News About Town: Republic Services will not pick up trash on New Year's Day and pick up will operate on a one-day delay. Yard waste pick up is behind schedule as well.
News Around Town: If you're getting to know the Town website, but have a tough time navigating and searching, Protect Matthews has a Google search set up for the site. With options for the type of document, exact search, or keyword search it makes finding documents on MatthewsNC.gov a great deal easier.
One Good Thing: The Arts and Science Council is holding a workshop to explain the application for the McColl Award, a $25,000 grant. This grant is open to Mecklenburg County-based nonprofits and creative individuals and ASC staff will be on hand to answer questions. This workshop is Tuesday, January 8, 2019 from 5:30, until 7 p.m. in the Van Every Auditorium at the Mint Museum on Randolph (2730 Randolph Road, Charlotte).


First and foremost, thank you for your interest in becoming a Suretrac Tire Distributor. Suretrac Tire has built a reputation as a solid brand, producing and distributing quality products throughout the world. More and more consumers trust Suretrac Tires to get them where they need to go, more and more tire dealers and distributors trust us for a quality tire they can make profit on. We at Suretrac Tire know you have choices, and we strive to be the most reliable supplier and the easiest to do business with.
Please tell me your potential markets and describe your business in a few words so we can better assist.


When I worked in tech support I really had to be careful about how I'd phrase things. Terms like the web browser, the operating system's name or even keys on the keyboard might feel natural to experienced computer users, but they did confuse the hell out of the average user.
Many did not know what the web browser was, could not say the name or version of the operating system, or find the enter key on their keyboard. It was highly frustrating but one gets used to "baby-talking" them into revealing the information needed to do the job.
So, instead of asking them to start the Internet browser, I'd more often than not ask them to start the Internet, or the program that they use the Internet with, which they then did by clicking on the e-icon on their desktop or, sometimes, starting another browser.
It was a funny time back then especially considering that these inexperienced users where doing some highly sensitive stuff on the Internet including Internet banking.
Google, the maker of the Google Browser, went to Time Square, New York to find out the answer to the question "What is a browser". They asked 50 random people on the street and the results reminded me of the time I worked in tech support.
Many tech users have a hard time adjusting to this. Not that they have to at all times as it depends on the audience.
A room full of tech savvy users will use terms like browsers, network, internet all the time. Many non-tech savvy people just won't use the terms or know about them which results in communication problems.
They do not care how it is called or what else you can do with it. They simply want to perform the two or three basic tasks that they want to do with a computer and that's it.
Google, the maker of the Google Browser, went to Time Square, New York to find out the answer to the question "What is a browser".
– What browser do you use?
I guess I could work as tech support for "smarter" people.
OK, seeing Windows all over the place day by day, it's no wonder they've don't know what Unix is for example. But not knowing what a browser is.. that gives me goose bumps. All the more these people haven't the least clue what Opera is for instance.
This is hardly conceivable but I bet ya there are videos out there of geeks and tech savvys being laughed at for dozens of similar reasons.
Are the people "stupid" or could they just give a crap less? Be happy there's such ignorance amongst the public it keeps many of us employed. I've seen these same people do amazing things in Excel and Quickbooks so I guess it's just what you know.


Retail NOW is the premier convention and expo for all professionals in the retail technology industry. This event showcases products like Retail Applications, payment technologies, network solutions, payments, printing solutions and many more etc. A principal event in the region dedicated to make new associations and understand upcoming technologies.
CitiXsys with its premier partner Support One is participating in the event to showcase its iVend Retail Management Suite, which brings technology innovations to make profitable retailers by enhancing end consumer experience.
CitiXsys showcases its latest iVend Mobile POS and iVend Passes for retailers, who look forward to enhance consumer experience by embracing mobile technology in their retail stores. Integrated eCommerce solutions are driving interactive retail experience to a next level and iVend application suite can help retailers integrate these technologies to their current setup with ease.
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INsights recently talked with Henry Yeo, Managing Director, Acez Instruments Pte Ltd.
Acez Instruments Pte Ltd is a supplier of instrumentation and control products in the Southeast Asian region, specialising in temperature, pressure, and humidity measuring instruments.
They have over 30 years of experience and focus on the HVACR and facility-management sectors, including on-board ship and offshore facilities.
Acez has Isolab (S) Pte Ltd, with calibration facilities, which are accredited to ISO/IEC 17025, to provide calibration services for temperature, pressure, humidity controlling and measuring instruments for companies that are ISO 9000 certified. This ensures quality systems are compliant and customers receive top-notch products and services.
They also have an AceCare Service Centre that offers after-sales, repair services, and preventive maintenance service level agreements. This is in line with their company's tagline, We Care, We Provide, that provides valued customers with peace of mind when they are buying products.
Acez is also involved in the CoolestSG Committee that identifies projects in "cooling Singapore" in areas such as data centres, alternative clean energies, and cooling technologies and equipment.
Their most popular Kimo products include the DBM 610 Airflow Hood, a variety of portable HVACR instruments, data loggers and CO2 sensors.
With advances in the Internet of Things (IoT) and other technologies, they see a lot of opportunities in Singapore and Southeast Asia for cold chain monitoring, wireless data logging, calibration, and wireless monitoring systems using IOT apps on mobile phones for alert and monitoring.
These solutions provide their customers with the very best in energy efficiency, IAQ, and indoor thermal comfort.


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Special discounts on products and services from other members.
Invitations to exclusive Chamber events.
Benefits are provided to all employees of the member company.
Benefits are extended to all employees of the member company.
Opportunities to be featured as a keynote speaker at our events.
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Shreyas Talpade
The maharashtrian actor Shreyas Talpade was born on the 27th January, 1976. He has appeared in Marathi as well as hindi films. He is married to Deepti Talpade whom he met at a college event as a celebrity. Deepti was then the general secretary and is a psychologist and a counsellor. Shreyas studied at Ram Welfare Societies high school in Andheri.He appeared in Marathi soap operas when he first began his career. His first show was the soap serial Woh which aired on the channel Zee T.V in which he played the main lead. He is still remembered for his role in the marathi soap serial Damini as Tejas.He Read more..
Nidaan, Aankhen, Raghu More: Bachelor of Hearts, Pachadlela, Savarkhed: Ek Gaav, Revati, Iqbal, Apna Sapna Money Money, Dor, Aai Shappath..!, Aggar, Dil Dosti Etc, Om Shanti Om, Bombay To Bangkok, Welcome to Sajjanpur, Golmaal Returns, Dashavatar, Paying
The maharashtrian actor Shreyas Talpade was born on the 27th January, 1976. He has appeared in Marathi as well as hindi films. He is married to Deepti Talpade whom he met at a college event as a celebrity. Deepti was then the general secretary and is a psychologist and a counsellor. Shreyas studied at Ram Welfare Societies high school in Andheri.He appeared in Marathi soap operas when he first began his career. His first show was the soap serial Woh which aired on the channel Zee T.V in which he played the main lead. He is still remembered for his role in the marathi soap serial Damini as Tejas.He made his debut in the movie Iqbal which brought him at the steps of fame and success. His next film was Dor where he played a comedy role and acted as a Bheroopiya. This film too did well. In the year 2006 he starred in the movie 'Apna Sapna Money Money'. He played the role of pappu master and was critically acclaimed for his work opposite the Bollywood's King Khan.He is mostly noted for his comedy roles in movies like Golmaal returns, Housefull 2 and Golmaal 3. His aunts Jayshree Talpade and Meena Talpade are Bollywood actresses. He was recently seen in movies like Welcome to Sajanpur and click a film by Sangeeth Sivan. He won the Star Dust Breakthrough award for his acting skills in the blockbuster Om Shanti Om.He is still remembered for his role in the movie Iqbal where he faced most of the challenges as an actor as he played the role of a deaf and mute person and still had aspirations to be a part of the Indian national cricket team. The film was well acclaimed by both the audience as well as the critics.Following Om Shanti Om he also acted in movies like Bombay To Bangkok in the year 2008 and in the same year he went ahead to produce a marathi film named Sanai Chaughade. 1976-01-27 00:00:00 male
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Why Good People Still Can't Get Jobs
Wharton's Peter Cappelli discusses where companies have gone wrong in the hiring process.
http://media.blubrry.com/kw/p/d1c25a6gwz7q5e.cloudfront.net/audio/20191003-KW-Cappelli.mp3
A decade ago, the Great Recession triggered massive layoffs as companies large and small scaled back operations or shuttered. The job market was flooded with applicants, and it wasn't uncommon for employers to receive hundreds of resumes for a single posting. Desperate, many Americans were underemployed or accepted similar positions that paid significantly less than what they were making prior to the crash. Back then, a common refrain was, "Why can't good people get jobs?" But with a strong U.S. economy and unemployment at 3.7% (as of July 2019), employers are now grumbling that they can't find enough qualified workers. The question seems to have inverted: "Why can't jobs get good people?"
Wharton management professor Peter Cappelli contends the economy doesn't have as much to do with the hiring process as we would like to believe. Instead of relying on luck, companies should focus on trying to fix the hiring process by taking a more structured approach that is based on best practices, not subjectivity. They also should consider bringing back trained recruiters who specialize in hiring and know how to ask the right questions. Cappelli recently published an article in Harvard Business Review with the apt title, "Your Approach to Hiring Is All Wrong." He spoke with Knowledge@Wharton about why companies are wasting time and money chasing down a cast of thousands when they should be "narrowing the funnel" to find the right fit. (Listen to the podcast at the top of this page.)
An edited transcript of the conversation follows.
Knowledge@Wharton: When it comes to hiring, what's luck got to do with it?
Peter Cappelli: It certainly has something to do with it. It's certainly easier to get jobs now, that's for sure. And there's not nearly as much attention given to people who can't get jobs. It's still the case, though, that if you look at the proportion of people in the labor force who don't have a job and want one, it's about 7.1%, which is a pretty big number when you figure the unemployment rate is 3.7%. It's almost double that number, so there are still a lot of people who are unemployed and would like a job. How many of those people are impossible to employ? Well, that's a pretty good question, and we don't know the answer.
But remember that most employers aren't interested in hiring people out of unemployment. In the U.S., we fill 66 million jobs every year. If you look at the number of unemployed, it's a tiny fraction of that — it's a few million. So, most jobs are filled by people who already are working for somebody else. That's what every employer wants, right? They want to hire somebody who is currently working someplace else, ideally doing the identical job. In fact, the preference has been for people who are not even actively looking but, "Let's go find somebody who seems to be happy someplace else, because maybe they're a happy camper and we can hire them."
I think the hiring process is still remarkably frustrating for candidates because, on the employer's side, it's still not very sophisticated and not very careful. For the candidates, it's still pretty opaque. I think on the employer's side, the question is always how much sympathy to have for them because they are in control of everything. They could spend more on recruiting. They could raise their wages and get better candidates. There are all kinds of things they can do, and as far as we can tell, the kinds of things they're doing are not particularly sensible and haven't been very effective for them.
Knowledge@Wharton: In both the recent HBR article and your 2012 book, Why Good People Can't Get Jobs: The Skills Gap and What Companies Can Do About It, you discussed that there has not been a lot of effort by companies to look into the payoff of hiring someone that companies don't really know. That's pretty shocking if we consider what an ROI-centric and data-driven world we live in these days.
Cappelli: Even more shocking than that, employers don't ask whether what we are doing is working, and most of them can't ask because they don't collect the data. There have been a few surveys of this, and only about 30% of employers say that they are trying [to figure out] or that they care about whether their hiring process is giving them good candidates and good hires.
What they care about is time to fill a vacancy and how much it costs to fill a vacancy. That's what is measured. If you think about this cynically and say, "OK, let's see if we could judge restaurants this way?" MacDonald's would be the best restaurant in the country, right? They get it to you fast. It's pretty cheap. That's what most employers are doing. They're looking at cost per hire, time to fill, and they're not looking at whether our practices give us good candidates or not.
"Most employers aren't interested in hiring people out of unemployment."
Imagine if you're trying to learn to play golf, and you go to a practice range and can never see where the ball goes. Let's say you're practicing in the dark and they don't turn the lights on. You can imagine that you're doing all kinds of really cool things that are really producing great hits down the field. But, actually, you've got no idea. There's a pretty good chance that you're not doing very well, and that's the predicament most employers are in right now.
They're doing all kinds of crazy things, but they've turned the lights out and can't see the results, and they are not paying attention to even the things that we know would lead you to better hires.
Knowledge@Wharton: What are some of those things?
Cappelli: I think the biggest thing that predicts whether somebody is going to be a good candidate or not is what they have done before. Past experience, past behavior is still the best predictor of future behavior. And they're not spending an awful lot of time to try to figure out what did somebody actually do? Specifically, what did you do in your last job, and how did you do it? They ask them sometimes, generally at a superficial level, but often they don't.
The craziest thing that we do is spend all this time interviewing people in an unstructured way with each interviewer asking whatever they want. It appears that the amount of time it takes to fill vacancies is going up, and some economists think that that's because it's harder to find candidates. But the evidence suggests that we have doubled the amount of time we spend interviewing, which is typically about the worst way to hire people. Because unless you're trained as to how to interview, the questions you're asking probably aren't predicting anything. What they probably are doing is leading to demographic biases.
Knowledge@Wharton: Interviewing someone is a highly subjective process, correct?
Cappelli: It doesn't have to be, but it especially is if everyone is picking the questions they want to ask, and no one else is asking the same thing. If you've got five people interviewing somebody, and they're each asking different questions, they could come to wildly different conclusions about the same candidate.
We don't train people as to what to ask. The questions that matter are really all about past behavior. The problem with that is most candidates know what the typical questions are, and they've got canned responses to them, so you're not learning anything from that. If you look at the people who do this well, like the executive search people who do it for a living, they spend a lot of time before they interview you figuring out what they're going to ask by learning what you have done. They've talked to a lot of people about you. They know the projects you've worked on. They know the ones that worked well and the ones that didn't. They can zero in on detailed questions and go deeper to try to find out what really happened. They're more able to get at the truth because they already know a lot before they start to interview you. I don't know anybody who does that, frankly, at the hiring manager level.
Another problem is that we've given up on sophisticated recruiting. A lot of companies have gotten rid of their recruiters, others have outsourced it, so we're basically requiring first-line managers or the hiring manager to make the calls on whom to hire. They don't hire very often, they don't have training to do it, and we don't check afterwards whether they've done a good job or not.
Knowledge@Wharton: Just because someone is a hiring manager doesn't mean they know how to write an effective job description or conduct an effective search. That's a highly specialized skill, right?
Cappelli: Right. We also never give them any feedback. Here's the first problem in hiring: Typically, if I'm a hiring manager, I figure out what I think this job requires. Then I ask everybody else around me who might work with this person, "What would you like to see in a candidate?" But then we never whittle that down. We just add it all in, and you end up with these job requirements that are impossible to fill.
Knowledge@Wharton: It's like a Christmas tree with too many ornaments.
Cappelli: A Christmas tree, the purple squirrel or the unicorn candidate, right? They just don't exist. The joke is, "We want you to have three years' experience in a programming language that doesn't exist yet." You end up not being able to find anybody who could fill it. Or you don't have the money to pay to get somebody at that price point who has all those attributes.
Knowledge@Wharton: I find it ironic that companies often ignore internal hires. They're not looking at people they already know in terms of their skills and how they function in the company culture.
"This is like bailing out a sinking boat: You're complaining about the size of the bucket you're using and not looking at the hole in the boat, which is really the problem."
Cappelli: I think that's exactly right, and I think it explains the complaint from employers that hiring is really, really difficult. One of the reasons it's really difficult is they're just doing so much of it. And the reason they're doing so much of it is because they're losing people out the back door all the time. This is like bailing out a sinking boat: You're complaining about the size of the bucket you're using and not looking at the hole in the boat, which is really the problem.
If you're not promoting people from within, that means we've got to go outside to fill that vacancy, and we're doing it for all the jobs in the company now. So, we have to understand hiring in all these different labor markets, which is really difficult to do. The other thing we know is that if you don't advance people from within, they leave. The No. 1 thing right now that job seekers say they're looking for is career advancement. If you are not giving it to them in your own company, they're going to leave.
Now, we can't keep everybody, and there will be some people who are more valuable elsewhere than they are to you. But if we aren't trying to fill any of our positions from within, we've got a big hole in the bottom of our boat, and we are never going to be able to bail ourselves out.
Knowledge@Wharton: We have heard a lot in recent years that the old model of starting with a company out of college and staying until retirement has gone away. But I have to wonder if we've created a chicken-and-egg problem for ourselves. We've decided that must be true of everybody, even though some people may want to stay with the company for the long haul.
Cappelli: That's a great point, and it explains something broader: It's not that any organizations have thought this through, looked at the numbers and said, "This is what we're going to do." They're going with their gut, and they're typically going with the gut of the people at the very top.
You'll hear CEOs sometimes say, "We can't afford to train people because they'll just leave." Well, everybody leaves at some point, so the simple idea that people might leave is probably not a sufficient reason to say that we shouldn't train. I think the big problem is that no one is thinking about this critically, no one is looking at evidence to see what works. They're just going with their gut on things. And that's proving, not surprisingly, to just not work.
Knowledge@Wharton: Do you feel like there's been a re-thinking about the value of human capital in recent years? You used to hire someone and invest in them. Now, many companies don't feel like employees are worth that investment.
Cappelli: Yes, and I think there are some good reasons for that. I suspect, in a lot of companies, we were not holding people accountable — particularly in large corporations, we were not thinking carefully about what they were contributing. We had developmental opportunities that were incredibly expensive. Look at rotational assignments, for example. They'll move you and your family to Europe for three years so that you could learn something about Europe. Well, you're never going to produce much in that time because the first year or two, you're just figuring out what's going on, and then we move you back. That's incredibly expensive.
It is probably true that we were overspending on some of these things, but I think the idea that we shouldn't do any of it has become quite popular. I think that's partly a human resources problem in that human resources didn't try to defend against the onslaught of cuts. The new approach, which began with the shareholder value movement, was to say, "Let's cut if we can't see that there's any value there." That is not a crazy way to go about things, but the HR people were not able to show, "Hey, this really pays off." If you want to test this out, go into your own organization and ask them this most basic question: How much does it cost us if somebody quits? And see if you can get an answer. If all you get is the hiring cost of replacing them, they're not paying attention because the cost is hardly just that. The big cost is leaving the position vacant, bringing in somebody new who doesn't know what they're doing, waiting for them to get up to speed.
Knowledge@Wharton: Wharton management professor Matthew Bidwell has research that shows it takes three years for an external hire to get up to speed.
Cappelli: Yes, it takes three years for new hires to produce as well as somebody who is promoted into the identical position. And it takes seven years, he found, for somebody who is promoted from within to make as much money as somebody hired from the outside. So, the hiring costs per se are trivial compared to those costs.
Knowledge@Wharton: Since your book in 2012, or looking even farther back, has there been a significant change in what employees want out of a job? What's most important to them?
"As the labor market gets tighter and there are more jobs, people can be pickier. I'm not sure that what they want is so different, but their ability to get things is going up."
Cappelli: We all probably know this story about the hierarchy of needs. First, you've got to eat. In 2012, the unemployment rate was really high, and a lot of other people had given up looking and were sitting on the sidelines, waiting for jobs to come back. If you could get any kind of job, you were probably delighted to have it. As the labor market gets tighter and there are more jobs, people can be pickier. I'm not sure that what they want is so different, but their ability to get things is going up.
But it hasn't gone up as much as people think. For example, wages really have not gone up by much. Real wages – what our pay check can buy – are up but only 1.5 percent over the past year in what is supposed to be the best job market for employees in a generation. They are still well below where they were in the 1970s: It is stunning to think that the average worker got paid more 50 years ago than they get now. Efforts to improve work/life balance, which is the other thing candidates say they want, is still mainly still talk. Maybe they're trying to do more on flexibility — you can work any 80 hours per week you want — but they're not doing anything to cut back the total demands or even to help people work smarter. I don't think what people want has changed so much now, but they can demand more. In some places they're getting it. IT workers and those with technical skills see wages going up and employers constantly trying to do nice things for them, especially in Silicon Valley. But that is a small slice of the economy.
Knowledge@Wharton: Are you seeing generational shifts? Millennials are becoming a bigger part of the workforce, and Gen Z is starting to enter the workforce. Do they want different things?
Cappelli: I don't see any evidence that there are distinctive goals and values among these different cohorts, whatever labels they have been given. As far as I can tell, no demographer has ever claimed that there are. We know younger people are always different than older people because of their stage in life, but we somehow think that the younger people today must somehow be different from what older people were at that age. Some of that is because older people don't remember accurately what they looked like to their parents when they were younger. The concept of "Millennials" lumps together young people in their 20s with those who are pushing 40. I don't see that they have much of anything in common. The younger ones are just getting started in adult life; the older ones have homes and kids, so they want different kinds of things.
If you ask Baby Boomers, "Did you want work/life balance when you were entering the labor market?" they'll say, "Yeah, of course we did. We just couldn't get it. If you asked, you'd get shown the door." Now, you can get it. So, it's not that they are different; it's because the context is different. It's the fundamental attribution error in psychology, which means that when we look at people's behavior, we are inclined to assume it is because of who they are, rather than what's going on around them. That's a lot of what's going on here.
Knowledge@Wharton: Technology is a big piece of the hiring process, and it factors into questions about why people are struggling to get jobs. When I was in college, I was encouraged to call recruiters and try to get informational interviews, things like that. Now, there are a lot of technological barriers that keep job seekers from talking to hiring managers.
Cappelli: Yes, that's a big change, although the advice you get from people is still the same: See if you can get around the technology and find some person. It's just harder to do now, right? That's why so many people talk about networking to see if you can get an introduction to somebody who's behind the curtain.
In the 1990s, employers were really desperate for hiring people. Wages were going up and it was, by all accounts, still a tighter labor market than it is now. When that happened, companies tried to make it much easier for you to apply because they wanted as many applicants as they could get. I'm not sure that was such a smart thing. Everything could be submitted electronically. Then they got software that would scan applications. Applicant-tracking software is what this became known as. It's still there, so now it is so easy to apply. You might think that employers today just don't get many job seekers, but they get tons of applicants. I think the evidence is that, if you count people who go to a typical website to hunt for a job, about 2% of those will ever get an interview. Estimates from employers say that they still get an average of about 50 applications per job, and that doesn't count the "passive" candidates that recruiters find.
It is so easy to apply that the companies have had to put up these technological screens as a way to weed them down. The problem is that most people still think it's not a particularly great way to do it. There are ways that you can game the screening with keywords and stuff like that. So, we've got a problem. It's another reason why you could be a particularly good candidate who just doesn't fit the keywords perfectly and never gets through those screens unless you can somehow explain yourself to a real human.
Knowledge@Wharton: I think a lot of companies would say they want nontraditional candidates, people who may not be an obvious fit for the job. But isn't it hard for those candidates to get through that software?
"In order to assess whether somebody is really a good fit, even though they're different, it takes a lot of eyeball time."
Cappelli: I think that's right, and I think what you're hearing is aspirational. It's also true that even at the vice president level, they're saying that stuff. But down at the recruiter level, they're still being assessed based on how well resumes match these job descriptions. And in order to assess whether somebody is really a good fit, even though they're different, it takes a lot of eyeball time.
Knowledge@Wharton: How can companies deploy this technology better?
Cappelli: One thing that is already happening, and the reality of it is not quite up to the promise, is the application of data science to the hiring process. This is using machine learning. Machine learning is a technique for finding associations — patterns — in data between the attributes that you're interested in and the outcome that you're hoping for. What attributes of job candidates relate to, or seem associated with, good performers versus bad performers?
There's pretty good evidence that, on some dimensions, these algorithms might be better at assessing candidates than a typical human might be because they don't have the biases. If they're screening an applicant, for example, they're not going to be impressed by how they look because they don't see them. There are all kinds of things that affect humans that you can be sure are not going to influence the algorithm, so there's some promise here. There are also some big risks. When algorithms make mistakes, they make mistakes at scale. They make them for thousands of people because we are applying the algorithm to hundreds and in some cases thousands of applicants. There's also more litigation risk because if you make mistakes at scale, somebody is going to find it. If you've got 100 recruiters and one of them is completely biased, it's going to be very difficult for plaintiff's attorneys or the EEOC (Equal Employment Opportunity Commission) to find out what's going on with that one person. But if your algorithm is biased against some demographic group and you're doing it to thousands of people, somebody is going to find that, and you're on the hook.
Knowledge@Wharton: In the HBR article, you point out that companies have this interesting legal relationship with an applicant. They can't be biased, and there are certain questions they can't ask. I don't think a lot of us think about that when we press the button on LinkedIn to share our resume.
Cappelli: The employers have a lot of legal obligations to applicants, and it also costs them money to process all these things even though they're trying to do it cheaper and cheaper — which is why my advice is that you don't want to just try to get as many applications as you can, because we're not so good at screening out who's good from bad. Every one of them exposes you to liability, and every one costs you money. You'd really like to get a narrower funnel of people to apply who really fit. That requires being more accurate about what you really want, not promising people things that are not true, and telling them the truth about things that not everybody is going to like. "Yes, you'll have to travel a lot for this job." What does "a lot" look like? "Well, four days a week." If you don't tell them that and just say "travel required," they might apply and say, "Oh, I can handle that," until they discover what it means and quit. If they know it's four days a week, many of them won't apply if they think that's impossible for them. Then you're weeding out people who would have been bad hires for the job.
The thing to remember is, the worst thing you can do in hiring is not leaving the job unfilled, it's to hire somebody who is going to fail. They're going to mess up. You have to get rid of them. Then you have to replace them. It's like putting a bad part in a machine. It's a really costly thing to do, and we're not paying enough attention to that.
Knowledge@Wharton: It's clear that using technology for hiring people is probably not going away, but what parts of the hiring process really need the human touch? Where is that most important?
Cappelli: We really need to look and see what's actually working for the employer. One reason is because the defense against getting sued for discrimination if your hiring practices have an adverse impact against certain classes of candidates is that you can show that your practices actually work. If you can't show that, you've got a problem. If some vendor claims they work, that doesn't help you very much.
"Human touch is pretty expensive, so the prior question is how much money do you want to spend on this? The problem is we're trying to drive that number to zero…."
Where do we need a human touch on this? Human touch is pretty expensive, so the prior question is how much money do you want to spend on this? The problem is we're trying to drive that number to zero without considering that it's costing us an awful lot to drive that number to zero, in terms of longer time to fill, bad hires. We could save a lot of money by making better hires, and we could also save by doing fewer things that don't work, such as irrelevant interviews conducted by executives whose time is very expensive.
We're drowning our line managers in time spent on hiring. They're not good at it. They don't have the time. They don't know what they're doing. Can't we give that back to somebody who has some expertise in this? They can do it a ton faster, and they can do it a lot better. I'd say that's the human touch: Use the time of people who are experts to do fewer but deeper interviews.
Knowledge@Wharton: I'd like to end with the same question that we ended with when we spoke with you back in 2012. What would your advice be to job seekers today?
Cappelli: Well, it's a whole lot easier. That's a good thing. Candidates can get much much better information about jobs now Most people believe that sites like Glassdoor and Payscale give you more reliable information than you would get from an employer about working there. I think you can also negotiate more for things unique to your needs than you could have in 2012, so that's probably all for the good. Employers are much more likely to accommodate things like working from home. I think the advice of trying to get around the software to learn about jobs and pitch to recruiters or hiring managers is probably still true, if you could do it. A lot of jobs are still filled without posting the vacancies, particularly in smaller organizations. Trying to figure out how to get to somebody who might give you a more careful read, rather than simply going through the applicant-tracking system, still seems like pretty good advice. But now the odds are much better that you're going to get a payoff. You probably don't have to apply to 100 jobs to get one bite. Now, the odds are much more in your favor. I also think it might be much easier now to negotiate with your current employer for opportunities rather than have to leave to find them, and that's a very good development.
"Why Good People Still Can't Get Jobs." Knowledge@Wharton. The Wharton School, University of Pennsylvania, 04 October, 2019. Web. 19 January, 2022	<https://knowledge.wharton.upenn.edu/article/fix-the-hiring-process/>
Why Good People Still Can't Get Jobs. Knowledge@Wharton (2019, October 04). Retrieved from https://knowledge.wharton.upenn.edu/article/fix-the-hiring-process/
"Why Good People Still Can't Get Jobs" Knowledge@Wharton, October 04, 2019,
accessed January 19, 2022. https://knowledge.wharton.upenn.edu/article/fix-the-hiring-process/
Why Good People Can't Get Jobs: Chasing After the 'Purple Squirrel'
Wharton management professor Peter Cappelli's most recent book -- Why Good People Can't Get Jobs: The Skills Gap and What Companies Can Do About It -- has inspired a reaction from just about every group with a stake in today's
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New research from Wharton's Peter Cappelli and Prasanna Tambe points out the promise and pitfalls of using artificial intelligence in human resources, where algorithms can't easily replace human decision-making.
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China's real estate sector remains a significant source of economic activity, despite an economic slowdown and tightened credit conditions. Government policies have fueled this growth for decades, with residential real estate demand largely unwavering. Over time, the market has grown[…]
Shakeela Naz
A very good "Discussion" With Sir Cappelli , each word is true, the economy of each country is directly proportional to the hiring process . I also find that there is something very wrong in the system we are living. We teach ethics is schools but when we try to find them in society and big businesses than we see nothing. I have started my startup , a financial company , when I found no job , I thought I could create more jobs ! I had succeeded to take the contract of more than forty companies and to handle their jobs I need more staff more staff mean more investment but no one invested because of risk averse behavior created by economy . Neither institutions help nor Government. And my all Sacrifice vanished to help the economy and people. I met with Pwc , EY people to convince them that I might be an asset with my multiple dimensions background but their HR was unknown how to hire and why to hire this opportunity. I am sorry but these companies are your sponsor too , I am sure someone at very high intellect had an idea from them to sponsor Knowledge. But it's a matter of concern that why and when we comes out from this Problem.
Are we waiting for magic or miracles or we forgot to trust the power of humanity?


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White chocolate truffles cake this simple cake is probably the one I've posted on Vikalinka. It took me no longer than an hour to do … including the cake.
Preheat the oven to 180 c/350F for. Butter and dust with flour 8 "/20 cm round springform pan.
Beat the eggs room temperature, vanilla and sugar in a medium bowl for about 3-5 minutes with electric mixer until white foam, and three volumes.
Fold the flour in 3 additions with a spatula, being careful not to deflate batter cake. If after the addition of starch volume is down significantly, the cake will not rise properly.
Bake in oven for 15-17 minutes until cake tester comes out clean. Bake the sponge should have risen to at least twice the height of the dough lightly. Cool on a wire rack.
Bring cream to a boil in a saucepan. Add the chopped white chocolate and stir with a whisk until chocolate is melted and completely incorporated into the cream, take immediate conducted from the heat and let the mixture come to room temperature.
Put a layer of the sponge back in springform.
Pour the mixture in the Pan cake truffles springform and chill in refrigerator for at least 2 hours or even better overnight.
Run a knife along the sides of the cake to release it from the Pan, then carefully unmold it and moved on to the cake stand.


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In this paper we present a mathematical framework for the optimal investment problem of a fund manager who gets paid a performance fee and a management fee from his investors. Through the equivalence to an optimal stopping problem, we find a simple characterisation of the solution and an early indicator that performance fees provide precarious incentives. We then incorporate more detailed specifications of the fee structure. The effects of a high-water mark, a hurdle rate or a manager's personal stake can all be demonstrated elegantly. Finally, we increase the complexity of our model by relaxing the conditions on the underlying assets and allowing for investors to enter and leave the fund over time, according to its performance. Our framework still allows for an illustrative characterisation of the manager's incentivisation in this case and we turn to numerical methods to demonstrate concrete examples.


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-I started documenting what was around me when I was 19 years old and I did my first road trip. It was the perfect way to approach, understand and connect with the places and people I met. Today as a parent, family documentary photography allows me to approach, understand and connect with parents to celebrate the wonderful, chaotic, uplifting, rewarding, challenging and intensely emotional experiences of family life.
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I realized then how important is to be in the picture with them, the same way we are present in their lives.


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text:
dependent counsel
"Dependent counsel" is the counterpart to "independent counsel." Dependent counsel is selected and directed by the insurer, represents both the insurer and the policyholder, and depends on insurers as a principal source of continuing business. In contrast, Independent counsel is selected and directed by, and represents only the policyholder, is not hired by the insurer, and has no expectation of future business from the insurer. Dependent counsel are sometimes called: insurance defense counsel, insurer retained counsel, insurer appointed counsel, and panel counsel.
The phrase "dependent counsel" implies a continuing relationship between insurers and their lawyers that some courts have described as follows: "[a]s a practical matter . . . in reality, the insurer's attorneys may have closer ties with the insurer and a more compelling interest in protecting the insurer's position, whether or not it coincides with what is best for the insured" (Purdy v. Pacific Automobile Ins. Co.(1984) 157 Cal.App.3d 59, 76), "[i]nsurance companies hire relatively few lawyers and concentrate their business. A lawyer who does not look out for the Carrier's best interest might soon find himself out of work." (San Diego Navy Fed. Credit Union v. Cumis Ins. Society, Inc. (1984) 162 Cal.App.3d 358, 364), and "defense counsel and the insurer frequently have a longstanding, if not collegial, relationship" (Gulf Ins. Co. v. Berger, Kahn, Shafton, Moss, Figler, Simon & Gladstone (2000) 79 Cal.App.4th 114, 131). "In California, an attorney may usually, under minimum standards of professional ethics, represent dual interests as long as full consent and full disclosure occur." (Lysick v. Walcom (1968) 258 Cal.App.2d 136, 147; See, also Ishmael v. Millington (1966) 241 Cal.App.2d 520, 528; Industrial Indem. Co. v. Great American Ins. Co. (1977) 73 Cal.App. 3d 529, 537.)
"Even the most optimistic view of human nature requires us to realize that an attorney employed by an insurance company will slant his efforts, perhaps unconsciously, in the interests of his real client – the one who is paying his fee and from whom he hopes to receive future business – the insurance company. Matthew 6:24 retains a particular relevancy, 'No man can serve two masters'. . . . [T]he conflict situation cannot be eliminated so long as the insurance company selects the counsel. It is simply a matter of human nature." (Union Ins. Co. v. Knife Co., Inc. 902 F. Supp. 877, 881 (W.D. Ark. 1995) (citations, quotation marks, and ellipses omitted).)
"Common logic dictates that counsel for [the insurer] would be inclined to bend his efforts, however unconsciously, toward establishing that any recovery by [the plaintiff] would be grounded on the theory of [the plaintiff's] claim which was not covered by the policy." (Howard v. Russell Stover Candies Inc., 649 F.2d 620, 625 (8th Cir. 1981) (Mo. law) (citations, quotation marks, and ellipses omitted).)
"[W]e simply cannot ignore the practical reality that the insurer may seek to exercise actual control over its retained attorneys in this context. . . . [I]t would be imprudent for this Court to hold that attorneys are independent contractors vis-à-vis insurers, but then to ignore the practical realities of that relationship when it causes injury." (Givens v. Mullikin ex rel. Estate of McElwaney, 75 S.W.3d 383, 395 (Tenn. 2002) (citations, quotation marks, and ellipses omitted).)
"[A] ruling that required an insured to be defended by what amounted to his enemy in the litigation would be foolish. Thus, [the policyholder] should not be forced to use [the insurer]'s attorneys to defend against [the injured plaintiff]' claims." Amer. Family Mut. Ins. Co. v. W.H. McNaughton Builders, Inc., 843 N.E.2d 492, 501 (Ill. Ct. App. 2006) (citations, quotation marks, and ellipses omitted).)


text:
Nel cristianesimo il termine acqua della vita (, hydor zōēs) viene usato nel contesto di acqua viva, con riferimenti specifici nell'Apocalisse di Giovanni ( e ), come anche nel Vangelo di Giovanni. In questi passi il termine Acqua di Vita si riferisce allo Spirito Santo.

I passi che comprendono  vengono a volte citati col titolo Discorso dell'acqua viva o Gesù e la samaritana. Il termine è inoltre usato quando si versa l'acqua durante le preghiere del Battesimo, invocando lo Spirito Santo, per esempio "Dalle il potere di diventare acqua di vita".

Apocalisse di Giovanni
Il riferimento all'Acqua di Vita in  appare nel contesto della Nuova Gerusalemme e afferma:

"A colui che ha sete darò gratuitamente acqua della fonte della vita.".  successivamente dichiara: "Poi mi mostrò il fiume puro dell'acqua della vita, limpido come cristallo, che scaturiva dal trono di Dio e dell'Agnello."

Il riferimento dell'Apocalisse è interpretato con lo Spirito Santo. Il Catechismo della Chiesa Cattolica, articolo 1137, lo considera "uno dei simboli più belli dello Spirito Santo".

Il tema comune della sete di Acqua della Vita nel Libro dell'Apocalisse e nel Vangelo di Giovanni può essere riassunto come segue:

L'uso del termine Acqua della Vita in  fa parte del "tema della vita" nel Libro dell'Apocalisse, con altri esempi del tipo Libro della Vita  in  e Albero della vita in  e . L'anglicano John R. W. Stott collega questo tema alla Vita eterna in :  "Questa è la vita eterna: che conoscano te, l'unico vero Dio, e colui che hai mandato, Gesù Cristo".

Vangelo di Giovanni

Nel Vangelo di Giovanni alcuni riferimenti all'acqua, come per esempio in , tradizionalmente identificano Acqua della Vita con la Spirito Santo.

I passi che comprendono  e narrano l'episodio della samaritana vengono a volte citati come il "Discorso dell'Acqua della Vita", specialmente nei testi inglesi. Tale Discorso è il secondo tra sette discorsi nel Vangelo di Giovanni che si collega ai "sette segni" in questo vangelo.

Un altro discorso, chiamato il "Discorso del pane della vita" appare in . Per conto loro, ognuno dei discorsi sull'Acqua della Vita e sul Pane della Vita sono esempi essenziali dei "discorsi a tema unico" nel Vangelo di Giovanni. Tuttavia questi due discorsi in Giovanni si complementano a vicenda per formare il tema di "Cristo è Vita".

Secondo il teologo inglese William Edwy Vine (1873-1949), questo tema di "Cristo è Vita" si collega a  dove Gesù dichiara: "Come infatti il Padre ha la vita in se stesso, così ha concesso al Figlio di avere la vita in se stesso", che riflette l'affermazione di Gesù di avere il potere di dare la vita, basato sulla sua relazione col Padre Eterno. Tuttavia, sebbene in  Dio abbia concesso il dono della vita eterna ai credenti, la possibilità di perderla () rimane se uno rigetta Gesù - fonte di vita. Secondo : "Chi crede nel Figlio ha la vita eterna; chi non obbedisce al Figlio non vedrà la vita, ma l'ira di Dio incombe su di lui."

Verso la fine del Vangelo di Giovanni (), lo scopo di scrivere il Quarto Vangelo viene dichiarato "perché crediate che Gesù è il Cristo, il Figlio di Dio e perché, credendo, abbiate la vita nel suo nome.". Ciò viene spesso correlato a : "Questo vi ho scritto perché sappiate che possedete la vita eterna, voi che credete nel nome del Figlio di Dio."

In conclusione, nell'interpretazione di Giovanni, Cristo può rivelare la Vita agli esseri umani perché è vita egli stesso. Si confronti

con

che si riferisce alla preesistenza di Cristo.

Note

Bibliografia
 Brown, Raymond. An Introduction to the New Testament. New York: Doubleday. 1997.
 Dunn, J. D. G., Christology in the Making, London: SCM Press. 1989.
Haight, R.. Jesus Symbol of God. Maryknoll, NY: Orbis Books. 1999.
 Holt, Bradley P. Thirsty for God: A Brief History of Christian Spirituality. Minneapolis: Fortress Press. 2005.
 Letham, Robert. The Work of Christ. Downers Grove: InterVarsity Press. 1993.
 Macleod, Donald. The Person of Christ. Downers Grove: InterVarsity Press. 1998.
 McGrath, Alister. Historical Theology: An Introduction to the History of Christian Thought. Oxford: Blackwell Publishing. 1998.
 Macquarrie, J. Jesus Christ in Modern Thought. Londra: SCM Press. 1990.
 O'Collins, Gerald. Salvation for All: God's Other Peoples. Oxford:Oxford University Press. 2008.
 O'Collins, Gerald, Christology: A Biblical, Historical, and Systematic Study of Jesus. Oxford:Oxford University Press. 2009.
 Pelikan, Jaroslav. Development of Christian Doctrine: Some Historical Prolegomena. London: Yale University Press. 1969.

Voci correlate
Dio (cristianesimo)
Gesù nel Nuovo Testamento
Immortalità
Preesistenza di Cristo

Altri progetti

Concetti biblici
Cristologia

redpajama_set_name: RedPajamaWikipedia


Welcome to St Mary's Catholic Primary School in Armidale. My name is Alanna McRae and I'm proud to be the Principal of our school. Thank you for taking the time to visit us. I hope this message and our website help you to get to know our school community better.
St Mary's has a long history dating back to 1848. Our story and traditions have been shaped by the Ursuline sisters, the Patrician brothers and the De La Salle brothers. Generations of families have been educated at St Mary's.
We are located in the Cathedral precinct of Armidale adjacent to the CBD. Our classrooms are housed in three main buildings surrounded by spacious and park like grounds planted out to make the most of the four distinct seasons we experience.
We provide an authentic Catholic education where children are nurtured and loved as they grow and learn. Where individuals, relationships and community are valued and respected. St Mary's is a happy school that celebrates a love of life. We work in partnership with parents and families to help each child discover and develop their unique gifts and talents. We also work closely with the parish, especially with helping children prepare for and celebrate their sacramental milestones.
St Mary's is a friendly and welcoming school community where students, parents and staff all help new families to quickly feel that important sense of belonging.
Our teachers are also learners who work hard to provide the best quality education for the children in their care. They promote a love of learning in their classrooms and encourage, support and challenge each student on their learning journey.
Students at St Mary's also have many extra cultural and sporting opportunities. All are involved in our annual student art show, school choirs, cultural performances and excursions. Many also take on individual music tuition, join the school orchestra or compete in the very successful school chess club.
Representative sporting opportunities are available to all students from the age of 8. These include swimming, cross country, athletics, orienteering, winter and summer sports especially rugby, netball and touch football.
St Mary's is a proud participant and supporter of many Armidale community events including the ANZAC Day March, the New England Festival Parade and the Armidale Eisteddfod.
We have a proud history but also an exciting future. Recent building works and refurbishments have ensured upgrading of all school facilities. Regular upgrading of our information and communication technologies embraces exciting new developments such as Smartboards, Chromebooks and Ipads which both excite and engage our students.
As a Kids Matter and a Dare to Lead school we are looking forward to new opportunities, benefits and directions for our students and community in the years ahead.
Families of all faiths who support our values and teaching are welcome to enrol their children at St Mary's. Please contact us to find out more or come for a visit. I'd love to show you around.


Jerry Don Gleaton, HPU assistant baseball coach, was inducted into the Big Country Athletic Hall of Fame on May 6.
For more information, read HPU Sports Information's coverage here, published when the honor was announced in January.
BROWNWOOD – May 2, 2013 – Members of Howard Payne University's faculty and staff were recently honored at an annual personnel recognition luncheon held on the HPU campus. Dr. Harlan Scott, chair of the biology department and associate professor of biology, was named Outstanding Faculty Member and Jodi Goode, director of information technology, received the Outstanding Staff Member Award.
The outstanding faculty and staff member awards are made possible by the Underwood family of Underwood's Bar-B-Q and the Porter family of Porter Insurance, respectively.
Certificates recognizing excellence in teaching were presented to Mike Daub, associate professor of accounting; Dan Humeniuk, department chair and assistant professor of social work; Dr. Mitzi Lehrer, assistant professor of education; and Dr. Mark Patton, professor of business administration.
Certificates recognizing excellence in service were presented to Katrina Lynn, administrative assistant for business and human resources; Rebecca Mainka, mail room and copy center clerk; and Larry Henderson, custodian.
Special plaques commemorating retirement were given to Tonya Horner, associate professor of mathematics, and Louise Sharp, associate vice president for marketing and communications, chief marketing officer and special assistant to the president.
Five years of service – Dora Arellano, custodian; Tammy Arreola, accounts payable coordinator; Gretchen Campbell, student account coordinator; Ton Damron, assistant professor of social work; James Darby, adjunct instructor of exercise and sport science; Dr. Kristen Hutchins, assistant professor of biology; Mandy Locker, assistant professor of criminal justice; Alexa Maddox, academic services coordinator; Larry Meadows, adjunct instructor of business administration; Jerome Nowowiejski, adjunct instructor of exercise and sport science; Joshua Prock, head women's basketball coach; Kim Rosato, instructor of exercise and sport science; Carrie Singleton, campus visit coordinator; Vanessa Stewart, adjunct instructor of communication; and Lance Unger, assistant football coach.
Ten years of service – Martha Fothergill, coordinator of records and reports; Carla Hawkins, assistant professor of modern languages; Kim Schuster, executive assistant to the senior vice president for finance and administration; Bobbie Jo Stewart, circulation services and music library supervisor; and Dr. Daresa Voss, professor of education.
Fifteen years of service – Kim Bryant, associate professor of communication; Kathy Hagood, associate professor of English; Scott Owen, assistant professor of exercise and sport science; Diann Prickett, gift processing clerk; and Dr. Julie Welker, department chair and professor of communication.
Twenty years of service – Dr. Donnie Auvenshine, professor of Christian studies and dean of the School of Christian Studies; and Eydie Henderson, administrative assistant for the School of Christian Studies.
Twenty-five years of service – Dr. Art Allen, professor of Christian studies.
Photo cutlines: Jodi Goode received the Outstanding Staff Member Award for the 2012-2013 academic year at HPU. She is pictured with Robert Porter. The award is made possible by the Porter family of Porter Insurance.
Dr. Harlan Scott, right, received the Outstanding Faculty Member Award for the 2012-2013 academic year. He is pictured with Jill Underwood and Paul Underwood. The award is made possible by the Underwood family of Underwood's Bar-B-Q.


At SpazioFMG per l'Architettura, the Milanese gallery and showroom operated by the Iris Ceramica and FMG Fabbrica Marmi e Graniti brands, the evening of October 25 will feature a presentation of the architects' and designers' collective in New York and Shanghai.
Only a few days left to view the docu-film in The Architects Series about WORKac at SpazioFMGperl'Architettura! Starting on October 25, the Iris Ceramica Group's gallery and showroom will be featuring another architectural studio, Ennead Architects, in the fifth event in the series.
WORKac has designed a new home on the roof of a historic building with an imposing cast iron façade in Tribeca, one of New York's most glamorous neighbourhoods. The architects managed to add a new residential unit on the roof without altering the building's historic façade in order to comply with the restrictions imposed by the New York City Landmark Commission.
In the wake of the interest expressed in the first three meetings for architecture fans and professionals, the fourth event in The Architect Series opens at SpazioFMG per l'Architettura on 13 September 2018.
Gypsy Trail Residence is a residential project that clearly reveals all the essential values of Archi-Tectonics, the studio founded by Winka Dubbeldam, featured in the third event in The Architects Series: a series of docu-films about architectural studios presented by SpazioFMGperl'Architettura and curated by The Plan.
The events in The Architects Series, a video format bringing renowned Italian and international design studios to SpazioFMG per l'Architettura, continue. The third event in the series opens at 18:30 on June 14 in the showroom at Via Bergognone 27, beginning with a screening about Archi-Tectonics of New York. The opening will be attended by the studio's founder Winka Dubbeldam, who will give a talk entitled "New Solids" after the screening.


Larva: The 24mm final instar larva has a thin body which is flesh coloured, with a feint dorsal purplish tinge and a feint dorsal line. Viewed from the side there is a feint greyish lateral line which runs through the spiracles which are black. Head is light brown.The larva feeds within stems of larval food plant.
Observations: The moth is, as the name suggests, is recognised by its small size and dark veins on the forewings. The forewings are light straw coloured but can be reddish-brown,pinkish-brown,or orange- brown.The subterminal line is made up of a series of black dots.
Wing markings are not consistent and markings can be very feint and indistinguishable or heavily streaked and marked with dark scales.
The hindwing is grey with a whitish fringe.
The moth flies at dusk and is attracted to light,appearing at the moth trap in small numbers.


Central Board of Indirect Taxes and Customs (CBIC) to notify the Korean Won (WON) and Turkish Lira (TRY) in the List of Currencies for Exchange Rate.
• Under Section 14 of the Customs Act, 1962 the Central Board of Indirect Taxes and Customs (CBIC) notifies the Rate of Exchange for the purpose of conversion of foreign exchange to Indian Rupees (INR) and vice versa for assessment of imports & exports.
more currencies namely Korean Won (WON) and Turkish Lira (TRY) in the list of such currencies.
India-South Korea: The bilateral trade between India-South Korea grew to $16.36 Billion during 2017-18 from $12.59 Billion in 2016-17 and South Korea is ranked 8th amongst India's trade partners in terms of imports during 2017-18.
Also, as India has Comprehensive Economic Partnership Agreement (CEPA) with South Korea, the trade flow between the two countries is expected to grow further.
India-Turkey: Bilateral trade between India & Turkey also stood at US $ 7.2 Billion during 2017-18.
Improve Trade practice: It will facilitate trade & business by easing the process of conversion of these currencies into Indian Rupee and vice versa.
Increase Exports: The initiative is also anticipated to help the exporters claim the benefits of Merchandise Export Incentive Scheme (MEIS) easily, as the rates of TKY and WON will be readily available on the realization date of remittances.
Decreases transaction cost: It is expected to decrease the transaction cost and enhance the ease of doing business, thereby, benefitting the Indian, Korean and Turkish businesses.
• It is a part of the Department of Revenue under the Ministry of Finance, Government of India.
• It is one of the oldest government departments established during the British colonial period.


Underactive thyroid disease, which is more commonly referred to as Hypothyroidism, occurs when your thyroid gland fails to make an adequate amount of the thyroid hormone for your body.
Your thyroid gland is located near the front lower portion of your neck. When it is working properly, your thyroid releases hormones that work their way through your body via the bloodstream. This has a direct effect on your heart, muscles, brain and nearly every part of your body.
One of the most important things the thyroid does is dictate how your body uses the energy it gets from food. This can have an effect on burning calories, how quickly your heart beats, and your natural ability to control your body temperature.
Fatigue is the most common symptom associated with an underactive thyroid. Many people ignore this symptom as fatigue by itself doesn't necessarily throw up many warning signs. If, however, you're feeling tired on a regular basis, even though you're getting a full night's sleep, it might be time to talk to your doctor.
Changes in your bowel movements may be a sign that your thyroid is underactive. The hormones that your thyroid produces are vital in making sure your digestive track is operating efficiently. If you're not producing enough hormones, your digestion is slowed and constipation may result.
Everyone has their moments when they might feel down in the dumps. That's just part of human nature. If you get into a funk and can't seem to get out, you might consider looking into your thyroid. For most people, random depressed feelings go away within a day or two. It's when the depression lasts for weeks or even months at a time that it becomes cause for concern. If you find yourself depressed, you should contact your physician immediately especially if you feel the need to hurt yourself or others.
There are lots of things that could cause you to pack on a few pounds and move up a couple pants sizes. But what if you haven't changed any of your eating habits and are still experiencing weight gain? Hypothyroidism.
When you have hypothyroidism, the number of calories that your body will burn naturally, known as your basal metabolic rate, is greatly reduced. When this happens, you can experience weight gain even if you are eating a completely healthy diet. For some, this can be a result of the body creating excess fat, while for others, their body might simply be retaining water.
When you have thyroid problems, your brain is the organ that is going to take some of the worst abuse. Hypothyroidism can cause a decline in your cognitive abilities, meaning, you might have trouble remembering simple things like what you entered a room for or what you wanted to say to someone.
Brain fog is another term that is commonly used to describe this phenomenon. You may be able to remember normal things, but everyday tasks might take might time to complete. Reaction times may be impacted as well, which can make things like driving dangerous. Fortunately, these symptoms are known to be treatable, and if you are treated soon enough, are mostly reversible.
Most women have the ability to look at a calendar and tell with significant accuracy when they're going to be starting their period. The average woman knows when they are going to start their menstrual cycle, and can pinpoint the date within a day or two. If your normal periods are happening less frequently, or if you notice you're bleeding heavier than you normally had in the past, there is a good chance that it could be the result of an underactive thyroid.
Weakness is one of the hypothyroidism symptoms that is frequently overlooked. This is especially true if the above symptom of always feeling tired applies to you. It makes sense to think that if you're already feeling tired, the feelings of weakness would go hand in hand.
It is true that being tired affects your energy levels. But if your muscles are also feeling weak and sore, there is probably more to it than that. The best thing you can do is check your muscles for weakness. If you have difficulty doing the things that were once easy to do, you're going to want to get checked.
Dry skin is another symptom that often gets glossed over. It makes sense because there are a large number of reasons why people can experience dry skin. What many people fail to think about is that if they haven't made any changes to their skin regimen, and haven't had a problem before, something is likely wrong.
When you have hypothyroidism, your blood isn't able to circulate as well as it needs to. This leads to a less effective metabolism which can cause your body not to sweat as much as it needs to. A lot of people think it would be great to not have to worry about sweating, but the truth is, if your body is not able to sweat, your skin can dry out and become flaky.
If you aren't sure whether your dry skin is the result of your thyroid, take a look in the mirror. If your face is dry and puffy, especially in the area of your eyes, this might be the result of hypothyroidism.
While this list covers some of the most common signs and symptoms of an underactive thyroid, it is by no means a comprehensive list. If you feel you are having trouble with your thyroid, the best thing you can do is make an appointment with your doctor to voice your concerns. Your doctor will be able to order tests and provide treatment if necessary.


December 6, 2013 December 29, 2018 Mozayik "the souls' poet"5 Comments on We find each other, the ones that seek love. The price of love is truth.
We find each other, the ones that seek love. The price of love is truth.


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A first look at Mettle, East Side bistro coming this summer
Sushi News
Uchi Dallas confirmed, restaurant slated to open late 2014
3 Texas watering holes rank among America's best bars
By Jonathan Rienstra
The Cloak Room ranks on Esquire's list of America's best bars.
The Windmill Lounge in Dallas also made the cut. Windmill Lounge/Facebook
In a move that's sure to ruffle a few Yankee feathers, Esquire's 2013 list of the best bars in America eschews New York City in favor of the Midwest and beyond. In addition to Bellocq at the Hotel Modern in New Orleans and Williams & Graham in Denver, three Texas bars got a nod.
Cloak Room in Austin, Dallas' Windmill Lounge and Esquire Tavern in San Antonio all made the list.
Austin's Cloak Room is a curious choice. The tiny subterranean closet mostly inhabited by lawmakers fits maybe 25 people at a time if you're really determined to get in.
That's not to say that Wondrich is wrong in putting it on his list; it's just that Midnight Cowboy offers a similar kind of mystery in the heart of Sixth Street. Or a place like Yellow Jacket Social Club would show off Austin's East Side charm.
Wondrich describes the Cloak Room as a "dark, determinedly unfancy cellar full of booze across the street from the Texas Capitol," and anyone who has had a Red Rocket there knows that the booze is quite full.
About the Windmill Lounge, author David Wondrich writes, "If a comfortable, friendly dive with a jukebox and serious cocktails doesn't appeal to you, then you have our profoundest sympathies." He recommends a cheap Cuba Libre or three.
It's hard to argue that the Windmill hasn't earned the accolade. It's a nice, crusty slice of Dallas where they put together seriously good and cheap cocktails, thanks to Charlie Papaceno. It made CultureMap's list of the 10 best bars in Dallas for those reasons.
The Esquire Tavern seems like a lock for Esquire's list, right? Especially because a renovation in 2008 brought the place back to life. You've got the River Walk, some high end cocktails and a classic aesthetic that was painstakingly re-created by the new owner Chris Hill.
As Wondrich writes, "Despite the scrubbing and the painting and the modernization, the Esquire still feels old — still feels like a place where life has been lived."
We can dig it. It certainly helps to explain how San Antonio is the most romantic city in America.
The Cloak Room


WHITHER WATER? With the 25 percent urban water cut ordered by Brown still in effect, we'll get an update from the State Water Resources Control Board on how cities did in August. Residents slightly beat the target in June and then did even better in July, so we'll see if people were able to maintain their brown lawns and truncated showers for another month.
STEMWINDER: California's board overseeing stem cell research meets today to give an update on its finances. State Controller Betty Yee will preside over the Los Angeles meeting of the six-member Citizens Financial Accountability Oversight Committee, created to vet the California Institute for Regenerative Medicine via ballot initiative back in 2004.
CELEBRATIONS: Happy birthday to Rep. Devin Nunes, R-Tulare, who reaches the meaningful age of 42 today.


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Kruekutt's 2020 Favorites: Not Necessarily New Albums
On December 9, 2020 December 9, 2020 By kruekuttIn art rock, Comedy, jazz, jazz rock, progressive rock
This year, I'm starting off my "best of" retrospective with albums that aren't technically "new" — compilations, live albums, reissues and (re)discoveries from previous years — that grabbed me on first listen, then compelled repeated plays in 2020. I'm not gonna rank them except for my Top Pick, which I'll save for the very end. The others are listed alphabetically by artist. (Old school style, that is — last names first where necessary!) Where available, listening opportunities are linked in the album title or included below my summary via Bandcamp, YouTube or Spotify.
Big Big Train, Summer's Lease (compilation) and Empire (live): This year, I've bought music from even more far-flung corners of the world than usual — including Big Big Train's Japanese-only retrospective. Disc 1 features various rarities on CD for the first time: re-recordings old and new (including excerpts from my intro to the band, the Stone and Steel Blu-Ray), plus the "London Song" sequence from Folklore in all its sprawling glory. Disc 2 leans into the post-Underfall Yard era with a solid mix of epics and, um, shorter epics, plus an unreleased instrumental as dessert. It's all impeccably curated, and (in retrospect) a fitting capstone to the work of recently departed Train crew Dave Gregory Rachel Hall and Danny Manners. In a similar fashion, Empire is a fond farewell — the last concert played by this incarnation of the band (including Cosmograf's Robin Armstrong) before COVID-19 killed off their first-ever North American tour. Which makes the entire show, brilliantly performed as always, even more poignant, from the rocket-fueled opener "Alive" to the romantic, spiraling coda for the best version of "East Coast Racer" yet. Sorry, there's something in my eye . . .
The Firesign Theatre, How Can You Be in Two Places at Once When You're Not Anywhere At All (rediscovery): This spring, my big brother Bob pointed me back to this 1969 classic — quite possibly the single most insane comedy album ever recorded. The half-hour long title track's surrealistic road trip morphs into a wickedly irreverent (yet oddly touching) patriotic pageant, with stopover cameos from Lewis Carroll and James Joyce; "The Further Adventures Of Nick Danger," memorized and mimed to by me and my roommates back in college, is a hallucinogenic smoothie of hardboiled detective drama, time travel and the Beatles' White Album. "Wait a minute — didn't I say that line on the other side of the record?" Believe me, you need to find out.
Pat Mastelotto and Markus Reuter, FACE (discovery): My New Year's resolution was to become a MoonJune Music subscriber through Bandcamp; twelve months later, it's still one of the best musical decisions I made. In recent years, touch guitarist Reuter has become a major contributor to Leonardo Pavkovic's ongoing quest to "explore and expand boundaries of jazz, rock, ethnographic, avant, the unknown and anything between and beyond," frequently joined by King Crimson drummer Mastelotto (his partner with Tony Levin in Stick Men). The 2017 FACE (not actually on MoonJune) stands out in the duo's catalog: a single, 35-minute instrumental travelogue that swiftly spans the globe and its myriad rhythms, aided and abetted by Steven Wilson and associates of David Lynch, Tool and the Rembrandts. Blink with your ears and you'll miss the transitions from theme to theme and place to place; this one both demands and thoroughly rewards my attention every time. Hopefully, the excerpts linked above will convince you — don't hesitate to hop on board!
The Neal Morse Band, The Great Adventour Live in Brno (live): every bit as impressive as when I saw this show in Detroit the same year, the NMB's concert take on The Great Adventure is even tighter, more driven and more finely honed than the studio version. Kaleidoscopic contrasts of rhythm, instrumental color, vocal textures (mainly from Morse, guitarist Eric Gillette and keyboardist Bill Hubauer) and tonality mesh effortlessly with drummer Mike Portnoy and bassist Randy's George's badass forward propulsion, mirroring the lyrical highs and lows of the journey to John Bunyan's Celestial City. The result is sustained, extended, unforced ecstasy in the Czech audience, capturing how Morse's recent work embodies the ongoing ideal of American revivalist religion. A journey worth taking, whether you caught this in person or not.
Jaco Pastorius, Truth, Liberty and Soul: Live in NYC (live, archival, discovery): 2020 was the year I came across Resonance Records, where "jazz detective" Zev Feldman has been unearthing incredible archival treasures for nearly a decade. Jaco Pastorius single-handedly revolutionized electric bass playing in the 1970s; this 2017 release captures him in 1982, fresh from his boundary-busting stint in jazz-rock titans Weather Report. Fronting a big band of great players — the best New York horns, the drum/percussion duo of Peter Erskine and Don Alias, Othello Molineaux on steel pans and harmonica virtuoso Toots Thielmanns — Pastorius mixes classic tunes with his own soulful writing. It's a mighty, bubbling noise — jazz, funk, rock, reggae, swing and more, with a groove that never stops and heart behind the flash. Irresistible for anyone with a pulse!
Porcupine Tree, In Absentia (deluxe reissue): Not the Porcupine Tree album that hooked me (that was Deadwing, promised its own deluxe box next year) but, looking back, my firm favorite of the band's late period. Freshly signed to the American label that brought us Trans Siberian Orchestra, Steven Wilson and company made the polar opposite of a sentimental holiday album, focusing on the inner motivations of — serial killers? What makes that work? Well, how about: the full-on debut of Gavin Harrison's stylish, rhythmically slippery drumming; Richard Barbieri's off-center, arresting synth textures and solos; Colin Edwin's relentless, incomparably steady bass workouts; Steven Wilson's reignited love of metal slamming up against the songcraft developed on Stupid Dream and Lightbulb Sun, as well as a fixation with Beach Boys-tinged harmonies? Oh, and a clutch of superior tunes that became perennial favorites, both on the main album ("Blackest Eyes," "Trains," "The Sound of Muzak") and the bonus disc ("Drown With Me," "Futile"). Add in subtle yet superb remastering and you have a near-perfect example of how these boxes should be done.
Pure Reason Revolution, The Dark Third (reissue): At a time when progressive rock's troops were thin on the ground, PRR provided reinforcements — and a breath of fresh air. It's still hard to believe a major label released The Dark Third back in 2006; the effortlessly evolving long-form suites, the sweet-and-sour pairings of lush soundscapes and jacked-up beats were a vivid variant on Pink Floyd's classic palette that turned the bass and drums up to 11. Jon Courtney, Chloe Alper and their cohorts weave the webs of melody and harmony; Paul Northfield's co-production brings out the cavernous bottom end. The new bonus disc includes both the intriguing student work that led to Sony signing PRR and outtakes that showed up in different forms on later albums. Always an booming, blissed-out listen, now more inviting than ever.
Tears for Fears, The Seeds of Love (reissue): A marvelously all-over-the-place, widescreen record. Unabashedly pop but also fearlessly expanding the TFF sound into psychedelia (the title track was everywhere back in 1989), soul (big shout-out to Oleta Adams and Tessa Niles, who pushed Roland Orzbaal and Curt Smith to new vocal heights on "Woman in Chains" & "Swords & Knives"), jazz (Nicky Holland & Adams serve up stunningly tasty piano), world music (Jon Hassell's superlative trumpet on "Standing on the Corner of the Third World" & "Famous Last Words") and even a touch of prog-funk on "Year of the Knife.' The squeaky-clean remaster (plenty of headroom and dynamic range) is dandy, but if you need more, the super-deluxe set linked above includes some dynamite rehearsal recordings.
and my Top Pick . . .
Ella Fitzgerald, The Lost Berlin Tapes (live, archival): My recent listening has tacked in the direction of mainstream jazz; if I had to speculate as to why, I'd say I might be looking for less tension and more release during my unobligated time. But what's on offer is a factor as well. Instead of baking sourdough bread or taking up acoustic guitar during the time of COVID, it's as if jazz musicians and aficionados have all dug deep in their closets and simultaneously unearthed long lost vintage recordings — which record companies eager to fill their distribution pipelines have snapped up and launched into the wider world.
This, in my view, is the best of that harvest: an astounding, life-affirming 1962 concert buried in the archives of Ella Fitzgerald's manager until now. Ella and her fellas (Paul Smith on piano, Wilfred Middlebrooks on bass, Stan Levey on drums) are at their absolute peak, in tune with each other and with an extroverted, enthralled Berlin audience. Every note of this concert radiates warmth and inner joy, even when the mood darkens on torch songs like "Cry Me A River" and Billie Holiday's "Good Morning Heartache." And when Ella swings on "Jersey Bounce," jumps on "Clap Hands, Here Comes Charlie," digs into Ray Charles' "Hallelujah, I Love Him So" (resulting in an immediate, complete encore!), then breaks into her trademark scatting on "Mack the Knife," well, she is unstoppable. I have had no finer feeling listening to music this year; whatever may ail your soul, I believe that The Lost Berlin Tapes are good medicine for it.
But wait, there's more! Watch for my "new album" favorites from 2020 coming soon . . .
— Rick Krueger
Best of 2020Big Big TrainElla FitzgeraldFiresign TheatreJaco PastoriusMarkus ReuterNeal Morse BandPat MastelottoPorcupine TreePure Reason RevolutionStick MenTears for Fears
Premiere: The Crown Remnant Launch "The Fall" Video
The White Stripes: Greatest Hits
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Who wouldn't want an Extreme Adventure to New Zealand with this guide?
With a lifetime of physically tasking experiences in New Zealand's diverse wilderness areas, Mark Everard has earned the reputation as one of the country's best outdoor guides. An accomplished athlete, Everard tests his skills both in organized sports and in the wild, including mountain climbing, marathon running, white-water rafting and cross-country quad biking.
Fish for trout at Lake Tarawera and take a relaxing soak at Hot Water Beach. Helicopter to the Motu River and then raft it! Hike the 10-mile Tongariro Crossing, one of the world's most scenic and invigorating one-day treks. Bungee Jump from The Ledge with a "mild" jump or an extreme plunge of more than 15 stories. Prepare for an unforgettable helicopter flight seeing adventure through snow-covered mountain peaks to Milford Sound, where you kayak one of the most scenic areas on Earth, with bonus opportunities to see seals and dolphin. Four-wheel-drive to nearby pristine streams and rivers, where you test your skill at fly-fishing for brown and rainbow trout or mountain bike.
Prices, like this trip and guide, are not for the faint of heart. Contact Preferred Travel Agent Alyse at 415-866-408-wize for more info!
Just be sure not to tell your significant other why you are taking the trip to NZ.


We are now established as one of the main contractors for the support of the 4 year CCTV UTC Contract for Cardiff County Council. This system consists of traffic cameras, crime cameras and ANPR. In total 350 cameras to be maintained.
Since our formation in 1997 we have built a highly skilled and accredited workforce with over 40 years experience. We have developed a wide range of specialist contracting services to successfully deliver major infrastructure projects throughout the UK.