This document provides information for selling HR technology solutions. It discusses knowing your customers and competition, as well as having a clear sales plan. Key points include understanding what HR directors, CFOs, managers and employees want from an HR solution. It also outlines deal economics and pricing models. The document emphasizes targeting the SMB market and providing integrated solutions. It recommends keeping the sales approach simple and engaging in partnerships to help win deals.
Eliminating Wasted Spend & Focusing Budgets for Talent ROI: The Impact of Pro...Recruitics
Julie Calli, vp of marketing and analytics for Recruitics, presents an important look at the affects programmatic buying can have on the traffic your jobs receive, as well as your overall cost-per-applicant. This talk was given at the TAtech Leadership Summit on June 1 in Chicago, IL.
Candidate experience is critically important in the sourcing, onboarding and retention of top talent. Learn how to build the business case and measure the ROI of upgrading your candidate experience.
Attracting and retaining the best talent with the best techErecruit
It’s frequently said staff are a company’s greatest asset - and this is nowhere truer than in the recruitment industry. The challenge and importance of attracting and retaining the right talent supersedes that of access to good candidates as a growth enabler. But finding good people is becoming increasingly difficult; the recruitment industry is suffering skills shortages like most others. In this presentation, we share how investing in technology can help reduce the impact of staff turnover so candidate and client relationships suffer less exposure, and how it can continually help scale business.
California Compensation Trends and Pay PracticesPayScale, Inc.
As you consider employee raises and prepare your compensation strategy, it's imperative to have reliable, California-specific data to inform your decisions when building a solid compensation foundation.
As we look at the vast diversity of both our people and customers, we can see how their world is rapidly evolving in the age of digitization, artificial intelligence and the gig economy. This deck explores how to keep your brand nimble while fostering sustainable talent acquisition and performance.
Eliminating Wasted Spend & Focusing Budgets for Talent ROI: The Impact of Pro...Recruitics
Julie Calli, vp of marketing and analytics for Recruitics, presents an important look at the affects programmatic buying can have on the traffic your jobs receive, as well as your overall cost-per-applicant. This talk was given at the TAtech Leadership Summit on June 1 in Chicago, IL.
Candidate experience is critically important in the sourcing, onboarding and retention of top talent. Learn how to build the business case and measure the ROI of upgrading your candidate experience.
Attracting and retaining the best talent with the best techErecruit
It’s frequently said staff are a company’s greatest asset - and this is nowhere truer than in the recruitment industry. The challenge and importance of attracting and retaining the right talent supersedes that of access to good candidates as a growth enabler. But finding good people is becoming increasingly difficult; the recruitment industry is suffering skills shortages like most others. In this presentation, we share how investing in technology can help reduce the impact of staff turnover so candidate and client relationships suffer less exposure, and how it can continually help scale business.
California Compensation Trends and Pay PracticesPayScale, Inc.
As you consider employee raises and prepare your compensation strategy, it's imperative to have reliable, California-specific data to inform your decisions when building a solid compensation foundation.
As we look at the vast diversity of both our people and customers, we can see how their world is rapidly evolving in the age of digitization, artificial intelligence and the gig economy. This deck explores how to keep your brand nimble while fostering sustainable talent acquisition and performance.
How to Transform Talent Acquisition in Asia Pacific through RPOCielo
As the world of employment evolves in the diverse and complex markets in Asia Pacific, so do the tools, tactics and strategies to find the best talent. Learn how organizations in Asia Pacific can establish a world-class talent acquisition function using Recruitment Process Outsourcing as an enabler and make talent their biggest strategic competitive advantage.
What is outsourcing and how can it help your business?Face for Business
Outsourcing! How does it help your business? What is outsourcing? How will it benefit your businesses? How can you change your business plan to grow your business?
Organisations hiring in Asia face tremendous competition for talent, but are also under pressure to decrease their expenses. Too often, they sacrifice the quality of their workforce by reducing cost-per-hire. But there is a better way. By measuring the right data, organizations can develop a talent acquisition process that increases the quality of candidates and saves money in the long run. Sharing this information with executive leadership will validate HR’s role in driving organisational performance.
#FIRMday London 27th April 2017: b. A guide to navigating the tech solution l...Emma Mirrington
A guide to navigating the tech solution landscape in HR Automation Utopia is the end to end automation of the talent acquisition lifecycle, but what does this mean for HR leaders? Lee-Martin Seymour, CEO/Co-founder, Xref looks into the questions you should be asking yourself before investing in HR technologies and what platforms your organisation may benefit from.
• Differentiating the ‘nice to haves’ from platforms offering real value to your business
• Understanding the requirements of HR technology for seamless integration into existing processes
HR Pros are usually thought to be behind the times in using Data to measure their impact to the business. In these slides, I'm sharing the 5 best data plays HR Pros can use to change the way people view HR's knowledge of the business.
Adam Fletcher, M&A Director, Ignata
With greater stability and confidence across the staffing industry, it is clear to see many recruiters investing for growth. In most cases, this means investing in employees to create that growth.
Balanced investment is key, over spend and you burden the business with a cost base that not only reduces profit but can also destroy ultimate value.
Whether you are interested in benchmarking your own business to accelerate growth, or with an eye on a future exit, the objective is to share some thought provoking insight into financial and operational metrics of ‘What does good look like?’
Blueprint - Building a World-Class Data Program for Recruiting - Andrew GadomskiRecruitDC
A presentation on how to set up a data analytics system and/or dashboard for all of recruiting. Andrew will review the foundations of building a strong program as well as the 6 categories of measures that matter to recruiting and sourcing and the measures themselves. We will then review how to segment data and present it in a progressive way – first for those that are beginners and just getting started, and then for full-on experts with sophisticated data sources and sets.
Turbocharging the recruiting engine: How LinkedIn used data to drive recruiti...LinkedIn Talent Solutions
Chris Pham, LinkedIn
Jennifer Shappley, LinkedIn
By forecasting hiring demand and building a process and organizational muscle to dynamically manage recruiting capacity, LinkedIn’s Talent Acquisition department has been able move from constantly playing catch-up with hiring demand, to getting ahead and dynamically moving resources around to where the need is the highest.
In this session, we will provide insight into one of the many ways data-driven recruiting is done at LinkedIn. We will also show how the process and modeling that the Talent Analytics and Operations team has been able to implement has allowed LinkedIn’s recruiting teams to project business demand, right-size themselves accordingly and ultimately save LinkedIn money.
Session highlights:
How we set up a framework to hold recruiting teams accountable to capacity plan.
How LinkedIn got Talent Acquisition, Human Resources, and FP&A to align.
How using data to estimate hires within 5% of actual volume, and staffing recruiting teams accordingly, allowed us to give back to the business.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Critical Hiring Metrics For Healthcare QualityCielo
Healthcare HR Leaders are charged with the important task of hiring the best practitioners to provide quality care to their communities. But in today’s value-based healthcare environment, the demand for talent has made top candidates even rarer than before.
This deck will help you to learn the key healthcare HR metrics you need to measure to drive quality hires and quality care.
Tips on writing a business plan from an investor's perspective.
Please visit:
https://flevy.com/browse/business-document/developing-and-presenting-your-business-plan-148
For an improved version of these slides
Webinar: How to Communicate to Comp Executives and ManagersPayScale, Inc.
The messaging about your compensation plan is as important as the plan itself. In this webinar join Mykkah Herner and Paige Hanley as they discuss useful tips and tools for getting your compensation communications right with managers and executives.
The definition of “Quality of Hire” varies from company to company and role to role.
But as Talent Acquisition leaders, we are routinely called upon to define and measure this metric for our organizations. Research from Cielo and other industry experts shows that business stakeholders value the consistent delivery of quality candidates over every other Talent Acquisition deliverable.
We know you are doing everything in your power to meet their high expectations. That is why we dove deeply into this topic to find new angles on (and clear explanations of) Quality of Hire – to give you the knowledge you need to reassure stakeholders and enhance your results.
How to Transform Talent Acquisition in Asia Pacific through RPOCielo
As the world of employment evolves in the diverse and complex markets in Asia Pacific, so do the tools, tactics and strategies to find the best talent. Learn how organizations in Asia Pacific can establish a world-class talent acquisition function using Recruitment Process Outsourcing as an enabler and make talent their biggest strategic competitive advantage.
What is outsourcing and how can it help your business?Face for Business
Outsourcing! How does it help your business? What is outsourcing? How will it benefit your businesses? How can you change your business plan to grow your business?
Organisations hiring in Asia face tremendous competition for talent, but are also under pressure to decrease their expenses. Too often, they sacrifice the quality of their workforce by reducing cost-per-hire. But there is a better way. By measuring the right data, organizations can develop a talent acquisition process that increases the quality of candidates and saves money in the long run. Sharing this information with executive leadership will validate HR’s role in driving organisational performance.
#FIRMday London 27th April 2017: b. A guide to navigating the tech solution l...Emma Mirrington
A guide to navigating the tech solution landscape in HR Automation Utopia is the end to end automation of the talent acquisition lifecycle, but what does this mean for HR leaders? Lee-Martin Seymour, CEO/Co-founder, Xref looks into the questions you should be asking yourself before investing in HR technologies and what platforms your organisation may benefit from.
• Differentiating the ‘nice to haves’ from platforms offering real value to your business
• Understanding the requirements of HR technology for seamless integration into existing processes
HR Pros are usually thought to be behind the times in using Data to measure their impact to the business. In these slides, I'm sharing the 5 best data plays HR Pros can use to change the way people view HR's knowledge of the business.
Adam Fletcher, M&A Director, Ignata
With greater stability and confidence across the staffing industry, it is clear to see many recruiters investing for growth. In most cases, this means investing in employees to create that growth.
Balanced investment is key, over spend and you burden the business with a cost base that not only reduces profit but can also destroy ultimate value.
Whether you are interested in benchmarking your own business to accelerate growth, or with an eye on a future exit, the objective is to share some thought provoking insight into financial and operational metrics of ‘What does good look like?’
Blueprint - Building a World-Class Data Program for Recruiting - Andrew GadomskiRecruitDC
A presentation on how to set up a data analytics system and/or dashboard for all of recruiting. Andrew will review the foundations of building a strong program as well as the 6 categories of measures that matter to recruiting and sourcing and the measures themselves. We will then review how to segment data and present it in a progressive way – first for those that are beginners and just getting started, and then for full-on experts with sophisticated data sources and sets.
Turbocharging the recruiting engine: How LinkedIn used data to drive recruiti...LinkedIn Talent Solutions
Chris Pham, LinkedIn
Jennifer Shappley, LinkedIn
By forecasting hiring demand and building a process and organizational muscle to dynamically manage recruiting capacity, LinkedIn’s Talent Acquisition department has been able move from constantly playing catch-up with hiring demand, to getting ahead and dynamically moving resources around to where the need is the highest.
In this session, we will provide insight into one of the many ways data-driven recruiting is done at LinkedIn. We will also show how the process and modeling that the Talent Analytics and Operations team has been able to implement has allowed LinkedIn’s recruiting teams to project business demand, right-size themselves accordingly and ultimately save LinkedIn money.
Session highlights:
How we set up a framework to hold recruiting teams accountable to capacity plan.
How LinkedIn got Talent Acquisition, Human Resources, and FP&A to align.
How using data to estimate hires within 5% of actual volume, and staffing recruiting teams accordingly, allowed us to give back to the business.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Critical Hiring Metrics For Healthcare QualityCielo
Healthcare HR Leaders are charged with the important task of hiring the best practitioners to provide quality care to their communities. But in today’s value-based healthcare environment, the demand for talent has made top candidates even rarer than before.
This deck will help you to learn the key healthcare HR metrics you need to measure to drive quality hires and quality care.
Tips on writing a business plan from an investor's perspective.
Please visit:
https://flevy.com/browse/business-document/developing-and-presenting-your-business-plan-148
For an improved version of these slides
Webinar: How to Communicate to Comp Executives and ManagersPayScale, Inc.
The messaging about your compensation plan is as important as the plan itself. In this webinar join Mykkah Herner and Paige Hanley as they discuss useful tips and tools for getting your compensation communications right with managers and executives.
The definition of “Quality of Hire” varies from company to company and role to role.
But as Talent Acquisition leaders, we are routinely called upon to define and measure this metric for our organizations. Research from Cielo and other industry experts shows that business stakeholders value the consistent delivery of quality candidates over every other Talent Acquisition deliverable.
We know you are doing everything in your power to meet their high expectations. That is why we dove deeply into this topic to find new angles on (and clear explanations of) Quality of Hire – to give you the knowledge you need to reassure stakeholders and enhance your results.
Capitalize on an Enterprise-Wide Reorganization by Redesigning HRCapgemini
See how a telecommunications company built a global HR organization from scratch in just 6 months across 50 countries in response to an organizational restructuring.
Learn how Alcatel Lucent Enterprise used SAP SuccessFactors solutions to simplify HR processes, enable self-service, and accelerate headcount reporting by 87% with Capgemini’s help.
Presented by Johannes Neumann, Alcatel Lucent, at SAPPHIRE NOW 2016.
Leveraging HRIS to Bring Organization into The Next LevelGoutama Bachtiar
Presented in Human Resource Management Seminar and Conference entitled 'The Implementation of Human Resources Management Information Systems to Enhance Corporate Values' on October 29th 2013.
Designing & Testing Buyer Personas for Inbound MarketingIntelligent_ly
Learn how to research a market and develop buyer personas for all of your target markets. This deck covers the fundamentals of customer segmentation, including gathering market information, how to pull that information into a cohesive buyer persona, and examples of Hubspot's buyer personas. Slides from a class taught by Hubspot's Sam Mallikarjunan.
With greytHR Payroll Software, process quick and accurate payroll with all Statutory Compliances (PF/PT/ESI/TDS) in minutes , easily share payslips with employees and generate various reports. Please click on the link to know more about the greytHR payroll software features: https://www.greythr.com/features/payroll-software/ and also to understand all statutory compliance required in payroll: https://www.greythr.com/complete-guide-statutory/
Sales Hacker Conference San Francisco - Sam Blond - What I Learned Scaling fr...Sales Hacker
What I Learned Scaling from 2-80 Salespeople in Under a Year - Sam Blond
Sales Hacker Conference San Francisco - November 6, 2014
Visit SalesHacker.com for more sales hacks, tips, and tactics.
Development and implementation of marketing plan for handicrafts of Birbhum c...Saptarshi Bagchi
Development and implementation of marketing plan for handicrafts of Birbhum cluster namely kantha stitch, batik print, tussar silk and leather products in local, national and international market
These slides use concepts from my (Jeff Funk) course entitled Biz Models for Hi-Tech Products to analyze the business model for Zenefits, a supplier of cloud-based human resource (HR) software. Traditionally, HR departments have dealt with benefits brokers, who act as intermediaries between HR departments and insurance companies. Zenefits offer HR software that replaces these benefits brokers thus enabling HR departments to deal with insurance companies through the software. Zenefits offers its software for free to HR departments and takes a commission from insurance that is purchased through its software. This commission is much lower than that taken by traditional benefits brokers because Zenefits has simplified the process of purchasing the insurance. These slides describe the value proposition, customers, scope of activities, method of value capture, and method of strategic control for Zenefits.
9 steps to building a flexible workforce strategy talent waveTalentWave
A variable workforce model can attract scarce talent, while driving significant cost savings and enhancing enterprise flexibility. How do today’s HR professionals partner with other colleagues, including Procurement teams, to determine the ideal mix of traditional versus flexible workers (independent contractors, freelancers, temp workers)? That is the “million-dollar” question.
This question is hard to answer because talent demand is not static and is constantly in flux. Where do best-in-class organizations draw the line between full-time employees and flexible workers? And if your organization isn’t using flexible workers, should you? That's where a total talent management strategy comes in.
In this flexible workforce webinar you will learn:
-- How, and why, progressive companies are balancing their traditional, full-time workforces with non-employee workers like contractors, freelancers, temps and SOW workers
-- The strategic benefits of taking a blended approach to your workforce
-- When and where to leverage flexible workers
-- How to build a step-by-step action plan unique to your organization
-- How to mitigate risks involved with the contingent workforce
-- The strategic value of building a talent community
Canadian Compensation Trends & Pay PracticesPayScale, Inc.
Many areas across Canada have returned to their patterns of rapid wage growth in recent quarters. Are you on top of the trends?
As you consider employee raises and refine your compensation strategy, it's imperative to have reliable Canada-specific data to inform your decisions when building a solid compensation foundation.
IBM: The Future of Work is Here: Is the people function 'fit for purpose'?Emma Mirrington
Dave Millner, Workforce Science & Analytics, will look at what you need to consider in order to ensure that the Resourcing/HR function can deliver the talent-based solutions both today and in the future. Key points will include: • A brief overview of the Future of Work trends being seen in 2017 • What challenges will this create from business leaders and the workforce in our organisations? • What does this mean for the Future of HR (technology adoption, new talent practices, new ways of acquiring talent etc.)?
Bill Boorman will look at candidate mobility in 2017. Length of service is shrinking rapidly. People are having more jobs with more companies than ever before. In this session Bill Boorman looks at what this means for talent attraction, from attraction to branding, and the tech needed to support the changing world of work.
Jeff Higgins: Workforce Planning in the age of The Great ResignationEdunomica
Jeff Higgins: Workforce Planning in the age of The Great Resignation
People Analytics Conference
Website - https://pacamp.org/
Youtube - https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ/featured
FB - https://www.facebook.com/pacamporg
Embracing Technology to Help Attract, Develop and Retain Talent, Mike FadelThe HR Observer
Human Resources is already the heart of the organization today as a Talent producer, developing and supporting Talent on a regular basis. But now, leading HR Departments are transforming into a “Talent Business Operations” function that is able to support major transformations and growth in the company and be a Partner to the business. The traditional HR model is fading away, and companies are looking for ways to transform their HR teams, technologies and skills.
In this session you will learn and understand how Technology is aligned to business part of the HR transformation journey.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
Strategic Workforce Planning: The Key to Organisational SuccessThe HR Observer
Do you know the DNA of your workforce? Even if you do, how does it sync with your organisation’s core business strategy? Knowing the DNA of your workforce and syncing that info with your business strategy is the key to high performing companies. Strategic Workforce Planning helps organisations understand the talent required to deliver their strategy. Without it, you will be paying a significant cost. Ron talks about how to integrate this proven technique into your business process.
Ron Thomas, Chief Executive Officer – Gulf, Great Place to Work
In the age of big data, it has become mandatory for strategic HR professionals to have strong qualiitative skills. The following presentation conducted in 2004, predicted this shift and outlined why and how HR can stay ahead of the data revolution.
How to find employees in Romania and What motivates them?Ana Ber
Pendl Piswanger (P&P) Romania is affiliated to InterSearch, a worldwide executive search firm with more than 100 offices in 50 countries and to SeniorManagementWorldwide, leading interim management provider with global presence as well.
For more information please visit our websites at www.ppromania.ro or www.ro.intersearch.org
With a presence of 40 years in CEE and 25 years in Romania we are totally committed to our clients who gain competitive advantage by hiring great people. To maintain our competitive advantage, we operate across all major industry sectors, learn, diversify permanently and avoid specialization by limiting our client portfolio in a particular industry.
Netwealth educational webinar - Lessons from Silicon Valley and what it means...netwealthInvest
During our December 2016 webinar, Santi Burridge from Implemented Portfolios shared key takeouts from a recent study tour in Silicon Valley and what it means for Australian financial advisers.
InfinityHR’s Time and Labor Management feature allows your employees to enter their time and managers to approve it through the Employee Portal. This brochure walks through the key features, time clock Integration and pricing options.
Attendees at the Infinity Software 2014 User Group Conference had the opportunity to meet the key players involved with the Evolution payroll integration. Get the latest on the sync tool; find out where it is today and where it is headed.
The Affordable Care Act (ACA) is here. Are you ready? At the Infinity Software 2014 User Group Conference, attendees had the opportunity to learn about the practical implications of the ACA and how integrated payroll-HRIS-TLM can help your clients comply with key components of the ACA and the fast approaching employer reporting requirements.
The Partner Certification Program was rolled out during the Infinity Software 2014 User Group Conference on September 4, 2014. Our new and existing partners will now be able to complete the new certification program and maximize the ability to prospect, sell, implement, consult,
and serve your end customers using InfinityHR. Working together for mutual success, you will get the
competencies you need to quickly drive opportunities and build revenue for your practice.
With a transactional practice, covering the areas of e-commerce, software and technology, Heather Buchta, Partner with Quarles & Brady, LLP, presented the different cloud regulations that impact our industry; from data privacy to compliance. Attendees at the Infinity Software 2014 User Group Conference learned all the legal Internet/cloud considerations CIOs are faced with today and apply them to your value proposition.
Attendees at the Infinity Software 2014 User Group Conference learned key implementation tips, from assembling the right project team and setting the proper timeline and expectations, to sound system
building and deployment. Learn best practices from our implementation team for all project phases and
put them to practice as you plan for future projects or current implementations.
Quarkus Hidden and Forbidden ExtensionsMax Andersen
Quarkus has a vast extension ecosystem and is known for its subsonic and subatomic feature set. Some of these features are not as well known, and some extensions are less talked about, but that does not make them less interesting - quite the opposite.
Come join this talk to see some tips and tricks for using Quarkus and some of the lesser known features, extensions and development techniques.
top nidhi software solution freedownloadvrstrong314
This presentation emphasizes the importance of data security and legal compliance for Nidhi companies in India. It highlights how online Nidhi software solutions, like Vector Nidhi Software, offer advanced features tailored to these needs. Key aspects include encryption, access controls, and audit trails to ensure data security. The software complies with regulatory guidelines from the MCA and RBI and adheres to Nidhi Rules, 2014. With customizable, user-friendly interfaces and real-time features, these Nidhi software solutions enhance efficiency, support growth, and provide exceptional member services. The presentation concludes with contact information for further inquiries.
OpenFOAM solver for Helmholtz equation, helmholtzFoam / helmholtzBubbleFoamtakuyayamamoto1800
In this slide, we show the simulation example and the way to compile this solver.
In this solver, the Helmholtz equation can be solved by helmholtzFoam. Also, the Helmholtz equation with uniformly dispersed bubbles can be simulated by helmholtzBubbleFoam.
In software engineering, the right architecture is essential for robust, scalable platforms. Wix has undergone a pivotal shift from event sourcing to a CRUD-based model for its microservices. This talk will chart the course of this pivotal journey.
Event sourcing, which records state changes as immutable events, provided robust auditing and "time travel" debugging for Wix Stores' microservices. Despite its benefits, the complexity it introduced in state management slowed development. Wix responded by adopting a simpler, unified CRUD model. This talk will explore the challenges of event sourcing and the advantages of Wix's new "CRUD on steroids" approach, which streamlines API integration and domain event management while preserving data integrity and system resilience.
Participants will gain valuable insights into Wix's strategies for ensuring atomicity in database updates and event production, as well as caching, materialization, and performance optimization techniques within a distributed system.
Join us to discover how Wix has mastered the art of balancing simplicity and extensibility, and learn how the re-adoption of the modest CRUD has turbocharged their development velocity, resilience, and scalability in a high-growth environment.
SOCRadar Research Team: Latest Activities of IntelBrokerSOCRadar
The European Union Agency for Law Enforcement Cooperation (Europol) has suffered an alleged data breach after a notorious threat actor claimed to have exfiltrated data from its systems. Infamous data leaker IntelBroker posted on the even more infamous BreachForums hacking forum, saying that Europol suffered a data breach this month.
The alleged breach affected Europol agencies CCSE, EC3, Europol Platform for Experts, Law Enforcement Forum, and SIRIUS. Infiltration of these entities can disrupt ongoing investigations and compromise sensitive intelligence shared among international law enforcement agencies.
However, this is neither the first nor the last activity of IntekBroker. We have compiled for you what happened in the last few days. To track such hacker activities on dark web sources like hacker forums, private Telegram channels, and other hidden platforms where cyber threats often originate, you can check SOCRadar’s Dark Web News.
Stay Informed on Threat Actors’ Activity on the Dark Web with SOCRadar!
Unleash Unlimited Potential with One-Time Purchase
BoxLang is more than just a language; it's a community. By choosing a Visionary License, you're not just investing in your success, you're actively contributing to the ongoing development and support of BoxLang.
Accelerate Enterprise Software Engineering with PlatformlessWSO2
Key takeaways:
Challenges of building platforms and the benefits of platformless.
Key principles of platformless, including API-first, cloud-native middleware, platform engineering, and developer experience.
How Choreo enables the platformless experience.
How key concepts like application architecture, domain-driven design, zero trust, and cell-based architecture are inherently a part of Choreo.
Demo of an end-to-end app built and deployed on Choreo.
Your Digital Assistant.
Making complex approach simple. Straightforward process saves time. No more waiting to connect with people that matter to you. Safety first is not a cliché - Securely protect information in cloud storage to prevent any third party from accessing data.
Would you rather make your visitors feel burdened by making them wait? Or choose VizMan for a stress-free experience? VizMan is an automated visitor management system that works for any industries not limited to factories, societies, government institutes, and warehouses. A new age contactless way of logging information of visitors, employees, packages, and vehicles. VizMan is a digital logbook so it deters unnecessary use of paper or space since there is no requirement of bundles of registers that is left to collect dust in a corner of a room. Visitor’s essential details, helps in scheduling meetings for visitors and employees, and assists in supervising the attendance of the employees. With VizMan, visitors don’t need to wait for hours in long queues. VizMan handles visitors with the value they deserve because we know time is important to you.
Feasible Features
One Subscription, Four Modules – Admin, Employee, Receptionist, and Gatekeeper ensures confidentiality and prevents data from being manipulated
User Friendly – can be easily used on Android, iOS, and Web Interface
Multiple Accessibility – Log in through any device from any place at any time
One app for all industries – a Visitor Management System that works for any organisation.
Stress-free Sign-up
Visitor is registered and checked-in by the Receptionist
Host gets a notification, where they opt to Approve the meeting
Host notifies the Receptionist of the end of the meeting
Visitor is checked-out by the Receptionist
Host enters notes and remarks of the meeting
Customizable Components
Scheduling Meetings – Host can invite visitors for meetings and also approve, reject and reschedule meetings
Single/Bulk invites – Invitations can be sent individually to a visitor or collectively to many visitors
VIP Visitors – Additional security of data for VIP visitors to avoid misuse of information
Courier Management – Keeps a check on deliveries like commodities being delivered in and out of establishments
Alerts & Notifications – Get notified on SMS, email, and application
Parking Management – Manage availability of parking space
Individual log-in – Every user has their own log-in id
Visitor/Meeting Analytics – Evaluate notes and remarks of the meeting stored in the system
Visitor Management System is a secure and user friendly database manager that records, filters, tracks the visitors to your organization.
"Secure Your Premises with VizMan (VMS) – Get It Now"
Globus Compute wth IRI Workflows - GlobusWorld 2024Globus
As part of the DOE Integrated Research Infrastructure (IRI) program, NERSC at Lawrence Berkeley National Lab and ALCF at Argonne National Lab are working closely with General Atomics on accelerating the computing requirements of the DIII-D experiment. As part of the work the team is investigating ways to speedup the time to solution for many different parts of the DIII-D workflow including how they run jobs on HPC systems. One of these routes is looking at Globus Compute as a way to replace the current method for managing tasks and we describe a brief proof of concept showing how Globus Compute could help to schedule jobs and be a tool to connect compute at different facilities.
Gamify Your Mind; The Secret Sauce to Delivering Success, Continuously Improv...Shahin Sheidaei
Games are powerful teaching tools, fostering hands-on engagement and fun. But they require careful consideration to succeed. Join me to explore factors in running and selecting games, ensuring they serve as effective teaching tools. Learn to maintain focus on learning objectives while playing, and how to measure the ROI of gaming in education. Discover strategies for pitching gaming to leadership. This session offers insights, tips, and examples for coaches, team leads, and enterprise leaders seeking to teach from simple to complex concepts.
First Steps with Globus Compute Multi-User EndpointsGlobus
In this presentation we will share our experiences around getting started with the Globus Compute multi-user endpoint. Working with the Pharmacology group at the University of Auckland, we have previously written an application using Globus Compute that can offload computationally expensive steps in the researcher's workflows, which they wish to manage from their familiar Windows environments, onto the NeSI (New Zealand eScience Infrastructure) cluster. Some of the challenges we have encountered were that each researcher had to set up and manage their own single-user globus compute endpoint and that the workloads had varying resource requirements (CPUs, memory and wall time) between different runs. We hope that the multi-user endpoint will help to address these challenges and share an update on our progress here.
Into the Box Keynote Day 2: Unveiling amazing updates and announcements for modern CFML developers! Get ready for exciting releases and updates on Ortus tools and products. Stay tuned for cutting-edge innovations designed to boost your productivity.
Field Employee Tracking System| MiTrack App| Best Employee Tracking Solution|...informapgpstrackings
Keep tabs on your field staff effortlessly with Informap Technology Centre LLC. Real-time tracking, task assignment, and smart features for efficient management. Request a live demo today!
For more details, visit us : https://informapuae.com/field-staff-tracking/
Designing for Privacy in Amazon Web ServicesKrzysztofKkol1
Data privacy is one of the most critical issues that businesses face. This presentation shares insights on the principles and best practices for ensuring the resilience and security of your workload.
Drawing on a real-life project from the HR industry, the various challenges will be demonstrated: data protection, self-healing, business continuity, security, and transparency of data processing. This systematized approach allowed to create a secure AWS cloud infrastructure that not only met strict compliance rules but also exceeded the client's expectations.
Advanced Flow Concepts Every Developer Should KnowPeter Caitens
Tim Combridge from Sensible Giraffe and Salesforce Ben presents some important tips that all developers should know when dealing with Flows in Salesforce.
Strategies for Successful Data Migration Tools.pptxvarshanayak241
Data migration is a complex but essential task for organizations aiming to modernize their IT infrastructure and leverage new technologies. By understanding common challenges and implementing these strategies, businesses can achieve a successful migration with minimal disruption. Data Migration Tool like Ask On Data play a pivotal role in this journey, offering features that streamline the process, ensure data integrity, and maintain security. With the right approach and tools, organizations can turn the challenge of data migration into an opportunity for growth and innovation.
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4. Life in the Information Age
Select business uses are emerging…
• 64% own SmartPhones
• 19% rely on phones for
Internet access
• “I start and end my day
checking my iPhone…”
• Email, text, calls, and
social uses dominate
9. The World of HR Technology
Clock in Enroll in benefits Complete
your review
Post a
position
Pull a document,
complete a workflow
Suite-based HR solution
12. What They Want (HR Director)
• Address a specific pain-point
• Compliance requirements
• Get rid of paper, manual processes
• “Look good” to Execs, Employees
• Stick to the budget
• Room to grow into functionality
HR Director
13. What They Want (CFO)
• HR Leader to be happy
• Access to robust reports
• If possible, one place to go for HR
• Stick to the budget
• Stick to next year’s budget
–Room to grow into functionality
CFO
14. What They Want (HR Director)
• Accurate paycheck
• The right benefits
• Easy to use time-keeping, PTO
• Less paper
• Pain-free reviews and workflows
• One place to go
Manager
Employee
17. • Lots of sizzle…
• Lots of people,
lots of chaos
(for now)
• Free – birds
(with BOR)
• Robust and
mature
• Strong sales,
struggle with
service
• Not afraid to
charge
Product
People
Pricing
Deals with the Devils
18. Deal Economics 101
Item Count Rate Annual Price
Payroll 300 checks,
$100 in fees
$1.75 x 12 months $7,500
HRIS 150 employees $5.00 x 12 months $9,000
Benefits n/a n/a $0
Total $16,500
19. Deal Economics 301- The Zenefits Effect
Item Count Rate Annual Price
Payroll 300 checks,
$100 in fees
$0 $0
HRIS 150 employees $0 $0
Benefits 120 eligible @ $5k 5% Commission $30,000
Total $30,000
A BOR Plan will be critical in 2016 and beyond
20. The SMB Market
• Small Business = <100
employees
• Medium Business= 100 to 1,000
employees
22. Pitfalls
• Lack of client resources / focus
• Unrealistic expectations
– i.e., customizations
• Unwilling to change
• Owning the data
– Integration and sync
complications
Solutions
• Identify strong client point person,
phased-approach with “quick wins”
• Set realistic expectations, pick the
right prospects and clients
• Focus on goal, not on method
• Client point person needs to be
comfortable with data or have
resource that is
Common SMB Pitfalls and Solutions
23. HRIS Sales
• For every 100 demos…
– 20 wins
– 20 losses
– 60 “not todays”
• How to transition from a “nice to have” to a
“must have”?
25. How Infinity Can Help You Win
• Integrations with Millennium and Evolution
• Partner Program
• New features and initiatives:
– Advanced TLM
– ACA Compliance Tools
– EZPay front-end (Millennium)
– Integrations with Aurico and ZipRecruiter (ATS)
27. A KISS Goodbye
Pilot with 2-3 of your best clients
Roll-out an ESS-only program
The sync– focus on payroll specialist
Identify your HRIS expert
Engage in our Partner Program