Podcasts about competences

Social Media Mishaps & Malfunctions Propaganda, misinformation and fake news have the potential to polarise public opinion, to promote violent extremism and hate speech and, ultimately, to undermine democracies and reduce trust in the democratic processes. It is vital for schools to provide students with a solid education on media and information literacy as part of the curriculum. Teachers must be well-trained in the subject to empower students with the necessary competences to critically understand and assess information reported by all forms of media. Projects in partnership with national and local authorities and media organisations are encouraged.   Facts & figures Two thirds of EU citizens report coming across fake news at least once a week.[1] Over 80% of EU citizens say they see fake news both as an issue for their country and for democracy in general.[2] Half of EU citizens aged 15-30 say they need critical thinking and information skills to help them combat fake news and extremism in society.[3] What is propaganda, misinformation and fake news? The terms ‘propaganda', ‘misinformation' and ‘fake news' often overlap in meaning. They are used to refer to a range of ways in which sharing information causes harm, intentionally or unintentionally – usually in relation to the promotion of a particular moral or political cause or point of view. It is possible to separate out three clearly different uses of information which fall into this category: Mis-information - false information shared with no intention of causing harm Dis-information - false information shared intentionally to cause harm Mal-information - true information shared intentionally to cause harm.[4] Although none of these phenomena are new, they have taken on new significance recently with the widespread availability of sophisticated forms of information and communication technology. The sharing of text, images, videos, or links online, for example, allows information to go viral within hours. Why is propaganda, misinformation and fake news important at school? Since information and communication technology is so central to their lives nowadays, young people are particularly vulnerable to propaganda, misinformation and fake news. Young people spend a significant amount of their time watching television, playing online games, chatting, blogging, listening to music, posting photos of themselves and searching for other people with whom to communicate online. They rely heavily on information circulated online for their knowledge of the world and how they perceive reality. Many parents do not have sufficient technical competence to keep up with their children's online activity, or educate them about the risks they might be facing. Schools, therefore, have a duty to provide young people with the critical and information skills which they cannot access at home.   “The significant rise of fake news as propaganda in recent years makes it critical that students have the skills they need to identify truth and discern bias.”[5] The ability to respond critically to online propaganda, misinformation and fake news is more than a safe-guarding tool, however, it is also an important democratic competence in its own right. Analytical and critical thinking, and knowledge and critical understanding of the world, including the role of language and communication lie at the heart of the Council of Europe Reference Framework of Competences for Democratic Culture. They are central to Digital Citizenship Education and Media and Information Literacy.[6]   “School is the one place where it is absolutely crucial to train future citizens to understand, to criticise and to create information. It is in schools that the digital citizen must begin and maintain constant critical thinking in order to attain meaningful participation in his or her community.”[7] The ability to handle off-line as well as online propaganda, misinformation and fake news is also a key skill in a number of other school subjects, e.g., History, Social Studies, Science, Religious Studies and Art. Young people may study the use of nationalistic and patriotic slogans, or so-called ‘atrocity propaganda' in WW1 in History, for example; or art forms designed to support particular ideologies in Art lessons. Another area in which information and communication technology is becoming an issue for schools is through adverse comments made about teachers and schools on social media. Schools are finding that parents and others increasingly turn to social media when they have a dispute or disagreement with their school, e.g., over school rules, school policies, or staff behaviour. How to handle online critical or defamatory comments or campaigns of this sort has become a matter of concern for leaders and managers in some schools.[8] What are the challenges? There are a number of challenges facing schools wishing to take propaganda, misinformation and fake news seriously as an educational or social issue: Teachers' own online activity and area of experience is often quite limited and frequently lags behind that of their students. This can make them reticent to take on this area of teaching and learning without a significant commitment to professional development. The speed with which technology and young peoples' online activity changes makes it difficult for teachers to keep up-to-date with recent developments. Even professional development programmes can go rapidly out-of-date. It can be difficult finding a discrete slot in the school timetable where issues relating to the creation and sharing of information can be taught. While aspects may be raised in a number of subjects, it can be a problem finding a space in an over-full curriculum where the phenomenon can be dealt with head-on as an issue in its own right. The description ‘fake news' does not mean there is such a category as ‘true' news. All news is a selection and written to suit a particular audience for a particular purpose. Providing the depth of analysis and sophisticated skills that do justice to this topic can be a challenge for some schools, especially in terms of teacher competence and training.   “States should take measures to promote media and digital literacy, including by covering these topics as part of the regular school curriculum and by engaging with civil society and other stakeholders to raise awareness about these issues.”    

When the International Association of Classification Societies (IACS) issued a paper in September setting out its position on the human element, its implications were clearly going to be far reaching. Its publication followed an IACS presentation in June to the Human Element Industry Group, which is made up of a number of maritime NGOs and it says that IACS' aims “to highlight and emphasise the importance of … human element aspects when developing new IACS requirements applicable to the ship and ship systems.” RINA's Secretary General Roberto Cazzulo currently chairs IACS' Council, giving the Italian organisation a particular significance in any discussion about its implications and, in this podcast, RINA's North Europe Region Senior Director for RINA's marine activities Fiorenzo Spadoni, puts IACS' approach into context, saying that it reflected significant industry changes driven by digitalisation, decarbonisation and increasingly complex ship systems. He also discussed whether these developments can help move the industry closer to net-zero emissions. “One critical factor in achieving net zero is the role of the human workforce” and by providing seafarers with skills and motivation to manage these technologies, “we are accelerating their adoption and the path toward net-zero,” he said.

In the latest RevDem Rule of Law podcast Oliver Garner discusses the substantive and constitutional tensions caused by the Court of Justice of the EU's internal market case-law with Dr Vilija Velyvyte. She is a Lecturer in Law at the University of Reading and was previously a Lecturer in EU Law and Constitutional Law at the University of Oxford. She is the author of Judicial Authority in EU Internal Market Law: Implications for the Balance of Competences and Powers (Hart Publishing, 2022).

Powerpoints is the name of our brand-new feature on Ara City Radio. Powerpoints looks into how political power works – in Luxembourg and Europe. On today's first episode, we dive into the work of the European Parliament.

Avez-vous déjà douté de vos capacités à accomplir une mission qui vous a été confiée ? Avez-vous déjà hésité à accepter un emploi ou avez-vous préféré ne pas postuler pour un poste de peur de ne pas répondre à toutes les attentes ? Comme beaucoup d'entre vous, Louise se pose des questions sur sa prochaine étape de carrière : elle envisage de saisir l'opportunité de gravir les échelons, mais la crainte de ne pas être à la hauteur, de ne pas être prête, ou de manquer de compétences la retient fermement là où elle est. Dans ce court épisode de speedcoaching, je coache Louise sur sa problématique de confiance en ses compétences et je lui partage 3 outils pour passer à l'action. ** Comme Louise, vous vous posez une question sur votre carrière, la gestion de votre temps, l'équilibre pro-perso ou le leadership ? Cliquez ici pour me la soumettre et retrouvez ma réponse sur Femme Ambitieuse ! ** Si vous souhaitez plus d'informations sur notre programme de formation et de coaching Leaders Ambitieuses, cliquez ici. ** Vous représentez une entreprise et souhaitez développer le leadership de vos talents féminins ? : cliquez ici. ** Chaque vendredi, je partage mes conseils au sujet du leadership des femmes, de la confiance en soi et de la performance au travail dans l'Hebdo des Leaders. Inscrivez-vous gratuitement en cliquant ici. ** réalisé par Shapers productions | shapers-production.fr

Ce vendredi 16 février, Erwan Morice a reçu Laëtitia de Montgolfier, directrice exécutive ressources humaines de Lidl, Caroline Montaigne, rédactrice en chef adjointe chez Harvard Business Review, Cécile Dejoux, conférencière, auteur, professeur des universités au Cnam et affiliée ESCP, et Nicolas Lepercq, responsable R&D d'Ignition Program. Ils sont revenus sur la nouvelle manière originale de recruter des salariés autour d'un match de handball, l'impact de l'IA sur le monde du travail, et le lancement de Scan RH, un nouvel outil RH, dans l'émission Happy Boulot sur BFM Business. Retrouvez l'émission le vendredi et réécoutez la en podcast.

Wat zijn de kerncompetenties van jouw organisatie? Wat kunnen jullie simpelweg ontzettend goed? Het is een van de doorslaggevende factoren waardoor jouw bedrijf kan gaan schalen.

Сергей Дранишников - Психолог, судебный эксперт-психолог, коуч, бизнес-тренер, преподаватель высшей школы, автор и разработчик ряда учебных курсов и тренинговых программ, супервизор. Компетенции в области психологии развития, психологии отношений, психологии личности, сексологии, психологии общения и коммуникаций, психологии влияния. Sergey Dranishnikov is a psychologist, forensic psychologist, coach, business coach, high school teacher, author and developer of a number of training courses and training programs, supervisor. Competences in the field of developmental psychology, psychology of relationships, psychology of personality, sexology, psychology of communication and communications, psychology of influence. FIND SERGEY ON SOCIAL MEDIA Facebook | Instagram | Telegram ================================SUPPORT & CONNECT:Support on Patreon: https://www.patreon.com/denofrichTwitter: https://twitter.com/denofrichFacebook: https://www.facebook.com/mark.develman/YouTube: https://www.youtube.com/denofrichInstagram: https://www.instagram.com/den_of_rich/Hashtag: #denofrich© Copyright 2023 Den of Rich. All rights reserved.

MicroCreds Project Lead, Janice Mulvany Glennon, meets with Danielle Martin, academic lead, to discuss the Micro-credential, Digital Competences. We hope you enjoy this podcast. For more details on this course visit: www.universityofgalway.ie/courses/cpd/micro-credentials/micro-credentialslisting/digitalcompetences

Theresa Sigillito Hollema explains her origins of her work as an interculturalist and her recent focus on building capacity for virtual teamworking.Video chapters0.00 Intro and hello to Theresa Sigillito HollemaTheresa's journey into intercultural work6.08 Dating advice from an interculturalistHow to find a Dutch husband9.15 Rock star interculturalistsWhat's it like to work with one of them?11.26 Why is virtual collaboration so hard?Technology, distance, culture and time. The relationship between culture and techn.15.26 The Caldo modelWhy context matters and three ways that culture impacts the virtual team. Th first way: within the team.18.21 How has tech changed intercultural experienceDrivers of change in cultural competence19.32 What's harder: geographic or cultural distance?Is a colleague outside of driving distance difficult to collaborate with?21.40 The 2nd way: between the locationsAnother way that culture impacts virtual teams and the risk of cliques forming.24.03 The 3rd way: outside the teamThe surrounding culture can have impact in surprising ways and also give the virtual team enormous potential.28.56 Competences for global virtual teamsCultural competence, virtual competence and what virtual competence consists of.33.22 Writers and thinkersWho is doing interesting research and public engagement bringing together culture and virtual?37.30 Is virtual collaboration an afterthought?Are we planning teams for effective collaboration?43.00 Becoming a virtual collaboration consultantCreating programmes for virtual teams51.06 More about the Caldo modelA model for culture + distance58.47 Theresa's contribution to the Intercultural ToolboxA Slack group for you if you are interested in virtual collaboration.1.00.50 Contacting TheresaTwitter, linkedin, webCulture CountComing up in conversation were USA, UK, India, Netherlands, Italy, in order of mentions.https://interculturaltoolbox.org/episodes/virtual-team-outperform-others

Everyone in business studies is talking about digital transformation or digitalisation. Yes, both developments are directly or indirectly affecting all areas of an organisation, not to mention the fact that it also change our life and society as a whole. But how important is this aspect to social work and human service organisations? – This new episode explores this question and discusses, first and foremost, what digital leadership includes, secondly, how it is relevant for social work institutions, and, thirdly, how social work managers can adapt to this ever-changing situation.References:Arnold, M. (2021). Leading Digital Change and the Management of Hybridity in Social Work Organizations. In F. Özsungur (Ed.), Handbook of Research on Policies, Protocols, and Practices for Social Work in the Digital World (pp. 55-73). Hershey, PA: IGI Global. https://doi.org/10.4018/978-1-7998-7772-1.ch004Rost, K., Hölzle, K., & Gemünden, H. G. (2007). Promotors or champions? Pros and cons of role specialisation for economic process. Schmalenbach Business Review, 59(4), 340-363. https://doi.org/10.5167/uzh-68489Sheninger, E. (2019). Digital Leadership: Changing Paradigms for Changing Times. Thousand Oaks: Corwin Press.For more information, visit my blog: profmanagement.de Thank you for listening. If you liked this episode, please leave a review on the iTunes / Apple Podcasts website. If you've got any thoughts on this episode, or if you've got an idea about new podcast topics or questions you'd like us to discuss, send an audio file or voice note to hi@profmanagement.de. For any non-audio comments, drop a tweet or DM to @profmanagement on Twitter or Instagram, please.

Competences such as understanding and addressing social justice issues, leadership and management, strategic planning, and problem-solving are essential for effective social work managers. What skills and knowledge should future professionals have? Actually, as I was doing some research on the topic, I realised that there are not so many theory-based competence frameworks available, especially with regard to social worker managers. In this episode, we want to explore this question. And I will take into consideration the publication by Shelly Wimpfheimer. In later episodes, we will also explore other typologies. A regular discussion about core competences for the curriculum of social work management is essential for its constant quality development. I apologise for the deep voice in today's podcast.For more information, visit my blog: profmanagement.de Thank you for listening. If you liked this episode, please leave a review on the iTunes / Apple Podcasts website. If you've got any thoughts on this episode, or if you've got an idea about new podcast topics or questions you'd like us to discuss, send an audio file or voice note to hi@profmanagement.de. For any non-audio comments, drop a tweet or DM to @profmanagement on Twitter or Instagram, please.

We know that being a science advisor for policymaking requires a set of skills, knowledge and attitudes that are often very different from those that come with being a researcher. And the same is true for policymakers, who also need to adopt new ways of working and thinking to integrate the evidence base into their work. Wouldn't it be nice if some kindhearted individuals took it upon themselves to comb through the literature to identify, list and organise all these essential competences, and then shared them with the community in an easily accessible format? Oh look! Here come Lene Topp and Florian Schwendinger of the European Commission's Joint Research Centre! Resources mentioned in this episode Competence frameworks: https://knowledge4policy.ec.europa.eu/projects-activities/competence-frameworks-policymakers-researchers_en 

Here are a few of the competencies required to be a first mover for small businesses. Everything you need has been built, modified, and tested during the contraction. Now is time to gain a multiple from investments made during the contraction. Topics: Data Based: build upon existing relationships and improvements made during the contraction. Marketing Spend: educate the market on the offer before building brand presence. Customer Testing: beyond Market Research, when customers don't understand the offer - you must be right - how do you ensure a Steve Job's level of design competence. Testimonials: use improvements in your offer during the contraction to establish competence to support the message. Barriers to Entry: how do you make it impossible to be copied? Offer Features Offer Quality Offer Price Customer Support New Product/Service Development: first to market (first mover) means you take the initiative to create market standards that others must follow.

कुत्रा हत्ती अशांसारख्या प्राण्यांमध्ये काही अतिंद्रिय क्षमता असतात! तशाच क्षमता काही स्वमग्न व्यक्तींमध्ये आढळून येतात!चला तर, या अतिंद्रिय क्षमतांच्या प्रदेशात फेरफटका मारू यात...In this episode of Marathi Khidkitun, Dr. Rajiv & Manik Deshmukh speak about 'Sixth Sense' or 'Extraordinary Efficiency' in animals and humans that make them stand apart from the rest. For example Mozart composing symphonies at the age of 4, Indian classical singer Shivaputra Siddharamayya Komkalimath popularly known as Pandit Kumar Gandharva was considered as the star of music at an early age, Shakuntala Devi and more. You can listen to this show and other awesome shows on the IVM Podcasts app on Android: IVM Podcasts - Apps on Google Play or iOS: ‎IVM Podcasts, or any other podcast app.You can check out our website at https://shows.ivmpodcasts.com/See omnystudio.com/listener for privacy information.

FORMATION GRATUITE

Vendredi 1er octobre, Laure Closier a reçu Thomas Chardin, dirigeant et fondateur de "Parlons RH", Faustine Duriez, fondatrice de Cocoworker, ainsi que Léa Coutaye, fondatrice des Terres du Yogascope. Ils se sont penchés sur l'heure des choix et de la définition des compétences des DRH, la santé mentale, ainsi que la possibilité de prendre l'air pendant le télétravail, dans l'émission Happy Boulot le mag sur BFM Business. Retrouvez l'émission le vendredi et réécoutez la en podcast.

Vendredi 1er octobre, Laure Closier a reçu Thomas Chardin, dirigeant et fondateur de "Parlons RH", Faustine Duriez, fondatrice de Cocoworker, ainsi que Léa Coutaye, fondatrice des Terres du Yogascope. Ils se sont penchés sur l'heure des choix et de la définition des compétences des DRH, la santé mentale, ainsi que la possibilité de prendre l'air pendant le télétravail, dans l'émission Happy Boulot le mag sur BFM Business. Retrouvez l'émission le vendredi et réécoutez la en podcast.

FORMATION GRATUITE

FORMATION GRATUITE

Soraya  a mis du temps à trouver sa voie professionnelle. Pendant des années, elle a enchaîné les petits boulots tout en élevant ses quatre enfants. A la cinquantaine, elle divorce. Elle souhaite prendre un nouveau départ professionnel mais ne parvient pas à identifier ses compétences… Son fils, Nassim, confiant dans ses talents culinaires, l'aide alors à se lancer dans une activité de traiteur. Il l'a met en relation avec "Meet My Mama", une entreprise qui aide les femmes en difficulté. Dans cet épisode spécial de "L'Envol" adapté de l'émission "La France Bouge" sur Europe 1, Soraya confie son histoire pour vous donner, à votre tour, des envies de changement de vie.Comment prendre conscience de ses atouts professionnels ? Pourquoi nos talents sont-ils si difficiles à identifier ? Comment mettre ses qualités au service de son changement de vie ? Après le témoignage de Soraya, la journaliste d'Europe 1 Carole Ferry et Adèle Galey, la présentatrice du podcast "L'Envol" et co-fondatrice de Ticket for change, décryptent ce sujet en compagnie de Matthieu Dardaillon. Le président et co-fondateur de Ticket for change livre aussi des conseils pour identifier les ressources que chacun a en soi. 

In this episode, I spoke to Vanessa Paisley who is an experienced Global Competence, relocation and repatriation trainer and coach. She supports people in the process of moving countries, creating a space where they can discover and live their lives to the full, gaining the maximum potential out of the enriching adventure both abroad and back home. I wanted to know more about her own personal experiences with overcoming culture shock and how she helps people to develop their intercultural competences to work across and within different cultures. She has a blog where she shares a lot of very useful information around these themes. Vanessa's contact details: Blog - Helping non-native speakers of English to communicate effectively across cultures. Vanessa Paisley LinkedIn Paisley communication Instagram Want to do The International Profiler evaluation with Vanessa? Get in contact with Vanessa on LinkedIn or her website. We discuss: ✨ Culture shock and reverse culture shock & ways to adapt ✨ Why we both love teaching languages in context ✨ Intercultural Communication and why it matters when you're working across cultures ✨ The International Profiler and 5 Competences you can develop to improve your communication skills In episode 4 I discussed some vocabulary we used in the episode especially phrasal verbs and expressions. Books & Resources

Lancer une startup sans CTO ou co-fondateur technique, c'est compliqué mais loin d'être impossible. En fait c'est même beaucoup plus facile que de trouver un associé technique qu'on connait pas et avec qui les chances de réussites sont extrêmement faible. Ce qui compte vraiment pour tout fondateur de startup et encore plus pour ceux qui n'ont pas d'associés technique, c'est de comprendre les vrais rôles du CTO en phase d'amorçage. C'est la première étapes indispensable pour comprendre de quels competences on a besoin pour ensuite pouvoir les trouver... C'est justement pour expliquer ces rôles que j'ai récemment lancé une nouvelle formation sur comment monter une startup sans CTO. Elle est gratuite et disponible : - En Anglais : https://myctofriend.co/htbasaccess - Et en Français: https://myctofriend.co/fr/htbasaccess ---------------------- Si vous voulez en savoir plus sur comment monter et scaler une startup sans CTO, rendez-vous sur https://myctofriend.co . Et si vous êtes intéressé par le Marketing Automation, rendez-vous sur http://marketingautomationninja.com Et vous pouvez aussi regarder ces épisodes en video sur: https://www.youtube.com/channel/UCucMocfHoLNjunaJ0wu1HfA

African Education Systems Should Deemphasise Exams, but Amplify Competences and Skills.

In today's episode, we discuss the transfer of competences and responsibilities in light of article 1(6) Directive 2014/24/EU and the relevant case-law including Remondis and Porin Kaupunki. The key question here is how it differs from the award of a public contract, and how this plays out for the national organization of public tasks. For dessert, we discuss two books we wish we wrote.

In today's episode, we discuss the transfer of competences and responsibilities in light of article 1(6) Directive 2014/24/EU and the relevant case-law including Remondis and Porin Kaupunki. The key question here is how it differs from the award of a public contract, and how this plays out for the national organization of public tasks. For dessert, we discuss two books we wish we wrote.

Éducation Un processus unitaire qui englobe de nombreuses "éducations", visant à développer les différents aspects qui contribuent à la formation globale du sujet et les différentes formes de l'activité sociale requise par l'appartenance à un groupe de référence spécifique. Formation globale du sujet L'éducation corporelle visant à prendre soin du corps, de la croissance et du développement qui un développement qui se concentre sur la fonctionnalité complète du corps lui-même, qui est la base de tout le reste. Du corps lui-même, qui est la base de tout autre processus de formation. Une éducation affective liée à la capacité de vivre et de se manifester de manifester leurs émotions et leurs sentiments d'une manière qui favorise à la fois l'intersubjectivité la communication et le développement cognitif individuel. L'éducation intellectuelle visant à cultiver la capacité de l'esprit à penser par lui-même, selon différents styles cognitifs, critiques et créatifs. Une éducation esthétique ludique liée à l'épanouissement et à la capacité contemplative du sujet. Si étroitement liée au développement de sa fantaisie et de sa créativité. L'éducation éthique visant à l'autorégulation du sujet, qui s'engage à être cohérent avec le des principes de valeurs de manière rationnelle et libre assumée, au nom de laquelle il agit de manière responsable. L'éducation sexuelle liée à la gestion impulsion érotique, que le sujet doit poursuivre dans le respect de l'autre personne impliquée dans la relation érotico-amoureuse. L'éducation sociale visant à l'intégration de la matière dans la société, sans conformations contraignantes et visant à encourager la dissidence, la critique et le changement. Intégration sociale et institutionnelle du sujet. Formation professionnelle visant à former les profils nécessaires dans la vie économique et sociale d'un pays, en fonction des besoins de la main-d'œuvre les besoins du marché à ce moment précis de son développement historique L'éducation civique vise à former la conscience du citoyen et sa connaissance des lois fondamentales de l'État et de son organisation. L'éducation religieuse vise à faire participer l'individu à une religion ou une foi. L'éducation interculturelle vise à favoriser la rencontre et le dialogue entre des individus ou des groupes de différentes ethnies, cultures et religions. Merci d'écouter et de diffuser ; si vous aimez noter 5 étoiles sur les podcasts Apple. Excellente journée  l'objectif est de créer une vraie culture scientifique du sport et des sciences qui gravitent autour du sport à travers ces podcasts  suivez-moi sur Facebook https://www.facebookm/, https://www.facebook.com/sportsfitnessshop, Instagram https://www.instagram.com/planetprofoot/, LinkedIn https://www.linkedin.com/feed/  https://www.instagram.com/planetprofoot/, LinkedIn https://www.linkedin.com/feed/ Vous pouvez m'écoutez sur : breaker, google podcasts, overcast, pocket casts, radiopublic, spotify et copy RSS en cherchant LIONEL SPORTS sur toutes ces platteformes. Bonne écoute

Si tu penses que seuls ton diplôme ou que tes résultats en entreprise te qualifient alors ecoute cet episode contact@femme-interieure.com

In this episode, Colette talks about how she integrated developing students' 5Cs (critical thinking, communication, creativity, collaboration and connectedness) by using problem-based learning and small groups. Colette Mazzola-Randles is Senior Tutor Learning Teaching and Assessment in Computing at Blackpool and The Fylde College. Support Digital Education Practices: What works? by donating to their Tip Jar: https://tips.pinecast.com/jar/digital-education-practices Find out more at https://digital-education-practices.pinecast.co This podcast is powered by Pinecast.

This episode of Words and Actions starts with Veronika mentioning that the chief adviser to the UK government, Dominic Cummings, used his blog to ask “weirdos and misfits with odd skills” and “true wild cards” to apply for a position as his personal assistant. We also made the point that how much time recruiters spend on filtering CVs is a matter of seconds. These two studies provide evidence for this claim and suggest that the initial time screening a CV has actually gone down from 30 seconds to 6 seconds:   Barnum, C. M. (1987). Writing résumés that sell. Management World, 16, 10-13. Wallwork, A. (2019). English for Academic CVs, Resumes, and Online Profiles. Springer, Cham.   As promised, here is the list of studies on unconscious bias in recruitment decisions:  https://users.ugent.be/~sbaert/research_register.htm    We focused on biased decisions with regard to ethnic background, including that indicated by names. A recent study is    Derous, E., & Ryan, A. M. (2019). When your resume is (not) turning you down: Modelling ethnic bias in resume screening. Human Resource Management Journal, 29(2), 113-130   while the following article looks at whether anonymous CVs could be a solution (spoiler: possibly, but for high-status jobs, ethnicity tends to matter less to begin with):  Lacroux, A., & Martin‐Lacroux, C. (2020). Anonymous résumés: An effective preselection method? International Journal of Selection and Assessment 28(1), 98-111.  We then talked a bit about cross-cultural differences in content, layout and language use in CVs. One study, summarised by Veronika, compares German and Italian CVs: Hepp, M. (2006). The text type "curriculum vitae" in an intercultural perspective. indications for a linguistically based german as a second language instruction at university. Studi Linguistici e Filologici Online, 4(1), 109-129. http://www.humnet.unipi.it/slifo/ [in German]   Bernard then mentioned the DISCO tool, short for European Dictionary of Skills and Competences): http://disco-tools.eu/disco2_portal/ Moving on to digital footprints and digital shadows, Bernard referred to the relevant work of his colleague Stijn Baert (who also compiled the list of studies on unconscious bias):  Baert, S. (2018). Facebook profile picture appearance affects recruiters’ first hiring decisions.  new media & society, 20(3), 1220-1239. To find out more about the consultancy business of our interview guest, Anna Marie Trester, go to https://careerlinguist.com/. Her latest book is  Trester. A. M. (2017). Bringing Linguistics to Work. Lulu Publishing.  During the interview, Anna Marie mentions Erving Goffman (1922-1982), a Canadian sociologist whose work became very influential for conversation analysis and interactional sociolinguistics.   Finally, for the analysis part of this episode, we did an audit of each other’s internet presence. Here are some of our profiles we scrutinise:  https://research.flw.ugent.be/en/bernard.declerck  https://www.linkedin.com/in/erika-darics-35610448/?originalSubdomain=uk https://www.researchgate.net/profile/Veronika_Koller    Do come and say hi to us on any of the social media platforms! See you again for episode 12!

في عمل المنظمات، القوى البشرية هي أهم أصول، و بم أن تلك الأصول لا يتم توظيفها و معها كتيب ارشادات و جزمة تحديثات كل فترة، لذا صار ضروريا أن أن نفهم تلك الأصول و ماذا يحفزها، و أيضا نفهم كيف نطورها و نتجنب خسارتها، اليوم نلتقي مع الأستاذ هيثم العليوي و نتحدث في الحلقة 74 عن الجدارات الوظيفية  في هذه الحلقة: أولا: ما هي الجدارات الوظيفية؟ مقدمة عن الجدارات، تعريف الجدارات، عن ادارة الوقت و كيف نصنفها في الجدارات كماثال، أنواع الجدارات. ثانيا: ما الفائدة من الجدارات الوظيفية؟ متى نحتاجها؟، تقييم الأداء الوظيفي ثالثا: اذا لم نلتفت لها ما النتيجة؟ رابعا: كيف نطبقها و نستخدمها؟ الجدارات في التدريب، من يحدد الجدارات، كيف نبدأ بها بالمنظمة، أمثلة تطبيقية، كيف نطبقها من الصفر   

Scrum Institute, Scrum Framework Episode #7 has been proudly brought to you by International Scrum Institute, https://www.scrum-institute.org You can also listen Scrum Institute’s Podcast from Apple, Spotify, Castbox and Google Play. Listen to Scrum Institute Podcast on AppleListen to Scrum Institute Podcast on Google PlayListen to Scrum Institute Podcast on SpotifyListen to Scrum Institute Podcast on Listen NotesListen to Scrum Institute Podcast on Castbox What Can Cause Chaos And Frustration Before The Scrum Framework? This Might Surprise You! To better understand the impact of the scrum framework to our software engineering practices and businesses, it makes sense to have a look at a day in the life (or a software project in life). Therefore, I would love to briefly talk about a software project from the past before we adopted the scrum development and software delivery framework in our organizations. A few days before I wrote these lines, we had lunch with one of my ex-colleagues with whom we used to work together almost 20 years ago. This gentleman, Marcus has got his scrum master certification and scrum product owner certification from International Scrum Institute. He currently works as a scrum master for one of the leading software houses in the agile project management software domain. As a scrum master, Marcus is now in charge of operating an agile scrum team whose scrum team members located in geographically distributed locations around the globe. During our lunch, Marcus admitted that there are a lot of typical challenges with distributed agile scrum teams. Some of the problems he specifically mentioned related to his software project configuration are: Differences in working styles among scrum team members, Timezone differences,Cultural misfits, andLanguage constraints. Despite these difficulties, Marcus still added that running a software project with the agile scrum process is more fun, productive, and enriching than how we used to work 20 years ago. Compared to days when we used to work without scrum software development and scrum software delivery processes. Marcus' statement was indeed a big testimonial for the credit of the scrum framework from a very accomplished and experienced manager, scrum master, and product owner. Thank you, Marcus! Then we explained to him one of our past software projects before we used to meet with the scrum framework. I’m sure that many scrum masters would resemble this experience to their previous projects before they’ve gotten their scrum master certifications. Back in the late 1990s, we were part of a software engineering group to build a smart card-based public key infrastructure. Smart cards securely protected private keys of infrastructure members, associated public keys and their wrapper certifications were openly distributed (as the name public implies). Back in the day, this was by itself a relatively complex IT project that required multiple interdependent hardware engineering and software engineering teams. We had to do massive amounts of research and development (R&D) to build a fully functional hardware and software system. Remember these are days before we had the minimum viable product (MVP) concept to experiment, create, learn, and experiment again. Without scrum to create such a sophisticated infrastructure that constituted numerous hardware and software elements was a real challenge. Here are three significant setbacks we used to have without any scrum masters and anyone who possesses a scrum master certification in our teams. Had To Plan The Entire Project Before Understanding The Project? This Might Surprise You! Without scrum, our teams had built and delivered entirely wrong software and hardware products that did not fulfill demands from our client. We had times in our professional lives when some third party companies had imposed how we supposed to build our software products or software services. Capability Maturity Model (CMM), ISO 9001:2008 and other derivates attempted to help our companies to ensure we build our correct software in correct ways. How successful they used to be is not part of this book. This book was meant to focus on the scrum process and meri ts of the scrum framework rather than criticizing almost extinct procedures. However, I have to add that these process improvement frameworks before the scrum software engineering framework recommended a phased approach. They advised a phased software engineering approach which we called the Waterfall Software Engineering Model. With the Waterfall Model, each software project was supposed to start with requirement analysis, where we aimed to understand what our client needed and wanted. Then we designed these requirements, we implemented them, we tested (verified) them, and we maintained them in our software production environments. Finally, we reached to end of the software engineering lifecycle. Nonetheless, the reality didn’t play out like that! The Waterfall Methodology vs The Scrum Framework Phases in the Classical Waterfall Software Development Model The adverse effects of unforeseen delays happened during a particular phase of the Waterfall Software Engineering Model were inevitable to the following software engineering phases. Studies have shown that in over 80% of the investigated and failed software projects, the usage of the Waterfall Methodology was one of the critical factors of failure. But why? As shown on the left side, when deploying the Waterfall Methodology, there is a strict sequential chain of the different project phases. A previous phase has to be completed before starting the next phase. Going back is, in most cases, painful, costly, frustrating to the team, and time-consuming. The project timeline is planned at the start. A releasable product is delivered only at the end of the project timeline. If one phase is delayed, all other phases are delayed too. To avoid this, project managers of the Waterfall Methodology usually try to anticipate all possibilities beforehand. That means that in one of the earliest phases of the project, they try to define all requirements as fine-grained and complete as possible. However, requirement definition in an initial stage of a project is often complicated, and therefore many requirements change (or should change) throughout the project. Studies have shown that in more extensive and complex projects, about 60% of the initial requirements do change throughout the course of projects. Other requirements are implemented as define, but some of them are not really needed by the customer. So those implementations consume time and money that could have been better used to implement functionality with a higher added value for its clients. The separation into different project phases forces project managers to estimate each phase separately. The problem is that most of these phases usually are not separate. They are working together and in parallel. For instance, no reasonable human-being can assume that the development phase finished before the testing phase started. And yet, this is precisely and unfortunately how the Waterfall Methodology used to work. The Waterfall Methodology for developing software can be used for implementing small and straightforward projects. But for bigger and more complex projects, this approach is highly risky, if not insane. It’s often costlier and always less efficient than Scrum software development and delivery framework. This was the life before the Scrum framework. Sending our software back and forth between various teams, without the guidance of professionals with the Scrum skills, made our work bureaucratic, complex and unproductive. Finally, it wasn’t only the product which suffered, but also employee morale and commitment to our organizational mission have wholly disrupted. Overcoming A Lack Of Commitment, Change Management & Team Work! This Might Surprise You! The most significant weakness of process improvement frameworks used before Scrum was that: They mainly focused on self-serving organizational demands of leadership. Some of these demands are monitoring, compliance, and predictability. There was no focus on serving clients well and increasing employee morale at all. Thus members of software management teams and various other internal and external stakeholders attempted to have a fixed deadline for software delivery projects and easily monitor the progress of software engineering phases. They penalized their people if something was outside the planned track, and they hoped to fix emerging issues before the scheduled date of project completion. Furthermore, independent silos realized entirely separated software engineering phases. As an example, the development team was completely independent of a software testing (verification) team. Most people who supposed to work for the same business mission didn’t even know each other by their names. Have you got a guess about the reason for this silo-mentality in our organizations rather than focus on business missions and professional (business) maturity of employees? The reason is simply the matrix management . Matrix management is an organizational management and employee structure, and it has been in our businesses since the 1970s. At first glance, the differentiating idea behind a matrix organization or matrix management seems to be smart. The Leadership creates an organizational structure by bringing together employees with similar kinds of functional and technical skill-sets into the same or at best neighbor silos. The Waterfall Project Delivery Model in a Matrix Organization Back in times, it was quite popular to see the so called “Center of Competences” in our companies where each center of competence represented an independent and autonomous silo. One silo for C++ developers, another silo for database administrators, and another entirely separate quality assurance silo in oversees and it goes on and on. Go and figure! The biggest challenge with the matrix organizational structure was that: To deliver a software project without the scrum framework and scrum masters, project managers had to borrow employees from silos temporarily. These employees did not even physically position with their project teams, but they still located in the rooms of their particular center of competences. Up upon completion of projects, these temporary project teams dissolved and project participants moved on their next assignments to serve for other projects. Therefore, the targeted business values of these ongoing software projects have never been the utmost priority for these independent silos. They tend to see their work as checkboxes they ticked for one project over here and another project over there. Leadership and matrix organizational model didn’t teach them how professionals should commit their business to improve the bottom line, including sales, revenue, and profit. A McKinsey Quarterly article written by McKinsey & Company has also clearly illustrated this illusion of cost optimization beyond the matrix organization . Gartner has estimated that organizations worldwide have been yearly spending 600 billion USD to recover their IT systems from non-scheduled maintenance work and defects. Now let’s take a short moment to visualize how the change management and impediment handling of software projects played out. How t hey pl ayed out i n a proj ect configuration with the waterfall model, with the matrix organization, and without the scrum process. Yes. You’re right. Management and employees treated change management, impediment, and error handling as if they’re ill exceptions which shouldn’t have happened in the first place. Therefore, changes in a software project have been the synonym of delays. They usually created a domino effect of cascading delays. Teams required someone to blame and finger point for defects and impediments. Last, but not least, because silos did not have a mechanism in place to process, fix, and learn from their errors, they kept on repeating the same mistakes. Furthermore, they kept on augmenting the amount of technical debt while they passively attempted to deal with their problems. Why Should Democratic Decisions Not Be Overruled? This Might Surprise You! Steve Jobs once said: “It doesn’t make sense to hire smart people and tell them what to do. We hire smart people, so they can tell us what to do.” However, this is precisely opposite of how most of the mainstream leadership used to operate to make decisions before the scrum era. Before we had the scrum process in our organizations, autocratic decisions from leaders overruled the combined intelligence of their teams. They invalidated the democratic decision making ability of groups who were in charge of doing the real works which spanned the entire software engineering lifecycle from the conception of software to its operations. The remoter a decision was shifted away from work centers (teams) it impacted, the more default it was to give a correct mission-critical decision. The judgments from leaders used to be usually impulsive, not thoroughly thought-out, mostly late and tentative, but sometimes even too early. These autocratic decisions imposed from the top made employees feel undervalued. They entirely hindered the ability of their organizations to come up with creative and innovative solutions to handle competitive business and software-related challenges. Furthermore, they discouraged software engineering teams from giving their inputs at the times when they’re asked to contribute decisions. It was a brief overview of how we used to develop and deliver our software services and service products before we adopted the scrum framework in our organizations. Now let’s have a look at how we sorted out these chaos and frustration elements with the help of the scrum process. What Makes The Scrum Framework Succeed? This Might Surprise You! The Scrum Framework changes the classic triangle of project management. Organizations do no longer need to sacrifice one of the time, budget, or quality. The new triangle is now emerging between the budget, time, and functionality. And none of these project success elements have to be endangered. Triangle of Project Management According to the Scrum framework, quality is no longer optional. To deliver what clients are paying for to flourish their businesses, the Scrum Teams strive to provide the best possible software they’re jointly able to build. In the Scrum framework, the factors which define when a feature is complete and when it meets the required quality standards are set by Definition of Done (DoD). DoDs specify the expected outcome in terms of functional and non-functional requirements, design, coding, unit testing, end-user validations, documentation, and so on. DoDs are defined in the levels of both user stories and tasks. DoDs of user stories focus on functional and non-functional client requirements, whereas DoDs of tasks focus on the desired working activities from the Scrum Team members. The Scrum Team is not allowed to close the user stories, and obviously, the tasks that do not fulfil their DoDs. Scrum Product Owner and the Scrum Team define user stories and their tasks throughout the course of the Scrum software engineering process incrementally. This incremental development allows the team to remain adaptive and adjust their next best actions in a controlled manner without the additional costs and risks of jeopardizing large chunks of previous work. The Scrum Team builds a potentially shippable software product increment until the end of each Sprint. The team demonstrates and discusses these increments with the Scrum Product Owner and client stakeholders to get and incorporate their feedback towards the next steps of their project. This flexibility applies to not only software delivery but also the operational processes. So, the Scrum Framework allows the optimization of the use of resources (human, time, budget, material) and the minimization of wastes. Studies have shown that Scrum has the following positive effects in practice: More frequent code deployments,Faster lead time from committing to deploying code,Faster mean time to recover from downtime,Lower change failure rate,Better product quality,Reduced or identical costs compared to pre Scrum deployment,Improved productivity and throughput,Improved code and operational reliability,Enhanced organizational performance and client satisfaction,Improved market penetration, market share, and profitability of organizations,Improved market capitalization growth,Improved motivation of employees. Introducing and adopting the Scrum Framework is non-trivial. And yet, the adaptive and iterative approach of the Scrum Framework handles this initial burden, and it copes with ever-changing client and business requirements better. Thus, the Scrum Framework is, in most cases, a better alternative to the classical software engineering methodologies.

This week, Pete Blank looks back at lessons learned around the Disney Leadership Competencies.  This week, he looks at one titled "Passion for Disney Excellence and Diversity." There are multiple leadership behaviors that are associated with this competency, and Pete shares how they applied to him at Disney, and how you can apply them in your work life. Integrity Modeling Disney Heritage Relationship Skills Promoting Innovation and Change Team Motivation

This week, Pete Blank looks back at lessons learned around the Disney Leadership Competencies.  This week, he looks at one titled "Passion for Disney Excellence and Diversity." There are multiple leadership behaviors that are associated with this competency, and Pete shares how they applied to him at Disney, and how you can apply them in your work life. Integrity Modeling Disney Heritage Relationship Skills Promoting Innovation and Change Team Motivation

FORMATION GRATUITE

Questions - Les Competences Culturelles - 17 Janvier 2020 by RMF Radio Montréal France

In the sequel to EP. 17, Dennis explains if the Federal German Government can actually realize its Blockchain Strategy under the German constitution. Does it have the competences? What role plays the European Union?

The Conversation with Dr Zoran Mitrovic on Cyber Security Dr Zoran Mitrovic is an ICT professional and senior academic with over 40 years of combined experience in consulting, lecturing and research. He is currently one of Directors at the VM Advisory (vmadvisory.com) and is also associated with certain South African and overseas universities. Dr Mitrovic specialises in the following consulting, research and lecturing areas: • Information Systems Management (strategies, IS business benefits); • Cybersecurity Management (organisational strategies and policies, board concerns, cybersecurity risk management, awareness campaigns, insider threats, capacity building programmes, national strategies and policies); • e-Skills/e-Competences development (National, organisational); • e-Government; • ICT for Development (ICT4D) He is the author of academic and popular articles as well as a certain national and provincial strategies in the fields of ICT capacity building (e-skills) and e-government. His popular articles on various cybersecurity topics are aimed at the non-technical business people and the wider public. Since the articles are published elsewhere, for easier access, all of them are grouped on his company’s website under ‘Trending’ menu: https://vmadvisory.com/trending/

In part 2 of the talked that I had with Kristina Bucher, research assistant at the chair of school pedagogy at the faculty of human science at the University of Wuerzburg,  we talked about design aspect of AR, VR and MR in an educational context and interdisciplinary concepts of developing AR,VR and MR use-cases. Here, Kristina has been participating in two interesting projects. Finally, we talked about the question, how class & classroom of the future might look like.    I hope you enjoy the content. Leave me a feedback and a rating on itunes and recommend the podcast to your friends and collegues.   

The afternoon session of the SHAPE ENERGY conference hosted by Friends of Europe on 22 January featured presentations from a number of H2020 funded projects from across Europe, including PROSEU; INNOPATHS and the EU Energy Poverty Observatory, in which they shared their journeys and key takeaways from their experience dealing with energy-related topics. Following an introduction from Xavier Troussard (European Commissioner Director of Competences at the Joint Research Centre (JRC)), the presentations were led by Giorgia Rambelli of ICLEI Europe, Stefan Bouzarovski of the University of Manchester, Frances Fahy of the National University of Ireland and Andrew Hook of the University of Sussex.

Je t'explique ici en détails, le trio gagnant pour rebondir après une situation difficile. Qu'il s'agisse de business, ou d'un évènement personnel, on rencontre tous dans la vie des aléas, le tout est d'y faire face. Je reviens avec toi sur un moment très personnel et ce qui m'a permis, de manière assez drôle, de remonter la pente. Bonne écoute ! *** Si ce podcast t'a inspiré, merci de cocher un petit 5 étoiles sur Itunes, et de laisser un commentaire sur ce qui t'a plu. **** Envie de partager l'énergie et l'enthousiame d'une communauté d'explorateurs, qui comme toi, souhaitent prendre leur envol pour plus de liberté et de plaisir ? Alors, rejoins nous dès à présent sur BizLounge. Pour accéder, c'est par ici : https://pass.bizlounge.fr/page/offres/1/ Si tu veux donner un nouveau souffle à ton business en répondant notamment à ses questions : --> Comment obtenir de nouveaux clients ? --> Comment rendre visible mon offre sur le web ? --> Comment augmenter mon chiffre d'affaires en 90 jours ? --> Comment faire connaître mon service avec 0€ de budget com ? --> Comment me libérer un mi temps ? Choisis la FIRST CLASS pour un accompagnement VIP : - 1 coaching de 45 minutes avec moi - accès illimité au programme de formation " créer et booster son business" : marketing, finance, communication tout pour te lancer - un forum de discussion avec les autres entrepreneurs et moi-même - 1 master class en live tous les vendredis matins de 10h à 12h pour préparer ton plan de vol de la semaine et rentrer en détails dans les rouages de ton business Par ici l'embarquement : https://pass.bizlounge.fr/page/offres/1/ **** QUI SUIS-JE ? Olivia Lans-Hebrard, entrepreneuse depuis 2011, mère de 3 gars, écrivaine et globe-trotteuse Persuadée qu’à plusieurs, on avance plus loin, j’ai lancé BIZLOUNGE, une tribu en ligne offrant formations, coaching et connexions pour permettre à ses membres d'atteindre leur liberté grâce à leur business. Mes atouts pour t'accompagner dans ce beau challenge : Une formation d'expert comptable + Un MBA 10 ans en lancement de programme aéronautique La création d'une start-up avec d'Olivier Mathiot (Ceo PriceMinister) Un tempérament de fonceuse pour t'aider à passer à l'action Une expertise "terrain" en marketing digital & communication Une passion pour le développement personnel Un focus sur l'action Mon goût illimité pour la liberté et mon envie de te voir atteindre des sommets à ton tour ;-) **** BizLounge, pour te permettre de décoller vers ta liberté !

Why Airbnb hosts complain about guests is not a mystery. Any traveler can be an AirBnB guest and stay at a short-term rental or #VRBO. But let's look at why AirBnB hosts complain about guests when they are quiet, polite and leave the #AirBnB damage free. They may not leave it clean. There are host expectations that come with home sharing. Yes, they are in the hospitality industry and many charges a cleaning fee for cleaning and standard amenities. But as a live-in host, you are staying in their home. Even a short-stay can change their feedback or rating and review if you don't leave it clean. Today's #AskaHouseCleaner sponsors are Savvy Cleaner. (Training and Certification for house cleaners who provide turnover service.) And TurnoverCleaningTips.com - a website full of turnover and staging tips. *** COMPLETE SHOW NOTES FOR THIS EPISODE *** https://turnovvercleaningtips.com/why-airbnb-hosts-complain *** MORE VIDEOS ON THIS TOPIC *** Why Hosts Should GLADLY Pay Airbnb/VRBO Fees - STR University - https://youtu.be/v9OWz28r0vE Airbnb Home Rental Nightmares - ABC News - https://youtu.be/PfDAEF02tp0 Airbnb: Unwelcome Guests | CNBC - https://youtu.be/0VAN-grSlDA 12 worst hosting mistakes that will give you bad reviews - Competences 2030 - https://youtu.be/0CwdOYjqut8 Tips and Advice for Hosts - AnastasiaOva - https://youtu.be/_xaob5C5_i0   *** RESOURCES FROM THIS EPISODE *** Start Your Own Travel Hosting Business: Airbnb, VRBO, HomeAway, and More - https://amzn.to/2PzbDvE Airbnb: How to Make Money on Airbnb and Easily Earn Up to $10,000 A Month in The Comfort of Your Own Home - https://amzn.to/2LbPfIb Airbnb Super-Host: The Ultimate Guide to Hosting Success: Unlock Your Home's Earning Potential the Right Way to Make More Money with Airbnb - https://amzn.to/2ruVn54 Master of Vacation Rentals: 10 Steps to Hosting Success for Airbnb + other platforms - https://amzn.to/2QKi8QW We are a participant in the Amazon Services LLC Associates Program, an affiliate advertising program designed to provide a means for us to earn fees by linking to Amazon.com and affiliated sites.   *** OTHER WAYS TO ENJOY THIS SHOW *** ITUNES - http://apple.co/2xhxnoj STITCHER - http://bit.ly/2fcm5JM SOUNDCLOUD - http://bit.ly/2xpRgLH GOOGLE PLAY - http://bit.ly/2fdkQd7 YOUTUBE - https://goo.gl/UCs92v *** GOT A QUESTION FOR A SHOW? *** Email it to Angela[at]AskaHouseCleaner.com Voice Mail: Click on the blue button at https://askahousecleaner.com *** HOUSE CLEANING TIPS VAULT *** (DELIVERED VIA EMAIL) - https://savvycleaner.com/tips *** FREE EBOOK – HOW TO START YOUR OWN HOUSE CLEANING COMPANY *** http://amzn.to/2xUAF3Z *** PROFESSIONAL HOUSE CLEANERS PRIVATE FACEBOOK GROUP *** https://www.facebook.com/groups/ProfessionalHouseCleaners/ *** VRBO AIRBNB CLEANING FACEBOOK GROUP *** https://www.facebook.com/groups/VRBO.Airbnb.Cleaning/ *** LOOKING FOR WAY TO GET MORE CLEANING LEADS *** https://www.facebook.com/groups/HouseCleaning360/ *** FOLLOW ANGELA BROWN ON SOCIAL MEDIA *** https://Facebook.com/SavvyCleaner https://Twitter.com/SavvyCleaner https://Instagram.com/SavvyCleaner https://Pinterest.com/SavvyCleaner https://Linkedin.com/in/SavvyCleaner *** WHAT IS ASK A HOUSE CLEANER? *** Ask a House Cleaner is a daily show where you get to ask your house cleaning questions and we provide answers. Learn how to clean. How to start a cleaning business. Marketing and Advertising tips for your cleaning service. How to find top quality house cleaners, housekeepers, and maids. Employee motivation tactics. Strategies to boost your cleaning clientele. Cleaning company expansion help. Time-saving Hacks for DIY cleaners and more. Hosted by Angela Brown, 25-year house cleaning expert and founder of Savvy Cleaner Training for House Cleaners and Maids. *** SPONSORSHIPS & BRANDS *** We do work with sponsors and brands. If you are interested in working with us and you have a product or service that is cohesive to the cleaning industry reach out to our promotional department info[at]AskaHouseCleaner.com *** THIS SHOW WAS SPONSORED BY *** SAVVY CLEANER - House Cleaner Training and Certification – https://savvycleaner.com MY CLEANING CONNECTION – Your hub for all things cleaning – https://mycleaningconnection.com HOUSECLEANING360.COM – Connecting House Cleaners with Homeowners – https://housecleaning360.com SAVVY PERKS – Employee Benefits for Small Business Owners – https://savvyperks.com VRBO AIRBNB CLEANING – Cleaning tips and strategies for your short-term rental https://airbnbcleaningtips.com

Which competences and skills do workers need in the future? This question is currently one of the hottest questions and topics in education. In the second part of the interview with Prof. Dr. Tanja Bipp, professor for industrial-organizational psychology at the University of Wuerzburg, we picked up this topic. Prof. Bipp shared information from current research projects. Moreover, we talked how technology can support workers practicing their jobs, the phenomenon of organizational citizenship behavior, interdependencies between work and health, as well as intrinsic motivation and learning Goals.

Veronica BATALLA, Université Ramon Llull - Barcelone

Veronica BATALLA, Université Ramon Llull - Barcelone

Garry is back, this time to talk about his approach to using competences in learning and development. I would guess that competences are not used that much in your organisation, and if they are, they are only dragged out for performance reviews and little else.  Even then, if my experience is anything to go by, they probably don't really drive workplace behaviour or performance improvement, and maybe they feel more like a tick-box exercise that HR make you do. It needn't be thus. Competences can be really useful! Well written ones, with good descriptors of effective and ineffective behaviours, can be a great guide for superior performance and an invaluable tool in learning needs analyses and learning design. Garry Platt is an experienced training consultant with more than 30 years experience in the business. He has worked with a number of international organisations helping them to enhance their approach to training and development. Within the last 12 months he has worked with Deutsche Post DHL, Formica, Siemens, Mercedes AMG F1 Team and was the keynote speaker at the SHE Conference in Blackpool. Academically qualified to Masters Degree level in Education, Training and Development his work combines current research and study in Human Resource Development with a pragmatic and workable approach. During the last 10 years an area of specialisation has become the evaluation and return on investment analysis of training delivered in organisations. Drawing from the experience of hundreds of companies and organisations he has drawn together a large range of methods and approaches which many organisations have selected from and introduced into their own. Garry currently works for EEF and can be contacted via his LinkedIn profile or email (gplatt@eef.org.uk)

The next Radio Show with Janice Lindstrom on April 29, 2016 at 1:30 PM (CST) will feature Dr. Petra Kern, Dr. DeLoach and their students Madison, Holly, Emma, and Garrett. They will talk about “Intercultural Competences” that are necessary to shape music therapy practice with a culturally diverse population in today's global world. Join me coming Friday at http://www.blogtalkradio.com/mtshow

The next Radio Show with Janice Lindstrom on April 29, 2016 at 1:30 PM (CST) will feature Dr. Petra Kern, Dr. DeLoach and their students Madison, Holly, Emma, and Garrett. They will talk about “Intercultural Competences” that are necessary to shape music therapy practice with a culturally diverse population in today's global world. Join me coming Friday at http://www.blogtalkradio.com/mtshow

Podcast

Au programme dans l'émission d'Avril : Competences, Deconnectionistes, Specs et PJL Renseignement See acast.com/privacy for privacy and opt-out information.

The extended family has always been God's intention for what he wants to do with his people

Division of Competences Between the European Union and the Member States in the Area of Energy Law , par Dr. Piotr Bogdanowicz, Université de Varsovie.

Bernard Blandin est directeur de recherche du groupe CESI, le Centre français d'études supérieures industrielles. Il est également secrétaire général du Forum français pour la formation ouverte et à distance et animateur du groupe international d’experts (ISO/CEI JTC1/SC36 WG3) qui œuvre au développement de normes liées, entre autres, au portfolio numérique et aux compétences. Nous abordons avec lui les enjeux de l’intégration des profils de compétences dans les pratiques enseignantes.