The world we are destined to live in is shaped by human migration. Economically more developed areas attract people to migrate in order to earn a better living.
Hiring Trends and Jobs of the Future: A Recruiter's PerspectiveLynn Hazan
1) The document discusses trends in hiring and future jobs from the perspective of a recruiter, including recession-proof industries, anticipated economic trends in 2009-2010, and skills needed for the 21st century.
2) Key topics that are expected to see growth include healthcare, technology, the environment/green jobs, and emerging markets.
3) Adaptability and acquiring new skills will be important for workers to transition through economic changes.
New research shows the 'Freelance Gig Economy' is flourishing. And here to stay. With downsizing, the numbers of startups popping up companies are desperate to hire - hundreds of thousands of jobs available new research shows.
The document discusses the future of work and key trends reshaping the labor market globally. It notes that lifelong employment is a thing of the past and the concept of work is changing with the rise of new forms of flexible work outside traditional employment relationships. The future of work will be shaped by factors like an aging and more educated global workforce, increasing globalization and connectivity, and the growth of urban areas. This represents a paradigm shift requiring changes to labor market policies and regulations.
BUS203---term ppr--unemployement and its consequences Samiya Yesmin
This paper is a deliberation of the six articles, regarding unemployment and its consequences, provided from “The Economist” Sept. 10th 2011.
For. Professor Dr. Akbar Ali Khan's class
An increasing amount of people are switching to work for themselves and become their own bosses and this growth of freelancers in Europe has far outpaced the growth of any other relevant segments of the labour market.
Hays Journal 20 – How to capture a culture of innovation: lessons from the CO...Hays
Hays Journal 20 - How to capture a culture of innovation: lessons from the COVID-19 crisis
In order to quickly respond to new demands bought on by the pandemic, many businesses have been forced to adopt a more innovative mindset.
And while many of us look forward to the world returning to what will be the new normal, this inventive way of thinking is something that many organisations will want to hold onto.
Read the Hays Journal to find out more: www.hays-journal.com
In 2012/13, 20 years after LSE Enterprise took on its first two projects, we connected governments, charities and private sector companies with 388 academics and experts, from almost 50 of LSE’s departments, research centres, groups and units as well as beyond the School.
Anthony Melchiorri is a hospitality industry expert and host of the Travel Channel show Hotel Impossible. He learned the hotel business in the 1990s working at prestigious hotels like the Plaza Hotel and the Algonquin Hotel in New York City. He now runs his own hotel consulting firm called Argeo Hospitality and spends about three weeks per month traveling for his work helping struggling hotels get back on their feet.
Hiring Trends and Jobs of the Future: A Recruiter's PerspectiveLynn Hazan
1) The document discusses trends in hiring and future jobs from the perspective of a recruiter, including recession-proof industries, anticipated economic trends in 2009-2010, and skills needed for the 21st century.
2) Key topics that are expected to see growth include healthcare, technology, the environment/green jobs, and emerging markets.
3) Adaptability and acquiring new skills will be important for workers to transition through economic changes.
New research shows the 'Freelance Gig Economy' is flourishing. And here to stay. With downsizing, the numbers of startups popping up companies are desperate to hire - hundreds of thousands of jobs available new research shows.
The document discusses the future of work and key trends reshaping the labor market globally. It notes that lifelong employment is a thing of the past and the concept of work is changing with the rise of new forms of flexible work outside traditional employment relationships. The future of work will be shaped by factors like an aging and more educated global workforce, increasing globalization and connectivity, and the growth of urban areas. This represents a paradigm shift requiring changes to labor market policies and regulations.
BUS203---term ppr--unemployement and its consequences Samiya Yesmin
This paper is a deliberation of the six articles, regarding unemployment and its consequences, provided from “The Economist” Sept. 10th 2011.
For. Professor Dr. Akbar Ali Khan's class
An increasing amount of people are switching to work for themselves and become their own bosses and this growth of freelancers in Europe has far outpaced the growth of any other relevant segments of the labour market.
Hays Journal 20 – How to capture a culture of innovation: lessons from the CO...Hays
Hays Journal 20 - How to capture a culture of innovation: lessons from the COVID-19 crisis
In order to quickly respond to new demands bought on by the pandemic, many businesses have been forced to adopt a more innovative mindset.
And while many of us look forward to the world returning to what will be the new normal, this inventive way of thinking is something that many organisations will want to hold onto.
Read the Hays Journal to find out more: www.hays-journal.com
In 2012/13, 20 years after LSE Enterprise took on its first two projects, we connected governments, charities and private sector companies with 388 academics and experts, from almost 50 of LSE’s departments, research centres, groups and units as well as beyond the School.
Anthony Melchiorri is a hospitality industry expert and host of the Travel Channel show Hotel Impossible. He learned the hotel business in the 1990s working at prestigious hotels like the Plaza Hotel and the Algonquin Hotel in New York City. He now runs his own hotel consulting firm called Argeo Hospitality and spends about three weeks per month traveling for his work helping struggling hotels get back on their feet.
The candidate's relocation research reveals digital, media, marketing and e c...TheCandidateLtd
The Candidate are the leading digital, media, marketing and eCommerce recruitment agency in the North West.
The Relocation Research identifies candidates attitudes towards commuting & relocating for work, barriers to relocating, relocation packages and how to encourage candidates to move. We also address the debatable North-South divide and reveal how the North is just as attractive as the South for digital professionals.
4 Core/Flex Relocation Policies That Will Make Your Life EasierUrbanBound
Crafting relocation policies can be time consuming and stressful. Every transferee needs a different policy based on their unique needs, but it is difficult to give everyone what they want without taking away too much time from HR and Mobility departments. Luckily, core/flex relocation policies (if utilized properly) can save you time and money. We'll show you how.
Check out our eBook and webinar for more information!
eBook: http://resources.urbanbound.com/core-flex-relocation-policies-to-make-life-easier
Webinar: http://resources.urbanbound.com/webinar-core-flex-relocation-policies
Big Ways Data Can Play a Role in Your Relocation ProgramUrbanBound
Uncover the true meaning behind our favorite buzzword: big data. Here, we'll break down this term and give you ways to turn it into something manageable. (Learn even more in our eBook: http://resources.urbanbound.com/reasons-data-should-play-a-role-in-your-relocation-program)
Bee Talents is a recruitment agency that uses disruptive methods to attract IT specialists for its clients. It has dedicated teams for employer branding, marketing, and recruitment. In 2016, Bee Talents recruited over 500 candidates and filled more than 200 positions. The agency serves customers across Europe and follows a recruitment process that takes an average of 42 days, involving candidate sourcing, profiling, interviews, and a final hiring decision. Bee Talents offers different partnership models for its recruitment services.
Managing Relocation Services While Maintaining Employee BenefitsFrank Corris
This document summarizes different types of relocation programs companies use and provides details on managing relocation expenses. It discusses tiered, non-exempt, full, and lump sum relocation programs. It also discusses how companies administer relocation programs and outsource various services. Typical outsourced services include household goods, temporary accommodations, and real estate. The document provides benchmarks and recommendations for selecting household goods carriers, temporary housing providers, and real estate services to control costs while maintaining service quality for relocated employees.
Over 1.4 million people cite flexible working as one of the most important job benefits they look for. So as employers, how do we embrace that and make it a part of our business culture?
The Hiring Hype Cycle: What Recruiters Should Really Care AboutMatt Charney
This presentation takes a look at some of the biggest trends and most important topics impacting recruiting and hiring today. Whether you're running a desk, or managing a division of recruiters, there are a few things every talent pro needs to know.
From NPOs to Fortune 500 employers, from mom and pop shops to multinational enterprises, this presentation looks across markets, industries and specialties to identify what talent leaders can do today to compete for - and win - the top talent of tomorrow.
Matt Charney discusses the real issues that really matter to real recruiters - and keeps it real when looking at what's new, what's next and what the data says about the future of work and hiring.
The document discusses the high rates of youth unemployment in the UK and globally as a result of the economic downturn. It outlines government programs aimed at addressing the issue, such as subsidizing jobs for young people, but notes the delays in implementing such large-scale solutions. The document argues that unemployed youth should take matters into their own hands by pursuing self-employment opportunities online using their computer and internet access. Developing an online business would help overcome feelings of hopelessness and open up possibilities for one's future.
The document discusses youth unemployment in the UK and worldwide. It notes that over 1 million UK youth are currently jobless. While governments are taking steps like subsidizing jobs and training placements, the author argues these solutions have delays. Instead, unemployed youth should take matters into their own hands by pursuing self-employment opportunities online using their computer and internet access. The author provides his own website as a resource for learning about internet marketing and starting an online business from home.
The Changing Place of Britain’s WorkforcePeoplePerHour
There are a number of ways to describe working from a location outside of the traditional “office” environment – from telecommuting to cloud, home, mobile, remote or even virtual working.
The Office for National Statistics reported last year that there are now 4.2 million “home worker” in the UK, which is almost double the number in 1998 when these figures first started to be recorded. This means that almost 14% of the UK workforce now utilizes one of these more “flexible” options.
The Changing Place of Britain’s WorkforceKelly Bolton
There are a number of ways to describe working from a location outside of the traditional “office” environment – from telecommuting to cloud, home, mobile, remote or even virtual working.
The Office for National Statistics reported last year that there are now 4.2 million “home worker” in the UK, which is almost double the number in 1998 when these figures first started to be recorded. This means that almost 14% of the UK workforce now utilizes one of these more “flexible” options.
Future of Work
The future of work is increasingly uncertain. What is clear is that we are in the midst of a major transformation driven by multiple drivers of change. How individuals, companies, cities and governments respond to the upcoming shifts will be pivotal for future economic and social wellbeing, but this is far from straightforward. Some major decisions lie ahead.
Ahead of a speech to MPs in London next month and several subsequent expert discussions, this is a point of view on how, where and why the future of work is in flux.
It explores three key drivers of change as leaders around the world view it – shifting demographics, technology innovation and the organisational response. In addition, we have highlighted several areas where new policy decisions need to be made.
The document summarizes the findings of a salary survey of 3,388 respondents working in Berlin startups. It finds that Berlin residents and startup employees earn higher salaries than their counterparts, though startup employees tend to feel underpaid. There is a significant gender pay gap, with women earning 25% less than men in Berlin startups. Experience level is a major determinant of salary, with software developers and managers earning the most.
1) Global talent acquisition and retention is one of the greatest challenges for companies as talent scarcity increases worldwide. Effective global employer branding will be critical to attracting and retaining talent.
2) Cultural differences, a changing global workforce, skills mismatches, and demographic changes complicate global employer branding. Companies must account for these factors and collaborate across borders to solve talent issues.
3) Building a strong global employer brand requires dedicated global employer brand management, collaboration across borders, cultural awareness, and systems to support an integrated global talent strategy.
The document is a portfolio from the English program at the State Polytechnic University of Carchi in Ecuador. It outlines the mission, modules, and competencies of the program. The mission is to teach English to the university community according to international standards. Modules focus on developing language skills to communicate about world issues, technology, art, history and culture. Learners will achieve competencies ranging from understanding short, simple texts to interacting with fluency on a wide range of subjects.
The document provides tips and information for job seekers regarding career searching in today's difficult market. It discusses how a professional job search requires developing a network of contacts within targeted industries. It also notes that most jobs are not advertised publicly, and professional help is needed to find "hidden" opportunities. The document offers suggestions for developing an effective resume that can help change career paths, and emphasizes the importance of being prepared for interviews, which often decide hiring within the first few minutes.
The number of professionals willing to work abroad has more than doubled over the past five years to 35% currently. Experienced professionals expect international experience as part of their career progression. Nearly two-thirds of respondents had already worked abroad or were currently doing so, showing a maturing market of mobile talent. Professionals are willing to spend longer periods, up to five years, working overseas in search of career opportunities rather than being restricted to one country. Companies recognize the value of international experience and are increasing global opportunities.
The document contains information about applying for jobs in Europe. It includes role cards for a job interview simulation activity where one student plays the interviewer and the other plays the candidate. It also includes a writing activity where students write a letter of application for an advertised assistant accountant job. There is a reading comprehension activity about "Neets" (young people not in employment, education or training) in Britain compared to other European countries. Finally, there is a listening activity where students fill out a table with details about two job advertisements heard on a radio program about jobs in Europe.
Workcanadanow provides information about working abroad. Living and working in a foreign country has disadvantages like loneliness from being away from family and friends, unfamiliarity with the new culture, and having to rebuild your professional network from scratch. However, globalization has also created new international career opportunities in fields like international logistics management, marketing, and internet marketing that allow people to work from home and take advantage of growing global trade.
The CEO of an Australian construction company said they were facing shortages of trades workers like truck drivers, fitters, mechanics and electricians, not highly educated professionals. A global survey also found skilled trades to be the hardest positions to fill worldwide. Several factors contribute to the shortage, including retiring older trades workers and technical training not meeting business needs. Strategic migration of skilled trades workers both within and across borders can help alleviate shortages in the short-term while longer-term solutions like improving technical training and promoting skilled trades careers are developed.
The candidate's relocation research reveals digital, media, marketing and e c...TheCandidateLtd
The Candidate are the leading digital, media, marketing and eCommerce recruitment agency in the North West.
The Relocation Research identifies candidates attitudes towards commuting & relocating for work, barriers to relocating, relocation packages and how to encourage candidates to move. We also address the debatable North-South divide and reveal how the North is just as attractive as the South for digital professionals.
4 Core/Flex Relocation Policies That Will Make Your Life EasierUrbanBound
Crafting relocation policies can be time consuming and stressful. Every transferee needs a different policy based on their unique needs, but it is difficult to give everyone what they want without taking away too much time from HR and Mobility departments. Luckily, core/flex relocation policies (if utilized properly) can save you time and money. We'll show you how.
Check out our eBook and webinar for more information!
eBook: http://resources.urbanbound.com/core-flex-relocation-policies-to-make-life-easier
Webinar: http://resources.urbanbound.com/webinar-core-flex-relocation-policies
Big Ways Data Can Play a Role in Your Relocation ProgramUrbanBound
Uncover the true meaning behind our favorite buzzword: big data. Here, we'll break down this term and give you ways to turn it into something manageable. (Learn even more in our eBook: http://resources.urbanbound.com/reasons-data-should-play-a-role-in-your-relocation-program)
Bee Talents is a recruitment agency that uses disruptive methods to attract IT specialists for its clients. It has dedicated teams for employer branding, marketing, and recruitment. In 2016, Bee Talents recruited over 500 candidates and filled more than 200 positions. The agency serves customers across Europe and follows a recruitment process that takes an average of 42 days, involving candidate sourcing, profiling, interviews, and a final hiring decision. Bee Talents offers different partnership models for its recruitment services.
Managing Relocation Services While Maintaining Employee BenefitsFrank Corris
This document summarizes different types of relocation programs companies use and provides details on managing relocation expenses. It discusses tiered, non-exempt, full, and lump sum relocation programs. It also discusses how companies administer relocation programs and outsource various services. Typical outsourced services include household goods, temporary accommodations, and real estate. The document provides benchmarks and recommendations for selecting household goods carriers, temporary housing providers, and real estate services to control costs while maintaining service quality for relocated employees.
Over 1.4 million people cite flexible working as one of the most important job benefits they look for. So as employers, how do we embrace that and make it a part of our business culture?
The Hiring Hype Cycle: What Recruiters Should Really Care AboutMatt Charney
This presentation takes a look at some of the biggest trends and most important topics impacting recruiting and hiring today. Whether you're running a desk, or managing a division of recruiters, there are a few things every talent pro needs to know.
From NPOs to Fortune 500 employers, from mom and pop shops to multinational enterprises, this presentation looks across markets, industries and specialties to identify what talent leaders can do today to compete for - and win - the top talent of tomorrow.
Matt Charney discusses the real issues that really matter to real recruiters - and keeps it real when looking at what's new, what's next and what the data says about the future of work and hiring.
The document discusses the high rates of youth unemployment in the UK and globally as a result of the economic downturn. It outlines government programs aimed at addressing the issue, such as subsidizing jobs for young people, but notes the delays in implementing such large-scale solutions. The document argues that unemployed youth should take matters into their own hands by pursuing self-employment opportunities online using their computer and internet access. Developing an online business would help overcome feelings of hopelessness and open up possibilities for one's future.
The document discusses youth unemployment in the UK and worldwide. It notes that over 1 million UK youth are currently jobless. While governments are taking steps like subsidizing jobs and training placements, the author argues these solutions have delays. Instead, unemployed youth should take matters into their own hands by pursuing self-employment opportunities online using their computer and internet access. The author provides his own website as a resource for learning about internet marketing and starting an online business from home.
The Changing Place of Britain’s WorkforcePeoplePerHour
There are a number of ways to describe working from a location outside of the traditional “office” environment – from telecommuting to cloud, home, mobile, remote or even virtual working.
The Office for National Statistics reported last year that there are now 4.2 million “home worker” in the UK, which is almost double the number in 1998 when these figures first started to be recorded. This means that almost 14% of the UK workforce now utilizes one of these more “flexible” options.
The Changing Place of Britain’s WorkforceKelly Bolton
There are a number of ways to describe working from a location outside of the traditional “office” environment – from telecommuting to cloud, home, mobile, remote or even virtual working.
The Office for National Statistics reported last year that there are now 4.2 million “home worker” in the UK, which is almost double the number in 1998 when these figures first started to be recorded. This means that almost 14% of the UK workforce now utilizes one of these more “flexible” options.
Future of Work
The future of work is increasingly uncertain. What is clear is that we are in the midst of a major transformation driven by multiple drivers of change. How individuals, companies, cities and governments respond to the upcoming shifts will be pivotal for future economic and social wellbeing, but this is far from straightforward. Some major decisions lie ahead.
Ahead of a speech to MPs in London next month and several subsequent expert discussions, this is a point of view on how, where and why the future of work is in flux.
It explores three key drivers of change as leaders around the world view it – shifting demographics, technology innovation and the organisational response. In addition, we have highlighted several areas where new policy decisions need to be made.
The document summarizes the findings of a salary survey of 3,388 respondents working in Berlin startups. It finds that Berlin residents and startup employees earn higher salaries than their counterparts, though startup employees tend to feel underpaid. There is a significant gender pay gap, with women earning 25% less than men in Berlin startups. Experience level is a major determinant of salary, with software developers and managers earning the most.
1) Global talent acquisition and retention is one of the greatest challenges for companies as talent scarcity increases worldwide. Effective global employer branding will be critical to attracting and retaining talent.
2) Cultural differences, a changing global workforce, skills mismatches, and demographic changes complicate global employer branding. Companies must account for these factors and collaborate across borders to solve talent issues.
3) Building a strong global employer brand requires dedicated global employer brand management, collaboration across borders, cultural awareness, and systems to support an integrated global talent strategy.
The document is a portfolio from the English program at the State Polytechnic University of Carchi in Ecuador. It outlines the mission, modules, and competencies of the program. The mission is to teach English to the university community according to international standards. Modules focus on developing language skills to communicate about world issues, technology, art, history and culture. Learners will achieve competencies ranging from understanding short, simple texts to interacting with fluency on a wide range of subjects.
The document provides tips and information for job seekers regarding career searching in today's difficult market. It discusses how a professional job search requires developing a network of contacts within targeted industries. It also notes that most jobs are not advertised publicly, and professional help is needed to find "hidden" opportunities. The document offers suggestions for developing an effective resume that can help change career paths, and emphasizes the importance of being prepared for interviews, which often decide hiring within the first few minutes.
The number of professionals willing to work abroad has more than doubled over the past five years to 35% currently. Experienced professionals expect international experience as part of their career progression. Nearly two-thirds of respondents had already worked abroad or were currently doing so, showing a maturing market of mobile talent. Professionals are willing to spend longer periods, up to five years, working overseas in search of career opportunities rather than being restricted to one country. Companies recognize the value of international experience and are increasing global opportunities.
The document contains information about applying for jobs in Europe. It includes role cards for a job interview simulation activity where one student plays the interviewer and the other plays the candidate. It also includes a writing activity where students write a letter of application for an advertised assistant accountant job. There is a reading comprehension activity about "Neets" (young people not in employment, education or training) in Britain compared to other European countries. Finally, there is a listening activity where students fill out a table with details about two job advertisements heard on a radio program about jobs in Europe.
Workcanadanow provides information about working abroad. Living and working in a foreign country has disadvantages like loneliness from being away from family and friends, unfamiliarity with the new culture, and having to rebuild your professional network from scratch. However, globalization has also created new international career opportunities in fields like international logistics management, marketing, and internet marketing that allow people to work from home and take advantage of growing global trade.
The CEO of an Australian construction company said they were facing shortages of trades workers like truck drivers, fitters, mechanics and electricians, not highly educated professionals. A global survey also found skilled trades to be the hardest positions to fill worldwide. Several factors contribute to the shortage, including retiring older trades workers and technical training not meeting business needs. Strategic migration of skilled trades workers both within and across borders can help alleviate shortages in the short-term while longer-term solutions like improving technical training and promoting skilled trades careers are developed.
Having a gender diverse workplace benefits businesses in several ways:
1) It helps address skills shortages as women now make up a large portion of the college-educated workforce.
2) Diverse organizations will be better able to attract and engage millennial employees, who value diversity and flexible work environments.
3) Gender diversity at leadership levels allows companies to better understand different customer demographics and make better decisions.
Having a gender diverse workplace benefits businesses in several ways:
1) It helps address skills shortages as women now make up a large portion of the college-educated workforce.
2) Diverse organizations will be better able to attract and engage millennial employees, who value diversity and flexible work environments.
3) Gender diversity at leadership levels allows companies to better understand different customer demographics and make better decisions.
This document discusses trends toward decentralization, flexible work arrangements, and the growing gig economy. It provides statistics on the rise of freelancing and independent work. Coworking spaces are presented as enablers of connectivity, collaboration, and innovation that allow organizations to access skills and opportunities beyond their traditional boundaries. Data from the Seats2meet coworking platform demonstrates increasing social and economic value generated through serendipitous connections and opportunities among coworking members over time.
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.
Khushi Saini, An Intern from The Sparks Foundationkhushisaini0924
This is my first task as an Talent Acquisition(Human resources) Intern in The Sparks Foundation on Recruitment, article and posts.
I invitr everyone to look into my work and provide me a quick feedback.
I am an accomplished and driven administrative management professional with a proven track record of supporting senior executives and managing administrative teams. I am skilled in strategic planning, project management, and organizational development, and have extensive experience in improving processes, enhancing productivity, and implementing solutions to support business objectives and growth.
Parabolic antenna alignment system with Real-Time Angle Position FeedbackStevenPatrick17
Introduction
Parabolic antennas are a crucial component in many communication systems, including satellite communications, radio telescopes, and television broadcasting. Ensuring these antennas are properly aligned is vital for optimal performance and signal strength. A parabolic antenna alignment system, equipped with real-time angle position feedback and fault tracking, is designed to address this need. This document delves into the components, design, and implementation of such a system, highlighting its significance and applications.
Importance of Parabolic Antenna Alignment
The alignment of a parabolic antenna directly affects its performance. Even minor misalignments can lead to significant signal loss, which can degrade the quality of the received signal or cause communication failures. Proper alignment ensures that the antenna's focal point is accurately directed toward the signal source, maximizing the antenna's gain and efficiency. This precision is especially crucial in applications like satellite communications, where the antenna must track geostationary satellites with high accuracy.
Components of a Parabolic Antenna Alignment System
A parabolic antenna alignment system typically includes the following components:
Parabolic Dish: The primary reflector that collects and focuses incoming signals.
Feedhorn and Low Noise Block (LNB): Positioned at the dish's focal point to receive signals.
Stepper or Servo Motors: Adjust the azimuth (horizontal) and elevation (vertical) angles of the antenna.
Microcontroller (e.g., Arduino, Raspberry Pi): Processes sensor data and controls the motors.
Potentiometers: Provide feedback on the antenna's current angle positions.
Fault Detection Sensors: Monitor for potential faults such as cable discontinuities or LNB failures.
Control Software: Runs on the microcontroller, handling real-time processing and decision-making.
Real-Time Angle Position Feedback
Real-time feedback on the antenna's angle position is essential for maintaining precise alignment. This feedback is typically provided by potentiometers or rotary encoders, which continuously monitor the azimuth and elevation angles. The microcontroller reads this data and adjusts the motors accordingly to keep the antenna aligned with the signal source.
Fault Tracking in Antenna Alignment Systems
Fault tracking is vital for the reliability and performance of the antenna system. Common faults include cable discontinuities, LNB malfunctions, and motor failures. Sensors integrated into the system can detect these faults and either notify the user or initiate corrective actions automatically.
Design and Implementation
1. Parabolic Dish and Feedhorn
The parabolic dish is designed to reflect incoming signals to a focal point where the feedhorn and LNB are located. The dish's size and shape depend on the specific application and frequency range.
2. Motors and Position Control
Stepper motors or servo motors are used to control the azimuth and elevation of
5 key differences between Hard skill and Soft skillsRuchiRathor2
𝐓𝐡𝐞 𝐏𝐞𝐫𝐟𝐞𝐜𝐭 𝐁𝐥𝐞𝐧𝐝:
𝐖𝐡𝐲 𝐘𝐨𝐮 𝐍𝐞𝐞𝐝 𝐁𝐨𝐭𝐡 𝐇𝐚𝐫𝐝 & 𝐒𝐨𝐟𝐭 𝐒𝐤𝐢𝐥𝐥𝐬 𝐭𝐨 𝐓𝐡𝐫𝐢𝐯𝐞 💯
In today's dynamic and competitive market, a well-rounded skillset is no longer a luxury - it's a necessity.
While technical expertise (hard skills) is crucial for getting your foot in the door, it's the combination of hard and soft skills that propels you towards long-term success and career advancement. ✨
Think of it like this: Imagine a highly skilled carpenter with a masterful understanding of woodworking (hard skills). But if they struggle to communicate effectively with clients, collaborate with builders, or adapt to project changes (soft skills), their true potential remains untapped. 😐
The synergy between hard and soft skills is what creates true value in the workplace. Strong communication allows you to clearly articulate your technical expertise, while problem-solving skills help you navigate complex challenges alongside your team. 💫
By actively developing both sets of skills, you position yourself as a well-rounded professional who can not only perform tasks efficiently but also contribute meaningfully to a collaborative and dynamic work environment.
Go through the carousel and let me know your views 🤩
1. The world we are destined to live in is shaped by human migration.
Economically more developed areas attract people to migrate in order to earn a
better living. In today's environment people do so when there is lack of
employment opportunities in their native area. Globalization has increased
interaction among cultures and nations. This globalization has increased
interaction and caused intensive migration and relocation.
In the last two years, the unemployed managers' percentage has jumped to the
highest figure. It is quite obvious that once you are disappointed after trying all
possible alternatives to get a job in your locality, you will be willing to do
whatever it takes to get a good one anywhere in the world. In my opinion
people are now calculating that it is better to relocate themselves rather than
being jobless, as it may prove more costly.
In addition to very positive signs showed by the labor market, there are still
millions of jobless people living in different countries and searching for the job
anywhere round the globe. Even before the time of recession, it was pretty
difficult to find a job and to make both ends meet. Moreover, in the recent
economic conditions, most of the unemployed people are left with no other
option but to relocate and move out for the sake of seeking a good job.
Top Language Jobs Europe's No. 1 specialist language recruitment job portal. 1
http://www.toplanguagejobs.co.uk
2. It has been reported that out of the workers laid off during the year 2011, 20%
find a good and relevant job up to year 2012 mainly by relocating themselves.
Moreover, 32% employers are ready to pay their employees for relocation if they
do so for shifting in some other branch of the same company.
REASONS FOR RELOCATION
An opportunity to start with
In the start of your new career, you just need a job to begin with in order to
groom your personality and to get some experience. Additionally, if you get a
good and impressive job in the beginning you would never like to loose it.
Therefore, in order to take a good start you will not like to leave the very first
opportunity knocking at your door. And if that opportunity needs you to
relocate almost 90% of the people will agree to go if this is their first job ever.
Chasing the job intensive areas
For some of the specified and specialized type of careers, jobs are confined to
some specific areas only. Consequently, people need to relocate themselves to
get a good and attractive job in such a specialized industry. In such cases,
people are left with no other option instead of migrating to the place where
exactly the jobs are. Agriculture, Forestry, Finance and insurance industries are
some example of such specialized sectors. While there are certain areas, which
do not require you to relocate as their jobs are available worldwide like
Information Technology field.
Changing priorities
In order to advance in your career and to remain more competitive, people
prefer to migrate or relocate. While in some cases people after exhausting the
limited available job options in their own area, decide to go elsewhere in order
to get a better one.
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3. Offered an increase pay
In case company asks you to go somewhere else you will see what incentives
are offered by the organization. If there is a remarkable increase in your
compensation package and other perquisites as well, you will definitely be
adopting the change. Additionally, if your employer assists you in the cost of
relocation and in selling your house etc. opting relocation offer will be very
useful for you.
STATISTICS OF PEOPLE RELOCATING FOR WORK
In the first half of 2011, 9.4% of the unemployed people round the globe moved
out of the town to find jobs, which is greater than the last year figure that was
7.6%. Moreover, the percentage of 2010 was a little greater than that of 2009,
which were 7.5% migrants who relocated themselves for the sake of work. Some
statistics, of the people relocating for work, of last few years are plotted and
are showing the following pattern.
18
16
14
12
10
8 Relocation
%
6
4
2
0
2007 2008 2009 2010 2011
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4. To relocate yourself or your whole family for the purpose of finding a better job
is the most difficult decision one will ever have to make. Additionally, better
standard of living and lower cost of living are also some key factors causing
relocation.
Up till November 2011 the statistics of people relocating for the sake of finding
work showed an irregular trend. It cannot be explained exactly in increasing or
decreasing pattern. However it is quite obvious from the historical data that
most of the migrating people are moving towards United Kingdom considering
UK the widest and linguistically the most assorted place. In Europe, statistics
showed a 46.7% increase in number of people relocating and migrating towards
China for finding jobs and to earn their living. But UK is still getting the highest
number of foreign country nationals coming there with an expectation to get a
good job relatively easily
PLACES WHERE MOST OF THE PEOPLE GO FOR RELOCATION
The most famous and favorite destinations where the people would probably
want to relocate are USA, UK and Spain. But this is just a general view as the
preferences of the people may change depending upon their present location as
well. As China is preferred by most of the Asians and United Kingdom is the
popular destination for the people of EMEA (Erasmus Mundus Europe Asia)
region. Following is the Pie chart representation of the percentage of people
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5. migrating towards each of the country for finding work.
5%
10% 21%
9%
5%
15%
4% 8%
8% 4% 11%
UK Germany China Italy
Malaysia Singapore India Japan
Netherland Australia France
You can see that the highest percentages of unemployed people are migrating
towards UK for work. Germany is the second most popular place for such
people and the other countries are following UK and Germany with relatively
very small percentages. The reason behind this result is that United Kingdom
has become the hub of business world and a central or focal point for lots of
multinational organizations. The increase in the job opportunities in UK is
mainly due to the monopoly of European Union. After the formation of EU,
United Kingdom has become more popular among the MNCs as well. As a
result, there are ample of job opportunities in almost all the fields and
industries of UK due to which it is now becoming the most popular destination
for the job hunters. Especially for those who are unable to find a good and
profitable job in their own country. Such people can easily relocate themselves
and get settled in UK as they found UK job market very attractive. Getting a job
is easier there due to availability of plenty of job opportunities.
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6. WHAT TO DO WHILE YOU ARE FACING RELOCATION FOR WORK
Sometimes, people do not move out of a job willingly rather they are forced to
do so by their employer companies. Organizations mostly decide that they can
operate in some other city or country as well and it is better for them to take
their own experienced employees on the other place in order to start
successfully. In such a situation you must first think and decide whether you
will be relocating or you will be finding a new job and will quit this one. Lots of
practical factors are there to think about. Cost of living, standard of living and
cost of relocation; everything should be kept in mind while deciding what to do.
A good and wise cost benefit analysis will take you towards the most favorable
decision.
WILLINGNESS OF THE PEOPLE FOR RELOCATION
A depressed market and downward going market conditions are the basic
factors that force people to relocate themselves in order to find a better
opportunity. This relocation for the sake of work is a big move and it can put so
many heads on fire especially family disturbance is there, every time you
relocate. That is the major reason that people hesitate to go for opting
relocation.
In addition, thinking and perception of people belonging to different areas
differ depending upon their own culture and priorities. People from Mexico,
Brazil, Turkey and Russia are more fond of exploring and seeing new
opportunities round the globe. In contrast, people of United States, Belgium
and Sweden are more interested to stay in their own countries, whatever the
situation might be. They prefer to stay closer to their homes therefore, they will
hardly go for migrating somewhere for doing job.
Last month results of a research study were released in which almost 28000
employees were surveyed across about 27 different countries of the world. As
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7. per the study, 31% of those employees are willing to relocate for a better job
and career. These 31% are ready to go anywhere in the world in order to
increase their standard of living. Out of these 31% people willing to relocate for
work 78% are ready to migrate anywhere within their national borders or
offshore for a more lucrative career and to earn a better living. However out of
them 41% are willing to relocate permanently while the rest 37% will be willing
to migrate on temporary basis.
percentage of people willing to relocate for work
not w illing
22%
ready to move
permanently
41%
ready to move
temporarily
37%
A per the research, 20% of the people responded that they would be willing to
work abroad only if they will be offered at least 10% rise in their salary. This
shows that it is not that easy for so many people to shift somewhere else
leaving everything behind. Nevertheless, the economic situation prevailing in
the world right now and the increasing unemployment level force people to opt
such choices even if they are not happy with it.
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8. Another rather more important fact is that job seekers' age and their career
level is major the deciding factor whether they will be willing to relocate for
work or not. As it is thought by most of the leading and multinational
organizations that bachelor, young and fresh graduates are more interested in
relocation as they take it as an adventure. Also, such job seekers have relatively
less family problems to cope with. May be due to this reason most of the
companies operating in more than one country require a lower aged person or
the one who is at a very initial stage in his career.
Another survey made by some British researcher reported that there are quite a
few employers who are willing to pay the relocation cost and all the related
expenses only to some specified, experienced and competent employees in
order to motivate or convince them to relocate for the sake of companies'
betterment. The employer compensates even the losses of selling the houses in
some cases. In such circumstances, relocation percentage increases
significantly and more people seem to be willing to migrate to other places for
the sake of work. This trend is normally seen in big and leading organizations.
However, in small and medium sized companies, are not expected to
compensate the employees and therefore in such organizations people usually
are not willing to relocate for work. They will either prefer to continue where
they are or they will find a better job.
Considering the option of relocation is not at all feasible for all the people.
However, if someone is facing severe financial problems and in addition to that
if the circumstances are right for him and his family to go for relocation, this
option should definitely be discussed. As most of the people say that when a
job hunter is exposed to extended geographical boundaries, he is more likely
to get a good job in a better organization.
Concluding the whole story, it is clear that recession has left very dark marks
on the economy of the world and to get the revival is not that easy. Due to this
reason, unemployment is consistently increasing and therefore in order to cope
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9. with that people are trying to seek available job opportunities in almost all the
areas of the world. Consequently, people need to relocate for finding a good
lucrative job. Additionally, we noticed that job hunters are more eager to
migrate towards United Kingdom, Spain and China as the job opportunities are
growing remarkably in these countries.
Contact Us
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If your enquiry is urgent, please contact us during our regular office hours
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Email: (For order enquiries, bulk purchases or general enquiries)
information@toplanguagejobs.com
Tel: +44 (0)208 920 7933
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N14 6JT
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