Obama proposes multibillion-dollar plan to boost US community colleges

Obama proposes multibillion-dollar intend to support US junior colleges 0 Flares 0 Flares President Barack Obama shows up twice around the same time on Corn at work, turning into the main president to do as such. Congrats Barack. President Obama proposed a 10-year multibillion-dollar activity to help improve junior college programs in the United States. The goal is to essentially re-train Americans because of the unpredictable working environment we at present live in. In what has all the earmarks of being $12 billion in proposed burning through, $500 million would go to growing new online courses and $9 billion to provoke concedes so as to empower all the more course plans mirroring the assorted needs of working understudies. Those hoping to make a profession change should end up energized finding out about Obamas proposed plan. While junior colleges present one of the more modest ways to instruction, plans just as projects offered may not be such adaptable for Generation X and the more established Generation Y individuals. Obviously President Obamas principle activity with this arrangement is to lead junior colleges to a progressively adaptable culture, obliging the requirements of countless jobless, underemployed, unreliable, or exhausted working Americans.

5 tech trends every HR leader needs to know about in 2019 - Viewpoint Viewpoint careers advice blog

5 tech trends every HR leader needs to know about in 2019 - Viewpoint The volume and velocity of technology making its way onto the Human Resources scene over the past year have been somewhat of a double-edged sword. On the one hand, we have technology delivering us with the solutions needed to automate mundane processes and free up our time for more high-value, “human” tasks. On the other, we are finding ourselves inundated and unsure of which tech trends to try and wrap our heads around first! For an HR leader to thrive in the face of such monumental change, they will need to remain both anticipatory of the latest tech solutions to sweep the world of work, but also discerning of which ones would be viable within their business. With that in mind, which tech trends should every HR leader be considering in 2019? 1. Automation â€" it’s coming, is your company ready? First off, this wouldn’t be an HR tech trends blog if we didn’t mention AI at the forefront! After all, it is inevitable that many repetitive tasks across all departments are likely to be replaced by automation. However, rather than fearing change and shying away from dealing with the impact, business and HR leaders must communicate the advantages to their workforce and begin embracing, discussing and getting ready for the changes it will bring. Any implementation needs to make absolute sense to employees, and leaders will need their buy-in to reap the full benefits. To make sure that happens, most organisations need to create a culture of openness, collaboration, and flexibility; both in the way the technology is deployed, but also how employees are trained on how to work with this technology. This takes me to my next point. 2. Learning as a skill The way we learn is evolving, because technology is moving at a pace which is no longer befitting of a one-off training course in a classroom environment. In fact, LinkedIn’s 2018 Workplace learning report found that employees want a more personalised learning experience, whereby they can access a choice of training materials at the point of need, be it via webinars, interactive quizzes, infographics or ideally, a choice of the above and more. To give an example, customer generation specialist  MVF  offer their employees a £1,000 training budget per year, an unlimited book allowance and twice-monthly ‘lunch and learn’ sessions. They have also set up “academies” where new starters can get the skills they need in a way that is best suited to their preferred learning style. Therefore if employers are to avoid a skills gap, HR leaders will need to think about how they are offering their employees the channels in-house that ensure they can upskill and reskill themselves. These channels need to accommodate micro or bite-sized as well as macro learning â€" with the former being heavily driven by video-based content. Employers who recognise this will win in the talent stakes. 3. Messaging, communication, and collaboration â€" is email dead? People are increasingly communicating with friends and family via messaging platforms such as WhatsApp, Viber or even SMS â€" but is this trend set to seep into our professional lives? Well, it’s estimated that over 500 million of us use chat software such as WhatsApp for work, and over half a million companies worldwide are now using instant messaging platforms such as Slack. We are also seeing the emergence of chat to self-serve on HR issues, from employees using chat applications to find quick answers to simple questions regarding holiday and benefits to HR professionals themselves handling high volume applications from candidates. The reality is that many of us want or expect to have the choice to interact on messaging platforms for the sake of expediencyâ€" meaning communication via email may soon be outdated. 4. Employee experience â€" the new employee engagement ‘Employee experience’ is emerging as the new collective term that encompasses the entire employee lifecycle at an organisation â€" and how they feel about it. The journey begins before employment with the company starting with the employer brand, then through to onboarding, performance management, ongoing engagement, employee wellbeing, the importance of employee benefits and last but not least, the employee feedback loop. The cadence and methodology around how that feedback is collected are becoming more and more sophisticated, using AI and advanced data analytics to ensure that the focus is on outcomes that have the biggest impact. This takes me to my final point. 5. Data and analytics â€" metrics matter now more than ever Organisations are taking advantage of the growing number of data resources available, in a bid to improve hiring and retention strategies. As such, we are seeing a growth in the number of HR departments deploying “data-driven HR” and “intelligent HR” strategies. To give you an example of data-driven talent management and hiring in practice Gartner Analysts conducted a study for a financial services company in the US. They looked for a correlation between the performance of employees, the college they attended and the grades obtained at this college. Therefore they were able to glean greater insights into the educational background of their best-performing employees and make better-informed decisions when it came to future hiring. If retention and attraction of the best talent become more and more critical to an organisations ability to deliver results, knowing how effective each measure has been in real time, using solid metrics, will enable them to fine-tune their approach and ultimately be more successful in the future. In the world of work, the array of technology that is available and the tech trends that are emerging is staggering. To make it work for you, it really is a case of finding solutions to the problems you’d like to solve and keeping that in focus, rather than trying to work all the tools available into your processes â€" think of it as an à la carte menu rather than an all-you-can-eat buffet! This blog was originally posted as a press release, which you can view here. Did you find this blog interesting? Here are some other tech trends blogs that you might find useful: Could AI solve the productivity crisis? What does the future of Industry 4.0 mean for your job? Podcast 4: how to make the right HR tech decisions for your business

How to Use Facebook Groups for Networking and Job Search

The most effective method to Use Facebook Groups for Networking and Job Search The most effective method to Use Facebook Groups for Networking and Job Search In the event that you consider Facebook a spot to post photographs of your pets and children, well, you're not off-base. Be that as it may, the online life site is also a useful asset for systems administration and taking part in a pursuit of employment. Consider it: How frequently have you seen a companion post that their organization is hoping to fill a position? What's more, what number of gatherings exist that are identified with your field? Much like the workplace water cooler or a social affair with companions, Facebook is a virtual get-together spot where individuals talk about children, pets, the news-and work, as well. Attempt these straightforward methodologies to utilize Facebook to encourage your pursuit of employment. Join Groups That Relate to Your Job Interests Utilize Facebook's inquiry capacity to discover gatherings of individuals discussing your industry. In case you're an advertiser, for example, have a go at looking showcasing. Once you've composed a catchphrase into the pursuit bar, hit the see all outcomes text, at that point pick the gatherings tab on the list items page. A few gatherings might be mystery or shut to allow just individuals identified with a subject to join. Request that companions and associates suggest the Facebook bunches they find valuable for systems administration or finding out about their businesses. Get a Facebook welcome from them, if necessary. You can likewise do an online hunt outside of Facebook-to see which Facebook bunches individuals suggest in your industry. Take a stab at putting Best Facebook bunches for [industry/field/work title] into a web search tool and see what springs up. Partake in the Groups You don't need to be a mediator of the gathering â€" the individual who audits each post. In any case, plan to be a functioning part by routinely perusing the posts. Remark on posts when you have an assessment, exhortation, or a tip to share. You can likewise post yourself by sharing articles and photographs. Here are a few thoughts for how to take an interest: Remark on posts requesting guidance or compassion: Even something as straightforward as enjoying a post can get you saw by the gathering arbitrator and other members.Share an important report: Post fascinating news identified with the gathering is a simple method to take an interest. Ask icebreakers: You may post something like: My name is Sam and I went to SCAD as a material major before turning into a creation executive for TV appears. Simply inquisitive: how could you discover your way into this field?Ask questions: Group individuals are generally ready to respond to questions and offer exhortation. Before you pose an inquiry however, search the gathering's history to check whether it's been addressed. Solicitation help with your activity search: If you're searching for work in a specific area or to meet individuals in your city, you can post with these direct inquires. You might be shocked to discover how liberal individuals are sharing exhortation or associations. Adhere to the guidelines: Make sure to take note of the gathering's standards before posting. A few gatherings, for example, have rules against self-advancement, so you'll need to make a point to abstain from pushing your book, on the off chance that you've thought of one, or any items where you bring in cash. Normally, you'll see that most gatherings have only a few dynamic individuals and a great deal of prowlers â€" people who read posts, and sometimes like the posts, yet once in a while remark. Be more dynamic than this quiet dominant part join (and start) the discussion. Attend In-Person Events On the off chance that individuals post about systems administration occasions meetings or savor social affairs your territory think about joining in. You'll as of now share something practically speaking with different participants, which can make casual chitchat simpler. The associations shaped by meeting somebody in person will in general be more grounded than those made with online connections. Leave Groups That Aren't Active or Helpful With shut gatherings, you won't have the option to see the quality and amount of posts before joining. Try not to spare a moment to leave any Facebook bunch you join that isn't useful or is jumbling up your channel with content that isn't significant. Simply consider it withdrawing from an advertising pamphlet. Spam won't further your pursuit of employment; it'll just gobble up your important time. You will probably get bunches together with significant data, where you can shape associations. Structure Connections The greater part of your companions on Facebook are most likely individuals you've met, all things considered. Be that as it may, as you connect with individual gathering individuals, you may find you share a great deal practically speaking even more than the subject of the gathering. Inside jokes can frame. Individual subtleties may get shared. This is the way toward turning out to be companions on the web. When you've had a couple of cooperations on remark strings past simply loving each other's remarks it might feel sensible to expand the relationship past the gathering, and associate as companions. You may likewise send direct messages to individuals in gatherings, utilizing Facebook's delegate usefulness. Be mindful, be that as it may. Not at all like LinkedIn, a great many people do relate Facebook with companions not professional networking-so you would prefer not to mishandle the errand person usefulness. Ensure Your Profile Doesn't Have Anything Inappropriate The main role of Facebook is connecting with loved ones. When you're in a gathering, however, you should know that individuals navigate to your profile page once you post. What will they see? Youd better make sure your profile doesn't have anything unmistakably amateurish appearing (i.e., pictures of you alcoholic, shocking outfits, disdainful or cruel language, curses, and so forth.). These are acceptable strategies to follow in case you're work looking through anyway, because recruiters and recruiting managers are known to check profiles as part of their pre-talk with prep work. You can likewise fill in your profile with details on your training and work history.

Spring Cleaning Your Online Presence ePropelr

Spring Cleaning Your Online Presence ePropelr Spring Cleaning Your Online Presence Spring is officially here! Most of us think of spring cleaning as organizing cabinets and closets, but one area often overlooked is our online presence. With many people now passing the 10-year mark on Facebook and LinkedIn, there is a lot of content about us online that is out-of-date. How long has it been since you cleaned up your social media pages? Networking is the best way to land a new job, so use this checklist to help you present a professional and career-driven presence to your network. 1. Define Your Personal BrandYou are a brand. People are buying into what you post and how you react to different things online. How you present yourself matters. Think of a few keywords or phrases that you’d like people to associate you with (professional, active, well educated, subject matter expert, socially conscious, fearless, motivated) and make sure your content reflects the image you want to portray. 2. Clean Up Your ContentSocial media platforms can become like a messy closet. Emp loyers will check you out online, so this is even more of a reason to make sure your social media presence reflects positively on you. Organize your online content and delete things that no longer reflect where you want to go in your personal life or your career. If you’re using an old photo photo from Halloween 2008 as your profile photo, it’s time to change it. 3. Update Your Bio or ‘About Me’ sectionI shudder to think of what was in the ‘About’ section when I first joined Facebook 12 years ago. Social media platforms have changed so much over the years. If it has been a while since you last updated your LinkedIn summary, or the “About” section on Facebook, now is a good time to take a closer look. Make sure your words and photos reflect where you are at this point in your life. 4. Tidy Your Contacts GroupsThe value of social media in a job search is the networking element. Each platform has a slightly different audience and your “friends” or followers can be leveraged in ways to help you advance your career and job prospects. If you're trying to break out of one industry and into another, update your groups to reflect that. Your social network should have a strong base of people you really know and who you think are good people. If you find that your network is full of people you don’t personally know or talk to anymore, it’s time to clean house. You can definitely reconnect with older contacts, but you can also seek out new connections and try to gain new networking prospects and inspiration.

Featured Job Posting Director, Brand Performance Support @ Hampton (Hilton Hotels) - Copeland Coaching

Featured Job Posting Director, Brand Performance Support @ Hampton (Hilton Hotels) Hampton Inn, part of Hilton Hotels, is seeking a Director of Brand Performance Support. The Director of Performance Support will be responsible for the owner performance functions within the BPS Center including leadership of the Senior Performance Managers and the Regional Director of Performance Support of Latin America. The Team Member will partner with the Development and Owner Services to build processes to identify the most ideal ownership groups for future development; identify new unit decision makers within existing ownership groups and assist in building relationships with prospective owners who have not built with our brand. The Team Member will be responsibilities for partnering with the Director of the BPS Center and the Director of Brand Analytics to build, monitor and measure BPS Center processes for the owner performance team to follow, ensuring consistent proactive touch points and service levels are experienced by ownership groups. The Director will ensure all escalated issues requiring involvement of ownership are managed within BPS Center service level requirements. The Team Member will also maintain partnerships with internal teams that are vital to supporting the success of our owners such as Quality Assurance, RMCC, Design and Construction, Development, Information Technology, eC ommerce Marketing, Franchise Administration and all other teams within the brand. To learn more, or to apply online, visit the Hilton website here.