El documento describe cuatro proyectos transversales del Colegio Alfredo Iriarte. El proyecto de Comunicación incluye el periódico escolar, la emisora, videos y fotografía y es liderado por profesoras de humanidades. El proyecto de Tiempo Libre contiene clubes de astronomía, ciencia y olimpiadas matemáticas y es liderado por profesores de matemáticas y educación física. El proyecto DEPAE cubre prevención de desastres y manejo de residuos y es liderado
This document provides an overview of training topics including ERP, MRP, supply chain management, purchasing, and just-in-time. It defines these concepts and discusses how they can help organizations reduce costs and improve efficiency through integrated systems, long-term supplier relationships, and minimizing waste. Specific techniques discussed include kanban, faxban, and establishing reliable delivery schedules through open communication between suppliers and customers.
El documento describe cuatro proyectos transversales del Colegio Alfredo Iriarte. El proyecto de Comunicación incluye el periódico escolar, la emisora, videos y fotografía y es liderado por profesoras de humanidades. El proyecto de Tiempo Libre contiene clubes de astronomía, ciencia y olimpiadas matemáticas y es liderado por profesores de matemáticas y educación física. El proyecto DEPAE cubre prevención de desastres y manejo de residuos y es liderado
This document provides an overview of training topics including ERP, MRP, supply chain management, purchasing, and just-in-time. It defines these concepts and discusses how they can help organizations reduce costs and improve efficiency through integrated systems, long-term supplier relationships, and minimizing waste. Specific techniques discussed include kanban, faxban, and establishing reliable delivery schedules through open communication between suppliers and customers.
Roberto tiene 19 años y estudia Finanzas y Auditoría en la Escuela Politécnica del Ejército. Se describe a sí mismo como una persona introvertida pero responsable y estudiosa, a la que le gusta cumplir sus metas y pasar tiempo con su familia y amigos.
Roberto tiene 19 años y estudia Finanzas y Auditoría en la Escuela Politécnica del Ejército. Se describe a sí mismo como una persona introvertida pero responsable que se enfoca en cumplir sus metas y en las personas cercanas a él como su familia y amigos. Agradece a sus conocidos por los buenos y malos momentos.
Graeme codrington "mind the generation gap" amdocs Intouch business forum asi...Erwann Thomassain
The document discusses different generations in the workforce, including defining values of the Silent Generation, Baby Boomers, Generation X, and Generation Y. It notes key differences between these groups and how understanding generational differences can help with organizational strategy, leadership, talent engagement, and customer service. The document encourages applying a generational lens across an organization and considering which generation you belong to.
The document discusses how the connected world is changing and some of the opportunities and challenges it presents. It notes that data consumption and digital services are growing rapidly while subscriber growth is massive but average revenue per user is low. This requires companies to focus on monetizing data traffic, creating new services, fast innovation cycles, and addressing issues like scalability, efficiency, and competitive pressures. The document concludes that Amdocs is focused on helping customers succeed by providing a superior platform, industry focus, unique business model, and managed services.
The document discusses different generations in the workforce, including defining values of the Silent Generation, Baby Boomers, Generation X, and Generation Y. It notes key differences between these groups and how understanding generational differences can help with organizational strategy, leadership, talent engagement, and customer service. The document encourages applying a generational lens across an organization and considering which generation you belong to.
The document outlines plans to increase recruitment, retention, and promotion of women in STEM fields through various programs and initiatives, including:
1) Recruiting more women faculty by bringing back successful alumnae to help and committing research funds to departments.
2) Developing diversity plans for searches and establishing diversity as a priority.
3) Supporting women faculty's research, service work, and advancement through funded research assistantships and clear tenure guidelines.
4) Providing mentoring, workshops on the promotion process, and leadership development opportunities to help women faculty succeed.
El documento describe diferentes tipos de mundos literarios, incluyendo mundos cotidianos que representan nuestro mundo realista, mundos míticos que contienen relatos orales de hechos fabulosos del pasado, y mundos oníricos que representan los sueños a través de la narrativa subjetiva. También describe mundos según el efecto perseguido, como mundos realistas que buscan reflejar la realidad de manera objetiva, mundos fantásticos que provocan enigmas sobre la naturaleza del mundo, y mundos utópicos que
The document is an interpretive report that provides information about the Myers-Briggs Type Indicator assessment. It begins by introducing the MBTI and describing the respondent's four-letter type code as ENFP. It then briefly explains where personality types come from and how the MBTI is used. The rest of the report describes how the respondent's answers indicate their ENFP type and provides a description of the key characteristics of the ENFP personality type.
The document discusses performance management in organizations. It provides 10 steps for effective performance management: 1) develop business plans, 2) establish performance measures, 3) set up monitoring systems, 4) define employee expectations, 5) agree objectives, 6) develop communications, 7) ensure appraisal systems are effective, 8) support employees, 9) seek performance improvement, and 10) recognize good performance. It emphasizes tailoring performance management to the organization to help it and employees perform well without over complexity. Senior managers must communicate goals and ensure resources support objectives, while employees must understand where their roles fit and provide feedback.
This document discusses the importance of human resource management (HRM) in addressing high employee turnover rates. It notes that many companies, especially small and medium sized ones, face retention problems, with turnover rates as high as 7-13% in some industries. Some of the key reasons employees leave include lack of challenge, responsibility, career growth opportunities, and a supportive organizational culture. The document advocates for HRM practices like realistic job previews, skills training, competitive compensation, career mobility, and work-life balance initiatives to improve retention and influence when employees choose to leave. It also acknowledges that high turnover is not always problematic if there is a large talent pool and new hires have lower salaries than long-term employees.
The document provides definitions for key terms related to human resource management. It summarizes concepts around strategic HR, job analysis, personnel planning and recruiting, employee testing and selection, and interviewing candidates. Some of the key terms defined include human resource management, line manager, staff manager, job analysis, job description, personnel replacement charts, test validity, and structured sequential interview.
Un hombre llamado Raimundo aprendió a ladrar después de años de práctica perseverante impulsado por su amor hacia los perros. Un día, logró comunicarse ladrando con su perro Leo, comprendiéndose mutuamente. Desde entonces, ambos conversaban bajo una glorieta sobre temas generales. Raimundo le preguntó a Leo su opinión sobre su forma de ladrar, a lo que Leo respondió sinceramente que lo hacía bien pero debía mejorar para quitarse el acento humano.
The document discusses muy mio's social media and online marketing strategies. It recommends that muy mio create a Facebook page to share pictures, videos, and ask customers for feedback. It also recommends launching a Groupon promotion in November to offer discounts and attract new customers after launching the Facebook page in September and website in October. The document provides examples of how other brands like Starbucks and McDonald's use Facebook differently and suggests muy mio take an engaging, visual approach to communication online.
Peter Lanfermann Vodafone D2 LTE deployment in GermanyErwann Thomassain
Peter Lanfermann Vodafone D2 LTE deployment in Germany - slides from the latest Amdocs InTouch Business Forum that took place in Singapore in June 2011
1. The document discusses recruiting and selection, including the advantages and disadvantages of internal versus external recruiting sources.
2. It also covers what makes recruiting effective or ineffective, how many contacts should be made and where to look, and common recruiting methods like an RJP.
3. The document also addresses proving job relatedness through validity and reliability, as well as common selection predictors like tests, interviews, and assessment centers. It notes the importance of using valid predictors that do not cause adverse impact.
The document discusses the growth of connectivity and technology adoption in the Asia-Pacific region. It notes that iPhone sales grew 474% year-over-year, there were over 350 billion text messages sent in a quarter of 2009, and there are over 2 billion mobile SIM cards and 174 million broadband subscribers in the region. It also discusses opportunities for mobile value-added services and the need for service providers to partner and adopt new business models to capitalize on the connected world. Amdocs claims its CES 8 platform can help service providers expand quicker, drive better customer experiences, and operate in a more cost-efficient manner.
Roberto tiene 19 años y estudia Finanzas y Auditoría en la Escuela Politécnica del Ejército. Se describe a sí mismo como una persona introvertida pero responsable y estudiosa, a la que le gusta cumplir sus metas y pasar tiempo con su familia y amigos.
Roberto tiene 19 años y estudia Finanzas y Auditoría en la Escuela Politécnica del Ejército. Se describe a sí mismo como una persona introvertida pero responsable que se enfoca en cumplir sus metas y en las personas cercanas a él como su familia y amigos. Agradece a sus conocidos por los buenos y malos momentos.
Graeme codrington "mind the generation gap" amdocs Intouch business forum asi...Erwann Thomassain
The document discusses different generations in the workforce, including defining values of the Silent Generation, Baby Boomers, Generation X, and Generation Y. It notes key differences between these groups and how understanding generational differences can help with organizational strategy, leadership, talent engagement, and customer service. The document encourages applying a generational lens across an organization and considering which generation you belong to.
The document discusses how the connected world is changing and some of the opportunities and challenges it presents. It notes that data consumption and digital services are growing rapidly while subscriber growth is massive but average revenue per user is low. This requires companies to focus on monetizing data traffic, creating new services, fast innovation cycles, and addressing issues like scalability, efficiency, and competitive pressures. The document concludes that Amdocs is focused on helping customers succeed by providing a superior platform, industry focus, unique business model, and managed services.
The document discusses different generations in the workforce, including defining values of the Silent Generation, Baby Boomers, Generation X, and Generation Y. It notes key differences between these groups and how understanding generational differences can help with organizational strategy, leadership, talent engagement, and customer service. The document encourages applying a generational lens across an organization and considering which generation you belong to.
The document outlines plans to increase recruitment, retention, and promotion of women in STEM fields through various programs and initiatives, including:
1) Recruiting more women faculty by bringing back successful alumnae to help and committing research funds to departments.
2) Developing diversity plans for searches and establishing diversity as a priority.
3) Supporting women faculty's research, service work, and advancement through funded research assistantships and clear tenure guidelines.
4) Providing mentoring, workshops on the promotion process, and leadership development opportunities to help women faculty succeed.
El documento describe diferentes tipos de mundos literarios, incluyendo mundos cotidianos que representan nuestro mundo realista, mundos míticos que contienen relatos orales de hechos fabulosos del pasado, y mundos oníricos que representan los sueños a través de la narrativa subjetiva. También describe mundos según el efecto perseguido, como mundos realistas que buscan reflejar la realidad de manera objetiva, mundos fantásticos que provocan enigmas sobre la naturaleza del mundo, y mundos utópicos que
The document is an interpretive report that provides information about the Myers-Briggs Type Indicator assessment. It begins by introducing the MBTI and describing the respondent's four-letter type code as ENFP. It then briefly explains where personality types come from and how the MBTI is used. The rest of the report describes how the respondent's answers indicate their ENFP type and provides a description of the key characteristics of the ENFP personality type.
The document discusses performance management in organizations. It provides 10 steps for effective performance management: 1) develop business plans, 2) establish performance measures, 3) set up monitoring systems, 4) define employee expectations, 5) agree objectives, 6) develop communications, 7) ensure appraisal systems are effective, 8) support employees, 9) seek performance improvement, and 10) recognize good performance. It emphasizes tailoring performance management to the organization to help it and employees perform well without over complexity. Senior managers must communicate goals and ensure resources support objectives, while employees must understand where their roles fit and provide feedback.
This document discusses the importance of human resource management (HRM) in addressing high employee turnover rates. It notes that many companies, especially small and medium sized ones, face retention problems, with turnover rates as high as 7-13% in some industries. Some of the key reasons employees leave include lack of challenge, responsibility, career growth opportunities, and a supportive organizational culture. The document advocates for HRM practices like realistic job previews, skills training, competitive compensation, career mobility, and work-life balance initiatives to improve retention and influence when employees choose to leave. It also acknowledges that high turnover is not always problematic if there is a large talent pool and new hires have lower salaries than long-term employees.
The document provides definitions for key terms related to human resource management. It summarizes concepts around strategic HR, job analysis, personnel planning and recruiting, employee testing and selection, and interviewing candidates. Some of the key terms defined include human resource management, line manager, staff manager, job analysis, job description, personnel replacement charts, test validity, and structured sequential interview.
Un hombre llamado Raimundo aprendió a ladrar después de años de práctica perseverante impulsado por su amor hacia los perros. Un día, logró comunicarse ladrando con su perro Leo, comprendiéndose mutuamente. Desde entonces, ambos conversaban bajo una glorieta sobre temas generales. Raimundo le preguntó a Leo su opinión sobre su forma de ladrar, a lo que Leo respondió sinceramente que lo hacía bien pero debía mejorar para quitarse el acento humano.
The document discusses muy mio's social media and online marketing strategies. It recommends that muy mio create a Facebook page to share pictures, videos, and ask customers for feedback. It also recommends launching a Groupon promotion in November to offer discounts and attract new customers after launching the Facebook page in September and website in October. The document provides examples of how other brands like Starbucks and McDonald's use Facebook differently and suggests muy mio take an engaging, visual approach to communication online.
Peter Lanfermann Vodafone D2 LTE deployment in GermanyErwann Thomassain
Peter Lanfermann Vodafone D2 LTE deployment in Germany - slides from the latest Amdocs InTouch Business Forum that took place in Singapore in June 2011
1. The document discusses recruiting and selection, including the advantages and disadvantages of internal versus external recruiting sources.
2. It also covers what makes recruiting effective or ineffective, how many contacts should be made and where to look, and common recruiting methods like an RJP.
3. The document also addresses proving job relatedness through validity and reliability, as well as common selection predictors like tests, interviews, and assessment centers. It notes the importance of using valid predictors that do not cause adverse impact.
The document discusses the growth of connectivity and technology adoption in the Asia-Pacific region. It notes that iPhone sales grew 474% year-over-year, there were over 350 billion text messages sent in a quarter of 2009, and there are over 2 billion mobile SIM cards and 174 million broadband subscribers in the region. It also discusses opportunities for mobile value-added services and the need for service providers to partner and adopt new business models to capitalize on the connected world. Amdocs claims its CES 8 platform can help service providers expand quicker, drive better customer experiences, and operate in a more cost-efficient manner.
