Yadav Electricals SVN Consultants, Anil Mistry HVAC: Arham House / Dipen Gada and AssociatesSave this projectSaveArham House / Dipen Gada and Associates Structural Designer: Houses CopyAbout this officeDipen Gada and AssociatesOfficeFollow#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousesVadodaraOn FacebookIndiaPublished on July 12, 2020Cite: “Arham House / Dipen Gada and Associates” 11 Jul 2020. ArchDaily. Accessed 10 Jun 2021.
AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving. Grassroots Philanthropy: Field Notes of a Maverick Grantmaker Howard Lake | 23 May 2008 | News 23 total views, 1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Tagged with: Funding
[youtube height=”450″ width=”800″]http://youtu.be/0pLfX-U76Yo[/youtube] Howard Lake | 14 June 2014 | News [youtube height=”450″ width=”800″]http://youtu.be/X5mg2dVpIMM[/youtube] Three fundraisers recognised at Stroke Association’s Life After Stroke Awards The 2014 Stroke Association Life After Stroke Awards has recognised and thanked both individuals and organisations that have helped the charity over the past year.The charity has produced video reports on each of them to help thank them publicly, and inspire others to support the charity.About the Life After Stroke Awards Tagged with: Awards 1. Amanda Morris – Fundraiser of the Year[youtube height=”450″ width=”800″]http://youtu.be/c5Fl7TNWVmw[/youtube] Advertisement [youtube height=”450″ width=”800″]http://youtu.be/iB8WRr6Pqws[/youtube] 2. Herbert Smith Freehills – Corporate supporter of the year 3. Rotary International in Great Britain and Ireland – Special recognition award [youtube height=”450″ width=”800″]http://youtu.be/H0WbO9zZd10[/youtube] AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis 24 total views, 1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving.
FacebookTwitterWhatsAppEmailPrintMoreShare thisFacebookTwitterWhatsAppEmailPrintMoreShare this Mike Gimbel was a consultant to two Major League Baseball teams in the 1990s. He developed statistics to measure the overall contribution of baseball players, expressed as one number — net run production. We reprint his letter with his permission, with some explanations in brackets.Alex RodriguezAlex Rodriguez and Barry Bonds have proven that their previous performances were not caused by the use of steroids. [New York Yankee designated hitter] A-Rod has had a phenomenal season in 2015, at a very advanced age, and he did it after missing more than a full season of being banned and a good portion of the previous season as well, after having surgery on both hips. Barry Bonds, in his last season in MLB at the advanced age of 42, just prior to being “blacklisted,” had a monster season, producing a net of 35.40 runs, which was third best in the National League to David Wright and Chipper Jones. Both A-Rod and Bonds were subject to intense scrutiny and public ridicule and still managed to perform at Hall-of-Fame levels while obviously “clean.” This should put to bed all the hysteria and nonsense about steroids, but it won’t because facts will never get in the way of this witch hunt.Barry BondsI am over 71 years old. I had a torn rotator cuff in my left shoulder two years ago. While I could throw very hard about 50 years ago, I would have trouble breaking a pane of glass today, even with my right arm, which is my throwing arm. I went to the doctor to get it treated. Guess what they did? They injected my shoulder with steroids! Did they think that I needed the injection to pitch for the Mets? Of course not. This is a standard medical treatment to repair your body and, in my case, after two injections and exercising under medical supervision, it worked and my shoulder is now fine.[MLB pitcher] Andy Pettitte took human growth hormones (HGH), not to perform better, but to repair an injury so as to get back on the playing field sooner. Why was it demanded that he apologize? While I would rather that he had done this under a doctor’s care, I applaud Pettitte for doing what he could to repair himself from an injury. Isn’t that what medicine is for?Should we condemn every injured MLB player who goes to a doctor when they get hurt? Did Pettitte and A-Rod take shortcuts to get back on the field? Isn’t that what every MLB team does to get their players back on the field when they send them for Tommy John surgery [surgical replacement of a ligament in the elbow]? Wasn’t A-Rod an often injured player? Did he not have many injuries and surgeries, including on both his hips? My main concern with A-Rod is that he was not under a doctor’s care, and in contact with the team, while he self-medicated. Steroids can be dangerous to that individual, if misused. Dangerous not to you and me. Dangerous to the individual involved. In fact, all medicines should be administered by trained medical personnel. This is a health issue, not a cheating issue.I previously showed that the years when A-Rod admitted to use of steroids in Texas were years of a downward production for him, not improved performance. PED [performance-enhancing drugs] is a Madison Avenue word, not a scientific word. There is no definition for PED. Things have gotten so ridiculous that actual PEDs, as advertised on TV by jocks, are completely accepted. The “Five-Hour Energy” drinks openly claim that they improve an athlete’s performance! This type of stimulant has been around for at least a century and was used (think “greenies” [amphetamines]) by MLB players through all that time. Even sillier, Babe Ruth [the Yankee’s legendary home-run hitter of the 1920s and 1930s] used steroids and a banned substance and openly stated that they gave him the power to hit those home runs. He ate sheep’s testicles. Steroids are a form of testosterone. Guess what is in sheep’s testicles: Testosterone aka steroids. What was the criminally banned substance that Ruth bragged that he took? Beer. All alcoholic drinks were banned during prohibition. Babe Ruth defied the ban on alcoholic drinks. In the eyes of “the law,” he was breaking the law. Do we, therefore, condemn Babe Ruth and try to witch hunt him for making the greatest increase in home run productions ever seen, more so, by far, than the far smaller increase during the misnamed “Steroid Era”? Do we shout to the high heavens to ban Babe Ruth from the Hall of Fame? Shame, shame on Babe Ruth as the miscreant and lawbreaker. Ban him! Of course we should not condemn Babe Ruth! We all admire Babe Ruth’s immense contributions to the game of baseball and honor him as the greatest MLB hitter of all time. Instead, we should condemn the witch hunt that has tarnished the reputations of some of the greatest players in MLB history and which has tarnished the game itself.Let’s honor Barry Bonds as the second best hitter in MLB history and Roger Clemens as the greatest pitcher in MLB history. And while we are at it, let’s demand that A-Rod be elected to the Hall of Fame when his name comes up for that vote, and let’s not forget the others who suffered in this massive witch hunt, such as Mark McGwire [who hit 70 home runs in 1998. Bonds hit 73 in 2001]. They deserve our admiration for their accomplishments on the field, not our condemnation!Stop the witch hunt!! Welcome back Barry Bonds and Roger Clemens into the good graces of MLB as two of the greatest players who ever put on an MLB uniform!–Mike Gimbel
Twitter Pet Supplements in the U.S. 2021 Report – ResearchAndMarkets.com WhatsApp DUBLIN–(BUSINESS WIRE)–Feb 4, 2021– The “Pet Supplements in the U.S., 8th Edition” report has been added to ResearchAndMarkets.com’s offering. Pet Supplements in the U.S., 8th Edition is a detailed examination of how the above trends are playing out in the pet supplements market as marketers seek new ways to make supplements an integral part of pets’ wellness routines. Despite the favorable outlook, pet supplement marketers continue to contend with marketers of functional, condition-specific treats and foods as pet owners seek out ways to address their pets’ nutritional needs in more convenient and pet-pampering formats. Another long-term battle in the largely mature market is how to remain relevant by identifying and utilizing the latest, on-trend ingredients, such as CBD, while still assuring consumers of product safety and efficacy. Often mirroring corresponding concerns on the human side of the market, factors related to COVID-19 caused sales of pet supplements to shoot up 21% in 2020 to nearly $800 million, quadrupling the rate of sales growth seen in 2019. Among these factors are the intensified focus on health and wellness, with locked-down pet owners in closer contact with their pets and thus more in tune with their health needs, and the heightened demand for natural remedies offering relief from stress and anxiety, with CBD leaping off the charts among humans and pets alike. Add to this the pandemic-accelerated migration of consumers online, where supplements tend to excel due to their small size/low shipping costs, info-centric nature, need for replenishment, and customizability, and the pandemic- driven influx of new pets into the market among worried and bored American families seeing the comfort, companionship, and diversion pets offer, and the outlook remains solid for the foreseeable future, with U.S. retail sales of pet supplements expected to well exceed $1 billion by 2025. Building on the analysis presented in the previous editions of this report, this fully updated eighth edition of Pet Supplements in the U.S. covers historical and projected retail sales from 2015 through 2025, competitive strategies of key players, and trends in new product development such as condition-specific formulations, life stage-focused products, feline supplements, natural/organic supplements, and carry-overs from the human supplements market, as well as retail channel trends. The report provides an in-depth examination of the CBD market, following trends in regulation, consumer perceptions, new product development, and marketing. Featuring exclusive data from the publisher’s Surveys of Pet Owners, the report details supplement purchasing trends as well as attitudes and demographic characteristics of both conventional and CBD pet supplement purchasers. For more information about this report visit https://www.researchandmarkets.com/r/gyl2rg View source version on businesswire.com:https://www.businesswire.com/news/home/20210204005538/en/ CONTACT: ResearchAndMarkets.com Laura Wood, Senior Press Manager [email protected] For E.S.T Office Hours Call 1-917-300-0470 For U.S./CAN Toll Free Call 1-800-526-8630 For GMT Office Hours Call +353-1-416-8900 KEYWORD: INDUSTRY KEYWORD: ALTERNATIVE MEDICINE HEALTH PETS CONSUMER SOURCE: Research and Markets Copyright Business Wire 2021. PUB: 02/04/2021 05:02 AM/DISC: 02/04/2021 05:02 AM http://www.businesswire.com/news/home/20210204005538/en Local NewsBusiness Facebook Twitter Pinterest WhatsApp Pinterest TAGS By Digital AIM Web Support – February 4, 2021 Facebook Previous articleCOVID: Set US Goal at 5M Vax Doses Per Day for Herd Immunity, says AHFNext articleXPeng Ships Second Batch of G3 Smart Electric SUV for Customers in Norway Digital AIM Web Support
The Ellen Noël Art Museum is hosting its last Adventures in Art class for the school year on May 9. In this Adventures in Art class students age 6-12 will get to focus on painting while getting to tour the exhibit, Women Artists: Four Centuries of Creativity and learn techniques for painting with acrylics.The next Adventures in Art class will be in October 2021.You can register your student in advance by contacting Annie Stanley at 432-550-9696, ext. 213, or [email protected] Class fee is $20. Advance registration only. Spots are limited for this class. Scholarships are available through the Neely Hunter Palmer Memorial fund, a news release said.The museum is taking safety precautions by requiring face masks for students and any adults entering the building to ensure everyone’s safety. Facebook Previous articlePop-Up Vaccine ClinicNext articleNTO grads value their experience Odessa American WhatsApp Pinterest Twitter WhatsApp Registration open for painting focused class for children Pinterest By Odessa American – April 28, 2021 Twitter Facebook Local News
365 additional cases of Covid-19 in Republic Twitter Main Evening News, Sport and Obituaries Tuesday May 25th Drugs seizure in Derry Facebook Google+ WhatsApp Pinterest WhatsApp Facebook Google+ 75 positive cases of Covid confirmed in North Further drop in people receiving PUP in Donegal News Twitter RELATED ARTICLESMORE FROM AUTHOR By News Highland – January 11, 2013 Police in Derry have found cannabis resin with an estimated street value of £11,000.It was discovered during a planned search of a house in the city earler today.A 29-year-old man has been arrested. Previous articleAthletics – Manager Of The Month For McDaidNext articleBruckless Drowning to be commemorated 100 years on News Highland Pinterest Man arrested on suspicion of drugs and criminal property offences in Derry Gardai continue to investigate Kilmacrennan fire
Previous Article Next Article Technologyis plays an important role in HR, but what are the next big initiatives? KeithRodgers asked five software specialists to outline how advances in IT willimpact on HR professionalsThe software industry is notorious for developing applications way ahead ofthe business community’s readiness to implement them, and IT in HR is noexception. Concepts such as employee self-service have been touted for years,yet it’s only comparatively recently that applications have begun to be adoptedby mainstream users. Take-up of several other technologies, such as strategicHR analytics or e-learning, still lags some distance behind the marketing hype.Predicting the next trends in HRIT is an odd mixture of the familiar and thenew. The next ‘big thing’ in some areas of HR is not the emergence of newinitiatives, but the adoption of technologies that are at last beginning tomature. The key questions are: can the IT developer community meet userrequirements in these areas – and are the conditions right for users to takethe plunge and invest? What is clear, is that the HRIT software market reflects the development ofthe HR industry itself, as it moves from its historical focus on administrationto a strategic role at the frontline of business. Automating or outsourcing basic process tasks is just the starting point:real value is being delivered through new ways of interacting with employees,capturing their knowledge, measuring their performance and capabilities andfeeding that back into the business to create a cycle of perpetual improvement.Getting a basic task such as payroll right is still critical, but undertakingpredictive workforce modelling is the kind of area where competitive edge canreally be gained. Personnel Today asked five senior representatives of major software vendorsto map out their vision of the future of HRIT in six key areas: eHR, HRprocesses, knowledge management, training and learning, analytics and HRintegration. While there is common ground in some basic assumptions about the waythe sector will evolve, perceptions differ significantly in several key areas.In part that reflects the different positioning of major software vendors, butit reflects more advanced take-up in the US compared to Europe, and itreinforces the varied evolutionary pace of the industry itself. The HR Software Show takes place 26-27 June 2002 at Hall 1, BarbicanCentre, London.eHRMichaelBlair, CEO, Cyborg Systems (US)The biggestchallenge is the change management process – getting employees, managers andexecutives to rethink. In self-service, most companies are well intoimplementing the basic ‘name and address’ type changes. Now, they’re doing morestrategic things such as management reviews and approvals, so they can push outto the line managers. Portal capability is now almost a requirement.JoelSummers, senior vice president, human resource management systems development,Oracle (US)We’ve been talking about self-servicefor years, but the internet has now provided the capability. In the old days itwas employee-oriented – now it is rapidly moving into the line manager arena, andthat’s a critical aspect. Self-service has to succeed for analytics to succeed.Analytics are only as good as the data – if the data’s not accurate or timely,then it’s the old ‘garbage in, garbage out’ story. And portals are the key tomaking analytics successful, delivering analytics to managers, to c-levelofficers – delivering information on a daily basis. The portal is what makessense of it all.Liz Wilson, HCM strategy managerEMEA, PeoplesoftWe stillsee a slightly muddled view as to how users are going to deploy theirenterprise portals. There’s some confusion about how an employee portal couldsit under an umbrella portal for the enterprise [incorporating customers,partners and suppliers]. If the employee portal is already integrated with theHR database, that’s a big advantage – if anything’s going to stop thedeployment of portals, it will be when organisations have to do the integrationwith the back-office themselves. MarkBardoe, marketing director, meta4Ayear ago, it seemed 85 per cent of vendors were talking about eHR. When Ilooked at the number of companies doing it, a lot were experimenting, but therewasn’t wholesale adoption. What’s driving a lot of sales now, is the need for aclear return on investment. I think employee portals are the next big thing. HRis not driving the adoption of enterprise portals, but once companies startbuilding them, they will realise HR should be integrated first.SherryOlson,group product manager, human resource management, Microsoft Great PlainsBusiness Solutions (US)Thenext big move in self-service will be to extend it out to the rest of theorganisation. It’s not just an application for HR, it will be a source ofanalysis for the rest of the organisation. Specifically, it will fully equipmanagers with their own, personalised portals to manage their direct reports.Another big trend will be to allow suppliers, partners, vendors, retirees,contractors and other external users, to have access to the information.HRprocessMichaelBlair, CEO, Cyborg Systems (US)Theseadministrative functions have to be done. The closer you can integrate them tothe rest of your web strategy the better. There’s a lot of value in puttingpayroll advice on the web for people to look at. The ideal is to take theadministrative functions and have them work seamlessly with the rest of yourportal and web strategy. The danger is if companies have, say, an isolatedpayroll system and keep it – that strategy will probably cause problems.Joel Summers, senior vicepresident, human resource management systems development, Oracle (US)There’s a huge emphasis onglobalisation. The CEO wants to see what the global headcount is, and global trainingis a key aspect of the process. In terms of trends to or away from processoutsourcing, I’ve been in this business 25 years and I call it breathing:Outsource, insource, outsource, insource…LizWilson, HCM strategy manager EMEA, PeoplesoftYoucertainly want to have these processes more automated. In terms of outsourcing,there’s no huge trend one way or the other. Payroll is one area that’straditionally been outsourced, but some companies this year have moved fromoutsourcing to insourcing. There are two factors here – cost and ease ofreporting.MarkBardoe, marketing director, meta4HRtends to be 80 per cent the same wherever you go in the world – but there is nosuch thing as global HR. So outsource it – let someone else deal withmulti-jurisdictional payroll. I don’t view functions such as time andattendance as strategic HR applications.SherryOlson,group product manager, human resource management, Microsoft Great PlainsBusiness Solutions (US)Process-basedtechnologies can give a competitive edge if they complement existingapplications and can be seamlessly integrated. There will be competitive advantages realised by vendors who are able toblur the line between on-premise and off-premise HR functions to offercustomers options on deployment.KnowledgemanagementMichael Blair, CEO, Cyborg Systems(US)This is akey component of any analytics strategy. Some early KM systems were one-off andisolated, and since they didn’t have all the data that was in the organisation,there wasn’t much knowledge to manage. JoelSummers, senior vice president, human resource management systems development,Oracle (US)There are two areas – in vitro and invivo. In vivo is knowledge you carry round your head. From the HR perspective,in vivo has been the key focal point. But now there is a need to captureknowledge and transfer it into different media. The question is who is going toown in vitro knowledge management?LizWilson, HCM strategy manager EMEA, PeoplesoftThe issueis how quickly organisations can get to the information. If you have easyaccess to your own website, maybe you don’t need a KM system – if you’ve got agood search engine, you should be able to find the information. We see it as apart of learning. It should encompass every type of learning, not just onlinecourses or classroom-based training – it could be access to a journal over theweb.Mark Bardoe, marketing director,meta4KMis a very confused market – it hasn’t taken off in the way people expected. Butin certain areas we’re really getting excited. KM in the portal environment isreally going to help create the business case. Where people find a clear ROI isin areas such as indexing expertise and internal rating of knowledge.SherryOlson,group product manager, human resource management, Microsoft Great PlainsBusiness Solutions (US)Flexibility,communication and information could define the evolving organisation. More thanever, businesses are interdependent and will collaborate through businessnetworks. Internally, business organisation will become more informal withblurred boundaries between departments and tasks, with administrative tasksslowly disappearing.Trainingand learningMichael Blair, CEO, Cyborg Systems(US)Because ofthe economic slowdown, some companies said they were just not going to spend ontraining. But by implementing good e-learning, customers have saved a fortunein terms of what they used to spend. It is becoming critical – the workforcehas to retool every year because of technology change, and you need a goodongoing learning process for employees. JoelSummers, senior vice president, human resource management systems development,Oracle (US)Blended learning is the mostimportant thing. There’s instructor-led and technology-led learning, and I haveto have them together. If I’m a learning management vendor, I’m not so focused on employee development, I’m providinglearning. If I’m HR, I’m focused on the development of the workforce.Therefore, the key is blended learning – the results have to come back into HRfor competency assessment, for training plans and so on.LizWilson, HCM strategy manager EMEA, PeoplesoftEnterpriselearning is not just about employees, it is for anyone who’s interested.Customers may need to learn about products, while partners and suppliers needto have learning experiences. Take-up of learning management systems is to dowith the integration of different types of learning, the ease with which peoplecan access information, the relevance for them and how learning can be tied tobusiness objectives. MarkBardoe, marketing director, meta4Thecost argument in e-learning is superb. There has never been a very high levelof satisfaction with it – for effectiveness, it’s been a mix of e-learning andtraditional methods. But people are a lot more comfortable learning throughtechnology now – I think it will take off.SherryOlson,group product manager, human resource management, Microsoft Great PlainsBusiness Solutions (US)E-learningadoption will accelerate for Fortune 1000 companies as they look to educate aglobal workforce while trimming test and evaluation expenses to help the bottomline. Smaller companies will begin investigating the e-learning market over thenext year or two. But until the cost of deploying and maintaining e-learningcontent decreases, these companies will be more reliant on self study, e-mailand local learning opportunities to educate their workforce.Analytics (dataanalysis)Michael Blair, CEO, Cyborg Systems(US)It isbeginning to happen, the tools are certainly there. It’s about getting the dataorganised and getting data from outside the organisation. You do get into achicken and egg situation – you need the processes to get timely data toanalyse, but you need analytics to figure out what processes to focus on first.You’ve got to get corporate strategy agreed on – that should set the directionfor HR. If you’re not plugged in with the business goals and objectives, yourstrategy won’t be effective.JoelSummers, senior vice president, human resource management systems development,Oracle (US)The words ‘daily businessintelligence’ are very important – so you can see what’s happening today.Drill-down by manager is also a key aspect – if you really want theinformation, you also want accountability and responsibility. The key tosuccess will be publication through the portal – get it on the desktop and theywill use the data.LizWilson, HCM strategy manager EMEA, PeoplesoftWe’reexpecting gradual adoption – a lot of organisations haven’t got the basic datathey need before they put in the analytics. Compensation planning is a hugearea – there are so many variables, you have to have really good analyticaltools to do scenario planning. There are two ways of looking at it: theoperational view of retention, for example, and the strategic perspective,which is saying, ‘what can we do proactively to stop increases in staffturnover?’ And HR analytics shouldn’t be seen in isolation. There’s an awfullot of useful information coming out of customer relationship management, forexample, that HR can use.Mark Bardoe, marketing director,meta4Thesoftware market was very much ahead of users, particularly in terms ofbenchmarking, organisational effectiveness and performance management. Ithought that would drive the growth of HR metrics, but HR doesn’t seem to havethe power in some organisations. I think it will change when it incorporatesempirical data from outside the organisation – the larger an organisation gets,the more it will look at key indices of performance. Only when it startsproving its value will companies start implementing it.SherryOlson,group product manager, human resource management, Microsoft Great PlainsBusiness Solutions (US)HRanalytic software, and analytic software in general, is not easy to use. Withworkforce expenses being the number one liability on any company’s balancesheet, operational and strategic HR analytics will emerge as key data points inoverall business performance. The HR department needs to identify otherdepartmental key performance indicators (for example, finance and IT) and draw correlations between HR-specifickey performance indicators that relatedirectly to business performance.IntegrationMichaelBlair, CEO, Cyborg Systems (US)Being ableto seamlessly move information around is critical. That’s why people areexcited about things like XML that give standard, open ways to move informationand data around. The global non-profit HR/XML Consortium [an organisationcomprising HR vendors, end-users and job boards] is trying to do that for theHR community.Joel Summers, senior vicepresident, human resource management systems development, Oracle (US)The integration we look at is theintegration of information. Open interfaces are an incredibly important part ofinformation exchange, and XML is one of the most strategic areas ofcross-system integration. There’s a feeling that companies have done a good jobof integrating processes. But what I’m hearing is pressure for higher levels ofinformation in organisations – for example, knowing employee spend on anongoing basis. The drivers for integration are the highest-level executives andmanagers in the organisation, but I think it is something that HR professionalshave been asking for.Liz Wilson, HCM strategy managerEMEA, PeoplesoftIf HR isgoing to move into a strategic role, it has to have basic informationavailable. There have to be accurate facts and figures on the organisation –and HR won’t get them unless there is an integrated view.Mark Bardoe, marketing director,meta4Whenyou talk about classic HR process optimisation, those processes haven’tchanged. But we’re beginning to find companies not just looking at HRprocesses, but at things like employee retention. As we’re integrating thoseprocesses, HR seems to step outside the classic enterprise resource planningboundaries. Now, the new processes for business improvement are enterprise-wide.SherryOlson,group product manager, human resource management, Microsoft Great PlainsBusiness Solutions (US)Enterprise-wideintegration is strategically crucial for HRM to broaden the functionalfootprint across the organisation. Traditional silos are going away anddatabases need to support workforces as they become more agile and reportinglines become more transparent. This raises the need to integrate human resourceand payroll data, such as skills, resource availability and costs, as well asfront office applications like customer relationship management and personnelservices automation. Comments are closed. Coming to a screen near youOn 25 Jun 2002 in Personnel Today Related posts:No related photos.
Home » News » That’s loyalty! Connells Chairman celebrates 40 years with the company previous nextThat’s loyalty! Connells Chairman celebrates 40 years with the companyStephen Shipperley joined straight from school and, during a career path that’s less often seen these days, has worked his way up to the top.Nigel Lewis4th October 201701,092 Views A study of business leaders around the world recently found that the UK’s move on faster than in any other country apart from Brazil, Russian and India.The average tenure at the top is 4.8 years, down from 8.3 years seven years ago, the research by PwC revealed.No one has told the chairman of Connells Group, Stephen Shipperley (pictured, right), about this because this month he is celebrating his 40th anniversary with the company.“My own experience is testament to the emphasis that the company places on developing people within this business, giving those with potential the opportunities to advance and progress,” he says.“As a result, we have some of the best people in the industry and good people stay here. Most of our management, local, middle and senior, have been with the company 10, 20, 30 years.”Stephen joined the company as a Negotiator at its Aylesbury branch in 1977, twenty years before some of today’s younger trainees were born.He gave up the opportunity to go to university to join Connells direct from school and by 21 was a branch manager, helping the office become the most profitable in the company. By 1990, when he was in his early 30s, he was appointed a Connells Chief Executive and, in 2008, Chairman.When Stephen joined the company it had just 20 branches and 150 employees but now, thanks largely to his belief in both organic growth as well as acquisition, it now has 600 branches and 7,000 employees.Under his direction Connells has bought a raft of high-profile competitors including Sequence, Sharman Quinney, Burchell Edwards, Peter Alan, Gascoigne Halman, Rook Matthews Sayer.Other high points from his CV include Connells partnerships with Skipton Building Society, being a founder member of Rightmove in 2000 and also a founder share holder in Zoopla in 2010.Connells also says its chairman pioneered both selling mortgages within branches during the 1970s and opening seven days a week. It was also he who made the decision to buy online agent Hatched.co.uk in 2015, making Connells the first to dive into the digital deep end.“Over the last 40 years, the industry has seen many changes and challenges, but the culture and ethos that I found when starting my career with Connells – one of entrepreneurship, innovation and a clear focus on attracting and retaining good people – still very much exists today,” he says.Stephen Shipperley connells October 4, 2017Nigel LewisWhat’s your opinion? Cancel replyYou must be logged in to post a comment.Please note: This is a site for professional discussion. Comments will carry your full name and company.This site uses Akismet to reduce spam. Learn how your comment data is processed.Related articles BREAKING: Evictions paperwork must now include ‘breathing space’ scheme details30th April 2021 City dwellers most satisfied with where they live30th April 2021 Hong Kong remains most expensive city to rent with London in 4th place30th April 2021