The document provides guidance and inspiration for engineering professionals. It discusses how engineers possess curious minds and seek to understand and improve their surroundings. They solve issues in areas like energy, transportation, healthcare, and sustainability. The document emphasizes that engineers help improve life through innovation and new possibilities. It encourages engineers to find meaning and satisfaction in their work.
Social networking has been part of the recruiting landscape for some time, but as prospective hires become employees, companies are using social tools to streamline work processes associated with onboarding new hires.
Companies are finding that by leveraging social technologies they can create communities for new employees that provide opportunities for learning, mentorship and peer identification quickly reducing training time and strengthening company culture at the same time.
During this session you’ll hear how companies are delivering gold-medal onboarding by:
Pre-distributing benefits and learning materials
Facilitating employee introductions and collaboration prior to new hire orientation
Pinpointing mentors and birds of a feather
Using 360º performance reviews and transparency of actions to provide true measure of employee success.
Creating Kick-Ass Users: Principles for Effective OnboardingStefanie Andersen
Onboarding is a critical phase of the user's journey, but the first-time user experience is often neglected during the design process. This presentation draws on principles from game design and instructional design to explain how to make products more engaging and easier to learn.
HR Webinar: Preparing for the Future of WorkAscentis
Preparing for the Future of Work is a proven process where Global Workforce Transformation expert Laura Goodrich provides the tools and roadmap for you, your organization, and your team members to rewire old habits of thinking and develop a new thinking process primed for innovation and success. Learn how routine, and established patterns get in the way of new solutions, and innovation.
Those who embrace the future are the ones who will shape the future. That’s a fact. You need to be ready to take on the challenges of tomorrow. You need to be future focused. But how do you cultivate that future focused mindset?
A designed process that combines live experiences with microlearning programs. As a whole, this process will help your employees evolve in their respective roles and help others to do the same. It’s a hybrid process that creates measurable and observable change in your workforce.
Are you ready to prepare for the future of work?
Social networking has been part of the recruiting landscape for some time, but as prospective hires become employees, companies are using social tools to streamline work processes associated with onboarding new hires.
Companies are finding that by leveraging social technologies they can create communities for new employees that provide opportunities for learning, mentorship and peer identification quickly reducing training time and strengthening company culture at the same time.
During this session you’ll hear how companies are delivering gold-medal onboarding by:
Pre-distributing benefits and learning materials
Facilitating employee introductions and collaboration prior to new hire orientation
Pinpointing mentors and birds of a feather
Using 360º performance reviews and transparency of actions to provide true measure of employee success.
Creating Kick-Ass Users: Principles for Effective OnboardingStefanie Andersen
Onboarding is a critical phase of the user's journey, but the first-time user experience is often neglected during the design process. This presentation draws on principles from game design and instructional design to explain how to make products more engaging and easier to learn.
HR Webinar: Preparing for the Future of WorkAscentis
Preparing for the Future of Work is a proven process where Global Workforce Transformation expert Laura Goodrich provides the tools and roadmap for you, your organization, and your team members to rewire old habits of thinking and develop a new thinking process primed for innovation and success. Learn how routine, and established patterns get in the way of new solutions, and innovation.
Those who embrace the future are the ones who will shape the future. That’s a fact. You need to be ready to take on the challenges of tomorrow. You need to be future focused. But how do you cultivate that future focused mindset?
A designed process that combines live experiences with microlearning programs. As a whole, this process will help your employees evolve in their respective roles and help others to do the same. It’s a hybrid process that creates measurable and observable change in your workforce.
Are you ready to prepare for the future of work?
Learner Engagement is back in focus. With the majority of the global corporate workforce still #workingfromhome, several recent surveys indicate that #learnerengagement will be one of the top points to address for corporate L&D team.
While we all agree that Motivation and Practice are the two pillars of Learning Engagement, Learning at the Time of Need and Feedback are two factors that we can ill afford to ignore. Learning engagement also depends largely on the organizational culture, and the transition of L&D from an order taker to playing an active role by being a consultant/advisor is crucial for today's learning endeavors to be successful. Also, the active contribution of line managers and other similar stakeholders in the creation and curation of learning content is also essential.
It is with the aim to discuss and emphasize these factors that we present you with the top 20 quotes from the insightful conversations that Amit Garg - CEO of Upside Learning Solutions, who moderated the podcasts had with learning experts and features:
Dhiren Doshi
Kirk Donaghey
Keith Keating
Guy W Wallace
Phil Reddall
Jennifer Tsang, PCC
Toby Harris
Stefaan van Hooydonk 范汇东
Vince Han
Julie Dirksen
Atlas TIP Strategies Economic Development Marketing and the Future of Jobs Atlas Integrated
Atlas Advertising CEO and TIP Strategies Principal Jon Roberts discuss Economic Development Marketing and the Future of Jobs in this webinar. Topics include Job Creation, the Economy, Economic Development Marketing, and more.
Focusing on Employee Engagement: How to Measure and Improve ItKip Michael Kelly
This white paper:- Outlines the characteristics of engaged employees- Identifies the traits that engaged, disengaged and actively disengaged employees demonstrate- Explores the costs of poor employee engagement to organizations- Provides suggestions to human resource and talent management professionals on how to gauge employee engagement in their organizations- Offers employee engagement trends and steps to improve employee engagement that HR and talent management professionals can take
Employee Experience: A quick tour of the new Human ResourcesHuman Capital Media
The term “Employee Experience” has become popular in recent years and several high-profile organizations rebranded their human resources and employee benefits departments to employee experience. Consequently, many HR and benefits professionals are changing their titles and adding an employee experience skill set to their functions and résumés. But what exactly is employee experience and how does it differ from traditional human resources? Join expert Nate Randall, founder and president of Ursa Major Consulting, as he shines a light on distinguishing characteristics of employee experience and how it can produce real value when implemented thoughtfully.
During this webcast, you will:
Learn what leading companies are doing to reimagine the human resources function.
Discover how meaningful an employee experience approach can be.
Understand commonly encountered roadblocks when transitioning.
The Collaborative Organization ManifestoJacob Morgan
A free ebook which serves as a pre-cursor to my book, The Collaborative Organization. The way we work is changing. New behaviors and technologies are entering the enterprise and organizations are struggling to adapt to these changes. This ebook is the first step in providing a resource that can help evolve businesses into Collaborative Organization's.
Talent retention penne gabel and colleen la roseColleen LaRose
What is talent retention? Why is it important? How can the public workforce system help companies with their talent retention efforts? All this and more is covered in this webinar! The full webinar may be purchased at www/nereta/org/training
Improving Employee Engagement through a Culture of InnovationTalentMap
The top organizations in Canada in terms of employee engagement all foster a strong culture of innovation. What does this mean? How can we do that in our organizations? How do we do this in the public sector or not-for-profit sectors (as well as in our companies)?
Empower Your Managers to Own New Employee OnboardingEnboarder
What do you need to build a good (and great) onboarding experience?
How can you boost the success of your employee onboarding program (and by extension your organization's overall performance)?
How do you get managers involved in the onboarding process for new hires?
This guide from Enboarder provides the framework and answers for all these questions, and more.
Description:
2016 Glassdoor Summit
Josh Bersin, Principal, Bersin by Deloitte, Deloitte Consulting LLP -- The New World of Employment Brand: Culture, Engagement, Career, Wellness
https://www.youtube.com/watch?v=jKcVisrqfNo
Engaging your Employees through a Compelling Organizational VisionTalentMap
Do you know the single, most important, factor in determining how engaged your employees are? Compensation? Teamwork? Feedback and Recognition? Nope. All wrong. It’s seeing a clear link between one’s work and the organization’s long-term objectives, i.e. its vision. Employees need to feel part of something greater than themselves; they want and need to be on board with the big picture. Yet so many organizations struggle to get this one right, but when they do, employee engagement goes through the roof!
Full Study: Performance Reviews Get a Failing GradeAdobe
We surveyed 1,500 U.S. office workers for their thoughts on performance reviews, and unsurprisingly, people aren't fans of them. What we did unearth though are interesting reactions and feelings about the process. Shift through the full report.
Curious about how we've ditched the reviews for the Check-In? More on that here (https://adobe.ly/2j5NLUe) with resources to employ the Check-In for your org here: http://www.adobe.com/check-in.html
Learner Engagement is back in focus. With the majority of the global corporate workforce still #workingfromhome, several recent surveys indicate that #learnerengagement will be one of the top points to address for corporate L&D team.
While we all agree that Motivation and Practice are the two pillars of Learning Engagement, Learning at the Time of Need and Feedback are two factors that we can ill afford to ignore. Learning engagement also depends largely on the organizational culture, and the transition of L&D from an order taker to playing an active role by being a consultant/advisor is crucial for today's learning endeavors to be successful. Also, the active contribution of line managers and other similar stakeholders in the creation and curation of learning content is also essential.
It is with the aim to discuss and emphasize these factors that we present you with the top 20 quotes from the insightful conversations that Amit Garg - CEO of Upside Learning Solutions, who moderated the podcasts had with learning experts and features:
Dhiren Doshi
Kirk Donaghey
Keith Keating
Guy W Wallace
Phil Reddall
Jennifer Tsang, PCC
Toby Harris
Stefaan van Hooydonk 范汇东
Vince Han
Julie Dirksen
Atlas TIP Strategies Economic Development Marketing and the Future of Jobs Atlas Integrated
Atlas Advertising CEO and TIP Strategies Principal Jon Roberts discuss Economic Development Marketing and the Future of Jobs in this webinar. Topics include Job Creation, the Economy, Economic Development Marketing, and more.
Focusing on Employee Engagement: How to Measure and Improve ItKip Michael Kelly
This white paper:- Outlines the characteristics of engaged employees- Identifies the traits that engaged, disengaged and actively disengaged employees demonstrate- Explores the costs of poor employee engagement to organizations- Provides suggestions to human resource and talent management professionals on how to gauge employee engagement in their organizations- Offers employee engagement trends and steps to improve employee engagement that HR and talent management professionals can take
Employee Experience: A quick tour of the new Human ResourcesHuman Capital Media
The term “Employee Experience” has become popular in recent years and several high-profile organizations rebranded their human resources and employee benefits departments to employee experience. Consequently, many HR and benefits professionals are changing their titles and adding an employee experience skill set to their functions and résumés. But what exactly is employee experience and how does it differ from traditional human resources? Join expert Nate Randall, founder and president of Ursa Major Consulting, as he shines a light on distinguishing characteristics of employee experience and how it can produce real value when implemented thoughtfully.
During this webcast, you will:
Learn what leading companies are doing to reimagine the human resources function.
Discover how meaningful an employee experience approach can be.
Understand commonly encountered roadblocks when transitioning.
The Collaborative Organization ManifestoJacob Morgan
A free ebook which serves as a pre-cursor to my book, The Collaborative Organization. The way we work is changing. New behaviors and technologies are entering the enterprise and organizations are struggling to adapt to these changes. This ebook is the first step in providing a resource that can help evolve businesses into Collaborative Organization's.
Talent retention penne gabel and colleen la roseColleen LaRose
What is talent retention? Why is it important? How can the public workforce system help companies with their talent retention efforts? All this and more is covered in this webinar! The full webinar may be purchased at www/nereta/org/training
Improving Employee Engagement through a Culture of InnovationTalentMap
The top organizations in Canada in terms of employee engagement all foster a strong culture of innovation. What does this mean? How can we do that in our organizations? How do we do this in the public sector or not-for-profit sectors (as well as in our companies)?
Empower Your Managers to Own New Employee OnboardingEnboarder
What do you need to build a good (and great) onboarding experience?
How can you boost the success of your employee onboarding program (and by extension your organization's overall performance)?
How do you get managers involved in the onboarding process for new hires?
This guide from Enboarder provides the framework and answers for all these questions, and more.
Description:
2016 Glassdoor Summit
Josh Bersin, Principal, Bersin by Deloitte, Deloitte Consulting LLP -- The New World of Employment Brand: Culture, Engagement, Career, Wellness
https://www.youtube.com/watch?v=jKcVisrqfNo
Engaging your Employees through a Compelling Organizational VisionTalentMap
Do you know the single, most important, factor in determining how engaged your employees are? Compensation? Teamwork? Feedback and Recognition? Nope. All wrong. It’s seeing a clear link between one’s work and the organization’s long-term objectives, i.e. its vision. Employees need to feel part of something greater than themselves; they want and need to be on board with the big picture. Yet so many organizations struggle to get this one right, but when they do, employee engagement goes through the roof!
Full Study: Performance Reviews Get a Failing GradeAdobe
We surveyed 1,500 U.S. office workers for their thoughts on performance reviews, and unsurprisingly, people aren't fans of them. What we did unearth though are interesting reactions and feelings about the process. Shift through the full report.
Curious about how we've ditched the reviews for the Check-In? More on that here (https://adobe.ly/2j5NLUe) with resources to employ the Check-In for your org here: http://www.adobe.com/check-in.html
How to Select a Topic and Target Audience for Your InfographicJESS3
Honing in on your topic and audience are harder than you might think. Don't worry, we are here to help.
Originally presented at JESS3's UX Week 2012 Infographic Workshop.
JESS3 specializes in the art of data visualization, adding context and meaning to the exponentially growing world of data around us.
Have you ever found yourself in a never ending spiral of edits from a client? Did you or your client assume that making an infographic would be "quick" and "easy"? If you've answered yes to any of these questions, you may want to review this deck and reflect.
Originally presented at JESS3's UX Week 2012 Infographic Workshop.
JESS3 specializes in the art of data visualization, adding context and meaning to the exponentially growing world of data around us.
The infographic is in danger. Learn what you can do to save it from (insert villain here).
Originally presented at JESS3's UX Week 2012 Infographic Workshop.
JESS3 specializes in the art of data visualization, adding context and meaning to the exponentially growing world of data around us.
Thought Starters for Infographic Distribution and OutreachJESS3
Ever wonder how an infographic goes -- dare we say -- "viral"? A few thought starters to get the wheels turning.
Originally presented at JESS3's UX Week 2012 Infographic Workshop.
JESS3 specializes in the art of data visualization, adding context and meaning to the exponentially growing world of data around us.
How to Create a Narrative for Your InfographicJESS3
Just like your term paper in college, an infographic needs to have a structure: from a clear thesis, to credible evidence to a concise (and even actionable) conclusion.
Originally presented at JESS3's UX Week 2012 Infographic Workshop.
JESS3 specializes in the art of data visualization, adding context and meaning to the exponentially growing world of data around us.
A Brief History of Information Design and Visual StorytellingJESS3
Humankind has been telling complex stories through simple visuals long before you saw your first infographic at Mashable. History is humbling, let's go back in time together!
Originally presented at JESS3's UX Week 2012 Infographic Workshop.
JESS3 specializes in the art of data visualization, adding context and meaning to the exponentially growing world of data around us.
JESS3 Presents - The Do's & Don'ts of Making an InfographicJESS3
Utilizing infographics to tie visual design and data together is what we do best, and we're gonna let you in on the secret to our success! Here are the Do's and Don'ts of creating an awesome infographic!
The Importance of Infographic Wireframing and StructureJESS3
Ever wonder why an infographic doesn't look "just right"? Chances are they skipped out on some of these key steps. Originally presented at JESS3's UX Week 2012 Infographic Workshop.
JESS3 specializes in the art of data visualization, adding context and meaning to the exponentially growing world of data around us.
In this ebook, you will learn what innovative colleges, students, and employers are doing with their experiential practical learning to succeed in the 21st century.
1.2.10 Устройства управления и сигнализацииIgor Golovin
Устройства управления и сигнализации включают следующую продукцию:
- Кулачковые переключатели
- Выключатели нагрузки
- Кнопки управления и светосигнальная арматура
Dr.* Truemper, Or: How I learned to Stop Being Wasteful and Love Lean UXJake Truemper
Introduction to Lean UX, presented Nov 15 2013 at the St. Louis Days of .Net
In this presentation, Jake ("Dr. Truemper") speaks to Lean UX: what it is, why it should matter to you, basic tenants, and how it can be applied.
What’s Happening to Our Freshout Engineers?svillach
This presentation describes the results of an exploratory study investigating the work that newly graduated and hired "freshout" engineers perform in the workplace. The study investigates:
* The tasks that freshouts perform successfully and unsuccessfully on the job.
* The consequences of nonperformance.
* The root causes of nonperformance.
This study was funded by the National Science foundation.
Portions of this material are based upon work supported by the National Science Foundation under Grant No. 1037808.
Any opinions, findings, and conclusions or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the National Science Foundation.
A summary of the basic principles of design thinking, human centered innovation and its application to strategy. Created by Natalie Nixon of Figure 8 Thinking.
To decompress from the awesome talks and workshops at Lean Day: West, I built a presentation to share with my colleagues in order to share some of the stories of real-world Lean Engineering and Lean Startup. Apologies for removing some privileged information, and for the font weirdness!
"Innovative Problem Solving: Getting Unstuck In Your Thinking"Sherisse Steward
New ideas are the currency of influence and advancement in organizations. While not every great idea makes it to the marketplace, sometimes even creating those ideas can be a challenge for the individual and the organization. This session will help participants build skills to overcome personal blind spots and common organizational challenges, so your collaborative more effectively and solve businses problems.
The need for Business design to underpin strategic and operational agility Craig Martin
Talk given at the business architecture Master Series in Sydney October 2019.
Agility is here to stay. But dig a little deeper and you will see that fundamental strategic, structural and cultural issues exist that often prevent success within large organizations. Some organizations have learnt the hard way when it comes to the missing pieces of the puzzle around organizational agility.
I was recently asked by a new-ways-of-working team to help them apply business design to create the target operating model needed to enable structural, operational and strategic agility. Is this the secret sauce that’s been missing in the agility conversations?
In this talk I’ll discuss the broader issues around agility when creating the adaptive and fast learning organization. And discuss the "secret sauce" that is missing when it comes to business heuristics and patterns.
I will also look at the areas where agility is succeeding and failing and discuss the need for multi-disciplinary architects that can help with the transition across strategic, business and delivery lenses.
PS - this is a presentation pack. I dont put everything I talk to into a slide. Some of these slides will therefore lack some context for you. Next time I'll record the talk and you can hopefully catch the story around the slides.
Adopting Lean innovation thinking involves deliberately practicing Lean innovation routines. too often companies attempt to reduce innovation to a set of tools. Great companies make innovation a part of the fabric of the organization through continuous improvement. We provide thought starters here. Learn more about how organizations are doing this at the 2014 LPPDE Conference on September 23-24 in Raleigh/Durham, NC (www.lppde.org).
Job descriptions are the foundation of many key activities in HR, but most organizations treat the creation and maintenance of job descriptions as an ad hoc process, driven by an immediate need to recruit or retain.
In this discussion Melissa Tessendorf will talk about best practices for creating and maintaining job descriptions and how job competencies can provide a more strategic overall approach.
This session will cover:
Best practices for writing job descriptions.
Who should be responsible for initiating the process and who should do the writing?
The differences between recruitment-focused job descriptions and job descriptions for HR.
How to avoid common job description writing mistakes.
Why critical competencies should be incorporated into the job description.
How the entire organization can benefit from a job descriptions enhanced with critical competencies.
How technology can assist.
Slow DownTo Speed Up: Retrospectives To Improve Product & Process (Gottesdien...EBG Consulting, Inc.
(slides and handout from PMI Personal Development Day, May 2010)
Project retrospectives go beyond classic “lessons learned”. Retrospectives are one the best ways to improve your project results and build a healthy project community.
Retrospective facilitator and agile coach Ellen Gottesdiener explain the why’s, what’s and how’s of conducting milestone, iteration and end-of-project retrospectives to elicit and leverage the project community’s collective wisdom, define and sustain good practices, avoid faulty decisions, and adapt for success.
Learn:
• The value proposition: retrospective benefits and characteristics
• Who should be involved, and how to involved them
• Essential steps for planning and conducting effective retrospectives
• Key questions to answer, ways to address “safety”, and sample retrospective activities
Similar to Guidance and inspiration for engineering professionals  (20)
As a pioneer in the staffing industry, and in the study of workforce preferences, Kelly takes a high-level look at collaboration as it pertains to the global worker today. In addition to analyzing worker preferences and psychographic insights based on survey data from the 2015 and 2014 Kelly Global Workforce Index™ (KGWI), this report pulls insights from Kelly Free Agent research (2015) survey data and other research sources. Unless otherwise noted, all statistics come from recent Kelly workforce research data.
Maßnahmen gegen den Fachkräftemangel in Europa in den Bereichen Mathematik, Informatik, Naturwissenschaft und Technik: Warum eine Strategie der Inklusion entscheidend ist.
Wenn wir den massiven Fachkräftemangel in den MINT-Berufen (Mathematik, Informatik, Naturwissenschaft und Technik) in Europa lindern wollen, müssen wir schleunigst damit beginnen, mehr Frauen einzustellen. Und wir müssen dabei an einem Strang ziehen. Zur Optimierung des MINT-Talentepools durch größere Diversität bedarf es jedoch mehr als nur ein wenig zusätzlicher Mühe bei der Personalanwerbung. Vor allem gilt es, ein Klima der Inklusion zu schaffen, das die Einstellung und Bindung von Frauen in der MINT-Branche begünstigt. Gleichzeitig müssen Unternehmen die Beseitigung von Vorurteilen und Barrieren zur Priorität erheben und zur Chefsache erklären; Führungskräfte müssen aktive Unterstützung leisten und institutionelle Verantwortung übernehmen. Des Weiteren ist es von wesentlicher Bedeutung, Frauen in diesen Berufen ein besseres Mentoring zu bieten und die Diversität weiter zu erhöhen. Denn es steht eine ganze Menge auf dem Spiel – und das betrifft nicht nur Ihr Unternehmen, sondern die Zukunft der Branche in ganz Europa.
Als Pionier auf dem Gebiet der Personaldienstleistungen und der Erforschung von Arbeitnehmervorlieben bietet Kelly Services eine umfassende Analyse, die verdeutlicht, weshalb es so wichtig ist, gegen die Unterrepräsentation von Frauen in Europas MINT-Branche anzugehen. Dabei untersuchen wir auch, welche Faktoren Unternehmen berücksichtigen müssen, um diese Spezialistinnen langfristig zu binden.
Neben der Analyse von Arbeitnehmervorlieben und psychographischen Einblicken auf Grundlage der Umfrageergebnisse aus dem Kelly Global Workforce Index von 2014 und 2015 werden in diesem Bericht auch Erkenntnisse aus der Kelly Free Agent Research-Studie von 2015 und sekundären Quellen berücksichtigt. Sofern nicht anders angegeben, stammen alle Statistiken aus aktuellen Arbeitsmarktstudien von Kelly.
The Kelly Global Workforce Index (KGWI) is an annual global survey that is the largest study of its kind. In 2015, Kelly collected feedback from 164,000 workers across 28 countries across the Americas, EMEA, and APAC regions and a multitude of industries and occupations.
This study is taking a high level look at:
- Work-Life Design as it pertains to the global worker today.
- Women in STEM Talent Gap - a study that at the gap of women talent in STEM – Science, Technology, Engineering and Math – fields.
- Career Management – specifically the emerging trend of do-it-yourself (“DIY”) career development – as it pertains to the global worker seeking to be as resilient as possible in today’s uncertain environment
- Collaborative Work Environment as it pertains to the global worker today.
Here is our second global report on the topic Women in STEM.
The Kelly Global Workforce Index (KGWI) is an annual global survey that is the largest study of its kind. In 2015, Kelly collected feedback from 164,000 workers across 28 countries across the Americas, EMEA, and APAC regions and a multitude of industries and occupations.
This study is taking a high level look at:
- Work-Life Design as it pertains to the global worker today.
- Women in STEM Talent Gap - a study that at the gap of women talent in STEM – Science, Technology, Engineering and Math – fields.
- Career Management – specifically the emerging trend of do-it-yourself (“DIY”) career development – as it pertains to the global worker seeking to be as resilient as possible in today’s uncertain environment
- Collaborative Work Environment as it pertains to the global worker today.
Here is our first global report on the Work-Design topic.
Get Hired: Scientific Hiring Managers’ Top Secrets RevealedKelly Services
In a recent survey, we asked scientific hiring managers to share how they evaluate and distinguish top candidates. We also asked them about ways professionals can gain an edge in the hiring process to get noticed and ultimately, hired.
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
www.nidmindia.com
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
2. Engineers carry a sense of wonder
for the world. They possess curious
minds and, ultimately, seek to first
understand and then to improve
upon their surroundings.
They often solve pressing
modern issues in energy,
transportation, education,
healthcare, sustainability, food,
and the environment. But not
every engineer provides solutions
to world problems—some simply
solve pressing business issues
and provide innovation for the
firms they work for. Either way,
engineers are invaluable.
In essence, engineers help
improve our world and our lives.
They are innovators who create
new possibilities and processes.
You likely became an engineer for a reason.
Maybe as a child you tinkered with toys and
took them apart to find out how they worked,
or perhaps you knew early on that you looked
at the world around you differently than most.
2
3. “Engineering is a great profession. There is the satisfaction of
watching a figment of the imagination emerge through the aid of
science to a plan on paper. Then it moves to realization in stone
or metal or energy. Then it brings homes to men or women. Then
it elevates the standard of living and adds to the comforts of life.
This is the engineer’s high privilege.”
–HERBERT HOOVER
3
4. “Engineers are problem solvers, and that begins with asking good
questions. The quality of the questions you ask in an interview
will display your qualifications in a sincere way while you gain a
stronger understanding of how you can contribute to the role at
the same time. There is a business problem or initiative behind
every open position—how well you uncover that can help you
determine the value you can bring to the role.”
—JOHN PERRY, ENGINEERING NATIONAL SALES LIAISON, KELLY®
“Beyond the required technical skill sets necessary for any given
position, companies look for demonstrated leadership and
communication skills that will add value to team function and
project dynamics. The ability to help the team solve problems
quickly, a willingness to coach teammates, and skill in leading
discussions can be much harder to come by than technical ability.”
—STEPHEN BECK, ENGINEERING RECRUITING MANAGER, KELLY
“Having strong technical skills is a given; you must have them to
be a successful engineer. But to be a great engineer, you will need
to have more. You need to be an effective communicator, team
player, and problem solver.”
—JOSEPH LAMPINEN, SENIOR DIRECTOR,
GLOBAL ENGINEERING PRACTICE, KELLY
What traits do successful engineers
demonstrate during interviews?
“They pick up their new responsibilities quickly. Mesh well with
the team. Show initiative and are innovative.”
—ENGINEERING HIRING MANAGER, SOFTWARE DEVELOPMENT
“They display a genuine curiosity for problem solving, and can
easily articulate previous projects in which they approached similar
challenges successfully.”
—THOMAS LANDERS, SENIOR MANAGER, ENGINEERING RECRUITMENT
“Great candidates show a high degree of responsibility for
their own competency and that of others.”
—ENGINEERING HIRING MANAGER, AUTOMOTIVE
4
5. “Everyone wants to live on top of the
mountain, but all the happiness and
growth occurs when you’re climbing it.”
—ANDY ROONEY
5
6. “Top engineering firms emphasize their need for open-minded
and collaborative people. Once on the job, it is critical to immerse
yourself in how the company operates first before imposing ideas
or recommending process changes. The old saying, ‘people don’t
care how much you know until they know how much you care’
applies well for new employees.”
—JOHN PERRY, ENGINEERING NATIONAL SALES LIAISON, KELLY
What makes a new engineer stand out as a
terrific hire within the first 90 days on the job?
“The best hires are the ones that are self-motivated and
proactively seek work. They ask in-depth and detailed questions to
gain a better understanding of the ‘how’ and ‘why’ of the job.”
—ENGINEERING HIRING MANAGER
“Proactively performing their job with limited supervision.
Volunteering to take on additional projects without being asked.
Asking questions when necessary to ensure accuracy.”
—ENGINEERING HIRING MANAGER, AUTOMOTIVE“Enthusiasm for their assignment, actively questioning the
status quo, and making suggestions for improvements—quickly
connecting with team members.”
—ENGINEERING HIRING MANAGER, CHEMICALS/PETROCHEMICALS
“The ability to quickly understand current state, develop
a future state plan, and get buy-in from the appropriate
stakeholders to move forward with the plan.”
—ENGINEERING HIRING MANAGER, ENERGY
“If you wait until you have a leadership job to show leadership
ability, you’re probably not going to get the leadership job.”
—JOSEPH LAMPINEN, SENIOR DIRECTOR,
GLOBAL ENGINEERING PRACTICE, KELLY
6
7. “Your work is going to fill a large part of your
life, and the only way to be truly satisfied is
to do what you believe is great work. And the
only way to do great work is to love what you
do. If you haven’t found it yet, keep looking,
and don’t settle. As with all matters of the
heart, you’ll know when you find it.”
—STEVE JOBS
7
8. “There’s a new movement afoot in the workplace, and it’s called
work-life design. In recent years, we’ve seen an increased desire
for workplace flexibility, especially among millennials. We’ve also
seen a simultaneous increase in employers that are willing to
accommodate this need by offering arrangements such as flex
work and telecommuting.”
—JOSEPH LAMPINEN, SENIOR DIRECTOR,
GLOBAL ENGINEERING PRACTICE, KELLY
“If you are interviewing for a new position and are interested in
the employer’s flexibility, an experienced engineering recruiter
can negotiate this on your behalf. An important thing for
engineers to consider is whether your job responsibilities require
you to be on-site, or whether some can be performed remotely.”
—JOHN PERRY, ENGINEERING NATIONAL SALES LIAISON, KELLY
“Project-based temporary work gives flexibility into the types
of engagements engineers can select. This provides additional
flexibility for personal time, and allows individuals to drive the
process. It also puts employees in control of their careers, and
provides a stronger work-life balance.”
—THOMAS LANDERS, SENIOR MANAGER, ENGINEERING RECRUITMENT
“Contract or consulting work can not only offer a way to expand
one’s experience by working on new and varied projects, but
also offer excellent work-life balance options. Contracting gives
individuals the ability to choose when, where, and for how long
to work in one place.”
—STEPHEN BECK, ENGINEERING RECRUITING MANAGER, KELLY
How can engineers seek balance
between career and life?
TIPS TO CONSIDER WHEN
WORKING REMOTELY:
Make sure that you and your manager
mutually agree on what you can accomplish at
home. Provide periodic status updates.
Communicate your schedule and contact
information with customers and co-workers.
Make sure your remote work environment
is conducive to phone calls and video
conferencing. Keep your work area clear of
clutter and distractions.
8
9. “Imagine life as a game in which
you are juggling some five balls
in the air. You name them—work,
family, health, friends, and spirit—
and you’re keeping all of these in
the air. You will soon understand
that work is a rubber ball. If
you drop it, it will bounce back.
But the other four balls—family,
health, friends, and spirit—are
made of glass. If you drop one
of these, they will be irrevocably
scuffed, marked, nicked,
damaged, or even shattered.
They will never be the same. You
must understand that and strive
for balance in your life.”
—BRIAN DYSON
9
10. “Engineers need to be lifelong learners. Technology—and the
practice of engineering itself—evolves so rapidly that engineers
cannot remain effective over time without building upon the
training they received in school. Employers expect engineers
to keep up with current technology. It’s vital for engineering
professionals to remain knowledgeable as their careers
progress and they take on new roles and responsibilities.”
—JOSEPH LAMPINEN, SENIOR DIRECTOR,
GLOBAL ENGINEERING PRACTICE, KELLY
“Many employers promote continuing education as a means to
develop and retain talent—however, production demands can
interfere with these discussions. As a best practice, don’t rely on
your manager to assume your interest in these discussions. Instead,
proactively initiate a development discussion—ask which technical
competencies or growth areas will be needed in your department
or organization. Offer to take an active role in leading a special
project, or identify training courses that you could participate in.”
—JOHN PERRY, ENGINEERING NATIONAL SALES LIAISON, KELLY
“Continuing education is even more critical today than ever
before. The desire to stay current and expand one’s horizons is one
of the most important characteristics of the engineering workforce.”
—STEPHEN BECK, ENGINEERING RECRUITING MANAGER, KELLY
What should engineers keep in
mind for continuing education?
Engineering hiring managers say
qualifications vary by industry and
field, but a few examples of popular
certifications they are looking for include:
• CQE (Certified Quality Engineer) certification:
quality engineering role
• PMP®
(Project Management Professional®
)
credential: project management role
• SOLIDWORKS®
certification, NX Designer
certification: 3-D, CAD software platforms
10
11. “Everyone has been
made for some particular
work, and the desire for
that work has been put
in every heart.”
—RUMI
11
12. “The concept of working for the same employer throughout
an entire career span of 40+ years is rapidly fading. Recent
college graduates expect to change jobs 10 times over the course of
their careers. Companies are reconstituting their engineering teams
by assembling mixes of internal staff, consultants, and free agent
specialists who collaborate to deliver outstanding project results.”
—JOSEPH LAMPINEN, SENIOR DIRECTOR,
GLOBAL ENGINEERING PRACTICE, KELLY
“Employers will look for project leaders for interdisciplinary
teams that combine multiple specialties.”
—STEPHEN BECK, ENGINEERING RECRUITING MANAGER, KELLY
What does the future of engineering look like?
FREE AGENCY:
“Today, many companies practice concurrent engineering, in which
design engineers and manufacturing engineers work together to
develop the design of the product and the manufacturing process
simultaneously, which shortens development time, time-to-market,
and helps to improve product quality. Concurrent engineering is
a modern practice that any engineer who will be working for a
manufacturer should become familiar with.”
—JOSEPH LAMPINEN, SENIOR DIRECTOR,
GLOBAL ENGINEERING PRACTICE, KELLY
CONCURRENT ENGINEERING:
SKILL SETS TO INVEST IN:
“Sustainability: having knowledge about reducing consumption
of resources, raw material, energy and water, reducing waste,
and lightweighting of products and packaging. This is a critical skill
set that manufacturers in all sorts of industries will be looking for.
The industrial Internet of Things (IoT): if your company isn’t
involved in this already, you can be confident that it will move
in this direction—especially in manufacturing. If you have the
opportunity to gain skills and brush up on the industrial IoT in
robotics and automation that fits your particular industry, you will
be doing yourself and your employer a favor.”
—JOSEPH LAMPINEN, SENIOR DIRECTOR,
GLOBAL ENGINEERING PRACTICE, KELLY
12
13. “Science can amuse
and fascinate us all, but
it is engineering that
changes the world.”
—ISAAC ASIMOV
13