Top 2016 Challenges for State and Local Government

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A survey of state and local government employees to identify the top challenges facing their organizations. Launched in conjunction with Route Fifty and the Government Business Council.

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This document provides best practices for relocating employees to China. It discusses the top challenges of relocating to China such as high costs of living, housing issues, and cultural differences. Specifically, it outlines three key aspects of Chinese culture - hierarchy, saving face, and importance of relationships. It emphasizes learning Mandarin for daily tasks and cultural norms. For housing, it recommends preview visits, considering school locations first, and understanding what is included in rental agreements. The document provides tips for success such as language training, developing relationships, respecting hierarchy, and managing gifts and favors appropriately.

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The Brave 100: The Battle for Supremacy in Small Business Lending

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Board of Directors: A Guide to Understanding Concepts of Corporate Governance

Stanford GSB Corporate Governance Research Initiative

This document provides information about the Corporate Governance Research Initiative at Stanford University's Graduate School of Business. It outlines core concepts around boards of directors and corporate governance. It lists research summaries, statistics, and surveys on topics like board structure, independent directors, diverse boards, and CEO performance evaluations. It also lists supplemental readings on issues like how boards should respond to CEO misconduct and what non-profit boards can learn from each other. The initiative is led by Professor David Larcker and explores corporate governance to advance understanding and bridge the gap between theory and practice.

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2015 state of social media

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Authentic Storytelling: Getting Out of Our Own Way

Youth Hold the Key: Building Your Workforce Today and in the Future

The Rockefeller Foundation

Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood. Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.

The Future of Business Citizenship: A Roadmap to Connecting Business Needs an...

International Communications Consultancy Organisation (ICCO)

The document discusses a survey of 8,000 millennials in 17 countries about their views on business citizenship. Some of the key findings from the survey include: 1. 73% of millennials have given up on government and expect businesses to help address social and environmental issues. 2. 83% expect businesses to help but not do it alone, with 69% believing businesses should work with others including non-profits. 3. Millennials are willing to reward good business citizens with their loyalty (71%) and recommendations (78%), seeing them as leaders, employers of choice, genuine, and trustworthy. 4. However, 79% feel businesses are not meeting their expectations for citizenship.

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1reneHatchett

The document discusses how analytical hiring tools can help companies hire the best talent with limited resources, as popularized by Michael Lewis's book Moneyball. It provides examples of how Asurea Insurance Services and Aspen Dental have used data-driven tools to more effectively screen candidates and improve hiring. The need for such tools is high, as many organizations struggle to hire the right talent despite the current unemployment rate. These tools aim to predict which candidates will become high performers once hired in order to give companies a competitive advantage.

20 Statistics About Millennials in the Workplace

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How Tech Clusters Form

Strategy&, a member of the PwC network

Silicon Valley is recognized globally as the birthplace of some of today’s most popular and iconic technologies. Many of its startups have a particular dynamic to thank for their success: the formation of clusters, or groups of companies and organizations that congregate in a region around a particular field. Brett Gilbert, an associate professor in Rutgers Business School’s department of management and global business (and @ProfGilbert on Twitter), studies the formation and influence of these clusters. When a prominent university or a powerhouse company draws other, smaller organizations to its region, a tech cluster forms, supporting entrepreneurs as they develop their own breakthroughs. This model has been observed for decades in the United States. Now, emerging markets such as South Africa are seeing nascent cluster formation. And the success of these nations in the global economy may depend, at least in part, on their ability to make clusters work. Gilbert, who has a Ph.D. in entrepreneurship from Indiana University and served a gubernatorial appointment as an advisory committee member for the Texas Emerging Technology Fund from 2008 to 2010, recently spoke with strategy+business about her research in the U.S. and abroad.

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Priming the Economic Engine: How Social Media is Driving Growth for Small and...

This document summarizes a study on how small and medium businesses use social media. It finds that most SMBs use social media for marketing purposes, but also for learning and insights. There is a correlation between increased social media spending and high growth among SMBs. SMBs are open to receiving financial information on social media, especially LinkedIn, and many take action after discovering financial products or companies on social platforms. The document recommends that financial service providers provide useful content to SMBs and engage with them throughout the purchasing process, especially on LinkedIn.

Beyond the Gig Economy

Jon Lieber

- The gig economy as currently defined will not last long term, as tasks like ridesharing and delivery are likely to be automated. However, skilled professionals using platforms like Thumbtack to find clients will persist and proliferate. - Technology is empowering skilled tradespeople by allowing them to connect directly with customers and run their businesses more efficiently without traditional employers. Skilled professionals are less reliant on college degrees and are building middle-class lifestyles through online skills marketplaces. - Policymakers should support independent workers through policies that provide safety nets and make it easier for skilled professionals to succeed without full-time employment.

Reaching the American Business Elite

In October 2013, IPSOS released the 2013 US Business Elite survey results, revealing insights on the region's most influential decision makers. According to this study: o LinkedIn reaches almost half of Business Elite in the US monthly – more than any other social, international news or business sites measured. o LinkedIn attracts the highest percentage (49%) of Purchase Decision Makers - those holding an average annual budget of $22m. o Frequent travel, luxurious lifestyle, and a high-influence-high-standard outlook defines the business elite audience using LinkedIn. Read the full report for more details on the U.S. Business Elite. See more stats on LinkedIn's C-Suite in this latest infographic: http://www.slideshare.net/LImarketingsolutions/the-american-business-elite-infographic

Beyond Personalisation: A UK perspective on contextual marketing

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Claymore Partners Memorial Day 2015 Executive Talent Survey Results

slandberg

- A survey of 312 executives found that 70% reported their employers are selectively or significantly increasing executive hiring in 2015, the highest level since 2009, with the strongest hiring planned in industries like consulting, consumer finance, health insurance, and banking. - The functional areas demonstrating the most growth in executive hiring are sales, compliance & risk management, and consulting/professional services. - Networking/referrals and LinkedIn were viewed as the best sources for executive jobs, while Facebook and job boards were seen as the worst sources. Retained recruiters and contingency recruiters together were viewed as the second best source after referrals.

Do Accelerators And Incubators Serve Themselves Better Than Startups?

Faisal Hoque

There are now more support resources for startups than ever. Trouble is, most oversell and under-deliver. There are literally thousands of startup accelerators, incubators, coworking spaces, innovation hubs, government-funded small business associations, university programs, and more. So far, many are delivering too great a share of the wins only to themselves, leaving a long road behind them littered with failed startups and sterling intentions. More at - http://shadoka.com/do-accelerators-and-incubators-serve-themselves-better-than-startups/.

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Beth Kanter

This document summarizes a webinar about adopting self-care practices to prevent burnout in nonprofit work. The webinar covered 10 practices: having a self-care bill of rights, building healthy habits, getting enough sleep, exercising, embracing mindfulness, managing energy, integrating tech wellness, stopping procrastination, setting limits, and creating a self-care plan. Attendees were encouraged to identify one new self-care habit to adopt in 2016 and share their self-care plans. The goal was for nonprofits to learn strategies to promote employee well-being and happiness.

JESS3 x Facebook Top 5 Elections on Facebook 2014

JESS3

1) The top 5 elections on Facebook in 2014 were the Brazilian general election, American midterm elections, Indian Lok Sabha elections, Indonesian presidential election, and Scottish independence referendum. These 5 elections generated over 1.3 billion interactions on Facebook. 2) The Brazilian general election saw 674.4 million interactions on Facebook, with 54% of active Brazilian Facebook users engaging. Dilma Rousseff was reelected as president. 3) The American midterm elections saw 272 million interactions on Facebook and helped Republicans gain control of the Senate. Facebook played a key role in voter targeting.

Public Opinion Landscape - Election 2016

GloverParkGroup

This document provides an overview and analysis of the 2016 US presidential election as of January 2016. It finds that most Americans view the country as headed in the wrong direction and are dissatisfied with the way things are going in Washington. For Republicans, national security has become the top issue over jobs and the economy. The Republican nomination race features 17 candidates narrowing to 12, with Trump and Cruz leading in early polling but many Republicans still undecided. The Democratic race shows Clinton leading Sanders nationally but the early states of Iowa and New Hampshire are close contests. The document outlines the upcoming primary calendar and debates schedule while analyzing voters' views of the campaigns.

Top Non Profits On Social Media Q4 2015

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Will the 9th U.N. secretary-general be a woman?

Devex

Prospects for DOD’s Budget Over the Next Decade

Congressional Budget Office

Presentation by Matthew Goldberg, Deputy Assistant Director for CBO’s National Security Division, at the Vision Strategic Planning Forum. The Department of Defense’s estimates of the costs of the 2016 Future Years Defense Program (FYDP) exceed limits set forth in the Budget Control Act of 2011 by a total of $107 billion (in 2016 dollars) from 2017 to 2020. CBO projects a steep increase in acquisition costs starting in 2021, suggesting that weapons development and procurement is being deferred until beyond the FYDP period.

Should Your Nonprofit use Snapchat?

John Haydon

This document summarizes a presentation on whether nonprofits should use Snapchat. It discusses what Snapchat is, its popularity among millennials, and some key factors nonprofits should consider, such as whether their target audiences use Snapchat, if they have the bandwidth to manage another social channel, and how they can add value without interrupting users. The presentation aims to help nonprofits determine if Snapchat is a good platform for their organization.

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10 Ridiculous Hacks to 5X Click-Through Rates

Internet Marketing Software - WordStream

Our world is full of endless distractions: videos, special offers, articles, the list goes on. So, how do you make sure your content reaches your audience and grabs their attention? During this webinar, content marketing expert Steve Rayson will share insights gained from analyzing a million headlines, across a range of publications, to discover what phrases amplify content and drive conversions. And if that's not enough, advertising fanatic Larry Kim will show you how to use this data to craft click-worthy ad copy to use across paid search and social to increase click-through rates and significantly decrease cost-per-click. Register now to hear this marketing dynamic duo crack the code on engagement. You'll learn: -What type of copy performs best on Facebook, Twitter, and Search -How to curate attention-grabbing, engaging content -What components make up a powerful headline

Frameworks for Distributional Analyses

Congressional Budget Office

Presentation by Kevin Perese, Principal Analyst in CBO’s Tax Analysis Division, at the annual meeting of the Allied Social Science Associations. CBO’s analyses of the distribution of household income and federal taxes rely on a broad measure of before-tax income to rank households and to serve as the denominator for the calculation of average tax rates across the income distribution. In this presentation, CBO examines the strengths and shortcomings of that distributional framework and of several alternative frameworks for analyzing the distributional effects of government transfers and federal taxes. Those alternative frameworks use market income (which excludes all government transfers and federal taxes), after-tax income (which includes government transfers and federal taxes), and gross income (which is a pretax income measure that excludes means-tested government transfers but includes transfers from social insurance programs).

5 Phases of Startup Growth

Morgan Brown

This document outlines 5 phases of startup growth: 1. Get Lean - Focus on problem/solution fit and building a minimum viable product through customer interviews and testing. 2. MVP - Learn what customers want through an MVP to prove demand while keeping costs low. 3. Head for PMF - Achieve product/market fit by reaching must-have scores and metrics like NPS above 40%. 4. Scale - Hire growth specialists to ramp up experimentation and identify high-impact opportunities while monitoring core metrics. 5. Maturity - Pursue horizontal and vertical expansion through new channels, specialization, and acquisitions to drive incremental wins.

Healthy and Frugal Holiday Eats

Experian_US

This document summarizes a Twitter discussion about healthy and frugal eating during the holidays. Participants shared tips like cooking at home to control calories and portion sizes, buying produce in season, shopping sales and using coupons. Favorite healthy dishes included grilled pork loin and roasted brussel sprouts. When eating out, strategies like splitting meals or taking half home were suggested to avoid overeating. Tracking calories with apps like MyFitnessPal was also discussed.

Fatal Truck Accidents in Decline Despite Recent Uptick in Crashes

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A 5-Step Guide to Social Media for the Entertainment Industry

Hootsuite

This 5-step guide provides strategies for building engaged audiences on social media for the entertainment industry. The steps are: 1) Choose social media channels based on objectives and audience; 2) Harness fan power through crowdfunding, crowd-sourcing ideas, and demonstrating demand; 3) Get people engaged by sharing your process, celebrating peers, and connecting fans; 4) Plan a launch campaign by assembling a social media team and prepping content and surprises; 5) Go live for the showtime with Insta-premieres, Snapchat stories, in-person fan interactions, and real-time social video. The goal is to build excitement through every stage of a project.

Civil Engineering – Oldest Yet A Highly Sought After Career Choice in India

Ankur Tandon

Civil engineering is among few oldest engineering domains which have helped world civilization shape up its future. As an engineering domain directly related to the infrastructural development of the country, civil engineering has helped the world develop its existing identity. Read more interesting content, at www.thecareermuse.co.in - We intend to inform and inspire recruiters, job seekers and anyone with an interest in the workplace and HR technology. Hope you enjoyed reading the Infographic. Feel free to share your feedback with us at @CareerBuilderIn

The Complete Starter Guide To Tumblr Marketing

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UX for connected cars

Plan

This document discusses user experience (UX) considerations for connected vehicles. It notes that while technology promises future value in areas like infotainment, driver assistance, and vehicle health, many consumers do not adopt new technologies. Effective UX design requires understanding human factors and avoiding information overload. Interactions should feel more natural and contextual rather than relying on more screens. The future of mobility is expected to include a mixed economy with growth in alternative modes like ride- and car-sharing alongside private ownership, though changes may happen gradually rather than through revolutionary technologies.

Node.js and The Internet of Things

Losant

A look at where the market of the Internet of Things is and how technologies like Node.js (JavaScript) and the Intel Edison are making it easier to create connected solutions. Learn more at https://losant.com. The major topics include: * What is the Internet of Things * Where is IoT Today * 4 Parts of IoT (Collect, Communicate, Analyze, Act) * Why JavaScript is Good for IoT * How Node.js is Making a Dent in the Internet of Things * What npm Modules are used for Hardware (Johnny-Five, Cylon.js, MRAA) * What is the Intel Edison * How to Best Work with the Edison * Tips for Edison (MRAA, Grove Kit, UPM) * Where the World of JavaScript and IoT is Going

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The Future of Talent Aquisition 2020.pdf

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The COVID-19 pandemic has encouraged many recruitment companies to adapt their talent acquisition processes to new realities. A survey was conducted to know what the talent acquisition function looks like now and what it will look like in the future. Go through this PDF and get an overview of the significant findings of the survey! For talent management solutions and services, visit - https://www.emptrust.com/

The Japan Talent Acquisition Report 2020 - Makana Partners

Yan Sen Lu

This document summarizes a report on talent acquisition in Japan. It finds that demand for talent acquisition leaders is extremely high, with many roles staying open for over 12 months. There is also a large skills gap, as most candidates only partially meet requirements. Compensation is correlated with meeting more criteria, with most candidates earning over 18 million yen meeting all criteria. Candidate motivation centers around industry, career growth, work-life balance, and compensation. The document provides recommendations for finding talent such as compromising on less important factors, developing internal talent, and using an external search partner.

digital-transformation-agenda-2016

Derk-Jan Brand

The document summarizes the findings of a survey about digital transformation priorities and objectives for businesses. The survey found that digital transformation is the top strategic priority for most companies and the pace of change is accelerating. Companies see digital disruption as an opportunity for competitive advantage. Improving the customer experience is the most common customer-focused objective for digital transformation initiatives in 2016. While companies are generally confident in meeting their 2016 objectives, the survey identified that increasing senior leadership sponsorship and oversight is the greatest change needed for many companies to succeed.

Recruitment Analytics

Burak AKALIN

This document summarizes a study on recruitment analytics. It found that while 71% of recruiting professionals see analytics as important, only 15% have dedicated tools. Hiring managers see analytics as the highest priority but only 7% have access to relevant data. Medium-sized companies are best equipped for analytics. Respondents are dissatisfied with current tools and budgets for analytics are increasing. Top metrics include source of hire, time to hire, and applicants per hire. Career sites and job boards are the top sources currently but referrals and social media are rising. The conclusion recommends treating recruitment data as a vital asset and inspecting advanced analytics tools.

RT__WPT_Guide_FinalDigitalSingle

Connor Wilson

IT talent is in high demand but short supply, making recruitment and retention a challenge. While most companies have not increased salaries to keep pace with the market, those that offer higher pay see benefits like reduced turnover rates and fewer open positions. One example showed a company that increased salaries by 10% experienced $800,000 in annual cost savings from lower turnover and vacancies compared to a company that did not raise pay.

Driving A Data-Centric Culture: The Leadership Challenge

Platfora

Embracing data as a corporate asset—and a source of competitive advantage—is not just a “good idea” that companies should consider. Such adoption will help determine the winners and losers across multiple markets and industries in the future. In the last couple of years, corporate focus has shifted: first, from investing in the right technology and tools; then to acquiring the right talent and skills; and now to building the right organizational culture that can realize the business value of powerful big-data analytic tools. Most organizations today are still focused on putting in place the right technology and talent, but others have evolved further and are working toward fostering a data-centric corporate culture.

The-Virtuous-Circle-of-Data

Roderick Morris

The document discusses how companies can build a data-driven culture by engaging employees. It argues that becoming data-driven happens in three stages - focusing first on technology, then talent, and most importantly transforming the corporate culture. Two key factors are needed for cultural transformation - strong leadership from the top to establish a vision, and bottom-up employee engagement through training, incentives and making data accessible and relevant to employees' daily work. Companies that are truly data-driven report better performance, innovation, collaboration, and employee satisfaction compared to those that are not.

Executive newswire 14

Lukáš Havlín

The document discusses the challenges that organizations face in attracting and retaining top talent in a dynamic business environment. It notes that the availability of skilled workers is declining globally while demand is increasing, leaving companies competing intensely for talent. The imperative for organizations is to take a strategic and customized approach to talent management focusing on components like high potential development, leadership, and performance management in order to achieve competitive advantage.

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Jimmie4

The document discusses a survey of the world's most admired companies (WMACs) and their views on globalization and talent management. It finds that WMACs see globalization as a more pressing issue than peer companies and are more proactive in addressing it through strategic workforce planning and leadership development. The top human capital priorities for WMACs are recruiting leaders with future skills and leadership succession planning to deal with talent shortages. Globalization is driving the need to balance domestic and global opportunities and manage talent across markets.

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Abhishek Sood

The document discusses the results of a survey about machine learning adoption among businesses. Some key findings include: - 60% of respondents have already implemented ML strategies, with nearly 1/3 considering themselves mature in their initiatives. - Early adopters are realizing benefits like increased data insights and return on investment. - Common ML projects include image recognition, text analysis, and natural language processing. - While most organizations plan to adopt ML, some lack understanding of how to apply it or secure funding. - Data scientists and C-suite executives are often the champions of ML initiatives within organizations.

Глобальные рекрутинговые тренды

Mike Pritula

This document summarizes the key findings of a 2015 global recruiting trends report. It finds that: 1) Hiring volumes and budgets are increasing for the first time in four years, putting pressure on recruiters to scale operations and do more with less. 2) Sourcing highly skilled talent and improving quality of hire are the top priorities for recruiters globally. Small companies prioritize these more than large companies. 3) Competition and compensation are the biggest obstacles to attracting top talent. Employer brand and retention are the top competitive threats globally.

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Arijit Deb

The document discusses key trends in global recruiting for 2015 based on a survey of over 4,000 talent acquisition leaders in 31 countries. Three top trends are identified: 1) Social professional networks continue rising as a top source of quality hires. 2) Talent brand promotion grows on social media and online networks. 3) Quality of hire is the most valuable metric for measuring recruiting team performance. Sourcing highly skilled talent and improving quality of hire are the top priorities for both small and large companies. Competition and compensation remain the biggest obstacles to attracting top talent.

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Neetu White

This document discusses key trends in global recruiting for 2015 based on a survey of over 4,000 talent acquisition leaders in 31 countries. The top trends are: 1) Social professional networks have risen significantly over the past 4 years to become a top source for quality hires. 2) While internet job boards still produce the highest quantity of hires, quality of hire is considered the most valuable metric for measuring recruiting team performance. 3) Both passive candidate recruiting and using social media/online networks to promote employer brand are growing trends, with over 60% of companies now focusing on passive talent and these channels becoming top ways to spread talent brand.

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1) Social professional networks are the top source for quality hires for staffing firms in Southeast Asia, as well as globally. 2) Brand is a high priority for staffing firms, and Southeast Asian firms prioritize building their brand more than global counterparts. However, more can still be done to measure brand health. 3) Passive candidate sourcing and social professional networks are expected to be long-lasting trends that will shape the future of staffing, according to Southeast Asian staffing leaders.

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The Digital Talent Gap

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Yet, companies are not investing sufficiently in developing digital skills. While most companies realize the importance of digital transformation and the digital skills gap, only 46% are investing in developing digital skills. Moreover, existing training efforts are often not well-aligned with digital strategies. There is high demand for skills in areas like mobile, analytics and social media, but companies continue to rely heavily on traditional methods for sourcing digital talent. HR functions are also not actively involved in skills development. To address the skills shortage, companies need to provide training, use innovative recruitment, partner with startups, and make targeted acquisitions. Programs like employee exchanges can help accelerate skills development.

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Paula Calvo Lopez

- Companies recognize the shortage of digital skills as a key hurdle to digital transformation, yet less than half are investing in developing these skills. Existing training efforts are not well aligned with digital strategies. - Traditional methods like training and recruitment are still relied on most for sourcing digital talent, as opposed to innovative methods like acquisitions. HR is also not actively involved in skills development for the most part. - The skills most in demand are mobile, analytics, and social media, but companies report shortages in possessing these skills themselves. There is a need for professionals with both business and technical understanding to bridge existing divides.

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Gourab Banerjee

The document provides a summary of the 4th Annual 2015 Global Recruiting Trends report. Some key findings include: 1) Social professional networks have become one of the top sources of quality hires, increasing 73% over the past 4 years. 2) While 75% of professionals consider themselves "passive" candidates, only 61% of companies recruit passive candidates. 3) Quality of hire is considered the most valuable metric for measuring recruiting team performance globally. It is most commonly measured through new hire performance evaluation and retention. 4) Both candidates and companies are increasing their use of mobile for recruiting activities, and this trend is expected to continue in 2015.

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Jerry Farley

The document summarizes key findings from a survey of over 4,000 talent acquisition leaders in 31 countries regarding global recruiting trends for 2015. Some of the main findings include: 1) Social professional networks have risen significantly as a top source of quality hires over the past 4 years, increasing by 73%. Competition and compensation remain the biggest obstacles to attracting top talent. 2) While internet job boards remain the top source of quantity of hires, social networks are becoming increasingly important for sourcing in some countries like Canada, US, Brazil, Spain and Mexico. 3) Sourcing highly skilled talent and improving quality of hire are the top priorities for recruiting leaders globally but small companies place more importance on

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