Generations 2
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This document discusses mentoring millennials in the workplace. It begins by providing an overview of the different generations currently in the workforce and their proportions. It then discusses what millennials want from their bosses and companies, including guidance, feedback, mentorship, and flexible benefits. The document notes that millennials will make up 75% of the workforce by 2025 but 91% expect to stay in a job for only 3 years or less. It provides strategies for formalized mentorship programs and discusses characteristics and return on investment from mentorship programs. Finally, it outlines best practices for establishing effective mentorship relationships.
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In this session, you’ll:
Understand how employee engagement increases retention
Learn how targeted programs can help you maintain a skilled workforce
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Research on harmful technology use by children indicates that children are often exposed to unhealthy food consumption, body image dissatisfaction, and inappropriate behavioral adaptation when they use technology without monitoring (Ricci et al., 2022). Too much technology usage can affect children's attention span since they become fixated on their digital lives, which causes them to miss out on their immediate physical environment (Mustafaoğlu et al., 2018). Parents must develop objectives for managing technology usage by children so that there shall be an appropriate development structure. The goals include the development of a plan for all device usage, setting time limits, and screen time should constantly get monitored, having enough technical knowledge, and restricting inappropriate websites. All these methods facilitate proper improvement of technology usage since it is possible to ensure regulations get integrated for indispensable technological interactions
Objectives:
1)
Present ways to parents how they can implement healthy technology use at home
2)
Explain the pros and cons of young children using technology at an early age
3)
Promote how technology is used in schools to ensure constant learning
4)
Explain the outcome that technology has on early brain development
5)
Display an online infographic blog discussing early technology use and ways to safely implement it into kids lives
References
Mustafaoğlu, R., Zirek, E., Yasacı, Z., & Razak Özdinçler, A. (2018). The negative effects of digital technology usage on children’s development and health. Addicta: The Turkish Journal on Addictions, 5, 227–247. http://dx.doi.org/10.15805/addicta.2018.5.2.0051
Ricci, R. C., Paulo, A., Freitas, A., Ribeiro, I. C., Pires, L., Facina, M., Cabral, M. B., Parduci, N. .
SAGEA Conference 2017
leading and managing graduate recruitment and development, including talent management / human resources professionals, career development advisors, service providers and professional associations.
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The world has become digital - what does this mean for organizations, HR, and leadership? Here's a view of the top 10 trends for the next few years.
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According to a Deloitte survey, 66% of Millennials expect to leave their current organization by 2020 due to a lack of leadership development opportunities and feeling overlooked for potential leadership roles. The survey found that 63% of Millennials believe their leadership skills are not being fully developed in their current roles. Developing Millennial's leadership skills and providing opportunities for career progression are key to increasing their loyalty and reducing turnover. The survey also found that Millennials' decision making is most influenced by personal values and they are looking for employers that have a positive impact on society through their business practices and culture.
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According to recent research, companies that create and sustain a culture where employees thrive are three times more productive than those that do not. Research also suggests that staff turnover may cost a company as much as 50 to 400 per cent of an employee's annual salary (depending on skill level) in lost productivity and re-recruitment alone. As it turns out, that second company focused on employee experience - a key tool that helps companies deliver better engagement, performance and growth capabilities. In the past, operational principles whipped industrial organizations into shape to drive productivity. Currently, leaders are focusing on digitization to create competitive advantage. We believe that humanization, or a focus on people and reimagining how we want to work in the future, is the next frontier.
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Millennials, born between 1980-2000, make up a large portion of today's workforce and consumer base. They are tech-savvy, goal-oriented, and self-confident. As employees, they expect flexibility, frequent promotions, and work-life balance. As consumers, they are heavily influenced by social media and visual content and spend significant portions of their income on dining out, travel, and clothing. To maximize their potential at work, companies should understand what motivates Millennials and how to engage them through their preferred communication methods.
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This document outlines the steps to design an effective learning solution: identify goals, perform a task analysis to determine what must be done to achieve the goals, define learning objectives and learner activities so students can demonstrate achieving the goals, and establish criterion checks to measure behavioral changes.
ADDIE - The Analyze Phase
This document outlines the steps to analyze the key aspects of designing a learning solution: conducting a needs assessment to identify the triggering behaviors, an audience analysis to tailor instruction to learners, a content analysis to identify existing reusable content, a technical analysis to determine participant constraints, and a structural analysis to identify course organization, duration, and format.
Brain Rules
This document summarizes key rules from the book "Brain Rules" by Dr. John Medina about how the brain works. It discusses 12 rules, but focuses on three in more depth: Exercise boosts brain power, Vision trumps all other senses, and We don't pay attention to boring things. The rules are supported by explanations of how physical activity, visual learning, emotions, and interruptions impact attention and memory in the brain. The presentation aims to provide useful information to understand brain development and function.
User Interface Design Principles
The document discusses the importance of user interface design for learning programs. It notes that learner complaints are often directed at confusing interfaces and that learning stops when learner frustration outweighs motivation. Effective interface design includes clear navigation, instructions, information and exit/help features to guide learners and prevent confusion. Visual design principles like hierarchy, flow, grouping and color schemes are also discussed to create an interface that optimally conveys information. Text design considerations like readability, clarity and appropriate reading level are also important to support learning.
ADDIE
The 5 steps of the ADDIE model are used to design training programs and include: analyze, design, develop, implement, and evaluate. The analyze step involves conducting needs assessments, audience analysis, and more to understand learning needs. In the design step, goals, task analysis, and learning objectives are identified. The develop step is when content and media are created. Next, in the implement step the training is distributed and promoted. Finally, the evaluate step involves formative and summative evaluations to measure effectiveness.
Stress Management
This document summarizes a stress management workshop that took place on April 20, 2009. The workshop covered topics like recognizing personal stress factors, turning stress into a positive, and ways to relieve stress. Participants completed a pre-workshop stress questionnaire and formed groups based on their approach to stress. The workshop discussed what stress is, common sources of stress, impacts of stress, and signs of stress. Participants learned about developing qualities like hardiness and resilience to manage stress and learned about employee assistance programs.
Creating Quality Presentations
The document provides tips for creating effective PowerPoint presentations, noting that overusing animations and effects can make audiences feel queasy. It recommends using graphics purposefully to enhance understanding rather than as an afterthought, and following an instructional design process to keep presentations engaging without breaking copyright rules. Quotes are included that emphasize the importance of visual information for recall and clarity over walls of text.
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永久可查学历认证【微信：A575476】【(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）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。
【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：A575476】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：A575476】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
→ 【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：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部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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Generations 2
- 1. 10.15.2014 ©2014 Volt Information Sciences, Inc. All rights reserved. Proprietary & Confidential Multi-Generational Workforce: Mentoring Millennials
- 2. Linus Law Branch Manager, Administrative & Industrial LLaw@Volt.com Charles Herchelroath Manager, Training and Development CHerchelroath@Volt.com Introductions 2
- 3. The Multi-Generational Workforce Generation Years Born Age Work Place % Traditionalists 1922-1945 69-92 4.2% Baby Boomers 1946-1965 49-68 38.1% Generation X 1965-1980 34-49 32.2% Generation Y /Millennials 1981 – 2000 14-33 25.5% 3
- 4. Millennials want… From their boss From their company Guidance Investment Feedback Strong Values Mentorship Flexible Benefits Formal Development Balance Flexibility Career Path 4
- 5. What do they want… 5 30% formalized mentorship programs 69% hands on guidance from their supervisor 74% supervisor to set specific short-term goals 59% invest in them long-term
- 6. The Future Workforce, The Current Dilemma Millennials will make up 75% of the workforce by 2025 91% of Millennials expect to stay in a job 3 years or less 6
- 9. Return on Investment Company A 23% higher retention rate amongst mentees 20% higher retention rate amongst mentors $6.7 million estimated savings 10 Company B $1.00 invested = $2.28 back in increased retention and productivity
- 10. Mentorship Strategies Micro-feedback Provide succinct feedback in near real time Reverse Mentoring Match entry-level employee to a senior- level executive Anonymous Mentoring Anonymity ensures that ideas and issues are more freely shared 11
- 11. Mentorship Strategies Online Group Mentoring Collaboration tools used to connect a single mentor to multiple employees 12
- 12. Best Practices Establish a relationship based on frequent and open communication Formal meetings should occur on a regular basis (monthly) Mentorship should last for at least the first 90 days Intentionally match mentees to mentors Train your mentors Make it standard Measure 13
- 13. Thank You