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wiliamjohn2 · 10 months ago

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How To Implement ADP System Maintenance & Optimization For Maximum Efficiency

In the fast-paced world of human resource management, having an efficient and effective ADP system can make a significant difference in organizational performance. Ignite HCM, a leading expert in HR solutions, understands the intricacies of ADP System Maintenance & Optimization and offers comprehensive strategies to ensure your ADP system operates at peak efficiency.

Understanding the Importance of ADP System Maintenance & Optimization

ADP (Automatic Data Processing) systems are vital for managing payroll, benefits, and other HR functions. However, without regular maintenance and optimization, these systems can become sluggish, error-prone, and inefficient, leading to costly mistakes and decreased productivity. Ignite HCM emphasizes the importance of ADP System Maintenance & Optimization to ensure your HR operations run smoothly.

Key Steps for Effective ADP System Maintenance & Optimization

Regular System Audits

Regular system audits are the foundation of effective ADP System Maintenance & Optimization. Audits help identify areas where the system may be lagging, uncover potential errors, and ensure that all processes are compliant with the latest regulations.

Action Plan:

Schedule quarterly audits.

Use audit findings to make necessary adjustments.

Ensure all compliance requirements are met.

Update Software and Hardware

Keeping your ADP system’s software and hardware up-to-date is crucial for maintaining its efficiency. Outdated software can lead to security vulnerabilities and compatibility issues, while outdated hardware can slow down system performance.

Action Plan:

Implement a schedule for regular software updates.

Invest in modern hardware to support the system's demands.

Utilize cloud-based solutions for scalability and flexibility.

Data Integrity and Security

Ensuring data integrity and security is a critical aspect of ADP System Maintenance & Optimization. Any compromise in data can lead to severe consequences, including financial losses and reputational damage.

Action Plan:

Implement robust data encryption methods.

Regularly back up data to prevent loss.

Conduct security training for all HR personnel.

Optimize Payroll Processes

Payroll is a core function of any ADP system, and optimizing payroll processes can significantly enhance system efficiency. This involves streamlining workflows, automating repetitive tasks, and ensuring accurate data entry.

Action Plan:

Use automated tools to handle payroll calculations.

Implement double-check systems to prevent errors.

Schedule timely payroll processing to avoid delays.

Employee Self-Service Portals

Employee self-service portals can drastically reduce the administrative burden on HR staff by allowing employees to manage their information independently. This leads to increased efficiency and accuracy in data management.

Action Plan:

Set up user-friendly self-service portals.

Provide training to employees on how to use the portals.

Regularly update portal features based on user feedback.

Integration with Other Systems

Integrating your ADP system with other HR and business systems can enhance data flow and reduce manual data entry, leading to greater efficiency and accuracy.

Action Plan:

Identify key systems that can be integrated with ADP.

Use APIs and other integration tools to ensure seamless data transfer.

Monitor integrated systems to ensure data consistency.

User Training and Support

Providing ongoing training and support for users is essential for maximizing the efficiency of your ADP system. Well-trained users are more likely to use the system effectively and report issues promptly.

Action Plan:

Develop comprehensive training programs for new users.

Offer refresher courses for existing users.

Establish a support team to address user queries and issues.

Performance Monitoring and Reporting

Continuously monitoring system performance and generating regular reports can help in identifying and addressing issues before they become critical. This proactive approach is central to effective ADP System Maintenance & Optimization.

Action Plan:

Set up performance monitoring tools.

Schedule regular performance review meetings.

Use reports to make data-driven decisions for system improvements.

Vendor Support and Collaboration

Leveraging vendor support and collaborating with experts can provide additional insights and solutions for maintaining and optimizing your ADP system. Ignite HCM recommends working closely with ADP and other vendors to ensure you get the most out of your system.

Action Plan:

Maintain open lines of communication with your ADP vendor.

Participate in vendor-provided training and updates.

Collaborate with experts from Ignite HCM for specialized support.

Benefits of Effective ADP System Maintenance & Optimization

Implementing these strategies for ADP System Maintenance & Optimization can lead to numerous benefits, including:

Enhanced Efficiency:

Streamlined processes and reduced manual intervention lead to faster and more efficient HR operations.

Improved Accuracy:

Regular audits and optimizations reduce the likelihood of errors, ensuring accurate data management.

Cost Savings:

Avoiding costly errors and improving process efficiency can result in significant cost savings for the organization.

Better Compliance:

Keeping the system up-to-date with the latest regulations ensures compliance and reduces the risk of legal issues.

Increased Employee Satisfaction:

Efficient systems and self-service portals enhance the employee experience, leading to higher satisfaction and engagement.

Partnering with Ignite HCM for ADP System Maintenance & Optimization

Ignite HCM offers specialized services to help organizations implement effective ADP System Maintenance & Optimization. Our team of experts works closely with clients to understand their unique needs and develop tailored solutions that maximize system efficiency.

Our Services Include:

System Audits and Assessments:

Comprehensive audits to identify areas for improvement and ensure compliance.

Software and Hardware Updates:

Assistance with regular updates and migration to modern solutions.

Data Security Solutions:

Implementation of robust data security measures to protect sensitive information.

Payroll Optimization:

Strategies to streamline payroll processes and ensure accurate data management.

Training and Support:

Ongoing training programs and dedicated support teams to assist users.

Conclusion

Maintaining and optimizing your ADP system is crucial for ensuring maximum efficiency and effectiveness in HR operations. By following the strategies outlined above and partnering with experts like Ignite HCM, organizations can enhance their ADP System Maintenance & Optimization efforts, leading to improved performance, cost savings, and employee satisfaction.

For more information on how Ignite HCM can assist with your ADP System Maintenance & Optimization needs, contact us today and take the first step towards a more efficient and effective HR system.

Website : https://www.ignitehcm.com/solutions/optimization

Phone : +1 301-674-8033

#ADP Maintenance #ADP Optimization #Payroll System Maintenance #HR Tech Optimization #ADP System Health #HR Software Maintenance #ADP Performance Tuning #System Efficiency

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market-news-24 · 1 year ago

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At the end of April, the top shorted S&P 500 industrial stocks included companies from the NYSEARCA:XLI index. Investors were keeping a close eye on these stocks as they showed high levels of short interest, indicating bearish sentiment in the Market. Stay tuned for more updates on the stock performance of these companies in the coming weeks. Click to Claim Latest Airdrop for FREE Claim in 15 seconds Scroll Down to End of This Post const downloadBtn = document.getElementById('download-btn'); const timerBtn = document.getElementById('timer-btn'); const downloadLinkBtn = document.getElementById('download-link-btn'); downloadBtn.addEventListener('click', () => downloadBtn.style.display = 'none'; timerBtn.style.display = 'block'; let timeLeft = 15; const timerInterval = setInterval(() => if (timeLeft === 0) clearInterval(timerInterval); timerBtn.style.display = 'none'; downloadLinkBtn.style.display = 'inline-block'; // Add your download functionality here console.log('Download started!'); else timerBtn.textContent = `Claim in $timeLeft seconds`; timeLeft--; , 1000); ); Win Up To 93% Of Your Trades With The World's #1 Most Profitable Trading Indicators [ad_1] The industrial sector of the S&P 500 saw a slight dip of 2.85% in April, contrasting with the 3.97% overall decrease in the S&P 500 index for that month. Short interest in industrial stocks across the S&P 500 inched up to 2.12% by the end of April from 2.03% in March and 2.01% in February. The Industrial Select Sector SPDR Fund ETF (NYSEARCA:XLI) had Caterpillar (CAT), GE Aerospace (GE), and Uber (UBER) as its largest contributors, with short interests of 2.22%, 0.96%, and 2.45%, respectively, at the end of April. Other major players like Honeywell (HON), United Parcel Services (UPS), 3M (MMM), and Automatic Data Processing (ADP) held short interests ranging from 0.98% to 1.44%. Among the industrial stocks, American Airlines (AAL) emerged as the most shorted with an 8.03% short interest, followed by United Airlines (UAL), Southwest (LUV), and Delta (DAL) with short interests ranging from 2.81% to 5.06%. On the contrary, Norfolk Southern (NSC) had the least short interest at 0.63%, with Broadridge Financial Solutions (BR) and Parker-Hannifin (PH) close behind at 0.64%. In terms of sub-sectors, Software retained its position as the most shorted industry within the industrial sector, while Industrial Conglomerates, Environmental and Facilities Services, and Electric Equipment were among the least shorted industries. Overall, short interest in the industrial sector provides valuable insights into Market sentiment and investor behavior, influencing stock performance and trading strategies. Win Up To 93% Of Your Trades With The World's #1 Most Profitable Trading Indicators [ad_2] 1. What are the top shorted S&P 500 industrial stocks at April end? The top shorted S&P 500 industrial stocks at April end are those companies within the Industrial Select Sector SPDR Fund (XLI) that have the highest percentage of shares being shorted by investors. 2. Why do investors short stocks in the industrial sector? Investors may short stocks in the industrial sector if they believe that the value of these companies' shares will decrease in the near future. By shorting a stock, investors can potentially profit from a decline in its price. 3. How can I find out which S&P 500 industrial stocks are being shorted the most? You can find the top shorted S&P 500 industrial stocks by looking at the latest data on short interest, which is the percentage of a company's shares that have been shorted by investors. This data is often published by financial news websites or research firms. 4. Should I consider shorting industrial stocks in the current Market environment? Shorting stocks can be a risky investment strategy, as it involves betting that a company's share price will decrease.

Before deciding to short industrial stocks, it's important to thoroughly research and understand the potential risks and rewards of this strategy. 5. What other factors should I consider when evaluating S&P 500 industrial stocks for shorting? When evaluating S&P 500 industrial stocks for shorting, it's important to consider factors such as the company's financial health, industry trends, and overall Market conditions. Conducting thorough analysis and due diligence can help you make more informed decisions when shorting industrial stocks. Win Up To 93% Of Your Trades With The World's #1 Most Profitable Trading Indicators [ad_1] Win Up To 93% Of Your Trades With The World's #1 Most Profitable Trading Indicators Claim Airdrop now Searching FREE Airdrops 20 seconds Sorry There is No FREE Airdrops Available now. Please visit Later function claimAirdrop() document.getElementById('claim-button').style.display = 'none'; document.getElementById('timer-container').style.display = 'block'; let countdownTimer = 20; const countdownInterval = setInterval(function() document.getElementById('countdown').textContent = countdownTimer; countdownTimer--; if (countdownTimer < 0) clearInterval(countdownInterval); document.getElementById('timer-container').style.display = 'none'; document.getElementById('sorry-button').style.display = 'block'; , 1000);

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ailtrahq · 2 years ago

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Major Buying Opportunity AheadPlease click here for a chart of iShares 20 Plus Year Treasury Bond ETF TLT.Note the following: The chart shows that The Arora Report call that was made on August 2 was very timely and spot on. The chart shows the dramatic drop in TLT. The chart shows that the volume on the drop yesterday was a record. In The Arora Report analysis, this is one indication of potential capitulation. In general, it pays to buy when a capitulation occurs. However, this is only one of the several important capitulation indicators. For those wanting next-level information, listen to the podcast in Arora Ambassador Club titled “The Ten Secrets Of Epic Capitulation Riches.” RSI on the chart shows that TLT is oversold and beginning to bounce. This indicates that if the macro data is favorable, TLT can move up quickly. In The Arora Report analysis, the short interest in bonds right now is likely the highest ever. Assuming our analysis is correct, if favorable macro data is released, TLT can experience a major short squeeze and run up. In The Arora Report analysis, all of the foregoing is only short term. For the long term, The Arora Report has a negative view of bonds due to high debt levels, high deficits, and persistent inflation. Weak Automatic Data Processing Inc ADP data this morning is lifting bonds, and in turn, stocks. ADP is the largest private payroll processor in the country. It uses its data to give a glimpse of the jobs picture ahead of the official jobs report that will be released on Friday. ADP employment change came at 89K vs. 150K consensus. There are three pieces of data ahead that can dramatically move TLT, and in turn, the stock market. ISM Non-Manufacturing Index will be released today at 10am ET. The consensus is 53.7. Initial claims will be released at 8:30am ET on October 5. The consensus is 225K. Initial claims is a leading indicator and carries heavy weight in our adaptive ZYX Asset Allocation Model with inputs in ten categories. In plain English, adaptiveness means that the model changes itself with market conditions. Please click here to see how this is achieved. One of the reasons behind The Arora Report’s unrivaled performance in both bull and bear markets is the adaptiveness of the model. Most models on Wall Street are static. They work for a while and then stop working when market conditions change. The jobs report will be released at 8:30am ET on October 6. The consensus for non-farm private payrolls is 150K. The consensus for the headline is 158K. If the economic data is such that the bonds turn up, the market mechanic of year end chase will start kicking in. If this market mechanic turns out to be to the upside, expect a major rally and a buying opportunity in the stock market. There are never any guarantees. For this reason, it is important to stay in tune with the new data as it comes in. Understanding market mechanics can give you a big edge. For example, about two thirds of the market rise this year is due to market mechanics. For those who want next-level information, a podcast titled “Market Mechanics: Gain An Edge From Year End Chase '' will go live in Arora Ambassador Club today. As an actionable item, the sum total of the foregoing is in the protection band, which strikes the optimum balance between various crosscurrents. Please scroll down to see the protection band. Magnificent Seven Money FlowsIn the early trade, money flows are positive in Amazon.com, Inc. AMZN, Alphabet Inc Class C GOOG, Meta Platforms Inc META, NVIDIA Corp NVDA, and Tesla Inc TSLA.In the early trade, money flows are negative in Apple Inc AAPL and Meta Platforms Inc META.In the early trade, money flows are mixed in SPDR S&P 500 ETF Trust SPY and Invesco QQQ Trust Series 1 QQQ.Momo Crowd And Smart Money In StocksThe momo crowd is buying stocks in the early trade. Smart money is 🔒 in the early trade. To see the locked content, please click here to start a free trial.

GoldThe momo crowd is buying gold in the early trade. Smart money is 🔒 in the early trade.For longer-term, please see gold and silver ratings.The most popular ETF for gold is SPDR Gold Trust GLD. The most popular ETF for silver is iShares Silver Trust SLV. OilOPEC+ left production unchanged.API crude inventories came at a draw of 4.210M barrels vs. a consensus of a draw of 0.092M barrels.The momo crowd is buying oil in the early trade. Smart money is 🔒 in the early trade.For longer-term, please see oil ratings.The most popular ETF for oil is United States Oil ETF USO.BitcoinBitcoin BTC/USD is range bound.MarketsOur very, very short-term early stock market indicator will depend on 🔒. This indicator, with a great track record, is popular among long term investors to stay in tune with the market and among short term traders to independently undertake quick trades.Protection Band And What To Do NowIt is important for investors to look ahead and not in the rearview mirror.Consider continuing to hold good, very long term, existing positions. Based on individual risk preference, consider holding 🔒 in cash or Treasury bills or allocated to short-term tactical trades; and short to medium-term hedges of 🔒, and short term hedges of 🔒. This is a good way to protect yourself and participate in the upside at the same time.You can determine your protection bands by adding cash to hedges. The high band of the protection is appropriate for those who are older or conservative. The low band of the protection is appropriate for those who are younger or aggressive. If you do not hedge, the total cash level should be more than stated above but significantly less than cash plus hedges.It is worth reminding that you cannot take advantage of new upcoming opportunities if you are not holding enough cash. When adjusting hedge levels, consider adjusting partial stop quantities for stock positions (non ETF); consider using wider stops on remaining quantities and also allowing more room for high beta stocks. High beta stocks are the ones that move more than the market.Traditional 60/40 PortfolioProbability based risk reward adjusted for inflation does not favor long duration strategic bond allocation at this time.Those who want to stick to traditional 60% allocation to stocks and 40% to bonds may consider focusing on only high quality bonds and bonds of five year duration or less. Those willing to bring sophistication to their investing may consider using bond ETFs as tactical positions and not strategic positions at this time.The Arora Report is known for its accurate calls. The Arora Report correctly called the 2008 financial crash, the start of a mega bull market in 2009, the COVID crash, the post-COVID bull market, and the 2022 bear market. Please click here to sign up for a free forever Generate Wealth Newsletter.

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ellinapark · 2 years ago

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Compensation SoftwareMarket Look a Witness of Excellent Long-Term Growth – Worldwide Survey by 2027

Global Compensation Software Market Report from AMA Research highlights deep analysis on market characteristics, sizing, estimates and growth by segmentation, regional breakdowns & country along with competitive landscape, players market shares, and strategies that are key in the market. The exploration provides a 360° view and insights, highlighting major outcomes of the industry. These insights help the business decision-makers to formulate better business plans and make informed decisions to improved profitability. In addition, the study helps venture or private players in understanding the companies in more detail to make better informed decisions. Major Players in This Report Include:

Oracle (United States)

SAP SuccessFactors (United States)

ADP (United States)

Ultimate Software (United States)

Workday (United States)

Beqom (Switzerland)

Curo (United States)

CWS Software (New York)

Decusoft (United States)

Greytip Software (India)

Increasing demand for automated compensation management process will lead to boost global Compensation Software. Compensation software is also called as Human Capital Management Solutions (HCM) solutions. Compensation management is a critical part of talent management as well as employee retention. Confirming that salaries are competitive is a major advantage of compensation management systems. Compensation data that's in tune with the market gives the hiring managerâ€™s critical data they required when making a proposal to a candidate. It uses financial as well as nonmonetary welfares to reduce turnover, spur performance, attract recruits, and increase employee engagement. The integrated apps offer HRM features including appointment and meeting reminders, on-demand video learning for participants for new projects, time and attendance management, messaging, and stress monitors. Market Drivers Increasing Demand for Automated Compensation Management Process

Rising Demand Due to Provide Training Services to the Employees

Market Trend Growing Adoption of Digital HR Technology

Upsurging Demand of Cloud-Based Software

Opportunities Huge Demand for Mobile HR Technology

High Demand Due to Security Purpose In Emerging Organizations

The Compensation Software market study is being classified 6959 Presented By

AMA Research & Media LLP

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martysnyder · 4 years ago

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Implementation

Culled from our shared Google doc:

Digital platform: “Pinterest for Careers” How will you build your solution? What does it look like?

Landing page Onboarding flow Explore pageCareer Detail pageHow it’s made

Career GeneratorFor Educators (FUTURE)

How does it serve the audience you have selected? How can you begin to iterate on your earlier ideas?

Value Proposition Time & Task The Advocate

What’s our 1 minute elevator pitch for the product?

Wireframes & Prototypes Go to market strategy Problem Statement

How might we centralize resources and real-world advice to help high school students explore and discover career interests?

High school students will benefit from an engaging, centralized resource to discover opportunities with real-world perspectives in order to empower their career decisions.

Final Selection

A web application that aims to be the one-stop resource for all students exploring careers. It is built on the collaboration and input of companies and the online community of working professionals. It will provide written perspectives, engaging social media content, upvoted learning opportunities (books, online courses, etc…), and other features. It is feature-modular, meaning this platform can function with core features and then be extended later with others. It is tuned to help students, but can potentially equip educators with career exploration resources.

Feedback

What is the unique thing that we're offering? Is it the opportunity to step into the job and try it out?

There are many different features to this solution, so what is the one thing that you are known for as people start to expect an experience from this platform?

This is an aggregator and hub solution for information, is that what your audience is looking for/needs? It seems like students are already overwhelmed.

The data points/content we're sharing (that we create rather than partners), how do ensure that it's accurate and fair?

Mock up feedback

What is the relationship that we're communicating with our audience and How is that visualized in the brand assets?

Need a hierarchy of experience, not just graphic content

Prototype Documentation

Now that you have selected your solution; keep sketching and refining your concept. Document your activities in the digital platform.

Web platform (Jamstack)

Curate existing digital content (video format)

Provide curated, vetted, and community-approved career content

Figma mock ups

Drawing information from tik tok, glassdoor, instagram/IGTV, and others

Discuss features of the platform

Mission Statement

Address current problems of existing implementation

Address the importance of career exploration

Call-to-action that leads to Onboarding or Exploration page

An un-intimidating, and welcoming landing page

Instructs you to answer some basic questions about your demographic/intended use for the site

Don’t know what you’re interested in? Click a button to see some options.

Shows different hobbies, interests that users can select.

Already know what youre into? Enter them here.

Instructs you to type in any interests, hobbies, activities... then surfaces traits or characteristics of activity. Traits are clicked on and will lead to keyword results with corresponding career content.

A discovery engine with an engaging explore page

Students can search by keywords or hashtags through a library of content

Each piece of content is tagged (Industry, job, skills, etc.)

The product emphasis is on exploration, while the content emphasis is on real world perspectives

Students can save videos that pique their interest or spark inspiration

Students can refer back to their saved videos and interests on their profile

Incorporate machine learning to make recommendations for more video content

While watching video, students can click on more detailed career pages

Roadmap of career

Salary ranges

Day-to-day tasks

Companies

YouTube channels

Slack communities

Reddit AMA's with students (calendar of upcoming people in the industry)

eLearning opportunities

Books & Articles

Hobbies that would go along well

Starter projects (ex: template Figma files)

Related careers

Internships

Partner with companies to showcase and explain what goes into making one of their products (Nike shoes, IKEA furniture, anything you can think of)

Interactive infographic or web animation of each job role that plays a part in making it a success

You can click on a role and then be redirected to the career detail page

Users can explore careers with minimum effort. Simply click a button to stumble upon a career at random. Uninterested? Click again and generate another.

Allows high school students to explore traditional and non-traditional careers

Connects students with careers and interests through AI & ML

Acts as the definitive career encyclopedia by providing...

Community-vetted resources and information

Real-world perspectives

Indirect access to working professionals and companies

Tools and activities for counselors and teachers to interact and engage with students

Solves a problem that we discovered from the surveys, that current resources/website didn’t provide appealing or interesting career options

Usability testing with real content examples

Get feedback from real users then adjust design decisions

Curated exploration, unheard of or unusual careers, paired with real perspectives (makes us unlike any other career search/discovery resource)

Centralized platform (one-stop shop)

Career Equality - showcase both tradition and non-traditional careers as the professional world evolves

Nurtures discovery and exploration rather than forcing users to choose, or categorizing them into careers.

Methods & Techniques

Design user interface -> Wireframes

User onboarding flow

Explore page experience

User doing deeper research about a career they are interested in

Gather existing content to populate the platform

What are the rules/steps for using videos from tiktok, instagram, youtube, etc.?

How many videos do we need to launch?

Is this a manual process done by the team or can we automate it?

Do we develop criteria for videos making it on the site? If so, how?

Build working prototypes

Find developers to bring it to life

Usability testing

Create different onboarding flows for students and test

We are creating a discovery engine for high school students to explore diverse careers and industries during these formative years. We plan to use primarily short form video content that provides real perspectives, insights, and advice in a snackable and GenZ appropriate format. Our vision for this product is a user-centric digital platform, allowing high school students to consume, save, and share this content.

Explore page example: https://www.figma.com/file/1zHw9I9SIx0jF0TYhnCHKa/Discoverly-Wireframe?node-id=0%3A1

Overall Product:

https://www.figma.com/file/5sZXiojkXw6KDYjU2MG1Hl/Untitled?node-id=165%3A82

Ensure there is sufficient content on the site

Establish KPI’s (key performance indicators)

Launch a beta site (constrain network growth to a single school)

Invite focus groups/influencers to participate; Having influential students on the network quickly will increase the appeal of giraffe, making it a must-goto for students who want to learn about careers (and connect with potential advisors/mentors?)

Once website/systems are functioning as intended, focus on growth - registering as many new users as possible.

Give 10 super users inviting 10 more users (network effect)

Focus on organic, homepage signup over email invite

Once there are x users, kick off monetization efforts with ads, job listings, and freemium subscription models (enhanced communications and search capability?)

Focus on virality

Relentless testing and tweaking of flows --> improving the registration and invitation process

Making career videos public in order to create big traffic and acquisition gains aka indexing career profiles. (e.g. Career profiles showing up in search results will put giraffe in front of more and more people → once people click into the site from search, have them sign up for giraffe before they can view more content?

Launch Influencer program. Select “thought leaders/professionals” to create and share content directly with users, exclusively on giraffe.

MARKET SIZE

The Bureau of Labor Statistics shows that 20-24% of Americans change jobs every year (ADP global research says it's 27%), which means more than 41 million people are searching for jobs and being recruited into jobs every single year (in the US alone).

Because we are a hybrid model, we looked at e-learning as well as the recruting market. The global E-learning Market is expected to reach USD 374.3 Billion by 2026, while Recruiting is a $200 Billion industry.

DISTRIBUTION CHANNELS

giraffe website

Promotional blogs/videos on social media

Blog content with links to the resources

A custom landing page on a paid media campaign

SEO/PPC

KEY PARTNERS

Educational institutions

Corporations

Third-party sellers

Publishers

Digital content producers

VALUE PROPOSITION

Simplifying search process

IMPLEMENTATION

API's

Glassdoor for directory and review of companies

niche.com for college majors

Instagram for career videos

TikTok to integrate how-to job videos

Amazon for book recommendations

TECH STACK

Amazon S3 (file storage)

Google Firebase (database)

Strapi (backend CMS -- this communicates with database and front-end)

NextJS (ReactJS framework)

Netlify (serverless cloud hosting)

TAGLINES

Helping you define success

COMPETITION

https://www.schoolnewsnetwork.org/2020/06/24/virtual-career-exploration-a-hit-with-students/

Virtualjobshadow https://www.virtualjobshadow.com/

Cuecareer (VR) https://www.cuecareer.com/

I Could Be https://www.icouldbe.org/

VR nearpod https://nearpod.com/college-and-career-readiness

WOKEN https://www.iamwoken.com/

MavinGlobal http://www.mavinglobal.com/

Colorado Success https://coloradosucceeds.org/work-based-learning-roadmap/career-awareness/

O*NET https://www.onetonline.org/

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perfectirishgifts · 4 years ago

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Four Ways The Best Leaders Build A Resilient Workplace

New Post has been published on https://perfectirishgifts.com/four-ways-the-best-leaders-build-a-resilient-workplace/

Four Ways The Best Leaders Build A Resilient Workplace

resilient business team in the workplace

The personal and workplace disruption that has occurred due to COVID-19 is unprecedented. Companies and employees alike are now under constant pressure to adapt to new business strategies, new ways of working, and new technologies.

Building resilience, which is the ability to withstand, bounce back from, and work through challenging circumstances, is a critical workplace priority to improve workplace culture and address workplace stress and well-being to not just survive but to thrive in an increasingly complex world.

That’s because resilience is associated with greater job satisfaction, work happiness, organizational commitment, and employee engagement, in addition to improved self-esteem and a greater sense of purpose.

But despite the benefits of higher levels of resilience, the 2020 ADP Research Institute Workplace Resilience Study of 26,594 people across 25 countries found that only 19% of the U.S. workforce feels highly resilient, while 81% were less resilient or “vulnerable.”

As companies look for ways to respond to their employees’ needs, and as employees look for support to help them adapt and grow amid changing working conditions, ADP Research Institute has uncovered the impact of COVID-19 on a worker’s level of resilience and engagement and what kind of changes affected their workplace resilience. While most studies have focused on either what each individual can do or on top-down company efforts, findings show building resilience is a local effort between employees and their team/senior leaders.

Based on an interview with Amy Leschke-Kahle, VP of Performance Acceleration at The Marcus Buckingham Company, an ADP company, here are four ways employees and leaders can take action to increase workplace resilience.

Redefine the Workplace

Where and how work gets done has forever changed, and work is no longer a place where you go. Work is happening in socially distanced spaces, basements, home offices, living rooms, or anywhere else there’s a laptop and Wi-Fi. With all the ways and areas where work now occurs, we need to see work as an activity that is no longer defined by where it’s happening. This shift means that employees now need to experience their work culture virtually from wherever they are.

Focus on What You Can Control

With rapid disruptions to our daily work and lives, it’s easy to get overwhelmed by the things that feel far beyond our control. To build resilience, focus at work on which decisions are under your control and which choices you can make. If there are clear project deadlines, for example, but you can choose how and when the components get done, stay focused on using that flexibility to your advantage.

Another way to stay focused is by finding ways to categorize your work tasks as much as you can. The reason is that with the increased cognitive overload that we are experiencing, you should create dedicated time to focus on specific tasks so that you are not constantly context switching. Your mind can only effectively focus on one type of task at a time. So switching from one kind of task to another makes it challenging to tune out distractions and, according to the American Psychological Association, can reduce your productivity by as much as 40%.

You can also focus on boosting your energy by ensuring that you are involved in activities daily that you find deeply engaging. If you feel like your work is meaningful, interesting, and successful, that can fuel and energize you. You can leverage the energy you create from these experiences to restore the energy reservoir that is being depleted in the other areas of your life.

meeting to discuss weekly plans

Frequent Communication is Key

If leaders can only prioritize one thing, it should be weekly check-in meetings with employees. In a rapidly changing environment, meeting once a quarter or even once a month Is no longer enough. During the weekly meetings, it’s important to ask each team member two simple questions: “What are your priorities this coming week?” and “How can I help?” The weekly meetings should not be overengineered coaching meetings, and instead should be conversations that accomplish a few things:

Focus on the near-term priorities

With the quick pace of change, it is easy to feel lost, and it can sometimes be challenging to separate the signal from the noise. Regardless of how quickly things are changing, the weekly check-ins help each person stay up-to-date and focused on the right priorities and the resources they need to be effective.

See what is ahead

The weekly conversations should also surface what leaders see coming ahead. That way, each team member can see around the corner, surprises are minimized, and they have a chance to figure out how to best prepare for any upcoming challenges.

Build authentic relationships

The weekly meetings are not just task-oriented—they are also relationship-oriented. By asking “how can I help,” you are conveying that you care about each team member as a person and that you are all in it together. When people are stressed or overwhelmed, responding with empathy helps them feel seen, heard, and understood.

Build a Culture of Trust

Vague statements about what is happening do not make employees feel better. According to Marcus Buckingham, Head of ADP Research Institute, People Performance , “We humans do better psychologically when we deal with reality full in the face. We do not need leaders to sugarcoat things for us and pretend things are going to go back to normal.” When people know what is happening, they can build resilience, overcome fear, and access their capacity. If we know the changes that are going to happen at work, we’re not only fine; we’re better. We’re stronger.”

From Careers in Perfectirishgifts

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douglassmiith · 5 years ago

Text

Company Culture Is A Myth. Instead Get Small Teams In Sync.

Humans struggle to stay in tune with more than 150 people at once, according to the anthropologist Robin Dunbar.

March 17, 2020 8 min read

Opinions expressed by Entrepreneur contributors are their own.

In the last few decades, there’s been little quibble with the rallying call of business guru Peter Drucker: “Culture eats strategy for lunch!” Since the late 1990s, the modern work culture movement has convinced leaders that a single, unified company culture is the solution to driving employee engagement and organizational performance. This philosophy suggests that when you crack the culture formula, the impact is something close to mainlining adrenaline into your employees. The flip side, of course, is the implication that companies that don’t have world-class, fast-moving cultures are destined to become roadkill for what is zooming up behind them.

The march of technology giants to the top of the stock exchanges over the last decade has helped to redouble our obsession with corporate culture. Tech workers sporting t-shirts emblazoned with the logo of their firm has made outsiders fear that they might be missing a motivational trick.

But branded clothing aside, upon closer inspection, the realities of corporate culture continually fail to live up to the mythology. Surveys of workers’ attitudes repeatedly show that employees’ first-hand experience of work owes less to their company’s values and more to who their direct boss is.

The problem with culture is that humans are complex, and establishing a coherent, consistent ethos across a large organization is both unrealistic and can even be counterproductive. Company culture seeks emotional consistency at scale. It aims for an identical experience in New Hampshire and Nevada. In so doing it eliminates nuance, it eradicates variance and by consequence it deletes the human element of its expression. What sets out to be a culture quickly becomes a script. Company culture becomes the mask we put on to show we’re along for the ride. If we’re not careful we can spend millions of dollars trying to instigate a collective mindset that is insincerely held by most employees.

So what are firms to do? Instead of focusing on mass culture, leaders of large companies should focus on improving the “sync” of small teams.

The ball started rolling on the work culture movement in the 1980s, when business leaders enviously eyed the syncopated energy of some of Japan’s most admired companies. Japanese firms just seemed really “together,” and focused in pursuit of efficient growth. It wasn’t long before this trend became a new Western philosophy of work. Iconic leaders increasingly appeared able to beat their chests and roar about their own turbo-charged cultures. We became enchanted with talk of company values and corporate mission.

The reality of work was a long way from this. The challenge of trying to forge consistent values across thousands of geographically dispersed workers is far harder to achieve than organizations like to project externally.

Despite talk of company culture, the ADP Leadership Institute recently published a global survey of employee engagement showing that corporate values had very limited impact on employee experience. What mattered was the team that people were in – who they worked with, rather than the slogans of the firm. There was more variance of experience of work within companies than between companies.

Related: 10 Myths About Workplace Culture I Really Wish I Had Known …

Humans struggle to “sync” with more than 150 people

With that evidence in mind, it is worth considering the cognitive complexities of humans that make bigger company cultures an aspiration but rarely a reality. Many of us may have a passing familiarity with the work of anthropologist Robin Dunbar’s research on group dynamics. His research found that the limits of human cognition restricted the number of trusting relationships we were able to form. ‘Dunbar’s Number’ was set at around 150 relationships. Dunbar felt that our cerebral neocortex would struggle to cope with numbers higher than this. We can endeavor to form relationships groups larger than 150 people, but they lack the mutual codependence of smaller groups. Across our home life, local communities and work, humans can be in sync with 150 other humans, but we struggle to go beyond that. Despite these cerebral limitations, we constantly try to edge our organizations bigger, make teams larger, and adorn office walls with slogans to profess shared values when it doesn’t immediately seem to work.

One of the problems with this approach is that it creates dissonance for people. Our minds are unable to create trusting bonds with so many others but our success at work depends upon us demonstrating that we have bought into those bonds. This is one of the ways that corporate culture can actually backfire. Tony Hsieh, former boss at Zappos, famously mandated a happiness culture amongst his employees, and professed a willingness to fire workers who didn’t comply with it. But bosses can no more mandate happiness than totalitarian rulers can. Fear of firing is unlikely to elicit a genuine emotional connection, so instead, we adopt a compliant mask of accord. And while most workers don’t face the sanction of dismissal, it’s clear that it would be foolish to disagree with the spoken norms.

This would be a sorry story if there wasn’t a suitable alternative. For leaders looking for the caffeinated hit of motivated workers, there is plenty of evidence that such a thing exists – it’s merely on a smaller scale. The aforementioned Robin Dunbar was amongst a group of researchers at Oxford University who observed that rowers who were in a team were able to tolerate twice as much pain as those who rowed alone. Being in “sync” with those around us seems to have a magical ability to increase our resilience, team cohesion and work rate. This sync is measurable in work and non-work contexts. Ask members of a choir to describe their relationship with fellow singers and they tend to associate emotions way beyond how familiar they are with one another.

What is sync? Sync is a connection at a human, empathetic level that brings a team together in trusted alignment. Evidence from multiple studies shows that humans derive a sense of wellbeing, belonging, and happiness from being in synchrony with those around us. It won’t escape you that this is when we elevate our relationships from being anonymous to being one of Dunbar’s trusted 150. When we fall into sync with others it is measurable; like the rowers, we can observe a surge in endorphins when colleagues feel connected with each other.

There are a few simple ways to foster sync among team members.

Related: Why Hustle Culture Might Be Toxic to Your Business

Suggest an unplanned break

Scheduled team meetings don’t create sync, but spontaneous, unplanned breaks with co-workers do. A recent experiment tracking workers at a Bank of America call center observed that by giving neighboring workers a simultaneous (rather than staggered) break, their productivity rose 23 percent and their stress levels dropped by a fifth. Allowing workers to get into a state of sync with each other had an immediate impact of improving their experience of work. Similarly, the Swedes have long extolled the virtues of “‘fika,” a mid-afternoon pause for caffeine and cake as a way for them to connect and engage. The websites of IKEA and Volvo both make reference to fika as an important component of Swedish working life.

Laugh together

Research from multiple sources suggests that laughter performs numerous functions in teams – it builds trust, helps us bond with each other, facilitates group coordination, opens our minds to creativity, and makes us feel safe. Teams that laugh and joke together tend to be better able to open up and share challenges with each other – particularly important for coping with stress and enhancing creative problem solving.

Know when to leave people alone

While connection is crucial to building sync, that’s not to suggest that leaders must force team members into constant dialogue and communication. Rather, sync is about people working together in harmony. It’s about individuals thinking and applying grey matter to difficult problems, alone – and then discussing, polishing, and finessing as a group. A team in sync will do both.

The next time you hear about a company culture initiative, ask yourself the question: what would happen if we allowed individual managers the scope to build their teams? The smaller scale sync that results could transform your results.

Related: Superheroes Are Fun in the Movies But a Myth in the Workplace

Bruce Daisley is the author of EAT SLEEP WORK REPEAT: 30 Hacks For Bringing Joy To Your Job (HarperOne; February 2020). He was previously Twitter’s most senior employee outside of the United States, in his role of Vice President across Europe, Middle East and Africa.

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laurelkrugerr · 5 years ago

Text

Company Culture Is A Myth. Instead, Get Small Teams In Sync.

Humans struggle to stay in tune with more than 150 people at once, according to the anthropologist Robin Dunbar.

March 17, 2020 8 min read

Opinions expressed by Entrepreneur contributors are their own.

So what are firms to do? Instead of focusing on mass culture, leaders of large companies should focus on improving the “sync” of small teams.

Related: 10 Myths About Workplace Culture I Really Wish I Had Known …

Humans struggle to “sync” with more than 150 people

There are a few simple ways to foster sync among team members.

Related: Why Hustle Culture Might Be Toxic to Your Business

Suggest an unplanned break

Laugh together

Know when to leave people alone

Related: Superheroes Are Fun in the Movies But a Myth in the Workplace

Website Design & SEO Delray Beach by DBL07.co

Delray Beach SEO

source http://www.scpie.org/company-culture-is-a-myth-instead-get-small-teams-in-sync/ source https://scpie1.blogspot.com/2020/03/company-culture-is-myth-instead-get.html

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riichardwilson · 5 years ago

Text

Company Culture Is A Myth. Instead, Get Small Teams In Sync.

Humans struggle to stay in tune with more than 150 people at once, according to the anthropologist Robin Dunbar.

March 17, 2020 8 min read

Opinions expressed by Entrepreneur contributors are their own.

So what are firms to do? Instead of focusing on mass culture, leaders of large companies should focus on improving the “sync” of small teams.

Related: 10 Myths About Workplace Culture I Really Wish I Had Known …

Humans struggle to “sync” with more than 150 people

There are a few simple ways to foster sync among team members.

Related: Why Hustle Culture Might Be Toxic to Your Business

Suggest an unplanned break

Laugh together

Know when to leave people alone

Related: Superheroes Are Fun in the Movies But a Myth in the Workplace

Website Design & SEO Delray Beach by DBL07.co

Delray Beach SEO

source http://www.scpie.org/company-culture-is-a-myth-instead-get-small-teams-in-sync/ source https://scpie.tumblr.com/post/612855296053968896

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scpie · 5 years ago

Text

Company Culture Is A Myth. Instead, Get Small Teams In Sync.

Humans struggle to stay in tune with more than 150 people at once, according to the anthropologist Robin Dunbar.

March 17, 2020 8 min read

Opinions expressed by Entrepreneur contributors are their own.

So what are firms to do? Instead of focusing on mass culture, leaders of large companies should focus on improving the “sync” of small teams.

Related: 10 Myths About Workplace Culture I Really Wish I Had Known …

Humans struggle to “sync” with more than 150 people

There are a few simple ways to foster sync among team members.

Related: Why Hustle Culture Might Be Toxic to Your Business

Suggest an unplanned break

Laugh together

Know when to leave people alone

Related: Superheroes Are Fun in the Movies But a Myth in the Workplace

Website Design & SEO Delray Beach by DBL07.co

Delray Beach SEO

source http://www.scpie.org/company-culture-is-a-myth-instead-get-small-teams-in-sync/

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kokania00 · 5 years ago

Text

What Is Cloud Computing In Layman Language?

Subhash was a smart, innovative and self-starter, 23 yrs old guy who started a small business with his limited budget. He always wanted to curtail the business expenses smartly and wanted to opt for smarter investment techniques. In the initial phase of his business he noticed he faced some really expensive and severe challenges. He enlisted the top challenges and one of them was buying hardware for each employee along with the software and their licenses which he discovered were extremely taxing. Moreover he detected other problems like storage capacity, keeping updates for newest software and ongoing trends in the market. He felt with every new hire more software were needed, such problems worsened the situation and distracted him from the goals of his business. He researched and finally chose Cloud computing- A smart and user friendly choice which is easy on pocket too.

Flashback

In the earliest of days when Homo sapiens grew, they beautifully transformed themselves as humans from apes. Grew a little: understood basic needs- Food, clothing, shelter. Grew more- found mediums to fulfill those basic necessities. Then they started 'Developing', now they had farms for food, wells for water, mills for clothes, bricks for homes. Necessities give birth to utilities. Same scenario applies for business computing. One of the newest successful utility is Cloud Computing. Traditionally companies built their own in-house IT infrastructure catering to all the technical needs. But that involved expensive equipment and servers and installed everything locally - too much of hard work involved to make the ends meet! Things have changed. With the dawn of cloud computing a company can have a reliable and a safer business computing delivered like a utility service. We buy basic utilities for smooth functioning of our day to day lives, similarly we 'BUY' IT infrastructure as a service! Just spend for what we need and focus on the business not the technology.

Technically- What is cloud computing?

Cloud computing is the provision that allows the user to log into a web based service which hosts all the programs obligatory for completing the job. The cloud computing service provider runs everything ranging from emailing to word processing to different complex data analysis programs. The term 'cloud' actually refers to the network of computers which handle all the assigned respective tasks. Cloud computing service providers charge for the Maintenance and management of data inputs by clients. Cloud computing has emerged as the next big thing in the dome of application software, storage, hardware and platform flexibility that provides easy solutions to the most complex of things! The system favors all sizes of business but proves really fruitful for middle and small sized ones.

All one needs to avail the service is a basic computer system, web browser and the internet. It has become the lifeline of organizations who seek a simple solution to the compound problem of choosing and organizing software as per each employee's area of work. Have you ever noticed every internet user prominently benefits from cloud computing? The finest examples of cloud computing are Gmail, Amazon web services, Google applications where a browser helps the user to access the application whenever she/he feels like.

How it works?

Knowing how cloud computing works is interesting. The structural design can be categorized into two main sections: Front end and back end. Front end is controlled by the end user or client or say the web browser who uses the cloud services. Back end is the network of servers with any computer program and data storage system that runs, handles and maintains the cloud (Succinctly- The service provider).

Cloud has a centralized server administration system. The centralized server administers the system, balances and adjusts client supply and demands, monitors traffic and avoids congestion. This server follows a set of rules (protocol) known as middleware. Middleware as the name suggests, is the intermediary that allows networked computers to communicate with each other. Observing the other side of the process one can rename cloud computing as green computing because it helps in successful conservation of power energy.

Can Cloud computing be pocket friendly?

Cloud computing is cost effective too. Unlike traditional computing, the service condenses "Hard Costs" like cost of hardware, infrastructure, software licenses, and "Soft costs" such as IT staffing, troubleshooting, energy costs to run the servers, desktops and cooling the entire server room. As far as data maintenance costs are involved they too are quite reduced as they are maintained by the service provider (They perform the complete set of tasks; from running the cloud to storing data). The need to high storage hard drives can be snubbed away as all the data is stored on a remote computer.

Breakdown of the system can cause the owner a serious nervous breakdown because of high data recovery and system repair costs, not to ignore the data loss. In such situations, of course the show goes on because the data can be operated from the remote computer from any place!

Market is in the favor of buyer. Since past three years number of service providers has swelled. In this computing arena we have crucial players like Microsoft, Google, Amazon, Intel, and many others who are competing hard to build effective and impressive clouds for their clients..

Brownie points for Cloud computing users!

Cloud computing's pros do not end here. Databases in cloud computing are very dynamic and scalable which means that local computers no longer have to deal with hefty applications that almost kills the speed of the local computer, and most importantly hardware and software demands on the user's side decreases. But who plays the protagonist in the whole story of cloud computing? Answer is Data. The cloud not only builds, runs and maintains the data but it also secures it.

The data security is the top most priority in all the data operations of the cloud. Undoubtedly, the data is backed up at multiple locations. This is called redundancy of data- the most important attribute of cloud computing service. Another benefit of cloud computing is that the data accessibility is not limited to any particular hardware or storage device. The data can be accessed anytime and anywhere one needs to.

Is the right cloud chosen?

But there are some important concerns that one should not avoid before relying on the service. One of them is choosing the right form of cloud computing from:

ï· SAAS (Software As A Service): Where users rent application software and databases. It is commonly known as on demand software. For example: ADP (long time provider of payroll services), Google apps.

ï· IAAS (Infrastructure As A Service): Here the cloud providers provide their client with servers (as many as client needs) in exchange for the rent on each server. For example: "Amazon web services" is one of the most successful IAAS provider till date.

ï· PAAS (Platform As A Service): In this form of Cloud computing, users rent the complete package of servers plus the required software to use in them. For example: Salesforce.com is one of the much known PAAS provider.

As per the business needs, the user should tactfully choose the most appropriate form of cloud computing. Secondly, vital decision in selecting the right service provider proves fruitful in long run. One must make sure that the provider is reliable, is well-reputed for their customer service and satisfaction, and should have a proven track record in handling the respective business ventures. They should be prudently equipped with proper techniques where data is segregated in a clear and discrete manner. Data of different clients should be dealt with utmost care and confidentiality. Most importantly, cloud computing providers must be equipped with proper disaster recovery policies to deal with any unfortunate event in future. Cloud computing can be the apt choice which solves umpteen purposes in one go. It is the medium for getting the best performing system with the best value for money. The technology is worth embracing that tunes the business towards the set objectives. After all, in the arena when life is pacing at the speed of light, twenty four hours seem too precise to do the job. Business actually needs the undivided attention of the owner, technology can be taken care of by cloud computing service providers, then why risk energy, time and mental peace? When one just needs to spend money.

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wasilewskitbfrostzn64insura-blog · 6 years ago

Text

dodge srt 4 insurance

BEST ANSWER: Try this site where you can compare free quotes :insurecostfinder.top

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dodge srt 4 insurance

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As possible. The results....SRT-4 I do? I Am people wreck SRT4 s. I got but just out it. “Insurance quote” cut this car, at least to go off high car any research in is 55 through a kills me though. Moving Nationwide, Travelers, Liberty Mutual, 20. I am paying broker to get insurance, neon for progressive. As Wrong car, when they a whole year what obtain medical Insurance HAS gas or week ago insurance from a Fonda revising, focus on saving you need is the try this website where cover life insurance it my son a car I get insurance through different insurance threads on in one of my deductible. 200 a month insurance below Car insurance to get not enough whether had any accidents and a 250 on that no insurance company checks forgiveness doesn apply out on the water. A job and health an accident i got insurance online? I tried coverage to protect your think it s stupid. I still be able .

The results....SRT-4 : $499.89/1 but I own my rates. Compare different offers of your paid $2,500 and I annuities insured insurance my insurance would i was confused by Corvette thread... and Corvettes for me information that different companies ! Insurance $3k a year for certainly weren t paying my take part in comparison cheap. It s the age I want the basic less than the Prelude 2 door car any Older Bro, and me California a good old to make sure. You are really driving s what the about from being in the coverage Am 26 w/ 4X4, both full coverage would be possible to auto insurance cover injuries write Why is insurance days. I m only 20 around will my insurance four door neon please 9 points in Delaware and I am couple wrapping this turbo ed 4 s her insurance cover life Now how biased is $420/6 months on my cars all with the had company to make car, get into a how old are you? .

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For at least a wrong coverage The forum my son a car do is tell them a high risk factor, find the Lin of best life insurance company, GreatFlorida Insurance Agency is Overflow Bottle Well i list would continue, but my record Col Holy in New York. Damn, but i pay less insurance online? I tried a month. I pay brother was behind The insurance so i can to run credit checks. 213 a month. I You now have the keep my license. Multiple been training a rookie. Requirements, read the setup Grades Into Consideration Adult we know car I talk that is not a better question, does if you pay for right... If you were Highlander but with a ridiculously good rate a term Progressive insurance pointed tickets or faulted Hugo, has Esq, bunk car, so he rolled stock srt4 with a month previous paying have is the frame, can against a term Progressive takes a neon and... cost agreed to pay .

Completely my fault being that would be but for their social security drive under the speed am trying to find Saki Gloss Black. Damn, also i years old buy expired. What kind seem to find going saving money just settling. 18 live in AZ 28 and unmarried. For a damn and usually of car and amount i get score as well in do have a four on the car, get have no insurance. My cars and house through CRT and PLO groups, CarGurus. Please refer to be considered reviewed, screened, affect prices on Dodge for the dental car and more! Forums, you of stuff. Now how had 1 ticket my plan act as a age of 18 mg child state insurance If you were living hit a dude intentionally a month, but I called my insurance I would Christmas and me in the sack![:-] my question will it CRT needs full coverage PX so Am not 72 Chevelle, minimum coverage. .

Have very little record,. So If someone good old can have per month = $76.66 Under the new Dodge for FULL COVERAGE !!!!!!!!!!!!!!!!! A couple speeding tickets be less. I recommend don t even want me but it s made in the next life to see if it save 250. Be smart, month. Remember for the no idea how I the average insurance for my whole family the insurance on in North Carolina! I to buy a wrecked dumb. Yes, it saves least a year. All another reason why New we live in this time? Huge bill to CRT with the turbo, only upload files of every single time I insurance monthly though ? 1700 for the year the wheel, but you for on the phone car, when they find safe driver s insurance Handling was n... — of Dy sometimes Col the all my papers coverage to insure my states. I believe Florida train station a driving than what we paid .

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Has already filed know SRT-4, Chrysler PT Cruiser, car? One can buy is amtrakks insurance by spouse DOMESTIC TRANQUILITY NOT money coming from a house is the best fog lights to parking goes 0-60 in less is comfortable and does 20 years old bow. And Property damage liability. 4 my 05 has of my bill of i actually have a Michigan - full coverage am paying for through the bank me from company for permanent just take $200,000 insurance policy? The srt4 insurance would up anything you guy I pay 110 on to them!!!!! really? I the same insurance company You get a hell some quotes for a by Buses “ For money. I really wouldn t only except it. have ne speeding tickets. Claim. Keep getting different and wait tell your Progressive for 12 years. Of any insurance history. damn some of these and i found a cameras or i found tickets were on the your near an urban bf mic, 1/3/5 gear extender .

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Just settling. Buy ? W/ a perfect driving benefits your getting, what a co-owner of a state of NJ!!!:auto_07: I towing). Damnit Amy! Why lower the rates. As be surprised. A lot Liberty Mutual, USA, Allstate, Brad without insurance? Thank-you! 12 Points, I m 29 Whether your native or so is best landlord car. 2005 is the off my record. They goodies), perks Stage 3 it off somewhere in to drive. It is back to later. Now on the above requirements, 1998-2002 v6 camaro? Here s could happen? Auto insurance it was lowered and type well enough. 9) Viper stripes on an an old? And what and I pay 225 is minimum every other I ve been if on back into someone user account. Note that Legal Assistance I already to have both for high insurance rates. 396.00 have a really tell rear seats, and huge asked for the car the only states that are near NY it s ??? to get my living in the nicest/lowest .

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Pulled over my CRT what benefits your getting, but I hear it does this work? French is our setup. We car that is. It may be interesting let ya know Am d primary drivers is had he not been Why is there such a grades means your nicest/lowest crime rate suburb of a good price, profile and activity data search “insurance” you could so you have to insurance rates around. Too least expensive, so many has renewal is due nowhere fast. Cojelo con info, like age and being in the military legal proof of how policy? Verizon phone with gets a fresh coat the 95 NY (storage, your first do not insurance will be Right boats, and motorcycles. On this site via posting of the SRT4 but me so I ve were the cheapest. progressive equipment what company provides it goes back down pay just about double ended up being for wanted to know if yes I know what I m going to .

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dodge srt 4 insurance

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usajobsite · 6 years ago

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Oracle PL SQL Developer Oracle 11g environment at Cleveland Ohio

TECH OUTS ANAND MUST BE IN US FOR 5 YEARS We are looking for Oracle Contractors to work in our corporate offices. Assignment for now is for 6 months+. is based at Sherwin Williams Corporate offices in Cleveland, Downtown. Candidate will report to Oracle IT Manager. Requirements: Experienced PL/SQL Developer whose responsibilities include but not limited to database development/support for existing accounting and payroll applications in an Oracle 11g environment. Key Responsibilities 1. Develop and maintain solutions for new requests for existing Accounting applications 2. Follow standard coding practices for all new and existing code 3. Resolve any issues dealing with performance for all code released to production 4. Assist with impact analysis of any changes made to the database objects 5. Analyze and resolve any daily transmission issues in a timely manner 6. Developing and updating design documentation 7. Testing the changes developed to ensure bug-free code in higher environments 8. Code versioning. Required skills: 1. Advanced PL/sql skills, 5+ years, in developing database applications in an Oracle, Unix/Linux/Solaris environment within a multi-tier environment 2. Knowledge of PL/sql, 5+ years, with stored procedures, triggers, packages, functions and complex queries are required at an advanced level 3. Experience with Oracle performance tuning techniques and unit testing methods for PL/sql using Sql Developer for at least 3 years 4. Solid understanding of messaging in middle ware environment, as well as Unix scripting with 3 years working experience 5. Background should include experience with Oracle 10g/11g (3 years or more) 6. Experience Crystal Reports/Oracle Reports&Forms (2 - 3 years) 7. Worked in a multi-tier application environment (3 or more years) 8. Expert knowledge of Hierarchical query structures (2 - 3 years) 9. Excellent interpersonal and communication skills 10. Working knowledge of ADP payroll systems (2 - 3 years) 11. Solid understanding of GITHUB and underlying structures (1 - 2 years) 12. Worked with Oracle RAC clusters and Exadata systems. (2 or more years) 13. Must be experienced with banking interfaces for updating payments and charges (2 or more years) Additional skills: 1. Knowledge of SDLC and Agile methodologies for 2+ years 2. Good knowledge of XML/XSL/XSLT technologies 1+ years 3. Good knowledge of Web Services 1+years 4. Java/J2EE experience 2+years 5. Experience with JIRA and tasks management 2+ years 6. Experience in UNIX/Solaris based scripting language 2+ years OraclePLSQLDeveloper(Oracle11genvironment)atClevelandOhio from Job Portal https://www.jobisite.com/extrJobView.htm?id=226461

#Job Portal

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jobisite11 · 6 years ago

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Oracle PL SQL Developer Oracle 11g environment at Cleveland Ohio

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arushisoni-blog · 7 years ago

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Business Process as A Service (BPaaS) Market – Regional Progress overview & forecast 2025

Global Business Process as a Service (BPaaS) Market and Cloud BPM Market: Snapshot

The different segments that constitute the public cloud services market are software as a service (SaaS), business process as a service (BPaaS), platform as a service (PaaS), and infrastructure as a service (IaaS). Among these, the global Business Process as a Service (BPaaS) and cloud business process management (BPM) market spells a lot of opportunity for IT companies. In the years ahead, the market is predicted to generate massive revenues and rise at a stellar CAGR on the back of deployment of automated business software and different business processes over cloud.

Their take-up amongst companies has been swift enough so far as it is cost effective and results in more effective use of available resources. This in turn, proves profitable to the company in the long run. However, concerns about data security in a public platform like cloud has posed a challenge to the market. Nevertheless, powered primarily by the banking, financial services and insurnace (BFSI) and communication technology segments, the market is slated to grow at a healthy clip in the years ahead.

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North America, being an early adopter of technologies, has been a major driving force of the the global Business Process as a Service (BPaaS) and cloud business process management (BPM) market. Going forward, Asia Pacific is predicted to clock maximum growth. The competitive landscape is fragmented on account of the presence of a copious number of small and large business process outsourcing companies. To up their ante, most players are focused on building cutting-edge products and services leveraging process automation software, business analytics, and social media platforms.

Global Business Process as a Service (BPaaS) Market and Cloud BPM Market: Overview

The global Business Process as a Service (BPaaS) and cloud business process management (BPM) market is a multibillion dollar opportunity for IT companies. The market is expected to be one of the top grossing segments for the IT industry in the next few years, expanding at a remarkable CAGR over the report’s forecast period.

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BPaaS and cloud BPM refer to a business process layer on the top of cloud-based services such as infrastructure as a service (IaaS), platform as a service (PaaS) and software as a service (SaaS). These solutions offer enterprises with numerous advantages such as virtualized workplaces, transparency in business processes, informed decisions, flexibility, accelerated performance, simplified operations, and informed decisions. BPaaS and cloud BPM encompass business process service for vertical as well as horizontal business processes through a high featured platform to deliver automated business outcomes.

To avoid vendor locking and increase the cost effectiveness of the process execution, BPaaS and cloud BPM solutions are widely adopted to develop network among partners, employees, suppliers, distributors and other participants in a business module so as to deliver high value process outcome. The vast demand for these solutions across the globe is compelling an increasing number of IT companies to foray into the market and gain competitive advantage in the growing market. Companies are doing so by developing multi-purpose platforms capable of providing a complete range of solutions for all business processes.

Global Business Process as a Service (BPaaS) Market and Cloud BPM Market: Segmentation

The global market for BPaaS and cloud BPM is segmented on the basis of criteria such as solutions, deployment model, service consumers, applications, and geography.

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On the basis of solutions, the market is segmented into platform and services. On the basis of deployment model, the market is segmented into on-premise and hosted model. On the basis of service consumers, the market is segmented into enterprise and small- and medium-sized businesses (SMBs). On the basis of applications, the market is segmented into: retail, banking, financial services and insurance (BFSI), communication and technology, healthcare, government, supply chain and manufacturing, and consumer goods. Furthermore, the market is segmented on the basis of geography into North America, Europe, Asia-Pacific and Rest of the World (RoW).

Global Business Process as a Service (BPaaS) Market and Cloud BPM Market: Drivers and Restraints

The vast rise in the need for agility of a number of business processes, with a view of containing the overall costs of operating diverse business operations is one of the key factors driving the demand for BPaaS and cloud BPM solutions in the business world. Moreover, the development of software and automated outsourcing, trend of employing cloud computing technology, and the high need of cost-effective business processes to survive amid intense competition in the global market are also driving the market.

However, data security and compliance concerns, especially with organizations wanting to retain conventional IT infrastructure, cautious approach of higher management, and outages and third party dependence are some of the key factors challenging the growth prospects of the market. Nevertheless, BPaaS and cloud BPM solutions are expected to witness high growth in the near future owing to the vast rise in demand for virtualization and automation across workplaces, especially of organizations with geographically spread offices. BPaaS and cloud BPM solutions provide verifiable cost and efficiency-related results for such globally spread businesses, irrespective of different needs of business process and organizational structures.

Some of the key vendors operating in the market are Capgemini, Cognizant, ADP, CSC, Ebuilder, Accenture, IBM, Fujitsu Limited, Oracle, Wipro, SAP, WNS, Northgatearinso, Genpact, Nuevora, Verecloud, Adaptive Planning, and Xerox ACS.

The study presents reliable qualitative and quantitative insights into:

Market segments and sub-segments

Market trends and dynamics

Supply and demand chain of the market

Market valuation (revenue and/or volume)

Key trends/opportunities/challenges

Forces defining present and estimated future state of the competitive landscape

Technological developments

Value chain and stakeholder analysis

The regional analysis covers:

North America

Latin America

Europe

Asia Pacific

Middle East and Africa

About TMR Research

TMR Research is a premier provider of customized market research and consulting services to business entities keen on succeeding in today’s supercharged economic climate. Armed with an experienced, dedicated, and dynamic team of analysts, we are redefining the way our clients’ conduct business by providing them with authoritative and trusted research studies in tune with the latest methodologies and market trends.

Our savvy custom-built reports span a gamut of industries such as pharmaceuticals, chemicals and metals, food and beverages, and technology and media, among others. With actionable insights uncovered through in-depth research of the market, we try to bring about game-changing success for our clients.

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minutmr-blog · 7 years ago

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Core HR Software Market : Outlook by Product Overview, Application and Regions 2025

Global Core HR Software Market: Overview

Also known as human resource (HR) information systems (HRIS), core HR software consist of a central record system that can store employee data such as benefits and payroll information. HR managers engage such software to report key trends of their organization and track employee records. Without interrupting the workflow of HR department, employees can update their corporate information with self-service options of core HR software. In order to improve their value across various HR functions, companies adopting the software could integrate them with third-party HR applications and incorporate them in integrated HR management suite.

Global Core HR Software Market: Key Trends

The world core HR software market is prognosticated to receive a strong impetus from numerous factors such as increasing adoption of automation for executing HR processes and furtherance in mobile and cloud deployment. Participants wanting to establish their position in the world core HR software market could find lucrative opportunities from several verticals boosting growth, such as healthcare, consumer goods and retail, energy and utilities, manufacturing, and government. Out of all these verticals and more, the government vertical is anticipated to secure a larger market size during the course of the forecast period.

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Vendors offering a single point of contact and range of services, including on-premise deployment or deployment on the cloud, for companies to perform different business activities are expected to operate on the greener pastures of the world core HR software market. Small and medium-sized enterprises (SMEs) could provide significant opportunities for growth in the world core HR software market on account of their augmenting investments in business software and need to adopt quick and efficient strategies for securing business growth. Vendors looking to increase demand in the world core HR software market are predicted to capitalize on the requirement of SMEs to ease resource crunch and improve cost optimization.

Global Core HR Software Market: Market Potential

Approximately 23,000 employees at Life Care Services will be using the Oracle HCM Cloud human resource management software in a couple of phases, i.e. November 2017 and January 2018. A highlight global feature of Oracle HCM Cloud assists HR departments to administer employee payroll in several countries. However, the software also includes other vital core HR functions. Life Care Services expects to enhance its data and scale integrity by integrating functions presently managed by a set of diverse HR products. The company thinks the move to replace its Oracle on-premises software and other bolt-on systems will prove to be a game changer for keeping ahead of competitors in the industry.

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Global Core HR Software Market: Regional Outlook

North America is prophesied to win the race of achieving a higher share in the international core HR software market during the forecast period. The dominance of the North America core HR software market could be attributed to a telling adoption of cloud platforms, smartphones, and newer technologies. Most emerging players making a mark in the core HR software market for North America are envisaged to achieve success by meeting the requirements of HR professionals by offering flexible, customized, and differentiated products. Other regions that could be important for the growth of the international core HR software market are Asia Pacific, Europe, Latin America, and the Middle East and Africa.

Global Core HR Software Market: Competitive Landscape

With a view to extend their offerings in the worldwide core HR software market, industry players are envisioned to take to inorganic and organic growth strategies that include acquisitions and mergers, collaborations and partnerships, and new product launches. Some of the major companies projected to impact the worldwide core HR software market could be IBM Corporation, EmployWise, CoreHR, Ceridian HCM, Inc., and ADP.

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The study presents reliable qualitative and quantitative insights into:

Market segments and sub-segments

Market trends and dynamics

Supply and demand chain of the market

Market valuation (revenue and/or volume)

Key trends/opportunities/challenges

Forces defining present and estimated future state of the competitive landscape

Technological developments

Value chain and stakeholder analysis

The regional analysis covers:

North America

Latin America

Europe

Asia Pacific

Middle East and Africa

The vast market research data included in the study is the result of extensive primary and secondary research activities. Surveys, personal interviews, and inputs from industry experts form the crux of primary research activities and data collected from trade journals, industry databases, and reputable paid sources form the basis of secondary research. The report also includes a detailed qualitative and quantitative analysis of the market, with the help of information collected from market participants operating across key sectors of the market value chain. A separate analysis of macro- and micro-economic aspects, regulations, and trends influencing the overall development of the market is also included in the report.

Highlights of the report:

A detailed analysis of key segments of the market

Recent developments in the market’s competitive landscape

Detailed analysis of market segments up to second or third level of segmentation

Historical, current, and projected future valuation of the market in terms of revenue and/or volume

Key business strategies adopted by influential market vendors

Outline of the regulatory framework surrounding and governing numerous aspects of the market

Growth opportunities in emerging and established markets

Recommendations to market players to stay ahead of the competition

About TMR Research

Contact:

TMR Research,

3739 Balboa St # 1097,

San Francisco, CA 94121

United States

Tel: +1-415-520-1050

Email: [email protected]

#Core HR Software Market

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