Verb Tenses are different forms of verbs describing something happened in the past, happening at present or wi

Dual language education provides a unique and powerful opportunity to strengthen children's highest cognitive brain potentials.

Helloo, thought this would be a good topic to debate about! So, which one is better: Right wing or Left wing? Discuss! Please leave your opinion and

Wondering whether it is possible for you to try diagnosing Employee Development Needs and how? Check this very informative infographic about the procedure of diagnosing Employee Development Needs and learn all about it and the ways you can successfully implement this knowledge.

C'EST MAGIQUE APPRENDRE FRANÇAIS!

This study guide and infographic for Emily Brontë's Wuthering Heights offer summary and analysis on themes, symbols, and other literary devices found in the text. Explore Course Hero's library of literature materials, including documents and Q&A pairs.

This new, clever visual chart effectively shows the 23 most common languages around the world and where they are spoken. Created by Alberto Lucas López.

This concept and the visual was taken from my new book which came out today called, The Future of Work: Attract New Talent, Build Better Leaders, and Create a Competitive Organization. One of the things I have been writing about and have tried to make clear over the past few months is [...]

What questions should you ask before co-teaching with content teachers? Ones that inform collaborative teaching and bring language into focus.

Il dure en moyenne 40 minutes, contient (presque) toujours la phrase « Parlez-moi de vous », repose à 65 % sur la tenue vestimentaire… L’entretien d’embauche n’a rien d’une science exacte, ce qui ne l’empêche pas d’avoir ses codes, ses récurrences et ses valeurs. L’infographie publiée début juin par le site id-carrières.com en offre un rapide aperçu.

Voici deux infographies pour comprendre de façon ludique et en s'amusant la journée type d'un manager en communication pédagogique et d'un directeur ingénieur cognitif.

Infografía sobre los comparativos y los superlativos en español, regulares e irregulares. Para practicar: Aunque se diga que las comparaciones siempre son odiosas, ¿podrías decir en qué se diferenc…

Talent development is the best way to ensure you company has a pipeline of promising staff that are both engaged and skillful to help you grow and improve. Whilst buying in talented people can be effective the identification and promotion of talent internally has a ripple effect across your organisation to help incentivise staff and improve morale. If others see that there are clear career paths open to them they will be more productive and demonstrate the types of behaviors that you wish to promote. One of the best ways of identifying talent is to use the 9 box Matrix system of categorising employees. This should not be done in secret but be a very open and honest discussion between manager and employee. The 9 box matrix contains different areas which determine two factors, their performance and their potential. Each employee is positioned in a box, best to keep this simple as some people like to have the position within the box as a factor. Firstly the manager and employee should mark where they would place the employee, it can often lead to disagreements but it is good to identify and address some behavioural observations that have been made about the employee. It can also mean that perhaps the manager assumes something about the employee. Most businesses need a large number of employees in boxes 2,5,6 and 3 who have acceptable or high performance but have little or no potential to move forward. This is not to say they could not be trained to do a higher grade position but it means they perhaps do not wish to progress as they enjoy their job or their job is in an area where promotion may not be possible unless a new skill was developed. But these people will always be the bedrock of any success by ensuring the work is done well. Those in box 1 should be actively managed out of the business. They would have been identified as lacking the requisite skills for the role and all training interventions undertaken have not improved the situation. If this box is used frequently in your organisation then you may wish to determine the length of service of those falling into this category as it could point to a deficiency with your recruitement process and if the process is outsourced to agents can be used to give direct feedback to those agencies to help improve future joiners. Those in box 4 and 7 should be moved out of this box within 6 months or fall into box 1. This can be done by targeting training to their particular deficiency. It may also be wise to provide a mentor to those in box 7 as they will be a valuable asset should their current performance improve. Boxes 8, 9 and 6 are those that should fill any job vacancies at higher positions and providing working groups and mentors will help to keep their ideas fertilised until an opportunity present itself. One final thing to consider during this classification is that on a micro level it is often difficult to identify how the individual would move to the next box so ensure your management are clear on how the path to the next box whether that be vertical or horizontal is achieved. On a macro level this grid will give you great insight into your organisation and working on percentages can really tell you if you have a good workforce or if perhaps more should be done with training or engagement. A box with more employees to the left should identify overall training deficiencies and a box with more to the bottom will identify a problem with staff engagement.

The EFF recently released their Encrypt The Web report and included the cool infographic above. We’ve asked the companies in our Who Has Your Back Program what they are doing to bolster encryption in light of the NSA’s unlawful surveillance of your communications. We’re pleased to se

One concept that has flown out the window since the Great Recession is employee loyalty. I believe too many employers demonstrated their lack of sensitivity during tough financial times and, as a result, employees figure they are on their own. Of course, not all employers did this and they are reaping the benefits in terms […]

Last week it happened… I had a team that completely went off the deep end. I tried my normal ways to draw them back in and it didn’t work. They seemed completely dysfunctional, always r…

The ATD Public Policy Council has released a new edition of Bridging the Skills Gap, the association's whitepaper on the skills gap and the important role talent development professionals play in helping organizations identifying and closing skill gaps where they exist. ATD defines a skills gap as a significant gap between an organization’s current capabilities and the skills it needs to achieve its goals and meet customer demand. It is the point at which an organization may not be able to grow or remain competitive because it cannot fill critical jobs with employees who have the right knowledge, skills, and abilities. In the 2015 Skills Gap Survey, 84 percent of respondents said there was a definite skills gap in their organizations. Anecdotally, they shared comments like these: “We have turned down or not even pursued certain projects because we do not have the qualified people to lead the projects.” “We will have a large number of employees retiring in the near future. Our main concern is the transfer of knowledge.” “Product development is lagging behind the latest technologies.” “We have a significant skills gap in IT knowledge . . . Our equipment is becoming more high tech and requires more than ‘break/fix’ skills. Skilling up a workforce with limited IT knowledge can be a major challenge.” The skills gap in the United States and globally has gained significant attention during recent years. A range of studies from nonprofits and businesses cite the skills gap, and while science, technology, engineering, and math (STEM) are certainly part of the challenge—a recent post on eWeek is titled “IT Skills Gap Negatively Impacting Businesses”—it is by no means the only challenge. A recent PricewaterhouseCoopers study, “Skills Gap Is Forcing CEOs to Change How They Hire People,” found three quarters of 1,322 CEOs in 77 countries say the skills shortage is the biggest threat to their business. A recent Harvard Business Review blog sums it up, “Employers Aren’t Just Whining—the ‘Skills Gap’ Is Real.” Communities, states, regions, and entire nations—now more than ever given the globalization of business—pay a heavy price when they cannot find or equip workers with the right skills for critical jobs. They fail to flourish and they also falter in meeting the demands of the customer. THE IMPACT OF THE SKILLS GAP A U.S. Chamber of Commerce Foundation report, “Managing the Talent Pipeline: A New Approach to Closing the Skills Gap,” states that “U.S. employers are increasingly reporting problems finding qualified workers, despite stubbornly high unemployment rates. A recent survey found that 92 percent of executives believe there is a serious gap in workforce skills, and nearly 50 percent are struggling to fill jobs. In manufacturing alone, more than 75 percent of manufacturers report a moderate-to-severe shortage of skilled workers, and the problem is expected to grow. If left unaddressed, the skills gap could cause more than 5 million positions to go unfilled by 2020. This problem will be further compounded by an increase in retirements and a shrinking workforce.” The 2015 ATD survey found of those respondents indicating that there was indeed a skills gap, 87 percent reported that the skills gap was affecting their performance, with customer service, growth, and service delivery being impacted. Leaving the skills gap issue untended would be costly. But to close it, it’s important to know where to start. WHERE ARE THE BIGGEST GAPS? A July 2014 Financial Sense article reported that according to the National Federation of Independent Business, an advocacy group for small business, “The proportion of business owners reporting that they can’t find qualified applicants has been trending steeply upward since the end of the recession.” Further, “the most commonly cited shortages are in technical trades such as welding and industrial machinery maintenance, as well as in supervisory and management positions.” The skills required for these jobs points to where the real work of closing gap needs to happen. In addition to gaps in science, technology, engineering, and math, business leaders say there are also gaps in communication other soft skills. Indeed, the 2015 ATD survey found the following gaps: • 62%: communication/interpersonal skills • 58%: managerial/supervisory skills • 58%: critical thinking and problem-solving skills • 51%: leadership/executive-level skills • 50%: process improvement and project management skills • 41% technical skills. In a 2013 Adecco Staffing study, “Mind the Skills Gap,” the communication skills gap was noted to be of critical importance, “For all the traditional talk about a skills gap in technical skills, 44 percent of respondents cited soft skills, such as communication, critical thinking, creativity, and collaboration, as the area with the largest gap.” And this type of training needs to be taught alongside industry-specific and STEM skills, “Leaving college knowing how to do a specific job but not having developed stronger critical thinking and communication skills is a real disservice to students—universities need to ensure they offer a balanced education, regardless of an individual’s major or field of study.” THE PATH FORWARD: BRIDGING THE SKILLS GAP Bridging the skills gap cannot be done by any one entity. It requires a holistic approach and recognition that preparing people to go to work with relevant skills and knowledge for jobs that exist now and in the future means that everyone has a role to play. From education to employers to government and the public workforce system, new thinking and collaboration are necessary. Critical to all of this is the talent development professional. With deep expertise in adult learning and understanding the need to have a knowledgeable and skilled workforce, talent development professionals are uniquely positioned to implement training strategies to bridge skill gaps that exist in organizations. What are the best ways to bridge the skills gap? The ATD survey suggests the following solutions: 64 percent answered that providing more training internally would close specific skill gaps; 55 percent suggested identifying core competencies and targeting their development; and 50 percent said examining what skills the organization needs to be successful now and in the future. A Deloitte/Manufacturing Institute Study found that 94 percent of the executives polled believed that internal employee and training and development programs should be used to mitigate the effects of the existing skills shortage for the skilled production workforce. Additionally, 72 percent felt that involvement with local schools and community colleges would be beneficial, and 64 percent said that external training and certification programs would be beneficial.

Whilst it won’t apply to everyone, workers from “Generation Y” and “Generation X” tend to value different things in their work environment. This infographic gives some great ideas for managing employees at different stages in their career – and creating a workplace where everyone is happy and motivated.

present-perfect-with-brighton-in-the-rain have you evercards HAVE YOU EVER? (minute 7:10- no subtitles) In the shadows

Here's an infographic which displays most commonly used tools for data visualization by data scientists and data analysts for all sort of uses

Here you will find all our products and services, built by the Designmodo team to enhance your design and web presence.

Today I am sharing a framework from WRDSB to consider digital citizenship and literacies in the K12 environment. ~Mark

An illustrated collection of 15 statistical fallacies to watch out for

Have you ever wondered how we acquire language? Do you know what language acquisition means? Do you know the difference between first language acquisition and second language acquisition? In this post we talk about the 5 stages of Second language acquisition: 1. Silent or receptive phase 2. Early production 3. Speech emergence or production 4. Intermediate fluency5. Continued language development or fluency.

The Open Knowledge Foundation launched the Open Data Index, so you can see what data countries provide to their citizens. An increasing number of governments have committed to open up data, but how…

Do you need a clear-cut explanation of data science? The What-Where-Who infographic defines all key processes and roles in data science. Check it out!

I used to think I was unstoppable. Just six months ago, I was juggling a demanding full-time job, graduate school, and a blog while maintaining a decent social life and a happy marriage. Then I left my job and started working for myself. I opened an…