Collaborate to Search Our Future Leaders with Indonesia MengajarIndonesia Mengajar
With global competence and grassroots understanding, Indonesia will be able to stand up and serve her national interest in the world stage, in order to fulfill all the promises of independence for her people. Let's collaborate to search for our nation's future leaders!
Gerakan Indonesia Mengajar diinspirasi proses panjang yang dibangun selama bertahun-tahun. Proses ini adalah gabungan dari: 1) Pelajaran dari berbagai generasi, 2) Perjalanan aktivitas pengabdian maupun interaksi dengan berbagai masyarakat, 3) Pengetahuan modern yang dipetik dari dunia akademik global.
Abstract:
Reactive applications need to be able to respond to demand, be elastic and ready to scale up, down, in and out—taking full advantage of mobile, multi-core and cloud computing architectures—in real time.
In this talk we will discuss the guiding principles making this possible through the use of share-nothing and non-blocking designs, applied all the way down the stack. We will learn how to deliver systems that provide reactive supply to changing demand.
I gave this talk at React Conf 2014 in London. Recording available here: https://www.youtube.com/watch?v=mBFdj7w4aFA
Collaborate to Search Our Future Leaders with Indonesia MengajarIndonesia Mengajar
With global competence and grassroots understanding, Indonesia will be able to stand up and serve her national interest in the world stage, in order to fulfill all the promises of independence for her people. Let's collaborate to search for our nation's future leaders!
Gerakan Indonesia Mengajar diinspirasi proses panjang yang dibangun selama bertahun-tahun. Proses ini adalah gabungan dari: 1) Pelajaran dari berbagai generasi, 2) Perjalanan aktivitas pengabdian maupun interaksi dengan berbagai masyarakat, 3) Pengetahuan modern yang dipetik dari dunia akademik global.
Abstract:
Reactive applications need to be able to respond to demand, be elastic and ready to scale up, down, in and out—taking full advantage of mobile, multi-core and cloud computing architectures—in real time.
In this talk we will discuss the guiding principles making this possible through the use of share-nothing and non-blocking designs, applied all the way down the stack. We will learn how to deliver systems that provide reactive supply to changing demand.
I gave this talk at React Conf 2014 in London. Recording available here: https://www.youtube.com/watch?v=mBFdj7w4aFA
Strategic supply chain management and logisticsBhavi Bhatia
Thanks to all my readers. It gives boost when I get calls from my readers and am always happy to revert back to my followers and readers. I am sorry if I am unable to reply to all the e-mails due to my busy schedule.
Contact me for any type of assignments help(nominal charges).
Thanks and Regards,
Er. Bhavi Bhatia
e-mail: bhavi.bhatia.411@gmail.com
Phone: +91-7696003714, +91-9814614666
Designing with Empathy [Beyond Tellerrand 2013]Aaron Gustafson
Every decision we make affects the way real people experience our products. We’ve all heard the rallying cry for user-centered design, but even those of us who ascribe to that ideal often fall back on our own biases and instincts when it comes to making decisions about how people experience our content and our services. Sadly, this often means we make decisions we think will be good for our "users"—that anonymous, faceless crowd—rather than actually trying to understand the perspectives, surroundings, capabilities, and disadvantages of the actual people who we are here to serve.
In this session, Aaron Gustafson will explore why empathy is a good thing, how empathy empowers creativity, and how we, as a community, can inject more empathy into our work.
Supply Chain Management Basics: 3PLs - One Size Does Not Fit AllAngela Carver
3PLs are more difficult to clearly define than ever before. There is no one size fits all definition as every third-party logistics operation offers a varying product/service portfolio. While 3PLs were once limited to simply transportation and warehousing services, many portfolios now include global services, IT and value added services. Supply chain programs nationwide have done research regarding the state of the 3PL industry. A recent report from the University of Tennessee published an article detailing some of the top functions outsourced to third party logistics providers which included a list of over 30 business critical functions. The top three most outsourced are domestic and international transportation, customs brokerage and freight forwarding.
Outsourcing to 3PLs is a growing trend as it allows manufacturers and retailers to focus on core competencies. This is where finding a best-fit third party logistics partner is critical. Selecting a 3PL that can effectively perform required business critical functions can result in significant benefits for their partners. According to the UT report “Selecting and Managing a Third Party Logistics Provider Best Practices” the top six benefits most often realized when outsourcing to a best-fit 3PL include cost reductions (both current and future), improved customer satisfaction, global expertise, risk reductions and reduced startup capital investment.
The third party logistics industry is a complex one to navigate. This makes identifying a best-fit 3PL for your operation a complex task. Developing and executing a detailed RFP can be helpful in identifying top functions to consider and eliminate prospects that cannot meet your needs. Top industry experts recommend including technology capabilities, company culture, infrastructure, ease of relationship, KPI metrics and other intangible items in your custom RFP. This RFP process will help your operation to identify which 3PL fits the size and capability requirements of your operation, as one size does not fit all. Learn more about selecting a best-fit 3PL by contacting Datex experts at www.datexcorp.com , marketing@datexcorp.com or calling 800.933.2839 ext 243.
Opening: Imagining the Supply Chain of 2030. Where Are We Now? What Is Possible?Lora Cecere
Presentation given at the 2016 Supply Chain Insights Global Summit - 7-9 SEP 2016 at The Phoenician in Scottsdale, AZ
Opening: Imagining the Supply Chain of 2030. Where Are We Now? What Is Possible?
• Lora Cecere – Founder, Supply Chain Insights
In this presentation, the founder of Supply Chain Insights shares an overview of the Supply Chains to Admire Methodology for 2016 and makes five predictions for Supply Chain 2030. This is the keynote for the kick-off of the Supply Chain Insights Global Summit.
To see the video go to http://supplychaininsightsglobalsummit.com/2016-summit-presentations/
Featured in GO Magazine Vol. 12 No. 1: how Whirlpool Corporation drew on a reality TV show to innovate on-boarding, why leadership transitions are so hard, how Wipro is using assessment to link its talent to its business, Vopak’s approach to multinational leadership development, and advice for taking your talent initiative global.
Check out stories on VF’s “brand” new approach to global talent, a sampling of illuminating findings from the Global Leadership Forecast 2014ǀ2015, and the need for retirement management. The issue also includes articles on embracing the people side of lean in manufacturing, highlights from a survey showing how HR is perceived by business leaders, a cup of coffee with Fast Company’s Robert Safian.
Read how AFROSAI-E and The Swedish National Audit Office are employing a development and mentoring to help Supreme Audit Institution executives transform their leadership capacity into capability.
For the web version visit:
http://www.ddiworld.com/go/archive/go-magazine-2016-issue-1
The decision to nominate individuals as “top talent” or “high potential” is no easy task. Unfortunately, these important decisions are often undermined by a lack of due diligence, vague criteria, and questionable accuracy. Use our complimentary guidebook to learn how to avoid the most common issues and challenges involved in the high-potential evaluation and nomination processes.
You’ll learn about the 5 best practices for making the right talent investments in your organization, and as a bonus, get key takeaways to help you start identifying your future leaders.
When it comes to leadership development, coaching is an essential component of any blended learning strategy. But the approach seems to be stagnant—not evolving with the nature of how people work.
How can you keep up and make sure coaching within your organization improves over time? Read our guidebook, Coaching: Optimizing for Today’s World of Work, for tips on how to strengthen coaching in your organization.
We've curated data from various sources on the state of frontline leaders. Find out who they are today and what will be required of them in the future, their strengths and gaps, and how they impact your organization.
A leadership pipeline approachis not a single program or tool.
It’s a process that provides both the right quantity and quality of leaders—in time—to step up and meet pressing business challenges.
Here are questions you should ask, tips to consider and proven practices to help get you started.
Many organizations employ a “grow your own” strategy and others seek to “grab” leaders from elsewhere rather than grow their own talent pools. But which works best? We asked a few questions to gauge the impact of various staffing approaches—find out what we learned.
Almost all companies have some sort of leadership competency model and spend handsomely to maintain it. We wanted to know, is there a payoff? We explored the effect on engagement and organizational outcomes of having clear information on competencies, skills, and behaviors needed to succeed as a leader. No surprise, there is a payoff, but only if the necessary level of behavioral detail is built into the model. Find out why this is so important.
Collecting data plays a critical role in a robust and efficient senior leader selection process. Data alone will not transform your senior leader selection process. The key is to turn data in to INSIGHT. Explore our third-in-the-series guidebook and learn three ways that data can be used to drive insight; leading to better senior leader hiring decisions.
In the current VUCA environment, if organisations are to outdo their competition and grow market share, they need the right senior talent in the right roles. Why is it then that so many organisations don’t apply the necessary discipline and rigour when making senior level appointments?
Learn what can be done to minimise the risks within the recruitment process and maximise the chance of getting the right senior leaders on board.
Read trends in the current state of recruitment and selection and learn three best practices for re-focusing your senior leader selection process.
Interviews are the most commonly used tool in the majority of hiring and promotion decisions. Therefore, if talent matters to your organization ensure your interviewing system is a critical part to your business processes.
Download DDI’s How-To-Guide to help you change your interviewing system into a strategic advantage.
Assessment and development are better together. But it’s not an easy task, especially when the two functions are disconnected. The combination of assessment and development isn’t about bolting the two functions together, but rather making sure that both are tightly aligned with your organizations business drivers and talent strategy, AND with each other. This “How To” guide will help you build a strategic, integrated assessment and development architecture.
What’s Inside?
• DDI’s integrated assessment and development framework
• Four recommendations for obtaining strategic alignment and governance
• Guidance and tips to consider when forming assessment, individual development, and cadre-based development strategies
When assessment and development are disconnected, liabilities and missed opportunities can result. Make sure your organization avoids the risks.
What’s Inside?
• How 1 + 1 = 3
• Why assessment and development must be aligned with your business
• Three vulnerabilities that occur when assessment and development are disconnected
Strategic supply chain management and logisticsBhavi Bhatia
Thanks to all my readers. It gives boost when I get calls from my readers and am always happy to revert back to my followers and readers. I am sorry if I am unable to reply to all the e-mails due to my busy schedule.
Contact me for any type of assignments help(nominal charges).
Thanks and Regards,
Er. Bhavi Bhatia
e-mail: bhavi.bhatia.411@gmail.com
Phone: +91-7696003714, +91-9814614666
Designing with Empathy [Beyond Tellerrand 2013]Aaron Gustafson
Every decision we make affects the way real people experience our products. We’ve all heard the rallying cry for user-centered design, but even those of us who ascribe to that ideal often fall back on our own biases and instincts when it comes to making decisions about how people experience our content and our services. Sadly, this often means we make decisions we think will be good for our "users"—that anonymous, faceless crowd—rather than actually trying to understand the perspectives, surroundings, capabilities, and disadvantages of the actual people who we are here to serve.
In this session, Aaron Gustafson will explore why empathy is a good thing, how empathy empowers creativity, and how we, as a community, can inject more empathy into our work.
Supply Chain Management Basics: 3PLs - One Size Does Not Fit AllAngela Carver
3PLs are more difficult to clearly define than ever before. There is no one size fits all definition as every third-party logistics operation offers a varying product/service portfolio. While 3PLs were once limited to simply transportation and warehousing services, many portfolios now include global services, IT and value added services. Supply chain programs nationwide have done research regarding the state of the 3PL industry. A recent report from the University of Tennessee published an article detailing some of the top functions outsourced to third party logistics providers which included a list of over 30 business critical functions. The top three most outsourced are domestic and international transportation, customs brokerage and freight forwarding.
Outsourcing to 3PLs is a growing trend as it allows manufacturers and retailers to focus on core competencies. This is where finding a best-fit third party logistics partner is critical. Selecting a 3PL that can effectively perform required business critical functions can result in significant benefits for their partners. According to the UT report “Selecting and Managing a Third Party Logistics Provider Best Practices” the top six benefits most often realized when outsourcing to a best-fit 3PL include cost reductions (both current and future), improved customer satisfaction, global expertise, risk reductions and reduced startup capital investment.
The third party logistics industry is a complex one to navigate. This makes identifying a best-fit 3PL for your operation a complex task. Developing and executing a detailed RFP can be helpful in identifying top functions to consider and eliminate prospects that cannot meet your needs. Top industry experts recommend including technology capabilities, company culture, infrastructure, ease of relationship, KPI metrics and other intangible items in your custom RFP. This RFP process will help your operation to identify which 3PL fits the size and capability requirements of your operation, as one size does not fit all. Learn more about selecting a best-fit 3PL by contacting Datex experts at www.datexcorp.com , marketing@datexcorp.com or calling 800.933.2839 ext 243.
Opening: Imagining the Supply Chain of 2030. Where Are We Now? What Is Possible?Lora Cecere
Presentation given at the 2016 Supply Chain Insights Global Summit - 7-9 SEP 2016 at The Phoenician in Scottsdale, AZ
Opening: Imagining the Supply Chain of 2030. Where Are We Now? What Is Possible?
• Lora Cecere – Founder, Supply Chain Insights
In this presentation, the founder of Supply Chain Insights shares an overview of the Supply Chains to Admire Methodology for 2016 and makes five predictions for Supply Chain 2030. This is the keynote for the kick-off of the Supply Chain Insights Global Summit.
To see the video go to http://supplychaininsightsglobalsummit.com/2016-summit-presentations/
Featured in GO Magazine Vol. 12 No. 1: how Whirlpool Corporation drew on a reality TV show to innovate on-boarding, why leadership transitions are so hard, how Wipro is using assessment to link its talent to its business, Vopak’s approach to multinational leadership development, and advice for taking your talent initiative global.
Check out stories on VF’s “brand” new approach to global talent, a sampling of illuminating findings from the Global Leadership Forecast 2014ǀ2015, and the need for retirement management. The issue also includes articles on embracing the people side of lean in manufacturing, highlights from a survey showing how HR is perceived by business leaders, a cup of coffee with Fast Company’s Robert Safian.
Read how AFROSAI-E and The Swedish National Audit Office are employing a development and mentoring to help Supreme Audit Institution executives transform their leadership capacity into capability.
For the web version visit:
http://www.ddiworld.com/go/archive/go-magazine-2016-issue-1
The decision to nominate individuals as “top talent” or “high potential” is no easy task. Unfortunately, these important decisions are often undermined by a lack of due diligence, vague criteria, and questionable accuracy. Use our complimentary guidebook to learn how to avoid the most common issues and challenges involved in the high-potential evaluation and nomination processes.
You’ll learn about the 5 best practices for making the right talent investments in your organization, and as a bonus, get key takeaways to help you start identifying your future leaders.
When it comes to leadership development, coaching is an essential component of any blended learning strategy. But the approach seems to be stagnant—not evolving with the nature of how people work.
How can you keep up and make sure coaching within your organization improves over time? Read our guidebook, Coaching: Optimizing for Today’s World of Work, for tips on how to strengthen coaching in your organization.
We've curated data from various sources on the state of frontline leaders. Find out who they are today and what will be required of them in the future, their strengths and gaps, and how they impact your organization.
A leadership pipeline approachis not a single program or tool.
It’s a process that provides both the right quantity and quality of leaders—in time—to step up and meet pressing business challenges.
Here are questions you should ask, tips to consider and proven practices to help get you started.
Many organizations employ a “grow your own” strategy and others seek to “grab” leaders from elsewhere rather than grow their own talent pools. But which works best? We asked a few questions to gauge the impact of various staffing approaches—find out what we learned.
Almost all companies have some sort of leadership competency model and spend handsomely to maintain it. We wanted to know, is there a payoff? We explored the effect on engagement and organizational outcomes of having clear information on competencies, skills, and behaviors needed to succeed as a leader. No surprise, there is a payoff, but only if the necessary level of behavioral detail is built into the model. Find out why this is so important.
Collecting data plays a critical role in a robust and efficient senior leader selection process. Data alone will not transform your senior leader selection process. The key is to turn data in to INSIGHT. Explore our third-in-the-series guidebook and learn three ways that data can be used to drive insight; leading to better senior leader hiring decisions.
In the current VUCA environment, if organisations are to outdo their competition and grow market share, they need the right senior talent in the right roles. Why is it then that so many organisations don’t apply the necessary discipline and rigour when making senior level appointments?
Learn what can be done to minimise the risks within the recruitment process and maximise the chance of getting the right senior leaders on board.
Read trends in the current state of recruitment and selection and learn three best practices for re-focusing your senior leader selection process.
Interviews are the most commonly used tool in the majority of hiring and promotion decisions. Therefore, if talent matters to your organization ensure your interviewing system is a critical part to your business processes.
Download DDI’s How-To-Guide to help you change your interviewing system into a strategic advantage.
Assessment and development are better together. But it’s not an easy task, especially when the two functions are disconnected. The combination of assessment and development isn’t about bolting the two functions together, but rather making sure that both are tightly aligned with your organizations business drivers and talent strategy, AND with each other. This “How To” guide will help you build a strategic, integrated assessment and development architecture.
What’s Inside?
• DDI’s integrated assessment and development framework
• Four recommendations for obtaining strategic alignment and governance
• Guidance and tips to consider when forming assessment, individual development, and cadre-based development strategies
When assessment and development are disconnected, liabilities and missed opportunities can result. Make sure your organization avoids the risks.
What’s Inside?
• How 1 + 1 = 3
• Why assessment and development must be aligned with your business
• Three vulnerabilities that occur when assessment and development are disconnected
Talent Management on a global scale is much more than simply a local program on a larger scale. Every organisation with global aspirations needs a global talent management strategy.
Use these 6 critical success factors to ensure your program delivers results.
We’ve compiled data from our thought leaders to compare methodologies and solutions against those practices used by “Best-in-Class” companies.
Download this guidebook to learn how DDI assessment systems stack up with respect to best practices and tools/technologies.
Leadership readiness initiatives aren’t working, so its time to RETHINK what we’ve been doing and focus on the practice of leadership acceleration.
Use these six acceleration imperatives that drive succession success to move your leaders in the direction to being ready now.
In just 6 charts, you'll see how your talent management aligns to other organizations across the financial industry.
After viewing these slides you'll know how your industry peers are approaching talent using strategies which yield big, bottom-line payoffs.
Transitions at work are challenging, complex, and confusing! Here's what over 600 leaders transitioning into first time, middle manager, and executive roles had to say about their ordeals.
Your CEO and senior stakeholders are stretched, and they probably underestimate the time, commitment, and personal involvement required for talent initiatives. But their buy-in is critical—especially paired with your expertise.
Discover the 5 points you can share with your CEO about Talent Management—from the connecting talent strategy to business, to using more objective data and less gut instinct. Plus, you’ll find key questions to shift your CEO’s thinking about how and where you need to focus your talent initiatives.
The decision to nominate individuals as “top talent” or “high potential” is no easy task. Unfortunately, these important decisions are often undermined by a lack of due diligence, vague criteria, and questionable accuracy. Use our complimentary guidebook to learn how to avoid the most common issues and challenges involved in the high-potential evaluation and nomination processes.
You’ll learn about the 5 best practices for making the right talent investments in your organization, and as a bonus, get key takeaways to help you start identifying your future leaders.
As a progressive leader in talent management, you have undoubtedly noticed that there has been continuous volatility and change in your world.
To survive in this new normal, organizations must do things differently when it comes to their people. Our guidebook offers a path forward, an opportunity to move beyond best practices and create a business-changing talent strategy.
More from DDI | Development Dimensions International (20)
The key differences between the MDR and IVDR in the EUAllensmith572606
In the European Union (EU), two significant regulations have been introduced to enhance the safety and effectiveness of medical devices – the In Vitro Diagnostic Regulation (IVDR) and the Medical Device Regulation (MDR).
https://mavenprofserv.com/comparison-and-highlighting-of-the-key-differences-between-the-mdr-and-ivdr-in-the-eu/
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
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.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
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.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.