#Electricity Computer Operator New Recruitment 2025
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Electricity Computer Operator New Bharti 2025 – विद्युत विभाग कंप्यूटर ऑपरेटर भर्ती 2025 का नोटिस जारी
Electricity Computer Operator भर्ती 2025 का ऑफिशल नोटिफिकेशन जारी कर दिया गया जिसमें की 175 पदों पर भर्ती होगी और इसमें आयु सीमा 18 से 25 वर्ष रहने वाली है इस ऑफिशल नोटिफिकेशन के अनुसार कंप्यूटर ऑपरेटर इलेक्ट्रीशियन, स्टेनोग्राफर और अन्य विभिन्न के साथ-साथ अन्य पदों पर भर्ती होने वाली है | इस भर्ती में ऑफिशल नोटिफिकेशन के अनुसार आपको जनरल कैटेगरी को ₹0 और एससी एसटी को ₹0 का शुल्क देना होगा | तो…
#Electricity Computer Operator#Electricity Computer Operator New Bharti 2025#Electricity Computer Operator New Recruitment 2025#विद्युत विभाग कंप्यूटर ऑपरेटर भर्ती 2025
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Railway RRB Recruitment 2025 Group D Various Posts 32438 Vacancy Apply Online
Railway RRB Recruitment 2025 has released an official notification for the recruitment of various posts in Level 1 of the 7th CPC Pay Matrix across different units of Indian Railways. Candidates interested in pursuing a career with Indian Railways can submit their online applications for the RRB CEN 08/2024 Recruitment.
Railway RRB Recruitment Overview
Post NameAssistant Level-1 Various PostsTotal Posts32,438 PostsOrganizationRailway Recruitment BoardQualification10th PassSalaryRs. 25,000/- Per MonthApplication Date23 Jan - 22 Feb 2025
Railway RRB Recruitment Details
Post Name: Level-1 Posts (Group D) Notification No: RRB CEN 08/2024 Total Posts: 32438 Posts Organization: Railway Recruitment Board Educational Qualification: Candidates must have passed class 10th or an equivalent examination from a recognized board or university. Age Limit: Candidates must be between 18 and 36 years of age as of 1st January 2025. Age Relaxation: Upper age relaxation will be 3 years for OBC candidates and 5 years for SC/ST candidates.
Railway RRB Recruitment Vacancy Details
CategoryDepartmentTotal PostPointsman-BTraffic5058Assistant (Track Machine)Engineering799Assistant (Bridge)Engineering301Track Maintainer Gr. IVEngineering13187Assistant p-WayEngineering257Assistant (C&W)Mechanical2587Assistant TRDElectrical1381Assistant (S&T)S&T2012Assistant Loco Shed (Diesel)Mechanical420Assistant Loco Shed (Electrical)Electrical950Assistant Operations ((Electrical)Electrical744Assistant TL & ACElectrical1041Assistant Tl & AC (workshop)Electrical624Assistant (Workshop) (Mech)Mechanical3077Total Post32438 Railway ZoneVacancyWestern Railway (Mumbai)4672North Western Railway (Jaipur)1433South Western Railway (Hubli)503West Central Railway (Jabalpur)1614East Coast Railway (Bhubaneswar)964South East Central Railway (Bilaspur)1337Northern Railway (New Delhi)4785Southern Railway (Chennai)2694North Eastern Railway (Gorakhpur)1370Northeast Frontier Railway (Guwahati)2048Eastern Railway (Kolkata)1817Central Railway (Mumbai)3244East Central Railway (Hajipur)1251North Central Railway (Prayagraj)2020South Eastern Railway (Kolkata)1044South Central Railway (Secunderabad)1642Total Vacancy32438
RRB Recruitment Selection Process
The selection process for RRB Grade 4 Recruitment includes the following stages: - Computer-Based Test (CBT): A written test to assess the candidate’s knowledge and aptitude. - Physical Efficiency Test (PET): Candidates qualifying for CBT must undergo a physical fitness test. - Document Verification: Verification of original documents to confirm eligibility. - Medical Examination: A final medical check-up to ensure candidates meet health standards.
Railway RRB Recruitment Application Fee
The complete details regarding the fee are given below. CategoryApplication FeeGeneralRs.500/-SC/ST/PwBD/OBC/EWSRs.250/- Refund of Fee: Candidates belonging to PwBD, Female, Transgender, Ex-Servicemen, SC, ST, Minority Communities, and Economically Backward Classes will receive a full refund of Rs.250/- after the examination. All other candidates who paid Rs.500/- will receive a refund of Rs.400/- after the examination. Payment Method: Candidates can pay their examination fee using online payment methods such as Credit or Debit Card, NetBanking, and UPI. No other modes of payment will be accepted.
Important Dates of Railway RRB Recruitment
Notification Published22 January 2025Apply Start Date23 January 2025Apply Last Date22 February 2025Fee Payment23-24 February 2025Application Correction25 Feb – 6 Mar 2025
How To apply online for Railway RRB Recruitment 2025 ?
Applications can be registered online through the official RRB’s Websites. Follow the steps below to complete your application process: - Visit the Official RRB website at rrbapply.gov.in. - Click on the recruitment notification and register using your email ID and phone number. - Complete the application form with accurate personal and educational details. - Upload scanned copies of your photograph, signature, and other required documents in the prescribed format. - Make the payment through the available online options. - Review your application and submit it once satisfied. - Take a printout of the confirmation page for future reference.
Important Links of RRB Recruitment
Apply OnlineClick HereDownload NotificationClick HereJoin NEToday ChannelWhatsApp | TelegramGet More updatesClick HereOfficial WebsiteClick Here Read the full article
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Customer Marketing Lead - Horsham, USA
Customer Marketing Lead
req14125
Employment Type: Regular
Location: HORSHAM,PA
Have you ever enjoyed Arnold®, Brownberry® or Oroweat® bread? A Thomas’® English muffin or bagel? Or perhaps snacked on a Sara Lee®, Entenmann’s® or Marinela® cake or donut? If the answer is yes, then you know Bimbo Bakeries USA!
Bimbo Bakeries USA is part of Grupo Bimbo, the world’s largest baking company with operations in 32 countries. Bimbo Bakeries USA (“BBUSA”) includes BBUSA and its subsidiaries and affiliated entities, including, but not limited to, Wholesome Harvest Baking, East Balt, and Acelerada. BBUSA employs 20,000 associates across the U.S. in bakeries, sales centers, corporate offices and on sales routes to ensure our consumers have the freshest products to feed their families at every meal. But our associates come to work for much more – the chance to feed their own lives through exciting work that offers the opportunity to make a real difference in their professional and personal lives every day.
Description:
The Customer Marketing Lead is key member of the Bimbo Bakehouse Marketing team. The position is responsible for building an internal research approach to support and drive the business. This individual will build the formal framework and methodologies for approaching data driven consumer and market insights. They will leverage existing resources and recommend new innovative approaches across both the Foodservice and In-Store Bakery channels. They will set the strategy, define, execute and manage research methods, tools and output. Ultimately responsible for driving/leading the acquisition of key insights and strategic recommendations to drive growth initiatives. Working closely with internal and external stakeholders, this individual will be seen as a trusted advisor, a project partner, a strong voice for the consumer and an expert on the market landscape. The ideal candidate should be proficient driving insights from both qualitative and quantitative data. This individual will champion a data-centric perspective and approach to business decisions across the organization.
PRINCIPAL ACCOUNTABILITIES
Champion consumer insights strategy and vision to support business needs, contribute to overall business strategy and thought leadership.
Critical areas impacted by this role will include product development, category management, capital investment initiatives, pricing, and promotion, among others.
Develop research approach and analyze and synthesize results from consumer research studies, syndicated data, market audits, internal data, along with other internal/external sources. Translate findings into business insights and action plans to support business performance.
Collaborate with key business partners (leadership, sales, marketing, etc.) to identify insight needs and develop customized solutions to address.
Serve as an internal consultant for key stakeholders to develop business strategies rich in consumer insights. Collaborate with team to build answers and outcomes, translate business needs into research plans.
Develop inventory of data tools and resources and create process to leverage and engage. Empower and coach associates to utilize where appropriate.
Create streamlined reports using a variety of different sources, compiling results into a concise, meaningful and actionable format.
Position Requirements:
A Bachelors/Master’s degree in business, data analytics, psychology, social studies, anthropology, or similar (6+ years in analytics/insights)
Demonstrated mastery of syndicated data systems and ability to incorporate insight into fact-based presentations.
Strong Leadership cross functional communication skills
Ability to manage people without having direct organizational authority
Demonstrated analytical skills with ability to generate business insights from diverse data sources
Excellent persuasive communication skills: written, verbal and presentation. Ability to multi-task, organize time and lead groups with minimum direction
Knowledge of both the Retail and Foodservice markets.
Self-starter with proven ability to manage complexity and problem-solve
Computer skills and proficiency with PowerPoint, Excel and other software/applications.
Domestic Travel: 10-20%
Be a part of a company that is dedicated to protecting our planet:
All of our U.S. operations have been powered with 100% renewable electrical energy since July 2019, with energy created through a Wind Farm backed by a Virtual Power Purchase Agreement with Invenergy
Bimbo Bakeries USA was named EPA ENERGY STAR Partner of the Year in 2018 and 2019 for superior leadership, innovation and commitment to environmental protection through energy efficiency
We have 14 ENERGY STAR® Certified facilities
Our Manufacturing operations divert greater than 95% of waste from landfill
360 of our company-owned vehicles utilize alternative fuel – propane, compressed natural gas, and electric
Bimbo Bakeries USA has committed to 100% sustainable packaging across its portfolio by 2025. All product bags, pouches and wrappers are currently recyclable through Terracycle.
Bimbo Bakeries USA is an equal opportunity employer with a policy that provides equal employment opportunity for applicants and employees regardless of race, color, religion, disability, gender, age, national origin, sexual orientation, gender identity, marital status, pregnancy, veteran status, or any other classification protected by law. This policy applies to all aspects of employment, including recruitment, hiring, promotion, compensation, reassignment, layoff, discharge, education, training and all other working conditions. To further the principle of equal employment opportunity, Bimbo Bakeries USA has developed affirmative action plans for minorities and women, qualified individuals with disabilities, and Vietnam-era and special disabled veterans and other protected veterans.
source https://usjobsfinder.com/en/customer-marketing-lead/907
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For Successful Digital Transformation, Focus On Staff Engagement
New Post has been published on https://perfectirishgifts.com/for-successful-digital-transformation-focus-on-staff-engagement/
For Successful Digital Transformation, Focus On Staff Engagement
Jayne Millard, executive chairman of the Board at Turtle & Hughes, at WTC construction site
When you think of companies undergoing a digital transformation, you probably don’t think of one involved in manufacturing facilities, power generation plants, public and private water/wastewater, transportation hubs, office complexes, and industrial infrastructure.
Turtle & Hughes is a near 100-year-old business in the energy management, infrastructure, and light applications sectors. It ranks among the top 20 electrical distribution companies nationwide servicing the industrial, construction, commercial, electrical contracting, export, and utility industries. The company has grown from operating in a five-story warehouse on West Houston Street in New York City to working throughout the United States, Canada, Mexico, and Puerto Rico. The company shows how traditional businesses can reap the benefits of digital transformation, especially during the coronavirus pandemic.
Jayne Millard, the great-granddaughter of one of the company’s founders, is the executive chair of the board of this fourth-generation, family-owned business. She is moving the 800-plus employee company forward by using technologies to provide service innovations that add value to customers throughout their supply chains. She is doing this by fostering an intergenerational employee collaboration atmosphere to modernize how the company attracts customers and builds loyalty.
Organizations planning to or undergoing digital transformation can find valuable lessons in her experience. According to Markets and Markets, the global digital transformation market is expected to more than double from $469.8 billion in 2020 to $1 trillion by 2025.
“The rate of acceleration of change over the last five years has paralleled similar transformations over the history of Turtle & Hughes, but this has probably been the toughest,” said Millard. Transforming how companies do business, especially in organizations based on client relationships, is difficult. Some of their clients date back to the 1930s, including Rockefeller Center and Macy’s. “Those relationships have been sustained by super talented people who look at moving to a digital platform as a threat to their relationship and a threat to how they perform their jobs.”
The tough part of the digital transformation wasn’t building the technologies. It was the soft side, the human component, and alleviating trust concerns.
For example, suppose a customer is designing a power-distribution system for a wastewater treatment plant. In that case, they’re not going to do it on the internet by using an AI-driven bot to help them design the system and pick the right equipment. However, they would reorder material for that treatment plant online. Digitizing mundane tasks frees up staff to help with more important things.
Using big data, analytics, and AI enables companies to respond quicker, with fewer mistakes. It provides a competitive edge. It allows companies to better understand customer requirements and provides actionable insights that facilitate productivity gains. Understanding what functions could be automated and moving customers online in the right situation was vital. “We’ve eliminated some friction that has challenged our customers,” said Millard.
“Many employees felt that a computer was not going to do things as well as they can. Getting them to understand that technology enhances their effectiveness and makes them more productive [was the challenge].” Turtle & Hughes’ digital transformation’s success is greatly influenced by its employees’ perceptions and fears about using new technologies and their impact on jobs. The company’s leadership team is committed to making the transformation as smooth as possible.
Effective training and engagement are minimizing disruption. The company provides an extensive online training program, which it calls Turtle University. Recruits and rising stars are put through an 18-month training program run by senior executives. The program includes engineers and thought leaders as teachers and mentors. Interestingly, a wonderful interplay between the generations developed, commented Millard. The senior folks mentor about the complexities of the job and understanding the products. The younger ones reverse mentor. They tend to be more comfortable using technology and are more agile about accepting new methods.
The company has experienced back-office efficiency gains and increased sales for MRO (maintenance, repair, and operation) products. Sales for higher-level services are growing, too.
Because the digital transformation happened before the coronavirus pandemic, the company transitioned swiftly to working entirely virtually when lockdowns happened. As an essential business, the company has taken great pride in helping New York City retrofit emergency field hospitals.
How will you ensure a smooth digital transformation process for your company?
From Energy in Perfectirishgifts
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Global Optical Switch Market - Opportunities & Forecast, 2018-2025
An optical switch is a device which provides particular switching of optical signals from one channel to another without the need of converting to electrical signals. Driving off the signals through optical switches is independent of the data rate and type of data protocol. The advantages of optical switches are many, some of which include reduced number of network equipment, reduced network congestion, increased switching speed, and decreased operating power of the network equipment. Optical switches are an integral part of fibre optic transmission systems. Optical switches are used to enable the routing of optical data signals in more advanced and efficient ways.
For Additional Insights, Click to Access Complete Report - https://www.gmiresearch.com/report/global-optical-switch-market/
There have been constant technological advancements due to which the network connectivity is increasing between devices, this has resulted in rising issues with respect to the generation and transmission of data. Because of the increasing connectivity demands high-speed network connections carry out data operations in a specific way and thus, these days the demand for optical switches is increasing. Optical switches are increasingly being preferred as they don’t demand conversion of electrical signals and are independent in terms of operation of data protocols and data rates. There has been a constantly increasing need for new optical modules for generating high bandwidth, consuming low power, and having wider reach because of the growing investments in data centres which will be the major drivers for the demand of optical switches. Also, the advancements in the development of the cloud computing platform has been one of the major factors that has boosted the need for implementation of Optical switches in the data centres. Recently, Google made a decision that it will increase its investments in data centres to help support its rising cloud computing enterprise. This will lead to the growth in optical switches market.
Request for Sample Report- https://www.gmiresearch.com/report/global-optical-switch-market/sample-request
The main players in this market are Honeywell, Keysight Technologies Inc. Hewlett Packard Enterprise Co, Fujitsu Ltd, ZTE Corporation, Yokogawa Electric Corporation, Nokia Corporation, Cisco Systems Inc., Huawei Technologies Co Ltd, Ciena Corporation, Infinera Corporation, ADVA Optical Networking SE, Coriant GmbH, Keysight Technologies Inc, Juniper Networks Inc, Ericsson Inc.
Request for Customization – https://www.gmiresearch.com/report/global-optical-switch-market/request-for-customization
Global Optical Switch Market has been segmented on the basis of type, application, Technology and region. Based on the type it is segmented as All Optical switch, Electro Optical switch. Based on application it is segmented as Switching, Testing, Multiplexing, Cross-Connects, Signal Monitoring. On the basis of technology market is segmented as mechanical optical switches, liquid crystal optical switches, waveguide optical switches, thermal optical switches, magneto-optical switches and others. The region in focus is entire world market. The report highlights the main market drivers fuelling the growth as well as challenges faced by market participants. The research report provides market size and forecast for the Optical switch in global market. The competitive landscape section of the report captures and highlights the recent developments within the market.
Key questions answered in this research report:
· At what pace is Global Optical switch market growing? What will be growth trend in future?
· What are the key drivers and restraints in the current market? What will be the impact of drivers and restraints in the future?
· What are the regional revenue and forecast breakdowns? Which are the major regional revenue pockets for growth in Optical switch market?
· What are the various application areas and how they are poised to grow?
About GMI Research
GMI Research is a market research and consulting firm which provides research-based solutions to business executives and investment professionals so that they can make right business & investment decisions faster based on real facts. We help business leaders through independent fact-based insight, ensuring their business achieve success by beating the competition. GMI Research’s leadership team with extensive experience in research and consulting together with our research and domain expertise creates a strong value proposition to create solutions that addresses our client’s business problems and add significant value to long lasting relationship.
The company provides syndicated research report, customized research, sales enablement research, data analytics and KPO (knowledge process outsourcing) service for Electronics & Semiconductors, Information Communication and Technology, Energy & Power, Healthcare, Automotive, Transportation & Logistics and Chemical industries. Our analysts and consultants who are passionate about research and consulting are recruited from renowned local and global universities and have worked with the leading local and international organizations.
Contact Us
Company Name: GMI RESEARCH
Contact Person: Sarah Nash
Email: [email protected]
Phone: +353 1 442 8820
Address: Level 1, The Chase Carmanhall Road, Sandyford Industrial Estate
City: Dublin
State: Dublin
Country: Ireland
Website: www.gmiresearch.com
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Global Optical switch Market Global Industry Analysis, size, share and Forecast 2018-2025
An optical switch is a device which provides particular switching of optical signals from one channel to another without the need of converting to electrical signals. Driving off the signals through optical switches is independent of the data rate and type of data protocol. The advantages of optical switches are many, some of which include reduced number of network equipment, reduced network congestion, increased switching speed, and decreased operating power of the network equipment. Optical switches are an integral part of fibre optic transmission systems. Optical switches are used to enable the routing of optical data signals in more advanced and efficient ways
There have been constant technological advancements due to which the network connectivity is increasing between devices, this has resulted in rising issues with respect to the generation and transmission of data. Because of the increasing connectivity demands high-speed network connections carry out data operations in a specific way and thus, these days the demand for optical switches is increasing. Optical switches are increasingly being preferred as they don’t demand conversion of electrical signals and are independent in terms of operation of data protocols and data rates. There has been a constantly increasing need for new optical modules for generating high bandwidth, consuming low power, and having wider reach because of the growing investments in data centres which will be the major drivers for the demand of optical switches. Also, the advancements in the development of the cloud computing platform has been one of the major factors that has boosted the need for implementation of Optical switches in the data centres. Recently, Google made a decision that it will increase its investments in data centres to help support its rising cloud computing enterprise. This will lead to the growth in optical switches market.
Request for Sample Report - https://www.gmiresearch.com/report/global-optical-switch-market/sample-request
The main players in this market are Honeywell, Keysight Technologies Inc. Hewlett Packard Enterprise Co, Fujitsu Ltd, ZTE Corporation, Yokogawa Electric Corporation, Nokia Corporation, Cisco Systems Inc., Huawei Technologies Co Ltd, Ciena Corporation, Infinera Corporation, ADVA Optical Networking SE, Coriant GmbH, Keysight Technologies Inc, Juniper Networks Inc, Ericsson Inc.
Global Optical Switch Market has been segmented on the basis of type, application, Technology and region. Based on the type it is segmented as All Optical switch, Electro Optical switch. Based on application it is segmented as Switching, Testing, Multiplexing, Cross-Connects, Signal Monitoring. On the basis of technology market is segmented as mechanical optical switches, liquid crystal optical switches, waveguide optical switches, thermal optical switches, magneto-optical switches and others. The region in focus is entire world market. The report highlights the main market drivers fuelling the growth as well as challenges faced by market participants. The research report provides market size and forecast for the Optical switch in global market. The competitive landscape section of the report captures and highlights the recent developments within the market.
Request for Customization – https://www.gmiresearch.com/report/global-optical-switch-market/request-for-customization
Key questions answered in this research report: 1- At what pace is Global Optical switch market growing? What will be growth trend in future? 2- What are the key drivers and restraints in the current market? What will be the impact of drivers and restraints in the future? 3- What are the regional revenue and forecast breakdowns? Which are the major regional revenue pockets for growth in Optical switch market? 4- What are the various application areas and how they are poised to grow?
For Additional Insights, Click to Access Complete Report - https://www.gmiresearch.com/report/global-optical-switch-market/report
About GMI Research
GMI Research is a market research and consulting firm which provides research-based solutions to business executives and investment professionals so that they can make right business & investment decisions faster based on real facts. We help business leaders through independent fact-based insight, ensuring their business achieve success by beating the competition. GMI Research’s leadership team with extensive experience in research and consulting together with our research and domain expertise creates a strong value proposition to create solutions that addresses our clients business problems and add significant value to long lasting relationship.
The company provides syndicated research report, customized research, sales enablement research, data analytics and KPO (knowledge process outsourcing) service for Electronics & Semiconductors, Information Communication and Technology, Energy & Power, Healthcare, Automotive, Transportation & Logistics and Chemical industries. Our analysts and consultants who are passionate about research and consulting are recruited from renowned local and global universities and have worked with the leading local and international organizations.
Contact Us
Company Name: GMI RESEARCH Contact Person: Sarah Nash
Email: [email protected]
Phone: +353 1 442 8820 Address:Level 1, The Chase Carmanhall Road, Sandyford Industrial Estate City: Dublin State: Dublin Country: Ireland Website: www.gmiresearch.com
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hr staffing solutions in bangalore
Recruiting and Managing Creative Talent to Inspire Innovation
Technology and organizational strategies today are bound together in a world striving for performance improvement. It’s hard to dispute that every company has, in a sense, become a technology company. The digital world drives the hr staffing solutions in bangalore material world to a tremendous extent these days. It’s a trend that shows no signs of slowing.
As economist Thomas Pinketty predicts in his groundbreaking work Capital in the Twenty-First Century, much of the economic growth we can expect to see between this year and 2025 will flow from advances in computing, artificial intelligence, data and robotics. Despite the positive impacts these developments could make, financially and functionally, there remain reasonable skeptics who have concerns about the income inequality and vocational losses this sort of mechanized society might create. They offer dire scenarios in which robots replace all human labor -- the only monetary gains going to those who own, manufacture or control the machines.
MIT Professor Zeynep Ton explains in The Good Jobs Strategy that these examples fail to paint a broader, more realistic picture. Even the most powerful systems require human input and judgment; a purely technological approach to work and civilization would eventually collapse. The relevance and importance of the human element can’t be ignored. Artificial intelligence (AI) can’t exist and grow without the context of the human experience to inform it. Cognitive scientists hr staffing solutions in bangalore refer to this discrepancy as the availability bias: people tend to place greater emphasis on information that’s easy to come by, such as data on a spreadsheet, rather than intangibles like the realities involved in the everyday interactions and operations of a business.
So as we scramble to keep pace with technology and narrow our educational focus on STEM skills, we’re neglecting the very important role that creativity plays in the process.
Creativity -- The Ghost in the Machine
It’s easy to succumb to the notion that scientists are stuffy, smock-wearing, bespectacled people who are obsessed with numbers and formulas. Yet without a creative impulse, imagination, vision and an understanding of society, it’s hard to believe that any real scientific accomplishments would have arisen. Science hr staffing solutions in bangalore requires creativity for continued innovation. No invention was envisioned without curiosity and ambition: the dreamer gazing at the stars in wonder, the biologist fighting to cure a terrible disease, the electrical engineer helping to overcome obstacles in the way of communications, and other pioneers motivated by a need to improve our quality of life.
This sentiment is articulately echoed by astrophysicists such as Neil deGrasse Tyson and Adam Frank. Both men of science not only acknowledge the necessity of the humanities, they embrace liberal arts as a crucial backbone to scientific achievement. In a recent piece for NPR, Frank advocated for the value of the arts in academia: “In spite of being a scientist, I strongly believe an education that fails to place a heavy emphasis on the humanities is a missed opportunity. Without a base in humanities, both the students -- and the democratic society these students must enter as informed citizens -- are denied a full view of the heritage and critical habits of mind that mae civilization worth the effort.”
Frank provides a solid reason for his conclusion: “The old barriers between the humanities and technology are falling. Historians now use big-data techniques to ask their human-centered questions. Engineers use the same methods -- but with an emphasis on human interfaces -- to answer their own technology-oriented questions.”
In the future, computers will probably assume a greater share of the work duties currently tasked to human talent, including programming and data analysis. We can’t presume that automation won’t replace or commoditize certain skill sets. Realistically, however, there’s a limit to what machines will be able to do. As Rally Health’s Tom Perrault observes in a recent Harvard Business Review article, “What can’t be replaced in any organization imaginable in the future is precisely what seems overlooked today: liberal arts skills, such as creativity, empathy, listening, and vision. These skills, not digital or technological ones, will hold the keys to a company’s future success. And yet companies aren’t hiring for them. This is a problem for today’s digital companies, and it’s only going to get worse.”
Technology and Creativity Play Well Together
Creative talent enjoy taking risks. They see these gambles as necessary systems of trial and error that lead to true innovation. Just like the world’s most renowned scientists, creative talent operate empirically. Missteps and failures don’t deter them -- they instruct them.
Not only do creative professionals take risks, they refuse to quit in the face of shortcomings, defects or even rebuke from colleagues, managers or others in their communities. They are inherently optimistic and see risks as opportunities. Henry Ford’s first vehicle, a motorized four-wheeled bike of sorts, failed. Miserably. Instead of throwing in the towel, he learned from the mistake and went on to hr staffing solutions in bangalore pioneer the Model T. While working for the Kansas City Star, Walt Disney was told by his editor that he lacked imagination and marketable ideas. Obviously, that harsh critique did little to stifle Mr. Disney’s formidable future achievements -- all symbols of imagination and clever marketing.
Of course, the interesting corollary to these examples is how both creative geniuses promoted technology, instead of working against it. Ford radically shifted methods of transit and work. He absolutely threatened the horse-and-buggy industry, yet his company created countless more jobs around the world. Ford also renovated the nature of labor with assembly line processes that delivered inexpensive goods to consumers while supporting high wages for workers.
Walt Disney is a grandfather of realistic audio animatronics. You can’t visit a Disney attraction and not marvel at the robotic characters at the heart of the rides. Yet, the magic of a Disney theme park isn’t all technology -- it’s the exceptional customer service and interaction provided by live talent. The same rings true for Disney and Pixar films. The leaps and bounds in computer animation technology never surpass the humanity of the stories, which comes from writers, artists and voice actors.
Hiring Creative Talent
Given the current employment situation, the fierce competition to secure skilled talent makes perfect sense. Yet the creative, intrapreneurial mavericks should not be omitted in the search. Creative workers can be the best hires for companies that are truly in motion, tolerant of change, serious about stirring the pot to innovate, and creating new environments that require a degree of risk and uncertainty. The creativity, drive and exploratory nature of these individuals help businesses discover and capitalize on new opportunities, break free from outdated and ineffective models, pioneer unique solutions, and avoid stagnation. They have the potential to be prized assets for a growing or rebranding company.
Sourcing creative talent is itself a creative process. Elite staffing professionals excel at matching the right talent to the right business culture, often deploying unconventional recruiting and screening processes. This is the job of staffing professionals -- one they consistently perform and refine. The best way hiring organizations, MSPs and their staffing suppliers can achieve client goals together is to focus on fit.
MSPs, when tasked with managing a program concentrated on change and innovation, should spend a greater amount of time during discovery and voice of the customer meetings to get a clear picture of the client’s existing culture, its ability to loosen structures and policies, and its comfort level with creative talent who may operate outside traditional team structures or approval processes.
MSPs and their staffing partners must spend extra time communicating about the realistic nature of the client’s culture and flexibility.
Staffing professionals, combining this information with their expertise in sourcing creative talent, can more easily assess the best fits between hiring managers and maverick innovators.
The MSP, after coordinating with its staffing partners on submitted candidates, must also be willing to champion these selections to hiring managers, making cases for non-traditional yet innovative talent whose pros outweigh perceived cons.
If there’s a theme for the direction of business in this century, it’s punctuated by a recurring buzzword: innovation. In its assessment of 2014 business trends, Forbes discussed how the lack of cultural change has suffocated growth. The old ways of doing things were discounted as “roadblocks to process improvements,” with “true breakthrough thinking” and recruiting “more progressive candidates” as the remedies.
Then, toward the end of the piece, Forbes put all its cards on the table and exposed the challenges openly. “Some companies are indulging in new processes for creative innovation, birthing some big ideas that could open new markets,” the magazine declared. “Many CEOs openly extol innovation… Yet, very hr staffing solutions in bangalore few really embrace it, acting on the most relevant ideas to truly advance their company. Change is nerve-wracking, but promising new ideas, tested in advance, can work wonders for almost any business.”
Machines and data can produce some wonderful things. Coming up with the next big idea that will lead to new iterations of these technologies -- that's best left to the dreamers, the philosophers, the artists and the creative minds behind the science.
hr staffing solutions in bangalore
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Electricity Computer Operator New Recruitment 2025 – Authoritative Notice Out, Post- 175
Electricity Computer Operator Recruitment 2025: A notice has been issued by the government in which there will be recruitment for other posts along with the कंप्यूटर ऑपरेटर इलेक्ट्रीशियन, स्टेनोग्राफर और अन्य विभिन्न. In this recruitment, there will be recruitment for 175 posts for which online applications are being sought, so what educational qualification will be seen in this recruitment, what…
#Electricity Computer Operator#Electricity Computer Operator New Recruitment 2025#विद्युत विभाग कंप्यूटर ऑपरेटर
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Global Smart Pill Market Forecast Report 2018 – 2025 – Top Key Players Analysis
A smart pill is an ingestible capsule with miniaturized micro-electronics which includes an electric component such as sensors, cameras, microchip, etc. Wireless capsule, a receiver, and computer software are the basic components of smart pills procedure. Smart pills are used in a wide range of applications such as detection and monitoring of various physiological measures of the gastrointestinal tract, drug delivery, and patient monitoring. Smart pills are ingestible in nature and can be swallowed by the oral route of administration. Drug delivery by smart pills is emerging technology which shows significant opportunity for the pharmaceutical industry to exploit the untapped market in the coming years.
Increasing incidence of chronic diseases such as gastrointestinal tract disease, colorectal cancer, etc. and rising geriatric population are expected to boost the demand for smart pills during the forecast period. For instance, according to the American Cancer Society, around 95,520 new cases of colon cancer and around 39,910 cases of rectal cancer were diagnosed in 2017 across the United States. In addition, increase in technological advances pertaining to smart pills such as miniaturization of electronic components and an integrated circuit, availability of microprocessors, integration of advanced and innovative drugs, and others are also expected to fuel the growth of smart pill market during the forecast period. Furthermore, the high adoption of minimally invasive surgeries and the paradigm shift from conventional techniques towards smart pills for diagnosis and monitoring of gastrointestinal tract disease have also fuelled the growth of the market during the forecast period. However, the technological incompetence of capsule endoscopes, huge cost of smart pill and dearth of skilled healthcare professionals are some of the factors which hinder the growth of the market.
Request for Sample Report – https://www.gmiresearch.com/report/global-smart-pill-market/sample-request
Various notable players operating in the market, include Boston Scientific Corporation, Capsovision Inc., Chongqing Jinshan Science & Technology Group Co. Ltd., Fujifilm Holdings Corporation, GE Healthcare, Acamp, Given Imaging Inc., Intromedic Co. Ltd., Karl Storz Gmbh & Co., Medimetrics, Olympus Corporation, Pentax Medical Company, Proteus Digital Health Inc. among others.
Companies are focussing on merger & acquisition, collaboration, partnership, research, and development activities whereas, major companies are adopting merger & acquisition strategy to expand their geographical presence. For instance, in 2016, Boston Scientific Corporation acquired EndoChoice Holdings Inc.
The global smart pill market has been segmented on the basis of application, target area, indication, end user and key geographies. Based on Application, the market comprises capsule endoscopy, drug delivery, and patient monitoring. The research report “global smart pill market” provides in-depth analysis of global smart pill market based on application, target area, indication, end user and major geographies for the forecast period from 2018 to 2025. The report also highlights the major market drivers propelling the growth as well as challenges faced by market participants. The research report provides market size and forecast for the global Smart Pill Market. In addition, the report also analyses the competitive landscape, major players and their strategies in 2018. The competitive landscape section of the report captures and highlights the recent developments in the market.
Request for Customization – https://www.gmiresearch.com/report/global-smart-pill-market/request-for-customization
Key questions answered in this research report:
1. At what pace is smart pill market growing? What will be the growth trend in the future?
2. What are the key drivers and restraints in the current market? What will be the impact of drivers and restraints in the future?
3. What are the regional revenue and forecast breakdowns? Which are the major regional revenue pockets for growth in the smart pill market?
4. What are the various application areas and how they are poised to grow?
For Additional Insights Click to Access Complete Report - https://www.gmiresearch.com/report/global-smart-pill-market/
About GMI Research
GMI Research is a market research and consulting firm which provides research-based solutions to business executives and investment professionals so that they can make right business & investment decisions faster based on real facts. We help business leaders through independent fact-based insight, ensuring their business achieve success by beating the competition.
GMI Research’s leadership team with extensive experience in research and consulting together with our research and domain expertise creates a strong value proposition to create solutions that addresses our clients business problems and add significant value to long lasting relationship.
The company provides syndicated research report, customized research, sales enablement research, data analytics and KPO (knowledge process outsourcing) service for Electronics & Semiconductors, Information Communication and Technology, Energy & Power, Healthcare, Automotive, Transportation & Logistics and Chemical industries.
Our analysts and consultants who are passionate about research and consulting are recruited from renowned local and global universities and have worked with the leading local and international organizations.
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top placements consultants in bangalore
Recruiting and Managing Creative Talent to Inspire Innovation
Technology and organizational strategies today are bound together in a world striving for performance improvement. It’s hard to dispute that every company has, in a sense, become a technology company. The digital world drives the material world to a tremendous extent these days. It’s a trend that shows no signs of slowing.
As economist Thomas Pinketty predicts in his groundbreaking work Capital in the Twenty-First Century, much of the economic growth we can expect to see between this year and 2025 will flow from advances in computing, artificial intelligence, data and robotics. Despite the positive impacts these developments could make, financially and functionally, there remain reasonable skeptics who have concerns about the income inequality and vocational losses this sort of mechanized top placements consultants in bangalore society might create. They offer dire scenarios in which robots replace all human labor -- the only monetary gains going to those who own, manufacture or control the machines.
MIT Professor Zeynep Ton explains in The Good Jobs Strategy that these examples fail to paint a broader, more realistic picture. Even the most powerful systems require human input and judgment; a purely technological approach to work and civilization would eventually collapse. The relevance and importance of the human element can’t be ignored. Artificial intelligence (AI) can’t exist and grow without the context of the human experience to inform it. Cognitive scientists refer to this discrepancy as the availability bias: people tend to place greater emphasis on information that’s easy to come by, such as data on a spreadsheet, rather than intangibles like the realities involved in the everyday interactions and operations of a business.
So as we scramble to keep pace with technology and narrow our educational focus on STEM skills, we’re neglecting the very important role that creativity plays in the process.
Creativity -- The Ghost in the Machine
It’s easy to succumb to the notion that scientists are stuffy, smock-wearing, bespectacled people who are obsessed with numbers and formulas. Yet without a creative impulse, imagination, vision and an understanding of society, it’s hard to believe that any real scientific accomplishments would have arisen. Science requires creativity for continued innovation. No invention was envisioned without curiosity and ambition: the dreamer gazing at the stars in wonder, the biologist top placements consultants in bangalore fighting to cure a terrible disease, the electrical engineer helping to overcome obstacles in the way of communications, and other pioneers motivated by a need to improve our quality of life.
This sentiment is articulately echoed by astrophysicists such as Neil deGrasse Tyson and Adam Frank. Both men of science not only acknowledge the necessity of the humanities, they embrace liberal arts as a crucial backbone to scientific achievement. In a recent piece for NPR, Frank advocated for the value of the arts in academia: “In spite of being a scientist, I strongly believe an education that fails to place a heavy emphasis on the humanities is a missed opportunity. Without a base in humanities, both the students -- and the democratic society these students must enter as informed citizens -- are denied a full view of the heritage and critical habits of mind that mae civilization worth the effort.”
Frank provides a solid reason for his conclusion: “The old barriers between the humanities and technology are falling. Historians now use big-data techniques to ask their human-centered questions. Engineers use the same methods -- but with an emphasis on human interfaces -- to answer their own technology-oriented questions.”
In the future, computers will probably assume a greater share of the work duties currently tasked to human talent, including programming and data analysis. We can’t presume that automation won’t replace or commoditize certain skill sets. Realistically, however, there’s a limit to what machines will be able to do. As Rally Health’s Tom Perrault observes in a recent Harvard Business Review article, “What can’t be replaced in any organization imaginable in the future is precisely what seems overlooked today: liberal arts skills, such as creativity, empathy, listening, and vision. These skills, not digital or technological ones, will hold the keys to a company’s future success. And yet companies aren’t hiring for them. This is a problem for today’s digital companies, and it’s only going to get worse.”
Technology and Creativity Play Well Together
Creative talent enjoy taking risks. They see these gambles as necessary systems of trial and error that lead to true innovation. Just like the world’s most renowned scientists, creative talent operate empirically. Missteps and failures don’t deter them -- they instruct them.
Not only do creative professionals take risks, they refuse to quit in the face of shortcomings, defects or even rebuke from colleagues, managers or others in their communities. They are inherently optimistic and see risks as opportunities. Henry Ford’s first vehicle, a motorized four-wheeled bike of sorts, failed. Miserably. Instead of throwing in the towel, he learned from the mistake and went on to pioneer the Model T. While working for the Kansas City Star, Walt Disney was told by his editor that he lacked imagination and marketable ideas. Obviously, that harsh critique did little to stifle Mr. Disney’s formidable future achievements -- all symbols of imagination and clever marketing.
Of course, the interesting corollary to these examples is how both creative geniuses promoted technology, instead of working against it. Ford radically shifted methods of transit and work. He absolutely threatened the horse-and-buggy industry, yet his company created countless more jobs around the world. Ford also renovated the nature of labor with assembly line processes that delivered inexpensive goods to consumers while supporting high wages for workers.
Walt Disney is a grandfather of realistic audio animatronics. You can’t visit a Disney attraction and not marvel at the robotic characters at the heart of the rides. Yet, the magic of a Disney theme park isn’t all technology -- it’s the exceptional customer service and interaction provided by live talent. The same rings true for Disney and Pixar films. The leaps and bounds in computer animation technology never surpass the humanity of the stories, which comes from writers, artists and voice actors.
Hiring Creative Talent
Given the current employment situation, the fierce competition to secure skilled talent makes perfect sense. Yet the creative, intrapreneurial mavericks should not be omitted in the search. Creative workers can be the best hires for companies that are truly in motion, tolerant of change, serious about stirring the pot to innovate, and creating new environments that require a degree of risk and uncertainty. The creativity, drive and exploratory nature of these individuals help businesses discover top placements consultants in bangalore and capitalize on new opportunities, break free from outdated and ineffective models, pioneer unique solutions, and avoid stagnation. They have the potential to be prized assets for a growing or rebranding company.
Sourcing creative talent is itself a creative process. Elite staffing professionals excel at matching the right talent to the right business culture, often deploying unconventional recruiting and screening processes. This is the job of staffing professionals -- one they consistently perform and refine. The best way hiring organizations, MSPs and their staffing suppliers can achieve client goals together is to focus on fit.
MSPs, when tasked with managing a program concentrated on change and innovation, should spend a greater amount of time during discovery and voice of the customer meetings to get a clear picture of the client’s existing culture, its ability to loosen structures and policies, and its comfort level with creative talent who may operate outside traditional team structures or approval processes.
MSPs and their staffing partners must spend extra time communicating about the realistic nature of the client’s culture and flexibility.
Staffing professionals, combining this information with their expertise in sourcing creative talent, can more easily assess the best fits between hiring managers and maverick innovators.
The MSP, after coordinating with its staffing partners on submitted candidates, must also be willing to champion these selections to hiring managers, making cases for non-traditional yet innovative talent whose pros outweigh perceived cons.
If there’s a theme for the direction of business in this century, it’s punctuated by a recurring buzzword: innovation. In its assessment of 2014 business trends, Forbes discussed how the lack of cultural change has suffocated growth. The old ways of doing things were discounted as “roadblocks to process improvements,” with “true breakthrough thinking” and recruiting “more progressive candidates” as the remedies.
Then, toward the end of the piece, Forbes put all its cards on the table and exposed the challenges openly. “Some companies are indulging in new processes for creative innovation, birthing some big ideas that could open new markets,” the magazine declared. “Many CEOs openly extol innovation… Yet, very few really embrace it, acting on the most relevant ideas to truly advance their company. Change is nerve-wracking, but promising new ideas, tested in advance, can work wonders for almost any business.”
Machines and data can produce some wonderful things. Coming up with the next big idea that will lead to new iterations of these technologies -- that's best left to the dreamers, the philosophers, the artists and the creative minds behind the science.
top placements consultants in bangalore
0 notes
Text
Staffing Agencies In Bangalore
Recruiting and Managing Creative Talent to Inspire Innovation
Technology and organizational strategies today are bound together in a world striving for performance improvement. It’s hard to dispute that every company has, in a sense, become a technology company. The digital world drives the material world to a tremendous extent these days. It’s a trend that shows no signs of slowing.
As economist Thomas Pinketty predicts in his groundbreaking work Capital in the Twenty-First Century, much of the economic growth we can expect to see between this year and 2025 will flow from advances in computing, artificial intelligence, data and robotics. Despite the positive impacts these developments could make, financially and functionally, there remain reasonable skeptics who have concerns about the income inequality and vocational losses this sort of mechanized society might create. They offer dire scenarios in which robots replace all human labor -- the only monetary gains going to those who own, manufacture or control the machines.
MIT Professor Zeynep Ton explains in The Good Jobs Strategy that these examples fail to paint a broader, more realistic picture. Even the most powerful systems require human input and judgment; a purely technological approach to work and civilization would eventually collapse. The relevance and importance of the human element can’t be ignored. Artificial intelligence (AI) can’t exist and grow without the context of the human experience to inform it. Cognitive scientists refer to this discrepancy as the availability bias: people tend to place greater emphasis on information that’s easy to come by, such as data on a spreadsheet, rather than intangibles like the realities involved in the everyday interactions and operations of a business.
So as we scramble to keep pace with technology and narrow our educational focus on STEM skills, we’re neglecting the very important role that creativity plays in the process.
Creativity -- The Ghost in the Machine
It’s easy to succumb to the notion that scientists are stuffy, smock-wearing, bespectacled people who are obsessed with numbers and formulas. Yet without a creative impulse, imagination, vision and an understanding of society, it’s hard to believe that any real scientific accomplishments would have arisen. Science requires creativity for continued innovation. No invention was envisioned without curiosity and ambition: the dreamer gazing at the stars in wonder, the biologist fighting to cure a terrible disease, the electrical engineer helping to overcome obstacles in the way of communications, and other pioneers motivated by a need to improve our quality of life.
This sentiment is articulately echoed by astrophysicists such as Neil deGrasse Tyson and Adam Frank. Both men of science not only acknowledge the necessity of the humanities, they embrace liberal arts as a crucial backbone to scientific achievement. In a recent piece for NPR, Frank advocated for the value of the arts in academia: “In spite of being a scientist, I strongly believe an education that fails to place a heavy emphasis on the humanities is a missed opportunity. Without a base in humanities, both the students -- and the democratic society these students must enter as informed citizens -- are denied a full view of the heritage and critical habits of mind that make civilization worth the effort.”
Frank provides a solid reason for his conclusion: “The old barriers between the humanities and technology are falling. Historians now use big-data techniques to ask their human-centered questions. Engineers use the same methods -- but with an emphasis on human interfaces -- to answer their own technology-oriented questions.”
In the future, computers will probably assume a greater share of the work duties currently tasked to human talent, including programming and data analysis. We can’t presume that automation won’t replace or commoditize certain skill sets. Realistically, however, there’s a limit to what machines will be able to do. As Rally Health’s Tom Perrault observes in a recent Harvard Business Review article, “What can’t be replaced in any organization imaginable in the future is precisely what seems overlooked today: liberal arts skills, such as creativity, empathy, listening, and vision. These skills, not digital or technological ones, will hold the keys to a company’s future success. And yet companies aren’t hiring for them. This is a problem for today’s digital companies, and it’s only going to get worse.”
Technology and Creativity Play Well Together
Creative talent enjoy taking risks. They see these gambles as necessary systems of trial and error that lead to true innovation. Just like the world’s most renowned scientists, creative talent operate empirically. Missteps and failures don’t deter them -- they instruct them.
Not only do creative professionals take risks, they refuse to quit in the face of shortcomings, defects or even rebuke from colleagues, managers or others in their communities. They are inherently optimistic and see risks as opportunities. Henry Ford’s first vehicle, a motorized four-wheeled bike of sorts, failed. Miserably. Instead of throwing in the towel, he learned from the mistake and went on to pioneer the Model T. While working for the Kansas City Star, Walt Disney was told by his editor that he lacked imagination and marketable ideas. Obviously, that harsh critique did little to stifle Mr. Disney’s formidable future achievements -- all symbols of imagination and clever marketing.
Of course, the interesting corollary to these examples is how both creative geniuses promoted technology, instead of working against it. Ford radically shifted methods of transit and work. He absolutely threatened the horse-and-buggy industry, yet his company created countless more jobs around the world. Ford also renovated the nature of labor with assembly line processes that delivered inexpensive goods to consumers while supporting high wages for workers.
Walt Disney is a grandfather of realistic audio animatronics. You can’t visit a Disney attraction and not marvel at the robotic characters at the heart of the rides. Yet, the magic of a Disney theme park isn’t all technology -- it’s the exceptional customer service and interaction provided by live talent. The same rings true for Disney and Pixar films. The leaps and bounds in computer animation technology never surpass the humanity of the stories, which comes from writers, artists and voice actors.
Hiring Creative Talent
Given the current employment situation, the fierce competition to secure skilled talent makes perfect sense. Yet the creative, intrapreneurial mavericks should not be omitted in the search. Creative workers can be the best hires for companies that are truly in motion, tolerant of change, serious about stirring the pot to innovate, and creating new environments that require a degree of risk and uncertainty. The creativity, drive and exploratory nature of these individuals help businesses discover and capitalize on new opportunities, break free from outdated and ineffective models, pioneer unique solutions, and avoid stagnation. They have the potential to be prized assets for a growing or rebranding company.
Sourcing creative talent is itself a creative process. Elite staffing professionals excel at matching the right talent to the right business culture, often deploying unconventional recruiting and screening processes. This is the job of staffing professionals -- one they consistently perform and refine. The best way hiring organizations, MSPs and their staffing suppliers can achieve client goals together is to focus on fit.
MSPs, when tasked with managing a program concentrated on change and innovation, should spend a greater amount of time during discovery and voice of the customer meetings to get a clear picture of the client’s existing culture, its ability to loosen structures and policies, and its comfort level with creative talent who may operate outside traditional team structures or approval processes.
MSPs and their staffing partners must spend extra time communicating about the realistic nature of the client’s culture and flexibility.
Staffing professionals, combining this information with their expertise in sourcing creative talent, can more easily assess the best fits between hiring managers and maverick innovators.
The MSP, after coordinating with its staffing partners on submitted candidates, must also be willing to champion these selections to hiring managers, making cases for non-traditional yet innovative talent whose pros outweigh perceived cons.
If there’s a theme for the direction of business in this century, it’s punctuated by a recurring buzzword: innovation. In its assessment of 2014 business trends, Forbes discussed how the lack of cultural change has suffocated growth. The old ways of doing things were discounted as “roadblocks to process improvements,” with “true breakthrough thinking” and recruiting “more progressive candidates” as the remedies.
Then, toward the end of the piece, Forbes put all its cards on the table and exposed the challenges openly. “Some companies are indulging in new processes for creative innovation, birthing some big ideas that could open new markets,” the magazine declared. “Many CEOs openly extol innovation… Yet, very few really embrace it, acting on the most relevant ideas to truly advance their company. Change is nerve-wracking, but promising new ideas, tested in advance, can work wonders for almost any business.”
Machines and data can produce some wonderful things. Coming up with the next big idea that will lead to new iterations of these technologies -- that's best left to the dreamers, the philosophers, the artists and the creative minds behind the science.
staffing agencies in bangalore
0 notes
Text
IT Staffing Company In Bangalore
Recruiting and Managing Creative Talent to Inspire Innovation
Technology and organizational strategies today are bound together in a world striving for performance improvement. It’s hard to dispute that every company has, in a sense, become a technology company. The digital world drives the material world to a tremendous extent these days. It’s a trend that shows no signs of slowing.
As economist Thomas Pinketty predicts in his groundbreaking work Capital in the Twenty-First Century, much of the economic growth we can expect to see between this year and 2025 will flow from advances in computing, artificial intelligence, data and robotics. Despite the positive impacts these developments could make, financially and functionally, there remain reasonable skeptics who have concerns about the income inequality and vocational losses this sort of mechanized society might create. They offer dire scenarios in which robots replace all human labor -- the only monetary gains going to those who own, manufacture or control the machines.
MIT Professor Zeynep Ton explains in The Good Jobs Strategy that these examples fail to paint a broader, more realistic picture. Even the most powerful systems require human input and judgment; a purely technological approach to work and civilization would eventually collapse. The relevance and importance of the human element can’t be ignored. Artificial intelligence (AI) can’t exist and grow without the context of the human experience to inform it. Cognitive scientists refer to this discrepancy as the availability bias: people tend to place greater emphasis on information that’s easy to come by, such as data on a spreadsheet, rather than intangibles like the realities involved in the everyday interactions and operations of a business.
So as we scramble to keep pace with technology and narrow our educational focus on STEM skills, we’re neglecting the very important role that creativity plays in the process.
Creativity -- The Ghost in the Machine
It’s easy to succumb to the notion that scientists are stuffy, smock-wearing, bespectacled people who are obsessed with numbers and formulas. Yet without a creative impulse, imagination, vision and an understanding of society, it’s hard to believe that any real scientific accomplishments would have arisen. Science requires creativity for continued innovation. No invention was envisioned without curiosity and ambition: the dreamer gazing at the stars in wonder, the biologist fighting to cure a terrible disease, the electrical engineer helping to overcome obstacles in the way of communications, and other pioneers motivated by a need to improve our quality of life.
This sentiment is articulately echoed by astrophysicists such as Neil deGrasse Tyson and Adam Frank. Both men of science not only acknowledge the necessity of the humanities, they embrace liberal arts as a crucial backbone to scientific achievement. In a recent piece for NPR, Frank advocated for the value of the arts in academia: “In spite of being a scientist, I strongly believe an education that fails to place a heavy emphasis on the humanities is a missed opportunity. Without a base in humanities, both the students -- and the democratic society these students must enter as informed citizens -- are denied a full view of the heritage and critical habits of mind that make civilization worth the effort.”
Frank provides a solid reason for his conclusion: “The old barriers between the humanities and technology are falling. Historians now use big-data techniques to ask their human-centered questions. Engineers use the same methods -- but with an emphasis on human interfaces -- to answer their own technology-oriented questions.”
In the future, computers will probably assume a greater share of the work duties currently tasked to human talent, including programming and data analysis. We can’t presume that automation won’t replace or commoditize certain skill sets. Realistically, however, there’s a limit to what machines will be able to do. As Rally Health’s Tom Perrault observes in a recent Harvard Business Review article, “What can’t be replaced in any organization imaginable in the future is precisely what seems overlooked today: liberal arts skills, such as creativity, empathy, listening, and vision. These skills, not digital or technological ones, will hold the keys to a company’s future success. And yet companies aren’t hiring for them. This is a problem for today’s digital companies, and it’s only going to get worse.”
Technology and Creativity Play Well Together
Creative talent enjoy taking risks. They see these gambles as necessary systems of trial and error that lead to true innovation. Just like the world’s most renowned scientists, creative talent operate empirically. Missteps and failures don’t deter them -- they instruct them.
Not only do creative professionals take risks, they refuse to quit in the face of shortcomings, defects or even rebuke from colleagues, managers or others in their communities. They are inherently optimistic and see risks as opportunities. Henry Ford’s first vehicle, a motorized four-wheeled bike of sorts, failed. Miserably. Instead of throwing in the towel, he learned from the mistake and went on to pioneer the Model T. While working for the Kansas City Star, Walt Disney was told by his editor that he lacked imagination and marketable ideas. Obviously, that harsh critique did little to stifle Mr. Disney’s formidable future achievements -- all symbols of imagination and clever marketing.
Of course, the interesting corollary to these examples is how both creative geniuses promoted technology, instead of working against it. Ford radically shifted methods of transit and work. He absolutely threatened the horse-and-buggy industry, yet his company created countless more jobs around the world. Ford also renovated the nature of labor with assembly line processes that delivered inexpensive goods to consumers while supporting high wages for workers.
Walt Disney is a grandfather of realistic audio animatronics. You can’t visit a Disney attraction and not marvel at the robotic characters at the heart of the rides. Yet, the magic of a Disney theme park isn’t all technology -- it’s the exceptional customer service and interaction provided by live talent. The same rings true for Disney and Pixar films. The leaps and bounds in computer animation technology never surpass the humanity of the stories, which comes from writers, artists and voice actors.
Hiring Creative Talent
Given the current employment situation, the fierce competition to secure skilled talent makes perfect sense. Yet the creative, intrapreneurial mavericks should not be omitted in the search. Creative workers can be the best hires for companies that are truly in motion, tolerant of change, serious about stirring the pot to innovate, and creating new environments that require a degree of risk and uncertainty. The creativity, drive and exploratory nature of these individuals help businesses discover and capitalize on new opportunities, break free from outdated and ineffective models, pioneer unique solutions, and avoid stagnation. They have the potential to be prized assets for a growing or rebranding company.
Sourcing creative talent is itself a creative process. Elite staffing professionals excel at matching the right talent to the right business culture, often deploying unconventional recruiting and screening processes. This is the job of staffing professionals -- one they consistently perform and refine. The best way hiring organizations, MSPs and their staffing suppliers can achieve client goals together is to focus on fit.
MSPs, when tasked with managing a program concentrated on change and innovation, should spend a greater amount of time during discovery and voice of the customer meetings to get a clear picture of the client’s existing culture, its ability to loosen structures and policies, and its comfort level with creative talent who may operate outside traditional team structures or approval processes.
MSPs and their staffing partners must spend extra time communicating about the realistic nature of the client’s culture and flexibility.
Staffing professionals, combining this information with their expertise in sourcing creative talent, can more easily assess the best fits between hiring managers and maverick innovators.
The MSP, after coordinating with its staffing partners on submitted candidates, must also be willing to champion these selections to hiring managers, making cases for non-traditional yet innovative talent whose pros outweigh perceived cons.
If there’s a theme for the direction of business in this century, it’s punctuated by a recurring buzzword: innovation. In its assessment of 2014 business trends, Forbes discussed how the lack of cultural change has suffocated growth. The old ways of doing things were discounted as “roadblocks to process improvements,” with “true breakthrough thinking” and recruiting “more progressive candidates” as the remedies.
Then, toward the end of the piece, Forbes put all its cards on the table and exposed the challenges openly. “Some companies are indulging in new processes for creative innovation, birthing some big ideas that could open new markets,” the magazine declared. “Many CEOs openly extol innovation… Yet, very few really embrace it, acting on the most relevant ideas to truly advance their company. Change is nerve-wracking, but promising new ideas, tested in advance, can work wonders for almost any business.”
Machines and data can produce some wonderful things. Coming up with the next big idea that will lead to new iterations of these technologies -- that's best left to the dreamers, the philosophers, the artists and the creative minds behind the science.
it staffing company in bangalore
0 notes
Text
Virtual Staffing Services In Pune
Recruiting and Managing Creative Talent to Inspire Innovation
Technology and organizational strategies today are bound together in a world striving for performance improvement. It’s hard to dispute that every company has, in a sense, become a technology company. The digital world drives the material world to a tremendous extent these days. It’s a trend that shows no signs of slowing.
As economist Thomas Pinketty predicts in his groundbreaking work Capital in the Twenty-First Century, much of the economic growth we can expect to see between this year and 2025 will flow from advances in computing, artificial intelligence, data and robotics. Despite the positive impacts these developments could make, financially and functionally, there remain reasonable skeptics who have concerns about the income inequality and vocational losses this sort of mechanized society might create. They offer dire scenarios in which robots replace all human labor -- the only monetary gains going to those who own, manufacture or control the machines.
MIT Professor Zeynep Ton explains in The Good Jobs Strategy that these examples fail to paint a broader, more realistic picture. Even the most powerful systems require human input and judgment; a purely technological approach to work and civilization would eventually collapse. The relevance and importance of the human element can’t be ignored. Artificial intelligence (AI) can’t exist and grow without the context of the human experience to inform it. Cognitive scientists refer to this discrepancy as the availability bias: people tend to place greater emphasis on information that’s easy to come by, such as data on a spreadsheet, rather than intangibles like the realities involved in the everyday interactions and operations of a business.
So as we scramble to keep pace with technology and narrow our educational focus on STEM skills, we’re neglecting the very important role that creativity plays in the process.
Creativity -- The Ghost in the Machine
It’s easy to succumb to the notion that scientists are stuffy, smock-wearing, bespectacled people who are obsessed with numbers and formulas. Yet without a creative impulse, imagination, vision and an understanding of society, it’s hard to believe that any real scientific accomplishments would have arisen. Science requires creativity for continued innovation. No invention was envisioned without curiosity and ambition: the dreamer gazing at the stars in wonder, the biologist fighting virtual staffing services in pune to cure a terrible disease, the electrical engineer helping to overcome obstacles in the way of communications, and other pioneers motivated by a need to improve our quality of life.
This sentiment is articulately echoed by astrophysicists such as Neil deGrasse Tyson and Adam Frank. Both men of science not only acknowledge the necessity of the humanities, they embrace liberal arts as a crucial backbone to scientific achievement. In a recent piece for NPR, Frank advocated for the value of the arts in academia: “In spite of being a scientist, I strongly believe an education that fails to place a heavy emphasis on the humanities is a missed opportunity. Without a base in humanities, both the students -- and the democratic society these students must enter as informed citizens -- are denied a full view of the heritage and critical habits of mind that make civilization worth the effort.”
Frank provides a solid reason for his conclusion: “The old barriers between the humanities and technology are falling. Historians now use big-data techniques to ask their human-centered questions. Engineers use the same methods -- but with an emphasis on human interfaces -- to answer their own technology-oriented questions.”
In the future, computers will probably assume a greater share of the work duties currently tasked to human talent, including programming and data analysis. We can’t presume that automation won’t replace or commoditize certain skill sets. Realistically, however, there’s a limit to what machines will be able to do. As Rally Health’s Tom Perrault observes in a recent Harvard Business Review article, “What can’t be replaced in any organization imaginable in the future is precisely what seems overlooked today: liberal arts skills, such as creativity, empathy, listening, and vision. These skills, not digital or technological ones, will hold the keys to a company’s future success. And yet companies aren’t hiring for them. This is a problem for today’s digital companies, and it’s only going to get worse.”
Technology and Creativity Play Well Together
Creative talent enjoy taking risks. They see these gambles as necessary systems of trial and error that lead to true innovation. Just like the world’s most renowned scientists, creative talent operate empirically. Missteps and failures don’t deter them -- they instruct them.
Not only do creative professionals take risks, they refuse to quit in the face of shortcomings, defects or even rebuke from colleagues, managers or others in their communities. They are inherently optimistic and see risks as opportunities. Henry Ford’s first vehicle, a motorized four-wheeled bike of sorts, failed. Miserably. Instead of throwing in the towel, he learned from the mistake and went on to pioneer the Model T. While working for the Kansas City Star, Walt Disney was told by his editor that he lacked imagination and marketable ideas. Obviously, that harsh critique did little to stifle Mr. Disney’s formidable future achievements -- all symbols of imagination and clever marketing.
Of course, the interesting corollary to these examples is how both creative geniuses promoted technology, instead of working against it. Ford radically shifted methods of transit and work. He absolutely threatened the horse-and-buggy industry, yet his company created countless more jobs virtual staffing services in pune around the world. Ford also renovated the nature of labor with assembly line processes that delivered inexpensive goods to consumers while supporting high wages for workers.
Walt Disney is a grandfather of realistic audio animatronics. You can’t visit a Disney attraction and not marvel at the robotic characters at the heart of the rides. Yet, the magic of a Disney theme park isn’t all technology -- it’s the exceptional customer service and interaction provided by live talent. The same rings true for Disney and Pixar films. The leaps and bounds in computer animation technology never surpass the humanity of the stories, which comes from writers, artists and voice actors.
Hiring Creative Talent
Given the current employment situation, the fierce competition to secure skilled talent makes perfect sense. Yet the creative, intrapreneurial mavericks should not be omitted in the search. Creative workers can be the best hires for companies that are truly in motion, tolerant of change, serious about stirring the pot to innovate, and creating new environments that require a degree of risk and uncertainty. The creativity, drive and exploratory nature of these individuals help businesses discover and capitalize on new opportunities, break free from outdated and ineffective models, pioneer unique solutions, and avoid stagnation. They have the potential to be prized assets for a growing or rebranding company.
Sourcing creative talent is itself a creative process. Elite staffing professionals excel at matching the right talent to the right business culture, often deploying unconventional recruiting and screening processes. This is the job of staffing professionals -- one they consistently perform and refine. The best way hiring organizations, MSPs and their staffing suppliers can achieve client goals together is to focus on fit.
MSPs, when tasked with managing a program concentrated on change and innovation, should spend a greater amount of time during discovery and voice of the customer meetings to get a clear picture of the client’s existing culture, its ability to loosen structures and policies, and its comfort level with creative talent who may operate outside traditional team structures or approval processes.
MSPs and their staffing partners must spend extra time communicating about the realistic nature of the client’s culture and flexibility.
Staffing professionals, combining this information with their expertise in sourcing creative talent, virtual staffing services in pune can more easily assess the best fits between hiring managers and maverick innovators.
The MSP, after coordinating with its staffing partners on submitted candidates, must also be willing to champion these selections to hiring managers, making cases for non-traditional yet innovative talent whose pros outweigh perceived cons.
If there’s a theme for the direction of business in this century, it’s punctuated by a recurring buzzword: innovation. In its assessment of 2014 business trends, Forbes discussed how the lack of cultural change has suffocated growth. The old ways of doing things were discounted as “roadblocks to process improvements,” with “true breakthrough thinking” and recruiting “more progressive candidates” as the remedies.
Then, toward the end of the piece, Forbes put all its cards on the table and exposed the challenges openly. “Some companies are indulging in new processes for creative innovation, birthing some big ideas that could open new markets,” the magazine declared. “Many CEOs openly extol innovation… Yet, very few really embrace it, acting on the most relevant ideas to truly advance their company. Change is nerve-wracking, but promising new ideas, tested in advance, can work wonders for almost any business.”
Machines and data can produce some wonderful things. Coming up with the next big idea that will lead to new iterations of these technologies -- that's best left to the dreamers, the philosophers, the artists and the creative minds behind the science.
virtual staffing services in pune
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It Staffing Company in Hyderabad
Recruiting and Managing Creative Talent to Inspire Innovation
Technology and organizational strategies today are bound together in a world striving for performance improvement. It’s hard to dispute that every company has, in a sense, become a technology company. The digital world drives the material world to a tremendous extent these days. It’s a trend that shows no signs of slowing.
As economist Thomas Pinketty predicts in his groundbreaking work Capital in the Twenty-First Century, much of the economic growth we can expect to see between this year and 2025 will flow from advances in computing, artificial intelligence, data and robotics. Despite the positive impacts these developments could make, financially and functionally, there remain reasonable skeptics who have concerns about the income inequality and vocational losses this sort of mechanized society might create. They offer dire scenarios in which robots replace all human labor -- the only monetary gains going to those who own, manufacture or control the machines.
MIT Professor Zeynep Ton explains in The Good Jobs Strategy that these examples fail to paint a broader, more realistic picture. Even the most powerful systems require human input and judgment; a purely technological approach to work and civilization would eventually collapse. The relevance and importance of the human element can’t be ignored. Artificial intelligence (AI) can’t exist and grow without the context of the human experience to inform it. Cognitive scientists refer to this discrepancy as the availability bias: people tend to place greater emphasis on information that’s easy to come by, such as data on a spreadsheet, rather than intangibles like the realities involved in the everyday interactions and operations of a business.
So as we scramble to keep pace with technology and narrow our educational focus on STEM skills, we’re neglecting the very important role that creativity plays in the process.
Creativity -- The Ghost in the Machine
It’s easy to succumb to the notion that scientists are stuffy, smock-wearing, bespectacled people who are obsessed with numbers and formulas. Yet without a creative impulse, imagination, vision and an understanding of society, it’s hard to believe that any real scientific accomplishments would have arisen. Science requires creativity for continued innovation. No invention was envisioned without curiosity and ambition: the dreamer gazing at the stars in wonder, the biologist fighting to it staffing company hyderabad cure a terrible disease, the electrical engineer helping to overcome obstacles in the way of communications, and other pioneers motivated by a need to improve our quality of life.
This sentiment is articulately echoed by astrophysicists such as Neil deGrasse Tyson and Adam Frank. Both men of science not only acknowledge the necessity of the humanities, they embrace liberal arts as a crucial backbone to scientific achievement. In a recent piece for NPR, Frank advocated for the value of the arts in academia: “In spite of being a scientist, I strongly believe an education that fails to place a heavy emphasis on the humanities is a missed opportunity. Without a base in humanities, both the students -- and the democratic society these students must enter as informed citizens -- are denied a full view of the heritage and critical habits of mind that make civilization worth the effort.”
Frank provides a solid reason for his conclusion: “The old barriers between the humanities and technology are falling. Historians now use big-data techniques to ask their human-centered questions. Engineers use the same methods -- but with an emphasis on human interfaces -- to answer their own technology-oriented questions.”
In the future, computers will probably assume a greater share of the work duties currently tasked to human talent, including programming and data analysis. We can’t presume that automation won’t replace or commoditize certain skill sets. Realistically, however, there’s a limit to what machines will be able to do. As Rally Health’s Tom Perrault observes in a recent Harvard Business Review article, “What can’t be replaced in any organization imaginable in the future is precisely what seems overlooked today: liberal arts skills, such as creativity, empathy, listening, and vision. These skills, not digital or technological ones, will hold the keys to a company’s future success. And yet companies aren’t hiring for them. This is a problem for today’s digital companies, and it’s only going to get worse.”
Technology and Creativity Play Well Together
Creative talent enjoy taking risks. They see these gambles as necessary systems of trial and error that lead to true innovation. Just like the world’s most renowned scientists, creative talent operate empirically. Missteps and failures don’t deter them -- they instruct them.
Not only do creative professionals take risks, they refuse to quit in the face of shortcomings, defects or even rebuke from colleagues, managers or others in their communities. They are inherently optimistic and see risks as opportunities. Henry Ford’s first vehicle, a motorized four-wheeled bike of sorts, failed. Miserably. Instead of throwing in the towel, he learned from the mistake and went on to pioneer the Model T. While working for the Kansas City Star, Walt Disney was told by his editor that he lacked imagination and marketable ideas. Obviously, that harsh critique did little to stifle Mr. Disney’s formidable future achievements -- all symbols of imagination and clever marketing.
Of course, the interesting corollary to these examples is how both creative geniuses promoted technology, instead of working against it. Ford radically shifted methods of transit and work. He absolutely threatened the horse-and-buggy industry, yet his company created countless more jobs around the world. Ford also renovated the nature of labor with assembly line processes that delivered inexpensive goods to consumers while supporting high wages for workers.
Walt Disney is a grandfather of realistic audio animatronics. You can’t visit a Disney attraction and not marvel at the robotic characters at the heart of the rides. Yet, the magic of a Disney theme park isn’t all technology -- it’s the exceptional customer service and interaction provided by live talent. The same rings true for Disney and Pixar films. The leaps and bounds in computer animation technology never surpass the humanity of the stories, which comes from writers, artists and voice actors.
Hiring Creative Talent
Given the current employment situation, the fierce competition to secure skilled talent makes perfect sense. Yet the creative, intrapreneurial mavericks should not be omitted in the search. Creative workers can be the best hires for companies that are truly in motion, tolerant of change, serious about stirring the pot to innovate, and creating new environments that require a degree of risk and uncertainty. The creativity, drive and exploratory nature of these individuals help businesses discover and capitalize on new opportunities, break free from outdated and ineffective models, pioneer unique solutions, and avoid stagnation. They have the potential to be prized assets for a growing or rebranding company.
Sourcing creative talent is itself a creative process. Elite staffing professionals excel at matching the right talent to the right business culture, often deploying unconventional recruiting it staffing company hyderabad and screening processes. This is the job of staffing professionals -- one they consistently perform and refine. The best way hiring organizations, MSPs and their staffing suppliers can achieve client goals together is to focus on fit.
MSPs, when tasked with managing a program concentrated on change and innovation, should spend a greater amount of time during discovery and voice of the customer meetings to get a clear picture of the client’s existing culture, its ability to loosen structures and policies, and its comfort level with creative talent who may operate outside traditional team structures or approval processes.
MSPs and their staffing partners must spend extra time communicating about the realistic nature of the client’s culture and flexibility.
Staffing professionals, combining this information with their expertise in sourcing creative talent, can more easily assess the best fits between hiring managers and maverick innovators.
The MSP, after coordinating with its staffing partners on submitted candidates, must also be willing to champion these selections to hiring managers, making cases for non-traditional yet innovative talent whose pros outweigh perceived cons.
If there’s a theme for the direction of business in this century, it’s punctuated by a recurring buzzword: innovation. In its assessment of 2014 business trends, Forbes discussed it staffing company hyderabad how the lack of cultural change has suffocated growth. The old ways of doing things were discounted as “roadblocks to process improvements,” with “true breakthrough thinking” and recruiting “more progressive candidates” as the remedies.
Then, toward the end of the piece, Forbes put all its cards on the table and exposed the challenges openly. “Some companies are indulging in new processes for creative innovation, birthing some big ideas that could open new markets,” the magazine declared. “Many CEOs openly extol innovation… Yet, very few really embrace it, acting on the most relevant ideas to truly advance their company. Change is nerve-wracking, but promising new ideas, tested in advance, can work wonders for almost any business.”
Machines and data can produce some wonderful things. Coming up with the next big idea that will lead to new iterations of these technologies -- that's best left to the dreamers, the philosophers, the artists and the creative minds behind the science.
it staffing company hyderabad
0 notes