iGIP+Carrer Days follow up Spring 2016
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The document provides guidance and initiatives for following up on Career Days to boost cooperation between Business Development and iGIP teams and increase iGIP sales. It outlines steps to take before, during, and after Career Days, including updating on companies, planning attendance, checking contact history, not directly selling but approaching interested companies, participating in evaluations, using the national clik tool, and contacting the listed coordinators with any questions. The final deadline for Career Days follow up is April 30th.
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This presentation explores the transformative shifts reshaping the global aviation industry, projected to grow to $1.29 trillion by 2030. Covering key areas such as sustainable aviation fuels, electric and hydrogen-powered aircraft, urban air mobility, AI-driven maintenance, and evolving passenger expectations, this deck highlights how innovation and sustainability are revolutionizing air travel. It also examines workforce challenges, digital transformation, and regulatory landscapes that will define the next chapter in aviation. Ideal for students, professionals, and aviation enthusiasts.BeMetals_Presentation_May_2025 .pdf
BeMetals_Presentation_May_2025 .pdfDerekIwanaka2
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A 22 page overview of BeMetals Corp. for investors. Progress Report - Workday Analyst Summit 2025 - Change fo the better coming
Progress Report - Workday Analyst Summit 2025 - Change fo the better comingHolger Mueller
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I had the opportunity to attend Workday's yearly analyst summit, held at the Silverado Resort in Napa Valley, from April 20th - 22nd 2025. Very well attended with ERP and HCM analysts - as well a large portion of Workday executives. It is good to see Workday showing up with a massive audience to listen to analyst feedback. It was the first analyst presentation of the new Chief Commercial Officer, Rob Enslin and new President Produt and Technology Gerrit Kazmaier. They were mainly in listening mode, but identified (correctly) 'speed' as the #1 priority of things to change at Workday.
Workday has addressed pitfalls in its 2024 approach for AI and for the better: Running in the publich cloud, training on customer data, being close to real time as possible. With 1600 customers in the public cloud, Workday has made progress here as well - but has also a proven architecture - courtsey of Workday Extend in place - to move data and models back and forward. The other key takeaway is how important it is for Workday to partner - via Extend. This is in synch with one year ago with the 'Power of 3' strategy was unveiled. On the payroll side the partner approach has shown progress, and with the Payrll Control Center Workday has a modern payroll management solution in place - that now will have to see wider customer adoption and 'battle' testing. No surrprise a lot of traction in the install base for VNDLY - the gig economy is happening. No major UX updates on the horizon - which may also be good as customers and workday are settling on good level of UX. Overall the summit felt a little like someone left the parking break on - in contrast to previous years. Which is understandable with the leadership changes at the top of both business and product organization. From the changes that were communicated and can be educately guesses - it is all changes into the right direction into a more agile, faster and more modern / appropriate for AI future architecture of Worday applications.
What are you expecting / seeing happening at Workday? Feel free to share! Influence of Career Development on Retention of Employees in Private Univers...
Influence of Career Development on Retention of Employees in Private Univers...publication11
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Retention of employees in universities is paramount for producing quantity and quality of human capital for
economic development of a country. Turnover has persistently remained high in private universities despite
employee attrition by institutions, which can disrupt organizational stability, quality of education and reputation.
Objectives of the study included performance appraisal, staff training and promotion practices on retention of
employees. Correlational research design and quantitative research were adopted. Total population was 85 with a
sample of 70 which was selected through simple random sampling. Data collection was through questionnaire and
analysed using multiple linear regression with help of SPSS. Results showed that both performance appraisal
(t=1.813, P=.076, P>.05) and staff training practices (t=-1.887, P=.065, P>.05) were statistical insignificant while
promotion practices (t=3.804, P=.000, P<.05) was statistically significantly influenced retention of employees.
The study concluded that performance appraisal and staff training has little relationship with employee retention
whereas promotion practices affect employee retention in private universities. Therefore, it was recommended
that organizations renovate performance appraisal and staff training practices while promoting employees
annually, review salary structure, ensure there is no biasness and promotion practices should be based on meritocracy. The findings could benefit management of private universities, Government and researchers. Mike Robinson Utah - An Advocate
Mike Robinson Utah - An AdvocateMike Robinson Utah
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Michael Robinson is a Utah real estate investor. He graduated from Brigham Young University, and he has a degree in business and psychology with an emphasis in organizational behavior.Oleksandra Apanasenkova: Must, Should, Could Have 亠仂仗亠从亳于亳 于 从仂仄舒仆亟 (UA)
Oleksandra Apanasenkova: Must, Should, Could Have 亠仂仗亠从亳于亳 于 从仂仄舒仆亟 (UA)Lviv Startup Club
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Oleksandra Apanasenkova: Must, Should, Could Have 亠仂仗亠从亳于亳 于 从仂仄舒仆亟 (UA)
UA Online PMDay 2025 Spring
Website https://pmday.org/online
Youtube https://www.youtube.com/startuplviv
FB https://www.facebook.com/pmdayconferenceORGANIZING.pdf BY ----- CA SUVIDHA CHAPLOT
ORGANIZING.pdf BY ----- CA SUVIDHA CHAPLOTCA Suvidha Chaplot
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Organizing is one of the fundamental functions in the management
process, alongside planning, leading, and controlling. The primary
objective of organizing is to arrange resources, people, and tasks in
a structured and efficient way to achieve the goals of the
organization. In this section, we will explore the key concepts
related to organizing, including its importance, principles, types of
organizational structures, delegation, centralization vs.
decentralization, and coordination.Mykhailo Hryhorash: 丕仗舒于仍仆仆 亳亰亳从舒仄亳 舒 亰仄仆舒仄亳 (UA)
Mykhailo Hryhorash: 丕仗舒于仍仆仆 亳亰亳从舒仄亳 舒 亰仄仆舒仄亳 (UA)Lviv Startup Club
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Mykhailo Hryhorash: 丕仗舒于仍仆仆 亳亰亳从舒仄亳 舒 亰仄仆舒仄亳 (UA)
LemBS Delivery Manager School 2025
Website https://lembs.com/dmschool
Youtube https://www.youtube.com/startuplviv
FB https://www.facebook.com/pmdayconference Theory of Cognitive Chasms: Failure Modes of GenAI Adoption
Theory of Cognitive Chasms: Failure Modes of GenAI AdoptionDr. Tathagat Varma
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My talk at the Walton College of Business for the students of Executive MBA on Apr 26, 2025CGG Deck English - Apr 2025-edit (1).pptx
CGG Deck English - Apr 2025-edit (1).pptxChina_Gold_International_Resources
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China Gold Annual Report PPTTNR Gold Los Azules Copper NSR Royalty Holding with McEwen Mining Presentation
TNR Gold Los Azules Copper NSR Royalty Holding with McEwen Mining PresentationKirill Klip
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Powered by Tesla Energy rEVolution: TNR Gold Los Azules Copper NSR Royalty Holding with McEwen Mining PresentationiGIP+Carrer Days follow up Spring 2016
- 2. Hey Guys! It's Karolina Szwaj, Kasia Nowak and Paula Wasil. MC Pryzmat has made a mark on cooperation between BD and iGIP on the national level. We are incredibly proud of that and we equally believe in the power of iGIP. However to bring that synergy forward, we want to move you. Move you like never before! That's why we are coming up with initatives to boost your cooperation and increase GIP sales intensity in your local office. Jump in to the SUMMER PEAK showcase how collaborative you can be! CARRER DAYS follow up
- 3. iGIP capitalization on the Carrer Days drive cooperation between iGIP and BD accelerate the sales process in iGIP CARRER DAYS follow up
- 4. BEFORE CARRER DAYS: -BE UPDATED WITH THE CARRER DAYS SALES -CHECK LOCAL BOOKLET WITH COMPANIES -PLAN YOUR ATTENDANCE DURING CARRER DAYS -CHECK HISTORY OF CONTACT WITH THE COMPANY CARRER DAYS follow up
- 5. DURING CARRER DAYS: -DO NOT SELL DIRECTLY!!!! -APPROACH COMPANIES WHICH YOU WANT TO -MAKE SURE YOU WILL CHECK EVALUATION AFTER WHOLE DAY CARRER DAYS follow up
- 6. AFTER CARRER DAYS: -PARTICIPATE IN THE EVALUATION TOUCHPOINT: PREFERABLY MEETING -TAKE JOB QUESTIONAIRE FOR THE MEETING -CHECK NATIONAL INDEX OF MC COMPANIES -CHECK GLOBAL SUPPLY&DEMAND CARRER DAYS follow up
- 7. Final deadline for Carrer Days follow up is: 30.04 CARRER DAYS follow up
- 8. Official national tool for Carrer Days follow up is: clik CARRER DAYS follow up
- 9. In case of any question feel free to contact directly: -KAROLINA SZWAJ NST IGIP New Sales Coordinator karolina.szwaj@aiesec.net, +48 661 813 138 - KATARZYNA NOWAK MCVP iGIP 2016.2017 katarzyna.nowak@aiesec.net, +48 886 023 019 CARRER DAYS follow up
- 10. GOOD LUCK