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[theculturedmarxist]

This interview was conducted with a public health employee of the Hawaii State Department of Health (HIDOH), as part of the WSWS Global Workers’ Inquest into the COVID-19 Pandemic. The worker chose to use the pseudonym Robert to protect their identity.

Evan Blake (EB): Thank you for participating in the Global Workers’ Inquest into the COVID-19 Pandemic, it’s a pleasure to interview you. Can you describe your background and training in public health before the pandemic?

Robert (R): My training in public health began more than 25 years ago, initially centered on women’s reproductive health. I earned a degree in Public Health. My focus soon broadened from just women’s health to everyone’s due to the ongoing HIV/AIDS crisis.

Throughout my career, I collaborated with various organizations, including academic institutions and community health centers, to develop programs targeting most of the populations in the Bay Area. These initiatives encompassed health education, addiction support, and promoting healthy relationships, as well as offering HIV/AIDS and HCV [hepatitis C]testing, counseling, contact tracing, case management and patient navigation services. When I moved to Hawaii, I continued doing health education and working with those experiencing developmental disabilities, aging and chronic illnesses.

EB: What were your initial experiences when the pandemic began in early 2020? How would you characterize the initial pandemic response of DOH [Department of Health] and state officials more generally in Hawaii?

R: I noticed in December 2019, when there was talk of unusual illness in China’s news and social media. Seeing how it was being handled there made me concerned. There seemed to be more effort in hiding it than in handling it.

I waited for our government to mention it, especially on a more local level. I really thought that since, historically, the Hawaiian Kingdom has had effective quarantine and mitigation practices, that the current leadership would follow suit. My thinking was that we don’t have rabies in Hawaii, so obviously we know how to keep viruses out.

By February, I started contacting the DOH to hire me to help out any way possible. This looked like something that could easily be squashed if they rounded up all the HIV experts and put them to work. In early March, I put my disabled clients on quarantine. I bought a bunch of fabric and a serger and my family and I made hundreds of masks. Airborne transmission has always been known.

On March 4, 2020, Hawaii’s Democratic Governor David Ige declared a state of emergency in response to COVID-19, granting the state greater flexibility in responding to the crisis. This is officially when the problems with disappearing COVID funds began. On March 26, Ige issued a stay-at-home order, closing nonessential businesses and implementing strict travel restrictions.

I participated in the statewide Lt. Governor’s COVID town halls. Stay-at-home orders in March and May helped keep the numbers low. I waited for the health department to do something and cranked out masks. Schools had gone online at this point. It went pretty well for us. My kid’s school was really proactive about making sure the kids had access to what or who they needed, including computers.

My partner was labeled an essential worker because he was in construction. His boss took full advantage of this allowance and I wrote several of our state’s representatives who seemed actively concerned about COVID, about what to do in this situation.

By the end of May 2020, Dr. Mark Mugiishi, the chief executive of HMSA, brokered a deal with the UH Manoa nursing school to provide students to be trained as contact tracers. They were supposed to have seven different cohorts, but they stopped at three or four. Most of the trainees were never hired to do any work in the DOH and a majority of the graduates got letters stating thanks, but no thanks. The DOH only ever brought on a couple hundred contact tracers. That was after they got in trouble for not having enough and refusing help.

All the tracers and investigators started out being hired by agencies other than the DOH. This meant that we had no rights, but we had the same responsibilities as any other employee would have. We didn’t get hazard pay, union, or PTO, couldn’t participate in any of the benefits or mental health support and other programs they regularly provided and encouraged all employees to participate in. Most of us worked from 7 a.m. to late in the evening most nights. Most tracers and investigators were not from the locally COVID-trained cohorts.

A majority of the COVID hires weren’t brought in until much later in 2020 or in 2021. More were needed and available and instead of hiring tracers or case management, a call center was contracted to bottleneck the high volume of calls and cases.

State officials are notoriously reactive to any problem, emergency-related or not. The officials in charge of HIDOH when the pandemic was officially recognized were ill-fitted for their positions. Their responses were lackluster at best, with Sarah Park (state epidemiologist, COVID response leader) coming in to the UH Manoa COVID trainings to tell us that contact tracing was ineffective, as well as other disease mitigation techniques that we were being trained on, like routine screening.

When the contact tracing program started at the DOH, the National Guard was tasked with training us and facilitating most of the COVID mitigation efforts. This was after they had only received one day of training themselves. I met not one of them who had any health background whatsoever.

It’s been a performative disaster from the very start. Our DOH and state leadership were instrumental in encouraging the spread of COVID-19. State officials were slow to respond and, when they did, it was never an appropriate response. Hawaii usually sees at least 30,000 visitors per day from all over the world. They did everything in their power to keep that going.

EB: You mentioned that DOH employees were split up into different groups, including groups working with prisoners, homeless people, sports personnel, the wealthy, etc. Can you describe this in more detail and the class divide in the pandemic response in Hawaii?

R: DOH employees as a whole are siloed and do not collaborate or even have the slightest clue what the others are doing ever. It was difficult trying to get resources or info from within when trying to access data or connect people with other services. It was deeply embarrassing to me sometimes how incompetent everyone was.

For the pandemic efforts, the entire venture was militarized and we were beholden to chain of command operations as civilians. We were not allowed to speak to our higher-ups. Many were discouraged from speaking to anyone.

The contact tracing and case investigation were separated into several different focus groups headed by epidemiologists. These epidemiologists already had a disease focus and their loads were not lightened. They were added to. Most of them are not in fact actual trained epidemiologists. They have fallen into the position often through nepotistic means and meet bare minimum educational requirements. They had a lot of weird toxic drama that affected program function overall.

For example, if your team’s epidemiologist didn’t get along with a different team’s epidemiologist and you needed a file or lab result or info about an individual in their category, they may delay the info or just never give it to you. It was the worst addition to an already extreme high-stress situation.

The main group management often fell to the inexperienced National Guard, who were under the epidemiologists. Each group’s numbers fluctuated and usually had about 7–15 people, half National Guard, half civilian. The focuses were separated into schools, food service, military, healthcare and LT facilities, travel/VIP, Pacific Islander, severe/death, correctional facilities and homeless.

We had to wait for the daily cases to be handed to the epidemiologists. They would post new cases as they were processed into the system usually via an external call center, who received the cases mostly via the department’s only fax machine.

HIDOH hired an external call center to handle what was called first contact calls. This was actually one of the biggest obstructions to actual contact tracing or any real handling of infected patients in a timely manner.

First contact call center got the first reporting of the case. The report would come in via fax (another massive problem). That person’s name and number would be taken down and someone from the call center or the National Guard would call and ask screening questions about their health and symptoms, often with not much health training. They had three days for the individual to answer before they stopped calling and threw it out.

By the time investigators or tracers got the case, it was often 5–10 days old. We never did real contact tracing in the department. Real contact tracing would involve calling the case immediately to help them trace and notify anyone who may have been exposed. It would also involve timely and actual distribution of resources, including testing, food and money. This is not what happened.

I saw hundreds of people who were overqualified for resources denied or provided the offered resources too late. Some tracers did what could be considered “guerrilla tracing” because they had their contact info passed around for those who needed help and couldn’t get through to the health department when they needed to, or they just needed resources or their results.

A majority of people who were infected did not receive a call from the DOH or any help. They also didn’t receive guidance on quarantine or health at all. Internally, there was never training or updating on variants, pathology or how to ask sensitive questions and talk to the general public. There was a lot of secrecy and internal guidance that wasn’t health-oriented or generally useful. It was often self-congratulatory and bloviated.

This all increased the class divide as those in the service industry couldn’t afford to heal or get better and many lost and are losing their jobs. Those who were able to sealed themselves away. Admin stayed in their offices and told no one to enter, and there was an increase in work-from-home jobs for those with privilege or education, like myself.

EB: Hawaii has the highest per capita number of active US military personnel of any US state and is the state’s largest income producer, yet tourism is often claimed to be the state’s dominant industry. What were the roles of the military and the tourism industry in relation to the pandemic?

R: The military has largely handled their own COVID cases, navigation, and often not sharing when they have clusters that directly impact civilians.

The tourism industry has a finger in everything. They have been extremely instrumental in helping COVID spread. Tourism interests are largely against the people of Hawaii, who are more often harmed than helped by their existence. Tourism and business degrees are what steers most of the boards of every institution in this state. You will find significantly more business degrees than Kanaka (Hawaiian person) representing leadership in the islands. Tourism is why most of those whose birthright is the islands are homeless or not in the islands.

Both industries had large roles in facilitating spread. They pushed to keep everything open and often refused to cooperate with the HIDOH in COVID mitigation efforts.

EB: How have the federal pandemic funds approved under Trump and Biden been dispersed within Hawaii? Can you describe any corruption or negligence that you’ve seen in this regard?

R: I can pretty much only describe corruption and negligence regarding the usage of funds. The HIDOH let over 30 million dollars’ worth of badly needed COVID tests go to waste and then spent over $60,000 to destroy them. The schools never saw much of the Elementary and Secondary School Emergency Relief (ESSER) funds put to use in the schools for mitigation efforts. Countless non-profits denied resources to the community. A robot dog was purchased to test homeless people for COVID, over $1 million were spent on Thanksgiving turkeys in Maui. Oahu’s police department got a bunch of new toys.

The HIDOH never upgraded their information transmission capabilities. They depended on two fax machines for the entirety of the COVID efforts, meaning that all data and case info was transmitted through these machines, slowing down any work or real efforts.

The machines ran over the weekend and whoever was on the following Monday had literal piles of data to enter into the system for reported cases, hospital data, etc. The whole venture has been performative negligence. The funding was better and more resources were distributed while Trump was president. Biden is an absolute disgrace, considering he campaigned on getting rid of COVID.

Most of the funds that could have been used to improve the community and help mitigate COVID were used irresponsibly and have been absorbed by the state. Governor Ige went out of his way to pass legislation that approved shady usage of funds and halt transparency. Governor Green is even worse. The COVID response was just a preview for how Green is handling the Lahaina fires.

EB: Schools reopened with less and less mitigation measures each year, causing repeated waves of mass viral transmission. Can you describe this process and the public health measures you advocated for them to implement? What was the response of various officials to your efforts? How are you seeing the impacts on children, including with Long COVID?

R: The 2020 school response was much better than the following years. Students were provided Chromebooks and instruction from their teachers. It wasn’t implemented in a way that made it easy for many instructors and families, but it was the safest option that was provided.

The following year, the district (the state has only 1) offered something completely different.

In-person instruction or a program for those staying home, that required the parent or caregiver to spend 4–6 hours per day implementing. With no live teachers or real support offered from the school or Department of Education (DOE). The schools who offered it didn’t even know what it was or how it functioned. They just referred parents to the program’s website or phone number if they needed any assistance.

Often parents who required more support or Special Education (SPED) services for their children were ignored, punished, had CPS called on them, or were harassed by some school’s staff and admin.

In many of the poorest areas, where much of our service industry workforce resides, the schools didn’t even offer an alternative to in-person classes. I’m in one of these areas and I removed my child from her school after they refused to provide any support or programming besides that awful program they were offering which forced the parent to provide instruction without support. I already had a job. They called CPS on me. They would send staff to my door every week to sign unnecessary paperwork. They did this for two years. Officials didn’t care. The School’s Superintendent and the super for my area was never even available and never returned calls. I called weekly. I was working on so many cases connected to our schools the whole time, it was no question about removing my kid.

None of the public schools had their air systems improved or HEPA filters added. Some were using hand sanitizer on children’s desks in between classes when they were supposed to sanitize them properly. There wasn’t any solid guidance provided to the schools. Every time I got through to a school nurse or principal about a case, they begged for info on what to do and how to handle mitigations with all the sickness.

Sickness in children and school staff wasn’t being reported accurately because contact tracers were instructed not to connect cases in the classroom with each other. This kept the cluster report low. Many teachers were punished for mentioning their own infections and they were not allowed to notify students’ parents either. This devastated our community, since it has one of the highest counts of multigenerational households in the nation.

Josh Green, who is now Hawaii’s governor, was the head of the COVID Task Force. His main messaging has only ever been regarding vaccines. He spent a significant amount of time pointing the finger at many of our Pasifika communities in regard to their vaccine hesitancy instead of working with them to mitigate COVID in other ways.

When the 2021–22 school year started, the district was ill-prepared and kids weren’t approved for vaccines yet. The school’s superintendent, Christina Kishimoto, was completely useless at getting any mitigations in the schools at all. She ignored the entire community, including so many teachers and parents who tried to keep or make the schools, or at least education, safe and accessible to all.

Senator Brian Schatz and others who had been previously notified about in-school spread and the actual numbers present instead of the falsely low reported ones, maintained the script that children needed to learn in-person. Even after in-person learning saw children being shoved together in cafeterias all day without proper instruction due to sick staff, those in charge maintained that the children needed to be in schools. This was supposedly for their mental health and education, which had never been prioritized previously.

Hawaii has had a major deficit in adequate and accessible education, as well as mental health care providers and services, for a very long time. Additionally, we don’t have school nurses in each school like many contiguous states offer. Many of our schools share a nurse and may not have an area for children to be sick or wait for someone to get them from school.

In-school cases often fell to vice principals and other staff. By the 2022–23 school year, schools had removed any guidance that was useful. They never upgraded or improved the air systems. Many of our schools have had problems with lack of proper air conditioning for a long time before the pandemic. The pandemic just made it worse.

There was a program created at the start of the 2022–23 school year to make the DOH, DOE and CDCF work together to improve the conditions in the schools. The HIDOE refused to meet or participate in any improvements to their school’s systems, provide resources such as testing, PPE or pandemic guidance.

Our state leadership has met with many COVID experts, DOH employees and medical staff who have told them what is happening in their districts, classrooms, hospitals and the community throughout the official pandemic and even now. They all have given lip-service and often have reacted appropriately in those meetings but nothing ever comes of it.

At first, children were just getting cold-like symptoms like everyone else. Those who had existing health issues usually suffered more. Not many children’s cases were followed past the initial call. Over time, Multisystem Inflammatory Syndrome in Children (MIS-C) became a focus as the children’s symptoms didn’t always go away.

Since Omicron emerged in November 2021, kids have had an increase in seizures and a lot of problems with focus and memory. My child has had several friends die from COVID. Long COVID in kids is terrifying, and the impact is already noticeable. Mine just stated that what everyone needs to know is that it’s harder for kids to learn now. She notices so much brain damage in her peers already. Before she got COVID, it was easier for her to process information. Things take much longer now.

To be honest, I’ve rarely seen an actual full recovery. People move benchmarks and brain damage is extremely hard to self-identify. COVID is long and lasting. Nearly every infection shows damage whether it’s noticed or not. For those who don’t have immediate consequences, it’s playing the long game.

EB: How else are you seeing the ongoing impacts of the pandemic associated with COVID-19 infection, including Long COVID?

R: I noticed very early on that regardless of how mild the cases were, there were often residual issues with the person’s ability to handle and process information. The one symptom that should be tracked more than temperature is cognitive ability—confusion, disorientation, odd and unusual thoughts and behaviors. The ongoing impact of any COVID infection is a significant amount of unchecked and untracked brain damage. It’s very difficult to self-diagnose and most of our medical providers are still unaware of COVID and how it presents.

Getting infected with COVID can reduce the immune system’s ability to function. Each reinfection can reduce immune function even more, inviting opportunistic infections to eventually kill us. This is how HIV functions, but at least there is treatment for that. There’s no treatment for Long COVID and there’s even less treatment or care for those under 12 years old. The impact I see right now is immense. Children and young adults are exhibiting Alzheimer’s and dementia-like symptoms, and there are huge increases of cancer, diabetes and heart problems at the population level.

EB: What have been your experiences advocating for Long COVID patients, and what are some of your greatest concerns with the “mass disabling event” of Long COVID associated with the pandemic? What do doctors know or not know, and what do you think needs to be done to address this?

R: While documenting cases in 2020, some had symptoms that just wouldn’t resolve. A few threatened to commit suicide and were in constant and severe pain. Many of their doctors didn’t believe them. I would contact their doctors and explain what Long COVID was. I would send them studies if they requested and would tell them what labs or referrals to order for their patients.

Many doctors were receptive at first. Some would gaslight the patients, saying that they were experiencing anxiety and not their actual ongoing COVID symptoms. I made an extra effort to contact those ones because they were making the patients worse and confused. I spent hundreds of hours on social media spaces giving talks about COVID, Long COVID and what I was seeing. Other Long COVID sufferers and advocates would join.

None of this data was being collected or distributed by our DOH, regardless of how the variants mutated or the community was being impacted. Any attempts to send information up the chain of command to the top were ignored and sometimes punished.

Over time, the doctors I was working with were getting Long COVID themselves. It led to a significant reduction in care for their patients. Some would brush the issue off because they had it and they were working, which they thought meant they were fine.

Doctors need to have proper information and guidance. Without it, many people are being told COVID isn’t really a problem. They trust their doctors to know about COVID. Their doctors are unknowingly feeding them to the fire. Vaccines are only one layer of a many-layered solution, and at this point vaccines aren’t very effective at preventing infection as the virus continues to rapidly mutate and new variants continue to evolve.

In terms of public health as a whole, the CDC is looked at as the main guidance for all these institutions. They need to be putting out clear messaging about COVID being airborne, the fact that an infection commonly lasts anywhere from 14–20 days, each reinfection can reduce immune function, and COVID is a vascular disaster that can wreck any and all organs of the body. These are things that scientists have known since 2020. There is absolutely no reason Drs. Rochelle Walensky and Anthony Fauci didn’t know the correct protocols for handling this pandemic. They both have HIV backgrounds.

My greatest concern about this mass disabling event is that I live in Hawaii. Disabled people were hidden, ignored and underserved here before the pandemic. It was nearly impossible to find mental and behavioral health services and they were often insufficient at best.

When everyone keeps getting reinfected, they will not be able to function. There’s low availability for services now and it’s already getting pretty noticeable. My friends working in the hospital are reporting incredibly low staff numbers and extreme burnout. We only had nine ambulances in circulation a couple weeks ago due to callouts.

Suicides, mental hospital stays and inability to function are becoming increasingly common and we’re just getting started. Since the pandemic began, there’s been an increase in car and plane accidents, heart attacks, diabetes, cancers, previously rare disorders and sudden deaths. Currently, COVID is listed as the third leading cause for death in the US, but if data were properly collected, COVID would be number one.

I took someone to the doctor for a head wound to be stitched and the doctor didn’t even mention concussion protocol. He said strange things that hadn’t been relevant regarding COVID since 2021. He behaved odd and childlike.

This mass disabling event is largely invisible. Many cannot self-diagnose the brain damage that a significant percentage of infections cause to some degree. It changes moods, thoughts, function, and can make people confused or angry.

My biggest concern is that with mass infection and reinfection, everyone is getting their brains melted. Who will take care of anyone when no one is left healthy and functional? Who will grow our food, participate in society, or even be able to get out of bed after we’ve all had multiple infections? Who will be left?

EB: Those are critical points, and concerns that should be more widely shared. The propaganda of the corporate media and political establishment has had a real impact, and prevented masses of people from understanding the dangers of COVID-19 and Long COVID.

Changing topics somewhat, when we spoke before you said that “Lahaina is an active crime scene, just like the COVID situation here is also an active crime scene.” Can you elaborate more on this and the criminal negligence that you believe caused this catastrophic fire? What other connections do you see between this fire and the COVID-19 pandemic?

R: Just the fact that there’s such a focus from those in charge on reopening and getting back to work tells me everything I need to know. The community just experienced a life-altering trauma and instead of really taking care of them and helping them get situated and time and resources to heal, it’s full-steam ahead. Open up, get back to work, go to school. Don’t worry about how you’re going to pay that mortgage on the burn pile where you used to live.

Just like with the COVID pandemic, the Emergency Management Agency lead didn’t have experience. They didn’t sound any alarm, and clearly weren’t well versed on emergency response protocols, otherwise they would have correctly used the emergency alarm system. Instead, Herman Andaya reasoned with everyone about why he didn’t think they were necessary.

For COVID, Josh Green facilitated thousands of tourists freely and consistently infecting our community with almost no guidance other than to get vaccinated. He gaslit us for years from his whiteboard and scrubs. He got even worse after he got COVID. The brain damage is real.

Why didn’t Maui sound the emergency system that is used for emergencies including wildfires? Why didn’t HIDOH enact their public health police powers to protect the community from COVID? Why do they both consistently report false numbers? Why do they both tell the community about resources that exist, but in reality are not actually available? Why is the community being forced to bear the brunt of the outcome of both disasters alone? Why does our leadership refuse to work with the community to solve either issue?

I know how greedy and careless this government is first-hand. Especially when local people are involved. Both disasters have resulted in very high losses to our Filipino and Pasifika communities.

How are we the only state without a fire marshal? Why is there never anyone held accountable? How do all these incredibly incompetent folks keep getting replaced by more incompetence? Nepotism. It has led to incredible incompetence and I have to assume it’s why there’s no accountability or oversight anywhere or for anything.

EB: Since the beginning of the pandemic, the WSWS has advocated for the full deployment of all available public health measures to eliminate SARS-CoV-2 throughout the world. Multiple countries proved that such a Zero-COVID strategy was possible, and we now know even more about viral transmission.

We have stressed that the fundamental reason this global elimination strategy has not been implemented is due to the division of the world into rival nation-states and the refusal of the capitalist ruling elites to accept any impingement on their ability to exploit workers and generate profits. What are your thoughts on this, and do you agree that we need to fight for a global elimination strategy?

R: The SARS-CoV-2 pandemic has exposed the challenges associated with the division of the world into nation-states, each pursuing its own approach to pandemic management. It’s been an absolute disaster.

When the virus first hit and people began seeing consequences and acting accordingly, I thought we had a chance at stopping the virus. Then the countries with more behaved greedily. They hoarded and wasted resources in the face of the countries who couldn’t get access to resources from the global market.

We are all in this together and no one is getting off this rock alive. Working together is the only way to get rid of this virus and all the others that have been popping up in the past few years.

Unfortunately, such an approach seeks to prioritize the well-being of individuals and communities over economic interests as Cuba has done. They developed their own COVID-19 vaccines. They consistently have the lowest reported COVID cases and deaths globally. Often close to zero. Their vaccines work much better than ours have been.

This reflects true commitment to public health and an ability to leverage existing medical and scientific infrastructure to respond to the pandemic independently.

EB: Thank you for this invaluable interview and contribution to the Global Workers’ Inquest.

R: Thank you.

[bankingpk]

DIB Pakistan Jobs 2024: Salary, CEO, and Careers in Dubai Islamic Banking

Dubai Islamic Bank (DIB) is a pioneer in Islamic banking, with a strong presence in Pakistan. This article provides an overview of job opportunities, salary structures, and the leadership at DIB Pakistan JOBS, along with insights into how you can join this leading institution.

Understanding Salary Structures at DIB

What is the Salary of Employees in Dubai Islamic Bank?

Dubai Islamic Bank offers competitive salaries that reflect its status as a leading Islamic financial institution. Salaries vary based on role and experience but are designed to align with industry standards, ensuring fair compensation for all employees.

What is the Minimum Salary in Dubai Islamic Bank?

For entry-level positions, salaries typically range from PKR 25,000 to PKR 35,000. This range helps to attract and retain talent, offering a solid starting point for new employees.

Account Opening Requirements

What is the Minimum Salary to Open a Bank Account in DIB?

Dubai Islamic Bank is committed to accessibility. There is generally no minimum salary requirement for opening a standard account, allowing individuals from diverse backgrounds to easily access banking services.

Leadership at DIB

Who is the CEO of DIB?

The CEO of Dubai Islamic Bank plays a crucial role in shaping the bank’s direction and operations. The current CEO, with a wealth of experience and a strategic vision, ensures that DIB remains a preferred choice for clients and a top employer in the banking sector.

Career Opportunities at DIB

DIB Pakistan Jobs Online Apply

Those interested in joining Dubai Islamic Bank can apply through the bank’s career portal. The application process is straightforward, allowing candidates to submit resumes for various roles, from customer service to executive positions.

Dubai Islamic Bank Walk-In Interview

DIB occasionally conducts walk-in interviews, providing a chance for candidates to interact directly with the hiring team. These interviews are an excellent opportunity for candidates to make a strong impression and advance their application.

DIB Pakistan Jobs for Freshers

Dubai Islamic Bank encourages fresh graduates to apply. The bank offers entry-level positions with comprehensive training programs designed to help new employees integrate into the world of Islamic banking effectively.

Dubai Islamic Bank Pakistan

As a key player in Pakistan’s banking sector, Dubai Islamic Bank provides a wide range of services, including personal and corporate banking solutions. The bank is dedicated to upholding Islamic banking principles while meeting the needs of contemporary consumers and businesses.

Why Choose DIB for Your Career?

A career at Dubai Islamic Bank means joining a prestigious institution known for its excellence in Islamic banking. The bank offers competitive salaries, robust benefits, and a supportive work environment that fosters both personal and professional development. DIB emphasizes ethical banking practices and customer satisfaction, making it an attractive choice for anyone looking to build a rewarding career in the banking industry.

Joining Dubai Islamic Bank isn’t just about securing a job; it’s about embarking on a career path where your growth is supported and your contributions are valued. Explore career opportunities at DIB Pakistan and become part of a dynamic and forward-thinking team.

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What Are the Top Skills in Demand on Hirekingdom, and How Can You Showcase Them?

Understanding and showcasing the top skills in demand can significantly enhance your visibility and attractiveness to potential employers. Here’s an overview of the top skills currently sought after on Hirekingdom and effective strategies for showcasing them:

Top Skills in Demand

Technical Skills

Programming Languages: Skills in languages like Python, Java, JavaScript, and SQL are highly sought after, particularly for roles in software development, data science, and IT.

Data Analysis and Visualization: Proficiency in tools such as Excel, Tableau, Power BI, and knowledge of statistical methods are in demand for data-related roles.

Cybersecurity: Skills in network security, ethical hacking, and familiarity with cybersecurity tools and practices are crucial as companies focus on protecting their digital assets.

Soft Skills

Communication: Effective verbal and written communication is essential across all industries, helping in collaboration, client interactions, and presentations.

Problem-Solving: The ability to identify issues and develop solutions is highly valued, especially in roles that require critical thinking and innovation.

Adaptability: Flexibility and the ability to thrive in a changing environment are important, particularly in fast-paced or evolving sectors.

Project Management

Agile and Scrum: Knowledge of Agile methodologies and Scrum frameworks is important for managing projects efficiently and adapting to changes.

Leadership and Team Management: Skills in leading teams, managing resources, and ensuring project success are critical for managerial and senior roles.

Digital Marketing

SEO and SEM: Expertise in search engine optimization (SEO) and search engine marketing (SEM) is valuable for roles in digital marketing and online advertising.

Content Creation: Skills in creating engaging content for blogs, social media, and other platforms are in demand as companies seek to build their online presence.

Customer Service and Sales

Customer Relationship Management (CRM): Proficiency in CRM tools like Salesforce is important for managing customer interactions and sales processes.

Sales Strategies: Skills in developing and executing sales strategies are crucial for driving revenue and achieving business goals.

Financial Skills

Financial Analysis: Skills in analyzing financial statements, budgeting, and forecasting are essential for roles in finance and accounting.

Accounting Software: Familiarity with accounting software such as QuickBooks or SAP is often required for finance positions.

How to Showcase These Skills on Hirekingdom

Optimize Your Profile

Detailed Descriptions: Include detailed descriptions of your skills and experiences related to the top in-demand skills in your Hirekingdom profile. Use specific examples and achievements to demonstrate your expertise.

Skills Section: Ensure that your profile’s skills section highlights the top skills you possess. Utilize relevant keywords to improve visibility in search results.

Include Certifications and Courses

Relevant Certifications: List any certifications or training courses related to in-demand skills. Certifications in programming languages, project management (e.g., PMP), or digital marketing (e.g., Google Analytics) can validate your expertise.

Continuous Learning: Show your commitment to professional development by mentioning any recent courses or workshops you’ve completed that are relevant to current job market demands.

Showcase Projects and Achievements

Portfolio: Create a portfolio showcasing projects where you applied in-demand skills. For example, include case studies of data analysis projects, successful marketing campaigns, or software development projects.

Achievements: Highlight specific achievements related to your skills. For instance, mention how your SEO efforts led to increased website traffic or how your project management skills resulted in a successful project delivery.

Utilize Endorsements and Recommendations

Request Endorsements: Ask colleagues or supervisors to endorse your skills on Hirekingdom. Positive endorsements from others can add credibility to your claimed skills.

Get Recommendations: Request recommendations from previous employers or clients that emphasize your proficiency in key skills. These testimonials can reinforce your expertise and build trust with potential employers.

Engage in Relevant Content and Discussions

Share Insights: Share articles, insights, or thought leadership content related to your top skills on Hirekingdom. Engaging in discussions and providing valuable input can demonstrate your expertise and keep your profile active.

Participate in Groups: Join groups or forums on Hirekingdom related to your skills. Active participation in these communities can help you stay updated on industry trends and showcase your knowledge.

Tailor Your Resume and Cover Letters

Customize Applications: Tailor your resume and cover letters to highlight the skills that are most relevant to the job you’re applying for. Use specific examples to illustrate how you’ve applied these skills in previous roles.

Use Keywords: Incorporate relevant keywords related to the top skills in your application materials to pass through Applicant Tracking Systems (ATS) and capture the attention of recruiters.

Leverage Job Matching and Analytics Tools

Job Matching: Use Hirekingdom’s job matching features to find roles that align with your skills and experience. This ensures that you are applying for positions that best fit your expertise.

Analyze Trends: Utilize Hirekingdom’s analytics tools to understand the demand for specific skills and adjust your profile and applications accordingly.

Showcase Soft Skills Through Examples

Provide Context: When showcasing soft skills, provide context and examples of how you’ve demonstrated these skills in your professional experience. For instance, describe a situation where your problem-solving skills led to a successful outcome.

Conclusion

By understanding and showcasing the top in-demand skills on Hirekingdom, you can significantly improve your chances of attracting the attention of potential employers and securing desirable job opportunities. Optimize your profile, highlight relevant achievements, and utilize Hirekingdom’s tools and features to effectively present your skills and stand out in a competitive job market.

[edvoro]

Is a Business Management Diploma Your Pathway to Career Success?

Decades ago, the primary focus when starting a business was managing finances. However, today, the landscape has evolved significantly. Now, the focus extends beyond managing finances to overseeing systems and processes for efficiency, navigating diverse client relationships, leading teams to achieve collective goals, and optimizing overall business productivity. While a business leader may naturally acquire some of these skills over time, mastering management requires specialized expertise. This is why many invest their resources in management training courses.

Whether you're an aspiring, new, or seasoned manager, we will explain why investing in a Business Management Diploma  is a valuable decision today.

The Value of a Business Management Diploma

A Business Management Diploma is invaluable in today's dynamic business environment that strives for agility, adaptability, and strategic acumen. It provides a comprehensive understanding of key business operations, including finance, marketing, HR, and strategic planning. This credential serves as a springboard for career growth, offering pathways from entry-level positions to executive leadership roles and entrepreneurship. Graduates gain essential skills, leadership development, and networking opportunities, empowering them to excel in diverse professional settings and drive organizational success.

How can you nurture your management expertise?

Continuous learning and skill development are essential for managers to stay effective in their roles within an organization. Undertaking a basic long-term course like a degree or a shorter program such as a diploma or certificate in Management can provide clarity on one's position and responsibilities within the organization. Choosing a reputable academic destination is crucial, with respected institutions in countries like the UK, USA, Australia, and India offering globally recognized degrees using innovative teaching methods. These methods now extend to online education, allowing individuals to study around work or home commitments without compromising quality.

Leading course providers in the UK, like EDVORO, offer many programmes, from diploma courses to comprehensive degree programs, through their innovative online learning platform. If you are ready to embark on senior management positions, consider EDVORO's Diploma in Management online for a high-quality education to kickstart a successful career.

How EDVORO Prepares You for Various Industries?

EDVORO offers skill-specific UK Qualifications online, like the ILM Level 6 Diploma in Management, providing learners with comprehensive educational resources and dedicated support for an advanced learning experience. This diploma in management online offers flexible study options, allowing students to learn at their own pace. With expert guidance and insights into current industry trends, students will gain the skills to navigate business complexities and overcome challenges confidently.

The ILM Level 6 Diploma in Management programme, also equips students with foundational knowledge to embark on entrepreneurial ventures. Credits earned in this course can be applied toward Level 7 qualifications, serving as a valuable transition for learners advancing from Level 5 to Level 7 ILM qualifications. Graduating with this diploma in management online ensures a well-rounded understanding of the business landscape, covering key functions in operations management, research methodologies, and enhancing organizational efficiency. This knowledge prepares individuals for senior management roles in various industries and provides opportunities for specialization within the field.

Why should you take the ILM Level 6 Diploma in Management?

Managers are frequently promoted internally or based on industry experience. So, it is not always mandatory to specialize in management. However, being a trained manager holds distinct advantages over being an accidental one. By enhancing your knowledge and expertise, you strengthen your resume and earn recognition as an expert in the eyes of employers. Moreover, obtaining a British qualification from a renowned academic institution like EDVORO can give you the gift of boundless career opportunities in the field of management.

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CS Collab Round

BEST BUY is a large retailer with over 100 stores in the United States. The company has been in business for over 20 years and has a strong brand reputation. The company's corporate strategy is to focus on providing a superior customer experience and to offer a wide range of products at competitive prices.

Despite its strong corporate strategy, the company has defaulted on its corporate strategy in recent years. This is due to a number of factors, including:

•​Failure to invest in e-commerce: The company failed to invest in e-commerce early enough, and it is now struggling to compete with online retailers.

•​Poor customer service: The company's customer service has declined in recent years, and this has led to lost sales.

•​High employee turnover: The company's employee turnover rate is high, and this makes it difficult to attract and retain top talent.

The following is the org structure for:

1. Executive Leadership Team:

• Chief Executive Officer (CEO): Responsible for overall company strategy and performance.

• Chief Operating Officer (COO): Oversees day-to-day operations, ensuring efficiency and effectiveness.

• Chief Financial Officer (CFO): Manages financial planning, reporting, and analysis.

• Chief Marketing Officer (CMO): Heads marketing and customer experience strategies.

• Chief Technology Officer (CTO): Focuses on technology, IT infrastructure, and e-commerce development.

• Chief Human Resources Officer (CHRO): Manages HR, employee development, and addresses turnover issues.

2. Business Divisions:

• Retail Operations: Manages physical stores, ensuring product availability and customer service.

• E-commerce and Digital Services: Focuses on online sales, website development, and digital customer experience.

• Customer Service and Support: Addresses customer inquiries, complaints, and after-sales services.

• Supply Chain and Logistics: Manages inventory, distribution, and ensures timely deliveries.

• Finance and Accounting: Deals with financial planning, budgeting, and accounting functions.

3. Support Functions:

• Human Resources and Talent Acquisition: Handles recruitment, training, and employee engagement programs.

• Information Technology (IT) and Data Analytics: Manages IT infrastructure, data analytics, and cybersecurity.

• Legal and Compliance: Ensures the company complies with laws and regulations, handles contracts, and legal matters.

• Marketing and Sales: Develops marketing campaigns, sales strategies, and customer retention programs.

4. Retail Store Structure:

• Store Manager: Responsible for individual store performance.

• Department Managers: Manage specific product categories (electronics, appliances, etc.) within the store.

• Sales Associates: Assist customers, handle sales, and provide product information.

• Customer Service Representatives: Handle customer inquiries, returns, and after-sales services.

5. Regional and District Management:

• Regional Managers: Oversee multiple stores in a specific geographic region.

• District Managers: Manage several stores within a designated area, report to regional managers.

6. Board of Directors:

• Chairman of the Board: Leads the board, ensures corporate governance.

• Board Members: Include independent directors and representatives from major shareholders, offering strategic guidance.

7. Advisory Committees:

• Customer Advisory Board: Gathers customer feedback, providing insights for improving products and services.

• Technology Advisory Committee: Advises on tech-related decisions and innovations.

• Employee Wellness Committee: Focuses on employee well-being, addressing concerns related to turnover.

Deadline: 1:30 PM

Deliverables: Make a PPT of 7-8 slides explaining where their previous strategies failed with the new strategies to make for HR. Problems in the organisation structure must be identified.

[testhelper]

What is the cost of fake mba degree certificate?-buydiploma.org

The significance of buying fake mba degree or buying fake phd degree or fake master degree can be analyzed through various aspects such as career advancement, leadership development, networking opportunities, and versatility in the job market.

 An mba fake degree is a prestigious and highly sought-after qualification in the business world, offering numerous advantages for both graduates and employers. 1. buy mba degree for your Career Advancement: An mba fake degree is an essential credential for those seeking to advance in the business world. It provides graduates with the necessary skills, knowledge, and expertise to excel in leadership roles and management positions. Many organizations consider MBA graduates as potential candidates for senior management and executive positions, which often come with higher salaries and better job security. 2. Leadership Development: An MBA program equips students with the necessary skills to become effective leaders. The curriculum typically covers a wide range of subjects, including finance, marketing, operations, human resources, and strategy. These subjects enable graduates to understand and manage various aspects of a business, which is critical for success in leadership roles. Moreover, MBA programs often include leadership development courses and workshops that help students refine their interpersonal and communication skills. 3. Networking Opportunities: An mba fake degree offers numerous networking opportunities with fellow students, professors, and industry professionals. These connections can be valuable throughout a graduate’s career, as they may lead to job opportunities, partnerships, or mentorships. Additionally, many MBA programs include international study components or exchange programs, which further expand graduates’ professional networks. 4. Versatility in the Job Market: MBA graduates are highly sought after by various industries, as their skillset is applicable across different sectors. The versatility of an mba fake degree allows graduates to transition between industries, such as moving from finance to consulting or from technology to healthcare. This versatility not only increases job opportunities but also provides a safety net for those facing industry-specific challenges. In conclusion,buying a fake degree online can have a significant impact on a graduate’s career trajectory, leadership skills, and professional network. It is a valuable investment that can lead to increased earning potential, a more versatile job market, and enhanced personal and professional development.

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About Wayne: Wayne's coaching philosophy, rooted in Business and Leadership fundamentals, propels leaders and teams to personal and professional success. With extensive training and certification, including a background as a former District Sales Manager and a professional baseball player in MLB, Wayne is uniquely equipped to guide you on your journey to personal growth and success.

Wayne actively contributes to local Rotary Clubs and nonprofit organizations. He is ready to assist you in making a positive change in your life through Change Your Life Coaching.

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[uihm89]

How to Start a Global Career with a Hotel Management Degree in 2025

Hotel Management continues to be one of the most promising career choices in 2025. With the rise in global tourism, luxury stays, and personalized guest experiences, hospitality professionals are in high demand. If you're looking to build a successful international career, enrolling in a quality hospitality program is the first step.

What Makes a Degree in Hotel Management So Valuable?

A Degree in Hotel Management offers a solid foundation in managing hospitality businesses including hotels, resorts, restaurants, and travel services. It covers areas such as food and beverage service, hotel operations, event management, marketing, and human resources.

Key Benefits:

Learn hands-on through practical sessions and live internships

Gain leadership skills needed in top hospitality roles

Build a strong resume with industry-relevant training

Acquire business and communication skills for entrepreneurship

Whether you want to manage a luxury hotel or start your own café, this degree prepares you with the right skill set.

Why Choose an International Degree in Hotel Management?

A International Degree in Hotel Management enhances your chances of working across borders. It introduces you to international hospitality standards, work ethics, and service expectations that differ across countries.

What Sets It Apart?

Global Curriculum: Designed to meet international hospitality needs

Overseas Internships: Real exposure to work cultures abroad

Dual Language Advantage: Learn and operate in English plus an optional foreign language

Career Versatility: Work in hotels, airlines, cruise lines, and resorts globally

This type of degree is perfect for students with ambitions to work in Dubai, Singapore, Canada, or Europe.

Top Features of an International Dual Diploma Course in 2025

The International Dual Diploma Course in Udaipur gives you two international certifications, increasing your academic weight and job appeal. It's a smart choice for students looking for intensive global exposure in a shorter time.

Highlights of the Program:

Combines two global diplomas in one curriculum

Offers cross-border internships and study modules

Prepares students for roles in both management and operations

Adds value to your resume with dual international affiliations

Builds global confidence and cultural intelligence

If you're serious about a fast-paced, international hospitality career, this program is a smart move.

Top Job Roles You Can Explore in Hospitality Industry

After completing your hotel management education, a wide range of international job roles become available to you.

Popular Global Job Roles:

Hotel General Manager – Lead teams, oversee hotel operations, and ensure premium guest experiences.

Executive Chef or F&B Manager – Head kitchens and restaurants at leading hotels or cruise lines.

Hospitality Trainer – Train staff globally on customer service, soft skills, and operations.

Revenue Manager – Handle budgeting, pricing, and business analytics.

Resort Operations Head – Manage beach resorts, adventure camps, or boutique stays.

With the right degree, global placement becomes a reality, not just a dream.

Skills You Need to Succeed in Global Hospitality

Hospitality professionals require a balanced mix of technical, managerial, and emotional intelligence skills.

Must-Have Skills for 2025:

Customer Centricity – Understand and exceed guest expectations

Cross-Cultural Communication – Interact with diverse cultures with empathy and respect

Crisis Management – Handle unexpected challenges gracefully

Leadership – Motivate teams, take ownership, and lead by example

Digital Literacy – Operate modern hotel software, CRMs, and online booking systems

Top institutes ensure you develop these through case studies, training, and live projects.

How to Select the Right Hotel Management Program

With many options available, picking the right course can be tricky. Here are a few things to consider:

Selection Checklist:

Affiliation: Choose a course affiliated with reputed international universities

Curriculum: Ensure it includes global trends and emerging technology

Faculty: Learn from experienced professionals and guest industry experts

Internship Support: Check for placement partners in top hotels abroad

Alumni Network: A strong network can help with job referrals and mentorship

Doing your research ensures that you invest in the right education for your future.

Why 2025 Is the Best Time to Join the Hospitality Industry

The hospitality industry is bouncing back strongly post-COVID. From luxury hotels to boutique stays and food startups, there's growing demand for skilled professionals. In 2025, industry growth is fueled by eco-tourism, wellness tourism, and tech-enabled guest experiences.

Industry Trends to Watch:

Use of AI and robots in hotels

Contactless check-ins and smart room technologies

Focus on personalized guest experiences

Growing demand for sustainable tourism

A hotel management degree or diploma now will set you on a path to join the wave of innovation and opportunity.

Final Thoughts

In the evolving world of global hospitality, your degree shapes your destiny. Programs like the Degree in Hotel Management, International Degree in Hotel Management, and the International Dual Diploma Course in Udaipur are designed to give you a competitive edge.

[wyattbusinesscollege1]

Study Business Online in Australia with Wyatt Business College

Whether you’re just starting out or aiming for executive leadership, Wyatt Business College in Australia is your launchpad to success. With industry-recognized diplomas, flexible study options, and a commitment to practical learning, Wyatt is more than just a college—it’s a gateway to opportunity.

A Reputable Business College in Australia

Wyatt Business College stands tall among Australia’s top educational institutions for business studies. Known for its real-world curriculum and strong industry connections, it’s a great choice for students aiming to thrive in a competitive market.

Diverse Programs Tailored for Modern Business Needs

From fundamental diplomas to advanced leadership programs, Wyatt offers a rich selection of business courses that suit learners at all stages of their professional journey.

Overview of Business Courses Offered

Diploma and Advanced Diploma Programs

Wyatt delivers an array of business-focused diplomas, including the prestigious Advanced Diploma of Leadership and Management. Each course is designed to sharpen your skills in strategy, operations, and innovation.

Online and On-Campus Flexibility

Prefer to study at the convenience of your own home? Wyatt’s online courses are structured for maximum flexibility, making it easier for international and local students to study while balancing work or other responsibilities.

Advanced Diploma of Leadership and Management

What You’ll Learn

This diploma is all about building real leadership capabilities. You’ll master:

Strategic planning

Organisational change

Business innovation

Financial and marketing strategy

It’s the perfect fit for mid-level professionals ready to climb the corporate ladder.

Mode of Delivery and Duration

The program runs over 65 weeks (2140 hours) and is delivered both face-to-face and online. Students gain 20 hours of weekly instruction.

Entry Requirements

To enroll, students must:

Be 18 years or older

Have a Diploma or equivalent

Have access to a laptop and internet

International Student Pathways

International students can transition smoothly into Australia’s workforce or pursue university degrees after completing their diploma.

Study Benefits at Wyatt Business College

High-Quality Curriculum

Courses are developed with input from industry leaders and updated regularly to reflect current trends.

Experienced Faculty

Learn from seasoned educators and professionals who bring real-world experience to the classroom.

Affordable Tuition Fees

Wyatt keeps education accessible. For example:

Domestic students: From AUD 5500

International students: From AUD 10400 Scholarships may also be available!

Which business course is best in Australia?

The Advanced Diploma of Leadership and Management at Wyatt is considered among the best. Why? It bridges theory and application, equipping students to lead with confidence in diverse industries.

Are Australian Online Courses Recognized?

Yes! Wyatt’s online business diplomas are nationally accredited and recognized across industries in Australia and globally. They meet the AQF standards, ensuring your qualifications are valid and valuable.

What is the cheapest business course in Australia?

Wyatt offers competitive rates compared to other colleges. While prices vary, the AUD 5500 for domestic students is among the most budget-friendly without compromising quality.

Are There Free Online Courses in Australia?

There are free courses online (e.g., via government platforms), but they typically don’t offer formal qualifications. Wyatt’s diplomas are accredited, meaning they carry weight in the job market—something free courses rarely do.

Can International Students Do Online Classes in Australia?

Absolutely. Wyatt’s online model is ideal for international students. You can start learning from abroad and even transition to on-campus studies later if desired.

Career Opportunities After Graduation

Job Roles You Can Apply For

Business Development Director

Area Manager

Executive Director

Chief Executive Officer

Senior Executive

Business Analyst

Further Study Pathways

Graduates can pursue university degrees or professional certifications in business, marketing, or finance.

How to Apply for Courses at Wyatt Business College

Ready to take the next step? Here’s how:

Choose your preferred course

Check entry requirements

Submit your application online

Apply for scholarships (if eligible)

Begin your journey toward a successful business career!

Conclusion

Wyatt Business College Australia is not just an education provider—it’s a launchpad for your professional growth. With flexible online business courses, industry-relevant content, and supportive faculty, your journey to success starts here. Whether you’re local or international, Wyatt helps you take your ambition and turn it into action.

FAQs

1. What support does Wyatt offer international students?

Wyatt offers visa support, orientation programs, language support, and academic guidance to help students thrive.

2. Can I work while studying online in Australia?

Yes, depending on your visa conditions.

3. How flexible is the study schedule?

Very! Online courses are designed to let you study at your own pace while staying engaged.

4. Are online diplomas equivalent to classroom-based diplomas?

Yes, they are fully accredited and equally recognized by employers and institutions.

5. Can I transition to a university after Wyatt?

Definitely. Wyatt’s diploma can be a stepping stone to a university degree in business or management.

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[academycourses]

Why get an MBA? Role and Importance

Today, having an MBA is not only about getting a credential; it also significantly speeds up your career growth. If you want a promotion, a new job, or to launch your own business, getting a master’s in business administration online can help you achieve your goals. Online MBAs allow professionals to study whenever it’s convenient for them.

How an MBA Helps Your Career

1. Enhanced Business Acumen

An MBA gives you knowledge about important business functions, including finance, marketing, strategy, and operations. As a result, you are able to make good decisions and successfully lead teams from different areas of the business.

2. Leadership Development

Today’s businesses need people who can think strategically and lead well. A Master of Business Administration program improves a person’s abilities to lead, solve problems, and make decisions.

3. Networking Opportunities

An MBA program connects you with peers, alumni, and professionals from all over the globe. They can be extremely useful for getting advice, partnering on projects, or moving to a different career.

4. Career Versatility

With an MBA, you can work in many different areas such as consulting, project management, entrepreneurship, and executive leadership.

What Makes a Master’s in Business Administration Online a Good Choice?

For busy professionals, an online master’s of business administration allows learning when it’s convenient for you. You get the same academic rigor as a traditional program, with the added benefit of managing your own schedule.

Besides, you can usually save money with online programs, not having to move or commute which is why they are so popular among busy professionals.

An MBA That is Recognized Worldwide for Working Professionals

If you’re interested in a flexible and affordable MBA, the Master of Business Administration offered by Guglielmo Marconi University (GMU), Italy, in cooperation with UniAthena is a good option.

Key Features:

You can learn whenever and wherever you choose, all online.

It is possible to finish the program in only 9 to 24 months.

You pay as you go, so there’s no need to pay a big lump sum upfront.

Issued by GMU, Italy.

Learn Strategic Management, Marketing, HR, Finance, and more.

If you want to climb the career ladder or switch paths, this program is perfect.

Final Thoughts

Getting a master’s in business administration online can change your life. Apart from making you a better leader, it prepares you for a successful career over time. If you’re prepared for more, check out leading online MBA programs for professionals such as the one developed by GMU and UniAthena.

[labmco]

Leadership and Team Working, University 1st and 2nd Year (Level 4 and 5)

About the Course – Level 4 and Level 5 Diplomas in Leadership and Team Working Are you ready to advance your career with strong leadership skills and strategic business knowledge? Our combined Level 4 Diploma in Leadership and Team Working and Level 5 Diploma in Business Management provide the perfect opportunity. Together, these diplomas create a 240-credit program that accelerates your path toward an undergraduate degree in Leadership and Management. This program is ideal for individuals who aspire to lead effectively and manage teams in modern, competitive business environments. By completing both levels, students can progress directly to the final year of a relevant university degree. You can continue your studies either on a UK campus or through convenient distance learning. The Level 4 Diploma in Leadership and Team Working covers key topics typically found in the first year of university. These modules build core skills in leadership, communication, delegation, and team motivation. You will also study how to manage individual performance and lead successful teams. At Level 5, the focus shifts to advanced business management topics aligned with the second year of university study. You will explore organizational structures, strategic planning, marketing principles, and financial decision-making. These essential skills will prepare you for executive-level responsibilities and long-term success. Each level includes 10 in-depth modules and 10 written assignments. These assignments challenge you to apply theories, evaluate strategies, and develop solutions for real-world problems. This approach ensures you graduate with practical experience in Leadership and Team working. Every module provides approximately 40 guided learning hours. You also gain access to 30–50 additional hours of optional learning content. These materials include interactive exercises, suggested reading lists, and digital resources to enrich your understanding. With these tools, you can study at your own pace and revisit lessons as needed. Moreover, this flexible online program is ideal for working professionals or individuals managing personal commitments. You can study from anywhere in the world, without sacrificing your career or lifestyle. The structure supports both full-time and part-time learners. Our dedicated academic team offers continuous support through online forums, email guidance, and feedback on assignments. You will also benefit from peer interaction, which enhances learning and encourages collaboration. Upon completing both the Level 4 and Level 5 diplomas, you will hold 240 academic credits. These credits allow direct entry into the final year of a Leadership and Management undergraduate degree. By finishing your final year, you can earn a full university degree faster and more affordably. If you prefer, you may choose to complete only the Level 4 Diploma in Leadership and Team Working. This still awards you 120 credits, which may qualify you for exemption from the first year of university study. This flexible option allows you to start small and progress based on your goals. We are pleased to share that this course qualifies for ELCAS funding. This makes the program more accessible to learners from military and service backgrounds. With this financial support, you can pursue your educational and career ambitions without the stress of high tuition costs. Graduates of this program have successfully progressed to well-respected universities in the UK. These include: University of Gloucestershire Anglia Ruskin University Coventry University These institutions offer top-up programs that recognize your diplomas and allow seamless continuation toward a full degree. Therefore, this program serves as a powerful bridge between diploma-level learning and academic excellence at the university level. In conclusion, the Level 4 and Level 5 Diplomas in Leadership and Team Working offer a complete, flexible, and career-focused pathway.

Whether you aim to lead teams, manage operations, or advance academically, this course empowers you with the knowledge and credentials to succeed. Begin your journey in Leadership and Team working today and take the first step toward a rewarding and dynamic career. Awarding Body Course Details https://labm.institute/courses/leadership-and-team-working-university-1st-and-2nd-year-level-4-and-5/

[slacourses]

Top In-Demand Human Resource Jobs in 2025 & How an Human Resource Course Can Help, 100% Job, HR Course in Delhi, 110046 - by SLA Consultants India, Free SAP HR HCM Certification, Best Institute for "Online HR Generalist Course"

The landscape of Human Resource (HR) jobs in 2025 is marked by rapid digital transformation, evolving workplace models, and a growing emphasis on data-driven decision-making. Among the most in-demand HR roles are HR Generalist, Payroll Executive, Talent Acquisition Specialist, HR Analyst, Compensation & Benefits Manager, and HR Business Partner. These positions require a mix of traditional HR skills—such as recruitment, employee relations, and compliance—alongside expertise in HR technology platforms like SAP HR HCM, HRIS, and payroll software. As companies increasingly adopt hybrid and remote work models, HR professionals are also expected to manage distributed teams and leverage analytics for workforce planning and engagement.

HR Course in Delhi

HR Generalists, in particular, are central to organizational success, handling everything from onboarding and payroll to compliance and performance management. Talent Acquisition Specialists focus on attracting and retaining top talent in a competitive job market, while HR Analysts use data to inform strategic HR decisions. Compensation & Benefits Managers design competitive salary structures and oversee employee benefits programs, and HR Business Partners act as strategic liaisons between the HR department and business leadership, ensuring that HR initiatives align with company goals. The emergence of new roles, such as Diversity, Equity, and Inclusion (DEI) Managers and HR Technology Specialists, further highlights the expanding scope and specialization within the HR field.

Enrolling in a specialized HR Training Course in Delhi offered by SLA Consultants India in Delhi (110046), is the most effective way to prepare for these in-demand roles. The curriculum covers essential HR functions, including payroll, compliance, labor laws, HR analytics, and the use of advanced HR software like SAP HR HCM—a globally recognized certification that significantly boosts employability. Practical training through live projects, case studies, and expert-led sessions ensures that students gain hands-on experience and are ready to tackle real-world HR challenges from day one. The flexible online format makes it accessible for both fresh graduates and working professionals seeking to upskill or transition into HR.

Advanced HR Generalist Training Course Details Module 1 - Statutory and Legal Compliances - HR Training by MNC Expert Module 2 - Compensation And Benefits - HR Training by MNC Expert Module 3 - Corporate IR / Labour Law Compliances - HR Training by MNC Expert Module 4 - Performance Management System (Advanced Topic Added) in HR Training Module 5 - Learning and Organizational Development (Advanced Topic Added) Module 6 - HR Policies (New Topic Added) Module 7– HR -Business Partner (Advanced TopicAdded) Module 8 - Employee Relationship Management Workshop Session - HR Training by MNC Expert Module 9 - Recruitment and Selections - HR Talent Acquisition Expert Module 10- Interview Module 11–Advanced SAP HCM/SAP HR Module 12 Project Process in SAP HCM implementation Module 13 Reporting Tools OR SAP HCM Report Module 14 Project Preparation (SAP) Module 15 Advanced HR Analytics with Tableau Module 16 to 20 – HR Psychometric Test

SLA Consultants India HR Certification Course in Delhi stands out for its 100% job guarantee and robust placement support, ensuring that every student receives interview opportunities and career guidance until they secure a job. The institute’s strong industry connections and focus on practical, industry-relevant training empower graduates to thrive in the evolving HR landscape. With HR roles projected to grow by 7% in 2025 and demand for tech-savvy HR professionals at an all-time high, investing in a high-quality HR course is a smart move for anyone seeking a stable, rewarding, and future-proof career in human resources. For more details Call: +91-8700575874 or Email: hr@slaconsultantsindia.com

[davidbrianhoward]

David Howard Frisco

In today’s rapidly evolving business environment, innovation and strategic foresight are critical ingredients for success. Few professionals exemplify these qualities as distinctly as David Howard Frisco, a name that has steadily become synonymous with impactful leadership, scalable ventures, and visionary growth strategy in the entrepreneurial space.

From tech startups to consulting leadership, David Howard's influence in Frisco, Texas — one of America’s fastest-growing business hubs — is helping redefine what it means to build and sustain modern enterprises.

The Rise of David Howard in Frisco

Frisco, once a quiet suburb of Dallas, has become a magnet for startups, tech innovators, and business leaders. A significant part of this growth narrative includes individuals like David Howard, who bring a fusion of big-picture thinking and tactical execution to the local ecosystem.

David Howard Frisco stands out not just for his professional accomplishments but also for his ability to inspire teams, galvanize communities, and mentor young entrepreneurs. His involvement in Frisco’s business growth reflects a broader trend: leaders who not only pursue profit but also contribute to the development of a sustainable entrepreneurial culture.

Innovation through Cadre Crew

At the core of Howard’s impact is Cadre Crew, a dynamic organization that embodies the spirit of collaborative success. As a strategic driver within Cadre Crew, David Howard has fostered a culture of excellence, mentorship, and adaptability. The platform brings together talented individuals, emerging startups, and expert consultants, creating an ecosystem where scalable solutions are not just envisioned but executed with precision.

Cadre Crew is more than just a consulting group; it’s a movement. Its influence under David’s guidance has rippled across industries — from SaaS to fintech, healthcare to digital commerce — helping businesses identify gaps, design tailored strategies, and build operational frameworks for long-term growth.

Strategic Impact on Local Business

What sets David Howard Frisco apart is his unwavering focus on long-term scalability. Rather than pushing quick wins or generic frameworks, his approach is rooted in deep data analysis, customer-centric thinking, and iterative innovation. His strategy sessions are known for challenging assumptions and guiding business owners toward breakthrough solutions.

In Frisco, his efforts have contributed directly to several high-growth ventures that have become case studies in sustainable expansion. Many of these businesses cite Howard’s mentorship and frameworks as pivotal in transforming stagnant operations into agile, forward-moving organizations.

Empowering the Next Generation

Beyond his executive leadership, David Howard is deeply invested in education and mentorship. Through workshops, accelerator programs, and online platforms, he dedicates time to developing young leaders and startup founders. He believes that the key to a thriving business ecosystem lies in empowering individuals with the tools, mindset, and confidence to build meaningful ventures.

His role in this space is not just that of a consultant but a coach, cheerleader, and challenger — someone who guides others while holding them to the highest standards of performance and integrity.

A Forward-Looking Perspective

As Frisco continues to rise as a hub of innovation and growth, the presence of thought leaders like David Howard Frisco becomes even more vital. His commitment to excellence, collaboration, and impact positions him not only as a business strategist but as a catalyst for regional development.

In a world where disruption is the norm and resilience is the new currency, David Howard’s work offers a roadmap for how to lead with purpose and scale with confidence. Whether you're a budding entrepreneur, a seasoned founder, or simply someone seeking inspiration, his journey in Frisco stands as a compelling case of what’s possible when vision meets execution.

Final Thoughts

David Howard’s leadership in Frisco is a testament to what can be achieved when innovation, strategy, and mentorship come together. As the city continues its trajectory toward becoming a national business powerhouse, his role will undoubtedly remain central — shaping not only businesses but also the culture of entrepreneurship itself.