Being A People Person
•Download as PPT, PDF•
0 likes•477 views
There are three key steps to an effective staff recruitment process: 1) Identifying your organization's needs by considering strengths, weaknesses, important qualities, and lessons learned from past hires to create a clear job description. 2) Finding possible candidates through various advertising methods like the newspaper, word of mouth, and targeting educational institutions. 3) Ensuring a robust appointment process with an application, shortlisting, interviewing, making an offer to the successful candidate, and creating an employment contract.
Report
Share
Report
Share
![Recruiting Staff ,[object Object],[object Object],[object Object],[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
Recommended
Giving successful interviews
This document provides guidance on preparing for and participating in job interviews. It discusses researching the employer and position, practicing common interview questions and examples to provide, focusing on displaying relevant skills and experience, asking thoughtful questions, and following up after the interview. Different types of interviews like competency-based, group, panel, and assessment centers are also outlined. The key is to prepare thoroughly, match your qualifications to the job requirements, and make a positive impression on the interviewer.
Career Research Project Presentation
This document outlines the sections and requirements for a career exploration project. It includes sections on personality assessment results, chosen career and how it fits the individual's personality, education and training requirements for the career, comparisons of educational programs, paths to achieving career goals, salary information, an informational interview summary, additional research findings, issues to follow up on, concluding thoughts, and works cited. The career exploration project allows the individual to research and evaluate a potential career path based on their interests and personality.
Career planning
This document provides information to help individuals develop a career plan, including defining key terms, exploring aptitudes and occupations, understanding the differences between professions and trades, and discussing steps to gain work experience such as internships, apprenticeships, and networking. It emphasizes the importance of self-assessment, researching options, developing necessary skills, and gaining experience in order to choose and progress in a career.
Leadership Transition
The document discusses leadership transition and outlines steps to ensure a smooth transition. It recommends identifying the right new leaders by looking at past performance and skills fit. Methods for selecting new leaders include votes, applications, and interviews. Training options are discussed such as formal programs and shadowing. The goal is to set up successors for success and leave the organization in a better place.
Interview presentation1
This document provides guidance on how to successfully prepare for and participate in a job interview. It discusses researching the employer and position, practicing common interview questions, competency-based interviews, and following up after the interview. Key recommendations include preparing examples of your relevant skills and experiences, researching the employer and position thoroughly, practicing your responses, and asking questions of your own. The document also covers other types of interviews like telephone, group, panel, and assessment centers which may include activities, presentations, and tests.
Interviewing with the Federal Government
Federal job interviews are used to assess and select qualified candidates. There are two main types of interviews: structured interviews where all candidates are asked the same questions and scores are formally recorded, and unstructured interviews where questions and scoring may vary. Interviews evaluate competencies like teamwork, communication, and problem-solving. They can be conducted in-person, by phone, or video. Candidates should thoroughly prepare by researching the agency and position, preparing examples using the STAR model, and practicing responses to common questions. Proper interview attire, behavior, questions to ask, and follow-up are also important.
Career planning skills
The document discusses career planning and what employers look for in candidates. It outlines the career planning process as exploring interests and abilities, researching careers, narrowing options, getting training, and beginning a job search. Employers prioritize communication skills, personality development, and knowledge/skills. Effective communication includes listening, choosing topics, body language, and assertiveness. Good communication techniques are reducing jargon, using humor/stories, asking for feedback, and varying speech delivery.
My Career Action Plan
My Career Action Plan
Year 10 – I Plan
Date: ________________
School: _____________________________________
A Career Action Plan helps you to focus on your goals and plans for the future. It helps you to work out how you are going to achieve what you want relating to school, work and life. A Career Action Plan lets you plan for different options relating to your career goals and plans.
Recommended
Giving successful interviews
This document provides guidance on preparing for and participating in job interviews. It discusses researching the employer and position, practicing common interview questions and examples to provide, focusing on displaying relevant skills and experience, asking thoughtful questions, and following up after the interview. Different types of interviews like competency-based, group, panel, and assessment centers are also outlined. The key is to prepare thoroughly, match your qualifications to the job requirements, and make a positive impression on the interviewer.
Career Research Project Presentation
This document outlines the sections and requirements for a career exploration project. It includes sections on personality assessment results, chosen career and how it fits the individual's personality, education and training requirements for the career, comparisons of educational programs, paths to achieving career goals, salary information, an informational interview summary, additional research findings, issues to follow up on, concluding thoughts, and works cited. The career exploration project allows the individual to research and evaluate a potential career path based on their interests and personality.
Career planning
This document provides information to help individuals develop a career plan, including defining key terms, exploring aptitudes and occupations, understanding the differences between professions and trades, and discussing steps to gain work experience such as internships, apprenticeships, and networking. It emphasizes the importance of self-assessment, researching options, developing necessary skills, and gaining experience in order to choose and progress in a career.
Leadership Transition
The document discusses leadership transition and outlines steps to ensure a smooth transition. It recommends identifying the right new leaders by looking at past performance and skills fit. Methods for selecting new leaders include votes, applications, and interviews. Training options are discussed such as formal programs and shadowing. The goal is to set up successors for success and leave the organization in a better place.
Interview presentation1
This document provides guidance on how to successfully prepare for and participate in a job interview. It discusses researching the employer and position, practicing common interview questions, competency-based interviews, and following up after the interview. Key recommendations include preparing examples of your relevant skills and experiences, researching the employer and position thoroughly, practicing your responses, and asking questions of your own. The document also covers other types of interviews like telephone, group, panel, and assessment centers which may include activities, presentations, and tests.
Interviewing with the Federal Government
Federal job interviews are used to assess and select qualified candidates. There are two main types of interviews: structured interviews where all candidates are asked the same questions and scores are formally recorded, and unstructured interviews where questions and scoring may vary. Interviews evaluate competencies like teamwork, communication, and problem-solving. They can be conducted in-person, by phone, or video. Candidates should thoroughly prepare by researching the agency and position, preparing examples using the STAR model, and practicing responses to common questions. Proper interview attire, behavior, questions to ask, and follow-up are also important.
Career planning skills
The document discusses career planning and what employers look for in candidates. It outlines the career planning process as exploring interests and abilities, researching careers, narrowing options, getting training, and beginning a job search. Employers prioritize communication skills, personality development, and knowledge/skills. Effective communication includes listening, choosing topics, body language, and assertiveness. Good communication techniques are reducing jargon, using humor/stories, asking for feedback, and varying speech delivery.
My Career Action Plan
My Career Action Plan
Year 10 – I Plan
Date: ________________
School: _____________________________________
A Career Action Plan helps you to focus on your goals and plans for the future. It helps you to work out how you are going to achieve what you want relating to school, work and life. A Career Action Plan lets you plan for different options relating to your career goals and plans.
Management Case Study
This document outlines various recruitment methods for teachers and their pros and cons. It recommends using a combination of a written exam to assess subject knowledge and a demonstration class to evaluate communication skills. Solo interviews are deemed insufficient. Alternate recruitment methods like advertisements, application forms, CVs, and formal/informal interviews are discussed. Issues with sole reliance on references or an uncoordinated selection panel are also noted. The document advocates properly preparing and coordinating panel members to ask consistent, relevant questions and select the best candidates.
The Career Planning Process
The document summarizes the career planning process at St. Edward's University. It outlines the services provided by the Career Services office, including career counseling, job search resources, internship coordination, and graduate school advising. It emphasizes that career planning is an ongoing process that involves exploring majors, gaining relevant experience through activities and internships, and developing competitive resumes over multiple years of college. Students are encouraged to visit Career Services in their freshman year to begin this long-term process.
Chapter 4 recruitment
The recruitment process begins with human resource planning which is linked to the organization's strategic planning. HR planning involves forecasting future staffing needs based on strategic plans and current resources. The recruitment process then involves job analysis to understand job requirements, developing a sourcing strategy, publishing open positions and screening applications. Selection methods may include application reviews, interviews, tests and reference checks. It is important for interviews to be structured, ask relevant questions and avoid biases to select the best candidates.
NCA Residency Session 6 Feb 8 2017
The document outlines the agenda for a learning collaborative session, including discussing health center highlights, priorities, and accomplishments. It also reviews the interview and selection process, including the responsibilities of the selection committee, training interviewers, and organizing an interview schedule. The next session agenda is provided which will focus on evaluating learners and the interviewing and selection process.
Career Research Power Point
This document outlines key questions students should research about careers that interest them, including skills required, education needed, work environment, typical work day, opportunities for advancement, salary, and other rewards. It recommends conducting exploratory interviews with people in careers of interest and provides resources for research, such as the library, Dictionary of Occupational Titles, Occupational Outlook Handbook, internet searches from reliable sources, and periodical indexes.
Preparingfor interviewspostdocwebversion
Follow and make your self Really .....Effective , Attractive, regarding the JOB ,, that you are looking for...!
...................
...........
.... Change your self soon,
and also go on -- http://sinealertz.blogspot.in/
Career planning presentation
The document discusses the five steps of career planning: 1) self-assessment to understand your interests, personality, and skills, 2) exploring work and career options, 3) narrowing your options to 3-5 choices, 4) deciding on the best option by considering your ideal job and qualifications, and 5) setting a specific, measurable career goal. It also identifies barriers to goals like negative self-image and outlines tips for preparing for successes and setbacks in your career like maintaining a resume and building professional network.
Consult-HR: Interviewing from recruiter perspective
The document provides guidance on preparing for and participating in a job interview, including preparing resumes and profiles, researching the employer and position, practicing answering common interview questions about work history, strengths, and weaknesses, as well as following up after the interview. Key parts of the interview process discussed are behavioral, situational, structured, unstructured, and semi-structured interview formats and sample questions. The document concludes with guidance on what to wear, body language, and other tips for a successful interview.
Career research project
The document outlines the requirements for a career research project, requiring students to write a 2-3 page paper on a career of interest. The paper must include research from at least 4 sources and address several topics: a job description and the responsibilities and characteristics needed for the career; the education and training required; details about the work setting such as hours, environment, travel and stress; wages and benefits; the employment outlook; and a personal assessment of why the career is a good fit. The goal is to help students explore careers and make informed decisions about classes and future plans.
Choice of selection method
This document discusses different methods for selecting employees, including application blanks, initial interviews, employment tests to assess aptitude, interests, intelligence and skills, additional interviews, recommendations, medical exams, and final interviews. It notes that the goal of selection is to identify candidates most likely to perform jobs effectively and remain with the company. Various test types are described like aptitude, interest, IQ and performance tests to evaluate abilities. The selection process can be internal or external.
Career planning
This document discusses career planning and provides guidance on the process. It outlines the following key steps: 1) self-exploration to understand your interests, values, and skills; 2) researching career options through informational interviews, job shadowing, and exploring employment outlooks; 3) setting goals based on your self-assessment and research; and 4) taking action with a plan to achieve your goals through further education, networking, or a job search. Effective career planning helps individuals find fulfilling work, set priorities, and balance their personal and professional lives.
Interviewing Candidates
According to the behavioral method of interviewing, past behavior is the best indicator of future performance. This method questions both experienced and inexperienced candidates about past school, work, and innate skills. For phone or video interviews, the same technique applies but should be adapted to spend less time on screening calls than in-person interviews.
Cv writing and interview skills 2013
These slides were shown as part of a workshop delivered at the Independent Education Union Victoria Tasmania in July 2013. They are designed specifically for the education sector in Victoria.
Careers in Clinical Psychology
Presentation by Prof Sam Cartwright-Hatton, University of Sussex, at our Careers in Psychology event, March 2016
Career guidance
Careerfutura, India's largest career counseeling company offers a holistic view on Career guidance through an excellent online career counselling. With over 25000 courses careers and colleges to choose from, students right from 8th standard to working professionals can benefit from the products. Check out http://www.careerfutura.com/
SJOG Subiaco: Recruitment tips
This document provides recruitment tips and advice for applying for jobs and interviews. It discusses tailoring applications to match job descriptions, checking application requirements, updating resumes, writing cover letters, common cover letter mistakes to avoid, preparing for interviews by researching the organization and examples from your experience, and following up after selection. The document is from an Australian website and provides tips on applying for healthcare jobs specifically at St. John of God Hospital Subiaco.
Successful Interview
The document provides an overview of how to successfully prepare for and complete interviews. It discusses researching the organization and job, preparing examples of relevant skills and experiences, dressing appropriately, answering typical questions about yourself and the job, responding to competency and "what if" questions using the STAR method, asking questions of the interviewer, and following up after the interview. The key aspects are preparation, having examples to demonstrate required competencies, focusing answers on skills and achievements, and reviewing your performance to improve for future interviews.
Recruitments,A MIS Approach
This document proposes a mathematical model to help students predict their chances of getting jobs and help companies develop standardized hiring criteria.
The model considers factors like a student's technical and non-technical skills, performance in the recruitment process stages like application, evaluation and assessment, their performance on interviews and tests, and HR evaluation of soft skills.
It provides an example of how the model can be applied to calculate scores for two students applying for a web developer role, showing how the student with stronger non-technical skills may fare better despite less technical knowledge, as the company emphasizes both technical and non-technical criteria.
Interviewing 101
This document provides guidance on conducting legal and effective job interviews. It outlines important topics like avoiding discrimination, asking appropriate questions, screening applicants, documenting the interview, developing different types of questions, and structuring the interview. Employers are advised to prepare well, ask job-related questions consistently, document interviews factually, and make hiring decisions solely based on qualifications for the open position.
Top 10 tips for interviewing
The right staff members are the lifeblood of a successful organisation, but finding the hidden gems can sometimes feel like searching for a needle in a haystack. Thales offers a <a><em>bespoke training</em></a> course to help employers select the right candidates.
Pathway To The Future
The document outlines steps for developing a strategic plan for an after-school program. It recommends gathering input from parents, children, staff and management to develop a vision statement and beliefs. Three strategic goals should then be set and broken into yearly targets and actions plans. Progress should be reported annually and the strategic plan reviewed after 3-5 years. The process aims to improve the program through collaborative long-term planning.
Navigate Your Career Path
This document provides advice on building a resume before graduating from college. It recommends gaining relevant experience through internships, part-time jobs, volunteering, and freelancing. The document also stresses developing skills in office software, industry techniques, and soft skills. It advises customizing a resume with sections for education, work history, relevant experience, skills, and a professional summary statement. The goal is to apply to many jobs after graduating and gain initial experience, as most graduates will likely change jobs within two years of starting their career.
More Related Content
What's hot
Management Case Study
This document outlines various recruitment methods for teachers and their pros and cons. It recommends using a combination of a written exam to assess subject knowledge and a demonstration class to evaluate communication skills. Solo interviews are deemed insufficient. Alternate recruitment methods like advertisements, application forms, CVs, and formal/informal interviews are discussed. Issues with sole reliance on references or an uncoordinated selection panel are also noted. The document advocates properly preparing and coordinating panel members to ask consistent, relevant questions and select the best candidates.
The Career Planning Process
The document summarizes the career planning process at St. Edward's University. It outlines the services provided by the Career Services office, including career counseling, job search resources, internship coordination, and graduate school advising. It emphasizes that career planning is an ongoing process that involves exploring majors, gaining relevant experience through activities and internships, and developing competitive resumes over multiple years of college. Students are encouraged to visit Career Services in their freshman year to begin this long-term process.
Chapter 4 recruitment
The recruitment process begins with human resource planning which is linked to the organization's strategic planning. HR planning involves forecasting future staffing needs based on strategic plans and current resources. The recruitment process then involves job analysis to understand job requirements, developing a sourcing strategy, publishing open positions and screening applications. Selection methods may include application reviews, interviews, tests and reference checks. It is important for interviews to be structured, ask relevant questions and avoid biases to select the best candidates.
NCA Residency Session 6 Feb 8 2017
The document outlines the agenda for a learning collaborative session, including discussing health center highlights, priorities, and accomplishments. It also reviews the interview and selection process, including the responsibilities of the selection committee, training interviewers, and organizing an interview schedule. The next session agenda is provided which will focus on evaluating learners and the interviewing and selection process.
Career Research Power Point
This document outlines key questions students should research about careers that interest them, including skills required, education needed, work environment, typical work day, opportunities for advancement, salary, and other rewards. It recommends conducting exploratory interviews with people in careers of interest and provides resources for research, such as the library, Dictionary of Occupational Titles, Occupational Outlook Handbook, internet searches from reliable sources, and periodical indexes.
Preparingfor interviewspostdocwebversion
Follow and make your self Really .....Effective , Attractive, regarding the JOB ,, that you are looking for...!
...................
...........
.... Change your self soon,
and also go on -- http://sinealertz.blogspot.in/
Career planning presentation
The document discusses the five steps of career planning: 1) self-assessment to understand your interests, personality, and skills, 2) exploring work and career options, 3) narrowing your options to 3-5 choices, 4) deciding on the best option by considering your ideal job and qualifications, and 5) setting a specific, measurable career goal. It also identifies barriers to goals like negative self-image and outlines tips for preparing for successes and setbacks in your career like maintaining a resume and building professional network.
Consult-HR: Interviewing from recruiter perspective
The document provides guidance on preparing for and participating in a job interview, including preparing resumes and profiles, researching the employer and position, practicing answering common interview questions about work history, strengths, and weaknesses, as well as following up after the interview. Key parts of the interview process discussed are behavioral, situational, structured, unstructured, and semi-structured interview formats and sample questions. The document concludes with guidance on what to wear, body language, and other tips for a successful interview.
Career research project
The document outlines the requirements for a career research project, requiring students to write a 2-3 page paper on a career of interest. The paper must include research from at least 4 sources and address several topics: a job description and the responsibilities and characteristics needed for the career; the education and training required; details about the work setting such as hours, environment, travel and stress; wages and benefits; the employment outlook; and a personal assessment of why the career is a good fit. The goal is to help students explore careers and make informed decisions about classes and future plans.
Choice of selection method
This document discusses different methods for selecting employees, including application blanks, initial interviews, employment tests to assess aptitude, interests, intelligence and skills, additional interviews, recommendations, medical exams, and final interviews. It notes that the goal of selection is to identify candidates most likely to perform jobs effectively and remain with the company. Various test types are described like aptitude, interest, IQ and performance tests to evaluate abilities. The selection process can be internal or external.
Career planning
This document discusses career planning and provides guidance on the process. It outlines the following key steps: 1) self-exploration to understand your interests, values, and skills; 2) researching career options through informational interviews, job shadowing, and exploring employment outlooks; 3) setting goals based on your self-assessment and research; and 4) taking action with a plan to achieve your goals through further education, networking, or a job search. Effective career planning helps individuals find fulfilling work, set priorities, and balance their personal and professional lives.
Interviewing Candidates
According to the behavioral method of interviewing, past behavior is the best indicator of future performance. This method questions both experienced and inexperienced candidates about past school, work, and innate skills. For phone or video interviews, the same technique applies but should be adapted to spend less time on screening calls than in-person interviews.
Cv writing and interview skills 2013
These slides were shown as part of a workshop delivered at the Independent Education Union Victoria Tasmania in July 2013. They are designed specifically for the education sector in Victoria.
Careers in Clinical Psychology
Presentation by Prof Sam Cartwright-Hatton, University of Sussex, at our Careers in Psychology event, March 2016
Career guidance
Careerfutura, India's largest career counseeling company offers a holistic view on Career guidance through an excellent online career counselling. With over 25000 courses careers and colleges to choose from, students right from 8th standard to working professionals can benefit from the products. Check out http://www.careerfutura.com/
SJOG Subiaco: Recruitment tips
This document provides recruitment tips and advice for applying for jobs and interviews. It discusses tailoring applications to match job descriptions, checking application requirements, updating resumes, writing cover letters, common cover letter mistakes to avoid, preparing for interviews by researching the organization and examples from your experience, and following up after selection. The document is from an Australian website and provides tips on applying for healthcare jobs specifically at St. John of God Hospital Subiaco.
Successful Interview
The document provides an overview of how to successfully prepare for and complete interviews. It discusses researching the organization and job, preparing examples of relevant skills and experiences, dressing appropriately, answering typical questions about yourself and the job, responding to competency and "what if" questions using the STAR method, asking questions of the interviewer, and following up after the interview. The key aspects are preparation, having examples to demonstrate required competencies, focusing answers on skills and achievements, and reviewing your performance to improve for future interviews.
Recruitments,A MIS Approach
This document proposes a mathematical model to help students predict their chances of getting jobs and help companies develop standardized hiring criteria.
The model considers factors like a student's technical and non-technical skills, performance in the recruitment process stages like application, evaluation and assessment, their performance on interviews and tests, and HR evaluation of soft skills.
It provides an example of how the model can be applied to calculate scores for two students applying for a web developer role, showing how the student with stronger non-technical skills may fare better despite less technical knowledge, as the company emphasizes both technical and non-technical criteria.
Interviewing 101
This document provides guidance on conducting legal and effective job interviews. It outlines important topics like avoiding discrimination, asking appropriate questions, screening applicants, documenting the interview, developing different types of questions, and structuring the interview. Employers are advised to prepare well, ask job-related questions consistently, document interviews factually, and make hiring decisions solely based on qualifications for the open position.
Top 10 tips for interviewing
The right staff members are the lifeblood of a successful organisation, but finding the hidden gems can sometimes feel like searching for a needle in a haystack. Thales offers a <a><em>bespoke training</em></a> course to help employers select the right candidates.
What's hot (20)
Consult-HR: Interviewing from recruiter perspective
Consult-HR: Interviewing from recruiter perspective
Viewers also liked
Pathway To The Future
The document outlines steps for developing a strategic plan for an after-school program. It recommends gathering input from parents, children, staff and management to develop a vision statement and beliefs. Three strategic goals should then be set and broken into yearly targets and actions plans. Progress should be reported annually and the strategic plan reviewed after 3-5 years. The process aims to improve the program through collaborative long-term planning.
Navigate Your Career Path
This document provides advice on building a resume before graduating from college. It recommends gaining relevant experience through internships, part-time jobs, volunteering, and freelancing. The document also stresses developing skills in office software, industry techniques, and soft skills. It advises customizing a resume with sections for education, work history, relevant experience, skills, and a professional summary statement. The goal is to apply to many jobs after graduating and gain initial experience, as most graduates will likely change jobs within two years of starting their career.
Saving Seeds for a Food-Secure Future
This document provides information on saving seeds for a food-secure future. It discusses the importance of genetic diversity in crops and examples where lack of diversity has led to famines. It then provides a 5 step process for saving seeds: 1) choose open-pollinated varieties, 2) protect varietal purity, 3) rogue plants for trueness to type, 4) harvest seeds, and 5) clean and store seeds properly. Details are given on seed harvesting and storage methods for many common vegetable crops to help people get started with seed saving.
What can i do to secure my future?
This document discusses ways for students to help secure their future and help those in need in their community. It suggests volunteering at a local homeless shelter to learn more about who uses shelters and how people end up needing that support. Students are encouraged to fill backpacks with supplies to donate to children in need through a program called Stephen's Backpack Society. The class will work together to gather items and potentially challenge another class to also collect backpacks filled with donations.
Managing your Career Path - My journey May 2013
This was a talk I did at graduation ceremony of Institute for Product Leadership ICPM Program in May 2013
Measuring roi of training ppt slides
The document discusses measuring the return on investment (ROI) of training programs. It outlines a 5-level model for evaluating training effectiveness and ROI: 1) reaction, 2) learning, 3) behavior, 4) business impact, and 5) ROI. The levels progress from immediate reactions to long-term business results. The document provides guidelines and examples for measuring outcomes at each level, including converting performance data to monetary values to calculate ROI. Key steps involve isolating the effects of training, tabulating program costs, and using the results to determine if the benefits of training outweigh the costs.
Principles of hr management ppt slides
This document provides an overview of human resource management training. It includes an agenda covering HR management, planning, recruitment, selection, training and development, and performance management. There are sections on manpower planning, recruitment techniques and sources, selection tests including cognitive ability tests and interviews, training needs analysis, competency assessment, and performance appraisal. Diagrams illustrate the HR management cycle and how HR strategy links to business strategy and results. Evaluation of training and addressing bias in performance appraisal are also discussed. The document aims to provide fundamental information on key areas of HR management.
Career management PPT Slides
The document discusses various organizational and individual initiatives for career planning and development. Organizational initiatives include job posting systems, mentoring activities, career resource centers, managers as career counselors, career development workshops, human resource planning, performance appraisals, and career pathing programs. Individual initiatives are career planning, career awareness, utilizing career resource centers, and analyzing interests, values, and competencies through tools like career interest inventories. The overall purpose is to encourage employees to take responsibility for their own career development and provide them resources to effectively plan their careers.
Competency based hr management PPT Slides
This document provides information on competency-based human resource management and competency-based interviews for selection. It discusses developing a competency model that forms the basis for HR functions like recruitment, training, performance management, and career development. Competency is defined as a combination of skills, knowledge, and behaviors that lead to successful job performance. The document outlines the process for identifying competencies and provides examples of competency definitions. It then discusses the benefits of using a competency model for both managers and employees. Finally, it contrasts conventional interviews with competency-based interviews, outlining the structured STAR approach used in competency-based interviews.
Good to great PPT Slides
This document outlines the six key elements that Jim Collins identified as being common among companies that went from good to great:
1. Level 5 Leadership - Leaders who are modest, driven, and focus on the success of the company over their own ego.
2. First Who, Then What - Ensuring the right people are in leadership positions before deciding on strategies and goals.
3. Confront the Brutal Facts - Facing the current reality of the company's performance, both successes and failures.
4. The Hedgehog Concept - Having a simple, clear understanding of what the company excels at and should focus on.
5. A Culture of Discipline - Maintaining
Creative thinking skills for hr managers PPT Slides
This document provides an overview of creativity skills for HR managers. It discusses conceptual blocks to creativity such as constancy, compression, and complacency. The three components of creativity are expertise, motivation, and creative thinking skills. Tools for defining problems creatively include the Kipling method, problem statements, and challenge methods. Brainstorming, attribute listing, and visioning are presented as tools for generating new ideas. Finally, the document outlines characteristics that support an organizational climate conducive to creativity, such as risk-taking, open information sharing, and rewarding innovators.
Communication skills ppt slides
This document provides information on developing effective communication skills. It discusses communication principles like giving and gathering good information and building mutual trust. It covers developing assertive communication skills through verbal, vocal, and visual cues. Active listening skills like exploring, affirming, reflecting, and using silence are explained. Barriers to communication like assumptions and poor listening are addressed. The importance of effective communication for productive relationships and avoiding issues in the workplace is emphasized.
HR SCORECARD Human Resource Scorecard PPT Slides
The document provides information on developing HR scorecards and key performance indicators (KPIs) for measuring HR performance. It includes examples of HR strategy maps and scorecards that identify strategic objectives and KPIs related to areas like employee satisfaction, productivity, recruitment, and competency development. It also shares a template for an HR manager's KPI table that lists key result areas, KPIs with defined targets and weights, space to track actual results, and a formula for calculating final performance scores. The template is intended to help HR evaluate and improve their performance across important business goals.
Balanced scorecard ppt slides
This document provides an overview of managing corporate performance using the balanced scorecard approach. It discusses key components of performance management including identifying strategic objectives and key performance indicators across four perspectives: financial, customer, internal processes, and learning and growth. Strategy maps are presented as a framework to translate strategies into objectives and measures across each perspective. Examples are also given of strategy maps tailored for different corporate functions like HR, IT, finance and marketing.
Change Management PPT Slides
This document provides an overview of leading corporate change and change management. It discusses key principles of change including viewing change as a process, linking change to business goals, building organizational capacity for change, and understanding that behavioral change occurs at the emotional level. It also outlines five key activities for effective change management: motivating change, creating a vision, developing political support, managing the transition, and sustaining momentum. Additionally, it discusses forces for change, resistance to change, and elements to enable change such as change architecture, communication, performance management, and leadership capacity.
Viewers also liked (15)
Creative thinking skills for hr managers PPT Slides
Creative thinking skills for hr managers PPT Slides
Similar to Being A People Person
Career Orientation Program By Manoj Chawla
The document discusses the importance of career planning and outlines the career planning process. It defines career as a chosen profession for life versus a job, which is about making money now. The career planning process is described as lifelong and involves self-assessment, researching academic and career options, gaining relevant experience, and conducting an effective job search. Key steps in career planning include understanding interests and skills, setting goals, exploring options that match one's abilities, gaining experience, and learning job search strategies. The presentation emphasizes that individuals are responsible for proactively planning their own careers.
Career Orientation Program By Manoj Chawla
The Career Orientation program was conducted by Manoj Chawla for IEEE workshop at Graphic Era University on 24th April 2011
Staff appraisal training
The document provides guidance on conducting effective staff appraisals. It discusses that appraisals should systematically evaluate an employee's job performance, assess training needs, and measure performance against objectives. An effective appraisal includes preparation from both manager and employee, focuses on listening and questioning, and establishes clear objectives and an action plan. Objectives should be SMART - specific, measurable, achievable, realistic and timely. Regular follow up meetings allow objectives to be reviewed and ensure continuous performance improvement.
Obtaining internships
The document provides guidance on obtaining internships, including where to search for opportunities, articulating skills to employers, and what to do before, during, and after an internship. It recommends determining career interests, researching employers, highlighting relevant skills and experiences in applications, and maintaining a logbook during internships to update CVs and demonstrate skills afterward. The document also includes activities where participants discuss internship concerns and which actions make applicants most employable.
Skills to win_in_interviews
This document provides guidance on interview skills, including how to prepare for an interview, what to expect during an interview, common interview questions, tips for answering questions, and dos and don'ts. It discusses researching the company and position, anticipating questions to have relevant examples prepared, and practicing answers. During an interview, it describes the three typical parts - introduction, body, and closing. It provides tips for making a good impression through positive body language and advice on asking questions and following up after the interview.
Practical Tips For Finding An Academic or Research Library Librarian Position...
The document provides practical tips for finding an academic librarian position in a tough job market. It discusses developing strong application materials that directly address the job posting, preparing thoroughly for interviews by researching the organization and position, and following up appropriately after interviews. Key recommendations include tailoring all application documents and messages to highlight relevant qualifications, practicing interview skills, and learning about the hiring institution, department, and people involved in the search process.
X-treme Resumes – Constructing a Stellar Resume
Learning Objective: Examine the elements to constructing superior resumes
Having an efficient and strong resume will greatly improve your chances of landing that dream job and starting your career on the right foot. Creating the perfect resume takes practice and skill. You want to make sure that your resume stands out above the rest without overdoing it. How does one make sure that his or her resume is top notch and bullet proof? This seminar will give you the scoop on creating the standout resume that will get you your next interview. We will discuss tips such as determining what your resume’s purpose is, supporting your strengths, using appropriate keywords, the benefits of proofreading and bullet points, and proper font usage.
At the end of this seminar, participants will be able to:
a. Identify the purpose of a solidly effective resume.
b. Discern between good and bad resumes.
c. Analyze the resume factors that recruiters identify to disregard some resumes.
d. Identify the attributes of resumes that get on the interview schedule.
Career Transition Roadmap
The document provides a career change roadmap for an individual, outlining steps taken from December 2008 to January 2009 to define a new career path. Key steps included assessing skills and interests, researching occupations, deciding on a specific target occupation, and beginning to develop a marketing plan for the job search. The individual's personality type analysis suggested careers where they can observe people, determine needs, and create structured plans to help others. Potential positions identified include librarian/archivist, grant coordinator, and researcher.
Ace Employee Tips Li Mar 2010
The document discusses the role and services provided by the Aboriginal Centre of Excellence (ACE). ACE supports Aboriginal recruitment and retention in the public service. It provides expertise, research, and guidance to employers. ACE also focuses on employee development through orientation, onboarding, career development, and keeping employees motivated. The document outlines strategies for effective recruitment, including being prepared for interviews, and tips for new employees, such as requesting orientation packages and supports from managers and coworkers. It emphasizes the importance of ongoing learning, networking, and career growth opportunities.
Effective interview skills
This document provides an overview of the interview process, including:
- The bases of selection including job descriptions, specifications, and HR planning.
- Types of recruitment like internal and external recruiting.
- The steps of the selection process such as application, testing, interviews, references.
- Types of interviews including structured, unstructured, behavioral, and situational.
- Tips for successful interviews such as preparing questions, conducting the interview, and evaluating performance.
- Common problems that can occur like unqualified interviewers and biases.
- Key communication and interviewing skills needed like active listening, questioning, and establishing rapport.
Resources successful interviews
This document provides tips for preparing for and succeeding in a job interview. It recommends researching the company and understanding the position in order to show how your strengths match the role. The document outlines a strengths-based interview strategy of highlighting 3 strengths and giving examples of how you've demonstrated each. It also provides guidance on answering different types of questions, creating an interview portfolio with evidence of your skills, and sending a thank you letter after the interview. The overall message is that thorough preparation and communicating your strengths and fit for the role are key to interview success.
Development Career Planning Slides Nov 2009.Pps
The document discusses development and career planning between managers and employees. It provides frameworks to guide career conversations, including short and long term career objectives from both the employee and manager's perspective. It also identifies reasons why employees stay or leave organizations, and suggests development approaches for different employee situations based on their work abilities, interests, and attitudes. The overall message is that ongoing, quality career discussions between managers and employees can drive higher performance and engagement.
Internships for Working Students - Commuters
This webinar addressed 5 frequently asked questions about internships for working students. It defined internships, explained the benefits of doing one, outlined different types of internships. It provided guidance on finding internships through online resources, events, and networking. The webinar also offered tips for making the most of an internship through hard work, follow up, and evaluation. Finally, it discussed how the Career Center can help students with internship counseling, resume/interview preparation, and identifying opportunities.
Career development process
The document outlines the career development process, which includes six main steps: assessing yourself, exploring options, making a decision, taking action, evaluating your decision, and developing an action plan. It provides details on each step, including important questions to consider and factors to research. The purpose is to help individuals thoughtfully choose a satisfying career through self-reflection, information gathering, decision making, and planning for the future. Regular evaluation is encouraged to adapt to shifting priorities over time.
Selection Skills
The document provides information on selection skills training objectives and techniques. The objectives are to understand different selection tools and their appropriateness, learn competency-based selection and interviewing skills, and understand the need for psychometric testing. It then covers various selection methods like interviews, tests, references checks and assessment centres, and how to effectively conduct the selection process.
Pursuing The Position Final
This document outlines the goals and topics covered in a cohort program to prepare candidates for the position of superintendent. Over the course of 10 months, topics include preparing application materials like resumes and letters of recommendation, researching vacant positions, preparing for interviews, negotiating contracts, and transition planning. The calendar provides details on the content covered each month to help candidates distinguish themselves during the application and selection process.
Appendix: Interviews
This slideshow was created to accompany the interviewing appendix chapter of Communicate! by Kathleen S. Verderber, Rudolph F. Verderber and Deanna D. Sellnow. Publisher: Wadsworth/Cengage Learning. ISBN-13: 978-0-495-90171-6
Interview
This document provides information about interviews for a job or course. It discusses preparing for different types of interviews, including structured, unstructured, panel, group, behavioral, situational, stress and telephone interviews. It offers tips for successful interviews such as dressing appropriately, being prepared with examples of your skills and experience, asking questions, and following up after the interview. The document also covers common interview questions, competency-based interviews, psychometric tests and dos and don'ts for interviews.
MDRT - Canada Presentation (April 2013)
This document summarizes best practices for creating and leading a 21st century financial advisory practice. It discusses establishing a unique team, receptive delegation, eliminating complexities, and achieving operational excellence through establishing best practices. Specific topics covered include designing a team based on shared values and skills, creating a delegation culture, streamlining processes, implementing feedback systems, and continually improving all aspects of the business. The overall message is that financial advisory practices should focus on these areas to excel in today's environment.
Recruitment Refresher Training
Useful presentation from Sue Kellaway which focuses on Line Manager recruitment refresher training. It can be delivered in four hours which is great for time pressed Managers!
Similar to Being A People Person (20)
Practical Tips For Finding An Academic or Research Library Librarian Position...
Practical Tips For Finding An Academic or Research Library Librarian Position...
Recently uploaded
Containers & AI - Beauty and the Beast!?!
As AI technology is pushing into IT I was wondering myself, as an “infrastructure container kubernetes guy”, how get this fancy AI technology get managed from an infrastructure operational view? Is it possible to apply our lovely cloud native principals as well? What benefit’s both technologies could bring to each other?
Let me take this questions and provide you a short journey through existing deployment models and use cases for AI software. On practical examples, we discuss what cloud/on-premise strategy we may need for applying it to our own infrastructure to get it to work from an enterprise perspective. I want to give an overview about infrastructure requirements and technologies, what could be beneficial or limiting your AI use cases in an enterprise environment. An interactive Demo will give you some insides, what approaches I got already working for real.
Keywords: AI, Containeres, Kubernetes, Cloud Native
Event Link: https://meine.doag.org/events/cloudland/2024/agenda/#agendaId.4211
Northern Engraving | Modern Metal Trim, Nameplates and Appliance Panels
What began over 115 years ago as a supplier of precision gauges to the automotive industry has evolved into being an industry leader in the manufacture of product branding, automotive cockpit trim and decorative appliance trim. Value-added services include in-house Design, Engineering, Program Management, Test Lab and Tool Shops.
Biomedical Knowledge Graphs for Data Scientists and Bioinformaticians
Dmitrii Kamaev, PhD
Senior Product Owner - QIAGEN
Astute Business Solutions | Oracle Cloud Partner |
Your goto partner for Oracle Cloud, PeopleSoft, E-Business Suite, and Ellucian Banner. We are a firm specialized in managed services and consulting.
QR Secure: A Hybrid Approach Using Machine Learning and Security Validation F...
QR Secure: A Hybrid Approach Using Machine Learning and Security Validation Functions to Prevent Interaction with Malicious QR Codes.
Aim of the Study: The goal of this research was to develop a robust hybrid approach for identifying malicious and insecure URLs derived from QR codes, ensuring safe interactions.
This is achieved through:
Machine Learning Model: Predicts the likelihood of a URL being malicious.
Security Validation Functions: Ensures the derived URL has a valid certificate and proper URL format.
This innovative blend of technology aims to enhance cybersecurity measures and protect users from potential threats hidden within QR codes 🖥 🔒
This study was my first introduction to using ML which has shown me the immense potential of ML in creating more secure digital environments!
AppSec PNW: Android and iOS Application Security with MobSF
Mobile Security Framework - MobSF is a free and open source automated mobile application security testing environment designed to help security engineers, researchers, developers, and penetration testers to identify security vulnerabilities, malicious behaviours and privacy concerns in mobile applications using static and dynamic analysis. It supports all the popular mobile application binaries and source code formats built for Android and iOS devices. In addition to automated security assessment, it also offers an interactive testing environment to build and execute scenario based test/fuzz cases against the application.
This talk covers:
Using MobSF for static analysis of mobile applications.
Interactive dynamic security assessment of Android and iOS applications.
Solving Mobile app CTF challenges.
Reverse engineering and runtime analysis of Mobile malware.
How to shift left and integrate MobSF/mobsfscan SAST and DAST in your build pipeline.
Lee Barnes - Path to Becoming an Effective Test Automation Engineer.pdf
So… you want to become a Test Automation Engineer (or hire and develop one)? While there’s quite a bit of information available about important technical and tool skills to master, there’s not enough discussion around the path to becoming an effective Test Automation Engineer that knows how to add VALUE. In my experience this had led to a proliferation of engineers who are proficient with tools and building frameworks but have skill and knowledge gaps, especially in software testing, that reduce the value they deliver with test automation.
In this talk, Lee will share his lessons learned from over 30 years of working with, and mentoring, hundreds of Test Automation Engineers. Whether you’re looking to get started in test automation or just want to improve your trade, this talk will give you a solid foundation and roadmap for ensuring your test automation efforts continuously add value. This talk is equally valuable for both aspiring Test Automation Engineers and those managing them! All attendees will take away a set of key foundational knowledge and a high-level learning path for leveling up test automation skills and ensuring they add value to their organizations.
What is an RPA CoE? Session 1 – CoE Vision
In the first session, we will review the organization's vision and how this has an impact on the COE Structure.
Topics covered:
• The role of a steering committee
• How do the organization’s priorities determine CoE Structure?
Speaker:
Chris Bolin, Senior Intelligent Automation Architect Anika Systems
From Natural Language to Structured Solr Queries using LLMs
This talk draws on experimentation to enable AI applications with Solr. One important use case is to use AI for better accessibility and discoverability of the data: while User eXperience techniques, lexical search improvements, and data harmonization can take organizations to a good level of accessibility, a structural (or “cognitive” gap) remains between the data user needs and the data producer constraints.
That is where AI – and most importantly, Natural Language Processing and Large Language Model techniques – could make a difference. This natural language, conversational engine could facilitate access and usage of the data leveraging the semantics of any data source.
The objective of the presentation is to propose a technical approach and a way forward to achieve this goal.
The key concept is to enable users to express their search queries in natural language, which the LLM then enriches, interprets, and translates into structured queries based on the Solr index’s metadata.
This approach leverages the LLM’s ability to understand the nuances of natural language and the structure of documents within Apache Solr.
The LLM acts as an intermediary agent, offering a transparent experience to users automatically and potentially uncovering relevant documents that conventional search methods might overlook. The presentation will include the results of this experimental work, lessons learned, best practices, and the scope of future work that should improve the approach and make it production-ready.
Mutation Testing for Task-Oriented Chatbots
Conversational agents, or chatbots, are increasingly used to access all sorts of services using natural language. While open-domain chatbots - like ChatGPT - can converse on any topic, task-oriented chatbots - the focus of this paper - are designed for specific tasks, like booking a flight, obtaining customer support, or setting an appointment. Like any other software, task-oriented chatbots need to be properly tested, usually by defining and executing test scenarios (i.e., sequences of user-chatbot interactions). However, there is currently a lack of methods to quantify the completeness and strength of such test scenarios, which can lead to low-quality tests, and hence to buggy chatbots.
To fill this gap, we propose adapting mutation testing (MuT) for task-oriented chatbots. To this end, we introduce a set of mutation operators that emulate faults in chatbot designs, an architecture that enables MuT on chatbots built using heterogeneous technologies, and a practical realisation as an Eclipse plugin. Moreover, we evaluate the applicability, effectiveness and efficiency of our approach on open-source chatbots, with promising results.
"Frontline Battles with DDoS: Best practices and Lessons Learned", Igor Ivaniuk
At this talk we will discuss DDoS protection tools and best practices, discuss network architectures and what AWS has to offer. Also, we will look into one of the largest DDoS attacks on Ukrainian infrastructure that happened in February 2022. We'll see, what techniques helped to keep the web resources available for Ukrainians and how AWS improved DDoS protection for all customers based on Ukraine experience
What is an RPA CoE? Session 2 – CoE Roles
In this session, we will review the players involved in the CoE and how each role impacts opportunities.
Topics covered:
• What roles are essential?
• What place in the automation journey does each role play?
Speaker:
Chris Bolin, Senior Intelligent Automation Architect Anika Systems
Harnessing the Power of NLP and Knowledge Graphs for Opioid Research
Gursev Pirge, PhD
Senior Data Scientist - JohnSnowLabs
MySQL InnoDB Storage Engine: Deep Dive - Mydbops
This presentation, titled "MySQL - InnoDB" and delivered by Mayank Prasad at the Mydbops Open Source Database Meetup 16 on June 8th, 2024, covers dynamic configuration of REDO logs and instant ADD/DROP columns in InnoDB.
This presentation dives deep into the world of InnoDB, exploring two ground-breaking features introduced in MySQL 8.0:
• Dynamic Configuration of REDO Logs: Enhance your database's performance and flexibility with on-the-fly adjustments to REDO log capacity. Unleash the power of the snake metaphor to visualize how InnoDB manages REDO log files.
• Instant ADD/DROP Columns: Say goodbye to costly table rebuilds! This presentation unveils how InnoDB now enables seamless addition and removal of columns without compromising data integrity or incurring downtime.
Key Learnings:
• Grasp the concept of REDO logs and their significance in InnoDB's transaction management.
• Discover the advantages of dynamic REDO log configuration and how to leverage it for optimal performance.
• Understand the inner workings of instant ADD/DROP columns and their impact on database operations.
• Gain valuable insights into the row versioning mechanism that empowers instant column modifications.
Essentials of Automations: Exploring Attributes & Automation Parameters
Building automations in FME Flow can save time, money, and help businesses scale by eliminating data silos and providing data to stakeholders in real-time. One essential component to orchestrating complex automations is the use of attributes & automation parameters (both formerly known as “keys”). In fact, it’s unlikely you’ll ever build an Automation without using these components, but what exactly are they?
Attributes & automation parameters enable the automation author to pass data values from one automation component to the next. During this webinar, our FME Flow Specialists will cover leveraging the three types of these output attributes & parameters in FME Flow: Event, Custom, and Automation. As a bonus, they’ll also be making use of the Split-Merge Block functionality.
You’ll leave this webinar with a better understanding of how to maximize the potential of automations by making use of attributes & automation parameters, with the ultimate goal of setting your enterprise integration workflows up on autopilot.
An All-Around Benchmark of the DBaaS Market
The entire database market is moving towards Database-as-a-Service (DBaaS), resulting in a heterogeneous DBaaS landscape shaped by database vendors, cloud providers, and DBaaS brokers. This DBaaS landscape is rapidly evolving and the DBaaS products differ in their features but also their price and performance capabilities. In consequence, selecting the optimal DBaaS provider for the customer needs becomes a challenge, especially for performance-critical applications.
To enable an on-demand comparison of the DBaaS landscape we present the benchANT DBaaS Navigator, an open DBaaS comparison platform for management and deployment features, costs, and performance. The DBaaS Navigator is an open data platform that enables the comparison of over 20 DBaaS providers for the relational and NoSQL databases.
This talk will provide a brief overview of the benchmarked categories with a focus on the technical categories such as price/performance for NoSQL DBaaS and how ScyllaDB Cloud is performing.
Day 2 - Intro to UiPath Studio Fundamentals
In our second session, we shall learn all about the main features and fundamentals of UiPath Studio that enable us to use the building blocks for any automation project.
📕 Detailed agenda:
Variables and Datatypes
Workflow Layouts
Arguments
Control Flows and Loops
Conditional Statements
💻 Extra training through UiPath Academy:
Variables, Constants, and Arguments in Studio
Control Flow in Studio
Getting the Most Out of ScyllaDB Monitoring: ShareChat's Tips
ScyllaDB monitoring provides a lot of useful information. But sometimes it’s not easy to find the root of the problem if something is wrong or even estimate the remaining capacity by the load on the cluster. This talk shares our team's practical tips on: 1) How to find the root of the problem by metrics if ScyllaDB is slow 2) How to interpret the load and plan capacity for the future 3) Compaction strategies and how to choose the right one 4) Important metrics which aren’t available in the default monitoring setup.
Dandelion Hashtable: beyond billion requests per second on a commodity server
This slide deck presents DLHT, a concurrent in-memory hashtable. Despite efforts to optimize hashtables, that go as far as sacrificing core functionality, state-of-the-art designs still incur multiple memory accesses per request and block request processing in three cases. First, most hashtables block while waiting for data to be retrieved from memory. Second, open-addressing designs, which represent the current state-of-the-art, either cannot free index slots on deletes or must block all requests to do so. Third, index resizes block every request until all objects are copied to the new index. Defying folklore wisdom, DLHT forgoes open-addressing and adopts a fully-featured and memory-aware closed-addressing design based on bounded cache-line-chaining. This design offers lock-free index operations and deletes that free slots instantly, (2) completes most requests with a single memory access, (3) utilizes software prefetching to hide memory latencies, and (4) employs a novel non-blocking and parallel resizing. In a commodity server and a memory-resident workload, DLHT surpasses 1.6B requests per second and provides 3.5x (12x) the throughput of the state-of-the-art closed-addressing (open-addressing) resizable hashtable on Gets (Deletes).
Recently uploaded (20)
Northern Engraving | Modern Metal Trim, Nameplates and Appliance Panels
Northern Engraving | Modern Metal Trim, Nameplates and Appliance Panels
Biomedical Knowledge Graphs for Data Scientists and Bioinformaticians
Biomedical Knowledge Graphs for Data Scientists and Bioinformaticians
Astute Business Solutions | Oracle Cloud Partner |
Astute Business Solutions | Oracle Cloud Partner |
QR Secure: A Hybrid Approach Using Machine Learning and Security Validation F...
QR Secure: A Hybrid Approach Using Machine Learning and Security Validation F...
AppSec PNW: Android and iOS Application Security with MobSF
AppSec PNW: Android and iOS Application Security with MobSF
Lee Barnes - Path to Becoming an Effective Test Automation Engineer.pdf
Lee Barnes - Path to Becoming an Effective Test Automation Engineer.pdf
From Natural Language to Structured Solr Queries using LLMs
From Natural Language to Structured Solr Queries using LLMs
"Frontline Battles with DDoS: Best practices and Lessons Learned", Igor Ivaniuk
"Frontline Battles with DDoS: Best practices and Lessons Learned", Igor Ivaniuk
Harnessing the Power of NLP and Knowledge Graphs for Opioid Research
Harnessing the Power of NLP and Knowledge Graphs for Opioid Research
Essentials of Automations: Exploring Attributes & Automation Parameters
Essentials of Automations: Exploring Attributes & Automation Parameters
Getting the Most Out of ScyllaDB Monitoring: ShareChat's Tips
Getting the Most Out of ScyllaDB Monitoring: ShareChat's Tips
Dandelion Hashtable: beyond billion requests per second on a commodity server
Dandelion Hashtable: beyond billion requests per second on a commodity server
Being A People Person
- 1. Being a People Person The inside on staff!
- 4. Uncertainty Funding/ Programmes Limit training Options Career Path Or lack of… Hours Who wants work for 3 hours a day Money You get what you pay for Barriers to finding quality OSCAR Staff
- 10. Professional Development Appraisal Goal Setting Self/ Peer Reflection