The document discusses the evolution of Deloitte's annual Human Capital Trends report from focusing on HR challenges to organizational challenges and now societal challenges, reflecting the rise of the social enterprise. It summarizes the key findings of the 2019 report, which identify 10 trends in three categories: the future of work, the future of the organization, and the future of HR. The trends focus on issues like the changing workforce, new types of jobs and leaders, improving employee experience, and the need to adapt learning and talent strategies to the modern world.
Realizado junto de mais de 7.000 líderes empresariais e de Recursos Humanos (RH) e em 130 países, o estudo Global Human Capital Trends 2016 da Deloitte é um dos maiores trabalhos de pesquisa realizado sobre os desafios da força de trabalho, da liderança e dos RH.
El estudio Global Talent Trends 2019 de Mercer, presentado en el PAD-Escuela de Dirección, muestra las principales tendencias en gestión del talento a nivel mundial para este año. Está basado en el aporte de más de 7300 líderes de RR.HH. de todo el mundo.
Elevating executive results: The c-suite’s guide to winning the war for talentAcertitude
Globalization, digital disruption, changes in workforce demographics, and shifting attitudes toward workplace engagement have created one of the most competitive and dynamic global talent markets in history. “Elevating executive results: The c-suite’s guide to winning the war for talent” identifies eight critical steps that enable companies and organizations to do a better job in finding – and keeping -- the leadership needed for sustained high performance in today’s demanding business environment.
Deloitte recently published a survey report titled 2016 Global Human Capital Trends CEOs and HR executives of 7,000 companies from over 130 countries around the world have prioritize trends for 2016.
Click through to see the top corporate recruiting trends for India in 2012.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Realizado junto de mais de 7.000 líderes empresariais e de Recursos Humanos (RH) e em 130 países, o estudo Global Human Capital Trends 2016 da Deloitte é um dos maiores trabalhos de pesquisa realizado sobre os desafios da força de trabalho, da liderança e dos RH.
El estudio Global Talent Trends 2019 de Mercer, presentado en el PAD-Escuela de Dirección, muestra las principales tendencias en gestión del talento a nivel mundial para este año. Está basado en el aporte de más de 7300 líderes de RR.HH. de todo el mundo.
Elevating executive results: The c-suite’s guide to winning the war for talentAcertitude
Globalization, digital disruption, changes in workforce demographics, and shifting attitudes toward workplace engagement have created one of the most competitive and dynamic global talent markets in history. “Elevating executive results: The c-suite’s guide to winning the war for talent” identifies eight critical steps that enable companies and organizations to do a better job in finding – and keeping -- the leadership needed for sustained high performance in today’s demanding business environment.
Deloitte recently published a survey report titled 2016 Global Human Capital Trends CEOs and HR executives of 7,000 companies from over 130 countries around the world have prioritize trends for 2016.
Click through to see the top corporate recruiting trends for India in 2012.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Global Recruitment Trends - Presentation delivered by Speaker Fernando Magalhaes, Senior Manager LatAm, LinkedIn at the marcus evans Latin HR Summit May 28-29 at the Trump Ocean Club, Panama City.
This presentation details the big changes in the HR technology market for 2019. If you would like a copy of these slides, please register at https://joshbersin.com/hr-tech-disruptions-for-2019/
Organizations face a radically shifting context for the workforce, the workplace, and the world of work. Our survey of more than 10,000 business and HR leaders from 140 countries reveals 10 areas for businesses to focus on to better organize, manage, develop, and align people at work.
View the shortened version: http://hir.vu/2n33CBX
Today HR and L&D organizations can finally deliver learning directly to people in the flow of work. This presentation describes this exciting new strategy, and how micro-learning (also called microlearning) can transform an organization's culture.
The Future Workforce: Prepare for Hiring and Managing Talent in 2020 and BeyondSarah Brennan
Preparing for the future workforce: 2020 - A look at the impact of the Gen Y generation on the work force trends and how they will be shaping how we recruit, retain, develop and engage the workforce in coming decades. A look at the impact of technology, mobile, social, and more.
Presented by Sarah White (@ImSoSarah) founder of Accelir - a Strategic Advisory firm focused on talent. Sponsored by SAP SuccessFactors - A talent management platform.
The 2013 Kelly Global Workforce Index (KGWI)
brings work and workplace insights sourced from
more than 120,000 respondents from 31 countries
across the Americas, EMEA and APAC regions.
This fourth installment, on the topic of Social
Media and Technology examines the way that
social media is impacting on job selection, career
choice and recruitment in general. Just as social
media has changed the nature of communications
across communities, it is breaking down barriers
in the workplace. Employees are more social
and more connected, and want access to the
technologies and platforms that will enable them
to share their working lives with a wider audience.
Our annual Global Human Capital Trends report for 2018 showcases a profound shift facing leaders worldwide: The rapid rise of what we call the social enterprise. This shift reflects the growing importance of not only workforce satisfaction internally, but also connections to the external world, customers, partners, and society at large. What does this mean for human capital in government organizations? The rise of the social enterprise demands that the public sector bring a determined focus on building social capital by engaging with diverse stakeholders, accounting for external trends, devising strategies that manage new societal expectations, and creating a sense of mission and purpose throughout the entire organization.
Access the full report here: https://deloi.tt/2MDJUJM
Get Ahead of Your Competition: 10 Global Human Capital Trends You Must KnowIdeal | AI for Recruiting
Sponsored by Ideal.com, Carolyn Lawrence, Leader of Gender Diversity and Inclusion at Deloitte, presents the 10 global human capital trends currently transforming the workplace including diversity, culture and engagement, and people analytics. Learn more: http://bit.ly/2dC9Nv1
The fifth annual MIT Sloan and Deloitte study of digital business reveals digitally mature organizations don't just innovate more, they innovate differently—leveraging ecosystems and cross-functional teams that play critical roles.
IMPACT OF SOCIAL HIRING ON TALENT ACQUISITION STRATEGY IN 2019 - ReportTop CHRO
Modern HR managers are steadily indulging in social media recruiting to have an edge in a highly competitive job market. In this report- Social Hiring 2019, you will fathom the impact it is creating in the world of HR. You can also download the report here: https://www.topchro.com/article/impact-of-social-hiring-on-talent-acquisition-strategy-in-2019
Recruitment activities have started picking up. Organizations are experiencing
2 challenges the most in attracting Top talent: Availability and Compensation &
Benefits.
Ciel Works has brought this research to help you craft talent strategies for your organisation and win in this dynamic business environment
for more details visit us on
http://www.cielhr.com/research/
http://www.cielhr.com/
Upcoming Trends and Challenges in Human Resource ManagementCeline George
One such disparity shown over technology is Human Resource Management. As the stream totally revolves around human resources, there is always a resist for deeper penetration of the technology. People fear that technology might outway them in carrying business operations. However, with HR tools like HR software in workplaces, people have started gradually adapting to technology.
Here are the challenges and trends that Human Resource Management will witness in the coming days.
Read More: https://www.openhrms.com/blog/upcoming-trends-and-challenges-in-human-resource-management
Global Recruitment Trends - Presentation delivered by Speaker Fernando Magalhaes, Senior Manager LatAm, LinkedIn at the marcus evans Latin HR Summit May 28-29 at the Trump Ocean Club, Panama City.
This presentation details the big changes in the HR technology market for 2019. If you would like a copy of these slides, please register at https://joshbersin.com/hr-tech-disruptions-for-2019/
Organizations face a radically shifting context for the workforce, the workplace, and the world of work. Our survey of more than 10,000 business and HR leaders from 140 countries reveals 10 areas for businesses to focus on to better organize, manage, develop, and align people at work.
View the shortened version: http://hir.vu/2n33CBX
Today HR and L&D organizations can finally deliver learning directly to people in the flow of work. This presentation describes this exciting new strategy, and how micro-learning (also called microlearning) can transform an organization's culture.
The Future Workforce: Prepare for Hiring and Managing Talent in 2020 and BeyondSarah Brennan
Preparing for the future workforce: 2020 - A look at the impact of the Gen Y generation on the work force trends and how they will be shaping how we recruit, retain, develop and engage the workforce in coming decades. A look at the impact of technology, mobile, social, and more.
Presented by Sarah White (@ImSoSarah) founder of Accelir - a Strategic Advisory firm focused on talent. Sponsored by SAP SuccessFactors - A talent management platform.
The 2013 Kelly Global Workforce Index (KGWI)
brings work and workplace insights sourced from
more than 120,000 respondents from 31 countries
across the Americas, EMEA and APAC regions.
This fourth installment, on the topic of Social
Media and Technology examines the way that
social media is impacting on job selection, career
choice and recruitment in general. Just as social
media has changed the nature of communications
across communities, it is breaking down barriers
in the workplace. Employees are more social
and more connected, and want access to the
technologies and platforms that will enable them
to share their working lives with a wider audience.
Our annual Global Human Capital Trends report for 2018 showcases a profound shift facing leaders worldwide: The rapid rise of what we call the social enterprise. This shift reflects the growing importance of not only workforce satisfaction internally, but also connections to the external world, customers, partners, and society at large. What does this mean for human capital in government organizations? The rise of the social enterprise demands that the public sector bring a determined focus on building social capital by engaging with diverse stakeholders, accounting for external trends, devising strategies that manage new societal expectations, and creating a sense of mission and purpose throughout the entire organization.
Access the full report here: https://deloi.tt/2MDJUJM
Get Ahead of Your Competition: 10 Global Human Capital Trends You Must KnowIdeal | AI for Recruiting
Sponsored by Ideal.com, Carolyn Lawrence, Leader of Gender Diversity and Inclusion at Deloitte, presents the 10 global human capital trends currently transforming the workplace including diversity, culture and engagement, and people analytics. Learn more: http://bit.ly/2dC9Nv1
The fifth annual MIT Sloan and Deloitte study of digital business reveals digitally mature organizations don't just innovate more, they innovate differently—leveraging ecosystems and cross-functional teams that play critical roles.
IMPACT OF SOCIAL HIRING ON TALENT ACQUISITION STRATEGY IN 2019 - ReportTop CHRO
Modern HR managers are steadily indulging in social media recruiting to have an edge in a highly competitive job market. In this report- Social Hiring 2019, you will fathom the impact it is creating in the world of HR. You can also download the report here: https://www.topchro.com/article/impact-of-social-hiring-on-talent-acquisition-strategy-in-2019
Recruitment activities have started picking up. Organizations are experiencing
2 challenges the most in attracting Top talent: Availability and Compensation &
Benefits.
Ciel Works has brought this research to help you craft talent strategies for your organisation and win in this dynamic business environment
for more details visit us on
http://www.cielhr.com/research/
http://www.cielhr.com/
Upcoming Trends and Challenges in Human Resource ManagementCeline George
One such disparity shown over technology is Human Resource Management. As the stream totally revolves around human resources, there is always a resist for deeper penetration of the technology. People fear that technology might outway them in carrying business operations. However, with HR tools like HR software in workplaces, people have started gradually adapting to technology.
Here are the challenges and trends that Human Resource Management will witness in the coming days.
Read More: https://www.openhrms.com/blog/upcoming-trends-and-challenges-in-human-resource-management
Careers in the 21st Century (Webinar by Fuel50 and Bersin by Deloitte)Fuel50
There is no one right way to approach career management. Strategies for moving workers into, around, and even out of the organization have changed drastically in the past ten years and largely depend on the goals of both the worker and the company.
However, companies with effective career management initiatives have some similarities. They tend to approach career management holistically – considering more than just role descriptions and career paths – and they focus heavily on alignment with organizational goals and needs.
Check out this deck from our webinar, or view the recording at https://www.fuel50.com/events/careers-21st-century/
Deloitte India : 2019 Deloitte Global Human Capital Trendsaakash malhotra
Deloitte’s Human Capital professionals leverage research, analytics, and industry insights to help design and execute the HR, talent, leadership and change programs that enable business performance through people performance. See More : https://www2.deloitte.com/in/en.html
Generation Y is taking over the workplace and it’s sooner than you think. By 2025, they will comprise 75% of the workforce.
Due to demographic shifts, including more experienced Baby Boomer workers retiring, it is essential to engage Generation Y now so they are able to fulfill expected talent shortages in the near future. Developing a strong leadership pipeline and expertise are key to business continuity.
Unfortunately, many organizations are not prepared to attract, engage, and retain Generation Y employees because they continue to use management practices that are off target. Neglecting to engage Generation Y will result in talent shortages, turnover expenses, and a damaged reputation.
Generation Y had a different upbringing than the Baby Boomers and Generation X; however, much of what they demand in the workplace will engage the entire workforce, not just their demographic. Engaging Generation Y is as much about modernizing your workplace as it is about creating an environment to capture the best new talent; the ROI is far-reaching.
Learn more about the trends that are shaping the future of work and how embracing technology and the social web can help organizations to capture the millennial workforce and enhance organizational performance.
Human Capital Trends 2016 The new organization: Different by designaakash malhotra
Explore Deloitte India’s Human Capital Trends 2016 report that talks about the top 10 trends that defined the year 2008. You can also take a look at the 2016 trends ranked in order of their importance and readiness. The report offers important insights on the future of priorities and readiness of business in India to meet HR trends.
Similar to Explore the Swiss results in more detail (20)
Enquête de Deloitte auprès des CFO en Suisse – 1er semestre 2023Deloitte Switzerland
Par rapport à l'automne dernier, les CFO sont beaucoup plus optimistes quant à l'évolution économique de la Suisse et de ses principaux partenaires commerciaux. Malgré la persistance des risques géopolitiques et des taux d'inflation élevés, les marges des entreprises devraient augmenter, et les entreprises répondent aux risques géopolitiques par la numérisation, la coopération et le " friendshoring ".
Compared to last autumn, CFOs are much more optimistic about the economic development of Switzerland and its major trading partners. Despite continued geopolitical risk and elevated inflation rates, corporate margins are expected to rise, and companies are responding to geopolitical risk with digitalisation, cooperation and “friendshoring”.
Enquête de Deloitte auprès des CFO en Suisse – Premier semestre 2022Deloitte Switzerland
Les CFO suisses n’anticipent pas de récession dans le pays au cours des douze prochains mois, mais la guerre en Ukraine a fortement érodé leur optimisme quant aux perspectives économiques. Les perspectives des entreprises restent globalement positives, mais la perception des risques par les CFO a radicalement changé : l'impact de la guerre suscite de vives inquiétudes, les chaînes d'approvisionnement rencontrent des difficultés importantes et les entreprises sont confrontées à des augmentations parfois considérables du coût des matières premières, des biens intermédiaires et des services.
CFOs in der Schweiz erwarten in den nächsten 12 Monaten keine Rezession, doch der Krieg in der Ukraine sorgt für einen klaren Einbruch des Konjunkturoptimismus. Die Unternehmensaussichten bleiben weitestgehend positiv, jedoch verändert sich die Risikolandschaft für CFOs drastisch: Die Sorgen vor den Auswirkungen des Krieges sind hoch, Lieferkettenprobleme bleiben akut und Unternehmen sind teilweise mit starken Preisanstiegen von Rohstoffen, Vorprodukten und Dienstleistungen konfrontiert.
Swiss CFOs do not expect the country to face a recession over the next 12 months, but the war in Ukraine has placed a significant damper on their optimism about the economic outlook. The corporate outlook remains broadly positive, but there has been a dramatic shift in CFOs’ perception of risk: there are major concerns about the impact of the war, supply chain issues remain acute, and companies are facing sometimes significant increases in the cost of raw materials, primary goods and services.
Une nette majorité des CFO voient des perspectives de croissance dans le positif pour la Suisse dans les 12 mois à venir. La situation reste toutefois instable et, malgré un optimisme fortement grandissant, l’insouciance d’un boom est encore très lointaine.
Eine klare Mehrheit der CFOs sieht positive Schweizer Wachstumsaussichten in den nächsten 12 Monaten. Die Situation bleibt jedoch labil und trotz des stark gestiegenen Optimismus kann von einem sorgenfreien Boom noch keine Rede sein.
A clear majority of Swiss CFOs rates the prospects for the Swiss economy over the next 12 months as positive. However, the situation remains fragile, and despite renewed optimism, CFOs are not yet confident there will be an economic boom.
Nach dem tiefen Fall im ersten Halbjahr folgt die Erholung, dies zeigen die Ergebnisse der aktuellen 40. CFO-Umfrage.
Die erwartete Erholung fällt aber schwach und uneinheitlich aus und die Rückkehr zum Vorkrisenniveau lässt noch länger auf sich warten. Die Lage bleibt instabil und in grossem Masse von der weiteren epidemiologischen Entwicklung und den politischen Reaktionen darauf abhängig. Beide sind schwierig wenn nicht unmöglich vorherzusagen und so müssen sich Unternehmen weiterhin auf eine erhöhte Unsicherheit einstellen. Die Pandemie bleibt daher wenig überraschend das gefährlichste Unternehmensrisiko aus Sicht der CFOs. Doch auch das Risiko von Kredit-oder Zahlungsausfälle ist erstmals auf die Liste vorgerückt.
La chute libre du premier semestre est suivie d'une reprise. Les perspectives des entreprises s'embellissent et une poursuite de l'amélioration se profile sur les 12 prochains mois - mais la reprise attendue est faible et inégale. La majorité des entreprises prévoit d'avoir atteint le niveau de chiffre d'affaires d'avant-crise au T3 2021 seulement.
Due to the COVID-19 crisis, almost all Swiss CFOs expect a sharp economic downturn with recession in Switzerland as well as in the USA, the UK and the Eurozone. Swiss companies are responding to the crisis mainly through cost saving and revenue generating measures. They are better equipped for the crisis than companies in other countries.
Zusammenfassung der Schweizer CFO-Umfrage – 1. Halbjahr 2020Deloitte Switzerland
Aufgrund der COVID-19-Krise erwarten fast alle Schweizer CFOs einen starken Wirtschaftseinbruch mit Rezession in der Schweiz wie in den USA, Grossbritannien und der Eurozone. Schweizer Unternehmen begegnen der Krise hauptsächlich durch Kosteneinsparungen und Generierung neuer Umsätze. Sie sind besser gerüstet für die Krise als Unternehmen in anderen Ländern.
CFOs expect weaker economic growth, but no recession in Switzerland. Currency concerns are once again widespread, and in response to the greater challenges they face, companies are relying heavily on digitisation.
The tenth anniversary edition of the CFO Survey is dominated by the preparations of Swiss CFOs for stormy times. Currency risks have increased in importance and companies are less willing to consider investments.
Less upbeat for the second time in a row, but still positive: once again, Swiss CFOs view economic prospects as worse than in the previous half-year. However, they remain positive overall and are counting on increased investment and employee numbers. Their major concerns are geopolitical risks and weak domestic demand.
SAP S/4HANA Enterprise Management provides the lean digital core that serves as a foundation for business innovation and optimisation, enabling the enterprise to start the digital journey in line with its individual benefits/risk profile.
What are Swiss banks doing well, and where can they improve when it comes to their range of digital offering – and to the user experience of their customers?
The outlook for Swiss companies is great: optimism among CFOs is at its highest since the first CFO Survey in 2009. The outlook for both revenues and operating margins is positive. Most CFOs expect an increase of investments and a shortage of skills.
Organizations face a radically shifting context for the workforce, the workplace, and the world of work. Our survey of more than 10,000 business and HR leaders from 140 countries reveals 10 areas for businesses to focus on to better organize, manage, develop, and align people at work.
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.
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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.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
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➢ Korean President visits Samsung Electronics R&D Center
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
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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.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Memorandum Of Association Constitution of Company.pptseri bangash
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
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Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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.