This presentation discusses upcoming enhancements to Cornerstone's onboarding and recruiting features. Key updates include allowing offer letter approvals directly from the universal profile and hiring dashboard, adding an interviews widget to the hiring dashboard, enabling multiple locations on requisitions, allowing applicants to apply without an account, customizing requisition field access, enhancing internal job search, and creating custom applicant sources. The presentation provides overviews and use cases for each new feature.
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This is a class long project to design and implement a compensation system based on a company profile, market data, and current pay data. Our goal was to redesign the compensation structure to better align with the business objectives of the company. All data and analysis was stored in an Access database.
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An overview presentation of the IAG Requirements Maturity Model with description of the key capability areas and characteristics of the maturity levels.
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Flextime policies are powerful recruitment and retention incentives. And when implemented effectively they help employees feel more in control and supported by their managers. But what, exactly, does a workday on flextime look like? Flextime policies are particularly attractive for three types of workers: Millennials, working parents and semi-retirees. And for each demographic, a personalized schedule might play out in very different ways.
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An overview presentation of the IAG Requirements Maturity Model with description of the key capability areas and characteristics of the maturity levels.
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Flextime policies are powerful recruitment and retention incentives. And when implemented effectively they help employees feel more in control and supported by their managers. But what, exactly, does a workday on flextime look like? Flextime policies are particularly attractive for three types of workers: Millennials, working parents and semi-retirees. And for each demographic, a personalized schedule might play out in very different ways.
Talent Management - Aligning Implementation with Your Organization’s NeedsCornerstone OnDemand
Patients are every healthcare organization’s main focus. HCR ManorCare knew that to provide the best patient care, they needed to start with their biggest resource: their people. They discuss their approach to implementing a talent management strategy in this recording.
It was an ever-changing process as they welcomed a new COO, faced adjustments in the organization’s strategy, and had to manage struggles with funding as reimbursement changes in healthcare occurred. Their approach focused on improved employee learning, succession planning for key positions, and linking performance management to training and succession.
In this viewcast, you will learn:
• How to link your Talent Management approach to your organization’s strategy
• Strategies for adjusting your approach due to internal and external issues that will occur during implementation
• The importance of doing a full organizational assessment prior to implementing a Talent Management strategy
View our webinar, “Unified Talent Management: How HCR ManorCare Made Their People The Priority,“ to learn some strategies around developing an people-focused talent management strategy.
Revising your Enterprise Learning Strategy: It Starts with CommitmentCornerstone OnDemand
As a $1 billion growth company, AthenaHealth had grown rapidly over a relatively short period. As a result, their learning and development department was faced with new challenges related to leadership commitment, employee engagement and scalability to support the organization’s pace of change. During this spotlight webinar, AthenaHealth’s chief learning officer, Karen Hebert-Maccaro, shares how she stewarded the organization into the next phase of their enterprisewide learning strategy, through senior leadership commitment and the development of tailored learning experiences for each employee.
During this spotlight webinar, viewers will learn:
•How AthenaHealth took a contemporary approach in developing their learning strategy.
•Lessons learned as the organization underwent a significant change modernizing the L&D department and introducing a learner-centric culture.
•The risks and rewards in overhauling your organization’s learning strategy.
Onboarding in Healthcare that Sticks: It's More Than Just the PaperworkCornerstone OnDemand
Unfortunately, staff turnover in the healthcare industry has now become a characteristic of the sector. Research reports that half of the nurses leave their current positions after two years. Care centers report significant turnover that equates to a $7 million a year problem. Adding to that is a two-headed dragon: the workforce that is retiring 10,000 people per day, yet the average adult lifespan is increasing.
That’s why Cornerstone OnDemand is proud to present a four-part series that addresses weaknesses in employee development to shine a light on a persistent, yet fixable problem.
The first of the series will address onboarding issues. We know that hospitals on board their employees in just one day. The rationale for this timeframe is that healthcare in America is a ubiquitous industry; however, many onboarding programs in hospitals disregard the fact that each institution holds different values, beliefs, and shared norms, many of which can’t be fully addressed in one day.
Join Tom Tonkin, Principal Consultant, Thought-Leadership and Advisory Services at Cornerstone OnDemand, for the first webinar in our series on staff burnout in healthcare and how to treat it across the entire employee life cycle! Topics covered in this webinar include:
-The importance of strong onboarding on day 1
-How to set clear goals and expectations from the beginning
-The importance of opening up job-roll-specific training early in the onboarding process
HR Forum - The Latest HR Technology to Drive Productivity & Profit
NSWBC, Cornerstone OnDemand & AbilityMAP – July 14, 2016, Sydney Australia
Presentation covers key topics:
- A New World of Work in Australia and Beyond
- Mobility, and more important the rise of mobile devices, combined with social networking has changed our work models. Employees are now leveraging multiple devices to get work done no matter where they are.
- Data Driven - Organizations need deeper insights to solve for increasing skills gaps and talent shortages, developing future leaders, and improved employee engagement.
- Building your own Talent Management vision
Five Strategies to Expand Succession Planning in the Public SectorCornerstone OnDemand
Talent management is evolving, and implementing innovative solutions for succession planning, mentoring, training, and recruiting are critical steps for reaching agency goals.
Join us for our webinar to learn how you can efficiently build tomorrow's public sector workforce.
This webinar will teach you:
• Strategies for recruiting millennials
• Different methods and a model for identifying high potential employees
• Strategies and processes to identify, capture, structure, value, and share your organization’s intellectual assets
• How to expand your succession planning strategies to mid-level positions
• How to implement Unified Talent Management Processes and systems
Strategies to Recruit, Hire and Develop the Best Teachers for Your DistrictCornerstone OnDemand
While teacher quality is known to be the most significant factor both in student achievement and the overall success of a school district, the recruiting and hiring of teachers often lack a cohesive, comprehensive strategy. Hiring less-than-ideal candidates can have far-reaching consequences, negatively impacting student learning as well as strategic district initiatives, and contributing to high turnover and instability.
This seminar provides key strategies to more effectively recruit, hire and develop the best teachers for your district, from two professors of education who are published experts on teacher interviewing strategies, and a superintendent at a district conducting innovative on-boarding and professional development for new teachers.
Topics include:
-Tips for recruiting high quality teachers
-How to conduct more effective job interviews that identify highly effective potential teachers
-Strategies for on-boarding and helping new teachers develop
Scheduled speakers:
David Buck
Superintendent
Wright City R-II (Mo.) School District
Jennifer Hindman
Assistant Director, School-University Research Network, The College of William & Mary; Author, Effective Teacher Interviews
Mary Clement
Director, Center for Teaching Excellence
Berry College
A recent study categorized 130 hospitals as either low or high performers based on their talent management strategies. Discover how and why those top healthcare centers outperformed their lower performing counterparts.
Emerging Trends in Learning & Performance: Shift Your Performance Discussions...Cornerstone OnDemand
In Part 2 of this series, we discussed ways to increase engagement in your organization through learning strategies. Providing a variety of learning opportunities for employees is critical, as is having a clearly defined approach to talent development. In a recent survey by the Conference Education Board, 65% percent of millennials stated that the opportunity for personal development was the most influential factor in choosing their current job. As the shifting focus of performance management embraces a forward-looking approach, development opportunities for employees is taking center stage in those discussions.
In the final part of this series, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand will explore specific ways to shift performance discussions toward development, coaching and ways to encourage the career growth of your organization’s employees. Talent management professionals must be ready to have conversations that revolve around building skills and experience, career planning and helping team members network and succeed. Mr. Spake will share case studies and best practices from companies which have embraced employee development not as a trend, but as a talent and performance management priority.
Learning and Business Impact: Making the Case through Metrics and AnalyticsCornerstone OnDemand
Proving the impact of a single learning investment is relatively easy. Answering the broader question of "What impact is L&D having on the business?" is hard.
Recruit like a marketer how to become a top employer on glassdoor - fistful...Holland Dombeck McCue
With the right internal marketing campaign, your company can also land a spot on Glassdoor’s list. That’s right! Since Glassdoor Employees' Choice Award rankings are based on annual review submissions and not cumulative contributions, you too have a chance to earn a spot year-after-year!
The Business of Flow - Point and Click Workflow ApplicationsDreamforce
Salesforce Visual Workflow is a power "clicks not code" tool you can use to automate work and build workflow applications. In this session we'll cover two in-depth real work workflow applications built by customers using Visual Workflow. They'll detail their use case, show how they got started, what it took to build, and demo their applications. Watch the video now: https://www.youtube.com/watch?v=2PhDeQgKzLY
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Bid & Protest: What to do before you run to your lawyer?Proposal Helper
Protests have become the competitive weapons as more and more companies enter the GovCon scene. When you receive an “Unsuccessful Offeror” letter and you have processed your emotions, it’s time to think straight and get to work. Before you run to your legal counsel to file a protest, there are several things you can do to be prepared.
Compliance is an essential part of HR, but it is always the bare minimum and should be assessed and analyzed as part of an overall culture strategy. Issuing a policy that says "We don't discriminate" is not the same as a comprehensive inclusion and diversity program.
Following the rules and filing reports are just part of creating a work environment where compliance happens on the way to larger goals for learning, performance, and wellness. But since HR never has to make the business case for compliance, it can be a persuasive approach to larger culture initiatives.
In this presentation, we survey compliance issues, who they affect, and why it's essential to see compliance as a culture issue.
You will learn:
- What compliance issues create risk for the organization.
- What compliance issues create risk for employees.
- Why people are the most important aspect of all compliance issues.
- When compliance problems are symptoms instead of causes.
- How to approach different compliance issues using tech, training, coaching and data.
- How to make compliance an effective part of a comprehensive approach to work culture and strategy.
The original webinar featured Mike Bollinger, Vice President-Thought Leadership and Advisory Services, Cornerstone OnDemand and Heather Bussing, Employment Attorney and Principal Analyst at HRExaminer.
Cornerstone has been spending a lot of time gazing into our crystal ball and thinking about the future. More specifically, how organisations like yours can navigate the future and prepare for the emerging Skills Economy. The way we see it, we are at a critical juncture where the world is experiencing a major shift in the way everyone works and learns.
The most successful companies continually reinvent themselves during these times of disruption. And continually developing their talent is the differentiator. No matter what sector or industry, increasing employee's knowledge, skills, and abilities in this continually changing environment is fundamental in futureproofing success.
In our webinar, we explore the increasingly fluid nature of learning, the skills workers will need to learn, and how leaders can build a culture of learning from the top down.
Coffee with Cornerstone: How to Deliver Training to Franchisees and DealersCornerstone OnDemand
You know that educating your network of franchises, dealers, and partners is critical to your organization's success, but how can you best deliver training to an external audience?
Grab a coffee and join Cornerstone for a discussion and demonstration of some of the latest trends in franchisee and dealer training.
During the webinar, you'll see how you can:
• Deliver training content to franchisees and dealers
• Measure the impact of your training programs
• Generate revenue from training courses
HCI Webinar: Changing a Company Culture, One Technological Performance Module...Cornerstone OnDemand
Sometimes the best systems aren’t all in place when it comes to talent management. Processes may need improvement and people likely want more support, but a knowledge gap and lack of experience in change management blocks companies from adopting the finest practices and implementing helpful technology. Success, as seen by leaders, is achieved by doing what works best for the business. Top managers take on the constant task of determining how to make each process more efficient and improve what’s needed to maximize productivity.
The Evolution of HR: Embrace an Analytics Mindset to Unlock HR’s PotentialCornerstone OnDemand
Highlights:
• Approaches for developing an analytics mindset and a culture of curiosity about talent
• The art of interpreting and visualizing analytics outcomes
• How to craft a compelling story to drive change, starting with where you are today and how to achieve the talent future state
Learning objectives:
• What is the VUCA world?
• Evaluate what areas of HR will be impacted by changes.
• Establishing and advocating for needs of HR and your employees.
• Aligning processes with the new initiatives in your organization.
Big data is not only transforming the way we make decisions, but also the way that organizations recruit, manage and develop their people, driving engagement, innovation and productivity to new peaks.
Explore the future of cloud-based human capital management, and demonstrate how what you do today will influence and energize your company for decades to come.
Sarah Brennan, Principal Consultant, Talent Acquisition at Cornerstone OnDemand, provides easy-to-understand insights on:
o Evolution of the role of recruiting in business from reactive to strategic partners
o How a unified approach to looking at talent acquisition can benefit core HR and business drivers
o The impact employment branding and candidate experience have on influencing employee engagement and retention (and vice versa)
Presented by: Mike Erlin, Managing Director, Australia & New Zealand
Some questions we answer:
Compliance
•Where do the highest risk levels reside & why?
•What are my risks if employees do not finish a course on time?
Succession Planning
•Which employees are ready for a new role?
Career Mobility
•What are possible career paths based on current role and career interests?
Employee Growth
•What is my employee’s potential for new roles & how can I best develop them?
Learning & Development
•What courses drive the most impactful development?
•How can I effectively assign courses & optimise our catalog?
Embracing Disruption: How One Multinational is Changing its ApproachCornerstone OnDemand
Digital disruption and flatter workplace organizations are changing employee expectations regarding corporate learning. Organizations must take advantage of the opportunities created by these changes and align existing organizational expertise to them in order to fulfill business objectives.
Emerging Trends in Performance Management: Diagnose, Discern & Develop - Part 1Cornerstone OnDemand
In this session, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand, will explore several emerging trends through examining case studies of companies using these new performance management concepts. Discussing specific actions, Mr. Spake steps us through how to diagnose your current performance strategy, the benefits the latest trends have on employee engagement as it pertains to performance management, as well as discerning between learning activities and development achievement.
Preventing Staff Burnout: Strategies for Happier Staff and Healthier PatientsCornerstone OnDemand
There is a fine line between stress and passion in the workplace. Both require extreme dedication, time and commitment, however, one is not pleasant, while the other, completes the reason for your existence. The term ‘burnout’ in the workplace suggests that people are tired of working to the point that they no longer want to continue at their current pace. We often consider burnout as a ‘bad thing’ in the workplace and overall that is correct, however, this can emanate from both a stressful position as well as a passionate position.
According to of a comprehensive study conducted within the nursing ranks, there are three types of stress; eustress, distress and severe distress (i.e. burnout). Eustress is the kind of stress that generates either fear or excitement, often see to be ‘good stress.’ Distress is what we all think of when we speak of stress, the bad kind. Distress generates depression, sadness, and pessimism to name of few. Lastly, severe distress is extreme stress. This is the type of stress that causes emotional exhaustion to the point of coronary heart disease. Stress is no laughing matter and a very real issue in clinical operations. Arguably, organizations must address these issues intentionally and for multiple reasons.
In this session, Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services for Cornerstone on Demand, will discuss the challenges of dealing with both stress and passion in the workplace, both leading to staff burnout. He will go over the causes of stress in the clinical workplace as well as some struggles to help alleviate some of the issues.
Shifting Away From Annual Performance Reviews to Increase Productivity and En...Cornerstone OnDemand
Discover how shifting away from annual performance reviews can boost employee engagement and productivity within your organisation.
Presented by Geoffroy de Lestrange, Product Marketing Manager, EMEA Cornerstone
Driving Engagement: The Link Between Staff Buy-in and Quality CareCornerstone OnDemand
Employee engagement is good for both the employee as well as the organization; when employees are happy, they’re more productive, and the institution delivers higher levels of patient care while keeping overall costs down. As they say, it’s a win-win. Just 44% of healthcare workers are engaged (HBR) and engagement was the top variable for mortality rates (Forbes). What might be a good solution to boost engagement?
The crux of this issue is that employee engagement is 'over' defined. Search for the term on Google and you will get a myriad of definitions that lead to confusion about what you’re trying to solve and how to solve it. In this webinar, we will address the history of employee engagement, where the confusion lies, and implications for the clinical staff relevant to competency and patient outcomes. We will also propose some areas for immediate focus to get ahead of this issue.
In a similar format to Part 1 of this series, the webinar will address a strategic view of employee engagement, while attendees will receive an eBook describing some practical steps to increase overall employee engagement. Click here to access previous sessions:
Our presenters for Part 1 will be Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services and Lynn Howe, Regional Sales Manager for Cornerstone on Demand. Dr. Tonkin has over 25 years of experience in human resources challenges and focuses on the Healthcare sector for Cornerstone. Howe, RN, MS, CEN, and CCRN is a Registered Nurse, former Director of Education with 30 years of clinical experience, holds a graduate degree in Human Resource Management and is currently a regional sales manager in the healthcare vertical.
"Disruptive" Technology in Healthcare Implications for the Workforce & HR Pro...Cornerstone OnDemand
Electronic Medical Records, Meaningful Use, remote patient monitoring, and healthcare apps galore, just to name a few. The industry has recently seen a tremendous rise in new technologies that are changing the way healthcare is delivered today. These advancements have led to new standards of care but have also had a significant impact to the knowledge and skill-sets needed for healthcare staff to remain successful and deliver quality care.
However, rolling out new technology initiatives across organizations often come with their own set of challenges – possibly leading to a totally different type of “disruption”. Learn strategies for how your organization can minimize “growing pains” and realize the benefits of these new healthcare technologies sooner.
Join Elizabeth Robledo, Talent Management System Program Manager at Legacy Health and Rehan Mirza, Product & Verticals Marketing Manager at Cornerstone OnDemand as they discuss:
-Big health tech trends of 2016
-Impacts of new technology on the modern healthcare workforce
-Strategies for implementing new technology at your organization
Performance Appraisals Strike Back - Accelerating Productivity on-the-goCornerstone OnDemand
The fast paced, dynamic environment that makes SMBs so attractive to employees is also what prevents managers to give regular feedback to their employees. Yet regular feedback is probably the most important aspect of performance reviews, as those ongoing discussions are what will have the most positive impact on productivity in your business.
Companies such as GE, Accenture, Adobe and Deloitte have recently shifted away from annual performance reviews to an ongoing feedback model, for several reasons:
They are a chore, for managers and employees alike. One central conversation gets all the attention, when frequent, bite-size feedback is the most efficient. Worse, annual reviews tend to promote bad management.
Review this presentation to understand the new paradigm of performance appraisals, and its extended benefits to employee engagement and motivation (if you do it the right way).
“Did you know that approximately 10,000 people will retire each day? This means 43 percent of the current workforce will retire in the next decade,” stated Steve Dobberowsky, Principal, Thought Leadership & Advisory Services at Cornerstone.
There are many challenges that government agencies face today, such as shrinking budgets and the Baby Boomer retirements. So, how are HR professionals adopting a talent management strategy that will drive positive results in this day and age?
In this training with GovLoop, we'll examine how the workforce is rapidly changing and the challenges and solutions that HR professionals are dealing with - including developing a Unified Talent Management strategy.
Toxic Employees in the Workplace: Hidden Costs and How to Spot ThemCornerstone OnDemand
Toxicity in any organization is contagious and quickly spreads to your good employees. What’s more, these employees are much more likely than the toxic staff members to seek alternative employment. After all, they are good at their job and can easily transfer to a company with a positive working environment.
If toxicity is destructive in the larger corporate environment, it is lethal in the smaller business. It is absolutely critical that employers focus their attention on avoiding toxic employees in the first place and, alternatively, do their best to identify and eradicate dangerous employee behavior quickly, before it has ripple effects on the bad behavior and voluntary departure of co-workers.
Climate Impact of Software Testing at Nordic Testing DaysKari Kakkonen
My slides at Nordic Testing Days 6.6.2024
Climate impact / sustainability of software testing discussed on the talk. ICT and testing must carry their part of global responsibility to help with the climat warming. We can minimize the carbon footprint but we can also have a carbon handprint, a positive impact on the climate. Quality characteristics can be added with sustainability, and then measured continuously. Test environments can be used less, and in smaller scale and on demand. Test techniques can be used in optimizing or minimizing number of tests. Test automation can be used to speed up testing.
Accelerate your Kubernetes clusters with Varnish CachingThijs Feryn
A presentation about the usage and availability of Varnish on Kubernetes. This talk explores the capabilities of Varnish caching and shows how to use the Varnish Helm chart to deploy it to Kubernetes.
This presentation was delivered at K8SUG Singapore. See https://feryn.eu/presentations/accelerate-your-kubernetes-clusters-with-varnish-caching-k8sug-singapore-28-2024 for more details.
Observability Concepts EVERY Developer Should Know -- DeveloperWeek Europe.pdfPaige Cruz
Monitoring and observability aren’t traditionally found in software curriculums and many of us cobble this knowledge together from whatever vendor or ecosystem we were first introduced to and whatever is a part of your current company’s observability stack.
While the dev and ops silo continues to crumble….many organizations still relegate monitoring & observability as the purview of ops, infra and SRE teams. This is a mistake - achieving a highly observable system requires collaboration up and down the stack.
I, a former op, would like to extend an invitation to all application developers to join the observability party will share these foundational concepts to build on:
A tale of scale & speed: How the US Navy is enabling software delivery from l...sonjaschweigert1
Rapid and secure feature delivery is a goal across every application team and every branch of the DoD. The Navy’s DevSecOps platform, Party Barge, has achieved:
- Reduction in onboarding time from 5 weeks to 1 day
- Improved developer experience and productivity through actionable findings and reduction of false positives
- Maintenance of superior security standards and inherent policy enforcement with Authorization to Operate (ATO)
Development teams can ship efficiently and ensure applications are cyber ready for Navy Authorizing Officials (AOs). In this webinar, Sigma Defense and Anchore will give attendees a look behind the scenes and demo secure pipeline automation and security artifacts that speed up application ATO and time to production.
We will cover:
- How to remove silos in DevSecOps
- How to build efficient development pipeline roles and component templates
- How to deliver security artifacts that matter for ATO’s (SBOMs, vulnerability reports, and policy evidence)
- How to streamline operations with automated policy checks on container images
Securing your Kubernetes cluster_ a step-by-step guide to success !KatiaHIMEUR1
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
Le nuove frontiere dell'AI nell'RPA con UiPath Autopilot™UiPathCommunity
In questo evento online gratuito, organizzato dalla Community Italiana di UiPath, potrai esplorare le nuove funzionalità di Autopilot, il tool che integra l'Intelligenza Artificiale nei processi di sviluppo e utilizzo delle Automazioni.
📕 Vedremo insieme alcuni esempi dell'utilizzo di Autopilot in diversi tool della Suite UiPath:
Autopilot per Studio Web
Autopilot per Studio
Autopilot per Apps
Clipboard AI
GenAI applicata alla Document Understanding
👨🏫👨💻 Speakers:
Stefano Negro, UiPath MVPx3, RPA Tech Lead @ BSP Consultant
Flavio Martinelli, UiPath MVP 2023, Technical Account Manager @UiPath
Andrei Tasca, RPA Solutions Team Lead @NTT Data
Smart TV Buyer Insights Survey 2024 by 91mobiles.pdf91mobiles
91mobiles recently conducted a Smart TV Buyer Insights Survey in which we asked over 3,000 respondents about the TV they own, aspects they look at on a new TV, and their TV buying preferences.
DevOps and Testing slides at DASA ConnectKari Kakkonen
My and Rik Marselis slides at 30.5.2024 DASA Connect conference. We discuss about what is testing, then what is agile testing and finally what is Testing in DevOps. Finally we had lovely workshop with the participants trying to find out different ways to think about quality and testing in different parts of the DevOps infinity loop.
Essentials of Automations: The Art of Triggers and Actions in FMESafe Software
In this second installment of our Essentials of Automations webinar series, we’ll explore the landscape of triggers and actions, guiding you through the nuances of authoring and adapting workspaces for seamless automations. Gain an understanding of the full spectrum of triggers and actions available in FME, empowering you to enhance your workspaces for efficient automation.
We’ll kick things off by showcasing the most commonly used event-based triggers, introducing you to various automation workflows like manual triggers, schedules, directory watchers, and more. Plus, see how these elements play out in real scenarios.
Whether you’re tweaking your current setup or building from the ground up, this session will arm you with the tools and insights needed to transform your FME usage into a powerhouse of productivity. Join us to discover effective strategies that simplify complex processes, enhancing your productivity and transforming your data management practices with FME. Let’s turn complexity into clarity and make your workspaces work wonders!
SAP Sapphire 2024 - ASUG301 building better apps with SAP Fiori.pdfPeter Spielvogel
Building better applications for business users with SAP Fiori.
• What is SAP Fiori and why it matters to you
• How a better user experience drives measurable business benefits
• How to get started with SAP Fiori today
• How SAP Fiori elements accelerates application development
• How SAP Build Code includes SAP Fiori tools and other generative artificial intelligence capabilities
• How SAP Fiori paves the way for using AI in SAP apps
The Art of the Pitch: WordPress Relationships and SalesLaura Byrne
Clients don’t know what they don’t know. What web solutions are right for them? How does WordPress come into the picture? How do you make sure you understand scope and timeline? What do you do if sometime changes?
All these questions and more will be explored as we talk about matching clients’ needs with what your agency offers without pulling teeth or pulling your hair out. Practical tips, and strategies for successful relationship building that leads to closing the deal.
FIDO Alliance Osaka Seminar: The WebAuthn API and Discoverable Credentials.pdf
Recruiting & Onboarding First Looks - Oct. 16
1. First Looks:
Onboarding and
Recruiting
• Offer Letter Approvals in UP
• Offer Letter Approvals in Hiring Dashboard
• Hiring Dashboard Interviews Widget
• Multiple Locations on a Requisition
• Apply as Guest
• Requisition Field Level Access
• Internal Job Search Enhancements
• Applicant Sources
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2. This presentation includes forward-looking statements. In this presentation, the words “believe,” “may,” “will,” “estimate,” “continue,” “anticipate,” “intend,”
“expect,” “predict,” “potential” and similar expressions, as they relate to Cornerstone OnDemand, Inc. (“Cornerstone OnDemand” or the “Company”),
business and management, are intended to identify forward-looking statements. In light of the risks and uncertainties outlined below, the future events,
circumstances, and functionality discussed in this presentation may not occur, and actual results could differ materially from those anticipated or implied in
the forward-looking statements. The Company has based these forward-looking statements largely on its current expectations and projections about future
events and financial trends affecting its business. Forward-looking statements should not be read as guarantees of future performance or results, and will not
necessarily be accurate indications of the times at, or by, which such performance or results will be achieved. Forward-looking statements are based on
information available at the date of this presentation and management’s good faith belief as of such date with respect to future events, and are subject to
risks and uncertainties that could cause actual performance or results to differ materially from those expressed in or suggested by the forward-looking
statements.
Important factors that could cause such differences include, but are not limited to: the Company’s ability to attract new clients to enter into subscriptions for
its solution; the Company’s ability to service those clients effectively and induce them to renew and upgrade their deployments of the Company’s solution;
the Company’s ability to expand its sales organization to address effectively the new industries, geographies and types of organizations the Company
intends to target; the Company’s ability to accurately forecast revenue and appropriately plan its expenses; market acceptance of enhanced solutions,
alternate ways of addressing learning and talent management needs or new technologies generally by the Company and its competitors; continued
acceptance of SaaS as an effective method for delivering learning and talent management solutions and other business management applications; the
attraction and retention of qualified employees and key personnel; the Company’s ability to protect and defend its intellectual property; costs associated
with defending intellectual property infringement and other claims; events in the markets for the Company’s solution and alternatives to the Company’s
solution, as well as in the United States and global markets generally; future regulatory, judicial and legislative changes affecting the Company’s industry;
changes in the competitive environment in the Company’s industry and the markets in which the Company operates; and other factors discussed under
“Risk Factors ” and “Management’s Discussion and Analysis of Financial Condition and Results of Operations” in the registration statement for the Company’s
recently completed initial public offering and the Company’s periodic reports filed with the Securities and Exchange Commission (the “SEC”).
Forward-looking statements speak only as of the date of this presentation. You should not put undue reliance on any forward-looking statement. The
Company assumes no obligation to update any forward-looking statements to reflect actual results, changes in assumptions or changes in other factors
affecting future performance or results, except to the extent required by applicable laws. If the Company updates one or more forward-looking statements,
no inference should be drawn that it will make additional updates with respect to those or other forward-looking statements.
Any unreleased services or features referenced in this or other documents or public statements are not currently GENERALLY available and may not be
delivered on time or at all. Customers who purchase Cornerstone OnDemand applications should make their purchase decisions based upon features that
are currently available.
Safe Harbor
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4. Offer Letter Approvals in UP - Actions
• Recruiters and
Hiring Managers
can approve or
deny Offer Letters
directly from the
Universal Profile
Actions (Requests)
page.
Easily Approve or
Deny Offer Letter
Users can click on
icon to review Offer
Letter
User Path:
Universal Profile > Actions > Requests
Client-Driven
5. Offer Letter Approvals in UP – Actions Enablement
• Permissions: No new permissions.
• Contact to Enable: Automatically enabled. Users with access to “Request Items – View”
permission will see Offer Letters in UP.
• Use Case: Rachel is a Recruiter who has multiple Offer Letters to review. While she’s in the
Universal Profile performing actions under the Requests tab, she sees that she needs to approve
some offer letters that Summer, a Hiring Manager, has initiated. Rachel can easily review and
approve or deny the Offer Letters.
• Impacted Areas:
• Hiring Dashboard
• Recruiting Approvals Page
Client-Driven
7. Offer Letter Approvals in Hiring Dashboard
• Recruiters and
Hiring Managers
can approve or
deny Offer Letters
directly from the
Hiring Dashboard.
Users can click on
icon to review Offer
Letter
Easily Approve or
Deny Offer Letter
User Path:
Recruit > Hiring Dashboard
8. Offer Letter Approvals in Hiring Dashboard Enablement
• Permissions: No new permissions.
• Contact to Enable: Automatically enabled. Users with access to “Request Items – View” and
“Hiring Dashboard: Manage” permissions will see Offer Letter approvals.
• Use Case: Rachel is a Recruiter who has multiple Offer Letters to review. While she’s in the Hiring
Dashboard, she sees that she needs to approve some offer letters that Summer, a Hiring Manager,
has initiated. Rachel can easily review and approve or deny the Offer Letters.
• Impacted Areas:
• Universal Profile Actions > Requests
• Recruiting Approvals Page
10. Hiring Dashboard Interviews Widget
• Hiring Managers and
Recruiters can now
view interview
feedback, view
and/or accept
interview requests,
and view upcoming
interviews all from the
Hiring Dashboard.
User Path:
Recruiting tab > Hiring Dashboard
3 new widgets
added to the header
for a quick look
New Interview
Widget on the right
of Hiring Dashboard
11. Hiring Dashboard Interviews Widget Enablement
• Permissions: No new permissions.
• Contact to Enable: Automatically enabled. Users with access to Hiring Dashboard and
Interviews will see Interviews Widget.
• Use Case: Rachel is a manager who has open requisitions to fill multiple positions on her team.
She goes to the Hiring Dashboard in order to check the Interview status of her open requisitions.
From the interview widget, she can see recent Interview Feedback, Interview Requests, and
upcoming Interviews.
• Impacted Areas:
• Hiring Dashboard
• Interview Manager
13. Multiple Locations on a Requisition (Admin View)
• Recruiters can
enter multiple
location OUs to a
single requisition
during the
requisition
creation process.
Add a single Primary
Location and multiple
Additional Locations
on the Requisition
User Path:
Recruit > Manage Requisition
• Options > Add Requisition
• Edit Requisition
Client-Driven
14. Multiple Locations on a Requisition (End User View)
• Allow applicants
to search for one
or more of the
locations on the
career site in
order to find the
requisition and
apply to it. Joining
the pool of
applicants who
may have
applied from
other locations.
User can search and
apply for requisition
tied to multiple
locations
When “More” is
selected, pop-up
appears showing all
locations user will be
considered for
Client-Driven
15. Multiple Locations on a Requisition Enablement
• Permissions: No new permissions.
• Contact to Enable: Automatically enabled for administrators with access to create/edit a
requisition.
• Use Case: Veronica, a Recruiter at Acme Corporation, is a Requisition Owner for the North
America Business Analyst requisition. She needs to post the requisition in several cities in the US so
that prospective applicants can find the requisition when they do a location search. Rather than
spend time creating multiple parent-child requisitions and managing multiple applicant pools, she
wants to post one requisition with multiple locations so that all applicants for this position are in the
same pool.
• Impacted Areas:
• See Release Notes/Online Help for full list of Impacted Areas
Client-Driven
17. Apply as Guest (Admin View)
• Configure Career
Sites to enable
“Apply as Guest”,
which will give
applicants the
ability to submit
an application
without creating a
profile first.
Admin Path:
Admin > Tools > Recruit > Career Site
• Add Career Site
• Edit Career Site
18. Apply as Guest (End User View)
Applicant’s brought
to first page of
application when
they apply even
without a profile
User can create a
password to
automatically create
a profile. Email
Address is used as
Username
19. Apply as Guest Enablement
• Permissions: No new permissions.
• Contact to Enable: Automatically enabled for administrators with access to create/edit a Career
Site.
• Use Case: Terrance is the Recruiting BPO for Acme Corporation, a restaurant chain. Acme
Corporation is expanding and will be opening new restaurant locations in the early fall and needs the
new locations to be fully staffed in time for targeted opening dates. To accomplish the aggressive hiring
goals Terrance knows that the application experience has be straightforward and simple to complete.
To provide an experience with the least amount of friction, Terrance configures his career site to use the
Apply as Guest functionality to give applicants the ability to apply without having to create a profile.
• Impacted Areas:
• Career Site Settings
• Job Details Page
• Application Workflow (Applicant Perspective)
21. Requisition Field Level Access
• Admins can
configure more
granular
requisition field-
level access for
their hiring roles to
determine which
roles can edit,
read-only or not
see specific fields
on requisitions.
New section in
“Requisition and
Applicant
Preferences” page
Determine Role
access for specific
fields
Admin Path:
Admin > Tools > Recruit > Requisition and Applicant Preferences
22. Requisition Field Level Access Enablement
• Permissions: No new permissions.
• Contact to Enable: Automatically enabled for administrators with access to “Requisition and
Applicant Preferences” page.
• Use Case: Veronica is a Hiring Manager and is also an Approver on the approval workflow for a
Business Associate requisition that she requested. She only needs to have access to certain fields
that she cares about when reviewing her requisition before and after it is posted. The system
administrator has configured the requisitions to only reflect those fields.
• Impacted Areas:
• Requisition and Applicant Preferences
• Edit Requisition
• Viewing Requisition during Requisition Approvals
24. Internal Job Search Enhancements
• Internal users can
search for open
jobs in a new tab
called “Explore
Open Jobs” and
immediately see
open jobs that
match their search
criteria without
having to click
through positions.
Previous “Search
Other Jobs” tab
renamed to “Search
Other Positions”
New “Explore Open
Jobs” tab
User Path:
• Succession > Career Center
• Recruit > Career Center
Client-Driven
25. Internal Job Search Enhancements Enablement
• Permissions: No new permissions.
• Contact to Enable: When Career Center is enabled; “Search Open Jobs” tab enabled by
default for Recruiting clients. Renamed “Search Other Positions” tab enabled by default for
Succession clients.
• Use Case: Jessica is an employee at Acme Corporation. She’s interested in exploring a new
career path in technology. She navigates to the new “Explore Open Jobs” tab in the Career
Center to see what jobs are open at Acme Corporation so she can start applying to jobs in
technology. She thinks she will be great at being a QA Analyst since she already knows a lot of
functionality. Jessica searches for the keyword “QA” in the Search Open Jobs tab and sees a list of
open jobs related to QA. Jessica is curious what other positions there are in technology. She
navigates to the “Search Other Positions” tab to learn more about the other types of positions in
technology at Acme Corporation.
• Impacted Areas:
• Search Other Jobs
• Bio Resume and Career Preferences
Client-Driven
27. Applicant Sources
• Generate custom
source URLs to use
when placing job
postings on
external sites and
boards, so that
the applicant's
recruiting source is
properly
captured.
New Applicant
Sources page
Easily create new
Sources
Admin Path:
• Admin > Tools > Recruit > Applicant Sources
Client-Driven
28. Applicant Sources Enablement
• Permissions:
• Applicant Sources – Manage: Grants access to manage Applicant Sources.
• Contact to Enable: New Permission is automatically distributed to “Recruiting – Admin”
Security Role.
• Use Case: Jessica is a Recruiting Manager and Administrator at Acme Corporation. She wants
her team of recruiters to try posting engineering jobs on Github to attract more engineers to apply
to Acme Corporation. Jessica doesn’t want her team to create and maintain a separate Career
Site just to track the source of applicants from GitHub. Instead, she goes into Applicant Sources
and adds a GitHub source and generates a URL parameter that she can then notify her Recruiters
to append at the end of the URLs for jobs posted in GitHub. Jessica and her Recruiting team will be
able to see the applicant source indicate GitHub for applicants who apply via the URLs that had
the GitHub URL parameter appended.
• Impacted Areas:
• New page under Recruit > Sourcing
Client-Driven