy and design an industry-aligned plan for 2024, then this webinar is for you.
5 Public speaking tips from TED - Visualized summarySpeakerHub
From their humble beginnings in 1984, TED has grown into the world’s most powerful amplifier for speakers and thought-leaders to share their ideas. They have over 2,400 filmed talks (not including the 30,000+ TEDx videos) freely available online, and have hosted over 17,500 events around the world.
With over one billion views in a year, it’s no wonder that so many speakers are looking to TED for ideas on how to share their message more effectively.
The article “5 Public-Speaking Tips TED Gives Its Speakers”, by Carmine Gallo for Forbes, gives speakers five practical ways to connect with their audience, and effectively share their ideas on stage.
Whether you are gearing up to get on a TED stage yourself, or just want to master the skills that so many of their speakers possess, these tips and quotes from Chris Anderson, the TED Talks Curator, will encourage you to make the most impactful impression on your audience.
See the full article and more summaries like this on SpeakerHub here: https://speakerhub.com/blog/5-presentation-tips-ted-gives-its-speakers
See the original article on Forbes here:
http://www.forbes.com/forbes/welcome/?toURL=http://www.forbes.com/sites/carminegallo/2016/05/06/5-public-speaking-tips-ted-gives-its-speakers/&refURL=&referrer=#5c07a8221d9b
ChatGPT and the Future of Work - Clark Boyd Clark Boyd
Everyone is in agreement that ChatGPT (and other generative AI tools) will shape the future of work. Yet there is little consensus on exactly how, when, and to what extent this technology will change our world.
Businesses that extract maximum value from ChatGPT will use it as a collaborative tool for everything from brainstorming to technical maintenance.
For individuals, now is the time to pinpoint the skills the future professional will need to thrive in the AI age.
Check out this presentation to understand what ChatGPT is, how it will shape the future of work, and how you can prepare to take advantage.
The document provides career advice for getting into the tech field, including:
- Doing projects and internships in college to build a portfolio.
- Learning about different roles and technologies through industry research.
- Contributing to open source projects to build experience and network.
- Developing a personal brand through a website and social media presence.
- Networking through events, communities, and finding a mentor.
- Practicing interviews through mock interviews and whiteboarding coding questions.
Google's Just Not That Into You: Understanding Core Updates & Search IntentLily Ray
1. Core updates from Google periodically change how its algorithms assess and rank websites and pages. This can impact rankings through shifts in user intent, site quality issues being caught up to, world events influencing queries, and overhauls to search like the E-A-T framework.
2. There are many possible user intents beyond just transactional, navigational and informational. Identifying intent shifts is important during core updates. Sites may need to optimize for new intents through different content types and sections.
3. Responding effectively to core updates requires analyzing "before and after" data to understand changes, identifying new intents or page types, and ensuring content matches appropriate intents across video, images, knowledge graphs and more.
A brief introduction to DataScience with explaining of the concepts, algorithms, machine learning, supervised and unsupervised learning, clustering, statistics, data preprocessing, real-world applications etc.
It's part of a Data Science Corner Campaign where I will be discussing the fundamentals of DataScience, AIML, Statistics etc.
Time Management & Productivity - Best PracticesVit Horky
Here's my presentation on by proven best practices how to manage your work time effectively and how to improve your productivity. It includes practical tips and how to use tools such as Slack, Google Apps, Hubspot, Google Calendar, Gmail and others.
The six step guide to practical project managementMindGenius
The six step guide to practical project management
If you think managing projects is too difficult, think again.
We’ve stripped back project management processes to the
basics – to make it quicker and easier, without sacrificing
the vital ingredients for success.
“If you’re looking for some real-world guidance, then The Six Step Guide to Practical Project Management will help.”
Dr Andrew Makar, Tactical Project Management
2024 State of Marketing Report – by HubspotMarius Sescu
https://www.hubspot.com/state-of-marketing
· Scaling relationships and proving ROI
· Social media is the place for search, sales, and service
· Authentic influencer partnerships fuel brand growth
· The strongest connections happen via call, click, chat, and camera.
· Time saved with AI leads to more creative work
· Seeking: A single source of truth
· TLDR; Get on social, try AI, and align your systems.
· More human marketing, powered by robots
ChatGPT is a revolutionary addition to the world since its introduction in 2022. A big shift in the sector of information gathering and processing happened because of this chatbot. What is the story of ChatGPT? How is the bot responding to prompts and generating contents? Swipe through these slides prepared by Expeed Software, a web development company regarding the development and technical intricacies of ChatGPT!
Product Design Trends in 2024 | Teenage EngineeringsPixeldarts
The realm of product design is a constantly changing environment where technology and style intersect. Every year introduces fresh challenges and exciting trends that mold the future of this captivating art form. In this piece, we delve into the significant trends set to influence the look and functionality of product design in the year 2024.
How Race, Age and Gender Shape Attitudes Towards Mental HealthThinkNow
Mental health has been in the news quite a bit lately. Dozens of U.S. states are currently suing Meta for contributing to the youth mental health crisis by inserting addictive features into their products, while the U.S. Surgeon General is touring the nation to bring awareness to the growing epidemic of loneliness and isolation. The country has endured periods of low national morale, such as in the 1970s when high inflation and the energy crisis worsened public sentiment following the Vietnam War. The current mood, however, feels different. Gallup recently reported that national mental health is at an all-time low, with few bright spots to lift spirits.
To better understand how Americans are feeling and their attitudes towards mental health in general, ThinkNow conducted a nationally representative quantitative survey of 1,500 respondents and found some interesting differences among ethnic, age and gender groups.
Technology
For example, 52% agree that technology and social media have a negative impact on mental health, but when broken out by race, 61% of Whites felt technology had a negative effect, and only 48% of Hispanics thought it did.
While technology has helped us keep in touch with friends and family in faraway places, it appears to have degraded our ability to connect in person. Staying connected online is a double-edged sword since the same news feed that brings us pictures of the grandkids and fluffy kittens also feeds us news about the wars in Israel and Ukraine, the dysfunction in Washington, the latest mass shooting and the climate crisis.
Hispanics may have a built-in defense against the isolation technology breeds, owing to their large, multigenerational households, strong social support systems, and tendency to use social media to stay connected with relatives abroad.
Age and Gender
When asked how individuals rate their mental health, men rate it higher than women by 11 percentage points, and Baby Boomers rank it highest at 83%, saying it’s good or excellent vs. 57% of Gen Z saying the same.
Gen Z spends the most amount of time on social media, so the notion that social media negatively affects mental health appears to be correlated. Unfortunately, Gen Z is also the generation that’s least comfortable discussing mental health concerns with healthcare professionals. Only 40% of them state they’re comfortable discussing their issues with a professional compared to 60% of Millennials and 65% of Boomers.
Race Affects Attitudes
As seen in previous research conducted by ThinkNow, Asian Americans lag other groups when it comes to awareness of mental health issues. Twenty-four percent of Asian Americans believe that having a mental health issue is a sign of weakness compared to the 16% average for all groups. Asians are also considerably less likely to be aware of mental health services in their communities (42% vs. 55%) and most likely to seek out information on social media (51% vs. 35%).
AI Trends in Creative Operations 2024 by Artwork Flow.pdfmarketingartwork
Creative operations teams expect increased AI use in 2024. Currently, over half of tasks are not AI-enabled, but this is expected to decrease in the coming year. ChatGPT is the most popular AI tool currently. Business leaders are more actively exploring AI benefits than individual contributors. Most respondents do not believe AI will impact workforce size in 2024. However, some inhibitions still exist around AI accuracy and lack of understanding. Creatives primarily want to use AI to save time on mundane tasks and boost productivity.
Organizational culture includes values, norms, systems, symbols, language, assumptions, beliefs, and habits that influence employee behaviors and how people interpret those behaviors. It is important because culture can help or hinder a company's success. Some key aspects of Netflix's culture that help it achieve results include hiring smartly so every position has stars, focusing on attitude over just aptitude, and having a strict policy against peacocks, whiners, and jerks.
PEPSICO Presentation to CAGNY Conference Feb 2024Neil Kimberley
PepsiCo provided a safe harbor statement noting that any forward-looking statements are based on currently available information and are subject to risks and uncertainties. It also provided information on non-GAAP measures and directing readers to its website for disclosure and reconciliation. The document then discussed PepsiCo's business overview, including that it is a global beverage and convenient food company with iconic brands, $91 billion in net revenue in 2023, and nearly $14 billion in core operating profit. It operates through a divisional structure with a focus on local consumers.
Content Methodology: A Best Practices Report (Webinar)contently
This document provides an overview of content methodology best practices. It defines content methodology as establishing objectives, KPIs, and a culture of continuous learning and iteration. An effective methodology focuses on connecting with audiences, creating optimal content, and optimizing processes. It also discusses why a methodology is needed due to the competitive landscape, proliferation of channels, and opportunities for improvement. Components of an effective methodology include defining objectives and KPIs, audience analysis, identifying opportunities, and evaluating resources. The document concludes with recommendations around creating a content plan, testing and optimizing content over 90 days.
How to Prepare For a Successful Job Search for 2024Albert Qian
The document provides guidance on preparing a job search for 2024. It discusses the state of the job market, focusing on growth in AI and healthcare but also continued layoffs. It recommends figuring out what you want to do by researching interests and skills, then conducting informational interviews. The job search should involve building a personal brand on LinkedIn, actively applying to jobs, tailoring resumes and interviews, maintaining job hunting as a habit, and continuing self-improvement. Once hired, the document advises setting new goals and keeping skills and networking active in case of future opportunities.
A report by thenetworkone and Kurio.
The contributing experts and agencies are (in an alphabetical order): Sylwia Rytel, Social Media Supervisor, 180heartbeats + JUNG v MATT (PL), Sharlene Jenner, Vice President - Director of Engagement Strategy, Abelson Taylor (USA), Alex Casanovas, Digital Director, Atrevia (ES), Dora Beilin, Senior Social Strategist, Barrett Hoffher (USA), Min Seo, Campaign Director, Brand New Agency (KR), Deshé M. Gully, Associate Strategist, Day One Agency (USA), Francesca Trevisan, Strategist, Different (IT), Trevor Crossman, CX and Digital Transformation Director; Olivia Hussey, Strategic Planner; Simi Srinarula, Social Media Manager, The Hallway (AUS), James Hebbert, Managing Director, Hylink (CN / UK), Mundy Álvarez, Planning Director; Pedro Rojas, Social Media Manager; Pancho González, CCO, Inbrax (CH), Oana Oprea, Head of Digital Planning, Jam Session Agency (RO), Amy Bottrill, Social Account Director, Launch (UK), Gaby Arriaga, Founder, Leonardo1452 (MX), Shantesh S Row, Creative Director, Liwa (UAE), Rajesh Mehta, Chief Strategy Officer; Dhruv Gaur, Digital Planning Lead; Leonie Mergulhao, Account Supervisor - Social Media & PR, Medulla (IN), Aurelija Plioplytė, Head of Digital & Social, Not Perfect (LI), Daiana Khaidargaliyeva, Account Manager, Osaka Labs (UK / USA), Stefanie Söhnchen, Vice President Digital, PIABO Communications (DE), Elisabeth Winiartati, Managing Consultant, Head of Global Integrated Communications; Lydia Aprina, Account Manager, Integrated Marketing and Communications; Nita Prabowo, Account Manager, Integrated Marketing and Communications; Okhi, Web Developer, PNTR Group (ID), Kei Obusan, Insights Director; Daffi Ranandi, Insights Manager, Radarr (SG), Gautam Reghunath, Co-founder & CEO, Talented (IN), Donagh Humphreys, Head of Social and Digital Innovation, THINKHOUSE (IRE), Sarah Yim, Strategy Director, Zulu Alpha Kilo (CA).
Trends In Paid Search: Navigating The Digital Landscape In 2024Search Engine Journal
The search marketing landscape is evolving rapidly with new technologies, and professionals, like you, rely on innovative paid search strategies to meet changing demands.
It’s important that you’re ready to implement new strategies in 2024.
Check this out and learn the top trends in paid search advertising that are expected to gain traction, so you can drive higher ROI more efficiently in 2024.
You’ll learn:
- The latest trends in AI and automation, and what this means for an evolving paid search ecosystem.
- New developments in privacy and data regulation.
- Emerging ad formats that are expected to make an impact next year.
Watch Sreekant Lanka from iQuanti and Irina Klein from OneMain Financial as they dive into the future of paid search and explore the trends, strategies, and technologies that will shape the search marketing landscape.
If you’re looking to assess your paid search strategy and design an industry-aligned plan for 2024, then this webinar is for you.
5 Public speaking tips from TED - Visualized summarySpeakerHub
From their humble beginnings in 1984, TED has grown into the world’s most powerful amplifier for speakers and thought-leaders to share their ideas. They have over 2,400 filmed talks (not including the 30,000+ TEDx videos) freely available online, and have hosted over 17,500 events around the world.
With over one billion views in a year, it’s no wonder that so many speakers are looking to TED for ideas on how to share their message more effectively.
The article “5 Public-Speaking Tips TED Gives Its Speakers”, by Carmine Gallo for Forbes, gives speakers five practical ways to connect with their audience, and effectively share their ideas on stage.
Whether you are gearing up to get on a TED stage yourself, or just want to master the skills that so many of their speakers possess, these tips and quotes from Chris Anderson, the TED Talks Curator, will encourage you to make the most impactful impression on your audience.
See the full article and more summaries like this on SpeakerHub here: https://speakerhub.com/blog/5-presentation-tips-ted-gives-its-speakers
See the original article on Forbes here:
http://www.forbes.com/forbes/welcome/?toURL=http://www.forbes.com/sites/carminegallo/2016/05/06/5-public-speaking-tips-ted-gives-its-speakers/&refURL=&referrer=#5c07a8221d9b
ChatGPT and the Future of Work - Clark Boyd Clark Boyd
Everyone is in agreement that ChatGPT (and other generative AI tools) will shape the future of work. Yet there is little consensus on exactly how, when, and to what extent this technology will change our world.
Businesses that extract maximum value from ChatGPT will use it as a collaborative tool for everything from brainstorming to technical maintenance.
For individuals, now is the time to pinpoint the skills the future professional will need to thrive in the AI age.
Check out this presentation to understand what ChatGPT is, how it will shape the future of work, and how you can prepare to take advantage.
The document provides career advice for getting into the tech field, including:
- Doing projects and internships in college to build a portfolio.
- Learning about different roles and technologies through industry research.
- Contributing to open source projects to build experience and network.
- Developing a personal brand through a website and social media presence.
- Networking through events, communities, and finding a mentor.
- Practicing interviews through mock interviews and whiteboarding coding questions.
Google's Just Not That Into You: Understanding Core Updates & Search IntentLily Ray
1. Core updates from Google periodically change how its algorithms assess and rank websites and pages. This can impact rankings through shifts in user intent, site quality issues being caught up to, world events influencing queries, and overhauls to search like the E-A-T framework.
2. There are many possible user intents beyond just transactional, navigational and informational. Identifying intent shifts is important during core updates. Sites may need to optimize for new intents through different content types and sections.
3. Responding effectively to core updates requires analyzing "before and after" data to understand changes, identifying new intents or page types, and ensuring content matches appropriate intents across video, images, knowledge graphs and more.
A brief introduction to DataScience with explaining of the concepts, algorithms, machine learning, supervised and unsupervised learning, clustering, statistics, data preprocessing, real-world applications etc.
It's part of a Data Science Corner Campaign where I will be discussing the fundamentals of DataScience, AIML, Statistics etc.
Time Management & Productivity - Best PracticesVit Horky
Here's my presentation on by proven best practices how to manage your work time effectively and how to improve your productivity. It includes practical tips and how to use tools such as Slack, Google Apps, Hubspot, Google Calendar, Gmail and others.
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Challenges of Succession Planning in 2022 (Plus How to Overcome Them).pdf
1. Challenges of Succession Planning in 2022 (Plus
How to Overcome Them)
Effective succession planning is critical for organisations to ensure
business continuity, success and achievement of business goals. The
Majority (86%) of leaders believe in its urgency and importance,
however, only 14% believe that the organisation is doing it well*.
One cause for concern is data, as business succession planning is for
most human resource managers still a subjective process susceptible to
human bias.
While there is no one size fits all approach to succession planning across
different organisations, it is important for senior leaders to recognise
that good data is one of the key success factors because the right
decisions can be made.
Majority (86%) of leaders believe in its urgency and importance,
however, only 14% believe that the organisation is doing it well.
- Deloitte
The overarching goal of succession planning is to have a pipeline of
leaders across the organisation for mission critical or key positions.
With a steady pipeline of potential candidates for leadership roles,
organisations will have a stronger organisational culture, a future-proof
workforce as well as better stability and resilience.
2. However, selecting the wrong talent comes with a price that could lead to
detrimental consequences for the organisation. Oftentimes, these
consequences are hidden until it’s too late to fix, read more about these
hidden costs poor succession planning here.
Hence, it is of importance for organisations to prioritise a more
analytical and scientific approach to succession planning. And yet, many
organisations still face difficulties when it comes to data in succession
planning.
Click here to download free Ultimate Guide to Succession
Planning
The 3 Key Data biggest Challenges of Success Planning
1. Data Collection of Succession Planning
In a survey, more than 50% of organisations approach succession
planning and data collection in an unplanned and ad-hoc manner.
This may cause organisations to lose out in taking into consideration
relevant and crucial data, especially data that is already existing.
In actuality, data from existing processes in place, e.g. formal appraisals,
360 feedback, performance ratings, could add value and better inform
3. decisions in the succession planning process but are usually overlooked
and not collected.
Furthermore, the data are all sitting in separate spreadsheets and
platforms and require significant effort for its collection and compilation
for the succession planning process.
This as a result also makes it harder for succession planning to be
scalable across more employees and key positions due to the effort
required.
2. Succession Planning Challenges of Data Analysis
4. With existing data sitting in different platforms and sources, it is difficult
for organisations to connect the dots between them when evaluating
internal candidates for succession planning.
Although organisations are increasingly taking steps to support or drive
succession planning, many still lack the appropriate tools to ease the
process and make sense of the data objectively.
Refer here for our best practices in selecting the right tools to help your
process.
In addition, many organisations miss out on certain data that can be
utilised to predict an internal or external candidate’s potential. In most
cases, only existing data of performance in the current position is taken
into account, while other data, e.g. psychometric/behavioural data and
agility which can be used to predict potential against the specific new
position, is overlooked.
Past performance data should not be the only determining factor in
succession planning, as future potential is as crucial an element.
Otherwise, it would be falling into the pitfall of the Peter Principle,
whereby pool of candidates are evaluated based on criteria and
expectations of their previous role, instead of the intended/future role
which requires different skill sets and capabilities.
5. Succession Planning Challenges of Data Analysis
Get A Demo Of Our Succession Planning Solution
3. Succession Planning Framework Data Outcome
Most organisations face difficulties in visualising and drawing insights
about talent pools in a data-driven and objective manner for
decision-making. With that challenge, succession plans tend to fall back
on subjectivity and gut feeling.
Only 55% of board directors/leaders have a clear view and
understanding of the strengths and weaknesses of the senior executives
in detail.*** There is a lack of clarity and holistic visibility to the
capabilities of the talent pool.
6. Instead, leaders tend to default to subjective factors and instincts such as
likability, tenure, relationships or informal evaluations to make decisions
on their preferred successor.
Furthermore, leaders inadvertently select successors who are a lot like
themselves or their idea of what a successor should be like.
This is exacerbated by their confirmation bias whereby they already have
this impression or opinion of a candidate and would only accept
information that supports their original belief, thereby rejecting
information that does not.
Peek into The New Lens of Succession Planning
Insights on Succession Planning from our recent Lunch and Learn
Session
Having worked with several clients over the last few years to successfully
build their talent pipeline, the feedback and questions from HR teams as
well as industry best practices have guided Accendo to adopt a fresh
perspective on Succession Planning.
We would like to share this new lens we have adopted, and help
companies navigate Succession Planning in today’s fast-moving digital
landscape.
7. The general gist of Succession Planning is to find the right people to fill
the right roles. It comes to play in ensuring continued business and
service to our customers.
A recent example of its impact is when Disney’s stocks dropped 2% after
an unexpected CEO succession and a key executive member moved to
another company.
This goes to show how serious an impact succession planning or the lack
of thereof has on business continuity and shareholder value.
Understanding its importance especially in times of crisis, explore the
hidden costs of poor succession planning here, Accendo recently
conducted a virtual lunch and learn session as part of our month-long
Succession Planning campaign.
Speakers of the webinar include the host, Ashvin Nair, the Head of
Market Insights in Accendo, Dhamiri Petra, former Korn Ferry
consultant and Head of Client Insights, Thanesyah Ravindran, the Head
of Insights, as well as our guest speaker, Ramya Balakrishnan, the Head
of Talent & Performance Management in Maxis, who has worked with
organisations such as Dell, GE and Unilever. In the webinar, the
speakers covered the following topics:
● Succession Planning and the New Lens
● Job Roles and its Shift
● Potential and how to Connect the Dots
● Key Takeaways
8. The concept of Succession Planning has been more and less the same
since the early 1980s.
We have all heard the cliché line “if you work long and hard enough, that
corner of the office or this position could be yours someday,” but now the
idea of joining a company as a fresh graduate and staying for 20 years is
unheard of.
Furthermore, all too often Succession Planning is seen as a priority, but
tends to fall off the agenda. Only during the time of talent councils, do
organisations start planning successors. This is where the big disconnect
is, where Succession Planning is stuck between intent and action.
How then can we make Succession Planning a more constant and
continuous process in the current landscape?
90% of respondents ranked Succession Planning as “important” and
above however 46% don’t have a structured plan for dealing with
vacancies.
Succession Planning can be viewed from 3 main aspects — People, Job
Roles, and Potential. For this session, as HR and organisations are most
familiar with the first element — their People, the discussion will delve
into the latter two (Job Roles and Potential.
See Our Succession Planning Software Platform In Action
9. Aspect 1: Job Roles and its Shift
The constant in Succession Planning is about identifying talents for the
next job. Now, jobs are changing constantly with the rise of automation,
technology and AI. Companies are compelled to change job roles to
adapt, or else they get left behind. Some jobs may become redundant
while others may change the way they work. 25% of jobs are already
currently experiencing high levels of disruption and 47% of jobs will
vanish in the next 20–25 years.
However, jobs are still very much relevant. The shift is that changes are
happening at an accelerated rate. 33% of new jobs created did not exist
25 years ago. With new jobs, new skills are needed. Before, skills could
last our entire career (20–30 years) but because the change in jobs
happens frequently now, skills are also changing frequently, with most
skills lasting only 10 years or less. By 2022, 54% of workers will require
significant upskilling or reskilling. This now means that the ability to
reskill and upskill has dramatically increased, leading to a focus on
talents who can adapt and are willing to learn and grow.
Hence, with regard to Succession Planning, the approach needs to
change to reflect the future we are moving to. With constant change,
gone are the days of succeeding based on tenure. It is now about whether
talents have the right stuff — competencies for the future and the ability
to upskill. With jobs constantly changing and going digital, talents need
to be agile and adaptable, and Succession Planning needs to go through
the same.
10. Aspect 2: Potential and how to Connect the Dots
With the need for a new and flexible way of running succession planning,
Accendo has been challenging the consulting-heavy approach of
Succession Planning of the past. By combining technology and
digitisation, it allows for the democratisation and transparency of
Succession Planning for all levels in an organisation. To achieve a
successful outcome, it requires the following crucial elements:
● Job Architecture: While jobs are the first focus area of
Succession Planning, skills are now treated as the main
currency. Organisations need to create a job architecture
framework with all the skills and competencies in a central
depository.
● This allows organisations to better understand and gauge the
organisation’s skill level as they grow. Having a future proof
and relevant job architecture is important not just for
Succession Planning, but the talent life cycle as a whole.
● Technology: Succession Planning involves a lot of time and
money. Technology is the catalyst for scalability across the
organisation. Utilising technology as compared to doing things
manually and without structure, for example in trying to craft
new roles or evaluating the talent pool, makes it easier and
more efficient.
● Succession Planning Measurement and tools: One common
mistake that organisations tend to make is simply replacing old
tools with new ones, for example, replacing one assessment
provider with another.
11. ● However, this does not address the root problem. Rather than
having multiple tools in silos, it is the integration of various
measurements that unearths meaningful insights and achieves
a holistic view of talents.
● Challenges of succession planning Outcome: Based on
experience, most organisations run Succession Planning with a
lot of focus on performance and most recently potential as well,
which they then plot against a 9 box to identify top talents and
discuss these talents.
While not wrong, it may not necessarily be effective in the current digital
and changing landscape, especially when trying to move outside the box.
The new approach is to plot the skills needed for each unique role.
Instead of grouping experience, skills, competencies as silos, it is about
focusing on the interplay of it all and measuring them as an
amalgamation to gain a holistic view of talents against a specific role.
By building a powerful job architecture framework and implementing
integrated measurements through the use of technology, it will provide
talent insights to drive clear development gaps and identify risk areas. As
a result, HR Tool succession planning will have clarity of organisation’s
capability to drive business strategy and needs while employees will have
the clarity to drive their career growth.
While many organisations recognise the importance of succession
planning and are making it a key priority, it is still difficult for them to
yield results and see the expected value from it.
12. Organisations face a myriad of human biases and inconsistencies in their
decision making, on top of the pain points in collecting, managing and
evaluating data that should otherwise be used to eliminate subjectivity.
In order to take control of their succession planning and ensure its
effectiveness, organisations need to address the biggest challenges by
putting in place the right processes and solutions based on best practices
and a data-driven approach to succession planning effectively.
7 Biggest Steps To Kick Start Your Succession Planning
We all know that senior colleagues who earned key position by virtue of
being around a long time, and not because they are particularly great at
the job in question.
The ones who hedge their survival on buying the boss a Teh Tarik or two
every week.
If this sounds tired and outdated, it’s because it is. It’s also causing many
hidden costs that are visible now but is destined to be detrimental in the
long run. Learn more on that here.
For thousands of years, we made choices about one another on the basis
of physical attributes. If you wanted to construct a temple, fight a war, or
harvest a crop, you chose the fittest, healthiest, strongest people you
could find.
13. Those attributes were easy to assess, and, despite their growing
irrelevance, we still unconsciously look for them: Fortune 500 CEOs are
on average 2.5 inches taller than the average American, and the statistics
on military leaders and country presidents are similar.
This morphed in the 20th century when IQ — verbal, analytical,
mathematical, and logical cleverness — was justifiably seen as an
important factor in hiring processes, especially for white-collar roles,
with standardised tests and educational results used as measures.
The trend then shifted towards competency testing in which candidates
were evaluated on specific characteristics and skills that helped predict
outstanding employee performance in the roles for which they were
being hired.
Research also showed that emotional intelligence was even more
important than IQ when it came to leadership & key roles. This is still
largely practised today, and as a direct result, advancement can all too
often be procured by virtue of simply mastering the art of tea drinking,
brown-nosing.
Today, the focus must shift on succession planning by gauging potential.
But now, we enter a new era.
Today, the focus must shift on succession planning by gauging
high-potential employees. Competitive environments shift, a company’s
14. strategy might change, fortunes ebb, jobs might require business leaders
to collaborate with or manage a different group of colleagues.
So the question is not whether your company’s employees and business
leaders have the right skills; it’s whether they have the potential to learn
new ones.
What qualities can we identify to measure the potential of
employees we are grooming for succession?
Curiosity: a penchant for seeking out new experiences, knowledge, and
candid feedback and an openness to learning and change
Insight: the ability to gather and make sense of information that suggests
new possibilities
Engagement: a knack for using emotion and logic to communicate a
persuasive vision and connect with people
Determination: the wherewithal to fight for difficult goals despite
challenges and to bounce back from adversity
This is all well and good. But most companies need to first kick-start
their succession planning initiatives. And this can seem daunting at first.
Just where do you start? And how do you begin to make potential work
for you?
15. Schedule A Demo Today
Learn More: Challenges of Succession Planning in 2022 (Plus
How to Overcome Them)