HRM303-13p.ppt
•Download as PPT, PDF•
0 likes•7 views
This document discusses career development and planning. It covers the importance of careers for both organizations and employees. It also discusses career anchors that influence career choices, such as technical, managerial, and entrepreneurial anchors. The document outlines the responsibilities of both employees and management in career planning. It then covers the changing nature of careers and different career stages from exploration to late career. Finally, it discusses the strategic importance of career planning for organizations in aligning staff with goals and diversity management.
Report
Share
Report
Share
Recommended
career_planning.ppt
1. Career planning is a lifelong process of learning about oneself and one's interests and skills in order to make informed career choices. It involves exploring career options, gaining relevant experience, and implementing a job search strategy.
2. Both individuals and organizations are responsible for career planning. For individuals, it is a self-assessment and goal-setting process, while organizations use it as a retention and succession planning tool.
3. Career planning is important for employee motivation, retention, and developing clarity about one's goals. It also helps organizations communicate growth opportunities to employees and match individual and company aspirations.
career_planning_959
The document discusses career planning for both individuals and organizations. For individuals, career planning is an ongoing process that involves self-assessment, exploring academic and career options, gaining relevant experience, and conducting a job search. It helps individuals match their goals and skills to opportunities. For organizations, career planning involves assessing employee and organizational needs, setting goals and a timeline for employee development and transitions, and providing support and resources. The key purpose of career planning is to help both individuals and organizations achieve growth and success.
Career Planning.ppsx
1) Career planning is a lifelong process of learning about oneself and one's interests, skills, and talents in order to make informed career choices and develop plans to achieve career goals.
2) Both individuals and organizations are responsible for career planning - individuals engage in self-assessment, research career options, gain relevant experience, and conduct job searches, while organizations assess employee and organizational needs to set goals and support career development.
3) Career planning is important as it provides clarity, growth opportunities, and motivation for employees while also aiding retention and being a key human resource strategy for organizations.
Career Planning ppt.ppt
Career planning involves exploring one's interests, abilities, and goals to develop a career path. It is a lifelong process that includes self-assessment, researching academic and career options, gaining relevant experience, and conducting a job search. Career planning is important for both individuals and organizations. For individuals, it provides direction, clarity, and motivation. For organizations, it aids retention, succession planning, and matching employees' goals with the company's vision. Effective career planning requires effort from both individuals to take initiative in their career development, and organizations to provide supportive resources and culture.
Career planning1
This document provides information about career planning. It defines career as a chosen profession pursued throughout one's working life, as opposed to just a job. It then discusses that career planning is a lifelong process involving self-assessment of interests, skills, and values to develop career goals and plans. Career planning is important for both individuals and organizations to achieve career advancement and ensure proper succession. The document outlines the individual career planning process and organizational career planning process and provides guidelines for effective career planning.
Career advancement
This document defines several key career-related terms and outlines the process of career planning. It discusses identifying employee career needs and opportunities, matching them, developing training programs, and periodically reviewing career plans. The benefits of career planning include attracting and retaining employees, improving performance, and increasing job satisfaction. However, career planning may be limited by factors like favoritism and changing opportunities. The document also covers career development stages of assessing needs, creating opportunities, integrating them, and monitoring progress.
Career planning
This document discusses career planning, including what a career is, the importance of career planning, and the career planning process. It defines a career as a chosen profession pursued over a person's working life, as opposed to a job. Career planning is described as a lifelong process of learning, developing skills, and making career choices to match personal goals with available opportunities. It benefits both individuals and organizations by improving employee retention, productivity, and motivation by providing career growth opportunities. The career planning process involves self-assessment, exploring academic and career options, gaining experience, job searching, and receiving guidance from supervisors and organizations.
Chp 7 career dev & plg.
This document discusses career development and planning. It defines career as a sequence of positions occupied over a person's life. Career planning is a deliberate process for individuals to become aware of their skills, interests, opportunities, and career goals. For organizations, career planning helps identify employee needs and relate them to organizational goals. Theories of career development discussed include Super's stages of career growth, exploration, establishment, maintenance, and decline. Effective organizational career development involves challenging initial jobs, disseminating career information, assessments, counseling, and periodic job changes.
Recommended
career_planning.ppt
1. Career planning is a lifelong process of learning about oneself and one's interests and skills in order to make informed career choices. It involves exploring career options, gaining relevant experience, and implementing a job search strategy.
2. Both individuals and organizations are responsible for career planning. For individuals, it is a self-assessment and goal-setting process, while organizations use it as a retention and succession planning tool.
3. Career planning is important for employee motivation, retention, and developing clarity about one's goals. It also helps organizations communicate growth opportunities to employees and match individual and company aspirations.
career_planning_959
The document discusses career planning for both individuals and organizations. For individuals, career planning is an ongoing process that involves self-assessment, exploring academic and career options, gaining relevant experience, and conducting a job search. It helps individuals match their goals and skills to opportunities. For organizations, career planning involves assessing employee and organizational needs, setting goals and a timeline for employee development and transitions, and providing support and resources. The key purpose of career planning is to help both individuals and organizations achieve growth and success.
Career Planning.ppsx
1) Career planning is a lifelong process of learning about oneself and one's interests, skills, and talents in order to make informed career choices and develop plans to achieve career goals.
2) Both individuals and organizations are responsible for career planning - individuals engage in self-assessment, research career options, gain relevant experience, and conduct job searches, while organizations assess employee and organizational needs to set goals and support career development.
3) Career planning is important as it provides clarity, growth opportunities, and motivation for employees while also aiding retention and being a key human resource strategy for organizations.
Career Planning ppt.ppt
Career planning involves exploring one's interests, abilities, and goals to develop a career path. It is a lifelong process that includes self-assessment, researching academic and career options, gaining relevant experience, and conducting a job search. Career planning is important for both individuals and organizations. For individuals, it provides direction, clarity, and motivation. For organizations, it aids retention, succession planning, and matching employees' goals with the company's vision. Effective career planning requires effort from both individuals to take initiative in their career development, and organizations to provide supportive resources and culture.
Career planning1
This document provides information about career planning. It defines career as a chosen profession pursued throughout one's working life, as opposed to just a job. It then discusses that career planning is a lifelong process involving self-assessment of interests, skills, and values to develop career goals and plans. Career planning is important for both individuals and organizations to achieve career advancement and ensure proper succession. The document outlines the individual career planning process and organizational career planning process and provides guidelines for effective career planning.
Career advancement
This document defines several key career-related terms and outlines the process of career planning. It discusses identifying employee career needs and opportunities, matching them, developing training programs, and periodically reviewing career plans. The benefits of career planning include attracting and retaining employees, improving performance, and increasing job satisfaction. However, career planning may be limited by factors like favoritism and changing opportunities. The document also covers career development stages of assessing needs, creating opportunities, integrating them, and monitoring progress.
Career planning
This document discusses career planning, including what a career is, the importance of career planning, and the career planning process. It defines a career as a chosen profession pursued over a person's working life, as opposed to a job. Career planning is described as a lifelong process of learning, developing skills, and making career choices to match personal goals with available opportunities. It benefits both individuals and organizations by improving employee retention, productivity, and motivation by providing career growth opportunities. The career planning process involves self-assessment, exploring academic and career options, gaining experience, job searching, and receiving guidance from supervisors and organizations.
Chp 7 career dev & plg.
This document discusses career development and planning. It defines career as a sequence of positions occupied over a person's life. Career planning is a deliberate process for individuals to become aware of their skills, interests, opportunities, and career goals. For organizations, career planning helps identify employee needs and relate them to organizational goals. Theories of career development discussed include Super's stages of career growth, exploration, establishment, maintenance, and decline. Effective organizational career development involves challenging initial jobs, disseminating career information, assessments, counseling, and periodic job changes.
Introduction of Career Development - 3.pptx
This document discusses career development in organizations. It describes the stages of career development as preparation for work, organizational entry, early career, mid career, and late career. It also outlines specific career development activities like career counseling, career pathing, training, and promotions. Some hurdles to proper implementation are lack of visibility, short-term loyalty, and tight deadlines. Critical factors for success include good organization, support, transparency, communication, and managing expectations.
Career planning
This document discusses career planning and development. It defines career as an occupation pursued from youth to retirement with advancement. Career planning identifies opportunities, reduces turnover, increases productivity, and helps employees achieve higher needs and organizational goals. The stages of career planning include career goals, paths, feedback, and retirement needs from ages 20 to 65. Career planning involves forecasting, counseling, pathing, assessment, and succession planning. Tests include interests, personality, and skills. Anchors include competence, security, creativity, autonomy, and lifestyle. Factors for career plan failure and importance of employer-employee involvement are covered. Case studies of Colgate Palmolive and Cadbury illustrate career planning processes.
human-resource-management-ppt
Human resource management involves five key functions: staffing, human resource development, compensation, safety and health, and employee and labor relations. Staffing includes job analysis, recruitment, selection, and human resource planning. Human resource development consists of training, career development, performance management, and organization development. Compensation encompasses all financial and non-financial rewards provided to employees. Safety and health aims to protect employees' well-being.
Lecture 17.pptx
This document provides information about career planning and succession planning. It discusses what constitutes a career, models of career development, and the career management process. It outlines the components of self-assessment, reality check, goal setting, and action planning. It also discusses design factors of effective career management systems and the shared responsibilities of employees, managers, HR managers, and the company in career management. Finally, it discusses evaluating career management systems by examining customer reactions and results.
Succession planning in HRP
This document discusses various aspects of human resource planning such as career planning and development, succession planning, and potential appraisal and development. It provides details on the meaning and process of career planning, management, and development. It also outlines the need for career planning, steps involved in establishing a career development system, advantages for individuals and organizations, and limitations. Succession planning and potential appraisal are also defined along with best practices.
Successment Management for Non-Profits
Nonprofit organizations that invest in talent-focused succession planning are better positioned to manage organizational challenges and changes. An effective Succession plan assures the recruitment of top-notch talent, effective development of critical skills and knowledge, and adequate preparation for advancement or promotion to other roles. This webinar, hosted by Irene Cruz, Client Success Manager at Cornerstone OnDemand, is the conclusion to a special two-part series on best practices in Succession Management for nonprofits.
Career planning and management(1)
This document discusses career planning and management. It defines career as a sequence of work-related experiences and activities over a person's life. Career planning is a systematic process to decide career goals and paths to achieve them. Career management helps employees become aware of their interests/skills and identify career goals. There are four stages of career development: exploration, establishment, maintenance, and disengagement. Effective career management systems develop committed employees and positive job performance through components like self-assessment, reality checks, goal-setting, and action planning.
Human resource planning
This document discusses human resource planning, specifically career planning and development, succession planning, and potential appraisal. It covers the meaning, components, need for, and process of career planning. The advantages for both individuals and organizations are outlined. Succession planning involves preparing a management staffing plan and developing potential appraisals to inform employees and organizational planning. Potential is evaluated using factors like conceptual effectiveness, operational effectiveness, interpersonal effectiveness, and achievement motivation.
Master Class on Talent Management & Engagement - Deepa Mohamed
This document provides guidance on assessing employee potential and performance for talent reviews. It introduces a talent matrix model with four quadrants to plot employees based on their potential (high, medium, low) and performance (high, medium, low). The methodology involves assessing employees on factors like aspiration, engagement, intellectual quotient, emotional quotient, and adversity quotient. Managers are expected to plot employees on the matrix and provide development paths accordingly, such as grooming high potentials for leadership roles or moving underperformers to more suitable positions. The talent review process aims to identify employees with potential for more senior roles and develop succession plans.
Hr in sme_s
HR in SMEs provides checklists and online tools to help small and medium enterprises professionalize their human resource management practices. This includes checklists for recruitment, onboarding new employees, training, performance management, and developing flexible work arrangements. The tools are meant to help entrepreneurs with HR responsibilities implement basic HR practices without extensive background or training in human resources. Competence management and developing a mission statement are presented as strategic approaches to aligning HR with business goals.
Coaching performance coaching_career_coaching
The document discusses the benefits and purpose of career coaching. Career coaching encourages organizational performance by matching employees to the right jobs, helps identify problem areas, and develops strategies to increase skills and productivity. It increases employee commitment and productivity while enabling better understanding of career choices. Career coaching aids in retaining employees, improving team performance, and increasing quality and efficiency. The purpose is to inform employees of career options and help them achieve career goals. Career coaching advantages include helping employees explore options and develop networks. Effective career coaching uses participatory communication, develops a positive environment, and employs active listening and questioning skills.
PRESENTATION RELATED TO TRAINING AND DEVELOPMENT.pptx
The document discusses training and development in organizations. It covers:
- The importance of socialization, training, and development in helping new employees adapt and become productive.
- The process of socialization and how it influences performance and stability.
- The purpose of new employee orientation, including introducing culture and building relationships.
- Methods of on-the-job and off-the-job training, as well as employee development techniques like job rotation.
- Organization development and change management methods like surveys and process consultation.
- The importance of evaluating training programs through performance-based measures.
Learning Need Assessment Concept & Implementation.pptx
The document discusses learning need assessment (LNA), which involves accurately establishing an individual's existing competency through self-assessment before training. This ensures the individual receives the correct training level. The LNA considers whether the individual has prerequisite skills or if their skill level is too high. Proper planning based on LNA optimizes benefits to the company and individual. The document outlines different LNA approaches, including strategic needs analysis, competency-based assessment, job and task analysis, and new training needs analysis. It provides examples of how to conduct each approach and identify individual training needs.
Learning Need Assessment Concept & Implementation.pptx
The document discusses learning need assessment (LNA), which involves accurately establishing an individual's existing competency through self-assessment before training. This ensures the individual receives the correct training level. The LNA considers whether the individual has prerequisite skills or if their skill level is too high. Proper planning based on LNA optimizes benefits to the company and individual. The document outlines different LNA approaches, including strategic needs analysis, competency-based assessment, job and task analysis, and new training needs analysis. It provides examples of how to conduct each approach and identify individual training needs.
Employee Development
Employee development refers to activities that help employees improve their skills and abilities to perform their current or future jobs more effectively. It is important for companies to develop employees in order to improve quality, retain talent, manage talent, meet competitive challenges, and incorporate new technologies. Common approaches to development include formal education, job experiences, assessments, mentoring, coaching, and development planning. Companies benefit from development through reduced turnover and a more engaged workforce.
Human resource management
Human Resource Management involves key functions like recruitment, selection, employment legislation, discipline, development, training, rewards systems, trade unions, and productivity. Recruitment involves identifying job vacancies and notifying potential candidates. Selection assesses candidates and appoints a post holder using methods like interviews, tests, and exercises. Employment legislation regulates areas like discrimination, chemicals handling, and accommodating disabled workers.
Talent management
This document defines and outlines talent management. It discusses how talent management refers to developing and retaining current employees while attracting new skilled workers. The benefits include having the right people in jobs, retention of top talent, better hiring and understanding employees. Key areas of talent management include talent assessment, potential enhancement, acquisition, and knowledge management. Strategies involve attracting, retaining, and managing talent. The process has eight steps including workforce planning, recruiting, onboarding, performance management, training, succession planning, compensation, and skills gap analysis. Advantages are stronger skills and competitiveness while disadvantages can include costs and headhunting.
Coaching,Career and Talent Management
Coaching and mentoring help employees develop both short-term job skills through coaching and navigate longer careers through mentoring. They benefit the coach, learner, and organization. For the organization, benefits include higher retention, competitive advantage, and optimal resource use. The coaching process involves preparing, planning, active coaching sessions, and follow up. Career management helps employees understand their skills and interests to use them effectively through exploration, establishment, development and fulfillment over their career lifespan. Employers play a role through development opportunities, feedback, and supporting employee plans.
Performance Management presentation
Designing and Implementing Performance Management Program.
Development Driven and Competitive Assessment Performance Management Models.
Basic management principles
This document provides an overview of basic management principles, including management functions, characteristics of good managers, strategic planning, project management, problem solving techniques, and continuous quality improvement (CQI). It covers topics such as the planning, organizing, staffing, directing, and controlling functions of management; self-development methods; risk assessment; quality management; and the origins and elements of CQI. The document is intended to help readers understand fundamental management concepts.
Enhanced Enterprise Intelligence with your personal AI Data Copilot.pdf
Recently we have observed the rise of open-source Large Language Models (LLMs) that are community-driven or developed by the AI market leaders, such as Meta (Llama3), Databricks (DBRX) and Snowflake (Arctic). On the other hand, there is a growth in interest in specialized, carefully fine-tuned yet relatively small models that can efficiently assist programmers in day-to-day tasks. Finally, Retrieval-Augmented Generation (RAG) architectures have gained a lot of traction as the preferred approach for LLMs context and prompt augmentation for building conversational SQL data copilots, code copilots and chatbots.
In this presentation, we will show how we built upon these three concepts a robust Data Copilot that can help to democratize access to company data assets and boost performance of everyone working with data platforms.
Why do we need yet another (open-source ) Copilot?
How can we build one?
Architecture and evaluation
STATATHON: Unleashing the Power of Statistics in a 48-Hour Knowledge Extravag...
"Join us for STATATHON, a dynamic 2-day event dedicated to exploring statistical knowledge and its real-world applications. From theory to practice, participants engage in intensive learning sessions, workshops, and challenges, fostering a deeper understanding of statistical methodologies and their significance in various fields."
More Related Content
Similar to HRM303-13p.ppt
Introduction of Career Development - 3.pptx
This document discusses career development in organizations. It describes the stages of career development as preparation for work, organizational entry, early career, mid career, and late career. It also outlines specific career development activities like career counseling, career pathing, training, and promotions. Some hurdles to proper implementation are lack of visibility, short-term loyalty, and tight deadlines. Critical factors for success include good organization, support, transparency, communication, and managing expectations.
Career planning
This document discusses career planning and development. It defines career as an occupation pursued from youth to retirement with advancement. Career planning identifies opportunities, reduces turnover, increases productivity, and helps employees achieve higher needs and organizational goals. The stages of career planning include career goals, paths, feedback, and retirement needs from ages 20 to 65. Career planning involves forecasting, counseling, pathing, assessment, and succession planning. Tests include interests, personality, and skills. Anchors include competence, security, creativity, autonomy, and lifestyle. Factors for career plan failure and importance of employer-employee involvement are covered. Case studies of Colgate Palmolive and Cadbury illustrate career planning processes.
human-resource-management-ppt
Human resource management involves five key functions: staffing, human resource development, compensation, safety and health, and employee and labor relations. Staffing includes job analysis, recruitment, selection, and human resource planning. Human resource development consists of training, career development, performance management, and organization development. Compensation encompasses all financial and non-financial rewards provided to employees. Safety and health aims to protect employees' well-being.
Lecture 17.pptx
This document provides information about career planning and succession planning. It discusses what constitutes a career, models of career development, and the career management process. It outlines the components of self-assessment, reality check, goal setting, and action planning. It also discusses design factors of effective career management systems and the shared responsibilities of employees, managers, HR managers, and the company in career management. Finally, it discusses evaluating career management systems by examining customer reactions and results.
Succession planning in HRP
This document discusses various aspects of human resource planning such as career planning and development, succession planning, and potential appraisal and development. It provides details on the meaning and process of career planning, management, and development. It also outlines the need for career planning, steps involved in establishing a career development system, advantages for individuals and organizations, and limitations. Succession planning and potential appraisal are also defined along with best practices.
Successment Management for Non-Profits
Nonprofit organizations that invest in talent-focused succession planning are better positioned to manage organizational challenges and changes. An effective Succession plan assures the recruitment of top-notch talent, effective development of critical skills and knowledge, and adequate preparation for advancement or promotion to other roles. This webinar, hosted by Irene Cruz, Client Success Manager at Cornerstone OnDemand, is the conclusion to a special two-part series on best practices in Succession Management for nonprofits.
Career planning and management(1)
This document discusses career planning and management. It defines career as a sequence of work-related experiences and activities over a person's life. Career planning is a systematic process to decide career goals and paths to achieve them. Career management helps employees become aware of their interests/skills and identify career goals. There are four stages of career development: exploration, establishment, maintenance, and disengagement. Effective career management systems develop committed employees and positive job performance through components like self-assessment, reality checks, goal-setting, and action planning.
Human resource planning
This document discusses human resource planning, specifically career planning and development, succession planning, and potential appraisal. It covers the meaning, components, need for, and process of career planning. The advantages for both individuals and organizations are outlined. Succession planning involves preparing a management staffing plan and developing potential appraisals to inform employees and organizational planning. Potential is evaluated using factors like conceptual effectiveness, operational effectiveness, interpersonal effectiveness, and achievement motivation.
Master Class on Talent Management & Engagement - Deepa Mohamed
This document provides guidance on assessing employee potential and performance for talent reviews. It introduces a talent matrix model with four quadrants to plot employees based on their potential (high, medium, low) and performance (high, medium, low). The methodology involves assessing employees on factors like aspiration, engagement, intellectual quotient, emotional quotient, and adversity quotient. Managers are expected to plot employees on the matrix and provide development paths accordingly, such as grooming high potentials for leadership roles or moving underperformers to more suitable positions. The talent review process aims to identify employees with potential for more senior roles and develop succession plans.
Hr in sme_s
HR in SMEs provides checklists and online tools to help small and medium enterprises professionalize their human resource management practices. This includes checklists for recruitment, onboarding new employees, training, performance management, and developing flexible work arrangements. The tools are meant to help entrepreneurs with HR responsibilities implement basic HR practices without extensive background or training in human resources. Competence management and developing a mission statement are presented as strategic approaches to aligning HR with business goals.
Coaching performance coaching_career_coaching
The document discusses the benefits and purpose of career coaching. Career coaching encourages organizational performance by matching employees to the right jobs, helps identify problem areas, and develops strategies to increase skills and productivity. It increases employee commitment and productivity while enabling better understanding of career choices. Career coaching aids in retaining employees, improving team performance, and increasing quality and efficiency. The purpose is to inform employees of career options and help them achieve career goals. Career coaching advantages include helping employees explore options and develop networks. Effective career coaching uses participatory communication, develops a positive environment, and employs active listening and questioning skills.
PRESENTATION RELATED TO TRAINING AND DEVELOPMENT.pptx
The document discusses training and development in organizations. It covers:
- The importance of socialization, training, and development in helping new employees adapt and become productive.
- The process of socialization and how it influences performance and stability.
- The purpose of new employee orientation, including introducing culture and building relationships.
- Methods of on-the-job and off-the-job training, as well as employee development techniques like job rotation.
- Organization development and change management methods like surveys and process consultation.
- The importance of evaluating training programs through performance-based measures.
Learning Need Assessment Concept & Implementation.pptx
The document discusses learning need assessment (LNA), which involves accurately establishing an individual's existing competency through self-assessment before training. This ensures the individual receives the correct training level. The LNA considers whether the individual has prerequisite skills or if their skill level is too high. Proper planning based on LNA optimizes benefits to the company and individual. The document outlines different LNA approaches, including strategic needs analysis, competency-based assessment, job and task analysis, and new training needs analysis. It provides examples of how to conduct each approach and identify individual training needs.
Learning Need Assessment Concept & Implementation.pptx
The document discusses learning need assessment (LNA), which involves accurately establishing an individual's existing competency through self-assessment before training. This ensures the individual receives the correct training level. The LNA considers whether the individual has prerequisite skills or if their skill level is too high. Proper planning based on LNA optimizes benefits to the company and individual. The document outlines different LNA approaches, including strategic needs analysis, competency-based assessment, job and task analysis, and new training needs analysis. It provides examples of how to conduct each approach and identify individual training needs.
Employee Development
Employee development refers to activities that help employees improve their skills and abilities to perform their current or future jobs more effectively. It is important for companies to develop employees in order to improve quality, retain talent, manage talent, meet competitive challenges, and incorporate new technologies. Common approaches to development include formal education, job experiences, assessments, mentoring, coaching, and development planning. Companies benefit from development through reduced turnover and a more engaged workforce.
Human resource management
Human Resource Management involves key functions like recruitment, selection, employment legislation, discipline, development, training, rewards systems, trade unions, and productivity. Recruitment involves identifying job vacancies and notifying potential candidates. Selection assesses candidates and appoints a post holder using methods like interviews, tests, and exercises. Employment legislation regulates areas like discrimination, chemicals handling, and accommodating disabled workers.
Talent management
This document defines and outlines talent management. It discusses how talent management refers to developing and retaining current employees while attracting new skilled workers. The benefits include having the right people in jobs, retention of top talent, better hiring and understanding employees. Key areas of talent management include talent assessment, potential enhancement, acquisition, and knowledge management. Strategies involve attracting, retaining, and managing talent. The process has eight steps including workforce planning, recruiting, onboarding, performance management, training, succession planning, compensation, and skills gap analysis. Advantages are stronger skills and competitiveness while disadvantages can include costs and headhunting.
Coaching,Career and Talent Management
Coaching and mentoring help employees develop both short-term job skills through coaching and navigate longer careers through mentoring. They benefit the coach, learner, and organization. For the organization, benefits include higher retention, competitive advantage, and optimal resource use. The coaching process involves preparing, planning, active coaching sessions, and follow up. Career management helps employees understand their skills and interests to use them effectively through exploration, establishment, development and fulfillment over their career lifespan. Employers play a role through development opportunities, feedback, and supporting employee plans.
Performance Management presentation
Designing and Implementing Performance Management Program.
Development Driven and Competitive Assessment Performance Management Models.
Basic management principles
This document provides an overview of basic management principles, including management functions, characteristics of good managers, strategic planning, project management, problem solving techniques, and continuous quality improvement (CQI). It covers topics such as the planning, organizing, staffing, directing, and controlling functions of management; self-development methods; risk assessment; quality management; and the origins and elements of CQI. The document is intended to help readers understand fundamental management concepts.
Similar to HRM303-13p.ppt (20)
Master Class on Talent Management & Engagement - Deepa Mohamed
Master Class on Talent Management & Engagement - Deepa Mohamed
PRESENTATION RELATED TO TRAINING AND DEVELOPMENT.pptx
PRESENTATION RELATED TO TRAINING AND DEVELOPMENT.pptx
Learning Need Assessment Concept & Implementation.pptx
Learning Need Assessment Concept & Implementation.pptx
Learning Need Assessment Concept & Implementation.pptx
Learning Need Assessment Concept & Implementation.pptx
Recently uploaded
Enhanced Enterprise Intelligence with your personal AI Data Copilot.pdf
Recently we have observed the rise of open-source Large Language Models (LLMs) that are community-driven or developed by the AI market leaders, such as Meta (Llama3), Databricks (DBRX) and Snowflake (Arctic). On the other hand, there is a growth in interest in specialized, carefully fine-tuned yet relatively small models that can efficiently assist programmers in day-to-day tasks. Finally, Retrieval-Augmented Generation (RAG) architectures have gained a lot of traction as the preferred approach for LLMs context and prompt augmentation for building conversational SQL data copilots, code copilots and chatbots.
In this presentation, we will show how we built upon these three concepts a robust Data Copilot that can help to democratize access to company data assets and boost performance of everyone working with data platforms.
Why do we need yet another (open-source ) Copilot?
How can we build one?
Architecture and evaluation
STATATHON: Unleashing the Power of Statistics in a 48-Hour Knowledge Extravag...
"Join us for STATATHON, a dynamic 2-day event dedicated to exploring statistical knowledge and its real-world applications. From theory to practice, participants engage in intensive learning sessions, workshops, and challenges, fostering a deeper understanding of statistical methodologies and their significance in various fields."
一比一原版(UofS毕业证书)萨省大学毕业证如何办理
原版定制【微信:41543339】【(UofS毕业证书)萨省大学毕业证】【微信:41543339】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信41543339】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信41543339】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
Unleashing the Power of Data_ Choosing a Trusted Analytics Platform.pdf
In this guide, we'll explore the key considerations and features to look for when choosing a Trusted analytics platform that meets your organization's needs and delivers actionable intelligence you can trust.
原版制作(Deakin毕业证书)迪肯大学毕业证学位证一模一样
学校原件一模一样【微信：741003700 】《(Deakin毕业证书)迪肯大学毕业证学位证》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
一比一原版(Coventry毕业证书)考文垂大学毕业证如何办理
毕业原版【微信:41543339】【(Coventry毕业证书)考文垂大学毕业证】【微信:41543339】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信41543339】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信41543339】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
My burning issue is homelessness K.C.M.O.
My burning issue is homelessness in Kansas City, MO
To: Tom Tresser
From: Roger Warren
Analysis insight about a Flyball dog competition team's performance
Insight of my analysis about a Flyball dog competition team's last year performance. Find more: https://github.com/rolandnagy-ds/flyball_race_analysis/tree/main
一比一原版(Bradford毕业证书)布拉德福德大学毕业证如何办理
原版定制【微信:41543339】【(Bradford毕业证书)布拉德福德大学毕业证】【微信:41543339】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信41543339】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信41543339】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
一比一原版(BCU毕业证书)伯明翰城市大学毕业证如何办理
原版定制【微信:41543339】【(BCU毕业证书)伯明翰城市大学毕业证】【微信:41543339】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信41543339】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信41543339】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
Malana- Gimlet Market Analysis (Portfolio 2)
A market analysys on Spotify's parent Podcast company Gimlet.
06-04-2024 - NYC Tech Week - Discussion on Vector Databases, Unstructured Dat...
06-04-2024 - NYC Tech Week - Discussion on Vector Databases, Unstructured Data and AI
Discussion on Vector Databases, Unstructured Data and AI
https://www.meetup.com/unstructured-data-meetup-new-york/
This meetup is for people working in unstructured data. Speakers will come present about related topics such as vector databases, LLMs, and managing data at scale. The intended audience of this group includes roles like machine learning engineers, data scientists, data engineers, software engineers, and PMs.This meetup was formerly Milvus Meetup, and is sponsored by Zilliz maintainers of Milvus.
办(uts毕业证书)悉尼科技大学毕业证学历证书原版一模一样
原版一模一样【微信：741003700 】【(uts毕业证书)悉尼科技大学毕业证学历证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
The affect of service quality and online reviews on customer loyalty in the E...
Journal of Management and Creative Business.published book./
Global Situational Awareness of A.I. and where its headed
You can see the future first in San Francisco.
Over the past year, the talk of the town has shifted from $10 billion compute clusters to $100 billion clusters to trillion-dollar clusters. Every six months another zero is added to the boardroom plans. Behind the scenes, there’s a fierce scramble to secure every power contract still available for the rest of the decade, every voltage transformer that can possibly be procured. American big business is gearing up to pour trillions of dollars into a long-unseen mobilization of American industrial might. By the end of the decade, American electricity production will have grown tens of percent; from the shale fields of Pennsylvania to the solar farms of Nevada, hundreds of millions of GPUs will hum.
The AGI race has begun. We are building machines that can think and reason. By 2025/26, these machines will outpace college graduates. By the end of the decade, they will be smarter than you or I; we will have superintelligence, in the true sense of the word. Along the way, national security forces not seen in half a century will be un-leashed, and before long, The Project will be on. If we’re lucky, we’ll be in an all-out race with the CCP; if we’re unlucky, an all-out war.
Everyone is now talking about AI, but few have the faintest glimmer of what is about to hit them. Nvidia analysts still think 2024 might be close to the peak. Mainstream pundits are stuck on the wilful blindness of “it’s just predicting the next word”. They see only hype and business-as-usual; at most they entertain another internet-scale technological change.
Before long, the world will wake up. But right now, there are perhaps a few hundred people, most of them in San Francisco and the AI labs, that have situational awareness. Through whatever peculiar forces of fate, I have found myself amongst them. A few years ago, these people were derided as crazy—but they trusted the trendlines, which allowed them to correctly predict the AI advances of the past few years. Whether these people are also right about the next few years remains to be seen. But these are very smart people—the smartest people I have ever met—and they are the ones building this technology. Perhaps they will be an odd footnote in history, or perhaps they will go down in history like Szilard and Oppenheimer and Teller. If they are seeing the future even close to correctly, we are in for a wild ride.
Let me tell you what we see.
一比一原版(Dalhousie毕业证书)达尔豪斯大学毕业证如何办理
原版定制【微信:41543339】【(Dalhousie毕业证书)达尔豪斯大学毕业证】【微信:41543339】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信41543339】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信41543339】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
原版制作(swinburne毕业证书)斯威本科技大学毕业证毕业完成信一模一样
学校原件一模一样【微信：741003700 】《(swinburne毕业证书)斯威本科技大学毕业证》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
一比一原版(UniSA毕业证书)南澳大学毕业证如何办理
原版定制【微信:41543339】【(UniSA毕业证书)南澳大学毕业证】【微信:41543339】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信41543339】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信41543339】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
Recently uploaded (20)
Enhanced Enterprise Intelligence with your personal AI Data Copilot.pdf
Enhanced Enterprise Intelligence with your personal AI Data Copilot.pdf
STATATHON: Unleashing the Power of Statistics in a 48-Hour Knowledge Extravag...
STATATHON: Unleashing the Power of Statistics in a 48-Hour Knowledge Extravag...
Unleashing the Power of Data_ Choosing a Trusted Analytics Platform.pdf
Unleashing the Power of Data_ Choosing a Trusted Analytics Platform.pdf
Challenges of Nation Building-1.pptx with more important
Challenges of Nation Building-1.pptx with more important
Analysis insight about a Flyball dog competition team's performance
Analysis insight about a Flyball dog competition team's performance
06-04-2024 - NYC Tech Week - Discussion on Vector Databases, Unstructured Dat...
06-04-2024 - NYC Tech Week - Discussion on Vector Databases, Unstructured Dat...
The affect of service quality and online reviews on customer loyalty in the E...
The affect of service quality and online reviews on customer loyalty in the E...
Global Situational Awareness of A.I. and where its headed
Global Situational Awareness of A.I. and where its headed
HRM303-13p.ppt
- 1. Career Development • The importance of careers • Career anchors • Career planning • Career stages
- 2. The Importance of Careers • For organizations: Helps align staffing with strategy • For employees: A source of identification and a factor in quality of life
- 3. Career Anchors • Technical anchor • Managerial anchor • Security & stability anchor • Autonomy anchor • Entrepreneurial anchor
- 4. Career Planning • Employee responsibility: – Self-assessment, – Identify and analyze career options; – Decide and develop career objectives and needs; – Communicate career preferences to your manager; – Map out a plan with your manager.
- 5. Career Planning • Management responsibilities: – Encourage career planning process, – Assess realism of employee’s plans, – Provide information to employee about career planning resources, and career development opportunities such as job openings, training programs, and rotation assignments.
- 6. Changing Nature of Careers • The employment contract: Employees as free agents – Career competencies – Self-management • New career paths: More webbed than straight • Early & delayed retirement
- 7. Importance of Career Planning to Organizations • Effective utilization of human resources – Align staffing requirements to strategy – Develop promotable employees • Affirmative action and EEO – Assists in meeting goals – Assists in diversity management
- 8. Career Stages • Exploration stage • Establishment stage • Maintenance stage • Late career stage
- 9. Exploration Stage • Task Needs: – Experiencing varied job tasks – Self assessment – Job choice • Social-emotional needs – Occupational self- image – Settling down
- 10. Establishment Stage • Task needs – Learn the ropes – Get challenging jobs – Increase competence – Be innovative • Emotional needs – Deal with competition, failure, conflicts – Develop autonomy
- 11. Maintenance Stage • Task needs – Technical updating – Coaching skills – Continue to rotate into new areas – Develop broad view of career • Social-emotional needs – Express midlife feelings – Rethink work, family
- 12. Late Career Stage • Task needs – Remain productive – Plan for retirement – Shift role from power to guidance – Identify successors – Develop outside interests • Social emotional needs – Re-envision work – Develop outside identity
- 13. Backwards & Forwards • Summing up – Career anchors – Changing nature of careers – Strategic importance of career planning – Stages or career progression • Looking ahead – Strategies for employees to self- manage careers – Variations in career planning for men and women – Career planning and human resource planning