Podcasts about hros

The GeekShock drinking game is OFFICIALLY launched (drink responsibly, unlike Vlarg). We also talk about Fondue, the new Barry's Steamer, Dog Soldiers, Werewolf movies, Salem's Lot 2024, Trick R Treat, Mr. Robot, From, Glitter Gulch Tiki, Superman and Doomsday, Joker 2, Train to Busan, HROs, Platform, Howard Andrew Jones, California's new law targeting digital content, Alien Isolation gets a sequel, Soulm8te, and A Vicious Circle. So, lease that content, it's time for a GeekShock!

In this episode, we explore the distinct dynamics of High Reliability Organizations (HROs) and industries regulated by Good Manufacturing Practices (GMP), such as pharmaceuticals and medical devices. We delve into how each sector prioritizes safety and reliability, the differences in regulatory oversight, operational procedures, and cultural approaches towards risk management. By comparing these sectors, we uncover unique strategies and cultural orientations that each adopts to navigate their specific challenges and enhance reliability. Join us as we unpack the crucial elements that define the operational success and safety standards in HROs and GMP-regulated industries.To learn more, visit:https://humanerrorsolutions.com/Listen to more episodes on Mission Matters:https://missionmatters.com/author/ginette-collazo/

Wir melden uns heute mit einer Spezialausgabe unseres Podcasts, und zwar zu einem traurigen Thema. 2024 steht auch im Zeichen der Insolvenzen und Startup-Pleiten, und heute haben wir einen Gast, der sprichwörtlich ein heroisches Ende zu verkünden hat. Denn das Wiener HR-Startup HROS geht in den Konkurs, und Gründerin Maria Baumgartner hat sich bereit erklärt, heute exklusiv Einblicke in das Ende, die Gründe und die Gefühlswelten dieser Firmenschließung zu geben. Die Themen: - Die Gründe für den Konkurs - Warum eine Sanierung vor einem halben Jahr der bessere Plan gewesen wäre - Taktische & strategische Fehler - Als die Finanzierungsrunde nicht klappte - Wie der Konkurs gemanagt werden muss - Marias Zukunftspläne Wenn dir diese Folge gefallen hat, lass uns doch vier, fünf Sterne als Bewertung da und folge dem Podcast auf Spotify, Apple Music und Co. Für Anregungen, Kritik, Feedback oder Wünsche zu künftigen Gästen schick uns jederzeit gerne eine Mail an ⁠⁠⁠⁠⁠⁠⁠feedback@trendingtopics.at⁠⁠⁠⁠⁠⁠⁠.

A healthy culture is a key factor in developing a highly reliable organization, or HRO. For a culture to be healthy depends on the existence of psychological safety in that culture. In this new series of our award-winning podcast, we discuss how to develop a healthy workplace as we continue our examination of HROs and the practices that lead to them.   Moderator: Tomas Villanueva, DO, MBA, FACPE, SFHM Senior Principal, Performance Improvement Consulting Vizient   Guests: Kristina Kelada, PHR, CHRE, CHRS Associate Principal, Reliability and Management Systems Vizient   Elizabeth Mack, MD, MS Principal, Reliability and Management Systems Vizient   Show Notes: [02:28] Importance of building a culture on trust and respect [03:38] Psych safety defined [05:30] It is dangerous when employees are quiet [07:18] How to know you have psych safety in your practice [09:19] What leaders can do [10:14] We're in healthcare, for goodness sakes! Links | Resources: How to interpret and use your SCORE survey results (Safe and Reliable Healthcare): SCORE Interpreting and Using Results To contact Modern Practice: modernpracticepodcast@vizientinc.com Dr. Mack's email: elizabeth.mack@vizientinc.com Kristina Kelada's email: kristina.kelada@vizientinc.com   Subscribe Today! Apple Podcasts Amazon Podcasts Android Google Podcasts Spotify RSS Feed

This episode finishes our discussion on how organizations can tackle persistent quality, safety and workplace challenges on the way to becoming high reliability organizations (HROs). Tomas engages with two expert guests on what constitutes an HRO and how to make that journey to better performance.   Moderator: Tomas Villanueva, DO, MBA, FACPE, SFHM Senior Principal Clinical Operations and Quality Vizient Guests: Allan Frankel, MD Executive Principal, Safe and Reliable Healthcare Vizient Katerie Chapman, MHA Senior Principal, Safe and Reliable Healthcare Vizient   Show Notes: [00:42] Dealing with burnout [02:51] Culture and high reliability [05:06] Assessing organizations [08:25] Just Culture   Links | Resources: To contact Modern Practice: modernpracticepodcast@vizientinc.com Vizient Safe and Reliable Healthcare site: https://www.vizientinc.com/our-solutions/care-delivery-excellence/reliable-care-delivery Allan's email: allan.frankel@vizientinc.com Katerie's email: katerie.chapman@vizientinc.com Subscribe Today! Apple Podcasts Amazon Podcasts Android Google Podcasts Spotify RSS Feed

On this episode, we continue our discussion on how organizations can tackle persistent quality, safety and workplace challenges on the way to becoming high reliability organizations (HROs). Tomas discusses with two expert guests on what constitutes an HRO and how to make that journey to better performance.   Moderator: Tomas Villanueva, DO, MBA, FACPE, SFHM Senior Principal Clinical Operations and Quality Vizient Guests: Allan Frankel, MD Executive Principal, Safe and Reliable Healthcare Vizient Katerie Chapman, MHA Senior Principal, Safe and Reliable Healthcare Vizient   Show Notes: [00:46] Areas to address and challenges to meet [01:52] Examples of challenges to high reliability [03:47] Complex processes that can undermine reliability [05:20] Sustaining improvement [07:49] Vizient's Safe and Reliable Healthcare: a force multiplier [11:41] Burnout   Resources: To contact Modern Practice: modernpracticepodcast@vizientinc.com Vizient Safe and Reliable Healthcare site: https://www.vizientinc.com/our-solutions/care-delivery-excellence/reliable-care-delivery Allan's email: allan.frankel@vizientinc.com Katerie's email: katerie.chapman@vizientinc.com Subscribe Today! Apple Podcasts Amazon Podcasts Android Google Podcasts Spotify RSS Feed

In this episode from the Midyear Clinical Meeting in Las Vegas, our content matter experts discuss the characteristics of high-reliability organizations (HROs) and how high reliability impacts safety and quality.  The information presented during the podcast reflects solely the opinions of the presenter. The information and materials are not, and are not intended as, a comprehensive source of drug information on this topic. The contents of the podcast have not been reviewed by ASHP, and should neither be interpreted as the official policies of ASHP, nor an endorsement of any product(s), nor should they be considered as a substitute for the professional judgment of the pharmacist or physician.

In this episode, Mary Conquest speaks with Jodi Goodall, a High-Reliability Organization (HRO) expert who's been in the safety profession for 20 years. Her operational experience spans mining, defense, explosives, heavy maintenance and logistics, and she's currently head of organizational reliability at Brady Haywood, a consultancy in Brisbane.Jody's approach to Safety is based on systems thinking and the practices of HROs - and she begins this enlightening interview by explaining what strategies and organizations this acronym covers.She walks EHS practitioners through the 5 characteristics of HROs, using practical examples of how they can enhance workplace safety:Preoccupation with failureReluctance to simplifySensitivity to the operationsCommitment to resilienceDeference to expertiseJodi explains that HRO is dotted throughout all the current safety theories and calls for HSE professionals to focus on practices, not academia and recognize that we're all heading in the same direction.She believes there's too much investment in traditional Safety approaches and encourages the profession to welcome failure, trust the workforce, and be less judgemental and more helpful.Find out more about Jodi's work:Brady Heywood | Complex Systems ThinkingJodi recommends the work of Andrew Hopkins:Amazon.com: Andrew Hopkins: Books, Biography, Blogs, Audiobooks, KindleAnd this book about the US Nay culture:Extreme Operational Excellence: Applying the US Nuclear Submarine Culture to Your Organization eBook : DiGeronimo, Matt, Koonce, Bob: Amazon.com: BooksJodi Goodall on LinkedIn:Jodi Goodall | LinkedInSafety Labs is created by Slice, the only safety knife on the market with a finger-friendly® blade. Find us at www.sliceproducts.comIf you have any questions, please email us at safetylabs@sliceproducts.com

2021 haben sich Startup-Gründer:innen noch damit gebrüstet, dass sie hunderte, sogar tausende Mitarbeiter:innen anstellen. 2022 hat sich das durch Massenkündigungen bei Scale-ups und Unicorns ins Gegenteil gekehrt. Mittendrin das Wiener HR-Startup Speedinvest Heroes, das nun den Pivot macht und zu HROS.io wird - statt Jobbörse ist nun smartes AI-Recruiting angesagt (mehr dazu hier). Wie sich der Job-Markt im Tech-Sektor entwickelt, das erzählen uns im heutigen Podcast Maria Baumgartner und Lukas Rippitsch, die Mitgründer:innen von HROS. Es geht um die Themen: - Das verflixte Jahr 2022 - Den Pivot von wecanbeheroes.io zu HROS.io - Das neue Geschäftsmodell - Die Entwicklung am Job-Markt - Was nach Massenkündigungen passiert - AI im Recruiting - Künstliche Intelligenz als Ersatz für menschliche Arbeit Wenn dir der Podcast gefallen hat, gib uns ein paar Sterne und/oder ein Follow auf den Podcast-Plattformen und abonniere unseren Podcast bei: - Spotify - Apple Podcast - Google Podcasts - Amazon Music - Anchor.fm und besuche unsere News-Portale - Trending Topics - Tech & Nature Danke fürs Zuhören! Feedback, Wünsche, Vorschläge und Beschwerden bitte an feedback@trendingtopics.at!

During the early days of the COVID-19 pandemic in 2020, much of the US was in lockdown. Many people had lost jobs or could not work from home during that time and struggled to pay their bills. Shortages of food and other basic necessities were common. Many people needed help during this time. Charitably-funded volunteer staff organizations like soup kitchens and food pantries suddenly found themselves on the front line of a massive ongoing food relief emergency. Many of them did heroic work. We're speaking today with the co-authors of a new report titled, "The Impact of the COVID-19 Pandemic on US Hunger Relief Organizations, from August and November of 2020." Gizem Templeton is a researcher at Duke University's World Food Policy Center. Alison Cohen, formerly of WhyHunger, is a research consultant on the project. And Suzanne Babb is the director of US programs at WhyHunger. Interview Summary   So Gizem, let's begin with you. Can you tell our listeners about the survey itself and what WhyHunger hoped to accomplish through this work?   Gizem - Sure, Kelly. So as a research partner for WhyHunger, we wanted to survey hunger relief organizations, which are food banks, food pantries, soup kitchens, as well as hunger advocacy organizations during the pandemic in the summer of 2020. Our goals were twofold. First, we wanted to document what was happening in terms of pandemic impact and response. And second, we were interested to see what programmatic policy and food system recommendations they had for the future. All in all, over 240 hunger relief organizations from 39 states responded to our survey.   It was important to understand the impact on hunger relief organizations because these organizations are mostly dependent on charity donations of cash and food. Their operating budgets change from year to year. And, they're staffed largely by volunteers who tend to be older individuals. So as you can imagine, the COVID-19 pandemic created a range of daunting challenges for them.   You may probably recall the many media stories with photos of long lines of people trying to get food during the summer of 2020. The hunger relief organizations in our survey said that demand for food and other services increased significantly. We heard that people who used to donate money were coming in to get food themselves. And also, that many families were struggling simultaneously with job losses, housing issues, and reduced access to food. Hunger relief organizations did everything they could to stay open. And we saw a lot of innovation to meet the demand, in this survey.   I mean, there is no question that hunger relief organizations gave their all for our society during the pandemic, but in their own words, they also questioned the country's dependence on charitable donations to keep people fed. And survey responses highlight a need to strengthen the national social safety net and to focus on the root causes of hunger.   So Gizem, how did the hunger relief organizations grapple with these tremendous challenges during the pandemic?   Gizem - Yes, so first, all but two of the organizations who responded to our survey were able to remain open. But all of them had to make big changes very quickly to keep up with an almost overwhelming demand for food and new safety practices as more was learned about COVID. And we saw shifts to curbside pickup of food, some home delivery, and a few organizations were even able to offer client transportation for housebound individuals. Some hunger relief organizations made a shift to online ordering.   I would say the biggest challenge they faced was the loss of volunteers due to COVID risk. And they had to suspend some programming as a result of that. Many surveyed organizations said some of their volunteers and staff contracted the virus during this time. Another challenge was not enough refrigeration space for perishable food and storage for shelf stable food as the volume of food coming in increased to meet the demand.   And a big challenge, I would say, the organizations at times struggle with a lack of communication and coordination from the government that would've allowed them to prepare for changes to regulations, safety protocols, and federally sponsored programs like the Farmers to Families Food Boxes.   In terms of what helped them meet the demand, I would say philanthropic funding was key. Charitable funding for emergency food surged during this time and partnerships within and outside of the hunger relief world and increased local coordination were also big contributors to success.   It is clear that the hunger relief organizations did incredible work to support our society during this chaotic time. But we have to ask ourselves, does it make sense in a country as wealthy as ours that so many people had to turn to charity in order to have enough food?   So Alison, in your view, what were the most surprising and the most troubling and even the most hopeful things that you uncovered in the survey?   Alison - Well, I think the survey uncovered both troubling and hopeful things given that the entire emergency food system was thrown practically overnight into crisis mode. Because of the pandemic, we witnessed every single hunger relief organization pushed to its limits. And the ways in which the system was taxed during this time is not surprising given that for many working families, the local food bank has become a kind of free grocery store that helps to plug the holes in household finances year round.   For many decades now, the rate of food insecurity has not fallen below 11%. Food insecurity is, unfortunately, a way of life for far too many households. And as Gizem said, a majority saw an increase in need.   What we need to pay attention to is the way in which this increase in need was confounded by other issues that for many, were not experienced by or visible to hunger relief organizations before the pandemic. For instance, these organizations struggled with the government's response to the pandemic, particularly the inconsistency and unpredictability of the response. The government, of course, was dealing with this magnitude of crisis for the first time itself. More than 70% of HROs said that in order to fill the gaps in government support, they turned to their own forms of communication and coordination with funders, local farmers and growers and other stakeholders, other community organizations.   This survey was unique in that we queried first responders, so to speak, to a food security crisis unlike anything we've experienced in the US at that scale. And our findings in the survey add to the reports and stories in the media, those that we all heard and saw, of the miles long lines of cars waiting in parking lots to receive food and the millions of people who found themselves needing a food bank for the very first time in their lives. And all of that exposed how inadequately we, as a society, are addressing the economic precarity of a majority of American households. And therefore, how in sufficiently we are working to end hunger in food insecurity in one of the wealthiest countries in the world.   But Kelly, it wasn't all doom and gloom. There was a lot of hope, I think, that came through in the survey. And what I found particularly hopeful is that hunger relief organizations overwhelmingly embrace the both end of their missions. That is to ensure that folks who need it get healthy food now and to ultimately end food insecurity. And based on their responses, they have a multifaceted understanding of what it will take to do both and what the role in it should be. And I think that's an incredibly hopeful point and something we should pay attention to.   Well above 60% of hunger relief organizations identified dependence on volunteer staff, dependence on individual and corporate donations as issues to be addressed. They also cited lack of government support and solutions to address the root causes of hunger such as unaffordability of healthy food, low wage jobs, unresilient food supply chains, and they called out as problematic the persistence of inequitable access to healthy food is a manifestation of structural racism in the food system.   But their clarity on where the deficiencies are in the system doesn't end there. They have a strong vision for what they want to see happen and their role in it. These organizations are calling for increased sustainable and more flexible funding so they can get healthy food to people in the most dignified way possible. They're also calling for a stronger social safety net. They want to see the increases that were legislated during the pandemic become permanent features of the social safety net, including universal free school meals. And they're also advocating for snap changes such as more flexibility and broader access. And they're calling for the descaling of government food nutrition programs. Instead, advocating for programs that address the intersections of food security, affordable housing, mental health, living wages, and childcare among other issues.   One respondent wrote in the following response, which was repeated by other respondents in their right end responses as well: "People need living incomes, ones that make it possible to provide both food and shelter. Emergency food network should not be used to prop up an inadequate system of income support."   You know, Allison, as I'm listening to you, it's so clear that this was an enormous challenge with so many implications for looking back on what was done and thinking about the future and what might be done. So it's really helpful to have you talk about some of the permanent changes that could help for us stall or even avoid such a terrible crisis should something like this happen again.   So, Suzanne, let me ask you. The report presents the perspective that the US relies too much on charitable food, but if there's philanthropic support out there for the charitable food system, why is this such a problem?   Suzanne - Well, there are couple of reasons for that. I think, firstly, the charitable food system cannot meet the need. I think then it's important to think about what the charitable food system is based on, and although it has the best of intentions and is trying to fill a need, the majority of the system props up this dysfunctional system that relies on corporate waste. And far too often, these corporate donations are highly processed, filled with high fructose corn syrup, and are lacking in nutrition. And this helps to contribute to increased rates of chronic disease like diabetes and heart disease that disproportionately impact low income and BIPOC people. Also, the corporations that benefit from these tax write-offs in the process are notoriously the low wage employers who don't pay people enough money and whose staff rely on food stamps and charitable food to feed their own families.   Another reason is that the right to healthy and nutritious food is a basic human right and governments bear responsibility to their citizens to fulfill these human rights. But the US has slowly reduced its role in fulfilling that responsibility, and instead have been putting it in the hands of charitable organizations that have been vulnerable, always relying on donations and volunteers. And this is just not a sustainable system.   The US hasn't codified the right to food federally. There's one state, the state of Maine that has done so in their constitution in 2021. And there are other states that are organizing and strategizing to do the same. I think, lastly, it's important to remember that hunger is a symptom of poverty and poverty is a created condition. And the government has played a role in creating this condition and has a responsibility to be a part of the solution.   Thanks, Suzanne. So Alison, let me ask you one final question. The report offers up quite a wide range of recommendations for hunger relief organizations, also for philanthropy and for the federal government. Can you provide examples of organizations who are already implementing some of the recommendations? Could you talk about these and the opportunities that you see for a sustainable change?   Alison - Yes, yes, I'd love to. And I think that's a really important part of the report and there's much more in the report than I can say here during the podcast. So I would encourage folks to really take a look at the report, to hear more details, and to learn about very specific organizations and actions and activities that are happening.   So first, as Suzanne mentioned, yes, there's a historical over-reliance on the charitable food system and that has gotten out of balance. Hunger relief organizations, philanthropy, and the government all have a role to play in correcting that imbalance. Some 50 years ago, these organizations were designed to be temporary and crisis related, but what's emerged is a system that continues to need more and more bricks and mortar to mediate what has become a stagnant and alarming rate of food insecurity. And as we see in the results of the survey, many hunger relief organizations are expanding their strategies to include helping clients get access to government nutrition programs and policy and advocacy to improve federal nutrition programs. And a smaller, but I think growing subset of these organizations are beginning to address root causes of food insecurity such as low wages, poor working conditions, structural racism is a part of their mission.   For example there's a soup kitchen called Neighbors Together that has been operating in Brooklyn, New York for more than 30 years. About 10 or so years ago, they began engaging clients in determining their own advocacy agendas through what they called their community action program. Their participants, all of whom are patrons of the soup kitchen, identified insufficient wages and barriers to safe and affordable housing as primary reasons they required ongoing food assistance. So they organized others in their neighborhood and are currently advocating with the city of New York and the state of New York to implement policies that address housing and wages.   And in Washington State, the state's largest independent hunger relief agency known as Northwest Harvest is working to shift public opinion and change policies and practices that perpetuate hunger, poverty, and disparities while advocating for a right to food framing for statewide policies. They're one of the states that is really engaged in hoping to amend their constitution to include the right to food as Suzanne mentioned earlier.   And one last example, and again, the report contains many others, is the Black Church Food Security Network. Their mission is to ensure food security in Black communities by addressing racial and economic injustices. And they do this by co-creating sustainable local food systems in partnership with Black churches, Black farmers, and Black business owners. It's really remarkable.   So as the COVID-19 crisis continues to reshape public life around the globe, it's not over yet, unfortunately. The results of this survey strongly support the fact that we have an opportunity to organize and protect everyone's most basic human rights, nutritious food. And really, not just in response to COVID-19, but as a springboard to a social and political economy that puts people and planet first.   Bios   Gizem Templeton is a Research Associate at the World Food Policy Center at Duke University's Sanford School of Public Policy. She earned her PhD in Food Science and Human Nutrition from the University of Illinois at Urbana-Champaign. Her dissertation focused on the use of nanotechnology in peanut allergen and acrylamide detection while utilizing a biodegradable corn-based sensor platform. She is a native of Turkey and has been living in the States since 2011. Alison Cohen is a former Senior Director of Programs at WhyHunger.org. She has more than thirty years of experience supporting grassroots-led organizations in rural and urban communities around the world in strengthening social movements that address the root causes of hunger. She is currently coordinating a process to build a national movement for the right to food. She holds a master's degree in sociology from Virginia Tech. Suzanne Babb is Senior Co-director of U.S. programs at WhyHunger.org. She develops and oversees the implementation of WhyHunger's domestic strategies: Transforming the Emergency Food System, Black Food Sovereignty and Labor and Economic Justice. Suzanne helps to convene and support regional and national networks and alliances of emergency food organizations working to ensure the right to food by addressing the systemic inequities resulting in hunger and poverty. Additionally, Suzanne supports the growth of BIPOC led food sovereignty organizations, networks and alliances by mobilizing resources and providing technical support to aid in the creation of legislation, infrastructure and institutional structures grounded in equity and justice. Originally from Montreal, Quebec, Canada Suzanne has many years of experience working on community development

Dennis and JJ discuss Highly Reliable Organizations. For more content, visit www.prolongedfieldcare.org

A high reliability organization (HRO) is an organization that has succeeded in avoiding catastrophes in an environment where normal accidents can be expected due to risk factors and complexity. Important case studies in HRO research include both studies of disasters (e.g., Three Mile Island nuclear incident, the Challenger Disaster and Columbia Disaster, the Bhopal chemical leak, the Tenerife air crash, the Mann Gulch forest fire, the Black Hawk friendly fire incident in Iraq) and HROs like the air traffic control system, naval aircraft carriers, and nuclear power operations. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/safetymatters/message

In this episode, I'm going to review an excellent book by Karl E. Weick and Kathleen M. Sutcliffe, called Managing the Unexpected, Assuring High Performance in an Age of Complexity.  This 2001 book is about the time of the tech recession. It was a time of disruption, which makes this book extremely relevant today. The big concept the authors have discussed in the book is around Highly Reliable Organizations or HROs.  Let’s explore some of the ideas and think about how you can lead your organization during these uncertain times and create your future. We'll dive deeper into these concepts: Why the book remains relevant today Key ideas around Highly Reliable Organizations (HROs): Preoccupation with failure Reluctance to simplify interpretations Sensitivity to operations Commitment to resilience Deference to expertise Thoughts for You as a Leader: The key role of the leader is to propose: What is the set of questions we need to answer? Resilience - What’s your backup plan or countermeasure? Processes - Recognize the limitations and the pattern of exceptions. Now for some action steps: Download the free worksheet: Three Steps You Need for a More Productive Workday   Resources: Managing the Unexpected, Assuring High Performance in an Age of Complexity by Karl E. Weick and Kathleen M. Sutcliffe https://www.amazon.com/Managing-Unexpected-Assuring-Performance-Complexity/dp/0787956279   Connect with Me: LinkedIn Facebook   Please leave a Rating and Review:Since this podcast is new, I’m asking for Apple Podcasts reviews. Reviews help others discover and learn what Leading the Factory Forward is all about. I thank you so much for being here and I’ll see you next time on Leading the Factory Forward. — Lynn   *** EPISODE CREDITS: If you like this podcast and are thinking of creating your own, consider talking to my producer, Danny Ozment. He helps thought leaders, influencers, executives, HR professionals, recruiters, lawyers, realtors, bloggers, coaches, and authors create, launch, and produce podcasts that grow their business and impact the world. Find out more at https://emeraldcitypro.com 

Some stories are so engaging and attractive that other people extend them, telling stories you never envisioned.  Which, to be fair, is what you should want from your employer brand. Show notes: Talent Chooses You: Hire Better with Employer Branding is available for pre-order on Amazon with a June 15, 2020 delivery. Get yours on Kindle or paperback. Sign up for my free newsletter on employer brand headlines Want to ask me anything? I have open office hours. Grab your free spot. Learn more at http://bit.ly/talentchoosesyou

Call it "employer blanding" or even "the sea of sameness," but there's a valid reason to think all employer brands look and feel the same. But that's not a rule or anything. The trick is learning how to push beyond the obvious to understand your talent targets and offer them something far more meaningful than what's obvious. Show notes: Yes, the books are starting to roll out!!! The Employer Brand Handbook Vol 1: Working with Recruiters is now live on Amazon Talent Chooses You: Hire Better with Employer Branding is available for pre-order on Amazon with a June 15, 2020 delivery The Employer Brand Handbook Vol 2: Metrics and KPIs is available for pre-order will go live Sept 7, 2020. All books are being discounted at launch, so order your copies today! Sign up for my free newsletter on employer brand headlines Want to ask me anything? I have open office hours. Grab your free spot. Learn more at http://talentchoosesyou.com

http://www.valuecapturellc.com/he3 Today, Tony Milian, a senior advisor with Value Capture, talks about High Reliability Organizations. One important trait of HROs is a "preoccupation with failure" and Tony explores that theme in a conversation with Mark Graban. What are some examples of this trait and how can this help us in our journey to zero harm?

The growth of recruiter communities has been one of the great developments in the industry, particularly over the past decade.  Now in the Covid world, community has never been more important for people in the people business.  DBR, RL100, HROS, Growth Hacking Recruiters, Trumunity - which are the best communities to belong to, and what makes them good? Fanny Comba and I will get the admins and managers of these groups on screen and see what insights they can share on what makes their community great. We'll be joined by two of the pioneers of the recruiter community space, James Osborne (TRN) and Emma Mirrington (the FIRM). Not one to miss folks - follow the channel here (recommended), and click the green button above to save your spot.  Episode 58 is supported by our buddies at Seen By Indeed. 

Star Wars en Direct – Lors de cette édition de Littérature, Loïc et Francis offrent leur critique BD des volumes de l'Ère de la République Les Héros ainsi que Les Villains disponible chez Panini Comics France.

Dulcie September, Dedan Kemathi, Djibo Bakary, Robert Mugabe, Franz Fanon, Toussaint Louverture etc.... sont des figures considérées, à tort ou à raison, comme des occupants du livre des Héros africains (avec un grand H).  Comment ces figures sont-elles entrées dans ce livre ? Par la porte principale ? ou par des chemins plus sinueux, chaotiques, pervers, ou même creusés par une propagande subtile des maitres d’hier et d’aujourd’hui ?

    There's a lot being talked about these days about the concept of high reliability organizations (HROs). The concept is being embraced by many hospitals throughout the United States and, arguably, for good reason. The principles of highly reliable organizations have direct application to first responders. This episode focuses on helping you understand the processes used by high reliability organizations.   Contact Us www.SAMatters.com   www.RichGasaway.com   612-548-4424 (office)   651-331-8518 (cell)   Get connected with SAMatters   Facebook: Follow SAMatters LinkedIn: Follow Rich Gasaway Twitter: Follow Rich Gasaway Instagram: Follow SA_Matters Youtube: Subscribe to SAMattersTV Itunes: Subscribe to SAMatters Radio Stitcher Radio: Subscribe to SAMatters Radio Google Play: Subscribe to SAMatters Radio iHeart Radio: Subscribe to SAMatters Radio   Premier Sponsor Midwest Fire MidwestFire.com   Feature Segment Sponsor Sims-U-Share Simsushare.com Associate Sponsor Chief Miller Instagram: @Chief_Miller   Firefighter Near Miss Reporting System http://www.firefighternearmiss.com/   SPONSOR THIS SHOW   The SAMatters Show is the longest running, fastest growing, safety focused weekly program on the Internet. If you know a company that might be interested in advertising their product or service to our listeners and viewers, ask them to contact us by clicking the “Contact us” tab at the top of the SAMatters.com website.

  There's a lot being talked about these days about the concept of high reliability organizations (HROs). The concept is being embraced by many hospitals throughout the United States and, arguably, for good reason. The principles of highly reliable organizations have direct application to first responders. This episode focuses on helping you understand the traits of high reliability organizations. Contact Us www.SAMatters.com   www.RichGasaway.com   612-548-4424 (office)   651-331-8518 (cell)     Get connected with SAMatters   Facebook: Follow SAMatters LinkedIn: Follow Rich Gasaway Twitter: Follow Rich Gasaway Instagram: Follow SA_Matters Youtube: Subscribe to SAMattersTV Itunes: Subscribe to SAMatters Radio Stitcher Radio: Subscribe to SAMatters Radio Google Play: Subscribe to SAMatters Radio iHeart Radio: Subscribe to SAMatters Radio   Premier Sponsor Midwest Fire MidwestFire.com   Feature Segment Sponsor Sims-U-Share Simsushare.com Associate Sponsor Chief Miller Instagram: @Chief_Miller   Firefighter Near Miss Reporting System http://www.firefighternearmiss.com/   SPONSOR THIS SHOW The SAMatters Show is the longest running, fastest growing, safety focused weekly program on the Internet. If you know a company that might be interested in advertising their product or service to our listeners and viewers, ask them to contact us by clicking the “Contact us” tab at the top of the SAMatters.com website.

Lars Schmidt, the founder of Amplify and HROS, met with Alan Walker of #ChatTalent at RecFest 2018 - where he was MC of the main stage. They talked about how brilliant it is to be able to meet so many people you've met online in person, the development of RecFest over the last 5 years and how it's unique format sets it apart from many other events.

In this podcast episode, I have the privilege of doing a recap interview with Flight Nurse Robin House and Flight Paramedic Shane Turner from Life Force Air Medical at Erlanger who delivered the Keynote presentation at #ECHONooga.   Why are we accepting mediocre performance in an extraordinary-consequence environment? Do you have to be a manager to fix it? The answer is no. We use the rotor-wing phenomenon of Retreating Stall as an analogy for a check up on team health. Utilizing audience participation, real life examples, and role playing will enable participants to recognize, target, and repair poor team dynamics. It’s time to do work.  Understand Retreating Stall as an analogy for organizational illness, specifically related to rotor wing crews. Identify signs and symptoms your team is weak. List examples of how we miss the mark as HROs. How to recover from the organizational stall using practical applications. Identify informal and embedded leadership methods to toughen teams. We want to extend a continued thanks to everyone at Life Force and the Erlanger Health System for their sponsorship and support of #ECHONOOGA! Check them out at http://lifeforceairmed.com/www and https://www.erlanger.org/default.aspx  For more information about hosting an ECHO conference or becoming a sponsor, please email info@echoheliops.org. For info about the podcast, send me an email! tony.falzone@echoheliops.org 

In this podcast episode, Flight Nurse Robin House and Flight Paramedic Shane Turner from Life Force Air Medical at Erlanger bring the Keynote presentation to #ECHONooga. They will examine everyday issues that keep us from reaching potential as the high reliability organizations (HRO) we market ourselves to be. Why are we accepting mediocre performance in an extraordinary-consequence environment? Do you have to be a manager to fix it? The answer is no. We use the rotor-wing phenomenon of Retreating Stall as an analogy for a check up on team health. Utilizing audience participation, real life examples, and role playing will enable participants to recognize, target, and repair poor team dynamics. It’s time to do work.   Understand Retreating Stall as an analogy for organizational illness, specifically related to rotor wing crews. Identify signs and symptoms your team is weak. List examples of how we miss the mark as HROs. How to recover from the organizational stall using practical applications. Identify informal and embedded leadership methods to toughen teams. We want to extend a continued thanks to everyone at Life Force and the Erlanger Health System for their sponsorship and support of #ECHONOOGA! Check them out at http://lifeforceairmed.com/www and https://www.erlanger.org/default.aspx  For more information about hosting an ECHO conference or becoming a sponsor, please email info@echoheliops.org. For info about the podcast, send me an email! tony.falzone@echoheliops.org   Photos provided by ECHO member and photographer Jim Phipps

Star Wars en Direct – Lors de cette 15e édition Rebels enregistrée le mercredi 6 décembre 2017, Céline, Jérémie, Sylvain et Thomas donnent leur commentaires sur les épisodes 1 à 9 de la saison 4 de la série animée Star Wars : Rebels. Les épisodes couverts lors de cette édition sont : Les Héros de Mandalore pt. 1 & 2  (Heroes of Mandalore), Au nom de la rébellion pt. 1 & 2  (In the Name of the Rebellion), L'Occupation (The Occupation), Le Vol du Defender (Flight of the Defender), L'Âme-sœur (Kindred), Crawler Commanders et L'Assaut des Rebelles (Rebel Assault).

Un programme alléchant, n'est-il pas ? Découvrez-le au complet à cette adresse : http://rienquedypenser.com/index.php/2017/10/11/episode-09-presentation-des-disney-fandaze-halloween-2017/

About Stacey Harris: Stacey Harris, former research executive with Bersin & Associates and Brandon Hall, is Vice President of Research and Analytics for Sierra-Cedar, in charge of Sierra-Cedar’s Annual HR Systems Survey and Research function. Her specialties include: HR, Talent, and Learning Technologies, Human Resource Organizations, Talent Management Strategies, Learning and Development, Organization and Governance, HR Metrics and Analytics, and Organizational Effectiveness. Stacey holds a M. A. Ed from Kent State University, and a communications degree from Ashland University.     About Bill Kutik: As HR technology’s leading independent analyst, Bill Kutik is considered one of the top four influencers and leading impresario in the marketplace. In 2015, he started “Firing Line with Bill Kutik®,” a monthly broadcast-quality YouTube series with thought-leaders from the HR technology community: practitioners, vendor executives, analysts and consultants. For 27 years, he has been Technology Columnist for Human Resource Executive®, also serving as founding co-chair of the HR Technology® Conference & Exhibition, since it began in 1998 until 2013. In 2008, he started The Bill Kutik Radio Show®, a bi-weekly online interview show with 183 programs in the archive. He has also created and moderated 113 industry panels. He has a BA degree from Harvard University and is president of Kutik Communications in Westport, CT.

My guest today is...Audra Knight...She is the Manager of Recruitment Operations at the global cybersecurity company Tenable. In this role, her team creates and supports Tenable’s talent acquisition strategy including process improvement and employment brand management. She is passionate about using marketing best practices and technology to attract talent that will excel at Tenable. Her side gigs include The #SocialRecruiting Show, industry blogging, team #HROS and being in a rock band. I first met Audra at last year’s RecruitDC and consider her a rising star in the recruiting world. We reconnected last week at the most recent RecruitDC and I got the chance to invite her to the show Topics discussed: 1. Day to day...what do you do..life at tena? analytcis? 2. How many employees? How may apps y 3. Main hiring needs? 4. What has been your recruiting team’s biggest win so far this year? Sourcing? 5. Where do you see recruitment marketing going? Content? What kinds 6. Let’s talk tech...tell us what recruiting technology tools you use starting with your ATS…sourcing? Email? extensions...assessments? 7. The Clinch apply process...is it working? How does it work? 8. You got your job through twitter...tell us how? 9. Why do recruiters need to be better at personal marketing? 10. How do you suggest they start? 11. When it comes to vendors pitching you...what are they doing wrong? How should they approach people like you?

In this episode of the HRchat show, host Bill Banham talks with Lars Schmidt, co-founder of HR Open Source, a not-for-profit initiative to drive innovation and education in Human Resources by creating a global peer-to-peer collaboration network.

On this weeks episode of Getting Goosebumps I will be talking to founder and principal of Amplified Talent, Lars Schmidt. Lars is an expert in intersecting culture, talent and brands and has a background in developing innovative strategies at NPR. He is also the Co-founder of HROS – a platform designed to bring an open sourced approach to HR & Recruitment.

Part 2 of 2 - Sharing is good for business. Ambrosia Vertesti, Global VP Human Resources at Hootsuite, and I sat down to talk about how open source models are spreading to human resources and other, non-code parts of business today. In part one, I strove to understand HR's needs, terminology, and perspective and what drew Ambrosia and her peers to open source. In part two, our conversation moves on to how open source values like sharing and contribution are helping human resources and a lot more about #HROS. Read the full post and see the conversation video at the Acquia Developer Center: https://dev.acquia.com/podcast/215-what-geeks-got-right-hros-ambrosia-vertesi-22

Part 1 of 2 - Getting beyond the talent war. I was thrilled to have the chance to sit down and have a conversation with Ambrosia Vertesti, Global VP Human Resources at Hootsuite. It's part of my exploration of how open source thinking and practices are spreading beyond the world of code to influence and improve the businesses and cultures around them; in this case, to HR practice and what has become #HROS. Read the full post and see the conversation video at the Acquia Developer Center: https://dev.acquia.com/podcast/214-open-source-beyond-code-hros-ambrosia-vertesi-12