Employees survey
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This document provides instructions for completing a survey about an employee's satisfaction with various aspects of their job and workplace. It explains that respondents should circle a number from 1 to 5 to rate statements about their work, with 1 being very satisfied/strongly agree and 5 being not applicable or do not wish to answer. The survey then lists 50 statements covering topics like personal accomplishment, trust in management, feedback, resources, rewards, leadership, and workplace environment that respondents are asked to rate.
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Employees satisfaction survey
This document provides instructions for completing a survey that asks employees to rate their level of satisfaction or agreement with 50 statements about their work. It instructs respondents to circle a number from 1 to 5 to indicate their opinion, with 1 being very satisfied/strongly agree and 5 being very dissatisfied/strongly disagree or not applicable. The statements cover topics such as feeling a sense of personal accomplishment, trust in management, understanding performance expectations, fairness of evaluations, feedback, understanding of quality measures, teamwork, use of skills, training, continuous improvement, work environment, respect, health and safety, initiative, responsiveness, leadership, non-discrimination, emphasis on quality and continuous improvement, involvement in decisions, cost control,
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This document summarizes a presentation about the personality and qualities of Ravindra R Makwana, a 35-year-old businessman. It describes Makwana as having a helping identity, taking pride in his work, and defining success as having no family or career tensions. It also lists some qualities of a successful businessman according to Makwana, such as choosing an interesting field, trusting oneself, showing abilities, learning from mistakes, and becoming the best in one's field. The presenter concludes that while Makwana is a businessman, he can also be considered a contributor from the presenter's point of view.
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The document discusses a Microsoft trainer who has worked hard to achieve success through challenges. It describes how he takes pride in his work, believes in time management, and is fair and committed. It also discusses the importance of both internal satisfaction and external success for a happy life. The trainer analyzes problems, provides training, and develops a positive work environment. His goals are to help others and create a pollution-free society.
5 questionnaire
The document is a questionnaire about an employee's level of motivation at work. It asks about factors that affect and de-motivate motivation, level of satisfaction, likes/dislikes about the workplace, compensation, benefits, opportunities for development, relationships, workload and management style. The employee is asked to rate these areas and provide feedback on their experience.
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This document contains the responses of a naval officer to questions about their career experience, how they approach their work, challenges they face, how they find job satisfaction, how they handle junior staff not meeting expectations, how they contribute to their organization, and their short-term and long-term visions. The officer discusses working hard to achieve success despite humble beginnings, taking pride in their work and maintaining a positive attitude, learning from challenges, finding internal satisfaction as well as external success, mentoring junior staff, being committed to organizational success, and having a vision of creating a pollution-free society while also focusing on family stability in the short-term.
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This document contains an interview with Narendra G. Chavda about his work and experiences. He discusses how he worked hard to achieve his current position, taking pride in his work and treating students and colleagues with respect. He views challenges as opportunities for growth and believes internal satisfaction is important for happiness alongside external success. When assistants don't meet expectations, he tries to understand their problems and provide training. His goals are to help students in need and create a more educated society through his contributions to his institute. His long-term vision is to increase literacy in India.
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The document discusses the qualities of a successful employee or team member. It lists qualities like team spirit, creativity, honesty, communication skills, confidence and goal orientation. It also answers questions about the interviewee's career experience and vision. The interviewee emphasizes qualities like a positive attitude, team building, goal fulfillment, communication and creativity as keys to success.
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Employees satisfaction survey
This document provides instructions for completing a survey that asks employees to rate their level of satisfaction or agreement with 50 statements about their work. It instructs respondents to circle a number from 1 to 5 to indicate their opinion, with 1 being very satisfied/strongly agree and 5 being very dissatisfied/strongly disagree or not applicable. The statements cover topics such as feeling a sense of personal accomplishment, trust in management, understanding performance expectations, fairness of evaluations, feedback, understanding of quality measures, teamwork, use of skills, training, continuous improvement, work environment, respect, health and safety, initiative, responsiveness, leadership, non-discrimination, emphasis on quality and continuous improvement, involvement in decisions, cost control,
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This document summarizes a presentation about the personality and qualities of Ravindra R Makwana, a 35-year-old businessman. It describes Makwana as having a helping identity, taking pride in his work, and defining success as having no family or career tensions. It also lists some qualities of a successful businessman according to Makwana, such as choosing an interesting field, trusting oneself, showing abilities, learning from mistakes, and becoming the best in one's field. The presenter concludes that while Makwana is a businessman, he can also be considered a contributor from the presenter's point of view.
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The document discusses a Microsoft trainer who has worked hard to achieve success through challenges. It describes how he takes pride in his work, believes in time management, and is fair and committed. It also discusses the importance of both internal satisfaction and external success for a happy life. The trainer analyzes problems, provides training, and develops a positive work environment. His goals are to help others and create a pollution-free society.
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The document is a questionnaire about an employee's level of motivation at work. It asks about factors that affect and de-motivate motivation, level of satisfaction, likes/dislikes about the workplace, compensation, benefits, opportunities for development, relationships, workload and management style. The employee is asked to rate these areas and provide feedback on their experience.
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The document discusses the qualities of a successful employee or team member. It lists qualities like team spirit, creativity, honesty, communication skills, confidence and goal orientation. It also answers questions about the interviewee's career experience and vision. The interviewee emphasizes qualities like a positive attitude, team building, goal fulfillment, communication and creativity as keys to success.
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This document contains information about Tejas Joshi, a chemistry teacher with 7 years of experience working at S.I.D science school in Bhavnagar. It discusses his views on being a contributor, taking work professionally yet for student satisfaction, qualities of a successful employee, the experience needed to reach his position, finding job satisfaction internally and externally, his views on success requiring hard work, and his message to youth about discipline, following dreams, and trusting oneself. The document is guided by Dr. Himanshu Srivastava and Dr. Chetan Trivedi.
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Jayesh solanki 140210111108 cpd ppt
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4.complaints pnp easyread 2014 15
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The document provides examples of survey questions that could be used to gather employee feedback on a variety of topics, including feedback and growth opportunities, teamwork, work-life balance and stress levels, quality and customer focus, compensation, resources and workplace conditions, fairness, respect, communication, performance and accountability, and diversity and personal expression. The questions are not intended to represent a full employee survey but rather examples of types of questions commonly included to assess things like manager effectiveness, training and development, work challenges, benefits, leadership, and sharing of ideas.
Employee satisfaction surveys
This presentation contains a list of close to 180 questions under 11 HR / Organisational drivers which can impact an employee.
The questions are highly objective in nature and leave no room for assumptions.
Please leave your feedback for improvisation and further updates.
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Ready to define your EVP but don’t know where to start? We’re gonna lead you through it!
The process is actually pretty simple; all you need to do is interview your employees and analyze their answers. Find an online tool to prepare your survey. To keep you on the right path, check out 34 sample questions that will make the process a lot easier!
Once you have obtained the answers, understand the changes that need to be made in order to make the work experience appealing to all of the employees. It will take some time and investment but make sure you work towards having an effective EVP.
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140210107052
Makwana sir believes in working hard and honestly to become successful. He takes his work challenges as opportunities and has the long-term vision of becoming a good teacher who understands his students' conditions. Students credit his teachings for their success, and he encourages youth to have faith in their dreams, work hard, respect teachers, and be curious lifelong learners.
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The document is a 17 question questionnaire about employee turnover and its effects on purchase behavior. It asks respondents for their gender, age, department, tenure at their bank, satisfaction with their job, feelings of freedom at work, number of promotions received, sufficiency of salary and incentives, most important employment factors, reason for leaving previous jobs, plans to stay with current employer, factors influencing decisions to leave jobs, boss's encouragement, workload compared to rewards, training received, career counseling provided, and satisfaction with organizational culture. Respondents are assured their answers will remain confidential.
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This document contains an interview with Karshanbhai Valiya, the principal of Madhav Madhyamik High school in Pingli, Bhavnagar. He discusses his 20 years of experience as an educator and what he believes are the most important qualities for a successful employee, including fulfilling goals on time, having strong team building and communication skills, and maintaining a positive attitude. He also shares his vision of continuing to help the school grow in order to improve living standards in society.
Sam Nordling (1)
This company has succeeded due to its core values of hard work, team effort, and high standards. The leader expects employees to be on time, manage their time well to meet deadlines, and prioritize tasks. Employees are provided necessary materials and respect, and the leader's main concern is their success. However, irresponsible employees who do not get work done on time will no longer have a place in the company. The leader also values honesty, openness to deal with conflicts, and respect among all employees regardless of ranking.
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1) The document is a questionnaire for a research study being conducted by a final year student at the University of Kelaniya to collect data for their degree in Human Resource Management.
2) The student is asking respondents to complete the questionnaire to gather information on topics like teamwork, training, knowledge sharing, employee recognition, incentives, job satisfaction, and absenteeism.
3) The participant is assured that their responses will remain strictly confidential and only be used for the purposes of this research study.
Yuvrajsinh
The document discusses the qualities of a successful contributor or employee. It lists key qualities like team spirit, creativity, honesty, communication skills, confidence, and future vision. It also provides answers from an experienced school principal on qualities of successful employees like goal orientation, team building, positive attitude, communication, and seriousness. The principal emphasizes the importance of student satisfaction, positive attitude, goal fulfillment, and organizational growth.
Nirmal
This document contains an interview with Mr. Vikram J. Purohit, a mathematics professor at Gyanmanjari Vidhyapith in Bhavnagar. He discusses his experience as a teacher coming from a medium background and valuing the achievements he has made through hard work. He views his work as a daily goal and opportunity for his students. Some keys to being successful according to him are hard work, respecting colleagues, believing in unity, and being honest. He also discusses challenges, job satisfaction, assisting underperforming colleagues, contributing to his organization, his short-term and long-term visions, and providing a message to youth about doing their best for their state and country with honesty and sincer
Empathy map of school to work transition
Ridula Bahuguna is starting a new job in data analysis but is trying to cope with the demands of the new role, as she feels she requires more training. She finds the responsibilities and problems that come with the job stressful to handle alone. Additionally, her previous education did not sufficiently focus on language learning or personality development, making it difficult to adjust to the new lifestyle and situation. She worries about sustaining in the organization and whether she should have had proper training before taking the job.
Jayesh solanki 140210111108 cpd ppt
Dr. Ramesh Rathod has worked for 5 and a half years at a government hospital in Junagadh, rising from a junior to a senior position through dedication and a vision for positive progress. He sees challenges as opportunities to find happiness and benefits the organization. He believes one should contribute to an organization like a family, avoiding negative impressions, and that both short-term goals like increased earnings and long-term vision are needed for career achievement. His advice is to complete work on time, and he feels successful due to his achievements and experiences that increase his abilities, as proven by facing jealousy from others.
Yuvraj
The document outlines the qualities of a successful contributor which include team spirit, creativity, prediction skills, honesty, strong communication skills, and confidence. It then provides an interview with a school principal where he discusses his career experience and vision, and emphasizes qualities like goal-setting, team-building, and positive attitude.
Hardik gudaliya
The document outlines qualities that a contributor should possess, including team spirit, creativity, prediction skills, honesty, strong communication skills, and confidence. It then provides an interview with a school principal where he discusses his career experience and vision, and offers advice for students. The principal emphasizes qualities like goal-setting, team-building, positive attitude, communication, and thinking creatively to find success.
4.complaints pnp easyread 2014 15
If a student wants to complain about unfair treatment or unhappiness with their learning experience at the Alliance, they should first discuss the issue with their tutor, who will want to help resolve the problem. If the tutor is unable to help and the student remains unhappy, they should call the Training Centre to speak with their Course Manager. As a last resort, if the Course Manager and Training Manager are also unable to help, the student can contact the Director of Quality Improvement, whose decision on the matter will be final.
Good employees don’t leave company, they leave managers
This document discusses why good employees leave companies. It argues that employees don't typically leave the company itself, but rather they leave their managers. The three main reasons provided are: 1) Managers fail to realize where employees best fit and don't provide motivation to stay, 2) Managers don't motivate employees to work extra hours or make them feel responsible for their work, and 3) Managers can be discouraging and cause employees to want to leave even if the company itself is good. The document stresses that managers play a large role in retaining good employees and should understand their team members better so that the employees stay.
What Do Leaders Do? | is success resources scam
Successful leaders nurture an approachable environment by giving and welcoming feedback to build trust. They make fast decisions by facilitating consensus or deciding themselves, and learn from problems without avoidance. Leaders communicate expectations, reward performance, equip their team through teaching, delegate authority based on understanding their people, ask questions and seek counsel regularly. They lead by example, are accountable, and create a positive culture with motivating energy and attitude while enjoying the responsibility and shared success.
Prototype & Test
The document proposes two prototypes to facilitate smoother campus to corporate transitions for new hires at a hospital.
Prototype 1 is a comprehensive 2-day campus to corporate program covering topics like self-management, workplace expectations, corporate standards, and stress management. Feedback notes some topics are helpful but department-specific skills should also be included.
Prototype 2 is a mentor-mentee system where experienced employees mentor new hires on cultural and technical acclimation. Mentors are selected based on qualifications and roles for employees, mentors, and the organization are outlined. Feedback questions how implementation may be impacted if mentors view protégés as threats and suggests coupling with other initiatives and making mentoring part of performance
Mittal CPD
This document discusses contributor personality and its qualities. It defines contributor personality as performing work well, achieving goals, being ethical, and demonstrating human concern. Key qualities of contributor personality include honesty, sympathy, trust, being cool-minded, and positive thinking. The document profiles Dr. Bhadresh Makwana as an example of a contributor personality, noting his objective to help patients, confidence in overcoming challenges, and goal of improving societal health.
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Good employees don’t leave company, they leave managers
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Similar to Employees survey
100+ Sample Employee Engagement Survey Questions
A comprehensive list of the most important questions to include in your employee engagement survey.
Question categories include:-
The Organisation, Strategy & Culture
Communication
My Work
Management
Leadership
Opportunities
Reward
Recognition
Training and Development
Quality of Life
Teamwork
Plus demographic and open questions for added insight.
1 do i know that
The document discusses an employee's experience and satisfaction working at CEL, an auto components company. It covers topics such as clear expectations from the company, fair treatment by supervisors and colleagues, opportunities to learn and grow, a transparent appraisal process, work-life balance, commitment to quality work, an open work environment that accepts differences, a sense of accomplishment from work, collaborative teams, adequate training, facilities, compensation, welfare measures, mechanisms to express concerns, understanding how work adds value to customers, using customer feedback to drive improvements, timely reimbursements, safety training and atmosphere, good infrastructure and utilities, satisfaction with canteen food and services, support from HR, timely responses to queries, a focus on quality over quantity
Sample employee survey questions
The document provides examples of survey questions that could be used to gather employee feedback on a variety of topics, including feedback and growth opportunities, teamwork, work-life balance and stress levels, quality and customer focus, compensation, resources and workplace conditions, fairness, respect, communication, performance and accountability, and diversity and personal expression. The questions are not intended to represent a full employee survey but rather examples of types of questions commonly included to assess things like manager effectiveness, training and development, work challenges, benefits, leadership, and sharing of ideas.
Employee satisfaction surveys
This presentation contains a list of close to 180 questions under 11 HR / Organisational drivers which can impact an employee.
The questions are highly objective in nature and leave no room for assumptions.
Please leave your feedback for improvisation and further updates.
Defining Your Employee Value Proposition. 34 Surprisingly Useful Questions to...
Ready to define your EVP but don’t know where to start? We’re gonna lead you through it!
The process is actually pretty simple; all you need to do is interview your employees and analyze their answers. Find an online tool to prepare your survey. To keep you on the right path, check out 34 sample questions that will make the process a lot easier!
Once you have obtained the answers, understand the changes that need to be made in order to make the work experience appealing to all of the employees. It will take some time and investment but make sure you work towards having an effective EVP.
And remember, an EVP must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention – which is ultimately what your Employer Brand aims to do.
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The document summarizes the results of a study on employee engagement at State Bank of India (SBI). The study assessed 70 SBI employees through a questionnaire. Key findings included:
- Most employees agreed or strongly agreed that they like their work and colleagues, understand their roles, and are willing to work hard for the company's success.
- However, over 10% of employees felt neutral about whether their achievements are recognized.
- The majority of respondents were male clerical staff between 31-40 years old, with 1-3 years of service and a graduate education level.
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This document provides tips and sample questions for employer branding to developers and measuring employee satisfaction. It discusses defining an employee value proposition focused on work-life balance, autonomy, and achievement. It also recommends differentiating job ads, attending tech events, improving career sites, and building employee referral programs. The document includes sample survey questions to measure compensation, benefits, career development, culture, satisfaction, recruitment experience, and employee attitudes.
MBA 687 Employee Engagement Surveys Response Rate
MBA 687: Employee Engagement Surveys
Response Rate
The survey response rate is the first indication of the level of employee engagement
in any organization. Of the 140 employees invited to take the survey, 40 responded,
which is a response rate of 28.5%. As a rule, rates higher than 50% are best, while
rates lower than 40% may indicate trust problems within the organization, lack of
faith in leadership, and employees’ reluctance to engage in improvement efforts
until leadership demonstrates a clear commitment to change.
Company Data
1. Years of service with this organization
Less than 1: 52.5% of respondents
1–2: 27.5% of respondents
3–5: 15% of respondents
6–10: 2.5% of respondents
11–15: 0
16+: 0
Prefer not to answer: 2.5% of respondents
2. My race/ethnic identification
African American or Black: 60% of respondents
Hispanic or Latino/a/x: 12.5% of respondents
Anglo American or White: 12.5% of respondents
Asian: 5% of respondents
American Indian or Pacific Islander: 0
Multiracial or Other: 7.5% of respondents
Prefer not to answer: 2.5% of respondents
3. I am currently in a supervisory role
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 2.5% of respondents
4. I received a merit increase during the past two years
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 5% of respondents
5. I received a promotion during the past two years
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 2.5% of respondents
6. I plan to be working for this organization in one year
Yes: 60% of respondents
No: 12.5% of respondents
Prefer not to answer: 27.5% of respondents
Employee Engagement Questions
Professional Development:
• In the last six months, my manager has talked to me about my progress, and
we developed goals to help me grow.
o 36% agreement
• I am satisfied with the on-the-job training I have received.
o 27% agreement
• There is adequate cross-training in my department.
o 36% agreement
Company Vision, Values, and Mission:
• I am familiar with the company’s vision and values.
o 26% agreement
• I have a clear understanding of the organization’s direction.
o 36% agreement
• The organization is changing for the better.
o 26% agreement
Teamwork or Workgroup:
• I receive the support I need from employees in my workgroup to do my job
effectively.
o 89% agreement
• My coworkers make me feel that I am part of the team.
o 78% agreement
• I trust my coworkers.
o 83% agreement
• My workgroup cooperates to get the job done.
o 73% agreement
Senior Leader/Middle Manager:
• Senior leaders focus on creating a positive team atmosphere.
o 36% agreement
• Senior leaders are open, honest, and transparent.
o 36% agreement
• Senior leaders encourage and empower me to take initiative and suggest
improvements.
o 26% agreement
• My middle manager is open, honest, and transparent. ...
MBA 687 Employee Engagement Surveys Response Rate
MBA 687: Employee Engagement Surveys
Response Rate
The survey response rate is the first indication of the level of employee engagement
in any organization. Of the 140 employees invited to take the survey, 40 responded,
which is a response rate of 28.5%. As a rule, rates higher than 50% are best, while
rates lower than 40% may indicate trust problems within the organization, lack of
faith in leadership, and employees’ reluctance to engage in improvement efforts
until leadership demonstrates a clear commitment to change.
Company Data
1. Years of service with this organization
Less than 1: 52.5% of respondents
1–2: 27.5% of respondents
3–5: 15% of respondents
6–10: 2.5% of respondents
11–15: 0
16+: 0
Prefer not to answer: 2.5% of respondents
2. My race/ethnic identification
African American or Black: 60% of respondents
Hispanic or Latino/a/x: 12.5% of respondents
Anglo American or White: 12.5% of respondents
Asian: 5% of respondents
American Indian or Pacific Islander: 0
Multiracial or Other: 7.5% of respondents
Prefer not to answer: 2.5% of respondents
3. I am currently in a supervisory role
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 2.5% of respondents
4. I received a merit increase during the past two years
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 5% of respondents
5. I received a promotion during the past two years
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 2.5% of respondents
6. I plan to be working for this organization in one year
Yes: 60% of respondents
No: 12.5% of respondents
Prefer not to answer: 27.5% of respondents
Employee Engagement Questions
Professional Development:
• In the last six months, my manager has talked to me about my progress, and
we developed goals to help me grow.
o 36% agreement
• I am satisfied with the on-the-job training I have received.
o 27% agreement
• There is adequate cross-training in my department.
o 36% agreement
Company Vision, Values, and Mission:
• I am familiar with the company’s vision and values.
o 26% agreement
• I have a clear understanding of the organization’s direction.
o 36% agreement
• The organization is changing for the better.
o 26% agreement
Teamwork or Workgroup:
• I receive the support I need from employees in my workgroup to do my job
effectively.
o 89% agreement
• My coworkers make me feel that I am part of the team.
o 78% agreement
• I trust my coworkers.
o 83% agreement
• My workgroup cooperates to get the job done.
o 73% agreement
Senior Leader/Middle Manager:
• Senior leaders focus on creating a positive team atmosphere.
o 36% agreement
• Senior leaders are open, honest, and transparent.
o 36% agreement
• Senior leaders encourage and empower me to take initiative and suggest
improvements.
o 26% agreement
• My middle manager is open, honest, and transparent. ...
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
06-12-2024-BudapestDataForum-BuildingReal-timePipelineswithFLaNK AIM
06-12-2024-BudapestDataForum-BuildingReal-timePipelineswithFLaNK AIM
by
Timothy Spann
Principal Developer Advocate
https://budapestdata.hu/2024/en/
https://budapestml.hu/2024/en/
tim.spann@zilliz.com
https://www.linkedin.com/in/timothyspann/
https://x.com/paasdev
https://github.com/tspannhw
https://www.youtube.com/@flank-stack
milvus
vector database
gen ai
generative ai
deep learning
machine learning
apache nifi
apache pulsar
apache kafka
apache flink
DSSML24_tspann_CodelessGenerativeAIPipelines
Codeless Generative AI Pipelines
(GenAI with Milvus)
https://ml.dssconf.pl/user.html#!/lecture/DSSML24-041a/rate
Discover the potential of real-time streaming in the context of GenAI as we delve into the intricacies of Apache NiFi and its capabilities. Learn how this tool can significantly simplify the data engineering workflow for GenAI applications, allowing you to focus on the creative aspects rather than the technical complexities. I will guide you through practical examples and use cases, showing the impact of automation on prompt building. From data ingestion to transformation and delivery, witness how Apache NiFi streamlines the entire pipeline, ensuring a smooth and hassle-free experience.
Timothy Spann
https://www.youtube.com/@FLaNK-Stack
https://medium.com/@tspann
https://www.datainmotion.dev/
milvus, unstructured data, vector database, zilliz, cloud, vectors, python, deep learning, generative ai, genai, nifi, kafka, flink, streaming, iot, edge
Predictably Improve Your B2B Tech Company's Performance by Leveraging Data
Harness the power of AI-backed reports, benchmarking and data analysis to predict trends and detect anomalies in your marketing efforts.
Peter Caputa, CEO at Databox, reveals how you can discover the strategies and tools to increase your growth rate (and margins!).
From metrics to track to data habits to pick up, enhance your reporting for powerful insights to improve your B2B tech company's marketing.
- - -
This is the webinar recording from the June 2024 HubSpot User Group (HUG) for B2B Technology USA.
Watch the video recording at https://youtu.be/5vjwGfPN9lw
Sign up for future HUG events at https://events.hubspot.com/b2b-technology-usa/
The Ipsos - AI - Monitor 2024 Report.pdf
According to Ipsos AI Monitor's 2024 report, 65% Indians said that products and services using AI have profoundly changed their daily life in the past 3-5 years.
一比一原版(UCSB文凭证书)圣芭芭拉分校毕业证如何办理
毕业原版【微信:176555708】【(UCSB毕业证书)圣芭芭拉分校毕业证】【微信:176555708】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信176555708】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信176555708】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
Beyond the Basics of A/B Tests: Highly Innovative Experimentation Tactics You...
This webinar will explore cutting-edge, less familiar but powerful experimentation methodologies which address well-known limitations of standard A/B Testing. Designed for data and product leaders, this session aims to inspire the embrace of innovative approaches and provide insights into the frontiers of experimentation!
Global Situational Awareness of A.I. and where its headed
You can see the future first in San Francisco.
Over the past year, the talk of the town has shifted from $10 billion compute clusters to $100 billion clusters to trillion-dollar clusters. Every six months another zero is added to the boardroom plans. Behind the scenes, there’s a fierce scramble to secure every power contract still available for the rest of the decade, every voltage transformer that can possibly be procured. American big business is gearing up to pour trillions of dollars into a long-unseen mobilization of American industrial might. By the end of the decade, American electricity production will have grown tens of percent; from the shale fields of Pennsylvania to the solar farms of Nevada, hundreds of millions of GPUs will hum.
The AGI race has begun. We are building machines that can think and reason. By 2025/26, these machines will outpace college graduates. By the end of the decade, they will be smarter than you or I; we will have superintelligence, in the true sense of the word. Along the way, national security forces not seen in half a century will be un-leashed, and before long, The Project will be on. If we’re lucky, we’ll be in an all-out race with the CCP; if we’re unlucky, an all-out war.
Everyone is now talking about AI, but few have the faintest glimmer of what is about to hit them. Nvidia analysts still think 2024 might be close to the peak. Mainstream pundits are stuck on the wilful blindness of “it’s just predicting the next word”. They see only hype and business-as-usual; at most they entertain another internet-scale technological change.
Before long, the world will wake up. But right now, there are perhaps a few hundred people, most of them in San Francisco and the AI labs, that have situational awareness. Through whatever peculiar forces of fate, I have found myself amongst them. A few years ago, these people were derided as crazy—but they trusted the trendlines, which allowed them to correctly predict the AI advances of the past few years. Whether these people are also right about the next few years remains to be seen. But these are very smart people—the smartest people I have ever met—and they are the ones building this technology. Perhaps they will be an odd footnote in history, or perhaps they will go down in history like Szilard and Oppenheimer and Teller. If they are seeing the future even close to correctly, we are in for a wild ride.
Let me tell you what we see.
Population Growth in Bataan: The effects of population growth around rural pl...
A population analysis specific to Bataan.
4th Modern Marketing Reckoner by MMA Global India & Group M: 60+ experts on W...
The Modern Marketing Reckoner (MMR) is a comprehensive resource packed with POVs from 60+ industry leaders on how AI is transforming the 4 key pillars of marketing – product, place, price and promotions.
一比一原版(UO毕业证)渥太华大学毕业证如何办理
UO毕业证录取书【微信95270640】购买（渥太华大学毕业证成绩单硕士学历）Q微信95270640代办UO学历认证留信网伪造渥太华大学学位证书精仿渥太华大学本科/硕士文凭证书补办渥太华大学 diplomaoffer,Transcript购买渥太华大学毕业证成绩单购买UO假毕业证学位证书购买伪造渥太华大学文凭证书学位证书,专业办理雅思、托福成绩单，学生ID卡，在读证明，海外各大学offer录取通知书，毕业证书，成绩单，文凭等材料:1:1完美还原毕业证、offer录取通知书、学生卡等各种在读或毕业材料的防伪工艺（包括 烫金、烫银、钢印、底纹、凹凸版、水印、防伪光标、热敏防伪、文字图案浮雕，激光镭射，紫外荧光，温感光标）学校原版上有的工艺我们一样不会少，不论是老版本还是最新版本，都能保证最高程度还原，力争完美以求让所有同学都能享受到完美的品质服务。
文凭办理流程：
1客户提供办理信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：微信95270640我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
7完成交易删除客户资料
高精端提供以下服务：
一：渥太华大学渥太华大学毕业证文凭证书全套材料从防伪到印刷水印底纹到钢印烫金
二：真实使馆认证（留学人员回国证明）使馆存档
三：真实教育部认证教育部存档教育部留服网站可查
四：留信认证留学生信息网站可查
五：与学校颁发的相关证件1:1纸质尺寸制定（定期向各大院校毕业生购买最新版本毕,业证成绩单保证您拿到的是鲁昂大学内部最新版本毕业证成绩单微信95270640）
A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径但认证只是个体行为不是所有留学生都操作所以没有办理认证的留学生的学历在国内也是查询不到的他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单就有了使用价值。只硕大的蛇皮袋手里拎着长铁钩正站在门口朝黑色的屋内张望不好坏人小偷山娃一怔却也灵机一动立马仰起头双手拢在嘴边朝楼上大喊：“爸爸爸——有人找——那人一听朝山娃尴尬地笑笑悻悻地走了山娃立马“嘭的一声将铁门锁死心却咚咚地乱跳当山娃跟父亲说起这事时父亲很吃惊抚摸着山娃的头说还好醒得及时要不家早被人掏空了到时连电视也没得看啰不过父亲还是夸山娃能临危不乱随机应变有胆有谋山娃笑笑说那都是书上学的看童话和小说时多
一比一原版(GWU,GW文凭证书)乔治·华盛顿大学毕业证如何办理
毕业原版【微信:176555708】【(GWU,GW毕业证书)乔治·华盛顿大学毕业证】【微信:176555708】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信176555708】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信176555708】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
一比一原版(Harvard毕业证书)哈佛大学毕业证如何办理
毕业原版【微信:41543339】【(Harvard毕业证书)哈佛大学毕业证】【微信:41543339】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信41543339】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信41543339】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
一比一原版(UCSF文凭证书)旧金山分校毕业证如何办理
毕业原版【微信:176555708】【(UCSF毕业证书)旧金山分校毕业证】【微信:176555708】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信176555708】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信176555708】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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Employees survey
- 1. Instructions for completing the survey. Please circle the rating number which best expresses your opinion of the survey statement. The KEY to the rating number is as follows----- 1. VERY SATISFIED / STRONGLY AGREE. 2. SATISFIED AGREE. 3. DISSATISFIED / DISAGREE. 4. VERY DISSATISFIED / STRONGLY DISAGREE. 5. NOT APPLICABLE OR DO NOT WISH TO ANSWER. 1. My work gives me a feeling of personal accomplishment. 1 2 3 4 5 2. I feel I can trust my management. 3. I know what is expected of me to do a great job. 4. I think that my performance is evaluated quite fairly. 5. I feel free to ask advise/ support from my manager 6. My manager listens to my views. 7. My immediate boss gives me regular feedback of my work. 8. I understand how quality is defined & measured in my work. 9. I have a good understanding of what customers want from us. 10. There is too much duplication of effort in our organization 11. I am kept informed of our department results vs targets.
- 2. 12. At my location teamwork is encouraged / given recognition. 13. My knowledge & skills are fully utilised. 14. I have received on the job training to do a good job. My appraisal helps me to continuously improve performance 16. My working environment is satisfactory. 17. My manager always treats me with respect. 18. Concern is shown for my health & safety at work. 19. Showing initiative is encouraged. 20. My department is responsive to customer needs. 21. The management style in my company brings out the best in employees. 22. Management does not discriminate on the basis of age, religion or disability 23. My management’s emphasis is on quality resulting in continuous improvement in services. 24. I am satisfied with my involvement in decisions which affect me. 25. We have procedures in place which help me control costs & reduce wastage. 26.I am fairly rewarded for the job I do.
- 3. 27. Team meetings are useful & productive. 28. I will recommend i-Source as a great Company to work for— 29. In your judgment how will you rate management leadership. 30. Does the annual appraisal help you & your boss to identify & agree on clear performance criteria for next year. 31. Does management support you with resources to achieve your objectives in time. 32. Do you agree that the organization has changed for the better over the past one year. We often receive conflicting information on policies & procedures which affect us such as HR , Finance & Admin. 34. In my opinion Company is socially responsible in the community. 35. My immediate boss seldom gives me recognition for work done well. 36. From what I hear our pay is as good as in other companies in our industry. 37. Morale in my department / Lob is generally high. 38. Our commitment to Quality is apparent in what we do on a day to day basis. 39. I have the resources / tools to do my job well. 40. I have a clear understanding of the financial targets of my department. 41. Overall, the physical working conditions at my location are satisfactory.( ventilation, hygiene ,space of work etc.)
- 4. 42. Company is too lenient to employees who perform poorly. 43. I believe that I have the opportunity for personal development & growth in Company. 44. In my experience, my immediate boss trusts people at my level in the business. 45. There is a healthy & cooperative environment at my workplace. 46. I know about the organization & what it is trying to achieve. 47. Management uses the employee feedback to improve continuously. 48. My immediate boss is available when I need him for advice. 49. Looking ahead to next year I feel that Company will achieve excellent results. 50. I feel proud to work for ______. 1 I know what is expected of me at work 2 There is someone at work who encourages my development 3 In the last six months, someone at work has talked to me about my progress 4 AT work, my opinion seem to count 5 I feel safe at work 6 I get opportunities at work to learn and grow 7 I am happy with my working hours 8 I am satisfied with the work load 9 My supervisor/boss treats me fairly 10 I get the training i need to perform my job well 11 I am always recognised if I take initiative