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The document summarizes the findings of a study on expectations of future leaders entering the labor market. It surveyed 339 students in a European international management program. The study found that the students have a weak sense of collective identity and see work as important for competence development and varied tasks. They expect short-term, transactional relationships with employers and want interesting work over job security. Their career aspirations prioritize competence growth over hierarchy and they view themselves as free agents not tied long-term to organizations.
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Digitalisation, Big Data, data-driven company : trois buzz words omniprésents dans les stratégies informatiques aujourd'hui, et qui semblent intimement liés. Alors, qu'est qu'une "data driven company" ? Est-ce une entreprise poussant à l'extrême l'utilisation de Big Data afin de se digitaliser ?
Pas seulement... une "data driven company" est une entreprise qui cherche continuellement à améliorer l’ensemble des processus de l’entreprise par l’utilisation qualitative et quantitative de données, tout le temps, partout et sur tout.
Ce sujet nous touche dans notre quotidien, que ce soit au niveau technologique, des processus, de l'organisation, et surtout de la culture, et a des conséquences qui transforment tous les métiers.
Cette session reviendra sur les éléments structurants qui distinguent une data driven company et détaillera en quoi cette culture peut être un accélérateur de votre stratégie de transformation digitale.
Observatoire des solutions de recrutement innovant
28 services e-recrutement innovants !
Quelles solutions sont les vraies innovations de rupture en recrutement ?
Quelles nouvelles fonctionnalités faut-il ajouter aux cahiers des charges ?
Voici une liste de services e-recrutement qui pourraient répondre à vos nouveaux besoins et mêmes à ceux insoupçonnés !
28 applications web sélectionnées selon 6 grands axes d'innovation :
- Candidates Relationship Management (CRM) pour l'intégration et l'automation
- Sourcing et recherche sociale des candidats
- Brandification
- Mobile et Cloud RH
- Évaluation des talents et habiletés (Gamification)
- Données prédictives (Analytics, Smart Data, Big Data ou Data Recrutement, Algorithmic Assessement)
Right Sourcing: The Role of HR in Creating Shareholder Value
A brief overview of the 6 elements of right-sourcing readiness (considering not only cost, but culture, business strategy, etc.), how they link to shareholder value and what HR can do to make an organisation right-sourcing ready.
Includes case studies.
TMT Predictions 2017
Self-braking cars, machine learning on mobile devices, biometrics on your smartphone, and indoor navigation accurate up to a few metres are some of the innovations and disruptive changes set to transform the world in 2017 and beyond.
Deloitte’s annual Technology, Media and Telecommunications (TMT) Predictions report identifies the key market developments and trends expected to impact the market over the next 12-18 months.
How Talent Analytics Can Help You Maximize Your HR Strategy
For most organizations, the promise of Big Data remains unfulfilled. The vast majority of organizations are stuck in a reporting cycle, churning out lots of metrics, but few insights or solutions. The ability to measure, analyze, and optimize talent practices is now critical to business success.
Many HR organizations have recognized this need and are starting to invest more strategically in measurement and analytics. With a plethora of data, recruiting is an area ripe to take advantage of analytics. With the right tools and capabilities, this data can be turned into competitive advantage.
Check out our webinar feat. Karen O'Leonard, VP of Benchmarking & Analytics Research of Bersin by Deloitte and Wiliam Blackstorm, Sr. Manager Sourcing & Market Intelligence & Director of Global Talent Analytics, Research Division of Cisco to learn:
-Where to start when analyzing recruitment data
-How to build an effective talent analytics capability
-How one organization, Cisco, is using analytics to develop a more effective recruitment strategy
Web 2.0 Talent Acquisition Strategies
Building proactive recruiting talent pools with Web 2.0 talent acquisition strategies (#1 CRM, #2 Social Neworks, #3 Landing Pages, #4 Search Engine Marketing)
Top Employee Engagement Trends for 2014
Start the new year off right by making employee engagement a priority in your organization. Engaged employees have 18% higher productivity and 60% higher quality work than under-engaged employees (Insync Surveys). Follow these top trends for 2014 to motivate, inspire and celebrate your employees in ways that lead to extraordinary effort and positive financial results.
1. Manager Engagement
Middle managers hold the key to employee engagement. As the conduit between employees and senior management, middle managers have the power to create an environment that fosters employee engagement.
2. Recognition Ambassadors
Riding shot-gun for middle managers, recognition
ambassadors are employees who see the value of recognition and are willing to champion it among their peers. Ambassadors are most valuable in manufacturing facilities, plants or at locations where a large number of employees work.
3. Social Recognition
Many, many employees are socially connected in all aspects
of their lives and crave the opportunity to share not only what’s going on in their personal lives, but also in their professional endeavors.
4. Mobile Recognition
It’s important to have accessibility to recognition technology regardless of where you work. Seamless integration on all devices and operating systems is a key element
for success.
5. Manager Training
See number 1! As the masters of engagement, it only makes sense to invest in recognition training for middle managers to truly achieve a culture of recognition within any organization.
6. New Rules of Engagement
Four generations populate the workforce, each with their
own likes, dislikes, values, attitudes and receptivity to engagement. Savvy companies know how to make good recognition programs flexible to captivate every age group.
7.Award Selection
The only way to please everyone all the time is to offer a diverse, eclectic and encompassing array of awards including merchandise, travel, entertainment and experiences.
8. Global Recognition
Few companies operate only in the United States anymore. Workforces are scattered around the world, each with their own idea of what constitutes appropriate and engaging recognition. Adept organizations know how to incorporate cultural influences to maximize employee engagement.
9. Measurement & Accountability
The old saying of “what gets measured gets done” still rings true in the second decade of the 21st century. Great enterprises have the data to back up their successes.
10. Expansion & Consolidation
Keeping it simple, straightforward and well-balanced is critical. Include a variety of engagement initiatives from recognition to rewards to anniversaries to safety and wellness – everything an organization needs to focus on to achieve high levels of employee engagement.
http://www.biworldwide.com/en/white-papers/employee-engagement/2014-trends-in-employee-engagement
http://www.biworldwide.com/en/
21st Century Talent Management: Imperatives for 2014 and 2015
What are the big imperatives for business and HR leaders in 2014 and 2015? The workforce, workplace, and global labor markets have changed. This presentation highlights Bersin by Deloitte's key research on many of the most important topics facing business leaders around the world.
21st Century Talent Management: The New Ways Companies Hire, Engage, and Lead
How are world-class companies managing their people in 2014 and beyond? This detailed research-based presentation overviews the new solutions for talent acquisition, leadership development, engagement, building Millenial leadership and employee capability development.
2012 Talent Management Conference - From Color to Cultural Inclusion
Diversity is more than skin deep. The color of our skin may make us look different, but do we really understand the try meaning of diversity?
Talent management
Talent management refers to the skills of attracting highly skilled workers, of integrating new workers, and developing and retaining current workers to meet current and future business objectives.
Talent acquisition strategy
The document outlines Pump Corporation's talent acquisition strategy using Soft Systems Methodology. It discusses defining and understanding the problem situation of acquiring global talent in a timely manner. It expresses the complex problem situation using various subsystems and interdependencies. Conceptual models are built to show the relationship between business requirements, internal talent pools, external hires, and turnover. The models are then compared to the real world problem expression. Finally, recommendations for action are developed, including establishing an employment brand, targeting talent pools, improving selection competency, and aligning workforce planning with future requirements.
A Blueprint for Modern Talent Acquisition
Learn about the Six Phases of Talent Acquisition: Branding, Sourcing, Candidate Screening, Applying, Assessments & Interviewing, and Boarding
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Qu'est qu'une Data Driven Company à l'heure de la digitalisation ?
Qu'est qu'une Data Driven Company à l'heure de la digitalisation ?
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Right Sourcing: The Role of HR in Creating Shareholder Value
Right Sourcing: The Role of HR in Creating Shareholder Value
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How Talent Analytics Can Help You Maximize Your HR Strategy
21st Century Talent Management: Imperatives for 2014 and 2015
21st Century Talent Management: Imperatives for 2014 and 2015
21st Century Talent Management: The New Ways Companies Hire, Engage, and Lead
21st Century Talent Management: The New Ways Companies Hire, Engage, and Lead
2012 Talent Management Conference - From Color to Cultural Inclusion
2012 Talent Management Conference - From Color to Cultural Inclusion
IBM Technology Day 2013 Transformer Capital Humain Salle Lake Placid
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ISS 2020 Vision Capstone White book: Future of Work, Workforce and Workplace
Though physical workplaces no longer are viewed as the epicentre of an organization, they are still crucial to create and support organizational culture. A culture that in turn enables organizational strategy and business performance.
To do so effectively, the physical frameworks combined with human-centric service must provide a holistic workplace experience, where the end-users can be productive and thrive.
Facility Managers are in the unique position of being able to act as workforce facilitators that can make marginal gains in performance in every employee - and facilitate a workplace environment that can bring together people, place and process to enable better business outcomes and secure a strong competitive advantage.
How to do this effectively?
Take a look at the slides and get the topic insights based on more than 7 years of research with partners such as Copenhagen Institute for Future Studies, IFMA, CoreNet Global and more.
Guest Lecture Training & Development
These slides are from a guest lecture that I provided for the course HRM Practices: A Global Perspective. The topic is Training & Development and contemporary careers.
Educational Leadership
The document announces a national live webinar on educational leadership to take place on May 23rd, 2020 from 10am to 12pm. The resource person will be Dr. N. Asokan who will discuss various topics related to career paths, competencies, goals, leadership, and motivation in the teaching profession. The webinar aims to provide guidance to teachers on their professional development from early to senior roles in their careers.
Future Ideas - Anticipating and influencing the future
101 Business Insights is the first business networking site that rewards members for their time and input. As a member you get real, asset-backed rewards for commenting, posting or even simply hanging out at the site. It’s our way of thanking you for engaging with and growing the network, and for being part of the most vibrant business community on the net.
Future of Work: 2015-2020: Unleashing You. Making the Future Work. Now.
Groundbreaking global study:
Rather than add to all the hype...
We studied what it will take to make the future actually work.
Among top findings:
• Our leaders are holding back the future
• Engagement, as we view it now, is so horribly incomplete that it is dangerous!
• Get ready for super-sized personal accountability!
Study sponsor: The Jensen Group, Search for a Simpler Way
For more: http://www.simplerwork.com
#futureofwork
Human resource management class
This document summarizes a seminar on human resource management and career management. It discusses developing effectiveness in HR and managing careers. It covers general topics of the seminar, goals and objectives development, key assets to manage like lifelong learning and relationships. It also discusses career concepts like linear, expert, spiral and roamer careers. It outlines stages of managing careers from growth to disengagement. Finally, it discusses traditional and contemporary frameworks of career management between the organization and employee.
Future of Work in Investment Management: Context, Content, Culture
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The document discusses findings from a study on the future of work. It conducted over 7,000 surveys and interviews. Three key findings are:
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Organizations and the Natural Environment Fall 2017 Newsletter
This is the ONE Fall 2017 Newsletter. Pages 13-14 feature a Q&A interview with me on the subject of the 2017 ONE Emerging Scholar Award
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The future of work means a lot of things to a lot of people. But maybe, instead of talking about technologies or innovation, the future of work could be about establishing more engaged, humane, soulful, purposeful organisation... if so, how do you get there?
The future-of-hr-mercer
This document discusses four major factors that are impacting and will continue to impact organizations and shaping the future of work: globalization, technology, consumerization, and generational differences. It provides implications for each factor, such as companies needing to develop employee agility to adapt to globalization, using new approaches to match talent to work as technologies change the nature of work, offering flexible policies and practices to meet consumer demands, and understanding different generational working styles to motivate and retain talent. The future of HR is also discussed as being driven by data through predictive analytics and digital engagement to improve business outcomes.
Corporate Spirit Newsletter 2/2014
Lassila & Tikanoja is a service company in Finland, Sweden, and Russia with 8,000 employees. They have identified workforce management and leadership development as strategic priorities. To achieve these, the company conducts regular employee surveys and trains managers to develop action plans from the results. This has increased employee engagement and job satisfaction, with an 80% response rate to the most recent survey. Managers play a key role in communicating the survey results and ensuring the development plans are implemented at each business unit level. The approach has helped strengthen the company's culture and customer experience.
Innovative Trends In HRM
The document discusses several innovative trends in human resource management, including managing creativity, virtual teams, and happiness in the workplace. It also covers issues like moonlighting, aging workforces, and how the Beijing Olympics aligned its HRM strategies with its goals of promoting a positive image and protecting migrant workers. The document provides strategies for HR professionals to address challenges with virtual teams, moonlighting employees, and creating happy, engaged workforces.
Cooplexity Institute Presentation
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Diversity, Equity and Inclusion IIUnconscious Bias and Gen
Diversity, Equity and Inclusion II
Unconscious Bias and
Gender/Age/Ethnic Stereotypes
1
2
Overview
3
What is unconscious bias?
How to manage the ageing workforce and age diversity in the workplace?
How can we practise inclusive leadership?
Unconscious Bias in Singapore
https://www.youtube.com/watch?v=Zpz5iVhoI7Y
Unconscious Bias
Unconscious biases are:
attitudes beyond our regular perceptions of ourselves and others
reinforced by our environment and experiences
the basis for a great deal of our patterns of behaviour about diversity.
Research is proving that we are biased towards the world around us and use stereotypes all the time. Our brains are wired towards patterns and similarity, while difference is harder to accommodate.
Adapted from Queensland Government
Impacts of Unconscious Bias
Where there is bias (conscious or unconscious) in the workplace, we continue to recruit, promote, allocate work, and manage performance with filters on our thinking. We cannot change what we do not see or acknowledge, but we can change conscious attitudes and beliefs.
Unconscious bias in the workplace can mean:
talented people are left out of your workforce or not allowed equal opportunity for development and career progression
diverse voices aren’t heard in meetings and decisions can be impaired
your culture is not genuinely demonstrating inclusive workplace principles
employees are not able to fully contribute to your organisation
creativity and productivity of your team or organisation may be compromised.
Adapted from Queensland Government
How to Overcome Unconscious Bias
Recruitment and hiring: Increase local outreach (women, minorities, veterans). Ensure a mix of interviewers and have a diverse slate of candidates. Look for bias in job descriptions. Hire talent, not just experience.
Performance reviews: It’s important to consider different cultural styles and match diverse high potentials with an executive sponsor. Ensure performance is measurable where possible.
Retention: Make sure people get credit for their ideas and be careful not to ignore, dismiss, interrupt or talk over other. Build relationships with employees you don’t know much about.
Understand your role as a leader: Make it safe to take risks and empower team members to make decisions. Take advice and implement feedback—listen, talk, discuss and give actionable feedback. Share that credit.
Adapted from http://www.valvemagazine.com/web-only/categories/business-management/9627-managing-unconscious-bias.html?fbclid=IwAR3DiY5jdwfrN8jhfVxx6yKsUnUCoH6pTeSeZpQBIOYGQROkTeQt7K_dRJo
Class Activity One
Read the article “How These 4 Tech Companies Are Tackling Unconscious Bias”: https://www.forbes.com/sites/laurencebradford/2018/09/19/how-these-4-tech-companies-are-tackling-unconscious-bias/
Identify the policies the tech companies are implementing to reduce unconscious bias.
Have you encountered unconscious bias before?
What can individuals do to ...
Building Innovation & Competitiveness in a Complex Environment
Presentation given at the Knowledge Management & People Development conference, Sydney Australia -
26 October 2009
Recruiting the Generations
Describes the key working Generations, how they differ, and what it takes to recruit and retain them..
UCC Career Services, "'Career development of PhDs'" at DAH Institute 2014
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The Digital Arts and Humanities structured PhD programme hosted its annual Institute in University College Cork, 3-4 September 2014. The theme, "Reflecting on Transformations: careers, disciplines, and methods" reflects the significant transformations that have taken place in the arts and humanities over the last number of decades.
This two day event included presentations by students as well as international and national speakers from the digital arts and humanities community as well as practical sessions on digital preservation and project management.
Deirdre Parker, Career Advisor, at University College Cork, presented 'Career development of PhDs'How business analysts are catalysts for business change
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useful
Employees were surveyed about what factors are important in their careers. While work-life balance, job security, and financial rewards were universally rated as very important, there were differences among subgroups:
- Younger employees valued career advancement more than older employees.
- Women placed more importance on work-life balance, job security, and professional development than men, especially at early career stages.
- Asians and Europeans valued international opportunities far more than Americans.
However, what employees said was important did not always match what actually improved retention and commitment. Understanding these differences is key to attracting and retaining talent.
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Nikolaou HR Pro Recruitment Conference 2019
This document discusses the past, present, and future of technology in employee recruitment and selection. It covers how internet-based recruitment through company career sites, job boards, and applicant tracking systems has evolved. It also examines the increasing role of social networking websites and how cybervetting and artificial intelligence are changing screening. New technologies like digital interviewing, automated testing, and gamification are transforming selection. The use of big data and analytics could fundamentally change the talent identification process. However, valid evidence is still needed to ensure new technologies do not adversely impact applicants or result in unfair discrimination. The future may bring increased access to talent signals but also privacy concerns that could limit data use.
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Technology in Employee Recruitment and Selection
This document summarizes technology used in employee recruitment and selection processes. It discusses how internet-based tools like company career sites, job boards, and social networking websites have changed recruitment. It also examines applicant tracking systems, video CVs, resume parsing, and screening tools used to evaluate applicants. For selection, it outlines digital interviewing, automated testing, simulations, and how big data and analytics are used. Critical issues discussed include the equivalence and validity of these tools as well as privacy and legal concerns. The document concludes by proposing areas for future research.
Gamification in recruitment and selection
Georgiou, K. & Nikolaou, I. (2017). Gamification in recruitment and selection. In I. Nikolaou (2017): European Network of Selection Researchers (ENESER) Symposium; Recruitment in the Digital Era. 18th congress of the European Association of Work and Organizational Psychology (EAWOP), Dublin Ireland.
Serious gaming and applicants’ reactions; the role of openness to experience.
Nikolaou, I. & Georgiou, K. (2017). Serious gaming and applicants’ reactions; the role of openness to experience. In M. Armstrong, D. R. Sanchez & K. N. Bauer (2017): Gaming and Gamification IGNITE: Current Trends in Research and Application. 32nd Annual Conference of the Society for Industrial and Organizational Psychology, Orlando, USA
Serious gaming in employees’ selection process
This document discusses using serious gaming and gamification in employee selection processes. It presents research on developing a gamified situational judgement test (SJT) to assess skills like resilience, adaptability and flexibility. A study developed an SJT and tested its construct validity, then converted it into an online adventure game. A second study further examined the gamified assessment's construct validity. The research provides preliminary support for using gamification in selection and assessing skills through behavior elicitation. It suggests gamified assessments could improve selection processes and candidate experiences over traditional methods. More research is still needed on reliability, predictive validity and incremental validity.
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The role of Positive Leadership in times of crisis
This document summarizes a presentation given by Kim Cameron at the Greece HR Conference in June 2014 on the role of positive leadership in times of crisis. Cameron discusses how focusing on organizational strengths or "abundance gaps" rather than weaknesses can help organizations flourish even during difficult times. She provides research showing that positive emotions, relationships, and energy networks can boost individual and organizational performance. While negative factors usually get more attention, Cameron argues that conscious efforts to focus on positivity are important for organizations. She cites research finding that cultivating an "abundance culture" in organizations is linked to greater effectiveness, profitability, quality and other positive outcomes.
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一比一原版(EUR毕业证)鹿特丹伊拉斯姆斯大学毕业证如何办理
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留信网认证的作用:
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2:同时对留学生所学专业登记给予评定
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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
→ 【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：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部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！
办理鹿特丹伊拉斯姆斯大学毕业证毕业证offerEUR学位证【微信：95270640 】外观非常精致，由特殊纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理鹿特丹伊拉斯姆斯大学毕业证EUR学位证毕业证offer【微信：95270640 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理鹿特丹伊拉斯姆斯大学毕业证毕业证offerEUR学位证【微信：95270640 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理鹿特丹伊拉斯姆斯大学毕业证毕业证offerEUR学位证【微信：95270640 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
Learnings from Successful Jobs Searchers
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
办理阿卡迪亚大学毕业证（uvic毕业证）本科文凭证书原版一模一样
原版一模一样【微信：741003700 】【阿卡迪亚大学毕业证（uvic毕业证）本科文凭证书】【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
Gabrielle M. A. Sinaga Portfolio, Film Student (2024)
My portfolio as a highly motivated film student pursuing a career in Yogyakarta.
按照学校原版(UofT文凭证书)多伦多大学毕业证快速办理
快速办理【(UofT毕业证书)多伦多大学毕业证】【176555708微信号】硕士毕业证成绩单、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176555708】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176555708】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！
在线办理(UOIT毕业证书)安大略省理工大学毕业证在读证明一模一样
原件一模一样【微信：bwp0011】《(UOIT毕业证书)安大略省理工大学毕业证》【微信：bwp0011】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微bwp0011
【主营项目】
一.毕业证【微bwp0011】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【微bwp0011】
◇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
Community Skills Building Workshop | PMI Silver Spring Chapter | June 12, 2024
Community Skills Building Workshop | PMI Silver Spring Chapter | June 12, 2024Hector Del Castillo, CPM, CPMM
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
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 more, visit pmissc.org.在线制作加拿大萨省大学毕业证文凭证书实拍图原版一模一样
原版一模一样【微信：741003700 】【加拿大萨省大学毕业证文凭证书】【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
All Of My Java Codes With A Sample Output.docx
Contains All of the Java Programs from Beginning to the Advanced Concepts that I had Practiced While Learning Java
一比一原版布拉德福德大学毕业证（bradford毕业证）如何办理
一模一样【微信：A575476】【布拉德福德大学毕业证（bradford毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）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。
【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：A575476】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：A575476】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
→ 【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：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部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(surrey毕业证书)英国萨里大学毕业证成绩单修改如何办理
原版定制【微信:741003700】《(surrey毕业证书)英国萨里大学毕业证学位证成绩单》【微信:741003700】成绩单 、雅思、外壳、留信学历认证永久存档查询，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。
【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，办理一份毕业证【Q微信741003700】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【Q微信741003700】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
【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。
Switching Careers Slides - JoyceMSullivan SocMediaFin - 2024Jun11.pdf
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
按照学校原版(ArtEZ文凭证书)ArtEZ艺术学院毕业证快速办理
官方原版办理【(ArtEZ毕业证书)ArtEZ艺术学院毕业证】【176555708微信号】海外认证成绩单、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176555708】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176555708】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！
Connect to Grow: The power of building networks
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
官方认证美国旧金山州立大学毕业证学位证书案例原版一模一样
原版一模一样【微信：741003700 】【美国旧金山州立大学毕业证学位证书】【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
A Guide to a Winning Interview June 2024
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
How to overcome obstacles in the way of success.pdf
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
一比一原版美国西北大学毕业证(NWU毕业证书)学历如何办理
原版办理【微信号:BYZS866】【美国西北大学毕业证(NWU毕业证书)】【微信号:BYZS866】《成绩单、外壳、雅思、offer、真实留信官方学历认证（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【微信号BYZS866】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【微信号BYZS866】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！
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Switching Careers Slides - JoyceMSullivan SocMediaFin - 2024Jun11.pdf
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How to overcome obstacles in the way of success.pdf
How to overcome obstacles in the way of success.pdf
Mayrhofer
- 1. Beyond Generation Y? Expectations of future leaders entering the labour market – a European-wide survey Wolfgang Mayrhofer, WU, Austria Carlos Obeso, ESADE, Spain Odd Nordhaug, Norwegian School of Economics and Business, Norway
- 4. Identity
- 6. Expectations towards organisations and work
- 11. Views on careers
- 13. Career aspirations configuration of actors coupling to organisation tight loose stable unstable Company World Self-employed Chronic Flexibility Free-floating professionalism want to be under contract to one or a few organisations for special and challenging tasks, staying with the same organisation only for a limited time aspire to a “freelancer” career with different projects for various clients and ever-changing work contents seek “traditional“ self-employment, i.e. offering a range of quite standardized products and/or services to a relatively stable clientele strive for a position of responsibility and influence and a long-term career within one organisation 49.5% 34.1% 4.8% 11.6% Iellatchitch et al. 2003 ivm@Athens 2010 W. MAYRHOFER/C. OBESO/O. NORDHAUG
- 15. Implications for the corporate world
- 17. An illustration The Economist, March 6, 2010 ivm@Athens 2010 W. MAYRHOFER/C. OBESO/O. NORDHAUG