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Amber Gaming names Zorab as new managing director

first_img Topics: People Compliance People moves 27th April 2021 | By Robert Fletcher Tags: Amber Gaming Jade Zorab “I look forward to building on our current success using our established values and excellent service delivery to exceed the demands and expectations of both our clients and team.” Amber Gaming names Zorab as new managing director Subscribe to the iGaming newsletter Zorab has been with Amber Gaming for five years and previously served as a director of the business, with responsibility for business development and strategy in gaming, ecommerce, and training.  AddThis Sharing ButtonsShare to LinkedInLinkedInShare to FacebookFacebookShare to TwitterTwitter “It is a privilege to be appointed to the position of managing director, especially at such an exciting point in our journey,” Zorab said. “Despite global circumstances, there continues to be a growing demand for our services, and this provides us with continued optimism for the outlook of the gaming sector.  Gaming compliance solutions provider Amber Gaming has appointed Jade Zorab as its new managing director. Prior to her appointment to the board, Zorab played a major role in the internationalisation of Amber Gaming, its rebrand and commercial development. In her new role, Zorab will oversee the strategic development, growth and performance of the provider, as well as head up the operations and business development departments. People moves Email Addresslast_img read more

Atlas African Industries Limited (ATLAS.ke) 2014 Annual Report

first_imgAtlas African Industries Limited (ATLAS.ke) listed on the Nairobi Securities Exchange under the Industrial holding sector has released it’s 2014 annual report.For more information about Atlas African Industries Limited (ATLAS.ke) reports, abridged reports, interim earnings results and earnings presentations, visit the Atlas African Industries Limited (ATLAS.ke) company page on AfricanFinancials.Document: Atlas African Industries Limited (ATLAS.ke)  2014 annual report.Company ProfileAtlas African Industries Limited, formerly Atlas Development & Support Services Limited, is focused on utilizing its African operational expertise to build a business based on the provision of support services and the investment in and development of industrial projects with a focus on Ethiopian consumer market. The Company’s subsidiary, East Africa Packaging Holdings, is focused on building a bottle manufacturing facility approximately 45 kilometers north of Addis Ababa, Ethiopia (the Chancho Project). The Company was engaged in providing development and support service solutions across Africa.last_img read more

Villa Erard, à Nods / Andrea Pelati Architecte

first_img Switzerland Villa Erard, à Nods / Andrea Pelati Architecte Area:  295 m² Year Completion year of this architecture project ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/783169/villa-erard-a-nods-andrea-pelati-architecte Clipboard Year:  Save this picture!© Thomas Jantscher+ 21 Share Villa Erard, à Nods / Andrea Pelati ArchitecteSave this projectSaveVilla Erard, à Nods / Andrea Pelati Architecte ArchDaily Photographs:  Thomas JantscherProject Consultant:Mauler SA – civil engineersClient:M. & Mrs ErardArchitect In Charge:Andrea Pelati ArchitecteDesign Team:Andrea Pelati, Leonardo CoppolaCity:NodsCountry:SwitzerlandMore SpecsLess SpecsSave this picture!© Thomas JantscherRecommended ProductsWoodParklex International S.L.Wood cladding – FacadeWoodAccoyaAccoya® Cladding, Siding & FacadesDoorsStudcoAccess Panels – AccessDorWindowsFAKRORoof Windows – FPP-V preSelect MAXText description provided by the architects. The villa is settled in a strictly planned residential zone hanging over the Diesse plateau, in the Swiss Jura Mountains. Contrasting with its heteroclite neighbours, the contemporary design revisits the typical gable roof houses. Save this picture!© Thomas JantscherEncased in the rock mass, the almost hidden entrance door opens on a big hall: on the left, the wine cellar is directly carved into the stone, while straight ahead, a concrete spiral staircase leads to all levels. During the ascent, a long vertical window offers a glimpse to the outside rock wall and garden.Save this picture!© Thomas JantscherOn the first floor, the bedrooms benefit from a certain intimacy provided by the green garage roof, whereas on the level above, the living room, dining and kitchen open generously to the South and West.Save this picture!sectionAt last, the attic is an open space suspended over the living room, possibly used as a guest’s room or office, with the most beautiful view on the Lake of Neuchâtel and the Alps.Save this picture!© Thomas JantscherProject gallerySee allShow lessBlock’hood: The Neighborhood Building Game That Will Test Your Urban and Architectur…ArticlesThe Importance of Sketches as a Form of RepresentationArticles Share Architects: andrea pelati architecte Area Area of this architecture project Houses Projects ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/783169/villa-erard-a-nods-andrea-pelati-architecte Clipboard “COPY” Photographs 2015 “COPY” CopyHouses•Nods, Switzerland CopyAbout this officeandrea pelati architecteOfficeFollowProductConcrete#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousesNodsSwitzerlandPublished on March 10, 2016Cite: “Villa Erard, à Nods / Andrea Pelati Architecte” 10 Mar 2016. ArchDaily. Accessed 11 Jun 2021. ISSN 0719-8884Read commentsBrowse the CatalogMetal PanelsAurubisCopper Alloy: Nordic BrassGlassMitrexSolar GreenhouseLouvers / ShuttersTechnowoodSunshade SystemsFaucetsDornbrachtKitchen Fittings – EnoWoodSculptformTimber Tongue and Groove CladdingMembranesEffisusFaçade Fire Weatherproofing Solutions in Design District Project LondonHanging LampsLouis PoulsenPendant Lights – KeglenBlinds / Mosquito Nets / CurtainsBANDALUXPleated ShadesEnclosures / Double Skin FacadesFranken-SchotterFacade System –  LINEAWoodBlumer LehmannCNC Production for Wood ProjectsMaterials / Construction SystemsCaneplex DesignPoles – Tonkin BambooFibre Cement / ConcreteTegralFibre Cement Slate Roofing – Thrutone Endurance SmoothMore products »Read commentsSave世界上最受欢迎的建筑网站现已推出你的母语版本!想浏览ArchDaily中国吗?是否翻译成中文现有为你所在地区特制的网站?想浏览ArchDaily中国吗?Take me there »✖You’ve started following your first account!Did you know?You’ll now receive updates based on what you follow! Personalize your stream and start following your favorite authors, offices and users.Go to my streamlast_img read more

SGA promotes connectedness with Visibility Day

first_imgMariana Rivas is a junior journalism major at TCU. A native of Caracas, Venezuela, she grew up in Houston, Texas. You can usually find her drinking coffee, hanging out with friends or writing about anything she is passionate about! Mariana Rivashttps://www.tcu360.com/author/mariana-rivas/ Mariana Rivas ReddIt Horoscope: November 14, 2019 Facebook Twitter Facebook Twitter TCU places second in the National Student Advertising Competition, the highest in school history Mariana Rivashttps://www.tcu360.com/author/mariana-rivas/ Linkedin Venezuelan migrant families manage struggles for citizenship in Colombiacenter_img printThe TCU Student Government Association (SGA) participated in its first Visibility Day in order to hear from students about what ideas they wanted SGA to pursue.Different members of the SGA gathered around the Founder’s Statue Wednesday with a chalkboard for students to write their ideas on and to talk to SGA members.“Our goal is for representatives to directly interact with constituents and get new ideas of how to improve campus,” said Outreach Committee Chair Allie Strehle.Another goal of Visibility Day is to provide students with familiar faces to come to whenever they are concerned, Strehle said.“These are my favorite moments when students give suggestions to SGA members and see these changes occur around campus because of their ideas,” said Strehle.Sophomore Neeley School of Business representative Mackenzie Keetch said she thinks Visibility Day is a great way to gain access to more ideas like these. She said she got involved with SGA to be more than just a figurehead.“I didn’t apply until the end of my freshman year because I wanted to see what actually people cared about,” said Keetch. “I’d love to just be around for them, and it’s not just me. We’re all here for everybody.”SGA isn’t planning to just be out there for one day, however, and have planned to host a Visibility Day once a month.For students interested in other ways to get involved in SGA, first-year students can join Frog-Aides where they get first-hand experience working in campus initiatives and any student that wants to be directly involved in making improvements across campus can join a committee with SGA members. Students can also apply to fill House seats when there are vacancies.Meet the members of the House of Representatives:编辑触摸共享全屏制作你自己的了解更多此交互式图像使用ThingLink创建。在thinglink.com上查看此图像。接触图片分享图像…全屏 Mariana Rivashttps://www.tcu360.com/author/mariana-rivas/ Previous articleFrogs rally to defeat Kansas on PKs, advance to Big 12 semifinalsNext articleFWAFA “Into the Woods” reflects on worldly problems Mariana Rivas RELATED ARTICLESMORE FROM AUTHOR Mariana Rivashttps://www.tcu360.com/author/mariana-rivas/ Horoscope: November 15, 2019 Linkedin ReddIt + posts World Oceans Day shines spotlight on marine plastic pollution Horoscope: November 13, 2019 Welcome TCU Class of 2025last_img read more

Former housing minister withdraws defamation complaint against journalists

first_img Reporters Without Borders notes the decision of the former housing minister, Mohamed Soliman to withdraw 37 defamation complaints that he had lodged against journalists.This gesture is the result of mediation, undertaken by the information minister and the press council between the housing minister and President of the Egyptian Journalists’ Union, Galal Aref, representing the journalists named in the cases.In a joint statement with the journalists’ union, issued on 3 March 2006, Mohammad Soliman said he was dropping all the complaints he had lodged before the courts and the prosecutor general.He also stressed his “respect for President Hosni Mubarak’s initiative to abolish prison sentences in cases involving the press”.Abdel Nasser al-Zuhairy, a journalist on the independent daily al-Masri Al Yom had been sentenced to one year in prison on 23 February 2006 on the basis of a defamation suit lodged by the former housing minister.This sentence had prompted an outcry among Egyptian journalists who rallied on 3 March 2006, at the headquarters of the press union to support their colleague and to remind President Mubarak that he promised to counter press freedom violations.————————————————————————-2.11.2005 Open letter to minister who has brought nearly 30 libel actions against journalistsReporters Without Borders wrote to housing minister Mohamed Ibrahim Soliman today, on the eve of legislative elections in Egypt, asking him to stop harassing the press. Since joining the government in 1993, he has brought 29 libel actions against journalists. Follow the news on Egypt February 1, 2021 Find out more Organisation Paris, 2 November 2005Dear Minister,You have brought 29 libel actions against journalists since joining the government in 1993, five of them in the last four years. Fourteen of the actions were brought against Adel Hammoda, the editor of the independent weekly Sout Al-Ummah, and five against Mahamad Saad Khattab, a journalist who writes for his newspaper. You have also sued four other members of this newspaper’s staff: Manal Lashin, Mohamed Abdul-Latif, Mohamed Al-Baz and Ibrahim Darwish.As a result of your complaints, three journalists with the daily Al-Masri Al Youm, Abdel-Nasser Al-Zohairi, Yousef Al-Oumi and Ala’a El-Ghatrifi, were sentenced to a year in prison and a fine of 10,000 Egyptian pounds (1,450 euros). Reporters Without Borders believes that, as a public figure, you should be tolerant of press criticism, no matter how scathing. By systematically bringing libel actions against journalists, you not only harm you own image but you also damage Egypt’s reputation. We call on you to be more discerning in future and to let journalists work freely.We trust you will give this matter your careful consideration.Sincerely,Robert MénardSecretary-General March 7, 2006 – Updated on January 20, 2016 Former housing minister withdraws defamation complaint against journalists Al Jazeera journalist Mahmoud Hussein back home after four years in prison RSF_en to go further News News Dr. Mohamed Ibrahim SolimanMinistry of Housing, Utilities and Urban Communities1 Ismail Abaza St.Off Kasr El AiniCairo, Egyptcenter_img News Less press freedom than ever in Egypt, 10 years after revolution Receive email alerts Detained woman journalist pressured by interrogator, harassed by prison staff News Help by sharing this information EgyptMiddle East – North Africa EgyptMiddle East – North Africa February 6, 2021 Find out more January 22, 2021 Find out morelast_img read more

“Where Am I Today?” Self Portraits by Jayme Odgers

first_imgHome of the Week: Unique Pasadena Home Located on Madeline Drive, Pasadena 3 recommended0 commentsShareShareTweetSharePin it Visual Arts “Where Am I Today?” Self Portraits by Jayme Odgers Offramp Gallery December 6, 2015 – January 3, 2016 From STAFF REPORTS Published on Wednesday, November 18, 2015 | 1:42 pm Get our daily Pasadena newspaper in your email box. Free.Get all the latest Pasadena news, more than 10 fresh stories daily, 7 days a week at 7 a.m. Community News Make a comment Your email address will not be published. Required fields are marked * Left: Jayme Odgers, Tough Decisions, 2014, Derwent colored pencils on Arches, 30 x 22 in. Right: Jayme Odgers, Searching, 2015, Tombow ink on Arches, 30 x 22.5 in. Photo courtesy Offramp GalleryOfframp Gallery is pleased to present a solo exhibition, Where Am I Today? Self Portraits by Jayme Odgers, from December 6, 2015 – January 3, 2016. There will be an opening reception for the artist on Sunday, December 6 from 2:00 p.m. to 5:00 p.m. and a closing reception on Sunday, January 3 from 2-5pm.A few months ago, a series of striking self-portraits began to appear on Facebook. The subject, Jayme Odgers, was no stranger to Offramp Gallery. Indeed, Offramp Gallery had shown his work in the past. But this work was different – emotionally raw self-portraits with a complete lack of artifice or conceit. It seemed as if Jayme were on a deep search for basic existential meaning. And it wasn’t just the Gallery — many others on Facebook were responding excitedly to the self-portraits as well, as evidenced by the rapidly rising number of “likes.” Intrigued, the Gallery contacted Jayme and went to his studio to see what was going on.Everything fell into place as Jayme explained that he was battling a life-threatening illness and dealing with the accompanying storm of emotions by making art.In Odgers’ own words:“The self-portraits are divided into two categories: pre-surgery and post-surgery. My conceit in doing them comes from suddenly facing a serious, life-threatening illness. From the shock of the initial diagnosis and subsequent surgery, I felt the need to visually track my progress in a manner that I, as an artist, could best understand—by drawing myself. How am I really feeling on any particular day?”“My titles are not the matter-of-fact titles of traditional self-portraits, like Self Portrait With Green Chair. They are titles that reveal a specific and deep emotional source—Shock, Turmoil or Doubt. My experience of my medical condition seems better described in pictures rather than words. Each self-portrait starts with the questions, ‘Where am I today? Am I improving?’ In the process of drawing, my state of being is revealed to me.”“Periodically drawing myself and exploring a deeper presence within allows me the opportunity to not only look searchingly into how am I doing on a particular day, it also provides me a visual history so I can see my progress over time.”Jayme Odgers is a painter and graphic designer. With a B.A. from Art Center College of Design in Pasadena, California, Jayme is the recipient of numerous awards including a Fulbright Scholarship to Switzerland and over one hundred awards of excellence in graphic design. He was also selected to create an official poster for the 1984 XXIIIrd Olympiad held in Los Angeles along with such distinguished artists as David Hockney, Robert Rauschenberg, Roy Lichtenstein, Jonathan Borfosky, and John Baldessari.Jayme has successfully taught at many renowned art departments in the Los Angeles area including Art Center College of Design, California Institute of the Arts and Otis College of Art and Design. At the invitation of the Tokyo Gakuin, he has recently toured Japan as a guest speaker, lecturing in Tokyo, Nagoya and Osaka.In addition to his studio practice Jayme also has completed a public art commission designing two water fountains for the Metropolitan Water District’s Headquarters Building at Union Station in downtown Los Angeles. Numerous books and articles have included Odgers’ work, most significantly: The 20th Century Poster, Design of the Avant Garde (Abbeville Press, New York); and POSTMODERISM, Style and Subversion 1970–1990 at the Victoria & Albert Museum in London 2012. His work is included in the latest Dictionary of Graphic Design and Designer by Thames & Hudson and Megg’s History of Graphic Design.His work has been exhibited at the Brooklyn Museum, The San Francisco Museum of Art, Arco Center for the Visual Arts, The Albright Knox Museum, the Montreal Museum of Fine Arts, and The Victoria & Albert Museum, London, England, with inclusion in the permanent collections of the Smithsonian’s Cooper-Hewitt Museum in New York City and The White House in Washington, D.C.Jayme Odgers lives and works in downtown Los Angeles.The exhibition runs concurrently with Hilary Baker: Colossalalia.Offramp Gallery, 1702 Lincoln Avenue, Pasadena, (626) 298-6931 or visit www.offrampgallery.com. Pasadena’s ‘626 Day’ Aims to Celebrate City, Boost Local Economy Name (required)  Mail (required) (not be published)  Website  Top of the News center_img Subscribe Pasadena Will Allow Vaccinated People to Go Without Masks in Most Settings Starting on Tuesday More Cool Stuff First Heatwave Expected Next Week EVENTS & ENTERTAINMENT | FOOD & DRINK | THE ARTS | REAL ESTATE | HOME & GARDEN | WELLNESS | SOCIAL SCENE | GETAWAYS | PARENTS & KIDS Community News faithfernandez More » ShareTweetShare on Google+Pin on PinterestSend with WhatsApp,Virtual Schools PasadenaHomes Solve Community/Gov/Pub SafetyPASADENA EVENTS & ACTIVITIES CALENDARClick here for Movie Showtimes Business News HerbeautyHow To Lose Weight & Burn Fat While You SleepHerbeautyHerbeautyHerbeauty12 Signs You Want To Stay With Your Girlfriend ForeverHerbeautyHerbeautyHerbeautyVictoria’s Secret Model’s Tips For Looking Ultra SexyHerbeautyHerbeautyHerbeautyJennifer Lopez And Alex Rodriguez’s Wedding DelayedHerbeautyHerbeautyHerbeautyWomen Love These Great Tips To Making Your Teeth Look WhiterHerbeautyHerbeautyHerbeautyThe Most Heartwarming Moments Between Father And DaughterHerbeautyHerbeautylast_img read more

Prepare to justify bonus awards

first_imgMartin advised employers to adopt clear parameters whencalculating bonus awards, and to ensure bonus levels are scrutinised by severalmanagers so it can justify discrepancies objectively. New statutory equal pay questionnaires could become a usefulweapon for high-flyers unhappy with their annual bonuses. But they will also “allow pressure to be brought tobear upon the employer at an early stage to justify bonuses paid to comparatoremployees”, said Stefan Martin, partner at law firm Allen & Overy. Prepare to justify bonus awardsOn 1 Feb 2003 in Personnel Today Previous Article Next Article Related posts:No related photos.center_img The questionnaires, due to come into force in April, aredesigned to allow employees who believe they may have an equal pay claim torequest information on colleagues’ pay levels from their employers. The questionnaires have also led employers to question howthey can reply to them without breaching the Data Protection Act 1998. Comments are closed. “The procedure will, inevitably, be used as anegotiating tool in severance situations,” he said.last_img read more

Back to basics

first_imgWhilethe IT sector has had little good news since the internet crash, in HR there isroom for optimism. Keith Rodgers reports on companies looking for systems tohelp them cut costs and get…TEXT:There’s nothing like a deep recession to focus the minds of those in ITmarketing, and the current downturn has certainly made its mark. With hopes ofa recovery in corporate spending dashed in 2002, software vendors are facing upto the fact that 2003 is going to be yet another struggle. Fromthe heady days of the internet boom, where potential counted for everything,sales are now focused on the hard realities of cost savings and businessefficiency. That’s not to say that the next 12 to 18 months will be dull forthe HRIT industry. Products for such areas as self-service and performancemanagement are sufficiently maturing to catch the eye of the averagecost-conscious practitioner.Newtechnical developments that haven’t yet hit the HR headlines – such as thegrowing acceptance of digital signatures – promise to cut yet moreadministrative hassle out of the HR job description. Andemerging business challenges, particularly in respect of contractual workers,are likely to spawn a new breed of application.Butas they assess what the next 12 to 18 months hold in store for the HRcommunity, IT vendors and consultants tend to focus first on the financial andpractical realities. Financially, investment in IT today has to delivertangible returns, measured either in cost savings, productivity increases, moreefficient working practices or better support for management decision-making.Thesecriteria mean that many purchasing decisions will be made from a relativelynarrow perspective – employee self-service, for example, is typically seen interms of the administrative costs it can save, rather than as a platform fornew, collaborative working practices. They also mean that bigger investments –such as building a central data repository to allow for better performanceanalysis and workforce planning – have to be approached from a very pragmaticperspective.Deliveringthe basicsInpractical terms, meanwhile, HR has got to be able to deliver the basics,starting with the core HRMS system. Jason Averbook, director of global HCMproduct marketing at Peoplesoft, suggests that organisations will still need tostreamline their HR foundations in 2003, with a particular emphasis on dataaccuracy and credibility. Just as the finance function is coming under glaringscrutiny, so the HR function will need to ensure that its compliance andregulatory activities are being carried out properly. This may just be a tickin the list of basic requirements for many organisations, but it’s likely to bea core concern for the board.SteveFoster, formerly at KPMG Consulting and recently appointed practice leader atRebus, adds that HR also needs to check that its core HRMS systems are up tothe job. In the mid-1990s, the expectation in HR was that you’d buy a productand stick with it for the next five years. The internet has changed that, andHR practitioners need to be sure that their HRMS system both exploits thecapabilities of the web and provides a suitable platform for them to build ongoing forward.Highon that list of web capability, of course, is self-service. Today, theprinciple of HR self-service is widely accepted in both the UK and the US, evenif companies are in widely varying degrees of readiness and implementation.Typically, organisations have started with relatively basic rollouts – perhapsoffering employees the capability to change their personal details online or,as an incentive to use the system, distributing pay advice. This year, thosecapabilities will gradually be extended at an employee level, and at the sametime, manager self-service will start to take off in the mainstream. MaryKathryn Reese, who heads the Human Capital Management practice for DeloitteConsulting’s SAP Alliance, suggests that this process has four stages ofevolution:–Employee self-service is typically applied to HR functions.–Self-service moves beyond HR itself, becoming a vehicle for better knowledgemanagement across the enterprise and for collaboration between different departments,or even different companies. –Manager self-service begins to climb up the HR agenda. Experts agree that thishas been far less popular than employee self-service until now, partly, saysReese, because the applications have not been rich in capability orparticularly intuitive. That, she argues, is set to change–Manager self-service also moves into the realm of collaboration.Averbookargues that the key emphasis in self-service will increasingly shift fromasking whether it’s being adopted, to ensuring that, as it rolls out, all thenecessary people are pulled into the process. To do this, companies need toestablish which business processes will allow them to reduce costs and focustheir efforts accordingly, ‘market’ the enabling technology to employees toensure the automated option becomes a natural part of daily activities, andwork out how the roll-out will impact on other parts of the organisation – forexample, if an individual makes an online change to one business process, willit have a knock-on effect?Whileself-service provides both cost-savings and a collaborative platform in its ownright, it also has significant implications elsewhere in the HR function. Mostexperts agree the gradual roll-out of self-service and employee portals willalso be a major factor in the adoption of HR data analysis, which is set toclimb from its relatively low levels today. “People are talking about itmore and more – how we are going to prove our worth, and do a bit more thanexpected,” says Foster. “You need a handful of early adopters who cantell a good story – and some US companies are starting to take it onboard,” he says.Gatheringthe dataOnereason for the slow adoption of data analysis in HR has been the difficulty ofgathering the necessary data, which typically lies in a mixture of HR, financialand other operational systems. The major application vendors have pushed a‘data warehousing’ strategy to tackle this, encouraging organisations to builda central repository to collate the necessary information and then use businessintelligence tools to analyse the results. But that task isn’t always easy tojustify from a purely HR perspective. While a number of larger, high-profileorganisations have gone down the data warehousing route, others have preferredto extract specific data from a limited number of operational systems and carryout smaller-scale business analysis.Inthe end, it may be other parts of the business that help provide the answer.Wayne Carstensen, UK managing director of Arinso, believes that datawarehousing will come to the fore in the next 18 months as organisations seekto improve the level of intelligence across their entire company, not just inHR. Customer relationship management or financial projects may drive theinitiative, but HR will benefit. Whatever prompts an increased take-up, thebenefits will be significant. Averbook comments, it means companies will beable to focus less on gathering input as on the quality of the data output.Alongsideself-service and data analysis, IT experts expect a range of other technologiesto come to the fore within the next 18 months, including applications designedto tackle long-standing HR requirements such as competency management andsoftware aimed at newly-emerging challenges.Somedevelopments will arise from steps taken by vendors to fill holes in theirportfolios – Carstensen, for example, argues that multi-jurisdictional payrollwill become a pressing requirement in the coming years. Others will representchanges in delivery mechanisms to overcome HR’s ongoing cost-constraints-e-learning providers, for example, will come under pressure to distributecontent more cheaply. Then there are the technological advances that will beginto have a bearing on the HR function. For example, Reese suggests that wideracceptance of electronic signatures will allow HR to reduce levels ofpaperwork, cutting the signed hard copies typically required to back-up e-mailand other electronic communications.Thisis not just a technology issue – like self-service, it’s also a matter ofembracing new forms of verification that require a higher degree of trust inemployees.Knowyour workforceReesealso suggests that software vendors will start to release more products to helpcompanies understand their contingent workforces. In the Harvard BusinessReview last year, management guru Peter Drucker pointed out that a”staggering” number of people who work in companies are no longertraditional employees – companies either employ temporary workers directly, oroutsource large chunks of their business altogether. As Reese argues,understanding these members of the extended workforce – where they work, howmuch they’re paid, and so forth – is becoming ever more important.Competencymanagement is also rising up the HRIT agenda. Long a bugbear for HR, Carstensenreports that increasing numbers of companies are now acknowledging that theycan’t avoid the issue much longer. Historically, the biggest barrier tocompetency management has been the sheer scale of the task – defining a coreset of common competencies is a headache in itself, and that’s beforeorganisations attempt to persuade line managers to start the process ofevaluating employees against those ‘standards’. Averbook suggests, however,that the process could be kick-started as organisations start to carry outperformance reviews online, a process that will automatically begin to collatethe core data required. Competencyprofiling also feeds into a broader requirement for effective resourcing.Companies require a better understanding of their workforces’ skillsets andwhether they they’re deploying their human capital assets to the best effect.The applications that support this kind of analytical exercise stretch fromspecialist recruitment software to the planning tools that allow companies to drawup a talent management strategy.Thiskind of interaction between different HRIT applications suggests thattechnology may at last be catching up with the long-standing strategic demandsof HR. The concept of ‘joined-up HR’ may be somewhat hackneyed, but the realityis that very few organisations today can claim to have integrated the coreactivities that form part of a human capital management strategy. Aligningcorporate objectives with departmental and individual goals, including inincentive systems, measuring performance and rewarding on the back of thatmeasurement, is a loop that makes perfect sense in theory.Inreality, it is only now becoming achievable as the different components areautomated and integrated. There is no easy way for the technology industry tomake joined-up HR a reality, but the foundations are falling into place andwill support the trend in the coming years.Keyfactors in self-service–Establishing which business processes will allow them to reduce costs and focustheir efforts accordingly.–‘Marketing’ the enabling technology to employees, ensuring that the automatedoption becomes a natural part of an individual’s daily business activities. –Working out how the rollout impacts other parts of the organisation. If anindividual makes an online change to one business process, for example, doesthat have a knock-on effect on another? Comments are closed. Back to basicsOn 11 Feb 2003 in Personnel Today Previous Article Next Article Related posts:No related photos.last_img read more

Thales Bags French Navy’s Simulator Support Contract

first_img Thales, a France based defence technology company, announced it has been chosen by the French Navy to provide through-life support (TLS) for almost all of its simulators. The six-year contract with the Navy’s fleet support department (SSF) calls for the support of 41 simulators at six naval facilities in France.The simulators cover a broad spectrum of operations and all deployment contexts, from shipboard system maintenance to surface vessel crew training as well as firing simulators for the Mistral missile, 12.7 mm and 20 mm guns and other weapons.They are used to train the crews of all French Navy surface vessels, including its multimission frigates, air defence frigates and the Charles de Gaulle aircraft carrier. The new TLS contract covers simulators delivered from the 1990s to today, including systems currently on order.Image: Thales Back to overview,Home naval-today Thales Bags French Navy’s Simulator Support Contract View post tag: French Navy View post tag: Simulators Thales Bags French Navy’s Simulator Support Contract November 9, 2015 Authorities View post tag: Thales Share this articlelast_img read more

USS Zumwalt officially delivered to US Navy

first_img May 22, 2016 USS Zumwalt officially delivered to US Navy View post tag: Zumwalt-Class View post tag: US Navy View post tag: USS Zumwalt Authorities The U.S. Navy accepted delivery of future USS Zumwalt (DDG 1000), the lead ship of the Navy’s next-generation of multimission surface combatants, May 20.Ship delivery follows extensive tests, trials and demonstrations of the ship’s hull, mechanical, and electrical systems including the ship’s boat handling, anchor and mooring systems as well as major demonstrations of the damage control, ballasting, navigation and communications systems.Following delivery and a crew certification period at General Dynamics-Bath Iron Works, the ship will be commissioned in Baltimore Oct. 15.Zumwalt will then transit to her homeport in San Diego where Mission Systems Activation will continue in parallel with a Post Delivery Availability.The 610-foot, wave-piercing tumblehome ship design provides a wide array of advancements. The shape of the superstructure and the arrangement of its antennas significantly reduce radar cross section, making the ship less visible to enemy radar at sea.Zumwalt is the first U.S. Navy surface combatant to employ an innovative and highly survivable Integrated Power System (IPS) distributing 1000 volts of direct current across the ship.The IPS’ architectural capabilities include the ability to allocate all 78 megawatts of installed power to propulsion, ship’s service, and combat system loads from the same gas turbine prime movers based on operational requirements.Each ship in the class features a battery of two Advanced Gun Systems, capable of firing Long-Range Land Attack Projectiles (LRLAP) that reach up to 63 nautical miles, providing three-fold range improvement in naval surface fires coverage.Each ship is equipped with eighty Advanced Vertical Launch System cells for Tomahawk missiles, Evolved Sea Sparrow Missiles, Standard Missiles, and Vertical Launch Anti-Submarine Rockets (ASROC) (VLA).DDG 1000 is tailored for sustained operations in the littorals and land attack, and will provide independent forward presence and deterrence, support special operations forces, and operate as an integral part of joint and combined expeditionary forces.The ship will employ active and passive sensors and a Multi-Function Radar (MFR) capable of conducting area air surveillance, including over-land, throughout the extremely difficult and cluttered sea-land interface.BIW is also constructing follow-on ships, the future Michael Monsoor (DDG 1001) and Lyndon B. Johnson (DDG 1002). Back to overview,Home naval-today USS Zumwalt officially delivered to US Navy Share this articlelast_img read more