Although they are considered the most high maintenance generation, Millennials have the personal and professional characteristics to make them highly valuable to organizations. In this perspective article, understand how their upbringing impacted their views and work styles, and learn what it takes to engage them and to maximize their potential.
Este documento explica cómo configurar una dirección IP estática en Windows XP. Se debe abrir el panel de control, hacer clic en conexiones de red y luego en propiedades de Protocolo Internet TCP/IP. Aquí se puede seleccionar "Usar la siguiente dirección IP" y configurar la IP, máscara de subred, puerta de enlace y DNS del ordenador de forma manual.
PowerPoint slides in support of Rhema Christian Fellowship Ministry's Bible Study Program. This slideshow is for the Beyond Belief: Exploring The Character of God, Session 2: God Is Loving. Slides require series workbook.
The document discusses evaluation models and practices for school libraries. It presents an activity to distinguish descriptive from evaluative statements about a library and provides examples of each. Participants are asked to transform descriptive into evaluative statements by proposing hypotheses. The goal is to operationalize a self-evaluation model for school libraries.
The document summarizes Stellenbosch University Library and Information Service's approach to research support and evaluates whether their services are "with-it". It finds that the library provides basic research support services like a digital repository, dedicated research space, and distributed service model through liaison librarians. However, it notes some areas that could be improved like developing a research support charter, optimizing their service model, and providing more specialized support for data, bibliometrics, and unique author identification. The document concludes by comparing Stellenbosch's services to other research libraries and determines there is still work to be done to fully be considered "with-it", but encourages the library to continue improving their research support.
The document discusses Linked Open Data (LOD) and its applications in e-government and commercial publishing. It describes a LOD2 project demo application that allows searching legislative documents from the CELLAR database using SPARQL queries. Metadata about the documents, including licenses, can be retrieved in different formats. The documents and metadata can be integrated with other vocabularies like EUROVOC. This allows the content to be reused, with references to the original sources, in applications and products from commercial publishers.
The demo application shows how LOD allows more direct access to primary sources of content and metadata, and helps publishers enhance their offerings by linking to and reusing this open data.
Este documento explica cómo configurar una dirección IP estática en Windows XP. Se debe abrir el panel de control, hacer clic en conexiones de red y luego en propiedades de Protocolo Internet TCP/IP. Aquí se puede seleccionar "Usar la siguiente dirección IP" y configurar la IP, máscara de subred, puerta de enlace y DNS del ordenador de forma manual.
PowerPoint slides in support of Rhema Christian Fellowship Ministry's Bible Study Program. This slideshow is for the Beyond Belief: Exploring The Character of God, Session 2: God Is Loving. Slides require series workbook.
The document discusses evaluation models and practices for school libraries. It presents an activity to distinguish descriptive from evaluative statements about a library and provides examples of each. Participants are asked to transform descriptive into evaluative statements by proposing hypotheses. The goal is to operationalize a self-evaluation model for school libraries.
The document summarizes Stellenbosch University Library and Information Service's approach to research support and evaluates whether their services are "with-it". It finds that the library provides basic research support services like a digital repository, dedicated research space, and distributed service model through liaison librarians. However, it notes some areas that could be improved like developing a research support charter, optimizing their service model, and providing more specialized support for data, bibliometrics, and unique author identification. The document concludes by comparing Stellenbosch's services to other research libraries and determines there is still work to be done to fully be considered "with-it", but encourages the library to continue improving their research support.
The document discusses Linked Open Data (LOD) and its applications in e-government and commercial publishing. It describes a LOD2 project demo application that allows searching legislative documents from the CELLAR database using SPARQL queries. Metadata about the documents, including licenses, can be retrieved in different formats. The documents and metadata can be integrated with other vocabularies like EUROVOC. This allows the content to be reused, with references to the original sources, in applications and products from commercial publishers.
The demo application shows how LOD allows more direct access to primary sources of content and metadata, and helps publishers enhance their offerings by linking to and reusing this open data.
Social Media Strategies for Powerful Communicationscourtneymbarnes
The document discusses various social media strategies for powerful communications, including blogs, microblogs, social networks, video sharing, search engines, and monitoring services. It provides details on setting up and using blogs, microblogs like Twitter, social networks like LinkedIn and Facebook, crowdsourcing, video sharing, optimizing content for search engines, and using aggregation tools to monitor multiple platforms. The key benefits mentioned are engaging communities, increasing visibility, driving traffic, monitoring reputation, and sharing content.
Rutherford's experiment bombarded thin gold foil with alpha particles and found that:
1) Most alpha particles passed straight through, but some were deflected at small angles and some at greater than 90 degrees.
2) This showed that the atom is mostly empty space, with a small, dense nucleus at the center that can deflect alpha particles through large angles on rare occasions.
3) Atoms consist of a small, positively charged nucleus surrounded by orbiting electrons at relatively large distances, so the atom is mostly empty space.
NCC achieves transparency via IBX Spend Analytics enabling a complete procure...Capgemini
NCC was unable to make strategic procurement decisions due to a lack of spend transparency across its systems. It implemented Capgemini's Spend Analytics solution to gain visibility into its total spending. Capgemini helped create a common category structure and map spend data. This enabled NCC's leadership to have a shared understanding of spending and make informed decisions. NCC increased coordinated purchasing, achieved lower costs and improved processes like reducing window ordering time from 6 weeks to under an hour.
A atividade 1 distingue descrições de avaliações e fornece exemplos de como transformar enunciados descritivos em avaliativos. A atividade também lista iniciativas da biblioteca escolar como projetos e parcerias comunitárias, horários, e recursos disponíveis.
Cancer is the leading cause of death for older dogs, accounting for around 50% of canine deaths each year. If caught early, cancer can be successfully treated through veterinary oncology, the study of animal cancers, and veterinary oncologists who specialize in cancer diagnosis and treatment for pets. Being aware of potential clinical signs of cancer in dogs allows for early detection and care.
Valeriia Mozharova and Natalia Loukachevitch - Combining Knowledge and CRF-b...AIST
1) The document describes a system for named entity recognition in Russian texts that combines a knowledge-based approach with a CRF classifier.
2) The system uses token-based, lexicon-based, and context-based features as inputs to the CRF classifier. It was tested on two open Russian text collections and achieved F-scores over 94% for person recognition.
3) The system was also evaluated using two different labeling schemes (IO and BIO) and incorporating additional entity types beyond persons, achieving higher F-scores with BIO labeling.
Not all job boards are created equal. This is especially true when you’re involved in specific industries, such as architecture, construction, and real estate development. Here's a comprehensive list of what we consider to be the best job boards for employers and candidates alike due to the quality of positions and user navigation.
The document discusses how executive search consultants assess candidates' soft skills, which are important for job performance. It provides examples of behavioral questions used to evaluate candidates' leadership, adaptability, collaboration, and initiative. References are also questioned about a candidate's interpersonal skills, work ethic, and accomplishments. While technical skills are important, soft skills like emotional intelligence often determine which candidates are selected for roles.
This document provides guidance on evaluating candidates for executive roles. It emphasizes the importance of assessing cognitive and strategic skills, emotional intelligence, cultural fit, career motivations, and references. Key areas to evaluate include leadership, problem-solving, business acumen, adaptability, technology knowledge, innovation, and managing others. Understanding a candidate's self-awareness, self-regulation, empathy, and social skills provides insight into their emotional intelligence. Determining a candidate's motivations, preferred work environment, and how they may fit the organization's culture is also important. Conducting references can help address any remaining questions about a candidate's experience and traits. The objective is to evaluate how well each candidate is prepared and suited for the executive role
As competition in most industries has increased, technology has evolved, and innovation has moved to the forefront, organizations have come to realize the importance of having employees with high levels of emotional intelligence (EQ). According to studies, 90% of high performers have significant levels of EQ, and it is the single best predictor of performance. Learn the traits of high EQ, how they translate into professional behaviors, and how to assess it in prospective hires.
Relocating for a new job position can be an extremely taxing experience. To lessen this burden, some companies have historically included relocation assistance as part of job offers to candidates who will need to move for a new position, typically with the caveat that the employee must remain with the company for a certain period of time. In this article, we explore whether relocation assistance is still something today’s job candidates should expect.
This document discusses how to identify, qualify, and work with executive search firms. It explains that traditional recruitment methods are often ineffective for fulfilling critical needs, so organizations are turning to executive search firms. It provides guidance on identifying reputable search firms, qualifying firms for specific assignments, and supporting a successful search process. The summary discusses evaluating retained versus contingency search firms and the key differences between them. It also provides questions to ask search firms prior to retaining them to ensure the firm and process will meet the organization's needs.
Energy management and carbon footprint reduction are common goals among organizations of all industries making renewable energy and sustainability initiatives prevalent. Discussed within are objectives and strategies developed within Main Line Health, Empire State Building and University of Iowa.
Social Media Strategies for Powerful Communicationscourtneymbarnes
The document discusses various social media strategies for powerful communications, including blogs, microblogs, social networks, video sharing, search engines, and monitoring services. It provides details on setting up and using blogs, microblogs like Twitter, social networks like LinkedIn and Facebook, crowdsourcing, video sharing, optimizing content for search engines, and using aggregation tools to monitor multiple platforms. The key benefits mentioned are engaging communities, increasing visibility, driving traffic, monitoring reputation, and sharing content.
Rutherford's experiment bombarded thin gold foil with alpha particles and found that:
1) Most alpha particles passed straight through, but some were deflected at small angles and some at greater than 90 degrees.
2) This showed that the atom is mostly empty space, with a small, dense nucleus at the center that can deflect alpha particles through large angles on rare occasions.
3) Atoms consist of a small, positively charged nucleus surrounded by orbiting electrons at relatively large distances, so the atom is mostly empty space.
NCC achieves transparency via IBX Spend Analytics enabling a complete procure...Capgemini
NCC was unable to make strategic procurement decisions due to a lack of spend transparency across its systems. It implemented Capgemini's Spend Analytics solution to gain visibility into its total spending. Capgemini helped create a common category structure and map spend data. This enabled NCC's leadership to have a shared understanding of spending and make informed decisions. NCC increased coordinated purchasing, achieved lower costs and improved processes like reducing window ordering time from 6 weeks to under an hour.
A atividade 1 distingue descrições de avaliações e fornece exemplos de como transformar enunciados descritivos em avaliativos. A atividade também lista iniciativas da biblioteca escolar como projetos e parcerias comunitárias, horários, e recursos disponíveis.
Cancer is the leading cause of death for older dogs, accounting for around 50% of canine deaths each year. If caught early, cancer can be successfully treated through veterinary oncology, the study of animal cancers, and veterinary oncologists who specialize in cancer diagnosis and treatment for pets. Being aware of potential clinical signs of cancer in dogs allows for early detection and care.
Valeriia Mozharova and Natalia Loukachevitch - Combining Knowledge and CRF-b...AIST
1) The document describes a system for named entity recognition in Russian texts that combines a knowledge-based approach with a CRF classifier.
2) The system uses token-based, lexicon-based, and context-based features as inputs to the CRF classifier. It was tested on two open Russian text collections and achieved F-scores over 94% for person recognition.
3) The system was also evaluated using two different labeling schemes (IO and BIO) and incorporating additional entity types beyond persons, achieving higher F-scores with BIO labeling.
Not all job boards are created equal. This is especially true when you’re involved in specific industries, such as architecture, construction, and real estate development. Here's a comprehensive list of what we consider to be the best job boards for employers and candidates alike due to the quality of positions and user navigation.
The document discusses how executive search consultants assess candidates' soft skills, which are important for job performance. It provides examples of behavioral questions used to evaluate candidates' leadership, adaptability, collaboration, and initiative. References are also questioned about a candidate's interpersonal skills, work ethic, and accomplishments. While technical skills are important, soft skills like emotional intelligence often determine which candidates are selected for roles.
This document provides guidance on evaluating candidates for executive roles. It emphasizes the importance of assessing cognitive and strategic skills, emotional intelligence, cultural fit, career motivations, and references. Key areas to evaluate include leadership, problem-solving, business acumen, adaptability, technology knowledge, innovation, and managing others. Understanding a candidate's self-awareness, self-regulation, empathy, and social skills provides insight into their emotional intelligence. Determining a candidate's motivations, preferred work environment, and how they may fit the organization's culture is also important. Conducting references can help address any remaining questions about a candidate's experience and traits. The objective is to evaluate how well each candidate is prepared and suited for the executive role
As competition in most industries has increased, technology has evolved, and innovation has moved to the forefront, organizations have come to realize the importance of having employees with high levels of emotional intelligence (EQ). According to studies, 90% of high performers have significant levels of EQ, and it is the single best predictor of performance. Learn the traits of high EQ, how they translate into professional behaviors, and how to assess it in prospective hires.
Relocating for a new job position can be an extremely taxing experience. To lessen this burden, some companies have historically included relocation assistance as part of job offers to candidates who will need to move for a new position, typically with the caveat that the employee must remain with the company for a certain period of time. In this article, we explore whether relocation assistance is still something today’s job candidates should expect.
This document discusses how to identify, qualify, and work with executive search firms. It explains that traditional recruitment methods are often ineffective for fulfilling critical needs, so organizations are turning to executive search firms. It provides guidance on identifying reputable search firms, qualifying firms for specific assignments, and supporting a successful search process. The summary discusses evaluating retained versus contingency search firms and the key differences between them. It also provides questions to ask search firms prior to retaining them to ensure the firm and process will meet the organization's needs.
Energy management and carbon footprint reduction are common goals among organizations of all industries making renewable energy and sustainability initiatives prevalent. Discussed within are objectives and strategies developed within Main Line Health, Empire State Building and University of Iowa.
HRMantra is a cutting-edge HR technology solution that harnesses artificial intelligence for digital transformation of HR operations. It streamlines processes like attendance management, performance evaluations, project progress tracking, employee database management, and payroll processing with automated income tax & benefit plans calculations. Unlock productivity, compliance automation, and data-driven insights with this innovative HR cloud platform for the future of work.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Why you need to recognize your employees? (15 reasons + tips)Vantage Circle
Discover the top reasons for employee recognition. Learn practical tips for creating an effective recognition program that benefits employees, managers, and the entire organization.
Millennials: Engaging Them & Maximizing Their Potential
1. Facilities Management Construction Real Estate Engineering
R E TA I N E D E X E C U T I V E S E A RC H
Millennials:
Engaging Them & Maximizing Their Potential
Y
Effec%vely managing diverse workforce genera%ons can be challenging with each genera%on having its own unique views and work styles.
But these dynamics give companies the opportunity to build stronger teams and enhance workflow by strategically leveraging their internal
strengths. By doing so, companies can enhance employee engagement and con%nue to a@ract and retain highly talented professionals.
S%ll early in their entrance to the workplace, Millennials make up the genera%on of people born in the 1980s and early 1990s who are now
between 18 – 29 years old. According to the U. S. Census Bureau, there are 48 ‐ 50 million of these individuals. While all genera%ons are
different because of their upbringing and significant events that occurred during their childhoods, Millennials are similar in some ways to
other genera%ons and are unique in others. With their many posi%ve personal and professional characteris%cs, Millennials have the poten%al
to become a powerful genera%on.
How Millennials Were Raised:
Millennials are also known as “Genera%on Y”, the “overscheduled genera%on” and “trophy kids”. While “Genera%on Y” simply comes from
the fact that they succeed “X”, the “overscheduled genera%on” and “trophy kids” have more significant meanings. According to Chuck
Underwood, founder of The Genera%onal Impera%ve, Millennials were raised spending their days going from their parents to their teachers to
coaches or tutors and back to their parents. They tended to be overscheduled, have much less unsupervised %me than their parents and
mul%ple role models. As a result, they have a significant amount of respect and reverence for older people. The term “trophy kids” expresses
that Millennials were raised in a %me when all children received trophies at compe%%ons so that all were considered “winners” and
commended for their efforts.
Lavishly praised and having the belief that the world revolved around them, Millennials have a strong sense of en%tlement. It is said that they
are the most high maintenance workforce in the history of the world. Beyond that, they have probably seen more substan%al life‐changing
events early in their lives (global events and social changes) than preceding genera%ons. The most significant of those would be the
integra%on of technology into daily life and its impact and presence in their world.
Pe r s o na l Ch arac t e ri st i c s:
Assertive
Confident
Self‐reliant
Independent
Technology‐driven
Achievement – oriented
High morals and more spiritual than their predecessors
More open to new ideas and experimentation than previous generations
View technology as a natural part of their personal and professional lives
Aspire to globalism and consider themselves members of the global community
Well educated and strongly vested in sustainability and environmental concerns
Tendency to postpone serious commitments like career, marriage and parenthood
2. Pr o f e ssi o n al T r ai t s:
Extremely creative
Excellent problem solvers
Optimistic and enthusiastic
Desire to quickly excel in their careers
Thrive in a collaborative team environment
Focus on quick solutions by utilizing technology
Believe that work can be done anytime and anywhere
Work to achieve professional satisfaction and personal freedom
Enjoy working independently but with supervision and direction
Are job‐hoppers – if a better opportunity comes along, they will take it
Prefer to communicate in real time (texting, cell phones, instant messaging)
Respect for authority figures who demonstrate competence and advanced skills
Have unrealistic expectations of entry level positions and beginning their career
No attachment to typical career paths or common work patterns of prior generations
Recruiting Millennials
Millennials are the first genera%on who can be successfully recruited through social media. Growing up with the Internet, they gravitate
towards companies that proac%vely u%lize technology to a@ract and engage with their employees. They are familiar with Facebook, Twi@er
and a host of other social media venues. In fact, organiza%ons that have Facebook pages and Twi@er accounts have an advantage with
Millennials. Millennials refer to company web sites and Facebook pages to learn more about an organiza%on, its reputa%on, its employees
and anything else they desire to know. So what are the top three things that Millennials want to know about a prospec%ve employer?
✓ Is the company globally responsible?
✓ Is the company innova%ve?
✓ Is the company progressive?
If an organiza%on is not at least one of these things, it mostly likely does not have a chance in a@rac%ng Millennials.
Engaging Millennials
Due to their upbringing, Millennials can come across as being arrogant and overly confident. Gehng beyond this ini%al persona is cri%cal and
knowing how to harness their op%mis%c views and enthusiasm is important for engaging and mo%va%ng them.
In a study performed by PricewaterhouseCoopers (PwC), it was found that Millennials consider training and development the most highly
valued employee benefit. And there are a host of other ways to increase the engagement of Millennials such as:
➡ Make them feel empowered.
➡ Offer them responsibility early in their roles.
➡ Provide structure and constant a@en%on from superiors.
➡ Give them consistent feedback in real %me (do not wait for performance reviews).
➡ Describe the ra%onale for their work and the value it provides to the organiza%on.
➡ Incorporate socializa%on of employees by planning lunches or aier‐work ac%vi%es as Millennials enjoy social interac%on and it will
foster their rela%onships with their peers.
➡ Reward them crea%vely with what really mo%vates them. For example, instead of focusing on cash bonuses, consider flex%me,
vaca%on days or the ability to work remotely. Millennials are a@racted to the prospect of customizing their benefits.
3. Enhancing Millennials’ Productivity and Value
Millennials can offer immense value to organiza%ons because of their crea%vity, innova%on and self‐determina%on. Companies must
remember that employees of this genera%on want more from their careers and they want to excel quickly. That is why it is impera%ve that
firms implement ways to help Millennials to be more produc%ve and valuable thus allowing them to progress more rapidly within their
organiza%ons.
To increase their produc0vity and performance:
➡ Assign Millennials special rota0onal assignments. These tasks will keep them challenged and give them a sense that they are gaining
a variety of experiences.
➡ Discuss performance benchmarks and metrics. Like employees of Genera%on X, Millennials prefer to know what is specifically
expected of them and what they have to do to succeed in their roles.
➡ U0lize their crea0vity. Challenge them to develop new ways of streamlining processes and/or saving money.
➡ Provide them with clear instruc0ons, concrete goals and deadlines. Millennials work best with having shorter, smaller deadlines
instead of one long‐term deadline. There are two reasons for this ‐ they enjoy accomplishing tasks in small steps and they tend to
procras%nate with longer deadlines.
➡ Give them a mentor. According to PwC, 98% of Millennials said they believe working with strong coaches and mentors is an
important part of their development.
➡ Allow them to work in teams. Regardless of whether or not you put them on a team, they will seek one out because they do not like
to make decisions on their own and they prefer to gather feedback first. Companies should take this as an opportunity to partner
them with a talented Genera%on X employee who can have a posi%ve affect on them.
➡ Teach them how to interact and communicate professionally in the workplace. Many Millennials would rather text or email than
meet face‐to‐face and it is beneficial to break this habit early on. They have a tendency to use shortened words and sentences
(tex%ng language). Therefore, many Millennials have difficul%es wri%ng using correct punctua%on and grammar. Consider ways to
improve their wri%ng skills.
Sources: The Genera%onal Impera%ve, PricewaterhouseCoopers
Author: Sami L. Barry, Strategic Business Development, Helbling & Associates To subscribe to Helbling’s quarterly
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