Sentences with phrase «future needs of employers»

Not exact matches

I mentioned in a recent INC. blog piece about Peanut Butter, a student loan repayment benefit service for employers (getpeanutbutter.com), that one of the most compelling reasons the company will likely succeed is that it's creating a solution that virtually all future customers will desire or need.

To encourage employees to be enthusiastic about the future of the business, the employer must give the workforce what it needs to make meaningful contributions to the company.

For Gen Z, the biggest aspects of their future employer's culture that need to match their personality are friendliness, diversity and office environment.»

«Since labor law has mostly been written for those with formal employers, we need to imagine a world where things are different,» says Libby Reder, a fellow at the Aspen Institute's Future of Work Initiative.

It is impossible for an employer to satisfy every employee's needs at all times and to predict how the flow of business may change in the future.

To stay ahead of the game, industry employers need to protect forward, with reliable data, ensuring that valued employees stay and future talent is available.

Through training and cultivating talents, FCAS helps prepare the right workforce for the banking sector, provide an internship scheme to students that combines both academic theory and practice, and build bridges between academia and the industry to make university curricula more relevant to the needs of their future employers.

Time for some brutal honesty... this team, as it stands, is in no better position to compete next season than they were 12 months ago, minus the fact that some fans have been easily snowed by the acquisition of Lacazette, the free transfer LB and the release of Sanogo... if you look at the facts carefully you will see a team that still has far more questions than answers... to better show what I mean by this statement I will briefly discuss the current state of affairs on a position - by - position basis... in goal we have 4 potential candidates, but in reality we have only 1 option with any real future and somehow he's the only one we have actively tried to get rid of for years because he and his father were a little too involved on social media and he got caught smoking (funny how people still defend Wiltshire under the same and far worse circumstances)... you would think we would want to keep any goaltender that Juventus had interest in, as they seem to have a pretty good history when it comes to that position... as far as the defenders on our current roster there are only a few individuals whom have the skill and / or youth worthy of our time and / or investment, as such we should get rid of anyone who doesn't meet those simple requirements, which means we should get rid of DeBouchy, Gibbs, Gabriel, Mertz and loan out Chambers to see if last seasons foray with Middlesborough was an anomaly or a prediction of things to come... some fans have lamented wildly about the return of Mertz to the starting lineup due to his FA Cup performance but these sort of pie in the sky meanderings are indicative of what's wrong with this club and it's wishy - washy fan - base... in addition to these moves the club should aggressively pursue the acquisition of dominant and mobile CB to stabilize an all too fragile defensive group that has self - destructed on numerous occasions over the past 5 seasons... moving forward and building on our need to re-establish our once dominant presence throughout the middle of the park we need to target a CDM then do whatever it takes to get that player into the fold without any of the usual nickel and diming we have become famous for (this kind of ruthless haggling has cost us numerous special players and certainly can't help make the player in question feel good about the way their future potential employer feels about them)... in order for us to become dominant again we need to be strong up the middle again from Goalkeeper to CB to DM to ACM to striker, like we did in our most glorious years before and during Wenger's reign... with this in mind, if we want Ozil to be that dominant attacking midfielder we can't keep leaving him exposed to constant ridicule about his lack of defensive prowess and provide him with the proper players in the final third... he was never a good defensive player in Real or with the German National squad and they certainly didn't suffer as a result of his presence on the pitch... as for the rest of the midfield the blame falls squarely in the hands of Wenger and Gazidis, the fact that Ramsey, Ox, Sanchez and even Ozil were allowed to regularly start when none of the aforementioned had more than a year left under contract is criminal for a club of this size and financial might... the fact that we could find money for Walcott and Xhaka, who weren't even guaranteed starters, means that our whole business model needs a complete overhaul... for me it's time to get rid of some serious deadweight, even if it means selling them below what you believe their market value is just to simply right this ship and change the stagnant culture that currently exists... this means saying goodbye to Wiltshire, Elneny, Carzola, Walcott and Ramsey... everyone, minus Elneny, have spent just as much time on the training table as on the field of play, which would be manageable if they weren't so inconsistent from a performance standpoint (excluding Carzola, who is like the recent version of Rosicky — too bad, both will be deeply missed)... in their places we need to bring in some proven performers with no history of injuries... up front, although I do like the possibilities that a player like Lacazette presents, the fact that we had to wait so many years to acquire some true quality at the striker position falls once again squarely at the feet of Wenger... this issue highlights the ultimate scam being perpetrated by this club since the arrival of Kroenke: pretend your a small market club when it comes to making purchases but milk your fans like a big market club when it comes to ticket prices and merchandising... I believe the reason why Wenger hasn't pursued someone of Henry's quality, minus a fairly inexpensive RVP, was that he knew that they would demand players of a similar ilk to be brought on board and that wasn't possible when the business model was that of a «selling» club... does it really make sense that we could only make a cheeky bid for Suarez, or that we couldn't get Higuain over the line when he was being offered up for half the price he eventually went to Juve for, or that we've only paid any interest to strikers who were clearly not going to press their current teams to let them go to Arsenal like Benzema or Cavani... just part of the facade that finally came crashing down when Sanchez finally called their bluff... the fact remains that no one wants to win more than Sanchez, including Wenger, and although I don't agree with everything that he has done off the field, I would much rather have Alexis front and center than a manager who has clearly bought into the Kroenke model in large part due to the fact that his enormous ego suggests that only he could accomplish great things without breaking the bank... unfortunately that isn't possible anymore as the game has changed quite dramatically in the last 15 years, which has left a largely complacent and complicit Wenger on the outside looking in... so don't blame those players who demanded more and were left wanting... don't blame those fans who have tried desperately to raise awareness for several years when cracks began to appear... place the blame at the feet of those who were well aware all along of the potential pitfalls of just such a plan but continued to follow it even when it was no longer a financial necessity, like it ever really was...

«The number of women saying they feel pessimistic about their future in the profession and the number saying their priority is to leave teaching must give employers and Government pause for thought about the urgency of the need to create a teaching profession which genuinely values and supports all women teachers.

Participants took part in a real - time electronic poll which explored their views on a series of issues relating to their profession: Among the results were: over three quarters of BME teachers considered themselves to be ambitious, yet stated they are being held back by racial discrimination, and the attitude of senior colleagues; nearly two - thirds (62 %) of BME teachers felt their school or college was not seriously committed to addressing their professional development needs and aspirations; 63 % of BME teachers said their employers were not committed to ensuring their mental and physical wellbeing at work, with workload cited as the single most negative factor impacting on their wellbeing; the vast majority of BME teachers felt the Government does not respect and value teachers and does not understand the day to day realities of teaching (99 %); three quarters of BME teachers said they were not confident that their headteacher will make professional and fair decisions regarding their future pay.

Our skills survey shows that many of the UK's engineering employers are suffering from engineering skills gaps, shortages and an ageing workforce, and this will only get worse in the future when huge numbers of engineers and technicians are forecast to be needed for new infrastructure and energy projects.

The IRTE and IMI will also work together to develop future irtec assessments, as well as new National Occupational Standards and vocational qualification frameworks for the commercial vehicle sector, to ensure that the evolving needs of employers are met.

This is key to securing a good supply of science and technology graduates in the future, which employers say they desperately need.

The modern industrial strategy is aligned with much of the work we're doing at the college to help young people develop skills that employers need now and in the future.

«These findings show that too many young people are effectively being led up the garden path by careers advice in schools, which is significantly out of step with the needs of industry and future employers.

«The number of women saying they feel pessimistic about their future in the profession and the number saying their priority is to leave teaching must give employers and government pause for thought about the urgency of the need to create a teaching profession which genuinely values and supports all women teachers.

This level of creativity and exploration is desperately need in the jobs of the future; no longer are passive work and systematic learning the skills that employers require.

The REC's recent Future of jobs commission report highlighted the need for inclusion and diversity to be embraced as a way of ensuring that employers are accessing the best talent they need, and this is particularly relevant to the education sector.

Periodic international tests show that we are falling behind more and more countries and employers will tell you that young people coming out of college need better math, writing and thinking skills if they want the good jobs of the future.

Promote social - emotional learning as a critical issue in workforce development, working closely with employers to identify and promote the skills that employees need in order to be competitive for the jobs of the future and successful in the workplace.

She will add: «So far the Government has put too much emphasis on the needs of employers and not enough on what is best for young people's future careers and their aspirations.

And it's time for our districts — all districts — to support California's teachers in creating new lessons to meet our students» needs and modeling the kind of collaboration their future employers will expect.

New research from Professor James Heckman also shows that high quality early childhood education can improve the development of lifelong character and critical thinking skills — the skills employers need to fill the jobs of the future.

Even if you are not a student and applying for a job, you need to create a piece of writing, just to show your future employer that you can build a coherent and well - structured text.

If you or your employer are tired of the high costs of health insurance and premiums, and would prefer to keep that money for yourself to spend as you need healthcare, or save for the future, you should look into a Health Savings Account.

In the event a graduate needs a reference for a future employer in the dog training field, VSA will supply proof of successful completion for VSA graduates.

Each organization has its own particular style or culture, and a candidate, as well as a future employer, needs to assess the likelihood of a good fit.

As legal research subscription services like Westlaw and Quicklaw become more like Google in terms of their user interfaces, students may think that their basic understanding of Google searching is sufficient to meet the legal research needs of their future employers.

Kevin Green, Chief Executive of the REC welcomed the report: «This review of the international community's fears and needs following the EU referendum contains warnings about the challenges employers could face in the future.

Also, at the very least, an affidavit from an employer will likely be needed to support any projections of future lost earnings or lost earning capacity.

Long term care insurance plans continue to evolve to meet the current and future needs of diverse employers and employees.

When drivers apply for a commercial driver position, they need to be aware of the fact that their future employers will check their driving records as part of the selection process.

Next you need to craft a powerful statement detailing what you bring to your future employer as well as a concise, chronological listing of your previous positions (for the last ten years) and your accomplishments.

Give your employer the two weeks, or as needed notice and keep working up until your very last day to maintain a portfolio of opportunities today and in the future.

With a reduced supply of skilled workers (which will become a more prevalent issue in the future), employers will need to raise wages to attract and keep employees.

In the nearest future, that is in 2017 more attention will be paid to the selection of candidates with the personal qualities the employer needs, and especially soft skills.

Remember that, in a work climate where people can be expected to change jobs far more frequently than they did in earlier generations, it's important to maintain a positive and supportive network of professional references — which means that you should a) always leave an employer on a positive note; and b) do your best to maintain a cordial relationship with them just in case you might need them to serve as a reference for you in the future.

Such an expression of gratitude may help to ensure that your employer will be willing to serve as a professional reference for you in the future should the need arise.

If you are committed to capturing your client's true unique value, meeting the needs of the future employer, and igniting interest over other candidates, you will introspect and embark on a writing journey that is time - consuming, challenging, and time transcendent.

You need to remember that employers want to hire employees who can produce results, and that past performance is the best indicator of future success.

The job seeker just needed the right resume to portray all of this to future employers or partners.

If you know how industry changes affect how business will be done in future months and years, you can anticipate the potential needs of your customers and employers.

The tips to modify the resume objective according to need helps present the future aspirations effectively in resume and grab the attention of the employer.

All of these emotions need to be processed before you can talk to a future employer about it.

A8: Use examples of past achievements to show future employers how you can meet their needs #BizChatsJessica H Hernandez

From the vantage point of the executive job seeker, your best chance of winning over an employer is showcase heightened interest and overwhelming knowledge of the employer's background, needs, and future possibilities.

Once your resume is written, you need to get it in front of the right people — i.e., your future employer.

Students need to become more aware that future employers may not intuitively understand the value of study abroad — nor be impressed with international experience on a resume.

It is a marketing roadmap that directs a future employer through your highway of leadership promotions, noteworthy achievements, and bottom - line contributions that directly address their needs and requirements.

A truly talented resume writer is trained and committed to crafting documents that will gain you an interview by catering to the needs of your future employer and NOT yours.