This document discusses trends in the labor market and skills needed for future success. It notes a shift to non-standard employment like part-time work and an increased need for lifelong learning and skill upgrading. Industries are moving from goods-producing to service-providing. In the new labor market, adaptability, self-promotion, and lifelong learning are keys to success. There is a primary job market for professionals and a secondary market for small businesses. Essential skills like problem-solving, communication, and computer skills are important for finding and maintaining employment. Soft skills are also critical for getting and keeping jobs.
Prioritizing Diversity and Inclusion: The ROI of D&ICielo
Cielo D&I expert Anne Bucher shares why it is important to prioritize diversity and inclusion, the current trends we’re seeing, and the steps organizations can take to put a winning plan in place to achieve their D&I goals. View these slides to learn more about:
Identifying your D&I gaps
Improving candidate communication
Creating diverse talent pools
How to measure success
Future Career Success: John Curtin Leadership AcademyBarry Horne
A presentation delivered to undergraduate and postgraduate students and mentors of the John Curtin Leadership Academy in September 2014.
Its focus is on self-awareness, career research and decision-making in advance of actually seeking out job opportunities.
Diversity is about being invited to the party. Inclusion is more than being asked to dance. It’s dancing; it’s choosing the music; it’s being part of the party planning. In this webcast, we will explore the historical progression of curating a diverse workforce and how organizations can leverage analytics to solidify a culture of inclusion through the power of advanced analytics.
Strategies for Managing a Diverse WorkforcePayScale, Inc.
In an ever increasingly global economy, the ability to manage a diverse workforce is a key competitive advantage. However, today’s HR teams are challenged when it comes to figuring out compensation strategies for a diverse workforce.
Join Crystal Spraggins, SPHR and Mykkah Herner, MA, CCP as they talk about the intersections between diversity and compensation:
Alternative ways of looking at diversity
Identifying pay inequities
Training managers well beyond compliance
Diversity and the salary negotiation process
Diversity beyond compensation such as practicing inclusion in hiring, training and development
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Learning objective: Discuss strategies for successful recruiting strategies
Diversity is not just about colorful teams; it’s about colorful solutions. Organizations that successfully design and implement strong diversity strategies spark greater performance, motivation, and success. Differences capture broad thinking and enhance human performance and motivation. Most organizations understand the need for diversity and create plans, yet, there is something missing. In this seminar, understand how to recruit and attract diverse talent and transform your organization into an innovative powerhouse.
At the end of this seminar participants will be able to:
a. Identify what diverse talent pools look for in an organization
b. Explore elements of successful diversity strategies
c. Discover strategies to attract and retain top talent
d. Explore innovative recruitment resources
Finding Value Before a Crisis: How Workplace DEI Drives Revenue and Prevents ...Case IQ
The topic of workplace diversity, equity, and inclusion is at an all-time high right now. It has been proven that there is a direct correlation between inclusive workforces, productivity, and revenue. According to the McKinsey & Company diversity report, “companies in the top-quartile for ethnic and cultural diversity on executive teams were 33% more likely to have industry-leading profitability.”
Without a strong DEI program, though, your organization could face internal harassment incidents, discrimination lawsuits, high employee churn, and a poor corporate reputation, leading to lost customers and clients.
Join inclusive marketing consultant, speaker, and author Michelle Ngome as she outlines DEI best practices that will increase your organization’s revenue, as well as prevent workplace incidents.
Prioritizing Diversity and Inclusion: The ROI of D&ICielo
Cielo D&I expert Anne Bucher shares why it is important to prioritize diversity and inclusion, the current trends we’re seeing, and the steps organizations can take to put a winning plan in place to achieve their D&I goals. View these slides to learn more about:
Identifying your D&I gaps
Improving candidate communication
Creating diverse talent pools
How to measure success
Future Career Success: John Curtin Leadership AcademyBarry Horne
A presentation delivered to undergraduate and postgraduate students and mentors of the John Curtin Leadership Academy in September 2014.
Its focus is on self-awareness, career research and decision-making in advance of actually seeking out job opportunities.
Diversity is about being invited to the party. Inclusion is more than being asked to dance. It’s dancing; it’s choosing the music; it’s being part of the party planning. In this webcast, we will explore the historical progression of curating a diverse workforce and how organizations can leverage analytics to solidify a culture of inclusion through the power of advanced analytics.
Strategies for Managing a Diverse WorkforcePayScale, Inc.
In an ever increasingly global economy, the ability to manage a diverse workforce is a key competitive advantage. However, today’s HR teams are challenged when it comes to figuring out compensation strategies for a diverse workforce.
Join Crystal Spraggins, SPHR and Mykkah Herner, MA, CCP as they talk about the intersections between diversity and compensation:
Alternative ways of looking at diversity
Identifying pay inequities
Training managers well beyond compliance
Diversity and the salary negotiation process
Diversity beyond compensation such as practicing inclusion in hiring, training and development
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Learning objective: Discuss strategies for successful recruiting strategies
Diversity is not just about colorful teams; it’s about colorful solutions. Organizations that successfully design and implement strong diversity strategies spark greater performance, motivation, and success. Differences capture broad thinking and enhance human performance and motivation. Most organizations understand the need for diversity and create plans, yet, there is something missing. In this seminar, understand how to recruit and attract diverse talent and transform your organization into an innovative powerhouse.
At the end of this seminar participants will be able to:
a. Identify what diverse talent pools look for in an organization
b. Explore elements of successful diversity strategies
c. Discover strategies to attract and retain top talent
d. Explore innovative recruitment resources
Finding Value Before a Crisis: How Workplace DEI Drives Revenue and Prevents ...Case IQ
The topic of workplace diversity, equity, and inclusion is at an all-time high right now. It has been proven that there is a direct correlation between inclusive workforces, productivity, and revenue. According to the McKinsey & Company diversity report, “companies in the top-quartile for ethnic and cultural diversity on executive teams were 33% more likely to have industry-leading profitability.”
Without a strong DEI program, though, your organization could face internal harassment incidents, discrimination lawsuits, high employee churn, and a poor corporate reputation, leading to lost customers and clients.
Join inclusive marketing consultant, speaker, and author Michelle Ngome as she outlines DEI best practices that will increase your organization’s revenue, as well as prevent workplace incidents.
ICQ Consulting is a strategic leadership and management solution provider specialising in helping people and organisations leverage personal and cultural differences through a unique portfolio of data-driven assessments and training based on the expertise of world leading experts using proprietary technology.
How To Success in International Business?Noon Natacha
What is international business?
Who is a Global Business Leader?
Type of international business.
Risks that international business has to confront with
How to deal with the risk?
How-to guide on attracting and recruiting diverse talentHarvey Nash Plc
The first ‘how-to’ guide of a three-part series from Inclusion 360, focused on inclusive recruitment strategies and how to attract more diversity through the recruitment process. The guide combines insights from the Harvey Nash Leadership Consulting team and experiences of over 100 employers who attended Harvey Nash workshops across the UK.
What is Diversity Equity and Inclusion?
Diversity equity and inclusion is a movement that uses education to recognize and address how power, privilege, and society affect our personal identities. It also works to ensure equal employment opportunities within companies, as well as recognizing differences in backgrounds, cultures, skillsets and perspectives.
Learning outcome: Each attendee will walk away with a greater awareness of the boarder definition of “Inclusion”. The exercises will provide a deeper learning for the attendees and their role in building an inclusive environment.
Accelerating the Transformation: Diversity and Inclusion. This one-hour workshop combines interactive participation, video clips, case studies and facilitation that encourages a deeper understanding of the concept of Inclusion. It is a fast-pace learning environment that is designed to enable a meaningful and relevant overview of “inclusion” and the role each attendee contributes.
At the end of this seminar, participants will be able to:
a. To understand what Diversity and Inclusion means
b. Walkaway with one action item, that each of the attendees will commit to do to accelerate the transformation of inclusion in the workplace.
c. By understanding Diversity & Inclusion, and acting on it – each attendee will contribute to the realization of our vision
Diversity is about much more than equal opportunity – it can actually drive business success. But building a diverse community and, in turn, a brand that promotes diversity, takes time. This webcast presentation gives you with the skills to engage diverse talent and build a brand that puts diversity first. It also showcases how Starbucks approaches attracting diverse talent.
Learn more about LinkedIn Talent Solutions: https://lnkd.in/g3NRhUJ
Presentation conducted at SNEC PMI's Career Fairs in Hartford and Stamford CT by George Nikanorov, Head of Marketing for DATA Inc. on how to "brand" yourself and communicate with recruiters through Social Media.
Knowing Your Strengths as a Job Seeker amacolumbia
Director of Employer Relations at the Darla Moore School of Business Pedro Gonzalez discusses professional development at AMA Columbia's October 2015 AMA Marketer Mentor Match program.
ICQ Consulting is a strategic leadership and management solution provider specialising in helping people and organisations leverage personal and cultural differences through a unique portfolio of data-driven assessments and training based on the expertise of world leading experts using proprietary technology.
How To Success in International Business?Noon Natacha
What is international business?
Who is a Global Business Leader?
Type of international business.
Risks that international business has to confront with
How to deal with the risk?
How-to guide on attracting and recruiting diverse talentHarvey Nash Plc
The first ‘how-to’ guide of a three-part series from Inclusion 360, focused on inclusive recruitment strategies and how to attract more diversity through the recruitment process. The guide combines insights from the Harvey Nash Leadership Consulting team and experiences of over 100 employers who attended Harvey Nash workshops across the UK.
What is Diversity Equity and Inclusion?
Diversity equity and inclusion is a movement that uses education to recognize and address how power, privilege, and society affect our personal identities. It also works to ensure equal employment opportunities within companies, as well as recognizing differences in backgrounds, cultures, skillsets and perspectives.
Learning outcome: Each attendee will walk away with a greater awareness of the boarder definition of “Inclusion”. The exercises will provide a deeper learning for the attendees and their role in building an inclusive environment.
Accelerating the Transformation: Diversity and Inclusion. This one-hour workshop combines interactive participation, video clips, case studies and facilitation that encourages a deeper understanding of the concept of Inclusion. It is a fast-pace learning environment that is designed to enable a meaningful and relevant overview of “inclusion” and the role each attendee contributes.
At the end of this seminar, participants will be able to:
a. To understand what Diversity and Inclusion means
b. Walkaway with one action item, that each of the attendees will commit to do to accelerate the transformation of inclusion in the workplace.
c. By understanding Diversity & Inclusion, and acting on it – each attendee will contribute to the realization of our vision
Diversity is about much more than equal opportunity – it can actually drive business success. But building a diverse community and, in turn, a brand that promotes diversity, takes time. This webcast presentation gives you with the skills to engage diverse talent and build a brand that puts diversity first. It also showcases how Starbucks approaches attracting diverse talent.
Learn more about LinkedIn Talent Solutions: https://lnkd.in/g3NRhUJ
Presentation conducted at SNEC PMI's Career Fairs in Hartford and Stamford CT by George Nikanorov, Head of Marketing for DATA Inc. on how to "brand" yourself and communicate with recruiters through Social Media.
Knowing Your Strengths as a Job Seeker amacolumbia
Director of Employer Relations at the Darla Moore School of Business Pedro Gonzalez discusses professional development at AMA Columbia's October 2015 AMA Marketer Mentor Match program.
How to transform personal development for professional in a disruptive age.
This manifest is based on previous work which we created and shared earlier. This second edition is enhanced with more suggestions on how to apply such an approach in practice. In this second edition we are introducing the Personal Productivity Grid to support personal development for professionals.
Use this link to access the first edition of this manifest:
https://www.slideshare.net/JeroenSpierings/professional-development-for-teachers
You must learn to see the world a new. We learn from the emerging future and utilize the wisdom of crowds This needs to be the mindset for transformation.
In general the flow of knowledge will activate the continuous optimization process.
A circular process where we constantly seek for and access knowledge, from feeling, observation, demonstration and challenging we are able to apply the knowledge in practice. We create deeper understanding and new ideas for adoption will emerge. We reflect on the application and learn so that we can curate new knowledge and share this with a wider audience. We focus on empowering teachers to make a difference. Important element is the sharing of knowledge, expertise and experiences so that we collectively learn from the emerging future. Each teacher can use the flow of knowledge to build their personal productivity grid to drive personal growth.
You step into the future to shift your frame of reference.
The Power of HR & Automation: How to Keep the “Human” in Human Resource Manag...Aggregage
While the future remains uncertain when it comes to the return of an in-person workforce, HR automation seems to be an ever-increasing inevitability. Shifting existing teams over to new digital processes during remote times can be a massive challenge, especially when teams are focused on maintaining the ever-illusive sense of "culture." But for the next generation now entering the workforce––an immensely tech-enabled generation––what can we as HR leaders do to meet them?
Join Teresa Smith, Senior Managing Partner, HCM Advisory Group at UKG, for this indispensable discussion on the future of work and HR tech. This session will cover:
• What a "work environment" means today and how we go about creating a positive one
• How to ensure your company remains "people-first" in these uncertain times
• Why automating HR tasks doesn't necessarily come at a detriment to culture
• How to effectively introduce digital processes to your company and employees new and old in a way that encourages adoption of these processes
Expanding Your Reach with More Majors- Breakout 1 Warrington UFCRCStaff
Learn how to expand your applicant pool by casting a wider recruiting net and engaging in a more thoughtful search.
In this session we will explore how students build relevant career readiness skills beyond their major through participation in student organizations, internships and study abroad, as well as how these skills can benefit your organization!
Andie Cochran, Senior Assistant Director for Career & Industry Engagement CRC & Thomas Knight, Associate Chair and Lecturer Department of Economics
Warrington
How to find employees in Romania and What motivates them?Ana Ber
Pendl Piswanger (P&P) Romania is affiliated to InterSearch, a worldwide executive search firm with more than 100 offices in 50 countries and to SeniorManagementWorldwide, leading interim management provider with global presence as well.
For more information please visit our websites at www.ppromania.ro or www.ro.intersearch.org
With a presence of 40 years in CEE and 25 years in Romania we are totally committed to our clients who gain competitive advantage by hiring great people. To maintain our competitive advantage, we operate across all major industry sectors, learn, diversify permanently and avoid specialization by limiting our client portfolio in a particular industry.
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
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
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
2. Forces That Shape The Business
World
New Technology
Global
Interdependence
Move to ServiceOriented,
Information
Society
Unpredictable,
Changing
marketplace
Changing
Demographic
Values
3. Labour Market Trends
Shift to non-standard employment – part-time,
temporary, contractual, multiple sources
income
Lifelong learning – commitment to a life of
upgrading skills and learning new ones
Technology – continually upgrading workrelated skills
Growth of small business
Industrial shift – from good-producing to
service –providing industries
Globalization – outsourcing
Demographics – factors include age of
population, gender, ethnicity, settlement,
immigration
4. Factors for Successful in the New
Labour Market
Adapt to change
Flexible
Creating your own
jobs
Self-promotion &
networking
Assume
responsibility for
own lives and
financial planning
Knowledge in new
economy
Self-awareness
Creativity
Self-esteem
Proactive career
planning
Life-long learning
Constant retraining
Learn new tech
Teamwork
Skills
5. Industry Groupings
GoodsProducing
• Manufacturing
• Mining
• Construction
• Agriculture
• Forestry
• Fishing
ServiceProducing
• Transportation, communication & utilities
• Trade
• Health, social & education
• Finance, insurance & real estate
• Government services
• Business & retail services
• Accommodation, food & beverage services
6. Range of Service Sector
Dynamic service
industries
• Include the more knowledgeintensive or high tech services,
e.g. telecommunications and
business services
Traditional
services
• Refer to services directed
toward meeting the needs of
consumers, e.g. retail trade,
personal services and tourism
Non-market
services
• Include health, education and
government
7. Primary and Secondary Job
Markets
Primary Market
Secondary
Market
Freelance
Managers, professionals
and skilled trade workers
Small and Medium-Sized
Firms
Independent
marketplace for skills and
expertise
Healthy salaries and
benefits
Struggling to remain
viable and profitable
Opportunities for
advancement
Operate on tight money
and lower profit margins
High level of job
satisfaction
Workplace of choice for
mothers, immigrants and
disabled workers
Market
Demands both skills and
experience
Holds a lot of
opportunities
8. Labour Market Information
Components
Employment and Unemployment Rates
Job Openings – Employment Prospects - now and in the future
Employment Sectors
Wages – per hour and salary
Skills Needed – Essential Skills
Job Descriptions
Education and other Training Requirements
9. Tips On Becoming LMI Savvy
Be curious
Ask
Questions
Get
Informed
Question
Information
Get
Connected
10. Questions and Search
Keywords
Questions
• What kind of employers seem to always be
hiring?
• Who’s making the big money
• How did those people get those jobs?
• What education do they have?
Search
Keywords
• Labour market information
• Economy
• Employment prospects
• In demand jobs
• Hot jobs
• Hot industries
11. Self-management
skills
Use to code with
environments
transferable
e.g. assertiveness,
cooperation,
diplomacy…
Developed by
learning
Generally not
transferable unless
related field
Acquired on the job
Also acquired by
training in institute
Also developed in
spare-time hobbies
Rooted in aptitudes
Functional Skills
Rooted in
temperament/
Personality traits/soft
skills
Work Content Skills
Adaptive Skills
Types of Skills
Use to carry on
activities in the work
setting in dealing
with people, data, or
things
how we function on
the job in specific
tasks
Transferable skills;
each person has 500700 functional skills
12. Soft Skills vs Hard Skills
Hard skills can get you an interview
But you need soft kills to get and keep the job
Soft Skills:
Optimism, common sense, responsibility, a sense of humour, integrity, empathy,
teamwork, leadership, communication, good manners, negotiations, sociability, the
ability to teach, remain calm under pressure…
Hard Skills:
MS Office, typing, software applications, operating machines, software development,
speaking foreign language…
13. Essential Skills
The foundation skills use to carry out the work task, learning and life
The building blocks used to learn new ones
Allow people to grow with their jobs and adapt to changes in the workplace
1.
Reading
2.
Document Use
3.
Numeracy
4.
Writing
5.
Oral Communication
6.
Working with Others
7.
Thinking
8.
Computer Use
9.
Continuous Learning
Sources: Guide to essential skills - HRSDC
14. What’s Important to the Clients
Empower clients
to do job search
on their own
Clients be willing
to change,
learn & flexible
Match the
personality with
job
Arrange
informational
interview
Get a mentor
Be polite
persistence
Adhere to work
ethic
15. Networking
What is Networking?
Networking is getting out and meeting people either formally or informally, in groups or
one-on-one
It s a chance to get to know other people and let them know something about you
Why
Network?
•Obtain information and build personal contacts
•Gain first hand knowledge into the hidden market
16. Advantages of Networking
Meeting new people through people you know or people you meet somewhere
You can plot your own course of action
You can set your own pace
You can be original because you are not competing with anyone
Use information interviews as a way to meet people in an industry, become known,
and to expand your “professional” network
17. What Kinds of People to Network
with?
Decision
makers
Referrals to
decisionmakers
Referrals to
other
contacts
Advisors on
your search
Referrals
from people
with wide
connections
18. Core Competencies for CDPs
Attitudes
•Insightful
•Honest
•Open-mined
•Results-oriented
Skills
•Document client interactions and progress
•Accommodate diversity
•Collect, analyze and use information
•Convey information clearly when speaking and writing
Knowledge
•Career development models and theories
•The change process, transition stages, and career cycles
•components of the career planning process
•the major organizations and resources for career development and community services
19. Specializations (Unique Competencies )
for CDPs
Assessment
o
o
Guide client assessment
Information and Resource Management
Facilitate groups
o
o
Possess knowledge about facilitate
learning
Facilitate groups
Possess knowledge in career counselling
Demonstrate method of practice in
interactions with clients
Facilitate groups
Work Development
Develop work opportunities for clients
o
Guide client in work search strategies
Guide client in work search strategies
Guide client in work search strategies
o
Career Counselling
Provide clients with access to information
o
Develop and maintain information an
resource base
o
Facilitated Individual & Group Learning
o
Community Capacity Building
o
Promote community partnership and
participation to increase self-sufficiency
and enhance productivity
o
Facilitate groups