Leila joins the SHe CISO team with a discussion on how to leverage agility within the cybersecurity space. You can find the webinar recording on AgileXtended's YouTube Channel under our playlist "Leila Talks"
This session provides an introduction to simulation environments like Cyber Ranges, differentiate them from gamification systems, and discusses the emerging delivery, adoption and organizational lessons learned that are driving further adoption.
This document provides an agenda for a knowledge management workshop hosted by Acies Innovations Pte Ltd. The workshop will cover topics such as defining knowledge management, identifying critical knowledge in organizations, capturing and sharing knowledge, implementing KM strategies, managing talent, and using effective communication to enhance workplace knowledge. It introduces the facilitators for the workshop - Rusnita Saleh, Fardila Astari, and Rajesh Singh Dhillon - and provides brief biographies of their relevant experience. The document concludes by thanking participants and inviting them to connect on LinkedIn or contact the Acies Innovations team for more information.
What's Next: Using technology to engage employees and build businessesOgilvy Consulting
This document discusses how to engage and build businesses using technology to engage remote employees. It covers fostering collaboration, creativity and sharing in virtual environments. It also discusses how to keep teams engaged who are unfamiliar with remote work, and how to encourage positive behaviors despite technology limitations. The document provides advice on virtual leadership, building trust, team cohesion, inclusion, isolation, performance management and selecting collaborative technologies. It emphasizes focusing on real problems, partnering with IT, prioritizing important features, and introducing technology changes participatively.
This document covers various topics related to leadership and administration, including strategic planning, SWOT and PEST analyses, logic models, vision and mission statements, goals and objectives, and knowledge management. It discusses elements of effective vision and mission statements, and components of goals and objectives. It also covers principles of community design, group exercises, and analyzing organizational culture and values.
This document discusses the foundations and principles of the Agile way of working. It covers key topics like the nature of software development, Agile values and principles, building an Agile culture and mindset. The document emphasizes that software development involves discovering solutions to complex problems through teamwork and tacit knowledge. It stresses that an Agile approach requires a growth mindset, continuous experimentation, and collaboration to deliver value frequently. Sustaining an Agile way of working long-term requires evolving an Agile culture.
David Cameron | Hope in a time of challenge Wholeeducation
The document discusses challenges facing education systems including globalization, unpredictability, and the skills employers want like problem-solving, teamwork, and adaptability. It argues education must focus on active, varied, and motivated learning to develop these skills rather than just knowledge acquisition. Learners need basic skills but also creativity, innovation, and sustained inquiry. Planning should clarify purposes, identify gaps, and agree on standards to develop learning pathways from knowledge to creation. Education must consider the big picture and keep a breadth of learning to meaningfully prepare young people for their lives and futures.
Deployed Learning - Tactical Ways to be Deliberate in OutreachAmy Hays
Presented to the Southeadt Region Total Faculty Meeting. Methodology used to think about increasing your outreach efforts. Goes through adult learner theories and practices, types of learning. Describes a method called Deployed Learning which focus on creating a pathway to help build more diverse programming.
This session provides an introduction to simulation environments like Cyber Ranges, differentiate them from gamification systems, and discusses the emerging delivery, adoption and organizational lessons learned that are driving further adoption.
This document provides an agenda for a knowledge management workshop hosted by Acies Innovations Pte Ltd. The workshop will cover topics such as defining knowledge management, identifying critical knowledge in organizations, capturing and sharing knowledge, implementing KM strategies, managing talent, and using effective communication to enhance workplace knowledge. It introduces the facilitators for the workshop - Rusnita Saleh, Fardila Astari, and Rajesh Singh Dhillon - and provides brief biographies of their relevant experience. The document concludes by thanking participants and inviting them to connect on LinkedIn or contact the Acies Innovations team for more information.
What's Next: Using technology to engage employees and build businessesOgilvy Consulting
This document discusses how to engage and build businesses using technology to engage remote employees. It covers fostering collaboration, creativity and sharing in virtual environments. It also discusses how to keep teams engaged who are unfamiliar with remote work, and how to encourage positive behaviors despite technology limitations. The document provides advice on virtual leadership, building trust, team cohesion, inclusion, isolation, performance management and selecting collaborative technologies. It emphasizes focusing on real problems, partnering with IT, prioritizing important features, and introducing technology changes participatively.
This document covers various topics related to leadership and administration, including strategic planning, SWOT and PEST analyses, logic models, vision and mission statements, goals and objectives, and knowledge management. It discusses elements of effective vision and mission statements, and components of goals and objectives. It also covers principles of community design, group exercises, and analyzing organizational culture and values.
This document discusses the foundations and principles of the Agile way of working. It covers key topics like the nature of software development, Agile values and principles, building an Agile culture and mindset. The document emphasizes that software development involves discovering solutions to complex problems through teamwork and tacit knowledge. It stresses that an Agile approach requires a growth mindset, continuous experimentation, and collaboration to deliver value frequently. Sustaining an Agile way of working long-term requires evolving an Agile culture.
David Cameron | Hope in a time of challenge Wholeeducation
The document discusses challenges facing education systems including globalization, unpredictability, and the skills employers want like problem-solving, teamwork, and adaptability. It argues education must focus on active, varied, and motivated learning to develop these skills rather than just knowledge acquisition. Learners need basic skills but also creativity, innovation, and sustained inquiry. Planning should clarify purposes, identify gaps, and agree on standards to develop learning pathways from knowledge to creation. Education must consider the big picture and keep a breadth of learning to meaningfully prepare young people for their lives and futures.
Deployed Learning - Tactical Ways to be Deliberate in OutreachAmy Hays
Presented to the Southeadt Region Total Faculty Meeting. Methodology used to think about increasing your outreach efforts. Goes through adult learner theories and practices, types of learning. Describes a method called Deployed Learning which focus on creating a pathway to help build more diverse programming.
The document provides an agenda and overview for a leadership and administrative dynamics course. It covers topics such as strategic planning, SWOT analysis, logic models, vision and mission statements, ethics, knowledge management, and communities of practice. Key elements of effective vision and mission statements are outlined. Different leadership styles and cultures are discussed. The principles of knowledge and ethics in leadership are also reviewed.
Willow webinar jun 14 online academies v1 0WillowDNA
The document discusses key lessons for developing effective online academies based on 5 success factors:
1) Learning design that includes chunking content, integrating approaches, and scaffolding learning objectives.
2) Considering context and making learning applicable to learners' situations.
3) Building an engaged learning community with shared purpose and knowledge sharing.
4) Providing facilitation, tutoring, and coaching to support learners and generate knowledge.
5) Using technology to enable a complete learning journey including formal content, assignments, social learning, and scenarios to practice applying concepts.
The Learning Deck provides hybrid learning solutions through various methods like virtual classrooms, self-paced learning, practical projects, social sharing, and an adaptive learning management system. It is led by Chief Advisor Lakshmi and Sr. Consultant Deepa, who have extensive experience in learning and development. The Learning Deck's approach involves understanding training needs, designing relevant content, delivering training through subject matter experts, and ensuring effective knowledge transfer and post-training support. Its expertise covers topics such as cloud computing, AI/ML, programming, testing, and soft skills.
World Institute for Action Learning Presentation to MNODNMNODN
Action learning is a process that involves small groups working on real business problems to take action and learn. It provides opportunities for leadership development, organizational change, team development, and problem solving. At Target, action learning is being used to develop leaders and shape strategy. Groups of directors work on relevant business issues, promoting cross-functional collaboration. Participants find it highly impactful for growth. Target has seen advanced business insights and support for innovating how they operate. The success factors include aligning with real problems and stakeholder involvement. A new Minnesota chapter of the World Institute for Action Learning aims to expand local opportunities and resources.
Culture is very important in DevOps. It is the first thing in every definition of DevOps, but how can you measure it? Culture is intangible, hard to change, and it is of vital importance to your company and your employee’s satisfaction. Everyone agrees that a culture of trust and collaboration is key to a successful DevOps transformation. Having a culture of collaboration where people feel safe to share their views and work across a diverse group is a must for a successful organization. But how do we measure culture?
In this session we will talk about the culture of DevOps and how the culture enable information flow through organizations. We talk about the Westrum Typology of Organizational Culture and how organizational culture predicts the way information flows through an organization. We’ll talk about how to measure your culture based on the Westrum Typology and steps to move to a generative culture of high trust and high collaboration across the organization.
Presentation from the final session a the CORE retreat - thinking about change, transformation, the future and how we as a company can be positioned to serve our community and clients to prepare them for their future and not our past.
The document outlines 21st century skills that are important for success. It discusses learning and innovation skills like creativity, critical thinking, and communication. It also discusses information and technology literacy. Additionally, it outlines important life and career skills such as flexibility, self-direction, social and cross-cultural skills, productivity, accountability, and leadership. Developing these skills through various methods can help one achieve certain competency levels.
The document discusses the need for organizations and individuals to adapt to constant disruption and change. Some key points:
- To adapt, one must embrace disruption, improve leadership skills, think with an "ecosystem mindset", exchange ideas quickly, and adapt.
- If organizations don't change how they approach customers' needs, they will become irrelevant.
- The future of work involves more networked, collaborative environments like co-working spaces, with AI replacing some traditional jobs.
- Individuals now have more control over their learning and work, which occurs across networks rather than traditional structures. Leadership requires facilitating this kind of ecosystem.
This document provides information about a management development training on using behavioural competencies. It outlines the trainer's experience and qualifications. The training will cover management styles, behavioural competencies, and developing specific competencies. Trainees are asked to identify which management styles and personality traits apply to them and their teams. They will also choose a competency to further develop and identify activities and support needed. The goal is to help trainees apply what they learn to their jobs and continue practicing and developing their skills.
1) Understanding by Design (UbD) is a framework for designing curriculum that focuses on student understanding and backward design.
2) UbD involves identifying desired results, determining acceptable evidence, and planning learning experiences.
3) The goal is for students to develop enduring understandings of key concepts and be able to apply, analyze, and synthesize content.
How to think about the future: a guide for non-profit leadersjvcsun
A guide to integrating future purpose thinking into non-profit strategy development. Including process, tools and concepts to get started and see immediate benefits for you and your team.
Go to www.futurepurpose.org for video version of this presentation and more tips, tools and guidance.
This document discusses adaptive leadership and how leaders can adapt to change. It begins by looking at current status examples and implications for the future. It then defines adaptive leadership as focusing on dealing with change and uncertainty. Characteristics of adaptive leaders are discussed, such as flexibility, listening, and continual learning. Benefits include embracing change and anticipating it rather than just reacting. Principles of adaptive leadership are also examined, such as emotional intelligence, organizational justice, development, and character. The document concludes by outlining next steps for adaptive leadership, such as acknowledging challenges and adjusting the organization as needed.
This document outlines 15 organizational principles for building an effective organization:
1. Have clear overarching principles and goals that are well understood. Stress integrity and commitment.
2. Use goals throughout the organization and make them meaningful to achieve. Reward success.
3. Measure productivity at multiple levels using analytical tools, compare to goals and history, and focus on continuous improvement.
Microsoft 365 Governance Risk and Compliance Maturity model | MM4M365 practit...Nikki Chapple
Organizations face increasing complexity and change in regulatory environments, calling for a more structured approach for managing Governance, Risk, and Compliance (GRC).
The Governance, Risk, and Compliance Competency is focused on helping an organization reduce risk and improve compliance effectiveness by implementing a framework for compliance and risk management.
https://learn.microsoft.com/en-us/microsoft-365/community/microsoft365-maturity-model--governance-and-compliance?WT.mc_id=M365-MVP-5004747
This document discusses how agile developers can create their own identity through software craftsmanship. It describes how values, practices, and principles are related, and how individuals and interactions are an important agile value. It also discusses how developers can progress from novices to experts through models like the Dreyfus model of skills acquisition and how focusing on skills, continuous learning, and contributing to the community can help developers take on more of an identity as software craftspeople.
This document describes the behaviours essential for
effective performance at SODEI and are key to achieving
results now, and in the future - playing a fundamental role in
helping us deliver our strategy. Together with behavioural
indicators, they underpin our people strategy and define
how we approach our work through our skills, knowledge and
experience in the most effective way possible.
This document discusses competency development. It begins with an introduction to competencies, defining them as behaviors encompassing knowledge, skills, and attributes required for successful performance. It then discusses a global competency model, explaining that competency models delineate the specific mix of knowledge, skills, and attributes needed for a role. The document outlines five core competencies - cultural intelligence, innovation, sustainability, emotional intelligence, and continuous learning. It provides descriptions of each competency and their components. The document concludes with discussing competency assessment and development steps individuals can take.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
The document provides an agenda and overview for a leadership and administrative dynamics course. It covers topics such as strategic planning, SWOT analysis, logic models, vision and mission statements, ethics, knowledge management, and communities of practice. Key elements of effective vision and mission statements are outlined. Different leadership styles and cultures are discussed. The principles of knowledge and ethics in leadership are also reviewed.
Willow webinar jun 14 online academies v1 0WillowDNA
The document discusses key lessons for developing effective online academies based on 5 success factors:
1) Learning design that includes chunking content, integrating approaches, and scaffolding learning objectives.
2) Considering context and making learning applicable to learners' situations.
3) Building an engaged learning community with shared purpose and knowledge sharing.
4) Providing facilitation, tutoring, and coaching to support learners and generate knowledge.
5) Using technology to enable a complete learning journey including formal content, assignments, social learning, and scenarios to practice applying concepts.
The Learning Deck provides hybrid learning solutions through various methods like virtual classrooms, self-paced learning, practical projects, social sharing, and an adaptive learning management system. It is led by Chief Advisor Lakshmi and Sr. Consultant Deepa, who have extensive experience in learning and development. The Learning Deck's approach involves understanding training needs, designing relevant content, delivering training through subject matter experts, and ensuring effective knowledge transfer and post-training support. Its expertise covers topics such as cloud computing, AI/ML, programming, testing, and soft skills.
World Institute for Action Learning Presentation to MNODNMNODN
Action learning is a process that involves small groups working on real business problems to take action and learn. It provides opportunities for leadership development, organizational change, team development, and problem solving. At Target, action learning is being used to develop leaders and shape strategy. Groups of directors work on relevant business issues, promoting cross-functional collaboration. Participants find it highly impactful for growth. Target has seen advanced business insights and support for innovating how they operate. The success factors include aligning with real problems and stakeholder involvement. A new Minnesota chapter of the World Institute for Action Learning aims to expand local opportunities and resources.
Culture is very important in DevOps. It is the first thing in every definition of DevOps, but how can you measure it? Culture is intangible, hard to change, and it is of vital importance to your company and your employee’s satisfaction. Everyone agrees that a culture of trust and collaboration is key to a successful DevOps transformation. Having a culture of collaboration where people feel safe to share their views and work across a diverse group is a must for a successful organization. But how do we measure culture?
In this session we will talk about the culture of DevOps and how the culture enable information flow through organizations. We talk about the Westrum Typology of Organizational Culture and how organizational culture predicts the way information flows through an organization. We’ll talk about how to measure your culture based on the Westrum Typology and steps to move to a generative culture of high trust and high collaboration across the organization.
Presentation from the final session a the CORE retreat - thinking about change, transformation, the future and how we as a company can be positioned to serve our community and clients to prepare them for their future and not our past.
The document outlines 21st century skills that are important for success. It discusses learning and innovation skills like creativity, critical thinking, and communication. It also discusses information and technology literacy. Additionally, it outlines important life and career skills such as flexibility, self-direction, social and cross-cultural skills, productivity, accountability, and leadership. Developing these skills through various methods can help one achieve certain competency levels.
The document discusses the need for organizations and individuals to adapt to constant disruption and change. Some key points:
- To adapt, one must embrace disruption, improve leadership skills, think with an "ecosystem mindset", exchange ideas quickly, and adapt.
- If organizations don't change how they approach customers' needs, they will become irrelevant.
- The future of work involves more networked, collaborative environments like co-working spaces, with AI replacing some traditional jobs.
- Individuals now have more control over their learning and work, which occurs across networks rather than traditional structures. Leadership requires facilitating this kind of ecosystem.
This document provides information about a management development training on using behavioural competencies. It outlines the trainer's experience and qualifications. The training will cover management styles, behavioural competencies, and developing specific competencies. Trainees are asked to identify which management styles and personality traits apply to them and their teams. They will also choose a competency to further develop and identify activities and support needed. The goal is to help trainees apply what they learn to their jobs and continue practicing and developing their skills.
1) Understanding by Design (UbD) is a framework for designing curriculum that focuses on student understanding and backward design.
2) UbD involves identifying desired results, determining acceptable evidence, and planning learning experiences.
3) The goal is for students to develop enduring understandings of key concepts and be able to apply, analyze, and synthesize content.
How to think about the future: a guide for non-profit leadersjvcsun
A guide to integrating future purpose thinking into non-profit strategy development. Including process, tools and concepts to get started and see immediate benefits for you and your team.
Go to www.futurepurpose.org for video version of this presentation and more tips, tools and guidance.
This document discusses adaptive leadership and how leaders can adapt to change. It begins by looking at current status examples and implications for the future. It then defines adaptive leadership as focusing on dealing with change and uncertainty. Characteristics of adaptive leaders are discussed, such as flexibility, listening, and continual learning. Benefits include embracing change and anticipating it rather than just reacting. Principles of adaptive leadership are also examined, such as emotional intelligence, organizational justice, development, and character. The document concludes by outlining next steps for adaptive leadership, such as acknowledging challenges and adjusting the organization as needed.
This document outlines 15 organizational principles for building an effective organization:
1. Have clear overarching principles and goals that are well understood. Stress integrity and commitment.
2. Use goals throughout the organization and make them meaningful to achieve. Reward success.
3. Measure productivity at multiple levels using analytical tools, compare to goals and history, and focus on continuous improvement.
Microsoft 365 Governance Risk and Compliance Maturity model | MM4M365 practit...Nikki Chapple
Organizations face increasing complexity and change in regulatory environments, calling for a more structured approach for managing Governance, Risk, and Compliance (GRC).
The Governance, Risk, and Compliance Competency is focused on helping an organization reduce risk and improve compliance effectiveness by implementing a framework for compliance and risk management.
https://learn.microsoft.com/en-us/microsoft-365/community/microsoft365-maturity-model--governance-and-compliance?WT.mc_id=M365-MVP-5004747
This document discusses how agile developers can create their own identity through software craftsmanship. It describes how values, practices, and principles are related, and how individuals and interactions are an important agile value. It also discusses how developers can progress from novices to experts through models like the Dreyfus model of skills acquisition and how focusing on skills, continuous learning, and contributing to the community can help developers take on more of an identity as software craftspeople.
This document describes the behaviours essential for
effective performance at SODEI and are key to achieving
results now, and in the future - playing a fundamental role in
helping us deliver our strategy. Together with behavioural
indicators, they underpin our people strategy and define
how we approach our work through our skills, knowledge and
experience in the most effective way possible.
This document discusses competency development. It begins with an introduction to competencies, defining them as behaviors encompassing knowledge, skills, and attributes required for successful performance. It then discusses a global competency model, explaining that competency models delineate the specific mix of knowledge, skills, and attributes needed for a role. The document outlines five core competencies - cultural intelligence, innovation, sustainability, emotional intelligence, and continuous learning. It provides descriptions of each competency and their components. The document concludes with discussing competency assessment and development steps individuals can take.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
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Slideshare: http://www.slideshare.net/PECBCERTIFICATION
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
2. Agenda / Objectives
• The new normal: VUCA
• Empowering reality
• Compass for Agility
• Cybersecurity as cultural attribute
3. Cybersecurity is VUCA
• Emergent
• Seeing around the
corners
• Multi-dimensional
• Inter-disciplinary
• Constantly evolving
• Respond vs React
Parallels to Agility!
4. Compass for Agility
• What do we see on the horizon?
What do we not see?
• What can we do? When?
• How do we know we made the
right decisions?
• How do we course-correct with
additional information?
• Goal: Just in time. Just enough.
Learn and adapt.
5. What? And Why?
• Framework for exploratory and emergent value discovery within
complex environments
• Expands organizational fluency and fluidity for problem-solving to help
address current as well as emerging challenges
• Pragmatic, personalized and adaptive
• Value realization is sustainable behavioral change
• Opt-in nature minimizes resistance to change
• Can start at any level and works at every level
• Scales by replicating; techniques enable alignment horizontally and vertically
6. Aligned Outcomes
1. What Could Be? Possible outcomes
and impact on organization
2. Reality Check: Readiness to pursue
and realize vision?
3. Understand organizational capacity,
then prioritize realistically
4. Getting to Done with Lean-Agile
best practices
5. Learn Better. Be Better
7. DNA of Cybersecurity
• Cybersecurity involves people & processes = culture
• Effective response strategies must be ingrained in organizational culture as
indicated by behavior at all levels
• Instill mindset of sense & response, then provide techniques
• Empower people to apply their expertise
• Visibility Decision Making Validate Improve
• Provide skills to solve not just today’s challenges but to also address tomorrow’s
threats and opportunities
8. Takeaways
• Leverage the mindset, principles and practices of agility to design and deliver
cybersecurity strategy
• Compass for Agility provides a pragmatic framework for organizations to realize
an adaptive cybersecurity strategy by leveraging human potential
• Empower all individuals in an organization to be aware, to adapt and to learn
• Enable alignment so that efforts are amplified for shared purpose, not at cross-
purposes
• Recognize risk is both a threat and an opportunity – a true double-edged sword