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Firm up your vital statistics

first_imgFionaLiddle offers an evaluation workout to help you measure the impact of yourtrainingWarm-upStart with the business strategyWeall know that people are fundamental to an organisation achieving its businessstrategy. By increasing people’s performance, training can therefore help toincrease business performance. Evaluation allows you to quantify this impact.If you consider how much your organisation spends on training, can you affordnot do evaluate?Exercise1Identify how performance needs to changeThisis much easier and more effective when you focus on the business objectives.For each business objective, establish the required level of performance andcompare this to current performance. If there is a gap, think about howpeople’s knowledge, skills or behaviour need to change.Itis important to identify which group(s) of people need to be involved. It isalso important to ensure that they understand why changes in their knowledge,skills or behaviour are required and how these changes will contribute tobusiness performance. By understanding why training is required, people aremore likely to be motivated to change.Exercise2Check for underlying issuesTosave yourself time, money and a lot of frustration check that there are nounderlying issues currently affecting people’s performance, for example:–Poor management/leadership,–Lack of motivation/reward,–Inappropriate processes/technology.Peoplemay already have the necessary knowledge, skills or behaviour, but due tounderlying issues they are not motivated to perform to their full potential.Where this is the case, even world-class training will have minimal impact onperformance.Exercise3Estimate the impact of trainingThisis often required in order to justify the spend on training. You need toestimate the anticipated changes in performance and the cost of training.Estimatingthe cost is particularly useful when you are selecting from more than oneproposed training solution. A suggested framework includes: analysis time,design and development time, materials, equipment/facilities, delivery time,evaluation and participants costs.Wherethe impact of training is expected to continue over a period of time, you canspread the estimated training costs. This is known as a payback period.Froman alternative perspective, calculating the cost to your organisation of nottraining is a useful exercise. This can often be very revealing and create aconvincing business case for training.Exercise4Agree evaluation methodologyItis important to agree with the relevant parties which evaluation methodologyyou are going to use.Theterm “return on investment” (ROI) is originally an accounting term and measuresthe anticipated profitability of an investment. Caution is required when usingROI in training evaluation as managers may compare this methodology to ROIcalculations for capital expenditures.Thefollowing equation provides a simple but effective alternative:Changesin performance (A) – Cost of training (B) = Impact of training (C)Ifnecessary, you can still put a pound sign on (A) by asking the question, “Whatwill changes in performance mean to your organisation in financial terms?”Exercise5Identity evaluation measuresAfundamental part of this workout is identifying relevant evaluation measures todescribe changes in performance. This can be described as “firming up the vitalstatistics”.Yourevaluation measures should include a mix of quantitative business data andqualitative data/feedback.QuantitativeUseexisting business measures as sources of quantitative data. This makes yourevaluation more credible, as the business areas will be able to identify withtheir own facts and figures.Thereare a number of performance measurement systems used by organisations, eg TheBalanced Scorecard, The EFQM Excellence Model, Key Performance Indicators.There is also a wide selection of data collected by organisations, such asproduction time/costs, sales figures, customer data, human resource information,data for industry specific standards. It is a good idea to find out howperformance is measured and recorded in your own organisation.Havingidentified which business measures will provide you with relevant quantitativedata, it is useful to find out who is responsible for collating this data andhow frequently it is collected. You may find it helpful to describe thesebusiness measures under broad categories e.g. quantity; quality; time; cost;margins. QualitativeTogather qualitative data/feedback you need to think about who will be affecteddirectly or indirectly by those who have been trained. For example: teammembers, colleagues, line managers, customers, the individuals themselves. Linemanagers also have a very important evaluation role to play, coaching andreviewing on-the-job performance. This support motivates people to makechanges.Evaluationtechniques for gathering qualitative data/feedback include questionnaires,surveys, focus groups, interviews, observation, case studies. Whereappropriate, make use of your organisation’s technology to collect and manageevaluation information – “E-evaluation”.Feedbackfrom a sample number of people will often be adequate, particularly in largeorganisations.Exercise6Plan the evaluation timescalesToensure that the business areas can make timely and full use of the evaluationfindings, identify any project deadlines which you need to accommodate in yourevaluation timescales.Akey element in gathering evaluation information is collecting base-line data,prior to the training. This will allow you to do a before and after comparison.People’sinitial reactions to the training provide a useful, early source of feedback.Again, a sample number may be adequate.Inmost cases it is useful to do an interim review of how performance is changing.Timescales for this will depend on the type of learning (shorter forskills-based and longer for behavioural). Taking an interim “reading” of allthe business measures will not always be practical, you may have to select.Timescalesfor the “final reading” of both the quantitative and qualitative measuresshould coincide. This will provide an up-to-date picture of how performance haschanged. The final readings can then be compared to the base-line data.Exercise7Measure up!Ifyou have followed the evaluation time scales, you will have a selection ofquantitative and qualitative data/feedback which describes how performance haschanged. Pulledtogether, this provides the information for (A) in your final calculation.Remember to put a pound sign on (A), if your methodology requires you todescribe the changes in performance in financial terms.Tocalculate (B), you need to revisit the costs. Remember to include a paybackperiod if necessary.Changesin performance (A) – Cost of training (B) = Impact of training (C)CooldownTakea few moments to reflect on this evaluation workout and how it could increasethe impact of training in your organisation.Practisedregularly, the exercises will help to ensure that training makes a noticeabledifference to your organisation’s bottom-line.FionaLiddle is an independent evaluation specialist. Tel 0131-447 0771 or e-mail [email protected] Previous Article Next Article Related posts:No related photos. Comments are closed. Firm up your vital statisticsOn 1 Jun 2000 in Personnel Todaylast_img read more

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Employers must learn to value the disabled

first_imgEmployers must learn to value the disabledOn 28 Nov 2000 in Personnel Today When theDisability Discrimination Act was launched, the workplace was a key target andthe new law replaced a quota system that employers had ignored for decades. The thenTory Government was turning to the stick because it was clear that appealing tothe better nature of employers had failed. Four yearson, no less a figure than Prime Minister Tony Blair is set to launch a newinitiative for the Disability Rights Commission. The new campaign will askemployers to set an example by committing themselves to hitting targets toreduce discrimination. Is thislatest move a tacit admission that the Disability Discrimination Act has notworked? The legislation has not led to a sea-change in how employers view thedisabled – a recent survey showed four out of five had never even heard of theAct. And thecase law that has emerged from the Act, and which has given headaches to manypersonnel professionals, has not provided definitive answers to the fundamentalproblems in the Act – the difficulty of deciding what is “reasonable”discrimination and of defining who is disabled.What canbe done? First, the law should be amended so that it is clear that employersare only justified in discriminating against the disabled when the individualcannot perform the essential functions of the job or is a health and safetyhazard. However, no legislation in this grey area is ever going to be a perfectinstrument. Ultimatelyit is up to good employers to lead a culture change in the workplace. The pastrecord of UK companies is poor, but the latest initiative offers an opportunityto create a future where disabled people are included and valued – and that canonly be good for business. Previous Article Next Article Comments are closed. Related posts:No related photos.last_img read more

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Without govt funding, local league will die, says Paul Bassey

first_img “My problem is with the LMC, if you set people together to run a league for you, they must look for investors,” Bassey made this known while speaking through an Uyo based radio station. “The problem we have is that for the past three years, clubs are sponsoring themselves to matches home and away, the LMC has not given a kobo to these clubs, that is why when people say the government has no business running the league, that government should hands-off, but if the government says they are not sponsoring the teams, football will die in Nigeria, if you want to face government out of the league, it has to be a gradual process. read also:LMC slams N6m fine on Nasarawa Utd over Martins’ death “For the past three years, LMC have not done anything, they will stay in Abuja and give instructions to teams. In January, we played six matches in one week, we are a government-owned club, we receive subventions at the end of the month which covers four matches in a month, yet LMC will tell you to go and play six matches, they will bring fixtures and call it a reschedule match, they don’t do anything.” He concluded. FacebookTwitterWhatsAppEmail分享 Chairman of Akwa United Football Club of Uyo, Elder Paul Bassey, has said the League Management Company, LMC, have to stand up to their responsibilities and run the league properly. Bassey disclosed that the league governing body has failed to meet their financial responsibilities to the club in the past three years. Bassey who said Nigeria professional football league club sides have been relying solely on funds from the government has now tasked the LMC to find corporate organizations to invest in the league.Advertisementcenter_img Loading…last_img read more

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Lagardère Sports become sales representative for Team Flash

first_imgLagardère Sports has today announced that it has been appointed the commercial sales representative for esports organisation Team Flash.Team Flash recently enjoyed some FIFA success after their Singapore team clinched Singapore’s first-ever esports gold medal to qualify for the FIFA eWorld Cup this June.Under the terms of the agreement, Lagardère Sports will ‘develop and sell sponsorship packages to targeted brand sectors as well as cultivate relationships to build awareness of the team’s brand in Southeast Asia’. Terence Ting, Team FlashTerence Ting, Founder and CEO of Team Flash commented: “To carve out an edge for ourselves in the esports scene, it is absolutely critical that we actively seek opportunities to develop our presence in Singapore and across the region.“We are delighted to partner Lagardère Sports, one of the top international sports marketing agencies with a strong track record and capabilities in esports. Through this partnership, we hope to unlock greater commercial opportunities and build synergies with brands that will support our team as we aim to establish ourselves as the most valuable esports property in Southeast Asia.”Deirdre Sim, Director of Business Development Asia at Lagardère Sports, added: “With esports driving a remarkable shift in the industry, we are happy to be one of the forerunners in this space. We are pleased to be working with Team Flash, one of the leading esports organisations in the region. We believe that our track record in sports marketing as well as our global network will help to elevate Team Flash to a new level and strengthen their brand proposition amongst brands and gamers in the industry.”Team Flash became the reigning champion in the East Asian Champions Cup Spring 2018, the largest international tournament for FIFA Online 3, in April this year. The team beat off competition from teams from esports powerhouses China and South Korea, as well as regional counterparts Indonesia, Malaysia and Vietnam to claim the $108,000 (£81,000) prize, which also qualified them for the FIFA eWorld Cup this June.Team Flash also boast players and teams in Dota 2 and Arena of Valor, and they’ve partnerships with the likes of Logitech and DXRacer. Esports Insider says: Lagardère Sports already have some sizable deals in place with well known orgs across Europe and NA such as Splyce, RFRSH and SK Gaming, so this is a significant move for them as they further expand their esports operations into Asia. It’s a solid move by Team Flash too partnering with a well-respected and sizable sports agency.last_img read more

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922 NFL player arrests in almost 19 years and Goodell says: ‘What we’re doing is extraordinary’

first_imgNFL commissioner Roger Goodell is cute when he gets all sanctimonious. And he’s never been cuter than after the league owners winter meetings this week.Faced with two recent high-profile incidents in which NFL players were accused of mistreating women, Goodell did what he does best — stick his head in an alternate reality.Reuben Foster was a 49ers linebacker until he was arrested on domestic violence charges Nov. 24 at the team hotel in Tampa. It was the second time in less than a year that …last_img

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Perez uncorks 28 as Lyceum goes up 15-0

first_imgPhoto by Tristan Tamayo/ INQUIRER.netCJ Perez unleashed a career-high 28 points as Lyceum survived its toughest test yet, escaping San Sebastian, 78-73, to go up 15-0 in the NCAA Season 93 men’s basketball tournament Friday at Filoil Flying V Centre in San Juan.The energetic forward went 3-of-8 from beyond the arc, on top of 10 rebounds, four steals, an assist, and a block to preserve the Pirates’ unbeaten run.ADVERTISEMENT MJ Ayaay proved to be the perfect partner for Perez, getting the job done on the defensive end while tallying 11 markers, seven boards, an assist, a steal, and a block.Jaycee Marcelino chipped in 11 points, none bigger than his game-sealing lay-up with 19.1 seconds to go, along with six rebounds, while Mike Nzeusseu got a double-double of 11 markers and 11 boards in the win.FEATURED STORIESSPORTSWATCH: Drones light up sky in final leg of SEA Games torch runSPORTSSEA Games: Philippines picks up 1st win in men’s water poloSPORTSMalditas save PH from shutout“I really don’t know how these guys keep on fighting through the pressure and the adversity. Credit goes to the players because they really are the ones making my job easy,” said coach Topex Robinson, whose wards recorded the second-best start in NCAA history next to San Beda’s 16-0 run in Season 86 back in 2010.But it was an uphill battle for Lyceum from the get-go before Perez gave his side a 70-62 lead with 5:07 remaining. Fire hits houses in Mandaluyong City Fire hits houses in Mandaluyong City BSP sees higher prices in November, but expects stronger peso, low rice costs to put up fight Typhoon Kammuri accelerates, gains strength en route to PH Brace for potentially devastating typhoon approaching PH – NDRRMC Trending Articles PLAY LIST 00:50Trending Articles02:12San Beda, Lyceum early favorites ahead of NCAA Season 9300:50Trending Articles01:37Protesters burn down Iran consulate in Najaf01:47Panelo casts doubts on Robredo’s drug war ‘discoveries’01:29Police teams find crossbows, bows in HK university01:35Panelo suggests discounted SEA Games tickets for students02:49Robredo: True leaders perform well despite having ‘uninspiring’ boss02:42PH underwater hockey team aims to make waves in SEA Games The Scores:LYCEUM 78 – Perez 28, Ayaay 11, Marcelino JC 11, Nzeusseu 11, Pretta 6, Marcelino JV 5, Ibanez 3, Srrano 2, Caduyac 1, Cinco 0, Baltazar 0, Tansingco 0.SAN SEBASTIAN 73 – Bulanadi 19, Calisaan 13, David 9, Navarro 9, Ilagan 9, Costelo 6, Baetiong 4, Baytan 3, Mercado 1, Calma 0, Are 0, Valdez 0.Quarters: 18-7, 33-27, 52-49, 78-73. Frontrow holds fun run to raise funds for young cancer patients  MOST READcenter_img Nonong Araneta re-elected as PFF president #KicksStalker: Terrence Romeo makes history with launch of signature shoe ‘TR7’ Read Next For the complete collegiate sports coverage including scores, schedules and stories, visit Inquirer Varsity. Don’t miss out on the latest news and information. LATEST STORIES LOOK: Loisa Andalio, Ronnie Alonte unwind in Amanpulo for 3rd anniversary The Golden Stags, though, refused to let go, with Allyn Bulanadi cutting the deficit down to one, 74-73, in the final 1:43.Nzeusseu drilled two freebies on the other end to restore the Lyceum lead back up to three, 76-73, but Jayson David and RK Ilagan botched their attempts in the ensuing possession, giving Jaycee Marcelino a chance to score the game-clinching drive.While he is glad to see the character of his players, Robinson warned his Pirates to stick to the right mindset they approach their final elimination games against Letran, Jose Rizal U, and San Beda.“We really have to be mentally tough. What’s more than physical toughness is the mental aspect of that. At the end of the day, it’s the final score that matters,” he said.Bulanadi carried San Sebastian with 19 points and eight rebounds, while Michael Calisaan had 13 markers and 11 boards in the losing effort.ADVERTISEMENT View commentslast_img read more

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Lopetegui extends Spain contract

first_imgSpain Lopetegui extends Spain contract Joe Wright 18:57 5/22/18 FacebookTwitterRedditcopy Comments(0) julenlopetegui - Cropped Getty Images Spain World Cup La Roja’s manager has extended his contract to 2020, meaning he will oversee qualifying for the next European Championship Spain head coach Julen Lopetegui has signed a new contract that will run until 2020, the Royal Spanish Football Federation (RFEF) has confirmed.The 51-year-old has agreed to a fresh deal that will see him lead the team during their qualifying campaign for Euro 2020.Lopetegui, who succeeded Vicente del Bosque in July 2016, has only failed to win five of his 18 matches in charge of his country. Article continues below Editors’ Picks Goalkeeper crisis! Walker to the rescue but City sweating on Ederson injury ahead of Liverpool clash Out of his depth! Emery on borrowed time after another abysmal Arsenal display Diving, tactical fouls & the emerging war of words between Guardiola & Klopp Sorry, Cristiano! Pjanic is Juventus’ most important player right now “We’ve worked hard during the last two years and we’ll continue working the same way,” he said.Luis Rubiales, the new president of the RFEF, added: “There is a mutual trust and we’re going forward with every excitement.”All the management are very happy to be able to seal this agreement.”Spain won nine and drew one of their 10 World Cup qualifiers under Lopetegui, scoring 36 goals and conceding only three.They were held to consecutive friendly draws by Russia and Germany before thrashing Argentina 6-1 in their most recent match in Madrid in March.The 2010 world champions begin their World Cup campaign against Portugal on June 15, and will also face Morocco and Iran in Group B.last_img read more

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Tribunal begins hearing into complaint against Ottawa over discrimination against FN children

first_imgAPTN National NewsAfter years of legal wrangling a preliminary hearing started Tuesday in Ottawa looking into whether Canada discriminates against First Nation children living on reserves.That’s a claim advanced by the First Nations Child and Family Caring Society and the Assembly of First Nations.The allegation is that Ottawa shortchanges children on reserves when it comes to providing services.The result is more First Nation children are in care compared to off-reserve children.Both sides argued Tuesday over the ground rules for the hearing and about witnesses.APTN National News reporter Annette Francis has this story.last_img

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Lululemon profits increase to 944 million in Q3 despite Ivivva closures

first_imgThe Canadian Press VANCOUVER — Lululemon Athletica Inc. says it earned $94.4 million in its third quarter, up from the $72.3 million it made the year before.The Vancouver-based apparel company says its earnings per diluted share amounted to 71 cents per share, compared to 43 cents per share in the third quarter of 2017.According to Thomson Reuters Eikon, Lululemon beat analyst expectations, which suggested the company would report a $92.5 million profit.Lululemon says its total net revenue increased by 21 per cent to $747.7 million and was primarily fuelled by the opening of 38 new stores across Asia, Europe, Canada and Australia.The increase in net revenue was partially offset by a decrease of $9.3 million, caused by the foreign exchange rate and the closure of 48 of its Ivivva brand stores.Meanwhile the company’s e-commerce efforts netted it $476.9 million, compared to $425.1 million the year before.last_img read more

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Former firefighter with PTSD sues Syncrude over suspended benefits dismissal

first_img“But if you flip that switch that many times, it gets stuck on and you’re always at that level of agitation or awareness.”Swan was on his day off in Kelowna, B.C., in May 2016 when he got a call from work telling him to get back to Fort McMurray, where a fierce wildfire was rapidly spreading.Unbeknownst to him at the time, his PTSD was in full force.Swan was assigned to watch over a pharmacist who stayed behind during the city-wide evacuation to fill prescriptions. Swan said he would have been better off keeping busy fighting the blaze. Swan has also complained to the Alberta Human Rights Commission.The allegations against Syncrude have not been proven in court and the company has not yet filed a statement of defence.Swan, 44, began working for Syncrude in 2002 as a heavy equipment operator at its vast mining operation north of Fort McMurray, Alta. In 2007, he joined the company’s fire department, which sometimes responds to calls in the surrounding community.“I was really good at it and loved it,” Swan said in an interview, a black lab named Jack who he’s training to be a service dog, at his feet.Swan said his PTSD built up over time and there was no single event that triggered it. On the job he had to deal with anything from injuries and illnesses to an explosion on site, he said.He said his adrenaline would ramp up every time and it was like flipping on a light. CALGARY, A.B. – A lawsuit filed by a former firefighter and paramedic against Syncrude Canada claims the oilsands giant wrongfully denied him benefits and fired him after he was diagnosed with post-traumatic stress disorder related to his job.Mike Swan is seeking damages for lost compensation and benefits, improper paycheque deductions and in lieu of reasonable notice, says a statement of claim filed Dec. 19 in Alberta Court of Queen’s Bench.The suit is also asking for “moral or aggravated damages for bad faith throughout the employment relationship” as well as punitive damages.center_img “I remember feeling like I was vibrating, like there was nothing worse to me than not actually fighting the fire, and sitting in that parking lot just breathing smoke in.”Swan said the tipping point was when his then-fiancee left him, telling him she never knew what would set him off. His captain found him crying by an ambulance at work and suggested he get help through a company program.“It was useless. They wanted me to eat a salad and get some sleep.”His own psychologist, saying he’d likely had it for years, diagnosed Swan with severe PTSD in March 2017.At first, Swan thought he’d be back on the job after a few weeks.But the following May, his psychologist recommended he get full-time treatment, so he went off work.The statement of claim says Swan received the proper benefits and compensation until October 2017, when a mix-up at the Workers’ Compensation Board led to him losing a week of benefits and top-up pay.Then, in February of 2018, Syncrude told Swan he had to return to work within a week, even though his care team and the WCB did not think he was ready, the lawsuit claims. The statement of claim alleges his benefits and top-up payments were again suspended and improper deductions were made from his paycheque.The suit is seeking a declaration that Syncrude’s actions amounted to constructive dismissal.Syncrude fired Swan on Sept. 20 in what the lawsuit claims was wrongful dismissal.Company spokesman Will Gibson declined to comment on Swan’s specific case, but said “Syncrude values and supports its employees.”Swan said his disputes with Syncrude have worsened his mental health at a time when he should have been focused on getting better.He said he’ll never work as a firefighter or paramedic again because of his condition and he’s exploring retraining options through the WCB.The ordeal has ruined him financially, he added. His sister, with whom he’s been living in Calgary, has set up a GoFundMe page to help with legal and medical bills.“Think about every mental-health campaign that’s going on right now. What are they telling us? Put your hand up. Ask for help,” he said.“I asked for help. I’m still asking for help.”last_img read more

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