Karen Holtzblatt from InContextDesign.com outlines deep research into why women stay at technology companies. Discover what she's learned so far, and how you can participate in the research.
Women in High Tech Project: Moving from Discussion to ActionKaren Holtzblatt
High tech thought leader Karen Holtzblatt introduces the Women in High Tech Retention Project and then shares key factors for retention and interventions. For more information:
http://www.incontextdesign.com/womenintech/
karen@incontextdesign.com
@kholtzblatt
Communicating the ROI of UX from The Enterprise to The Streets (JD Buckley at...Rosenfeld Media
JD Buckley: "Communicating the ROI of UX from The Enterprise to The Streets"
Enterprise UX 2018 • June 14-15, 2018 • San Francisco, CA, USA
http://enterpriseux.net
Why You Should Freelance Through an Agency | Artisan TalentArtisan Talent
Working for yourself, setting your own schedule, and “being your own boss” can have its perks...and its drawbacks. Working with a digital and creative staffing agency can give you some of the support back that freelancers find missing when they give up the traditional 9-5 job.
Catalant CEO and Co-Founder, Rob Biederman, presented at the Future of Work Austin event in March of 2017. In this presentation, he shares his thoughts on the history of work and what changes we can expect in the coming years. Work is being reimagined; learn how your company can get ahead of this shift.
Unlocking Potential: Releasing the potential of the business and its people t...Laura Overton
Today’s successful workplaces are fast moving, global and digital. Learning innovation, done well, delivers results that can support sustainable, agile workplaces. Business and learning leaders alike need to expect more. View the slides from our launch webinar with Laura Overton.
Many companies seem to have fallen victim to the ominous skills gap – but only because they’ve found it’s easier to place blame somewhere than to look at what they can do to fix it. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are lending to skill gaps? Have you done a formal assessment to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary as we re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently.
In this webinar, you’ll learn:
The factors that could be contributing to your skill gaps, and how to find and address the root causes
How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
How to start uncovering your organization’s skill gaps with a formal assessment
How to use modern training methods to bridge skill gaps by upskilling your workforce
Women in High Tech Project: Moving from Discussion to ActionKaren Holtzblatt
High tech thought leader Karen Holtzblatt introduces the Women in High Tech Retention Project and then shares key factors for retention and interventions. For more information:
http://www.incontextdesign.com/womenintech/
karen@incontextdesign.com
@kholtzblatt
Communicating the ROI of UX from The Enterprise to The Streets (JD Buckley at...Rosenfeld Media
JD Buckley: "Communicating the ROI of UX from The Enterprise to The Streets"
Enterprise UX 2018 • June 14-15, 2018 • San Francisco, CA, USA
http://enterpriseux.net
Why You Should Freelance Through an Agency | Artisan TalentArtisan Talent
Working for yourself, setting your own schedule, and “being your own boss” can have its perks...and its drawbacks. Working with a digital and creative staffing agency can give you some of the support back that freelancers find missing when they give up the traditional 9-5 job.
Catalant CEO and Co-Founder, Rob Biederman, presented at the Future of Work Austin event in March of 2017. In this presentation, he shares his thoughts on the history of work and what changes we can expect in the coming years. Work is being reimagined; learn how your company can get ahead of this shift.
Unlocking Potential: Releasing the potential of the business and its people t...Laura Overton
Today’s successful workplaces are fast moving, global and digital. Learning innovation, done well, delivers results that can support sustainable, agile workplaces. Business and learning leaders alike need to expect more. View the slides from our launch webinar with Laura Overton.
Many companies seem to have fallen victim to the ominous skills gap – but only because they’ve found it’s easier to place blame somewhere than to look at what they can do to fix it. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are lending to skill gaps? Have you done a formal assessment to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary as we re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently.
In this webinar, you’ll learn:
The factors that could be contributing to your skill gaps, and how to find and address the root causes
How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
How to start uncovering your organization’s skill gaps with a formal assessment
How to use modern training methods to bridge skill gaps by upskilling your workforce
On November 15 Tom Haak, Director of the HR Trend Institute (https://hrtrendinstitute.com) conducted a workshop for the HR Leads of the Dutch universities. These are the slides he used.
BEYOND THE TREND REPORTS: 5 BEST PRACTICES FOR ENGAGING EMPLOYEES IN 2019Human Capital Media
Each year, new trend reports from analysts and research firms showcase ideas that promise to shake up the HR industry.
This year, get in front of the trends. Get the future-proof, actionable advice you can use to turn emerging trends into positive business outcomes. Listen as these employee experience experts guide you through five best practices you can use to engage your employees in 2019.
Key takeaways:
See five emerging trends that are transforming HR strategies behind recruiting, performance management, and other imperatives
Best practices you can put in place to benefit from trends like continuous listening, employee experience roles, machine learning, and more
Forward-looking insights from interviews with industry influencers and market research
Upwork's Work Without Limits Executive Summit 2019Upwork
Upwork’s annual Work Without Limits Executive Summit brought over 100 senior-level executives from Fortune 1000 organizations such as Microsoft, Procter & Gamble, Oracle, LinkedIn, and Deloitte to discuss how work is evolving. Executives, HR visionaries, and industry influencers shared best practices for organizational transformation and leveraging distributed, flexible teams.
Highlights from this year’s event include:
2 “The future isn’t who you are, the future is who you’re becoming. Who you’re becoming relies directly on who you hire” -Bodell
3 “We don’t want to sit around and wait for the future, you want to create it.” -Bodell
5 “The inhibitor to innovation is not the ability to learn new things but the inability to unlearn mindsets, behaviors and methods that were once effective but now limit success” -O’Reilly
Leaders must UNLEARN, to impact mindset you don’t start thinking differently, you need to start by behaving differently.
6 “New platforms, applications and devices are connecting us like never before. We have extraordinary mobile computing power, allowing anyone to work from anywhere, enabling everyone to gather, generate and share data at warp speed and it’s not going to slow down anytime soon.” -Wade
7 “We’re all struggling to work out how to deal with this as many traditional rules and practices become irrelevant, or at least inadequate. Each one of us is interpreting these changes in different ways” -Wade
8 “The pace of evolution is going to pick up as more and more Millennials are in positions to not only influence but direct how work is done at their organizations” -Gregg
9 How Millennials lead differently
10. Many of us work in the traditional notion of a job that was created with the assembly line. Fast forward to today, we’re seeing the democratization of information and work and the rapid ability to deconstruct jobs, redistribute tasks to anywhere in the world, and the opportunity to reconstruct work in a fundamentally different fashion. It’s a tipping point of the future of work.
11 As skills and technology advance -- speed is the new premium.
12 In 1955, the average age of a Fortune 500 company was 60 years old. Today, less than 12% of the original list remains. The average lifespan is now 20 years old. They all have CHANGE in common and you can either embrace the change and thrive, or resist the change.
13 Work is changing:
-Millennials increase earning power, while baby boomers seek learning opportunities to stay employable
-The number of careers in an life is increasing. Business and talent leaders and workers must plan for careers that span 50–60 years
-Millennials say business should prepare workers
-Freelancers are proactively updating skills to stay marketable
15 “New technology allows you to do things in new ways. But fear holds people back. How do we create a tool that is ‘ordinary and boring’ that can serve as a useful ladder to go from early adopter to early majority?” -Winsor
Using case studies from our experience at Memorial Sloan Kettering Cancer Center, we will demonstrate how service designers and behavioural scientists can collaborate to increase the effectiveness of implementation. We have found that empathizing with all players within an ecosystem, combined with embedding a behavioural perspective throughout the design process, helps facilitate stakeholder buy-in and effective design rollout. Looking at the experience through a behavioural lens focused on the decisions and behaviours of all players allows for a critical reframing of issues that are initially presented as operational challenges.
Manager Communication in a Digital World: 5 Lessons Learned with ROI Communic...SocialChorus
ROI Communication & SocialChorus partner to share the 5 steps you need to take to ensure your middle manager communication is effective and reaching all employees
Xerox surveyed over 5,900 people regarding their optimism in the workplace. See the results and learn why optimism is so important for business success.
In this SlideShare we present an overview of what Floown is. The short answer? A SaaS platform for teams, organizations & businesses to effectively work with different people. The long answer? Well, you're gonna have to click through the SlideShare.
How to get the right Stakeholders involved in your digital workplace initiatives. Input from 5 types of stakeholders, including external customers, is essential for a relevant digital workplace.
9 Tips for Running a Successful Meeting with Remote WorkersShoreTel
Some things never change, like the fact that as long as there are companies there will always be meetings. And yet, some things do change, like the way we meet. As the workplace continues to become more global and mobile, meetings have evolved from face-face discourse in a central location, to conference calls that use the latest technology to include remote attendees. So how do you successfully host a remote meeting?
Download the entire eBook with all nine steps here: http://bit.ly/1ZHY8b2
Ulla Jones & Tuomas Manninen: Uncharted Territory of Strategic DesignService Design Network
OP Financial Group (OP) has worked long and consistently on building a design maturity that includes an internal design team and customer-centric design culture. Eventually it became necessary to separate strategic design from operational design so that design needs would be met at all levels. OP has entered the unchartered territory of strategic design, the most advanced level of design according to 'Danish Design Ladder'. We will examine the team's competence structure to illustrate what skills and experiences were identified as necessary to work successfully. We will show through case studies how changing the company culture builds the internal understanding of design's value and how this in turn grows the demand to involve designers at the strategic level.
Norm Baillie-David, as the frequently discussed topic of engaging Millennial employees is thoroughly explored. We look at who the Millennial employees are, some myths and facts, speak with a panel of Millennials and finally discuss the implications of engaging Millennials.
How change in technology and innovation is changing Management and business dynamics . Innovation is key to survival. Presentation as presented to Management student
On November 15 Tom Haak, Director of the HR Trend Institute (https://hrtrendinstitute.com) conducted a workshop for the HR Leads of the Dutch universities. These are the slides he used.
BEYOND THE TREND REPORTS: 5 BEST PRACTICES FOR ENGAGING EMPLOYEES IN 2019Human Capital Media
Each year, new trend reports from analysts and research firms showcase ideas that promise to shake up the HR industry.
This year, get in front of the trends. Get the future-proof, actionable advice you can use to turn emerging trends into positive business outcomes. Listen as these employee experience experts guide you through five best practices you can use to engage your employees in 2019.
Key takeaways:
See five emerging trends that are transforming HR strategies behind recruiting, performance management, and other imperatives
Best practices you can put in place to benefit from trends like continuous listening, employee experience roles, machine learning, and more
Forward-looking insights from interviews with industry influencers and market research
Upwork's Work Without Limits Executive Summit 2019Upwork
Upwork’s annual Work Without Limits Executive Summit brought over 100 senior-level executives from Fortune 1000 organizations such as Microsoft, Procter & Gamble, Oracle, LinkedIn, and Deloitte to discuss how work is evolving. Executives, HR visionaries, and industry influencers shared best practices for organizational transformation and leveraging distributed, flexible teams.
Highlights from this year’s event include:
2 “The future isn’t who you are, the future is who you’re becoming. Who you’re becoming relies directly on who you hire” -Bodell
3 “We don’t want to sit around and wait for the future, you want to create it.” -Bodell
5 “The inhibitor to innovation is not the ability to learn new things but the inability to unlearn mindsets, behaviors and methods that were once effective but now limit success” -O’Reilly
Leaders must UNLEARN, to impact mindset you don’t start thinking differently, you need to start by behaving differently.
6 “New platforms, applications and devices are connecting us like never before. We have extraordinary mobile computing power, allowing anyone to work from anywhere, enabling everyone to gather, generate and share data at warp speed and it’s not going to slow down anytime soon.” -Wade
7 “We’re all struggling to work out how to deal with this as many traditional rules and practices become irrelevant, or at least inadequate. Each one of us is interpreting these changes in different ways” -Wade
8 “The pace of evolution is going to pick up as more and more Millennials are in positions to not only influence but direct how work is done at their organizations” -Gregg
9 How Millennials lead differently
10. Many of us work in the traditional notion of a job that was created with the assembly line. Fast forward to today, we’re seeing the democratization of information and work and the rapid ability to deconstruct jobs, redistribute tasks to anywhere in the world, and the opportunity to reconstruct work in a fundamentally different fashion. It’s a tipping point of the future of work.
11 As skills and technology advance -- speed is the new premium.
12 In 1955, the average age of a Fortune 500 company was 60 years old. Today, less than 12% of the original list remains. The average lifespan is now 20 years old. They all have CHANGE in common and you can either embrace the change and thrive, or resist the change.
13 Work is changing:
-Millennials increase earning power, while baby boomers seek learning opportunities to stay employable
-The number of careers in an life is increasing. Business and talent leaders and workers must plan for careers that span 50–60 years
-Millennials say business should prepare workers
-Freelancers are proactively updating skills to stay marketable
15 “New technology allows you to do things in new ways. But fear holds people back. How do we create a tool that is ‘ordinary and boring’ that can serve as a useful ladder to go from early adopter to early majority?” -Winsor
Using case studies from our experience at Memorial Sloan Kettering Cancer Center, we will demonstrate how service designers and behavioural scientists can collaborate to increase the effectiveness of implementation. We have found that empathizing with all players within an ecosystem, combined with embedding a behavioural perspective throughout the design process, helps facilitate stakeholder buy-in and effective design rollout. Looking at the experience through a behavioural lens focused on the decisions and behaviours of all players allows for a critical reframing of issues that are initially presented as operational challenges.
Manager Communication in a Digital World: 5 Lessons Learned with ROI Communic...SocialChorus
ROI Communication & SocialChorus partner to share the 5 steps you need to take to ensure your middle manager communication is effective and reaching all employees
Xerox surveyed over 5,900 people regarding their optimism in the workplace. See the results and learn why optimism is so important for business success.
In this SlideShare we present an overview of what Floown is. The short answer? A SaaS platform for teams, organizations & businesses to effectively work with different people. The long answer? Well, you're gonna have to click through the SlideShare.
How to get the right Stakeholders involved in your digital workplace initiatives. Input from 5 types of stakeholders, including external customers, is essential for a relevant digital workplace.
9 Tips for Running a Successful Meeting with Remote WorkersShoreTel
Some things never change, like the fact that as long as there are companies there will always be meetings. And yet, some things do change, like the way we meet. As the workplace continues to become more global and mobile, meetings have evolved from face-face discourse in a central location, to conference calls that use the latest technology to include remote attendees. So how do you successfully host a remote meeting?
Download the entire eBook with all nine steps here: http://bit.ly/1ZHY8b2
Ulla Jones & Tuomas Manninen: Uncharted Territory of Strategic DesignService Design Network
OP Financial Group (OP) has worked long and consistently on building a design maturity that includes an internal design team and customer-centric design culture. Eventually it became necessary to separate strategic design from operational design so that design needs would be met at all levels. OP has entered the unchartered territory of strategic design, the most advanced level of design according to 'Danish Design Ladder'. We will examine the team's competence structure to illustrate what skills and experiences were identified as necessary to work successfully. We will show through case studies how changing the company culture builds the internal understanding of design's value and how this in turn grows the demand to involve designers at the strategic level.
Norm Baillie-David, as the frequently discussed topic of engaging Millennial employees is thoroughly explored. We look at who the Millennial employees are, some myths and facts, speak with a panel of Millennials and finally discuss the implications of engaging Millennials.
How change in technology and innovation is changing Management and business dynamics . Innovation is key to survival. Presentation as presented to Management student
What Women Want: Understanding Women’s Philanthropic ObjectivesKatherine Swank
Women, as a group, are increasingly impacting fundraising efforts in the U.S.; however, their philanthropic objectives can differ significantly from men’s. Women tend to focus on specific sectors and want greater accountability for their gifts. On the whole, women want to create new solutions, seek more contact and control, and want to be kept informed of the results from their giving. Many also seek social networks within the organizations that interest them. If women are among your majority donors, you may need to change the way you speak with them and start listening for their direction.
Original white paper and presentation conceived, researched, written and delivered by Katherine Swank, J.D., 2009 and 2010.
Nathalie Nahai - Why aren't women taking the stage in tech?Nathalie Nahai
This is the keynote address I gave at a ‘women in tech’ event for Deloitte (London, 2014).
I’m sharing it here because more often than not, when I’m invited to speak I’m the only female voice on the lineup.
I absolutely love giving presentations, but it saddens me that we are so under-represented in the public domain, especially since at many of these events I am approached afterwards by women asking how they can contribute to the conversation and take the stage.
My hope is that in sharing this address and the slides from my presentation, it will encourage and inspire other women in STEM to follow their passions and take the lead; so that together, we can help shape a more representative, exciting and diverse vision of the future of tech.
Checkout How IBM is thriving a sustainable culture of design at IBM.
You will know about the IBM Design Heritage and how a bootstrap team refactor IBM Design in 2013 with the mission to create a design culture.
You will know more about the Core77 Award Winner IBM Design Education + Activation program which is the core for scaling design through out a 430,000 employes company.
Entrepreneurship and women empowerment-PPT about successful women EntrepreneursKaruppan Gnanasambandan
Empowerment of Women is mainly based on their economic independence. Entrepreneurship will be a powerful tool for them to earn their income. Right or Respect? which one to choose. Simply seeking rights is of no use. Women were most respected lot in India in olden days. It is because of the British legacy we forgot our culture and started using women instead of respecting them.
Top HR Processes Ripe for a Social EnterpriseKangoGift
Todd Horton from KangoGift shares a few HR best practices for organizations thinking about embracing social HR tools. Presentation given as part of Monster's thought leadership webinar series.
Firecat Studio Social media for Business - NAPMWSusan Price
Presented by Susan Price, CEO and Chief web strategist of Firecat Studio, in San Antonio, Texas, to the National Association of Professional Mortgage Women (NAPMW) Central Region Education Conference, 2009.
St. Louis Office 365 Saturday 2019 - Employee EngagementMatthew W. Bowers
Driving employee engagement with Office 365. A summary of what employee engagement is, why it is important, relevance to business and how Office 365 can drive engagement.
UPSTART Live Spring Summit - The New, New ThingWorkforceNEXT
The New, New Thing: Latest Innovations in Recruiting and Workforce Management Solutions.
Presented By Ziv Eliraz, ZAO; Mark DeChant, Findly; David Lyon, RoundPegg; Tim Lambert, Jobvite; David Kent, Oilpro
Lessons learned from working with thousands of SMB clients - Entrepreneurs Organization presentation - EO New Jersey - Oct 2014.
Management in the Digital Age
We are entering an era of “Digital Darwinism,” when society and technology is evolving faster than many companies can adapt. More specifically, it is the way we manage people that has struggled to keep pace with the rate of change. We need to reinvent management
Using Radical Transparency to drive Accountability and Engagement
Despite good intentions, most EO business leaders make the same fundamental mistake when they set goals for their people. Learn what really works and what doesn’t in terms of engaging and motivating your people, and holding them accountable for performance - based on direct observations of more than 5000 clients.
Key Performance Indicators - the right way
Research shows that 92% of companies do a poor job of measuring KPI's. Learn how to choose and track the key measures that will drive the success of your current business model, and drive the key functional areas of your company (the outcomes for this workshop are even more powerful if other members of your leadership team are present)
RESULTS.com’s software gives them unique and privileged insights into the day to day operations of thousands of small-medium sized growth firms. We see what really works and what doesn’t in terms of strategy execution, goal setting, tracking performance, running effective meetings, engaging employees and holding them accountable.
To save you from spending several lifetimes trying to figure it all out for yourself, you can access these powerful (and often counter intuitive) insights in his workshop.
Emplo an employee centric engagement software. Pawel Czech
What if we could make sure that 80% of your company’s employees are engaged every day, which in turn can increase your profitability by over 20% Integrating social collaboration and communication, development management and performance management.
In the 3rd of 3 joint webinars with Beezy and CardioLog Analytics, we discussed the basics of gamification, and how you can develop a "motivation hacking" strategy within SharePoint or Office 365 to help shape user behavior and improve adoption and engagement.
Using Brand Advocates (Employees) for InfluenceLiz Bullock
Employees play a critical role in providing authenticity and trust and scalability in this new social media era. More customers are moving online and making peer-to-peer decisions and want to connect with everyday employees. Liz Brown Bullock shares how Dell and other companies are training and activating employees to further connect with customers and prospects online. Additionally, this presentation shares how to strategically think about preparing your organization to activate employees as brand advocates.
Digital Workplace Trends and TransformationJane McConnell
(D.C. version) Get in touch if you'd like a download link. These are first results from the 2014 Digital Workplace survey. It is an enhanced presentation from the one delivered early November 2013 in Washington DC at KMWorld.
As millennials come of age in the workplace, getting them to stick around is becoming a concern. Elements of the employment deal like organizational culture, benefits and working conditions play a critical role in retaining top performers. During this spotlight webinar, millennial branding expert Dan Schawbel will uncover the elements that lead to a clash between generations and how employers can better leverage their programs to meet the needs of the young workers.
During this webinar attendees will hear:
How total rewards contribute to employee motivation
The key factors employees look for in positions and their connection to employee retention
Comparison of workforce generations and its impact on workforce planning
SECTORS AND THEMESTitle hereAdditional information in .docxjeffreye3
SECTORS AND THEMES
Title here
Additional information in Univers
45 Light 12pt on 16pt leading
kpmg.com
Credits and authors in Univers
45 Light 12pt on 16pt leading
Human resources
and social media
Does social media keep you up at night?
What you need to know about the
opportunities and risks for your workforce
kpmg.com
by Karen Isaacson and Sarah Peacey
A good hockey player plays where the puck is. A great
hockey player plays where the puck is going to be.
Wayne Gretzky
Human resources and social media | 1
Executive summary
Supercharging talent acquisition
and talent management
Addressing mobility and collaboration
Leveraging the multigenerational workforce
Managing the potential risks associated
with social media
Conclusion … how to get ready
Contents
02
04
05
06
09
12
2 | Human resources and social media
Truly world-class leaders empower key employees to become
evangelists for the firm on social media platforms, helping
customers, building the brand, attracting talent, and giving
a personal face to the company. In addition to the external
advantages, these key social media leaders become even more
engaged and personally bonded to the company, its mission,
and goals if done correctly. These employees can come from
anywhere in the organization, from interns, to line personnel,
to managers, to product leaders, to executives – but it must
be done correctly and be given the support and attention
necessary to prevent the foray from falling flat.
Social media is well-established as a consumer and brand-
oriented set of tools. Increasingly, social media is being offered as
an innovative solution for internal effectiveness. When strategy
and governance are integrated with social media tools, they
can positively impact your organization. An organization that
thoughtfully embraces social media can realize opportunities
across four areas:
Executive summary
Senators ask feds to probe
requests for Facebook passwords
USA Today, March 25, 2012IBM has 21 YouTubeTM channels, GE 12 and Ford 10;
40 percent of corporate Twitter users engage in
customer services
Burson-Marsteller, February 15, 2011
Virgin Atlantic sacks 13 crew members over Facebook posts
The Guardian, November 1, 2008
United Airlines is replacing the hefty flight manu
als
and chart books its pilots have long used with
11,000 iPad® devices carrying the same data
United Airlines, August 2011
By 2014, 47 percent of the population will be
composed of millennials (born after 1980) who
were raised playing video games and surfing the
Internet to get information
U.S. Bureau of Labor Statistics
USA Today, March 25, 2012
Cisco retracts job offer on TwitterThe Telegraph, January 21, 2010
80 percent of companies use social media for
recruitment... And 95 percent of them use LinkedIn
searchenginejournal.com, February 2012
Vi i Atl
84 percent of the Fortu
ne Global 100 use at le
ast one
social media platform
Burson-Marstelle.
Stuart McRae / IBM
Have you noticed that the world is starting to talk about employee engagement more than collaboration? This comes from a shift of focus from IT to Line of Business, as what business leaders want to hear about is the impact of collaboration: the new insights it brings about their customers; the way it makes organisations more agile; the alignment it enables between organisational goals and employee activities; and the way it speeds up decision making. This session looks at how modern collaboration and social intranets enable employee engagement, and so can deliver the differentiated benefits that businesses need to compete in the digital world.
Workforce analytics, also called HR analytics or people analytics is getting much attention lately. And rightly so! Research has shown that companies using data to drive their decisions and actions are more succesfull than others. With (predictive) analytics an accurate view of the future requires predictions based on data rather than personal hunches or speculation.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
1. Karen Holtzblatt, CEO
karen@incontextdesign.com
Twitter: @kholtzblatt
www.incontextdesign.com
Karen Holtzblatt, CEO
karen@incontextdesign.com
Twitter: @kholtzblatt
www.incontextdesign.com
Sept, 2014
Women in Technology
Factors influencing work choices
2. The Tech Corporation
We keep trying to bring them in the door
Early Interventions:
• Community
• School
• College
• Outreach
But the problem is inside the work
Policy:
• Hiring
• Culture
• Women events
• Promotion
• Mentoring
50% leave the career within 12 years
(vs 20% non-STEM)
Women leave tech 2x the rate of men
30% leave because of the org climate
3.
4. Field Research to find key factors
A 360 deep dive inquiry into the daily lives
of women in tech
Engineers, UX, Product Mgt, Researchers
Managers and professionals
Automotive, consumer, ERP, information
search, retail and more
Single, Married, Kids
Quantitative survey of ~300 broaden data
The Women in Tech Project
Result: An action framework of key factors that keep women loving their work
Six factors that companies can work on
A measure assessing women’s experience of each factor – Go take it!
http://goo.gl/nV5Cyx
What’s next? You can help!
More deep dive field data – use the measure – invent techniques to help your team
Or invite us in to help your company!
5. Programs must attack Process & People
The Corporation
Self-confidence
Success parameters
Promotion push
Work clarity
Psychological sense of community
Key
Process
Intervention
Points
My working team
Great
project
The Push
Support
The
Push
Key
Personal
Intervention
Points
Personal Power
Role Models
7. No matter my job type I can’t be bored!
Real, tangible:
Shipping product, hands-on making it, the next innovative thing, tangible data on
customer needs, real research for publication
Influential:
Part of industry change, affecting the company, affecting people’s lives, important
to powerful people, totally new innovation, something I’ve used
Learning:
New tech, about people, different roles…
Work valued by the company:
I love my job – the team and company have to value it too!
New:
I need change otherwise I’ll get bored.
Advances my career goal
Work will make me more successful in my profession
What’s a stimulating project?
12. Daily work affects confidence and success
The Corporation
• Self-confidence
• Promotion goals
• Success
• Better products
The Push
Psychological sense of community
Support
The Push
My working team
Great
project
Role Models