The document provides guidance and inspiration for IT professionals. It discusses that IT professionals are curious problem solvers who are innovators driving technological advancement. They possess skills vital to business success. The document also discusses traits that make successful IT hires such as being prepared, understanding the company and role, and demonstrating cultural fit. IT professionals are advised to avoid complacency and changing jobs without a plan. Work-life balance, leadership, dealing with ambiguity, and flexibility are also discussed as important skills for the future of IT.
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.
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.
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?
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.
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.
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?
This describes the cultural underpinnings of Rebel Foods, the makers of Faasos, Behrouz Biryani etc. Rebel Foods is world's largest Internet Restaurant company.
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)?
The hundreds of employee engagement surveys that we conduct every year is showing an interesting, albeit concerning trend: highly engaged organizations often have emerging employee issues and concerns around decreasing work-life balance. On the one hand, this is a form of “collateral damage”. Highly engaged employees, by definition, tend to give more of themselves, and sometimes work-life balance suffers as a result – through the employee’s own engaged behaviours. Because work-life balance has little influence on engagement per se, it (too) often gets lower priority: however, this approach is fraught with danger. Highly engaged and high performing organizations can fall into the work-life balance “cultural trap”.
Does your onboarding program leave your employees energized and excited? Or do they see it as a boring required chore? Would you like your new hire onboarding to be more interactive and engaging?
An effective onboarding program is critical to help new hires to add value quickly and become productive members of your workforce. Join our webcast to learn how to use virtual onboarding to more effectively engage, equip and energize your employees.
Register now to learn best practices for:
Training your new hires at a significantly lower cost
Providing a more engaging new-hire onboarding experience
Improving new employee satisfaction and retention
As a special bonus, our webinar features a case study on the Marriott Voyage program – this year’s Bersin by Deloitte WhatWorks® award recipient.
Build it | Glenn Elliott & Debra Corey | A guide to the best Employee Engagem...Muhammad Nizam Uddin
Build It: The Rebel Playbook for World Class Employee Management by Glenn Elliott (A software engineer by training and MBA drop out by choice, it took a ten-year corporate career for him to understand how employee disengagement feels.) & Debra Corey (Author, speaker, global rewards director and employee engagement rebel).
Are your Perks Competitive for Technology Professionals?Talent Point
Are the employee benefits that you offer appealing to the technology professionals you want to hire?
Find out what today's technology employees most want you to offer
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!
HR Webinar: Unraveling HR Investigations: They don’t have to be a mysteryAscentis
One of the core HR functions is investigating employee misconduct. We investigate harassment, employee misconduct, and even poor bathroom habits. So, what’s the best way to conduct an investigation? How do we determine who to interview? What technology should we review? Can we tell people to keep quiet about an investigation? Hear from an experienced investigator on what makes a good investigation, when to find someone else to do the investigation, and what to do after an investigation.
Because Great Interviewers Are Made, Not Born: The Key to Hiring SuccessBizLibrary
Effective interviewer skills are critical for making accurate hiring decisions and are at the core of any selection process.
However in many organizations, interviews are poorly conducted and interviewers do not possess the skills to accurately predict employee success.
In this webinar, interviewing experts, John Reynolds and Dr. Patrick Hauenstein discuss common interviewer mistakes and the interviewer training required to correct or prevent them from occurring.
In this webinar, you'll learn:
Common mistakes during the interview process
Critical skills every recruiter and hiring manager must learn
How to make better hiring decisions with more potential for success
Workforce Investment Boards have for too long produced substandard websites. The message on the website is diluted because WIB's are trying to speak to more than one audience. Additionally, WIB's are not engaging the website viewer appropriately because quite frankly, they do not know who they are talking to. Therefore WIB's are not delivering information on the website that is desired by those who should be the target audience for the website (employers). This presentation helps workforce investment boards retool their message so that the message addresses the needs and wants of employers. Knowing who the audience for the website is will also allow WIB's to set measurable objectives regarding engagement.
Tm webinar june__improving engagement at eia_final_25jun15TalentMap
In 2014, EIA conducted its first employee engagement survey with TalentMap. The results clearly showed that stresses and change over the previous year had taken their toll on employee engagement, which was 11% below the benchmark average. Less than one year later, a subsequent “pulse” survey showed significant improvement in engagement, and double-digit increases in the key drivers of engagement which were actioned.
With the way social media is evolving, it's important to keep up with the trends (no pun intended).
The Huffington Post made this infograph, all credit due to them.
Employee Engagement and Retention - InfographKelly Services
This infograph is the visual summary for the third installment, on the topic of Employee Engagement and Retention, looks in some depth at the employee-employer relationship, including issues such as employee loyalty, happiness and commitment to the job. It also examines views about the employer’s reputation as a preferred place to work, and the circumstances under which employees explore alternative jobs and careers.
This describes the cultural underpinnings of Rebel Foods, the makers of Faasos, Behrouz Biryani etc. Rebel Foods is world's largest Internet Restaurant company.
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)?
The hundreds of employee engagement surveys that we conduct every year is showing an interesting, albeit concerning trend: highly engaged organizations often have emerging employee issues and concerns around decreasing work-life balance. On the one hand, this is a form of “collateral damage”. Highly engaged employees, by definition, tend to give more of themselves, and sometimes work-life balance suffers as a result – through the employee’s own engaged behaviours. Because work-life balance has little influence on engagement per se, it (too) often gets lower priority: however, this approach is fraught with danger. Highly engaged and high performing organizations can fall into the work-life balance “cultural trap”.
Does your onboarding program leave your employees energized and excited? Or do they see it as a boring required chore? Would you like your new hire onboarding to be more interactive and engaging?
An effective onboarding program is critical to help new hires to add value quickly and become productive members of your workforce. Join our webcast to learn how to use virtual onboarding to more effectively engage, equip and energize your employees.
Register now to learn best practices for:
Training your new hires at a significantly lower cost
Providing a more engaging new-hire onboarding experience
Improving new employee satisfaction and retention
As a special bonus, our webinar features a case study on the Marriott Voyage program – this year’s Bersin by Deloitte WhatWorks® award recipient.
Build it | Glenn Elliott & Debra Corey | A guide to the best Employee Engagem...Muhammad Nizam Uddin
Build It: The Rebel Playbook for World Class Employee Management by Glenn Elliott (A software engineer by training and MBA drop out by choice, it took a ten-year corporate career for him to understand how employee disengagement feels.) & Debra Corey (Author, speaker, global rewards director and employee engagement rebel).
Are your Perks Competitive for Technology Professionals?Talent Point
Are the employee benefits that you offer appealing to the technology professionals you want to hire?
Find out what today's technology employees most want you to offer
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!
HR Webinar: Unraveling HR Investigations: They don’t have to be a mysteryAscentis
One of the core HR functions is investigating employee misconduct. We investigate harassment, employee misconduct, and even poor bathroom habits. So, what’s the best way to conduct an investigation? How do we determine who to interview? What technology should we review? Can we tell people to keep quiet about an investigation? Hear from an experienced investigator on what makes a good investigation, when to find someone else to do the investigation, and what to do after an investigation.
Because Great Interviewers Are Made, Not Born: The Key to Hiring SuccessBizLibrary
Effective interviewer skills are critical for making accurate hiring decisions and are at the core of any selection process.
However in many organizations, interviews are poorly conducted and interviewers do not possess the skills to accurately predict employee success.
In this webinar, interviewing experts, John Reynolds and Dr. Patrick Hauenstein discuss common interviewer mistakes and the interviewer training required to correct or prevent them from occurring.
In this webinar, you'll learn:
Common mistakes during the interview process
Critical skills every recruiter and hiring manager must learn
How to make better hiring decisions with more potential for success
Workforce Investment Boards have for too long produced substandard websites. The message on the website is diluted because WIB's are trying to speak to more than one audience. Additionally, WIB's are not engaging the website viewer appropriately because quite frankly, they do not know who they are talking to. Therefore WIB's are not delivering information on the website that is desired by those who should be the target audience for the website (employers). This presentation helps workforce investment boards retool their message so that the message addresses the needs and wants of employers. Knowing who the audience for the website is will also allow WIB's to set measurable objectives regarding engagement.
Tm webinar june__improving engagement at eia_final_25jun15TalentMap
In 2014, EIA conducted its first employee engagement survey with TalentMap. The results clearly showed that stresses and change over the previous year had taken their toll on employee engagement, which was 11% below the benchmark average. Less than one year later, a subsequent “pulse” survey showed significant improvement in engagement, and double-digit increases in the key drivers of engagement which were actioned.
With the way social media is evolving, it's important to keep up with the trends (no pun intended).
The Huffington Post made this infograph, all credit due to them.
Employee Engagement and Retention - InfographKelly Services
This infograph is the visual summary for the third installment, on the topic of Employee Engagement and Retention, looks in some depth at the employee-employer relationship, including issues such as employee loyalty, happiness and commitment to the job. It also examines views about the employer’s reputation as a preferred place to work, and the circumstances under which employees explore alternative jobs and careers.
A team project that was part of RIT's Packaging Design class. We presented a recreation of the primary packaging for Starbucks Coffee. My roles on the team included structural design, user research, and pitching the final presentation
Infographics shapes and flat style flowchart diagrams. Ideas how to change text slides into strongly visual and simple infographics slide. Get inspired by those examples of company history timelines, flow arrows steps illustrated by icons.
Internet of Things & Hardware Industry Report 2016Bernard Moon
Overview of industry trends and insights of Fortune 500 companies and startups' activities in the Internet of Things (IoT) and hardware space. We cover connected home, wearables, healthcare, robotics & drones, and industrial IoT.
ITGS Introduction to Internal Assessment Projectitgstextbook
An overview of the ITGS internal assessment project for students. Introduces the project requirements, the client, and the current situation / problem. Provides examples of good projects and bad projects.
Find more ITGS resources on my website: www.itgstextbook.com
How I Created Easy Infographics Using MS PowerPointKimberly Gauthier
I thought using infographics would be a great way for me to add something different to my blog, but I didn't know how to get started. I saw a post about using PowerPoint and gave it a shot. It took less than 30 minutes.
People consume information on the web differently than traditional media. In an era of information overload we’ve become “grazers” of content, skimming digital channels for nuggets of information. More than ever, it’s important for individuals and organizations to be able to present ideas in a manner that can be quickly consumed, understood and remembered.
The Power of Infographics is a presentation that digs into visual thinking, how organizations can learn to present their ideas visually and how infographics can be used to help achieve some common business
objectives.
Infographics are a hot topic at the moment. They help to translate data into insights and understanding. This slide deck describes what an infographic is and provides many great examples of info graphics.
What is Infographics?
There are lot of phrase around the term Information graphics like
"Infographics." "Data visualization." "Information design. & “Communication Design"
We're talking about any graphic that displays and explains information, whether that be data or words. When we use the term "data visualization," we're using it as a general term used to describe data presented in a visual way.
Why Infographics?
Infographics are important because they change the way people find and
experience stories especially now, when more and more infographics are being used to augment editorial content on the web. Infographics create a new way of seeing the world of data, and they help communicate complex ideas in a clear and beautiful way.
BlaBlaCar is a long distance car sharing community, connecting drivers with empty seats and people looking for a ride. Our website and mobile apps allow drivers to publish a planned journey. Passengers can then search available offers, and get in touch with the driver of their choice.
We provide a range of features to create a secure, reliable, trust-based community and easy connections between drivers and passengers. For instance, members specify how chatty they are on the scale “Bla”, “BlaBla” and “BlaBlaBla”, hence the name BlaBlaCar. Members rate one another after travelling together, allowing them to build trusted reputations in the community, and contact details are verified.
BlaBlaCar is currently used by more than 500,000 people every month across Europe. The community, already numbering 2.5 million members, has been growing rapidly since 2009, in great part due to rising fuel costs and expensive rail fares.
http://www.blablacar.com
Here are a few tips on selling from David Ogilvy and other experts. Can you sell?
Enter the Search for the World's Greatest Salesperson. Deadline May 16, 2010 at youtube.com/ogilvy
10 Disruptive Quotes for EntrepreneursGuy Kawasaki
People think that innovation happens by sitting around with your buddies and letting magical ideas pop into your head. Or, your customers tell you exactly what they need, and you just have to build it.
Dream on. Innovation is a hard, messy process with no shortcuts. It starts with making something that you’d like to use and that might make people’s lives better. Then you have to get the word out that your product or service exists.
Follow #VirginDisruptors to join the conversation with Richard Branson and Guy Kawasaki as they talk about whether entrepreneurs have lost the will to innovate.
The Live Google+ Hangout with Richard Branson will be live streamed on Friday, May 9 at 9:30 am PT/12:30 pm PT with a live audience as well. It’s sure to generate a thoughtful conversation and innovative thinking. RSVP on the Google+ event to get a reminder. http://bit.ly/1mgP0b6
Millennials are not waiting for you to get your act together... If your processes and tools and communication are not simple and fast... They'll make them so, without you!
Are you on the hunt for a new job, or maybe looking to advance your career? On this 9th Day of Sysmas, we're bringing you IT resume tips, interview prep advice, and more - it's all in our new eBook, "Hiring Managers Tell All"! Find out what the experts have to say on what it takes to stand out from the IT crowd... this'll be the Sysmas gift that keeps on giving for years to come!
Below its beneficial slides about how international company works .
I have used some reference Books like How Google works , the virgin way and some new article about the same subject .
Forget the A to Z of why it projects fail, here’s the S to L of successful!Stoneseed Ltd
THE TOP TEN WAYS TO KEEP YOUR PROJECT ON TRACK
CREATED BY: DAVID COTGREAVE
A number of articles have either dropped in my Office 365 inbox this week, or on various social media feeds, each of them detailing a list of the reasons why IT Projects fail.
That's a rather negative way to approach it.
The best sports teams didn't build success by checking out why other teams were losing - they focussed on winning. You should too.
You can certainly learn from the mistakes of others (and yourself) but instead of dwelling on the A to Z of failures, how about championing the S to L of what happens when IT projects are SUCCESSFUL.
S - is for Skills
U - is for Understanding
C - is for Communication (and clarity)
C - is for Change Leadership
E - is for Efficient Execution
S - is for Systems
S - is for Supervision
F - is for Fact-Rooted analysis
U - is for User input
L - is for Learn
The S to L of SUCCESSFUL.
If it sounds simple, it's because it is. Sort of.
Except, of course, for the fact that behind each of the ten points above there lies a lot of hard work and hard earned experience - sometimes it's like herding cats - but the gains are there to be won.
Just don't start with a list of why projects fail.
Further details of how Project Management as a Service can help, can be found on our website www.stoneseed.co.uk
Predicting potential - Assessing Cognitive Ability in RecruitmentGavin Lamb
Employees with strong cognitive ability are a competitive advantage to an organisation - particularly when they are in
roles that require quick learning, first-time problem solving, thinking ‘on your feet’ and dealing with ambiguity. People who
score well on cognitive ability tests are more likely to develop a greater knowledge of the job more quickly, make effective
decisions and successfully reason and strategise to solve problems. In fact, a landmark study reviewed 85 years of research and found that higher cognitive ability is linked with higher productivity and performance.
Stop Talking About Innovation!
We need to limit the use of the word and the term “innovation” and we need to ban the term “innovation culture” entirely.
This is the radical outset for a keynote or a session in which Stefan Lindegaard challenges common beliefs on innovation, explain why most companies fail with their efforts to become more “innovative” and share insights on how to build the capabilities that can help companies and organizations survive and prosper in these times of fast change and strong disruption.
The key messages:
- Focus on corporate transformation and digitalization – or die!
- Link your efforts to the challenges of your stakeholders and increase your ROI
- Work with the unusual suspects; internally as well as externally
- Focus on people, people and people – and upgrade their mindset and skills
- Learn to communicate better and differently – or fail!
About Stefan Lindegaard:
Stefan Lindegaard is an author, speaker and strategic advisor. His focus on corporate transformation, digitalization and innovation has propelled him into being a trusted source of inspiration to many large corporations. He believes business and innovation requires an open and global perspective and he has given talks and worked with companies in Europe, North America, South America, Africa and Asia.
Stefan Lindegaard has written several books including 7 Steps for Open Innovation, Making Open Innovation Work and The Open Innovation Revolution. His blog is a globally recognized destination with many free resources (books, white papers, exercises). You can read further at 15inno.com.
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
Enabling Learning Agility in an Era of Accelerated Changearun pradhan
How do we enable a culture of continuous learning? How do we support agile, adaptive and innovative thinking when change is business as usual? And how do we future-proof ourselves in the face of the robot apocalypse? This presentation stems from my work developing Learn2LearnApp.com and serves as a primer in developing learning agility for individuals and organisations.
Good communication starts from within - workshop giving an introduction to ch...Ann Pilkington
This session was an introduction to managing communication on change projects. It was delivered on the second day of Apeiron Communication's conference "Good communication starts from within"
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.
Reaching and Teaching Employees in a 24x7 Connected World - mLearn Conference...BizLibrary
In order to develop a learning strategy that responds to the rapidly evolving world, learning professionals need to look at the business environment differently. On the one hand, the traditional business needs of the organization will continue to be critical and must be served. On the other hand, the next generation of learning strategies must place equal importance on the actual performance and learning needs of employees. Future learning strategies will look different, be delivered differently, and be led by a new breed of learning professional.
In this session, you will learn what core elements you need to include in learning strategies to keep up with the evolution of business. You will explore content strategy, delivery to mLearning and social learning platforms, and an expanded set of competencies that tomorrow’s learning professionals will require. You will leave this session prepared to develop a comprehensive learning strategy that takes into account the evolving nature of business and work.
In this session, you will learn:
How to develop a next-generation learning strategy for your organization
The importance of and how to build a content strategy
How to incorporate mobile learning into your next-generation learning strategy
A new competency model for learning professionals
Audience:
Intermediate managers and directors with a baseline understanding of learning strategy.
Technology discussed in this session:
Mobile learning, video (short form) training, and social learning.
http://www.bizlibrary.com/news-and-events/conferences/mlearncon-2014.aspx
Similar to Guidance and inspiration for IT 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.
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.
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
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
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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
2. You likely went into IT for a reason. Maybe, as a
child, you were fascinated with the latest gadgets,
or when a new technology came out, you caught
on quickly while others scratched their heads.
Maybe it was to earn a great living. On average,
IT workers earn $89,000 annually, which is almost
twice as much as other occupations.1
2
IT professionals are usually
curious and driven; they are keen
problem solvers. They are the
super sleuths of the tech world
who are often called upon to
solve pressing business needs
in infrastructure, cybersecurity,
artificial intelligence, big data, or
application development.
IT professionals speak a different
language than most. They possess
knowledge and capabilities
that are vital to the success and
forward progress of any business.
In essence, IT professionals are
on the front lines of the
technological changes and
advancements driving our world
forward. They are innovators
who interpret and create new
possibilities and processes.
1
EMSI/CareerBuilder®
3. 3
IT professionals:
Faster than the speed of fiber cable
More powerful than the cloud
Able to troubleshoot complex
issues with a single computer….
4. “The candidate that most impresses me is the calm, confident,
well prepared, and well-spoken individual.”
—IT HIRING MANAGER HIGH TECH,
INTERNET SERVICES, SOFTWARE DEVELOPMENT
“Demonstrating that they have done their homework on
the company, its technology, and its initiatives. Understanding
the job description and asking key questions to fully understand
the role.”
—BRIAN PUGH VP IT STAFFING
“Cultural fit. And they are quick to ‘learn the vocabulary’ and
grasp the basic concepts of the industry we serve.”
—IT HIRING MANAGER HIGH TECH,
INTERNET SERVICES, SOFTWARE DEVELOPMENT
What traits do successful IT professionals
demonstrate during an interview?
“They value understanding the culture. They show a vested
interest in making the group better. They enjoy their work.
And they surprise with their productivity.”
—IT HIRING MANAGER, EDUCATION
“It’s important to make sure you understand and articulate the
business value you bring to the table. IT workers can’t just talk
tech; they have to verbalize the business benefit and the impact
of their work, and they should be able to do this on an individual
level. They must also practice humility. There is a fine line
between articulating accomplishments and overselling. It is
always best to underpromise and overdeliver.”
—DOUGLAS PAULO, VP - IT PRODUCT LEADER
“By demonstrating Innovation. They are able to communicate
how their mastery of a given technology can contribute, and most
importantly, how they will add value to a specific project or goal”
—JOHNNY JIANG, IT RECRUITING MANAGER,
GTS - RECRUITING AND SOURCING
4
5. “Learning to write programs
stretches your mind, helps
you to think better, and creates a
way of thinking about things that
I think is helpful in all domains.”
—BILL GATES
55
6. “They demonstrate their skill sets and demonstrate that they are
a true technologist.”
—BRIAN PUGH VP IT STAFFING
What makes an IT professional stand out as a
terrific hire within the first 90 days on the job?
“They ask what they are doing right and what they could
do differently.”
—IT HIRING MANAGER, BUSINESS SERVICE SECTOR
“The first 90 days can have a substantial impact on your success in
a new position. This is the time when you build momentum, gain
credibility, and get to know your new team. Stay focused and in
the zone, listen, and learn all that you can.”
—DOUGLAS PAULO, VP - IT PRODUCT LEADER
“Within the first two weeks they have successfully completed
training and are becoming aware of their surroundings enough
to not need as much of my time. Within the first month they have
come up to speed enough to contribute alone. They are not
afraid to ask questions, and when unsure, they check with the
team first before contributing incorrect information. They take
copious notes, and follow up early and often. They understand
well that service is a top priority.”
—IT HIRING MANAGER
“Ability to acclimate. Coming in, assessing the environment, and
understanding their role within the project team. Sizing it up
and quickly providing insight or solutions.”
—JOHNNY JIANG, IT RECRUITING MANAGER,
GTS - RECRUITING AND SOURCING
6
7. “I learned to take on things
I’d never done before. Growth
and comfort do not coexist.”
—VIRGINIA ROMETTY, CEO OF IBM
7
8. “Probably the biggest mistake to avoid is attempting to change
your job or career without having a plan in place first. Having
a detailed action plan is essential to your success. Don’t just
blindly move from one job to the next. Think bigger. Think
through your long-term career goals—including career strategies,
personal finances, job market research, and future education or
training—before you start to implement a career change.”
—DOUGLAS PAULO, VP - IT PRODUCT LEADER
“Complacency. IT is always evolving and changing. You need
to grow with it. Having a job you feel comfortable in is great, but
you should always be pushing yourself to grow in your role, learn
new skills or technologies, find a mentor, or pursue something out
of your comfort zone.”
—JOHNNY JIANG, IT RECRUITING MANAGER,
GTS - RECRUITING AND SOURCING
“When you receive an offer of employment from another job, your
current employer may counter. Accepting a counter offer from your
current employer is always a mistake in my experience, and usually
you or the company will regret it within six months. Staying put
for more money usually never addresses the reason why you
wanted to leave in the first place.”
—BRIAN PUGH VP IT STAFFING
What are the biggest career
mistakes to avoid?
8
IT HIRING MANAGERS’
TOP MISTAKES TO AVOID
DURING AN INTERVIEW:
Using your mobile phone during the interview
Acting arrogant or ungrateful for the interview
Not arriving on time
Not being dressed appropriately for the
interview
9. “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
9
10. “Some say that work-life balance does not exist in IT. I tend to
disagree. Choosing the type of work you do has a lot to do with your
flexibility and therefore, how you achieve balance. Developers, for
example, have to work in projects that may require extra effort, but
they often have windows of time in between projects to ‘recharge’.
It really comes down to your understanding of the company’s work
environments, coming up with proposed solutions that can be
dialogued with your leadership, and putting those into practice. It’s
not a binary event; it’s a struggle for priorities that is ongoing
just like everything else in life is.”
—DOUGLAS PAULO, VP - IT PRODUCT LEADER
“Nowadays, most IT employers want their employees to have
work-life balance and have put policies and a culture in place to
help their employees achieve that. Making sure this is addressed in
the interview process and understanding where that ranks within the
company’s culture is a great place to start.”
—JOHNNY JIANG, IT RECRUITING MANAGER,
GTS - RECRUITING AND SOURCING
“Contract or consulting work can not only offer a way to
expand one’s experience by working on new and varied
projects, but it can 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.”
—BRIAN PUGH, VP, IT STAFFING
How can IT professionals seek
balance between career and life?
10
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 to 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.
11. “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
11
12. “No matter what the future of IT brings, there are three areas
you can focus on now that will demonstrate you’re capable of
functioning in the fast-changing world of technological disruption
and adoption to come.
1. Leadership. The ability to take the informal lead during specific
portions of a project or activity and step back again once that
portion is completed.
2. Dealing with ambiguity. The ability to determine which data to
use and how best to use it in time-sensitive situations through a
documented, rationalized approach.
3. Flexibility. The ability to change your position when new data
indicates a reassessment, and/or a pivoting point, is required.”
—DOUGLAS PAULO, VP - IT PRODUCT LEADER
What does the future of IT look like?
“The future has yet to be written. That’s what makes this industry
so great, it’s ever changing. Technologies evolve rapidly and the
next new thing can come from anywhere! Stay involved, get in
with some user groups, network, talk to people, and share insights
and ideas.”
—JOHNNY JIANG, IT RECRUITING MANAGER,
GTS - RECRUITING AND SOURCING
12
Qualifications vary by industry, but
IT hiring managers say common
skill sets they look for include:
• Programming knowledge
• Project management skills
• Systems architecture
2
http://www.tiobe.com/tiobe-index/
Top Programming Languages to know:2
• Java
• C
• C++
• C#
• Python
• Visual Basic .NET
• JavaScript
• Perl
• Assembly language
• PHP
13. “If you just work on stuff that you
like and you’re passionate about,
you don’t have to have a master
plan as to how things will play out.”
—MARK ZUCKERBERG
13