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DIGITAL TECHNOLOGY MUST EMPOWER WORKERS, NOT ALIENATE THEM

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It’s clear that people need more options to thrive in the digital world. The next generation of workers will depend on how we evolve education and tech in the coming years.

When you think of how to help our workforce thrive and find opportunities in the digital world, the first word that often comes to mind is “code.” Nearly every digital-skills program over the past decade has focused on computer science, with a lot of emphasis on young students. Coding, of course, is vital and a core skill for America to invest in. Google has focused resources and employee time helping people from all backgrounds to code — from helping introduce students to the basics, to offering 10,000 free Udacity courses in coding for apps, to training other businesses in how to become experts in programming artificial intelligence. All of this will help meet the growing need for workers who can write the software that will power everyone’s businesses. And it will help countless people more move into in-demand, high paying careers.

But the focus on code has left a potentially bigger opportunity largely unexplored. In the past, people were educated and learned job skills, and that was enough for a lifetime. Now, with technology changing rapidly and new job areas emerging and transforming constantly, that’s no longer the case. We need to focus on making lightweight, continuous education widely available. This is just as crucial to making sure that everyone can find opportunities in the future workplace.

There are two areas that are relevant here. The first is around basic digital skills training. An office admin, for example, now needs to use online programs to run budgets, scheduling, accounting and more. While digital technology should be empowering people, it can often alienate them from their own jobs.

Some of these skills didn’t exist five years ago, yet workers are today expected to have them. A recent report by the Brookings Institute says that jobs in the US requiring “medium-digital” skills in America have grown from 40 percent of jobs in 2002 to 48 percent of jobs in 2016.

The digital skills necessary to do these jobs are far easier to learn than code, and should be easier to deliver at scale. For example, we rolled out a “Grow with Google” program, and partnered with Goodwill last year to incorporate digital skills training into its already amazing training infrastructure for job seekers. One trainee spoke of the value of her own experiences. “Before I learned digital skills, I felt unsure of myself,” she says. “Now I feel confident. You have to feel confident in what you do in order to be successful and move on in life.”

Through these trainings, people learn about using technology to research, to plan events, analyze data and more. They don’t require a formal degree or certificate. We think there’s great scope to expand this model, and teach hard and soft skills that can empower a workforce that has access to constant, accredited learning opportunities as job requirements change.

Second, we have a huge opportunity to rethink training for jobs that are core to the digital economy, but that don’t require coding. IT support is a clear opportunity, here. Just as anyone has a clear path to becoming an auto mechanic, we need a similar path to the 150,000 open positions for IT support, in which people maintain the machines and software that underpin technology services. Yet no training today efficiently connects people to that opportunity.

We learned this ourselves through an IT-support apprenticeship program we offered, with the Bay Area’s Year Up job-training program. Over 90 percent of the young adults met or exceed Google’s expectations as apprentices, but we noticed they didn’t return to apply for full-time jobs. It turned out that the standard, two-year computer science degree cost too much time and money, teaching skills that those former apprentices simply didn’t need to start their careers.

So we developed, and just announced, a new IT certificate program alongside Coursera that’s far more focused and flexible. We believe in just 8 to 12 months, it teaches everything you need to be an IT support technician. IT support jobs are predicted to grow by 10 percent from 2016 to 2026, faster than most other occupations the government tracks. We’re giving 10,000 people free access to the course and will connect graduates to job opportunities at places like Bank of America, Walmart, Sprint, GE Digital, Infosys, TEKSystems, and the University of Pittsburgh Medical Center — as well as Google. If the program works, the payoff will be substantial. The median annual wage for IT support is close to the median salary in America.

You can imagine this lightweight, focused model being applied to other tech-related jobs of the future: Robust certification programs for project management, delivery fleet operation, and other jobs no one can imagine today, but that will be obvious — and ubiquitous — in five years’ time.

Moving beyond code and intensive degrees to these constant, lightweight and ubiquitous forms of education will take resources and experimentation. But that effort should help close today’s skills gaps, while making sure future skills gaps don’t open. That’s part of the reason Google has invested $1 billion over five years to help find new approaches to connect people to opportunities at work and help small and medium businesses everywhere grow in the digital economy.

We should make sure that the next generation of jobs are good jobs, in every sense. Rather than thinking of education as the opening act, we need to make sure it’s a constant, natural and simple act across life — with lightweight, flexible courses, skills and programs available to everyone.

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4 Tips to Lead a Successful Business Management

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All organizations want to find and maintain the first level talent that combines with their company culture and their drive to succeed. Successful companies do it, just as you can by actively managing your talent. If you want to know more information about business management you can check at Zoe Talent Solutions

Its people are the most important asset for the achievement of organizational objectives, so it is essential that they are very committed and consistently perform their work in the best possible way, but this requires effort.

Knowledge of why you need a solid talent management strategy is an issue, but how do you create one?

We have identified four steps to give your organization a competitive advantage, from attracting, developing, and managing talent to assess the success of the strategy.

Talent attraction

Interviewees should always make the first and last impression, but is your company doing the same? When you attract talent outside your organization, if you ask the following concerns, it can be helpful to formulate a solid plan:

How do potential candidates observe your organization?

What is the impact of your employer’s brand? Is it easy to remember, unique and evocative?

Does your company’s culture match the high standards of the superior talent you want?

What do your existing employees say about your company? Do they act as true ambassadors? Internet sites like Glassdoor are important for this.

Share the history of your company culture. Being transparent creates trust and guarantees that your employer’s brand is authentic. Share real stories of employees to offer insight into the core values   of your organization. Use your career page, social media and blogs to convey the message. Feel proud about staff comments.

Talent Development

When you focus on talent development, you should avoid taking a passive approach and assume that your workforce will be happy where they are or that they will approach you when they are ready to develop.

As indicated above, there must be proactivity on both sides, but an organization must have processes in place to encourage employee participation and commitment. Development and learning can take different forms, including: ”

  • Combined learning
  • Job Training
  • Formal education courses
  • External conferences / workshops
  • Online learning courses

The use of Thomas Tools for the profile of your workforce allows you to explore and plan the skills, strengths, hard and soft skills and training needs of each person.

They open opportunities for managers to modify their styles for the preferences of their team members, and delegate projects that will maximize each person’s opportunities and strengths.

Assigning tasks to the most skilled or qualified worker means that they will be more satisfied in their role, increase productivity and commitment and, in turn, the organization as a whole will benefit from a happier and more productive workforce, which has more Probabilities of staying and progressing in the organization.

Talent management

Effective talent management must be aligned with your business objectives, which will boost the quality and quantity of the talent you need. Investment in the management and development of leadership will positively affect hiring rates.

Managing talent include:

  • Teamwork skills
  • Communication skills
  • Change management
  • Conflict Management
  • Emotional intelligence 

Talent Strategy Evaluation

Move away and review the effectiveness and impact of talent management on your organization. This demands quantitative as well as qualitative data that is reliable, valid and robust; It is necessary to guarantee investment in the achievement of organizational needs. Focus on the analysis of hiring rates, engagement survey results, 360 employee results and 1-1 review forms.

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Apple joins streaming market, says can coexist with Netflix

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Far from being a Netflix Inc killer, Apple Inc envisions its forthcoming Apple TV+ streaming service as one that could sit alongside other services that viewers buy, Apple Chief Executive Tim Cook said on Tuesday.

Apple in March said it will launch a streaming service with original content from big names including Oprah Winfrey and Steven Spielberg. It plans to spend $2 billion on programming but has not said how much the service will cost.

Investors are keeping a close eye on Apple’s television efforts because subscription services are an increasingly important part of its financial results as iPhone sales decline.

Apple is entering a crowded field, including Walt Disney Co’s $6.99 per month service launching this fall. At the other end of the price spectrum, Alphabet Inc’s YouTube this month said that it was raising the price of its YouTube TV online service, a cable-like bundle of more than 70 channels, to $49.99 per month.

On a conference call with investors on Tuesday, Cook indicated that Apple will not try to give viewers everything they want.

“There’s a huge move from the cable bundle to over-the-top,” Cook told investors during a call on Tuesday, referring to streaming television services delivered over the internet rather than a traditional cable service.

“We think that most users are going to get multiple over-the-top products, and we’re going to do our best to convince them that the Apple TV+ product should be one of them.”

Source: https://www.nan.ng/news/apple-joins-streaming-market-says-can-coexist-with-netflix/

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Apple Watch helps save 80-year-old woman in Germany

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The ECG feature on the Apple Watch Series 4 gets the lion’s share of headlines about potentially life-saving incidents. However, it’s the wearable’s fall-detecting ability which is the hero of the latest story of this kind.

In Munich, Germany, an 80-year-old woman fell in her apartment. Fortunately, her Apple Watch recognized what had happened and called emergency services.

report (translated) notes that:

“The watch transmitted the coordinates of the accident scene. The police used the data to identify an address to which an ambulance had been alerted. The ambulance crew found that the door was locked and the retiree could not open it. Then they called for the fire department, which opened the apartment door by force. During this action, the smartwatch alarmed the son, who had deposited his phone number as an emergency number. Since the woman was not injured, the ambulance crew cared her only until the arrival of the son. He took over the further care.”

This isn’t the only similar story of this kind that we’ve heard. Earlier this year, a 67-year-old man in Norway was home alone when he fainted and suffered a hard fall in his bathroom. Luckily, he was wearing an Apple Watch Series 4, which alerted first responders.

Apple Watch fall detection

Fall detection was introduced as a feature with last year’s Apple Watch Series 4. It uses data from your device’s accelerometer and gyroscope to identify when users have suffered a fall. When an incident like this happens, the Apple Watch will then initiate a call to emergency services. If the user is unresponsive after 60 seconds, the emergency call is placed automatically. Your emergency contacts will also be notified and sent your location.

For anyone with elderly relatives, this could be a massive game-changer. It’s the kind of technology which truly justifies owning an Apple Watch. Check out Apple’s video about the feature below.

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