The employment of americans with disabilities survey 2010Dominique Gross
Survey Methodology
411 senior managers from a national cross-section of corporations with 50 or more employees
209 human resource managers
202 senior executives
142 small companies (50 to 999 employees)
136 medium companies (1,000 to 9,999 employees)
133 large companies (10,000 or more employees)
Interviews were conducted be telephone and online between March 29 and April 23, 2010
IT Optimization: Navigation Fiscal AusterityOmar Toor
The Federal Government faces a situation similar to that of the private sector in the early 2000s. Many corporations experienced rapid growth in the late 1990s. Companies spent tens of millions of dollars on ERP, CRM, and other enterprise IT systems. As the below graphic illustrates, large enterprise systems grew corporate expense budgets at an unprecedented rate in the form of support, maintenance, enhancement, operations, and amortization. The late 1990’s technology and dot com busts, multiple downturns, and a recession caused industry to change their spending habits and drive cost out of their baseline. Some succeeded, many failed, and a few went bankrupt.
The question is whether Federal COOs, CFOs, and CIOs will wait for OMB to levy cuts on them or whether Federal executives will act to address the systemic drivers of IT expense so they are ready to respond to the inevitable round of forthcoming budget cuts. In the words of George Bernard Shaw, “The possibilities are numerous once we decide to act and not react.” Acting now could protect agency missions and even redirect additional funds to critical needs. If CFOs and CIOs wait for the inevitable budget mandate, it will be too late to identify waste - and the only thing left to cut will be investment dollars.
www.pwc.com/publicsector
HR and workforce planning for the recovery guest960da8
HR managers are currently seeking solutions to the problems of the GFC. Argues that HR managers should learn from the mistakes of the 1990s and prepare for the recovery.
The employment of americans with disabilities survey 2010Dominique Gross
Survey Methodology
411 senior managers from a national cross-section of corporations with 50 or more employees
209 human resource managers
202 senior executives
142 small companies (50 to 999 employees)
136 medium companies (1,000 to 9,999 employees)
133 large companies (10,000 or more employees)
Interviews were conducted be telephone and online between March 29 and April 23, 2010
IT Optimization: Navigation Fiscal AusterityOmar Toor
The Federal Government faces a situation similar to that of the private sector in the early 2000s. Many corporations experienced rapid growth in the late 1990s. Companies spent tens of millions of dollars on ERP, CRM, and other enterprise IT systems. As the below graphic illustrates, large enterprise systems grew corporate expense budgets at an unprecedented rate in the form of support, maintenance, enhancement, operations, and amortization. The late 1990’s technology and dot com busts, multiple downturns, and a recession caused industry to change their spending habits and drive cost out of their baseline. Some succeeded, many failed, and a few went bankrupt.
The question is whether Federal COOs, CFOs, and CIOs will wait for OMB to levy cuts on them or whether Federal executives will act to address the systemic drivers of IT expense so they are ready to respond to the inevitable round of forthcoming budget cuts. In the words of George Bernard Shaw, “The possibilities are numerous once we decide to act and not react.” Acting now could protect agency missions and even redirect additional funds to critical needs. If CFOs and CIOs wait for the inevitable budget mandate, it will be too late to identify waste - and the only thing left to cut will be investment dollars.
www.pwc.com/publicsector
HR and workforce planning for the recovery guest960da8
HR managers are currently seeking solutions to the problems of the GFC. Argues that HR managers should learn from the mistakes of the 1990s and prepare for the recovery.
Passing the Torch: 5 Steps for Turning the Baby Boomer Brain Drain into a Bra...Kip Michael Kelly
As aging baby boomers reach retirement age over the next two decades, many organizations face a potential mass exodus of their senior leaders. While the economic downturn may have delayed retirement for many baby boomers, these valued employees will retire eventually, taking with them a lifetime of knowledge and skills that are difficult, if not impossible, to replace. This paper discusses the five steps you should take now to avoid the baby boomer brain drain and create a brain trust.
Contra Costa County is an organization that I have worked for in the past. Within this PowerPoint presentation I will educate the senior leadership about the benefits of the Staffing Organizations Model. Upon completion of the presentation I highly recommend that the organization utilize the Staffing Organizations Model for the betterment of the infrastructure.
HRIS Implementation and Change ManagementThu Nandi Nwe
Sharing one of the HRIS lectures designed by our Unit Coordinator and Lecturer: Dr Shah Miah from what we have learned through our Master Program. Greatly appreciated of our teachers guidance and support.
"Hopefully, the readers can use this resource for educational purposes and in a good way"
Tax saving reimbursements, the way India Inc perceives it.
Services:
Tax Saving Reimbursements
Fuel reimbursement
Rewards & Recognition
Petrol allowance
Contact for More Details...!! +91 8066905995
Mail: support@zeta.in
Website: www.zeta.in
Impact on Employee Outreach and People Processes | EY IndiaEYIndia1
GoDigit has taken a number of
initiatives to make sure that pace of
work in the organization continues
smoothly. They address knowledge
gaps of employees through product
trainings which employees can access
from home.
Visit-file:///C:/Users/SCH/Downloads/work-from-home-in-the-insurance-industry-adapting-to-the-new-normal.pdf
https://www.ey.com/en_in
Trade Adjustment Assistance for Workers Reversion Primer 2013Timothy Theberge
The 2011 amendments to the Trade Adjustment Assistance for Workers program expire on December 31, 2013. If there is no action taken by Congress, the program will revert to a modified version of the 2002 program. This presentation represents a summary of what that reverted program will look like. Congress may pass legislation prior to December 31, 2013, or may even pass legislation after that date with retroactive provisions (as they did in 2011). ETA will issue official guidance to the system based on either an expectation of reversion or Congressional action. This presentation is intended to provide an informal summary to the system and stakeholders. Questions should be directed to the appropriate Regional Office.
Passing the Torch: 5 Steps for Turning the Baby Boomer Brain Drain into a Bra...Kip Michael Kelly
As aging baby boomers reach retirement age over the next two decades, many organizations face a potential mass exodus of their senior leaders. While the economic downturn may have delayed retirement for many baby boomers, these valued employees will retire eventually, taking with them a lifetime of knowledge and skills that are difficult, if not impossible, to replace. This paper discusses the five steps you should take now to avoid the baby boomer brain drain and create a brain trust.
Contra Costa County is an organization that I have worked for in the past. Within this PowerPoint presentation I will educate the senior leadership about the benefits of the Staffing Organizations Model. Upon completion of the presentation I highly recommend that the organization utilize the Staffing Organizations Model for the betterment of the infrastructure.
HRIS Implementation and Change ManagementThu Nandi Nwe
Sharing one of the HRIS lectures designed by our Unit Coordinator and Lecturer: Dr Shah Miah from what we have learned through our Master Program. Greatly appreciated of our teachers guidance and support.
"Hopefully, the readers can use this resource for educational purposes and in a good way"
Tax saving reimbursements, the way India Inc perceives it.
Services:
Tax Saving Reimbursements
Fuel reimbursement
Rewards & Recognition
Petrol allowance
Contact for More Details...!! +91 8066905995
Mail: support@zeta.in
Website: www.zeta.in
Impact on Employee Outreach and People Processes | EY IndiaEYIndia1
GoDigit has taken a number of
initiatives to make sure that pace of
work in the organization continues
smoothly. They address knowledge
gaps of employees through product
trainings which employees can access
from home.
Visit-file:///C:/Users/SCH/Downloads/work-from-home-in-the-insurance-industry-adapting-to-the-new-normal.pdf
https://www.ey.com/en_in
Trade Adjustment Assistance for Workers Reversion Primer 2013Timothy Theberge
The 2011 amendments to the Trade Adjustment Assistance for Workers program expire on December 31, 2013. If there is no action taken by Congress, the program will revert to a modified version of the 2002 program. This presentation represents a summary of what that reverted program will look like. Congress may pass legislation prior to December 31, 2013, or may even pass legislation after that date with retroactive provisions (as they did in 2011). ETA will issue official guidance to the system based on either an expectation of reversion or Congressional action. This presentation is intended to provide an informal summary to the system and stakeholders. Questions should be directed to the appropriate Regional Office.
Opening session of the ETA Region 1 State Administrators' meeting in July 2012. This presentation focuses on Rapid Response under the Workforce Investment Act.
Global Concept, Local Practices: State of the Research on OCW in Chineseguest1cc285
IMPORTANT: The audio to this presentation is available at http://reganmian.net/files/Chinese%20OCW%20talk%20Houston.mp3. I'm having some problems turning it into a slidecast, but I will try again.
Presentation given at OCWC/Connexions conference at Rice University, February 2009.
Abstract:
Since the MIT OCW program was started in 2002, the OCW movement and idea have spread to many different countries and linguistic contexts. Wonderful innovation, production and research is happening in different countries, and often published in different languages. For the OCW and OER movements to progress, it is imperative that we be able to learn from each other, and bridge these linguistic barriers.
China has been one of the most aggressive adopters of the OCW idea. Not only is China Open Resources for Education (CORE) coordinating efforts to translate MIT OCW into Chinese, but the Chinese Ministry of Education has since 2003 been operating a national OCW program called China Quality OpenCourseWare (精品课程). Chinese universities submit proposals, and can receive between $7,300 and $14,600 per course that is made freely available online. By 2007, there were already over 1,100 courses available online, many of these with extensive resources, and video recordings.
In addition to this large-scale production OCW, the Chinese scholarly community has also been prolific in researching and publishing about the program. The China Academic Journals database, which provides the full text of over 7,000 Chinese scholarly articles, lists 2,137 articles with the term 精品课程 (China Quality OCW), of which 421 were published in 2008. In numbers, this is roughly equivalent to all the scholarly publication that mention OCW in English and other Latin languages in total - however, the story becomes even more impressive when initial sampling shows that most of the Chinese articles listed mention OCW in their title, and have OCW as their main topic, whereas many of the English language publications are writing about broader issues, and only refer to OCW in passing.
I am currently conducting a research project on this wealth of literature. Initially I will try to provide a broad grouping of the Chinese articles on OCW, provide statistics on number of articles in each group (for example: articles that describe the process of producing individual OCW courses, articles that present surveys on student usage, etc), and in what kind of journals these articles appear. My ultimate objective is not only to gain a good understanding of the state of research around the Chinese Quality OCW program, but also identify specific journal articles that provide theoretical models, methodological approaches or accounts of experiences that are very relevant and useful to the North-American research on OER and OCW.
In my presentation, I will give a brief overview of the history and current state of China Quality OpenCourseWare, how it is funded, produced, and used, and also how it interacts with the Chinese translations of for example MIT OCW. I will give an overview over the “state of research”, both in terms of poignant research questions, methodologies and also relevant findings, from the Chinese context. I will also argue for a more integrated research roadmap for OCWs in North America, that actively engages with researchers and the literature from around the world.
THIS IS THE FEEDBACK I RECEEIVED. Only one patient responded to my.docxkbrenda
THIS IS THE FEEDBACK I RECEEIVED. Only one patient responded to my post. Hope this helps
Ryan,
Inadequate levels of nursing professionals were first discussed more than 80 years ago (Whelan, n.d.). Recently, scholars have opined many reasons for the shortage of nurses. Factors such as work stress, burnout, violence against healthcare professionals, a lack of qualified nursing instructors, and nurses unable to adapt to changing technology or clinical environments have been addressed (Haddad & Toney-Butler, 2019). As many nurses may attest, doing more with less can lead to mistakes and dissatisfaction with a nursing career. Ultimately, patient care suffers.
Organizations employ various tactics to help strengthen nurse retention. Halter et al. (2017) suggest strong nursing leadership and assigning preceptors to new nurses can help minimize nursing resignation rates. At the writer’s employment, hospital administrators use several ways to retain nurses. Each quarter, a nurse is recognized for outstanding achievement by receiving a certificate, gift card, and editorial mention on the hospital’s intranet. Moreover, the hospital caters lunch for all employees, dayside and nighttime staff, twice a year for meeting quality targets. Also, the hospital uses various national celebration days such as ice cream, donuts, coffee, bagels, and candy to reward all employees. Creating a level of goodwill and institutional collaboration can help retain nurses and improve job satisfaction (Kurnat-Thoma et al., 2017).
Reference
Haddad, L.M., & Toney-Butler, T.J. (2019). Nursing shortage. StatPearls Publishing.
Halter, M., Pelone, F., Boiko, O., Beighton, C., Harris, R., Gale, J., Gourlay, S., & Drennan, V. (2017). Interventions to reduce adult nursing turnover: A systematic review of systematic reviews. The Open Nursing Journal, 11, 108-123. https://doi.org/10.2174/1874434601711010108
Kurnat-Thoma, E., Ganger, M., Peterson, K., & Channell, L. (2017). Reducing annual hospital and registered nurse staff turnover: A 10-element onboarding program intervention. SAGE Open Nursing, 3. https://doi.org/10.1177/2377960817697712
Whelan, J.C. (n.d.). Where did all the nurses go? Retrieved from https://www.nursing.upenn.edu/nhhc/workforce-issues/where-did-all-the-nurses-go/
Technology Innovation Project
(Provide an abstract, introduction, table of contents and conclusion in this one document.)
1. Title
Technology Innovation Project
2. Introduction
Background of the Corporation
Largo Corporation is a major multinational conglomerate corporation which specializes in a wide array of products and services. These products and services include healthcare, finance, retail, government services, and many more. The annual revenue is about $750 million and it has about 1,000 employees. The parent company is located in Largo, Maryland and its subsidiaries are headquartered throughout the United States.
The mission of the corporation is to bring the best products and services to .
Business Intelligence and Its Use for Human Resource Managementf.docxhumphrieskalyn
Business Intelligence and Its Use for Human Resource Management
falseKapoor, Bhushan. The Journal of Human Resource and Adult Learning6.2 (Dec 2010): 21-30.
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Business intelligence plays a crucial role to achieve competitive edge over competitors in the challenging economy we are in. Businesses using a business intelligence methodology are able to develop intelligence based information systems to gain useful business insight and make faster and more reliable business decisions. While many organizations are starting to use business intelligence in many areas of their businesses and make substantial gains, they have not taken advantage of this in Human Resource Management area. In this paper we examine leading BI vendors to look into the business intelligence and data analytics features incorporated in their Human Resource Management modules. [PUBLICATION ABSTRACT]
Business intelligence plays a crucial role to achieve competitive edge over competitors in the challenging economy we are in. Businesses using a business intelligence methodology are able to develop intelligence based information systems to gain useful business insight and make faster and more reliable business decisions. While many organizations are starting to use business intelligence in many areas of their businesses and make substantial gains, they have not taken advantage of this in Human Resource Management area. In this paper we examine leading BI vendors to look into the business intelligence and data analytics features incorporated in their Human Resource Management modules. [PUBLICATION ABSTRACT]
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Running Head GROUP DB FORUM 3 PART 21GROUP DB FORUM 3 PART .docxwlynn1
Running Head: GROUP DB FORUM 3: PART 21
GROUP DB FORUM 3: PART 23
Group 3, Discussion Board Forum 3, Part 2
Zak Ayala
Patricia Day
Melissa Hardie
Cindy O’Donnell
Liberty University
Chapter 7: Mass customization of products has become a common approach in manufacturing organizations. Explain how mass customization can be applied to service firms as well.
Whereas mass customization is a feasible alternative in manufacturing on digital factories and engaging lean manufacturing strategies, service organizations engage a more productive setting to ensure the profitability of mass customization. Ostensibly, mass customization entails the utilization of mass-production technologies to swiftly and cost-effectively amass products that are designed exclusively to satisfy the demands of the client (Daft, 2016). The major challenge associated with mass customization service is information translation concerning consumer preferences. Achieved through marketing research, a comprehensible format that involves service modularization and training of customer-contact personnel can be utilized in the decision-making process (Delbert & Dabholkar, 2009).
In the service platform, mass customization is a continuous configuration procedure with direct customer involvement. This element, combined with professional guidance by service professionals, can enhance the comprehension of the client. Eliminating confusion, the customer needs are met by service personnel providing concise and clear alternatives, such as configuration alternatives that strike the seamless balance between complexity and flexibility. Furthermore, ongoing interaction between the customer and vanguard contact personnel which is consequential in mass customization. ****NEEDS A CITATION****
Chapter 7: Does teaching management from a textbook assume that the manager's job is analyzable and, therefore, that formal training rather than experience is most important?
Craft technologies are described primarily as a steady activities stream. However, the conversion procedure is not well understood and analyzable. Consequentially, these intangible elements require extensive experience and training due to employees’ responses on based on intuition, experience, and wisdom. (Despite management having several) Although some managerial skills can be acquired on the job, a certain skillset must be taught in an academic setting. Essentially, these acquired skills are regarded as non-routine skills. Therefore, strategic planning, basic research, and other methods of engagement involving unexpected problems and new projects (Daft, 2016) can be used. For example, the expectation is executives should possess an understanding of project management and accounting before working in management. For this reason, it is for appropriate to teach management courses in business schools, reaffirming the need for experience and formal training.
Chapter 8: Do you believe that technology will eventually enable h.
Managing It Innovation: Recessionary and Post-Recessionary Service and Staffi...IJMIT JOURNAL
Information Technology (IT) service and staffing models were increasingly reduced in the wake of
recession, which often limits focus for long-term innovation, as the remaining services and staff are focused
on producing short-term requirements. Despite these cutbacks, organizations must continue to innovate and
provide contributions to the set of stakeholders. In addition as the post-recessionary timeframe begins,
organizations that continued to innovate throughout the recession, must retain human capital and take
advantage of their prior investments. Organizations that focus on innovation during recessionary
timeframes, are more likely to emerge in a superior competitive position during post-recessionary
timeframes. This paper explores identified industry best practices for IT service and staffing models that
can be utilized to ensure adequate resources are dedicated to achieving innovation, and management
implications for post-recessionary methods. In addition, a review of the capacities and capabilities which
fall under the new IT service and staffing models are developed in the form of an innovation matrix. This
approach reduces IT requirements to focus on key strategic service areas, with considerations for reduced
staffing needs during periods of economic downturn, and staffing retention during the following economic
upturn.
Worried that you have too few applications? Convinced your run rate is as efficient as it could be? Congratulations: you are almost certainly unique.
According to Forrester Research1, "for IT operating budgets, enterprises spend two-thirds or more on ongoing operations and maintenance."
In order to deliver significant benefits, technology leaders need to do more than ‘tinker at the edges’ of the application portfolio.
In our direct experience there are significant benefits to be had from a strategic approach to application rationalisation: typically a 30% reduction in applications and 40% savings on annual costs (potentially tens of £ millions a year) are achievable through a considered analysis of your application portfolio.
Getting Real: Transforming the Workplace at SCAN HealthJames Ware, PhD
This presentation was delivered at the IFMA Industries Forum in Vancouver, BC, on April 2, 2009. It was presented by Charlie Grantham, Jim Ware of the Work Design Collaborative, and Diane Coles of SCAN Health.
Assignment:
Course Project: Analyze Resource Implications
Note: Please review the Course Project Overview (found under Week 1) before beginning this assignment.
When planning for change in student support programs, you must consider myriad financial and human resources implications. For this part of your Course Project, you will determine which resources will be required to make your program a reality. Consider the current financial and political environment at your institution when analyzing the necessary resources.
***Assignment****
How will you use data to guide your decisions in allocating financial and human resources? Prepare a 2- to 3-page paper, to be submitted outlining the following:
· The financial resources required for the new program
· The human resources required to start and sustain the new program
· A description of the roles and responsibilities of the relevant staff
· A rationale to support your decisions
Note: It is not necessary to specify dollar amounts for budgetary items or specific position titles. Simply describe the types of resources (financial and human) needed to support your program.
Assignment length: 2–3 pages
SWOT Analysis
Running head: SWOT ANALYSIS
1
SWOT ANALYSIS
2
SWOT Analysis
In the BlueShield Company procedures followed were mainly granted and modeled by the training programs offered by the company as well as our education system. This allows for the company to therefore, be a better organization. However, the models we learned are not applicable in reality. We, therefore, have to plan in order to be well prepared (Leiber et al., 2018).
Planning mainly constitutes analyzing our organization. In this, the planning will have to consider the last place of our organization and its future. The organization has to be inspected to find out its strengths, weaknesses, possible threats, as well as the available opportunities in order for it to be successful (Menga et al., 2015).
Objectives
The main objective of this SWOT analysis is to state the main ambition of BlueShield company and inspect the weaknesses, possible opportunities as well as threats that would deter the company from achieving its set goal. The analysis would also outline the present state of the company and its future.
Strengths
Weaknesses
· The professional staff is engaged in the company.
· There is a huge number of employees in the company.
· Unskilled labor force to supplement the number of employees.
· Employees focus more on the output, they therefore, make errors which lead to clients’ dissatisfaction. This action will cost the company and can cost them dearly.
· Customers who visit the company per year are almost close to 120 million which is a good number.
· Collaborations with other companies have always been strong.
· The process of supplying facilities by the company is realized by courier vehicles.
· Outreach programs in society are strengthened in the company’s welfare activities.
· The company has many depar.
Similar to You Can Do That With Rapid Response Funds? (20)
Slide presentation outlining the benefits and services offered under the Trade Adjustment Assistance program as amended by the Trade Adjustment Assistance Reauthorization Act of 2015.
Trade Adjustment Assistance Reauhorization Act of 2015Timothy Theberge
A look at the Trade Adjustment Assistance for Workers program as impacted by the TAARA 2015. Also covers program benefits under the previous versions of the act.
Trade 101 - A Summary of the Trade Adjustment Assistance for Workers ProgramTimothy Theberge
This presentation provides an overview of the Trade Adjustment Assistance for Workers program of the U.S. Department of Labor. This material covers the 2002, 2009 and 2011 versions of the program including: TAA, TRA, A/RTAA, HCTC, program reporting and financial management.
Just in time for another round on reauthorization, here is a bootcamp rundown on state and local governance under WIA with a focus on state and local boards.
Presentation by Massachusetts on their set-aside program under Rapid Response. This allows Massachusetts to bridge the gap between the point of the layoff event and receipt of a National Emergency Grant from ETA.
What to expect when you're expecting... The Feds (from ETA)Timothy Theberge
A presentation prepared by the Boston Regional Office for NYATEP's Spring 2012 Conference. The presentation is designed to give Federal grantees and sub-recipients valuable insights into the Federal perspective of oversight and monitoring requirements with ETA grants.
2012 Rapid Response Vision and Innovation (NYATEP)Timothy Theberge
Workshop provided by the Boston Regional Office of ETA at NYATEP's Spring Conference. The workshop provides the audience ETA's vision for Rapid Response services in the workforce development system. The presentation also includes examples of innovative activities and services that can be funded through Rapid Response.
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
The Impact of Artificial Intelligence on Modern Society.pdf
You Can Do That With Rapid Response Funds?
1. You can do that with Rapid Response funding? U.S. Department of Labor Employment and Training Administration Presenters: Jeff Ryan Tim Theberge 2010 National Reemployment Summit December 14 & 15 - Arlington, VA
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4. The Shrinking Envelope of Innovation The outer most line (red) represents Federal legislation. The next line (blue) represents Federal regulations. The third (green) represents state rules. The last line (orange) represents local rules. The distance between orange and red represents lost opportunities for innovation. Our mission is to get locals and states to maximize the flexibility allowed by law.
5.
6. Transformation Model & WIA Regional / sectoral asset mapping [ WIA Sec. 117 (d)(7) and (8). WIA Sec. 118 ] Workforce Investment Boards [ WIA Sec. 117 ] Community Transition Teams (Maine) Analysis of skill sets of at-risk workers compared to skill sets in demand. [ WIA Sec. 117 (d)(6), WIA Sec. 118 ] Define pathways for at-risk workers to transition into demand occupations. [ WIA Sec. 118 ] Engage partners to develop a shared vision. [ WIA Sec. 118 ] Partner, partner, partner. [ WIA Sec. 117, 118, 121 ]
21. Workshare Works! For more, see Session #90: December 15, 11am. Texas Rhode Island New York California Arizona Arkansas 2010 through September 11,586 27,245 12,783 2,083 8,387 3,641 17,227 45,658 9,304 43,305 96,914 33,664 3,457 9,419 3,993 1,173 0 0 2010 2009 2008
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25. If the worst economic condition since the Great Depression isn’t enough motivation, what’s it going to take? Performance
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34. 10 Quality Principles +1 7 Consistent and Accurate Information Information specific to the worksite and community and includes non-job-specific referrals to services and agencies 8 Convenience Meeting the schedules and location(s) that meets worker and business needs; connecting to One-Stops 9 Customer Choice Customizing services to meet local or event-specific requirements enhances the success of helping people transition back to employment
All six of these steps are, in some form, Allowable under the Workforce Investment Act, especially if done in order to better prepare the workforce system for future dislocation events. This model is part of the WIRED framework. WIRED is not a grant, it is a model of how the workforce system should operate. Transition management is key to the ultimate success of a regional economy.
Talk about the Paper Industry in Maine as an example or the Textile industries. Show example of Maine’s enhanced LMI that was done for BIW and explain how RR could do that for threatened industries prior to layoff.
Polaroid workers transitioning to biotech as example.
I want to ask for some audience input here. When you think layoff aversion, what do comes to mind? What does layoff aversion mean to you? A lot of people think that layoff aversion simply means preventing a layoff from happening, but in reality, there is so much more to it. There are two sides to layoff aversion. One is actually saving the company. This could be done by minimizing the number of employees that need to be laid off, work-share, company furloughs, employee-buyouts or finding a buyer, linking with economic development, or incumbent worker training programs based on the company. Then there’s the proactive side to layoff aversion, which is that you may not actually be able to save the company, but you can lessen the impact that a layoff event or closure has. This can be by lessening the number of people who file for unemployment insurance, company match, which is linking laid off employees with companies that need trained workers, linking On-the-job Training programs with growing companies, or broader incumbent worker programs. So layoff aversion is really a lot more expansive than simply stopping a layoff from happening.
18 states have workshare programs as of 2006 This is the ideal time to conduct the skill set analysis of workers in an attempt to map them against growth industries. Also time to contact the TAA for Firms program, MEPs and others. Should at this point also look at incumbent worker training to improve the competitiveness of the workers.