Here is a high-level overview of how UpSkill's technology works:
- Users upload their resume/CV or connect their LinkedIn profile to provide information on work history, education, skills and interests.
- Natural language processing is used to extract relevant data from free-form text fields.
- Skills are identified and standardized. Interests are inferred based on job titles, courses, hobbies etc.
- This data is matched against an extensive database of job profiles detailing typical skill requirements, personality fits, career paths, salaries etc for different roles.
- Machine learning algorithms calculate the similarity between a user's profile and each job to determine their suitability score. Factors like skill overlap, interest
Lee Rainie, director of internet and technology research at Pew Research Center, presented these findings at the International Monetary Fund/World Bank’s Youth Dialogue and its program, “A World Without Work?” The findings tie to several pieces of research at the Center, including reports on the state of American jobs, automation in everyday life, and the future of jobs training programs.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
Making the Shift to a Hybrid Working Model: Are You Ready?Daggerwing Group
The votes are in and inevitably a majority of organizations will be shifting to some version of a hybrid working model in the latter part of 2021 / early 2022. In the rush to dust off office desks and prepare for a more collaborative, yet safe, working space, many leaders might be overlooking some of the crucial factors to make the transition smooth, and provide a productive and inclusive working environment for all employees once you get there. Additionally, leaders will need to think about how to encourage the optimal culture to drive productivity, managers will need to adopt different techniques to manage a distributed workforce, and employees will need to reassess how capable they are in thriving in this new world.
Lee Rainie, director of internet and technology research at Pew Research Center, presented these findings at the International Monetary Fund/World Bank’s Youth Dialogue and its program, “A World Without Work?” The findings tie to several pieces of research at the Center, including reports on the state of American jobs, automation in everyday life, and the future of jobs training programs.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
Making the Shift to a Hybrid Working Model: Are You Ready?Daggerwing Group
The votes are in and inevitably a majority of organizations will be shifting to some version of a hybrid working model in the latter part of 2021 / early 2022. In the rush to dust off office desks and prepare for a more collaborative, yet safe, working space, many leaders might be overlooking some of the crucial factors to make the transition smooth, and provide a productive and inclusive working environment for all employees once you get there. Additionally, leaders will need to think about how to encourage the optimal culture to drive productivity, managers will need to adopt different techniques to manage a distributed workforce, and employees will need to reassess how capable they are in thriving in this new world.
Top 5 Soft Skills: What Successful People Know that Every Employee Needs to K...BizLibrary
In this program, you’ll learn about the top 5 soft skills that are most predictive of employee, leadership and organizational success in today’s highly complex and rapidly changing environment. You’ll also gain quick tips to help jump-start your development efforts for each soft skill.
www.bizlibrary.com
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
Employee Life Cycle PowerPoint Presentation Slides SlideTeam
Use this professionally designed Employee Life Cycle PowerPoint Presentation Slides to scan the various stages an employee goes through within an organization. HR managers can utilize this content-ready HR model PowerPoint slideshow to optimize the progress of employees. Map the employee lifecycle to not only attract the best talent but to also enhance the customer experience. This HR lifecycle PowerPoint presentation comprises of different stages in the career of an employee, starting from recruitment to termination or retirement. Use this ready-made employee lifecycle complete PowerPoint presentation templates to build great teams. This content-ready HR cycle PPT deck covers topics like employee lifecycle framework, talent acquisition, current vacancies, job description, candidate assessment, employee management, attendance tracker, and more. These PPT templates are customizable. You can edit the template as per your requirement. Change the color, text, icon, and font size as pe your requirement. Grab this complete presentation on HR model to increase the employee engagement and maximise your returns. Elaborate on the contents of the deal with our Employee Life Cycle Powerpoint Presentation Slides. Clarify every aspect of the agreement.
Wellness Inventory for Employee Wellnessstrohecker
Provides an overview for the utilization of the online Wellness Inventory Assessment and Life-Balance Program (www.WellPeople.com) in employee wellness settings.
Today HR and L&D organizations can finally deliver learning directly to people in the flow of work. This presentation describes this exciting new strategy, and how micro-learning (also called microlearning) can transform an organization's culture.
Employee Value Proposition. How and why your EVP plays a critical role in you...N. Robert Johnson, APR
Companies with a clear and differentiated employee value proposition outperform their competitors. In this 30+3 Webinar, we take a quick look at ways to develop a clear and differentiated EVP.
An educational presentation that explores how technology is changing the way people work together. Learn more at http://www.odesk.com/.
A video version can be found at: http://www.youtube.com/watch?v=G8Yt4wxSblc
Hire and Inspire – A New Approach to Graduate RecruitmentThe HR Observer
It is more challenging than ever to recruit graduates. And nobody seems to be happy. Line managers are not happy with the employability of newly hired graduates and even the graduates you recruit aren’t happy and might leave their job after only few months. David Edwards, will discuss a new approach to graduate recruitment that will challenge your current strategy, requiring you to make significant changes in the way you work. And you will have to challenge established ideas and ingrained habits.
David Edwards, Head of Solutions - SHL Talent Measurement Middle East, CEB
Competency Iceberg Model, Introduction, what is a Competency?, Describe the Components of Competencies, Explain the Types of Competencies , Describe the Competency Iceberg Model, Explain the Benefits of Iceberg Model, What are Workplace Competencies? Case study.
Exponential growth of technologies is fueling unprecedented innovation and transforming how work gets done, who does it and even what work looks like! As technology evolves, skills will become increasingly obsolete, making it critical that Learning leaders prepare their organizations for today, tomorrow, and beyond by reimagining traditional learning frameworks and equipping their workers with the new skills and capabilities to succeed in this digitized workplace ecosystem. To keep up with the rapidly evolving digital landscape, the skills and capabilities of the “Professional of the Future” must be accurately forecasted, intentionally developed and continuously refined. Learning needs to be dynamic, agile and embedded in the flow of work, enabling the professionals of the future to embrace the art of the possible. This session focuses on the technical skillsets and innately human capabilities core to the professional of the future and how reskilling can provide employees the opportunity to take on meaningful, enriching work in support of an organization’s mission and vision.
Learning Objectives:
Participants will understand the new realities of the digital world and how this digital transformation will impact the work to be done, who and how the work will be performed and where it will be done.
Participants will understand how to enable the workforce to deliver value in the new digital world by developing and nurturing human capabilities and technical skills.
Participants will understand the tactical solutions able to be used for continuous learning or reskilling on technical and human capabilities.
The Employee Experience: From Engagement to EnergyGlintInc
In times of change, the employee experience helps hold the company together. Whether it be changes to leadership, products, or culture, the employee experience is the one item that should remain constant and strong in order to keep employees engaged. In this research-based presentation, Josh Bersin, principal and founder, Bersin™, Deloitte Consulting LLP, will highlight the latest trends in the employee engagement market and explain why citizenship, purpose, meaningful work, and “energy, not just engagement” are the most important business strategies you have.
Employee Life Cycle In hrm PowerPoint Presentation SlidesSlideTeam
Keep your audience glued to their seats with professionally designed PPT slides. This deck comprises of total of thirtyone slides. It has PPT templates with creative visuals and well researched content. Not just this, our PowerPoint professionals have crafted this deck with appropriate diagrams, layouts, icons, graphs, charts and more. This content ready presentation deck is fully editable. Just click the DOWNLOAD button below. Change the colour, text and font size. You can also modify the content as per your need. Get access to this well crafted complete deck presentation and leave your audience stunned.
Early Stage Edtech Investment Thesis (Sept 2016)Earnest Sweat
Here is an example of a personal investment thesis that I created to share with venture capital firms. In this example, I provide my personal perspective on the edtech sector. For details on how I build this thesis check out my blog (https://goo.gl/CU4Qid).
Note: Some of the confidential information has been redacted for privacy.
Integrating an effective career development program in 2 and 4 year schools is outlined by Danny Huffman of Career Services International. All Rights Reserved.
Top 5 Soft Skills: What Successful People Know that Every Employee Needs to K...BizLibrary
In this program, you’ll learn about the top 5 soft skills that are most predictive of employee, leadership and organizational success in today’s highly complex and rapidly changing environment. You’ll also gain quick tips to help jump-start your development efforts for each soft skill.
www.bizlibrary.com
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
Employee Life Cycle PowerPoint Presentation Slides SlideTeam
Use this professionally designed Employee Life Cycle PowerPoint Presentation Slides to scan the various stages an employee goes through within an organization. HR managers can utilize this content-ready HR model PowerPoint slideshow to optimize the progress of employees. Map the employee lifecycle to not only attract the best talent but to also enhance the customer experience. This HR lifecycle PowerPoint presentation comprises of different stages in the career of an employee, starting from recruitment to termination or retirement. Use this ready-made employee lifecycle complete PowerPoint presentation templates to build great teams. This content-ready HR cycle PPT deck covers topics like employee lifecycle framework, talent acquisition, current vacancies, job description, candidate assessment, employee management, attendance tracker, and more. These PPT templates are customizable. You can edit the template as per your requirement. Change the color, text, icon, and font size as pe your requirement. Grab this complete presentation on HR model to increase the employee engagement and maximise your returns. Elaborate on the contents of the deal with our Employee Life Cycle Powerpoint Presentation Slides. Clarify every aspect of the agreement.
Wellness Inventory for Employee Wellnessstrohecker
Provides an overview for the utilization of the online Wellness Inventory Assessment and Life-Balance Program (www.WellPeople.com) in employee wellness settings.
Today HR and L&D organizations can finally deliver learning directly to people in the flow of work. This presentation describes this exciting new strategy, and how micro-learning (also called microlearning) can transform an organization's culture.
Employee Value Proposition. How and why your EVP plays a critical role in you...N. Robert Johnson, APR
Companies with a clear and differentiated employee value proposition outperform their competitors. In this 30+3 Webinar, we take a quick look at ways to develop a clear and differentiated EVP.
An educational presentation that explores how technology is changing the way people work together. Learn more at http://www.odesk.com/.
A video version can be found at: http://www.youtube.com/watch?v=G8Yt4wxSblc
Hire and Inspire – A New Approach to Graduate RecruitmentThe HR Observer
It is more challenging than ever to recruit graduates. And nobody seems to be happy. Line managers are not happy with the employability of newly hired graduates and even the graduates you recruit aren’t happy and might leave their job after only few months. David Edwards, will discuss a new approach to graduate recruitment that will challenge your current strategy, requiring you to make significant changes in the way you work. And you will have to challenge established ideas and ingrained habits.
David Edwards, Head of Solutions - SHL Talent Measurement Middle East, CEB
Competency Iceberg Model, Introduction, what is a Competency?, Describe the Components of Competencies, Explain the Types of Competencies , Describe the Competency Iceberg Model, Explain the Benefits of Iceberg Model, What are Workplace Competencies? Case study.
Exponential growth of technologies is fueling unprecedented innovation and transforming how work gets done, who does it and even what work looks like! As technology evolves, skills will become increasingly obsolete, making it critical that Learning leaders prepare their organizations for today, tomorrow, and beyond by reimagining traditional learning frameworks and equipping their workers with the new skills and capabilities to succeed in this digitized workplace ecosystem. To keep up with the rapidly evolving digital landscape, the skills and capabilities of the “Professional of the Future” must be accurately forecasted, intentionally developed and continuously refined. Learning needs to be dynamic, agile and embedded in the flow of work, enabling the professionals of the future to embrace the art of the possible. This session focuses on the technical skillsets and innately human capabilities core to the professional of the future and how reskilling can provide employees the opportunity to take on meaningful, enriching work in support of an organization’s mission and vision.
Learning Objectives:
Participants will understand the new realities of the digital world and how this digital transformation will impact the work to be done, who and how the work will be performed and where it will be done.
Participants will understand how to enable the workforce to deliver value in the new digital world by developing and nurturing human capabilities and technical skills.
Participants will understand the tactical solutions able to be used for continuous learning or reskilling on technical and human capabilities.
The Employee Experience: From Engagement to EnergyGlintInc
In times of change, the employee experience helps hold the company together. Whether it be changes to leadership, products, or culture, the employee experience is the one item that should remain constant and strong in order to keep employees engaged. In this research-based presentation, Josh Bersin, principal and founder, Bersin™, Deloitte Consulting LLP, will highlight the latest trends in the employee engagement market and explain why citizenship, purpose, meaningful work, and “energy, not just engagement” are the most important business strategies you have.
Employee Life Cycle In hrm PowerPoint Presentation SlidesSlideTeam
Keep your audience glued to their seats with professionally designed PPT slides. This deck comprises of total of thirtyone slides. It has PPT templates with creative visuals and well researched content. Not just this, our PowerPoint professionals have crafted this deck with appropriate diagrams, layouts, icons, graphs, charts and more. This content ready presentation deck is fully editable. Just click the DOWNLOAD button below. Change the colour, text and font size. You can also modify the content as per your need. Get access to this well crafted complete deck presentation and leave your audience stunned.
Early Stage Edtech Investment Thesis (Sept 2016)Earnest Sweat
Here is an example of a personal investment thesis that I created to share with venture capital firms. In this example, I provide my personal perspective on the edtech sector. For details on how I build this thesis check out my blog (https://goo.gl/CU4Qid).
Note: Some of the confidential information has been redacted for privacy.
Integrating an effective career development program in 2 and 4 year schools is outlined by Danny Huffman of Career Services International. All Rights Reserved.
This study is entitled “Employability Indices of Business Graduates in the Banking Industry”. The study was to establish the significant employability indices among business graduates in the banking industry. It sought to identify the significant commonalities and differences in the respondents’ assessment. The methodology used was descriptive-survey. The respondents of this study consisted of HR directors and bank managers from universal, commercial and thrift banks. The researcher made use of a Web-based survey known as harvested emails. Samples were derived from harvested e-mail lists which are non-probability samples because they were based on a convenience sample of e-mail addresses.
We want to develop a cloud based e-learning platform that can be use from anywhere on earth. With Cloud Campus, educational institutions and organizations can train their students, employees, vendors or customers.
The Cloud Campus capstone project for the Wharton Business Foundation Specialization on Coursera.
Where to look for a Undergraduate Placement 2014Tahira Majothi
This presentation is aimed at undergraduates students as a guide on the benefits of seeking a placement to compliment their studies as well as tips on where to look for placements.
The Future of Learning - Finance Middle East Magazine, Article - Fitch LearningSuhail Shamieh, MBA, PMP
Is the future of learning is - eLearning?
URL: http://www.cpifinancial.net/flipbooks/FME/2015/DCC/41/#28
With the evolving education and training technological
environments, Learning & Development professionals may
see an advantage in shifting their thinking and consider changing their departments’ focus from a cost centre to a profit centre. By measuring in terms of a profit centre the industry would be able to better determine the ROI of their e-learning, which, according to Accenture research, is often in the 500% range.
Gregory Fowler, a speaker at the marcus evans University Leadership Summit 2022, discusses the changing landscape of online learning experiences, and how to meet student needs.
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3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
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Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
2. In a time of unprecedented change, with technological developments and shifts in societal
norms, ensuring your skill set does not become obsolete is vital.
With the average millennial set to have between 15-20 jobs in their lifetime the notion of a
single degree setting you up for a lifetime career is now outdated.
We believe education is a lifelong process. UpSkill.
5. The student of yesterday
More than 40% of America’s baby
boomers stayed with their employer
for more than 20 years. But it’s
unlikely that their children or
grandchildren will experience the
same job tenure.
In the 1960s, only around 14% of
the population had university level
degrees. Today, more than 43%
hold undergraduate degrees
making it hard to stand out.
5
6. The Environment Has Changed
Workplace Evolution
Job industries have evolved dramatically due to emerging innovative technology over the past decade. Improved communicational technology has allowed for globalisation and has
enabled businesses to do work for customers all over the world. This has improved travel opportunities and created a greater need for cultural awareness. Additionally, this has led to
an increase in remote working, co-working spaces and teleconferencing which has seen a shift in work contracts towards remote and short term work. This improves access to flexible
work around educational steps but also has reduced long-term job security.
6
Job Sector Shift
The demand for different job types and skills are changing. While administrative, manufacturing and production roles are set to dramatically decrease, financial,
computing and mathematical based work opportunities are expected to increase. This shift is a result of technology such as AI, 3D printing and robotics, and a high
demand for automated production, affecting the way we currently make and manage products.
Business Evolution
Technology has decentralised the economy and shifted business models towards the enabling of access to resources and away from being ownership-based. For example,
Airbnb was a massive success taking on the traditional model of hotels being buildings owned by a select few, to a platform that lets anyone be a hotel owner.
7. Current Students
Do students think university is good value for money?
Do you feel confident about getting work experience
or or a full-time job after graduating?
Reduced Sense of Satisfaction
Universities are increasing fees while failing to adapt to changing industries and their new
demands. As a result, students are growing increasingly unsatisfied, with 58% feeling
university is not worthwhile. The primary function of a university is to be an educational
investment to improve a person's career prospects, but 50% of graduates are in non-
graduate jobs. Level 5 Apprenticeships earn £52,000 more than graduates from non-elite
universities. So there are other educational options to improve someone's career earnings.
It is appearing that university is becoming an increasingly poor investment of time and
money, this being especially true for non-elite universities as the returns simply do not
justify the decision. Alternative forms of education should be considered more often.
The Growth of Mature Students
The number of mature students, those above 21 and in education, is increasing. In the UK
1/3 students are mature this will rise to 1/2 by 2020. This means students of the future will
have a greater range of ages, more culturally diverse and tend to seek competency based
educations such as computer science or accounting.
This shift to older students should be reflected in the way the educational system operates,
prioritising access to knowledge/skills around a flexible schedule with different course
options.
7
Source: Save the Student, Student Money Survey 2016
8. Education of the Future
Using big data, students can evaluate their different education options
far more effectively for cost and benefits. This education can be
delivered across digital platforms, and recorded to create stackable
credentials allowing flexible life-long learning.
To summarise we need to increase the ROI of education in the UK while
accommodating for the growing quantity of mature students to help
create the education of the future where education is tailored to every
student.
Source: Reimagining Higher Education, Deloitte University Press
8
Future Trends
9. 9
65% 60% 15-20 3 years
not enough for
a lifelong career
+ + =
The student of tomorrow
of current graduates
will be working in
currently nonexistent
jobs
of employers think
that graduates do
not have employable
skills
is the average number
of jobs that a millennial
will have by the time
they retire
10. 10
Here is your career
Passions
Skills Earnings
There’s a theory that goes that your most suitable
career lies in somewhere between what you’re
good at, what you’re passionate about and what
you can get paid to do.
UpSkill aims to find that for you and cut the skill
gap as soon as possible.
11. Student*
The student of tomorrow is everyone. We are lifelong learners.
With all this in mind, we decided the term ‘student’ needs to be redefined:
11
12. How can we support students* in fulfilling their career
ambitions by enabling them to act upon worthwhile educational
investments?
Problem Statement
12
14. Take into account the degree of potential risks people are willing to take for their education.
People prefer to work somewhere they like rather than just for the money.
People like being informed on alternative education routes, and their potential ROI, but very
important not to mislead.
If we align the service to Barclays they are more likely to trust financial recommendations
but could also see the service as being motivated by money.
People want to know the reasons behind the industry trends.
Proactively suggest new skills to gain.
By giving case studies it seems more realistic.
Push notifications of current trends within ‘your’ industry was a popular feature.
Students liked the idea of having the opportunity to go to events through the platform to meet
industry experts.
By giving case studies it seems more realistic.
Push notifications of current trends within ‘your’ industry was a popular feature.
Students liked the idea of having the opportunity to go to events through the platform to meet
industry experts.
Concept Feedback
“UpSkill feels
applicable to any age
group”
“I would definitely use
this coming out of
university”
“If I was changing career this
would certainly capture my
attention”
14
Source: in-house user research interviews
15. The Process
Stating what skills they need and where to get them is our unique selling point.
Our task is to get them to the financing stage as quickly as possible.
Could you give me free education options to my career goal alongside the
ones that require a financial investment?
Are loans per course or universal per user?
Keep the process free, that maximises users, make the most money from
financing the education.
The Design
Prioritise the Skills the user needs to get for their job, in the layout.
Emphasise the overall return on investment of education rather than individual
characteristics e.g. certification of courses.
User Testing Feedback
“My career path can
be narrow casted”
“I started thinking about
jobs once I was about to
leave uni”
“Finding direction is
difficult”
15
Source: in-house user research
17. None of the job websites tailor the jobs on show to the skill sets that
one has - they essentially all run the same, generic search engine.
There is a requirement for you to click on every job shown in order to
establish whether you have the necessary skills, e.g. coding in Java.
If you do not have the required skill set to enter into the job you’re after
then you will need to begin searching the web for educational institutes
or free courses in order to acquire the necessary skills. The process
should be more intuitive in showing one how to acquire skills to open
up more job opportunities.
Despite Monster showing further education routes, it fails to provide
any real depth of reasoning to undertake these courses and fails to
facilitate the inevitable application for loans. Doesn’t provide any
insight about industry direction, return on investment, and what skills
will be more applicable going towards the future.
Job Websites
17
18. Advice websites have several beneficial features such as:
• Insights into the general qualifications required to enter a certain field
• Gauging your interests to determine suitable jobs
• Providing average salary information of different fields
However, they are novel platforms that are used very rarely and do not
attempt to uncover what specific skills and knowledge one needs or
what skills you currently possess. This means that some of the jobs they
show maybe unrealistic for some to attain in a suitable amount of time.
The industry information provided is generally outdated and does not
show any future forecasts, such as the likelihood of a career being soon
obsolete.
Furthermore, they don’t offer suggestions on where to get the
qualifications they recommend and what sort of financial cost or benefit
if you undertake the course.
Advice Websites
18
20. §
20
Students* onboard by uploading their
LinkedIn profiles or resumes. If they
have neither, then they can manually
input their info.
After that, they will undertake a
personality test and set their career
priorities (e.g travel a lot, work from
home, etc.)
21. After their profile has been set up,
UpSkill generates a list of career
prospects that are suitable to the
student’s* profile. This is based upon
their experience, skills and personality.
They can then scroll through the
options gauging which ones are most
interesting to them.
Some career metrics, such as average
salary and career satisfaction will be
highlighted to help the selection
process.
21
§
22. 22
When a career has been selected, the
student* can start working towards
accomplishing their career goals.
Skills and knowledge missing from
their current arsenal can be viewed
as well as an updated job suitability
percentage.
§
23. 23
When they select a new skill to learn, UpSkill
generates a list of relevant study pathways
rated according to a ‘UpSkill Score’. This is
our version of Return on Investment.
This takes into consideration cost, time and
accreditation level to offer students* the most
cost-effective pathway.
§
24. 24
After selecting the course they want, they
can then view more details about it.
Students* can then opt to pay using three
different methods. These are through a
loan, adding a credit card to cover other
expenses or they can opt to pay the
amount in full.
§
25. Share Profile
The dashboard is the homepage for
returning users.
On this screen, users can view the courses
they are currently undertaking and how
close they are to achieving their target.
An Alternate Pathways section allows them
to unlock new skills and careers suitable to
them.
In this case, it recommends an in-demand
job (highlighted with a star) based on the
user’s interest in biology.
If users decide to change their target career,
then the platform can highlight alternate
pathways, in this case, the new route from
Arduino, saving both time and effort.
25
§
26. §
Share Profile
Other buttons on the dashboard include:
Share Profile
This allows a student* to send a summary of
their educational history and resume to a
prospective employer.
View ROI
This is a visual representation of the savings
and financial benefit of the educational route
the user has chosen to take. In this case, it
shows the potential reward for undertaking a
new career route even though there might be
a natural, slight dip in salary initially.
View Journey
This button allows a user to view a detailed
history of their education to date -
highlighting milestones - similar to Facebook
memories.
26
28. 28
Monetisation
?
Affiliate Fees
Low Cost
The platform will take a commission of the
course fees for any students who
consequently signs up to an educational
institute through the platform. This will likely
be the only revenue stream for ‘low cost’
courses in the range of £100-£400.
However, this affiliate fee will be charged
across ‘low cost’, ‘medium cost’ and ‘high
cost’ courses.
29. 29
Monetisation
?
Affiliate Fees
Medium Cost
?
Credit Card
In regards to ‘medium cost’ courses, in the
region of £800-£3,500, students* may not
necessarily need to take a loan out.
However, as there is still a significant upfront
financial hit to take the platform would offer a
credit card. This would help support
students* with they living costs, something
that may well be extremely valuable for
mature students that need to support a family
alongside their education.
30. 30
Monetisation
?
LoansAffiliate Fees Credit Card
High Cost
£1,000 £90 £10,000£1090
£1050
For ‘high cost’ courses, in the region of
£8,000-£12,000, a loan will be offered to
the student. This loan will come at a
reduced risk to the bank on the basis the
student's ROI and predicted future
earnings will increase after this educational
investment.
Named Bank
31. 31
Monetisation
?
Current Accounts
High Cost
LoansCredit Card
£10,000 £1,100 £11,100
£10,800
As you can see the student will be offered two
different loans. One for the individual with no current
account with the given bank and the other for existing
current account holders with the given bank - the
latter of which will offer a reduced more favourable
interest rate. Through this mechanism, we hope to
increase the uptake of Barclays current accounts.
Despite this favourable interest rate reducing the
banks potential profit margin on the initial loan
offering, on the basis the students* will be investing in
further education and therefore have an increased
projected future earning it is a worthwhile upfront cost
for the bank.
Affiliate Fees
Named Bank
32. Overall Revenue*
6.4mil + 850,000 + 315,000 + 98,275 =
£7,663,275
(not including revenue from credit cards)
*Please see APPENDIX A for detailed breakdown
32
34. 34
Launch Strategy
Penultimate / Final Year
Students
“How They Got There”
Videos
Career Fortune Teller
For a little comic relief and to engage with
the target audience, we envisage a booth at
career fairs where a “fortune teller” would sit
with students and “predict” their future
careers.
This could have a fun outcome on social
media and could evolve into a simple online
execution to attract people to the site.
Towards the end of their degrees, many
students feel lost as they don’t know what
awaits them after graduation.
Targeting them allows us to add value to their
current education and capture them as they
become profitable.
48% of students stated that it was not until their
final year of university that they visited a job
website for the first time.
Market research highlighted students find the
back stories of successful individuals
fascinating and often inspiring.
The strategy would be to produce a series of
short videos showing how different people got
into their respective successful careers. This
would likely demonstrate their varying interests
and their aspirations at different points in their
life.
35. Land Grabbing
35
-£300
Y1 Y3Y2 Y4
Loan or Current Account
University
Capture
By capturing penultimate and final year
students and making it cheaper for the banks
clients on the platform, we aim to encourage
students to migrate to the named bank just as
they start to become profitable.
Named Bank
36. A Lifetime of Touch Points
36
Time
Earnings
However, this user journey continues far beyond the initial capture point at the end of the
student's university degree.
For example ‘</>’ indicates a situation in which the user may want to shift career and establish
what skills sets they need to do so, and where they can get these skills. This is becoming an
ever more popular trend, with predictions of individuals have in the range of 15-20 during their
lifetime career. Repeat usage is built into the system.
In addition, with the speed of technology developments, every industry is rapidly developing.
This, in turn, offers up multiple new opportunities to get ahead of the game in the market place.
Therefore UpSkill enables users to gain an insight into the direction their industry is heading and
consequently invest in education and drive their career and prospective earnings.
38. Technology
How to calculate a persons suitability with a job?
This will depend on the relation between the most common skill requirements for that
sector and the user's interests, work and education history. This info will be gathered
from their uploaded CV, LinkedIn profile or manual input as well as a personality test.
How to calculate an UpSkill Score?
UpSkill Score (or educational ROI) is the relation between the cost and the forecasted
gains from the educational choice. This is calculated by determining the most relevant
certification level needed from a course plus its cost and time-commitment. Courses
that meet preset aims (such as flexible or local learning) will be rated higher. So a
course that is low in cost, low in time-commitment, is suitably accredited and meets a
few of the user’s preset requirements will have a higher UpSkill Score.
Where to get the job skills data?
Partnerships with educational courses are possible, they tell us what skills their courses
offer and in return, we can refer students to them. The skills a job type requires could
potentially be calculated using big data by, for example, using Job Search Sites
correlating the job title with the skill requirements for a potential employee. We could
potentially partner with such a site and in return recommend our users start their job
search with them when they’ve finished their most recent study.
If partnerships with external companies prove challenging, sector skill requirements
could be manually researched or we could tap into expert insights, especially with the
companies Barclays already works closely with.
Website
Extracts user’s qualifications from CV
and LinkedIn
Tells user how well matched they are for
job sectors
Recommends Courses to take to
improve skills
Provides a way to fund chosen
educational investment
Inform users on latest industry trends
and job projections
Job Matching
Job matching algorithms:
e.g. aftercollege.com
Desired Skills for jobs:
Set by industry experts
Partnerships with LinkedIn and
monster.co.uk
User Details Input
Retrieve users qualifications and
past work experience.
1. Parser used to extract details
from user uploaded CV/
linkedIn profile
2. Manual input
External Partners
Privatized Education Providers E.g. General
Assembly: Courses they offer
Job finder websites: Skills requested
for employment
Linkedin: Accessing people’s profiles and processing
to extract qualifications
Industry Trends
Statistics and projections
from papers and industry
experts
There needs to be a way to standardise the
skills required on job sites to those earned
from educational investments to allow
matching.
Education Options
Available
Import education courses:
MOOCS- Khan Academy, Coursera
Immersive- General Assembly
University Courses- UCAS
The course recommended depends
on the skills it provides and those required for a
chosen job sector.
38
40. Benefits
Insight into career
opportunities
Bridge the skill gap
quickly
Alternative
education routes
Highlight funding
opportunities
Jobs are changing quickly and
people need to be able to learn the
relevant skills as soon as possible
in order to make the most of any
opportunity.
UpSkill allows students to choose
their education journey to suit their
lifestyle and budget. This opens up
many different ways to achieve
their education goals.
By collating as many educational
opportunities through our platform and
by being a bank - Barclays has the
opportunity to provide students with
quick, effective financing.
UpSkill takes several variables into
consideration about you in order to
provide students* with the most
suitable careers. This evolves as
they learn and grow.
40
41. UpSkills 2.0…
Respected Brand
We envision that UpSkill will become synonymous with high standards, self-directed and self-initiated
learning. Unlike LinkedIn, employers will reliably know what courses the user has taken through our
service. Furthermore, it will indicate a motivated individual that wants to be the best they can be. An
Upskills student* is at the frontier of their industry and striving to have the edge over competing
candidates.
Business Interaction
A large problem recruitment departments have is the overwhelming number of under qualified applicants.
We think UpSkill can help with this. Employers will be able to pay to access a service where they can view
and search our student* base for people with the skills they are seeking.
41
42. Reliable Education Tracker
Blockchain is a distributed database accessible by all users connected to the network. This means every
transaction is visible and has complete transparency. It is thus difficult to tamper or revise the system, and
more trustworthy. Using this emerging technology but applying it to people's education path, we hope to
create a trustworthy record of ones’ educational history.
Premium Model
From our market research, we recognised an appetite from students* for the opportunity to connect with
real industry experts or attend events related to your industry. Because at the end of the day, your network
is almost as valuable as your actual qualifications. A premium model could be introduced enabling
students to access the exclusive insight talks and events that Barclays already have access to.
UpSkills 2.0 (continued)…
42
44. Market Value
Number of graduates per year:
745,000
*There are currently 4.3 million individuals aged
25-29. Unemployment rate is 7% for this age
group. Leaving us with 4 million. Then 6 in 10
millennials are open to new job opportunities =
2.4 million individuals open to new job
opportunities.
Number of young professionals seeking
potential jobs*:
2.4million
Potential market
3,145,000
20% of people following through the website and
making educational investment*
Number of people using the
website 1%
31,450
6,290
Loan revenue per customer:
£680 (4.9% APR on £9,000 paid over 3 years)
30% of high value educational
investments i.e.. Masters
20% of medium value educational investments
50% of low value educational investments
3,145
1,258
1, 887
Revenue
£1.3 million
Affiliate fees revenue per average
course:
£90( *1% cut of a £9,000)
Revenue:
£169,830
Average course cost £250
(5% affiliate fee cut = £12.50)
Revenue
£19,656.25
Credit cards revenue
We do not have data to firmly establish how much banks
make on credit cards. In addition, this revenue stream will
be applicable to both high and medium cost courses with
large variables - we have therefore left it out of our
valuation, although it should contribute a substantial sum.
50% free courses50% paid courses
1572.5 1572.5
* We are using
the 1% affiliate
fee figure as we
suspect some
courses would
allow for an
affiliate fee to
be charged,
e.g. General
Assembly.
Whereas other
institutes may
not, e.g.
Universities
Affiliate fees revenue
£50( 5% cut of a £1,000 - average of
medium-priced course)
Revenue
£315,000
APPENDIX A
44
*We believe we could reach 1 in 100
of this target market and persuade
them to visit the site
*This number is based on standard drop
off rates seen typically in UX