Target Audience
This activity has been designed to meet the educational needs of medical oncologists, radiation oncologists, surgical oncologists, APNs, RNs, pharmacists, managed care pharmacy directors, pathologists, medical directors, allied health professionals, and other physicians affiliated with medical facilities treating patients with head and neck cancers (HNC).
HNC are challenging to treat due to the complex and aggressive nature of these cancers. Timely diagnosis and referral to the appropriate specialist is imperative as early diagnosis can lead to reduced mortality. Clinical advances are evolving regarding the use of molecularly targeted therapies such as EGFR inhibitors and anti-angiogenic agents into the multidisciplinary treatment of HNC. Optimal disease management, rehabilitation, and survivorship care depend on access to a multidisciplinary team comprised of a spectrum of specialists and support services. As research advances, clinicians need to remain aware of this new evidence to understand the multidisciplinary clinical practice implications that can affect patient care. This series of live grand rounds, webinars, and enduring curriculum include a didactic presentation, case illustrations, and clinical resources and tools.
Target Audience
This activity has been designed to meet the educational needs of medical oncologists, radiation oncologists, surgical oncologists, APNs, RNs, pharmacists, managed care pharmacy directors, pathologists, medical directors, allied health professionals, and other physicians affiliated with medical facilities treating patients with head and neck cancers (HNC).
HNC are challenging to treat due to the complex and aggressive nature of these cancers. Timely diagnosis and referral to the appropriate specialist is imperative as early diagnosis can lead to reduced mortality. Clinical advances are evolving regarding the use of molecularly targeted therapies such as EGFR inhibitors and anti-angiogenic agents into the multidisciplinary treatment of HNC. Optimal disease management, rehabilitation, and survivorship care depend on access to a multidisciplinary team comprised of a spectrum of specialists and support services. As research advances, clinicians need to remain aware of this new evidence to understand the multidisciplinary clinical practice implications that can affect patient care. This series of live grand rounds, webinars, and enduring curriculum include a didactic presentation, case illustrations, and clinical resources and tools.
Si estuviera en mis manos hacerlo, no hay doctrina que quitaría con más placer del cristianismo que la del infierno… Pagaría lo que fuera por poder decir TODOS SE SALVAN
A national approach to improve the quality of Aftercare for survivors of TYA cancer - End of Treatment Summaries / Care Plans
Dr Helen Jenkinson, Consultant Paediatric Oncologist
on behalf of the NCSI steering group
Event held in London on Wednesday 9 October with the Teenage and Young Adult (TYA) Centre Champions and our Clinical Leads to share learning, good practice examples, the successes, challenges and barriers to implementing:
Treatment summaries
End of treatment care plans
Increased self-management for TYAs after cancer treatment
The output from the meeting will be to define what support NHS IQ can provide locally to assist TYA teams in order to make progress with their implementation plans.
Breast surgery for Metastatic Breast Cancer : Cochrane Analysis Kundan Singh
Breast surgery plus systemic treatment may improve local PFS when compared to systemic treatment alone (HR 0.22, 95% CI 0.08 to 0.57; 2 studies; 607 women; I2 = 43%; low quality evidence)
The group receiving breast surgery plus systemic treatment probably had a shorter time
to distant PFS compared to the group receiving systemic treatment alone (HR 1.42, 95%CI 1.08 to 1.86; 1 study; 350 women; moderate-quality evidence)
This presentation is intended for all urology and oncology physicians and staff. Learn more about the utilization of Enzalutamide in metastatic prostate cancer and the prostate cancer patient journey with a specialty pharmacy.
• Enzalutamide outcomes prior to chemotherapy
• Adverse events associated with Enzalutamide
• Utilization of a specialty pharmacy
More information is available to you for urology medications, treatment options and referral forms here: http://www.avella.com/specialties/urology
Ca cervix epidemiology,screening and preventionDrAnkitaPatel
CA CERVIX IS PREVENTABLE AND CURABLE IF DETECTED AT EARLY STAGE .VACCINATION, PAP SMEAR AND HPV VACCINATION ARE KEY COMPONENTS FOR PREVENTION AND EARLY DETECTION.
Understanding The Principles Multi-Disciplinary Approach To Cancer Treatment ...flasco_org
Providing a course that is relevant, practical and patient-centered that will positively impact the speed in which entry-level oncology specialists integrate into the oncology practice setting.
Creating a Collaborative Workplace Culture Webinar SeriesCisco Canada
To increase innovation and productivity, organizations recognize that they have to get better at creating more “collaborative cultures” to leverage the collective knowledge, expertise and experience from within. View the slides from Part 1 of the series: Is it time for a Chief Collaboration Officer? Listen to the recording today: http://bit.ly/1L1SFow
How to Create a Competency-Based Training Program. Webinar 04.09.14BizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. www.bizlibrary.com/webinars
Si estuviera en mis manos hacerlo, no hay doctrina que quitaría con más placer del cristianismo que la del infierno… Pagaría lo que fuera por poder decir TODOS SE SALVAN
A national approach to improve the quality of Aftercare for survivors of TYA cancer - End of Treatment Summaries / Care Plans
Dr Helen Jenkinson, Consultant Paediatric Oncologist
on behalf of the NCSI steering group
Event held in London on Wednesday 9 October with the Teenage and Young Adult (TYA) Centre Champions and our Clinical Leads to share learning, good practice examples, the successes, challenges and barriers to implementing:
Treatment summaries
End of treatment care plans
Increased self-management for TYAs after cancer treatment
The output from the meeting will be to define what support NHS IQ can provide locally to assist TYA teams in order to make progress with their implementation plans.
Breast surgery for Metastatic Breast Cancer : Cochrane Analysis Kundan Singh
Breast surgery plus systemic treatment may improve local PFS when compared to systemic treatment alone (HR 0.22, 95% CI 0.08 to 0.57; 2 studies; 607 women; I2 = 43%; low quality evidence)
The group receiving breast surgery plus systemic treatment probably had a shorter time
to distant PFS compared to the group receiving systemic treatment alone (HR 1.42, 95%CI 1.08 to 1.86; 1 study; 350 women; moderate-quality evidence)
This presentation is intended for all urology and oncology physicians and staff. Learn more about the utilization of Enzalutamide in metastatic prostate cancer and the prostate cancer patient journey with a specialty pharmacy.
• Enzalutamide outcomes prior to chemotherapy
• Adverse events associated with Enzalutamide
• Utilization of a specialty pharmacy
More information is available to you for urology medications, treatment options and referral forms here: http://www.avella.com/specialties/urology
Ca cervix epidemiology,screening and preventionDrAnkitaPatel
CA CERVIX IS PREVENTABLE AND CURABLE IF DETECTED AT EARLY STAGE .VACCINATION, PAP SMEAR AND HPV VACCINATION ARE KEY COMPONENTS FOR PREVENTION AND EARLY DETECTION.
Understanding The Principles Multi-Disciplinary Approach To Cancer Treatment ...flasco_org
Providing a course that is relevant, practical and patient-centered that will positively impact the speed in which entry-level oncology specialists integrate into the oncology practice setting.
Creating a Collaborative Workplace Culture Webinar SeriesCisco Canada
To increase innovation and productivity, organizations recognize that they have to get better at creating more “collaborative cultures” to leverage the collective knowledge, expertise and experience from within. View the slides from Part 1 of the series: Is it time for a Chief Collaboration Officer? Listen to the recording today: http://bit.ly/1L1SFow
How to Create a Competency-Based Training Program. Webinar 04.09.14BizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. www.bizlibrary.com/webinars
Pink Elephant is proud to offer the industry’s most comprehensive portfolio of IT and business programmes, including ITIL, BRMP, COBIT, Lean IT, Organisational Change Management and other Best Practices.
Pink Elephant is internationally accredited with PEOPLECERT, APMG, EXIN and BRMI, which are independent examination institutes that manage the Intentional Certification programmes. The Project Management Institute (PMI) also recognizes Pink as a Registered Education Provider (REP).
Your vibe attracts your tribe: Create an experience that secures top talent |...LinkedIn Talent Solutions
Jill Larsen, Cisco’s Talent Acquisition Leader shares how the new Cisco experience for candidates, recruiters, and hiring managers influenced the Company’s talent brand personality. Creating a “VIBE” team to drive innovation and provide honest feedback has introduced TA improvements resulting in the team overachieving their KPIs. A career site revamp, a new ATS, and utilization of net promoter score helps Cisco know their magical “VIBE” is being shared.
Check out the best of Talent Connect: https://lnkd.in/gTcVZ3x
Top Brainnovation to boost Workplace Productivity and ResilienceSharpBrains
The three Finalists were:
*Beam Riders — pitch by Jafar Sabbah, Founder & CEO
*MyCognition — pitch by Martina Ratto, Cognitive Scientist
*The Touchpoint Solution (WINNER) — pitch by Dr. Amy Serin, Neuropsychologist & Co-Founder
*Judged by: Ariel Garten, Founder and Chief Evangelism Officer at InteraXon; Charlie Hartwell, Operating Partner at Bridge Builders Collaborative; Kathleen Herath, Associate Vice President Health & Productivity at Nationwide Insurance; Lisa Neuberger, Managing Director of Strategy + Innovation at Accenture Corporate Citizenship
*Álvaro Fernández, CEO and Editor-in-Chief of SharpBrains
*Sarah Lenz Lock, Senior Vice President for Policy at AARP and Executive Director of the Global Council on Brain Health (GCBH)
*Dr. April Benasich, Director of the Baby Lab at the Rutgers Center for Molecular and Behavioral Neuroscience
*Chaired by: Dr. Cori Lathan, Co-Chair of the World Economic Forum’s Council on the Future of Human Enhancement
Slidedeck supporting session held during the 2017 SharpBrains Virtual Summit: Brain Health & Enhancement in the Digital Age (December 5-7th). Learn more at: https://sharpbrains.com/summit-2017/
5 Barriers to Effective Employee Training Programs - Webinar 08.21.14BizLibrary
In this webinar we'll outline the 5 barriers to effective training and development programs and best practices for overcoming those barriers.
www.bizlibrary.com/webinars
Webinar: Empowering Continuous Learning with the Tin Can API (xAPI) Rustici Software
Employees are demanding more continuous and varied approaches to learning, but many L&D organizations struggle to keep up. One big reason: a lot of that informal learning happens on the open web, inside mobile apps, and in real life – not in an LMS. This means that L&D teams aren’t getting the whole picture. And without it, they’ll have an increasingly difficult time connecting learning to business results.
Learn how CUES is using Tin Can API (xAPI) to plug L&D back into learning, and in the process plug learning back in to business results.
In this webinar, we’ll discuss:
*New types of learning methods and technologies for continuous learning
*The Learning Tech Stack and why a cohesive one is important
*How CUES empowers continuous learning for their members
Presenters that you'll hear from on this webinar:
* Dani Johnson, Research Manager, Bersin by Deloitte, Deloitte Consulting LLP
* Wendy Wang-Audia, Sr. Research Analyst, Bersin by Deloitte, Deloitte Consulting LLP
* Mike Rustici, President, Rustici Software
* Christopher Stephenson, VP/Professional Development and Innovation, CUES
Precedent sitecore professional services - brandedPrecedent
In organisations that traditionally rely on personal contacts and face to face interactions to secure and maintain/develop client relationships, developing a clear digital strategy that benefits all areas of the business can provide the difference between being good and being great and stealing the march on the competition.
This presentation shares our insight and some great digital examples that will clearly demonstrate the difference (and the value) of being either digitally reactive/strategic or truly transformational.
Similar to Cisco Project Lifechanger Briefing (20)
Ep 246: Accessibility Solutions for EmployersWorkology
Two of the biggest myths when it comes to working with disabilities is the belief that technology and employee accessibility is expensive. The second is the belief that employees with disabilities hurt not help drive business revenue. These myths are conversations we need to hit and work to debunk which is why I’m excited to talk to my podcast guest today.
This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the 30th anniversary of the Americans with Disabilities Act this year, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Mike Hess.
Episode 245: How Customer Experience Starts with AccessibilityWorkology
Sometimes the business case might get in the way of just doing the right thing. This happens a lot in my opinion when we are looking at accessibility and diversity and inclusion efforts. We often get caught up in the ROI of doing something instead of doing it because it’s the right thing. It’s not so much about the ROI as it is with being a good citizen of the universe and making your business and workplace accessible.
This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the 30th anniversary of the Americans with Disabilities Act this year, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Ted Drake.
Ep 234 - Understanding Workplace Accessibility Technology TestingWorkology
I’m joined by Hadi Rangin. Hadi is an information technology accessibility specialist for Accessible Technology Services (ATS), which includes the Accessibility Technology Center (ATC) and DO‑IT. His main focus in working with DO‑IT is to promote accessible design for students across the nation, and working with staff, developers, administration, and technology vendors. Hadi has worked with companies including Zoom, Microsoft, Workday, and Peoplesoft.
Episode 232: The Role of Universal Design in Workplace Inclusion & Accessibil...Workology
According to The Mobility Resource, 18 million people have a limited mobility caused by everything from accidents to disease to the aging process. Only 12 percent of people with spinal cord injuries or SCI are employed one year post injury, and only 33 percent are employed in post injury, year 30. In this podcast interview, I wanted to shine a spotlight on mobility disabilities, including spinal cord injuries. I'm excited for you to hear today's guest. She shares her personal experience, how she's helping others, and ways that employers can make their workplaces more accessible using technology for all employees, including those with mobility disabilities. This episode of the Workology Podcast is part of our Future of Work series, powered by PEAT, The Partnership on Employment and Accessible Technology. In honor of the upcoming 30th anniversary of the Americans with Disabilities Act this July, we're investigating what the next 30 years will look like for people with disabilities at work and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I'm joined by Brook McCall. Brook is the director of Tech Access Initiative at the United Spinal Association. Brook leads the Tech Access Initiative at United Spinal, focused on emerging tech and where these things are tied to employment success for job seekers living with mobility disabilities. Through the initiative she's leading for United Spinal, she is working hard to connect with the tech industry. Brook is working with industry partners to advance accessible technology and is supporting tech insiders in their communities as they engage with users to understand their end user experience. Current partners include Teladoc, Microsoft, Verizon, and Google.
Ep 230 Accessibility, Training and Job Creation Workology
Workology Podcast interview with Shane Kanaday from Source America on the topic of job creation, accessibility, and training for people with disabilities at work.
Episode 223: Making The Virtual Workplace AccessibleWorkology
With so many offices transitioning to remote work and all that technology that helps power that it's easy to get overwhelmed or to be unsure where to start. When it comes to the virtual accessible workplace, I wanted to get you up to speed, which is why I'm talking to my next guests while also pointing out to you at handful a ton of great resources to help educate you and your leadership team on how to make your remote workplace more accessible. This episode of the Work All Day podcast is part of our Future of Work series powered by PEAT. The Partnership Unemployment Inaccessible Technology in honor of the upcoming 30th anniversary of the Americans with Disabilities Act. This July, we're investigating what the next 30 years will look like for people with disabilities at work and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I'm joined by Josh Christianson. He's the co-director of the partnership Unemployment Inaccessible Technology or PEAT. Josh, welcome to the Workology podcast.
Running Remote: How to Grow & Lead Remote TeamsWorkology
Lead and managing teams has never been more important especially when it comes to remote workers or employees who report to you but work off-site. During this hour-long pre-approved for 1.0 Business HRCI and SHRM Credit webinar, we will talk about how to build rapport, set expectations, and best practices for following up and communicating with your team members who are working either at home or other locations.
The world and workplace is moving fast and it is extremely important for employees and managers to be all on the same page. We’ll discuss remote engagement strategies and what technologies to leverage to reach your employees in the most effective and meaningful ways.
This webinar is a great resource for HR leaders who want to help their managers who because of COVID-19 are now leading remote teams. Our speaker will share tools and strategies for HR leaders to help train and coach your managers to be great managers who happen to do so remotely.
Included in this webinar are talking points and messaging templates for HR to share with their managers and recommended check in cadences and messaging allowing everyone to all be on the same page.
This webinar is worth 1.0 HRCI Business and SHRM credit.
"Join HR experts for an open conversation Q&A style regarding COVID-19 and how it is affecting HR and employers.
There are no words to truly explain the business challenges we are encountering right now in these uncertain and challenging times. We are working and leading teams in a world that was very different to us even a short two weeks ago.
In this webinar hear from HR experts and consultants who decided to come together after watching our own clients' and business owners' struggles. We want to provide you with HR support on a variety of topics from remote work, COVID-19 employment law changes, and other tough employee decisions you are currently facing."
Episode 220: Future of Work: How to Find and Select Accessible Workplace Tech...Workology
This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the upcoming 30th anniversary of the Americans with Disabilities Act this July, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Gregg Vanderheinen.
Gregg Vanderheinen directs the Trace R&D Center at the University of Maryland and co-directs Raising the Floor, part of an international consortium of over 50 companies and organizations building the Global Public Inclusive Infrastructure (GPII) with the goal of making all digital interfaces accessible. Gregg is recognized as a pioneer in computer access for people with disabilities and has worked in the field of technology and disability for just shy of 50 years. Many of the initial digital accessibility features for both Windows and MacOS came from his work with Apple and Microsoft.
His work can be seen in a wide range of products including computers, phones, Automated Postal Stations, Amtrak ticket machines, and airport communication terminals. He has worked with over 50 companies and numerous government advisory & planning committees including FCC, NSF, NIH, GSA, NCD, Access Board and White House. Gregg, welcome to the Workology Podcast.
Ep 214: Making Workplace Technology Accessible with Chancey FleetWorkology
This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the upcoming 30th anniversary of the Americans with Disabilities Act this July, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Chancey Fleet. Chancey is an assistive technology coordinator for a library in New York. Chancey is an affiliate in residence at Data and Society Research Institute. She also serves as President of the National Federation of the Blind’s Assistive Technology Trainers Division.
Take your personal growth and career in HR to the next level by joining our webinar. Learn how to prepare for career change and create a meaningful plan to upskill your HR game regardless of the economy, time of year, or your current skills, abilities, and work experiences. Join Jessica Miller-Merrell as she walks you through secrets to creating a powerful personal brand in HR and how to develop a career strategy plan that is aligned with your personal and professional goals. While this presentation is designed for senior HR leaders, anyone can benefit in learning these practices to creating a personal brand and developing career clarity.
With so much focus on employee retention right now, employee development and upskilling is a great way to help grow and develop your employees. This presentation will cover different strategies to encourage focused self-development as well as a more formal employee development program. It's not enough to have an employee development program, HR teams must be internal marketing and sales people making the business case for the program benefits and adoption.
This webcast is pre-approved for 1.0 business HRCI and SHRM credits.
A replay will be available for those unable to attend the webinar live.
7 Strategies to Streamline HR Busywork and Maximize Your HR Team's ProductivityWorkology
The average U.S. worker spends on average 47 hours a week at work, 14 hours a week being productive, and nearly 10 hours of week distracted and surfing mindlessly on the web. As an HR executive, your struggle to optimize and elevate your own workday and your teams is constant and unrelenting.
In this webcast, you’ll learn 7 strategies to streamline your HR team and drive maximum productivity, helping to eliminate non-productive time and busywork in human resources. Hear from our speakers on how to get out from the HR weeds and be more strategic in your role supporting the larger business. This hour-long interactive presentation focuses on HR productivity strategies for success, prioritizing you and your team’s tasks, combined with recommended technologies and tools designed to help you operate in the most focused and optimized way. You’ll walk away with success strategies designed to increase productivity levels as much as 25%. Imagine if you had 25% more of anything - more time, more results or more happiness.
This webcast is pre-approved for 1.0 business HRCI and SHRM credits.
Designing AI Driven Employee Experiences Workshop: Sept. 18, 2019Workology
In early 2019, Workology distributed an “HR Artificial Intelligence (AI) Readiness” survey to its global subscriber list of over 100,000 HR practitioners (with various job titles and industries). This survey was designed to capture feedback to determine the level of understanding of what AI is, how it can be leveraged in the employee experience (EX), its implications, and whether or not HR, L&D, and other EX support professionals have a strategy to implementing AI tools within their teams.
Digitizing Talent: Creative Strategies for the Digital Recruiting Age Workology
This is digital recruiting and recruitment marketing presentation for the AHRMA Conference 2019. This session discusses internet and online recruiting strategies to reach targeted and qualified candidates.
Episode 190: Creating Authentic & Inclusive Experiences for Your WorkforceWorkology
The world is moving quickly and changes are happening in the way we live and work fueled by technology combined with a new awareness. We are more conscious of other types of people and lifestyles of fellow citizens not just in the US but on earth. Our responsibilities as business leaders and HR is to create workplaces that are inclusive and many of us struggle with how to get started as well as how to get the executive support to make that happen. Today, I’m joined by Frances West, she is internationally recognized thought leader, keynote speaker, strategy advisor and women-in-technology executive. Frances has held many global executive positions from marketing, sales to business development and strategic partner management. She was IBM’s first Chief Accessibility Officer and received an Honorary Doctor of Science degree from the University of Massachusetts in Boston for her work in accessibility research and digital inclusion.
Webinar: Evaluating HR's Readiness for Artificial IntelligenceWorkology
In 2019, Workology distributed an “HR Artificial Intelligence (AI) Readiness” survey to its global subscriber list of over 100,000 HR practitioners. This survey captured HR feedback to determine the implications and understanding of AI, how HR can leverage same and what implementation strategies HR professionals use to deploy AI. The results of the AI HR Readiness survey will be used to provide data points in this broader discussion of AI on 15 May 2019.
This presentation, which is accredited for both HRCI and SHRM CEUs, will:
Highlight the history of Technology in HR, showing software and tools to help HR move the needle from being tactical and administrative to more strategic partnering
summarize advances in technologies and related tools supporting AI for HR address macro economic changes in the workforce (demographics, remote workers, gig economy, low unemployment, etc.) that now provide HR an opportunity to use AI
summarize some use cases of AI in HR today with potential implications review steps to begin an AI strategy in your organization
In 2019, Workology distributed an “HR Artificial Intelligence (AI) Readiness” survey to its global subscriber list of over 100,000 HR practitioners. This survey captured HR feedback to determine the implications and understanding of AI, how HR can leverage same and what implementation strategies HR professionals use to deploy AI. The results of the AI HR Readiness survey will be used to provide data points in this broader discussion of AI on 15 May 2019.
This presentation, which is accredited for both HRCI and SHRM CEUs, will:
Highlight the history of Technology in HR, showing software and tools to help HR move the needle from being tactical and administrative to more strategic partnering
summarize advances in technologies and related tools supporting AI for HR address macro economic changes in the workforce (demographics, remote workers, gig economy, low unemployment, etc.) that now provide HR an opportunity to use AI
summarize some use cases of AI in HR today with potential implications review steps to begin an AI strategy in your organization
Navigating Immigration: How to Hire Current Visa HoldersWorkology
U.S. businesses are consistently faced with the challenge of finding qualified candidates to fill highly skilled positions. The demand for the best talent continues to be fierce and many employers are turning to foreign talent already in the U.S. on a visa. Join Immigration Attorney, Jason Finkelman, for a discussion on how U.S. businesses can find success navigating the immigration system to hire foreign employees who are already in the U.S. with a visa or in the green card process.
Learn when employers can hire existing visa holders, when these candidates are able to change jobs, steps involved for employers and visa holders alike, and the timeline for processing and approving the transfer of employment. This session is advanced and is geared towards human resources leaders, recruiters, and business leaders who oversee and/or are involved in the hiring process.
Workology Podcast Episode 141 – Future of Work: Apprenticeships and Employing...Workology
I don’t think I need to remind you that we are at an inflection point when it comes to employment and the available talent we have in the market. There are now more jobs than unemployed looking for work. Especially in the technology sector, there are not enough skilled workers to fill these highly technical roles and there won’t be for years, and I mean years, unless as employers we look at creative ways to skill up our existing workforce with apprenticeships.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
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What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
1. Patrick Romzek, Founder, and Executive Consultant
Employ. Empower. Transform.
The lives of people with disabilities.
October 25, 2017
CHANGER
LIFE
The Future of Work Podcast
We are excited to share an innovative and provocative program with you that is making a difference at Cisco in our business, transforming our workforce and enhancing our brand.
We see this as the embodiment of our vision to “Change the Way the World Lives, Works, Plays and Learns”., This strategy is being embedded in our culture and integrated in our business and workforce strategy. We see it as impactful and provocative and how you do as well.
This program is not a proprietary asset of Cisco and we are happy to share our successes, challenges and learnings. We hope this is inspiring and helpful to you to also enhance your brand, business and workforce………and in the process transform lives.
Introduction -
Background on me
Problem
Lifechanger Solution
Results
Lessons learned
Why success
Depends on three things
What you learned
What you experieinced
who you are
Why Character Matters
Why people with disabilities are your "best employees"
Call to Action
Employers - start a project
Pilot
Iniative
Systemization
Demand commitment
supply chain
I am happy to share what problem we saw and the unmet need we endevoured to address with Lifechanger.
I can then share what it is, what we are doing, what impact we have had, and where we are headed.
When we started Project Lifechanger 2 years ago, our idea was simple - to use our collaboration technology to enable employment of people with disabilities through a flexible work environment including in many cases work from home.
Our vision is “Work is something you do not a place you go”
We have evolved and expanded our approach since then, but collaboration solutions continue to be a great enabler of disability employement for us.
It provides freedom for people with disabilities to work from anywhere to anywhere. Collaboration solutions overcome the barriers often encountered by people with disabilities around access and transportation.
We are using accessibility technology integrated with our collaboration solutions to create an accommodating work environment to enable and empower people with disabilities for employment. Employment of people with disabilities who would otherwise not be working leads to economic self sufficiency, self esteem and transforms their life. It is a transformative for them and for all the people they touch.
We have come a long way in a little over 2 years.
We started in 2015 with a concept that tested with a pilot in the Bay Area of California in partnership with the State of California and other local non-profits focused on disability employment. We used our technology and partnerships to facilitate employment. The model worked.
IN 2016 we then expanded with additional prototypes in Bangalore India, Brussels Belgium, and Sao Paulo Brazil. We hired a number of additional people and benchmarked their success. We saw great benefit and developed a very compelling business case which I will review with you next. This success lead to further expansion in 2017.
Because of success of our pilots, we are in the process of integrating the Lifecahnger model and Disability inclusion into all our processes and tools at Cisco. This process, we call “systemization” is being led by a core team within our office of Inclusion and Collaboration.
Our plan is to have this model fully integrated into the fabric and processes of Cisco globally by next year.
This is a global problem and government focus.
The countries here are just the ones we know about at Cisco that impose targets, tariffs, levies, penalties and incentives to hire people with disabilities. Most global companies are simply paying these fines and levies as they have been unable to accelerate disability employment.
Over 164 countries have now signed the UN Convention on People with Disabilities. This is a global compact modeled after the US Americans with Disability Act (ADA) that strengthens the rights of people with disabilities and advocates for their inclusion in society and employment.
As we have learned and evolved our Lifechanger model we focus on 3 things:
We are innovating employment using our collaboration solutions. This technology enable and empowers people with disabilities for employment,
We are driving process change and leveraging our strong executive support to embed disability inclusion into the fabric of Cisco – our culture, our processes and our business.
We are leveraging our very successful Network Academy program and curriculum to innovate employability of people with disabilities. As we began hiring more and more people we found many people with disabilities had the desire, potential and character traits for success, but lacked the skills or experience. We addressed this by using our own Network Academy curriculum as the centerpiece of a Lifechanger Talent Incubation Program (LTIP) which develops the skills and experience in a 6 month accelerated program to move directly into roles at Cisco. In our first two cohorts of LTIP we hired 100% of the graduates and they have had great success at Cisco. As a result we are expanding the LTIP program to other markets and using it as a model to expand the Networking Academy for others to develop talented PWD outside of Cisco.
While this project clearly has workforce benefits and benefits to the people we hire, it also has clear business benefits. This is not just a Corporate Social Responsibility project or “charity work”. It is good for our business.
We have now hired almost a hundred people with disabilities under this program and plan to hire at least a hundred more in the next year. Our business leaders are continuing to expand this program not just because it is the right thing to do or because of social justice, but are doing so because it is good for our business and a great source of great talent.
We benchmarked the performance of the people we hired in our Technical Assistance Center (TAC) in Bangalore India. We have very clear measures of performance in these roles. We know how may cases each agent opens, closes, how long they are open, and what the customer satisfaction is. We found that the productivity of the people with disabilities we hired had productivity 220% - or 2.2 times that of their co-workers in the exact same roles that did not have a disability.
We also found that they had lower error rates, lower turnover, and higher retention as well.
In talking with our TAC leadership, they have commented that the people we hired with disabilities were some of our best workers, were deeply committed to their success and their team’s success, and had great customer empathy. Customers have contacted our leadership to commend the empathy of some of these employees not knowing they were people with disabilities. 80% of the people we hired in this group were visually impaired.
We are realizing business and brand benefits of being viewed as a leading global company in disability employment and there are millions of dollars of potential financial benefits to us – both in terms of reduced fines, and levies, but also sales opportunity associated with our leadership in this area.
in organizations focused in the pilots (TAC, IT, HR, Ops)/ Most site projects suspended prior to project revitalization in Q4. Focused Systemization project re-established in Q4 to drive program
We are proud of our accomplishments and humbled by the recognition we have received both inside Cisco and from leading Disability Inclusion Industry groups.
In 2016 Cisco leadership iniatiated an employee innovation contest called the Innovation Everywhere Challenge. At the suggestion of people in Cisco, Lifechanger was submitted as an entry and ultimately was selected as the winning entry among 1100 employee initiated projects and 2000 employee submissions. 40,000 votes were cast and this was the winning project. This not only speaks to the innovation of Lifechanger and the impact it is having, but also speaks to the culture and hear of Cisco.
Lifechanger has also been recognized by the leading Disability Inclusion organizations globally including: Disability Matters 2016 North America and 2017 Asia Pacific award winner, Diversity Journal innovation award in February 2017, and the USBLN recently recognized Cisco as one of the “Best Places to work for Disability Inclusion” in August 2017.
We have had numerous industry groups, governments, customers and partners approach us to learn more about our experience and success with Lifechanger. This program has also been featured in major disability employment summits as a disability employment best practice including the Zero Project Summit, Disability Matters, USBLN Global Employment Summit, International Labour Organization Global Disability Summit and the Harkin Institute Global Disability Summit.
While we are proud of this recognition, we know there is a lot more to do and much more impact we believe we can have.
We have learned through our pilots and rollout there are critical factors for success.
It is critical to have strong executive sponsors willing to publicly endorse the program and drive success in their organizations. This is key for both Country or Geographic leaders as well as functional leaders. An executive mandate alone is not enough to drive change. We have had success with strong support from both geographic (i.e. sales leaders in a country) and functional leaders of organizations we are hiring into (TAC,, AS, IT, employee services, etc.).
Executive sponsorship is not enough by itself. We have a workgroup of leaders who drive execution of the project both in individual locations and across our functions globally.
We found that it is best to target specific roles that we know are a great fit with the talent pool. We find that entry level roles in Services, support, employee services, IT, and virtual sales are a great place for people to enter the company and grow into the company. We are focused on hiring in major employment centers where we have critical mass rather than targeting a few people in remote or isolated locations.
We start by working with our leaders to identify, commit and plan for talent demand and commitment to build lifechantger into their organizational talent strategy.
We then build the supply of talent through NGO and university partners, as well as building our talent to meet the talent demand through our LTIP program.
We communicate broadly across the organization of what we are doing, why we are doing it, what the benefits are, and training for managers.
We are proud of what we have achieved so far with Lifechanger, but we know there is much more to do and much more impact we can have.
We are on a mission with Company-wide focus and leadership to drive inclusion, employment acceleration, and process integration which accelerates disability employment.
We recognized the global opportunity when we started this project, but it is even more evident to us now. We can see the positive impact on our workforce, our people, our culture, and our business. We believe the business benefit is significant through both sales expansion and brand impact.
There is a very large talent pool of highly capable people that is not very visible. We are enabling employment for them and they are having real impact at Cisco.
We are driven by our passion to the mission, leveraging innovation to make a difference, and focused on making a difference
We are inspired by the opportunity to employ, empower and as a result, transform the lives of people with disabilities. We are enriching our culture and transforming lives – both of the people we hire and everyone they touch.
We see this program as one of the greatest embodiments of our vision – TO CHANGE THE WAY THE WORLD LIVES WORKS PLAYS AND LEARNS.
We hope you found our Lifechanger story interesting and informative. We hope you realize the workforce and business benefits people with disabilities represent. We hope you are inspired as we are and hope you join us in transforming lives through employment of people with disabilities.
Thank you.