AIESEC UWA has engaged its 3 most recent interns through innovative means like coaching and facilitating events. It has also maximized human resources through organizing committees for projects and seen a 134% growth in team member opportunities. AIESEC UWA led marketing innovations nationally, like a tailored video campaign for the business school that realized 78% of winter exchanges from that school with no costs. It also restructured finance to give officers portfolio roles for more excitement and ensured responsibilities through a 100% retention rate. A new High School Outreach Program could promote programs nationally while adding value for members and stakeholders.
The Challenges, Opportunities and Recent Initiatives in the Thai VET systemOECD Centre for Skills
Presentation by Dr. Siripan Choomnoom, The Office of the Vocational Education Commission, for the 11th Meeting of the OECD Southeast Asian Regional Policy Network on Education and Skills, 24 November 2021
Dr. Siripan Choomnoom, Senior Advisor at the Vocational Education Commission of Thailand, presented the various initiatives introduced by the Thai government to strengthen the country’s TVET system. These include the improvement of the recognition of prior learning, as well as the promotion of partnerships with educational institutions, SMEs and other industry stakeholders.
Engaging employers in skills development and utilisation at the local levelOECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
Presentation by Mr. Thomas Mathew, Group CEO, TalentCorp for the 11th Meeting of the OECD Southeast Asian Regional Policy Network on Education and Skills, 24 November 2021
Mr. Thomas Mathew, Group CEO of TalentCorp, provided a unique country-level perspective by sharing the opportunities and challenges of Malaysia in using skills effectively in the workplace. He presented some recent initiatives carried out by TalentCorp to promote labour market participation, increase the employability of the workforce, and promote wellbeing in the workplace.
The Challenges, Opportunities and Recent Initiatives in the Thai VET systemOECD Centre for Skills
Presentation by Dr. Siripan Choomnoom, The Office of the Vocational Education Commission, for the 11th Meeting of the OECD Southeast Asian Regional Policy Network on Education and Skills, 24 November 2021
Dr. Siripan Choomnoom, Senior Advisor at the Vocational Education Commission of Thailand, presented the various initiatives introduced by the Thai government to strengthen the country’s TVET system. These include the improvement of the recognition of prior learning, as well as the promotion of partnerships with educational institutions, SMEs and other industry stakeholders.
Engaging employers in skills development and utilisation at the local levelOECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
Presentation by Mr. Thomas Mathew, Group CEO, TalentCorp for the 11th Meeting of the OECD Southeast Asian Regional Policy Network on Education and Skills, 24 November 2021
Mr. Thomas Mathew, Group CEO of TalentCorp, provided a unique country-level perspective by sharing the opportunities and challenges of Malaysia in using skills effectively in the workplace. He presented some recent initiatives carried out by TalentCorp to promote labour market participation, increase the employability of the workforce, and promote wellbeing in the workplace.
Session III: Sally Sinclair - Improving transitions for youth to further educ...OECD CFE
The OECD’s Regional Policy Network on Education and Skills aims to foster knowledge exchange in support of national growth and regional integration. The Network encourages a whole-of-government approach to formulating and implementing sound skills policies. It draws on the growing participation by Southeast Asian countries in the OECD’s education surveys and local job creation policy reviews, which provide valuable comparative data and analysis that can help countries in the region build more efficient and effective employment and skills systems.
Entrepreneurship Development Program (EDP) -APG LearningAPG Learning
APG Learning Entrepreneurship Development Program (EDP) is a structured, step-by-step approach to help you understand the processes involved in building and scaling a successful and sustainable venture. This three-month course also aims to develop the skills required to run a business successfully.
The role of the private sector in Skills Development and Employment to Thaila...OECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
E-Learning Strategies for Business – A SHRM Seminar, Bill RobinsonThe HR Observer
The evolving virtual and electronic learning platforms are revolutionising Learning & Development. This session will discuss how e-Learning supports an agile workforce while building employee competencies that have tangible business outcomes. Low cost training methods coupled with higher quality learner experiences are increasing job performance to the point of creating a competitive advantage for those organizations leading the way. Specific examples will relate to blended learning models, continual education credits for professionals and case studies from Skill Soft, E-Cornell and online academic degrees.
The role of the private sector in Skills Development and EmploymentOECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
Standard for In-Company-Trainers in Asean CountriesOECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
Workforce Development Overview for the Defense and Homeland Security Consortium on May 12, 2008 by Opportunity, Inc. and the Peninsula Council for Workforce Development
A regional approach to industry defined occupational standardsOECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
European Network for Promoting Active Ageing: Mature-age Employees as Mentors...ifoasapereutile
Verso l’Europa 2020 - imprese e persone che cambiano
Evento Finale del Progetto EMPOWER+ “Rete Europea per la promozione dell’occupabilità: lavoratori senior come Mentor, Coach e Team-Leaders”
Intervento di Kostas Michailidis - Fondo di sviluppo regionale della Macedonia centrale (Grecia)
“Verso l’Europa 2020, persone e imprese che cambiano” è il titolo con cui si è celebrato il 24 settembre 2013 in IFOA, a Reggio Emilia, l’evento finale del progetto europeo “Empower Plus”, realizzato da un partnership costituita da enti rappresentativi di diversi paesi europei: Grecia, regione della Macedonia Centrale, Germania, Spagna e Italia che con IFOA ha contribuito al progetto apportando la sua esperienza nella formazione.
Il convegno si è soffermato sull’importanza del mantenimento del filo di collegamento intergenerazionale che garantisce la continuità nel ricambio all’interno delle organizzazioni: mantenere il patrimonio di conoscenze che i lavoratori più anziani detengono e studiare e praticare modalità di trasferimento delle competenza ai più giovani significa per le imprese sopravvivere al cambiamento e assicurarsi continuità e innovazione.
Resto perchè cambio: così l’invecchiamento attivo sul posto di lavoro diventa un valore sociale, una ricchezza per l’impresa, un’ opportunità per i giovani, un arricchimento per i lavoratori maturi.
The role of Private Sector on IN-CT: A sharing from Astra Manufacturing Polyt...OECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
Effective job matching strategies and how best for employment services to eng...OECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
Session III: Sally Sinclair - Improving transitions for youth to further educ...OECD CFE
The OECD’s Regional Policy Network on Education and Skills aims to foster knowledge exchange in support of national growth and regional integration. The Network encourages a whole-of-government approach to formulating and implementing sound skills policies. It draws on the growing participation by Southeast Asian countries in the OECD’s education surveys and local job creation policy reviews, which provide valuable comparative data and analysis that can help countries in the region build more efficient and effective employment and skills systems.
Entrepreneurship Development Program (EDP) -APG LearningAPG Learning
APG Learning Entrepreneurship Development Program (EDP) is a structured, step-by-step approach to help you understand the processes involved in building and scaling a successful and sustainable venture. This three-month course also aims to develop the skills required to run a business successfully.
The role of the private sector in Skills Development and Employment to Thaila...OECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
E-Learning Strategies for Business – A SHRM Seminar, Bill RobinsonThe HR Observer
The evolving virtual and electronic learning platforms are revolutionising Learning & Development. This session will discuss how e-Learning supports an agile workforce while building employee competencies that have tangible business outcomes. Low cost training methods coupled with higher quality learner experiences are increasing job performance to the point of creating a competitive advantage for those organizations leading the way. Specific examples will relate to blended learning models, continual education credits for professionals and case studies from Skill Soft, E-Cornell and online academic degrees.
The role of the private sector in Skills Development and EmploymentOECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
Standard for In-Company-Trainers in Asean CountriesOECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
Workforce Development Overview for the Defense and Homeland Security Consortium on May 12, 2008 by Opportunity, Inc. and the Peninsula Council for Workforce Development
A regional approach to industry defined occupational standardsOECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
European Network for Promoting Active Ageing: Mature-age Employees as Mentors...ifoasapereutile
Verso l’Europa 2020 - imprese e persone che cambiano
Evento Finale del Progetto EMPOWER+ “Rete Europea per la promozione dell’occupabilità: lavoratori senior come Mentor, Coach e Team-Leaders”
Intervento di Kostas Michailidis - Fondo di sviluppo regionale della Macedonia centrale (Grecia)
“Verso l’Europa 2020, persone e imprese che cambiano” è il titolo con cui si è celebrato il 24 settembre 2013 in IFOA, a Reggio Emilia, l’evento finale del progetto europeo “Empower Plus”, realizzato da un partnership costituita da enti rappresentativi di diversi paesi europei: Grecia, regione della Macedonia Centrale, Germania, Spagna e Italia che con IFOA ha contribuito al progetto apportando la sua esperienza nella formazione.
Il convegno si è soffermato sull’importanza del mantenimento del filo di collegamento intergenerazionale che garantisce la continuità nel ricambio all’interno delle organizzazioni: mantenere il patrimonio di conoscenze che i lavoratori più anziani detengono e studiare e praticare modalità di trasferimento delle competenza ai più giovani significa per le imprese sopravvivere al cambiamento e assicurarsi continuità e innovazione.
Resto perchè cambio: così l’invecchiamento attivo sul posto di lavoro diventa un valore sociale, una ricchezza per l’impresa, un’ opportunità per i giovani, un arricchimento per i lavoratori maturi.
The role of Private Sector on IN-CT: A sharing from Astra Manufacturing Polyt...OECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
Effective job matching strategies and how best for employment services to eng...OECD CFE
The 2016 Education and Skills Network meeting is jointly organised by the Department of Labour and Employment, Philippines, ADB, OECD and GIZ and the latter’s regional programme RECOTVET (“Regional Cooperation Programme to Improve the Training of TVET Personnel”), which aims at supporting and creating personnel, institutional and thematic preconditions for quality improvement and regional harmonisation of the education and training of training personnel in South East Asia over the next years.
FPGA IMPLEMENTATION OF NOISE CANCELLATION USING ADAPTIVE ALGORITHMSEditor IJMTER
This paper describes the concept of adaptive noise cancelling. The noise cancellation
using the Recursive Least Squares (RLS) to remove the noise from an input signal. The RLS adaptive
filter uses the reference signal on the Input port and the desired signal on the desired port to
automatically match the filter response in the Noise Filter block. The filtered noise should be completely
subtracted from the "noisy signal” of the input Sine wave & noise input signal, and the "Error Signal"
should contain only the original signal. Finally, the functions of field programmable gate array based
system structure for adaptive noise canceller based on RLS algorithm are synthesized, simulated, and
implemented on Xilinx XC3s200 field programmable gate array using Xilinx ISE tool.
Toward Tractable AGI: Challenges for System Identification in Neural CircuitryRandal Koene
This is the presentation I gave at AGI-12 (also called the Winter Intelligence 2012 conferece) in Oxford, UK, on Dec.11, 2012. There is an AGI-12 proceedings paper that accompanies this talk. I will make that available on my publications page at http://randalkoene.com and I will put both together on the http://carboncopies.org page about this event. The video (recorded by Adam Ford) should also appear soon.
Abstract. Feasible and practical routes to Artificial General Intelligence involve short-cuts tailored to environments and challenges. A prime example of a system with built-in short-cuts is the human brain. Deriving from the brain the functioning system that implements intelligence and generality at the level of neurophysiology is interesting for many reasons, but also poses a set of specific challenges. Representations and models demand that we pick a constrained set of signals and behaviors of interest. The systematic and iterative process of model building involves what is known as System Identification, which is made feasible by decomposing the overall problem into a collection of smaller System Identification problems. There is a roadmap to tackle that includes structural scanning (a way to obtain the “connectome”) as well as new tools for functional recording. We examine the scale of the endeavor, and the many challenges that remain, as we consider specific approaches to System Identification in neural circuitry.
this ppts deal with adaptive noise cancellation using normalized least mean fourth algorithm and mean square comparison for both normalized least mean square algorithm and least mean fourth algorithm with gaussian, binary and unifrom signals as inputs.
Estimators for structural equation models of Likert scale dataNick Stauner
Which estimation method is optimal for structural equation modeling (SEM) of Likert scale data? Conventional SEM assumes continuous measurement, and some SEM estimators assume a multivariate normal distribution, but Likert scale data are ordinal and do not necessarily resemble a discretized normal distribution. When treated as continuous, these data may yet be skewed due to item difficulty, choice of population, or various response biases. One can fit an SEM to a matrix of polychoric correlations, which estimate latent, continuous constructs underlying ordinally measured variables, but polychoric correlations also assume these latent factors are normally distributed. To what extent are these methods robust with continuous versus ordinal data and with varying degrees of skewness and kurtosis? To answer, I simulated 10,000 samples of multivariate normal data, each consisting of 500 observations of five strongly correlated variables. I transformed each consecutive sample to an incrementally greater degree to increase skew and kurtosis from approximately normal levels to extremes beyond six and 30, respectively. I then performed five confirmatory factor analyses on each sample using five different estimators: maximum likelihood (ML), weighted least squares (WLS), diagonally weighted least squares (DWLS), unweighted least squares (ULS), and generalized least squares (GLS). I compared results for continuous and discretized (ordinal) data, including loadings, error variances, fit statistics, and standard errors. I also noted frequencies of failures, which complicated calculation of polychoric correlations, and particularly plagued the WLS estimator. WLS estimation produced relatively biased loadings and error variance estimates. GLS also underestimated error variances. Neither estimator exhibited any unique advantage to offset these disadvantages. ML estimated parameters more accurately, but some fit statistics appeared biased by it, especially in the context of extreme nonnormality. Specifically, the chi squared goodness-of-fit test statistic and the root mean square error of approximation (RMSEA) began higher with ML-estimated SEMs of approximately normal data, and worsened sharply with greater nonnormality. The Tucker Lewis Index (TLI) and standardized root mean square residual (SRMR) also worsened more moderately with nonnormality when using ML estimation. GLS-estimated fit statistics shared ML’s sensitivity to nonnormality, and were even worse for the TLI and SRMR. Results generally favored ULS and DWLS estimators, which produced accurate parameter estimates, good and robust fit statistics, and small standard errors (SEs) for loadings. DWLS tended to produce smaller SEs than ULS when skewness was below three, but ULS SEs were more robust to nonnormality and smaller with extremely nonnormal data. ML SEs were larger for loadings, but smaller for error variance estimates, and fairly robust to nonnormality...
The Network of Vocational Education Stakeholders in Kenya ( NVES) is a newsletter that focuses on our achievements, success stories, partners and even economic empowerment that have been achieved by our beneficiary partners through this program i.e. Skills and work are East Resources (SWEAR) Project. NVES consists of CoWA as implementing partner; Institution Beneficiaries being; St. Kizito VTI (Roysambu and Githurai Branch), Imani Marianists VTC (Maria Centre and Chaminade in Mukuru Slums) and the youngest Institution Eastlands College of Technology an affiliate of Strathmore University.
Welcome to Satellite Creative. This presentation is aimed at giving you a small glimpse into our world. Who we are. What we do and who we do it for. Residing happily in the pretty market town of Tring servicing local and national clients, Satellite are 18 years young and full of excitement for all things creative. Whether its to run a strategic campaign, provide studio support, build a new shiny website or improve your online traffic, we can help. Make us part of your team.
Rapport Coaching in Social Housing empowers new tenants and helps providers address the challenges thrown up by recent and upcoming welfare/benefits changes.
Hi!
Thanks for viewing my slides, Kindly press next to the slide, the \'home- hyperlinks\' are not functioning in this document. Please go to fifth slide to view the 4 keys of opportunities for collaboration. Thank you and hope to hear from you soon!
Regards, Sally
How to Accelerate Growth, Innovation, and High Performance for CPAs, Account...Tom Hood, CPA,CITP,CGMA
The # 1 challenge facing CPAs, Accounting and Finance Professionals is 'not enough time' who creates the equivalent of a gravitational pull of the past when it comes to changing their mindsets and thinking. How will we go from a historical perspective to a more future-focused, from rearview mirror to windshield and from being reactive to proactive?
Our latest research from the Business Learning Institute sows the critical competencies that will make a difference have not changed in the past seven years. What has changed is the gravitational pull has gotten worse as we enter what Josh Bersin calls the age of the 'overwhelmed employee'.
What we need is a new approach to learning these critical competencies. A blended approach that uses nano-learning nuggets (very short 2-3 minute single-concept videos), rapid application templates to apply each concept to the business, and a series of job aids and performance support tools to turn the learning into immediate on the job application. This is our award-winning Anticipatory Organization learning system by Burrus Research. In about one third of the time as traditional CPE, CPAs and accounting and finance professionals can learn the critical competencies of:
Anticipation; Strategic Thinking; External Awareness; Vision; Continuous Learning; Innovation ;Creativity; Problem Solving; Prioritization; Business Acumen; Decisiveness; Influencing/Persuading; Emotional Intelligence; Consensus Building; Collaboration; Inspiration; Risk Management; and Communication.
The Anticipatory Organization can support an entire cultural shift for an organization or team with the added implementation guide and collaboration tools. See more at http://www.blionline.org/ao
Our new MBA Express is another option to create or add a series of critical success skills to your technical training portfolio in on-site, on-line and on-demand learning formats. http://blionline.org/featured/8-hour-mba/
We believe we need new approaches and new tools to break the pull of the past and the inertia from 'overwhelmed employees'. These exciting new learning formats are one step in this direction.
Accounting Today Editor, Daniel Hood said this after selecting the Anticipatory Organization as a Top Product for 2016 in the Learning Category, “Everyone keeps telling accountants that they need to change their focus from the historic and the backward-looking, and to start being proactive and offering future-focused advice – but no one tells them how. The beauty of the Anticipatory Organization program is that it actually gives you a set of tools to harness the hard trends that are shaping the future, and use them to create new value for your firm and your clients.”
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
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India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
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2. Over the past 12 months, AIESEC UWA has
established itself as a leading local committee
in terms of the ways the local committee
addresses problems.
3. Intern Servicing and Engagement
AIESEC UWA has engaged its 3 most recent interns via innovative ways.
Our intern at Local Chambers of Commerce and Industry, Rebecca, is
connected to the LC via our regional support team. Furthermore, she has
facilitated at VicCon 2012.
Similarly, Jeffrey Hon, our intern at FNAS, coached the VP TM 2011 and
2012 given his past experience in the role. He has also written an article
about AIESEC in a PISCE article.
Kate Bondett, our intern at CATL, is involved in the local committee through
coaching in marketing. Despite her lack of AIESEC experience, Kate’s
degree, work experience and enthusiasm are great assets to the local
committee.
4. Intern Servicing and Engagement
There were no financial costs associated with the engagement of our
intern, however the returns include
1. Sales Training
2. TN Sales by our intern, Rebecca
3. TM Award in July 2011 and January 2012
4. Better relations with the Business School
5. Marketing Coaching
With the nation growing in terms of incoming exchange, LCs across the
nation should maximise the network they have due to their interns.
5. The use of OCs
AIESEC UWA has innovated around the concept of heavyweight and
lightweight teams in order to achieve its goals. Over the past 12 months,
AIESEC UWA has not only enriched the experience of its members with
interaction with the various facets of the organisation, but has also tackled
issues such as lack of LC mobilisation for exchange and shortage of
human capacity through the use of OCs.
Based on the same idea as conference OCs, OCs are utilised within the
LC for short term projects including our Connect Breakfast, SLAP and
EPRTF. As such, we have experienced substantial growth in the number of
team leader and team member opportunities available.
Relative Absolute
2010-2011 2011-2012 Growth Growth
TMP 74 99 134% 34%
TLP 29 38 131% 31%
6. The use of OCs
There are no financial costs or human capacity costs to the use of
OCs. When applying for an OC role, members are aware that they will
be undertaking an additional role on top of their functional role. This
results in a more efficient LC.
OCs can be implemented across the country as long as the right
expectations are set with members. Currently, members at Curtin
University are also utilising OCs to achieve their goals.
7. Innovation in Marketing
Over the past 12 months, AIESEC UWA has led the nation with its
innovative and effective marketing strategies such as the Live the Change
Campaign.
The AIESEC UWA Live the Change campaign has enabled the LC to grow
in terms of outgoing exchange
Number of EP sign ups: 200
Number of applications: 74
8. Innovation in Marketing
Building upon Live The Change, marketing at UWA has continuously sought to
challenge itself and innovate in order to reach as many students as possible.
This year, one of the initiatives involved a tailored video campaign for the
Business School. The campaign involved four 1-minute videos showcasing how
business etiquette around the world, i.e. In China, it is impolite to hand
someone your business card with one hand.
The project involved no financial resources and bore strong results with 78% of
our EPs to be realised this winter from the business school.
With no costs associated with the campaign, this campaign will work across the
nation given the fact that AIESEC’s appeal is to Business students mostly.
9. Finance Structure
Over the past, finance members have always been known to be the less
active and as such, finance as a portfolio has had a low retention rate on
average.
Given these issues, AIESEC UWA has restructured finance so that
finance members are given the opportunity to develop personally and
professionally.
This has been achieved through recruiting members into all portfolios,
except finance. Thereafter, portfolio responsible finance officers are
recruited by application. As such, these finance officers are members of
their portfolio, i.e. marketing and also members of finance. They are a
part of two functional teams.
This enables members to undertake more ‘exciting’ work as well as
ensuring that finance responsibilities such as tracking and governance
are met.
10. Finance Structure
There are no costs to this initiative and yet, has been a success in the LC
with a 100% finance officer retention for semester 2012.
11. High school Outreach Programme (HOP)
AIESEC UWA has started a new initiative called the High school
Outreach Programme (HOP). This is where AIESEC UWA members
will go to high schools around Perth to conduct leadership seminars
based off AIESEC’s global competency model.
The only costs associated with the programme are printing of
proposals as well as human resources.
AIESEC UWA has set up an Organising committee to oversee the
writing up of proposals and doing market research into what type of
leadership training would be preferred at high schools in Perth.
This is consistent with AIESEC’s 2015 BHAG of engaging and
developing very young person in the world and could be something
that LCs that seek long term growth.
12. High school Outreach Programme (HOP)
HOP is a programme which brings about many benefits not only to
AIESEC but also it’s stakeholders
1. Increasing AIESEC’s brand awareness amongst graduating high
school students so that they would have heard of AIESEC before
entering University.
2. Conducting leadership seminars in high schools allows students to be
more globally aware and through this, allows AIESEC to promote
the out-going GIPs as well as GCDPs which contributes to our
national drivers.
3. Through conducting these seminars across high schools, AIESEC
would build up it’s brand awareness amongst potential TNs and
that would create more pipeline for ICX as well as sponsors.
4. The HOP also provides LC members to develop their leadership
skills through planning and facilitating these seminars and that adds
value to the overall AIESEC experience.
