It used to be the case that staff worked the way they were told to by their employers. It was therefore the objectives of the organisation – efficiency, in most cases – that defined the working style of the majority.
Now, though, the way we work is subject to all manner of influences. Organisations that wish to design engaging and productive working environments for their employees must understand those forces, and react accordingly.
The Future of Corporate Learning- Trends and PredictionsSaba Software
The document discusses trends and predictions for the future of corporate learning. It predicts that learning will become more social, mobile, and data-driven. It notes that informal learning already accounts for over 75% of learning according to many surveys. Case studies of companies like Guitar Center and Weight Watchers show they are embracing social and mobile learning to engage employees. The amount of data being created is enormous and growing exponentially, presenting both opportunities and challenges for using data to improve learning and business outcomes.
The Current IT Labor Ecosystem | WhitepaperACTIVE Network
The document discusses the current state of the IT labor market, which is characterized by high demand and low supply of qualified technology workers. Some key points:
- There is intense competition for tech talent among over 100,000 software/IT companies in the US. Unemployment for tech workers is just 2.7%
- Experienced tech candidates have many job offers and opportunities. Over 60% of companies say open roles are unfilled due to inability to meet high salary demands.
- Tech companies offer competitive salaries as well as benefits like bonuses, stock options, flexible schedules to attract candidates. Location is also important as some cities see more growth.
- While entry-level hiring is increasing, the
Human Capital Consulting provides innovative recruitment strategies to improve talent management and increase ROI. Their strategies include direct recruitment programs using multiple channels, building talent pools, and using technology like social media and mobile platforms to source candidates more efficiently. Clients can expect benefits like improved candidate quality, shorter time to hire, lower costs, and better retention within 6 months of implementing a new recruitment strategy tailored to their needs and goals.
Summary: Even in a time of high biopharma valuations, adopting an activist mentality adds rigor to capital allocation and strategic decision-making, improving not just returns to shareholders but long-term value creation. Therefore, biopharma management teams and boards of directors should proactively assess the “fitness” of their capital allocation strategies and their alignment with operational performance goals by taking an outsider’s view of the business even when times are good — and before a material stumble provides a compelling reason for an outsider to act. For more on this topic, go to http://www.ey.com/GL/en/Industries/Life-Sciences/EY-vital-signs-how-fit-is-your-capital-allocation-strategy.
LinkedIn Executive Summit in Munich: Digital Transformation @ ScaleLinkedIn D-A-CH
presented by Karel Dörner (McKinsey) at the LinkedIn Executive Summit in Munich, Sept 8. Fur further questions please reach out via http://bit.ly/KontaktLNKD. Thank you and we are looking forward to seeing you soon again.
Using Digital Tools to Unlock HR’s True PotentialCapgemini
The document discusses how digital technologies are transforming how employees and job seekers interact with organizations, but HR functions have generally lagged in adopting digital. While mobile devices and social media now account for a significant portion of job searches and reviews, most organizations still rely on traditional recruitment and learning methods. The survey findings show HR processes have low levels of digitization, with few using social recruiting or interactive learning platforms. The document outlines how digital can enhance HR processes through increased efficiency, insights, and engagement if barriers like outdated HR systems, lack of data use, and perceptions of HR are addressed. HR must gain management support and prioritize an integrated digital strategy to fully realize the benefits.
understanding the dynamic of data in the digital economy and how HR to optimize them to enhance employee experience and build agile organization
download presentation visit
www.hrheadquarter.com
While job seekers and employees are increasingly using digital channels like social media and mobile devices, HR functions still rely heavily on traditional recruitment and communication methods. Digital tools can help organizations attract, engage, and develop talent more effectively. Gamification and social media have boosted learning, leadership development, and employer branding. However, outdated HR systems, a lack of data-driven insights, and low prioritization of HR among senior management are hindering greater adoption of digital in HR. To fully leverage digital, companies need executive support to modernize HR IT infrastructure and use data more strategically across the employee lifecycle.
Economic Benefits Of Postsecondary Education for Hispanics/Latinos.CEW Georgetown
This document summarizes key findings from a webinar on the economic benefits of postsecondary education for Hispanics/Latinos. It finds that a college degree leads to significantly higher lifetime earnings compared to a high school diploma. Additionally, the types of degree and college attended can impact earnings. While attainment rates for Hispanics have increased, they still lag behind national averages. The webinar emphasizes helping students develop skills for 21st century careers and choose programs of study aligned with labor market needs to maximize success.
Paul Hamerman of Forrester Research and Kristen Wylie of Kronos discuss how HR practices must adapt to the digital age. Hamerman outlines opportunities for digital innovation in HR, including improving the candidate experience, implementing continuous performance management, boosting employee digital engagement, and modernizing learning. HR systems also need to leverage cloud and mobile technologies. Wylie then discusses how HR has transformed from an administrative function to a strategic business partner, and how unified HR systems can provide a single employee record.
1) Organizations want to achieve business value from data-derived insights in four key ways: efficiency/cost reduction, growth of existing business streams, growth through new revenue streams from market disruption, and monetization of data itself through new business lines.
2) Most organizations are adopting an incremental approach to realizing this value, first proving value through use cases, then expanding to pilots in a line of business, and eventually achieving enterprise-wide adoption. This allows them to set a strategic direction while delivering value incrementally.
3) Current business intelligence technology like enterprise data warehouses are not meeting organizations' needs to democratize access to data and analytics. Decision-makers need the ability to rapidly create insights aligned with
THE TRADITIONAL WORKPLACE, AS WE'VE KNOWN IT, DOESN'T EVEN EXIST TODAY.
The explosion of new technologies, mass adoption of social channels, ubiquity of mobile and connectivity, and proliferation of devices continue to drive massive transformation, but at what cost? How can large organizations collaborate, integrate, and innovate quickly enough to survive at the speed of their customers? What are the questions we could or should be asking to really make changes for work that make sense?
The answers lie only in bringing the brightest minds together to figure it out.
Digital HR Workplace: Simple Ways to Hire and Onboard FasterHuman Capital Media
Attracting & retaining talent are two of the most important functions of an HR organization, but paper has a nasty habit of tying up HR resources and keeping HR professionals from getting the job done.
Now imagine a paper-free workplace. It can happen with eSignature solutions. With eSignatures, organizations can sign, send, and approve documents anywhere, at any time and keep business moving forward.
Join this webinar to learn how you can transform key, paper-heavy functions like hiring, onboarding, and benefits enrollment to fast and secure digital experiences.
You will also learn:
Current employee and HR pains in the workplace
How companies saved an average of $46 per offer letter
How leveraging an eSignature solution can help you save money and work more efficiently
This document discusses how digital tools can help unlock the potential of HR functions. It notes that while talent searches have gone digital with the rise of mobile, HR has been slower to adopt digital. It finds that most companies still take a beginner approach to using social media and digital tools in recruitment and learning. The document outlines how digital can provide increased speed, learning outcomes, insights, and brand visibility for HR. It also examines barriers like outdated HR systems and a lack of data-driven insights. Finally, it explores how HR can embrace emerging trends like cloud, social networks, analytics, mobile, and gamification to provide seamless experiences and data-driven talent management.
This Artificial Intelligence (AI) and Big Data Readiness Report
provides an analysis of a global survey of public relations
practitioners and academics and video/written evidence from
senior practitioners concerning the profession’s knowledge,
skills, adoption of and attitudes towards AI, and to a lesser
extent, Big Data. Its aim is to provide an overview of current AI
understanding and preparedness, but most importantly, provide
pointers to how the profession should equip itself to exploit the
potential and guard against the possible dangers of AI.
This document summarizes a webinar about what makes companies best places to work. It discusses 5 tips for having a strong company culture: having a clear mission, investing in culture, putting people first, embracing transparency, and emphasizing non-pay factors like career growth. It provides examples from companies like OpenTable and highlights key takeaways about focusing on employee satisfaction, communicating a unique culture, and realizing pay alone does not drive engagement. Best places to work outperform peers financially, so maintaining a strong culture is important for business success.
This document provides tips on avoiding spam on Reddit, including:
- Carefully submitting your own content at an appropriate rate (no more than 10% self-promotion).
- Engaging with communities by commenting and replying to others rather than just submitting links.
- Submitting relevant links to appropriate communities and avoiding off-topic or excessive submissions.
- Checking if submissions are being downvoted and avoiding continued submissions in that case.
This document outlines the five stages of executive hiring: 1) Planning, 2) Working with Candidates, 3) Referencing Process, 4) Compensation Offer, and 5) Offer. It provides tips for each stage, such as developing a prioritized hiring list, taking control of the candidate process, conducting a "mini board meeting" for candidates to present their strategy, doing a 360 degree reference check process, addressing compensation expectations, and making the final offer only when confident it will be accepted. The overall goal is to eliminate surprises after the new executive is hired.
7 Ways Soft-Skills Power Organizational PerformanceBambooHR
Succeeding in today's increasingly competitive global landscape calls for our organizations to leverage everything they can, and increasingly, that leverage is coming down to your employees' soft skills.
But while it's easy (well, easier) to measure and hire for hard-skills competency, it's very difficult to recognize and hire for soft skills. And once hired, it becomes even more of a task to build these soft skills in our employees.
In this slideshare we'll take a hard look at the soft skills that really enable organizations to succeed. From recruiting to learning and development and performance management to the exit interview, we'll show how soft-skills focus can dramatically impact your company's bottom line.
In this slideshare, you will learn:
• Soft skills: What are they anyway?
• Soft skills and recruiting: The secret to successful hires
• What the bottomline results are for soft skills
• How to teach, measure, and mentor soft skills
Do you struggle to finish your daily tasks, juggle your work load and keep organised at work? If so, read our top tips to help work a little smarter everyday!
14 Tips to Entrepreneurs to start the Right StuffPatrick Stähler
14 tips for Entrepreneurs how they can develop from an idea the Right Thing. The Right is being loved by your customers, gives meaning to you and employees and is profitable. Finding and later doing the Right Thing is an agile and iterative learning journey. With these 14 tips you can profit from the experience of successful entrepreneurs since you do not have to experience and fail by yourself. Hopefully, the slide deck helps other entrepreneurs.
7 Practical Solutions to Power Employee EngagementJobvite
Companies with engaged workforces vastly outperform those without, but only 32 percent of US employees are engaged—despite how many studies prove its importance. What prevents us from engaging employees, and are there practical solutions to improve engagement?
Join BambooHR and Jobvite as they deconstruct what an engaged team looks like, how to build one, and how to sustain one.
Does Living Near An NFL Stadium Boost Your Home Value?Trulia
Neighborhoods around National Football League stadiums tend to have homes that are more expensive both in sales and rental value, but new stadiums built in the last decade, by and large, have failed to lift the fortunes of homes in nearby areas.
In other words, owning a home near a stadium is nice, but if they build one down the street, don’t get your hopes up. During the last 10 years, five new pro football stadiums have opened and none, so far, has had a noticeable impact in raising home values in its immediate vicinity (a two mile radius).
Career Clusters: Forecasting Demand For High School Through College Jobs 2008...CEW Georgetown
In Career Clusters, we examine which sectors of the labor market afford individuals the best route to a middle-class income. Using forecasts, we identify the most promising clusters for job seekers with a high school diploma or less, middle skills such as a certificate or Associate’s degree, and those with Bachelor’s degrees or better.
7 Productivity Lifehacks - Be More Productive NowWeekdone.com
“Amateurs sit and wait for inspiration, the rest of us just get up and go to work,” wrote Stephan King.
And every time you achieve something, you get a sensation of satisfaction. This satisfaction is productivity that has come to life, fulfilled it's goal.
In Weekdone, we believe in high standards and hard goals. That's why we tried to find the best lifehacks to help us be more productive. Now, we're sharing them with you.
Millennials & Money: One Generation, Many Goals & ValuesEdelman
In the 2016 Millennials & Money research, the Edelman Financial Services Sector and Edelman Intelligence teams explored the role of money and financial services in the lives of Millennials throughout the U.S. The research revealed their beliefs and attitudes towards money and uncovered how their goals and values differ based on ethnic and cultural backgrounds.
Read more: http://edl.mn/20R27Tj
Design for Startups - Build Better Products, Not More FeaturesVitaly Golomb
Pre-order Vitaly's book "Accelerated Startup – The New Business School" http://golomb.net/book
Apple owes the title of the world’s most valuable company to its genius in design. Good design is never accidental and at the core of a successful product is an elegant solution to a painful problem. Design has earned a very important seat at the table with today’s companies especially in the world of software and apps. In this highly engaging presentation, Vitaly covers principles and business value of good design, design disciplines, how to hire and work with designers, and the design success formula.
Professional career oriented engineering education and CDIO modelDejan Majkic
This document discusses the need for reform in engineering education to better meet the needs of industry and society. It advocates adopting a model of career-oriented, professional education called Generalized Professional Education (GPE). GPE aims to provide students with both hard and soft skills through student-centered, project-based learning that incorporates input from industry. This approach, exemplified by the CDIO framework, will help address issues like talent shortages and skills mismatches in the job market. Key principles for GPE include cooperation between industry and education institutions.
Edtc6340 Connection with Administrators - Multimedia PresentationSylviaReza
James Pace High School aims to shift from a teacher-centered to a student-centered model through extensive professional development training teachers to integrate technology into the curriculum. This will empower students to become creative, collaborative problem solvers prepared for 21st century careers. The school also aims to create learning communities and define clear goals to guide research-based instruction and activities to improve student achievement.
The document provides a technology development plan for Visionary High School with the goal of ensuring equal opportunities for students to learn in a safe environment using innovative technologies. It discusses focusing on infrastructure, teaching, learning, assessment, and productivity. The plan outlines strategies and timelines for improving internet access, a one-to-one laptop initiative, and professional development for teachers on integrating technology into the curriculum.
The document provides a technology development plan for Visionary High School focusing on infrastructure, teaching, learning, assessment, and productivity. It outlines goals, strategies, responsibilities, funding, and timelines to improve access to technology for students and staff. Key aspects include providing wireless connectivity, a laptop initiative, online learning resources, using data to inform instruction, and ongoing professional development for educators on integrating technology. The plan's implementation and impact will be evaluated periodically to ensure it meets the evolving needs of 21st century learning.
The document provides a technology development plan for Visionary High School with the goal of ensuring equal opportunities for students to learn in a safe environment using innovative technologies. The plan focuses on 5 areas: infrastructure, teaching, learning, assessment, and productivity. For infrastructure, the plan aims to provide internet access for students and teachers both in and out of school. For teaching, it focuses on supporting educators to inspire more effective teaching. The learning focus is on engaging experiences to prepare students for a globally connected society. Assessment will measure and assess data for continuous improvement. Productivity intends for all to benefit from technology through improved learning outcomes. The plan also outlines professional development strategies to help staff integrate new technologies.
The document discusses using technology in schools from an educational leadership perspective. It provides examples of standards and frameworks for integrating technology into teaching and learning, such as NETS standards. It also discusses important components of a technology plan, including assessing technology use, acceptable use policies, professional development, and funding. The document promotes Martin Luther College's educational technology courses and online master's program for developing leadership skills in educational technology.
The document discusses incorporating online assessment into vocational education and training. It defines e-assessment as using information and communication technology for assessment presentation and response recording. Key drivers for e-assessment include the technological preferences of younger learners and industry demands for technologically-skilled workers. The benefits of e-assessment include flexibility, choice, efficiency and providing instant feedback.
Professional Journal on Management from RIMSR-Brenau UniversityProf. Harsha Kestur
This Month Professional Journal on Management from RIMSR-Brenau University
Preparing Managers for Success in a Changing World.
will be happy to get your feedback \ comments
“We are currently preparing students for jobs and technologies that don’t yet exist… to solve problems that we don’t even know are problems yet.” — Richard Riley, former U.S. secretary of education
Corporate learning leaders have inherited one of the most difficult challenges of a changing world: Preparing a workforce for jobs that don’t yet exist. This webinar explores the vital skills and learning required to compete in the 21st century.
Charles Fadel, global lead for education at Cisco Systems and co-author of 21st Century Skills: Learning for Life in Our Times, and Michael E. Echols, Ph.D., executive vice president of Bellevue University and executive director of the university’s Human Capital Lab, bring their unique and complementary perspectives to what has been called the “most important conversation of our times.”
DOES16 San Francisco - Charles Betz - Influencing Higher Education to Create ...Gene Kim
The document discusses higher education and preparing students for careers in digital fields like DevOps. It finds that while many schools now cover topics like Agile and Continuous Delivery, there is still a gap between what schools teach and what industry needs. It recommends updating curricula to focus more on practical skills across the full product lifecycle, from development to operations. It also calls for new courses in areas like product management, operations, and organizational culture.
NAC-Tech is an industry-developed assessment and certification program aimed at final year engineering and computer science students in India. It was created by NASSCOM in collaboration with major IT companies to standardize recruitment qualifications and ensure students have the necessary skills for employment. The program involves testing students on various competencies to provide feedback on their strengths and areas for improvement. It aims to create a large, pre-assessed talent pool for the IT industry and facilitate employment opportunities. The long-term governance of the program is still under consideration.
The digital divide 'Technological Literacy in the 21st Century'Bryan Katrina
This document discusses the importance of technological literacy for teachers in the 21st century. It notes that the digital divide refers not just to access to technology but also skills in using technology. TAFE teachers need to be literate in various learning platforms and stay up to date with technological changes through lifelong learning. The document presents statistics showing increasing internet and device usage and argues that teachers must develop skills to incorporate technology into teaching to engage students and ensure good learning outcomes. It concludes that technological literacy is essential for teaching in the modern age.
Labor Market Data and Workforce Tips for EmployersOne Columbus
The document provides information about labor market data and workforce tips for employers. It discusses talent resources that local economic development organizations can tap into, including reviewing employer job postings, profiles, and hiring trends. It also discusses education and training resources in the community that employers have used to address their talent needs. The document then provides an overview of the public workforce system in Ohio, including local workforce development boards and OhioMeansJobs centers. It describes the services available through these resources for both job seekers and businesses.
Introduction to the Cetis conference 2014; Building the Digital Institution by Paul Hollins Cetis Director. 17th June 2014 at the University of Bolton.
Transforming the Philippine Talent Value Proposition into an Enduring Competi...Alejandro Melchor III
Transforming the Philippine Talent Value Proposition into an Enduring Competitive Advantage. Presentation for the 16th Philippine Society of IT Educators National Convention.
Transforming the Philippine Talent Value Proposition into a Competitive Advan...Alejandro Melchor III
The Philippines has one of the most attractive talent profiles in the world. One of Smarter Philippines' priorities is to translate that talent value proposition into an enduring competitive advantage.
The document discusses technology planning at Colgate University. It outlines the university's assumptions around technology, including that technology should enhance teaching and learning and build connections. It also discusses the university's strengths in infrastructure, collaboration, and evaluating trends. The core elements of the technology plan are described as access, organization, tools, and assistance. Recent and ongoing projects are mentioned, including online applications, networking upgrades, and exploring priorities for alumni information services.
Web conferencing Skills To Boost Employability in the 21st CenturyEllen Lessner
This document summarizes a project called "Student4WebES" that aimed to teach employability skills to L3 students through web conferencing and webinars. The project found that few students understood webinars, so it trained students to use webinar platforms and had them conduct 8 webinars with local employers on skills needed for jobs. Students gained technical and soft skills. The project leaders now want to create an online course to systematically teach these webinar and employability skills to more students. They are looking for feedback and potential pilot sites for the new course.
Strengthening the connection between technical education and employmentMozammel Hoque
Changing the current nature of work/job rely on multi-level competencies though till now for many students and families, technical education is still considered as the path to a better future. In this seminar it is intended to demonstrate what approach could be followed by teachers-students and planners in order to meet the labor market.
It is all agreed that High-level Competency: a critical asset for Individuals, Businesses, and Country are the means of economic growth. We can attain it by linking Technical Education with Employment that must meet the labor market needs, which in turns meeting the strategic options of the poverty reduction agenda of the government. Hence STEP - Skills and Training Enhancement Project was adopted in 2010 through TVET - Technical and Vocational Education and Training system. Skill competition is one of many ways to promote TVET. “How can this Competence be generated by the Technical Education System?” is going to be disclosed here.
Similar to What Counselors Should Know about 21st Century Competencies (20)
The Unequal Race for Good Jobs: How Whites Made Outsized Gains in Education a...CEW Georgetown
White workers have used historical educational and economic privileges to build disproportionate advantages in the educational pipeline and the workforce that will continue to last for decades, according to new research from the Georgetown University Center on Education and the Workforce (CEW) in partnership with JPMorgan Chase & Co. Black and Latino workers, on the other hand, face discrimination, racism, and other injustices that perpetuate inequities in education and the economy. The Unequal Race for Good Jobs: How Whites Made Outsized Gains in Education and Good Jobs Compared to Blacks and Latinos explores how the distribution of good jobs across educational attainment levels varies by race and ethnicity.
The Way We Were: The Changing Geography of US Manufacturing from 1940 to 2016CEW Georgetown
The manufacturing industry has lost ground in many places across the US and is now the largest employer in only two states—Indiana and Wisconsin.
Visit cew.georgetown.edu/manufacturing to learn more. Contact cewgeorgetown@georgetown.edu with questions.
Upskilling and Downsizing in American ManufacturingCEW Georgetown
Upskilling and Downsizing in American Manufacturing finds that workers with postsecondary education now outnumber workers with a high school diploma or less in the industry.
Visit cew.georgetown.edu/manufacturing to learn more. Contact cewgeorgetown@georgetown.edu with questions.
Our Separate & Unequal Public Colleges: How Public Colleges Reinforce White R...CEW Georgetown
Our Separate & Unequal Public Colleges: How Public Colleges Reinforce White Racial Privilege and Marginalize Black and Latino Students, shows that the elite public four-year colleges do not represent the populations they are supposed to serve.
Three Educational Pathways to Good Jobs: High School, Middle Skills, and Bach...CEW Georgetown
In 1991, most good jobs did not require a BA. Today, there are three distinct pathways to good jobs: high school, middle skills, and bachelor’s degree.
Balancing Work and Learning: Implications for Low-Income StudentsCEW Georgetown
Balancing Work and Learning: Implications for Low-Income Students finds that while working and studying generally helps students from higher-income families, low-income students face steeper challenges when combining work and college.
To untangle today’s college and career maze, new research from the Georgetown University Center on Education and the Workforce, "Five Rules of the College and Career Game" shows that college is less about what college you go to and what degree you get but more about the returns of individual college programs.
Women Can’t Win: Despite Making Educational Gains and Pursuing High-Wage Majo...CEW Georgetown
Women Can’t Win: Despite Making Educational Gains and Pursuing High-Wage Majors, Women Still Earn Less than Men explores the complex set of reasons that have kept the gender wage gap in place. Even when comparing men and women who have equal educational attainment and work in the same occupation, women still earn only 92 cents for every dollar earned by men.
The blue-collar economy conjures images of shuttered factories and the disappearance of good jobs. Those images reflect the suffering among blue-collar workers left behind by the shift away from an economy based in manufacturing, but they do not tell the whole story. In fact, we find that there are still 30 million good jobs that do not require a Bachelor’s degree. These good jobs pay an average of $55,000 per year, and a minimum of $35,000
annually.
Latino Education and Economic Progress: Running Faster but Still BehindCEW Georgetown
Latino Education and Economic Progress: Running Faster but Still Behind reveals that lagging college degree attainment has led Latinos to become stuck in the middle-wage tiers of the labor market. The report also finds that obtaining a college degree remains a challenge, with only 21% of Latinos having a bachelor’s degree.
Good Jobs That Pay without a B.A.: A State-by-State Analysis CEW Georgetown
State-level analysis of the 30 million good jobs in the economy for those with less than a bachelor’s degree (B.A.) finds that nearly half of states have added good blue-collar jobs that pay without bachelor’s degrees.
Nursing: Can It Remain a Source of Upward Mobility Amidst Healthcare TurmoilCEW Georgetown
The ongoing policy debate about the best way forward with healthcare reform has left out a major group of professionals central to making the system work—nurses. Nursing: Can It Remain a Source of Upward Mobility Amidst Healthcare Turmoil? finds that a college education is key to upward mobility in the profession. The report also reveals a lack of diversity among nurses remains a challenge.
Career Pathways: Five Ways to Connect College and CareersCEW Georgetown
Career Pathways: Five Ways to Connect College and Careers, calls for states to help students, their families, and employers unpack the meaning of postsecondary credentials and assess their value in the labor market.
The 20% Solution: Selective Colleges Can Afford to Admit More Pell Grant Reci...CEW Georgetown
The 20% Solution: Selective Colleges Can Afford to Admit More Pell Grant Recipients finds that if every college was required to have at least 20 percent Pell Grant recipients, nearly 79,000 more Pell students would have to be admitted to 349 colleges and universities, half of which are selective colleges. Some selective colleges have suggested that Pell Grant recipients do not gain admittance because they would not be able to keep up with the workload. However, the Georgetown Center report finds that 78 percent of Pell recipients who attend selective colleges and universities graduate, while their chances to complete diminish to 53 percent at open-access colleges.
America's Divided Recovery: College Haves and Have-NotsCEW Georgetown
Over 95 percent of jobs created during the recovery have gone to college-educated workers, while those with a high school diploma or less are being left behind. America’s Divided Recovery: College Haves and Have-Nots reveals that those with at least some college education have captured 11.5 million of the 11.6 million jobs created during the recovery.
While jobs are back, they are not the same jobs lost during the recession. The Great Recession decimated low-skill blue-collar and clerical jobs, whereas the recovery added primarily high-skill managerial and professional jobs.
The Midwest Challenge: Matching Jobs with Education in the Post-Recession Eco...CEW Georgetown
This report finds that the twelve Midwestern states are no longer dependent on manufacturing. New jobs in the region will be in high-skill service industries such as education and healthcare.
Science, Technology, Engineering, and Mathematics workers are the source of growth and innovation, but meeting the economy's demand for these critical skills will be challenging.
Webinar - Key Habits of Top-Performing Compensation TeamsPayScale, Inc.
Join a panel of compensation leaders from United Therapeutics, DPR construction, National Debt Relief, and Payscale as they explore the key habits that have made their comp teams so successful.
Webinar - Payscale Innovation Unleashed: New features and data evolving the c...PayScale, Inc.
Join Payscale’s Brittany Innes, Senior Director of Product Management, and Brooke Grimes, Senior Director of Product Marketing as they discuss what’s new, and coming soon, within the Payfactors platform.
Understand the selection process which is a very basic part of hiring process in Human Resources. Divided into 3 sections I have tried to include the basic and pratical part of the selection process, which is also known as the negative process, each slide describes the specific topic relevant to the selection process, useful for understanding the basic part of the hr professionals.
Discover how HR departments can adapt to the unique preferences and expectations of Generation Z by leveraging advanced HR technologies like HRMS software, employee portals, and talent management systems. This guide provides insights into creating an engaging work environment for the tech-savvy, digital-native generation entering the workforce.
The Benefits of Recruitment Process Outsourcing (RPO).pdfKiruthikaS99
Partnering with a Maatrom can bring significant benefits. Cost savings, faster hiring, and access to expertise are key advantages. Maatrom helps your company stay competitive and focus on growth.
International Overseas Consultants - BrochureAbhilashBalan6
International Overseas Consultants (IOC) is accredited with an ‘A’ class license, which is the highest category available in India from the Union Ministry of Labour having a vast network of offices across India,Middle East, UK and Australia.
Over the years, we have honed our recruitment processes and developed an in-depth understanding of the ever-evolving talent landscape. Our commitment to excellence, combined with our extensive experience, makes us a trusted partner for organizations seeking top-tier talent.
If you are interested in discussing potential opportunities further or have any questions, please feel free to reach out to me.
I look forward to the possibility of working together and creating a mutually beneficial partnership.
Regards,
Abhilash Balan
Director
INTERNATIONAL OVERSEAS CONSULTANTS
ABN: 41 671 020 965
T : 07 34960455
M : +61433472259
E : abhilash@iocmadras.com
W : www.iocmadras.com
W : www.iocuk.com
Onboarding Best Practices, Preboard New Hires, Get Paperwork Done ASAP, Give ...AparnaVeeraraghavan
Onboarding employees is an important part of the hiring process. With an effective onboarding strategy in place, you can acclimate new hires into your culture and provide them with the knowledge and resources they need to succeed.
It’s essential if you’d like to retain employees, reduce turnover and maximize productivity. By following these onboarding best practices, you can ensure your new hires get the positive start they deserve.
SmoothHiring is the one of the best platform for hiring bext candidates.
If you’ve ever wondered how some companies seem to hire the right people while others struggle consistently, the secret lies in predictive hiring platforms. These platforms, powered by predictive analytics, are revolutionizing the way businesses approach recruitment. Let’s dive into what predictive hiring is all about and how it can transform your hiring process.
This webinar guides you through the essentials of setting up your analytics, identifying key metrics to track and crafting compelling data stories to share with leadership. Learn to tackle common challenges like aligning metrics with corporate goals and translating complex questions into actionable dashboards that matter to your internal partners. This webinar is perfect for TA leaders and recruiting teams looking to define their people analytics strategy and communicate their impact.
Latest HR Job Trends in Saudi Arabia 2024 - Vision 2030 InsightsNura Fathima
Explore the latest trends in HR jobs in Saudi Arabia for 2024 as the Kingdom undergoes significant transformation under Vision 2030. Discover how digital transformation, talent management, employee experience, data-driven HR, and compliance are shaping the HR landscape. Stay ahead of the curve by understanding these emerging trends and positioning yourself for success in the dynamic HR industry.
Learn more about the future of HR jobs in Saudi Arabia just visit the below link:
https://www.huxley.com/en-sa/our-specialism/permanent-executive-search/finance-and-operations/
Latest HR Job Trends in Saudi Arabia 2024 - Vision 2030 Insights
What Counselors Should Know about 21st Century Competencies
1. What Counselors
Should Know about
21st Century
Competencies
February
3,
2016
2:00
pm
ET
#CEWEquity
#counselors
#collegeaccess
#schoolcounselors
#NCSW16
#competencies
#scchat
Knowledge, Skills, and Abilities Employers Want
Helping students think of how to prepare for their futures
2. Center
on
Educa-on
and
the
Workforce
Presenters
Anthony
Carnevale
Founder
&
Director
Nicole
Smith
Chief
Economist
Jennifer
Landis-‐Santos
Counselor
Webinar
Moderator
3. Webinar
Agenda
The
webinar
is
being
recorded
and
will
be
posted
on
our
website
1) Why
the
economy
has
shiCed
from
requiring
high
school
to
postsecondary
training
(10
minutes)
2) Employers’
most
valued
skills
and
knowledge
factors
for
today
(5
minutes)
3) Keywords
for
resumes
and
cover
lePers
(5
minutes)
4) Answering
live
audience
quesRons
(20
-‐
30
minutes)
4. 1. Productivity improvements that allow a shift from goods to more education
intensive services
2. Upskilling due to the production of new kinds of value
3. New education intensive production recipes to achieve new kinds of value
in every industry
4. New information technology automates repetitive tasks and leaves non-
repetitive tasks to workers
5. New organizational networks for production and service delivery
WORKFORCE
DEVELOPMENT
Reasons
the
U.S.
economy
has
shiGed
from
an
industrial
economy
(driven
by
high
school)
to
a
service
economy
(driven
by
postsecondary)
in
recent
years:
5.
Today’s
jobs
use
a
variety
of
cogniRve
and
non-‐cogniRve
skills
at
various
degrees
of
intensity
Interconnec-vity
of
various
competencies
(cogni-ve
and
non-‐cogni-ve)
is
required
for
success
in
the
workforce.
6. Mechanical
skills
and
those
requiring
physical
prowess
have
declined
as
a
requirement
for
success
in
occupa-ons
over
the
last
150
years
7. The
use
of
analy-cal
and
informa-on
processing
skills
in
occupa-ons
has
increased
drama-cally
over
the
last
150
years
8. Business,
management,
and
informa-on
technology
are
the
most
important
knowledge
factors
across
occupa-ons
today.
10. Intellectual
ability
is
more
highly
valued
throughout
the
economy
than
physical
and
mechanical
abili-es.
11. Cogni-ve
abili-es
have
increased,
though
some
-‐
like
oral
comprehension
and
oral
expression
-‐
more
than
others.
12. Counselors
hold
a
unique
and
important
role
in
helping
students
understand
their
career
pathways.
13.
Frequently
Requested
Skills
by
Employers
From
Online
Job
Pos-ngs
Key
job
terms
cew.georgetown.edu/competencies-‐handout
14. Live
Ques-ons
and
Answers
#CEWEquity
#counselors
#collegeaccess
#schoolcounselors
#competencies
#scchat
#NCSW16
Please
fill
out
a
brief
survey:
hPps://www.surveymonkey.com/r/GN8QLMY
The webinar is being recorded and can later be found on our website: http://cew.georgetown.edu
15. DATA
SOURCES
1. Center
on
EducaRon
and
the
Workforce’s
Analysis
of
U.S.
Department
of
Labor’s
O*NET
database
(17.0
and
20.1)
2. Center
on
EducaRon
and
the
Workforce’s
Analysis
of
Historical
Census
Data
(American
Community
Survey
2010
-‐
2012
pooled
data)
3. Center
on
EducaRon
and
the
Workforce’s
Analysis
of
Burning
Glass
Technologies
online
job
posRngs
data
(2012)
4. Center
on
EducaRon
and
the
Workforce’s
Analysis
of
Burning
Glass
Technologies
online
job
posRngs
data
(2013)
16. For
more
informa-on:
Visit: cew.georgetown.edu/cew-reports/equity/
Email Us | cewgeorgetown@georgetown.edu
Follow Us on Twitter | @GeorgetownCEW
Find Us on Facebook | Facebook.com/GeorgetownCEW
Follow Us on LinkedIn | linkedin.com/company/georgetowncew